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Search Results for: kids care

Chantay Allen with Momentum Companies

November 4, 2024 by angishields

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Buy a Business Near Me
Chantay Allen with Momentum Companies
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Chantay Allen, a Business Broker at Momentum Companies, is a native of Southern California and has a diverse business background with an education in the social sciences and ability to speak Spanish.

Nearly ten years of combined retail management experience in North Carolina and California has earned Chantay a broad perspective and developed her expertise in customer service, marketing, sales, retail operations, and knowledge of corporate-to-franchise relations.

As a former Inside Sales Representative for a Consumer Products line at a minority-owned small business in California, Chantay raised the bar by setting a new sales quota. Chantay’s consumer products work experience with factories in Hong Kong and Shenzhen, China, increased her commitment to think globally and act locally.

Having owned and operated a local nutrition store franchise, Chantay has the ability to relate to buyers and sellers since she has been through the process of buying a business. As a Business Broker with eight years of experience, Chantay has sold an assortment of established restaurant, bar, retail, salon, and advertising businesses.

Chantay has served on the Cape Fear River Watch Board of Directors and is involved in the arts community. For the last 14 years, the Atlantic coast region has become a special place for her to live and help a great variety of local businesses in the Southeast thrive.

Connect with Chantay 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 Buy a Business Near Me now. Here’s your host.

Stone Payton: Welcome to another exciting and informative edition of Buy a Business Near Me. Stone Payton here with you this morning and this is going to be a good one. Please join me in welcoming to the broadcast with Momentum Companies. Chantay Allen, how are you?

Chantay Allen: Good morning. I’m doing well. Thank you. How are you?

Stone Payton: Stone I am doing well. I’ve really been looking forward to this conversation. I got a ton of questions, Chantay. We likely won’t get to them all, but let’s start, if we could, with you painting a little bit of a picture. Mission. Purpose. What are you and your team really out there trying to do for folks?

Chantay Allen: Sure. Stone. Well, I as a business broker, I specialize in selling businesses. I help prepare sellers or, you know, buyers for the process. I make sure that they have the right resources to be successful in the transaction. I work with the deal team as a business broker. So my deal team consists of a transactional attorney, CPAs, maybe SBA lenders. The financing is necessary, and so I cooperate with all of the team members to make sure that the sell of the business is successful.

Stone Payton: How did you get into this line of work?

Chantay Allen: I was recruited by a client, so I’ve been selling businesses in March. It’ll make nine years. So about nine years ago, I had a client, you know, give me their commercial that I should really come on board. And I had never heard of this before, so I’m kind of like, uh, can’t we just focus on what you hired me to do? And so this this, uh, this guy was like a grandfather to me. And, uh, so I kept getting these little commercials, and I was invited to, I think, come meet his family. He’s very family oriented. And so I met his family. And, um, basically, it was kind of, um, I wouldn’t say it was on a whim, but there was an opportunity for me to go along to a business meeting, and they had a particular listing that was, uh, actually at the time it was in the process of being listed. And the, you know, the potential seller was really in a tough situation because it was regarding like a health issue and with a family member. So, you know, and this happens often as a business broker where the reason why they need to sell the business or what prompts them to sell the business may be something like a pending health crisis or something.

Chantay Allen: So it was right in my wheelhouse because I actually have a background in the wellness space. Um, and so when the head broker and the client, the potential seller, once I engaged them with a round of questions, the seller said, okay, she needs to sell this business. And so I that was one of my first listings. There was another challenge that I had where the head broker was saying, if I had what it took to sell businesses because it is there is a skill set, but there was another business that no one could sell that I looked at the file, blew dust off the file. It was actually a a convenience store in downtown Wilmington, and that they had some issues with getting it, you know, sold. And I and I got it sold. So that is, you know, pretty much the back story. Once I actually successfully sold a business and then another business, I thought, okay, I could do this. And then from there, I sold a Italian restaurant that had been in Wilmington for ten years. And, um, you know, we just we just kept going. So that gave me the confidence that this is a service that I can provide.

Stone Payton: So nine plus years in, what are you finding the most rewarding about the work? What’s the most fun about it these days for you?

Chantay Allen: Well, Stone, I do like business. I like various aspects of it. Um, and I think what has been Rewarding is helping the seller who has been, you know, typically the business owner for at least three years. I mean, I have business owners who’ve had their what they call their baby, you know, for a decade or more, of course, but ensuring that they get an ROI. You know, there are there are business owners who have to close shop, and they have really nothing but a collection of memories to show for, um, after it’s said and gone. So when I can help, um, offload that the task is it’s a pretty arduous task of selling the business, and the business owner is able to just focus on their daily operation, and I can get it done confidentially. Right. So they’re not put on blast. I’m able to sell the business and it’s very seamless. They are very, um, you know, happy about that process. And then they’ve got, you know, some money in their pocket to invest in their future. Uh, you know, apart from being the owner of that particular business.

Stone Payton: So walk us through the process, if you will, and maybe, you know, you reflect on a use case that you remember, or you can use Business RadioX if you want. I’m a managing partner and equity partner of the network. The Business RadioX network. Uh, me and my business partner, Lee Kantor. We’ve been doing this for 21 years. If we were looking to shape an exit, you know, you can use that as a use case, but just kind of give us some of the highlights of what the process looks like from the seller’s perspective.

Chantay Allen: Sure. So number one, sometimes, um, the potential seller didn’t realize they wanted to sell their business until I approached them in some way. Uh, we’re, you know, it didn’t really occur to them that, yeah, actually I do want to do this, but sometimes you have a seller who is seeking, um, you know, someone to sell their business. I find that’s often rare, but sometimes you do. And then oftentimes, um, you have to, um, kind of bring up the idea, so to speak. And I’ve done this by just, um, having a conversation with someone who owns a business, how long they’ve been in the business. Bottom line is, once they reach the point where they are open to the idea of selling their business, I help them get started. So would be there would be a listing meeting, uh, to get the process started. And I make sure that the potential seller is prepared for that listing meeting by having the last three years of their financials. That includes their profit and loss statements, balance sheet, tax returns, a list of the FFA and inventory. You know that are vital to the business. And you know we review those financials. I ask, you know, list of questions to determine what their seller’s discretionary earnings are. Um, I have to get both, you know, quantitative and qualitative info, uh, you know, from them to really get a grasp on the business that I would, you know, be putting on the market. And so once I have all that information, you know, I take the financials, you know, back to, uh, my valuation team and have to determine what the list price is, right.

Chantay Allen: So once I have a list price. That’s fair. Uh, then I share that information with the with the potential seller. And if they’re in agreement with that list price, then we, you know, we get it on paper. We we do a listing agreement. Once I have a listing agreement, then I get to have a lot of fun going to work on how I’m going to advertise the business listing confidentially. Um, yeah. And so once I kind of give a, I capture all the best aspects of the business for sale, and I, you know, give it, you know, like an alias, right? I’m not going to say, like, if your business was called Stone Payton Steak House, I’m not going to list it as Stone Payton Steak House. Okay. Then everybody’s going to know what it is, right? Right. Um, so it may be, um, highly profitable, um, restaurant in, uh, eastern Georgia or wherever, you know, you’re located, something like that. And so once the potential seller agrees to how I have the business advertised, then publish it ready to go on the market. Uh, so that is essentially how the process gets started. And then I get to take on handle all the spam, you know, calls or, you know, or, you know, people calling and, you know, maybe they really don’t have the means to buy a business, but I will make sure that I, uh, you know, talk to these potential buyers to make sure that they are qualified to purchase a business and if they are qualified to purchase the business and they sincerely are interested in buying a business, then I determine, you know, what their goals are, um, there’s a process where I need to be able to determine, you know, how are you going to pay for this? You know, so if I, you know, if I’m talking to someone and I’m like, okay, so I’ve got the business listed for, let’s say 250 K, right.

Chantay Allen: And, and my potential seller is selling their business because they are relocating, you know, let’s say they’ve had the business for 15 years. They’re ready to get a Dodge, go somewhere else, maybe join you in Georgia. Um, and so they’re ready to relocate and they’re selling the business, uh, within that two month time frame. Right. Um, and or they’re selling the business, let’s say, within let’s be more realistic within. Um, 3 to 6 months is when they would love to exit their business. And I’m talking to a potential buyer and I’m saying, okay, and when would you like to move into this business? Like about a year or two. Not gonna work. Right. My seller wants to exit their business in less than a year. You’re not prepared to buy a business for another year or two. So this is not the ideal buyer. So I make sure that I go through that process. It’s very selective, uh, to, to ensure that we have the right buyer for this business. I also, uh, you know, consider things like personalities, uh, if there’s been a personality type that has been, um, you know, a great fit for the type of business that we’re in, and I can see some things that might be red flags.

Chantay Allen: I take that into consideration. I don’t feel like a potential buyer should be excluded, you know, necessarily because of it. But I do take that into account to make sure that we don’t have, like a left fielder put in place. And you have to think about those things when it comes to small business, when it comes to small business, you have to. Things have to fit like a puzzle because, um, we don’t want we don’t want the Joe Schmuck Italy moving into this business because. Yeah, because they have the means to do it, but they don’t really have the personality. They don’t really have the skills. They they’re a fish out of water. Um, maybe they have the money to buy a a beauty business, but there’s nothing about them that they don’t have the background experience, you know, to operate or even be, you know, maybe a silent partner in one. So all of those things have to be evaluated when you’re looking at the right fit. And sellers appreciate that because they know that you’re not just doing this for the money, right? You want whoever buys that business to be able to thrive after you sell it. So I have to make sure that in this move that we’re going to make together, it’s the right move for both parties.

Stone Payton: When you put your valuation team on this, you come up with a number and it’s based on experience and expertise and reality. Do you ever find that you you swing back around to the seller? It’s not even close. Maybe to what they were hoping to get for the business, and maybe sometimes they have sentimental attachment to it. And in that case, might you say, look, you might get a lot closer to what you’re looking for, but you need to get these ducks in a row and get these financials looking like this before we can go out to the market and ask that kind of number, does that ever happen?

Chantay Allen: That’s a really good question, Stone. So and yes it happens. You hit on something very important. The seller has to be happy. And so what I would do then is I would offer to help them increase the profitability of their business. Yeah. And so they could we could schedule a consultation and I can let them know what they could do to improve the business. So there is a, you know, much larger ROI and I’ve got the experience and place to help do that. I have had clients who were not, um, expecting the list price to be what it turned out to be. And I said, hey, you know, here’s what we can improve. It may take you another year. You know, it may take you another two years to get it to where you want the business to be. Having a background in sales I have, however, worked with a seller to increase their profitability within like a quarter of a year.

Stone Payton: Wow.

Chantay Allen: That’s if they listen to me. We can get it done. We can get it done soon. But yeah.

Stone Payton: So in that vein, I guess one of the things I’m picking up in this conversation is you don’t reach out to Shanti if you want to, necessarily. Only if you want to sell the business now or in a few months. You might want to get with Shanti kind of early, right. And make sure you do have your ducks in a row and get everything prepared so that you get the best return. Is that accurate?

Chantay Allen: Bingo.

Stone Payton: It’s not like you’re trying to make your money from this transaction tomorrow. You’re accustomed to that longer ride in some cases.

Chantay Allen: Absolutely. Yeah, absolutely. So preparation is key. And I think in most cases there’s there’s going to be a client Where they, for the most part, have all the information we need in place. You know, like the financials. But part of the work that I have to do up front is getting them prepared to sell. Yeah, that that really is, you know, as a business broker and consultant, that is what I probably spend a lot of my time on is getting it ready for the market. So it’s not it’s not necessarily a fast turnaround process. And the seller experiences that, you know, when they’re working with me, they go, oh gosh. And I was like, but if we get all these things, all these ducks in a row, you’re going to be, you know, thanking me once we have a buyer because you’re going to pay for it if you don’t have these things in place, if you’re in a due diligence process, it’ll they’ll come back to haunt you. So if you’re not, you’re not ready. So and in me but definitely my but definitely my client. So I want the process to be seamless and I really go through it when I have a, you know, a buyer, you know, drilling me with questions, I, I really have to have all of the necessary financials and background information about the business. It can be, you know, getting prepared could be even knowing. Okay, I may have to know you’ve been at this location for five years, you know, have you been anywhere else? Like, I have to know the seller’s, you know, whole story. I have to know, you know, staff information and whatnot. Um, so there’s a there’s a lot that goes into that. And, you know, part of my job is making sure I make the process easier for the seller to, you know, to go through. So it’s a pleasant experience for all parties involved.

Stone Payton: You touched on this earlier in the conversation, But I am interested to know how the whole sales and marketing thing works for a practice like yours. Like how you get the new business. Is it all referral or do you find yourself out there having to shake the trees a little bit? Do you speak to that if you would.

Chantay Allen: Oh yeah. So I mean, you do, you should, you know, if you have connections, you you will have people refer potential sellers to you or buyers to you. Um, now, my best referrals have come from satisfied clients. So if I’ve sold, um, I’ve gotten referrals from a client because I sold two of their businesses were like, well, she sold two of my businesses. So of course I’m going to, you know, refer people to her. So that is one way. And then you do have to knock on doors, so to speak. It’s not one of those businesses because this is not like real estate where everything’s on MLS.

Stone Payton: Right? Right.

Chantay Allen: You were. You were confidentially selling somebody’s baby. Yeah. And so you you have to be trusted by the seller, um, that you’re going to remain discreet. You don’t want to do anything to upset the apple cart.

Stone Payton: Well, in nine plus years in, um, I’m operating under the impression you probably have this this group of people that buy and sell businesses. So it wouldn’t surprise me if you could go to some of them early on and say, hey, I got another good one. Something you might want to take a look at, Joe, you know, or something. Yeah.

Chantay Allen: Yeah. And so it’ll be nine years in March. Um, but. So almost there. But yeah. So I can I can do that. I do have the, you know, proven capabilities of selling a business. Um, you know, I do have a reputation among my clients. Um, in the New Hanover, Brunswick County, uh, you know, Pender area. But, um, when you have a conversation with the seller, you can’t do it in front of people. I mean, you have to be very careful, very respectful of their business operation, because what if, um, you know, their employee overhears you talking and they go, oh, I better get out of here. You know, like, they start to get apprehensive about their employment and they’re like, oh, wait, boss is going to sell. You know, and then before you know it, people are banning ship. We can’t have that. Right. So how you approach a seller or by some of the old fashioned means, um, you know, meeting in person? Um, I believe my background with, um, inside sales has definitely been, um, beneficial because picking up the phone, calling people, uh, you know, so that’s that’s still a thing. Um, networking. You can, you know, meet someone. Definitely, um, you know, through networking, but it’s, um, it’s just not as, um, the sales and marketing aspect. Advertisements. Um, similar things that other people do for their business. As business owners, you know, your email marketing, you can do. Um, and I think that would you know, that’s a good start.

Stone Payton: And as the ball gets rolling, I mean, the the mental image I have in my head is like, you’re the quarterback. Because as things get going, you’re coordinating with people who have specific expertise and experience in the valuation domain. You’re working with the transaction attorneys, the CPAs, possibly lenders and then so so you’re you’re sort of marshaling all of those resources. The reason I’m bringing it up, I have to confess, I think maybe before this conversation, I was viewing your line of work as as more on the transactional side of the continuum. And now I’m thinking nothing could be further from the truth. I mean, this is a very relationship oriented business, isn’t it?

Chantay Allen: It is. And I love your, your your football analogy because I do like football.

Speaker4: Oh.

Chantay Allen: What am I talking about I love football. And so, like the quarterback, uh, who’s, you know, whose role is to lead the offense? That’s what I do in the business, right?

Stone Payton: Yeah.

Chantay Allen: So I totally love the football analogy. Um, you know, and so you’re right, it’s it’s a combination Of of all those things and kind of being ahead of the team, um, leader of the pack, so to speak, when it comes to getting, you know, getting the transaction done. Um, and that’s one of the things that you bring up a good point because this is, you know, a transactional, um, you know, process and it’s so financial. Mhm. And, um, when people and it’s funny because, you know, I’m an artist, you know, by nature and when I, I didn’t run away from math, you know, but I was in school but I was always, you know into like the am I creative person. Right. Which helps me, you know, as a saleswoman, um, in consultant that that’s, that’s a benefit. But it is so, so much of it is numbers. And so when I try to help the seller understand, um, that it’s so financial, it’s it’s a lot of it is I mean, you have your again your quantitative aspects of it, but a lot of it is about the numbers. And when I have a client, you know, really wanting me to vouch for, oh, but this, this and that and here and there and this, that and the other, I’m like, I asked them, I said, and you expect the buyer to take my word for it. You you expect them to pay six figures, you know, for a really compelling story.

Chantay Allen: You know, they’re going to look at me like I’m crazy. Like it? I have to prove that it’s worth it. No one in their right mind is going to pay thousands of dollars. Uh, you know, take my word for it. So I, you know, in terms of presenting and negotiating, um, one of my favorite stories is, uh, I had to, you know, lead a conference call, um, with a, uh, potential buyer whose spouse, you know, has a master’s in accounting. Um, this this conference call was over one check. And I say to my seller, listen to me. Find that check, okay? I was like, we we we got to get this done. And after that conference call, um, with the potential buyer whose spouse is a master’s in accounting and speak four languages. Okay. Um, I go through the rest of the process and within 48 hours had an offer to purchase agreement. And that client, um, who? Those are the clients who bought the business? Um, they now have three locations. Oh, so I really proved the value of that business. It was a restaurant, and I steered the seller in the right direction to where they made the, uh, the right decisions. Um, or they. I’d say they heeded the advice that I provided for the business to be more profitable. And the buyers were able to reap the benefits of that after the sale, um, to the point where they’ve been able to increase by another two locations and counting. So that is how crucial. Um, you know, the the numbers can be in this line of work and, uh. I think that’s a really, like, big answer for, like, what I find rewarding. Is that good enough?

Stone Payton: That’s more than good enough. Let me switch gears on you for for a moment. Uh, hobbies, pursuits, interests outside the the scope of your work. A lot of my listeners know that I like to hunt, fish and travel. Anything you have a tendency to nerd out about that doesn’t have anything to do with this work.

Chantay Allen: Of course.

Chantay Allen: Um, so, again, I, um, you know, I’m an artist. I my medium is acrylic. Uh, so I do enjoy painting. I’m very active. Um, you know, with Pilates and cycling. Um, little known fact. You know, I’ve, uh, been, uh, road cycling, you know, for years. Uh, one of the, one of the last rides that I did was the tour de pickle. And so some cycling buddies, they’re like, Shanti, have you done the tour de pickle? And I was like, no. And I saw the t shirt. They sent me a screenshot of the t shirt and I said, I want that shirt with that pickle on it. I just did it so I can get a t shirt with a pickle on it. Now the t shirt ended up looking nothing like the one that lured me in, by the way. It was awful. I should probably shouldn’t say that on on air, but it was different than what I expected. So anyway, that is what attracted me. Was the whole having a shirt with the with the goofy looking pickle on it. So this is, this took place in Mount Olive, North Carolina, which I knew existed, but I, I really I’ve seen the. You’ve seen the jar like the green lid in the grocery store, right? You’ve been in a baseball game. You’ve seen Mount Olive, uh, pickled relish. Yeah, right. So this little town in North Carolina has an annual pickle festival. And I was mind blown by how many people in this small, little downtown area there was, like, the downtown where they were cooking on the grills and selling stuff. It was like you were in a sardine can, and I could not find where this, uh, where this ride began, where all the cyclists.

Chantay Allen: I’m asking people, the locals. Where is this? Because it wasn’t really, you know. So anyway, I got on track. It was a beautiful ride. Um, so as a cyclist, you you’re in different weather conditions. You could be going against the wind. With the wind. It could be scorching hot. This was perfect. Riding weather was fair weather overcast. You didn’t have the sun beating on you and it was a little hilly. And so I’m going, you know, past a lot of the green. It was beautiful because you had a lot of kind of wide open country. And I learned that that menthol pickle company has been in business since 1926. Whoa, 1926. And when you see that they’re in, like, every grocery store in America, I was impressed by their distribution. I was like, wow, you know, this family was booking it. So it was a beautiful, enjoyable ride, I think. I think it was a 26. I think I did a 26 mile ride. And so, um, there were there was one part of the ride where these, like, rabid looking dogs came out of nowhere. That was my fastest mile per hour speed. That right there that I’ve got tracked on my Strava. Was that section right there where I was being chased by these little rabid, you know, dogs. And then I saw cute little things on the ride, like, um, a, a yard that had, like, a sliding board and a little, um, you know, those little metal riding horses back in the day where it’s like, stuck on a thing and has little boink. So. And then there was a Billy goat.

Chantay Allen: And so it was cute to see in the country, like a yard with, like, you know, a dog and little playground and little playground toys. And then this little Billy goat smiling at me because Billy goats, they have, like, a permanent smirk. Even if they’re sad, they’re probably smirking, I’m sure. So there were little, little rural, rural America, uh, memories that I had. So then, as I’m coming and finishing the ride, I go back to the downtown area and there’s a deputy, and I said, you know, sir, this is I’ve never been to this before. This. This place is crowded. And he he cracked the best dad joke and he said, yeah, the the annual pickle festival is kind of a big deal. I thought, you get it.

Stone Payton: Yes I do get it.

Chantay Allen: So, you know, best dad jokes. So I do enjoy writing. Um, I love the outdoors. And, um, I may do the three bridge bike tour next. That’s in South Brunswick Islands. That one takes you over. If you do all three bridges, you’re doing 68 miles. If you do the first two, you’re doing 30 plus, which I’ve done. Oh, please. They’re they’re writers who were like 80 who were century writers. They do like 100 mile rides. Um, I’ve got clients who have, um, cycled abroad. Um, you know, I’ve got clients who have shipped their bikes to France to cycle in France. And it’s something that I definitely see, you know, between that and art that I see myself doing, you know, through the rest of my life.

Stone Payton: I am so glad that I asked. Oh, man. Okay.

Chantay Allen: When was your last? Like outdoors adventure. You said you hunt.

Stone Payton: Yesterday afternoon I saw a buck. I couldn’t get the shot I wanted on him, but I had a marvelous afternoon.

Chantay Allen: Where have you seen? Where did you see the buck?

Stone Payton: Um, in some woods about 15 minutes away from my house.

Chantay Allen: How far are you? Is your area from the Chattahoochee River?

Stone Payton: Oh, not too far. This is actually a different area. It’s Lake Allatoona and Kellogg Creek, but I’m 20 minutes or less from Chattahoochee.

Chantay Allen: I read a book, um, about a month ago, about the first female riverkeeper and what it took to clean up that river. And, uh, you know, I know some people, um, in Athens, Georgia, which is also not far from it. So that’s really good. You get to kind of zen out, zone out and be in the woods.

Chantay Allen: And I’m sure you, uh, do you have any family that goes along with you or hunting buddies that you take with you? Do you go by yourself?

Stone Payton: Um, a little bit of both. Yesterday was by myself. My brother drives up from Florida about once a month. I’ve got friends at, uh, at Wildlife Action of Georgia, which is adjacent to this, which is a nonprofit that kind of helps disabled people and urban kids and other kids and introduces them to outdoors. And so we, you know, we go canoeing with them. We teach them about hunting, fishing, camping, all that stuff. So I get to hang out with a lot of folks on this trek.

Chantay Allen: So with hunting, um, is it similar to other things where you, you have to be licensed, where like, does your license only work for your area in Georgia? Or if you’re in North Carolina, can you use your license to hunt in North Carolina?

Stone Payton: I would have to get a different license, but I have a Florida license, a Georgia license, and if I go on a paid hunt, I buy I buy that that license. And so yeah, you have to you know, it’s pretty well regulated. And I want to I’m happy to pay it because that helps go towards conservation and preserving, you know, what I’m able to enjoy for future generations.

Chantay Allen: So have you ever hunted in North Carolina ever?

Stone Payton: I have not, but now you’re piquing my interest. You got an idea?

Chantay Allen: So yes, it’s an outdoor story. Me and some friends. You got to go to the Birkhead Mountain wilderness.

Stone Payton: Okay.

Chantay Allen: There are. Yeah. So there are protected wilderness areas that you can hunt. And long story short, we were in Birkhead Mountain Wilderness, and, um, I was fortunately with three other friends. So there was four of us. We were getting ready to take care of some business in the woods. And then we heard a gun go off and we realized, oh, it’s hunting season.

Chantay Allen: So fortunately it was like we were further enough away, but it was within earshot. But we, uh, we realized that it was hunting season when we heard the the rifle also probably should have maybe picked a different time, but that’s proof that you can hunt and Birkhead Mountain wilderness. You’re welcome.

Stone Payton: Before we wrap, I would love to leave our listeners with a with a couple of pro tips, something to chew on and look, gang. The best pro tip I can give you buying or selling, trying to get ready to buy or sell. Just reach out and have a conversation with Shanti or somebody on her team. But to tide them over till then Shanti, let’s give them a little something to noodle on if we could on buyer and or seller side of things.

Chantay Allen: Number one be ready. Be ready to sell your business, right. Secondly, have your financials. Selling a business requires them. Make sure your sales taxes are paid.

Chantay Allen: That will come back to haunt you. It’s something that the buyer cannot. That’s an expense. The buyer cannot take off your hands. You are liable to have your sales taxes paid, and also make sure that your, um, your, your website presence, your, you know, your marketing, those types of things are in place as well and have a plan for how you’re going to, um. Invest or you know, where you’re going to allocate, um, the funds from the sale of the business. Be ready to have a conversation with your CPA, um, about where are you going to put that large sum of money. Right. Especially, um, as, as, uh, it plays into, uh, you know, taxes, you know, your capital gains and things like that. So that that would be my, my list if I just kind of, like, off the top of my head would be be prepared. I am not here to force you to sell your business. I’m here to help you sell your business because that is something that you are ready to do. Um, I’m kind of just going back over it. Your profit and loss statements, your balance sheet, tax returns, uh, list of equipment, you know, inventory. And just have your your business in order. Um, staffing included is another one, um, that will help to make the process easy or easier for for you as the seller and the buyer.

Stone Payton: Fantastic. And what’s the best way to for our listeners to connect with you, tap into your work, maybe have a conversation with you or somebody on your team. Let’s give them some coordinates.

Chantay Allen: Sure. So they can send me a message on LinkedIn. Um, they can also reach me via email. And that is my name Sean t c h a n t a y at momentum projects com. Those are two great ways to get in contact with me.

Stone Payton: Well, Shanti, it has been an absolute delight having you on the broadcast today. Thank you for your insight, your perspective, your enthusiasm. You’re clearly doing important work and having a real impact on a lot of folks and making their lives richer in the process. Thank you for investing the time to visit with us today. It’s been a real pleasure.

Chantay Allen: Thank you so much, Joan.

Stone Payton: My pleasure. All right. Until next time. This is Stone Payton for our guest today, Shanti Allen at Momentum Companies and everyone here at the Business RadioX family saying, we’ll see you again on Buy a Business Near Me.

 

Tagged With: Momentum Companies

Author and Coach Jessica Joines

October 31, 2024 by angishields

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High Velocity Radio
Author and Coach Jessica Joines
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Jessica-JoinesJessica Joines is a former Global CMO turned bestselling author, spiritual coach and international speaker who helps women awaken to their true power and potential.

Through speaking, coaching, and a community platform — she empowers women to transform their lives by mastering their own spiritual journey.

Jessica is here to help women rise above all forms of fear and limitation and transcend the ego.

Jessica has a unique ability to break down complex and esoteric spiritual principles into simple, step-by-step plans of action, resulting in “DIY soul-work” that is not only practical, but life-altering. Many of these methods manifested during her life-changing, year-long, solo soul journey across Southeast Asia in 2011. That’s where she began to wake up to her own soul purpose.

A natural teacher and speaker, Jessica is never more herself or connected to her purpose, than when she is in front of an audience. She has keynoted and spoken at iMedia, Advertising Week, WUB Wellness, CRN International Summit, Dmexco and several corporate leadership events, including Rakuten and Starcom.

Igniting and energizing audiences around purpose and possibility, it’s not uncommon to see a crowd of people gathered around Jessica after she speaks. As the energy and wisdom she brings forth always inspires audiences to want deeper guidance on how to navigate life’s challenges.
​
In May 2021, Jessica launched her live coaching show, Soul Purpose, with the popular online spiritual media network, Unity Radio. Soul Purpose keeps Jessica on her toes as listeners call in live to receive coaching guidance on their most critical life questions and challenges.

Soul Purpose can be found on all major podcasting platforms, including iTunes and Spotify. Additionally, Jessica regularly shares spiritual lessons and tools on YouTube, Instagram and Facebook.

In January 2021, Jessica launched the Women’s Purpose Community, an expansion of the incredibly successful Women’s Purpose Retreat, which she launched in 2018. WPC is a community of executive women who crave a safe-space to do the deeply intimate work of self-discovery.

In sum, Jessica is helping to bring an awakened-mindset to where it’s needed most, Corporate America. Jessica’s work has been celebrated in publications such as Forbes, Marie Claire, Thrive Global and MediaPost. She holds an M.S. in Communications from Cornell University.

Connect with Jessica on LinkedIn and Instagram.

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 and you guys are in for a real treat. Please join me in welcoming to the broadcast speaker, author, and founder of Women’s Purpose Community, Jessica Joines. How are you?

Jessica Joines: I’m good. It’s so good to be here with you, Stone. I’m excited for.

Stone Payton: This. What a delight to have you on the show. I got a ton of questions, Jessica. We probably won’t get to them all, but maybe we could open with you sharing with me and our listeners what is women’s purpose community, and how are you trying to help folks?

Jessica Joines: Yeah, well, it’s a Community that focuses on personal and spiritual growth for women in leadership roles, and I really created it from my own experience. And that was, hey, there’s a lot of great leadership training and leadership development out there. We actually don’t need any more of that. What we need is a way to connect from the heart space, to build really deep, supportive relationships with our peer sets, to foster one another’s growth, and to also focus on the deep, really under layers of the work that fuels everything, which is this kind of continual process of self-discovery, self-awareness, this self-inquiry journey that leads to the endless question of, you know, who am I? And what am I here to do? So that’s what we’re up to. Um, it’s been a pleasure and an honor to create it after myself leaving the corporate world nine years ago.

Stone Payton: So yeah. Say more about your backstory. How did you get into this line of work? I bet it wasn’t a straight path.

Jessica Joines: It was not a straight path. It’s a path where you go back. In hindsight 2020, you’re like, oh, I get it now. But, you know, I often say like, pain is the portal to awakening. And it was definitely the case in my story. And like the dirty little secret, I had my whole 18 years working in advertising and marketing. I was a global CMO when I left. The corporate world was that I never loved it, and I didn’t actually know that I had the opportunity or possibility to choose to do something I loved and make money. So I settled right. Like I went to college, I began a career. I’m like, yeah, I’m going to figure out something. I’m good at that I can make money doing. And what I learned along the way is I’m just the kind of person that, you know, can’t thrive in complacency. And but I kept going. I kept climbing the corporate ladder. I kept really like living this outside in journey, meaning, you know, looking to success or achievement than thinking that that would make me happy. And the truth is that that it didn’t. So I left to embark on my own soul purpose journey S-o-u-l soul to figure out truly like who I am and what I love, and to bring that to the world. And that’s that’s ultimately what led to the creation of this.

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

Jessica Joines: Um, I love that question. That’s an incredible, beautiful question, Stone. I love seeing the transformation in these women that are that I get the honor of working with. It’s mind blowing to me that I have a even a very little part in their journey and seeing the ways that they’re choosing themselves, that they’re walking away from things that don’t serve and that I spark that in any little way. I mean, a, you know, fills me with happiness and tears, but it’s rewarding in a way that I never imagined possible. So I love that. And then I love getting out there and like talking to folks like you or getting on stage and speaking. Um, it’s always been a passion of mine, even when I was in the marketing world. And I just love getting to, you know, take the message out to people that I think can benefit from it that are feeling trapped by their own careers, their own lives trapped in lives that don’t fulfill them. And to know that there’s there’s a way out if they choose it. And that’s just about choosing yourself.

Stone Payton: Let’s dive into the into the work a little bit. So are you getting groups of women together and facilitating sessions? Is it individually paced? Is it some kind of blend? Talk about the structure and the work a bit.

Jessica Joines: Yeah, I’m happy to. So the the community it’s a year round community. It’s it’s a year long membership, if you will. And something really beautiful that we do is every woman. We have about 65 women that are currently a part of the community is every woman is put with six other women, and you’re with that core group of women for one whole year. So you get to know them really well. You get really deep with them. And every month I introduce a topic that we’re going to focus on together as a community. And it’s always in the realm of personal growth, wellness or spiritual growth. So topics like surrender, um, topics like how to write intentions and manifest a life that you want things of this nature, and then you get to work on these topics within your core group. It’s all virtual. On top of that we have gosh like 20 or more different workshops, classes, everything from meditation and sound healing to we have physicians come in that are more of a holistic background and functional space, talking about brain gut health and how to live healthier lives. So it’s really a place where women can come and be nourished and restored. And, you know, a lot of my women, 90%, you know, they’re moms, right? And they have these really busy careers. So it’s a place that they can just truly focus on them and what they need. So that’s the structure of what it tangibly looks like. And then we have two in-person retreats, um, each year, as I was telling you before I came on one, we just had not too far away from you.

Stone Payton: Yeah.

Jessica Joines: Yeah.

Stone Payton: So I know in in my arena, digital media, business media, there’s I have come to believe there is often some misinformation or incomplete information or some preconceived notions that are often off the mark. Do you find or do you feel that sometimes you initially at least run into people that have some, uh, maybe some notions about this kind of work and, and a lot of, some of what you have to do is educate before you can really Serve.

Jessica Joines: Yeah, sometimes it’s got so the main thing when I was first starting out, and it’s particularly women that were working at companies and actually wanted to get this funded. Right. And it’s proving the validity of it. So very traditional, like, hey, I’m giving you leadership training. No brainer. Right. But making the connection to wellness, things like life balance, things like truly understanding and feeling emotionally connected to a sense of purpose is a little like less tangible. And also, you know, understanding how women in leadership roles, the kind of relationships they need, right. So there’s a lot of networking type of stuff out there, lots of conferences. I’m sure you’ve been to them, and they often can be a little bit transactional in nature. And that just doesn’t work for women in long term. They need those heart centered relationships, yes, even in the business world. So at first that was like a outrageous kind of Conversation. It wasn’t. But, you know, times have changed and especially like with Covid and when things hit and just seeing the impact, like, you know, it was a million women that had to leave the workforce. Right.

Jessica Joines: They’re getting it. They’re getting that. It’s it’s more holistic support that’s really needed. So there has been a bit of an awakening around that. The other thing I run into a lot is and this is how I grew up, and I don’t know how you grew up with it, Stone but the the message was always like, go figure out what you’re good at. Well, what you’re good at is not necessarily your purpose. And so my reframe of that is like, no, it’s what you love. You will be good at what you love, but the thing you’re truly passionate about is what you’re meant to show up in. Because when we anchor into what we’re good at, like, I’m really good at math, but you know, that’s not something I love, right? So that’s been a reframe too, because it goes against a lot of traditional, more types of career assessments in the ways and things that we measure and try to anchor to purpose so that that sometimes is an obstacle because people think, I can’t do, I can’t make money doing what I love. There’s a big limiting belief around that.

Stone Payton: Yeah, well, I have to believe while there is certainly must be so much value in the rigor, the discipline, the structure and the ideas that you are bringing to these groups, I have to believe there must be tremendous value in just hanging out with other women and having these conversations, that peer to peer dynamic. I bet that has some power to it as well, doesn’t it?

Jessica Joines: Yeah, it really does. And for me, again, I created this from my own experience. So, you know, I was a global CMO, you know, several, you know, $500 million company living in New York City. I was one of three women on the executive team in New York. Can be very transactional, you know. And I would go out to all these events, and I was exchanging business cards, but I wasn’t building the type of relationships that were supportive to my growth. And look, um, you know, we’re a little bit different. And so it was really created from my own pain point, like, well, how do we do this? How do we bring all these women together who are in these very high powered roles, but help them really build relationships that are not anchored to this is what I do. So identifying like what I do and like getting right into deal making, but connect from a place of like actually who I am and and what’s keeping me up at night. So at our retreat, for example, I mean, yeah, we have women holding space for one another on really deep, sensitive issues. Um, you know, a lot of tears, a lot of laughter. But it’s it’s incredibly rewarding. And for me personally, I feel like, wow, this is created, you know, an incredible family. That’s how it feels to me.

Stone Payton: So on your personal journey when you made this, I’m going to call it a leap. That’s what it seems like. It was a.

Jessica Joines: It was a leap with no plan into the unknown. To be clear, I had no plan. So I’m a risk taker though, so I was able to sustain it.

Stone Payton: On this leap. Did you have the benefit of one or more mentors coaches to help you navigate this new terrain along the way? Early on you.

Jessica Joines: In a sense. So the way that I went about it and it’s what my book is about and it is a unique way. So to back up, I had spent like a decade within the corporate environment, like trying to figure this thing out. And when I say figure this thing out, what I was looking for was purpose. Like how to get paid to be happy. You know, how to how to because I wasn’t. And to wake up and do something I love. I was waking up in fear and anxiety. Okay. And every traditional avenue that was available to that was not returning the answer to me. It was very much the skills based approach. Um, even, you know Simon Sinek, who I love, but the concentric circles and getting in this formulaic way wasn’t working for me. So I had to go back to some of my roots. And those are spiritual roots and, um, not connected to any religion, but more, um, eastern wisdom, ancient wisdom teachings around purpose and dharma. And I resonated with those, but I didn’t know, like I understood them in theory. I didn’t know what to do with them. So looking back at those teachings and some modern day teachers around, that was the guidance that I looked to, to quote unquote, figure it out. And then I ended up turning that into a book, those lessons and putting it in a more practical way for others that maybe weren’t finding, um, the answer to purpose from the traditional measures. So it was different spiritual teachers and then a lot of like ancient wisdom teachings.

Stone Payton: When you were committing these ideas to paper, when you were putting this book together, did did parts of the book or chapters or whatever come to you easier than others? What was the experience of crafting the the book like for you?

Jessica Joines: Yeah, it it was not traditional in terms of what I hear the process can be because for me it was a bit easy in terms of I was not even wanting like it was not like, oh, I want to write a book. I felt like I uncovered something through my own journey that I had to share, because I had suffered through it for so long. So it was really me taking what I had actually done to arrive at purpose and just translating. It started as a course book, okay. And translating that, you know, pen to paper, which was easy to do, which was a little hard, is when I said, well, this isn’t very interesting. I should probably put connect it to my, you know, autobiographical story. And putting that in was, you know, a bit more vulnerable and a little bit more challenging at times.

Stone Payton: And I know you’re a professional speaker was was speaking in front of groups. Was that intimidating at all or had you already kind of been there, done that in your corporate career? What was that like becoming a professional speaker?

Jessica Joines: So this is like my passion. Yeah. So the answer is, um, no, I do. I get nervous at times. Yes. Um, but I’m able to channel that adrenaline to the stage since I was a, you know, I did acting as a kid even, you know, in my 20s for a bit. A lot of theater. So for me, it’s always been like a divine calling, something I have loved doing. You know, when I was a CMO, I spoke a lot, too. So the only time I would feel nervous is when I decide that I’m going to share something pretty vulnerable. So sharing, for example, in my book and on stage about, you know, being in recovery and being an addict, that wasn’t easy the first time I did it.

Stone Payton: So with your marketing chops and you clearly have them. If you were a CMO of an organization that size, I’m curious to know what shifts you chose to to make, or how the whole sales and marketing thing works for a practice like yours. Now, clearly a very different animal. How do you get the the new business?

Jessica Joines: Yeah, it’s such a good question. I will say on the marketing front, let’s start there. You know, a lot of what I did was positioning and, you know, I could tell a story. It was hard to tell my own story. So I actually hired a friend from the marketing world to, like, help me craft my story for my website. It is so hard to like to, you know, even if you’re a professional, to tell your own story. So I always encourage people like get the coaching help, you know, get it because it’s really hard to do for you sometimes what you’re able to do for others. And this was this was a little bit different because of the nature of what we do. I really tuned in and saw quite, you know, from results early on that this was an attraction not promotion. So you know, I haven’t done a ton of like direct outreach, for example. But what I do is create content and do a lot on social media and try to put out really helpful info, which is, you know, definitely a strong principle within marketing and really draw people in that this type of work speaks to rather than like hard. You know, I worked at a performance, you know, marketing agency for years rather than doing any type of real hardcore direct efforts or the types of tactics I used to use.

Stone Payton: I don’t know where you find the time or the energy, but you also have a radio show. Tell us about that.

Jessica Joines: I do. I love it, so I fell into this. Gosh, I think I feel like it was a year or two before Covid. I was doing what I’m doing right now with you, Stone. I was and it was also an Atlanta based podcast. I was interviewing with them and the executive producer is like, you should have your own show. And I was like, okay, what does that mean? And fell into it. And, um, they they ended up making some changes. So I moved over with another network, Unity Radio, which was a part of Unity Church. Very kind of new age spiritual radio show and doing a lot of live shows and live coloring. And that now has migrated and become mind, body, spirit, which yeah, I love doing it, as I can tell you do too. It’s just it’s just a ton of fun and it’s great. It’s a live coaching show, so it keeps me on my toes too. Yeah. And to find women that want to that do want to come on and talk about their problems isn’t always easy. Um, but I think you learn, you get so much out of it, um, when you’re just really hearing that other people struggle and what those what those answers or solutions or ways forward might be.

Stone Payton: Okay, so let’s paint just a little bit more of a picture. If someone is listening to this and they’re exploring the idea of becoming part of women’s purpose community. What are what are some things that they might expect, and what would you have them to begin thinking about if they’re considering this?

Jessica Joines: Yeah, a lot of women come in that are going through different life transitions. And I’ll, I’ll say that’s the number one reason. And also that they just, you know, they’re giving everywhere in their life. You know, they’re married, they have kids, they have a job, and there’s no place that’s just solely for them. So what they can expect is to receive. And I very much hold the energy around it of a sanctuary where they can come in. They don’t have to do anything. They don’t have to be anything. They don’t have to like, think about an agenda or, you know, they just come and really receive. And it’s a place to be vulnerable and know it’s a safe space to do that and to focus on their own self-discovery, which for me is a continual lifelong journey. I was reading recently that it said, you know, the spiritual journey is not like seeking wisdom or or learning, you know, studies or scripture even. It’s really the continual journey of self-inquiry and the willingness to look within. And so we do a lot of looking within and, um, you know, willingness to continually discover who we are.

Stone Payton: Passions, interests, hobbies outside the scope of, of this work. Again, don’t know where you would find the time and energy. A lot of listeners on shows that I produce and or host or co-hosts know that I like to hunt, fish and travel. Anything you nerd out about that’s not this.

Jessica Joines: I’m a massive hiker, so that’s like, you know, my where I am on the weekends and I live in an area where there’s just a ton of great, you know, mountain range and a lot of hiking. You can find me up in the mountains. Um, that’s what I do. I love solo hiking. People who love me don’t really like that, but that’s okay. So I’ve done a lot of, like, national parks on my own, and that’s a real passion for me. Um, and then, yeah, you know, um, I’m a spiritual seeker. I love all of it. So I spend a lot of time exploring that. I’m very open minded and I love it all. And that’s a passion for me is just continually, you know, whether it’s different talks or things going out there and seeing what people have to say in that arena and, and always being willing to learn. So those are really my, my main passions at the moment.

Stone Payton: You know, I characterize the question as if it were going to be something outside the scope of your work. But as I hear you talking about it, and as I reflect on what I enjoy doing, it’s just so wholly consistent with this idea of doing your own soul work. Hunting, fishing and travel is soul work for me, I think maybe. Huh?

Jessica Joines: Yeah, absolutely. You know, whatever lights you up. And personally, I think any time that we’re doing anything out in nature, we’re getting closer to our soul. That’s that’s been a big lesson for me.

Stone Payton: And as a practitioner, I’ve come to believe that everybody is well served from that. I really do feel like if I can do that, recharge the batteries, I come back that much more energized and equipped to genuinely serve the people that I’m trying to serve. So I think it’s an important component to the whole equation. Huh.

Jessica Joines: I agree. I mean, it’s the air mask analogy. And again, women are like notorious of not having their air mask on. And then, you know, giving from depletion. And, you know, I’m someone that I went through burnout. Adrenal fatigue. I’m still recovering from it. So I also know the darker end of like not taking care of yourself and restoring yourself. And, you know, just it leads to health problems at the end of the day. And you’re and then when you’re giving from depletion, I don’t, you know, not from wholeness. I don’t know if you’re truly able to give in the way that person deserves either.

Stone Payton: Before we wrap, I would love to leave our listeners, if we could, with a couple of actionable ideas. Something to chew on. Sometimes I call them pro tips. You know, maybe it’s a do or don’t something they could be reading. Just something in. Look gang, the number one pro tip here is reach out to to Jessica or somebody on her team to tap into her work. But to to hold them between now and then. Jessica let’s let’s leave them with with something to chew on.

Jessica Joines: Okay. I got it for you. This is something we talk about on my show a lot. And often women who ever come on, they’re struggling with something. And the question I always ask, and so I’ll ask this to your listeners, is, you know, think of anywhere in your life you’re struggling. And I promise you, in that part of your life, you’re believing the fear in your mind more than the truth in your heart. So anything that you ever want to solve or dive into to, you know, ease your own suffering, just ask yourself, how am I believing the fear, the voice of limitation in my mind more than what my heart has to say about this? And within that, there’s so much that will be revealed for you. And it is really like the key to happiness.

Stone Payton: Well said. An excellent counsel. All right. What’s the best way for our listeners to do just that, to have a more substantive conversation with you or somebody on the team, tap into your work, maybe get their hands on this. We got a long list here. Get your hands on this book. Catch you at a speaking engagement. Hear your show. But let’s leave them with some coordinates.

Jessica Joines: Yeah. So the best place to go to my main website, which is, is pretty easy because it’s my name. And my name is a little bit unique, as you might have heard, it’s Jessica jones.com, but that’s joins with an e j o I n e s. And from there you can find my book. You can find the Woman’s purpose community. You can find all the things.

Stone Payton: Jessica, it has been an absolute delight having you on the program this afternoon. Thank you for your insight, your perspective, your enthusiasm, your wisdom. You are doing really good work that clearly is so impactful for so many. Keep up the good work. Don’t be a stranger. We would like to circle back sometime and and continue to follow your story, but thank you for making the time to visit with us today.

Jessica Joines: Oh, thank you so much for having me on Stone. It’s been an honor.

Stone Payton: My pleasure. Alright, until next time. This is Stone Payton for our guest today, Jessica Jones with Women’s Purpose Community and everyone here at the Business RadioX family saying, we’ll see you in the fast lane.

 

Tagged With: Jessica Joines

From Tech Support to Trust: Transforming Company Culture in the Digital Age

October 28, 2024 by angishields

Sandy Springs Business Radio
Sandy Springs Business Radio
From Tech Support to Trust: Transforming Company Culture in the Digital Age
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In this episode of Sandy Springs Business Radio, Rachel Simon and Lee Kantor talk with Adam Bieber, Director of Business Development at Logic Speak and Founder of Synergetic Culture®. They explore the evolving landscape of IT services and the critical role of cybersecurity in modern businesses. Adam emphasizes that every business is now a technology company due to the digital age. He discusses the importance of fostering a positive company culture, employee retention, and the need for leaders to build trust and personal connections within their teams. The conversation also highlights the value of authenticity in personal branding on platforms like LinkedIn.

Synergetic-Culture-logoAdam-BieberAdam Bieber is the director of business development for an MSP (managed service provider) called Logic Speak. He’s also the founder of a leadership and sales consulting firm called Synergetic Culture®.

More importantly Adam is a husband and father and he has an amazing family.

Follow Synergetic Culture® on LinkedIn.

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

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

Lee Kantor: Lee Kantor here with Rachel Simon, another episode of Sandy Springs Business Radio. And this one is brought to you by Connect the Dots Digital. When you’re ready to leverage LinkedIn to meet your business goals, go to Connect the Dots dot digital. Welcome, Rachel.

Rachel Simon: Hi Lee.How are you?

Lee Kantor: I am doing well. So excited about the show. You got a great guest.

Rachel Simon: Yes. And we’re back in the studio. Yeah, that’s a great day. Yeah, we have a great guest. I’m super excited about this conversation. So I’m really happy to welcome Adam Bieber with Logic Speak. Nice to meet you.

Adam Bieber: Rachel, thank you so much for having me. It’s great to be with both of you today. I really appreciate it and excited. Excited to chat.

Rachel Simon: Ya’ll, he’s a pro. We’re going to have a great conversation here. So let’s just kick it off. Tell us a little bit about you your company what you do.

Adam Bieber: Sure. Yeah. Well like you said, my name is Adam Bieber. I am the director of business development for a managed IT and cybersecurity company local to the north metro Atlanta area. Um, we’ve been in business for 20 years. We serve small to medium businesses providing technology support, technology strategy and planning and all the things that need to be considered when it comes to how you do business, how you interact online, protecting your digital assets, cybersecurity, all of that fun stuff. So I get to go and meet with prospective clients, meet with existing clients, hear what’s happening, hear from them, work on building relationships and bring them in to work with us and hopefully to drive their business forward.

Rachel Simon: It’s interesting. I was just talking with somebody recently about the change. We were talking about another industry that has sort of shifted the way it has, because I remember back in my early career, you know, there was the IT guy who had to do all the things right. He had to like, deal with the servers. And then everything from dealing with the servers to helping, you know, the older, potentially less computer savvy people figure out how to use their mouse. Yep, yep.

Adam Bieber: But or how to hook up to.

Rachel Simon: The printer or how to. Yeah, exactly. So it seems like today companies are really doing more with outsourcing those IT services.

Adam Bieber: Yeah. The reality is as technology evolves and as business evolves, every company, whether they like it or not, is a technology company. And so I always say, whether you have a digital footprint or data to protect, you’re a good client for us. And really that’s anybody. Everybody’s got data to protect. Everybody’s got a digital footprint and they need to consider those things more on the side of cyber threat cybersecurity protecting their their data, not just their data, but their clients data. And yeah, so it has evolved from, you know, just the guy that sets up the printer and fixes the server. What does that even mean to is there.

Rachel Simon: Even a server?

Adam Bieber: Yeah, exactly. So now we do a lot of that virtually. We utilize the Microsoft Azure cloud to be able to spin up virtual servers and be able to serve businesses so that if there were some type of catastrophic event to their brick and mortar, they’re still able to operate and conduct business. And then, you know, putting in all the puzzle pieces that they need to make sure that they have access to all the applications and, um, files and things of that nature. So, yeah, it’s evolved.

Rachel Simon: Is there a certain industry that you all work with?

Adam Bieber: Yeah, that’s a good question. We tend to work with professional services the most. So that’s going to be like your financial advisory firm, CPA firms lawyers things like that. We also work a lot locally with engineering firms. Our founder’s wife actually owns an engineering company. And so through that network, we’ve been able to serve a lot of the engineering firms in the in the area were also part of a couple associations that focus on on that, that vertical, um, nonprofits and churches. Um, kind of the tagline at the end of our mission statement is to have a positive impact on the community. And so we love to give back to churches and nonprofits that are doing good things in the community that we can support and protect. So usually they’re, um, 20 or so employees or greater. Um, that’s kind of where we found our sweet spot to be. And then, um, usually when you’re in that realm, you’re looking at 3 to 5 million in revenue or greater. Um, and that’s where we can come in and really do a lot of, a lot of good things, um, within a, within a healthy budget to be able to support.

Lee Kantor: So now part of your backstory is you help companies with culture. Um, why is culture important to you and why is it important to firms that you serve?

Adam Bieber: Yeah, I love that question. Um, it is it is incredibly crucial. Um, the way that I think about culture is less about what you do and more about how you feel about what you do. And it’s interesting. There’s so many different data points that you could pull out. Um, and it seems to be a hot topic right now, but people care about the environment that they’re going in to work. And, um, sometimes people will, uh, take less money for a better culture, um, or make a lateral move that’s not necessarily up the corporate, the corporate ladder in order to be in a better environment. And so to me, it’s crucial. Um, but what I like talking about is how it doesn’t matter what position you have in the organization, you can impact and affect the culture. Um, and so what I like to talk about through some of my consulting on that side, but also through the podcast that I have, is about maximizing your influence and impact so that anybody can make a difference in the culture that they’re a part of.

Lee Kantor: Now, do you find that, um, culture is one of those things. My background’s in marketing, so I look at it through the lens of marketing. Like when it comes to branding, it’s one of those things that are going to happen whether you put energy into it or not. People are going to have an opinion about your brand, whether you’ve been kind of mindful about it or not. Is culture the same thing that if you ignore culture, a culture is going to develop without any of your input, and so you might as well invest resources into it?

Adam Bieber: Yep, 100%. I love that you drew that parallel between the marketing industry and culture. I often say culture is formed either by design or by default. And so the default settings when you get a new laptop or a new electronic, usually the default settings are not enough. You got to tweak, you got to customize, you got to build it or customize it the way that you want that thing to to operate. And the same goes for your culture. When you design it, you’re actually being proactive about how you create it and develop it. And I’ve just been so blessed. Logic speak already had such a healthy, thriving culture, so I felt like I got to step into an organization that truly lived and breathed what it was that I was so passionate about.

Rachel Simon: Do you think in the culture, you know, it’s such an interesting word, right? Because people have, uh, it’s one of those words, I think that when you hear it in the within the work, uh, context, it either is like, yes, or. Oh. Um, but sometimes do you see that companies kind of use it as a crutch of why they can’t innovate? Like, oh, that’s not our culture. That’s not the way we do things here. Um, um.

Adam Bieber: I see it more as a, um, justification for toxic behavior. Yeah. Um, and so, you know, we’re just a culture that works really, really hard. Um, well, that that doesn’t that’s not a justifiable answer when you’re talking to someone that just put in a 70 hour a week. That’s not healthy. Um, and so I see it more on that aspect of not being willing to make changes and kind of own up to the design that you have for your culture if it is toxic. Um, and so, uh, that can be a really hard thing to change. And, um, what what I’ve found is it has to start at the top. There has to be buy in from the executive executive level down in order for people to really jump on board and get involved. And unfortunately, it’s uncomfortable, like, um, growth is uncomfortable. Change is uncomfortable. Um, you know, I’ve been involved in really fast paced, growing companies where it seemed like every week there was a new process and a new way of doing things, and the change was so stinking uncomfortable. Um, but that kept us on our toes and that kept us moving and growing. And I like to use the image of, like a either a river or a, a a stagnant pond. That stagnant pond grows a ton of bacteria, has a bunch of nasty pollen. We’re in the south. The pollen just sits on the top of it. It’s gross. It’s disgusting. It’s not safe to drink. Um, but when you think about a river that moves and that filters through rocks that is constantly rushing, that has power and strength. Um, you have you have cleaner water. Um, and so that’s just kind of how I think about culture and growth.

Rachel Simon: And that’s a great analogy actually. Like, I mean, especially again, for the since I can absolutely picture that gross stagnant pond covered in nasty pollen that you would never let your dog get in. Like, no, don’t get in there. Uh, um, yeah. It’s so interesting the way, um, you know, again, there is like definitely that level of, uh, hesitation and fear when change needs to happen. But I agree with you that pretty much anything that is worth building and growing has to start at the top. Yep. Otherwise, it’s really, really hard to actually make it happen and make it happen successfully. Yeah, no.

Adam Bieber: 100%. It, um, Uh, as as a leader by title. It’s it’s your job to to rally the people that work with you and work under you. Um, to head in whatever direction and execute. And it’s not just about executing the business. It’s about doing it in a way that builds the people. And so when everybody can be on the same page and they can they can work together and they can they trust each other, there’s a high level of trust involved. Um, you can see some really amazing things. I’ve seen people that are super trustworthy and may not be the most polished looking salesperson, and they are more successful because they are trustworthy and they have that grit and they execute and they know the culture versus the person that just has, you know, the suave or, you know, the look or the, you know, maybe they came from the bigger school or what have you.

Lee Kantor: Yeah. Now, what are some kind of symptoms that a company’s culture might be not on the right path? Is it like something like we’re having trouble hiring, Or is it come down to sales where, you know, our sales have plateaued? Are there some kind of warning signs for organizations you could share?

Adam Bieber: Yeah. I mean, I think probably the biggest one is retention. Employee retention. Um, you know, that says a lot about an organization. If you’ve done any job searching or had to go through the process of applying for jobs. Um, one of the things I always encourage people that are in that season is to take a look at some of the other factors, not just how many positions do they have to fill, but look at how long they’ve been hiring for that role. Like maybe go look at some of the people that have that role and look at how long they’ve been at the company. Reach out to them on LinkedIn. Ask them, hey, what do you think? I’m seriously considering applying. Um, I’ve had people in previous roles reach out to me and just say, hey, we don’t know each other, but we’re connected. I see that you work here. You’ve been here for two years. You’ve been here for three years. What are your thoughts? Um, can you give it to me straight? And I think we need to do more of that because, um, employee retention is a big, big indicator on on the health of the organization and the health of the culture also. I think people sometimes blow it up on social media where they present themselves in one way. Um, uh, and say on LinkedIn, the company does and the people that work at the company. But then when you get one on one with someone, you realize that is not at all how it how it looks and how it happens. Um, that’s always a red flag for me. Um, I was just having a conversation this morning with someone who’s worked at a big company in the area and I said, is the hype real? Like, I know it, I’ve seen it. I, I’ve been aware of the company. And she just said for what I was doing. No, it’s not. And I was like, wow. Um, so yeah, maybe those are a couple couple indicators.

Rachel Simon: That’s interesting. The hype like meaning what they’re presenting on their like company page as being like and.

Adam Bieber: Just as employees.

Rachel Simon: We have a ping pong table.

Adam Bieber: Yeah yeah yeah yeah yeah yeah. We do beer Fridays and, you know, get pizza at the end of the quarter. Like, that’s very interesting.

Rachel Simon: Yeah, because obviously LinkedIn is something I talk about a lot. Sure. And, um, you know, it’s it’s so important for people to actually present what’s actually happening. Yeah. Um, because otherwise, to your point, it’s not really the reality of what it is like to be an employee of that company.

Adam Bieber: Sure. And, I mean, I encourage people that, um, are building their personal brand on LinkedIn. I, I tell them I’m like, look, you can look at what everybody else is doing, but just sound like yourself. Like, if you don’t sound like yourself on, on, on that online presence, it just feels fake. Um, I’ve had plenty of conversations where somebody’s got this loud personality through the keyboard. And then when you’re sitting down one on one, it’s hard to hold a conversation and you’re going, wait, I’m just confused. You’re not who I thought you were. Um, and it may not be any detriment to their character. It just gives you an unsettling feeling of like, okay, I’m just confused. So I always just tell people I’m like, if that’s not you. Don’t be that person. Just be yourself and who you are will resonate with the right people.

Rachel Simon: Oh, 100%. I mean, I completely agree. I think that there’s that’s one of the big challenges when you’re for people who are trying to build their brand on LinkedIn is they they forget that. And I was just again talking about this yesterday, um, you know, with a B2B company and they’re like, well, we’re B2B and we’re trying to present this, you know, corporate, uh, you know, whatever vision of who we are. Sure. But ultimately, you are still selling to a human being.

Adam Bieber: Yeah. You’re people selling to people, right?

Rachel Simon: Yeah. You’re just a business selling to a person in another business. Yep. Not a consumer. So we got to remember the humanity piece well.

Adam Bieber: And the farther upstream I think you go, the loss in communication like the, the, the bigger gap that happens there where it’s just, hey, I’m the vendor. All I’m doing is just, you know, trying to get the renewals and the transactions and they keep it very transactional. It’s like, no, like the downstream person that is also a business owner. They care a lot about their business. It’s their baby. It’s their, you know, their their life’s work. It’s their legacy. So talk to them like that. Treat them like a human being.

Lee Kantor: So now is there any exercises or any activities you can share for an organization to help kind of number one, safeguard against that incongruity where they’re they might be thinking there’s something that they’re not and how the public is perceiving them. Is there anything you can share that can give somebody something actionable today to say, hey, hey, we’re a little off the mark here. Let’s do this so that we can be better. Yeah.

Adam Bieber: Um, to me, it comes back to the trust of the human beings on the team. Um, if there’s no trust between people, then no team building exercise in one day is going to get you there. Um, that’s something that has to be cultivated and built. And so if you’re leading, um, you know, one team of three people, or you’re over a a couple of teams or a division or an entire group. As the leader, my encouragement would be find ways to connect with your people personally. And I think like that’s a whole nother subject. That could be a whole nother podcast. People say, check your, you know, personal stuff at the door, like, no, we’re human beings. Going back to that point, if you have a really horrible morning and you just got some really difficult news, you’re going to I’m I’m an emotional person. I wear that on my face so people know if there’s something going on. Um, cultivate personal connections, personal touch points, um, be consistent. Um, uh, honor what you say you’re going to do. And it doesn’t have to be this crazy big transformation.

Adam Bieber: Like, if for like very practical action steps. I always encourage leaders when I’m talking to them, like build into your routine either weekly or bi weekly. Touch points with your team and spend ten minutes of that meeting just connecting with them personally. How’s it going? How are you? How’s your family? What sports are your kids in and be genuine about it. Ask questions. Be be. Be curious. Um. Get into some of the business stuff. Get into. Hey, this is where I see you going. This is where you’re headed. Um, change up the way that you do your one on ones. Cultivate trust with your team. It’s hard to do it in an instant. But over time, you start to build this rapport and this this trust. And that trust turns into loyalty. It’s loyalty to the leader. It’s loyalty to the brand, loyalty to the company. And people want to stick around for for loyal, loyal bosses and loyal people. So, um, yeah, that it’s kind of hard to just say, do this one thing, but that would be where I would start.

Lee Kantor: Great.

Rachel Simon: Yeah. No, it is, um, I mean, it is really kind of just going back to basics, right? Yeah. I mean, I think that sometimes, especially as, like, organizations get bigger and bigger, they put this distance between the top and the, you know, the leadership and the people kind of lower down. Um, but, you know, we have to remember that everybody is showing up to work for a common goal, right? To move the business. The goals of that organization forward. So, yeah. Um, no, that’s that’s so interesting because you’ve got so many different aspects of like what you do professionally, right? You’ve got like your full time job, your consultancy. You’re also like a LinkedIn super user. So tell us a little bit about like what inspired you to start to build your brand. Yeah.

Adam Bieber: So I can actually relate it back. There’s a gentleman who I don’t think would care that I use his name because he’s in this, in this, uh, greater Atlanta area. His name is Peter Pasternak. And, um, he, uh, the company that I worked for with him, um, they were doing remodels and home renovations, and this was like, in my early 20s. And every time I would see him, um, he would ask me, Adam, did you build your network today? And I would look at him and be like, no, dude, I’m like, wearing boots. And I’m on this job site. Like, no, I didn’t build. And he would just say, build your network today. And then I watched him. And the way he cultivated relationships and they would do this real estate networking event that actually still happens, which is really cool. Um, and I think they just celebrated 14 or 16 years. Um, and I credit it back to him. He saw the value of building a network, cultivating relationships. And so that’s when I started. It was years ago, and I just wanted to connect with people and try to try to build and cultivate relationships. And I’ve seen in different seasons and stages of my life. And then kind of the growth trajectory of my career, it has been such a joy and a benefit to be able to, um, know so many great people, be connected to so many amazing people, support my friends that start businesses, support other creators and entrepreneurs, um, and and really, um, really build each other up. And that’s something that I’ve just loved about the the networking world, the LinkedIn world. Um, and when I launched my podcast almost three years ago, it gave me an immediate audience that was ready to hear more of my thoughts, ideas, and passions. And so it’s just been fun to be able to do that and, and share the things that I’m passionate about with others.

Rachel Simon: Can you think of a story of like a result of the what you’ve kind of put into LinkedIn? You know, like, I mean, there’s probably a great, you know, even if it’s because I can think of so many different ways of, you know, over the years where you’ve been able to connect this person with this person and it results in this. Right? Like, yeah.

Adam Bieber: I would just say like some of the coolest relationships. Um, and there’s been several very recently, like this year, um, I think out of the six most recent podcast guests, three of them were just LinkedIn connections that I met over LinkedIn. Um, saw their content, believed in who they were, start to got to know them just because of their presence. And, you know, going through the filter of like know like and trust like these were people that I felt like I got to know I really did like them. And I started to trust the validity of what they do. And then we connect. And one of the more recent ones, his name is Jeff. He runs a marketing agency. They have this really cool AI platform. They’re doing all kinds of different, um, marketing for, for businesses. Um, he and I were connected and he just reached out and was like, dude, I think we think a lot alike. I think we’re similar. I’d love to just get on a call if it’s any value. I’d love to jump on the podcast and share. And I just loved it. We got on the phone and it was like we were brothers. We knew, you know, we hit it off kind of like you and me when we first got on the phone. Rachel, we just hit it off. Um, and so it’s just it was just so cool. And then he came on the podcast and he started one and was like, all right, dude, I might call you and ask questions. And and then I got the camera that he uses. And so it’s just been fun to, to collaborate and help and, and build relationships like that. There’s so many stories just like that one.

Lee Kantor: Now, you mentioned earlier, um, a tactic that Peter Pasternack uses of having in-person events. And I know, Rachel, you believe also in that, but is there any kind of tips you can share on how to execute an in-person event and to elevate your network, you know, from maybe online to in real life? Sure. Um, in order to deepen those relationship and accelerate relationships.

Adam Bieber: Sure, absolutely. Um, I’ll take it from the perspective of not not necessarily, um, like going through the nuts and bolts of event execution, because that’s not my strong suit. Uh, but showing up how you show up matters. That’s just a good law for life. Um, how you show up for your kids, how you show up for your spouse, how you show up to network, how you show up to work. It matters. Um, and so I, I always like to encourage, to show up, not looking for what you can get, but for looking for where you can serve. Um, and so I whenever I’m talking to people, I’m always thinking through the lens of, do I know someone that I could connect them to? Is there a way that I could? Um. And what’s so cool about the world and how it works? And, you know, whether you think it’s divine or just something in the ether or however you view it, that value that you give to someone comes back around and it’s amazing. And so I always go into I’ve come to your events, Rachel, I’ve, you know, I try to be at different events throughout the week and I always just go in with that mindset. Go in curious, ask questions, learn about people, um, share a little bit about who you are, and then look for ways that you can add value. And it’s so cool when those connections come back around and start introducing you to people that you can do business with that align. Um, it’s it’s more organic that way. It’s more relational that way. Um, I have a hard time when I walk into a room and somebody comes up and shoves the business card, and this is what I do, and we should work together. And I want to hear about, um, and it just it’s disingenuous. It doesn’t feel, um, it’s.

Rachel Simon: Icky. It just it’s it’s I try to.

Adam Bieber: Avoid that word, but it is. It’s not completely. Yeah.

Rachel Simon: And that’s why that doesn’t work on LinkedIn either in the DMs. Um. Oh, gosh. Yeah. No, I, you know, I love in-person events, and, um, we’re doing another. I’ll just do a little plug. We’re doing another LinkedIn local ATL happy hour in November. November 13th at Barn in Dunwoody. And, um, you know, just being a convener I think is so fun. Yeah. Right. And getting people in the room together and like, I’ve been really into these more relaxed events where it’s just like, hey, we’re going to this bar. Come get yourself a drink and talk to cool people. And you never know who you’re going to talk. And every single time we host these, somebody tells me, oh, I met this really good person, and now we’re doing x, y, z. Yeah. Yeah.

Adam Bieber: And if you’re no matter what realm of business you’re in, if you’re an entrepreneur or solopreneur or you work for a company, you’re in sales. You’re not in sales. How you present yourself, um, in in person and online. See, like when I leave those events, I take the business cards and I look those people up and I kind of just do a, you know, I connect with them and then I just, I kind of feel them out through their online presence and the ones that are super genuine. It’s just so cool because you build this relationship. They know what I’m about. I know what they’re about. We’re not sitting there trying to just sell, sell, sell to each other. But then what’s awesome is something not as sexy as information technology and cybersecurity comes up. They go, oh, Adam Bieber, you should call logic speak. I know somebody let me connect you. And that’s that’s the really cool thing that happens as a result. It’s not the driving force or the goal, but it’s one of the byproducts of building relationships and doing it in person in such a neat and cool way.

Rachel Simon: Yeah, and obviously your online persona should absolutely match the way you’re showing up in the real world. It’s really, really weird when it doesn’t for sure. Yeah.

Adam Bieber: I’m sure you’ve got stories.

Rachel Simon: I have a lot of stories. I have a lot of stories. But, you know, sometimes it’s like you just never know. Um, when you, you know, strike up a conversation. I was at a networking event last night, and, you know. Oh, hey. Hi. How are you? What do you do? Oh, I’m a CPA. I’m an accountant. And I was like, oh, my son’s an accounting major at Georgia. And he’s like, he is. Does he need an internship? I’m like, well, in fact, yes, he’s looking for internships, right? So I’m like, amazing, mutually beneficial introduction. Yep. Um, you just never know.

Adam Bieber: Yeah, they may never be a coaching client, but they’re going to be a big fan of you. They’re going to start to get to know you, your family and how cool. I mean, I call them circle of influence opportunities, where you just are the person that people think about. And I’ve actually started I would encourage others to do this. I’ve started creating. I’m actually going to put it in a spreadsheet because for me it was like a mental Rolodex of like, who do I know that does what and who do I trust? Who’s in my network that I believe in trust in? I would do business with if I was ready or able or needed. And so I’ve started to kind of build, like I know who I’m going to print with, I know who I’m going to ship with, I know who I’m going to, you know, buy a house with and get a loan from and, you know, all these things and it’s just from building relationships, networking, talking to people. And when the time comes, you can either give them direct business or you can point them in the right direction of somebody who needs them.

Rachel Simon: Yes, my husband would call that the I got a guy for that.

Adam Bieber: Yes, yes. I used to be one of my favorite things to be able to say I got it. And my brother actually just texted me the last week and I can’t remember what he asked for, and I and I wrote back, unfortunately, I do not have a guy for that.

Lee Kantor: So is there a story you could share about your work at Logic Speak? Maybe that illustrates how you were able to help a company that had a challenge, and once they started working with you, you were able to help them get to a new level.

Adam Bieber: Yeah, sure. Um, so what’s really cool about the kind of the clientele that we work with? Most companies already have a provider. Um, most companies are used to working with a third party IT company that comes in and augments a lot of the, the, the tasks that an IT person would do on the larger company side. Sometimes they have that IT person that goes and works on the server or helps people connect to printers and they work for that company, but they also know that it’s too much for that one person to handle. So they augment. And we call that co-managed. Um, so with that being said, a lot of times we work with people that have previous experience with other providers. Um, the Atlanta market, there’s a lot of IT providers. It’s very saturated. Um, and there’s a lot of really good ones. There’s some that struggle to really do all the things that they say they do, but there’s also a lot of really amazing companies in this area. Um, and sometimes what happens is a company will grow to a certain size and then they will, um, go through the acquisition process, get acquired. I think it’s every like small business person’s dream is to sell and, you know, sail off into the sunset. And so we actually had a recent scenario with a company that they had a really good relationship. Their their IT company was very close. That guy got the opportunity to sell sail off into the sunset.

Adam Bieber: He was involved for a while. And then his kind of terms of sticking around during the transition ended And when things transitioned, this company went from local provider really hands on approach personal to national provider IT team somewhere else, service desk somewhere else, having to fly people out if they want to meet with them. And it just wasn’t meeting their business needs. There are businesses that thrive with that model. There’s a bunch of them that I know that are doing really well, but for the ones that need that personal connection and personal touch, it was too much change. They went through a backup and disaster recovery issue. They had a server get hacked because of the gap in communication. It took them three weeks to get their data back from their provider and that should never happen. Um, we put systems in place that you can either spin it up within minutes. Um, that cost extra. There’s a whole nother layer of software and hardware that needs to be incorporated. Or we can we can restore within a business day. It took them three weeks to get. And we’re talking client data. So it was just a monumental, um, the, the, the lady that ran the office has, uh, she’s nearing retirement. She said this was the second worst day of my life, which is just crazy. And so we were able to come in. Hey, we’re down the road. Um, we can help.

Adam Bieber: Here’s what we’ll do. And I just kept showing up to the office and sitting with her and talking with them and meeting the team and getting them introduced to our executive staff. And what’s so cool is Jason’s been been leading the company for 20 years. Um, if I tell him, hey, we need to go in person and meet with this person, he will make the time to go and meet with the five person, ten person, 20 person company, sit down and answer questions and help provide reassurances that they need. So it’s just been really cool. We’ve been able to really turn the corner on their perception of our industry, and they just said, please don’t sell. And Jason said, it’s not on my radar right now. I’ll let you know if it does come up. But, um, just a neat experience to be able to kind of flip the script a little bit for them on their current experience and give them a much better one. And I’ll just say this most the number one feedback we got from our end of year surveys from our clients was your team is very kind to work with, and that’s saying a lot about it people. We have a genuinely kind, easy to work with team. All the technicians, all of our engineers. They’re brilliant, but they’re also genuinely good and kind people and that makes a difference. That’s such a nice compliment. Yeah, it is.

Lee Kantor: And it speaks to the culture.

Adam Bieber: Yeah it does.

Rachel Simon: Yeah, it sure does. That’s you would not expect that in the. I’m sure that was a surprise like kind you’d think like oh brilliant. Competent like yeah. Responsive. But they’re just like genuinely nice, genuinely kind.

Adam Bieber: They’re lucky to work. They’re here. We’re not we’re not shipping it offshore. Um, larger companies need to do that I get it. It’s, you know, it is a business practice. I’m not here to knock it. But when you can really connect with the person that you’re talking to, I mean, it all kind of connects to go back to building relationships. Humans helping humans. Um. Ah, Jason, who founded Logic Speak, will often say we are people serving people. We’re not going to we’re not going to sit there and just think that we’re machines, serving machines. That’s not how we do things. We are people who serve people.

Rachel Simon: And and like you said, if you’re working in a lot of the professional services, we’re talking attorneys, accountants. That’s a lot of very highly classified and important information that needs to be secure.

Lee Kantor: Yeah, and they’re probably not tech savvy. So they they’re relying on humans to help them solve this problem. Right.

Adam Bieber: The going rate for cybercrime is $164 per piece of compromised information. So take one document that has address, phone number, name, social.

Rachel Simon: Security number, social.

Speaker5: Security, credit card routing.

Adam Bieber: Information, credit card information. One one document could cost thousands. And then you take a legal document. I unfortunately got divorced five years ago. I’m remarried now, but when I went through that process, the stack of papers that I had to go through and read, oh my gosh, if one attorney got hit and only one client’s information was compromised, we’re talking about thousands, tens of thousands of dollars in not just losses, but, um, um, fines. And I mean, it really could be catastrophic. And so then when you multiply that over multiple clients, um, it’s so serious and so important to have a strong practice in place, a posture that says we’re going to protect and defend from all cybercrime. Yeah.

Rachel Simon: I mean, and, you know, to reiterate what you said earlier, every organization, no matter how small, is a technology company these days, because we all do everything through our technology, through our different platforms, right? Even if you’re a solopreneur and you’re using QuickBooks, you’re a technology company.

Speaker5: Yep.

Rachel Simon: Um, awesome.

Lee Kantor: Now, if somebody wants to learn more about your IT firm or your consultancy, what are the websites? What’s the best way to connect with you?

Adam Bieber: Yeah, I, think I’m pretty easy to find. My last name is Bieber and spelled just like Justin Bieber. So I would say connect with me on LinkedIn because that’s the best way. I’m there most of the time during the day. Um, but if you want to email me directly with logic speak, it’s just hello at Logic Speak Comm. That’s a super easy one. And the name of my podcast is Synergetic Culture. Um, that pops up too if you search Spotify and Apple and then the email for that is Adam at Synergetic culture.com. You’re an.

Rachel Simon: Easy man to.

Speaker5: Find. Yeah.

Lee Kantor: And the website for logic. Yeah.

Adam Bieber: W-w-w dot logic speak.com.

Lee Kantor: Good stuff. Well thank you so much for sharing your story.

Adam Bieber: Thank you for having me. This has been a lot of fun. I really appreciate you guys and hope to do it again soon.

Rachel Simon: Yes, we loved having you on.

Speaker5: All right.

Lee Kantor: This is Lee Kantor for Rachel Simon. We’ll see you all next time on Sandy Springs Business Radio.

 

About Your Host

Rachel-SimonRachel Simon is the CEO & Founder of Connect the Dots Digital. She helps B2B companies close more business by leveraging the power of LinkedIn.

Rachel works with professionals, both individuals and teams, to position their authentic brand on LinkedIn so they can connect organically with ideal clients, attract the best talent, and stand out as a leader in their industry.

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Connect with Rachel on LinkedIn.

Voice Actor Rob Woody

October 28, 2024 by angishields

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Cherokee Business Radio
Voice Actor Rob Woody
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FF-Rob-WoodyRob Woody is a voice actor, podcaster, producer and storyteller specializing in audiobooks, animation, video games and commercials since 2015.

Connect with Rob on LinkedIn and Instagram.

 

Transcript-iconThis transcript is machine transcribed by Sonix

 

TRANSCRIPT

Sharon Cline: 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. I’m your host, Sharon Cline. And today in the studio, we have a voice actor. Hooray! And a podcaster and a producer and a storyteller. He specializes in audiobooks, animation, video games, and commercials since 2015. Nine years now. Welcome to the studio, Rob Woody. Hello.

Rob Woody: Greetings, everyone. Thanks for having me.

Sharon Cline: My pleasure. I love talking to someone who’s in the same industry as me, because I was just saying before the show started that I don’t really have many people in my world that I can say, here’s my problem, you know? Can you identify? So it’s just so exciting to talk to someone else who I can at least commiserate with some of the difficulties and some of the joys about being a voice actor. Thank you. You bet. So I was doing a little cyber stalking, as I do before the show, and realized that you had been in a couple of different industries, like in marketing and such, before you got into the voiceover world. So can you talk a little bit about your journey from before voiceover leading up to it?

Rob Woody: Absolutely. I’ll and I’ll try to make this fairly quick. Um, I’m the son of two entrepreneurs. Um, they weren’t always entrepreneurs, but in their mid 30s, they decided to go into business for themselves, actually right down the road. And for 25 years, they owned a pet supply and feed store. It was called Woodstock Pet and Livestock Supply.

Sharon Cline: Oh, no kidding.

Rob Woody: And I was a year old when they started that business. My dad was working other jobs. My mom was working in the store with my older sister, and I grew up in that business. I grew up around stacks of horse feed and bales of hay, and it was a very physical, blue collar way to grow up.

Sharon Cline: What bravery it takes for them to kind of stop whatever they were doing and throw all of their eggs in one basket, so to speak.

Rob Woody: Definitely as and as I grew up and understood more of what they were doing, I saw that they each brought different talents to the table. My dad could drive a truck, a large box truck, which you have to have a commercial driver’s license for. So he would go get the feed, go get the supplies. And my mom was a former bookkeeper, so she was really good at keeping books, writing checks, making sure money stays in the bank, and keeping the the help paid.

Sharon Cline: Perfect. So was that always their dream to to have their own business like that?

Rob Woody: I don’t think so. I think it was just something that happened at the time they saw, oh, maybe there’s a need for this and.

Sharon Cline: And made a go of it. And you grew up. Do the smells of certain like hay or something? Bring it all back to you? Absolutely. I was wondering, absolutely.

Rob Woody: Anytime I go in a tractor supply and I walk back through the stacks of horse feed, it’s like, oh, do I need to straighten these up? Or should I sweep or.

Sharon Cline: What happened to the store? It’s not there anymore.

Rob Woody: They eventually retired. They were getting older. They had worked their whole lives. Both were from North Georgia. Appalachian folk. Um. And I think they were just ready to go. They were ready to live the rest of their lives. Not working six days a week.

Sharon Cline: So you’re a native of Cherokee County, then, or Georgia, I should.

Rob Woody: Say definitely Georgia. Um, Cobb County. Cherokee. A little bit of Gwinnett. I lived over in Gwinnett County for seven years. Seven years? There aren’t.

Sharon Cline: That many. Um, you know, native Atlantans or suburban Atlantans, I suppose these days.

Rob Woody: Kind of tough to find. Yeah.

Sharon Cline: Oh, you must have seen so many changes. Quite a lot. Especially Cherokee County. It’s still changing as we speak. There are things being built outside the studio.

Rob Woody: Yes, indeed. Up near Ball ground. It’s still pretty cool. It’s still a lot of farmland, but. Oh, what’s that over there? Oh, that’s a storage warehouse.

Sharon Cline: To store all our stuff.

Rob Woody: Yes, all of our things and stuff.

Sharon Cline: All right, so you grew up, um, here, close to this town, and your parents had their store. And was that an inspiration to you as well? To kind of, um, become your own boss, so to speak?

Rob Woody: Not really. I, I had. That’s all I ever knew. And most people don’t want to do this, but I wanted to go work for the man for a while. My degree was in exercise science from Kennesaw State Owls.

Sharon Cline: Yo! From Hootie hoo! Yeah! Hootie hoo! I graduated from there as well. All right.

Rob Woody: Um, I was on the five and a half year plan, which I should have done a little better with that, but hindsight. Right?

Sharon Cline: Yeah.

Rob Woody: I worked in that field for three and a half or four years. I still try to practice it personally, but I don’t work in the field. I’ve trained people on the side, things like that, and I always enjoy it. But I thought I wanted something a little different and I got into sales. I did retail sales, I did business to business sales with a large company. And then I started thinking back, what if I had that business back. Wow. There’s some a lot there’s a lot of things I could do differently because I know a little bit about technology. And our pet store was low tech. It was about as analog as you could get. We didn’t scan barcodes. There were little price stickers on on things. We had the credit card machine that goes, it sounds like a shotgun.

Sharon Cline: Yeah, a shotgun.

Rob Woody: Yeah, it sounds like a shotgun.

Sharon Cline: I never thought about that.

Rob Woody: We I think the last few years we had the machine, you could hear the dial up noise.

Sharon Cline: Wow.

Rob Woody: Great. Love those old modems.

Sharon Cline: And then you decided to kind of go back to what you thought you could experience again and do differently. And then that leads to how did this, this part of your life really explode and become your focus 100%?

Rob Woody: Well, let’s retreat back to high school, to those fun years. I was voted Best sense of humor.

Sharon Cline: Nice.

Rob Woody: I thought, well, great, what am I going to do with this besides make people laugh in the back of the room? Right? Which is kind of what I did and still made A’s and B’s. Probably could have made straight A’s if I had cut out some of the laughing, but I would have people say, you have a great voice. I could listen to you read the phone book. I thought, well, that’s thank you, but that’s a little weird. I don’t want to just sit and read a phone book. But you remember the phone books? I do. The Atlanta phone book. The last one I saw was about four inches thick.

Sharon Cline: I do.

Rob Woody: Definitely a weapon. And I started thinking, they don’t talk to you about that on Career Day. They talk about, oh, you could be an accountant or a fireman, or if you’re really smart, a pilot or an attorney, which I did flying lessons for a while. Nice. I did work at Lockheed there for a bit at their wellness center, and I took flying lessons. Awesome. Love it. Great memories. But that’s an expensive hobby.

Sharon Cline: Yeah.

Rob Woody: I have a knack for finding really expensive hobbies. I don’t know why. Snow skiing, flying lessons.

Sharon Cline: But it’s actually, I think about the fact that all of these experiences that you’ve had somehow can lend well to voiceover, no matter what it is. Yes. Um, will you talk about how you started your own studio? Like what were what were the processes that you went through to research what you needed?

Rob Woody: The first real reference I looked at was voiceover for dummies or voice acting for For Dummies.

Sharon Cline: Oh my gosh. I still have that book. Oh, wow. No kidding.

Rob Woody: I still have that book and I’m going to keep it and hopefully have a great story someday about that that book. And it it does cover a lot of great information about when did I buy that book? Probably around 2013 or 14. I was in a job at that time. I was in a retail sales setting where I might get three customers a day, and it’s a nine hour day. I started thinking about I need to work on something on the side. Hey, what about that voice thing? That’s when I really started delving into it, and I went to probably spent more money than I should have. Initially, I went to a music store and asking about acoustical foam and bought some of that. Made my own little panels because I’m pretty good with my hands. I made some acoustical panels, but was never really happy with the setup. I would have a setup and then think, ah, this isn’t very user friendly, let’s let’s change it. So I would get in my own way. I’m sure that never happens to any of you or your listeners, but usually it’s I am my own best stumbling block.

Sharon Cline: We all are. That’s what Fearless Formula is all about. Yeah, the goal for me is hoping that there’s some kind of inspiration that someone can get out of what other people have experienced and their wisdom that they’ve learned so that they don’t have to stumble as much either. So I love that you’re even willing to admit that, because I think that holds a lot of people back, is the fact that we are all flawed humans and have our own foibles and struggles. So the idea of being able to say to someone, I get it. Here’s what I did. That may work for you too. I mean, this is the best we can do is hope that someone will realize that they’re normal. I’m normal. We’re all normal. We’re all struggle and hopefully be inspired to to realize that there is resources out there that can help them. Like this show, hopefully. So if there’s a voiceover artist in the making out there listening, I’m hoping that they will find inspiration by knowing that there are solutions out there to be found. And, you know, so many people kind of hide behind their bravado and, you know, the idea that, oh, they never struggled. But to me, you know, there’s nothing more calming than someone admitting that they’re human, too. So I’m down. I’m down for you. Admitting the struggle.

Rob Woody: And one of my initial problems was thinking, I’ve been this way a lot of my life, but thankfully, I’ve realized it now. Thinking you can do something perfectly the first time you try it. And I’ve also told my son about this. I say, look, I had this problem too. Give yourself a little grace. Give yourself time to master what it is you want to do, whether it’s throw that curveball or figure out that chemistry equation. Give yourself time to do it, because you’re going to catch on a little differently than the guy sitting next to you.

Sharon Cline: But their normal is their normal, and mine is mine. And that compares. Comparison is the thief of joy thing. I have to always remind myself that because I will listen to You voiceover artists on like Voices.com, which is where I have my profile and get some work from. They have like the top 100 male artists and the top 100 female. So of course I always go listen because I’m like, what do they have that I don’t have? And I always think, well, of course they’re in the one. They’re amazing, you know. And then I’m like, why am I even doing this? Why would anyone come to me if there’s this person or this person out here? And it is kind of like a miserable thing for me. Like, I want to know what I’m missing. But then I also think, well, then, of course, you know, it’s like, I, I have like, this automatic default of I’ll never be as good as them, even though our voices are all different, which is something you ascribe to. I love that you say we all have our own unique sound, and I appreciate that too, because no one can sound exactly like me or you. And it’s so subjective. Whoever hires you, they like you or they don’t and you don’t. You can’t make that happen. Um, no matter how you sound, it just is like a thing. So, yeah, the idea that I can compare myself to someone else is pretty flawed in itself, but I do it anyway. I just want you to know that I’m my own worst enemy.

Rob Woody: It’s. It is normal. I mean, I playing sports and coaching sports, you know, the kids do that as well. Yeah, but keep it. You keep it in check. I think we grow and mature and some mature more than others. But learning to keep it in check and maybe even using it as an advantage to propel yourself.

Sharon Cline: Right, to reframe it. Yeah, not a negative, but something. Well, here’s my unique selling product, my unique sound and knowing.

Rob Woody: Okay, the good thing is I have this drive and I can use this drive as fuel, not let it drag me down.

Sharon Cline: I’ve heard success defined as not so much talent, as much as consistency and discipline. Like you can be successful if you just constantly are moving forward and trying. Um, because a lot of people are really talented that don’t really pursue anything big. Talent is is not always. Um, well, I mean, some of the voiceovers that I’ve heard on the radio, I always think, like, how did they this is terrible. Like, I’m so judgy, but this is how did they get this job, you know? And I don’t know why, but I’m always like, I wish I could have a chance to do it. But of course, things work out the way they’re supposed to, but I just mean it doesn’t. You don’t have to be the most talented person in order to have a lot of success.

Rob Woody: Precisely. And I’ve done the exact same thing. I’ve listened to something, or I’ve played a video game, or I’ve done this or done that, and I’ve heard this voiceover and just automatically I’ll resay the line how I think it should be heard.

Sharon Cline: And then you think, how in the world did they someone greenlit this. Yeah.

Rob Woody: And while yeah, maybe I’m a little biased, but I could sell that character a whole lot better, but I wasn’t there.

Sharon Cline: I know I.

Rob Woody: Didn’t audition.

Sharon Cline: This the way things work out, the way they are supposed to, but at the same time, yeah, I always wonder the same thing. Like, how did this all fall into this person’s lap somehow? And you know, I’m not the perfect voiceover artist too, so it’s just me in my own head being critical and jealous and all of those things. So I’m I can reframe it to be peaceful in saying things are just the way they’re supposed to be. But there are times where I kind of I get being a voiceover artist by yourself, you know, it’s a very, very lonely job. Yes. You know, I only have me to talk to, and that’s not always the best, but to be able to kind of get in my own way of saying, you know, I’m never going to be that successful. I’ve only had a little bit of success. It’s never enough. There isn’t enough success, I think, for me. Um, so yeah, I like hearing that somebody else does too, because it does normalize me a little bit. I’m not trying to make my life miserable, but I have days where it’s the challenge is so mental to audition as much as I can and accept whatever feedback, good or bad. Um, do you struggle in the same way, or are you much more disciplined about getting yourself into your booth and recording?

Rob Woody: Honestly, I think if I had. Well, let me say, I wish you could always wish you had started something earlier. But was I mature enough? Now I understand how life can be. Life’s going to kick you and it’s going to kick you. When you least expect it. Or when you most expect it. It’s going to kick you in some form or fashion. And I think starting this, at least for me, starting this a little later in my life, not when I was 20. I think I had a thicker skin. I have a thicker skin in order to deal, because with 95% of actors voice actors. You’re eventually going to be fired or your run will end, and then you look for something else, right? It’s not like you’re going to clock in for 40 years. Go build this widget and then go go home. It’s go do the performance part of your practice and part of your job is the auditions IV. I definitely think that’s helped by. Well, I joke that my maturity level is not my age, but just having that thicker skin and knowing that just because they tell me no doesn’t mean they don’t like me. It just means that’s not what they’re looking for, for that product, for that character. And there have been times I’ve gotten home I thought, I need to put in an audition, even if it’s just one. I don’t have anything going on right now. I’ll be tired. I’ll throw something together, edit it. Boom. They love it. I didn’t even really like it, but they love it. We’d love you for you to narrate the book. Oh, well. Awesome. Great. I can start on it tomorrow. And then there are times you you read the script, you think about the character, you imagine what that character looks like in your head. I might walk around outside with the birds chirping, coming up with voices, or I’m in the car a lot as well, so I’ll just practice and have my little phone recorder on recording different things. And you think I nailed it? I nailed this audition, or I nailed this interview, and then crickets.

Sharon Cline: That happens to me all the time. Or you might.

Rob Woody: Even get something like, I’ve gotten several of these. Wow, you sounded really great. You just weren’t quite what we were looking for. I take that as a compliment because somebody did listen to it. They liked it. And maybe now they’ll remember me in six months or. Oh, now you’re doing a video game. Hey, that guy had a good voice. Or that lady had a really nice voice. Let’s contact them back.

Sharon Cline: I think that has happened. I mean, 99% of the time. That’s exactly my story of working so hard on something and and going back, like, even if I’ve finished recording it and edited it and then just listening back, I’m like, it’s missing something, and I’ll go back and do it again and then hear nothing. And then there are times where I just phone it in and I’m like, I don’t even know the energy of what they’re looking for. I don’t think I have the right message at all, but okay. And then have gotten that one job that I was like, this is terrible, but I just don’t have the energy to work on it. I don’t understand. And I think that’s like somewhat frustrating because if I knew the formula of how it all would work, I would do it every time. So it is like this surrender that I have to practice every day with it.

Rob Woody: It’s funny, I definitely grew up blue collar, but it is an art and art. All art is subjective. Really?

Sharon Cline: Wow, that’s such a good point. And yeah, I never thought about it like that. Yeah.

Rob Woody: Especially acting, voice acting, voiceovers. It’s still subjective, and I try to keep that in somewhere in my brain when I’m reading for something.

Sharon Cline: Not to take it personally. Right. Man, my ego gets in my way so much. But I really appreciate your pointing that out to me, because that’s something I think I can hold on to on the days where I’m really struggling to feel like I’m good enough, or feel like it’s worth the effort. Um, and I know that people have some resources where they have a group where they can get together and talk about it. It’s almost like support that keeps your mind positive. Um, but that’s kind of what I feel like I’m doing right now on the show, having different voiceover artists come on and tell me what it’s like to be them for a little bit, because then I feel like seen to, you know, I feel heard, too, because so many similarities are pervasive throughout the industry. What’s something that you’ve learned over the last nine years about voiceovers that you think, or just being an audiobook narrator? Anything in the voice world that has been really surprising to you?

Rob Woody: Surprising? Maybe a couple of things. This is a little more granular from a sound sound engineering perspective, because we we have to edit a lot of our own stuff, right? You don’t understand how many noises your mouth makes because your ear doesn’t pick it up. It picks up nothing. And the first few times I edited my files, I thought, oh my Lord, do people hear that? They don’t, but that sensitive microphone does. And then when you play it back at an amplified volume, you hear these little pops and clicks and oh my goodness, get that out of there.

Sharon Cline: There are days where I have nothing, no sound. And it’s so great. And I’m like, I feel everything’s so easy. And then there are days where I just. I don’t know what I’ve done, but that’s all I hear.

Rob Woody: I haven’t eaten Pop Rocks in 20 years, but it sounds like there’s a pack in my mouth that’s that’s surprising. Um, from a high level view, there’s a lot of work. There’s really a lot of work. And I know there’s a concern about artificial intelligence. I like to think most people are going to opt to work with human beings. If you’re watching some, quote, boring training video, maybe that’s what AI is for. But there are plenty of people that would love that job too. So that’s my thought on that. I haven’t probably done my due diligence on artificial intelligence as much as I should, but that’s where I stand on that.

Sharon Cline: Well, if you’re just joining us, we are speaking with voice actor and audiobook narrator and podcaster and producer Rob Woody, who’s here in Georgia. I wanted to say that artificial intelligence is something that comes up a lot with almost every business that I’ve spoken to, any owner, they’ve kind of they’ve talked about the pandemic and then how AI is affecting their industry. How did you survive the pandemic?

Rob Woody: My day job is putting up window treatments for interior designers. I’ve worked really all over the country, from most of it in the southeast. 90% of it’s here in the Atlanta area. But I’ve worked in Beverly Hills, I’ve worked in Florida. That level of person or that income level, they have the money to do their thing. So we did kind of willingly took a few weeks off, um, just because nobody knew what was going on in March, April of 2020. And then we slowly started working again. We’d just do one job a day, try to limit contact with what we did. We were able to survive that. And at the same time I thought, well, this is a great idea to dip my toe a little deeper in the voiceover over water, because up until then, you mentioned 2015 is when I started. And technically, that’s right. There were times that life would get in the way or my self-esteem would just decide to leave. And sometimes you just get in a habit of what you do every day and your dreams take a back seat.

Sharon Cline: And then ten years goes by and 15 years goes by.

Rob Woody: You get busy coaching a little league team or you get busy. Well, we’re home a lot more. Let’s, uh, let’s paint this room since we haven’t had time to do it. Now we’re at home. April of 2020. Let’s buy some paint and paint the room like a lot of other people did, which was, those are all good things, but you can make your life so busy you don’t have time for your dreams. And sometimes people ask, oh, how are you? Oh, I’m really busy. Is that good? I mean, it’s good, but if you’re not pursuing something worthy that 20, 30, 40 years later, you’re going to regret not pursuing, maybe it’s not good.

Sharon Cline: I think a lot of people during the pandemic working from home and kind of making their own studios because even voice actors weren’t going to studios, so they had to have their own equipment. I think a lot of people kind of use that time to make their own studios, and I had just started voiceover school January of 2020, and then March is when everything kind of happened. And as much as I tried to get equipment, I really struggled. Everything was sold out everywhere. But I’m grateful that there were such resources for me to be able to understand how to set up my own studio, which we call a DAW, by the way. And, uh, you know, different mics and, um, you know, the sound, the sound absorptions and moving blankets and all of that. So initially I was in a closet and now I have my own little booth. But it’s interesting to think that during the pandemic, this actually kind of exploded in this realm, you know, the voice world. Um, and then also, what was it like for you trying to promote and advertise? Like, do you put anything on Facebook about yourself or how do you kind of get the work that you get? In other words, we’re not out there in, you know, the public all the time promoting ourselves. It has to be more digitally. So how do you do that?

Rob Woody: My Facebook account is more personal. It’s mostly friends and family. I do have Instagram. I have a LinkedIn, which is probably way out of date, and that’s one of the last things I haven’t revamped yet. So that’s on my.

Sharon Cline: We’re friends on LinkedIn as of today. Just to let you know.

Rob Woody: I’ve redone my website. I’ve Instagram’s kind of personal stuff, but it’s it’s usually, oh, I did this cool workout or look at this pretty sunset or oh, here’s a new voice project that I just finished or I’m about to work on. That’s pretty much what my Instagram is. Or look at my cute dog. Isn’t he silly?

Sharon Cline: It’s a little bit of all of of your life. Yeah, that’s what mine is.

Rob Woody: But it’s a lot of people want to know a little bit more about you, not just I try not to over promote because I know I get weary of that. And there’s a lot of great actors and voice actors that I follow. Some do a good job of not over promoting, but they’re at such a level they don’t have to either. So I try not to over promote, but I could. I probably need some lessons and.

Sharon Cline: I think I do too.

Rob Woody: Um, and that kind of thing.

Sharon Cline: The struggle is real for sure, because, um, unless someone really needs a voice and are looking for a voice actor or, you know, someone to do a commercial for them, or business wise, it’s very difficult to know if you’re just, like, annoying the heck out of people by saying, here’s the book I just did or whatever. Um, and like, like you were saying oversaturation. I don’t want to be in people’s faces all the time, but the part of me wants, you know, okay, we’ll get sick of me. At least you’ll remember me. So, like, I struggle, like, who’s going to look at me? But then I want you to look at me. So that’s where my head is with that.

Rob Woody: It’s. It’s a tough balance.

Sharon Cline: Yeah. For sure. What was it like when you got your first professional job? Your first booking?

Rob Woody: It was a children’s Book, and it was only about eight minutes long. And I was actually in, I think I was in North Carolina when I found out that I had gotten it. And it it was a leprechaun book. It was like a little Saint Patrick’s Day leprechaun adventure book. And I just put.

Speaker3: On a little Irish accent and did about five minutes of research on how to do it. And oh, you’ve got the job.

Rob Woody: Wow. And it’s an Irish publisher. Okay. Pretty soon those thoughts creep in of am I an imposter? Is this is this what imposter syndrome feels like? But I’ve been doing this for 30 years since I was 12. Now I’m just actually using it.

Sharon Cline: That’s so exciting. What’s the name of the book?

Rob Woody: It’s called a Saint Patrick’s Day. A Saint Patrick’s Day adventure.

Sharon Cline: Okay, everyone should go. Listen.

Rob Woody: It is fun. Yeah, it’s. And it’s a project that I would have least expected.

Sharon Cline: But that’s the way things work out.

Rob Woody: Like we said earlier.

Sharon Cline: Yeah.

Rob Woody: You can think you nail something and then crickets and you think you just. I’ll just blow that off and I’ll read for it because it’s good practice, right? It’s like stepping up to the batting tee and hitting 100 balls because, you know, you have a game tomorrow and you may get to see three balls to swing at. So you just you do the auditions, you try to put some care in into it. Don’t just completely phone it in, but sometimes you phone it in and you don’t realize it. Um, and then the project I got right almost back to back because I had done several auditions and uploaded them as a batch, was a nine hour military science fiction book. And I thought, am I over my head now?

Sharon Cline: That’s amazing.

Rob Woody: But I had plenty of time to do it. Their deadline was, and I still finished it a couple of months before the deadline. And I like science fiction. I grew up with Star Trek and Star Wars, so that’s kind of in my wheelhouse. And I the good thing is, because it started out as more of a side hustle, I get to choose what I audition for. I don’t have to just pick something because, oh, well, that’s going to pay the bills a little better than this one. I’m more or less paying the bills, but I want my name attached to this project, or I would like my name attached because that’s me.

Sharon Cline: I love that you’ve got discernment. You’re not just throwing yourself out there to everything. You’re being, um, you’re looking at things critically.

Rob Woody: As I kept doing it about a year later, I started thinking my great grandkids could hear me read books or whatever project. That’s pretty cool. If I never make another penny doing this. There is stuff out there right now that will hopefully survive me, and if I have great grandkids, generations down the line might be able to hear my voice reading a story. What a great way. And I thought that was just more fuel to don’t quit, don’t stop.

Sharon Cline: So those are the tools that you use in order to keep yourself going on the darker days or the more difficult days. Is thinking about the bigger picture?

Rob Woody: Definitely. And I listen to podcasts and some of them are business related. Some of them are more fitness focused. But one common theme is don’t have a zero day. There are days when all I do is I’m tired when I get home or it’s just been insert fill in the blank happened. Okay, I’m going to I’m just going to submit one audition or I’m just going to record something. I’ll go to my little studio down in the basement, record something for five minutes, or even just do some research on something or something you’ve already recorded. Spend five minutes editing. And that way when I go to bed, I know, okay, I chipped away at that marble a little bit more. No zero days and you can apply that to anything if you’re trying to gain muscle. I didn’t work out today. We’ll do ten push ups before you go to bed. Or if you’re trying to lose weight, walk ten minutes back and forth to your mailbox. Don’t have a zero day. It is so important in your mind that that little pilot light stays on.

Sharon Cline: I think that’s the key. What you just said right now in your mind, because it is a mind game. It’s constant mind game for me. I overthink everything, but I do have zero days and I’m not proud of that. So I’m thinking I’ve never really thought. Let me just do one because I feel like if I’m if I go to the booth and I’m going to just do one, I’m probably going to do a bunch because I’m there, might as well I’m in the mode. But I didn’t think how I can convince myself of just doing one audition. I don’t know, five minutes, five minutes is nothing. So I’m going to actually employ that, give that a try so that I feel like I have I have progressed even a little bit for the mental, um, confirmation that I haven’t given up or that I’m still if I’m, I’m moving energy around and wants it.

Rob Woody: One other thing I found out is many of those times where I just think, okay, just check the box, do this a little bit of work. All of a sudden you get a little burst of energy. Oh no. Well, I’ll edit for ten minutes now or I’ll just I’ll record something else. And before you know it, you’ve done twice what you were planning on doing without really any more mental effort.

Sharon Cline: That’s great. Do you find that there are days that you’re doing you’re recording a book and it just goes so smoothly and everything’s wonderful. And then there are days where one sentence is a struggle. I find that for myself.

Rob Woody: Definitely. Um, but I pivoted on that, and I’ve started building my own blooper reel.

Sharon Cline: No kidding.

Rob Woody: I have a I have a blooper reel that when when something screws up or I screw up, or there’s just a weird noise somewhere that bleeds through into the studio. Okay, open the blooper file. Cut and paste. Good use. Use that for fuel later. You? I like to laugh. I like to make people laugh, so.

Sharon Cline: That’s.

Rob Woody: Awesome. Let’s just use it.

Sharon Cline: Oh, I never thought of that. I just usually get really mad. I’m like, damn it, I can’t get this sentence out. No matter what I do. Or that truck keeps driving up and down this road and I can’t get that sound out. I’m telling you, I’ve never thought of making it kind of funny. That’s hilarious.

Rob Woody: Who cranked up the leaf blower?

Sharon Cline: I know right now.

Rob Woody: It’s 8 a.m..

Sharon Cline: Dog coming from like that. You know what I’m telling you? Oh. That’s hilarious. Good for you. What a great way to look at it. To, like, make it something fun and funny rather than drudgery, which it can be, you know, and.

Rob Woody: It’s still an effort sometimes I’ve, I’ve lost both of my parents in the last three years and.

Sharon Cline: Sorry.

Rob Woody: That was honestly, that was a driver, especially my mom, about three years ago. And, um, that sort of gave me a kick in the pants to stop feeling sorry for yourself. Just go do it. She was always behind me on whatever that I was doing. Go make her proud.

Sharon Cline: Oh that’s wonderful. Using things that a lot of times people will use as an excuse to to not do things, use them for fuel.

Rob Woody: And also, I have a teenage son and he’s watching me succeed. He’s watching me fail. It’s kind of important that they have some kind of role model, because there’s not a whole lot of fun out there for them to look at. Sometimes, yes, but ultimately they’re watching you.

Sharon Cline: I think whatever they do see on social media is a very curated, very crafted, um, fake, you know, counterfeit presentation of what real life is like, you know? So, yes, it seems as if so many people are so successful and they’re having this great life, but there’s nothing showing what it was, you know, to get them there or what’s behind that, or how they have days where it’s good and bad. So everyone wants to show the good. Me too. You know, I don’t love exposing my flaws, but I wanted to ask you. What? How do you describe your voice? What if you had three words? I was asked that recently and I was like, okay, three words.

Rob Woody: Wow. Gosh, versatile. At least I think it is. Um, maybe not versatile like Prince. Versatile, but there’s only one prince. Um, pretty good mimic with a lot of things. Also calming. I’ve heard that. I heard that a long time ago.

Sharon Cline: Calming.

Rob Woody: Or it can be.

Sharon Cline: Well, I’m thinking, um, like, credible. That sounds like, uh, if you were going to be reading a medical journal, I would be like, okay, this is important to hear. This is a.

Rob Woody: Real doctor reading.

Sharon Cline: This is a real doctor. I would believe this. You know, that’s one of the words I used to describe me, like conversational is another one. Warm, authentic. Those are the kinds of words that I’ve been told I could use. So I just don’t think too hard about it. I just use those kind of the basics. Um, but I like the mimic part. So what are some of the mimics? What are some of the mimicking things you do? Obviously you can do an Irish leprechaun.

Rob Woody: I grew up watching the Dana Carvey era of Saturday Night Live, so that was my training ground. Uh, sometimes you do a little Bill Clinton. I mean, you just gotta stuff like that. It’s. I just enjoyed making people chuckle and never had a theater class. Never.

Sharon Cline: You just get the energy of it, right?

Rob Woody: I do get the energy. And I do like entertaining. I’ve just never thought of myself as an entertainer.

Sharon Cline: You know, they will ask with voiceovers. They’ll say, you know, can you do something that sounds somewhat like Scarlett Johansson or, um, you know, a different actor? And so if, if you have that in your wheelhouse. It’s so nice to be able to pull out different character voices.

Rob Woody: Phil Hartman was one of my favorites. Oh, I love Hartman. It was so tragic what happened to him. I know, but you could put that guy in any skit and he would. He would fill a crack, basically. Okay, we need a guy who’s just going to be. We need a dad to sit on the couch and talk to his son about drugs. And we’re going to make it a little funny, but Phil could do that. Phil could be Frankenstein, or. He was so versatile.

Sharon Cline: I saw an e! Hollywood story about him. E true Hollywood story. I think they called it about him and his wife and what happened with them. And he was interviewed about auditions, and he said that there came a point where he just really didn’t care if he got booked for whatever. And he said, I don’t know what it is about that release of the outcome, but the minute I stopped caring, I started getting booked for everything. And I never forgot that because the idea of just auditioning for the best I can in this moment and releasing it out to whatever feels so much more authentic when you do get get the job because you weren’t trying to change anything about yourself, you’re just being 100% you. So if it came to you as whatever job you got, it was meant to be yours. I love that, but I don’t always do that. But you mentioned him, and that’s the first thing I think about is the fact that he had kind of released, but he meant it too. He was just like, I don’t care, you know? Anyhow, I miss him too, because I still see a lot of his work that’ll show up, like on my TikTok reels or whatever. And I just think there wasn’t anything he did that I just didn’t think was funny and believed and was entertained by.

Rob Woody: He had a knack of it goes to what you said about him having fun with it. Yes, he’s had the training. He went to the to the He did all the classes. He did the schooling. But then you still have to put it out there and perform because you want that. Good job. Have fun with it, do the training, do the reps, and then have fun with it because your audience will know if you’re having fun. So true. Robin Williams was a master of of that. You just you knew he was having fun.

Sharon Cline: You felt it definitely. When when you auditioned for a job, do you feel like you can you can feel it when you know that you’ve kind of hit the note that you think that they want because there’s like a your voice can really reflect whether or not you’re believing what you’re saying. It’s amazing how you can hear a difference.

Rob Woody: Yes, I thought I really nailed one recently. It was a I think it was a young adult. Like one vampire faction is going to war with another vampire faction.

Rob Woody: So of course, I took a slightly dark, lightly British smoky aspect to the older brother.

Rob Woody: And then there was a younger brother, and he was a little more flat and diabolical. I thought I nailed it. Never heard back, but it was great practice. Yeah, I discovered a new voice.

Sharon Cline: So true. When you are recording a book, do you read the entire book first?

Rob Woody: No. Well, it depends. If it’s an eight minute Saint Patrick’s.

Sharon Cline: Day kids book, you could spare the minute and eight minutes. Yeah.

Rob Woody: Now, what I will do sometimes is read the whole. Read the chapter. Okay. What’s what’s going to happen? But sometimes I like to be surprised because maybe they want to hear that. I don’t want to play surprised. I want to be surprised and be a little more genuine. If you ask five different voice actors, they might give you five different answers.

Sharon Cline: I’m part of a voiceover group on Facebook, and some of them are audiobook narrators. And just the other day, someone posted who reads the entire book before they record the entire book, and 90% of them read the entire book. And there were just a few that were like, I’ll read a couple chapters ahead. And I was one of those don’t read the entire book. I don’t I just want to kind of get into it. But there is wisdom in reading the whole book because several of them were saying, well, this is why I get to figure out where the character is going. I get to inform, you know, the audience of the growth that the character is going to go through, because I already know what’s going to happen. That’s true, yes, but I think I might be lazy and I just want to do it once I get it. So I don’t always I read maybe a little bit ahead, but I don’t really go through the whole thing. I like the idea of being in the moment to where I see this part coming, where I’m about to have a very high emotion in whichever way they’re sad or happy or whatever. I feel like I can. It can feel very authentic and spontaneous, you know? A realness to it because I’m experiencing it for the first time that way. But I was curious. I haven’t talked to anybody else who does audiobooks either like this, so I’m really glad to know I’m not the only one who doesn’t read 100% the whole book.

Rob Woody: And from a technical perspective, you identify any words maybe you haven’t seen or how is that pronounced? So it’s that’s really the main reason to forge ahead.

Sharon Cline: And well, usually also the author will send notes on each of the characters. So I know the character breakdown. I’ll know that there are five women, so I’ve got to come up with a little different sound for each of them and how to pronounce their names and things, um, which is so helpful. But yeah, good to know. Good to know.

Rob Woody: It is helpful. I’ve I’ve asked for that from a couple of authors and they’ll just say, oh, have fun with it. I trust you and like, you don’t know me, do you?

Sharon Cline: Wow. That’s faith.

Rob Woody: It is faith. And so far I haven’t disappointed.

Sharon Cline: But so would you say that you have a fearless formula to keep yourself going?

Rob Woody: I you guys probably all hear it, but don’t quit. You may have to step back for a day. You may need a vacation. You may need to go camping in the woods for a week. I would love that. I like to hike and backpack and. But don’t quit if there’s something. If there’s something you’re going to look back on when you’re 85 and go, why didn’t I do that? Maybe I would have failed, I don’t know, but why didn’t I check that box? Well, I shouldn’t have quit. Don’t quit.

Sharon Cline: I love that. I also love someone asked me recently what what would you do if you knew you couldn’t fail, what would you do if you knew that you would get what you wanted? Um. And I would be braver. You know, I wouldn’t. I wouldn’t doubt myself or second guess myself so much or be afraid of how someone’s going to feel if I ask them, you know, can I meet with you to do this or that? Or. I’d like to learn about this. Would you be willing to spend time with me? Usually I feel like this is such an imposition. No one’s going to want to do it like that. But if I knew 100% that they would be on board, well, I would ask. So I have tried to do that this week. I’ve been employing the idea of not letting, um, my own doubts decide for me, as opposed to my just forging ahead and just letting someone else surprise me because I do get surprised sometimes. It all works out great.

Rob Woody: And imagine if you took that perspective or any anybody took that perspective in a larger view, how we might set our goals a lot higher.

Sharon Cline: So true. Yeah, I’m my own worst enemy sometimes. Guilty on my own. I’m my own advocate too. Who else is going to fight for me? You’re right. I mean, I love I love the idea of expanding that into something that is even scarier for me. You know, the idea of rejection or I’m imposing on someone’s life, um, stops me a lot. But people ask me all the time, how did you get into voiceovers? And, like, can we meet sometime? And I’m always like, yes, and I do. And it doesn’t bother me at all. So I need to assume that other people are going to think positively about it too.

Rob Woody: And to to kind of frame my background a little bit. I didn’t mention this earlier. I have had a few classes. Oh, good for you. I’ve had I’ve taken probably 4 or 5, maybe 5 or 6 classes in the last 5 or 6 years. Whatever. Whenever time and money allow to take a class, Atlanta VoiceOver studio is a great resource. They do all kinds of classes there. They can recommend economical equipment for your home studio, or if you’ve got a bigger wallet, they can recommend something else. I’ve taken classes online, in person from people that actively work. They do video games or really cool class I had. It was remote, but it was still neat. Um, I had a class with the lady that does Jimmy Neutron.

Sharon Cline: Uh, delivery?

Rob Woody: Yes. Yes.

Sharon Cline: Uh, or is that how you say her name? Derryberry. Derryberry. I follow Terry.

Rob Woody: Terry. Derryberry.

Sharon Cline: I follow her on Instagram. She’s wonderful.

Rob Woody: It was like an hour and a half or so class, and there were 30 or 40 of us right there on the zoom.

Sharon Cline: But how was it?

Rob Woody: It was really good. And every time you take a class, you’re going to learn something you didn’t learn in so-and-so’s class.

Sharon Cline: I watched an Instagram of her, uh, talking about how she was able to come up with a voice for a character. She just had a piece of paper with a character drawn on there. So taking information about this character. Will they have braces or whatever it was? Inform the sound. And I mean the way that she was able to break down, um, logically, what she thought someone should sound like based on the drawing. Oh, I thought it was the most fascinating thing, and it really matched when she was like, and this is the voice. And she said it. It’s like, wow, that’s amazing. I could I love the idea of that because it’s something I can figure out for myself, too. Um, so I’ve never even known she did those classes, so that’s good to know. Something I can look into as well just to listen to.

Rob Woody: She did this through Atlanta voiceover studio. Got it. Even though she’s in California. Um, Debi Derryberry, I believe that’s that’s her name. I thought it was Teri, but I knew it rhymed.

Sharon Cline: Yeah, she has a. We’ll get.

Rob Woody: Close.

Sharon Cline: Um, if someone were going to get started in this industry, what would you advise them to do?

Rob Woody: Practice. If you have kids, read, read books, take a class. Those are my sons, 15 up until age 12. I read him books. Story time was every night. He’s read. Let’s see. I’ve read. How many Harry Potter books are there? 7 or 8 of the originals. I know I’ve read 4 or 5 of those cover to cover with characterization. Wow, that was the ultimate proving ground. And some days you phone it in, oh, it’s your seven year old. They don’t care if you sound like Dumbledore or not. You’re reading them a story, but it’s still practice. And that was huge for the success that I’ve had. And also taking a class with other peers and hearing other professionals give you feedback. Immensely important.

Sharon Cline: Gosh, I feel really inspired to be able to maybe take some more classes that are local here because the Atlanta market, it’s wonderful in so many ways. Um, and I never really thought about the fact that even though I have my own reels and I’ve been doing this for a while, I could really use a refresher of someone saying to me, maybe you could go this route or that route because they’re a professional, like, I want to be advantageous with my time. So if there’s a way that I can, you know, be in a market that’s sort of more curated for the way I sound, I would really appreciate the feedback for that, too. I never thought about it.

Rob Woody: It also gives your you kind of get your own feedback, because maybe you’re in a class with 30 people. Everybody gets up and does a read and you can. I know judging is bad, but we all do it. You can tell yourself I did really well or I got work to do, and you can kind of see how you can rise to the top.

Sharon Cline: Would you say? Would you say that it’s nerve wracking to be in front of your peers and try to be brave enough to hear their feedback? How is that for you?

Rob Woody: Honestly, for me, and again, I’m going to go back to my age because I’m a little older than somebody starting something in their 20s. It doesn’t bother me. Now, if I was 25 again, I’d probably be a little more sensitive. But thicker skin and some things bounce off you osmotic. You got to be semi osmotic. Let’s go deep science here. So some things you let through. Other things maybe they don’t get through.

Sharon Cline: But you have the discernment.

Rob Woody: Either way you’re going to learn something.

Sharon Cline: Because I’m thinking for myself, I’d be so nervous to do a voiceover in front of other students or people who know the industry well enough to know if it’s good or not.

Rob Woody: No, totally. And there’s.

Sharon Cline: Always feeling.

Rob Woody: There’s that little bit of a butterfly every time that I’ve ever done it. But I think that’s good. That means you’re excited to be there. That means you’re having a good time. You care, you want to perform well, but then you just take a breath, step in that batter’s box.

Sharon Cline: I love the sports.

Rob Woody: Rely on your training and let it rip.

Sharon Cline: Well, Rob, Woody, I’ve just really enjoyed our conversation today. I love speaking to people who are, um, have different experiences in the same industry because I get to learn, hopefully not by doing the same kind of mistakes. I get to learn from your wisdom and feel inspired just to spend this time focusing on the one thing that is my side hustle, um, gives me just enough energy to to want to go home and do some good auditions. So thank you so much for coming to the studio.

Rob Woody: You’re very welcome. It was my honor to be here.

Sharon Cline: Well, how can people get in touch with you if they would like to.

Rob Woody: Uh, you could check out my website. It’s got all my demos there. It’s Rob Woody jr.com and which is r o b w o o d j r.com. There’s a link there or a tab for my podcast if you want to check that out. The podcast is I just look at old uh, out of print short stories. I’m a sci fi guy, so I look at old Ray Bradbury, Isaac Asimov. Most podcasts are 20 to 40 minutes. I’ll voice the whole story, narrate it, do a little voice characterization if there’s dialog, and then see what I’ve learned from it, add five minutes to the end of it and oh, what did I pick up from this? What did you pick up from this? Awesome. What I’ve learned about short stories is they really beg more questions, because you don’t have 400 pages to tell a story. You have ten pages.

Sharon Cline: I want to say Shawshank Redemption was a short story that got really? Yeah, that got turned into obviously a very big movie, but it was just in the Green Mile, I believe was a short story. Stephen King did, like a little book.

Sharon Cline: But interesting because I never thought about the fact that it’s not sort of spelled out for you. It leaves a lot of interpretation and thought, which is intriguing if you like that kind of thing.

Rob Woody: So I do, I always I loved watching the old black and white twilight zones, and my favorite stories are the ones that are sort of like a twilight zone, where there’s a little twist or something you’re not expecting happens.

Sharon Cline: So. True.

Rob Woody: I’m on Instagram as well. Are Woody, 76, on Instagram? Got it. And I’m on LinkedIn, but I’m still in the process of redoing that.

Sharon Cline: Are you on Facebook as well?

Rob Woody: I am, that one stays private. Gotcha. That’s, uh, I maybe should make a public one, but.

Sharon Cline: Man, we have so many different channels these days for social media. You don’t have to do all that if you don’t want to.

Rob Woody: But there’s so much to do, and I don’t have a person to do it for me. So I have to pick and choose bootstrapping all the way, baby.

Sharon Cline: Rob, thank you so much for coming in. I’m just so enjoyed it. And you’re welcome. I’d love to have you come back sometime and tell me about some of the other things that you’ve learned along the way as your career progresses. And, uh, and thanks for the inspiring words. I’m hoping that whoever is listening to feels inspired, no matter what industry they’re in, to just keep going.

Rob Woody: Definitely, uh, keep keep going. Do the reps.

Sharon Cline: Don’t give up.

Rob Woody: Don’t give up. Get your rest.

Sharon Cline: Drink some honey and tea. Do the.

Rob Woody: Fundamentals. Yes. Fundamentals are huge.

Sharon Cline: Well thank you and thank you all for listening to Fearless Formula here on Business RadioX. And again this is Sharon Cline reminding you that with knowledge and understanding, we can all have our own fearless formula. Have a great day.

 

Tagged With: Rob Woody

Dan Clark with Westfall Gold

October 24, 2024 by Jacob Lapera

Atlanta Business Radio
Atlanta Business Radio
Dan Clark with Westfall Gold
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Dan Clark is the CEO of Westfall Gold, a fundraising consultancy and experience design agency that serves organizations passionate about advancing good. By leveraging the power of gathering, he has helped its clients raise more than $2 billion to fuel life transformation.

Previously, he served for 15 years as a vice president at Convoy of Hope, which is now one of the largest charities in the United States (#33 on the Forbes list), and in local church ministry before that.

Dan and his wife, Heather, have been married for 25 years, and have three amazing kids to show for it.

Connect with Dan on LinkedIn.

What You’ll Learn In This Episode

  • Dan’s journey that led him to become the CEO of Westfall Gold
  • His experiences that shaped his approach to leadership
  • Services that Westfall Gold offer and types of organizations they serve
  • How does Westfall Gold’s approach differ from traditional fundraising methods

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 Dan Clark with Westfall Gold. Welcome.

Dan Clark: Thank you. Lee, appreciate the invitation. Glad to be here.

Lee Kantor: Well, I am so excited to learn what you’re up to. For folks who aren’t familiar, can you share a little bit about Westfall Gold? How are you serving folks?

Dan Clark: Yeah, so Westfall Gold serves nonprofit organizations who are advancing good by helping them engage audiences of high capacity givers. We are we describe ourselves as an experience design agency and a fundraising consultancy for organizations that are passionate about advancing good.

Lee Kantor: So what’s the backstory? Can you share a little bit about the origin story?

Dan Clark: Sure. So our founder, Bob Westfall, a little over 20 years ago, he was the chief development officer at a nonprofit organization in the Atlanta area, and he was charged with a task of raising a significant amount of money in a rather short period of time. And the president and CEO of the organization at the time, he said, Bob, I, I can’t go do a road show with you. You’re going to have to find another way. So Bob said, you know what? How about we bring all of the donors to you and let’s host an event. And that became the the inaugural edition of Westfall Gold’s major donor experience. And 600 events later, we’ve served hundreds of nonprofit organizations, different sizes, sectors over the last 21 years. But it all got started out of that necessity. And we see organizations large and small still today benefiting from that approach. There’s a lot to be said for gathering groups of people, homogeneous, like minded leaders that have a passion for the the cause and the mission of the organization.

Lee Kantor: So in the nonprofit world, is that or the fundraising world is that unusual? Is that not how most of them go about doing fundraising?

Dan Clark: Well, I can’t speak to what most are doing. Our focus is on the major donor segment. Specifically, it is the one numerous outlets have reported over the last couple of years that it is the one donor segment in America that’s actually growing, while others are shrinking. The major donor audience is actually growing. And the I think the other factor that we have our eyes on is really going back to 2006. There’s been a consolidation in giving. You have a smaller percentage of people who are giving a larger percentage of the dollars. It used to be like 8020, the Pareto principle. You would see that played out in most nonprofits, 20% of the donors are giving 80% of the money. And then we went through the economic crisis. And 0607 you had the early 20 tens, it started to shrink. And you come out of the pandemic, and we’re now in a 90 over ten environment. For most nonprofits, 10% of the donors are giving 90% of the dollars. And if economists are right, and we continue to see a widening of the income gap that dynamic is going to become only more and more real and more consequential for donor funded organizations if they do not have an effective major donor engagement strategy. It’s going to be difficult times, and we see those who who are succeeding in this arena. They are thriving even in our current times. And those who are absent of that strategy, you know, they’re fighting to survive.

Lee Kantor: Now in the fundraising world, is there a kind of an amount of donors you have to have in order to have to use the Westfall Gold methodology, like, do you have to have, you know, a thousand donors so you can peel off that 10%? Or do you can you do it with even like a startup nonprofit?

Dan Clark: Yeah, we’ve served organizations large and small, some that are, you know, in the top 100 list largest charities in the United States and others that are just getting started. So there’s range and we offer a variety of options, and we’re looking for what’s the best fit for the client organization, whether it’s a weekend long experience, maybe it’s a one night event. It could be a week long cruise. We do those too, but what’s important is that we take the time at the beginning of every conversation. Even before we enter into a contract with a client, we do a screening of their file to try to determine whether or not they are ready to be successful. With this approach, we don’t want to take anybody on as a client that we don’t believe can be successful. So it it can be relative to the number of donors that are in their file. It can be, uh, it can be based more on the capacity of a, you know, small number that just have a tremendous capacity to give. And if we can get that group in the room and move the needle in the right direction, they’re going to be very successful.

Lee Kantor: And can you help a brand new nonprofit that doesn’t have kind of that database of former donors, like, begin the process and get those initial donors to help them launch?

Dan Clark: Yes, we absolutely could. And that is common for us, will be approached by younger and smaller nonprofits that have a lot of vision, and we’re cheering them on. And we would tell them, you know, you’re not quite ready for an event yet, but we can help you get ready. And so that’s another area of service for Westfall Gold, and that is development consulting. We have a team of veteran major donor fundraisers who have led different development shops at different nonprofits around the country and in their earlier years. And so we bring that expertise to those smaller nonprofits and help them develop their ground game and build the infrastructure and the strategy that’s necessary to position them to eventually host that large gathering where they’re going to really move the needle in a big way.

Lee Kantor: Is there any advice you can share for those emerging nonprofit brands to get them jumpstarted? Is there some kind of low hanging fruit they can be doing now to get them ready?

Dan Clark: Build relationship, major donor fundraising, in fact, all successful fundraising. We believe it is. It’s not transactional, it’s relational. And when you can move away from transactional giving to relationship based giving, that changes everything. And it’s the only way to be successful with major donors, in fact. And so my encouragement to those smaller organizations is do the hard work, start now doing the hard work of building true relationship with the family of supporters that you have around you. And relationship will. It will go the distance and it will ultimately win the day.

Lee Kantor: Now, what are some ways that nonprofits can incent the donors? Is this is something that, um, you you have to have kind of like the, the tiers, like platinum level or gold level or is this something that you kind of create bespoke, um, incentives for these top donors?

Dan Clark: We create bespoke experiences, not incentives. Um, again, incentive would take you back into a transactional relationship. Um, you’re going to give this and you’re going to get that. And that’s not at all what we’re trying to do in our environments when whether it’s a one night gathering, a weekend long or or a week long event, what we are endeavoring to accomplish is to build community and to inspire trust and to deliver a compelling case for support. And those are the things that ultimately draw people in and lead them to give at a transformational level. And there’s important components there. Um, building community. People want to be part of a winning team. They don’t want to feel like they are the only one who is funding this endeavor. Funding this mission, they want to know that there are other successful, like minded people who see the same thing they do, who see the same opportunity. And when they look around the room and they see people who have experienced success like them, and they’re choosing to invest in this mission, this organization, they feel even greater confidence about their own decision. And again, you’re talking about relationship there. They are going to have opportunity to grow in relationship with like minded individuals and grow in relationship with the organization.

Dan Clark: Inspiring trust is creating a deepened understanding of what the organization does and how they do it. Business people who have the ability to give significant dollars. They care very much about your business plan that they have not Become successful by being sloppy in their decision making or their. Investments, and they care deeply about how you’re going about. Accomplishing your mission. They care about your financial governance. Practices. They want to know about your fiduciary controls. And so we. Surface that information in a proper context. And we inspire a trust. Both in the organization and its leadership. And all of that is part. Of delivering a compelling case for support where you are, you’re delivering an intellectual case, an emotional case and the transformational case. And that is ultimately what gets people across the finish line and moves them to make what is often the largest gift they’ve ever made in their lives. It’s understanding the impact that that a dollar is going to make, or $100,000 or $1 million. The impact that these dollars are going to make in the life of a person and sharing that story effectively really creates that transformational case that, um, gets people across the finish line, like I said.

Lee Kantor: Now, can you maybe share a story of one of the experiences you helped an organization do and, and really differentiate how that experience is different than, say, a gala or some of the events that are more traditional?

Dan Clark: Yeah. You know, there is a there’s a place for the the one night gala events and we support those. And we’ve had we’ve had great success even recently, we partnered with a, um, organization, a nonprofit in the Denver area this summer and helped them raise just over $5 million in one night. I’m not going to mention names here to protect client confidentiality, but it was a name that a lot of people would recognize. Um, opposite end of the spectrum from that one night event, uh, we have we have clients that we serve in hosting week long cruises where you are taking a group of maybe 100 or more couples and you are spending a week together, maybe in Europe or Alaska, maybe even the Caribbean during winter time. Everybody loves to get away from the cold, and that is a that’s an environment where you get to really become family with your donor audience, because you are sharing multiple meals together throughout the week. You’re enjoying entertainment on the ship, on shore, different excursions that people will participate in that that extended period of time. It just creates a proximity that allows for natural and sincere relationship to be developed. And again, that’s the that’s the big win here is when we move people from transaction to relationship.

Lee Kantor: Now you mentioned that this your services for all nonprofits. But is most of your work done in certain niches, like do you focus on faith based? Do you focus on like, chambers of commerce, medical? Do you have kind of a specialty?

Dan Clark: I wouldn’t say that. We have a specialty. We have a track record of serving many faith based organizations. We serve a number of universities, uh, medical research foundations. We have just entered into serving hospitals. And we’re we’re excited about the opportunity to serve, uh, organizations that are advancing good in many different sectors. So we’re, uh, we’re kind of arms wide open.

Lee Kantor: So now, um, right now, you are the new CEO. Can you talk a little bit about how you got there?

Dan Clark: Yeah.

Dan Clark: So I joined the Westfall Gold team, uh, almost three years ago. It was January 1st of 2022. And prior to that, I was in the client seat for 11 years. I spent 15 years serving as vice president at convoy of Hope, a humanitarian organization that now is, according to the Forbes list, the 35th largest charity in the United States. They do disaster response and international development, meeting the needs created by poverty and hunger. And we hired Westfall Gold back in 2013 to help us engage an audience of major donors. We had, uh, taken several, uh, attempts at the plate and a lot of swing and miss. We had just not been able to figure it out. And we had we had experience doing events and we, you know, felt like we had the the competency that was needed. But again, we had not we had not discovered the sweet spot. And we there was nothing we had done that we wanted to repeat, I’ll put it that way. And so we got introduced to Westfall Gold and their approach. Honestly, Lee, it pushed us outside of our comfort zone because it represented a significant investment more than we had ever chosen to. Invest to create an experience like this for major donors. And, um, I’ll go ahead and eat the humble pie here and give you the expanded version of the story. So we we told Westfall Gold, you know, we we like what you’re you’re what you’re offering here. But few things make us uncomfortable. We don’t think we need this, this or this. And Westfall gold was real gracious. Um, Bob Westfall was the one serving us at the time.

Dan Clark: And, you know, he said, hey, we we hear you. Um, we we’ve gone on the record. This is what we believe is best, but nonetheless, we want to work with you guys. We’re going to we’re going to try to make the best of what you are comfortable with here. And, um, you know, we’re cheering you on and, hey, maybe we’ll learn something. And so we, we did that first event. And honestly, the the results were entirely underwhelming. We invested about $150,000 and raised $450,000. Now, you might say that’s that’s 3 to 1. You know, that’s good. We didn’t lose money, but we were looking to raise millions of dollars. We needed a greater harvest. And so we kind of felt like, you know, big whoop. Um, and that led us to a gut check moment internally with our management and board. And we said, all right, if we’re going to do this again, we need to do it the West Hall way. We need to follow their counsel and just run their playbook. And so a year later, we we did that. We increased our investment. It was about 600. 650,000 invested to pull off that first event. And we ended up raising just shy of $3 million. And that was really when the glass ceiling was shattered for us. And, um, that return on investment that we experienced at that first event is consistent with what Westfall Gold has delivered for its clients over the last ten years. We’re over ten years. Our ROI is consistently 5 to 1 or better. And in fact, last year our average return on investment was 6 to 1 in 2023.

Dan Clark: And this year it’s been even better. Um, the the giving results in 2024 have been record breaking, and we will probably set a new record for total dollars raised this year. We raised $316 million last year. And we’re we’re on pace to eclipse that here in 2024. So it is not a small investment for that kind of experience. And again, we offer a variety of options. But the ROI is tremendous. And there really is not anything else out there that we were able to find. When I was at convoy of Hope that could deliver that kind of return. I mean, I wish my 401 K could do that. Um, so, you know, we convoy, we did that first event and, you know, 3 million. And then the next year we did it again. We deepened our investment, got more people in the room. We almost doubled the return. And we just went on this, this rocket ride over this ten year period where we started adding multiple events a year, we’d do a spring event on the West Coast, a fall event on the East Coast. We started adding summer events, and at this point, convoy is still a client of Westfall Gold, one of our most valued clients, and we will do 5 or 6 events for convoy next year. Um, and I can tell you that it was a it was a significant factor in the growth trajectory of the organization. Westfall. Gold helped us really figure out how to engage this audience of high capacity givers and do do so, um, uh, you know, in a way that it really it created a family, a family that wanted to invite their friends.

Dan Clark: And it just kind of feeds itself at a point. Um, and you just keep leading with big vision. Um, you know, what’s important on the other side of the equation though, Lee, for your nonprofit leaders who are listening is you know, what matters at the end of the day is that you do what you say you’re going to do, that you under-promise and overdeliver and that you operate with the highest levels of integrity. We can help you raise lots of money, but if those things aren’t true about your organization, your results in year 2 or 3 or, you know, whenever they’re ultimately going to shrink because people are going to see, hey, you’re not living up to the promise. Um, so those are important factors. And convoy of Hope is one of those organizations that, uh, operates at the highest levels of integrity, does what they say they’re going to do and always under promises and over delivers. And I think that was a part on the other side of the equation that led to convoy success. But I got to experience that, um, that ride for about ten years and was approached by Bob Westfall a few years ago. Um, asked me if I would consider becoming his successor. He was ready to step into retirement and this for me. Lee was an opportunity to help other organizations experience the success that we did at convoy of Hope, and so far it’s been a lot of fun.

Lee Kantor: Now, how do you help the nonprofit that might be struggling with the maybe the optics of, hey, we’re going to invest a lot of money on this special experience for the wealthiest people that are in our community. And it it’s not really part of your core work that you’re doing on a day to day basis, that you’re focusing on relationship building and nurturing these high net worth folks, um, that aren’t really the community that you probably serve. They’re a portion of it, but they’re really the funders of it. So how do you help the organizations reframe the optics of that?

Dan Clark: Yeah. Um, we would often help them identify someone in their network that could help underwrite part or all of that first event. Uh, but ultimately, what this is about is ROI for every dollar that you invest in gathering this audience, you’re going to get $5, $6, maybe more back to fuel the work that you just described. Their whatever their core mission is. I mean, fundraising is a it’s a necessary endeavor for any nonprofit. And there is a dynamic here of you don’t just reap what you sow, but you reap based on how much you sow. And it’s kind of like that story I shared from our beginnings at convoy with Westfall Gold. Um, you know, we sold, we sowed sparingly, and we reaped a small harvest. When we sowed more generously, we reaped a much larger harvest. The $3 million first event. And, um, you know, now, that same event, you know, ten years later, is raising tens of millions of dollars, um, each year. So it’s, uh, there is a there’s a correlation there that is is important to pay attention to. It’s a it’s a bit of a risk reward. You have to be you have to have the courage to take a smart risk in order to earn that generous reward. And we would help again, identifying for year one, um, someone that can help underwrite it and in, in full or in part usually what happens though is after an organization experiences that return on investment, um, it’s, you know, they’re saying the same thing I am today. It’s like for every dollar we put in, we’re getting five, six back. There’s there’s no place else we can do that.

Lee Kantor: Now, what’s the pain these nonprofits are having right now that Westfall Gold can help them get to new levels like have they plateaued or is there, um, is it getting, you know, they’re they’re generating less and less donations. Like, what is the kind of the pain point they’re in where Westfall gold is the right move for them to make?

Dan Clark: Yeah. I can’t speak to what every nonprofit is feeling, but what I can say is that Westfall Gold is, uh, prepared and poised to help them more effectively engage major givers that are in their network or even just identify. And that’s usually the starting point for us, is helping them, bringing some tools that we have access to, uh, to the table and helping them identify people that are already in their file or in their network that have significant capacity to fund their mission. And they’re just not even aware of those people. Um, and so that is that’s the usually the starting place. And that is an exciting series of conversations, because these leaders then see how much potential there is right in front of them. Um, we in fact, did a study, uh, just a couple of years ago and found that when we examined the donor files of our clients across all sectors and sizes, that only 7% of the people who had major giving capacity were actually giving at that level. Everybody’s thinking about, you know, how do we go find the next, you know, million dollar donor, but there’s 89% potential just living within their existing files. And so that’s the first step for us. It’s to help them surface and understand who’s already giving to their organization that they need to be more effectively engaging. Um, if they’re only giving, you know, $100 or $500 or $1,000 a year, but they could be adding some zeros. Um, it’s likely that the only reason they’re not doing so is because they have not been engaged effectively. So we’re prepared. Uh, we’ve got a long track record of success helping organizations effectively engage major donors. We are experts in leveraging the power of gathering. And so we can combine those two muscles. We talk about them like two muscles, two biceps. We we can lean into just the consulting and development work absent of an event, or we can blend an event into the model. And of course, that is where we’ve seen the greatest success over the years.

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

Dan Clark: Yeah. Invite you to check us out at Westfall gold.com w e s t f a l l gold.com. And you can learn more about how we can serve you, your organization and set up a time to connect with our team.

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

Dan Clark: Thank you Lee.

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

Tagged With: Dan Clark, Westfall Gold

Olivia Newell and the Team from Theory Salon

October 24, 2024 by angishields

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Cherokee Business Radio
Olivia Newell and the Team from Theory Salon
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Theory Salon is a culture that provides visionary looks with a world class customer experience. With a welcoming environment and luxury product lines like L’Oreal Professionnel and Oribe, we value integrity.

You will find through our passion for one’s craft, our dedication to establishing a salon that works with purpose and meaning.

Commitment to innovation, and continued education is a must, because we know that it is integral to keeping our skills sharp and our artistry inspired.

The driving forces behind the Theory Salon experience are to provide unparalleled hospitality and extraordinary hair artistry.

Olivia-headshotOlivia Newell is a small business owner in Woodstock that does it all, from hair and makeup to consulting for other local businesses.  She is a L’Oreal Professionnel Educator and she grew up in the Woodstock area. She graduated from the University of Georgia in 2013 with a degree in Public Relations.

For over 18 years, Olivia managed, staffed and trained in the salon industry upon opening Theory Salon with her two business partners. She firmly believes in continuing education and travels from New York to LA throughout the year to train, coach, and mentor other salons.

She has a passion for both hair and makeup, while specializing in cutting, blonding, balayage. Olivia is a L’Oreal Pro Certified Balayage Artist, Network Expert Color Specialist, as well as being Keratin Complex Smoothing Treatment certified.

When she’s not behind the chair making her clients laugh, you can find her planning her next travel adventure or spending time with her hubby, son Sullivan and three pups!

Andi-headshotBeing a Woodstock native, Andi graduated from Paul Mitchell and joined the Theory family in summer of 2021.

Andi specializes in blondes, where she is a true perfectionist and stays busy foiling her clients. She also holds a certificate for Keratin Complex Smoothing Treatment.

When not at the salon, you can find her by any body of water or cuddling up with her pets.

Lacey-headshotLacey is from Modesto, California, and joined the Theory team in the early spring of 2019. She attended Kennesaw State University before pursuing her passion for hair in 2016.

Lacey has a love for balayage, pina coladas, and getting caught in the rain. She considers her chair a safe space for all conversation and values each unique relationship the hair industry has brought her.

She is Theory Salon’s L’Oreal Color Ambassador where she holds a certification in the art of color.

Jess-headshotJess is from right here in Woodstock!  She graduated from Chattahoochee Technical College with her Master Cosmetology License in 2020 and spent a year working with wigs and toppers.

Since starting at Theory she has grown a passion for natural lived in color as well as formal and bridal hair styles.

Outside the salon, she is teaching children’s choir at her church or coaching her swim team!

Emma-headshotEmma is originally from McDonough Georgia, but raised in Kennesaw.  She graduated from Chattahoochee Technical College on the President’s List with her Cosmetology Certificate.

Her goal is to provide a welcoming environment for her clients and be a creative asset to the Theory team. Emma loves color and is a head spa guru with our Japanese Head Spa.

In her free time, Emma enjoys exercising with her dog Bella and continuing her education with hair.

Follow Theory Salon on Facebook and Instagram.

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

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

Stone Payton: Welcome to another exciting and informative edition of Cherokee Business Radio. Stone Payton here with you this morning. You guys are in for a real treat. Please join me in welcoming back to the program with Theory Salon, Miss Olivia Newell. How are you?

Olivia Newell: I’m good. Thank you so much for having me back.

Stone Payton: It is a delight to have you. What have you been up to since we talked last?

Olivia Newell: So many things. And I’m even more excited because today I brought some of my girls from the salon. So I’m so excited to have them here with me.

Stone Payton: So the last time you and I traded emails. I think it was you had some exciting news about New York Fashion Week and then it blossomed to even more stuff. Get us updated. Yes.

Olivia Newell: So last time I saw you was last year, right before our fall market and right before I was heading to New York Fashion Week for the first time, which was really cool. Um, so I went on the trip. It was fabulous. I worked for BP, who is the owner of the boutique brand. He’s from Italy, and I had the honor of working with him last year at New York Fashion Week, and I got to work for him again this year. Um, and then after the fashion week was over, we got offered to do, like a partnership with him. Um, and that kind of in itself looks like fashion weeks for Paris, Milan, London, Berlin, all these exciting opportunities. Um, another thing that I think is so cool, I’ve always loved, like, the fashion world. And this partnership with him will help lead us to do brand campaigns such as like Dolce and Gabbana and Fendi and Prada. Whenever they’re doing like photo shoots or commercials, will be the team that they call to do, like hair, makeup, nails were a part of that, like boutique family now.

Stone Payton: Well, congratulations on the momentum.

Olivia Newell: Thank you. My business partners and I were leaving next week for Milan to officially sign on and and get the team started.

Stone Payton: I didn’t mention as we started, but we’ve got a studio full. Tell us who you brought with you.

Olivia Newell: Yes, yes. So today we have Lacey Lang. She’s one of our stylists.

Lacey: Hello.

Olivia Newell: Andi Dirk. She’s one of our stylists.

Andi Dirk: Hi.

Olivia Newell: Jessica Inibit. As I say, last time, I’m like, I don’t know how to say this. She’s one of our stylists. And then Emma Cosentino. Okay.

Emma: Hello.

Olivia Newell: The last names are hard.

Stone Payton: All right, well, let’s start with you, Miss Lacey. Tell us a little bit about what drew you to? To work at theory?

Lacey: Oh, yeah. Gosh. Forever ago. Um, I started at theory. Well, I started actually, Olivia had a different salon in a different place, and I was led there. Um, when I was in college, I started doing hair and myself, just like, in my bathroom. And someone suggested, um, that salon and I interviewed with Olivia and was just, like, all work so hard, please. And so she hired me when I was 19. Wow. Um, yeah. Like weeks.

Stone Payton: Ago.

Lacey: So I’ve worked with them for almost nine years, actually. Yeah. So it feels amazing. Um, and I went through their apprenticeship program. So from the very beginning of my whole hair life, I’ve been with Olivia. So thankful for that. I tell you what. Um. And. Yeah, now to being a I’m a level three stylist at theory, so that’s super cool. We just got promoted.

Stone Payton: Um, Congratulations.

Lacey: Thank you. And yeah, getting to. I never in a million years would have dreamed to be traveling to do hair in other countries or anything. And, um, it’s been such a beautiful. Yeah, journey to get to do that and to meet incredible people and work behind the chair. So cool.

Stone Payton: So what do you remember about that initial interview? What kind of questions did you have to field, or did you ask all the questions?

Lacey: Oh no, I didn’t know what to expect at all. Um, I do remember I went in to interview after another girl who really looked like she had it, um, and I had quite.

Stone Payton: Literally took the air out of her tires and it.

Lacey: Yeah, I had just cut all of my hair off in my bathroom. And so Olivia asked me like, what do you, you know, what’s your experience? What do you know about hair? And I was like, you’re looking at it, babe. This is it. Um, but I told her that I would clean toilets. I would do whatever. Um, but she just. Yeah, she was so warm and welcoming, Um, and was really kind of like, you know, we’ll teach you what you need to know if you’re willing to put in the work.

Stone Payton: So you mentioned the apprenticeship program. Say more about that.

Lacey: Yeah. So you can, you know, go to beauty school, which is kind of a traditional way to move through that process. And you learn everything quick. And then you go into a salon and you learn more. And the apprenticeship program is takes you longer, but you just it’s all hands on kind of stuff. So I’m working under a mentor and yeah, starting from the ground up just in salon work really.

Stone Payton: So so I have the same question for all of you. And then my, my next victim is Emma. But what brought you to theory? Why theory? Because you you’ve got some choices, right?

Emma: Yeah, I actually don’t even I don’t live in the Woodstock area, so it took a while to figure out where I wanted to work. And when I was looking for salons, it was actually the New York Fashion Week that really, really drew me in because, you know, I started simple. I went on Google salons and Woodstock, and then I went through websites and Instagrams, and when I saw theories, Instagram. It was first. Lacey’s tattoos that, like, really drew me in. I was like, okay, this place is cool. It’s him. Like, there’s a lot of freedom. And then I saw their New York Fashion Week and I was like, oh my gosh, I can do my dream in Woodstock. I kind of always assumed that if I wanted to get to fashion, I would have to go towards the city. And so to be able to do it and kind of a small town, you could call it and get to accomplish something so big is my like final decision. I was like, I have to go here. So I submitted an application and I was interviewed and I was kind of hired in my interview. I feel like she basically was like, well, look at you.

Stone Payton: You go girl.

Emma: I had already done hair school, so I did the more traditional route. I spent a year and I went to Chattahoochee Tech. They have a hair program there, and I graduated last year in November and then got theories position in December. So I’m I’m the baby here. I’ve in the process. I assist some days still and then I’m in the process of taking clients. So I have two client days and then three assistant days. So they do it very gracefully. So the more I build my books and the more comfortable I get, I’ll get granted more days. So that’s really cool.

Stone Payton: I get the sense that the onboarding, the development processes here are pretty robust. Is that your experience, Jess?

Jess: Yeah. So like Olivia kind of said, I’ve been working with theory for almost two years in January, and I actually came to theory already as a licensed hairdresser, having just shy of about two years. I was working for a different company, and I, I knew stuff about hair, but it was my first time, like in a real salon environment. So I was like, I don’t know what the heck I’m doing. It’s like, I need help. I need some guidance. Um, and so I actually interviewed with Olivia’s mom, who’s one of the other owners, Joy. And she was like, she’s like, if you want, we can give you a few days. But she’s like, if you want to assist, it would kind of be a cool way for you to get used to a salon environment and all that kind of stuff. And so I was like, yes, please, please, please, please. So I assisted four days and then I already had a day behind the chair since I already had a few clients. So it was like like Emma said, it was a very nice way to get into it and start building the clientele and everything. Yeah.

Stone Payton: So how do you get new clients? Is it a lot of referral? I mean, you can’t really do typical sales and marketing or maybe you can. Yeah.

Jess: So there’s there’s so many different ways social media has a big impact in it. Um, for me personally, I’m very involved in my church. And so a lot of my clients are from my church, which is amazing and so much fun. Um, and then, like, kids, you know, if you ever get kids in, then the mom wants to come to you and everything like that. Just being a happy, fun person. Family wants to come see you because you’re just having fun. You’re having conversations, you’re enjoying each other. It’s it’s really easy. You can go so many different ways to build a clientele.

Stone Payton: All right, Andi, it’s all butterflies and unicorns, as far as I can tell. Give us the real dish here now. Tell us about your experience.

Andi: So I did go to Paul Mitchell and once I finished.

Stone Payton: Steve and I have heard of Paul Mitchell. Yeah, there’s Paul Mitchell and Olivia Newell.

Andi: That’s so funny.

Andi: Yeah. So I went to Paul Mitchell. And then once I finished there, I did interview at a few different salons and theory salon, I think was like the second or third place that I did interview at. Olivia interviewed me. And funny enough, at that time there was no AC.

Stone Payton: That’s a tough environment to recruit in.

Andi: It was, it was.

Andi: And you know, I yes, I actually had extensions at the time and, you know, jeans and a long sleeve shirt. Um, and, you know, Olivia gave the interview, you know, using the papers, fanning both of us at the same time.

Andi:

Andi: I felt like it was very welcoming. And I really enjoyed the environment, the energy. That sounds very young to say. Um, but I think that whenever we do walk into places, you can feel energy. Um, and so, yeah, I mean, since then, I was an assistant for six months, I want to say seven months. Um, I was very nervous to go on the floor. And actually, I remember in our salon meeting, I thought that I had two months before, um, going on the floor. And Olivia looked at me and said, nope, you’re going next month. Actually, within a few weeks. And so nervous. Um, but if she wouldn’t have pushed me, then I wouldn’t be where I’m at today. So I’m so thankful. Very grateful. Don’t get me wrong, the industry is hard. You know, things aren’t given to you. Um, but within time, you know, your hard work does pay off.

Stone Payton: So say more about the salon meeting.

Andi: I’m intrigued. Well, more so, like.

Stone Payton: Margaritas Mondays.

Andi: Or I wish. No.

Andi: Um, but. So every Thursday morning, we do have class and so that kind of goes on a rotation. It is a mandatory class. It kind of keeps up with our education. Um, and so I believe once every month or once every two months, we do have a normal salon meeting to kind of check in with everyone, see if there’s any issues that we have, kind of go over any issues that we have. Also with being on the floor with some of our clients. Um, and so, yeah, just tons of education, which is great.

Stone Payton: So how long have you been at it at this point?

Andi: So 2019 is whenever I started going to beauty school, I would say 2020 was when I started working at the salon. Um, and so it’ll be going on my fourth year.

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

Andi: Um.

Andi: I don’t know. I feel like it’s.

Stone Payton: Okay to say.

Andi: Cash. Yeah.

Andi: Which sounds bad, but I do really enjoy all of my client relationships. Um, I think that that is very great. One of my clients just got married, and it was amazing to kind of go through her engagement to, you know, hearing everything. Um, as well as, you know, I have heard the downside about Passings and just kind of being there and over time, you know, your job is still hard, but these are all like your friends, you know, granted, you do have to be professional, you know? Um, but yeah.

Stone Payton: So I really I have that question of everyone and we’ll just go around the table. So I’ll ask, uh, Jess next, but I am genuinely interested in what’s, um, what’s stoking the fire for you these days, because in my experience, that can change and evolve over time. How about you, Jess? Yeah.

Jess: So my my kind of direction for my career has recently changed very much. So, um, I love being behind the chair and doing, like, lived in, um, specialties, whatever that may be. But I’ve really grown a love and passion for bridal. I love doing bridal hair. It’s so, so, so much fun. The cool thing about the hair industry is there’s so many different things you can do with it. If you want to, you can be like just a cutting specialist. You can be a color, you can be a stylist. There’s so many different opportunities. So if you want to, you can kind of change it up with whatever feels fun and everything. But for me, recently, I’ve really been into the bridal stuff and everything has been so much fun.

Stone Payton: Is there any interest of anyone here in specializing in old men with broken dreams?

Lacey: There’s not a good market.

Andi: Not a good.

Stone Payton: But but you, you do cut men’s hair or you don’t.

Andi: Yes, sir. Yeah, yeah you do.

Jess: Yeah, we all do.

Stone Payton: Oh, wow. Okay. All right, Miss Emma, it’s kind of a hard act to follow. I’m sorry. I’m making you.

Andi: Follow.

Emma: I feel like I fall a bit with everyone. I have to agree with Andy that, like, the relations with your clients you have are super duper huge. You learn so much about people, and it. It makes your job so fun. It doesn’t feel like you’re working. You just have these friends all day and then even your coworkers. It’s like, I forget I’m working when we’re bored, we just. We do each other’s hair. We hang out in the back like it never feels that stressful or that you’re working. But the most exciting things for me have just been the opportunities. I love the idea of getting to potentially travel and whatever that looks like. The fashion weeks is definitely my biggest dream and that’s something I want to be involved in, even if that’s just standing in a corner and watching like that would feel like such an accomplishment. But I mean, there’s so much fun. Me and Jess recently did like a branding photo shoot, and that was super fun to do and meet these girls and do their hair and have this whole networking group that we created, and it felt very professional, but also so, so freaking fun to get to do this thing. And we we rented a studio and we did everyone’s hair and we took pictures and it was a blast. And I loved being able to do stuff like that. Anything that’s networking really is up my alley.

Andi: Yeah.

Stone Payton: And I’m going to come to you on this, Lacey, but I want to dive more into this branding shoot, because that’s a whole different ball game, right? Yeah.

Jess: It was our definitely our first time ever doing it. It was just kind of fun because we both have really enjoyed styling and everything. And so we both just wanted an opportunity to show our work and get connected. I mean, that was one of the main things that Olivia always talked about, like branding yourself with other owners, other businesses, other things because it’s it’s just fun at the end of the day, getting to know other people in the industry, whether it is in the hair industry or we connected with a young photographer. And it was just so much fun just getting to hang out with all the girls. And like Emma said, we kind of got an opportunity to tip toe into that whole, like, professional world of doing people’s hair, having a timeline, like all that kind of stuff.

Andi: Oh, I bet.

Stone Payton: There is a lot of. I would think there could be some pressure, right? Time pressure that you got to. Oh, yeah.

Emma: Oh, it was stressful trying to figure out like, okay, we need the studio for this amount of time. It’s going to take us x amount of time to do each person’s hair. The photographer needs this amount of time to get the photos. And it was stressful and it went by so fast. But at the end of the day, it was it was really cool to see our work payback with the photos we got.

Andi: Oh, I’ll bet.

Jess: And the girls just had so much fun. That was really fun. They were like, I’ve never had my hair done before.

Andi: Yeah.

Jess: We got you girls so much fun.

Emma: Yeah, the outfits we brought, like, a whole wardrobe for them. And it was a lot. A lot of fun.

Stone Payton: It sounds like a lot of fun.

Andi: Yeah.

Emma: Got to make some content with it, which is always exciting and so necessary. Now with the industry to have your social media up to date.

Stone Payton: So you could add this to your portfolio and oh yeah, this.

Emma: Will be on my Instagram. I’m on the radio. Yeah, yeah.

Andi: Same same same. Very cool.

Stone Payton: What are you enjoying the most, Miss Lacey? What’s what’s fun about it these days for you?

Andi: Oh, yeah, I know.

Lacey: Well, and now we’re like a broken record because I definitely. I mean, I love doing hair. I love, um, it’s so cool because hair is definitely, like, such a tangible thing that you can, like, see, so visually your ability to improve. So, you know, looking at the pictures that I took when I first started and being like, wow, I’m so good at this. And then seeing those pictures now, like, wow, okay, girl, you really did that.

Andi: Um.

Lacey: But that hair, like, especially going through the apprenticeship program and, like, working under a mentor who is another one of the owners at theory that I remember when I was assisting that one of her clients moved the day that she came in to get her hair done so that she could see me while I was assisting. And that really opened my eyes to like, wow, there’s a whole ecosystem that exists inside a salon that matters to people, you know? And I got Christmas gifts from these clients. And I mean, yeah, to have these moments where you are sharing and like Andy was saying, like, you know, processes of people, you know, dating, getting married, having children and then doing their children’s hair, you know, and that it’s not, you know, hair is hair, but it’s not just hair either. It’s these like incredible. Yeah. It’s just incredible. And then yeah, all the coworkers. Oh my gosh. Yeah. Ridiculous. You know, you come into the salon and you.

Speaker9: Have.

Lacey: You never know what you’re going to walk into.

Andi: It could be a fashion show.

Lacey: We could be crying on the couch. You know, we could be making people dance for their discount. You never know what’s happening. Show up on Halloween and see what’s going on. See what’s going on on Halloween. So it’s always something and I leave. I mean, pretty much every day being like, wow, I can’t believe this is my job. People really cry going to their jobs, and I get to just have like, the absolute best time of my life.

Stone Payton: It didn’t dawn on me that Christmas cookies and in your case, just, you know, maybe I would bring some deer sausage or something.

Andi: I’m into that. I’m into that for sure. Please share.

Stone Payton: It’s part of the comp.

Andi: Package, right? Yeah.

Stone Payton: So who at the table is, is or has traveled for this New York thing? Is that anybody at the table traveled for that.

Lacey: Oh well we went so we haven’t done a fashion week, but we have um, Andy and I have been to the Academy in New York, the L’Oreal Academy, and I’ve taken some classes and y’all.

Stone Payton: Are dropping some names that even I recognize.

Lacey: Yeah, it was amazing. Um, we are a L’Oreal salon, and so they obviously the biggest beauty company in the world. So getting to be educated by some of, I mean the top people in the world is, I mean, mind blowing. But to continually be able to like, wow, this is so cool and be kind of on the cutting edge of stuff.

Stone Payton: So in just a moment, I’m going to get Olivia back on the microphone and ask her some questions, which is why I’m going to ask him a first before she has to go. Emma and Olivia are sharing a microphone because they brought like the whole team. And I got this little bitty, you know, I don’t know if Olivia needs a microphone. Did you hear that? Uh, but I’ll ask him this first, and then we’ll head over to Olivia. But again, I want to hear this from everybody. Interest, pursuits, hobbies, passions outside the scope of your work. It’s no secret I like to hunt, fish, and travel for my listeners. But, Emma, you nerd out about anything else.

Emma: I don’t know, I feel like my life now is all about beauty. Like everything I watched my Instagram, everything is something beauty related. But I’m a big crafty person picking up how to crochet. I don’t know what I’m gonna do with it yet, but it’s fun. Something to do with my hands. I definitely need to stay busy. It’s what I’ve noticed and one of the reasons I got in the industry, it’s like it’s a hands on job. I’m on my feet, I’m talking, I’m moving. And so I do anything outside that can keep me busy working out or crafts, I would say, are my biggest things.

Stone Payton: Neat. How about you, Jess?

Jess: Um, well, like you said, I love hunting. I am an outdoorsy girl. Um, grew up with a bunch of fun. Fun? Like, country uncles and stuff like that. So anything outside I absolutely love. And then I just, I love community, I love hanging out with people. So any opportunity I can to just hang out with my friends, go shopping. I love like the symphony. I love going and seeing art museums, stuff like that. So anything kind of like that’s fun for me.

Andi: Well, in.

Stone Payton: My experience has been and it sounds like maybe yours too. There’s not like this hard line between this is my work. This is my play. This is my community. It for a lot of us, I think it all kind of blends together.

Jess: Oh, yeah. For sure. I mean, like Andy said, community also comes from my clients in the chair. I mean, so many of them are friends prior to being clients or to a degree, come become really close friends after when they come into their appointment. It’s like, so how was the date? Did you have so much fun or be like, did you get your dress for prom or stuff like that? So it’s fun because they do interlock a lot.

Stone Payton: Yeah. So Andy, you collect stamps, what’s your deal? Um.

Andi: Honestly, a lot of my time outside the salon is either shopping. I do have a spending problem.

Andi: I was right about.

Stone Payton: The cash thing earlier. Right? It’s a direct.

Andi: Connection.

Andi: Um, read.

Lacey: Her like a book.

Andi: Yes.

Andi: Um. Or recently, it’s been working out. I’ve been getting into fitness and trying to lose weight. Um, down 22 pounds, which is very exciting.

Stone Payton: And we made you walk right by those donuts on the way in. I’m sorry about.

Andi: That. No no, no.

Andi: Um, but, yeah, that’s pretty much my life. And hanging out with my dog.

Andi: Oh, you’re a dog person.

Andi: I am my boyfriend, my high school sweetheart. He drives semis, so he is gone a lot. So kind of. You know, my dog is my best friend. Sure.

Andi: So. Yeah.

Stone Payton: Lacey, what are you into? If you’re not cutting hair or styling hair.

Lacey: Oh, yeah. Um, I play pool, actually. Yeah, I’m on a billiards team, so that’s pretty fun. Yeah, I went to Las Vegas to play in the World nine ball championship this year. That was really cool. Um, yeah. So that’s kind of I mean, most of the time I like after work, try to talk the girls into, like, you guys trying to go play some pool. It works. Every once in a while, you should see Olivia on a pool table. She’s pretty good. No, she’s shaking her head, but that’s. That’s not true.

Stone Payton: Lacey could probably beat you with a broomstick, right? Right. Yeah.

Olivia Newell: It’s terrible.

Stone Payton: So I’ll tell on myself. I got a marketing degree. This was a long, long time ago. You could see I’m a little longer in the tooth than everybody else in this room. Uh, But I didn’t go to class a lot. And so I got, you know, kind of good in pool and ping pong and actually, I got good enough in ping pong to call it table tennis. Okay, okay. So I hit the next level, and I discovered that I was like, you know, the king of the hill in my little pool room. But, buddy, I didn’t have to travel a mile down the road to find somebody better.

Andi: Yeah, that’s. Yeah, but.

Stone Payton: You’re you’re hanging out with the big dogs. You went to, like, the nine ball.

Andi: Yeah. I mean.

Lacey: I can’t say that we did super well being there, but having made it was so cool. Yeah, but I play on a team, so it wasn’t just me. Most of the guys on my team are really great. My boyfriend and I play together, and so there’s eight people on my team, and all of them managed to to get us there. And I got my little pom poms out and oh.

Andi: Yeah, it was great.

Stone Payton: And so regularly here locally though, you’ll go play like in a league or something. Yeah.

Lacey: Yeah I play on the APA. Mhm.

Stone Payton: Yeah that sounds official. That is fun.

Lacey: It’s the amateur pool association.

Andi: Very cool. Yeah.

Lacey: Yeah it’s super cool. It’s really fun.

Stone Payton: I love asking that question. You just never know what you’re going to learn about people. All right. Olivia. I do want to dive into the particulars of this whole partnership, the New York Fashion Week. But and I’m really looking for and I know our listeners are, too. Just insight on how you how you you get a little aperture, a little opening to do some good, and then it just continues to build and snowball. That is not pure luck. There’s there’s something you’re doing to create what you’ve created and to, to have this new opportunity.

Olivia Newell: I think I have a slight obsession. My my brain doesn’t turn off like my I always laugh. One of my business partners, Lita, like my best ideas come at night. So she’ll she’s very used to getting, like, a 1 a.m. text. Like, I got this business plan. We got to save this much money for a down payment, and we got to do this, and then we’re going to go here, and we’re going to go there. And she wakes up and she’s like, okay, just run the numbers. But like sounds good. So she’s always like on board to my my crazy. Um, but yeah, I actually spent some time with them this weekend. My husband threw me a surprise birthday party and I was happy birthday, 1,000% shocked and it’s very hard to get something past me. So he did good. But I was outside in my backyard by the fire, talking to my mom, my business partner and Lita and we were just chatting. And I’ve always wanted to fully embrace like a true motto for our business and our salon and what we stand for. And I’ve always had one, but I would say that it was like a generic motto, like we’re a luxury luxury salon, we offer you a high end experience, blah blah blah.

Olivia Newell: But there was no like story to it. And I feel like as S3 business owners have been together for going on eight years, I feel like we finally have like our story to tell. And I think the main focus that I was realizing this weekend is I love that our salon literally sees all walks of life. Like, you don’t come in and see everyone with lived in blond extensions and feel like, oh, I can’t get my hair done here. Like, I don’t look like that. We have. I mean, I think you’re the the newest baby, Emma, 21, all the way up to my mom, who’s 70. So we have so many different generations of women that work in our salon as stylists that you will see everyone from, like just said, children all the way up to like people are getting driven there from the nursing home, like all walks of life. So I love that. Um, it’s just so great. Like the girls were saying, the community of people and you just get to know, you know, our community so well and everyone’s so great. It’s awesome.

Stone Payton: So three owners. Yeah. And so how do you, if we’re not getting too much into the secret sauce, how do divide up the responsibilities. Responsibilities.

Olivia Newell: It’s great. I, I truly have to say I would never ever do a salon by myself. It is so hard. You’re always working, never a day off. But having two business partners, I mean, we laugh all the time. Like, this is my second marriage, I’m married to my husband, but I’m also married to my mom and Leah with the business. Um, it’s great. Like throughout, you know, I have a four year old Covid happen. All the things throughout all of that. It’s been a nice shift. Wherever one drops the ball, the next one picks it up. Um, we’re always there for one another. We’re always in constant communication through our group text. Um, we try to make sure that at least one of us is in the salon all the time. We’re going to be gone for a week, though. You girls are gonna have a party, I know it, um, but but yeah, it’s, um, it’s it’s good. Um, it’s almost like, unspoken, unsaid what the responsibilities are. Everyone just knows. And if you can’t do your role for whatever’s going on in your life, it’s. You’re given such grace that I truly am so thankful to have them as my business partners. It’s it’s been an incredible journey with them.

Stone Payton: Okay, so say more about this partnership. Kind of share with us again how it got started and where you think it’s headed. And any counsel that you have for other people that are trying to scale or trying to really leverage good relationships like that in, uh. Uh, a tangential is not the right word. Connected businesses. Yeah.

Olivia Newell: I think my biggest thought on that is just say yes to everything. Um, I from the minute we opened theory, my thought was I want everyone when they hear that word to know that it’s a salon and Woodstock. So it was just about like getting the name out there. So I was like, almost like business to business, like door calling, just going to businesses, dropping off our business card, introducing myself, offering the owners to do free hair, um, whatever, whatever I could do, and then any kind of like networking event, the ypo stuff that they have in Woodstock. I was there every week on Friday morning at 8 a.m., um, just doing all of the things anytime that someone wanted to do a photo shoot or a fashion show or literally anything, I’m like, yes, we’ll be there. Yes, my my team will come. We did an event a few weeks ago in downtown Woodstock at one of the boutiques. We did like a braid and, um, Tensile bar. So we’re going everywhere. We’re doing all the things. Um, so I just think that’s a good way. And I’m so proud to see, like my younger two girls, I talk about them like they’re like my family, but, um, my younger two girls like, it makes nothing makes me more happy than to see them, like, have such a passion to, like, network and brand and put themselves out there. Because I truly know that, like, that’s what’s worked for me. And like you said, the secret sauce. And so I love that they have that drive within. And I feel like my job as the leader is just to like, smooth that and like, shape it. So yeah.

Stone Payton: Fantastic. All right. Before we wrap, I would love to leave our listeners with a little bit of advice. Counsel. I call them pro tips from from the four of you. Um, so put a little thought, since I give you all this advance notice into you’re speaking to the world. So now you get to go on record and, I don’t know, maybe you want to focus your comments on a younger person in there. They’re considering a career in this arena. Counsel for them or, I don’t know, maybe coach a client on what to be looking for in a, you know, maybe they live in a different town and these are the characteristics they ought to be looking for in a salon. But let’s leave them if we could. You know, each of you, please, maybe a pro tip or something. Andy, can we just put you on the hot seat just right out of the box like that?

Andi: Um, my biggest advice it’s going to be towards stylist is don’t give up. This job is very hard. It’s going to take a lot of time. Stay that extra hour two hours after the work day, you know, to get that client in. Because who knows. You know they’ll come back. Their friends will come back. Um, don’t ever turn anyone away. When I first started, it took a lot to be confident and comfortable having consultations with clients and figuring out, okay, this is what she wants. Have no idea how I’m going to get there, but I’m going to get there. You just need to keep trying. And over the years you will get better. Kind of like Lacey was saying, looking back at pictures. Um, the other thing is find your salon that you truly love. Because as much as I hate to say it, you know, there can be very toxic salons and you want to be able to go into work knowing that you’re around your friends all day and that you can go and ask them for advice. And, you know, and if you’re not enjoying it in that salon, that might just not be the salon for you. That doesn’t mean that the industry isn’t.

Stone Payton: Very nice, Jess.

Jess: Um, I was actually going to kind of say basically what Andy was saying, but this is to the stylist, because I know this really had a big impact for me, but I struggled really hard with finding a salon that I felt safe in. It’s a very vulnerable industry. You can be brought down very easily. Um, and theory really stood out to me when I was looking at just in their in their Instagram post, the Instagram post literally said no drama. If you have drama, we don’t want you.

Andi: Yeah, and here’s your.

Stone Payton: Recruiting tip.

Andi: Guys. And it’s it’s.

Jess: Funny and it’s silly, but that actually is very important in an industry of women, which are awesome. But oftentimes we can tear each other down so easily. And it can be a competition and finding somewhere that you feel like you can be an individual, but also be a part of a team at the same time is very, very important. And if you can find that you’re going to grow and thrive in the industry in a way that you never thought you could.

Stone Payton: Fantastic. What do you think, Miss Emma?

Emma: So I have to kind of tag team all of them, like the industry can be so discouraging. And as a baby stylist, I’m seeing that kind of firsthand. It really takes a while to get established. But education, I would say, is so important. The industry is constantly changing, and I mean, season by season, there is something bigger and better, and there’s always going to be a better stylist than you. So I would say it’s so important to make sure that you never stop learning. And that’s something I’m so grateful about. Theory is not only do we have classes weekly on education that we learn from, um, our stylist ourselves, or we have like guest come in and teach us, but we also are partners with L’Oreal, so we get so much free education from them, which is huge because I, I know, at least from theory, I will never stop learning from them. And then what I decide to do outside of there, you know, it’s always beneficial, but you always need to keep always need to keep learning. Everything’s always changing.

Andi: That is.

Stone Payton: Good counsel. So, Lacey, if you’ll mention L’Oreal one more time, I could send them an invoice.

Lacey: Yeah, mine’s definitely similar. Um, but like, definitely focusing on having your. It’s so great to go and, like, have your friends there, but like, having strong like, mentorship in the salon, like me knowing that I can go and that we have I have a relationship with our owners that I can bring up anything that I feel like I’m struggling with, that maybe I feel like, you know, the that we just need as a community and feeling heard by the people that, um, that run your salon or that, you know, I know that I can go to Olivia, I can go to my specific mentor, Lita, and be like, I don’t know what I’m doing, you know, going in the back and having my freak out and, um, having somebody that’s going to guide you that is not, you know, in the weeds with you. Um, yeah. Finding, finding a mentor.

Andi: You know, stuff.

Andi: And it’s not only when it comes to owners or different people coming in for classes, it’s also other stylists. And, you know, not to shout out Lacey, but, um, Lacey has helped me grow a lot because with the owners, sometimes they’re a little farther in advance sometimes, and it needs to be dumbed down to beginner. Um, but Lacey has helped me a ton, um, throughout my journey and given me advice. I mean, I’ve lost friendships because I valued, you know, my work and where I want to be in my future. And that kind of happens throughout all walks of life. Stop crying.

Andi: Um, love you girl.

Andi: But, you know, it is a big thing that, like, Emma can come to me or, you know, anyone and Lacey as well, or whoever, and be like, what do you think of this formula? Or what do you think of how I’m going to go about this haircut? And it’s not a judgmental like, you don’t know what’s going on. It’s, you know, very true and honest and is like, take a second, breathe will formulate through this together. And the other thing is Lita, one of the owners, she will question you and she will make you stand there. She will ask you a question about why you’re formulating this, and you will stand there and she won’t give you the answer. But over time it has really helped you learn. But anyways, yeah, love my girls.

Andi: Olivia.

Stone Payton: I know we stole the microphone from you, but you must be absolutely beaming with pride.

Andi: Yeah, to be like a little mama bear. Proud. So proud. Wow.

Stone Payton: This is fantastic. Congratulations on the momentum, the insight, the perspective. Ladies, it has been an absolute delight having you in the studio. And we’d love to have you back sometime. Olivia knows I’m being quite sincere and maybe keep us updated on the on the progress, but this has been a delightful way to invest a Monday morning. Thank you all for coming and joining us.

Andi: Thank you so much.

Stone Payton: All right. Until next time. This is Stone Payton for our guest today from Theory Salon and everyone here at the Business RadioX family saying, we’ll see you again on Cherokee Business Radio.

 

Tagged With: Theory Salon

The Power of Connection: Building Relationships in Tech and Food Industries

October 17, 2024 by angishields

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Women in Motion
The Power of Connection: Building Relationships in Tech and Food Industries
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In this episode of Women in Motion, host Lee Kantor interviews Christine Ferns, President and CEO of Step Up Consulting and Step Up Foods. Christine shares her entrepreneurial journey, detailing how Step Up Consulting specializes in implementing UKG HR, time, and payroll software for small to medium-sized businesses. She emphasizes the importance of focusing on niche markets and addressing client pain points. Christine also discusses her passion project, Step Up Foods, which aims to introduce authentic Indian cuisine to North America. Throughout the episode, she highlights the value of simplicity, strong relationships, and empowering women and minorities in business.

Step-Up-Consulting-logo

Christine-FernsChristine Ferns is the President and CEO of Step Up Consulting LLC, an IT consulting firm based in Greater Los Angeles, CA.

Since founding the company in 2018, Christine has grown Step Up into a national consulting firm specializing in implementing cloud-based Human Capital Management (HCM) software for retail, healthcare, government, and education. Step Up’s customers have been able to automate critical business processes and significantly reduce operating costs.

Christine’s business leadership has been recognized by other organizations, including the 2020 National Association of Women Business Owners (NAWBO) Champion of Diversity Award and Enterprising Women’s magazine as one of 2023’s Businesswoman of the Year.

Early in her career, Christine recognized that women are underrepresented across the creation, use, and regulation of technology. Therefore, Diversity, equity, and inclusion (DE&I) are top of mind for Christine and is one of the core founding principles for Step Up Consulting. This has also earned the company the privilege of being a certified Women’s Business Enterprise (WBE) and a Minority Business Enterprise (MBE).

Christine also serves on the National Small Business Association (NSBA) Leadership Council, advocating for small businesses in Washington, D.C. In 2023, Christine launched another business – Step Up Foods. Here, Christine and her team distribute authentic regional Indian foods and beverages within the US. Christine is passionate about social responsibility and supports various charitable organizations in the US and her home country, India.

Towards this initiative, Christine has pledged 10% of Step Up Food’s net revenue into a venture investment, which will be used to fund philanthropic endeavors focused on empowering underprivileged women and girl children. Christine believes in maintaining a work-life balance despite her busy schedule and has also made this a core principle at Step Up.

In her free time, Christine enjoys spending time with her family, including two high school-aged children, her husband, father-in-law, and her chow, Waffles! She also likes reading, cooking, gardening, and traveling to new countries.

Music Provided by M PATH MUSIC

Transcript-iconThis transcript is machine transcribed by Sonix

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX Studios, it’s time for Women In Motion. Brought to you by WBEC-West. Join forces. Succeed together. Now, here’s your host.

Lee Kantor: Lee Kantor here, another episode of Women In Motion and this is going to be a good one. But before we get started, it’s important to recognize our sponsor, WBEC-West. Without them, we couldn’t be sharing these important stories. Today on Women In Motion, we have Christine Ferns, who is the President and CEO of Step Up Consulting and Step Up Foods. Welcome.

Christine Ferns: Thank you, Lee. Great to be here.

Lee Kantor: Well, I am so excited to learn about your story. Can you tell us about Step Up Consulting and Foods? How are you serving folks?

Christine Ferns: Absolutely. Thank you. So, yes, I own and operate two businesses. Step Up Consulting is a software implementation consulting firm. We are a boutique firm headquartered out of Los Angeles. We focus on deploying and implementing UKG, which was formerly Kronos, and we work with their HR, time, and payroll cloud-based software that we implement for customers across the country. We work across verticals, so we focus on public sector, private sector, education, retail, and healthcare clients.

Christine Ferns: And our forte is working with smaller businesses, so anywhere from 100 users to maybe about 1,500 users, because when I established Step Up Consulting, one of the key drivers was realizing the gap in that space where they want a lot of boutique consulting firms that offered, really, hands-on consulting expertise and support to smaller organizations that may not have been as well thought of in terms of having technical support, having expertise in a particular subject area, and that’s where we come in and we provide them with that support.

Christine Ferns: And then, Step Up Foods, really, I joke and say that’s like my third child, because I have two teens. And I established Step Up Foods last year. The reason and the driver behind establishing Step Up Foods was because my origin is from India, I grew up in Mumbai in India, and I’m a foodie. I love food. I love talking about food, reading about food, cooking and eating food. And I thought that North America was ready to expand their palette beyond just the more common Indian foods that are available today. So, what we are striving to do is bring authentic and regional Indian foods to the North American market space.

Lee Kantor: Now, let’s talk a little bit about your consulting firm first. When you decided to kind of focus in on, I think it was Kronos you said at the beginning, that’s what they were called when you first started, a lot of people who are in business think they have to serve a big group of people, a wide variety of services, because they don’t want to miss out on anything. But you decided to kind of focus in and become subject matter expert and kind of just a really deep knowledge about this one thing, can you talk about that decision, because that seems counterintuitive for a lot of people? And I think I’m in your boat where I believe that niches bring riches. So, if you can focus in on one thing and get deep knowledge, you’re going to become more valuable to the people who are using that.

Christine Ferns: Absolutely. Lee, I have a very firm personal belief. I like to keep everything simple in every sphere of my life. And that extends to the core values that I have put into place for both the businesses. So, to come back to your question about Step Up Consulting and the business niche that we serve, we have come up with a very core offering for our small and medium business clients that focus on the main areas of the implementation. It focuses on training their teams, training the end users prior to the product being launched. And providing them with the tools and the know how necessary to then have absolute ownership of the product and be able to successfully maintain it on a go forward basis.

Christine Ferns: So, prior to establishing Step Up Consulting, I worked for about 16 years in the software implementation space as a project manager and then a program manager. And I was able to delve into my knowledge and my experience and come up with these niche offerings because I’m well aware of what the pain points are during a software implementation. So, I was able to narrow our focus onto those pain points and tailor our offering and customize it accordingly that really works for the small and medium business space that we serve.

Lee Kantor: Now, when you were deciding to do that, that seemed very natural and organic for you. But a lot of entrepreneurs out there, they think they’re going to miss out if they focus so narrowly. Did you ever have that fear, or did you see such a big opportunity that you felt like, “Look, we’re never going to be able to, you know, solve all these problems. But if we can fix this one, the market is plenty big enough for us to be successful.”

Christine Ferns: It’s exactly what you said at the end. We’re never going to be able to solve all problems. I wish I could, but I know I cannot, not in this life. So, I targeted the top three to five issues that I noticed of the hundreds of projects that I worked with in my career, and I root cost those and then came up with solutions for those, and that’s what we have built the methodology of Step Up Consulting on.

Christine Ferns: And safe to say, it’s been met with a fair degree of success because, to your point, when customers begin working with us, they’re a little all over the place. They are definitely looking at the big picture, but there’s so much that they are trying to wrap their arms around, and that’s when we get them to focus on what is critical for the immediate success of their software implementation and then how they could then focus on the lesser critical factors in the long term.

Lee Kantor: Now, are you finding that once you get in there and start working with a client, they see so much value and you’re able to kind of wring out so much value from the relationship that they kind of stick around and they want you to solve more and more problems.

Christine Ferns: That is true. They definitely come back for more work. You know, we have seen a lot of repeat business. In the software space, especially with SaaS, cloud-based software, it’s like leasing a house because you’re paying your subscriptions from day one. So, what we get customers to understand is that they want to get their return on investment as quickly as possible, so our mantra is look at your big problems, get those resolved in the near term, and then stagger out the smaller issues for the long term. Because at least you’ve begun using the software, you’ve begun getting your ROI, and then you can continue expounding and building upon the software solution for the long term.

Lee Kantor: Now, you mentioned a few of the areas or industries you work in, education, I think you mentioned, and public/private a little bit, is there other kind of industries or is this kind of industry agnostic?

Christine Ferns: It’s industry agnostic because, really, the methodology that we’ve put together is very much a one size fits all. There’s a little bit of customization that we do based on industry at the onset when we are putting the requirements together.

Christine Ferns: For example, if it’s a school, we focus on their staff segments, which could be janitorial staff, part-time staff, bus drivers. Versus if you’re working with a healthcare organization, then we’re working with nurses who may be working round the clock and have 24 by 7 schedules. But the USP of our offering is it is pretty much industry agnostic, and we have already built into place the customizations needed for the verticals that we serve.

Christine Ferns: So, we try and make it as easy and seamless and painless as possible for our customers when we begin working with them, because we have already taken the time up front to nail down the pain points of their vertical and have those solutions in place.

Lee Kantor: Now, what is the pain that they’re having? Are they contracting with you as soon as they purchase the software? Or is it something as they purchase the software and then they realize that they’re in over their head, that they didn’t realize how complex it was to really implement effectively?

Christine Ferns: It’s typically the first. So, they contract with us through UKG as soon as they have procured the software. And then, we have a smaller segment of our business that’s focused on customers who may decide to do the implementation by themselves, and then realize that, you know, it’s too much of an undertaking for them and they’d rather bring the experts in.

Lee Kantor: Now, let’s talk a little bit about Step Up Foods. Was that just something a passion project for you or did an opportunity kind of bubble up, you’re like, “Oh, I think I’m ready to take on this”?

Christine Ferns: Sure. You know, I chuckle when I talk about Step Up Foods because, well, my educational background is in hospitality and culinary management, so that’s what I studied for, for my undergrad. And as time moved on, I switched careers and moved to IT on the business side. But food and culinary management continues to remain something I’m passionate about.

Christine Ferns: And I think one of the key drivers behind establishing Step Up Foods was just because I grew up eating some amazing foods from my home land in India, and I just feel like I miss those foods over here. I feel like that subcontinent has so much more to offer in terms of the food that we presently get over here in the U.S. and that’s what led me to really establish Step Up Foods, because what we are looking to do is we are distributors of regional Indian foods.

Christine Ferns: So, my idea is being able to bring those lesser known foods, maybe create a fusion version of those when we bring them into the U.S., and really have it have mass appeal. So, my ultimate goal is being able to take these foods, which include snacks, it includes spice-based, we’ve got dessert options on there, we are working on a line of beverage options now, but I’d really like to take those into the mainstream market space like the supermarkets, the big box stores, so that we could have more and more people enjoy these offerings in their more authentic forms.

Lee Kantor: So, this is, I guess, tangential from your consulting business. Obviously, it’s not IT or anything like that, but are there some lessons learned from the consulting that’s helping you roll out the foods?

Christine Ferns: There is, because, Lee, Step Up Consulting was established in 2019, so we’ve been around for about five years now. Lots of loving lessons learned along the way as you can imagine with a startup. And I’d like to think, yes, we’ve taken those lessons, we did some things very well, we did some things not so well, but we’ve taken those and put those into place at Step Up Foods because that’s how you learn and grow.

Christine Ferns: One of them, like I was alluding to before, was I like to keep things simple, so I’ve used that same philosophy for any offering that I am working to develop within Step Up Foods. The second is, it’s all about people at the end of the day. Our mainstream offering of Step Up Consulting, definitely, it’s technology. We work with cutting edge software. We work with BI software. But at the end of the day, what it comes down to is how you work with people, how you’ve made them feel, how you’ve been able to solve their tangible and not so tangible problems, and that’s what leads to the success of our projects and our endeavors. And I have, you know, applied that same philosophy into Step Up Foods as well.

Lee Kantor: Now, one of your core values is empowering women and minorities through both of your businesses. Why was it important for you to become part of the WBEC-West community? And does that relationship help you kind of on that mission?

Christine Ferns: Thank you, Lee. It does. I consciously realized because I spent so many years working in technology and I see that women continue to remain underrepresented in the technology space, and that was something that stayed with me. And I said, you know, in my own small way, if I ever start something on my own, I’d like to try and get as many women as possible to work with the company I establish, and that’s something that we enjoy doing at Step Up Consulting.

Christine Ferns: A lot of our workforce are working mothers, they’re women. We’ve established a process that allows us to all work virtually. We have flexible work schedules. So, we have our workforce needing to take time off later in the afternoons to go pick their kids from school or from daycare, and then coming back and wrapping up work for that day. And the methodology actually supports it. We don’t miss a step in doing that.

Christine Ferns: So, that was one of my guiding principles, that was something I really wanted to put into place, was create a workplace that was friendly for women, be gender agnostic, so to speak. And I feel like we’ve been fairly successful in doing that.

Christine Ferns: And then, coming to WBENC, I have my certification with WBENC now for Step Up going back, I believe, almost four years, and it has been a true asset. We have been able to bid on a lot of federal and local government contracts by virtue of being a WBENC certified organization. We have also been able to afford the trainings that WBENC rolls out. On a very regular and frequent basis, they get speakers from different walks of life to meet with WBENC members. And I try and take advantage of those whenever I can. They have been extremely insightful and informative.

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

Christine Ferns: I think with WBENC, I definitely like to see more in person events. I think that would be really helpful for us small business women entrepreneurs. You know, the opportunity to meet up more in person to learn from each other. And, also, if we could get some more support in terms of branding help, marketing support as WBENC certified organizations, I think that would would be extremely useful to small business entrepreneurs such as myself.

Lee Kantor: Now, if somebody wants to connect with you to learn more about the consulting or the food business, are there websites, is there social media? What’s the best way to connect?

Christine Ferns: Absolutely. We’d love to hear from you. And the Step Up Consulting website is stepupconsultingco.com, that’s S-T-E-P-U-P-C-O-N-S-U-L-T-I-N-G-C-O-.com. The Step Up Foods website is simpler, it’s stepupfoods.com. And I’d love to hear from you. If you’re looking for something in the technology space or if there’s something you can contribute to us in the food distribution space, we’d love to hear from you. You can reach me at C-H-R-I-S-T-I-N-E-dot-F-E-R-N-S@stepupconsultingco.com.

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

Christine Ferns: Thank you, Lee. Thank you for the opportunity. It was great speaking with you.

Lee Kantor: All right. This is Lee Kantor, we’ll see you all next time on Women In Motion.

 

Tagged With: Step Up Consulting, Step Up Foods

Ann Hatcher and Gary McClure with Thrivence

October 11, 2024 by angishields

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Nashville Business Radio
Ann Hatcher and Gary McClure with Thrivence
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Ann-HatcherAnn Hatcher is a Senior Consultant at Thrivence, based in Nashville, with more than 25 years’ experience in all areas of human capital.

Ann joins Thrivence from the Chief HR Officer role at Wellpath, a $2B private-equity backed healthcare company contracting with state and local governments.

At Wellpath, Ann built a scalable HR function to support company growth. Prior to Wellpath, Ann held multiple VP roles at HCA Healthcare, one of the nation’s largest publicly traded hospital companies.

Ann’s experience includes:

  • Executive Team Development: Enterprise and site/facility leadership assessment, organizational design, strategic communications, selection, and onboarding planning. Led process for enterprise COO, Chief Medical Officer, Division Presidents.
  • Leadership Development: Led needs assessment and development of leadership training from first-level manager through hospital executive. Designed, implemented, and analyzed talent review and succession planning programs.
  • Cultural Initiatives: Developed Diversity, Equity, and Inclusion strategy. Formed and led internal consulting team to assess hospital nurse retention challenges and support Chief Nursing Officers in implementing proven turnover reduction tactics.
  • Human Capital strategic plan: Built three-year roadmap aligned with business strategy; established measurement system to build programs and track impact.
  • Project Management Office: Established and led HR PMO, tools, and reporting to ensure completion of short- and long-term projects timely and within budget.
  • Human Resources team development and integration: Assess HR function relative to strategic plan, organization design and leadership selection, communications plan.

Ann received a bachelor’s degree in Economics from Washington & Lee University and Master of Business Administration from Belmont University. She serves on the boards of the TN State Workforce Development Department, and the Urban League of Middle TN. She teaches Organizational Behavior as Adjunct Faculty at Belmont University’s Massey Graduate School of Business.

Ann and her husband Scott reside in Nashville, where they are cheering on their recent college graduate son Joseph.

Gary-McClureGary McClure is a senior consultant with Thrivence. Gary has more than 30 years management experience with companies ranging from Fortune 50 to small firms and in a variety of industries.

Gary, a certified professional facilitator, leads teams to achieve their objectives and frequently directs complex projects involving business strategy, organizational performance, and market repositioning. He also uses his change management certifications to help companies navigate through enterprise-wide transformation.

Prior to 15 years in other management consulting firms, Gary spent eight years in the technology division of LifeWay, led marketing for a leading economic development publication, and spent 10 years with Nortel Networks in various strategic marketing leadership roles.

He has an economics degree from Mississippi State University and an MBA from the Owen School at Vanderbilt University. Gary is also active in the Nashville community.

He frequently donates his time to non-profit organizations, mentors young professionals, teaches at Vanderbilt University, and serves on a number of boards, including Young Life and In His Grip Golf. He and his wife live in Franklin, Tennessee.

Follow Thrivence on LinkedIn.

Business leaders can get a free talent assessment and AI enhanced job posting at TalentOptix.Thrivence.com.

What You’ll Learn in This Episode

  • Hiring challenges that organizations are facing
  • Why it’s difficult to find the right talent, even with access to so many job boards and networks
  • AI-powered methods Thrivence uses to help companies make better hiring decisions
  • How AI improves the talent acquisition process
  • The importance of an employer’s reputation in the market when it comes to attracting talent

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

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

Stone Payton: Welcome to another exciting and informative edition of Nashville Business Radio. Stone Payton here with you this afternoon. Please join me in welcoming to the broadcast with Thrivencence Ann Hatcher and Gary McClure. It’s a delight to have you on the show. I got a ton of questions. We probably won’t get to them all, but maybe a good place to start is if you could just kind of paint us an overview, give us a little bit of a primer on mission purpose. What are you and your team really out there trying to do for folks?

Gary McClure: Sure, I can take that one. This is Gary and Thrivence has been around for a couple of years, and in short, we just say we love to help organizations go further, faster. And so what that really looks like is a few different service areas around workforce improvement and strategy. We help companies around data and technology leadership, operational improvement. So as a management consulting firm, we primarily work with leaders all across the country. It’s a lot of fun.

Stone Payton: Well, it sounds like good, noble, purposeful work if you can get it. And I’ll ask each of you individually, but we’ll start with you, Gary. What’s the backstory, man? How did you get into this line of work?

Gary McClure: Well, I can start and then Ann can fill in. I’ve been a management consultant for about 16 years before that, 20 years in corporate marketing, and I just get a lot of joy out of coming alongside leaders and helping them do what they do better.

Stone Payton: How about you, Ms. Ann?

Ann Hatcher: So my whole career has been spent in human resources inside companies, primarily in health care. I’d like to say I’ve done all the good things in HR. So recruiting and employee development and retention. And in my last role, I had the opportunity to lead the HR function at a really large health care company. And after that role I thought, wow, I want to take the things that I’ve learned and maybe bring them to some more companies. So I’ve loved doing that at Thrivence. And so I get to do what I feel like I do best and work with a lot of really great leaders and companies out there.

Stone Payton: So and two plus years into this expression of your work, what are you finding the most rewarding? What’s the most fun about it for you these days?

Ann Hatcher: I always love the start of things.

Ann Hatcher: I like building relationships, learning what’s going on at this company. How is it different from other organizations? How are their goals a little bit different, but how can I bring some of my knowledge about how we’re all kind of the same? And I really love exploring how companies are addressing some of the emerging challenges, like what are they doing about mental health for their employees right now, or what are some unique ways that companies are trying to get people to join them and stay with them. So working with a lot of different companies, I get to see a little bit of what’s new and different now.

Stone Payton: Am I accurate in saying that you guys have an area of expertise, a stream of work, and some real experience and specialized knowledge around helping organizations with their with their hiring challenges?

Ann Hatcher: Yeah, thanks. We have several people on the team who have a recruiting background, building and leading what we call talent acquisition organizations and companies. And a lot of us also have a really strong marketing background. So we’re able to bring those things together, as well as our emerging understanding of how to leverage artificial intelligence as a tool. We’re able to bring all these things together to help companies really amp up their hiring.

Stone Payton: Well, I may be projecting some of my own woes onto other people, but I’m operating under the impression, even with the advent of all the job boards and the platforms, where theoretically we would all be able to connect and learn more about each other. Hiring is not getting any easier, is it?

Ann Hatcher: Well, you know, that’s that’s a great point. You’re not projecting. You are absolutely reading what’s going on out there. So a couple of things going on in the labor market from my perspective, we all know there’s just not enough supply. So recently we worked with an engineering firm that is trying to grow. The nation is not producing enough engineers. So kids go get an engineering degree. But it’s not just that jobs exceeds supply. The labor market participation has been going down over the last many years, and we can talk about some of the reasons why that’s happening, like the gig economy, but there’s just fewer people out there and the labor market has become a little more stable, too. So people aren’t moving around as much as they were in the immediate post Covid time.

Stone Payton: Well, and you mentioned a moment ago you brought up, I talk a little bit about the role that AI is playing, should be playing and maybe even cheer if you’re doing it how you’re bringing it to bear.

Gary McClure: Yeah, what we’ve seen, especially in marketing and HR, they’re typically the quickest to embrace AI. Um, and you know, for HR some of the use cases are pretty standard, like resume screening and candidate matching. Those have been around for a few years. But what we’ve seen in some of the common applications are enhanced job descriptions and job postings. So I can really help companies craft these descriptions to be more compelling and inclusive and also very, very targeted. It’s amazing how they can have personalization and targeting toward a desired audience. Onboarding and training is another area of stone where we’re seeing AI be really, really effective. But I think some of the more fun areas gaining popularity are using AI for sourcing. So I can identify what we call passive candidates. These are people who are not really actively looking for a new job, but they can be, um, impressed to change. And so I can go scan job boards and social media and other platforms really, really effectively. Chatbots is another area. I think we’ve I think we’ve all experienced chatbots online so far. And you know, air is no exception on that. However, we really don’t recommend using chat bots, at least not yet, because there’s still some some risk involved around mistakes and biases. But I think one of the most interesting aspects that we’ve seen with AI and recruiting is video interview analysis. It’s really amazing what I can do here. So some of these tools will analyze video interviews, and they’ll look at candidates soft skills and communications abilities and even their personality traits. It’s absolutely amazing. They can measure hone how they say things body language, facial expressions. It’s really, really impressive. So those are just a few examples and we’re seeing new ones every day it seems like.

Stone Payton: Well, that is a fascinating idea. Never even crossed my mind. A video interview analysis. Of course. Over the years I’ve been very blessed to hang out with some people that were very good at assessing those things in person. But to have I, that is, I’ve got some homework to do. I got to get on the other side of this. Oh man, that is very cool. Well, let’s dive into the work a little bit. Uh, you know, and we can cite specific use cases. Of course you don’t. You probably don’t want to name any names, but let’s just walk through an engagement if that’s the right word. And you could use, you know, the Business RadioX network as a use case. But I’m particularly interested in, like, what happens early on. You know, we come to you, we need people to run studios or we need people to help us do this task or this task. Yeah. Walk us through your your process, if you would.

Ann Hatcher: I would say the first step. And honestly, in my experience, companies don’t really spend enough time right here is know what you’re looking for. If you don’t know what you’re looking for, you’re never going to find it, right? And that’s when we end up settling on candidates. And so a way that we help companies with that is let’s identify your gold star ideal candidate. And the great news is you probably have a lot of people in your organization who are absolutely gold stars. So let’s look at those people and identify, well, what is it that they do that’s so great. And how did they get there? And we can kind of reverse engineer a profile based on those gold standards. Then we take that. And then the next step is to use some of the tools that Gary just explained to update all of your career and recruitment marketing. So where do people like your Gold star candidates? Where do they hang out? What do they care about? Who do they pay attention to? Let’s take all that information and craft some really compelling messages that target those people. So we’re really pulling out those passive candidates like Gary described.

Stone Payton: Another challenge for me. I don’t feel like I’m particularly good at conducting the interview or interviews themselves. I lean much more comfortably into being a cheerleader, and if someone tells me they can do something, I believe them in working with you guys, would would we maybe pick up some insight on how to be better at the interviewing and selection process? Or is it something we turn over to you largely? Or. Yeah, any counsel on that front?

Gary McClure: Well, it’s interesting that you asked that because one of the things going back to I, one of the things that we’ve leveraged AI for is exactly what you’re talking about, Stone. Sometimes we work with recruiters, and if listeners have ever worked with recruiters, they can be really generic in their approach. And so what we try to do is come alongside a particular recruiter and explain, here’s the role, here’s the the perfect candidate that Ann was describing. And we use AI to really ask more robust and insightful questions that are more specific to the role. So in other words, we equip them with questions that deal more specifically with skill sets or with personal characteristics or qualities experience in the marketplace. All of these things can be much more specific and insightful using AI. It’s really impressive, and.

Stone Payton: I got to believe that doing good work on this front has to have a direct and immediate and very bottom line important impact on retention, like go get them, get the right ones. But if you if you get the right ones the right way, it’s got to have an impact on retention. Yeah.

Ann Hatcher: So if we’re going out there and we are looking for people who can be high performers, right? Because we’ve defined what that looks like. And we know what those people, where they come from and what their profiles are, we can take advantage of one of the things we know is the biggest driver of retention. The biggest driver of retention is that I work with people who are also high performers. So if we just kind of create this wonderful, virtuous cycle, another way that we help companies and we do this within our own organization is building referral programs. So another big key to retention is that I work with my friends. And so when we help people, you know, really and sent them to help us in the recruiting challenge, we’re going to get people who stick around a lot longer, get them in here faster, keep the good ones on board them really fast so that they can get to work. That’s what new employees want. I want to get to work, and I want to start making a difference right away.

Stone Payton: So how does the whole sales and marketing thing work for a practice like yours? Is it coming to you from referrals, or do you still find yourselves also out there having to shake the trees a little bit? How do you get to new business?

Gary McClure: Yeah, you mentioned both of them and primarily it’s referrals. We take a lot of pride in doing a great job and it’s not transactional stone. We don’t we we don’t come alongside a company and do a discrete project and then say good luck. A lot of times it’s getting in. They say, hey, can you help us with X, whatever X may represent. And then we do a great job and they say, hey, while you’re here, could you help with Y and Z. And so it’s it’s very much a relationship business. And so our hope is that we do such a great job with this particular company that they’ll refer us to some of their, their colleagues in other parts of the industry.

Ann Hatcher: So we’d love to offer your listeners a chance to get a little taste of what we do, too. So if they want to go to our website, it’s talent. Optics. Optics. That’s our talent acquisition. Ai enhanced process. So talent. Optics.com. They can fill out a little form and we can help them with an AI enhanced job description for free.

Gary McClure: Kind of a before and after. Right. You can see the, uh, the impact that AI can make and our consulting.

Stone Payton: Very cool. It occurs to me that if you have a great reputation and you really need to leverage it, and if you have a non-existent reputation, you need to do some work on that. What counsel, if any, do you have on on that front? Because I got to believe it’s going to have a real impact on this, on finding good people and at least having a conversation with them.

Gary McClure: You know, it does. That’s a neat perspective. Stone. I, we share that. We think that an organization’s reputation or brand, however you want to, to couch it. I think it often gets overlooked and its importance around recruiting and hiring, but we actually think it’s it’s a critical role in the ability to attract talent. And so yeah, we think, you know, first impressions are huge. How can you enhance your, your brand or your reputation in the marketplace to attract those great candidates? There’s competitive advantage. There’s a lot of good reasons to make sure your reputation is strong.

Stone Payton: We’ve probably kind of touched on it already, but I want to ask it more directly. I know in our line of work there are some preconceived notions, just some outright things that people believe to be true about our arena, that just it’s just off the mark. And we often expect to for that to surface and for us to have to educate people around that. Are there some some patterns, some myth busting kind of things that you find yourself having to do, especially early in your conversations with with firms?

Gary McClure: Well, I’ll go back to something I mentioned a second ago, and Ann can chime in with her experience as well. But a lot of times some leaders will come to us and they say, here’s the the challenge that we have and they’ll self-diagnose. They’ll often say, hey, we believe that we need X again, whatever solution they think they need. And we come in. We do a lot of upfront work around diagnostics and evaluations and discussions. It’s that due diligence that we really think is so crucial before we start a solution. And what we find often Stone is that they they said it was X and we believe it’s x prime or something that’s somewhat tangential to say, you know what? Yes, we can help you with your your issue and your proposed solution, but I think we probably need to do a little bit of work over here first, and most of the time they’re so open to that.

Ann Hatcher: That’s a great point, Gary. I worked with a company that was certain it had a recruiting problem. And then when we when we scratched at it a little bit, we found that what they really had was a retention problem. And we could they could recruit all day long and get a lot of people in the door, but they were walking out the back door as soon as they came in.

Stone Payton: So have you guys. Have you had the benefit of one or more mentors that have kind of helped you navigate the terrain of, you know, you’re doing all this, you’re practicing your craft and you know, you got to run a business. Have you had a little help along the way, or is it all, you know, built on on scar tissue and school of hard knocks?

Ann Hatcher: Okay. I’ve had help along the way all the time from, I’ll say, guardian angels to lots of people who show up in my life. One of them is Gary McClure, who’s on this call right now. We all have a of a mentor here in town in Nashville? Um, who’s who’s pretty well known, who has helped us find positions and find new business. Um, I had a fantastic mentor at a prior employer where I was for a long time. And what I’ll say that particular mentor did for me was helped me see skills and capability and potential that I didn’t know that I had and really pushed me to try new things.

Gary McClure: Yeah. And then I would add a little bit different perspective. I mean, I would echo that, but in addition, I’ve been so grateful for the leaders that we’ve served. Again, I mentioned I’ve been doing this for about 16 years, and it’s really both sides of the fence stone. And by that I mean I’ve seen leaders that I just want to emulate. I’m like, oh my gosh, what a what a great practice. Or I love that technique. And I’ll write it down and I’ll try to remember it. But on the other side of the fence, I’ve also seen, unfortunately, some some very horrible examples of leadership. And the lessons are just as true. Right? I mean, you’re like, I, I hope I don’t ever do that. And you know, what can I learn from this situation? So I think it’s almost like going back to school just in service of other leaders.

Stone Payton: What an excellent point. You can learn a ton from good clients, can’t you?

Gary McClure: That’s right. And bad ones too.

Stone Payton: And bad ones too. That’s right. How about the I guess I’ll call it a shift. It looks that way from my vantage point to to more and more remote, or at least hybrid roles. Does that require a little different recipe in your in your recruiting and selecting?

Gary McClure: Probably. That is the single most. I’m kind of thinking in my head here, probably the most Impactful, um, shift in the marketplace. You know, ever since Covid, of course, as far as recruiting and hiring practices, yeah, I think you’re spot on. I mean, there’s some positive things. There’s some negative things. I think one of the positive things that we’ve seen is that now that we’re remote or hybrid regarding especially recruiting, it’s expanded the market. I mean, think about it. If you’re remote, you can be pretty much anywhere in the world. So it’s opened up a huge base of employees to companies. But if you maybe flip the card over, that also means it’s more competitive because other companies can do the same thing and they have access to the same huge pool. So I guess there’s pros and cons to expanded access. Another thing that we’ve seen from a positive side is a little shift in and focus on skills. So if you think about it, I think a lot of companies are looking for more digital proficiency. Self-management, of course, is a big one because now, you know, working in virtual workspaces, you really have to do the work. And how are companies organized for not only adaptability and flexibility, but holding people accountable for this remote work? I mean, that’s that’s a big challenge, I think, in the marketplace.

Ann Hatcher: You know, Gary, it occurs to me there’s a huge opportunity to so recently, a very large company we’re all familiar with. You probably have their app on your phone right now in easy reach, has has required that all their employees come back to the office five days a week. Well, their employees, just like many of ours, moved away during during Covid and or otherwise, just don’t want to go back to the office. This is a recruiting opportunity. So employers, you know, pay attention to what’s happening in your market, and there could be some great people who are now available to you because their employers have changed their policies.

Gary McClure: Yeah.

Stone Payton: So our employers, they have requirements, expectations even. But I mean, candidate expectations are surely shifting as well. And we we need to at least know what they are and decide which ones we’re going to choose to meet. Right?

Ann Hatcher: Yeah. You know, I’m not a huge proponent of overindexing on generalizations around the generations. I don’t necessarily find that to be really useful, but what I will say is, I would say kind of three pieces of advice to employers. Be fast, be personable, and be human. So by being fast, when you get a great candidate to bite, when you get a nibble, move fast with them. They will not be available very long, so make sure your process is fast. You get them interviewed, you get them an offer, and you get them started as quick as you can.

Ann Hatcher: Also make it a personal process, right? Hold their hand through. This change is hard. We all know that. So make sure it’s a great experience for your candidates and new hires and then be human. We’re all dealing with a lot these days. There’s housing issues, transportation issues. So really spend the time to understand what your candidates and your new hires need to be successful real quick and meet them where they are as best you can.

Stone Payton: I don’t know when and where or how you would find the time, but I’m going to ask anyway. Passions, pursuits. Interests. Hobbies outside the the scope of your work and what we’ve been talking about. Most of my listeners know that I like to hunt, fish, and travel. We’ll start with you. And anything you have a tendency to nerd out about that’s that’s not this stuff.

Ann Hatcher: Well, nerding out is right. So I’ve recently started back to school. I am well into my career. I’ll say you guys can’t see me, but, um. But I really have developed a passion around mental health. And so I’ve gone back to school this year to become a mental health counselor.

Gary McClure: And she’s practicing on me to I need all the practicing on Gary. That’s right.

Stone Payton: How about you, Gary? You sip it on umbrella drinks, or have you got some other interests?

Gary McClure: Well, I to maybe to use a golf metaphor, I’m on the back nine of my career, so I find it very appealing, I guess, to invest in others. So share experiences and wisdom. So my thing that I love doing is teaching. Um, whether it be children, I’ve taught Sunday school at church for gosh, 12 or so years. I also teach at the university level here in Nashville. I teach at Vanderbilt, and then I teach adults through my work. So it’s just so much fun to to share wisdom and life lessons and pour into others.

Stone Payton: I did not realize that I was talking with Professor Gary. That was not in my notes, but now I know. I’d love to leave our listeners, if we could, with a couple of actionable, I’ll call them pro tips. Something to be thinking about doing, not doing. Maybe something that they could be reading on either side of this. Really as a candidate, as someone who’s with an organization that needs and wants to do a better job of recruiting, selecting and developing people. So maybe if each of you could share a tip or two, I think that’d be a good way to wrap.

Ann Hatcher: All right. Thank you. I would say pretend you’re a candidate for a job at your own company. So see what what your candidates see. Go look at your career site. Go Google a job you know and follow the thread. Apply to a job in your own organization. How easy is it? How many clicks do you have to make? I was looking at someone’s website for candidates yesterday, and it made them go to a whole separate page to look at benefits. If I were a candidate, I would stop right there. So put yourself in a candidate’s shoes and take their journey and see what you learn.

Gary McClure: And then I would probably go back to our discussion on AI and how it can impact recruiting. I would just broaden it a little bit to say AI in general around leadership. So many people ask us where, you know, where do I start? How do I start? And I would just suggest to your listeners, pick something small, you know, make it iterative. Meaning is, is AI going to be useful in helping you summarize a book or prepare for a meeting? So think about it on a leadership level, personal. And then once you get familiar with the tools like there’s various gpts you can play with, then you can apply it to your enterprise or your organization at large, but just start small and get familiar with it.

Stone Payton: Marvelous counsel. Well, and Gary, it has been an absolute delight having you on the broadcast this afternoon. Thank you for your insight, your perspective, your enthusiasm. You guys are doing such important work that has such genuine impact for so many of us. Thank you, thank you, thank you.

Gary McClure: It’s done. Thank you, thank you.

Stone Payton: My pleasure. All right, until next time. This is Stone Payton for our guests today, Ann Hatcher and Gary McClure with Thrivence and everyone here at the Business RadioX family saying, we’ll see you again on Nashville Business Radio.

 

Tagged With: Thrivence

Blythe Hammons – Sisu of Georgia

October 7, 2024 by Rose

Blythe Hammons SISU

 

Imagine having a months-long waitlist for your products or services. Sounds great, right? Not always—especially when it comes to essential services for our community’s most vulnerable.

Today on North GA Business Radio, Phil Bonelli speaks with Blythe Hammons, Executive Director of Sisu of Georgia about an urgent need in our backyard.

Blythe is an experienced advocate for inclusive early learning environments for children with special needs. Her role involves overseeing the provision of crucial therapies such as occupational therapy, physical therapy, speech therapy, and ABA therapy, aimed at supporting the holistic development of children with diverse needs.

With a focus on integrating special needs children into educational settings, Blythe is deeply committed to addressing the challenges faced by parents of children with special needs.

Her work at SISU reflects a dedication to creating a supportive and inclusive space where all children, regardless of their abilities, can receive the necessary support and thrive in their educational journey.

 

What is Sisu?

==> Formerly Challenge Child and Friends

==> An integrated early learning facility serving children with special needs

==> Unique approach: educating special needs and typically developing children side-by-side

==> Comprehensive support system for families

 

The Pressing Need

==> 30 children pending enrollment

==> 165 families seeking services

This waitlist represents families struggling to find appropriate care, potentially facing financial hardship due to lack of childcare options.

 

How Can Business Leaders Help?

==> Financial Support: Make a significant donation to help Sisu expand

==> Raise Awareness: Share Sisu’s mission within your network

==> Volunteer: Offer your time or expertise

==> Corporate Partnerships: Explore collaboration opportunities

 

Visit https://mysisu.org to learn more and get involved. Every action counts!

 

Connect with Blythe and Sisu:

https://www.facebook.com/SisuIntegratedEarlyLearning

https://www.instagram.com/my_sisu/

 

Connect with Phil Bonelli:

https://www.facebook.com/Hopewell-Farms-GA-105614501707618/

https://www.instagram.com/hopewellfarmsga/

https://www.hopewellfarmsga.com/

Connect with Beau Henderson:

https://RichLifeAdvisors.com

https://www.facebook.com/RichLifeAdvisors

https://www.facebook.com/NorthGARadioX

This Segment Is Brought To You By Our Amazing Sponsors

Hopewell Farms GA

Roundtable Advisors

RichLife Advisors

Regions Bank

Highlights Of The Show

00:03:01 – SISU’s Mission and Unique Services
Blythe explains that SISU serves children with special needs in an inclusive environment, providing therapeutic services such as occupational therapy, physical therapy, speech therapy, and ABA therapy. The organization also offers early childhood education for typically developing children.

00:10:04 – The Need for Growth and Resources
Blythe discusses the high demand for SISU’s services, with a waitlist of 30 pending enrollments and 165 leads. She emphasizes the need for a bigger facility and more staff to accommodate the growing demand.

00:14:14 – Call to Action for Support
Phil encourages listeners to support SISU by giving donations to help the organization grow and meet the needs of the children and families it serves. He emphasizes the importance of using resources to serve those who cannot generate them themselves.

00:15:23 – My SISU
Phil and Blythe discuss the personal connection people feel towards SISU, as evidenced by Blythe’s daughter calling it “My SISU.” This highlights the impact of the organization’s work on the community and the families it serves.

00:16:44 – Creating a Safe Space at SISU
Blythe shares her experience of welcoming kids to SISU and the impact it has on their well-being. The consistent support from therapists and teachers creates a safe and loving environment for the children.

00:19:30 – Importance of Serving Special Needs Kids
Phil emphasizes the significance of serving special needs kids and how it can make a difference in their families’ lives. He encourages businesses to consider how they can make their clients and employees feel as valued as the children at SISU.

00:22:25 – Challenges of Waiting Lists
Blythe discusses the challenges families face when waiting for placement at SISU, highlighting the overwhelming stress and impact on their livelihood. She emphasizes the critical need to provide a competent and safe place for special needs children.

00:26:29 – The Power of Listening as a Leader
Blythe emphasizes the importance of listening as a new leader, sharing her experience of connecting with various stakeholders to understand their perspectives and concerns. She encourages leaders to prioritize listening and taking action based on the feedback received.

00:30:08 – Balancing Action with Listening
Phil and Blythe discuss the challenge of balancing action with listening and how leaders can integrate feedback into decision-making. Blythe emphasizes the need for prioritizing and taking incremental steps towards addressing stakeholders’ concerns.

00:33:23 – Give Yourself Grace
Blythe emphasizes the importance of giving oneself grace and not being too hard on oneself. She encourages taking a minute to breathe and tackle each day one step at a time.

00:34:10 – Act like You Just Started
Blythe advises leaders, regardless of experience, to listen to different stakeholders, establish trust, and prioritize tasks. She emphasizes the importance of tackling one thing at a time to build momentum.

00:35:24 – Understanding Priorities
Blythe shares the analogy of a leaky hose to highlight the importance of understanding priorities. She emphasizes the need to intentionally prioritize tasks and work on the most important things first to avoid feeling overwhelmed.

00:37:15 – Vulnerability and Asking for Help
Blythe discusses the importance of being vulnerable as a leader and asking for help when needed. She emphasizes the value of leaning on the support system and involving experts in areas of weakness.

00:39:04 – Freestyle Rap
The conversation takes a light-hearted turn as Phil asks Blythe to share three topics for a freestyle rap. The episode ends with a fun rap and a call to action to support local businesses.

Tagged With: Blythe Hammons, Community Impact, North GA Business, Sisu of Georgia, Special Needs Childcare, special needs children

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