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00:00:00 --> 00:00:03 Welcome to your booster shot from the AWB Education Network.
00:00:04 --> 00:00:08 This podcast series is our opportunity to dive even deeper into the topics and
00:00:08 --> 00:00:10 skills that will help you lead your school with confidence.
00:00:11 --> 00:00:15 Check out information on our partners along with additional resources and services
00:00:15 --> 00:00:19 at www.awbeducation.org.
00:00:19 --> 00:00:23 Now here is your booster shot. Today we have the privilege of speaking with
00:00:23 --> 00:00:27 Chris Wetzel, a renowned expert in educational leadership and the founder of
00:00:27 --> 00:00:30 Coaching to the Next Level. Welcome back to the show, Chris.
00:00:30 --> 00:00:34 Thank you for having me back. Absolutely. Today, we are talking about the ways
00:00:34 --> 00:00:38 to make yourself stand out in the pool of school leaders that are looking for
00:00:38 --> 00:00:40 a new opportunity or a new challenge.
00:00:40 --> 00:00:44 We recognize that the climb through any organization is a challenge,
00:00:44 --> 00:00:47 but I really think it presents unique hurdles for school leaders.
00:00:47 --> 00:00:52 We navigate complex systems with competing priorities and student needs,
00:00:53 --> 00:00:56 teacher morale, budget constraints, and the ever-evolving curriculum standards,
00:00:56 --> 00:00:58 and all of this demands attention.
00:00:58 --> 00:01:02 And on top of that, you're trying to build trust and foster collaboration among
00:01:02 --> 00:01:04 staff and parents and the community.
00:01:04 --> 00:01:09 And it's crucial yet time consuming work. And then you can add political pressures,
00:01:09 --> 00:01:11 both internal and external.
00:01:11 --> 00:01:15 All of this stuff requires leaders to be both decisive and diplomatic.
00:01:15 --> 00:01:20 So now with all of that, can we really be shocked that trying to put together
00:01:20 --> 00:01:24 a resume and a cover letter to showcase our talents, this can be overwhelming at times.
00:01:24 --> 00:01:30 So given these complexities, how can aspiring school leaders effectively translate
00:01:30 --> 00:01:35 their unique experiences and accomplishments into a compelling package to get noticed?
00:01:36 --> 00:01:39 Yeah, I think, first of all, I want to give a shout out to Grunmeyer Leader
00:01:39 --> 00:01:46 Services because they're our strategic partner here in Colorado to do superintendent searches.
00:01:46 --> 00:01:52 So I appreciate them. And you know what? Here's something I've learned over time.
00:01:52 --> 00:02:02 Being a principal and superintendent now doing searches is that it starts with
00:02:02 --> 00:02:05 a broader look at jobs in your career.
00:02:05 --> 00:02:08 And so when I think of package, Adam,
00:02:09 --> 00:02:15 I think about five things that some of them are tangible, part of your package,
00:02:15 --> 00:02:20 and some of those are mindsets or reflection or commitments.
00:02:21 --> 00:02:29 And the first one is, I learned a long time ago from a supervisor to think about this one thing.
00:02:30 --> 00:02:32 And I've seen it over my career.
00:02:32 --> 00:02:40 People will spend a lifetime over their career trying to get back to their family or their home.
00:02:40 --> 00:02:46 And I've seen this in my coaching, and I've seen this in other ways that people,
00:02:46 --> 00:02:50 we all, we bite on carrots and opportunities,
00:02:50 --> 00:02:57 Adam, and pretty soon we find ourselves somewhere and we ask ourselves the question, how did I get here?
00:02:57 --> 00:03:04 And the first part of this package or this thoughts for the audience is really
00:03:04 --> 00:03:07 think about that. It doesn't mean you're not going to go and grow.
00:03:07 --> 00:03:09 I've been told to do that and had to do that.
00:03:10 --> 00:03:17 Really think about that thought because it often will come back true to those
00:03:17 --> 00:03:19 of us who are looking for a career in leadership.
00:03:20 --> 00:03:22 So that's the first thing.
00:03:22 --> 00:03:28 The second thing is, I was actually on another interview about two weeks ago,
00:03:28 --> 00:03:31 and I talked about prioritizing fit.
00:03:32 --> 00:03:37 Sometimes what I see is people apply for jobs, And they can't communicate their
00:03:37 --> 00:03:42 fit, Adam, because it's not a fit. Yeah.
00:03:42 --> 00:03:45 You can't communicate something that isn't.
00:03:46 --> 00:03:49 So what we, what people, we all, and we've probably all done it.
00:03:49 --> 00:03:54 We try to fight to make something a fit when it's not.
00:03:54 --> 00:03:56 And that fit can be about the organization.
00:03:56 --> 00:04:01 The fit can be about my strengths. It can be about many things.
00:04:01 --> 00:04:09 So the other part of it is to prioritize a fit as a coach who's coaches a lot of leaders.
00:04:09 --> 00:04:20 The other part of this pre-work or thinking about going for a job is to avoid starting wounded.
00:04:20 --> 00:04:26 Many of us get hurt, right? And this goes back to the other episode about being Superman.
00:04:26 --> 00:04:32 We think we have to be Superman because we're told then we're chastised for
00:04:32 --> 00:04:36 being Superman or whatever, whatever. We're just never good enough as a leader.
00:04:37 --> 00:04:39 And so we're wounded, Adam.
00:04:39 --> 00:04:45 And sometimes what I have seen, and even in searches for superintendents is
00:04:45 --> 00:04:48 people are not ready because they're still wounded.
00:04:48 --> 00:04:51 We have a program that we've started called Jumpstart.
00:04:51 --> 00:04:57 It's a six-week intensive coaching program that we have.
00:04:57 --> 00:05:04 And one of the reasons I wanted to do it is just that reason to help people
00:05:04 --> 00:05:13 get healed up or unstuck or whatever it might be to do their next big thing.
00:05:13 --> 00:05:19 And so Jumpstart is something we're very invested in and it's going well.
00:05:20 --> 00:05:23 And so don't go in wounded as much as possible.
00:05:24 --> 00:05:29 So now let's get to paperwork, which is people what people mostly think about. Yeah, no kidding.
00:05:30 --> 00:05:34 Do you have any? Yeah. So, I mean, you're right, though, because I can think
00:05:34 --> 00:05:39 back to even just during my undergrad, you know, when I just trying to go out and get that first job.
00:05:39 --> 00:05:42 And they're saying, oh, you got to have the the like, I remember the resume
00:05:42 --> 00:05:45 that should be a little bit bigger paper than anybody else has.
00:05:45 --> 00:05:47 So here sticks out right and all of that stuff.
00:05:47 --> 00:05:51 Well, now everything's digital. So the world has completely changed from,
00:05:51 --> 00:05:55 I'm going to date myself a little bit from back in the early nineties when I
00:05:55 --> 00:05:56 was having those conversations.
00:05:56 --> 00:06:00 But you know, what are, what are some keywords or phrases that we should incorporate
00:06:00 --> 00:06:05 into resumes, cover letters? It's going to help increase visibility to potential employers.
00:06:05 --> 00:06:11 Well, I think what I see that stands out the most in a positive way is,
00:06:11 --> 00:06:18 is show me, tell me, but show me in your words, show me that you can do something and have that.
00:06:19 --> 00:06:23 Done something versus, well, I have an idea about it.
00:06:23 --> 00:06:30 That is not, if I could give the biggest tip in interviewing and paperwork is
00:06:30 --> 00:06:35 people don't want to hear you talk about it because there's too many ways to
00:06:35 --> 00:06:41 create content where you can talk about it and sound really good. Yeah.
00:06:41 --> 00:06:46 You have to be able to articulate examples of being a leader.
00:06:47 --> 00:06:55 And you need to articulate examples of being a leader in the context in which you want to be,
00:06:55 --> 00:07:02 or explain that crossover in a very wieldy way, but in some sort of way.
00:07:03 --> 00:07:06 So I think that's really important to communicating.
00:07:06 --> 00:07:10 Some actionability to those steps is really what you're talking about, right?
00:07:10 --> 00:07:14 Yes. That's good. Yeah. So beyond traditional qualifications,
00:07:14 --> 00:07:18 then what what unique skills or experiences kind of piggybacking on that,
00:07:19 --> 00:07:20 you know, those actionable pieces there?
00:07:20 --> 00:07:24 What which ones do you believe are most valued by hiring committees today and
00:07:24 --> 00:07:26 in the education landscape?
00:07:26 --> 00:07:30 You know, how come how can school leaders effectively showcase those on their
00:07:30 --> 00:07:34 applications to to show that they're ready for today's leadership opportunities?
00:07:34 --> 00:07:43 Yeah, I think one is to show that they can point to mentors and people who have
00:07:43 --> 00:07:45 assisted them along the way,
00:07:45 --> 00:07:49 that they can point to references.
00:07:49 --> 00:07:53 This is really huge for those who are listening.
00:07:53 --> 00:07:58 I got to tell you how many times I have reviewed packages, paperwork,
00:07:58 --> 00:08:02 and the references are old.
00:08:02 --> 00:08:09 And that's a killer for applicants so you need to take you need to be serious about it,
00:08:09 --> 00:08:15 and take the time to get current references define old for us real quick what
00:08:15 --> 00:08:19 would you consider to be an old reference because i hear that a lot from people
00:08:19 --> 00:08:23 like oh that's you know i they were one of my my favorite people i ever worked
00:08:23 --> 00:08:27 for and i really want them to talk about me and but That was eight years ago.
00:08:27 --> 00:08:29 You know, I mean, what do you think is too old?
00:08:30 --> 00:08:38 I don't know that if it's age or I can tell you what draws like the board,
00:08:38 --> 00:08:44 the school boards that I've seen is even if it's somebody that worked with someone eight years ago,
00:08:45 --> 00:08:47 they're able to speak to their relevancy.
00:08:48 --> 00:08:55 And that letter, if you're applying in December, that letter needs to say December, not 2019.
00:08:57 --> 00:09:02 That's huge. Sure. So you have to get, you have to show that you have some sort
00:09:02 --> 00:09:08 of connection, even with an old, old reference that they're willing to write you a new reference.
00:09:08 --> 00:09:14 And yes, that it pertains to the job that you're, you're so in leadership,
00:09:14 --> 00:09:18 the bar is raised. You know, that we know this. Absolutely.
00:09:18 --> 00:09:24 So don't, don't put in a letter from 2000. That's dated 2019. Don't do that.
00:09:24 --> 00:09:28 Okay. Got to revisit it and it needs to be a new letter.
00:09:28 --> 00:09:33 It can be from an old reference, a new letter that because here's what I'm looking
00:09:33 --> 00:09:36 for, Adam, that you had a conversation with this person.
00:09:37 --> 00:09:44 How how can I know that someone really thinks you're a good fit for a job when
00:09:44 --> 00:09:46 you work together eight years ago?
00:09:46 --> 00:09:50 Disconnect. Yeah, absolutely. I want to know you had a conversation.
00:09:51 --> 00:09:56 Hey, Adam, I'm applying for this job. I know we worked to go seven, seven years ago.
00:09:56 --> 00:10:01 Here's the kind of job. Do you think you could give me a reference based on that?
00:10:01 --> 00:10:05 Well, it might also say something that we may, we worked together eight years
00:10:05 --> 00:10:09 ago, but in the eight years since we've still maintained that connection.
00:10:10 --> 00:10:11 We stand, we're still working together.
00:10:11 --> 00:10:12 That's, that's the reason why
00:10:12 --> 00:10:16 we're still a good fit for an application or excuse me, for a reference.
00:10:16 --> 00:10:20 Yes, I think it's huge. Well, at least in the domain I work in,
00:10:20 --> 00:10:23 that's, that really speaks to boards.
00:10:24 --> 00:10:28 I've had, and I know this is rare, but I've seen it more than once,
00:10:29 --> 00:10:36 I've had letters, seen letters where, where it's addressed to the wrong person.
00:10:36 --> 00:10:39 Oh, sure. You know, it's about the wrong person.
00:10:39 --> 00:10:43 Yeah. Or a different job or, yep. I've seen those two. Yeah. Yeah.
00:10:43 --> 00:10:49 You got to be tight on that. So any other unique skills or experiences that
00:10:49 --> 00:10:52 you'd really want to try to, to focus on in your application if possible?
00:10:53 --> 00:10:56 Yeah. I think people, we all need to speak to being adaptive.
00:10:57 --> 00:11:01 But that doesn't mean a jack of all traits there's
00:11:01 --> 00:11:04 a difference sure adaptive right is i
00:11:04 --> 00:11:07 can based on this i can
00:11:07 --> 00:11:13 adapt to a situation i'm really good at this why as board in the case of boards
00:11:13 --> 00:11:17 are hiring that they're looking for a person with certain kind of qualifications
00:11:17 --> 00:11:23 tell them tell them what you're qualified to do yeah we're i mean we're we're
00:11:23 --> 00:11:25 likely not going to be an expert at everything.
00:11:25 --> 00:11:28 And we're going to have some weaknesses. We're going to have areas that we need
00:11:28 --> 00:11:32 some people to continue to help us grow and continue to get better.
00:11:33 --> 00:11:36 Yeah, absolutely. Focus on the good stuff. Focus on the stuff that you can really
00:11:36 --> 00:11:39 bring and going to be a big support for the district. I love it.
00:11:39 --> 00:11:42 Chris, how can school leaders leverage their professional networks?
00:11:42 --> 00:11:44 We talked a little bit about that with the references.
00:11:44 --> 00:11:47 But how else can you get to all of the stuff that's available online,
00:11:48 --> 00:11:51 LinkedIn, professional organizations, all of those things that are out there
00:11:51 --> 00:11:55 that help enhance your, we'll call it your marketability, but also increase
00:11:55 --> 00:11:58 your chances for being discovered by potential employers.
00:11:59 --> 00:12:03 Yeah. You, you have to communicate your it somehow, you know,
00:12:03 --> 00:12:08 that, that person's got the, whatever it is, the, either the personal connection
00:12:08 --> 00:12:11 or the, or the skills or whatever it is.
00:12:11 --> 00:12:15 So there's so many ways to do that. Now it's so much broader,
00:12:15 --> 00:12:16 you know, like for example, LinkedIn,
00:12:17 --> 00:12:21 you know, be active there. If you're not active there, then be active in your
00:12:21 --> 00:12:24 school administrator association.
00:12:25 --> 00:12:32 If you're good at presenting, try to, you know, present, attend these events.
00:12:32 --> 00:12:39 You have to build this capacity of some sort that people are looking at this
00:12:39 --> 00:12:45 capacity, whether it's, you know, you've, you've done this and then it doesn't
00:12:45 --> 00:12:47 have to be off the chart. Yeah, sure.
00:12:47 --> 00:12:51 That you took the time to speak, you know, someone like yourself says,
00:12:51 --> 00:12:52 Hey, will you be on my podcast?
00:12:53 --> 00:12:57 Right. Instead of shying away from that beyond the podcast. Yeah, absolutely.
00:12:58 --> 00:13:03 In a competitive job market, how do school leaders demonstrate their unique
00:13:03 --> 00:13:07 value proposition and then differentiate themselves from those other qualified
00:13:07 --> 00:13:09 candidates? Again, how do you stick out?
00:13:09 --> 00:13:15 Yeah. Yeah. One, I think that you tell people,
00:13:15 --> 00:13:22 honestly, you tell people how you, because let's be honest, people are going
00:13:22 --> 00:13:26 through these processes that are pretty linear, right?
00:13:26 --> 00:13:33 So they're doing certain things. So you got to figure out how you're more competitive
00:13:33 --> 00:13:39 and you want people in your references telling you how you are unique,
00:13:39 --> 00:13:44 how you've done something that no one else could have done, et cetera, et cetera.
00:13:45 --> 00:13:49 And I think that's the way to do that. And it's work.
00:13:50 --> 00:13:55 You know, it's just like building this business of mine, right? Which is a passion.
00:13:55 --> 00:13:58 Yes, I'm passionate about it, but it's a lot of work. Oh, yeah, absolutely.
00:13:59 --> 00:14:03 If you want a great job, you got to work at it. You got to get out there.
00:14:03 --> 00:14:08 You got to get your name out there. And there's so many ways to do it. So we're getting there.
00:14:08 --> 00:14:12 We've gotten to this point where we've, we've, you know, gotten past the first
00:14:12 --> 00:14:14 hurdle to get in the door, hopefully.
00:14:14 --> 00:14:18 Now, how do I prepare myself for that interview process?
00:14:18 --> 00:14:23 You know, what, what is good research practice to, to look up potential employers
00:14:23 --> 00:14:26 and practicing responses to common interview questions.
00:14:27 --> 00:14:29 If you were coaching me right now on getting prepared for that interview,
00:14:30 --> 00:14:36 how do I demonstrate that passion for education and put a good step forward in front of that team?
00:14:36 --> 00:14:41 So number one, research, and there's so many ways to research, right?
00:14:41 --> 00:14:48 Websites, reading, linking up with someone in that organization to understand
00:14:48 --> 00:14:54 what they're about and kind of watch what they're about or watch who the hiring
00:14:54 --> 00:14:59 manager is and what they're about to be able to communicate that.
00:14:59 --> 00:15:06 The other thing that is really, really important is getting a mindset that you're going to get this job.
00:15:06 --> 00:15:10 And oh, by the way, if they offer it to you, what's the answer going to be?
00:15:11 --> 00:15:15 You shouldn't be waiting until they offer you the job to know what the answer
00:15:15 --> 00:15:18 is. That's a good point. That's not a good place to be.
00:15:18 --> 00:15:24 So you got to know. I tell people, if they ask you, now I'm not saying you don't
00:15:24 --> 00:15:27 say, hey, I need 24 hours. That's not what I'm saying.
00:15:27 --> 00:15:32 But you should know in your heart, you've done enough research and work and
00:15:32 --> 00:15:35 your mind that I know what the answer is. It's either yes or no.
00:15:36 --> 00:15:39 It comes back to your fit. Again, like you were talking about before,
00:15:39 --> 00:15:43 if you, if you know you are a fit for this position, which is why you're going
00:15:43 --> 00:15:47 to this much trouble to try to get there, that's going to help you with that
00:15:47 --> 00:15:49 question. Now the interview may change your mind.
00:15:49 --> 00:15:52 You know, I talk about that with people that I interview all the time.
00:15:52 --> 00:15:55 I'm interviewing you, but you should also be interviewing me,
00:15:55 --> 00:15:58 even though I'm trying to be the one to hire you at this point in time.
00:15:58 --> 00:16:01 And again, it goes down to that fit. I think that's really good. Yes.
00:16:01 --> 00:16:08 And what I find is, man, Adam, some of the best candidates, they hawk me.
00:16:09 --> 00:16:11 I'm facilitating these searches.
00:16:12 --> 00:16:15 What I mean is they're asking me questions. Why? Why?
00:16:15 --> 00:16:23 They want to know what they're getting themselves in, and they want to come in with a solid answer.
00:16:24 --> 00:16:27 If everything lines up, they want to be all in.
00:16:27 --> 00:16:32 And that all in mentality comes across after a while.
00:16:33 --> 00:16:39 And that, yeah, you have to be, what I would say is active. There's so many ways, right?
00:16:40 --> 00:16:44 Through the association and LinkedIn, asking questions. Hey,
00:16:44 --> 00:16:46 do you have a minute? Can I talk to you about this?
00:16:46 --> 00:16:53 Asking someone else that's connected to this organization a question. Read one more article.
00:16:53 --> 00:16:59 You know, you have to be active. This is not a sit back mode.
00:16:59 --> 00:17:03 If you want to communicate, you're the person.
00:17:04 --> 00:17:09 What are some of the common mistakes then that school leaders make on resumes or cover letters?
00:17:09 --> 00:17:13 If there are a few things you can say, these are the ones that stand out the
00:17:13 --> 00:17:16 most. You want to try to avoid these mistakes. What might those be, Chris?
00:17:17 --> 00:17:20 Well, in this era, you have to figure out this is not easy. You ready?
00:17:21 --> 00:17:25 I'm doing a search right now, and I'm just going to be honest.
00:17:25 --> 00:17:26 And this is not everywhere.
00:17:26 --> 00:17:33 An applicant got thrown out because he or she used AI, and someone was privy
00:17:33 --> 00:17:37 to that, and it put them back, and their voice carried in that room.
00:17:38 --> 00:17:43 So I don't know how to answer that. I don't know. In this era, I don't know what to say.
00:17:43 --> 00:17:47 I'm not saying don't use that. Yeah, well, use it the right way, right?
00:17:47 --> 00:17:49 I mean, yeah. Right way. Absolutely.
00:17:50 --> 00:17:54 You got to spend money to make money. If you want a really good job,
00:17:54 --> 00:17:57 you got to spend money. How do you do that?
00:17:57 --> 00:18:01 You hire someone to prep you up. Sure. Right? Yeah.
00:18:02 --> 00:18:07 Whatever that preparation looks like. And preparation in my world is...
00:18:08 --> 00:18:13 Chris, I know I'm carrying this little chip on my shoulder. Then we're going
00:18:13 --> 00:18:14 to get somewhere out of, right?
00:18:15 --> 00:18:19 I'm carrying this chip on my shoulder, and I need not carry this chip on my
00:18:19 --> 00:18:22 shoulder because it's going to be spotted, and they are right.
00:18:22 --> 00:18:25 So you got to invest. You got to spend money and make money.
00:18:25 --> 00:18:29 You got to invest. Get yourself prepped up, whether it's answering questions,
00:18:29 --> 00:18:35 whether it's getting your beliefs and your behaviors aligned,
00:18:35 --> 00:18:38 because at these levels, people spot that.
00:18:39 --> 00:18:42 If you're going to give somebody a quick suggestion, if they wanted to try to
00:18:42 --> 00:18:48 stay informed about current trends and best practices and educational leadership,
00:18:48 --> 00:18:51 just to, if nothing else, to ensure their skills and knowledge remain relevant
00:18:51 --> 00:18:56 and also marketable in this evolving job market, what would be a couple tips you'd give them?
00:18:57 --> 00:19:03 Yeah, one, you know, be connected and watch your associations because they put
00:19:03 --> 00:19:06 out what there's so many associations, right? Yeah.
00:19:06 --> 00:19:11 For your niche position, whether it's principal, whether it's assistant superintendent.
00:19:12 --> 00:19:15 Whatever it is, watch those associations. Why?
00:19:15 --> 00:19:19 They boil down much of the hot topics that you need to know.
00:19:20 --> 00:19:24 Then do your own, you know, your own decision-making around that topic.
00:19:24 --> 00:19:26 So you can communicate around that. That's one.
00:19:27 --> 00:19:30 Two, read, read, read.
00:19:31 --> 00:19:33 There's bright minds out there,
00:19:34 --> 00:19:39 writing books, there's bright minds like yourself saying, I want to do a podcast.
00:19:39 --> 00:19:42 Oh, okay. Listen to it.
00:19:42 --> 00:19:46 This is all great information.
00:19:46 --> 00:19:49 Well, Chris, I'll tell you what, this has been a pleasure. Your insights,
00:19:49 --> 00:19:52 they are just incredibly valuable for listeners.
00:19:52 --> 00:19:55 And I am just confident that even just a few tips like you're talking about
00:19:55 --> 00:20:00 here, even if you just do a handful of these things, it's going to empower you to be,
00:20:00 --> 00:20:04 you know, to more effectively showcase your talents and help land those dream
00:20:04 --> 00:20:08 positions and find that perfect fit. That's just awesome stuff.
00:20:08 --> 00:20:11 Chris, before we go, please remind our guests, where can they get ahold of you
00:20:11 --> 00:20:15 and find out more about your work and reach out for some partnership if they need?
00:20:15 --> 00:20:22 Sure. Our website, coaching2tnl.org.
00:20:22 --> 00:20:26 Then put a Chris app before that and you have my email.
00:20:26 --> 00:20:31 That is awesome. And we will include it in our show wrap up as well in the insight.
00:20:32 --> 00:20:34 Chris, anything else you want to share before we go?
00:20:34 --> 00:20:40 I appreciate you providing this platform for all of us and it's much needed
00:20:40 --> 00:20:41 and I appreciate it. I love it.
00:20:41 --> 00:20:45 Well, again, thanks, Chris. Thanks for joining me today. This has been awesome stuff.
00:20:45 --> 00:20:48 And thank you to the listeners on joining this episode of your booster shot.
00:20:49 --> 00:20:52 And as always, we will have another morning boost coming out tomorrow with a
00:20:52 --> 00:20:56 tip to help you in this work that only a few have the ability to do.
00:20:56 --> 00:21:00 So thank you for being one of those few. We will talk with you again tomorrow.
00:21:00 --> 00:21:05 Thank you for listening to this episode of your booster shot from AWB Education.
00:21:05 --> 00:21:10 Want to join in this mission? We are always looking for partners to help provide
00:21:10 --> 00:21:12 what our school leaders need to thrive and survive.
00:21:13 --> 00:21:18 Contact us through our webpage at www.awbeducation.org to get connected.
00:21:19 --> 00:21:23 Otherwise, remember you are doing the job that only a few are strong enough to do.
00:21:24 --> 00:21:28 Thanks for being one of the few. We will talk with you again next time.