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Search Results for: kids care

Alicia R. Thompson with Signature Leadership LLC

March 4, 2025 by angishields

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High Velocity Radio
Alicia R. Thompson with Signature Leadership LLC
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Alicia-ThompsonAlicia Thompson has over three decades of leadership experience in public relations and corporate communications. She is passionate about leveraging this expertise to coach and mentor leaders to achieve their professional goals.

Five years ago, she founded Signature Leadership LLC, an executive coaching consultancy, to equip others to navigate their personal and professional pursuits by leveraging their unique leadership and communication styles.

Prior to starting her entrepreneurial journey, she served as vice president of Communications for Randstad US and Randstad Digital. Thompson has also served as vice president of Communications for Edible Arrangements, managing director of Porter Novelli Atlanta, and general manager of Edelman Atlanta.

Prior to Edelman, she spent nine years leading the communications team at Popeyes®Louisiana Kitchen. Earlier in her career, Thompson held positions at TheCoca-Cola Company, BellSouth, Fletcher Martin Ewing and Cohn & Wolfe.

Thompson holds a bachelor’s degree in English from UNC-Charlotte and a master’s degree in speech communications from UNC-Greensboro. She has earned notable recognition, including induction into PR Week’s Hall of Femme, PRSA Georgia’s Order of the Phoenix, the Network Journal’s Top 25 Black Women in Business and the Atlanta Business League’s Top 100 Black Women of Influence.

She is the recipient of four PRSA Georgia Phoenix awards and the chapter’s George Goodwin Award in recognition of her significant contributions to the community. She is accredited by the Universal Accreditation Board and holds an Executive Coaching Diploma from Emory University Executive Education.

Thompson serves on the College of Charleston Department of Communications Advisory Council and the Alliance Theatre Advisory Board.

Connect with Alicia on LinkedIn.

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Atlanta, Georgia. It’s time for High Velocity Radio.

Stone Payton: Welcome to the High Velocity Radio show, where we celebrate top performers producing better results in less time. Stone Payton here with you this morning. You guys are in for a real treat. Please join me in welcoming to the broadcast with Signature Leadership, LLC, Alicia Thompson. How are you?

Alicia Thompson: I’m great. Nice to be here.

Stone Payton: Oh, it’s a delight to have you in studio. I got a ton of questions, Alicia. We may not get to them all, but then again, maybe we will. But let’s start with the mission. Purpose? What? What are you really out there trying to do for folks?

Alicia Thompson: I am trying to help people hold on to their mojo and figure out how to be excellent leaders. We all want to work for great people. Why not be one yourself? So that’s my goal.

Stone Payton: I love that. I feel the mojo. I like that. So how’d you get into this line of work? Because you weren’t always doing this. You’ve got a pretty star studded corporate career before this. Yeah.

Alicia Thompson: Yeah. I spent 30 years in corporate America. And to that statement I just made, I worked for some great leaders, some not so great leaders, and I decided that there was just a tug on my heart to help people be the best leader they could be, and to enjoy their work, because we have too many years to work to not enjoy it. So I, with a layoff, decided this was the perfect time to pivot my career and start helping people be the leaders that they wanted to be.

Stone Payton: So what was that transition like? I mean, it had to be a little bit intimidating to go from the corporate arena to hanging your shingle out and becoming a practitioner. But, I mean, you’re also you’re running a Business, right?

Alicia Thompson: Yeah. It was scary to know that the only paycheck coming in was going to be based on my effort and my hard work, but I just felt a calling to do it. And now that I am doing it, I love it. Even with the stress of running a business and being solely responsible for clients engagement. I love it. It jazzes me. I got my mojo.

Stone Payton: Well, let’s dive into the work a little bit. Tell us a little bit about the mechanism for the work, who you’re working with, that kind of thing. Yeah.

Alicia Thompson: So I am working with both emerging leaders, people who are starting to transition from being an independent contributor to managing people. But I also work with senior leaders who are trying to navigate this changing world of work. The world of work has changed significantly with technology advances, the rise of AI. The pandemic changed people’s mindsets. We have Millennials and Gen Xers in the marketplace now. So you’re working with multigenerational workforces and the contract. I believe the contract between employees and employers has changed coming out of the pandemic, the power shifted to the employee, but now we’re at a place where it’s starting to swing back the other way. So how do you constantly navigate all of these changes? So I really focus on helping established leaders navigate all of the change.

Stone Payton: So when you at least initially are working with these folks, do you find that sometimes they’re feeling a little overwhelmed with all this change?

Alicia Thompson: They are feeling overwhelmed and a lot of them are established leaders, as I said. So they don’t know how to change, right? They don’t may not want to change, but they realize they need to. So they work with a coach who helps them see their hidden Achilles heels, helps them drive some awareness and some self-awareness about how they are showing up in the market, in, in the workforce, and then shifts their mindset so that they start to embrace the growth that is required for long term sustainability in a leadership role.

Stone Payton: So are you finding that these opportunities to to serve are being sponsored by the organization, or is it individuals coming to you to invest in their own future? A little bit of both. It’s a little.

Alicia Thompson: Bit of both. I’d say 50% of my clients are self-pay. Yeah. And 50% of them, their companies have seen them as high performance opportunities and are investing in their growth and their leadership because they see them as valuable assets to the company.

Stone Payton: So the work of a coach, in your experience, and I’m sure it differs from case to case and maybe from coach to coach, do you find that on the continuum? It leans a little more toward drawing answers out or helping people sort of, uh, uh, find their own answers or more to hey, this is what you need to do. Boom boom boom. What’s what’s your experience been?

Alicia Thompson: So the latter is mentoring. This is one of the things I learned in my coaching program okay. The latter is mentoring. You’re giving advice, you’re driving insights. But real core coaching is around asking really great questions that make the client go, oh, that’s what that is. Or you make them challenge the point of view or the perspective that they came into it with their steadfast in their opinion and their point of view. And you ask them questions to help pull back the layers to say, is that really true, or are you is that a perception you have or an assumption you have and you make them start to really question, is that what is that reality? And then they can get to the answer. The answer was already in them. Sometimes they block it, Sometimes they know it, but they’ve chosen to ignore it. It’s a mixed bag.

Stone Payton: So you had role models who were really good leaders, and you’ve had the street cred of of that experience. Did you also choose to go pursue any formally credentialed training kind of stuff to really get get good at asking these questions?

Alicia Thompson: I did I had the the amazing benefit of attending or participating in the Emory University Executive Education Coaching program, and that is where I had my aha moment. I think it’s what they told us on first day was you’re not giving advice. You’re asking questions to help uncover their self-awareness. And I was like, oh, I’ve been I’ve been mentoring for 20 years, and now you’re telling me I got to shift my mindset? Um, so I did. I went through a program because it’s not required, but it is certainly endorsed that you have a international coaching federation, ICF. Oh yeah. Accreditation or credential. And so many of us are going through that process or have been through the process. There are several levels of it, but I think I was in a class of 35 or 40. So there’s a lot of coaches out there. There’s a lot of competition.

Stone Payton: So do you see, I’m sure every case has got to be unique in so many ways. But do you see patterns evolve when especially early in the work and you walk into this think, okay, I’ve seen this before, so I’m going to ask this set of questions. Are there some common patterns? I guess I would ask?

Alicia Thompson: There are definitely some common challenges that people face. So imposter syndrome is one. And a lot of people like liken imposter syndrome to only women. But I can’t tell you how many of my male clients have imposter syndrome as well. And it’s just a it’s a question of do I really did I really earn this seat at the table? And is anyone in the room going to figure out that I don’t know what the heck I’m doing, but I’m faking it till I make it. And so there are certain questions that you ask because you want to understand where that sense of not being entitled to be in the room comes from. And a lot of it we can trace back to childhood and roles in the family and behaviors of the family dynamic and the family unit. And so there’s some key questions you can ask to start to help the person go, oh, like, look at my resume. I, I have accomplished amazing things and I can be in this room. So imposter syndrome is one. I think the second one that I come across a lot is people who question or challenge their capability to lead people. They understand that they probably got promoted because they were a great individual contributor. But companies don’t train people how to be managers. That’s how you end up with bad leaders, because you don’t train them to be lead people. But all of a sudden you give them a promotion and give them a team. They go have at it. They’ve never done a performance review, they don’t know how to give feedback effectively. But that’s what teams need. They need good feedback. They need someone that can have empathy, somebody that is authentic, someone that can coach them. But we don’t train people to do that. So they’re flying by the seat of their pants.

Stone Payton: And I’m sitting here trying to envision the level of trust that you must have to engender with these folks before you can really make any substantive cover, any substantive ground on these topics. So you must do some things right out of the box that really establish that trust and give them the the latitude to be, I don’t know, a little bit vulnerable or at least honest.

Alicia Thompson: Yeah, And I do initiate the engagements with a chemistry check call, because if they don’t send something in you that allows them to get to that vulnerable place. Yeah. Then the coaching engagement is never going to go anywhere. So I have an hour and a half call with them where we really just talk, just human to human. And if we can find some connectivity, then I do. I, I simply ask, I need in order for this to work, in order for the investment to be worth the spend for you or your company, you’ve got to lay it all on the table, or we’re just doing catch up calls and chatting about kids and all that kind of stuff. So I asked for their vulnerability, I asked for their honesty, and I commit to being the same on my side. And you probably you can probably establish a good trust if you do a six minute, six month engagement by the end of month one, you know if it’s going to be a good relationship. And if they are being vulnerable and they need some small wins. I always try to give them some small wins in that first month so that they go, oh, this is working okay. I can I can open up even more because she gets it. She’s asking me the things I need to do, and she’s helping me understand the shifts I need to make.

Stone Payton: So you’re a good five years plus in the coaching arena.

Alicia Thompson: I started my company five years ago after one layoff, and then I got chicken and it was like, oh no, I can’t do this. And so I went and got another corporate gig. But I kept my company. Yeah, kept paying my doing my annual registration with the Georgia, you know, office of whatever. Um, and then this year I started my coaching program in January of 2024, you have to coach to get your ICF credential. You have to have a certain number of hours. So I started coaching then and just added that to what I had been doing five years ago and here I am.

Stone Payton: So what are you finding the most rewarding about the work at this point in your career? What’s the most fun about it for you?

Alicia Thompson: You know, seeing people have that aha moment right where you’re talking to them. And I do have clients across the country. Um, and so some of them are in zoom, on zoom, some of them are in person, but when they go, oh my gosh, we talked about that last week and a situation came up at the office and I tried a different approach that we had talked about, and it worked like, well, of course it worked because we talked about, you know, you have to try new things. I also just had a second client come back. We coached early on, right. Finished that six month engagement. We talked on Friday. She says I want to come back for another six months. I’ve got a new struggle that I’m going through. And I was like, well, I must have been doing something right. If you’ve come back a second time, a second bite at the apple.

Stone Payton: So is having an accountability partner part of the equation, or is that a different thing altogether?

Alicia Thompson: No, and that’s exactly what my client that just came back said. She said, I’ve got to make some shifts, but I need an accountability partner. I need somebody that’s going to hold my feet to the fire. Somebody that’s going to be honest with me and not just say, yeah, yeah, yeah, and be a cheerleader. I need somebody that’s going to call me out on my stuff and make sure that I’m doing what I commit to do. And so being an accountability partner is important because what happens is as you move up the chain in a company, you become more senior. Who’s going to hold you accountable. Mhm. The likelihood that your people that report to you are going to call you out on stuff is slim to nil. So you, you don’t happen. And I worked for a CEO once and she said it’s lonely at the top. You don’t know who your friends are. You don’t know who to trust. When you become a CEO and your peer set gets smaller. Yeah.

Stone Payton: So speak a little bit to this idea of leadership presence.

Alicia Thompson: Mhm. Yeah. So I think leadership presence is really important, especially as you become more senior. And there’s kind of a couple of components that I think weave into that authenticity. I can’t tell you how important authenticity is. People need to know what they’re getting any given day and consistently so authentically being yourself because it’s too hard and takes too much energy to try to be something that you’re not. The second thing I say is empathy. Especially in this changing world of work. You’ve got people who are working remote people that are being called back to the office that may not be fitting their new lifestyle. So you’re having some angst there. So empathy is an important thing. Being a lifelong learner is. A third thing is you’ve got to constantly want to grow and improve and be better. You can’t just assume because you are now sitting at the top of the pinnacle, that you’ve achieved everything you’re going to achieve, and you’re the smartest person in the room. And then I’d say, finally, being someone who is committed to their own growth and growing other people.

Stone Payton: So you mentioned you touched on mentors and mentoring. I know the answer to this question has got to be yes. So but I’ll ask anyway so we can talk about it. Uh, it sounds like you have had the benefit of one or more mentors along the way to help you navigate new terrain up to and including the the coaching profession. Yeah.

Alicia Thompson: Yeah. I have had and continue to have amazing mentors. I like to call them my board of directors, and I think everyone should have a board of directors, and it should be a diverse group of men, women, all ethnicities, people who are in your industry, people that are not in your industry, just pure business people. But you can learn something from every one of them. And over the course of your career you will come across challenges where you will have to tap different skill sets. So why not have a group of people on deck that will take your call immediately and help you out? And so that’s what my board of directors is. And there are some amazing mentors, some I talk to every week, some I talk to once a year. I literally just reached out to two of them over the weekend and on LinkedIn, and they responded. And I haven’t talked to one of them in three and a half years. But she responded like that and she said, sure, I’m happy to help you.

Stone Payton: So so what are some signals that someone might look for that would indicate, hey, maybe it really is time for me to reach out and consider engaging a coach.

Alicia Thompson: Yeah, I’d say first you’re feeling stuck. That Mojo has left the room and you’re feeling like something’s missing. You’re not getting the same level of enjoyment out of your work, so definitely You’re feeling stuck. I’d say the second is you’re navigating a big change, either a layoff or organizational changes. You have a new leader. You’ve got a new CEO coming in. You’re not quite sure how that’s going to all work together. So you’re navigating some changes. Your leadership impact feels like it’s not landing the way it should. Like you’re if you like managing a high performing team, but they’re not really performing on the high level right now, you may want to take a step back and say, what more can I do? Or what more should I be doing in order to make help them perform at their highest level? Um, you’re struggling with the work life integration. Like I said, a lot of companies are making people go back to work, but we’ve been home for years learning how to take a call, do laundry, prep dinner, all that stuff. So the flexibility is gone and you’re trying to figure out how you’re going to integrate your work in life again, may need a coach to help you out with that. And finally, I’d say you’re just ready to up your game. You’re ready to be a better version of yourself, and that’s where a coach comes in.

Stone Payton: So what’s the best way to go get one? Because it because it seems overwhelming to me. And and I am doing a series right now, obviously interviewing very well-established coaches to get some insight in this arena. And, and so I feel like I’ve got the inside track, but even I don’t even know where to start to like, go get one.

Alicia Thompson: Yeah, I would say vulnerability for sure. And talking to people say, I’m looking for a coach, you know, this is what I’m doing right now and this is how I would love to have some support, a thought partner. Do you know any coaches? Because the best referrals come from people who know you, right. And so they have a sense of who you are and what makes you tick. So they can they would more likely pair you with somebody that they think has some commonalities with you. You could go on the International Coaching Federation site. You can find a coach on the site. There’s a find a coach function so you can go there. Um, and then I would say, you know, those probably are the two best routes. I think somebody giving you a referral and then going on the ICF, um, website and just finding a coach and, and vetting them, you know, having a couple most coaches will do a chemistry call, 30 minute call just to talk to you, see what it is you want to work on, tell you if it’s something they have a specialty in. Even though I said a few minutes ago, there’s a big competitive space for coaches. There’s a lot of us out there. We also are very much a community. I have found that coaching is very deep, interconnected community, and we will refer each other to someone if we if I meet someone and I don’t think I’m just the right fit or I don’t have a specialty in the area they’re looking for. Well, I’ve got 35 cohorts that went through my Emory program with me, and I know them all well enough that I could say, you know what? I think Chris would be better for you, right?

Stone Payton: So. So no doubt Chris would ask me great questions. What questions should I be asking? Chris?

Alicia Thompson: Right. You should be asking your coach about their experience and their life experiences right there. What things got them or led them to this place, what work experiences they have that you might be able to find some parallels, what experiences they’ve had to find out, if there’s some parallels of things they’ve lived through themselves. You should ask about their credentials. You know, I’ve gone through it, so I want everybody to have theirs, that you should ask them about their credentials. You should ask them about their training. You should ask them about some of their clients, like what does their client mix look like. And because that also can weigh in on their availability and their capacity to take on new clients. Yeah.

Stone Payton: So so on the business side of coaching, we said this earlier, you know, you you continue to hone your craft and become a better and better practitioner. And oh, by the way, you got a you got to run this business, you got to go get the business. And this likely isn’t the case now, I suspect. But early on, was it a bit of a challenge, like getting the work? Like how does the whole sales and marketing thing work for a coach, or how does it work for you anyway?

Alicia Thompson: Well, I think it varies by person, by coach for me, because I had 30 plus years in the Atlanta business community, I didn’t have that big of an issue getting my first suite of clients because they were like, oh my God, you’re coaching. Thank God you could use you, I could hire you. And then I had the opportunity to speak on a couple of panels, and in speaking at those panels, people would come up and say, I got somebody I want to refer you to. I think you’d be a great match for her or him. And then now I am getting into that phase where it’s like, oh my God, how do I market this? How do I do this? So that’s why I’m reaching out to some of my mentors who have been in the business world much longer than I have been in sales roles. That’s why you have a diverse board of directors. Um, and so I’m doing that. I’m doing shows like this. I do weekly blogs, so hopefully and put them on LinkedIn. So hopefully something that I talk about will inspire someone to say, hey, I want to have a conversation. I have a website so people can find me through the website. You know, it’s just marketing is different for everyone because not everybody is comfortable being on a radio show. Or sometimes people don’t like to write, so they don’t want to do a blog. I’m trying a mixture of different things right now, just to kind of see what resonates the most with clients and then existing clients. I’m asking them for referrals.

Stone Payton: So has anyone suggested that you write a book?

Alicia Thompson: Everybody has suggested I write a book. Everybody has suggested I write a book. Um, and it’s so funny. My brother is seven years younger than me and he’s writing a book. He’s a college professor, And he’s like, no, you cannot write a book because I know you. You’ll get it done before I get mine done. And I’m like, yeah, probably so, but that’s okay. Um, yeah, people have said that. But when I, when I write a book and I will write one at some point, I want to make sure that it’s something that’s really, really powerfully useful to people. I don’t just want to write a book on a topic du jour. I want to write a topic on a topic that has some staying power, and something that people will continue to be faced with over the course of their career for a long time to come.

Stone Payton: So here’s a pro tip from me. Okay. That I did not follow because my writing a book preceded me being involved in this line of work 20 plus years ago. But if I were to write another one and I might, I think I’m going to sit down and talk it and get it transcribed. Maybe start with some prompts or something, maybe get it transcribed and hand it to a real writer and, you know, and get it cleaned up. So it’s just an idea and it’s it’s a good idea. It’s not something you have to come into a formal studio like this. I mean, you know, there’s equipment now you could set up at the house and. Yeah, and knock it out. Just an idea, because.

Alicia Thompson: That’s a great idea.

Stone Payton: I might do that on the next one.

Alicia Thompson: I think that’s a great idea, and I would think it would be easier. I could tell my brother that because he can talk in wax poetic for hours, but it seems like he’s struggling with typing it out so well.

Stone Payton: For whatever it’s worth for your brother, I found that some of the chapters came together incredibly easy, and others, you know, just I got blank paper staring back at me. Or digital screen really at this point even back then. But I don’t know. We’ll see. But I think that might be a good way to. I think that’s a great idea.

Alicia Thompson: I think that’s a huge, hugely helpful approach. I’m going to make a mental note of that.

Stone Payton: So I’m going to switch gears on you here for a minute outside the scope of your coaching work. Uh, passions, pursuits, hobbies, interests, anything you nerd out about, uh, when, when you’re not doing this. This kind of work?

Alicia Thompson: Yeah. So I’m a huge foodie, so any restaurant, any I follow Eater Atlanta. New restaurants. I’m ready to check them out. Um, I’m in part of a wonderful food group called The Tasting Collective, where they go to a different up and coming not not always up and coming. Some of them have already arrived, but they’re typically independent restaurants, so they’re not chained. Right. And so you’re going in and you’re meeting the chefs. They’re coming out and they’re talking to the diners. It’s amazing. Um, so I love food. Will travel for food. I’ve been to Madrid. I’ve been, you know, like if there’s a food trip, I’m. I’m on board. Um, I love to travel. We’re we’re planning our Christmas trip this year. We’re going to Costa Rica again. Again, because my nieces love Costa Rica. So we’re going back again to see more sloths. Um, so I love to travel and family and friends. Right now that I’m not working in corporate, I have more flexibility with my time. My mom’s moved to Atlanta, so I get the chance to spend time with her. My brother lives in Colorado, so I don’t go out there during the snow time. I won’t get back out there until probably June because they get snow.

Stone Payton: But it’s beautiful in June, it’s.

Alicia Thompson: Beautiful in June. It’s one of the most beautiful cities you’ve ever been to. It’s clean, it’s nice, fresh air. It’s great. Um, and then I think my other passion is I am an adult. Colorer. Right, I love I have a million coloring books, every pen, pencil color you could think of. And I color art pieces all the time. I even now do them on my iPad. They’ve got these things where you can touch. My mom goes, if you send me one more picture, I’m going to scream. Um, but I like things that occupy my mind other than business, right? You need to step away from business and just let your creativity flow. Allows me to be a better coach.

Stone Payton: I think it’s interesting that you say that I’m of the same mind, and my listeners know that I like to hunt, fish and travel and I do a lot of stuff outdoors, but I, I genuinely believe maybe I’m just telling myself this, but I genuinely believe if I give myself a that white space, I call it, I feel like I come back that much better equipped to serve. That’s your experience as well?

Alicia Thompson: That is my experience when you just let your mind focus on something else that again, that creativity, you just get to be you. You come back when it’s time to plug back in to work. I find that I’m much more relaxed. My head is clearer, I better questions come up. Um, yeah. It’s so much better. It’s good for me personally and it makes me a better coach.

Stone Payton: So what’s next for you professionally? Are we going to are we going to have the Alicia method documented and published, or are we going to are we going to continue to expand, going to stay on the same track? What do you think?

Alicia Thompson: I think for now, I my expansion is going to be from 1 to 1 coaching to doing more group coaching and leadership development coaching in companies. Um, so that’ll be like my next step. And then eventually, you know, maybe a book maybe. I don’t know, the world is my oyster right now. And I am just living life and loving it. And so I’m not saying no to any opportunity if it fits with and gives me an opportunity to talk to people and tout the benefits of coaching, that’s what I’m doing.

Stone Payton: Well, I hope you’ll invite us to continue to follow your story.

Alicia Thompson: Absolutely, absolutely.

Stone Payton: Before we wrap, let’s leave our listeners, if we could, with a a pro tip for producing better results and less time. Let’s lay a little wisdom on them. And look, gang, my number one pro tip for you is reach out and have a conversation with Alicia. Uh, but between now and then, let’s leave them with a little something.

Alicia Thompson: So I think my pro tip for being productive and being an amazing leader and team leader would be to listen. Listening effectively goes a very long way. When you listen to respond, you miss 50% or more of the message or the communication that the message that was being delivered. If you listen to hear, you end up coming up with better ideas, a shared idea that everybody’s already bought into because you build on each other. And that better idea typically drives better productivity, because you’ve come up with a solution that you couldn’t have done individually would not have been as effective individually, but collaboratively. It’s going to do gangbusters. And it’s all because you listened.

Stone Payton: What a marvelous piece of counsel. I’m so glad that I asked. Yeah, it has been an absolute delight having you in the studio this morning. Thank you for your enthusiasm, your insight, your perspective. And, uh, you’re clearly out there doing fantastic work for some folks that can, in turn have a tremendous impact on on so many. Thank you.

Alicia Thompson: Thank you. This was a great, great conversation. So much. So really enjoyed this. And um, yeah, be a good leader.

Stone Payton: Well, this has been my distinct pleasure. All right. Until next time. This is Stone Payton for our guest today, Alicia Thompson with Signature Leadership, LLC. And everyone here at the Business RadioX family saying, we’ll see you in the fast lane.

 

Joanie Chamberland with Rise Up BJJ and Whitney Avrit with Earthen Movements Yoga

March 4, 2025 by angishields

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Cherokee Business Radio
Joanie Chamberland with Rise Up BJJ and Whitney Avrit with Earthen Movements Yoga
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FF-Joanie-Whitney-bannerJoanie-ChamberlandJoanie Chamberland is a retired black belt competitor and the only female BJJ school owner in Georgia.

Many people struggle with self-doubt, it makes them unable to leave their comfort zones and overcome the things holding them back in life.

Using the martial art of Brazilian Jiu Jitsu, Rise Up helps people grow their confidence and the resilience they need to rise up over both physical and mental obstacles so they can reach their full potential not just on the mat, but in every part of their lives.

Follow  Rise Up BJJ on Facebook and Instagram.

Whitney-AvrittThe philosophy and physical practice of yoga is for everyone, so Whitney Avrit, with Earthen Movements Yoga, created a brand new approach to what beginner yoga should be.

Whitney draws on her strong background in various movement styles and teaching experience to guide students to an advancement level they’re comfortable with. She’ll also guide you to the principles of yoga that work to support you in any spiritual practice you choose.

Connect with Whitney on Facebook.

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Woodstock, Georgia. This is fearless formula with Sharon Cline.

Sharon Cline: Welcome to Fearless Formula on Business RadioX, where we talk about the ups and downs of the business world and offer words of wisdom for business success. And I’m your host. Sharon Cline and I have two guests in the studio today, which I love. I usually have one, and it’s so fun because these are like really special people to me. First one, Whitney Avritt. She owns Earthen Movements Yoga and Wellness, which is movement at your own pace in your own space. It’s not like an actual studio, but you can log in and see all of the different kinds of yoga practices that you have out there and videos. And then I also have the owner, founder of Rise Up Brazilian Jiu jitsu., Joanie Chamberland. Thank you for coming into the studio.

Whitney Avrit: Thanks for having us.

Joanie Chamberland: Thank you. I’m excited.

Sharon Cline: Good. I’m excited too, because you both have a obviously very movement based practices that you have, but they intertwine in a really interesting way. They overlap with their themes, I would say.

Whitney Avrit: I would say I agree, I definitely agree because you got to you got to tap into something internal in order to, you know, execute both of those things, I think. Right.

Sharon Cline: And it’s and it’s not exactly like super hard cardio working out. It’s a different kind of way to look at using your body. Right. Okay. That’s the way I take it. That’s the way I’m looking at it.

Joanie Chamberland: Well, there is a lot of cardio and jiu jitsu. However, there is a lot of use for yoga and jiu jitsu as well, right?

Sharon Cline: When I think of cardio, I think of like, treadmill. Oh, yeah.

Whitney Avrit: No. Elliptical.

Sharon Cline: Elliptical, yes. Elliptical. That’s exactly the right way that I was thinking of it. Running the misery was done, done, done. We think the same. Exactly. And so what I think is fascinating is that each each has a level of strength that the average person probably would be surprised it requires. Let’s start with you, Whitney, and then we’ll talk a little bit about, um, kind of the things that you’ve learned along your journey. Um, you are originally a ballet dancer?

Whitney Avrit: Yes.

Sharon Cline: And how did that lend into your your yoga practice now?

Whitney Avrit: Um, yeah. So I started out as a dancer. Ballet, modern jazz, all that. Right? Um, I danced professionally, um, in my 20s and and did did all the things. I didn’t send a dance company. Um, unfortunately, they don’t exist anymore. But it was a brookson company. Um, they were a Graham based modern dance company. Um, and I honestly, like, kind of hated yoga when in my, in my early days, I feel like I didn’t understand it. I had a lot of fire on the inside, and slowing down that much was just like a no at the time. But I had somebody invite me to a Bikram yoga class and And it was kind of a game changer because I felt like with dance, especially with with choreography, right. You do the same motions on the same side over and over again in order to execute that, you know, with precision on stage. Right? So yoga created a lot of balance in, within my physical body. And so then I was able to say, oh, you know, maybe this maybe this is a thing, you know. And then at the same yoga kind of leads you to tap into yourself and connect with with who you really are on the inside regardless, you know. And I think that that was kind of a void in my life anyway. Um, and so it fixing and balancing out and creating even stretch in my body, even strength in my body, you know, finally, I was kind of able to tap into, you know, those, those inner fires and things like that on the inside that that I kind of desperately, I desperately needed, you know, to be able to just, um, you know, move forward and go forward. Um, just as a human, you know. And so, yes, like the dancer side of me kind of let me touch my toes sooner and all those proverbial things, you know? But at the same time, it helped create a balance within my body, physical body first. And then it started really honing in on the deeper parts of self and creating balance there.

Sharon Cline: When you talk about the different kinds of yoga, you had said, is it Bikram yoga?

Whitney Avrit: Um, I did I did start out in my just personal practice doing Bikram yoga. Yeah. Bikram.

Sharon Cline: Yeah. I’ve never heard of that name. Yeah.

Whitney Avrit: It’s a it’s a hot, hot yoga. They they heat it to 140 degrees. It’s 40% humidity. There’s 26 postures that you do. Sometimes they’ll add like a couple more. It’s always the same class every time you go in. And it’s sequenced in such a way that opens your body up, um, to not only, like strengthen, stretch, but it targets different, like smaller organs in order to detox your body and and, like, clean you out. Like, it’s a really cool and creative practice. Wow. But then I liked I liked the dancey flowiness of vinyasa, you know, where I could kind of, um, just kind of essentially dance, you know, from kind of one pose to the next. But it was still, um, rigorous. And there was still like such a technique to it because I got to nerd out a little bit, too.

Sharon Cline: I like that you’re talking about how you had these emotions that you hadn’t really tapped into, like from growing up. So going into these poses and sort of forcing your body to, to move in the way that you want it to, allows your brain to connect to your body in a different way. Right?

Whitney Avrit: Absolutely, absolutely. So, um, you know, we all kind of understand the proverbial mind body spirit thing, right? And so our I feel as if our minds and our spirit really don’t talk a lot, you know what I’m saying? And so yoga allowed me to quiet my mind. The mental chatter, the to do list, the responsibility list, the I need to’s, the I’ve got to’s, the I feel this way about that. And I don’t feel this way about this. It quieted all of that. So much so that really my my inner self and my my physical body. Because, you know, there’s that book, like the body keeps the score right. So, so our energetic physical self hangs on to some of this stuff that you go through or isn’t resolved essentially, you know, and so it kind of my yoga practice really allowed my spirit to help me to kind of guide some of the the unresolved energies, I’ll call it. Right. Um, in my body and allows that stuff to release itself. We, you know, just like our organs need to be detoxed, right? Just like, you know, our skin detox by sweating. Um, you know, I feel like the physical practice of, you know, your, your yoga asana or postures allows your energetic being the part of you that’s energy, right? The part of you that’s a battery, it allows for some of that to be released, the parts that you don’t need, but you get to keep the good stuff.

Sharon Cline: Were you surprised at that connection that you made in your body when you started to do it? Because I think people the reason I ask is because I think people consider it to be sort of like this Zen thing, you know, like they’re just going to kind of go within and almost like a meditative. And there is, I’m sure, an element of that. But the purging of past trauma is not what I think normally people associate with with yoga.

Whitney Avrit: Absolutely. No. I think that’s an awesome question and something to bring up. So was I surprised? No, because it felt so natural to do it. Like I feel. I feel like whatever I am on the inside, like, needed that. You know, almost like like a sugar craving. It’s not like you don’t know you need chocolate. You know what I mean? So. So for me, it was like, I like my body knew it needed something. And dance was a beautiful outlet for a long time, you know, because I could jump and spin and twirl and get fiery and get, you know, moody if I needed to, or whatever, you know, but, um, but but it allowed it allowed for that.

Sharon Cline: Gotcha.

Whitney Avrit: You know, and it gave me the space to do it in a very different way where I wasn’t, um, creating imbalance. I was creating balance.

Sharon Cline: Giovanni, I know we’ve talked a little bit before on the show. You’re here, I think it was last year, um, which was really fun because I think I hadn’t really known very much about Brazilian Jiu-Jitsu in the way that you are. You have it as your practice. And here we are talking about that mind body connection and finding the soul part of yourself. Do you find that that’s happened for you as well in BJJ?

Joanie Chamberland: I don’t know if I would say just in jiu jitsu, because I did pick up doing yoga with Whitney. Um, so it definitely does require like looking at your own mind and what’s going through it, because it’s really hard to get good at jiu jitsu if you don’t quiet your mind and also make your mind positive, you know, because we all have that negative chatter in our brain. And if you have negative chatter while you’re trying to do jiu jitsu or trying to compete, you’re never going to win. Because it isn’t this thing where like two people are going against each other and one person’s moving forward and the other person’s moving forward on this, you know, straight path. Whenever you start talking negative in your own head and they move forward, you actually do move backwards. You don’t just stop. And so it’s very much like you have to make sure that you know what’s going on in your mind and that you feel comfortable with the movements that you’re doing. Which is why, you know, we do drill the same things over and over again to where it becomes muscle memory.

Joanie Chamberland: But if you have muscle memory and your mind is too busy focusing on something else, your muscles still don’t act the way you want them to. But then, like I said, I started adding yoga with Whitney, which, you know, did also help me a lot just because you think about like what she was saying with balance and balancing your body. Right, and being even on both sides makes a huge difference, because everybody’s going to have a set of things to do on one side and a set of things they do on the other side, and to be able to realize like, oh, I need to center here, I need to center here, I need to center here. So I wouldn’t say it with just Jiu-Jitsu, but that is kind of why I added the yoga into it. And when you listen to Whitney, she’s talking about her dance got better when she added yoga. And so it is one of those things that when you add, does add to every other aspect of your life.

Sharon Cline: I bet people are surprised to know that you can marry Jiu-Jitsu and and yoga together because they on the surface seem very different. Vastly different.

Joanie Chamberland: Well, there’s a decent amount of jiu jitsu schools that do have yoga, but I think the thing that people don’t think about is because they do yoga for flexibility, that’s like the number one thing they want to have. Because in jiu jitsu, that’s like one of the things you can fix is your flexibility and getting stronger. But it’s like most of the people in jiu jitsu are men, so they’re already working out and getting stronger. And then for them, it’s adding the flexibility aspect of it, which as most women who train jiu jitsu, usually decently flexible, have probably done some yoga in the past or something or or not. I did gymnastics growing up, but it’s the it’s the evenness that is the greatest thing the balance, the posture and the evenness. So what I got out of yoga was so much more than flexibility. It was the principles, is what I would say of yoga being added to the jiu jitsu principles. So it’s actually a far greater thing than most people think about when they think about jiu jitsu. Like there’s yoga for jiu jitsu online.

Sharon Cline: I didn’t even know that for some reason that never got put together in my head.

Joanie Chamberland: But just because you’re not in that field, right? So you wouldn’t really particularly see it. But the the yoga for jiu jitsu is very much just stretching, because the people that do jiu jitsu are pretty bad about stretching. So it’s like.

Whitney Avrit: Well, in their body. In fact, I’m in for a second. But like your body is, is um, is contracted like fetal position a lot in jiu jitsu. And you’ve got to really harness this like fetal position and like reaching around and things like that. So everything is really, like closed and concave in jiu jitsu, you know. And so I think it’s a really, really important for your humanness to be able to, to open that back up, you know.

Joanie Chamberland: Well, and the benefits of posture in jiu jitsu are huge. So like she’s saying, everybody’s got these rounded forward shoulders hunched back. A lot of it’s because they’re trying to protect their neck, so don’t get choked. We call it blue belt syndrome and walk around with their shoulders up in their ears.

Whitney Avrit: It’s so funny.

Joanie Chamberland: I know. Yeah. And then Whitney is like.

Sharon Cline: No, guys.

Joanie Chamberland: Whitney is like, uh. Your shoulders are not earrings.

Whitney Avrit: I didn’t I did not make that up. I got it from one of my teachers.

Sharon Cline: Oh, yeah.

Joanie Chamberland: But those are the things. It’s just like, oh, you’re you’re in there and you’re like, oh, I just need to relax those shoulders down. That helps. And and honestly, a lot of the things you do in jiu jitsu are counterintuitive. Like all this, like rounding in and being in these positions really aren’t ideal. The ideal thing is to have the good posture and your shoulders in the right place, and your body in alignment, and that’s what you learn with yoga. So obviously you get some stretching in. Great. But it’s everything else about it that really helps you.

Sharon Cline: Whitney, who is your ideal client for your business?

Whitney Avrit: Ideal client? Um, someone like Giuliani. Honestly. Like somebody that’s hungry. Somebody that wants it. Somebody that, Um, is is open to, you know, laying on the ground and spreading their legs apart. You know what I mean? Someone who’s who’s, you know. Yes. Open to it. Willing to laugh, you know, but really yoga. I think yoga is for everybody. You know, I feel like even even for my own self, um, my resistance to yoga in the beginning was actually an inkling that I needed it. Right? Like, kids don’t want to eat their vegetables, right? They don’t want to eat the rest of their chicken. I don’t want chicken. I want ice cream. You know what I mean? Like, but you need protein. You need your vegetables, right? So I feel like that a lot of the times when we resist something, you know, it’s likely because we need it. I mean, it’s it’s like that, uh, that machine at the gym that you don’t want to use. That’s the one you need, you know?

Sharon Cline: And what’s neat about your practice is that you don’t have to like me. I wouldn’t have to go someplace and get into these poses in front of lots of other people, right? I can just do this from the comfort of my home.

Whitney Avrit: Exactly. I feel like there’s a lot of people who will never, ever, ever put on yoga pants in front of anybody, anyone ever, you know? Or they feel like I can’t step into a yoga studio like I don’t have, you know, I don’t know, I don’t know enough to to walk into a, into a yoga studio and take a class, you know. And so my super beginner level, I call it level one, um, is, you know, you could kind of equate it to being a super noob is what my husband says he wants a super noob. Um, but you know, those people who, who don’t know the flow of a yoga class who cannot touch their toes like I’ve like I figure out a way around that. Like I want you to know, like when I was developing this, I put on giant pants on and I put like, like cushions in my pants. And I was like, okay, how do I move? You know, how do I move like this? How do I move if I’m a little bigger? How do I how how do I feel a stretch if I’m not going to be able to touch my toes? And how do I How do I translate that to to other people, you know, and to like I feel like yoga props, like yoga blocks and stuff like that.

Whitney Avrit: A lot of people think that if they need a prop or they need a block or whatever, that it means that they can’t, or they’re somehow less than like, it’s like, I feel like it’s very triggering. Like, if we need help, that means we’re not enough. Like, I want you to know, like we need to drop that. As a society. We are communal beings. We’re not islands. Right. And so I think that’s kind of what blocks kind of helped teach me continually, even like sometimes, yeah, I do have to ask for help. I can’t reach the floor here, you know, and I’m super bendy and there and I every time I walk into a yoga class, I grab two blocks. I don’t I don’t care what class it is like, I might need it like, my body today is not what it was yesterday, you know? Um, and so, so. Yeah. So level level one is for the person who’s not going to go take a yoga class or doesn’t have time or let’s say, you know, they’re a mom or a dad and they’ve got like, kid duties and and dinner and this, that and the other. And like, they finally get everybody to bed and it’s like, okay, now I have a little bit of time for me and I don’t want to doomscroll.

Sharon Cline: And it’s nice because there’s, there’s no judgment there or not because, because I’ve taken yoga and there are times that I loved it. But then sometimes I do the thing where I’m like, wow, this woman in front of me is doing this amazing job and doesn’t wobble at all. Or, you know, is is able to do the the extra step that sometimes the instructors will say, you know, if you’re not challenged enough, do this other thing with it, and I’ll be like, oh my God, right. Anyway, right. No judgment. And when you’re home by yourself and watching you correct.

Whitney Avrit: 100%, you know, because because I mean, just just like you said, like it’s so easy to look at someone else and feel like you’re not enough.

Joanie Chamberland: Well, I’ll add in that Whitney does teach yoga at my jiu jitsu school, um, like at least once a month. And actually, she’ll be there this weekend.

Sharon Cline: Oh, wow. What time will she be there this Saturday? 9 a.m.? Nine. Oh, dang. 9 a.m. on a Saturday at Rise Up Brazilian Jiu-Jitsu. Yep.

Joanie Chamberland: 9 to 1030. But if you’re worried about looking silly while you’re doing it, well, the greatest part is that my gym. Since there’s a jiu jitsu mat, it’s already really hard to balance for everyone. So. So everybody is wobbling. It’s extra.

Sharon Cline: Difficult. Yeah.

Joanie Chamberland: I mean, it’s not you’re just, you know, a lot of people are worried about being wobbly and not looking like this perfect flowing thing. Yeah. And well, it’s very difficult there for everyone. Like, I’m, I have great balance, but on the mat it’s just difficult. So you’re going to see people falling over all the time and it’s okay. And that’s the thing too is being in there. I never feel judged. Like nobody in there is ever judging us. I mean, we have some people that are older, that are not flexible, that are coming in. Um, you got people like me that do. Whitney starts at a very basic level, and then she’s like, and if you think you can, you can add this, and if you think you can, you can add this. And if you think you can’t, you know, and and to talk about the blocks, I use the blocks because my arms are way too long for my body so I can touch my toes without leaning forward. And so I can use the blocks to put past my legs to actually get a stretch. And so it’s like you always have to remember that. Like it’s the same thing for Jiu-Jitsu. Your body is where your body is and that’s it.

Joanie Chamberland: So I tell people all the time when you’re training and you’re trying to train to be, oh, when I lose 100 pounds, I’ll be able to do this stuff. Well guess what? You haven’t lost 100 pounds and you cannot do this stuff. So how about you do the stuff you can do with this 100 pounds, and then when you lose it, we’ll work on the stuff you can do, or vice versa. If you’re trying to gain 100 pounds and you don’t have that, like this person here talking to you right now, I can’t put all my weight on you because I ain’t got no weight to put on you. But I’ve been trying to gain weight for I don’t know how long, so I just use the techniques I can use with this body. Right? Same thing. My arms are never going to get shorter, so I do what I can with the length of arms that I have. So I tell people all the time, like, you have to work with where you’re at because you can always get more flexible or less flexible. You can always gain weight, lose weight. Right? There are certain things you can never change. My arms are always going to be this long.

Joanie Chamberland: Unless I got really, really big, they’d still be just as long. They would just look shorter, you know? So there are certain things that we just can’t do anything about. And that’s the whole point of taking these classes going like, oh, we all have something, right? We all have something that we can get better at or that we can fix, or somebody else is better at than us. I mean, my hips are pretty flexible. My shoulders are not. I mean, it’s it’s wild how much my shoulders are not flexible. So everybody has the place that they’re at and it doesn’t matter where other people are. And that’s the beauty of doing yoga with Whitney. And I’ve done some stuff online too, and I’ve taken a yoga class here or there, but my yoga classes with me, which is why I have her come to my studio, is that it’s fun, it’s judgment free. She’s working with you. She’s, you know, coming around and making sure that, you know, if your body can’t do this or can’t do that, she is helping you with it. If you can do more, she’s helping you with that. So it’s it’s a wonderful experience to just whole body pay attention to it.

Sharon Cline: Giovanni. Who’s your ideal client?

Joanie Chamberland: Somebody who actually wants to train and learn. I it’s not a place that my gym. I mean, we do, like, laugh and like, kid around, but I want somebody there who is enjoying it and is there because they want to learn more about jiu jitsu, but also just being a better human being and being the better version of themselves that they can be. Because we do have, um, the number one thing on our wall says choose love and, um, and everything there is, you know, you are choosing that love for yourself, for others, for your body. So growth not perfection, right? That’s what we’re looking for is the other one that’s going up. And so I want somebody who’s excited to be there, who wants to learn, wants to train, wants to help other people get better because we do partner, you know, newcomers with somebody who’s been training for a while so that they don’t get injured in most places, like you’ve been training for a while. You don’t want to go with the newbie, but I’m like, if you don’t go with the newbie and get them good, you’re not going to have more training partners, you’re going to quit, they’re going to leave, and then you got nothing. You know, if you break your toys, you don’t have any more toys. So for me, it’s just people that are excited that want to be there. They want to learn jiu jitsu. They want to cut up with people. They want a good environment to grow as a human being and help others grow.

Whitney Avrit: We have a saying in dance that kind of piggybacks off of what you’re talking about. It’s, um, hard work beats talent when talent won’t work hard.

Joanie Chamberland: Yep, that’s a great one.

Sharon Cline: You both are talking about how important it is to be present. And so where do you find themes that were not present in your lives? The reason I ask that is because I future think all the time, okay, after this I got to go here. But here when I’m really, really present because I can’t fake listen or come up with questions on the fly, I’ve got to really be listening. There’s no list that I just like, so it slows the world down a little bit for me. And then I leave here feeling different than when I came in. And that’s how I feel when I’m on a motorcycle as well, because I have to be very present. You’re using all of your limbs. You are. For me, I’m always defensive riding, you know. Do they see me? Do they not see me? Where am I going to go if they don’t see me kind of thing? And I mean, there’s a lot of fun too, but I’m very present. And that’s one of the joys I have about riding is, is that I can’t do anything else. I have to really just be. And so are you. Have you found that there are lots of themes in your lives where you see that when you’re doing your practices, you are very present, and you are different in those moments than when you’re not right?

Whitney Avrit: No. I love that you kind of went into an explanation, and I think it’s super badass that you ride motorcycles. Like, I just want to I just want to iterate that again. Like, you’re so cool.

Sharon Cline: Oh, my God, I am just kidding. No, I keep telling my kids that you’re so cool. Thank you for saying that.

Whitney Avrit: Like I’m kind of jealous.

Joanie Chamberland: Person is the one that doesn’t like motorcycles.

Sharon Cline: No, thanks. We all have our strengths, right? We all have our interests. I don’t do Jiu-Jitsu. You’ve invited me to self-defense classes, and I’m like, mm. I might be busy this weekend. I might be riding a motorcycle. Right? Exactly. So I appreciate you being, like, inviting me. So, yeah, there are things we all like, but thank you for saying that. It’s very sweet. I think you all are badass as well, in different ways, you know.

Whitney Avrit: Right, right. Um, so to to answer your question, I think what allows me to be so present is because I think I’m an overthinker, I worry and and it’s like I was talking to my husband just the other day about, uh, scheduling something like in in August, like, it’s February, you guys. And he’s just like, he’s just like, Whitney, where are your feet? Like, we don’t need to worry about that right now, you know? And so I think I think it comes from this, this okay, I have to fix the future and I have to make sure that I blah, blah, blah, blah, whatever it is. Right? Just just worrying about things and so being present really allows me to escape the worry, escape that part of my mind, that mechanism that likes to take over, you know, it allows me a moment or two or an hour or whatever it is to exercise presence and mindfulness. What do you think?

Sharon Cline: What do you think, Giovanni?

Joanie Chamberland: So I think part of the question you asked is how we know we’re not in the present.

Sharon Cline: Sure. I come up with questions and sometimes really convoluted way just to let you know. I know what I’m trying to say, but it takes me a minute to get the whole meaning. So thanks for your patience.

Joanie Chamberland: The same here. So I would say, you know, to answer that question of like when I know that I’m not in the present is boredom. If you’re bored, you’re not in the present because it doesn’t matter what you’re doing, you should be fully involved in what you’re doing. And so I think a lot of it, too, is that we all did the school thing that, you know, I don’t think is the way to go. I don’t think anybody is wired to do that. But we were for all these years forced to go to school. You’re learning all day, you’re being force fed information all day. And you’re, you know, just constantly getting new info. And then here we are as adults and it’s like we don’t go to school. A lot of people don’t do anything to further their learning. And but they look at their health like, this is important. And I tell people all the time, the thing about jiu jitsu that’s great is that it doesn’t feel like a workout while you’re doing it. Maybe in the very beginning if you’re very, very out of shape. But it’s not the same as like, you got to go in the gym and I got to find the exercise and you’re just doing the same thing over and over. I don’t understand how people can lift weights all the time, I just don’t. I mean, even when I used to lift weights, I have to do it with someone. And we’re having like, some kind of, like, big conversation while we’re doing it. Right.

Whitney Avrit: I turn my, like, weightlifting stuff into breathwork exercises 1,000,000%. Like I’m inhaling as I’m contracting. Just to to.

Sharon Cline: Distract your head from what you’re doing 100%.

Joanie Chamberland: Yeah. And just to. It’s too boring. Yeah. There’s just it’s mind numbing, right? I mean, oh, wait.

Speaker4: Heavy lift up.

Joanie Chamberland: Like my weights pushed.

Whitney Avrit: Back some listener mad right now.

Sharon Cline: It’s okay.

Joanie Chamberland: It’s it’s important. I mean, listen, I want to be strong, so I do it too. But I can’t just do that. Like. And I know a lot of people who lift weights. They got podcasts on. They got something you can’t I mean, it’s it gets monotonous. And kudos to the people who can do that monotony for so long. There’s only one thing I’ve done for more than a few years, and it’s jiu jitsu. Everything else has lost my interest. And so for me, it’s like when I know I’m bored, which means I’m not learning enough. And I think that’s something that we miss is we’re not learning. And so whenever you’re doing jiu jitsu or yoga, you’re either learning about jiu jitsu or yoga or yourself in those moments. So and you have camaraderie, the people that are there with you also going through something that you know they’re having to learn about themselves or others. So you’re constantly growing as a person. It’s not just, well, my muscles are getting bigger or and for those people that are being offended right now, please don’t be. There’s nothing wrong with weightlifting. For me, it’s not enough and I wish I could. Same thing with eating enough calories. I mean, I eat a lot and it’s like, man, so those people have to eat all day long nonstop. And so it’s that’s how I know I’m not present is if I’m bored. Right. And when I’m doing jiu jitsu, the trust me, there are times where I am bored because I have been training for so long. So people look at me, you want a role coach? I’m like, no.

Joanie Chamberland: And then I have to remind myself like, oh, it doesn’t matter who I’m going with, I can learn something or I can make fun of, like, I can have a fun time while I’m doing it, even though it’s not really challenging. And so, like, I have different people at the gym that have, um, physical disabilities, mental disabilities and or like if you’re going with a child, right? No, they can’t beat me. They don’t have technique to beat mine. But I can still make it fun, and I can still put myself in positions that I want to try to escape from or pay attention to what their movements are going to be. So just because you’re bored doesn’t mean that what you’re doing is the wrong thing. You just have to find a way to look at it. In a sense, that’s going to put your mind there. Because trust me, I could roll with somebody and be thinking about what I have to do tomorrow and whatever, and they wouldn’t even know it. I’d still be beating them and still be doing exactly what I should be doing. But I’m bored and I’m not there. So then I have to tell myself, like, oh wait, do something to make it fun. So people always look at me like you’re always smiling when you’re rolling. And it’s like, because I choose to have a good time with what I’m doing so that I can be here with what I’m doing. Does that make sense? 100%?

Whitney Avrit: Like in yoga, we have a concept called the beginner’s mind, right? No matter how long you’ve been doing something, you know, approaching something like a beginner, you know, with that that eager mentality. So I think I think that’s really cool that that you said that.

Sharon Cline: And, you know, it’s funny, we talk about how important our minds are to be engaged and to and to frame things in the right way to enjoy it and get the most out of it. What a fight I have on my hands with my mind. I mean, there are so many things I have to do, and I’m like, so one of the things that I think it’s ridiculous, okay, it’s a first world problem. And it’s, it’s it’s a game I play with myself. But like, emptying the dishwasher is like so boring to me, right? And I’m like, I want.

Whitney Avrit: Can AI do that for us?

Sharon Cline: And it’s something small and mundane. But I was thinking about it yesterday, um, because I did it last night and it was I was about to go to bed. I’m like, I don’t want to do it in the morning, I’m just going to do it. But I challenged myself to empty it as within a certain time period. So like that’s the way I get through it, right? Because otherwise I’m just so annoyed at the boringness of it. However, there are a million people who would love to have a dishwasher to empty, so I know that I’m doing like a I don’t know, I don’t I’m not framing it in terms of gratitude of that I get to. Instead, it’s a half two, which is my issue to work on.

Joanie Chamberland: Which is funny because I was going to be like, try not having one.

Sharon Cline: Yeah, I know exactly. Try not having a house or dishes or I mean, there are a million things and I do have moments where I am very grateful and, you know, very happy to do all of the things that life brings. But there are times where I have to play a game with myself in the same way, in order to get through it. There’s there’s a.

Joanie Chamberland: Ton of research on that anyways, though, and a lot of stuff I’ve learned in the business classes I’ve taken and whatnot is you have to figure out how to master the mundane. Right. How to not make it feel so mundane. Right. How do you get people to do things? Oh, competition. Competition with yourself. Competition with others. Making a team building thing. Like, it’s. It’s all about gamifying. Right. And and there are people that love all the boring things, like, you know, my mentor Joe loves Excel spreadsheets, but, you know, like, I make those because I’m good at doing it and I need them. But like, it pains me to do so, right? And so with certain things, you find other people to do it. Obviously with your dishwasher it’s a little different.

Sharon Cline: It’s ridiculous. It is ridiculous and I know it, but I do it, I do it, I go.

Joanie Chamberland: All right, I got it. So I had to take testosterone at some point. And then my face broke out and so I stopped taking it. But I’m still dealing with side effects from that. And so now I’ve got to wash my face and do all these different things in the morning and at night, something I never had to do in my entire life. And now I’m like a teenage teenage boy. So now I’ve got to wash my face. I’ve got to put this layer, I got to put a next layer. I got to put like four layers in the morning, four layers at night, and two of them are lotion. But whatever, it’s still this whole thing I have to do. So now it’s like, all right, you let the water heat up and then I wash my face, I dry it, I put the lotion on that has to dry. So then I go into the other room and I go, all right, I’ll put out all the utensils. And then as soon as the utensils are done, it’s like, okay, time to go in the other room. And I just like, go back and forth because, like, I understand how the value of like one thing at a time and like, finish one task, but I literally cannot. You have to let it dry. So I would have to just like, sit and look at myself in the mirror.

Sharon Cline: We don’t we don’t have time for that. Yeah, right.

Whitney Avrit: There’s a there’s a Zen Buddhist saying that I kind of that kind of reminds me of what we’re talking about. And it says before enlightenment, chop wood, carry water. After enlightenment, chop wood, carry water. Like we’re not. We don’t get to escape our humanness. Even. Even if we don’t necessarily love a task.

Sharon Cline: There are times where I’m ungrounded and I’ve gone through something difficult that when I have my mundane tasks, I’m grateful for them because they ground me again.

Whitney Avrit: That’s beautiful.

Sharon Cline: You can.

Whitney Avrit: Get there like.

Sharon Cline: Oh yeah, no, I need it.

Whitney Avrit: There’s a part of me that’s like.

Sharon Cline: I gotta know. There are times when I get to take a shower. No, there’s something about, um. I like routine and familiarity. And so, like, sometimes when I’m on vacation or something. Um, I, I’m ungrounded because I’m not in my normal space and I’m in a new experience. I’ll go into a grocery store because that’s a very normal place. Or, um, I’ll find something that’s very familiar so that I get grounded back in my myself.

Whitney Avrit: It’s like 100% self-care right there.

Sharon Cline: Yeah, it’s funny, because I was visiting my mom and they’re like, in the Midwest. And I went to target and I was like, oh, okay, I know who I am. Again, just for a little bit. I felt a little like, I’m not in my normal routine. I’m not making my own food. I’m not working. It just I get ungrounded very easily. But so to find something that I know very well, um, helps me. And it’s the same with an emotional thing that I’m going through. If I’m going through a tough time sometimes just laundry and taking care of what I know that I can control and take care of is meditative to me and grounds me again. So there are times where it’s great and I love it and can’t wait. And then there are times where I’m just trying to figure out how to appreciate where I am, and I like that. We talk about how important it is for that appreciation to be associated with what your body is doing and going through, because the strength that you have to have to perform the different tasks that you’re asking is something that you can look at from like third party and see yourself being strong. You know, I am able to do this as opposed to the have to the I appreciate what my body can do. I am strong. I can defend myself, I can fight, I can stretch, I can ground into myself.

Whitney Avrit: You’re doing yoga and you don’t even know it.

Sharon Cline: Oh, funny. Just as long as I’m not in a happy baby pose. Right? It’s so funny. No, but thank you. Well, I mean, maybe mentally. Yeah. Physically? Exactly. Well, that’s. My whole life is right here in my head. So that’s what I deal with all the time. Playing games with myself. All the time to get through.

Joanie Chamberland: But the thing is, it’s it’s about like the more research I’ve done and it doesn’t matter. The book. What? Religion. Not religion, science, math, yoga it doesn’t matter. Everything that I’ve read and talked to about people with is it’s all in your perspective, right? Like, you could choose to see ten good things, or you could choose to pick the 12 good bad things. Right? You could choose to see. And a lot of times people fault me for not choosing to see the bad things. I’m like, there’s a reason I do that because there’s no point. Those bad things happen that they are. Let me choose to see the good things and move on with my life. And so it’s all a perspective, because even when I was telling you guys, like, if you’re having bad thoughts or, you know, the negative self-talk, everybody understands that. But, I mean, I’ve competed before and I simply thought, I’m hungry. And then we just kept going and all of a sudden I’m like, oh my gosh, I’m in the middle of a fight. Like, right. And just a thought like that. Like it’s not a negative thought. Like she landed on my stomach and I felt it growl and like.

Joanie Chamberland: And I literally thought, I’m hungry. Right. And when I think that not only did I pause, I moved backwards as she’s moving forward. And it’s just like, oh my gosh. So it doesn’t necessarily have to be negative, but that is. Literally, you’re no longer in the moment right now future thinking. Right? I’m thinking about oh. The food I’m going to have after I leave here. If you guys know anything about me, I love food. And I’m constantly eating. So, you know, it’s it’s preparing first and then choosing to see the. Things and changing that perspective and that and it you know, I used to go oh it’s more. It’s it’s easier said than done, you know. But like I don’t choose to believe that anymore. So. I’d say, you know, it’s, it’s harder said or it’s easier said than to do, but it’s really not. It just is a matter of choosing it, choosing to look at it in that side of things, choosing to look at it from the positive side. Choosing to choose love, right? Everything is a choice. And that’s a big problem we have in society. Is people think they don’t have a choice.

Sharon Cline: Reaction as opposed to yeah, taking a moment and really thinking about what they want as a result. Yeah. And our mind isn’t there.

Joanie Chamberland: Yeah. And our mind isn’t there to make us comfortable. It’s there to keep us alive. And so it’s one of the things, you know, when we do yoga with Whitney is she’s talking about, you know, in this pose, you might have some uncomfortable feelings. Dah dah dah. Do not push them away. Let it go. Like, go through it. Let it go. It’s okay. And that’s something that we constantly do, is our brain is like, no, no, no, this is uncomfortable. Stop. Don’t think about this. And it shifts our perspective. And what is just like, no, the perspective is there. Let it happen. Continue.

Whitney Avrit: It’s okay to be present with that feeling, whatever it is. Because a lot of those postures, you know, they contract you or especially hip openers, um, because we hold a lot of stuff, um, energetic stuff. Right? Unresolved stuff in our hips. And so you start getting into deeper hip stretches. Excuse me? You start getting into deeper hip stretches and sometimes an uncomfortable memory. Boom. It’s right there. It’s in your face. Or I’m. And like, this, um, kind of a rite of passage in yoga is to cry when you’re doing your middle splits, you know, every everybody listening right now who has been in middle splits and cried in a yoga class like I my heart goes out to you because it comes out, you know, and sometimes, sometimes you don’t know why you want to cry. Sometimes the memory isn’t necessarily there, but the emotions do pop up and they creep up and they come out and like, we have to feel it. You have to give it a space. Because if you do not give it a space to be, it’s going to go right back where it was.

Sharon Cline: I had taken. I had taken a Krav Maga class, and I took four of them with Atlanta Krav Maga, and they were great. So two out of the four classes, I lost it and had to go in the back room and just cry and cry and cry, and it was horribly embarrassing. But they were very kind to me. And they said, this happens all the time.

Whitney Avrit: That’s why I don’t do Jiu-Jitsu, because I’m scared of what’s going to come out right.

Sharon Cline: So I didn’t expect any of that. But I grew up with a very traumatic I had a very traumatic childhood and so physically and emotionally. So what I didn’t realize is that it’s just under the surface. Um, because I’m, I’m standing in front of a man who’s about to put his hands around my neck so that I can learn how to get out of it, and we’re all just kind of chilling there for a second until they tell us to really do it. I’m gone. Right. I’m not.

Whitney Avrit: There. You’re somewhere else now.

Sharon Cline: Yeah, yeah. And I can’t handle it or process it. And I only have had that happen very few times, but 50% of the time in Krav Maga, right. And so it’s a shock to me that I’m able to access. It’s still shocking to me that I’m able to access a trauma like that so easily when I know that it’s not really this. This man doesn’t know me. He’s not going to try to hurt me. We’re in a class. He’s going to stop, right? But that doesn’t matter because my body believes that I’m under attack.

Whitney Avrit: And so. Right.

Sharon Cline: I could have gone back and processed through more because clearly there’s there’s an issue, but it was almost just too much for me at the time. I just couldn’t take it. I mean, I it would be hours of, of a mess until I can just like process, like I’m driving home and just like, oh my God. Right.

Whitney Avrit: And you’ve got, you’ve got to listen to all the songs. Oh, right.

Joanie Chamberland: Whitney has this online yoga subscription that you could do, and you could do it at home and.

Sharon Cline: Release that at home and not be traumatized in front of other people. That’s awesome.

Joanie Chamberland: Yeah. You know, and then you wouldn’t have to drive. But because it does help. And the thing too is like, this is the problem is that we, you know, everybody puts up this mask like they don’t have pains and they don’t have hurts. I’m claustrophobic. I’m claustrophobic. And I’m a second degree black belt in jiu jitsu. And I’ve done so much jiu jitsu now that I can stop people from making me feel that way for the most part. But when you’re tired and you’re not really there. And that’s the thing about being present, what you’re doing and and one of the reasons I do not train when I’m angry, like people are like, oh, I go there to release steam. No, I don’t, because I don’t want to hurt people. So I just don’t fight. I dead carcass when I’m mad, so I don’t train when I’m mad, I actually dead carcass.

Sharon Cline: I’ve never heard that phrase.

Joanie Chamberland: Yeah, I just don’t. I literally just like a cockroach, you know? Like I just don’t fight people, okay. And which makes them more mad, which, you know, kind of ironically feels good to me because I’m mad, you know? But it’s not how I want to ever be in my mind when I train jiu jitsu. So it’s something I’ve learned about myself that I just I don’t train when I’m that way. But like, if you’re really tired or you have a headache or maybe you’re out of breath from whatever, right? So you’re not thinking clearly, and then somebody lands on you. I mean, it’s been years now. I’ve been a black belt for six years. I think the last time I had like a claustrophobia where I cried. I was a brown belt, but, I mean, a really good friend of mine landed on mount right when I went to take a breath, he landed on my lungs so no air came in and immediately starts crying, you know? And it’s like, that’s embarrassing. I’m still black. I mean, I’m still a brown belt. Like, it’s still been training jiu jitsu for nine years. So there’s a lot of things that are, you know, and it’s not some kind of trauma.

Joanie Chamberland: Nothing happened to me to make me claustrophobic. I’ve just been claustrophobic in my life. Like maybe when I was super little and don’t know it, but nothing that I know of. So it’s one of those things, like you said, when you’re getting in these poses, sometimes you don’t know what that thing is. And sometimes there are things that, you know, it took me years to work through not being claustrophobic. And now what I’ve worked through is when I know that I’m in a certain space in my mind that I can’t be fully present with the sport or man, if our egos are there, like I cannot train with a significant other that’s better than me at jiu jitsu or like can beat me because they’re stronger, because I want to be able to give them enough. And if I can’t give them enough to get them pushed, then I feel less than. And so I already know, like, I can’t do this right like that. My ego can’t handle it because my ego thinks I’m a 225 pound man, like, like shredded. And I could just, like, push somebody off me, but I’m not. I’m 130 pound female.

Sharon Cline: But the fact that you are aware that you can’t is a big deal. You know, the fact that you already know that about yourself. I feel that self-awareness is is impressive, right?

Joanie Chamberland: But that’s the thing that’s hard to shake. That is my number one biggest ego thing. And it’s like, you know, the whole thing with jiu jitsu is like, leave your ego at the door, blah, blah, blah. I do a great job of that. But the one thing that I can’t is I think I am a 225 pound man. Like, I cannot help but think that I can just push somebody off. So when I go to move someone or I get manhandled, Nothing makes me more mad. And I have to go. Nothing’s changed. These guys are just as strong as they’ve always been. Just now you’re getting ready for a competition, you know? But that’s still a skill that took me many, many, many years. And I’m still not immune to it. Like when he said, you know, we’re human, we live in the human world. We’re going to continue to face these human things. And so it’s just how long it takes us to realize that that’s going to happen.

Sharon Cline: What you’re talking about is like, I’m imagining you on a mat and like, crying or something that.

Whitney Avrit: I can’t even.

Sharon Cline: Picture it. I know it’s very it’s counterintuitive for sure. Yeah. But but what I like is that you’re just kind of honoring the human side of of yourself. And I think the more I can normalize that for myself, then I don’t have as much judgment about I become somebody different. I it’s trauma, it’s unresolved trauma, I guess.

Whitney Avrit: Right. And I like that you that you touched on like it’s right there. And Giovanni like you know when you’re faced with something like it’s right there, you know. And like, you know, the yoga practice and the yoga mindset allows for space for that. You know, uh, similar to me, I have a lot of, like, neck trauma, um, from childhood and stuff. And so I got to a point where I could not take a hot yoga class. I love hot yoga. You know what I mean? Like, let’s sweat. Right? Um, but I got to a point where I couldn’t take hot yoga anymore because I couldn’t take the humidity. Because I couldn’t breathe, you know? And that’s. I had a teacher tell me one time that that’s yoga working. When you’re uncomfortable like that and you are pushed to deal with you, you know, and really deal with, with the innermost yucky stuff that really we don’t talk about and don’t go share, you know, like that’s that’s when yoga’s really doing its work. That’s when you’re breathing really comes into play. That’s when you really harnessing your inner self, really comes into play. Is those moments.

Sharon Cline: Again, it’s just the surface side of it. I’m going to go take a yoga class and have a great day, but there’s so much more that can be accessed in jiu jitsu the same way. Um, if you’re if your mindset is or if you’re framing it in a way that you can grow your spirit as well as as strengthen your body and your mind and, and the mental part of it.

Joanie Chamberland: Well, and one of the things you know, for you all to think about, I grew up with boys. I grew up with boys. And I actually I didn’t start my period until I was 16, so, like, I didn’t cry ever. I remember one of my brother’s best friends trying to make me cry, and my neighbor coming up and be like, are you trying to get her to cry? And he’s like, yeah. And he was like, good luck. That’s one tough beat, you know, like ain’t going to happen. And then at 16 bam going through all the female hormones and all that.

Sharon Cline: Right.

Joanie Chamberland: Poor thing.

Whitney Avrit: And and so if somebody’s crying at our house somebody was hurt.

Sharon Cline: Yeah I like.

Joanie Chamberland: Crying is like, was like the most embarrassing thing ever. Right. And I hated it so much. And so like, for y’all to be like, oh, I don’t see you crying. I probably crying more as a black belt on the mat than any other rank, because it’s just like, God said. I’m like, you know what? Like, this is where I’m at. There’s nothing wrong with it. Like, man, I got texture issues and this thing’s bothering me. I just need some time to, like, chill out and then we can continue, right?

Sharon Cline: You’re honoring your humanness, I love that.

Whitney Avrit: Do you feel like that’s part of, like, um, the the maturity process of of us too? Because. Because I find that, like, in my older age, I’m 41 that like, I, my physical body and like how my mind deals with that is just less tolerant because of the things.

Joanie Chamberland: We’ve stacked it on for so long. I mean, there’s a breaking point for everybody, right? So now I’m just like, instead of getting to a breaking point, let me just go ahead and let this out now. Right. And if somebody’s going to look at me, what are you going to do? You’re going to laugh like you don’t cry. You’re going to laugh like you don’t have child tantrums. You know? You know, we look at kids like, oh, I can’t believe they’re having a tantrum right now. It’s like adults do the same thing. They’re just much worse about it, actually. And then they try to act like they didn’t have one. At least kids don’t do that, you know? So I’m just.

Sharon Cline: Overt. They’re overtly upset as opposed to, wait, why did you say that passive aggressively to me or something?

Joanie Chamberland: Yeah, they’re just gonna do it. So it’s just I got to the point. I’m like, you know what? Like I can sit here and try to hold it in. And of course, there are certain times I’m not just gonna, like, flat out cry all the time, but like, with the right people or like, let me finish this round out and then let me go sit and just, like, take care of myself, you know, like going to the bathroom or my office or whatever. Because, like, the reality is, if I don’t do that, especially with such a close sport, if somebody hits you in the head or in the face, like it immediately makes you mad, right? I can love it’s an accident. I know it’s an accident, like. But just give me some space so that my human nature of getting mad and got hit in the face can, like, do its thing and go away so I can look and be like, I’m not mad at you. And I’ve gotten poked in the eye so hard by some, like, brand new person. He’s like, she’ll never roll with me again. I’m like, no, I just need a second. And then I come back and I’m completely fine and we’re having a good time. We’re laughing, my eye hurts, but whatever, because it’s a full contact sport, like it was an accident. But if I didn’t take that time, and I just kept trying to push through it because I’m tough and I’m a black belt, well, then I’m probably going to be mad, and then I’m gonna start rolling a certain way towards that person, and then they’re going to get. It’s just like even unconsciously.

Sharon Cline: Right?

Joanie Chamberland: Let me not do any of that. Let me just go over here and cry my eyes out. Don’t rub it, because that makes it worse. And then when it feels better, come back and continue rolling. And so that’s the thing. And that’s also from, you know, Whitney saying when we’re in these poses like it’s okay. Like don’t try to push that thought away. Just let it do its thing and go through it and it’s fine. And so it’s like I just use that same principle in jiu jitsu. Like okay, we all have moments. We all do. And if you say you don’t, you’re lying and why. And then you want everybody to understand you and hear you and feel you. Well, they can’t because you’re pretending like you’re this robot that doesn’t have any of these other things that they have, right?

Sharon Cline: The embracing of just the human side of us is so important, because I think shame rules the world.

Whitney Avrit: And I totally agree.

Sharon Cline: Yeah. And there are people that disagree. You disagree? What? Jiu jitsu rules the world. What rules?

Joanie Chamberland: I think love does. Oh, sorry.

Sharon Cline: Okay. Yes. Love is stronger than shame. I would say shame has a very big hand and a lot of the darker forces in the world, if not the biggest hand in the darker forces of the world. But what you both are talking about is embracing that part and kind of accepting and not worrying about it. And I wish that was more of a pervasive theme in the world.

Whitney Avrit: Right, right. I think it’s easier to because we all want to be heard. Right? You know. And so I think in our in our pulls and pushes to be heard and to be validated, that sometimes we end up shaming each other. Right? And then sometimes, you know, if some, you know, if you are around, you know, an abusive person, you know, then that abusive person has to shame you because they are riddled with it, right? They they bleed shame, you know, all over the people who who they are. You know, they say they’re trying to love, you know. And so I think it’s I really agree with you that it’s like one of the, one of the biggest, one of the biggest things, you know, that that kind of have this driving force, you know, and even even with your story with, with Krav Maga, you know, that I.

Sharon Cline: Was ashamed, you know, that I was I was embarrassed. Yeah.

Whitney Avrit: That that person who who, you know, harmed you, that brought out that that feeling in that moment, you know, and then and then you’re like in public and it’s like, oh my gosh, I didn’t want anybody to know this about me. You know, it’s just like it comes up. It creeps up.

Sharon Cline: What would you like to say to potential new clients? What’s something that you think they wouldn’t know that would be important for them to know?

Whitney Avrit: Just start. Just start. You don’t have to know all of the answers today. You know, you don’t have to have your backpack packed perfectly with all the things that you’re going to need. Like just just begin. Like it’s okay to begin and have zero skills. Ask me how I know.

Sharon Cline: I like to think I’m imagining someone maybe not wanting to feel, you know, process things. Um, maybe aren’t really wanting to go on that journey. They can still benefit from the physical side, right?

Whitney Avrit: Absolutely. And I like to and yes, we have the physical postures too, but especially like on my social media and stuff like that. Um, we dive into the different principles of yoga and really it’s just meant for food for thought, you know, if they want to contemplate it, great. You know, I usually have a theme every month, like the theme for February has been aparigraha, which is non excess. Um, and non excess means a lot of different things. Um, and especially like in our culture, you know, we have we typically have an excess of stuff, but we also have an excess of mental chatter. We have an excess of um, you know, pushing wants and wills. And we have an excess of thinking that everything has to be perfect all the time. And so, so like for me, like I try to whatever the theme is like, I try to live it for 30 days, you know? And so like for me it’s like, where’s there, where is there excess in my life? But it also allows me to see where there’s not enough of something, you know. And so that’s and I like to share, you know, some of those, you know, different epiphanies that, that I’m going through. And if that ends up, you know, lighting a light bulb in somebody that that allows for them to better themselves and for them to take the reins in their own life and to to make something better or to, you know, change something about themselves that they’ve been wanting to. Then I’m ready. Let’s do it.

Sharon Cline: What did you learn this month about excess?

Whitney Avrit: About excess? Um.

Sharon Cline: Is this too personal?

Whitney Avrit: No no no no no no, we’re gonna go full vulnerability.

Sharon Cline: Oh, gosh. Okay. I’m ready.

Whitney Avrit: Vulnerability. Um, so. So what I learned about myself, about excess is that I, um, I really depend on the others that I love and my environment for my personal safety and for my, um, uh, like to feel accepted, you know, and so, like, okay, like, if I don’t have them to do that, if I don’t put that excess on them, you know, how am I standing on my own two feet? And that’s really empowered me to say, you know what? I can I can love me different. I don’t need all the excess validation, you know, I can I can do this for me. And that’s that’s new for me.

Sharon Cline: And you wouldn’t have known if you hadn’t had that as your theme. Boom. Interesting. I love it too, because, like, you’re willing to, um, again, it’s that willingness to be vulnerable and be real with yourself and not have this shame of, oh, don’t look over here. You’re willing to look at it all and and willing to make an adjustment that feels more congruent with who you are, right?

Whitney Avrit: And who I want to be like. I want to like myself, you know.

Sharon Cline: Do you do the thing ever, either of you, where you look in the mirror and tell yourself that you love you, love you?

Whitney Avrit: There are times. There are times. Do you do.

Sharon Cline: That, Giovanni?

Joanie Chamberland: I’ve done the high fives in the mirror. Part of the high five habit thing to help other people. Um, but I just wouldn’t say that I don’t love myself. So that one, like the the negative self-talk for me was very difficult to pinpoint where I do it. Um, and so for me, it was the it took me a long time to realize where I talked to myself negatively, because it just wasn’t really my focus wasn’t on me in that sense.

Sharon Cline: Yet you were talking about how you have a positive mindset and you choose to have one. I’m the same. I have a positive mindset and I choose to because I know what it’s like to not and the world will be the same. It just depends on how I want to look at it. And I choose to see the good and and then I tend to see more good. But if I choose to see the bad, I tend to see more bad.

Joanie Chamberland: Well, and that’s the thing, you know what? And I wasn’t just trying to be a contrarian to you, saying, you know the thing about shame. Oh heck.

Sharon Cline: No. And this, this show can be that. We can. We can throw down if we don’t, if we don’t ever throw down here. But we can’t.

Joanie Chamberland: But so the you know, one of my big things that I’ve really been focusing on is that there’s, there’s two paths, right? There’s the path of fear. And the path of love and shame is part of the path of fear. And and the reality is, like both choices are scary and only one can lead to good. So, you know, when people ask me like, well, how can you choose that thing? What if you get rejected? Or what if? Well, I could just choose to reject myself, or I could choose to go ask and think that I’m worthy. And if this person says no, it doesn’t make me unworthy. It just didn’t work with that person and then move forward, right? Or I could go there and they say yes, and then there’s no rejection. But the only choice that leads me to good outcomes is love, right? So I used to think, oh, there’s not a lot of good people. And but I’ve chosen now to go. There is actually a lot of love, if that’s what you’re looking for. And so, you know, as much as shame, I think shame does rule a lot of people. I’m willing to just say that it’s still love. That’s the biggest influence of all right. Because there’s so much love out there. We’re just not getting to see it as much. And so, you know, that’s what I meant by I still think it’s love. And the difference is that love radiate is so such a high energy that it doesn’t try to pull you to it. Like it just is. We all know it’s the greatest feeling. Whereas shame has to do all these things to make you stay in such a low, in that low vibration, in that vibration. Nobody wants to be there, right?

Whitney Avrit: It needs the mental chatter to remind itself that it’s still shamed. Yeah. And it’s still bad. Yeah.

Sharon Cline: But the surrender. There’s a surrender. When you’re talking about love, you want to be part of it. Um, as opposed to feeling like you don’t have choice. To me, if you’re not in touch with yourself, it’s very easy for shame to make you feel like you don’t have any other choice. But I love that idea of I can choose to move towards something that feels so much better, so much higher joy.

Joanie Chamberland: Yeah, exactly. Sustained sense of of happiness. Right? Like, lasting happiness would be joy. And so, you know, um, it’s this thing of just getting people to see that there is a choice, right? That’s that perspective. There’s a choice. You have a choice. Right. And and honestly, the the higher level you get at anything, whenever starting something new, you don’t want to start at the beginning, right. Like that’s it’s embarrassing. It’s awkward. It’s whatever it is. Right. And it’s been a long, long time since I’ve been a white belt in jiu jitsu. And people always ask me, well, how did you feel? How did it? And I’m like, I the one thing I still remember it being a white belt is there’s a big window in front of where we’re doing our warm ups and it’s it’s so awkward, like people are gonna look at it and be like, what the heck are they doing? And like, these are like fundamental movements to jiu jitsu, right? And I still, as a black belt, remember being like, people are going to look at us and judge us. And but like the biggest reality is like, I don’t care. And I never really have, thankfully. But it’s the same thing where Whitney was saying, just start like we’re all the same. We are all afraid of the exact same things. Rejection is the biggest one, right? Why don’t you? Why do you feel ashamed to go in there, will.

Joanie Chamberland: They won’t. They won’t want me because I’m not good. They’re going to laugh at me because I’m not. Yeah, because people are afraid of rejection. Because we are meant to be in community with each other. Right. And so, to quote the amazing Finn and Jake from Adventure Time, the first step to being a sort of good at something is to suck. So, you know, like, you’re gonna you’re gonna suck. It’s not, you know, and and the thing is, as as kids, we don’t care because we’re not so worried about what the world thinks about us, right? We’re just doing the things we need to do. So we suck all the time. We suck that walking, we suck that crawling. We suck that talking. We suck that all of those things that we can do so easily now, right? And so it’s so scary to suck at something like guess what? We we all suck when we first start. And if you’re naturally gifted at something, trust me, you’re going to end up sucking later on. Which feels even worse for those people, right? Right. Like, that’s why they get really beaten down. They quit. So that’s the the quote that Whitney said about the talent, right? Like the people that come in and are super talented and don’t work hard, once the people that weren’t talented, that work hard, catch up to them, they don’t go back below them.

Joanie Chamberland: And those people that were good in the beginning, they fall off because they can’t handle the pressure of like, oh my gosh, this person is better than me now. Yeah, because they’ve been working out, working hard the whole time. So trust me, you’d rather just suck at the beginning, suck at the beginning like everybody else, and move on. And if you do go in and you’re pretty good, keep it in your head that it’s not normal and good. Be thankful for it. But keep working hard because at some point there’s going to be something that happens. You’re gonna be like, this is way too hard. And it’s your mental toughness and your ability to see the the perspective in the right place to go. Oh, this is normal. Let me go through it. And that’s the biggest thing, is I think people are just like, nobody is like me. This isn’t normal and like it is normal. Actually, you’re like everybody else. Trust me, I know know my story is different. Sure, everyone’s story is different. Yes, but you are just like everyone else. We are literally all the same. So if you want to feel seen, heard and understood, like that’s the best way to feel seen. Heard, understood is to realize you’re normal. Just like everyone. You are human just like everybody else.

Whitney Avrit: So be.

Joanie Chamberland: Teachable. Yeah, yeah.

Sharon Cline: Yes, I like that. To be teachable, to be open to to know that you already aren’t going to know it 100%, but be willing to to learn right and not judge yourself because you need to. What would you want your Brazilian jiu jitsu potential clients to know about it?

Joanie Chamberland: It’s not what you think it is for real. Like everybody’s like, oh, I’m gonna have to fight. It’s gonna be macho, it’s gonna be this thing. And they’re all, like, worried and scared and it’s just like, nope. Especially if you come to my gym, I’m going to talk to you just like this, and I’m gonna explain you the same stuff right, and go, we’ve all been there and everybody here knows that, and they’re here to help you get through that part of it. So you can keep growing. Right. And you know it’s intimidating. You’re going to do this. It’s really not I mean, if you want to look at it as intimidating, as intimidating as trying to start talking in other language, none of us really want to do it because we feel awkward, because we’re not going to be good at it. And that’s that was the mindset I had with Spanish. I speak French and English, and I was like, I just don’t want to be like, bad at it. I’m like, what a dumb excuse. Like, what a dumb reason. So it’s the same thing. So if you think, oh, it’s so scary to go and do jiu jitsu because I’m going to physically have to do X, Y or Z, just think about how awkward it would be if you had to go give a speech in a language you don’t speak. It’s just it’s the exact same as uncomfortable. Yeah.

Sharon Cline: It’s just everyone can know what that feels like, too. It’s like a universal feeling.

Whitney Avrit: So when jiu jitsu, you don’t even have to wear yoga pants. You can wear these other cool pants. Yeah. That’s true.

Sharon Cline: Well, before we end, I would like to ask you both if there’s someone listening that wants to get more information about your businesses, where can they go?

Whitney Avrit: Um, Earth movements, dot com. Everything you need is on there. All the links to my social media and my Patreon is all on there.

Joanie Chamberland: And for me, it’s rise up bjj.com B as in boy JJ um, or you could text (678) 685-1737. And one of my lovely front desk workers will help you out.

Sharon Cline: Well, it’s been really fun to talk to you both. It’s a different kind of interview for me, not only having two people, but also two different industries that so are aligned in many ways. And you’ve given me a lot to think about regarding that mind body connection and processing. And maybe that’s maybe it’s time for me to really not be so ashamed about trauma that I didn’t really choose to have happen to me, but, you know, at least be able to process it through and know that I’m not the only one that’s ever experienced that I can do this at home as well and not have to go drive somewhere.

Joanie Chamberland: So what I’m hearing is you guys could actually meet the three of us this Saturday, the first at yoga at Rise Up Jiu-Jitsu. We’ll talk, we’ll talk.

Sharon Cline: We’ll we’ll.

Joanie Chamberland: 9 a.m..

Whitney Avrit: You do not have to wear yoga pants.

Sharon Cline: No, I just.

Joanie Chamberland: Wear sweat pants.

Sharon Cline: I want to thank you both for coming to the studio and being so kind to share how normal it is to feel all of the different feels we have, and not to be ashamed of them, and to use some of that as leverage to help yourself grow. I really appreciate that notion. And also thank you all for listening to Fearless Formula on Business RadioX. And again, this is Sharon Cline reminding you with knowledge and understanding we can all have our own fearless formula. Have a great day.

 

Thomas Wilson with R&H Creative Advocacy and Storytelling

March 3, 2025 by angishields

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Houston Business Radio
Thomas Wilson with R&H Creative Advocacy and Storytelling
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Thomas-WilsonThomas Wilson is the founder of R&H Creative Advocacy and Storytelling, a professional writer, advocate, storyteller, and speaker with over a decade of experience. He specializes in shared storytelling, using empathy and compassion-based care to foster connection and understanding.

Thomas actively engages in community events and champions storytelling as a tool for personal growth, education reform, and leadership development.

Trisha and Thomas discussed the importance of storytelling in business, education, and personal growth, with Thomas emphasizing the need for empathy-based leadership and a shift in understanding how people learn.

They also discussed the flaws in the current education system and the importance of teaching in a way that caters to individual learning styles. Lastly, Thomas shared his favorite story, “All of the Places You’ll Go” by Dr. Seuss, and encouraged listeners to connect with him through his website or show notes.

Connect with Thomas on LinkedIn.

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Houston, Texas. It’s time for Houston Business Radio. Now, here’s your host.

Trisha Stetzel: Hello, Houston. Trisha Stetzel here bringing you another episode of Houston Business Radio. I have the pleasure of speaking with an entrepreneur who is making a meaningful impact in the world of education, gaming, storytelling, and so much more. Mr. Thomas Wilson, thank you for being with us today.

Thomas Wilson: Thank you. I’m glad to be here.

Trisha Stetzel: I’m so excited to have you on. So tell us a little more about Thomas Wilson.

Thomas Wilson: Definitely. So, um, I always say I run our creative advocacy and storytelling. Um, but I also like to say that my story very much starts with stories. I have been a lifelong fan of stories overall and their ability to impact. My inspiration comes from being a neurodiverse youth, from a youth who had his own mental health struggles. And what I have learned is a very common story of when I was very young, before a lot of things kicked in. Being considered a genius, being considered very talented. And then as my life progressed, things changed and my neurodiversity really kicked in. My mental health did, and I dealt very much with schools, um, establishments, businesses that were meant to support people like me, deeming me too hard to work with. And I’m not here to say that I was a saint. By no means was I a saint. Um, but I faced a lot of judgment and worry. And in that time, one of my greatest connections was to stories. It helped me to feel more human, less alone, very connected, but it also really connected me to the idea of what so many people around me wanted, and the power of empathy based leadership, the power of storytelling, and really the power of sharing a story. And I realized not everyone is meant to be a storyteller or advocate or, um, you know, be a public speaker, but that is the heart of what I do. I run events, I do public speaking, I write articles, I run games, all kinds of stuff. We never have enough time in a discussion for me to go over everything I do. But the heart of it is sensory friendly care, empathy based storytelling, and in a passionate and patient mindset. Um, and that’s not just for people like me, it’s for everyone. I always say that that’s for the heart of my community is those youth, those people seeking that. But the best kind of work is always done for all people.

Trisha Stetzel: Absolutely. And if you want more information beyond what Thomas and I are going to talk about, all you have to do is Google R and H creative advocacy and storytelling. You’ll find so much more information about the difference that Thomas is making out there. I’d love to. And I know we’re going to take a couple of topics today. I want to talk a little bit about storytelling, and then I want to dive into the way the way we learn. And I think that that’s really important. And it goes along with storytelling. So, Thomas, why is storytelling so important to to adults? I know as children it’s very important. But as adults, why is storytelling so important?

Thomas Wilson: So I always say that I think it’s just because we are human. Um, storytelling is in its heart and in its core, a human experience. It is infused into our culture, into our arts, into our daily lives, our schools, our TV shows, mediums, everything. Storytelling is as human as being a human being. And yeah, there are a lot of youth that love storytelling, and I think that’s fantastic. But I think for adults in particular, we kind of are taught to move past creativity in a lot of ways. We’re taught stories are for kids or, um, that, you know, if you play or have fun. It’s childish. And I think we as people really need to hone in the idea that as kids, we love to play, we love to tell stories. We love to hear books, read books, all of these things. We love to paint. We love to do everything. And I think the main reason why it’s so important for us as adults is the reason of how much we crave it as a youth, um, in our world. And if it was not a necessity of life, we would not crave it. Um, so many youth. It’s an inherent, natural part of our life. But I think we need to challenge the. You’ve got to grow up mindset by giving up this and acknowledging play. Stories. Creativity. It’s just good for the human mind, body and spirit.

Trisha Stetzel: Absolutely. So I’d like to take it just a little further into business. Why is it important to be a good storyteller in business?

Thomas Wilson: So the first couple of things I can say are kind of generic business advice. Good stories connect us to our communities. They allow us to get on things like this talk on the radio, get our name out there. But I think especially for a business on more of like an empathetic manner or a more emotional manner. Good stories help us to understand how to better serve our community. They help us to understand how to connect to people, and they help us to understand how to get our message out there. Um, those things are so important. I think any, you know, business owner who has a degree of success knows the importance of, like, human connection. But human connection is so often stories. It’s it’s knowing how to talk to people, how to carry a conversation, how to interact and have fun. And as us, as business owners, if we want to be seen as kind, considerate or caring about our community, we have to know how to tell our stories. And especially for those people who are, you know, they don’t have the access, the ability to access a lot of buildings. They are worried about going somewhere and being overstimulating, being able to connect and tell people exactly how you can support them and potentially even gain lifelong clients, lifelong fans, dedicated workers. It really comes down to how you communicate your story.

Trisha Stetzel: Mhm. I love that. So I’m thinking about people who are afraid to tell stories. That’s really what’s bubbling up for me right now. And people who may feel guarded and not comfortable telling a personal story or even a story about something from their past. But I also heard you say it’s about having fun and connecting with people and being real about who you are. So what would you say to people who are afraid to open up and tell their story?

Thomas Wilson: Um, so the first thing I would say is, if you are not truly comfortable telling your story, don’t tell your story. Um, it is a very scary thing to get up in front of people and talk about yourself. Um, I think it’s I think public speaking is still like one of the top fears. I’ve heard it, like, out to death for some people. Um, but in that I would also say, if you do want to tell your story to someone, tell it to the people you trust first. Practice it on bill, utilize it in safe spaces and then if you’re comfortable, I would say work your story down to the bits that you feel comfortable sharing. Like I always tell people, I work very hard to tell my story. Not my siblings story, not my mother’s story. I work very hard when I say there was a significant loss to leave out certain things, as that impacted a lot of people and in a very negative way. And so a big thing for me is honoring the people I love by not broadcasting their life. Um, but in that I also have the elements of like, this is what happened, this has changed my life. And so it’s good to have that ethos, but it’s also good to be protective and honest in our story. And we don’t have to share everything, especially in this digital age where it seems like everybody’s giving away everything There’s a lot of power in sharing the finer points and doing it well.

Trisha Stetzel: I love that, I think that’s fantastic. So stories are a great, a great way for us to build community and to connect with other humans and even connect in business to the people we want to serve. I think that’s so important. But there’s also this whole aspect of learning from stories, which is important. We learn about others and we learn things through the stories we hear and even the stories that we tell. There’s this whole idea of the way we learn that I would love to dive into, because I know you have some thoughts around the way adults learn, and even the way we’re teaching adults. What are your thoughts around that?

Thomas Wilson: So I first I want to say, um, and I think this is something a lot of people can reflect on and appreciate. Um, our understanding of education is very flawed, not just in the United States, but around the world. I think a lot of the time. Like when I learned about my when I think about my first job, I should say, um, I had to sit down in front of a computer, do a couple hour training. Um, I was not retaining information. I was I felt very much like I was being tested, which I was. Um, and, you know, tests aren’t inherently bad, but we are learning how inherently flawed they are towards education each day. Um, but that experience was very unpleasant, and I’ve had to go through that several times. And a big part of that was because I wasn’t being taught how I learned. I wasn’t applying the skills, I wasn’t doing what I needed. But I think for a lot of people, we also come from a system that puts youth into a building, potentially with thousands of other kids. Um, so I from what I’ve heard, sometimes there could be up to 10,000 or more. And then we test them. We give them tons of homework. We have them take multiple classes. We don’t teach them what they want to learn. We create a lot of social anxiety just being in a building. We don’t have people properly staffed and supported as teachers. And then for some reason, all of these flaws that really have nothing to do with how the students are doing, um, gets blamed on the student if they’re failing or doing bad.

Thomas Wilson: Um, and then we look at how hard it is to be a kid. I know there’s a lot of people who challenge like, oh, it’s not hard to be a kid. I encourage people to look through a lens of empathy. If you say that like that’s your gut response. Um, but then we take in social anxiety worries, neurodiversity fears. And then for some reason, that’s what that’s what we do for multiple years for multiple people. And then when we get into the workplace as adults, we’re already traumatized, worried, anxious. The amount of people I talked to who don’t like red ink on a paper because it reminds them of their worry, their anxiety, failing tests. It’s astronomical. And really, all of this is centered in on. We’re not teaching people how they learn. We’re teaching them how they want to learn. And especially when you have a class of like 40 people and you have one teacher or one person doing the training, and they’re just saying, these are the facts, this is what you need to know. You can test it on your own. I’ll come around if I can. That just adds to that. And people learn in complex, different ways. And if people fail that education, it’s not so much necessarily the teacher. It’s not so much that individual, but our understanding of how people learn. And we need to change that and honor the patterns in which a person learns.

Trisha Stetzel: Wow, I love that. So by the way, I just want to take a pause here and allow you to tell people how to find you again. So if they’re interested in having a conversation or want to learn more about the work that you’re doing. Thomas, how might they find you?

Thomas Wilson: Um, yeah. So my email and I didn’t realize how many of these letters sound identical until I made the email and started telling people. Um, but my business email is n d t t rpg. Um, again, kind of a lot of similar sounds. Um, but n d t rpg at gmail. I always welcome questions. I will make sure that my LinkedIn is set up there as well, and given I will make sure that my website is available, you can also find me on Instagram and a couple other things. Although personally I’m not the biggest fan of social media, so I’m not on it a ton. Um, but I love questions. I love getting to talk to people, to explore and have conversations. I think especially as a genuinely empathetic conversation is such a missing art form in the world right now.

Trisha Stetzel: I agree, when you and I spoke over the phone a few weeks back, I knew that I wanted to have you come on so we could have this deeper conversation. I felt like we had this connection because you were so kind and empathetic just over the telephone. And now we get to meet here on video and have a deeper conversation. I want to track back then to, um, teaching the way we learn. So how do we do that? What are your thoughts around allowing people to learn how they learn?

Thomas Wilson: So I think a big first step is communication. Um, I, I’ve had I’ve done presentations where I have bullet points and things, but and you know, it can be hard, especially if you don’t not good on reading on a screen, which a lot of people aren’t. Um, but what I always try to do is one for me. Remove my ego. Um, so often I think the biggest barrier to education is the presenter’s ego. They have to be willing to answer questions. They have to be willing to redefine re-explain, um, and break down things. I always say, you know, it’s not if someone doesn’t understand. It’s not their fault necessarily. It it can be a wide variety of mental and cognitive emotional stimuli, all kinds of things that can impact that. But I think the other thing is really understanding how to communicate in an empathic way, and how to set up a space in a secure manner in which people actually feel comfortable asking for help. I’ve been in a lot of trainings, and I feel like either someone’s just talking at me, or the space is just not conducive to questions. And a lot of us are programed not to ask questions in today’s world. Um, but another big thing, I think it is really also understanding how to listen. I think as presenters, educators, we have to listen. I’m not saying listen to talk, but listening to actually listen. And then when I think we actually carry this out and this is going to be the hardest part, is making sure that you are checking in with people, refocusing, redistributing how you’re giving information.

Thomas Wilson: Um, and I think one of the easiest ways to do that is have your target audience there and offer the education style based on what people are seeing. So, like I do a lot of Dungeons and Dragons, and I work with beginner friendly groups, and I will broadcast that as beginner like a beginner group. And if you want people to learn a certain way, I highly encourage saying like, okay, sensory friendly classroom in the title or in the description Corruption or, um, you know, patient, kind or just like, slow paced, kind of like keywords that really catch the eye. Um, and I would also emphasize each class having that discussion on, okay, we’re going to talk about this. Let’s work together. Let’s have this conversation as we go. And I think the last thing is if you get feedback, change your training going forward based on that feedback, some feedback is going to be outright toxic. Some is not is not going to be conducive. Um, especially as someone who has a lot of his work is influenced by reviews and things. It can be really hard to like take some of that feedback. But I think especially if you place that as like, this is what we’re expecting, this is what we’re doing. This is why you were here, and let’s work together. I think that’s one of the easiest ways to emphasize that feedback is going to be positive.

Trisha Stetzel: Yeah, we need that feedback loop as trainers, as educators. Uh, before we started recording, I said I was really interested in this topic because I spent a lot of my time training or facilitating conversations with adults, professional adults. And I think one of the things that I think I know, one of the things that you said is people are expected. Adults even are expected to learn a certain way. So oftentimes we create our curriculum to be that of the expected way that we would teach. So I love all of the input that you’ve had here on those those things. So what other tools can we use, Thomas, to teach adults?

Thomas Wilson: Um, so I so I love that question because I think it varies very much. Um, I would say the first thing I always recommend, communicate with your audience before you start teaching them. Gather what they need. And it’s always hard to get like, I work with a lot of young youth who have autism, and it’s always hard to convince someone to display like personal information before they’re actually there and they feel comfortable. Um, but I would encourage, um, so something I’m doing, I’m running a class with my local pace center. Um, and what I’ve been doing is constant positive communication, even if that’s just a reminder of like, hey, class is a week out or a few weeks out. I’m so excited to hear from you. Um, I also will implement like, positivity, like positive feedback on what I observed and like being genuinely grateful for people being signed up for something. I also think in that vein, a really instrumental tool that I’m kind of surprised I haven’t brought it up yet. Is a strengths based mindset. Um, we live in a world that is so deficit based, um, and is so just inherently targeted towards groups of people, um, adults, youth, really. We all fit into it. And so many people are met with, oh, you got a 50 on a test, meet me after class with like a negative mark or an unhappy face versus you got a 50 on a test.

Thomas Wilson: How can we help you succeed? How can we make this better? Let’s create a game plan. And so I would say if you can also greet people with that like genuinely do that, that’s huge. Another thing is really implementing the mindset of um, perfection is not going to happen. Uh, another little saying I have is we’re not going to try to be perfect, but we’re going to do our best. It’s really helpful. And the last thing I would say is, um, as you’re teaching other tools that you can have really quickly for the sake of time, um, make sure that you’re highlighting those strengths, that people show that growth, all of that. Make sure that you are representing the people in your class well, on social media, um, on everything you post. And then the other really quick thing is make sure that you are emphasizing to people that their voice matters. And either that’s on social media, that’s after the class, whatever. Make sure you’re honoring that by getting proper permissions, um, in those trainings to reflect that positivity and to make sure that people know that you’re not going to just, like, take photos of them and put them on social media.

Trisha Stetzel: Right? Yeah, that’s a that is definitely a big deal. We need to honor their privacy. I love that you used strengths based mindset. I do an exercise called Areas of Awesome, so I love that exercise. I do a lot of things, Thomas, that I feel are what we would consider maybe juvenile teaching tools like puzzles, games, colors, using markers on a whiteboard, music. How do you feel about those kinds of, uh, teaching mechanisms for adults?

Thomas Wilson: I think they’re necessary. Um, those are we, as human beings, so often love stimuli? Um, there’s a lot of negative stimuli that can happen, but having a fun, creative space, I think is a really powerful way to emphasize and to encourage the idea of a relaxed learning space. The only thing that I have to say, and I’m not necessarily saying this you, but to a wider group of people is make sure you don’t, you know, disregard or make it too child like? Um, I work with a lot of people, um, who are. Who, like, they’re adults. They’re in their 50s, 40s, 30s, whatever. And they show up to someone and something. Someone knows they have a diagnosis and they’re greeted with the hey buddy kind of mindset, or like the removal of the name altogether. Um, the other thing I would say is, like, if someone says something but you don’t catch it and you have those tools, don’t just go, okay, well, we’re moving on. Actually ask that person to repeat again and listen better. Like double down on it. And then with those tools as well, I would also emphasize and this is something I work really hard to do. Um, you know, don’t force them on people. Right. Those tools are great. They’re powerful. They’re they’re fun. But in that, a lot of times those games can become a really, really quick way to like de-age a human being. And one of the key ways that can happen is when someone, especially if they have a diagnosis with something and someone shows up immediately and does it for them. Um, and then just assumes that they did the right thing. Um, and so those are things that I would always add to that. But I think fun stimuli. Fun things, when they’re utilized well, they aren’t absolute necessity.

Trisha Stetzel: Fantastic. This has been wonderful. You’re going to have to come back because we’re out of time. I don’t know where our time went today. So as we get to the back half of our conversation, Thomas, I’d love for you to share a story. Uh, it could be one of your stories. It could be a story of somebody that you’ve worked with. Of course, respecting that. We don’t have to tell anybody’s names, but I’d love to hear one of your favorite stories.

Thomas Wilson: So, um, I think I’m going to cheat it a little bit. One of my all time favorite stories is the Doctor Seuss book um, All the Places You’ll Go. That book has, uh. For a while, it popped up in my life at some really interesting points, like when I was struggling in elementary school. That book was always in a classroom, or when I was struggling in high school that would that book popped up and I didn’t notice a trend in it until I was talking to one of my high school counselors at one school I was at. And she’s like, this is hard, but it is, um, it’s just a hiccup. And she mentioned that because I’ve read it several times. And so when I went back to my program that I was at really struggling in a mainstream school system, she sent me a card and it just said, see, like it’s just a hiccup. And it had all the places you’ll go on it. And shortly after that, when I graduated high school, something a lot of people never thought I would. Um, the high school itself, they got all the teachers to sign it, and they handed it to me. But they also gave me the book signed by the principal. And it was all the places you’ll go. And since then, that book has popped up in my life in some very interesting times, kind of unexpectedly. But the story of someone just exploring life and going to all these far off places and doing all of these amazing things has a very strong spiritual kind of mental, metaphysical connection to me. And it is not the most, um, conventional book people jump to, but it’s it’s one of those books that has become like a part of my story.

Trisha Stetzel: Wow. I love that all of the places you’ll go. How did you know I love that? I love Doctor Seuss as well. Thomas, thank you so much for being with me today. You are. All of the things that you shared today are absolutely incredible, and I know that the listeners that, um, listen to my show every week are going to get so much value out of our conversations today.

Thomas Wilson: Thank you very much. It’s been a lot of fun.

Trisha Stetzel: Good. I’m glad again, if you would like to connect with Thomas, you can find him at. He’s the creator of R and H creativity. Uh, excuse me. Creative Advocacy and Storytelling, LLC. You can Google that, or I’ll put all of his contact information in the show notes so you can just point and click. Thanks again, Thomas, for being with me today.

Thomas Wilson: Thank you.

Trisha Stetzel: And that’s all the time we have for today’s show. Join us next time for another exciting episode of Houston Business Radio. Until then, stay tuned, stay inspired, and keep thriving in the Houston business community.

 

Tagged With: R&H Creative Advocacy and Storytelling

Nancy Mills with Bluebonnet Equine Foster Program

March 3, 2025 by angishields

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Houston Business Radio
Nancy Mills with Bluebonnet Equine Foster Program
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Nancy-MillsA native Texan, Nancy Mills brings over 20 years of global business experience helping companies innovate and grow. She has done international marketing, sales, strategic innovation, and mergers and acquisitions.

Understanding the value of human capital as an asset, she facilitates smooth integration of merged companies through impactful management of people and processes. Nancy has an MBA from Thunderbird School of Global Management and a BA in Mass Communication, summa cum laude.

Trisha and Nancy discussed the Bluebonnet Equine Foster Program, a horse rescue organization based in College Station, Texas. They highlighted the therapeutic benefits of horses, particularly for children with physical and emotional challenges, and shared personal stories about the positive impact of horses on families.

Lastly, they emphasized the need for adoptive homes for horses and encouraged listeners to spread the word about the Bluebonnet Equine program and to apply if they have land and a passion for horses.

Connect with Nancy on LinkedIn.

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Houston, Texas. It’s time for Houston Business Radio. Now, here’s your host.

Trisha Stetzel: Hello, Houston. Trisha Stetzel here bringing you another awesome episode of Houston Business Radio. I’m so excited to have this guest back. She’s been on before. We were talking about business. This time we’re talking about a project. Nancy Mills, business Prosperity Advisor is on with me today. Nancy, welcome back to the show.

Nancy Mills: Hey, Trisha. Thank you.

Trisha Stetzel: I’m so excited that you’re here. We were just having a conversation the other day, and this project came up like, Nancy, you have to come on the show to talk about this project. I’m so excited about what you’re doing with Bluebonnet Equine Foster Program. So first, before we get into that, will you just remind our listeners who Nancy is? Tell us a little bit about you and what you do in your business, and then we’ll jump into the project.

Nancy Mills: Sure. Trisha. I live in the Houston area. I am a business prosperity advisor, which means I help business owners make their company more valuable and more attractive to buyers and investors.

Trisha Stetzel: I love it, so if you’re interested in hearing that, if you didn’t already listen to that show, just do a search for Nancy Mills and you will find that show and you can listen back to it and see if you need something from her on the business side of things. Let’s jump into the project. Tell me more about the Bluebonnet Equine Foster program. Nancy.

Nancy Mills: Okay. And just as a disclaimer, I don’t work for Bluebonnet. I’m merely a citizen that wants to help them because I believe in their mission, and I see how well run and organized they are. So I’m not affiliated with them officially. Okay. Proponent. Bluebonnet equine is a horse rescue organization based in College Station, Texas, which is near A&M University. And it’s run by a veterinarian. And the they rescue and rehabilitate and adopt out horses that have been neglected or forcibly removed from their homes or voluntarily given up.

Trisha Stetzel: Mhm. So, Nancy, why in the world would you get involved with this program?

Nancy Mills: I’ve always loved horses, Trisha. I was lucky enough to grow up with horses in the suburbs, which used to be a rural part of Houston. And I know how wonderful they are and what great companions and friends they can be. And now that I live in an area where I can’t have horses, I’ve been dreaming of getting one. And I know there are a lot of horses in need of homes. I would like to add that Texas, out of all the US states, has the highest number of horses in need of adoption because of course, we’re a big state, but we just have a lot of horses here. And they have been traditionally, you know, as economies fall and rise, they’ve been difficult to care for. And they get they get pushed aside as people can’t keep them or keep them well enough. So we have the largest horse population in the country in need of adoption. And so in the back of my mind for years now, I’ve said, I’m going to adopt a horse when I have land. And then recently, in the past six months, I’ve realized that even though I’m not ready, I can still help out. And I’ve been. I was searching for an organization. I started with the SPCA in Houston, and I realized that this Bluebonnet Farm services, all of Texas, and they’re specifically focused only on horses. And as I researched them more and now I’ve been talking with the people there, I realized this is the organization that needs the most help.

Trisha Stetzel: I love that Nancy, and I know you did your homework before you chose an organization to serve. So just because I know you and how you like to engage with people, and I think that’s really beautiful. Um, let’s dive into what they need, because we’re talking about fostering. Some people may be listening and saying, right, well, I. What? What in the world does that mean? So let’s talk about that foster program, exactly what you’re looking for. And then I’d like to back into some stories after that.

Nancy Mills: Yeah, sure. Exactly. And and what I didn’t mention for your last question is that just because I can’t help any horses right now directly, I’m trying to help them indirectly through our community. We have wonderful people in Texas that are big hearted, and they just don’t know that these opportunities exist. So I’m just here to spread the word and see what other people are out there that want to participate. Um, and we can together, we can make a huge difference with these beautiful animals. So fostering is a temporary home for someone. Of course, people have heard of fostering children, and you can also foster dogs and cats from your local animal rescue. And the benefit of fostering an animal for the animal is that, first of all, they might have been mistreated in the past, so they have a fear of humans. Um, sometimes they have health issues where they need extra food, extra care, extra love. Um, we can’t let that scare anybody off. Because if someone does apply to be a foster caregiver through this organization, they will receive a stipend, which is a monthly amount to pay for the food, as well as reimbursements for vet bills and all the other care. So if someone would like to be a foster caregiver, they do not need to spend much of their own money, but they would fill out an application to be approved that they have the right type of environment that’s safe for the animal. And then they would wait for when there’s a need, an overflow of animals, because when they go and rescue horses from ranches, sometimes they can take 100 at a time. And so Bluebonnet doesn’t have that capacity all the time. So they need these helpful citizens to have already applied and been be ready for when this overflow happens. And there’s a need suddenly. And so, um, to, to apply to be a foster caregiver, then you would just give temporary temporary care to this animal and they’re up for adoption. So when they get adopted out then the foster caregiver would, you know, give the animal back.

Trisha Stetzel: Mhm. Yeah. So specifically Nancy what are you looking for in these applicants as foster homes.

Nancy Mills: Great question. So I have I um I have some details here. I have a little presentation. So what they need is land with a fence around it. Okay. Each city or community has guidelines on the number of horses that can be per acre. Like where I grew up, we could have two horses per acre. So it depends on your your neighborhood, your community. What the guidelines are would be the number of animals you could care for at one time. You don’t have to have a barn. It is preferred, obviously, but it’s not even required. Um, and you don’t even have to know how to care for a horse, because Bluebonnet will provide you a mentor. So you need land with a fence, ideally some sort of shelter. It doesn’t even have to be a closed up barn. It could be a lean 2 or 3 sided shelter. Is is really good enough for any horse. And then to fill out an application on their website, um, and become a member of Bluebonnet Bluebonnet Equine, which right now is only $25 a year. So they the individual would fill out an application, pay for a yearly membership and then just wait to be contacted.

Trisha Stetzel: Okay. And you’re focused on a particular area, like you have some connections in the greater Houston area. And you and I were having a conversation about I have some connections in rural South Texas, which could be really beneficial to Bluebonnet, these folks who, um, space. So can you talk about like, who you’re really reaching out to and what your goal is? We talk about that too.

Nancy Mills: Thank you. My goal is ten successful applications between now and March 15th, 2025. Um, and that would be obviously, um, there’s not a need right now for all of for all ten people to immediately take an animal. So that is just fill out an application, be approved and wait for when they need you. That’s my goal is ten successful applications, and I am focusing on the greater Houston area only because this is where I am and because I know more people here. But like you said, Trisha, there is more land when we get outside of the metro areas and there’s more likelihood that people are, you know, have the capacity to, to keep these animals. So I’m the program works all across Texas, so there’s no restriction in that matter. And if people are in the major metropolitan areas Houston, Dallas, San Antonio, Austin, it’s more likely that they can get also the transportation for free because Bluebonnet has a great number of volunteers already with trailers. And even though on their website they say transportation will not be provided. They told me directly on the phone that there’s so many of their volunteers are driving to the major cities in the metro areas that most likely transportation would also be provided.

Trisha Stetzel: That’s wonderful. So what I’m hearing is we’re looking for people who have enough space, land. It needs to be fenced. Yes, having a barn is not a requirement, but some sort of shelter. You don’t have to be a skilled horse owner because you could get a mentor, but it sounds like a really great fit. Nancy is somebody who may have had horses in the past, or have less horses than they used to, and they could take on another horse as a foster. Is that? Yes.

Nancy Mills: That’s exactly right, Trisha. And like you pointed out before we started recording, they need to be able bodied, I mean, in some way or another. Like if they are, um, never home, uh, that won’t really work because they do need an eye kept on them. They need to be looked out for. Um, if someone doesn’t want to walk out into the pasture, that’s an issue because they really do need need the human contact. Even you can get an automatic feeder, but that’s not really the care. These animals need some tender loving care, some soft spoken voice, some little scratches behind the ear. They need to be lovingly interacted with.

Trisha Stetzel: Yeah, absolutely. And you and I were talking about how therapeutic horses can be. And so just as a reminder to people who have had horses in the past and may not feel like they’re ready or haven’t even thought about fostering a horse, remember how therapeutic they can be. And if you’re a first timer, it’s it’s almost life changing, I think. Nancy, you were telling me a story about a horse that you had, uh, put into a therapy program.

Nancy Mills: Yes. Uh, when I, lived in Arizona for graduate school, and I was moving to Europe, and I had my horse that I had grown up with, and he was my best friend growing up. He we grew up together. He was so gentle, but he was a little bit wild because when he turned two and we could ride him, he still had so much energy that, you know, I got in some pretty hairy situations that ever happened. But he he got tamer and tamer as the years went on. And he lived a really long life. But I was leaving Arizona and was praying about what I could do with my best friend. And the answer came to me really quickly to find a equine therapy facility. And I found one right away. They were new. They were newly setting up, so he was their first animal. And it was for children that have Miss Wow and children with miss. They have great physical benefit from being on the back of a horse because when the horse walks, it moves the rider’s hips in a way that mimics walking. And when kids aren’t walking well by themselves, the movement of the horse greatly helps their physical well-being.

Nancy Mills: But the emotional component is just as important. And they also started bringing kids over there that just had emotional difficulties, maybe from troubled homes or other problems that they had. And one of my favorite stories that my horse did for someone who was there was this teenage boy that had stopped talking to anyone. He was not communicating to his family, to his teachers, to his friends. He had completely stopped talking, but he would go out to this place and he would talk and talk to my horse. And I love that story. And when he finally, when my horse finally died, they erected a memorial. They called it a memorial trail for him, because he brought so much joy and healing to so many young people. Wow. And so the animals, yes, they can definitely benefit children. And it’s also builds courage in children because they can look so intimidating and scary. The big horse with a little person. But once you interact and see how gentle the animal is, then it builds a lot of courage in the person. But also for adults, we get just as many benefits from being around them.

Trisha Stetzel: Yeah, absolutely. Nancy, what was your horse’s name?

Nancy Mills: Ramon.

Trisha Stetzel: Ramon I love that. And so now there’s a trail named for him. That’s beautiful. Uh, I, I was sharing with you that my husband has never had, never interfaced with horses. And a veteran friend of ours who we are very close with lives in Arizona. And he and his wife adopted, um, at least four wild mustangs from a farm that, um, where the owner had passed. And so I’ve. I grew up with horses like you did. I didn’t have one that was mine. But I grew up on a farm, so I had access to horses. And when we go to Arizona and visit our friends and see these horses, it’s so therapeutic. And my husband, you can just see the calmness that comes over him. And even if you’re just brushing them right. Yes. And it’s it’s equal between the human and the animal. The animal gets so much from it. Yeah.

Nancy Mills: Yes. Yes it is. It’s a real connection. It’s a beautiful experience.

Trisha Stetzel: It is. I’m so excited that you’re working on this program. So your goal is to get ten applications approved of families who have land and a place to foster a horse. Yes. When the Bluebonnet Farms has a need right now, they don’t have an overflow need. But you need to have those applicants in place and ready to go for when there is a need.

Nancy Mills: Yes. And they said that’s the best help that people can do is fill out the application early and be ready.

Trisha Stetzel: Perfect. You mentioned something else, Nancy. Uh, so if we have listeners that don’t have land, they don’t have room to foster a horse. What can they be doing?

Nancy Mills: Thank you for that question. We would ask that they spread the word that they just think of anybody they might know in Texas that they could directly mention this to. Or if they don’t know anybody in Texas, um, or don’t know anybody with land, just to somehow make a post about it on your social media or anywhere you choose.

Trisha Stetzel: I love that. Can you tell folks the website that they can find more information about Bluebonnet?

Nancy Mills: Yes, it’s Bluebonnet equine.org and the foster application pages slash foster. So that’s spelled blue b l u e b o double n bonnet with two n’s e t e q u I n Org forward. Slash. Foster.

Trisha Stetzel: Fantastic. And, Nancy, your goal is to have these applicants approved in March. Middle of March. Can they if they hear this playback at some point, they still apply.

Nancy Mills: Absolutely. It’s an ongoing need. It will not go away. It. Please, anytime you hear this or think of this, or are inspired or moved by this anytime in the future, please do this anyway.

Trisha Stetzel: So if you’re a horse lover, if you know someone who is a horse lover, if you’re in the state of Texas, please reach out. Nancy, would you prefer that they go straight to the website to the foster application, or shall they reach out to you as well?

Nancy Mills: They’re welcome to reach out to me as well. I can give my phone number, but if they when they’re doing the application, if they can say, how did you hear about us? If you’d please write Nancy Mills so that we can keep track of the people that I bring there. I get nothing out of it but deep satisfaction and joy, but I would love it if we could keep track of who does go there from from this message. I love that, but my number, if I may give it, if people want to text me is (281) 317-0347, and I can answer any questions because I couldn’t go over all the details right now. But I can provide people with a lot more information if they have any doubts or questions.

Trisha Stetzel: You’re doing amazing work for the community, so serving the community is what it’s all about, right? Yes. And you and I haven’t connected in months. It felt like when we spoke just recently. And for this to be happening right now, there was some reason why we were drawn together just recently. Right, right. So glad that you’ve been on the show with me today. Can you? As we get to the back end of our conversation here, I’d love for you to share. You’ve shared some personal stories, um, around. Why you have such an affinity for horses and you love being around them. But I know that you may have a story that you’d like to share about Bluebonnet Equine in particular.

Nancy Mills: Sure. Yes. And Bluebonnet has a lot of great case studies of their own on their website. But my, um, happy story was the first, um, family that I brought in as an applicant to this. Um, they were referred to me by someone in the business community because every meeting I have, I talk about this as well. And and someone always pipes up with, you should talk to so and so. And this is a former military, um, family. And they have land. They live outside of Houston. They’re not anywhere near the city. Um, but they just have big hearts and some time and some space. And so when I told them about this opportunity, they were so excited. This husband and wife, um, and they have a daughter. And so they said, you know, how can we get involved? And so they filled out the application right away. And they keep thanking me just for that, because they they didn’t know that this thing even existed, that anyone can foster a horse and help out this way. And it makes them feel so good to know that they can contribute in this way and use their land for a positive purpose.

Trisha Stetzel: I love that. And just to reiterate, you said there is a stipend for anybody who’s doing foster care, so Bluebonnet Equine will actually help with the cost of the fostering. So that’s not something people should be concerned about or afraid of. Yeah.

Nancy Mills: That’s exactly right. They get they have a stipend for the food. It depends on the situation more or less depending on the animal’s needs, plus a reimbursement for vet bills and farrier bills, which are the the hoof care.

Trisha Stetzel: Okay, fantastic. Um, we talked a little bit before we started recording about adoption as well. Your focus today is on fostering and getting those applications Locations filled out and the humans approved for readiness to bring on a foster horse. But there. There are also opportunities for adoption.

Nancy Mills: Yes, that’s correct. And that’s a great point. There’s always a need for adoptive homes as well. Um, adoption, of course, is a permanent home given to the animal. Um, the approval process. I’m not familiar with it yet. I haven’t gone through it. Um, the stipend is no longer available. So when if a person wants to adopt, that means they’re taking full responsibility for that horse. Um, but there there’s a lot of them on the website. You can read about them, you can see their pictures. And then I believe anybody can make an appointment and go and visit these animals and interact with them. And I believe their website is kept up to date with which animals are up for adoption. But aside from the foster home, the equine bluebonnet equines biggest need is adoptive homes for these horses.

Trisha Stetzel: Beautiful. Again. If you are curious and you want more information, certainly you can reach directly out to Nancy. I will put her phone number in the show notes so that you can grab it from there and reach out to her directly, or go to Bluebonnet Equinor’s. Org and find more information there. Forward slash foster because we’re all going to help Nancy reach her goal of getting those ten applicants in March. Nancy, I know you prepared a whole lot of notes and I asked you lots of fun things, but is there anything that you put together that you wanted to share today with the audience that we haven’t touched on yet?

Nancy Mills: Well, I would like to just say that the timing is perfect because we’re going into rodeo season and tomorrow is Go Texan Day, where we all celebrate the rodeo season getting underway. And I know thousands and tens of thousands of people come to the Houston Livestock Show and Rodeo. And for all of you that love the rodeo and that it love the livestock and the horses and everything that goes along with being rodeo. This is your way to have your own part of the, you know, the legend of being a Texan and giving back in that way. Because again, I love Texas. I love the big hearts of the citizens that live here. And I know we can we can do this and we can make this program very successful.

Trisha Stetzel: Yeah. That’s beautiful. Thank you. Nancy. You know, I continue to find more and more ways that we’re connected and how our energy just puts us together all the time. We have an Arizona connection. We have a horse connection. We have a business connection. Uh, and I just love having these conversations with you. I would love if you keep me posted around how things are going. Anyone who’s listening today or even in the future, please go to the website, check it out. If you have land and you feel like you’re a good candidate to be a foster, go fill out an application. It’s pretty easy. You just got to get your your information out there and when there is a need, then we’re ready.

Nancy Mills: Exactly right. Thank you. Trisha. This was such a blessing. You are such a blessing. Thank you.

Trisha Stetzel: Thank you. Nancy, I’m so excited that you came on with me today. I can’t wait to have you back. Maybe we’ll have to have you back in the fall. You can give us an update on business and how this Bluebonnet project went for you. Um, and I hope you have an amazing day.

Nancy Mills: You too. And thanks to all the listeners out there.

Trisha Stetzel: Thank you. Nancy, again, everything in the show notes so that you can reach out to Nancy or get more information for the Bluebonnet Equine, Bluebonnet equine.org. That’s all the time we have for today’s show. Join us next time for another exciting episode of Houston Business Radio. Until then, stay tuned, stay inspired, and keep thriving in the Houston business community.

 

Tagged With: Bluebonnet Equine Foster Program

Greater Perimeter Chamber Inaugural Annual Meeting: Kevin Glass with Atlanta International School

March 3, 2025 by angishields

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Chamber Spotlight
Greater Perimeter Chamber Inaugural Annual Meeting: Kevin Glass with Atlanta International School
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The inaugural Greater Perimeter Chamber Annual Meeting celebrated the launch of a new era in business leadership across Sandy Springs, Dunwoody, and the broader Perimeter region. This pivotal event unveiled their bold vision for the future and clarified what the Chamber stands FOR: business growth, innovation, and collaboration.

Kevin-GlassCommitted to creating globally-minded students poised to shape the 21st century, Kevin Glass’s vocation and calling is international education. His career in education includes leadership and teaching positions in South and West Africa, Central and North America, and Central Asia. Prior to joining Atlanta International School, Kevin was Director of Tashkent International School in Uzbekistan for five years.

Kevin serves on various local, national and international Boards, including the Association for the Advancement of International Education (AAIE), the Academy for International School Heads (AISH), the Center for the Advancement and Study of International Education (CASIE), Horizons Atlanta, the Atlanta Area Association in Independent Schools (AAAIS) and the Buckhead Coalition.

Kevin has a Master of Arts in Educational Leadership from Framingham State College (USA), a Post Graduate Certificate of Education in Biology and Chemistry from Cambridge University (UK), and a Bachelor of Science (Hons.) Degree in Bacteriology and Virology from Manchester University (UK). GPC-Main-Logo

Kevin is married to Stefani, a career diplomat currently on family leave from the German Foreign Service. They have three children all of whom attend AIS, in the German language program.

Connect with Kevin on LinkedIn.

Transcript-iconThis transcript is machine transcribed by Sonix

 

TRANSCRIPT

Intro: Broadcasting live from the greater perimeter. It’s time for Greater Perimeter Chamber Spotlight. Now, here’s your host.

Lee Kantor: Lee Kantor here. Broadcasting live from the Greater Perimeter Chamber inaugural annual meeting. So excited to be talking to my next guest, Kevin Glass with Atlanta International School. Welcome. Thank you.

Kevin Glass: Lee. Great to be here.

Lee Kantor: Well, I’m asking everybody and I’m going to ask you, why are you for the Greater Perimeter Chamber?

Kevin Glass: I think organizations like the Greater Perimeter Chamber, they bring businesses and organizations together to build community, to build interest, to build networks, and ultimately enrich the lives for everybody who lives, works and plays in this part of town.

Lee Kantor: Now, tell us about Atlanta International School. How are you serving folks?

Kevin Glass: So Atlanta International School has been going for about 40 years now here in Atlanta. We have at our Buckhead campus, 1400 students, more or less from approximately 90 to 100 countries, 60 to 70 languages. And we work in partnership with organizations across the city to make Atlanta a wonderful place to come to locate your family, to locate your business, because we have a world class school there, and it’s super exciting that we’re about to open our new campus in the city of Sandy Springs this summer.

Lee Kantor: So can you tell us a little bit about the genesis of the idea? How did the school come about?

Kevin Glass: So the school came about with some local families, some local businesses, some international families, some international businesses who realized that there wasn’t yet a school here in Greater Atlanta that catered to folks who wanted to learn other languages, who wanted to learn about other cultures, who had a global mindset.

Lee Kantor: And then from there, it just slowly expanded over time.

Kevin Glass: We started in 1985, almost 40 years ago, with 51 students in a shed behind Sardis Methodist church. And as Atlanta and the area has become a global hub for doing business. So Atlanta International School has also grown now into Sandy Springs.

Lee Kantor: So now, who is the typical student that attends? Somebody that is from a consulate that they’re sending their kids? Or are you getting just local people who grew up here in Atlanta and say, hey, I want my kid. Did that have that type of education?

Kevin Glass: That’s what’s wonderful about Atlanta International School. There is not a typical Atlanta international School student. We have students who are local from many generations here in the southeast. We have students whose families come from all over the world, and we have students who are what we would call sort of third culture kid, blended with families from multiple countries and multiple cultures.

Lee Kantor: So what’s the experience like for a student that’s different than from maybe a public school or private school?

Kevin Glass: So it’s all about centering the life and the journey of the young person. And because we do have so many different ways of looking at the world, because we’ve got such an incredible rich community, the lenses and the perspectives that you consider challenges and issues and subjects. As you grow through that community, it completely broadens your outlook.

Lee Kantor: Now, why was it important for you to have your school become part of the chamber and get involved with the chamber at the level you have?

Kevin Glass: So our school, yes, it’s an international school, but we are absolutely rooted into the local community. There’s a really old phrase it talks about, it takes a village to raise each and every young person. So by engaging with our local community, with our local neighborhoods and the Sandy Springs campus, we’re working with our Rivergate neighborhood by engaging with, for example, the city of Sandy Springs and all of the different businesses and companies and organizations that are that are located there. Together, we create this incredible village and network that supports not just our own students who are attending our campus, but supports the entire community as well.

Lee Kantor: So what do you need more of? How can we help you?

Kevin Glass: We would like to meet and connect with any company, any business, any organization who would like to get involved with the work that we’re doing at Atlanta International School, at our new campus that’s opening this summer in the city of Sandy Springs. There are so many ways that we can partner and that we can collaborate. And again, it’s one of those things that they said it today in the in the meeting there that a rising tide floats all boats. And we really want to be part of the rising tide. That is the greater perimeter chamber.

Lee Kantor: So what is the best way to connect with you or somebody on your team website? Best way to connect.

Kevin Glass: So you can reach out directly to me via email. Kevin Glass K glass@ischool.org. You can connect via our website. And that’s why school.org.

Lee Kantor: Well Kevin, thank you so much for sharing your story today.

Kevin Glass: Thank you Lee, it’s a pleasure to be here. Thank you.

 

Tagged With: Atlanta International School

Katie Wagner With KWSM: a digital marketing agency

February 28, 2025 by Jacob Lapera

Atlanta Business Radio
Atlanta Business Radio
Katie Wagner With KWSM: a digital marketing agency
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Katie Wagner spent 15 years as a television and radio journalist, working for news outlets all over the world, including ABC, CBS, Fox, CNN & National Public Radio. Today, she owns a full-service digital marketing agency made up of brand journalists. KWSM specializes in lead generation with services including websites & SEO, content creation, videography and digital advertising.

Katie lives in San Diego, CA with her husband and their 5 rescue dogs.

Connect with Katie on LinkedIn and follow KWSM on Facebook.

What You’ll Learn In This Episode

  • How lead generation has changed in the 15 years she have been in business
  • What Nearbound Lead Generation is and why it’s important
  • The biggest mistake business owners make when approaching digital marketing

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studio in Atlanta, Georgia. It’s time for Atlanta Business Radio, brought to you by Kennesaw State University’s Executive MBA program, the accelerated degree program for working professionals looking to advance their career and enhance their leadership skills. And now, here’s your host.

Lee Kantor: Lee Kantor here, another episode of Atlanta Business Radio. And this is going to be a good one. But before we get started, it’s important to recognize our sponsor, CSU’s executive MBA program. Without them, we couldn’t be sharing these important stories. Today on Atlanta Business Radio, we have Katie Wagner. She’s the CEO with KWSM. A digital marketing agency. Welcome.

Katie Wagner: Hi. Thanks for having me.

Lee Kantor: Well, I’m excited to learn about your firm. Tell us about KWSM. How you serving, folks?

Katie Wagner: Sure. So KWSM is a full service digital marketing agency, but we specialize in lead generation, so that means all of our clients need to scale or grow, and they’re looking to generate more leads and sales online. And then sometimes that’s sort of outside the box lead generation applications like recruiting because hiring recruiting is lead generation just aimed at candidates instead of clients. So we can also help with things like that.

Lee Kantor: So do you mind sharing a little bit about your journey? How’d you get into this line of work?

Katie Wagner: Sure. Happy to. So I was a television anchor for 15 years, actually, before I started the agency. And in the last few years of my TV career, nobody was going home to watch the 5:00 news because they get headlines on Facebook and Twitter and see videos on YouTube. And so the powers that be at my station said, get out there and learn how to use these channels and get our audience back. And the more I learned about digital, this is back in the early 2000 when when Facebook was just coming out and these channels were being popular. The more I learned, the more I realized that we weren’t going to get our audience back, that people liked the immediacy of digital, and that’s how they wanted to get information. And so I retired from TV and opened the agency in 2010 with the goal of helping business owners tell their story and learn how to use and harness these new channels.

Lee Kantor: So was that a difficult transition to go from being on air to being kind of behind the scenes, helping other people?

Katie Wagner: No, not at all. Not at all. So I say that my favorite part of not being on TV anymore is that I don’t have to wear makeup to the grocery store, so it’s nice to be a little more incognito. But also, Lee, it’s the same job. I mean, we tell stories for a living, and these days we just tell them from a certain perspective rather than sort of neutrally. And for that reason we call ourselves a brand journalists. But it’s the same. It’s the same skill set. We’re asking questions. We’re trying to uncover the stories behind the work they do every day, and what’s appealing to their audience, and then help them position that in a way that captures attention and drives action.

Lee Kantor: What are some of the misconceptions when it comes to lead generation? Because the word is kind of bandied about very liberally and I get bombarded. I’m sure you do. And I’m sure most business owners do with just spam in their LinkedIn about their. Here’s a new magic lead generation system that will do this while you sleep.

Katie Wagner: Yes, that happens frequently and there is no magic bullet, so we should all proceed with caution with those emails and messages. But I think one of the problems is that lead generation can mean a lot of different things. So sometimes it means cold outreach or appointment setting. Sometimes it means inbound marketing with blogging and SEO, and there are a lot of different ways to generate leads online. And I think how we generate leads has changed quite a bit over the years. But at Wzzm we do. Lead generation. By positioning our clients as thought leaders and as experts in their space, and we really try to position them as best in class companies. And by leading with that expertise and that thought leadership, we can generate leads through people that are searching and want to work with best in class companies. So our leads are mostly inbound, right? They come through the internet to the website, but these days it’s harder to rely only on one lead generation tactic. And so we often combine those strategies with some outbound, which is cold outreach, sometimes through email or ads, and then near bound, which is strategic partnerships, um, you know, leveraging partnerships and relationships to reach new audiences that way. So really, everything we do is about positioning our clients as experts and as as credible partners for their clients.

Lee Kantor: What are some examples of Near Bound?

Katie Wagner: Well, this is an example the podcast you and I are doing because, um, you know, at the end of the day, you’re going to interview me and then I’m going to take this content and I’m going to share it with my audience, and you’re going to share it with your audience. And what we are doing is exposing our constituents to each other. And so often for our clients, it can be as easy as doing a webinar with a strategic partner or co-creating blog content or social media content, something like that, where you’re each sharing with your respective populations and then you’re exposing the other to your audience. But what happens is, because my audience trusts me and is used to consuming my content, that is sort of a transfer of trust that happens with anybody that I bring into that content. And so it essentially delivers warmer leads for the other person. So for our clients, we’re constantly thinking about who are the strategic partners, who are the adjacent types of businesses that we could couple with to create content and to add more value. And we’re brokering and leveraging those relationships for them.

Lee Kantor: Is that kind of an area where maybe a lot of business owners don’t think about that as a, as an avenue to kind of grow their network and grow their business, that they’re not looking for those collaborative, complementary partnerships.

Katie Wagner: Absolutely. And even the word near bound is very, very new. Not a lot of people are talking about it. But, you know, it’s it’s a concept that we’ve all known about forever. You know, how many of us have gone to networking meetings or tried to, you know, cultivate referral partners? Um, people like people. We connect with people. Um, I think the reason Near Bound is coming to the forefront is that, candidly, trust in the internet is declining, right? There’s a lot of misinformation out there. There’s a lot of AI generated content that may or may not be fully accurate. And people know that where ten years ago, 15 years ago, when I started the company, they could Google, they could get an answer that was reliable and they can make decisions that way. These days, there’s a lot more distrust around that. And so it’s a lot harder to generate leads strictly online. And so I think there’s there’s been this mind shift where, you know, when we can’t find something trustworthy online, what do we do? We ask other people, you know, I need a mechanic. Do you know somebody I need a lawyer. Do you know somebody? And we trust what other people tell us. And so Near Bound is actually just the latest iteration of how we leverage that trust and, and systemize it for our clients. But I don’t think many people think about it, and I don’t think many businesses have a formal plan around how they’re going to leverage those relationships. And if if they did do that, it would exponentially increase the amount of leads they could drive for their businesses.

Lee Kantor: Now, um, early on, you mentioned how you when you started, there was kind of a different landscape when it came to come, came to lead generation. And as the technology has evolved and the media has grown less and less trustworthy, and people have had to alter their tactics, obviously we’re talking a lot about this near bound as a tactic. Um, have you is it difficult to when you’re communicating with your clients because a lot of them obviously aren’t as attuned to the trends and the and kind of the, the landscape change that you’ve experienced because you do this 24 over seven. Is that a kind of an eye opening, difficult conversation where they’re kind of begrudgingly going along with these new tactics as opposed to look back in the day, you know, we ran commercials or we did pay per click ads or some of those things that, you know, like you said earlier, used to be effective but are losing a lot of their effectiveness.

Katie Wagner: Yeah, it’s it’s a new conversation, right? It’s conversations they haven’t had in relation to marketing in the past. But I don’t think it’s difficult because most people are experiencing what you and I are experiencing. We’re flooded with outreach online. We’re seeing a lot of stuff on the internet that’s just not very valuable. And so most people, when you explain that that landscape makes it harder to generate business, they’ve already been feeling that and seeing that. So it tends to resonate. I think the part that’s new is most business owners don’t know what to do about it. Right? What are my choices? We’ve been taught for so many years that you just continue to do the marketing, and this should help grow your business. And there hasn’t been a lot of exposure to new ways to look at that. So I think once we explain it to our clients, they do get it. And it does resonate. And it doesn’t take very long to show them the value. Right. If we can just create a webinar or have them guest on a couple of podcasts, or create a survey or a blog or a study together with somebody else, they sort of see the power of amplifying that promotion through the partner. And so it’s it’s a tactic we can prove pretty quickly. Um, but sure, it takes a little bit of of openness to new ideas and thinking outside the way we’ve sort of always done things. And we’re we’re lucky activism because we are first and foremost trusted advisors to our clients. And, you know, our our goals are aligned. We need to help them grow or else they don’t have to continue to work with us. And so I think there’s a lot of trust in our relationships that way, that most clients will will give us a shot and hear us out at least.

Lee Kantor: Right. So they’re open to the conversation. But I don’t know. I just feel like we’re there so much misinformation about how there’s all these leads that are just kind of waiting for you, and all you have to do is do whatever this magic thing is, and then they’re going to be kind of flooding to your door. And in this new world, that sounds like and I’m a proponent of this. Well, and this is a personal challenge for us as to, to explain this in a way that they believe that this is a better way to do things, is that it’s kind of a longer play in that you got to nurture relationships and you have to build relationships, and there’s no kind of magic unlocking of hundreds of people just can’t wait to hear and learn from you. Like you got to kind of grind and earn them one at a time.

Katie Wagner: Yeah, no, you’re exactly right. There is no magic bullet, and lead generation in general is not a fast process. It is a long term strategy. But I think it helps to think about sort of what I’m going to call active prospects versus passive prospects. So active leads or active prospects are people that are out there searching for the thing that you do, right. They know they have a need. They want to find somebody to help them. They’re searching for your product or service, and those are the leads you can capture with things like SEO and blog posts and a great website and maybe even ads placed in the right place. But there is a lot of competition for those leads, those people that are showing intent to purchase already. And so it becomes a game of can you get in front of them first? Can you stand out against the competition sometimes? Do you have the budget to compete in a crowded landscape and that, as it gets more crowded, is getting more and more and more difficult? So what tactics like Near Bound capitalize on are the more passive prospects, the people that may not know they have a need, but if they hear your content and resonate with with it, it plants a seed. It gets them familiar. They start to build a relationship with you, and it may mean that they need to read 3 or 4 blogs, or watch a couple of webinars, or hear 5 or 6 episodes of your podcast. But it’s that connection and that emotional tie that you’re trying to build that builds trust, and that can lead them to explore your services, even if they weren’t actively looking.

Katie Wagner: I would tell you, those are much warmer leads for you because they’ve chosen, after consuming your content to start the conversation, rather than the the people that are out there searching that are probably going to talk to 5 or 6 companies and you’re you’re literally trying to sell against those companies in Near Bound, you’re building a relationship that leads to a business conversation. So yes, it takes a lot longer, but also it’s a lot stickier and a lot warmer when you’re having those conversations. And it’s easier to close business. And and I sort of liken it to when we all go out and go to networking events. Very rarely do you meet somebody at a networking, you know, happy hour and they hire you the next day. But maybe you stay in touch and decide to go to coffee with them. Or maybe you exchange some emails or talk about your business a couple times, and then a few weeks or months down the road. They say, you know, I want to talk about what you do. Maybe you could help me that know like and trust factor that you’re building then leads to business that is no different than what has to happen online these days. Because that quick find me and sell to me immediately. That’s getting too hard and too crowded in this environment. It’s not a reliable lead generation strategy anymore.

Lee Kantor: So who is the ideal customer for your services?

Katie Wagner: We usually work with, um, usually low lower middle market businesses, maybe 1 million to 50 million, something like that. And we’re industry agnostic. We work both B2B and B2C, but there’s four different buckets we’ve worked in quite a lot over our 15 years. One is professional services. So law firms, CPAs, wealth managers, those sorts of things. One is manufacturers and distributors, companies that make something. We work a lot with nonprofits and local governments, city and county governments to help communicate with their constituents. And then the last one is direct to consumer, which sometimes is consumer products, but not often. Often it is things like banks and gyms and businesses that serve consumers but don’t have a tangible product. They’re more service related. So we, um, we’ve been in business 15 years. We have about 200 clients a year. So it would be hard to find an industry we haven’t worked in at least once. But those are four buckets we find ourselves returning to quite frequently.

Lee Kantor: And is there an example you can share? Maybe a story? Don’t name the name of the company, but share maybe the problem they came to you with and how you were able to help them get to a new level?

Katie Wagner: Sure, absolutely. So, Um. Let’s see. I’ll tell you a story about a CPA firm that came to us. They’ve been working with us for about five years. So to your point, long term, um, and the CPA firm came to us and it was just a single person, a CPA that was doing great work. And they had a niche in helping older adults with their finances. So often they were hired by the kids of those older adults to help put the finances in order. And so we started really marketing to those children of older adults that needed this help. And we were writing blogs and we were interviewing clients that we that our CPA had helped. We were interviewing our CPA about the work they do. We did a lot of SEO optimization to get our content in front of the right people, and over the years, we were able to build it up so that we generated about 150 reliable leads every year. So, you know, 12 to 15 a month, something like that. And each of those, uh, Leeds was worth. Um, uh, let me think. Maybe several thousand dollars, like 3 to $5000 at the outset. And then the lifetime gets a little more. So it was a reliable revenue stream. But the reason I like this story, because we can just say we helped them grow and things went great.

Katie Wagner: But the CPA firm actually got acquired recently by a much larger regional firm. And typically when a client gets acquired, that brand would be folded into the new brand. And, you know, our marketing might go away because now they’re going to market as the larger company. But in this particular case, Lee, the the buyer company, said to us, what you’re doing is a valuable revenue stream for us, and we don’t want to change anything. So we want to keep the CPAs website and lead gen system exactly as it is. We’re not going to wrap them in, and we want you to continue to run it. It’ll just be part of the larger company now. And I thought that was a really big win because it showed the value of what we were doing, and that we had created this equity for our client that could live on even as part of a post-acquisition scenario. And it turns out that later on today, I have a call with the larger company to talk about taking over lead gen for the entire company, because the portion we’re running now is going better than their overall strategy. So, um, that’s a story that’s near and dear to my heart because it’s a big win for us.

Lee Kantor: Now, you started in California, but now you have offices here in Atlanta. Can you explain why having a presence in Atlanta was important for your growth?

Katie Wagner: Yeah, yeah. So first of all, I’m from Atlanta. I grew up in Atlanta. I went to Westminster for high school. So Atlanta is home to me. But I moved to Atlanta 15 or sorry, I moved to San Diego 15 years ago when I started the business because I also married my husband and he lived out here. So we did start the company in California. But about.

Katie Wagner: Two.

Katie Wagner: Years in, we opened our Atlanta office, and we’ve had it ever since because we have clients all over the country. And I realized that we needed a presence in both time zones to be able to serve them to the best of our ability. And so, um, so we opened the Atlanta office, and we have a staff and a physical office there, just like we do in California. And then we’ve expanded over the years. So we also have we have two California offices and one in Las Vegas. Um, and I actually split my time between California and Atlanta every other month. So I have, um, home base in both places, and I’m back and forth dealing with our clients. And, you know, it’s unusual for a digital agency to have physical spaces like that, but we’re really invested in building relationships with our clients. And I think it’s really important for us to be able to sit down and meet with them face to face and have them meet the team that’s working on their accounts. And in this post-Covid world, that’s a little bit rare, right? Most of our business is done over zoom these days, and we really felt like it was important to hold on to that personal touch and that that human relationship building that was been has been so important to us over the years.

Lee Kantor: And if somebody wants to learn more, more substantive conversation with you or somebody on the team, what’s the website? What’s the best way to connect?

Katie Wagner: Yeah, our website would be great. It’s k w s m digital.com. Or you can always find me. Katie Wagner on LinkedIn I’m really responsive there and I would love to chat and just love to brainstorm, even if it doesn’t lead to a working together conversation. I’m passionate about this stuff and I’d love to help you think through marketing things you’re stuck on.

Lee Kantor: Well, Katie, thank you so much for sharing your story today. You’re doing important work and we appreciate you.

Katie Wagner: Yeah, thanks for having me.

Lee Kantor: All right. This is Lee Kantor. We’ll see you all next time on Atlanta Business Radio.

Tagged With: Katie Wagner, KWSM

Rick Hermanns with HireQuest

February 28, 2025 by angishields

HVR-HireQuest-Feature
High Velocity Radio
Rick Hermanns with HireQuest
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Rick-HermannsRick Hermanns is CEO and President of HireQuest, a global leader in staffing and talent management.

With a network of over 500 franchises worldwide, we provide employment for approximately 73,000 individuals annually across diverse industries, including construction, light industrial, manufacturing, hospitality, medical, clerical, financial services, travel, and event services.

At HireQuest, we are at the forefront of today’s evolving labor market, partnering with businesses to navigate workforce challenges and implement tailored solutions that drive their success. Our unique vantage point allows us to connect talent with opportunity, supporting both employees and employers in achieving their goals.

Connect with Rick on LinkedIn.

What You’ll Learn in This Episode

  • Corporate and Federal Return to Office Mandates and their effect on shaping future workplace strategies
  • Unique challenges that may emerge from this delayed return
  • How the shift in workplace policy in the nation’s capital might set the stage for broader trends in both the public and private sectors
  • 2025 Workforce Trends

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Atlanta, Georgia. It’s time for High Velocity Radio.

Stone Payton: Welcome to the High Velocity Radio show, where we celebrate top performers producing better results in less time. Stone Payton here with you this afternoon. You guys are in for a real treat. Please join me in welcoming to the broadcast CEO and President with HigherQuest, Inc., Mr. Rick Hermanns. How are you, man?

Rick Hermanns: I’m doing great. How about yourself?

Stone Payton: I am doing well. I’ve really been looking forward to this conversation, and maybe a great place to start would be if you could share with me in our listeners mission. Purpose. What are you and your organization really out there trying to do for folks? Man.

Rick Hermanns: So I really appreciate that question. We’re we’re we’re in the staffing industry. However, we are a franchisor. And so really, one of the one of the greatest honors of my career has been to help facilitate the creation of probably 50 to 60 millionaires over time. And so it’s been just a great part of my career is, again, helping. I didn’t make him a millionaire, but we certainly helped them, um, through our system become one. And so, uh, you know, as a again, as a franchisor, we’re there to support our franchisees. And, um, and again, so I’m very happy with that.

Stone Payton: Well, it sounds like great work if you can get it noble. True. And it has to be rewarding. What’s what’s your backstory, man? How in the world did you get into this line of work and now being able to do this?

Rick Hermanns: Well, in some respects, I got into it by mistake. I had, uh, when I had finished grad school, I went to work for a bank and one of my clients was a staffing company, and I went there to be their CFO, and I hadn’t been there 3 or 4 months in a recession hit. And they were having big financial problems. And, you know, basically, I ended up being told, well, your choice is either, you know, collect unemployment or become a franchisee of ours. And so I became a franchisee of theirs, built the business up in a few years. And then ultimately, it’s a long story, but they ended up buying back a bunch of my offices. And then I went public and became a franchisor myself. So it it really wasn’t by design. I it was more, um, just capitalizing on opportunities that came along the way.

Stone Payton: That initial transition, becoming a franchisee. And now you’re running your own business. I mean, was that a little bit intimidating or scary at all in the early going.

Rick Hermanns: Well, it’s definitely something that I had really no intention of doing. I know some people, you know, they’re ten years old and they’re thinking about running 48 lemonade stands or whatever, and that really wasn’t what I was. That really wasn’t what I was looking for at all. And I remember, um, my office was in a was in a very, you know, very suspect portion of Miami. And there was there were riots, there was rioting going on. And I was only like five years out of out of grad school. And I’m thinking to myself, what in the world am I doing here? And about five months after that, Hurricane Andrew hit and it was just and it all changed. And so, you know, it was really a it was a bit scary to begin with. And then but within about a year, what I realized is all of a sudden, gosh, it’s nice that if I’m going to work next weekend, I’m going to work, you know, 12 hour days. The beneficiary is basically going to be me, not, you know, not some other, you know, some other company. And so it didn’t take too, too long and sort of it’s like, you know what? I could, you know, and anybody who knows me would sit there and say, yeah, this guy doesn’t listen to people well enough to, to to be a good employee. So it it’s worked out great. I really have just never looked back.

Stone Payton: Well, and I have to believe in your current role you have what my daughter would call the ultimate street cred, right? You’ve been there, you’ve been a franchisee. You’re not just a the old guy that used to know how it was done, you know.

Rick Hermanns: Right. No. That’s a yeah. And that’s a I mean obviously it’s probably not the topic, you know, the primary topic we’re discussing today, but I believe that that is an absolutely. I don’t I don’t know how companies hire people who don’t have sort of granular experience in their industry. I think it’s I know some people pull it off, but generally speaking it’s extremely difficult. I, you know, I was reading an article about eight months ago and, you know, it was talking about a large airplane manufacturer and just saying how the board and the senior management really had, you know, they weren’t none of them were engineers that knew how to build planes and didn’t never had been out on the floor, so to speak. And it’s like, yeah, I don’t know how you I just don’t know how you run a company without understanding the, the ins and outs. And it’s served. Its it has served me countless times over the last 34 years where it’s like, hey, you can’t blow a fastball by me because I know what it takes to do that.

Stone Payton: So being in the staffing industry in a leadership role like your organization is and like you are personally, you’ve got to have your your fingers on the pulse of of workforce trends. There’s a lot of interesting stuff happening, particularly now in the, in the, in the workplace. Yeah. Get us caught up on what’s going on.

Rick Hermanns: So, you know, there is a very, um, we’re in a very strange economy and really have been for I mean, if you think about it, 2019 was a year of I would say was probably the gold standard as far as economic growth, at least as it related to employment, because we were still in a non-inflationary environment. And yet wages, real wages were going up. And um, which is again, a Goldilocks period. If you’re if you’re an employee, right. You’re you’re your services are in demand. And yet it’s not like you’re just giving it away on the backside by having raising prices, you know, you know, rising prices. Then you hit the of course, the pandemic. You have a massive shift of people going from in-office to to, to working remote. I mean, literally it went from about 11% of the population working or the, you know, workforce working remote to upwards to 45%, working remote in the space of a month that that, you know, that that changed that way. So you had all those dislocations and then you had massive amounts of government money being paid for people to be idle. And so then all of a sudden you had this sharp, you know, you had this sharp increase in need, and yet you had a lot of employees that had made no economic sense for them to go back to work. And so you had, again, workforce, you know, workforce shortages and 22 and, you know, especially 2022 when after that government, uh, you know, direct payments to workers ran out, then you had this massive run up.

Rick Hermanns: And yet by 23, 24, the staffing industry really has struggled the last two years. And what’s become plain is, of course, we’ve had you know, I think it was like it was like 8.5 million sort of documented and, you know, basically documented undocumented workers coming into the United States. You start putting that perspective and it’s like, wow, you just added 2.5% to the American population in four years, of which, you know, the I’m sure the vast majority are working and are basically competing against a lot of what our workers do. And so you have all these dynamics. And I go through that sort of that trip down memory lane just to say this has been one of the most dynamic. And when I say dynamic, I don’t necessarily mean good. But changing workforce periods that I’ve experienced in 34 years in the business, I’ve never, you know, it’s like to have to adjust to that. So I do feel privileged to sort of be on the front lines and seeing how that, um, you know, impacts real people, both from the employee standpoint and from the employee standpoint. And frankly, though, I think we’re just getting started. I think we’re going into another, you know, we’re going into another period of, um, you know, great change. And, you know, how it ends up. You know, I’m not sure, but there’s a lot of change yet to come.

Stone Payton: So part of this people is this accurate. Are people are returning to the office, right? Some of them by their choice. Some of them maybe not by choice. Is that true?

Rick Hermanns: Yeah, there’s no question. And at this point, realistically, the vast majority who are coming back to the office aren’t really doing it of their own, of their own volition. But each week, you see, you know, you see another example of another large company bringing their employees back, you know, back into the office and you know, the, the which, which, you know, which begs any number of questions. But again, these are iconic names that are bringing, you know, again, that are bringing people that are bringing people back into the office. Of course, the Mac daddy of them all is happening right before our very eyes in, you know, Washington DC and really across the United States is, you know, is the federal government requiring people to come back into the office, which, you know, which our we did a high request, did a study back in, uh, about six months ago and by far the state with the or the the I can’t call it a state because it’s a district, but the District of Columbia had far and away the largest percentage of remote workers in the United States. And of course, that script is about to flip, uh, and which which is going to have massive implications.

Stone Payton: Do you have a feel for why? I mean, what they’re trying to achieve with that move are there I guess there’s got to be some pros and some cons or some some reasons behind. Hey, this is why we’re doing this.

Rick Hermanns: So and that’s a that’s a good question. And there’s really in some respects there’s, you know, there’s more than one answer to it. Part of like what they’re recognizing what they meaning the current administration is attempting to achieve, frankly is different than what a typical company would want to be trying to achieve. I mean, the stated objective is to get people to resign. Uh, so, um, you know, so forcing somebody who’s, you know, basically been out of the office for five years to come back, you know, they’re they’re banking on a large percentage of the people to not return. Keep in perspective, even as you look at, for example, you know, in essence, eliminating most of the contractors and eliminating the positions for people who are on probation. The new administration clearly is looking to you know, it has a stated objective to reduce the federal workforce by 10%. Well, those moves plus the voluntary, you know, if you you get a paycheck to the end of the year, if you, you know, if you if you agree to resign, you take those three together. Right now it’s still only showing. Maybe, you know, 5% of the workforce that that’s affected. And if your goal is 10% well, okay. How do you bridge that five. You know, how do you bridge that extra 5%? Well, one of the ways is you take people who’ve been, you know, working from home and you say, now you have to show up and it, it it’s so again, it’s designed to get people, you know, to leave their, you know, it’s not being done in a way that, let’s say somebody like a, you know, a Goldman Sachs would do it because it’s really being done pretty much, you know, indiscriminately.

Rick Hermanns: Uh, that said, for observers like yourself and employers like myself, you know, it will give us a lot of sort of insights into, you know, how many people are actually willing to come back into the office under, I’ll say, the worst of circumstances, right? It’s like it’s not sort of, hey, you know, a year from now you’re going to need to come back and, you know, but if you really have a good reason, maybe we’ll work with you. I mean, there’s not a lot of that. It’s just sort of like, hey, we’ve got 95% vacancies in downtown DC. You need to start filling that office or you’re gone. You know, it doesn’t matter if you’ve got, you know, top marks on your performance review. You just need to show up. So what I’m saying, again, is it’s designed to be, You know, in essence, to encourage a person to quit. Well, it.

Stone Payton: Sounds to me like that that objective will probably be reached. Sounds like that’s probably going to work. But what I’m seeing on the positive side, for me being selfish, I wonder if that’s not going to free up some talent for people like me that have opportunities for for people to work remotely, I guess. Yeah.

Rick Hermanns: Yeah. So and that’s a, you know, that’s where a lot of this will be. Um, you know, again, very instructive is what happens with, you know, what happens with productivity, you know, and those are things that haven’t been really as well understood as what they probably should be. Um, and part of our study, you know, the interesting thing that it showed, for example, is and particularly among younger workers, love, you know, love to work remote. Want to work remote, but it and self-reporting say they’re more productive. And yet you have other studies that show people, and especially younger people, being less productive. And so you have all this conflicting data out there. And so again, this will be a really good test case of, you know, of how that works and how that, you know, and how that doesn’t work. And look, I mean, I think that one of the biggest issues is and again, hopefully it’ll get employers to look at it sort of to your point, as far as, hey, you know, I kind of like working remote. I, you know, and I can do it. And, and candidly, I’ve, I’ve worked remote for 24 years myself. So, so I mean I, I see the value in, you know, in remote work, uh, you know, as well, um, you know, the, the, the issue is more but is it appropriate for everybody? And those are things where now we’re about to receive a bunch of, you know, again, a bunch of data as to we’ll see whether the productivity, um, you know, really works out, you know, whether whether it really works out or not. I think the other thing is a little bit of a tangent. I think the other part that where this might expose and you’ve seen certain tech companies starting to they started picking up on this two years ago. The federal government, not as much is how many people are still collecting, you know, premium pay for quote unquote working in DC, but actually moved four years ago to Ohio or Nebraska and yet are still collecting that pay differential, which is fraud, right?

Stone Payton: So just switching up a little bit, are you seeing a rise at all in interest among younger people, people entering the workforce in the trades and the skilled trades? Are you seeing that too?

Rick Hermanns: So I love that question. And and frankly, I’m a you know, higher quest is a big advocate of you know of that. Obviously part of it’s part of it’s selfish. But when you look at the average age of tradesmen like plumbers and electricians and masons, it skews very old. And there was a generation that was constantly, you know, it was for good reason, drummed into. It was drummed into my head as a kid, you should go to college, you should go to college. And it always, you know, it generally it it paid off. But we’ve come to this point where we’re pushing people, you know, into it that aren’t necessarily prepared. They run up a bunch of debts to go to school for a year and a half, and then they’re saddled with those debts. But they never really were meant to be, um, you know, really were meant, you know, really College really wasn’t shouldn’t have really been for them, wasn’t for them. And on top of it is, is that, you know, or it’s like, you know, how there are certain degrees where it’s like how many you know, you know, how many have certain degrees do we really need? And and so, you know, we’re I think the public school system is lagging. I think that, you know, back when I was in junior high, I had to take I had to take woodworking, I had to take classes, I had to do all these shop classes.

Rick Hermanns: So at the very least and then I, I worked for my father Construction. So when I graduated from high school, I knew it was work, you know. I knew what it was like to work on a work site. I knew what it was like to to, you know, to use a bandsaw to cut wood and you know it and, you know, unfortunately, you know, I really would love to see more schools, um, actually offer it. I happen to live in Pinellas County, Florida. And one of the things that our public school system is actually a little bit ahead of the game is does have some, you know, sort of skills academies. And frankly, I think every major school district ought to have those to help, you know, to help, uh, sort of grease the skids for more people to do it because, look, an electrician, you know, somebody could come out of high school at 18, work for a year as an electrician, you know, an electrician’s helper, then spend a few years getting, you know, going through an apprenticeship by the time by the time they’re 28, 29, they can easily be making 80 to $100,000 a year. And, you know, I would argue that there’s virtually. You know, there are very few college degrees that you’re going to end up in that same spot.

Stone Payton: Well, I’ll tell you, I’ll just share with you. My best friend growing up, I went to college. My folks had terminal degrees. It was never a question. I and my buddy Kirk, he went in the air conditioning business, and he can buy and sell me three times over. Rick, he’s done real well for him.

Rick Hermanns: Exactly. It’s exactly right. And I, I, I certainly, um, you know, I certainly hope that that, um, message gets through to more and more people. The, you know, that unfortunately, you know, you know, universities are a big business as well. And so there’s a lot of competition to encourage people to continue to, you know, to continue to pursue degrees. And in some cases, it obviously is the right call. Right? I mean, yeah, it certainly is the right call, but but golly, you know, it’s like they’re. So your point is exactly apropos. I mean, there there is a shortage of, you know, there is a shortage of tradespeople out there, plain and simple, and even, say some of the sub, you know, obviously not everybody has what it takes to be, you know, an electrician. I mean, you know, electricians, you know, that requires, you know, that that requires a lot of smarts. It’s oh yeah, you know, but there are even beneath that, let’s say beneath that category, there are a lot of sub professionals in the construction industry as now as well that are in short supply. I mean, I’ll say and let’s just say if you use dollars paid obviously as a proxy for what the market values a person’s skills, let’s say commercial painters are not their skill is not valued, let’s say the way an electrician is. And yet if you’re a good painter and you can round up 3 or 4 of your, you know, 3 or 4 people that are good painters besides you. To your point, you’re going to probably be able to retire when you’re 50 years old.

Stone Payton: Right? You have such a a marvelous vantage point to see trends, things that are happening in such a variety of industries. I’m curious, what are what are you seeing or noticing about? I it started to enter my world a little bit. I hit a button before we came on to our zoom room where we’re doing this interview, and it’s going to. We’ll see. But I think it’s going to like, take notes and give me a summary of our conversation. And all I did was click a button.

Rick Hermanns: That’s yeah, it’s pretty amazing. The, the, the types of I’ll call them menial functions. They’re not necessarily menial. It’s not the really the word I’m looking for but the repetitive functions that machine learning can handle right and and to. But to address your point, if you think about it and you go back 40 years ago, if you thought of a staffing company, what you mostly thought of was sort of like the what was the old movie? Dolly Parton and Lily Tomlin, you know, 9 to 5, right? And it’s like you’re working as a, as a, as a temp. Right. And what did you think of his attempt 40 years ago? He thought of a secretary. But how many true secretaries even exist anymore. So and obviously AI is quantum, you know, is a quantum leap ahead of even some of the basic technology that’s been employed. But think of how many jobs have been replaced by voicemail. And so in staffing, what you see is all of a sudden the, the, the staffing industry, the the largest component used to be placement of temporary. You know, I’ll call them secretaries, right? Obviously, there’s a lot more in it than that, but they were basically clerical workers is probably a better way of putting it. There was, there was it half the industry probably was. Was clerical workers. Clerical workers are almost that’s almost vanished. And you know that you bring up a great point with I and I think AI has the potential. Um, well, it’s going to transform our society that it has the opportunity, but it has the opportunity to be have a very positive impact and has the opportunity to be a very negative impact.

Rick Hermanns: Our policymakers are going to have to get out ahead of this, I think, and I fear, um, because if you you know, if you think of the greatest periods of revolution, it was really right after the Industrial Revolution, and you had Yet all the people who had to move from the farm, you know, into the city and people who were, you know, sort of had a normal what was then in the, you know, 1720s, a normal life where all of a sudden thrust into, you know, big cities and trying to work on some machine. To the extent that I fully develops, there are a lot of I’ll just use one example and, look, there’s probably a lot more tech, you know, and infrastructure that needs to take place for this to take place, you know, to fully take place. But let’s say we do get to the point of driverless trucks. There’s 5 million Americans that work as truck drivers. Where are they going to work after? What are they going to, you know, what are they going to do? And so, you know, there’s and yet on the other hand, you know, we import far more than what we, you know, than what we export. To the extent that we can eliminate, let’s say, cost differences, you know, why would we be manufacturing, let’s say, anything in Malaysia or Vietnam if we have AI applied in major doses on our factory floor, but we can produce all the stuff here.

Rick Hermanns: So that’s great. I mean, so that’s right. But then it’s all the, you know, and what’s the timing of that going to be though? Are we going to get more manufacturing here before, you know, before all of our truck drivers become unemployed? Or are all our truck drivers going to be looking around waiting? And so you just start, you know, when you when you think about the timing of that, those are major, major implications. And I don’t know if we as Americans have really started even thinking quite enough. You look at some of it and you say, wow, that’s cool. Like you said, it’s like, hey, the transcribing, you know, some machine is transcribing all of this. I read an article in the National Geographic a couple of months ago about like what AI is doing to forecast earthquakes, to read ancient scrolls that you know, that are rolled together. And if you unroll them, it you know, it would it would fall apart. And they’re predicting what the next sound a whale will make these different things. They’re all cool, right? But you start thinking about but they’re also going to take you know, they’re also going to take the jobs of a lot of people. And that brings back reshoring and new, you know, manufacturing comes back to the United States. That’s great. But what’s the timing of all that?

Stone Payton: I was going to quote, May you live in interesting times. Somebody smart and witty said that a long time ago. I think we certainly are, aren’t we?

Rick Hermanns: Well, you know, the that’s I’ve, I’ve heard that before and as, as I recall, it’s actually meant to be a curse. Oh.

Stone Payton: So, so in a local hire Higher quest office. Paint us a picture of the day to day. What’s going on in that office? What are higher quest folks doing on a daily basis to navigate all this?

Rick Hermanns: So, you know, I appreciate you asking that in part realizing Higher Quest has several major divisions. So one of the divisions that we have is Higher Quest Direct. So Higher Quest Direct is your classic, you know, basically direct dispatch labor company. So 85% of our workers are, you know, 85% of our workers are working construction. And so we’re, you know, we’ll have a person who, you know, the office will open at 530 in the morning, and then we’ll assign workers and we’ll get them transportation to the job site. They’ll work that day, and their pay card will be full of money that night. And so we have another person who takes care of that. Um, A lot of that, you know. And so we’re seeing, you know, you can tell really quickly what’s going on. And, you know, we have great insights from construction. You know, because of that we’re also very much sensitive in that to fluctuating demands. And so um, we get good sort of good Intel as to, um, you know, uh, how easier it is, you know, is or isn’t, um, for, you know, to, to, for, let’s say, for projects and because once you start seeing is, is if, if the economy is starting to falter a bit, you know, they won’t use us as heavily and and yet we’re great for supplementing in a very short range situation. Now our next you know, another large division we have is Snelling, which is more your traditional, you know, staffing.

Rick Hermanns: And again so we’re what we’re you know, we’re working with all sorts of companies with that, the residual clerical workers that are still out there, but a lot of it is related to, you know, a lot of that business is related to, you know, again, long term assignments in factories. Think of forklift drivers. Um, but also, you know, we do a lot of, let’s say, like, um, you know, even like medical assistants and things like that will number of our offices will supply people, people like that. So we have a broad range of broad range of clients. And, and so an office like that would have the manager and typically, you know, a person to do payroll and 2 or 3 people who are recruiting. And so they’re just going out and they’re finding, you know, based on what the client’s needs are, they’re going out and talking to people. And again, we get great insight, really, as to whether or not there’s going to be wage inflation because, you know, you get a client who maybe you’ll be sitting there and saying, well, we want to pay $16 an hour. And if you know, we’ll know whether or not we can fill that, you know, we can fill that order at $16 an hour and we can kind of get with our clients and say, hey, that’s just, you know, 16 bucks ain’t going to do it. You know, your competition’s all paying 18 or um, you know, so we’ve got great insight that way.

Rick Hermanns: But then we have another division, uh, the MRI network, which is one of the oldest network of recruiting companies. We have about 180 franchisees across the globe that are placing high level people. So you could think of a CFO. You know, we do. Ceos will do. Um, you know, we have some that do doctors, we have nurses, etc.. And again, so we have the the and again, so we’re seeing it from both the candidate side and from the client side. And we get just, you know, and so we’re a wealth of information for our clients and for our candidates because then we see over again over the entire globe, hey, our engineers are in high demand or are they not in high demand? And can you um, and so, you know, so we get a lot of insights, uh, we just get a lot of insights into that stuff. And, you know, again, our office is very we have we have certain offices that have 40 recruiters in them, and we have some that are they have one person who’s who’s sort of at the end of their career, they know a bunch of people in their industry and say, hey, I can, you know, I can make 25, $35,000 a year, you know, a placement, you know, helping my friends find jobs and they become a franchisee of us.

Stone Payton: Well, as an employer, and I’m not a big employer, but I can I can certainly have that hat on for for a moment. This strikes me as one of those areas where if I don’t take advantage of your specialized knowledge and expertise because you’re out there, you’re in it. You have so much data coming in real world data, I if I don’t take advantage of that, I mean, I’m operating in the dark. You know, I could be shooting myself in the foot and that could be very costly in a hurry, couldn’t it?

Rick Hermanns: Well, I think in particularly it’s particularly now with as many remote workers as there are, for example, and one of the, one of the beauties of remote kind of going back to that a little bit is think of it this way. Let’s say you’re trying to bring in a marketing person. It doesn’t matter for you. Realistically, it shouldn’t matter to you if that person could be in LA. That person could be in Maine, that person could be in Seattle, or it could be sitting one door down from you. What difference does it make, really? What he or she does is almost you know, I’m saying it’s irrelevant to where they where they’re working? But how are you going to find. I mean, seriously, how are you going to recruit that person? Whereas if you go to somebody who’s placing 50 marketing, you know, 50 marketing people a year, they’re going to have, you know, within three days you’re going to have five vetted resumes on your desk and all that’s worth, you know, saying and all that, you know, hiring the wrong person.

Rick Hermanns: You know. Can be a disaster for your business.

Stone Payton: Yes, I’ve I’ve learned that lesson. And I’ve also learned that I make all the mistakes. I have a tendency to hire in my own image, and I just every mistake that someone could make on every aspect of that. Yeah, I’ve got the scar tissue to prove it, and I bet I’m not the only one.

Rick Hermanns: So I’d like to turn that around and ask you a question. Yes, sir. Do you find over the time and obviously, I’m sure you have some that you hired in your own image that, you know, sort of like, wait, we can’t have two of these. You know what I’m saying? There’s not enough room in this town for the two of us, you know? On the other hand, overall, have you found that that’s better for you or worse for you? If you have a person that’s more like you.

Stone Payton: Oh, absolutely. Worse in my case. Absolutely. No. I need people that can fill all the gaps, because I’ve got this one little tiny, you know, circle of super power, and it’s pretty darn small. And I need to stay in my lane and do that. And then that whole big world of things. And so, no, I, I, I tremendously value everything you’re saying. And I’m learning a lot in this conversation. I appreciate it.

Rick Hermanns: I appreciate that as yours as well. You know, part of it it’s kind of funny is, is that, you know, it’s great that you have that introspection as well, though, that you can look, you know, I’m saying look at yourself and say, hey, I need to fill in those gaps. I think it’s one of the most important parts of leadership is being able to say, you know what I’m really good at? You know, maybe I’m really decisive and I can look at numbers and process the information quickly, but I’m so harsh. Nobody likes me. You know, like, you could be those different things. You follow me and. Yeah. And so it’s like, okay, well, if then I need somebody warm and fuzzy around me, or I’m just going to take everybody off and, you know, and end up with, you know, nobody who sticks around. Or maybe I’m a marshmallow and I hate firing people. You know, but an organization can’t just keep lousy people either.

Stone Payton: That’s right. Hey, listen, before we wrap, I’d love to leave our listeners with a with a pro tip. You know, the the tagline for the for the show is producing better results in less time. Let’s let’s, uh, let’s share a pro tip with. And it can be people hiring people looking just general life lesson in general, but something that’ll give him give him something to chew on for producing better results in less time, because you’ve clearly done it well.

Rick Hermanns: So I will tell you. I’ll give. I’ll give two, frankly, if that’s okay. Sure. One of the first ones that I learned this and it frankly, it changed my life. I learned this back. I was I was, you know, very, very new in my career. But I keep and have kept for 30, you know, nearly, you know, for 40 years almost now a to do list. I keep my to do list because otherwise things rattle around in my mind and then I forget. And then it’ll stress you out because it’s like, you know, you wake up at 3:00 in the morning and say, son of a gun, I forgot to call so-and-so or whatever it is, but I just keep track of I just keep track of it so that then I don’t I don’t worry about that. I’m not going to get things done. And anybody who knows me realizes I follow up on stuff. I follow up on stuff because I generally I have it recorded and the people who I supervise. I pretty much have a list for them as well, so I don’t typically forget what I’ve told them to do and I can hold them more accountable. That would be one of them is is but and it’s important to write it down. No one has a good enough, you know, writing down obviously you can write it down electronically. But I mean, the point is, is keeping track of it is is is crucial. And it’s crucial for your own, again, for your own sanity. Because you’re, you’ve you’ve often find otherwise that, you know, like I said, you just don’t.

Rick Hermanns: You’ll just keep worrying about it. The other part, and this isn’t my term for it and it isn’t, you know, and it isn’t my idea, but it’s something that I have found to be extraordinarily helpful in my, you know, in, in my life. Um, but also then in my work is and it’s from the book Atomic Habits by James Clear and it’s and it’s in one of the there’s a lot of good stuff in it, but in particular there’s a thing called habit stacking. And so one of the things that I’m very intentional about is, you know, we all we all have, you know, probably literally 100,000 tasks that we complete in a day. And then a lot of them, we have to do some. We just do because we like it, but some we try to avoid, but we don’t always do them. You know, we don’t always do them, uh, efficiently. And so with habit stacking, it’s kind of like, well, okay, I’ll go in the, you know, I’ll just use this as an example is, is that when I go to brush my teeth in the morning, well, then maybe I’ll, you know, I’ll charge my, you know, my Apple Watch at the same time that then I feed the dog and when I’m, when I’m heating up my coffee, I feed the fish. I just completed, like, six tasks, all in the space of two minutes. Yeah, but I do it each time. And then you don’t forget it to where it’s all of a sudden it’s like, oh, I forgot to feed Fido this morning.

Rick Hermanns: And not that Fido would let you. That’s probably a bad example. But then you really don’t forget things, and you manage to do all the mundane things that can throw you off track. And of course, you can do it on the, you know, again, on the work, uh, you know, at a work level as well, where it’s kind of like, well, okay, you know, while I’m checking my emails, then I’ll also, you know, I’ll, you know, I’ll do this or that at some point. That’s always dead time. And I have found that to be very helpful in, um, allowing me to be, you know, more productive. And you know what? I’m going to add a third one in for nothing. And part of it is, is not to let stuff sit around either. And part of it is with the to do list. But it’s like, realistically, things don’t get better with age. Just because you ignore doing something doesn’t mean that you’re not going to end up having to do it. And I still do it from time to time, and it drives me crazy. I use a really stupid example. I’ll sit down. I’ll sit there and say, okay, my fingernails are getting a little bit long. I need to cut them. But instead of walking 20ft over to the bathroom and clipping my nails, I’ll sit there and I’ll do it later. And then two hours later, it’s like, I really need to cut my nails, you know what I’m saying? You just keep going back, right?

Rick Hermanns: It’s like, hey, dummy, just do it. And then it’s done. And then you’re not wasting mental energy and you know, you’re not wasting mental energy on something that is really colossally stupid. And, you know, and so and there’s and that’s sort of a bit of a silly example, but there’s a lot of things from a business standpoint where all you end up doing is annoying your colleagues by not handling something that needs to be handled. And they may not like how you handle it, and you may not like having to deliver that message. But it’s still not going to get better. You’re still going to have to do it. The question is, are you know the question? And in half the time, then you stress yourself out while you’re thinking, oh gosh, they’re going to hate that message. It’s like, yeah, they’re going to hate it three days from now just as much as they’ll hate it three minutes from now. Get it done with.

Stone Payton: I am so glad I asked. That sounds like marvelous counsel to me. What’s the best way for our listeners to tap into the work that’s going on at Higher Quest? Is there a website or something? What’s the best way for them to to stay connected?

Rick Hermanns: Yeah, absolutely. So, um, we are on, uh, you know, we’re at higher quest.com w ww higher quest h I r e q u e s t.com. And that has links to all of our different offices and our different different brands. And, um, you know, or if you’re looking for anything even more, our corporate headquarters is in Goose Creek, South Carolina. And that’s 843723 7400. Um, but probably the website is the best. Again, higher quest.com.

Stone Payton: Rick, It has been an absolute delight visiting with you this afternoon. Thank you for everything that you and your team are doing. You’re clearly having a a real impact on something that is so important to all of us. And we sure appreciate you, man.

Rick Hermanns: Thank you Stone, have a good day.

Stone Payton: My pleasure. Alright, until next time. This is Stone Payton for our guest today, Rick Herman’s with Higher Quest Inc and everyone here at the Business RadioX family saying, we’ll see you in the fast lane.

 

Tagged With: HireQuest

Alice Ackerman with A D Ackerman Coaching & Consulting

February 27, 2025 by angishields

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Alice Ackerman with A D Ackerman Coaching & Consulting
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Alice-AckermanDr. Alice Ackerman is an executive and leadership Coach credentialed by the International Coach Federation (ICF) as a Professional Certified Coach.

She is Professor Emerita and Founding Chair (retired) of the Department of Pediatrics at the Virginia Tech Carilion School of Medicine (VTCSOM), and Founder and Principal of her coaching company, AD Ackerman Coaching and Consulting LLC.

She is a recognized national and international leader in the fields of Pediatrics and Pediatric Critical Care, with multiple leadership roles in several prominent medical organizations. She has authored dozens of peer-reviewed publications in numerous academic journals and has served as an author and editor of several textbooks. She currently serves as Associate Editor for case reports of the journal Pediatrics.

Alice specializes in leadership development and operations in medical centers. She has initiated various training programs, including residencies and fellowships, and played a key role in establishing a new medical school.

Her passion lies in enhancing individuals’ and teams’ leadership abilities and deepening their understanding of medical and educational systems. She is also passionate about enhancing the role of women in leadership.

Connect with Alice on LinkedIn and X.

What You’ll Learn in This Episode

  • Why Linda became a coach
  • Her prior life as a leader in academic medicine
  • About her non-profit Lift Every Child
  • Her approach to coaching

 

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Atlanta, Georgia. It’s time for High Velocity Radio.

Stone Payton: Welcome to the High Velocity Radio show, where we celebrate top performers producing better results and less time. Stone Payton here with you this morning. Please join me in welcoming to the Broadcast Executive and Leadership coach with A.D. Ackerman, coaching and consulting the lady herself, Alice Ackerman. How are you?

Alice Ackerman: I am really good, Stone. Really good. The spring is on its way and everything is lighting up and break and and and, you know, things are getting ready to emerge. So I’m feeling that energy.

Stone Payton: Yeah, it’s a fun time of year and it’s a wonderful day. And this is definitely a bright spot in my day. And for those who are listening in, I got a ton of questions. Alice, I know we’re not going to get to them all. Uh, but I think a good place to start would be if you could just share with us mission. Purpose. What are what are you really out there trying to do for folks?

Alice Ackerman: Well, Stone, my goal is really to help people find the best way to lead them themselves. People often don’t realize that they are leaders. Even if you know you don’t need a title, you don’t need a job where you are bossing, uh, you know, 10 or 20 or hundreds of thousands of people to be a leader. You are always a leader of yourself. And my goal is to help people to do that better.

Stone Payton: So I’m interested to know why you became a coach and how in the world you, you landed in this role doing this kind of work. What’s the what’s the backstory?

Alice Ackerman: Well, the backstory is for most of my professional life, um, I worked as a physician. I’m a pediatrician. I was trained specifically in pediatric critical care. So those are the not little tiny babies in the NICU, but anybody older than that and younger than about 20 who, um, needed help staying alive. Uh, and I did that for many, many years. I held a bunch of leadership positions in major medical centers. Um, and the the most recent job I had was, I was I was brought down to where I currently live in, in Roanoke, Virginia, to help start a new medical school. And, um, that was a phenomenal opportunity. And I did that for about ten years. And then I said, you know what? I want to find a different way to help people. That won’t necessarily entail me having to stay up all night. Uh, me having to remember doses of drugs and other things and, um, and somehow I found my way into coaching. And it was when I, I sort of set back and said, what were the most meaningful, uh, periods or episodes in my life as a physician, but I wanted to to have it be not the patient care that was the most gratifying to me was the patient care. But besides that, and I realized it was those times that I sat across a table from someone having a conversation about what they wanted to do with their life, or how they wanted to be better in patient care or research or whatever. And when I would see the light go on in their eyes and they would look at me and go, that’s it, I’ve got it.

Alice Ackerman: I know what I’m gonna do now. And usually it was just because I asked them some pertinent questions, and they came up with it all by themselves. And I sat there and I was like, is there anything I could do where I could do that all day? And by talking to a bunch of my colleagues who were not physicians, um, they introduced me to the world of coaching. My knowledge of coaching up until then had been, oh, it’s either for sports, which is not my thing, um, or for people who were in need of doing something better. So I was like, nah, I don’t want to do that. And then I met someone who was really instrumental in talking to me. About what? What leadership and executive coaches do and how they help people improve their own lives, improve the lives of the people that they work with, improve the lives of their families. And I was hooked. I was absolutely hooked. I was like, wow, if I can do this all day and I can actually get paid to do this, because this is something I cannot even imagine. And so I engaged and coached training and, um, you know, as they say, the rest is history. I, uh, I now have my own coaching business, and, um, I work with people, most of whom are in the medical profession, but not all. Um, I work with folks who, you know, are facing burnout. Folks who may be questioning is, did I make the right decision in my life or or, you know, really anything. And, um, yeah, that’s that’s the backstory. Any other any questions about that? Oh, I.

Stone Payton: Got a ton. And I do want to dive into the the work, the mechanism for the work and how that unfolds. But before I go there, uh, you made the decision to become formally credentialed. Lord knows you’re not scared of school if you became a doctor in the first place. But, uh, what prompted you to decide? You know what I am. I’m going to go through this. What? I think you know, many of us recognize a pretty rigorous, uh, process going through that formal certification. What was that like?

Alice Ackerman: Well, Don, I have always believed that if you’re going to be marketing yourself as someone with credentials, and I’m going to say I’m a coach, well, you know, I can’t say I’m a doctor without having the medical degree, without having a license, without having certification in the specific area that I want to practice, but I could in fact say I’m a coach and market myself however I want. But what gives the potential buyer of my services any kind of reassurance that they’re getting quality? I, I know I have to prove it to each and every client that I have what they need, but how do they even know that I’m worth taking a chance on? And it’s just something I believe in very fervently that one shouldn’t go around saying that you can do something unless you’ve proven that you can do it. And so I chose the International Coach Federation as the body, um, the credentialing body that I really feel most aligned with. And a lot of that is because of their very high ethical standards. Um, there’s a a coaching code of ethics that anyone can find if they, if they look at the, um, at the icf’s, uh, website. And when I engage with a client, one of the first things I do is I say, hey, this, you know, you’re interested in working with me. That’s great. I want you to understand the ethical principles that I abide by. And, oh, by the way, I also meet all these competencies which most people are like, yeah, so what? But, but but it is my way of saying, yes, I’m legitimate. I’ve done this, I believe in it, and I continuously work just like in the medical profession, where we have to get a certain number of continuing education credits per, per year. We have to do that, um, for coaching as well. So it’s, it’s engaging in that lifelong learning. Um, it’s being open to learning new things, to not be stuck in the past. I I’m pretty old. Um, but I don’t ever want to be so old that I can’t learn something new. And I think that’s really important.

Stone Payton: Well, it sounds like you made the right decision. You’re benefiting. Your clients are benefiting. So? So I’m glad I asked. I do want to talk about the work, the the mechanism, like the mechanism for the work. Is it one on one facilitated conversation? Is it group work? Is it speaking? Writing?

Alice Ackerman: Uh, yes. Okay. Um, it it’s all of the above. Right now, I’m focused mostly on individual work with clients. Um, I, I write a little bit, and I have a secret, um, that I haven’t even shared with my family yet. So this is going to come as a surprise. Um, I am in the process of writing a book. Oh, um. And I anticipate probably it’ll take a year to, to come to fruition, maybe longer. Um, but I realized that there are so many lessons that I learned that during my life, since the time I was a child, that contributed to the way that I approach leadership. Um, and I want to share those experiences because I believe many people are having similar experiences that are shaping the person that they are, the leader that they become, and they don’t even realize it. Um, and so this is this is my new, um, my new sort of intimidating goal for myself, uh, for the next year is to work on this book. Um, but yeah, most of what I’m doing is, is is one on one. Um, coaching with people. I do some, uh, group coaching.

Alice Ackerman: I did a lot of group coaching, uh, during the pandemic because there were so many people who needed to work through issues that they were going through, um, that I couldn’t, couldn’t manage meeting with each of them separately. So they got to get, you know, I got them together into groups and we were able, um, to have situations where I would facilitate the conversation. People actually were able to help each other and talk to each other and talk to me. And, um, and that worked very well. And and nothing’s to say I won’t do that again, but right now, uh, yeah, that’s that’s my focus. Um, um, I write some in terms of my blog, on my website. Um, and I am about to start and I don’t have a date for this, but I. I am about to start a process where I may start sending out, um, like a daily newsletter. Um, and I just have to get myself, um, psyched up to do that every day. But those are those are the things I’m I’m either doing or considering doing.

Stone Payton: What an exciting time for you. I really am excited for you on on the book. And I do think you will serve a great many people by committing your your wisdom and your experience to paper and putting it out there. Uh, for folks. I also suspect you will find that going through that process will probably even even further solidify, crystallize your thinking on a number of topics, and probably make you an even better practitioner.

Alice Ackerman: I think you’re absolutely right, and I’ve been waking up almost every day going, oh, this I have to put this in. I have to put this in. Um, yeah. So there’s, there’s things that now I’m realizing sort of how, you know, you kind of emerge as a, as an, as an infant. You’re sort of a blob from the standpoint of your personality. Right. Um, and you have some qualities. You’re either crying a lot or you’re giggling a lot, or you’re eating a lot, or you’re doing all of those, um, and over time, your personality gets shaped by the experiences, not only the experiences you have, but it’s really your reactions to those experiences. And those all serve to sort of, you know, what color are you painting yourself today? Um, what is what are you presenting to the world? And, um, and I think, you know, it’s it’s not all that, um, mysterious how we end up the way we do. Um, and so, yeah, my goal is, is to try to kind of take some of that mystery away.

Stone Payton: Well, you certainly have a lot of, uh, irons in the fire as my as my daddy would say. But at this point, what are you finding the most rewarding about the work? What’s the most fun about it these days for you?

Alice Ackerman: Um, it’s really seeing the change in people. Um, I have a client I recently started working with. Who? Our first several sessions. They were, um, I wouldn’t say overtly sad, but there was. There was a lack of of energy coming from this individual. And we’ve been together now for about seven months. And the last time I met with them, their eyes were sparkling, their posture was different. They were sitting up. They were looking forward to the next step, the next, um, the next piece of their life. And to me, that is that is the most rewarding thing to see what people can do. And a lot of times they they want to thank me for it, but I’m not the one doing the work. They’re the ones doing it. They’re the ones that are seeing that the issues inside of themselves. Because I’ve asked them a few questions that have gotten to something, and maybe it’s something they’ve been hiding for a while. Maybe it’s something they’ve been afraid to look at. And when we’re together, it can be a little safer for them to look at something that they might have thought was frightening. And then they hold it out and and I try to serve as a little bit of a mirror. Oh, what I understand from what you just said, tell me if I’m wrong, is you’ve been feeling a bit anxious about this next thing.

Alice Ackerman: Oh, you’re right, I am. Oh, I just said that, didn’t I? I didn’t realize I said that. And then they’re able to look at themselves and realize what they’ve been hiding, realize what they’re interested in doing next. Realize that they can do it. And and when I see that I can sit on the other side of it, you know, a lot of coaches want to only work in person. I work mostly over zoom. And when you’re on zoom, you can see it. You know, even if you’re not physically in person, you can see it. You can feel it. The posture changes, the tone of voice changes. And they get that that gleam in their eye. And that basically says to me, wow, right. They are doing this themselves. They are going to feel so much more capable moving forward. And, and and that is really it. That goes to my heart. It goes to my soul. And. Well, yes, I do charge money for what I do, but that is the piece that gives me the most satisfaction knowing that someone else has become more empowered to take charge of their own life.

Stone Payton: That has to be so fulfilling. I recognize that every client surely has unique challenges, unique, distinct dreams. But do you see some common patterns from time to time in seeing multiple clients? Do you see some things crop up? Uh, more than once?

Alice Ackerman: Absolutely. Um, you know, I think one of the things I see, especially in people who work in healthcare, is the phenomenon of burnout. I’m sure everybody’s heard about, um, and, and one of the key pieces, and a lot of people know that burnout happens if you’re overworked. But it’s not just the overwork. It’s really the sense of not having any control that when you add it to the long hours, you’re like, what am I doing this for? And when you can or I can help people take back some control over their lives. It doesn’t fix the problem because burnout is a is a workplace issue. It’s not an individual issue. But while working to change the workplace, people can take more control over how that workplace is impacting them. And that can then help them to feel a little less burned out, which then helps them take a step, take a step in some direction. Is the step going to be I’m going to help make my workplace less obnoxious, or I’m going to find myself a different career, or I’m gonna spend more time, Um, loving my children because I haven’t spent much time with them.

Alice Ackerman: Because I felt I had to put all my time into this workplace. So it’s really the challenges are how do you take some control over the issues in your life that are not serving you and move forward from there? And so that is um, yeah, I guess that that’s probably, you know, one of the most common themes that I see, uh, that lack of control and then sense of, oh, oh, I’m not always at the mercy of my surroundings. I can have some control about how I respond and when I have some control about how I respond. Huh? Maybe doesn’t have to bother me quite so much. And and that when a person is able to get there, then they will be able to do anything because they will see that they do have choice. They can choose how they respond. They can choose what is going to be the thing that will enable them to create value in their own life, in their loved ones lives, and maybe even in the life of the business that they’re involved. And that is that’s empowerment. And that is what I, um, what I love to do.

Stone Payton: Speaking of challenges, I get the distinct impression that you’re probably well past this in your practice. But when you were in the early going, was it? Was it a challenge at all? The whole sales and marketing, the whole business side of coaching, like just getting the the clients. Was that tough at first or. No.

Alice Ackerman: Oh, it’s always tough. It’s always tough because, you know, you’re not selling a fancy red car that can go from 0 to 60 in one second. Um, people don’t know what they’re buying. And so, and, and most of us coaches, myself included, we don’t really want to go out there and say, oh, I’m so great. Look at all the things that I’ve been able to do and all the people that have benefited. It feels icky. So, um, so yeah, and I’ll admit, it’s still sometimes difficult. I don’t always have as many clients as I, um, could handle, but sometimes I have more than I would consider optimal. So, you know, it. It ebbs and flows. Um, yeah. And I’m afraid I’m not really answering your question, but, um. But, yeah, I mean, no, I do have an MBA. Um, but.

Stone Payton: Of course you do. Goodness gracious.

Alice Ackerman: I did not. Um. Wow. I got that mostly because I wanted to be able to understand and talk to the finance people when I was a leader in, in, in, in the medical field and, and just being able to know that the words that these people were using, they thought I was really smart and they stopped trying to, uh, bamboozle me. But anyhow, um, yeah. So having the MBA didn’t really help me feel more comfortable marketing myself. And, um, and I think what most people end up realizing is most of your sales are going to come from referrals, from people you’ve worked with before, or people who have known you, even if it’s in a different circumstance. People who can say, I know the person that Alice is. I know you can trust her. And that’s probably the most important thing from my standpoint, that a person would want in their coach is someone they can trust who is not going to talk about them without their permission, who’s not going to, um, judge them in any way, who’s not going to put them down? Uh, and, and to me, if I, if I were listing the qualities of a coach that you would want to be sure we’re there. But, you know, in addition to the competency, let’s assume competency. It’s the trustworthiness of I will. I will treat all of your secrets because they’re all secrets. When you talk to me as, um, you know, in inviolable, I will. I will hold them close, and I will give you room for you to talk about whatever it is that you need to talk about today. And, um, so, yeah, it’s it’s, you know, I think, I think marketing you’re, you’re coaching business is mostly, you know, having other people say good things about you.

Stone Payton: Well, I’m so glad you brought up the topic of trust, because I am trying to envision the the depth of trust that you must have to create to do effective work in this arena, not only them trusting you, but maybe to some degree, them trusting themselves.

Alice Ackerman: Absolutely. Yeah, absolutely. Yeah. And I think a lot of people don’t trust themselves, but they can learn to do that through the coaching process, because a lot of people are afraid that these these thoughts I have or these feelings I have or the, the goals that I have that I’ve never said to anybody, I don’t trust myself that that these are worthy or that these are the right ones or that I can accomplish them because, you know, I failed a test when I was in kindergarten. Huh? Who cares? Let’s, you know, let’s move forward from that because you’re not in kindergarten anymore. Um, but people are still holding on to a lot of those those feelings of being imperfect, being, you know, just just not having what it takes to get to the next level at work or, you know, get somebody to say yes to your marriage proposal or whatever it is. And, um. Yeah. Trusting yourself is so important. I’m glad you brought that up.

Stone Payton: I’m going to switch gears on you for a moment, if I might. I’m interested to learn about hobbies, interests, pursuits, passions, causes outside the scope of all this other stuff you got going. Do you nerd out about anything outside the scope of this work?

Alice Ackerman: I do, I got two things right. Well, maybe more than two, but but I’ll I’ll let myself to two. One is, um, related to a nonprofit organization that my husband and I recently founded, um, to help, um, families of kids and young adults with, uh, neurodiversity get the kinds of therapies that they maybe can’t afford or at the very start of this And and I have discovered it’s harder than I thought it would be. Mhm. Um, I kind of thought, you know, build it and they would come. All right. I’m going to start this nonprofit. We went through all the rigmarole of, well, I don’t want to insult the government, but you know, we met all of the government requirements. And then I thought, oh, I’ll just put out a note on LinkedIn that I’ve done this, and everybody I’ve ever known is going to give me a lot of money to support this nonprofit. And no, that didn’t happen. So so that’s that’s one of my passions. Um, the other one is, um, uh, some crafting that I do. I, um, I love to work with what’s called polymer clay. Um, it’s a plasticized material that you can cure in, you know, in your own, um, oven.

Alice Ackerman: You don’t need a kiln for it. And, um, I’ll have fun. Just kind of making little things. I make little animals, I make, um, well, after nine, 11 happened, I made a whole bunch of of American flags that were pins. I mean, I could have gone and bought them in, you know, someplace for cheap, but I wanted to make my own because that sort of gave me an outlet of, you know, how to how do I, uh, support my own, um, my own needs. So, yeah, I’ve always got something that I would consider creative going on. Um, it’s not always the polymer clay. Sometimes it’s it’s making. Well, sometimes it’s photography. Right now that’s that’s a big, um, interest. And, um, mostly I take photographs of birds, uh, so, you know, do a lot of stuff, but, um, uh, and then I try to turn them into Christmas gifts, uh, you know, so that people get, um, maybe a calendar for the year that they can put on their desk that has a whole bunch of pictures that I took or, um, little things like that, that I just, I have fun doing.

Stone Payton: I am so glad I asked. You can learn so much about people. Ask them about their other interests. That’s fantastic. And I can’t wait to tell my wife. She’s really enjoyed, uh, taking a clay class here locally in Woodstock, Georgia. And she’s just she’s on cloud nine whenever she comes home from that. She just loves it.

Alice Ackerman: Yeah, yeah. Well, mine is not kind of clay that she’s probably working with, but, um, like, it’s called polymer clay and it comes in all different colors, so I don’t have to paint it. And like I said, I don’t need a kiln. It just I have a dedicated, um, toaster oven that I can cure my pieces in. So.

Stone Payton: Well, I’m weighing my options right now whether to mention it to her or not. The polymer.

Alice Ackerman: Well, I mean, you can mention it to her. She can find it online, and, um, it doesn’t take up a lot of space in your house, so it’s okay. No, I’ll.

Stone Payton: Definitely tell her about it. She’ll be excited to learn about that. Hey, listen, before we wrap, I would love to leave our listeners, if we could, with a pro tip around how to produce better results in less time. And look, gang. The best pro tip I can give you on any of these topics is reach out and have a conversation with Alice. But between now and then, let’s give them a little something to to chew on. Alice.

Alice Ackerman: Yeah, I guess my my pro tip really would be don’t be afraid of yourself. Um, let those good ideas come up to the surface. Don’t automatically say, oh, no.

Speaker4: I could never do that.

Alice Ackerman: Because you can. And I think just, um, just allowing yourself to listen to the ideas that come, the things you want. Um, and and take one step. The quickest thing you can do is just take one step toward that. You don’t have to get all the way in the first minute or the first day or the first year, but one step and then look back instead of forward and say, look how far I came. Because if you’ve taken one step, you won’t seem like you’re closer to the end. But when you look back and you’ve taken maybe one, maybe two, maybe three steps, you can say, wow, I’m no longer at the starting line. And that’s I guess that’s my tip.

Stone Payton: Well, that’s terrific, counsel. Thank you for that. What what is the best way for our listeners to tap into your work and stay connected.

Alice Ackerman: Um, sure. I guess the best way is, um, my website, which is w w w dot h d Ackerman. So it’s my first and middle initials, and then my last name, uh, dot com. And, um, there’s a couple of places on there where you can just click and it says, um, you know, get in touch with me. You can send me an email. That way you can, um, sign up to get, uh, you know, whatever items I might be making available at that time, uh, if you want, for free and and that kind of thing.

Stone Payton: Well, I hope that you will be open to having a conversation like this again when you get that book out, if not before. Okay. That would be a lot of fun. But thank you for investing the time with us this morning. You, uh, you are clearly doing a tremendous job and genuinely serving a lot of people, and we sure appreciate you.

Alice Ackerman: Oh, well, Stone, thank you so much for inviting me on your show, and I hope that the listeners got at least something that they can carry away with them.

Stone Payton: Well, I can guarantee you that happened, and this listener certainly did. This has been a great deal of fun, inspiring, invigorating. And I again, I sincerely appreciate it.

Alice Ackerman: Thank you.

Stone Payton: My pleasure. All right. Until next time. This is Stone Payton for our guest today, Alice Ackerman, and everyone here at the Business RadioX family saying we’ll see you in the fast lane.

 

Tagged With: A D Ackerman Coaching & Consulting

Speaker, Consultant and Coach Scott Ramey

February 27, 2025 by angishields

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High Velocity Radio
Speaker, Consultant and Coach Scott Ramey
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Scott-RameyScott Ramey is a speaker, consultant, and coach who helps business and sales leaders turn unclear messaging into powerful conversations that build trust, inspire action, and drive results.

With Fortune 500 experience in sales, leadership, and business development, Scott has led high-performing teams and understands what it takes to communicate with clarity and influence at the highest levels.

Through his signature frameworks, dynamic keynotes, and hands-on coaching, he equips professionals with the tools to own their voice, engage with confidence, and create meaningful impact in every conversation. Scott-Ramey-Group-logo

Connect with Scott on LinkedIn, Facebook and Instagram.

What You’ll Learn in This Episode

  • Authentic Leadership & Selling
  • The Power of Communication & Connection
  • Lessons from Your Grandfather’s Service & Leadership
  • Navigating Change & Overcoming Underperformance
  • The Power of 3: A Simple Framework for Success

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Atlanta, Georgia. It’s time for High Velocity Radio.

Stone Payton: Welcome to the High Velocity Radio show, where we celebrate top performers producing better results than less time. Stone Payton here with you this afternoon. Please join me in welcoming to the broadcast speaker consultant coach with Scott Ramey Group. The man himself, Scott Ramey. How are you, man?

Scott Ramey: I’m great. Stone. Thanks for having me. I’m so excited to be here and chat with you.

Stone Payton: Yeah. It’s a delight to have you on the broadcast. I’ve really been looking forward to this conversation. Let’s start by getting a feel for mission. Purpose. What are you and your team really out there trying to do for folks, man?

Scott Ramey: Well, I think for me, it’s really to transform the way that we we code, that we sell and that we present and that we lead and really bring a more authentic perspective to, to, uh, to all those attributes. And I’ve been spending my life as, uh, leading and selling and, um, you know, now dropping into the consulting and coaching aspects is what I’ve found is there was really a void and and the authenticity that drives better results. And I feel like I’ve got the formula to help people get there.

Stone Payton: Well, I got to tell you, you cannot follow your work in any of your communication without running across that term authentic. Speak more to that. And it’s application for leadership selling life.

Scott Ramey: Yeah. So it’s this is kind of a lesson I learned too. Well frankly. So if I look back at my career of 30 years in financial services industry, and if I’m being really honest and critical and self-critical of myself, I think I wore a mask for the greater part of that career, not in the sense of how I led and how I interacted with people, because I think I was very genuine and 100% authentic in the way that I led and interacted. But I really never revealed the true challenges that I had faced underneath the surface. And it goes back to my first panic attack when I was 19 years of age and a junior in college, and so I had anxiety with me my entire life. I still am working through anxiety on a daily basis, and it wasn’t until, I mean, Stone was about two and a half years ago that I finally unmasked myself and my true identity. Other than Michelle, my wife, nobody else knew that I had been living with anxiety and a bit of a struggle throughout my career, and it wasn’t until I had a conversation with my daughter, Aubrey. And she doesn’t mind me sharing this story because I think it positively impacted her and positively impacted me. But Michelle came up the stairs here in my office about two and a half years ago and said, hey, look, Aubrey’s having a real challenge and I think you need to call her.

Scott Ramey: And I said, well, what’s going on? And she said, well, she just left a sports psychologist and Aubrey was a Division one soccer player, and he wants to put her on antidepressant anti-anxiety meds. She was benched the Saturday before that for making a couple of mistakes on the on the pitch. And as a father, she did make a couple of mistakes, as difficult as that. Is that for me to admit. And she had just flunked a presentation class, her first presentation class, and her college class she was taking. And I thought before I called her, I was like, what would I have wanted to hear? Um, you know, when I was 19, so a long, long time ago. And what I wanted to hear, um, that I didn’t hear immediately, but I finally did start to understand this, was that I wasn’t broken, that I was that it wasn’t a flaw. That, in fact, maybe the sensitivity that I was experiencing that was causing my anxiety may be a superpower. Um, and at that moment, it freed me to be myself. And I started talking more about that experience. And I felt like the way that the word the world came off my shoulders and, and maybe and if not more importantly, that also gave Aubrey the courage to be herself and authentically herself.

Scott Ramey: And long story short, she jumped into the infamous transfer portal, found her way to Valparaiso University. Um, she started every single game for her team. Uh, played every minute of every game, including playing on a stress fracture. The last two months of the season, they won the Missouri Valley Conference tournament. She was all all tournament team, and they played the first round of the NCAA tournament against Notre Dame. And now she’s going on to do really cool things in financial services industry herself. So it freed me up and gave me courage. And I think the conversation gave Aubrey courage, too. So it was a pivotal moment in my understanding that that a lot of people are scared and a lot of your listeners are scared and it’s okay to be scared. But I think eventually we need to confront those fears and discuss them openly. And that’s why I lean in so heavily to authenticity, because I see what’s happening to a lot of individuals. It breaks my heart when I see it and experience it, and I just want to be an area and a platform to go to for safety.

Stone Payton: So let’s dive into the work a little bit. Maybe share a use case. Of course, you wouldn’t want to name names, but just kind of walk us through. I’m particularly interested in the early stages of an engagement or relationship with with in doing work with with you. But yeah, walk us through the the day to day. How does this really unfold?

Scott Ramey: Yeah. So it unfolds itself in a lot of ways. But what I found the common, the common characteristics of individuals that come to me is really based on fear. And it’s fear because they’re taking on something new and different. So I’ll give you a great example. I, I recently worked with the head of investor relationship or relations for a capital development company, and given the commercial lending is so tight, they had to change their business model and they had to go to high net worth individuals and family offices. And she called me on a Thursday and said, hey, I need your help. Um, we’re in the middle of a raise, and I just committed to a $5 million raise. But the story is not where it needs to be. And so this individual came and worked with me. We spent a half day together, uh, really redeveloping the entire story and pitch that she could take to market. The great news is they oversubscribed on that particular offering. But what it did for her stone was it gave her confidence. It gave her confidence and certainty and clarity in what she needed to do. And look, I just facilitate this process, this particular individual. She did all the work. I mean, she really rolled up her sleeves with me, but I was there to support her and kind of a safe net for her to fall into.

Scott Ramey: We could go through the, you know, many, many repetitions and tell the story over and over again and tweak it and fine tune it. And what came out of it was not only a lot of confidence with this individual, but a really great story, frankly. I mean, we developed a really great story together. So that’s just one of many examples. Another is a CEO, founder, CEO who was the number two, who was accustomed to being the chief operating officer, who now has started her own venture, and she needed to go out and raise capital. And we have an ongoing relationship that we speak no less than once a month. And, um, again, I think it’s just a sounding board, but somebody who, you know, that my whole my whole career, I raised money. That’s what I did in different aspects of business development, relationship management, sales, you name it. I’ve kind of done it. And I guess the gift that I will share with people is that what it comes down to is human connection. But you have to have a really tight grasp of what you want to say so that you can be who you need to be. And if you’re thinking about what you want to say, then you can’t be authentically yourself.

Stone Payton: So what do you find is a is a primary catalyst for that kind of shift? That kind of turnaround is part of it. Taking a mask off for a little while and a well facilitated, truly authentic exchange with an objective pair of eyes like yours.

Scott Ramey: Yeah, I think it’s part that, but I think it’s the expectations of what we think we have to do. And I see this I saw this in my entire career where and a lot of sales and business development professionals think we have to behave a certain way, and we have to go in and convince someone to do something. And yeah, so we strip that back and say, no. Like, you just need to be really clear about your message and you need to take the attention off of you and put it on your audience. And when you do that, and the quote I use and I created was, when it’s no longer about you, the pressure is no longer on you. When you shift the focus to your audience and not on yourself, you in turn free yourself up to just to connect. And when we connect, it’s a beautiful thing. And then we find ourselves not selling at all, that we’re just having this lovely conversation. It gets to an outcome that’s mutually beneficial to everybody.

Stone Payton: Well, if people continue to listen to me, they’re going to hear me repeat that phrase, and I will try to remember to credit you. But, you know, after a while it’ll be, you know, like I always say.

Scott Ramey: But it’s but it’s true. I think, you know, again, I led large sales organizations. The largest was we had 740 people. We were 14 to $18 billion a year. Given the year and our success on the institutional side. But that was the common thing. Sales reluctance is real, but it’s based in fear. And when we have fear, when we bring fear because we’re so focused on ourselves and we bring that into an environment or a situation, it’s even for leaders, too, especially for leaders. We spend so much time worrying about how we’re going to be received, what people are going to think of us, um, whatever it might be that we’re not truly ourselves and we’re and again, I know far too well from this, based upon my own personal experience, I would I think the thing that that I remind people of and not often, but I think is sometimes it’s worth repeating, is that I’m not. This isn’t just theory. This is practical. And when you’re coming from the experiences that I had with the first panic attack and always thinking about the next, and that’s the worst thing about panic, the first one, it’s all anticipatory, you know, I like to call it my shadow is always there, lurking, hiding, waiting to appear in the right circumstances. But a lot of us are bringing panic like behaviors to interactions with people, and we’re not connecting with them because we’re so focused on ourselves. And so when I when I talk and use the word authentic, and it seems to be used a lot these days, um, I like to think I think of it in a different way.

Stone Payton: So at this point in your career, what are you finding the most rewarding? What’s the most fun about it for you these days.

Scott Ramey: Oh man, I love seeing people win and have, have and do things that they never thought they were capable of doing. And that includes myself. I mean, the fact that I, you know, to leave corporate America after three decades and go out and become an entrepreneur, that’s it’s hard. And I know you have a lot of listeners who are entrepreneurs as well. We all can appreciate how difficult it is to start a business. Um, so I celebrate on a daily basis the wins I have. But I love, love, love, love seeing somebody do something they never thought was possible. And you know, the example I gave you earlier with the head of investor relations, the CEO, when I when you know, they they fine tune their message and they get it to a point where they, you just see them light up and they realize that they’re taking, they’ve just taken an incremental step in a positive direction. Man, I love that, I love that.

Stone Payton: Do you sometimes find at least early on that from time to time you have to combat or address? I don’t know, myths might be a little bit strong myths, misconceptions about preconceived notions about your work or the direction of your work, or the the kind of results that engaging in this kind of activity can yield.

Scott Ramey: Oh, 100%, I think that’s the thing. You know, look, my my target market are typically more senior people or more, you know, in terms of where they are in their career. I think the biggest obstacle I have is for those individuals to actually admit that they need help. Mhm. Um, and because I again, I know, I know how difficult it is as you progress in your career to demonstrate that level of vulnerability. Um, and I know how difficult that is. But the fact of the matter is the it all of us need some sort of improvement. We just do. It’s just the nature of life. None of us are perfect. So I think the biggest obstacle I tend to find myself up against is that is the willingness and willingness of someone to raise their hand and say, you know what? I need help. And and, you know, Scott, maybe you can help me or not. You know, in terms of once the person raises their hands and then we have a hand and then we have a conversation. Typically the conversation isn’t particularly difficult because of my track record and my experience and what I’ve been able to accomplish in my career. And I think we tend to find out pretty quickly that either I can or can’t help that individual, or it’s a good or a good fit or not. And if it’s not a good fit, then obviously I try to help that individual find somebody who can help them.

Stone Payton: It sounds like it may not even be an issue at this point in the development of your practice, but again, maybe early on, like, how did the whole sales and marketing thing work? Do you just have to get referrals, or do you have to get out there and shake the trees like the rest of us?

Scott Ramey: Sometimes? No, all of the above. So what I what I found early on is that my referrals was and still is the best source of somebody who knows me, has seen the quality of the work I do or, or then referrals from individuals who I’ve worked with. You know, I think there’s a strong misconception out there that you start posting a lot on social media, all of a sudden people are going to line up or if you build it, they will come. That’s not how it works. Um, I’m constantly prospecting. I also speak a lot, and I speak for free because I want to get my message out there. I get paid to speak. Um, because, look, I view every interaction, whether no matter how small or big is my goal is to impact one person. That’s it. And I was a college basketball player. And I remember in high school going to five star and you see Rick Pitino and Skip Prosser’s and Pete Gillen’s, and there were all these incredible Hubie Brown’s, all these incredible coaches. And but they all started out their speeches in front of us the same way. If you just take one thing away, um, then you’re going to be a better player. And so that’s how I view it. So my job is to try to find one person at a time that I can impact, and maybe something I’ve said resonates with them. And and they realize that, hey, maybe this guy can help me because of his experiences and what he’s been through and how he’s overcome his challenges. So I probably have oversimplified that. Um, I’m not looking to get millions of followers because I don’t need to have millions of followers to make an impact. I just want to make sure I get connected to people who really need help. And it’s, um, you know, look, I’m a mission driven messenger now in my career that I really I love helping people and I want that work. I want that to be demonstrated every interaction I possibly can have.

Stone Payton: My father has been a tremendous inspiration, advocate, champion and true mentor for me in a lot of areas of my life, including my continued development in my career. Incidentally, he was a high school basketball coach. Okay, but I understand that that your grandfather has had a real impact on on your life and work, hasn’t he?

Scott Ramey: Yeah, unfortunately, I didn’t meet him. He actually he passed away when my father was seven. But, um, his legacy has lived on. And my grandfather, Robert Winford Ramey, was a naval naval aviator. He was stationed and the family at the time was stationed in Sanford, uh, Sanford, Florida. So just down the road from us here in Jacksonville. He passed away on June 1st, 1958. He flew a plane called the A-3 Skywarrior. It was one of the first jets built as a super heavy jet for, uh, for an aircraft carrier, especially back in the day when the decks were still wooden. Um, it was an intercontinental first one, the first intercontinental ballistic, um, planes to take missiles and things of that nature. So during the height of the Cold War. But long story short, he passed away, unfortunately in an accident. And, um, the A3D for those in the Navy probably know it as it’s the nickname is either the, uh, the whale because it was so big and heavy. Uh, the Skywarrior or all three dead because it was preceded that plane preceded the modern catapult system. So there are actually two hatches, one in the roof and one in the floor, and the one in the floor was between the captain’s seat and his crew seat. And it basically was like a chute that would drop down, you know, in emergencies.

Scott Ramey: So the plane was having difficulties And the alarms were flashing from what we’ve understood. And one of the crew members got hung up on the slide. The tube slide. And so my grandfather had to leave his station as the pilot and helped this individual get unstuck. So he and the other crew member could exit the plane. And unfortunately, he just didn’t have time to escape himself. So it’s a story of her heroism. It’s a story of pride. But I just I think about it a lot because as I led individuals, I’m like, that’s what selflessness looks like. That’s what leadership looks like. And that was obviously to a, um, a very, very, very extreme. But it was something that I hope that I received some sense of leadership from my grandfather and how he viewed his role as a leader, that it wasn’t ever about him, and that he was willing to do everything he could to help his crew. And, you know, at the end of the story was not only did he save the crew, but he was able to, being a skilled aviator, to avoid hitting a church and a school that the plane just missed as it crashed land in the field. It’s an impactful story for for all of us in my family.

Stone Payton: Well, it’s an impactful story for me. It is at once tragic and impactful and, uh, and inspiring. I, uh, speak a little bit to this. I read this in some notes. The power of three. You apply that a lot in your work, don’t you?

Scott Ramey: I do, and again, it came out of necessity as I was early on in my career, what I realized two things I needed to anticipate the challenges, because if I or potential obstacles and really prepare for every opportunity I had to speak, present or sell. Um, so I really needed to understand what I was kind of walking into, understand the potential objections and concerns the audience might have. Prepare myself, you know, beyond prepare like be overly prepared. Um, so I developed what I call the power of three, which is simple framework. It’s really simple, in fact, and I use it not only with the individuals I work with, but I use it every single day of my corporate career. There are three goals, three steps, and three parts to the power of three. The three goals are. First, you need to identify the main purpose. Why are you there? Why are you in the room? Why are you going to do the presentation? What do you want to accomplish with with the talk of the presentation? Have a specific. And I know this seems almost elementary, but it’s not because I can tell you I’ve been in so many environments where it just seems like the person doesn’t have a purpose. I have no idea why they’re even talking to me. Mm. The second is a key message, and I would encourage the audience to think about the key messages. If if I want the audience to remember one thing, what would it be? So it’s as if you’re pulling a thread through your talk or your presentation or your sales messaging that and, you know, at the end you pull it back and say, look, if you remember one thing from this conversation, I want you to remember this because we’re trying to stand out every single day, no matter what venue we find ourselves in.

Scott Ramey: And if we don’t, we don’t emphasize the key message and the takeaway. And in particular, I think about my career where I was oftentimes presenting to committees filled with skeptics, and I was one of three or 4 or 5 potential partners or vendors. And so the key message is really important. And then lastly, the third goal is a desired audience action. Like what do you want them to do. What exactly do you want them to do. So with those three goals answered, then you can start to develop your presentation. And not until those those three goals are answered. And then the three steps to building the presentation or the messaging or the stories. First brainstorm. So based upon all of your three goals with potential objections, the audience are going to have, this is where you just spend time ten, 15, 20 minutes anticipating every objection, every issue, every concern. And then you start to organize into three parts power of three, three parts. Why? Because people tend to remember if it’s three three or less items. And then lastly you start to refine your points as you develop the presentation itself. Now, when you construct the presentations where the three parts come in, the three parts opening hook, core content, and memorable conclusion. The opening hook is what it suggests is how do I want them? How can I make them want to hear more? What’s what can I share? Story and antidote, statistics, quote, whatever it might be.

Scott Ramey: And then the core content are your three points. Now this is an important point that I want to share as well. Stone, is that where I see people really falter in a sales process or a presentation, is we have a tendency to want to tell people everything we know, and this is why the power of three is so impactful. Or we memorize it and then we’re no longer we’re not able to connect with our audience. So when you’re starting to develop your core content, what I encourage people and again, this is the second part of the three parts. So opening hook core content. So you know the body of the presentation is write it out in bullet points. Don’t memorize it. Don’t write out long sentences because we need to connect with our audience. And if we talk about authentic connection, if you’re memorizing, you’re stuck in your head. You’re not going to be able to connect with somebody. And then the last part is memorable conclusion. So you reinforce the key message. You bring back the key points of the points of the bullet points that you established, and you go to move to your close or next steps. So essentially you tell them what you’re going to tell them. You tell them. You tell them what you told them, emphasizing the key message and move to a conclusion or close or next steps. So that’s it in a nutshell. Um, it’s on my website. You can download it for free. I like I like to provide value. Um, so it’s easy to access on, on my website.

Stone Payton: So we do a lot of on site conferences for trade shows and that kind of thing. And I have sat in my chair of boardrooms over the years. I hope everyone who has a presentation in front of them gets an opportunity to hear what you just said, or take advantage of that resource that you just mentioned. It would be so much more powerful and candidly, a lot more fun to participate.

Scott Ramey: Well, it’s about not only was, again, as I said earlier, out of necessity, but now it’s out of necessity to keep my sanity because I, too have sat in those those same boardrooms. And I can’t tell you, you know, the first question we always ask when we get asked to speak, which I think is the wrong question, is how much time do I have? Mhm. And it’s like, no, that’s the wrong question. The real question is you know, I think we go back to your three goals that I laid out is what’s the purpose. Why do you want me there. What’s the key message you want me to enforce. And then what’s our desired audience outcome. And you have kind of this shared experience agreed upon. And then you can start to build your presentation. But, yeah, having spent 30 years in corporate America is always, hey, we haven’t we have 45 minutes. Let’s figure out how we can fill in the 45 minutes. And I’m like, no, if I have 45 minutes, I’m going to figure out how I can make it shorter and more impactful. And you don’t need more words to make a point. We need we need fewer words to make a point.

Stone Payton: So hobbies, interests, passions, pursuit. Uh, outside of the scope of this work, anything you have a tendency to nerd out about other than the work?

Scott Ramey: I’m a top 1% nut. So whether it’s, um, from an athletic standpoint, anything sports related, I’m watching. And especially the ones that are really, really good at it. So I’m kind of I’m kind of infatuated with those that can really outperform consistently. Um, you know, I found myself digging into Netflix and the series of the cooking shows and things like that, where the top chefs in the world that. And then we just finished our, um, our last official college swim meet. So not only did my daughter, our daughter Aubree, play college soccer, but our daughter Sasha just finished her last seen, uh, her last swim meet at Boston University. So she was a Division one swimmer as well. So Michelle and I are going to have a lot more free time. But we have two labs here at the house, so I’m sure they’ll keep us busy.

Stone Payton: I’m glad that I asked. And of course, after you described your, uh, your experience with Aubree, I thought this has been a fun conversation, but I want to interview Aubrey now. I want to interview Sasha. I end up interviewing the whole family because I’m sure it’s Michelle that keeps the whole opera from falling apart.

Scott Ramey: Oh man, I tell you, we were joking earlier. She’s, um. Michelle’s amazing. And I think the interesting thing that that I find with, and I have found with her entire career is like living with a husband who has anxiety is not easy, I’ll tell you that right now. The ebbs and flows and swings and the kind of the paranoia that comes with that. But she is not only held me together, she’s held the kids together. And she’s an amazing woman.

Stone Payton: I have no doubt. All right, before we wrap, let’s leave our listeners, if we could, with a couple of pro tips, either related to some of what we’ve been talking about or anything else that you’d like to. Let’s drop a little wisdom on them before you go.

Scott Ramey: So what I would say there’s a couple things I wanted to to maybe to share here is the first is the best present you can give anyone is to be fully present. And we are so distracted today. And I think of from a leadership Of standpoint. Sales standpoint. It doesn’t matter. I just I find that most conversations I find myself in today in a small group setting or individual one on one, some one of the parties is distracted. And so I would really just encourage everybody to be present and be fully present. Um, it’s just amplifies human connection. And I think that’s really what all of us are longing for is, is is really deep personal connections. So that would be one thing I would share. Stone and then the other thing I would share is that as it relates to authenticity, and this is another quote that I’ve developed, is that vulnerability transforms strangers and allies and stories into shared experiences, and authentic connection is really multi-pronged. It’s and, you know, when I think of and again, I heard this and I said this earlier that people are like, oh, it’s such a cliche now.

Scott Ramey: Authenticity or being authentic. And I think that may be becoming true unfortunately, Fortunately, but I would define it a little differently in terms. To me it has four components. First is affinity. Connect with people. Be fully present and connect with them. Second is be clear in your communication. The third is shared have shared experiences. I mean outcomes if you’re a leader, especially the wins and losses is what are what bonds you to your team and especially the losses. Unfortunately, when you when you experience loss together, that’s what that’s the opportunity for you really to grow. And then lastly, the fourth piece of authentic connection is around vulnerability. And you know there’s science to support this. Oxytocin is generated which is the bonding hormone. When we create when we demonstrate or share a story of vulnerability with our friends or loved ones or our team. And I know there’s such a reluctance out there because we view, particularly men view vulnerability as a weakness. I would say you’re missing the boat, and vulnerability is probably the the superpower that we all have that is underutilized, particularly around around bonding.

Stone Payton: Sounds like marvelous counsel to me. Man, I am so glad that I asked. So what’s the best way for our listeners to continue to tap into your work and connect with you, maybe have a more substantive conversation with you or somebody on your team, man.

Scott Ramey: Yeah, no, thanks, Stone, for asking. So the first is my website, which I referenced earlier. So it’s the Scott Grammy.com or the Scott Grammy.com. If you want to use Queen’s English, um, you can go there down. If you scroll down to the bottom, you can download The Power of three. No obligations, 100% free. Um, the second on social platforms. I’m primarily on LinkedIn and and Instagram. And then I’ll share my my mobile as well. If anybody wants to just call me or text me, it’s 904 area code (900) 488-5007 four. So those are probably the best ways. And if you want to engage me on LinkedIn or on Instagram, message me and I’ll make sure I respond to to any, any conversations. So I the on my website you can schedule a free consultation to talk about any challenges you’re having. Again, it’s my goal is to help impact individuals and and provide as much value as I possibly can.

Stone Payton: Scott, it has been an absolute delight having you on the program this afternoon. Thank you for your insight, your perspective, your enthusiasm, your wisdom. Keep up the good work, man. The what you’re doing is so important for so many and we sure appreciate you, man.

Scott Ramey: Well, thank you for having me. It was a pleasure to be here today, Stone. And I appreciate the conversation.

Stone Payton: Well, the pleasure is all mine. All right, until next time. This is Stone Payton for our guest today, Scott Ramey and everyone here at the Business RadioX family saying we’ll see you in the fast lane.

 

Tagged With: Scott Ramey Consulting

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