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Workplace MVP LIVE from SHRM 2021: Cheryl Nienhuis, Mayo Clinic

September 20, 2021 by John Ray

Cheryl Nienhuis Mayo Clinic
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Cheryl Nienhuis, Mayo Clinic
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Cheryl Nienhuis Mayo Clinic

Workplace MVP LIVE from SHRM 2021:  Cheryl Nienhuis, Mayo Clinic

As Director of the Complex Care Program at the Mayo Clinic, Cheryl Nienhuis helps employers and their employees with access to specialized care for complex medical cases. She joined host Jamie Gassmann on this live edition of Workplace MVP to discuss her career journey and her work at the Mayo Clinic.  Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Cheryl Nienhuis, Director – Complex Care Program, Mayo Clinic

Cheryl Nienhuis, Director, Complex Care Program, Mayo Clinic

Cheryl Nienhuis is the Director of the Complex Care Program at Mayo Clinic. She builds relationships with employers, payers, and third-party administrators to ensure that complex patients have access to Mayo Clinic’s destination medical centers in Arizona, Florida, and Rochester.

Cheryl has been with Mayo Clinic for about fifteen years starting in the Human Resources Department, and most recently joined the Complex Care Program Team. She works with employers helping them with benefits design of complex conditions and identification and referral to help manage costs.

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Complex Care Program, Mayo Clinic

When employees or members of an employer’s medical plan are experiencing fragmented care, ineffective treatments, potential misdiagnoses, or difficulty accessing specialized care for complex conditions, Mayo Clinic can help.

At their campuses in Arizona, Florida and Minnesota, teams of the world’s leading experts from every medical specialty and subspecialty work together to ensure the best possible outcome for each patient.

The Mayo Clinic Complex Care Program offers managed access (expedited scheduling and condensed appointment itineraries) to Mayo Clinic’s high-quality, cost-effective care for individuals with complex, rare, or undiagnosed medical conditions. In other words, Mayo Clinic helps minimize costs while getting patients exactly the care they need.

Company website

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.

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

TRANSCRIPT

Intro: [00:00:04] Broadcasting live from the SHRM 2021 Conference at the Las Vegas Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in workplace behavioral health, crisis, and security solutions. Now, here’s your host.

Jamie Gassman: [00:00:23] Hello, everyone. Jamie Gassman here, your host of Workplace MVP, and we’re recording our episodes today from the Day 2 of SHRM 2021 here in Las Vegas, Nevada. And with me is Cheryl Nienhuis, who is the director of Complex Care from Mayo Clinic. Welcome to the show.

Cheryl Nienhuis: [00:00:44] Hi, Jamie. Thank you for having me.

Jamie Gassman: [00:00:46] So, share with us kind of your career background and what you do at Mayo Clinic.

Cheryl Nienhuis: [00:00:52] Great. I feel like I started my career in health care when I was about six years old. I won’t take you through all of the steps. But I remember pre-HIPAA, I’m sitting there and folding statements with my mom, from the doctor’s office that she worked for, and my career’s just kind of gone into the HR direction since then. And, I’ve spent the last 15 years almost at Mayo Clinic, most of that in our benefits department, making sure that we’re taking care of our employees so they can take care of our patients.

Cheryl Nienhuis: [00:01:22] And so, recently, I’ve joined the Complex Care Program team to really help employers make a positive difference in the lives of their employees by steering them to the right care for those individuals dealing with complex conditions and really working with them on a benefits design and identification and referral to help them manage their healthcare costs as well, as health care is continuing to be a very high cost for employers, which again they are having to share with their employee population. So, how can we help them get the right diagnosis early on and get the right treatment plan so they can get back to work and have the best outcomes possible?

Jamie Gassman: [00:01:57] And so, what are some of the, you know, kind of examples of how maybe a case scenario or something to that effect of, like, how an employer has used your program?

Cheryl Nienhuis: [00:02:05] Yeah. That’s a great question. So, a lot of employers deal with a lot of complex conditions with high spending cancer care or spine care. There’s a lot of overutilization with spine surgeries in the United States. And so, we really work with the employers to identify these individuals through their case management or their TPA or navigation service to steer care to Mayo Clinic for medical record review to see if they would benefit by coming to Mayo. And, if they would benefit by coming to Mayo, we ask the employers to pay for the travel and lodging. And, a lot of times these individuals are getting a change in their diagnosis and the right treatment path.

Cheryl Nienhuis: [00:02:47] So, in the instance of spine care, a lot of times they’re not needing spine surgery that was recommended locally, and a more conservative treatment is available for that individual. And so, it’s better outcomes for that individual to get the right treatment that they need and it’s better outcomes as well for the medical plan because they’re not having to pay for unnecessary procedures.

Jamie Gassman: [00:03:08] Absolutely. So, from an outcome perspective, would we be looking at, you know, maybe increasing the return to work duration so that it’s shorter in cycle than what would maybe have happened on a different – you know if they’ve gone through like the original diagnosis and treatments?

Jamie Gassman: [00:03:22] Absolutely. So, getting to work faster, you know also controlling the cost on short- and long-term disability, more presenteeism, because that individual is getting the right care. There are times when we see somebody come in for a spine surgery and they don’t have a spine issue. You know, it’s a hip condition or a shoulder, or sometimes even a heart condition, where if they went on with that surgery, they wouldn’t have gotten better and things would have still been costly for the employer.

Jamie Gassman: [00:03:52] Yeah. It would have almost, like, gotten worse potentially because they get done with that spine surgery and still having some issues.

Cheryl Nienhuis: [00:03:58] Absolutely.

Jamie Gassman: [00:03:58] Now, you had mentioned before we got, and when we started recording the episode, something about conflict resolution. Can you kind of dive into that a little bit about some of the work that you guys are doing in that aspect?

Cheryl Nienhuis: [00:04:10] Right. So, I think with the benefit design, all right, it’s a little hard to get employees to understand what their benefits are. I just read a recent study that said about 80% of employees don’t read their benefits, and out of that, 45% don’t understand what they’re reading. And so, they really go to their coworkers and everyone to understand their benefits. And so, really, there’s a misfit there in what we’re trying to do from an HR perspective in getting employees to understand their information.

Cheryl Nienhuis: [00:04:42] And so, we really work on proactively communicating the benefits and really streamlining the process for individuals so they’re not lost in the health care when they need it most, right. And so, really, removing the barriers and the confusion I think proactively has really helped a lot of people have more of a positive member patient experience. So, we’re trying to remove the conflict in the fragmented care or just health care in general to really remove the barriers there for a positive experience.

Jamie Gassman: [00:05:18] And I bet that’s like, you know, that’s probably some of the more common. Like, they don’t read it. And, you know, the terminology sometimes used in those materials is, like, I don’t know what that means, you know. So, I love that proactive approach [inaudible]. So, do you change the way that that’s communicated then? Do you modify, kind of, some of the approaches to how you’re informing those employees? And what does that look like if you do that?

Cheryl Nienhuis: [00:05:42] Yes, absolutely. So, we really work with the employers. We actually have a dedicated marketing communications manager that works with everyone that we work with to really identify how are they currently communicating and where all of their employees are located.

Cheryl Nienhuis: [00:05:58] You know, an example is working with a group that has truck drivers, right. How are the truck drivers going to be getting their information because they’re on the road? They don’t have the technology that they need. And if they do, they’re not using it to read benefits communications, right. And so, really working with an employer to create radio ads for their truck drivers, you know, because they’re going to be listening to the radio and they’re going to be hearing those types of things on the radio while they’re driving. So, really working with coming up with great ideas that may be out of the norm.

Cheryl Nienhuis: [00:06:29] We also encourage them to look at what their employees are saying. So many times we hear about, okay, do this, do that, from a communication perspective. But we’ve done surveys of where employees are actually listening and getting their information with employers to make sure that we’re addressing where they’re actually looking. And, a lot of times we find that they’re wanting or looking in places that the information is not available. So, we try and work and steer those employers to create a marketing and communication strategy that will benefit them and their employees.

Jamie Gassman: [00:07:03] Fantastic. Especially in today’s world of stress and burnout, reading another piece of, you know, literature in a long email isn’t going to be as effective as doing something that I can listen to it or I can watch it. So, that’s fantastic and kind of meeting that employee where they’re at is so powerful.

Cheryl Nienhuis: [00:07:20] Absolutely. Keeping that message simple, right. And, again, it’s not just – that message is how do you work and streamline your benefit strategy with the vendors that you work with. So, if a person happens to call the wrong vendor for something, which happens more than we’d like to admit, you know the vendors that are selected understand the programs overall that are being offered by their employer. And so, if they are calling the wrong place, that vendor is educated on where that employee should go. Again, so they’re giving the answer that they need, and then also really creating a strategy for the vendors that are working together to work together to create that positive patient experience.

Cheryl Nienhuis: [00:08:00] And so, we’ve seen a lot of groups going with wonderful, you know, telehealth. But with telehealth, making sure that they have a vendor that they can work with where if there is a complex condition, that telehealth group knows where to refer that complex condition or somebody that’s needing additional care from primary to specialty care. Again, that positive patient experience and member experience is the most important and the best outcome for the employer and the patient member.

Jamie Gassman: [00:08:28] Fantastic. Now, you’re an exhibitor here.

Cheryl Nienhuis: [00:08:30] Yes.

Jamie Gassman: [00:08:30] If there’s anyone listening, you know, from the SHRM attendees, which booth are you in and where can they find you?

Cheryl Nienhuis: [00:08:37] We are in Booth 5044 and I’m happy to talk to anybody. We’re also available if you just Google Mayo Clinic Complex Care and you can learn more about our program there.

Jamie Gassman: [00:08:48] And if they wanted to get in touch with you directly, Cheryl, how would they be able to do that?

Cheryl Nienhuis: [00:08:51] They can go ahead and find me on LinkedIn, or they could just give me a call at 507-422-6103. Happy to talk to anybody. Again, our goal is to really help employers and their employees and members and their employee loved ones that are dealing with complex conditions because our goal is to focus on the needs of the patient and to bring hope when there seems to be confusion and hopelessness.

Jamie Gassman: [00:09:15] Wonderful. Well, thank you so much for joining us today. And, again, if you are listening in from the SHRM Conference, stop by Booth 4076 as well and check out our Workplace MVP podcast being broadcasted from R3 Continuum’s booth. Thanks for listening!

 

Tagged With: Cheryl Nienhuis, complex care, Complex Care Program, employee benefits, Jamie Gassmann, mayo clinic, R3 Continuum, Workplace MVP

Workplace MVP: 9/11 Survivor Garland Williams, Ph.D, USA COL (ret)

September 20, 2021 by John Ray

Garland Williams
Minneapolis St. Paul Studio
Workplace MVP: 9/11 Survivor Garland Williams, Ph.D, USA COL (ret)
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Garland Williams

Workplace MVP:  9/11 Survivor Garland Williams, Ph.D., USA COL (ret)

Then a Colonel in the United States Army, Garland Williams was working in the Pentagon on September 11, 2001, when American Airlines Flight 77 was hijacked by al-Qaeda terrorists and crashed into the west side of the building. In this compelling interview with host Jamie Gassmann, he discussed his experiences that day and afterward, the effect on his family, his advice for other leaders guiding employees through traumatic events, and much more. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

Garland Williams, Ph.D., USA COL (ret), District Sales Coordinator, Aflac

Garland Williams, Ph.D, USA COL (ret)

Colonel (ret) Garland H. Williams, Ph.D., a native of Atlanta, GA, graduated from Auburn University as a Pre-Law/Journalism major and was commissioned a Second Lieutenant in the US Army Corps of Engineers.  As a company grade officer, Garland served in a variety of command and staff assignments both at Fort Stewart, Georgia, and in Bad Kissingen, Germany. He attended the Duke University Graduate School, attaining his Master of Arts and Doctorate of Philosophy degrees in Political Science.

As a field grade officer, his assignments included duty as an Assistant Professor in the Social Sciences Department at the United States Military Academy and staff officer positions in the 24th Infantry Division in the United States, and Allied Forces Southern Europe in Naples, Italy.  He commanded the 16th Armored Engineer Battalion in Giessen, Germany, and then served as the Military Advisor for the Assistant Secretary of the Army (Civil Works) in the Pentagon.  Following his Pentagon assignment, Garland completed a US Army War College fellowship at the United States Institute of Peace in Washington DC.

Garland’s Colonel-level commands included Garrison Commander of US Army Garrison – Japan, followed by Commandant of the Army Management Staff College until his retirement in 2009.  His operational deployments included Kuwait, Egypt, Bosnia, Kosovo, and Albania.

Transitioning from the Army, Garland worked at the University of Phoenix from 2010 until 2017, first as the Associate Regional Vice President for the Military Division and then as the Dean of Operations for the Colleges of Humanities and Social Sciences.  His last position at the university was the Dean of Academics for the College of Criminal Justice & Security simultaneously serving as the Vice President for Military Relations.  He was inducted into the International Adult and Continuing Education Hall of Fame in 2015, inducted into the Chamblee High School Hall of Fame in 2018, and has published two books – Engineering Peace and Perspectives On Leadership.  He moved back home to the Atlanta area in 2017 and now works as a District Sales Coordinator with AFLAC.

Garland has been married for 40 years to Kathy Perkins Williams of Dothan, Alabama, and has two married daughters, Rebecca, a 911 Dispatcher for the Sacramento, CA, SWAT team, and Leah, a Marriage and Family Therapist in Queens, NY.

LinkedIn

Aflac

Aflac is a Fortune 500 company, providing financial protection to more than 50 million people worldwide. When a policyholder or insured gets sick or hurt, Aflac pays cash benefits promptly, for eligible claims, directly to the insured (unless assigned otherwise). For more than six decades, Aflac voluntary insurance policies have given policyholders the opportunity to focus on recovery, not financial stress.

Company website

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

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.

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

TRANSCRIPT

Intro: [00:00:07] 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, crisis, and security solutions. Now, here’s your host, Jamie Gassmann.

Jamie Gassmann: [00:00:30] Hi, everyone. Your host, Jamie Gassmann, here. And welcome to this episode of Workplace MVP. 9/11 is a day in our history that we will never forget, especially for those who were survivors or who had loved ones lost during the events of that day.

Jamie Gassmann: [00:00:47] Our guest today is one of those survivors. On the morning of 9/11, following the attacks on the Twin Towers in New York, the Pentagon was attacked when hijacked American Airlines Flight 77 was deliberately flown into the west side of the building by Al Qaeda terrorists. With us today to share his personal experience from being inside the Pentagon at the time of that attack is Workplace MVP, Army Colonel (Ret.) Garland Williams. Welcome to the show, Col. Williams.

Garland Williams: [00:01:15] Thanks, Jamie. I appreciate you all having me on.

Jamie Gassmann: [00:01:18] So, let’s start out with walking us through your Military career journey and give us a little bit kind of background of where you’re at today with your career.

Garland Williams: [00:01:28] Oh, sure. Yeah. I was fortunate to be able to spend 28 years in the Army. I retired in 2009 as a colonel. I was an engineer officer. And I playfully say that I blew stuff up for a living for 20 years, and did some institutional stuff at the end. But I retired in 2009 and then I went to work on my second career. I was a Dean and Associate Regional Vice President for University of Phoenix. My job there was to help military veterans and active duty achieve their higher education goals, you know, go back to college.

Garland Williams: [00:01:57] And then, now I work for Aflac. I’m a District Sales Coordinator for Aflac. And I call it my third helping career where we can help individuals if they have a medical emergency and they don’t have a financial emergency at the same time.

Jamie Gassmann: [00:02:08] Perfect. So, while you were working at the Pentagon, can you share with us a little bit about what was your role while you were stationed there? And, you know, give us kind of a sense about how long you were stationed there before the attacks occurred?

Garland Williams: [00:02:22] Sure. Yeah. So, I had been in the Pentagon about three-and-a-half months. I had just spent five years in Europe between Italy and Germany. I had just come out of Italian Command, and my boss had nominated me to be one of the aides to one of the assistant secretaries of the Army. So, my job title was actually Military Assistant to the Assistant Secretary of the Army for Civil Works. So, if you do a quick count, that’s a 12 word job title requiring a really big business card.

Garland Williams: [00:02:47] But, basically, I was the Military Aide to the Civilian Head of the Corps of Engineers. And so, I’ve been in the Pentagon about three-and-a-half months still trying to figure out what all that was and trying to figure out the building as well.

Jamie Gassmann: [00:02:58] Yeah. So, speaking of the building, you know, we see that building on T.V. They show it sometimes in shows and even on the news. Can you walk us through how that building is structured and what the office structure looks like? Give us a sense of how you were positioned within it.

Garland Williams: [00:03:16] Sure. Yeah. It’s a crazy building. It’s the largest office building in the world. It was built in 16 months during World War II. And, in fact, at about the 11th month mark of that, the General Marshall decides he wanted a third floor, so they added a third floor in the middle of construction. So, it has three floors above ground and a classified number of floors below ground. It has 17 miles of quarters and 23,000 of your closest friends work there.

Garland Williams: [00:03:42] So, it’s got five rings. The center ring is the A ring and goes out to the E ring. I was in the E ring, because I was, again, the aide to one of the assistant secretaries. And the army has five assistant secretaries, so it’s a pretty big deal, four star equivalent presidential appointee. And the great thing about being on the E ring is we had windows. You know, none of the other rings really had windows, so we actually could see the Sun occasionally. But it’s a big building.

Jamie Gassmann: [00:04:08] Yeah. So, in looking at, like, the day of the attacks, you know, you were working in the offices during that timeframe and the attacks started in New York. So, what was going through your mind or when did you first hear about those attacks happening while you were working?

Garland Williams: [00:04:28] Sure. Yeah. Well, my day started, I mean, it was a gorgeous day. It was a perfect fall day in D.C. I mean, it was one of those days when you have the first hint of fall. There was not a cloud in the sky. I’ve done my normal physical training in the morning. I went running my three-and-a-half, four miles, or whatever it was. I drove into the Pentagon.

Garland Williams: [00:04:45] And I was actually getting a travel voucher ready to take to the Army Budget Office. My boss and I had gone to Chicago the week prior to look at some core projects. And after every trip, you have to go into your settlement so you can get your travel documents. That’s what I was working on.

Garland Williams: [00:05:00] And my office number was 2Echo545. And the reason that’s important, the way you translate that, the two means I was on the second floor; echo means I was on the E ring; and 545 meant that my office was between the fifth and sixth quarters. There was ten quarters, those are like the spokes to the Pentagon. And I finished up the travel paperwork and I was going to take it to the Army Budget Office. But it was about two minutes to 9:00, and we had our normal weekly staff meeting at 9:00. So, I just kind of packed that up on my desk and said I’ll do it after the staff meeting. And I went to the staff meeting.

Garland Williams: [00:05:34] About three minutes into the staff meeting – our office is made up of 18 people, it had three Military and 15 civilians. And one of the civilians, Bruce, had a BlackBerry. You say, “BlackBerry, that’s old equipment.” Well, back then, it had just come out. I mean, I still had the old Gibbs NCIS flip phone – Bruce had a BlackBerry, and he got the first notice that a plane had hit one of the towers. And we didn’t know how bad it was.

Garland Williams: [00:06:00] And I actually told my boss, I said, “You know, you have a speech on Friday at the Millennium Hotel -” which is one of the seven hotels that rang the trade towers “- do you want me to change your reservations?” He said, “No. You know, they’ll have it all cleaned up by then. We’re good.” We’re thinking a Cessna like everybody else did. In about 20 minutes later, Bruce got the second notification that the second plane had hit the towers. And we quickly realized something’s going on. And then, that’s about when the Pentagon got hit.

Jamie Gassmann: [00:06:32] Almost immediately after you heard about the second tower, roughly.

Garland Williams: [00:06:36] It was. Yeah. I want to say that notification came in about 9:34-ish and the Pentagon got hit at 9:37.

Jamie Gassmann: [00:06:44] So, you really didn’t have time to process what was happening in New York before you, yourself, were under attack.

Garland Williams: [00:06:50] Right. Yeah. Our office was responsible for – we headed up the Corps of Engineers. So, we did water policy, we also did tribal policy, and we also oversaw Arlington Cemetery. So, the idea of terrorism and everything really didn’t sink in well. But we found out later that was going to really be a big part of our job just because of the oversight of things like locks and dams, things like ports, things like river flow, things that we never really had thought about needed to be hardened for terrorism. But, yeah, in those three minutes, it didn’t hit. It didn’t affect us.

Jamie Gassmann: [00:07:25] And when the plane hit, did you know it was a plane that was hitting the Pentagon?

Garland Williams: [00:07:29] No. Again, I was an engineer in the Army, and so I did a lot of explosives. I could do C-4, TNT, Bangalore torpedoes, mines. I could also do liquid explosives. And we also trained on if we didn’t have real explosives expedient, so I can go to Home Depot and grab some stuff if I need to. I’m not going to, but I can do that.

Garland Williams: [00:07:49] And so, when the plane hit, it felt like a bomb. A big bomb, but it didn’t feel like a plane. So, if something happens like that, you’re going to get up and go see what’s what. And I was the closest person to the door, so I got up and opened the door. I looked down the hallway toward the noise, and all I could see was a rolling cloud. If you ever think about Indiana Jones and Temple of Doom, and he’s running away from that big rock, replace that rock with a big rolling dust cloud and replace Indiana Jones with our admin staff running away from this cloud. And that’s what you saw.

Garland Williams: [00:08:25] And Military mind kicks in, if this is a bomb and if it’s terrorism, where can we be safe, at least temporarily, until we figure out what’s going on? We owned our conference room. It was always locked unless we were in there. So, I grabbed the admin staff and said, “Come on in. Let’s kind of figure out where we go from here.”

Jamie Gassmann: [00:08:44] Yeah. So, walk us through what happened next. Can you give us kind of the timeline of how you were able to get to safety out of the building as well as bring some of your staff with you out of the building.

Garland Williams: [00:08:57] So, again, I’ve been there about three-and-a-half months, and in the time that I had been there, we had never practiced a fire alarm. And I don’t know how long they had not done that before I arrived, but they’d been a while. And we got the alarm to evacuate the building. And as we opened up the door to go to the hallway, the first time I opened it up, it was clear, except for that cloud to my left. Now, that cloud had already gone past, so you see kind of this rolling cloud of dust. The lights didn’t go out yet, but all you can really see were, like, the exit signs.

Garland Williams: [00:09:29] And at that time, they did not have lights that would kind of lead you to the exit. That was a change they made to the Pentagon after this, so we could follow lights on the floor because that’s where you would see if you want to get low for smoke and things like that.

Garland Williams: [00:09:43] The sounds, you heard the alarm, you heard a lot of shuffling of feet. But what I thought was really interesting, there wasn’t panic. I mean, people were walking with a purpose, but they were walking with a purpose. They weren’t running. They weren’t knocking people down. I was pretty proud of the Pentagon for that, actually. You know, the Pentagon is made up of a mixture of civilians and Military. Military, you kind of sort of expect that because it’s hammered into us. Civilians kind of adopted that mindset and just, “We got to go this way. Everybody’s got to go this way. Let’s all go that way together.”

Garland Williams: [00:10:15] So, as we were going out, one of our senior civilians, she was an SES2, Senior Executive Service 2, and that’s like a two star equivalent military terms. She said, “Let’s go to the center courtyard. And I’m thinking to myself, “Okay. Ma’am, you might be expert on water policy, but you are not an expert on military. So, no, we’re not going to do that.” I’m thinking if we go to that center courtyard and it really is a terrorist attack, we’re putting ourselves in a vulnerable position with snipers on top. You’re in a cage.

Garland Williams: [00:10:45] Now, a sideline on that, the center courtyard for the Pentagon, when the Soviet Union was a Soviet Union, that center courtyard was on their nuclear target list. And the reason it was on the nuclear target list is because they kind of saw that a lot of people gathered there in the middle of the afternoon, so it must be a really important place. It’s got a really good café with really good hot dogs, that’s why people were there in the middle of the day. And, in fact, it was renamed the Ground Center Cafe.

Garland Williams: [00:11:13] Anyway, so the SPS said, “Got it. Makes sense. We’re going to go out.” So, we went to the river entrance, which was the closest entrance to us. And, now, I didn’t have my cell phone. I didn’t have my car keys. I didn’t have my hat. In the Pentagon, cell phones just don’t work. It’s too hard of a building. You can’t get connectivity. Keys in a Military uniform, especially in Class B’s or Class A’s, there’s really no good place to carry it and look Military. And the hat, you don’t need a hat in the Pentagon. Even in the center courtyard, it’s a no hat area. So, all that stuff was on my desk. So, I didn’t have a phone.

Garland Williams: [00:11:47] As we were coming out of the building, I did borrow a cell phone from one of our supply clerks to call my wife. And I got a call out, which is amazing because all that stuff crashed pretty soon afterwards. I called her and said, “Hey, there’s been a bomb. I’m okay. I’ll call you when I know more.” And she was oblivious. She had been out walking, again, it was a gorgeous fall morning. Then, she came in and she was chatting with a friend of hers in Australia. Had not turned on the T.V. And she says “A bomb? Are you okay? Whose phone is this? Are you coming home?” She had no idea.

Garland Williams: [00:12:23] As we went outside, nobody in our office got hurt from the blast. But we did have a lady that had an epileptic attack in the middle of this and we had to carry her out of the building. She was okay. We got outside. And, again, we have not practiced this evacuation, so we didn’t really know where our spot was to go, because everybody is designated a spot. But we found a spot. We counted noses to make sure that everybody was there.

Garland Williams: [00:12:48] And, again, my boss was one of the assistant secretaries, so I borrowed a phone. I called into the Army Operation Center – we call it the Tank – just to let them know where my boss was – kind of key. I hung up the phone. And then, we got the call from the MPs, Military Police, for all military to go forward and help out with casualty evac.

Jamie Gassmann: [00:13:08] Wow. And at that point, you still had no idea it was a plane that had hit? You’d still thought it was a bomb. At what point did you identify that it was a plane that had hit and that it had been terrorists that had caused that plane crash?

Garland Williams: [00:13:23] Yeah. So, as we came out of the building, I noticed parts on the ground that were sized like dinner plates. And I was thinking, “Okay. Maybe it wasn’t a bomb.” But there was a helipad just outside our office and I thought maybe a helicopter exploded. Because you can do what’s called a hot refueling of a helicopter. Basically, that means you’re filling up a helicopter while the rotors are still going. If you do it right, it’s perfectly safe. If you do it wrong, helicopters tend to go boom and blow up. And so, I thought maybe that’s what had happened.

Garland Williams: [00:13:50] But as we got called to the MP line, we ran forward, the three of us, there was a colonel, I was a lieutenant colonel at the time, and a sergeant. We ran forward, and as we came around the corner of the building, we saw a bright, bright, bright fire, kind of like what you would see for a welding torch. It was just really bright white. “Okay. That’s weird. Maybe it was a bomb. I don’t know.” When we got to the MP line, they stopped us, and they said, “There’s a fourth airliner in the air. Start running.” That’s the first time I knew it was an airline. And then, all the pieces with the World Trade Center and all that start to kind of come in play. And if there’s a fourth airliner, nobody knew where it was going. So, we started running toward Arlington about that time.

Jamie Gassmann: [00:14:31] Wow. And walk us through, so you’re running towards Arlington, about how far away is Arlington Cemetery from the Pentagon?

Garland Williams: [00:14:41] Yeah. In metro terms, it’s one stop. It’s probably maybe a-half-mile to three-quarters-a-mile. Now, that’s interesting. The lady that said let’s go to the center courtyard, she had had a hip replaced in that year, she ran faster than I did. We got about halfway to Arlington and kind of stopped. Let everybody sort of gather their breath a little bit and figured out what we’re going to do.

Garland Williams: [00:15:05] So, my boss had not been at the Pentagon very long himself. He had a townhouse in Georgetown, and so he said, “Okay. I’m going to walk to my house.” The colonel had his keys and could get to his car on the south parking lot. So, he took three of the staff with him. The rest of us kept on walking toward the Arlington Metro and we got to the metro station.

Garland Williams: [00:15:28] Now, you would think in a national disaster, they would just start piling people on the metro to get them out of the area. Well, nope. Still had to pay. I had a $20 bill to my name, so I had to buy $20 worth of metro tickets. We got on the train. People kind of fanned out because the way the metro works throughout D.C., you have the orange line, you have the green Line, you have the blue line. And so, wherever you had to go, that’s kind of where you could go. And most of those came into the Arlington Station.

Garland Williams: [00:15:56] So, me and another guy, Chip, in my office got on this because he lived near me. They took us out two stops and they made everybody get off. And then, they just started rotating the train back and forth to get people out of the immediate area.

Garland Williams: [00:16:09] So, as we’re waiting for the next train, I said, “I need to call my wife. Tell her what’s going on. Tell her that she needs to pick me up if she could.” And I didn’t have my cell phone, but I had a government travel phone card that we’re supposed to use on official only kind of thing. I was, “Okay. There’s nothing more official than this.” So, I went to the payphone, tried to use it. The call wouldn’t go through because the phone lines were all jammed. And as I hung up, I said something like, “Okay. I’ll try later.” And, like, four people handed me their cell phones. People I had no idea who they were.

Garland Williams: [00:16:42] I got into a call to Cathy, my wife, and I said, “Okay. Chip and I are coming out. Please get us at the Dunn Loring Station,” which is farther out in the orange line. I lived in Annandale, for those that know where that is. And so, that’s what happened. So, we went out to Dunn Loring. Cathy picked us up. We took Chip home first. That was Chip’s birthday, so happy birthday, Chip. And then, we went to our house. And then, we started trying to figure out what’s next.

Jamie Gassmann: [00:17:09] Yeah. And how did you navigate that? Because, obviously, at that point, you really just evacuated the area and got people to safety and got yourself to safety, and now you’re with your family. You know, how did it play out from there? Like, how did you talk with your family? And you’ve mentioned in a previous call that you had children at the time, how did they find out and how did you talk with them?

Garland Williams: [00:17:32] Yes. So, there was, like, two parts of my brain, I guess, kind of going through this. First, the professional piece, you know, “Oh, crud. I’m not at work. How do we kind of keep this going on?” And then, the family piece.

Garland Williams: [00:17:42] So, the work piece, I was actually part of the group that was part of the Pentagon alternate headquarters. So, if something happened to the headquarters, whether it be terrorism or hurricane or something, there was a small group of us that would go to an alternate location to have continuity of operations. Well, we couldn’t get there. Normally, we kind of pile up on a bus or some kind of mass transportation to get out there, but we couldn’t get out there. So, Pentagon really didn’t have a full load operation center going at the time.

Garland Williams: [00:18:13] The second piece was family. And so, I finally got home about 12:30. And I have two daughters. The two daughters at the time they were in school. One, she was almost 12 and sixth grade and one that was almost 16 in tenth grade. So, on Tuesdays in Fairfax County schools, in the elementary schools, they have what’s called teacher in-service day. So, the kids get off a little bit early so teachers can do their training.

Garland Williams: [00:18:37] And so, Leah, my youngest, comes bopping in with a ponytail swinging and saying, “Hey, mom. I got this homework. I got that homework, et cetera, et cetera.” And mom says, “Okay. That’s okay. You can do your homework later. And dad needs to talk to you.” And she went, “Wait a minute, what do you mean I could do my homework later? That’s not normal. And what’s dad doing home?” So, I brought her to the back of the house.

Garland Williams: [00:18:56] Now, they had not told any of the kids at the elementary school, which is a good thing. And so, I kind of walked her through what’s going on or what I knew, because I didn’t know the scope of it. You all probably knew more than I did at that point because you all have been watching T.V. I had not. And I kind of explained what I did. And she said in her 12 year old self, “Okay. Thanks. All right.” And kind of bebopping and went did her homework.

Garland Williams: [00:19:18] My other daughter was in tenth grade in public school in Fairfax County, and somebody came over the intercom and said, “America’s under attack. If you have a parent that works in the World Trade Center or the Pentagon, come to the counseling office.” And so, Becca, my oldest, ran to the counselor’s office, got a call into mom. And mom said, “I’ve heard from dad. He’s doing fine.” And she said okay. And she came home at the normal time. But if you were to look at the front of her school, all these limousines started coming through the front of the school because there were a lot of embassy kids from other countries. And all the embassy kids were starting to get picked up. So, that’s not normal. She came home.

Garland Williams: [00:19:59] My wife in the middle of this, like I said, she was oblivious to it all. Our house is a cell phone hole, the only place you could talk on your cell phone was at the mailbox. So, if you can picture her in her workout clothes with a cell phone in one hand and a cordless phone on the other trying to call family and all that, she did amazing things.

Garland Williams: [00:20:20] And then, she made a remarkable decision. She said, “I got to go to the grocery store because we don’t know what’s going to happen and I know we’re out of bread.” And the way she says it right now is, you know, you can’t have a natural disaster without bread. So, she went to the grocery store, because the grocery stores did shut down for a couple of days. And then, like the rest of everybody else, we started watching T.V.

Jamie Gassmann: [00:20:43] Yeah. And that’s probably where the full scope of what was going on you were able to actually see and kind of catch up to what everybody else had been watching. How did you feel at that moment?

Garland Williams: [00:21:01] Yeah. Interesting you ask. At that point, I did not know who I knew that were killed or hurt. And that’s one thing that my wife did really well, because I’ve been in the Pentagon three months, there’s 23,000 of your closest friends. Every day when I go down the hallway, I run into somebody else that I didn’t know worked there, that I had been stationed with before. And I come home at night and say, “Hey, guess who I saw today? Guess who I saw today?” And so, she probably had a list of 20 people that she could call them and say, “I heard from Garland. Have you heard from Bob? Have you heard from John? Have you heard from whatever?” Just kind of doing the Army family tree support thing.

Garland Williams: [00:21:41] And so, I didn’t know to be sad yet. I was mad. I was kind of mad. I did not know how close I was yet. We were watching it. And you know what was on T.V., they kept showing the Pentagon and that second plane flying in there. It was just, you know, “What are we getting into?” Now, as a soldier, I knew we were going to war. I just didn’t know with who. So, we watched and watched and watched.

Garland Williams: [00:22:07] The next morning, I thought I was around one of the points in the Pentagon. I thought it hit here and I was around one of the points over here. On the front page of The Washington Post, they had a diagram of the Pentagon and showed where that plane went in. And I finally realized the plane went here and I was 100 yards to the right of it. You kind of get a cold shudder like, “I just dodged something.”

Garland Williams: [00:22:33] Now, you asked me how I feel, Thursday night, my mother-in-law called and she was dancing around it trying to be nice, you know, nice to her son-in-law. And she went to be like a journalist, you know, how do you feel kind of thing. And I said, “Well, you know, some idiot with an airplane just tried to kill me and it kind of pissed me off.” I’m just trying to make light of it. And that became the quote that ended up in the Atlanta Journal the next year when I did a one year anniversary speech. So, it was like, be careful what you say in public because it might come back to haunt you. But I was mad.

Garland Williams: [00:23:04] And my wife and I, we always said at some point it’s going to hit us. At some point, we’ll be cutting onions and start crying or something. And it took about a year. And my wife was doing something and you start crying for no reason. So, I was mad.

Garland Williams: [00:23:23] But then, the operational piece kicked in. We got to go on. The family still got to go on. We’ve got to figure out how we can get back to normal. I mean, for parents, you always want your kids to get back to normal. You want to protect them. Every time we moved, the biggest thing we want to do is to get them settled and get them back to normal. I mean, Jamie, you’re a military kid. You know what that feels like?

Jamie Gassmann: [00:23:45] I do.

Garland Williams: [00:23:46] And normalcy, because we uproot our kids every two or three years, the faster we can get to normalcy, the better off they can be. And this is no different. But what was really weird is, when you go outside, it was silent. There were no airplanes in the air. And in the D.C. area, you always hear airplanes. I live in the Atlanta area, you always hear airplanes. The traffic was down because a lot of businesses were closed. You know, Wall Street was still trying to figure out what they were going to do.

Garland Williams: [00:24:14] And I just remember, you still got a workout, you still got to be in shape, and I went to ride my bike. And I was in a forest and just stopped. I could hear birds, but that’s about it. It was weird. Very, very weird. And then, we did find a place to go to work. We kind of piled in on top of the Corps of Engineers. And on that following Monday, I had to go on another business trip. We had to fly out to San Francisco. And as we got on the plane, the pilot came over and said, “I don’t know if anything’s going to happen, but if it does, we’ll take care of it. Let’s go.” “Okay. Let’s go.”

Jamie Gassmann: [00:24:47] Wow. And we’re going to talk a little bit about your recovery and things that you did as a family and for yourself in just a moment. But we just have a quick word from our show sponsor. Workplace MVP is sponsored by R3 Continuum. R3 Continuum is a global leader in workplace behavior health, crisis, and violence solutions. And would like to extend their gratitude to the 9/11 first responders, to Col. Garland Williams for his service to our country, and to all the service men and women who are currently serving, have served, and who gave the ultimate sacrifice for our country. To learn more about R3 Continuum, please r3c.com.

Jamie Gassmann: [00:25:26] So, you mentioned you had to get on another business trip, like, that following Monday. I’m sure that had to be really hard. But you also mentioned in previous conversation the days following 9/11, you began your recovery. And I know you talked about that effort to get back to normalcy. And I definitely know how that feels. I think I actually attribute that to my resiliency as an adult so there’s definitely some benefits to that.

Jamie Gassmann: [00:25:52] But talk to me through what did that recovery process look like for you. Because, obviously, you’ve shared kind of that journey that you went through going through it and then identifying kind of comrades and coworkers that you lost on that day. How did you work through that process for yourself?

Garland Williams: [00:26:14] Sure. Yeah. So, one thing I didn’t say is, that very first decision I made about not going to the Army Budget Office was probably the one that saved my life. If I had gone to the Army Budget Office, I would have been talking to a lady named Judy Rolet. Judy was one of the victims, because the Army Budget Office was the point of impact. And so, if I had been talking to her, I wouldn’t not be talking to you today. So, you asked me about survivor’s guilt or whatever, yeah, that’s a big one.

Garland Williams: [00:26:42] But to recover, a couple of pieces to recovery. Obviously, there’s the mental and physical individual recovery, which I’ll talk about in a second. But there’s also a recovery of the office functions in the office, because we just have been attacked and the headquarters of our response is going to be in the Pentagon. How do we get that back up?

Garland Williams: [00:27:04] There are three offices that got hit, the Army Budget Office, the Army G1 or Personnel Office, but also the Army Computer Center. And you don’t realize how much you rely on your computer files. We were literally in the dark. All my contacts, all that stuff, went away with that. Now, whoever recovered that stuff, they were able to recover 87 percent of the information that was in that computer center. So, it was amazing if they could pull that back together.

Garland Williams: [00:27:33] As far as the office, we relocated with the Corps of Engineers for about eight weeks. We did go back in our office about four weeks to see what we could recover. We got in the hazmat suits and everything. They said not to recover anything that was cloth or paper, and I violated that and I’ll tell them why in a minute. But we had to go through and see what was messed up. So, again, fire didn’t go through, but water did. I mean, it was an incredible amount of water damage.

Garland Williams: [00:28:00] Because we had a new assistant secretary, as they come in, they get to choose new furniture because their big deals are presidential appointees. All that furniture had whipped up water, all this kind of a nice, cheery wood furniture. So, we’re picking up furniture and throwing it out the second window.

Garland Williams: [00:28:15] I went to my office and I hit the keyboard on my computer and water would just shoot up. I did take a uniform, at that time it was called Army Class A Greens. It was a little more green than normal from the mold. I did take a flag that had flown over Congress that was in one of my drawers, I thought that’s kind of important. And I did grab my military personnel file, which is just soggy. And I didn’t know if I could recover it, so I took it and, eventually, just kind of laid out all those pages in my garage to dry out.

Garland Williams: [00:28:44] So, we had to figure out it was a long term. And about eight weeks later, the kind of key people in the office, my boss and myself and two others, came back in the Pentagon. Because you need to be close to the chief of staff. You need to be close to the army secretary. And then, everybody else came in about four weeks later.

Garland Williams: [00:29:02] The Pentagon was undergoing a renovation. Again, it had been built in 16 months, but is going through a ten year renovation called PENREN, Pentagon Renovation. And that wedge that was hit was the very first wedge that had been renovated. They hadn’t been occupied, like, 30 days before. And a little bit of precedence, but as part of that renovation, they wanted to see how they could harden the Pentagon to catch an airplane.

Garland Williams: [00:29:32] So, I mean, the terrorists weren’t all that smart. They could have picked nine other wedges, but they pick the one that they probably would have the hardest time to penetrate. So, the plane, it did go to the E ring, it did go to the D ring, and partially through the C. That hardening actually saved the life of a friend of mine, which I’ll talk about.

Garland Williams: [00:29:51] And then, we had to figure out, we have the Corps of Engineers, 37,000 primarily civilians stationed across the world, how do we get them involved in making sure that we won’t have another attack? So, we were going to places like the locks and dams on the Mississippi River, the dams out in Oregon, going to the Port of Long Beach, you know, because there’s hundred thousands of tons of stuff that come through every single day. We’re trying to figure out how do we harden our country but still maintain the openness that we enjoyed? And it’s not an easy problem to solve.

Garland Williams: [00:30:27] We were also trying to figure out how do we honor the victims? Because part of our job is we oversaw Arlington Cemetery. And so, my boss had changed in the middle of this. My new boss was a political appointee, former congressman, but he also owns some funeral homes before he went into Congress. And so, he and the head of Arlington got along really well. And the challenge was trying to figure out how we honor the victims with their remains in Arlington without being able to separate out the terrorists remains. There’s just no way to do it. And I think they came up with a pretty good way to do it. It’s a five sided monument in Arlington. And then, of course, we came up with the Pentagon memorial that truly honored the victims.

Garland Williams: [00:31:15] And then, there was the recovery of myself. We did go through one group counseling, it was an Army colonel doctor. And she came and did, basically, a group session with us and talked about our feelings. You know, Army officers don’t talk about their feelings, but they want us to do that. And we had the option to continue. I didn’t do that. And in retrospect, I probably should have. But I just didn’t do it. I just didn’t think I needed it. My life was going so fast trying to keep up with my boss and my family.

Garland Williams: [00:31:50] And we were just kind of coming out of the stigma of behavioral health. You know, it used to be that if you went to behavioral health on your own, you were admitting weakness and you didn’t want to admit weakness, especially as an officer or a non-commissioned officer. We were starting to come out of that. But in the last 20 years, we’ve come way out of that. Where, as people are redeploying from a combat zone, they go through questionnaires to see if they should probably get some help. And getting help is not a sign of weakness. It’s actually a sign of strength. So, I probably should have done that.

Garland Williams: [00:32:23] My family, they bounced back pretty well. But my kids, I think they know they almost lost their dad. And for me, it made me want to go and make sure every day counted. So, before, I was a normal Army officer where I’d planned out six months and I was living not for the moment, but down the road. Now, you got to wake up and see what can I do today that counts?

Jamie Gassmann: [00:32:50] Yeah. And that led to some of your career changes later in life, too, as well.

Garland Williams: [00:32:56] It did. It did. Yes. So, I was 20 years in the Army at that point. I was never going to make the Army as a career. That wasn’t my plan. I was going to do my five years to pay back my scholarship, get out, and make a million bucks. And I found out I like blowing stuff up and I found out I liked who I was doing it with. And so, my wife and I decided we would do a stateside assignment. For our first assignment, we do an overseas assignment, Germany, do company command, and then we make a decision.

Garland Williams: [00:33:23] And in the middle of the company command, I got the bright idea to apply to teach at West Point after I got turned down by the Army to go get a master’s degree in something else. And lo and behold, they accepted me and they sent me to a really good school. They sent me to Duke for a master’s degree. I was able to finish up my PhD there. But when I got my orders, it said for every one day in class, I owe the Army three more days. And so, that would take me up to, like, 13-1/2 years. I said, “Okay. It would be dumb to get out then.” I can do another six-and-a-half to go to retirement. And then, it kept snowballing and snowballing, and I ended up with 28. So, I missed my goal by 23 years.

Garland Williams: [00:34:00] And when I came out of the Army, I couldn’t stay for two more years. I had commanded twice as a colonel. I knew I wasn’t going to get promoted to brigadier general because I didn’t command a brigade in combat. My choices, I was either going to be sent downrange into Afghanistan or Iraq, which was fine. I don’t have a problem with that. Or I was going to get buried in the Pentagon for my last couple of years.

Garland Williams: [00:34:20] And my mom was sick at the time. I did not know how much longer she had. So, I opted to go ahead and leave a perfectly good paying job in 2009, which, if you look at the economics, was probably not the most smart thing. And then, I transitioned to the University of Phoenix to run the Military Division, so it wasn’t much of a change for me. And then, now, for four years, I’ve been working in Aflac, again, trying to help people if they have a medical emergency and not have a financial emergency at the same time.

Jamie Gassmann: [00:34:51] Fantastic. So, now, looking at, obviously, yourself and your family, what, from your perspective, are some of the long term effects that you’ve had over this last 20 years?

Garland Williams: [00:35:06] For me, as I said, it made me think about making an impact, being present in the family. Because, you know, a couple of times during my major and lieutenant colonel years, my wife really needed a cardboard cut out to prove that she was married – life in the Military. Make sure I was present with my kids, you know, to attend everything I could. And I did a pretty good job with them. I mean, I was still traveling a lot, but one thing that if my kids ever call, I take the call.

Garland Williams: [00:35:37] And that one came kind of funny. I was out at Fort Lewis in my last job in the Army. I was doing a presentation in front of about 4,000 people. I was talking about the Civilian Education System. And my phone rang, I forgot to silence it. And I looked at it, it’s my daughter. And they say, “Oh. Go ahead and answer it.” So, I answer it, it’s Leah. I said, “Okay. Leah, you’re on speaker in front of 4,000 people. Can I help you?” And she’s, “I’m okay, dad. You can call back later.” But the idea is I always take the call. And they know that any time I’ll take it.

Garland Williams: [00:36:13] My kids, I think at a very young age realized how resilient they can be and how precious life is. And my youngest, actually, partly because of this experience, partly because of another experience in high school, she is a marriage and family therapist. And so, she talks to people through this. My daughter-in-law is a behavioral analyst. She has her Ph.D. in psychology. She works with kids with autism and works through problems. And then, my oldest daughter is a 9/11 dispatcher, first responder. She works with the Sacramento County SWAT Team. So, I’m pretty proud of it, they all picked jobs at service.

Jamie Gassmann: [00:36:54] And so, as a leader and an employee – because, obviously, in your role within the Military, you would have been seen as an officer, so a leader of that group and an employee also – having gone through the events that you did that day, if you were going to be speaking to other leaders about how they can focus on the support of their employees, both in the immediate aftermath of that event but then also in years following, what would be some things that you would want them to take into consideration and do for their people?

Garland Williams: [00:37:30] Well, I mean, you say I was a leader in the Pentagon. I was a lieutenant colonel, and in the Pentagon that doesn’t really mean a lot. I mean, because, you got four, three, two and one stars. I’m pouring coffee for those guys. But I was an officer. And I don’t care what rank you are, civilian or military, you lead by example. You know, the lowest private can be the leader if he’s doing the right things.

Garland Williams: [00:37:54] And so, if I was to go through this again – I don’t know if force is the right word – I would probably highly encourage everybody to talk this out. Because things don’t get better with age. Bad news doesn’t get better with age. And, also, bottled up feelings don’t get better with age. It’s tough conversations. It’s still tough conversation, very emotional event, lost friends, have friends who got hurt.

Garland Williams: [00:38:24] Now, probably long term, I would tell people to make sure their priorities are in the right order. People always say, when somebody is on their last dying day, they probably don’t say, “I really wish I worked more.” That’s probably not the last wish. They’d probably say, “I probably wish I’d spent more time with my kids. I probably wish I had done this hobby a little bit more.” And you realize you don’t necessarily live to work. A lot of us do. That’s our identity. But, really, you need to work to live. And, also, live in the moment.

Garland Williams: [00:39:00] I mean, as an Army officer, we have a tendency to plan. I like to know what’s going to happen six months out. And have a plan that at least we can change a little bit as we meet the enemy. A plan never survives contact with the enemy, whatever that enemy is. But at least you have a way to go. But you can also overlook the great things that happened today. And that’s the one thing that I continue to struggle with, but I still try to enjoy what I’m doing today. It might be the last day. You never know.

Jamie Gassmann: [00:39:27] That’s such great advice. So, if any of our listeners listening want to get a hold of you, how can they do that?

Garland Williams: [00:39:34] They can call me or they can email me. I’ll give my phone number out, it’s 480-307-1929. And, yes, that’s a Phoenix Area phone number. But that was my first cell phone after the Army. But I live in the Atlanta area, so don’t worry, it’s not a telemarketer. Or you can send me an email, garlandwilliams@ymail.com. A lot of people dance around and say, “Are you willing to talk about 9/11?” Of course, I’m willing to talk about 9/11. I don’t do a lot of Facebook posts, but I always do one on 9/11. Because a lot of people have never met somebody that has been there and just make yourself available to talk through it.

Jamie Gassmann: [00:40:16] Yeah. Well, you’re certainly the first person that I’ve met firsthand that has been through it. And I thank you for letting us celebrate you, for letting you tell your story with our listeners and about the events of that day. And I really appreciate you being on the show. It truly was an honor for me to be able to interview you and a privilege, and I really thank you for that.

Garland Williams: [00:40:42] Well, I appreciate that. I don’t ask people to think about 9/11 every day. There’s a lot of other things that are on our mind. I do think about it in some way. Like I said, I want to make sure that every day counts. But I do ask people to think about it at least once a year on 9/11, on Patriot’s Day. And think about the people that were lost. Think about the people that are injured. But more importantly, think about the families, because the families really bore the brunt of this. And I know 2,977 victims of that day would appreciate it if you thought about the families.

Jamie Gassmann: [00:41:11] Yeah. Absolutely. So, just closing out the show here today, I want to thank our show sponsor, R3 Continuum, for supporting the Workplace MVP podcast. And to our listeners, thank you for tuning in for this special edition and episode featuring Col. Williams.

Jamie Gassmann: [00:41:30] If you’ve not already done so, make sure to subscribe to get our most recent episodes and our other resources. And you can also follow our show on LinkedIn, Facebook, and Twitter at Workplace MVP. Thank you all for joining us and have a great rest of your day.

 

Tagged With: 9/11, Aflac, Col. Garland WIlliams, Jamie Gassmann, Pentagon, R3 Continuum, September 11th, terrorist attack, Workplace MVP

A Business Lesson from the Alabama-Auburn Rivalry, with Jim Kerlin, Blackwood Impact Group

September 20, 2021 by John Ray

Blackwood Impact Group
North Fulton Studio
A Business Lesson from the Alabama-Auburn Rivalry, with Jim Kerlin, Blackwood Impact Group
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Blackwood Impact Group

A Business Lesson from the Alabama-Auburn Rivalry, with Jim Kerlin, Blackwood Impact Group

Jim Kerlin: [00:00:00] In fact, I have a LinkedIn post about this for anybody that wants to connect with me there. They can see this. I put up that house divided image and wrote about it because they’ve asked that. If anybody figures out my background, it has both of those skills.

Jim Kerlin: [00:00:16] Well, the lesson to be learned from that is be careful when you’re approaching new prospects that you don’t carry preconceived notions in about what they feel about either their needs, how they see the problem versus the way you might see the problem. Or for example, when you’re talking about the money and the budget comes up, you may be coming at it from the angle of, “Hey, I’ve got an abundance mentality about money,” maybe they’ve got a scarcity mentality about money and it just doesn’t mix right.

Jim Kerlin: [00:00:51] So, it would be better probably to have some neutrality when you approach that initial conversation. And instead of bringing your own preconceived notions, remain unattached to the outcome. You’re there to try to help them, if you can, or point them to someone else if you can’t. And really, instead of having the approach of, “I’ve got to win every deal,” and having that approach, I have that. I guess you’d say mindset of, “I’m here to help you.” I may feel as if I can help everyone, but not everyone is ready for what I have to offer. And I’m going to work with those that are ready, just that have admitted they’re at a point where they want help and need help, and they want to have that conversation as opposed to drop and let me convince you mode.

Listen to Jim’s full North Fulton Business Radio interview here. 


The “One Minute Interview” series is produced by John Ray and in the North Fulton studio of Business RadioX® in Alpharetta. You can find the full archive of shows by following this link.

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.

Tagged With: Alabama-Auburn rivalry, Blackwood Impact Group

Gary Aldridge, Aldridge Valuation Advisors

September 17, 2021 by John Ray

Gary Aldridge
Nashville Business Radio
Gary Aldridge, Aldridge Valuation Advisors
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Gary Aldridge

Gary Aldridge, Aldridge Valuation Advisors (Nashville Business Radio, Episode 31)

Through business valuation and CFO advisory services, Gary Aldridge, owner of Aldridge Valuation Advisors, works with business owners to measure and then grow the value of their business. On this episode of Nashville Business Radio, Gary and host John Ray discussed what he looks for when valuing a business, how he advises clients to grow value, what business valuation should be an on-going exercise, and much more. Nashville Business Radio is produced virtually from the Nashville studio of Business RadioX®.

Aldridge Valuation Advisors

If you are seeking help to measure the value of a business or increase the value of an existing business, who better to contact than a professional who has successfully done both for 25 years?

What sets Gary Aldridge apart from others is the combination of measuring AND growing business value as well as his “real world, down in the trenches, roll up your shirt sleeves” experience as a CFO. This combination proves invaluable, and rare when advising clients.

Since 1993, Gary has been identifying needs to get a business owner moving in the right direction whether it’s a company earning $500,000 or $25 million in revenue.

  • To measure value, he prepares a business valuation for a specific purpose.
  • To grow value, he analyzes the current situation, prepares a plan of action, and executes that plan.

Company website | LinkedIn

Gary K. Aldridge, MBA, CPA, CVA, CFE, Owner, Aldridge Valuation Advisors

Gary Aldridge
Gary K. Aldridge, MBA, CPA, CVA, CFE, Owner, Aldridge Valuation Advisors

For over 25 years Gary Aldridge has served as CFO/Senior Financial Executive in privately held companies ranging from $500,000 to $25 million in revenue.
Businesses are much more than numbers on paper. They represent the aspirations and dreams of entrepreneurs and team members working to achieve something useful together. It’s the human factor that makes or breaks a business.

Gary is licensed as a Certified Public Accountant in Tennessee and Mississippi. He is also a licensed Certified Valuation Analyst through The National Association of Certified Valuators and Analysts (NACVA) and a Certified Fraud Examiner through the Association of Certified Fraud Examiners (ACFE). He is also a member of the American Institute of Certified Public Accountants (AICPA).

Gary moved to Nashville in 2016 and launched his business in 2017. Since then, he has provided services in six states. Aldridge Valuation Advisors (AVA) focuses on measuring and growing the value of businesses through business valuation and CFO advisory services.

Gary has an MBA from the University of Alabama.

LinkedIn

Nashville Business Radio is hosted by John Ray and produced virtually from the Nashville studio of Business RadioX®.  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.

Tagged With: Aldridge Valuation Advisors, business valuation, business value growth, Gary Aldridge, Nashville Business Radio, outsourced cfo

A Checklist for Hiring New Employees

September 17, 2021 by John Ray

ChecklistforHiringDLREpisode20Album
Dental Law Radio
A Checklist for Hiring New Employees
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A Checklist for Hiring New Employees (Dental Law Radio, Episode 20)

You’ve hired that new employee. Now what? As host Stuart Oberman discusses, there should be an onboarding process which involves an offer letter, a well-written employee manual (not the 20-page version downloaded from the internet), consent forms, and much more. Missing steps and inadequate documentation here sow the seeds of costly problems later. Dental Law Radio is underwritten and presented by Oberman Law Firm and produced by the North Fulton studio of Business RadioX®.

TRANSCRIPT

Intro: [00:00:01] Broadcasting from the Business RadioX studios in Atlanta, it’s time for Dental Law Radio. Dental Law Radio is brought to you by Oberman Law Firm, a leading dental-centric law firm serving dental clients on a local, regional and national basis. Now, here’s your host, Stuart Oberman.

Stuart Oberman: [00:00:26] Hello, everyone, and welcome to Dental Law Radio. So, this topic, today’s topic, a checklist for hiring new employees. I will tell you, I said this before on previous podcasts, we are very fortunate. As a law firm, we have clients in approximately 30 states all the way from California, Maine to Florida. And we do a substantial amount of HR work. Now, what does that mean, HR, human resources? So, we work with our clients on hiring, firing, internal operations, documents, non-competes, nondisclosures, non-solicitations. And one of the things that we have found out that our doctors do not – do not – onboard properly, they don’t have the processes in place, they don’t understand how to onboard, they don’t have a checklist, and they have absolutely no process in place because, at some point, without a good hiring process, if that employee does not work out your firing process, which we will cover in a subsequent podcast, will be an absolute disaster.

Stuart Oberman: [00:01:45] So, let’s take a look at a couple of things that we’ve run into. First and foremost, before that employee starts, day one, you have to have a series of forms and onboarding documents. What does that look like in your practice? You probably think, “Well, I don’t have an onboarding process.” So, then next step is you better get one because you have to have one. So, I would encourage you – encourage you – to have a new hire checklist. If you don’t have one, I’ll give you information on how to get one at the end of this podcast.

Stuart Oberman: [00:02:25] So, first and foremost, when you interview – and we covered interviewing on our previous podcasts – the proper way to interview. So, let’s assume you hire the employee. Now what? Every position that you hire has to have … or I say has to, should have an offer letter. Now, that doesn’t mean one paragraph, that means a formal offer letter, which should include a couple of things. A job description: What department are they working in? What’s their work schedule? Now, you maybe thinking, “Well, I’m going to give them an employment contract.” No. In many cases, an employment contract will get you in more trouble than not having one. So, it depends on your position within the dental practice or for those that are listening that do not own a dental practice, within your organization.

Stuart Oberman: [00:03:26] So, again, first and foremost, offer letter, job information, title, department, what is the work schedule, how long are they going to be there, what’s the compensation, what’s the benefits, what are the employer responsibilities? So, with a caveat to that, the employee benefits, assuming it’s employer’s responsibilities, should already be outlined in your employee manual.

Stuart Oberman: [00:03:56] So, we see a lot of problems with employee manuals. We have doctors that will come up to us and say, “Hey, you know what? I got an employee manual for my friend, and it’s about 25 pages.” My first thought on that is you probably need to shred it. It’s just going to get you in more trouble than not. And what are the termination conditions? It is easy to get married; it is hard to get divorced.

Stuart Oberman: [00:04:24] So, then is next step is what forms do you need from a governmental standpoint to classify and compensate employees with? And it is amazing to me how many CPAs will ask us for this information, which is, a lot of times, very basic. Again, you should have all this prepared, especially in today’s market where turnover is rampant. Of course, you got to have a W-4; for contractors, W9. It is a key concept to have your workers classified as employees or independent contractors. That’s a whole another discussion on classifications. You’re I9s, your state and federal withholdings. What are you going to do when you have multiple practices that are in multiple states? Each one is different. Do you fall for a foreign entity in that particular state, even though that is not your home base? Your E-system verification. Again, those are your basic forms. You should already have those prepared and ready to roll from day one.

Stuart Oberman: [00:05:40] So, your internal forms are a little bit different and they’re relationship-based. So, these are more what I call your protectionary forms, which every practice – and again, for those that are listening that are not dental-related – every business should have. Now, depending on your position, whether or not that is a key employee position, you will want to have a non-compete. “Well, non-competes are not enforceable.” They are absolutely enforceable. It depends on the extent. As a general rule, depending on your state, it has to be geographically specific, it cannot be overly broad, and you can’t say, “I will not allow this employee to do this anywhere in the country or in the world.” That is a recipe for disaster.

Stuart Oberman: [00:06:33] Non-disclosure forms. Every – every employee should sign a nondisclosure. What happens in your place of business must and should stay in your place of business. “Well, they won’t sign one.” Then, they should not be working in your office. Every employee signs one, including social media, cell phone, and internet policy. And I would encourage you not to get those forms off of the internet. They’re very complex employment law forms.

Stuart Oberman: [00:07:06] So, then, an employee acknowledgement handbook. So, I can’t tell you how many times I say, “What’s your employee manual say?” “Well, you know, we really did give it to him,” or “We gave it to him.” “Great! Where’s the acknowledgement form that they received it?” “Well, I don’t think they ever gave back to us.” So, honestly, unless your employee really signs an acknowledgment form, in all likelihood, you probably should assume that they did not get it.

Stuart Oberman: [00:07:34] Next, drug and alcohol consent forms for testing. Now, what are you going to do if you have a state that has legalized marijuana? That is a whole another topic for another day. That is special considerations.

Stuart Oberman: [00:07:57] Employee equipment list. Lot of our doctors, a lot of our employers will provide laptops, cellphones, equipment. You better log those in because once that employee leaves, good luck getting them back unless you inventory it. Confidentiality agreements, an absolute must. Again, what stays in the practice — what happens in practice stays in the practice.

Stuart Oberman: [00:08:24] So, then, let’s take a look at a couple of other things. These are just basic things that you really should have. So, then, in the offer letter, an employee benefits documents. You need to give the employees documents regarding life and health insurance. You can’t wait 60, 90, six months, a year later to give the employees this particular set of documents.

Stuart Oberman: [00:08:54] Cellphone plan. What is your cellphone plan? It is amazing in today’s world what employees will keep and store on their cellphones. What happens when that employee leaves and all of your data, because they downloaded it at your request, is on their cellphone? Do you have a policy to delete that? Do you have a policy that will certify from your employees when they leave that that will be deleted? Do you have an app on your phone that will essentially self-destruct the employment information that you’ve sent over to your employees? If you look at the text messages and everything else that you sent over to your employees on a daily basis, it will be amazing what data is on there, and it will be also amazing what happens if that phone is hacked, and where the data goes. Then, I would strongly recommend you specify paid vacation, time off, paid holidays, sick leave. Do not assume that your employees will know that. That’s got to be in writing.

Stuart Oberman: [00:10:07] Then, the next final data is emergency information. People move. Numbers change. Do you know how to get in touch with relatives should something happen at your office place? Now, you’ve got to be really careful with this because in some instances you’re talking about the ADA, American Disabilities Act, and EEOC. Have you obtained a brief medical history in an employment application? Again, we got to take a look at EEOC issues, especially in this world of COVID. We have to take a look at GINA Title II as far as DNA information goes. So, there’s all kind of regulatory matters we need to take a look at, whether it’s food allergies. I mean, in today’s world, we don’t know what employee problems are.

Stuart Oberman: [00:11:05] So, this is a very, very, very brief, brief summary as to what you need on a new hire checklist. And I’ll tell you, we discovered this when our doctors go through an insurance or third-party governmental audit, and they want personnel files for the last five or seven years, they want ID information, they want application information, they want checks as to whether or not those employees were checked off as far as whether or not they’re eligible to provide treatment or see patients that are on the governmental payer list, if you will.

Stuart Oberman: [00:11:50] So, those are all the things that we really want to take a look at that are absolutely mandatory because when you get a governmental order from attorney general’s office or the DOJ on a federal level, and all of a sudden, they are asking for a personnel file, you’ve got a problem if all this is not in there. And all you do is have one photograph and a one-page application process, that’s an absolute recipe for disaster on a audit.

Stuart Oberman: [00:12:18] So, hopefully you’ll take away a couple of things. Take a look at your personnel file, which should always be kept separate from all the other records, especially regarding COVID-19 shot information. That should be absolutely separate from all the other personnel files and should be maintained separately. So, in summary make sure your new hire process is in place, it’s implemented because it is so easy to get into a relationship plan-wise; it is absolutely devastating to, at times, get out of these relationships.

Stuart Oberman: [00:12:59] So, thank you for joining us today. Hopefully, you picked up a couple of good ideas. If you would, feel free to reach out to us. My name is Stuart Oberman, stuart@obermanlaw.com. 770-886-2400. And please follow us on our podcast. And I always say, if you just pick up one bit of information from each podcast, it is a fantastic day. Thanks for joining us. And we will talk to you soon.

About Dental Law Radio

Hosted by Stuart Oberman, a nationally recognized authority in dental law, Dental Law Radio covers legal, business, and other operating issues and topics of vital concern to dentists and dental practice owners. The show is produced by the North Fulton studio of Business RadioX® and can be found on all the major podcast apps. The complete show archive is here.

Stuart Oberman, Oberman Law Firm

Oberman Law Firm
Stuart Oberman, host of “Dental Law Radio”

Stuart Oberman is the founder and President of Oberman Law Firm. Mr. Oberman graduated from Urbana University and received his law degree from John Marshall Law School. Mr. Oberman has been practicing law for over 25 years, and before going into private practice, Mr. Oberman was in-house counsel for a Fortune 500 Company. Mr. Oberman is widely regarded as the go-to attorney in the area of Dental Law, which includes DSO formation, corporate business structures, mergers and acquisitions, regulatory compliance, advertising regulations, HIPAA, Compliance, and employment law regulations that affect dental practices.

In addition, Mr. Oberman’s expertise in the health care industry includes advising clients in the complex regulatory landscape as it relates to telehealth and telemedicine, including compliance of corporate structures, third-party reimbursement, contract negotiations, technology, health care fraud and abuse law (Anti-Kickback Statute and the State Law), professional liability risk management, federal and state regulations.

As the long-term care industry evolves, Mr. Oberman has the knowledge and experience to guide clients in the long-term care sector with respect to corporate and regulatory matters, assisted living facilities, continuing care retirement communities (CCRCs). In addition, Mr. Oberman’s practice also focuses on health care facility acquisitions and other changes of ownership, as well as related licensure and Medicare/Medicaid certification matters, CCRC registrations, long-term care/skilled nursing facility management, operating agreements, assisted living licensure matters, and health care joint ventures.

In addition to his expertise in the health care industry, Mr. Oberman has a nationwide practice that focuses on all facets of contractual disputes, including corporate governance, fiduciary duty, trade secrets, unfair competition, covenants not to compete, trademark and copyright infringement, fraud, and deceptive trade practices, and other business-related matters. Mr. Oberman also represents clients throughout the United States in a wide range of practice areas, including mergers & acquisitions, partnership agreements, commercial real estate, entity formation, employment law, commercial leasing, intellectual property, and HIPAA/OSHA compliance.

Mr. Oberman is a national lecturer and has published articles in the U.S. and Canada.

LinkedIn

Oberman Law Firm

Oberman Law Firm has a long history of civic service, noted national, regional, and local clients, and stands among the Southeast’s eminent and fast-growing full-service law firms. Oberman Law Firm’s areas of practice include Business Planning, Commercial & Technology Transactions, Corporate, Employment & Labor, Estate Planning, Health Care, Intellectual Property, Litigation, Privacy & Data Security, and Real Estate.

By meeting their client’s goals and becoming a trusted partner and advocate for our clients, their attorneys are recognized as legal go-getters who provide value-added service. Their attorneys understand that in a rapidly changing legal market, clients have new expectations, constantly evolving choices, and operate in an environment of heightened reputational and commercial risk.

Oberman Law Firm’s strength is its ability to solve complex legal problems by collaborating across borders and practice areas.

Connect with Oberman Law Firm:

Company website | LinkedIn | Twitter

Tagged With: checklist for hiring new employees, dental practice management, employees, Oberman Law Firm, Onboarding new hires, Stuart Oberman

Kathy French, Ameris Bank

September 16, 2021 by John Ray

Ameris Bank
North Fulton Business Radio
Kathy French, Ameris Bank
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Ameris Bank

Kathy French, Ameris Bank (North Fulton Business Radio, Episode 391)

Kathy French, Vice President of Ameris Bank at the Hembree Road branch, is a long-standing presence both at the bank and in Roswell. She and host John Ray discussed her banking career, what makes Ameris different, the personal service she and her team deliver, her community work as well as that of the bank itself, her passion for visiting U.S. National Parks, and much more. North Fulton Business Radio is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Ameris Bank

Ameris Bank manages more than $22 billion in assets and more than 200 financial centers across the Southeast. Headquartered in Atlanta, Ameris Bank is fiercely committed to bringing financial peace of mind to the communities it serves.

A subsidiary of Ameris Bancorp (NASDAQ: ABCB), Ameris Bank offers a full range of financial services, including traditional banking and lending products, treasury and cash management, wealth management, insurance premium financing, and mortgage and refinancing solutions. Learn more about Ameris Bank and its full range of financial services at www.amerisbank.com.

Company website | LinkedIn

Kathy French, Vice President, Ameris Bank

Ameris Bank
Kathy French, Vice President, Ameris Bank

Kathy French started in banking over 39 years ago, took one detour, and went right back. She enjoys banking and building relationships. She started in 1984 with Fidelity Bank (now Ameris Bank) as a teller and worked her way up. She is currently the Branch Manager and has been in this position for the past 20 years. She is an experienced business development officer, consumer lender, and small business lender. She listens to her customer’s needs and finds the best solution to help them achieve their financial goals. Kathy is dedicated to working in her3 community where she volunteers with our local chamber and Kiwanis Club.

Kathy loves to be outdoors and enjoys nature and our national parks.

LinkedIn

 

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: Ameris Bank, banking, business banking, John Ray, Kathy French, North Fulton Business Radio, Roswell, roswell ga, small business banking, US National Parks

Workplace MVP LIVE from SHRM 2021: Brandee Izquierdo, SAFE Project

September 16, 2021 by John Ray

Brandee Izquierdo SAFE Project
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Brandee Izquierdo, SAFE Project
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Brandee Izquierdo SAFE Project

Workplace MVP LIVE from SHRM 2021:  Brandee Izquierdo, SAFE Project

About 10 years ago, Brandee Izquierdo was sitting in a jail cell, struggling with a substance abuse disorder. Brandee joined Workplace MVP host Jamie Gassmann to talk about her long-term recovery, her work at SAFE Project, addiction in the workplace, and how her organization battles the U.S. addiction epidemic.  Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Brandee Izquierdo, Executive Director, SAFE Project

Brandee Izquierdo SAFE Project
Brandee Izquierdo, Executive Director, SAFE Project

Brandee Izquierdo’s drive and determination are built on making an impact within behavioral health, promoting long-term recovery, and ensuring communities are educated and have the tools necessary to combat the addiction epidemic. Before leading the SAFE Project team, Brandee worked for Faces & Voices of Recovery as the Director of Advocacy and Outreach. In addition, she served as the Associate Director of Special Populations with Behavioral Health System Baltimore and as the Director of Consumer Affairs for the state of Maryland’s Behavioral Health Administration. In these leadership roles, Brandee has led advocacy efforts to expand access to behavioral health services and recovery support services while providing technical assistance both nationally and internationally, empowering others within the recovery movement. Her ability to build relationships and bridge gaps within behavioral health, community services, and criminal justice have been a catalyst for global peer expansion.

As a subject matter expert with Center for Social Innovation, Policy Research Associates, SAMHSA, and the International Certification and Reciprocity Consortium (IC&RC), Brandee has made vast contributions within behavioral health and within the recovery movement around public policy, outreach, and workforce development. Additionally, Brandee has made a significant impact within the judicial system, advocating for access to treatment and recovery and is the principal investigator of Maryland’s integrated-Forensic Peer Recovery Specialist curriculum.

Brandee’s passion for service work and knowledge of recovery support services extends beyond behavioral health. With a master’s degree in Public Administration and a bachelor’s degree in Government and Public Policy, Brandee is currently working on her Doctorate in Public Administration with a specialization in Administration Justice.

SAFE Project

SAFE Project was founded in November 2017 by Admiral James and Mary Winnefeld, following the loss of their 19-year old son Jonathan to an accidental opioid overdose. Read more about Jonathan Winnefeld.

The Winnefelds immediately channeled their grief into action, hoping to save more families from the pain of loss. Whether it was seeking treatment, getting answers, or understanding the nature of the disease – they knew there needed to be a different solution to help other families facing the same journey with substance use disorder.

They swiftly built our SAFE Project team of experts who strive for meaningful action through our programs, and lead efforts that are unifying, non-partisan and evidence-based. SAFE seeks meaningful metrics that strengthen our interdependent six lines of operation, and ultimately aim to achieve SAFE Communities, SAFE Campuses, SAFE Workplaces and SAFE Veterans across the nation.

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.

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

TRANSCRIPT

Intro: [00:00:03] Broadcasting live from the SHRM 2021 Conference at the Las Vegas Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in workplace behavioral health, crisis, and security solutions. Now, here’s your host.

Jamie Gassman: [00:00:21] Hey, everyone. Jamie Gassman here, your host of Workplace MVP, broadcasting again from our SHRM 2021 Conference in Las Vegas, Nevada. And with me today I have Brandee Izquierdo.

Brandee Izquierdo: [00:00:34] Very good.

Jamie Gassman: [00:00:35] Did I say that right? All right. And, she is the executive director for Safe Project. Welcome to the show.

Brandee Izquierdo: [00:00:40] Thanks, Jamie. I appreciate it.

Jamie Gassman: [00:00:42] So, tell me a little bit about your career journey and how you kind of came to be as part of Safe Project.

Brandee Izquierdo: [00:00:49] Wow. What a journey it’s been. I’d like to first start by saying I am the executive director of Safe Project. However, I’m also a person in long-term recovery. So, my journey has been, needless to say, it’s been very complex and I think right now, especially with this radio station and the behavioral health component of things, the conversation is extremely timely.

Brandee Izquierdo: [00:01:12] I will tell you from my own personal journey and my own personal perspective, I work in the behavioral health field now, but that is not the trajectory of my career or where I thought it was going to be. During my active addiction stages or days, for example, I worked in the corporate world and, you know, what a timely conversation to have because I found myself, you know, really faced with a lot of challenges in terms of mental health and substance use. And quite often in the workplace environment, we don’t have those conversations as candidly as we need to.

Jamie Gassman: [00:01:46] Yeah. Absolutely. So, from your perspective, those conversations, you know, and we can probably get into that. But, like, how does an employer open up those environments? So, from somebody who’s actually gone through that, what would you’ve wanted at that time from your employer?

Brandee Izquierdo: [00:02:02] Yeah. I think safety, safety first, a safe space to actually have those conversations. I think quite often, especially in the world of human resources, there’s a lot of fear around mental health conversation, substance use conversation. We’re afraid of legal issues, maybe overstepping our bounds. If I would have had some of those conversations early in my career when I was in the corporate world, I may have recognized that I had a problem.

Brandee Izquierdo: [00:02:33] You know, we talk about employee retention. We talk about job performance. We talk about all of that from a business standpoint. But we don’t talk about the why. Why are organizations having a hard time retaining employees? Why are organizations having a difficult time, you know, keeping employees or making sure their own time or their performances is up to par? And a lot of times, if you start to ask that why and create that safe space in a workplace environment, you’re more likely for individuals to come out and say, “Hey, I need help.”

Jamie Gassman: [00:03:10] Yeah. You got to make it comfortable for them to be able to – that they’re not going to be penalized or treated differently, right. Because when you talk a lot about stigma with mental health in the workplace, you know, from your perspective, was that some of what held you back, maybe from talking about it was just that fear as an individual?

Brandee Izquierdo: [00:03:28] Absolutely. I mean, even if you take a look at my family dynamic, for example, you know, there was a lot of substance use in my earlier years and my youth years and I didn’t want to be one of those people. And, it wasn’t until, you know, the disease of addiction is very cunning and baffling.

Brandee Izquierdo: [00:03:45] So, we don’t know what’s going to hit us. And, once it does, you’re in those grips and then you become those people and you perpetuate the stigma and the shame, both internally and externally. So, you’re not as free or feel as free or liberated to actually talk about that.

Brandee Izquierdo: [00:04:02] And, I think from an employer standpoint also, you know, quite often we don’t think it’s our problem. You always hear, especially with the addiction epidemic that’s going on now, we’re losing 93 American – 93,000 Americans, over 250 individuals a day, and we deem it as a public health crisis. But it’s more than that. It is definitely more than that. And, I think corporations and businesses need to invest in their people and in their communities, and this is one way to do it.

Jamie Gassman: [00:04:30] Yeah. Well, [inaudible] a corporate or business level, you know, really, that can be sometimes the first places that you see that. I mean, you hear it with, like, schools and children that’s their outlet and that’s usually where people can see that somebody needs help. You know, if an employer is more open to seeing some of that or has education around the signs, they might be able to help them in being able to give an extension to their employee of help and support that maybe they aren’t able to get that outside of the workplace.

Jamie Gassman: [00:04:59] Absolutely. I mean, we look at America and our work habits. You know, for me, for Safe Project, I really try to build a culture of safe space or a judgment-free zone. We’re with individuals in our workplace for more than eight hours a day. If we say that we typically work 40 hours, we’re probably lying. We’re probably working more than that. So, we’re around other individuals in terms of colleagues, professionals, vendors, you know, just to name a few. So, we really need to understand the signs and symptoms of addiction and invest in our employees rather than just doing away with them because, you know, perhaps that’s a liability. We talk a lot of stuff as far as, “Oh, I care about my employees.” But do you really care about your employees? And if you do, start talking the talk and walking the walk.

Jamie Gassman: [00:05:51] Absolutely. So, Safe Project, tell me a little bit about your nonprofit and the work that you do.

Jamie Gassman: [00:05:55] Sure. So, again, as I mentioned, Safe Project was founded by Admiral Winnefeld and his wife, Sandy, who lost their son to an accidental overdose in 2017, actually on a college campus. So, their heart is in the collegiate space, but more importantly the community space as well.

Brandee Izquierdo: [00:06:13] So, we work with different stakeholders whether it be college campuses, communities, safe workplaces, and safe veterans. So, in working with those different stakeholders, we know that we need to create collaborative partnerships to ensure that we are providing the best resources, education, and knowledge around substance use and mental health challenges that we possibly can throughout the nation.

Brandee Izquierdo: [00:06:38] And that’s what we do. We meet communities and our stakeholders where they are and start to move them in the right direction. I kind of call it the Monty Hall approach, kind of old school. You know, let’s pick door one, two, or three. Door number one, for example, may be something as simple as let’s provide some preventive measures. We’re here with Detarra, for example, as one of our partners in drug disposal bags, in-home drug disposal bags. Or, we may want to go a little bit deeper and say, hey, how can we start developing these initiatives in these programs in your workplaces, not only to encompass a holistic wellness approach but also tackle, you know, the stigma associated with addiction and mental health.

Jamie Gassman: [00:07:19] Yeah. And I’ve heard that from some statistics that, you know, with people being home over this last year, substance abuse, addictions are on the rise because they’re doing it at home and there’s nobody to be able to, kind of, catch some of that stuff. Has your work increased, or what kinds of things have you guys put into place in kind of response to that?

Brandee Izquierdo: [00:07:43] Absolutely. It has increased. We are really taking off. We launched our Safe Workplaces initiative not too long ago, probably about six months ago. It’s been in development for a little bit over a year. But when COVID hit, what we’ve realized is that we need to start communicating with individuals because you can’t compartmentalize. It’s not your daily routine where you go to work, you work in an environment, and then you come home. You can really, you know, move back and forth in the substance use arena as far as your use is concerned and hide it very well.

Brandee Izquierdo: [00:08:17] But there are also a lot of different aspects of mental health. You’re dealing with being a mom, perhaps a teacher, trying to keep your kids together, yourself together, and there’s no clear disconnect when it comes to work and your home environment.

Brandee Izquierdo: [00:08:34] So, we’re seeing a lot in terms of mental health on the rise – people – but I’m also seeing some good stuff too. I’m seeing telehealth coming into play. I’m seeing individual organizations and businesses, really, saying, “Hey, how do we maintain the health and well-being of our employees?” But it’s pretty interesting. We can lead quite often with the mental health side of things. People are a little more accepting of that. They’re not as accepting of the substance use side. So, I think we need to really shine some light on that and that it is happening and it affects everyone.

Jamie Gassman: [00:09:08] Yeah. So, we’re here at SHRM, obviously an HR-focused work conference. If you were going to give advice to these H.R. leaders that are here at this conference from your own personal perspective, what would you want to leave them with?

Brandee Izquierdo: [00:09:22] I think I’d want to leave them with invest in your employees, not only from a work performance perspective but also from a well-being perspective. Start having those conversations and start to build a culture that creates judgment-free safe zones. You know, again, we’re saying that we can’t retain employees. We need to start investing in them as people. We don’t stop at the door and drop our bags off when we’re talking about our problems or issues or challenges in our home life. So, we need to start recognizing that and really just invest in our people and kind of get back to old school, you know. Care.

Jamie Gassman: [00:10:03] Yeah. Just care. Awesome. And creating that environment of safety.

Brandee Izquierdo: [00:10:06] Right.

Jamie Gassman: [00:10:07] Very cool. Well, thank you so much for joining us. If somebody wanted to get in touch with you or get more information about Safe Project and the work that you’re doing, how would they go about doing that?

Brandee Izquierdo: [00:10:16] Sure. They can visit us on our website at www.safeproject.us and I’m all about emailing me directly, which is brandee, B-R-A-N-D-E-E, @safeproject.us.

Jamie Gassman: [00:10:29] Wonderful. Well, thanks again, Brandee, for joining us. Thanks for sharing your story. Thank you for providing an opportunity for H.R. leaders to kind of hear another perspective and also kind of be more aware of ways that they can help support their employees that maybe are dealing with some substance abuse. Thanks for joining us.

Brandee Izquierdo: [00:10:45] Thank you so much for having me. I appreciate it.

 

Tagged With: addiction, addiction epidemic, addiction in the workplace, addiction recovery, behavioral health, Brandee Izquierdo, employee behavioral health, Jamie Gassmann, Las Vegas, long-term recovery, R3 Continuum, SAFE Project, SHRM 2021, SHRM21

How Employee Work Teams Improved Decision Making in Our Organization, with Sheri Foster, Atlanta Community Food Bank

September 16, 2021 by John Ray

Atlanta Community Food Bank
North Fulton Studio
How Employee Work Teams Improved Decision Making in Our Organization, with Sheri Foster, Atlanta Community Food Bank
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Atlanta Community Food Bank

How Employee Work Teams Improved Decision Making in Our Organization, with Sheri Foster, Atlanta Community Food Bank

Sheri Foster: [00:00:00] The big thing about the work teams is the variety of perspectives. I’ve had the opportunity to work with many of these teams, and they have great, creative ideas, and they definitely see things from a different perspective than I do. So, there is an opportunity to be able to get ideas and to see things through a different lens, which is really important.

Sheri Foster: [00:00:23] I think that our leadership team is very accessible, and we all do get a lot of feedback from our employees, but employees also spend a lot of time talking to each other. So, our work team members are able to bring that information and protect it through our discussions, and that has also made a difference.

Sheri Foster: [00:00:43] I have a really good example of that. I had referenced one of the work teams that we have is our employee development work team. And so, that team is charged with helping us to create a real robust employee development, sort of career coaching framework. That, again, was feedback from our employee survey. And one of the things that they told me was we need to create a skills repository as part of our employee development effort framework. They said, “We need managers, employees to be able to have these really open, candid conversations about knowledge, skills and abilities, and to be able to track systematically the skills and proficiency levels,” and that sort of thing. And use that to create development plans, but also for the leadership team to be able to have a view and to the development of these people, so that they can consider them for next-level assignments.

Sheri Foster: [00:01:47] And so, they had told me that probably a year ago. So, we had our employee survey at the end of 2020, and one of our key outcomes from that survey related to employee development and our survey tool, which automatically generates action recommendations, the recommendation from that survey tool was that we create a skills repository. So, I thought, “Wow! I could have saved money on the employee survey and just ask the employees.”

Listen to Sheri’s full Workplace MVP interview here. 


The “One Minute Interview” series is produced by John Ray and in the North Fulton studio of Business RadioX® in Alpharetta. You can find the full archive of shows by following this link.

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.

Tagged With: Atlanta Community Food Bank, Improved Decision Making, work teams

Decision Vision Episode 134: Should I Sell to a SPAC? – An Interview with David Panton, Navigation Capital Partners

September 16, 2021 by John Ray

SPAC
Decision Vision
Decision Vision Episode 134: Should I Sell to a SPAC? - An Interview with David Panton, Navigation Capital Partners
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Decision Vision Episode 134: Should I Sell to a SPAC? – An Interview with David Panton, Navigation Capital Partners

In 2020, roughly half of all companies which went public did so through a SPAC, or a Special Purpose Acquisition Company. How does a SPAC work, and what are the pros and cons of going public through a SPAC as opposed to the traditional IPO route? How risky are SPACs? David Panton, whose firm invests exclusively in SPACs, joined Decision Vision host Mike Blake to answer these questions and much more. Decision Vision is presented by Brady Ware & Company.

Navigation Capital Partners

Navigation Capital Partners (NCP) is an Atlanta-based private equity firm focused exclusively on investing in a diverse portfolio of Special Purpose Acquisition Companies (SPACs). The principals of NCP formerly founded and managed Mellon Ventures, the private equity investment partnership of Mellon Financial Corporation. With the backing of Goldman Sachs Private Equity Opportunities Fund LP, NCP acquired the private equity portfolio of Mellon Ventures in December 2006.

In 2019, NCP launched its SPAC Operations Group which builds on the NCP legacy of transforming relatively small, high-growth companies into medium-sized ones and selling them to larger private equity firms to take them to the next level. In the 15 years since its inception, NCP has invested $399 million in 51 portfolio companies, including nine SPACs.

Company website | LinkedIn | Twitter

David Panton, Managing Partner, Navigation Capital Partners

David Panton, Managing Partner, Navigation Capital Partners

David Panton is a Managing Partner of Navigation Capital’s SPAC Operations Group, which makes equity investments in Special Purpose Acquisition Companies (SPACs).

David is also a co-founder of Navigation Capital Partners LP, an Atlanta-based private equity firm that has made growth and buyout investments in middle-market operating companies. In partnership with Goldman Sachs, its portfolio has included investments in 40+ operating companies representing equity investments (including co-investments) of approximately $800 million.

David is also the Chairman of Panton Equity Partners, a private family office, which he founded in 2012, and is an Adjunct Professor in the Faculty of Finance at Emory University’s Goizueta Business School. David has served as a Board Member on over 15 companies, including Brand Bank (sold to Renasant Bank), Track Utilities (sold to CIVC Partners), SecureWorks (sold to Dell Technologies), and Exeter Finance (sold to Blackstone).

David is a co-founder and former Chief Strategy Officer of American Virtual Cloud Technologies (Nasdaq: AVCT), which previously raised $310 million in July 2017 as Pensare Acquisition Corp., and completed an acquisition of Computex Technology Solutions in April 2020. AVCT is a portfolio company of SPAC Opportunity Partners LP.

Between 2003 and 2006, David was a Vice President at Mellon Ventures (now Navigation Capital Partners), a $1.4 billion private equity firm, where he focused on growth capital and buyout investments. Previously, he co-founded and served as Managing Director of Caribbean Equity Partners, a private equity firm focused on investments in the Caribbean and Latin America. Prior to that, he was an Associate at Morgan Stanley in New York City, where he focused on mergers and acquisitions in Latin America and the Caribbean.

David also served as CEO of CMP Industries, a publicly traded company in Kingston, Jamaica, and is a former Senator in the Upper House of Parliament in Jamaica. David was named by Buyouts Magazine as “One of Eight Buyout Pros Under 40 to Watch” in 2009 and by the Atlanta Business Chronicle as one of the “40 Under 40” Rising Stars in 2011. He is a member of the Atlanta Chapter of the Young Presidents Organization (YPO) and is a former member of the Atlanta Group of Tiger 21 and Leadership Atlanta (Class of 2012). He is Chairman of the Jamaican-American Chamber of Commerce of Atlanta, a former member of the Board of the Michael C. Carlos Museum of the Arts, and is a former Trustee of Holy Innocents’ Episcopal School in Atlanta, GA.

David holds a Master Professional Director Certification from the American College of Corporate Directors. David received a Doctorate in Management Studies from Oxford University, where he was a Rhodes Scholar, a J.D. (with honors) from Harvard Law School, where he was elected President of the Harvard Law Review, and an A.B. (with high honors) in Public Policy from Princeton University.

Born and raised in Jamaica, he resides in Atlanta, GA.

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

Mike Blake: [00:00:22] 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: [00:00:43] My name is Mike Blake, and I’m your host for today’s program. I’m a director at Brady Ware & Company, a full -service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols. If you like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and at @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. 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: [00:01:23] And before we start on that note, I’d like to take this opportunity to thank all of you who are listening to the program and are clearly telling other people about this program so that we can, frankly, help other people. I was delighted to learn last week that we have passed 27 million cumulative downloads of this program since launching it 30 months ago. And we’ve also actually passed a very important milestone a while ago, we’re at 40,000 downloads for each new episode within the 30 days of publishing a new episode, which puts us firmly in the top one percent of all business related podcasts.

Mike Blake: [00:02:03] And I cannot thank you enough, not just for downloading, but clearly you’re listening, clearly you’re telling other people that they would benefit from listening to this program. And this is why I do it. You know, we don’t have commercials on this. I’m not monetizing this in any way. This is just a way that we, as the Decision Vision team, give back and try to share some wisdom, and some advice, and counsel, maybe even some infotainment along the way to help you become better or more confident in the decisions that you’re making. And so, I just like to take a moment to thank you for all your support of the program, and I hope that we’ll justify your support in the future.

Mike Blake: [00:02:45] I’d like to thank Brady Ware, who has given me the time and resources to do this podcast. I could not do it without them. I could not do it without Business RadioX. And, of course, we couldn’t do it without all of our guests. Because if I were doing this podcast by myself, it would be two episodes, probably the intro and then the final episode, because I don’t know enough to carry a show on my own. So, without the guests who donate their time and expertise throughout the program, this really wouldn’t be much of a program at all.

Mike Blake: [00:03:14] So, without further ado, I’ll introduce today’s topic, which is, Should I sell or form to a Special Purpose Acquisition Company or SPAC? And you may be familiar with SPACs or you may not, it really depends on how tied you are with the financial markets. And we don’t do a lot of hardcore finance on the program. But every once in a while we do because there will be something that comes up that, I think, warrants us covering it. If nothing else that you’re aware of what that financial vehicle, that financial decision is out there, and you may find yourself with that decision.

Mike Blake: [00:03:52] And so, our guest will come on and tell us exactly what a SPAC is. But if you found that you’ve been hearing about them a lot, it’s not by accident. You know, a SPAC is, in effect, a poor person’s IPO. Some people say a rich person’s IPO. But our guest will talk about that. But in 2016, there are about 20 SPACs, Special Purpose Acquisition Companies, that were formed in 2016. And in 2020, there are over 400, with an average size of $300 million in capital raised per transaction.

Mike Blake: [00:04:24] That’s a big deal, right? Four hundred times $200 million will be $12 billion of capital. That’s a lot of capital out there. And that’s why you’re hearing a lot about it. And even if you’re not necessarily going to be taking a company into an exit, into a public liquidity event or quasi public liquidity event, you probably still want to know what a SPAC is. And you may find yourself in the position of asking yourself, “Is this something that we could do with our company?” And finding out whether or not that’s a realistic or desirable path is what we’re all about here on the Decision Vision program, is to help you understand what it is and what kind of decision might you have to make, and what is a good framework in which you might make that decision.

Mike Blake: [00:05:08] So, joining me today is our guest, David Panton, who is a Cofounder of Navigation Capital Partners LP. They’re long standing, one of the premier investment banking, private equity, and merchant banking houses in Atlanta. They’ve been around since I’ve been in Atlanta, which is at least 20 years. And they’ve made growth and buyout investments in middle market and operating companies. In partnership with Goldman Sachs, their portfolio has included investments in over 40 operating companies representing equity investments of approximately $800 million.

Mike Blake: [00:05:39] David is a managing partner of Navigation Capital SPAC Operations Group, which makes equity investments in the special purpose acquisition companies. In 2019, Navigation Capital Partners or NCP launched their SPAC Operations Group, which builds on their legacy of transforming relatively small, high growth companies in the medium sized ones and selling them to larger private equity firms to take them to the next level. In the 15 years since its inception, NCP has invested $399 million dollars in 51 portfolio companies, including nine SPACs. And for more information, you can visit navigationcapital.com.

Mike Blake: [00:06:18] In addition to his professional roles, David is a former senator in the Upper House of the Parliament in Jamaica. He was named by Buyouts Magazine as one of the Eight Buyout Pros of Under 40 to Watch in 2009 and by the Atlanta Business Chronicle as one of its 40 Under 40 Rising Stars in 2011. He is a member of the Atlanta Chapter of the Young Presidents’ Organization and is a former member of the Atlanta Group TIGER 21 and Leadership Atlanta Class of 2012. The second best class ever, second only to the Class of 2014. And if you’re in the Leadership Atlanta Group – he’s laughing – you know exactly what that means.

Mike Blake: [00:06:53] David received a Doctorate in Management Studies from Oxford University, where he was a Rhodes Scholar; a JD with Honors from Harvard Law School, where he was elected president of the Harvard Law Review; and an AB with High Honors in Public Policy from Princeton University. David, welcome to the program.

David Panton: [00:07:09] Thank you so much, Mike. Great to be here.

Mike Blake: [00:07:11] So, David, SPAC is a fairly technical concept. And in some ways, I think kind of a subtle one. So, I’d like to ease our audience in a little bit. Can you describe what a SPAC is?

David Panton: [00:07:25] Sure. So, let’s start with the acronym SPAC, it stands for Special Purpose Acquisition Company. And that describes in broad part, so let’s just break it down. Well, let’s start with the company part. So, the first is it’s a company. So, it’s not any newfangled instrument. It’s not an NFT. It’s not bitcoin. It’s just a company. And it’s a company that is publicly traded.

David Panton: [00:07:55] So, typically, you will have a sponsor for a SPAC, Special Purpose Acquisition Company. They will form a company. That company will be taken public. And through the traditional process, known as the IPO process, Initial Public Offering. So, a sponsor pay for the costs of taking a company public. The company is now public. But unlike traditional public companies which have operations, SPAC has one asset, and that asset is cash. So, it raises capital. As you said, the average amount raised in SPAC so far this year is around 300 million.

David Panton: [00:08:35] And by the way, let me just correct you on the math there. You mentioned 400 SPACs, 300 million. It’s not 12 billion. It’s 120 billion.

Mike Blake: [00:08:43] I knew it. I thought it was off by a zero and I couldn’t do a lot of talking in the microphone. So, thank you for bailing me out there.

David Panton: [00:08:49] So, there is 120 billion raised in SPAC. So, these are public offerings by these companies, which raise so far this year $120 billion. So, they have one asset which is cash. Then, the SPAC sponsor has a certain time period, which is usually 24 months, but it could be 18 months, it could be 12 months, in which to find an operating company. So, think of a SPAC as a blank check company, it’s what it’s known as, or a special purpose vehicle with cash, whose objective is to find an operating company that can acquire or merge into within a certain period of time, typically 24 months or two years.

David Panton: [00:09:31] At the end of that two year period, if the sponsor has not found a company, then this is a very unique element of SPAC, which really doesn’t exist in any other investment category that I know of. The sponsors have to give the money that was invested by the investors in the IPO back to the investors. That’s known as a redemption. So, there’s a redemption rite that investors in SPAC IPOs have.

David Panton: [00:09:57] When the company is found, the sponsors have to go back to the investors and get it approved by the investors in the SPAC IPO or whoever the shareholders are in the company at that time. And when that is done, if the shareholders approve the deal – and the good news is that happens almost all of the time – then the operating company, which is now merged into the SPAC becomes the new publicly traded company.

David Panton: [00:10:24] So, the last thing I’ll say on this is that, effectively what a SPAC is, is a company with cash with a certain time period in which to merge with an operating company, typically a private company, that makes that private company public. So, it’s a mechanism of doing effectively a reverse merger of a private company into the public SPAC that was raised. And then, after that, that company is straight way public company.

David Panton: [00:10:55] So, Hostess, as an example – we’ve all seen Hostess Twinkies – was a company owned by a private equity firm. Someone set up a SPAC, another firm called Gores. That SPAC approached Hostess and said, “Hostess, we want to effectively take you public.” They negotiated a transaction, and Hostess did a reverse merger into the special purpose acquisition company. They changed the name to Hostess. And today, Hostess is just a publicly traded company. It was a mechanism for Hostess to go public.

Mike Blake: [00:11:27] I knew some of the Hostess story. I guess they must have been effectively bought out of bankruptcy to get into a SPAC?

David Panton: [00:11:35] So, I want to be clear on that. In fact, I don’t think a single SPAC has bought a company out of bankruptcy. So, I don’t want people to think that this is just a mechanism to buy companies out of bankruptcy. In fact, SPACs are not good for that. Hostess did go through a bankruptcy. They were bought by a private equity firm, actually two private equity firms. Those private equity firms are growing the company, and they were trying to exit from their investment. And a SPAC approached them and said, “Why don’t you merge your now rehabilitated company and growing company with less debt into a public vehicle?” And that’s what they did. And it’s actually even a very good investment.

David Panton: [00:12:15] Burger King, by the way, was also a SPAC. It didn’t go through a bankruptcy. Just a good company owned by a private equity firm. It was seeking a mechanism to exit or, actually, to facilitate liquidity.

David Panton: [00:12:28] And one important thing – and I think this may be important for your listeners who are all entrepreneurs, executives – the vast majority of SPACs, the shareholders of the company, the private company, become the majority shareholders of the public company. So, it really is largely a mechanism if you are the owners of a private company and want to go public, it’s just a mechanism of going public.

David Panton: [00:12:54] So, you have options if you’re a private owner. You could sell to private equity. You could go public in the traditional IPO process. Or if you want to exit, you could use a SPAC route. So, think of it as a mechanism if you’re the owner of a company of taking your company public, but through a SPAC, not through the traditional IPO process.

Mike Blake: [00:13:18] So, the way you described it is interesting. Let me come back to you. First of all, I guess one of the object lessons, any time you think of a Twinkie now you can think of a SPAC. It’s, “I’m eating Twinkies. Remember a SPAC is making that possible.”

David Panton: [00:13:29] Or if you’re eating a Whopper, that was a SPAC.

Mike Blake: [00:13:32] Or a Whopper. Exactly. You know, Whopper. Exactly. But the fact that the owners of the company themselves are providing the capital, is it fair to say in a way this is a mechanism for a company to kind of take itself public as opposed to making an offering to external shareholders and hoping that they buy?

David Panton: [00:13:53] Yes and no. And I do want to clarify one thing that you said. You said the owners of the company are providing capital. The SPAC is providing the capital. So, if you were an owner of a company, why would you choose a SPAC over a traditional IPO? Maybe that’s one way of thinking about it. And there are reasons why some companies go public through SPACs and there are reasons why they go through the traditional process.

David Panton: [00:14:18] Last year, in 2020, half of the IPOs in America or more than half were SPAC IPO. So, half of the cases, owners of companies chose the SPAC process over the traditional IPO process. And there are pros and cons of each, and let’s just go through them quickly.

David Panton: [00:14:35] The biggest advantage of a SPAC, number one, you actually are merging into an entity which, typically, has a board and has individuals in place who typically know that industry. So, most SPACs are industry focused. And there isn’t just an advantage, especially if you’re a smaller company that’s growing, and just having a strategic partner, and a board of directors or people who can add value to you.

David Panton: [00:14:59] That doesn’t apply in a traditional IPO. If you’re doing a traditional IPO, you’re just going public. I mean, you could add people to your board, but you don’t really have a strategic partner. That’s one advantage of a SPAC.

David Panton: [00:15:10] The second advantage is you have built in capital. And that capital is typically the capital that was raised in the IPO. Now, there’s a risk that that capital can go away. So, that’s a negative of a SPAC, which is the capital may be there or it may not be there. But the SPAC market has effectively created a way to ensure that the capital is there. And that mechanism is something known as a PIPE. So, when you think of SPACs – I know there’s lots of acronyms – Special Purpose Acquisition Companies, don’t think of SPAC without a PIPE. SPAC is on the front end, PIPE on the back end.

David Panton: [00:15:44] What does a PIPE stand for? PIPE stands for Private Investment in a Public Entity. And all that is, is a private placement at the time that the SPAC has identified a target company with which it wants to merge. And then, they go to investors, typically long term fundamental investors, in public companies to say, “Listen, why don’t you participate in this company and give us additional capital?” Or if not new capital, a backstop against the redemptions from the capital that was raised in the initial IPO.

David Panton: [00:16:16] And so, that gives some certainty because that capital is fully committed capital that the company which is going public through this SPAC process will actually have capital that’s needed. So, it is a mechanism for the owners of the company to either take some cash off the table because they want to get some cash and/or to have new cash going into the company on the balance sheet, which is more likely in most recent SPACs and most of the SPAC transactions that have occurred this year. So, it provides capital.

David Panton: [00:16:51] And then, the third advantage is certainty, more certainty than an IPO. In an IPO, you may or may not go public. It may or may not work. In a SPAC transaction, you’re negotiating a merger. And once you’ve negotiated that merger, and especially if you put a PIPE in place, there’s a very, very high likelihood the deal is going to get done. In the IPO market, it may happen, it may not happen.

David Panton: [00:17:18] And one of the reasons actually that SPACs boomed last year is that the IPO market, because of what happened with COVID, et cetera, sort of declined. The market was jittery. But because SPACs have committed capital or have a pool of capital available to them and they do these mergers, it made it easier for SPAC transactions to get done.

David Panton: [00:17:42] And then, the final advantage, I would say, about a SPAC IPO versus a traditional IPO – and there are several others, but these are the primary ones. I mean, speed is another reason. You can probably do a SPAC IPO in a much shorter time than the traditional IPO – the last one I would focus on is the ability to set the valuation of the company.

David Panton: [00:18:10] And what I mean by that is, you’ve probably seen that when other companies have gone public, you’ve seen that they go public and save $10 a share. And then, you hear that there was a big pop and it went from 10 to 20, or 30, or 40. And that sounds great for the investor, but it’s actually terrible for the owners of the company. Because if they could have gone public at 40, then they should have gone public at 40.

Mike Blake: [00:18:33] The last 30 bucks a share on the table.

David Panton: [00:18:35] They left 30 bucks a share on the table. And that is a huge, huge issue. In a SPAC transaction, you basically value it at, say, 40 or 30 or whatever the number is, and that’s the price. It’s very, very rare that you see this big pop. So, you’re able to maximize the valuation of a company in a SPAC transaction because it’s a negotiated transaction with another party and a merger as opposed to just going to the market.

David Panton: [00:19:01] And, you know, listen, I work with investment banks. I love investment banks. I don’t want to say anything negative about investment banks. But investment banks are in the business of making money and they’re in the business of helping their friends. And the investment banks were the underwriters of IPOs and SPACs. So, we work with investment banks all the time.

David Panton: [00:19:19] They have, historically, gone and given IPO allocations to their friends and institutional investors that they like and said, “Hey, we’ll get you in at a certain price.” They’ll typically negotiate the price that’s relatively low because everyone wants the price to go up. And, therefore, the investors do very well. But the actual owners of the company, typically, leave a lot of money on the table in a traditional IPO, and SPAC IPOs avoid that. And that amount, by the way, billions and billions of dollars, so it’s not an insignificant consideration.

Mike Blake: [00:19:54] Yeah. I’ve been in the investment banking business and I know exactly what you’re talking about. I don’t disagree with it. I could easily divert the podcast that way, but maybe we’ll have you back on, we’ll talk about that in another episode.

David Panton: [00:20:06] That’s a different story.

Mike Blake: [00:20:08] But, you know, you brought something up that I want to make sure that I covered, which is, we’re hearing a lot about SPACs now, but they’ve actually been around for quite some time. They’re actually not a new vehicle. They’re just new to a lot of people. And granted, COVID has, perhaps as so many things, given a lot of momentum to things that are already taking place. But why have SPACs suddenly become so popular in the last few years?

David Panton: [00:20:36] Well, that’s a great question. My view – and this is just my view – is that it really came down to one transaction. And that one transaction was a SPAC raised by two of the legends in the SPAC world, a guy named Jeff Sagansky and Harry Sloan. And they raised the SPAC called Diamond Eagle Acquisition Corp. Almost every SPAC has the name acquisition corp. at the end. They raised it in May of 2019, and they raised $400 million. Their underwriter was Goldman Sachs, where Goldman Sachs helped raise $400 million from a large number of institutional shareholders.

David Panton: [00:21:16] The investors in Diamond Eagle, who invested the $400 million received units. Those units – which is one of the differences between a traditional IPO and a SPAC IPO. You’ll see units rather than just shares – include a bundle of securities, which includes typically one share. And then, very importantly, they received a warrant or a-half-a-warrant or a-third-of-a-warrant. That warrant is another security like a share, which gives them a right to buy shares in the future.

Mike Blake: [00:21:51] It’s an option effectively.

David Panton: [00:21:52] It’s an option. That’s exactly right. So, an option to participate if the price goes up in the future. And, typically, almost all SPACs go public at $10 per share. And the options are typically priced at 11.50. So, that’s what’s known as the strike price of the option. So, if the stock goes up to 11.50, then the warrant/option is valuable. And if the price goes down, it doesn’t have value.

David Panton: [00:22:16] But because there’s potential value, these options/warrants trade. They trade separately from the shares. There’s an option market. You can buy these options. A lot of hedge funds invest in these options. And they have a value, and they’re typically around $0.50. So, $0.50 on a $10 investments by the investors in the IPO works out to be a five percent return. It’s pretty good, actually, especially in a market where interest rates are relatively low. And you still have the shares if the price goes up.

David Panton: [00:22:48] And, by the way, the vast majority of investors – which you should know and your listeners should know – in SPAC IPOs are hedge funds because this is a financial instrument. It’s not an operating company. And hedge funds love financial instruments.

Mike Blake: [00:23:05] Yes, they do.

David Panton: [00:23:07] Downside protection and upside potential. So, the investor is invested in Diamond Eagle. Majority of the investors were, in fact, hedge funds. They gave $400 million to Diamond Eagle. And within a very short period of time, they identified not one, but two companies that they could put together to take public. The two companies, one of them you would know probably fairly well, the other one you probably wouldn’t know. The one you would know is called DraftKings, and DraftKings is an online gaming company.

Mike Blake: [00:23:42] Daily fantasy sports.

David Panton: [00:23:44] Exactly right. Fantasy sports, et cetera. And as you know, many states are decriminalizing online gaming. It used to be illegal, now less so. And there was a Supreme Court case which has made it almost impossible to ban online gaming. They’re a huge, huge business. Unprofitable business, by the way, but fast growing. It wasn’t that large. We’re talking about 300 million in revenues. They wanted to put it together with another company. And the name of that company is called SBTech, which actually was an Israeli company, which provided the technology platform for gaming, not just for DraftKings, but for other companies as well.

David Panton: [00:24:25] The combined two companies had about 400 million in revenues, maybe a little less. And were valued at $3 billion, a very high multiple of revenues. They’re both unprofitable. But the reason they have that valuation is because of the growth rate. They announced the deal in December of 2019. And the price didn’t move much from $10. As most announcements, price moves a little bit but not much. They then went onto the market and went out to long term investors and said, “You should invest in DraftKings.” And a lot of people were interested in it.

David Panton: [00:25:04] And they had an analyst day, which very few companies have done and then they did something. And one huge difference between SPACs and a traditional IPO – I should have said this earlier actually – is that in a SPAC IPO, you are able to provide forward looking projections, which you cannot do in a traditional IPO. So, in the case of DraftKings, even though the company was unprofitable today, they could say, “We are planning to grow the company to a billion dollars of EBITDA in the future.” And that’s what they said. Now, if you did that in a traditional IPO, the SEC would say, “No, no, no. You can’t do that. You can’t say what you’re going to do in the future.

Mike Blake: [00:25:46] Which is bizarre, by the way.

David Panton: [00:25:48] It’s little bit bizarre.

Mike Blake: [00:25:50] It’s bizarre they’re not likely to do that, by the way. But go ahead.

David Panton: [00:25:52] You know, you’re right, it is a little bit bizarre and it really is just a result of a loophole, right? And the loophole is that, a SPAC is really a merger, not an IPO. And if you’re doing a merger, you have to show the numbers that you are basing the merger on to all the investors. So, you’re right, it is a little bit unusual.

David Panton: [00:26:12] So, anyway, they put these projections and the deal closed in April of 2020. Now, understand, in January 2020, there was no huge upswing in SPACs. It didn’t happen in February. It didn’t happen in March. It didn’t happen in April. When DraftKings was announced and closed, the deal closed in April – so it was announced in December of 2019, closed in April of 2020 – the stock price doubled from $10 to $20. It was the first time that a SPAC at close had doubled in price. It never happened before because of that certainty issue I spoke about.

David Panton: [00:26:49] So, all the investors who had invested less than a year before, who had warrants, saw that the value of their investment, $10, was worth almost $30 because of the warrant. So, the price went from 10 to 20, so the shares were worth two times. And then, you add the warrants, they were worth close to $10 dollars. That’s another $10, almost $30. So, in less than a year, investors in a public security made three times their money.

David Panton: [00:27:14] And if it had not done well, they would have gotten their money back plus a return. And a lot of investors woke up to the fact that, hold on a second, there is an instrument out there where you can make three times your money in less than a year with basically no or very little downside risk. Where do we get into this game?

David Panton: [00:27:36] And in May and then in June, you saw an uptick, a number of people getting into the space. And so, you saw a very significant growth. And so, we went from in 2019 only about 14 billion raised, to 2020 over 80 billion or close to 80. And then, in 2021, this year, in the first quarter we did over 100 billion and we’re now at 120. Now, I should point out this was too much money, too fast, too soon.

David Panton: [00:28:09] And there’s been a significant correction over the past few months. And so, the amount of new offerings in SPACs has diminished quite significantly. Last week, there were about six. So, the number has come down, but they’re still, as you pointed out, over 400 SPACs that have gone public this year that have raised over $120 billion. And so, lots of SPACs are out there. But I think it’s because of DraftKings, ultimately, where people saw that value.

Mike Blake: [00:28:39] So, you know, what you’re describing, I think, probably has a lot of people interested in a SPAC. They’re learning about it. They’re learning about the benefits. If I’m in a company right now, I own the company or I’m in the C-suite, I’m a CFO, how can I tell if my company is a good or viable SPAC candidate or not?

David Panton: [00:29:02] Now, that’s a great question. And I do want to be clear because most of what I’ve said is very positive. Like, the SBTech, actually, the majority owner today is a billionaire who just joined the Forbes list. The stock has gone significantly, I don’t know where it is today, but it went as high as $60 from $10.

Mike Blake: [00:29:23] I promise I’ll give you a chance to talk about risk. I have that question coming up. So, don’t worry.

David Panton: [00:29:27] Okay. We’ll talk about it. All right. So, the question is, how do you know whether you’re viable? Here is the best way to think about viability. The best way to think about viability, first issue is size. The reality is not everyone should be a public company. Small companies should not be public.

David Panton: [00:29:41] So, unfortunately, I’m sure a lot of your listeners who are entrepreneurs or executives in companies that are below a certain amount of revenue are unlikely to be good targets for a public company. You need a certain size, and that size typically is around $100 million of revenues or more. And the higher the better. Some people would argue that even a 100 million is too small. You need 200 million. You need 500 million. You need a billion.

David Panton: [00:30:09] Now, I do want to caveat that with one thing, which is that, there were many companies that have emerged into SPACs that had zero revenue at all. And why did that happen? And how did that happen? It happened because of the second reason after size, which is size of industry, what’s known as TAM. There are lots of acronyms in the SPAC world, so SPAC and PIPE, the next one is TAM. TAM stands for Total Addressable Market size.

David Panton: [00:30:40] So, there are certain industries which are very large and growing. Like, for example, the electric vehicle industry. We all know that at some point in the future, the vast majority of cars are going to be electric cars. That’s one of the reasons Tesla has a valuation that it does, which is staggering. It’s like bigger than all the major car companies, because they’re in the right industry, which is huge.

David Panton: [00:31:03] And there are EV companies, for example, that went public because people figured at some point they will grow. So, even though they don’t have the size to be, this is a bet on the future. And remember, I said that SPACs can show projections into the future, which traditional IPOs can’t. If you can show in five years or six years, you’re going to be a billion dollar company then people are willing to pay for that value today. So, the second is TAM.

David Panton: [00:31:28] The third is growth. You’ve got to show a high growth rate. So, if you’re in a traditional state industry, not such a great thing. You know, you want to be in an industry which is growing or your company within that industry is growing.

David Panton: [00:31:41] The fourth is margins. You want to show that you have attractive margins. And by margins, I mean gross profit margins and EBITDA margins, Earnings Before Interest, Taxes, Depreciation and Amortization, which is the most common metric that public companies trade on. Although many of these companies trade on revenues because they don’t have EBITDA.

David Panton: [00:32:01] So, if you’re thinking about going public, do you have a size either today in terms of revenues or visibility into revenues? If you’re in a large TAM, large Total Addressable Market, that you have growth historically or you think will happen in the future. And you have pretty decent margins today or you expect to have decent margins in the future. Those are the main elements sort of threshold questions.

David Panton: [00:32:27] And then, if you meet those threshold questions, you think you have the size and the growth rate to be attractive to public company investors because that’s what you need to have, then the most important variable is, do you have the numbers? Because you have to actually have the financial system in a SPAC. You have to do what’s known as – here’s another acronym. This is the longest one – PCAOB audit.

David Panton: [00:32:55] So, every private company that merges into a SPAC has to have, typically, two and oftentimes three years of PCAOB audits. What does PCAOB stand for? Well, you’re an auditor so you probably know or you’re in the space. It stands for Public Company Accounting Oversight Board. So, after the 2008 issues, the government set up, basically, a public-private partnership which is an oversight organization, the Public Company Accounting Oversight Board, which provides certain metrics on how accounting firms should audit publicly traded companies. And there are certain things that they have to do or cannot do. They have to be independent, et cetera. And they have to have certain financial systems in place in a company. And not all companies can meet the PCAOB requirements.

David Panton: [00:33:51] So, the final thing I’d say, you know, for especially the CFOs who are listening, is you’ve got to make sure that your systems are strong and your reporting system, the financial system, so that when you do an audit, which is required, that you can meet the PCAOB standards.

Mike Blake: [00:34:10] And generally speaking, PCAOB means that it’s going to be a national accounting firm. It’s not going to be your local two person CPA shop. And it’s going to be expensive and it’s going to be involved. Like, even my firm, we have 150 people, we don’t do PCAOB audits. It’s just a different skill set. It requires a different, different scale of personnel in order to do that competently.

David Panton: [00:34:33] That’s right. You’re absolutely right. It’s more expensive and there are only a few people who do it. And it’s a long difficult process.

Mike Blake: [00:34:42] So, I hinted on this a second, but I do want to give you a chance because I know you don’t want to oversell SPACs. What are the risks? Where can SPACs go wrong? Maybe you know of some cases where they have gone wrong and why?

David Panton: [00:34:57] Yeah. So, you know, the biggest negative of SPACs – and SPACs have critics. There are many people who don’t like SPACs – the biggest sort of criticism is related to what is known as the sponsor promote. So, people who invest in SPACs – and we invest in SPACs – we receive a very lucrative promote. And that promote is, typically, 25 percent of the amount of money raised. So, if you do a $100 million dollar IPO, you get 25 million in stock. And if you add the 25 million in stock to the 100 million, then that becomes 25 of 125, so it’s now 20 percent. So, it’s 25 percent pre-money, 20 percent post-money, so 20 percent fully diluted.

David Panton: [00:35:53] And that’s a very [inaudible] dilution to everyone. It’s a dilution to the company that you merge with, because there is these extra shares out there. It’s a dilution to public company investors as you go forward. And so, that dilution creates a misalignment of incentives, which is the second problem. So, there is a cost to SPACs, which is that you’re giving up a large percentage of shares to the sponsor, which is dilutive to the original owners. They don’t like it.

David Panton: [00:36:26] There are ways to fix that. You can negotiate to get some of those sponsor shares, which has happened in transaction. You can get the sponsor to give up some of those shares, which has happened. You can get the sponsor to put those shares into an earn out, which has also happened. In the vast majority of cases, there are some modification to that SPAC sponsor promote, which is quite significant. So, the biggest negative is the dilution associated with the sponsor promote.

David Panton: [00:36:50] And then, the second is this misalignment of interests. Because the sponsor is, basically, coming into a $10 stock at a fairly low price, around a-buck or a-buck-50, and it’s at $10. So, if the stock price falls from 10 to 6 or 7, they’re still making a lot of money. But for new investors who want to come in the company, they want the stock to go above 10, typically, if they come in at 10 or PIPE investors. And so, it does create a little bit of a misalignment of interest.

David Panton: [00:37:22] And so, understanding that is important. And so, the issue is not that it’s a bad thing per se. If you can get alignment of interest, if you can negotiate correct terms, if you’re an owner or an entrepreneur, then it’s a good deal. And that has happened many times, which is why, you know, half the time that has occurred.

David Panton: [00:37:43] The last thing I would say is that, there is an inherent challenge associated with SPACs in terms of investor participation. Remember I said that the vast majority of investors in SPACs are hedge funds. Hedge funds, for the most part, are short term oriented, financial metric driven. They’re not really interested for the most part in long term growth companies.

Mike Blake: [00:38:06] They’re overgrown day traders. Brought us about it, right? They’re overgrown day traders.

David Panton: [00:38:12] You said it. I didn’t. So, there is a real challenge in that your shareholder base, you know, SPAC is not the shareholder base you want for a company for the long term. You actually want long term fundamental investors. You want people like Fidelity, and Wellington, and T. Rowe Price, and Neuberger, and long term fundamental investors.

David Panton: [00:38:34] And there’s a challenge in shifting your investor base from the short term hedge fund oriented financial arbitrage guys into longer term players. And that process can be hard, difficult, complicated. And it can affect your price. One of the reasons that recently the number of SPAC exit transactions has declined is because of this very issue, which is that, the stock price of SPACs has not been that high because a lot of these hedge funds are dumping stocks in SPACs across the board, regardless of what it did.

David Panton: [00:39:11] So, even good companies, there’s dump in stock. Which is great for people like me who are like, “We’ll buy them.” But not so good for the owners of the company, et cetera. So, that third issue of the transition from short term investors to longer term investors is oftentimes a challenge.

Mike Blake: [00:39:28] Yeah. And I guess that also does create some short term volatility that may or may not be connected to the fundamentals of the company.

David Panton: [00:39:35] Correct. That’s exactly right. Whereas, if you do a traditional IPO, you’re almost 100 percent certain that the participants in that stock, the vast majority of participants, are long term fundamental. Not always. And we’ve seen – which is worth mentioning since you mentioned day traders – this Robin Hood effect. And I should also add that that Robin Hood effect was a part of the explanation for the increase in 2020.

David Panton: [00:40:00] So, Robin Hood, as you know, it’s an online site, effectively an app, I guess, where people can invest. People who typically didn’t have access to traditional brokerage accounts could invest easily online. And these are people who invested in GameStop, et cetera.

David Panton: [00:40:17] And what happened is a lot of people invested in SPACs. It became very hot. A lot of them lost money and they went away. So, easy come, easy go. And so, retail participation or the lack of retail participation then pulling back from the market has also contributed to some of the decline in the market. And, you know, do you want to be associated with that necessarily?

David Panton: [00:40:42] And, by the way, that doesn’t necessarily happen with SPACs only. It could happen with traditional IPOs. But because SPACs are already trading, you know, SPACs were more likely to be recipients of – what I call – hot money from retail investors under that Robin Hood effect. And that’s another issue that people should know.

Mike Blake: [00:41:05] So, I’ve been reading and hearing that the government, the U.S. government in particular, the SEC, is taking a hard look at SPACs and evaluating whether or not they require their own set of regulations, more stringent oversight or some combination of the two. Are you hearing the same thing? And if so, do you think that’s likely to actually happen? And if so, do you think that’s going to take sort of some of the momentum out of the SPAC movement?

David Panton: [00:41:37] Well, you know, the SEC has expressed concerns about SPACs and the rapid increase in SPACs. And the single biggest reason that SPACs declined in volume is because of an action taken by the SEC earlier this year, where they questioned how the SPACs were pricing their warrants, how they were treating their warrants from an accounting perspective. So, this is something you and I very eagerly can talk about.

David Panton: [00:42:05] But are these warrants equity or debt is basically the question. The vast majority of SPACs have treated those warrants as equity. Which sort of makes sense because they are, in fact, an equity instrument. But as a technical matter, they can be treated as debt because they are an obligation of the company that the company may have to pay for in cash. So, there’s very arcane rules around that.

David Panton: [00:42:30] And I actually don’t think the SEC cared very much. The SEC just wanted a mechanism to stop the rapid increase in SPAC IPOs. And by saying to every single SPAC out there, “You have to tell us how you’re treating your warrants, every single person.” It led to a chilling effect, where it slowed it down. It slowed the market down. And there are some people who said, “I just too much headache.” And maybe the SEC doesn’t like SPACs.

David Panton: [00:43:02] I have a very different view. I actually think SEC participation and regulation SPAC is a great thing. In fact, the example that I use is that, before 2015, SPACs were not really accepted by many law firms, by many investment banks. Goldman Sachs as an example, which is a very large underwriter of SPACs today, wouldn’t touch SPAC with a ten foot pole before 2015.

David Panton: [00:43:30] The SEC, basically, changed the rule. And that rule was that the right to get your money back before 2015 was tied to the vote on the transaction. So, if you wanted to get your money out of the trust account, if you’re an investor in the IPO or SPAC IPO, you have to vote against the transaction. If you voted no, you got your money back. So, that resulted in a lot of SPACs failing because people wanted their money back. And they were like, “I don’t care about the deal.” A lot of hedge funds got the money back.

David Panton: [00:43:58] The SEC said, “You should be able to get your money back no matter what, whether you vote yes or no.” And so, by separating the vote from the right to redeem, several things happened. One is the percentage of SPAC transactions that were approved shot up to 100 percent, and it’s been 100 percent since 2015. There’s not been a single transaction which has not been approved, which makes sense because whether you think it’s a good deal or a bad deal, you want it to happen just to have the option if the price does go up.

David Panton: [00:44:30] Two is the failure rate has fallen. So, the number of SPACs which have failed has dropped dramatically. In fact, in the last two years, it’s been zero percent. Now, that’s going to increase. And I want to be clear on that, and that’s a risk in the future because there’s too many SPACs and too many people who should not be doing SPACs that are not going to find a deal in two years and they’re going to fail. So, the failure rate is going to increase. But for the past two years, it’s been very low. And since 2015 it’s under four percent.

David Panton: [00:44:55] The third thing that happened is that new people came into the space, people like Goldman Sachs and others who wouldn’t touch SPACs. So, today, SPACs are a well-established class. The SEC is responsible for that, in my mind. And I think protecting investors is a good thing. There have been a couple SEC actions this year. One was a finding of a SPAC who was a cannabis SPAC that I know they’re going to buy a space company owned by some Russians. The the U.S. Government didn’t approve Russians owning a space company. And the the SEC said, “You got to be diligent. You should have known this was a risk.” The nationality, which is like, “Duh. Of course, you should have.” And they were appropriately fine.

David Panton: [00:45:41] And so, the SEC is acting against bad actors, in my mind. And that’s a good thing because they’re acting against bad actors. It takes out the bad actors and leaves good quality people. So, there is a flight to quality. So, I believe that, yes, the SEC regulation oversight is going to happen and will continue to happen, and they’re going to ask for greater disclosure. But I think that’s all a good thing because by protecting investors, if you have high quality management teams buying high quality companies, that is a good thing. You shouldn’t have to be worried. The people who should be worried are the ones who are not doing the right thing.

Mike Blake: [00:46:17] I think we can see examples where the government stepping in to regulate actually does add legitimacy to a particular transaction or asset class. I think the government paying a lot more attention is starting to regulate cryptocurrency, and nonfungible tokens, and so forth, I think, has actually helped those two asset classes, again, if you bother to regulate it, then it must be real.

David Panton: [00:46:47] I will say one very quick thing, just a factual point. So, there is a firm called Pershing Square, which did the largest SPAC app. They raised the $4 billion SPAC. And they were recently sued by a former commissioner of the SEC and a very well-known law professor, who said that SPACs effectively – I mean, this is my jargon here – is a violation of an act known as the Investment Company Act. That a SPAC really should be regulated under the Investment Company Act. And they’ve filed the action against Pershing Square saying that he was effectively engaged in fraud.

David Panton: [00:47:28] For the first time that I’ve ever heard of, almost 50 law firms got together and wrote a letter to the SEC to say that that argument was nonsense. It was balderdash. It doesn’t make any sense that SPACs are a different investment category, are a separate investment category, they do not fall under the Investment Company Act, and that the legal theory behind that was unacceptable. And these almost 50 law firms are the largest law firms in the world and, certainly, the largest in the United States.

David Panton: [00:48:04] And what that did was, that reaffirms, in my mind, the institutionalization and establishmentization of SPACs. Almost every major investment bank in the United States – in fact, every major investment bank, I don’t think of any – has a SPAC desk. Every major law firm represent SPACs in some capacity. I mean, SPACs are here and they’re here to stay. They’re a very real and valuable mechanism for helping private companies go public. Can they be improved? Sure. Can we improve investor protection? Sure. Can we improve disclosure? Sure. Will that happen? Absolutely. Am I glad it’s going to happen? Yes, because it strengthens it.

David Panton: [00:48:48] But SPACs are not bitcoin. Which sort of like, what’s the backing? And they’re not NFTs. They’re not cryptocurrency. This isn’t some unique, weird thing. This is just a publicly traded company that’s helping a private company go public.

Mike Blake: [00:49:05] We’re talking with David Panton, and the topic is, Should I form or sell my company to a Special Purpose Acquisition Company or SPAC? David, we’re very grateful for the time that you’ve given us. I just have time for just a couple more questions and I’ll let you get back to helping other people with SPACs and other transactions.

David Panton: [00:49:24] One question I wanted to make sure to get to is, what is the timeline for a SPAC looks like? If I’m leading a company, I decide that I want to go down the road, and I think that my company qualifies in terms of revenue and TAM and so forth, what does a timeline look like from deciding I want to do a SPAC to actually executing one?

David Panton: [00:49:45] Oh, that’s a great question. So, one of the advantages that I mentioned earlier about SPAC versus a traditional IPO is the speed. That you can actually do a SPAC in a shorter time period than a traditional IPO.

David Panton: [00:49:58] There is a company here in Atlanta called Intercontinental Exchange, ICE. They own a company, actually a crypto company, I guess, or a crypto exchange called Bakkt, B-A-K-K-T. And it was a subsidiary. They’ve had investments from all the folks. And they’re trying to decide what to do with it. And a SPAC approached them and said, “Let’s take it public.” And they said, “Oh, that’s interesting.” And from the day they were approached to the day when they announced a deal was less than three months.

David Panton: [00:50:25] So, in three months, they were able to do their PCAOB audits. They were able to negotiate the deal, structure the deal, get it done, which is unheard of in the traditional IPO world. Traditional IPOs take a year or two years from beginning to end. Now, three months is on the the shortest end of the spectrum. I can’t imagine a SPAC deal from beginning to end being done less –

Mike Blake: [00:50:52] Well, the result is not typical.

David Panton: [00:50:54] That’s right. Not at all typical. What is more typical is four months, five months, six months, seven months. It could take as much as a year. But in SPACs, I would say three to six months is a reasonable time in order to get everything done. Because, remember, they’re on a clock. They typically have 24 months in which to do a deal. So, there’s a huge incentive to move quickly. And as a result, that is one of the advantages. And so, timing, I’d say, minimum three months. It could be as much as a year, more likely six to eight months.

David Panton: [00:51:25] And in terms of activity, what needs to be done, is really focus on making sure that these PCAOB audits are done is the most important element. But, also, putting together your projections and, you know, being able to tell the story of the business.

Mike Blake: [00:51:44] So, one question I’m very curious about is, celebrities and high profile investors seem to like SPACs. Why is that? Is that a fashion thing? Is it particularly well suited to very high net worth individuals? Why is that?

David Panton: [00:51:59] It’s a great question. I can’t say for sure why that is. But here is my answer. One is that, actually, SPACs are a relatively easy way to get into the capital markets. With a relatively small amount of money, the sponsor capital can be $100 million, $2 or $3 million. You’re able to be the CEO of a publicly traded company, which is $100 hundred million or $200 million dollars to invest.

David Panton: [00:52:35] And let me tell you what’s wrong with having $200 million to invest. Not a single thing. So, if you can afford to do it, you know, that makes a lot of sense. And a lot of celebrities have a few million dollars, which they can leverage. So, they like the leverage ability. They like the relatively low cash. And then, of course, the return is huge. You’re investing a few million dollars and you’re getting a huge chunk, so returns make sense.

David Panton: [00:53:00] And then, I’d say the final thing is that, there is a proven track record of wealth creation in public companies through celebrity participation. So, in the DraftKings example I told you earlier, one of the things they did was after they went public, they brought on as an advisor a guy by the name of Michael Jordan. Who, if you think about sports and gambling, the best known spokesperson who’s really known for gambling, it’s Michael Jordan. So, Michael Jordan being associated with the stock literally went up 20 or 30 percent by his announcement.

David Panton: [00:53:40] So, celebrities actually do add value. And there are other examples, Weight Watchers brought on Oprah Winfrey, stock went up. You know, there have been a number of celebrities associated with brand. Maybe look at people like Rihanna who has Fenty, the value of Fenty is very high because of her celebrity status. P. Diddy has Ciroc vodka, which used to be number 10 or 15 vodka. Now, it’s a top three vodka because of P. Diddy’s celebrity status.

David Panton: [00:54:11] So, celebrity status does actually add significant value or can add significant value to certain products and certain companies. And there is value in that. So, you’re able to not just get the financial returns because investing relatively little and getting the upside of the sponsor promote, but you’re also able to leverage your status to, in theory, generate even more returns because of the celebrity status. So, that’s my thesis.

Mike Blake: [00:54:42] David, we could go on a long time. SPACs are obviously very complicated. They’re very in depth. But there’s only so much free advice I can impose on you to give to our listeners. You know, there are probably questions we didn’t get to or questions that we could have gone into more depth on, if one of our listeners wants to contact you for more information about this, maybe they’re interested in selling imto a SPAC, can they contact you? And if so, what’s the best way to do so?

David Panton: [00:55:09] Yeah. Absolutely. And the best way to contact me is by email. And it’s dpanton, D as in David-P-A-N-T-O-N, P as in powerful-A as in athletic-N as in nice-T as in tall-O as in outstanding-N as in nice, dpanton@navigationcapital.com.

Mike Blake: [00:55:28] I like that. That’s going to wrap it up for today’s program. And I’d like to thank David Panton so much for sharing his expertise with us.

Mike Blake: [00:55:35] 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 and with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

 

Tagged With: Brady Ware & Company, David Panton, Decision Vision, going public, IPO, Mike Blake, Navigation Capital Partners, Panton Equity Partners, private equity, SPAC

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