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Decision Vision Episode 21: Do I Need an Investment Banker? – An Interview with Roger Furrer, Brady Ware Capital

June 27, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 21: Do I Need an Investment Banker? - An Interview with Roger Furrer, Brady Ware Capital
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Roger Furrer, Director of Brady Ware Capital

Do I Need an Investment Banker?

Do I need an investment banker to sell my company? How does the sale process work? What’s the difference between an investment banker and a business broker? Roger Furrer, Director of Brady Ware Capital, answers these questions and much more in a interview with Michael Blake, Host of “Decision Vision.”

Roger Furrer, Brady Ware & Company

Roger Furrer is a Director at Brady Ware Capital, the investment banking arm of Brady Ware & Company. Roger joined Brady Ware in 2016, and prior to that served as COO and Managing Partner at Bannockburn Global Forex, LLC. Additionally, Roger enjoyed over 30 years in the banking industry in which he held various senior management positions, including leading teams focused on middle-market companies.

Roger leverages this expertise to help family-owned businesses and management teams maximize the value of their investments. He guides business owners through the sale of their business, or assists them in securing the liquidity needed to grow their business.

For more information, contact Roger at rfurrer@bradyware.com or at 937-238-9401.

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is 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 here. “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: [00:00:06] 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 advisory board that helps businesses and entrepreneurs make visions a reality.

Michael Blake: [00:00:24] And 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 business topic. But rather than making recommendations because everyone’s circumstances are different, we talk to subject matter experts about how they would recommend thinking about that decision.

Michael Blake: [00:00:43] My name is Mike Blake, and I’m your host for today’s program. I’m a Director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia, which is where we are recording today. Brady Ware is sponsoring this podcast. If you like this podcast, please subscribe on your favorite podcast aggregator, and please also consider leaving a review of the podcast as well.

Michael Blake: [00:01:10] Today, we’re going to talk about hiring an investment banker. And I think this is an important subject because investment banks, I think, oddly enough, have a lot of mystery around them. In many cases, particularly if you’re a small business, you may only use an investment banker once in your entire life. Maybe even hopefully once in your entire life. You do one exit, you make a boatload of money, and then you get on your yacht, or you go to your mountain villa or your Italian Sicilian hideaway, and never have to do anything again. And one of the parties that kind of makes that possible for that lucrative exit is the investment banker.

Michael Blake: [00:01:56] Now, I happen to have a lot of respect for investment bankers because early in my career, I did the investment banking thing. And let me tell you – I’ll get on my soapbox a little bit, and I have no problem with that – for all the for all the junk that investment bankers take, and you hear investment bankers brought up in Congress that they don’t pay enough taxes and whatnot, I challenge any of them to walk in the shoes of a successful investment banker for two years and see kind of how they do with that.

Michael Blake: [00:02:38] It is not a 9:00 to 5:00 job, unless your definition of 9:00 to 5:00 is 9:00 in the morning to 5:00 in the morning. It is not a Monday-through-Friday job. It is an always-on job. And I can tell you for a fact that those folks, if they’re a success at all, really earn their fees. And if you don’t kind of live that lifestyle, you just are not in the business very long. That’s just all there is to it.

Michael Blake: [00:03:06] And so, I washed out, and I took a step back, and I went into business valuation, which is, let’s say, a much more work/life balance-friendly profession. Although, sometimes, my wife will wonder about that. But I wanted to kind of get that on the table because when you hire an investment banker, it’s a very important decision. If they’re any good at all, they ain’t cheap. And they can often be the difference between an exit that makes you comfortable for a while, and maybe pays for a vacation, or some of your kids education, versus retiring, or possibly leaving or creating legacy wealth.

Michael Blake: [00:03:50] So, with that, let’s kind of introduce our guest here. I have with us Roger Furrer, who is a director at Brady Ware Capital, which is our firm’s captive mergers and acquisitions specialized business unit. And they help business owners and entrepreneurs understand, increase, and unlock the value of their businesses. Business owners, often, find that managing the complexities of transaction’s an overwhelming experience. So, they can even find it overwhelming when they have help, I can tell you that for a fact. And you need an advocate that’s going to be out there representing you aggressively in the marketplace and helping you find not just an opportunity, not just Mr. Right or Mrs. Right, Mrs. Right now, but Mr. or Mrs. Right.

Michael Blake: [00:04:37] And that’s what Brady Ware does. And they help ease those challenges and let you continue running your business successfully throughout that transaction. That part’s really important because I can tell you, having worked on a lot of transactions myself, not in the investment banking capacity but as the advisor, selling your business is so physically and emotionally consuming that it can be difficult to actually continue running your business and sort of forget. You can easily lose sight of the fact that until that money hits escrow or until money hits your bank account, you get a wire confirmation, that deal is not done. And if you are not paying attention, all of a sudden, you may be left with a less valuable business than what you started with. But we’ll get into that.

Michael Blake: [00:05:24] Roger joined Brady Ware’s mergers and acquisition team in 2016. As I said, he’s a director. He has more than 30 years of experience in banking – i.e. 15 times more than I do – where he led teams focused on middle market companies. He leverages his banking experience as middle market companies to help family-owned businesses and management teams maximize the value of their investments. Specifically, he guides business owners through the sale of their business or assist them in securing the liquidity needed to grow that business. And with that, Roger, thank you so much and welcome to the program.

Roger Furrer: [00:06:00] Thank you, Mike, I appreciate being a part of the discussion.

Michael Blake: [00:06:03] So, Roger, let’s start with some basic vocabulary because I’m not sure everybody knows what an investment banker does. I think there’s an image out there of what an investment banker is, but I think there’s a misconception. So, kind of in your own words, if you had to kind of describe your job, what is it?

Roger Furrer: [00:06:26] Well, sure. One of the things that people misconstrue about the term is when they hear investment, they think it revolves around stocks, and bonds, and that type of thing. So, that’s one thing that we’re not. So, I would say investment bankers do a multitude of things. Some have more well-rounded services than others. At Brady Ware Capital, we help companies evaluate their strategic options around how do you liquidate or transition your business and discuss possible selling options for them. But we, also, help them uncover, perhaps, opportunities to acquire other companies or merge with other companies, and analyze the returns around that. At Brady Ware Capital, too, we also help companies raise the appropriate bank debt, or subordinate it, or mezzanine debt for the situation that they’re dealing with.

Michael Blake: [00:07:30] Okay, yeah. And so, when we say investment banker, one, I mean, you’re not lending money yourself, but you may be an intermediary to the folks who are lending money. And that first job description that you put out there, really, is more of a wealth or financial advisor when you’re dealing with analyzing stocks and bonds. And the exception may be if you’re the kind of investment bank that is taking companies public, and you’re dealing with public securities but that isn’t you guys. And for the most part, that’s not going to be our listener base. So, we can probably set that definition to the side, at least, for the moment.

Michael Blake: [00:08:09] So, one thing — and I have to confess, I don’t really know the answer to this question in a very clear way. So, I’m very curious to hear your answer to this. And that is, what is the difference, if there is any, between an investment banker and a business broker? Because you hear those terms both used a lot, but I also know many investment bankers that bristle a little bit if you call them a business broker and vice versa. So, I’m curious, is the difference meaningful enough? If so, how would you characterize it?

Roger Furrer: [00:08:41] Well, first of all, Mike, I’d say that there’s a lot of overlap in the term. So, I think, when people define a broker, they think about a transaction being completed, a commercial real estate property, a residential property, a broker being someone that executes the trade of a stock or a bond. So, I would say that I am a business broker, but I would prefer to be identified as an investment banker more so that also helps bring a transaction to fruition. So, I think, in in our terms and in the markets that we deal with, I think, business brokers, generally, deal with smaller-sized companies, and typically list the business for sale, and identify an asking price for that business, much like you would with a piece of a real property.

Roger Furrer: [00:09:48] I think the difference between an investment banker, I believe, is in a higher strategic value proposition, if you will, where when we’re representing a company for sale, we go about an entire marketing process and identify who we see as the best strategic and financial buyers for that entity, so that we’re able to drive the highest and best value for that company. I hope that helps you from a differentiation perspective.

Michael Blake: [00:10:26] It does. And not the suck up to because I’m not, it’s actually the best definition I’ve actually heard. The best distinction I’ve actually heard between the two. So, for the first time, I think I can actually explain it to somebody else, which is the definition of a good understanding. So, what is the investment banker-client relationship look like if it’s a very good one? I think, when clients sign onto to pursue a strategic transaction, we use that generic term deliberately for the moment, I sometimes wonder, particularly if they’ve never been in that kind of transaction environment before, if clients really, frankly, know what it is that they’re getting into. So, maybe could you kind of shed some insight and give us some of the inside baseball in terms of what that relationship looks like on a day-to-day, in a month-to-month basis?

Roger Furrer: [00:11:28] Sure. Maybe to define an ideal relationship, I kind of start by saying the process to sell a business and to discuss the strategic options leading up to selling a business could be a 6, to 9, to 12-month process. So, with that being said, you’re going to spend a lot of time as the business owner with the investment banker that you choose to work with. So, I think it’s very important that you have a degree of chemistry with those folks, that everybody likes working with each other, and that the investment banker is able to also work effectively with the management team of the company and work with other outside advisors, such as their attorney, or accountant, et cetera that’s going to be working through this process.

Roger Furrer: [00:12:19] And the reason that is important, it’s not so much the time frame, but it’s the intensity during that time period. I might talk with my customer daily, twice a day, many times a day, depending on where we’re at in the process. So, there is a tremendous amount of interaction that you’re dealing with during the course of the process of selling that business.

Roger Furrer: [00:12:45] I think, the other thing that I would suggest that that somebody look for in an investment banker, and I’m I’m sucking up a little bit and touting some of my background, but I think somebody that has some experience, a multitude of experience in different business environments because there are technical, legal, accounting, financial, emotional, all kinds of issues that come up during the course of the process. And so, I think, dealing with somebody with a well-rounded background is also very important in the process.

Michael Blake: [00:13:27] I’ll underscore that because that’s also important in what I do. As you know, and if our listeners have listened to these other podcasts, I specialize in technology businesses and professional services firms, – i.e. businesses that have mostly intangible assets. And the process of selling/buying a business and those industries is candidly very different from, say, buying or selling an orthopedic practice, or even a manufacturing company, or a high-tech engineering situation, or the engineering professional services. But the point is all these kinds of transactions or businesses have their own little nuances that have to be figured out and anticipated, preferably, well in advance. And there’s a lot of value to having seen a lot of stuff because every deal will have a surprise or two that’s just unavoidable, but you’d like to keep those those surprises down to a minimum to a dull roar.

Roger Furrer: [00:14:39] And the ability to draw back on past experience and be able to connect the situation from one experience to another and say, “In this situation, this is how it was dealt with,” as kind of a starting point in understanding the discussion.

Michael Blake: [00:14:55] Yes. As I like to say, there needs to be some benefit, in my case, to having gray hair and two arthritic ankles. And what you get in exchange for that is a little bit of experience, and been there, done that, and got the T-shirt. So, one thing that I think a lot of folks don’t know if they haven’t worked in the investment bank yet is that there’s a difference between sell side and buy side transactions. Of course, a sell side transaction, meaning that you’re working for the seller, and a buy side transaction, meaning that you’re working for a buyer. And most investment bankers I know, and I truly don’t know if this is the case for you – I should, but I don’t – but most investment bankers have a preference to work on sell side transactions. So, I guess, my two-part question is, is that the case for you guys at Brady Ware Capital? And if so, why is that? Why is there a preference to work on the sell side?

Roger Furrer: [00:15:59] Well, it’s interesting that you bring this up, Mike. This morning, I was talking to another investment banker that we have a strategic alliance with, and we were introducing ourselves to another party, and they asked if he does buy side engagements, and he said, “No, I flat out refused them.” So-

Michael Blake: [00:16:19] Yeah, I’ve heard that.

Roger Furrer: [00:16:21] So, first of all, Brady Ware Capital’s preference is most certainly to do with sell side engagements. We do take on a limited amount of buy side engagements when the situation seems right for ourselves and the client. But the reason for the preference is — and this may seem a little bit strange at first, but with a sell side engagement, you know you have one willing party to start with. You have someone that has engaged you to go find a buyer, they’re ready to sell. When you do a buy side engagement, the buyer says that they want to grow from strategic acquisition or otherwise, but in many cases, it’s very difficult to define what it is that they’re looking for and trying to identify the right party to be a participant on the other end of the transaction.

Roger Furrer: [00:17:20] And if you’re able to find the perfect fit, and talk to, and find, and get financials, and identify the right selling party for that transaction, well, they work for sale when you call them, so you kind of flip the leverage in terms of the monetary value that was going to be exchanged. You kind of flip that leverage over to them because you reached out to them and created a situation that they weren’t ready for. So, it would be the same thing if I showed up at your doorstep and your house wasn’t for sale, but I said that I wanted to buy it because it was the perfect fit for me. And you kind of take a step back and go, “Well, it’s not that really for sale, but if you paid me 50% over market value, it might be for sale.”

Michael Blake: [00:18:13] Yeah, that’s right.

Roger Furrer: [00:18:13] And so, when that happens, right now, my buyer, who was a willing participant, says, “Well, wait a minute, I’m not going to pay that for that company.” So, it’s very difficult to find the perfect fit in a buy side engagement.

Michael Blake: [00:18:29] It’s like trying to solve one equation with two unknowns, I guess. And for the most part, at least larger companies, they won’t hire a buy side investment banker representative, and that’s why they’ll hire instead of vice president of business development, they’ll have a corporate development team if they’re large enough. And that’s kind of their job to go out there and hunt for those businesses to acquire. And that’s probably the more common model, wouldn’t you say?

Roger Furrer: [00:19:00] I would definitely agree with that, Mike.

Michael Blake: [00:19:02] Yeah. So, how do folks like you, frankly, get paid? In my practice, 90% of my fees are on a fixed basis. I don’t think the investment banking world really works that way. So, how are investment banking fee structures on a sell side engagement typically put together?

Roger Furrer: [00:19:30] Well, I wouldn’t have answered it this way, except for how you stated it with yours are 90% percent. Ours are probably 90% variable. So, for the most part, we are compensated when success happens. And back to your introduction, that’s when the wire transfer goes through. So, most investment bankers will receive a retainer at the beginning of a sale process, and they might receive another retainer or two throughout the course of the engagement at various stages in the process. But, again, most of our fees come from the transaction success actually happening. And those fees would range from roughly a few percentage points on up to maybe 7% or 8% of the sale, depending on the size of the transaction.

Michael Blake: [00:20:26] And the risk level, I would imagine as well, correct? In other words, if you think the deal is going to be easier to do, the fee might be a little bit less. Or does it matter? Maybe it doesn’t.

Roger Furrer: [00:20:40] I’ll say I’ll answer that a couple ways, Mike. One is by our very nature, and kind of the structure of our pricing is built around success, the idea is to identify projects that we would work on that we feel that we’re going to achieve success. And that’s a mutually determined between ourselves and our client. In other words, if we value the business, I’ll just use a number of 5 million, and our customer says that, “I’m not going to sell for anything less than 10,” then we probably don’t see a pathway to success with that. At that juncture, we might work with the customer more about how to achieve a valuation of $10 million at that point in time. So, if we don’t see a pathway to success, I’d say there’d be two things that we would do. One is not become engaged; or secondly, if the client wants us to continue through a process, we would probably change the pricing structure, so that it’s more fixed versus variable.

Michael Blake: [00:21:54] Got it, okay. And the way you described that just made me realize something, and it goes back to the previous question of buy side versus sell side. If your compensation is going to be a factor of or driven by the size of the deal, and you’re working on a buy side engagement, you’re kind of working against yourself, right, because you’d be trying to drive down a price, but in so doing, driving down your fees. Now, that would be a pretty hard balancing act to sustain in any event.

Roger Furrer: [00:22:26] Yeah, we’re a little bit — and our pricing structure, we like to be in neutral lockstep with our clients, so that we’re not in a situation like that where we’re not trying to drive the price down, so we drive our fee down. Correct.

Michael Blake: [00:22:44] All right.

Roger Furrer: [00:22:44] And, also, back to your buy side situation, because I described before that it’s difficult to identify and achieve success with it, and that’s the nature and structure of our compensation system is based on success, you don’t want to get into a lot of situations where you don’t see a pathway to success.

Michael Blake: [00:23:05] Yeah. That’s a good way to not be in business very long.

Roger Furrer: [00:23:09] Correct.

Michael Blake: [00:23:13] So, take us through a sales process. Let’s say somebody has been — you’re now engaged, and you’re ready to put a business on the market for sale at some point. I’m guessing there’s some preparation that goes into the process, but I don’t want to answer that question. I’ll let you answer that question. What does that process look like?

Roger Furrer: [00:23:37] Sure. Maybe before getting engaged, I’d like to take a step back and discuss the process of getting engaged. So, I mean, it sounds a little bit like a marriage here. So, what are you trying to accomplish, business owner? What are your objectives? Are you trying to transition your business to your management team? Are you trying to transition your business to relatives, cousins, daughters, sons, whatever it might be? Or are you trying to exit 100% of the business on sale to a strategic party? A financial party? Are you trying to retain some ownership and partner with somebody to take you further and help you grow your business in another direction, perhaps, geographically or from product diversification, whatever that might be? So, I think the first part in thinking about a sale process is really identifying and discussing, what are you trying to do with this? What’s the right solution for you? Because that’s going to drive the marketing process that we go through.

Michael Blake: [00:24:54] So-

Roger Furrer: [00:24:55] Is that helpful?

Michael Blake: [00:24:56] No, no, it is. I’m glad you brought us back to that point because I think it’s very important. I’m guessing the process where or the number of clients that you, or any good investment banker has, or if someone just sort of calls you up and says, “Hey, an investment bank,” “Great. I’ll send you a letter. Sign it.” Next thing you know, you’re engaged. I’ll bet that’s pretty close to zero, right?

Roger Furrer: [00:25:20] That would be less than zero, yes.

Michael Blake: [00:25:22] Yeah, right. So, you’ve had months of of conversations. This is something a lot of people don’t realize about investment banking is folks like you invest a ton of time, energy, and expertise in that pre-engagement relationship-building period where you’re trying to understand (A), business, and (B), the goals of the owners, and make sure those are something that you can realistically accomplish.

Roger Furrer: [00:25:55] That’s correct. And as part of that process, it’s also identifying a value range of that business, so that you understand what the potential outcome could be as a result of the marketing process. So, back to my example of the $5 million valuation where the business owner feels that 10 is their exit number, now, we’ve got to step back and talk about ways to get that business valuation up. So, I digress a little bit from your question on the sales process and what happens when you get engaged, but I thought that was a good backdrop.

Roger Furrer: [00:26:32] With that being said, so to directly answer your ,question through an engagement process, and we describe it as a several different steps that we go through throughout that 6 to 9-month process that we discussed before, where we literally write marketing material on the business by gathering financial data, understanding the products, the markets, the sales process, whatever it might be that are positioning the business as to why this is an outstanding investment consideration for a potential buyer to look at. So, we go through the entire marketing process and understanding the business.

Roger Furrer: [00:27:21] And then, as part of that process, we set down and identify who we see as potential buyers for this business. And how we do that is we review companies that might be direct competitors of the customer. They might have ancillary businesses associated with this particular business. They could be large suppliers to the business or have other strategic interests that could align with purchasing of a particular company that we’re representing.

Roger Furrer: [00:28:00] We also identify what we’ll call financial buyers, who, broadly speaking, would be identified as private equity groups or, perhaps, family offices that engage in private equity transactions. Private equity can be a very powerful option for people, especially who are interested in retaining some ownership and continuing on a go-forward basis. Typically, these financial buyers also have a strategic interest in an industry. So, a private equity firm that has a specialty in managing manufacturing companies probably isn’t going to be interested in a retailing business, as an example, but it’s usually something that’s tangential to the business that they’re already in. So, those are the things that we go through at the start of that process. And then, we literally do hand-to-hand combat outreach to the leadership team of these prospective buyers and send marketing material to them in an attempt to get them interested in this company.

Michael Blake: [00:29:22] Yeah. I like the way that you mentioned that hand-to-hand combat. And just as an aside, you mentioned, you bring up family offices because I think that’s a relatively new trend. When many of us think about private equity — I’m sorry, financial buyers, we go right to private equity. But as you know, I’m doing an increasing amount of work with family offices and dynastic wealth, and they’re starting to become a more important player as a financial buyer of buying operating businesses. At least, I’m seeing that. Are you seeing the same thing?

Roger Furrer: [00:30:00] We are. They, too, like others, are looking for profitable ways to deploy the capital that they have to invest, and they see this as one of the avenues that they might allocate a portion of their portfolio.

Michael Blake: [00:30:18] So, typically — just, let’s do a rain show. I don’t want to nail you down, but I still think it’s important in terms of managing expectations. When you and a client agree to work together – excuse me – how do you set expectations or what expectations you typically set in terms of how long it will take from, “We’re signing this engagement letter,” until you’re going to sell the business, and money wire transfers go through.

Roger Furrer: [00:30:52] Sure. I’ll start with the end answer, and I’ll break it down in stages for you, Mike. The end answer is probably six to eight months from the start of the process to the wire transfer clearing. We say it’s about a month doing our market preparation and marketing material. Another month to six weeks in terms of executing the marketing process, and identifying potential buyers, and outreach, and getting indications of interest from those buyers. Another six weeks or so in terms of providing additional information, hosting those companies on site for visits, and ultimately picking the right party and negotiating a letter of intent that we all agree on. So, that’s about — I’ll call that maybe four months total there. And then, it could be another three months or so to develop documentation, do the due diligence research that the buyer is going to do, and ultimately get to the closing process.

Michael Blake: [00:31:59] So, there’s a question I want to make sure that I — a conversation I want to make sure I have with you because I think this is very important for our listeners, and I’m sure that you’ve addressed it. And that is part of the compensation model is there is a retainer involved. And to be candid, I actually advise clients that hiring an investment banker that requires a retainer, I think, is a good thing, because that’s what helps keep the investment banker interested, especially when the deal isn’t particularly active as opposed to — and we know business brokers tend to be more like this, so they’ll operate without that retainer where there’s a purely a success fee out there, and you’re going to get the very definition of ADHD, and that whichever deal happens to be getting transact – I’m sorry – traction today is the one that’s going to get your attention. That means that yours is going to go to the bottom of the pile. Can you comment on that? Does that make any sense to you?

Roger Furrer: [00:33:09] Well, I would say what went through my mind, Mike, is I’ve seen investment bankers that charge a monthly retainer. I’m not a big fan of that. And in advising a client, I would advise a client against that because that just keeps the meter running and doesn’t necessarily drive one to success. The retainer fees that we have and the way that we restructure it is around hitting certain benchmarks, so that there is demonstrated progress in the work that we’re doing.

Roger Furrer: [00:33:48] Now, it doesn’t necessarily mean that we’re going to close the transaction, but, for example, having a retainer that hits when the letter of intent is signed, that shows that work was done, and progress was made, and this keeps us engaged and kind of covers our expenses, and time, and effort in working through to the closing process. So, I’m a big fan of retainers that way that are benchmark-driven. I’m not a big fan of retainers that are driven by the turn of the calendar.

Michael Blake: [00:34:21] Okay, good, good. So, have you ever run into a scenario where a prospect kind of raises the question of, “Well, my law firm says they know buyers, and my CPA firm says they know buyers, and maybe I can just let them sell my business and not have to pay the fee”? Do you ever encounter that? And if you do, how do you respond to that?

Roger Furrer: [00:34:50] We encounter it frequently. And the way that we address it is a number of ways. First of all, there’s many great accountants and attorneys that I’ve worked with through these processes, and many of them may have the capabilities to do these. I’ll call them one-off transactions from time to time, where buyer reaches out directly to the seller to get a transaction completed. That could work. I don’t advise that you should approach it that way, but that could work. I find it, I don’t know, I’ll use the term laughable, that accountants and attorneys would do outreach to identify potential buyers, and try and get them interested, and do the work that we do.

Roger Furrer: [00:35:46] So, they certainly have some skill sets that help in the process. But the other thing I’d say is that they’re rarely staffed to handle those steps to do it. I mean, we work constantly on a deal. Constantly, we might spend half a day for six months on a particular deal. I don’t see an accountant or an attorney having the ability to do that based on the other workloads that they have. So, we always hear about the realtors sale, the FSBO, the for sale by owner. I certainly don’t think that is the recommended approach.

Roger Furrer: [00:36:23] Independent of the advisors, here’s the other thing that I think is the critical piece of this. So, it’s a very specialized and, at times, sensitive process, which I’ve just articulated, but the business owner and the management team needs to focus on running the business and maintaining the value of the business. If you devote an inordinate amount of time to the selling process itself and the business suffers, guess what, you just diminish the value that you thought you were saving by not paying the investment banker fee. So, how is the expression? What’s the saying? “If you act as your own attorney, you have a fool for a client.” I think this is pretty similar to that.

Roger Furrer: [00:37:15] You’ve used the term before about trying to do this cheaply. Well, we certainly believe a thousand percent of the time that the process, and the effort, and the marketing approach that we do is way, way more offset. Our costs are way, way more offset by the value that we drive in the business. So, first of all, don’t do it yourself because your business is going to suffer. If you’re in a situation where you can spend six to nine months working on the selling process, I challenge that that just doesn’t happen in business very often that you can establish a new role for yourself and not do your current job. So, don’t do that is my huge advice with that.

Michael Blake: [00:38:11] So, the bullet point here is do not try this at home.

Roger Furrer: [00:38:13] Yeah, no.

Michael Blake: [00:38:15] And I agree with that, and I’ve seen it happen even with an investment banker involved. And I think, frankly, one of the values that you guys bring to the table is understanding how to manage your clients’ time to make sure they are still managing their business because there’s the dynamic of work that if your eyes off the ball on the business, that’s one thing. Over time, you could probably recover it. But the other part that, I think, is extremely hard to recover from is psychological. It’s that once your mind is kind of one foot out the door, and you’re thinking more about that condominium in Costa Rica than you are your business on a day-to-day basis, I think it’s very hard for you to snap yourself out of that and get back into full on business non-exit mode.

Roger Furrer: [00:39:15] I would completely concur with that. And I think one of the things that we do in the process is the coaching aspect of it about making sure that the business is still performing. Now, obviously, these situations occur where that doesn’t happen, but the idea is to make sure that people are maintained and maintained in their focus on where they should be to maintain the value of the business during this six to eight-month cycle.

Michael Blake: [00:39:49] So, we are talking to our Roger Furrer of Brady Ware Capital. And we’re talking about whether you should hire an investment bank. I’ve just got a couple more questions, and I want to let you go because I know you’ve got deals that you’re working on right now. But one question I want to make sure that we do cover is investment banks such as Brady Ware Capital are not just about buying and selling businesses, are they? There are other kind of ancillary — I don’t want to say ancillary because that sounds like they’re not important, but there are other important services that you offer to clients as well, as do other many investment banks. Could you talk about that for a minute?

Roger Furrer: [00:40:30] Yeah. I think a couple of things that we do well also. And I think having Brady Ware Capital being a part of Brady Ware, the accounting practice, gives us the unique capabilities of being able to work with what we would call transaction specialists that are able to be participants in a due diligence process and identifying issues that might arise in the financials of a target company, as an example, or preparing the seller for issues that might come up with their target company. So, I would broadly categorize that as transaction services type of work.

Roger Furrer: [00:41:14] Additionally, we also participate in what I would call corporate finance, which would be helping companies analyze potential cash flow and return on equity metrics for an investment that they’re making, an acquisition that they’re making, those types of things to make sure that they’re on the right path from a financial perspective. And finally, I believe I mentioned before, we do assist in capital raises. Most traditionally we have worked in the area of bank debt and other mezzanine debt that would assist the company with their capital structure.

Michael Blake: [00:41:58] Now, you mentioned debt. Sort of noticeably absent in that conversation then is equity. Does that mean that you’re not as aggressively pursuing transactions where you might help somebody raise equity capital?

Roger Furrer: [00:42:14] We do not do that as a routine. No, Mike. It’s almost one of those situations that I would parallel with the buy side discussion in that trying to find the right fit of equity participants with a particular equity need is maybe needle in a haystack type of approach. I would say, more typically. from an equity raise perspective would be around the potential transition of some of the ownership, maybe a minority ownership perspective, to provide liquidity to the primary owner or perhaps to engage in some expansion activity or acquisition activity. There is a fair amount of private equity groups that do specialize in taking a minority ownership position. So, when that scenario arises, that might be something that would be part of a process in an equity capital raise. But rarely do we do one-off type, if you will, for smaller dollar amounts to bring equity into a business.

Michael Blake: [00:43:34] So, if Wiley Coyote is coming to you, and he’s trying to raise venture capital for his roadrunner catching machine, that’s not a good fit.

Roger Furrer: [00:43:43] I know Wiley Coyote had some great Acme machine that I remember as a kid. We might invest in that.

Michael Blake: [00:43:50] Now, there you go.

Roger Furrer: [00:43:52] But yes, that is not one of our strong suits.

Michael Blake: [00:43:57] All right. So, Roger, this has been great. There’s other questions we could ask, but I know we’ll let you get back to it. If somebody wants to contact you and learn more about investment banking, and how investment banks can help a company from a strategic perspective, and maybe a bit more about Brady Ware Capital, how can they best find you?

Roger Furrer: [00:44:21] Well, I’ll tell you that, but before I do, I think there’s one other point that I think that we should talk about with the listeners. A lot of times, we’ve talked about a party not doing it at home yourself type of thing and doing it for sale by owner. When people get outreach from a buyer who calls them directly and thinks that they should engage in an acquisition discussion, investment bankers are very useful in that process as well in that the first thing that we do is help with the identification of what the value of that business should be. And, also, kind of go back to the starting point that we had before is, what are you trying to accomplish, business owner, around your goals and objectives with transition? So, I just thought that was worthwhile to bring up to before actioning.

Roger Furrer: [00:45:19] With that said, in answer to your question on how to get a hold of me, my email address is rfurrer@bradyware.com or anyone may reach me on my cell at area code 937-238-9401.

Michael Blake: [00:45:43] Okay, Roger, thanks very much for that. I think there’s a lot of good content for someone who’s thinking about whether or not they need to retain an investment bank. Chances are if you’re thinking about it, you’re probably doing. And Roger’s a great place to start.

Michael Blake: [00:45:58] That’s going to wrap it up for today’s program. I’d like to thank Roger Furrer so much for joining us and sharing his expertise with us. We explore 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’s Brady Ware & Company. And this has been the Decision Vision Podcast.

Tagged With: Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, due diligence, engagement, family offices, financial buyer, investment bank, investment banker, investment banking, investment banking engagement, letter of intent, M&A, M&A transaction, M&A transactions, merger, merger consulting, mergers & acquisitions, private equity, private equity firms, private equity funds, retainer, Roger Furrer, sell side, sell side engagement, sell side transaction, selling a company, strategic acquisition

To Your Health With Dr. Jim Morrow: Episode 11, Making the Move to Assisted Living, An Interview with Derek Bailey, The Right Move Senior Resource and Placement Agency

June 26, 2019 by John Ray

North Fulton Studio
North Fulton Studio
To Your Health With Dr. Jim Morrow: Episode 11, Making the Move to Assisted Living, An Interview with Derek Bailey, The Right Move Senior Resource and Placement Agency
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Derek Bailey and Dr. Jim Morrow

Episode 11, Making the Move to Assisted Living

What signs do I need to look for to know my loved one might need assisted living? What should I do to make this transition easier? On this episode of “To Your Health with Dr. Jim Morrow,” Dr. Morrow addresses these questions and much more with Derek Bailey of The Right Move Senior Resource and Placement Agency. “To Your Health” is brought to you by Morrow Family Medicine, which brings the CARE back to healthcare.

Derek Bailey, The Right Move Senior Resource and Placement Agency

Derek Bailey, The Right Move Senior Resource and Placement Service

Derek Bailey is the Owner of The Right Move Senior Resource and Placement Agency. The Right Move provides free professional consultation services to local seniors and their families in the Southeast. With years of valuable experience in the local healthcare industry, they are equipped, informed, and connected to ensure you are comfortable with who you trust to provide the necessary level of healthcare for you or your family. If you find yourself faced with a decision on assisted or independent senior living options, in-home personal care, nursing home care, or anything else related to seniors, reach out and allow them to help you make… THE RIGHT MOVE. For more information, go to http://rightmoveresource.com/ or call 770-880-0706.

About Morrow Family Medicine and Dr. Jim Morrow

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

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

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

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

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

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

Twitter: https://twitter.com/toyourhealthMD

Show Transcript

Intro: [00:00:09] Broadcasting live from the North Fulton Business RadioX Studio, it’s time for To Your Health with Dr. Jim Morrow. To Your Health is brought to you by Morrow Family Medicine, an award-winning primary care practice, which brings the care back to health care.

Dr. Jim Morrow: [00:00:25] Hello, this is Dr. Jim Morrow. I’m with Morrow Family Medicine. We have offices in Cumming and Milton, Georgia. At Morrow Family Medicine, we try to use all the technology that we can, and at the same time, use old-fashioned ideas and old-fashioned care to give you the sort of care that you need and you deserve. We realize that you have many choices when it comes to where you receive your health care, and we do appreciate it when that choice is Morrow Family Medicine.

Dr. Jim Morrow: [00:00:53] We’re here at the Renasant Bank on Windward Parkway in Alpharetta, Georgia. Again, here with John Ray. John’s running the board. John’s looking out for e-mails and tweets. How are you doing over there, John?

John Ray: [00:01:04] I’m doing great. How are you doing, Jim?

Dr. Jim Morrow: [00:01:06] I’m great.

John Ray: [00:01:07] Good.

Dr. Jim Morrow: [00:01:07] I’m great.

John Ray: [00:01:07] Good.

Dr. Jim Morrow: [00:01:08] So, you can email or tweet the show. The email address is drjim@toyourhealth.md or you can tweet us on Twitter. We’re @toyourhealthmd. And we’re very excited today. We’re going to talk today about assisted living and how to help move your parents or your loved one from one home, probably, to a facility that’s not exactly like their home. And we’re very lucky today to have Derek Bailey with us. Derek is the Owner and Founder of the Right Move Senior Resource. And he helps people do this every day. Hey, Derek.

Derek Bailey: [00:01:44] Hey, Dr. Morrow. How you doing?

Dr. Jim Morrow: [00:01:46] I’m good. I’m good. I really appreciate you being here.

Derek Bailey: [00:01:48] We appreciate the opportunity, definitely.

Dr. Jim Morrow: [00:01:50] So, you’re the second guess that we’ve had. And I’m enjoying this. It’s a little bit different from just sitting here and lecturing to our listeners. And I’m kind of liking this. I do appreciate you coming. So, if you would, Derek, start off by telling us about your business, and what it is you do, and how you manage to do it.

Derek Bailey: [00:02:08] Yeah. So, thanks again for the opportunity. Definitely excited to be here with you on the show. The Right Move Senior Resource is here for one reason. We’re here to help seniors navigate care and help them find the right option for them. My background, I spent five years doing hospice care, four years in the hospital setting, and just really saw a need to help families navigate care. I think we do a good job of planning for retirement and kind of getting ready for those years of life. But nobody really wants to talk about the last five or six years of life, and the care that might come up that you need, and the cost for that care, and who can provide that care.

Derek Bailey: [00:02:44] So, after seeing those needs, we decided just to step out and try to fill that need. So, our business, we come in alongside families that are going through situations when mom or dad can no longer stay at home safely. We help them either bring care into the home to help make it safer, or when looking at assisted living senior living options, our goal is to help them find the one that fits their specific needs, their budget, their care needs, their location, and then their preferences on finishes, on amenities, things like that. But, again, at the end of the day, our goal is to help them feel comfortable with who’s providing care for their loved one at that point in time.

Dr. Jim Morrow: [00:03:23] Super. And I know that’s a real need when talking to families that have elderly loved ones. I think they’re two incredibly difficult conversations. One is, “Dad, you can’t drive anymore.” And this is the second one is, “What we’re going to do now that you shouldn’t be at the house by yourself?” So, you hear a lot of people talk about assisted living. And if you drive around the area where we live, there’s an assisted living facility either present or going up on every corner, it seemed like. So, tell our audience exactly what it means when you’re talking about assisted living.

Derek Bailey: [00:03:54] Yeah. So, assisted living is a residential alternative to living at home. So, when an individual might need help with what we call activities of daily living – cooking for themselves, or bathing, medication management, maybe toileting, things like that, and they can no longer do it in their home safely alone – we look at assisted living where they would have their own apartment, where they can kind of have their own space, but there is care available there for them to help them with their activities of daily living. Also, these assisted livings can help with traveling to appointments, taking them to their doctor’s appointments, things like that. So, again, assisted living is for those who may need a little bit of extra help with their activities of daily living and can no longer do them independently at home.

Dr. Jim Morrow: [00:04:42] Well, you mentioned care being available, and I think that’s a point that distinguishes some of these different types of facilities. In the typical assisted living facility, what kind of care would people expect to have that are ready for them?

Derek Bailey: [00:04:57] Yeah. So, there’s actually two different licensures of what we normally see in assisted living or what you see on the side of the road driving down Highway 9 with the 15 that had been built up and down Highway 9. There’s two different licensures – assisted living and personal care. Assisted living license, they have to have a nurse on staff in the building around the clock that is there for nursing needs. Although they don’t manage a lot of the major nursing needs that might arise, but, typically, they’re going to have a certified nursing assistant, the CNA.

Derek Bailey: [00:05:27] And the CNA’s role is to come in and assist them with bathing, dressing, helping them to the toilet, and helping them to know the dining hall if they need help with meals and feeding, but also medication management. That’s a big part. A lot of times, what takes someone from home to assisted living is they’re not managing their medications appropriately. And you know as well as a doctor, taking your medications as prescribed on time is very important to managing certain diseases. And so, that takes them into the assisted living where they can handle that, where they have certified medication technicians or the certified nursing assistants that come in and make sure they’re taking their medications properly.

Dr. Jim Morrow: [00:06:09] And a lot of the assisted living facilities have gradations of care. Tell me a little bit about the independent, versus assisted, versus memory, and so forth.

Derek Bailey: [00:06:21] Yeah, that’s part of what we do in the process of helping a family. So, when we meet with a family, that’s the first thing we do is we assess their care needs. What are those activities of daily living that they need help with? Do they need medication management? Things like that, because all of these independent living, assisted living options, they might not be the right fit for that family.

Derek Bailey: [00:06:43] So, independent living is more of an independent apartment where they don’t need help with those types of things. They’re there more for maybe the meal preparation, maybe socialization. Mom or dad has been isolated in the home for a while, and it’s just nice to get them in and around other people. But they don’t need that much help in the independent living world. When they start to need that help we talked about, the activities of daily living, the help with bathing, to help with dressing, that’s when we look at the assisted living. And to be honest, the assisted livings, they all range in the level of care that they can provide. So, you know that your loved one needs assisted living, but which one can provide the care that we actually need? And that’s what we do. We help them figure out which assisted living can manage their specific care needs.

Dr. Jim Morrow: [00:07:30] And with any of these facilities, of course, paying forward is always a concern. To what degree does traditional insurance or Medicare Medicaid play a role in this?

Derek Bailey: [00:07:41] No, it’s a great question. Every family wants to know who’s paying for it.

Dr. Jim Morrow: [00:07:44] Yeah.

Derek Bailey: [00:07:45] At this point in time, when it comes to independent living, assisted living here in the State of Georgia, the majority of it is private pay by the individual or the family. The only help or care that Medicare or traditional health insurance would actually pay for in the assisted living would be if they needed physical therapy, occupational therapy, or skilled nursing that kind of comes in either through home health or through a third-party therapy provider in the building. That’s what insurance would cover. But as far as the room and board, the daily care at an assisted living, the majority of it is going to be paid by the family.

Dr. Jim Morrow: [00:08:21] And do you have a a range of prices in mind, in general? Tell me about that.

Derek Bailey: [00:08:27] So, it’s a very wide range. As you’ve noticed, all of them being built, they all provide different amenities, different levels of service. And so, on the low end for assisted living, you’re going to be looking in the the $2500 range for probably a shared apartment where you might be in the same apartment with someone else, all the way up to some of the higher end assisted living is are going to cost you $7000 or $8000 dollars a month. So, it’s a very wide range. The average for assisted living apartment here in the Greater Atlanta area is around $3600 a month. So, it’s not cheap when you look at the number, but we try to get families to understand that they’re getting their room and board, all their utilities paid, the food, the activities, and then the care is all lumped into that one number. So, it might look like a very large number, but at the end of the day, you’re getting a lot in that one fee per month. But again, it’s private pay, and it’s a wide range of options to choose from.

Dr. Jim Morrow: [00:09:26] Well, it’s good to have a lot of options in a lot of different facilities that do have those different amenities, so people can have a price range to pick from.

John Ray: [00:09:34] Yeah.

Dr. Jim Morrow: [00:09:35] So, if my loved one – my mother, for example – is getting older and starting to get a little bit frail, what are some of the things I need to be on the lookout for to know that this is a conversation needs to be had?

Derek Bailey: [00:09:48] Yeah, that’s a great question. So, I think we need to start having this conversation much earlier before we start to have issues. The bulk of our clients call us when it’s in the middle of it. And it’s very difficult to make rational decisions when you’re in the thick of things. But at any point in time, when you notice medications being missed, or you’ve noticed they’ve had to go to the physician a few extra times for urinary tract infections, or just losing weight, or overall just getting tired. Also, if you notice their meals, and if they’re not cooking for themselves anymore, or if you’re dropping off meals for them, and they’re not eating them, those types of things are kind of good indicators that maybe mom or dad’s not able to care for themselves anymore. With my grandmother, for instance, we started noticing she kept a very clean house her whole life, and then we started to notice dust piling up, and trash starting not to get taken out, and just little subtle things where we noticed her behavior was different, and we noticed it was time for her to start looking at some senior living options for her.

Dr. Jim Morrow: [00:10:54] That’s great. I appreciate that. I know we have episodes or incidences in the office where we’ll have conversations with family. And, usually, they’re pretty good about noticing that kind of thing, but I like the idea of starting to have that conversation earlier. I never had the privilege of knowing my wife’s mother, but she tells a story about when her mother was getting older, she said, “We need to go look at places where I can live.” And then, my wife, Peggy, will laugh and say she wasn’t sure if that was just because she didn’t want to live with one of her children, or she just want to take the burden off. But it is a large burden. And I think talking about it earlier, and knowing what somebody’s desires are before they get to the point of being in serious need is a very good idea. So, the transition from home to assisted living or other has got to be a very difficult one for everybody involved. Do you have ideas about what can make it easier other than that early conversation?

Derek Bailey: [00:11:50] Yeah. So, a few things I think are very important because, like you said, two of the conversations that are the hardest, “I’m taking your keys away,” and “You can no longer live alone.” You’re taken their way to get around, and taken their independence, and then you’re taking them from their home. So, it is a very big deal. The couple of things that I think have worked with us with families is, obviously, the early conversation. But when the conversation’s too late, it’s getting them involved in the conversation. Asking the senior, the aging loved one, “What are you hoping for in your next home?” And I think really being honest with them as to why we’re having to look at the senior living options as the alternative to what’s been going on.

Derek Bailey: [00:12:32] And then the next thing is getting them involved in the process. So, letting them see the options if we can physically do that. Get them to the options, let them have some input and questions to each assisted living, let them try the food at the assisted living before they make a decision. Really getting them involved in the process gives them a sense that they’re in control of their future rather than someone else is controlling their future for them. I think that’s the biggest thing because we all have kids. We tell our kids what to do. And at some point in time, that role is going to reverse, and that’s very hard. So, allowing them to feel like they still have some power, and some say in their decision making process is important.

Dr. Jim Morrow: [00:13:14] And you mentioned checking out the food and that kind of thing. And obviously, visiting these places is very important. And I think they’re all very, very open to that. I hear from patients that they’ve done a good bit of that kind of thing. But once you move in, and you’re there, and it’s also very new. I’m sure a lot of elderly people or anybody who would be likely to be this way are tempted to just stay in their room and not get involved. And have you seen that the staffs actually try to encourage them to come out and play, if you will?

Derek Bailey: [00:13:43] That’s part of what I think separates some of the good assisted livings from some of the ones that are just kind of middle of the pack or mediocre. They’re actively trying to engage their new residents because that’s very important. That first couple of weeks is a big deal. They know they’re moving someone from their home to a place where they are no longer by themselves completely. So, actively having the activities director come and get them out of the room, getting them to come sit for meals, or they put on a lot of events at these places. So, just really trying to push the resident, the new resident to come out when they can.

Derek Bailey: [00:14:18] What I’ve found to work great in a lot of the assisted livings is they have a team of actual residents that that’s their new job, their purpose. They are there to acclimate a new resident. So, they try to buddy them up with somebody that’s kind of like them or similar situations, and really help them feel comfortable, and using their own residents to help push the new residents into the more social side of things there.

Dr. Jim Morrow: [00:14:44] Oh, that’s an awesome idea. I did not know that. I think that’s a great thing for them to do because it does give them that purpose. And plus, who better to explain to people what it’s like there other than a resident? That’s a great idea. I like that. So, in facilities around the area and, really, in any area, you’ve got the assisted living, and whether it’s independent, or assisted, or memory care. But then, nursing home is a whole different animal. So, if you would explain the difference between nursing home and what we’ve talked about so far?

Derek Bailey: [00:15:20] Yeah. So, nursing home or the traditional skilled nursing facility is there for a much higher level of care that might be needed by a patient. So, if someone is to the point where they are bedridden, or maybe they have certain wounds or diseases that require constant monitoring by a skilled nurse, then we need to look at a skilled nursing home for that situation. Growing up, like my wife’s grandmother, for instance, she thinks all of these places are nursing homes that, “I don’t want to be put into a home.” She thinks some of the nicest assisted living as a home or a nursing home. So, trying to get her to understand the difference, we have that conversation all the time. But when someone requires skilled nursing, 24/7, that’s when we’re looking at a skilled nursing home or nursing facility.

Derek Bailey: [00:16:07] Assisted livings now, with this new assisted living license, can handle someone who may take two people to get from bed to chair. They may be able to wheel themselves around a little bit. But once someone is completely bedridden or needs that nursing attention throughout the day, then we need to look at skilled nursing homes.

Dr. Jim Morrow: [00:16:28] And I know you said that you spent time in hospice. And the home health people are, obviously, involved in the assisted living side. Do you find that the use of home health is able to delay the move to a nursing home for a lot of the people that are in assisted living?

Derek Bailey: [00:16:46] Definitely. And, also, using hospice in the assisted living. Through some licensures and things like that, if home health is managing a lot of the nursing care needs, if it’s a few times a week that they need bandage changes, or just checkups, and things like that, then definitely the home health nurse, the aides can come in and help someone age in place. That’s one of the biggest movements, I think, over the last few years in the assisted living world here, especially in Georgia, is aging in place. And they have begun to use hospice to allow that to happen even at end of life. As long as hospice is involved, the assisted living can, for the most part, manage someone and allow them to stay in their own room throughout the whole process until they pass away. So, you have noticed with the assisted living licenses changes recently, plus hospice being more involved, that we may not have to move to nursing home that towards the end of life if we can help it.

Dr. Jim Morrow: [00:17:45] And in the assisted living centers, do they use sitters in that area either 24 hours or evening sitters? Is that something that this center will allow them to do?

Derek Bailey: [00:17:59] Yeah, at times. So, there will be times that that might be needed. For the most part, the assisted living is going to be staffed well enough to handle the routine care for a resident, the getting them bathed once a day or getting them their medications. But, sometimes, let’s say, after a hospital stay, they come back to the assisted living, and they may need more hourly care than what the normal assisted living could manage. They’ll allow sitters to come in and stay with the resident. And it may only be for a few days just to get them acclimated back into being in the assisted living. But they definitely do rely on sitter services, CNAs to come in and help residents when they need more care than what the assisted living can provide.

Dr. Jim Morrow: [00:18:42] And whether you’re talking about assisted living or nursing home, I think I know the answer for nursing home, but a lot of these patients need specialized diets. And I know in an assisted living, it’s very much a cafeteria style situation. Are they able to prepare specialized meals for patients?

Derek Bailey: [00:18:58] They are. And again, that’s where there’s a lot of newer communities coming out and focusing on those types of things. As the assisted living world is getting bigger and bigger, and they’re allowed to care for more individuals as far as their care needs, you have seen catering to certain diet types, diet restrictions, whether it’s cardiac diet, low sodium diets. Families are able to make that part of their plan moving into the assisted living. And most of them have a chef onboard, and they’re now cooking meals to order.

Dr. Jim Morrow: [00:19:30] Wow.

Derek Bailey: [00:19:31] And so, especially the higher end assisted livings can cook meals to order, much like a restaurant style, and they’ll know a specific resident’s diet restrictions if it’s been put in there when they move in.

Dr. Jim Morrow: [00:19:45] Super. Now, you mentioned a minute ago how the roles seem to flip, and it’s a different point in time for every single family, of course. But at some point, the child becomes a caregiver. Do you have advice for that caregiver as far as not just making the decision about where but about how to best go about making this as painless as possible?

Derek Bailey: [00:20:08] Yeah. Well, that’s something that’s really been on my mind – really, my heart – over the last couple months is that caregiver burnout. We get a lot of clients from the ER, where it’s thrown in their face, where mom and dad has had some type of accident, and they had no idea that mom or dad couldn’t live on their own. So, now they’re picking up the pieces. Where do I go from here? What do I do? How do I get mom and dad to the doctor’s office? How do I manage their medications? And caregiver burnout is a huge problem that I think we face here as our parents age, and those roles reverse, and you’re kind of thrust into a situation that you weren’t prepared for.

Derek Bailey: [00:20:43] So, we’re actually working on kind of a program to help families with that. But I’ll briefly talk about some things that I think we need to focus on. Number one is care. Can they provide the care they need independently? And so, can they manage their own medications? Can they get to the restroom safely? Can they cook for themselves? Those types of things. Number two is the transportation. Can they safely drive themselves to appointments, to social activities? If not, that may fall to the caregiver. So, coming up with a plan for transportation is important to not overwhelm the kid who’s probably still transporting kids around as well.

Derek Bailey: [00:21:25] Another one is the legal side of things. Can you legally make decisions for your parents for their care? So, speaking with an elder care attorney about power of attorneys, both financial and health care, talking about their wishes towards the end of life and being prepared for those conversations, having the legal ability to make those decisions for your parents when they can no longer make those, that’s important. So, speaking with an elder care attorney and getting some of those legal documents taken care of.

Derek Bailey: [00:21:55] Another one of those things to look at is nutrition. Nutrition is a huge part of aging and healthy aging. And it’s really important to make sure our loved ones are eating properly. And so, when you’re thrust into that caregiver role, that’s something that you have to think about. Can they cook for themselves? Is it healthy food? If not, how do we bring them food? Do we deliver it? And that’s a lot of burden on the caregiver. Or are there services that can provide that?

Derek Bailey: [00:22:20] So, these are all things that we’ve been really putting a lot of time and effort into coming up with solutions for. So, hopefully, stay tuned, we’ll have a really nice package for caregivers to really hand them over and say, “Here’s what we have seen that works, and these are the things you need to focus on to keep you from burning out.” Because at the end of the day, they’re going to be caregiver, they’re there to make decisions, but we want to make sure they still have time to be the son, the daughter. We got to make sure they still have time to love their loved ones and not just be thinking about the care that they need.

Dr. Jim Morrow: [00:22:51] I think that’s a great idea. And I think any physician or any practice that deals with adult geriatric medicine would want to have that little packet on hand somewhere to be able to help people out because we do have that conversation quite a bit. And you’re absolutely right about the caregivers. They are running their household, dealing with their family, their children. They’ve got soccer, and school, and projects. And then, they also have to be dealing with the problems that their elderly parents bring. And it bothers them a lot. And I think being able to be aware of that and provide them some sort of assistance is something that would go a long way towards making this entire experience a little bit more tolerable for.

Derek Bailey: [00:23:32] And we also recommend connecting with caregiver support groups. One of our employees actually puts one on monthly. She’s in the Hall County area. But find a local caregiver support group where you can get connected with other people going through the same issue. There’s strength in numbers. There’s ideas that we’ve all tried or others have tried that have worked or not worked. And it’s nice to get around people that can support you and let you know you’re not going through this alone and that there’s help out there for it. So, definitely look into local caregiver support groups.

Dr. Jim Morrow: [00:24:02] I think that’s a great idea. And I know in talking to some of the children of elderly parents that they’ve always felt like this is a very difficult conversation to have, but once they start getting into the conversation and actually dealing with the fact that this loved one is suffering a loss – whether it’s loss of control, or loss of money, or loss of freedom, or independence, whatever it might be – that it makes the entire process a little bit easier because it’s just out in the open, and they can have the conversation, and the caregiver doesn’t have to feel that entire burden on them every minute of every day, which I think is a big problem for a lot of caregivers. So, I appreciate you talking about that.

Derek Bailey: [00:24:44] Yeah.

Dr. Jim Morrow: [00:24:45] So, I’ve got a list here of do’s and don’ts for friends and relatives of people who are moving and making this sort of transition. Things like if you’re asked help with sorting, and packing, and moving. And I think that’s kind of a no-brainer. Listen to your loved one as they talk about what they left behind. It’d be helpful even if you don’t agree with the decision to move. And I’ve seen that happen, and I’m sure you have to, where you’ve got three children, and they have to have a tiebreaker to decide whether or not this should even happen. In your experience, tell me a little bit, if you can, about how you would advise the friends and relatives to help make these things they should do to help make this a little bit better transition?

Derek Bailey: [00:25:28] Yeah, definitely. I think that one of the big things you said there was listen. As our parents age, they just want to be heard sometimes. And so, actively listening to some of their issues or concerns, and helping them understand the move, and helping them try to alleviate some of the issues is very important. But then, also, helping them communicate that to the assisted living that they’ve moved into, because a lot of times, we don’t communicate what we’re upset about or what’s bothering us. And if the assisted living doesn’t know what’s bothering the person, the new resident, then they can’t fix it. So, listen and be an active part communicating with the assisted living.

Derek Bailey: [00:26:04] Another thing I think is to be there, to be present. You don’t have to be there 24/7 because, I think, that can be a little excessive and cause more burnout but do schedule visits. The assisted living allows the resident to come and go. So, go get them, take them to lunch just like you normally would. Try to add some of those routine things that you were doing with them at home, but continue to do that in the assisted living, and help them feel like not every part of life has changed, and that they haven’t just been dropped off somewhere and left. I think that’s one of the biggest fears is, again, back to my wife’s grandmother, “Just don’t drop me off at a home and leave me.” That’s what she keeps saying.

Dr. Jim Morrow: [00:26:43] Well, that continuity is absolutely huge. And I think it’s a gigantic change for everybody in the family now that this person is actually living there. So, I think that’s really good advice. And one thing you said is to listen. We’ve both talked about that. And I think it’s important to listen and not feel like you have to fix that, which has, men, we’re fixers, and we’re trying to pull that nail out of the head, and it can be very difficult. So, about things that you shouldn’t do, I know one of the things that loved ones shouldn’t do is to just feel like they’re going to take over the entire process and run everything. But do you have ideas about other things that are bad ideas during this transition?

Derek Bailey: [00:27:28] Yes. So, I think that’s a great one to not think that the assisted living is just going to take over for you, that they’re going to be involved and help them make the care decisions moving forward. But a few things, I think, to not do. Try not to focus on all the negatives about a particular community. Once you come in, you’re going to see things, you’re going to notice things that might bother you, but address those with the assisted living and try not to bring those up with the loved one. You don’t want to give them more fuel for the fire that might cause them to really be unhappy.

Derek Bailey: [00:28:03] I would say don’t not show up. Don’t ignore the loved one. If they call, answer. If they need you to come, come by and visit. Be very involved. And then, don’t ignore the assisted living. The assisted living is, now, kind of filling in that caregiver role. And so, they need your advice on what mom or dad likes or what their routines might be. So, don’t ignore the assisted living as well. Make sure you’re there helping them now care for your loved one as you have done for so many years before.

Dr. Jim Morrow: [00:28:34] Right, right. Well, I think that’s all great advice. It’s very informative for me. And I even work in the environment. So, it’s a good thing for me to know. And I’m sure it’s very good for our listeners. If you would tell everybody how they can get in touch with you at the Right Move?

Derek Bailey: [00:28:48] Yeah, definitely. You can check us out online. Our website is www.rightmoveresource.com. That’s R-I-G-H-T Move Resource dot com. You can definitely give us a call. Our phone number is 770-880-0706. Check us out on Facebook, anything like that. But definitely just reach out. We’re here to help. We’re very in-person. So, give us a call, reach out online, and we’ll get somebody connected with you definitely.

Dr. Jim Morrow: [00:29:15] All right. And I’m wondering, John’s over here at the board, I’m wondering if we have any questions that anyone’s emailed or tweeted to us.

John Ray: [00:29:22] The question is, how much time do we have, right, because I’ve got several questions here. So, let’s start with a couple, and we’ll see how this goes. So, one question here is, how far in advance, knowing that things change rapidly with seniors and what their journey is, how far in advance should someone be in touch with you, Derek?

Derek Bailey: [00:29:47] I think as early as possible. If there comes a point where a loved one or an aging parent is actively saying, “We need to start thinking about this,” jump on it because you may not get that opportunity. A lot of aging people, they don’t want to talk about these issues, but if it comes up in a conversation or as soon as you notice some type of change, reach out. We may not be looking for assisted living within the next year, but there may be other resources that we need to be looking into that we can connect them with, whether it’s some care coming into the home or looking at setting up for VA benefits or Medicaid things because a lot of the financial help that can help pay for assisted living would be through the VA or through Medicaid. And that takes years to plan for now that there’s look back periods and things like that. So, it’s never too early to reach out. And if it’s just a phone call, we’re more than happy to give 10, 15, 20 minutes of our time just to offer up some suggestions now and to tell them to call us back at this point in time when you need some more help.

John Ray: [00:30:49] So, another question we’ve got here – I’m summarizing this – that this individual says, “Hey, I know that there are some facilities where that are a combination of assisted living and memory care that, I guess, are kind of sequential in terms of the way a senior’s journey might go. And if I think my parent has a memory issue, should they go in early to get priority for that memory care unit? Is that the way that works in these facilities?” The concern is getting into memory care units that, sometimes, have limited capacity. That’s the bottom line on the question.

Derek Bailey: [00:31:38] Yeah, definitely, definitely. It’s much easier to move into a memory care if you’re already a resident of that building. You definitely have first priority. Especially if you find one that you like above others, it’s definitely important to get into that building and be in the assisted living environment. That way, you have first priority. But also, and what studies have found out, and what we’ve noticed is with those memory issues that can advance, a lot of times, if we get them into assisted living earlier, and as they receive the routine care, their medications are taken correctly, their incontinence issues are addressed, we can actually stay out of memory care for much —  stay out of there longer. So, we can stay in the assisted living world and really thrive there first and push off moving into memory care until a much later date.

Derek Bailey: [00:32:26] Memory care is much more expensive than the assisted living. So, if we can help save them some money by staying in the assisted living longer, help the individual with the aging process and kind of stave off the results of what dementia and Alzheimer’s can do later on, that’s a good idea to get into assisted living earlier.

John Ray: [00:32:44] Okay. One more question if we got time for one more, Jim.

Dr. Jim Morrow: [00:32:47] All right then.

John Ray: [00:32:48] Okay. So, here’s someone that’s written in, and they say, “I don’t trust online reviews.” So, I can sympathize with that. And that’s obviously where you come in in terms of giving onsite help with places that folks ought to look at, maybe places they ought to avoid. “How do you continue to monitor what’s going on at different facilities? How do you do that?”

Derek Bailey: [00:33:18] That’s a great question. That’s very important. There is a lot of information online. And the reason I started my business is really because of that, because there’s a lot of misinformation, and there’s a lot of people out there that are going to take your information, and really not correctly guide you to where you need to be. So, we are on the ground in these facilities weekly, monthly, visiting them, keeping up with our clients that are moving in and out of these facilities. And we’re making sure that they’re doing the right things.

Derek Bailey: [00:33:47] Things change all the time. We know staffing changes all the time. So, we try to keep on top of that as the boots on the ground, so to speak. And that’s why I wanted to be different. I wanted us to be in the communities, knowing the options, and knowing who’s providing great care at that point time. We also do follow up surveys with all of our clients. So, we do incremental every-two-month surveys to make sure that they’re happy, that they’re doing a good job. And we stay on top of any issues that might come up. So, if we’re getting bad surveys from a particular community, we know maybe we need to go help them address that situation or we can tell our future clients these are the issues we’ve had with that. So, it’s very important to stay in the communities, to stay talking with our previous clients to make sure they’re getting good care.

John Ray: [00:34:32] I think that’s what we’ve got time for. But we ought to let everyone know that if they’ve got further questions, they can put them on our Facebook page, and we can make sure that Derek gets those questions. We can answer them there.

Dr. Jim Morrow: [00:34:43] Absolutely.

John Ray: [00:34:43] Right?

Dr. Jim Morrow: [00:34:43] Yes, absolutely. They can e-mail. Once again, the email is drjim@toyourhealth.md. And on Twitter, @toyourhealthmd. We are on Facebook. It’s To Your Health on Facebook. Morrow Family Medicine’s Facebook page, of course, is there if you want to leave a message there. And we will definitely connect you with Derek.

Dr. Jim Morrow: [00:35:02] I do want to remind everybody that Morrow Family Medicine has a walk-in hour every morning, Monday through Friday, 7:30 to 8:30. If you decide one evening there’s something you need to have checked out, whether it’s a cough, cold, bellyache, rash, ask a question, doesn’t matter to us, if you feel the need to be seen, you can just show up at one of our offices Monday through Friday, 7:30 to 8:30, and we will see you. That way, there’s never a day you can’t be seen at Morrow Family Medicine. And I do believe that’s all we have for today. So, this is Dr. Jim Morrow, and that’s To Your Health.

Tagged With: Cumming doctor, Cumming family doctor, Cumming family medicine, Cumming family practice, Cumming md, Derek Bailey, Dr. Jim Morrow, elder care, elder care planning, eldercare, healthcare power of attorney, hospice care, independent living, independent living communities, independent living facility, long term care insurance, medication management, memory care, memory care homes, Milton doctor, Milton family medicine, Milton family practice, Milton md, Milton physician, morrow, Morrow Family Medicine, moving seniors, nursing home, nutrition for seniors, senior adult services, senior communities, senior community, senior living communities, senior living community, senior nursing care, senior planning, senior relocation, To Your Health

TMB E13: Bob Dytko, and Bill and Chrisie Ballard

June 21, 2019 by angishields

Business RadioX® Community
Business RadioX® Community
TMB E13: Bob Dytko, and Bill and Chrisie Ballard
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Guests
Bob Dytko  , VP. Social Media/Marketing 
Education Liaison 
Stewart Title & Trust of Tucson
3939 E Broadway, Tucson AZ  85711
bob.dytko@stewart.com
Phone: 520-668-6697
SOCIAL MEDIA: Facebook |

Born and raised in Tucson. Whenever I try to leave the trucks breaks down. After a time I got to know everyone and they all become part of who you are. So why leave?  I put myself through college. Rodeoed in my younger years. Past President of BIC. Past board member of the March of Dimes. Written 2 books. Raising a beautiful daughter and a dog named Batman.  I love to visit rodeos, camp, country concerts, bbq, build furniture and write.  I love my career doing classes, radio, public speaking and bringing in commercial and residential business to Stewart Title. I teach:

  • Southern Arizona Growth
  • Motivational Marketing
  • Creative Marketing
  • Apps and Social Networking for Realtors and Lenders
  • Youtube

My goal is to build teams and learn from each there how to be successful in our industry.

About Stewart Title 

Stewart’s national title and escrow services contribute to an enjoyable buying or selling experience.  It doesn’t matter whether you’re a home buyer, home seller, lender, broker or real estate agent – we never stop working to make real estate services an enjoyable experience and to back every title insurance policy with leading underwriting expertise.

Bill and Chrisie Ballard, CEO & Franchise Owners
BNI (Business Network International) for Southern Arizona
2954 N Campbell Avenue Ste 215, Tucson AZ 85719
chrisie@bniarizonasouth.com & bill@bniarizonasouth.com
Phone: 520-982-5131
www.bniarizonasouth.com
SOCIAL MEDIA: Facebook

Chrisie is a Tucson Native who loves traveling with her family, shooting pool, playing cards and watching the Denver Broncos! Bill is a Kansas City native who enjoys scuba diving, shooting pool, traveling & watching the Kansas City Chiefs. Yes, to answer your question, things get interesting when their teams play each other. Together they share four bonus children and one daughter along with three grandchildren. Together they are working to build their business here in Southern Arizona which covers six counties, including Pinal, Pima, Greenlee, Cochise, Graham & Santa Cruz Counties.

BNI is the largest referral organization in the world and is celebrating 19 years here in Southern Arizona this month. There are 14 Chapters from Sierra Vista to Maricopa with nearly 300 Members.

Members range from the solo-entrepreneur to owners of large companies as well as employees of everything in between. BNI prides itself on creating a positive, supportive, structured place for all Members to come together, train each other as a marketing team and then have each other’s back in passing quality referrals that result in business. In the last 12 months, BNI of Southern Arizona Members has passed 17,224 referrals which resulted in $5,833,249 in closed business for the communities that they touch.

Chrisie and Bill are passionate about the opportunity to continue to build BNI here so that their Members not only make more money but fulfill their dreams.

“We help send Members kids to college, we help Members live passionate and amazing lives, not just because they’ve made more money but because their quality of business relationships is elevated, and they are happier and more satisfied people. We love what we get to do each day and look forward to building a more stable business environment in all of Southern Arizona through the Givers Gain philosophy.”

About BNI

BNI (Business Network International) Arizona South’s purpose is to help businesses, large and small, grow their business and make more money!

BNI is the world’s largest business networking and referral organization and its culture, which is built upon the philosophy of Givers Gain®, is unique. This is a culture of caring about giving business, professional development and building consistent, proactive and reciprocal business relationships. BNI helps members develop a structured, positive, and professional referral marketing program which provides them opportunities to:

  • Gain new business.
  • Receive business education.
  • Improve business networking skills with positive business people.
  • Speak about business before an audience of positive, like-minded business people.
  • Develop business relationships and create a group of trusted advisors.

Forty-Niner Golf & CC – Tucson’s Hidden Jewel

Tagged With: Tucson Means Business

Decision Vision Episode 20: Am I Ready for Workplace Violence?, An Interview for Bruce Blythe, R3 Continuum

June 20, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 20: Am I Ready for Workplace Violence?, An Interview for Bruce Blythe, R3 Continuum
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Bruce Blythe, Chairman R3 Continuum

Am I Ready for Workplace Violence?

Workplace violence is a much more common phenomenon than some believe. What are the personality characteristics of someone who might initiate a workplace violence incident? How should you mitigate the risk of these incidents? Michael Blake, Host of the “Decision Vision” podcast, addresses these questions and more with workplace violence expert Bruce Blythe of R3 Continuum.

Bruce Blythe, R3 Continuum

Bruce Blythe is the Owner and Executive Chairman of R3 Continuum. R3 Continuum provides employers with integrated crisis readiness, crisis response, and employee return-to-work services. They have assisted hundreds of companies worldwide with crisis, workplace violence, and business continuity planning, training, and exercising. They also provide consultations worldwide for diffusing serious disputes, hostilities, and workplace violence threats. R3 also works with insurers and large employers in accelerating employee return-to-work for workers comp disability and nonoccupational injury claims through North America and Australia.

Bruce Blythe is recognized internationally as an crisis management expert. He has been personally involved in resolutions of crises such as such as the 1993 World Trade Center bombing, the September 11th terror attacks, mass murders at the US Postal Service, and the Oklahoma City and Boston Marathon bombings. He serves as a consultant to numerous Fortune 500 executives and managers in strategic crisis leadership preparedness and response. Widely regarded as a thought leader in the crisis management and business continuity industries, Bruce is author of Blindsided: A Manager’s Guide to Crisis Leadership. Bruce has served in the military police of the US Marine Corps, is a certified clinical psychologist, has been a consultant to the FBI in workplace violence and terrorism, and has appeared on numerous national media outlets.

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is 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 here. “Decision Vision” is produced and broadcast by 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: [00:00:04] 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 vision a reality.

Michael Blake: [00:00:23] And welcome back to another episode of 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. Rather than making recommendations because everyone’s circumstances are different, we talk to subject matter experts about how they would recommend thinking about that decision.

Michael Blake: [00:00:42] My name is Mike Blake, and I am your host for today’s program. I am 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, which is where we are recording today. Brady Ware is sponsoring this podcast. If you like this podcast, please subscribe on your favorite podcast aggregator, and please also consider leaving a review of the podcast as well.

Michael Blake: [00:01:07] Today’s topic is violence in the workplace. And in preparing for this program, I did a little bit of research, and I was surprised to learn the statistics. According to the National Safety Council, assaults are the fourth leading cause of workplace deaths in the United States. In 2017, assaults resulted in 18,400 and 458 fatalities. And to me, that was a stunning number. And anybody listening to this podcast, we’ve heard of the catastrophic workplace incidents. Often, a disgruntled or terminated employee that comes back to the workplace with a gun and ends in tragedy.

Michael Blake: [00:01:58] But what I’ve learned in doing background research for the show and, also, thanks to my long and dear relationship with our guest whom I’ll introduced in a minute, this is a much more common phenomenon than I think most people realize. And maybe that’s good. Maybe if we realized how dangerous it can be to actually go to work, we wouldn’t want to go to work anymore. So, maybe that’s a good thing.

Michael Blake: [00:02:26] But thankfully there are people like our guest today that help people both prepare for these incidents, mitigate the risk of them happening, and the damage occurs that when they do, and also inevitably when somebody kind of falls through the cracks, picking up the pieces when it happens.

Michael Blake: [00:02:48] And so, to that end, it is my immense pleasure to introduce, again, might my dear friend and longtime client, Bruce Blythe, who is an internationally acclaimed crisis management expert. He is the Owner and Executive Chairman of R3 Continuum, that provides employers with integrated crisis readiness, crisis response, and employee return-to-work services.

Michael Blake: [00:03:12] They have assisted hundreds of companies worldwide with crisis, workplace violence, and business continuity planning, training, and exercising. They also provide consultations worldwide for diffusing serious disputes, hostilities, and workplace violence threats. On average, they respond onsite to 1300 international workplace crises of all sorts per month. Finally, they work with insurers and large employers in accelerating employee return-to-work for workers comp disability and nonoccupational injury claims through North America and Australia.

Michael Blake: [00:03:48] Mr. Blythe has been personally involved in crises such as — and by personally involved, meaning resolving them, such as the 1993 World Trade Center bombing, the September 11th terror attacks, mass murders at the US Postal Service, and the Oklahoma City and Boston Marathon bombings, commercial air crashes, rescue of kidnap-and-ransom hostages in Colombia and Ecuador, hurricanes, earthquakes, fires, floods, and reputational crises.

Michael Blake: [00:04:16] He serves as a consultant to numerous Fortune 500 executives and managers in strategic crisis leadership preparedness and response. Widely regarded as a thought leader in the crisis management and business continuity industries, Bruce is author of Blindsided: A Manager’s Guide to Crisis Leadership. A book, which I’ve read by the way, and I firmly recommend. He has served in the military police of the US Marine Corps is a certified clinical psychologist and has been a consultant to the FBI in workplace violence and terrorism.

Michael Blake: [00:04:48] Bruce appeared on NBC Today’s Show, CNN, ABC’s 20/20, CBS’ 48 Hours. Pretty much, if they ever talk about this subject, Bruce is the guy that they call. And I can tell you that when he speaks, he commands a pretty high fee for doing that. So, I appreciate him giving us a slight discount for coming on the program. I could go on and on, but I think you get the point. Bruce knows what he’s talking about. Bruce Blythe, thanks so much for coming on the program.

Bruce Blythe: [00:05:16] Well, you just made me nervous, Mike.

Michael Blake: [00:05:19] I doubt that. I know you too well. I very much doubt that. You and I have known each other since R1. It’s been a while since it got to R3 Continuum. But let’s start with a little bit of a vocabulary lesson for the audience. When we hear about workplace violence, what forms does that take? As I mentioned in the intro, we all have heard about the gunman coming to the workplace and shooting lots of people. Is that the most prevalent form or what other forms of workplace violence do you encounter and try to help mitigate or resolve?

Bruce Blythe: [00:06:04] Sure. Well, the shootings are the least prevalent actually. The most prevalent forms of workplace violence are things like verbal and nonverbal threats, threat of violence, intimidation, bullying. Some of the sexual harassment, or sexual assault, or sexual violation kind of issues where people feel threatened. Stalking is certainly one of those things. And sometimes, it’s with a vengeance. And other times, it’s what they call a [radamania] where somebody has an unrelenting attraction to — usually, it’s a male toward a female, and won’t let go, and they just keep stalking or whatever. And that could be both physically, as well as on social media, or e-mails, or whatever. Fights certainly play into that. Hostilities of all sorts.

Bruce Blythe: [00:06:59] Those are the things that are most likely to occur in the workplace. And many of those things, then, are precursors to more serious levels of violence. The good news is that most people make threats. Most people who are hostile do not come in with a gun. So, that’s the good news. The bad news is we don’t know which one of those people are going to be the ones that end up shooting. We have a hard time. There is no psychological test, or list in the newspaper, or whatever that tells us who’s going to be the shooter, if you will, in the workplace.

Michael Blake: [00:07:33] And to your point, it’s so much more common than I realized. I actually was in Salt Lake City last week for a conference. And as it turned out, I had a layover. Actually, the first time in my life, I had a flight canceled on me. I had to be shipped off to a hotel. And I was in the bar having a beverage. I happened to sit next down next to a lady who has a a company in California. And we got to talking a little bit. And she was on her way where she had just fired somebody at one of their offices, and that person shoved her, tried to choke her, and, ultimately, of course, had to be separate and escorted out of the building.

Michael Blake: [00:08:19] And she told me that’s something that’s happened to her multiple times. And my jaw just dropped. In spite of the conversations you and I have had, it’s happened to her so many times that she had almost a nonchalance about it, and I was stunned. How common is that where maybe there are some workplaces where things like events like this can be so common that you almost get numb to it?

Bruce Blythe: [00:08:47] Well, I don’t know that you’re actually numb to it. I would be surprised if she’s numb to it. She can be nonchalant all she wants, but the fact of the matter is that she’s been lucky enough that she survived these things and not been hurt. So, I think that, sometimes, when you just dodge a bullet enough times, you think, “From that, I won’t get it.” The good news is that most of the time, even people that are hostile, that have triggers, like being fired, or feeling unfairly treated, or whatever it may be, that they’ve got a grievance about. Most people don’t actually act out violently in a very severe manner.

Bruce Blythe: [00:09:22] So, there’s certainly some warning signs there. I would recommend to her that she take a look at what can she do to address those kinds of things to be ready. So, many times, it’s kind of, “Well, I hope they don’t get violent.” Then, they do, and it’s like, “Oh my gosh.” And they get out of it by the skin of their teeth. But there’s some things that you could do to set up the room and set up the entire thing about who’s there, and maybe even have security or a police officer that may be not visible or may be visible. It depends on how you want to do it. But to actually plan out the contingencies, I think, is a really good idea. And we hope people do that. And so, many times, we know, they don’t think about it. You don’t like to think about things like that being worse than what you’ve experienced before.

Michael Blake: [00:10:09] And to a point, I kind of want to finish off the vocabulary part because I know another part of the business that, at least, you’ve dealt with, this scenario that you’ve dealt with in the past, has been violence that occurs due to crime, like a convenience store robbery, something of that nature. That’s sort of a different animal, isn’t it?

Bruce Blythe: [00:10:31] Oh sure. And it’s really hard to stop those kinds of things. Now, retail, customer service jobs, certainly taxi drivers. Less the Uber and Lyft type drivers because the people are identified who go in. A taxi driver, it takes somebody that’s anonymous, and they don’t know who they’re picking up. Police, certainly, they’re in the line of fire a lot. And interestingly, a real hotbed for violence is in medical arenas. So, hospitals, certainly emergency rooms, that sort of thing. A lot of violence in those situations.

Michael Blake: [00:11:09] I read something about that. That, in fact, with health care facilities and even nursing home facilities, the violence tends to be fairly prevalent. What are the kind of the scenarios that kind of set people off to that degree in your experience?

Bruce Blythe: [00:11:25] Well, when we talk about somebody just coming from the public that’s anonymous that may or may not have anything to do with the workplace, then, certainly, there’s nothing you can do about that. If a workplace has a high percentage of women in the workplace, there is an increased likelihood of domestic violence coming into the workplace. It happens a lot that. It could happen to men with a strange female spouse, or girlfriend, or whatever, but that’s less likely. But in those situations where you know that the person — you know them, or you’ve got a relationship with them, typically, it helps to understand the violent mind.

Bruce Blythe: [00:12:09] I think this is a big piece of what’s missing because so many times, the naive organizations, when they have a threat, they think about, “All right. There are temporary restraining order. Let’s call the police and have them arrested. And let’s get some guards with guns or without guns, either way. Maybe some cameras as well.” And if you stop and think about it, a restraining order didn’t stop anybody that would likely create violence. You think of some show, the kid that shot all the people at the Virginia Tech. I mean, they talked about having a restraining order on him because there was a young coed that was feeling intimidated by him, but that wouldn’t stop him. I mean, to violate a restraining order is no big deal when, actually, what you’re doing out there is shooting people. So, those kinds of things aren’t really what’s going to stop them.

Bruce Blythe: [00:12:59] To understand the violent mind, there’s basically three things that we see a common mental pattern. It’s interesting how again, and again, and again, as we deal with threatening individuals, the same mental algorithm and the same mental patterns are there. What is it that sets them off?

Bruce Blythe: [00:13:16] Number one, they get ego problems, okay. And what I mean by that is they have extremely or profoundly low self-esteem. I’m not talking about the kind of insecurities we all have. I’m too short, or I way too much, or don’t like my hair. We all have that, okay. I’m talking about people that have profoundly low self-esteem. And then, they don’t get into self-acceptance, or they don’t deal with it. Instead, what they do is they try to feel superior to other people.

Bruce Blythe: [00:13:43] And then, it becomes very important that they must win. They must stay ahead of other people. And they have to keep blowing up that leaky balloon, that is their ego. And if anybody challenges them – that happens in traffic, when somebody gets cut off. I mean, just like you’re not going to do something that’s going to cause me any inconvenience. So, the ego is one piece of it. That ego, low self-esteem. So, one thing you’re going to do, of course, is build them up.

Bruce Blythe: [00:14:10] The second thing is they would need to feel heard and understood. So many times, and like with this woman that you met in Salt Lake, the issue here is that so many times, they don’t feel heard and understood. And because they feel cut off, what happens is, then, they resort to whatever they can, to even the score. And too many times, it’s hostility or violence. So, you want to let them feel heard and understood because they almost always feel like they need to be heard and understood. Even some show, this kid in Virginia Tech, had a mutism disorder, whatever. People said they never heard the guy talk. He was just painfully shy, apparently. But even he left a manifesto on a videotape in his room because he wanted to be heard even from the grave because he knew what he’s going to do.

Bruce Blythe: [00:14:58] The third thing. So, it’s ego, it’s feel heard and understood. And then, the third thing is they tend to feel unfairly treated. We all have a strong sense of right and wrong, and they tend to feel unfairly treated. So, what can we do to come up with a win/win? It doesn’t mean we’re going to give the person a job back when they got fired, but it maybe we’re not going to challenge their unemployment compensation, those kinds of things. We’re going to give you a neutral reference if you have somebody call us for when you’re looking for another job. Those are the kinds of things that can help you understand where they’re coming from, and it can help reduce the likelihood that they’re going to take that next step.

Michael Blake: [00:15:40] So, we talked about health care facilities, a little bit about taxicabs. Are there other kind of industries and types of workplaces that tend to be more prone to violence? For example, I work for a CPA firm. Do I need to be afraid walking in one day and get popped in the mouth, or what other kind of high-risk industries out there?

Bruce Blythe: [00:16:02] Well, it’s a little bit like swimming in the ocean. You hear about the shark attacks and go, “Oh my gosh. I’m not going in the ocean.” A lot of people are afraid to do that. The fact of the matter is, statistically, the odds are very, very low that you’re going to get attacked by a shark if you swim in the ocean. The same thing about going to work. The overwhelming odds are that you’re not going to have to worry, Mike, when you go into work, or anybody else, that the odds are that nothing’s going to happen to you from a from a shooting standpoint. There may be some hostilities, there maybe some uncomfortable situations, but the serious kinds of workplace violence are very unlikely.

Bruce Blythe: [00:16:39] But I think back of, what are the kinds of organizations that are most prone? Back in the ’90s, I was involved in helping the US Postal Service with their mass shooting, some multiple mass shootings. So, they had one after another in different locations.

Michael Blake: [00:16:55] I remember that one.

Bruce Blythe: [00:16:56] And while I, certainly, wasn’t the only architect of helping them come up with this solution, it was a multifaceted, one of the things that was most important that, actually, once they set up a workplace violence program, including a policy, training for supervisors’ procedures of threat, a notification system, all those different kinds of things, the US Postal Service went for eight years without another shooting. That was with 750,000 employees at the time. Huge employer.

Bruce Blythe: [00:17:26] So, what is it that increases the likelihood for like the Postal Service and other organizations? Usually, and probably the thing that helped the Postal Service the most, was the fact that the supervisors were promoted from being a letter carrier to supervisor with no training whatsoever on how to manage people, how to let them feel fairly treated, how to give them — feel cared for, that sort of thing, give them positive regard. So, in those toxic environments where a supervisor or management is hostile toward employees or the employees feel unfairly treated, there’s that word again, they don’t feel heard and understood, they feel disempowered, those are the kinds of places where you’re more likely to have somebody to well up, and here they come. So, I guess, I would stop right there with that.

Michael Blake: [00:18:22] Yeah. And let me ask you this because I can think of other — I’ll even say with my own industry. A lot of what you’re describing is frequent in the accounting industry. We tend to promote people based on the fact they’re really good at auditing financial statements, and writing out 1040 forms, but we don’t necessarily do a great job of training them to be managers, especially if we’re not in the national firms. And we have our busy season. So, people putting in 60-70 hours a week. And thank God, I’m hitting my head, which is made of wood, that to my knowledge in the history of our firm, we’ve never had a workplace violence incident or anything like that.

Michael Blake: [00:19:03] I wonder if another element is that maybe you also kind of feel trapped in your job that if you work for the Postal Service, we know the benefits they have. The skills may or may not transfer easily to a private organization. Seniority is just sort of everything that you don’t even necessarily have that as an escape valve necessarily that you can just say, “Take this job and shove it. I’m going to find another one.” Do you think that’s a factor as well?

Bruce Blythe: [00:19:29] Absolutely sure. And, again, if, in fact, the job is such that you feel like, “I just can’t get another job with this kind of benefits, or with the seniority I’ve got, And I got to start all over again, or I can’t make the kind of money I’m making here, so I’m stuck with it. But I’m really, really frustrated with the way I feel like I’m being treated.” Again, it goes into the ego issues that, “I feel like a marginalized. I feel like I’m not heard and understood,” or “I can talk to them, and there’s no action. I feel unfairly treated.” Those are the kinds of things where some people are going to well up.

Bruce Blythe: [00:20:06] Interestingly, the people that don’t say anything that’s well up many times are the ones who are going to come up with the serious finals versus the people who are verbal about it, and maybe make threats, or loud and boisterous. It doesn’t mean those kinds of people aren’t going to be violent someday, but it’s that cold calculating person that doesn’t say anything many times are the ones that may be the problem. So, you need to kind of draw them out.

Bruce Blythe: [00:20:35] One of the ways that we diffuse threatening situations, and we don’t get the easy ones. Somebody who’s got the guns, they showed the co-worker in the car, and in the trunk of the car, and this is what I’m going to use. I’m the supervisor, and that kind of thing. They maybe got a history of violence. They don’t call us on the easy ones. We get called on the hard ones. One of the approaches we take and dealing with these things is — there’s no psychological test, there’s no way to really know for sure who’s going to be violent and who’s not. So, one thing to try to do is get inside their head.

Bruce Blythe: [00:21:11] And the way to do that is to make contact with them. Mike, if you were a person that is making threats, you felt unfairly treated at work, maybe you got ,fired whatever, if I were to contact you maybe by phone or face-to-face, however we’d like to do it, as a neutral third party and say something to the effect of, “My name is Bruce Blythe. I’m a neutral third party that’s being called in by X, Y, Z management. And basically, they understand you may feel unfairly treated or have a concern with whatever’s going on. And so, what I’d like to do, my job is to hear and understand your side of this situation, knowing there’s two sides to every story. And my job will be to report that back to management to make sure that this situation is handled fairly.” Let me ask you a question now, like you’ve been asking me, how would you respond if if you had somebody contact you like that?

Michael Blake: [00:22:07] Oh. I mean, I you would like to think positively. And look, I’m a repressed Irish Catholic, and I’ll be the first to admit it. So, I don’t own a gun. They terrify me. But I do kind of have that personality of internalizing and sort of have the long fuse. And my teenager will tell you that when the long fuse sort of hits zero, it’s not something he wants to be around. So, I do think that that — I think that engagement makes a big difference. You just got to have that safety valve.

Bruce Blythe: [00:22:51] Well, what happens in real life, because we’ve done this just hundreds and hundreds of times with individuals as you think, well, here’s this guy calling, I don’t know who he is, or contacting me, and I don’t know who he is. And so, I wouldn’t talk to them. In reality, we can hardly get all that out, my little scenario I just gave you there, before they start talking. Sometimes, I say, “I don’t want to talk to you, but…” And then, they’re still talking 30 minutes later. We know they want to feel heard and understood. We know they want to feel fairly treated. We know that if we build them up and find some good things about him. I do everything I can to like these people when I’m dealing with them. People don’t like the anti-social, hostile person.

Bruce Blythe: [00:23:33] And so, here, we’re in a situation where we can actually let this person feel heard and understood, fairly treated. And they’re not going to get the job back if that’s what they’re after, but what we can do is maybe come up with a compromise. We can better assess where they’re coming from or what their intentions are. We can talk to them about alternatives. We can serve as a conduit of communication, so they feel empowered when we pass the word on to management. Of course, management has more information on how better to handle this situation. So, it’s just we understand what the violent mind; and therefore, we know how to deal with it and how to help companies deal with that as well.

Michael Blake: [00:24:14] So, I’d like to go back to the of the Postal Service example. I didn’t realize — I knew you’d worked on it. I didn’t realize you had that kind of impact. And it’s worth kind of refreshing that that — I mean the Postal Services issues were so bad that the American lexicon adopted the term going postal to describe somebody that had just flown off the handle basically. So, should every organization have a plan like that, or do large organizations need more in-detail plans, or smaller have maybe more sketchy ones or more kind of outline-oriented ones set that way? If I’m a business owner, and I’m listening to this conversation, how do I think about whether or not I needed to retain you or somebody like you to put something like that in place?

Bruce Blythe: [00:25:06] Well, okay. So, the Postal Service had what? Was it something like 15 mass shootings in different locations around their system? And once they came up with a comprehensive workplace violence program, the key component there was to train supervisors on how to manage people and how to do it in a caring, fair manner, and not quite so autocratic.

Bruce Blythe: [00:25:32] So, they went for eight years with 750,000 employees, and the one employee that broke the eight-year record was somebody that hadn’t been with the company for three years. She was living in another city, went back to Southern California three years later. She was known for howling at the moon, talking to the moon, filling up her car with gasoline naked. I could go down the list. This is a crazy lady, okay. So, it wasn’t really their fault that an ex-employee came in and did the shooting even eight years later. They had a very effective program. The proof’s in the pudding.

Bruce Blythe: [00:26:09] So, if I’m an employer, it’s like, “All right. Well, wait a minute. I got workplace violence, you know. It’s like, you know. All right. So, Bruce here is saying that just having a temporary restraining order, which isn’t necessarily going to work.” If I were to shoot somebody, a restraining order is not going to stop it. It may stop some people from getting together, which is going to cause fights, which may lead into other kinds of violence. So, I’m not saying they’re not effective, but they’re not an end all be all. Call the police. If I get arrested because I made a threat or because I am threatening, first of all, I may not have done enough that I’m going to get arrested. And police don’t like to even deal with these things. If somebody hadn’t done anything yet, then they’d want to go deal with things where somebody had done something. So, that’s not necessarily going to work.

Bruce Blythe: [00:26:55] And, of course, having guards there, most places don’t want to have guns there. So, a guard with a walkie talkie is not going to stop anybody nor is a camera that it really has an intent. So, what do you need to have as a healthy company that wants to address this issue? Basically, four things, I would recommend. Number one, you want to have a policy that is well-publicized about workplace violence. There’s a lot of really good workplace violence policies out there. And it’s pretty much down to an art and science now what ought to be included there. It’s different in different organizations but, certainly, getting access to a policy is something to be pretty easy if you want to just do it on the cheap.

Bruce Blythe: [00:27:38] The second thing then is threat notification system. A threat notification system is one where employees understand that if there is a threatening situation, what they can do — and it’s a gut level feeling. Many times, that gut level feeling is what tells you more than anything else. Yeah, they may make a threat. Yeah, they may act in intimidating. Yes, they may have a history of violence, which are all indicators, okay, that they may be violent, but it’s that gut level feeling that says, “This is a person, I think, could really do it.”

Bruce Blythe: [00:28:08] So, if you have a threat notification system that people will use where they feel comfortable doing it. I don’t want to report somebody if they’re going to say, “Well, Reese said you were making threats.” Now, I’m on the hit list. I don’t want to do that. So, a good policy threat notification system.

Bruce Blythe: [00:28:25] And, now, if they get notified, you better have a threat management team that’s trained, that has standardized guidelines, which is the fourth thing. But I guess we clump that all together – a well-trained threat management team that has standardized checklists on how to handle this thing beyond the restraining order and calling the police, but some guidelines on how do you diffuse these situations. What are best practices? Those are the things that you need to have at a bare minimum, I would say. A policy threat notification system, and then the threat management team with standardized guidelines.

Michael Blake: [00:29:01] Okay, good. So, we’ve talked a little bit about restraining orders. That’s come up a couple of times. And I agree with you, they don’t seem to be that effective. And I think one of the reasons that they’re not that effective is that a shooter seems intent on not coming out alive from that incident themselves. It seems, more often than not, they take their own lives, or they wind up not being apprehended alive. I’m guessing that’s also another reason the restraining order is not all that effective. You can’t enforce it when they’re dead. Is that a common pathology for the workplace shooter that they’re just planning on doing as much destruction as they can on the way out?

Bruce Blythe: [00:29:44] 40% of the time, according to the government statistics, yes. 40% of the time, people commit suicide to do this kind of thing. Half the time, the others that are still alive, police officers may kill them. So, the fact of the matter is, certainly, it’s a risky business. If you want to live for long, you don’t want to be a workplace shooter. But with that said, the fact of the matter is that it doesn’t really matter if they’re going to act out violently, and then decide to kill themselves or not. In any case, the fact of the matter is that they feel unfairly treated, they want to commit a vengeance or whatever, or, sometimes, they just want to feel significant. I think so many of these school shootings, these kids, they feel like a nobody, that they’re an outcast or whatever. In their minds, they would rather feel significant in a negative way, and even die out of it than to feel like a nobody. And, again, it’s related to ego, it’s related to feeling unfairly treated, it’s feeling like they’re not heard and understood, and here they come.

Michael Blake: [00:31:00] We’re talking to Bruce Blythe, who is the Chairman of R3 Continuum, one of the world’s leading experts on workplace violence. I want to be respectful of your time. I just have a couple more questions if you can hang in there.

Bruce Blythe: [00:31:14] Sure.

Michael Blake: [00:31:15] One is, of course, even with the best of intentions, workplace violence happens. How can you and how can a company help kind of pick up the pieces after a workplace violence incident? Where do you kind of — if that happens in my office, where do I kind of go from there?

Bruce Blythe: [00:31:36] Well, we respond, you mentioned, 1300 times. I think it’s up to 1600 times per month now to crisis situations of all sorts. One of the common entry points for us and the one of the common calls we get is for crisis counseling. And so, there’s a social expectation, I guess, in the workplace that if, in fact, something traumatic like this happens, employers are expected to respond with a caring response. And so many times, they don’t know what that is. An employer that doesn’t have a preparedness ready for this kind of thing, they’re going to say, “Our hearts go out to the families, blah, blah, blah.” It rings hollow at this point. So, instead, caring is not a feeling. It’s behavioral. And so, employees must feel like they’re cared for. And, certainly, bringing in crisis counselors who are specialists in this kind of arena is helpful.

Bruce Blythe: [00:32:40] One of the things that I remember, I keep going back to Virginia Tech. I guess, I’m stuck on that today. But there were so many counselors who were saying, “I can help. I can help. Here I am.” The biggest issue was keeping counselors away. So, you certainly want to have people that know what they’re doing, that are skilled at this. You don’t want a plastic surgeon doing your heart surgery. And the same kind of thing. Just because you’re a mental health professional, it doesn’t mean you know how to handle these situations. So, one thing is to address the needs of those people who have been victimized. And it’s not just of the employees that work. It might be the families, it might be the people that are in the hospitals that have been injured. Who knows what else?

Bruce Blythe: [00:33:21] The second thing is that management must be doing the right things as well. And so, a big piece of what we do is helping companies understand, the company management understand how do you show caring, how do you do the right things, how soon do you bring employees back, what you need to do before you bring them back to work, how do you show caring over time, and how do you assess people who may have delayed responses, that sort of thing. So, it really comes from preparedness. But at a minimum, if you’re not prepared, then to get somebody in there that has been there before that can help out.

Bruce Blythe: [00:34:04] Just one quick other point about this, and that is at Syracuse University, several years ago, did a study about what leaders and organizations are the best crisis managers. And one of the correlates they came up with was that those managers who had an outside neutral third party who could help out, that was trusted, okay, and that was not emotionally involved in this thing, that had an idea of how to handle this thing. It was most helpful because when you’re inside the crisis’ bubble, it’s really hard to see outside that bubble, and what’s going on, and what their perspectives are, and what you should be saying, and how you’re being perceived, and how to address this thing. It’s a whirlwind, and it’s unexpected, and it’s high consequence, and people are watching, go on down the list. It’s very difficult if you don’t have somebody on the outside just kind of help steer the direction for you to, at least, assist. Not to take over but to assist in good management and what to do.

Michael Blake: [00:35:08] Bruce, as often as a case, I could talk to three hours of this, and we still wouldn’t run out of material. But I know you got things to do, and you have one of 1600 incidents to respond to this month.

Bruce Blythe: [00:35:21] Not all. I can’t do them all. Thank you. I’ve got a good network, but thank you.

Michael Blake: [00:35:26] But how can people contact you for more information if they want to learn more about this topic or more about the kind of services you guys provide?

Bruce Blythe: [00:35:36] Well, R3 Continuum, I mean, just look them up online. A lot of times, people don’t know how to spell continuum, which is two Us in it. So, our web addresses are r3c.com, probably the best way to do it. Just contact us that way. All of our contact information is there at r3c.com.

Michael Blake: [00:35:57] Bruce, thank you so much. And the next time you’re in Atlanta, I owe you dinner.

Bruce Blythe: [00:36:01] Hey, that sounds good to me. I’m coming soon.

Michael Blake: [00:36:05] There, excellent. So, that’s going to wrap it up for today’s program. I’d like to thank Bruce Blythe 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’s Brady Ware & Company. And this has been the Decision Vision Podcast.

Tagged With: corporate finance, Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, domestic violence, employer violence, going postal, mezzanine debt, Michael Blake, Mike Blake, preventing workplace violence, R3 Continuum, restraining order, sexual harassment, temporary restraining order, threat management team, threat mitigation, threat notification system, violence in the workplace

Inspiring Women, Episode 11: The Benefits of a Women’s Initiative in Your Company

June 17, 2019 by John Ray

Inspiring Women PodCast with Betty Collins
Inspiring Women PodCast with Betty Collins
Inspiring Women, Episode 11: The Benefits of a Women’s Initiative in Your Company
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Mary McCarthy, Betty Collins, and Christy Farnbauch

Betty’s Show Notes

If you want to encourage the women in your organization to achieve more success, a women’s initiative can help.

There are several key parts to forming a successful women’s initiative.

  1. 100% buy in from the top level of the company.
  2. The mindset cannot be “have to” but a “want to.” It’s not a fad or short-term. It has to become a part of the culture.
  3. It’s not a one-person show. All the women in your company need to participate. It’s about addressing the needs of all the women in your company in their varying stages.
  4. Evolving goals and purposes.
  5. Partnering with strong women-oriented organizations in your area, such as the Women’s Small Business Accelerator (WSBA) and the National Association of Women Business Owners (NAWBO).

The benefits of a women’s initiative include developing leadership skills, attracting and retaining employees, energizing your current workforce, building confidence and networking skills, and more.

This episode includes interviews with Christy Farnbauch, Executive Director of the Columbus Chapter of the National Association of Women Business Owners, and with Mary McCarty, Co-Founder of the Women’s Small Business Accelerator.

Christy Farnbauch, Executive Director, NAWBO Columbus

Christy Farnbauch, NAWBO Columbus

Christy Farnbauch is the Executive Director of NAWBO Columbus. Established in 1996, NAWBO Columbus is the largest chapter of NAWBO in the nation. This chapter’s work includes elevating women business owners through connections, advocacy, and mentorship. Founded in 1975, the National Association of Women Business Owners (NAWBO) is the unified voice of America’s more than 10 million women-owned businesses representing the fastest growing segment of the economy. NAWBO is the only dues-based organization representing the interests of all women entrepreneurs across all industries; and boasts over 7,000 members and 70 chapters across the country.  With far-reaching clout and impact, NAWBO is a one-stop resource to propelling women business owners into greater economic, social and political spheres of power worldwide.

Mary McCarthy, Women’s Small Business Accelerator

Mary McCarthy, Women’s Small Business Accelerator

Mary McCarthy has 20+ years of experience as an entrepreneur and seven years as the owner and founder of YMT Consultants, Inc., a business consulting and development firm. McCarthy is the former Chairperson of SCORE Columbus, sat on the Athena PowerLink Governing Body, sits on the programming committee for the Westerville Chamber, and public policy committee for National Association of Women Business Owners (NAWBO) Columbus Chapter. She is a former member of the now-retired Ohio Department of Development’s Small Business Advisory Council. In 2018, Mary was hired at the WSBA as executive director. Her leadership and passion for the organization and its mission cannot be matched. She plans to take the organization to the next level and beyond. For more information go to https://www.wsbaohio.org/.

“Inspiring Women” Podcast Series

Betty Collins, CPA, Host of “Inspiring Women”

“Inspiring Women” is THE podcast that advances women toward economic, social and political achievement. The show is hosted by Betty Collins, CPA, and presented by Brady Ware and Company. Brady Ware is committed to empowering women to go their distance in the workplace and at home. Past episodes of “Inspiring Women” can be found here.

Show Transcript

Betty Collins: [00:00:01] This is Betty Collins, and we are Inspiring Women, presented by Brady Ware. This is the podcast that advances women towards economic, social, and political achievement. I am here to inspire you to take steps to the next level in your career. Thanks for listening and investing your time in yourself. More about Inspiring Women in this episode can be found at Bradyware.com/resources.

Betty Collins: [00:00:29] Today, I want to talk about having a women’s initiative in your company, or in your organization. A women’s initiative, a lot of that started, easily, years ago, and it kind of became a checklist, and it was more- it was the right thing to do.

Betty Collins: [00:00:49] A lot of times those initiatives within companies turned out to be not very good, because the women were set up, in many ways, to fail, because it was a given that they were getting promotions. It was a given that they were getting a job before someone who might have qualified for it. In some ways, it served a purpose, but in other ways, it was not probably the way to do it.

Betty Collins: [00:01:12] I can tell you, from my experience, I have had the privilege of directing a women’s initiative within my company, and it’s had a lot of success wrapped up in it. I wish I could just be a director of the women’s initiative at Brady Ware, but unfortunately, I have to work for a living, right? I’m a CPA, and an advisor, and play leadership roles within my company that are really important, but I put the directing the women’s initiative as one of those that are just as important.

Betty Collins: [00:01:44] If you have a company that you would like to really empower your workforce, or you would really like to support women, or get the women within your organization to achieve more, have more success, then this is one of the ways that you can do that.

Betty Collins: [00:02:02] I’m going to go a little bit on the journey of the women’s initiative that I have directed, and started, and founded at Brady Ware. The key, and success to it – truly I believe this – was, from the beginning in 2014, the CEOs of Brady Ware, Brian Carr, and Jim Kaiser, were absolutely behind the initiative.

Betty Collins: [00:02:24] People within our organization saw that this came from the top, and obviously the board of directors agreed to it, and then all the shareholders. It was a unanimous vote that we would start this initiative.

Betty Collins: [00:02:39] The second key to this was that the mindset of this initiative was not a “have to”. It was a “want to,” and it was not to be a fad, it was not to be short term. It was to just become part of the culture, and part of the mindset, and the way we think. I was really, really fortunate that I had that leadership from the beginning, and then, they challenged me to just take this, and go, and let’s see where it ends up.

Betty Collins: [00:03:12] The third thing I would tell you, as to why there was success, was it was not Betty Collins’ initiative. It was the women of the company. “What is it that you want?” We have times where we do a lot more with women’s initiative than we don’t, and it has ebbs, and flows, and timing. We don’t do a whole lot in women’s initiative stuff during tax season, with the exception of celebrating Women’s International Day. We just have a fun time doing that.

Betty Collins: [00:03:38] Otherwise, it’s the ideas, and it’s what they need, and it’s not what I think. I think women should read lots of books. They do not have that same opinion. In the beginning, I was thinking we can have a book club, and we can really read, and we can go with that. Some of them still like to do that, and I encourage that at all, because you’re better, if you read.

Betty Collins: [00:04:00] I just thought I’m going to go ahead, and let them make ideas, let them say what they would like to see happen. They also, at that time, didn’t know what that meant, but, we just kind of evolved into different things.

Betty Collins: [00:04:14] You have to really have some goals, and purposes. You can have great leadership support you; you can make sure this isn’t a fad; that this is going to stay around for a while; you can make sure, obviously, even that this is what the women of your company want, but you would still have to have: what is the goal, and purpose of having the initiative?

Betty Collins: [00:04:37] Our overall goal was to empower women, obviously, to succeed professionally, but also personally. We wanted to focus on them, and doing that with investing in resources, development of skills – that’s what I call reading books, by the way – creating support systems for women, every day, so that they can live out that full potential, and balance a lot of life.

Betty Collins: [00:05:01] Advancing their careers is a huge issue, but also that they can deal with issues that are in their personal life, that are at home, because that affects your career, and your professional life. You have to make sure that’s all in balance.

Betty Collins: [00:05:15] We really had those goals in mind. It was about their success professionally, their success personally. Then we invested. I mean, it takes that when you want to do this; you can have things like seminars, and meetings, and things that are directed to them. We also made sure that we were involved in our community outside of our office.

Betty Collins: [00:05:37] We’re a CPA, as you know. We sit in office a lot, and you can get kind of lost in that. Sometimes, you need to get out in your community, and see what’s happening with other women, and other organizations.

Betty Collins: [00:05:49] We did that, and we’re going to talk about that at the end of this podcast. Two organizations: the WSBA, which is the Women’s Small Business Accelerator, and NAWBO, which is the National Association of Women Business Owners. We got involved in those things. Those organizations really helped the women in our office, and other offices did other things, because we’re in four locations.

Betty Collins: [00:06:11] We also wanted to develop skills in women, utilizing resources like books, and CPE, speakers, or encouraging them to go to things, get involved with things. Meeting, also, as a group. Because we have four offices, we made sure that, at least once a year, our four offices come together, and we get to know other women within Brady Ware. That has been a big plus.

Betty Collins: [00:06:38] We do that once a year; we have about a day and a half, where we just spend on topics, on self-development, on what we think the firm needs, what we think that we would like for them to do. Then, we also have some kind of speaker come in, and talk; always getting that other perspective. We’ve done that ever since, so, those are things …

Betty Collins: [00:06:58] Then you have to have support systems that create, and value a culture that addresses the barriers, and the hurdles that women face. Over 50 percent of accountants today are women; it’s a little over 50 percent, and 21 percent of them are in the leadership, whether it’s the board of directors, or the shareholders.

Betty Collins: [00:07:25] What are those hurdles as to why they’re not in more of the leadership? When I came to Brady Ware there were two shareholders that were women, and I was one of them. Today, we have six. On top of that, we have a lot of managers, and senior managers that could still continue to go the distance, if they choose to do that, so we want to keep cultivating, “What are those barriers that are holding you back?”.

Betty Collins: [00:07:54] Women have different seasons in life; the 20s look nothing like the 30s, the 30s look nothing like the 40s, and certainly your 50s look like none of those. I don’t know what 60s look like, because I’m not there, but there’s different seasons, and there’s different times.

Betty Collins: [00:08:11] I have no regrets, when my kids were certain ages, that I wasn’t trying to build more of my career. I have no regrets in that. I’ve had parents aging. I have no regrets that I can drop, and go do what I need to do there. There are things, and times … When your kids are in college, you need to make sure that you make as much money as you can. Those years are different than other years, and they’re not home, and you have time, and you can be doing that.

Betty Collins: [00:08:38] There comes a point in time, too, I found in my 50s, “Wow, I’ve built a lot, and now I have opportunity to build even more if I want it.” If I would have looked, and thought about that in my 30s, I would have never seen that my 50s will be this period of freedom in my life. Every season’s different, and you just need to help them get there.

Betty Collins: [00:09:00] I never missed a game for my kids; I never missed the birthday parties; I always took off a day with them. Those type of things will never come back. In my 50s, it’s just different, and I’m seizing more opportunity. Everybody’s seasons are different, and we have to help them get through those barriers.

Betty Collins: [00:09:19] There’s also this whole thing on we have to balance professional and personal life, and I will tell you now – I’m doing this for 30-plus years – it’s a myth. You will never balance it. My theory has really become more, and I want to make sure other women understand this, is you can have it all. You just can’t do it all.

Betty Collins: [00:09:36] You have to have systems around you that allow you to say no. You had to have systems around you, where people will tell you “No, you’re not going to do that”, and you have to promote a sense of it’s okay that every everything is not okay. Instead of we think we have to live this ideal perfect life. Those are things that women need encouragement about. Those are things that women need support systems about. By the way, so do men in your organizations, they just handle things differently.

Betty Collins: [00:10:09] The real success that you want to see in a women’s initiative is that they are going the distance. They don’t cut short, they don’t stop when they can keep going forward, and when it comes to their decision in it, it’s theirs. We just need to make sure we help them run as far as they can go.

Betty Collins: [00:10:27] What benefits can come out of a woman’s initiative? I can tell you for sure – this has gone on for five years – I think we could still do a lot more; we’ve just scratched the surface in many respects, but you definitely develop leadership.

Betty Collins: [00:10:42] I had a woman come to Brady Ware as an intern, and she was young, and she just didn’t know a lot, right? We’re starting the women’s initiative, and man, did she just take off during those years. She isn’t with Brady Ware, because public accounting was not her forte, at the end of the day.

Betty Collins: [00:11:01] The development I saw in her, from being a pretty quiet, reserved person, in some regards, to serving on committees at N.A.W.B.O., and getting out there, and wanting to do marketing events, even when she wasn’t supposed to … She didn’t have to sell. She was still out there wanting to do it. I just saw development in her in a very quick time, and so we need to do that.

Betty Collins: [00:11:25] You will recruit new talent because of women’s initiatives, and you will retain them. When we do recruitment at colleges, the women’s initiative always comes up. When we have people look at our website, when they interview, most of the time, if they’re women, they’ve looked at the women’s initiative part of our website, and that’s a big play for them. It has kept people here longer than they might have not- left early, or whatever, but it’s really part of recruiting, and retaining.

Betty Collins: [00:11:53] You will energize your current workforce. When you have annual meetings with them, when you have conferences, when you’re getting them to events, when they’re going to fundraisers that benefit women, and they’re seeing success in those stories, you will energize your workforce. They will love doing it.

Betty Collins: [00:12:07] 55 percent of our workforce are women. I want them to have success. Their talent is valuable, and I don’t want them getting bogged down in things that women get bogged down in. Number-one thing they get bogged down in is just time, and there’s not enough of it, but the other would be lack of confidence. When we have things that support that, or enhance that, we’re going to see them really develop.

Betty Collins: [00:12:34] The other benefit from the women’s initiatives most certainly is … In my world is I now have well over 50 percent of my business are women-owned, and I’m known in the community, and in the marketplace for that.

[00:12:26] Business is business. Women aren’t any different, when it comes to … They have to have cash in the bank, like a man-owned business. Those things stay the same, but I will tell you that women have a different perspective sometimes of how they do things, and sometimes their battle is just bigger, because of that perspective, and the way they do things. As an advisor, I’ve been able to have a totally different outlook on how to help a woman-owned business.

Betty Collins: [00:13:23] Those are just some of the benefits that we’ve seen over the last five years. Now, here are some of our results for sure: in 2014, again, we had two shareholders that were women, and now we have six.

Betty Collins: [00:13:36] Those shareholders, those women, all look different on what they do, and how they do it, and how much time they work, and how much time they don’t work. It’s been very, very flexible for them, but that’s a good success, not because we can say we have women in the boardroom. We have the talent that we want in the boardroom, and that’s huge.

Betty Collins: [00:13:55] Some of the results … I think one of our biggest successes have been that we founded a woman’s conference, and this is year six for us, that we have had in the central-Ohio area. We partner with two organizations that I had mentioned earlier, that we’re going to interview.

Betty Collins: [00:14:10] Those organizations benefit, because this is- number one, it’s for their members; it’s for their connections, but it also helps their profits, and the profits of this conference go to their organizations. That has been a huge success, and that conference is happening June 28th of this year, and it’s at the OSU Marriott, and it will sell out. We’re already well halfway there on registration. I will tell you that that’s been a huge, huge thing.

Betty Collins: [00:14:39] Other results: we started a one-and-a-half to two day retreat, just for the women in Brady Ware, where we get together, and it’s totally optional. They do not feel pressure to come to this. It is something that they want to do; it’s something that they really look forward to. It’s just been one of those things where we’ve really learned a lot from each other, and we’ve been able to have some cohesiveness that has been fantastic.

Betty Collins: [00:15:03] We have a podcast series; you’re listening to it. This is one of the things that came out of the women’s initiative, as I got more and more into women-owned businesses, and the more I speak the more I’m out there. The podcast became something that we wanted to do, and it’s been extremely well-received.

Betty Collins: [00:15:21] We celebrate Women’s International Day. The first day we did it, the theme was on persistence. I asked the women of Brady Ware to write about that persistent woman in their life, and those stories were just phenomenal. We had a great day reading those, and celebrating those, of course with chocolate, but it was a fun time.

Betty Collins: [00:15:38] Just two success stories that I would share with you because of the women’s initiative. Sharon Hess, who is a senior manager out of our Dayton office, she’s been involved with Habitat for Humanity, and she’s on their board.

Betty Collins: [00:15:53] They decided to build a house for a single mom. She really, really took that to heart, and just went with it. She’s one of our leading women in the firm, who just has that energy, and smile. She raised the most money. In fact, she was involved to the point that she had the women of our Dayton office go … They had shovels, and hammers, and they just got really into helping that single woman. It was a great story … She did a phenomenal job.

Betty Collins: [00:16:22] The other one I would tell you is that Loranί Orobitg, who is a tax manager in our Columbus office, she … When the hurricane hit Puerto Rico – well, actually they had to hit within a week’s time – the second one just wiped out a school for girls that she had attended there, because she grew up in Puerto Rico.

Betty Collins: [00:16:43] She just hated to see the devastation. The school was suffering quite extensively, not just from damage, but the fact that nobody was working, so they couldn’t send their kids. She said “Hey could we just start a fundraiser in Brady Ware?” I said “Sure, you know, let’s have a breakfast, and we’ll charge a crazy amount for that.”

Betty Collins: [00:16:43] Before you know it, all four offices had some kind of fundraiser for that. Then, on top of that, her daughter went to Columbus School for Girls, where she goes to school, and got them involved. Now, that school, and the Puerto Rican school kind of are sister schools. At the end of the day, we raised almost ten thousand dollars. It all comes from the empowerment. It’s the thing that we push, but it was awesome to see that.

Betty Collins: [00:17:32] The biggest thing I hear from the women’s initiative … We’re all very busy here. We have day jobs, and we’re out there; we’re helping women-owned businesses, but we’re also CPAs, and we’re busy. The thing I hear the most is that the conversation started in 2014 about women, about what women need, about the empowerment of women, I could go on and on. The good news is is that conversation still continues. It’s still there.

Betty Collins: [00:17:58] Why did we have success? Because it was not my idea, or the top leadership idea. That was just the go to have it. It was that the women created what happened, and they had to step up, and they had to get involved, and then they helped it evolve into what it is.

Betty Collins: [00:18:17] Then, the last reason, of course, is that we are out there in our community, like the conference that I talked about. This conference isn’t just come for two hours, and have breakfast. It is an entire day. It is a breakfast panel of very successful women that will be a really good moderated time.

Betty Collins: [00:18:35] It’s about awards, and celebrations for women who are visionaries, and emerging leaders. It will have a national keynote speaker, and it has 10 breakout sessions of professionals. That’s a lot to accomplish in a five-year period to build that reputation of that conference, and there’ll be 300-plus women there.

Betty Collins: [00:18:55] The last part of the success, though, is that we partnered with other organizations that help, and support women who are in business, who are business leaders, who are executives in their companies. That, to me, is women supporting women.

Betty Collins: [00:19:12] It has just been an incredible journey, and I would encourage you, if you think you would like to do something, start out small. Start out with a vision that will go bigger, and be committed to it for a time period, and you’re going to energize a workforce, and develop some leadership there that you will have for a long time.

Betty Collins: [00:19:31] After the podcast, I’m going to interview Mary McCarthy, who is the co-founder and the executive director of the WSBA, and Christy Farnbauch, who is the executive director of NAWBO Columbus, which is the largest chapter in the country.

Betty Collins: [00:19:47] We’ve been talking about women’s initiatives in corporate America today, and how can that work that we can empower our workforce and really energize and develop talent? That’s what it’s about, at the end of the day, when you have these types of initiatives within a company.

Betty Collins: [00:20:06] Well, part of really having this success is partnering with the right people. I’m fortunate that we’re from Columbus. Ohio. There’s tremendous amounts of women’s groups that we can get involved with. We had to choose, and in the beginning of this, we went to a NAWBO event. We came back from that, and everyone was like “That’s what we’re going to do. That’s the place, that’s the place”.

Betty Collins: [00:20:33] Now, of course, NAWBO is the tribe; that’s where we belong. It’s the National Association of Women Business Owners. It’s the number-one chapter in the country. It does everything very, very well. It’s been very impactful, certainly for me, professionally, and as a person, and the women within my company.

Betty Collins: [00:20:57] You can’t go wrong by getting the right organization, and because we represent a lot of small businesses, it really is very, very helpful. I don’t go to NAWBOs events to always go get a client. I go there because you’re supporting other women, and then they’re helping you, and they don’t even know it.

Betty Collins: [00:21:12] I have the privilege today of interviewing Christy Farnbauch. She is the executive director for NAWBO Columbus. I would love for her just to … I’m going to ask her some questions, and some general things, and talk about the organization.

Betty Collins: [00:21:23] I could talk about it all day, and the impact that it’s had, but she really has some other perspectives. First, why don’t you tell my listeners a little just about yourself- that 30-second commercial thing?

Christy Farnbauch: [00:21:35] Well, thanks, Betty; thanks for having me with you today. I really appreciate the opportunity. I’m a loyal listener of your podcast, so it’s kind of fun to be on the other side today.

Christy Farnbauch: [00:21:44] I became the first professional executive director of NAWBO Columbus in July of 2017, so just almost two years. Prior to that, my whole career, you know, almost 30 years, as surprising as that is to say, almost 30 years in nonprofit-sector work …

Christy Farnbauch: [00:22:01] In 2006, I got the entrepreneurial bug, and started a small business working with non-profits, coaching them in board development, and fundraising, that kind of work, grant writing. This position really blends my expertise of nonprofit governance, and my entrepreneurial spirit.

Betty Collins: [00:22:17] As the executive director of NAWBO, tell us about the mission, and the purpose of your organization.

Christy Farnbauch: [00:22:23] NAWBO Columbus exists to elevate women business owners, of all sizes, and from all industries. We’re really the only association that works in that way. We do our work through networking, advocacy and mentorship, which are our three key pillars.

Christy Farnbauch: [00:22:38] We’re keenly focused on helping women business owners be competitive in an inclusive economy. Women are really important to the growth of the economy in Ohio, and in the country, so that’s really our long term focus, is on the impact.

Betty Collins: [00:22:51] Why do you serve in this position? What’s the why? What’s the passion?

Christy Farnbauch: [00:22:54] I said a minute ago, it really blends my nonprofit governance  experience, and my entrepreneurial spirit. I just really like helping people. One of my core values is leave people, and organizations better than where you found them, and fill them up.

Christy Farnbauch: [00:23:07] Malcolm Gladwell, if you’re familiar with him, and his book, “The Tipping Point,” would probably call me a maven, and a connector. I’m a learner at heart, and I collect information, all in the spirit of maybe sharing it with somebody, helping somebody learn, and grow, and develop.

Christy Farnbauch: [00:23:22] I love to connect people. Some of my favorite things – put people together, and let the magic happen, so they can achieve their goals, and dreams. I’m just super-passionate about empowering women, and this cause of women’s entrepreneurship.

Betty Collins: [00:23:35] Small business, you just get that bond, that entrepreneurship, and then when you add in that “Hey, we’re women who own businesses,” there’s a passion there. When you can get in a group of women that all support that, it’s just a phenomenal thing. I would ask: who should belong to NAWBO? What’s your membership made up right now? That was two questions …

Christy Farnbauch: [00:23:58] Yeah. This chapter’s 20 years old, as you know. I personally believe every woman who’s an entrepreneur should belong to NAWBO, and it’s not about the transaction of joining. It’s not about how many meetings I can come to, or how many things I get out of my membership.

Christy Farnbauch: [00:24:13] It’s really about the transformation that happens when you surround yourself with peers and mentors, who are on the same journey. We hear a lot of women who say “Oh, I’m looking for women,” or “I’m lonely,” or “I gotta get out of my house …” It’s that tribe.

Christy Farnbauch: [00:24:27] Then, second, becoming a part of the movement of women’s entrepreneurship. We’re better together, and we go farther, faster, together. Of our 250 members, to date, we really range from solopreneurs, multi-level marketing consultants, ladies- like financial advisors, and attorneys who have books of business, all the way up to multi-million-dollar companies. It’s the whole range.

Christy Farnbauch: [00:24:27] For me, I’ve been thinking about this a lot lately, my vision is that any woman who considers herself an entrepreneur joins this tribe, and wears that badge of honor, as an entrepreneur, proudly. This is the place you want to be to sort of shout that from the rooftops.

Betty Collins: [00:25:08] Women in business have challenges. Any business owner does. You’re a risk-taker; the liability’ on you. You might have the largest check, but you might not have any check. What is the challenge that you find in the business environment today for women, and how does NAWBO help navigate that?

Christy Farnbauch: [00:24:50] There are two that I hear a lot, and one is access to mentors. “Where are women who look like me, who are maybe a little farther, or a lot farther ahead of me, that I can aspire to be?” We do that in a host of ways, through the events that we host every month, through our round-tables, our groups of six to eight women who work on their business, and just helping women connect. “I want to know so-and-so,” and we can help make those connections. I hear that a lot – access to mentors.

Christy Farnbauch: [00:25:58] The other piece is access to capital. As you know, NAWBO was founded over 30 years ago, when women were not allowed, or didn’t have the right to borrow money for a business loan in their own name. Here we are, 30 years later, past that milestone, and women still receive only two percent of the capital that go to businesses in the country.

Christy Farnbauch: [00:26:18] That needle hasn’t moved in 30 years. Why is that? How …? We’re starting to look at that a little bit. Our new Women’s Business Certification for the state of Ohio will help women be more competitive across state lines, and in the state, and give us the first data that we have to sort of understand the ecosystem of women business owners.

Christy Farnbauch: [00:26:37] Along those lines, I shared a stat the other day with someone, and they were stunned to learn this; we talk a lot about wage gap, and wage disparity among women, and the whole ’80 cents on the dollar’ conversation … For entrepreneurs, female entrepreneurs make about 25 cents on the dollar, compared to men, and that’s a host of reasons.

Christy Farnbauch: [00:26:57]  Part of it is we can’t access the capital, and sometimes we don’t ask for what we’re worth; we charge too little, and what not. I feel like if we’re going have the wage conversation, we’re at that table, because it’s pretty abysmal for women entrepreneurs. Those are the two biggies – capital, and mentors.

Betty Collins: [00:27:14] Yes, okay. Where can my listeners, and a lot of them probably are joint members of NAWBO, but where can they find NAWBO? Where can they find, and get connected to you?

Christy Farnbauch: [00:27:25] Our website is a great place to start: nawbocbus.org. I always invite new women entrepreneurs that I meet to just come check us out; come to an event; come meet some folks. I can pretty much guarantee you, you’ll be welcomed with open arms, and members are curious about your journey. They’re quick to offer help. “How can we support each other?”

Christy Farnbauch: [00:27:47] It’s pretty interesting the magic that happens in that room. While I think we are- well, I know we are, the largest chapter in the country, we try to break it down into a smaller community, so that when you show up, and you don’t know anybody, we’ll shepherd you through that.

Betty Collins: [00:28:03] I appreciate you coming, and talking with me today, and being part of my podcast. I can tell you that one of the reasons that I am a member of NAWBO is I look at the past, and the sacrifice, and work that people, over 30 years, and certainly over 20 years in Columbus … The sacrifice that was made to have NAWBO what it is today is huge.

Betty Collins: [00:28:24] In the present, I want to seize those opportunities. I want to seize, and make sure that we honor them by seizing our opportunities. Then, we have generations behind us, who are watching, and I want to make sure what they’re seeing is what they should be seeing. Thank you for coming to us today, and I’m looking forward to our conference that we’re having soon.

Betty Collins: [00:28:46] I’m interviewing Mary McCarthy, and she is with the WSBA, which stands for Women Small Business Accelerator. A few years ago, I got to know … Well, actually, I’ve known, Mary McCarthy, and the other founder, Caroline Worley, for- I don’t know when I haven’t known them, I guess is how I’ll say it.

Betty Collins: [00:29:04] I went to an event that they had, and was just so inspired by it. I said, “This is where we can give back. This is where Brady Ware can be involved,” because if women in small business can accelerate, it will just totally impact the marketplace. Women have a harder time, in those initial years as entrepreneurs, than men.

Betty Collins: [00:29:27] I don’t want to go into a lot of that today, but this is another partner that Brady Ware chose to be with, because it was just a way to give back, and it was a way to get women- “Hey, how can we help you so that you can succeed?”

Betty Collins: [00:29:42] It’s not, to me, that women need to take over the world … Okay, maybe they do, but, there’s a lot of talent, and there’s a lot of passion, and there’s a lot of ideas, and we want to make sure they’re successful. We’re just going to call this the WSBA; it’s much easier for me to say. Tell my listeners a little bit about yourself. Give that 30-second commercial of, just, Mary McCarthy.

Mary McCarthy: [00:30:03] Okay. Well, hi, everybody. I am Mary McCarthy. I have two organizations. YMT Consultants is a business consulting firm. I have been a business consultant, working with the early-stage micro-business owner for over 10 years.

Mary McCarthy: [00:30:21] Back in 2011, I ran across an SBA article that said, “If all things are equal, why are men succeeding more than women?” That launched the really good question of: well, the answers weren’t anything unique, but the fact is, we’re still saying the same answer, so what can we do to change that?

Mary McCarthy: [00:30:43] I happened to talk a really good friend of mine into launching the organization called the Women’s Small Business Accelerator. We’re actually entering our seventh year of operations, so I’m busy running two organizations on a daily basis.

Betty Collins: [00:30:55] Yes you are. I’ve known you a long time, and I don’t know that you’ll ever not be busy, Mary, but that’s okay. So, tell me, as the executive director of the WSBA, what is the mission, and the purpose of the organization?

Mary McCarthy: [00:31:09] When we go back to the SBA article, it really talked about “if education and income are the same between men and women, why are men succeeding?” The answers, again, were no surprise. Men assumed they would be a million-dollar business; women hoped to pay their bills. A man said he wanted to launch a business, and he was told “Good luck, and congratulations.” A woman was, “How do you do that, and support your family,” right?

Betty Collins: [00:31:35] Right.

Mary McCarthy: [00:31:35] That’s not necessarily going to change. What we determined was we really needed support. We needed guidance. When we created the WSBA, our mission is to help all women. It’s not based on income, or age, ethnicity, location; it’s all women, regardless, that wants to have a successful business.

Mary McCarthy: [00:31:58] Success is what they define it as, not what society defines it as. If you do want that – make money and be home to support, and care for your family – good for you. You should be able to, and you should be able to do it with pride that you are balancing your life, and caring for your family, and providing a financial means. If you want to be a multi-million-dollar business owner, great. We’re going to help you do that, as well. We want all women to be helped, regardless.

Betty Collins: [00:32:26] When you help women, what does that mean? What is the help you’re giving them?

Mary McCarthy: [00:32:32] Well, I think, first, it is just appreciation that they can accomplish whatever they would like. They’re no longer doing it alone. We’re there to help, mentor, guide, support, push, listen to – whatever that you need.

Mary McCarthy: [00:32:49] We have a lot that we deal with on a daily basis, and we allow ourselves, at times, to get completely overwhelmed. We want to work through all of that, and really take the emotion out; figure out what is the business model that we want to accomplish. How are we going to accomplish it? Then, let’s put a plan in action, and let’s make it happen.

Betty Collins: [00:33:08] You have a mentoring program, an educational program, as well as Power Circles. You want to just tell us a little bit about that?

Mary McCarthy: [00:33:15] We have three signature programs. We work with the “I’ve got an idea,” all the way through “I want to grow.” The idea stage, to “I have launched, but I’m not making any money, because I haven’t really figured out my business model …” that’s called the inspired entrepreneur. “We have a great dream, a great desire. How do we monetize?”.

Mary McCarthy: [00:33:36] It is a six-month education program, and it’s focused on really creating a model. Who is your target customer? What is your pricing? The outcome is a written business plan. I like to tell people it’s not the plan that matters, it’s the journey. It’s the research, it’s understanding the information, not the assumption, on what your business is going to be, and do.

Mary McCarthy: [00:34:00] Power Circles is once you’ve been in business for a year … Think of a mini-mastermind group. We have a group of six to eight women that get together on a monthly basis, that support each other, that provide ideas, information, support, but it’s facilitated by a business expert that brings in the business tools, brings in the knowledgeable speakers. It’s about dealing with the day-to-day, allowing you to get out of your head, and focus on working on the business.

Mary McCarthy: [00:34:31] Then, Mentor Match. Once you’ve been in business for three years, or more, it is time now for a mind-shift change. You want to grow, and you’re not sure how to do it. We’ve got to change you from being the owner of your small business, to becoming the CEO of your organization. We will match you, and it’s all a hand-selected match, based on what your needs are, with a very successful woman business owner who’s already done it, that can help provide strategy, and guidance.

Betty Collins: [00:35:00] Those are awesome programs. It’s why Brady Ware has definitely wanted to partner with you in helping to make sure those launch, and get going, because you guys are only seven years old. It’s taken some time, but you’ve built up quite a bit of clientele, and a good board, and you have a lot of substance in your stuff.

Mary McCarthy: [00:35:17] We’ve come a long [00:35:18] way [cross talk]  [00:35:18]

Betty Collins: [00:35:18] Tell me this; tell me the favorite story of the woman who’s come through your program.

Mary McCarthy: [00:35:24] There are so many incredible women that have come through the program. We had one who had been very successful. She had to take time out of her business, in order to be a caregiver, and that meant she had a year, almost a year and a half, where she wasn’t generating any income.

Mary McCarthy: [00:35:42] When the individual passed, she’s sitting there, going “What do I do?” She got a mentor. They created very specific goals, and it was all about sales. She had someone who held her accountable. She accomplished goals in four months.

Betty Collins: [00:35:58] Wow.

Mary McCarthy: [00:35:59] I had somebody who went through the Inspired, because I’m going to give you [00:36:02] two [cross talk] You asked for one, but [00:36:03] I’m going to give you two. She went through the Inspired, and she wanted to be a food business. One of my favorite sayings, if you’re a food entrepreneur, is “Just because your friends, and family like your food, does not mean they will pay for it,” right?

Betty Collins: [00:36:15] Yes.

Mary McCarthy: [00:36:18] She started a Friday night supper club. She delivered food to somebody that knew someone, and next thing you knew, she ended up on Food Network.

Betty Collins: [00:36:27] Very nice.

Mary McCarthy: [00:36:27] She was on Food Court Wars, if anyone remembers that show, on Food Network. She won. Couldn’t tell anyone that she won, but she won. She needed funding to open up, and it was in a food court. Wasn’t necessarily what she wanted to be, but it was a good learning lesson, so we decided to go for it.

Mary McCarthy: [00:36:44] After she won, we had to get funding; signed a very strict nondisclosure, and we couldn’t say she won. The lender didn’t want to give her money unless they knew she won. We had to navigate that. Finally got the funding, got her launched, ran it for a year. She learned so much, shut it down; then went back to catering. She was pregnant, and she had a child.

Betty Collins: [00:37:06] Okay.

Mary McCarthy: [00:37:06] She recently just went back into her business, big time, and she is now in Cameron Mitchell’s food court.

Betty Collins: [00:37:14] Very nice, very nice. The success stories are what keep your vision alive. It keeps the purpose, it keeps … Because you’re very busy, and so, for you to still be co-leading this, and doing this is awesome.

Betty Collins: [00:37:27] Let’s go with the last question, which is where can business owners, inspire people … What did you call them, the Inspired Entrepreneur?

Mary McCarthy: [00:37:37] The Inspired Entrepreneur.

Betty Collins: [00:37:38] Where do they find the WSBA? Where can they go on, and find your information?

Mary McCarthy: [00:37:42] Well, I would say the easiest way to find us is on our web site, which is wsbaohio.org. They can come to the Women’s Conference and see us. We have our annual gala, and fundraiser every October, and they can come. We celebrate with 300 to 350 of our closest friends. You’re welcome to be a friend, and come join us as well.

Betty Collins: [00:38:02] Well, I appreciate, today, Christy, and Mary, both coming. These partnerships for Brady Ware have been invaluable. We look at them as just part of the success of our women’s initiative.

Betty Collins: [00:38:14] I cannot emphasize to you enough that if you really want to start this within your company, and you don’t need to be a large company to start a women’s initiative, you’ve got to partner with the right people in town that support you, and you support them. It will make a difference in that.

Betty Collins: [00:38:32] As your career advancements continue, your financial opportunities will continue to grow. Be prepared. Visit bradyware.com/resources to download a copy of the financial checklist for every stage of your life. Everything about the Inspiring Women podcast, this episode, and Brady Ware & Company Accounting Services can be found in the podcast show notes.

Tagged With: Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, leadership development, Mary McCarthy, Mentors, NAWBO, NAWBO Columbus Chapter, recruiting women, retaining women, woman-owned business enterprise, Women in Business, women owned business

Decision Vision Episode 19: How Should I Engage in Philanthropy?, An Interview with Chris Gabriel

June 13, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 19: How Should I Engage in Philanthropy?, An Interview with Chris Gabriel
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“Decision Vision” Host Mike Blake and Chris Gabriel

How Should I Engage in Philanthropy?

Most everyone would agree that it’s good to give back. But what’s the best way to give? Can giving become enabling or even toxic? Chris Gabriel has performed extensive research on philanthropy and individuals who are heavily philanthropic. He shares his insights with Host Mike Blake on this edition of “Decision Vision,” presented by Brady Ware.

Chris Gabriel, Age of Generosity, LLC and the Generosity Project

Chris Gabriel

Chris Gabriel runs a wealth management practice for a major investment firm. He also has more than 25 years of experience serving charitable organizations and their donors as a development director, as a nonprofit finance and fundraising consultant, and as a guide for successful charitable givers.  He has participated in the gift process from every vantage point as a staffer, board member, consultant, and financial advisor.

His process focuses on “philanthropic enabling” which seeks to maximize the value and benefits of charitable contributions for everyone involved. His mission is helping successful people to be even more generous and generous people to be even more successful.

Chris is an honors graduate of Yale College and earned his master’s degree from Oxford University. He also is the founder of Age of Generosity, LLC and of The Generosity Project, a nonprofit seeking to promote giving as an essential virtue of a life well lived. Chris is writing a set of books and building a giving consulting platform, both of which are scheduled to launch in 2020.

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is 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 here. “Decision Vision” is produced and broadcast by 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 this 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 that helps businesses and entrepreneurs make vision a reality.

Mike Blake: [00:00:20] And welcome back to Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of making decision on a different topic. Rather than making recommendations because everyone’s circumstances are different, we talk to subject matter experts about how they would recommend thinking about that decision.

Mike Blake: [00:00:38] My name is Mike Blake, and I am 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, which is where we are recording today. Brady Ware is sponsoring this podcast. If you like this podcast please subscribe on your favorite podcast aggregator, and please also consider leaving a review of the podcast as well.

Mike Blake: [00:01:02] And today, we’re going to be talking about philanthropy and, specifically, the decision as to whether or not you should engage in philanthropy or not engage in philanthropy. And in some respect, maybe that sounds like a loaded question. Of course, you should engage in philanthropy. We should all be interested in giving back to our communities, sending the elevator back down, whatever cliché you want to use. Who doesn’t like a good philanthropist? Who doesn’t like someone that’s going to be throwing $100 bills around or $1000 checks around, always going to be the life of the party? But when you get into philanthropy, it’s really not that simple. And philanthropy not done well can be not just not impactful but, in some cases, can actually be harmful.

Mike Blake: [00:01:51] One of the things I’ve done a lot of in the last few years, I’ve studied dynastic wealth, which means that wealth that has survived for a number of generations. And what a lot of people may not realize is that being rich actually is hard. It’s just hard in a different way. You have trouble paying your light bill, your cable bill, but then managing wealth responsibly is not easy, and it’s a skill set.

Mike Blake: [00:02:19] And there are wealthy families whose names that you would know – the Vanderbilt’s come to mind – that have literally philanthropies themselves into the ground. It’s that they’re very generous. And, of course, their names are on many buildings in New York. Their name is on Vanderbilt University and so forth. But as Anderson Cooper, who is a sixth generation Vanderbilt, has said, “There ain’t no trust fund waiting for me.” And 150 years ago, that would be unthinkable. And so, this is a complex topic that I hope as you, as the listeners, a little bit different than what we normally talk about, but one that I think is very important.

Mike Blake: [00:03:02] And joining us today is my very good friend, Chris Gabriel, and somebody who I’ve known for a number of years, longer than we would care to admit. Neither of us had gray hair, that’s how long we’ve known each other. And he’s been a student of philanthropy for as long as I have known him, and is starting to break out of his shell, and systematize the way that he shares his knowledge.

Mike Blake: [00:03:29] He runs a wealth management practice for a major investment firm that has more than 25 years of experience serving charitable organizations and their donors as a development director, as a nonprofit finance and fundraising consultant, and as a guide for successful charitable givers. He has participated in the gift process from every vantage point as a staff, or a board member consultant, and financial advisor.

Mike Blake: [00:03:52] His process focuses on philanthropic enabling, which seeks to maximize the value and benefits of charitable contributions for everyone involved. His mission is helping successful people to be even more generous and generous people to be even more successful.

Mike Blake: [00:04:07] Chris is an honors graduate of Yale College and earned his Master’s Degree from Oxford University. He is also the Founder of Age of Generosity LLC and the Generosity Project, a nonprofit seeking to promote giving as an essential virtue of a life well lived. Chris is writing a set of books and building a giving consulting platform, both of which are scheduled to launch in 2020. I’m going to hold you to that. Chris, thank you so much for coming on the program.

Chris Gabriel: [00:04:33] Thank you, Mike. It’s such a pleasure to be here.

Mike Blake: [00:04:36] So, what led you to start down the path of becoming an effective student of philanthropy.

Chris Gabriel: [00:04:44] Would you believe, midlife crisis?

Mike Blake: [00:04:47] I believe midlife crisis is responsible for a lot of things. I’ve seen people buy motorcycles, sports cars, and-

Chris Gabriel: [00:04:52] Yeah. It seemed more positive and less expensive than the proverbial red sports car. But in all seriousness, I was noodling over my career, and personal life, and other things that were important to me a few years back. And I was at that crossroads in life that the others have described as a transition from success to significance. And in thinking that through, I came to a realization of really four things that mattered to me – my spiritual life, my family and friends, my professional work, and my community service. And I wanted to be more deliberate and intentional about how to align those different forces together.

Chris Gabriel: [00:05:34] And in thinking that through, I recognized that the unifying thread through all those different areas and experiences at all stages of my life had been generosity, people who had been generous to me, generous acts that I had witnessed, or participated in, or benefited from. It really sparked a curiosity that’s led down a journey of getting to know more about the topic, talking with inspiring people, and really immersing myself in what I found to be a very worthwhile and enjoyable effort. So, that’s what brings us here this afternoon.

Mike Blake: [00:06:11] So, we’re in a society of greed is good. There’s a certain zeitgeist right now, I think, of sort of every person for themselves to a certain extent. And I won’t turn this into an NPR interview. I’ve already said zeitgeist. I don’t want to do that because that does sound like NPR. I don’t want to go in that direction. But in a culture that fosters and glorifies, really, self-reliance, and you earn what you get, you keep what you earn, et cetera, et cetera; in spite of all those kind of external forces, why do people give? And why do people give a lot?

Chris Gabriel: [00:06:54] Yeah, it’s a great question. And there’s a lot of different ways that you could approach it. I’ll start with what you might think of as an unusual source. So, Adam Smith is well-known as the protocapitalist, the founder of classical economics.

Mike Blake: [00:07:09] Of course.

Chris Gabriel: [00:07:09] He was actually a professor of moral philosophy. And while his very large difficult-to-read, coffee-table-sized book, Wealth of Nations, it gets most of the press. I think his best work is a much thinner volume called Theory of Moral Sentiments. And that book starts out by saying, essentially, as an observation of human nature and the human character, that there’s something about giving and altruism that just seems to be hardwired into who we are. These were his observations about the human condition. And we seemed to get pleasure from the success of others, and even more pleasure from participating in that success.

Chris Gabriel: [00:07:44] And it turns out, if you look across the spectrum of research on the topic, there’s almost unanimous agreement on that topic. One of the inspirations for my own understanding is a fellow by the name of James Doty, who is a Professor of Neurosurgery at Stanford. He also founded an organization called the Center for Compassion and Altruism Research and Education. The founding benefactor of which is the Dalai Lama, interesting friends.

Chris Gabriel: [00:08:14] And what Dr. Doty has realized in all of his work as a physician, so healing physical illness, there were bigger illnesses in play that were illnesses more of the spirit. And he felt compelled to travel down that path and see where it led. And what he discovered is a whole lot of research around the notion that giving is both psychologically and physiologically essential to health. It’s on par with exercise and your ideal body weight.

Chris Gabriel: [00:08:46] And there’s a whole system of physiological processes that relate to our sympathetic and parasympathetic nervous systems, if you want to get into the technical side of it. That mean that giving is rewarding to us in very selfish ways, and that our human evolution is designed to reward compassionate altruistic behavior.

Mike Blake: [00:09:09] So, it’s a dopamine rush at the end of the day, right?

Chris Gabriel: [00:09:12] Even as simple as in a smile. There’s a whole article in Psychology Today about how a simple smile triggers this whole cascade of effects, physiological effects in terms of neurotransmitters and activity in the brain. And not only does that benefit the person who receives the generous act of a smile, but it benefits the person who smiles as well, and there’s this virtuous cycle. So, again, even its most fundamental level, there’s something about generosity that’s worthwhile.

Mike Blake: [00:09:42] So, in your writings, I’ve had the privilege of seeing, I think before most people have, you linked giving with wisdom. Talk through that connection.

Chris Gabriel: [00:09:53] So, my working definition of wisdom is that it is — understanding that exists at the intersection of moral truth and practical experience. And there’s something about wisdom that really is fundamental to success in life. We live in a society that prizes knowledge and prizes achievement.

Chris Gabriel: [00:10:12] But the ancients may have one up on us here. They taught their children wisdom. They were concerned with helping them to make good decisions about how to live. And I think we missed out on a lot of that in terms of our education and a lot of our cultural milestones and markers. And generosity was at the center of that set of constant texts around successful living, whether you call that virtue, or wisdom, or anything else.

Chris Gabriel: [00:10:42] And what’s interesting, to connect Dr. Doty’s work and there are millions literally. If you Google generosity science, there’s over 38 million hits. There’s a ton of research done. And what that research suggests, essentially, is the guys in the white lab coats, the scientists, and the ladies in the white robes, the sages, all agree that this is something that’s meaningful and worthwhile.

Chris Gabriel: [00:11:06] If you want to use an example of how that type of wisdom intersects in real life, think of something really big and important that’s happened in our society in the course of the last couple of generations. Let’s think about the Civil Rights Movement. So, the Civil Rights Movement recognized that there was something unjust about racial inequality. And that sense of injustice drove people to organize around overcoming that great wrong in our society.

Chris Gabriel: [00:11:35] But at the same time, there was a sense of love that drove the behavior of the people that were protesting and advocating for change. And that love, which was generous on their part, really drove a constructive outcome from what might have been a very destructive set of forces in society. And there’s a wonderful sermon from Dr. Martin Luther King called Loving Your Enemies.

Mike Blake: [00:11:58] I’m familiar with that.

Chris Gabriel: [00:12:00] He preached in 1957 that summarizes this whole concept really brilliantly. And that, to me, is the definition of generosity and wisdom. It’s a good outcome. It’s a practical outcome. We improved society and humanity in the process, but it was really based on the sense of something fundamentally generous happening on the part of the people that were forwarding that change.

Mike Blake: [00:12:22] So, to that end, and I suspect this is not a random connection, you’ve developed something called the WISE Giving Framework. Can you walk us through it at high level? I mean, it’s a very detailed framework. So, we don’t have time but, at a high level, what is the WISE Framework?

Chris Gabriel: [00:12:39] Sure. And it’s a great question. So, you think about the nature of generosity, and the working title of one of the books I’m producing is called Transformational Generosity. And the idea of that transformation is that it’s this incredibly virtuous 360-degree cycle of positive change that happens when people give, and when they give wisely and well. And I think we’ll talk some more about what that means.

Chris Gabriel: [00:13:05] But the notion of constructive giving boils down to an appreciation of the internal benefits and the external benefits that are involved. And those benefits, again, if they’re done well produce positive change on the part of the giver, on the part of the receiver. And then, by extension is that effect ripples out into community and into society as a whole. You have all of these positive effects that are produced.

Chris Gabriel: [00:13:32] So, the WISE giving process, WISE is an acronym, and you know me well enough to know I’m a sucker for acronyms and alliteration.

Mike Blake: [00:13:38] Who doesn’t love a good acronym?

Chris Gabriel: [00:13:39] I can’t help myself. So WISE is well-grounded, inspired, satisfying, and effective. And those four components reflect that dynamic of internal and external benefits. Inspired and satisfying, things that relate to us and the benefits that we get from giving. Well-grounded and effective, looking outward to the beneficiaries of the giving and making sure that those gifts have the kind of impact that we want them to have. And so, the process aligns a set of different forces and factors together to help produce those good outcomes, back to the philanthropic enabling that you referenced at the outset.

Mike Blake: [00:14:16] So, I mean, why have a plan? It seems like one of the easiest thing is in the world to do is to just give money away, right?

Chris Gabriel: [00:14:23] Sure.

Mike Blake: [00:14:23] It’s not like nobody is going to take it. In most cases, you walk into, really, anything, it doesn’t have to be a nonprofit, “Hey, you want a thousand bucks?” “Sure.” So, why does there need to be a planning process around something that, at least, on a very fundamental level seems like a lot of the easiest thing in the world?

Chris Gabriel: [00:14:45] Yeah, it’s a great question. And on the one hand, you certainly don’t want to overthink it. There should be no paralysis by analysis when it comes to giving. But on the other hand, like every other aspect of life, better inputs lead to better outputs. And the more time and effort you put into a project or a decision, the more likely that there is going to be a good outcome for that decision.

Chris Gabriel: [00:15:05] I’ll give you a concrete example because I think it helps to illustrate the point. And it’s one of my favorites that I’ve come across in the generosity journey that I’ve been on. There is an entrepreneur in California, a Chinese-American named Kenneth Yang. And he’s founded a very successful tea company. And having gone back and forth to China for years in developing and promoting his business, he became very troubled by the plight of disabled Chinese orphans who are put in institutions, have very little in the way of support, and opportunities, and prospects. And this disturbed him.

Chris Gabriel: [00:15:42] And he reached a milestone in his life personally and professionally where he felt he needed to do something about that. And so, it became something of an existential crisis. Am I going to fold up my business, or sell it, or do something else? Am I going to dedicate myself full time to this effort about which I feel really passionate? Interwoven with all of that was, his favorite pastime was photography, really passionate, very capable photographer.

Chris Gabriel: [00:16:06] And so, as he’s thinking through all of these different issues and potential decisions, he seeks counsel from a wise guide. And the advice that he ends up getting and the conclusion that he arrives at is wonderfully powerful. He realized that his business was a platform and created its own opportunities.

Chris Gabriel: [00:16:26] And so, he started traveling back to China more intentionally and taking pictures of the smiling faces of the children that he was coming across in these different residences that he was going to visit. And then, he put those pictures on the packets of his tea, and described the circumstances by which the photos were taken, and the opportunity there was to support this great need that he had found. And he created a foundation to help serve that effort and raised millions of dollars which then got funneled back to the care of the children he was so concerned about.

Chris Gabriel: [00:16:58] So, he created this amazing dynamic. And I referenced the word power before one of my touchstones in this set of processes around giving is the idea of powerful giving, which is if you can imagine Venn Diagram, there’s opportunity, passion, and impact. And the things that we’re really passionate about, the things that we have an opportunity to pursue, and the pursuits that have the potential for impact. You align all those together, that’s really where the best giving happens. And I think Mr. Yang’s example is a great one.

Mike Blake: [00:17:28] So, I’d like to go off the script a little bit and follow up on something because I think you touched on something that is really important, which is the notion of a business as a platform. In my own work and study, as I’ve been studying dynastic wealth and sustain multigenerational wealth, one common theme I’ve noticed is that the business is the platform that supports that family and sustains it. And I think by extension, the business sustains giving because it’s the income generator.

Mike Blake: [00:18:02] And I’m curious if you think there’s a correlation between families that maintain kind of that family enterprise versus selling out, which is what the Vanderbilt stood, for example, made themselves more liquid, which means it’s easier to give your stuff away and screw it up, as opposed to having the platform business. Do you think there’s a connection between the ability to sustain philanthropy over the longer term if there’s that enterprise level engine, or am I just making this up, and I’m just sleep deprived on a Friday?

Chris Gabriel: [00:18:35] I think your intuition is correct. So, I work with a lot of entrepreneurs, and the goal is to help navigate through the various challenges and opportunities that they have when it comes to their businesses, and their families, and their communities. And giving can and should be at the center of that. And what’s interesting about giving, and we may talk more about this, but my work is focused not just on financial giving. That’s certainly an important piece of it, but there’s actually five types of giving.

Chris Gabriel: [00:19:05] There’s possessional giving, which is money and stuff. There is personal giving, which is time and talent. There is social giving, which is everything from hospitality and manners to civic duty. There is emotional giving, which starts to get more personal. It’s about connectivity, and vulnerability, and really being supportive of folks with whom you are close. And then, lastly, relational giving, which, in essence, is the sum of all the others. And that’s where the rubber meets the road in our lives.

Chris Gabriel: [00:19:30] We are defined, to a very large degree, by our relationships, and the quality of our life is determined by those relationships. And so, to get to an answer to your question, if you think about generosity across all those different dimensions, and then you look at what makes success in a family — and this is something that I’ve been thinking and working on a lot about lately with a colleague. We’ve been developing a set of constructs and processes around wealth and success.

Chris Gabriel: [00:19:56] And our appreciation has stemmed from the fact that wealth success has both a family and a financial component to it. And the family component’s really about relationships. And, of course, the financial component is about resources. And when you look at where success comes in — and by the way, success is almost unbelievably rare. The shirtsleeves-to-shirtsleeves phenomenon that we hear about is alive and well. 90% of wealthy families don’t make it past the third generation in terms of intact functioning family or finances.

Chris Gabriel: [00:20:32] And I think families that have businesses have a purpose, and a purpose that fosters relational connectivity and resource generation. And that is a great recipe for success, provided that the business is run well and provided that the relationships in the family survive the pressures of having the business. But I do think, in cases where I’ve seen where family wealth is sustained across generations — and I can think of several examples. One family, in particular, that’s into their sixth generation now and is still quite successful. There was a family business at the center of that.

Mike Blake: [00:21:04] And it underscores a fact that people don’t like to talk about, but there’s ample data to support this, the family unit is an economic unit. We don’t want to think about that necessarily, but economics does factor into that in many complicated ways.

Chris Gabriel: [00:21:23] Sure.

Mike Blake: [00:21:24] So, it’s hard to separate that. And, actually, that segues very nicely into my next question, which is, is it fair to categorize a will as a form of giving?

Chris Gabriel: [00:21:37] I think it is. Based on what I just shared, a will is a legal document that transfers assets. And, of course, it focuses on physical assets, possessions. But at the same time, it embeds values, and relationships, and other essential aspects of the family, and is a mechanism by which all of those different things are passed from one generation to another. So, certainly, families that do wealth transfer well and do legacy well have built into those mechanics. A lot of other elements that relate to values, and priorities, and purpose, and meaning.

Chris Gabriel: [00:22:18] And I had a friend, when I was describing some of this a few years back, who leaned back and thoughtfully said, “Well, what you’re really describing is operating at the intersection of money and meaning.” I said, “Yeah, that’s exactly right. I think I’m going to write that down. That’s really good.” And so, a will is a document that represents that, an intersection of money and meaning, and the values, and the relationships, and all the other aspects of the family. So, it is a form of giving. And then, that kind of estate planning, if it’s done wisely and well, I think can produce very good outcomes, or it can instill a lot of discord and division within a family if it’s not done well.

Mike Blake: [00:22:55] So, let’s talk about maybe potential, maybe downsides or pitfalls. What are some cases where giving can go bad, or what are the risks associated with giving?

Chris Gabriel: [00:23:13] That’s a great question. So, I’m a cheerleader for giving, and I think it’s good. And I’ve used the expression already, “If it’s done wisely and well.” In fact, Adam Smith makes this point later in the same book I referenced earlier. It, perhaps, is the human virtue of which there can be no excess if it’s done well. You can have too much of almost anything, but you can’t be too generous if you’re going about it the right way.

Chris Gabriel: [00:23:39] And so, what is the right way? If there is a formula, if we could reduce giving to a formula, I’d suggest it would be something along the lines of consider-it attitude, plus carrying action, equals a positive generous outcome. And so, where things go wrong is in those dynamics. If your attitude is not considerate, if your actions are not caring, and that’s two-way because there is a reciprocity in the giving dynamic. There is a giver and a receiver. And it’s a two-way process. And so, both the giver and receiver have responsibility in terms of what happens with the gift in the end.

Chris Gabriel: [00:24:13] And, in general, a poor attitude will lead towards a gift that doesn’t have the kind of meaning that it could have and benefit psychologically to either or both parties. And uncaring actions typically will lead to a result that suboptimal in terms of impact or, sort of, physical outcome. And there are lots of dynamics you can point to where those are real issues.

Chris Gabriel: [00:24:39] I’ll call your listeners’ attention to one particular book on this topic, which is really powerful. It’s by a local Atlantan, named Bob Lupton, and he wrote a book called Toxic Charity. And after decades spent assisting the poorest people in our community, he came to the conclusion that more harm than good was done out of a lot of well-meaning support, which robbed people of dignity and effective opportunity in the name of providing them with some kind of support. And a lot of times, that did more good for the people giving than people receiving. So, there is a lot of research out there on this topic.

Mike Blake: [00:25:14] So, that’s interesting. And it brings to mind something that I know you and I both wrestle with because we are both parents. And I have a teenager. Are either of your kids a teenager yet?

Chris Gabriel: [00:25:25] Yes.

Mike Blake: [00:25:25] Yes, okay. So-

Chris Gabriel: [00:25:26] Joyfully.

Mike Blake: [00:25:27] Yeah. So, that’s where most of my gray hair came from. And as parents, we are givers, right? And one of the things that I know you’re mindful of, and I’m mindful of, is where is the line between generosity and enabling, right? And enabling, actually, is a selfish act because what you’re really doing is you’re bribing somebody to make a problem staring you in the face to go away. That needs to be solved with some process that is much more difficult, right.

Mike Blake: [00:26:01] That, to me, strikes as very similar to that toxic charity that you’re describing where the road to hell is paved with the best of intentions, right? And there’s this line between charity and enabling. And even charities, if something’s not structured correctly, not just individuals, organizations, can be harmed with too much too fast, right?

Chris Gabriel: [00:26:30] Again, very thoughtful and insightful question. One of the great insights that I’ve taken away from all this work is positivity. And it relates very much to this point. There’s other research on this topic that I’m drawing on here that makes the point that if you look at what produces good outcomes in a charitable community development context, they almost always involve coming into this situation with a sense of positivity and optimism.

Chris Gabriel: [00:27:09] In other words, asking the question, “What is right here?” rather than “What is wrong?” If you’re showing up in this situation saying, “Everything here is horribly broken. You’re clearly terribly messed up. And I’m here to help you fix it,” that is a totally different dynamic than coming in and saying, “Thank you so much for the opportunity to be engaged with you. What is it that you want and need? And what is it that is going right in your life? And how can we help build on that?”

Chris Gabriel: [00:27:14] There’s a bunch of research that’s just come out of Harvard. Even in the most intractable problems that we have in the world, like systemic poverty, that point out that international aid efforts that focus on creating opportunity in a society have far greater success than ones that focus in on whatever the pathologies and difficulties are. So, to your question about parenthood, I’m totally guilty of exactly what you described, by the way, that-

Mike Blake: [00:28:01] We all are.

Chris Gabriel: [00:28:02] … enabling mindset because it’s just easier – let’s face it – to get that immediate issue out of the way because I’ve got other things to do. And I see myself, at times, robbing my kids of an opportunity to build their own sense of dignity, and self-confidence, and self-reliance just because it’s convenient for me at that particular moment. And I think we run into a lot of those same issues when we try to do good, and the most thoughtful people in that world are folks that recognize those challenges and look to approach their efforts in ways that get past them.

Mike Blake: [00:28:37] Now, I’m going to go off the script again because this topic begs kind of another question. And a very practical and unusual example, you may remember the ALS Ice Bucket Challenge-

Chris Gabriel: [00:28:51] Absolutely.

Mike Blake: [00:28:51] … of three or four years ago. And that raised roughly $120 million, which was something like what the ALS Association of United States raises over a 12-year period basically, right? And they were faced with an interesting problem that, all of a sudden, they had more money than they had the capacity to manage. And for them, it created a real problem because, (1), they received a lot of money, they have obviously a very important mission to battle that disease, and they’re extremely high profile. All right. Everybody knew what the ALS Ice Bucket. They didn’t even know what ALS was, right, people were dumping buckets of ice over their head. And I did it, but it was thoroughly physically traumatic.

Mike Blake: [00:29:40] But there’s need to be planning ideally on the side of the recipient too that if this windfall comes, right, we got to be prepared to use it and use it responsibly. Now, thankfully, the ALS Association, on the fly, I think, they figured it out and everything. I’ve read about them is that they handled it very well, what they have, and used it, put in endowments, they funded a lot of research. But even that’s a challenge, right? Even a firehose of generosity is still a firehose.

Chris Gabriel: [00:30:15] So, parenting comes to mind again, although I’ll use a business example first. Having been around a lot of businesses and entrepreneurs through the years, one of my observations is the number one cause of business failure is failure. And the number two cause is success. It is certainly possible to grow too fast to take on too much and to being unable to digest even good fortune. And charities are no different and, certainly, have those same kinds of risks.

Chris Gabriel: [00:30:48] And so, back to your question about planning, particularly, for people in society who have more in the way of resources and do have more in the way of potential impact, that set of responsibilities that goes along with that is really important because if you’re not careful about where you give your money and how you give it, then, again, you can end up messing up a good organization by being too generous, by giving it too much in a way that it’s not prepared and doesn’t have a good strategy or plan in place about how to manage it.

Chris Gabriel: [00:31:15] So, there is definitely a reciprocity that goes into good giving. Back to that concept of philanthropic enabling again, having a conversation and a real dialogue where everyone around the table is trying to achieve a positive outcome and figuring out what resources can be brought to bear, what challenges can those resources be applied towards, and what are the outcomes that we’re seeking, and what’s the strategy that’s in place to make that happen. That’s where you see the best giving.

Mike Blake: [00:31:40] Now, I want to shift gears a little bit. There’s a conversation that we had I think around corporate philanthropy and Warren Buffett. I call him Warren, He says, “Who the hell are you?” or “Why are you in my office?” But Warren Buffett has written about philanthropy at the corporate level, and whether or not it’s appropriate. And his position if you read his essays has been, “Look, it’s not my job to use this company as a platform to make any kind of social statement, or an economic statement, or a philosophical statement. My job is to build shareholder value, period, end of discussion.”

Mike Blake: [00:32:22] I’m curious if that’s something that’s ever kind of crossed your path in terms of the conversations you’ve had with your entrepreneurial clients. Where does that line — where do you think the optimal line is, or how do you how do you set that line between? As somebody of means, and you’re a steward of shareholder money, where do you think that line is in terms of supporting philanthropy through a corporate entity versus, “We’ll we’ll just declare a lot of dividends that people can give to whatever they want to”? Does that make any sense?

Chris Gabriel: [00:32:56] Oh, totally.

Mike Blake: [00:32:56] So, how do you kind of talk through that?

Chris Gabriel: [00:32:58] That’s a great question. And you’re illuminating a real debate. And it’s a debate between two different models of corporate purpose and structure. And there’s the shareholder model and there’s the stakeholder model. And the shareholder model is along the lines of what you described Mr. Buffett is advocating. And at the end of the day, it’s a simple job that we have as corporate stewards. It’s to make money. And what the owners of our companies do with that money is up to them.

Chris Gabriel: [00:33:24] The stakeholder model has a more complex view of corporate structure and behavior and recognizes that corporations are, in fact, engaged in various ways with various groups from owners, of course, but also employees, and managers, the communities in which they operate, society as a whole. And there’s an interplay potentially between those different elements that’s important to consider. And it fits into that framework better than it does the shareholder framework.

Chris Gabriel: [00:33:57] My personal view is while I’m as capitalist as they come or, at least, believe in the virtues and benefits of capitalism. I think, at least, there should be a balance, if not more of an appreciation for the stakeholder model. And I think it’s good business, as well as being something that’s an extension of values even.

Chris Gabriel: [00:34:22] From a legal standpoint, if you think about the way corporations are treated under the law, in areas like free speech, for instance. Corporations are imagined to be like people. And in the same way that people get all of the benefits that I had described earlier from generosity, companies can as well. And I think that thoughtful stewards of corporate resources can make good decisions about how to apply those in service to needs in their community, they can have a very positive impact on the company, as well as on the community.

Chris Gabriel: [00:34:48] However, I think you can go awry there as in other areas. And there are some trends right now that I think are not so constructive. And this is editorializing, but there are some institutional investors that are getting on their soapboxes and telling companies, “Not only do we want you to do all these things in the name of stakeholder value, but we want to tell you what you should be doing.” And that I find more troubling. So, there is a balance to strike, I would say. But it’s a great question in there. I don’t think there’s an easy answer or necessarily one that fits all enterprises. It’s certainly something that if I were in management, I would want to think through.

Mike Blake: [00:35:22] A great example of that is the Koch Brothers, right? Regardless of what you think of their political outlook, they are very clear that they’re in a certain social political camp, and they’re not afraid of using their wealth, their power, their enterprise to support that. And I think it’s an open question as to what impact that’s had on their business, right. To some people, I’m sure they’re cheering them right along, right. That’s great. What do the Koch Brothers sell? You sell carpet. Okay. I’m going to buy as much carpet as I possibly can.

Mike Blake: [00:35:58] But there are others that are strongly philosophically opposed to their political viewpoint, would prefer they be defeated rather than advanced. And it probably cost them some customers. And there’s probably no way or, at least, nobody’s really cared to take a look to see kind of what the net is, but we see examples of that struggle happening right in front of us in real time. And for us, as citizens — at least, for myself. I don’t want to lump you into this. As a citizen who is a voter, I’m not really all that interested in what Koch Brothers do or do not do per se, but it clearly has an impact. And I’m not a shareholder either.

Chris Gabriel: [00:36:44] Right.

Mike Blake: [00:36:44] Right? And it raises some very interesting questions about that web between individual philosophy enterprise and society that we’ll never solve.

Chris Gabriel: [00:36:57] And there are cynics out there that will argue that any giving by very wealthy donors is inherently suspect and corrupt. If you want to take it all the way into a Marxist framework. Marx believed that giving, in general, was immoral because it was the ill-gotten fruits of the proletariat labor that the bourgeoisie unjustly accumulated, and then doled back out to them. It was a form of oppression.

Chris Gabriel: [00:37:29] You actually prompted me to do this in one of our many conversations over libations. In the interest of really exploring the challenges to the giving paradigm, there is a section in in one of the books that will be coming out looking to the most intractable opponents of a generosity framework and, sort of, gauging the ideas that I’m developing and promoting against their philosophy, one of which is Marx.

Chris Gabriel: [00:38:03] At the one extreme end of the spectrum, to Marxist communitarianism, if you will. And at the other end of the spectrum is extreme individualism in the form of Ayn Rand. And I think they both get humanity and human nature wrong. And there’s something in between. Again, back to Adam Smith about us that just is naturally generous.

Chris Gabriel: [00:38:20] And so, applying that in the context that you described, I think it is interesting that many of the famous philanthropists distinguished between their businesses and their giving. And that trend has continued up to the present day with with folks like Bill Gates. And, again, a cynic might say that it’s not very difficult to give away vast amounts of money if you have vast amounts of money.

Chris Gabriel: [00:38:47] One friend with whom I had a conversation along these lines early on in my process just shook his head and said, “Look, this is really waste management. Let’s be honest. We give all these people all these accolades because they’re so generous. But in reality, they’d never spend a tiny fraction of the money they have. They could light it on fire, they could throw it in the ocean, or they could give it away. We applaud them for giving it away and maybe so, but it’s not any great sacrifice. And it’s really no act of nobility on their part.”

Chris Gabriel: [00:39:13] I don’t share that view entirely. In fact, a couple of the billionaires that I’ve interviewed have made the point, because I’ve asked them, “How would you rate the difficulty of giving money away versus making it?” and they’ve said, “It’s, in many respects, more difficult to give it away wisely and well than it is to make it in the first place.” And so, I think, you rightly point out that there’s a lot of complexity to this and a lot of challenges involved in giving in and being a responsible steward of the assets that you’ve been given.

Mike Blake: [00:39:44] So, you mentioned Bill Gates I want to. I want to address that because Bill Gates is such an interesting guy in that 20 years ago, for a lot of us, he was a laughing stock, even seen as a somewhat sinister figure because he was the guy that foisted Windows 98 on us, right. As if he was the guy who wrote the code. And he was the guy that was crushing this plucky little company in Cupertino called Apple. And they were so mean. And anything that was innovative, they’d buy up and crush. That was the narrative for Bill Gates, right?

Chris Gabriel: [00:40:24] And Lotus and my beloved Word Perfect-

Mike Blake: [00:40:27] There you go.

Chris Gabriel: [00:40:27] … all went the way of the dinosaur.

Mike Blake: [00:40:31] And if you’re a gamer, Halo, that was supposed to be a Mac-only platform. A lot of people blame the destruction of the Mac as a gaming platform on buying Bungie and Halo, right. right.

Mike Blake: [00:40:44] Fast forward now, I’m not sure I can name a more famous philanthropist of our time, right. And, really, in my own opinion, I think, deservedly, his reputation has been rehabilitated, and he’s successfully changed the narrative. And he’s come out – you know this, but the audience may not – that he’s basically pledged to give away 99% of his wealth. That is his mission is that before he and Melinda go to the great windows machine in the sky that they’re going to give away 99% of their wealth. And not only are they going to do that, but they are encouraging other billionaires – and Warren Buffett has signed on with this and a few others have – to also give away the bulk of their assets because, as your friend noted, what are you going to do with it? Are you going to build yourself a solid gold pyramid when you go or freeze your head like Walt Disney and hope you can be resuscitated? So, I’m curious in that. How does that movement mesh, or is it described at all by your WISE framework?

Chris Gabriel: [00:41:55] Yeah, it’s a great question. And part of what’s interesting about that, if you look into where that idea came from, it actually had very humble origins. And one of the things I’d like to overcome in my work is the misperception that generosity is narrowly defined as the province of only the very wealthy in terms of professional generosity, or only the saintly in terms of personal generosity. If I’m not Mother Teresa, then what good is what I do? What kind of impact is it going to have?

Chris Gabriel: [00:42:32] And as a case in point, if you actually look at the origins of the billionaires giving pledge, Gates himself credits an organization called Bolder Giving, which was a group started by a husband and wife that was designed to be a platform to celebrate extraordinary acts of generosity on the part of everyday, normal people like us. And they defined generosity in terms of time and talent, as well as treasure. And they found stories, and posted them, and celebrated them. And it grew into something of a mini movement. And there are school teachers, and college students, and retirees, and folks from all walks of life, every age and stage.

Chris Gabriel: [00:43:14] And Gates said that he read an account of this group and the work that they were doing, and that was the inspiration for him to say, “If I’m not doing at least as much as these folks, then shame on me.” And I think a lot of his peers felt the same once they were presented with the opportunity.

Chris Gabriel: [00:43:32] And back to the idea of generosity having its selfish benefits as well, David Rubenstein who founded the Carlyle Group, and is one of the billionaires I’ve interviewed, he’s so rich that he bought the — and so generous that he bought one of the few existing copies of the Magna Carta on a whim, so that he could donate it to America, and then built the building to put it in where it now resides in the National Archives. So, yeah, it’s nice if you can do that.

Chris Gabriel: [00:44:00] I asked him about the giving pledge, in particular, and he said he was already very much inclined along these lines and was doing the same thing, but was happy to sort of sign on as a public participant. But the point that he made was even more blunt. He said, “Look. if you’ve got several billion dollars, and you’re 70 years old, and you don’t know what you’re going to do with it, that’s not only a problem for society, that’s a problem for you. That is going to cause you a great deal of grief.” And back to the idea of family and wealth success, if you haven’t thought that clearly through, then you’re going to be creating a whole lot of heartache and headache for people that are close to you.

Mike Blake: [00:44:40] We’re running a little a little long, but there’s a couple more questions I’ve got to get in here because I feel like I won’t have done the topic justice. To that point that you just made, I mean, do some people think of wealth almost like a ticking time bomb that you got to do something with it? And particularly, maybe the longer you hang onto it, that’s when the ravens or the vultures in the family starts circling, and you see more agendas kind of pop up; whereas, if you’ve already said, “Hey, look, guys, this is already gone. Don’t worry about it.” Is that something you see, or is that something I’m just making up?

Chris Gabriel: [00:45:19] No, I think it’s very real. Look, money is a tool. It’s the meta tool. It’s the tools by which we acquire all other tools.

Mike Blake: [00:45:26] It’s a power tool.

Chris Gabriel: [00:45:27] It’s a power tool. So, it’s extraordinarily important. And it is central to our lives. And great spiritual and philosophical teachings focus on it for a reason. At the same time, like any other form of technology or tool, it can be used for good or bad. A hammer is great if I want to build a house. It’s not so good. If I hit you in the head with it. And money is the same way. And the way in which money is used for ill is when people prioritize it above other values and above other people. And that kind of corruption is easy to fall prey to. And you see that happen in families all the time and in other parts of our society.

Chris Gabriel: [00:46:07] So, these are very real challenges. And part of what I’ve discovered in the course of the research I’ve done, coming back again to this idea of wealth success, the common denominator among families that beat those odds and actually survive in terms of relationships and resources are families that are generous. And there are families that are generous both internally and externally. They treat each other well, and they treat the people around them well. And as an expression of that generosity, they are very active and committed to causes in their communities.

Chris Gabriel: [00:46:39] And so, there’s something very healthy about all of these forces and how they work together in people’s lives. That is one of the reasons why I’m such a tireless advocate for giving. I think it truly is an essential virtue of a life well lived, and it’s an antidote for much of what ails our society and our lives. And everyone, again, from the scientists to the sages draws the same conclusion.

Mike Blake: [00:47:06] Again, this is one of these topics we could easily open a bottle of 18-year-old and just sort of do this three hours or so.

Chris Gabriel: [00:47:14] Can we do that?

Mike Blake: [00:47:15] Oh, it’s tempting, but we can’t do that. We’ve got to be respectful of your time and that of others. If somebody within the earshot of this podcast would like to learn more about generosity, and how to structure it, and how to be generous in a way that is mutually beneficial and kind of meets that WISE framework, can they contact you to find out more?

Chris Gabriel: [00:47:42] Absolutely.

Mike Blake: [00:47:42] How do they do that?

Chris Gabriel: [00:47:43] I’d welcome any correspondence. In fact, I’m looking for great stories about generosity. I love being connected to people who are interested in being effectively generous and working with the types of charitable and nonprofit organizations to help them be more effective in engaging with their constituents and supporters.

Chris Gabriel: [00:48:03] As we’re preparing this platform of generosity to launch at some point, our public-facing side of that is not yet up, but I’d encourage people and welcome email correspondence to my personal email address, which is ccgabriel2@mindspring.com, flash from the past, and would love to hear from folks.

Chris Gabriel: [00:48:25] And for a final thought, since a lot of your listeners, I imagine, are successful executives, and entrepreneurs, and business people, or on a trajectory that’s going to lead them in that direction, I will put in a plug for effective use of community capital, and say from a very practical sense, the best giving gets done with appreciated assets. And those appreciated assets, if there are interests in a business that you own or help to start, are often the best ways.

Chris Gabriel: [00:48:55] And we get back to that idea of the three things that matter to an entrepreneur. It’s the business, it’s their family, and it’s their community, in many cases. And coming up with ways to balance all those out and, in essence, redirect community capital away from Uncle Sam and towards causes that you really care about, that’s one of my favorite things to do. So, if there’s any opportunity along those lines in the part of any of your listeners, I would love to hear from them.

Mike Blake: [00:49:18] All right. Well, I think that’s going to wrap it up for today’s program, a program that has ranged from Karl Marx to Adam Smith. You don’t see that every day, I’ll tell you that right now, and certainly not on this podcast. But I would like to thank Chris Gabriel so much for joining us and sharing his expertise with us. This has just been a heck of an intellectual exercise and a lot of information. I don’t think you can find anywhere else. So, thank you so much for joining us.

Chris Gabriel: [00:49:43] My pleasure. Thank you, Mike.

Mike Blake: [00:49:44] 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: Corporate Philanthropy, Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, dopimine rush, emotional giving, financial giving, generosity, giving, giving back, giving to charities, Michael Blake, Mike Blake, personal giving, philanthrophy, philanthropists, planned giving, relational giving, responsible giving, social giving, The Generosity Project, Toxic Charity, Transformational Generosity

SCOTT-FOUNDATION THOUGHT AND SERVICE LEADERS Talking Adoption with Mike Wise and Melissa McCormick Wise

June 5, 2019 by Karen

SCOTT-FOUNDATION-THOUGHT-AND-SERVICE-LEADERS-Talking-Adoption-with-Mike-Wise-and-Melissa-McCormick-Wise2
Phoenix Business Radio
SCOTT-FOUNDATION THOUGHT AND SERVICE LEADERS Talking Adoption with Mike Wise and Melissa McCormick Wise
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SCOTT-FOUNDATION THOUGHT AND SERVICE LEADERS Talking Adoption with Mike Wise and Melissa McCormick Wise

On any given day, there are nearly 443,000 children in foster care in the United States. Adoption can be a life changing experience and yet, Arizona alone has 15,000 children in foster care with hundreds, if not thousands, of children waiting for adoption. Many are returned to their parents only to return back into the system with little or no coping skills once they reach adulthood.

Having people like Mike Wise and Melissa McCormick Wise wanting to adopt, and having a hard time with the process, is why so many youth are not adopted and eventually age out, without ever knowing what it’s like to be in a stable family environment. We are honored to know Mike and Melissa and thank them for their undying support of Scott Foundation.  The youth of Scott Foundation consider them family.

Scott Foundation is a four year program that guides the youth to become Thought and Service Leaders in the Community. Colleen and Tim, also known as “Mamma Colleen and Pappa Tim” help to give them that stability of support that they may not get in a group home setting. 

Mike-Wise-on-Phoenix-Business-RadioXMichael Wise is a Technology Leader and Thought Leader at one of the world’s largest Technology Solutions distributors helping Resellers to connect tighter with their customers to bring technology solutions to the market that focus on the betterment of all. He is married to Melissa McCormick Wise and together they have been proponents of children in the foster system and hope to bring more support to this community.

Melissa-McCormick-Wise-on-Phoenix-Business-RadioXMelissa McCormick Wise grew up in Scottsdale, Arizona surrounded by the real estate industry. Her father, Curt McCormick, a real estate broker for 45+ years, has had his own company in Scottsdale for almost 40 years, plus her mother & aunt both worked as REALTORS® for more than 15 years with the company.

Melissa began her real estate career with her father in 1996. She has been dual licensed in 2 states, Texas and Arizona. Melissa regards “customer service” as her top priority, followed by dedication, loyalty and honesty. According to Melissa, one of the great attractions and challenges of real estate is it’s ever changing nature, and she makes it a priority to remain flexible when conditions necessitate this.

Are you looking for a Real Estate Team that believes in integrity & hard work? A Real Estate Team that will be there when you need them? A Real Estate Team dedicated to making your Real Estate Dreams a reality? We are a Real Estate Team that has over 67 years of combined real estate experience in Arizona! We look forward to speaking with you soon, call or text Melissa McCormick Wise at 602-432-1840.

You Deserve the Very Best Customer Service & Knowledge Available When Buying & Selling Your Home!

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SCOTT-FOUNDATION-THOUGHT-AND-SERVICE-LEADERS-Talking-Adoption-with-Mike-Wise-and-Melissa-McCormick-Wise1

ABOUT THE THOUGHT & SERVICE LEADER Podcast and Scott-Foundation

Scott-Foundation has big aspirations and a different path for Arizona foster youth. They imagine a journey that changes the face of humanity and inspires their kids to be their absolute best today while making tomorrow’s world a much better place for all. They imagine an education and societal system focused on the power of community rather than competition; and they imagine a world where children are taught we are not separate, but instead, we are all a part of something much bigger than ourselves – we are one.

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Scott-Foundation is a 501(c)(3) nonprofit organization that invests in the future of Arizona foster youth who wish to make the world better than they found it. The foundation produces year-round experiential programming that highlights, inspires and educate youth on the importance of social emotional well-being, while mindfully developing their heart and purposeful career path.

WHAT DO YOU LEAVE BEHIND? What kind of person do you want to be? Life/Legacy Plan – What is the history of your future? How can you make the world better than you found it?

Motivated by tragedy, youth transform to find their true self and become self- supporting, successful, community-minded, “compassionate people”.

ABOUT YOUR HOSTS

Autumn-WilsonAutumn Wilson has proudly stepped into the Community Relations Specialist position with Scott-Foundation as well as continued work as a Thought & Service Leader and Mentor.

Having been in the foster care system since she was 3, she began her Scott-Foundation journey at 15 and her passion is “helping others”. Things that make her the happiest is her sisters, helping people and “knowing” she will never be like the people who hurt her.

She describes herself as brave, courageous and kind.  Her challenge is trust, very hard to do, and her biggest fear is being left alone, being lonely and empty.

Her direction in life has always been very clear for her since she was little, with a dream to be an Inspirational Public Speaker and possibly a Therapist advocating for kids in foster care. She’s grown a lot since she’s been with Scott-Foundation and very quickly declared her wish to take the Founder & CEO of the Scott-Foundation’s position, Colleen Walski.

​If she could make one rule that everyone in the world had to obey, it would be – “Everyone would be caring.”

When asked how she wants to help the world, Autumn shares, “I want to make it safer, better for us to live in.  I want everyone to know there are people that are out there and care about them.”

Her future is bright with career interests of being a Thought & Service Leader, Public Speaker, helping others use their voice, being there for others, making her mark on the world and by making Scott-Foundation’s worldwide and breaking the cycle of foster care.

SarahAnn-GoreeSarahAnn Goree, Thought & Service Leader & Mentor. Her Scott-Foundation journey began at 14 and her passion is helping others in need, drama club and writing.  She is happiest when she is helping her siblings and others; and loves being together with them.

She describes herself as nice, funny, caring, loving and terrific.  Her challenge is depression and bad memories along with her eye sight. Her biggest fear is not being able to feel and control her emotions.

Heading into her third year she has found her gift of “love that guides her to stay strong as a growing leader.   Her future is bright with career interests of starting a band, dancing, singing and acting, writing, public speaking and helping other foster kids.  Her wish for the future is to be successful and help others. She wants to be an actress with a message of peace and nonviolence.

Follow Scott-Foundation on Facebook.

Inspiring Women, Episode 10: Leadership Without a Title (An Interview with Janet Smith Meeks, Part 2)

June 3, 2019 by John Ray

Inspiring Women PodCast with Betty Collins
Inspiring Women PodCast with Betty Collins
Inspiring Women, Episode 10: Leadership Without a Title (An Interview with Janet Smith Meeks, Part 2)
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Janet Smith Meeks with Betty Collins, Host of “Inspiring Women”

Betty’s Show Notes

Leading without a title: it’s tough, it’s risky, it’s not always as efficient as leading with a title. And sometimes you feel like you’re running uphill because you’re often seen as having no authority. But leadership goes beyond the CEO or the shareholder or owner, but they are not the only person in the organization who matters.

And even though I have a title now, I still lead without a title. It takes trust. People want to follow you when they can trust you. Trust is earned and developed over time, it’s not easy, and it requires a focus on helping, serving, consistency, and a genuine concern for the job and the people you are responsible for. It takes a lot of time and effort to build all that and to learn to look for opportunity.

Join me as I talk with Janet Smith Meeks about this other type of leadership in part two of our two-part interview.

Janet Smith Meeks, Healthcare Alignment Advisors

Janet Smith Meeks

Janet Smith Meeks has devoted nearly four decades of her professional life to the healthcare and financial services industries. As a C-suite executive and corporate director, she has vast experience in finance, strategy, operations, marketing, business development and leadership effectiveness.

Janet has served in executive roles for four nationally known healthcare systems, including Trinity Health (the second largest Catholic Healthcare system in the nation) and the prestigious Vanderbilt University Medical Center. Janet spent nine years as president of Mount Carmel St. Ann’s Hospital in Westerville, Ohio where she led the organization to peak performance through applying the key ingredients of Gracious Leadership.

As co-founder and CEO of Healthcare Alignment Advisors, Janet uses her experience to guide C-suite executives across multiple industries in strategies that are designed to optimize corporate performance within a positive work environment.

Janet is the author of Gracious Leadership: Lead Like You’ve Never Led Before.

“Inspiring Women” Podcast Series

Betty Collins, CPA, Host of “Inspiring Women”

“Inspiring Women” is THE podcast that advances women toward economic, social and political achievement. The show is hosted by Betty Collins, CPA, and presented by Brady Ware and Company. Brady Ware is committed to empowering women to go their distance in the workplace and at home. Past episodes of “Inspiring Women” can be found here.

Show Transcript

Betty: [00:00:28] Leading, it doesn’t take a title. Leadership is such a hot topic in today’s world. We have tremendous amounts of leadership areas – between our homes, our businesses, at school, the community, and, dare I say, politics. People are looking for leaders.

Betty: [00:00:47] Leadership, to me, is simple. It’s pure influence. You don’t have to have a title to do that. Sometimes, the title obviously makes it easier. It’s why I’m doing a podcast about this topic. This is part two on leading. Today, we’re going to talk about leading, no title needed.

Betty: [00:01:07] I just want to give you a quick summary of my last podcast, in case you didn’t get to listen to it; I would challenge you to listen to it. Really, we talked about leadership being influence. It starts with you.

Betty: [00:01:18] You have to own when you lead. Your mindset has to be open to many types of different change, and circumstances; you have to be willing to look at things totally different sometimes. The most important thing is you’ve got to show up every day when you lead. Yesterday is over.

Betty: [00:01:36] Be responsible with your time. We also talked a lot about that. When you do finally get to have a title where you can influence, be responsible. Make sure you’re using it for the good. Then we ended with Janet Meeks. She’s the author of “Gracious Leadership.” You will really love her interview today. You’re going to just really get into it.

Betty: [00:01:55] Leading without a title, it can be really tough. It’s risky. It’s not as efficient, sometimes. You feel like you’re running uphill. You are perceived, really, as having no authority. It takes a lot of depth of commitment. Leadership goes beyond the CEO. It goes be beyond the shareholder, or the owner. They are necessary, by all means. We have to have somebody there, but they’re not the only people in the organization that lead.

Betty: [00:02:24] Many years ago, I was not the owner. This was before I was the owner. I was the employee, and I absolutely led without a title. It frustrated some of the owners within that organization, because I was treated like an owner by my peers. I had the respect, and it paid off for me. Even today, as the owner, there are times I still lead from behind, without the title. Then, eventually, I had a lot of reward because of that hard work. I get to lead my office. I serve on the board of directors. I direct a women’s initiative at Brady Ware.

Betty: [00:03:02] I didn’t always have the titles, but I have them now. I guarantee you, I’m still leading without a title. What does it take to do that? Well, it takes trust. If you’re going to lead without a title, it will take trust. It’s the simple truth. People simply want to follow you, when they can trust you. Trust is earned, and it’s developed over time, and it is not easy.

Betty: [00:03:27] To be trusted, there’s just some real minimums. You have things that you have to do to be trusted. First, you have to do what you say you’re going to do. If you say it, then you better do it. You have to focus on helping, and serving. You certainly have to be consistent. Nobody likes a leader who is not consistent, and they never know where they’re coming from. You have to genuinely care about the people, and what it is you’re doing.

Betty: [00:03:56] Who do you trust in life, right now, and why? Is that you? Do you act that way?  Believe me, it takes a lot of time and effort to build that. Never underestimate that. When you’re leading without a title, trust is the core to what you’re doing. It also takes a lot of patience to lead without a title.

Betty: [00:04:15] I came across a really great quote from [00:04:18] Robin S. Sharma. I [00:04:22] like this visual that he kind of gives. “I want you to think about a farmer in a field, totally barren; acres and acres of it. Then I want you to picture it totally, totally full of beautiful high, growing, green corn stalks. Think of those two pictures. All it is is that the farmer has patience, and he trusts the process. He just has the faith, and the deep understanding that through daily efforts, the harvest is going to come. Then, one day, almost out of nowhere, there it is, and you have this field full of good, really good corn to pick.” Let’s take that quote to your world. Patience, trusting your process, and knowing that through daily effort, the harvest is going to come.

Betty: [00:05:15] For the listener today who is the leader with the title, start thinking about those leaders in your company that don’t have a title. You know who they knowledge, and hopefully you’ll do something about it. In order to lead without a title – trust, patience … You have to be the solution, and not the victim. You have to look for the opportunity, if morale is down, culture’s tanked, piles of work are overwhelming, turnovers keep happening … The employee from hell sits next to you. In fact, if you were the title- had the title of HR Director, you would probably ask them to be alumni, the first day you were on. Clients expect way too much. Some of the clients owners think are great, and they’re really not. They should also become alumni. Does this sound familiar to you? By the way, every business, every organization has these issues.

Betty: [00:06:06] The difference is how those who lead handle it, title or not. Be the solution, and not the victim, and look for that opportunity. When people are negative, be positive. When the work piles are high, figure out how to prioritize them. Look for opportunity. You’ve got to observe your surroundings to see that opportunity, so that you – you – can save the day.

Betty: [00:06:31] Here’s a quote I found: “Sometimes, saving the day is pretty uncomfortable.  Sometimes, being the leader without the title, when there’s a titled person right next to you, isn’t real comfortable, but the more you leave your comfort zone, the bigger your comfort zone becomes”

Betty: [00:06:46] In order to lead without a title, you have to have the mindset of a leader. Remember, great leaders talk about vision and ideas, not others. Having that mindset, when you’re leading without a title, of a true leader – it’s a choice every day. You have to choose to be your best. If you really believe what you’re doing matters, and if you really have purpose, and a vision of the future, then that choice is easier.

Betty: [00:07:13] Those are key things that you have to have. [00:07:16] You have to truly … It matters in a vision. [00:07:18] I really have that in my life. I really believe in the marketplace, the business world, the economy, and that accounting has a role to play in that. The success of the marketplace then ensures that the employees that work there have provision for their households; those households, or communities in which we work, and all play, so it matters what I do. It matters what my peers do. That’s a key component, when you want to make the choice to be the best every day. Then I have a vision of what that marketplace can look like, and you’ve got to be able to perceive, or show that, and influence those around you.

Betty: [00:07:56] To be a leader without a title, it takes ability. You’ve got to be able to create value. It’s what leaders do, title or nothing. There’s nothing worse than being busy at something, and working hard for really very little value. Let me put it to you this way, why would you paint a car, overhaul its entire interior, put a new stereo system in, if there wasn’t an engine in the car? The car really has no value, and everything you’re doing around it has no value. Doesn’t matter that it’s got cleaned-up paint look, right? If you can’t create value, you probably should walk away from the organization you work for, or volunteer for.

Betty: [00:08:39] If you aren’t perceived as value, maybe you should consider that, or you create the value, and you seize the opportunity. If you’re so good that they can’t ignore you … If they do, maybe they need to- maybe you need to reconsider things, but if you’re so good that they can’t ignore you, that influence will continue to go on, and you will lead, because you’re not just good; you’re probably really great at what you do. Take time to make sure that your game is not just good, but great, and add that value.

Betty: [00:09:11] Leaving without a title, you’ve got to put people first. My team is led by my tax manager, Loranί, who decided for ’19 that our mission and tagline would be, “People, purpose, and process.” Accounting is not exactly real motivating – spreadsheets, software, the new rules, the new laws – but the people it affects, and the process, how it gets done, can be inspiring, because you can see, again, what we do matters. The people getting it done, and the process, then, to get it done is crucial.

Betty: [00:09:47] You’ve got to give credit where credit is due. There is nothing like a leader who takes all the glory. You know who those are. Most importantly about it, don’t get trapped into the mindset that you give up your influence as that leader without a title, because you just don’t think you have any. Putting people first – huge, huge deal.

Betty: [00:10:12] I searched the internet to find examples of leaders that were behind the scenes. There’s plenty of them, but the one that really caught my eye was a janitor of a school, middle school, at that, with about 900 kids. Imagine the mess every day. The janitor, Mr. Eugene, as the students called him, was given a standing ovation by the kids, and the teachers of the school for his service; service of a thankless job.

Betty: [00:10:38] He did it with such grace. He did it by greeting kids every morning, by high five, by bumping the fist; always smiling, and not complaining. If a mess needed cleaned up, he just did it. He accepted this award so humbly. I cannot imagine those kids, as I watched them stand and cheer him on, and high five with him, I cannot imagine that they will never not stop talking about Mr. Eugene in their middle school. He was the janitor. This is how he conducted his life.

Betty: [00:11:12] I end with this thought: become the leader you want. You may just be surprised at the results, not just on your professional life, but on your personal life, as well. Never get trapped up in thinking you can’t lead without a title, and have influence. Leading with a title – use it responsibly. Leading without a title – it takes courage, and perseverance, which can result in such fulfillment, and reward.

Betty: [00:11:41] The last podcast, I interviewed Janet Meeks, who is the author of “Gracious Leadership.” You want to stay tuned for another interview with her. It’s really going to be good. It’s going to blow you away.

Betty: [00:11:51] Today we’ve been talking about leadership without a title. It’s my privilege today to have someone who truly is an amazing leader. Janet Smith Meeks has devoted nearly four decades of her professional life to healthcare, and financial-services industries. She is an amazing executive, and director, and she wrote a really, really great book, “Gracious Leadership: Lead Like You’ve Never Led Before.” I’ve read this book. and it really is just impactful with such simple things. It’s amazing what the power of those simple things can create in leadership.

Betty: [00:12:26] I’m just so thrilled to have you here today, Janet. We’re going to just talk a little bit about leadership from your perspective. Leaders without a title – the podcast is a tougher one, because leading without a title can be harder. Really, to me, leadership is influence. Janet, I’ve got a couple of questions about leading without a title. Leaders without a title, obviously, must lead through influence. Would you share an example of how you led through influence earlier in your career, when you didn’t have the C-suite title?

Janet Smith Meeks: [00:13:01] Absolutely, Betty. For the overwhelming majority of my career, I was not in a line function with a lot of employees. I was in a staff function, such as leading strategic planning, or marketing, where I definitely had employees, but I didn’t have the 1,900 employees that I was blessed to follow when I was at St. Anne’s.

Janet Smith Meeks: [00:13:23] You take me back to my early days at my first employer, which was Bank of Mississippi, now BancorpSouth. I was a management trainee, and then immediately after that was named the administrative officer, and was an assistant for Mr. Patterson.

Janet Smith Meeks: [00:13:42] Mr. Patterson asked me if I would coordinate the bank’s responsibility associated with a 10k run call the Gumtree Run. It had about 2,000 runners. That may not sound like a big responsibility, but to a 24-year-old kid, it was a big deal.

Janet Smith Meeks: [00:14:03] It was important, because it was my responsibility to make sure that we had every intersection covered with a guard, who was trained to know when to be there, what to do, when they can leave. I was barely known in the bank, but I had to start building relationships with people, getting to know them, being kind in my conversations with them, which, by the way, was the only way I knew how to be, but, then, asking them for their help.

Janet Smith Meeks: [00:14:32] We did that. We were able to successfully staff this race for several years without incident. The main thing, after the event was over, was taking time to celebrate, and to thank them, and to give those volunteers the credit for the great work they had done. Yes, I had organized it – Mr. Patterson knew that – but we wanted to give to the praise to the people who were on the front line, really making it matter.

Betty: [00:14:59] That’s one of the key things is giving the right people the right credit. A bad leader takes all the credit, when they really-

Janet Smith Meeks: [00:15:07] Always.

Betty: [00:15:08] -when you’re only as good as your team.

Janet Smith Meeks: [00:15:09] The bad leader takes the credit when things go well. When they don’t go well, they point the fingers at others.

Betty: [00:15:16] Right. You led a large hospital for almost a decade. Please share some examples of the employees who led without that title.

Janet Smith Meeks: [00:15:26] I think of two or three examples. First of all, let’s talk about environmental-services employees, where they all have exactly the same title; maybe they’re an Environmental Tech I. Even within a group of 10 or 20 housekeepers, leaders will emerge. They can emerge either as naysayers, who are going to want to take the group into a dark place, or they can emerge as positive forces that can help to unify the team, and provide value to the organization.

Janet Smith Meeks: [00:16:03] It happened every time, and thankfully, most of the leaders that we had, the informal leaders, wanted to help. What I see that they do is that if a manager needs some extra work to be done, a good leader without a title would raise his or her hand and say, “I want to do it.” A good leader without a title, if some negative information was being spread, would choose to take a positive stance, and to help his or her colleagues see the reality of what is being discussed; not to immediately go to a place of negativity.

Janet Smith Meeks: [00:16:44] Nurses … We have lots of front-line nurses, but it’s within the ranks of those nurses that the clinical manager, or the charge nurse will emerge. How we identify the next rising leader within nursing would be to see who, from our front-line nurses, has asked to have stretch assignments; has gone above and beyond the call of duty; has been a positive influence in conversations with his or her colleagues.

Janet Smith Meeks: [00:17:17] I think it’s really important for people without a title to really think of it this way: “I don’t have a title yet, but how I show up, and the work that I’m doing every day can actually position me well to have that title that I would want to have one of these days.”

Janet Smith Meeks: [00:17:38] Then, really, there’s a third category that I would like to mention, because I think all too often people miss out on the power of the individuals in these positions. Those are the executive assistants to the C-suite leaders. Although they might not have a title that has the word chief in it, like Chief Executive Officer, the Executive Assistants command a lot of control within organizations. They are the gatekeepers to the executives. They know what’s going on. I would say it’s always a wise thing to befriend the Executive Assistants within any organization. They’re very important people.

Betty: [00:18:21] Good advice. Great advice, in fact. Well, our last podcast, you shared some lessons of leadership that you learned outside of your workplace. Can you talk about any examples where leaders outside of that workplace, they didn’t have that fancy title, but they had a maximum impact?

Janet Smith Meeks: [00:18:38] I think of a couple of examples, Betty. One takes me all the way back to kindergarten, where one of the teachers, Mr. E.O. White, a very precious man, sat with me at the table. I was writing my “N”s backwards. Instead of telling me, “You’re doing that incorrectly,” he sat down with me, and guided my hand, and showed me how to write the “N” the right way.

Janet Smith Meeks: [00:19:09] That really struck me, and I have held on to that moment, that memory, forever, because it helped me to understand that instead of telling our employees what you’re doing wrong, it’s our responsibility to show them what they need to do to get it right.

Betty: [00:19:28] Very good.

Janet Smith Meeks: [00:19:29] That was really impactful at the age of four, or five. Then, probably not surprising to you, the other two individuals who, outside the workplace, have had the most impact on my life are my parents. I shared a bit last week about my father, and the stance that he took, and the courage that he displayed in the midst of the 1960s.

Janet Smith Meeks: [00:19:51] Another comment about my father: he was a very busy attorney, and would be all over the country representing his clients, but I don’t ever remember a single time when he missed one of my basketball games. That meant a lot to me. It showed me he cared, and it showed me how much, frankly, that he loved me. He was also the first person, after the game was over, who wanted to go home, and debrief every play of the game.

Betty: [00:20:18] Sure.

Janet Smith Meeks: [00:20:19] My mother, in a slightly different way. She never graduated college. She did attend college, but she was a bank teller, and she was very much a community volunteer. She was the president of the PTA. It was my mother, who role-modeled kindness, consideration, and thoughtfulness that has really helped to shape and form me into the person that I am today. I really think, at the end of the day, that although they don’t have titles, per se, as we would view them in the workplace, there probably is no more important title than mother, or father.

Betty: [00:20:57] Right. That influence is so needed in your life, as a child; as an adult child, it still is. In corporate America, of course, we always hear it’s better with  more, or with less. What can leaders do without a title to create more value to the organization, and also to grow professionally?

Janet Smith Meeks: [00:21:15] I think there’s a ton of potential for leaders without a title to grow professionally, and to add more value to the organizations. I mentioned earlier that they need to ask for stretch assignments. I don’t know why it is that we are so timid about volunteering to do something that we’ve never done before, other than the fear of failure.

Janet Smith Meeks: [00:21:39] I think in organizations where they view failures as learning opportunities, and I’ve heard it said, “If you’re gonna fail, fail fast, and then get up, and go again,” but to take on stretch assignments, and to do them well; then to make it clear to your supervisor that, “I really enjoyed this. I’m so glad you were pleased with the results. Please keep me in mind if you have other stretch assignments …”  That truly can pave the way for a potential promotion at some point in time.

Janet Smith Meeks: [00:22:10] Then, I think that being a positive force among your co-workers is always going to be extremely valuable, because it helps you to establish your personal brand. You want the leaders of the organization to see you as an optimistic positive can-do person, as opposed to potentially being categorized as a naysayer, or a complainer. Very, very important. I think it’s important that we realize the less time we spend complaining, the more time we have to add value to the organization.

Janet Smith Meeks: [00:22:44] Then, lastly, I think that, as a leader without a title, it’s really important for you to have the courage that if you see a concern, or a problem that, rather than grousing about it with your peers, with your colleagues, have the courage to go forward, and share that legitimate concern with your supervisor. I believe that when leaders are so open, and welcoming to hearing complaints, and viewing them as gifts, or opportunities to serve that we can have more transparency within organizations, and perform at a higher level.

Janet Smith Meeks: [00:23:23] I think it’s important for employees to understand that we, as leaders, can only fix what we know is broken. If we don’t know about a problem, then, to us, it may not exist. I think that having that courage to speak up is really important.

Janet Smith Meeks: [00:23:39] Then, I think that, in summary, you just need to prove your value to your organization by doing what you do in the best manner possible, every day. Then, look for opportunities to become empowered as your leaders trust you. Ask for more opportunity, and then that will give you the potential to be all that you were created to be, and hopefully, to have a promotion down the road.

Betty: [00:24:06] Well, Janet, it has been such a pleasure asking you questions, and just hearing your perspective on leadership, whether there’s a title or not. It’s why I think your book, “Gracious Leadership,” is having success. It’s no doubt that you’ve led like you’ve never led before, and you’ll continue to lead like you’ve never led before. It’s just who you are. We are grateful today for your time, and we would love to direct people to your website. What would that be?

Janet Smith Meeks: [00:24:33] The website is www.GraciousLeadershipbook.com. I do invite you to go to the website, scroll down to the bottom of any page, and sign up for the free Gracious Leader blog. By the way, I just learned that the book is now in 44 states across our nation-

Betty: [00:24:54] Very nice.

Janet Smith Meeks: [00:24:54] -so, it’s continuing to have a big impact, and, for that, I have been extraordinarily humbled.

Betty: [00:25:00] Well, we are glad that you had this passion, and you have lived it out, because we are in a time where we really need leadership; that’s for sure. Thank you, again, and have a great day everyone.

Tagged With: Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, gracious leadership, Healthcare Alignment Advisors, healthcare leadership, influence, influencer, Inspiring Women, Leadership, leadership attributes, leadership examples, leadership insights, leadership without a title, patience, trust, trusted leadership, trusting the process

Inspiring Women, Episode 9: Leadership With a Title (An Interview with Janet Smith Meeks, Part 1)

June 3, 2019 by John Ray

Inspiring Women PodCast with Betty Collins
Inspiring Women PodCast with Betty Collins
Inspiring Women, Episode 9: Leadership With a Title (An Interview with Janet Smith Meeks, Part 1)
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Janet Smith Meeks with Betty Collins, Host of “Inspiring Women”

Betty’s Show Notes

Everywhere today you see people are looking for great leadership. When you’re a leader, you can influence. You can change your world around you. You can impact people in your life and organizations. You can be part of success because of your leadership and influence. And you can use that title responsibly for yourself as well as for others.

Leadership, influence, AND the title are all one package deal.

One of the people who I love, I’ve heard speak, and read her book on leadership, is Janet Smith Meeks. She is so passionate about how we can lead. She wrote a book called Gracious Leadership. You should check it out. It’s really good. She lives it. She wants to change the world for the good. She’s a leader because she influences those around her.

And I’m am so thrilled to have interviewed her for this episode. This episode is part one of my two part interview with her.

Janet Smith Meeks, Healthcare Alignment Advisors

Janet Smith Meeks

Janet Smith Meeks has devoted nearly four decades of her professional life to the healthcare and financial services industries. As a C-suite executive and corporate director, she has vast experience in finance, strategy, operations, marketing, business development and leadership effectiveness.

Janet has served in executive roles for four nationally known healthcare systems, including Trinity Health (the second largest Catholic Healthcare system in the nation) and the prestigious Vanderbilt University Medical Center. Janet spent nine years as president of Mount Carmel St. Ann’s Hospital in Westerville, Ohio where she led the organization to peak performance through applying the key ingredients of Gracious Leadership.

As co-founder and CEO of Healthcare Alignment Advisors, Janet uses her experience to guide C-suite executives across multiple industries in strategies that are designed to optimize corporate performance within a positive work environment.

Janet is the author of Gracious Leadership: Lead Like You’ve Never Led Before.

“Inspiring Women” Podcast Series

“Inspiring Women” is THE podcast that advances women toward economic, social and political achievement. The show is hosted by Betty Collins, CPA, and presented by Brady Ware and Company. Brady Ware is committed to empowering women to go their distance in the workplace and at home. Past episodes of “Inspiring Women” can be found here.

Show Transcript

Betty : [00:00:00] Leadership, it takes more than a title. This podcast, along with a million other podcasts, is about leadership because it’s just a really hot topic. It’s something that is so needed everywhere. Leadership takes more than a title. Maybe you’re fortunate enough to have that title in your life …

Betty : [00:00:20] Everywhere today, you see people are looking for great leadership. It can be in your home, your business, nonprofits you volunteer for. It can be politically, for sure, schools, education, et cetera, et cetera. Just great leadership is needed. Great leadership, to me, it engages, and influences the followers to just develop, be better … It’s all positive. Again, you don’t have to have that title to be an effective leader, but that is for part two of this series.

Betty : [00:00:53] Are you a leader with a title? Maybe you’re striving to become that leader, and get the promotion, and the title, and all the perks/headaches that go with it. Maybe you’re frustrated, as a leader, and you’re just not getting that engagement. You’re just not influencing. Maybe you’re striving to get a promotion, and you continue to be overlooked. Maybe you’re also just looking for a good leader, someone that you can follow.

Betty : [00:01:19] I just want to take all of those scenarios, and I want to share you my insights today on leadership. I’ve led, and I’ve followed, and I’ve done both at the same time; we all have, but it’s more than that title, and that perk. When you’re a leader, you can influence. You can change your world around you. You can impact people in your life, and organizations. You can be part of success, because of your leadership, and influence, and you can use that title responsibly, for yourself, as well as others.

Betty : [00:01:49] Leadership, it gives you more than a title. It gives you a authority, it gives you that … You can lead organizations, and people. It’s guidance, it’s directions, it’s even control, which we, of course, all like. It’s about being intentional. It’s really about engagement. To me, at the end of the day, leadership is nothing more than influencing. It’s why you don’t have to have that title, but again, that’s for part two of this podcast.

Betty : [00:02:16] Think about who’s been an exceptional leader in your life – any part of it, any area of it, any age. Who led, and you followed? Who’s come into your mind right now, because I’m sure there’s people in your life that you’re thinking about? Who also was that leader with the title, who really had a negative impact, and you never want to be that person?

Betty : [00:02:40] I’ve been fortunate enough to have great leadership all around me, and I’ve experienced, I’ll call it, the dark side, as well. I’m going to start with those people we have in our lives that have influenced us, but they’re from afar, right? You’ve never met them.

Betty : [00:02:57] One of those influencers, for me, back in the young age, as I was getting out of college, was President Ronald Reagan. I never met him. We never had coffee. He never had me come to the White House. By the way, this is not a political podcast; I want you to know that … He influenced those around him, and you could see it.

Betty : [00:03:16] I recently watched a documentary of his first big meeting with international leaders. They knew his title. They knew what his job was, but they really didn’t have much to say to him. He wasn’t really respected that day. In fact, he remembers leaning over, looking at people going, “Hey, I’m Ron,” and they still just … There was no connection. There was no engagement. He certainly left there with no influence.

Betty : [00:03:42] The next time he met, the next time – again, they knew his job, and they knew his title – but it was different, because this time, he didn’t have to say who he was. He didn’t have to introduce himself. He was the focus. It was all completely different, because he had gained tremendous respect because of the success, and results he was having as the president, and it was just different,  and he was an influencer.

Betty : [00:04:10] Of course, we always like presidents, once they’re out of office, but, why did I like him? He was optimistic. He always used humor. He was respectful, but he was a driver of the agenda of the day. That agenda, for him, was conservatism, and it was the American people. He also had a lot of … He was a Conservative, but he was respected by many Liberals, and it was a very united country at that time, with a lot of success. I think of him today, and I still watch things about him … You just feel better.

Betty : [00:04:41] You all have those people in your life that you look, from a distance, and from afar, but really, what I want to focus on is who has been around me. Most of my career, of course, has been focused in business, as a CPA, and I had … I had one major job outside of accounting. I worked in food service. I was the Director of Food Service for a college campus.

Betty : [00:05:03] I worked for a man by the name of Austin Swallow. He influences me to this day. I haven’t seen him probably in 10 years. He influences me because his very core was what drove everything. That was his faith, and his ethics, and what he believed. There was never any compromise for that. He didn’t beat it on you. He didn’t shout it from the mountain top. He did none of those things. He just lived it, and you knew it was there. Family was more important to him because he always emphasized – those moments never come back.

Betty : [00:05:33] In business, we had a hard job feeding college kids food, where you had to make it for a thousand, so it was never real rewarding. When it was hard, you stayed the course. If you didn’t do your job, you owned it, and you always took whatever it is for that customer.

Betty : [00:05:46] He lost a big account, and he knew for a while that it was going to end, but he still led. He did his job, he fulfilled his obligation. He finished to the end with pride, and walked away that day, already knowing, for about 60 days, he had been fired. He never had any regrets about it. He let me fail. He did those type of things.

Betty : [00:06:07] I was in a company, where I was the only woman. There were about 30 people, totally, in the company. He made sure I developed, and had success, and I climbed the ladder there very quickly at a very young age. He valued his employees. He had a lot of loyalty because of it. He always talked to me about executive presence. He always would say, “If you want to be taken seriously, you gotta act accordingly.” Those four years of working with him, as a leader, watching him, influenced me in these last 30.

Betty : [00:06:35] I’ve also seen the dark side, but I don’t want to focus on that today. I really want to focus on the good side.  Which are you? Which do you want to be? Who is influencing you right now? Is it good? Is it positive? Who are you influencing right now? Is it good, and is it positive?

Betty : [00:06:53] Leadership, it starts with you. It absolutely starts with you. Here’s a great thing I came across. I don’t know where I found this, I just have it in my notes, and I’m not sure what I got it from, but it’s really good. “Great leaders talk about vision, and ideas. Average leaders talk about things, and small leaders talk about others.” Then, “Those who lead them talk with them, and they all join in, and they tell others.” Three very different … Great, average, and small.

Betty : [00:07:23] Take it a step further. What positive qualities of leadership do you appreciate? Are you doing that? In what ways are you a leader? Who has been the leader with the title that influenced you the most, and why? I would challenge you, after this podcast, or think about that, as you’re struggling through leading, or you’re struggling with a leader, or you want to be a better one.

Betty : [00:07:42] You got to think differently. Mindset, you’ve got to have that in all roles, and positions in your organization, or your family, or at the school board. It doesn’t matter. They’re all important, and they serve a reason. You have a mindset that thinks differently when you’re a good leader.

Betty : [00:07:58] True leaders do not create more followers. It’s kind of easier to have followers than it is to create more leaders. If you’re really good in your job, in your career, in your company, you will have it. You will have a legacy one day, because you created leaders to come behind you. If you’re fortunate enough to get at the top, then you have you have an obligation to send the elevator down. Not my statement, but it’s a good one.

Betty : [00:08:23] In the mindset of a leader, all things are possible. In the mindset of an expert, a few things are possible. I say those two sentences because, sometimes, your talents as an expert, or a technician, or a really good hair salon … You can make someone look really good. Doesn’t mean you can be a leader. Leaders, probably you’re not going to be the technical expert. In the mindset of a leader, you understand what you’re good at, and what others are good at.

Betty : [00:08:55] We all start out as an original, and a lot of times, we just become a copy. Instead of transforming, we settle for conforming, and nobody is inspired when you conform. Instead, they all become leaders that they don’t have. If you’re frustrated with what’s happening around you, it’s time for change on your part. If you think, and renew your mind, you will change the way you feel, and you will change your behavior.

Betty : [00:09:20] Here’s another thing about a great leader. They show up every day. They don’t look at the past, and say, “Look what I built.” They don’t look at the past, and go, “But I did this yesterday.” You’ve got to show up every day. The title, ‘What you did in the past as a leader,’ probably is not enough; it doesn’t sustain.

Betty : [00:09:37] Truly, if you’re not at the table, then your perspective is never going to be heard, so you’ve got to be there. Decisions are made by those who show up. You can come to the table, and you have to either eat, or you’re going to be on the menu. I want you to think about that. I’ll say it one more time, for those of you who’re slow: when you come to the table, you either eat, or you’re on the menu.

Betty : [00:09:58] Another thing you have to realize: leadership and influence is never a straight line. You’re going to go from all over, to all over, and back again. Three steps forward, and it’s two steps back, and upstairs … You’re going to do all those different ways. It’s like that famous guy, Forrest Gump. “Life is like a box of chocolates.” You never know what you’re going to be, and who you’re going to affect as a leader. You’re never going to know what the circumstance is. You’re never going to control all that. Showing up every day is really important, and going forward is never- is never easier, sometimes, and going bigger is never easier, most of the time, right?

Betty : [00:10:35] Ways that you can lead, and you can influence … You have the title. I would tell you to use it wisely. You’re lucky enough that you have it. You’ve got to leverage your super power, which is you. I leverage my uniqueness. I am not your average CPA type of a person. I’m more of a personal person. I’m more of a common sense … I am more of a layman terms, let’s get it on the table. I use that. Please do not misunderstand me. Do not let your uniqueness be an excuse for you to act inappropriately, or drive people crazy. Use it so that you can influence.

Betty : [00:11:16] Sometimes, you just got to … As a leader, if you’re going to really lead and influence, you’ve got to invest your time differently. Do you know that there are 1,440 minutes in a day, and there are 10,080 of them in a week? You got to look at your time as an absolute asset, not a liability. People do not email or call me after 5:00, because I don’t pick up, and I don’t answer, unless it’s really, really crucial. It’s very few and far between.

Betty : [00:11:43] I used to be in business with somebody, who had a building, where we had our practice there. He would get a little frustrated with me not being available after hours. I said, “Unless the building is burning down … Oh, wait, you own the building …” You’ve got to set that time. Your time is an asset.

Betty : [00:12:01] You’ve got to look at the way you lead, and influence. A lot of times, people don’t want to let go. Just because you work harder, and you work, and you work doesn’t mean you will lead, and influence. You’ll just be tired. Time is really important. You’ve got to cultivate some resilience within yourself, and within your people, but that’s an entire podcast I wish I had time for.

Betty : [00:12:25] Then, you’ve got to be creative. You’ve got to have some unscheduled time, when you lead, because sometimes, you just got to sit back. I do that on my motorcycle. I do that at the spa. I get those times where I truly, truly, truly step back. Again, leadership starts with you. It’s a mindset that you have to really, really cultivate, and you’ve got to show up every day.

Betty : [00:12:47] Most importantly, lead responsibly with your title, so that those results will influence, and you’ll have engagement that will fulfill your role as that leader. The success of who you are leading is counting on you to do that. I have about 150 people that count on me as a shareholder, and a leader in my company.

Betty : [00:13:08] Today, leadership, influence, and the title – they all come together. One of the people that I love, that I’ve heard talk about, and I’ve read her book on leadership is Janet Meeks. She is so passionate about how we can lead. She wrote a book called, “Gracious Leadership.” You should check it out. It’s really good. She lives it. She wants to change the world for the good. She’s a leader, because she influences those around her, and I’m going to interview her next, so stay tuned.

Betty : [00:13:39] Today, we’ve been talking about leadership with a title. Of course, the next podcast coming will be Leadership Without a Title. Either way you can lead, and it’s my privilege today to have someone who truly is an amazing leader.

Betty : [00:13:56] Janet Smith Meeks has devoted nearly four decades of her professional life to healthcare, and financial-services industries. She is an amazing executive, and a director, and she wrote a really, really great book, “Gracious Leadership: Lead Like You’ve Never Led Before.” I’ve read this book, and it really is just impactful, with such simple things. It’s amazing what the power of those simple things can create in leadership.

Betty: [00:14:24] I’m just so thrilled to have you here today, Janet. We’re going to just talk a little bit about leadership from your perspective. As you know the podcast, I talk about Ronald Reagan being one of my favorite leaders in my lifetime. I would like you to share your thoughts about Reagan, and any particular leadership attributes he possessed that you believe are more important for today’s leaders.

Janet Smith Meeks: [00:14:50] Thank you so much, Betty, for the opportunity to be with you today. It’s so ironic that Ronald Reagan is also one of my favorite leaders, over the course of time. I think Reagan was so impactful, and so memorable because he was known to be the Great Communicator. I believe that the people of America, especially at that time, and now, also, are clamoring for a glimpse of what optimistic leadership looks like.

Janet Smith Meeks: [00:15:21] Reagan frankly said that he was not necessarily a great communicator, but he had the opportunity to communicate great things. In fact, in his campaign for presidency in 1980, there were five simple words that he called his platform – family, work, neighborhoods, freedom, and peace. He was just such an optimistic person that people wanted to follow him. They wanted to hear what he had to say.

Janet Smith Meeks: [00:15:54] I’ll share one funny story about Reagan. In 1981, when he was shot, he tried to walk into the hospital, and his feet buckled, as he was unable to take himself into the facility. He was aided by being put on a gurney, and then was taken into surgery. Quoting Churchill, Reagan said that, “There’s nothing so exhilarated as to be shot at without effect.”

Janet Smith Meeks: [00:16:21] Then, to his wife, he said, “Honey, I’m so sorry. I forgot to duck.” To the doctors, he said, “I just hope you’re Republicans,” to which one of the doctors replied, “Today, Mr. President, we’re all Republicans,” which I think spoke to the unity that this man with his optimism, and his wonderful ability to use humor made him someone that we all wanted to follow.

Betty: [00:16:46] Absolutely. Those are reasons, too, I really respected him, and looked up to him. Even when you talk in your book – it’s titled “Gracious Leadership” – that does not mean you’re nice all the time, and roll over. Reagan could be as tough as he could be as loving, and led. It all mixes together, but he had those skills, for sure.

Janet Smith Meeks: [00:17:08] You’re right, Betty, and I think sometimes people will believe that you have to be a tough leader, or you’re a kind, soft leader, but just as you said, you can be both. You can be tough, and kind; you can be compassionate, and require accountability, and in so doing, you show respect.

Betty: [00:17:24] Right. Sometimes, we learn a lot about leadership outside of our workplace. We only think leadership is in the workplace. Would you share an individual who impacted your leadership convictions, and some lessons that you learned from that person?

Janet Smith Meeks: [00:17:42] Two people come to my mind. One would be my high school basketball coach. Listen, if this coach said, “Jump off the bridge,” I would have said, “Yes, sir, what side?” He encouraged us, and expected us to be our very best. As well as we may have played, he always wanted more. It’s probably not a surprise that, our senior year, we went 24-0 before we ever lost a game.

Janet Smith Meeks: [00:18:07] What I learned from him is that you can encourage people to give their best without screaming at them. He taught us the importance of having a game plan, so that we all were united to work on behalf of the greater good. He all taught us the importance of continuous self-improvement, as we would shoot that one hundredth free shot of the day, perhaps, or run those terribly tiring drills, where we’d have to run the lines of the basketball court.

Janet Smith Meeks: [00:18:37] The other person who comes to my mind is my father. I talk about this quite a bit in “Gracious Leadership,” but my dad was a unique individual; an attorney who, in the 1960s, in the heart of Mississippi, found it to be his calling to advocate for equal rights for all people. He actually was the attorney who told the local school board that the schools had to be integrated, when the federal mandate was issued.

Janet Smith Meeks: [00:19:09] My dad actually was one of a couple of people who escorted the first black child, African-American, Debra Lewis safely to her desk at Carthage Elementary School. He found himself to have become an enemy target of the KKK. They threatened his life. They threatened the lives of my brother, my mother, and myself, and he had to meet regularly with the FBI.

Janet Smith Meeks: [00:19:32] Here’s the most important lesson he taught my brother, and me, two lessons. First of all, every person, regardless of how they are different from us, every person is supposed to be respected. Secondly, he taught us that you always, as a leader, do what is right, even and especially when it’s not popular, and regardless of the cost. I will forever be grateful for those important lessons of leadership that I learned both from my dad, and from my coach.

Betty: [00:20:03] Thank you so much for sharing such a personal story about your father. That was just- that was just great. Why don’t you share with us a little about the most impactful leader from within the workplace, and the lessons that you learned from that individual?

Janet Smith Meeks: [00:20:22] Betty, my favorite professional mentor ever is a gentleman whose name is Aubrey Patterson. He retired several years ago, as the chairman of the board, and the chief executive officer of BancorpSouth, a financial conglomerate that transcends eight states in the southeastern part of our nation.

Janet Smith Meeks: [00:20:39] I was a management trainee; green management trainee, right after having finished my MBA program at Ole Miss, and had the good fortune of being assigned to work for Mr. Patterson. From the very beginning, he put me in situations where clearly I had never been before.

Janet Smith Meeks: [00:20:58] He taught me how to become comfortable being uncomfortable. He gave me stretch assignments. He gave me a little guidance, and then he gave me free rein to go figure it out. Then, I would bring back the work product to him; he could give me some hints about how to improve it, always in a kind spirit. Then, he would assign me the next big stretch assignment.

Janet Smith Meeks: [00:21:22] It was really a continuous learning journey, and it’s one that really helped to mold, and shape my leadership philosophies, because I made it my practice to identify high-potential employees, and to give them stretch assignments, so they could start building more and more confidence, as they broadened their skill sets.

Janet Smith Meeks: [00:21:42] The other thing about Mr. Patterson … This man is absolutely brilliant; so highly well-regarded. He’s won so many incredible awards, including having served as the chairman of the American Bankers Association, several years ago.

Janet Smith Meeks: [00:21:57] He was so compassionate. He was the first one from our bank to show up at the hospital, when I was experiencing a significant health concern related to my first baby. After I left the bank, and went to work for the medical center, Mr. Patterson was the first one always to congratulate me on the birth of my second, and third babies. To have a brilliant business man, who is so, savvy, so effective, so results-oriented, but who also has a kind heart, and he’s not afraid to share that heart by showing his employees how much he cares about them, that stuck with me.

Betty: [00:22:46] Hopefully, Janet, we all have a Mr. Patterson in our career at some point, and take it a step further. We, then, will make sure that we are that Mr. Patterson to someone; make sure that it goes on, because that’s the leadership that people need, in leadership, that they need to see demonstrated in front of them.

Janet Smith Meeks: [00:23:04] You know, Betty, one other comment I have to tell you. When I was writing “Gracious Leadership,” and clearly Mr. Patterson is one of the four professional mentors whom I highlight within the book, it gave me such great joy to reach out to him, and to tell him what his leadership had meant to me, and that I wanted to showcase that leadership within this book that aspiring leaders would be reading, hopefully, for generations to come; to help him see the incredible ripple effect that his leadership has had, and will have for generations to follow.

Betty: [00:23:41] Wonderful. Now, we’ve talked about the good side, so we probably need to talk about the bad, or the dark side, as I call it. There are those leaders out there that probably shouldn’t be leaders, or they’re influencers, and probably are influencing in a negative way.

Betty: [00:23:57] Can you tell us a little bit about that person, or that leader in your life; somebody that just really had an impact, negatively, but probably you used it for the better of what you’re not going to be, right? If you can talk about that?

Janet Smith Meeks: [00:24:13] You’re right, Betty. We certainly learn how to lead from those positive mentors, and we learn how not to lead from those who don’t quite reach the bar. Betty, two people come to my mind. Interestingly, both of them possess the same leadership liability. Each of them was a bully.

Janet Smith Meeks: [00:24:33] I had been recruited to a particular organization, and, of course, during the interview process, everything’s beautiful, all is cool. This is a little piece of heaven. Not so much, once I arrived on the job, and realized that, although this was not an individual to whom I reported directly, I had a close working relationship with the individual.

Janet Smith Meeks: [00:24:58] That person reigned with fear, and terror. It was so pervasive that employees, and leaders throughout the organization literally would fly under the radar for fear that they might get their heads “lopped off.” That was not a culture where I felt at home. To be candid with you, I jokingly tell people I stayed there two years, three months, four days, two hours, and 22 minutes. In other words, it was not a place where I felt that I was going to be able to be all that I was created to be, so I made a conscious decision to leave, when another opportunity presented.

Janet Smith Meeks: [00:25:42] Now, the other example was an individual to whom I reported. This person came into the organization, and was a bully from day one. It was always a little bit scary when I would look at the phone in my office, and see the individual’s cellphone number pop up. I never knew if it was going to be a pleasant conversation, or one that was not so much.

Janet Smith Meeks: [00:26:08] I began to study this individual, and to try to determine what was it that caused the person to have an eruption. There was one time that there was a very unpleasant conversation, and I thought to myself, “I don’t have to put up with this. I’ll leave.” Then, frankly, I did some more reflection and decided I love what I do. I love the people with whom I work. I feel I’m called to serve in this organization. I’ve got to figure out how to work with this person.

Janet Smith Meeks: [00:26:43] I did study the individual’s habits, and what I’ve figured out is that if anyone ever was tentative in how they replied to this individual’s questions during presentations, that’s when the individual was like a shark going in for the strike.  The lesson I took away from that is that, although I always prided myself on being very well-prepared, I needed to double down, and be more prepared than I had ever been.

Janet Smith Meeks: [00:27:12] Furthermore, I needed to try to anticipate the questions the person might ask me, and then answer those questions before the individual had a chance to pose them. Then, when the individual would push back on me, I was armed with facts, and could respectfully push back, which gave the individual boundaries. Thankfully over the course of time, this person changed, at least in the relationship with me, changed from being a bully to actually being an advocate, and a cheerleader for the work that I was doing.

Betty: [00:27:44] Interesting two choices. You chose to leave, because sometimes, that’s what you do. It’s not worth it. Then, secondly, you chose to stay because it mattered. That’s great. We’re going to end today with just one quick, quick thing. “Gracious Leadership” is your book; wonderful book, I’ve read it. Why the word  ‘gracious?’

Janet Smith Meeks: [00:28:03] When I had retired from my full-time role as president of St. Anne’s Hospital in the summer of 2015, I became very contemplative about different leadership lessons I had learned throughout my life – either from my parents, from my mentors, or from my own professional journey. From time to time, I would jot down my thoughts about each of those particular leadership attributes.

Janet Smith Meeks: [00:28:25] Then, in early 2016, I was asked by [00:28:29] Weld [00:28:30] and by the Ross Leadership Institute if I would make a presentation on a leadership topic of my choice. I pulled out my file; I spread out that list of leadership attributes, which, by that time, had grown to around a dozen. Honestly, as I looked at the words on those pieces of paper, the word ‘gracious’ came to my mind.

Janet Smith Meeks: [00:28:51] I know that sometimes people may think “Gracious Leadership” sounds like it’s soft stuff. There’s a whole chapter in the book dedicated to refute that proposition. You can be kind, and respectful, and take your team to peak performance.

Janet Smith Meeks: [00:29:08] Let me give you an example. One of the kindest things a leader may ever do is to tell an employee who is not a good fit in the organization that it’s better for them to leave, and to share that information with them in a kind way, so that they will not have ill feelings towards you, but they will understand that, frankly, you’re watching out for the best interests of the organization, and for them.

Janet Smith Meeks: [00:29:30] Gracious was a word that I thought was appropriate, also, given the state of affairs throughout our country in 2016-17-18, and even now. We know that 30 percent of leaders are toxic, and that a recent Gallup survey has shown that,  around the world, we lose $7 trillion per year in lost productivity attributed to employee disengagement. Most of the time, that comes from having had a bad boss.

Betty: [00:30:04] Well, I cannot thank you enough for taking time today to be here. I would challenge anyone who is listening today buy the book, “Gracious Leadership.” Also, you can find Janet; she has a website. Can you give us your information on that?

Janet Smith Meeks: [00:30:18] It’s www.graciousleadershipbook.com, and by all means, visit the website, and scroll down to the bottom of any page, and join in the free leadership blog. The Gracious Leadership blog that I send out about once a month.

Betty: [00:30:37] It’s excellent. Again, thank you. Leader with the title, leader without a title – either way you can lead.

Tagged With: Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, finding a mentor, gracious leadership, Healthcare Alignment Advisors, healthcare leadership, humor in leadership, influence, influencer, Inspiring Women, Leadership, leadership attributes, leadership examples, leadership in healthcare, leadership insights, mentorship

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