The Access Point : Setting Effective Professional Boundaries

This is the podcast adaptation of the seventh episode of The Access Point! This one’s focused on setting effective professional boundaries. Special thanks to our incredible guest host, Christin Taylor! Part of the Living Corporate network, The Access Point is a weekly webinar preparing Black and brown college students for the workforce. If you’re looking to jump-start your career, this is content you want to follow. Subscribe to us today!

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Interviewer (00:40): Hey everybody, welcome to The Access Point. This is a live broadcast part of the Living Corporate Network Access Point is our weekly web show where we strive to bring y’all real talk. Like the real deal to help you prepare for life after college and making transitions in the workforce. While our content is for everyone, we are mostly focused on preparing black and brown students for the future of work. So every week we feature incredible guests to help us discuss the topic at hand. This week, we’re talking about creating professional boundaries, doing that effectively. And we have a special guests Christin Taylor. So Christin, tell us a little bit about who you are, what you do, and why you said yes to The Access Point invitation.

Christin Taylor (01:25): Sure. Definitely, I want to thank you all for just having me here today. My name is Christin Renee Taylor. I’m originally from New Orleans, Louisiana. I currently work for Ingenious Med as an applications analyst. The company is pretty much a medical software company where we actually build an application for doctors, and providers, and also hospitalists to actually input charges. I’m a graduate of Tulane University in computer engineering and business. And also, I am a Region Five Advisor for the National Society of Black Engineers.

Interviewer (01:55): Awesome. Thank you, Christin [inaudible 00:01:57] to talk to you. I shared a little bit before we went live, but I have no hardcore STEM background. I was a humanities and art girl, turned career coach and a talent development consultant. So I’m excited to talk about all the things related to career life, how to integrate those things. I think that’s top of mind for a lot of my clients, but it’s top of mind for everyone, especially in this season just creating boundaries around what you do, how you do it. And it can be really hard to do that, I know, right out of college or right out of school, because you’re just trying to soak it all up. So, first question.

Christin (02:36): Sure.

Interviewer (02:36): For college students and early graduates who are getting started on assessing what a healthy boundary looks like in a professional context, what are the most common mistakes that people make with regard to setting and maintaining boundaries?

Christin (02:53): The one thing that I learned as I grew into my career is that everybody’s not your friend. Everybody is not for you, everybody is not against you, but at the same time, you need to understand how to set those boundaries accordingly. But at the same time, keep in mind that everyone is not your friend. You have people that are, you know, thinking, oh, we want her to feel, but at the same time you do have your biggest cheerleaders that want you to actually be a part of their organization as well.

Christin (03:18): So the one thing that I’ve learned, and the one thing that I encourage onto other individuals is definitely take time to think about your career, and how you’re going to develop yourself. But at the same time, remember that everyone that is working with you is not your friend.

Interviewer (03:31): Ooh, that’s a hard one. I think I read somewhere that millennials, well, Gen Z, really we’re in Gen Z now. Really want to work in a place where they see a lot of value in terms of the organization’s mission, but also working in a place where they can build effectively friendships with other people. So that’s a really good one. That’s hard. Like how you be friendly, but not be friends or, [inaudible 00:03:58] you know, all right. So what happens when people don’t move with the intention around creating those boundaries? Like maybe they do step into the workplace and they try to be friends with everyone early, what happens? What can go wrong?

Christin (04:18): So the one thing that I picked up with what can go wrong is the fact, that many people, when you become that friendly person, they kind of take advantage of other individuals. They’ll be like, well, that’s my friend, so that friend is going to go out with me. Or say, for example, you go out with a friend after you go to work. There are certain boundaries that you have to put in place with that. So you want to be careful with that quote unquote friendship that you make with that person. You don’t want to be too friendly with that person, because keep in mind, that you’re representing a company, as well as representing your family as well. The one thing that I’ve learned in my career is the fact that I have a lot of colleagues that like to go out after work. When you’re in college, you have a lot of colleagues that likes to go out, maybe after an exam and celebrate. We have to keep in mind that we have to keep ourselves maintained, and keep ourselves as representations of the company, and as the school that we’re attending as well.

Interviewer (05:12): That’s deep. And, it’s easy [inaudible 00:05:15] that, I think in the age of social media, sometimes professionals wear multiple hats. So you represent an organization that pays you, but maybe you have another side job. Maybe you run this, you know, I think sometimes those lines can get really muddled, and it’s definitely hard to backtrack.

Christin (05:32): Right. If anything, one more thing. When you said about social media, I think it’s really important that you have to keep in mind that somebody is always watching you. Someone always has a phone that has a camera on it. So you have to definitely keep in mind that, Hey, if I take this drink, or if I do something that is not correct, is that going to be on social media? And is everybody going to be able to see it? I know a lot of people say that when people are collegiate students apply for jobs, the first thing that a lot of companies look at, is their Facebook page, is their Instagram page to see what is out there. And so that definitely is a key element on when you’re actually hiring someone.

Interviewer (06:10): That’s huge. And, I think especially in college, I have seen some college students really get stuck when they start interviewing or interning in certain industries because it might [inaudible 00:06:20] to drink a little more. They might get a little, you know, they might get a little test. They might feel pressure to do something that’s not them to feel like they fit in. So what recommendations would you have for people who are of age and want to have a beverage and they’re on the clock? Is there a way to do that appropriately? Do you think?

Christin (06:44): The one thing that I’ve always been taught, and like I stated before we got on live, my father is a military man and that’s all I’ve been taught. And so, when it comes down to me, representing myself, I always think about representing my parents. So if I make a mistake or if I do something that is not supposed to be according to their rules, or something that is going to be representation of them, I don’t partake in that. The one thing that I do when it comes down to going out with my colleagues, I don’t drink, I don’t engage in any kind of thing that will actually put me at risk, because at the same time, these are my coworkers, these aren’t my family. So they really don’t know me, personally, but my family knows me. So I really would not want to put myself in that position at all.

Interviewer (07:27): Yeah. That’s huge. That risk factor is huge when you’re talking about boundaries, because I think, you know, there’s a whole gamut of, do you know how drinking affects you in the first place? Is it necessary? Where are you? What’s the context? How long are you going to be there? But at the end of it, you know, risk of reputation is what I’m hearing you say. And risk, possibly, of personal safety too.

Christin (07:55): Exactly.

Interviewer (07:55): Okay. Can you share an example of a time that you saw a colleague or a friend set and maintain really good boundaries at work?

Christin (08:06): Yeah, definitely. I actually worked with a colleague of mine that is actually close in age to me. I’m 37. I know, I don’t look like it. But she’s very close in age to me. And so, in one situation where we actually went out as a launch party for our particular department, we actually went out after. And so, she was engaging in some alcoholic substance at that time. So I advised her, I said, Hey, you might want to slow down just a little bit. You don’t really know these people a lot or whatnot, but she really took my advice. And she was like, okay, let me just slow down. And then, in other situations where we actually had a team outing, she didn’t partake in those alcoholic beverages, because she learned from her past experience, Hey, let me not engage in that because I really don’t know these people.

Interviewer (08:55): That’s huge. That’s huge. I will say, like I said, at the beginning of this show is for everybody, but we’re focused on black and brown folks. There is conversation that people have about you sort of professional, navigating professional spaces. There’s sort of a popular line, but I do think that there are nuances to this in terms of us. There are things that you might not bounce back from. Well, we might not bounce back, and we already know that we have to, in a lot of cases work twice as hard, beyond our P’s and Q’s. I would really love to say that we are in a society or we’re in a time where we’re past all that. People can be who they are, what they want to be. We can, to a degree, but at the end of the day, like you said, I wrote it down. You’re like, keep in mind you represent your organization.

Christin (09:44): Yes, yes.

Interviewer (09:46): So mind the business that pays you.

Christin (09:47): Right. Exactly. And the one thing that I learned is from, and we’re not a fraternity or sorority NSBE (The National Society of Black Engineers), but when we wear our quote unquote letters, or when we are, or if someone is in a sorority or fraternity, when we are wearing something that says our organization’s name, we do not partake in alcoholic beverages because at the same time, you have to think about it. And they were like, wait a minute, Chris is a NSBE member, why is she drinking? Our mission is to increase the number of culturally responsible black engineers who excel academically, succeed professionally, and positively impact the community. So that last part we’re positively impacting the community. I don’t think that is a good look when you’re drinking a beverage that is full with alcohol.

Interviewer (10:29): Yes. I didn’t know that about your organization. So it was good to hear that. That’s deep [inaudible 00:10:34] about Greek organization. So awesome. I mean, that’s a really serious code of conduct to think about, even in our thirties. I’m 35. But we really do have to think about that stuff. And I think, you know, especially for college students, I remember being in high school ready to go to college. Because it’s like [inaudible 00:10:57], you know, you do what you want to do. In college you’re like, okay, I’m ready to get out, freedom. But, we really have to redefine what that really means. For me, I think a lot about having our own agency. nNt fumbling the bag because of our behavior. We have enough things we have to circumvent out here that’s just not cool. So that’s good. That’s great. It’s good to hear that about your organization.

Christin (11:23): Yes ma’am.

Interviewer (11:25): Okay. In your experience, is there such thing as too many boundaries for [inaudible 00:11:31] at work, does that exist? What does that look like?

Christin (11:37): I don’t think it exists, for me personally, because you can never be too safe. You can never be too cautious because you want to make sure that you’re protecting yourself. I know growing up as a young, as a little girl, I used to be shy. Like I would never talk to people. I didn’t communicate with individuals, but when I stepped up, stepped foot onto the university’s campus, I would be the know it girl, or they know you, or they know me, or so on and so forth.

Christin (12:04): When I got into NSBE, I got this nickname. I’m not sure if you saw this in my introduction, they called me CT. They don’t call me Christin. If somebody introduces me, they’ll be like, oh, that CT. They don’t call me Christin. So I think it’s really important that you keep yourself aware of what’s important, and know your values, and know what’s important to you, because at the end of the day, you have to take care of you. Nobody else can take care of yourself. You can’t take care of anybody else, but yourself. So you want to make sure that you have an understanding of what you want,, and what those boundaries are and what it takes to get to that level.

Interviewer (12:37): Okay. Thank you.

Christin (12:38): Yes. Ma’am.

Interviewer (12:39): Tell me a little bit about, like I imagine in your professional journey, you meet folks either on your team, or cross-functionally, or in professional organizations spheres, where you do cultivate relationships that are maybe not friends, but they’re friendly. So what does that look like? How do you kind of describe networking? Like, I think a lot of times college students think about networking in terms of looking for a job. But after, you [inaudible 00:13:12] at your profession, you’re always networking and building your network. So, can you talk about what that looks like and how you facilitate that while also maintaining boundaries?

Christin (13:23): Definitely. the one thing that I did not mention, before I started working for the company that I work for now, or before I actually got into my field of computer engineering, I worked for the non-profit sector for 15 years.

Interviewer (13:38): Okay.

Christin (13:38): Yeah. And in those 15 years I’ve learned how to make relationships. Meaning to get to those individuals that know, are going to support me, and help me to support my organization. So when it came down to a day, we call it today in Georgia, GA Gives A Day, where we actually raised money for the different non-profit organizations in Georgia. And so, when it came down to me asking individuals for money, it wasn’t a hard thing, because I made that relationship with those individuals. What I do see differently in the corporate sector that I’m in now, you can make relationships, but it’s not as deep as it was when you’re dealing with a non-profit organization. So for example, if I asked for somebody to donate to my non-profit organization, they’ll be like, oh, sure, no problem. I’m like, perfect. We’ll go ahead and do that. But in a corporate sector, I think the thing is when you ask someone to donate to a non-profit, you have to give them a reason why. You have to give them a reason why they’re actually giving to that non-profit. They don’t really understand your passion. And so, I think the thing with boundaries is, you have to be careful on how you actually relay the message, versus how you relay the message to the non-profit partner. How you relate to the message to the actual corporate representative that you are working with? Networking is a great thing. But at the same time, we have to keep in mind that we want to be better for ourselves and how we can prove ourselves to that person.

Interviewer (14:59): Awesome. That’s good stuff. Messaging, that’s huge. Non-profit [inaudible 00:15:02] We might send them our message with what we say or don’t say, depending on how people approach us as well. So that’s good stuff. All right. So you are still in travel mode because of the nature of your work.

Christin (15:21): Yes.

Interviewer (15:21): A lot [inaudible 00:15:21] of us are toggling between traveling or being in a more traditional work context. Some people are working more virtually.

Christin (15:30): Yes.

Interviewer (15:32): What are some things that you think college students or early graduates can start doing now to practice, setting boundaries in their personal and professional life?

Christin (15:43): They definitely need to understand to be flexible, because we have a lot of jobs that actually, it may not say in our job description. But if it helps us to become a better person, and a better person that fits that role, go ahead and take that on because that’s going to make you become something better.

Christin (16:01): I recently earned my Six Sigma Yellow Belt, and that’s something that a business major would get, but here I am a computer engineering major, getting a Yellow Belt and a lot of people are like, well, why did you get your Yellow Belt? But that’s something that is going to help me to advance myself, and to help me advance my skill level in helping my team. And so I definitely think that a lot of young people that are coming out of college now, they need to be flexible on what it is that you’re doing. Another thing is, definitely look at the different things that you can do to advance your skill level, and what it is that you’re doing. So let’s say for example, you could have a computer engineering position. How can I definitely work to not only be a computer engineer, but have that business mindset as well?

Christin (16:40): I tell a lot of people I’m gonna get as many certifications as I can. Right now, I have two, but I’m working on more as we speak, because I’m always advancing my mind. And I’m always learning because everything is changing. Technology is changing every single second. It’s changing right now. So one of these days, it’s gonna be no more Facebook. What’s next?

Interviewer (17:01): You’re right. I’m going to reserve my comments about Facebook, but you’re right. I love that, staying flexible is a big part of boundary setting in your professional life, because sometimes we go in and we see, okay, this is the job. There’s some other duties that’s assigned. The other duties that’s assignment, hopefully you have a good manager that will tell you this, but if you don’t is to soak up as much knowledge as you can, while they’re paying. They’re covering the cost of those certifications are helping out. Why wouldn’t you? That’s free money. That’s free game.

Christin (17:35): Exactly.

Interviewer (17:35): Free game for later.

Christin (17:37): My company gives us a stipend for our education. We get at least I think it’s $12,000. [inaudible 00:17:41].

Interviewer (17:43): Oh my gosh. That’s awesome.

Christin (17:46): So, if somebody company does that, definitely go back to school, get a Master’s, get a doctorate, take advantage of that because they’re paying for you to go. Take it.

Interviewer (17:58): Okay. All right. I’m going to check the question box and seeif it has any qustions that have come in.

Christin (18:03): Okay. Sure.

Interviewer (18:06): All right. One person said while protecting yourself, how should you engage positively with coworkers?

Christin (18:14): Be honest. If you find something that you don’t agree with, let that person know. So that way you can be aware, they can be aware of how to take on your personality. What buttons not to push on. I definitely would say be honest, because at the same time you want to make sure that that person is aware of what’s important to you. What’s not important. What buttons not to push, what buttons to push. I would say, be honest. Be honest, is really key.

Interviewer (18:42): Okay. Thank you.

Christin (18:46): Yes, Mam’.

Interviewer (18:46): All right. Let’s see what other questions we have coming in. Okay, while we’re waiting for a few more questions to come in, I’ve been taking notes while you’re chatting, because you’re dropping gems, for real.

Christin (18:56): Thank you.

Interviewer (18:56): I want to go back to the, «everybody is not your friend». [inaudible 00:18:59] go back. I have to go back to «everybody’s not your friend. Have you personally, or people that are close to you experienced a situation in the workplace where, you know, somebody might’ve been doing the hardcore press of, oh, I want to be your friend; I want to get to know you; I want to know everything about you; I’ve got to know everything about you; or, I can’t work with you? [inaudible 00:19:26]. Have you felt that, or had you not [inaudible 00:19:30].

Christin (19:33): So this did not happen in my corporate sector, this happened in the non-profit sector. What happened was someone, the person kind of, okay, how can I say this correctly?

Interviewer (19:47): No, this is real talk.

Christin (19:47): The person got on my bad side needless to say, and when they got on my bad side, they got on my bad list. And so, the person, when I transitioned out of that non-profit role into my corporate role, there’s a quote that says, «When somebody is applauding, watch who’s not applauding». And so, that person wasn’t important. Wasn’t excited about my transition out of that role. And so, it kinda made me feel like, okay, you’re all gung ho for me, you like rooting me on. But when that happened, yes, that’s what it is exactly, was when I moved out of that position, that person was just like, I don’t want to deal with you anymore. And I’m like, whoa, wait a minute. Yeah, it was bad, it was bad. But what I’ve learned was, another quote, «You can rule with kindness».

Christin (20:44): So I go to that person, I’m like, Hey, how you doing? You having a great day? I’ll give that person something for his or her birthday, made sure that they know that I’m thinking about them. And a great thing about it is, when you do that, they see that you care. They see that you still want that relationship that you had with them. And from that experience, we’ve gotten closer as a result of that. And it hurt for a little bit, but I had to grow up about it. I had to be the 37 year old Christian and just go on with it. So [inaudible 00:21:15] for a second.

Interviewer (21:18): I’m sure it can be really uncomfortable because even right, like in our personal lives, when people are operating and you don’t quite know what their motivations are, it can feel hard to navigate a space that feels like there’s no trust. Like you don’t know what their motivations are. You don’t know what’s happening, but especially at work, but something you said about killing them with kindness. You don’t have to, you know, my girl, Michelle Obama said, when other people go low, you don’t have to go down, [inaudible 00:21:51] because, like you said, you were moving on to another position. But things always come back around, especially when you might not expect. So whether or not that person actually like matures or not, you maintain your own reputation, and how you operate matters so much. Because there’s something else you said. I wrote it down. People are always watching you.

Christin (22:19): Always.

Interviewer (22:20): Always.

Christin (22:21): Yes.

Interviewer (22:21): That’s true. I think people really underestimate that, it’s not just the people you’re trying to network with, or your supervisor, or whoever, your peers. You never know how that’s going come around in your professional life, especially.

Christin (22:38): And the one thing that I, I teach Bible study at my church. I teach the teens, and I tell them all the time. I say, someone is always watching you. I’ll say, y’all are watching me. That little boy is watching you. That little girl is watching you, whatever you’re doing, make sure that you’re setting an example. And I tell them that all the time, if they go somewhere else outside of the church, or they go to another classroom, the one thing that I always say is set an example. That’s all. They will tell you that right now. They’d be like, Ms. Christian said set an example.

Interviewer (23:09): That’s good [inaudible 00:23:10]. Okay. Tell me about a time that, you know, it might not have been you, it might have been [inaudible 00:23:17] or someone else, you know, where they really fumbled on setting some professional boundaries. It could be in the interpersonal department. It could be in terms of setting boundaries about workload. Like it could be a number of things where you’ve seen somebody fumble, and how it impacted them?

Christin (23:38): I could use a great example, because I’m actually, I’m not going through it, but I have a colleague that’s going through it. The project I’m on right now, we have someone that is not here. That is a very key player in the national project. Actually, Thursday, I had to do a presentation about the project, but the person that is a key player in the project is not speaking about the project. But that’s the project manager so they know everything about the project. So she felt some kind of way when it came down to, okay, well, we want Christin to present, we don’t want you to say anything. I’m like, whoa, wait, this is her project. This is her project, like she needs to say something. And so, the boundaries that she set, she was just like, you know what? You got it. I’m going to be able to help you out. I’m going to make your slide deck for you. I’m going to make sure that you have everything that you need to be successful. And so, the thing about it is she’s helping me to become a better me. So that way I can be able to go on and be better at what I’m doing right now.

Interviewer (24:39): Yes, okay. That’s interesting. Huge. Being able to not take things personally, I think it is a big part of boundaries at work because people slip up real quick. They think that assignments are a personal thing. If you have a really passive manager, I think we have an episode about toxic workplaces coming up. But you know, for the most part, if you assume positive intent, it’s probably not personal. It’s like, listen, let’s spread the load of this work. Let’s give people the opportunities to test their skills; to do something that they might not normally do, which will help in terms of their growth. But it also helps the build the strength of the team. Okay. That’s huge. All right, I’m looking at the chat. Somebody in the chat earlier said, they used to work at a place that would crack open beers at the end of the day in the building.

Christin (25:40): Really? I couldn’t do that. Oh my God. [inaudible 00:25:41] with me. Wow.

Interviewer (25:46): Yeah. That’s coming particularly common too with some–

Christin (25:48): I know. I’m just like wow.

Interviewer (25:48): I think a lot of organizations will you know, especially in sort of the tech startup space, want to have a great place to work ratings. And so they will put in a basketball court, a bar cart, a cafeteria, some beds, you can take a nap. So I think students are, you know, moving into workplaces where, what I call the old school way of being really clear on what’s work, and what’s not, gets real blurry. So I think that the topic is very timely.

Christin (26:28): Yes.

Interviewer (26:29): Okay. So here’s a question. What about, so I know earlier you said, when you’re representing the organization, you’re representing your person and your people. But specifically for the organization what are some areas, whether that’s online or off, or experiences like I think a couple of folks were talking about conferences and holiday parties in the chat. What are places in real life, or digitally, that people need to be mindful of representing their organization positively.

Christin (27:07): So right now being that we are dealing with COVID-19, it’s going to be totally digital. You know, we have to remember that, hey, if we’re on another call; I’ll use this great example. My best friend talked to me today and we were talking about having lunch, like a working lunch while you’re actually doing a Zoom meeting. That’s the one thing we want to keep in mind. Put yourself on mute, turn your camera off. I’ve seen a lot of clips where people are doing something else and not paying attention to their Zoom meetings. So I think it’s important that now, in today’s world, being that we’re all virtual, well, some of us are all virtual. I think it’s important that we do it on a virtual aspect. Because right now, you know, sometimes I can give you an example. When I have a meeting, I always try to wear something that has my company name on it. If I’m meeting with someone else, or if I know that I’m meeting with a client that is interested in joining our organization, I always wear something that says my company name. When I’m having a NSBE meeting, I have a NSBE t-shirt on just to let them know like, Hey, I’m gung-ho about you joining this organization. What can I do to make you join it? You know. And they can see my passion about it as well.

Interviewer (28:19): That’s pretty cool. I love that. I love that. I tried to do that, in my last role, or I guess my role, when I was on the road pre-pandemic, I would often wear like a special lapel pin, or a scarf on my bag with my alma mater’s mascot. You know, because, especially in a role that’s externally facing like yours, [inaudible 00:28:49] convert clients, we can call it what we want. Whether you’re fundraising, sales, whatever, if you’re engaged with external constituents and you’re trying to transform their experience in some way, you know, those little things that nobody tells you to do.

Christin (29:05): They matter.

Interviewer (29:06): They matter. And people will remember.

Christin (29:07): Yes. Exactly.

Interviewer (29:08): So [inaudible 00:29:08] you put your own kind of flavor on it too.

Christin (29:12): Yup.

Interviewer (29:12): Like I love that.

Christin (29:14): Thank you.

Interviewer (29:15): Like I mentioned, at the top of the show, the Access Point is part of the Living Corporate network. We meet weekly, we have a new theme every week. We have a new guest every week. If there are topics that you all want to see that you haven’t yet, please let us know. You can follow Living Corporate on social media @LivingCorporate. I believe our team will drop it in the chat. So can go and follow share some of the gems that you’ve heard tonight. Christin, I want to ask you one, maybe one final question.

Christin (29:51): Yes. What’s that?

Interviewer (29:51): All right. So as early career professionals are thinking about creating effective boundaries. What is one thing, if nothing else, that they walk away from this conversation with? If they can go with one thing, what would it be?

Christin (30:10): Let’s see, I’m gonna go back to what I started with, «Everybody’s not your friend.» And gotta have those that have your back, but at the same time, be careful with it. Yes. I just think today because my mother, that’s just something, my mother always taught me. She’s like Christin, and everybody’s not for you. Everybody’s not going to be, you know, rooting you on. But you have a select few and I’m going to be honest with you, on my cell phone right now, I have three in my top favorite, and that’s it. And it’s my mom, my First Lady of the church and my brother. That’s it.

Interviewer (30:47): Okay. Okay. But none of those are coworkers though?

Christin (30:54): Another thing, that I’ve done, if you have it on your phone, turn on your Do not disturb’.

Interviewer (31:03): That’s a really good boundary, we should have talked about that. Okay. So, the Do not disturb’, [inaudible 00:31:08], talk me about how you navigate notifications when it comes to your email, your phone, text messages? Now companies are using Slack, GroupMe, everything. So how, when you’re thinking about college you, when we were in college we weren’t necessarily doing all that stuff. You step into work and there’s all these different communication channels. How should students be thinking about, you know, making sure they’re navigating and like plugging into the channels, because they are important, but not being overwhelmed by that? Because it can get very overwhelming.

Christin (31:45): Gotcha. I know ‹Do not disturb’ is an awesome feature. The one thing that I have a bad habit with, I have clients that are in Los Angeles. So, when it comes down to the emails, my email stays on my phone because I gotta stay in tuned. Because I have a client; for example, I had a client email me on Sunday, and usually, I don’t, sometimes don’t answer emails, but my thing is, I love my job so much. And I love the people that I work with so much, meaning not my coworkers. I love my coworkers, but the people that I want to succeed in using this application, I’m going to answer it regardless. My Do not disturb’ comes on at one o’clock in the morning, but I’ve had people; Yeah. It’s kind of late. I have people that can bypass that Do not disturb’. And those are those three people. My mom, my First Lady and my brother.

Christin (32:37): And then I’ll get up in the morning and I’ll check my email. I’ll check my messages. My ‹Do not disturb’ doesn’t come off until eight o’clock. So yeah. She’s like, okay, okay, that’s cool. But yeah, comes on at one, goes off at eight, and then I’ll dedicate some time and I’ll go ahead and answer those emails. But if it’s before one o’clock and I see that email come through, being that I love my job so much. Like I said, I want those individuals to succeed, I’m gonna answer it. That’s just me. I’ve always been like that. I worked at our housing and residence life when I was on campus at Tulane, when my boss needed something, I answered. You know, I was like, Hey, what you need, I’ll be able to take care of that for you. That’s all I know. All I know is hard work.

Interviewer (33:19): Okay. That’s tough, because I do believe in some work ethic. And if you’re thinking about boundaries you have to, I think whatever it is, I think intentionality is key. It’s not a one size fits all. Some people are very rigid with their little nine to six, I’m available. After that, I’m not. There might be [inaudible 00:33:36] in your life where you’re on, because you’re trying to grind, you’re trying to get that next stretch promotion. But, intentionality is really key in communicating. So like I do use, Do not disturb’. And there’s a shortlist of people that could get through.

Christin (33:53): Exactly.

Interviewer (33:56): [inaudible 00:33:56] very thoughtful about protecting my weekend time. Like if it’s not, Honey do not. I’m trying to keep my daughter off camera.

Christin (34:01): Oh, oh.

Interviewer (34:05): If it’s… [inaudible 00:34:06] Grace don’t do it. If it’s not like, she’s not really, she’s not fully dressed, so we need to keep her off camera. Boundaries. Okay. So if it’s not something that’s mission critical for the work. If it can wait later, that’s something that, the middle of my career, I started getting more hip too, because I was approaching burnout. So, sometimes those boundaries were setting for other people at work. Sometimes we’re setting them for ourselves and we have to honour them, because if we don’t, then it can spiral out of control really quickly.

Christin (34:41): Yes it can.

Interviewer (34:42): That’s good. All right. Okay, Christine. Well, how can, if folks want to stay in touch with you, what’s the best way to do that? Can they find you on LinkedIn?

Christin (34:52): Yup. Find me on LinkedIn. It is, Facebook, I am there, but you can’t find me. I am on Instagram as Iamcrenee, that’s spelled, I-A-M-C-R-E-N-E-E and you have to request to actually put my information in there, because I have a private profile. Let’s see, what else am I on? Yeah, that’s pretty much the three social medias, but, if someone wants to email me, you can email me at my first name, (remember the little R), Taylor at And yeah, that’s it. But I’m open to any questions, any other experiences like this? So I want to definitely thank you all for definitely having me. I really enjoyed my time here and I look forward to doing this again. Like I said, I’d like to engage with young people and I like to help individuals become better individuals.

Interviewer (35:48): Awesome. Christin, well, I know I deeply appreciate your time. I’ve learned some things. And I know all the students on the call have too. Sorry.

Christin (35:56): No you’re good. It’s okay.

Interviewer (36:00): We”ll send out the recoding after the session to everybody that registered. So you may get some messages from folks on LinkedIn that weren’t on tonight. But I deeply appreciate you joining us for The Access Point. I wrote down so many notes. Everybody’s not your friend; keep in mind that you represent your organization; manage your own risk and reputation; be flexible with your growth; be honest with people; but also take note that when everybody’s applauding, it’s good to pay attention to who’s not. So, I got some other stuff, I’m not gonna read it all. But listen, Christin, you dropped some gems. We appreciate you, Living Corporate appreciates you. Everybody, thank you for joining. We’ll see you next week, same time, same place, new topic. Have a good night.

Christin (36:46): Thank you.

Interviewer (36:47): Bye.

Christin (36:48): Bye-bye.

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