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Decision Vision Episode 98: Should I Make Social Impact Investments? – An Interview with Mark Crosswell, Community Foundation for Greater Atlanta

January 7, 2021 by John Ray

Community Foundation of Greater Atlanta
Decision Vision
Decision Vision Episode 98: Should I Make Social Impact Investments? - An Interview with Mark Crosswell, Community Foundation for Greater Atlanta
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Decision Vision Episode 98:  Should I Make Social Impact Investments? – An Interview with Mark Croswell, Community Foundation for Greater Atlanta

Mark Croswell leads the social impact initiative for the Community Foundation for Greater Atlanta. He joined host Mike Blake on this edition of “Decision Vision” to address factors to consider in making social impact investments, investing to maximize impact, and much more. “Decision Vision” is presented by Brady Ware & Company.

Community Foundation for Greater Atlanta

Since 1951, the Community Foundation for Greater Atlanta has been connecting the passions of philanthropists with the purposes of nonprofits doing that work. With 66 years serving the 23-county Atlanta region and a robust team of experts, the Community Foundation manages the behind-the-scenes details, empowering our donors to focus on the joy of giving. The Community Foundation is a top-20 community foundation nationally with approximately $955 million in current assets and is Georgia’s second largest foundation. Through its quality services and innovative leadership on community issues, the Foundation received $124 million from donors in 2019 and distributed $133 million that same year to support nonprofits throughout the region and beyond. Go to the CFGA website to learn more.

GoATL Fund

The GoATL Fund is designed to accelerate and sustain social outcomes in our community through impact investing, the concept that strategically invested capital can achieve both a positive social impact and a financial return. This innovative fund will provide cost-effective loan capital to address our region’s most critical needs, from healthy, safe housing for every family to new schools for 21st-century learners and more equitable access to living-wage careers. The purpose of the fund’s investments will be to support causes and enterprises that provide sustainable, long-term benefits to the community, while also achieving capital preservation and a measurable financial return. To learn more, go here.

Mark Crosswell, Managing Director, Social Impact Strategy & the GoATL Fund at the Community Foundation for Greater Atlanta

Mark Crosswell leads the Foundation’s social impact initiative, designed to accelerate the pace of social innovation in Atlanta by connecting capital to causes we care about. With a background in banking, corporate finance and M&A, Mark is an entrepreneur at heart and has started, invested in, and managed numerous businesses. In 2015, he joined Points of Light to lead strategy and venture development for the Civic Accelerator, which trains, scales and invests in innovative social ventures around the country.

With passions for youth development, education and the environment, Mark has been active in the non-profit community in Atlanta for decades. In his spare time, Mark enjoys backpacking, trail running, biking, skiing, fishing, and coaching youth sports. Mark graduated from UNC-Chapel Hill and he and his family live in Sandy Springs, GA.

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.

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®.

Visit Brady Ware & Company on social media:

LinkedIn:  https://www.linkedin.com/company/brady-ware/

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

Twitter: https://twitter.com/BradyWare

Instagram: https://www.instagram.com/bradywarecompany/

Show Transcript

Intro: [00:00:02] Welcome to Decision Vision, a podcast series focusing on critical business decisions. Brought to you by Brady Ware & Company. Brady Ware is a regional full-service accounting and advisory firm that helps businesses and entrepreneurs make visions a reality.

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

Mike Blake: [00:00:41] 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 this podcast, please subscribe on your favorite podcast aggregator and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:09] Today’s topic is, Should I make social impact investments? And the topic of social impact investing is not necessarily new. But I do think it’s receiving more attention, certainly in the coronavirus environment, but I think also in the last ten years as models for promoting social welfare in government and through the foundation nonprofit sector are being challenged. I think also business models for investing are being challenged. I think business models for charitable or socially oriented organizations are being challenged. It’s becoming harder to – I don’t want to say harder, but there are a lot more questions that are being asked about whether organizations that take in money, process money, and then allocate and donate it is really the right model. And I don’t think that that’s going away any time soon. But I think that there is a lot of interest in the potential for a force multiplier when you add an investment dynamic into promoting social practices.

Mike Blake: [00:02:31] And I actually saw a lot of this when I worked for the Soviet Union shortly after the fall of the Berlin Wall. It’s amazing. It’s almost 30 years ago now. But even back then, what funding organizations wanted to hear, if you’re trying to raise money, was, what is the sustainability model? And they wanted to hear it because, you know, even back then, it was hard to sell a nonprofit model or a social product model that says, “We need you to give us money so that we can give other people money. And then, we’re going to come back to you next year for more money so we can give more people money.” Even back then, that’s a tough model to sell. And it’s, of course, a tough model to sustain because you’re basically always fundraising at that point.

Mike Blake: [00:03:24] And so, this notion of social impact investing where you harness the tremendous power of capitalism – and I’m by no means one of these guys who think capitalism is perfect and doesn’t need tweaking, adjusting, et cetera – but there’s no denying that capitalism has delivered the goods, if you will, in a lot of ways to pretty much everybody on the planet that has allowed capitalism to function. And so, it’s only natural that we kind of look at, “Well, how can capitalism that has been so effective at driving innovation, for example, and has been effective for the most part in persistent increases in standard of living? How can we harness that for social impact as well?” And so, you know, it’s a very interesting model.

Mike Blake: [00:04:22] And you also hear these terms of something called a double bottom line or a triple bottom line where, you know, investments are judged not purely on the financial return – although a financial return is required or you’re not sustainable – but also looking at what is the social impact, what is the environmental impact both from an ecological and an economic standpoint? And so, you know, that sort of is out there and I think it’s a really interesting topic. And, again, I think with the coronavirus pandemic, I think it takes on a certain additional importance that maybe it did not have heretofore.

Mike Blake: [00:05:06] So, we are very fortunate to have Mark Crosswell, who is joining us today, who is Managing Director of Social Impact Strategy of the GoATL Fund at Community Foundation for Greater Atlanta. Mark leads the Community Foundation’s Social Impact Initiative, designed to accelerate the pace of social innovation in Atlanta by connecting capital to causes we care about. With a background in banking, corporate finance, and M&A, Mark is an entrepreneur at heart and has started investing and managed numerous businesses, we’re going to talk about that. In 2015, he joined Points of Light to lead strategy and venture development for the Civic Accelerator, which trains, scales, and invests in innovative social ventures around the country. With passions for youth development, education, and the environment, Mark has been active in the nonprofit community in Atlanta for decades. In his spare time, Mark enjoys backpacking, trail running, biking, skiing, fishing, and coaching youth sports. Mark graduated from the University of North Carolina Chapel Hill. Mark, thank you for coming on the program.

Mark Crosswell: [00:06:10] Thank you, Mike. I appreciate the chance to join you.

Mike Blake: [00:06:13] So, before we really dive into this, you’re also involved in the Georgia Social Impact Collaborative, and I want to make sure that we have an opportunity for you to talk about that and educate our listeners on it. What is the Georgia Social Impact Collaborative and why is it so important to you?

Mark Crosswell: [00:06:34] You know, even before I joined the Community Foundation and launched our Impact Investing work, we realized that Georgia, just like many of the states in the South, is lacking in capacity for impact capital or creative capital that’s focused on social outcomes. So, a group of us, a number of leaders from various sectors, launched – we’ll go with GSIC – Georgia Social Impact Collaborative as a way to connect and educate stakeholders of all kinds. We work with investors from private sector, philanthropy, public sector, as well as social entrepreneurs, and accelerators, and incubators, and all the stakeholders who are trying to draw capital to social causes. So, it’s been at work for four years and it’s been important for developing the ecosystem for impact investing.

Mike Blake: [00:07:30] So, tell us about the Community Foundation and why it wanted to get into impact investing.

Mark Crosswell: [00:07:40] You put it out in your commentary, Mike, that impact investing has been an increasing trend for the past ten plus years, and that’s absolutely true. In fact, it’s been double digit. Community foundations tend to be some of the more critical ecosystem level support organizations for nonprofit communities and in place based settings. And Community Foundation for Greater Atlanta is the same, been around for 70 years. We happen to be in tune in donor capital that we manage. And then, we grant about $140 million a year to the Metro Atlanta area nonprofits.

Mark Crosswell: [00:08:28] The leader of the foundation, Alicia Philipp, and the board had decided that we needed to do something different and needed to bring a different kind of product if we really wanted to scale the philanthropy we’re already putting to work. So, we launched into the Impact Investing work as the first stage of that.

Mike Blake: [00:08:51] Then, let’s drill down a little bit further. So, you’re managing the GoATL Fund, and, I think, you also founded it, correct?

Mark Crosswell: [00:09:00] That’s correct.

Mike Blake: [00:09:01] So, what’s the origin story? What’s the origin story? How did that idea come to you? And how did you go from idea to making it a reality?

Mark Crosswell: [00:09:13] So, I have been working in Social Venture Acceleration for two or three years with the National Nonprofit, and helped run venture development for an accelerator program. It was distinctly focused on civic and social outcomes. In that process, we developed an impact fund that was really focused on early stage investment in those early state ventures. That pilot fund kind of led me into understanding, “Okay. This is really what it takes to get new types of creative capital into these ventures. A lot of times, you just can’t find the money.” So, when I was in conversations with the Community Foundation, they also determined, “Okay. There’s a real need here.” And with the capacity that the foundation has, it made a lot of sense to use them as an anchor institution to launch this, because it’s really the first impact debt fund in Georgia. So, they brought me onboard in 2017. We spent a year building the concept on how we want to invest capital and then we launched the GoATL Fund in 2018.

Mike Blake: [00:10:32] So, in your own origin story, there’s something that I find fascinating that I’d like to explore with you, if you’re willing. And that is, you know, you started out in investment banking, and I’ve been in investment banking as well. And, you know, investment banking, I think it’s fair to say, is one of those fields that looks like on the surface it’s about as far away as you can think of from going into community development and even socially impactful investing. And I would love to hear and I think our audience would love to hear how is it that you’ve got from there, investment banking, to here with the GoATL Fund?

Mark Crosswell: [00:11:19] That’s a good question. I think you pointed out in your earlier commentary, we were talking about the intersection of the business challenges and the social challenges in nonprofits, by nature, just aren’t sustainable. So, a lot of, I guess, my emergence into this world came from the fact that I was very involved with nonprofits in my after hours and volunteer a lot on boards and with organizations that were doing some great things, but they’re having to fundraise every day.

Mark Crosswell: [00:11:53] And then, on the business side, I was in the M&A business, in the lending business, and then invested equity capital in my own ventures. And I just came to realize over time that there are certain business practices that nonprofits could really benefit from if they could infuse them into it. So, I think the other thing I found is, in the nonprofit sector, you don’t tend to have a lot of talents and skills that would lead into an investment type vehicle like this. So, I just happen to have a little bit of both. And there are a lot of people out there like that and that’s a growing trend. So, that whole intersection between business and nonprofit comes together in a lot of ways, not just in capital, but in skills, I guess. And I was fortunate to be in the middle of it.

Mike Blake: [00:12:48] So, the structure of GoATL Fund is something that’s called an impact debt fund. Tell our listeners what that actually means and how is that different from other kind of funding structures?

Mark Crosswell: [00:13:03] Sure. So, our impact fund – and there are a lot of them around the country. There just aren’t many of them in the South – is we’re a private debt fund, very similar to other private debt funds you might see on the market. Some of them focus on early stage and more growth stage in some capacity in larger organizations. So, our debt fund willing, we lend money. So, we are essentially taking capital that lends it into [inaudible] that can pay it back over time, typically four to seven years. We get an interest rate that’s relatively low. It’s in the two to four percent range.

Mark Crosswell: [00:13:48] But what is most unique about it and the real difference is that, we’re focused on the social outcomes. So, our money is designed specifically for a purpose. So, it’s to build affordable housing or health care clinics or charter schools in underperforming districts. And then, we’re specifically looking for the impacts that our borrowers get from that. So, in other words, how many kids are taught in those schools, how many patients are put into clinics, and so forth.

Mike Blake: [00:14:21] So, I’m curious because I’ve been on the boards of nonprofits and I’ve worked in nonprofit like work, in fact, something not too dissimilar from what you’re doing. How do you kind of collect that data and measure? What are the mechanics? Is that something that the funding recipients are required to do from a reporting perspective? Do you help them? Do you have independent audits? How do you go about collecting that data so that you can show your own capital providers that you’re making that desired impact and simply tracking your own performance?

Mark Crosswell: [00:15:00] And that is truly one of the biggest challenges in this business and one that’s still being sort of resolved by investors like myself. But just to put it into a real tangible context, so we’re lending money – so think about a promissory note and a security agreement much that you would see coming from a bank – at ours, while it covers some of the nuts and bolts that those do, it includes things like, “Okay. We want to know the number of affordable housing units that are built. We want to know the average income of the tenants in those units.” Also, for lending for small business development, we want to know the demographics of those borrowers. So, actually, they have to report that to us, just like they report their financial statements to us. And so, over that five year loan period, we can actually see what we’ve created and what we’ve produced over that period.

Mike Blake: [00:16:01] So, I’m fascinated by housing, not that I’m a real estate guy at all. I’m not even very good at Monopoly. But, you know, as I’ve been studying social causes, you know, real estate is so important. It’s not just about not having a job, you can’t pay rent. And I want to focus on this with you for a second because I’m really interested. I don’t know if anybody else interested in the answer to this question, but I am for sure. And that is, the real estate problem is one for which money is only a partial solution, right? My understanding of affordable housing is that the barriers are as much around zoning and simply neighborhoods that don’t want low income housing. And I’m just going to leave it there, even though I get on my soapbox about it. You know, for issues like that where you make an investment into affordable housing, does your organization also have the opportunity to help overcome some of the nonfinancial barriers, such as zoning, such as, I guess, political clout, if you will, or at least influence where you can help reduce some of those nonfinancial barriers as well?

Mark Crosswell: [00:17:26] Yeah. I think you get to some things that are really critical, especially as it pertains to housing, because of the enormous amount of investment and resources it takes to be successful. So, I’ll point out a couple of things, you know, nonprofits can’t lobby and have limited, I would say, direct political influence. However, I would say that there is substantial influence in partners and others that can create a real movement in the public sector. And so, we spend a lot of time with that because it’s critical.

Mark Crosswell: [00:18:02] From our standpoint on the affordable housing side, we especially lean on some policy oriented nonprofits we do business with. And they’re very good at understanding the intricacies of that. Because you’re exactly right, when it comes to housing, you’ve got very ultra local challenges like zoning and issues with MPUs. And then, you’ve got county, state, federal, all kinds of regs that overlap and it’s just very complex. So, the policy factor is really important.

Mark Crosswell: [00:18:42] The other one that I think is just one that we’re really focused on more than ever right now is, those systemic racial issues that have forced some of the, you know, neighborhood disparities that we found in society, especially in cities like Atlanta. So, to break that down, it’s really taking a change in the way people think. So, this is all the noncapital stuff and so there’s a great deal of effort around that. And a lot of people working to make sure that we create some just differences in what has happened in the past.

Mike Blake: [00:19:26] So, as you conceptualized GoATL Fund, were there other initiatives or models that you thought about and ultimately discarded? And if so, why was it that GoATL Fund kind of rose to the top of the other ideas that you were considering?

Mark Crosswell: [00:19:49] Good question. And to give this answer with context, I’ll describe more carefully where we invest. So, we launched the fund with 10 million from the Community Foundation. So, we were seeded with 10 million in, essentially, equity capital. And then, we’ve had our donors invest since then, they’ve added a couple of million. And pretty soon, we’ll be up to about 14 million in size in the fund. Because it’s not a great deal of capital and because we’re relatively lean and small team, we invest in intermediaries. These are community development banks, typically, which are nonprofit banks providing affordable housing, financing, and loans for charter schools and all that.

Mark Crosswell: [00:20:40] In order for us to be effective, we needed to leverage the power of those intermediaries. So, our kind of investing is really effective because what happens is, our partners can take that half-a-million or $1 million we invest, and then they can multiply that sometimes five, ten-fold to bring in other capital for much larger investors to get large projects done. So, the products we looked at that didn’t make sense given our capacity and our experience were things like venture capital. And through early stage venture investing, we didn’t think we could invest equity effectively, especially if we’re investing in some nonprofits, which you really can’t evaluate from an equity standpoint. And then, from a leverage standpoint, we had such little capacity that made a lot of sense for us to make sure we could leverage that money in the market, so that we could bring some other private capital in to drive the productivity of our investment.

Mike Blake: [00:21:49] So, that’s interesting, I did not get this from my research. So, is it fair to say that you guys, the GoATL Fund, is, in effect, a fund of funds?

Mark Crosswell: [00:22:00] It is in a lot of ways. We do invest in direct in some cases. But in others, we will invest into a portfolio of loans or projects that an organization has. And if you think about housing, so we have two very different housing investments that offer a contrast. One is an investment in the largest multifamily lender in our state, that’s a community development bank. They have a relatively large $80 to 100 million portfolio. We invest about $1 million specifically in Metro Atlanta. And so, our goal there is to try to lower their cost of overall borrowing so they can drive better affordability overall.

Mark Crosswell: [00:22:46] In contrast to that, we also invest in a developer that is associated with a community development bank. And that development entity is actually going in and buying vacant and blighted homes in neighborhoods that need investment. And then, rehabbing those and then selling them to first time homeowners with a buydown assistance from grants. And that money is really effective in a replaced based area in the way of home ownership. So, very different investments, but just ways that we invest both direct and through intermediaries.

Mike Blake: [00:23:27] Now, I’m curious – I’m going way off the script here, but I know you can handle it – are any of these investments made to your knowledge, maybe alongside of other programs? And to be specific, what I’m thinking about is, the SBA has certain programs that are designed also – it is designed to be a double bottom line program, a small business administration. We’ve had a podcast on small business administration lending. And I guess my curiosity is that, do you find that either in your direct investments or through the organizations that you support, do they ever work with either other government agencies or even, perhaps, other private funding sources to achieve their goals and create some kind of financial leverage?

Mark Crosswell: [00:24:30] Absolutely. In fact, you bring up the SBA. So, one of our first investments was in a local community development bank called Access to Capital for Entrepreneurs, what is know as ACE. So, ACE is a big SBA lender, and our original investment was into their Community Advantage SBA program. So, it’s where SBA provides a guarantee specifically for loans for minority and immigrant and low-income business owners. So, we put about a-million-and-a-quarter capital into that.

Mark Crosswell: [00:25:06] What’s interesting is, we’re also pretty flexible. When COVID hit, when the pandemic hit, the need for that kind of product just wasn’t very relevant. So, we actually redirected that commitment so they could use that money for COVID recovery. So, that’s one example. Another interesting one is, we just launched a relatively small microlending program through a nonprofit lender called LiftFund out of Texas. And they’ve been in Georgia for about four years. We launched this specifically for COVID recovery. And they’re going to lend zero percent interest loans with our interest bearing money. And the way they can do that is they also used our money to incent foundations to come in with grant capital to lie beside that. So, there’s a 25 percent grant that goes along with that investment that is being used both for the interest buydown and loan loss reserve, if that makes sense. So, the foundation specifically put grant money in so that we can leverage our investment capital.

Mike Blake: [00:26:21] So, I want to switch a little bit to governance here, because, you know, governance of anything like this, I imagine, is different and challenging. But my first question is this, because you operate as a fund of funds, in effect, but the people to whom you are accountable might be a little bit different. Is there a financial accountability? Or how does the financial accountability work to, say, community foundation to put in the first 10 million and then your donors who have also become investors? How does that accountability regime look like? And is that materially different from other accountability regimes that you’ve had to address in your for- profit roles?

Mark Crosswell: [00:27:15] Interesting question. So, we’re just three years old, so when we launched, there was really no roadmap for how we would develop compliance and accountability. And, you know, the auditors at the foundation don’t even know what to do with us, frankly. But nonetheless, we created a sidecar running kind of process where we basically have others in the foundation that are helping us keep up with the accounting of the fund as well as the information, say the reporting we get back from investment partners. So, there’s a compliance effort that looks a lot like what you would see in a bank for a loan fund. And we’re doing that because we know that we’re going to have to create a track record. And it really just adds integrity to the whole fund model.

Mark Crosswell: [00:28:13] And then, in terms of our reporting to investors, I would say, our reporting to our donor investors as well as the foundation looks a lot like the investor relations you’d see coming from a very small public company or from a private investment fund. We provide quarterly updates on the portfolio. We discuss specifically the activity. We also tell them if it’s in good standing or not, and it happens to be. So, we’ve never had an issue with payment. So, we report on specifically what you’d expect to see in any loan fund.

Mike Blake: [00:28:52] So, a question I’d love to get your input on is this, you know, I’ve read data all over the place that there’s a finite, definable tradeoff between social impact investing and profitability – or return, actually, more properly. And I’ve also seen some literature that suggests that socially oriented investing actually generates a higher return than a more conventional investment regime. And my interest is particularly piqued by the fact you’re doing this microlending, because everything I write about microlending programs suggests they have a fantastic track record of success, both financially and socially. So, it’s a long preamble to the short question which is, where do you fall? Do you find that there is a tradeoff between social impact investing in terms of return financially? Or, in fact, do they tend to work in tandem that you don’t necessarily have to have that tradeoff? What’s your view on that?

Mark Crosswell: [00:30:10] Well, I think this is a really important distinction because you see that a lot, especially in the institutional side of impact investing where they’ll say, “Okay. You don’t need to make a tradeoff in order to make returns.” So, that is true. I believe that that exist in the institution, in the market rate side of impact investing. But the reality is, the investor themselves – and in my case, our GoATL Fund – typically have the ability and always should make the effort to draw a distinction right up front what are the values, what are you trying to achieve with your investments? And so, there are cases where you choose, “Okay. Financial returns are just as important to me or more important than social outcomes.” In which case, you can often design around not providing a tradeoff for that.

Mark Crosswell: [00:31:06] However, funds like mine specifically make an intentional decision, we want the tradeoffs. We are choosing to be an impact first fund. We want to see the social outcomes to produce what we’re intending to invest in. And we also would like to get a return on our capital and make sure we get that capital back. But we’re willing to give up, number one, on the returns, so we’re willing to take a lower interest rate. And number two, we know that the sustainability has always been questioned in these areas that we’re investing in. If we really want to create that sustainability, we have to assume some risk. And so, that risk may be at a higher level than what the institutional investors are willing to provide.

Mark Crosswell: [00:31:53] So, it’s intentionality, Mike. It really is. It’s not, you know, you can go in the market and choose one or the other. But if you’re really a strategic investor, you’re choosing upfront what your path is.

Mike Blake: [00:32:08] So, I want to explore that a little bit further too. It seems to me – and you tell me if I’m wrong. This is pure speculation on my part – another potential benefit of an investing model versus a grant model is, I suspect that that imposes a different kind of discipline in terms of deciding which projects to fund, how to fund them, the degree to which you’re going to fund them. You know, thinking like an investor, I mean, even if you are making a social impact, I imagine that there’s just a different thought process in terms of how you evaluate potential investment opportunities. Is that fair?

Mark Crosswell: [00:32:52] Yeah. That’s exactly accurate in a couple of ways. Number one, if you think about how you invest capital or you lend money, you’re going to do specific kind of due diligence around all the financial aspects. We do that same due diligence that you would find a bank doing if you were applying for a loan. On top of that, we also do due diligence around the social outcomes. So, we want to see the history of what they produce, how they’ve done it. We want to see where the projections around what they’ll produce with our capital. How many homes will they build with it, how many families will they house, how many kids educated, we want to know that up front.

Mark Crosswell: [00:33:38] And then, in terms of the actual return on the capital, you know, there’s discipline built in there because they have to do that in a way that they would provide reporting to a bank or to any other investor. So, there’s disciplines up and down. And then, how we evaluate those outcomes, there’s also an advantage from the investment standpoint. You talked about accountability before, we can be accountable because we’re keeping up with a great deal of data on the investments we make.

Mark Crosswell: [00:34:12] But I don’t want to discount the value of philanthropy because, as you noted, there are advantages to impact investing. Number one, it’s a great deal more capital, typically, put at work than philanthropy. Number two, you are getting the money back so you can invest it again. And then, number three, because you’re driving those outcomes into the future, you’re building sustainability with those investments. But a lot of times, impact investing never happens without philanthropy. So, it often is the bridge that creates opportunities for, number one, the nonprofit target to get off the ground in the first place. And number two, the ability to really take our capital and leverage it in different degrees, like I pointed out with the microlending fund.

Mike Blake: [00:35:05] I’m curious also, I want to come to a question about how you raise the initial funding. Before we get to that, I want to like to ask, do you find also that maybe it’s easier to raise money from certain parties for social investment fund because, ideologically, it’s just going to sound better to a certain audience? This is my own view and I’d love you to react to it, but I think that there are people that are happy to write a check to say the united way. They don’t have an investment model as far as I’m aware. It’s purely a grant based model. And then, there are people that want to see capitalism kind of more central to the way that social problems are addressed. And, therefore, even though there may even be no expectation of getting the money back necessarily. But it just sort of sounds better to their ear that they’re putting money into an investment fund as opposed to writing a blank check. Am I off base there or is there something to that?

Mark Crosswell: [00:36:20] No. I think you’re right. Some of this gets back into the intersection we talked about before between business and nonprofit. But I think the other thing is this, when we’re going to raise capital, we’re making justifications to the investor much like any other private fund we do. Plus, we’re talking about the outcomes we’re going to produce from that. And it really gets down to how well you align with that investor.

Mark Crosswell: [00:36:53] But I think the traditional way of doing it is, you know, you go to work, you make your money, you build up your retirement. And, eventually, when you get to a certain maturity in that stage, you begin to spin off a little bit of that into philanthropy. What I think we’re seeing now and what really makes a huge difference is that, people are thinking about those social outcomes much sooner than they used to in the past to where it makes a difference. You know, if they’re drinking clean water and breathing clean air or having to drive through parts of town that they’re just not proud of. There’s just a difference, especially with our younger generations, where it makes a big, big difference in how they put their money to work. And it could be even just where you deposit your checking account and thinking about that as a factor in driving some social change.

Mark Crosswell: [00:37:47] But I just think aligning investor interest with the investment product is so critical. And we spend a lot of time on that because the education is long and hard. But when it comes down to it, when you go to raise money, you’ve got to justify yourself. But you want to make sure that you’re lined up well in terms of what those investors are looking for.

Mike Blake: [00:38:11] So, an observation I have is that one feature that a nonprofit organization, a social venture fund or any venture fund, have in common is that raising that initial seed capital is quite difficult. And I’m sure that any of our listeners that have an interest in pursuing like this would love to hear your story. Can you tell us a little bit about the story about how you secured the initial capital to launch the GoATL Fund?

Mark Crosswell: [00:38:48] Yeah. Thanks, because that was a critical component. Just to get the concept underway, there had to be a real commitment of budget for the startup. So, bringing me on, allowing me to have really a full year to do the discovery and the research and the build of the product. And then, through that year, once we had that startup budget in place, we had to then go back to that same investor, the startup Money which was the foundation, and essentially talk them into investing 10 million in seed money. The good news is I only had one investor to sell. The tough news is, this was dramatically different than anything the foundation have done in its 70 year history.

Mark Crosswell: [00:39:40] However, we had the leadership team behind us, we had the board behind us, and it just fell into place. Since then, we have 600 or 700 donors that we take the fund out to. Today, I think we’ve got between 25 and 30 investors. So, that’s gone a little bit slower. But I think the reality is, the more our donors realize, “Okay. I can put this capital to work, get a return, and continue to make grants, then we’ll have more success with that fundraising.”

Mike Blake: [00:40:16] We’re talking with Mark Crosswell of the GoATL Fund, and the topic is, Should I practice social impact investing? And we’re running low on time here, but what I’d love to ask you here is, you know, what have you learned along the way with the GoATL Fund? You know, what has worked in terms of successfully achieving your mission and what hasn’t worked that might be a cautionary tale for somebody else pursuing this?

Mark Crosswell: [00:40:54] Yeah. Well, we’ve been fortunate and most of our investments have turned out to be very successful. I would say we feel very good about our investments in affordable housing and the fact that we are moving the needle slightly there. In small business development, I would say the same is true. I would say we have found it more difficult in some other areas, such as education and health care specifically. And it has nothing to do with the fact that there’s a substantial amount of need in both of those areas. It has a lot to do with how ready the market is for this kind of capital. And in that respect, we need partners and intermediaries and strong intervention partners. Nonprofits that are actually doing the work in order to help us find investable kind of entities on the other end. So, some of these markets are taking longer to develop from that standpoint.

Mark Crosswell: [00:42:02] I would say the other big thing that we’ve learned is that, in less than three years, we’ve invested almost all of our capital. We have nearly 11 million invested in the next couple months. So, we’re about out of money. So, we realized there’s a constraint capital wise. We have to scale. And we’re going to continue the success at this rate. We can’t be a $10 or 15 million fund. We need to be a $50, $75, $100 million fund. So, we’re looking very closely next year and the years beyond in terms of really taking this thing to a whole different level.

Mike Blake: [00:42:44] You know, it strikes me, I think there’s a lot of things there that are consistent with other nonprofits. That initial funding is, of course, very difficult as we just talked about. But, also, I’ve been linked at least to the nonprofit world, either directly or indirectly, a theme that has been there and continues to become more prominent is partnerships. It’s increasingly difficult in any capacity to raise money for sort of a cowboy fund, if you will. And you really only see those happen, I think, you know, by the Arthur Blanks and Bernie Marcus’ of the world and so forth that can just go alone because they can write their own check. But my impression is that, you know, what you’re talking about in terms of finding the right partner, that’s now becoming, I think, almost necessary best practices for the success, not just of your fund, but really any philanthropic exercise of any scale. Do you agree with that?

Mark Crosswell: [00:43:53] Absolutely. There is no way to do it without partners. And the first thing I’ll say there is that, if you’re operating in the impact investing world, which is very close with the nonprofit world, it’s extremely collaborative. So, there’s not a sense of competition. There’s a lot of complementary type investing and strategy work that goes together. And so, it’s very easy to do business in this market. Nobody turns down your phone call and you’re willing to see just about everybody. And then, in terms of actually using the partners back and forth, we do a great job, I think, of leveraging that. I think looking at how we build the capacity of our partners is critical. We’re not just interested in growing our fund. But if we don’t see our investment partners and our intermediary partners grow in the same way, then we don’t think we’re getting anywhere because we can’t do it alone. So, it’s absolutely critical. And the good news is just it’s a very collaborative environment.

Mike Blake: [00:45:00] So, I’m curious, how has your private sector experience helped and informed you in this journey that you’ve been on to create and now run and, we hope, scale the GoATL Fund?

Mark Crosswell: [00:45:18] Well, I think that’s a big part of it from the standpoint that, like you, Mike, I’m a capitalist, but also understand there are flaws there. And as we have seen the world change and there be a higher demand from consumers and from businesses. And then, of course, those that are providing resources to nonprofits are realizing sustainability is not going to happen, which is creating capital. It’s just become more and more meaningful, I think, to understand both the business side, which I had in my private sector, and how that can really play a part in driving that sustainability in the nonprofit side.

Mark Crosswell: [00:46:05] And the good news is, it’s got positives for both. I think there are people that are making more money who were in the low income or impoverished kind of areas of the spectrum. And then, there are investors that are realizing, “Okay. We can actually make something good happen here and get our money back.” So, you know, it’s been telling the story around that. As you can imagine, it’s not very easy sometimes. So, having the private sector experience and being able to couple that with understanding the nonprofit sector has been very fortunate for me.

Mike Blake: [00:46:45] Mark, this has been a great conversation. We’re touching all of, probably, the surface of what we could touch, certainly. But, you know, time is, of course, limited and we need to get you back to helping people get housing, because that’s really important. If people have an interest, if our listeners have an interest in exploring building something like this for themselves or maybe participating or supporting what you’re doing, how can they contact you for more information?

Mark Crosswell: [00:47:15] Yeah. Thanks, Mike. The easiest way is by email, it’s mcrosswell@cfgreateratlanta.org. That domain, cfgreateratlanta.org, is also our website, and you can go find GoATL information on the fund. And then, Twitter is @ATLImpact. So, @ATLImpact is how we use the social channels. And Georgia Social Impact Collaborative is gasocialimpact.com, and that’s where you can pick up general information on impact investing.

Mike Blake: [00:47:58] Well, thank you. That’s going to wrap it up for today’s program. I’d like to thank Mark Crosswell so much for joining us and sharing his expertise with us.

Mike Blake: [00:48:06] We’ll be exploring a new topic each week, so please tune in so that when you’re faced with your next executive 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. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

Tagged With: Brady Ware, Brady Ware & Company, Community Foundation of Greater Atlanta, GoATL Fund, Mark Crosswell, Michael Blake, microlending, Mike Blake, social impact investments, socially oriented investing

Decision Vision Episode 97: Should I Work With Startups? – An Interview with Harlan Jacobs, Genesis Business Centers

December 31, 2020 by John Ray

Genesis Business Centers
Decision Vision
Decision Vision Episode 97: Should I Work With Startups? - An Interview with Harlan Jacobs, Genesis Business Centers
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Decision Vision Episode 97:  Should I Work With Startups? – An Interview with Harlan Jacobs, Genesis Business Centers, Ltd.

Harlan Jacobs of Genesis Business Centers joins host Mike Blake of Brady Ware & Company to discuss the issues involved in doing business with startups, whether as a mentor, services provider or corporation.   “Decision Vision” is presented by Brady Ware & Company.

Harlan Jacobs, President, Genesis Business Centers, Ltd.

Genesis Business Centers, Ltd. offers specialized services to high tech inventors and entrepreneurs in respect of assistance with raising initial seed and venture capital, as well as international licensing and/or joint venture agreements. Genesis also provides Acting CFO services.

Harlan Jacobs is the founder and president of Genesis Business Centers, Ltd., a diversified high tech, for-profit incubator program established in 1993. Mr. Jacobs is a seasoned CFO with over 20 years experience as a corporate controller and treasurer prior to becoming involved in the fields of incubation and early-stage venture (seed) capital. He was the CFO for FilmTec Corporation, a successful Minnesota high tech start-up company with a unique reverse osmosis membrane technology. Formed in 1977 with only $100,000 of founders capital, the company went public in 1979.

In 1985, with sales of $10 million and net income of $1.5 million, FilmTec was sold to Dow Chemical for $75 million in cash! Mr. Jacobs was actively involved in the acquisition negotiations.

Over the years he became interested in other early-stage, high tech companies like FilmTec. Most of the companies in which he invested were having great difficulty raising the first $250,000 of capital. Paying the rent and having adequate business advisory services available early-on were common laments among the management teams he interviewed for his prospective investments.

A business opportunity seemed obvious. In 1993 he founded one of the most progressive high-tech business incubator programs in Minnesota, if not in the U.S., by offering to barter rent and “Acting CFO” services for a negotiated equity position in its incubatee companies. This bartering program has become a cornerstone of the Genesis Incubator program.

In recognition of his efforts and success in helping small businesses raise capital and get off the ground, Mr. Jacobs was appointed by Senator Rod Grams to serve as his delegate to the White House Conference on Small Business in 1995, and again as his delegate to the Congressional Small Business Conference, held in Washington, D.C., in June 2000.

Successful graduates of the Genesis Incubator program include SurVivaLink, a manufacturer of portable battery operated defibrillators that was acquired by Cardiac Sciences (stock symbol: DFIB), NT International, a specialty sensor manufacturer that was acquired by Entegris (stock symbol: ENTG), and Excorp Medical, a bioartificial liver company whose system recently received FDA “orphan drug” designation, a significant approval step.

Other promising graduates and client firms of the Genesis program (and their technologies) include CYMBET, (infinitely rechargeable lithium ion polymer battery depositions on silicon substrates), Zivix, a new electronic guitar system for use with iPads™ and the like, GEL-DEL Technologies (tissue engineering), and Electronic Materials, LLC.

Electronic Materials may very well have a “basic patent” and therefore be in a position to engage in significant licensing transactions whenever an electronics company or others utilize a computer controlled ink jet nozzle for the deposition of electronic circuitry on flexible substrates. Genesis is assisting the company to secure licensing agreements on a global basis.

Jacobs’ personal track record of investment in private placement offerings such as in Recovery Engineering, Inc. ($1.00 per share in 1986–acquired by Procter and Gamble in 1999 for $35 per share) has helped to engender the confidence of those third parties who utilize the Genesis Incubator program as a high quality screen for selecting investment candidates.

Genesis works regularly with community development organizations that wish to bring high tech jobs to their communities. Genesis helps to establish business angel networks and community-based seed capital funds that receive funding from utility companies and commercial banks (in fulfillment of the letter and spirit of the law in respect of the Community Reinvestment Act) as well as from high net worth individuals who wish to help their communities to grow and prosper.

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.

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®.

Visit Brady Ware & Company on social media:

LinkedIn:  https://www.linkedin.com/company/brady-ware/

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

Twitter: https://twitter.com/BradyWare

Instagram: https://www.instagram.com/bradywarecompany/

Show Transcript

Intro: [00:00:02] Welcome to Decision Vision, a podcast series focusing on critical business decisions. Brought to you by Brady Ware & Company. Brady Ware is a regional, full-service accounting and advisory firm that helps businesses and entrepreneurs make visions a reality

Mike Blake: [00:00:22] Welcome to Decision Vision, the 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 owner’s or executive’s 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: [00:00:40] 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 this podcast, please subscribe on your favorite podcast aggregator, and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:06] So, today’s topic is share work with startups. And I think a lot of people are faced with this choice. And the choice may come in one or two forms. It could be, like myself, in the form of being a trusted adviser and a service provider. And it can also be in the context of being offered employment. Startups, like any other company, they need good talent. I mean, great talent. And I would argue that startups need great talent more than anybody because they don’t have the margin for error that other companies do.

Mike Blake: [00:01:45] But it’s not that easy of a decision. Startups, they’re are different animal. They’re a different animal in terms of the pace of how they do things. By definition, you’re operating in an environment of tremendous uncertainty. How much and whether you get paid can be a significant question. You may be asked to take stock in form of compensation, or warrants, or equity, or something. And there are other complications as well.

Mike Blake: [00:02:19] And so, the thing about startups is that working with startups is pretty sexy. Back when we have cocktail parties again, they’ll make for great cocktail party stories. But what I want to get into today with our guest is, is it more than a cocktail party story? How do you think about it? How do you make the decision whether or not you’re open to working with startups? How do you make that work for you? And how do you get the best benefit from it? And how does the startup benefit from that?

Mike Blake: [00:02:49] So, joining us today is Harlan Jacobs of Genesis Business Centers, Ltd. Genesis Business Centers offer specialized services to high-tech inventors and entrepreneurs in respect to of assistance with raising initial seed and venture capital, as well as international licensing and joint venture agreements. They also provide acting CFO services. Harlan Jacobs is the founder and president of Genesis Business Centers, and they’re established in 1993. That’s 27 years. So, they’re doing something right because if they’re doing it wrong, they’re doing it for an awfully long time.

Mike Blake: [00:03:23] Mr. Jacobs is a seasoned CFO with over 20 years of experience as a corporate comptroller and treasurer prior to becoming involved in the fields of business incubation and early stage venture seed capital. Harlan is also active internationally and is acting executive director of the American Israel Chamber of Commerce of Minnesota and is the vice chairman of the Swedish American Chamber of Commerce of Minnesota. Harlan Jacobs, welcome to the program.

Harlan Jacobs, Genesis Business Centers: [00:03:48] Thank you very much, Mike. It’s great to be here. Thanks for the invitation.

Mike Blake: [00:03:52] So, let’s start off easy here. In your mind, what constitutes a startup? I want to get that out there because I think a startup can mean different things to different people at different times from different perspectives. So, in your mind, if somebody asks you to kind of define a startup, what does that look like to you?

Harlan Jacobs, Genesis Business Centers: [00:04:15] Great question. And I wish the headline writers in the newspapers and magazines would come on a standardized definition what’s a startup. To get to your point, basically, I think that the public would be well served, your viewers and readers, to understand that it’s usually a brand=new company that’s been formed or is about to be formed, and they intend to develop and commercialize a particular product or service, usually high tech, but not necessarily high tech, and there’s a sense that this new idea or invention has great value and unique characteristics that put it in the category of a breakthrough technology that could very well be disruptive; and therefore, generate sales and profits, and ultimately capital gains for the founders and the initial investors. That’s my nutshell version of a startup.

Mike Blake: [00:05:10] So, you have a background, you’ve had some success in large companies, and you’ve had success with with small companies and startups, and you work with startups now on a daily basis. What is s that experience like? How is it working with a startup versus a more established company? And maybe in your answer, you could touch upon what is that transition like? If you’re used to working in that larger environment, what is the culture shock like going from a larger company to a startup?

Harlan Jacobs, Genesis Business Centers: [00:05:41] Again, another great question. When I try to acquaint people who have no experience with startups but are enamored from their various cocktail party conversations that they’ve been a party to, and they say, “Hey, I’d like to learn more about startups,” I start them out with a differentiation as follows. In a startup, to make the payroll, you’ve got to be able to build a product, sell a product, collect the receivable, cover all the expenses, and then have money left to pay the payroll in yourself; whereas, the big company experience that many of these people come from is the idea of making payroll, as you call the payroll department, and they issue the checks.

Harlan Jacobs, Genesis Business Centers: [00:06:21] So, it’s a whole different world and a person has to be capable of doing many things. The person that’s involved in engineering but also has a flair for sales and marketing will be very valuable as opposed to the salesperson who can only sell or the engineer who can only do engineering. And it’s just literally a different world.

Mike Blake: [00:06:44] Yes. So, interesting you mention that. So, in your mind then, somebody who’s a good fit for a startup might be somebody who’s comfortable playing many roles as opposed to being strictly a deep specialist.

Harlan Jacobs, Genesis Business Centers: [00:06:55] Absolutely. The cross disciplinarian, to borrow a term, is a characteristic of many successful tech entrepreneurs. And in the company I was with back in the ’80s, Film Tech Corporation, we had an engineer who was also very good at sales and marketing. And so, he went out around the world and helped sell the reverse osmosis desalination membranes, even though he could have been back in the office helping with the engineering. And there was an example of a good successful cross disciplinarian.

Mike Blake: [00:07:29] So, you said something there initially, and you said something that I think a lot of people, they’re going to pick their ears, which is the difference in startup – and I think this is a really strong definition – a startup versus established company is how you make payroll. One is you’ve got to make sure there’s money in the account. The other is you call the payroll department. That might be enough to kind of scare a lot of people away if you don’t know how payroll is going to be made. In spite of that, why do you and others find it attractive to work with startups in spite of that uncertainty?

Harlan Jacobs, Genesis Business Centers: [00:08:06] It might sound corny to say, but there’s really a lot of excitement and energy involved in being with a startup. Whatever your relationship, whether you’re an employee, a founder, a service provider or an adviser, you’ve got a chance to bring world-class, disruptive technology to the marketplace, and you’re working with people who are extremely skilled in a particular technical discipline. And you might be part of the next Microsoft, you might be part of the next Medtronic, which is a success story here in Minnesota, or you might be part of the next film tech, which was the company I had the privilege of working with.

Harlan Jacobs, Genesis Business Centers: [00:08:48] And it’s very exciting to be part of that, but what a lot of people don’t realize is during the excitement, there’s also a lot of periods that are terrifying, frustrating, and you’re coming close to the edge of the cliff. And it’s easy to be excited and interested in the exciting aspects of it, and very few people have a comprehensive, in-depth understanding of the terror that’s involved in being part of a startup.

Harlan Jacobs, Genesis Business Centers: [00:09:17] I’ll give you an example. About 25 years ago, I was an adviser to a company, and I got a frantic call on a Sunday afternoon about 5:00 p.m. And I could tell that there was distress in the caller’s voice. And he explained to me that he didn’t know how he was going to make payroll. And I said, “Well, didn’t you plan for this?” He said, “Well, I was supposed to get a check on Wednesday from this guy, and then it didn’t come Wednesday. And then, the guy said he’ll put it in the Federal Express, and then it didn’t come on Friday. Then, he assured me it was there, and it didn’t come Saturday. But I released the payroll checks on Friday. What do I do now?” And a friend of mine who coined the phrase “the roommate factor.” What’s it like to be an adviser, or a board member, or an officer of a company that had all the other challenges? And then, all of a sudden, on a Sunday at 5:00 p.m., you hear about a new challenge that you can’t solve, and you just have to help the person through a crisis.

Mike Blake: [00:10:23] And that is sort of one, I think, of the attractions of being an adviser to a startup that there’s a clear path to making a difference, right? If I were an adviser to, say, Coca-Cola – and I’m not, but I’m just going to pick that because they’re down the street from me – I give them a piece of advice. If they take it, yay! If they don’t take it, life is going to go on, right? Coca-Cola has been around for 120 years. They will be around long after I’m anywhere near this place. With a startup though, the advice that you give them, the help that they give you through a crisis can often make the difference as to whether or not that company’s around or not.

Harlan Jacobs, Genesis Business Centers: [00:11:03] Absolutely.

Mike Blake: [00:11:04] So, do you have an ending to that story? How did they work their way through that crisis? Did they make payroll? They bounced paychecks, and the workers showed up with torches and pitchforks? What happened?

Harlan Jacobs, Genesis Business Centers: [00:11:17] Well, we we spoke to the banker and arranged for an immediate small short-term loan that required the founder to make a personal guarantee, which he promised his wife he would never do, but he had to. So, it wasn’t easy to talk him into it, but he had no choice. And it was his problem, he had to solve it.

Mike Blake: [00:11:41] Well. But the good news, and this is a topic for a different podcast, but he may not have thought of even that option if you haven’t been around him, a sort of an adviser to help him think of that. You’re in crisis. You’re hyperventilating because you think your company is about to collapse. And you might think the last thing that you’re going to be able to do is call a bank, the most risk averse of financing sources, and that’s going to be the source of your funding literally overnight, so that those checks clear.

Harlan Jacobs, Genesis Business Centers: [00:12:17] He was lucky, and it turned out well, and he learned a lesson, and eventually went on to great success. But it’s those kinds of experiences that when you sign on to be an adviser or a member of the team, whatever your status, it’s so hard to anticipate every possible thing that could go wrong. And at the end of the day, you’re dealing with people, not machines and not algorithms. And people can do odd things. They can be creative, and they can be destructive.

Mike Blake: [00:12:50] So, other than … and kind of on the payment side, and that is a risk too is that startups can’t service probably can’t pay you your full rate, and you may be in deferred … some people offer deferred payment programs. And I was, in fact, on the phone today with a law firm that has deferred payment programs for startups, and that payment may or may not materialize. But in addition to that, are there other risks of working with startups that somebody listening to this podcast should be aware of, whether they’re thinking about taking one on as a client or actually joining one as an employee or an officer?

Harlan Jacobs, Genesis Business Centers: [00:13:31] Beyond the obvious compensation issues, whether you get a paycheck, and it never happens, or whether you don’t get as much you’re supposed to get, or whether your fees are ever paid, or you get Chinese paper, and you put it on your wall 10 years later, there are other issues that anyone who’s going to join, whether as an employee, an officer, or a director, has to be mindful of. And I’m not giving legal advice but I can tell you my opinion that it’s very important for anyone who is in a role to be a helper in those capacities to be mindful of the fact that if you have check signing authority, whether you’re an employee or an officer, and if you’re a director, and the payroll withholdings aren’t remitted to the state and federal authorities in full on time, or whether the worker’s compensation insurance premiums haven’t been paid and/or if there’s back salaries and wages that haven’t been paid, you may be personally responsible and liable for that. I think the term is joint and several liability.

Harlan Jacobs, Genesis Business Centers: [00:14:39] Again, I’m not an attorney. I’m not giving legal advice, but as a person who is going to be in the trenches, one still needs to have a basic understanding of the law as it pertains to his or her personal liability. So, that’s a factor. And I’ve seen this before where, for example, in my field, someone says, “Oh, would you be our treasurer? We need someone to be the treasurer.” And I have to explain to them, “I will provide you the functions and benefits of the comptroller, or treasurer, or CFO, but I can’t accept check-signing authority because of the personal liability that’s associated with it.” And sometimes, they just don’t want to put the energy into understanding the nuance of what I’ve explained to them, but I have no choice. I can’t wake up some morning, and open my mail, and find out that the IRS wants me to pay $25,000 because I’m the only person they can find who was somehow associated in that check-signing capacity. So, that’s one of the issues.

Harlan Jacobs, Genesis Business Centers: [00:15:37] The other issue, if you’re a director, you may be liable for other damages, and the cost of defending yourself, whether the lawsuit is successful or unsuccessful. So, compensation is a whole different animal, but the downside of helping in a certain capacity is something that I think is not as well understood as it should be by someone who’s knowingly wanting to get involved. You can be an adviser or an ordinary employee and not have those perils, but if you’re a nice guy or gal, and you decide to accept the appointment as the acting CFO, and they want you to sign on the check form at the bank, beware.

Mike Blake: [00:16:22] And I think that’s really important that I want to kind of highlight this a little bit because one of the potential attractions of working for a startup is you may get a title that you might not have had the opportunity to get otherwise. You may just not have the seniority, haven’t put in your dues, or whatever it is. And all of a sudden, you become a chief something officer. And that sounds great, but being an officer of a company means something. And if you’ve got that O part at the end of your title, that does mean that, most likely … I’m not giving legal advice for sure, but there is a substantial risk that you’re being put effectively in a fiduciary position to shareholders and/or employees.

Mike Blake: [00:17:17] And this is under appreciated, as much as anything, that’s why people have that title to get paid as much as they do. It’s not just because of their skill set, and their seniority, and whatever education they have but, also, simply, the willingness to take on that responsibility because you can’t just walk away from it. And  that’s meaningful. And I can’t agree with you more that once you light the stars out of your eyes, sit down with your own legal counsel and work through what being an officer really means and put you on the hook for. And that will likely also differ state to state. So, that’s one of those things, I think, is going to be more local in terms of how the law works than is national in scope.

Harlan Jacobs, Genesis Business Centers: [00:18:07] I would add that there’s, also, the potential damage to one’s reputation and standing in the community. One might be enamored of a new pump or a new contrivance of device and not have a good grounding in the laws of thermodynamics and inertia, and doesn’t know how to perform, and wouldn’t know what the results were from a test that did a mass energy balance. But at the end of the day, if that company raised money, and it took two and a half years to find out that the basic principles of physics or the operation of it wasn’t either possible or cost effective, then everybody turns to anybody who can be pointed at and blames them for failure to provide proper oversight.

Harlan Jacobs, Genesis Business Centers: [00:18:56] And it’s a classic unknown unknowns, and it’s a danger to one’s reputation. And look at the people – and I won’t cite the exact name of the company that starts with the letter T, but there was a company in California that raised a lot of money and had some cabinet members on its board of directors, and it ended up being a well publicized failure. And I have to watch my words judiciously here, but think of all the people who get invited to a board, and they’re enamored like a moth to the flame, and then two years later, they find out it was either a hoax or it should have been understood that it could never possibly work, the thermodynamics weren’t there, the chemistry wasn’t there, the cost effectiveness wasn’t there. So, another point of risk.

Mike Blake: [00:19:49] Yeah. That actually gives me a … I’m going to write down a note here. We really should have a podcast, should I serve on a board, because that enters into that discussion, right? And there’s a lot of attractiveness to serving on a board. It’s prestigious. It can be very well compensated. It can be a very rewarding work. But there is a downside that if things don’t work out, you can very easily be left holding the bag.

Mike Blake: [00:20:15] So, Harlan, you’ve been working with startups a good chunk of your career. And I’m curious, in your in your experience, what are the most frequent needs? What does startups most frequently need help with?

Harlan Jacobs, Genesis Business Centers: [00:20:33] Well, another friend of mine coached the phrase, came up with a phrase, coaching and cash, capital and coaching. They clearly need capital, but they also need to understand how to start a business, how to grow a business, how to utilize the capital, so that they can go back for another round of capital when they’re, in all likelihood, going to need several rounds of capital. So, they have to be educable. They have to be able to process advice.

Harlan Jacobs, Genesis Business Centers: [00:21:06] Not every piece of advice that I or anybody is going to give to a client is going to be the absolute best advice to take, but they have to be able to listen to advice, and to know how to separate the wheat from the chaff, and follow the good advice more often than not. And if they listen to experienced people, they’re going to be better off, they’ll have higher prospects for success in growing their business and raising capital, utilizing the capital successfully, and going back, and getting another round at a valuation that doesn’t result in what we sometimes call a down round or a cramdown.

Mike Blake: [00:21:47] So, the capital on the coaching side, what do you find yourself coaching people most frequently about?

Harlan Jacobs, Genesis Business Centers: [00:21:56] I’m so glad you asked that question. If there’s one thing that I’d really like to do with the entrepreneurial world to help them would be to help them get away from percentages. I wish I had a $20 bill, a crisp $20 for every time an entrepreneur has come to me, and it must be in the DNA, they start telling me about how they want to do this percentage to this person, that percentage, that percentage. Stop. Again, I’m not giving legal advice, but I say the person is going to remember five years from now that they had 2% of the company. Now, what you should have said at that was at that point in time, you’ll have 2% of the company, and we’re going to have successive rounds of capital, and eventually, you’re going to have a much smaller slice of the pie, but the pie is going to be much larger.

Harlan Jacobs, Genesis Business Centers: [00:22:50] I wish I could get most entrepreneurs, especially the people who come from a scientific technical domain, to understand that shares are issued in exchange for services and capital. And at some point in time, those shares have a percentage relationship to the total number of shares issued in outstanding. But get away from the concept of an absolute percentages. You don’t take percentages out of the corporate treasury and bestow them at sword point on someone’s shoulder. You issue shares of stock, and then you can calculate the percentages of ownership in a table.

Harlan Jacobs, Genesis Business Centers: [00:23:27] And that can get them in so much trouble because they didn’t intend to mislead anybody, but five years from now, when somebody has a big success, their attorney calls him up and says, “Well, John Jones or Susan Smith said, you promised them 2%,” and you have to make a settlement to make the problem go away.

Mike Blake: [00:23:48] That’s interesting. So, I imagine a lot of those cases is there’s that promise. That’s not even a written promise, is it?

Harlan Jacobs, Genesis Business Centers: [00:23:56] Right.

Mike Blake: [00:23:56] It’s just a verbal promise. And I think a lot of people don’t understand this. And again, I’m not an attorney either but I have seen it where that implied promise is, at least, enough to get you to court. You may not win, but winning a court case is distracting and expensive, right? And there’s just enough leverage. As long as you get a judge to take the case, then that person that claims that have received the promise, they all of a sudden have a lot of leverage.

Harlan Jacobs, Genesis Business Centers: [00:24:30] I think there was a movie made about a famous case in the last 10 years, but I’ll leave that to your listeners’ imagination to figure out which one I’m talking about.

Mike Blake: [00:24:40] So. I think a common misperception or just a common perception of startups is, I mean, they just can’t pay. And you’ve been working with startups for 27 years. I can’t imagine that they’ve done that all for free. So, I’m just going to put the question to you. Can startups pay?

Harlan Jacobs, Genesis Business Centers: [00:25:02] Some can pay a small amount initially, and some can offer you a generous amount of founder’s stock, and some can offer a generous stock option or warrant depending on whether you’re an employee or whether you’re an independent contractor. I caution everybody who’s inclined to take less than market rate compensation in cash that they should be mindful that the percentages are very low. The percentage of companies that have a liquidity event of meaningful return on capital could be as little as one out of a hundred.

Harlan Jacobs, Genesis Business Centers: [00:25:37] And so, I try to put it in perspective, I explain to them, you might have to work with a hundred startups over the next 20 years for which you take warrants, or founder stock, or options. And maybe one out of a hundred, maybe two or three out of a hundred will give you a return on investment. So, it’s not for the fainthearted, and it’s not for people who have to put braces on the kids’ teeth, and send high school students on to college, unless they’re independently wealthy to begin with.

Mike Blake: [00:26:07] So, you mentioned something I want to touch upon, and I hope we’ll spend some time here because I do think it’s important and it’s complicated. And that is you may very well be offered stock, or warrants, or options in lieu of cash payment. And in your mind, how do you think through that, whether or not you’re willing to accept them at all, whether you’re being offered enough, or if there are terms that are being sufficiently flexible that you can actually do something with them? Can you walk through how you think about that in terms of being offered equity, or what you think best practices would look like?

Harlan Jacobs, Genesis Business Centers: [00:26:47] Sure. Well, for acting CFO services and for helping a scruffy little startup to raise its first quarter million to a million dollars’ worth of capital, in the past, sometimes I’ve accepted 10 percent of the founders stock. I’ll give you a case in point, without embarrassing the company. I had a company that I once owned 5% of the company for a remittance of $50, and I now own 0.0005% of the company. The company had eight venture capital rounds, preference rounds, where the B investors had their way with the A investors all the way up to the only guys that had a decent percentage of the company with a final in the eighth round. Sad story.

Harlan Jacobs, Genesis Business Centers: [00:27:40] So, having said that, it didn’t turn out well, but I made the calculus up front that if I own 5% of the company, maybe by the time there was a liquidity event, I might have 0.5% of a very large pie. And if they sell the company for a couple hundred million dollars, you take 0.05% of that proceeds of the liquidity event, that might be a meaningful amount of return on investment and capital gains rates versus maybe the $25,000 that you could have received if they would have had cash and paid you at market rates at that point in time.

Harlan Jacobs, Genesis Business Centers: [00:28:22] So, it’s your classic trade-off. You can’t do it every day. And sometimes, what you have to do is a combined cash and warrants approach. And sometimes, you just have to insist on cash. And I’ve had cases where people have come back to me, literally, this year from 2012. They weren’t quite ready in 2012. And this year, they were finally ready. And I was grateful that they kept me in line and got back to me.

Mike Blake: [00:28:53] I think that’s important is just because you no to stock now, that doesn’t mean that that opportunity will come back around later, right? So, I think what’s also kind of interesting about the dynamic of that equation is you are giving sort of a signaling effect. If somebody comes to me for advice, or they want me to provide a service, they offer stock, and I say yes versus no. I’m, in effect, blessing that stock or not blessing that stock by being willing to exchange my time for it. And that can sort of lead to its own challenges in that conversation.

Mike Blake: [00:29:41] And maybe someone’s listening to this, and they’re offered stock, they really just don’t want stock, but they like to work with the company, can you offer some advice and kind of what you say or how you handle that conversation? They say, “Look, just because I’m not taking stock doesn’t mean I hate your company. It just means I’m not taking stock right now.” How do you handle that conversation?

Harlan Jacobs, Genesis Business Centers: [00:30:06] Well, in terms of the interpersonal dynamics, the diplomacy, the desire to maintain goodwill and cordial relations with the person, obviously, one has to be tactful. Sometimes, it’s just a matter of explaining the truth. My spouse won’t let me work for stock anymore. We’ve had a couple of wallpaper items we put on the wall, they’re decorative, and the stock wasn’t worth anything. And again, as you point out, you never know when the people might come back after they do have some funding. I’m not sure if that responds to your question. Would you mind going over it again?

Mike Blake: [00:30:48] Yeah. Well, I think we’re headed in the right direction. So, that the question simply is or the question is, there’s a risk of offending somebody to some extent when you decline to take stock in their company, right? I mean, they think their company is great. And of course, even if you’re going to work for the company, if you’re going to be an adviser, they have an idea in their mind, they would like you to believe in the company as much as they do, right? But I think that that’s not appropriate. I mean, it’s great if you do happen to share the founder’s zeal, and that’s great. But it’s not appropriate that an adviser or an employee necessarily have the same fervor and devotion to the company and to the idea of the company as the founder because nobody can act like a founder unless they’re a founder, right?

Harlan Jacobs, Genesis Business Centers: [00:31:41] Well, your points are well taken. Here’s one of the ways I helped put it in a framework that depersonalizes it and helps to make sure that the person’s feelings aren’t hurt or their self-image crushed. I explain to them, this is a rank startup. I said, “You’re going to need $250,000.” A person sometimes says to me, especially a scientific technical person, “What do you mean $250,000? I’ll work for free for a couple of months.”

Harlan Jacobs, Genesis Business Centers: [00:32:07] I said, “You’re going to need $50,000 of cash for the retainer with the patent attorney. You’re going to need $50,000 retainer with the securities counsel and general counsel who are not going to work for you until you pay them a cash retainer. You’re going to need to go to some trade shows and do some travel. And that’s going to be $50,000. And you’re going to need some walking around money, and money for deposits, and a few other things. These people are not going to take stock from you. You have to have cash.” And then, that puts it in a framework where I can become part of that professional or third-party milieu where we have to be paid.

Mike Blake: [00:32:45] Now, I’m fortunate. I have built it out because I’m a business appraiser, I cannot. I’m ethically prohibited from taking stock in a company because they create a conflict of interest. So, I’m fortunate. I have an automatic jail free card. So, there’s a school of thought that suggests that it may be worthwhile going to work for a startup just because of the experience that it will give you. Do you think there’s something to that? Is there something that putting some time in with a startup, even if the pay isn’t there, just because it would give you a chance to learn new skills that you wouldn’t ordinarily have the the opportunity to do?

Harlan Jacobs, Genesis Business Centers: [00:33:27] In an absolute sense, if a person can afford the risk or can literally afford not to have any meaningful compensation for a period of time, and they have a well-defined need to learn certain skill sets, and to firsthand experience the problem, stresses and frustrations of a startup company, then by all means, they should do that. I haven’t met too many people who wanted it as a merit badge or something to add to the resume that they’ve had firsthand experience of the frustrations and problems associated with the startup. They, more likely, are inclined to get involved because they’re excited about the project.

Harlan Jacobs, Genesis Business Centers: [00:34:10] That might be a golfer and it’s a new golf club. It might be a heart surgeon and a new heart valve. It might be a person who has an airplane and a guy or gal who’s taken an iPad and substituting that for the $50,000 instrument control panel that they’d otherwise have to buy. In those kinds of situations, it makes sense for them to maybe jump in and join. But just to add to your resume, I guess I would have trouble selling that to anybody.

Mike Blake: [00:34:41] What about using work with a startup in order to help build a network and a personal brand? And I can see two scenarios in which this might be plausible. One is you’re out of school, you’re just starting out, and you’ve got sort of a blank slate professionally. Or second, you’re sort of transitioning out of a more conventional role, and you want an opportunity just to start to meet the people in the startup realm, wherever you are. And that could be a local geography. It could be national. Is there something to a thesis of saying, “This is a way to jump start building a network in the space where I would kind of like to be in”?

Harlan Jacobs, Genesis Business Centers: [00:35:24] Well, it’s a great question. If someone were coming right out of college, and the employment market wasn’t very good, and he or she wasn’t burdened by immediate payback of a substantial amount of student loans, then they could very well say to themselves in good conscience, “Hey, why don’t I go to work for this local startup? Maybe they’ll pay me. Maybe they won’t. Maybe they’ll pay me minimum wage. And maybe I’ll get some stock. It’d be great experience. And a lot of people my age, people I have common interest in are there, and who knows where it could lead.” So, that might make sense.

Harlan Jacobs, Genesis Business Centers: [00:35:59] For the person who’s 45 to 55 years old, and has family obligations, and probably hasn’t fully set aside resources for retirement, I don’t think that would be well advised. So, it’s clearly tailored to a person’s personal resources, and risk level, and ability to handle frustration. It’s. tough.

Mike Blake: [00:36:25] Yeah. And when I hear people that do that, to me, it just says it’s a dressed up way of saying, “I’m doing an internship.” And if you can do an internship, that’s fine. There’s nothing wrong with it. But like you said, I think a lot of this, just like we talked about in our podcast, not about whether or not you should do it, but part of that thought process is, can you afford to do it, right? What is the opportunity cost of taking on that kind of responsibility versus pursuing something else?

Harlan Jacobs, Genesis Business Centers: [00:36:59] Sure. Can I go back?

Mike Blake: [00:37:01] Please.

Harlan Jacobs, Genesis Business Centers: [00:37:01] Could I go back to one of your other questions? I just wanted to add something to cases where I’m looking at an opportunity. Is it timely? May I do that?

Mike Blake: [00:37:10] Yeah, go right ahead.

Harlan Jacobs, Genesis Business Centers: [00:37:11] Okay. So, I have a rule of fives as to how I size up opportunities, especially as it relates to taking all the compensation as founder stock. And in a nutshell, it’s, does the company have world-class disruptive technology that has robust intellectual property, can be protected by a combination of patents and trade secrets? That’s one. Two, does the company have market prospects for being able to achieve a hundred million dollars of revenue at 60% or higher gross margin within five years of funding? It’s the second one.

Harlan Jacobs, Genesis Business Centers: [00:37:45] Does the company’s management team have a demonstrated track record of achievement in its scientific or technical realm? That’s the third. Does the founder’s team enjoy a good reputation and for integrity and the ability to listen and process advice? That’s the fourth. And the fifth one is, does the founder’s team have a commitment to a liquidity event in a reasonable time event horizon. Those are the five things that I apply when I’m doing my mental version of the Black-Scholes formula.

Mike Blake: [00:38:15] Okay. That’s a pretty good checklist. So, let me switch gears here. If you get involved in a startup, we talked about this a little bit, and I want to expand upon that, as we talked about, there are some risks. There’s a financial risk to some extent. There may be other risks. When you work with startups, how do you protect yourself to make sure that your risk is managed appropriately?

Harlan Jacobs, Genesis Business Centers: [00:38:53] Beside the earlier point about not taking check-signing authority and to protect my reputation, I try to do as much due diligence as I can on the science and technology, not as an expert, but I will go to people who know something about metallurgy, or somebody who knows something about biochemistry, or somebody that knows something about a particular global marketing opportunity. I may not always get sufficient information but, at least, I’ve avoided the possibility of overlooking something that, somewhere down the road, people will point to and say, “Why didn’t you know? Why didn’t you find out this or that kind of a thing?”

Harlan Jacobs, Genesis Business Centers: [00:39:36] One of the real tough things with entrepreneurs is you never know. You’ve just met somebody, and start doing a criminal history on them, and a bankruptcy search, and a few other things that are sometimes difficult or less unpleasant to do, you just never know what the person’s really like or really capable of. One of the risks to the entrepreneurial team is that, oftentimes, there’s a high incidence of family stress that can lead to divorce. I’ve met a number of entrepreneurs who are ultimately very successful. They’ve been through several marriages, and they’ve had problems with some of their children. And it’s that old saw, if they can mistreat their spouse this way or that way, maybe they’re going to eventually mistreat you as a professional. And when people are cornered, and they have real serious problems, you just never know what’s going to develop.

Harlan Jacobs, Genesis Business Centers: [00:40:45] Nothing’s perfect. You can never be fully protected. You just try to do your best with reference checking and checking on the technology. And I guess the bottom line, it makes it easier for me to accept a client after I’ve introduced him to three attorneys, and three CPAs, and three patent attorneys, and three bankers, and three insurance agents, and three of this, that, and the other, and I see that they’ve taken on a prominent attorney whom I respect and a prominent CPA whom I’ve respected, et cetera, et cetera, and they are they’re associated now with good professional people to give them good, strong professional advice. That helps me to get a better comfort level, and it also increases the chances that there will be guardrails that will keep these people from going over the cliff.

Mike Blake: [00:41:37] And what about documentation and contracts? Do you think that’s a big part of that too to make sure that your scope is limited and there’s some sort of indemnification where possible?

Harlan Jacobs, Genesis Business Centers: [00:41:47] Absolutely. I find good fences, make good neighbors, and I explain to them, “Here’s what I’m going to put down on a piece of paper. Here’s what I’m prepared to do. And this is the compensation I’ll accept. And these are the contingencies, and the terms and conditions under which we’re going to operate.” And in my case, I have to explain to them that I may have two, three, four, five, or six parties for whom I’m providing similar services at the same time, but they’re not directly competitive, and there’s no conflict of interest. And on any given time, you might call me with an immediate problem, and I might be unable to give you immediate attention, and you just have to understand that it’s kind of like being a cardiologist in a small town, not everybody’s going to have a heart attack at the same time, but if they do, how do you spread yourself around?

Harlan Jacobs, Genesis Business Centers: [00:42:39] So, you do your best, you have a written agreement. And to extricate yourself from what could be a difficult situation, I always try to make an initial term that has limited duration, so that if I can see things aren’t working out very well, then we just don’t renew because a renewal requires bilateral mutual agreement to renew. And if I declined to renew, then it’s easier that way than just to pick up the phone all of a sudden say, “Hey, I’m just not comfortable. I don’t want to keep working with you. Goodbye.”

Mike Blake: [00:43:14] Yeah. And the contract part, I want to to pause on that for just a second because I think one can be lured into not having documentation when you really should. One, because the startups don’t want to deal with it, right? The startups sort of take as a badge of honor this, “We operate loosey-goosey. We operate out of the lines of of of normalcy. And we don’t care about rules and everything else.” They may also be run by 24-year-olds that don’t know anything, and haven’t had the bruises, and broken bones, and scars that come from not signing agreements.

Mike Blake: [00:43:50] And I think if you don’t come from that world, you can be lulled, you can be seduced, really, into thinking, “Well, that’s just the way startups are. We’re not going to sign agreements. And we’re all just going to do handshakes, and exchange Twitter accounts, and everything’s going to be great.” But for most people, some sort of documentation of the nature of your relationship, and where your liability and responsibility begins and ends. Don’t give in to the temptation to sort of throw that out the window. That’s worth keeping.

Harlan Jacobs, Genesis Business Centers: [00:44:24] That’s good advice. One of the other things I do oftentimes before I’ve accepted a consulting assignment is I will meet with people for coffee and give them some advice over the phone. And I’m always careful to explain to them, “I’m going to help you at this point in time up to a certain point. And for these services that are gratis, I’m happy to help you. At some point in the future, I’m going to come back to you and say, ‘Okay, the introductory period is over. If you’d like to have ongoing services, then, now, we need to have an agreement for services.'” And by telling them that in advance, and then by actually doing some things that are hopefully useful for them, and they appreciate it, it’s more likely that they’re going to take me up on the consulting assignment at the future point.

Harlan Jacobs, Genesis Business Centers: [00:45:15] So many of them are afraid that they signed a contract with you, and you take the retainer, and you do nothing. And I can understand that anxiety on their part. So, I always like to help people with a little bit. And then, if I’ve actually done something pretty good for them, and I say to them, “Okay, now it’s time for the contract,” and they say, “No, thanks,” then, I look up and I go, “Thank you,” because I’ve just found out that this is one of those persons who’s a taker and believes in a sense of entitlement, and I’d rather know that now than a year and a half from now. So, “Thank you. Good luck to you,” and that’s fine.

Mike Blake: [00:45:53] So, that touches on another point. We’re talking with Harlan Jacobs, and we’re talking about working with startups. And I can’t speak for the Minnesota environment but down here in Atlanta, we do have, I think, a very strong pay-it-forward environment here. Many of us who have experience will make ourselves available to give advice and support to startups. I’ve had monthly office hours for a long time. And I’m curious what you think about that model. Is that something you’ve ever done yourself? Have you seen others do it? Do you think it makes sense? Do you think it’s crazy? What does that sort of thing kind of sound like to you?

Harlan Jacobs, Genesis Business Centers: [00:46:37] Well, first off, I compliment you for being part of a community here that does that and for you yourself doing it. That’s a common ethos here in Minnesota. In fact, we’re the home of what’s called The 5% Club, where major corporations, starting with Pillsbury and General Mills, gave 5% of their pre-tax profits to charity.

Harlan Jacobs, Genesis Business Centers: [00:46:58] Now, as to in-person service, paying it forward, paying it back, yeah, that’s part of our ethic, our social ethic here in Minnesota. And I think it’s great. And it helps us to make up for the fact that we’re not a bastion of venture capital. I’ve seen great ideas here fail to get local funding, and these things would have got funding in Silicon Valley; and therefore, they need a lot of extra coaching and talent.

Harlan Jacobs, Genesis Business Centers: [00:47:26] Another problem that we have, which we try to overcome in the mentorship thing, is in Silicon Valley, you fail, and that entitles you to a hearing with the venture capitalists to do another deal. In Minnesota – I don’t know what it’s like in your community – you still get this … remember the book, The Scarlet Letter? Here, you get a scarlet F on your jersey for failure, and you hardly ever get a second round of capital from anybody for your next company if you’ve had a failure in your first company. And that’s a problem that we have here, and it requires extra care and attention on the part of those of us who can help these people.

Harlan Jacobs, Genesis Business Centers: [00:48:05] I was going to be an actuary, and in college we had to study statistics. And I remember a type two error is the rejection of a valid hypothesis. And I’ve seen so many valid hypotheses go unfunded here. In fact, I have companies in the medical device realm, helped them get started in 1996, and they’re still looking for more funding, and the technology is still viable. There’s been no shelf life for it. So, you just have to keep helping these people, whether it’s their first time or whether they’ve been at it for a period of time. It might sound arrogant to say, but it’s sort of a modern-day version of noblesse oblige. If you’ve benefited from other people’s help, it’s time for you to help other people.

Mike Blake: [00:48:51] Yeah, we have a similar concept. We try to push the buttons of the elevator that goes down to pick the next guy up. But we do have that scarlet F here as well, which is unfortunate because I don’t know if there’s any better education than a business failure. And in fact, one of our early podcasts, Miles King came on, I want to say it’s podcast number 12, or 13, or 14, something like that. And he was on a program whose title was “Should I Close My Business?” And he’s had to close a couple of businesses, and he was a courageous guy to come on, and was willing to sort of lay it out there and talk about the failures.

Mike Blake: [00:49:32] And one thing he made very clear, and I’ve learned about him as I’ve gotten to know him, is that the success that he enjoys now is a direct result of what he learned from the previous failures. He didn’t raise external capital. He just simply worked his ass off and bootstrapped it. But I remember when I asked, his first venture was a pizza restaurant and it failed. And I said, “What was your thought process about starting another?” He said, “I had to start another one. Otherwise, everything I invest in the education in the first one would have gone to waste.” And, unfortunately, that’s something only time is going to figure out. There are very few places, unfortunately, that celebrate failure, that see that as the education that it is. And unfortunately, this got to sort of take time.

Mike Blake: [00:50:26] Harlan, we’re running out of time here, and I want to be respectful of your time and, of course, that of the audience. This has been a neat conversation with a lot of good nuggets in it. If people like to contact you for more information to carry on this discussion, can they do so? And if so, what’s the best way to do that?

Harlan Jacobs, Genesis Business Centers: [00:50:45] Sure, I’d be very pleased to hear from any of your colleagues and viewers. Telephone number is 612-701-8153. And the email address is harlangenesis@mac.com. And I’m on LinkedIn. And I guess that’s probably the best way to try.

Mike Blake: [00:51:11] Well, thank you. That’s going to wrap it up for today’s program. I’d like to thank Harlan Jacobs so much for joining us and sharing his expertise with us. 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 this podcast, please consider leaving a review with your favorite podcast aggregator. It helps people find us, so that we can help them. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision Podcast.

Tagged With: Brady Ware, Brady Ware & Company, Genesis Business Centers, Harlan Jacobs, Michael Blake, Mike Blake, Minnesota, startups, working with startups

Jackie Calixte with CTA Digital Marketing

December 16, 2020 by angishields

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This episode is brought to you in part by Activate Your Great Consulting Agency

Jaackie-Calixte-CTA-Digital-MarketingJackie Calixte graduated from Electrical Engineering back in 2002, and was one of 4 young ladies out of a class of 300! Jackie has never been scared of the odds being stacked up against her.

Jackie took her MBA at University of Hartford and has worked for a software company the past 15 years, while raising her young family. Along the way, she felt like something was missing. She loved helping others and loved creativity, married with technology. Digital Marketing for addressed all her strength and desires. It was technology, creativity and allowed her the opportunity to solve problems for small business. That was her super power! Understanding technology, being creative and the love of helping people!

CTA Digital Marketing was born two years ago. The pandemic has really made many small businesses vulnerable, especially minority owned business. She really wants to advocate for the small business give them the tools to survive and thrive post pandemic. The tools are available and are not expensive.

She lives in Detroit, MI with her husband, 2 kids and 2 Cats, Diamond and Davinci. Connect with her for free marketing assessment of your business.

Follow CTA Digital Marketing on Facebook and Twitter.

Jessica Clayton and Lynette Mathews with TalentStream

December 15, 2020 by angishields

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Jessica-Clayton-TalentStreamJessica Clayton is the founding Partner of TalentStream and a member of the ownership group. She is a cum laude graduate of Clemson University with a Masters Degree from The Citadel.

Jessica grew up in the staffing industry and worked for a national staffing company before starting TalentStream.

In addition to leading TalentStream, Jessica enjoys giving back to the Greenville Community and spending time with her husband and three kids.

Lynette-Mathews-TalentStreamLynette Mathews has 25 years’ experience in Engineering and Manufacturing Operations, providing TalentStream with strong industry experience in hiring, training, and retention.

She holds a Bachelor’s and a Master’s degree in Mechanical Engineering from the Georgia Institute of Technology and is a trained Lean Six Sigma Green Belt.

Prior to joining TalentStream in 2016, she provided leadership in design, engineering and operations for several Atlanta based equipment manufacturers.

Lynette lives in Atlanta and is active in APICS Atlanta, Georgia Manufacturing Alliance and the Georgia Tech Alumni Association. She has three grown children, loves to read, travel, and is an avid sports fan.

Follow TalentStream on LinkedIn and connect with Jessica and Lynette on LinkedIn.

TRANSCRIPT

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

Lee Kantor: [00:00:18] Lee Kantor here. Another episode of GWBC Open for Business, and this is going to be a good one. Today, we have with us Jessica Clayton and Lynnette Mathews with TalentStream. Welcome.

Lynette Mathews: [00:00:29] Thanks. We’re glad to be here.

Jessica Clayton: [00:00:31] Yes. Thank you, Lee.

Lee Kantor: [00:00:32] Well, before we get too far into things, tell us about TalentStream. How are you serving folks?

Jessica Clayton: [00:00:37] Thanks, Lee. And a special thanks to GWBC for sponsoring this interview. So, TalentStream, we were founded almost eight years ago now and we are a WBENC certification – sorry – certified organization. We have two primary areas of focus. The first and, really, what we were founded on is our direct hire recruitment. And we do that in the areas of engineering, supply chain, and then skilled manufacturing, if you think of production supervisors. We work with a variety of clients in the Southeast, mainly, in the manufacturing and warehousing space.

Jessica Clayton: [00:01:16] And then, the second side of our business, which we rolled out about two years ago or really started to build out two years ago, is our Diversity Supplier Platform or DSP. And I’ll talk more about that later. But, really, it is an alternative to your traditional MSP, where we have partnered with large staffing organizations to help their clients meet their diversity spend through our platform.

Lee Kantor: [00:01:46] So, now, can you talk a little bit about the back story? What was the impetus to get involved, not only in just staffing, but also to specialize in the areas you specialized in?

Lynette Mathews: [00:02:01] Yeah. I can speak to that. I think, you know, every third party recruiting firm kind of has to figure out what their niche is and what their expertise is. We don’t want to be everything to everybody, and I don’t think we have the bandwidth to do that. But what we did is kind of assess our internal resources and figure out what we’re all good at and what areas we’ve actually worked in, in past careers outside of recruiting, and figure out who’s got what expertise and what network set up in those specialties. So, it really turned out that, from the inception, we found we had a lot of internal engineering supply chain and even some production operations and manufacturing operations expertise among our resources. And that just kind of drove the channels that we started to market in, that we started to find business in, and that we were able to expand in very successfully.

Lee Kantor: [00:02:58] Now, what is kind of the pros and cons when a company is thinking about when they need more talent? What’s kind of the pros and cons of going with recruiters as opposed to doing it in-house?

Lynette Mathews: [00:03:10] So, you know, some companies do have dedicated resources internally for talent sourcing, but, you know, if you only have two to three positions that are open a year, it doesn’t really make a whole lot of sense from a cost perspective to have a full-time person onboard that you’re paying benefits on that is exclusively managing those hires. So, really, what happens in some companies is that they push those activities onto their H.R. staff. And then, it turns out that in conjunction with their other duties, you know, benefits, staff development, safety, retention, compliance, succession planning, I mean, the list goes on. Basically what happens is, it’s kind of hard to throw that occasional recruiting assignment into the mix on those H.R. people. So, really what happens is it becomes sort of a cost benefit analysis. You know, why would we want to contract with a third party firm to get that hiring and talent sourcing best practices in place? And I mean, really, at the end of the day, if you’re in that situation, it makes a lot of sense.

Lynette Mathews: [00:04:23] The other thing that we find in our business, the reason that we get pulled in on a lot of job searches is, because of our expertise, you know, a typical H.R. manager who may be doing some recruiting on the side doesn’t necessarily know all the ins and outs of the engineering lingo or the supply chain lingo. And, you know, they may be operating on some key words that are fed to them via the hiring manager. But, you know, unless you can literally get somebody on the phone and prescreen them with some level of expertise in terms of the subject matter that you’re talking about and really be able to vet those candidates out against the requirements for that job along with the cultural fit, then, really, that’s where our value comes into play.

Lee Kantor: [00:05:12] Now, are the folks that you’re looking to hire or place, are they already employed? I would imagine the unemployment rate for these folks is pretty low. And I would imagine if you’re not doing this all the time, it’s hard to kind of vet and find the exact right fit.

Lynette Mathews: [00:05:31] Well, that’s kind of the other value of a third party firm like TalentStream, where, basically, a lot of the candidates that we are sourcing are passive candidates. They’re gainfully employed. Lee, I’m sure you’ve heard the term headhunter. We get poked with that term every now and then, but that’s really somebody who’s going out there and figuring out who’s got the exact criteria that our clients are looking for. And, oftentimes, they are working for other companies or competitors. And that’s not to say we’re in the business of swiping good talent out of other companies, but it’s about timing in someone’s career. Are they poised to make a move because of the progression they’ve made where they are currently? Has the market fluctuated in their industries such that they might be looking around because they need to, maybe, reposition in an industry that’s a little stronger right now in the market? So, yeah, we sort of are the radar. We bring the radar to a lot of talent that’s not necessarily inbound via some job posting.

Lee Kantor: [00:06:41] Right. I would imagine that that’s really a lot of the value. I mean, it’s one thing, the opportunity cost of the H.R. or internal person to be doing this kind of work or not. But the fact that you specialize in this, and this is what you’re doing 24/7, and this is what you’re thinking about, and you’re kind of learning where these people hang out. And what do you have to say to get on their radar to help them, maybe the talent, find that right fit that’s going to inspire them and to help them be the most they can be. I think you’re creating win-win situations everywhere.

Lynette Mathews: [00:07:17] Well, that and the fact that, you know, when you do this day in, day out for a while, the 80/20 rule finally kicks in, Lee. And we have a pretty robust network. So, it turns out that some of the really good candidates or prospects that are out there that may be gainfully employed, but that may want to start looking around will actually reach out to us and say, “You know, what do you have on your radar? I’m sensing some shift where I am, and I think it might be time.” And so, you know, a lot of it is serendipitous, it might be timing where the candidate reaches out and aligned with a job order that we have from a client. So, you know, we kind of are that broker in the talent sourcing arena.

Lee Kantor: [00:08:03] Now, has anything changed in your industry since COVID? I would imagine the work from home aspect of the job has impacted things. How have things changed because of COVID?

Lynette Mathews: [00:08:18] Well, certainly we are seeing a lot more remote work options even in the interviewing arena. We’re seeing a lot of video interviews being conducted as opposed to bringing people on site. I still have a lot of clients that are at that kind of last mile interview is required onsite because a lot of our job orders are so tied to manufacturing, that many of these openings sort of require from both parties to take a good look at, you know, expertise on the floor, cultural fit, and all that kind of thing.

Lynette Mathews: [00:08:55] But you’re right, I mean, a lot of the remote work situation has changed the dynamic. I think the good news is – you hear the word disruption all the time, Lee, and, you know, disruption is either good or bad, right? Despite some of the job losses that have occurred because of COVID, I think a lot of companies have done some internal inspections, some reassessment of their current resources, and decided, you know, do we have the best people onboard? Are we really helping develop our employee retention and growth trajectories? And in some cases, they’ve seen some people jump ship because there’s been some uncertainty in the market. And I think companies are taking some very strong looks at how do we best fill our positions and retain our real strong talent.

Lynette Mathews: [00:09:49] So, some of the disruption due to COVID has caused some internal reassessment. But I also think that in the fields that we place in, it’s been pretty steady. To be quite honest with you, over the last five years, the median wages for the college educated type recruitment that we do has steadily gone up. In fact, it’s increased by about 18 percent since 2015. So, we’re not seeing any downside in that. And then, I also think that despite COVID, I mean, our unemployment rates are still lower than they were, say, in 2010 by still about four percent. So, you know, the market looks grim sometimes when all you do is read the news or listen to the media. But, quite frankly, I think we’ve seen still some healthy growth in a lot of the sectors.

Lee Kantor: [00:10:42] Now, being a woman-owned or minority-owned business as you are, why is that kind of maybe an advantage for your firm as it is compared to other firms?

Jessica Clayton: [00:10:57] I’ll jump in here on the kind of minority-end or women-and organizations, and I think that when you kind of think — partner with a woman-owned organization, first and foremost, is social responsibility. And we strongly believe that a strong supplier diversity program that really reflects the demographics of an organization’s workforce is going to resonate both with external and internal stakeholders. And as we all know, diversity and inclusion is a hot topic right now, as it should be. And partnering with women-owned and minority-end owned firms is one way to show an organization’s commitment to really changing the world for the better.

Jessica Clayton: [00:11:40] And while social responsibility is clearly one of the most important reasons that we encourage companies to partner with us on either the direct hire side of our business and the third party recruitment services, but also with our diversity supplier platform. We also encourage clients and reinforce that there are a lot of other advantages to partnering with a WBENC certified organization from growth opportunities and business opportunities, access to certain RFPs that they may not have had access to before. And then, of course, the federal, state, and local tax incentives that they receive for conducting business with certified women in businesses. And, again, they can get those advantages on both sides of our business, the third party recruiting and our DSP.

Lee Kantor: [00:12:34] Now, let’s talk a little bit about kind of how this industry has evolved over the years. This isn’t your grandfather’s supply chain or manufacturing anymore. This isn’t like a male only industry. I mean, it’s a primarily male, I would imagine, but there’s a lot of opportunities for females in this industry. Do you have any advice for that young female that, maybe, hasn’t had engineering or supply chain or manufacturing on their radar as a career path? It’s evolved now where this is more, maybe, female friendly.

Jessica Clayton: [00:13:07] Absolutely. And I think as Lynette, our resident mechanical engineer, Georgia Tech grad – Lynnette, you may be more suited to answer that question on just some advice for young women engineers.

Lynette Mathews: [00:13:22] Well, and I mean, I don’t know whether you’re asking us about opportunities for women in recruitment or whether you’re talking about how we’re filling these roles with some diverse resources.

Lee Kantor: [00:13:35] Well, I’m just trying to let women, especially young women, out there, I would like them to be aware that there’s so much opportunity. These are really good jobs and that they should consider manufacturing, engineering, and supply chain as an area to pursue as a career that they may not be thinking about, because in their head, they’re picturing it in this old school way of, you know, “I got to lift heavy objects. It’s dirty.” And that world has changed dramatically.

Lynette Mathews: [00:14:08] Oh, absolutely. And, Lee, you know, one of the things that has changed that dramatically is the overlay of automation in all of the manufacturing environments. Industry 4.0, which is really getting a lot of data from your equipment, from your machines, so much is computer driven and PLC driven. You know, the old days of the wrench and hammer just kind of gone. And that’s not to say that people, you know – I mean, I used to work in a sheet metal fabrication shop, Lee. I mean, I was a roll up your sleeves, get out there with the welders, and do some inspection, and that kind of thing.

Lynette Mathews: [00:14:49] But, quite frankly, you’re right. The industry has changed, particularly in high volume manufacturing environments. Now, so much of it is automated. We have so much more robotics in play in some of the manufacturing operations, vision systems, you’ll see so much feedback control. So, a lot of times it’s really being able to – I mean, certainly the software, the data driven, the analytics, six sigma had a lower variance in your operations. So much of that is what’s really driving the continuous improvement within the manufacturing environments these days.

Lee Kantor: [00:15:29] And so, that means that it is available. The skill set necessary is something, obviously, that a female could easily handle. It’s not something, “I have to be super strong and I’m going to have to lift a ton of things.” It’s not that environment anymore. Like you said, it’s clean, robotic, automated. There’s a lot of other things that go into having a successful career in engineering and supply chain and manufacturing that maybe it did 20 years ago.

Lynette Mathews: [00:16:00] Oh, absolutely. And surprisingly enough, because I do maintain a healthy relationship with my alma mater, Georgia Tech, I mean, last year they had just short of 50 percent enrollment of women in the school and about 30 percent of those were in engineering fields.

Lee Kantor: [00:16:21] Which is a dramatic shift because that wasn’t the way it was 20, 30 years ago.

Lynette Mathews: [00:16:28] Well, and if you look at the U.S. Labor statistics, careers that are still growing and that have, you know, as far as the wage rates are going and the salary increases are going, certainly engineering is one of the top professional career paths. I mean, you see, certainly, a lot in the software fields. I mean, that’s huge, anything computer engineering and data driven. But supply chain has so much of that in it now that it’s got a huge overlap with all of the data analytics and demand planning aspects that go into the software systems.

Lee Kantor: [00:17:08] Now, let’s kind of dive into this diversity supplier platform that this is a relatively new offering. How is that kind of working for you and how do you help and partner with your clients to help them kind of get the most value from that?

Jessica Clayton: [00:17:24] Thanks for asking about the Diversity Supplier Platform. It is a newer offering for us and we’re really excited about it, and have seen some really good traction even over the last six months. Obviously, everything kind of paused there for a little bit in 2020, but we’re starting to see a lot of traction and have signed on quite a few more clients, both on the staffing side and the end user client side in the last month.

Jessica Clayton: [00:17:54] So, as we discussed earlier, TalentStream is a certified WBENC organization and we’re proud to have held that distinction. We’re Going on seven years now. And in addition, we formed a strategic alliance with Talent Code, which is a certified MBE organization, to offer our Diversity Supplier Platform. So, I’m not sure, Lee, if you’re familiar with an MSP. But an MSP is a Managed Service Provider that often has a variety of staffing firms that they bring to an end user client. And that end user client manufacturer, really, call center or whatever it may be, is able to gain the advantage of using a variety of staffing suppliers. And what we’ve done is kind of create an alternative to that traditional MSP. We provide many of the same benefits, including a single point of contact, we have centralized billing, enhanced compliance through third party audits.

Jessica Clayton: [00:18:56] But the difference is, our platform is fully integrated with our staffing partners’ front and back office, allowing the end user client to still work with their trusted staffing provider without the duplication of processes that often impact cost of services. So, we are integrated with our staffing suppliers platforms. We then work together and partner together to provide staffing for the end user client. And they are able to then claim that spend as diversity spend with a woman-owned partner. And we partnered with some of the largest staffing organizations in the country thus far and it’s been really exciting. We’re continuing to add new staffing organizations and end user clients on the platform. Our current alliance serves a variety of clients, including one of the largest automotive OEMs, global 3PL logistics company, large call center, one of the largest packaging companies in the world, just to mention a few.

Jessica Clayton: [00:20:01] So, we’ve seen a lot of benefits for both our staffing partners and end user clients for them to be able to really meet that social responsibility that we spoke about earlier, as well as get some of the other benefits that come with partnering with a WBENC certified or MBE certified organization.

Lee Kantor: [00:20:21] So, what could we be doing to help you? What do you need more of now? Do you need more folks to jump on that Diversity Supplier Platform? Do you need more talent to place? Do you need more clients? How can we help you?

Jessica Clayton: [00:20:35] We always love more clients. You know, we are committed to growing and continuing to grow. We’ve had an exciting last three to four years and really see a lot of opportunity for the next 10, 15, 20 years. So, you know, introductions to clients that can use and see the benefits of using a third party recruiter on the direct hire side that have those positions that are just hard to fill. Or that their H.R. department is having trouble filling because of all of their other responsibilities and they’re looking for that time back. That’s one introduction that would be great.

Jessica Clayton: [00:21:15] And also just those companies, maybe, on the staffing side that run into situations where they’re looking for a solution to be able to partner with a diverse-owned company and bring that partnership to their end user clients. Those are the companies that are best suited for this diversity supplier platform.

Lee Kantor: [00:21:44] Now, if somebody wanted to learn more, have a more substantive conversation with you or somebody on your team, what’s the website or best way to get a hold of you?

Jessica Clayton: [00:21:52] Yes. Our website is www.talentstream, like a river, staffing.com. And we also are both on LinkedIn, Jessica Clayton and Lynette Mathews, and that’s Mathews with one T. And you can find our company page on LinkedIn as well, TalentStream.

Lee Kantor: [00:22:14] Well, Jessica and Lynette, thank you so much for sharing your story. You’re doing important work and we appreciate you.

Jessica Clayton: [00:22:20] We appreciate your time.

Lynette Mathews: [00:22:21] It was great speaking with you, Lee.

Lee Kantor: [00:22:23] All right. This is Lee Kantor. We will see all next time on GWBC Open for Business.

 

About GWBC

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

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

Vanessa Black with Tanium

December 12, 2020 by angishields

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Vanessa-Black-TaniumVanessa Black is Head of People Programs and Engagement at Tanium. Her focus is on creating a high-purpose environment where people do the best work of their careers.

In her time at Tanium, she’s launched the company’s global social impact program, Pledge 2%, created a high profile showcase of diverse leaders in Tanium’s Unstoppable Speaker Series and partnered across the business for extended parental leave.

Previously, she spent nearly a decade between IBM and Slalom, advising Global Fortune 500 companies on people, strategy and change.

Follow Tanium on LinkedIn.

TRANSCRIPT

Intro: [00:00:04] Broadcasting live from the Business RadioX studios in Atlanta, Georgia, it’s time for Learning Insights. Brought to you by TrainingPros. When you have more projects than people, TrainingPros can provide you with the right L&D consultant to start your project with confidence. Now, here’s your host.

Lee Kantor: [00:00:28] Lee Kantor here. Another episode of Learning Insights. And this is going to be a good one. But before we get started, it’s important to recognize our sponsor, TrainingPros. Without them, we could not be sharing these stories. Today on Learning Insights, we have Vanessa Black with Tanium. Welcome, Vanessa.

Vanessa Black: [00:00:44] Lee, thank you for inviting us to your show. Very happy to be here.

Lee Kantor: [00:00:47] Well, before we get too far into things, tell us about Tanium. How are you serving folks?

Vanessa Black: [00:00:51] Yeah, it’s a great question. So, the Tanium is a technology company. We were founded in 2007 by David and Orion Hindawi. And the Tanium platform provides endpoint management and security built for the world’s most demanding IT environments. So, I got a little technical here, but our approach decentralizes data collection, aggregation and distribution right down to the endpoint to deliver real-time visibility, comprehensive control and rapid response.

Vanessa Black: [00:01:17] So, just to give you a little bit of example of who’s using us, many of the world’s largest and most sophisticated organizations, including half of the Fortune 100 top retailers, financial institutions, and all of the branches of the US Armed Forces. They’re relying on Tanium to make confident decisions, operate efficiently and effectively, and remain resilient against disruption.

Vanessa Black: [00:01:40] And then, if you just think about the scope of these mission-critical organizations, the result is that through our technology, we’re safeguarding a way of life. And that’s something we’re really proud of. But, Lee, to that end, our founders also recognized that one of the most important things besides just putting technology forward is to build a company that, at its core, has a deep understanding of people, processes and technologies in order to deliver the best product to our customers. And I think that’s probably why you asked us here today.

Lee Kantor: [00:02:12] Now-.

Vanessa Black: [00:02:12] We’ve been … yeah, sorry. Go ahead.

Lee Kantor: [00:02:14] Can we talk about your role? Like, what is your role with the organization?

Vanessa Black: [00:02:18] You’ve got it. Head of people, programs and engagement.

Lee Kantor: [00:02:21] And then, what does that mean for the layperson and to every company has, I guess, somebody in charge of those type of things, but they all call it something a little different? But tell us how Tanium deals with people, programs and engagement.

Vanessa Black: [00:02:35] Yeah, yeah. So, our job, Lee, it’s to create a high-purpose, connected environment where people do the best work of their careers. And that can show up in a lot of different ways. Like you said, most companies have roles and functions like this, but a few of the ways that we think about it at Tanium, so a few examples, the launch of our company’s global social impact program that we called Pledge 2%, the creation of a high-profile showcase of diverse leaders in our Tanium Unstoppable Speaker series. We have volunteer time-off for all employees. And every year, we have an annual yearbook called Life at Tanium. But I guess it’s not always earth-shattering stuff. So, for example, right before hopping on here with you, we just had a virtual festive mixer for all of our employees. So, the bottom line is we’re interested in anything that makes for a magical employee experience and working collaboratively across the business to bring that to life.

Lee Kantor: [00:03:28] Well, let’s talk a little bit about it and maybe we can help some other folks out there that are listening in their own worlds and maybe are trying or aspire to do some of the work that you guys are doing. Now, let’s take that global social impact program, Pledge 2%. Talk to me about how that idea first comes about, because I’m sure there was lots of choices of what initiatives to pursue. And then, somehow, you landed on this one. And then why did that resonate? And why was that something that you all decided to kind of put some attention to?

Vanessa Black: [00:04:00] Yeah, I’m so glad you asked because this one’s near and dear to my heart. And I think the really important thing and why we decided to put such an emphasis on giving back is the tech sector, generally speaking, we’re doing pretty well, but the question is, how do you take that success and add a greater sense of purpose to it? So, that’s what was really important to us and everyone has core values. We’re unstoppable. We win as a team when we do the right thing. And this is a big part of us doing the right thing, taking our privileged position in tech, and giving back to the societies that we work in our communities and something that we all feel great about.

Lee Kantor: [00:04:48] But when it came time to choose what initiative, like what were some of the things … You don’t have to name the ones that didn’t make it, but what was the thought process of? Because you could have picked anything, right? As long as it fit kind of that umbrella of kind of social impact, but you landed on that as the cause. How did you narrow down? What was kind of the thinking? And what was kind of the strategy behind that?

Vanessa Black: [00:05:15] So, I’ll give you, there are a few parts. The first is I mentioned the program is Pledge 2%. And so, as part of that, we have all our employees, two percent of their time dedicated toward giving back. So, that’s about five days per year. And then, we also pledge two percent of our profits annually to select organizations.

Vanessa Black: [00:05:36] And those select organizations, which I guess is probably part of the other part of your question, it’s not hard to just cut a check and mail it out to whichever organization, but what was important to us is that we were more than just philanthropic partners, and we actually spend a lot of time finding organizations where we had strategic and skills-based synergies, so that we can be partners, truly partners, and not just supporters on the sidelines. So, we work very, very closely with each of the partner organizations that we selected. And that’s been a couple of years since we launched the program. So, I’ve been privileged to be able to see those relationships grow and those routes getting deeper. And more of our employees feeling connected to each of their missions, we’ve been focusing a lot on creating opportunity through education. So, that’s a big part of our work. And yeah, I guess, did that answer your question?

Lee Kantor: [00:06:39] Sure. Now, is this something that you kind of have a measurement associated with this? Like how do you know if it’s working the way you’d like it to work?

Vanessa Black: [00:06:51] Well, there’s lots of ways. I mean, I think … And probably lots of folks listening in on your call, there are multiple stakeholders who you want to make sure that you’re checking in really closely with. The first is, obviously, our employees. So, we check in with them regularly through our engagement surveys and ask them point blank, “How are you feeling about the way that our company is giving back?” And people are really excited about it. Lee, if I can show you the Slack channel I have opened right now, it’s #taniumgivesback, the outpouring of employee interest and activism in that space shows us that we’re on the right track.

Vanessa Black: [00:07:32] And then, on the flip side, when it comes to the partner organizations that we’re with, I mentioned, it’s a relationship. So, on, what was it, Tuesday night, I was in a late-night meeting with one of our partners. And then, tomorrow, I have a panel of folks from Tanium who are going to be part of a series for, I guess, I can name the organization [indiscernible]. It’s an incredible organization, and we’re all going to be taking part tomorrow. So, I think it’s less of a check the box, “Did we do good?” Ana more of a relationship where we’re always checking to make sure that we’re doing the right thing by all of our stakeholders.

Lee Kantor: [00:08:10] Now, you mentioned earlier that part of the culture is you want Tanium to be the place where people do their best work, something that I would imagine that goes beyond the actual work that they’re doing there, but to kind of work in the world outside of the walls of Tanium, right?

Vanessa Black: [00:08:27] Sure.

Lee Kantor: [00:08:28] Now that the world has kind of gone remote, has that changed anything or were you always a remote organization?

Vanessa Black: [00:08:38] Well, so, we have around 1500 employees around the world, 13 countries. And before, I mean, let’s call it March, 10 months ago, before March of last year, around half of our employees were already working from home. But I think it’s a little bit more complicated than just being all remote right now. And so, when we’re thinking about it, living through a global pandemic, kind of the first and most important thing that we’ve been thinking about is how to be incredibly supportive, empathetic and tuned in to how our teammates are experiencing a tough year.

Vanessa Black: [00:09:17] I think we’ll get into what’s a remote first workforce after the pandemic ends because, certainly, we’ve doubled down on our commitment to being remote first, and we want our employees to have flexibility to live where they want and work however they’re happiest and most productive, but we’re still in that middle stage where it’s been a tough year. And so, we have things like, Lee, all employee days off, and programming for kids of Tanium because kids have become a mainstay in our Zoom meetings, virtual yoga, virtual meditation, subscriptions for all our employees to – I’m not sure if you’ve heard of this – Calm. It’s a meditation mindfulness app. And then, obviously, a regular drumbeat of information. It’s transparent, it’s honest, it’s to the point from our leadership team to take as much uncertainty out of the system as possible. And so, that’s been our first leg of the journey in terms of all being in this kind of forced all-remote posture.

Lee Kantor: [00:10:19] And then, do you find that by moving to this all remote kind of workplace that a lot of companies are kind of navigating that you find that the employees are giving each other a little more grace maybe than they had pre-pandemic, where people are it’s okay that their kids walk by or the dog kind of wanders into the frame, and people are kind of giving each other a little more slack in terms of kind of accepting that, “Hey, we’re all in this together and we don’t have to kind of be all business when it’s business. Everything’s kind of bleeding together”?

Vanessa Black: [00:10:59] Yes. Well, the answer is yes. And I think there’s something really special about that that I don’t think we’ll ever go back. Now that you’ve seen it, you’ve seen this executive sitting at their desk with a dog barking and a kid on their lap, it’s just you get to see your co-workers and your team in a different way. And I think that the net of it is we all feel closer, more accountable for each other, more empathetic, and I think more focused on how not only can we help Tanium succeed and our customers succeed but how we can help each other succeed. So, that, to me, if there’s a silver lining in any of this, it’s really getting the opportunity and our teams having the opportunity to come together like this.

Lee Kantor: [00:11:52] Now, have you had any kind of surprises in terms of just kind of the humanity of the surprise of, “Hey, look at how well we rose to the occasion here. Look at how much people are giving back and want to help in this area”? Is there anything that’s kind of surprised you as these initiatives kind of roll out?

Vanessa Black: [00:12:13] Well, it’s funny, Lee, because I mean, everything was happening so fast, but one of my instincts was folks are probably feeling a little overwhelmed. Let’s not push too much extracurricular stuff for them. And so, each year, we have this, we call it our Month of Giving. And it is we all get together, team-based, and contribute to local organizations. So, this is a little bit different from our Pledge 2%, which is kind of from the top super strategic. This is more grassroots. Our employees come together in groups, and we all count the number of hours, we share what we’ve done. And so, we’ve done this annually.

Vanessa Black: [00:12:54] And I didn’t know if people are going to have the energy for it this year. And I wondered if having the risks of engaging with other organizations and other people in the pandemic would hamper some of the enthusiasm. But my gosh, I was blown away by how our team members came together. One, they sourced all of these incredible remote volunteering opportunities. They got together and wrote letters to senior citizens homes. They gave how to make a mask sewing classes, and put them all together, and then shipped them off to different organizations. And even a couple of times, there is something that’s called Walk My Workday, where we just had a global virtual walkathon, and everyone kind of pitched in, and donated, and then contributed to charity.

Vanessa Black: [00:13:50] But I guess, to answer your question more specifically, what has amazed me is that unstoppable spirit and the desire to just keep giving even when it’s tough and how folks will come together, even if it’s not something that we’ve handed them on a silver platter, gosh, they’re just doing it anyway. I think it’s because it’s part of who we are as a Tanium culture.

Lee Kantor: [00:14:13] Now, are you having a more difficult time kind of onboarding new people into the culture remotely as opposed to when there was a mix of in person and people can kind of look over someone’s shoulder, sit in, and kind of have those collisions, accidental collisions that happen when you are in person?

Vanessa Black: [00:14:34] Yeah. And I think that’s probably true across the board, but we’re not doing it same old, same old. We’ve been really intentional around completely revamping our onboarding programs, so that, obviously, it’s virtual but much more interactive. Folks, when they join, get assigned a buddy. There’s a cadence of how often they’ll meet up and check in. And then, of course, we have tons and tons of … they’re optional, but they’re there, tons and tons of programming for our employees. So, on any day of the week, if you wanted to get involved in something and, of course, it’s screen-to-screen, so it doesn’t quite give you that same feeling, but lots of opportunities for people to get to know one another in that virtual setting. And a lot of people, though, I’m sure, are looking forward to the day when we can see each other in real life, but when they see people in real life, I don’t think it’s going to be like, “Hi, nice to meet you.” It’s going to be like, “Wow! We finally get to see each other in person.” We certainly haven’t lost that team and connection aspect.

Lee Kantor: [00:15:42] Now, are you finding that, like for mentorship, that you’re finding more people wanting mentors and mentees, or is there kind of more engagement in that area because people hunger for those kinds of connections?

Vanessa Black: [00:15:54] You’re spot on. I think what typically happened really organically is now happening in a very much more intentional and structured way. So, we have a Tanium mentorship program and guidelines. And we didn’t even launch it with the pandemic but, previously, I think people took it as a “Well, it’s here. And I can take a look at it for pointers,” but what we’ve seen are people really adding that structure in regard to the program, making sure that they have their meet-up times, being really clear with their managers about their individual development goals and how they can achieve that through these really different times. And then, we complement that with a ton of new learning and development opportunities for people both on the leadership development side and, also, some just brand new. We really need to be able to communicate effectively in a virtual world of training courses. So, the answer is yes. Definitely yes.

Lee Kantor: [00:16:56] Now, how do you see things when you forecast into next year? I guess, you plan for some version of at some point the pandemic will end, and then there’ll be a new new normal.

Vanessa Black: [00:17:09] Right, right.

Lee Kantor: [00:17:10] How do you kind of plan for that when there are so many unknowns out there?

Vanessa Black: [00:17:15] So, I don’t know that there are so many unknowns anymore. I mean, we just got through – I mean, all of us, including you and your team, but I think we all deserve a little pat on the back for the last 10 months of our lives. But at some point, it’s just going to go back to a world where if we choose to, we could go back to normal. I don’t think we will ever go back to normal. I think the Overton’s window has shifted. And so, the way that I think it will be different in the future, one, remote first doesn’t mean everyone’s remote but it does mean that you build programs to support remote as the default way of working as the new normal. So, that will be different, but it’s certainly something that we’ve already kind of put in place.

Vanessa Black: [00:17:58] The big thing, I think, is the flexibility. Flexibility to center work around supporting our team members with choice. So, if I want to go into an office, I should do that, I can do it every day if I want to. If I want to go in one day a week, okay. If I want to pop around to different countries where we have an office and work in that office sometimes or work from a coffee shop sometimes, that’s okay too. And I think flexibility is actually going to be the thing that takes us to the next phase of work.

Vanessa Black: [00:18:31] More than anything else, it’s the recognition that we can trust our employees to do the right thing and trust them to know the ways in which they’re most productive, the ways in which they contribute best to our mission and, also, allowing them to center their experience around their needs while still delivering on the things that are critical for their job roles. I think that will probably be the biggest change and I think biggest net benefit moving forward.

Lee Kantor: [00:18:59] So, you think that your employees could be anywhere in the world, really? And then, as long as they’re doing what they got to do, it’s not going to matter as much. Like there isn’t going to be that everybody’s got to move to New York, or Chicago, or San Francisco in order to make this go. They can live in Omaha, and they can be just as good as anybody else that’s in San Francisco.

Vanessa Black: [00:19:24] I mean, the future is here. And I don’t know, Lee, if you read the news, we’ve actually moved our headquarters from the Bay Area to Kirkland, Washington to allow us to tap into a part of the country that offers significant livability and flexibility in favor of a positive business climate, amazing talent and just a completely different pace of life.

Vanessa Black: [00:19:50] So, one of the things that was really important to us. So, this, the pandemic, we keep talking about it, but when we realize just how well our team was working together, especially under these conditions, you saw probably some big names make similar announcements, but we said, “Look, if you want to leave the Bay Area and go set up shop someplace else, we support you. We want you to do the thing that works best for you and your family.” And so, I think, yes, be where you want to be.

Vanessa Black: [00:20:21] And I think that is going to become … we might be in a little bit of a downturn right now. I know Tanium is hiring like crazy, but when we get back to talking about that war for talent, which is kind of cliche, but we talk about it all the time, I think this is one of the things that is going to differentiate a forward thinking, progressive company from people who are following the model that has been disproven as essential. We don’t all need to be co-located. But I will say, some savings that we’ll have kind of inevitably on real estate, we’ll be reinvesting that in some really amazing in-person events, team-building experiences. And I think we’re all really looking forward to that.

Lee Kantor: [00:21:04] Right. I think I agree. I think that that’s the future is kind of we’re all leaning into this world is flat though. That means that people can be anywhere. And as long as they’re getting the job done, and you do mindfully kind of put in these initiatives that encourage getting together online or in real life, and create those events that are memorable, that’s what people are looking for. I mean, we hunger for in-person but it doesn’t have to be every day.

Vanessa Black: [00:21:32] Yeah, exactly, exactly.

Lee Kantor: [00:21:35] Well, congratulations on all the success. You mentioned the war on talent. So, you’re hiring, I would imagine, pretty aggressively.

Vanessa Black: [00:21:42] Oh, my gosh, we are.

Lee Kantor: [00:21:42] How do people get your attention? Like, what kind of skills are you looking for right now?

Vanessa Black: [00:21:48] So, here, I would love to give you a handful of things that we’re looking for, but I will say kind of just the top of the line, we look for people with with three main things – intelligence, integrity and passion. Those are the three big screens. Everything else, I mean, we hope that you have the experience. We hire based on job competencies, not just charisma. Can you whiz by a question? But really looking for behavioral examples of a time where you demonstrated some of these core competencies for our business, but it’s those three things – intelligence, integrity and passion.

Lee Kantor: [00:22:25] And Lee, we’re hiring right now. We’re hiring so much, and it’s making our collective head spin, but it’s sales and go-to market, partner development, channels and alliances, technical account management, software architects, technical writers, technical solutions engineers, technical sales engineers, cloud security engineer, software engineers. There are hundreds of roles, like I just mentioned. So, if anyone’s listening to this, and they’re interested, our careers page has everything there. And I should add, we’re already accepting applications for our summer 2021 internships. So, that’s something that we’re really pleased to be offering as well.

Lee Kantor: [00:23:02] Good stuff. Well, congratulations on all the success, Vanessa. And thank you for sharing your story today.

Vanessa Black: [00:23:08] That’s great. Thank you so much for having us today.

Lee Kantor: [00:23:10] Now, the website for the folks that want to get a hold of you or learn more about what’s out there at Tanium?

Vanessa Black: [00:23:18] Tanium.com.

Lee Kantor: [00:23:22] All right. Well, thank you again for sharing your story.

Vanessa Black: [00:23:24] Yeah, it was great talking with you.

Lee Kantor: [00:23:26] All right. This is Lee Kantor. We’ll see you all next time on Learning Insights. And remember, this show could not be done without the support of our sponsor, TrainingPros. Please support them, so we can continue to share these important stories.

Outro: [00:23:41] Thank you for listening. For more information about TrainingPros, visit their website at training-pros.com.

About Training Pros

Since TrainingPros was founded in 1997, they have been dedicated to helping their clients find the right consultant for their projects.

23 years later, they are proud to have helped hundreds of clients complete their projects and thousands of consultants find great assignments. Training Pros continues to focus on helping their clients and consultants as well as their community.

Follow Training Pros on LinkedIn, Facebook and Twitter.

Tagged With: tanium

Stacey DeWitt, CWK Network Inc., and Stephen Becker, Stephen Becker Automotive Group (ProfitSense with Bill McDermott, Episode 16)

December 10, 2020 by John Ray

Stephen Becker Automotive Group
North Fulton Studio
Stacey DeWitt, CWK Network Inc., and Stephen Becker, Stephen Becker Automotive Group (ProfitSense with Bill McDermott, Episode 16)
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Stacey DeWitt, CWK Network Inc., and Stephen Becker, Stephen Becker Automotive Group (ProfitSense with Bill McDermott, Episode 16)

Host Bill McDermott welcomes Stacey DeWitt, whose CWK Network uses stories which inspire and media that matters to engage and empower students, parents, and teachers. Bill also speaks with Stephen Becker of Stephen Becker Automotive Group, whose childhood passion for the business of collector cars has grown into a substantial enterprise and worldwide recognition as an authority in the industry. “ProfitSense with Bill McDermott” is produced and broadcast by the North Fulton Studio of Business RadioX® in Alpharetta.

Stacey DeWitt, CEO, CWK Network, Inc.

Stacey DeWitt, CWK Network, Inc.

Connect with Kids Network (CWK) is an educational media and technology company that connects communities through inspiring, real stories about the social and emotional issues that change lives. Through dynamic websites, we deliver engaging videos, evidence-based curricula, parent engagement programs, professional development resources, and the communications tools that educators and youth-centered organizations need to inspire positive social action and improve community culture.

CWK owns the nation’s largest non-fiction video library on social and emotional learning (SEL) and parent engagement that includes over 6000 hours of video and thousands of lesson plans, parent fact sheets, professional development materials, and more. Our topics include Attendance and Achievement, Bullying and Violence Prevention, College and Career Readiness, Culturally Responsive Education, Character and Life Skills, Drug and Alcohol Prevention, Digital Citizenship, and Health and Wellness.

Company website

Stephen Becker, President, Becker Automotive Group

Stephen Becker Automotive Group
Stephen Becker, Stephen Becker Automotive Group

Stephen Becker, CEO and President of Stephen Becker Automotive Group, has been an expert on collector cars for over 40 years. He is considered a world-leading authority on 1960s-era Shelby American automobiles, including Cobras, GT350s, and GT500s. His expertise extends into all makes and models of American and European collector cars. Becker was one of the youngest people to ever be selected as a finalist for the Ernst & Young/Inc. Magazine “Entrepreneur of the Year” in the early 1990s. His knowledge, reputation, and business ethics are the leading force of his company, offering an array of boutique services to compliment vehicles it buys and sells. Services include vehicle restoration and repairs, buying and selling services, and car auction services. Stephen Becker personally oversees each and every transaction and service and all work is completed in-house to ensure the highest quality.

Stephen Becker founded Planet Shelby Cobra in 2006 and operated the business until 2016. It was the top-selling dealer for vintage and continuation Shelby Cobras and Shelby Mustangs in the World.

Stephen Becker Automotive Group is a licensed and insured Georgia car dealer. Stephen Becker is also one of the very few hand-chosen members of the NADA advisory board for classic, antique, and muscle cars. Stephen Becker Automotive Group specializes in locating vehicles that are not known to the general public to be for sale.

A core function of the site is to provide a portal that will allow instant live inquiries and two-way, real-time discussions, direct with Stephen himself for car auction expertise, vehicle restoration services, vehicle inspections, valuations, advice, sales or just to “talk cars”.

“I have been lucky enough to work with some of the most passionate car enthusiasts, experts, and collectors for over four decades. Carroll Shelby was my business partner from 1977 until his passing in 2012 and he taught me the automobile business from the ground up. I offer this experience and network to the most discerning clients. The new website will provide a way to communicate who I am and how I can help car collectors worldwide,” adds Becker.

Company website

About “ProfitSense” and Your Host, Bill McDermott

Bill McDermott

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

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

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

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

Tagged With: Bill McDermott, collector cars, CWK Network, media company, ProfitSense, ProfitSense with Bill McDermott, Stacey DeWitt, Stephen Becker, Stephen Becker Automotive Group

Authentic Family – Highlighting Muscular Moving Men and Petsmart E3

December 10, 2020 by Karen

Authentic-Family-Highlighting-Muscular-Moving-Men-and-Petsmart-E3-feature
Phoenix Business Radio
Authentic Family - Highlighting Muscular Moving Men and Petsmart E3
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Authentic Family – Highlighting Muscular Moving Men and Petsmart E3

This was definitely a full house, but a fun show highlighting Muscular Moving Men & Storage, M3 Commercial Moving & Logistic, and PetSmart. This conversation highlights very different revenue generating companies that have one common focus- growing companies with a strong culture.

Whether founded in 1986 like Petsmart or 2008 like Muscular Moving Men, growing a company with a great internal culture can be imperative in company growth. The culture of these two companies helped them both succeed and continue to grow through the pandemic as well.

We wish the listeners could see the guests picking up their dogs to share with the camera, but the conversation (even without the dogs) is worth listening. Although puppies and kittens are of course a perk of Petsmart, there are other parts of the culture that Dani and Lauren discuss. Petsmart has continued to progress through the pandemic, support their staff through working from home, and continuing to have passion for people and pets.

Jennifer and Justin gave insight into the culture of Muscular Moving Men from the beginning and through the pandemic. They have been able to keep a strong family culture, continuing to support the staff through motivation, while keeping the customers accountable and safe as well. Both companies have growth plans for the future that also include doing good for the community as well.

LOGO-Muscular-Moving-Men-Storage

Founders Josh Jurhill and Justin Hodge started Muscular Moving Men to be leaders in the moving industry. Arizona natives, initially just local moving company, MMM added long distance moves, storage, commercial moving & storage and this year Junk Removal.

Over the last 12 years Muscular Moving Men & Storage has expanded and seen tremendous growth focusing on amazing company culture and advancement. The staff at MMM has grown with the company with most office members initially starting in the field. According to Justin Hodge Co-Founder, “Its important that our entire staff understand how a move works and how important it is we take care of our customers on moving day.”.

Fast forward to 2020 MMM has expanded into a 20,000sf warehouse, 20 trucks, a commercial & junk removal division and a staff of around 70 hard working and very talented individuals. The core values of the company have and always will be “Outstanding Service, competitive rates, Muscles for a Move Made Easy!”

Justin-HodgeJustin Hodge is a 2018 Phoenix Business Journal 40 Under 40 Inductee and graduate of the Walter Cronkite School at Arizona State University. He is an Arizona native and Co-Founder of Muscular Moving Men & Storage which opened their doors in 2008.

With sights set on nationwide expansion, Justin and his leadership team work to change the culture of the moving industry and stay in touch with the small business feel that made the company successful out of the gate. Justin is a Husband to an amazing wife and father of two beautiful kids.

Jennifer-Villalobos-Authentic-Family-Highlighting-Muscular-Moving-Men-and-Petsmart-E3Jennifer Villalobos is a first generation Latina who graduated graduated from the University of Arizona & received her MBA from the University of Phoenix.

Today, as an industry executive, Phoenix Business Journal 40 Under 40 recipient & board member of multiple non profits, and now VP of Marketing for Muscular Moving Men & Storage, Jennifer inspires others to achieve beyond boundaries, never forgetting to return gratitude to those who helped lay the foundation and being a role model to her community.

Follow Muscular Moving Men on LinkedIn, Facebook, Twitter and Instagram.

PetSmartLogoRGB

Founded in 1986, PetSmart, Inc. is the largest specialty pet retailer of services and solutions for the lifetime needs of pets. At PetSmart, we love pets, and we believe pets make us better people. Every day with every connection, PetSmart’s passionate associates help bring pet parents closer to their pets so they can live more fulfilled lives.

This vision impacts everything we do for our customers, the way we support our associates, and how we give back to our communities.
We operate approximately 1,650 pet stores in the United States, Canada and Puerto Rico as well as more than 200 in-store PetSmart PetsHotel dog and cat boarding facilities. PetSmart provides a broad range of competitively priced pet food and products and offers unique pet services including training, pet grooming, boarding, PetSmart Doggie Day Camp and in-store pet adoptions.

Expert veterinarian care is available in many of our stores, where Banfield Pet Hospital®, operates full-service pet hospitals. These in-store pet hospitals operate independently of PetSmart and employ veterinarians who provide a full range of health care and emergency services.

PetSmart, together with non-profits PetSmart Charities and PetSmart Charities of Canada, partners with nearly 4,000 animal welfare organizations to bring adoptable pets into stores so they have the best chance possible of finding a forever home. Through this in-store adoption program and other signature events, PetSmart has facilitated more than 9 million adoptions – more than any other brick-and-mortar organization.

Lauren-Givens-Authentic-Family-Highlighting-Muscular-Moving-Men-and-Petsmart-E3Lauren Givens is the Manager of Emerging Talent at PetSmart. Lauren has more than 9 years of progressive and strategic experience in learning, leadership and talent development, and talent acquisition. Lauren attended the University of Wisconsin – Milwaukee where she received both her BA and MA in Communication.

Lauren has worked for both for profit and not for profit retailers before she found herself at PetSmart. She is responsible for the end-to-end early career talent recruitment process that begins with development of the recruitment strategy, design and development of program content, execution of non-traditional recruitment strategies and new hire onboarding for early career talent. She is passionate about helping others see their potential and developing internal and external talent.

Dani-Kaufman-Authentic-Family-Highlighting-Muscular-Moving-Men-and-Petsmart-E3Dani Kaufman has been with PetSmart for 5 years and currently leads the employment brand and recruitment marketing team. She is passionate about PetSmart and loves to give others a peek into #lifeatpetsmart. She also loves being a dog mom to Ace and Gizmo.

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About Culture Crush

Culture Crush is officially relaunched! We are thankful to Debra Caron who launched and hosted the show originally. Culture Crush is back with a new host but the same focus- highlighting what makes a great company culture and how it affects the overall success of a company.CultaureCrushKindraBanner2

Culture is not just a tag word to be thrown around. It is not something you throw in job descriptions to draw people to applying for jobs within a company.

According to Marcus Buckingham and Ashely Goodall in their book Nine Lies About Work, “Culture is the tenants of how we behave. It’s like a family creed. This is how we operate and treat each other in the family.”

On this long form podcast we will highlight companies local to Arizona and beyond that are crushing it with great culture!

We will talk with company leaders to learn about real-life experiences, tips, and best practices for creating a healthy work environment where employees are finding joy and satisfaction in their work while also striving and growing within the company.

About the Host

ABHOUTHOSTHEADSHOTKindra Maples is your new host taking the lead on the relaunch of Culture Crush! She is spartan racer, past animal trainer, previous magician’s assistant, and has a weakness for Oreo cookie shakes. Her journey working with people actually started working with animals as a teenager (don’t worry we won’t go that far back for her bio).

She worked for over 15 years in the zoo industry working with animals and the public. Her passion of working with animals shifted into working with people in education, operations and leadership roles. From there her passion of leadership and helping people develop has continued to grow.

Then came the opportunity for relaunching the Culture Crush Podcast and she jumped on it. Leadership, growth, and strong company cultures are all areas that Kindra is interested in diving into further.

Shout Outs

We want to thank a few people for their behind the scenes effort in helping this relaunch to come to life. James Johnson with Tailored Penguin Media Company LLC.– It is a small, but powerful video production company with a goal to deliver the very best by articulating the vision of your brand in a visually creative way. Gordon Murray with Flash PhotoVideo, LLC. -Flash Gordon has been photographing since high school and evolving since then with new products that will equip, encourage, engage, and enable. Renee Blundon with Renee Blundon Design – She is not only one of the best free divers (that’s not how she helped with the podcast) but she is great with graphics design and taking the direction for the vision that you have while also adding creative ideas to bring to your vision to life.

These are just a few of the folks that supported the relaunch of the podcast. If you would like to be part of the Culture Crush team or would like to support underwriting the show- please reach out: culturecrushpodcast@gmail.com

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Decision Vision Episode 94: Should I Change My Corporate Culture? – An Interview with Christian Höferle, The Culture Mastery

December 3, 2020 by John Ray

Christian Höferle
Decision Vision
Decision Vision Episode 94: Should I Change My Corporate Culture? - An Interview with Christian Höferle, The Culture Mastery
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Decision Vision Episode 94: Should I Change my Corporate Culture? – An Interview with Christian Höferle, The Culture Mastery

Christian Höferle of The Culture Mastery asserts that if you’re asking yourself this question, the answer is probably yes. Christian joins host Mike Blake to discuss assessing corporate culture, creating cohesion with employees scattered globally, and much more. “Decision Vision” is presented by Brady Ware & Company.

Christian Höferle, Founder, The Culture Mastery

Christian Höferle is a cultural coach, trainer, and mentor for multinational organizations – or rather: for people who work globally. Based in Atlanta, he is German by passport, American by choice, Bavarian at heart, and people call him The Culture Guy. His passion is to help people discover commonality when they are overwhelmed by difference. His mission is to create peace by facilitating understanding, relating, and connecting. At the core of this purpose is culture. And as he helps people figure out this “thing” called culture, they’ll work at their peak and in peace with others.

Throughout his career, Christian has had the privilege of working with people from all over the world. With his company, The Culture Mastery, Christian and his team serve multinational organizations to achieve their goals in global markets.TCM does this via tailored coaching and training programs for expatriates as well as multicultural teams.

The Culture Mastery

The Culture Mastery assists clients with a variety of professional services targeted at improving international business success. They develop global leaders. They consult, train, and coach diverse management and leadership functions,  provide destination services, support expatriates on foreign assignment, and deliver tailored cultural training programs.

The Culture Mastery provides leadership development programs for the global business community. When companies struggle to adapt to the unique work cultures in foreign markets and when their managers fail to adjust to the norms and behaviors of these cultures, their global success is at risk and the companies stand to lose out on international growth opportunities.

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.

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®.

Visit Brady Ware & Company on social media:

LinkedIn:  https://www.linkedin.com/company/brady-ware/

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

Twitter: https://twitter.com/BradyWare

Instagram: https://www.instagram.com/bradywarecompany/

Show Transcript

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

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

Mike Blake: [00:00:41] 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 this podcast, please subscribe on your favorite podcast aggregator and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:08] So, today’s topic is, Should I change my corporate culture? And culture, it’s certainly something that people have talked about and continue to talk about. But I do think corporate cultures tend to become more important and are more tested in times like this. And as we’re recording this on November 19, 2020, just before Thanksgiving, but I think it will be published after Thanksgiving. But times like this stress a corporate culture.

Mike Blake: [00:01:48] And we’re in a time of extraordinary extreme crisis, not just from a company perspective, but almost everybody in the planet has something going on in their lives that they would rather not have going on. You know, maybe, I guess, if you’re in New Zealand, that’s different because they’ve successfully kind of eradicated and contained the virus. That’s the benefit of being a three hour flight to the nearest large mass of land. But for the rest of us, we are all in a persistent state of crisis on some level or another. And that persistent state of crisis varies in intensity depending on the week, the day, and the hour, frankly. And so, I think that, you know, people are looking to companies where Americans spend so much of their time to kind of make our lives easier. Not easier in an economic sense, not even easier in a spiritual sense, but are companies doing their part to enable their employees to thrive to the extent possible.

Mike Blake: [00:03:04] And there are limits, of course, to what companies can do and some people may or may not have realistic expectations. But a lot of this really boils down to culture. Now, the other fun part of this is that, a lot of companies – most companies, frankly – were humming along minding their own business when, all of a sudden, this virus appears on our shores. And within a couple of months, we’re all told to go home. And many of us are told, frankly, don’t come back or, at least, don’t hurry back. That’s certainly what, at least, our firm in Atlanta is doing. Our office is open but we’re not necessarily encouraging people to come back. Other offices are doing different things. Because different states have different scenarios and, frankly, different offices have different cultures. And we may talk a little bit about that today with our guest.

Mike Blake: [00:03:50] But, I think, that how companies react and how companies support their employees or don’t during this time of crisis can, at least, be partially drawn to corporate culture. And like it or not, this is just another thing that is on the to-do list of the business leader. And so, I hope you’ll find this topic as relevant and as engaging as I do, because I think you’re going to find some nuggets that you can implement right away. And I think you’re going to find some nuggets that, maybe, are long term but are going to make your company a stronger organization, a stronger organism, if you will, in the short term and the long term.

Mike Blake: [00:04:37] And joining us today is Christian Höferle, who is founder of The Culture Mastery. The Culture Mastery provides leadership development programs for the global business community. When companies struggle to adapt to the unique work cultures and foreign markets, and when their managers fail to adjust to the norms and behaviors of these cultures, their global success is at risk and the companies stand to lose out on international growth opportunities.

Mike Blake: [00:05:04] Christian Höferle is a cultural coach, trainer, and mentor for multinational organizations, or, rather, for people who work globally. Based in Atlanta, he is German by passport, American by choice, Bavarian at heart, and people call him The Culture Guy. His passion is to help people discover commonality when they’re overwhelmed by difference. His mission is to create peace by facilitating, understanding, relating, and connecting. At the core of this purpose is culture. And as he helps people figure out this thing called culture, they’ll work at their peak and in peace with others. Throughout his career, Christian has had the privilege of working with people from all over the world. With his company, The Culture Mastery, Christian and his team serve multinational organizations to achieve their goals in global markets. The Culture Mastery does this via tailored coaching and training programs for expatriates as well as multinational and multicultural teams. Christian, welcome to the program.

Christian Höferle : [00:06:01] Well, Mike, thank you for that beautiful introduction. Checks on the way. That was beautiful how you introduced me. I almost didn’t recognize myself. And thank you for having me on your program. I’m honored to be here.

Mike Blake: [00:06:18] So, you know, let’s dive right into it. And when we talk about a company culture, what is that? And you’re, I think, unusually qualified to answer this question from an interesting perspective, because most of us understand what an ethnic culture, what a national culture is. But, maybe, a company culture may be somewhat elusive. So, how do you define that?

Christian Höferle : [00:06:45] Well, it’s an excellent question. It’s also a tough question. And I also want to include the question you asked at the very beginning, do I need to change my culture? If you’re asking yourself that question, then the answer is probably yes. If that question comes up, then that might be an indicator. What is company culture? Well, let’s start with what is culture in general. Culture is the norms and appropriate behaviors that a group of people agree on. That’s one definition. There’s many other definitions. I think when you and I talked in our discovery call, Mike, you said, culture is the the worst behavior leadership is willing to tolerate. That might be a great definition for a corporate culture.

Christian Höferle : [00:07:41] And I like the way that you used the word organism for a group of people or for a group that works along a common goal or towards a common purpose. So, if we make that analogy that a company with a group of people, with employees who work in that company as an organism, then culture is the operating system of that organism. The organism itself, the bodies, the building, the structure, that’s the hardware. The culture is the operating system. And on that operating system, we run different applications. We run the application of language. Right now, the application is English. My operating system happens to be German. So, English is not a native app. It was installed after the fact then I had to do some adjustment to get the glitches out. Sometimes it still glitches. So, if I switch back into a German accent, that’s when that happen.

Mike Blake: [00:08:44] I really love that and you nailed it. As, you know, for somebody who is, himself, a technology geek and a hardware geek, I love that. I love that definition of a culture kind of being the operating system. And that can almost be a podcast in it of itself. I don’t want to get into it too deeply here because we can really put the togas on and go philosophical. Maybe that’ll be a different podcast.

Mike Blake: [00:09:17] But that operating system, let me seize upon that. Who writes the operating system, right? Is it like Linux, which is kind of crowdsource? Or, is it an Apple that has their own very captive people and they write their own operating system? Is it open source? Is it proprietary? Is it something entirely different?

Christian Höferle : [00:09:38] That is a beautiful spinning of that yarn. I never thought of that. But you’re perfectly right. I think, that’s what sets different cultures apart. So, let me preface this with a little bit of a sidebar. We all, whether we are American, German, from Mars or Venus, it doesn’t really matter, we all are part of more than one culture. Most people would think of culture as being part of their ethnic or passport culture. That is one level of culture. There are many layers to that onion, and corporate culture is one of them. The organization which you work the organism that you’re part of, that is also one of the cultural baskets you belong to. And I would argue that ethnic cultures, or national cultures, or maybe cultures around a common language, they tend to be probably more Linux style crowdsource because they evolve over time via the input of every single individual or subgroups within the larger group.

Christian Höferle : [00:10:44] And corporate culture, the way we view it in corporate America or in, let’s say, the “Western World or Corporate Western World” is something, nowadays, that we see as intentional culture or by design. If a company approaches organizational culture that way, then they give it an attention, they create something. And that then, probably, fit more with the Microsoft or Apple version of an operating system. That is not created by the crowd, but created by some higher power by leadership who says these are the parameters that we want.

Mike Blake: [00:11:24] So, you know, within this conversation or this topic of a corporate culture, are cultures like snowflakes and that there are no two cultures that are exactly alike? Or, can there be a helpful construct to categorize cultures that, you know, almost like personalities, right? If individuals can have personalities that are classified, whether it’s Myers-Briggs or something else, can cultures be classified that way, too, to make it easier to get a handle on what they look like, how they differentiate, what their relative strengths and weaknesses are? Or, do you truly have to treat each and every one of them ad hoc and evaluate and analyze them purely in a vacuum on their standalone characteristics?

Christian Höferle : [00:12:18] I think the answer is somewhere in between. And I want to address the choice of words. Snowflake in American English has somehow gotten a bad rep over the last couple of years, so I’m not sure.

Mike Blake: [00:12:31] Yeah. I understand what you’re saying, but I’m going to reject that because I come from the north and, although, I moved to the south, I do not miss snow at all. I do like a good snowflake.

Christian Höferle : [00:12:43] Oh, yeah.

Mike Blake: [00:12:44] I’m going to defend the snowflake here.

Christian Höferle : [00:12:46] Oh, thank you for doing that because I actually miss the snowflakes. I, too, live in the southeastern part of the United States and I grew up close to the mountains in Germany, so I miss the mountains and the snow covered slopes to go skiing. So, yeah, I agree. I just want to, tongue in cheek, make sure that we don’t put culture and the popular culture interpretation of the word in the same basket.

Mike Blake: [00:13:11] Fair enough.

Christian Höferle : [00:13:11] So, the answer – how do we categorize cultures – yes, it can be or often, ideally, there should be a portion of analysis happening in a vacuum without preconceived notions. However, there are certain measurement units that we use in our work. So, we use, as you already said, personality profiling tools, whether it be Myers-Briggs or some use DISC. In our organization, we’re pretty fond of the B.A.N.K Codebreaker system. They typically break down into four prototypes of personalities. And most people are a certain mix of these different prototypes to certain degrees. And there’s many overlaps in these personality profiling tools and some serve different purposes. So, I don’t want to give preference to any.

Christian Höferle : [00:14:03] And on the other hand, human behavior can be explained by their cultural disposition or by their cultural wiring. And the tools that we use in our company, we use two tools. One is called GlobeSmart Profile and the other one is called Country Navigator, which the name is, I think, a bit inelegant because it refers to culture by country, which is often a misleading concept. But these tools and there’s many others out there, so I don’t want to ignore the others out there. They’re probably really good too. So, this is not a marketing program about which tool to use. What these tools have in common is, they compare cultures along, what we call in the field, cultural dimensions. And these are polar opposites of human behavior. So, you would have one dimension is the status dimension. Is a culture more hierarchically structured or is it more egalitarian? So, those would be the two opposite poles. And an individual may fall somewhere in between those two poles from one to ten, as well as a whole group of people.

Christian Höferle : [00:15:14] So, if you look at an organization, is an organization more hierarchically structured? Let’s say, military, armed forces, any type of law enforcement, tends to be quite hierarchical. And then, you look at – I don’t know – Airbnb, Zappos, or a lot of startups that are often fairly egalitarian and status is only rewarded on merit, if at all. So, we can measure along those dimensions. So, there’s the hierarchy. Status dimension is a culture more relationship or task focused. Do they communicate more directly or indirectly? Are they focused more on the individual or more in the group? So, there’s a variety of tools that we use.

Mike Blake: [00:16:04] Now, I think we have a handle on kind of how culture is defined. I’m going to ask this question on behalf of old Gen Xers, like me, and even boomers. Why should we care about company culture? Why are people talking about this? And what happened to just keep your head down, work hard, and let the chips fall where they may? You know, what is company culture and why has there been a movement now to, frankly, care about it?

Christian Höferle : [00:16:30] Well, aren’t there still enough companies out there who operate that way in a more authoritarian or more instructive way? That means also with hierarchies, there is a clear defined leadership structure. There is a clearly defined cascade of power, influence, authority, and we operate along those lines. I think there’s still plenty of companies who work that way, and they may be very successful in doing so. And I’m not going to say this is right or wrong, the keep your head down and plow through it. For some organizations, this works really well. Others chose a different path and they were successful in a different way.

Christian Höferle : [00:16:30] So, I really would refrain from judging cultures. I don’t think a culture per se is wrong. A culture simply is. And as an organization, you can ask yourself, are we getting the results that we want? And if not, is it possible that our organizational culture has something to do with it? Then, let’s talk about that. If your results are within your goal setting, if you’re happy with them, then I would argue your culture might be healthy.

Mike Blake: [00:17:55] I think that’s a really fascinating point. I did not expect to hear that answer from you. And, again, I’m not judging the answer, but I did not expect an answer that suggests that a culture in it of itself is not necessarily good or bad. Again, going back to your example, it doesn’t necessarily mean that an operating system is good or bad. It just means that one operating system, Windows versus Linux versus Symbian versus Mac OS or iOS, just happens to fit your workflows better.

Christian Höferle : [00:18:31] Well, here’s the thing where the good and bad becomes an issue for an organization. As I said earlier, we are humans. And as humans, we are not only part of one culture. Since we are members of many different groups, these groups evolve over time and over the generations. So, I’m a fellow Xer and I’ve seen millennials and Zs come up in the workplace and they’re influenced by different things, by different other groups than I was. My subgroups that I belonged to outside of work or before I even entered the work space was my friends at school, there was my family. Maybe if I was religious, then there was the faith group to which I belonged. Then, I played in a sports club, so there was soccer and there was volleyball. Then, there were the extended friends and family and their offspring and their friends. And I could go on and on. There are many different circles of people, many different subcultures to which I belonged.

Christian Höferle : [00:19:34] And I see that my kids or that millennials that I’ve met over the course of the years, their subgroups, their subcultures, to which they belong are often significantly different from mine. So, the influences that we get from these different cultural groups to which we belong, they also affect how we want to work, how we want to treat others at work, how we want to be treated, and how we want to have our work organized, or organize it for ourselves. Macroeconomic changes affect that. We’re now living in this year, 2020, that, in hindsight, will be marvelous, I hope. That is changing the way we work. That’s outside influence that affects the culture. So, every organization has to respond to that because a company does not work in a vacuum. A company is the sum total of its employees, and these employees have different cultural imprints and they change. They change from decade to decade or maybe even quicker. So, how do I respond then as an organization to the cultural changes my employees are undergoing? That’s the critical question.

Mike Blake: [00:20:52] Okay. That’s interesting. I’m going to have to think on my field a little bit here because I need to reframe this conversation from a good or bad culture. And, instead, let’s talk about this, what are common symptoms that might lead one to examine whether or not the company has a culture of sustaining or promoting a culture that is consistent with their objectives? So, what are the symptoms that something may need to be changed sort of in the cultural kernel of the operating system?

Christian Höferle : [00:21:33] I think some symptoms are high churn rate. So, if you’re losing a lot of employees, if you’re continuing to rehire for positions because you cannot hold onto your employees, that is, I think, a red flag. Also, disengagement. However you want to measure it, I think, engagement levels in an organization are critical indicators. Do my employees engage with each other, and with leadership, and across departments in a way that leadership would like to see? Again, that depends on what the leadership wants. But some cultures, national cultures, ethnic cultures, do not want any engagement beyond the silos in which the people work. In other national cultures, it is highly encouraged. And it also depends on the industry. But engagement defined by the KPIs that the company wants. So, if engagement is low, if you can measure that or if it’s only anecdotal, then that is something you want to look into as, are we really being with each other the way is most productive for us?

Mike Blake: [00:22:49] You know, a thing that strikes me about culture – and maybe this gets back to the personality analytical tools that we’ve discussed – is there something akin to a Myers-Briggs or a DISC that helps somebody like you, maybe, analyze a corporate culture so you can understand kind of what it is and and what it is not? Are there frameworks out there that help you do that diagnostic? Or, is it still you just sort of have to kind of be an expert and you go in and just sort of caught like you see it?

Christian Höferle : [00:23:23] No. The tools that I mentioned earlier, they can be used for that. Especially, GlobeSmart is a tool that we use with groups quite a bit. So, we use it with the individuals and then we create departmental cultural profiles, let’s say, here’s R&D, here sales, here’s H.R. These tools exist. And I’m only naming the ones that we use frequently because those are the ones that I have best experience with. But there’s a handful of them out there. Global Competency Inventory, GCI, is also quite good for that when we talk about international cultural connects or disconnects. And there is a variety, like ICI, IDI, the whole aesthetic concept is still around, which has its pros and cons. There’s a bunch of them out there that are being used for that very purpose.

Mike Blake: [00:24:17] So, let’s then kind of take a hypothetical situation that we diagnose a company culture somehow. And we’ve been prompted to do that because we have discovered that, you know, our churn of employees, particularly the ones who you most value, is higher than we think it ought to be. And our employee engagement is not in the place where we like it to be, but we’d like to have them get engaged with employees. What are most often the root causes of that disconnect taking place?

Christian Höferle : [00:24:58] In my experience, and that is really a limited view that I’m taking because I haven’t worked with every situation yet in the corporate world, but in my experience, it is often a trust question. How much trust is there within the team? How much do leadership trust their people? Do they follow this Apple, Steve Jobs ideal of I hire the best people and let them go to work because they’re smarter than me? Or, do I, as a leader, want to be the smartest person in the organization to surround myself with yes people? That can affect trust. So, is there enough trust is one question.

Christian Höferle : [00:25:46] The other one is, how do we handle feedback within the team? That is something that is affected by these cultural dimensions that I mentioned earlier. Is there a criticizing down approach? Is there, “Hey, you did this wrong, we need to do it again”? Or, is there a coaching up approach, where leadership encourages their people to grow and to get better? So, that is an aspect that can lead to higher churn if that’s not done well. I think compensation is always a question.

Christian Höferle : [00:26:26] In a COVID year, safety protocols and how they are enforced and implemented is a question. I had one client – actually, two clients this year. One client left their employer, even though it was uncertain for him to find immediate new position. But he left the employer because he felt that they were not treating the health threat properly. And he was tested positive several times and they asked him to come back to the office, which was really interesting to hear that. And this first example was more of a midsize organization here in Georgia, in the U.S.

Christian Höferle : [00:27:04] The other one is a global organization with their U.S. base in Texas. And they’re head of their financing group did not want his team to come back to the office after the first lockdown. And headquarters said, “No. You’re bringing people back.” And he said, “Well, we’ve proven that we work remotely from home or from wherever and work gets done, so why put people at risk?” And the company didn’t budge. And he, despite his better judgment, had to bring his people back into the building. So, these things can affect longevity of a team or cohesion on a team. I don’t know, we could go on and on. There’s multiple factors that play into this.

Mike Blake: [00:27:53] So, I infer from your examples here that leadership – and maybe I’ll put the target or the bullseye or the the crosshairs right on the CEO – it sounds like that if there are problematic – boy, it’s so hard not to talk about culture in terms of good or bad. You really messed me up here. If there are problematic elements to a corporate culture that are producing unintended and undesired business outcomes, I infer from what you’re saying that it, more often than not, starts with the top leadership because they’re making decisions that then contribute to these things. Am I on base there or is there something else going on that we need to know about?

Christian Höferle : [00:28:47] I would not challenge your statement. However, I also believe that, depending on the size of a company and the maturity of an organization, culture can change from the grassroots up. Because in certain departments, they begin practicing behaviors that go unnoticed or go unchecked or unedited, so to say, and they go on and on for years. One of my clients, they have this happen in one department that they found out years later that this was what this group or this department have been doing, and nobody ever noticed it or nobody ever cared to look deeper into it. And at some point, it did not align with corporate values anymore. So, it’s both top-down and bottom-up. I think it goes into both directions.

Christian Höferle : [00:29:37] And as you assess culture from the outside, it’s important to look at how does leadership define culture and how do the foot soldiers define it and how does it get created. So, yes, you can be an organization with a top-down cultural footprint that is designed with intention. Does it get lived in the day to day? I don’t know. It depends on how you enforce it.

Christian Höferle : [00:30:05] There is a book by Blair Singer, it’s called Team Code of Honor, that I really like. And code of honor may sound a little bit like Navy SEALs and military. However, code of honor means this is the constitution that we give ourselves as an organization. These are the rules to which we all agree. This is the work contract that you sign when you come in here. These are the behaviors that are rewarded. These are the behaviors that are sanctioned. So, if you agree to this code of honor, then you’re going to be a good fit here. Or if you don’t agree with it, you may have good reasons to help us modify the code of honor. And if a majority is on board with that, let’s do that. However, once a group agrees to common behaviors, if they’re not enforced, then your culture is wobbly. It’s not lived. It’s a wall tattoo with motivational quotes that we do this here. If the picture on the wall says that, but the people don’t do it, then you don’t have a culture. You have a phantom of that.

Mike Blake: [00:31:13] Yeah. I’m a bad person with those pictures on the walls. You’re probably familiar with Successories, and there’s an antithesis to that called despair.com. And they’re the ones that basically take the Successories type of pictures and instead put something entirely cynical on them. In fact, I have one on my desk called Tradition. It shows a picture of the running of the bulls. And it says, “Just because it’s always been done this way it doesn’t mean it’s not incredibly stupid.” I thought they were [inaudible] who like to run away from bulls. But I am really bad with those pictures on the walls.

Christian Höferle : [00:31:59] We had this issue this year with a client and we’re still working with them. It started in February, right before COVID really hit. It’s a medical device manufacturer with the global presence. They make big machines. Like, their cheapest product is, like, $8 million. And they make these radiation guns to kill cancer cells. Quite fascinating company. And they decided to in-house or insource their I.T. support team in India. And they’ve been outsourcing that for years with mixed results. And the corporate decision was made, “We’re going to hire people. We’re going to give them the t-shirt with our logo on it. And they’re going to be on our payroll. And we’re going to have a building and it’s going to be ours. Because we’re done with this here and there supplier taking care of our I.T. support, which may kill people if you don’t get that system to work. And the laser gun or the radiation gun doesn’t kill the cancer cell, but the brain cell next to it, then we’re in trouble.”

Christian Höferle : [00:32:58] So, what they found was that we have a corporate culture and these are our corporate ideals and values. And it turned out that the brothers and sisters in India, and in Hungary, and in Switzerland, and Australia, and in Singapore didn’t quite gel with what Silicon Valley had to say. So, during this year with I don’t know how many live in-classroom trainings before COVID hit and then a bunch of virtual sessions, they came to the agreement that it would be best to bottoms up crowdsource a common code of excellence for their organization. And leadership took a sidestep and said, “Okay. Let them develop this, because this is what we can do better. This is how we’ve hired people because we wanted this change. We wanted to bring them the India people. And so, now, we need to find a common ground between people in the US, Europe, and India.” Those were the three big poles or big baskets of their workforce. And, so far, it’s been working great. To see that happening, how such a diverse group of people of more than 200 I.T. support staff are pulling together to create something that wasn’t in place before and is, to a certain degree, in contradiction to what the corporate values originally were. They’re doing away with these wall tattoos.

Mike Blake: [00:34:23] I’m going to branch off a little bit because I’m curious if you have ever seen a movie called Gung Ho.

Christian Höferle : [00:34:31] I don’t think I have.

Mike Blake: [00:34:33] It is a fascinating movie. And I don’t watch a lot of movies. And the ones I watch are not particularly intellectual. I’m just going to put this out there right now. I’m not a European film guy that watches a Finnish love story with subtitles or something. But there is this one film or movie I remember seeing. The movie is called Gung Ho and it starred Michael Keaton. I think it’s before he was in Batman or right about the same time. And it was done in the ’80s, and back in the ’80s in the United States, we were afraid of two things. We were afraid of communists and we were afraid of the Japanese that they were going to literally take over everything in America. They were killing us in electronics. They were destroying us in automobiles. And they are proceeding to buy up lots of iconic American real estate. I think they bought Rockefeller Center that became Nissan Plaza for a while, if I’m not mistaken.

Mike Blake: [00:35:34] So, anyway, the story is about a Japanese or an American car factory in Detroit that is taken over by a Japanese company. And walks through some really interesting scenes about how the Japanese adapt to the American culture that they’ve acquired and how the Americans adapt to the Japanese culture. And given what you do for a living, I think, one, since you’re such an expert, you’ll probably find 19 things wrong with it. But, nevertheless, I think you may find some nuggets you’d find stimulating.

Christian Höferle : [00:36:09] I will have to watch that because it reminds me of this documentary that was released on Netflix, I believe, last year called American Factory, which looks at a similar plot from a documentary angle. A Chinese company coming into rural Ohio, I believe, and buying a dormant factory and rebuilding it. And the culture clashes between the Chinese and the workforce there in Ohio. It’s flabbergasting. I think the fear of the Japanese in the ’80s has morphed to the fear of the Chinese in the 2000s, right?

Mike Blake: [00:36:42] Not a doubt.

Christian Höferle : [00:36:43] And I remember, because when you said this in the 80s, I totally remember that, because the first time I came to the United States was in 1988. I was a foreign exchange student from Germany. I was 17 years old. So, now you can all do the math and date me. And I came to northwestern Minnesota. So, for those of you who watched another movie called Fargo, then you know exactly where I spent the year 1988. And, by the way, that movie had 19 things correct and maybe one thing off. So, it was spot on as to how people in northwestern Minnesota or the Dakotas behave.

Christian Höferle : [00:37:22] So, I was there with a host family who claimed or rightfully claimed German descent. I guess that’s why they picked me as their foreign exchange student. And the old guy, the grandpa in that family – rural farming family right out there in the flat land of the Great Plains – Lawrence, I remember him. Lawrence, he was in his late 70s when I arrived there and and he was yanking my chain constantly. He was really trying to push my buttons. Instead of to include me into the family, he wanted to see how far he can push the young kraut. And he would say things like, “Well, back in the ’40s, our people kicked your people’s butts and we really kicked the Nazis out of here.” So, he was trying to do all that. And, for me as a child of the ’70s and ’80s, I was like, “Okay. Old man, just bring it. This is your land and I’m okay with that.” And, by the way, I told him, “Our country is really happy that you came kick the Nazi’s ass because we probably still will live under their rules. So, thanks for doing that. And, also, how do you like our cars?” And that typically shut him up. So, the fear of Japanese cars and, maybe, the respect of German cars was palpable in the ’80s.

Mike Blake: [00:38:42] I think that’s right. So, now, I want to hearken back to something you touched upon before that little sidecar, because I think this is really important. It sounds like you have a belief that, you know, if here is a belief or a diagnosis that a company culture is not, for lack of a better term, just sort of working. You know, I’m really struggling with saying good versus bad, but it’s just not working the way that it ought to. You don’t necessarily have to be the CEO to change it. That it is indeed possible to have sort of a bottom up change. If you’re listening to this right now and you’re not the CEO, maybe you’re not even that close to being the CEO, maybe you’re a vice-president or you’re a controller or you’re a director some place, there potentially is hope that you can, in fact, change the culture from below or from the side, not necessarily from the top. Am I reading you correctly?

Christian Höferle : [00:39:40] Well, there is a chance to do it from the side. You simply have to have agency in the organization. If you have a position of influence – I’m not saying authority, but influence – that can help do that.

Mike Blake: [00:39:54] You know, and I wonder, too, sometimes leading by example can be helpful. And I think I’d like you to comment on this. I think that companies even can have sort of mini- enclaves, if you will, where, if a culture throughout a company may be somewhat dysfunctional or not productive, there may very well be business units or squads or teams that are, in fact, quite effective and quite positive. And in that respect, maybe they can then serve as an example. Enough people kind of see and say, “Hey, why aren’t we like that?” And maybe change comes that way. Is that a possibility or am I being my typical idealistic self?

Christian Höferle : [00:40:46] Well, I think idealism is a great start, because unless we have a vision that we want to have, then what are we doing it for? Maybe this is not the answer to your question, but I think if an organization allows culture to happen then you’re in trouble. I think culture will happen in it by itself just by letting people be with each other, and the chips will fall as they may. And they may not fall the way that serves the organizations. So, I think there needs to be some type of intentionality in an organization.

Christian Höferle : [00:41:28] And if it’s true what we both think, apparently, that having some ideals around this is helpful, then leadership needs to be involved to a certain degree. Either they do it themselves. They steer that culture change or that culture design, it doesn’t have to be change. Or they give agency an authority to different players in the group and say, “Hey, you guys take this. Make this your project and you have our backing.” I think, in any type of change needs to have backup. It has to have – I can’t think of a better word than agency.

Mike Blake: [00:42:10] We’re speaking with Christian Höferle of The Culture Mastery. And the question is, Should I change my company culture? We don’t have a whole lot of time, but there’s still some more ground I want to make sure that we can cover here. And one is, you know, is there a way kind of to track company culture, to keep tabs on us so that you have sort of, I guess, early warning systems, if you will, that maybe culture is starting to go in a direction that you don’t want it to so that, you know, just as they say, an ounce of prevention is worth a pound of cure. You can be more in maintenance and preventative mode as opposed to crisis reaction mode.

Christian Höferle : [00:42:55] That’s a good question. I’m not sure I have the answer. Maybe there is an answer to that. I would argue, too much maintenance or culture control in an organization can backfire because it can be viewed by the employees, by the teams, as micromanagement and supervision. This year brought out a term that I truly not like. This term of cancel culture, where we question every behavior that has been okay for a long time, whether it was good or bad, but it has been in place. The group accepted it. And, now, we have some flags going up and we throw the baby out with the bathwater. If that behavior happens in an organization, I would suspect that’s not a good thing.

Christian Höferle : [00:43:52] However, there are certain behavioral traits of an organization that do not stand the test of time. Maybe overly authoritarian leadership. Or in the United States, we’ve seen a lot of conversations around race, ethnicity, and equality in an organization, how race and ethnicity and identity can be brought into the workspace without repercussions or without being a detriment to the team member. If those structures of systemic racism is being thrown out, then I would argue that will make the company better. It will make it more productive and you will have more cohesion.

Christian Höferle : [00:44:39] However, if you’re going to keep tabs on corporate culture as a continuous practice, to me, that sounds almost like 1984 policing. Like a police state, Big Brother is watching you complete control. Maybe I misunderstood your question, but that’s how it feels to me. If we’re going to talk about cultural maintenance in an organization as an ongoing thing, I would be a bit wary of that.

Mike Blake: [00:45:10] Well, I’m sure that you did understand that. And what that says to me is it highlights the challenges then of maintaining this corporate culture. And, in fact, thinking of the firm in the terms of an organism. And I think I see where you’re headed, there are still companies that want to sort of be everything. You know, I did some projects years ago for Coca-Cola here in Atlanta. And, you know, this wasn’t that long ago. I strongly suspect it’s still the same way. You know, everybody’s office is full of red and white and swag that carries the polar bears with Coca-Cola on it and Santa Claus and everything else. And I remember I had dared to go out and I came back with Taco Bell, which at that time, I think, was owned by Pepsi Cola. And you would have thought that I had streets naked across the compound. I mean, I basically was sent back to my car to eat it. So, I learned that I was not going to do that again.

Christian Höferle : [00:46:31] Well, and if the majority of the people at Coke want that to be the behavior, then that’s what they agree on. You may have not liked it because you came in as an outsider. If they agree to it, then that’s their culture, right? I might not feel happy there. You might not feel happy there. Because it’s drowning out everything else that’s not red and white and Coke. But if it works for them, why would I be the judge?

Mike Blake: [00:46:55] Well, I think – go ahead.

Christian Höferle : [00:46:57] I think a company is only a company, a business is only a business, if it solves somebody else’s problems. So, that is always the main purpose of a business. Somebody has an issue that they need resolved with a product, a widget, a service, an idea. and a business will solve that. And as long as everybody in the business works towards that goal, I think that is what every company should think about first, are we solving our customers problems? This is the how outside. This is the what outside. How we do it internally is something that the internal people need to decide how they want to do that, how they stay competitive. And then, I’m going to go full Simon Sinek on you, everybody in the organization needs to know why they’re doing that, why they’re here, why is that important to them to solve the customer’s problem?

Christian Höferle : [00:47:52] If you’re there because you love Coca-Cola and red and white are your colors and you can’t get enough of Santa with the sticky, brown, effervescent liquid, then awesome. You’re there for the right purpose. If that’s not who you are, maybe you’re in the wrong culture. You won’t be able to change Coke with a mindset that doesn’t apply to the problem solving, so to say.

Mike Blake: [00:48:15] Well, now you ended it. Now, you went and mentioned the name of the informal spiritual leader of the Decision Vision podcast, which is Simon Sinek. He does not know this, by the way.

Christian Höferle : [00:48:27] We should tell him.

Mike Blake: [00:48:28] You know, if I could, I would. It is on my bucket list to get him on this podcast someway, somehow. And, really, again, the side conversation goes back and drives home what you said earlier, it’s not about having a bad or a good corporate culture. If that culture works to them, you know, you’re right, I’m not going to judge. Just like when I lived in Russia, they have certain customs. One of them, for example, you don’t give an even number of flowers to somebody unless it’s at a funeral.

Christian Höferle : [00:49:03] The same in Germany.

Mike Blake: [00:49:03] A dozen roses there is a different discussion than it is here. And I don’t judge that. It just means if I buy a dozen roses, but my intent is to greet somebody because they’re having me over for dinner, I’ll take one of the roses and throw it away or give it to somebody so that it’s an odd number. But, you know, whatever culture works for them. That’s a nice way to kind of circle back to that in a practical way.

Mike Blake: [00:49:30] All right. We’re running over time, but I hope you have a couple more minutes because, one, it’s not just an elephant in the room. It is the room that I’ve got to get here on digital recording tape here. So, the question is so big, you want to have it written down. I don’t think I have it written down correctly. How is addressing the coronavirus pandemic forcing companies to re-evaluate or reassess or morph their culture? Or, is it morphing culture, whether companies like it or not? Is this going to cause a mutation? How is culture now kind of interacting with this global pandemic that has upended the way we work for millions, if not billions, of people?

Christian Höferle : [00:50:32] Well, I don’t have the crystal ball. However, what I see so far is a metric that I mentioned earlier, trust. Organizations are learning to trust their people more than they used to before. Because there is not the permanent control over what the employee is doing as their warm body moves around or sits at the desk in the building. For a lot of business models, it is not necessary for companies to have their people in the same building. So, for those companies that recognize that now this work from home or work from — extending more trust. And as they are producing results that are similar to the ones before COVID, they’re recognizing that our people can be trusted. So, I think this will actually enhance the cohesion. This will increase or lower the churn rate. This will make employees stay longer because they feel trusted, that they feel seen, heard, and acknowledged.

Christian Höferle : [00:51:34] Now, there are other businesses, other organizational types, or business models where we do need the people in the field or in the building or we need to have them leave their house. And that also comes with trust because any organization and their clients need to be able to trust the employees that they take the virus seriously, that they are being tested, that they are taking the precautions not only at work, that they’re wearing their PPEs at work, but that they are also reducing their social contacts outside of work.

Christian Höferle : [00:52:07] It’s easy to to ask somebody to come to work with the hazmat gear on if they’re having corona parties with 25 of their friends at home. So, that also means I need to trust my people. And I’m not sure if we, as a society, – when I say we, I mean here in the U.S. – if we have succeeded yet in maintaining our trust levels in the public space or in the corporate space, because the jury is still out, I think. I don’t know often can I trust this person at that office to be safe or am I trustworthy enough to them as somebody entering their space? I think trust will be one of the major critical factors in how we are with each other, whether it’s at work or outside of work.

Mike Blake: [00:53:01] Fantastic answer, because I think there’s so much you can build off of that. And maybe if there’s even one takeaway, if you’re thinking about coronavirus, you’re thinking about how it’s impacting culture. You’re right, the big pressure point at the end of the day is trust. And companies, like it or not, are having to trust their employees and employees having to trust bosses on a level they just have not before and it’s exposed some vulnerabilities. And, as a sidebar, you know, there are companies now that are trying to install spyware just to monitor their employee’s activity, basically.

Mike Blake: [00:53:46] I’m just going to put this out on the public record, if Brady Ware ever does that, I’m out. I would not subject myself to that. And, look, it’s never been a conversation as far as I know. But I feel that strongly that I would not be subject to it and I would not enforce, I would not lead employees to be in that. Boy, I’m trying so hard not to be judgmental, you know.

Christian Höferle : [00:54:14] But it’s funny that you’re saying it –

Mike Blake: [00:54:15] It’s not the culture I’d be in.

Christian Höferle : [00:54:15] It’s funny that you say this, because outside of work, we’ve long accepted to be monitored that way. We all use Google. We all have smartphones. And the NSA is tracking it anyway. I’m being super fatalistic here.

Mike Blake: [00:54:28] But we’re not being monitored in a way where there’s a direct consequence. Let’s take a very extreme example, if I decide on my tablet, I’m going to go to a pornography website. Google knows that and Apple knows that through Safari or whoever. They know that, right? But that’s still an exercise that the next day – you know, unless my wife finds out or somebody else finds out – there isn’t going to be some police that’s going to show up at my door and expose that and shame me publicly or somehow deprive me of my way of making a living. As opposed to, at the workplace where, you know, presumably somebody is going to say, “Hey, you know, according to our records, you only worked seven hours and 48 minutes yesterday. What’s the deal?”

Mike Blake: [00:55:32] I think your point is well taken. We have made our peace of being tracked and I don’t care. Look, if you want to track my daily stuff – and I’ve been tracked by the KGB when I was in Belarus – you’re just going to be really bored. And that’s fine. But, you know, when it gets into that sort of Big Brother, where you have to be accountable for how you spend every minute of your time in a workday, that, to me, borders on evil.

Christian Höferle : [00:56:05] And I know we’re going over time here. But I agree with you that would be evil. However, let’s compare cultural regions in the world and how they address corona. In our Western world, where our individual rights and our civilian rights are so important to each and every member of U.S. society and other Western societies, there was a lot of pushback to any type of government authority trying to regulate allies in order to stop spread the virus. In other more collectivist societies, two examples that I could think of were South Korea and Taiwan, where a group interest trumps individual interest. The society overall was quite comfortable being tracked with the personality tracker on their phone. I think they force downloaded it through the carrier on people’s phones. And if you left the house during lockdown, somebody came to your door and checked on you. So, this is quite Big Brother and George-Orwellian and quite intrusive. However, in those societies, the acceptance for these measures goes higher than it would be in Western societies. And I don’t want to root for that. I don’t want to endorse that. However, I think the results of containing the virus in Korea and Taiwan are a bit better than they are in Europe and North America.

Mike Blake: [00:57:35] Well, that’s true. I mean, you can’t argue with the results. And I guess, yeah, you’re talking about the track and trace kind of programs. You know, and they do seem to be effective. And I don’t use this platform to make any kind of political or social statements, but I will say this, that, I recognize that there is a trade off. Most likely there’s a trade off between what level of individual freedom that we are willing to pay, if you will, in exchange for, at least, a promised level of health security. And each society is deciding the price that there’s a different utility function. Now, I get my economist geek hat on. There’s a different utility function for each society. And what we’ve discovered in the United States, I think, more than any other industrialized democracy, is that, we have two different utility functions. And those are proving very difficult, if not nearly impossible to reconcile.

Christian Höferle : [00:58:48] I would agree.

Mike Blake: [00:58:51] Christian, this has been great. And I so appreciate you being willing to come on and be here a lot. I think this is the longest podcast I’ve ever done. I don’t think we’ve ever gone over the hour mark. So, we must be doing something right or, at least, we’re entertaining ourselves. But thank you so much.

Christian Höferle : [00:59:05] Thanks for having me.

Mike Blake: [00:59:06] And how could people contact you if they have questions about this, or maybe they want to know more about Bavaria, or they want to know more about corporate culture, or international culture and trying to match them, what’s the best way for them to contact you?

Christian Höferle : [00:59:23] I like email. I like the socials. I think you have all my information that will be shared in, I guess, the show notes or so. But as you listen, I think the easiest way is to find us online, theculturemastery.com. That’s one word, theculturemastery. There you’ll find all the links to the socials. I prefer LinkedIn of all the social media tools. But, obviously, I have my shingle out on many others, so it should be easy to find. There’s only one culture guy, so you could also Google The Culture Guy. That will work.

Mike Blake: [00:59:56] Very nice. I need to set myself up as the value guy.

Christian Höferle : [01:00:01] I didn’t set myself up that way. That was my mastermind group. They gave me that name. I would have never chosen that. I found it corny at the start, but they said, “Hey, that’s who you are.”

Mike Blake: [01:00:12] The best nicknames are the ones that other people give you. Mine, actually, has been The Mad Scientist, so I decided I’m going to go with that.

Christian Höferle : [01:00:21] I love it.

Mike Blake: [01:00:24] So, that’s going to wrap it up for today’s program. And I’d like to thank Christian Höferle so much for joining us and sharing his expertise with us. 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. That helps people find us that we can help them. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

Tagged With: Brady Ware, Brady Ware & Company, Christian Höferle, company culture, corporate culture, healthy corporate culture, Michael Blake, Mike Blake, The Culture Mastery

Melissa Priest with Alexandretta Transportation Consulting

December 2, 2020 by angishields

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Melissa Priest with Alexandretta Transportation Consulting
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Melissa-Priest-Alexandretta-Transportation-ConsultingMelissa Priest is the Founder and CEO of Alexandretta Transportation Consulting, the only female-owned transportation consulting firm in the U.S. She is a recognized subject matter expert parcel shipping and global leader in parcel, trucking, ocean and air freight consulting and has saved clients over $1billion dollars since starting in the parcel industry nearly 25 years ago.

She is passionate about moving businesses forward by increasing their profits and competitive leverage

Melissa started her career at FedEx and transitioned into consulting 17 years ago. She works with clients ranging from start-up ecommerce firms to Fortune 50 companies, to provide savings on existing parcel, ocean, air and trucking agreements, as well as other solutions.

She is absolutely passionate about empowering women and is a co-author of the book: Women In Business: Breaking Through.

Melissa is a graduate of California State University, Fullerton with a B.A. with a degree in International Business and finished her studies in France at the University of Paris, Creteil.

Alexandretta Transportation Consulting brings average savings of 10% – 20% to its clients by identifying areas of improvement within existing carrier agreements, then works with the individual client to re-negotiate the agreement to capture the savings.

It is a diverse business with offices in the U.S, Europe and China. In addition to championing equality and diversity, the company gives back to the global community by donating 1% of its profits to humanitarian and environmental causes.

Connect with Melissa on LinkedIn.

Transcript

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

Lee Kantor: [00:00:18] Lee Kantor here. Another episode of GWBC Open for Business. And this is going to be a good one. Today, we have with us Melissa Priest with Alexandretta Transportation Consulting. Welcome, Melissa.

Melissa Priest: [00:00:28] Thank you so much for having me.

Lee Kantor: [00:00:29] Well, before we get to things, tell us about your work. How are you serving in and what do you do?

Melissa Priest: [00:00:34] Well, we’re actually a consulting firm. So, I know a lot of folks are like, “What is transportation consulting?” And what it really means is that corporations spending anywhere from a million dollars a year on UPS, or FedEx, or trucking, all the way up to close to a billion dollars or even more, they look to us to hire us to look for improvements in their existing contracts and implement savings there.

Lee Kantor: [00:00:58] So, now, how did you get into this line of work? It’s a predominantly male industry, isn’t it, the transportation industry?

Melissa Priest: [00:01:03] Very much so, yes. Oh, my goodness, yes. I actually started back in 1997 working for FedEx, selling personal services. And then, after about a decade there, I really just felt it was time to shift and be more on the clients and shippers side of things. So, I made the leap to consulting. Gosh, I think it’s about 16 years ago now.

Lee Kantor: [00:01:28] So, then, what was that shift like as an entrepreneur going from a big corporate entity that has probably a lot of bureaucracy to a more nimble organization that you’re kind of calling the shots?

Melissa Priest: [00:01:40] Well, I did work for another company in between. So, I wasn’t necessarily calling the shots early on. But certainly, going from a large corporation to a very, very small firm, it’s a shock to the system a little bit. I mean, if you work for FedEx or UPS, certainly, just about any business in the world is going to welcome you in. And as a very small representative for a very small company,  it takes a little bit more work and effort. But at least, having the skills of one of the largest corporations in the world gave me the skills that I needed to be able to make that pivot.

Lee Kantor: [00:02:18] So, now, when you were going to market as a female-owned transportation company, what were some of the challenges that you had to overcome in order to give the folks confidence that you’d be able to do what you’re promising that you’re going to be able to do?

Melissa Priest: [00:02:34] There’s a leap of faith in this industry a little bit where folks really have to buy into the fact that even if they have a room full of experts and specialists that you’re going to be able to still come in and provide value. I’ve certainly had experiences in the past with people talking to me saying, “Honey, I’ve been doing this longer than you’ve been alive,” or assuming I’m a form taker or something like that. So, it just takes a lot of persistence to be looked at, and taken seriously, I would say.

Lee Kantor: [00:03:09] Now, how important was kind of becoming a certified woman-owned business in the growth of your organization?

Melissa Priest: [00:03:17] We knew about certification ahead of time. So, we became certified right away. And there’s just tremendous benefit to it. There’s a lot of training courses, everything from how to market your business, to how to do finances, and everything in between. And the fact that there’s a portal that allows you to find diversity contacts within large corporations who can be an advocate for you in getting hired is a tremendous resource. So, I think it’s really important and something that all female-owned businesses should take advantage of.

Lee Kantor: [00:03:56] Now, for you, in the growth of your company, how did you find kind of mentors and folks that can help lead the way or maybe educate you on things that you didn’t know when you were getting started?

Melissa Priest: [00:04:10] The WBE group, the Women’s Business Enterprise, WBENC, I’m certified on the West Coast through WBENC West. But certainly, there’s resources in there. And then, women that I’ve met along the way, the few of us, you’re easy to spot in the crowd in the transportation industry. So, certainly, we’ve engaged with each other over the years and helped each other along. And that continues to this day.

Lee Kantor: [00:04:38] Now, as you grow your business, how important is kind of empowering other women in business and kind of helping them get going, so maybe they don’t have to go through what you went through?

Melissa Priest: [00:04:50] Hugely, hugely important to me. It’s definitely something that’s a focus for me personally. I have two daughters and, certainly, would love to see their generation not have to leap over a lot of the hurdles that we did. And there are so many resources nowadays. I mean, anything that I can do to help pull someone along, so that it’s not so much of a struggle and, sometimes, an uphill battle is something that I want to be able to help other women do.

Lee Kantor: [00:05:25] Now, what has been the most rewarding part of the journey thus far?

Melissa Priest: [00:05:30] From women helping women aspect or just having my own business?

Lee Kantor: [00:05:33] Just overall. Just being an entrepreneur, and surviving the pandemic, and just dealing with what you’re dealing with on the day-to-day basis?

Melissa Priest: [00:05:41] I mean, I love it. I mean, I do feel like even when I was little, I wanted to have a business. So, I do feel like I got the entrepreneurship gene. So, it’s just a joy to be able to steer the business in the direction that I want to steer it, to be able to work with the incredible team that I’ve assembled here at Alexandretta and to exceed client expectations. I mean, just the cool aspect of owning the business and directing it is hugely satisfying.

Melissa Priest: [00:06:15] And I would also say, Alexandretta Transportation Consulting is the first and only female-owned transportation consulting business in the US. And it was important to me to kind of stick that flag and put it down, hopefully, to encourage other women to to follow either in this space or in other places within the transportation logistics industry where or maybe there hasn’t been a presence before.

Lee Kantor: [00:06:43] Now, can you explain why that’s so important for women or just anybody really to get involved in the logistics supply chain? That’s a field that I think is kind of has a lot of misunderstanding around it. It’s not kind of your grandfather’s supply chain and logistics world that we live in today.

Melissa Priest: [00:07:02] It’s not.

Lee Kantor: [00:07:02] Whereas, maybe a one time, it mattered that you were a big, strong person to lift heavy things, that right now, there might be some of that but a lot of that is automated. There’s a lot of robotics. There’s a lot of kind of brainpower required to get things done and move things from point A to point B.

Melissa Priest: [00:07:21] There is. I mean, as we’ve shifted to a global economy over the last several decades, it’s become an incredibly sophisticated industry. And there’s a lot of analytics in it. There’s a lot of intelligence that goes into it. So, there’s a lot of really exciting and very complex problems to solve and solutions to be found and implemented. And I think those are attractive positions for anybody who’s looking for that type of mental stimulation. There’s a lot of that in the transportation industry now. And I think, there’s plenty of women that, really, would be interested in it and are very well suited towards it.

Melissa Priest: [00:08:07] And it’s also become a lot more important to the C suite that supply chain is incredibly important to the profitability, and the success, and livelihood of most organizations, anybody who’s shipping anything. And the C suite has really realized that and it is starting to really escalate supply chain positions into positions with more visibility as it is rightfully so. So, I mean, there’s so much opportunity there and so many different areas where women can plug in. It’s incredible.

Lee Kantor: [00:08:42] Right. And I don’t want a young woman to kind of self-select out before they really educate themselves on all the opportunities. I don’t want them to picture in their head something from 20 years ago that really isn’t the reality today.

Melissa Priest: [00:08:57] Right. And the nice thing is, I mean, there are supply chain degrees now which they weren’t something that existed when I was going to college. And so, I think they can get a lot of information in terms of all the different segments that are out there because, I mean, from transportation itself, to sourcing and procurement, and everything in between, there’s just so many different areas that they can get exposed to or do internships until they find the thing that is specifically lights them up.

Lee Kantor: [00:09:31] Now, can you talk a little bit about kind of being a remote worker? I know that you’ve worked from your home or your office for a while now. And this transition during the pandemic probably wasn’t as drastic for you than it was for other folks.

Melissa Priest: [00:09:31] Right.

Lee Kantor: [00:09:48] Any kind of dos and don’ts for being kind of an effective remote worker when it comes to balancing your home life, your work life, because those things can bleed together pretty easily if you don’t kind of set your own parameters?

Melissa Priest: [00:10:03] They can. I mean, yeah. I mean, the pandemic, I didn’t blink an eyelash since it’s business as usual for us. I mean, I think if someone’s looking to do remote, I’ve heard in the past and I found it to be true, it’s better to either run your business remotely or run your business in person. It’s harder to blend the two together. So, that’s something to keep in mind when starting a business is really what do you want it to look like, at least, for the foreseeable future, so that you can build it.

Melissa Priest: [00:10:35] We have a global business. We’ve got folks all over the globe. And to have team meetings, and to keep everyone motivated, and on the same page, and know what the values and the goals and the mission are are critically important. And doing that looks very different remote versus in person. So, those are things that need to be taken into great consideration, for sure.

Melissa Priest: [00:10:57] I mean, as far as balance, I mean, my youngest is 16 now, just got his driver’s license yesterday. And I’ve been blessed to be able to have had a true career during the time when my kids were growing up. So, it’s enabled me to be present, although they certainly know when not to come into the office or not to interrupt, but you can weave together a really successful work-life balance if you’re lucky enough to work from home on the regular.

Lee Kantor: [00:11:30] Now, if you weren’t doing enough, let’s talk a little bit about the book you’re writing.

Melissa Priest: [00:11:35] Yeah. Actually, it’s a collaboration. There’s 14 women who are writing a book. It’s called Women in Business Breaking Through. And lessons, and stories, and recommendations on what we’ve done and what we learned, so again, we can empower the women coming behind us to do it better, faster or more knowledgeably than we did. So, that’s coming out probably in the next month or so. So, I’ve got a chapter in there on leveling up to unlock success. And that’s a lot about the importance of mindset in success, and just growth visualization, getting coaching, things along those lines, because I think those are very much a strong foundation. You can know everything you need to about your industry or accounting practices, but if you don’t have your mindset right, success can be a struggle.

Lee Kantor: [00:12:33] Now, do you mind sharing a little bit along those lines on maybe some tips or advice for a woman that is struggling with their mindset? What are some kind of things they can be doing to really take their kind of thinking to the next level?

Melissa Priest: [00:12:48] Well, there’s certainly, probably, three. I mean, there’s great books and resources out there that they can read to be able to talk about books on mindset, and growth mindset, and positivity and things of that nature. There’s also a ton of women’s groups out there now for female entrepreneurs to support each other. And those groups have got different … some of them are Fortune 500 C-level folks. Some of them are brand new entrepreneurs. Some of them are more Etsy-based. I mean, there’s something out there for everyone. So, certainly, finding like-minded folks to communicate with is huge. And then, there’s always coaching. So, certainly, coaches can assist you both with things that you know that maybe you’re struggling with, but they can also point out blindspots as well, and that can create breakthroughs. So, there’s a lot of ways to do it.

Lee Kantor: [00:13:46] Now, for you, what do you need more of? How can we help you?

Melissa Priest: [00:13:50] Oh, my goodness. I am I am looking to connect with more female CEOs and COOs this year. We work with small internet retailers all the way up to the Fortune 500, but I would love to be a resource for more female decision makers in the space, let them know that we’re out here, so that we can do that empowerment thing that we’re talking about here. If I can make them more profitable and their businesses more successful, that’s the 2021 would be a great year.

Lee Kantor: [00:14:25] And it’s I think a win-win-win all the way around.

Melissa Priest: [00:14:28] Absolutely.

Lee Kantor: [00:14:29] So, if somebody wanted to learn more about Alexandretta Transportation Consulting, have a more substantive conversation with you or somebody on your team, what’s the website or best way to get a hold of you?

Melissa Priest: [00:14:37] They can reach us at melissa.priest@alexandrettaconsulting.com. and Alexandretta Consulting is our website, so they can find us there as well.

Lee Kantor: [00:14:47] Well, Melissa, thank you so much for sharing your story today. You’re doing important work, and we appreciate you.

Melissa Priest: [00:14:52] Thanks so much, Lee. I appreciate you having me on. Take care. Happy holidays.

Lee Kantor: [00:14:55] All right. This is Lee Kantor. We will see you all next time on GWBC Open for Business.

About GWBC

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

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

Tagged With: Alexandretta Transportation Consulting

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