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Decision Vision Episode 147:  Should I License My Intellectual Property? – An Interview with Andrew Innes, Anomia Press

December 16, 2021 by John Ray

Anomia Press
Decision Vision
Decision Vision Episode 147:  Should I License My Intellectual Property? - An Interview with Andrew Innes, Anomia Press
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Anomia Press

Decision Vision Episode 147:  Should I License My Intellectual Property? – An Interview with Andrew Innes, Anomia Press

Is licensing intellectual property “easy money” or is there more to it than that? How do you go about getting IP licensed? Andrew Innes, designer of the game ANOMIA and CEO of Anomia Press, joined host Mike Blake to discuss his journey to licensing his games, how and why one might decide to license, marketing and distribution, and much more. Decision Vision is presented by Brady Ware & Company.

Anomia Press

Anomia Press publishes the award-winning and highly-addictive card games Anomia and Duple which have sold over a million copies and have been translated into more than 15 languages around the world.

Company website | Facebook | Twitter

Andrew Innes, CEO & Founder, Anomia Press

Anomia Press
Andrew Innes, CEO & Founder, Anomia Press

Andrew started Anomia Press in May of 2009. However, a lot happened before that.

When he was 12 years old, Andrew came up with an idea for a game.  Mostly, the concept just rattled around in his head, nagging at him for years and years. Many years later, in his early 30’s, he decided to finally try and make a prototype of my idea. Five prototypes and many, many play-testing sessions later (not to mention a full-time job, a wedding, a baby, a move from Brooklyn to Boston, and another baby) Andrew realized his game, ANOMIA, was finally done.

In the spring of 2009, Andrew started Anomia Press and set out to raise enough money to pay for the first printing of ANOMIA. By the end of July 2009, he had pre-sold over 500 copies of ANOMIA and had succeeded in raising all the money needed to go into production.  The games arrived in mid-November and all 500+ copies were shipped out just in time for the Thanksgiving holidays. Word spread quickly, and Andrew sold an additional 500 copies between Thanksgiving and Christmas.

The momentum continued and by the end of 2010, ANOMIA had sold over 25,000 copies, won some major toy industry awards, and had been picked up by hundreds of stores across the United States, Canada, and Australia.

In December 2010, Andrew’s wife, Jody Burr, came on board to help with both marketing and design, not to mention Quickbooks. They have subjected their kids (and their friends) to tons of play-testing sessions, truly making Anomia Press a family business.

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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 and broadcast by the North Fulton studio of Business RadioX®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

TRANSCRIPT

Intro: [00:00:02] 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: [00:00:22] 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 and Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia. My practice specializes in providing fact-based strategic risk management advice to clients that are buying, selling, or growing the value of companies and their intellectual property. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols.

Mike Blake: [00:01:14] 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 A Group That Doesn’t Suck. So, please join that as well so that if you would like to engage with me, that’s your opportunity to do so. 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: [00:01:45] Today’s topic is, Should I license my intellectual property? And, as I look back on the history of this program and we’re now recording show number 140 something, I’m stunned that we have not covered this topic.

Mike Blake: [00:01:59] Intellectual property is such an important facet of our economy. There’s data that suggests that the value of our economy as a whole may be 90% to 95% comprised of intellectual property, certainly intangible assets. And, you know, conversely, the world in which I, at least partially, live, accounting does a terrible job of measuring the value of intellectual property gap. It’s just bad at measuring the value of intangible assets, intellectual property, which is why I so-called value investors, such as Warren Buffett, have not really done all that well the last few years because so much value just doesn’t fall into that bucket anymore.

Mike Blake: [00:01:59] And according to IBISWorld, intellectual property licensing is a 54-billion dollar industry in the United States, and this is a recent data point. This is actually as of their October 2021 report. Interestingly, the biggest player in this market is Disney. And, the most actively licensed form of intellectual property franchises at 39.8% of the market. But that doesn’t mean there isn’t a whole lot of active intellectual property licensing elsewhere.

Mike Blake: [00:03:25] And, here to join us to discuss this topic is Andrew Innes, who is a tabletop game designer based in my hometown of Boston, Massachusetts. He came up with the idea for his first game when he was 12 years old. Anomia Press, his company, publishes the award-winning and highly addictive card games, Anomia and Duple, which have sold over a million copies and have been translated into 15 languages around the world.

Mike Blake: [00:03:54] Now, I’m going to struggle very hard to maintain some sort of focus on this episode because I’m a gamer myself. I love games. I played Dungeons & Dragons with people last night, and I just freely admit that the nerd shall inherit the Earth. So, I love this. But I promise we’ll get around to a business topic at some point during this podcast.

Mike Blake: [00:04:15] Andrew, welcome to the Decision Vision podcast.

Andrew Innes: [00:04:19] Thank you, Mike. Thanks for having me. Pleasure to be here.

Mike Blake: [00:04:23] So, let’s start. When we talk about an intellectual property license, what does that mean to you? How would you define that?

Andrew Innes: [00:04:36] Well, I guess, you know, it can mean a lot of things, I suppose. I mean, in my case, it means that, you know, I came up with this idea for a game and initially I self-published it and was manufacturing it and distributing it myself. And then, after a while, you know, meanwhile, I was, you know, still had a full-time job and had two young kids and, you know, busy life.

Andrew Innes: [00:05:08] When I got an offer to license Anomia, it sort of came at a time where I was, you know, struggling to deal with the growth of Anomia Press and also faced with the issue of managing, you know, selling to retailers and trying to get paid by them and managing to have enough money to make my next batch of games and, you know, we grew kind of fast, so it was a little bit painful. And, you know, I had to borrow some money, et cetera.

Andrew Innes: [00:05:08] So, you know, in that moment, for me, licensing was a nice option because it took away a lot of the problems I had, which were, like, how to deal with the growth, how to deal with, you know, selling to retailers and maintain my career at the time and not just be like an insane person.

Andrew Innes: [00:06:04] So, you know, I guess in a nutshell, licensing means like, you know, taking – you know, putting some value on an idea you have typically in some kind of tangible form, like – and like in the form, in this case, of a game and then giving the rights to somebody else, another company to manufacture and distribute that.

Mike Blake: [00:06:27] Now, I think this is a commonly held perception of licensing IP that it’s so-called mailbox money, where you sign a licensing deal, somebody else does all the work. You put your feet up. You binge-watch Game of Thrones for the third time or something and you wait for the checks to roll in. Is that what happened to you or did you sign a couple of licensing deals and you’re just sort of living the good life and don’t have to work anymore? How does that work?

Andrew Innes: [00:06:53] Well, I did binge-watch Game of Thrones, so maybe. I don’t know. I mean, you know, your mileage may vary, I guess is the best way to put it. Like, Anomia has been very successful. And, you know, I think our situation may not be, you know, anybody else’s situation. It’s always going to vary, you know.

Andrew Innes: [00:07:26] So, I mean, on one hand, like the reason that I chose to license was, like I said, I was juggling a lot of stuff, young kids, another career, and I was sort of thinking like, well, what do I – you know, this is something I say to people when they’re considering this, I’m like, “What? You know, what do you want to do with your time? Like, what do you want to be spending your time on?” And for me, it was – I had this vision for Anomia. I wanted to see it grow to multiple products, the multiproduct line. And, I, you know, at the time, I was still, you know, focused on my other career. I mean, I’ve since left that career and I’m focused on this stuff full time.

Andrew Innes: [00:08:08] So, licensing for me in large part was about, like, making a decision about how I wanted to spend my days and what I wanted to do was grow the product line, and what I didn’t want to do was chase down 25 retailers who were past due.

Andrew Innes: [00:08:30] And, you know, also, a big, big part of this was my partner, my licensing partner. You know, they had a great distribution network, way bigger than what I had, and they had relationships with large chain stores and big box stores and the mid-tier stores and all the mom-and-pop shops. And so immediately, you know, I had already been working with them. They had been a distributor for me, you know, for I don’t know how long, maybe six to eight months or something like that. And then, they approached me with an offer to license. So I, you know, had an existing relationship with them.

Mike Blake: [00:09:14] But, yeah, so it was all about what I wanted to spend my time doing. I mean, if you want to, like, grow your business from the ground up and retain full control of everything, then you know, licensing may not be for you. If you want to take advantage of another business’s distribution network or other, you know, depending on what your product is, or, then it might make sense to consider licensing.

Mike Blake: [00:09:42] Now, I’m curious, you said when you licensed it first, you had another job. I’m curious what that was. You know, it’s well – if you’re in the roleplaying gaming community, for example, Gary Gygax, one of the founders of Dungeons & Dragons, was an insurance salesman until they got for enough for him. What was your primary hustle before you moved into gaming?

Andrew Innes: [00:10:06] Sure. So, well, at the time, my last full-time job was with the Harvard Business Review, and I did product development for them, mostly in the digital space. So, I did like app development and some mobile web development, mostly like as a sort of product manager and project and product manager type role. So, basically finding ways to take their content and then repackage it, repurpose it in a digital context.

Andrew Innes: [00:10:43] I mean, I started there right around the time the first iPhones were coming out. So, you know, we were getting into that. And prior to that, I had worked in publishing. I worked for a company called Source Media, which was a financial publisher in Manhattan. And, you know, I started there actually in print production, and that was kind of awesome because those skills were really helpful and I was first prototyping Anomia, like knowing my way around the desktop publishing software.

Andrew Innes: [00:11:16] But after a few years there, I worked there for about 10 years, and so I worked in print production like putting out a daily newspaper for a few years. And then, I moved over to their web group and I was editing, you know, an editor on the website. And then, I became a product manager there for one of their main websites. And then, over time, I took on. I think I had about five websites that were, you know, two daily papers, two monthly magazines, and, like, a weekly newspaper as well.

Andrew Innes: [00:11:47] So, just doing, basically, you know, interfacing between tech development, editorial, advertising, marketing, customer service and sort of, you know, helping all of those different parts of the business interact with and improve the website and things like that.

Mike Blake: [00:12:09] So, of the two games you have licensed, which is the one you developed first? Was it Anomia?

Andrew Innes: [00:12:15] Yeah. So, Anomia, and there’s four currently in the market. There’s four versions of Anomia app, but the original game was a small blue box with two decks, and that was the first one.

Mike Blake: [00:12:27] So, when you develop that, how did you – how developed was that game when you started to approach potential licensees? You must have had, I guess, at least a basic prototype. Was it highly polished? Was it kind of a rough prototype just to let people know generally where you were headed? How far did you have to have that product developed before you felt like you could take it to licensees and be taken seriously?

Andrew Innes: [00:12:55] Well, I mean, in my case, I actually had a product. You know Anomia was in the market. So, I had worked on it for a number of years refining it. Then, I sort of did my own version of – this was maybe, you know, right around the same time Kickstarter was beginning. But I did my own Kickstarter where I, you know, my own version of it. Like, I spammed everybody I knew and asked them to pre-purchase copies of the game, and I raised enough money to print my first print run. And then, I, you know, was able to fulfill, you know, all the orders for the people who had pre-purchase copies, and then I, you know, sold a bunch more right after that.

Andrew Innes: [00:13:39] But so, yeah, and then I started the sort of slow process of getting it out into stores and getting it, you know, learning more about the toy industry. But basically, you know, I had been sitting on this idea for so long. Like, I literally – I had had the idea for, you know, Anomia when I was a kid and then I kind of sat on the idea. I kept coming back to it over the years and then finally, I was like, “Maybe, maybe I should prototype this.” And so, I did. I started playing with friends and then I kind of playtested it for three or four years with a lot of different people and refined it further.

Andrew Innes: [00:14:13] And then, at a certain point, I was like, “Okay, it’s done. I don’t need to do anymore. Like, now what?” And so, the first thing was to just – I didn’t want to license it right away. I wanted to bring it to market first and see what happened and then go from there.

Andrew Innes: [00:14:28] So basically, I had a product in the market, you know, and it was selling well. Like, I mean, you know, we sold a thousand games our first year, but really, that was like the last two months of the first year. And then, we sold like 20 something thousand games the following year. And it was in that year that we were approached by another company saying like, “Hey, would you consider licensing this to us?”

Andrew Innes: [00:14:57] So, now there’s up and downsides to that approach. Like, one is if you’ve got an idea I mean, it’s very common in the toy industry and the tabletop game industry for an inventor to come up with an idea, make a rough prototype. It doesn’t need to have any, you know, like, fancy design or anything. It’ll be super basic, but enough so that you can show how does the game play, what are the components of the game, et cetera.

Andrew Innes: [00:15:28] And then, like, you know, part of what happens, say, at an industry event like Toy Fair, which is our big international trade event in February in New York City, where, you know, designer, game designers come and they booked meetings with different companies and they go around and they pitch their ideas to companies and people say, “Oh yeah, that looks cool. I’ll want to license that for you,” or “No, we’re going to pass on. That doesn’t really fit our product line or whatever.”

Andrew Innes: [00:15:56] So, I mean, I had actually gone to Toy Fair many times with my prototype in my bag, never showed it to anyone because I was terrified somebody would, like, steal my idea, you know.

Mike Blake: [00:16:06] Really?

Andrew Innes: [00:16:12] So, you know, so the upside of bringing your product to market first is that if you have some success, then when you’re, you know, negotiating your licensing deal, you often can get a better percentage for your royalties. If you have an –

Mike Blake: [00:16:32] I think that’s right.

Andrew Innes: [00:16:32] If you have an unproven product, like, you just have this cool idea and people like the idea, but they have no idea how it does in the market, you know, you’re going to get probably more of the standard licensing, like what’s standard for whatever industry you’re in, so.

Mike Blake: [00:16:47] If you even get that. I think that’s a really important point because –

Andrew Innes: [00:16:52] And, if you’re getting it at that rate.

Mike Blake: [00:16:53] The licensing – the most successful licensed stores I have met and worked with are ones that did bring their inventions to the market first in some fashion, proved market traction, right, proved that they could. Maybe they didn’t want you, right, but at least you theoretically could bring it to the market on your own. And that gives you a lot of leverage because you don’t have to just sort of take whatever a licensee is willing to pay. You do have at least the option. Even if in the back of your mind you’re saying, “God, I hope they take this deal because I don’t want to do this anymore.” Right?

Andrew Innes: [00:17:32] Right, right.

Mike Blake: [00:17:32] If you’re at least a modicum of a decent poker player and you cannot show that in the negotiation, then you do have this fallback position. “Okay. If you don’t like it, I’ll just keep selling it,” right, and you’ll just keep losing out on the income.

Mike Blake: [00:17:47] And so, as opposed to what I think many inventors and property, intellectual property developers romanticize about that you can put an idea down on a piece of paper, maybe even get something patented, trademarked, copyrighted, or whatever, there’s some sort of protection of something there. There’s a hope that, “Hey, if I just go to a deep-pocketed entity with a big idea, they’re just going to license it.” I think that is very much the exception rather than the rule at any price.

Andrew Innes: [00:18:22] Yeah. And, also, you know, licensing comes with some other challenges. Like, you know, when I was not licensing, you know, when it was all under my control, you know, for better or worse than I was, you know, [inaudible] the buck stopped with me and also any kind of marketing. Like, you know, I had more flexibility around marketing or where I could sell, et cetera.

Andrew Innes: [00:18:47] And now, I mean, I feel lucky with my current partner because I’ve actually maintained a lot of control over, you know, creative control over packaging, and also I do all the marketing. Like, they’re happy – you know, they’re super happy to be like the awesome distribution channel that they are and distributor, and, like, that’s what they do. They’re great at it and, like – and so I’ve, you know, over the years taken on more of a marketing role. And, basically what I do now is product development and marketing. So, I’m – and you may or may not be able to do that depending on your relationship with your license or, you know, or your licensee.

Andrew Innes: [00:19:36] So, you know, also going into it with them, I had to be really clear in my head. Like, they weren’t going to market it. You know, that’s not their job. They’re not marketing to consumers. They sell to stores, you know. They don’t sell to consumers.

Andrew Innes: [00:19:50] So, you know, when I talk to other people, I often consult with people in the game space because, you know, some friend of a friend, it’s like, “Oh, my friend made a game. Like, what should they do next?” And so, I often will meet with folks like that.

Andrew Innes: [00:20:06] And, you know, I’m always upfront about that. Like, you know, if you license your game to another company, depending on the company and their approach, you know, some game companies do market to consumers. They do have a social media presence. They do this and they do that, but some don’t. And so, you have to consider, and also know that, like, you know, my licensee, they have – they distribute, you know, for Hasbro and for Mattel. Like, my product is like one of thousands, you know. It’s one of thousands of other products and, you know, they love the game and all that. But, like, I’m not – you know, you got to go into it with your eyes open. Like, often if a larger company is taking on your product, they have other considerations. Like, they’re going to consider your product but it’s one small piece of their business, and it’s not going to get the personal attention that you may feel it needs. And so, you really need to make sure that you can deal with that or – and maybe you can deal with that by being a marketing voice for your product, you know.

Andrew Innes: [00:21:10] Like, I go to conventions. I, you know, exhibit at conventions and I’m sitting there demoing games all day, you know, to thousands of people. And, you know, I’ve got an email list I’m promoting too and websites and running contests on my website, et cetera. Like, I’m doing all of that stuff, you know, because no one else is going to do it, so.

Mike Blake: [00:21:31] And, you know, that’s exactly a point I wanted to kind of tease out of you in this conversation in that, again, I think there’s a widely held view that if you license your IP, you sign a license, you start watching TV and just let the royalty checks roll in. But the reality is that, you know, I think if you want to maximize your revenue or come close to maximizing your income from that relationship, you’ve got to help now your licensee be successful. You have to –

Andrew Innes: [00:22:04] Right.

Mike Blake: [00:22:04] You should – you need to, in some, if what you’re good at is marketing, you need to be out there and market it. Right? If you have – if you’re kind of an influencer, then you need to influence, right, whatever it is.

Andrew Innes: [00:22:15] Whatever you can do. Yeah. I mean, again, it’s going to vary from situation to situation and what your industry is, what your licensor is or what your licensee is, you know, interested in you doing.

Andrew Innes: [00:22:27] Some – you know, it’s pretty frequent that like a game designer, my license to a company and then the company doesn’t really want to deal with them. You know, they don’t – they don’t want to – they don’t want to deal with, you know, listening to all of your ideas about, you know, [inaudible] to do, so.

Mike Blake: [00:22:48] Inventors can be very hard to listen to because it’s their baby and –

Andrew Innes: [00:22:54] Yeah. They’re excited about their idea and they think it’s the best thing ever.

Mike Blake: [00:22:57] And, now they’ve been validated with one licensing agreement, and it can –

Andrew Innes: [00:23:01] Right.

Mike Blake: [00:23:02] It can be easy to fall into the trap then because you have that one agreement, you now think you have 38 other awesome ideas that everybody can be a fool not to listen to.

Andrew Innes: [00:23:10] Right. Exactly. Yeah, yeah.

Mike Blake: [00:23:14] And so, the point is, you know, you still have a business. The business model may be different, but you do still have a business when you’re licensing your IP.

Andrew Innes: [00:23:26] Yeah. I mean, it’s different in terms of the day-to-day. Like, you don’t – it’s not the same where I was, you know, shipping games and chasing down people for payment and, you know, trying to do this and trying to do that. Like, it’s a very different kind of business, you know.

Mike Blake: [00:23:46] When you started – when you took your game to market and they started appearing on retail shelves, were you hoping, were you positioning yourself in such a way that you are hoping to attract a licensee, or did that relationship kind of happen serendipitously?

Andrew Innes: [00:24:07] No, that was serendipitous. Like, I was distributing myself in the United States. I had been approached by a distributor in Canada and then I had been approached by a distributor in Australia. So, I had sort of set up – you know, I was taking care of the U.S., and then I was working with this Canadian distributor and an Australian distributor. And then – I mean, when I set out with Anomia like I didn’t, I didn’t – I think my vision was more about like, “Oh, I’ll sell a lot on Amazon and I’ll get it into some stores.” And, I didn’t really know what, you know – I didn’t know a ton about the toy industry. I didn’t – you know, there was a lot I didn’t know. So, I didn’t really have any sense of – I mean, I say it’s like after, you know, my first [inaudible] I did 2500 units and, you know, I pre-sold 500 of those, as you know, for the people who helped support that, that first printing. And then, those came – those went out right around, actually just this time in it was November 2009. And then, I sold another 500 copies, like, between November and December because of the holidays. Like, people were into the game. And, you know, some people [inaudible] for gifts and stuff.

Andrew Innes: [00:25:30] And then, in January of 2010, I had 1500 games left and they were sitting in my attic, and just above my – right above my bedroom. And, I was always worried, you know, they’d come crashing through the floor and kill me in my sleep. And, I was like, “What am I going to do with all of these games? I have so many games in my attic and I have no idea how to sell all of them. Am I going to sell them one by one? Am I going to sell them to a store?” I think I had gotten it into about three stores.

Andrew Innes: [00:26:08] And, yeah, so, I really didn’t know what I was going to do. Like, that was the next big problem. The first big thing was just getting the game made, you know. And then, the second big problem was, “All right. I made my game. Like, what do I do now?” And, I mean, I knew that I had wanted to just produce it myself initially before trying to license it.

Andrew Innes: [00:26:38] So, that’s where I was, you know, sitting there in January, going and scratching my head, trying to figure out what was next. So, I didn’t have a big vision for it and certainly not like the vision I have for it now.

Mike Blake: [00:26:52] So, what did that conversation look like? When ultimately some licensees approached you, what kind of questions did they ask? What kind of due diligence did they go through with you?

Andrew Innes: [00:27:06] I mean, they wanted to – they – I mean, they love the game, so they knew the product already and they saw, you know, they saw an opportunity there, and they asked me. You know, I had to provide them with details about, like, what I had sold, you know, basically how much I had sold over that time period.

Andrew Innes: [00:27:31] So, I think that was probably the bulk of their, you know, what they were – what they wanted to know. They wanted to know, you know, like, how many units I sold and where had I sold them and where was I getting it printed and that kind of thing. And, yeah, so those are the kinds of questions. I mean, it was a long time ago now, so.

Mike Blake: [00:27:56] Did it take – was it your impression – I mean, how quickly did those deals come together? Do you have – do you remember?

Andrew Innes: [00:28:04] I mean, pretty quickly. I think, you know, we went back and forth for a few months, like, you know, redlining the agreement. And, I worked with a lawyer and, you know, just trying to make sure that we are – you know, everything was covered on our end and that we got the percentage that we wanted, et cetera, so.

Mike Blake: [00:28:25] In those conversations, did it ever – did the topic ever come up of potentially simply selling your IP outright?

Andrew Innes: [00:28:36] No, no, not to my recollection. I mean, it’s something I think about now, but again, like, I have this vision for what I want the line to be. And so, I’m kind of working towards realizing that. And, I kind of, you know, I don’t – I’m not really sure what if my kids are going to be interested in this business down the road or they’re both just entering their eighth and ninth grade. So, you know, I could imagine it would be at least 10 to 15 years before if one of them was interested that they would potentially get involved, but like, you know.

Andrew Innes: [00:29:18] So, I think – I’m 52, so, you know, I’m starting to think about retirement in 12, 13 years and, you know, or not. I mean, like, if I can maintain this business as it is. Like, I can imagine doing this for quite a while past that point. But, you know – but I am thinking about like, “Okay, I want to have 15 products. I want to have x number of social media followers, x number on my email list. I want to have presence in these stores around the country and I want to translate it into, you know, five more languages or, you know, whatever.”

Andrew Innes: [00:29:57] So, you know, I kind of think about that stuff in terms of maybe one day selling off the IP. Like, I remember when I was just getting started around that time, Trivial Pursuit was sold to, I think, Hasbro for $80 million, and I was like, “Wow! That’s kind of amazing,” you know.

Andrew Innes: [00:30:24] So, you know – so, yeah, it’s definitely something to think about. I mean, it’s also, I feel like even though I’ve licensed it, it’s still kind of my baby and I’m – and I feel very much like the face of the game, you know, in terms of like a public marketing effort, so.

Andrew Innes: [00:30:45] When you negotiated the terms of these licensing deals, how difficult did you find it? You’d never – presumably you never negotiated a deal like this, how did you kind of come to a point where you thought the deal that was put in front of you was fair? How did you push back on certain terms? How did you know how to navigate that or did you?

Andrew Innes: [00:31:09] Yeah. Well, I mean, I had a good lawyer and that was very, very helpful and I wanted to – there were certain things I wanted. Like, I wanted to control – I saw already that there was an option, an opportunity to make more versions of the game, you know, different thematic extensions. So, I wanted to make sure that I had control over things like packaging, package design, and I wanted to be able to, you know, audit their books if I wanted to make sure that they were really doing what they said they were doing. And I wanted to – what was the other thing that was? Well, I want –

Mike Blake: [00:31:59] What about if they didn’t, weren’t successful, right? Sometimes [inaudible] rights.

Andrew Innes: [00:32:04] Right. We had a minimum – you know, they had to hit a minimum, you know, base – minimum units sold annually. And then, I also wanted – I wanted marketing stock. I wanted to be able to have games to use for marketing purposes. So, I wanted – like, we put that into the contract like I get x number of games every year and to use, you know, to use for marketing.

Andrew Innes: [00:32:36] So, you know, basically for me, like having the creative control on the packaging and the product development. You know, one thing I gave up at the time was like selling – was selling on, you know, somewhere like Amazon and which, you know, which I understood. And – but, you know, but I did have – I did maintain an e-commerce presence on my site, though it was fairly, you know, it wasn’t a big operation.

Mike Blake: [00:33:09] And, I’m curious. I may be stepping out of bounds here, but I’ll try to be as vague as I possibly can because I think the answer will be potentially of interest to our listeners. And that is, are your deals straight royalty? Are there any maintenance or milestone payments involved? Is it all just based on sales or is there any kind of fixed component to your deals?

Andrew Innes: [00:33:32] So, they’re all typically based on sales. In the case of – so I’ve been speaking mostly about my North American licensing so far, but, you know, we do have – you know, our games are in 15 languages, so we have licensing deals in many other countries. And, often those deals are sort of prefaced with a – what do you call it? You know, there’s an upfront fee which gets paid. I’m spacing on the name. An advance, sorry. Thank you. So, there’s an advance, and then typically, the licensee will then sell against that advance, or, you know, then you don’t really make any money until they’ve passed that number in sales, you know, so.

Andrew Innes: [00:34:33] So, it’s like a good faith, a token of good faith. Like, we’re going to give you x amount, and then after we’ve sold enough games to recoup that, we’ll then start paying you, you know, quarterly or annually or whatever the deal is, so.

Mike Blake: [00:34:50] And, you know, how did you ensure that your intellectual property was properly protected? Is it for what you do as copyright, as a trademark, or is it something else?

Andrew Innes: [00:35:03] It’s copyright and trademark.

Mike Blake: [00:35:04] Okay.

Andrew Innes: [00:35:05] Basically, so. And, even that, I mean, it’s goofy in the game industry because, you know, I mean, the classic example of this is Apples to Apples and Cards Against Humanity. Like, apples – you know, Cards Against Humanity is Apples to Apples. It’s the exact same game, exactly down to the nitty, fine detail and maybe nitty-gritty fine details. However, the content is very different. So, it can be its own game and obviously has a very different audience and a very different – you know, it’s sold – you know, they both have sold millions of copies. But, you know, they’re very different kinds of games.

Andrew Innes: [00:35:48] And similarly, now I see with Anomia, like there’s two knockoffs in the market now where people have taken the idea and, you know, tweaked it slightly. And, I get, you know – it’s really annoying to me. But it’s also, like, just that’s just what happens, you know. It’s why there’s McDonald’s and Burger King and, you know, so, Coke and Pepsi.

Mike Blake: [00:36:17] If – you’ve been licensing – you’ve been licensing your games for how long now?

Andrew Innes: [00:36:24] Not – licensing, about 10 years.

Mike Blake: [00:36:30] Okay. So, in that decade, what, if anything, has surprised you that you weren’t expecting from your licensing relationships?

Andrew Innes: [00:36:47] I mean – sometimes – well, I’m always really – I’m always really amused. You know, Anomia is a funny name. And so, in other countries, we often have to change the name of the game because they just are like, “We can’t deal with this name, it’s weird.” And so, I’m always, like, surprised at the names that people come up with. You know, they don’t always mean anything to me because I’m not a native language speaker of whatever the language is.

Andrew Innes: [00:37:23] Also, we had one licensee who wanted to change the game, you know, not in a huge way, but like they wanted to add this other element to it. And, you know, they were a big company and we let them do it because we thought, “Oh, they must know what they’re doing.” You know, like, they’re a big successful game company. And, you know, fast forward to now, like, we’ve ended our license with them and we’re looking for somebody else in that territory because the game didn’t do great and they didn’t – I think they screwed it up, frankly, so.

Andrew Innes: [00:37:56] You know, Anomia is a super simple, like, very elegant in its simplicity type of game. It’s not a complicated game. So, like, adding more elements, like, doesn’t really do anything to the gameplay or it doesn’t do anything for the gameplay, I should say.

Andrew Innes: [00:38:10] And so, yeah, I’m always surprised, like, you know, the names that people come up with or – and also, you know, one thing that’s super interesting is that like how the North American market is like the, you know, the massive, you know, juggernaut that it is. And then, when you add up all the sales from all the other languages, it’s like, you know, maybe equivalent to like what you’re doing in North America, but actually probably not even half as much. You know, it’s like the North American market is just this monstrous thing. And, yeah.

Mike Blake: [00:38:47] That makes sense. I mean, you know, when I’m doing – when I’m doing an intellectual property appraisal, I’ll absent specific data to the contrary. I’ll often assume that there’s the United States and then there’s sort of the rest of the world that equals the United States market. And, I’ve rarely, if ever, run into trouble with that assumption.

Andrew Innes: [00:39:14] Yeah. I’d say I don’t – I couldn’t really say exactly, but I don’t think what we sell across the rest of the world is, you know, dollars to dollars. Well, also our percentages are different in every territory, so it’s not Apples to Apples, but you know. But I should go look at that unit for unit and see how it compares. That would be pretty interesting.

Mike Blake: [00:39:40] Now, you touched on this a little bit, but it’s such an important point. I want to come back and make it explicit, even at the risk of sounding repetitive. And that is making sure that you’re paid what you’re owed. When you license a property to somebody else, you’re probably not gaining access to their internal accounting systems so you’re having to kind of rely on the kindness of strangers, if you will, or the integrity of the licensee to report revenue correctly and pay you what you’re actually owed.

Andrew Innes: [00:40:13] Yeah.

Mike Blake: [00:40:14] How do you make sure that that’s true? Or, can you, do you just sort of have to trust your partner and hope it works out?

Andrew Innes: [00:40:23] I mean, I think it’s a mixture of, like, you know, we have some language in our contract that says, you know, we can come and look at your books and see, you know, as best as possible. I mean, not to say that if they were really devious, they could probably cook up something to show us that, you know, but – I mean, you know, part of it is just good faith.

Andrew Innes: [00:40:45] In the case of the international licensing, it’s a little bit even trickier because, you know, we’ve certainly gone, you know, two, three or four quarters without getting paid from some companies, and we have to just hound them and, you know, I have a person that helps me with my international licensing. So, they’ve got – you know, one they know if this is a good company, if they’re trustworthy. Like, they’ve got the inside scoop on, like, who’s worth working with and who’s not. So, like, usually when I get a deal to license then I know going in like these people are worthy, you know, because these people that I work with to help me find the international licenses, like, they’re – I mean, the game industry and toy industries, it’s a – I mean, it’s a huge industry, but it’s also, like, it’s like everybody knows everybody, you know, so.

Mike Blake: [00:41:42] Especially in gaming.

Andrew Innes: [00:41:46] Yeah, in gaming. So, you can, you know, you can, as long as you have – like, I wouldn’t be able to do necessarily all these international deals without the folks that basically they’re like sales reps for me. Like, they go and they find and help me maintain those relationships. So, they’re plugged into that whole international network.

Mike Blake: [00:42:09] So, are your licenses exclusive? And, is that what the licensees ultimately wanted, or did you think about multi exclusivity? What’s your exclusivity situation [inaudible]?

Andrew Innes: [00:42:25] They’re typically exclusive. Like, in Europe, it’s a little funny because, like, you know, if you make the German version, then you can sell that across Europe. It’s not like you can only sell it in Germany, but you can only sell the German version, you know. You can’t go make a French version and sell that across Europe too. Like, that’s for the French licensee. So typically, they’re exclusive in a given territory, in a specific territory, and, yeah.

Mike Blake: [00:42:56] Now, have you ever had any kind of dispute with any of your licensees where, you know, it got serious?

Andrew Innes: [00:43:05] Nothing too – nothing too bad. We had – you know, we’ve had some, you know, some kind of gray area stuff, where one company kind of got into bed with another company, and then it wasn’t clear. Like, we’re we still with them or were we with this new company? You know, like, stuff like that. But nothing has gotten particularly bad, you know. Mostly, yeah, yeah, it’s been – we’ve been –

Mike Blake: [00:43:35] And what about the length of your licenses? Do they have a – do they have a finite length? Do they have automatic renewal or are they just perpetual? How does the time frame of your licenses work?

Andrew Innes: [00:43:45] They typically – they’re all different, but they often have some kind of like either a time, like a time frame in which will reconsider the license. I mean, always my approach with this stuff is to give a lot of benefit of the doubt to the business because they know their market and they know – so, like, if they want to – you know, things are going well, like I’m probably going to stay with them. You know, even if like you missed your numbers by a thousand units, but, you know, probably still going to stay with you at least for another term so that you have a chance to, you know – like, you know, I’m not going to pull the plug on someone because they didn’t sell all their units in, like, during COVID or something. You know, there’s like reality, you know. So, you know, there’s ups and there’s down.

Andrew Innes: [00:44:47] But typically there’s either a number. Like, you got to hit this many units. And, you know, you’re over here. If you’re really not hitting your numbers, then okay we’ll move on, but, you know, but we’ll work with you and give you that chance.

Mike Blake: [00:45:07] We’re talking with Andrew Innes and the topic is, Should I license my intellectual property?

Mike Blake: [00:45:14] This probably doesn’t apply to you. But on the other hand, they still have to have instructions on the side of a can of paint that you shouldn’t drink paint. So, I shouldn’t – I guess I shouldn’t assume anything. Are there any issues of liability in terms of somehow, somebody, I don’t know, injures their selves with a card cut or something? Probably, standard boilerplate, but –

Andrew Innes: [00:45:38] Not so far. I mean, you have to get your products tested in the toy industry, especially if they’re being manufactured elsewhere.

Mike Blake: [00:45:47] Right.

Andrew Innes: [00:45:47] You know, make sure there’s no lead. Make sure if they’re small parts, it’s got to have labels for, you know, little kids and, you know, there’s all that stuff. So, all that stuff’s got to happen and all the licensees have to do it, so.

Mike Blake: [00:46:00] And, who’s responsible for that? Do you do that or does the licensee do that? That test.

Andrew Innes: [00:46:07] The licensee typically does it, though – excuse me, I got a phone ringing in the background. Yeah, the licensee typically does it for their territory.

Mike Blake: [00:46:24] Got it. And, do your licenses have the right to sublicense? If they find somebody else who wants to license to them, can they do that, or do all new licenses have to come to you as kind of the mothership?

Andrew Innes: [00:46:37] Yeah. I know there’s no sublicense.

Mike Blake: [00:46:40] Okay. Andrew, we’re getting to the end of our time, and I want to be respectful of your time because I know you’ve got more games to develop. They’re going to be awesome.

Andrew Innes: [00:46:52] [Inaudible].

Mike Blake: [00:46:53] We probably have not covered everything that a listener would have wanted, or maybe we didn’t go into as much depth as they would have liked. If somebody wants to contact you, maybe for a little bit of additional advice to follow up after this podcast, would you be willing to talk to help them? And if so, what’s the best way for them to contact you?

Andrew Innes: [00:47:13] Yeah, sure. I’m always happy to talk about any of this stuff. I guess probably the best way is to just go to our website and use the contact us form. That’ll come to me which and the website is anomiapress.com. It’s A-N-O-M-I-A, P as in Paul, R-E-S-S, .com.

Mike Blake: [00:47:37] That’s going to wrap it up for today’s program. I’d like to thank Andrew Innes so much for sharing his expertise with us.

Mike Blake: [00:47:43] 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. If you’d like to engage with me on social media with my Chart of the Day and other content, I am on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn Group, A Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware and company. And, this has been the Decision Vision podcast.

 

Tagged With: Andrew Innes, Anomia, Brady Ware & Company, Decision Vision podcast, Duple, game designer, gaming, intellectual property, Mike Blake

GNFCC Year in Review and Leadership Transition:  An Interview with 2021 Chair Lindsey Petrini and 2022 Chair James Holmes

December 16, 2021 by John Ray

James Holmes
North Fulton Studio
GNFCC Year in Review and Leadership Transition:  An Interview with 2021 Chair Lindsey Petrini and 2022 Chair James Holmes
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James Holmes

GNFCC Year in Review and Leadership Transition:  An Interview with 2021 Chair Lindsey Petrini and 2022 Chair James Holmes (GNFCC 400 Insider, Episode 70)

Lindsey Petrini, 2021 Chair, and James Holmes, 2022 Chair, joined host Kali Boatright to reflect on GNFCC’s accomplishments and challenges of 2021, to look ahead to 2022, including the move to Avalon, and much more. The GNFCC 400 Insider is presented by the Greater North Fulton Chamber of Commerce and produced by the North Fulton studio of Business RadioX®.

Lindsey Petrini, 2021 GNFCC Chair, and Chief Operating Officer, Wellstar North Fulton Hospital

Lindsey Petrini, 2021 GNFCC Chair and Chief Operating Officer, Wellstar North Fulton Hospital

Lindsey Petrini is the Chief Operating Officer of WellStar North Fulton Hospital. WellStar North Fulton Hospital is a 202-bed facility located in Roswell, Georgia.

The hospital is recognized for its accredited cancer program, trauma and primary stroke center designations, and for providing a continuum of services through its centers and programs, including neurosciences, pain management, cardiology, women’s services, rehabilitation, surgical services, and oncology. For more information click here.​

Company website | LinkedIn

James Holmes, 2022 GNFCC Chair and SVP & North Fulton Market President, Truist

James Holmes, 2022 GNFCC Chair and SVP & North Fulton Market President at Truist

James Holmes serves as the Market President for Northeast Atlanta encompassing Gwinnett, North Fulton & Forsyth Counties. James is responsible for overseeing the commercial banking team and integration of all other lines of business such as Wealth Management, Institutional Services, Insurance, Retail, & Capital Markets into the Northeast Atlanta Commercial Banking Group.

His focus is helping privately held corporations and non-profits with annual revenues of $5,000,000 – $75,000,000; by aiding them in areas of Capital Formation, Payment Solutions, and Risk Management. James is experienced in real estate transactions, asset-based lending, equipment financing, and leveraged financing transactions.

BB&T and SunTrust formed Truist with a shared purpose—to inspire and build better lives and communities. With our combined resources, collective passion, and commitment to innovation, we’re creating a better financial experience to help people and businesses achieve more. With 275 years of combined BB&T and SunTrust history,

Truist serves approximately 12 million households with leading market share in many high-growth markets in the country. The company offers a wide range of services including retail, small business and commercial banking; asset management; capital markets; commercial real estate; corporate and institutional banking; insurance; mortgage; payments; specialized lending; and wealth management.

Headquartered in Charlotte, North Carolina, Truist is the sixth-largest commercial bank in the U.S.

Company website | LinkedIn

About GNFCC and The GNFCC 400 Insider

Kali Boatright
Kali Boatright, President and CEO of GNFCC

The GNFCC 400 Insider is presented by the Greater North Fulton Chamber of Commerce (GNFCC) and is hosted by Kali Boatright, President and CEO of GNFCC. The Greater North Fulton Chamber of Commerce is a private, non-profit, member-driven organization comprised of over 1400 business enterprises, civic organizations, educational institutions, and individuals.  Their service area includes Alpharetta, Johns Creek, Milton, Mountain Park, Roswell and Sandy Springs. GNFCC is the leading voice on economic development, business growth and quality of life issues in North Fulton County.

The GNFCC promotes the interests of our members by assuming a leadership role in making North Fulton an excellent place to work, live, play and stay. They provide one voice for all local businesses to influence decision-makers, recommend legislation, and protect the valuable resources that make North Fulton a popular place to live.

For more information on GNFCC and its North Fulton County service area, follow this link or call (770) 993-8806. For more information on GNFCC events, follow this link.

For the complete show archive of GNFCC 400 Insider, go to GNFCC400Insider.com. The GNFCC 400 Insider is produced by John Ray and the North Fulton studio of Business RadioX®.

Tagged With: 400 Insider, Avalon, GNFCC, Greater North Fulton Chamber of Commerce, James Holmes, Kali Boatright, Lindsey Petrini, Truist, Wellstar North Fulton

Miles Young, On Time Supplies, Bronson Lavender, Pinnacle Bank, and Gary Massey, Massey and Company CPA

December 15, 2021 by John Ray

Pinnacle Bank
North Fulton Studio
Miles Young, On Time Supplies, Bronson Lavender, Pinnacle Bank, and Gary Massey, Massey and Company CPA
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Pinnacle Bank

Miles Young, On Time Supplies, Bronson Lavender, Pinnacle Bank, and Gary Massey, Massey and Company CPA (ProfitSense with Bill McDermott, Episode 28)

On this inspiring episode of ProfitSense with Bill McDermott, Miles Young of On Time Supplies shared his story of being compelled to create a solution to the problems he saw in the office supply space and the rewards that come from taking a risk. Bronson Lavender, Senior Vice President with Pinnacle Bank, talked about his passion and calling for helping clients throughout his career in banking. Gary Massey of Massey and Company CPA discussed serving his clients through accounting and tax-related issues, sharing how a bit of preparation saves a lot of work down the road. ProfitSense with Bill McDermott is produced and broadcast by the North Fulton Studio of Business RadioX® in Alpharetta.

Miles Young, CEO and Co-Owner, On Time Supplies

Miles Young, CEO and Co-Owner, On Time Supplies

OnTimeSupplies.com offers top-notch customer service.  We are a leading supplier of discount office supplies with lightning-fast delivery.  Our team is dedicated to helping people just like you, and we feel like it is a privilege to serve you!  We consider it our personal mission to make every customer a reference customer, from the individual home-office buyer to the purchaser of the largest corporate accounts.

Miles has a background in commodities and a decade in sales of software. He saw a need in the office supply industry and started On Time Supplies seventeen years ago.

Miles has a degree from the University of Alabama.

Company website | LinkedIn |  Facebook

Bronson Lavender, Senior Vice President – Market Manager, Pinnacle Bank

Pinnacle Bank
Bronson Lavender, Senior Vice President – Market Manager, Pinnacle Bank

Pinnacle Bank is a Georgia-based bank headquartered in Elberton, Georgia.  It has been locally owned and operated since 1934.   Currently, Pinnacle Bank has approximately $1.85 Billion in Total Assets and has 24 full-service branches across Northeast Georgia to meet the needs of our clients.  Their Vision Statement is to be “The Best Community Bank in Georgia”.

Bronson has been in banking since 1992 and has a degree from University of North Georgia.

Company website | LinkedIn

Gary Massey, Managing Director, Massey and Company CPA

Gary Massey, Managing Director, Massey and Company CPA

At Massey and Company, their team is bright, friendly, and eager to please. Thanks to the team and their guiding principles, they are a different kind of accounting firm. They founded the company in 2013 with these principles which still guide them today:

-Treat people with respect
-Be kind – we are all human
-Make complex issues less stressful
-Charge fair prices

You won’t find stress or drama at their office. Instead, you will find patient, understanding people who sincerely care. All year long.

Gary Massey holds a Bachelor of Arts degree from Brandeis University, Waltham, MA. He also holds both a Masters in Business Administration degree and a Masters in Taxation degree from Fordham University, New York, NY. He is a licensed Certified Public Accountant (CPA). Gary is also a member of the American Institute of Certified Public Accountants. And he is a Certified Tax Representation Consultant.

Gary worked in the tax departments of Ernst & Young, Coopers & Lybrand, and KPMG for 10 years. Gary then transitioned to regional and local CPA firms, specializing in small business and individual tax services. Since 2013, he has been growing Massey and Company CPA, a boutique tax and accounting firm in Atlanta, focused on the needs of small businesses and individuals throughout Georgia.

Gary’s focus includes helping clients with tax problems. This includes representing clients in front of IRS and state agencies to resolve difficult tax issues, including audits, unpaid taxes, liens, levies, penalties, and notices. His work requires negotiation on a wide variety of tax matters, including offers in compromise, installment agreements, currently not collectible status, and penalty abatement.

Gary enjoys reading and spending time with his children and grandchildren. He is married to Chelly, a native of The Netherlands.

Company website | LinkedIn

About ProfitSense and Your Host, Bill McDermott

Bill McDermott
Bill McDermott

ProfitSense with Bill McDermott dives into the stories behind some of Atlanta’s successful businesses and business owners and the professionals that advise them. This show helps local business leaders get the word out about the important work they’re doing to serve their market, their community and their profession. The show is presented by McDermott Financial Solutions. McDermott Financial helps business owners improve cash flow and profitability, find financing, break through barriers to expansion and financially prepare to exit their business. The show archive can be found at profitsenseradio.com.

Bill McDermott is the Founder and CEO of McDermott Financial Solutions. When business owners want to increase their profitability, they don’t have the expertise to know where to start or what to do. Bill leverages his knowledge and relationships from 32 years as a banker to identify the hurdles getting in the way and create a plan to deliver profitability they never thought possible.

Bill currently serves as Treasurer for the Atlanta Executive Forum and has held previous positions as a board member for the Kennesaw State University Entrepreneurship Center and Gwinnett Habitat for Humanity and Treasurer for CEO NetWeavers. Bill is a graduate of Wake Forest University and he and his wife, Martha have called Atlanta home for over 40 years. Outside of work, Bill enjoys golf, traveling, and gardening.

Connect with Bill on LinkedIn and Twitter and follow McDermott Financial Solutions on LinkedIn.

Tagged With: Accounting, banking, Bill McDermott, Bronson Lavender, Gary Massey, Massey and Company CPA, Miles Young, office supplies, On Time Supplies, Pinnacle bank, ProfitSense, The Profitability Coach

2021. It’s A Wrap.

December 15, 2021 by John Ray

2021 Its a WrapAlbum 1
Inspiring Women PodCast with Betty Collins
2021. It’s A Wrap.
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2021 Its a WrapAlbum 1

2021. It’s A Wrap. (Inspiring Women, Episode 39)

On this episode of Inspiring Women, host Betty Collins looks back on 2021 and invites us to take time for renewal during the holiday season. Inspiring Women is presented by Brady Ware & Company.

Betty’s Show Notes

This is my last podcast of 2021. It is hard to believe that another year is behind us, 2022 is really upon us.

So today I want to celebrate this last year. How do you celebrate in today’s world?

Today’s world is consuming and overwhelming and really more negative than positive. So, how do you celebrate? First, you make the choice to celebrate and second it take times and daily effort. What you will find in celebrating, you will see that “today’s world” is not all negative. Be consumed in the positive. Take time to think and ponder on it. It takes effort. Be overwhelmed or grateful for the good.

Celebrating this past year, end it with a bang. Enjoy the Christmas season. Don’t fill it up with “stuff” but enjoy, sometimes it is just the simple stuff. Just don’t miss out. Live it up, eat, drink and be merry as well as reflect, renew, and restore your soul. Ring out New Years by being with the people you love, throw a party. Sit back and look over the past year and be grateful for the good, the bad and the ugly.

A recap of 2021. Business was good, relationships are strong, family is going well, health is awesome. We have learned to navigate through the continual pandemic. Covid is not over but we are fighting it and seeing better numbers. Schools are back in session. Businesses continue at home or in the office. Recreation and fun was done at capacity over the summer. Government is still working – LOL. We survived an election and saw people really engaged – my own district had so many people running and town hall meetings were full. Love seeing the debate and passion.

A challenge for you. Celebrate 2021 by choosing to be consumed and overwhelmed in the good and end it with New Year’s on your terms. Bring back what you are missing and make sure it is part of 2022.

Thanks for listening and being part of my podcast and my life.

This is THE podcast that advances women toward economic, social and political achievement. Hosted by Betty Collins, CPA, and Director at Brady Ware and Company. Betty also serves as the Committee Chair for Empowering Women, and Director of the Brady Ware Women Initiative. Each episode is presented by Brady Ware and Company, committed to empowering women to go their distance in the workplace and at home.

For more information, go to the Resources page at Brady Ware and Company.

Remember to follow this podcast on Apple Podcasts and Google Podcasts.  And forward our podcast along to other Inspiring Women in your life.

TRANSCRIPT

[00:00:00] Speaker1
It’s hard to believe that twenty twenty one is coming to an end, and this is my last podcast of the year. It’s really hard to believe, though, that we’re saying twenty twenty two because it’s right here, it’s so close.

[00:00:13] Speaker2
So today I want to celebrate this last year. I mean, how do you celebrate in today’s world?

[00:00:21] Speaker1
I mean, it’s consuming and it’s overwhelming, and it’s really more negative than positive.

[00:00:27] Speaker2
So how do you celebrate? Well, first you have to make a choice to celebrate. And it takes time and it takes daily effort. It might take more than one time in the day, right? What you will find in celebrating, though, you’ll see that today’s world is not all negative.

[00:00:53] Speaker1
I mean, you can choose to be consumed in the positive.

[00:00:57] Speaker2
Take time to think and ponder on it. Look back at this past year, I would even take a blank sheet of paper and have a column that says Pro and a column that says Con and start just writing it. You’ll be surprised at the positive that’s there.

[00:01:15] Speaker1
It takes effort and it takes a little bit of time and it takes maybe a quiet moment and it takes stepping back.

[00:01:20] Speaker2
But but, you know, pretty quickly you’re going to be overwhelmed or grateful for the good. So twenty twenty one, it wasn’t twenty twenty.

[00:01:34] Speaker1
I mean, both years have been challenging,

[00:01:37] Speaker2
But in different ways, but at the end

[00:01:38] Speaker1
Of the day, they were both doable, right?

[00:01:40] Speaker2
And I look back at

[00:01:42] Speaker1
The marketplace in this country, the business community and

[00:01:46] Speaker2
I continue to see such resilience and creativity.

[00:01:50] Speaker1
That determination is still there.

We’re a little more tired, but it’s still there. And it’s it is inspiring to me when I see that it energizes me, when I see that also as all the issues of today’s world, you know, the one thing that’s happened is people have kind of stepped back and they’ve assessed and they revised many

[00:02:13] Speaker1
Aspects in their life, I think for the better. My son has become more of a minimalist. And I don’t know how he becomes more mentally minimal than he is, but he’s chosen really to step back and say, maybe we don’t need to do and be all the things we were. I’m continually, though, inspired by how the everyday person continues to handle things. I love going on LinkedIn and I just do my little skimming to. I find positive

[00:02:41] Speaker2
Stories, things that are impactful, things that are inspiring. If you need to to

[00:02:49] Speaker1
To find something good, you can find it.

[00:02:53] Speaker2
So celebrating this past year, I would tell you to end it with a bang. Enjoy that Christmas

[00:02:59] Speaker1
Season. I didn’t say fill

[00:03:01] Speaker2
It up with stuff,

[00:03:02] Speaker1
But enjoy it. And sometimes it is this simple that makes the difference. I know for Thanksgiving month, the month of November, I decided to give my children journals on Halloween and I gave them fancy pencils and pens and some things to look in this journal.

[00:03:19] Speaker2
And every day of November, I asked

[00:03:22] Speaker1
Them to write something they’re grateful for. It doesn’t need to be a big poem in a book, and it doesn’t need to be fancy. It’s just think about your day or start your day, reflect on your day and write something that was good. And that’s what I want back on December twenty fifth for Christmas.

[00:03:40] Speaker2
It’s simple stuff like that. They can make your holiday season, but make

[00:03:45] Speaker1
Sure you end the year with a bang celebrating.

[00:03:49] Speaker2
Live it up. Drink, eat, drink and be merry as we all sit back, reflect, renew and restore that soul right and ring out

[00:03:58] Speaker1
New Years by being with the people you love. Either throw a big party or sit back with the one you care about the most and talk

[00:04:05] Speaker2
About how great it was celebrated. I don’t think twenty twenty

[00:04:09] Speaker1
Two is is is not going to be twenty twenty one, let alone twenty twenty. Who knows what it will bring? The only thing you can do, though, is control what we can and influence change on what we can’t control. It will be a new day with new challenges, but also new opportunities. So as you’re celebrating and wrapping up the year and reflecting on the good, so you’re not consumed in the bad.
Look at the fact that you’re going to get to have a new year right and look at the new opportunities and challenges it will bring. As I look in the past year, though, I am looking at what I missed pre twenty twenty and I’m going to make sure that I add those things back in over time and more and more

[00:04:52] Speaker2
All the things that stopped or have all these new rules. I mean, what are you missing? How are you going to bring it back at work? We stop breaking bread together, which means eating at my desk and not taking a break for lunch. Not good.

[00:05:05] Speaker1
I really miss being out in the marketplace. I realized this when I attended the SBA gala and I got to see people we all had mask on for a period of time. We ate dinner, we talked, we drink wine and then we got to

Hear really inspirational

[00:05:19] Speaker1
Stories. And even though I got home at nine 30 that night, I was so energized.

[00:05:24] Speaker2
For me, the

[00:05:25] Speaker1
Missing is part of wrapping up the year, so I make it sure that it’s in twenty twenty two. So some recaps of Twenty Twenty One.

[00:05:33] Speaker2
Well, business was good, it was for a lot of people it was it was good.

[00:05:37] Speaker1
My relationships are strong. I mean, I’ve been able to maintain and keep up with people in the Zoom thing and all the different ways you can act. My family’s going, well, you know, that’s a good thing.

[00:05:49] Speaker2
My health is awesome.

[00:05:50] Speaker1
I mean, we’ve learned to navigate through the continual pandemic. Covid is not over, but we’re fighting it and we’re seeing better numbers.

[00:05:57] Speaker2
Schools are back in session. Those are good things. Businesses continue at home or in the office, and they all make it work. The recreation and fun is being done at capacity over this past summer,

[00:06:09] Speaker1
Where I usually go to a place in

[00:06:11] Speaker2
Florida. They had 96 percent

[00:06:13] Speaker1
Occupancy in their rentals throughout

[00:06:16] Speaker2
That little route.

[00:06:17] Speaker1
30 a. that I love to go to. That’s encouraging, you know, even the government is still working. Laugh out loud, even if you don’t like them, they still are and they’re functioning.

[00:06:25] Speaker2
We survived an election year, whether

[00:06:28] Speaker1
We like the outcomes or not.

[00:06:30] Speaker2
And really, people are much more engaged in elections this year because of the last one we had. That’s a good thing. I mean, my own district where I live just for school board and the amount of people that ran for council and the amount of people that volunteered with voting and the turnout was exceptional. So I love the fact that I

[00:06:48] Speaker1
See all that debate and passion and engagement.

[00:06:52] Speaker2
I’m still able to do my podcasts and have this audience which

[00:06:55] Speaker1
Grew, and I was able to have the Brady Wear Women’s Leadership Conference this year. And like twenty twenty one around like twenty twenty, and we actually even had the governor of Ohio, and it was so pretty cool I was able to become a board member of the Ohio Women’s Coalition, which got $10 million in the budget in Ohio for women owned businesses. And I got to be on the weld calendar for December,

[00:07:19] Speaker2
So I just had a great great year and so did my clients.

They were banner in 20 and 21 for the most

[00:07:26] Speaker2
Part, and it has fueled tremendous growth and

[00:07:29] Speaker1
Optimism. But people are still very scared and very cautious, right? But they’re very engaged and they’re focused.

[00:07:36] Speaker2
You can choose the bad

[00:07:38] Speaker1
You can choose to good. But for me personally, this past year, my immediate family, my husband and I call them my adult children with jobs. We had great financial years and we didn’t have to really use any of the economic stimulus and assistance. I mean, how grateful can you be for that? My daughter got engaged and we are planning and doing the big wedding thing, so that’s cool. My business grew, adding new clients great revenue streams. I bet it did for you. We actually have ninety nine percent of our employees

[00:08:07] Speaker2
Filled at birdie.

[00:08:09] Speaker1
And my little grandsons, Jude, my man and Silas, I call my little side my little guy. They can actually say, Mimi, that’s awesome.

[00:08:18] Speaker2
And my health is good. At fifty eight, I

[00:08:19] Speaker1
Just got my my results back. I have no medications. My numbers are built better. The only problem I have is I still think PI is a fruit,

[00:08:27] Speaker2
So that’s a problem. But as you and I wrap up another year, as you’ve heard, I’ve talked

[00:08:32] Speaker1
About the good. I’ve talked about the things that are positive, the things that I choose to consume myself in. You need to do the same. Be challenged and energized on that new day, one one twenty two and consider it a new blank sheet of paper. It is my hope. I honestly mean this, that you’ve been impacted by the podcast and that we will enjoy another year together. My podcast is coming up in January. It’s called plain and simple. It’s just hard to be in business in that podcast. Here’s a few tidbits from it. If you don’t want to be as exhausted in twenty two, here’s some tips do very little social media, except my podcast, of course,

[00:09:16] Speaker2
Still be informed

[00:09:18] Speaker1
On the right places and the right outlets and make sure that you know you’re making some decisions on truths. Plan restoration. I can’t emphasize that enough. Eliminate those negative people. Not so easy to do. Make sure you don’t just think about your health. There’s emotional health, physical health and spiritual health. The one thing that’s helped me tremendously in twenty twenty one as I look back, is I chose how to start my day and end my day because what I found in this book, who knows if it’s true,

[00:09:47] Speaker2
But it worked the first hour and last hour of every

[00:09:50] Speaker1
Day determine how you sleep at night and how your day goes the next.

[00:09:55] Speaker2
So how I spend that first hour of the day kind

[00:09:57] Speaker1
Of dictates how my day goes and when I choose to wind down my day

[00:10:00] Speaker2
Is that that makes. That’s when I get the good sleep.

[00:10:05] Speaker1
Ok, so I learned that one of the great things remember you’re

[00:10:08] Speaker2
Created on purpose for a purpose,

And I love my life focus and statement in my in my why? And what are you missing? Bring it back to your life. So challenge. Celebrate twenty twenty one by choosing to not be consumed and overwhelmed in the in the negative, in the positive, but do it for the good and end it with a great year of Christmas and New Year’s on your terms. And bring back those things you’re missing during this holiday season. And most of all, thanks for listening and being part of my podcast and life.

Automated transcription by Sonix www.sonix.ai

Betty CollinsIW8-2021square is the Office Lead for Brady Ware’s Columbus office and a Shareholder in the firm. Betty joined Brady Ware & Company in 2012 through a merger with Nipps, Brown, Collins & Associates. She started her career in public accounting in 1988.

Betty is co-leader of the Long Term Care service team, which helps providers of services to Individuals with Intellectual and Developmental Disabilities and nursing centers establish effective operational models that also maximize available funding. She consults with other small businesses, helping them prosper with advice on general operations management, cash flow optimization, and tax minimization strategies.

In addition, Betty serves on the Board of Directors for Brady Ware and Company. She leads Brady Ware’s Women’s Initiative, a program designed to empower female employees, allowing them to tap into unique resources and unleash their full potential.  Betty helps her colleagues create a work/life balance while inspiring them to set and reach personal and professional goals.

The Women’s Initiative promotes women-to-women business relationships for clients and holds an annual conference that supports women business owners, women leaders, and other women who want to succeed. Betty actively participates in women-oriented conferences through speaking engagements and board activity.

Betty is a member of the National Association of Women Business Owners (NAWBO) and she is the President-elect for the Columbus Chapter. Brady Ware also partners with the Women’s Small Business Accelerator (WSBA), an organization designed to help female business owners develop and implement a strong business strategy through education and mentorship, and Betty participates in their mentor match program.

She is passionate about WSBA because she believes in their acceleration program and matching women with the right advisors to help them achieve their business ownership goals. Betty supports the WSBA and NAWBO because these organizations deliver resources that help other women-owned and managed businesses thrive.

Betty is a graduate of Mount Vernon Nazarene College, a member of the American Institute of Certified Public Accountants, and a member of the Ohio Society of Certified Public Accountants. Betty is also the Board Chairwoman for the Gahanna Area Chamber of Commerce, and she serves on the Board of the Community Improvement Corporation of Gahanna as Treasurer.

Inspiring Women Podcast Series

This is THE podcast that advances women toward economic, social and political achievement. The show is hosted by Betty Collins, CPA; Betty is a Director at Brady Ware & Company. Betty also serves as the Committee Chair for Empowering Women, and Director of the Brady Ware Women Initiative. Each episode is presented by Brady Ware & Company, committed to empowering women to go their distance in the workplace and at home. For more information, go to the Resources page at Brady Ware & Company.

Remember to follow this podcast on Apple Podcasts and Google Podcasts. And forward our podcast along to other Inspiring Women in your life.

The complete Inspiring Women show archive can be found here.

Tagged With: 2021, Betty Collins, celebrate, Inspiring Women, Inspiring Women with Betty Collins, New Year

Thomas Storteboom, i2e Solutions

December 10, 2021 by John Ray

i2e Solutions
North Fulton Business Radio
Thomas Storteboom, i2e Solutions
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i2e Solutions

Thomas Storteboom, i2e Solutions (North Fulton Business Radio, Episode 422)

Thomas Storteboom, CEO of i2e Solutions, joined host John Ray to discuss the innovation and product development consulting he does for a variety of companies. Thomas and John talked about how i2e Solutions helps companies take their ideas to fruition, avoid stagnation, identify roadblocks and bottlenecks, assess the costs involved, and much more. North Fulton Business Radio is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

i2e Solutions

i2e Solutions can help you clarify opportunities that impact your future.i2e Solutions

Utilizing a holistic team approach, i2e Solutions helps explore, solve, and implement solutions to your most intriguing ideas and opportunities, from Idea to Execution.

​Do you have limited resources looking for new ideas and bringing them to life?  i2e Solutions has the expertise to help.

Company Website | LinkedIn 

Thomas Storteboom, Founder and CEO, i2e Solutions

Thomas Storteboom, Founder and CEO, i2e Solutions

i2e Solutions was founded by Thomas Storteboom to help companies discover answers to questions they do not know how to solve.

Thomas brings decades of leadership experience at industry-leading companies to i2e Solutions. He built a career leading cross-functional teams that designed the future for their customers and team members.​

Thomas has managed global R&D and product development teams, created innovation programs from the ground up, and re-designed nationwide processes. His experiences can help you solve your most complex issues.

LinkedIn

Questions and Topics Discussed in this Episode

  • What is i2e and what do you do?
  • What is your background?
  • How do you manage risk?
  • How do you assist owners with the business challenges of innovation?
  • Spending a little to learn a lot
  • Success Stories

 

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: A&S Culinary Concepts, i2e Solutions, ideation, Innovation, John Ray, North Fulton Business Radio, product development, renasant bank, Thomas Storteboom

Greg Romero, Romero Solutions Group

December 10, 2021 by John Ray

Romero Solutions Group
Business Leaders Radio
Greg Romero, Romero Solutions Group
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Greg Romero

Greg Romero, Romero Solutions Group

Greg Romero started his firm after successfully running and transforming a family business. Greg shares his experience, the lessons learned, what led him to start his practice, how he works with business owners, and much more. Business Leaders Radio is produced virtually from the Business RadioX® studios in Atlanta.

Romero Solutions Group

At Romero Solutions Group, they solve problems at the unique intersection of family and business. Greg Romero

They leverage their deep knowledge of family businesses, strategy, and business operations to help clients diagnose, plan and execute upon their change needs.

Company website | LinkedIn

Greg Romero, Founder and Principal, Romero Solutions Group

Greg Romero, Founder and Principal, Romero Solutions Group

Greg is the Founder and Principal of Romero Solutions Group, a management consulting firm based out of Harvard, MA. His firm specializes in helping small to mid-sized (SMB) family businesses problem solve and create value across strategy, business operations and the family dynamic.

Before starting his own business, Greg spent 4.5 years successfully running a consumer goods-focused family business. As President & VP of Operations, he transformed many facets of the organization while simultaneously designing and executing a value-maximizing exit strategy for family shareholders just prior to the pandemic. Greg built his foundation of problem-solving, strategy, planning, and execution at Morgan Stanley in high-impact internal consulting and operator roles.

Greg is a proven leader across professional, philanthropic, and academic settings. He holds his MBA from New York University Leonard N. Stern School of Business with a specialization in Strategy and Finance.

 LinkedIn 

Questions and Topics

  • Your experience running your wife’s family business
  • What led you to start your own management consulting firm?
  • What are a few of the prime situations in which you help clients?
  • How is your model different from other consulting firms?
  • What are your key principles and value proposition?
  • Any trends playing out or on the horizon that you think small to mid-sized family businesses leaders should be aware of?
  • What advice would you give to others who are interested in consulting and/or starting their own firms?

 

Business Leaders Radio is hosted by John Ray and produced virtually from the North Fulton studio of Business RadioX® in Alpharetta.  The show can be found on all the major podcast apps and a full archive can be found here.

Tagged With: Family Business, family run business, Greg Romero, Romero Solutions Group

Seasonal Affective Disorder

December 9, 2021 by John Ray

Seasonal Affective Disorder
North Fulton Studio
Seasonal Affective Disorder
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Seasonal Affective DisorderSeasonal Affective Disorder (Episode 66, To Your Health with Dr. Jim Morrow)

Dr. Jim Morrow, Host of To Your Health, revisits Seasonal Affective Disorder (SAD). He discusses what causes it, how it is diagnosed, and how to treat it. He mentions light therapy, behavioral therapy, medication, and lifestyle changes, as well as advice for how to live with Seasonal Affective Disorder. To Your Health is brought to you by Morrow Family Medicine, a Member of Village Medical, which brings the care back to healthcare.

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 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.

Dr. Morrow’s Show Notes

What is Seasonal Affective Disorder?

  • Seasonal affective disorder (SAD) is a type of depression that is triggered by the seasons of the year
    • Symptoms usually begin in late fall or early winter
    • People with SAD usually feel better in the spring and summer
    • It is thought that SAD is related to changes in the amount of daylight during different times of the year
    • Some people have SAD with depressive episodes in the summer instead of winter
      • This is much less common

 

How common is SAD?

  • Between 4% and 6% of people in the United States suffer from SAD
  • Another 10% to 20% may experience it in a milder form
  • SAD is more common in women than in men
  • Some children and teenagers get SAD.  But it usually doesn’t start in people younger than 20 years of age.
  • The risk of SAD decreases for adults as they age
  • SAD is more common in northern regions of the United States
    • Winters are typically longer and harsher there
    • There is also less sunlight because they are farther away from the equator

Symptoms of SAD

  •  Not everyone who has SAD experiences the same symptoms
    • Common symptoms of winter-onset SAD include:
      • change in appetite, especially craving sweet or starchy foods
      • weight gain
      • fatigue
      • sleeping more than normal
      • difficulty concentrating
      • irritability and anxiety
      • increased sensitivity to rejection
      • avoidance of social situations
      • loss of interest in the activities you used to enjoy
      • feelings of guilt or hopelessness
      • physical problems, such as headaches

 

  • Symptoms of summer-onset SAD include:
  • loss of appetite
  • weight loss
  • insomnia
  • irritability and anxiety
  • agitation

 

  • Symptoms of SAD tend to come back year after
    • They usually come and go at about the same time every year
    • If you think this could be happening to you, call your family doctor.

 

What causes SAD?

  • In most cases, SAD seems to be related to the loss of sunlight in the fall and winter
  • Researchers have found that reduced sunlight can affect the body in ways that could contribute to SAD. These include:

o    Circadian rhythm (biological clock) –

  • The decrease in sunlight could disrupt your body’s natural rhythms
  • This could lead to feelings of depression

o    Serotonin levels –

  • Serotonin is a brain chemical that affects your mood
  • Reduced sunlight could cause serotonin levels to drop
  • This could trigger depression

o    Melatonin levels –

  • Melatonin is a brain chemical that regulates sleep
  • More darkness causes the body to produce more melatonin
  • More melatonin could make you feel more tired and lethargic
  • These are common symptoms of depression

o    Vitamin D levels –

  • It is believed that vitamin D plays a role in serotonin levels
  • Much of the vitamin D we get is from the sun
  • Less sunlight could lead to a deficiency in vitamin D
  • This can cause depression symptoms

 

Some people have a higher risk of developing SAD Factors that increase risk include:

o    Being female.

  • Four times as many women are diagnosed with SAD than men

o    Living far from the equator.

  • In the United States, living farther north increases your risk
  • These areas get less sunlight in fall and winter

o    Family history.

  • Having family members with SAD or other forms of depression increases your risk

o    Having depression or bipolar disorder.

  • If you have one of these conditions, your symptoms may worsen with the seasons

o    Young age.

  • SAD is more common among younger adults
  • It has been reported in teens and children
  • Your chances of getting it decrease as you get older

 

How is SAD diagnosed?

  • Your doctor will ask you about your symptoms, thoughts, feelings, and behavior
  • He or she may perform a physical exam
  • They may request lab tests to rule out other conditions that cause symptoms similar to SAD
  • They may refer you to a specialist to diagnose your condition
  • This could be a psychologist or a psychiatrist.

 

Can SAD be prevented or avoided?

  • There’s not much you can do to avoid getting SAD
    • But you can take steps to manage it so your symptoms don’t get worse
    • Some people start treatment before their symptoms start
    • They also continue treatment past the time that their symptoms normally go away
    • Others need continuous treatment to control their symptoms

 

SAD treatment

  • The three main ways SAD is treated are with light therapy, behavioral therapy, or medicine
  • Your doctor may want to combine therapies if using one does not work for you

 

ï      Light therapy

  • Light therapy is designed to make up for the lack of sunlight during the fall and winter
    • It has been used to treat SAD since the 1980s.
    • You will sit in front of a special light box every
    • The box emits a bright white light that mimics natural sunlight
  • It seems to make a change in brain chemicals that regulate your mood
  • The amount of time you sit in front of the light box depends on the strength of the light
  • It is usually between 20 and 60 minutes
  • There are other types of light therapy
    • Instead of sitting in front of a box, you can wear a visor that emits light
    • Another kind is a “dawn  simulator”
      • This light turns on early in the morning in your bedroom
      • It mimics a natural sunrise and gradually increases in brightness
      • This allows you to wake up naturally, without using an alarm
    • If light therapy helps, you’ll continue it until enough sunlight returns
      • This usually happens in spring
      • Stopping light therapy too soon can result in a return of symptoms
    • When used properly, light therapy seems to have very few side effects
    • Some side effects include eyestrain, headache, fatigue, and irritability
    • If you use it too late in the day, you could have trouble sleeping
    • Talk to your doctor before starting light therapy if you have:
      • bipolar disorder
      • skin that is sensitive to sunlight
      • conditions that make your eyes vulnerable to sunlight
    • Tanning beds should not be used to treat SAD
      • The light sources in tanning beds are high in ultraviolet (UV)
        • These harm your eyes and your skin
        • They also cause skin cancer

 

ï      Behavioral therapy

  • Talk therapy or behavioral therapy can help you identify negative thoughts
  • Then you replace those with more positive thoughts
  • Therapy can help you learn healthy ways to manage your symptoms of SAD
  • You can also learn how to manage stress

 

ï      Medicines

  • Your doctor might recommend you take medicine to help with your symptoms, especially if they are severe
  • Selective Serotonin Reuptake Inhibitors (SSRIs) are often used to treat depression
  • Some have been approved to treat SAD specifically
  • You may have to take the medicine for several weeks before you feel
  • You may have to try more than one medicine to find the one that works best for you
  • You can also make lifestyle changes that can help your symptoms
  • Let as much natural light as possible into your home or
    • Open blinds, sit close to windows, and keep your environments as bright as possible
    • Get outside when you
      • Even if it’s cold or cloudy, the light can still benefit
      • Keep physically active
        • Exercise and activity boost endorphins and relieve stress
        • Both of these can keep you feeling better

 

Living with SAD

The keys to living with SAD are to plan ahead and to manage your symptoms.

ï        Follow your treatment plan.

  • This includes going to appointments, taking medicines, and following up if things aren’t working

ï        Take care of your body.

  • Eat healthy foods and get enough sleep
  • Exercise has been shown to have the same effect on depression as antidepressants

ï        Have a plan.

  • Know what you will do when your depression symptoms start to get worse
  • Watch for early signs and take action before you feel bad

ï        Don’t turn to alcohol or drugs.

  • They make depression worse
  • They can also have negative reactions with antidepressants

ï        Manage stress.

  • You can’t avoid stress, so you have to learn to manage it
  • Talk to a counselor or read about ways to handle stress better

ï        Don’t isolate.

  • It’s harder to be social when you’re depressed
  • But being alone can make you feel worse
  • Try to reach out as much as you can

ï        Start treatment early.

  • If you know your symptoms usually start in October, start your treatments in September, before symptoms start
  • You might be able to prevent. them

ï        Plan ahead.

  • Some people purposely plan their lives to be very busy during the time they normally feel down
    • This helps prevent them from “hiding out” at home, because they have already made committments

ï        Take a trip.

  • Plan a trip to a warmer, sunnier climate during the winter
  • The positive feelings will extend before, during, and after your trip

Tagged With: Dr. Jim Morrow, Morrow Family Medicine, SAD, seasonal affective disorder, To Your Health, Village Medical

Workplace MVP: Angela Ammons, Clinch Memorial Hospital

December 9, 2021 by John Ray

Angela Ammons
Minneapolis St. Paul Studio
Workplace MVP: Angela Ammons, Clinch Memorial Hospital
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Angela Ammons

Workplace MVP: Angela Ammons, Clinch Memorial Hospital

Statistically speaking, says Angela Ammons, CEO of Clinch Memorial Hospital, she’s not supposed to be where she is. With a difficult childhood, homelessness, and a host of factors stacked against her, she overcame all of it to become CEO of a critical access hospital in South Georgia. Angela and Jamie discuss her story, the challenge of becoming CEO of a hospital on the verge of closing, turning it around, the mindset which has helped her navigate it all, and much more. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

Clinch Memorial Hospital

Located in Southeast Georgia, Clinch Memorial Hospital is a 25-bed critical access hospital serving Homerville, Clinch County, and surrounding counties.

Clinch Memorial Hospital is accredited pursuant to the NIAHO® Hospital Accreditation Program. Pursuant to the authority granted to DNV GL Healthcare USA, Inc. by the U.S. Department of Health and Human Services, Centers for Medicare and Medicaid Services, Clinch Memorial Hospital is deemed in compliance with the Medicare Conditions of Participation for Critical Access Hospitals (42 C.F.R. §485).

Clinch Memorial was originally founded in 1957 as a 48-bed rural community hospital and moved to a new facility in Homerville in 2007.

CMH has received the Hometown Health Award for Hospital of the year and Congressional Recognition from the Honorable Buddy Carter. CMH was also featured in a Time Magazine Article in November of 2020.

Company website | LinkedIn | Facebook

Angela Ammons, RN, BSN, CEO, Clinch Memorial Hospital

Angela Ammons, RN, BSN, CEO, Clinch Memorial Hospital

Angela Ammons, RN, BSN is the CEO of Clinch Memorial Hospital (“CMH”) in Homerville, GA.  Located in Southeast Georgia, CMH is a 25-bed critical access hospital serving Homerville, Clinch County, and surrounding counties.  Starting in late 2017, Ms. Ammons led a successful turnaround effort at CMH, which was close to shutting down.

Working with outstanding female hospital executive mentors, Angela implemented a business strategy based on working with other South Georgia hospitals.  CMH has also grown other revenues, successfully recruiting a physician from New York City to come to rural South Georgia and launching a Family Practice.

Angela Ammons was named Hospital Leader of the Year by HomeTown Health in 2018 and CMH was recognized by HomeTown Health as Hospital of the Year for 2019. In November 2020 she and her hospital were featured in a story in TIME Magazine that details some of the struggles that she was faced with and how she contributes collaboration and a strong mentor to their success. You can read the story here.

She was also a recent guest on the HIT Like a Girl podcast where she was interviewed by Kat McDavitt. In the podcast, she shared some of the experiences that she has had as a rural hospital CEO.

Angela is proud of her origins as a nurse, having worked her way up to an opportunity to lead as a hospital CEO.  Prior to joining CMH, Angela Ammons served as Nurse Director of the Behavioral Health Unit and Nurse Manager for the Medical/Surgical Unit at Memorial Satilla in Waycross, GA, and was a Critical Care RN at Southeast GA Health System in Brunswick, GA.

She obtained her Associate’s Degree in Nursing from Coastal College of Georgia in Brunswick, and her BSN through Western Governors University; she is pursuing her Masters in Nursing Leadership with Western Governors.

Angela is originally from Macon, GA and currently lives in South Georgia. In addition to her work at the hospital, she is the founder of a nonprofit organization that will build and sustain a free medical clinic in San Antonio, Intibuca Honduras, and is passionate about mission work, and finding missions in your everyday life.

LinkedIn

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

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 Gassmann.

Jamie Gassmann: [00:00:26] Hi, everyone. Your host, Jamie Gassmann, here, and welcome to this episode of Workplace MVP. I’m excited about this episode as it shares the story of an amazing leader who has had to navigate various trials and tribulations throughout her life. Now, for some, facing challenges can be debilitating, keeping them from moving forward or accomplishing their dreams. But for this Workplace MVP, it’s strengthened her resilience and provided her with learning opportunities that have helped to shape the successful leader she has become today.

Jamie Gassmann: [00:01:01] So, looking out over the last two years, a number of leaders have faced various challenges as we have experienced personal and professional altering situations. And in some cases, having to navigate unchartered and unknown waters as we have ridden the waves of the COVID-19 pandemic, employment shortages, changes in our work environments, and more. So, how do we, as leaders, look at these challenges we have overcome as opportunities for personal and professional growth? How do we look on them as a silver lining when at times the challenge was quite difficult?

Jamie Gassmann: [00:01:37] Well, joining us today is Workplace MVP Angela Ammons, CEO at Clinch Memorial Hospital in Homerville, Georgia. Angela will be sharing with us her story of resilience, triumph, and tenacity as she took her role as CEO of Clinch Memorial Hospital. I’m so excited to have you here on the show, Angela. Welcome.

Angela Ammons: [00:01:57] Thank you, Jamie. Thank you for having me here.

Jamie Gassmann: [00:01:59] So, let’s start with you telling us your story, because it helps to give some insight to the leaders that we have listening in on how you became the leader that you are today.

Angela Ammons: [00:02:10] Well, I have been here as CEO at Clinch Memorial Hospital, in September, four years. But before I became CEO, statistically speaking, I wasn’t supposed to be here. My mother was First-Generation American. She had immigrated here. She met my dad several years ago when he was serving in the war in Korea. And she and my older brother, he’s eight at the time, came over, and she really had never had an education. And even today, she has about a third grade level basic prose understanding and literacy and able to read and write at that level.

Angela Ammons: [00:02:50] So, I guess a tumultuous childhood with lots of challenges in itself led me to be a 15 year old high school dropout. And I was homeless at different times throughout those teenage years. And so, here I am being CEO of a hospital, so that’s why I said, statistically speaking, I’m not supposed to be here. But several years ago, I went back and got my GED. I went to nursing school at Coastal College in Brunswick, Georgia, graduated immediately, went into critical care nursing. And then, various roles presented themselves for me and management and special projects and so forth in the nursing world.

Angela Ammons: [00:03:33] And I have gone on to lead medical teams into Honduras for missions. And I started a nonprofit to, hopefully, one day build a free medical clinic in Honduras in this village that I’m just in love with there. But someone who had went on the mission team with me had picked my brain or asked me questions about the hospital here in Clinch because her husband is serving on the board. And, actually, you know, I get a phone call where they want me to come and speak to the board and to see if I would possibly be interested in the CEO position. And here we are.

Angela Ammons: [00:04:05] And at first I was like, “Oh, you know, I’m very excited about the opportunity, but I’m not a CEO. I’m a registered nurse, nurse manager. It’s very flattering. Thank you.” And they’re like, “No. Come and talk to us.” And so, the person who is very competitive, that side kicked in, and I said, “Why not? Let’s go and see what can happen,” and here we are four years later.

Angela Ammons: [00:04:25] So, I have five children. We live in South Georgia. And they are studying various different fields and we have one teenager left at home. So, that constitutes my very busy life after this boy.

Jamie Gassmann: [00:04:39] Absolutely sounds like it, for sure. So, you know, you mentioned Clinch Memorial Hospital, so tell me a little bit about that hospital. I know you mentioned it’s rural, so talk to me a little bit about the hospital itself.

Angela Ammons: [00:04:51] Sure. Well, it is a rural hospital. It’s a critical access hospital. And critical access means that there are some limits to us in how we can bill and how we’re structured. So, we are 25-bed max, we have a four day length of stay. And critical access hospitals were set up to offset any acute injuries when there is more than a 38 or 35 mile radius to your next hospital. And a lot of people think that we are just a band-aid station, but that can be farthest from the truth because we employ physicians, nurses, and staff who have to pass the same boards as any other hospital in the State of Georgia.

Angela Ammons: [00:05:28] So, the great thing about us is, if you were to experience motor vehicle accident or cardiac event or some other emergency, we have all the contacts network that we can actually get a helicopter here and fly you out, or can create an efficient path for you to get help that you need. And the hospital has been here since 1957. The older building was torn down and we built this new building here in 2007, so it’s aesthetically pleasing and beautiful. And the Clinch County, I think, there’s about 6,900 people within our county and we do serve some of the surrounding counties around us.

Angela Ammons: [00:06:07] But it has definitely been a struggle for us to stay open. As a matter of fact, when I first became CEO here in September of 2017, we probably had three to five days cash-on-hand and that is just absolutely deplorable for any business. And then, there are just so many other issues that had to be unraveled or rectified in order to get us in a position to where we can be successful.

Angela Ammons: [00:06:32] And I shared this story before. I think I was 30 minutes early to work that day and I kept driving through town because I didn’t want to look like an eager beaver too much. And new briefcase, new shoes, and dress. I was going to come in and save the world. I was what Clinch Memorial Hospital needed. In my small, little, tiny rotation of a brain, I was thinking that. And within two hours, I had four cups of coffee and I was on my second Goody powder because I could not believe what I had been presented with. Very good people, I think, in the heart of things, but just not very current to run a hospital.

Angela Ammons: [00:07:12] A lot of the people that are employed here had never been employed anywhere else. Never had experienced any other, I guess, management of another large hospital. And I had worked for HCA, Mayo Clinic, and Southeast Georgia Health System over in Brunswick, so I had, I guess, a very varied working knowledge of different hospital entities and some of the things that go along with running a hospital. So, I was in quite a shock for the first couple of days there. But here we are four years later and we’re still open.

Jamie Gassmann: [00:07:46] That’s amazing. Yeah, it sounds like you’ve obviously made a huge difference to operational, cultural, a lot of different things that you kind of walked into. So, with that, talk to me a little bit about when you took over as CEO, what was the culture? And I know you kind of touched a little bit on the state of the hospital. But what was the culture and the state of the hospital like?

Angela Ammons: [00:08:08] It was almost as if this hospital was in a bubble. And they had not been exposed to anything else. Everyone wanted me to save the hospital as long as it didn’t personally affect them or if it didn’t change anything about their lifestyle here at the hospital. And I know that change is hard for a lot of people. But in order for us to move forward and in order for us to save the hospital, there had to be a tremendous amount of change that had to take place. Tremendous amount.

Angela Ammons: [00:08:35] And the board had only given me an 18 month contract. And they had wanted to only give me a year contract at first. And I was like, “There’s no way you can do anything in a year. I know that I’m an RN. I know I’ve had a CEO role before. But I’m going to need a little bit more time.” So, 18 months I felt was huge immense amount of pressure to get in, shake things up, and to see where we could go. And, you know, every day as I was playing that game – and if you play the game at the fair or whatever, Whac-A-Mole, the little mole pops up and you hit it and the next one pops up – I felt like I was just chasing moles every single day.

Angela Ammons: [00:09:11] But the culture, for a good part of it, was somewhat toxic. I had some very good people in my C-suite who are very supportive. They understood that a lot of change needed to happen. But, for example, on my first day on the job, I had an employee who refused to shake my hand as the new CEO, who refused to be introduced to me.

Angela Ammons: [00:09:32] And it had taken me aback because I had been employed since I was 15 years old, working two to three jobs at times. And it didn’t matter what job I held, whether it was the waitress at Chinese or I was working in retail or I was working in an engineering co., there is this level of respect that you give to people who are your managers or the position they hold or just respect for the next human being. So, I just remember walking away from the employee, “You know what? They don’t want to meet me right now. I will come back.” Thinking, “What in the world?”

Angela Ammons: [00:10:04] And then, I remember a nurse who refused to even look up from the desk and speak to me until I finally had to tap on the desk and say, “Did you not hear me say hello?” They’re like, “Oh, yeah. I heard you.” and I was like, “Okay. So, this is going to be a very interesting job here.” But it was just whatever was allowed. There was limited accountability, very limited follow through, very limited amount of expectation set. And I think that previous CEOs had done the best they could, but it was just an immense project. So, I just started to decide to chip away at the little things.

Angela Ammons: [00:10:42] And a very wise woman in a church that used to give advice to all of the new newlyweds, and she said, “Honey, you need to start out like you can call it out.” And then, new women like, “What are you talking about? What does that mean?” “If you want to be sugar and kisses and full face of makeup every single day, you got to do that for the rest of your life. Because it’s not fair to the husband when three months in, you’re tired of that and you revert back to another lifestyle.”

Angela Ammons: [00:11:11] So, I’ve taken that kind of advice into the business. It’s hard for you to start out easy and then have to get harder because your employees are not going to understand that. So, I believe in being tough but fair and being very direct from the get-go. Tons of respect in there, but I had to be very direct with some of the things.

Angela Ammons: [00:11:31] So, I remember going to my CNN and she is a phenomenal employee, and I don’t know what I would do without her. But I told her about my experience with a nurse and I said, “Get it cleaned up and get it fixed immediately or I’m going to have to take care of the issue.” Because if she’s doing that to me as a CEO, I don’t know what she’s doing to the public, so we need to rectify the situation immediately. But it was just instances like that.

Angela Ammons: [00:11:55] And then, the community being an outsider, not from here, being half Asian, I think, has been hard to accept at times. There’s a lot of judgment, especially when you’re a female CEO and you’re taking on a role like this. And I even heard negative comments from people who I thought were my friends about how I potentially got the job. And so, it was just hard during that first year to be tasked with trying to save a hospital, changed the culture, and then dealing with the personal attacks that come with that.

Angela Ammons: [00:12:26] And it’s still not easy. I think once a quarter, I make someone upset in the community. I’m in this closed Facebook group, How do we remove the new administrator? Now, I’ve been here four years, so maybe when I’m here ten years and I’m still here, maybe I won’t be new anymore. So, that happens on a consistent basis. So, it’s just one of those things.

Angela Ammons: [00:12:46] But, Jamie, looking back, I believe that my entire childhood in lifetime prepared me for the things and the challenges that I had to face here. Because if someone had a very sheltered lifestyle and someone had to overcome a lot of obstacles had been put in situations where people were just really horrendous to you, I think they would have walked out the door. And people have walked out the door. And sometimes when I had insults hurled at me, I’m like, “Is that the best you can do? Because I’ve heard a lot worse. That doesn’t bother me at all.” So, I think that helped prepare me for this position and maybe other things in the future. I don’t know.

Jamie Gassmann: [00:13:26] Wow. Yeah. And that definitely sounds really challenging because you’re trying to make a difference. And, you know, having people understand and provide that respect to help along the way would make it that much easier. But it’s almost like they’ve created those obstacles. Because change is hard. I mean, change management, especially in an organization where it sounds like they probably had multiple CEOs that come and gone prior to you coming on board while they’re trying to fix the situation, and creating change can bring so many additional obstacles in it of itself.

Jamie Gassmann: [00:14:05] So, how did you approach that? What were some of the ways that you approach that change management process, knowing that you are already getting kind of some deflection of frustrated feelings and disrespect? And how did you kind of implement that? What were some of the ways that you approached that, that you feel helped to kind of overcome some of those challenges?

Angela Ammons: [00:14:26] Well, it was a multifaceted approach. And some days I thought I had it nailed down to a science. And then, sometimes you have to start back to the first page. I created a whiteboard. I had a whiteboard hung in my room and I created wants and needs. And I think I’m on my second or third whiteboard, where I had to erase it and start all over again. And I had to focus every single day on the things that absolutely had to happen, whether it’s applying for accreditation, looking at our charge master, going back and looking at policies and procedures.

Angela Ammons: [00:14:58] And things that are supposed to happen on a routine basis hadn’t happened in years. So, not only was it you had to get it done, but you’re looking at ten plus years of work that you had to go through. But just looking at that and being able to cross off with a red marker the things that we accomplished kept me going. And rallying the team, I had to make sure that the board had my back 100 percent. And at times, it can feel like they don’t. But you have to remember the end goal. And to remember as long as you know that you’re performing at your best capacity, your feeling for that day cannot be dependent on the feedback you get from somebody else.

Angela Ammons: [00:15:41] And being a novice CEO, being very new at my role, and being unsteady for the first six months, I probably caused a lot of undue stress upon myself wanting positive feedback, wanting you’re doing a great job, wanting the employee’s light. I mean, guess what? I didn’t get it. I didn’t get it at all from the community. And I’ve had some bad discussions with boards and with employees. So then, I had come to a sharp realization, like, “Angela, you’re wanting fuel for your fire that you’re not going to get. You’re going to have to learn to smoke that thing on your own. And not wait for positive feedback. Just keep your head down and do the best you could.”

Angela Ammons: [00:16:21] So, I created a good team of immediate support in the C-suite, and I was very direct with all of them. I said, “Look, I’m a very transparent person. I’m never going to be 100 percent right all the time. I will fail. I will do my best to admit the times that I failed. But I need you to be able to admit that with me as well. Together, let’s come up with solution. Don’t think you have to hide anything. I don’t want you to hide anything. If you don’t know an answer to something, just admit that because I’m going to do the same thing with you.”

Angela Ammons: [00:16:49] And we set some goals and we gave everybody a toolbox to be able to reach those goals. And if you couldn’t get there, we had to give you the opportunity to seek employment elsewhere. And a lot of people in our accounting thought this hospital was established to be an employer of Clinch County, and that cannot be farther from the truth. The hospital was established to provide excellent patient care for anyone that came to that door. And we are tasked with making sure that we have the right people in place to do that.

Angela Ammons: [00:17:17] So, there is a lot of nepotism that we had to alleviate within the facility. And there are a lot of hurt feelings associated with that. And a lot of people just thought it was a personal attack, but that wasn’t true. So, that was one of the things that we had to do and we’re still facing. And I think that a lot of people – a lot more, the percentage shifting, to where people understand that. And I used to tell my children and I still do, “Remember, you are the average of your friends. Look around at your friends. If you don’t like what you see, you need to do a little bit of introspection because you’re probably that average.”

Angela Ammons: [00:17:56] So, when I became CEO, there were years of people that I had worked with who had heard I taken the position and said, “Angela, we always want to continue to work with you and for you. If anything comes open, let us know.” So, for the first time in several years, we had people who could get jobs anywhere, but they were choosing to come and work in little Clinch County, BSN, master’s degrees, years of experience with compliance, and so forth.

Angela Ammons: [00:18:22] And so, that made my job a lot easier, is, having a great team and the same work ethic that I did, and who believed in just staying until the work was done, and being honest and laughing at each other. Now, there has been times when we have had a lot spats back in the day. We leave with the respect that we’re just here for the common goal. And I think if it had not been years of me doing the best I can in previous jobs, that reputation would have not followed me.

Angela Ammons: [00:18:50] And so, whenever we have new nurses come in or anybody through orientation, I ask that I have a few minutes to introduce myself and speak to everyone. And I tell them, you are in a constant job interview every single day you show up for work, whether you believe it or not. So, it’s important for your uniform to be right. The dress code is appropriate, for your personality to be on spot, because you don’t know the person that you’re working with next to you will be a future employer, a future reference, a future anything.

Angela Ammons: [00:19:18] So, that’s the way I try to operate in. That, I don’t know if any of the people that are working for me, I may not be working for them in the future. But I think that has what helped me be as successful as I am and to attain the positions that I did. Earlier on, when you’re homeless and you’re by yourself and you don’t have anyone to help you, there have been some pretty dark moments in my life whether it’s the shame, or the realization, or the lack, the only person that can change for you is you. There isn’t one person in the face of this Earth that owes you anything. Not one thing.

Angela Ammons: [00:19:57] And if you want to change the directory for your life, you got to get out and work for it. And that meant working three jobs. That meant going back to college. After you get off your second job and doing night classes, but keeping that mindset that whatever you want to have in life, you work for it and it’s not handed to you, I think, really has helped us, as a team, here at Clinch Memorial Hospital to get some of the recognition and the notoriety that we have thus far.

Jamie Gassmann: [00:20:24] Yeah. Which sounds well deserved and it’s great. I love that concept of, you know, show up to work like you’re always on a job interview. I always say it goes the same way when I’m traveling, I always travel dressed ready for potentially anybody that I might meet because you never know who you might be sitting next to. You don’t know who you’re going to run into.

Angela Ammons: [00:20:44] That’s so true. It never fails. The day you leave the house without makeup because you’re just going to run to the store, ripped t-shirt or something because you’ve been cleaning all day, you see someone. I’m like, “Oh, my gosh. There’s no second chance of this ever again.”

Jamie Gassmann: [00:21:00] Totally. Yes. I love that concept in the work environment of always showing up like you’re going to be in a job interview, because I love that thinking of always putting your best foot forward every day.

Jamie Gassmann: [00:21:14] So, you know, with the hospital, obviously, you mentioned it’s rural and you’ve kind of touched on some of those challenges with the nepotism and changing kind of the perception of the community to the hospital. With it being rural, what are some of the benefits that it has? But then, also, what are some of the challenges or obstacles you’ve had to overcome with it being a rural hospital? Are there things that have created maybe some barriers to it being more rural-ly – I don’t even know if that’s a word – rural in Georgia?

Angela Ammons: [00:21:51] It is extremely challenging for us because rural usually means high poverty rate. So, getting people to use your hospital or ancillary services is extremely hard because you usually have a higher uninsured rate, or Medicaid, or you really don’t qualify for that. And along with that, too, sometimes comes with a lack of understanding due to a lack of education. Most of the people who do go off to get college degrees, stay in the area that they’re getting the college degree from. And very few move back.

Angela Ammons: [00:22:24] So, we have a problem with outmigration and just a complete lack of understanding and the mindset of, “We’ve always done it this way. Why do we have to change?” Well, there can be no success without change.

Angela Ammons: [00:22:37] A very good friend of mine who happens to work here, so there can absolutely be zero growth, personal or professional, without conflict. So, it’s going to mean there’s going to be a time of being uncomfortable or a little bit different in order for us to see some change. So, that’s hard.

Angela Ammons: [00:22:54] And one of the things that was challenging for us coming in was that, we were a hospital that was slated to be closed. We were on the closure list. And hardly anyone had ever heard of us. We were sometimes confused with a hospital in Charleston County that closed in 2014. So, going in as the underdog and having everyone who could go to the back for you, the legislators, your representatives, people who wanted to issue grants knowing that you might be a sinking ship, they did not want to work with us. So, that was extremely difficult and extremely challenging.

Angela Ammons: [00:23:31] And then, having a board who is a good hearted board but was void of the health care management aspect, didn’t understand a lot of the terms of a critical access hospital. See, critical access hospitals are set up much differently than PPS hospitals. Usually in any business, if you want to make a profit and you save money, you cut back and you put money in the bank. Critical access hospitals are set up differently. So, we get 101 percent of all of our charges that are presented to Medicare. And at the end of the year, we do a cost report. And if we have not reinvested every dollar that Medicare gave us, we have to give them money back.

Angela Ammons: [00:24:12] In trying to get the board and people to understand why is that new CEO buying all of these IV pumps, or upgrading their computer systems, or hiring more people, or why does she increase salaries? Because all of that goes in our cost report. And so, it’s a game. It’s a game how to play this and how to navigate that to make sure that we get credit for every dollar that comes through here. And at times it can be very, very stressful. If you’re facing a possible payback at the end of the year because you worked so hard, your staff worked so hard, the last thing you want to do is write a check for a million dollars back to Medicare. I mean, it’s just so defeating to do that.

Angela Ammons: [00:24:53] So, understanding the nuances of that and trying to get your hands and head wrapped around that was extremely challenging because the community would post something in the paper to the editor, “Why did she get rid of this long term provider in the community?” Well, it really was not feasible for us to continue in this relationship. Or, “Why is she buying a car for an employee?” And so, a couple of years ago, we were trying to find a creative way to keep employees here, to retain them, and to recruit them.

Angela Ammons: [00:25:23] And I did not like sign on bonuses because that defeated everything that anyone had been here for years in the work that they were doing. So, what we did was created a driving excellence program. So, every two weeks, if an employee signed off on your time, you worked your scheduled hours, and you did not call out, your name was put into a drawing. And every quarter, we gave away $500 from that drawing. And then, we put your name back in the bucket, and every year we gave away a car to an employee.

Angela Ammons: [00:25:54] So, that got a lot of publicity for us, and there is a lot of people who wanted to come work for us because we were thinking outside the box. But the community can’t understand that, and I tried to explain to them, “Well, depending on a cost report, if you know the employee that we give it to, it’s not the face value of the cost of this car.”

Angela Ammons: [00:26:12] And every time an RN leaves our facility, the average cost for recruitment and retention and getting it back is $50,000 every time a registered nurse leaves you. So, if we have ten registered nurses walk out the door every yea, it’s costing us so much money. So, this is a very little small effort that we can do with that type of thing. But getting the community to understand that has been hard at times, but we just keep pressing on trying to think outside the box and doing things that we’ve never done before.

Angela Ammons: [00:26:41] We created a farm to table approach in the middle of the pandemic. We had a lot of farmers locally who couldn’t get their vegetables and produce and fruit to the market because the pandemic shut everything down. And one of the farmers reached out to me and said, “Angela, can you buy some blueberries? All of our suppliers have just dried up and they’re just down on the vine.” “Absolutely.”

Angela Ammons: [00:27:01] And so, I started getting my mind thinking, the restaurants may be closed in New York and Atlanta, but every hospital in this nation is still open. How can we help our local farmers? So, I picked up the phone, I called some other hospitals and they bought some. We started this food collaborative in which offset to another thing where we try to give our employees B-grade vegetables from local farmers so they won’t go to waste in the field. We can’t really give you money all the time, but, hey, instead of you leaving having to go to a grocery store, here’s some nutritious food straight from the fields from our local farmers. So, it’s little things like that we try to do to be creative, which is a challenge.

Jamie Gassmann: [00:27:38] Absolutely. But what’s really cool about that is you’re supporting your community while helping your employees. It’s almost like a win-win-win. Like, it’s kind of helping to keep them motivated and feeling good about the work they’re doing, but also helping others in that community with getting their produce to somebody who can buy it. That’s amazing. What a great story.

Jamie Gassmann: [00:28:00] And, obviously, you’ve overcome a lot of these challenges. You’re risen kind of like a phoenix in a way. You know, you’ve also leveraged mentors and other leaders kind of in your network along the way with that. Can you talk about how important that has been or how that helped you in being able to have that comfortability to reach out to other leaders and ask questions and get support from them?

Angela Ammons: [00:28:26] Sure. Well, I think my background created a boldness inside of me. So, I’m like, “What have I got to lose?” I mean, I’ve probably been embarrassed to the most extent. So, I’m one of those people who will be completely transparent and vulnerable. And I think this is something that executives or anyone in any workplace need to understand, not everyone should fake it until you make it, because you may end up making a complete fool out of yourself.

Angela Ammons: [00:28:51] The next person at the next cubicle or the CEO at your competitor could feel just as uneasy or insecure about various roles that they must fulfill. So, the best thing you can do and the best thing that I did was to be very upfront about the things I did not know, and to asked for help. Now, being vulnerable meant that a lot of people tell me no, or didn’t return my phone call, or pretty much said, “No. You’re CEO now, you figure it out.” And I was shocked when I got those kind of responses because I was always in the nature, if someone needs help, I’m going to do everything I possibly can to help them. I’m the person who does that.

Angela Ammons: [00:29:33] And I shared this with somebody else before when I talked about mentors, and I’ve had some really good mentors. The best mentors in my life have been the people who have been the meanest and dirtiest in my life. I have learned more from that than anybody else, because I have sworn to myself with those interactions, I am going to be so far away on the spectrum of where you are so I can never be like you. And what do I need to do so that I’m not like this?

Angela Ammons: [00:30:03] And I think reaching out for help, it leaves you open to placing trust in people you shouldn’t place trust in, but that’s okay. Place the trust anyway. Be very cautious, but extend the olive ranch and place that trust. So, reaching out to a mentor on my first day in the job here was something that took a lot of guts. I knew what I didn’t know. And I knew that as a new CEO, I needed some help here.

Angela Ammons: [00:30:33] So, I had researched powerful CEOs who are doing something to shake things up in the critical access world. And Robin Ralph’s name popped up and I cold called her on the first day. I was like, “Robin, you don’t know who I am.” And the gods smiled upon me because she answered the phone. It didn’t go to a secretary or anything. She answered the phone and I said, “I’m Angela. This is my first day on the job as a CEO in this critical access hospital. I don’t know a lot, but I know I need a mentor. Would you be my mentor?” And she agreed and we developed a relationship and I have learned a tremendous amount in these last three years from her.

Angela Ammons: [00:31:11] But taking that chance and letting her open doors for me led me to meeting other people, and introduced myself, and really stepping outside of my comfort zone. I’m a huge introvert. I mean, I’m on all day and there’s nothing more than what I want to do is get curled up at home with my dog and cat, read a book, and stay inside. And I can stay inside the house for an entire weekend. But I had to learn that my position meant for me to get out of my comfort zone and network.

Angela Ammons: [00:31:40] So, I remember the first conference I ever went to. I shut out to some of the sessions that was going on, and I ran right back to my hotel room. I wanted to avoid the cocktail hour, the meet and greet hour, because I felt that I was not adequate enough to mix and mingle with other CEOs, even though I held the title as CEO, even though I was pursuing a master’s degree, even though I had to overcome so much that would put people in a grave. And that would stop people.

Angela Ammons: [00:32:11] Years ago, I let my inner voice tell me, “You are not there yet. How dare you get out there and give a business card, introduce yourself as a CEO when you’re so new in the game?” But you know what? I’m looking back now and I wish that had not stopped me. And we let our inner voice of fear stop us from stepping out and obtaining the things that we should obtain, and going after the things that we should because of that voice. And, also, criticisms from other people.

Angela Ammons: [00:32:38] And that year as a new CEO, I remember sitting in a session with this group called Hometown Help and someone won CEO of the Year, and I was like, “I’m going to win that one year. I promise you that.” The next year, I won it. And there are a lot of people who felt like I shouldn’t have gotten that award, and I knew it and I could sense it. There are people who have been CEOs of hospitals and rural hospitals for years and haven’t gotten it.

Angela Ammons: [00:33:04] And then, the next year, I was asked to give a keynote message or speech at the same conference and my opening line was, “A year ago today I received CEO of the Year award. Just like a lot of you who are sitting in this audience, I didn’t think I deserved it.” I can feel the tension break in the room. And being vulnerable in that moment, I felt let them be open to the rest of my speech and we got Hospital of the Year that year after that speech was over.

Angela Ammons: [00:33:35] But mentors have come in different shapes and sizes. Some of my biggest mentors now are my employees that work under me – and I hate to say work under me – work with me. There are some hard working, very smart, intelligent people that teach me things every single day. And I truly believe in being surrounded by people who are smarter than me. If I’m the smartest person in the room, I need to get out of the room, and I tell them that all the time. People who I thought were my mentors in the past surely were not. And I realize that now, but they were. I hate to say that because I’m still learning from them.

Angela Ammons: [00:34:15] And being in the position of being mentored, I think, it’s hugely important that I try to mentor someone. And I’m usually shocked and taken aback when I get someone that reaches out and say, “Would you mind being my mentor?” And I’m like, “You want me? Are you sure?” But sometimes people just want friendship to know that we’re not in this alone.

Angela Ammons: [00:34:36] So, I think it’s important that in any leadership position that we remember to give it back and pay back. And then, sometimes it really helps offset the pain and the sting of the criticism and stuff that you get when you’re trying to do your job.

Jamie Gassmann: [00:34:50] I love that concept of reaching out even just to be a friend or have somebody there. Because, you know, there’s a lot of leaders or there’s people that I’ve heard this from that say it’s very lonely at the top. And from what it sounds like to you, you’ve really taken an opportunity to embrace those that are either working with you or can help you in some way from a networking perspective. And, you know, ones that may be a little bit more negative, you’re going, “Yep. That’s not what I want to be, so that helps me to grow as a leader.” But, you know, really kind of finding a way to not be lonely at the top so that you can continue to thrive in a way, very interesting.

Angela Ammons: [00:35:29] Hugely important. Yes.

Jamie Gassmann: [00:35:31] Yeah. Absolutely. And you’ve navigated a lot of discomfort when you’ve been put in different situations. I know you shared some on having to choose your battles as you moved into this role. Can you talk a little bit about that? Because I know sometimes, you know, when you get into that leadership role and you go into a meeting, you’re like, “Okay. This is something I have an opinion on. I should fight for it.”

[00:35:52] But I think what was really interesting about a previous conversation you and I had where you shared some examples of, “Yep. That’s not a battle I’m going to take on. I’m going to choose my time when I take that battle on.” Share a little bit about that and how you were able to kind of learn some control on that in choosing your battle, because you ran into some several obstacles where you had to do that.

Angela Ammons: [00:36:14] I did. I did. Several comments I want to make about that. One is that, you can’t want more for people than they want for themselves. The disappointment stops when you realize that. And I’m still trying to get past this, I hire really quickly and I fire slow. And a lot of times people think that, “Oh, this person has positions, so they should know better. They already should know better.” But that’s not true. You’ve got to be able to have some very tough conversations.

Angela Ammons: [00:36:44] Now, don’t criticize a person every single day that they’re walking in the door. But for the bigger things or for, “Hey, do you want to help with this?” And let me tell you how I thought this meeting went today. The same thing with my board, they’re a fairly new board when I started and we are each trying to prove ourselves. And there are some very tense conversations that we’ve had to have. And me not having that boardroom experience before, I learned that I had to learn how to regain or gain my composure and post questions in a different manner. Or if I didn’t get it yesterday, it doesn’t mean it was a permanent no. I just had to redirect and find out what the root cause of the issue was and then just reask in a different time.

Angela Ammons: [00:37:26] So, I learned that I don’t have to go in and be the fist on the table or get my way. And instead of going, “Are you crazy? Did I just really hear that come out of your mouth?” That I may not get such a great response and said I can word it like, “I really appreciate your feedback on that. Can you explain or elaborate a little bit further on what you’re trying to convey here? Because I’m not quite sure I’m on the same page with you.” The same thing, but completely different ways of saying it.

Angela Ammons: [00:37:58] And it was very hard for me to come in to this environment because there are some very strong personalities. And anyone who’s ever managed a team of physicians or have had to be a CEO of a hospital or a physician practice, physicians at time can be hard to manage, especially if they’ve been allowed to run the show for an extended period of time.

Angela Ammons: [00:38:24] And we, as females, not only do we constantly second guess, or do I deserve to be in this position? Should I ask for a raise because I’m not sure I deserve that? Should I say no to this, even though I know it’s out of my scope of practice because I really have got to prove myself? Not only that, but then we have to balance the inner voice of, you’re fat. If you’re a little bit skinnier, you look better in that suit. Or, do you really need to eat that donut today? Should you be in both sides of that bagel, Angela, before you came to the office? But we constantly worry about our image.

Angela Ammons: [00:38:59] And so, I remember a physician who was well-respected in the community. When I walked into a meeting – it was a med staff meeting – he called me out and he says, “Miss Ammons, have you lost any weight because it doesn’t look like it?” And this is with a team of other professionals and doctors. And, really, I just kind of giggled uncomfortably.

Angela Ammons: [00:39:20] And after the meeting, I said, “Is this something that happens all the time?” “Well, yes, that’s just how he is. You just have to deal with it.” I was like, “No. Let’s not have to deal with it.” Other people say, “Oh, just don’t worry about it. That’s how they are.” I’m like, “You don’t understand something, in any other setting, this person would have a lawsuit against them, if you’re telling me this is how they treat everyone.”

Angela Ammons: [00:39:42] So, I have my back against the wall just because I didn’t have another physician so forth. So, I tell myself, “You’re going to fight this battle, but you’re going to fight it at the right time.” But, still, I would get a phone call randomly, a phone call from this person they’re saying, “AA -” because Angela Ammons “- I only have one question for you.” And I say, “Yes. What’s your question?” “Are you still fat?” And they would laugh and hang up the phone. And I’m a size eight to ten, average female in American sport team, so I never considered myself fat. We all do a little bit. But I was like, “Oh, my God. Not only do I have to worry about three days cash-on-hand and payroll, I’ve got some idiot asking me about my weight in a professional setting.” I’m like, “Oh, my god.”

Angela Ammons: [00:40:23] And then, I would walk in to a performance improvement meeting, a CQI meeting, and this person would say, “I think our next performance improvement plan should be to reduce Ms. Ammon’s BMI because she’s really not overweight. She’s clinically obese. And I would appreciate it when you go on your walking clubs, if you happen to run past my house, you call me and tell me so I could hold my China cabinet in place so the China doesn’t bounce out.”

Angela Ammons: [00:40:48] And I remember a new physician that I hired sitting there staring at him and his color is getting red because he was new and he didn’t know how to navigate it. He was just like, “I cannot believe this behavior is happening here.” But another time and another place, I was able to address it head on. And that behavior towards me does not happen any longer. I was able to stop it. And I believe that I have gained enough respect for myself that I could go to anybody in the community and say, “This is a behavior that’s happening. We could get sued for this type of behavior. This is lateral violence and harassment. This will not be tolerated in our facility anymore.” And I said that.

Angela Ammons: [00:41:31] And so, as far as I know, it has stopped. But I had to remind myself that I cannot walk out the door every time you got an easy for me, or every time it was not comfortable, or every time I wasn’t getting flowers and champagne tossed at me for doing a good job. When you’re in a position of power, a CEO, CFO, manager, owner of your business, you’ve got to remember what your goal is, your end goal. And it’s not going to get any easier in any other facility or business you go to. It’s just going to be the same type of person. It’s just a different name.

Angela Ammons: [00:42:08] And you’ve got to tell yourself, what’s my end goal? What can I tolerate? It’s not going to be on the the ledge of being illegal. But you just have to keep your head up and keep going because every single employee in this facility needed me to do that. And I couldn’t take it personally. I just had to let it just roll off, like, this is something you have to face every single day or intermittently. But you have to remember you’re here to save the hospital and you’re not going to get a parade every single day when you come in here. It’s just not going to happen. And I think people forget that. I think at times we’re a little bit more sensitive than we should be, and we walk out the door, and then we forget the true mission of what we were set to do here.

Jamie Gassmann: [00:42:53] Yeah. Well, that was one of those moments where planning your time to address it when you could make the biggest impact as opposed to trying to navigate that too soon and not getting to that end goal that you were set.

Angela Ammons: [00:43:08] Sure. Because he wanted to squabble. If I wanted to do an immediate squabble back and forth, then I think everyone at that table would lose respect for both of us. And I need that respect. It had not been lost for me, and I wasn’t going to do anything to add fuel to that fire. So, you can get in a fight. Sure, fights are very easy, a verbal squabble, but I knew that I need to hold my place and time, and I would have my due day of being able to reckon.

Jamie Gassmann: [00:43:33] Yeah. Absolutely. And good for you, because that would have been a really hard one to sit and take. But then, I admire your strength in that moment to just, you know, “Okay. All right.”

Angela Ammons: [00:43:46] Yeah. And then, sometimes you have to have private conversations with someone which is acting very irresponsibly, and you really felt they didn’t know any better. Very young people, they graduate and immediately, “I have my master’s degree. I know what I’m doing.” Or, “I have my bachelor’s degree, you can’t tell me everything because my degree at Georgia Southern has told me everything,” or my degree at UGA.

Angela Ammons: [00:44:07] And sometimes you have to pull someone down, sit them down and say, “Private conversation between you and me, where do you want to go and live? What you’re doing now is never going to get you there. So, if you want to listen to my advice, I’m about to tell you that.” And those conversations can be extremely hard because these people are so young and fragile, sometimes 22 or 23 or just graduating college. And they probably have a dozen trophies at home where they’ve got a trophy just for showing up. So, having someone have a hard conversation with them are very difficult.

Angela Ammons: [00:44:40] Well, I’d much rather have hard conversations, performance improvement plans to help them achieve the goals that I have for them just to fire somebody every six months or a year just because it’s not working out. And I think too many times, executives and people in leadership roles look the other way. But the idea they should know better. Why do I need to tell them that? People need to be told. I need to be checked. If I roll my eyes and I don’t catch it, I have people who’s going to be, “Angela, your facial expression.” Or, “Angela, you got a little bit loud in that meeting. You shouldn’t do that.” I have people in place to check me. And that’s so important.

Jamie Gassmann: [00:45:18] Yeah. Oh, I love that. We’re going to jump into a commercial from our sponsor real quick. So, Workplace MVP is sponsored by R3 Continuum. R3 Continuum is a global leader in providing expert, reliable, responsive, and tailored behavioral health disruption and violent solutions to promote workplace well-being and performance in the face of an ever changing and often unpredictable world. Learn more about how R3 Continuum can tailor a solution for your organization’s unique challenges by visiting r3c.com today.

Jamie Gassmann: [00:45:52] So, I like that thinking about having somebody in place to check yourself. That is so spot on. I completely would agree with that. And I tell my staff as well, you know, “It’s okay to call me if I’m on something too. I expect the same in response.” So, in looking at some of the key learnings that you have as a leader since taking on this role, what would some of those be?

Angela Ammons: [00:46:22] One of the biggest things is, never stop learning. Some people are like, “I’m CEO. I never have to go back to anything because I don’t need to know anything else.” That is not true. I work – and I think all of you probably – ungodly hours, but I’m always looking for other avenues to learn and improve. Is there a conference that I can attend? Is there a podcast I need to regularly listen to you on my commute? What books do I need to read? Who do I need to continue to mentor me so that I can be sharpened? Because iron sharpens iron, right?

Angela Ammons: [00:46:53] So, a lot of people would not have done this. And a good friend of mine said, “I would have never made this call if I were you. You’ve got some guts.” After winning Hospital of the Year award, which is a back up to being CEO of the Year award. Which, also, in the middle somewhere, I was featured in Time Magazine, this hospital was featured in Time Magazine for some of the work we’ve done, I couldn’t understand something on the financials of our financial report.

Angela Ammons: [00:47:19] And I had a good friend who’s the CEO and CFO at another hospital, and I reached out to him, Kerry Trapnell at Elbert Memorial. He’s been a godsend to me. And I said, “Kerry, I don’t understand this. Can you help explain this? And maybe we should put this in another format?” Well, a lot of people would have responded, “Didn’t you just win Hospital of the Year? You’re supposed to be the rock star, why are you asking for help?” He didn’t. He’s like, “Sure. What do you want me to show you? What you want me to do?”

Angela Ammons: [00:47:46] And without being vulnerable and asking for help, I would still be in that one place. So, I think it’s important for us to realize when we need help. Don’t be afraid to ask for it. And to continue to educate ourselves. I mean, I thought I was done with school. But, now, I’m thinking, maybe I need an MHA on top of an MBA. And maybe I need to join these organizations so that I can continue to be better, because you don’t know what the future holds for you.

Angela Ammons: [00:48:18] When I was a 15 year old high school dropout waiting tables at Shoney’s, and that was when they had the awful ugly uniforms back in the day – I don’t know if you have eaten at Shoney’s, but it was a green wrap around polyester skirt and this green and brown plaid top. I couldn’t see past me paying the bills at the end of the month and working there. So, you never know what the future is going to hold for you. You never know what’s going to become of that. So, always try to prepare yourself to be better.

Angela Ammons: [00:48:46] And I remember going to yard sales and checking out books during that time I was a dropout, whether it was law books, it was college books on geometry, and so forth. I’m telling myself, “Okay. You may not be officially enrolled in school, but you need to read over this. You need to try to get ahead of the game and that type of thing.” So, I think it’s incredibly important to continue to educate yourself and to learn from other people. I think that’s probably the best advice that I can give everyone.

Jamie Gassmann: [00:49:15] Great. So, in looking at your career and how you’ve grown, I know you’ve mentioned it a couple of times that voice of fear in your head that we all have. And what I’m curious about is, how do you overcome that voice of fear? It’s almost like imposter syndrome, right? Especially when you get into leadership roles, sometimes you show up at that table like, “Wow. Do I really belong at this table?” And it’s like, “But you do.”

Jamie Gassmann: [00:49:42] How do you find that voice of believing in yourself? Because there’s a reason you’re at that table. You earned it. You’ve mastered certain things that have gotten you to there, even if it’s not educational or any of that, it’s your work ethic, your integrity. There’s so many other things that get people into those roles. Can you talk through how you overcome that fear? How do you make sure that you show up believing in yourself, whether it’s a meeting, or it’s a presentation, or it’s just the day-to-day workplace?

Angela Ammons: [00:50:14] Sure. I still wrestle with that every single day. That voice has probably gotten a lot quieter over the last couple of years. And I think I can attribute that to being very real and honest with myself. Because even very influential and successful people may suffer from imposter syndrome. They may not even realize they have it yet. And you can see the definition and you’re like, “Oh, my God. That’s me.” Because I remember reading the definition, I’m like, “Oh, there is a term for what I do, for what I say to myself. I can’t believe it.” But being honest with yourself and saying, “Yeah, Angela, you did screw up royally today. You blessed that employee out today and you should’ve never done that. You know what? Get over it. It’s going to be okay.”

Angela Ammons: [00:51:02] Finding the people who will be honest and truthful to you, whether you want them to or not, is truly important. And I have two of those people in my life. I remember my good friend will say, “Do you want me to validate you or do you want me to be honest?” And I’m like, “I want you to be honest.” He said, “Okay. Then, this is this and this.” And there are times when you can get dark, and you’ve had a succession of really bad decisions, or there has been immense pressure at work, and you feel like there’s no end to it, and I can recall even this weekend of hearing the negativity seep in.

Angela Ammons: [00:51:38] But you know what? I set a time limit for it. After about five minutes, that’s enough. There’s not going to be any more of this, because if it was your friend, your children, your loved one, you’re personally speaking to them the way we speak to ourselves, you would immediately intervene and say, “You’re not talking to my husband like that, or my child, or my best friend. She is my girlfriend. What are you doing talking about her like that?” We have to have that same respect for ourselves.

Angela Ammons: [00:52:05] And I’ve learned that more in the last two years than my entire life, “Angela, stop talking to yourself like that. Look at everything you’ve accomplished. Look how great your children are, your life. So, what you messed up yesterday? What about all of the other successes you’ve done?” So, I think at times, even if you need to put it down on paper and then when I do that, I’m like, “Oh, my gosh. I guess we have them pretty good.” And then, you have to accept the failures and say it’s a failure, but it’s only a true failure if you repeat it over and over and over again.

Angela Ammons: [00:52:37] And checking yourself with your mentors and being truly vulnerable with your staff. Whenever we accomplish something, I’m telling you, guys, it’s because of this wonderful team of people that work with me. And I congratulate them. And I talk about this team let us in Time Magazine. This team helped us get CEO of the Year award. This team enables me to go to this conference and speak because if the hospital wasn’t running well, I couldn’t leave.

Angela Ammons: [00:53:04] But when you fail at something, I think it’s truly important, very, very important for your employees to hear that you failed at something. I would say in a minute, “Guys, I’m late for that email I did, so that’s being paid late because of me. It’s not because of you,” and I would tell them that. Or, “Guys, it’s my fault. I dropped the ball on this. I can’t let you down, but it’s not going to happen again.”

Angela Ammons: [00:53:28] So, I think it’s truly important for you to do that to be real, have other people check you, and for you to protect yourself, and to defend yourself like you would do the loved ones in your life. You cannot get beat down or go into that dark place every single day, and then go up there and perform to be the light of your facility, for your home, for your friends, or anything if you’re constantly beating yourself down. I mean, you just can’t do that.

Angela Ammons: [00:53:58] And you think you don’t do it. But if you wake up five minutes late or you forget to turn off the alarm, you’ve already told yourself, “You’re so stupid, you can’t even set the alarm in the morning.” Or, “My gosh, Angela. This is the second pair of pants you put on and the buttons are about to burst. You’re CEO of a hospital and you can’t put down a bagel or you can’t reduce the carbs for 30 days.” And I talk this over with my girlfriends. And sometimes before you even leave the door and get in your car, you’ve already told yourself 20 negative things. And you’ve got to be able to stop recognizing it as it’s happening and stop it.

Angela Ammons: [00:54:32] And men do the same thing. I think they do it a little bit more quieter than most because they don’t feel like they can be as vulnerable as females, so they internalize that a lot. But you’ve got to stop beating yourself up. You’ve got to be honest with yourself, and be transparent, and vulnerable, and you got to give yourself credit for the things that you do.

Jamie Gassmann: [00:54:52] Yeah. That’s such great advice. I love it. Great, great conversation. This has been so much great information. And I think you shared some very vulnerable stories of truth around some of the challenges that you’ve overcome in taking on the CEO role, but also the successes as well that have come as a result. I mean, big congratulations on your awards and the recognition you’ve received. It’s very impressive and we’re so glad to have you on the show. If our listeners wanted to get a hold of you, maybe to ask questions or to seek a mentor, how can they do that?

Angela Ammons: [00:55:35] Well, they can go on our website and our direct line is there. But, Jamie, I’m going to ask that you offer my contact information for anyone to email me or call me. I’ll be more than happy to entertain, respond, meet someone that would like to know more about us or my story. I’m an open book.

Jamie Gassmann: [00:55:56] I love that. Well, thank you so much, Angela, for being on our show. It was such a pleasure to interview you and hear your story. And truly inspiring, I learned a lot from you. So, thank you so much. I really appreciate you being here.

Angela Ammons: [00:56:08] Well, thank you for having me on. I really appreciate it.

Jamie Gassmann: [00:56:11] Absolutely. 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. And if you are a workplace MVP or if you know someone who is, we want to know about it, so email us at info@workplace-mvp.com. Thank you all for joining us and have a great rest of your day.

 

 

Tagged With: angela ammons, clinch memorial hospital, Healthcare, hospital ceo, Jamie Gassmann, R3 Continuum, resilience, Rural Hospitals, turnaround management, turnarounds, Workplace MVP

Decision Vision Episode 146:  Should I Hold a Corporate Retreat? – An Interview with Jared Kleinert, Offsite

December 9, 2021 by John Ray

Offsite
Decision Vision
Decision Vision Episode 146:  Should I Hold a Corporate Retreat? - An Interview with Jared Kleinert, Offsite
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Decision Vision Episode 146:  Should I Hold a Corporate Retreat? – An Interview with Jared Kleinert, Offsite

Amid seismic shifts in the labor market and the ways people work, Jared Kleinert, Co-Founder and CEO of Offsite, joined host Mike Blake to consider what it means to have a corporate retreat in today’s world. Jared’s company, Offsite, creates retreats which engage employees and create measurable ROI for the companies they work for. Jared and Mike discuss what makes a great retreat, how often companies should have a retreat, work vs. fun retreats, and much more. Decision Vision is presented by Brady Ware & Company.

Offsite

With Offsite, you don’t need to be an event planner to execute a transformational retreat.

Whether you’re the Co-Founder, Chief of Staff, Head of People, Executive Assistant, or another leader at your company, Offsite is here to help you bring out the best in your team.

Planning a team retreat? Offsite saves you time, money, and stress. They help you choose the perfect venue, plan an agenda that engages your employees, and generate measurable ROI on your Offsites. All in one place.

Company website | LinkedIn

Jared Kleinert, Co-Founder and CEO, Offsite

Jared Kleinert, Co-Founder and CEO, Offsite

Jared Kleinert is the Co-Founder/CEO of Offsite, which helps you plan the perfect team retreat. Previously, he was one of the first 10 employees at 15Five, a leading B2B SaaS company powering over 40,000 teams to bring out the best in their people. Jared is also a TED speaker, award-winning author, and USA Today’s “Most Connected Millennial” who has personally facilitated Offsites for Fortune 1000 global executive teams, started companies ranging from a marketing consulting firm to a series of high-end summits for entrepreneurs, and more. To learn about Offsite, please visit www.joinoffsite.com.

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 and broadcast by the North Fulton studio of Business RadioX®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

TRANSCRIPT

Intro: [00:00:02] 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: [00:00:22] 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 and Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia. My practice specializes in providing fact-based strategic and risk management advice to clients that are buying, selling, or growing the value of companies and their intellectual property. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols.

Mike Blake: [00:01:13] 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. I also recently launched a new LinkedIn group called A 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: [00:01:39] Today’s topic is, Should I hold a corporate retreat? And the timing of this is very interesting because, up until very recently for the last year-and-a-half, almost two years, having a corporate retreat was probably a preposterous question. Or if you did hold a corporate retreat, it would look pretty weird with a bunch of people on Zoom meetings, I’m guessing, or Zoom screens or whatnot. But, of course, now as the Delta variant subsides, and who knows what variant is coming past that in our trans-pandemic period, corporate retreats are back on the menu again.

Mike Blake: [00:02:15] And, boy, do companies have a lot to talk about. Since the last time companies have done their retreats, this thing called digital transformation has happened, we’ve seen a seismic, I think, fundamental shift in how labor and society relate to one another in our country and in our economy. And the very nature of leadership and the very nature of what we even think is productivity is being at least reevaluated, if not outright being called into question.

Mike Blake: [00:02:50] Interestingly, corporate retreats can have a bad rep. For example, there is a story in allbusiness.com that spoke of – and it’s in 2008 – while the Great Recession was underway and after immediately receiving bailout money, AIG executives spent over $400,000 on a corporate retreat hosted at the luxurious St. Regis Resort and Spa in Monarch Beach, California, it was reported that the executives treated themselves to over $150,000 in food alone in only one week. That’s a lot of avocado tacos, man.

Mike Blake: [00:03:27] And I do think that there’s a little bit of branding to overcome and, first of all, talk about. I don’t know that you could be much more tone deaf than that. But, nevertheless, I do think that, to some extent, corporate retreats do bear some of that stigma that they’re not necessarily as productive. They can be more of a boondoggle. And so, it’s important to get that right.

Mike Blake: [00:03:54] Now, in fairness, I’ve been on some corporate retreats which have been fantastic. And it’s something that I need to do for my group, I think, sooner rather than later. So, I plan to learn a lot from this conversation. And as I often do with the Decision Vision podcast, really, is simply disguised mooching to get some free advice under the auspices of giving somebody some publicity.

Mike Blake: [00:04:20] So, I like to welcome back to the podcast Jared Kleinert. He came back on, I think, he’s one of the first 30 or 40 people who came on the podcast, so it’s fun to have him back. And he has a new venture, he is Cofounder and CEO of a company called Offsite, which helps you plan the perfect team retreat. Previously, Jared was one of the first ten employees of 15Five, a leading B2B SaaS company, powering over 40,000 teams to bring out the best in their people.

Mike Blake: [00:04:52] Jared is also a TED speaker, award-winning author, and USA Today’s Most Connected Millennial, who has personally facilitated offsites for Fortune 1000 global executive teams, started companies ranging from a marketing consulting firm to a series of high end summits for entrepreneurs, and more. To learn about Offsite, visit www.joinoffsite.com. They are the easiest way to plan, manage, and follow up after team retreats and other offsite meetings. They help you choose the perfect venue, offer a detailed agenda that will increase employee engagement, and generate measurable return on investment from your offsites all in one place.

Mike Blake: [00:05:30] And their clients include some of the hottest seed and Series A venture backed startups, Inc. 5000 companies, Y Combinator backed teams, venture capital firms. They’re crushing it as we would expect from Jared because he’s a crush it kind of guy. He’s a power hitter. Jared Kleinert, welcome back to the program.

Jared Kleinert: [00:05:51] Thanks for having me back.

Mike Blake: [00:05:53] So, we talked a little bit before we started the program, I mean, you’re doing well, obviously. It seems like every day you’re posting about a new client and a new success story with offsite retreats – I presume offsite retreats. So, congratulations for your success there.

Jared Kleinert: [00:06:13] Thank you.

Mike Blake: [00:06:15] So, let’s start off, you know, and I do think this is important here. It probably seems obvious to a lot of people. But in light of the AIG anecdote that I spoke of at the start of this discussion, I don’t necessarily know that it’s obvious to everybody. So, what is exactly a corporate retreat?

Jared Kleinert: [00:06:34] The way I view it is, the future of work is changing very rapidly. I don’t think anyone would argue that the workforce is decentralizing, just like finance and many other industries, and this has been the trend for the last ten years. When I was at 15Five, I was one of the first ten employees and we were a remote-first company. I was an unpaid intern from South Florida working for this company in Silicon Valley, then I got on payroll. But, you know, team members were zooming in from all over the place and we got to reconnect once a quarter during these offsites.

Jared Kleinert: [00:07:19] And more and more companies have gone remote or hybrid since. The pandemic has pushed us five or ten years into the future, so much so that now Facebook is rebranded to Meta, and Dropbox is creating metaverse stuff now. And so, the future of work is changing very rapidly. And the companies over the last ten years that have built the best remote-first or hybrid company cultures have relied on these things called offsites or team retreats in order to bring their team together, build trust and intimacy, potentially do some strategic planning such as OKRs on a quarterly basis.

Jared Kleinert: [00:08:01] You know, there’s different types of offsites, even internally for your team. And regardless of how you run your offsites, it’s important more now than ever to get everyone together in-person when 330 plus days of the year we’re at home or we’re working from wherever we want, and we might be lonely, we might be disengaged, we might be looking for other job opportunities.

Jared Kleinert: [00:08:27] And so, what used to be something that the most well-funded startups in Silicon Valley are doing is now becoming essential for any remote-first company to do. And not just to do it once a year, but to do it, perhaps, quarterly, I would argue, to have different types of offsites for the entire team once a year and all-hands meeting, executive team meetings, a sales team meeting, perhaps some client facing offsites where you’re treating your most valuable clients to an overnight stay or two nights.

Jared Kleinert: [00:09:00] We haven’t gone into the corporate retreats that you started with as far as stereotyping, like golf outings and doing a lot of enterprise stuff quite yet. We’ve been working with fast growing startups and Inc. 5000, primarily. But there is a huge opportunity to go into corporate as well to take the offsites that are already happening and just make them more transformational, make them higher ROI than, maybe, what the tone deaf story you shared is.

Jared Kleinert: [00:09:31] So, yeah, it’s something that companies have been doing for a while. It’s only increasing in terms of urgency as systems are breaking when companies have been forced to go remote. And it was already hard to run a company now to run a remote-first company and keep people engaged and performing is really hard. So, offsites are one tool in the remote-first company toolkit that a CEO can bring out to re-engage their team.

Mike Blake: [00:10:00] So, I mean, I get the name of your company is Offsite, but companies have held retreats onsite. Let me rephrase the question this way, I mean, clearly you believe that offsite retreats are more effective, at least I think so or you wouldn’t be doing this. If that’s the case, why is it more effective to have retreats offsite versus on? Or am I putting words in your mouth? Maybe I’m saying that’s not true.

Jared Kleinert: [00:10:30] I don’t think it matters where you do your retreat, necessarily. The fact is that more companies are giving up their offices or their sites now more than ever. Or they’re giving up their big headquarters.

Mike Blake: [00:10:42] There’s no site to have it on.

Jared Kleinert: [00:10:44] Yeah. There are smaller regional sites, and so it may very well be that you need to actually bring everyone onsite. But, now, your workforce has left one city and they’ve gone to other cities, other countries. A lot of our clients that were signing on have team members that have been hired in the last two years and haven’t met their colleagues. And so, the place you have your offsite is less important.

Jared Kleinert: [00:11:09] To me, it’s more about having the intention to get everyone together, making the financial investment, but also really the investment of everyone’s time, collective billable hours, creating an agenda that engenders trust and intimacy, and then leveraging that trust and intimacy to accomplish your business goals. And, again, that could be learning and development, that could be simply getting some Facetime with each other if you haven’t seen each other ever, and that could lead to more trust or better cross department collaboration. It could be strategic planning. It could be thanking your clients. Again, there’s a million reasons to have an offsite, but it’s building trust and intimacy and then leveraging that for your business goals.

Jared Kleinert: [00:11:59] And the last time I was on your show, you know, we were talking about Meeting of the Minds, which is my other company. And it’s basically what we’re doing, is, we’re doing a meeting of the minds for other companies now. And so, I’ve been doing this for a while. My cofounder, Keir, owns a bunch of hotels, and so he’s approaching this from a hospitality angle, you know, taking care of the where we’re doing these offsites and making sure hotels can understand the needs of startups and other clients that we’re serving. And we’re just going for it because there’s a need of the market and, you know, we want to solve it.

Mike Blake: [00:12:33] So, sometimes everybody can go on the retreat. Sometimes everybody can’t because it’s just a matter of logistics and finances. In my case, my team is four people, soon to be six, when we have a retreat, we’re all going on. But if you have a company of 30 people, it may not be practical to have a 30 person retreat. It may not be desirable to have a 30 person retreat. But I can also see how that can be a very kind of delicate question to pick who gets on the retreat and who doesn’t, because somebody who’s not picked can read a lot of things into the fact they’re not being picked.

Mike Blake: [00:13:14] That’s a long preamble to the question being, how do you pick who’s going on the retreat? And then, to the extent that you can comment, how do you communicate that to the people that you’re not inviting on that retreat?

Jared Kleinert: [00:13:32] So, the way we think about it, we’re working with the person planning the offsite. And for the size companies and teams that we’re working with, typically, the teams are anywhere from 10 to 500 people right now. And the companies tend to, you know, 1,000 people right now, although we’re quickly exploring working with teams within larger enterprise companies. And the team leader is deciding the objective for the offsite. It could be an all-hands meeting, which means everyone at the company or as many people as possible. And we’re sort of actively planning all-hands meetings for 40 person companies, 100 person companies, and more.

Jared Kleinert: [00:14:23] Then, we’re looking at executive team meetings where it’s typically 8 to 12 people and that’s a C-suite. There is also team meetings for certain departments, so sales teams may want to have their own offsites, engineering teams may want to have their own offsites.

Jared Kleinert: [00:14:42] And so, that’s how we’ve approached it. As we’re evolving our company, we’re starting to talk to higher level people leaders within companies, people that are chief culture officers, chiefs of staff, maybe it’s a co-founder as well. But then, they’re establishing a cadence for offsites where they want to have a regular executive team meeting once a quarter. You know, give the ability for certain departments to have regular offsites and then also have an annual all-hands meeting. So, really the budget that was previously put towards offices, you could argue, being reinvested in these offsites, at least for a lot of VC funded tech companies. And that’s kind of where we’re starting. And so, it’s really up to whoever is planning the offsite.

Jared Kleinert: [00:15:39] One of the first things that we do when we bring on a new client is we give the planner of that offsite a customizable feedback form to actually send to the team. And in that feedback form, we’re getting the basics of travel preferences, blackout dates, if they have personal things like weddings or they’re going on maternity leave and they can’t attend. We ask for dietary preferences, other travel sensitivities. And so, you know, occasionally there are people that can’t make these offsites, but we do encourage the planners of these offsites to think inclusively about who’s attending.

Jared Kleinert: [00:16:19] And then, also, all the details that would make a more inclusive experience from your menu and catering to traveling to locations that are LGBTQ friendly, if you have members of your team that are part of that community. And just thinking holistically about your team, their needs, and what is the best environment for your team. That’s today.

Jared Kleinert: [00:16:43] We’ve also started exploring what hybrid offsites look like, where you have 80 percent of your staff in-person and 20 percent remote, and what are the AV needs that you’re going to need from your meeting space.

Jared Kleinert: [00:16:55] One of our investors is the co-founder and CEO of Convene, which is like a multibillion dollar Wheeler competitor, and they have hybrid solutions that they’re playing around with. I mean, I think in ten years we’ll be doing offsites in the Metaverse as well and doing virtual offsites. We’ll see.

Mike Blake: [00:17:15] So, what about timing? Is it better to hold a retreat during the work week or over a weekend?

Jared Kleinert: [00:17:23] Most of our clients are doing the work week, because to ask people to leave their families during weekends poses all sorts of challenges around child care, around their personal lives, and taking them away from family. And so, I would say 80 percent of our clients are during the week. And then, maybe some client facing offsites, like we have some consulting firms that are hiring us and then looking to do sort of high ticket conferences for a smaller group of clients, they may do a weekend. But some of the programming is inclusive of significant others and spouses and kids, so we can help with that too.

Mike Blake: [00:18:06] Now, do you have a view on whether or not you should hold a retreat in a place that is, I guess for lack of a better term, fun? A lot a lot of conferences, for example, happen in places like Vegas, Orlando, and so forth. Lots of fun things to do, but you can also make the argument there’s a lot of distractions. Versus a place that’s maybe more mundane, which might be a more dedicated conference center or event center that allows you to be more focused. But then, again, it’s not as fun to be in that place. What’s your view in terms of which kind of venue is more suitable for a productive retreat?

Jared Kleinert: [00:18:44] It could be another non-answer, but it really depends on the objectives of the offsite. And so, if you are doing strategic planning where you need everyone’s full undivided attention, perhaps you choose a more secluded environment where you are coming in to work, you get some flex time to workout, call family, take a nap, but otherwise you are there to get things done. Right now, a lot of companies are doing more team building oriented offsites, and so they want to do more “fun”. And then, you may choose cities, environments that lead to more fun.

Jared Kleinert: [00:19:31] There’s also an element of this that is employer marketing. And what I mean by that is, companies are looking to have offsites and capture photography, videography, increased employer net promoter scores from these offsites, and maybe use the offsites to then ask their team to introduce them to more high quality candidates for roles. And so, if you’re going to host an offsite with some of that intent, then you may want to choose a place like Miami, which is, notable, or Vegas, or something like that, or Austin. So, it really depends.

Jared Kleinert: [00:20:13] But we’re also learning, so at the end of the day, we’re building software to automate a lot of the offsite planning process. We are still in the early days, so we’re doing white glove concierge service. But in a matter of months – maybe by the time this comes out – we might have MVP software out there and then over time, we’ll be able to learn what people are really looking for. Are they looking for more secluded environments? Are they looking for more urban environments? And we’ll probably be able to track based on the type of offsite they’re planning, and the team size, what environment is best for them. So, who knows, maybe there’s like an AI component to this as well that we can build out.

Mike Blake: [00:20:55] I’m sure that there is.

Jared Kleinert: [00:20:55] I mean, this is like inning number one in terms of this company, I’m hoping. So, we can have another rendezvous in ten years and see how it turned out.

Mike Blake: [00:21:07] Yeah. Well, I don’t think we’ll need that long. So, in terms of best practices, how much runway do you need to give yourself? And I understand, I guess, it’s going to vary depending on the size of the organization. But assuming that’s not a huge retreat, mega conference kind of thing, how long does it take to plan a retreat? How much advanced planning or how much time lead time do you need to to put on a good retreat?

Jared Kleinert: [00:21:38] If you’re planning for six people, like yourself, you can do that in three weeks. If you’re looking to do more of what our clients are doing, you know, the 10 to 50 person offsites, I would ideally hope that you’re giving yourself 90 days. And part of it is the planning, you know, the farther out you plan, the better rates you’re going to get with hotels and other vendors, the better agenda you’ll be able to create because you’ll have more intention around it. You’ll be able to assign reading materials to your team and pre-work so that they show up to the offsite already thinking about what you want to discuss. And then, you can use the offsite for high level decision making, high level planning things like that, versus actually having to play catch up once you’re there.

Jared Kleinert: [00:22:30] But, also, there’s an element of giving your team or your clients something to look forward to. And just the anticipation of going to an offsite is valuable in it of itself. And so, in a perfect world, you’re giving yourself three to six months of runway. And by doing that, you’re saving money, you’re actually engaging your team, starting to have those back and forth conversations. Ideally, you’re creating a cadence of these offsites so that you’re building anticipation three to six months out. You have this peak transformational experience. And then, it starts to taper down, and right when it’s about to go back to normal, bam, you have another offsite that everyone’s invited to.

Jared Kleinert: [00:23:13] And, again, it goes back to inclusivity as well. You know, people are busy and so the more advanced notice you give people, especially if you’re looking at an executive team or sort of high level VPs, then the more likely you will get full attendance.

Mike Blake: [00:23:27] So, many retreats, not all – but I think many. I don’t know if it’s a majority or not, you can tell me – have an external facilitator for at least part of the retreat. What are the arguments for that? Why do companies hire external people to to kind of run the content portion of their retreats?

Jared Kleinert: [00:23:50] Yeah. So, I mean, we take the approach of not mandating external speakers or facilitators. I do personally think it’s a great idea. The benefits of outside facilitation are, (1) just being able to stay on time, (2) being able to stay on task, (3) there is an opportunity cost of having someone else on the team lead the session.

Jared Kleinert: [00:24:20] So, if it’s not an outside facilitator, then it’s probably the team leader, which could be a CEO, it could be a department head. And that person can certainly facilitate and also offer their opinions, help influence the decisions being made. But it requires a lot of skill to do that. And a lot of CEOs, a lot of department leaders, don’t necessarily have facilitative skills on par with their other decision making skills or team leadership or overall leadership skills. And so, those are some of the positives.

Jared Kleinert: [00:25:01] You know, another one would be that you don’t want any offsites to fall into a category of having negative experiences. And so, you want to have heated debates and conversations that lead to positive outcomes, but you don’t want to risk having those lead to negative outcomes. And so, a skillful facilitator can sense when the conversation is getting heated, sort of step in, reorient the room, refocus everyone. And if you’re looking at the biggest investment in these offsites, there is a financial investment that you’re making.

Jared Kleinert: [00:25:38] But I would argue the biggest investment is everyone’s time. Especially the larger the offsite, the larger the company, you’re looking at anywhere from 20 to 40 billable hours per person, if it’s like two to five days and then you multiply that times ten people or times 25, 50, 100, you’re talking about thousands of billable hours for these high tech startups that are paying premium salaries. You’re talking about hundreds of thousands of dollars of billable hours. And so, it makes sense to pay an outside facilitator a few thousand dollars a day to make sure everyone stays on track.

Jared Kleinert: [00:26:17] So, the negatives of outside facilitation could be the added cost. It could also be that you’re bringing in someone from outside of the team. And so, if you already have a team that hasn’t seen each other in two years and then you’re integrating this other person for your offsite, then that could take the energy that people should be investing in each other. And they may be sort of working with a facilitator a little more than they should with their other team members. And so, I think a skillful facilitator would know when to actually lead sessions and then when to go to their room and let the team have fun at dinner as opposed to going with the team and having dinner and enjoying nice tequila or something like that.

Mike Blake: [00:27:03] How do you choose the right facilitator? I got to imagine facilitators are differentiated. Each has a different skillset, different background, different capability set. How do you choose the right facilitator? What do you consider in making that choice?

Jared Kleinert: [00:27:25] So, many of our clients actually haven’t chosen facilitators yet, but I think it’s because we haven’t placed options in front of them. Part of this software that we’re building is a vetted marketplace of facilitators. And so, I think simply having a vetted group of facilitators and speakers versus the Wild West of the National Speakers Association or Google to go find anyone that says professional speaker or facilitator will be helpful right then and there.

Jared Kleinert: [00:28:03] Additionally, companies have different operating systems for how they run their business. So, there’s a book called Traction, and they have an EOS system that a lot of companies follow and there are facilitators specifically trained in that modality, you could say. And then, there’s other facilitators that are trained in the way that YPO runs their meetings or EO runs their meetings. So, that’s one way of looking at facilitation, is, how do you run your company and who has experience in that.

Jared Kleinert: [00:28:37] Two is a relationship oriented approach. And so, I’ve definitely heard of facilitators sticking with startups over the life cycle, especially with an executive team, where it’s more intimate because there’s already trust that’s there.

Mike Blake: [00:28:59] Right. And they’re going to build institutional knowledge too.

Jared Kleinert: [00:29:02] Correct. Third, could be to look at the specific objectives you have for your offsite and what facilitators match that. So, if you are doing something related to, like if you’re running a board meeting for a nonprofit or a Fortune 1000, are you bringing in someone with experience there?

Jared Kleinert: [00:29:25] For example, I used to work with Keith Frazee back in my teens. And before I worked with him, I got to shadow him for a few days in Los Angeles. And I got to sit in on a state board meeting for the March of Dimes, which is a nonprofit. And Keith was brought in as an outside facilitator. They brought him in because he had been an outside facilitator for a lot of Fortune 500 companies and was a C-suite executive himself previously. So, he had a lot of social proof and a lot of previous experience with similar stage and sized organizations.

Jared Kleinert: [00:30:05] So, it all comes down to a relationship and social proof. It’s the extent offsite can shorten that cycle of vetting someone, I think, we’ll be able to help our clients.

Mike Blake: [00:30:18] So, when you plan a retreat, in your mind, is there an optimal length of a retreat? Is there a minimum size or sort of a sweet spot of duration for a retreat to be effective?

Jared Kleinert: [00:30:33] It can be effective with two days, one night, if you’re mindful of your agenda. I would say the average that we’re working with is a three day, two night. And then, the longest I would recommend is a one week offsite. I’ve heard horror stories of companies bringing, like, an entire engineering team together for two weeks, keeping them away from family. But that’s only doable if you have a really young team that’s more college kids.

Mike Blake: [00:31:07] That’s bizarre.

Jared Kleinert: [00:31:07] There are some companies that have international teams that are only doing one all-hands a year, and they might stretch it to five, six days, and then have optional weekend stays that they’re willing to pay for. So, that is one strategy to have. Maybe five days of work time as your max and then have optional hangouts before or after, which would typically fall on a weekend. So, that would probably be the max I would recommend.

Mike Blake: [00:31:37] What are the most common goals that retreats are trying to accomplish? Or if you want, you could reframe this as one of the most realistic goals that a retreat can accomplish. Take your pick on how you want to answer that.

Jared Kleinert: [00:31:51] Yeah. At least right now, I mean, we’re recording this in late 2021, I imagine this will be true for early 2022 as well, is that, for a lot of the companies that we’re working with, they’re newly remote and/or they’re fast growing and they’ve doubled, tripled their headcount over the last two years during the pandemic. And so, their biggest need, they keep saying, is team building.

Jared Kleinert: [00:32:21] When they say team building, it could be as simple as making friends at work, and that will lead to actually retaining your top talent longer. Because on the days that they feel lonely or isolated, they’ll be able to reach out to a friend, maybe, in another department, or they’ll be able to make jokes and slack, and then that makes for a more fun organization.

Jared Kleinert: [00:32:46] Sometimes you have issues between departments because one group is getting more budget, or hiring more people, or the sales team is promising too much, and the customer success gets mad at them or engineering and gets mad at them, sales has a quota so they need the other teams to understand what they’re doing. So, cross department collaboration is a big hot button issue or a big place companies want to invest.

Jared Kleinert: [00:33:16] It could be that we’re just all in these Zoom screens, and even having two or three days in-person with someone gives you enough of a relationship if properly facilitated, where you can really trust the team leader, the CEO, with your career for the next six months to a year or possibly longer. And so, I would say team building is the word or phrase. But it really goes down to employee engagement, retention, also, innovation. You know, if you’re considering some of the benefits, potentially, of an office environment, it’s the water cooler talk, it’s people bumping into each other, having side conversations, going to lunch. And we lose a lot of that in Zoom. And you know, you could try and recreate it in Slack or in all the other myriads of virtual spaces that have been created.

Jared Kleinert: [00:34:11] But, now, offsites are your chance to really facilitate those environments and those conversations and, possibly, get some of those idea generating sessions or planning sessions where you can then go back home and get to work on the things that you came up with.

Mike Blake: [00:34:30] What about for post M&A integration? One of the most important reasons that, I think, mergers fail is because of the integration phase. Are retreats ever used to try to help mesh new teams from two different companies that suddenly need to work together? And if so, is that an effective way to address it?

Jared Kleinert: [00:34:51] It sounds like a great reason to use an offsite. And that’s why I’m excited about this company is because there are so many use cases for offsites and many that haven’t even been introduced to the market or haven’t been created, like a metaverse offsite. Or if you have a 1,000 person company and 20 people want to go work remotely because you can work from anywhere, and why not go work in Tulum on the beach, we can help you maybe facilitate that.

Jared Kleinert: [00:35:22] Anecdotally, my former employer, 15Five, did acquire a business during the pandemic and had to integrate about 50 employees, from my understanding. And almost all those people stayed at the company after the acquisition and many have been slotted into leadership roles. And so, I know that they’ve been desperately waiting to have an all-hands meeting to better integrate the team. And then, I believe they’ve had executive offsites to address sort of the highest level integrations. But, yeah, I mean that is a great use case for an offsite.

Mike Blake: [00:36:02] So, in your mind, has the pandemic changed or maybe even sharpened the use case for retreats? Are they more important now than maybe they had been previously?

Jared Kleinert: [00:36:14] Yeah. I wouldn’t have started this company or maybe not this soon had it not been for the pandemic. I mean, who knows? All the pieces were there with my 15Five experience, my Meeting of the Minds experience, being a facilitator occasionally for executive offsites, I already had the relationship with my cofounder. But, definitely, as the pandemic went on, I realized this would become more and more of an issue in that our way of working would never really be the same.

Jared Kleinert: [00:36:46] I was actually looking back to when our last recording was, and it was, it looks like, July 2020. And so, we were really only a few months into the pandemic. And, yeah, who knows, in an alternate universe, if we really did contain the pandemic in three to six months, maybe I wouldn’t have started Offsite. Maybe I would have started it in 2022. But because the whole playbook on work has been thrown out the window by force, we’ve all gone remote.

Jared Kleinert: [00:37:20] Now, tools like Notion to run your sort of internal documents, tools like Asana for project management, Slack for asynchronous communication, these have all become necessities, just like office space would be your in-person team necessity. And so, my hope is that Offsite becomes part of that tech stack for running a remote first company. And there’s a couple of competitors that have the same thesis, and we’ll see how we stack up.

Mike Blake: [00:37:52] Why do retreats go bad? You know, I don’t know if you’ve been on bad retreats, but I have. I’m sure you’ve heard horror stories of retreats with the best of intentions that wind up being disasters. Why do bad things happen to good people trying to do retreats?

Jared Kleinert: [00:38:09] Yeah. I think there’s only a few things you can truly control. The first is, who you bring to the offsite. So, in Meeting of the Minds, it would be curating a diverse group of high integrity entrepreneurs and individuals. If it’s a team retreat, then let’s assume you’ve already gotten high integrity individuals to work at your company. Now, it’s about making sure that they have advance notice to come to an offsite, that you’re thinking about all their travel needs. Some people might be anxious to be around others after the pandemic. Some people may have more travel sensitivities than others, or dietary preferences.

Jared Kleinert: [00:38:50] I mean, I show up to the Atlanta Airport an hour before my flight, and it’s like part of my personality to show up with as little extra time as possible.

Mike Blake: [00:38:59] You like to live dangerously, man.

Jared Kleinert: [00:39:00] Yeah. I’m 6’2″ and white, and I don’t feel a sense of danger when I travel. Typically, I travel pretty easily. But that’s not true of everyone. And so, we have to be mindful of that. We have to plan accordingly. And so, if you carry the right people, give them advance notice, and then you set up an agenda that’s intentional, that’s really all you can control. And so, high level agenda planning always start by building trust and intimacy upfront.

Jared Kleinert: [00:39:36] So, you have your travel in day, typically. Leave some flex time for if flights are delayed or there’s border issues right now. Have your first night be something that is welcoming, inviting, people can make friends quickly, get to know everyone. I would even continue building the trust and intimacy on the second day or your first full day with different icebreakers. There’s different activities. Some can be done with an outside facilitator. Some could be self- facilitated. Then, get into the business stuff, you know, day two afternoon, first full day, and that’s where you start doing your high level decision making, strategic planning, training.

Jared Kleinert: [00:40:24] And so, the way you structure your agenda is something you can control. And then, getting the basics right, like having enough breaks. If you need to do AV stuff, make sure ahead of time that your meeting space can accommodate that. Get your catering right. But there is a chance that the hotel can screw that up. There’s a chance caterers can screw that up. Airlines can screw up. COVID can make for all these wonky policies that are ever changing. So, really, you just got to get the people right and you got to get the agenda and facilitation right, in my personal opinion, and that’s all you can control.

Jared Kleinert: [00:41:06] And we’ve had clients, like Canadians coming into the U.S. and have had border issues. And so, they showed up six hours late and then they went to the this beautiful massive Airbnb, and then the power went out, and it took two or three hours to get on. But they still had an incredible time and, like, post on social media that it was the highlight of their year, because they had the right people there and they were able to do the right things with their time together.

Mike Blake: [00:41:33] When you started to answer that question, you started down a path which I thought was really interesting, so I want to push down that path a little bit, which was, you thought it was important that the participants have integrity. And I can see where that has a lot of meaning. There’s integrity in terms of how you interact with people. There’s integrity in terms of the seriousness with which you just take the exercise and you’re not getting drunk and you’re in your minibar and whatnot, and you’re you’re ready to sort of do your thing. And, you know, I think that’s really important.

Mike Blake: [00:42:14] And to that point – and correct me if I’m wrong – if that’s the case, then a lot of the ingredients that are required for a successful retreat are actually in place or not in place long before you ever even think of having one. The matter of culture, the matter even how you hire.

Jared Kleinert: [00:42:38] Correct. Yeah. And maybe we’re choosing clients that have great cultures already and that we’re just elevating those, and I’m sure there’s a case to be made for that. But you’re absolutely right, if you’re building an amazing remote-first company, you should start with how you hire, the diversity of your hiring pools, your ability to compensate those people, and your onboarding practices. And then, maybe part of onboarding is having an offsite, and that could be another use case. Or learning and development or training could also be, you know, added to offsites. But, yes, a lot of ingredients could or should be there already.

Jared Kleinert: [00:43:22] But then, if you’re planning an offsite, you don’t want to take any of these things at service level. You set the intention that we are here to work or we’re here to have fun. If you’re setting the intention to have fun, set some ground rules. Like, no sleeping with colleagues or don’t get crazy drunk, have some drinks, have a good time, but don’t do anything stupid.

Mike Blake: [00:43:47] We’d rather not have to bail you out.

Jared Kleinert: [00:43:49] Yeah. Maybe get some event insurance, and that’s something that we’re looking to help broker in the future through our marketplace, just for the what ifs. And then, you know, at the beginning of each day, remind people why you’re here and thank them for being here. You have an intention of gratitude, end each day on a high note. So that if things got testy during any given session that you remind them that we’re here for a positive reason and that we want to end on a high note. And sort of engineer ending on a high note by having awards or by having your sort of most spectacular, unique shared experience on, like, the last night. And then, everyone flies out the final day.

Jared Kleinert: [00:44:34] So, you’re right that, hopefully, you have a company already where you’ve hired great people and you just let the great people be great. But you can also go above and beyond for the specific purpose of an offsite and remind people to represent the company in the best way. If you’re going to a major city, you could set the ground rules of go see your friends, go see your family if they happen to be here. Or we’re here on company dollars for a specific purpose, so hang out with your colleagues, not with your friends. I would set the rules.

Mike Blake: [00:45:08] That actually segues nicely into my next question, which is, my experience is that most successful retreats have some mix of work and play. And the mixtures and formulas may be different, but it’s not 100 percent one or the other. And so, my question is this, is that, are you aware of any best practices that have evolved or are revolving around ensuring that the retreat doesn’t just become, basically, a boondoggle. And a boondoggle can be immensely damaging, not least of which in that it may be very hard to get budgeting for retreat number two if number one sort of declines into having to bail people out in a wet T-shirt contest, all that stuff. So, what are the best practices to ensure that the retreat stays on mission?

Jared Kleinert: [00:46:02] So, at least for us, we’re just not interested in serving any boondoggles as clients, and so that’s clearly outline on our website and our marketing materials. As we build software, essentially, you will have this onboarding click a few buttons to tell us team size, budget, objectives of your offsite. And then, based on your answers, you’ll be able to launch into a venue selection experience similar to Airbnb, a vetted marketplace of hotels, meeting spaces, places like convene that are equipped for your meetings and hybrid needs and AV needs, et cetera.

Jared Kleinert: [00:46:48] Then, we have an agenda builder we’re building, so you can start with one of our agenda templates. And at the beginning, we’re not going to even give you the opportunity to build your own agenda. Like, you have to choose one of our templates to start with, because we’ve done the hard work of thinking what is the best and optimal way to have different types of offsites. And so, based on how long you’re offsite is, based on your meeting type, maybe based on your facilitation type, if it’s EOS system versus YPO versus the Keith Frazee system – I’m kind of just making this up. But you pick a template and then you start from there, and you can customize like Squarespace or something else.

Jared Kleinert: [00:47:31] But we’re trying to do the hard work for clients that they never have a boondoggle. In the future, maybe some large company decides to have a boondoggle through offsite. But then, hopefully, at least we’re giving them quality vendors. We’re making it clear that here are the rules that your sort of team leader set for this offsite. They’ve also gotten insurance so that it doesn’t fall off the company if anyone does something stupid.

Jared Kleinert: [00:48:04] So, I’m sure if they fully run this company long enough and we become large enough that bad things will happen, just like Airbnb, there are horror stories of people staying in Airbnbs, and that’s probably going to happen if we are successful enough. But it’s definitely our goal to create the best offsites possible, and that will happen through how we create agendas, how we pre-vet and pre-negotiate with vendors through even having diverse vendors on our platform, like diverse speakers, and facilitators, and photographers, videographers. By educating team leaders on how to facilitate if they want to do it themselves. These are all the things that we’re going to be thinking about over the next decade plus so that, hopefully, the average offsite is just better.

Mike Blake: [00:48:57] We are talking with Jared Kleinert and the topic is, Should I host a company retreat? Is there an ideal time of year to have a retreat?

Jared Kleinert: [00:49:08] I would argue once a quarter is. I mean, there’s a lot of companies planning, like, January offsites to kick the year off. Certainly, a few December to celebrate the year. So, I would encourage companies to think about the lifecycle of their business and how they operate. And if you have a quarterly system of planning, then maybe you want to have your offsites mirror that, at least for your executive team or for department leaders. If you’re doing an all-hands, you may want to consider when you can have the most attendance.

Jared Kleinert: [00:49:48] I guess I don’t have a clear answer. And over time, our AI and our analytics will best determine that. I mean, we’re looking at a lot of all-hands meetings in Q2 2022. I guess probably avoiding summer, if kids are out of school is going to make some sense. And then, avoiding major holidays for an all-hands meeting. But it’s also going to come down to, like, where your team lives. And if we’re dealing with truly international teams, different places have different seasons, so if you say you want to go somewhere warm, what does that mean?

Jared Kleinert: [00:50:22] We’re going to come into all these geographical challenges as well, which I’m excited about. It’s really based on how you run your company, and what you want to celebrate, what you want to plan for. If you’re doing an offsite around integrating a new team from an M&A, then you probably want to do it right after the M&A stock. And that may happen in January or June, you know, we don’t know.

Mike Blake: [00:50:48] Should employees or should people who are going to participate in the retreat be involved in planning the retreat itself?

Jared Kleinert: [00:50:58] Yes, with a caveat. I think one route our clients are taking that we encourage is the top down approach, the team leader knows the dates, knows where they want to have the offsite because they have a certain vision for it. They know that everyone’s going to get a private room versus maybe shared accommodations to save on costs. And then, they are integrating their team in the planning process by asking, certainly, for their dietary preferences, sensitivities. And then, maybe select questions, like what would make this a great offsite for you? Or, what’s an idea you have to improve company? Or, can you give us an employer net promoter score rating now, and then after the offsite, we’ll do that again.

Jared Kleinert: [00:51:53] If team leaders don’t have strong opinions about where, when, and even some details, like should it just be team members or should it also be significant others and kids that are invited, then some of those questions we would roll into an intake form and invite the team to sort of vote on that or have a say in it. And so, yes, you should include your team with at least one pre-offsite feedback form. The specific questions you ask can lead to how much, say, they have, which could potentially influence where, when, and sort of how the offsite will happen. Or it could just simply be we’re going to get your travel needs right, we’re going to get your diet right. And then, maybe be inspired by something that someone says.

Mike Blake: [00:52:48] Jared, I know we’ve got a little bit of a hard stop with you, so I want to be respectful of your time. I know we didn’t get to all the questions that I had prepared, and there probably ones that our audience would have wished we would have covered or maybe ones we might have covered in more depth. If somebody wants to contact you to ask for advice or more information on whether or not to host a retreat, can they do so? And if so, what’s the best way to contact you?

Jared Kleinert: [00:53:17] Sure. You can go to joinoffsite.com. And then, jared@joinffsite.com is my email related to this business.

Mike Blake: [00:53:29] Well, that’s going to wrap it up for today’s program. I’d like to thank Jared Kleinert so much for sharing his expertise with us.

Mike Blake: [00:53:36] 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 that we can help them. If you’d 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 A Group That Doesn’t Suck. Once again, this is Mike Blake. And our sponsor is Brady Ware and Company. And this has been the Decision Vision podcast.

 

 

Tagged With: Brady Ware & Company, corporate retreats, Decision Vision, Jared Kleinert, leadership retreats, Mike Blake, Offsite, retreats

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