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Trusted Advisor Radio: Mike Sena With Mike Sena Advisors and Jeffrey Snow With Path & Post Real Estate

March 1, 2022 by Jacob Lapera

Cherokee Business Radio
Cherokee Business Radio
Trusted Advisor Radio: Mike Sena With Mike Sena Advisors and Jeffrey Snow With Path & Post Real Estate
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MikesenaMike Sena, Owner of Mike Sena Advisors, Inc.

Fired from his first two corporate jobs, Mike has been on his own ever since, creating and running several businesses. Along the way, he’s learned a lot about life, happiness, and money.

Mike is a father, speaker, author, TEDx organizer, and weekend polo player. He loves working with good-fit clients to improve their circumstances and outcomes. Most of his clients have come from other advisors, most own a business, many are seven-figure wealthy, all enjoy a personalized experience and comfort at night.

Connect with Mike on LinkedIn.

jeffsnowJeffrey Snow, Commercial Specialist at Path & Post Real Estate

Jeff brings extensive professional experience in all manner of commercial real estate. His career began in the early 80’s he worked with Westinghouse Communities and Coral Ridge Properties, in the development and marketing of properties.  Executive experiences in merger and acquisitions, property management development, building, marketing, business consulting, and coaching.

Throughout his career he has been responsible for the sale of developed land for 3,800+ apartments and condominiums in Coral Springs and Ft. Lauderdale. Extensive experience in shopping centers, involved in over 30 acquisitions and dispositions including all aspects of asset management. Industrial development of 300,000 square feet of both build to suit and for sale products.

Jeff understands the challenges and day-to-day issues of being a business owner.  His own entrepreneurial background includes starting five businesses and has been involved in establishing two non Profit organizations.

As the Chairman of the Board of the Economic Development Council of Coral Springs, earned the Industry Appreciation Award in 1989 and 1990 for adding 140,000 SF in manufacturing space and over 200 new jobs to Coral Springs. Jeff, CLS (Certified Leasing Specialist),  ICSC Chairman Speakers Committee Member and Area Governor and President of Cherokee Toastmasters.

Currently with Path and Post Real Estate, Commercial Division. Building and land disposition and acquisitions as well as leasing properties as third party negotiators.\

Connect with Jeff on LinkedIn.

 

This transcript is machine transcribed by Sonix

 

TRANSCRIPT

Intro: [00:00:07] Broadcasting live from the Business RadioX Studios in Woodstock, Georgia. It’s time for Cherokee Business Radio. Now here’s your host.

Stone Payton: [00:00:23] Well, welcome to this very special edition of Cherokee Business Radio, it is our inaugural Trusted Advisor series, and I can’t think of a better way to kick it off than to bring back to the Business RadioX microphone with Mike Sena advisors. Mr. Mike Sena, how are you, buddy?

Mike Sena: [00:00:41] I am great. It’s it’s a. So far, so good this winter.

Stone Payton: [00:00:46] I think it’s even better since we turned your headphones up. We just did a sound check before we started this and they’re like, Yeah, it sounds great. And then Mike starts pointing at me. So these are the things that happen when you do inaugural stuff, right? So before we dove into the whole conversation, Mike’s brought a guest with him, Jeff Snow. I get the last name. I remember that right before we get into that conversation, though, Mike, let’s remind the listeners, it’s probably been a while since you’ve been on air with us. What are you advising about man mission purpose? What are you out there trying to do for folks with your practice?

Mike Sena: [00:01:18] I advise people on managing their money, and the financial planning side of my business is quite crucial. I tell folks that I make my money managing money, but the value I bring is in the planning. And so we spend a lot of time building a highly personalized financial planning fee only practice. So I don’t sell insurance and I don’t sell securities. All I really sell is my expertize, my experience, my opinion, and I’ve been doing this for a lot of years. I like to tell folks I was fired from my first two jobs. I’ve been all my own ever since, so I’ve learned a lot about life, business and money over the years.

Stone Payton: [00:01:58] And now you took a little bit of a different approach, although I have seen it some, but it’s it’s a fee based approach as opposed to selling products and receiving a commission. Am I am I getting that right?

Mike Sena: [00:02:08] Pretty close. We’re actually fee only,

Stone Payton: [00:02:10] Which the only pure name

Mike Sena: [00:02:12] Is. The only income I get is when my client writes me a check and there’s different ways of doing that. But I don’t sell any products. I don’t make any money from the sale of a product or a transaction. I don’t get referral kickbacks. I don’t get kickbacks from mutual funds. It’s a very unique kind of one on one situation with my clients and to me, the beauty of this I have no other master to serve. Right now, I’m going to get on a soapbox here. But if you’re a banker, if you’re an insurance agent, you’ve got several masters to serve. One of them is a quota system. You’ve got to bring in the dollars or you’ll be shown the door. Aha. And I’m not saying it’s conflicts of interest, but it certainly is there. And with me, it’s just me and my client. No other master to serve alligator. I love it. I have so much fun with it, and I make a difference in people’s lives.

Stone Payton: [00:03:09] Well, everybody knows Mike it now. But was it tough in the early going? Was it because it strikes me that that would be a tough thing in the early going to get off the ground, a financial advisor kind of practice

Mike Sena: [00:03:20] Or you have no idea. And so most of my professional career, I owned the night business for a lot of years and people go, Well, how do you go from it to managing money? And it’s right. I was a business guy. I had a partner that was the it side. We had a great partnership, a great run, a great relationship. The company is still going, but it changed a lot. I just wasn’t having fun with it anymore. And I said, You know, this financial planning, I think I got ahead for that and I think it would be great. And it’s a couple of things I will tell you. You can’t get too much more intimate with your clothes on than actually talking about your money. It’s very deep for a lot of folks, and I tend to be what I call a left brain introvert. I’m really good technically with what I do, but there’s a lot of emotional aspects, and I’ve had to learn how to use the right side of my brain, how to listen and how to help people make the most of what they have. And I had a situation last week and it’s husband and wife. Longer story here, but basically the wife wants a car the husband doesn’t, and I know the situation pretty well.

Mike Sena: [00:04:34] But I think, you know, I think you guys should get the car. She goes, Yay. It’s just it’s a really interesting dynamic. And when I started off in the business, I wanted to work with younger, less or affluent people. And everybody told me that you never make any money with that. And I said, Watch me, and it turns out they were right. It was really hard to make money with younger, less or affluent people. There is a maturity level and there you have to reach a certain level. People know what they don’t know. And so there was a maturity thing, there was an income thing, and for a lot of younger people, it’s hard to justify to three point four hundred dollars a month for a financial plan or a financial planner. It’s not something you can touch. It’s not a life insurance policy. It’s not an annuity, right? It’s something a little more ethereal that unfolds over time. But honestly, it’s like compound interest. It works. And over time, you’d be amazed at what will happen to your life working with a family financial planner

Stone Payton: [00:05:43] And you keep your eyes open. You’ve got your your finger on the pulse of things you. You’re not locked into one set of strategies. What particular tactics? And I think today’s episode is kind of going to lean us into that because you have you’re really beginning to pay some attention to and try to help some of your clients at least understand and learn a little bit about this. This this area of commercial real estate.

Mike Sena: [00:06:07] Yeah, absolutely. I grew up in the real estate business. I love investment real estate, but I can tell you I never wanted to be a landlord. And being married, raising a son, having a business, it was only so much to go around. I love the stock market, but about a third of my clients, the bulk of their wealth is in investment real estate. Is that right? Either homes or commercial properties? I’ve got a client, in fact, that my guess is going to talk to next week who’s got an office building in downtown cortisol. They’re looking to sell. I just I love investment real estate, so let me tee it up with Jeff Snow. We’ve been friends for a lot of years. Jeff, you’ve been in the real estate business longer than you might like to admit, but 30 or so years, is that right? 1980 OK, yeah. So Jeff Snow was the man he’s been in commercial real estate, starting off in South Florida. Then you moved to Georgia. What about 15, 18 years ago?

Jeff Snow: [00:07:06] 2006?

Mike Sena: [00:07:06] Yes, OK. And you’ve been through. You’ve seen a lot that’s happened. Yeah. And one of the things I wanted to talk about is in my mind, there’s really three ways to generate wealth over time. The easiest is with the stock market 401k, that kind of thing. Next, easiest is investment real estate, putting some money aside, buying some properties, doing a little at a time and let it compound over periods of time. And the third way is to be a business owner, own your own business, and that is by far in my mind, the most difficult. Not everybody has a mindset or a head for that type of endeavor, but commercial real estate. One thing is I want to talk about Jeff is, where do you see? Opportunities in commercial real estate today.

Jeff Snow: [00:07:58] Well, thank you very much, Mike, and thanks for inviting me here. I really appreciate it. I’ve been in commercial real estate since 1980, and I started off doing what you were just talking about selling businesses. And you’re absolutely right. There’s a lot of people that really want a business. They have the money, but they don’t have the temperament for it because it does take a certain kind of person to have a group of people working for you all day long in one location. And that wasn’t really my forte, but I did do a lot of that in the very beginning of when I first started in real estate. I went to a small gathering one time and somebody gave my name to the gentleman that ran the Westinghouse division of of our real estate company down in South Florida. And he called me up, and we interviewed a couple of times and came to came to to an agreement that I would go to work for him and he would take me under his tutelage to teach me commercial real estate. I was extremely excited until they told me I wasn’t making any money unless I sold something, but that’s OK. But I got into the development of warehouses and shopping centers at that time, and the company was or is Westinghouse Communities West, the under Westinghouse commercial, and it was called Core Ridge Properties, and they owned a piece of property in the northwest section of Broward County, Florida. And with that, I moved there.

Jeff Snow: [00:09:35] And I’m trying to remember exactly, but in 1979, there were 37000 people there, and my job was to help develop the entire area. Today there’s over two hundred and twenty thousand people in the same large area. So we developed an industrial park and a couple of shopping centers that we built. Meaning the company built and I was involved in helping with that and then helping with the actual marketing of the properties too. So I was it was it was a great education for it didn’t cost me anything like the other education cost me, but I was so glad to be out of computers, mainframe operations and and programing that was not just didn’t work out for me, but I want to say one thing about commercial real estate. Everything starts with the land and all of you know, you just walk outside and look around and you’d wish you’d bought a piece of property that is now. Worth ten times what it was there, if if that even even more than that and I’ve been in Georgia since 2006 07 and when I when I came here and saw what Cherokee looked like, I loved it. It was a nice, small little community. There were some problems coming because 2008 hit and 2009 and 10 11. Yeah, and it it changed, but it was still a small community. And then as soon as we started coming out of the. Recession. It exploded, and it was really exciting. And then when that’s when I realized, Wow, I wish I had bought that piece of property back there on that corner.

Jeff Snow: [00:11:23] It’s now the church I go to. And it’s a huge piece of property, so everything starts with the land. If you invest in land, there’s it’s a long term. It’s usually a longer term use unless you’re going to be using it for whatever the use might be put in an industrial building on it or whatever multifamily. And you’re asking about, Oh, let me back up to the land thing for a second. You wanted me to tell you a couple of anecdotes, so I’m in the middle of selling properties and being involved in the development part of it too, but selling the properties to developers. Hal Wenzel, who is a very big developer in Israel, also in Long Island, decided to start building in Coral Springs, Florida. He bought a piece of property from me, and it was 17 acres, approximately. And that was right when we were going through our tree ordinance, and he could not get that land cleared for anything. It just took it was taking forever, I mean, months and months and months. Sunday morning, he shows up with a bulldozer by himself, and he took down every tree that he wanted to take down. Just gone. And of course, he ended up in jail, but that’s beside the point. He got rid of the trees he built the shopping center, moved back to Israel. I’m sure you’re very happy right now. But that’s a land deal right now is is a long term use.

Jeff Snow: [00:12:57] I mean, it takes a long time to get things develop these days. I’ve moved over to the multifamily business side of real estate commercial real estate. And when I say multifamily, everything four units above four units is is what I consider commercial real estate. And that has to be commercial loans, commercial development loans, et cetera. So I was involved in a lot of multifamily. You can imagine if we were jumping from 37000 people to what they had anticipated, which is about 100000. They were going to have to have a lot of housing. So in the interim there, for about two and a half three years, we sold close to 10000 units. So that’s a lot of pieces of property that have to be readied for development. And it was a very it was a really exciting time. It was fantastic. And Mr. Holliday bought a piece of property for me and happened to be in my neighborhood, not too far from me. And it was a good sized piece of property. It’s about twenty six acres. And his problem was they had a special little lizard, somebody at the EPA found on his property. Needless to say, they weren’t there on a Monday morning for some reason they were just all gone. Got the development done. But this is how these guys think they this is going to a let’s get it done and whatever it takes, they’re going to get it done. And they do.

Mike Sena: [00:14:29] Well, you have to. I mean, time is money. And so my dad was in commercial and industrial real estate and he bought or brokered primarily warehousing, and he would get a percentage, a small percentage every month for 30 years from that lease. And it funded his retirement. It really worked out quite well and reminded me of something I want to bring up to that might be of interest to people. A lot of folks want to use their IRA to invest in real estate, and it’s typically a terrible idea. You can expound on it, but there’s so many tax advantages to owning real estate depreciation and and the like. You lose all of that capital gains tax treatment inside an IRA, but raw land is a perfect example that you can use your IRA to purchase because there’s no depreciation on land, there’s no income from it. It’s it’s just a capital gain when you sell it at some point in time.

Jeff Snow: [00:15:28] Exactly. And if you wanted a retirement someplace and the Tennessee mountains or even North Georgia, you buy the property and you sit on it and it’s going to it’s in a majority of the time. It’s going to increase in value, and it’s just because there’s more of us people around that want the land. That’s it. It’s very simple. So the multifamily business was a was a very big business at that point, and my company called Ridge Properties. What they would do is to everything, to prepare the land, to build a building on it, and they made their money by doing it for single family homes. And it became a it’s a huge company still, and their single family homes division was not part of what we did. They already own the land where they had owned the land for years, developed it, and that’s what the single family came from. Then I once I got a little bit of the multifamily stuff done, we started building warehouses in the industrial park and it’s a light industrial park. It’s not heavy, meaning that there’s no major manufacturing. There’s no chemical off breed, no smoke coming out of anything other than maybe steam. But we built a fairly unique industrial part in that it was contained all in one section so that if you didn’t want to see it, you could drive right through the entire city and you’ll never see it if you don’t know where it is. And that was a that was an important point for the company because they did, they wanted to hide the what would be negative to to, they think, people buying it. Yeah, and they didn’t put single family homes anywhere near the industrial park. But it’s it’s almost fully built out now. And this has been in many, many years, but it’s a probably a three square mile area. So it’s a pretty good size, pretty good size, and it’s right up against the Everglades.

Mike Sena: [00:17:16] So getting closer to home? Yeah, where do you see taking place? You and I have talked a little bit about opportunities in northern Cherokee County, Pickens County, Dawson County being just slightly outside of where it’s super hot right now. You want to talk about that for a minute?

Jeff Snow: [00:17:35] Absolutely. I believe there’s there’s a lot of people. I just had a client. I luckily found him a piece of property in Cherokee County, and I say luckily, because it’s very hard to find what he needed in Cherokee. People are going towards Pickens, Gilmer, et cetera. There is a little problem up there. You know, there’s a very little water. They have to import their water or it has to be by well. So any kind of large manufacturing is not going to make it up there unless they figure out a way to to pump the water in. And that’s that’s a it is a problem for both Pickens and Gilmer County. Dawson County, I believe, does have access to Altoona, and they can get some water from it. They may even have their own reservoir that I don’t know about. Okay, interesting. Yeah, but I think the development up that way, first of all, it’s going to be mostly single and low multifamily to two, three or four units. But I don’t think you’re going to find a whole bunch of new apartment buildings coming out of the ground. They just don’t have the access, the capacity for it, and they went through a good recession with us, but they came out of it quicker because everything that they had was smaller properties. Industrial industrial right now is very is very big because people can’t find what they need. My client is in a four acre parcel right now down near Jamison Road. And he has he has 60 trailers, 60 and for four acres does not hold that much.

Jeff Snow: [00:19:08] So he has the rent property. So he’s creating this property in ball ground, and it’s going to be half of the property is his and then we’re marketing the other half for one of my favorite things, which is self storage. Ok, yeah, yeah. Self storage is a very interesting market. I met a guy, two people Bruce Manley and Buzz Victor Buzz. Victor wrote the book on self storage. They consider him the grandfather of self-storage development, and he did it all up and down the turnpikes in different places that they started. Now it’s become a huge industry. It’s a very different industry. There are no leases. It’s only you can only rent by the month. You might have an agreement for a year, but you can only rent by the month and the average person that goes into a self-storage, they visit it one time per month. How many just think about how many times an apartment with two people driving or three people driving, how many times they have to enter and leave is the maintenance is extremely low. The income is it’s not passive, but it’s pretty close to passive income because right now everybody’s doing it by credit card. Yeah, the to find the property for it to go on. Is easier than it used to be, because the the counties, especially up around here, are being pretty flexible about what they’re allowing. They allowed it in general, commercial a lot of places, they have to have an industrial land, but here is in general commercial.

Jeff Snow: [00:20:42] Mm hmm. But I I was involved with Buzz, Victor and Bruce, mainly in South Florida, and we found built sold 14 facilities. Wow. And a couple of those were. One was Miami Beach, where it was less than a three quarters of an acre. And it went up seven seven storeys high. Very. You have to be innovative and work outside the box. Another one that I sold. The guys had it was called store everything. They were right on Miami Beach, on the line of Miami Beach. They had a wine cellar. They had a place you could put your car into. That was a double concreted wall if you want. I mean, this place is close enough to the ocean that you could get some pretty nasty stuff with a hurricane, but they would store anything. And the one big thing that self-storage doesn’t like is chemicals, and they would store that so cool. And that is pretty much light industrial. And most of what we have here in in Cherokee County, up this way, Cherokee and and even over and foresight is light industrial. The heavy industrial there is some, but it’s few and far between. The crane company up on background on East Cherokee, is a huge industrial heavy industrial. They have they make their own cranes. They they weld it and put it together. And then there are a few others, but most of them are in light industrial, which is and it could be a huge organization, but they just don’t manufacture and create the problems that the EPA would not like them for.

Jeff Snow: [00:22:12] Ok. It’s hard enough as it is a lot of those industrial buildings now. Our distribution centers as Amazon built here in town. Fedex has them in town, in town, I mean, in the metro area of Atlanta. Huge one. Huge ups. Facility for distribution and all they’re doing is taking in something, possibly repackaging it and then shipping it out, and a lot of times they don’t repackage it, they just take it in and ship it out in a different way. So it goes through a big truck to the distribution, to a small truck, and that’s a huge thing around here. And if you know what the corridor is between Atlanta and and Charlotte, that I-85 corridor, if you drive up that corridor and you and you can look around, not where you’re going 90 miles an hour like you’re doing your BMW. But if you look around, you can. You can see some of the huge ore operations that are there. One of them is one of my favorites that you and I both know the gentleman that invented the electric nail gun. John Whiteside Rudder Yeah. And he the Ryobi factory up there is almost three million square feet. It is absolutely tremendous. It’s huge. And that’s not even the headquarters, but Brio is huge for Home Depot. Is there anything that I’m missing that you’d like me to talk about?

Mike Sena: [00:23:41] Well, we’re getting a pretty good overview. What I’m thinking is there are any number of opportunities. Yes. One of the things I want to talk about, particularly for clients that I would typically serve, that you might serve that Stone might know, is this Airbnb phenomenon. Short term rentals? Would you mind talk a little bit about that? What what do you see in your crystal ball?

Jeff Snow: [00:24:04] Yeah, we’ve talked about this before. Yeah, I have a couple of Airbnb’s and they they’ve worked out for me very, very well. But I am. I’m a control freak when it comes to that. So I know who they are, where they’re going, what they’re using it for, how long they’re going to be there. I’m pretty and I mean, over and above what quote Airbnb does and Airbnb is is just is the name of a company. But that’s where everything came from when they started doing couch surfing in San Francisco, San Diego, San Francisco. Yeah. So as in both of you, I’m sure have families or have been on a vacation where you’ve rented a house, rented a property, a condo, something that’s all it is, is is your your quote Airbnb experience is somebody may be doing it on a much smaller scale than having a huge condo building. My my dad lived off Fort Myers and we used to go down there to his place and we rented a two very large condos. We took over the whole floor with our family, about 40 people, and that was the same thing. It’s just that, just a different way of looking at it. One of the negatives of having a Airbnb and you didn’t. You do need to know what the negatives are, are people that are going to go in there and destroy it, or people that are going to go in there and have huge parties that they’re that they’re bringing in people that have no responsibility for what’s going on. And once you if you can control that and there’s a lot of electronic things that they have listening, they have a listening microphones that go to your phone so you can take care of it.

Mike Sena: [00:25:40] I’ve heard of that kind of stuff.

Jeff Snow: [00:25:42] Yep. Cameras and some of this stuff is what’s legal and what’s not legal. You have to look that up yourself. I, I tend to create my own rules as I go.

Mike Sena: [00:25:53] Well, you kind of have to. It reminds me my in-laws were very astute investors. They owned a quadriplegics down in marathon key. Three of the units were full time residents and one unit was short term vacation, whatever, and it worked out fabulously for them. There were they and another married couple owned the buildings, and they’ve owned it for years and it’s provided. Very reliable income, yeah, yeah.

Jeff Snow: [00:26:24] My brother and I own a unit down in Orlando, and probably 70 percent of the units are in a a weekly or a condo situation, not timeshare, but a condo type situation like what Airbnb would offer. And it’s a huge community. It’s big enough to have its own water park inside. And so, like I said, about 70 percent of the of the people that are that own units are use it for Airbnb and Airbnb. There’s probably 80 other different platforms that you can rent your homes through. Each one of them has their own little tweaking thing that they work, but it’s a fabulous business. It’s a great way to make some extra money. If you have a if you have a unit or a location that you can build up, a friend of ours found a place.

Mike Sena: [00:27:17] Regina Regina, I’m thinking about her. Yeah, she’s very astute.

Jeff Snow: [00:27:21] Yes, she is. Yeah, and she found a place and fixed it up and was using it for herself. And then she just started using Airbnb as it was very successful.

Mike Sena: [00:27:29] One of the things I’d like to talk about is. How do you finance this stuff? You know, we all hear the commercials. No money down. But we know that’s not really legitimate. What would you consider is reasonable? Do you go to a bank? Do you find private investors? Do you save up enough cash? You do it steps at a time. Well, what would be your advice for somebody looking to get

Jeff Snow: [00:27:52] Started up until we got in this conversation, till we got to Airbnb? Everything I’ve talked about is going to be basically a loan from a financial institution, whether it’s a bank or a credit union or a big enough property. In a lot of the apartments that I was talking about, they’re financed by insurance companies and the insurance companies do. If you’ve ever seen where their headquarters are, you can see why they have all the money. I’m going to take $10000 from you and I’m going to give you a piece of paper. And that’s it. Yes. Yeah. And I’m going to invest that. So where can you do the investments? It’s changed over the years. Those of you that are old enough remember savings and loans and savings. The loans were a great way to get an income loan for, for instance, a four Plex or a six Plex or whatever it might be that they they had their own limits they had. They also have their limits, as credit unions do today of the areas they can lend in. And so if you were if you were going to use the savings and loan credit union, that would be a great way of doing it because you become a member and the interest rates almost always are lower. Yeah. Same thing with a credit union. They’re not always lower, but a lot of times they are. But they’re their requirements are less. But they do hold the the loan within the bank. They don’t resell it. A majority of the time, I’d say 100 percent. So then financing right now we are using small banks. We don’t recommend people go to the big big five or 10, whatever the banks are.

Jeff Snow: [00:29:26] But we have some small banks that are working out fabulously for small offices. We are finishing an office project on Sixers Road and Main Street in River Park. We’re actually have one unit left out of 50 something units, and almost every single one of them in there are done by a small bank. Ok. And the bank will hold the paper, meaning they hold the mortgage. They don’t resell it. They don’t have to go out and get money. They have investors that put the money up. Then when you move into a larger situation, for instance, this this company that I have this buying the property up in ball ground, it’s a pretty big project, probably close to $5 million and they’ve gone to a company. I can’t say the name because I don’t remember the name, but they have. That company had to split it with another bank because it was bigger than what they wanted. But that happens a lot. I mean, in financing, they’re one of their biggest concerns right now is when can we close and is it going to be for? Is it going to be before the. Interest rates go up. Yeah, now every time the interest rates go up and you know this, you’re in the finance business, the amount of people that can do what they wanted to just simply by buying a home that gets reduced real quickly if it goes up a half a point. And they just can’t qualify for the for the amount of home that they have. And right now, I heard on the radio the other day, I couldn’t believe it. They said there’s only 9800 homes available in the Atlanta area.

Stone Payton: [00:31:00] 19:00 Oh, yeah, yeah.

Jeff Snow: [00:31:03] Do you? I don’t know if you remember ever looking at the sign in Marietta heading south on seventy five. And during the during 2009 2010, I would take my wife to work and was 110000 homes and call us now or whatever. I mean, that’s simply amazing. So the value of single family and multifamily is going to continue. I mean, it’s the value in my own neighborhood has been phenomenal. I just it’s really hard to believe how fast it’s gone up. And the whole idea of that is, as a finance person, Mike is to know when to get out. When are you going to sell the house? Because if you look at that curve of when it’s going up, when does it turn? Yeah, nobody knows when it’s going to go down again and when it gets at the bottom, when’s it going to turn back up again? People don’t know that. So it’s a roller coaster. So the financing part, you can also there’s private financing, a lot of private financing. People have money. They put it with people like Mike. They’ve created a nest egg and now they want to invest it in something. It might be a little bit more sketchy. It might be a little bit, not a Class A product, Class B, Class C or help somebody, maybe a family member put a put a project together that would either be an income project or possibly even for a business.

Jeff Snow: [00:32:21] And so financing is is an important way to go. And I know you’ve put together a lot of deals that were private financing, that people needed money to do something and you’ve made it, you’ve made it work for them and that that does work for the interest rates. They’re they vary from what, over from whatever. But if you go to a hard money lender, meaning you’re not going to a bank, but you’re going to somebody because you want to flip a house or you want to buy a house and fix it up, that interest rates are going to be very high, but it’s going to be a short term loan six months to a year, and you’re going to have to pay for the privilege of borrowing that money a couple of percentage points and then the high percentage on what the interest is. But it’s only for a short period of time till you can get the house back to what it is. And most of the time those guys are very savvy home flippers themselves. They know what’s going on,

Mike Sena: [00:33:12] You know, getting to that. One of the things I have learned over the years is, to a degree, no matter what you want to do, you have to have some experience. You have to have some knowledge. There are any number of things that can go awry that can go wrong and any kind of purchase. And I’d like to come back with also my favorite saying. We touched on a little bit, but I believe no matter what you’re buying, that the money is always made on the buy. And if you buy the property at a good price, chances are you’re going to do fine. Mm hmm. Real estate stocks there are longer term investments. This house flipping business, though it just it seems so seductive because you hear these people, they’re just making gazillions of dollars flipping houses. But I got to tell you, you got to have your act together really, really well, and you’ve got to turn that property over quick. And one of the things, particularly with stocks and real estate. Is you’ve got to keep your emotion out of it, it’s got to be a business transaction, start to finish. Yeah. How many times do you run into people that get emotionally attached to a commercial deal? It’s probably not as much as buying a home,

Jeff Snow: [00:34:20] But I had I had. I’ve had two partners that I flipped homes with the first one. Great guy. Cold is a fish that we would. I mean, he could have three babies. A woman holding three babies crying and he would kick them out of the house. Yeah. The second one, just a little bit of a it doesn’t even have to be a tear. And he bends. Yeah, so there’s different personalities on both ends of that. Yeah. But if keeping the keeping the emotions out of it is very important, you have to know what your numbers are now when you’re buying a house. And all of us here you married.

Stone Payton: [00:34:58] Yes, sir. Yeah, all of us here. Otherwise I wouldn’t even get to be here.

Jeff Snow: [00:35:03] All of us are either married or we’re married and know that we’re not the ones that are buying the house. It’s really the wife. Look at these faces, and that’s an emotional decision. Now the bank is going to decide how much you can put up, how much house you can buy. But if if she doesn’t like it, if the kitchen is bad, if the bathrooms are bad, I mean, unless she’s an investor and I was very lucky that my wife’s an investor, she she used to flip out, she used to build them herself. And so when we went to look at a property, we owned a number of properties. When we went to look at a property, she’d have that in her head of what the property’s going to be worth at the end. But keeping the emotions out of it for like an industrial property or retail property, et cetera, is very important. I didn’t get to retail because I worked for after the. My time with the court properties, I went to work for retail companies. I’m sorry. Yeah, well, these are no, these are not. I wasn’t on the in the store stuff. I hear

Mike Sena: [00:36:12] You. But even so, there’s that’s a different mindset in retail.

Jeff Snow: [00:36:16] Oh, definitely. Definitely. Yeah. Very, very, very different. And I worked for two, three very large companies. One of them was priced legacy out of San Diego. The other one was Kim. And the other one was Conover out of, well, actually, they’re out of Boca Raton, and all of them had started in unique ways. Mr. Conover was a. Refugee in World War Two, he had fought for the Polish in World War Two, and he came over, he and his brother bought a motel, fixed it all up and marble floors, they actually were tile layers is what they did, tile or floor layers, whatever it was back then. And he owned about 20 million square feet of property, but he never sold the hotel. He always held on to the hotel. Yeah, very, really nice guy. Absolutely. I had no vices whatsoever, not women, not smoking, not drinking. But he could gamble half a million dollars in the Bahamas in one weekend, easily the nice guy. But he could do it. But you could offer him a bet on anything that was. I always thought that was great. But retail is is huge.

Jeff Snow: [00:37:28] Obviously, that’s where we buy our groceries. That’s what we go, get our clothes. That’s where we get a number of things that even like a cup of coffee or would what would be a McDonald’s or most? Most cantina. So the the big boxes is what I had started with, and I would find tenants. Negotiations are long and tenuous. Leases are huge, but the tenant moves in eventually and creates a store and hopefully that the market is going to maintain that they do so much research up front. So if you know that there’s a public schooling in someplace and you can buy property near it, buy it because they have they’ve put in hundreds of hours, thousands of hours of time to make sure that that property is going to make it. So the retail has been has always been very big. I’ve done a number of retail transactions. It’s it’s an excellent income. But as you say, it can be very fickle too soon. As you start taking a downturn in the market, it’s going to be one of the first things that goes down in retail.

Mike Sena: [00:38:39] I’m thinking of one of my favorite stories, I actually chronicle that in the book I wrote several years ago. I don’t remember the name of the guy who’s a great guy, and he immigrated to Canada years and years ago. We really had nothing and he was working, I think, for either General Motors or Ford outside of Toronto, and there was a vacant lot next door. And he was thinking to himself, I bet that General Motors, for whatever they’re going to need this for parking or something down the road. And he just kind of put together he and his brother bought this property. They waited a few years. Sure enough, GM bought the property and that got him started in the real estate business. And you start off small and you just keep building it like any other endeavor. And the point of the story was, fast forward, I guess, to the 70s or 80s. He was vacationing at home in Greece. His son gave him a call, said there’s an advertisement in the paper. They’re trying to sell the Pontiac Silverdome. What do you think, dad? They ended up. They made an offer on it and they bought the Silverdome. They was going to repurpose it for soccer and MMA and how you say the car shows and stuff. It’s amazing how some people see value were. Nobody else. Does I need to follow back up on that story to see how that really worked out for him? Because I know it didn’t quite work out the way he thought, but he got a fabulous deal. Well, the Pontiac Silverdome, so you just never know. You start small and you keep building and you learn it’s a it’s a fabulous way to generate wealth.

Jeff Snow: [00:40:18] Absolutely. And you’re you’re you’re right. As long as you can keep that momentum going and keep looking at new stuff and don’t spend all your money. Yeah, I think I’ve got the guy’s name is a Rod Carew. Is he the tall baseball player? Yeah. Okay. So Rod has always been. It was taught when he was a kid. I saw an interview. He did always have two incomes, put one away and use the other one when he was in playing baseball. He never touched the money in baseball. Other than to put it in investments. He started out with one duplex. When I saw the interview, probably three or four years ago, he owned over sixteen thousand apartments. Wow. Worldwide, nationwide, and when I say he owned, he was. He was the major shareholder and he took. He took one of his incomes and always put it away for investment and the other one he lived on. That’s I mean, that’s if you can do that. That’s fantastic.

Mike Sena: [00:41:17] Kind of reminds me another one of my favorite little sayings. You can divide people into any number of groups, but one of my favorites is two types of people those that think about spending money and those that think about making money. Yeah, and it’s an entirely different mindset. If you want to generate wealth over time, you want to be thinking about How can I make money? How can I invest money? How will this look ten years from now, right?

Jeff Snow: [00:41:44] And it’s you have a. Well, when I met you, you had a 13 year old and I have a number of children. Sometimes it’s hard to get them to understand. It’s got to be four down the road you can’t think of right now. What are you going to do to go out and party? What are you going to do down the road when you when, when, when you get to my age and you want to slow down a little bit, you might not be able to it. And yeah, but that’s up to you. One of the things I wanted to get into was net leases.

Mike Sena: [00:42:12] Yeah, tell us about that, please.

Jeff Snow: [00:42:14] Net lease is I’m going to use an example of a Starbuck. They build a Starbucks down on Highway 92, and it costs them two and a half million dollars to build it. They will open it up as a Starbucks. They will make sure that it’s a successful Starbucks. There’s different timing that people hold on to it, but typically a year to two years. And then they will go to the market and say, I will sell this Starbucks building to an investor, and the investor is going to pay X amount of dollars for two point five million, whatever it might be. And he is going to get a return of whatever the cap rate is. So if it’s a higher cap rate, he makes more. If it’s a great area and they know they’re going to be getting a lot of business, the cap rates a little bit lower. What’s the cap rate? Cap rate is when you take the income, the and take away the expenses and how much money you put into it and what is going to be your return. Ok, so it’s basically the return. Yeah. And if you almost any place you go to, if it’s got a large big box in it, for instance, Kohl’s and what’s the store next to them? The Old Navy? Ok.

Jeff Snow: [00:43:22] Both of those are freestanding buildings, even though they don’t look at their freestanding buildings and they’ve sold those to the market. So probably 10 to $12 million. They sold them to the market. The market means somebody bought that building. They have nothing to do with the. They can’t the only thing they can do is they have to maintain the building, they have to maintain the roof and not the doors, but pretty much the rest of the building. And by doing that, they’re going to get a very nice return on their investment of whatever, whatever, whatever it might be, five percent, six percent. And it’s a pretty solid return because even if the company, which a lot of people understand this, even if the business has decided to close that store, they’re still paying the rent. So you’ve seen a lot of especially Walgreens, CVS and Rite Aid that they’ve contracted recently. And so a lot of vacant stores, well, the company, Walgreens or whoever it is, is still paying the rent, the rent, and it sits vacant, typically until it almost runs out, unless somebody is willing to step up and purchase that

Mike Sena: [00:44:30] And repurpose it for something else. Exactly. Going back to what an individual sees that nobody else sees.

Jeff Snow: [00:44:36] Yeah, exactly. Yeah. And they work. They work at the corner of in crabapple. They took an old Walgreens and they made it into. What is the hardware store? It’s like, oh,

Mike Sena: [00:44:50] Urban hardware, urban

Jeff Snow: [00:44:51] Hardware. That’s you. Yeah, that’s urban hardware. And that’s right, it’s in the silos. Yes. Yeah. And so that’s a ten ten to fourteen thousand foot building. And now they could be leasing it from the owner, but more than likely they bought it and they’ve done the same thing. They flipped it to another investor because urban hardware is going to be around for a while, and that makes a big difference to me. Even Home Depot’s Lowe’s, all of the stores that you think about, almost all of them build it like that. So they’re built for, especially Wal-Mart. Wal-mart builds everything for cash they don’t put, they don’t take any financing. They don’t have to. They just wait one day and they can collect enough money to do that, but they’ll build it for cash and then they want to take their cash out and go to build another store. And investors are standing in line for those kind of deals because they’re solid. They’re not going anywhere. I moved here when the one on 92 in trickle mode opened up. Ok, yeah. And I happened to meet the investor that was doing it. He was just smiling ear to ear. He just said he was doing. He was going to be doing great.

Mike Sena: [00:45:56] Well, once again you start small, you learn, you keep rolling it over and investing and buying a little more, a little more. Right. And next thing you know, we’re talking about real money. Yeah.

Jeff Snow: [00:46:07] You asked me to to. What is Nostradamus to? Predict, yeah, predict what the market’s going to do. Yeah. I know about as much as you do, Michael, and, you know, more than I do much more. We’re quite frankly, with this company that I’m with now, when we’re developing, we’re being brokers, we’re looking for opportunities, land and purchases. We’re looking at six months down the road. We actually put together a plan for six, six months, three years. And some of this came to get most of this came together after the last election. We don’t know what’s going to happen. We and I mean, obviously with a with a war that just started, yes, it was yesterday or the day before. Yeah, it could change everything literally could change everything. Somebody gets stupid and they push their finger on a certain button. I mean, we don’t know what’s going to happen. So that’s why we’re looking at six months down the road. We’re not we’re not going that we’re going to buy a piece of property and know that we can we can build on in three years. We’re not doing that. We are we are hedging our bets that do as much as we can right now in that period of time. And you know, we could go out of year, year and a half, but we’re right now every six months, we’re looking at that. And if we’re going forward, we’re just extending that three year thing. Interest rates this week, this as a Monday or whatever day they’re meeting is going to go up. What a half a point,

Mike Sena: [00:47:44] Maybe a quarter or half a quarter to a health kind of ladder all the way up the line? Right?

Jeff Snow: [00:47:49] But exactly. And that’s the bank rate, but it’s still going to go up the line.

Mike Sena: [00:47:54] Yeah, they’ve got a we could really go way out here, but they’ve got a very interesting mandate the Federal Reserve. There is an election coming up. They are, to a degree, somewhat political. You never know what they’re going to do. They signal this. They signal that they talk in terms that really nobody understands, right? It’s. Now we’ve talked enough stone, right? We’re living in the Twilight Zone. This is there’s so many things that’s coming so fast, it’s hard to process. But what I come back to again is land is always going to be with us and commercial real estate. There are ups and downs, but if you can weather the storms, it’s a great way to generate wealth over time. Yeah.

Jeff Snow: [00:48:40] And if you pay attention to what Georgia Department of Traffic does and you see and you can look out what their three year plan is, yeah, you can get a pretty good idea or an idea. And that three year plan almost never is going to be what they’re going to be building. But that three year plan is going to tell you where the corners are going to be, where the area is going to be for retail or industrial, whatever it might be. But the same thing we did in Florida with the Florida Department of Transportation. They know what’s going to be happening because they’ve got the mandate that it has to be done down the road has to be done today for down the road. I mean, look at what our traffic is. I live out where you used to live in hickory flat. I mean, the traffic has just gotten. So we used to be able to pull up to our egress where where we’re leaving the our subdivision and just kind of glide through and go, Oh, you run over by two 18 wheelers, you try that today. Our dump trucks actually dump trucks, so it’s somewhat related.

Mike Sena: [00:49:45] This was interesting. I have cousins from Connecticut that were visiting earlier this month. He’s in the construction business. He’s semi-retired, he’s a finished carpenter. We’re driving around and their eyeballs were popping out of their heads, they’re from Connecticut, there’s nothing going on in Connecticut and we’re building on every street corner Woodstock, Cherokee County, Buckhead, Midtown. The South is cooking, it’s on fire and I don’t see any substantial. Roadblocks other than, of course, the vast unknown. There’s just not enough. Single family homes, multifamily homes, industrial parks to satisfy buyers right now, I see this train going a number of years into the future.

Jeff Snow: [00:50:34] Yeah, and you’re right. Listening to prognosticators of what’s going to be happening in multi and single family multifamily there, just the increase might not be the 16 percent of what it was last year, but it’s going to keep going up. There’s just not enough housing. This has got nothing to do with what happened in 2008 and nine, right? Nothing at all. Yeah. And it’s the the and that housing, it’s housing ahead of commercial right now. A lot of times it’s commercial ahead of housing, it’s going to come where it is. But right now it’s housing ahead of commercial. So wherever you’re putting the housing, that’s where the commercial is going to show up eventually.

Mike Sena: [00:51:09] All right. So I just have a question, an engineering question just popped into my head. You’re welcome St. to participate. I don’t know. I just got back from Florida. I’m driving down I-75 to the turnpike and right at the turnpike and seventy five is the villages. Yes, which is one of the largest planned communities on planet Earth. They are building thousands of single family homes, both sides of the turnpike. And I’m wondering the engineering aspect and the planning to get the water in and the sewage out and the infrastructure, all of that stuff. It’s mind blowing to me.

Stone Payton: [00:51:47] Well, I can give you a little bit of a tertiary perspective on this, my brother is the CEO of the Florida Homebuilders Association. Wow. Now, Rusty cannot drive a nail. He don’t know anything about building a home, but he spends his time and his staff spend their time in the the political arena trying to get things passed, trying to block this, you know, pass that. And there’s a lot of it has to do with engineering everything from septic to the flow of water. And that’s a full time job for he and his staff to try to get. So that’s that’s all I know.

Mike Sena: [00:52:24] Wow. It just it kind of mind boggles me a little bit. But once again, with all of this development taking place there, adjacent properties got to be pretty good investments. Getting back to we all wish that we’re standing on a piece of property. I wish I’d have bought this one. I had one of my favorite stories. There’s St. Joseph’s Hospital, which is at four hundred and 285, its big, gleaming structure. My dad, I’ll never forget he was saying, you know. We were hundreds of dollars apart, an acre on this island, hundreds of dollars, hundreds of dollars, it’s millions of dollars an acre now. It’s all about timing, it’s all about the numbers, but it’s also about having a little foresight and seeing what’s possible.

Jeff Snow: [00:53:14] Yes, in the villages, I have a couple of friends, one just moved there and one’s been there for quite a while and I was speaking to Frank when he visited up here. They’re just finishing their 81st golf course. 81, Golf 81. They’re just finishing it. That is. It’s amazing. Can you imagine you’ve been in there?

Mike Sena: [00:53:35] Yeah, I’m not. No. It’s a it’s a treat.

Stone Payton: [00:53:39] It’s probably worth an excursion just to go hang out, right? It is.

Jeff Snow: [00:53:42] I would love to have the golf cart franchise for them.

Mike Sena: [00:53:46] Yeah, the the bridge going across the turnpike is a golf cart only, I believe.

Jeff Snow: [00:53:50] Exactly. Yeah, wow. And the they have their own sewer treatment plants, OK? They were required to do that. One of the positive things about that, and you’re probably your your brother knows about this is they built it and I’m not sure they meant to built it right on top of the aquifer that runs north to south in south in Florida.

Mike Sena: [00:54:12] I was wondering about that.

Jeff Snow: [00:54:13] Yeah, yeah, I mean, they’re in the Everglades. I mean, you just hang out there the way you find out, let’s go there in June and just don’t put any bug spray on it. You’ll find out they are in the Everglades, but that aquifer goes right underneath so they can get plenty of water into how they how they.

Mike Sena: [00:54:33] Protect it and it, maintain it still. Yeah, probably weightier questions for another day.

Jeff Snow: [00:54:39] Yes. And they’re probably making enough money that they can figure it out themselves.

Mike Sena: [00:54:44] One of the things I wanted to try and accomplish with this conversation is to encourage people to keep your minds open and to have an imagination. You just never know how a property can be repurposed or can fit in with your long term investment objectives. I love the stock market, but I love real estate too. I got a client in Hilton Head. Longer story here, but he is going to buy some property for friends of his to run a bar. And I said it’s. Go for it. He’s got to own the property. He’s going to be the landlord. He’s not going to be a bartender. He’s not going to be in the restaurant business. He’s going to be in the landowning business. And it’s a little town called Bluffton, which Jasper County, South Carolina, fastest growing county in South Carolina. Bluffton is in my mind. I like like Woodstock. They’re doing a lot of things great. I just I don’t see a lot of risk for him, and I see another income stream, which is what he needs is three or four income

Jeff Snow: [00:55:44] Streams, which we all do, right?

Mike Sena: [00:55:46] We all do. Yeah. So the more income streams you can develop in your life, the better off you’re going to be. Which reminds me another person that you and I both know Chris Myers. Yeah, a chiropractor in in Canton. I don’t think he would object, but he owns his office building. But he bought some property in Pickens County, and they’re building a house up there. They’re going to sell the bridgman house and he is going to have either goats or sheep. He’s kind of have some kind of blueberries, I think, and then they’re going to do either glamping or a little Airbnb type things on the property. It’s going to have about four or five different income streams. Brilliant, man. Yeah. And these are the kind of things that you want to think about us. Have an open mind. And Jeff, how can people reach you if they want to learn more?

Jeff Snow: [00:56:34] Well, I’m with path and post real estate. It’s located here in Cherokee County. My phone number is nine five four two one four zero five three six. That’s the first cell phone number I ever had, and I’ll never remember another one, so I kept it all this time. And very simply, Jeff at Path Jpost.com.

Mike Sena: [00:57:02] All right, cool. And you’re happy to have conversations with people that want to learn about how they can get in, get into real estate, get started with real estate.

Jeff Snow: [00:57:11] You and I are both in Toastmasters. Yeah. One of the reasons I got into Toastmasters is I would go around to real estate offices and I’d explain to them what Coleridge Properties does and explain to them that, you know, we own all the land, we develop it and any questions you have give me a call. My referral business skyrocketed after I did that because most people, most real estate agents, don’t want to do commercial. It’s a different animal. It’s totally different. And I’d be more than happy to answer any questions anybody has, even if it’s just a question has nothing to do with what they want to do. I’ll be happy to answer it.

Mike Sena: [00:57:48] Sounds great, stone.

Stone Payton: [00:57:50] Well, this has been fantastic, so informative for me because Holly and I have kind of reached that point in our lives where we should be exploring something like this and we should be getting expert counsel from people like you and Jeff Snow. So this is what a marvelous way to spend a Friday morning. Let’s make sure that we leave our listeners with your contact info to whatever you think is appropriate. Linkedin website, phone, whatever, whatever.

Mike Sena: [00:58:14] Mike S. Advisors. Mike Mike Seena Advisors were the only certified financial planners highly personalized. That’s the best way to reach me. And Jeff, thanks for coming on. This has been a delight. And I’ll say again, I grew up in the real estate business. I love it. It’s a great way to generate wealth over time.

Jeff Snow: [00:58:38] Yeah, and I appreciate it. Michael, thank you very much for inviting me. We’ve talked so many times over the years about different things, and this has been exciting. I really enjoyed doing it and I’ll be happy to help anybody that wants that.

Mike Sena: [00:58:49] Sounds good.

Stone Payton: [00:58:51] All right. Until next time, this is Stone Payton for our host today, Mike Seena, our guest Jeff Snow and everyone here at the Business RadioX family saying We’ll see you next time on Trusted Advisors radio.

 

Tagged With: Jeff Snow, Path & Post Real Estate

Jean Durham With Intelligent Leadership Executive Coaching

February 28, 2022 by Jacob Lapera

JeanDurham
Atlanta Business Radio
Jean Durham With Intelligent Leadership Executive Coaching
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JeanDurhamJean Durham, Master Certified Intelligent Leadership Executive Coach at ILEC

Jean has more than 20 years of military service and has recently retired. The Marine Corps has definitely taught her that organizational skills coupled with hard work pays off; loyalty and teamwork are a must for the task at hand; and that a culture of strong leadership can really make a difference.

Her new calling is to help leaders become the absolute best versions of themselves. She wants to help change the world, and she knows that can happen one leader at a time.

As an executive coach, she enjoys working with and helping people with the same drive, compassion, understanding, and sense of adventure that she possesses.

Connect with Jean on LinkedIn.

What You’ll Learn In This Episode

  • Executive and leadership coaching is more important than ever post-pandemic
  • Help women overcome gender inequality in the workplace
TRANSCRIPT

Intro: [00:00:04] Broadcasting live from the Business RadioX Studios in Atlanta, Georgia. It’s time for Atlanta Business Radio brought to you by on pay Atlanta’s new standard in payroll. Now here’s your host.

Lee Kantor: [00:00:24] Lee Kantor here, another episode of Atlanta Business Radio, and this is going to be a fun one. But before we get started, it’s important to recognize our sponsor on pay. Without them, we couldn’t be sharing these important stories today on the Atlanta Business Radio. We have Jean Durham with intelligent leadership executive coaching. Welcome, Gene.

Jean Durham: [00:00:43] Hi, thank you, Lee.

Lee Kantor: [00:00:44] Well, I’m excited to learn what you’re up to. Tell us a little bit about your practice. How are you serving, folks?

Jean Durham: [00:00:50] Yeah. So intelligent leadership executive coaching. We’re dedicated to growing strong leaders at every level, building cultures and and driving results. Of course, so I’ll seize coaching methodology. It includes a proven philosophy system and tools that empower leaders and future leaders to unlock and unleash their potential. So really, Ilex purpose is to accelerate the development of these leaders while helping organizations build and sustain strong cultures.

Lee Kantor: [00:01:22] Now what’s your backstory? How did you get involved in coaching?

Jean Durham: [00:01:27] So I was active duty in the Marine Corps in my transition was slowly approaching. I didn’t know what I wanted to do after the Marine Corps. And and just so you have it. There was a transition coach that reached out to me via LinkedIn. So he and I worked for several months trying to figure out what what it was that I wanted to do, what my calling was, and I knew that I didn’t want a corporate position. I knew that I wanted to be an entrepreneur in franchising. Just it sounded right up my alley. And we went through a couple of them, which I didn’t feel was a good fit for me. But he introduced me to Elysse and I was like, Yes, that is my calling. That’s what I would like to do.

Lee Kantor: [00:02:10] Now let’s talk a little bit about that transition period. Here you were. Your career was in the armed services and now you’re transitioning into civilian life. And for some people, that could be overwhelming, it’s like, I don’t know if I can do anything other than what I have been doing, but for other people it might be like I can do whatever I want now, you know, the world is my oyster. There’s infinite choices. How did you kind of navigate that? You know, the, you know, the trap of some sort of scarcity, but also the trap of so much abundance that it’s, you know, it’s almost paralyzing.

Jean Durham: [00:02:46] Right? I know exactly what you’re saying. You know, it’s it’s a rarity that you’re going to find a marine who truly like joins and then wants to do more than four years. I think we’re all just doing four year increments until, you know, twenty two years passes and it’s like, OK, I think it’s time to move on and do something. It’s risky. It’s scary. Absolutely. But no one, no one ever did anything great being scared all the time, right?

Lee Kantor: [00:03:16] But how did you kind of narrow your choices like you looked at franchising? And I would imagine some of the appeal of franchising is there’s a structure. There is already kind of a roadmap that I, if I’m a good steward to this, then I should become successful. That’s attractive to a lot of people as opposed to you had the background to to have your own kind of internal philosophy of coaching and leadership based on your history. So something drew you to a already an existing methodology.

Jean Durham: [00:03:49] Definitely. I am a big believer in big fan of structure and organization, you can imagine. But the best part about me being a coach with Elysse is that I get to take my experience from before and couple it with this awesome coaching system. And it’s it’s a really nice package of what I get to do. So I don’t lose anything. I get to be me and use the system at the same time.

Lee Kantor: [00:04:17] So it kind of shores up some of the structure and operations that maybe you weren’t familiar with or didn’t already have fully baked. So you can start kind of off and running and just kind of leapfrog from that foundation into your own kind of skill set?

Jean Durham: [00:04:32] Yes. Yes, precisely.

Lee Kantor: [00:04:35] Now in your in the world you were in is a male dominated field, obviously. Is part of your practice going to be kind of aimed at women who are in male dominated fields? Is that an area of practice for you or you’re taking all comers?

Jean Durham: [00:04:52] Of course, I want to help as many people as as I can, absolutely. But helping women who are in male dominated industries, I that is a that is a demographic that I’m very interested in helping. Absolutely.

Lee Kantor: [00:05:08] So how do you go about the kind of the sales and marketing for that? Like, how do you identify people to even start having these conversations with?

Jean Durham: [00:05:18] Sure. I mean, so I was in the Marine Corps for four, twenty two years, and so I know what it’s like to be the only woman in the room or the only woman at the table. And I know what it’s like to have a little bit of time before your voice is heard. But you know, what I learned is that I had every right to be in that room or at that table because I earned it. And sometimes working twice as hard as men is is what it takes. But it is noticed and the people who might have questioned my ability to do my job well that that ceased. And so that’s something that I that’s my unique perspective that I can bring to the table.

Lee Kantor: [00:06:01] And then how do you identify the women out there that might be going through the same thing, but maybe don’t have that support and maybe that inner confidence? Or maybe they have some sort of imposter syndrome that they aren’t kind of worthy of where they’d like to go? How do you identify them so you can help them?

Jean Durham: [00:06:22] Well, it’s it’s going to take a lot of conversation, and that’s my job. And that’s what I want to do is I want to establish relationships with with these folks. And so of course, I I don’t think I can show up at a production company and be like, Yes, that’s the woman she needs. My help. It’s just it’s it’s going to be a lot of meeting people and kind of digging out like what the challenges are and where I can help.

Lee Kantor: [00:06:51] Now in your journey to find IAC, I guess you worked with a coach yourself to help identify a variety of franchises of which you chose ILC. Are there kind of do you see some sorts of referral partners in your future that you could be working with to collaborate so that they can? You can work together to identify that ideal client fit and or serve that group.

Jean Durham: [00:07:18] Oh, sure. I actually am looking into a couple of groups here in Savannah. It’s a it’s a pure it’s like a yeah, it’s like what you said, it’s a referral network, so we’re all out to help each other. I’m definitely joining a lot of different groups in that arena.

Lee Kantor: [00:07:36] Now, when you retired from the Marines and began this kind of journey, does the armed services provide kind of a pathway or are they just say, Well, that’s your last day, you know, good luck. And off you go it.

Jean Durham: [00:07:56] Know there is a transition readiness seminar that every marine is is required to go through upon transitioning out. So the Marine Corps has has set me up appropriately.

Lee Kantor: [00:08:09] And then what was it like kind of that first day that you were untethered from the Marines?

Jean Durham: [00:08:16] It was very weird. I know that’s probably not the best word I could use, but it truly was. It was I. I no longer was required to wear the uniform that I had been wearing for 20 twenty years. It it definitely put my thoughts and feelings about the Marine Corps in perspective. While you’re in, you might be like, Oh, well, this is kind of awful, and I think I really need to move on. And then that last day, you’re like, No, no, no, no, no, I really want to stay in now. I miss you guys already.

Lee Kantor: [00:08:50] Did you find that that you your identity kind of changed because like when you were part of a team like the Marines for a period of time, that’s how you probably identified. And then now you’re a former marine. Do you feel like kind of a little bit of an outsider?

Jean Durham: [00:09:08] I do, and I do. It’s because that’s that was one thing that made me truly unique is I was a female in the Marine Corps. The percentages are so low, I think I made up six percent. That’s a very small number. And then it’s almost like I lost it. But upon my transitioning transition out, I, I did not realize how many people, how many veterans were out there that were like, No, no, no, we’re we’re still a family and you were still a marine and you can count on us and we’re here for you and like, OK, I love this. This is great.

Lee Kantor: [00:09:46] Yeah, it’s one of those, I guess, transitioning from anything that you’ve been so intimately involved in for so many years. It becomes part of you. And then when you kind of take that next step in the journey, you know, it’s it leaves a mark. Definitely now being part of a franchise like ILC also comes with some support and teamwork. Have they set you up to be successful in your market or what are some of the things they’ve done to help you kind of launch your practice?

Jean Durham: [00:10:22] Oh my goodness, this has been some of the most supportive staff I have ever worked with. They were with me every step of the way leading up to me being awarded the franchise. And that did not stop. Once I got the franchise, they I have calls with them on a weekly basis to make sure that everything is going well. They honestly, I had no idea I had someone pitch my story to you on my behalf, and I just I’m ecstatic. Like, there’s there’s only so much marketing I can do. And then you’ve got this extra team out there that’s like posting content on your behalf and reaching out to the media to be interviewed. And I’m just I’m it’s so wonderful.

Lee Kantor: [00:11:08] So let’s share some advice or maybe some of the wisdom you’ve learned over the years for the listener out there, maybe it’s that woman that’s in a male dominated field. What is some things they could be doing today? What some action they could be taking in order to, you know, take their career or their business to a new level?

Jean Durham: [00:11:28] Sure, absolutely. I’ve got a couple of things, so it might be a long answer. First and foremost, lead by example. Women have always been and will continue to be under the microscope, and unfortunately, that when a mistake is made, it’s noticed. So it starts with how you carry and conduct yourself. You know, you want to model and develop the behaviors that you expect. And I want to coach women into becoming more self-aware, getting more comfortable with being vulnerable. And when I say vulnerable vulnerability is associated with feelings of fear and uncertainty, absolutely. But when someone is truly vulnerable, it, it builds trust it. Builds empathy and understanding it opens us up for growth, and it allows us to be our authentic selves. I would like to encourage women to showcase their talents. So I mean, confidence is built through helping someone realize their self-worth. And it’s it’s a it’s a game changer. And, you know, women have a voice and they have a unique perspective that men just don’t have. So when they speak up, it builds credibility and increases their confidence. And I mean, at the end of the day, women might just have to be their own advocate.

Lee Kantor: [00:12:53] Now you mentioned earlier working in the film and entertainment industry, how did you kind of get involved in that group?

Jean Durham: [00:13:02] Well, the film industry, it it fascinates me as a whole. I just like I like everything about it, especially the behind the scenes stuff, what goes into it? But of course, over the past few years, I think it’s gotten highlighted for some, some negative things and. I I wanted to get into that in particular, just because there are certain beliefs about women’s leadership abilities. There are harmful stereotypes. There are, of course, the sexual harassment and women as a whole in the film industry, they’re underrepresented. And so that’s that’s definitely an area that I would like to to try to help.

Lee Kantor: [00:13:48] Yeah. And Georgia has this, you know, kind of a this burgeoning film industry that we are taking the country in the world by storm, by producing so much stuff here. So there’s definitely opportunity.

Jean Durham: [00:14:00] Oh, definitely. Oh my gosh. Great state.

Lee Kantor: [00:14:03] Now for you in your practice, is there anything that you would recommend a somebody transitioning to think about when it comes to launching into a career in coaching? I know you went the route of a franchise, but there’s a lot of other routes for a person. But but to have the confidence and to transfer some of that knowledge and just I mean, the military does a great job in creating leaders. There’s nobody that trains probably more leaders than the military. And I think that this country in the world would be better served if more of the more out there leading, you know, and get some of that brainpower working to make the country better and better place. Any advice for that person to take that step and to get into coaching into a leadership training?

Jean Durham: [00:14:57] Oh, oh my goodness. Because you’re right there, there are so many different programs. Oh, if I keep keep doing leadership development yourself. I just made a post earlier on LinkedIn about how I joined the local Marine Corps League and it’s like, you know, you don’t want to. You don’t want to get the training and then just sit and try to to to train, folks. You have to continually evolve with with what you’re you’re putting out there to the world. So read more Listen to more podcasts. Listen to Atlanta Business Radio. Just continually educate yourself.

Lee Kantor: [00:15:40] Yeah, I think that sometimes when you’re so immersed in something, you might take it for granted and not realize the gift that you have and that that has been kind of given to you, that you have an opportunity to really make a big impact. And don’t sell yourself short. I think that all the people that transition out of the military have a lot to offer, and then businesses would be smart to really think about them as employees. And a lot of those veterans should consider, you know, doing their own thing and helping other people level up.

Jean Durham: [00:16:14] Oh, absolutely. Thank you for saying that.

Lee Kantor: [00:16:17] Yeah, I think it’s a it’s a it’s a wonderful resource that the country has, and I think we take it for granted. And I think a lot of the veterans don’t really appreciate all the value that they have to give. And I think that there’s a lot of opportunity there that we can all benefit by the work and the sacrifice that the military folks have already given. But there’s there’s a lot of work to be done.

Jean Durham: [00:16:42] No. Absolutely, yes.

Lee Kantor: [00:16:45] So now if somebody wants to learn more about your practice and get on your calendar, what is the best way to connect with you? Do you have a website?

Jean Durham: [00:16:53] Oh, I sure do. It is extremely long. So do you want me to just go ahead and say it?

Lee Kantor: [00:16:58] Hey, you said we’ll put it in the link, but why don’t you say it out loud?

Jean Durham: [00:17:02] Ok, it’s if you go to Jeanne Durham dot intelligent leadership for education or for executive coaching.

Lee Kantor: [00:17:11] Right. And that’s G.A.. And you are a smart, intelligent leadership.

Jean Durham: [00:17:19] That’s correct.

Lee Kantor: [00:17:20] Well, Jean, thank you so much for sharing your story today. You’re doing such important work, and we appreciate you.

Jean Durham: [00:17:26] Oh, thank you so much for having me on today, Lee.

Lee Kantor: [00:17:28] All right, this is Lee Kantor UCL next time on Atlanta Business Radio.

 

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Tagged With: Intelligent Leadership Executive Coaching, Jean Durham

Jammie Wong With Hawaiian Galore Inc

February 28, 2022 by Jacob Lapera

JammieWong
Oahu Business Radio
Jammie Wong With Hawaiian Galore Inc
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JammieWongJammie Wong, Sales Training and Marketing consultant at Hawaiian Galore Inc

Born and raised in Hawaii, Jammie has over 20 years of experience in the HVAC/Construction industry. The various positions she has filled have been as a customer service rep, dispatcher, accounting and financials, office manager, estimating and project management, sales and marketing, and service manager. She has also worked in the industrial real estate industry, where she helped with the leasing and lead generation for potential clients.

She started training on Cardone University and increased the sales of the company she worked for by 40%. She helped another construction startup company build out their service department by selling over $1.5 million and closing 30 service contracts within 18 months using the techniques taught by Grant Cardone. Jammie decided to partner with Grant Cardone and become a Licensee so that she could help bring Grant’s training to businesses in Hawaii. Jammie believes that with Grant’s training, businesses can grow and scale to 10X levels which will not only impact the business owners lives but also the lives of their employees.

“When you impact the employee’s lives, you impact the business. I believe customer service starts from within the company, and with Grant’s training you can create a WOW customer service experience for everyone!”

Connect with Jammie on LinkedIn.

What You’ll Learn In This Episode

  • Customer service
  • Employees are your customers
  • Sales and marketing
  • Personal development
  • Helping businesses become successful

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:05] Broadcasting Live from the Business RadioXStudios in Oahu, Hawaii. It’s time for Oahu Business Radio.Now here’s your host

Lee Kantor: [00:00:17] Lee Kantor here, another episode of Oahu Business Radio, and this is going to be a good one. But before we get started, it’s important to recognize our sponsor facility access. Without them, we couldn’t be sharing these important stories today on the show. We have Jammie Wong and she is with Hawaiian galore. Welcome, Jamie.

Jammie Wong: [00:00:37] Thanks, Lee.

Lee Kantor: [00:00:38] Well, I’m excited to learn what you’re up to. Tell us a little bit about Hawaiian Glor. How are you serving, folks?

Jammie Wong: [00:00:44] So Hawaiian Galore is a consulting and coaching company that I started so that I can help businesses learn how to transform their processes within their company to improve their culture and their customer service.

Lee Kantor: [00:00:57] Now, how did you kind of stumble upon that? A lot of folks take their processes for granted. What got you into the process business?

Jammie Wong: [00:01:07] Well, I got into it recently because I’ve always been an employee and within the companies I’ve been in, I realized that there’s a lot of different things that are missing in order to help the individual employee succeed within the company. So I decided, well, I think this is something that needs to be spoken about and taught more to business owners. They need help with that so that they can help their employees win. Ultimately, the company wins.

Lee Kantor: [00:01:34] Now is there a certain areas in certain processes you work on? Like, do you work more in sales? Do you work more in just operations or customer service? Is there an area you specialize in?

Jammie Wong: [00:01:46] So actually, it’s overall right because I’ve been in every single department that you mentioned, but it initially starts with the operations part because when you first interact with the customer, whoever they get greeted by, that’s where the interaction starts. So let’s start from there and then able to work its way into each different department because ultimately every department works with your customer. So you want the customer to have a continuous and a continuous good flow of communication within the company where where one department speaks, the next one is just continuous flow. So it makes the customer happy, makes the customer service exceptional.

Lee Kantor: [00:02:23] Now do you find that a lot of business leaders, they kind of take their employees for granted and they don’t really view them as one of their customers?

Jammie Wong: [00:02:33] Yes. And I think that that is the number one customer for an employer is their employees, because if they don’t teach and train their employees how to handle customers and what needs to be done, then they’ll just wing it. And once they wing it, it gets very disruptive and it breaks up the flow. So you have a lot of unhappy customers right from the beginning, which includes the employees because no one likes an unhappy customer. They don’t know how to deal with it. So then they start passing them off.

Lee Kantor: [00:03:00] Now, if you treat your employees right, I would imagine that you have happier, better employees and it’s easier to find new ones in case you if you need more.

Jammie Wong: [00:03:11] Well, definitely because when you teach and help and train and make an employee successful, the best referral a company can get is word of mouth. And the word of mouth that’s most successful to me is by an employee because they’ll go, speak about it to the individual customers, they’ll tell about it to other people. So that is the most powerful referral is a happy employee

Lee Kantor: [00:03:32] Now is having a happy employee as simple as just, oh, pay them more because that’s all they want is more money? Or is there other things you’ve been doing to get a happy employee?

Jammie Wong: [00:03:43] Right? So to get a happy employee, you actually need to find out what it is that they want. What are their goals? What are they seeking? I mean, a lot of people might say, OK, the pay, they’ll start off with the pay. But it’s not really the p, because when you start talking and interacting with your individual employees, you find out there’s different things. So if you help them achieve their goals, then they’ll help the company achieve their goals and then it becomes a win win for everybody. So it takes a lot of communication, which is what I help business owners with because everything starts with communication.

Lee Kantor: [00:04:17] Now, so we’ve talked a little bit about how a company could kind of get the most out of their employees and, you know, that’s a great starting point. But is there other activities they can be doing when it comes to like, say, sales and marketing to kind of beef that up a little bit?

Jammie Wong: [00:04:34] Sure. I mean, there’s a lot of different things that can be taught and changed, and you can actually encourage the employees to do some of those sales do some of the marketing. So when you have customers calling in just with questions, they can start doing the sales processes there. Or, you know, you can encourage social media or like this, like a podcast or an interview, or they could be talking to other people about it and even getting referrals from the customers when the customers call in. If they have a great experience, the individual employee can do that. And what you can do ultimately right as an employer is to incentivize the employees. The departments make it more lucrative if it’s a win win, not just, you know, a bonus type structure, but more of an incentive.

Lee Kantor: [00:05:18] Now in your work, are you specializing in certain industries or niches, or is this something that any business of any size can benefit from?

Jammie Wong: [00:05:28] Well, any business can benefit from this, but my specialty is in the fact industry, so I’ve been in it in for twenty five years, so that is my little niche. But as I said, any company can benefit from, you know, transforming their processes and starting with the individual employee to help the company.

Lee Kantor: [00:05:47] Now what the say in one of these fact companies out there that are listening, what is the type of problem they’re having or challenge that they’re going through where working with you or somebody on your team would help them? Like, what’s a symptom that they might be having that you might be able to help them solve?

Jammie Wong: [00:06:05] Well, the the biggest problem that usually happens is that when the customer calls in, they’re so busy that they don’t respond to the customer. So the customer gets very frustrated, right? So whoever gets that first initial contact with the customer, they they’re not prepared how to handle it. And then it just gets shoved off or the customer gets more upset and then gets up and up and up right until you come to the manager. So what I do is I would go in and I would help the individual employees. So like the initial call, right? You train the employee how to handle the initial call. And then another problem they have is the response time. You know, everybody in the industry knows right that when everybody’s hot or it’s leaking or broken, they want to fix now. So that’s a situation that can be remedied very easily by training and helping to teach the individual employee how to handle that.

Lee Kantor: [00:06:58] Yeah, I find a lot of organizations rather than just communicate and tell the truth, they either ignore the situation and then, like, they’re too busy, so they don’t even bother because look, I’m too busy. I couldn’t get to them if I wanted to. Rather than just say, You know what, I can’t get to it for seven days and then someone will call you back or seven days, I’ll send a person. If you just tell me what’s going on, you have a chance of keeping my business. If you ignore me or just ghost me, then I’m not going to ever use you, and I’m going to talk bad about you.

Jammie Wong: [00:07:32] Exactly. And that is such a big problem. I mean, there is ways to save, for your example, right? It’s going to take somebody seven days to get there. You can still have somebody continually call the customer in case there was an opening. You know, just you can find ways to work things out, you know, communicate with the customer, but keep them in the loop no matter what. That is the biggest problem, I see.

Lee Kantor: [00:07:54] Yeah, it’s it’s so funny because it’s so hard to get new clients and people who are getting calls from people who want to do business with them. They just ignore it and take it for granted. And then at some point, business slows down. They’re like, Where what do I have to do to get new business? It’s like you had all this business and then you threw it away.

Jammie Wong: [00:08:14] Exactly right. So that’s also a good part, right? You can ask once you take care of the customer, you can ask them for referrals, right? You can post that on your website. You can post that on your social media. But all of that takes communication with the customer and making sure that your employee knows how to handle the customers in the right way.

Lee Kantor: [00:08:32] Now, do you find in your work that you’re really helping these leaders with their personal development to help them with their leadership skills and help them with their communication skills?

Jammie Wong: [00:08:42] Yes, because that’s the biggest part for anybody, right? Like John Maxwell. He has the law of the land, so you won’t be able to bring in anybody else whose lead is higher than you rate. So you have to continually grow your own lead as an employer so that you can help your employees grow. Also, because everything stops with the leader, it begins and ends with the leader. So if you as a leader are not growing and continually changing and looking for different ways where you can improve the situation in your company and the culture, then really your employees have no chance of growing either.

Lee Kantor: [00:09:16] So now for you in your entrepreneurial journey, what has been the most rewarding part for making this kind of shift from kind of being an employee to now leading your own firm?

Jammie Wong: [00:09:28] To me, the the biggest impact for me is that I really enjoy seeing the transformation in a different companies and the people that I’ve worked with and helped to see the different changes, to see the growth because I think with growth, there’s always more opportunity and you know, everybody can succeed, right? They just need to be trained and then you just need to make it more efficient and have everybody win.

Lee Kantor: [00:09:55] Now in your career, was there a mentor or a leader that really resonated with you that helped take you to a new level?

Jammie Wong: [00:10:02] So I am a colonel licensee and I started following him. I’d seen a couple to three years ago and he has a training program, which I utilize daily. And what it is is, you know, everybody thinks it’s just sales training, but I’ve come to find out it’s a lot more. It’s a personal development. But because of the things that he teaches, I’ve learned and I’ve grown right. So I’ve found other mentors like Brendan Dawson. So all of these different types of mentorships, they’ve helped me to grow, and that’s why I really want to help business owners see that they can also grow and that they can offer potential and opportunity for their employees.

Lee Kantor: [00:10:40] Now, if somebody wants to learn more about your practice, maybe get on your calendar. What is the best way to do that? Do you have a website or through LinkedIn or one of the social platforms?

Jammie Wong: [00:10:51] Sure, they can get a hold of me on my website. It’s at Hawaiian or I am also on Instagram, Facebook and Twitter at the real Jamie Wong. And then I also have at the real Jamie Wong website also so

Lee Kantor: [00:11:07] Well, congratulations on all the success you’re doing such important work and we appreciate you.

Jammie Wong: [00:11:13] Thanks, Lee. I appreciate the opportunity.

Lee Kantor: [00:11:15] All right, this is Lee Kantor. We’ll see you all next time on Oahu Business Radio.

 

Tagged With: Hawaiian Galore Inc, Jammie Wong

Nekita J. Sullivan With Yoga Therapy Bar

February 28, 2022 by Jacob Lapera

NekitaJSullivan
GWBC Radio
Nekita J. Sullivan With Yoga Therapy Bar
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yogotherapybar

NekitaJSullivanNekita Sullivan was born and educated in the Palmetto State of South Carolina. She is a graduate of Clemson University, Medical University of South Carolina (Charleston), and American Intercontinental University. She is a certified health education specialist, licensed physical therapist, certified hand therapist, certified yoga teacher, and yoga alliance certified yoga continuing education provider.

She has 20 + years of experience as a health and wellness professional for seniors, kids, adults, athletes, special needs, and more. She is also the owner of Yoga Therapy Bar a holistic yoga physical therapy studio in downtown Clemson which exclusively offers a specialty of yoga and physical therapy to improve physical and mental health and wellness.

Follow Yoga Therapy Bar on Facebook and LinkedIn.

What You’ll Learn In This Episode

  • The difference between yoga and yoga therapy
  • Yoga therapy to manage physical stress such as pain or mental stress such as anxiety
  • The most common pain or physical stressor in America
  • Holistic stress management plans
  • Mental health mindfulness programs
  • Educate our kids to manage their stress
TRANSCRIPT

Intro: [00:00:04] Broadcasting live from the Business RadioX Studios in Atlanta, Georgia, it’s time for GWBC Radio’s Open for Business. Now, here’s your host.

Lee Kantor: [00:00:18] Lee Kantor here. Another episode of GWBC Open for Business. And this is going to be a fun one. Today, on the show, we have Nekita Sullivan with Yoga Therapy Bar. Welcome, Nekita!

Nekita Sullivan: [00:00:29] Hi, how are you today?

Lee Kantor: [00:00:31] I am doing great. I am so excited to be talking to you. But before we get started, can you tell us a little bit about Yoga Therapy Bar, how you’re serving folks.

Nekita Sullivan: [00:00:40] Absolutely. Yoga Therapy Bar is a specialty. I am a Doctor of Physical Therapy and a Certified Yoga Teacher. So, what I do is I use physical therapy and yoga together. I blend them for yoga therapy specialty. So, instead of just having a generic yoga class, I actually use yoga for therapeutic means. So, if someone has issues with back pain, neck pain, headaches after an injury, I specifically use yoga and physical therapy together to give them a better outcome.

Nekita Sullivan: [00:01:20] So, most Americans, eight out of 10 Americans, have back pain, low back pain. So that is usually the most requested injury for people that I see. So all of my yoga poses will be intentionally targeted towards improving low back pain instead of just getting a hodgepodge of yoga poses.

Lee Kantor: [00:01:45] So, now, what was the genesis of the idea to kind of do this mash-up between physical therapy and yoga? How did you kind of conclude like, hey, maybe there’s a way to combine these two to get the best of both worlds?

Nekita Sullivan: [00:01:59] Yes, because they both have such unique offerings. But when you blend the two together, it superpowers them. So, not only do you get the benefits of just physical therapy, you can use it in addition to yoga, which gives you a holistic service so you get the benefits of the physical stress relief but you also get the benefits of the mental stress relief with using the meditation and the breathwork in addition to the physical asanas, is what they’re called poses. It’s just a great and unique experience, and I get so many people who come to me and say that their doctor wanted them to try either yoga or physical therapy to help with their illnesses and injuries. So I decided why not let’s use them both because we can no longer approach our health from just a physical standpoint or a mental standpoint because we’re all in one. Our physical affects our mental. Our mental effects are physical. So as a holistic offering, I use them both to affect our entire body.

Lee Kantor: [00:03:16] Now, when you started the business, was it always focused on combining the both? So you’re talking to, I would imagine your clients are people who have some sort of pain or stress that they’re looking to deal with in this kind of unconventional manner?

Nekita Sullivan: [00:03:34] Yes.

Lee Kantor: [00:03:34] Or, whereas like a yoga studio might be like, “Oh, I like yoga. That’s the way I exercise.” So they may not be coming for a specific pain, they just enjoy it. So, it seems like it’s a slightly different client.

Nekita Sullivan: [00:03:46] Yes, it can be, but I get both. I get people who come just for yoga. And when they find out that I am able to tailor it to their particular needs and customize it, it’s like a bonus for them. So at the beginning of every class that I have, that is a group class, I will ask everyone in that class if they have any specific preferences, if they have any injuries, anything that I need to be attentive to, anything that I need to be precautionary of, because I will modify all of my poses for people who need some sort of precautionary modification. Or, what I can do for people who have specific needs is I offer them some one-on-one treatment. And that way, when I’m with them by themselves, we specifically work on whatever they need help with so they have my undivided attention.

Lee Kantor: [00:04:47] And then, yoga is a practice that uses a lot of props and ways to help a beginner kind of get in the right position for the pose. Are you using those props and more in order to help from the therapeutic standpoint?

Nekita Sullivan: [00:05:03] As a physical therapist, I have the expert ability to be able to provide those types of services with and without props, which is what makes me a little bit more unique than your typical yoga teacher. I do use stretch straps for people who need a little bit more assistance. I also have yoga bands, balls, pilates balls. But I try to get people to get comfortable with using their own body, their own body weight before they start adding tools. Because as a beginner, yoga can be a little intimidating. So it is so important for me to get people to be comfortable with just moving their bodies before I start adding tools. But tools are a good addition and supplement when the time is right.

Lee Kantor: [00:06:04] Now, a lot of organizations and corporations are adding wellness programs for their employees. Is this something that an organization can take advantage of with your firm? Is there some corporate program that you offer?

Nekita Sullivan: [00:06:20] Yes. Absolutely. I am actually in the middle of doing some corporate services for contracting because there are so many firms, corporations, the government, the military right now who are looking for wellness professionals and independent health practitioners to make videos and to join their wellness platforms that are virtual and the apps. Because due to the pandemic, a lot of people are having restrictions with accessing health care. So, they’re now trying to provide health care via virtual wellness platforms and apps so that they can reach people all over the world.

Nekita Sullivan: [00:07:06] So, for example, the military is trying to provide more corporate wellness apps to reach all of their employees that are stationed throughout the world. You’ve got people like BMW, Mercedes, a lot of these large corporations who are teaming up with apps and wellness platforms to be able to provide virtual services for all of their thousands of employees. So, the world of health care and wellness, for yoga teachers, for physical therapists, for other health practitioners is expanding so that we can meet the need and the demand for virtual services and telehealth services.

Lee Kantor: [00:07:54] Now, how would you kind of, I don’t want to say persuade but maybe open the mind of somebody who has never done yoga? Maybe, they have certain feelings about it. They’re not sure. How would you kind of ease them into practice like yours so that they can kind of get some relief from some of the stress and some of the pains that they’ve been probably dealing with than just accepting as this is the way it is when there can be a way out of this?

Nekita Sullivan: [00:08:24] Yes. And I try to get everyone to recognize that their level of comfort is always going to be different from someone else’s. So, a good way to ease into yoga is to start with just a couple of poses, two or three. And there are poses that combine movements for your entire body. For example, one of the most popular is child’s pose. And if you can do a child’s pose correctly, you can almost affect every joint in your body.

Nekita Sullivan: [00:09:03] So, I always get people to start off with maybe one or two, maybe even three poses, and just so they can feel what it feels like to get their bodies in different positions. And then, you can progress up to sequences. Maybe, let’s try poses that last for a duration of five minutes, 10 minutes, 15 minutes. Let’s try a class for 30 minutes. And then, eventually, we work ourselves up to an hour, if you like. And what we can do for that entire hour is modify anything that we need to modify based on how your body feels. You need to know when to pull back, when to do a little bit more. And that’s why it’s great to actually have an instructor to help you modify and make changes so that you don’t hurt yourself or cause yourself any sort of negative experience with learning something that’s new.

Lee Kantor: [00:10:05] Right. And I think that especially – I think for people who have been hesitant to try yoga for whatever reason and they’ve just accepted that “oh, I’m not flexible,” or “this is just the range of motion my neck has, and that’s just the way that it is,” or they’re dealing with a lot of stress, I think they’re missing an opportunity just to learn about it. And, I think there are some baby steps they can be taken whether it’s just, like you said, just sitting in one pose and just breathing and just feeling what that feels like and understanding the power of your breath and then just feeling your muscles kind of give in a little bit if you can stay in that pose for a beat or two and it just changes kind of your perspective of the world I think if you can open your mind to this.

Nekita Sullivan: [00:10:55] Yes, yes. And that’s part of the power and part of the magic of yoga. Because it’s not just a physical – it’s not just a physical experience with the breathing, with the meditation, with you responding to your body and listening to how it reacts to these poses, will take you in a different place. It’s a totally different way of exercising than what you’re used to. But you’re absolutely right. You have to be receptive to trying something that’s a little bit different. That’s probably going to make you feel a way that you’ve never felt before. But also you have to be kind to yourself and know that if you have restrictions, for example, like you said you can’t turn your neck but so far in one direction, that’s not going to be fixed in one day.

Nekita Sullivan: [00:11:49] So, you can’t give up on flexibility for something that has bothered you for 10 years and expect for it to just magically go away after doing it for two or three sessions. You have to give your time – your body time to adapt to doing something new. And most people respond to yoga by saying I’m not flexible. That’s a very common response. But flexibility is not usually something that we just magically have. It’s something that you have to actually work for and challenge yourself to accomplish.

Nekita Sullivan: [00:12:29] Yoga teachers are just not naturally flexible. Some of us may have some flexible body parts, but we also practice yoga in order to improve our flexibility. So, you have to be kind to yourself and allow yourself to improve and progress over time, but also know that that progression is going to be determined by how much consistency and how much commitment you’re willing to give yoga.

Lee Kantor: [00:13:00] Yeah, amen to that. And it’s a challenge, I think, for a lot of entrepreneurs, especially in that everything is go, go, go, faster, faster, I have to get there faster. And then, that sometimes moves into their exercise and fitness and wellness programs, and they think everything has to be a hit class in order to get benefits, where yoga is that kind of breath of fresh air, where you’re like, “Okay. Let’s just relax a little bit and breathe and just slow everything down.” And that is, I think, so necessary in today’s world because there are so many stressors whether it’s physical or mental that yoga and yoga therapy addresses.

Nekita Sullivan: [00:13:41] Yes. That is so true. One of the things that the pandemic has layered upon us is stressors, stressors, stressors, physical and mental. So you’ve got people who are fatigued, mentally exhausted, depressed, anxious, all of those mental stressors. Then, you’ve got all of these people who are now working from home, spending all these hours sitting in a chair behind a desk, even our students who are now having more neck pain, more back pain, more headaches than ever before. So, you’ve got all of these physical and mental stressors. But you have to approach them from a holistic manner in order to affect both of them. So, you can’t just fix the physical and leave the mental because it’s eventually going to affect the other. You can’t just address the mental and then leave the physical because the mental is going to eventually affect the physical.

Nekita Sullivan: [00:14:46] And that’s why Yoga Therapy Bar is such a different approach to yoga because I affect stress management from the physical and the mental side. You have to have both, and that’s the magic of yoga. It allows you to be able to affect both your physical health and your mental health. So, I try to get people to understand that they’ve got to approach it from both perspectives or else the other is going to eventually overcome and take the other, and there’s going to be that recurrent cycle that you just can’t seem to get rid of.

Lee Kantor: [00:15:27] Now, can you walk the listener through what is one of your programs or one of your stress management plans look like? What is it – what can they expect? Because a lot of times people have a fear of the unknown so they don’t even take that first step. So if you can kind of paint a picture of what happens if they raise their hand and say, “You know what? I’m interested in Yoga Therapy Bar,” what would the program look like? What are some of the maybe the pre-work they have to do or what do they have to do to get ready to experience this?

Nekita Sullivan: [00:15:57] Yes. So, I always try to get them to understand what it is they really want. Some people may think, “You know what? I really want to challenge myself from the yoga perspective,” or, “I’ve got an injury, back injury, that I’ve been dealing with for years, so I may need more of the physical therapy component.” So, I’m going to combine both.

Nekita Sullivan: [00:16:22] So if we need to truly affect an injury like low back pain, I’m going to give you more of a focus on the physical therapy perspective at the beginning. And we are going to blend the yoga in as well so that we affect the physical, we get a little bit of the mental end. And when things start improving and you start progressing, we balance them out. So we’re getting some physical therapy and yoga at the same time. So no longer will you get more physical at the beginning and just a little bit of the mental from the yoga, we’re going to balance them out so you’re getting the physical therapy along with the yoga postures, asanas, along with meditation, along with breathing exercises. And I also give a home exercise program through a virtual app that you can either access from your telephone, through text, or through email. So, it’s not your typical yoga experience. You get a lot of meat and potatoes with yoga therapy.

Lee Kantor: [00:17:33] Now, for the people who aren’t familiar with yoga, is there any like special equipment? Do I need – if I’m going to do this at my house, do I have to, now, all of a sudden, buy all this stuff? Or is it something that I can practice, you know, just with stuff I have around the house?

Nekita Sullivan: [00:17:51] Yes, very much can practice with anything you have around the house. Even with some of my group classes, people will come with yoga mats. Some people will come with towels, but I would definitely like to advise everyone to get a yoga mat. That’s really the only piece of equipment that you need. You can do it in your home. You can do it at your office. You can do it outdoors. I even have chair yoga classes that I do for people who are seniors, for people who are at work and don’t have access to a yoga mat, for people with special needs who are in wheelchairs and who cannot get on the floor. So that’s another great thing about yoga is there are so many different ways you can modify it. You can even do it in a chair.

Lee Kantor: [00:18:43] Well, I mean, can you share? Is there something you could share? I know we’re not on video, but is there something someone could do right now that’s listening in a chair? What’s something they could do that would maybe relieve some stress or maybe help them a little bit?

Nekita Sullivan: [00:18:58] Very simple. This is one of the basic things that I tell everyone who’s sitting at their desk for hours a day, or for someone who sits in their car and has very long commutes. So what’s happening when we sit most of the day is our spine, our back is curved. It’s flexed. And it does not like to be in one position for a very long period of time or else it will start producing pain signals. So, one of the things that you absolutely have to do if you’ve been sitting for a long day is put both of your feet flat on the floor. You’re going to put both of your hands behind your head and clasp your fingers together, and you’re going to sit straight up. So what you’re trying to do is extend your spine. And with your hands behind your head, you’re going to pull your elbows open, which is going to extend everything, open up your rib cage, and allow your lungs to take a deep breath. That’s just basic extension.

Nekita Sullivan: [00:20:07] If you have the ability to do that in your office, you’re going to do it standing up against your wall so that you can get your head, your elbows, and your hands up against the wall and make your spine very straight. And to oppose that extension, what we’re going to do is take our hands down, by our side, by your knees and see if you can actually make your fingertips touch the floor. That’s going to give your spine a full flexion, a full bend, a full curve, so you’ve gone from complete spine flexion with bending to complete spine extension with putting your hands behind your head and opening up. If you don’t have the ability to do that standing, you’re just going to do it from your chair. And that gives your spine just a little bit of risk from being in the same position for too long, which it absolutely hates.

Lee Kantor: [00:21:08] And then, that’s something you do for, you know, one time? Is there like, you do it 10 times, you do it for 30 seconds? Like, how long do you have to do it to see some benefit?

Nekita Sullivan: [00:21:20] Okay. So, this is where your individual listening to your body comes in. You don’t want to do anything that’s going to give you excruciating pain or send pain traveling. Okay? So, that’s how you’ll know how far you need to go. But you’re always going to want to aim for doing something about five to 10 repetitions if you can. And if you’re able to have that much time to do five to 10 repetitions with each position, you want to be able to hold it for approximately five seconds. So, you’re going to try to do five to 10 repetitions, and with each position, you’re going to try to hold it for about five seconds. That’s just a good generic start.

Lee Kantor: [00:22:11] Well, Nekita, thank you so much for sharing your story today. Can you tell us a little bit about why it was important for you to get involved with GWBC?

Nekita Sullivan: [00:22:21] Absolutely. They do a great job of supporting entrepreneurs, especially women entrepreneurs. During the pandemic, they have sent out so much information to support and inspire and encourage and provide resources, and that’s why I am so thankful and so grateful for them because otherwise, I may not have been able to receive some of that information and also network and communicate with women that I had met all over the country.

Lee Kantor: [00:22:58] Now, if somebody wants to learn more about your practice or if there’s an organization out there that would like to implement some of your programs into their wellness program, what’s the best way to get a hold of you? Do you have a website?

Nekita Sullivan: [00:23:10] I absolutely do. It is, of course, www.yogatherapybar.com and you know we’re living in this technological world, so it is so very easy to catch up with me by email. My email is info, I-N-F-O, @yogatherapybar.com. That comes directly to me. I’m also on Facebook and Instagram with the same handle, Yoga Therapy Bar. So, there are so many ways to get a hold of me and take a look at some of the cool things that we’re doing, trying to help people manage their stress from a mental and physical perspective, a holistic offering. You got to approach the whole body.

Lee Kantor: [00:23:59] Well, thank you again for sharing your story. You’re doing such important work, and we appreciate you.

Nekita Sullivan: [00:24:04] Thank you so much for having me.

Lee Kantor: [00:24:07] All right. This is Lee Kantor. We’ll see y’all next time on GWBC Open for Business.

About GWBC

The Greater Women’s Business Council (GWBC®) is at the forefront of redefining women business enterprises (WBEs). An increasing focus on supplier diversity means major corporations are viewing our WBEs as innovative, flexible and competitive solutions. The number of women-owned businesses is rising to reflect an increasingly diverse consumer base of women making a majority of buying decision for herself, her family and her business. GWBC-Logo

GWBC® has partnered with dozens of major companies who are committed to providing a sustainable foundation through our guiding principles to bring education, training and the standardization of national certification to women businesses in Georgia, North Carolina and South Carolina.

 

 

Tagged With: Nekita J Sullivan, Yoga Therapy Bar

Brion Nazzaro With Association of Certified Commercial Cannabis Experts

February 25, 2022 by Jacob Lapera

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Association Leadership Radio
Brion Nazzaro With Association of Certified Commercial Cannabis Experts
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BrionNazzaroBrion Nazzaro is the President of the Association of Certified Commercial Cannabis Experts (ACCCE). Brion brings 20 years of risk management and compliance experience in officer and board roles specifically resolving high complexity Memorandums of Understanding, Cease and Desist Orders, and other enforcement actions in highly regulated businesses. ACCCE is a member organization dedicated to advancing the professional knowledge, skills, and experience for those committed to reducing public harm, increasing public safety, and promoting the sound operation of the licensed cannabis market through cannabis risk management.

Brion holds a bachelor’s degree in computer science and MBA concentrated in finance from the University of Denver. In addition, Brion has achieved recognition as a Certified Commercial Cannabis Expert (CCCE), Certified Anti-Money Laundering Specialist (CAMS), Certified Regulatory Compliance Manager (CRCM), Certified Fraud Examiner (CFE), and NACD Governance Fellow.

Connect with Brion on LinkedIn.

What You’ll Learn In This Episode

  • Commercial Cannabis Industry need a risk management association
  • Commercial Cannabis Businesses need a qualified Compliance or Risk Officer
  • Why should a Commercial Cannabis Business want a risk-based approach?
  • When should a Commercial Cannabis Business look for a qualified Compliance or Risk Officer?

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:02] Broadcasting live from the Business RadioX Studios in Atlanta, Georgia. It’s time for association leadership radio. Now here’s your host

Lee Kantor: [00:00:15] Lee Kantor here, another episode of Association Leadership Radio, and this is going to be a fun one. Today on the show, we have Brion Nazzaro with the Association of Certified Commercial Cannabis Experts. Welcome, Brion.

Brion Nazzaro: [00:00:28] Hi, Lee. Happy to be here.

Lee Kantor: [00:00:29] Thanks. Well, I’m excited to learn what you’re up to before we get started. Can you tell us a little bit about the Association of Certified Commercial Cannabis Experts? How are you serving, folks?

Brion Nazzaro: [00:00:40] Sure. We’re a membership driven association. We really focus in on our professional compliance and risk management experts out there in the cannabis industry. We’re trying to provide them the information they need curated in the way that they need it, provide the resources that they can implement their programs at their specific operations, and give them a way to understand how to enhance these programs over time without having to redo everything that they’ve done before and come out with a really efficient and effective way to help commercial cannabis businesses sell their products and remain compliant.

Lee Kantor: [00:01:18] Now, can you educate the listener a little bit about kind of where we’re at from the history of the industry? It’s relatively new in America, and you know, it’s going through. It’s a variety of, I guess, growing pains. Can you talk about where we’re at and where you see it going in the near future?

Brion Nazzaro: [00:01:38] Sure, in 2021, we had about 16 to 20 billion dollars worth of cannabis product sales. We have roughly 18 states that allow recreational and thirty six that allow some sort of medical marijuana. When I use the word state just realized there are territories out there like D.C. or Puerto Rico that I’m lumping into this and it’s really started to go across the nation. I mean, we’re also seeing it internationally. Obviously, Canada to the North has done a lot of work to make it federally legal. You have a lot of medicinal use over in Europe, specifically in Germany and a lot of production around the rest of the world as people are starting to see the global market for cannabis and the real consumer demand for this in in the markets that it’s legal in. It has had a checkered past. I mean, it kind of reminds me what I thought of as prohibition of alcohol before where it was still going on. If was still pretty strong in the culture and when prohibition ended, you had a lot of people trying to figure out how to make their way in the licensed market. And you really had a lot more controls going on. You know, I remember back in history class where they were like, Yeah, there was gin blindness and moonshine was was hurting people. Well, that’s the reason to go into a regulated market is there are government officials that are trying to make sure that the safety and the soundness of the market is maintained so that that consumers can rely on the products that they’re about to buy. So we’ve had a lot of improvements in the overall industry. We’ve had a lot of improvements in how culturally the consumers are looking at the cannabis product and realizing that even if that’s not a choice, that they want to make their medicinal applications, their recreational applications, and really, it’s just allowing people that want to have access to this cannabis product can find a safe and sound market that can serve that need.

Lee Kantor: [00:03:41] Now is the is prohibition. Is that a fair kind of a data point to use as the path that it went on as the path that that cannabis is going to go on, like when they when prohibition ended and people can buy alcohol, did they have the same kind of banking issues and financial challenges that the cannabis companies are struggling with?

Brion Nazzaro: [00:04:08] I think that’s an interesting issue. I doubt it because anti-money laundering is the main regulation that really keeps banks from financial institutions, from serving this business. That’s really an 80s construct. And so prohibition was before that. I imagine there were some questions and some stigmas, but it probably wasn’t coming from the same angles that it’s coming from today. Really, what what we’ve seen is that the government looks at certain entity types like financial institutions as gatekeepers to the overall financial services market. And the obligation when you get a charter or a license to operate in financial services is to make sure that illicit activity doesn’t run through there. You can’t help organized crime essentially, right? And so that’s really what. Causing the banking issue now, I’m sure there was probably a lot of other issues like I’m sure there were seizures, I’m sure there was other things where once something becomes legal doesn’t mean that everybody got the message that day. You know, I imagine law enforcement did did take legitimate seizures of alcohol. I’m hypothesizing at this point, but it would seem to make sense because it’s hard to tell everybody, OK, this thing that was illegal. Here’s how it can be legal. But there are still many ways that it would be illegal, and it’s very confusing for those that are enforcing the laws. And I think that’s where a lot of crossover is is happening today, as it would have been in the past.

Lee Kantor: [00:05:39] And isn’t this where kind of the value of your organization really comes to the fore is that somebody has to stay on top of this because it’s a moving target, it’s changing. It seems like on a regular basis and somebody has to kind of be the somebody who understands this and the ins and outs and the risks and the opportunities somebody has to kind of watch the back of the people that are are doing the work kind of in the local markets.

Brion Nazzaro: [00:06:07] Absolutely. It’s risk and reward. I mean, it really has to go together because you’re not always trying to mitigate risk if it’s really going to affect the reward that you want and you’re not always trying to to take all the reward at the cost of all the risk. And so the way that I would push this out further is you’ve got a great point that things are changing and that’s what you want from compliance and risk people. You don’t want us just beating the same issue over and over again because essentially it’s diminishing returns. You know, at some point, that issue is probably as mitigated as it needs to be. It’s as efficiently and effectively managed by the business. Start looking at the other things that hurt the safety and soundness of licensed cannabis market or the risks that are are likely to put your business at risk and focus on those because that will drive value into the business. Compliance and risk don’t survive if the business doesn’t survive. So you want these these qualified risk and compliance people to understand how to balance business objectives with risk mitigation and reward, or you’re going to get a one sided outcome.

Lee Kantor: [00:07:15] Now, some of the challenges that not only are you dealing with kind of the local issues, but you also have federal issues that it’s just difficult to get a clear understanding of where anybody stands in any given moment.

Brion Nazzaro: [00:07:31] There’s all sorts of issues and look in highly regulated industries. That’s what they really mean. It’s so easy to cross the line and have noncompliance or misconduct as essentially a legal activity that happens because the business is so highly regulated and the outputs are so highly regulated. A mistake can actually cause you larger issues, then less regulated industries. And so within this, what you’re really trying to find is somebody that can help the management committee and the investors and the regulators understand that the business has an intent to comply because that’s the first step when you’re really looking at compliance and risk mitigation. I would say almost all owners and investors want to know, Well, how did you reduce my criminal exposure? I wouldn’t like to go to jail, and that does happen occasionally in in highly regulated industries, because that’s how they keep the industries in line is criminal and civil and administrative exposures. And so you really want this qualified person that, yes, understands the risks, but truly understands those drivers of criminal, civil, administrative and reputational exposure so that no matter what the risk is, they can manage those aspects for you and tell you confidently why either it’s mitigated to a certain level or eliminated so that you can go focus in on your business objectives, grow your business, have that better product really compete in the market that you joined? You didn’t join a compliance and risk market. You joined a cannabis products market that’s probably where you want to compete.

Lee Kantor: [00:09:07] Right. And and nobody would. I would think that when they signed up for this, they weren’t saying, Hey, let’s figure out ways to beat the system. They were just trying to take advantage of an opportunity and they they want to play by the rules. It just that it just gets to me. It’s very confusing and there’s a lot of inadvertent mistakes that could be really painful.

Brion Nazzaro: [00:09:31] And that’s the problem. They’re not necessarily inadvertent, but they’re also not meaning to be illegal. Look, there’s a lot of energy as an entrepreneur. I mean, every day you have to put your mind towards something, and when you have an exciting avenue, it’s hard to see all the other things around you, which is why you’re supposed to have this group of trusted advisors. We normally talk about them as the C-suite or executive management or senior management, but it’s this group that’s that’s supposed to keep you from getting tunnel vision and pull you back and be like, Look, the idea overall probably has legs, but we’re going to have to trim and shape different parts of this to make sure that it fits within the legal construct of what in this case, a cannabis product or cannabis service can be. And I think that’s that’s the the big thing that people miss. The point of the compliance and risk officer is to help everybody else see, look, where is there a great idea that has merit in the marketplace and where do you step over the line and you might be adding criminal or civil exposure to your business? And that can actually destroy a lot of value in all the other things that you’ve done. This one product or is one service brings down the rest of your business. Was it really worth doing that? And that’s where you need that trusted advisor to come back and say, Look, you can see why this might be across the line, and here are the options that we might have to bring it back inside the bounds, right?

Lee Kantor: [00:10:55] And constraints and parameters are part of every business. I mean, everybody has to deal with it to some extent. Obviously, there’s the cannabis industry has its own unique challenges, but there’s there’s always constraints, not like no one can do anything they want to do just because they want to do it. So I mean, that’s just part of being an entrepreneur now for you. You know, in this organization, what are some of the challenges you have of elevating these issues to the fore and getting people to become members and support the work that you’re doing?

Brion Nazzaro: [00:11:28] A lot of it comes around what the cannabis industry really is to to to to the overall environment of business. We don’t normally get highly regulated industries that enter the market and in their 10th year are generating $20 billion of revenue. I mean, that’s just huge numbers to put up on the board, and we don’t we haven’t had a lot of new entries to highly regulated. And the problem with that is that it goes back to that first problem we were talking about banking, right? Banking expects that highly regulated industries have a risk based approach, that they’ve matured these processes and can show how they’re managing their risk so that they don’t put the financial services at risk. But that’s because most highly regulated industries have been around for 30 plus years. They’ve had time to mature this, you know, companies that are just coming online today or just been around for three years or five years or didn’t know the expectations 10 years ago, you just can’t hold them to the same level you’re expecting. For these companies to mature over time, but that is a hard story to tell, to executive management, to tell the regulators, to tell to a lot of third parties as you’re serving this emerging industry that, hey, we’re not going to have the same controls as arms dealers, as oil and gas, as pharmaceuticals, food manufacturing, as go down the list because we just haven’t had the time. But the nice thing is it won’t take us 30 years to get there because we do know how to identify the best practices, risk management that go across industries.

Brion Nazzaro: [00:13:01] We do know what the risk management frameworks are for these other highly regulated critical business relationships that are needed in cannabis. And so we can start talking to them and saying, OK, well, here’s the plan. Here’s how we prioritize it, and here’s how you know that. We’ve at least reduced our criminal exposure or eliminated to the point that’s reasonable. And here’s how we’re working on our civil exposure. And here’s how you can trust that if we find something non-compliant or illicit, we’re not shoving it under the mat. We’re going to deal with it and we’re going to deal with it in a way that is recognized by the government generally comes down to deferred prosecution. You’re trying to show that when you have an issue that could materially impact the safety or soundness of the licensed cannabis market, that you’re not just coming back and saying, Well, I’ll pay people off to not talk about it. You’re coming back and saying, Look, I’m going to remediate the issue, try and make it as low impact as possible on the impacted parties. And then going forward, this is how I’m going to change my practices to make sure that issues like this don’t occur or occur less frequently and at a lower impact. And that’s really what what is expected in highly regulated industries.

Lee Kantor: [00:14:07] So now who should become a member of your association?

Brion Nazzaro: [00:14:11] Right. We mainly focus in on compliance and risk professionals. So from the entry level all the way up to the board level, the lead risk or compliance director at a company that said we still work with the overall entities through alliance memberships, so we focus in on the individual members for risk and compliance specific. There are some needs for CEOs or CEOs to understand risk operations. They will also join. And then on the company side, if your brand is trying to show their their strong risk culture and say, this is why you should allow us to expand into future markets and be larger than most of our competition, we work with a lot of companies like that where they need that public acknowledgment that they are actually intending to comply. And it’s not just words. There’s actual practices that are being put in place. There’s actual formalization. And then the third category is the vendors and regulators, those involved in risk and compliance management in the commercial cannabis industry, but not plant touching. They also need to understand what are the risks that we should expect operators to manage. What are the risks most likely to affect these businesses? What are the best practices that we should look for in place that these operators so that we don’t have ridiculous requests like give us everything about you and we want a picture of you on your honeymoon because we need to know you’re married to whoever you’re married to. I mean, it gets really hard out there when everybody’s trying to make up what the risks are that you’re exposed to and then figure out what they could ask for. You want somebody to help guide you and say, Look, these are kind of the standard documentations. If you have a risk that you’re otherwise trying to manage. Sure, you might need to do something, Nick, but you should ask yourself, is that really a risk that is going to emanate from your commercial cannabis business? Clients, customers?

Lee Kantor: [00:16:02] Now those are the people that should join when they do join. What are some of the benefits of the membership? Obviously, they’re getting a lot of thought leadership. They’re getting a lot of interacting with other people, kind of fighting this same fight. But there are some specific benefits of becoming a member.

Brion Nazzaro: [00:16:21] Yeah, it’s about having the right tool chest and risking compliance fight fight with their mind. You wouldn’t want a carpenter to go out there professional carpenter and show up without a toolbox. You know you don’t want them screwing you and screws with their fingers. It’s the same thing for compliance and risk professionals. They need these tools. So policies, procedures, practices, ways to conceptualize what the risks are so they can explain it to others. And the value of an association is we curate the information that comes across, and we also make it so that our resources and our tools can interact with each other and build on top of each other so that your compliance and risk person is really focusing in on managing the risks specific to your business. Not trying to find the information that they’re looking for just through Google or go get a policy out of the pharmaceutical and trying to adopt it to their their business. You know, we’ve done a lot of that legwork for them so that it integrates well and that there’s a way that they can demonstrate the efficiency and effectiveness of the risk management practices and also show that if noncompliance. Misconduct happens that there’s a reasonable way that the business was trying to manage this, and that is part of the defense, you know, when you get in trouble. It really comes down to fines and penalties. You’re almost always going to get the fine because something went wrong. But the penalty can be mitigated pretty materially because if you’ve already done everything the government’s expecting you to do. Then why should they penalize you further than just saying, Yeah, you did do the bad thing? Here’s the fine. There’s no reason to go further to that penalty phase. So really just setting it up so that this professional has the tools that they need, the tools work together, it becomes efficient and effective, and it actually has that outcome that they’re looking for should something go go wrong.

Lee Kantor: [00:18:13] Now, as part of your offering some sort of certification where people become certified in this specialty?

Brion Nazzaro: [00:18:20] Absolutely. So part of any deferred prosecution standard that we’re aware of around the world is that especially in compliance and risk, the business can’t just say we intend not to break the law. Every business would say that if that was the defense, what you have to show is that you had a reasonably qualified person who managed this aspect of the business desire from a day to day perspective. Most of these these deferred prosecution standards call out for this qualification, but they don’t say what it is. And so you can you can show it through a few different ways. You might have history or experience. You might be able to lean on maybe your accounting, auditing background or your legal background. But but risk management and compliance is open to all. There’s not a specific standard for it. So if you’re coming from a different educational background or a different history, and what you need to be able to show is that you understand what this industry is, what the what the risks are specific to the commercial cannabis industry and what the risks are specific to your business. And you have to show that you had a reasonable concept methodology to bring this all together so that if something goes wrong, people could look at it and say, you know, there was actually a lot of good things that this business was doing. They fixed, you know, eight to 10 things that could have been bigger risks in the future, and they just hadn’t had time to prioritize this risk yet. They’re on the right track. We can rely on them to understand how to manage this in the future because this person is qualified to lead the company and be that trusted advisor among executive management to to manage the risk. And that’s what the qualification of the certification is really about is you have to be able to demonstrate that you weren’t just somebody, but you’re the right somebody to help the company understand what they need to manage.

Lee Kantor: [00:20:10] Now, if somebody wants to learn more or get involved with the association, is there a website

Brion Nazzaro: [00:20:16] There is ace dot org? It’s a c c c org. So three C’s and we have a lot of our information up there. Please feel free to contact us through any of the web forms or reach out to myself at Brian D-R.I. Own at ace org.

Lee Kantor: [00:20:35] Good stuff. Well, Brian, congratulations on all the success you’re doing. Important work and we appreciate you. Thank you. All right, this is Lee Kantor. We’ll see, y’all next time on association leadership radio.

 

Tagged With: accce, Association of Certified Commercial Cannabis Experts, Brion Nazzaro

Scott Drake With JumpCoach

February 25, 2022 by Jacob Lapera

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Coach The Coach
Scott Drake With JumpCoach
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ScottDrakeScott Drake, Founder and Trainer at JumpCoach

After seeing several high-performing teams fall apart due to bad hiring decisions, Consultant and Trainer Scott Drake set out to learn what makes teams tick. He embarked on a five-year research project which led to innovations that transformed his approach to interviewing, hiring, and leading teams.

Today, Scott helps leaders improve hiring outcomes. He is the Founder at JumpCoach, a social enterprise that helps leaders assemble high-impact teams, and grow the leaders to guide them.

Previously, Scott was Vice President of Technology for medical education disrupter ScholarRx, and his 25-year career includes stops at Microsoft in Redmond, Wash., and at start-ups and scale-ups from coast-to-coast.

Connect with Scott on LinkedIn.

What You’ll Learn In This Episode

  • How can a leader improve hiring decisions
  • How can a leader conduct better interviews
  • How can a leader get teammates involved in interviews
  • How can an interviewer inspire a candidate to be more authentic
  • How can the interview process impact diversity, equity, and inclusion

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:02] Broadcasting live from the Business RadioX Studios in Atlanta, Georgia. It’s time for Coach the Coach radio brought to you by the Business RadioX Ambassador Program, the no cost business development strategy for coaches who want to spend more time serving local business clients and less time selling them. Go to brxambassador.com To learn more. Now here’s your host.

Lee Kantor: [00:00:33] Lee Kantor here, another episode of Coach the Coach Radio, and this is going to be a fun one today on the show, we have Scott Drake with jumpcoach. Welcome, Scott.

Scott Drake: [00:00:42] Hey, thanks, Lee. Appreciate you having me on.

Lee Kantor: [00:00:43] Well, I’m excited to learn what you’re up to. Tell us a little bit about Jump Coach. How you certain folks.

Scott Drake: [00:00:49] Yeah, so Jump Coach is primarily a leadership accelerator. We work a lot with emerging leaders and newer leaders and leadership teams who just want to work better together. So, you know, my backstory is when I came up through the ranks, it took me kind of a long time to to really become an effective leader. And as I became a leader of leaders, I began to see the next generation having the same struggle. So I thought there’s got to be a faster way to do this. So so that’s where I jump coach came to be. And then the other thing we get into and spend a lot of our time with now is how do we also help those those leaders hire better, especially for knowledge workers and in tech world, which is where I come out of is how do you how do you improve hiring decisions? How do you interview better? How do you do those things? So so those are the two areas that we really focus a lot on, which is on how do you hire better and then how do you just grow leaders in general to lead those teams that you’ve built?

Lee Kantor: [00:01:36] Sure, I’d like to get to the hiring part, but I’d also like to delve in a little bit about the emerging leaders, just kind of the mindset shift that has to occur. Are you of the belief that kind of everybody has a leader inside them and they just need to be nurtured and taught and kind of encouraged? Or is it are some people kind of just natural leaders? And then we’re kind of stuck with those people and hope you get one?

Scott Drake: [00:01:59] Yeah. So I think the data shows that about 10 percent of people are natural leaders and that about 10 percent of people lack the ability to develop the emotional intelligence to become a leader. But about 80 percent of us, and I’m definitely in that 80 percent we can become great leaders. We truly can become great leaders, but we’re not the naturals right. We have to be nurtured and and led around a little bit to just kind of make that mindset, the mindset shift that you kind of alluded to, which is really why we run an accelerator program more than a training program or a workshop is that are the first piece. The biggest piece of that accelerator program is to help people learn to start thinking like leaders instead of like experts, right? They rewarded their whole life for being the expert. Now you’ve got to stop that right. You’re rewarded for something different now. And it’s and it’s a really hard transition to make for a lot of people, but 80 percent of people can make it. It’s definitely doable.

Lee Kantor: [00:02:50] And then at the crux of that, it sounds like, is the fact that you don’t have to be the expert anymore. You just have to get the most out of your people. And that doesn’t require you of knowing everything they know. And that might some people might feel like they’re kind of, you know that fake it till you make it or I’m an imposter because I really don’t know more like, how am I this young person now leading these, you know, kind of older people, these seasoned veterans, and I’m now in charge, like, how do you know, who am I to tell them how to do anything like? I think the mindset is just really at the heart of this. If you can’t kind of reframe that your role, it’s going to be very difficult for you.

Scott Drake: [00:03:29] Yeah, I mean, on my last team again, I come out of the tech world. On my last team, I had architects, engineers, data scientists. The technology has just grown so much and change so much that there is no way a single person can be good at any of this right. But I have to lead these people. So leadership is really about about helping people solve problems and get unstuck using their own brains and their own skills and their own thinking, right? Your process and your skill and what you’re bringing to the table is your ability to work through others to get things done right. It’s no longer your own ability to do those things. And a lot of us, when we come into leadership, we have those false beliefs of the best or the most senior person gets promoted. And that’s that’s all it means to be a leader is that you’re the most senior or you’re the best. But that’s really not what leadership it is. And that is that mindset shift that you have to really start thinking about your own status and value in a different way. And your job is to unlock the best, the best work of other people. And it is a different skill and it’s a different it’s a different job and some people like it. I was a great computer programmer. It took me a long time to really become a great leader and enjoy being a great leader. As much as I enjoyed being a good computer programmer, some people are never going to enjoy it as much as their work, so they should not really become leaders. That’s that’s the bigger thing. It’s like, you know, they can do it, but they may not enjoy it. So they may not they may not want to do it.

Lee Kantor: [00:04:52] And isn’t that what you find in a lot of organizations? They just choose the person that’s the best at some area and then they make them in charge, or they’re the leader now when they really aren’t suited or they’re not even interested in being the leader, they want to just be the best in their little kind of domain.

Scott Drake: [00:05:10] Yeah, everybody wants status gains. Everybody wants raises, right? Everybody wants new challenges, right? And unfortunately, in a lot of workplaces, the only way to get those status gains or to get more money or to get something slightly different to do is to go into a leadership type of a role or a management role that are a lot of people aren’t going to enjoy are not going to be well suited for. So a big challenge for companies and is is to say, how do we help people get those gains of status? How do we help them do more? You know, from their current seat or from a similar seat without having to necessarily make them people managers or ask them to become leaders? So yeah, it’s it’s it is. There’s a lot of reasons behind the great resignation, but I think part of it is that people get stagnant. They just want change and they want something different. And companies don’t have a way to do that. But if they had other ways to give those things to people, then I think people would be more inclined to stick around.

Lee Kantor: [00:06:07] And and it’s almost like kind of blowing up the org chart where the path isn’t that linear and you can get that status gain. You can get more money, you can get the things you want and just still stay in this expertize in this sweet spot where you are being the best you you can be. But it takes a rethinking from, you know, the upper management and upper leadership to really want to shake things up to that degree.

Scott Drake: [00:06:35] Yeah, it’s an organizational design. I mean, it is basically and it and it fits really well with knowledge work and in tech. Where I come out of it is to say that, you know, we stand up teams for six months to 18 months to two or three years, sometimes to solve specific problems. And then we stand that team down and we stand up other teams, right? So there’s all these opportunities for people where we need leadership, right? We need people that can lead those teams within without necessarily becoming managers. So it really it’s the it’s almost in alignment with some of the changes of the business as a whole that it is much more project work versus, you know, routine, you know, manufacturing work, distribution work, work that follows a set process is is being done more and more by machines and the computers. And then that irregular work, that project work is what humans are doing more of. So that’s why, again, I think more people are falling into that realm of doing that irregular work, and the organization structure has to change with it and the leadership within that has to change with it. So I think it’s all kind of. Coming together and tied together,

Lee Kantor: [00:07:44] So it’s how much of it is kind of the senior leaders being comfortable with this level of chaos and this having things not as maybe well defined and designed as, you know, their lawyer or accountant wants them to have it

Scott Drake: [00:08:01] Or their board right? Right. It’s the board and the investors demand efficient, predictable return on investment. And so so we’ve trained a whole generation or three of MBA students. That efficiency is God, and efficiency is what you strive for and it’s efficient return on capital. Right. But efficiency is again being now done mostly by machines and computers, and the work of human beings is irregular. It’s organic. It requires a different approach to management. You can’t manage creative work through the lens of efficiency, and that’s where so many upper leaders are struggling that I see them struggle with, you know, just like the work from home was a great example. Like, if my people are at home and I can’t see them, how do I know that they’re working? And it’s like, Well, why do you feel the need to control them to that level? They’re not on a manufacturing floor, punching rivets, right? They are doing creative work. And I do my most creative work at six o’clock in the morning, so you should be really happy that I’m at home working at six o’clock in the morning instead of a nine to five job. You can’t see me, but I am doing my best work for you right now, right? So so that’s the mindset that that the senior executives are going to have to learn and in our MBA programs and all those things are going to have to come along with it because they are going to start failing and they’re going to stop delivering results in a way that even makes the investors happy. Right. So so yeah, it’s a big mindset shift that is going to have to happen at that upper level. That’s different than just the basic leadership mindset level mindset shift.

Lee Kantor: [00:09:38] Now how are you? What are the conversations look like when you’re talking to the senior leaders about how you can help them with hiring and helping them? You know, you do interviews better and all these things that are kind of symptomatic of these larger structural challenges.

Scott Drake: [00:09:56] Yeah, so so leaders often approach me with with with the different different types of problems. Number one, they may be growing a team like I tend to work with a lot of companies that are in that fast growth mode. Hey, we’ve got to hire 10 or 20 engineers to to to take on this new project or the new work. And we need to we need number one where we’re struggling a little bit to find them. But then, you know, I find some great candidates and I send them over to the team and the team interviews them and they hate them. All right. Why right? We don’t have there’s no alignment or structure between what I think we need and with a team thinks we need. So it’s like, how do we get everybody on the same page, right? How do we improve our decisions? Like how do we actually improve our hiring decisions so that we can? We know that we’re making good decisions? And in how do we how do we lower our false or false negatives like we’re rejecting too many people we feel like so we can’t get everyone in the same team, so they often will come and say, How do we get everyone on the same team? How do we interview better in a fairer way that’s less biased? And then how do we really look at our hiring outcomes over time? So those are the bigger things that are kind of in their head when they when they approach approached me about working with them on hiring.

Lee Kantor: [00:11:09] So let’s talk a little bit about. How in order to hire a more kind of representative, maybe well rounded cast of characters. What are some of the mistakes that people have historically been making? So it always seems like the same type of person gets the same type of job where now we’re trying to at least be mindful of, Hey, let’s cast a wider net, and let’s invite some folks that maybe not necessarily have been invited to this party before. How do you kind of implement something like that to prevent that so that all the people don’t always look the same in the roles that they’ve historically had?

Scott Drake: [00:11:53] Yeah. So I think part of it is I’m a big fan of of a guy named Dr. David Rock, who’s a neuroscientist who neuro leadership institute as his organization. And one of the things that he that he found in his studies is that there are things that cause people to to to be happy and feel good about their workplace. And there’s things that cause them stress that’s kind of the fight or flight. There’s things that trigger that, that fight or flight. And one of those is is relatedness. There’s there’s five, but one of them is relatedness that that things people, environments that are different than we are. They’re different than what we’re used to. They actually trigger in our brain that emotional fight or flight response. Right. So and it happens across anything where there’s differences between people. So it could be I was talking to a guy who was the head of one of the one of the big giant international conglomerate that everybody would know. It’s it’s a huge company right there, head of talent acquisition worldwide. And he said one of the biggest problems he has is that people have that with their schools. Like, you know, if I graduated from this school, I really want to hire people for my school so it can be as simple as simple as a school, but it can also be, you know, gender.

Scott Drake: [00:13:05] It can be a race ethnicity, those types of things that when things are different than we are, it actually emotionally triggers a response in us that is fight or flight. We all have it right. We cannot turn that off. It is just part of who we are as human beings. That’s what neuroscience proves. What we have to do as leaders is that we have to recognize that it’s why emotional intelligence is so important. But that’s also what we have to train anybody who’s in the hiring process to recognize that your brain, your your emotional brain is going to have this response. The things that are different than you. And it’s OK, right? That’s you’re wired to do that. But your intellectual brain can take over and say that I’m not going to act on this. So no one is just helping people understand that things that are different than them are going to cause them some stress, and the number two is to really be open to. I see this a lot in the tech world that that again, our ego is attached to our status as being great at our skill or our craft or whatever that is.

Scott Drake: [00:14:03] It can be accounting, it could be science, it could be whatever and that we want to feel like the expert and we want to feel like we are experts want to feel like we have to have experts to do this job, even though the job might not really require that. So it’s really being honest about what are the requirements of the role. Who’s going to enjoy that? And then there is not always the straight linear path to feed people into those types of roles. Sometimes there are alternatives. And and that’s what a lot of companies and hiring managers are also beginning to look for. As I say, how do we what are some of those alternative tracks, the guy I was talking to from the big conglomerate? That’s one of his big focus is going forward is how do we tap into some alternative tracks to funnel people into roles where historically it’s been college graduates, all these other kinds of things. So I think there’s a couple of different pieces to that, and that’s kind of a long, long, winding answer. But that’s that’s those are the areas that I think people need to explore in that in that area.

Lee Kantor: [00:14:55] Now, for some folks, it isn’t just the fact that like, I’m going to hire someone when you’re going to say I’m only hiring one person, just the fact that that person is so precious, you’re afraid to take a risk that you might take if you were just change the thinking to say, OK, we’re going to hire five people to do this type of a role, or 10 people where, you know, I can kind of. Player in the edges a little bit, and I can go into look in places that I normally wouldn’t have looked because I might uncover something there and it would be OK. But if I’m I’m limiting my hire to just one or a couple, then I feel like I can’t make a mistake. So I’m going with, like you said, this kind of risk averse. Oh, well, I went to this school, so I’m going to get somebody. I know this school turns out those people, so that’s where I’m going to look. And then I’ve eliminated, you know, ninety nine point nine percent of the population by doing that.

Scott Drake: [00:15:51] Yeah. So I think what I typically what I try to get people to do is to think holistically about the position and think about not what I need people to do necessarily, but but as much who’s going to enjoy it, right? If you can hire me to do the things that I’m an expert in and I’m going to be bored and I’m going to be miserable in that job, and yes, I can do it, but I’m not going to be happy and you’re going to wish you had hired me, right? But you can go hire somebody who’s an up and comer who can grow into that role and who can learn and is going to find it really exciting is going to love showing up every day, right? And they’re going to be a much better employee than somebody who may have done exactly what you need to do. So it’s really about about stopping and assessing your role. And if you’re just hiring for one or two positions, that’s fine. But stop and assess it in this four factors. There’s there’s what are the skills or the aptitude? But then it’s also, you know, obviously our extrinsic motivators like paying Park, who’s going to accept these? What’s our fit? What’s our culture? What are our values? How do we behave? Who’s going to be happy behaving in the ways that we need our code of conduct adhered to? And then who’s actually going to enjoy it, right? Who’s going to find us fun? Who’s going to find this intrinsically motivated? And the intrinsically motivating is probably the most important, but it’s also the one that people find the hardest to interview for. But it’s really if you can find somebody who’s excited to show up and they have the aptitude to do the work, then often they are going to outperform someone who’s been doing that exact role for the last five years because that person is going to be bored. So, so it’s really you’ve got to think holistically, right? And that’s what we coach people to do is to think beyond skills, beyond experience, think holistically about the whole role and who’s going to be happy.

Lee Kantor: [00:17:29] Now, when you’re doing an interview, and let’s say I buy into what you’re saying that that you know that element of it this way, if it’s fun for them, they’re going to be a better fit for me. Is there are some clues that a person really enjoys it and they’re just not, you know, telling me they enjoy it. Is there some things I can look for as an interviewer to kind of glean that information? Am I looking at their hobbies or the, you know, how they’re behaving when they’re off the clock? Like, what are some clues that they really, really do enjoy and they’re just not telling me they do?

Scott Drake: [00:18:01] Yeah. So I always start with with the job descriptions I put publicly are very specific to the written not in a what I need, but there I know what you get to do. Right? It’s not. I need. I need, I need. And these are the demands I’m going to put on you. They are. You get to do X and you get to do Y, and you get to solve this problem and you get to work with these people and you get to help these customers. Right. So I am selling the the the intrinsic motivators. And if they haven’t read a job description, then that’s what I spend. The first five minutes of the interview saying is these are all the things you get to do, right? They’re not the demands I’m putting on, right? And then on what I want to know is why is that interesting, right? Why is that interesting to you? What’s interesting about that? What’s interesting about this position beyond pay perks, remote those extrinsic motivators that any company can offer? I’m hoping to find something in their response that says, you know, Scott, my last job was a medical education. My wife is a doctor.

Scott Drake: [00:18:56] I love the idea of I come from a family of doctors. I love the idea of building software and education experiences for medical students, right? So I’m looking for something in their background that says I have some interest in this beyond just the pay and perks. So, yeah, the first interview that’s really all I’m trying to do is I’m trying to I’m not trying to say no to this person. I’m trying to say, what would I say yes to about this person? Where do they fit? Where do they belong? Where are they going to be happy? That’s my whole first interview is just trying to answer that question. And then if that aligns with my role, great. And if it doesn’t, maybe it aligns with the role I’ll have in 60 days. Or you know what? I know somebody else who runs a business. I think this person will be grateful, right, to help them in that in their particular problems. Yeah, it’s really about being authentic, about about what you have to offer and then seeing who’s going to respond to that and who’s going to be excited about it

Lee Kantor: [00:19:47] And really try to understand the why that candidate is getting up in the morning and what excites them and seeing if it’s a fit or not.

Scott Drake: [00:19:54] Yeah. So so the five questions I sort to answer in a screening interviewer is why are you interested in this position, right? What are your career goals? Just kind of, where are you in your career? I’m just trying to get a feel for where are you in your career? Where do you where are you trying to go? What are you trying to do? What’s what’s interesting? And then I try to boil it down to What are you really good at professionally, right? What do you hope to get to do when you get up in the morning? What do you like to do? What do you what do you want to go charge headfirst into, right? And then with most roles, it’s there’s things people like to do and things they don’t. So the second question is, what are you not good at professionally like, what do you really hope that a teammate will do, like if you’re working on a team? And there’s these six tasks and you’re going to gravitate toward four and you’re going to be perfectly happy when a teammate picks up these two because you just hate them. What are those things like? What are some of those things that you don’t enjoy professionally? And then as you look at that next year, what are the what are the three things that are going to make the next year great for you, like as you assess and you think about what next year would be great if X, Y and Z happened and most people don’t have a good answer for that when we start the conversation.

Scott Drake: [00:20:53] But my goal over a 30 minute conversation or a 60 minute conversation is to really help them stop and think about what, what, where have I been happy in the past? What have I been happy working on? What do I think’s going to make me happy going forward? What am I really need in my next job in the next year? Like what’s really important to me? And if I can get them to settle that, to kind of settle that in their own mind, then I can say, is there a match? Is there a match here? But the funny thing is, the feedback I get from that interview is how much people enjoy it because they walk out of that interview. People love to talk about themselves, right? So it’s an opportunity for them to really, though stop and think about what it is they want and what they like and what they don’t like in a way that a lot of times they haven’t. And they often walk out of that interview really excited, even if it’s not about me, just that they feel like they’ve learned something about themselves. That’s the feedback I get often as I learn something about myself from this interview.

Lee Kantor: [00:21:45] Now, in your practice, are you working primarily with tech companies because that’s your background? Or is that just your background? Or is this kind of industry agnostic, the kind of work you’re doing?

Scott Drake: [00:21:57] It’s generally industry agnostic, but I do tend to a lot of the innovations and the things that I’ve done are very useful for knowledge workers and for professionals. It’s probably less, you know, if you’re you’re dealing with largely unskilled workers in routine situations, then a lot of the things I get into just aren’t applicable. They’re just not as interesting. But yeah, typically tech, world stem, world science, anything with with knowledge workers, professionals are the the areas where I tend to excel.

Lee Kantor: [00:22:28] Now, if somebody wants to learn more, have a more substantive conversation with you or somebody on your team, what’s the website?

Scott Drake: [00:22:34] Yeah, jump coach dot com is the best place to go. That’s where you can get into all of our leadership training. There’s a contact thing on there. We haven’t put a whole lot up yet on hiring. That’s the stuff that we’re were slow rolling this out. We’re doing some workshops with companies and we’ve got some other stuff that we’re going to come out. So if you’re if you’re interested in talking more about hiring some of these kinds of things, just a contact link on the page. And as this interview’s out, over time, there’ll be some, some stuff that shows up on Chepkoech dot com about it as well.

Lee Kantor: [00:22:56] Good stuff. Well, Scott, thank you so much for sharing your story today. You’re doing important work and we appreciate you.

Scott Drake: [00:23:02] Lee, thanks so much. Appreciate having me on.

Lee Kantor: [00:23:03] All right, this Lee Kantor. We’ll see, y’all next time on Coach the Coach radio.

 

Tagged With: Jumpcoach, Scott Drake

Lisa S. Jones With EyeMail Inc.

February 25, 2022 by Jacob Lapera

Lisajones
Atlanta Business Radio
Lisa S. Jones With EyeMail Inc.
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LisajonesAs Founder and Chief EyeMail Officer of EyeMail Inc., Lisa Jones is a digital innovator and disruptor for marketing communications since 2004, has developed multiple patent-pending technologies within the digital video-in-email marketing space. EyeMail enables full video (up to 60 seconds) to play automatically inside the email.

Under her visionary leadership, Lisa has elevated EyeMail Inc. to become an international brand through expansion outside the United States into Canada, Mexico, Pakistan, Africa, India and the UK.

Lisa has been able to propel EyeMail Inc. forward through collaborations with Fortune 100 brands such as Microsoft, Coca-Cola, Delta Air Lines, WarnerMedia, PepsiCo and Porsche North America. EyeMail has received multiple awards & honors, include a Stevie Award for ‘Innovator of Year’ and Delta Air Lines ‘Catalyst of the Year’ award for her impact to digital email strategy, recognized as 1 of 10 businesswomen to admire in 2021 and most recently featured in Forbes Magazine.

Lisa is considered a trailblazer for women in technology. As a result, she is a frequent speaker at national and international conferences. Lisa is also a recognized industry thought leader, having made the Thinkers360 Top 10 list in multiple categories.

Before EyeMail, Lisa began her career at NASA. Before founding EyeMail Inc., Lisa served in the Office of Supplier Diversity at AT&T.

Lisa is a board member of the Technology Association of Georgia Diversity and Inclusion and volunteers at the local chapter of the Women in Technology Association for the ‘Girls STEAM’ program.

A native to Alabama, Lisa has an MBA from Alabama A&M, advanced certification from the Tuck Business School at Dartmouth and is currently attending Harvard Business School.

Connect with Lisa on LinkedIn.

What You’ll Learn In This Episode

  • Video in Email
  • Why Now is the Time
  • Women Entrepreneurship/Tech
  • Compassionate Leadership
TRANSCRIPT

Intro: [00:00:04] Broadcasting live from the Business RadioX Studios in Atlanta, Georgia. It’s time for Atlanta Business Radio brought to you by onpay Atlanta’s new standard in payroll. Now here’s your host.

Lee Kantor: [00:00:24] Lee Kantor here, another episode of Atlanta Business Radio, and this is going to be a fun one. But before we get started, it’s important to recognize our sponsor on pay. Without them, we couldn’t be sharing these important stories today in Atlanta Business Radio, we have Lisa Jones and she is with Eyemail. Welcome, Lisa.

Lisa S. Jones: [00:00:43] Thank you, it’s a pleasure to be here.

Lee Kantor: [00:00:45] Well, I am excited to learn what you’re up to. Tell us a little bit about email. How are you serving folks?

Lisa S. Jones: [00:00:51] So email is focused on we all know what it’s like to receive the the amount, the endless amount of emails in the email inbox. So the question becomes how do we all stand out from the clutter? So email is built on the premise that we believe that your messages deserve to be seen, heard and felt. And as such, we’ve developed a patent pending marketing technology that enables video up to a full 60 seconds to automatically play an email and mobile to increase engagement.

Lee Kantor: [00:01:30] And what was the genesis of the idea? How did you figure this out?

Lisa S. Jones: [00:01:36] Interestingly enough, when you think about life, sometimes things will happen that will redefine your landscape. And for me, I had a background working at NASA and then I transitioned into the telecommunications area as a corporate executive and in one day my my life changed. I’m originally from Alabama, and my older sister called me one morning at eight twenty four a.m. and had advised me that our mother had passed away at home, alone at the age of sixty one. And I remember the impact that that one communication had on me and my life forward, so and I have to tell this story briefly, only because it’s so important in understanding how things in your life impact you to move forward. But basically when I when I go to my mother’s services, it seems really shortly like it was seven minutes at a time. And I remember thinking to myself, You know, is this what life comes down to? Is seven minutes like your life should be celebrated so as people were going back to their cars? I made a commitment at that moment in time and I said to my mother and prayer, when I come back to Atlanta, I want to start a company that’s going to be inspiring and global.

Lisa S. Jones: [00:02:51] That makes an impact that creates value. And when I came back to Atlanta. I thought about how one communication had that impact on my life, and I said, well, maybe I’ll start a communications business. And I started researching, you know, like how do we communicate verbally, non-verbally and writing, what else do we do? Said, Email well, who do we email? We email internal external. What was fascinating to me was one click, you’re anywhere in the world. And then I was like, I wouldn’t have to have inventory. So I signed up for one hundred and fifty. Different brands. Fortune 500, you could name general brands, non-profits, I signed up for one hundred and fifty email list and what I figured out in the process is that all of them had some commonalities. I did not feel inspired. I did not feel special. They were delivering a hyperlink or a lot of text where I wanted to delete the email or static graphic or a three second GIF. And I said, Wow, what if email could have a personality? What if email could be brought to life? And with that, I started email.

Lee Kantor: [00:04:06] And so the the genesis of the idea kind of is that you were trying to get more emotion and more feeling into an email so they stand out so that a message can really be felt, not just seen.

Lisa S. Jones: [00:04:20] Exactly, exactly. And do we really even see traditional email, we’ll read it if necessary, but when we think about email, do we really scroll all the way down in our newsletter to read every single detail of that newsletter? I would say not. What would you say, Lee?

Lee Kantor: [00:04:36] No, I agree. I mean, I think that especially in today’s world, they’re trying to entice you with some sort of clickbait subject line that gets you to at least open it. And then from there, you know, all bets are off when it comes to getting you to actually consume or engage with the email.

Lisa S. Jones: [00:04:55] Exactly. And I just read a study recently that says our our attention span as humans is less than a goldfish. They say our attention spans are like eight seconds at the most, right. So it’s like you have to captivate our attention quick or we’re on to the next. And that’s the whole premise of email is saying. As soon as you open up the email in your inbox, which is now an email, the the video is going to automatically play, but it’s playing on mute. It’s playing on mute for a reason because you don’t want a disruption or an interruption in the course of your day when you’re viewing on your mobile or your inbox. So it plays on mute, but you’re talking about high definition up to 60 seconds where you’re able to engage your audience with your message, your brand message or your communication.

Lee Kantor: [00:05:49] Now, you know, saying that you want to do video and email, I’m sure that other people had thought video and email, that wasn’t the first time that sentence was uttered. How did you kind of develop a technology that allows that to happen in a way that the email providers aren’t kind of flagging it, or it’s not so cumbersome for the user that they have to download something? The technology part isn’t as simple as, Hey, let’s just throw video in there.

Lisa S. Jones: [00:06:16] You’re so on point, because that is exactly right and thinking about the whole premise of video and email. In our case, I’m the founder and chief email officer. I started this journey back in 2004. So we’ve had several years of trial and error and growing and evolving and adopting. We are part of Microsoft’s Mentor Protege program, part of that. Was being able in the Microsoft Innovation Center to work with senior architects on our technical roadmap. And so we discussed all of these issues, like what we’re discussing now, like should it automatically play, should it play on mute, but also deliverability me having a corporate background, I used to receive tons of communications from various sources external to look at their media kit or to look at their information, and everyone would attach these large files. And it used to drive me nuts, and I said, When know when I made the transition, I knew that the email experience had to be special. I knew that it needed to be a very small payload in the inbox. So and working with Microsoft, we were able to develop the technology that supports the compression. A customer can set us up to three hundred meg of a video at MP for video in size, and we’re able to encode and compress that down to under on average, 15 kilobytes in size. And we have a patent pending on that technology. So to answer your question, we’re able to deliver in the inbox and mobile. We’re built agnostic so that we play in the sandbox with all of the wonderful email service providers. So if it’s MailChimp, if it’s Salesforce.com, Cheetah Mail, all of the all of the supporting amazing third party systems, we’re able to perform seamlessly.

Lee Kantor: [00:08:16] Now talk about the shift from being involved in corporate to being an entrepreneur. Was that a difficult transition? Because a lot of folks, you know, have dreams of being an entrepreneur, but when they’re working in corporate or for an enterprise, it’s a totally different ecosystem with a support network that’s kind of built into the enterprise. Whereas an entrepreneur, sometimes you are on an island and people don’t really understand what you’re going through, and it’s hard to find support around you. So I guess teaming up with Microsoft probably helped in that regard, but talk about that transition a little.

Lisa S. Jones: [00:08:52] Yeah. So the transition from the corporate mindset, it’s a whole mindset to it as well and transitioning to an entrepreneur. So for me again, the fact that I started in 04 and then I transitioned by, let’s say, oh, nine. So you’re talking all of these years in between of me having to work the corporate in the corporate capacity, which I did an exceptional job there. But then in the evening at six pm, it’s like changing hats. And then I would go straight into email mode as the chief email officer, and I would stay up until 3:00 a.m. every morning, including weekends for years. So it requires a certain amount of. Commitment and focus just to stay true to your dream. And of course, I had several people even in my family say, Lisa, what are you doing? You’re going to leave this fabulous corporate job. You’re like, you’re nuts or this won’t work, or why would you add video to email? Why do we need that? We don’t need that. That’s dumb. So I had all of this negative energy around me, and what I’ve learned is that you have to as an entrepreneur or business owner individual, you have to remove yourself from negative clutter and you have to zone in on your dream and on your passion to focus.

Lisa S. Jones: [00:10:19] So while I was still in corporate and I was thinking about my transition, I was thinking about everything that I needed to have in place. And the number one thing that I needed was, do I believe that I can achieve this? Do I believe that one day I could I could have a corporate customer? Is that possible? I believe that. Do I believe that this product is the right product? Absolutely. We’re looking at videos on YouTube and all of these other mediums. Why would we not want to look at video in an email? I mean, to me, if you’re reading email, that’s like watching a black and white. Silent movie or something, you wouldn’t watch a silent movie today, you might for entertainment, but in general, you would not. So why should we expect that in our inbox? And it’s the whole concept of elevating the experience to engage, engage your audience in the inbox, and that’s something special about that.

Lee Kantor: [00:11:12] Now do you see email evolving to, like you said, more of a conversation rather than this kind of kind of antiquated text only or text driven communication? So do you see people using email as a way for me to just appear on video and have a, you know, a chat with somebody, with my video, with me as a human being saying, hey, rather than typing, Hey, I’m saying, hey, and I’m trying to engage human to human rather than text to reader.

Lisa S. Jones: [00:11:52] What I see. In the adoption of of email is the following email. Is here to stay. It’s not going anywhere, it’s like a it’s a business imperative, it’s a personal imperative, and it’s chosen as 81 by 80 one percent is the preferred channel of communication. So email is here to stay. From the email landscape, email is when you want to send out something where you want your audience to immediately engage with. Now, how does that show up? That could be a customer communication. Maybe it’s a product launch or sales communication and things of that magnitude because you’re looking to engage. So some of our clients, for example, are Porsche North America. So if they’re looking, for example, to invite you to a special travel experience event, it’s a personal way to do that. Or if you’ve test driven a vehicle, it’s a personal way to connect on that front or the communication on the event side. Maybe you’re having an event and you want to invite your audience. It’s a way to you could have executive leadership on that communication with a call to action, to the invitation or on the reverse side when the event has ended. Having that personal communication with a call to action to the to the survey on the employee engagement side, it could be regarding training because when you think about internal, when we think about internal, we have to keep our internal stakeholders and employees engaged because they don’t want to have to read all. I mean, they’re inundated with all of the work they have already, right? So now you have to think how, how will we keep them focused on our mission and our goal? And so I would say that email is focused on when there are key communications that you’re you’re seeking to communicate with your target audience. We just launched recently for Super Bowl pre and post communications to millions, and so it’s about that engagement factor. Or with Microsoft, we launch to the 40 million. It’s thinking about key communications, where you’re seeking to reach an audience to engage them immediately with your message.

Lee Kantor: [00:14:11] So it’s kind of adding jazz hands to somebody’s email marketing that they’re already doing.

Lisa S. Jones: [00:14:16] Ah, I like that jazz hands. I need to write that one down, actually. Yeah. And it’s like adding the sizzle. It’s adding the sizzle and it’s like an appetizer. So we get the question. Well, Lisa, can our email be two minutes or four minutes, etc.? And the answer to that is, and I know you should think of like your like an appetizer like short and sweet, but it delivers and it makes you want more. So it’s the idea of delivering up to the 60 seconds. And then when the person chooses to engage sound and take that next step, then you can have your full communication if you choose. It could go on forever if you like it to if if that was your choice. But yes, it’s like a short, appetizing and jazz hands.

Lee Kantor: [00:15:04] So now in the evolution of the product and service, how have you as a leader kind of grown? Is there any tips or advice you can give other leaders out there when you to build a team like you have to handle this? Kind of. Because I, as I understand you’re not truly like really the technology expert, but you were able to find and gather technology experts to help you. Can you talk about some advice for others that are kind of in your shoes to grow an enterprise like you have?

Lisa S. Jones: [00:15:37] Absolutely. In my journey when I started, of course, keeping in mind that I came from the corporate black background, I’m on the business side, but I manage technical resources in my career at NASA and in the telecom industry as well. I would say to to any entrepreneur, it’s being open to come out of your comfort zone and to know that you can do anything even if you don’t have a background in tech. I mean, how can I explain as an African-American female who has started a technology company and I’m from Alabama now, someone else might say, Well, how is that possible? How does all of that happen? It happens because I had a firm belief in myself and the idea that I could I could assemble a team. So it starts with that inner belief that I am enough and that you are enough and that you have a great idea. And then the next step step three would be, how am I going to get out of my comfort zone? Where am I going to find these key developers and support team that I need? So you have to be relentless in that you have to commit to that right as part of your DNA. And so with that, the search begins. In my case, I went through initially nine different teams before I found the team where there was the right fit, the right connection, where they even told me, Lisa, listen, we don’t know if we can help you with this project or this problem you’re trying to solve to help your customers or to help your upcoming customers. But we’re willing to give it a shot. So you got to find someone who’s on board with your mission, who believes in you and your vision that’s willing to to ride with you on that journey.

Lee Kantor: [00:17:22] And that’s one of the hardest thing I think for entrepreneurs is to find your people, the people who believe what you believe and they really are willing to emotionally and invest and invest with their time and energy. And that’s you’ve got to be selective. You’ve got to wait for your pitch there. You don’t want to force fit a wrong person in that mix.

Lisa S. Jones: [00:17:46] Exactly. It has to be a natural alignment and you can’t rush that mix. We, as entrepreneurs and business owners, we want everything to be immediate and to happen like yesterday. But you have to be patient because you don’t want to pull the trigger too quick and not have the right team or the right energy or the right solution, et cetera. So it’s like pacing yourself for the race. It’s a marathon, not a sprint. And you know, initially, to be honest with you, Lee. Up until about four years ago, I did not I used to not mention the fact that I started email in 2004, and the reason I didn’t mention it is because I personally at the time, I felt like a failure. I felt like, Wow, Lisa, you can’t get it right. Why have you not gotten it right? You can’t tell anybody you started in 04. It’s freaking the year now. And I have several mentors, some of which are at Harvard, where I currently attend Harvard Business School. And over the years I’ve met so many great people and they say, Lisa. It’s important for people to know your journey, to know that it takes time, but that’s OK because it’s all about a journey anyway, and we all define success to our own standards. So embrace the fact that you have been able to withstand all of those years and you’re still here, you’re still smiling and you’re still excelling in the game with all of these corporate brands that are early adopters and market leaders using your technology.

Lee Kantor: [00:19:20] So what’s next for you and what can we do to help? What do you need more of?

Lisa S. Jones: [00:19:27] Thank you for that wonderful question. What what I what I mail needs more of are more. Early adopters and market leaders. That are seeking to engage and connect with their audiences where they live the most in their email and in their mobile devices. We tend to naturally align with forward thinking, progressive brands and non-profits that are focused on that connection that understands the importance of inspiring, inspiring others to take action. I saw lead, for example, all the time. I’ll see in writing, Oh, we need to drive our customers to action. I disagree with that one statement because it should be. We should inspire. Others to take action, not to drive them, and so to answer your question, I would say it would be most helpful to meet market leaders, early adopters who would love to learn more about video and email technology, which is email. And that would be the most helpful thing to spread the word.

Lee Kantor: [00:20:43] And if somebody wants to learn more, what’s the website?

Lisa S. Jones: [00:20:47] To learn more about email, the website is, of course, W WW W email Inc.com and that is spelled e y e m, a i, l i and C I would also leave love for anyone who would love to have dialog regarding email or video and email. Feel free also to personally reach out to me on LinkedIn. I’m under Lisa S Jones as well.

Lee Kantor: [00:21:16] Good stuff. Well, congratulations on all the success and thank you so much for sharing your story today.

Lisa S. Jones: [00:21:22] Thank you so much for having me. It’s been a pleasure.

Lee Kantor: [00:21:25] Well, you’re doing important work and we appreciate you. Thank you. All right, this is Lee Kantor, we’ll see you next time on Atlanta Business Radio.

 

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Tagged With: EyeMail Inc., Lisa S. Jones

Keval Raj With Quicklly

February 25, 2022 by Jacob Lapera

quiclly
Chicago Business Radio
Keval Raj With Quicklly
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Keval Raj, Co-Founder at Quicklly

Keval is a graduate of Marketing, specialized in International Business & Entrepreneurship, with strong statistical data analysis skills with the focus on Marketing Strategies.

From the beginning, their focus has been to stay ahead of others in the space by providing the most comprehensive and most customer-centric services. Today’s launch of Quicklly Pass is the latest step in Quicklly’s unrelenting pursuit of new offerings to help improve and simplify their customers’ lives,” said co-founder Keval Raj. “For the first time ever, members can experience delightful shopper rewards, exclusive coupons, and customized recommendations without giving a second thought to delivery fees.

Quicklly Pass is available in both Standard and Platinum Plans and includes a curated dashboard of deals and coupons, ranging between $50-$100 per month. While the Standard Plan provides ample benefits like discounts, coupons, and free delivery, the Platinum Plan goes a step further by helping customers unlock their most premium marketplace experience. Additional benefits of the platinum plan include no packaging fee, no minimum order, and an extra 5% Platinum discount throughout the site.

Their desire is to create a win-win for both their members and the brands and stores that sell through their marketplace. With their growing suite of customer benefits, they’re removing the traditional barriers and helping to reduce customer hesitation around trying new products or restaurants.”

Quicklly’s customers within the New York-New Jersey Metro Area, Greater Chicago, and San Francisco Bay Area and nationwide can choose from a variety of offerings — from meal kits and grocery delivery to restaurant and tiffin delivery.

As the nation’s most comprehensive, one-stop marketplace, Quicklly provides access to a range of Indian grocery ingredients, tiffins, and fully prepared restaurant meals delivered to your doorstep. Founded in 2017, Quicklly also provides a full digital presence for local businesses, connecting them to customers across Greater Chicago, New York, New Jersey, San Francisco, the Bay Area, and nationwide.

Connect with Keval on LinkedIn and follow Quicklly on Facebook and Twitter.

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:04] Broadcasting live from the Business RadioX studio in Chicago, Illinois. It’s time for Chicago Business Radio brought to you by Firm Space, your private sanctuary for productivity and growth. To learn more, go to Firme Space.com. Now here’s your host.

Max Kantor: [00:00:21] Hey everybody, and welcome to another episode of Chicago Business Radio. I’m your host, Max Kantor, and before we get started, I want to thank today’s sponsor. Today’s show is sponsored by Firm Space. Without them, we couldn’t be sharing these important stories that we do, and we’ve got a really cool one for you today. Today, I have the co-founder of Quicklly INC. So please welcome to the show, Keval Raj. Welcome to the show, Keval.

Keval Raj: [00:00:44] Hey, Max, thanks for having me.

Max Kantor: [00:00:46] Excited to jump right in. Talk about what you guys are doing. So tell me what is quickly,

Keval Raj: [00:00:51] So quickly is a marketplace for South Asian grocery food. So it’s just a one stop solution. And the idea of quickly happened when I was in Glasgow pursuing my masters and I faced the challenges. So ethnic grocery, when I talk about Chinese, Indian, you know, any, any community. It’s the most underserved market. And when I moved to the U.S. back in twenty eighteen, I found the same problem. And then after primary and secondary search, this problem wasn’t limited to a smaller group. It was a mass problem. And that’s where we created this marketplace, where we on board mom and pop shops like, you know, local stores. So grocery food and we serve the community. So right now we are more focused on South Asian community because one problem at a time we want to serve and based on our research, it’s a big, big community in the US, which is a nine billion dollar industry.

Max Kantor: [00:01:49] So what was the first steps you took to create quickly?

Keval Raj: [00:01:54] So first, we we do a research, right, so we did primary secondary, we interviewed people, we interviewed their store sellers, we wanted to understand the challenges. And you know, in basically in this tech era where Amazon, you know, like building those platform technology, they have all the resources but talk about like local mom and pop stores, they don’t have those resources and neither tech, neither marketing. So the first step was interviewing these people what’s their, you know, like pain points, understanding the pain points and then deciding, you know, then we started working on this model that what should be basic functionality to make it easier because these sellers are not even tech savvy. So how can we make them their life easy with the basic technology and in order to compete in this era of technology, for sure.

Max Kantor: [00:02:38] So to get people to like, join you guys is website and to to be able to sell their products on your website. Did you reach out to these people or did they come find, you

Keval Raj: [00:02:50] Know, so when we started in 2018 in Chicago, it was most like, there is no such service like that when we started. So it was, you know, when people started using it was mostly word of mouth promotion. It was all bootstrapped company. So we didn’t do campaigns like PPC. So it was all organic and that’s where we started getting traction.

Max Kantor: [00:03:10] When you first started, was it just because I know now you do like groceries and also you can order food, but did you just start with one or the other? It started where you were offering everything.

Keval Raj: [00:03:22] No, totally. We just started with groceries, and then we started studying the personas of our customers. What are their needs? And definitely, you know, like as we go along in 2020 after COVID, we became a fully digital marketplace, and that’s where we introduced food as well.

Max Kantor: [00:03:40] So it’s interesting you bring up COVID because I think this type of service quickly was probably, you know, so valuable during COVID, when people didn’t want to leave their house. So were there any challenges that you encountered when COVID started and how did it help your business grow?

Keval Raj: [00:03:57] Not only so, first of all, this was something which no one had saw coming on which one no one was prepared for. So definitely it happened overnight. Or I won’t say overnight, but definitely there were challenges. We started getting so many orders that there was a backlog. Definitely. You know, our also responsibility was to serve the community because this was one of the hardest time people cannot go out, but they need those groceries. So we hired more and more people. Definitely, we saw growth. But our main challenge was how can we make sure that these essentials are reaching out to the needy ones? And that’s where our team, like all of us, stepped in. Even I did the delivery myself that time. Even my co-founder did that. So it was all in at that time. And definitely we saw immense growth afterwards. We saw five hundred percent growth at that time in terms of order, in terms of volume, in terms of customers.

Max Kantor: [00:04:49] Wow. And how cool is it that you were out there actually doing the deliveries? That must have been quite the experience.

Keval Raj: [00:04:57] It’s just, you know, like when, when, when you have your own company, it’s just like, you know, you have to do, you have to lead by example. And if I, I’m putting my people at risk, basically because that time it was very less information. So no one knew what to expect. So we had, you know, PPE equipments for our people. But still, you have to lead by example. And when I show them that, Hey, guys, it’s OK. If you go out there in the public and serve the community, then they also feel comfortable for sure.

Max Kantor: [00:05:26] And so what is your back story? How did you get into this line of work?

Keval Raj: [00:05:31] So I moved to Glasgow to pursue my master’s. Mostly, I did international business and entrepreneurship, and that’s where during my tenure I was working with real life companies there because that’s a part of our strategy classes to solve their issues, what kind of issues they are facing and to solve. And that’s where I started getting more and more involved. And like I said that when I moved to Glasgow, I faced this problem myself. Because if you talk about Chicago or in the U.S. and cities, for example, the market is concentrated in a very different way. Like Chicago, talk about Little India, little China. It’s not going to be in downtown, it’s going to be outside and convenience is not there. Same thing in the UK, I face the same challenges. I moved to Germany after my masters to work for Delivery Hero, which is one of the biggest food delivery company in Europe and Asia. Just to know the basic know how, how it all fits in. And after working for two years, I moved to the U.S., worked for Microsoft, mostly in the marketing area, did campaigns for, you know, Fortune 500 and then in Twenty Eighteen finally decided after my research and, you know, theoretical and practical knowhow that it’s time to go all in.

Max Kantor: [00:06:40] So you guys started in Chicago, but now you’ve expanded to other cities, right?

Keval Raj: [00:06:45] That is correct. So last year we expanded it to New York, New Jersey Bay Area, and now we also have a nationwide shop. So we deliver all over the U.S.

Max Kantor: [00:06:54] That’s so awesome, and so how did you find these kind of mom and pop stores across the country,

Keval Raj: [00:07:01] So not across the country, I would say so. Basically, there’s a there are two models here. One is Same-Day delivery. So, you know, groceries and food, you get same day in Chicago, New York, New Jersey. Bay Area, where we work with local mom and pop shops. And then there is a nationwide category where we work with local entrepreneurs. So basically talk about I’ll give you an example of one community South Asian, right? So there are so many products out local entrepreneurs who have created these products like, you know, tea and coffee breads and everything. So we onboard them and we test out the product with our customers. When we get good feedback, we’re on board them and we give them a nationwide presence in that case.

Max Kantor: [00:07:41] Hmm. Gotcha. Ok. And so what are what are some things you guys need more of? How can our listeners help?

Keval Raj: [00:07:50] I think it’s more about like if I if I truly talk about quickly itself as a brand, we are really a new brand 2020. We did in September, we did a digital transformation and launched quickly as a marketplace. And it’s relatively new brand. And Indian food is something which is the common thread. Like, you know, it brings people together, definitely irrespective of your color, capitalism, community, anything. So food is always a common thread, I would say. And that’s where we are trying to serve the community, the authentic what authentic Indian food or Indian meals looks like. And that’s our motto, first of all. So I think mostly it’s Chicago born business and we are still in very learning phrases like new, we are trying to build this brand. So definitely like it will. It will put a word out that, hey, guys, there is some brand name quickly who is, you know, catering to an authenticity of Indian meals. So definitely give it a try if you want to. But you know, just on the back of your mind, there is something like this exists for sure.

Max Kantor: [00:08:53] And I think the the best part about it is there’s so many things you can get from the website. You know, you’re not just selling food or you’re not just selling grocery. There’s a ton of different items people can get from quickly.

Keval Raj: [00:09:07] That is correct. And also earlier our target market just to, you know, like add to that our target market was mostly South Asian because, you know, it’s a marketplace. So definitely if a local customer, let’s say, comes and they might not know about the ingredients or, you know, they might know about food, but not ingredients. Today, our major announcement went out that Instacart and quickly has done a partnership and now quickly storefront is also available on Instacart. So basically, we are tapping into outside South Asian customers to, like I said, that’s, you know, food. Indian food is the common thread, and that’s what we’ll be serving on Instacart platform, too.

Max Kantor: [00:09:42] So you mentioned Instacart, and so I know you guys also do delivery. Can people pick up in store as well?

Keval Raj: [00:09:50] I know we have only enabled for delivery.

Max Kantor: [00:09:52] Gotcha. Ok. And so K-Ville, I have to know for you what is the most rewarding part of being the co-founder of quickly?

Keval Raj: [00:10:02] I think the most rewarding part is like, you know, like I said that it it started. It all started with the problem trying to find the solution for that problem, which I faced with multiple, you know, hundreds of people have faced after our research and getting like appreciation from a customer that how we are trying to make a difference, why even one customer at a time that’s like more rewarding than anything. And it’s not only limited to customers, we get appreciation from our sellers like, you know, how we have not only during COVID, but after COVID. They are seeing the growth, continuous growth, like how they were only relying on walk in traffic. Now we do all the marketing with the digital presence, how they reach retail, exponentially growth. So, you know, having those kind of appreciation to, you know what, either from customers, from sellers whom we have made a difference that’s actually more rewarding

Max Kantor: [00:10:52] And cable, if people want to order from quickly or just learn more about you guys, do you have a website, some social media you want to promote?

Keval Raj: [00:11:00] Certainly. So we do have our website, which is quickly with QIC doublewide, and we do have our app quickly on Apple as well as Android. Again, our official social media channels is quickly official on Instagram, and you can also find on Facebook, Pinterest, LinkedIn everywhere we are.

Max Kantor: [00:11:22] That is awesome. Well, K-Ville, thank you so much for being a guest today on Chicago Business Radio.

Keval Raj: [00:11:27] Oh, thank you for having me and really appreciate you guys. You know, just hearing us about quickly and our story here.

Max Kantor: [00:11:35] Oh, it is not a problem. I mean, you guys are doing great work and we appreciate all you’re doing. So thank you for being on and thanks to you for listening to another episode of Chicago Business Radio. I’m your host, Max Kanter, and we’ll see you next time.

Intro: [00:11:50] This episode is Chicago Business Radio has been brought to you by firm SpaceX, your private sanctuary for productivity and growth. To learn more, go to Firme Space.com.

Tagged With: Keval Raj, Quicklly INC

Mike O’Malley With SenecaGlobal

February 25, 2022 by Jacob Lapera

MikeOMalley
Chicago Business Radio
Mike O'Malley With SenecaGlobal
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MikeOMalleyMike O’Malley is the SVP of Strategy at SenecaGlobal, a leading software development as a service company specializing in digital transformation. He has been in product development for 20+ years leading development, product management, marketing, and M&A in the tech space.

Throughout his career, Mike has combined deep engineering knowledge with business acumen to help companies figure out what creates success in the market for a product or solution. Then he builds and coaches teams to make it happen again and again.

Mike holds a Bachelor of Science and a Master of Science degree in electrical engineering and a Master of Business Administration from the University of Illinois.

Follow SenecaGlobal on LinkedIn and Facebook.

What You’ll Learn In This Episode

  • About SenecaGlobal
  • Trends  in the Chicago market
  • Benefits of small and medium-sized companies get by bringing in outside tech specialists to solve their complex technology issues

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:04] Broadcasting live from the Business RadioX studio in Chicago, Illinois. It’s time for Chicago Business Radio brought to you by FirmSpace, your private sanctuary for productivity and growth. To learn more, go to Firmspace.com. Now here’s your host.

Max Kantor: [00:00:21] Hey everybody, and welcome to another episode of Chicago Business Radio. I’m your host, Max Cantor, and before we get started, just want to thank today’s sponsor. Today’s show is sponsored by FirmSpace Band. Without them, we couldn’t be sharing these important stories and we got a great one for you today. On today’s show, I have the senior vice president of Strategy for SenecaGlobal. His name is Mike O’Malley. So welcome to the show, Mike.

Mike O’Malley: [00:00:45] Thanks, Max, for having me. Glad to be here.

Max Kantor: [00:00:47] Excited to talk to you about everything you guys are doing. Let’s jump right in. Tell me a little bit about Seneca Global. What do you guys do?

Mike O’Malley: [00:00:54] So we’re a leader in software development, managed services and technical advisory services. And basically what we do is we help enterprises innovate. And so what we’ve seen as we come out of the pandemic, right, there’s a lot of pent up innovation, a lot of projects and things that that enterprises have planned on doing that got put on hold as part of the pandemic. And now as we come out of that, we’re seeing a lot of new innovation and we help enterprises find that innovation completed faster.

Max Kantor: [00:01:25] Now when you’re talking about innovation, it’s interesting because I was reading all about you guys online, so I see how you could help. You could truly help people when companies were shifting online and going remote during the pandemic. How did you guys handle the pandemic within your own company as well?

Mike O’Malley: [00:01:44] Well, it was quite a challenge in that we’re primarily a software development company, so we have a lot of software development engineers spread across the globe. And obviously in the pandemic, everybody was remote, so it took quite a bit of coordination to be able to still service our customers. But I’m pleased to say that we have a ninety five plus percent renewal rate with our customers and they’re very happy with our work and we came through it rather well.

Max Kantor: [00:02:11] So when I think of like technology services, especially in the business world, I think, Oh no, my computer got a virus, let me call it, you know, obviously you guys do so much more than that. So what are some services that you provide your customers?

Mike O’Malley: [00:02:25] Yeah, what we did this year and this is really what’s been driving our growth is we really focused our strategy on what we do well. And when we looked at our customer customer base and look at what we wanted to do, we said there’s three key areas where we really do well. One is enabling new software for software development companies, so this is working with well-funded startups. So these are a lot of software innovators in Chicago, for example, out of eighteen, seventy one or other incubators and things like that that have done a big Series A and Series B round, and they need to go from a prototype that they’ve shown feasibility with to a production product. And we really help them get in business and scale that product to a mature level very, very quickly. So that’s the first area. The second area is in health care, obviously coming out of COVID. Lots of health care innovation. And so we’ve started up specifically a health care practice to help whether it’s payers or insurance groups or hospital groups. Different health care organizations again, go online, create a digital presence, you know, get more touchpoints with their customer and provide an overall better customer experience, right? The great example is all of the doctor’s offices now that have moved to online, online and web based appointments and things like that trying to improve their customer experience. So we do a lot of things with them, both customer facing and also just making them more efficient within the hospital group or within the medical group, making them more efficient so that they can serve their customers better.

Mike O’Malley: [00:04:04] So health care is the second area. And then the third area is across manufacturing and industrial customers. And this is where when you look at ERP, which is the enterprise software that most manufacturers use to run their business, that’s really kind of a core spine of the business. A lot of them have major upgrades in productivity and things that they needed to do that maybe got postponed. And so we’re seeing a huge increase in demand for those types of services to modernize their manufacturing industrial company, to give them more financial visibility, better manage their cash flow and inventory, basically better manage their business. And so those are kind of the three areas and the one that kind of cuts across all three is we really focus on the small and medium sized business. And the reason for that is most shops that have the skill set that we have. Focus on the Fortune 50 and the Fortune one hundred, and we could do that, but that’s really not where most of the innovation happens. If you want to look at the cool new technologies, you don’t go talk to Apple today, you go talk to Apple 20 years ago. And that’s what we’re doing. We’re working with a lot of small and medium sized businesses that have great plans to become the next apple and we bring their innovations to life.

Max Kantor: [00:05:24] So how do companies stay up to date with all the changes that are happening in technology while they’re in high growth mode?

Mike O’Malley: [00:05:32] Well, that’s a great that’s a great question, and that’s really where they come to us, right? What we’re seeing companies do now, more and more is with all of the complexities of software development, whether we’re talking about scalability, whether we’re talking about security, whether we’re talking about cloud and agility, right? There’s simply no way for the small and medium sized business to have the skill set to be experts in all those areas, right? It’s just not economically feasible for them. And so what they do is they partner with people like us. And the reason for that is we can bring all of those skills to bear for a small and medium sized business that couldn’t bring those on board. And that’s really the secret sauce on how we’re able to bring their innovation to market and do it faster. We have those technologies, we have those expertize that they don’t have. They’ve got the great idea, but we’ve got the people who actually can bring it to life and that’s what we focus on.

Max Kantor: [00:06:31] So to talk a little broadly now, what are some trends that you guys have been seeing in the Chicago market?

Mike O’Malley: [00:06:38] So the trends we’re seeing really, first of all, starts with innovation. We’re seeing a lot of increase right now in innovative companies getting funding and moving forward and trying to put new products in the market, specifically around security, specifically around AI and machine learning. We do a lot of work there and specifically around things like 5G, and I see if we’re talking in the ISV space, obviously we’re seeing a lot of innovation in the health care space. We’re seeing a lot of innovation in the manufacturing space as well. But we see particular trends if we want to talk about software development, particularly around security and IoT and and cloud and scalability, particularly trying to leverage AI and machine learning to provide insights.

Max Kantor: [00:07:28] So what are the types of problems a small to medium sized business would have to have where they would go? You know what, we should call those guys at Seneca Global.

Mike O’Malley: [00:07:41] Sure, sure. So a great example would be a company that is working on an AI algorithm in security, for example, we’re working with several companies right now that are trying to provide innovative security products to customers, right? The security market is exploding. There’s lots of companies that are getting into that market. It’s growing at twenty five to thirty percent. Thirty five percent year over year. And so we see a lot of artificial intelligence based innovations where companies are trying to look at different data. So let’s take the cloud as an example. They’re trying to look at a lot of different data in terms of who is accessing the cloud for your business, what they’re trying to do, and they’re using artificial intelligence. And the reason they’re doing that is because it’s just not possible for humans to keep up with the number and the complexity of attacks that they’re seeing right now. And so we’re working with a lot of companies that have a bright idea like that. Maybe they’ve got an AI algorithm, maybe they’ve got a prototype, maybe they have a customer or two, right? But now they’re trying to scale that business and they’re trying to turn themselves into a going concern into one hundred million two hundred million five hundred million dollar business. And so we engage with those guys to basically take them from startup to a going concern, and we become their R&D engine in order to take them there. Does that make sense?

Max Kantor: [00:09:08] Gotcha. Yes, absolutely. And so, Mike, I love to ask guests who come on Chicago Business Radio this question. I ask every guest this question for you personally, what’s the most rewarding part of of the job?

Mike O’Malley: [00:09:21] Oh, by far, the most rewarding part of the job is bringing innovations to life, right? We we act as an enabler, right? The the customers come to us with their great ideas, and we’re the guys that get down to work and make the magic happen, right? So the idea that that there’s all of this innovation in the Chicago area and lots of companies have these great new ideas, they just don’t have the know how to be able to bring that to life and the fact that we have the know how. We just need to get linked up with the right great idea. And we can help there, right? When we see that idea come to life and get traction in the marketplace, it’s extremely rewarding. It’s the best part of the job.

Max Kantor: [00:10:01] Absolutely. I mean, you guys are doing really great work and helping those small to medium sized businesses take that next step in their development and their growth. And it’s really cool and interesting to hear about. And so if we have any listeners who may have their own small to medium sized business, how can they get in contact with Seneca Global? Do you have a website, some social media?

Mike O’Malley: [00:10:22] Yeah. So the answer is we have all of those. So if they go to the Seneca Global website, they can reach us there or they can reach us through any of our social media and we’d be happy to have a conversation.

Max Kantor: [00:10:35] Awesome. Well, Mike, thank you so much for being a guest today.

Mike O’Malley: [00:10:39] Absolutely glad to be here.

Max Kantor: [00:10:40] And thanks to you for listening to another episode of Chicago Business Radio sponsored by firm SpaceX, I’m your host, Max Cantor, and we’ll see you next time.

Intro: [00:10:51] This episode is Chicago Business Radio has been brought to you by firm SpaceX, your private sanctuary for productivity and growth. To learn more, go to Firme Space.com.

Tagged With: Mike O'Malley, SenecaGlobal

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