Business RadioX ®

  • Home
  • Business RadioX ® Communities
    • Southeast
      • Alabama
        • Birmingham
      • Florida
        • Orlando
        • Pensacola
        • South Florida
        • Tampa
        • Tallahassee
      • Georgia
        • Atlanta
        • Cherokee
        • Forsyth
        • Greater Perimeter
        • Gwinnett
        • North Fulton
        • North Georgia
        • Northeast Georgia
        • Rome
        • Savannah
      • Louisiana
        • New Orleans
      • North Carolina
        • Charlotte
        • Raleigh
      • Tennessee
        • Chattanooga
        • Nashville
      • Virginia
        • Richmond
    • South Central
      • Arkansas
        • Northwest Arkansas
    • Midwest
      • Illinois
        • Chicago
      • Michigan
        • Detroit
      • Minnesota
        • Minneapolis St. Paul
      • Missouri
        • St. Louis
      • Ohio
        • Cleveland
        • Columbus
        • Dayton
    • Southwest
      • Arizona
        • Phoenix
        • Tucson
        • Valley
      • Texas
        • Austin
        • Dallas
        • Houston
    • West
      • California
        • Bay Area
        • LA
        • Pasadena
      • Colorado
        • Denver
      • Hawaii
        • Oahu
  • FAQs
  • About Us
    • Our Mission
    • Our Audience
    • Why It Works
    • What People Are Saying
    • BRX in the News
  • Resources
    • BRX Pro Tips
    • B2B Marketing: The 4Rs
    • High Velocity Selling Habits
    • Why Most B2B Media Strategies Fail
    • 9 Reasons To Sponsor A Business RadioX ® Show
  • Partner With Us
  • Veteran Business RadioX ®

LIVE from WORKBENCHcon 2022: Tamara Robertson, Maker Science, and Nick Householder, Midnight Science Club

March 24, 2022 by John Ray

Midnight Science Club
North Fulton Studio
LIVE from WORKBENCHcon 2022: Tamara Robertson, Maker Science, and Nick Householder, Midnight Science Club
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Midnight Science Club

Organization Conversation LIVE from WORKBENCHcon 2022: Tamara Robertson, Maker Science, and Nick Householder, Midnight Science Club (Organization Conversation, Episode 9)

Nick Householder and Tamara Robertson, now co-collaborators on Midnight Science Club, joined host Richard Grove in the booth at WORKBENCHcon 2022. Nick and Tamara each describe how they each discovered their passions and followed them despite not seeing many role models, their advice to young people want to get into science and engineering, the value of failure, and much more. Organization Conversation is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Tamara Robertson, Maker Science

Tamara Robertson, Maker Science

Tamara Robertson was born and raised in a military family in Eastern, NC. As a small child, she had a very vivid imagination and a wish to explore the world around her. She very early on became an observer of humans in their natural elements which added to her storytelling ability. As a youth, she spent a large amount of time with her father watching Star Trek and tinkering in the garage – rebuilding engines, up – keeping the family cars and building / renovating homes.

She learned her love of machinery, as well as all things technical, from her time working with her dad.

With a sharp mind for detail and efficiency, Tamara was able to quickly excel in her career as a licensed Chemical & Biomolecular Engineer which afforded her the ability to truly see the world and gain experience in global tech transfers, process & facilities design, pandemic vaccine manufacturing, patented additive technology development, and product design for some of the top Fortune 500 companies. Tamara has found that she loves to utilize the design and beauty of the world around her to help create designs and tell stories.

Tamara resides in Los Angeles, CA where she continues to work as an Emmy nominated Executive Producer, Science Host, Engineering Consultant, SAG-AFTRA Actor and Wardrobe Designer. In her downtime, she volunteers as a board member for a number of STEM organizations across the US, utilizes Superhero Science to get kids excited about careers in STEM, and lends her Science and Maker skills to a number of non-profit organizations. She also enjoys scuba diving, backpacking, rock climbing, surfing, snowboarding, and spending time with her Shop Dog Dexter.

Connect with Tamara: Website | Instagram | Facebook | YouTube

Midnight Science Club

Midnight Science Club strives to make engaging, original science content. Our commitment to making science accessible has resulted in over 150K followers on TikTok, Instagram, and Facebook – and we’re just getting started!

From presentations at the Royal Institution of Great Britain to STEAM workshops in Saudi Arabia, and even live science demos at Cons and Festivals – Midnight Science Club delivers captivating live performances sure to delight and inspire any audience.

MythBusters, The Tonight Show, and MacGyver are just a few of the high-profile television programs that the team at Midnight Science Club has provided science consulting and science demonstration fabrication services for. They pride themselves on delivering captivating science that communicates complex concepts in a signature style that anyone can understand.

Website  | Facebook | Instagram | Twitter

Nick Householder, Midnight Science Club

Nick Householder, Midnight Science Club

Nick Householder is a co-host and lead builder on the Science Channel television show Street Science. It’s a fantastic team of people passionate about science and sharing the love of it with the world. He uses his aerospace engineering background and communication skills to share scientific concepts using examples anyone could understand. He also runs the Street Science build shop – designing the science demonstrations used for the show and leading an awesome team of builders in fabricating those demos.

​Nick’s experience designing and building science demonstrations for television goes beyond Street Science. ​Since October 2017 has has been a science consultant for The Tonight Show Starring Jimmy Fallon. ​He works with the team at NBC to design and build science demonstrations which resident science expert Kevin Delaney uses to entertain and educate the Tonight Show audience.

​Before his time in television, he spent five years working as a civilian in the U.S. Air Force, where he was a ‘Weapons Test Engineer’ – he designed, planned, and executed complex weapon tests. That experience gave him the skills needed to conduct large, dangerous science demonstrations in a safe and controlled way.

Nick attended Auburn University for both his Bachelor’s and Master’s degrees, both of which are in Aerospace Engineering.

Nick is always looking for new projects, so don’t hesitate to contact him if you think he’s right for the job!

Connect with Nick: Website | Instagram | Facebook | YouTube

 

About Organization Conversation

Organization Conversation features interviews with movers and shakers in storage and organization, from professional organizers to the creative and talented Brand Ambassadors who use Wall Control products every day. You’ll hear tips, tricks and how-tos for storage and organization, as well as receive first access to Wall Control promotions. We talk with our suppliers and partners to give you a look behind the scenes at how we operate, what makes our family-owned and operated brand tick, and some of the fun and interesting insights that go into making our business run. We love our guests, as they are engaging and entertaining with interesting experiences to share. By focusing on those guests and the amazing stories they tell, we hope you will be enriched and find your time listening to the Organization Conversation podcast as time well spent.

Organization Conversation is hosted by Richard Grove, and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, and others.

About Richard Grove

Richard Grove, Host, Organization Conversation

Richard Grove‘s background is in engineering but what he enjoys most is brand building through relationships and creative marketing. Richard began his career with the Department of Defense as an engineer on the C-5 Galaxy Engineering Team based out of Warner Robins. While Richard found this experience both rewarding and fulfilling, he always knew deep down that he wanted to return to the small family business that originally triggered his interest in engineering.

Richard came to work for the family business, Dekalb Tool & Die, in 2008 as a Mechanical Engineer. At the time Wall Control was little more than a small ‘side hustle’ for Dekalb Tool & Die to try to produce some incremental income. There were no “Wall Control” employees, just a small warehouse with a single tool and die maker that would double as an “order fulfillment associate” on the occasion that the original WallControl.com website, which Richard’s grandmother built, pulled in an order.

In 2008, it became apparent that for the family business to survive they were going to have to produce their own branded product at scale to ensure jobs remained in-house and for the business to continue to move forward. Richard then turned his attention from tool and die to Wall Control to attempt this necessary pivot and his story with Wall Control began. Since that time, Richard has led Wall Control to significant growth while navigating two recessions.

Connect with Richard:

Instagram | Twitter | LinkedIn

About Wall Control

The Wall Control story began in 1968 in a small tool & die shop just outside Atlanta, Georgia. The first of three generations began their work in building a family-based US manufacturer with little more than hard work and the American Dream.

Over the past 50+ years, this family business has continued to grow and expand from what was once a small tool & die shop into an award-winning US manufacturer of products ranging from automobile components to satellite panels and now, the best wall-mounted tool storage system available today, Wall Control.

The Wall Control brand launched in 2003 and is a family-owned and operated business that not only produces a high-quality American Made product but sees the entire design, production, and distribution process happen under their own roof in Tucker, Georgia. Under that same roof, three generations of American Manufacturing are still hard at work creating the best tool storage products available today.

Connect with Wall Control:

Company website | Facebook | Instagram

Tagged With: learn from failure, Maker Science, Midnight Science Club, Nick Householder, Organization Conversation, Richard Grove, role models, Tamara Robertson, Wall Control, WORKBENCHcon 2022

Suicide Prevention: An Interview with Kristen Petillo, American Foundation for Suicide Prevention

March 24, 2022 by John Ray

Suicide Prevention
North Fulton Studio
Suicide Prevention: An Interview with Kristen Petillo, American Foundation for Suicide Prevention
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Suicide Prevention

Suicide Prevention: An Interview with Kristen Petillo, American Foundation for Suicide Prevention (Episode 72, To Your Health with Dr. Jim Morrow)

On this episode of To Your Health, Kristen Petillo, Area Director of the Georgia Chapter for the American Foundation for Suicide Prevention, joined Dr. Morrow to discuss suicide prevention. Ms. Petillo covered who is at risk, what the warning signs are, the mission of AFSP, their current initiatives, and much more. To Your Health is brought to you by Village Medical (formerly Morrow Family Medicine), which brings the care back to healthcare.

American Foundation for Suicide Prevention

Established in 1987, the American Foundation for Suicide Prevention (AFSP) is a voluntary health organization that gives those affected by suicide a nationwide community empowered by research, education, and advocacy to take action against this leading cause of death.

AFSP is dedicated to saving lives and bringing hope to those affected by suicide. Led by CEO Robert Gebbia and headquartered in New York, and with a public policy office in Washington, D.C., AFSP has local chapters in all 50 states with programs and events nationwide.

AFSP celebrates 30 years of service to the suicide prevention movement.

Company website | Facebook | Instagram | Twitter

Kristen Petillo, Area Director, Georgia Chapter, American Foundation for Suicide Prevention

Kristen Petillo, Area Director, Georgia Chapter, American Foundation for Suicide Prevention

Kristen is a former New Yorker with 20+ years in the health and human services/non-profit space.

Kristen enjoys connecting with community and creating opportunities to empower and uplift others.
When she is not representing AFSP, Kristen can be found spending time with her husband of 21 years and their son, Jack, a senior in High School. Together, they enjoy a life filled with family, friends, travel, and endurance events.

LinkedIn

About Morrow Family Medicine, A Member of Village Medical

Morrow Family Medicine, a Member of Village Medical, is an award-winning, state-of-the-art family practice with offices in Cumming and Milton, Georgia. The practice combines healthcare information technology with old-fashioned care to provide the type of care that many are in search of today. Two physicians, three physician assistants and two nurse practitioners are supported by a knowledgeable and friendly staff to make your visit to Morrow Family Medicine, A Member of Village Medical one that will remind you of the way healthcare should be.  At Morrow Family Medicine, a Member of Village Medical, we like to say we are “bringing the care back to healthcare!”  The practice has been named the “Best of Forsyth” in Family Medicine in all five years of the award, is a three-time consecutive winner of the “Best of North Atlanta” by readers of Appen Media, and the 2019 winner of “Best of Life” in North Fulton County.

Village Medical offers a comprehensive suite of primary care services including preventative care, treatment for illness and injury, and management of chronic conditions such as diabetes, congestive heart failure, chronic obstructive pulmonary disease (COPD) and kidney disease. Atlanta-area patients can learn more about the practice here.

Dr. Jim Morrow, Morrow Family Medicine, and Host of “To Your Health with Dr. Jim Morrow”

Covid-19 misconceptionsDr. Jim Morrow is the founder and CEO of Morrow Family Medicine. He has been a trailblazer and evangelist in the area of healthcare information technology, was named Physician IT Leader of the Year by HIMSS, a HIMSS Davies Award Winner, the Cumming-Forsyth Chamber of Commerce Steve Bloom Award Winner as Entrepreneur of the Year and he received a Phoenix Award as Community Leader of the Year from the Metro Atlanta Chamber of Commerce.  He is married to Peggie Morrow and together they founded the Forsyth BYOT Benefit, a charity in Forsyth County to support students in need of technology and devices. They have two Goldendoodles, a gaggle of grandchildren and enjoy life on and around Lake Lanier.

Facebook: https://www.facebook.com/MorrowFamMed/

LinkedIn: https://www.linkedin.com/company/7788088/admin/

Twitter: https://twitter.com/toyourhealthMD

The complete show archive of “To Your Health with Dr. Jim Morrow” addresses a wide range of health and wellness topics, and can be found at www.toyourhealthradio.com.

Tagged With: AFSP, American Foundation for Suicide Prevention, Dr. Jim Morrow, Kristen Petillo, Project 2025, Suicide, Suicide prevention, To Your Health, Village Medical

Decision Vision Episode 161: Should I Turn My Side Hustle into a Full-time Business? – An Interview with Natasha Tucker, Happy Hippie Gardening

March 24, 2022 by John Ray

Happy Hippie Gardening
Decision Vision
Decision Vision Episode 161: Should I Turn My Side Hustle into a Full-time Business? - An Interview with Natasha Tucker, Happy Hippie Gardening
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Happy Hippie Gardening

Decision Vision Episode 161: Should I Turn My Side Hustle into a Full-time Business? – An Interview with Natasha Tucker, Happy Hippie Gardening

Side hustles can add essential part-time income, but how and when should you transition that side gig into a full-time business? Natasha Tucker, President and CEO of Happy Hippie Gardening, found herself doing just that, as a few jobs on the side became a thriving landscape services business on word of mouth alone. She and Mike Blake discussed how it evolved for her, the decision to make it a business, the hurdles she faced, and much more. Decision Vision is presented by Brady Ware & Company and produced by the North Fulton studio of Business RadioX®.

Happy Hippie Gardening

Happy Hippie Gardening is a trusted landscape company operating in the Huntsville, AL metro market.

They offer residential and commercial landscape and maintenance services. Their hippies love weeds, but they do more than get dirty weeding flower beds.  They also add seasonal color, apply mulch, do shrub pruning, create stacked stone borders, and a lot more.

What they really do – “We Get Dirty So You Don’t Have To.”

Company website | Facebook | Instagram

Natasha Tucker, President and CEO, Happy Hippie Gardening

Natasha Tucker, President and CEO, Happy Hippie Gardening

Natasha is a relentless entrepreneur, daring businesswoman, loving mother, devoted wife, adoring daughter, caring granddaughter and a sometimes serious sister. In her many business adventures, she has successfully launched, acquired and/or owned multiple businesses including a coffee shop, children’s boutique and landscape company to name a few.

The daughter of an original 1960’s hippie and master gardener, Natasha has been working in flower beds, and getting dirty, since she was a girl. After years of maintaining her own flower beds, drawing from her childhood landscaping experiences, Natasha decided to help her hippie friends keep their flower beds looking beautiful too. After many months and much encouragement, she decided to turn her gardening side hustle into a legit business. So… on Valentine’s Day 2020 she launched Happy Hippie Gardening!

Her genuine desire and mission in business is to help others enjoy their landscapes, love their flower beds, and perhaps find a little peace and happiness. Natasha is your lovable suburban hippie who absolutely, positively loves to create, renew and maintain beauty, peace, and harmony in flower beds and landscapes. Peace & Love.

LinkedIn

Mike Blake, Brady Ware & Company

Mike Blake, Host of the “Decision Vision” podcast series

Michael Blake is the host of the Decision Vision podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms, and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

LinkedIn | Facebook | Twitter | Instagram

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth-minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

Decision Vision is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision-maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the Decision Vision podcast.

Past episodes of Decision Vision can be found at decisionvisionpodcast.com. Decision Vision is produced by John Ray and the North Fulton studio of Business RadioX®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

TRANSCRIPT

Intro: [00:00:01] Welcome to Decision Vision, a podcast series focusing on critical business decisions. Brought to you by Brady Ware & Company. Brady Ware is a regional, full-service accounting and advisory firm that helps businesses and entrepreneurs make visions a reality.

Mike Blake: [00:00:21] Welcome to Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of decision making on a different topic from the business owners’ or executives’ perspective. We aren’t necessarily telling you what to do, but we can put you in a position to make an informed decision on your own and understand when you might need help along the way.

Mike Blake: [00:00:44] My name is Mike Blake, and I’m your host for today’s program. I’m a director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia. I am managing partner of the Strategic Valuation and Advisory Services Practice, which brings clarity to the most important strategic decisions that business owners and executives face by presenting them with factual evidence for such decisions. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols.

Mike Blake: [00:01:16] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. I also recently launched a new LinkedIn Group called Unblakeable’s Group That Doesn’t Suck, so please join that as well if you would like to engage. If you like this podcast, please subscribe on your favorite podcast aggregator and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:42] So, today’s topic is, Should I turn my side hustle into a fulltime business? And I’ve been trying to find a guest for this topic for a while because I just run into so many people with side hustles. And, in fact, I would be willing to bet you if I actually looked at the data – I didn’t. I looked a little bit. I did a sneak peek.

Mike Blake: [00:02:04] When I first moved to Atlanta about 19 years ago, it seemed like every other person that I met had a side hustle of some kind. Now, back then, I was primarily in real estate. Because back then real estate was pretty much shooting fish in a barrel. It might be now, too, but don’t take my advice. I’m not a real estate guy. I’m not even very good at Monopoly. So, this is not the real estate investment show.

Mike Blake: [00:02:30] But it is interesting in how many people do seem to have a side hustle, and the statistics are supportive of that. According to Side Hustle Nation, 45 percent of working Americans have a side hustle and 20 percent of those bring in over $1,000 a month with those side hustles. Which is, for many households, $1,000 a month is a significant addition of income to a household.

Mike Blake: [00:03:01] And so, I’d be willing to bet many of you who are listening either have a side hustle, or are thinking of a side hustle, or have actually a business today that started off as a side hustle. So, I anticipate that this is going to be a topic of significant interest.

Mike Blake: [00:03:20] Now, I don’t have a side hustle. I can barely keep track of the one job that I have. But, fortunately, joining us today is somebody who’s done this successfully, and that is Natasha Tucker, from one of my favorite cities in the planet, Huntsville, Alabama. It is just one of the coolest places. It has really two of my favorite things. It has rockets and has German food. And those two things are actually related if you go back and sort of learn the history. But it is just a terrific place.

Mike Blake: [00:03:49] And Natasha is Founder and CEO of Happy Hippie Gardening. Happy Hippie Gardening is a trusted landscape company operating in the Huntsville, Alabama metro market. They offer residential and commercial landscape and maintenance services. Their hippies love weeds, but they do more than get dirty weeding flowerbeds. They also add seasonal color, apply mulch to shrub pruning, create stacked stone borders, and a lot more. Basically, anything that I don’t do. They get dirty so that you don’t have to.

Mike Blake: [00:04:20] Natasha is a relentless entrepreneur, daring businesswoman, loving mother, devoted wife, adoring daughter, caring granddaughter, and sometimes serious sister. In her many business adventures, she has successfully launched, acquired, and/or own multiple businesses, including a coffee shop, a children’s boutique, and landscape company to name a few. The daughter of an original 1960s hippie and master gardener, Natasha has been working in flower beds and getting dirty since she was a girl. Natasha Tucker, thank you for getting dirty with the Decision Vision podcast.

Natasha Tucker: [00:04:52] Yeah. Absolutely. Thank you so much for having me.

Mike Blake: [00:04:53] Sorry, it’s not that kind of podcast, but you get what I mean.

Natasha Tucker: [00:04:56] Hey, you know, we’ll try to keep it clean.

Mike Blake: [00:04:58] We will keep it clean. It has to be safe for work.

Natasha Tucker: [00:05:01] Exactly.

Mike Blake: [00:05:01] But thanks so much for coming on the program. And as I think I always am, but I say this in all sincerity, it’s a topic I’ve been wanting to do for a while, but haven’t felt the right person to do it. And then, your husband and I had just a conversation about entirely different topic and he had mentioned what you are into. I’m like, “Oh, I’ve got to get her on the podcast.” So, thanks so much for coming on.

Natasha Tucker: [00:05:27] Well, thank you. I’m so excited to be here.

Mike Blake: [00:05:29] So, I introed your business and kind of how you got into it, which is fascinating. So, what I’d like to do is I’d like to share with our listeners your origin story. Like, Spider-Man got bit by the radioactive spider and Superman was thrown off of his exploding planet. What’s the origin story of your business?

Natasha Tucker: [00:05:56] Well, it kind of started off with me trying to figure out what I wanted to do next. I’m kind of in a place at that time where we needed to get some extra income coming in. And I knew what I did not want to do. I did not want to go back into the service industry as far as like waitressing and things like that. I did not want to go back into the classroom. I don’t do well behind a desk.

Natasha Tucker: [00:06:30] So, it was it a big thought process. I felt stuck. And then, all of a sudden, it was the fall of 2019 and I had some friends ask, “Hey, you’re good at this. Can you please come and shred my shrubs and do some mulch? Because my lawn guys don’t want to do it.” And that was my initial little ping there that there might be a need. So, I did theirs, and then word got around, and I started doing more people’s flowerbeds.

Natasha Tucker: [00:07:05] And as that month, month-and-a-half, or fall went on, I realized this is a need that lawn guys are missing. I mean, they don’t want to have to stop and do the tedious. They want to be able to cut and go. And there’s a lot of people that don’t have the time to take care of their flowerbeds. So, that fall went by and I just kind of sat on it, because then, of course, through winter there wasn’t much then to do. So, I kind of sat on it for a little while. And as soon as the sun popped out in January and it felt warmer than normal, I started getting phone calls. And I was like, “Whoa. Okay.” So, it kind of went from there.

Mike Blake: [00:08:01] So, I have to ask and I’m just curious, you said you’re getting calls because the lawn guys wouldn’t do the shrubs and flowers and stuff. Is that a hierarchy? Do the lawn people feel like they’re too good to do that stuff? Is that the issue? Or is there something else at work?

Natasha Tucker: [00:08:20] I think that it’s more of the tedious part of it. They don’t want to get on their hands and knees and pull weeds. If you do get them to trim your shrubs, most of the time, they don’t even know what kind of shrubs they’re trimming. And when they leave, it looks like they’ve packed it to death with a chainsaw. And I’ve had quite a few people who have that happened to and it’s sad and mortifying.

Mike Blake: [00:08:51] I’ve had that happen too. I had my lawn guy do one of our shrubs exactly once, and it looked like my shrub was about to join the Marine Corps.

Natasha Tucker: [00:08:59] Exactly. Exactly. So, the attention to detail and the not minding taking the time to do it. And also one guy, you know, they charge – I don’t know what they charge there – anywhere from $50 to 75 a cut here. Well, they got to get in and out within 30, 45 minutes. You can’t be tedious and pay attention to detail with that amount of time that you’re being booked for. So, I think that’s basically why.

Mike Blake: [00:09:38] So, when you started this side hustle, did you work outside the home? And if so, what was that role?

Natasha Tucker: [00:09:47] I have done many. Especially 2018, 2019, I have had a couple of other little smaller jobs. Because I do have three children, and at the time, let me say, Isabela, my youngest, she was still, like, preschool age. So, I did not want fulltime then just because of schedule and kids. And at the time I did not have drivers yet. So, there was a lot of mommy taking around, and busing, and all that fun stuff.

Natasha Tucker: [00:10:28] So, right before I started with Hippie, I did have a fulltime desk job for a while. I realized that that was just not going to work with our schedules and with Rob’s schedule, so I did some retail work. I worked for one of my favorite stores. What else did I do? And then, I did try the waitressing thing again. I did it for many years and I realized, no, I’m just not doing that again.

Mike Blake: [00:11:03] So, at some point when this became a side hustle, not just sort of doing a person a favor, how many hours a week do you think you were doing that at first?

Natasha Tucker: [00:11:15] At first, maybe about ten. As I started getting more jobs, my dad would come and help me. So, that way I wasn’t spending five hours at one house necessarily. But it started off probably about ten hours a week to start with.

Mike Blake: [00:11:36] And is that something that you’re really embracing or did you have to kind of get dragged into it a little bit?

Natasha Tucker: [00:11:42] No. I actually fully embraced it. I love being outside and just having that freedom of I’m outside, I’m getting fresh air, I’m getting my exercise, and I’m getting paid to do it. And I could work with it when I needed to. I still had the flexibility at that point to still be the mommy bus. And so, all in all, it worked great.

Mike Blake: [00:12:18] So, when you started it, did you have any plans at that point to make this kind of a fulltime gig?

Natasha Tucker: [00:12:25] I really didn’t. I knew I loved it and I knew that it was working well for me. At the time, I did not expect for it to hit the fan, so to speak. And so, when it did that next spring in 2020, I was kind of blown away. And that’s when I was like, and even Rob being the business guy that he is, he was like, “We need to probably get your licensing and all that done and tax purposes,” so I can be legit.

Mike Blake: [00:13:08] Rob is your husband. For our listeners who haven’t met you guys, Rob is your husband.

Natasha Tucker: [00:13:11] Yes. So, he wanted me to be a legal hippie and make sure that I did things by the book as far as the business side goes. And it just kind of just happened, which worked for me because I loved it.

Mike Blake: [00:13:33] I think that’s one of the best ways to grow a business is have it organic – no pun intended. I tell people all the time that a business is like a Great Dane. And if you have to just sort of push and pull and it’s really hard to get the dog to move, then you probably don’t have the right dog. You probably don’t have the right business.

Mike Blake: [00:13:59] But on the other hand, if the Great Dane takes off down the sidewalk and nearly yanks your shoulder out of your socket and you’re running behind trying desperately to keep up with it, that’s the right business for you. That’s the market telling you that you’re really on to something.

Natasha Tucker: [00:14:15] Yes. Absolutely. And to see that the need was still there and it was greater and it grows. We’ve done very little as far as marketing. I started off with my Facebook Page. My husband, Rob, did the website. So, it was all done in-house and very manageable. And it’s all word of mouth as well. I love my people. That’s the other side of this business that I love. I love connecting with people and hearing them and saying, “Okay. This is what we want.” Even down to the colors that we pick, the style that they want. It’s individuality at its finest is your curb appeal. And so, it’s been a lot of fun. And I think that’s why I have grown so much, too, is if you enjoy what you’re doing, it shows.

Mike Blake: [00:15:22] Yeah. Yeah. I think that’s right. So, as you’re building this business or as you are trying to kind of lasso it, wrestle it to the ground – maybe that’s a better way to put it – did you have any doubts? Did you have any doubts about your ability to grow the business, run the business, be successful with it? Or did you kind of know just from day one, “Yeah. I got this”?

Natasha Tucker: [00:15:49] No. It’s a very scary ride. I think any time you’re doing something new and you are in a totally different ballgame than you’ve ever played, it can be super scary. We, all, as humans have that fear of failure kind of thing going, especially when you have your family depending, you have your customers, and your ego – let’s just be real. And so, it can be super terrifying, especially when you can’t control the weather. You can’t control supply and demand right now. There’s a lot of things that you can’t control as it is. So, being able to just keep pushing and try your best to stay levelheaded and keep the faith that, “Hey, it will work out”. Sometimes you just got to be a little patient. So, yeah, it can be terrifying.

Mike Blake: [00:16:54] So, how long did it take you from neighbors saying, “Hey, would you come help with our garden and, by the way, we’ll pay you” to getting to where you are now, where you’ve got it as an intentional, thriving business.

Natasha Tucker: [00:17:11] Well, I would say probably about four to five months. It was that fall of 2019 and then starting spring of 2020, it just kind of ran. It just took off and almost wanted to leave me behind. And, of course, spring of 2020 was when everything else hit the fan. And so, that was scary, I just started this in February and now the whole world is shutting down, which actually helped me a lot. Because I don’t work indoors. I work outdoors. People were working from home.

Natasha Tucker: [00:17:55] Especially here in Huntsville and Madison, most people were working from home. And they were forced to look at their flower beds. They were no longer doing the rat race in life and leaving and coming home at dark and not looking. Now, they’re sitting at their kitchen table with their computers looking out and going, “Oh, my God. What have I done to my yard? Or what have I not done?” And so, that actually spurred a huge push in my business. All of a sudden, like, it was a huge spike, which is great.

Natasha Tucker: [00:18:36] And then, the next year, 2021, it was stimulus checks. These little projects they’ve been wanting to do for forever, here you go. Now, they have the money for it. So, everything comes and goes and it ebbs and flows. But it always, always ends up evening out.

Mike Blake: [00:19:02] So, I’m curious, you’ve probably heard of this before. I often hear stories about somebody who cooks really well and then somebody will say, “You know what? You ought to open up your own restaurant.” And as often as not that person will say, “You know what? If I had to do it for a living, I wouldn’t like doing it anymore.” And I get that. I have hobbies. I’m into computers. I’m perfectly happy to spend a weekend fixing my own mistakes. But I would just blow my brains out if I had to make a living of fixing other people’s mistakes. So, I get that.

Natasha Tucker: [00:19:38] Yes.

Mike Blake: [00:19:39] And I’m curious, has now making what was a passionate hobby, one you had, really, from just being a little girl, how has turning that into a business impacted your passion for it, if at all?

Natasha Tucker: [00:19:53] If anything, it’s helped grow it because of the fact it is a constant learning thing. You know, there’s always something new to learn. There’s always different plants to learn. Every yard is different. Every customer is different. So, I think the difference is that, if it did become super repeat, like if I was just cutting grass and weeding and blowing and going, I would probably get bored to death. But the fact that every day is a different day, every plan that I draw up is different, I think the fact that it’s engaging me in that way, I still totally love it.

Mike Blake: [00:20:49] Now, if you’re willing, I’d like to talk about the impact on your family. Because your role economically has changed. Has that limited or changed the way that you fulfill your other roles as mother, wife, house manager, that sort of thing? And if so, has the family been supportive? How they had to adjust? How have you guys all had to adjust to now accommodate this thing that you’ve unleashed on the world with the gardening business?

Natasha Tucker: [00:21:19] Well, yes. As a wife and as a mother, let’s just say, don’t ever judge my house when you come in it. I try. I try. You know, me being gone now that the kids are even older – our eldest has graduated, my son drives, and we have a second grader – they’ve grown a little bit as well so that’s helped as far as they’re being self-reliant. Which is kind of sad, they don’t need mommy as much. But as far as I still do cook at least five nights out of the week. I do still try to make it to all the games and sports and things like that. That just means that mommy’s up until 1:00 a.m. every night.

Natasha Tucker: [00:22:20] And the balance is hard. I think that is probably the toughest part on me, is, finding the grace as a parent and as a small business owner with myself. Not beating myself up too hard for the little things. And so, my family has been great. This week is spring break, so my parents have our youngest. So, I’m all over the road and booked out this week. So, everyone has been very supportive. They’ve been my best cheerleaders.

Natasha Tucker: [00:22:59] And there’s just certain things that I had to let go of as far as my standards. No, my house isn’t perfectly clean. And, yes, there’s laundry. But I do make it a point to do my best as far as still being present. And I guess that means less sleep.

Mike Blake: [00:23:23] If you don’t mind my asking, how much sleep do you typically get a night?

Natasha Tucker: [00:23:27] Whew. Probably about five hours, maybe.

Mike Blake: [00:23:31] Okay. Okay. Okay. So, you’re really at it then. That’s a tough number. And I’m curious here, and we’ll get a little sociological, but that’s okay. We can do that here on the Decision Vision podcast. And that is that, I do think that that’s harder on women because of social media. And social media leads you to present the polished sort of market ready version of yourself. And that tends to impact women, I think, more than it impacts men in terms of making them feel badly about themselves or focusing on what they’re not doing as opposed to what they’re accomplishing. How do you react to that? Does that ring true for you?

Natasha Tucker: [00:24:19] It absolutely does. And, honestly, it’s a daily reminder that you have to give yourself. Stop allowing yourself to focus on that. Stop allowing yourself to be Negative Nancy on yourself. Look at what I did do today. You know, I brought in this much money today. I got my kids fed and out the door, at school, did jobs, did three estimates, went to a soccer game, and cooked dinner. In reality, that’s life.

Mike Blake: [00:25:03] That’s a full to-do list. You don’t have to apologize to anybody for that.

Natasha Tucker: [00:25:07] But, like you said, as women, we’re just kind of taught and expected by others, like you said, with social media and the way things are, that you’re supposed to get everything done in one day. And you’re supposed to keep things rolling, and the house clean, the dishes done. You’re supposed to still do the the feminine roles. And I am a woman working in a man’s world as well as business stuff. That’s been very interesting. At first, especially, I got a lot of looks. So, finding grace with yourself and always daily reminders of you are enough and own it. You can do this.

Mike Blake: [00:26:06] Yeah. Men have been slacking off for centuries, you know. So, let’s move over to more of the positive, and that is, you have this side hustle that’s now become a business. How has that impacted your household finances?

Natasha Tucker: [00:26:27] Oh, it’s dramatically impacted. It’s definitely carried us through quite a lot, especially the past two years. So, it’s been a huge blessing and it’s one of those things where it came at the absolute perfect time. Thank, God, for putting us in trouble.

Mike Blake: [00:26:59] So, did you have to invest any money in the business yourself when you started or could you just sort of bootstrap it?

Natasha Tucker: [00:27:08] I absolutely bootstrapped. When I first started up until – oh, wow – for a year, my poor Tahoe was loaded with all kinds of things from trimmers, and mulch, and bugs, to plants and dirt. Like, my poor Tahoe, it was embarrassingly bad. But it had to be. My work truck was all I had. I used tools out of my garage that I just had. If I needed something else, hopefully, I had a job that I would make profit on and go get it.

Natasha Tucker: [00:27:53] I know that my husband, Rob, thought I was crazy when I woke up one morning, it was April of 2020, and I got so tired of having to wait on people to make deliveries for me because I just had the Tahoe. So, there are things I couldn’t get, and I was like, “This is crazy.” I woke up and I said, “I’m going to go buy a trailer today.” He goes, “What?” I said, “I’m going to buy a trailer.” The fall of 2020, I woke up one day and I said, “That’s it. I’m getting a truck. Let’s go.”

Natasha Tucker: [00:28:26] But I had grown enough to that point where I could do that. I never borrowed money. I did not take on investments. It was all as I grew, everything else grew kind of thing.

Mike Blake: [00:28:44] It’s funny you say that. And I’m going to commiserate with you a little bit. You and I are in different fields, but I have my tools just as you have yours. And, you know, it’s funny, you do just sort of wake up one day and you say, “You know what? This just is not acceptable anymore. I’m going to go out and buy the right tool for the right job.” For me, I need a new computer because I was doing stuff that it would just take my old computer too long to do. Some of the models I do take ten hours to run through, so speed makes a big difference.

Mike Blake: [00:29:16] I woke up one day – because one was taking, like, 18 hours – I said, “You know what? There’s no numbers to run here. I’m just done doing this. I’m just going out and I’m buying a computer.” That’s all there is to it. And it’s refreshing to talk to somebody else that kind of had the same thing. It’s like I’m tired of being held back by my tools.

Natasha Tucker: [00:29:36] Yes. Yes. And the benefits that those new tools outweigh 1,000 percent what you’ve been dealing with. As long as you can do it. As long as you have the means to do it. And that’s part of being thirsty, I guess, and work smart and knowing that there’s going to come a time when you know that you’re going to have to just do it. And, thankfully, you’ll have the means to do it, if you’re thrifty.

Mike Blake: [00:30:09] It also shows that there’s a switch that flips, I think, that says I value my time now.

Natasha Tucker: [00:30:18] Yes.

Mike Blake: [00:30:19] It’s not like, “I’m buying this trailer or this truck, and then somebody is paying me right away thousands of dollars for me to go buy it.” You just know my time is too valuable to be waiting around on this stuff anymore. You know on the backend, it’s costing me money and my sanity not to do this.

Natasha Tucker: [00:30:39] Exactly. Absolutely. You know, when you do have your customers waiting on you, and you have a schedule that you’re trying to stay on, and you cannot count on other people to step up for you, especially when they have their own things going on in business or whatever. You can’t just expect people just to do it when you say do it. People, you give them always the benefit of the doubt. But when it just gets to where it is, taking up your time and money, let’s build up here.

Mike Blake: [00:31:25] What were some of the biggest challenges of converting from side hustle to full on business? If you can remember, what were some of the big hurdles for you that you had to overcome?

Natasha Tucker: [00:31:37] I think one of the biggest ones at first was the time management and the mental capacity. Because going back to everybody’s house is different, everybody’s needs or wants are different, the amount of brainpower that you have with thinking and thinking about these people. And if you have ten estimates lined up, each one the focus factor. The numbers factor of coming up with numbers for them. Then, you have to turn around and go be a mom and a wife.

Natasha Tucker: [00:32:20] So, it’s the compartmentalizing what needs to happen when. So, the time management and focus factor was probably the biggest hurdle, for me, getting thrown into a whirlwind that you knew was coming, but you just didn’t know how to fly in it.

Mike Blake: [00:32:48] So, that’s interesting, focus and time management. Were there any specific actions you took to develop those skills? Did you take courses, read books, podcasts? Or did you just learn it through the school of hard knocks and you learned what didn’t work and then tried something else?

Natasha Tucker: [00:33:09] That’s pretty much it.

Mike Blake: [00:33:10] Okay. That’s fine.

Natasha Tucker: [00:33:12] Okay. “So, that didn’t work out too well, so let’s shift here and let’s maneuver this a little bit. Because, you know, along with business, life changes as well. So, everything is constantly shifting and constantly moving. And so, half the time I just feel like I’m flying by the seat of my pants. But you have to be okay with that sometimes.

Mike Blake: [00:33:39] I get it. I need to take a picture of this. But on a table that you can’t see off camera here, there’s a bunch of stuff peeking out the bottom, a bunch of stuff I’ve thrown on the table is the workbook for David Allen’s Getting Things Done. And I can’t wait to take a picture of that because, obviously, I haven’t touched it. It’s literally on my to-do list to do the Getting Things Done Workbook.

Natasha Tucker: [00:34:07] Oh, my goodness. That’s great.

Mike Blake: [00:34:10] It’s just so meta. It’s going to make a fantastic photo when I put it out there. But there does come a point where you don’t have time to slow down and learn. You just sort of have to take the fruit as it’s thrown at you and try to juggle it as best you can. And, eventually, just learn to juggle.

Natasha Tucker: [00:34:28] Yes. Yes. And the more balls that get thrown in there, the quicker you get.

Mike Blake: [00:34:34] Yeah. That’s right.

Natasha Tucker: [00:34:35] I will say, too, I’ve never been a list person. And I can’t tell you how many calendars that I’ve thrown away in my life because I’m like, “I’m going to be one of those moms that writes everything down and I have my little schedule,” and that never worked up until now. I realized real quick that my schedule book is now my bible, because that was what kept me. If it’s written down, I can find it and I can remember. So, I did learn that part, too.

Mike Blake: [00:35:19] All right. So, as you’re making this transition, did you seek any outside advice?

Natasha Tucker: [00:35:29] Not really. I mean, Rob, my husband, is a huge business guy. So, anything that has to do with finances, money, the legal side of things, up to writing my little clauses at the bottom of my estimates, he was able to handle that. And there’s not really anybody else that I know or have heard of around here that does what I do. So, learning as far as different plants, different ways of doing things that, yes. Making good friends with nursery people and learning that way. But business side, thankfully Rob knows how to handle this stuff because that’s not my thing.

Mike Blake: [00:36:27] So, I’m curious, and feel free to not answer this almost unfair question. But I have to ask because I’m immensely curious. My wife and I have separate businesses. And they’re separate because if we tried to work in the same business together, it would either be the business than marriage, they would not both survive. I love her to death, 23 years married coming up on June, two children, all the works. She hasn’t changed the key on me yet when I left the house. But working together continues to be very hard for us. How do you guys work together? Does it work well or did you have to kind of break each other in? Or, frankly, did you have to break Rob in a little bit to get that going well?

Natasha Tucker: [00:37:12] I hadn’t break. It may have been kick him back out sometimes. What’s the word? He’s very driven and very hard focused on certain things. And I am very light spirited. I’m a total opposite. We’re complete opposite people. For a while, he did work with me daily, and it was great. And on some days, I do miss it. I do miss having him with me all the time. And then, other days I’m like, “Oh, thank goodness he’s back in an office because he does so much better there. That’s where he thrives.”

Mike Blake: [00:38:01] Okay. That’s fair.

Natasha Tucker: [00:38:02] Yeah. There were days. There were days.

Mike Blake: [00:38:08] Yeah. Well, look, my wife and I really struggle. We do a little bit, but not a lot. We’re better off sort of being in our corners and doing our thing. It doesn’t mean you have a bad marriage, but it just means that the compatibility required for a successful marriage is not the same as the compatibility required for a successful business partnership.

Natasha Tucker: [00:38:30] Exactly. Exactly.

Mike Blake: [00:38:36] What surprised you about this experience? What do you look back on? Or maybe think about now saying, “You know what? I didn’t expect this.”

Natasha Tucker: [00:38:46] Oh, gosh. I guess my biggest surprise when I look back, I’m like, “Oh, my goodness. I did that. Oh, my goodness. That happens. How in the world did we make it through? How did I even handle that?” Surprising myself, but then almost on a daily basis after a job, you turn around and you have that surprise of, “Wow.” Like, that’s one of the main reasons I continue to love this is you show up to a mess and, all of a sudden, you turn around and it’s gorgeous, and it’s beautiful, and people are happy, and you can be proud of yourself.

Natasha Tucker: [00:39:35] I did not realize when I first started because I wasn’t doing as much as I am now. I didn’t realize the sense of pride that I get. And the happiness of making other people happy, especially after you get to know them after bouncing back plans and getting to know people. That’s been my biggest surprise, is, I had no idea how happy it actually can make somebody when they do love what they do.

Mike Blake: [00:40:10] I’m talking with Natasha Tucker. And the topic is, Should I turn my side hustle into a fulltime business? We just have time for a few more questions. We got to, maybe, get you to bed at 12:45 rather than 1:00 a.m.. I certainly don’t want to be the reason you’re at that late. But what’s next for the business? What plans do you have for the business going forward?

Natasha Tucker: [00:40:37] Again, it’s the slow growth method now, because I haven’t taken on any capital per se. So, growing organically, right now I do have an assistant, which has helped keep my head a lot clearer. And I do have people that have been onboarded, so that helps a lot.

Natasha Tucker: [00:41:06] So, my ultimate goal is to be to where I can get another career going. I’m not going to say that I don’t want to be in the field working because I love it. But to where I can grow enough to where I can bounce between places a little bit more, because that makes it. And not be on the job site the whole time. But, again, I do love working outside and doing what I do and I love the people that I’ve brought on, so it’s just a lot of fun. So, get to where I can spread out and grow that way. Get a few more trucks out and go, I think that’s what’s next anyway.

Mike Blake: [00:41:56] Natasha, this has been a great conversation and I think our listeners will have learned a lot. I think they’ll just enjoy listening to the conversation, which is fine, too. It’s infotainment here on the Decision Vision podcast. But I’m sure there are questions we haven’t covered, and maybe they wish we would have done more in depth. If somebody wants to contact you about this question about turning their side hustle into a business and learn more from your expertise, can they contact you? And if so, what’s the best way to do that?

Natasha Tucker: [00:42:25] Absolutely. They can email me at natasha@happyhippiegardening.com. You can also message me through my Facebook page, Happy Hippie Gardening. And that’s probably the two direct routes that they’re absolutely welcome to email or message me.

Mike Blake: [00:42:49] That’s going to wrap it up for today’s program. I’d like to thank Natasha Tucker so much for sharing her expertise with us.

Mike Blake: [00:42:56] We’ll be exploring a new topic each week, so please tune in so that when you’re faced with your next business decision, you have clear vision when making it. If you enjoy these podcasts, please consider leaving a review with your favorite podcast aggregator. It helps people find us so that we can help them.

Mike Blake: [00:43:13] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn Group called Unblakeable’s Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

 

 

Tagged With: Brady Ware & Company, Decision Vision, entrepreneur, Happy Hippie Gardening, landscape services, Mike Blake, Natasha Tucker, side hustle

Workplace MVP: Soumaya Khalifa, Khalifa Consulting

March 24, 2022 by John Ray

Khalifa Consulting
Minneapolis St. Paul Studio
Workplace MVP: Soumaya Khalifa, Khalifa Consulting
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Khalifa Consulting

Workplace MVP: Soumaya Khalifa, Khalifa Consulting

On this episode of Workplace MVP, Soumaya Khalifa, President of Khalifa Consulting, joined Jamie Gassmann to discuss diversity, equity, and inclusion at the leadership level. Noting that diversity is now a given when hiring, Soumaya elaborated on the qualities an effective leader must have to be an inclusive leader. She and Jamie went on to discuss what diversity is, the impact when it’s missing, how leaders can uncover their unconscious bias, a culture of belonging, and much more. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

Khalifa Consulting

Khalifa Consulting provides Fortune 100 companies, non-profit organizations, and governmental institutions with wide-ranging expertise and practical solutions to cross-cultural operations in the Arab world and the US.

Our team of top-level Diversity and Inclusion experts offers training and coaching services including Understanding the Diversity and Cultures of Arab Americans, Intercultural Communication, Managing a Cross-Cultural Team, Cultural Competency for Law Enforcement, and Keys to Success as a Woman Executive in the Arab World.

▪ For international business clients, we offer the specific cultural tools and information needed to successfully conduct business in the Arab World, including how to work within global/virtual teams, and crafting culturally appropriate videos and other media messages.

▪ For domestic and international business clients, we offer training workshops and individualized coaching to support diversity, equity, and inclusion initiatives.

▪ For US-based clients, we offer guidance and technical assistance on how to provide reasonable accommodations for their Muslim employees, by auditing current practices, making recommendations, and suggesting inclusive ways to support a positive work environment.

▪ For clients planning relocations to or from the Arab World, we offer general and specific direction for personal and family adjustment, practical shortcuts for managing new systems, and how-tos for everyday life.

▪ For our executive coaching clients, Khalifa Consulting offers personalized, ongoing, one-on-one high-level coaching to increase motivation, improve business skills and create work-life balance leading to thriving businesses and families.

Company website | LinkedIn | Facebook | Twitter

Soumaya Khalifa, President, Khalifa Consulting

Soumaya Khalifa, President, Khalifa Consulting

Soumaya Khalifa is the president of Khalifa Consulting, an Atlanta-based consulting firm specializing in intercultural coaching, consulting, and training. She is also an executive coach and teaches at Emory University Continuing education courses on Human Resources Management, Diversity, Equity and Inclusion, and Women in Leadership.

Soumaya is passionate about her work to build bridges of understanding and help leaders and organizations positively impact their employees and their bottom line.

 

LinkedIn

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

TRANSCRIPT

Intro: [00:00:04] Broadcasting from the Business RadioX Studios, it’s time for Workplace MVP. Workplace MVP is brought to you by R3 Continuum, a global leader in workplace behavioral health and security solutions. Now, here’s your host, Jamie Gassman.

Jamie Gassmann: [00:00:25] Hi, everyone. Your host, Jamie Gassmann, here, and welcome to this episode of Workplace MVP. Diversity and inclusion is an area of focus for many senior leaders and H.R. executives. A great number of workplaces are re-examining their organization’s approach to ensuring diversity and inclusion and looking for how they can improve, build or implement new initiatives for their work environments. There are a lot of ways employers can take to building their diversity and inclusion program. But to aid in their ability to ensure their program is effective and successful, their efforts need to start at the top where they’re leaders embodying what is called inclusive leadership.

Jamie Gassmann: [00:01:08] As an inclusive leader, you are aware of your own biases and you are actively seeking out and considering different perspectives to inform your decision making and collaboration with others. These leaders are committed to ensuring all team members are treated equitably, feel a sense of belonging and value, and have the resources and support they need to achieve their full potential. How does an organization ensure they have inclusive leaders or how do their leaders learn to be inclusive if not already? Where does this fall within the process of establishing or reinventing an organization’s diversity and inclusion program?

Jamie Gassmann: [00:01:47] Well, joining us today to share her expertise and recommendations for workplaces looking to incorporate or reinvent their diversity and inclusion programs is workplace MVP and President and CEO of Khalifa Consulting, Soumaya Khalifa. Welcome to the show, Soumaya.

Soumaya Khalifa: [00:02:03] Thank you. It’s so wonderful to be with you today.

Jamie Gassmann: [00:02:07] Oh, we’re really happy to have you. So, I’d like to start out with you sharing with me your journey to becoming the President and CEO of Khalifa Consulting.

Soumaya Khalifa: [00:02:16] That is an incredible question. It has been a long road and it also has been a very unconventional journey. I earned my B.S. degree in Chemistry of all things and decided that I wanted to do something with people and not in labs. So, what I did is I pursued my MBA in human resources, worked in Corporate America for many years in the H.R. field, which I truly loved. Towards the end of that career in Corporate America, I was involved in a lot of diversity and inclusion work as well as organizational effectiveness, and it’s really amazing that the two really kind of complement each other. When I went out on my own, I wanted to bring all of my journey, all of my experiences to my clients. And so, that’s when I founded Khalifa Consulting, and it’s been about 12, 13 years now.

Jamie Gassmann: [00:03:01] Wow. So, talk to me a little bit about some of the work and the business that you do with Khalifa Consulting and helping your clients.

Soumaya Khalifa: [00:03:09] Khalifa Consulting is a boutique firm with a network of consultants covering the world. We specialize in executive coaching, intercultural and DEI training and consulting. I have a special interest in women and leadership and how to bring religion or faith into the DEI framework. We cater to large and mid-sized organizations and in the intercultural and DEI work, and also we do executive coaching for all sizes of organizations.

Jamie Gassmann: [00:03:41] Great. So, this topic we’re talking about is very near and dear to your heart. Share with me your opinion about workplaces having a diversity and inclusion program. Should they – is it – what’s the level of importance in making sure that they have something built-in?

Soumaya Khalifa: [00:03:59] Well, you know, diversity is a given because our population right here in the US has been diversifying over the last couple of decades. So, it is a given. If we are, as employers, looking for the best talent that there is out there, we will get diverse talent. Now, the real issue is how do we make our workplaces inviting enough for that talent, that top talent, to want to join us, but not only in joining us but to stay with us. So, inclusion needs to be very intentional. What does an employer have to do to attract and retain the talent that’s out there?

Soumaya Khalifa: [00:04:39] And, you know, it’s not only about talent. But if we have that talent, we are able to get into new markets. Because when we go into new markets, we have to understand them. And if we do have representation from them, that gives us an advantage, a competitive advantage to reach people in different markets. And, diversity is being invited to a party, and inclusion is being able to dance up the party. So, that’s the framework. So, diversity is a given, but what do we do with it in organization is the act and that is inclusion.

Jamie Gassmann: [00:05:19] Yeah. It’s such a great analogy. I’ve never heard it referred to that way, but it gives some context to how those two play together, basically. So, looking at that term inclusive, inclusive leader, you know, can you share from your expertise what that means? I know I gave a little brief definition of it at the beginning, but can you share from your perspective what that means?

Soumaya Khalifa: [00:05:43] Sure. In my opinion, an effective leader by default is an inclusive leader. And if we are to look at some of the characteristics of an inclusive leader, they have to have commitment to cultivate a diverse and inclusive workforce, and that takes really time and energy from them. And they have to believe in the business case for diversity and inclusion and how that is driving or will drive or will impact on the mission and vision of their organization.

Soumaya Khalifa: [00:05:43] They need to have courage. They need to have courage and not be afraid to challenge organizational attitudes and practices that yield homogeneity, even if their recommendations are politically or culturally unpopular within their organization. You know, they have to be very careful there.

Soumaya Khalifa: [00:06:34] They need to also display humility by acknowledging their own personal limitations and seeking contributions from others to overcome that. Some leaders, you know, as we all know, find it difficult to admit that they don’t have all the answers. So if they are, if they do have humility and reach out to others, that makes them better leaders. They need to be able to recognize that they have biases. We all do this. It’s just human nature. They need to work on identifying what their own biases are and learn ways to prevent them from influencing their talent decisions.

Soumaya Khalifa: [00:07:14] They want to also look at their policies, processes and structures to see if there are organizational biases that are undermining diversity and inclusion in their organization.

Soumaya Khalifa: [00:07:27] They have to be curious. They have to have an open mind and a passion for learning and a desire for their own exposure to different ideas. And, they have to also be culturally intelligent. By that, I mean that they have to be aware of their cultural preferences. When they are on autopilot, how do they act? What do they go to? But they also need to learn about the cultures of people that they work with, their team, their colleagues, and be able to identify if there are gaps and how can they bridge those gaps to be able to leverage the best from all their team members.

Soumaya Khalifa: [00:08:13] An inclusive leader needs to also be collaborative. They have to understand that collaboration is important for the success of their teams. And for them to be collaborative, they have to create a psychologically safe environment in which all individuals feel that they are empowered to express their opinions in the group. So, these are just some of the characteristics of an inclusive and, in my opinion, an effective leader.

Jamie Gassmann: [00:08:45] Great. And now, looking at those biases and thinking about diversity, just real quick, can you share with us when we hear the term diversity. I feel sometimes that can show up differently with different individuals. From your perspective, when you hear the term diversity, what does that include? What does that mean?

Jamie Gassmann: [00:09:07] Sure. Diversity, in my opinion, is everything that makes us different but also everything that makes us the same. So, a lot of organizations focus on race and on gender. And, within the US framework, that’s usually what is focused in on. But there are so many different layers of diversity that we need to look into if we are telling people bring your whole professional self to work in terms of, for instance, sexual orientation, in terms of religion, and many other different layers of diversity.

Soumaya Khalifa: [00:09:51] People on the outside might look the same, but when we start peeling off the different layers, there are differences amongst them. So, we need to treat diversity in the broadest sense. And, what’s really interesting is diversity, we need to look at the history of the nation that we’re looking at diversity at. We need to look at the social construct in it and many other things.

Soumaya Khalifa: [00:10:15] I was working with a client who works for a French company, and the French company’s diversity and inclusion philosophy is getting more women in and bringing more non-French people into their boards and into their leadership. So, that is how they define it in a French company. In a US company, that is defined a little bit differently. There’s more emphasis on race and on gender, of course.

Jamie Gassmann: [00:10:45] Interesting. So, looking at that inclusive leadership and looking at that work environment, why is it so important that you have inclusive leadership within that work environment? What are the consequences if you don’t? Or the impact?

Soumaya Khalifa: [00:11:00] The impact there is really huge. And some of it is a direct impact and some is an indirect impact. If the workplace is not inclusive, where employees don’t feel like they belong, if it is a hostile work environment, it’s not a friendly work environment, then the implications can be very enormous, anywhere from a turnover rate where people are not – don’t want to stay with the company or the organization. People can get depressed. The medical cost of the organization that they pick up on productivity goes down. People call out sick more often. Just a lot of negative consequences if we don’t have an inclusive environment in our workplaces.

Soumaya Khalifa: [00:11:55] I don’t feel like I belong. If I don’t feel like I belong and I could be myself, I don’t want to be there. I want to find somewhere else to go. And, I think with COVID-19 and if leaders were not intentional in diversity and inclusion because we went into more online and it was more difficult to provide that culture of inclusivity when we are online. So, leaders have to be even more intentional and organizations have to be more intentional to bring that inclusiveness culture into the workplace.

Jamie Gassmann: [00:12:31] Yeah. Interesting. I could imagine with the great resignation, if you will, if maybe some of that realization was coming through for some of those employees. Do you think that that had some contribution to it once they moved into this kind of remote work environment, feeling a little bit more isolated than before?

Soumaya Khalifa: [00:12:50] I do believe so. I do believe so. All our worlds really turned upside down. We did not think that we could work from home as much as we did, and we adapted to it. Everybody had an opportunity to pivot. And, as employees, they looked at their priorities and what’s important to them and decided is this the right organization for me to stay in, or do I look for something else where I’m happier? Because happiness is really important for individuals now.

Jamie Gassmann: [00:13:24] Yeah. Absolutely. And so, looking at a leader in a work environment, you know, how do they identify the biases that they have? How do they know they’ve got them? Like, what are some ways that they can help themselves to maybe identify ones that they might have that they weren’t even aware of? So, just we’d like to get some of your thoughts around that.

Soumaya Khalifa: [00:13:47] Well, thank you so much for the question. We all have biases and we have unconscious bias, whether – and they’re called unconscious because we don’t know about them and they could be really detrimental for us. If we don’t know about them, we can’t do anything about them.

Soumaya Khalifa: [00:14:02] So, your question of how do we find out. Well, there are so many different ways to find out. One quick way of doing it is for the individual leader to look at their circle of friends. Do they all look like them? Look at who they’re hiring. Do they all look like them? This is similar to me impact. And, you know, so that is looking in the mirror and seeing what world have I created around me.

Soumaya Khalifa: [00:14:33] I was involved with Leadership Atlanta and I went through that many years ago. And one of the things that came out of it is that we were challenged to look at our circle of friends. And many people from our class decided that, hey, I golf with all white guys or all black guys or whatever the race and gender happened to be. And they made a conscious decision that I need to diversify my circle of friends, circle of people that I go out with, circle people that I golf with, and that impacted them.

Soumaya Khalifa: [00:15:15] Now, another way to find out about our own cultural biases or unconscious biases, I’m sorry, is to ask a colleague or confidant. That would be a very sensitive conversation. But there needs to be a very high level of trust there.

Soumaya Khalifa: [00:15:32] There’s another way too and that is, there’s an online tool that is developed – that has been developed by Harvard University, and that’s an instrument to identify unconscious bias. And it’s free and it’s online. And, if one types implicit Harvard edu, then they will take that, take it to that website. And it’s really an amazing one. If you want to look at race or gender or religion or what have you, there are many different instruments there for people to identify what unconscious bias they might be playing.

Jamie Gassmann: [00:16:09] So, you kind of identified a couple of approaches that they can take by looking at their group of peers or that they’re spending a lot of their extra time with and look, you know, re-evaluating and identifying ways to kind of diversify that. But what are some other ways that they could overcome their bias, their unconscious bias, or even biases they know that they have and relearn a thinking, you know, that likely has been instilled in them from a really young age, because I think some of our biases that we have comes from how we grew up or how we, you know, life events that we’ve experienced. And so, how can one kind of relearn, if you will, how to look at people differently or how to kind of be more diverse or more inclusive?

Soumaya Khalifa: [00:17:00] Yeah. That is such a great question. And, you know, we pick up our unconscious biases as children at the dinner table, what is said at the dinner table. So, parents and grown-ups and leaders, we need to be watching what is said at the dinner table because the younger generations are picking up on the biases that we already have, spoken and unspoken. So, we don’t have to say much of anything and that’s picked up. Kids are very, very smart.

Soumaya Khalifa: [00:17:30] So, in terms of how do we get over that, I know that a client, he worked with very diverse background people. And one of the stories that he shared is they were talking about we don’t have, you know, we only have one Jewish person in the group. And to him, he looked and he said, “Who’s that?” And that Jewish person was somebody that he became friends with and he no longer saw him as Jewish. He was just Ed.

Soumaya Khalifa: [00:18:11] And so, that is how we can work around unconscious biases. First of all, identifying what unconscious bias we might have, and then be intentional in terms of expanding our experiences so that we have meaningful interactions with people from whatever background that we have the unconscious bias on. And then, when we see people as individuals, the stereotypes or the assumptions we have based on the group kind of falls out the way. And that is a very effective way to overcome our unconscious biases. But, again, it takes awareness. It takes intentionality, and it also takes a strong will of wanting to do it.

Jamie Gassmann: [00:18:56] Great. Great, great advice there. Because I imagine there’s people who are like, I don’t want to be seen as that person that’s not inclusive because they might feel internally that they are and maybe aren’t aware of what they can’t see. So, very interesting.

Soumaya Khalifa: [00:19:11] And, you know, more on that because that is a very important subject to think about. Again, unconscious, it’s not seen, it’s not felt. But knowing that the biases show up when we are in an ambiguous situation, such as if we don’t know about a person and we meet them, and all of a sudden we go to our stereotypes. So, we want to be able to minimize ambiguous situations. We you want to learn about all the situations we get into so we won’t be surprised. We won’t be able to surprise ourselves in a negative way when snap decisions need to be made right away, our hardwired stereotypes pop up. So, taking time to make decisions. And usually, it’s recommended that leaders make decisions early in the day when they have had a good night’s sleep and they’re less likely to make mental shortcuts.

Soumaya Khalifa: [00:20:09] And, you know, being able to push back against default assumptions when we put a stereotype in our mind that’s hardwired, you know, and I’m a short person. I love to give that example. If our stereotype in our mind is that short people are not very smart and we see a short person, then the way the stereotype works is that they are not very smart. And if that happens, if that person happens to be smart, then we push back through those stereotypes. Well, well, they’re the exception. They’re not really the rule.

Soumaya Khalifa: [00:20:44] So, we need, again, self-awareness to get over that. And then, being able to learn, learn and meet new people, be challenged and challenge our stereotypes and prejudices if they have gotten to that level.

Jamie Gassmann: [00:21:06] Yeah. Ask questions get to know people. Yeah. Be open to that. That’s kind of the approach that I like to take because I just love to hear people’s stories. So, which is why this show is so great because I get to hear so many leaders’ stories and expertise.

Jamie Gassmann: [00:21:19] So, real quick, we’re going to take a break and listen from our sponsor. So, Workplace MVP is sponsored by R3 Continuum. R3 Continuum is a global leader in empowering leaders to effectively support and help their employees thrive during disruptive times. Through their tailored workplace behavioral health support, disruption response and recovery, and violence mitigation solutions, they can help you create a work environment where your employees can feel psychologically and physically safe. To learn more, visit our r3c.com today.

Jamie Gassmann: [00:21:53] So, you mentioned in our previous conversation the importance of creating a culture of belonging within that work environment. Can you help kind of describe for our listeners what does a culture belonging look and feel like?

Soumaya Khalifa: [00:22:09] Sure. Belonging is a sense one gets that they are a valued member of an organization. They feel a sense of purpose. A sense of belonging brings meaning into our lives and all the circles. I mean, let’s face it, we spend more time at work than we spend with our family. And if we feel good about ourselves, good about the organizations that we work for, just think about how that’s going to impact us individually, as employees, as leaders, but also the organization.

Soumaya Khalifa: [00:22:44] So, there was a survey done in 2019 by an organization called BetterUp, and they found that workplace belonging can lead to a 56% increase in job performance. It can also lead to a 50% reduction in employee turnover. Workplace belonging can lead to 75% decrease in employee sick days. So, those numbers really give us the business case for why having a culture of belonging is very important. It adds to the bottom line.

Jamie Gassmann: [00:23:19] Wow. Sounds like – I mean, those are great statistics to show, you know, just by creating that environment that people want to be at and be a part of. Fantastic. So, looking at that, there was something when we talked before that really resonated with me in regards to religion and the symbolism around religion and certain holidays that are celebrated. And you and I were kind of discussing, in particular, the Christmas or Hanukkah and kind of that a lot of leaders have taken the approach of this broad messaging of happy holidays, and then removing certain symbolism like Christmas trees. And you talked about how not all your employees really want you to take that down, even if they don’t celebrate it.

Jamie Gassmann: [00:24:06] And so, the question I have is, you know, by taking and removing some of those symbolism, does it help to create that culture belonging, or what are some of your thoughts around how they can really handle those holiday seasons, you know, in an appropriate approach that allows all employees to feel like they belong and that their holidays are being celebrated.

Soumaya Khalifa: [00:24:32] I love that question. I super love that question. I am not in favor of somebody saying happy holidays. First of all, I am a Muslim. And, most of the time I don’t have a holiday around Christmas. And, for somebody to say happy holidays, it really doesn’t resonate with me. And that’s not only for Muslims, but you have Buddhists and you have Hindus, etc., who do not have a holiday around the holiday season.

Soumaya Khalifa: [00:25:02] I am not in favor of taking down the Christmas tree, but I am in favor of having an inclusive work environment that acknowledges and celebrates the religious holidays and traditions that are represented in the workforce. So, if we do have Jewish members, then Hanukkah, Passover, needs to be acknowledged. Holly, Ash Wednesday, Ramadan, and the list goes on. I want to be – I want to feel like I’m validated. By just saying happy holiday, I think it’s just a brush over and it alienates the Christians and it does not bring anybody into the fold.

Soumaya Khalifa: [00:25:44] But we want to be intentional. Again, we want to be knowing who’s in our workforce and what matters to them. If we have a calendar, let’s put it on there that Ramadan starts April 2nd. Ash Wednesdays on that date. Hanukkah is on that date. So, bring all those holidays, acknowledged people, validate people, and they feel like, hey, my workplace cares about me enough to wish me a Ramadan Mubarak or Happy Hanukkah or whatever the holidays.

Jamie Gassmann: [00:26:16] Yeah. Well, even to allow other employees to understand how each of those faiths practice their various holidays and what the symbolism and meanings are behind what they’re practicing so that people can learn.

Soumaya Khalifa: [00:26:30] Yes. And that’s the intention behind that. Because if I know – if I am – we have something called the iceberg. And the iceberg is where we say that what’s visible is what people see. But what’s below the waterline is what drives the visible attributes that we see.

Soumaya Khalifa: [00:26:50] So, if people know that my colleague’s religion is Muslim and when he takes or she takes a longer lunch hour on Friday, it’s because they have to go to prayer, or they’re not eating from April 2nd to May 2nd lunch and they leave early and we know it’s Ramadan. What is Ramadan like? What is Hanukkah like? What is the Passover and High Holy Days are like? Then, we get to know people at a deeper level and that goes hand-in-hand with belonging. I am accepted for who I am. I’m celebrated for who I am, and I am appreciated for who I am. And I don’t have to fit a mold to be able to be a validated person.

Jamie Gassmann: [00:27:40] Yeah. I love that. So, looking at that and looking at that validation of a person because obviously, you know, not feeling like you belong, not feeling validated can start to really impact somebody’s mental health and obviously ultimately their productivity. So, how does a workplace that’s not culturally belonging in your opinion, what do you see as the impact on that mental health and productivity of its employees?

Soumaya Khalifa: [00:28:08] There’s been a lot of research about that. And the outcome says – it was a 20-year research project. And it said that there’s increased depression of the employees, substance abuse, and health issues that kind of manifest themselves because of the stress and the pressure that they feel in that particular workplace. And, we know we’ve heard about people being disgruntled. We’ve heard people possibly committing suicide. We’ve heard people going postal. If the situation really gets out of hand and there’s a mental issue there, an employee could go back to the workplace and do horrific things, do it. So, it does have very negative implications.

Soumaya Khalifa: [00:29:00] But, you know, we’re talking about the employee and their mental health, which is really important. But the research also shows that the organizations are suffering as well. So, they’re suffering from decreased productivity, lower levels of employee commitment, increased turnover, and that doesn’t take into account the higher medical insurance premiums that the employer will be paying, the use of the employee assistance programs. So, it’s negative for all concerned, both the employees, leaders and the organization.

Jamie Gassmann: [00:29:38] Yeah. Absolutely. You know, it’s like when you want to bring your whole self to work because you’re passionate about the work that the company is doing, but yet you don’t feel like your whole self can be at work. You know, you want to – it’s like when you’re at work, it gets like you’re home away from home is kind of how I call it when you’re in the office because you spend so much of your day there. You want to feel like you’re welcome just like you are within your own home. So, I could see where that could have a huge impact on those individuals.

Soumaya Khalifa: [00:30:04] Absolutely.

Jamie Gassmann: [00:30:07] So, looking at cultural differences you shared previously that there are cultures that are relationship-oriented and then there’s cultures like the US that are very task-oriented. So, within our workplaces becoming more and more diverse, how does this show up? How does a leader strike that balance between allowing people to really congregate and socialize, you know, at the water cooler, if you will, when we get, you know, get that opportunity back to those days to really that task-oriented? How do they strike that balance?

Soumaya Khalifa: [00:30:39] Yeah. So, I want to share that I ran into a website that is a Ramsey County Minnesota website. And what struck me is that that website has been translated into languages that I had never heard of before. I mean, Somali, Hmood, Oromo, and Kara. All right. I had to Google each one of those languages to see where they’re spoken. So, this is not a hypothetical question. This is a true question that we need to be thinking about is we have people represented from all over the world working right here. Different cultures have different orientations. You mentioned that task-oriented cultures and the relationship-oriented cultures and they are on a spectrum.

Soumaya Khalifa: [00:31:36] So, the task-oriented culture is let’s get to work. We have a project to do. Let’s get down to what’s going to be done. What is it going to be done? Who’s going to be responsible? Where are the deliverables? And, relationships are really a second or third item that people will think about. Let’s just get the job done.

Soumaya Khalifa: [00:31:55] Now, the cultures that are relationship cultures and all those languages that I just named off, they are relationship cultures, which means that before I start doing work with you, I want to get to know you. I want to get to know about your family. I want to get to know where you went to school. What do you like to eat? Let’s go out to lunch together. Right?

Soumaya Khalifa: [00:32:15] So, if we have people who are on the opposite spectrums of that task orientation or relationship and we want them to work together, we need to be very, again, intentional. That word is very important for understanding who do we have in our teams. Come up with the team norms, identify what is a hybrid culture that will work for both the task-oriented people and the relationship-oriented people.

Soumaya Khalifa: [00:32:44] The task-oriented people, just an FYI, will look at the relationship people and say, “Gosh, they waste so much time. Why do they need to do all this small talk and drink tea or coffee? Let’s just get down to business.” The relationship people will look at the task people and say, “Oh, they’re just so rude and abrupt. They don’t even say hello and drink coffee with me.” So, that can be a real issue in terms of breakdown and communication. So, as leaders, we need to know who is on our team and how do we create a culture that would be understood and accepted by both.

Soumaya Khalifa: [00:33:20] When we look at a lot of data and research and looking at a homogeneous team versus a multicultural team and looking at when they are at their best and when they are very well managed, the multicultural team way outperforms the homogeneous team. So, it is a gift to have the diversity, but we have to manage it well to be able to leverage the results that we want to be able to achieve.

Jamie Gassmann: [00:33:55] Yeah. I find that there’s so much value in being able to build up some of those relationships. Even as a leader, you get to know people so differently. If you’re only focused on the day-to-day task, you’re not taking that time to get to know the people you’re working with. And so, when you think of that culture of belonging, it makes me think there’s benefit in trying to bring them closer to a balancing act. What are your thoughts around that and like how it contributes to that culture of belonging?

Soumaya Khalifa: [00:34:26] Yeah. One thing that I want to mention here is we are in a business to do business. So, let’s not lose sight of that. Right?

Jamie Gassmann: [00:34:35] Right.

Soumaya Khalifa: [00:34:35] And doing DEI is a very strong business case to do our business better. So, I don’t want us to just talk about DEI and not forget the bigger picture. We are doing DEI because of the bigger picture and we have to keep that very clear in front of our eyes. We are here to further and achieve the mission and vision of our organizations, and I’m a firm believer that DEI will help us achieve that.

Soumaya Khalifa: [00:35:04] So, let me give you an example and we touched upon that just a little bit earlier when we include religion and the DEI conversation. All right. We want to be able to leverage the organizational values and how they are very much aligned with our employee values. And they’re probably aligned in their religious beliefs values. So, when we say bring your religion into work, it does not mean that, hey, let’s bring everybody together and let’s argue about which faith tradition is the right tradition that’s going to get us to heaven or what have you. But it is to understand what’s below the waterline for our employees is to get to know them. It’s to be able to celebrate them, make them feel like they’re validated. So here is the way, as an example with DEI, when we bring faith tradition into work, the parameters that we need to build around it. There shouldn’t be a discussion about or proselytizing or what have you, but it’s about the person, about my teammate, about my leader, about everybody matters. And that part of them, which in many situations is a big part of who they are.

Jamie Gassmann: [00:36:25] Yeah. Absolutely. And there definitely is that you still have a business to run. So, I love that you brought that up and, you know, sharing that you’re focusing on the business needs while also focusing on your employee needs. So, how do you know when you’ve got it right? Like, is there a way for them to measure that? I mean, is it employee surveying? Is it pulling? Like, what can a leader do to know they’re striking that right balance and that right chord within that organization?

Soumaya Khalifa: [00:36:52] Well, yeah. Employee surveys are definitely something that many organizations look at and, you know, they’re done anonymously so people feel comfortable giving their true, honest opinions about the culture of the organization, about whether the culture has moved the needle to belonging or not.

Soumaya Khalifa: [00:37:15] There is something called the stay interview, like the exit interview but for people who do stay in the company, to get a read on how others perceive in the company. There are employee exit interviews, of course, but hopefully, we don’t get there. But if we do, then we want to understand why people left.

Soumaya Khalifa: [00:37:36] And one of my favorites is a very simple thing, and it’s just sitting down and speaking with employees and team members about how things are going. We look at performance management. A lot of organizations do at least that it’s done once a year, but we do ourselves a disservice when we do that. Managers and leaders need to have frequent check-ins with their employees to see how they’re doing, and hopefully, they have created a relationship with their employees where they’re open enough to share with them how things are going for them.

Soumaya Khalifa: [00:38:12] A leader should not wait very, very long time to have that conversation, but the more frequent the conversations are, the better off it is. So, it’s not rocket science. It’s communication, it’s caring, and it’s letting the employees know that there is a positive psychology within the organization and they can speak their mind.

Jamie Gassmann: [00:38:36] Yeah. Awesome. So, the leader is looking to evaluate, build or reinvent their diversity and inclusion program within their organization. What is your advice for how they should prioritize this initiative and where should they start?

Soumaya Khalifa: [00:38:51] Well, a couple of thoughts here is they need to be very clear on why they want to do that. They need to understand the business case for it. If an organization is doing DEI just to check the box, they need to rethink that. I believe that when just checking the box is done, it has very negative repercussions on the organization. And they can hire an outside consultant to assess the organization in terms of where they’re at with their DEI and collaborate.

Soumaya Khalifa: [00:39:30] If somebody brings in a consultant, it needs to be a collaboration. It’s not, “Here, consultant, take this. Let me know what I need to do.” It needs to be a collaboration. It needs to be a commitment of time and energy and resources and to understand that DEI is really a journey and not a destination. We don’t get there. It’s always work in progress. So, a lot of times people want to say, “Okay, we’ve arrived.” There’s no such thing. It’s always work in progress.

Jamie Gassmann: [00:40:02] Great. Well, I know I personally have learned a lot from you, and I so appreciate you being here on our episode. But if we have guests that want to hear more from you, or to get a hold of you, how can they do that?

Soumaya Khalifa: [00:40:17] I am on LinkedIn, Soumaya Khalifa. Our website is khalifa.consulting. So, K-H-A-L-I-F-A, dot consulting. Send us a message at info@khalifa.consulting, or call at 678-523-5080. I would love and appreciate hearing from you.

Jamie Gassmann: [00:40:40] Yeah. Wonderful. Well, thank you again so much for being on the show, Soumaya. It’s been such a great conversation. I truly appreciate you and all the work that you do.

Soumaya Khalifa: [00:40:48] Thank you so much. What a pleasure and honor to be with you.

Jamie Gassmann: [00:40:52] And we also want to thank our show sponsor, R3 Continuum, for supporting the Workplace MVP podcast. And to our listeners, thank you for tuning in. If you’ve not already done so, make sure to subscribe so you get our most recent episodes and other resources. You can also follow our show on LinkedIn, Facebook, and Twitter at Workplace MVP. If you are a workplace MVP or you know someone who is, we want to hear from you. Email us at info@workplace-mvp.com. Thank you all for joining us today and have a great rest of your day.

 

Tagged With: belonging, DEI, diversity, equity, executive coaching, inclusion, Jamie Gassmann, Khalifa Consulting, R3 Continuum, sense of belonging, Soumaya Khalifa, Workplace MVP

How to Successfully Increase Your Prices: An Interview with Mark Peacock, PriceMaker Ltd.

March 23, 2022 by John Ray

How to Successfully Increase Your Prices
North Fulton Studio
How to Successfully Increase Your Prices: An Interview with Mark Peacock, PriceMaker Ltd.
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

How to Successfully Increase Your Prices

How to Successfully Increase Your Prices: An Interview with Mark Peacock, PriceMaker Ltd.

Pricing expert Mark Peacock joined host John Ray to discuss how to successfully increase prices in your professional services practice. Mark covered the primary reason services providers don’t raise their prices (fear), the role of options in better pricing, the two-stage communication process he advocates for a successful price increase, mistakes to avoid, and much more.

The Price and Value Journey is presented by John Ray and produced by the North Fulton studio of Business RadioX®.

PriceMaker Limited

Pricing is one of the most powerful levers any business can use to increase profits and drive revenue growth. Yet all too often businesses are too scared to review their pricing and typically many business owners are leaving a lot of money on the table as a result.

PriceMaker is a leading UK pricing consultancy that has helped its clients increase net profits by an average of 20%. They use a simple 7 step process for designing a better pricing strategy that focuses on what customers value, and helps businesses implement new pricing without the fear of upsetting customers. PriceMaker helps with any of the following pricing services:

  • Pricing New Products or Services
  • Review of Existing Pricing Strategies
  • Digital Pricing Strategy
  • Implementing Price Increases
  • Customer Pricing Research
  • Competitor Pricing Assessment
  • Tender Response Pricing
  • Training for Management & Sales Teams

Company website

Mark Peacock, Managing Director, PriceMaker Ltd.

Mark Peacock, Managing Director, PriceMaker Ltd.

Mark Peacock is a leading UK pricing expert focusing on growth businesses in the Tech, Services, B2B and Product development sectors. He is the founder and M.D of PriceMaker Ltd, a specialist pricing consultancy and has helped his clients create new pricing solutions that add significant bottom-line value (+20% average increase in net profits). Mark spent 25 years working in the corporate world for brands such as DHL and The AA and was business unit director for two business units with £25M revenue and +100 staff where he grew profits by +250% over 5 years. His broad expertise covers pricing, product management, sales, marketing, commercial strategy and P&L management and he is a full member of the Chartered Institute of Marketing, the European Mentoring & Coaching Council, and the Institute of Directors.

LinkedIn | Twitter

TRANSCRIPT

John Ray: [00:00:00] And hello again, everyone. I’m John Ray on The Price and Value Journey. And I’m delighted today to welcome Mark Peacock. Mark is a leading pricing expert based in the UK, focusing on growth businesses in tech services, B2B, and product development sectors.

John Ray: [00:00:21] He’s the Founder and Managing Director of PriceMaker Limited, a specialist pricing consultancy who has helped his clients create new pricing solutions that add significant bottom line value, on average 20 percent increase in net profits. Do I have your attention, folks?

John Ray: [00:00:41] Mark spent about 25 years in the corporate world for brands such as DHL. He has been in charge of business units with over 25 million in revenue, that’s pounds, not dollars. So, folks, that’s more than what you think given the conversion. And over 100 of staff headcount where he grew profits by 250 percent over five years. His expertise, not only includes pricing, but product management, sales, marketing, commercial strategy, and PNL management. Mark Peacock, welcome to the show.

Mark Peacock: [00:01:21] Well, thank you, John. It’s a real pleasure to be here. And thanks for that lovely introduction. I’m looking forward to our chat.

John Ray: [00:01:27] Yeah. It’s an honor to have you here. And we’ve got you here to address the question of how to successfully increase prices. But before we get to that, just real quick, you’ve got all this experience in corporate that goes well beyond pricing. And I’m just curious, when you left corporate to start your own practice, why did you focus on pricing?

Mark Peacock: [00:01:54] Yeah. That’s a great question, John. And when I originally left, I wasn’t absolutely sure what I was going to do. As you say, I have all of this experience in product management, marketing, running sales teams, and running a business. And then, I have my eureka moment and I thought, “Pricing. Nobody talks about pricing, particularly in the small and medium sized business world.”

Mark Peacock: [00:02:18] You know, you’ve got the likes of McKinsey’s and the big consultancies helping large corporates with pricing, but nobody really talks about it in the SME world. And I just felt that there was a place and a gap for somebody to come in and talk about how pricing can make a big difference to your business, and show people that it doesn’t actually have to be scary or difficult. And, actually, that there are lots of simple tactics that anybody can use that can make a big difference. So, I saw that as my mission, if you like. So, that’s why I’m on the show today, I guess, to help spread the word about the power of pricing.

John Ray: [00:02:58] Absolutely. And I think as we covered in the introduction, your focus is on several different sectors. Ours here on this show is on professional services firms, which you also have a wide experience with. Talk about from your perspective how bad the problem of inadequate or poor pricing is for professional services firms.

Mark Peacock: [00:03:26] Yeah. I think it starts with the point that people running these businesses are generally brilliant at what they do, whether they’re a marketing consultant, a lawyer, an accountant, an advisor, a consultant, whatever it is. They’re brilliant at what they do. But more often than not, particularly when it comes to pricing, they are a bit scared about it and they just default to the same method of pricing that everybody else in their industry uses. So, hourly rates, and daily rates, and project fees and things like that.

Mark Peacock: [00:04:04] And they don’t really put the thought that they need to into what’s the best pricing strategy for me. And the extent of that thought process is really, What’s my hourly rate going to be? Is it $50? Is it $500? Or is it $50? You know, where do I sit on that scale? And there’s a lot of hand wringing and worry and consideration. And then, we eventually settle on a number, whatever it is, and then we stick with it. So, we’ve gone through that hard question of what’s my hourly rate? And we don’t want to go through it again. So, we don’t move on any further.

Mark Peacock: [00:04:49] And in terms of how prevalent, it is what I think it’s right. You know, show me a business in the sector that’s got an amazing pricing strategy. And I’ll be quite surprised, people might be doing quite well with their pricing, which is great. But then, the question is, well, how much better could it be? So, yeah, there’s a lot. That’s why I’m passionate about what I do, because I think there’s a lot of people in this space that need help with their pricing.

John Ray: [00:05:19] How does someone that’s not an expert like you are, who has their own practice, how do they know they need to raise their prices?

Mark Peacock: [00:05:34] For me, the biggest indicator is the answer to the question, When did you last put your prices up? If the answer to that is more than a year ago, then you’re going backwards in terms of where you should really be. Now, we’re all aware of the threat of inflation, rising costs, rising prices. I’m sure it’s just as bad in the U.S. as it is in the UK at the moment for all sorts of reasons.

Mark Peacock: [00:06:07] So, if you don’t really think about it, people are unaware of the damaging effect of inflation over time. So, if I give a very quick made up example basing it on UK figures, $100 from ten years ago is not worth $100 today. It’s probably worth only about $70 in equivalent buying power. So, if you haven’t put your prices up in ten years, you’ve lost up to $30 in value, in buying power, that you would have had ten years ago.

Mark Peacock: [00:06:45] And the longer it goes on, the worse it gets, because you might think that inflation is only two or three percent – I’m not sure what it is in the U.S. at the moment – but that erodes the power of your dollar every single year. So, if you don’t do anything about it, you might think that the way to overcome that is to grow your business, is to sell more. You can do that, but your net margin is still deteriorating.

Mark Peacock: [00:07:11] So, I think the first question I always ask people is, When did you last put your prices up? Normally, always more than a year. People often say, “Well, probably three years ago we last put our rates up.” And often you’ll hear people saying, “Well, we haven’t put our prices up in ten years.” And that’s a big red flag for me. So, if that’s the case, then you really need to think about doing something about it.

John Ray: [00:07:40] Yeah. And I’m going to come back to what you said about if it’s been less than a year, because I’m sure there’s some folks that are probably shrieking at horror thinking about raising their prices every year. But I want to come back to that. But I want to talk about the reasoning behind why price increases don’t occur. And I assume fear is the biggest reason. But do you agree with that? And if so, why? And if you see something else, please comment on that.

Mark Peacock: [00:08:13] Yeah. Totally. I totally agree that fear is the underlying reason why people do not put their prices up. They might think it’s something else. They might think it’s due to market situation, increased number of competitors, my business is growing so I don’t need to. But the underlying reason is fear.

Mark Peacock: [00:08:38] And that’s because when it comes to thinking about that awkward conversation that you’ve got to have with your customers, people are scared. We’re scared because we don’t want to upset our customers. And if we do put our prices up, we don’t know how our competitors might react. So, all of that is going to affect our ability to achieve our revenue targets. And we might also lose out on new sales in the future that we would have got at our old prices.

Mark Peacock: [00:09:10] So, the conclusion, the thought process is, it’s far too risky. I don’t want to rock the boat. You know what? I’m just not going to bother and I’m going to focus on other things to grow my business, if that’s important to me. So, better marketing campaign, new products, recruit more salespeople, invest in new systems, whatever it is. There’s a whole load of things people will do to grow their business before they look at pricing.

Mark Peacock: [00:09:40] The pricing is the most powerful lever, as you know, John. So, it’s a shame that the fear gets in the way. Ignorance, I think lack of awareness of how to do it is another big factor, because that doesn’t get taught in business school, does it? You don’t do a module on how to increase your prices. You might remember what you learn about supply and demand and microeconomics, but that’s of no use at all in this situation. So, yeah, fear and lack of awareness, I think, are big factors in stopping people putting their prices up.

John Ray: [00:10:15] And unlike those that are in manufacturing, let’s say, that produce a product, what’s being sold for a professional services provider is what’s between their ears. So, it’s highly personal, right? I mean, it’s like you’re putting a price on your forehead, if you will, for people to say no to. And I think as much as people don’t want to admit that’s what’s happening, that’s really the way they feel down deep, right?

Mark Peacock: [00:10:45] Totally. And I think that’s also what holds people back from reviewing their pricing, because they take it very personally. And if somebody says no to the price increase, that’s a personal rejection. What I try and teach my clients is to separate the person from the product. So, think of it, this is the service I provide, it’s a product, and it has a price. And the best strategy, of course, is to provide options on our product range at different price points.

Mark Peacock: [00:11:17] So, it changes the conversation from the seller from “Will you buy from me, yes or no? And my rate is $100 an hour” to “Well, here’s the range of options that I provide, which one of these best meets your needs or the price you’re willing to pay?” So, it depersonalizes that link between the amount they’re paying you and your own self-worth and self-value. So, you need to get into that mindset of separating the two things and thinking about your pricing more carefully will enable you to do that.

John Ray: [00:11:53] Yeah. I just love that. I mean, because it really turns the conversation into yes or no. It’s a binary kind of thing into let’s talk about what your options are and you make the decision. And I, as the service provider, in a way, I don’t care what selection they make. Because I’m giving them options and they’re picking the one that fits best for them.

Mark Peacock: [00:12:21] Exactly that. And the best way to achieve that is rather than selling an hourly rate – so, let’s say I’m a website designer and I design websites for a living, and my hourly rate is $500 a day. And I estimate the job is going to take ten days, so $5,000 in total. So, rather than me pitching to the client and say, “Well, look, I charge $500 a day and it’s ten days, do you want me to do it, yes or no? And it might take more than that” – far better to just turn that into a project fee.

Mark Peacock: [00:12:51] And say, “Well, look, I’ve estimated the requirements. These are your objectives. This is what I can do. This is how it will look. And the overall project costs to meet your requirements is £5,000. By the way, if you want an enhanced version of what I can do, here’s another option with a load of extra services and features, and that’s £7,500.”

Mark Peacock: [00:13:14] So, you’re immediately moving away from “I charge $500 an hour” to “Well, here are two options. Which one of these best meets your needs at the price you’re willing to pay?” And of course, we’re using a few psychological pricing tricks in there, John, by high price anchor, which I’m sure you’re aware of. And that’s highly useful in terms of positioning the quality of what you do and allowing people to reference that to make a choice.

John Ray: [00:13:42] Yeah. I want to get back to options here in a second, but before we leave, I guess, the psychology of the service provider, let’s talk about ignorance. And as you said so well, the folks we’re talking about, those that are listening to this conversation, are brilliant people in what they do. But could that ignorance be what we’re talking about is the lack of understanding of a client’s perception of value and that’s where that ignorance is based. Is that what you see?

Mark Peacock: [00:14:21] I think it’s both facts and the lack of awareness of other ways to price what you do. I mean, if you work in a marketing agency, you’ve been trained to estimate hours and you’ve got a ladder of hourly rates, depending on your seniority. And that’s just the way it is. It’s the same in legal firms, accountancy, it’s just the same approach. And nobody takes the time or effort to think, “Well, is there a different way to price out what we do?” And we just get so used to pricing using that methodology.

Mark Peacock: [00:14:59] But you’re absolutely right, in terms of understanding customer value, that’s another area that people really struggle with. And the best way to think about this is, let’s say, I’m that website designer again and I’m charging $500 an hour. And if I’m [inaudible] a very small business, [inaudible], but they really love my help. Well, their ability to pay is very low, but they might perceive high value. Whereas, at the other end of the scale, you might have a much larger business as a client who thinks, “Oh, yeah. £500 a day, that’s a bargain. Let’s crack on.”

Mark Peacock: [00:15:41] So, if that’s the case, if that’s what happens in your market, why on earth would anybody try and sell the same price to both types of customer? It makes no sense if you think about it like that. Because people do perceive value in very different ways, and we need to adapt and adjust our pricing response accordingly. That doesn’t mean just saying, “Well, I’m going to charge you $300. And I’m going to charge you $500.” It needs to be more intelligent than that.

Mark Peacock: [00:16:15] But, yeah, understanding customer value is where really it all starts. And I think that is hard for people in this space. But there are ways and means to go about doing that.

John Ray: [00:16:27] Yeah. And we may get to some of that, but we want to get focused on how to increase prices because a lot of folks are struggling with that, knowing they maybe need to. And I think we talked about competitors and how folks are really focused in on what their competitors are up to. And the competitors are afraid, too, so how can I increase my prices, Mark, if my competitors aren’t?

Mark Peacock: [00:17:00] Yeah. That’s a really good question. I think the problem starts with the assessment that we’re all charging roughly the same price in terms of an hourly rate, whatever the number is. So, if I’m charging $500 and my nearest competitor, let’s say, they’re exactly the same price, how on earth can I get away with putting that up to $550 or $600? That feels difficult. Why would I want to do that? That makes no sense businesswise, because I’m going to lose business to those guys down the road and I’m not going to win any new contracts.

Mark Peacock: [00:17:40] Well, this is the problem with selling on an hourly rate or a daily rate, because you’re allowing the buyer to make it very easy to compare your rate with somebody else’s rate. So, the first step is turning it into options, or packages, or bundles. And that immediately sidesteps the easy comparison for a buyer to say, “Well, they’re £500 an hour and you’re telling me you’re £600 an hour and you turn it into a bundle?” Well, it’s $5,000, it’s $10,000 or whatever the number is, that’s far better, I think.

Mark Peacock: [00:18:18] In terms of how we go about this, the best advice I can give is, if you can understand your customers in terms of [inaudible] you need to do that. But in terms of the competitors, my advice is people get too worried about what competitors might or might not do.

Mark Peacock: [00:18:44] And whilst it’s important to know where you sit versus your competition, and particularly in terms of your price positioning, then get hung up on it. And if you feel your product or service has a high value, you have a good reputation, you have a strong brand, and you have lots of referrals and recommendations, then focus on that, first and foremost. And work out a plan to improve your pricing, not necessarily increase, but improve your pricing across your mix and let the competitors worry about it for themselves.

Mark Peacock: [00:19:24] I think all too often people, they anchor their pricing to the competitors. But why would you let somebody else determine the most important value lever that you’ve got that you can control, which is your price. And then, if you’re not sure, try and work out ways to improve your value proposition. Do I need to invest more in my branding, in my marketing? Do I need better systems to offer a better service? Do I need more people to support what I do? And all of that enhances and justifies the product that you’re selling unique to the needs and the market that you serve, rather than worrying about the customers.

Mark Peacock: [00:20:06] So, I guess my best advice there, John, is just forget them for a second and just crack on and sort yourself out. And then, worry about them further down the line. What do you think to that?

John Ray: [00:20:18] I couldn’t agree more. And, to me, that you’re focused on the wrong crowd. But you said it, instead of worrying about your competitors, focus on your customers. Go ask them why they’re doing business with you and you’ll be amazed at what you’ll find out, right? You will find out reasons that you’re delivering value that you didn’t even think of, right?

Mark Peacock: [00:20:41] Yeah. Yeah. Absolutely. And the other reason to do it like that is, you might flush out some really important things that you need to know about. So, if you do everything that we suggest and you go out with a very thoughtful price increase campaign, and you get some feedback from people that say, “Well, look, we’re not happy.” Well, what does that tell you? But what it probably tells you that it’s not actually the price that’s the problem. It’s the underlying quality of service or the product offering that you’re selling. That’s the real problem because they’re unhappy with it.

Mark Peacock: [00:21:17] So, the price of value equation has now gone out of balance in the eyes of the customer. Before, they were okay with the price value ratio, but now it’s tilted in the direction they don’t like. So, you need to know that so far better to have those awkward conversations and find out these things, than just carry on regardless. And, eventually, you’ll lose customers and business because you don’t understand why people are leaving.

Mark Peacock: [00:21:48] So, yeah, another good reason I think to tackle your pricing at least annually, I would say, to make sure you know what your customers really value. That’s my observation on that I think, John.

John Ray: [00:22:00] And then, on the positive side, you may have value that you’re delivering in ways that you don’t even think about. I mean, I’ll give the example of the accountant, that people do business with that accountant, not because they’re technically at the top of their game, which they are, but because they can explain difficult concepts in a way that folks can understand. I mean, I hear that a lot. And so, that’s a highly valued skill that that particular practitioner might not think about.

Mark Peacock: [00:22:45] Absolutely. And that’s a great point. So, it’s the soft reason why people are actually, “I love working with John because he explains things really clearly.” So, if John, the accountant, could turn that into a positioning statement and be very clear about the market, the people that they serve, and why he is particularly good for them, that will justify a price premium. Because people would be willing to pay more for John, the accountant, who’s brilliant at explaining difficult technical problems than the other guy down the road who just completes the books and sends in your tax return and doesn’t really explain things.

Mark Peacock: [00:23:27] So, really understanding that and having then the confidence to take that back to your business and say, “Yeah. Look, we’re really good at this. We should be pricing in line with the value that we’re offering because our customers see that value and are willing to pay for it.”

John Ray: [00:23:48] So, in terms of introducing options as a way to increase your pricing, and it sounds like there’s a process here, Mark, in going from hourly to introducing options. So, should I increase my hourly rate in the meantime while I’m preparing to introduce options?

Mark Peacock: [00:24:18] I would say not. Because if you don’t know where you’re trying to get to, you might make a mistake. Pricing is a long term game. Every single decision you make on your price today, or tomorrow, or next year will affect your business for years to come.

Mark Peacock: [00:24:37] So, for example, if we say, my hourly rate is $100 an hour. That’s your core price positioning then set for the next three to five years. And it’s very hard to move up from there. If you accept a deal and you knock a few dollars off because you really want it, well then you’ve lost that revenue and it comes off your bottom line for the next one, two, three years. So, every decision price is a long term game.

Mark Peacock: [00:25:06] So, I wouldn’t just rush ahead and increase the hourly rate without having thought through where do I want to get to in terms of my pricing. I think it’s far better to do that detailed work. It doesn’t have to be onerous or difficult. And you can come up with some ideas around options fairly quickly, evaluate the pros and cons of each, and then think, Where are we going to go with this? When are we going to do it? And is that acceptable to us as a business? I think that’s what I’d say on jumping too soon on that, John.

John Ray: [00:25:43] Got it. And what are the characteristics of successfully segmenting your clients so that you can introduce options that fit? And how important is fit with your current clients versus the clients you hope to get?

Mark Peacock: [00:26:07] Yeah. So, the simplest method that I talk about is to think about your market in terms of three different levels of price segmentation, high, medium, and low. So, every market, all of your listeners, all of their markets, will always have three levels of price willingness to pay.

Mark Peacock: [00:26:27] So, in the low segment, you’ve got your customers who are price sensitive. So, they have a low willingness to pay either because they can’t afford what you do. Or they don’t see the value in it, which is a different question.

Mark Peacock: [00:26:41] And the high willingness to pay segment, you’ve got customers that are willing to pay more, relatively speaking, for what you do because they value things other than price. They value your brand, your expertise, your reputation, the level of service you provide, whatever it is.

Mark Peacock: [00:26:58] And then, in the middle, you’ve got the core of your market, which is those people who don’t want to play at the cheapest end of the range but can’t afford the more expensive end of the range. And if you can design three options that fits each of those segments, you’ll be in a very good place, and that could be based around a package of services.

Mark Peacock: [00:27:23] So, one digital marketing agency I worked with had three bundles. An entry bundle for start up businesses for digital and design services. A medium bundle for existing businesses who were happy with where they were at with their marketing but wanted to take it up a level. And then, a premium bundle for investors and high growth businesses who were like, “Look, we’re totally ambitious. We want to go for it, basically.” And there were increasing components to each of these bundles. And, obviously, the fee went up, whether it’s a project fee, or a monthly retainer fee, or whatever it is.

Mark Peacock: [00:28:11] And the beauty is, when you now go out to market and sell like this, whoever you meet, you can basically say, “Well, here are the three options we have or here are three typical options. Which one of those best meets your needs at a price you’re willing to pay?” And you really don’t mind if the really wealthy buyers buy the cheapest package or the guys in the startup buy the most expensive package. You don’t mind. You might be slightly surprised.

Mark Peacock: [00:28:38] But it’s entirely their decision because they feel in control of that buying decision, which option might I choose. And it moves the buying process on one stage from “Am I going to buy from you, yes or no?” to “If I do buy from you, which option might I buy?” And that’s why options are so powerful.

Mark Peacock: [00:29:00] I always say one of the most important parts of pricing is choice and freeing your customers well-designed choices of price will do far more for your business than anything else. And three is the magic number, as we know. Two is okay, because it’s more than one. Four might be okay, but you’re probably getting into the territory of that’s too many.

Mark Peacock: [00:29:29] So, you can come up with three options that meet a broad range of customer needs. You’ll be doing very well. And you’re hedging your bets. You’re presenting a range of prices to the broadest spectrum of your market in terms of what they might be willingness to pay. So, you’re going to increase your chances of success.

John Ray: [00:29:52] So, I can hear folks now saying, “This is lovely, this conversation you guys are having about options, but how do options fit with increasing prices?” I mean, why does introducing options help me increase my prices?

Mark Peacock: [00:30:09] Okay. So, you could either just increase your price and, let’s say, it’s an hourly or a daily rate. So, let’s say one approach is to say, “Well, I’m charging $100 an hour and I’m going to put that price up by 10 percent. So, for next year, the price is $110 an hour.” So, that’s the traditional approach.

Mark Peacock: [00:30:28] The alternative to that is to say, “Well, if we can turn that hourly rate into packages, we can now go out to all of our existing customers and say, ‘Previously, we’ve been working on an hourly rate, but would now like to present to you some different options that you can consider.'” And it’s entirely their decision. So, I’ll use hourly rates for the sake of comparison, but it’s not really the best way to do it.

Mark Peacock: [00:30:56] But what I mean by that is, say for example, you now go out to your customers and say, “Well, if you want to carry on buying the same service, exactly the same, it’s $100 an hour. Or you can have a slightly enhanced version of that, which is $110 an hour. Or you can have the premium version of that, which is $130 an hour. Which one of those best meets your needs at a price you’re willing to pay?”

Mark Peacock: [00:31:19] And then, what you’ll find is that, certainly, your customers will stick with $100 product. But a proportion will upgrade to the 110 product. And maybe a couple will take 130 product. Because until you present that option to them, they can’t choose it, they can’t buy it.

Mark Peacock: [00:31:39] And then, if you can do the math, you can work out the weighted average increase. And what you’ll find if, say, 50 percent stay on the current rate, 30 percent by the £110 product, and 20 percent or less by the premium $130 product, your net average prices will have increased by between five and ten percent without you having to enforce an actual price increase on any of your customers. And that’s the power of choice.

Mark Peacock: [00:32:13] It’s that little bit of mass that works out the net effective price increase overall across each of the options. So, you can achieve increased prices by being more customer friendly, more tailored, and more responsive, and not upsetting your customers, which sounds a good way to do it. Why wouldn’t you do it like that if you know that’s the best way to do it?

John Ray: [00:32:41] Yeah. I mean that’s the proverbial having your cake and eating it, too, right?

Mark Peacock: [00:32:46] Yeah. Exactly.

John Ray: [00:32:48] Right.

Mark Peacock: [00:32:49] Sorry. Go ahead.

John Ray: [00:32:49] No. Go ahead, please.

Mark Peacock: [00:32:51] So, I was just going to say I’d use the example there by illustrating hourly rates. But, of course, that’s not the best way to do it. It’s far better to turn it into packages of options, which could be a monthly retainer, a monthly fee, a project fee, et cetera, rather than three different hourly rates. Just to clarify, I don’t want people thinking, “Mark said have three different hourly rates.” I mean, you can but it’s not ideal. I just wanted to clarify.

John Ray: [00:33:22] Thank you for clarifying that because I can see somebody getting that mixed up there. And so, talking about hourly rates, is this the way that I should make the jump from hourly? And should I make that jump with new clients only, or all of my clients, or just a few? What do you counsel on that?

Mark Peacock: [00:33:54] Yeah. It’s a good question. I always say when thinking about new pricing models, always think about new customers first, and then existing customers second. Because if we start by thinking about how can we improve our prices with our existing customers, we get tied up in knots because we just think, “Well, my biggest client, it’s going to be a nightmare talking about price increases to him, so I don’t want to do that.”

Mark Peacock: [00:34:22] So, let’s just put that issue to one side for a second and just think about new business. And the advantage of that is you can start with a blank sheet of paper, because none of your prospects or potential customers at this stage will know what your pricing is. So, you can go to them with a totally new price proposition and try things out. So, you could say, “Well, I’m just going to try out this new pricing approach on new customers only for a couple of months until I get confident with it. And then, I’ll bring it back to my existing customers and work out how we could apply it to them.”

Mark Peacock: [00:35:00] So, yeah, I always encourage folks to think about pricing for new business first, and then come back to your existing customers, and then seeing how you can translate or migrate the existing customers on to the new pricing model. And it just makes life a lot easier as well. They can have more fun because they’re new customers. So, let’s design something that’s really going to float their boat and meet our commercial requirements in terms of revenue and profit.

John Ray: [00:35:34] Let’s shift gears here, Mark, and talk just in general about how to communicate a price increase. And you’ve written and spoken on this. Let’s talk about issues like notice period, how much notice should I give? And just the communication of that, how that should unfold.

Mark Peacock: [00:35:59] And this is just as important as working out what is my new price. How you communicate and articulate and justify your pricing is as important as how you set the number. And when it comes to price increases, I think there’s a number of elements of good practice that businesses should follow.

Mark Peacock: [00:36:19] So, talking about notice period, so what’s a good what’s a reasonable notice period? So, for me, anything less than 30 days notice of a price change is a bit unreasonable. If you’re on the receiving end of a price increase and said, “Hey, John. We’re going to put our rates up effective tomorrow.” You’d be like, “Okay. Well, I haven’t budgeted for that and I wasn’t expecting it, so I’m a bit I don’t like that.”

Mark Peacock: [00:36:48] So, my advice is always minimum 30 days, even better, two months notice. So, if you can put your prices up, let’s say in January, the start of the calendar year, you need to be writing to your customers or emailing them or communicating with them by the end of October. Now, this seems quite far out, doesn’t it? “Oh, my God. That’s quite a lot.” But what it does is it gets your mind, your brain, your business geared up properly to manage and handle that price change, that price increase. So, by October, you need to have done the thinking about how you’re going to implement and apply this price increase. So, that’s what I’d say on timing.

Mark Peacock: [00:37:35] And the second reason for doing it like that is, again, it flushes out any disgruntled customer. So, you’ve got more opportunity to rescue that client and either do something bespoke for them. Or if you find that the two parties, there isn’t a meeting or there isn’t a good fit, then maybe it is time to part ways. I would say it’s far better to have 97 customers paying a higher rate than 100 customers at a lower rate. You’ll be better off financially, and you won’t be working as hard. So, what’s not to love about that?

Mark Peacock: [00:38:19] In terms of communication, it depends how many customers you have. For example, if you have hundreds or thousands, then you need to be doing some kind of mass communication, email, or letter. If you only have a couple of dozen, you can probably pick them off one by one verbally on a phone call, if you’re comfortable doing that. But get your script ready. And I don’t mean a script in the specific sense of saying something word for word. I mean, a guideline script. So, get your reasons ready. And this applies whether it’s a verbal conversation or a written communication.

Mark Peacock: [00:38:58] So, the way I would always position a price increase is as follows. We start with an acknowledgement that costs have risen. Now, in the current climate, and I’m sure this is the same in the U.S. as it is in the UK, prices are rising, costs are rising significantly. So, that is to your advantage because businesses, your clients, your customers, are aware that this is a problem at the moment.

Mark Peacock: [00:39:29] So, we can say something like, “As I’m sure you know, costs are rising at the moment and we need to move our business forwards to keep pace with the growth of our business,” or something like that – I didn’t word that very well. But we need to acknowledge upfront that cost is an issue. But once we’ve done that, we then move on to what that means for the customer. So, we only dwell on it very briefly, but then we move on to what does that mean for you. So, we can talk about the proposed price increase at that stage. “So, from next January or next April or next September, the new pricing will look like this, blah, blah, blah.”

Mark Peacock: [00:40:16] And then, it becomes a sales task. A price increase is a sales job in the sense that you have to remind and reinforce and reconvince all of your customers why they should continue to buy from you. So, we remind them of all of our strengths, all of our USP, all of our qualities.

Mark Peacock: [00:40:37] For example, “We are still the number one accountancy in our area. We specialize in providing friendly, easy to understand advice that meets the needs of your kind of business.” Or, “We’re the most creative marketing agency and we’ve won loads of awards and we are delighted to work with X,Y,Z and look forward to coming up with more ideas for you next year.”

Mark Peacock: [00:41:04] So, you’ve got to sell hard on the reasons and the benefits that people chose you in the first place. And update them, if you can, and remind them that that’s why they chose you in the first place. And then, you let them decide. Don’t play the hard sell in terms of where you’ve got to switch to our new pricing from next January. Let them decide. Because they are in control, so let them decide. And give them an out. If they don’t want to carry on, then say that’s fine. You know, “It’s been great working with you, but if you don’t see the value in this, then fine.”

Mark Peacock: [00:41:46] So, I’d be very gentlemanly about it, very professional, and treat people courteously, basically. So, I hope I’ve talked through the key stages there clearly, John. So, acknowledge the reason for the price increase. Costs are rising, explain what impact that is going to mean for the client as quickly as possible. Get it upfront. And then, thirdly, resell benefits as to why they should continue to work with you. Does that make sense?

John Ray: [00:42:18] Yes. Absolutely. Now, one post you made that discussed this, you applauded the idea of, in that first communication, not disclosing what the price increase would be. And I’m sure that’s shocking people to hear that. “You mean I’m going to tell people I’m raising price, but I’m not going to tell them how much? And isn’t the client going to ask me how much?” So, talk through that for us.

Mark Peacock: [00:42:54] Yeah. So, this is an even better price increase strategy. I’ve used it with my clients. And in the LinkedIn post I did, I was referring to my mobile phone provider, Virgin Mobile. And it’s exactly the same approach. And it’s a two stage communication process.

Mark Peacock: [00:43:14] So, stage one is we give all of the explanation and all of the reasons why our prices need to go up. And remind people of all the benefits of why they should continue to work with us. But we don’t tell them what the actual price increase is. All we say is, “We’re going to write to you next month and confirm you new prices for next year.”

Mark Peacock: [00:43:39] So, let’s say we write that first stage communication in October, and then we write the second stage for implementation in January, and then we write a second communication in November, and say, “Dear Mr. Customer. Following our communication last month, we’re pleased to confirm your new prices for next year as follows.” And then, you list them on the page.

Mark Peacock: [00:44:01] And what that does is a number of things. So, it manages expectations because the client now knows, “Okay. I’ve got a price increase coming.” It will flush out some early objectives. So, if you have any people that are particularly unhappy or want more detail, they will get on the phone to you or they will reply via email so you can start to have conversations with them.

Mark Peacock: [00:44:27] But most importantly, by the time they actually receive the price increase letter, which hopefully has some options in, in their mind, they’ll be thinking, “Oh, god. Is John going to push his prices up by – oh, gosh – it could be between ten and twenty percent maybe? I’ve heard of other people doing that in similar areas.” And you come along and it’s only eight percent and they go, “Oh, okay. Well, it’s not so bad then.” They still might quibble at this point. This is real life. This is grown up stuff. They still might argue at that point once they know what the real number is.

Mark Peacock: [00:45:03] But it’s a far better process because you’re being courteous. You’re letting them know where you’re at with your business. You’re also demonstrating courtesy by using this two stage process. And helping them get to grips with their planning, their forecasting, because they’ve got to think about their budget for next year.

Mark Peacock: [00:45:25] So, if they spent $5,000 a month on marketing fees, they need to know it might go up to five-and-a-half thousand. So, let’s shove that in the budget. And then, when the agency comes along and says, “Well, it’s only $5,300.” “Okay. Fine. Well, we’ve made a little saving.”

Mark Peacock: [00:45:43] So, I love that two stage process. Virgin did it to me for my mobile phone. I could see exactly what they were doing. But, of course, by the time the actual price increase came along, it was only an extra $0.93 a month on my mobile plan. I did the same thing for a manufacturing company. They had 300 customers, and it worked really well for them. So, no reason it can’t work for anybody in the professional services industry as well.

John Ray: [00:46:14] Yeah. That’s a really important thing you just mentioned, the psychology of it is that people assume the worst. And the worst is probably always a whole lot higher than what you’ve got in mind as a service provider. So, I love that.

John Ray: [00:46:34] We’re kind of running down on time, but I want to ask you one quick question before we wrap. Back to this business of raising prices every year, so I can hear people saying, “I’m going to be writing letters all year long here if I’m raising prices every year.” Talk about why you think that’s important as opposed to just one big increase every few years.

Mark Peacock: [00:46:59] Okay. So, far better to raise your prices on a regular pattern of frequency. So, do it once a year, every year, even if it’s only a couple of dollars or a couple of percent. And part of the reason for doing that is (A) you get your business into the habit of doing that, but you also train your customers to expect it. Even better, in your standard terms of business, you should have a clause that says, “We will increase our prices every year by an amount linked to inflation,” so they know it’s coming.

Mark Peacock: [00:47:34] So, get into the habit of doing it regularly. Do it the same time every year, whether it’s January, or April, or whatever works for you. And if there is a common habit in your industry, follow that common habit. So, if your industry generally puts prices up in January, do it in January, not in June. Because you’ll stick out like a sore thumb if you do it in June and everybody else is doing it in January.

Mark Peacock: [00:48:02] So, far better that than waiting three years and saying, “Oh. Sorry, guys. Prices are going up by 20 percent next year. We haven’t done it in three years. I hope that’s okay.” Far better, regular, small, frequent changes rather than big changes that are going to disrupt your business cycle. So, that’s my advice on that, John.

John Ray: [00:48:24] Okay. Awesome. Wow. You have shelled out the value today, Mark. And, folks, I think listening to this, you’ve gotten thousands of dollars worth of value here from Mark at no charge. So, thank you for that. But for those that want to dig deeper, learn more about your services that you offer, and maybe ask some questions, can they get in touch? And if so, how can they do that?

Mark Peacock: [00:48:55] Yeah. Of course. So, they can find me on my website which is pricemaker.co.uk. And if you go on there, there’s a pricing challenge and you click on it. It’s a self-assessment and you get a scorecard on your pricing capability. So, fill that in and it will give you loads more value. And you’ll find my contact details on the website as well. So, that’s pricemaker.co.uk.

John Ray: [00:49:21] Terrific. Mark Peacock, folks. Mark, it’s been a pleasure and thank you again for coming on and delivering so much value.

Mark Peacock: [00:49:31] Yeah. It’s been a pleasure, John. I always love talking about pricing, so thank you for inviting me today.

John Ray: [00:49:36] Thank you. And friends, just a reminder, if you’d like to hear more of this series, go to pricevaluejouney.com. And to connect with me directly, just send an email, john@johnray.co. Thank you for joining us.

 

 

About The Price and Value Journey

The title of this show describes the journey all professional services providers are on:  building a services practice by seeking to convince the world of the value we offer, helping clients achieve the outcomes they desire, and trying to do all that at pricing which reflects the value we deliver.

If you feel like you’re working too hard for too little money in your solo or small firm practice, this show is for you. Even if you’re reasonably happy with your practice, you’ll hear ways to improve both your bottom line as well as the mindset you bring to your business.

The show is produced by the North Fulton studio of Business RadioX® and can be found on all the major podcast apps. The complete show archive is here.

John Ray, Host of The Price and Value Journey

John Ray The Price and Value Journey
John Ray, Host of “The Price and Value Journey”

John Ray is the host of The Price and Value Journey.

John owns Ray Business Advisors, a business advisory practice. John’s services include advising solopreneur and small professional services firms on their pricing. John is passionate about the power of pricing for business owners, as changing pricing is the fastest way to change the profitability of a business. His clients are professionals who are selling their “grey matter,” such as attorneys, CPAs, accountants and bookkeepers, consultants, marketing professionals, and other professional services practitioners.

In his other business, John a Studio Owner, Producer, and Show Host with Business RadioX®, and works with business owners who want to do their own podcast. As a veteran B2B services provider, John’s special sauce is coaching B2B professionals to use a podcast to build relationships in a non-salesy way which translate into revenue.

John is the host of North Fulton Business Radio, Minneapolis-St. Paul Business Radio, Nashville Business Radio, Alpharetta Tech Talk, and Business Leaders Radio. house shows that feature a wide range of business leaders and companies. John has hosted and/or produced over 1,100 podcast episodes.

Connect with John Ray:

Website | LinkedIn | Twitter

Business RadioX®:  LinkedIn | Twitter | Facebook | Instagram

Tagged With: increasing prices, John Ray, Mark Peacock, price increase, PriceMaker, PriceMaker Limited, pricing, professional services, professional services providers, solopreneurs, The Price and Value Journey

LIVE from WORKBENCHcon 2022: Anika of Anika’s DIY Life

March 22, 2022 by John Ray

Anika's DIY Life
North Fulton Studio
LIVE from WORKBENCHcon 2022: Anika of Anika's DIY Life
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Anika's DIY Life

LIVE from WORKBENCHcon 2022: Anika of Anika’s DIY Life (Organization Conversation, Episode 8)

Anika had no experience when she picked up a power tool eight years ago to make her daughter some furniture. Anika, owner of Anika’s DIY Life sat down with Richard Grove at WORKBENCHcon 2022 to introduce herself, share how she got into the DIY community,  and more. Organization Conversation is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Anika, Anika’s DIY Life

Anika, Anika’s DIY Life

Anika grew up in India. Growing up, she was always crafty – the handmade card, macrame, embroidery, and a little crafts kind of person. She had ZERO exposure to power tools or DIY – it wasn’t really a thing in India.

Anika came to the United States 18 years ago for grad school. She earned her Ph.D. in Electrical Engineering, got married, and got a job.

Eight years ago, on a quest for some cute furniture for her daughter, Anika stumbled onto the world of DIY blogs! She realized she could do this! She picked up a power drill for the very first time and built her first project.

Connect with Anika: Website | Instagram | Facebook | YouTube

 

 

About Organization Conversation

Organization Conversation features interviews with movers and shakers in storage and organization, from professional organizers to the creative and talented Brand Ambassadors who use Wall Control products every day. You’ll hear tips, tricks and how-tos for storage and organization, as well as receive first access to Wall Control promotions. We talk with our suppliers and partners to give you a look behind the scenes at how we operate, what makes our family-owned and operated brand tick, and some of the fun and interesting insights that go into making our business run. We love our guests, as they are engaging and entertaining with interesting experiences to share. By focusing on those guests and the amazing stories they tell, we hope you will be enriched and find your time listening to the Organization Conversation podcast as time well spent.

Organization Conversation is hosted by Richard Grove, and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, and others.

About Richard Grove

Richard Grove, Host, Organization Conversation

Richard Grove‘s background is in engineering but what he enjoys most is brand building through relationships and creative marketing. Richard began his career with the Department of Defense as an engineer on the C-5 Galaxy Engineering Team based out of Warner Robins. While Richard found this experience both rewarding and fulfilling, he always knew deep down that he wanted to return to the small family business that originally triggered his interest in engineering.

Richard came to work for the family business, Dekalb Tool & Die, in 2008 as a Mechanical Engineer. At the time Wall Control was little more than a small ‘side hustle’ for Dekalb Tool & Die to try to produce some incremental income. There were no “Wall Control” employees, just a small warehouse with a single tool and die maker that would double as an “order fulfillment associate” on the occasion that the original WallControl.com website, which Richard’s grandmother built, pulled in an order.

In 2008, it became apparent that for the family business to survive they were going to have to produce their own branded product at scale to ensure jobs remained in-house and for the business to continue to move forward. Richard then turned his attention from tool and die to Wall Control to attempt this necessary pivot and his story with Wall Control began. Since that time, Richard has led Wall Control to significant growth while navigating two recessions.

Connect with Richard:

Instagram | Twitter | LinkedIn

About Wall Control

The Wall Control story began in 1968 in a small tool & die shop just outside Atlanta, Georgia. The first of three generations began their work in building a family-based US manufacturer with little more than hard work and the American Dream.

Over the past 50+ years, this family business has continued to grow and expand from what was once a small tool & die shop into an award-winning US manufacturer of products ranging from automobile components to satellite panels and now, the best wall-mounted tool storage system available today, Wall Control.

The Wall Control brand launched in 2003 and is a family-owned and operated business that not only produces a high-quality American Made product but sees the entire design, production, and distribution process happen under their own roof in Tucker, Georgia. Under that same roof, three generations of American Manufacturing are still hard at work creating the best tool storage products available today.

Connect with Wall Control:

Company website | Facebook | Instagram

Tagged With: Anika's DIY Life, crafts, DIY, furniture, home improvement, makers, Organization Conversation, power tools, Richard Grove, Wall Control, woodworking, WORKBENCHcon 2022

Jay R. Weiser, Jay Weiser Consulting

March 21, 2022 by John Ray

Jay Weiser Consulting
North Fulton Business Radio
Jay R. Weiser, Jay Weiser Consulting
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Jay Weiser Consulting

Jay R. Weiser, Jay Weiser Consulting (North Fulton Business Radio, Episode 444)

Jay R. Weiser, Principal and Founder at Jay Weiser Consulting, helps his clients thrive in the face of disruption and uncertainty. He and John Ray discussed the need to be prepared and responsive, how his experience informs his approach, his Five Leadership Superpowers™ needed to drive and sustain change, and much more. North Fulton Business Radio is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Jay Weiser Consulting

Choosing the right consultant for your organization is very important. You do not want to just pick anyone.

You want to choose a partner that

  • Puts your organization’s interests first

  • Takes the time to understand the organization and its challenges/opportunities

  • Works collaboratively with leadership to frame and solve its problems

  • Enables the organization to solve today’s AND prepare for tomorrow’s challenges

  • Is enjoyable to work with and sits alongside, not across from, you

That is a tall order, but you deserve nothing less. That is how Jay works.

Jay Weiser Consulting is right for you if you want a:

Catalyst – Who challenges the status quo, increases awareness, creates urgency, drives decision-making, and mobilizes the organization.

Challenger – Who asks tough questions, stretches the team’s thinking, helps them see and think differently, and brings in new perspectives.

Integrator – Who helps synthesize information from inside and outside the company, converts it into actionable insights to inform and drive decision-making.

Guide and Navigator – Who, with leadership, determines where to go, charts the course, prepares for the journey, and foresees and manages risks on the way.

and a Force Multiplier – Who amplifies and extends leaders’ efforts and impact, ensures focus on the most important and accelerates the time to results.

Faced with disruptions and uncertainty, leaders must make a choice.

Do they want to be CAPTIVES, victims of circumstances and at the mercy of others, OR CAPTAINS, leaders prepared to take charge, enable the organization, and confidently and successfully steer it to its destination? Ready to be a captain? If so, talk with Jay now.

Company website | LinkedIn | Twitter | YouTube | Facebook

Jay R. Weiser, Principal and Founder, Jay Weiser Consulting

Jay R. Weiser, Principal and Founder, Jay Weiser Consulting

Jay Weiser is the Principal and Founder of Jay Weiser Consulting. His practice is dedicated to enabling leadership teams and their organizations and individual leaders to not only survive but thrive in the face of disruptiveness and uncertainty. Leaders need a new set of capabilities to succeed in this turbulent environment.

Jay developed a leadership capability framework, THE FIVE LEADERSHIP SUPERPOWERS™ to address this very need. Through his advisory services, educational offerings, and speaking, he helps them build, apply, and sustain these SUPERPOWERS. By doing so, clients improve their overall preparedness and readiness, dampen downside risk from disruptions and uncertainty, recover and rebound faster, and pounce on opportunities faster amplifying their returns and value delivered to stakeholders.

Jay has a passion for helping clients sustainably create value at the intersections of strategy, organization (and leadership) and operations, no matter the context. He is an integrative thinker and continuous learner fueled by an insatiable curiosity to find the right, best way to do this for his clients. Knowing one size does not fit all and that there are no silver bullets, he guides clients in developing, implementing, and sustaining fit-for-purpose and -the future solutions that deliver results.

Jay has over 3 decades of experience advising executives across multiple industries and in a wide variety of environments. He clients and employers span from the middle market to Fortune/Forbes 500 organizations including recognizable names like Accenture, Autotrader (Cox Auto), Bristol Myers Squibb, Fulton County Schools, JP Morgan Chase, to Tiffany and Publix. Jay has been interviewed for Fortune.com and several podcasts. He has had articles published by Harvard Business School Press and other publications. He frequently shares his thought leadership via LinkedIn posts and on his site.

He has an undergraduate business degree from The Wharton School (UPenn) and his MBA from Goizueta Business School (Emory). He lives happily with his wife of 32 years, an educator, in Alpharetta, GA.

LinkedIn

Questions and Topics in this Interview:

  • Likelihood and sources of continuing disruption and uncertainty
  • Weaknesses that disruption and uncertainty have exposed.
  • Why new leadership capabilities are needed
  • New leadership capability model – The Five Leadership Superpowers(TM)
  • Ask about each of the five Superpowers and how they work
  • Assessing the Superpowers in your organization
  • How Jay Weiser Consulting can help

North Fulton Business Radio is hosted by John Ray and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, Stitcher, TuneIn, and others.

RenasantBank

 

Renasant Bank has humble roots, starting in 1904 as a $100,000 bank in a Lee County, Mississippi, bakery. Since then, Renasant has grown to become one of the Southeast’s strongest financial institutions with over $13 billion in assets and more than 190 banking, lending, wealth management and financial services offices in Mississippi, Alabama, Tennessee, Georgia and Florida. All of Renasant’s success stems from each of their banker’s commitment to investing in their communities as a way of better understanding the people they serve. At Renasant Bank, they understand you because they work and live alongside you every day.

 

Special thanks to A&S Culinary Concepts for their support of this edition of North Fulton Business Radio. A&S Culinary Concepts, based in Johns Creek, is an award-winning culinary studio, celebrated for corporate catering, corporate team building, Big Green Egg Boot Camps, and private group events. They also provide oven-ready, cooked from scratch meals to go they call “Let Us Cook for You.” To see their menus and events, go to their website or call 678-336-9196.

Tagged With: Disruption, Jay R. Weiser, Jay Weiser Consulting, Leadership, Leadership consulting, North Fulton Business Radio, renasant bank, risk, uncertainty

Donald Simon, Simon Financial Company

March 21, 2022 by John Ray

Simon Financial Company
North Fulton Business Radio
Donald Simon, Simon Financial Company
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Simon Financial Company

Donald Simon, Simon Financial Company (North Fulton Business Radio, Episode 443)

Donald Simon, the owner of Simon Financial Company, presented many of the issues which arise in buy-sell agreements and how he serves clients by providing financial planning and insurance to protect business owners. He joined host John Ray to discuss why many buy-sell agreements are not written properly and do not account for potential risks, his solutions for being prepared, pre-funding for retirement, and much more. North Fulton Business Radio is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Simon Financial Company

Simon Financial Company was founded by Donald J. Simon in 1983. Don loves helping business owners increase the value of their company using unique, time-tested methods.

Simon Financial Company provides to a diverse mix of 350+ business owners and nonprofits Talent Retention Plans, Business Succession Planning and Estate Planning.

Simon Financial Company’s clients include a very diverse mix of individuals, companies (blue-collar to high tech), professionals, and non-profit organizations.

Company website

Donald Simon, Owner, Simon Financial Company

Donald Simon, Owner, Simon Financial Company

Donald Simon is a Certified Financial Planner, a Chartered Financial Consultant.

Don has been the owner of Simon Financial Company since 1981 and has helped over 350 businesses of virtually all types.

Don is a Certified Financial Planner (CFP) with the College for Financial Planning, Washington DC and Denver, CO.  Don is also a Chartered Financial Consultant (ChFC) and Chartered Life Underwriter (CLU) through The American College, King of Prussia, Pennsylvania.  He is also a Life Underwriter Training Council Fellow (LUTCF) through the National Association for Financial Advisors (NAIFA) Falls Church, VA. and is also a member of NAIFA. This knowledge coupled with his many years of experience is an important commitment to advise each client properly.

He has a B.A. in Business Administration from Oglethorpe University, Atlanta Georgia.  He is a Member of the Marietta Business Association (MBA) and is the author of The Zen of Personal Finance.

LinkedIn

Questions and Topics in this Interview:

  • What are the elements of a business succession plan?
  • Why do most buy-sell agreements end up failing?
  • Why do most companies have a business valuation that ends up in court?
  • Why is funding for buy-sell agreements often a cause of failure?
  • What can a company do now to remedy these problems?
  • How expensive is it to fix these problems?

North Fulton Business Radio is hosted by John Ray and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, Stitcher, TuneIn, and others.

RenasantBank

 

Renasant Bank has humble roots, starting in 1904 as a $100,000 bank in a Lee County, Mississippi, bakery. Since then, Renasant has grown to become one of the Southeast’s strongest financial institutions with over $13 billion in assets and more than 190 banking, lending, wealth management and financial services offices in Mississippi, Alabama, Tennessee, Georgia and Florida. All of Renasant’s success stems from each of their banker’s commitment to investing in their communities as a way of better understanding the people they serve. At Renasant Bank, they understand you because they work and live alongside you every day.

 

Special thanks to A&S Culinary Concepts for their support of this edition of North Fulton Business Radio. A&S Culinary Concepts, based in Johns Creek, is an award-winning culinary studio, celebrated for corporate catering, corporate team building, Big Green Egg Boot Camps, and private group events. They also provide oven-ready, cooked from scratch meals to go they call “Let Us Cook for You.” To see their menus and events, go to their website or call 678-336-9196.

Tagged With: business succession planning, business valuation, buy-sell agreements, Don Simon, North Fulton Business Radio, renasant bank, Simon Financial Company

How to Get Great Referrals

March 21, 2022 by John Ray

How to Get Great Referrals
North Fulton Studio
How to Get Great Referrals
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

How to Get Great Referrals

How to Get Great Referrals

For us as professional services providers, the answer to the question of how to get great referrals lies in the clients we already have. The Price and Value Journey is presented by John Ray and produced by the North Fulton studio of Business RadioX®.

TRANSCRIPT

John Ray: [00:00:00] Hello. I’m John Ray on The Price and Value Journey. How do you get great referrals? I don’t mean referrals which are average or marginal. I mean referrals to clients who are the best fit for your practice.

John Ray: [00:00:17] For professional services providers, there’s a simple answer. The answer starts with the clients you take on, to begin with. You only accept clients who are the best fit for you and your practice. Best fit clients are those clients whom you deliver stellar results for, who see the value in what you deliver, the transformation that you give them. They’re happy to pay for that value and they’re clients you enjoy working with.

John Ray: [00:00:47] Great clients know other great clients for you. And your best clients want you to succeed. And they’ll go out of their way to refer that kind of business to you. They do this in part because they feel invested in you. That’s the way great clients react to their services providers whose work they value. That’s part of what makes them great.

John Ray: [00:01:13] Your best fit clients are invariably grateful. They appreciate you and the substantial and positive changes you’ve brought about for them. It might even be years after the engagement, but your best fit clients still refer other superb clients to you because they’re still basking in the glow of the work you did, and they remember.

John Ray: [00:01:37] Now, conversely, how do you get poor quality referrals? Well, you guessed it, if you compromise or stretch and you accept clients who aren’t the best fit, then guess what profile of client they’ll send your way. A client that looks just like them. A client who is not an ideal fit for your practice.

John Ray: [00:02:02] Roses prefer roses and thorns refer thorns. That’s another reason why it’s vital that you take good care in the clients you take on. Focus on clients who are the best fit. Who you can do a great job for, who willingly write checks which are commensurate with the value that you deliver, and who you enjoy working with.

John Ray: [00:02:27] I’m John Ray on The Price and Value Journey. I’m honored that you’d spend time listening to this episode. If you’d like to hear more of the series, you can find it at pricevaluejourney.com. If you’d like to connect with me directly, you can email me, john@johnray.co. Thank you for joining me.

 

 

About The Price and Value Journey

The title of this show describes the journey all professional services providers are on:  building a services practice by seeking to convince the world of the value we offer, helping clients achieve the outcomes they desire and trying to do all that at pricing which reflects the value we deliver.

If you feel like you’re working too hard for too little money in your solo or small firm practice, this show is for you. Even if you’re reasonably happy with your practice, you’ll hear ways to improve both your bottom line as well as the mindset you bring to your business.

The show is produced by the North Fulton studio of Business RadioX® and can be found on all the major podcast apps. The complete show archive is here.

John Ray, Host of The Price and Value Journey

John Ray The Price and Value Journey
John Ray, Host of “The Price and Value Journey”

John Ray is the host of The Price and Value Journey.

John owns Ray Business Advisors, a business advisory practice. John’s services include advising solopreneur and small professional services firms on their pricing. John is passionate about the power of pricing for business owners, as changing pricing is the fastest way to change the profitability of a business. His clients are professionals who are selling their “grey matter,” such as attorneys, CPAs, accountants and bookkeepers, consultants, marketing professionals, and other professional services practitioners.

In his other business, John is a Studio Owner, Producer, and Show Host with Business RadioX®, and works with business owners who want to do their own podcast. As a veteran B2B services provider, John’s special sauce is coaching B2B professionals to use a podcast to build relationships in a non-salesy way which translate into revenue.

John is the host of North Fulton Business Radio, Minneapolis-St. Paul Business Radio, Nashville Business Radio, Alpharetta Tech Talk, and Business Leaders Radio. house shows which feature a wide range of business leaders and companies. John has hosted and/or produced over 1,100 podcast episodes.

Connect with John Ray:

Website | LinkedIn | Twitter

Business RadioX®:  LinkedIn | Twitter | Facebook | Instagram

Tagged With: clients, generating referrals, John Ray, Price and Value Journey, pricing, professional services, professional services providers, referrals, solopreneurs, The Price and Value Journey, value

  • « Previous Page
  • 1
  • …
  • 145
  • 146
  • 147
  • 148
  • 149
  • …
  • 276
  • Next Page »

Business RadioX ® Network


 

Our Most Recent Episode

CONNECT WITH US

  • Email
  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

Our Mission

We help local business leaders get the word out about the important work they’re doing to serve their market, their community, and their profession.

We support and celebrate business by sharing positive business stories that traditional media ignores. Some media leans left. Some media leans right. We lean business.

Sponsor a Show

Build Relationships and Grow Your Business. Click here for more details.

Partner With Us

Discover More Here

Terms and Conditions
Privacy Policy

Connect with us

Want to keep up with the latest in pro-business news across the network? Follow us on social media for the latest stories!
  • Email
  • Facebook
  • Google+
  • LinkedIn
  • Twitter
  • YouTube

Business RadioX® Headquarters
1000 Abernathy Rd. NE
Building 400, Suite L-10
Sandy Springs, GA 30328

© 2025 Business RadioX ® · Rainmaker Platform

BRXStudioCoversLA

Wait! Don’t Miss an Episode of LA Business Radio

BRXStudioCoversDENVER

Wait! Don’t Miss an Episode of Denver Business Radio

BRXStudioCoversPENSACOLA

Wait! Don’t Miss an Episode of Pensacola Business Radio

BRXStudioCoversBIRMINGHAM

Wait! Don’t Miss an Episode of Birmingham Business Radio

BRXStudioCoversTALLAHASSEE

Wait! Don’t Miss an Episode of Tallahassee Business Radio

BRXStudioCoversRALEIGH

Wait! Don’t Miss an Episode of Raleigh Business Radio

BRXStudioCoversRICHMONDNoWhite

Wait! Don’t Miss an Episode of Richmond Business Radio

BRXStudioCoversNASHVILLENoWhite

Wait! Don’t Miss an Episode of Nashville Business Radio

BRXStudioCoversDETROIT

Wait! Don’t Miss an Episode of Detroit Business Radio

BRXStudioCoversSTLOUIS

Wait! Don’t Miss an Episode of St. Louis Business Radio

BRXStudioCoversCOLUMBUS-small

Wait! Don’t Miss an Episode of Columbus Business Radio

Coachthecoach-08-08

Wait! Don’t Miss an Episode of Coach the Coach

BRXStudioCoversBAYAREA

Wait! Don’t Miss an Episode of Bay Area Business Radio

BRXStudioCoversCHICAGO

Wait! Don’t Miss an Episode of Chicago Business Radio

Wait! Don’t Miss an Episode of Atlanta Business Radio