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Designing the Future: Navigating Creativity, Commerce, and AI

September 15, 2025 by angishields

ALR-AIGA-Feature
Association Leadership Radio
Designing the Future: Navigating Creativity, Commerce, and AI
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In this episode of Association Leadership Radio, Lee Kantor interviews Lee-Sean Huang, Co-Executive Director of Learning and Programs at AIGA. They discuss AIGA’s evolution, its role in supporting designers through professional development, ethics, and adapting to technological changes like AI. The conversation explores the balance between art and commerce in design, the importance of business and advocacy skills, and how AIGA fosters community and learning. They also highlight the upcoming national conference and encourage broader engagement with design as a vital force in business and society.

AIGA-logo

Lee-Sean-HuangLee-Sean Huang is the Co-Executive Director of Learning and Programs at AIGA, the professional association for design, which advances design as a professional craft, strategic advantage, and vital cultural force.

In 2013, he co-founded Foossa, a creative consultancy focused on facilitating community-centered design and social innovation. He has taught design, media, and innovation at New York University, the Parsons School of Design, the School of Visual Arts, the College of Staten Island, and Emerson College.

He earned a bachelor’s degree in Government from Harvard and a master’s in Interactive Telecommunications from NYU.

Follow AIGA on LinkedIn, Facebook and X.

Episode Highlights

  • History and evolution of AIGA (American Institute of Graphic Arts) since its founding in 1914.
  • AIGA’s mission focused on professional development, ethical standards, and resources for designers.
  • The impact of technological advancements, particularly AI, on the design profession.
  • The adaptation of AIGA’s learning programs to include business skills and project management.
  • The diverse membership of AIGA, including freelancers, in-house professionals, educators, and students.
  • The upcoming national conference in Los Angeles and its theme of “Design and Performance.”
  • The evolving identity of designers and the balance between art and commerce.
  • The importance of advocacy and communication skills for designers in professional settings.
  • The relationship between design and fine art, and the iterative nature of the design process.
  • AIGA’s role in bridging the gap between design education and professional practice.

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Atlanta, Georgia. It’s time for Association Leadership Radio. Now here’s your host.

Lee Kantor: Lee Kantor here another episode of Association Leadership Radio, and this is going to be a good one. Today we have Lee-Sean Huang, who is the co-executive director, Learning and Programs Organization AIGA, the professional association for design. Welcome.

Lee-Sean Huang: Thanks for having me, Lee.

Lee Kantor: Well, I am excited to learn what you’re up to. Uh, for those who aren’t familiar, can you tell us a little bit about AIGA? How you serving folks?

Lee-Sean Huang: Yeah. So AIGA, we’re actually pretty old. We were founded back in 1918 or 1916, over 100 years ago, as the American Institute of Graphic Arts. It started out as a small social club of New York City based illustrators, publishers, engravers, printers. Imagine that kind of analog era and fast forward. Today we now have thousands of members across the US. Some international members as well. And we’re really focused on professional development for designers, as well as setting some standards for ethics in business, in the design business. Also helping the design community with things like sample contracts for freelance design work. And we’re in the midst of our conference season right now. We’re currently working on planning our conference, putting it on next month in October in Los Angeles. So we have experiences, we have learning, we have networking really focused on design and creative leadership.

Lee Kantor: So how has I mean, you mentioned being around for 100 years. Obviously, the industry has evolved dramatically. How has the membership evolved to match that? Are you changing kind of definitions of design designers. Has that altered as well as the industry has kind of evolved?

Lee-Sean Huang: Yeah, definitely. And I just had to look it up. It was 1914 we were founded. So it’s definitely evolved a lot since then. Obviously I haven’t been around all of that time personally, but just even in my own lifetime, we’ve seen certainly computers enter the picture. We’ve seen software like Canva making it easier for folks who maybe don’t have formal graphic design training to do graphic design. And then certainly with AI to makes it even easier for people, or lowering the bar of accessibility for graphic communications. So part of what we’ve been trying to figure out is, yeah, what does it mean to be a designer? There’s the human impulse. There’s like the basic fundamental communication of visual communications, right? That in our especially social media age was just everywhere with graphics everywhere. But then there’s maybe a smaller, more narrowly defined subset of people who are professional designers. Some of them may have titles like graphic designer or art director creative director, but we’re seeing more and more folks who are don’t necessarily have designer in their names, and we’re trying to really get on their radar as well. Say like, well, you are doing design. You know, come to us and let’s talk about what we do, our craft, you know, share inspiration and also learn from each other.

Lee Kantor: Now, are most of your membership are they working kind of for a paycheck for a company, or are they mostly kind of contract labor or freelance?

Lee-Sean Huang: You know, it’s fairly spread out across the board, actually. I would say it’s about, uh, half and half folks who are working either freelance or in a design agency. So essentially consulting, um, selling their services as designers. But we also have about half of the folks who are professionals in in-house positions. So they’re working in a corporation, or they’re the graphic designer for a nonprofit. Uh, and then I would say a significant portion of our membership is also educators and students. So professors of design as well as students of design. So we’re really trying to bridge this gap between what’s happening in design schools and academia and professional practice as well.

Lee Kantor: Now, you mentioned earlier, like the advent of AI and how that impacts people now can type in, you know, create a background, you know, by using text, you can create images and design elements. How is is that kind of is that is that a net positive or are you looking at that as a net positive that now more people could see themselves as designers, or is it a net negative in that now it seems like anybody could be a designer? I guess photographers probably went through the same challenge with phones.

Lee-Sean Huang: Definitely. Yeah, I feel like, you know, or even with writers, right. There are a small subset of people who are professional writers, authors. But like everyone, pretty much anyone who’s literate writes, right. So I think it’s starting to get in that direction for graphic design, for visual communications. I think among our community, this is still something that’s hotly debated. Our board recently drafted a statement on design and AI that’s now being shown to members of our chapter leaders, um, for comment. So it’s open to our members for a period of comment. Um, and we’ll be working on publishing that once we’ve had a chance to get that, uh, commenting and debating happening in our community. But I think there are folks who are legitimately concerned about their jobs. Other people, I think are hopeful and see, like, okay, there’s still a human dimension that we’ll need. Right. I think I, I don’t remember who tweeted this, but or which social media at this point, but somebody had said like, oh, well, AI will completely replace human designers when clients know exactly what they want. Right. And so there’s still this human need to really interpret what your clients, whether you’re in consulting or your internal clients in-house, like figuring out what they need, what they want, and translating that. Um, obviously AI is probably going to get better at some of this stuff, but I think there’s still a human element of research and testing and just, uh, client management, uh, that is needed even if our craft is changing. But, you know, we’ve already seen a change from analog to digital and now with AI. So it’s kind of, uh, comes with the territory of being a designer.

Lee Kantor: Now, from an association standpoint, does this mean that you’re spending more of your time, you know, trying to figure out ways to provide more and more value to your members? So is the value changing from, um, you know, helping them, educating them about the craft of design to networking, giving them access to opportunities where they can, you know, make more money and grow their career. Um, or now is it, like, kind of teaching them how to, you know, differentiate themselves from AI and help them figure out ways that they can use AI as a tool instead of being replaced by AI?

Lee-Sean Huang: Yeah. So a big focus certainly in the last five years, maybe a little bit longer, uh, pre-pandemic as well, we have really been focused on our learning programs, have been on what we call the design adjacent, uh, kind of thing. So it’s things like project management, uh, things like running a small business. If you’re a freelancer, you’re running your own studio. And that has really come. That demand has come from our members. Um, often they, you know, in some ways it’s not hard to find ways to learn the craft of design. You know, you can enroll. There are tons of great design schools across the country, across the world, online. There are tons of free resources on YouTube. All sorts of things like that. So the focus of our learning programs really are on connecting designers to things like the business side of things, the project management side of things, the ethical side of things, the understanding of intellectual property, for example. So these are these kind of professional skills that we focused on. Um, and in terms of navigating AI, I think, um, we’re trying to figure out how these pieces fit together. But are things like, okay, well, how do you manage a client relationship? Uh, and explain maybe to a client, it’s like, oh, I put in a prompt into, uh, you know, some generative AI, and I got this thing and being able to explain, like, okay, well, can you actually protect this as IP, or is this just a starting point as a mood board that a human is going to work on it and then you can, uh, protect it. So understanding, you know, the legal and the business dimensions of things and the relational dimensions of things is really where we’ve been focused on our, uh, on our learning programs.

Lee Kantor: Now, you mentioned a conference coming up. Um, do you have chapters or is this done all kind of virtually at this time?

Lee-Sean Huang: We have a chapter system, so we have chapters across the country. So we’re collaborating with the Los Angeles chapter for this conference. Um, as part of the national organization, which is where I sit. Uh, we do a lot of the heavy lifting of the, uh, the National Conference, our flagship conference, some of our chapters, I think, like in Arizona and some other places, do their own regional conferences. But this is our big one. This is our real tentpole event. And then we work with the LA chapter. They’ve done some sort of off site pre-conference and post-conference, uh, parties and, and events like that. So we collaborate in that sense. Um, and our conference theme is design and performance. So performance whether uh, sort of pitching your work, but also performance in the business sense of your, you know, your quarterly performance. Um, so we have a variety of speakers on that workshops and, uh, interactive things as well.

Lee Kantor: So, um, you’re really focused in on helping that designer kind of make the most out of their career and, and whether that career is in corporate or if it’s as an entrepreneur and you want to really equip them with the best and latest information in order to kind of differentiate themselves and be the kind of the best them they can be.

Lee-Sean Huang: Absolutely. And we see this with some of our long time members who have decades in the industry. What we see with designers and career paths, whether, as you say, they go into starting their own design firms or they, uh, climb the ladder in a corporate environment, is that the skills that get you in the door and into your first few design jobs aren’t necessarily the skills that carry you on into leadership and more senior positions. And so we really think about design as something that we all love. But, um, you know, I used to run my own studio before I joined the staff here at AIGA. So I also saw that, you know, starting out, I was very hands on. And then as things got bigger and more complex, you know, it was more more management, more creative direction. I wasn’t like directly hands on in the design software as much. Um, and so, you know, there is an identity change and shift as part of that. But we want to be with designers that whole way to equip them for that, or also just help them see that there are different choices, choices, different paths that they can take, um, as they grow. And even if they no longer have designer as part of their job title, they’re still using their skills, uh, their creative skills, their visualization skills in whatever leadership positions they might be in.

Lee Kantor: So what was it for you that made you want to take the leap into association work from, uh, kind of the craft of design?

Lee-Sean Huang: Yeah. You know, I had always been kind of balancing out my time between the craft of doing client work and also teaching. I was actually a teacher before I became a designer. I started my career teaching junior high, so I loved that element of working with young people. And then when I became a designer and went to grad school for that, I had the opportunity to teach at design schools like SVA, the School of Visual Arts in New York, as well as the Parsons School of Design. So I still teach there. Um, part time, teach one class a semester at those schools, and I was originally hired at AIGA to be a liaison. They wanted someone who had a design education background to be a liaison with the broader design education community at AIGA. And so from there, my role expanded into creating content. Um, and then kind of fast forward through the years, uh, with different people transitioning out of the organization and things like that. Um, I was, you know, moved up and ended up, uh, full time. And in this current role as co-executive director, uh, so I still very much see it as, uh, being an educator and promoting the craft in that sense. Uh, but maybe in a less hands on way than what I do in the classroom. It’s more about designing the programs, the conferences and and making that available to our membership and to the wider design community.

Lee Kantor: Now, I remember somebody said something to me that it was kind of shocking, but I think it’s important. He said that when young people, uh, you know, at kindergarten or early, very young, um, you ask them, are you an artist? They all raise their hand. I’m an artist. But you get to, like, fifth grade and you ask the same question, and barely anybody raises their hand. Only the person like they can draw. Are you seeing kind of a similar thing in very young people? And does that translate to older people? I mean, you still deal with kind of young people. Um, uh, are they are you seeing the quantity as many people are kind of raising their hand and saying, you know, I’m a designer, I’m an artist?

Lee-Sean Huang: Yeah. You know, I recently saw a piece, uh, I don’t remember if it was New York magazine or something, but it was, um, basically profiling art schools in New York City who have actually seen their enrollments go up for fine arts programs, which are adjacent to design programs, I would say. And so I think part of it is, especially in this digital age and this AI driven age where there’s just a lot of, you know, stuff out there, um, folks maybe want something more human, more hands on, more, more analog, uh, in this way. So we do see interest in, uh, folks who want to get involved in art and design. Um, you know, we’ve we’ve seen waves of this, um, until some of the recent, uh, downturns in hiring, you know, the tech industry was hiring a ton of designers. Um, and so that was also driving a lot of people into the profession. Even if they started out as graphic designers, they might become user experience designers. Uh, user interface designers, uh, like that, you know, we’ll see what happens with, uh, big tech in terms of the job market there. But I think there’s still a lot of opportunities for people who want to express themselves, but also are looking for a profession where they can earn a decent living. They can be creative but also solve real world problems. Try to make things. Make products and services work better for their users, or also make the world more beautiful. Right. So there’s a whole range of things you can do as a designer.

Lee Kantor: Do you find that the people who are artists first, um, versus the person that’s a business person that’s looking at design as a mechanism to, uh, be effective in a business sense, or are those two different types of people to get into this, or are they or are they one or the other?

Lee-Sean Huang: You know, I think there’s you’re pointing to like obviously there are lots of pathways into design. For me it was through art. So my master’s degree is, um, from the Tisch School of the Arts, uh, in at NYU. Um, but we also see folks who come in from the business side of things. So prior to joining AIG, for example, I in my studio, we did a lot of corporate trainings as well, uh, where we would work with business leaders who wanted to learn more about creativity, about design thinking, which, uh, kind of had its moment, I think, as a buzzword and as a trend, but I think it’s still valid in terms of thinking about design thinking as, as a method for creative problem solving and having that as, like a, a shared vocabulary to help us tame that chaos of creativity, of innovation, creating something new. Right? There’s, um, especially in corporate environments where we’re trying to be efficient. There’s something that’s explicitly about kind of surplus and inefficient, about creative processes, where you have to do lots of bad design in order to get to good design. You have to have lots of bad ideas in order to get to good ideas. And so, yeah, to, you know, fully answer your question. I know it kind of went on a tangent there, but is you do have like the artists who want to learn more about business and engage in design, but you also have the business people who want to see, like, what is the magic here of design and how do I make it fit within a more structured, more corporate environments. And so we see both.

Lee Kantor: Yeah, I would imagine that’s, uh, for a lot of people, this is it’s not that simple of a thing. I mean, there’s, I mean, a lot of art, you know, strictly creative artists. People have, you know, it’s a stigma to sell out or to, you know, do something for a commercial reasons. Uh, it’s, um, I would imagine this is a challenge in your work when you’re working with an artist versus somebody. Hey, if you want to make money, you have. There’s parameters and and, you know, a lot of good art has parameters like, that’s not necessarily a bad thing, but, um, I remember I have a degree in advertising, and one of the tenets back then when I was learning was it it’s not creative unless it sells. So, you know, are we making art for art’s sake? Are we making art for commerce sake? And if the agency wants to stay around, somebody better buy something, Thing.

Lee-Sean Huang: Right? Yeah. And I don’t know if it was Steve Jobs or who it was. There’s that quote of real artists ship, right? And this idea of, like, how do you. It’s one thing, you know, and I think it’s really beautiful and great to create art for your own sake, whether it’s just in your own bedroom or you want to share it on your Instagram. And then there’s a different part of this is like being creative as a profession and figuring out like how you get paid by clients to do that, but also like, okay, does what you make actually ship as like concrete, tangible products and services out in the world? And so, um, you know, there’s different ways of scaling that ambition and thinking about it. Um, and it’s still, I think, hotly debated within our community. There are folks who want to distance design from fine art and say, like, no, designers are actually, you know, more methodical. We’re really about solving these problems, uh, creatively, but not like artists who are more open ended. And then I think there are folks and I’m kind of on this side of like, okay, well, we have to embrace, uh, the art side of things, but just understand commerce as well, right? Because as a designer, because we work at the intersection of a lot of different fields, it’s important to go out there, to go to concerts, go to art museums and get that kind of inspiration, because especially on the internet, you know, it’s the algorithms are just delivering and recycling a lot of the same stuff and everyone’s copying from each other. So it’s good to, like, break out into other creative fields and find inspiration there.

Lee Kantor: Yeah. And you mentioned earlier that how much of design is just doing creating something and then throwing it away because you don’t like it or putting it aside or using an element of it. And, and you know, when accountants run businesses and they see that as waste instead of seeing it as that’s the process, like you have to have some waste in the process. You can’t just hit home runs at every pitch, like you’re going to strike out if you’re trying to hit a home run, like there’s going to be misses.

Lee-Sean Huang: Absolutely.

Lee Kantor: And then so is this part of the kind of what you’re trying to overall teach your members or get them to understand on how to navigate some of these hard questions, or answer some of these hard questions and, and feel confident when they’re in kind of those meetings where they have to defend some things that are maybe gray areas.

Lee-Sean Huang: Yeah, absolutely. I think I could break that down a little bit more. Right. Some of it is just like literally learning the lingo of business and some of these core concepts, right? Like knowing what a PNL is and being able to read a balance sheet. If you’re a designer who’s at that level where like your creative decisions affect the business side of things. So there’s those like very specific business skills. Then I think there’s these advocacy skills, as you were alluding to, Lee, which is being able to explain your creative choices to your clients. Right. And a lot of design stuff we sometimes think of as subjective, like, oh, I don’t like this shade of orange. Or can you choose a different font? Um, that sort of thing. But being able to explain, like, okay, well, what is the, you know, historical reference of this or what is, uh, something that is trademarkable as a logo or, you know, like linking it to real sort of business or intellectual property kind of issues or saying like, okay, well, as a legibility issue and making sure that this is accessible, you know, the colors have to be this way, the fonts have to be this way. So like really grounding it in stuff like that beyond just the purely subjective of taste. Um, so I think that’s a related thing. Like how do you translate design concepts into things that matter that, uh, decision makers would care about beyond the purely subjective? Um, yeah. So I think there’s, you know, a couple parts of that, like how designers can interface with non-designers in their professional lives.

Lee Kantor: So what do you need more of? How can we help you? Or do you need more people to kind of raise their hand and say, okay, I guess I am a designer and I should join this association so I can kind of be the best me. Um, do you need more corporate, uh, folks? Like, what do you need more of?

Lee-Sean Huang: I think, yeah, we are, uh, we want more people. You know, we welcome more members. Um, a lot of what we do is, uh, available to the entire design community. So in some ways, we function a little bit like, uh, like public radio or PBS in that, like, we are member supported. But the benefits of what we do are open to everyone. Obviously you need to get a ticket to go to our conference. But for example, we’ll post the videos online a few months afterwards. We run a podcast that is free and open to everyone. Um, so I think the invitation to folks listening to this is maybe you’re not a designer, that’s not your job, but you’re interested in design, and you want to see the work of designers doing interesting things. You want to learn more about how design fits into business context. We welcome folks like that as members as well. So, um, yeah, please join us. Or at least come learn more and, uh, continue that conversation with us.

Lee Kantor: Yeah, I agree 100% of what you’re saying. This is such an important, uh, group to be involved with, because, I mean, somebody told me recently, like, every company’s a tech company nowadays. It’s like everybody’s a design company. I mean.

Lee-Sean Huang: Totally.

Lee Kantor: Uh, if you’re not being mindful and proactive about design and just doing whatever you’re doing, you’re missing out. Because design is important and design has an impact, and design has benefits that you may not be considering.

Lee-Sean Huang: Yeah. Exactly right. Basically, except for what exists out there in nature. Everything is designed right from the hardware and software we’re using to have this conversation to, you know, all the physical things in my office right here, right now. Um, and so our world is designed in that sense. So understanding the processes of design, understanding how that fits in. And also there are lots of non-designers who make design decisions, right? There are product managers. There are just other business leaders who are making these design decisions. So I think it behooves them, behooves you to learn more about what it is that these designers are doing, what we designers are doing, and some of the processes and the reasoning behind these choices.

Lee Kantor: So if somebody wants to learn more, what’s the website? What’s the best way to connect?

Lee-Sean Huang: Yeah, we’re at AIG or at AIG Design on Instagram and LinkedIn and on YouTube.

Lee Kantor: Well, thank you so much for sharing your story today. You’re doing such important work and we appreciate you.

Lee-Sean Huang: Yeah. Thanks so much for having me, Lee. It was great to have this conversation.

Lee Kantor: All right. This is Lee Kantor. We’ll see you all next time on Association Leadership Radio.

 

Federal Contracting Unfiltered: The Truth WBEs Can’t Ignore

September 15, 2025 by angishields

WIM-Judy-Bradt-Feature
Women in Motion
Federal Contracting Unfiltered: The Truth WBEs Can’t Ignore
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In this episode of Women in Motion, Lee Kantor and Renita Manley speak with Judy Bradt, CEO of Summit Insight, about the realities of federal contracting for women business enterprises (WBEs). Judy shares expert advice on navigating the complex federal landscape, building relationships with key agency players, and leveraging certifications strategically. She emphasizes the importance of focus, persistence, and a problem-solving mindset. Listeners gain practical tips for winning contracts, reducing risk, and using available resources to succeed in federal contracting.

Judy Bradt, CEO of Summit Insight, brings over 37 years of expertise in Federal business development and strategy to people who want to grow their Federal business. She’s an award-winning author, speaker and consultant.

Judy’s clients credit her strategies and training for a total of over $350 million dollars in Federal wins. She gives established companies focused on Federal opportunities the insight, focus, and practical tools to make the connections and sustain the relationships they need for those wins.

Summit Insight offers an account-based “earn-while-you-learn” approach to companies that want to engage their entire team in growing their Federal business. Judy develops and delivers private, custom, Federal capture and business development training for individual companies, cohorts, and industry associations. Find out more at www.GrowFedBiz.com!

Contact: Judy Bradt, CEO, Summit Insight 703 627 1074 Judy.Bradt@SummitInsight.com

Episode Highlights

  • Realities and complexities of federal contracting for women business enterprises (WBEs)
  • Differences between federal contracts and corporate contracts
  • Importance of understanding stakeholders and building relationships within federal agencies
  • Navigating laws and regulations governing federal contracting
  • Long-term commitment and patience required for success in federal contracting
  • The role of guides or experts in navigating the federal contracting landscape
  • Strategies for targeting specific agencies to build meaningful connections
  • Importance of demonstrating past performance and reducing perceived risk for federal buyers
  • The relevance of WBE certification in federal contracting and its strategic use
  • Leveraging advocacy organizations to expand opportunities for women-owned businesses

Music Provided by M PATH MUSIC

Transcript-iconThis transcript is machine transcribed by Sonix

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios. It’s time for women in motion. Brought to you by WBEC-West. Join forces. Succeed together. Now, here’s your host.

Lee Kantor: Lee Kantor here with Renita Manley. Another episode of Women in Motion. And this is going to be a good one. But before we get started, it’s important to recognize our sponsor, WEBC-West. Without them, we couldn’t be sharing these important stories. Today’s episode is titled Federal Contracting Unfiltered the truth WBEs Can’t Ignore. Today’s guest is Judy Bradt, CEO of Summit Insight. Renita, this is going to be a great show. It is so relevant in today’s world.

Renita Manley: It really is. Lee. Thank you. So today we’re digging into the unfiltered truth about federal contracting with Judy, CEO of Summit Insight. Like we just mentioned, she’s a nationally recognized expert in federal business development with more than 37 years of experience and Amazon number one best selling book and over $350 million in contracts won by her clients, Judy knows what it really takes to win the bidding above Con Arena, and she doesn’t sugarcoat it, so I’m very excited for today’s discussion.

Judy Bradt: Thanks for having me.

Renita Manley: So I’m going to just dig right in with this, Judy. It’s going after federal contracts different from going after corporate contracts. A lot of our lives are very much so focused on corporate contracts, and we do have many in the federal game. So can you tell us that difference?

Judy Bradt: The and there are similarities that are exciting as well. One of the biggest differences is that there is no organization, let alone no other country in the world that publishes over 400 pieces of information about every contract and purchase transaction on a contract expected to be worth more than $25,000 going back over 35 years. And that information is available for free online right now. If that doesn’t make your head explode, I don’t know what does. So the amount of public information available about your prospective buyers that you can access and help you make good decisions for where to focus is phenomenal. Second big difference is that there are players in what I call players at layers. There are people in unique, structured roles in every single office where you want to be successful. And while there are some parallels in the corporate world, you’ve really got to know who the multiple players are for making contract decisions in the federal world, because you need to get them all on board and knowing you, liking you, being enthusiastic about engaging you if you expect to be successful. The third is that there’s an overlay of law and regulation for public accountability for expenditure of public funds. And so, just like you wouldn’t want to step onto a hockey rink or a soccer pitch if you didn’t know the rules of the game. Knowing the rules of the game, which are published and transparent, is also essential before you get started. And I think the fourth big difference I would say, is that it’s a long game. And so it is necessary and realistic to have working capital to figure out your way. Start small, be persistent, focus tightly, build Build relationships and grow trust and track record if you want to be successful. This is not a quick sale and there’s no reason to feel you are entitled for any reason for someone to award a contract to you. How’s that for a start?

Lee Kantor: Now is is working with the government. Um, uh, something that you need kind of a Sherpa in order to do effectively? Or is this something that a person can do just on their own, like you mentioned? Oh, it’s all out there and it’s public, but it’s kind of like Indiana Jones and the Temple of Doom, you know, public like it’s all there if you can find it and use the right words to do the contract. There’s a lot of details and there’s a lot of, um, you know, you make one mistake and that could set you back, or it could eliminate you. And without a Sherpa kind of by your side, it could be difficult and it could take you longer than if you did engage help.

Judy Bradt: I would agree. And while the term Sherpa is a very specific term related to indigenous people of Nepal, I will say that I want to use the term guide, and I want to say that you’re going to spend time and you’re going to spend money. All you get to choose is the mix. You decide. And so I’m when I’m not doing government contracting, I am a scuba diver, an indoor rock professional indoor rock climbing instructor, and an instrument rated private pilot. I’m not an adrenaline junkie. What these three things have in common is that you do them successfully and safely in, by having the best guide money can find at your elbow, answering your questions, and keeping your tookus alive. This is how I feel about government contracting as well. And by the way, when I talked about the things that are available for free in public, one thing I did not say is that there’s information about all the opportunities you can win. Available for free online, in public. That’s exactly what there isn’t. And so your analogy of the Temple of Doom amused me very much. And while there’s enough doom in the world to go around at any point in time, being able to do great adventures and do them safely is going to happen more easily with an experienced guide who is paid for what they do, by and large. And a footnote there is free assistance available for every business owner that has a legitimately established business entity in the United States that wants to win federal contracts. Those are the apex accelerators and their mission, their paid 50% by the Department of Defense Office of Small Business Programs, 50% by local partners. Their entire mission is to help companies win not just federal, but also state and regional and local government contracts. And if you have not hit your dinger on the funding meter on the free stuff, for the sake of all that is holy, look up Apex accelerator in the state or territory where your business is registered, and see what kind of local help is available for free before you think about engaging anybody and paying them money.

Renita Manley: So, Judy, that’s that’s that was a lot of information to take in. And I’m so happy that we have this podcast to hold that information. In addition to this, you just recently hosted a VBA expert series for us. And in that series, which all our readers can access in the web resource portal. I remember you mentioning that federal contracts is a long game, so it can take anywhere between 12 and 24 months to get a contract. How can our VBS prepare for such a long journey?

Judy Bradt: Some key steps, and I won’t try to get all of them in, but some of the keys to success. One of them includes focus. There’s no such thing as doing business with the government. There’s only doing business with people. And for most of the world offering products and services, there are literally thousands of people who might need what you do if you’re going to be successful. The level of effort required to build relationships means that you’re going to be more successful more quickly if you do research, especially on that past federal contract data, current events and public future projections and relationships and other intelligence you have and focus tightly on no more than 3 to 4 agencies or offices. Get real specific and expect to then research what’s the network of connections with individual federal humans who are going to have to fall in love with you and be on board if you want to be successful, and then expect to get the help that you need, and invest the time and money required to understand what’s important to them and build trust and relationships with them.

Judy Bradt: There’s no such thing as well. I’m going to win a federal contract. It’ll be profitable, and the profit that I make off of that will mean I’ve got enough money to reinvest, to grow the business. Know. Just as many of us have experienced when we first started our businesses. You’ve got to get an investment, an infusion of capital, and that includes financial capital, temporal capital time, emotional capital, human capital, in order to just get on track to do that market expansion. I love the way that the Webbank community is great at offering the opportunities to connect with and understand how to get working capital and connect with each other for complimentary resources that can help them. It’s realistic to expect to invest 12 to 24 months of outlay before you win your first contract. The good news is that the last time there was research done about this, the companies who won their first contract, two thirds of them want a second contract or more within 24 months of winning the first one. So past performance leads to future wins.

Renita Manley: Yeah, that definitely sounds realistic. And a few moments ago you mentioned that we should pick about 3 to 4 contacts or, um, um, opportunities to.

Judy Bradt: Offices, offices, potential buying organizations. Not here are the only three things I’m going to bid. But rather, rather than asking what can I bid? And this is a common question that deals with the phenomenon I call opportunity illusion. Uh, everything gets better when you stop asking, what can I bid? And you start asking, who is my buyer and how can I know them? What keeps them up at night? What problems can I solve for them? What tiny problems can I solve for them so that I become the top of mind person? That when they need something, even if it’s not something I do, I’m the one they call.

Renita Manley: That sounds exactly like some of the advice that we give in our PSP program. Judy. And so I know that in our PSP program, which helps our ribs go after corporate contracts, a lot of them, they kind of eek at the idea of focusing on maybe just 3 to 5 when they can go into a portal and see about, I don’t know, 100 opportunities available. So what do you say to a baby who wants to copy and paste their email message and send it to all of these opportunities, versus just focusing on maybe 3 to 5.

Judy Bradt: I want you to imagine the analogy of, let’s say, let’s say you’re in one of the big national conferences and business fair events. You’ve been to them. They’re wonderful. They’re exciting. You come in, there’s all kinds of things going on. Imagine being in that environment and watching someone come into the room and look across the room, and they see someone and their eyes light up and they push through the crowd, make a beeline across the room to that person, go down on one knee and hold up an engagement ring. Really, you would just cringe to watch that. And that’s what’s happening every time you throw your stuff in front of somebody who’s never heard of you. And so the alternate, the alternative is, well, you find someone, you think that you could help them, you’d like to build a relationship. You have to get to know them a bit. You’re going to take your time. There are very few whirlwind romances that lead to 56 year marriages. Are there? Very few. You get to know people. It feels a little awkward. You ask their friends what they know about them. You find it might. You might say hello. They say hello. You went and you leave. You circle back again. Um, that that dance, that very human dance of connection is important. And for every single W.B. who stands on the big stage with the backdrop and the sparkly dress in the big room with the crystal trophy, who’s being recognized for extraordinary achievements. And their story of their success is comes over the public address system. There’s one line. Listen for it. It’s. And we followed up for four years. Watch for it because that happens every time.

Lee Kantor: So can you can we get kind of granular in the process? You mentioned, um, targeting a handful of offices. What does that look like? Give me homework to do. You know, like, let’s pick some arbitrary office, and then how do I know who that human being is that I should be meeting? Or who are those handful of human beings that I should be interacting with in order to build a relationship that I do have a shot at?

Judy Bradt: Pick your arbitrary office. Let’s just take an example and go to town.

Lee Kantor: Um.

Judy Bradt: The Department of Defense is not a buyer. You’ve got to be more specific than that.

Lee Kantor: Okay, so help me. You’re the expert.

Judy Bradt: Okay, let me think for just a second. Um, let’s say within the Department of Homeland Security, one of the components is the federal law Enforcement Training Center in Glynco, Georgia. All right.

Lee Kantor: Okay.

Judy Bradt: All right. So let’s let’s just say that. And so in that office and all of them there are I have a model for sorting this out. And it’s called the players at all the layers, the players at all layers and layers methodology. So in that office you would sort out the people and there’ll be multiple humans in five different roles. The first is what I call the stakeholder. Now the stakeholder in my view is someone who’s the cabinet secretary or the CIO or the base commander. The person at the top of the heap. They’re not in the room when you get chosen, but they are the one that drafted and signed off on the strategic plan for that buying organization. They said define the mission and the priorities, and they are responsible for making sure that the, um, they are carrying out the policies of this administration. Okay. That’s stakeholder. They’re not in the room when almost any of us get chosen. But they do matter. And you’ve got to know who they are because everybody takes their marching orders from there. With me so far?

Lee Kantor: Yep.

Judy Bradt: Okay. Next layer. In no particular order. Industry rb’s are in industry. The other players in industry include the prime contractors, large and small, who are already being paid money to do something like what you do that you would dearly love to be supplying. It may include people who are teamed with them as subcontractors. It could include large and small companies that would dearly love to displace them. Okay, so industry layer, you’re going to have people in a variety of roles at the industry layer. You’re going to have to get to know about and might need to team with or compete against, or nibble something off their back porch when they’re not watching. So stakeholder industry next layer. Um, a layer that has become a moderately endangered life form called the Small business Specialist. All but one of them were fired in the Department of Health and Human Services earlier this year. Thousands of others are still in their jobs. Others will be losing their jobs, but their mission, insofar as they are there, is to act as the liaison with industry. Be accountable within the agency for whether that agency is meeting its small business goals or not, and be liaison to the outside to vendors to help them navigate the system. They are not your buyers. They have no buying authority. They can’t sign stuff, and 99.9% of the time they’re not the users of what you do. They are the equivalent to the supplier diversity representatives who show up in force at the National Council of Business Fairs and other events at your regional program office. So stakeholder industry, small business specialists, then the last two truly juicy layers include the contracting layer.

Judy Bradt: The contracting officer in the federal procurement World has an authority that the president of the United States does not have, and that is the legal authority to bind your company to these United States in a contract to provide products and services. The contracting officer is supported by one or more people contracting specialists who help make sure help run the competition, make sure the i’s are dotted and the T’s are crossed. Review documents and solicitations. Throw out offers that are not compliant or complete. These folks have that authority to award the contract, but they are not stuck with the daily consequences of whether or not your product works or your service comes in on time. They’re going to administer it. They won’t pay you. They’ll make sure you don’t get paid if you don’t deliver on time. But they’re and they’re essential, but they’re not everybody. The last layer where you need to find out who your humans are, is a group that I call the end user layer. This is a really juicy layer and this includes everybody from the warrior in the battle space to the tier one help desk support person who calls up when windows isn’t working. You call when windows isn’t working. And so there’s lots of them and they are stuck with the daily consequences of choosing you. They have a lot to say about what’s needed, what’s the requirement? And the more of them that really think that you can make a difference for them, the better. Now that’s a lot of people to get to know, isn’t it?

Renita Manley: It’s a lot of people. How do how do we find these people? Like where are they? What can we do to look them up? Do we stalk them? Do we Google names? Like what? Do. What else would we be do?

Judy Bradt: Um, yes. To all of those things. But I can try it again. One of the things that I do when I work with teams and um, uh, and small groups and clients as I try to put together a, um, a starting point for a structured workflow that can make the most of the publicly available sources. And you should be able to find almost all of these people through free public sources. And as well, if you are paying money for subscription services and I’m not going to name any of them, some cost a lot of money, some cost a little. You can also make the most of your paid sources if you want to. So a one place to start is that in the. The federal government of the United States publishes over 400 fields of data about every single contract award transaction. Three of those data fields include created by, approved by. Last. Modified by. In some cases, you’re going to get a completely usable email address. In other cases, you get a first name, a first initial, a last name, a last name, a first initial something. But you’ve got about 90% of the time you’re going to have information in there about people who actually had signature authority on that contract award. And or we’re working right next to the people who did. That’s published information, and you can pull that out through sam.gov contract data.

Judy Bradt: That’s different from Sam.gov opportunities, Sam.gov data or USA. But you can’t get that through USA spending. Those two sources draw from the same pool of published data, but USA spending does not give you created by, approved by, modified by the data. Although it’s annoying to try to get and you have to spend time learning how to find it, the stuff out of Sam.gov contract data does. So that’s your first layer. Now those people. Okay, um, if you want to know, then once you’ve got a first name and a last name, LinkedIn, LinkedIn, LinkedIn, 2.4 million current federal employees have profiles that are more or less active on LinkedIn. And so once you’ve got something like a first name, last name, LinkedIn is one place you can go. Some, uh, agencies or departments publish employee directories. General services Administration and Health and Human Services, for example. The level of accessibility of any one entry. It varies by day. They turn it on, they turn it off. But those are available. Other departments like Veterans Affairs or nothing. There’s very, very little. State Department publishes a PDF. It’s not nothing. It’s not real searchable, but not bad. But um, another source so this is contracting is a great place to start. Okay. They to find end users. That gets kind of easy. Think about what are the typical job titles of people who need and know and love what you do that you can search in LinkedIn, filter by department and agency and geographic location program office.

Judy Bradt: And that’s their person’s current employment. And you’re going to search for keywords in their job titles. Not that hard. And then you not only have some identities, but you can read more about where did they go to school, How long have they been in the Coast Guard office in Elizabeth City? They just come over from, uh, someplace else on the West Coast. Gee, did they used to be in the Navy? Were they a Naval Academy graduate? That’s a whole other level of stuff. Stuff you’d really want to know about people before you talk to them, get a sense of where they’re coming from. So. Contracting layer and end users. Linkedin is a great place to pull them. About the small business specialist. If they’re still employed, it’s their job to be found so their information is available right through the agency websites. On the part of the website that says doing business with the Department of Bumpty bump. Uh, there’s a whole other chapter on how to engage productively with a small business specialist. Let’s save that as a conversation for another day if you want to, but they’re pretty easy to find how helpful they are, but you do want to check in with them because the last thing you want is for a buyer to come down to the small business office and say, hey, have you ever heard of Bumpity Bump Company? And they say, I’ve never heard of those guys.

Judy Bradt: Well, nobody wants that. So it costs you almost nothing to be polite, introduce yourself, explain the work you’ve done, and be willing to give them credit for contract awards that go to your company, whether or not they actually did anything very much to help you. There’s no end to what you can accomplish if you don’t care who gets the credit. So industry, the stakeholders with whom you don’t really need to interact anyway, they’re very public. They’re easy to find. And finally, industry, the name of the company who won the contract and where they are and what the contract was worth, and all the set asides and certifications they’re eligible for, and their phone number and their address, that’s all part of the contract award record. So all this stuff is available for free online right now. It becomes feasible to sort that out. If you’ve got tight focus, so you’re not trying to do this through eleventy seven different agencies, and you’ve got a standard workflow so you don’t miss steps and you’re not wasting time. That’s a very long answer. But did I answer your question?

Renita Manley: You did. And now I see why it’s important for me to focus on 3 to 5 targets, because there’s a lot of quality effort that goes into it. Lee, I only have one more question to ask. Judy, but do you have, um. I didn’t want to ask my last question. Unless you.

Lee Kantor: Yeah. I, um, of all of the people you’ve worked with, hundreds of people, right, in this space and helped hundreds of people and organizations. What percent, um, used your services or got their first, um, opportunity with the government by being going directly in and getting the opportunity versus somebody who’s first opportunity was maybe Identifying, like you said, a prime contractor, and then came underneath them as a sub and then used that kind of experience to then get their own contract down the road.

Judy Bradt: I love that question. I do not know. And the last time really serious data on this got done specifically for the women’s business, enterprise and women owned businesses segment. Was 2012 done by by the late Julie Weeks. So I would love to see updated stats include this. I will say that it is much more common to win. I believe that it is much more common to win your first contract, and your first contract could be worth as little as $15,000 awarded on a sole source with virtually no competition. So being a prime does not have to mean you won an $8 million contract. Um, and if you. And so, um, it’s a very long and very complex dance to say, oh, I’m going to go and I’m going to win my first contract as a subcontractor with insert name of company. They already have lots of subcontractors. Even the effort that they have to take to even get you set up, let alone well, when are they going to call you? When they need you know? One of the biggest misunderstandings about subcontracting is they’re going to call you and know you have to bring business to them. Oh, people say I said yeah. And so suddenly you’ve got to have not just the end user fall in love with you, but also the prime contractor and the federal government buyer is the most risk averse life form on earth, second only to the prime contractor who’s serving them. They don’t really want any risk either. And you as a business owner, walking through the door, no matter how bright your smile, no matter how great your track record, if they’ve never heard of you, all they see is a great big ball of risk. And they don’t like risk.

Renita Manley: How do we get rid of some of that risk? Oh, how do we get rid of some of that risk?

Judy Bradt: Ways that you can reduce the perception of risk. Past performance sells primes, and federal buyers all want to see how you’ve solved their problem for someone who looks just like them. Yesterday afternoon and the more examples you can bring to the table like that, the more they excel and go, okay, walk this way first so you can renew perception of risk by showing examples of the size, the scope, how recently the project was, what was accomplished. So they can see that, oh this, this, this vendors got me. They’re going to take care of me. And I can see how they’ve done that in a similar size and scale and scope before. That is really super powerful. And that’s especially as well if you’ve done lots of work in corporate and you’re thinking of getting a tip in tip and a toe into federal, that’s super, super valuable. Having current audited financials Is also very helpful. You’re going to need to share them sooner or later, especially if some edges up toward a contract award or a or a subcontract arrangement coming with. If you’re teaming coming with relationships with the buyer, you don’t have to open your Rolodex real or virtual anymore, but you have to be able to explain. Here’s what we know. Here’s the kinds of conversations we’ve had. Here’s the kind of engagement that we’ve had with these people. Here’s how we know that they think they’re going to die if they don’t have our solution. At the Federal Law Enforcement Training Center in Glynco, Georgia. Want to talk? So those are three ideas that help to lower. Oh, yeah. Another one as well is if you’re already on contract vehicles that the buyer uses and likes, that’s another one. Do you do are you set up to do business through what that buyer shows in the data? Is there easy button. Does that help a little.

Renita Manley: So not it does. So not only should we be be looking for opportunities and looking to be bringing business to the contractors. They need to maybe mold that that essence and try to bring solutions to those contractors, uh, solutions for business.

Judy Bradt: So you you we I one of the things that I the watchwords from Andy Cooper, one of my clients, uh, runs a team of professionals providing services in the intelligence industry. Um, it says we don’t sell, we solve, we don’t sell, we solve. And that was a fundamental shift that he credited with working with me and his subsequent wins of over $7 million.

Renita Manley: So before we get out of here, one final question. Since you are an expert in the federal arena, what tips or advice do you have to our babies who might still have some concerns about, um, using their identity as a woman to get contracts. How how are we looking in that arena? Is there a new way they should navigate that space? Is there a new way they can leverage their bank certification, or leverage the fact that they’re a woman owned business while trying to get a federal contract? Does it even matter anymore, or does it matter more now? What do you think about that, Judy? What do you have to say to us about that?

Judy Bradt: It’s a really important question. First of all. Wb certification explicitly is not recognized by the federal government. The federal buyers could not care less. There it’s not. They’re neither required nor permitted to give that up to make that a criteria or make it important when they’re making buying decisions. Okay. Now, the corporate partners, many of them have, um, are required by the Securities and Exchange Commission still to have supplier diversity, um, activities in place. So they might care a little, But nobody with um. Even if there is a requirement that only someone who is a a woman and who is certified as WB would be uniquely qualified to perform, there’s very, very little that I think is in that category. So it’s not what your gender isn’t, why somebody is going to hire you. If your experience because of your gender means that you’ve gone on to have other qualifications and experiences and, um, abilities and capabilities, then that is what’s going to show up. If there are, the federal government is still measured on the books as having goals to meet, to award contracts to women owned and economically disadvantaged women owned businesses. So if there is a certification that might end up being to your advantage, and a federal buyer, for example, could, if they know that there are enough small businesses in a particular category to justify limiting competition based on one or more of the small business categories.

Judy Bradt: Then, hey, fewer competitors. Your odds of winning are better. You want to be able to be in that that little pool if you can. So if you’re eligible for Wosb or Wosb certification, get it. But it’s not almost never going to be a significant factor in awarding the work to you. There is a difference between having a goal to award contracts to business owners in different categories, and actually using a set aside to award the work. Those are two different things. And in fact, the total small business set aside contract dollars last year were less than 3%. Less than 3% of the total dollars were awarded through setting aside contracts for any of those categories, so it might help get every advantage you can. But now I’m going to circle back and say when WB certification can matter in pursuit of government business. First use your certification to win. Work with marquee name. Impressive as all get out corporate entities so the federal buyer will go wow, you do business with PG and E! I can see why. I might want to talk to you about making sure that the that the naval base in San Diego doesn’t run out of power. All right. So use that because that’s a great way to leverage that. Second, use your WB certification to open the doors to prime contractors who may be potential partners, bring business, do all those other things.

Judy Bradt: But as a WB, somebody has a commitment to at least open the door to a conversation. It’s up to you to make the conversation worthwhile and bring things that are sparkly and sticky in a good way. Third, use your WB certification to build your network of trusted partners, among other wosbs. Lift each other up. Make this a team sport, not just a relationship game. And one of the things if you want opportunities to be reserved or set aside or competed among wosbs. Make it easy for your federal buyer. Bring a list of two or 3 or 4 other wosbs that you’d be happy to go toe to toe with. You’d just like to get a shot in a smaller pool of five people instead of 500. So know who the people are that you’d like to go go up against as legitimate strong contenders. And finally, leverage advocacy. Leverage the kind of advocacy efforts that women impacting public policy carries out on behalf of women owned small businesses across the country. Take advantage of this special membership access that you can get at, uh, at good value and prices. Pay attention and support the efforts of a national organization, national bipartisan organization that is devoted to keeping the doors open and opportunities expanding for us as well.

Lee Kantor: Good stuff. Judy. Thank you so much for sharing what you’re doing. You’re doing such important work, and we appreciate you. If there’s somebody out there that wants to get a hold of your book or have a more substantive conversation with you or somebody on your team, what is the website? What is the best way to connect with you?

Judy Bradt: Uh, three things. First of all, you can pick up my books on Amazon.com. Just Google Judy Brat, brat and the word government and you’ll find them. There’s a book and a workbook. Connect with me on LinkedIn. That’s super easy. And I have tons of free on demand webinars, guides, and blog posts and insights on my website, which is grow fed biz grow fed biz com. You can also email me Judy Brat at grow Biz. Com.

Renita Manley: And if you miss Judy’s Expert series, if you are a BB, you can go log in to our web resource portal and visit the educational resources. And you can get all of Judy’s Federal Contracting one on one information right there.

Judy Bradt: Thank you Anita. Thank you Lee. This has been fun. And the WB are the ones who are doing the important work out there. So go forth and do that because government buyers and we as citizens need what you do.

Lee Kantor: All right. This is Lee Kantor for Anita manly. We’ll see you all next time on Women in Motion.

Speaker1: Help me.

Speaker3: Kick me off when I’m down. Oh!

 

BRX Pro Tip: Sales Technology vs Human Nature

September 15, 2025 by angishields

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BRX Pro Tips
BRX Pro Tip: Sales Technology vs Human Nature
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BRX Pro Tip: Sales Technology vs Human Nature

Stone Payton: And we’re back with Business RadioX Pro Tips. Lee Kantor, Stone Payton here with you. Lee, let’s visit or revisit for a moment, sales technology versus human nature.

Lee Kantor: Yeah, I don’t know if this is because I’m old, but it’s just that there’s so much automation nowadays, and when there’s this much technology available, it’s so easy to just stop seeing your prospect as a human. And then they’re just kind of a sales opportunity or a number, a dollar amount, and then you feel comfortable just burying them in a pile of automated messages.

Lee Kantor: So when you lean too hard on automation without any type of human touch, you’re risking alienating the very people you’re trying to communicate with and connect with. So how can you balance tech with humanity, and especially at a time when people are craving human-to-human connection more than ever?

Lee Kantor: So you want to use automation for certain tasks, timely reminders, tracking data. But you want to set your human touchpoint strategically. You want to use the tech to prep, then lean on your own emotional intelligence to engage. You want to stay alert for signs your prospect wants a real conversation, and be ready to switch gears into a real human-to-human conversation.

Lee Kantor: A quick, genuine response can turn a cold lead into a warm relationship if you do this right. So how can you do this? One of the key things to adding humanity into your process is to create moments of surprise and delight. These moments humanize you, they humanize your brand, and they can rebuild trust if something’s gone wrong faster than any type of automated blast can.

Lee Kantor: So sales success isn’t about replacing humans with automation. When you strike a balance between technology and humanity, your prospects are going to feel valued, they’re going to feel heard, and they’re going to be ready to say yes.

David Fradin with Spice Catalyst

September 12, 2025 by angishields

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David-FradinDavid Fradin is a globally respected product management leader and the founder of Spice Catalyst, known for his expertise in guiding companies to develop and launch successful products.

With a background that includes being classically trained at Hewlett-Packard and later recruited by Apple, David played a pivotal role in bringing the first hard disk drive on a personal computer to market and served as the Apple /// Business Unit Manager—operating at the same executive level as Steve Jobs.

In his conversation with Trisha Stetzel, David reflected on his extensive experience in the tech world and shared lessons learned from leading product teams across some of the most influential companies in the industry. He emphasized the crucial role of customer focus, strategic planning, and cross-functional collaboration in creating market-leading products. spice-catalyst-logo

David introduced his proprietary SPICE framework—which stands for Strategy, Processes, Information, Customer Understanding, and Execution Competency—as a comprehensive guide to achieving product success. Through real-world examples, he demonstrated how companies can either flourish or fail depending on how well they understand and serve their customers.

David also discussed the importance of employee training in product development, underscoring how tools like his SPICE framework help teams align more effectively and avoid common pitfalls. As the author of Building Insanely Great Products, Organizing and Managing Insanely Great Products, and the Wiley-published Successful Product Design and Management, he offers both strategic insights and practical guidance.

His books and training courses, used by global companies like Cisco, continue to impact thousands of professionals worldwide. Driven by a simple but powerful mission—to help products succeed—David Fradin remains one of the most trusted voices in product leadership today.

LinkedIn: https://www.linkedin.com/in/davidfradin
Website: https://www.spicecatalyst.com

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Houston, Texas. It’s time for Houston Business Radio. Now, here’s your host.

Trisha Stetzel: Hello, Houston. Trisha Stetzel here bringing you another episode of Houston Business Radio. Today’s guest is David Fradin, president of Spice Catalyst and a product management leader whose mission is simple to help products succeed. Classically trained as an HP Product Manager, David was later recruited by Apple, where he brought the first hard disk drive on a PC to market and served as Apple’s business unit manager at the same executive level as Steve Jobs. He’s the author of Building Insanely Great Products and Organizing and Managing Insanely Great Products, and the widely published successful Product Design and Management. Over his career, David has trained companies like Cisco Worldwide, sharing proven strategies for building products that customers love. Today, he’s here to discuss the five keys to product success. David, welcome to the show.

David Fradin: Glad to be with you.

Trisha Stetzel: Super excited about having you on. So can we learn a little bit more about David? So tell me a little more just about you and then let’s dive into the work that you do.

David Fradin: I was born and raised in Detroit, Michigan. Uh, went to, uh, University of Michigan in aerospace engineering. Uh, was a pilot at that time. We didn’t have a flying club. So I started the University of Michigan fliers, which is going on today. They’ve trained over 5000 pilots. And chances are, at least one of the pilots that my club trained flew you in one of the airlines, uh, over the past 50 years. And then, uh, I was asked to start a national student organization in favor of an American supersonic transport, and found myself and my sophomore year in college, testifying before the House Aeronautics and Astronautics and Aeronautics Space Committee in Washington, D.C., and going to meetings at the white House and my pink polyester suit. Uh, this is about the time John Travolta made it popular. And, uh, then, uh, when I graduated in interdisciplinary engineering, I couldn’t find a job. So I kept the fast organization going, changed the name to Federation of American Supporting Science and Technology, moved its offices to DuPont Circle in Washington, D.C., which has been in the news lately. And, uh, then, uh, after I decided I couldn’t be a student anymore and lobbying Congress for the space shuttle, for which I was successful at lobbying Congress for Project independence to avoid the energy issues we’re facing today, for which I was totally unsuccessful.

David Fradin: I was recruited to go to Minnesota, uh, to head up the Environmental Balance Association of Minnesota. And, uh, that resulted in two things. One is I was one of the first, uh, environmental mediators using the process of mediation to resolve economic, environmental and energy disputes. And the second thing is that I realized that I never want to see a snowflake again, uh, unless it’s in my martini. That I got involved in being on the, uh, policy steering committee for a former, uh, at that time, a US congressman, uh, Al Quie running for governor, and, uh, was asked to take over as his campaign manager. Uh, we were behind by 20 points when I took over with three weeks to go, and we won by ten points. And John Connally liked that. And so John asked me if I would, uh, be the campaign manager for his Minnesota portion of his presidential campaign, which I was, and we did four times better in Minnesota than he did in New Hampshire. Uh, we got, uh, 4% of the vote in Minnesota. He got 1% in New Hampshire. And then, uh, Hewlett Packard recruited me to come to California to, uh, handle their siting issues, uh, for new, uh, HP manufacturing facilities.

David Fradin: And when I joined the, uh, the HP PR department, I was astonished that they did not have word processing. Uh, this was 1980, when I had been using word processing all the way back to my first organization. Uh, so I introduced word processing from an internal word processing program on an HP minicomputer, which turned out to be a sort of inside product management job. And one of the wonderful things about HP is you could transition laterally. So I transitioned from there into office systems, uh, with a uh, uh, executive report writer on top of a relational database. And, uh, then Apple recruited me to bring the first hard disk drive to market, as you mentioned earlier. It was enormous in size. It was a five megabytes, and it was very cheap. It was only $3,500. And nobody could ever understand why they would need more space than 143kB on their floppy disk. So they noticed that I knew how to manage, and they asked me to take over the, uh, the Apple II product line as the group product manager. And then, uh, uh, about 2 or 3 weeks in, Steve Jobs convinced the executive committee to cancel the product line, and I’ll tell the rest of the story later at the end of the podcast.

Trisha Stetzel: Okay. I can’t wait. Can we fast forward. I’m just kidding. I’m kidding. Well, you’ve had so much experience in, um, product launches and even groundbreaking product launches like, uh, with HP and Apple that you just gave examples of. Can we talk about the five keys to product success?

David Fradin: Well, I found through my experience over the last 55 years of bringing, uh, new organizations, new products and services to market, uh, over 75 of them, uh, that, uh, the five keys of product success is summarized as a pneumonic in my company’s name, spice catalyst. Uh, the five letters of spice. So the S stands for a product market strategy, which I urge, uh, organizations and companies and individuals to write first before they start spending their money on development. And that product market strategy helps you understand who you’re building this product for, what it is that they want to do. What’s the competition like? What’s the key value proposition that all the other elements of a product strategy like pricing support, service training and so forth, uh, the personas of who you’re targeting, your target market, uh, your, uh, total available market, the total market, and so forth. So you should have that all defined takes about 3 to 6 people months to get that done. Uh, but many, many companies don’t do that. And they follow, uh, Mark Zuckerberg and Elon Musk’s, uh, uh, product path to failure of to, uh, act fast, break things and fail quickly, which includes all of social media and democracy worldwide by enabling the spread of, uh, lies, uh, much more easily. So the p that in spice is repeatable processes. I had a client that had come out with five products.

David Fradin: They all failed in the marketplace. I asked them if they had repeatable product development processes. They said no. And the VP of Product Management of that company said that just resulted in a culture of blame where the product introduction, failure, wrap up meetings, everyone would sit in a circle and point fingers at the others rather than climbing up the maturity curve that I think was either Harvard or MIT. Uh, right about the I is having the information necessary to make informed decisions. The C is understanding your customer. And this is probably the most important part. So understand what is that your customer wants to do, why they want to do it, when they want to do it, where they want to do it, how they want to do it, what’s standing in their way? How important is it for them to get that thing done, and how satisfied are they with the current solution? And then lastly, the E is to ensure that you have within your organization, uh, both employees and Is and consultants. The 130 competencies or skill sets necessary for product success. And if you don’t, then what you should do is put together an assessment program to figure out what you do have, and then a training program to enhance and add those additional skill sets necessary for product success. So that’s the whole spice. Five keys to product success.

Trisha Stetzel: Wow. It really simplifies everything. Um, strategy. Total sense. You got to have your strategy before you start looking at your repeatable processes for what you’re going to go build or do, gathering the information and making sure that you’re, you know, your customers. So I’d like to focus on that if that’s okay, because I think, um, the audience and many people that I talk to forget to know their clients. They build this beautiful product and they go out and say, everyone’s going to buy it, because I think it’s amazing. Yet they have no idea who they’re selling it to. So what role does understanding that customer really play in product success?

David Fradin: It’s what makes 100% of the role. If you don’t understand who your customer is, your chances for failure are probably pretty close to 100%. Uh, I joined a company that my uncle was the investment banker on, and they were trying to develop a computer workstation, which was the follow on to the personal computer and a page layout program like PageMaker or Interleaf. Uh, and also a CAD program like Autodesk, all within a company that only had a few million dollars. So they’re trying to do what Interleaf and Adobe and Sun Microsystems and AutoCAD were all doing, spending billions of dollars to get it done. Uh, so they threw the product out in the marketplace, wasn’t selling very well, hired me to turn it around, And I went out and I interviewed the 20 customers that they had and found that they were using it for what they called assembly instructions, or manufacturing instructions, where you had these drawings incorporated in your text, explaining to the people on the shop floor how to build the product. But if the revision of the product usually would be electronics was changed. You had to quickly update those assembly instructions, otherwise you’d be building stuff that was later destined for the garbage bin. Uh, so I reoriented the positioning of the product, the marketing, the sales to focus on, uh, manufacturing instructions. Uh, and we had success for several years. Uh, but then they refused to account for, uh, upcoming releases of Microsoft Office on the Macintosh, which could do many of the same things, not as well, but significantly cheaper. So I left the company at about a year or two later they went out of business. So understanding who your customer is and what it is that they want to do starts with first observing, uh, because people as, uh, Henry Ford and as Steve Jobs have said, people can’t tell you what they need or they want.

David Fradin: The reason for that is that they have to, uh, those customers have to figure out, uh, the problem that they have and define that. Most people can’t figure out what problem they have, and then they have to come up with a solution and then make that suggestion in terms of what it is that they need or what they want. And most people are not capable of doing that. So, uh, Henry Ford, uh, went out on the streets of Dearborn and interviewed people, and they asked he asked them, would you like to have an automobile? And they said, what’s that? And then he asked them, how would you like to have a car? They said, what’s that? And if you relied on big data back then, assuming the internet was around and you checked how many people were searching for the keywords automobile or car. You would have found zero people looking for that, that want or their need. But if you just grabbed a mug of beer and sat on the stoop of one of the many saloons in Dearborn, he would have noticed people beating their horses with sticks to get through town faster. So what they wanted was a faster horse. And maybe they had some influence as to why, when the model T came out, he didn’t call it a automobile or a car. He called it a horseless carriage. So the way you do that is you first observe, then you interview, then you survey. And then if you have big data and analytics available, you use that information to refine the features of your product to do what it is that your customer wants to do.

Trisha Stetzel: So can we just take one step back before that? How do we know who our clients are? How do we know? How do we identify our customers?

David Fradin: Well, you start out with a bottoms up approach. Uh, I’ll give you an example. When, uh, the guy that started Uber, uh, he lived in Los Angeles and I lived there for a while and also traveled there for business a lot. And frequently you would call for a taxi and it would never show up. Did you call them again? And they say, oh, I’ll be there in ten minutes and then it doesn’t show up. Uh, so it was a big problem, uh, getting a taxi. And then when you get to your destination, if you don’t have enough cash. Uh, they didn’t take credit cards back then. Uh, you’re fumbling around, so you had to make sure you had enough cash. An ATM machines had just come on the market. This would be back in the 70s. So, Trevor, I think that’s what his name was. Or Travis noticed a real need for using the intelligence of a smartphone and do all the things, like order that ride. And then when you get to your destination, you just simply get out of the car. You don’t have to fumble for any change. Um. Now, if he was in, uh, Washington, DC or in New York City, uh, and I’ve lived and worked in both places. If you raised your figure to scratch your nose, about ten cabs would line up to pick you up, because the way you hail a cab in those cities is you go like this. Um, and he would have said there is no problem. And therefore, he would never, uh, invented that notion of Uber. Uh, and that’s just him observing himself having a problem and then extrapolating that across the, uh, the potential market and then roll up the personas of those people, uh, into identifying what the total market is, that how much of it can he potentially reach? And that ends up being his, uh, target market?

Trisha Stetzel: Wow. Yeah. Start from the bottom. Bottoms up. Approach. I love that. Thank you. David. Uh, I know people are already curious. They want to connect with you or learn more about what it is that you’re doing. So what’s the best way for folks to reach out or connect with you, David?

David Fradin: Well, they can go to Spice catalyst.com, which is my website, and there are links from there to all of my books, uh, also to my online training courses served up by Udemy and the syllabuses for the training courses that can be delivered in person. Uh, also, I suggest a search for my name on LinkedIn and asked to connect. Uh, or they could go to Amazon and put in my name and they can see links to all of my books.

Trisha Stetzel: Fantastic. And David’s last name is spelled f r a d I n for all of you who are just listening. And if you’re watching, certainly you can point and click on the show notes. I’ll have all of the links out there as always. So, David, can we talk a little bit more about your books and your training? So let’s start with what what what are they and and who do those serve who might be interested in the training, uh, and or the books that you have out there?

David Fradin: Uh, the courses that I offer go through each of the five keys to product success in depth. Uh, my books cover them. Uh, building insanely great products is a little under 200 pages. It goes through the five keys in some depth. The organizing and managing is for the CEO, CXO Group, uh, to tell them how to put together their organization of product success managers to have successful products. And then Wiley published a little pamphlet of mine. It’s only 796 pages, uh, which goes in depth the five keys to Product success, plus more, uh, that goes through many of the skills and competencies, including things like, uh, negotiation, mediation, presentations, networking, uh, persuasion, influence, that type of thing, plus the technical documentation requirements and support service requirements for any product or service. Uh, and then that’s also available on Amazon. Uh, all of them are available uh, worldwide.

Trisha Stetzel: Spice catalyst you guys. Spice catalyst comm. So go check it out. David, um, you’ve trained team. You mentioned leadership, and it sparked a question. You’ve trained teams, um, at companies like Cisco around the world. What common mistakes do you see these product leaders make? And how do your five keys help prevent them?

David Fradin: Uh, they fail to, uh, understand what it is that their customer wants to do. Uh, they’ve gone to market before. They’ve written their product market strategy, which tells them where they should be focusing their resources. And the product market strategy also lays the groundwork for the messaging used in the social media, the Of advertising, the public relations, the presentations, the sales pitches, which is put together by the marketing department and that is based on the market product market strategy. If you don’t have that, then they have to go out and invent the whole thing from scratch.

Trisha Stetzel: That sounds like hard work. And marketing is a big deal, right? We build the product, we have the right customers. How do we get it in front of them? We have to market and advertise to get it there. Absolutely.

David Fradin: Um, you written the personas of who you’re targeting. Uh, in addition to asking them what it is that they want to do, you also ask them, who are they? Uh, where do they get their information from? And if you know where they get their information from, then that’s where you go and put your marketing messages. If they go on, uh, Twitter, then you go on Twitter. If they go on, uh, Instagram, then they go on Instagram? If they go to the newspaper, then you put your ads in the newspaper. I don’t think the newspapers anymore, but whatever.

Trisha Stetzel: Online newspapers, it’s sort of the same. You just can’t touch it unless you’re using your mouse, right?

David Fradin: Wash your hands afterwards.

Trisha Stetzel: Oh, that’s absolutely true. I’m one of those people. I loved reading newspapers, and the print would get all over my hands. I don’t know what it is. Something about me. Um. I like to focus a little more on the E in spice. You talked about, uh, employees and the idea of doing assessments or diagnostics and then building training around that. Can you talk a little bit more in detail around, uh, what makes that piece successful and how it should be run?

David Fradin: Well, I suggest a three step repeating process. The first step is an evaluation of the skill sets and competencies of each of your employees, and identifying where the weaknesses are. That put together a year long training program to strengthen those weaknesses and then repeat the same assessment at the end of the year, put together additional training and keep repeating. It’ll take 3 to 5 years to get everybody up to stuff, but then you’ll have a dynamite organization in which you could bring any product or service to market and have success with it.

Trisha Stetzel: Mhm. So David, with all of your experience, tell me about the transition from doing all of this work for others and transitioning into your own business. Own business and training companies versus you being a part of that company.

David Fradin: Well, uh, the primary difference is to find those customers, uh, and hopefully, uh, I try to employ pull marketing, uh, where they come to me and say, hey, I’ve got a problem. Uh, can you help me out or. Hey, I want to get my organization assessed, and I want a training program customized to put together just for them. Uh, so I’ve done that for companies like Diebold and, uh, GameStop. Uh, and, uh, I’ve trained people everywhere from Capital One bank, uh, to the Botswanian telecommunications company, which is in Africa. And I went to Botswana. And the reason I went there is I was wondering how it was possible to have a country north of South Africa.

Trisha Stetzel: That’s very interesting. And what a great reason to go there after all. I love that. Um, as we get to the back end of our conversation, I’ve been waiting this whole time for you to finish your story about the Apple three, uh, product launch that was canceled, I think you said so. Can we hear the rest of the story?

David Fradin: Uh, no. The product was already in the marketplace. The first product manager was a fellow by the name of Steve Jobs, and he started up like he did with his later computers. And, uh, Steve was having his Macintosh developed. This is back in 1983. And he thought if he could get the Apple three out of the marketplace, that he would have room to run with his back, which he had not yet introduced. Uh, so he convinced the executive committee to cancel the product line. And a couple three weeks later, I was walking out of the Executive Office building on Mariani. Mariani Avenue in Cupertino. And Ida Cole, who was the director of marketing for the Division I was in, ran out and grabbed me and said, John wants to talk to you. And I said, John who? And she said, John Sculley, the president. I said, oh, yeah, I met him a couple of times. So she ushered me into this little conference room off to the side of his office, and John was sitting at the end of the table and I sat down across from me. On my left was Joe Graziano, the chief financial officer for the company, who later went on to be the CFO at Sun Microsystems and helped them grow and then came back to Apple and Kitty corner. For me diagonally was Dell Yocum, the VP of manufacturing who later went on to become president of Apple. And Sculley is sitting there looking at a super Visicalc spreadsheet, and he looks up from that and says to me, Dave, uh, uh, we’ve got a problem.

David Fradin: We’ve got, uh, $30 million worth of piece parts, uh, this canceled Apple II product line that you’re the group product manager for. Uh, and they’re spread out from Singapore to Dallas to Cork, Ireland. What should we do? And I said, what do you mean we, paleface? And he didn’t get the joke. So I explained to him that back in the 50s and 60s. And then in the 80s, there was a guy by the name of the Lone Ranger, and he always did good. He had a wore a black mask, rode a white horse called trigger who was buried next to him now and had a silver revolver with a silver bullet or something like that. Only one silver bullet, which you only would use in special occurrences. And he was galloping through the desert of Arizona, and he and his Indian sidekick Tonto got surrounded by 10,000 yelling, screaming Indians. Now, when I tell this story to people from India, I have to explain. I’m talking about American Indians, not Indians. Right? The Lone Ranger turns to Tonto, says Tonto were surrounded by 10,000 yelling, screaming Indians and all they want to do is scalp us. Not recognizing the Tonto was an American Indian. And Tonto says, what do you mean we paleface? Scully snickered. The other people laughed and I said, you know, um. And I explained to him that if I wanted to do a promotion to get increased Apple II sales, I had to take it to a marketing communications department in my division, who took it to a similar department at corporate, who took it to, uh, the sales organization, who took it to the sales force, who in turn took it to the principals of the manufacturing rep firms or distributors that we are using, who then took it to the salespeople that called on the dealerships, who then took it to the principal owners of the dealerships, who then took it to the sales manager, the dealerships, who then took it to the salesperson on the floor, which would meet the prospective customers coming through the door.

David Fradin: And I said, you know, John, when I started here at Apple a little over a year ago, I went to work on weekends at a local computer store in Fremont to understand what’s happening at that other end of the trans transaction, uh, which I was encouraged to do by the courses I had at, uh, HP University. And I said, you know, for me to effect a promotion that actually has any influence. And by the way, none of this information I was putting out is the group product manager was reaching any salespeople on the floor in the dealership. And I said, you know what? It’s like pushing a wet noodle. He snickers. He says, well, what should we do about it? I said, give me the authority commensurate with responsibility. If you go back to the beginning of the position of product manager, it started in 1932 at Procter and Gamble.

David Fradin: It’s called a brand manager. And they had full authority. They had the budget for the advertising, the PR, the market research, uh, and the sales, uh, materials to trade the sales force and so forth. But that’s all been stripped away from the product manager. Give it back to us and we’ll get these things sold. He said, okay, make me a proposal. So I got about 70 some people in the company to contribute information, and a core group of like 7 to 12 of us wrote a 80 page business plan covering the all the sales, all the marketing, uh, all the engineering, everything except manufacturing, which we didn’t have to worry about. And then on July 15th, 1983, I presented these business, the Business Plan, with alternatives to the executive committee. Uh, and, uh, we had come up with five alternatives, and one of them was to do what the executive committee had decided, and that was to shut down the product line. And another one was something that I believe very strongly in. And that is let the market decide when the product should be ended. Uh, when the sales stopped, that’s when you end the product. Otherwise you eliminate what the Boston Consulting Group called a few years later. The cash cow. Right. So the key part of the meeting, Floyd Quam, who is the vice president of marketing and sales at the time, says, Dave, if you get a call from a dealer and, uh, we decide to let the product go on or we decide to kill the product, what would you say? Keeping in mind that the back of the room was a lady by the name of Ann Bowers, who had married Bob Noyce at Intel several years earlier.

David Fradin: And she was consulting with Apple at the time on, uh, human resources, on HR. And she was the VP of HR, and she had instituted several years earlier an effort to put together and write Apple values, which was based upon Intel’s values, which was based upon HP’s values, the HP way. And those values included things like empathy for our customers, achievement, individual performance, team spirit, quality, excellence, and most importantly, good management. And everybody knew that the arbitrary canceling of the Apple three and taking a $30 million loss and screwing our 50,000 Apple three customers out there by saying thank you for your loyalty, but we’re not loyal to you would be the wrong way to go. So I said, Floyd, if you let the product continue, I let the market decide. I’ll tell the dealer that. And so long as you continue to sell it and support it, we’ll continue to market it and support you. Uh, but on the other hand, you guys decide to shut the product line down. I’ll give the dealer your phone number. Kwame. And they got they got the message that that would that decision would be completely against the values of the corporation, which is the key to the company’s success, to make it valuable companies in the world today.

Trisha Stetzel: Yeah, absolutely. What a great story. David, thank you for sharing that. Uh, as we close, I would love for you to offer some insight to those who may be struggling there in the product, uh, business. And they’re struggling right now. Where do they begin? What’s the first right step they can take today?

David Fradin: Um, look through the elements of the product market strategy and write up those parts that they, uh, haven’t done yet or those that need to be improved or enhanced.

Trisha Stetzel: Um, and take Dave’s training. I’m just saying that’s important, right? Uh, David, thank you so much for being with me today. One more time. How people can find you.

David Fradin: Uh, go to my my website, Spice Catalyst. Com, uh, or connect with me on LinkedIn. Uh, just by searching for my name. Uh, David Fradin. And you can get my books on, on Amazon also by looking for authors by the name of David Fraden.

Trisha Stetzel: Perfect f r a d I n you guys go out and check out David’s website, Spice Catalyst, and go to Amazon. Type in his name and you can find the books that he’s written out there as well. This has been such an amazing conversation today. David, thank you for joining me.

David Fradin: Thank you for having me.

Trisha Stetzel: That’s all the time we have for today. If you found value in this conversation, please share it with a fellow entrepreneur, a veteran or Houston leader ready to grow. Be sure to follow, rate, and review the show. It helps us reach more bold business minds just like yours and your business. Your leadership and your legacy are built one intentional step at a time. So stay inspired, stay focused, and keep building the business and the life you deserve.

 

Tagged With: Spice Catalyst

Curtis Mohler with Crew Logistics

September 12, 2025 by angishields

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Beyond the Uniform
Curtis Mohler with Crew Logistics
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Curtis-MohlerCurtis Mohler is the Director of Strategic Operations & Integration at Crew Logistics, where he plays a key executive leadership role in driving strategy, growth, and operational excellence across the company’s public and private sector engagements.

With 39 years of experience spanning the university, military, defense, and commercial sectors, Curtis brings unmatched expertise in federal contracting, business development, and team optimization.

At Crew Logistics, Curtis leads initiatives in business strategy, SWOT analysis, revenue forecasting, marketing, capture management, and competitive intelligence. He is instrumental in implementing government contracting systems and training internal teams to increase efficiency, elevate institutional knowledge, and boost ROI.

His role extends to international business development, where he leads engagements with senior military officials and decision-makers across the European theater to capture large-scale federal and DoD contracts. crewfacilitieslogo1

Curtis also serves as a mentor and certified business coach, leveraging his deep knowledge of federal procurement systems, including past work with the Defense Logistics Agency (DLA), Army Contracting Command (ACC), and PTAC/APEX programs. His passion lies in empowering entrepreneurs and executives to grow sustainably and succeed in high-complexity environments.

A true “force multiplier,” Curtis is known for driving value, building strategic partnerships, and delivering billions in captured opportunities for clients and agencies alike.

LinkedIn: https://www.linkedin.com/in/curtismohler/
Website: http://www.crewlogistics.com

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Houston, Texas. It’s time for Houston Business Radio. Now, here’s your host.

Trisha Stetzel: Hello, Houston. Trisha Stetzel here bringing you another episode of Houston Business Radio. Beyond the uniform series. Y’all know I love to highlight leaders who bring their military discipline into the business world, and today’s guest is a perfect example of that. Curtis Mohler is a US Navy veteran and the director of strategic operations and integration at Crew Logistics. With nearly 40 years of experience across university, military, defense and commercial sectors, he leads strategy, operations and business development in federal, state and DoD markets and is an expert in government contracting, capture management and international National business development. Curtis, I have more just Wait, including securing large scale contracts with senior military officials across the European European Theater, known as a force multiplier. Curtis has helped generate billions of dollars and captured opportunities, and is so passionate about empowering entrepreneurs and executives to grow, excel, and succeed. Curtis. Wow. Welcome to the show.

Curtis Mohler: Thank you so much for the opportunity to be with you. Houston radio and you and forgive me, a platform to share about crude logistics and a little bit about my background and how we can help other businesses and how crude logistics helps oil, gas and energy, uh, both on the commercial, federal and international side. But what we’re involved in to help the community to as well.

Trisha Stetzel: Yeah. I’m so excited to have you on. Uh, you guys may be familiar with crew logistics because we had Andrea Zacharakis on with us. Listen to me. Still say her name, right? I’m getting really good at it. And, um, now Curtis is here and actually, Curtis is the one that introduced me to, uh, Andrea. And you guys do such great work. So, Curtis, tell us a little bit more about you and then let’s dive into what Crew Logistics is doing.

Curtis Mohler: Well, thank you so much for the introduction. It was real good. You probably pretty much covered everything. Um, I’ve been really blessed in my career. Um, spent 20 years in the military. And then from there, when I got out, I, uh, took a position with the Performance Military group, which supports Navistar Defense, where I was the regional marketing manager and eventually account manager for the Western United States, where we, uh, rolled out the saber dimer program. So, uh, very familiar with, uh, business development capture management. From there, I had the opportunity to, um, go to UTSA and work under the SBA and SBDC as, uh, the Veterans Assistance Service program there. We helped, uh, small businesses and returning veterans from the war and wounded warriors start, expand and, um, trained their businesses all the way through. And then I created a process of seven phase process for business to help them. That was a real joy for me. Then I transitioned to the Chase Business Development Program, which was another veteran program that focused on government contracting. From there, I worked for the UTSA and on the SBDC and the TAC for eight years. Being a counselor probably done about 6 to 8000 hours of one on one advising for owners, starting expanding their business under the DLA contract.

Curtis Mohler: And then I became eventually program manager of the TAC, as well as the Apex transition, that program and of course securing billions of dollars. The greatest thing about that is working with our veterans. Um, as a veteran myself, um, when you’re meeting the veterans, not only do they have a passion for their business, but, um, they have the skill set and experience needed to be successful. And just giving those keys and support units and also the training they flourished and just seeing them take it from one stage all the way through. And now many of them are multi-millionaires and and starting their own businesses. That was a great joy for me. That led me to eventually to crew logistics. Uh, Andrea used to be a client of mine, and then we circled back and she reached out to me and said, uh, can we help with logistics? And, uh, it was a wonderful opportunity for me to use my gifts and talents and experience in leadership, as you mentioned, to help now, crew logistics, supporting the oil, gas, energy, as well as our federal partners.

Trisha Stetzel: Yeah, absolutely. And you have such a vast background from a business perspective, but also even just the little bit that you’ve shared so far, you’re such a giver. We’re going to talk about that in a few minutes as well, because I know crew logistics is giving back. But let’s dive a little deeper into crew logistics. For those who didn’t catch Andrea’s episode, let’s talk about what Crew Logistics does and how they’re supporting oil, gas and energy specific to Houston.

Curtis Mohler: Yeah, matter of fact, I was just out in West Texas and Midland Odessa hit about 45 oil rigs. Um, Crude Logistics is a nationwide program and a company that provides group lodging and the roster management support. When the crews have to go out for any reason, that routine business, routine project hitches, emergency reasons, emergency reasons or projects. Uh, we basically support the people and the leadership, and we find them a place to stay. Uh, because, you know, if they don’t have a good place to stay and they don’t feel comfortable with the job, and the mission is not going to get done, your people are the most important asset. So we make sure the oil, gas, energy, uh, disaster resource companies have a great place to stay. But we also take care of the invoicing and accounting and roster management through our crew fax, uh, reservation system, which makes the invoicing and the accounting process seamless. And we can also, uh, in most cases, save them 10% or more of their, uh, current monthly travel spend, which could be hundreds of thousands of dollars. That enables them to put the money back into the company and employees are either reinvest it or give it back to them. So we think we have a valuable resource and a lot of products and services in our platform, and we can pretty much adjust anything. We can build out man camps, camp Modulars, camp solutions, laundry and the international side. We can even help with the military, um, doing several things building out camps, uh, providing uh products and resources through our platforms. But our goal is mainly housing and doing logistics and moving the troops and the oil and gas and energy energy personnel to where they need to be so they can fulfill their mission.

Trisha Stetzel: Um, and then no one else has to worry about it, because that’s exactly what you guys are doing, right, is making sure that everyone from a human resource perspective is taken care of. So let’s talk specifically about Houston. What kind of work are you doing down here in oil and gas?

Curtis Mohler: Yeah, we’re working with a lot of oil and gas companies down here. Of course, a lot of them are headquartered, whether in spring, Texas or Houston or Louisiana. Um, most of our area covers, um, eastern New Mexico, um, in the shell areas there, West Texas and Houston, of course, in Corpus Christi, south toward towards Laredo, as well as Oklahoma and parts of Kansas. So that’s really our sweet spot. Of course, we do it throughout the nation. But really, uh, the region down here in your listening area, uh, have, uh, companies that we can support if you’re not connected to crew logistics, of course, connect with us. And then we can help your companies. But we’re helping a lot of oil and gas companies that are affiliates. And they have subunits down in West Texas and Odessa, which I just visited. So, uh, a lot, uh, going on with crew logistics and, uh, there’s great ways that we can serve them.

Trisha Stetzel: That’s beautiful. So you’ve got some really deep experience from your time at UTSA, Apex Accelerator and even and tech. So what are some of the biggest lessons you have learned, uh, about helping small and large businesses start, expand and even be successful in government contracting?

Curtis Mohler: Yeah, I was really fortunate because I came in 2011. Um, the late Terry Williams, uh, was able to hire me and she said, look, I know you can do the job. I read your resume. And, um, and so she gave me the opportunity to do that. And then working with UTSA for the last 12 years and then eventually taking over the tech and the apex. It was a critical time, too, because, uh, they shifted from the tech to the apex. So I was able to not only, um, uh, restart or reengage the tech and kind of restructure the program and, and, but also bring the apex accelerator online, uh, including all aspects of it, whether it’s the personnel grant and the mission itself, the goal there at the Apex accelerator and the tech was to help small and large businesses, whether it be defense industrial base or the government industrial base, that’s that’s key because it fits into what we do at Cru logistics. Uh, of course, uh, a lot of our partners, um, are doing, uh, government industrial base, which would be the contracting side of it on the commercial as well as the the federal side. Uh, my work at the TAC and the experience that I learned, uh, counseling and advising companies and owners was really a platform I was able to use with Crew Logistics because I was able to go into, uh, the companies very quickly and assess what they needed and then build a strategic plan for them and, uh, leverage that through our platform and resources, through crew logistics. So, um, the biggest lesson that I learned from that, um, on the apex and the TAC is no matter if it’s federal university, private sector or government, at the end of the day, the client and the company just wants to be served. They want you to provide solutions for them and any solutions that you can provide them through your research and your hard work, that’s really going to help them propel them most. In most cases, they have the, uh, internal, uh, personnel to do it. They have the talent. They just need a little coaching and help.

Trisha Stetzel: Yeah, absolutely. Uh. So you managed to veteran programs both, uh, in, uh, Vasp and chase business development. I know that you all are also supporting the troops, and you mentioned that a few minutes ago, uh, in the in the international space, Andrea, and you are both very passionate about supporting veterans. So talk about how crew logistics is supporting that space, um, internally and externally.

Curtis Mohler: Absolutely. Uh, well, one of the things you want to do is when we expand and we have projects, we have an opportunity to hire. And so our first place is going to be the veterans. Um, recently I was able to, uh, Andrew and I were out in Germany and we were able to build relationships with the International Tap Program or the Transition Assistance program. I just had a webinar with two weeks ago. Why that’s important is a lot of our veterans are looking to transition. They’re looking to take the viable skill, um, and then transition that to a, a skill that they can use on the civilian side with crew logistics. Our service platforms fit very well in the Army logistics as well as the other platforms such as IT, hospitality, uh, crew management, field logistics. So I was able to have the opportunity to speak to the international Germany tap audience out there and provide how we help them transition. And we’re one of the avenues or companies that could actually transition to. We also have been helping out, um, building out the relationships with the international community in Germany as well as, uh, the, um, corporate and also the internal structures of the, uh, different units out there and see how we can best support their units through crew logistics platform, but also be a conduit, um, to hire them to as well.

Trisha Stetzel: Um, it’s such a beautiful thing. You you have this amazing background, but you’ve always had this mission, I feel like. And it it’s I see it through the the business part of you, the coaching part of you, as well as the personal part of you. Uh, in that mission. So if people are already and I know they are Curtis, uh, excited and want to reach out to you. They want to learn more about you or connect with you, or even learn more about crew logistics and how they can get involved. What is the best way to connect with you?

Curtis Mohler: Absolutely. Um, uh, my email is Curtis at Crew Logistics. Com that’s Curtis at Crew Logistics comm and my phone number. I’m going to put a public I mean you can contact me directly 21082233145. We’d love to talk to the owners of the oil and gas industry and energy industry and, uh, just provide what we call a crew saver, uh, presentation. It’s a 15 minute presentation. It’s virtual. It’s zero risk to you. It’s basically a program where we look at your last 60 days travel spend, and then we provide you, um, with analysis, uh, within a week or two of that, and then how we can save you money. But what we do is we build a customized travel plan just for you. But it’s not just where to stay, but how best you could could have saved money. And then how can you can save money in the future with us using our platform. So it’s a great benefit for any size of an oil gas energy company. Give us an opportunity to it to do it. And it’s again zero risk through the Crusaders program. 15 minutes. It’s worth your time.

Trisha Stetzel: Wow. That’s fantastic. What a great program you have. So for all my oil and gas leader friends who are listening or those who have oil and gas friends, please spread the word about this program that Curtis just talked about. All right. Circling back around to, um, business leadership, what advice would you give to business leaders who want to grow in competitive markets while staying true to their mission?

Curtis Mohler: Absolutely. Um, you know, having a master’s degree in organizational leadership, I have a passion for projects and leadership, And I just love mentoring people. You know, as leaders, you will never stop getting opportunities to mentor people. And you want to do that. Um, there’s two options. You could either hold information to yourself and all your gifts and talents and never share them. Or you could take the verse that I always have is never withhold something good when it’s in your power and hand to do it. And so in Proverbs 327 and that that’s a good leadership. Um, modem. I’ve lived a model for, uh, many years, and you’ll never go wrong by sharing and supporting and then training and investing in people because it always comes back to you. But at the end of the day, you’re mentoring somebody in the future generation, and it’s helping all of us. So never be weary and never be tired of investing in others because it’s always going to come back to you. But it’s helping them and they’ll never forget those things.

Trisha Stetzel: Yeah, absolutely. Share the wealth. Right. Share your knowledge. Share your expertise I love that. Uh, so in keeping with this mission, I know that there’s something that you and crew logistics have been leading in the, um, getting information out about human trafficking. And I’d love for you to talk about how you guys are engaged in that and what you’re doing.

Curtis Mohler: Yeah, I can summarize it real quick. Uh, for $25 investment, I went down to the oil and gas network. I want to encourage everybody to go to Oggun. It’s the last Thursday of each month. I think it’s starting in September. Mark LaCour and his staff, um, uh, page and and everybody down there has just been wonderful. Uh, I went down there and, uh, attended their mixers, which is outstanding for the oil and gas. You need to do that down at the ranch office during that. Um, what they do is they, uh, provide an opportunity for companies to, um, basically sponsor and, uh, read em. Read em is an organization headed by David Reed and his wife, as well as Jason Duff and several others that fight, uh, human and sex trafficking, which is just a horrible thing. Um, I shared that with Andrea and and the team, and, uh, we are now not only sponsoring for consecutive months to the end of the year, which is January, so 5 to 6 consecutive months. But we also want to put a challenge out to all the oil and gas industry that to match that and to go to the OGC and connect to read em and Jason Duff and uh, David read and get involved in that.

Curtis Mohler: It’s a very important, um, organization. Uh, we can collectively as the oil, gas and energy industry, all of us, whether we’re on LinkedIn or military, I want to encourage all the partners, clients, resource partners, stakeholders to get involved in that not only give, but give of your time. Andrea had a great opportunity, along with Matt Hogan, uh, to be part of a roundtable on the 31st of July and, uh, and really support read em. And of course, if you go to our LinkedIn, uh, Curtis Moeller, you can connect with me and Andrea Tsakanikas, um, as well, um, you’re going to see that we’ve made a lot of posts to read in, but we are heavily involved in what we call project Red or Red card. Of course we know red card means stop. It’s not good behavior. Everybody’s familiar with that. So that’s where the red card came from. The project Red card, which Crew Logistics has been heavily involved in that. But we want to encourage our partners to not only give, but that’s how we got involved. And we sponsor each month along with other companies, and we want to put out the challenge to do the same.

Trisha Stetzel: I love that. So you guys are going to put the links in the show notes as I always do. All you have to do is point and click and be a part of the challenge or take the challenge. I think that’s fantastic. Curtis, why is it important for businesses to engage in missions like this, where we’re giving back or helping provide opportunities, or helping a particular event, or getting information out there like red in, why is that important?

Curtis Mohler: Absolutely, because we’ve been putting in positions of trust And we’ve been given platforms that other people don’t have access to. Let’s use those platforms in a positive way. One of the things that my wife and I do, we’re involved in Compassion Ministries. We support three young ladies, um, monthly through support, financial support, but also for their families and mentorship. Connecting to a local community and ongoing health support. So there’s ways you can get involved in that. But getting back to the read em. Uh, that’s important because, um, you know, we have access to decision makers that other people don’t have. And by us using the platform and connecting others, we can really make a financial impact through donations. But we can also volunteer and be part of it. So it’s an ongoing thing. Lots of platforms connect to read em, which is oil and gas network. Marc McClure, as well as David Reed and Jason Duff, they’re just doing a tremendous job, and we’re just following their lead and the leadership of their team as they lead us to make awareness to the plight of the the most vulnerable.

Trisha Stetzel: Yeah, absolutely. You have very diverse background. I know I’ve said that multiple times today, but I’m really wondering what what it is about crew logistics that lights you up as you look back on your entire career and all of the things that you’ve done. What is it about crew logistics that really energizes you?

Curtis Mohler: Well, it’s our owner, President Andrea. Um, she’s a light bulb. She’s very smart. She’s one of the brightest owners there is. And I can tell you that, um, over the last 11, 12 years, she’s built this company from the ground up. So we’re the fruits of her labor. So it’s easy to root for her. But, uh, we have products and services that focus on people. You know, when I go out to West Texas and Odessa, the first thing I tell them is we’re not here to sell equipment. We’re here to take care of the leadership and people because we know if the people are taking care of the mission gets done. We often forget the people side of it. It’s hard work out there in the oil and gas industry, energy industry and the military. We try to make it a little easier through crew logistics. So that’s why I got a passion for that is because we help people and not only do we house them, we save them money and we give them a platform. And we do also the invoice accounting and roster management, taking that logistical load, it allows them to concentrate on the job.

Trisha Stetzel: Yeah. And that’s so important right. They need to do what they’re good at being in the right place at the right time, doing the right things, and let you guys take care of the rest. I love that. That’s fantastic. Um, do you have a favorite story, whether it’s your story or clients story surrounding crew logistics?

Curtis Mohler: Um, yeah. I mean, one of the best things that, um, I think that I’ve had the opportunity to do is, um, I had an opportunity to go to Germany in June, uh, with Andrea and support the international team out there. Um, but, uh, during that time, I was able to stay in, uh, a in a castle grounds for a couple, a couple of weeks, but I’d never done that before, and I didn’t know that the word graph, which my first cousins are graph, meant count. So I learned that in German, but I other than that, I know no German. My Spanish wasn’t much help for me out there, but I learned that how beautiful Germany was, how beautiful the people are. But just connecting to the units out there, uh, you know, I’ve been building out the infrastructure for over a year, but then going out there and then meeting them one on one at the units and putting a face to the name. Uh, that was special for me because of course, I have a passion for the troops. So knowing. Oh, wow. You know, at 2 or 3 in the morning when we were building out that infrastructure because of course it was plus seven there on the time zone, uh, meeting them and then working with them and supporting them even now and building out the infrastructure and then supporting was really great.

Trisha Stetzel: Amazing. Can we roll the tape back a little further? I’d love to talk about your military experience. What did you do in the Navy? And, um, how was that experience for you?

Curtis Mohler: Oh, I loved the Navy. Um, matter of fact, I grew up in Waterloo, Cedar Falls, Iowa, which is about 100,000, but it’s out in the middle of nowhere. And of course, the first thing I want to do is travel. And I love Iowa, but I was looking forward to traveling. Boy, did I, I think I went through, uh, probably traveled to 20 to 23 countries, lived in 4 or 5 states, of course. I’m married, have three kids. Of course I have grandkids now too, as well. And so just having that experience of traveling and then I think, you know, you talked about UTSA and all the things I’ve been able to do with crew logistics. One of the things that helped me at UTSA, and I think even now, is because the Navy allows you to be in different platforms. That enabled me to be a good advisor and a leader when I was helping companies, because I knew I had a little bit of knowledge about everything, because the Navy’s going to give you a myriad experience. I started off at, uh, on aboard the USS midway, working for the Naval Investigative Service. Believe it or not, as their region afloat. I guess you could say I was a paralegal. Did all kinds of important investigations. Counterintelligence, counter-espionage, um, even defense cases did that for four years. And then from there, I went to Guam, and, uh, it was middle of the the Gulf War. So I went from being a administrative person to processing message traffic for the war at NTC. Uh navcams, Guam, as well as Sumay Cove. Did that for two years. Then I transitioned to two uh, aviation squadrons and Whidbey Island. Beautiful area. Uh, the VA 128 and VAQ 132. So I got to experience the aviation side of it.

Curtis Mohler: I loved it very much. I mean, I just beautiful area, but I learned so much from the squadrons. And then and then about leadership as I started to grow. You know, the Navy will teach you leadership, you know, also teach you to, uh, be able to figure out things on the fly. That’s what I loved about the Navy. I think it creates great leaders. The next I was able to recruit for three years, um, in Albuquerque, New Mexico, as well as be the DEP coordinator, delayed entry program coordinator for the zone five. According to all the new recruits, as they get in preparing them for, uh, the military. And then also from there I went to um, uh, the Seabees following that. And I spent three years in Seabees in Port Hueneme. That was totally different. If you’re not familiar with the Seabees. They went out with the Marines and, and, uh, it’s a totally different side of it. It was. We get the Seabee combat warfare pin. Really engage myself in there and be part of that. Uh, totally different communities. Um, I think if you talk to most Seabees, they’ll call themselves Marines. I think they’re the most akin to the Marines. And then from there, I finished out here at Medina, um, uh, base here over at Lackland Air Force Base, um, helping with the Grtc program, as with commander Hale, which is a great experience. So that was my 20 years. It went very fast. Anybody tells you it doesn’t go fast, it goes very fast. And I loved it. And if I could do it again, I wouldn’t change anything. I love the Navy. It was just a tremendous experience. And I am, a product of the leadership and the people that invested in me in the Navy.

Trisha Stetzel: Yeah, absolutely. So what’s one what’s one leadership lesson that really sticks out for you that you learned in the Navy that you still use today?

Curtis Mohler: Yeah. Um, one of the things that, uh, I learned from the from different places I’ve been and the leaders that mentored me is that, um, no matter, um, if you have direct knowledge about something or you have total knowledge about something, the Navy way is can do. And that’s always said or can do meaning you find a way to get it done. And one of the things that a lot of leaders told me over that time was, you know, Curtis, you may not know every facet of everything. I tend to be a little bit analytical and want to know everything. But a lot of leaders like Curtis don’t sweat that. You don’t know everything about it. Just go forward with the project or whatever you’re going to do in the leadership, and you will learn over time, not only from others, but you’ll start growing in that knowledge, but throw yourself into it and know that that knowledge will come. But take that first step first and just do it.

Trisha Stetzel: Absolutely can do. We don’t let things fail. That’s just part of it. And the thing about the veteran community, when we find each other, we speak the same language. It may sound weird and foreign to everyone else, but we do. We speak the same language. Wow. Curtis, one more time. Tell us how to connect with you. Tell us who you want to connect with and give us your contact information.

Curtis Mohler: Yeah, we’re our primary market is the commercial oil and gas energy as well as emergency resources, utilities. We can really help you. It’s called the Crusaders program. We’ll save you 10%. Let us sit down with you for 15 minutes. Virtually. It’s zero risk to you. Um, my phone number is (210) 823-3145. Curtis Mohler from Cru logistics. Or you can email me Curtis at Cru logistics.com. That’s Curtis at Cru logistics comm. Let us help you. Um we can provide solutions and customized support for you and save you lots of money. Um, I know that you’ll enjoy doing that saving money.

Trisha Stetzel: And you will not be disappointed in a conversation with Curtis. You guys are doing amazing work. Thank you so much for being with me. This has been a fantastic conversation. I look forward to our next one.

Curtis Mohler: Thank you so much for the opportunity.

Trisha Stetzel: That’s all the time we have for today. If you found value in this conversation, share it with a fellow entrepreneur, a veteran, or even a Houston leader ready to grow. Be sure to follow, rate and review the show. It helps us reach more bold business minds just like yours and your business. Your leadership and your legacy are built one intentional step at a time. So stay inspired, stay focused, and keep building the business and the life you deserve.

 

Tagged With: Crew Logistics

BRX Pro Tip: Selling by Solving Problems

September 12, 2025 by angishields

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BRX Pro Tips
BRX Pro Tip: Selling by Solving Problems
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BRX Pro Tip: Selling by Solving Problems

Stone Payton : And we are back with Business RadioX Pro Tips. Lee Kantor, Stone Payton here with you. Lee, let’s talk about selling by solving problems, not pitching.

Lee Kantor: Yeah, I think there’s so much pitching going on nowadays, especially with social media and on LinkedIn. If I get somebody who leads with pitching first one more time, I think my head’s going to explode.

Lee Kantor: I think it’s so important when you’re selling somebody something, you have to let the prospect talk first. I mean, just make that the law in your business. Instead of launching into whatever your spiel is, you’ve got to invite the prospect to share what’s going on with them first. You want to understand what’s working for them, what’s not working for them. This is going to disarm all that kind of usual sales pressure, and it’s going to reveal what your prospects’ true priorities and pain points are. So let them talk first and let them talk a lot.

Lee Kantor: And you better be paying close attention to what they’re emphasizing and what they’re not emphasizing. You better be paying attention to their body language. What do they really mean? What really is a pain point? Are they focusing on outcomes, budget, timelines, relationships?

Lee Kantor: This type of insight is going to help you tailor your approach when it is your time to talk. And remember, when it is your time to talk, give feedback like a coach would give feedback, not a salesperson. After they speak, repeat back what you heard. Share your insights on how you can help. This is going to build rapport. It’s going to position you as a trusted advisor, somebody who’s invested in mutual success, not just closing a deal.

Lee Kantor: Remember, your goal is to help them solve their problem, and that might not be with your service. So be helpful, solve problems, stop pitching.

Scaling Up: How EOS Transforms Small Businesses

September 11, 2025 by angishields

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Brought to you by Diesel David and Main Street Warriors

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In this episode of Cherokee Business Radio, Joshua Kornitsky talks with Jon Wilhoit, a professional implementer of the Entrepreneurial Operating System (EOS). Jon shares his entrepreneurial journey and explains how EOS helps small to medium-sized businesses gain clarity, accountability, and healthy team dynamics. He discusses the EOS process, its focus on vision, traction, and culture, and shares success stories of companies that have scaled using EOS. Jon also outlines his collaborative, no-contract approach to client engagement and emphasizes that EOS can benefit a wide range of industries seeking growth and operational excellence.

John-Wilhoit-headshotJon Wilhoit is an Atlanta native who attended the University of Georgia and subsequently earned his MBA from the University of Texas.

His career spans more than 30 years and includes time with entrepreneurial software companies and over a decade operating his own executive search business. Jon’s company, Elite Sales Professionals, became a market-leading niche firm helping small software companies secure top-performing sales talent.

Today, Jon applies the experience he gleaned from his own business, his customers, and employers to guide growth-oriented businesses to utilize EOS to overcome the barriers to success they inevitably face.

Connect with Jon on LinkedIn.

Episode Highlights

  • Jon’s background and entrepreneurial journey
  • Overview of the Entrepreneurial Operating System (EOS)
  • Key components of EOS: Vision, Traction, and Healthy
  • Importance of cultural fit and core values in hiring
  • The EOS implementation process and its structure
  • Collaborative approach to client engagement and communication
  • Common challenges faced by businesses and how EOS addresses them
  • Tools and techniques for effective meetings and team dynamics
  • Client success stories and measurable outcomes from EOS implementation
  • Industry applicability of EOS and considerations for different business types

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Woodstock, Georgia. It’s time for Cherokee Business Radio. Now, here’s your host.

Joshua Kornitsky: Welcome back to Cherokee Business Radio. I’m your host, Joshua Kornitsky. And I’ve got a great guest here with me today. But before we get started, I just want to let you know that today’s episode is brought to you in part by our community partner program, the Business RadioX Main Street Warriors Defending Capitalism, promoting small business, and supporting our local community. For more information, go to Mainstreet Warriors and a special note of thanks to our title sponsor for the Cherokee chapter of Main Street Warriors Diesel David, Inc. go check them out at diesel. David. Dotcom. Well, my guest today is someone that I’ve known for a little while, and he’s really got quite a good story to tell. I’d like to introduce Jon Wilhoit, a professional implementer of the entrepreneurial operating system iOS. Welcome, Jon. How are you?

Jon Wilhoit: Good. Josh, thank you for having me.

Joshua Kornitsky: It’s a pleasure to have you here. So tell us a little bit about yourself so that we understand kind of how you arrived where you are.

Jon Wilhoit: Good, good. I am, believe it or not, a native of Atlanta. I’ve lived here all my life, with the exception of a couple of stints in Texas. I’m married with three adult children, but my family has been been filled with entrepreneurs for as long as I can remember. And my turn came in the early 2000, when I started and ran an executive search firm that was focused on, uh, high level software salespeople. Uh, we had a great run. Uh, it became something of a niche leader in our space, but, uh, chased the wrong shiny object. And I know a lot of business leaders can understand that. They get distracted, they lose focus. And next thing I know, I was closing the doors to the business. Really? But I wound up in the software world, and what was really funny was as I got to see these really entrepreneurial, growth oriented companies that were fast paced and surrounded by lots of really smart people. They had the same issues I did. They had cash flow issues. They had employee issues. They had those shiny objects coming at them all the time. And I realized, all right, it’s not how big your company is. We’re all facing the same challenges. So it was an eye opening thing. And then, of course, the entrepreneurial bug bit me again. And I learned about EOS. And as I started diving into it, it’s kind of funny. I’m doing my homework thinking, where was this when I was running my own show? And it just looked like a great opportunity to to kind of flip the script a little bit to help companies and business owners become really great companies. Instead of where before I was helping companies develop great sales teams. So it just kind of expanded the scope a little bit. But, uh, what a wonderful, wonderful place to be. And, and I couldn’t be happier that I’m helping companies like this.

Joshua Kornitsky: Well, so flesh it out for us a little. What exactly is EOS? How does it help? Who do you help?

Jon Wilhoit: Yeah, yeah. So that’s a great question. Eos. Like you mentioned at the beginning, stands for Entrepreneurial Operating system. Think of it as an operating model for small to medium sized companies. And it really helps them get their arms around three things that we call vision traction and healthy. And you can think of those as vision meaning how do I get everybody aligned and on the same page with where we’re going and how we’re going to get there as a company? And then traction, meaning operating throughout the whole company with discipline and accountability. So everybody really knows what their job is and how to get it done. And then healthy because so many companies, they are really, uh, an accumulation oftentimes of people that were available in the right price when they were hired. But over time, they don’t necessarily fit the job anymore. So we help them make sure that they’re really developing open, honest, and healthy teams so that they’ve got the right people that are going to help them, you know, migrate into a more successful pace.

Joshua Kornitsky: So on on that healthy part, right. That sounds like something a lot of people ignore because to your point, usually in an entrepreneurial business, those were the the right people or the available people or the people that grew into their roles. How do you help them? What do you mean by healthy?

Jon Wilhoit: So healthy likes is open, honest, transparent. But most importantly, they have to fit the company culture and fit is not a broad generalization of of, you know, hey, do they like college football? This is defining what are the really core values of the company, and then making sure that every employee is exhibiting those core values on a consistent basis. So let me give you.

Joshua Kornitsky: A leadership team or.

Jon Wilhoit: Pardon me.

Joshua Kornitsky: I didn’t mean to step over you. I said starting at the leadership team.

Jon Wilhoit: Absolutely. Okay. Yes, it has to. It has to start there. Everything starts at the leadership team. And then, you know, as the leadership team goes, so goes the rest of the company. Right. Okay. So a good example of that, uh, iOS client here in Atlanta was an engineering firm that had plateaued at about 15 people. And that was very common in that industry. They make enough money as an architect or an engineering firm to support a partner to, but it’s not enough to really promote the next level of of engineers or architects into that role. So they hit what we call a ceiling. They implement iOS Us, and in four years they went from 15 people to 120.

Joshua Kornitsky: Wow.

Jon Wilhoit: And as I, you know, caught up with with the the exec that runs the show there, we were having lunch and I kind of cornered him. I said, okay, but what happened? What changed? What was so different? He said, well, it really changed things on a holistic level. It made us just a different company. We were more vibrant. We really knew where we were going and how we were going to get there, and we could leverage that. But the real impact came on the people side. And he said, when we started hiring to our culture, all of a sudden the people that were in the company that were creating friction or really weren’t getting their jobs done, those people, you know, we found another way for them to either be successful somewhere else or really to fit better into the company. Now they knew they had targets that they had to meet that were in that that that culture framework. So really, um, incredible, you know, story for them. And I, I pressed, man, I said, yeah, but you’re a smart guy. You and your partner, bright. You’re hard working. Was this really you or was this us? And his response was, no, no, this was iOS. Because without iOS, we’d be lucky to be about 30% of where we are today.

Joshua Kornitsky: Wow.

Jon Wilhoit: So tremendous success story. And again, he really, you know, gives iOS the credit for it.

Joshua Kornitsky: That’s fantastic. So how long does the process generally take?

Jon Wilhoit: So when we work with clients every client obviously is different. Sure. And we work with them in what our full day sessions. So I’m not a consultant. I’m not coming in to bring, you know, piles of advice and looking for other projects that I can kind of land and expand. You may have heard that in the.

Joshua Kornitsky: Sure. That’s well, that’s a consulting arrangement or relationship in most cases.

Jon Wilhoit: Yeah. Yeah. So this is a very structured process in which I am a teacher, facilitator and coach. And in these full day sessions I’m working with a leadership team to really draw out of them all of the elements of the EOS structure that they need to be ultimately successful. They’re the ones that are defining where the company is going. They’re the ones that are really surfacing what those core values are and validating those. They’re the ones that understand what the focus of the company is, what the ultimate targets are, and how we break those down. So it starts with the leadership team. It’s typically about five sessions or six sessions in the first year, and about five in the second after about two years. I’ve taught them most of what they need out of EOS. All of our tools and disciplines. Some companies will then what we call graduate where there’s a big celebration. Sure. Or they may say, hey, look, we really love the fact that you come back every quarter. You are a kind of outside perspective on things. You’re the one that really can help us and maybe even sometimes play referee when conversations get difficult and they do. And that’s healthy. When everybody’s focused on the same goal and there’s a disagreement, it simply means that two opinions are clashing. But the ultimate solution is going to be the right one. So as long as everybody’s focused on what’s right for the company, that’s okay. But it helps sometimes to have somebody there that’s not got a daily, you know, place in the mix so that you can can really help them through that. And there’s no residue left over for for the from the conversation.

Joshua Kornitsky: And it sounds like the only agenda that you have, if you’re acting as a coach and a facilitator, um, is, is to get them moving in the right direction. Not not if you’re inside of that organization, right. You’re going to have your own perception of how you think things ought to be versus your coming at a higher level. And it sounds like most of the time when you hear about something like this, you think, well, Jon must be in there. Just telling them what to do. Doesn’t sound like that here?

Jon Wilhoit: No, not at all.

Joshua Kornitsky: Dictate.

Jon Wilhoit: No, not not not at all. Uh, I defer to them quite often, but I also will call things out that I see when we’re in session together. Someone may be being, uh, conspicuously quiet. And a lot of times it’s because they’re there’s a thought in their brewing that needs to come out. So we say, look, you’ve got to be open and honest. Be open, listen to the the perspectives of your peers. Be honest. Say what has to be said, because if you leave the session with something unsaid that was important to the group, you’ve taken away from the value that you can bring to the company. So I don’t want to go in and dictate. I want to go in and like I said, facilitate, draw out of the the leadership team. Uh, you know what? What is the right direction? What are the right aspects of this that we want to to bring forward to the company overall? Because once we’ve got it established at the leadership team, now we’re going to press it down into the organization overall so that everybody has a clear vision of where the company is going. Everybody knows how the company is going to get there. Everybody understands what it means to operate with discipline and accountability and really get that traction within the organization. And then once you combine that with having the right people in the organization, it’s just incredibly powerful.

Joshua Kornitsky: Well, just even from this description, it makes sense to me that because that openness and honesty is a scary concept for a lot of people. But if you’ve taken the time to make sure you’ve got people that align to the organization, that makes sense, that that you’re going to have better, uh, grasps of the concepts and people buying in because you’ve made sure they line up to who you are as an organization. So understanding that openness and honesty means different things to different people. What are some of the misconceptions or the hesitations or the concerns that you encounter when when people are considering Working with you and with with iOS.

Jon Wilhoit: You know that I that transparency, while it’s often a concern, is usually not one that that stops the train.

Joshua Kornitsky: Okay.

Jon Wilhoit: Oftentimes the biggest one is is really the most ironic one. And it’s time. Sure. It’s funny you’ll talk to business owners or leadership teams and they love the material. They love the strategy behind iOS and the success that we’ve had and and how it simply helps companies work better. But they’re so busy. They’re fighting fires. They’re covered up with chaos. They have never really had the time to step out of an organization and look at it from a bigger perspective. We call it working on the business instead of working in the business. So they think they they think this is something that’s really cumbersome that they don’t have time for. But if you think about it, there are a lot of aspects of life that are like that, People, you know, wanting to have a family, someone wanting to redo their house, somebody that wants to maybe change jobs or take that once in a lifetime trip and they put it off until every circumstance is just right. You know, we don’t exactly have exactly the budget that we need. We don’t have this. We don’t have that. And when they finally pull the trigger on it, they realize, wow, I wish I hadn’t waited.

Joshua Kornitsky: Right.

Jon Wilhoit: So that’s what we find most frequently. I don’t have time. And then when we finally get busy and get them into the process, they realize I should have done this from the moment that you. You called me about it the first time. So it’s not a complete upending of how they do business. They still do business, but it’s a different approach from a higher level to make sure that the way that they’re doing some things are more streamlined, simplified, just really a more consistent way to do business helps them scale and actually operate it with less stress.

Joshua Kornitsky: So with your clients that have gone through this process or that you’re working through, what are some of the things that they say were the most impactful, that that made a difference to them? So that someone who’s listening to this can kind of understand at a high level what they might get out of going through this.

Jon Wilhoit: Yeah, that’s a great question, Josh. So it’s funny, in the very first meeting, we cover a handful of things that are are called leadership abilities that help what we we termed earlier breaking through the ceiling.

Joshua Kornitsky: Right.

Jon Wilhoit: And then we teach them a couple of foundational tools. And because each company is wrestling with different issues, there is a different tool for each one. And we teach more and more as we go along. But it’s interesting. I had a client recently who, after our first meeting, one of the things that I taught them was simply how to have an effective meeting. So many companies.

Joshua Kornitsky: Something that simple.

Jon Wilhoit: Yeah. They’ll get into a room. They’ll think that they’re going to solve a problem. Somebody the guy with the loudest voice will hijack the meeting wanting to talk about whatever the problem is that’s at the tip of their tongue. And instead of letting the group actually determine what the the priorities are among the issues that they want to resolve, they’ve allowed somebody to make that the priority. So I taught this client. All right, here’s the proper way to have a meeting, the proper way to go about issue resolution. And they called me at the end of the week and said, we just had the best leadership team meeting we’ve had in three years. So that was just one little nugget. I think the one that we hear about most frequently is on the people side. Uh, people issues are so profound in small companies because just a few wrong employees makes a far greater impact than when you’re a massive organization, like a fortune 500 company.

Joshua Kornitsky: So let me stop you when you say wrong employee. Help me understand what you mean by wrong employee.

Jon Wilhoit: Yeah, yeah. So that’s that’s, um, something that we call the people key component of a business is one of six in our model. And as you strengthen those, the issues in your organization get fleshed out. So on the people side, there’s really two elements to that. One is called right people and the other is right seats, the right people side. Those are the people that fit your company’s culture. They they reflect and exhibit those core values that we identify on a routine basis so that they just are a pleasure to work with. They fit that open and honest and transparent world. They just again map to the elements of your your core values. Right. Seats means you’ve got people that that get their job done well. And so you have to have both pieces. They have to exhibit your core values. They have to get your job done well. And we use a couple of different tools for that. The one for the right people is something called the the people Analyzer. And the one for the right seats is something that we call the accountability chart.

Joshua Kornitsky: Okay.

Jon Wilhoit: So it makes sure that you’ve got the right structure first because people come and go when you have the right structure and you’ve defined, okay, what are these functions that we need people to do and what do they need to deliver with excellence on a consistent basis? As you’ve got that in place now, you start to have a company that is structured the right way. That’s going to have the right people doing the right things, and they’re going to fit your company culture. So things are going to operate more smoothly. Team gets along better. They enjoy each other more. So it’s just a much, much more productive way to go about it. And so that that engineering company that I mentioned earlier, when I asked him what was the biggest impact for you, that was the first thing he went to. He said, when we started hiring to our core values. And we structured our company in a way that those functions really fit what we needed to have done, not what fit the people that we had hired. It resolved our people issues so rapidly that it set us on fire. We were a rocket ship headed out of the gate from there.

Joshua Kornitsky: Well, and thank you, because that really kind of sheds a light when you say wrong people, that can mean a lot of things. But in your case, you’re saying either they don’t line up to the values or they don’t understand their job. That’s much clearer and cleaner to understand. So thank you for for giving that context. Um, as I understand it from, from the way that you’ve presented it to me, you’re not a consultant, you’re a coach, you’re a facilitator, your teacher. Um, you you said that there’s a series of meetings this year, a series of meetings next year that you’re essentially working yourself out of a job. Right? So did they sign a multi year contract with you? How does it how do you engage with your clients so that that they understand anybody listening understands what that looks like?

Jon Wilhoit: Yeah. Great. Great question. And it’s interesting because coming from the, uh, the software world where contracts were just an everyday part of life, um, we don’t operate with a contract. There’s not even a letter of engagement like there is oftentimes with, uh, you know, consulting firms. This is done on a handshake. So I come to interested parties. We get together with their leadership team and the owner and walk through a free session that I’ll. I’ll give to them that we call the 90 minute meeting. And in that session, I lay out everything about the the EOS model, the tools and the process. And if they are interested in moving forward, we simply set up the first session, first full day session, which is called Focus Day And I charge a daily fee. It’s fully guaranteed. If we get to the end of that session and they felt like they’ve gotten value out of the session, they hand me a check. And if for some reason they felt like the session was not valuable, then they don’t hand me a check.

Joshua Kornitsky: And that’s quite a guarantee.

Jon Wilhoit: It is. And we just feel like, uh, it keeps my interest aligned with theirs and ensures that, um, they have comfort that. Hey, look, we’re not going to waste a whole day of our time. They’ve really got to have something to offer. And and again, we’re in about 30,000 companies around the country that, uh, you know, the, the percentage of of ones that say, yeah, this isn’t for us in that first session is minuscule.

Joshua Kornitsky: I can I mean.

Jon Wilhoit: I don’t out of, out of the hundreds of EOS implementers that that I know I don’t know one that that’s happened to.

Joshua Kornitsky: Must be a lot of value that you’re delivering. So who do you work with? Are there specific, you know, do you work with one industry versus another, or how does that work from from anyone that wants to reach out to you or their folks that you’re a better fit for?

Jon Wilhoit: Yeah. Great. Great question Josh. There are always going to be prospective clients who really want to know you’ve got industry expertise in their world.

Joshua Kornitsky: Sure.

Jon Wilhoit: And I I’m not going to try to talk them out of that. If that gives them a comfort level I’ll find an EOS implementer that that fits that for them. But the reality is EOS itself was designed for really any type of business. It much more is determined by does the leadership team and the owner have the right profile? Are they growth oriented? Are they open, honest and transparent? Do they fear the status quo more than they fear, the pain of change that they would go through in a process like this. Are they really hungry? And if they are, EOS will help them get whatever it is they want out of their business. There are a couple of industries that sometimes really don’t tee up great for EOS, and they are industries that are highly partner oriented. So think old school law firms, old school consultancies, old school accounting firms where the partners go out, they find clients, that client belongs to them. They provide a service to that client that is done the way that they want. So they typically aren’t as open to a, a management or an operating model coming down from someone else telling them how to do things. They become more resistant.

Joshua Kornitsky: So, sure, they know best.

Jon Wilhoit: Yeah, but but what’s funny is one of my clients is a law firm, right? But they are a large personal injury firm and they tend to operate a lot more like your typical, you know, corporate setup where there’s a an executive team that is driving everything operationally other than exactly what the attorneys do.

Joshua Kornitsky: That makes sense. So it sounds like really anybody that’s interested should reach out because there’s you’re you’re not ruling anybody out that you may be able to help.

Jon Wilhoit: Yeah, absolutely. I love working with so many businesses. And this is funny. I’ve enjoyed, um, this same thing very early in my career. When I first got out of school, I was actually a commercial insurance broker.

Joshua Kornitsky: Okay.

Jon Wilhoit: And I loved the fact that I got to go into new businesses all the time and learn what they did, whether they were a manufacturer, a printer, a services company of some kind, retail. I had a company up in North Georgia that was supposed to be a hardware store, but the reality was they had a lumber yard. They had a, you know, multi-unit retail deal in this small town. So that was just fun to get to know these clients and understand what they did and all the intricacies of their business. And that’s what I get to do now as well.

Joshua Kornitsky: It certainly seems like you enjoy what you’re doing, Jon. So what’s the best way for folks to reach you? And we will share all your links and all of that on our site when we go live.

Jon Wilhoit: Thank you. Thank you for that. Yeah. So either email, which is Jon spelled j o n no h j o n dot willhoit w I l h o I t at EOS worldwide comm. Or they can text me at (400) 443-1877 one.

Joshua Kornitsky: Okay. And we’ll have all that information again. Um, my guest today here has been Jon Willhoit, professional implementer, coach, teacher and facilitator of the entrepreneurial operating system. Jon, I can’t thank you enough for your time today. I learned a lot and I really appreciate you sharing.

Jon Wilhoit: Thank you. Josh, this was great. Really had a good time.

Joshua Kornitsky: Thank you so much. So once again, I just want to remind everybody that today’s episode is brought to you in part by the Community Partner Program, the Business RadioX Main Street Warriors Defending Capitalism, promoting small business, and supporting our local community. For more information, please go to Main Street warriors.com. And a special note of thanks to our title sponsor for the Cherokee chapter of Main Street Warriors Diesel David, Inc. please go check them out at Diesel David. If you’re interested in becoming a main Street Warrior or a title sponsor, please reach out to me. I’m your host Joshua Kornitsky here on Cherokee Business Radio. Thank you so much for being here. We’ll see you next time.

 

Community Champions: Small Biz Success Meets Hybrid Workplace Trends

September 11, 2025 by angishields

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Cherokee Business Radio
Community Champions: Small Biz Success Meets Hybrid Workplace Trends
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Brought to you by Diesel David and Main Street Warriors

CherokeeSponsorImageDieselDavidMSW

In this episode of Cherokee Business Radio, Joshua Kornitsky interviews Taylor Chastain, owner of Up Up and Away Junk Hauling, who shares his entrepreneurial journey and the growth of his award-winning business. Taylor discusses building a strong team, community involvement, and customer-focused operations. Later, John Wichmann, CEO of Gather Sciences, explains how his company helps organizations implement effective hybrid work models. The episode highlights practical business insights, the importance of intentional strategy, and community Up-Up-And-Away-Junk-Hauling-logo engagement, offering valuable advice for entrepreneurs and leaders navigating today’s evolving work landscape.

Taylor-Chastain-headshotTaylor Chastain is a father, husband, friend and owner of Up Up and Away Junk Hauling. He leads with hard work and a team attitude.

Up Up and Away Junk Hauling provides white-collar service in a blue-collar industry.

Hard work, reliability, encouragement, and openhandedness are the core values that grew Up Up and Away from a truck and a dream to where it is today.

Connect with Taylor on LinkedIn.

Gather-Sciences-logo

John Wichmann is the Founder and CEO of Gather Sciences and the creator of Balanced Hybrid®, a data-driven platform for developing sustainable hybrid work models.​

John is a prominent advocate for intentional hybrid work strategies, emphasizing their potential for organizational growth, employee well-being, and environmental benefits.

He frequently speaks at events, panels, and webinars about designing effective hybrid work models.

Connect wtih John on LinkedIn.

Episode Highlights

  • Leadership and growth
  • Hybrid and remote working
  • Entrepreneurial journey of Taylor and the founding of Up Up and Away Junk Hauling
  • How Gather Sciences came to be and why
  • Building client relationships and ensuring customer satisfaction

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Woodstock, Georgia. It’s time for Cherokee Business Radio. Now, here’s your host.

Joshua Kornitsky: Welcome back to another episode of Cherokee Business Radio. I’m your host, Joshua Kornitsky professional EOS implementer, and I’m really happy to have in the studio today two great guests. But before I get started, today’s episode is brought to you in part by the Community Partner Program, the Business RadioX Main Street Warriors Defending Capitalism, promoting small business, and supporting our local community. For more information, go to Mainstreet Warriors. Org and a special note of thanks to our title sponsor for the Cherokee chapter of Main Street Warriors Diesel David, Inc. please go check them out at diesel. David. Well, again I said, I’ve got some great guests here in the studio today. Uh, let me start by introducing our first guest, Taylor Chastain, owner of Up Up and Away Junk Hauling. Taylor and his team were recently recognized as the best to Cobb, uh, 2025, in junk hauling. Uh, and it’s really a reflection of the hard work and the customer focus that they have and the impact that they make on their community. Taylor brings a real entrepreneurial spirit and commitment to the service that he and his team offer, and they continue to fuel the growth of his business. Welcome, Taylor. Thank you for being here.

Taylor Chastain: Joshua. Thanks for having me, man. I’m glad to get to do this. This is a long way from the cigar shop where we first connected.

Joshua Kornitsky: That’s true. Well, first connected was Kennesaw business. Well. That’s true. It led to a cigar shop called the Cigar Gallery Club, also in Kennesaw. But we’ll talk to them later.

Taylor Chastain: Great spot. And we did trade cigars today because we brought each other something else to try.

Joshua Kornitsky: It’s the way it works. That’s how it is. Well, welcome. So tell us, Taylor, why junk?

Taylor Chastain: Why junk? Uh, because I hated landscaping. Uh, so.

Joshua Kornitsky: So let’s let’s begin at the beginning.

Taylor Chastain: Yeah. So I, I right out of high school, I started cutting grass because my dad cut grass out of high school, and I figured, why not? I need to make some money. Turns out landscaping is terrible. I do not care for it at all. Also, turns out I’m allergic to grass. Huh? I’d break out in hives between every job. It was awesome. Um, but one of my landscaping clients had their toilets redone, and they said, hey, when you come cut the grass, can you take those to the dump? I said, sure, where’s the dump? And they told me where gave me 20 extra dollars. I went to the dump, backed in, threw the toilets in the ground, and they shattered and I went. That was fun.

Joshua Kornitsky: Yeah.

Taylor Chastain: Yeah. And my next thought was, I bet I could get paid for this. That was the summer of 2014, and I’ve been hauling junk ever since.

Joshua Kornitsky: Wow. So from pretty simple and somewhat fun beginnings, right? You you have grown and grown. So how many folks do you have now?

Taylor Chastain: Well, right now, there are 13 of us on the team, and we run a fleet of six trucks, eight dumpsters and two support trailers.

Joshua Kornitsky: And one of the things that I learned, as you and I have kind of gotten to know each other, is that it’s very easy to sort of misunderstand what your business is about and to just assume it’s a bunch of guys with a bunch of trucks or dumpsters that that just haul trash away. But you’ve really spent a lot of time thinking through how your organization functions. Can you tell us a little bit about that? Because it’s not just for the business insight, but for customers that are that are hearing you to understand that this isn’t just a guy in a truck.

Taylor Chastain: Right. I think the biggest thing that people don’t understand is a lot of home services do one of two things. They either sign you up to see you once a week, once a month, once a quarter, which is great. It’s a set it and forget it type of model, or they charge you a lot of money to do a big thing once we do neither of those things. Now of course we have some big projects we get into, sure, but the vast majority of our work is relatively small ticket. And once the junk is gone, it’s gone forever. So the people don’t understand the amount of volume we have to create just to survive. So, for example, last month was an okay month and we did 225 jobs.

Joshua Kornitsky: Wow. And and for that type of engagement what’s the what’s the the geographic area that you’re covering.

Taylor Chastain: Oh man. In three weeks we’re going to Alabama. So.

Joshua Kornitsky: Okay.

Taylor Chastain: But generally what we’re doing is our goal for the junk removal side is to be within 40 miles of Atlanta. Um, we’ll go farther if they’re bigger projects. Um, I mean, back in December, we did a huge cleanup in Griffin that was about 60,000 pounds. Wow. So obviously, some of that scale, it’s easier to justify the dispatch time and the cost associated.

Joshua Kornitsky: And is it all residential clean out?

Taylor Chastain: No no, no. So residential clean out is great. And that’s the you know, residential clean out allows us to start the trucks every single day. Sure. But where we really are focusing and growing now is the commercial side, which is the broadest bucket. To put that in is who needs me to do my job so they can make money.

Joshua Kornitsky: Okay, whoever.

Taylor Chastain: That.

Joshua Kornitsky: Person a high level, that’s great. But but bring it down to the ground. What does that really mean? If I’m a business listening, right.

Taylor Chastain: Uh, any high end renovation contractor is going to be great because they understand that there cannot be nails sitting on the ground every Friday because Saturday that customers walk in the property.

Joshua Kornitsky: That’s true.

Taylor Chastain: Um, property managers are great. Like anyone. I mean, anything from an office park to a skyscraper. Whoever is running that building, one of the things they’re concerned about is how leased up is our space. And you can’t lease full space. It’s got to be empty, right? Or they’re dealing with illegal dumping, which we we clean up a lot of that.

Joshua Kornitsky: Really? Yeah. And who is it, a property who calls you for that?

Taylor Chastain: Uh, generally property management or, um, you know, there’s actual property managers, and then there’s companies that execute all the service. And there’s some of these one stop shop companies and we’ll subcontract for them as well.

Joshua Kornitsky: So for something like a commercial job where say you’re you’re clearing out an empty office, how much notice do you need. Is it planning, you know, six weeks out.

Taylor Chastain: Depends on the volume. Um, but not as much notice as you might think. I mean, obviously, what I should tell people is give us lots and lots of notice, but, um, you know, if it’s something relatively small, under 15,000ft² of office space, we can generally get it done within 3 or 4 days. The only exception would be, um, some of the properties. You’re not allowed to work 8 to 5 because they’re businesses. Sure. So in that case, it might take an extra day or two to get enough overnight crews mustered up because we don’t just run an overnight crew every day.

Joshua Kornitsky: But you have that capacity.

Taylor Chastain: We do one. We had one down in Atlanta on Peachtree Street. We pulled 1413 loads over 18 hours. 80, 65,000 5,000 pounds and we started at 5 p.m. on a Friday.

Joshua Kornitsky: So when you say the. The pulling the load. What what size capacity are you talking about a dump truck. Are you talking about a pickup or a dumpster or.

Taylor Chastain: So those are our 15 cubic yard dump trucks, slash dump trailers. We run both sets of equipment. And so, uh, yeah, in that particular case, it was the entire 36th floor of a skyscraper.

Joshua Kornitsky: Going up and down the entire time.

Taylor Chastain: Yeah. I mean, the elevator ride was a minute and a half apiece each way. So we actually our. Our office manager came and sat in the elevator and just pressed buttons so that we didn’t have to send any guys up and down. We just had an upstairs crew and a downstairs crew and we just rocked, rocked and rolled on it. It was great.

Joshua Kornitsky: That’s that. But that demonstrates a level of flexibility, and I will never ask you to speak ill of competition, but that demonstrates a level of professionalism and scalability that I don’t think your industry is known for.

Taylor Chastain: Yeah. I mean, the easiest thing to be would be to send two guys in two trucks and it gets done when it gets done, but it’s not going to get done the most efficient way.

Joshua Kornitsky: Well, and and as you say, having a having the resources to have a team upstairs and a team downstairs, that in and of itself, I mean, I imagine like all industries right now are people a challenge?

Taylor Chastain: Surprisingly not for us. And I think that really is, um, driven by our culture. We have awesome guys. And so, I mean, I think I put up my first job posting in five years, two weeks ago.

Joshua Kornitsky: Really.

Taylor Chastain: And it really is, because the problem is when, like our average tenure is over two years at our company.

Joshua Kornitsky: In a junk hauling.

Taylor Chastain: In a very blue collar, hard.

Joshua Kornitsky: Hard, hard work. Yeah. I mean, I don’t ever blue collar is beside the point, but it is very hard work.

Taylor Chastain: Right. Well, that’s what I mean is it’s just it’s just super demanding. Uh, but all that to say, uh, all their friends and family, they’ve already had the opportunity to work here. You know what I mean? So we’re we’re we’re running the referrals out. Um, but even then, I put out the push for add sourcing for job source job ads. Goodness gracious. And the best candidate I’ve got so far still was a referral out of one of our guys, and he’s the one I’m going to hire.

Joshua Kornitsky: That’s somebody who understands the core values and the culture of the company, saying, hey, this person will fit right up. So let me ask you a hard question. From my perspective, what happens to all the junk? Because junk’s a real broad term.

Taylor Chastain: It is. We were we were just at the Atlanta Home Show this weekend. And after the question about price, that’s the most common question.

Joshua Kornitsky: Is what happens?

Taylor Chastain: What happens to it? Does it all go to the landfill? The answer is no. Right now, a lot of it goes to the landfill, because when somebody rips a 40 year old deck off a house, you really don’t have a lot of options, you know? But we, uh, we sort out every load for three things donate, recycle and dump.

Joshua Kornitsky: Okay.

Taylor Chastain: And the guys will pack that accordingly. So if you ever watch where to watch them pack a truck, you’d see the obvious junk go in. Then the recyclable Recyclables and then the donate. And then when they leave, they’re going to swing by a donation center. They’re going to swing by either the recycling center or our lot. We have a bunch of recycling set up on our lot.

Joshua Kornitsky: Oh, so you’re able to kind of store to you’ve got a full load to to go over.

Taylor Chastain: So we actually have dumpsters on our lot. We have a 40 yard metal dumpster, and we have an eight yard cardboard dumpster that we we fill up and rock and roll. And so that allows us also like Saturdays, almost all the dumps close. It allows us to get some things off our truck and keep moving.

Joshua Kornitsky: That makes sense. And again, kind of speaks to the the more business side of your business. Right. Because you and I have had a lot of conversations about that. And I think one of the things that sets you apart is that you, uh, did start, I’m sure, by yourself in 2014. But now you’ve got a leadership team. You’re running your business like any other business. So what’s the plan for the future? Are you going to continue to grow in scale?

Taylor Chastain: Yeah, the goal certainly is to continue to scale. Um, I think the runway is pretty long, just in metro Atlanta. Metro Atlanta is known to be like for many of the big national and international franchises. It’s like one, two, three top market, right? Um, which and I’ve got some insight on some of the numbers there. And so I think we have a ton of room to grow here. Uh, so that’s the plan over the next 3 to 5 years is see how much we can dominate Atlanta. Um, even even meaning moving to multiple locations and doing things like that. That’s one of the reasons it’s a big deal for us that we’re up right now for Best of Georgia. We’re up for Best of Tucker and Stone mountain.

Joshua Kornitsky: Congratulations.

Taylor Chastain: And so while, yes, we’re in Acworth and that Stone mountain, it’s still great because guess what? Next year we’re going to have an office a lot closer to Stone mountain. And we certainly would love to be working out there. You know what I mean?

Joshua Kornitsky: So I travel from Cherokee, Cobb, Gwinnett, and it seems like I see these up, up and away. Uh, I don’t want to call them yard signs, but the the small signs that are stuck every. I don’t know the proper marketing term, but I see these signs everywhere. Uh, has that been an effective strategy for getting the word out?

Taylor Chastain: Yeah. Um, we so we have call tracking numbers on them so we can see how much money we make off of them directly. And then we also get a lot of calls. People will find us on Google and say, oh, I saw your yard sign. Even though our CRM tells us they’re coming from Google. It’s because it’s creating the brand recognition. And then as I’m out networking, people say, oh my goodness, I see your signs everywhere. Or oh, I see your trucks everywhere. And that’s a that’s a big part of just having the consistent branding presence and letting that be a focus point for us. And the fact is we’ve got multiple guys out and multiple trucks every day, and if they’re putting their truck in park, it means we’re stopping in a customer’s house and customers live near customers, so we might as well mark.

Joshua Kornitsky: Philosophy, right?

Taylor Chastain: You know what I mean? We might as well mark it because. Birds of a feather, right?

Joshua Kornitsky: Right.

Taylor Chastain: So that that’s a the the we call it marketing. Like it’s 1995 and it works out great for us. We don’t have to compete on Google. Well, that’s not nearly as much of a cornerstone for us as it is for many companies.

Joshua Kornitsky: Well, and it does seem like from the outside looking in, it’s an industry that that there are a lot of transient players and people that show up may survive a year or two and for whatever reason, just go away. Um, you having been around now for, I guess, coming on to 11 years.

Taylor Chastain: Yep. Uh, just over.

Joshua Kornitsky: Just over that that that’s a consistency that people like. And and I learned from my dad a long time ago that the first way that you get business is by being where people can find you.

Taylor Chastain: Yeah, absolutely. And consistency is huge. So and especially in the level of service which we work really hard to do.

Joshua Kornitsky: And, and I know that that’s important to you. And I know that the culture is important to you. But I want to ask a little bit about your community activity because I know you personally. Uh, are you still part of the Kennesaw Business Association board?

Taylor Chastain: Yep. I serve on the board there, and, Lord willing, I’ll be on again next year, so. Well, that’s been fun.

Joshua Kornitsky: If you don’t know the KBA, it’s definitely something I’m a member as well. It’s certainly something worth investigating. Uh, it’s a great way to connect with other folks in the community, but what other things are you or up, up and away involved in?

Taylor Chastain: Yeah, so. So I’m involved in that. Uh, up, Up and Away is also involved in West Cobb Business Association. Um, actually, my business development guy, Rob is slated to be their president next year.

Joshua Kornitsky: Oh. That’s great.

Taylor Chastain: Which I told him I was like, dude, I own the company and you’re beating me to the president role. But I guess that’s a I guess you pay people to be awesome at what they’re awesome at.

Joshua Kornitsky: Well, you hire people that are the right fit and they will exceed your every expectation.

Taylor Chastain: Absolutely. And then Rob and I both are pretty involved in a group called Powercor, um, which is kind of a competitor to BNI, but, um, we make a crazy amount of money out of that group. I hate even talking about it because I don’t want anyone to get any ideas. But at this point, you know, we’ve kind of got it locked down. And then I’m involved in a group called Boma, which is Building Owners and Managers Association of Atlanta. That’s where we’re getting a lot of these commercial relationships and, uh, takes a long time to foster that. It’s very, very, very relational. So you have to develop that buy in. Um, but it’s been great because you show up and be a genuine partner, not putting a sales pitch on, which is how I like to operate anyways.

Joshua Kornitsky: Well, and that’s the last piece that I want to ask you about before we, uh, talk about the Touch-a-truck event that’s coming up. Um, I, uh, I’ve known Taylor now for a while, and, uh, we were talking before we we started broadcasting about your email cadence and communication, and I think you do something that’s really different. Would you share a little bit about sort of the why and the what of of of your outreach?

Taylor Chastain: Yeah. So the vast majority of our outreach, whether it be email, uh, text, social media or the events that we’re doing is not to create a sales pitch or whatever. It’s to inform customers of what’s going on, to give them a good opportunity. So oftentimes our newsletters are, you know, hey, did you know it’s a national Clean out month? Here’s some resources as you’re looking around your house. Or here’s a recycling event that Cobb’s putting on or Cherokee’s putting on or whatever. Because does it technically, you know, we talk ourselves out of 100 bucks a week. Sure. Who cares? But if you only have four gallons of paint, take them to the paint recycling event. Call me when you get a hot tub. No big deal, you know, and I’d rather provide value to other people, uh, instead of just trying to constantly be a sales pitch. Because sales pitch is annoy me. But I love it when people make me aware of things I wish I would have known well.

Joshua Kornitsky: And that’s as so on the consumer side of this, I can tell you that that’s exactly how they resonate for me. Um, I like everybody else. I get a ton of email and most of it I don’t pay a whole lot of attention to. But when I get the emails from you, I have a tendency to to read through them because typically I find something I did not know. Uh, and to me, that I’d love to learn and I love to learn about new things. So it’s always an interesting read. Um, and speaking of, uh, always learning. Tell us about the Touch Truck event that’s coming up.

Taylor Chastain: Yeah. So we’re doing the Touch Truck this weekend. I think it’s at the Veterans Park here in Cherokee County. Um, we’ll be out there. We do tons of touch trucks. I think this will be four or 5 or 6 for us so far this year. First, yes, we wash them. Um, we definitely do not let the kids get in the back because there’s no amount of water in the world that would make that not gross. But we clean the calves and everything. Let them get in. And, uh, it’s fun, man. We give them stickers and coloring books, and if the parents are interested, we’ll give them a card. But it really is something to give back. I remember being eight years old. I went to the touch a truck in downtown Kennesaw. I remember sitting in the funny car, you know, the drag racing car. And that was a cool thing for me. And now I get to be the guy who has a bunch of big trucks that kids are gonna think are cool, so I ought to just bring it. So we do do a lot of stuff like that. As we get around the holiday season too. We do some other kind of events, but.

Joshua Kornitsky: Well, as you got other things coming up, please let us know. We’ll we’ll have you back on to talk about them. Sounds great. And see what we can do to help. Yeah. Well, what’s the best way for people to reach you, Taylor?

Taylor Chastain: Best way would, uh, probably be through my LinkedIn page. It’s a Taylor Chastain. My first name is actually Austin, but nobody calls me that.

Joshua Kornitsky: We won’t. We won’t use it. And we’ll share all of these links as well.

Taylor Chastain: Yeah. So LinkedIn, you know, Taylor Chastain or just follow our Facebook page. I’ve got a social guy who runs a lot of it, but I actually end up staying pretty involved on the messaging side, just because I like to be able to chat with people. So between me and my office team, we’ve got it locked down.

Joshua Kornitsky: That’s fantastic. Well, thank you again. Uh, Taylor Chastain, owner of up, Up and Away Junk Hauling. It’s been a pleasure having you here. And if you have time, I’d love it if you could stick around when we talk with John Wick.

Taylor Chastain: Yeah, I’d love to. Thanks so much for having me, man.

Joshua Kornitsky: Oh. Absolute pleasure. And it’s always nice to catch up. And thank you for the cigar.

Taylor Chastain: Yes, sir. Of course. Thank you. I’m excited.

Joshua Kornitsky: Did. Awesome. Well, my next guest is John Wichmann. He’s the CEO of Gather Sciences, where he and his team developed a balanced hybrid framework and certification. John works with organizations to intentionally design hybrid and remote environments that improve performance, strengthen culture, and create sustainable, high value employee experiences. Welcome, John Wichmann, I’m thrilled to have you here, because I don’t have a single client that hasn’t had a challenge in this vein.

John Wichmann: Joshua, thanks for having me. And it’s great to to join you and tell her today.

Joshua Kornitsky: I’d love to love to learn more about it. So so before we jump into exactly how all of it works, what brought you to this, this universe other than because I’ve other than Covid, which kind of brought everybody into the remote universe. What what drove you here?

John Wichmann: Yeah, I’d say my first entry into sort of workplace related topics and technology was when I, uh, had the opportunity to join as a co-founder of a company called Optician and Optician, provided and still provides. Does a great job of it really workplace management, SaaS software. So that’s helping people understand who sits where, how many seats they have available. Um, we really got that company up and running in 2018, 2019, uh, beginning of I’d say March of 2020. We had, uh, first ten customers and then the pandemic hit. So we found ourselves with, uh, workplace management software where nobody was in the workplace. Um, so that really started a transition into safe return and, um, doing some more dynamic things. And we were right on the front lines in terms of how people were approaching workplace, the emergence of hybrid work. And I think one of the things I recognized at that time was that hybrid work was very significantly misunderstood. And we would see some people thought it just meant having a hoteling right offer. So it was very misunderstood. I think it was under applied and certainly under capitalized in terms of the value it could provide.

John Wichmann: The other big thing that stuck out was that it was very much sort of becoming a power driven policy. Meaning who in the equation of employee employer had more power in this relationship? So just as I think employers started to think they were going to bring people back into the office, then all of a sudden the the fears around the Great Resignation started to surface, and then everybody backtracked and said, well, gee, we can’t ask anybody to come back. They might quit on us. And then you see, you know, at some periods in, in the more recent past, companies saying, well, hey, gee, maybe the economy isn’t as strong and maybe this is my opportunity to tell everybody they need to come back in full time. So, um, so really the, the impetus of, uh, of starting Gather Sciences was in large part around that to say, hey, we think there’s a way and an opportunity to help companies do hybrid in a more purpose driven, intentional way so that it can last for the long term.

Joshua Kornitsky: Well, and I think you put your finger on it, right. That intentionality is what was missing because like a lot of things, it was an organic reaction to, uh, somewhere between panic and terror to what was happening in real time, which it’s, uh, when I talk about anything related to employment during the pandemic, I try to always remind people, and I know you know this, we have the benefit of hindsight, right? And and we can look back and say, well, these were the right strategic moves or these were the wrong strategic moves. But when we were all in it day to day, we had no idea whether it was a day, a week, a month or forever. And and I understand why that intentionality must have become the, the impetus to begin. So now tell us where from from the ideas that formed born of that time. Where have you brought it? And what is it that that other sciences is doing to help employers and employees?

John Wichmann: Absolutely. A great question. And, you know, to your earlier point, and we look at this and we do say, because so many companies are facing so many of the same challenges around this topic, and what we’ve really noted that down to is that and you just put your finger on it, which is that hybrid work as it sits today in many, many companies, is really an evolved environment. It was never designed because we went sort of three weeks, four weeks, six weeks at a time during that whole period. And then all of a sudden companies sort of said, okay, well, I guess this is what we’re left with. And unfortunately, what most companies, I would say probably a majority are left with is not great. And it’s not it’s not working super well for them. One of the reasons you’ve seen a lot of, especially larger companies push that full time return to work. And so really, our view because we’ve we’ve seen it work, we’ve helped companies make it work, is that for those companies that can do hybrid or remote work in an effective, sustainable way, that’s going to both continue to allow that company to be successful, to grow and be successful, and for the employees in the company to grow and be successful, um, that those companies will really be able to have a competitive advantage against others who just couldn’t figure it out, didn’t know there was a way to figure it out, and sort of said, well, we’re just going to have to go back to full time office return.

Joshua Kornitsky: So help us understand what the engagement looks like. Is it do you have the secret decoder ring and you walk in and say, you know, Monday, Wednesday, Friday for this group and and Tuesday, Thursday for this? How does how do you determine what works for the client?

John Wichmann: Yeah, I’d say we we bring part of the secret decoder ring, but the other half is honestly in the business and it’s inside the information and the input from the executives and the associates. And so we combine those two things to really give them a map and a path on how to move from where they’re at to really where they they want to go and have hybrid work. Well for everyone in that organization and for the organization itself. So we really, um, take a three sort of key steps with that. The first one is, is to come in and just talk to the executive team. Obviously, we’ll talk to a managing partner or CEO just to understand some of the background and some of the challenges they’re seeing, because executives are absolutely seeing real challenges around hybrid and remote work. It’s not that they’re just upset about empty offices. If it was that easy, um, we would have solved this a long time.

Joshua Kornitsky: And it’s not the political issue aside, because it’s really got nothing to do with that. These are functioning businesses that have to stay functioning. And and that’s you’re talking about people’s lives. You’re talking about people’s income. All the rest of that can go to the side. Right? So how once you’ve spoken to the executives, how do you work to tailor it? Because the name of your company is Gather Sciences. And I know data’s in there.

John Wichmann: Absolutely. Right. So so that first set of data gathering is obviously with that senior executive. And then we’ll do a one on one. I’ll do a one on one with each of the ELT members. Because if there’s if there’s um, significant, um, misalignment, you know, uh, as it relates to that executive team, it’s important to know about that. It doesn’t mean there’s there’s necessarily it’s not fixable. But it’s important to understand that. And in what we’ve found in most cases, there’s certainly a variety of opinions across that ELT, which you would expect. But it’s important to know that because it factors into the solution. So once we’ve done that, and really in parallel to doing that, we have a very targeted survey that we provide. And it goes to literally from the C-suite all the way down to the last person they hired out of college. And it will. It’s not asking them how many days they want to come in, right? It’s really working to understand what they value from that in-office experience. And so we will also ask different questions to different levels of people in that organization. So it’s been something we’ve probably refined over about two years and really have gotten it to a very targeted, very valuable set of data we collect. And we’ll combine that with some internal data that we get from the organization, and we’ll bring all that together. And then what really that provides is a map, if you will, of of again, moving from where that organization is at to where, where it wants to go.

Joshua Kornitsky: And what size organizations do you typically work with?

John Wichmann: And right now we’re typically working with organizations I would say that are probably 50 to 500 600. We’ve worked with some larger than that and some smaller than that. But I’d say that’s probably the majority.

Joshua Kornitsky: And so okay, Let’s. And I’m obviously oversimplifying. Let’s say that you have gathered the information, you’ve analyzed the data you’ve come up with, with, um, with the approach that will likely be the, the best success. Is it just hand it off. Here’s here’s the treasure map. See you later. How does the engagement continue? Because certainly the the structure of every organization evolves over time. How does how long does that take? I guess first of all, to, to broadly speaking to to reach the point of here’s the plan and then how do you keep them on plan?

John Wichmann: Yeah. So really to do that first part, it’s within 30 days. So we can do that very quickly. Then of course there’s recommendations that come out of that. And you know that’s something they could completely do on their own. Uh, we’ve created tools and workflows to help them go through that more consistently and throughout that whole organization to really come out with hybrid plans that speak to the needs of not only the organization, but the different departments in the organization. So that’s one of those core tenets of of balanced hybrid, which is really that we recommend that whenever possible is to really factor in the differences across the different departments and then even the different seasons that those different departments have, because that’s really where the success of hybrid work is going to live, as well as why it often fails, because it’s not specific to the needs within that organization, and people don’t see the value in it.

Joshua Kornitsky: So it sounds to me the way you’re explaining it, John, that it is that hybrid work is is not pacifying, uh, unhappy, potentially unhappy staff or employees or even leaders. It sounds like it’s more of an opportunity.

John Wichmann: It’s absolutely an opportunity. I mean, part of that and part of the reason why there’s so much tension on this topic is you have on one side executives who are seeing real issues happening with those organizations and they rightfully believe, hey, I can’t sustain this. Some are sustaining it, some are sort of suffering through it and feel like, well, if I bring everybody back, well, that’ll cause more harm than the harm I’m suffering right now. So that’s not a great situation. Some larger companies figure, well, we can weather the attrition and we’re just going to pull everybody back. So you know you have that situation happening. And then really from there it’s it is about. So here’s an example. So one of the core measurements that we do Joshua is called uh an EOS an office experience score. And what that does is we call it sort of our Net Promoter score for hybrid work. And asked one simple question, which is, um, in the past 45 days, how often has your in-office office experience been worth the commute? So pretty.

Joshua Kornitsky: That’s a loaded question.

John Wichmann: Up against.

Joshua Kornitsky: Cuts. Right to it.

John Wichmann: There’s five options. And there’s well, six. You can say you haven’t been in the office in the last 45 days, but the five are really the answer is never. It’s never been worth it in the last 45 days. Seldom. Sometimes. Usually or always. And then that nets out to a score of somewhere between 1 and 5. So a three would be right in the middle of sometimes. And so honestly, most of the time companies land right around the three. We just did one. It was 3.04, I think. And when we talked to the executive team say, well, understand that without really saying it quite so directly, that’s and oftentimes that’s 76 or so, 74, 75% of your employees are hitting that sometimes or less. Is that 75% of your employees are kind of telling you that they believe coming into the office is a waste of their time, at least half the time.

Joshua Kornitsky: Right.

John Wichmann: And that is a problem, right? That is a problem if you’re worried about employee engagement, retention, ability to attract, ability for people to refer their friends who might join your organization. Now, whether they’re right or wrong and whether, well, gee, don’t you know, we used to always come into the office and say you should be happy with coming in three days. That’s kind of a moot point. If the person believes you’re forcing them to do something that’s actively wasting their time.

Joshua Kornitsky: Well and leaning on something Taylor mentioned about his employees. Um, I want to ask this in a careful way, because I don’t want to lead you to a conclusion, but from what you just shared, do you believe that that middle of the road score of of people is that is that score speaking to only hybrid work, or is that speaking to culture of the organization? And I know that that’s a specific question about a generic or or broad statement, but I feel like it has to be a little bit of both. It is.

John Wichmann: It absolutely. It’s both. And and sort of one feeds the other. Right. So the lack of, you know, those sort of quality interactions with others starts to degrade or prevents the forming of positive relationships. Right? In the office and in the workplace, it makes people feel they’re off on an island, for example. And so like, as our work doesn’t just cover those folks who live locally and come into the office sometimes and don’t, it covers the entire organization, whether that person is classified as in office as hybrid or flex.

Joshua Kornitsky: Right.

John Wichmann: Or whether they’re remote. It’s just as important to be intentional about how your remote people will interact in person with people from their team or your organization, as it is for those who are local. Now, it may not be as frequent, but it needs to be just as intentional, or you’re putting at risk your ability to retain those people and have them feel excited about your organization and feel like they’re part of something bigger than themselves.

Joshua Kornitsky: Makes sense to me in having managed a remote team on the other side of the world for about five years. Um, that connection and engagement was critical. Uh, and I have to imagine, as the entire world got to be remote for a period of time or most of the entire world. Uh, it was one of those things that that everyone strived and very few people found. So let me ask this, because I think anybody listening right now is, is probably leaning in a little because you are, uh, you are suggesting that Gather Sciences has made significant progress to helping organizations solve this really inscrutable problem, that it sounds like data is the first step, but there’s more to it than that. What what should someone who’s listening? What? Well, let me back up. What are some of the 1 or 2 of the assumptions that people make that may or may not align with the reality that you’ve seen as you’ve helped clients. So about hybrid work or about hybrid workers.

John Wichmann: Well, um, I would say one of the things we hear most often, and this will come from executives and certainly from the larger employee population, is an overfocus on this, on productivity. Um, most people and most of the tension that we’ve seen develop where an employee is asked to come in and oftentimes it’s somebody who’s five plus years into their career and they’ll say, well, my company only wants me to come in because they think I can’t be trusted at home to work. They think I’m less productive at home, but don’t they know I’m crushing it at home? And you’re forcing me into the car two hours a day and you’re short sighted and you don’t understand this. And so we really try to work to change that conversation and move from this, what we would call sort of this output mentality to really an impact mentality. And so impact includes output, but it also includes your ability to mentor, to be innovative, to, to help problem solve within your organization. And if you say you’re ten years into your career and maybe 5 or 6 years into that company, if you’re home all the time or just come in randomly, it’s very difficult for the organization to tap into those really important, arguably more important contributions that you make beyond your output, beyond your productivity. Um, and that alone, honestly, Joshua can change the mindset of people and change how they feel about that. Why? For coming into the workplace.

Joshua Kornitsky: Oftentimes in in my professional life, uh, I encounter a desire to and this is sort of analogous, but it’s a desire to have a 10% improvement in productivity. But there’s no baseline. Right. So in in a lot of the the examples that I encounter that I would put in in sort of the same boat as this is, they don’t believe they’re as productive, but they don’t have a measure for the pre-COVID or the pre hybrid productivity. They just know and you can’t make legitimate business decisions. Always on a gut feeling. You know it. You’ve got to have the data. And it sounds like other sciences helps bring them that data.

John Wichmann: Absolutely. I mean there’s another example sort of on a you know, a related note would be sometimes we’re talking with a senior leader, um, and say, well, how’s it going? How is hybrid and remote work going or how’s hybrid work going. And they go, well, I think it’s going pretty good. Okay. Which is awesome. But. Well, how do you know? Like are people coming in like, do you measure badge swipes? You look at it. No. You know, we don’t want to be big brother, which I certainly understand. Sure. But we try to stress to them, is that Big Brother is in large part what you do with the data. But if you don’t know about it, and to your point, if you’re just sort of saying, well, the parking lot seems kind of full or.

Joshua Kornitsky: Vice.

John Wichmann: Like there’s people here, it’s very difficult in a 500 person organization to sort of finger in the wind to get a sense for it. So we advocate getting the data, but certainly being very careful what you do with the data so that you don’t, you know, create a situation you really didn’t intend to. Um, but it is, we believe, very important to know. And it can provide a map again on the best way to move forward.

Joshua Kornitsky: So if someone wants to get started, what do they what do they need to do? Is it as simple as picking up the phone or going to your website? How how would how would a company that wants to understand more about what you’re offering get Ahold of you and learn?

John Wichmann: Yeah. So website scientist.com. Reach out to me on LinkedIn or drop me an email. Jon, at any of those would be would be a great way to get in contact. And what we’ll typically do is just have a conversation, right? Just to get a sense for where things are at and how we would approach that. And it’s pretty consistent. So we’ll do those executive conversations. We’ll do that. It’s a ten minute survey right. And we’ll bring that stuff together. And then really we’ll provide recommendations that they can do on their own. We can help with a little we can help with a lot. And then we actually also have a certification so that if an organization is committed to remote and hybrid work and that they are committed to continuous improvement, committed to ensuring that young people are going to be surrounded by people who can help them learn and grow in the office and an in-person environment. And some of these core tenets we’ve set up, we can actually move them to balanced hybrid certified. So wow, balanced hybrid is our framework, which really talks about bringing together the right people at the right time and frequency into an inviting, impactful office environment to do things that matter most. And the certification is a way for an organization to have an outward facing sign and signal that they are doing hybrid work very intentionally and purpose driven. So it’s a signal to somebody coming out of school. Sure. Hey, this is an organization that it’s not just about me coming in and working from home part of the time, but it’s really to say the quality and value of the time of my time when I’m in the office means I’m going to be able to learn and grow and progress my career forward, versus just coming into an a place where I have no ability to learn.

Joshua Kornitsky: And it sounds like it would give companies a real competitive edge to fly that flag. Right. Because I can tell you, uh, being connected for, for many years with lots and lots and lots of people, people reach out to me when, when they’re looking for new, uh, opportunities. And more often than not, the first thing they say is hybrid or fully remote? Absolutely. And now maybe that’s just the type of people I know, but I don’t think so, because I hear it in every company that I go to. Um, there is a desire for some parts of the workforce to be remote, or at least be hybrid. So knowing that there’s a certification out there that they can look towards, I think goes a long way to both helping the employer get better employees, but also help the employee decide where they want to work.

John Wichmann: Absolutely. And for an experienced hire, I mean, we’ve seen an example here recently in Atlanta, a very large employer, which was in theory committed to hybrid work, um, within the last, what, 45 days said, nope, sorry, we’re actually going to come back full time. Well, I’ve talked to several people who their friends there, and they thought they were working or recently were hired into a hybrid environment, which won’t it won’t. And no company is going to promise anything.

Joshua Kornitsky: Sure.

John Wichmann: But if you join where, say, certification is in place. It does give a signal that hybrid work is not on its last leg. We’re committed where this the C-suite is already talking about getting rid of it. You just don’t know yet. And you’re going to join a place that in three months, this hybrid, you know, environment is going to go away. Back to to full time. And so it does give a positive signal there. And it’s important because a lot of large companies are um, unfortunately moving away from hybrid and remote work, um, versus being able to really work, work through which we understand why they’re doing it. But, um, we do think it’s an amazing opportunity for small and midsize businesses who can figure it out and do it well to pick up some really amazing talent.

Joshua Kornitsky: It certainly seems like it’s far more of a competitive advantage than it is a hindrance, but it is dependent on the right approach. And it sounds like Gather Sciences has has got that figured out and can help clients with that opportunity.

John Wichmann: Yeah, we think so. And again, it really goes to the fact that it’s a purpose driven approach, and we leverage a lot of the answers that we get are really come from within that organization. We’ve just gotten really good at surfacing them and putting them in a way that they can action against.

Joshua Kornitsky: When I work with leadership teams, I tell them 99% of the answers are in the room. We just facilitate bringing them out because the experts on the business aren’t us, it’s them.

John Wichmann: That’s exactly right. Which is why we don’t come in and say it’s this many days or that many days. We do not believe in one size fits all across companies or honestly, honestly, many times that’s not even the right fit within a company. And if a company wants to think more broadly about this topic and say, hey, you know what? For example, a CPA firm, you know what audit is different than tax? Different seasons, different types of work. Sometimes it’s on site, sometimes it’s not. Um, and advisory essentially a consulting function. Right. So those are three entirely different sets of needs around hybrid and remote work. There’s some similarities, but there are also differences and enough differences where those we believe and we’ve been successful with really helping them to consider those differently and navigating questions like, well, gee, doesn’t what if somebody thinks that’s unfair because this group is different than that group? Okay. I mean, you can go you can go join the audit team if you want. Sure. Um, but there are different jobs, um, and helping really explain that. So, um, but it’s it’s certainly an exciting time. And we think huge opportunities for organizations to extend this, as you said, as a, as a competitive advantage.

Joshua Kornitsky: Sure. And I think that there will be a lot of people interested in learning more. So I can’t thank you enough. John Wickman, CEO of Gather Sciences, I am excited to have had you on the show. Uh, thank you also to my other guest, Taylor Chastain, from up, Up and Away Junk Hauling. And, uh, we will have contact information for everybody on our website. When? When everything goes live. Uh, last thing I want to do is just remind everybody that today’s episode is brought to you in part by the Community Partner Program, the Business RadioX Main Street Warriors defending capitalism, promoting small business, and supporting our local community. For more information, please go to Main Street warriors.com. And one special note of thanks to our title sponsor for the Cherokee chapter of Main Street Warriors Diesel David, Inc. please go check them out at Diesel David. If you’d like to learn more or become a main Street Warrior, please reach out to me. Joshua Kornitsky. Your host for this episode of Cherokee Business Radio and a professional EOS implementer. As always, it was a pleasure to have everybody here in the studio. Anything we can do to help. We look forward to seeing you both again. Thank you so much for your time.

 

BRX Pro Tip: Smarter Objection Handling

September 11, 2025 by angishields

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BRX Pro Tips
BRX Pro Tip: Smarter Objection Handling
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BRX Pro Tip: Smarter Objection Handling

Stone Payton: Welcome back to Business RadioX Pro Tips. Lee Kantor, Stone Payton here with you. Lee, what is your take on handling objections?

Lee Kantor: I think handling objections is super important, especially for a new person in business, a new business coach, or a new person who’s in the professional services.

Lee Kantor: I think a way to do this well is you’ve got to kind of get ahead of it. You have to kind of write down any type of objection that you can possibly imagine occurring and have an answer that’s at the ready to kind of counter whatever that objection is. I think that that’s the starting point.

Lee Kantor: And once you’ve done that, I highly recommend taking all of that content you’ve just created and putting it on your website as Frequently Asked Questions. This is one of those things that you should be adding to this list as new objections happen, and add them to your Frequently Asked Questions, because people are going to check you out online before they’re going to call you or have an interaction with you.

Lee Kantor: So the more objections you can handle ahead of time and put on your website, the better. Your future you will thank you for all of this effort, because not only is it useful for you to educate and inform your clients about what you do and how and why you do it, it’s also going to help future you when you hire a replacement, because now your replacement sales person is going to know all of the common objections, and it’s going to be a lot easier to train them to be effective faster because they’re already going to have have an opportunity to read through all of the different things that people typically object to your service about. So that by itself is useful.

Lee Kantor: So by proactively answering common questions and objection handling, this is going to help you educate and inform your prospect, and it’s going to help you close deals faster. And also, you’re kind of doing some training ahead of time before you even need that salesperson by writing all this stuff down ahead of time.

Lee Kantor: So I highly recommend, especially if you’re new to this, write down the top ten objections on a piece of paper. Ease those concerns publicly and watch those nos transform into Let’s Talks. And smarter objection handling isn’t just a tip. It can be your new secret sales weapon if you deploy it elegantly and properly.

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