Macollvie J.

Neel

Scripts for Success

Workplace Communication
Templates to Advance Your Career
MACOLLVIE J. NEEL

SCRIPTS FOR SUCCESS

WORKPLACE COMMUNICATION
TEMPLATES TO ADVANCE YOUR CAREER

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Scripts for Success: Workplace Communication Templates to Advance Your Career
© Macollvie J. Neel 2023
ISBN 978-87-403-4770-8

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SCRIPTS FOR SUCCESS Contents

CONTENTS
About the author 5

Preface 6

1 Introduction 7
1.1 Scripts for success overview 7

2 Scripts for personal branding 10

2.1 What you need beyond the resume and cover letter 10
2.2 Your short bio 11
2.3 Your medium bio 12
2.4 Your full-length bio 13
2.5 Your LinkedIn “About” summary 14
2.6 Invest in a professional headshot 15

3 Scripts to establish rapport 17

3.1 Get them at “hello” 17

4 Scripts for compensation conversations 22

4.1 Getting paid what you’re worth 22
4.2 Preparing for your conversation 22
4.3 Go-to worksheet for compensation conversations 25
4.4 Following up: make it easy for them to advocate for you 27

5 Scripts for sharing your successes 30

5.1 Boss up with the right tone and language 30

6 Scripts to handle racist, sexist, and other bigoted situations 33

6.1 Handling hairy and rage-quit-inducing scenarios 33
6.2 True allyship in action 37

7 Scripts for virtual or remote work success 41

8 Scripts for resigning 44

8.1 Resignation scripts 44
8.2 Goodbye scripts 48

9 What next? 50

10 Worksheets and other resources 53

10.1 Worksheets 53
10.2 Additional resources 56

11 Endnotes 57

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SCRIPTS FOR SUCCESS About the author

ABOUT THE AUTHOR

Macollvie J. Neel is an entrepreneurial writer, editor, and communications consultant
focused on elevating overlooked voices in workplaces and media spaces.

In her corporate consulting roles, Macollvie develops plans and content to support strategic
programs at Fortune 500 companies. She also crafts custom on-the-job communication
materials for ambitious professionals who prioritize career advancement. Over nearly twenty
years, Macollvie has a track record of creating award-winning digital, audio, visual, and
print communications for such Fortune 500 companies as Disney, MetLife, and Marsh &
McLennan. Her work subjects range from HR communications and marketing copy to
thought leadership and communications planning for senior executives.

In the media sphere, Macollvie writes and speaks about communications, Haiti, immigrants,
and entrepreneurship via such outlets as Business Insider, WABC, CBS, MSNBC, NPR,
and The Haitian Times. She is the founder of Comms Maven, L.L.C., a communications
consultancy serving purpose-driven professionals who need on-the-job support to advance their
careers. Currently, Macollvie serves as executive editor of The Haitian Times and develops
communication strategies and content for many of the world’s most iconic organizations.

Macollvie holds an MBA from Florida International University and a BA in business

communication from Baruch College - City University of New York. She lives in Brooklyn
with her family.

She welcomes connections on LinkedIn and messages through her site, Macollvie.com.

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SCRIPTS FOR SUCCESS Preface

PREFACE
It’s no secret that some of us women, immigrants, Black or Brown folks, older workers,
LGBTQ+ people, or those living with a disability often struggle more than necessary to
advance in the workplace. No matter how many years of experience or degrees we have,
the road from mid-level roles into leadership can be long, lonely, and even treacherous in
today’s workplace.

Meanwhile, at the beginning of the career coaching spectrum, there is a glut of job search
resources for job seekers. At the other end, corporate leaders receive executive coaching to support
all their responsibilities, including communications training. They have entire departments
devoted to their brand, people management, and—my personal favorite—thought leadership.

But for those in the middle, communication guidance is sorely lacking. Many resources make
the case effectively for self-advocacy, but often do not show how to do it. In the end, many
professionals remain overlooked and underpaid—and companies lose out on our brilliance.

The story does not have to end this way. It didn’t for me. I’ve had days in Corporate that
started at 7:00 a.m. and ended at 4:00 a.m. the following day, with barely any bathroom
breaks. That was before I wised up. Before I had mentors—formal and informal—who
showed me how they got into consideration for promotions and pulled higher salaries. Before
the word “sponsors” meant more than companies that write fat checks to mega athletes.

It wasn’t until coworkers, siblings, and friends began asking me for help with the toxic Trudy’s,
offensive emails, and HR minefields that I realized on-the-job communications is a systemic
gap. I also learned that not everyone could access or expense the trade publications, personalized
L&D courses, conferences, or senior leadership team meetings for knowledge and clarity.

It is like being in a video game. The door to the next level is shuttered and impassable while
you run around shooting down obstacles, dodging bullets, and collecting every single coin
to stay charged up. If you’re lucky, you stumble on a hack that busts open the gate, and
then suddenly, there you are at the next level—only to find out the people already there
had gotten the cheat codes.

Opening the door to the next level is why I bring to you Scripts for Success: Workplace
Communication Templates to Advance Your Career. The book is a collection of communication
templates, tools, and techniques I’ve amassed over my twenty years as a professional
communicator, journalist, writer, editor, and mentor. Consider this your cheat sheet for
on-the-job communications. Use it early and often anytime you have an opportunity to
make your job work for you, build your brand, and, ultimately, show your worth.

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SCRIPTS FOR SUCCESS Introduction

1 INTRODUCTION

1.1 SCRIPTS FOR SUCCESS OVERVIEW

We’ve all been this person at one point or another. The classic worker bee who believes if
she works hard, does her work well, or exceeds expectations, the higher-ups will notice and
promote her. The reality is that she must spend about half her time at work advocating
for herself and the other half doing her actual job. That level of advocacy starts with some
soul searching, first and foremost. You need to know your core purpose—the reason you’re
on this earth or something close to it. You need to have the political skill and savvy1 to go
for what you want strategically, and you must have the communication tools, both written
and verbal, to engage in a way that will advance your career.

Strategic thinking and core purpose are topics covered in plenty of other books. In Scripts
for Success, the focus is on the latter: the communication tools you need to succeed on the
job. Assuming your technical skills are up to par—and if you’re reading this, we’ll assume
they are—you’re serious about your career trajectory, and you want to be well on your way.

That’s why Scripts for Success: Workplace Communication Templates to Advance Your Career is
organized into several sections that mimic your career journey. It has everything you need
to write from hire to retire, as talent professionals like to say, so you look and sound as
good and deserving as you are. Use it alongside other professional development resources
and writing tools such as ChatGPT (more on this in Chapter 9) to get the most from your
peers, teams, and leaders.

Here’s what you’ll find in the subsequent chapters.

Chapter 2 - Scripts for personal branding

In Chapter 2, we kick off Scripts for Success with the essential documents every professional
needs to establish their presence. Here, you’ll find a template for a standard professional
bio and instructions to trim or expand your own as you’d like. You’ll also find a sample
LinkedIn profile summary and post that you can easily adapt for yourself.

Chapter 3 - Scripts to establish rapport

In Chapter 3 of Scripts for Success, learn to connect with new colleagues, make an excellent
first impression, and grow your existing connections with the scripts. Here, you’ll find notes
on how to introduce yourself and others, how to request meetings with peers and superiors,
and even how to thank and congratulate people properly.

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SCRIPTS FOR SUCCESS Introduction

Chapter 4 - Scripts for performance and compensation conversations

Chapter 4 may be where you’ll find yourself spending the most time, as it contains the essential
scripts to take care of your money and, tangibly, get what you’re worth. These scripts will help
you carefully choreograph conversations you must have about money and your performance.

The chapter covers everything from an initial email requesting a performance conversation
to formally asking for a salary adjustment, not a raise—this is an important distinction
you’ll learn—and the foundational document you’ll need to prepare for your talk.

Chapter 5 - Scripts for sharing successes

If you’re a people leader, or aspire to be one, look at Chapter 5 to pull a script for
announcing team milestones, updates, and even your achievements without having it come
off as being all about you.

Chapter 6 - Scripts to handle racist, sexist, and other bigoted situations

In Chapter 6, a special section on equity, you’ll find scripts to help you address those hairy,
rage-quit-inducing, hormone-triggering scenarios in which colleagues overstep, demean you,
perpetuate microaggressions, or make you feel tokenized. Given the world we’re in, where it’s
incumbent on all of us to call out racism and bigotry, this chapter will empower you with
a few responses to make offenders think twice about making that joke or passing around
that performative ally email.

Chapter 7 - Scripts for virtual or remote work success

Whether you live to work or work to live, you must set boundaries around your availability
and people’s expectations for you to respond to Slack and Teams messages. Also, no-camera
days are golden, and you should have them as often as you feel you need them. Get the
scripts in Chapter 7 to communicate those expectations to anyone who asks why you’re not
on camera or who passive-aggressively reminds you that they messaged you.

Chapter 8 - Scripts for leaving the company

It happens. At some point, you’ll leave your company, your team, or maybe even your entire
industry to do something new. In Chapter 9, learn how to say goodbye in a memorable way
without overdoing it while highlighting your contributions and maintaining good connections.

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SCRIPTS FOR SUCCESS Introduction

Chapter 9 - What next?

Once you’ve conquered one role, you’ll be looking for the next—if it hasn’t found you
already. To make sure you’re ready, this chapter offers some guidance on how to stay one
step ahead even during the most intense times of your career. The moral here is not to lose
sight of what’s ahead and what you want and need as you move forward. Also, keep an
eye on tools that may become available to help you build a writing habit and get better at
communicating with each milestone.

Chapter 10 – Worksheets and other resources

To find worksheets and other resources mentioned throughout, go to Chapter 10 for the
compiled list. As you use these tools, record your thoughts, reflections, and, most importantly,
feelings of empowerment—in writing. That exercise can help you stay purposeful in your
day-to-day and get in the habit of telling the story you’re shaping for yourself.

A word on placeholder brackets and spelling

Before you hit send on any communication from this book, please adapt it for your
situation and be sure to remove the placeholder brackets.

Also, please, please run a spellcheck and grammar check before sending. The last
thing you want to do is spend time crafting a great email or document, only to have
it be dismissed because it’s too riddled with typos for the receiver to read through it.
Grammarly is your friend!

One last note: Please be aware that all names, entities, and scenarios used here—real or
fictitious—are for illustrative purposes only. Here’s to your success!

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SCRIPTS FOR SUCCESS Scripts for personal branding

2 SCRIPTS FOR PERSONAL

BRANDING

2.1 WHAT YOU NEED BEYOND THE RESUME AND COVER LETTER
Congratulations! You got the job and start in a few weeks. Welcome aboard!

You’re excited as you read the welcome note from your new boss. Until you see this line:
Please send us a short bio we can use to introduce you to the team and your colleagues.

“Wait, what,” you say.

That’s right. In the midst of the excitement of the job offer, completing benefits paperwork,
and shopping for new outfits, there comes a pesky request to provide a bio they can use
to introduce you around. In some cases, your direct manager might write up a quick bio
for the introductory email sent to staff. But in most cases, especially in busy workplaces,
you’re on the hook for writing it yourself.

Rejoice, friend, because this is an opportunity for you to establish your personal brand right
off the bat. Once the announcement is out, everyone will be looking you up on LinkedIn or
googling you, so make your story make sense for them with your “welcome to the team” bio.

Crafting your bio is a wonderful way to amplify the key sources of inspiration for you—
your “WHY”2—that got you the job. Write it up with emphasis on your passion and
motivations. That is, instead of saying only what you do, pepper in why you do it—and
you’ll have a powerful branding tool on your hands: your bio. It is a major asset in your
personal branding toolkit, along with your professional headshot; it’s a tool you must have
on hand as you rise through the ranks.

Essential personal branding tools that you’ll find handy include the following:

1. Resume
2. Cover letter
3. Professional headshot
4. Short bio—50 words max
5. Medium bio—125–200 words
6. Full-length bio—300–500 words, depending on the need
7. LinkedIn “About” summary—about 125 words

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SCRIPTS FOR SUCCESS Scripts for personal branding

8. Social media platform descriptions—up to 20 words

9. Personal website—up to 2,000 words
10. Wikipedia page—varies

As you can see, there’s a lot more to develop beyond your resume and cover letter, which
are invaluable tools when you are searching for a job. Once you land a job, these bios will
help you tell a consistent personal brand story as you build and expand your relationships.
It’s a huge advantage for you to be able to tell your story, with intention and purpose,
across the board.3

Fortunately, you don’t have to start from scratch to write a bio. You also won’t need all
these things on Day One of your job. In this chapter, we’ll focus on four must-haves—the
short and full-length bios, the LinkedIn summary, and your professional headshot.

2.2 YOUR SHORT BIO

Your short bio is a few sentences that highlight either what you are or would like to be
known for. It includes your name, current profession, and the thing about you that makes
you unique.

You could think of it as an elevator pitch about you. That is, the reason you’re in the room
or being invited to an event. Whatever it is, use the opportunity to mention how you or
your company is helping solve some pain point for companies or society.

Here’s a quick script you can adapt to write your own short bio.

[Your full name] is the [your unique/signature achievement that speaks to your brand].

Currently, she works as the [title or job at company/team] and is responsible for [1-3 high-level
responsibilities].

With us, [name] will be contributing [expertise, guidance, funding, etc.] to support [X matter].

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SCRIPTS FOR SUCCESS Scripts for personal branding

2.3 YOUR MEDIUM BIO

Your medium bio is your personal branding workhorse, the piece you’ll likely use the most
as you encounter a host of situations. It’s what you’ll need on hand for that hiring manager
who needs it for your welcome announcement, for the company intranet site or directory,
and for the company website—if team bios are posted there.

This concise summary of you as a professional may also be used as speaking points when
introducing yourself in meetings. With a few adjustments, this piece can even work as your
networking elevator pitch.

To write one, follow this format:

• Start off with your name and what you are or want to be known for.
• Write in your job title(s) and relevant experience.
• Use the third person (“she,” “he,” or “they” instead of “I”).
• Avoid jargon—terms or “big words”—that won’t mean much to your audience.
• Keep it simple and tidy. About 125 words, or two to three paragraphs, is long
enough to establish your qualifications but short enough to be digestible at a glance.

Here’s a starter script for you, using best practices for professional bios gleaned from the
likes of HubSpot4 and Everybody Writes5, a book by Ann Handley, that you can adapt
for yourself. All you need to do is plug in your specific information inside the brackets []
in each script.

Feel free to make tweaks for the audience receiving your communication. For example, if
you’re new to a company and you want folks to call you by your nickname or you want to
show you’re personable, go ahead and insert your first name or nickname instead of your
last name.

[Your full name], a [your unique/signature achievement], is the [title or job at company/team]
as of [date]. In this role, she is responsible for [high-level responsibilities].

A former [past role], [last name] was instrumental in [top 2 to 3 accomplishments that highlight
qualifications]. In [year], [last name] received [awards or honors/accolades] for [achievement
referenced in the beginning].

[Last name] holds [degree(s) and disciplines studied] from [university name(s)].

As the [current/incoming role], [last name] looks forward to [add ways that will add value to the
team, company, or industry]. She is also pursuing [other relevant pursuit].

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SCRIPTS FOR SUCCESS Scripts for personal branding

2.4 YOUR FULL-LENGTH BIO

Your full-length bio is an expanded version of your short bio. No surprise here, right? In
this version, include details about the key points you make in your shorter text. You can
add specific company or brand names, schools you’ve attended or degrees you’ve earned,
and other “receipts” that showcase your talents.

Please remember, however, to write this as though you were telling a short story, not—NOT,
I repeat—as a regurgitation of your resume. Think of longer bios as how you’d sound in
an interview, where you’re answering questions in a way that reveals why you made your
choices. Keeping in mind transition prompts like what, why, when, where, and how can help
you add depth to what’s on your resume.

Here’s an example of a full-length bio, expanding on the template from our short bio example.

[Your full name] is a [professional role] known for [unique/signature achievement]. She has always
strived to [interests/work purpose] over her [years in field] career.

[Last name] currently serves as the [X functional/rank title] at [X company], which she joined in
[X month, year]. In this role, she is responsible for [3 major responsibilities that align with your
personal brand and strategic impact for the company].

[Last name] looks forward to [ways that will add value to the team, company, industry].

Prior to joining [X company], [last name] was the [immediate past role] at [Y company]. Fueled by
[X motivation], she was instrumental in [top 2 to 3 accomplishments that highlight qualifications].
Because of her leadership, [Y company] experienced [significant impact].

[Last name] also worked at [Z company], where she began her career in [X field/department].
She earned a reputation there as [X] and was promoted to roles of higher responsibility over
[X years] with the organization. She credits her experiences there for her focus on [X values].

In [X year], [X group] recognized [last name’s] contributions by honoring her with the [top award].
She has also received the [achievement referenced] for her leadership.

[Last name] holds a degree in [X] from [X university] and is currently pursuing [other relevant
pursuit]. She lives in [place of residence].

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SCRIPTS FOR SUCCESS Scripts for personal branding

A word on bios and motivation

Once you have a full-length bio—try to keep it to page max—you can use it to fulfill
a host of needs at work and outside your organization. For example, you can do the
following:

• Adapt it for networking opportunities, speaking appearances, your website, or

other needs. This is a living document you can tailor for specific audiences with
minimal tweaks, such as changing the last name to first name depending on
the level of formality.
• Shorten it into a medium-length bio, about half a page, if required.
• Look it over to reflect on your purpose in life and how your work supports that.

On this last point, I have to confess something. I’ve written obituaries for a few loved
ones who transitioned. Writing these obits made me feel like our bios are simply pre-
obits. They’re our opportunities to live out what we’d like our loved ones to remember
us by, before we don’t have the choice.

This might sound morbid, but it’s motivated me to be more intentional in my day-to-day.

2.5 YOUR LINKEDIN “ABOUT” SUMMARY

About two months after a client—let’s call him Gabe—posted the “About” summary that
I wrote for him to his LinkedIn profile, he called me up to say, “I was having lunch with
these folks from [a media consortium], and this one guy said, ‘I really liked your LinkedIn
profile. It tells a story.’”

Aim to tell a story with your own LinkedIn profile summary. Why? Well, people can already
see the resume version of you by scanning your profile. Restating the same facts in “About”
is a waste, and they’ll get bored and move on. Choose instead to draw them in with your
story—those “whys” that speak to your motivations, aspirations, and inspiration.

To write one, I take the long bio and edit it down to about 175 words. I add a little
anecdote that illustrates why someone decided on a particular path, then segue from there
into their place and purpose in their field.

This approach is what I’ve found resonates with clients and those who seek to connect with
them. But it’s a personal choice. My best advice to you is to check out the many examples
available from LinkedIn directly and from career coaches, on the platform and elsewhere,
to decide which one best suits your personality, goals, and tone.

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SCRIPTS FOR SUCCESS Scripts for personal branding

As a starting point, check out these samples here and here.

A word on LinkedIn
Your professional persona should not be limited to the workplace—physical, virtual, or
hybrid. It must also be visible on the internet to add to your credibility. When you apply
for a job or meet someone new, the recruiter or colleague will look up your LinkedIn
profile right away.

Having a robust profile on LinkedIn, therefore, is one way to establish immediate

legitimacy. So make it a priority.

Fortunately, LinkedIn makes it easy to use its tools by sharing best practices for profiles,
summaries, content sharing, and other important things through articles, videos, and
illustrative guides. I like the platform’s very own “LinkedIn profile guide”—it’s a go-to
I use often for clients and mentees.

Also, LinkedIn does update its algorithms, like every other social media platform. So
be sure to check for the most updated guidance available about any one topic to make
your profile work for you.

2.6 INVEST IN A PROFESSIONAL HEADSHOT

For two hundred dollars or so, you can have an entire portfolio of headshots to use on
different occasions and social platforms. That’s less than the cost of a handbag or your
smartphone, and it is well worth it.

A professional headshot separates serious people from amateurs, in most cases. In this age
of hybrid or remote work, where you may not meet your colleagues in person . . . ever,
it’s even more important that you present your image, literally, in the best light possible.

Your headshot, after all, will appear in the company directory, and on Zoom or Teams when
you turn your camera off, which will be often.

Does this mean you have to go out and dress up in a suit or, as a lawyer friend did, sit
with a fake library background to appear professional? Please, no.

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SCRIPTS FOR SUCCESS Scripts for personal branding

What it means is that you get a professional photographer to capture:

• your likeability,
• your best smile or side, using great lighting and a natural background that will
draw attention to you, and
• you, not a distracting background or an archaic idea of what “professional dress”
means that will automatically age you.

Most of all, it means you care enough about yourself to put your best foot forward by:

• making sure your teeth, hair, nails, and skin are clean and tidy, and
• wearing an outfit that’s one step above the norm for your industry.

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SCRIPTS FOR SUCCESS Scripts to establish rapport

3 SCRIPTS TO ESTABLISH RAPPORT

3.1 GET THEM AT “HELLO”

Writing is an important relationship-building tool, whether you’re a writer or not. A letter6,
email, memo, text, DM, or other type of written communication is essential in forming
relationships, and not just when doing business either. Writing helps you introduce yourself,
get to know others, and build rapport over time in ways—tangible and intangible—that
can help you build support inside and outside of your company.

Everywhere you go, you’ll need to introduce yourself. Here are a few scenarios you can
expect—and the scripts to nail making connections in a variety of situations.

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SCRIPTS FOR SUCCESS Scripts to establish rapport

Introducing yourself

[30-second intro]

• Hello, everyone.

• My name is [your full name]. I go by [nickname].

• I joined [company name] as the [title at company/team] about [number of months/years]

ago. My team is responsible for [1-2 key responsibilities].

• I’ll be working with most of you on [assigned project].

• As we work together, you can expect to hear about [topics/subjects] from me or my

teams.

• I look forward to working with all of you in the coming months.

[Extended intro: if time allows or if someone already mentioned your basic info, say something
about your background to establish your expertise or connection points]

• Before joining [company name], I was with [competitor name] for [years]. There, I worked
on [specific relevant project].

• I’m personally excited by [product/service] because I’ve seen how well it helps turn
companies around. My team actually developed an entire framework to achieve [result/
end benefit] effectively.

• The opportunity to do this with you all is why I’ve been brought on to help the
organization tackle [pain point].

• I’m really looking forward to delivering that with you all.

• Thank you.

Use the speaking points above as building blocks. Start out with the first few points for
basic intros. If it looks like you’ll be working with the person or team you’re meeting, add
the next few points. To establish expertise or further build rapport, add your background
and personal touches.

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SCRIPTS FOR SUCCESS Scripts to establish rapport

Introducing yourself to a peer you’ll be working with

Bosses and project leads don’t always make formal introductions or link teams of people
who work together—directly or in passing. If you know you need to have discussions with
another lead or time, don’t sit and wait on an intro. Get proactive, starting with a simple
introduction to get the ball rolling and see if or what you’ll be collaborating on.

The key components to include are how you know them and why you see the need to get
to know one another. Your note might look like the sample to Janet.

Take it and swap in details from your own scenario.

Hello Janet,

We haven’t been formally introduced yet, but members of our teams have worked together ad
hoc in the course of surfacing 2P and 3P data requirements for all Midwest Affiliates under Brenda.

Since Brenda mentioned in her presentation earlier today that we’ll likely need to support a
higher volume for Midwest, I’d love to touch base and see how a coordination might look.

Let me know if you’ve had similar thoughts and your availability to discuss soon.

Best,
Alli

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SCRIPTS FOR SUCCESS Scripts to establish rapport

Introducing yourself to a colleague whose work affects yours

RE: Introduction & teams follow-up

Hi Janet,

We haven’t been formally introduced yet, but members of our teams work together indirectly,
so it feels like it’s only a matter of time before we cross paths.

I lead the team of twelve data scientists dedicated to Midwest Affiliates under Brenda Marks.
Several of my analysts have sat in on your project calls to address questions related to surfacing
2P and 3P data for Project Silk.

I was at your presentation at the town hall simulcast, and I’d love to hear more about it over
coffee—in person or virtual. Depending on what you have planned, my team might be able to
pull the 2P and 3P data for you ahead of time to streamline your efforts.

With year-end upon us, I know schedules are super tight. If you’re open at this time, I’ll ask my
admin, Melanie, to work with yours to find a slot soon.

Best,
Hailey

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SCRIPTS FOR SUCCESS Scripts to establish rapport

Connecting on the side after a large meeting

RE: Thank you & follow-up on X initiative

Hi Tom,

Such a pleasure to meet with you yesterday and share some initial thinking on handling [task/
matter] together.

I do appreciate your awareness of the [adjectives you want out there] that our team brings.
Having that recognition is very encouraging to me personally as a [adjectives from your brand
story]. I will be sure to pass on your kudos to [colleague names] at the next task force meeting.

As we pursue opportunities to support [initiative name], we’ll look to your amazing team for
the details about [add 1-2 dependency]. After the holiday, I’d like for our teams to meet and at
least assign a few key people to coordinate.

In the meantime, our task force will continue to prioritize [add top goals], since those have the
most impact on [add results (i.e., revenue, staffing)].

[Optional line with a personal touch to build rapport.] Thanks again for the time. Hope that
neighbor’s dog finally quieted down.

Best,
Simone

Connecting with a colleague whose work intersects with yours

RE: Fellow [common role] intro

Hi Samir,

I saw your demo presentation at the virtual town hall yesterday and was impressed with how
far [initiative/project] has come.

You also mentioned [commonality between you]. I too am involved with [commonality] and
would love to hear more about your experience with it. I’m also curious about your path to
[company name].

Would love to have coffee or grab lunch sometime after [initiative/project] launches. Let me
know when might be convenient for you then.

Thanks again for the demo, and keep up the great work!

Best,
Simone

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SCRIPTS FOR SUCCESS Scripts for compensation conversations

4 SCRIPTS FOR COMPENSATION

CONVERSATIONS

4.1 GETTING PAID WHAT YOU’RE WORTH

This chapter covers key steps in requesting a performance conversation or salary adjustment,
not a raise—an important distinction you’ll learn. It also provides a foundational must-
have worksheet you can use to prepare for both so you can better advocate to be paid what
you’re worth.

We have a lot to cover in this chapter. Since time is money, let’s go!

4.2 PREPARING FOR YOUR CONVERSATION

Listen. Whether you’re asking for a raise or going over a midyear performance, to be
successful, the conversation needs to start way before you walk into that room, physically
or virtually. Here’s how to prepare:

Step 1: Know what you want

Ask yourself: What do I want out of this department? This company? This life?

Yes, we have to go that deep to make sure you feel purposeful about where you are and
where you’re going. That bigger-than-this-job purpose is what will keep you prepared,
passionate, and persuasive. So, do that work.

Don’t be shy about dreaming big, either. Your potential is only limited by your hustle, so
see where you are and visualize where you want to be.

Then, look up the numbers. Think about how much your ideal lifestyle means you need
to earn each year. Backtrack from there to visualize the roles that’ll get you to that salary
or deals. Then, assign numbers to each step or milestone—from the end of your journey
to where you are now.

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SCRIPTS FOR SUCCESS Scripts for compensation conversations

If you need help, go to PayScale, Glassdoor, and Indeed for general salary data for your
role and the position directly above it. Better yet, ask HR, a recruiter, your peers—if they
don’t mind sharing—or your manager for the base salary ranges of each rung on the company
ladder. Your total comp also matters, but let’s save that topic for another day.

REMEMBER: The more you ask for now, the better it’ll be for you to build on that number
in your next role, and the role after that, and the role after that. Also, many money savings
and investment options are tied to your base salary. Think 401(k) and your other benefits.
In the case of retirement savings, for example, if your employer matches up to a certain
percentage, having a heftier salary will mean a higher contribution to your account.

Step 2: Ask for a one-on-one meeting

You’re bringing up two things at this meeting—what you believe you’re worth and an adjustment
to bring you up to that value—so you must take care to request it properly. Check out a
few scripts to make the meeting request. Note that you should phrase the opening line to
state the precipitating factor, or whatever is prompting you to have this conversation now.

Hi Jim,

I’ve been seeing a lot of information lately about shifts in our area and industry, so I wanted to
check in with you for an update on performance and compensation. Please let me know when’s
a good day this week or next to touch base, and I’ll look for time on your calendar.

Thanks,
Max

Jeremy,

Great staff meeting today! I’m happy to hear about all the exciting changes taking place.

The mention of [X] had me thinking about the additional tasks I’ve taken on over the past six
months, so I want to be sure my compensation now reflects the increase in job scope. Please
let me know when’s a good day this week or next to touch base on this for a few minutes.

I’ll reach out to HR for the job family descriptions in the meantime to start the research.

Thanks,
Maxeme

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SCRIPTS FOR SUCCESS Scripts for compensation conversations

REMEMBER: Don’t be shy or appear unsure in your ask. Instead, be direct. You’ve given
this a lot of thought and done the research. Show that in your delivery.

It’s a salary adjustment, not a raise!

In case you missed it, you’re not asking for a raise, you’re asking for what you’re worth.
Please repeat this, in your head and out loud, a few times.

A raise, usually a 3 percent7 increase granted annually, is a company’s way of saying that
it recognizes your current wage cannot keep up with the cost of living, inflation, and so
many other market forces. As recently as three years ago, I saw people struggle to ask for 1
percent to 2 percent raises. Now, of course, with inflation staring us all down and greater
recognition that pay equity should be the norm, many companies are looking at 4 percent
raises or higher in 2023.

The takeaway for you here is that most companies put the funds for pay raises into their
budget forecasts each year. It’s common and expected, even when managers and leaders act
surprised when employees ask for more or require it off cycle.

In any case, you’re not going for a pay raise. Rather, you’re presenting your case for a salary
adjustment that better matches the work you actually do. In my past professional services
life, this dance was a regular part of the job for many a consultant. It helped that in a
competitive industry, firms were motivated to keep top talent from jumping ship.

It’s not so much this way though for many workers, marginalized for one reason or another,
who are historically underpaid. Yes, I mean women, Black and Brown people, certain
immigrants, and other marginalized groups.

The research supports this. The Pew Research Center8 has found wage gaps for women,
immigrants, older Americans, LGBTQ+ people, and so many other workers. Plus, the Census
Bureau reports income inequality rose even higher in 2021. Specifically, the data showed,
income at the top of the income distribution was 13.53 times higher than income at the
bottom, a 4.9 percent increase from 2020.

The Great Resignation—our collective answer to overtired, underpaid workers—spoke to

these disparities, as has quiet quitting, which a lot of us have practiced.

All these reasons and more are why you’re not asking for a raise. You’re requesting a salary
adjustment to make up for these societal shortfalls and to have your own worth acknowledged.

So, say it with me: “I’m requesting a salary adjustment to better match my performance.”

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SCRIPTS FOR SUCCESS Scripts for compensation conversations

4.3 GO-TO WORKSHEET FOR COMPENSATION CONVERSATIONS

Before you step foot in your leader’s office or cubicle, you should have on hand a sample
goals-and-results matrix for the past three to six months. It can look something like this:

Your SMART* Goal Your Progress Against Goal

• Complete 2,000 hours of • Completed 1,000 hours to date, on track to exceed

billable work. annual billable hours goal by 15 percent.

• Deliver five ad campaigns • Planned and executed eight campaigns; assisted with
quarterly. seven additional as a social media expert.

• Contribute positively to • When work shifted to virtual, planned and promoted

team morale. weekly virtual happy hours that drew 90 percent of
staff.
• During #BLM protests, organized all-hands where
around 80 colleagues of varying ethnicities discussed
how our company’s culture impacts Black employees
and customers.

*SMART stands for Specific, Measurable, Achievable/Attainable, Realistic/Relevant, and Time-bound.

In management consulting and business school alike, you hear early and often that for a goal to be
worth pursuing, it must meet all five criteria.

This basic two-column table can help you gain perspective. It’ll help you feel confident when
you see all you’ve accomplished, and it will serve as talking points for those conversations.
And as an added benefit, it can be easily added to your resume as accomplishments.

Your talking points can look and sound something like this.

• As you know, Amanda, I’ve over-delivered on my billable hours goal, having billed one
thousand hours in just the first four months of the year alone.
• When we became short-staffed, I was happy to take up projects and see things through
for our clients and the firm. Since the effort is beyond the scope of my current role, I’d
like my salary to reflect that.
• A 10 to 15 percent bump seems fair, based on my output and market data for this level
of performance.

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SCRIPTS FOR SUCCESS Scripts for compensation conversations

REMEMBER:
• Make the ask.
• Do not walk out of that office or log off Zoom without "asking directly" for the
increase you want.

Also, your manager likely won’t commit to a salary number in that meeting. Your goal
here is to make sure she’ll seriously consider it and take it to her higher-up. So, ask when
she’ll get back to you and commit to following up when that time arrives.9 Let her know
you’ll send a note after your meeting as well so that she has the information for reference.

A word on timing your ask

Be mindful about when to ask for a raise or salary adjustment.10 Think about the
budgeting cycle and what your manager or company is going through, then set your
meeting date accordingly. If you know that a big budget review is coming up, ask to
meet before your manager presents her line items for approval. It's better for her to
anticipate the expense rather than asked for it later on, when her hands are tied. This
way, instead of coming off as clueless about company priorities, you’ll seem even more
thoughtful to your leadership team.

Discover our eBooks

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26
SCRIPTS FOR SUCCESS Scripts for compensation conversations

4.4 FOLLOWING UP: MAKE IT EASY FOR

THEM TO ADVOCATE FOR YOU
After the conversation, be sure to follow up in writing. Not only does an email put your
discussion in writing but, when done well, it can also help your direct manager advocate
for you with her higher-ups.

How so? Because you’re going to write the email in a way that gives her the talking points
to have the same conversation during HR calibration sessions and discussions on promotion
candidates and even how to divvy up the bonus pool. More importantly, following up leaves
your direct manager no excuse to feign forgetfulness or misunderstanding of your ask.

Here’s a sample script, again sticking to our example accomplishments.

RE: Performance discussion follow-up

Hi Hailey,

Thank you for taking the time to go over my performance so far this year. It feels great to know
you value my work. I’m especially grateful for the kudos on [key contributions].

To follow up on the salary adjustment, I’ve given more thought to what you shared and looked
further at the market data available. Based on the latest figures available via LinkedIn, PayScale,
and Glassdoor [insert links to the data]—and considering our company’s performance and
mine—I’d like to request an increase of [X%] in base salary for my current role.

This adjustment would put me within market range for a company of our size and years of
experience in this location. It also compensates me for the additional responsibilities those big
pitches require. In the past three months alone, it looks like I’ve contributed about [X extra
hours] toward those projects that brought in [XYZ] engagements.

Please let me know your thoughts and next steps, as well as the timetable for approval. If you
need additional data for your discussions with leadership, please let me know.

Thanks,
Turner

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SCRIPTS FOR SUCCESS Scripts for compensation conversations

Here’s another sample script to follow up on your ask.

RE: Salary adjustment follow-up

Hi Hailey,

Thanks again for the time earlier today.

To follow up on the salary adjustment, I wanted to share the latest figures [insert links to the
data] circulating. Based on this, I’d like to request an increase of [X%] in my base salary for my
current role. This adjustment would put me within market range and compensate me for the
additional responsibilities I’ve taken on.

Please let me know your thoughts and next steps, and when you expect to hear back after your
discussions with market leadership. Thanks again for your support with this request.

Best,
Turner

Recognize the signs of backpedaling

Many times, a manager might seem supportive or say they are when you request more
money. Later, however, they might get cagey about next steps, getting back to you, and so
on. They might even take work away to make it feel like there’s no longer any justification
for higher pay.

Sometimes, you might just feel like something is different.

Ask again—and be direct and unapologetic about it.

Follow up with a second email checking in on how discussions are going or to see if you
can have a quick call for an update. Whatever you do, just don’t let your request sit or go
unaddressed. At the very least, you deserve a straightforward “no” or “not right now” in
acknowledgment.

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SCRIPTS FOR SUCCESS Scripts for compensation conversations

A simple follow-up note might look like this.

RE: Salary adjustment follow-up 2

Hi Hailey,

Checking in on the salary adjustment we discussed two weeks ago to see if you’ve had a chance
to discuss it yet with HR and market leadership. I’m reattaching my email with the request and
market data for your reference.

Happy to grab fifteen minutes for an update if that’s easiest for you.

Thanks,
Turner

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SCRIPTS FOR SUCCESS Scripts for sharing your successes

5 SCRIPTS FOR SHARING

YOUR SUCCESSES

5.1 BOSS UP WITH THE RIGHT TONE AND LANGUAGE

If you’re a people leader or aspire to be one, here’s how to announce team milestones,
updates, and even your individual achievements without coming off like it’s all about you.
Even though some of it is #humblebragging.

Humblebragging is important to practice for a few reasons. The biggest is that it

acknowledges that your team, you, and anyone involved in your projects are getting things
done. Recognition—from a simple email to a certificate—motivates people. Rewards, from
Starbucks gift cards to all-expenses-paid trips, often come with recognition and are even
better. So it’s important to make people, including you, feel seen and appreciated.

To humblebrag well, start with gratitude for your team, your peers, your family even—
anyone who had a hand in your success. Don’t make it about you at all. In thanking others,
you may mention how you and they worked together, if you played a significant role. This
highlights the collaboration involved and draws in others.

Trust me, people like to see their own names in bold. More often than not, those people
will reply by thanking you for your support or role in getting the work done. So keep it
tight, mention people by name, and dig into gratitude.

Here are a few templates for three common humblebrag situations—hiring a new team
member, reaching a big milestone, and being recognized for your leadership.

Team,

Thank you all so much for your notes of congratulations on being [named/selected for X].

It’s an incredible honor that wouldn’t have been possible without the support I receive from you
every single day. Working with all of you both challenges and inspires me. Thank you for being
such amazing team members.

Shauna

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SCRIPTS FOR SUCCESS Scripts for sharing your successes

Team,

I’m so excited to share that [team name] has [insert milestones/big win], thanks to the efforts of
[insert team member names involved]. This milestone not only helps us [immediate benefit] but
signals [what it says about your company/brand/strategic progress in marketplace].

Big, big thanks are in order to these team members and [other departments that assisted]
for ensuring that we [tasks completed or work delivered] during this effort. Our partners in
[department to shout out], we couldn’t have done it without your expertise and strong [network
of referrals].

Please join me in thanking the team and encouraging them to keep up the great work.

Shauna

Here are some examples of how these could look, when completed. As a reminder, all people
and company names used are fictitious and for illustrative purposes only.

Team,

I’m pleased to announce that Hye-Soo Kim is joining us as our machine-learning product manager,
reporting directly to me.

Hye-Soo has more than five years of experience in product management and has worked at
some of the top tech brands. Prior, she was a product development manager at Twitter and a
software developer at testme.io.

Most recently, Hye-Soo was at Amazon, where she specialized in go-to-market plans for AI
products. She helped establish the company’s reputation in the space while pursuing a master’s
degree in business management and leadership.

Hye-Soo lives in Boston and is an avid runner and foster pet parent. Please join me in welcoming
her to the digital transformation team and our company.

Shauna

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SCRIPTS FOR SUCCESS Scripts for sharing your successes

Team,

I’m pleased to share that Digital Ad-Ventures has hit $3 million in enterprise sales, thanks to the
efforts of the sales team led by Janae with support from Tyler, Tim, Cheri, and Umar in bringing
ACME on board. This milestone not only helps us surpass this quarter’s goal butsignals the trust
that more and more clients are putting in us as a company and the value our machine-learning
products bring.

Huge thanks are in order to the team members and IT for ensuring that we answered every
technical question that came up during this effort. Our partners in marketing, we couldn’t have
done it without your expertise and strong network of referrals.

Please join me in thanking the team and encouraging them to keep up the great work.

Shauna

Team,

Thank you all so much for your notes of congratulations on being selected manager of the year.

It’s an incredible honor that wouldn’t have been possible without your support and hard work.
Working with you all challenges and inspires me, and I want to thank you for being such amazing
team members.

Shauna

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 SCRIPTS TO HANDLE RACIST, SEXIST,
SCRIPTS FOR SUCCESS AND OTHER BIGOTED SITUATIONS

6 SCRIPTS TO HANDLE
RACIST, SEXIST, AND OTHER
BIGOTED SITUATIONS

6.1 HANDLING HAIRY AND RAGE-QUIT-INDUCING SCENARIOS

Increasingly, we all have a responsibility to call out racism and bigotry. You can respond in
a professional manner that will make offenders think twice about making that “harmless”
joke or passing around that performative ally email whenever there’s a tragedy.

Let’s start with the simple stuff, the dos and don’ts of workplace allyship. I suggest you
print this out and stick it to your cubicle wall, or maybe frame it and put it on your desk.

Working virtually? Share this on a Slack or Teams channel, especially during DEI conversations.

Simple do’s and don’ts of workplace allyship

Do’s Don’ts
1. Do offer to have coffee or lunch 1. Don’t comment on people’s hair.
(virtual or in person) to get to know a. Unless it’s to say, “New do? It looks
colleagues one-on-one. beautiful,” zip it.
2. Do organize/support conversations 2. Don’t comment on people’s clothing, accents,
about how coworkers are doing. backgrounds, or lifestyles.
a. Unless their appearance or manners violate
company codes of conduct or policies, zip it.
3. Do offer to coach or mentor 3. Don’t say things like, “You’re so articulate” to
colleagues who need it or ask for it. anyone. That’s ignorant. See my Insider article
about this.11
4. Do support or participate in 4. Don’t make assumptions about what people
formal sponsorship programs and like or don’t like. Ask instead so you don’t
advocate for colleagues. sound ignorant.
5. Learn about people different from 5. Don’t make jokes about people.
you on your own, not only during a. Unless you’re a professional comedian, stick
commemorative months. to your job.

REMEMBER: By hearing from a variety of people, you’ll start to see patterns emerge about
what doesn’t sit well. More importantly, people just might feel like you actually care about them.

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 SCRIPTS TO HANDLE RACIST, SEXIST,
SCRIPTS FOR SUCCESS AND OTHER BIGOTED SITUATIONS

Following are a few sample emails for reporting racist, sexist, or other bigoted situations to
different people in your organization. You’ll see that the tone and length vary depending
on the recipient, including the offending party.

Note to HR

Hi Pam,

I wanted to make you aware of a teaching opportunity that arose with a colleague earlier today.

We were in the break room when the colleague came and patted my hair, saying, “Ooooh, that
hair. Looks like so much fun.” The colleague then touched my hair.

I’ve shared with the colleague that this is not appropriate workplace behavior, and we’re fine
to work together, I believe. However, it would make me feel more comfortable if the company
could reiterate what’s appropriate and not in these types of interactions.

Please let me know if you have questions. Though I won’t divulge the person’s identity, I am
open to helping as the company continues its efforts to foster belonging and inclusion.

Best,
Shauna

REMEMBER: Only offer to help with DEI efforts if you really truly are interested in
stepping into that type of role. Otherwise, omit the last sentence.

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 SCRIPTS TO HANDLE RACIST, SEXIST,
SCRIPTS FOR SUCCESS AND OTHER BIGOTED SITUATIONS

Note to your direct manager

Hi Jeannie,

I wanted to make you aware of a potential teaching opportunity from an interaction with a
colleague earlier today.

We were in the break room when the colleague patted my head while saying, “Ooooh, that hair.
Looks like so much fun.” Imagine how you’d feel if this happened to you.

Given the company’s efforts to foster belonging and inclusion, I wanted to share this with you.
It’s a real-life example that might resonate with many should you need one, without using my
name of course, the next time there’s an opportunity to discuss these issues more broadly.

I’ve shared with the colleague that this behavior is not professional, and we’re OK to keep
working together. However, it would make me feel supported if the company could reiterate
what’s appropriate or not in creating a welcoming environment.

Best,
Shauna

Note to the offending party

You have two options here, depending on your personality, your goals, and your company’s
priorities.

• Use Option 1 when you think the person had good intentions and you
genuinely feel like they’ll take it in the spirit it’s being offered. If you have any
doubts that it won’t be and might in fact worsen the situation, then go for
Option 2.
• Use Option 2 when you don’t feel like teaching people how to be professional or
anti-racist, but you know you need to make them aware that they’re wrong, and so
you need a paper trail for HR. With this note, if Sam is smart, she’ll take it upon
herself to apologize and go elsewhere to find out how she can be a better person.

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 SCRIPTS TO HANDLE RACIST, SEXIST,
SCRIPTS FOR SUCCESS AND OTHER BIGOTED SITUATIONS

Option 1: Teaching moment

Sam,

Earlier today, you made a remark that made me uncomfortable. I realize you may have meant
for the remark to be taken in a positive way, so I’m offering this feedback in the same spirit.

Under no circumstances is it acceptable to touch someone’s hair or even comment on it. Not their
hair or any other body part, in the workplace or anywhere else. Such comments and gestures are
often impolite and downright intrusive. At times, they also come off as belittling and othering.

In the future, please refrain from making these remarks to or around me.

Thanks for understanding.

Best,
Shauna

Option 2: Terse verse

Sam,

Earlier today, you made a remark about my hair that was not only unprofessional but outright
offensive. In the future, please refrain from making these types of remarks to me or around me.
Commenting on and touching people’s hair uninvited is simply not ok.

Shauna

Wait—there’s more when it comes to navigating racist, sexist, homophobic, ableist, ageist,
and so many other “ist” scenarios. There are plenty, and some sneak up on you—leaving
you wondering if you should say something, if you’re overreacting . . . so many what-ifs
and shoulda-coulda-wouldas.

Your number-one weapon: trust your gut.

Your number-two weapon: coworkers who get it and care.

Take the story in the next section, for example.

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 SCRIPTS TO HANDLE RACIST, SEXIST,
SCRIPTS FOR SUCCESS AND OTHER BIGOTED SITUATIONS

6.2 TRUE ALLYSHIP IN ACTION

I’ve been in situations where coworkers excluded me—intentionally or not, subconsciously
or purposefully—from certain roles over the years for being who I am. I’ve been left out for
being a mom, being too young or too old, being Black, being an immigrant, being a woman,
not being pedigreed enough—you name it. Just look at me or hear me speak, and pick one.

This doozy, for example, got to me early in my career: “Maybe it’s because English isn’t your
first language. . . .”

This line is a favorite of people looking for excuses to treat immigrants unfairly. It’s an easy
one that lets them be lazy intellectually because they fall back on it instead of looking at
what might be behind a performance issue.

When I first started working at a newsroom in South Florida in the mid-2000s, I had
this one editor who used the “not your first language” line when there was an issue with
my copy. This same editor would also call another young Black woman at the company
“combative”—with an exasperated look on his face and a shake of his head when he said it.

Since this man, white and older, seemed so cool and laid back and had been very cheery
and welcoming to me at first, it took me aback when he first said it. Initially, I didn’t realize
what was happening since he hadn’t called me out my name like overt bigots might do. So
it took me a minute to realize this man was being racist and xenophobic.

In any case, this editor brought up the English thing a few times. For the longest time,
I watched him rewrite my copy or keep me from being the lead writer on stories I had
reported. I didn’t say anything at first because I knew some of my drafts were too long,
choppy, missing attribution, or filed while a fact was being checked. These are mistakes
every new reporter makes when they start out, by the way.

But instead of addressing those issues specifically, he’d bring in the language, as if I were
making grammatical or spelling mistakes everywhere—and I wasn’t. But even in my mind,
the two became synonymous.

I took this criticism pretty hard. Considering I’d passed a writing test to even get the
job and had earned high marks in English all through middle school, high school,
and college, I was stunned.

My dread of the daily editing session made me anxious about writing even the simplest briefs.
That then made me take longer to turn in copy, which meant I was often the last to be edited
during the day after he’d edited other reporters’ stories, and everyone was tired, hot, and cranky.

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 SCRIPTS TO HANDLE RACIST, SEXIST,
SCRIPTS FOR SUCCESS AND OTHER BIGOTED SITUATIONS

This went on for weeks until an older colleague, a Black man who was like a newsroom
father figure to me, asked me how I was doing. I finally shared my story, and he pointed
out that the editor was comparing me to writers he’d been working with for five, ten,
twenty years. People who’d been writing for much longer than me and knew exactly what
this particular editor wanted. A light bulb went off.

Another amazing coworker/friend also shared that the editor could be a bit of a jerk, as nice as
he was. She said I just needed to have him tell me exactly what was wrong and not dwell on
the language comments. She told me, too, about the “golden children”—all the white coworkers
in their twenties, too—who were treated by a different standard and got prime assignments.

A word on the “language barrier” as a cop-out

To this day, hearing the words “maybe it’s a language barrier” or “you know, they didn’t
grow up speaking English” triggers me. Why? Because first, so many people assume that
not speaking English well means a person is not as intelligent as those who do speak
English. That’s racist.

Second, it tells me the person uttering those words most likely doesn’t want to invest
much time in developing a colleague. Or, if the immigrant happens to be the boss, that
subordinate automatically lacks respect for them—maybe subconsciously or outright..
Either way, it undermines and condescends more often than not. It is very far from
what’s in the playbook about building inclusive workplace environments.

Now, of course, people mispronounce things or mess up the use of idioms. Who doesn’t—
even in their native language? Having a chuckle is one thing, and welcomed, when
there’s mutual respect for each other’s intelligence and skillsets. Saying someone’s “language
barrier” is why you can’t work with them is the xenophobia talking.

Lessons learned
Had I known then what I know now, I would’ve written that editor a note summarizing his
critique of my work and adding that I’d appreciate it if he’d communicate clear expectations
to me and ways to address specific deficiencies. In our revision sessions, I wouldn’t have
been shy about:

• Telling him to get over me being born somewhere other than American soil
• Saying that language basics like grammar and spelling were not the issue because
I didn’t make those sloppy mistakes

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 SCRIPTS TO HANDLE RACIST, SEXIST,
SCRIPTS FOR SUCCESS AND OTHER BIGOTED SITUATIONS

• Pointing out that I spoke and wrote better than many “native” speakers—
including a few in that newsroom
• Asking him to stick to the exact structural problems to make my copy flow
better instead of belaboring the point about how long I’d been speaking English

Eventually, I did do these things verbally during our sessions. And, to his credit, he heard
me and stuck to the technical pieces. But it took months for us to get to where our side-by-
side revision sessions went fine, and were even enjoyable at times, since I was still learning.

At one point, this editor told me he had never meant for me to take the language comments
“the wrong way.” When I asked him how he had meant for me to take it, he looked away
and didn’t have an answer.

Made me wish I’d shut him up sooner.

My lessons from those first few months: One, stand up for yourself, even at the risk of
being labeled “combative,” which I learned was code for “angry Black woman.” Two, find
those people who care about you as a person and who’ve been through it to confide in.

Finally, three, do the same for others. By that, I mean do the simple things like ask a
coworker how they’re doing. Just very simple, day-to-day, “how’s it going” greetings you
genuinely want to know the answers to.

Some people might call this “allyship” these days. It’s the brand I’m deeply aware of, and
that’s been a lifeline on more than one occasion. It comes to mind anytime I see someone’s
LinkedIn banner in Pride or Juneteenth colors or see pronouns in their signatures. Those
displays make me hope those signs aren’t only performative but also speak to the person’s
treatment of their colleagues on a daily basis.

For you, here’s a scripted template to document a bigoted experience tied to performance.
Having your experience in writing will give you a paper trail in case HR needs it later. It
will also expedite your getting to the point where you can focus and excel in your role.

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SCRIPTS FOR SUCCESS AND OTHER BIGOTED SITUATIONS

Bigoted critique tied to performance

Here is an example of an email that could be written in a situation like mine.

Hi Ben,

In the past few weeks, you’ve mentioned offhand that the fact that English isn’t my first language
may be the reason why my drafts require extensive revisions. I’d like to assure you that in addition
to being fluent, I passed the writing test the company administers to screen candidates whose
language skills may not be up to par to work here.

In future editing sessions, please help me focus on the technical writing issues with my draft
copy rather than focusing on my origins, since I don’t make the grammatical and spelling errors
associated with poor literacy skills. I believe that focus is the challenge for me as a relatively
new staff writer and you as my editor. Switching our focus to deliberately addressing structural
and news judgment issues will expedite my mastery of journalistic writing.

As you know, plenty of nonnative English speakers master the language every day and, even
with their accents and all, are more fluent than many native-born Americans. I hope you can
appreciate my position, and I’m open to discussing this further if you’d like.

Best,
Machelle

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SCRIPTS FOR SUCCESS Scripts for virtual or remote work success

7 SCRIPTS FOR VIRTUAL OR

REMOTE WORK SUCCESS
Whether you live to work or work to live, you must set boundaries around your availability
and people’s expectations for you to respond to Slack and Teams messages. Also, no-camera
days are golden, and you should have them as often as you feel you need them. Get the
scripts here to communicate those expectations to anyone who asks why you’re not on
camera or who passive-aggressively reminds you that they messaged you.

My best rule for virtual work: It’s okay to be flustered before hopping on a call, especially
if you’re meeting new people. Take a breath, look in the mirror, fix your face, and click
that “Join” button!

Virtual meeting basics

• Before you hop on . . .
• Check your face, hair, and teeth to make sure you look neat. If you’re into
lipstick and makeup, keep a tube and a compact in your desk drawer.
• Make sure your top/shirt is clean and doesn’t leave too much bare. Do the
same for below the waist.
• Clean up behind you, even if you choose a blurred background option. You
never know.
• Teams, Zoom, Slack, Drive, and Dropbox wisdom:
• Download the app version on your phone or the desktop program before
the meeting, and test the camera and microphone. Don’t rely solely on the
browser version, which can be unstable if your Wi-Fi becomes spotty.
• Write down the meeting phone number and the meeting ID and password, in
case you can’t connect via the link.
• Invest in light fixtures and stands for your phone/devices:
• It shouldn’t cost more than fifty dollars for a ring light to place in front of
you. Also, get a stand to hold your laptop, tablet, or phone at eye level, as
well as a clipboard to hold printouts you might need to reference.
• Have no-camera days.
• Since being on, literally, can be exhausting, pick a day of the week that makes
sense for you and just let everyone know it’s your “cameras off” day.

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SCRIPTS FOR SUCCESS Scripts for virtual or remote work success

Handling technical troubles, a.k.a. just tell folks what’s going on

If you’re freezing or people are saying they can’t hear or see you, but you still have access
to the chat, type in this note:

My connection is unstable. I’m going off camera to figure out what’s going on. I’ll be
back as soon as I can, but please keep going. Apologies.

If you’re thrown off unexpectedly, dial in from your phone using the phone numbers and
meeting details in the invitation. When you’ve dialed in, find a quiet moment to say:

Sorry about that. I got dropped off, so I’m dialing in from my phone to minimize
interruptions. I’ll be on mute unless I need to speak. Thanks.

Networking and schmoozing remotely

People crave human connection, remotely and in person. So make sure you show your face,
literally. This means putting in face time by either turning on your camera during meetings
or showing up for events in person.

Here are some common opportunities to connect outside of the “work” work you’re doing
in order to get to know your colleagues:

• Virtual coffees/cocktails/lunch-and-learns
• Virtual occasion boards (baby showers, weddings, send-offs, etc.) to build
camaraderie
• Actual phone calls, especially when confusion rears its ugly head in the email thread

Connecting remotely with someone you know

If you’re already familiar with the team, it’s easy enough to message someone whom you’d
like to know more about or learn from to say:

“Hey! Have time this week for tea or coffee? Would love to catch up or pick your brain
about [X].”

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SCRIPTS FOR SUCCESS Scripts for virtual or remote work success

Connecting remotely with someone you would like to get to know

If you’re introducing yourself to someone remotely, it’s as easy as messaging them a LinkedIn
connection invite: say how you know of or met them, who you are, and why you’re connecting.

“Hello, [X]! I saw your presentation during the diversity speaker series at [X]. I’m a [X
role] at [X company] and would love to connect.”

If this overture is successful and you and the person seem to have things in common as you
chat over a few days or weeks, then go for an ask that is short, specific, and worthwhile
to them.

“Hi, [X]. Heard what you said during the last marketing seminar about [X], and I’d
love to learn more about it to see if it can be applied to a current project. Would you
be free for 20 to 30 sometime next week? I can find time if you are.”

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SCRIPTS FOR SUCCESS Scripts for resigning

8 SCRIPTS FOR RESIGNING

It happens. At some point, you’ll leave your company, your team, and maybe even your entire
industry to do something new. We’ve all seen it, especially with the recent Great Resignation
followed by quiet quitting. In this chapter, learn how to say goodbye in a memorable way
without overdoing it while highlighting your contributions and maintaining good connections.

At times, saying, “I quit” can be scarier than saying, “I do” forever and ever. Some people feel
guilty, intimidated, and anxious about leaving, on top of feeling excitement and nervousness
about starting a new adventure elsewhere. There are a lot of feelings to feel.

But remember, no matter how you feel, your reasons for resigning are valid. Ignore anyone
who might make you feel like an ingrate or a traitor. Do you really want to keep working
with that person anyway? The answer is no.

8.1 RESIGNATION SCRIPTS

With these resignation scripts, you can keep it professional. Simply copy and paste the
version that feels right for you, then swap out key details as you head out the door.

Option 1: In-person meeting, followed by email recap

I highly recommend this as your first and best option when leaving a company or role.
Your manager deserves to find out before anyone else, no matter how you personally feel
about working with them. When you deliver the news, keep it brief and focused on your
continued career growth.

Leave out any complaints and gripes you might be harboring and have shared with your friends.
Instead, be thankful to your manager and recap the positive work you have delivered together.

You may also follow these bullets as resignation talking points in a face-to-face conversation.

• Thanks for giving me a few minutes. I know you’re busy.

• I wanted to say thank you for the opportunity to work with [X company/Y team].
• I’m resigning in two weeks to pursue another role/project at [X company/Y team].
• It’s a wonderful way to continue growing into the [X aspiration] I have.
• Personally, I want to thank you for helping me deliver the [X project/service].

44
SCRIPTS FOR SUCCESS Scripts for resigning

• I’m grateful for everything you’ve taught me and hope to stay in touch.
• To make sure the transition is smooth, of course, I’m happy to help shift my
responsibilities or bring anyone up to speed in the way you think is appropriate.
• Please let me know how you’d like to let clients and the rest of the team know.

After you speak, stop and listen. The person might need a chance to take it in, so let them
breathe. Answer questions you feel comfortable addressing, but avoid going into “was it
something I did” territory. Just like in a breakup, resist the temptation to rehash things
that went wrong. Instead, stick to the “it’s me, not you” line.

Chances are, that’s the truth anyway. If it’s been a good job with meaningful growth, it’ll
be time to move on, and your colleagues will understand and support you. If it hasn’t been
so great or the environment is toxic, then run, don’t walk, out of there!

After you have the in-person conversation, tell your work bestie or your bestie-bestie, and breathe
a sigh of relief. Then, follow up with a quick note to your manager recapping what you shared.

Your resignation is more than just a note for HR to put in your file. It can also be used to
market you and the company as you exit, so be sure to mention a few accomplishments.

The end product can look something like this. It’s polite, shares kudos with the company,
and is meaty enough for people to remember what you’ve accomplished there. R

45
SCRIPTS FOR SUCCESS Scripts for resigning

Subject Line: Resignation and thank you

Dear Sylvia,

As I shared in our meeting today, I’ve made the decision to resign from [X company]. My last
day is [date].

I would like to say thank you again, to you and the entire [X team], for allowing me to grow with
you in the past two years. With your guidance and trust, I was able to deliver [major highlights
here]. Most importantly, we were able to help our clients achieve [benefits delivered for clients].

To ensure we have a smooth transition, I’ll follow up with [X colleagues] to shift my responsibilities.
Please let me know once you’re shared the news with clients so I can follow up with goodbye
notes.

Thanks again for everything.

All my best,
Shauna

Sometimes, we’re not able to deliver the news in person for a host of reasons. When that’s the case,
follow the same principles: keep it brief, be thankful, and offer to help the company transition.

If you’d like to say where you’re headed next, go ahead, but leave any gripes behind. The
resignation letter is never the place for those.

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SCRIPTS FOR SUCCESS Scripts for resigning

Option 2: Email-only resignation

Subject Line: Resignation and thank-you

Dear Simna,

I have made the decision to resign from [X company] to focus on my master-level studies full
time. My last day with [X company] is [date].

I would like to say thank you, to you and the entire [X company], for the opportunity to serve [X
clients] who’ve needed my [XYZ services]. In the [X years] I’ve worked here, I’ve seen [XYZ impact].

Over the next two weeks, I’d be happy to help [X colleagues] to ensure a smooth transition. I
plan to discuss the details of my caseload and assignments with my shift supervisor, [supervisor’s
name], who is copied here.

If you have any questions, please contact me at my personal email address, [X email address],
or by phone at [X number].

All my best,
Jerry

If your time at a company was brief or the environment wasn’t that warm, go with the
short-and-sweet route, like this sample.

Subject Line: Resignation

Dear Jenn,

I am resigning from my position at [X company], effective [date], to fill a role at [Y company].

Please let me know how you’d prefer to transition my remaining duties or administrative tasks.

Thank you for the opportunity to grow in this role.

Best,
Shauna

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SCRIPTS FOR SUCCESS Scripts for resigning

8.2 GOODBYE SCRIPTS

Goodbye notes to the team

Goodbye notes are the final emails to send before you shut down your machine for the last
time and turn it over to IT to scrub. They can be anywhere from a few lines to an entire
page. Your tenure, relationships, and workplace culture will help you figure out what type
of note is right for you.

What they all have in common is gratitude—you must be thankful—and a way to stay in
touch outside of the company.

Subject Line: See you later!

Team,

As many of you know, I’m leaving [X company] to become the [X role] at [Y company].

I wanted to give a BIG THANK YOU to all of you for making my time at [X company] such
a wonderful learning experience as we served our amazing clients. I’m so grateful for your
enthusiasm when collaborating and jumping in to support me.

Each one of you is incredible in your own way, and it’s been a joy to work alongside you. So,
this is not a goodbye, but a “see you later” note.

Please stay in touch using my personal email, [X email address], or connect with me on LinkedIn
to share all the wonderful work I know you’ll continue to do.

All my best,
Shauna

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SCRIPTS FOR SUCCESS Scripts for resigning

Here’s another example you can modify for your needs.

Subject Line: Thank you all!

Dear all,

It’s with mixed emotions that I say goodbye to [X company] while moving ahead to pursue an
incredible opportunity at [Y company]. My last day with [X company] is [date].

As I transition my work over the next two weeks, I’ll be looking forward to saying goodbye
personally to each of you. Working with this team has been an honor, and I’m so proud of the
work we’ve done to serve our clients no matter what.

Only this team could’ve responded so formidably to deliver [XYZ impact].

Thank you for the opportunity to work alongside such incredible people and to grow with you.
Please stay in touch using my personal email, [X email address].

Best,
Shauna

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SCRIPTS FOR SUCCESS What next?

9 WHAT NEXT?
Once you’ve conquered one role, you’ll be looking for the next—if it hasn’t found you already.
To make sure you’re ready, this chapter offers some guidance on how to stay one step ahead
even during the most intense times of your career. The takeaway here is to not lose sight
of what’s ahead, of what you want and need, nor of what you’ve learned, as you progress.

One of my favorite symbols in the world is the Sankofa common in Western African countries
like Ghana and Nigeria. In all depictions of this mythical bird, it is in a forward motion with
its neck bent backward. It means: “Don’t forget the past even as you move forward.” I love
this symbol so much, I use it as the logo for my nascent business, Comms Maven, L.L.C.

To me, it’s been a great reminder over the years to use what I’ve learned from past experiences
in creating an even better future. In our careers, that translates to building on the workplaces
we’ve experienced, the people we’ve met, and the relationships we’ve forged.

So as you head on to the next thing, update your resume once you start a new job. Then,
make sure you update your bio, your LinkedIn summary, your elevator pitch, and all those
other pieces that help tell your story to prospective employers or collaborators.

You might be surprised how those personal branding scripts you crafted in Chapter 2 can
help unlock new insights when writing the next successful chapter of your career journey.

Here are some scripts to use at this stage.

Tell your friends and family of course, via social media, being sure to tag the new place or
certain colleagues you might be working closely with who are on the platform.

Social media post

I’m excited to share that I’ll be starting a new role at [X company] as a [X role/title]. What an
amazing opportunity to work with some wonderful people whose work I’ve long admired. I
can’t wait!
[add here the company’s social handles and any specific colleague active on the platform]

50
SCRIPTS FOR SUCCESS What next?

Here’s an email script to send to old coworkers, mentors, cheerleaders, or advocates.

Subject: Life update/new role

Dear all,

I’m so excited to share that I’ll be starting a new role at [X company] as a [X role/title].

This is an amazing opportunity to work with some colleagues whose work I’ve long admired. I’m
so grateful to learn from them and bring so much of what I’ve learned from you all!

Over the new few weeks, I’ll be checking in to touch base, so keep an eye on your DMs or texts
from me. In the meantime, don’t hesitate to reach out or let me know a good time to chat.

All my best,
[Your name/signature]

Here’s a sample personalized email to send to anyone who had a hand in your big win!

Subject: Thank you/career update!

Hi [First name],

Thanks again so much for the introduction to [so-and-so] at [X company]. We were able to
connect, and he did pass on my resume to [insert who].

Long story short: I got the job (whoo-hoo!!), and I start next month.

I’m so grateful to you for helping make this happen. Please look in the mail for a small token of
appreciation coming your way, and don’t hesitate to reach out if I can help you with anything.

With gratitude,
[Your name/signature]

A word on using ChatGPT and other AI

The bots are out in force in 2023, bringing us all fully into this artificial intelligence
(AI) frontier we’ve been flirting with for at least a decade with tools like Siri, the entire
Internet of Things (IoT) universe, and even good ol’ Grammarly came along.

Still, as mind-blowing as ChatGPT and Bard AI are, machines are only as great as
we humans program them to be. So when using AI to write for you, please do it! Do
so knowing you still need to give these tools—that’s all they are—solid direction so they

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SCRIPTS FOR SUCCESS What next?

can spit out what you ask for and how you want it to read, sound, and feel to you
and your colleagues.

“Start with the robot, but end with a human.” That’s my mantra when it comes to AI.
Use them for the basic stuff, but always edit it using expertise like what you’ll find in
Scripts for Success.

You’ve got this

Speaking of changes and moving forward, try to make writing a part of your self-advocacy
plan as you grow in your career. You’ll always need to write something—whether it’s a quick
outline for a presentation, a welcome card for a new hire, or a short video script for the
all-staff year-end message when you become The Boss. It doesn’t matter if you start writing
yourself on a blank piece of paper, get help from a coach to talk it out first, or use a bot
to draft something for you. As long as you write, you’re more likely to have clarity and
consistency—and a bias to make your words turn into action.

So keep on working and writing along the way. Embrace innovations that make it faster,
easier, and cooler to write. I’ll be cheering you on from the sidelines.

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SCRIPTS FOR SUCCESS Worksheets and other resources

10 WORKSHEETS AND
OTHER RESOURCES
In this chapter, you’ll find key worksheets to help you stay focused on your goals and a
communication and engagement framework to prioritize networking. That is, connecting
with people in meaningful, purposeful ways. Beyond these, I encourage you to record your
thoughts, reflections, and, most importantly, feelings of empowerment—as you’ll be well
equipped for success with these scripts and tools—throughout your journey.

10.1 WORKSHEETS

Goal-setting exercise a.k.a. The Almighty Cascade*

Company- Maintain a good

Increase profits/Keep shareholders happy
level goals reputation
Make a positive
Grow revenue Increase savings
difference in society
Division- • Increase sales of • Reduce operational • Strengthen local
level goals products X and Y by expenses by 20% partnerships within
10% the communities we
serve or employ
Department- • Implement an omni- • Automate replicable • Build reputation as a
level goals channel strategy to processes by innovating top employer
attract and retain or buying new systems
customers
Team-level • Provide a • Phase out 25% of lowest- • Develop a recruiting
goals differentiated performing products and strategy to draw a
customer service solutions diverse slate of top
experience that • Restructure teams to talent and innovators
anticipates their needs focus on the highest
and fits their on-the-go performers and new
lifestyle solutions
• Develop and • Implement training to
implement an omni- support staff moving to
channel customer new roles
acquisition strategy
Individual- • Lead research to • Develop new training • Contact X new
level goals surface data about modules focused on community groups to
preferred social media best practices to support evaluate local talent
channels of customers sales of product X and potential matches

*Goals from actual companies anonymized to maintain confidentiality.

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SCRIPTS FOR SUCCESS Worksheets and other resources

Now it’s your turn!

Use the blank table below to research and complete the boxes for your organization,
department, team, and individual goals. Add more boxes to fit more goals if you need to.

If you have trouble locating the company goals or finding a leader who can articulate them,
then there’s a problem. This could be either a yellow flag to seek employment elsewhere or
an opportunity to step up and help define what you’re all working toward.

Company-level
[Insert goal 1] [Insert goal 2] [Insert goal 3]
goals

Division-level • • •
goals

Department- • • •
level goals

Team-level • • •
goals

Individual- • • •
level goals

54
SCRIPTS FOR SUCCESS Worksheets and other resources

Showcase YOU: Visibility and engagement calendar

My tasks and activities

People to
Month 1-4 Month 5-8 Month 9-12
connect with

Senior leadership Get face time at periodic division-wide forums or annual company events.

Direct manager Schedule weekly Discuss midyear Submit salary

check-ins performance and goals adjustment ask

Direct manager’s Ask a question or make

leader a comment during town
hall

Mentors or sponsors Schedule every other Ask for an

month check-ins introduction to
like-minded pro

Team Be clear, present and professional in providing guidance and effective

leadership for that team.

Directs Schedule weekly Assess midyear

check-ins performance

Provide support tools

Peers Regularly check in with trustworthy colleagues or folks you like.

Same level Schedule monthly

coffees

Higher level Schedule quarterly

check-ins

Junior level Be friendly. Ask how they’re doing and be open to their questions or
coaching.

External Connect at industry or ad-hoc events. Follow up by email or LinkedIn

within a week.

Same-level peers LinkedIn comments LinkedIn comments

Mentors and allies LinkedIn comments Schedule quarterly LinkedIn comments

check-ins

Junior colleagues LinkedIn comments Schedule quarterly LinkedIn comments

check-ins

Brand or industry LinkedIn comments LinkedIn comments LinkedIn comments

colleagues

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SCRIPTS FOR SUCCESS Worksheets and other resources

10.2 ADDITIONAL RESOURCES

If you’re not sold yet on personal coaches or aren’t ready to invest in one yet, start with
these books and sites to help you uncover your unique value, build your network, make
social media work for you, and more.

Personal branding
Harts, Minda. “The Memo: What Women of Color Need to Know to Secure a Seat at the Table,”
Seal Press Hachette Book Group, 2020.

Zweig, Jessica. “Be: A No Bulls*t Guide to Increasing Your Self Worth and New Worth by
Simply Being Yourself,” Sounds True, 2021.

Writing in the workplace

Sullivan, Jay. “Simply Said: Communicating Better at Work and Beyond,” Wiley, 2016.

Grammarly.com (https://www.grammarly.com/)

OpenAI ChatGPT (https://openai.com/blog/chatgpt)

Comms Maven, L.L.C. (https://www.macollvie.com/contact)

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SCRIPTS FOR SUCCESS Endnotes

11 ENDNOTES
¹ Marcus, Bonnie. The Politics of Promotion: How High Achieving Women Get Ahead and Stay Ahead. Wiley,
2015.
2
Sinek, Simon. Start With Why: How Great Leaders Inspire Everyone to Take Action. Simon & Schuster, 2009.
3
Marcus, Bonnie. The Networking Advice No One Tells You. Forbes, May 22, 2018. Last accessed January 2023.
4
Kolowich Cox, Lindsay. 20 of the Best Professional Bio Examples We’ve Ever Seen [+ Templates],Blog.hubspot.
com, October 13, 2022. Last accessed January 2023.
5
Handley, Ann. Everybody Writes: Your Go-To Guide to Creating Ridiculously Good Content. Wiley, 2014.
6
Canavor, Natalie, and Meirowitz, Claire. Truth About the New Rules of Business Writing: Communicate what
you mean to get what you want. Financial Times Press, 2009.
7
Estrada, Sherryl. Say goodbye to the standard 3% raise—one-quarter of employers plan to give increases of
5-7% next year. Fortune, September 8, 2022. Last accessed January 2023.
8
Semega, Jessica, and Kollar, Melissa. What Drives Income Inequality. Pew Research Center, September 13,
2022. Last accessed January 2023.
9
The Muse Editors. 5 Things You’re Forgetting to Ask During Your Review. TheMuse.com, June 19, 2020.
Last accessed January 2023.
10
The Skimm. How to Skimm Your Life. Ballantine Books, 2017.
11
Neel, Macollvie J. 6 important tips for interviewers looking to hire top talent from diverse backgrounds, ac-
cording to HR and D&I leaders. Business Insider, September 24, 2020. Last accessed May 2023.

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