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Search Results for: kids care

LIVE from WORKBENCHcon 2022: Anika of Anika’s DIY Life

March 22, 2022 by John Ray

Anika's DIY Life
North Fulton Studio
LIVE from WORKBENCHcon 2022: Anika of Anika's DIY Life
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Anika's DIY Life

LIVE from WORKBENCHcon 2022: Anika of Anika’s DIY Life (Organization Conversation, Episode 8)

Anika had no experience when she picked up a power tool eight years ago to make her daughter some furniture. Anika, owner of Anika’s DIY Life sat down with Richard Grove at WORKBENCHcon 2022 to introduce herself, share how she got into the DIY community,  and more. Organization Conversation is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Anika, Anika’s DIY Life

Anika, Anika’s DIY Life

Anika grew up in India. Growing up, she was always crafty – the handmade card, macrame, embroidery, and a little crafts kind of person. She had ZERO exposure to power tools or DIY – it wasn’t really a thing in India.

Anika came to the United States 18 years ago for grad school. She earned her Ph.D. in Electrical Engineering, got married, and got a job.

Eight years ago, on a quest for some cute furniture for her daughter, Anika stumbled onto the world of DIY blogs! She realized she could do this! She picked up a power drill for the very first time and built her first project.

Connect with Anika: Website | Instagram | Facebook | YouTube

 

 

About Organization Conversation

Organization Conversation features interviews with movers and shakers in storage and organization, from professional organizers to the creative and talented Brand Ambassadors who use Wall Control products every day. You’ll hear tips, tricks and how-tos for storage and organization, as well as receive first access to Wall Control promotions. We talk with our suppliers and partners to give you a look behind the scenes at how we operate, what makes our family-owned and operated brand tick, and some of the fun and interesting insights that go into making our business run. We love our guests, as they are engaging and entertaining with interesting experiences to share. By focusing on those guests and the amazing stories they tell, we hope you will be enriched and find your time listening to the Organization Conversation podcast as time well spent.

Organization Conversation is hosted by Richard Grove, and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, and others.

About Richard Grove

Richard Grove, Host, Organization Conversation

Richard Grove‘s background is in engineering but what he enjoys most is brand building through relationships and creative marketing. Richard began his career with the Department of Defense as an engineer on the C-5 Galaxy Engineering Team based out of Warner Robins. While Richard found this experience both rewarding and fulfilling, he always knew deep down that he wanted to return to the small family business that originally triggered his interest in engineering.

Richard came to work for the family business, Dekalb Tool & Die, in 2008 as a Mechanical Engineer. At the time Wall Control was little more than a small ‘side hustle’ for Dekalb Tool & Die to try to produce some incremental income. There were no “Wall Control” employees, just a small warehouse with a single tool and die maker that would double as an “order fulfillment associate” on the occasion that the original WallControl.com website, which Richard’s grandmother built, pulled in an order.

In 2008, it became apparent that for the family business to survive they were going to have to produce their own branded product at scale to ensure jobs remained in-house and for the business to continue to move forward. Richard then turned his attention from tool and die to Wall Control to attempt this necessary pivot and his story with Wall Control began. Since that time, Richard has led Wall Control to significant growth while navigating two recessions.

Connect with Richard:

Instagram | Twitter | LinkedIn

About Wall Control

The Wall Control story began in 1968 in a small tool & die shop just outside Atlanta, Georgia. The first of three generations began their work in building a family-based US manufacturer with little more than hard work and the American Dream.

Over the past 50+ years, this family business has continued to grow and expand from what was once a small tool & die shop into an award-winning US manufacturer of products ranging from automobile components to satellite panels and now, the best wall-mounted tool storage system available today, Wall Control.

The Wall Control brand launched in 2003 and is a family-owned and operated business that not only produces a high-quality American Made product but sees the entire design, production, and distribution process happen under their own roof in Tucker, Georgia. Under that same roof, three generations of American Manufacturing are still hard at work creating the best tool storage products available today.

Connect with Wall Control:

Company website | Facebook | Instagram

Tagged With: Anika's DIY Life, crafts, DIY, furniture, home improvement, makers, Organization Conversation, power tools, Richard Grove, Wall Control, woodworking, WORKBENCHcon 2022

Spark Stories Episode 11

March 21, 2022 by Jacob Lapera

Spark-Stories-2022
Spark Stories
Spark Stories Episode 11
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Spark-Stories-KM2SparkStoriesKMKristen Madison, leader of the award-winning FASTSIGNS of Sandy Springs, a family, minority, and woman-owned sign and graphics enterprise.

Kristen is also the Founder of The Madison Coaching Collaborative, a boutique coaching firm dedicated to coaching fantastic clients who leap from Corporate 9to5 roles into small business ownership, new business owners, and seasoned business owners seeking a business and life reset.

As a coach, she helps business owners discover what feeds their soul, honors their purpose, and enables them to feel accomplished and exhilarated.

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:02] Welcome to Spark Stories, where entrepreneurs and experts share their brand story and how they found their spark, the spark that started it all.

Dr. Clarissa J. Sparks: [00:00:13] Good morning. Welcome to live Atlanta Business Radio with Spark Stories. I am your host Clarissa Jae Sparks. I am the founder of Sparks and company known as She Sparks, a brand strategy design consultancy at the core. I am a personal brand strategist, trainer, mentor and investor for women entrepreneurs. I’m so excited to be here today to kick off the season too, with our new series Own It. It is a series where we dove into the everyday operations of inspiring small business owners in our local community. You can listen live on Saturdays at 10 a.m. or play the rebroadcast at Business RadioX. Com. Not only are we kicking off the season with on it, we are celebrating Women’s History Month. Entrepreneurship is one of the best ways for women to create sustainability and create a strong economic future. And if history has taught us anything it says with proper support, women can help other women jump over hurdles and face and shine. Listen, let’s start this month off with a reminder to support women entrepreneurs, whether it’s with a message, sharing this page on social media, making a purchase, a partnership, investing it doesn’t even matter. Just support women. Today I’m supporting one amazing woman entrepreneur. Her name here in the studio today. Her name is Kristen Madison. Kristen Madison is a small business owner and business coach. She is a leader of the award winning fast signs here in Sandy Springs. It’s family owned, minority and women on sign and graphics enterprise. Kristen is also the founder of the Madison Coaching Collaborative, a boutique coaching agency dedicated to coaching fantastic clients who leap from corporate 9 to 5 roles into small business ownership, where there’s new business owners, seasoned business owners. Kristen has helped pave the way. Kristen, welcome.

Kristen Madison: [00:02:18] Thank you. Clarissa, happy to be here.

Dr. Clarissa J. Sparks: [00:02:20] Oh, I’m so excited for you today. Kristen, I just want to say again, thank you for being such a pillar in our community and I’m excited to have a conversation with you today. I really only have three questions.

Kristen Madison: [00:02:33] Okay, let’s.

Dr. Clarissa J. Sparks: [00:02:33] Go. We want to know who you are, what you do, and why it matters. So tell us a little bit about yourself.

Kristen Madison: [00:02:40] So Kristen Madison, small business owners, small business coach I am what I affectionately call a corporate dropout. My background is in law practice and corporate HR practice. I started out as a government auditor.

Dr. Clarissa J. Sparks: [00:02:57] Oh, wow. Those terms scare us. Audit.

Kristen Madison: [00:03:01] Oh, right, right. Well, I was the auditor and then the law firm snapped me up to actually defend the audits. So there was a I guess I redeemed myself at some point. But I you know, I have been in the in the workforce for 20 plus years and jumped from role to role and did very well in each of the roles, had great mentors and advisors, friends along the way, and decided that at one one day decided, I’m not sure that this is what I want to do, that this is what I was destined to do. So it took me a couple of years to really figure out that I didn’t believe that corporate, you know, had my best interest at heart and that it was me that was going to have my best interests at heart. And so I really started researching the idea of small business ownership along with my brother.

Dr. Clarissa J. Sparks: [00:03:50] Along with your brother. The last great I know a lot of entrepreneurs do have that conflict in the beginning. Do I leave my job or do I step out into my destiny to fulfill my vision? So again, as you’re going through this self-discovery process, what made you finally take that leap?

Kristen Madison: [00:04:08] That’s a great question. So my brother and I for years had thought about working together in a small business, and we knew we had some good funding behind us. But I think what really pushed us over the edge is at some point this was in, you know, after 2010, corporate started downsizing and laying off people, mentor started retiring, friends, you know, jumped to other companies. And when you’re with a company for so long, you know, almost ten years, people leave. And so it was a different environment. It was it wasn’t so much fun anymore. So that kind of pushed me over the edge. I decided, you know, it’s time to go.

Dr. Clarissa J. Sparks: [00:04:47] I understood. Now, in your statement you made that interesting point. You said that you had funding.

Kristen Madison: [00:04:52] Yes. So capital of the capital. So what that means is I had saved a good amount of money. Personally. And then also, you know, I’m thankful enough to have a mom and dad who really wanted to see their kids shine. And I think you said shine earlier in in the intro. That’s my word of the year. So they really want us to do well and kind of carry on their legacy and do better than they did. So, you know, my dad chipped in a couple of bucks. I’m sure he will, listening to this say it was more than a couple of bucks.

Dr. Clarissa J. Sparks: [00:05:24] Thanks, Dad. Thanks, dad. Right.

Kristen Madison: [00:05:27] So that’s that’s what I meant.

Dr. Clarissa J. Sparks: [00:05:28] Okay. Understood. Now, what recommendations would you give for coming up with an exit strategy before you actually take the leap?

Kristen Madison: [00:05:36] That’s a great question. So as timing would have it, I have developed what’s called a corporate drop out 30 day checklist challenge. And the the checklist contains 30 steps that you can take if you if you know you want to leave and start your own business, but you have nowhere to start. Here are 30 actions that you can take to get you on that path. So it’s anything from researching how SBA grants work, how SBA loans work, talking to a friend who might be a small business owner about what their day in and day out life is like. Talking with your financial advisor about how you can start to save, you know, to inject your own cash into your business because you will have to do that. And just 30, you know, common sense, but not too heavy steps that you can take to move in.

Dr. Clarissa J. Sparks: [00:06:25] All right. Yeah, I think that’s very important to recognize that you do need an exit strategy before you take the leap, because entrepreneurship, there are so many highs and there are also a lot of lows. And I like you to be prepared in order for when those lows do come, that you can support yourself again. It’s about building a building a sustainable business. And so having that the resources in place and the actions in place is very important. In the foundational start of your business, how long have you been operating?

Kristen Madison: [00:06:56] Fast since we started in March of 2014. So we’re just about eight years.

Dr. Clarissa J. Sparks: [00:07:02] Oh, wow. So you are definitely in you’re on the journey.

Kristen Madison: [00:07:06] On the journey in it. Got the battle scars. Yes.

Dr. Clarissa J. Sparks: [00:07:09] Okay. Now, from my understanding, Fast Signs is a franchise correct organization. And so that gives you a little bit more structure and support than a startup. What was what was your decision on going the franchise route versus starting from scratch?

Kristen Madison: [00:07:27] Right. So one of the one of the steps on the challenge that I just mentioned is research what kind of business you’re interested in, you know, from the ground or franchise. That was a conscious decision we made. We attended tons of franchise trade shows and we looked at existing mom and pop businesses, but when it came down to it, we wanted the stability and support of a franchise. We didn’t want to start from square one. We wanted to start with a leg up with a franchise that had great training and support, notoriety. And then, you know, Sandy Springs came about because we wanted a business that was located in a thriving city, that was existing, that wasn’t a trendy business and was already making money. So we bought an existing business very good.

Dr. Clarissa J. Sparks: [00:08:15] And I think to having brand recognition in early on does help establish your your reputation, your perception within the community. So I think franchise is a great opportunity to explore. Yeah, oftentimes we like to, you know, a small business owner, we’d like to create things from the beginning, from our passion. But there are existing business models that are out there. Again, Kristen made a very great point. Do your research, do your research.

Kristen Madison: [00:08:43] And I will say the franchise was a great reason why we were able to keep our doors open during the pandemic. They really just were there for us.

Dr. Clarissa J. Sparks: [00:08:54] 24 seven Could you dove a little bit deeper into your experiences during, I guess, the life pre pandemic, during pandemic and now that we’re slowly coming out, what has been the trend?

Kristen Madison: [00:09:08] So right before the pandemic, we were having our best sales months and years possible. We you know, the sky was the limit. The curve was straight up for us. Once the pandemic hit, we definitely took a haircut in our sales, but we relied on our long term trusted customers to keep us through. They they stuck with us because they needed us. You know, the Fast Signs model obviously is based on a lot of entities who need signs. And the city of Sandy Springs is one of our largest customers and they needed to let their citizens know what was over and what was closed, you know. And so a lot of that involves signage, right? So a lot of communication to the public kept us of the need. I would say to communicate to the public is what kept customers ordering from us for safety reasons. Really.

Dr. Clarissa J. Sparks: [00:10:01] Oh, absolutely. That makes a lot of sense. So you weren’t working from home? You were working in the office?

Kristen Madison: [00:10:06] Yeah, we we were essential workers. I mean, the beauty of fast lines is that we have a great CEO who is very involved in lobbying on Capitol Hill. And so she lobbied hard for fast signs and the sign industry to be deemed an essential business. So we stayed open. I will say the first several weeks, you know, we would leave and go home at two. Normally we’re open 9 to 530, 9 to 5, but we would take calls in the afternoons from home. So we never stopped working. We worked a little less, but we were we were still open.

Dr. Clarissa J. Sparks: [00:10:35] Oh, well, thank you for your service. Keeping us safe with signage.

Kristen Madison: [00:10:39] Thank you. You welcome.

Dr. Clarissa J. Sparks: [00:10:43] That’s very good. Kristen, again, just like I said, you’ve been in business now about eight years. You took the franchise route and you’re encouraging those who want to leap out on faith to have an exit strategy, a 30 day plan. So once they’ve made the leap, they’ve gone through your checklist. They found the business that they want. What advice would you give to them?

Kristen Madison: [00:11:06] So what I would say is, number one, the advice is trust yourself, but understand that things around you will change. Seek out your peers. You’re now a business owner. You’re now a small business owner. You’re no longer a corporate employee. So your friends will change. Your colleagues will change. Seek out those people who are going through the same things that you’re experiencing. And that’s what brought me to be so engaged with the Sandy Springs Chamber, because at some point, you know, in the beginning I wasn’t necessarily seeking out a new peer group, but I also found that the people you know around me in the business that we owned, we weren’t speaking the same language. I was the owner. They were not the owner. I needed to find people who are speaking my language. And so that’s when I joined the chamber and started networking and interacting with other small business owners.

Dr. Clarissa J. Sparks: [00:11:54] Yeah, I think that’s important about building relationships, particularly in your local community, so that you can identify other individuals or organizations who can speak your language. I think that is very important in the early stages of business building, relationship building. So who else is in your network of business networking or have you created your own board of advisors?

Kristen Madison: [00:12:21] That’s a that’s a great question. So I will say early on. The Sandy Springs perimeter, the Sandy Spring perimeter chamber has a program called the Executive Roundtable. And so in the beginning that was a monthly meeting that I attended and they were my board of advisors. I’ve since moved on from the organization, but I would say my regular board of advisors are my financial advisor. My dad, my mom is kind of the Christine whisperer for the emotional part of it, but also other regular business owners who I see day in and day out. And after a while, I realized that, okay, yes, I need a actually, let me just say this. I also network with an organization called the Women’s Success Network based out of Roswell. It’s a close networking networking group with several seats of different businesses. And yes, I’m in the group for leads, but that group really provides the emotional support that I need as a small business owner and a female small business owner. So I would, you know, and then I have my, you know, regular friends and that kind of thing. But the closest people today are really related to business day to day.

Dr. Clarissa J. Sparks: [00:13:37] I think that’s very important. Now, you mentioned a couple of times emotional support. Let’s talk about the emotional component of being an entrepreneur.

Kristen Madison: [00:13:47] Oh, yes. The highs and lows, the rollercoaster. So I think primarily, you know, having a grasp on your emotions and really. Being able to understand what you’re going through as a business owner is a big deal. I go back to the notion that if you’re a business owner and you have friends who are not or you interacting regularly with people who are not, they really have no sense of what you’re going through. They really can’t understand that the material that you may need to complete a project that’s due tomorrow is, you know, isn’t coming in. The vendor doesn’t have it in stock or the customer is just so upset with you and wants a refund and it’s threatening to give you a bad review. Or your cash flow is not great right now. You know, the checks aren’t coming in as fast as you want. That creates so much emotional, emotional stress on business owners. And it’s I think at some point, probably two or probably two or three years in, I realized I needed to learn how to manage my emotions and care for myself while all this was going on. Because these are things that happen in business every day that is not going away.

Dr. Clarissa J. Sparks: [00:14:58] Right. So self-care is important. So is yeah. So it’s great that you do have a strong support system to support you. You called it a roller coaster. I like to call it a merry go round and the merry go round. Sometimes you have to eventually jump off so that you can find your place. And I think that’s very important to, again, put systems in place so that you can jump when you need to to take a step back, because it can be overwhelming consuming and you have to find that infamous work life balance.

Kristen Madison: [00:15:33] Yeah, I hate to sound cliche, but I did discover meditation early on in our ownership Reiki, you know, energy healing, that kind of thing. Beads, whatever.

Dr. Clarissa J. Sparks: [00:15:45] Works, say whatever sins, sin, assign. Right, right, right. Well, you know, like I said, I think, you know, whatever your choice of. Stepping back to reflect. I use journaling as a way of self-care and then, like I said, still trying to find that balance with family, friends and having an outlet. And so self-care again, is very important. So I’m glad that we were able to touch on the emotional components of entrepreneurship because excuse the way to say it ain’t easy.

Kristen Madison: [00:16:22] It is not in the least.

Dr. Clarissa J. Sparks: [00:16:24] It ain’t easy and it’s not for the faint of heart. So like I said, you will have those the highs and the lows and. But as women, we are fearless, we’re confident and we make it happen. And so we just again, on our journeys, whether it doesn’t matter what state you’re in, if you’re in the beginning stages, your mid business owner, seasoned business owner, you still have to have those systems in place for that strong the strong network and support.

Kristen Madison: [00:16:54] That’s right.

Dr. Clarissa J. Sparks: [00:16:56] So Kristen, what differentiates your business or. Yeah. From any other fast sign company?

Kristen Madison: [00:17:04] Thank you for that. So yes, fast science does have multiple franchise locations worldwide. There are ten plus here in the metro Atlanta area. But what I think distinguishes fast signs of Sandy Springs from from anybody else is that it has myself and my brother. We are a brother sister team. We are. Any day you come in the shop, you’ll see us there. We are involved in the community. We love the Sandy Springs community and we’re able to work with each other eight years in. I think that’s that’s pretty.

Dr. Clarissa J. Sparks: [00:17:36] That’s longer than eight years. It’s a lifetime.

Kristen Madison: [00:17:38] It is. It is. If you walk into any fast line, you’ll you’ll get a different response. But, you know, there there is not a a brother sister team in Atlanta. And, you know, we’re thriving in a community that really took us in. There was there was a previous owner, excuse me, who owned the business for years. And so we had to really turn that tide around and let the community know that, you know, yes, there are new owners, but we’re here also to partner and serve. So there’s only one. Kristen Madison There’s only one J.R. Madison. And you only get that at first. Signs of Sandy Springs.

Dr. Clarissa J. Sparks: [00:18:17] Very good. So what challenges did you and J.R. face or are facing? Well, when we first.

Kristen Madison: [00:18:29] Started. It was really about people coming in and asking for the former owner, the previous owner, and us having to say, you know, he’s no longer owner of the business, it’s us. How can we help you? And so we were challenged also to, you know, to let it be known that we were the new owners, but also we had some challenges with retaining existing customers. You know, there were some big corporate customers that he had that stuck with us, but we had to work to keep them there. There were no guarantees. So I would say those were the early challenges. What are the current challenges are? Not working so much in the business. The you know, we.

Dr. Clarissa J. Sparks: [00:19:10] We.

Kristen Madison: [00:19:12] Went down a person during the pandemic. And so it was my brother and I working heavily, heavily and still to this day in the business. So the challenge is trying to extract ourselves right now from that so that we can work more on growing the business.

Dr. Clarissa J. Sparks: [00:19:26] Do you have employ other employees?

Kristen Madison: [00:19:28] Yes, I have a full time graphic designer, full time production and installation person as well.

Dr. Clarissa J. Sparks: [00:19:36] So good. So facing those challenges. So what have been, I guess, that out of the challenges you’ve overcome? So what has been that learning lesson that you would like to share? Who?

Kristen Madison: [00:19:53] It’s a lesson I think that I would like to share is. Just to stay in your lane, focus on you, don’t necessarily worry about the competition because if you’re worrying about somebody else, you’re taking your eye off of your own business. You know, with there being so many fast signs in the area, I could be easily consumed by what everybody else is doing, what you know, what downtown is doing, what Norcross is doing, that kind of thing. But there’s enough work for everybody. If you work hard enough, the work is there for everybody.

Dr. Clarissa J. Sparks: [00:20:26] Yeah, I kind of subscribe to that as well. There is enough out here for everyone. If you differentiate yourself in the market and you position yourself. You will win. Yeah, you will thrive. And again, you keep your eye on your vision, on your goal, and be always mission focused.

Kristen Madison: [00:20:49] Yeah, I kind of liken it to dating the dating scene. Ooh.

Dr. Clarissa J. Sparks: [00:20:55] Do compare.

Kristen Madison: [00:20:56] All right. So. So there’s a lot of competition here in Atlanta. Yes. And at some point when I moved here in 2004, I quickly realized that, you know, Kristin, whoever is meant for you will find you just keep your head down and keep doing what you’re doing. And he will come and he eventually did. But, you know, it’s like the dating scene. I mean, a customer has a choice to go anywhere else for the product that they want. But you just have to have faith in yourself and believe in yourself. Yes, you need to do the business things that will set you up, set you apart. But at the end of the day, I’m a big believer in faith.

Dr. Clarissa J. Sparks: [00:21:29] Yeah, right. Faith, definitely. I think that is one of the key components that we should embrace as business owners, because it is. Again that high, the lows, the roller coaster, the merry go round, whatever you want to compare it to. You still have to believe in what you were told or what you see. And I think that is so important to. Never forget your why. Why am I doing this? Why? What gets me out of the bed every single morning to work these 14, 16 hour days and wearing the many hats of an entrepreneur is, again, especially in the early stages where you are the visionary, you’re the graphic artist, you’re the social media specialist. You are so many things to so many different people. So that does require faith.

Kristen Madison: [00:22:28] Yeah. And you’re also the janitor.

Dr. Clarissa J. Sparks: [00:22:30] Oh, you’re the janitor. You can’t forget about that, too. You do get your hands dirty. Yeah.

Kristen Madison: [00:22:34] There’s a humbleness that you have to have as well. Yes. I’m writing a blog for some of my readers that says I think the title is No One Cares About Your Degrees at some point. You know, I’m a lawyer. I’m a you know, I have a bachelor’s degree or whatever. But at the end of the day, that sometimes doesn’t matter to customers. They want what they want. And you have to be you have to be humble. All right.

Dr. Clarissa J. Sparks: [00:22:56] Now, you bring up an interesting point about education. A lot of entrepreneurs, if they kind of get that, what we like to call the imposter syndrome or they feel like they’re always lacking a skill or set, I am a lifelong learner. I think education is important to get the skills that you need in order to continue to grow. What advice would you give to an entrepreneur who wants to? I guess maybe halt or slow down the pace of the entrepreneurial journey to pursue education.

Kristen Madison: [00:23:37] So imposter syndrome is one of those things that comes up for a lot of business owners. I think it comes up when you’re doing good, when you’re stretching yourself, when you’re beyond where you thought you might be. You’re over your skis, but you’re still doing the thing. I would say. That impostor syndrome is one of those things that never goes away. It’s just, you know, it’s always on your shoulder whispering that you can’t or that you’re not good enough. But I will also say that imposter syndrome may also bring up a need for you to rethink maybe the things that you’re doing. As far as do I really need to be doing this, or do I have enough funding to bring on somebody who can do this for me, who can do it better than me? So there’s the kind of the subbing out of certain aspects of your business to a contract or something like that. But I would say that there’s always room for education. I am a lifelong learner as well. And I think in what was it, year six or so I, I decided to go to school for coaching and I believed in myself as a business owner that, you know, fast signs was stable at that point. So I said to myself, as a seasoned business owner, what’s next for me? And and some additional education for me was not a bad thing and it brought me into coaching. So I would say if there’s a, you know, little voice in the back of your head saying, hey, if you want to pursue this, go do it, then go do it. But just put your set yourself up smartly in your business to be able to step away, have the right people and processes in place so that you can step away.

Dr. Clarissa J. Sparks: [00:25:13] That goes you know, you set the word again, processes and systems in place. I think that is essential to sustainability so that you can step away and go from that owner operator to actually just, I guess the overseer. You can wear that badge of honor of CEO and direct from afar because you have the systems and the process is in place for you to go out. Because if you’re like me and most other entrepreneurs and small business owners, you’re multi passionate, right? And there’s so many things that you want to do all at the same time. So you have to find that balance in order to. I say you can have it all, just not all at the same time.

Kristen Madison: [00:26:02] I love that. I think you’re absolutely right. And for those of us who are overachievers, we want it all at once. But I think you have to know that you can’t have it all just in in seasons, if you will, in seasons.

Dr. Clarissa J. Sparks: [00:26:12] So now, you know, you’re you’re operating fast signs. You realize that you still had a passion to serve until you decided to do coaching.

Kristen Madison: [00:26:24] Yes.

Dr. Clarissa J. Sparks: [00:26:24] Tell us about coaching.

Kristen Madison: [00:26:26] So I had a coach I hired my own coach when I was still in corporate, probably around 2011, because I wasn’t at a high enough level, quote unquote, to be given a coach by the company. But I had a new challenge in front of me. I was I had been selected for a new job. And, you know, the word was given to me that you need to, you know, knock this job out of the park or.

Dr. Clarissa J. Sparks: [00:26:49] Else or else.

Kristen Madison: [00:26:50] So I hired my own coach and I said, you know, David, I’m not going to I’m not going to fail. Right. I will not fail. So I hired a coach and so the coach stuck with me. I, I, I knocked it out of the park, I continued in the job. And then when I left corporate, my coach followed me into small business. So he was with me, you know, coaching me through what is this thing, what is this new lifestyle? And, you know, eventually. Down the path. He said to me, You know, I got to the point where I started thinking, okay, what’s my next move? And I had thought about coaching. And he said to me, I think you’d be an excellent coach. And this is a coach who has been coaching for 20, 25 years. And to hear him say those words was all the permission that I needed. And that’s essentially what a coach does, right? You have the ability to affect whatever change you want in your life. A coach is there to sit alongside you and make it happen. So he gave me that permission.

Dr. Clarissa J. Sparks: [00:27:44] Yeah. And that permission is good. And that’s again, going back to the words we’ve echoed several times today and that support. Exactly. Every business owner needs a strong support system. Even if you have to go out and hire them. You can’t always rely on your family and your friends to understand your thought process. I think we entrepreneurs, we’re wired differently. And so I think that having that guided support to give you permission and most importantly give yourself permission to pursue whatever your passion is. So it sounds like coaching is a part of your why.

Kristen Madison: [00:28:23] It is. It is. You know, I look back at my transition from corporate to small business. And he he gave me that helping hand. He extended the hand to me of understanding, of support, of compassion for what I was experiencing and vision. He gave me vision. He made me shift, you know, not made me but he allowed me to shift my mindset into this new this new realm that I was entering.

Dr. Clarissa J. Sparks: [00:28:55] Well, welcome to the wonderful world of coaching.

Kristen Madison: [00:28:58] Thank you.

Dr. Clarissa J. Sparks: [00:29:00] That’s really good, Christine. You’ve definitely given us a lot of food for thought today. A part of being that lifelong learner and. What books or podcasts or resources would you recommend for us to read so that we can continue to grow?

Kristen Madison: [00:29:21] So my favorite book, business book, I will say that I that I read a couple of years ago that just totally took the blinders off for me was the one thing.

Dr. Clarissa J. Sparks: [00:29:31] The one.

Kristen Madison: [00:29:32] Thing what’s the one thing you can do right now that will make everything else unnecessary or easier? And once I saw that, I looked at my list of, you know, 25 daily things to do.

Dr. Clarissa J. Sparks: [00:29:42] Oh, the entrepreneurial checklist. Right.

Kristen Madison: [00:29:45] And I just realized. All right, so now I employ the concept, what’s the one thing I can do right now that will make all of this easier or unnecessary? So that is that’s a big book. But I will also say that I’m, you know, I, I read I read a lot of books, but I also listen to a lot of podcasts. I will listen to Amy Porterfield podcast. She’s big in email list, building and entrepreneurship and online courses. Gosh, there’s so many. I honestly will say I’ll read a lot of fiction books to kind of turn the entrepreneurial mind off. But the one thing I’ll just give it to the one thing, okay.

Dr. Clarissa J. Sparks: [00:30:23] The one thing. And who’s the, you know, the author.

Kristen Madison: [00:30:27] I know you’re going to ask me that, but I think that one or more of the authors is the founder of Keller Williams Realty.

Dr. Clarissa J. Sparks: [00:30:36] Okay.

Kristen Madison: [00:30:37] I have a friend of mine who is a realtor, and she actually we actually had a great conversation about the book, and they use that pretty heavily with their agents. So I’m sorry, the name. Name is escaping me.

Dr. Clarissa J. Sparks: [00:30:54] Gary Keller.

Kristen Madison: [00:30:55] Gary Keller.

Dr. Clarissa J. Sparks: [00:30:56] Yeah. And Jay.

Kristen Madison: [00:30:57] Patterson. Yes.

Dr. Clarissa J. Sparks: [00:30:59] All right.

Kristen Madison: [00:30:59] Yes.

Dr. Clarissa J. Sparks: [00:31:00] So that’s the one recommended book, The One Thing by Gary Keller. So I’ll definitely have to check that out because again, I’m always looking for inspiration and a little guidance. So that’s really good. And then, you know, like you said, there are so many podcasts out there can give you the inspiration or increase your skill set and your knowledge. So I definitely encourage people to tap in again with great books and podcast. Let’s see here, what can we do as a community to better support you?

Kristen Madison: [00:31:36] Wow. That’s really that’s really a great question. Thank you so much for asking that. So I would say the way you can help us is really to think about what needs you have as far as the signage, as far as the signage needs. So if you have an event coming up, whether it’s personal or professional, if you have friends who are in the construction business, the property management business, those are heavy core industries that we serve commercial real estate. If you think about any public place, you cannot navigate it without a sign.

Dr. Clarissa J. Sparks: [00:32:13] All right.

Kristen Madison: [00:32:14] So the property managers, the operations managers, the administrative assistant who make all the signage happen in the facilities that you either work in or visit on a daily basis, or those event planners, those are ideal customers.

Dr. Clarissa J. Sparks: [00:32:30] That’s very good. So, you know, in this conversation, you’ve told us who you are, what you do, and why it matters. Can you give one piece of advice to someone who may not be as far as long on their journey and may not have the same resources that you started out with?

Kristen Madison: [00:32:51] The one piece of advice I’ll give and it’s pretty simple, but it means a lot is to keep going. When you see that obstacle, find a.

Dr. Clarissa J. Sparks: [00:33:01] Way or.

Kristen Madison: [00:33:02] Ask somebody for help to get around it. There is a way around it. A lot of a lot of people in myself included, sometimes are afraid to ask for help or hesitant because it’ll make us look a certain way or people, you know, we think people might perceive us in a different way. But it’s important to ask for help, but just keep going. The only way, you know, people will get through a marathon is to keep going one step at a time. One foot over the other. Keep going. That’s what I say.

Dr. Clarissa J. Sparks: [00:33:29] Keep going. And as you were saying, keep going. I don’t know why Dory came to my head from Finding Nemo. Yeah, just keep swimming.

Kristen Madison: [00:33:38] You swimming?

Dr. Clarissa J. Sparks: [00:33:38] Just got to keep swimming and you’ll get there.

Kristen Madison: [00:33:41] You will get there. And you mentioned the name. The name Dory. Dory Tuggle was one of my biggest mentors when I worked at when I worked in corporate. And those people who want to see when are out there, you may not recognize them on a daily basis, but they’ve been there all along wanting to see you win. So mentors are are great advice givers.

Dr. Clarissa J. Sparks: [00:34:03] Yeah. Again, that’s about building your own support system through mentorship, through education, through, you know, just again, creating those needs and those boundaries that are going to keep you on the journey.

Kristen Madison: [00:34:18] Yeah. And going back to what you said earlier about corporate and how to, you know, what to do as far as research for landing in your small business, it is just important to get you to move into your small business. But how you leave your corporate job also is important. So there are mentors that you work with now who can help you make that exit, who can give you advice on, Oh, maybe you shouldn’t leave now. Finish that big project first. Right? It’ll help your resume look even better when you leave. So the exit. The exit of your corporate job tactfully is important.

Dr. Clarissa J. Sparks: [00:34:52] Thank you. That is a great reminder, again, for those who are, you know, either. Thinking of wanting to leave their corporate and to jump or leap into entrepreneurship again, establishing and maintaining the relationships that you’ve built in the corporate world, because they do follow you over into the world of entrepreneurship.

Kristen Madison: [00:35:16] They do. I have called on several mentors since I’ve left. They’ve helped me execute projects. They’ve given me business leads. And so mentorship, I believe, is lifelong. And you’ve got to you’ve got to get the right ones and pick the right one to, you know, who drive with you, so to speak. But you can’t do it alone.

Dr. Clarissa J. Sparks: [00:35:34] You can’t do it alone. For those who are listening, how would you. What advice would you give them to selecting a good mentor?

Kristen Madison: [00:35:43] So if you’re if you’re sitting in your corporate job right now, a possible mentor for you, is that that peer or that leader above you or maybe even a different department that you’ve always admired and respected from afar because of how they move and how they operate. And and that person also may be the person that gives you that advice that you need that you may have forgotten. But if you look back, they’ve given you advice all along. They want to see you win, too. So if you sit and just become quiet about who those people are in your business, that’s your mentor. And and, you know, that’s the person that you might want to approach. Now, I will say that when you do approach them and when they say, yes, it is your responsibility to to maintain the relationship. My mentors don’t call me, I call them. And so you’ve got to be prepared to maintain it.

Dr. Clarissa J. Sparks: [00:36:32] Very good. Very good. Lastly, Kristen, how can we continue to follow you on your journey? Where are you in the World Wide Web?

Kristen Madison: [00:36:43] Thank you. So my website is Madison coaching collaborative dot com and you can find me on Facebook and Instagram at Madison Coach Collab.

Dr. Clarissa J. Sparks: [00:36:54] Very good. So thank you for sharing who you are, what you do, and why your brand matters. Listeners, please remember to support women entrepreneurs. We just really want to give our hats off today for Kristen for sharing her experience. So go out to social media, tag a woman, small business owner, and express your support on her social media platform. Again, I want everyone to create a great day. Thank you for listening to Own It, one of our new series on Spark Stories here at Atlanta Business Radio. Have a great Saturday.

Intro: [00:37:30] Thank you for listening to Spark Stories. If you’re looking for more help in gaining focus, come check out our website where you can find episode show notes, browse our archives and access free resources like worksheets, trainings, events and more. It’s all at WW sparks. Com.

 

About Your Host

sparkstories2022

Dr. Clarissa J. Sparks is a personal brand strategist, trainer, mentor, and investor for women entrepreneurs. She is the founder of She Sparks, a brand strategy design consultancy.

Using her ten-plus years of branding & marketing experience, Dr. Sparks has supported over 4,000 women entrepreneurs in gaining clarity on who they are, what they do, and how they can brand, market, and grow their businesses. Using her Brand Thinking™ Blueprint & Action Plan she gives entrepreneurs the resources and support they need to become the go-to expert in their industry.

Follow Dr. Clarissa Sparks on LinkedIn, Twitter, Instagram and Facebook.

Tagged With: Kristen Madison, The Madison Coaching Collaborative

Valyn Lyons With The Cole Realty Group and Michele Calloway With EXIT Realty Quality Solutions

March 21, 2022 by Jacob Lapera

closingthegap
Atlanta Business Radio
Valyn Lyons With The Cole Realty Group and Michele Calloway With EXIT Realty Quality Solutions
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Valyn LyonsValyn Lyons is the CEO & Broker of the Cole Realty Group, one of Atlanta’s largest Black Female Owned Brokerages. In addition to her home office, Valyn has a second office in her home state of Florida, Orlando.  With ambition and vision, Valyn relocated to Atlanta, Ga in 2002. There she obtained her Real Estate License in 2006 and excelled as a full-time Realtor.

Valyn has a vast knowledge of the Real Estate market. As an agent, Valyn was in the top 5% of Atlanta’s Top Producing Agents. In addition to her personal Real Estate Investment portfolio, Valyn has sold New Construction, Resale Homes, and partnered in other real estate investments within the Greater Atlanta Area.

From her years of experience in real estate, coupled with her passion for helping others reach their full potential, Valyn changed roles. She focused her efforts on being the best, Broker. Her mentorship programs and leadership transform 1st-year agents into multi-million dollar TOP Producers. The Cole Realty Group agents benefit from first-hand in-depth training material and programs.  Her direct approach and strict business expertise further her success in markets nationally and internationally.  The all-inclusive culture of The Cole Realty Group inspires agents. By creating a comfortable yet professional environment, agents at TCRG thrive and see success they had not imagined.

MicheleCalloway-Headshot0322Michele Calloway is the Managing Broker of EXIT Realty Quality Solutions in Metro Atlanta, Georgia with two locations in Gwinnett and Cobb Counties.  Her real estate career spans over 19 years, including teaching, consulting and housing counseling. Michele is the Program Director and was instrumental in the development of a down payment assistance program for low to moderate income home buyers in Metro Atlanta. She is a community development consultant specializing in residential home ownership. Michele is a national trainer providing training for consumers, real estate and business professionals. Michele develops user-friendly and resourceful training materials for her students. Michele provides training live and across multiple platforms.  She has specialized in Distressed Properties for over a decade. She has worked with mortgage servicers as a REO/Foreclosure specialist. Michele provides leadership with Foreclosure Prevention through her assistance with Pre-foreclosure – Short Sales and Home Sustainability Loan Modification.

Michele is also the Founder and Director of The Institute for Community Pros fondly called The INSTITUTE, a real estate training company in Metro Atlanta, Georgia. Michele is a national real estate educator and speaker to Real Estate Professionals and Consumers. She has instructed for Five Star Institute Short Sale Certification Program. She develops and teaches market niche classes that instruct real estate professionals on real world applications for working First-time Home buyers, Military Personnel, Move-up sellers, Investors, Short Sales, Distressed Properties, and Community Development. Michele offers live and on-line homeownership education classes to consumers.

Early in her illustrious real estate career, Ms. Calloway realized the importance of being actively involved in professional organizations, as they provide her with the competitive advantages of being an informed, educated industry resource and build key relationships. She has been a member of the Empire Board of Realtists, the local Atlanta chapter of the National Association of Real Estate Brokers (NAREB), since 2002.  This esteemed organization is the oldest minority trade organization in the country and is committed to advocating for democracy in housing and to creating sustainable African American homeowners. Michele has served faithfully and effectively on the national and local level, as current Vice Chairman for NAREB National, immediate Past President of United Developers Council, a NAREB affiliate and the Empire Board of Realtist immediate past Chairman.

Michele is committed to Community Revitalization, Affordable Housing, Home Ownership and Democracy in Housing. Michele is an advent participant in multi-cultural programs and events locally and nationally. She focuses on offering outreach and homeownership services to the most culturally diverse communities Metro Atlanta, Georgia.  Michele is on Education Committees of a wide range of professional affiliations and associations.

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:04] Broadcasting live from the Business RadioX studios in Atlanta, Georgia. It’s time for Atlanta Business Radio brought to you by on pay Atlanta’s new standard in payroll. Now here’s your host.

Stone Payton: [00:00:24] Welcome to Atlanta Business Radio Stone Payton here with you this morning. And you guys are in for double the treat. Please join me in welcoming to the broadcast first. Ms. Valyn Lyons, CEO and broker of the Cole Realty Group, and Michele Calloway, managing broker of Exit Realty Quality Solutions. Good morning, ladies.

Michele Calloway: [00:00:48] Good morning. Good morning.

Stone Payton: [00:00:50] Well, it is a delight to have you join us on the show this morning, Val. And I’ll ask you first, just kind of an overview mission purpose. Tell us a little bit about what you and your organization are out there trying to trying to do for folks.

Valyn Lyons: [00:01:05] We are trying to close the gap. We are trying to bring awareness, education, knowledge, and just bring us all together in this industry and an overall understanding of what what’s needed to educate our our brokers are our agents and everyone in this industry to help them bring more homeowners to the table in the and provide more generational wealth.

Stone Payton: [00:01:35] Do you feel like you’ve made some progress in recent months or years on this gap that you’re talking about? Do you feel like you’ve got some momentum?

Valyn Lyons: [00:01:43] Absolutely. Absolutely. With Michel, Sharon and I, all of us together we have Ron included. We we’re helping our agents. We’re helping each other, our brokers. We have. We have.

Stone Payton: [00:01:57] So, Michelle, Michelle Callaway, tell us a little bit about about your work. And yeah, describe for us what what you’re hoping to accomplish.

Michele Calloway: [00:02:07] Right, right, right. So as Val said, we have come together several different brokerages and team leaders have come together so we can work collaboratively to achieve our mission of not only bringing along training new leaders in our community, in real estate, but also to be able to go out and perpetuate and grow this very, very big gap that we have in home ownership. I mean, it’s 30% disparity gap. And so we had to come together. There was no way we could do it one on one. So this is a phenomenon where you see several different companies that would typically people think being competition with one another, not being competition, because our main mission is to to narrow the black homeownership gap as well as to train up leaders that look like the folks that were trying to get homes for. So there’s a familiarity. So there’s an understanding. So we have we’re like minded in that mission and that is the goal.

Stone Payton: [00:03:09] Well, I think phenomenon is probably the right word. Right. I was a little surprised actually when I when I got some of the paperwork and was, you know, looking into doing this show with these guys. I mean, in one sense, they compete in the same space, in the same market. And you guys have not just found a way to collaborate. You’ve gone out of your way to collaborate having you.

Valyn Lyons: [00:03:35] Absolutely. It’s a $2 trillion industry. There is no reason why we we can’t help each other grow and we all sit at the table together.

Stone Payton: [00:03:44] So, Michelle, I’ll start with you, but I’m going to ask you both to kind of tap in on this. Is it say more about this gap? Because I don’t think the average layperson, you know, probably knows as much about it or certainly not the the cause and the potential solution set for this. So I’ll start with you, Michel.

Michele Calloway: [00:04:02] So I’ll talk about two facts. First, when we’re looking at the real estate professional, we know that in terms of black real estate agents, we occupy 6% of black real estate agents in the US and less than 1% of those are brokers. So you have a 94% disparity in the professional side is huge. Absolutely huge. And so when Val says that, you know, when we know how large this business is, well, there’s certainly room to increase that percentage of just the professionals. And then let me jump on the consumer side, the homeowner side, we are lower. We’re 45% home on black homeownership compared to the majority white home ownership is at over 71%. And so we have a 30% disparity in home ownership for the consumer, which is lower than back in 1968 when Fair Housing Act, the law was enacted. So the disparity of both the professional side and the home ownership for the consumer side is just unconscionable.

Stone Payton: [00:05:09] So so Val and I’m operating under the impression that this tracks very well with your with your experience as as well. Speaking of this gap, I mean, let’s talk causes. If we I mean, it’s it’s got to be more than just overt prejudice, right? There’s this more complicated than that. Yeah, right.

Valyn Lyons: [00:05:29] Yes, it is. And since Michel’s talking the numbers, I wanted to tell you what that looks like for myself coming in the industry as an agent. I literally I had a broker, but no one really was hands on and and showed me where to go. So for like a year, I think I sold one mobile home. Year two, maybe for homes.

Speaker5: [00:05:57] Mm hmm. Well.

Valyn Lyons: [00:05:58] As a broker, I had agents, but I didn’t really know what to do. So that’s what that that’s what those numbers look like when you’re in the business and you look like us. There’s no one out there helping us. And now as a homeowner, you’re buying a home. And let me tell you how amazing Sharon and Michelle Exit Realty are. So when you’re a homeowner and you get to the table and you don’t have enough funds, what do you have, Michelle? That you all.

Michele Calloway: [00:06:33] Created our gap fund, not the one on the on our title, but they.

Valyn Lyons: [00:06:37] Wrote a grant called The Gap Grant. And see, those are the things that we’re teaching brokers like ourselves to do that you’re able to write grants to help homeowners. When you get to the table and you’re short, you can have a gap grant to close that gap at the table. And so those are things that are out there that we’re able to do and teach. So homeowners come to the table and sometimes they’re short. And I’ve been an agent and had to find down payment assistance because you still want to buy a home, but sometimes you don’t have down payment. So that’s what those numbers look like, right?

Stone Payton: [00:07:17] Yeah. Yeah. Now, with all of this great work that you’re doing now, you know, just for our listeners who may trip over this thing, you know, three years from now, we’re just coming into the spring of 2022. From my perspective as a layperson, the real estate market is nuts. My my oldest is, you know, like been turned down like for eight or ten offers. And so has that impacted you guys in a in a good way, a bad way? Or is just that’s just part of the deal and you’re rocking right along.

Michele Calloway: [00:07:49] Well, let’s let’s pick up on what Alan was saying about gaps. It is even it is more exaggerated now in this market because of the fact, as you were saying, even in your family, your child has been beaten out by maybe eight deals. And so what happens is that let’s go back and tie some other things together about those numbers. So one of the challenges for many times for our homeowners in the black community is the down payment is value. And so they may be going for programs that are due, include a down payment assistance or some of those type of things. And it becomes increasingly difficult to compete in this market when you have specific type of programs that are needed to be able to buy your home because the homeowner is going with those who may have liquid cash to be able to add to the transaction and which is more difficult in our community. So when we tying all of that together, the market and our efforts with closing the gap and making sure we create more black leaders, brokers, team leaders is to show our agents how to work with the consumer in our community with the financial challenges and maybe even credit challenges that do affect their ability to compete in this very aggressive market, the seller’s market, as it were, that we have going on today. So all of those things tie together. You can’t really move that homebuyer to be competitive in our market if you don’t have the black real estate leaders learning how to help them make those changes and make those and compete, I was able to tie that together.

Stone Payton: [00:09:34] Well well, you know, it makes all the sense in the world. And again, you know, for the layperson or the person that doesn’t find themselves in that situation, I mean, this is you know, I hope it doesn’t frustrate you, but it’s new information, right? We just don’t think about that kind of thing. So this this Closing the Gap live thing, it sounds like a great topic for a for a conversation at the barbershop or over a drink. Hey, we ought to do this someday, but but getting it off the ground has to be a whole nother thing. Tell us a little bit about how you got this, how you how you got some some some energy behind this and got it launched. That must have been an interesting process.

Valyn Lyons: [00:10:15] Well, we we have we started a group of us, five of us. Ron Hutchinson is our mentor and he has a group of us that he coaches and trains. And then so that’s our initiative. That’s how our initiative started. And Sharon and show Exit Realty, Ron and I, we started that initiative with two years ago.

Michele Calloway: [00:10:38] Michel Yes. It’s going two years now.

Valyn Lyons: [00:10:40] Yes, that’s right. That’s our passion. This is that’s how it started. So Danny and I were talking about just having a network event and just bringing agents together to network and give them a little bit of this knowledge just a little bit. And then Ron is my bully. I remember the.

Valyn Lyons: [00:11:01] Bully has a bully.

Michele Calloway: [00:11:03] Yeah.

Michele Calloway: [00:11:05] The bully. Yes.

Valyn Lyons: [00:11:06] So I asked him to help me with this networking event that was supposed to be very small, a couple agents, and it took it and birthed a life of its own, out of passion from other people like myself. Danny Just everybody that was there, you, Kyra. Sherry Everybody that was on the stage and participated. Cheryl I mean, I just can’t go on and name I can’t even remember everybody that showed up, flew in and gave their time and their knowledge and their expertize. It really birthed a life of its own. I can’t tell. I stood on the stage, I looked around and I burst into tears because that’s what happened. When everyone heard what we were doing and what we were trying to share. They saw the need as well. It was aligned vision and they knew it. But yes, we started two years ago. The initiative was two years ago, but this was literally a networking event and all of our sponsors are all of our supporters saw it as well. It was much needed and it was it’s a movement.

Stone Payton: [00:12:18] Well, it certainly sounds like a movement. And you just mentioned sponsors. So you have found other entities, other individuals that are willing to to put some weight behind this as well. Yeah.

Michele Calloway: [00:12:30] Yeah, that’s absolutely true. Yeah. So one of the things don’t. It’s like Vallance said, like mindedness. It’s it’s a universal law that you begin to attract things and people that when you have a clear idea that think the same way and you know how it goes when you buy a car, you see that car everywhere in front of you. And it’s only because that’s now in your front, your front view, it’s no longer in your rear view. And so I think that’s what happened to all of us. It was that we all had a like mindedness and you just began to become like a magnet. When Ron was talking about Valens thought about having a networking thing. At the same time, I’m talking to him about we wanting to do a broker roundtable because I’m in an educational space and I’m like, We need education. He goes, Wait a minute. I have and at this time rally and I did not know each other. We just we were the conduit. The commonality was Ron Hutchinson and and he’s like, wait a minute, I have someone over here that’s thinking it may not be called the same thing, but you are moving in the same direction. And he was really instrumental of saying, We need to create a group that I can help. I’m helping all of you anyway. So why don’t we help each other and come together, bring your resources, bring your friends, other agents that may not be in our network at that moment, bring them into the network and let’s expand this. And and so, like I said, collaboratively in terms of vision, Ron is he is the vision business bully that. Will push you.

Michele Calloway: [00:14:22] Don’t talk. If you talk about it.

Valyn Lyons: [00:14:26] You’re gonna be very afraid.

Michele Calloway: [00:14:30] Yeah. So it’s a beautiful thing.

Michele Calloway: [00:14:33] It’s real, but it’s real. Stone It is real, really.

Stone Payton: [00:14:38] It sounds to me like we could all use a little, little bit of Ron Hutchinson in our lives. So shout out to.

Valyn Lyons: [00:14:44] Everybody needs needs a bully.

Stone Payton: [00:14:46] Yeah, it’s an interesting observation that you make and it’s it’s very consistent with my experience as well. When you do get a group of like minded people together and open your mind to a to a domain, a topic, a challenge, answers or potential answers really do just start to surface everywhere, don’t they?

Valyn Lyons: [00:15:09] Yes.

Stone Payton: [00:15:10] I loved. Okay. I want to back up a little bit and I’ll I’ll start with you, Michel. I’d love to hear a little bit about the back story. How did you find yourself in this career? What was that like, a straight path. And you were playing a real estate agent as a girl, or was it a little more circuitous than that?

Michele Calloway: [00:15:30] No, I had a twisted path. No, I didn’t go straight into real estate. It was a second career for me, actually. I came out of computer support, but it became, for me, a passion because I come from New York City and I was raised in the Bronx, New York, as an apartment dweller. So coming moving to Atlanta and back in 84, to start my adult life, I saw black folks really being able to own homes. It was a different landscape than coming from up north where most of the black community you’re. I’m not saying that you didn’t you didn’t have black community that owned homes, but it’s just a different kind of a metropolis. And you had mostly apartment dwellers. So to come to Atlanta and then you see this whole different lifestyle. I bought a home myself back then and I decided that I want to make sure that everyone who would want it home would be able to buy a home. And so I became connected with a group called the National Association of Real Estate Brokers, which is the Black Real Estate Trade Association. And it’s been around for 75 years. They’re called realtors. And that was because historically black agents could not become realtors, you know, in the past.

Michele Calloway: [00:16:50] And so they began to be my training ground, to be an advocate for homeownership, black homeownership. And that got me to becoming a real estate agent. And the rest is history. 20 plus years for me in real estate and to becoming a broker over ten, over ten years, 12 years, and to becoming a black. The first of two black franchise owners for Exit Realty Corp, which is an international franchise real estate company. So my, my, my road is very twisted, but it came from becoming from an apartment dweller to a homeowner, a first time home owner, and being led by that by a black real estate leader. So this is as valid says, you know, we tie it all together our history that it’s much. Easier to convert homeowners when they are talking to people that look like them. They say this can be done. It may be a little tough, but let me show you and take your hand and show you how to do it. And that just became what my whole passion has been about for the last 20 plus years.

Stone Payton: [00:17:53] So I am so glad I asked. That is interesting. So valid. How about how about your background?

Valyn Lyons: [00:17:59] Well, I wish I wish my road was so was as intentional. But I’m originally from Florida and I used to ride down Bayshore and look at the houses and I’m like, I want to get inside those houses. So I decided I wanted to sell them. So I got my real estate license originally in Florida, but I didn’t do much with it, so I moved to Atlanta. I’ve always been an entrepreneur. I modeled and did nails in Tampa, moved here, worked for an investment company. So at that investment company, they always talked about real estate, real estate, real estate. We did portfolio management. I started a Post-Construction cleaning company. Real estate was booming at that time, started it by my desk. So I was in those houses managing my my company and I’m like, I want to sell these houses, too. So I got my real estate license. I think it was 2006, 2006, I believe so started selling real estate at that time. But real estate was not booming anymore. It crashed. I crashed. It crashed, it crashed. I got my real estate. At the time it crashed, houses was $6,000. All of those beautiful houses that I sold were now vandalized and abandoned, and everything was a foreclosure or a short sale. It was a really, really, really tough time to be an agent. I was writing 25 offers for every client. Wow, I have to do. I fought through it. This is what I wanted to do. It was very, very, very hard. I thought I fought hard. I stayed in the game. I learned everything I could. I connected with everyone.

Valyn Lyons: [00:19:45] My now husband was my client and he was an investor. I learned how to flip property. I learned everything about investing and rehab. We we did everything together. I then moved into new construction. That’s when I started my own brokerage because I wanted to just keep my money. So I never intended to be a broker. I never intended to own my own brokerage. At that time, I had multiple communities. I was doing resale and I was flipping properties. I had like 35 properties. I was running all over Atlanta. So then I got out of new construction. After a few years after dominating that business and killing it, I was like, okay, did that. I met someone and she asked me to be her a mentor and saw that I could duplicate myself. And I was like, Wow, this is after being in business for about ten years in real estate, going through the short sale, foreclosure, dying during that hard time where everything was. They were birds and homes. I mean, it was bad. Bad. You guys know what I mean? I mean, I was selling 6000 duplexes, so I met someone. I duplicated myself in her and I was like, Wow, I know what I’m talking about. She’s my top producer. She’s sold 5 million in the first year, 8 million in the second year. I did it again and again and again. And I saw a need. I saw this became my mission and my purpose. And I fell in love with this. And from there I became this broker. It was my calling. And that’s that’s where the story is.

Stone Payton: [00:21:28] Well, I got to say, for both of you, I mean, you’re both such such a light and in over the airwaves, I’m sure, and certainly in this conversation, it’s clear. I mean, you guys have so much energy around this. You have so much passion for what you’re doing. Clearly, this is both of you are finding this to be incredibly rewarding work. I’d like I’d like to hear from both of you, and I’ll start with you, Val. What are you enjoying the most? What are you finding the most rewarding?

Valyn Lyons: [00:22:01] Most rewarding for me is to see my agents grow. I actually go back in their Instagram and look at them when they first started and now and I send it to them and I smile. And you know what I what else is rewarding when they send me text messages and they’re like, Ballon, do you know how much I sold and do you know? And they send those to me, or when they pick up their new car or they bought a house or they tell me how happy they they are. I love that like that is. My reward to see them grow and shine and how happy they are and what they do for their families and how I impact their lives and how I know they’re impacting the lives of others because they tell me the stories of their agents and I literally like I sit back and I watch it all and I know that I did that like I had I stuck in and I got the webs on my back and I carried the load and I did all the meetings, I did all the meetings.And. I did all the paperwork, and I did.

Valyn Lyons: [00:23:12] I did it.

Stone Payton: [00:23:13] Oh, that is great. How about you, Michelle?

Michele Calloway: [00:23:17] Yeah. There’s nothing like watching someone that was just coming out of school that knew that. Absolutely nothing. And you see them turn around and you’ve trained them. They’ve you’ve been able to provide programs that help them build, start building a career. They have production or someone. We’ve had several people who were part time agents working a full time job. That, through the efforts of what we’ve put together at our company, have been able to become full time and have a sustainable business model that they can look at supporting their family. And I have single mothers who work part time who are now full time agents and can count on what we provide for them to grow their business, to be able to take care of their their children. And I’m very, very big into education. So one of the things that was important to me that I get joy out of is to be able to have a business situation. I call it the umbrella. And I say to my agents, this is where your gas pump is and that you are built. You’re the CEO of your individual business, and we’re here to supply that gas line for you that you can keep coming to plug into, to pump, to keep going back out there, to do your mission.

Michele Calloway: [00:24:36] And your mission is to take care of your family first and to uplift the communities that you serve and be the trusted advisor. And I see this manifested. I just like Val and I really enjoy us moving into those leadership positions in our companies where we can provide those services that many, many other and I’m going to say other black companies don’t have the ability to do. And that’s what we’re trying to make sure that we’re able to do. And that gives me so much pleasure to be able to offer what I wasn’t even able to get. You know, when Val, our story started sounding similar in some ways because there are certain issues that happen in our community. So when we are able to step out. It just brings a peace of joy when you’re like, oh, my God, I, I took the welts on my back. I was there during the short sales and the foreclosures. I was there when people’s doors were closing during the pandemic. We made it, but it’s for our agents to be able to flourish and grow. And there’s nothing better than that in the world. It’s nothing better.

Stone Payton: [00:25:40] You know, we were talking a little bit earlier in the conversation about like minded people. And it it brings up for me this whole idea of ethos and value system and focusing on what’s important to us and metrics that matter, that that kind of thing, as I understand it, to be part of the pilot program for this, you know, Closing the Gap live thing. You had to already document or demonstrate that you were already both of you already involved in supporting nonprofits and good causes around town. Could each of you speak to that a little bit, but a little bit about, you know, what drove you to do that and some of that experience, but also why it was, you know, why it was so important to the organizers that you already sort of had had that under your belt.

Michele Calloway: [00:26:30] Yes, Don. So what’s really was important that not only you were about business because that’s one sided, but because part of Closing the gap well before it was closing the gap was that we wanted to make a difference in our whole community. And so for you to come to say, well, now, because there’s a business opportunity I’m interested in the community was a nonstarter. You had to already demonstrate that it wasn’t going to be just good talk to say, well, I want to help train up leaders and so they can make good in the community. You have to already demonstrate that. And then what the plan was and the exchange was, if you already had your your hands in your community and on your business, we’ll help you to increase that and do better with that. And so one of the phenomenons of that is that both of our companies and we’ve even collaborated together to even be more powerful to the nonprofits. But increasing your business model, how was that going to affect and be able to help us do more, give more back to the nonprofits that we were already helping before and add on which we have done very successfully? Doubled, tripled, quadrupled giving in the last six months to new to new nonprofits and the nonprofits we were already working with. So we already had to have our hands in the community so that we could only do more. We can show the ecosystem. And I want to put that word out there. We have a very big ecosystem and that includes the nonprofits and the for profit. So that means your mortgage companies, your attorneys, your inspectors, your movers, your landscapers and the nonprofit side so that just go ahead and hit someone. Our ecosystem. How that’s so important, what we’re developing.

Valyn Lyons: [00:28:22] Oh, my goodness. Yes. I mean, in terms of like even with like for me, I like to have my my clothes and attorneys, my my inspectors, everyone that we work with. It’s important that we build that strategically. Our color, our strategic partners are preferred lender lists are even down to the photographer that we work with, that we build that infrastructure and make sure that it’s strong and that we’re we’re referring that business throughout our community.

Stone Payton: [00:28:53] So I got to ask you guys and again, you both are just so bright and passionate and inspired. I mean, what a great way to spend a monday morning. But you’re human. So I’m going to ask each of you to share wisdom, Val, and I’ll I’ll start with you. But when where do you go for inspiration to to recharge the batteries? Is it reading? Is it travel? Part of the answer is probably Ron Hutchinson.

Valyn Lyons: [00:29:19] My inspiring I love to travel and I have these two little people that’s under two years old and they drive me insane. I had to keep one of them out of my bed so I can get on here this morning. So annoying. Let me tell you what she did to me last night. She took this power nap late in the middle of the day, so she wasn’t sleeping last night. So she just kept poking me in the eye and in the nose and in my mouth to like 1:00 in the morning, she would not let me sleep, so I had to turn my back on her. It was like, Leave me alone. My grandchildren are my absolute joy and I do love to travel. And I feel like once I get a taste of travel and I gave my my grandkids as much as they I feel like I’m so old when I have them because they’re so heavy and they wear me down. I do the airplane and everything, but yeah, I’m ready to do it all over again. Once I get ga ga in, I’m ready to do it all over again.

Stone Payton: [00:30:20] How about you, Michelle?

Michele Calloway: [00:30:24] Yeah. I also love to travel, you know? So what I do love about our business today, you can travel. And because of Zoom, internet and everything, you can be anywhere and still take care of what you need to do. So you never know where where we are. So I do get a lot of peace from that, but I have a niece that is a college student and she is my heart and joy. Because of her. We are actually putting together a Summer Youth in Real Estate Initiative and those kinds of things where I blend in what I do to be relaxed as along with my mission, like it melds into one that’s a relaxation for me because I just feel like everything just fits together. I don’t have to compartmentalize. It just all flows very seamlessly. And that just brings me a peace that’s like how I want to. That’s what I’ve been striving for and that’s the direction I want it to go. And like whatever I’m doing, wherever I touch it just, you know, can add a light to. To something at. The same time I’m enjoying myself. Vacation for vacation at the same time while I’m doing something good. Love it.

Stone Payton: [00:31:37] It sounds like your discipline is much more of an integrated lifestyle than achieving a balance or giving equal effort to these compartments. That’s.

Michele Calloway: [00:31:48] Yeah, that’s a lot of work. I think we just kind of let it all meld together. If that wins over in Europe, then she’s looking at, you know, she might be looking and putting some business deal together. But at the same time, she’s happy. You’re sitting.On the Riviera like. Let it all blend together.

Valyn Lyons: [00:32:03] Yes, I definitely work more in Europe because it’s 5 hours ahead. I realize when I come home I get nothing done here being on the same time. If you think about it, you can’t do much when you’re moving in the same time as the world, you know, 5 hours ahead. I get I get so much more done because you guys are 5 hours behind.

Michele Calloway: [00:32:22] Yeah.

Stone Payton: [00:32:24] Interesting perspective. I think that’s great. So I do have kind of this is a bit more of a tactical question, but I’m kind of from the sales and marketing world in the professional services business. How does the whole sales and marketing thing work for a real estate agent? Just occurs to me that it could be, you know, kind of a crowded, competitive space. How does the whole sales and marketing thing work for someone who’s out there in the trenches, you know, helping people buy and sell real estate?

Valyn Lyons: [00:32:56] In terms of.

Stone Payton: [00:32:57] Like is it a is it a lot of networking? Is it advertising? Is it relationships?

Michele Calloway: [00:33:05] I just it’s all of that. Is all of that.

Valyn Lyons: [00:33:10] You know, it hasn’t started from day one. I mean, everyone’s getting on social media, but I believe in Michelle. I don’t know if it’s the same for you when I think of like how we used to do it with mailers. And I always like to go back. I’m an old school girl. I’ve been over 14 years and I always when I teach my agents, I’m like, I like door knocking. I like when I have an open house to go with the neighbors. So I know everybody goes to social media and like to do a blast and do stuff like that. But I’m so old school, I like to knock on doors. That’s how I had 15, 15 people at my open houses.

Michele Calloway: [00:33:50] So we we do a combination, actually. That’s why I say all of it, because I’m teaching, you know, and what I say and I’m, you know, been out here a minute. I’m like and I say to them, do not. Because what happens is that your younger agents start thinking only social and then your older ones think only tactical. And so what I say is that let’s we have to do a happy medium. So it’s some of it all I’m teaching that, no, you cannot not do videos and no, you have to do some social media postings and you have to engage because that’s a force for me. That’s not natural. I have to make myself do it. But at the same time, guys, we’re getting out there. Like you said, Val, we’re door knocking. You’re making sure the whole street knows that you’re having an open house. You want to have an open house because you want to. There’s goals behind that. So really, I think the winning combination is when we start using all of those old school and new schools together, it’s not one or the other. Like, Oh yeah, you can only get that mix when you have people like us who have been in the business 15, 20, 25 years where we only had one way before, but now we’re in another world and we say we see the balance of the balance of bringing it together. Yeah, I think that’s when you see like because most of both of us have been in the business 15 plus years. So we’ve lived through, you know, doing both.

Stone Payton: [00:35:14] Well, the work that you, too, are doing is just it’s inspiring. It’s incredible. Please keep up the good work and and let us know. Let those of us in the business community and other people that would like to think that they are like minded, you know, let us know how we can help. And one of the things I want to do before we wrap, I want to make sure that our listeners have an easy path to go learn more about all this and to reach out if they ever want to have a conversation with with you or someone on your on your team. So let’s make sure we do that before we wrap it. And I’ll start with you, Val, and whatever you think is appropriate, whether it’s a, you know, website, email, whatever, let’s make sure that these folks can connect with you.

Valyn Lyons: [00:36:02] Yes. If they want to find out about our initiative, you are like minded. Follow us at Closing the Gap live dot com. That’s where you can find out about our mission, our next live event, where it will be located. And if you want to sponsor or join us or be a part of it. Closing the Gap Live. You can follow me or contact me at the realty group dot com that’s the co realty group dot com or I’m at Val in what am I am the real broker of ATL on Instagram. The real broker of ATL on Instagram.

Stone Payton: [00:36:34] Thank you. Fantastic. All right, Michelle, how can we connect with you?

Michele Calloway: [00:36:39] Yes, also, same closing the gap like dot com. And then specifically for me, you go to Exit Realty Quality Solutions within SE dot com and that’s Facebook is the same exit realty quality solutions and my IG is Exit Realty cuz. And you can find me in those ways. Oh, my. Phone number 7706726069.

Stone Payton: [00:37:09] And a group of people who may very well want to reach out and have a conversation that might include agents that are looking for a for a brokerage home. Is that accurate?

Michele Calloway: [00:37:18] Absolutely.

Stone Payton: [00:37:19] Okay. Fantastic. Well, it has been an absolute delight having both of you on the show. I hope you’ll come back some time and maybe, you know, give us an update on everything from the Closing the Gap live to what’s going on in your individual businesses. But you have made this a marvelous way to to invest on Monday morning. Thank you both.

Valyn Lyons: [00:37:40] Thank you for having us. Thank you.

Michele Calloway: [00:37:43] Been wonderful. We can’t wait to come back.

Valyn Lyons: [00:37:45] Yes.

Stone Payton: [00:37:46] All right. This is Stone Payton for our guests this morning and everyone here at the Business RadioX family saying we’ll see you next time on Atlanta Business Radio.

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Tagged With: EXIT Realty Quality Solutions, Michele Calloway, The Cole Realty Group, Valyn Lyons

Cory Yates With Recruiting Analytics LLC

March 21, 2022 by Jacob Lapera

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Startup Showdown Podcast
Cory Yates With Recruiting Analytics LLC
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CoryYatesCory Yates, Co-founder & CEO at Recruiting Analytics LLC, is a passion-driven entrepreneur motivated by innovative problem-solving.

He is the Co-founder & CEO of Recruiting Analytics, a sports tech and data company that is reinventing how the sports industry identifies and evaluates talent in order to achieve a 99.9% hit rate by 2050.

Follow Recruiting Analytics on Twitter. Recruiting-Analytics-logo

What You’ll Learn In This Episode

  • Use case of data analytics in sports
  • Evolution of player tracking data in player evaluations
  • The role of player tracking data for fan engagement
  • Using performance data to predict future NFL players
  • Some sports teams slow to adopt player tracking data

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:08] Welcome back to the Startup Showdown podcast, where we discuss pitching, funding and scaling startups. Join us as we interview winners, mentors and judges of the monthly 120,000 pitch competition powered by Panoramic Ventures. We also discuss the latest updates in software Web three, health care, tech, fintech and more. Now sit tight as we interview our guest and explore their journey through entrepreneurship.

Lee Kantor: [00:00:45] Lee Kantor here another episode of Startup Showdown, and this is going to be a good one. But before we get too far into things, it’s important to recognize panoramic ventures. Without them, we couldn’t be sharing these important stories. Today on the show, we have Corey Yates and he is with Recruiting Analytics. Welcome, Corey.

Cory Yates: [00:01:04] Good afternoon. Thanks for having me.

Lee Kantor: [00:01:06] Well, I am so excited to hear about record recruiting analytics. I know you’re a recent winner at Startup Showdown at ATL in Atlanta. Talk about recruiting analytics. How are you serving folks?

Cory Yates: [00:01:21] Yeah. So we essentially are a sports technology and data company that analyzes video to measure athleticism, and we help coaches evaluate players more effectively.

Lee Kantor: [00:01:34] So what’s your backstory? How did you get involved in this line of work?

Cory Yates: [00:01:39] So essentially it started at 2019 is when when I founded the company and the company was inspired by the recruiting process that my son was going through at the time. And what I quickly realized was that the recruiting process for college football players or for high school players entering college had not changed since I was being recruited in the early nineties. It was subjective and it lacked data and there was very little technology involved in evaluating players and then also identifying players. So I felt that there was an opportunity there to fill a fill a need as it relates to leveraging technology and integrating data into the recruiting process. And that’s really what the inspiration was.

Lee Kantor: [00:02:29] So what’s your back story in terms of your technical background to kind of connect the dots between the data and the physical activity that’s being done that can be measured?

Cory Yates: [00:02:40] Yeah, sure. So my background, I spent 20 years in corporate America as a merchandizing, merchandizing executive running various businesses from consumer electronics to exterior paint to in-stock kitchens. And so as my role as a merchandizing executive, we used data and analytics in our decision making process. And so that’s that’s in my DNA. And what I quickly learned in 2019 was that there was just a lack of performance data that was being utilized to evaluate players. And that particular void led me to say, Hey, listen, why couldn’t we bring to the table new athleticism data to help these coaches not only identify players, but also to evaluate them accurately in a way that is consistent with how they traditionally measure athleticism, which is through the use of video. So what our technology does is we extract new athleticism data from video, and we serve that up to college coaches again to help them make informed, data driven decisions about the players ability to play at the next level.

Lee Kantor: [00:04:04] So when you were younger and growing up, you participated in athletics at a high level? I’m taking it.

Cory Yates: [00:04:11] Yeah. So aside from my 20 year stint in corporate America, I’m a former collegiate football player. I played at a small Division two program, so I was lightly recruited. I was one of those those players that had the ability to play at the collegiate level, but was lightly recruited primarily because of lack of awareness. So I walked on, had an opportunity to earn a scholarship, became a starter, and then after my playing days, went right into coaching. And so I coached at the collegiate level before I went into corporate America. So recruiting analytics is a perfect blend of my passion and experience as a former player, coach, parent and mentor as it relates to the recruiting process with my business analytics experience.

Lee Kantor: [00:05:03] Now, when you were in your kind of corporate job, where you still involved in athletics, were you like, you know, coaching or you were doing something on the side as maybe just for fun or still involved in sports? Or did you kind of pause for that period of time and really lean into your kind of work? And then just, you know, this all came back together when your kid was going through your process and the and then that kind of, you know, said, Hey, maybe I can make a business out of this.

Cory Yates: [00:05:31] Yeah, that’s a great question. You know, I stayed close to the sport even throughout my tenure as a corporate executive. So I did volunteer coaching at the youth level. I was a community coach at the high school level throughout those 20 years. I also am a board member of a nonprofit organization by the name of I Dare You, which is an organization based here in Atlanta, Georgia, that mentors and trains high school student athletes to help them achieve their goal of playing college football on scholarship. So far, it’s been a part of that program. We’ve helped over 300 student athletes earn athletic scholarships. So again, throughout that 20 years, I’ve been very close to the sport of football and very close to the recruiting process.

Lee Kantor: [00:06:27] Now, because of that, do you think that that really helped galvanize your thinking when it came to democratizing this kind of information? Because a lot of people. I would imagine, are not recruited because of maybe bias, maybe it’s subconscious bias, but they’re not being seen. But if you can give people a metric that matters or analytics that they can get behind, that kind of takes some of the subjectivity out of the process and it’ll give them a better outcome, which I think that’s what everybody would like at the end of the day.

Cory Yates: [00:07:02] Absolutely. Yeah. So, I mean, I’ve experienced kids who I know from experience, personal experience, having played and coached that had the talent to play on Saturday, but they could not get the traction from a recruiter because the big question was either lack of size or there is a speed deficiency. And so what we’re able to do is we’re able to verify these athletes play speed. So instead of relying on the 40 yard dash or maybe even 100 meter time, we’re able to verify how fast a player is in the context of a live game. And we serve that that unit of measure up in terms of miles per hour. And then we contextualize that that MPH data point to coaches by showing them where these athletes fall as it relates to their place B relative to their percentile. And so not only do they get the raw data in terms of the max speed miles per hour, but then they we also provide context in terms of where they fall from a percentile perspective among their peers.

Lee Kantor: [00:08:21] And that’s that’s the kind of the ironic part about this. Right. A lot of the way that they’re capturing data, they’re having the player do drills that aren’t really, you know, true football moves like a 40 yard dash. How often is a player running 40 yards, you know, without being touched in the in space? And how how useful is that information in a game when the person has to get off the line of scrimmage and make a move, you know, in a step or two.

Cory Yates: [00:08:53] Yeah, absolutely. I mean, if you think about how college programs measure athleticism and even to even at the NFL level to a large extent. But there are three basic tools, what I call the big three, the scale, the tape measure, and the stopwatch. Those three tools, if you think about if you go all the way back to the early 1900s, that those are the tools that are used to measure athleticism. And guess what? Lead today, those are the same three tools that are being used to measure athleticism. And so if you think about innovation and what’s change among those three things, that much is changed. But the athlete has changed over the years. Right. If you think about it, six, four, £200 athlete in the early 1900s, that athlete was typically the biggest and slowest player on an NFL team and played offense. Block. Well, today, an athlete that size. Metcalf Right. He is. Those athletes are now some of the biggest but also fastest and most athletic players on the field. So that’s how the athlete is evolved. The tools to measure that athleticism hasn’t evolved, and that’s where recruiting analytics comes into play because we’re able to unlock athletic data from video and help coaches understand, Hey.

Cory Yates: [00:10:17] I know how fast this kid plays because I have his miles per hour metric. I know what his max speed is. I know how quickly this receiver can get in and out of his brakes because I’ve got his transition time. And so we’re able to provide all of the ways that coaches would typically measure athleticism at a combined setting. A 40 yard dash. We have miles per hour max speed. Ten yard split. We have time to match speed. So we’re giving the coaches data that tells them how quickly they get up to Mach speed in a combined setting. They would typically use the shuttle or the three cone drill to predict their change of direction. Well, we take that guesswork out because we’re measuring transition time again. How quickly can that rod receiver get in and out of his brakes? How quickly does that defensive back get out of his break? So those are the some of the metrics that we’re able to provide to these coaches that, again, takes the guesswork out where they don’t have to rely on a combine or a drill to try to project if that’s going to translate to on the field.

Lee Kantor: [00:11:30] Now, does those kind of metrics translate into the ability to predict whether they’re going to be successful or not? Or is this just something that gives you a way to measure everybody so that everybody is kind of you’re able to look at everybody kind of equally?

Cory Yates: [00:11:47] Yeah, both. So so what it allows us to do is allows us to educate the coaches from a comp standpoint, right? So they can, they can take the 15 receivers that they’re considering. We can rack and stack those 15 receivers based on the some of the metrics that I mentioned, we even have position specific metrics like yards of separation so they can do it, do that from a perspective. But then we’re also able to project players their ability to the next level. And the way we’re able to do that is our technology. We’re able to reverse engineer successful players, so we’re able to take an NFL player or a collegiate player that had success and were able to break down his high school film and measure his athletic performance. And therein that allows us to create performance thresholds by which we measure the prospects against.

Lee Kantor: [00:12:47] So. So you’re able to give whoever this is, whether it’s a college recruiter or high school, I guess it could even trickle down to high school recruiting, college recruiting, even professional at this point, or you’re just targeting college.

Cory Yates: [00:13:01] Right. So the application is is. Level agnostic, meaning we can actually use this at the NFL level, the collegiate level and even high school level. And so right now we’re targeting college football programs, so we’re building a robust database around high school players. So that way, again, they can help we can help them identify and evaluate talent more effectively and efficiently. And then that data base will eventually be extremely valuable to NFL teams, because guess what? As they do their background checks and as they do their due diligence on draft prospects, one of the things that we know that they’re very interested in is they want to understand that that draft prospect’s athletic background. And so that’s where our tracking data, our high school tracking data, is going to be extremely valuable to NFL teams in that regard.

Lee Kantor: [00:14:03] Now, you mentioned that kind of the catalyst of the idea was when your kid was going through this process and you’re like, man, this hasn’t changed since I was a kid. When did you kind of feel the same way when it comes to getting traction for the for your company? So did something happen early on? You know, going from the idea of this could work to. Okay, now we have something. Let me see if the real world or the market is ready for this kind of solution.

Cory Yates: [00:14:33] Yeah, I would say that there were kind of two, two moments, right? So the first came in August of 2019 where I went to the Player Personnel Symposium, which is the industry conference, where all of the player evaluation executives attend mostly college, a few NFL and a few high school player executives, player personnel executives attend this conference. And so what I did was at that time we were still in customer discovery mode. So we had already talked to about 150 coaches about this concept of utilizing tracking data to help measure athleticism. And then we had wireframes of what this would look like in terms of a platform. And so I showed this wireframe to Drew Hughes, who is who at that time was the director of player personnel for the University of Tennessee, who is now a scout with the Jacksonville Jaguars. I showed him the wireframes and said, hey, what do you what do you think about this? Can you give me some feedback? I just need 2 minutes of your time. So that 2 minutes turned into 40 minutes. And then at the conclusion of the discussion, he wanted to fly us over to Knoxville and meet with Coach Pruitt, who was the head coach at the time. And I had to press pause and said, Wait a second, Drew. These are just wireframes. This is not this is this does not exist. We haven’t even developed an MVP yet. And so he said, well, let me tell you something. You guys are sitting on $1,000,000 idea if you guys can make this a reality. So at that point, we decided to make make the investment ourselves, Fonzo and my co-founder Alfonso Thurman.

Cory Yates: [00:16:23] We decided to make the investment ourselves. And then fast forward a few months later, we did our we launched our MVP at the AFC, the American Football Coaches Association. We launched it there in January of 2020 and again was met with tremendous positivity as it received extremely well. And what we did not what we did not anticipate was the appetite for this data to be consumed by high school programs. And so we had several high school coaches come by our booth and they wanted to know, hey, what’s what’s this buzz? What’s this here? Recruiting, analytics. You guys are able to measure speed, you know, show me. I want to see the demo. And first couple of times we kind of turned it and I was like, well, you know, this is kind of for college coaches, not necessarily high school coaches, and we continue to get interest from that space. And so we said, hey, well, help me understand what where do you see the value? How can we add value to their program? And I said we’d love it because it helps us do a few things. One, it’s a good benchmark to see how well our strength and conditioning program is working. Two, it helps us kind of level set expectation with both the athletes and the families, and help helps them focus their efforts and energy on what level that they potentially can play at on Saturdays, so that when they make their college tour schedule, they’re focusing on on the schools that are the best fit for them athletically.

Lee Kantor: [00:18:06] And this goes to the importance of this customer discovery phase of a startup. You learn some things that you probably didn’t anticipate learning, huh?

Cory Yates: [00:18:16] Absolutely. Yeah, absolutely. So. So that was a good thing. It was a great learning for us. You know, we continue to learn. I really we pride ourselves on having a culture of curiosity. So we’re always challenging ourselves and asking, what if? And that’s the only way we can continue to innovate and stay ahead of our competition.

Lee Kantor: [00:18:39] Now, as part of this startup journey, what has been the most rewarding part? Are you still working at your kind of corporate job, or are you kind of putting all the chips on the table for recruiting an analytics, recruiting, analytics.

Cory Yates: [00:18:54] We jumped in feet first and in July 2019. So July of 2019, I left corporate America after several years. And thank goodness I have a beautiful wife who supported the decision because obviously when you get into the startup space, it’s it’s a risky proposition. Right. And this is before COVID. So probably had I had been if I was privy to what was around the corner, I probably wouldn’t have made the leap of faith. But nonetheless, it was a good, good decision. We’ve we’ve got some really good traction, not only at the high school level and the collegiate level, but we’re now getting attention and inquiries at the NFL level. And it’s been all organic. We haven’t we haven’t done any marketing and advertising just yet. It’s all been through word of mouth and the buzz that we’ve been able to create through social media.

Lee Kantor: [00:19:56] Now, talk a little bit about your co-founder. How did you find your co-founder and how do your skills complement each other?

Cory Yates: [00:20:04] Yeah, sure. So Alfonzo Thurman and I, we met in 2005, so he and I both were recruited into a merchandizing leadership program here in Atlanta for for Home Depot. And that’s how he and I met. So we’ve known each other for several years now. We have similar backgrounds. He, too, is a former collegiate player. He played a Division one ball at Indiana University, was an All-Big ten linebacker, and even had the opportunity to play professionally in the CFL before he went out into corporate America. So he had a little bit more of a runway as it relates to playing playing the sport of football than I did. But but that’s his background from a sports standpoint. And then corporately, once he retired from football, he went into consumer packaged goods. And so he spent time as in the in the consumer packaged goods space at P&G and then also category management for for a grocery chain out in the West Coast before he eventually came over to to Home Depot. So his background is similar to mine. When we were both merchandizing executives, he ran very different businesses that required different decision trees as it relates to the products and services that we’re bringing to market. He likes to say he was in the sexy world of plumbing and repair as opposed to to my world of decor and paint.

Lee Kantor: [00:21:42] But both of you are kind of big believers in analytics, so that that’s where that comes together.

Cory Yates: [00:21:48] Absolutely. Yeah. I mean, everything we did as it relates to running those businesses, we it was it was all it was. It was data driven. Right. I mean, from our pricing strategy to how we to our our logistics strategy to product placement, the whole the whole line. So from concept to commercialization, every step of the way, we leveraged data to make sure that when we did launch a new product or service, that it was supported and rooted in data to make us successful so that we can kind of continue to take market share in the space, in the home improvement space at that particular time. And so that same that same strategy is kind of kind of how we operate today.

Lee Kantor: [00:22:41] Now, how did you hear about Startup Showdown and Panoramic Ventures?

Cory Yates: [00:22:46] All right. So I just heard about it through through his he had a he had a I think he had a former because he’s a he’s a two time father. I’m a I’m a first time father. And so someone that recommended to Alfonzo that we should look into this start up showdown and think about applying. And so we went for it. We had not participated in any pitch competition, so it was our first rodeo and it was a great experience.

Lee Kantor: [00:23:18] So what did you learn from going through that process? I mean, because that becomes a, you know, a job by itself doing those preparation for those pitch contests.

Cory Yates: [00:23:28] Yeah. So listen, I mean, we we learned how to succinctly state what it is that we do and do it in such a way that that if you’re not close to the space, you have a general understanding of who we are and what we do. So that was kind of point one and I think point to we we learned how to better articulate the opportunities in the marketplace so that the mentors that helped us prepare for the big event were fantastic. They gave us a ton of feedback that resonated and constructive feedback that was spot on that we thought to kind of help us crystallize how to better articulate our go to market strategy.

Lee Kantor: [00:24:16] Now, as part of any startup, there’s going to be some adapting to change and chaos. Have you had to do any kind of pivot or any type of shift in the either the thinking, the marketing, the appropriate customer? And if so, share how that came about and how you were able to kind of weather that storm?

Cory Yates: [00:24:39] Absolutely. So I think the 2020. Right, I think that’s the year of pivot is probably how I would describe it. So for us, we were building a platform and we were building tech at the same time. And so what we what we ended up having to do once, once COVID and the pandemic negatively impacted the budgets, the athletic budgets, I mean, these budgets were slashed. Close to 50% in some cases. And so and then there was uncertainty about when those budgets would go back to 2019 levels. And so what we had to do, because at that time, we we had onboarded or generated our first sale is we had to make a strategic decision on how we wanted to continue to invest in the company. And so what we weren’t going to do is we weren’t going to stop investing in the company, even even during the pandemic. So we made a strategic decision to shift our capital from the platform to the tech right. And we said, let’s place our bet on the tech and let’s continue to refine, improve the tech because it’s going to pay dividends once we come out of the pandemic. And that would that would give us a tremendous amount of tailwind to go into 2021. And that, fortunately, paid dividends for us. So by leaving it to the technology, pressing pause for now on the platform changed how we service and help our customers. So instead of instead of a subscription based model, we have a consultative service model whereby we help these coaches. They provide us their list of players that they want the player tracking data on, and we provide them with that service that way, as opposed to them subscribing to our platform, logging on and accessing the data. They provide us the list of names and then we perform our magic from there.

Lee Kantor: [00:26:58] Now, you mentioned earlier that one of the benefits of being part of the startup shutdown was access to these mentors. Can you talk about if there has been any other mentors in the you know, in this while you’ve been going through this adventure and or have there been any startup founders that are out there that in your ecosystem that’s helped inspire you or maybe at least bounce some ideas off of to help you get to a new level?

Cory Yates: [00:27:26] Yeah, absolutely. I mean, so first foremost, we’ve got a strong advisory board. So Dr. David Hahn, who heads up the School of Engineering at the University of Arizona, he’s a phenomenal advisor, my whole career who heads up the Sports Analytics Department at Texas A&M. He’s an industry thought leader in the computer vision space and the sports analytics space. He’s been a great partner and advisor. So without those two, we wouldn’t be where we are. And then we’ve also had a number of other folks who have helped us along the way. I mentioned Drew Hughes, who even after we met initially in August of 2019, we continued to leverage his expertize to make sure that we’re we’re thinking about certain metrics the right way and that they have value. We’ve also reached out to other startups that are in a similar space as ours. Mark branched out of tracking football. He’s been a great supporter. Craig Ridley Ridley of Route Analytics. He’s been a great supporter. And so, you know, those folks have also kind of helped us navigate the landscape of the college football space. And so for that, we’re thankful.

Lee Kantor: [00:28:47] Now as the leader of this organization, what’s your superpower? What is it about you or what is it that you bring to the table that’s going to make this company a success?

Cory Yates: [00:28:59] Innovation. So I would say that I’ve got a proven track record for driving innovation, and we’re going to continue to drive innovation and stay ahead of our competition.

Lee Kantor: [00:29:11] Now. Do you have any advice for other startup founders about launching, about, you know, just what? You would tell them if you were in their shoes of just you know, they haven’t pulled the trigger yet, but they’re thinking about it.

Cory Yates: [00:29:27] Pull the trigger. Be bold about it. If you’re passionate about it, you’re going to find success. That’s that’s worked for us. We found our passion and we’ve married our passion with our experience and expertize. And it’s been a perfect blend. But if you’ve got a passion for it, pull the trigger. You won’t regret it. There’s so much there’s so many resources out there that you can leverage and lean on to help you navigate this whole entrepreneurial landscape. Because, again, this is this is our first time I’ve been an entrepreneur but haven’t been an entrepreneur. So certainly leveraging resources and asking folks questions to help navigate some of the landmines that are out there now.

Lee Kantor: [00:30:14] What do you need more of? How can we help?

Cory Yates: [00:30:18] Spread the word. You know, I think we are certainly one of the things that we learn to talk about learning and startups and customer discovery. One of the things that we were also surprised about is just the the appetite to consume our data from a fan engagement standpoint. So we’ve got this vision of, hey, we want to make sure we help these coaches evaluate players more accurately. But at the same time, when we’re receiving this information on social media, we are getting tremendous amount of engagement around our data. And so what we quickly learned was these fans have a tremendous appetite to consume because they want to they want to be educated on on what it is that they’re that they’re watching. You think about the fantasy sports and the sports betting space, right. That is growing at a tremendous rate. And so these fans are wanting as much information as possible to get educated on the game, to get educated on the player so that they can make educated decisions around whether it’s fantasy or or legalized sports betting. And so that’s where we have a tremendous amount of opportunity to continue to grow the company and generate revenue from that particular channel.

Lee Kantor: [00:31:44] Well, Corey, congratulations on all the success. If somebody wants to connect with you or learn more about your company, can you share the website?

Cory Yates: [00:31:56] Sure. So our website is recruiting dash analytics dot com. You can follow us on Twitter. Our Twitter handle is at RS in Red As and Apple Analytics. There you can actually see on our Twitter handle our technology in action and you can see some of the some of the process videos and the data that we serve up that’s driving a lot of buzz in the marketplace.

Lee Kantor: [00:32:25] Good stuff. Well, thank you so much for sharing your story. You’re doing important work and we appreciate you.

Cory Yates: [00:32:30] Thanks a lot for having me. Take care.

Lee Kantor: [00:32:32] All right. This is Lee Kantor. We’ll see you all next time on Startup Showdown.

Intro: [00:32:44] As always, thanks for joining us. And don’t forget to follow and subscribe to the Start Up Showdown podcast so you get the latest episode as it drops. To learn more and apply to our next startup Showdown Pitch Competition Visit Showdown DC Goodbye for now.

 

Tagged With: Cory Yates

LIVE from WORKBENCHcon 2022: Makers Challenge Central, with Raechal, Desert Woodworks and Adam, Lazy Guy DIY

March 17, 2022 by John Ray

Makers Challenge Central
North Fulton Studio
LIVE from WORKBENCHcon 2022: Makers Challenge Central, with Raechal, Desert Woodworks and Adam, Lazy Guy DIY
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Makers Challenge. Central

LIVE from WORKBENCHcon 2022: Makers Challenge Central, with Raechal, Desert Woodworks and Adam, Lazy Guy DIY (Organization Conversation, Episode 7)

Raechal from Desert Woodworks and Adam of Lazy DIY Guy were in the booth with Richard Grove at WORKBENCHcon 2022, sharing lots of valuable information about Makers Challenge Central. Raechal talked about how she started it, how it’s evolved, their exciting new TV project, and much more. Organization Conversation is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Makers Challenge Central

The 1st Builders Challenge started May 2016 by Raechal as an idea for a friendly challenge amongst friends to see how creative they can be with one plan and an unlimited amount of ways to modify the plan. Three seasons later Adam joined the team and the challenge has grown into multiple challenges that occur throughout the year with the main goal continuing to be community… with a bit of competition.

In addition to the challenge, you can find Adam on Instagram as @lazyguydiy and @makermediaco and Raechal as @desertwoodwrks.

Connect with Makers Challenge Central:  Website | Instagram | Facebook 

Raechal, Desert Woodworks

Raechal, Desert Woodworks

Raechal is the owner of Desert Woodworks (@desertwoodwrks) and the creator of The Builders Challenge.

Her love of woodworking began when she helped her dad remodel their home.  She has developed a love for the craftsman style with a pinch of modern farmhouse.

In 2016 she built a home in the Dallas, Texas area and enjoys sharing her love for building furniture and customizing her home in the typical DIY fashion. Her home is her canvas for practicing new techniques and sharing them with you.

Raechal creates repurposed and hand-built wood furniture and decor.

Connect with Raechal: Instagram | Facebook | Website

Adam, Lazy Guy DIY

Adam, Lazy Guy DIY

Part woodworking, part tool reviews, and a little bit of Do-It-Yourself home improvement projects, Lazy Guy DIY (@lazyguydiy) is a resource for a laidback approach to that ever-growing project list.

Sawdust, power tools, and sarcasm make up the laziest approach to DIY on the web with Adam from Lazy Guy DIY! Cubicle corporate life during the day fuels the creativity in Adam’s tiny workshop on nights and weekends. With three kids, a house full of pets, and a 1920’s Craftsman-style Bungalow, Adam’s projects run big to small from furniture builds to full-on renovations around the home.

He is also a partner at Makers Challenge Central, a friendly challenge amongst friends to see how creative they can be with one plan and an unlimited number of ways to modify the plan.

Connect with Adam:  Website | Instagram

 

About Organization Conversation

Organization Conversation features interviews with movers and shakers in storage and organization, from professional organizers to the creative and talented Brand Ambassadors who use Wall Control products every day. You’ll hear tips, tricks and how-tos for storage and organization, as well as receive first access to Wall Control promotions. We talk with our suppliers and partners to give you a look behind the scenes at how we operate, what makes our family-owned and operated brand tick, and some of the fun and interesting insights that go into making our business run. We love our guests, as they are engaging and entertaining with interesting experiences to share. By focusing on those guests and the amazing stories they tell, we hope you will be enriched and find your time listening to the Organization Conversation podcast as time well spent.

Organization Conversation is hosted by Richard Grove, and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, and others.

About Richard Grove

Richard Grove, Host, Organization Conversation

Richard Grove‘s background is in engineering but what he enjoys most is brand building through relationships and creative marketing. Richard began his career with the Department of Defense as an engineer on the C-5 Galaxy Engineering Team based out of Warner Robins. While Richard found this experience both rewarding and fulfilling, he always knew deep down that he wanted to return to the small family business that originally triggered his interest in engineering.

Richard came to work for the family business, Dekalb Tool & Die, in 2008 as a Mechanical Engineer. At the time Wall Control was little more than a small ‘side hustle’ for Dekalb Tool & Die to try to produce some incremental income. There were no “Wall Control” employees, just a small warehouse with a single tool and die maker that would double as an “order fulfillment associate” on the occasion that the original WallControl.com website, which Richard’s grandmother built, pulled in an order.

In 2008, it became apparent that for the family business to survive they were going to have to produce their own branded product at scale to ensure jobs remained in-house and for the business to continue to move forward. Richard then turned his attention from tool and die to Wall Control to attempt this necessary pivot and his story with Wall Control began. Since that time, Richard has led Wall Control to significant growth while navigating two recessions.

Connect with Richard:

Instagram | Twitter | LinkedIn

About Wall Control

The Wall Control story began in 1968 in a small tool & die shop just outside Atlanta, Georgia. The first of three generations began their work in building a family-based US manufacturer with little more than hard work and the American Dream.

Over the past 50+ years, this family business has continued to grow and expand from what was once a small tool & die shop into an award-winning US manufacturer of products ranging from automobile components to satellite panels and now, the best wall-mounted tool storage system available today, Wall Control.

The Wall Control brand launched in 2003 and is a family-owned and operated business that not only produces a high-quality American Made product but sees the entire design, production, and distribution process happen under their own roof in Tucker, Georgia. Under that same roof, three generations of American Manufacturing are still hard at work creating the best tool storage products available today.

Connect with Wall Control:

Company website | Facebook | Instagram

Tagged With: Desert Wood Wrks, Lazy Guy DIY, Makers Challenge Central, Organization Conversation, Richard Grove, Wall Control, woodworking, WORKBENCHcon 2022

Decision Vision Episode 160: Should I Use Influencer Marketing? – An Interview with Richard Grove, Wall Control

March 17, 2022 by John Ray

Wall Control
Decision Vision
Decision Vision Episode 160: Should I Use Influencer Marketing? - An Interview with Richard Grove, Wall Control
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Influencer Marketing

Decision Vision Episode 160: Should I Use Influencer Marketing? – An Interview with Richard Grove, Wall Control

On this episode of Decision Vision, host Mike Blake looked at influencer marketing and its efficacy. He was joined by Richard Grove, COO of Wall Control, who shared his company’s approach to influencer marketing. Richard discussed how Wall Control learned to use influencer marketing, how to organically cultivate relationships with brand ambassadors, the potential return on investment, how it fits into their company’s overall marketing strategy, and much more. Decision Vision is presented by Brady Ware & Company and produced by the North Fulton studio of Business RadioX®.

Wall Control

The Wall Control story began in 1968 in a small tool & die shop just outside Atlanta, Georgia. The first of three generations began their work in building a family-based US manufacturer with little more than hard work and the American Dream.

Over the past 50+ years, this family business has continued to grow and expand from what was once a small tool & die shop into an award-winning US manufacturer of products ranging from automobile components to satellite panels and now, the best wall-mounted tool storage system available today, Wall Control.

The Wall Control brand launched in 2003 and is a family-owned and operated business that not only produces a high-quality American Made product but sees the entire design, production, and distribution process happen under their own roof in Tucker, Georgia. Under that same roof, three generations of American Manufacturing are still hard at work creating the best tool storage products available today.

Company website | Facebook | Instagram

Richard Grove, Chief Operating Officer, Wall Control

Richard Grove, Chief Operating Officer, Wall Control

Richard Grove’s background is in engineering but what he enjoys most is brand building through relationships and creative marketing. Richard began his career with the Department of Defense as an engineer on the C-5 Galaxy Engineering Team based out of Warner Robins. While Richard found this experience both rewarding and fulfilling, he always knew deep down that he wanted to return to the small family business that originally triggered his interest in engineering.

Richard came to work for the family business, Dekalb Tool & Die, in 2008 as a Mechanical Engineer. At the time Wall Control was little more than a small ‘side hustle’ for Dekalb Tool & Die to try to produce some incremental income. There were no “Wall Control” employees, just a small warehouse with a single tool and die maker that would double as an “order fulfillment associate” on the occasion that the original WallControl.com website, which Richard’s grandmother built, pulled in an order.

In 2008, it became apparent that for the family business to survive they were going to have to produce their own branded product at scale to ensure jobs remained in-house and for the business to continue to move forward. Richard then turned his attention from tool and die to Wall Control to attempt this necessary pivot and his story with Wall Control began. Since that time, Richard has led Wall Control to significant growth while navigating two recessions.

Richard is also the host of Organization Conversation.

LinkedIn

Mike Blake, Brady Ware & Company

Mike Blake, Host of the “Decision Vision” podcast series

Michael Blake is the host of the Decision Vision podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms, and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

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Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth-minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

Decision Vision is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision-maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the Decision Vision podcast.

Past episodes of Decision Vision can be found at decisionvisionpodcast.com. Decision Vision is produced by John Ray and the North Fulton studio of Business RadioX®.

Connect with Brady Ware & Company:

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TRANSCRIPT

Intro: [00:00:03] Welcome to Decision Vision, a podcast series focusing on critical business decisions. Brought to you by Brady Ware & Company. Brady Ware is a regional, full-service, accounting and advisory firm that helps businesses and entrepreneurs make visions a reality.

Mike Blake: [00:00:23] Welcome to Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of decision making on a different topic from the business owners’ or executives’ perspective. We aren’t necessarily telling you what to do, but we can put you in a position to make an informed decision on your own, and understand when you might need help along the way.

Mike Blake: [00:00:45] My name is Mike Blake, and I’m your host for today’s program. I’m a director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia. I am Managing Partner of the Strategic Valuation and Advisory Services Practice, which brings clarity to the most important strategic decisions of business owners and executives face by presenting them with factual evidence for such decisions. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols.

Mike Blake: [00:01:18] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. I also recently launched a new LinkedIn group called Unblakeable’s Group That Doesn’t Suck, so please join that as well if you would like to engage. If you like this podcast, please subscribe on your favorite podcast aggregator, and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:46] Today’s topic is, Should I use influencer marketing? According to influencermarketinghub.com, a global influencer marketing market is expected to reach $16.4 billion in 2022. YouTube’s top earner in 2021 was Ryan Kaji , who made $29.5 million. So, it’s a thing now. And, you know, this is a topic I’ve wanted to do for a while, but haven’t really found the right person to help us with it until now.

Mike Blake: [00:02:21] You know, it’s funny as I watch my kids grow up, they don’t watch movies anymore, they don’t watch T.V. shows anymore. It’s my generation, Generation X, the sort of binge watches, and I think only the Baby Boomers left will actually watch real T.V. with commercials and stuff anymore. But when a commercial comes on during a sporting event, my kids think something’s wrong with the television. And it just goes to show you how our watching habits or viewing habits have changed so rapidly, almost overnight, to me, but I’m sure it’s taken longer than that.

Mike Blake: [00:03:02] And influencers to us, to outsiders – I consider myself an outsider as sort of a late GenXer or an older GenXer – on the surface, they seem to be people that are basically famous for being famous. But we sort of forget, again, that on channels, such as YouTube and Facebook Video and TikTok and Instagram, they are celebrities. They’re simply celebrities in a medium that just isn’t the place where I normally hang out. That doesn’t make it worse. It just makes it different. And, in fact, it probably makes it increasingly attractive to marketers. So, I’m looking forward to learning more about this because I don’t know as much about it as I would like and should, and I hope you’ll get a lot out of it as well.

Mike Blake: [00:03:50] So, joining us today is Richard Grove, who is the Chief Operating Officer of Wall Control, a family-owned and operated brand of wall storage and organization systems ranging from garage tool storage to kitchen wall organizers, and even industrial tool organizational systems for industry leading Fortune 100 companies across the globe.

Mike Blake: [00:04:10] Richard’s background is in engineering, but what he enjoys most now is brand building through relationships and creative marketing, as well as implementing scalable solutions for growing his businesses. Richard began his career with the Department of Defense as an engineer on the C-5 Galaxy Engineering Team based out of Warner Robins. While Richard found this experience both rewarding and fulfilling, he always knew deep down that he wanted to return to the small family business that originally triggered his interest in engineering.

Mike Blake: [00:04:38] Richard came to work for the family business, Dekalb Tool & Die, in 2008 as a mechanical engineer. At the time, Wall Control was a little more than a small side hustle for Dekalb Tool & Die to try to produce some incremental income. There was no Wall Control employee, just a small warehouse with a single tool and die maker that would double as an order fulfillment associate on occasion at the original wallcontrol.com website, which Richard’s grandmother built, pulled in, in order.

Mike Blake: [00:05:06] Today, Wall Control is responsible for the employment of 50 employees and occupies over 60,000 square foot physical footprint of its own while still growing rapidly. Wall Control is also proud to say that they are now Dekalb Tool & Die’s biggest customer by volume sold through their shop. Richard Grove, welcome to the program.

Richard Grove: [00:05:43] Thanks, Mike. It’s my pleasure to be here. So, I appreciate the intro and kind of your background, what you want to get out of the conversation, and what you’d like your audience to get out of it. I think it’ll be a fun one.

Mike Blake: [00:05:54] Great. So, let’s start off because not everybody may be necessarily familiar with the term, when we say or when you say influencer marketing, what does that mean?

Richard Grove: [00:06:05] So, I mean, for me, just in that one question, there’s a ton of stuff we can unpack in our conversation. So, I think you nailed on what comes to mind when people think influencer marketing. If they do have any preconceived notion of it, they think it’s somebody who’s famous for being famous, a million or more Instagram followers pushing products out to their audience.

Richard Grove: [00:06:05] We think about it a little bit differently in that, influencer marketing is really any third party voice that is suggesting to an audience they should use a product or check out a brand, and that that audience is receptive to that message. So, you know, you do have your famous for being famous Instagram folks who have massive audiences who can promote a product and people will go check it out.

Richard Grove: [00:06:53] But an influencer could also be your Great Aunt Ethel, who’s got 30 really close friends that she plays bridge with, who, if she posts something on Facebook, a product she likes, maybe four of them will check it out and purchase it. So, anything in between that, in our opinion, can be defined as influencer marketing.

Mike Blake: [00:07:14] But when did influencer marketing start to gain traction? And to really just sort of put it very bluntly, at what point did influencer marketing become a thing, not just sort of a cute little side hustle or a cute little thing that people did, but became a really serious business activity?

Richard Grove: [00:07:30] From my perspective, I would say, probably, around ten years ago, it started to gain traction. And the “influencer” community started to think more in terms of monetizing their influence. And then, over really the last five to ten years, it’s really kind of picked up steam. But our experience began, probably, about 2015 is when we started kind of getting in those waters and giving it a try and allocating some marketing budget to experimenting with it.

Mike Blake: [00:08:05] So, I made an observation in my intro that I’m curious if you agree or disagree with, and please feel free to disagree, what is the relationship or the link, if any, between influencer marketing and what we might have called celebrity endorsements? How are they connected? How are they different?

Richard Grove: [00:08:25] I think there’s a lot of crossover, so there’s a lot of similarities, but there’s also a lot of differences. So, the way we look for a partner – and we don’t call them influencers. We call them partners or brand ambassadors. Because the term influencer can be a little reductionist – for instance, our product is tool storage systems. The people who use our product that have influence are tradesmen, craftsmen, makers, really skilled DIY folks. And so, those people have an audience because they’re good at what they do and their audience respects what they do. And so, if they’re to tell our audience about our product and endorse it, it carries a lot more weight.

Richard Grove: [00:09:11] So, that’s very different than just, “Hey, Kanye West. Can you sell this for me? I’ll give you however much money and we’ll make you a partner if you just push it on your channel.” So, they’re both by definition influencer marketing. It’s just in our experience, and for the size of company that we are, and the relationships that we want to build, it’s a lot better for us to start with the person who had the skill, that built the audience with the skill, and then go from that direction.

Mike Blake: [00:09:44] And I wonder if also sort of a different sort of driver behind the evolution, you know, one thing that strikes me is, most celebrity endorsements are quick hits. Think about a priceline.com, William Shatner, Kaley Cuoco – I don’t know if that’s still a thing anymore – but they were cute commercials. I’ll be the first to admit I’m just in the tank for William Shatner. I just love the guy.

Mike Blake: [00:10:11] But influencer marketing, to me, is almost they’re infomercials. You know, the people that I follow on YouTube – I’m big into tech – so I follow Linus Tech Tips and Luke Miani and some other people that are particularly in the Macintosh platform. Lisa Gade of MobileTechReviews is also excellent, and Dave2D.

Mike Blake: [00:10:35] And they’re getting up there, and they’re demonstrating products for, like, a-half-an-hour. And I’m watching them, and if I’m honest, I’m watching them do a 30 minute commercial that they may or may not be being paid for. Somehow, those influence marketers do their thing in a way that makes me want to watch a commercial for 30 minutes. It’s bizarre.

Richard Grove: [00:11:04] Absolutely. One of our biggest things when we get reached out to is what are the deliverables, what do you expect from us. And the first thing we say is we want it to be organic content. We want you to be in your shop building something and then you’re using your Wall Control system and it comes up that way versus just shoehorning something in that looks like a commercial.

Richard Grove: [00:11:26] So, like you said, you could do a whole video on how to use it, and it could actually be informative and bring value to the viewer beyond just trying to sell the product. And maybe the product is not even being sold, it’s just making them aware of what you can do, “I happen to use this system”. And, to me, that’s a very powerful message because you haven’t told anybody to buy anything, but you’ve told them this is a valuable thing to do, here’s the thing I found to be the best at it. I think that resonates a lot more than, “So and so sent me this and let me tell you about it.”

Richard Grove: [00:11:59] I mean, it’s a really subtle but big difference between a product review. I think the thing that came before the influencer marketing were, “Send me a free product and I’ll do a product review for you.” So, we saw a lot of that. And, again, it’s very subtle, but that didn’t seem to move the needle very much for us.

Richard Grove: [00:12:22] And some people would take our product out of the box. They wouldn’t even install it or use it. They would just talk about it. And so, if I’m a viewer, I’m not influenced by that. I just think you got something for free or you got paid a little to promote something on a YouTube channel.

Richard Grove: [00:12:40] And I think the good ones, too, their audience has respect for them. They don’t think they’re going to get up and just hustle something to make a buck. It’s actually something that they think will bring value to their viewer.

Mike Blake: [00:12:52] So, somebody listening to this conversation now may be thinking, “Okay. Influencer marketing is a thing. It seems like it’s growing. It’s here to stay. It’s not just a passing fad.” How did you arrive at the conclusion that influencer marketing would be useful to you? And can you tell us a little bit of the story about how you implemented or acted upon that?

Richard Grove: [00:13:13] For sure. Yeah. So, people would reach out for product review, “Pay us this and we’ll review this product.” And I forget what year, probably around 2015, the first one that we really worked with, his name is Lazy Guy DIY on Instagram. And he’s a super close partner to us now. And he reached out – and it’s a funny story we tell – he said, “If you send me a free product, I can use it in my shop and talk about it when it makes sense.” And we we’re like, “No. Why would we do that?” And he had a solid following and all that, we didn’t understand the value proposition of it like we do now.

Richard Grove: [00:13:52] And so, after a little while of building a relationship, and I think he actually bought some products, too, when we see someone do that, it really tells us they’re committed to our product line. So, we ended up sending him some product and started to slowly – I think the key is slowly for people – started to build that trust in this process and started to see results from it. And since then, there’s all kinds of creative marketing things that we’ve done together. He runs our Wall Control Instagram account. Our Brand Ambassador Program, he manages that.

Richard Grove: [00:14:27] So, we’ve brought on these partners, some we work super closely with, and some of them it is just a free product, let’s see what you can do with it kind of thing. So, I’m not sure if that helps answer the question. But, yeah, from there it started to snowball. He was able to bring in his other friends in the community.

Richard Grove: [00:14:44] And I think that’s another point, is, if you pick the right partners, they introduce you and your brand to their community. And that’s where the greatest value comes from, not just the potential consumer, but other “influencer partners” that they happen to have in their network. So, it’s as much networking as it is trying to sell product through a lot of eyeballs on any given social channel.

Mike Blake: [00:15:13] So, I want to pause on that because, nowadays, there’s no shortage of these potential influencers. That’s a thing, a lot of kids now would love to become influencers. That’s like the thing they want to do when they grow up. And I’m sure that even back when you started this, you had no shortage of potential choices. How did you settle on that particular person? What were the criteria, either explicitly or looking back implicitly, you used to select that person or maybe others, you may have increased your portfolio of partners, to decide that they are the people you wanted to represent your products in the marketplace?

Richard Grove: [00:15:57] Yeah. That’s a great question. And there was no specific criteria at the time. And we do have some criteria now, but it is still very person to person and situational that we make these decisions. But I think what happened there was, we couldn’t send free product. We had never done this before. We didn’t know what the ROI was going to look like.

Richard Grove: [00:16:18] So, we maybe gave him a discount and he bought on his own. So, he put his own money in it. He started using the product. We followed him on his channel, so we could see it in the background. He would reach out and ask us questions about it, and give us feedback on ways to improve it. And that relationship developed before we were kind of in “business together”.

Richard Grove: [00:16:38] And I think that’s an example of ideally what we look for is somebody who is aware of our product, either uses it on their own already, or has some experience with it, and really wants to develop a longer term relationship versus just paper posts, “Give me however much and I’ll do an Instagram post about it”.

Richard Grove: [00:17:00] So, it’s kind of hard to articulate, but you really start to get a feel for it after you’ve been doing it for a little bit and you have a good partner. So, once you have a good partner, you kind of know what the opposite of flash in the pan, hit or miss opportunity is going to be. And you can kind of tailor it in the right direction once you start to get a handle for it.

Mike Blake: [00:17:21] Now, I think you said that this particular partner, at least at the time when you started that relationship, was particularly active on Instagram. Is that where most of the influencer marketing hangs out? Or are there other channels that are useful as well? And does that choice of channel at all impact who you’re going to choose to partner with?

Richard Grove: [00:17:50] Definitely. I think Instagram is a good kind of barometer or thermometer to gauge the temperature of what that influencer might be able to deliver. Follower count is certainly an important criteria, but it’s not the be all, end all. So, if someone has a solid following on Instagram and they have some other channels, like a YouTube channel, or what’s really good are blogs, that’s another great thing, that’s a solid partner.

Richard Grove: [00:18:17] We’re not super interested in just the Instagram folks. And the reason being is what we’ve seen really moves the needle is evergreen content. So, content that stays online and gets indexed and shows up in search results, you know, month after month, year after year.

Richard Grove: [00:18:33] So, somebody might have a really small Instagram account and someone might overlook it, but maybe their blog has hundreds of thousands of clicks every month, well, if they’re going to do an article about us, that’s going to stay up forever, potentially. So, that could very well be far worth it than just somebody who’s got half-a-million Instagram followers and does one post that slowly or quickly starts to fall down their feed, only seen one time. So, it’s kind of a balancing act.

Richard Grove: [00:19:03] And, again, Instagram is great. And that seems to be – especially you talk about young folks trying to get out and make a name for themselves – where they want to build their audience. But I think that what we’re looking for are those influencers who have taken the step of moving their brand off of that platform and taking ownership themselves. So, they have a website and they have their brand across multiple channels.

Mike Blake: [00:19:31] I think that’s really interesting you mentioned blogs. You know, I would not have expected that, and you’d think I’d learned by now. Because blogs come up often, they’re so easy to forget. You know, we’re so enamored of video and podcasts and the so-called dynamic or rich audio visual multimedia content, whatever you want to call it. And what keeps coming up over and over in conversations like this in terms of digital marketing, is that blogs still matter. And I think a lot of people forget that. So, can you talk a little bit about your experience with blogs in terms of how they relate to your influencer marketing strategy?

Richard Grove: [00:20:15] It’s funny you mention it, because it’s like we say untapped, but it has been tapped. It’s almost like people forgot about it. And it’s like what’s old is new again. And so, we really like that because, I mean, if you do a Google search for our product and someone writes a solid blog article and it’s got perfect SEO, it’s going to show up, and it’s going to take a spot in indexing, and it’s going to bring benefit to our customer.

Richard Grove: [00:20:42] The other thing we like about it is – and we can get into this a little more wherever you want to go with it – we use an affiliate link program where they can embed affiliate links and get a commission on the traffic that they send to us. Some of our older, longer, stronger relationships of brand ambassadors, we make this available to them. And so, when they have a blog and we get traffic, that’s really solid evidence that what they’re doing is helping our brand. And it’s a lot easier for us to partner with them at a deeper level, higher, bigger projects, more spend, because we know we’re going to get that ROI. Whereas, again, if it’s just Instagram, the the analytics are not great for us knowing what our return on investment was.

Mike Blake: [00:21:25] So, was there anything that you had to do to kind of get ready to successfully leverage influencer marketing? Were there things you had to do differently, think about differently? Or were you kind of ready made to step into that and be successful from day one?

Richard Grove: [00:21:40] We have totally learned as we went along. There was nothing in place. And that’s what I would say to anybody listening, is, just start trying. There’s no right way to do it. There’s probably some wrong ways, but there’s really no right or wrong. Just whatever works for you and your brand and the partners is going to be your next best step. So, we’ve learned as we’ve went along. We definitely had to put some guardrails in there as time went along.

Richard Grove: [00:22:10] Again, we don’t want to go strictly by follower count. It’s not a really good indicator of what sort of influence they have. That’s another thing we could get into, is, what their engagement looks like. But it does set some guardrails and it allows us to start some conversations as far as vetting who we’re going to partner with.

Richard Grove: [00:22:27] Especially for everybody, budget is a factor. Lately, raw materials, supply chain issues have made product scarcity problem. So, who you send product to is much more impactful than it used to be because it’s expensive and hard to get. So, I think you’ve got to just start and you’ve got to play around with it and you’ve got to iterate quickly and go where it takes you.

Mike Blake: [00:22:54] And my understanding is your company sells both consumer and industrial grade products. You’re in the B2B and B2C, is that right?

Richard Grove: [00:23:05] Yes .Exactly. Yes.

Mike Blake: [00:23:07] So, when you started, did you have in mind that you’d be using or leveraging or investing in influencer marketing to address the consumer market or the business market or both? Or did that just sort of fall out of experimentation as well?

Richard Grove: [00:23:24] Yeah. At first, it was definitely the consumer market. But then, we started to see added benefit in the business market because a lot of our influencer partners were involved in these other programs as well for the big box stores. So, there was a lot of crossover there. And then, just by nature of all the eyeballs that are on them, get eyeballs on your potential retail partners and buyers.

Richard Grove: [00:23:50] So, say, Partner A is having a conversation with his audience. Well, the buyer for Home Depot or whatever big box store happens to watch him as well, becomes aware of your product and you can kind of work that angle to get the business to business model going.

Richard Grove: [00:24:07] So, it’s kind of weird. I mean, it goes in all kinds of different directions, and it’s been super cool just watching how things evolve. And how every single partnership, there’s been different things that have come from it. There’s certainly no straight path to where you want to go. But, yeah, we started with the end user consumer in mind, but I’ve definitely seen it benefit both sides of our business and continues to do so.

Mike Blake: [00:24:37] And I think that’s sort of evolving. When I think influencer market, I certainly think B2C. And the most important categories of influencer marketing do seem to be lifestyle, health and beauty, things of that nature, at least if the data that I see is to be believed. But I think as an increasing number of business decision makers are spending time on the Instagrams and YouTubes and so forth, it has become already and will continue to be a more important channel for B2B marketing as well.

Richard Grove: [00:25:11] I think B2B – at least our B2B – is selling to an end user or some customer who’s going to just buy a product and put it up. So, when they see all the eyeballs on our product, that tells them they want to have it on their shelves. So, it used to be – and it still is this way – you want to have a product that is an obvious best seller with higher reviews and does well across multiple channels. That was usually how you get your foot in the door with a big box store.

Richard Grove: [00:25:43] Well, now, you can also point to your social following and the people that they use to sell to their audience that are using our product already. So, it’s a really organic way to move that conversation, “Hey, I see you work with Partner X,Y,Z over there. Well, they already use our system.” All their eyeballs are your customers too. It’s an easy sell for you. It’s already there. Let’s see what we can do as far as putting something together there.

Mike Blake: [00:26:12] This may be not a fair question, but we specialize in unfair questions here on the Decision Vision podcast.

Richard Grove: [00:26:17] No problem.

Mike Blake: [00:26:19] And that question is, in your mind, as you sort of have thought about this so much, are there any industries that don’t lend themselves well to influencer marketing? There are certain kinds of industries where it’s sort of square peg, round hole kind of thing.

Richard Grove: [00:26:36] I’ll say yes, there’s some that are probably less than others, but it could be different. So, for instance, our manufacturing plant, it’s a tool and die shop, so their customer is going to be an automotive manufacturer. It’s not anything you’re going to see on Instagram. Nobody is going to buy car parts from us for an assembly line because they saw it on Instagram or using it, and there’s no way they could anyways.

Richard Grove: [00:27:03] But the way it can be leveraged is, one of our biggest challenge on the manufacturing side is finding skilled workers and finding people who want to come in and take the time to learn the trade. I mean, it’s very lucrative, but it’s just not something you hear a lot of. And so, we can use Instagram there to show what we do and make it cool, because it already is cool.

Richard Grove: [00:27:26] So, it’s the same thing with our partners we work with that are in the trades, they’re showing kids that this is cool stuff to do. If you don’t want to go to college and you want to go learn a trade, there is a path where you can be an influencer in some tool and die shop or in a woodworking shop. So, I think that influencer marketing can be used in those environments, not to sell product, but to sell your business to potential employees, which is kind of, I guess, a new way to look at it. And we’re starting to kind of play around with that too by opening up our doors and showing people on Instagram what we do and making it cool.

Mike Blake: [00:28:09] I think that’s a really smart point, is, we’re in a – in my lifetime – unprecedented period where there’s just an unusually tight labor market that appears to be structural in nature, it’s not temporary, it’s not a fad. It looks like we’ve had two seismic shift. And influencer marketing may no longer just be about selling product, but it’s also wanting to attract the best and the brightest to come work for you.

Richard Grove: [00:28:40] Yeah. I mean, if we have a solid following and we say, “Come work for us,” and maybe we have them, “You could start an Instagram account that’s semi-professional. It’s going to be you, personally, but you can show the work you’re doing in the shop,” assuming there’s no NDA or something related to it. And then, we can promote you on our channel so we can build you up. Like, if you want to be an influencer, we can try to help you a little bit along the way. So, it’s kind of leveraging our audience to help the employee do what they want to do while also performing the job.

Mike Blake: [00:29:15] Can you work with multiple influencers at once? One thing that I think might differentiate celebrity endorsements from influencer marketing is that celebrity endorsements tend to focus on one or two people at most. You have the face for your product. Is that also the case in influencer marketing? Or can you have a broader portfolio of people that are your brand ambassadors? Can you have in effect a state department as brand ambassadors for your product?

Richard Grove: [00:29:51] I think you definitely can and that’s what we do. If we had an issue, it would be, maybe, a big box store issue. Like, one big box store had this bucket of influencers and the other big box store had another bucket of brand ambassadors and they didn’t want crossover there. But because our product is sold in multiple big box stores, that’s usually not an issue. So, for us, that’s not something we really have to spend any sort of issue for where there is some sort of conflicting interest behind the scenes there.

Richard Grove: [00:30:24] Going back to kind of how we partner with them, I’ll bring back Adam from Lazy Guy DIY. He’s a good example. So, because he’s a woodworker and he’s used to our product, we figured let’s let him design a woodworking value kit. So, something we could private label under his name that he can promote on his channels and earn a commission on. And so, if you look on our website under value kits, you’d find the Lazy Guy DIY Woodworking Kit. So, he would get paid on the sale of each of those units.

Richard Grove: [00:30:58] And one of the cool things, too, it became very easy to move that into the woodworking stores because they’re familiar with his work and his name is on it, so it’s an easier sell for them. The other thing, too, they know they can tag him, that’ll get re-shared to their audience. So, there’s a lot of creative ways to go with that.

Richard Grove: [00:31:18] But that would probably be the closest thing we might run across where we couldn’t have multiple places selling that one thing because woodwork in Distributor A isn’t happy with woodwork in Distributor B selling the same product. But even with that, we’ve never run into any kind of problem or any sort of restrictions.

Mike Blake: [00:31:41] Now, of course, most, if not all, companies have finite marketing budgets. We’d love to spend endless dollars on it if we could, but we can’t. What are you finding, if anything, you’re doing less of so that you make room for influencer marketing? What is it replacing in your portfolio of marketing activities?

Richard Grove: [00:32:02] Well, that’s a good question, and it’s evolving, for sure. So, the iOS 15 update, the most recent one Apple released, very heavy on the consumer privacy. So, we’re seeing with our email marketing, our pay per click marketing, it’s becoming a little harder to track and target our ideal customer. So, the ROI there is starting to fall off a little bit. We’re still heavily involved in that and we’ll continue to.

Richard Grove: [00:32:33] But we’re starting to try to funnel some of that money away from there and into the influencer marketing space because we know their audience and their audience is our potential customer. So, we don’t have to guess. We don’t have to try to hope that they have agreed to cookie tracking and all that. We can actually know that the people they’re talking to are our potential buyers.

Mike Blake: [00:32:55] And you said something that I think is important that I want to kind of pause on it and drill into it a little bit, is that, you know your audience. Another maybe strength of influencer marketing versus broader celebrity endorsements, is, celebrity endorsements – in my impression, anyway – is that they’re blasted out to a large audience. Super Bowl commercials, for example. And you hope that you just sort of reach enough of them by sheer large numbers.

Mike Blake: [00:33:24] Influencer marketing allows you to target very specific audience. And I think – correct if I’m wrong – there’s also a lot more data available to be able to analyze the impact or at least potential impact of what you’re doing. So, you can make empirically fact-based decisions on how you spend your dollars.

Richard Grove: [00:33:47] Exactly. And just like any experiment, if you set one variable up, it’s easier to see what impact it has. So, for instance, our product line will go in a lot of different places. It goes in a woodshop. It goes in a home gym. It goes in a kitchen. So, maybe one month – for us – we’re just going to focus on home gyms and see how the needle moves speaking directly to that audience. And then, the next month move to another target audience.

Richard Grove: [00:34:17] Again, Instagram is a little tricky because we can’t really track their audience to our website unless it’s like a direct link. And the other thing, too, is we sell through retailers. So, if somebody sees our product on Instagram, they could go pick it up at a retail store, and we would never know that that’s what influenced their purchase. But if we segment our targeting, we can look over time and say, “Okay. When we were running this campaign, we really sold a lot of these.” So, let’s assume that that delta between the month before was because we were targeting that audience.

Mike Blake: [00:34:53] One concern, I imagine, is arising with some of the people listening to the program is that, “Boy, this sounds expensive.” Some of these YouTube marketers are making serious money and they’re not even going to talk to us for a level that’s outside of our budget. And it’s sort of the barrier to entry of celebrity endorsements all over again. Is that true or are there ways to kind of dip your toe in this and still have some kind of effect?

Richard Grove: [00:35:29] For sure. And I would say full disclosure, we have never been a pay for post company. That’s not how we engage with our partners, our brand ambassadors, and especially not at the very beginning. So, what we’ve always done is free product for exposure based on what that audience size looks like.

Richard Grove: [00:35:47] And we should also talk about an influencer is not an influencer, is not an influencer. There’s the micro-influencer, which you would define – we’ll just talk Instagram numbers just because it’s easy – somewhere around 10,000 followers would kind of be in that category. I say 10,000 to 100,000 followers. And then, beyond that, you start getting into the folks who have the agencies that they want you to work with and they want to be paid.

Richard Grove: [00:36:14] So, what I would do if I was starting from scratch, I’d try to find somebody who I see in the community I would like to target who seems to be knowledgeable, start following them. Maybe reach out on Instagram or send a DM on some other platform and say, “Hey. We like what you’re doing. We think our product might be a benefit to you. Would you mind if we sent you some free products?” And that’s a pretty organic way to just start a conversation and you can kind of see where that goes.

Richard Grove: [00:36:41] And then, from there, what we would do, basically kind of our playbook, is, we start with a free product and we see how that goes. From there, we see where the relationship goes and then we can talk about paid engagements after that.

Richard Grove: [00:36:56] And the other thing, too, our product line is heavy. It’s expensive to produce and ship. So, if we’ve already got the initial investment in a shop, it’s easier for us to come up with some creative ways to actually pay money to the influencer to help market our product.

Richard Grove: [00:37:11] And another creative way that we’ve found works really well, our affiliate programs. There’s a really good plug and play APIs that can plug into almost any website’s backend where you can easily track these conversions and pay your influencer partner a commission off of all the sales that they generate from traffic they send to your website. So, that’s how we do it and how we got started. And I think it’s a pretty easy way to kind of dip your toe into it.

Richard Grove: [00:37:38] The other thing, too – I keep going back to follower count – you don’t want to just look at that. You really want to look at engagement, and it doesn’t take very long to figure out if it’s there or not. So, if somebody has 200,000 followers on Instagram, but their post only gets ten likes and no comments, that’s probably not going to give you a big bang for your buck. Whereas, maybe somebody got 5,000 followers, but every post gets a thousand something likes and a bunch of comments. That’s a really engaged audience who’s going to be much more receptive to the content they put out.

Mike Blake: [00:38:11] I’m talking with Richard Grove. And the topic is, Should I use influencer marketing? So, you touched on something that I think is really important I want to make sure that we cover today. And that is, how are influencers typically compensated? Is it commission? I mean, I’m truly ignorant about this. How does that payment structure typically work?

Richard Grove: [00:38:39] I mean, a lot of different ways. So, typically, I would say your micro-influencer is probably not compensated. It’s probably just a side hustle for them, is usually what we see. And I can’t speak to all brands, but their first year of compensation for us would be that commission paid out based on sales that they send our way. That would be kind of the base level. Then, if that’s going really well and say they want to really put some time and energy into something like a blog post or a YouTube video, we could talk about what that pay structure would look like.

Richard Grove: [00:39:18] And the other thing, too, is, because it’s so hard to attribute sales in this way, it’s even more important for a company to be aware of what their typical customer acquisition cost looks like and what kind of return they’re getting across other platforms. Because that’ll give you some structure to talk about with an influencer partner.

Richard Grove: [00:39:42] So, say, we have a new product we’re rolling out and we were going to make our own internal YouTube video, there’s going to be some cost inherent to that. We’re going to have to pay our employee. We’re going to have to spend some time doing it. So, whatever costs we would spend doing that, I’m cool with paying one of our partners to do it. And we’re going to get more traction because they have a bigger audience and it’s coming from a third person perspective, so it’s going to hit a little different than if we’re telling you our product is great, go buy it. So, that’s one way to do it.

Richard Grove: [00:40:10] And another thing to keep in mind is – just like that – look for creative ways to monetize your partner. It’s going to probably be different for every brand and every industry. Even if it’s one off, that’s fine too. Don’t think that if you do it for this one person, you’ve got to do it for this other person, and it has to be totally scalable. I would work it on a partner by partner basis and then slowly refine what your criteria is as you go along. And don’t be afraid to make mistakes there either, because that’s really the only way you’re going to learn what steps to take next.

Mike Blake: [00:40:50] We touched on this a little bit, but I want to make sure we hit it, and that is, one of the benefits of influencer marketing and digital marketing, in general, is that we get much more relevant data, in some cases, effectively real time. What are the KPIs or key performance indicators you look at in measuring the effectiveness of your investment in influencer marketing?

Richard Grove: [00:41:17] So, we look at it as a whole. We look at the program as a whole. I don’t want to give all of our criteria, but we typically say that in order to send free product, we’d like for you to have 10,000 followers on at least one social channel. Because we found that based on our average order size and customer acquisition costs, that tends to be a good return on investment for us.

Richard Grove: [00:41:51] If it’s less than that, what we’ll usually do is provide some heavy discount code. And we have an incubator program that will put folks in that bucket. While they grow their audience, we’ll try to help them grow their audience through our audience as well. And develop a relationship so that when they hit these certain thresholds, it makes more sense to open up the product giveaways and we can open up the actual monetary spend.

Richard Grove: [00:42:19] So, what we do is we try to look at the program as a whole and we use the analytics that come in from our affiliate network to try to gauge what sort of return on investment we’re seeing there. And, again, it gets muddy because of the retail network. But we tend to see that rising tides lift all ships. And so, if we were running a campaign, we, generally, can tell what impact that had on our overall sales and attribute that back to the partners we working with, and what sort of budget we moved over into that bucket. Does that help answer the question?

Mike Blake: [00:42:51] Yeah, I think it does. Richard, you’ve been so generous with your time and your knowledge today, and I don’t want to abuse that. We’re running up against our time limit today. And I’m sure there are questions we either didn’t cover or our listeners would have wished that we had gone into more depth with. If people have questions about this topic about influencer marketing and want to get some feedback from you, can they contact you? And if so, what’s the best way to do that?

Richard Grove: [00:43:19] Yeah. If they want to just reach out on social media, I’m MrWallStorage on Twitter and on Instagram, and then we can go from there.

Mike Blake: [00:43:30] That’s going to wrap it up for today’s program. I’d like to thank Richard Grove so much for sharing his expertise with us.

Mike Blake: [00:43:37] We’ll be exploring a new topic each week, so please tune in so that when you’re faced with your next business decision, you have clear vision when making it. If you enjoy these podcast, please consider leaving a review with your favorite podcast aggregator. It helps people find us so that we can help them.

Mike Blake: [00:43:53] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn group called Unblakeable’s Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

 

Tagged With: Brady Ware & Company, brand ambassadors, Decision Vision, influencer marketing, Influencers, marketing, Mike Blake, Richard Grove, Wall Control

Workplace MVP: Amy Zimmerman, Relay Payments

March 17, 2022 by John Ray

Amy Zimmerman
Minneapolis St. Paul Studio
Workplace MVP: Amy Zimmerman, Relay Payments
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Amy Zimmerman

Workplace MVP: Amy Zimmerman, Relay Payments

In a wide-ranging conversation, Amy Zimmerman, Chief People Officer at Relay Payments, and host Jamie Gassmann discussed best practices for retaining talent. They covered incentives, rewards, and recognition, the need for companies to keep abreast of market conditions, the value of stay interviews and what happens when they go wrong, talent retention methods which go beyond compensation, and much more.

During the show, Amy referenced a recent interview she gave on stay interviews. You can find that interview by following this link.

Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

Relay Payments

After years of gaining a profound understanding of the ingrained payment problems in the logistics industry, co-founders Ryan Droege (CEO) and Spencer Barkoff (President) ultimately shared the vision of building the supply chain and logistics digital payment network of the future.

Now, Relay is a fast-growing, venture-backed fintech company, which raised $100 million in investment funding to fully support the goal of spearheading the industry transformation to digital, contactless payments, ensuring America continues to run during COVID-19 and well beyond.

As a result of the immense expansion, Relay has grown exponentially, boasting a workforce of 100+ across 12 states; all focused on building a customer experience unlike any other while modernizing age-old payment processes in the supply chain industry.

Relay’s customer-centric approach has entrusted the company to process more than 250,000 transactions every month, working with the largest carriers, freight brokers, and 3PLs across 50 US states and Canada, ensuring their products get to shelves quickly for consumer consumption.

Company website | LinkedIn | Facebook | YouTube

Amy Zimmerman, Chief People Officer, Relay Payments

Amy Zimmerman, Chief People Officer, Relay Payments

Amy joined Relay Payments in 2020 to support their explosive growth plans. She was hired to establish their people function and build it from the ground up. During this time, they have grown from fewer than 10 team members to over 120 globally. Relay Payments is a mission-driven, Series C, venture-backed start-up in the fintech space, headquartered in Atlanta, GA. They are building a contactless payment network in the transportation and logistics industry.

Amy co-founded PeopleCo. to be a strategic partner for founders and a growth catalyst for companies on the rise. Central to her work, of course, is the development and nurturing of a company’s culture. Whether the focus is on foundational elements, like defining core values and communication practices or developing more mature programs to support organizational effectiveness like performance development and engagement initiatives, it’s all in service to ensure that the culture is intentional and aligned with the company’s growth objectives and financial goals.

In her previous life, as chief people officer for Kabbage (recently acquired by American Express), Amy was responsible for building the company’s award-winning culture, driving engagement, and guiding all people strategy initiatives. She oversaw the integration of M+A teams to build and grow capabilities across a diversity of cultures and geographies. Before that, she worked for VSI as a recruiter, people leader, and culture ambassador prior to their acquisition by TransUnion.

She graduated from the University of South Florida with a completely irrelevant degree in Criminology.

LinkedIn

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

TRANSCRIPT

Intro: [00:00:03] Broadcasting from the Business RadioX Studios, it’s time for Workplace MVP. Workplace MVP is brought to you by R3 Continuum, a global leader in workplace behavioral health and security solutions. Now, here’s your host, Jamie Gassmann.

Jamie Gassmann: [00:00:25] Hi, everyone. Your host, Jamie Gassmann here, and welcome to this episode of Workplace MVP. This last year brought on an additional challenge for workplace leadership with what some experts are referring to as The Great Resignation or The Great Reshuffle.

Jamie Gassmann: [00:00:41] Turnover in 2021 was 12.2 percent higher than pre-pandemic turnover rates across all industries in the U.S., according to the U.S. Bureau of Labor Statistics. There are varying opinions as to why employees were leaving their current employers over this last year and what some believe will continue into this year. Some feel it was as a result of employees realizing a need for better work-life balance and improved work environment or culture.

Jamie Gassmann: [00:01:11] Employees seeking a remote or hybrid work option, better pay. And some feel it may have just been as a result of people who were already looking to make a change but held off during the volatile times in 2020. And there are, of course, others from both a professional and personal reasoning that drive employees to make career changes.

Jamie Gassmann: [00:01:33] The concern for employers with the increase in resignations and employee movement to other organizations is the cost that turnover can have on the organization. At an average, for every salaried employee who leaves an organization, it can cost the company six to nine months of the employee salary to replace them.

Jamie Gassmann: [00:01:52] But not all turnover is bad. Sometimes it is better for the organization and the individual. But for those employees you want to keep, how do you create an environment that aids in your ability to retain them?

Jamie Gassmann: [00:02:04] Well, joining us today to share her best practice approaches to retaining talent is Workplace MVP and Chief People Officer at Relay Payments, Amy Zimmerman. Welcome to the show, Amy.

Amy Zimmerman: [00:02:15] Thanks, Jamie. I’m glad to be here.

Jamie Gassmann: [00:02:17] So, share with us your career journey to becoming the Chief Police – Chief People Officer at Relay Payments.

Amy Zimmerman: [00:02:25] Thankfully, I actually don’t feel like the Chief Police Officer at Relay. Long story short, I started my career post-college as a substance abuse counselor, which is probably a bizarre journey to where I landed. But as a social worker at heart, I think it shaped in every way the type of people leader that I’ve become.

Amy Zimmerman: [00:02:58] Ultimately, early on, I was a recruiter, and would still say that I identify as a recruiter in so many different ways. But started with a tech company in Atlanta in 1999. I probably just aged myself a lot. The company was eventually acquired by TransUnion. And I stayed on with TransUnion for a couple years as part of the agreement. But certainly learned very quickly that I’m a startup person through and through, and so left and did some consulting after my oldest daughter was born.

Amy Zimmerman: [00:03:35] And then, wound up connecting with Kabbage as a client of mine for quite a while. I actually helped them hire their first team member after they were funded. And eventually joined them full time and was with them pretty much the entire ten year journey to acquisition by American Express in October of 2020.

Amy Zimmerman: [00:03:58] I started consulting again and was introduced to the founders at Relay. And despite not being interested initially in being a full-time team member again, I quickly realized that it was a no-brainer our values aligned in every possible way. And if I was going to do this one more time, I’ve been part of two acquisitions at this point, I figured the third one, I’d go out with a bang.

Amy Zimmerman: [00:04:27] So, I’m at Relay Payments now and started with the founders when they were single digit team member numbers about a-year-and-a-half ago, fractionally. And we’re over 140 team members now and will likely be somewhere around 300 by end of year. So, giant growth plans and an exciting kind of road ahead with these guys.

Jamie Gassmann: [00:04:51] Wow. Very exciting. Can you tell us a little bit more about what Relay Payments does?

Amy Zimmerman: [00:04:57] I can. Imagine, we’re basically like the Venmo in the logistics industry. So, we’re modernizing payments for an industry that’s been ignored for a good while. I would say many of the ways payments is done in logistics and trucking, specifically, is very archaic. There’s lots of paper involved, which certainly leads to fraud, and leads to lost receipts, and lots of wasted time. And so, we’re creating solutions that modernize a very old practice. And as a result, save money in time for the really, really important people who are moving goods throughout the country.

Jamie Gassmann: [00:05:44] Wow. So, from your perspective, why do you think we’ve seen so much turnover in the last year across various industries with having employees leaving their employers?

Amy Zimmerman: [00:05:57] You know, I think a couple of things. You touched on some of them, certainly, and that’s, I think, there was a buildup. I think 2020 was so uncertain that some of the natural attrition that would have happened was delayed. And so, I think the uptick in 2021, for a lot of reasons, made sense. I think the complexity or the piece that probably was a little different or not COVID related necessarily was the fact that people realized that some companies were offering an enormous amount of flexibility and also care.

Amy Zimmerman: [00:06:40] You know, people were burning out. There was this confusion between work-life balance and work-life integration. When does work start? When does it stop? Does it stop? Is it fully integrated? Is there this expectation now that I work all day and all night? Maybe not even imposed by the employer, but self-imposed, because there was some confusion as individual team members about kind of boundaries, et cetera. And so, I think there were a lot of things, but I think a lot of companies got it right and a lot of companies got it wrong.

Amy Zimmerman: [00:07:13] And so, people were sharing stories with friends. I think there was more opportunity. A lot of companies decided that they weren’t confined by their geography, and so they were opening opportunities up to people in other states and other locations. And so, I think the opportunistic reasons that people left probably increased dramatically, in addition to the fact that people from 2020 that hadn’t already started contemplating a move decided to.

Amy Zimmerman: [00:07:49] And the part about companies not getting it right was some companies just didn’t do a good job of investing in their people and staying connected to their people while they were gone. Rewards and recognition, I think, is a giant way you do that, and we can talk more about that. But I don’t think a lot of the companies got that right. And so, there were just a number of reasons why people decided it was time to consider something new.

Jamie Gassmann: [00:08:16] Yeah. So, we’re going to talk a little bit this kind of first part of the show just discussing a little bit of the impact that this has on organizations when you’re having that turnover. So, looking at retention and turnover, what is that impact on the organization from your perspective of both of those?

Amy Zimmerman: [00:08:38] I think aside from the financial cost, which you referenced as potentially six to nine months of somebody’s salary, which is huge, there’s a loss of knowledge that walks out the door that can be hugely impactful, not only on the organization from an expertise and bench strength perspective, but also on the team members.

Amy Zimmerman: [00:09:01] You know, if the person that knows the most is leaving, then (A) We all have to step up in a way that maybe we didn’t have to before. (B) There’s a learning curve that we now need to navigate or figure out. And (C) If I’m the person who knew as much as the person leaving or say the second most, now, suddenly, there’s a burden. I’m feeling all of the pressure to be the subject matter expert on the team or at the company in a way that is imposing. Because I already had a full-time job, potentially, and now, suddenly, everybody’s looking to me to lean on and leverage because some of the other expertise walked out the door.

Amy Zimmerman: [00:09:42] And so, I think there’s obvious impact financially to the bottom line. But I think there’s more subtle impacts to morale and to people that are affected and caught up in some of that, that is harder to quantify, but super damaging, potentially nonetheless.

Jamie Gassmann: [00:10:01] Yeah. And that definitely leads into my next question in regards to, obviously, you can quantify those hard costs. You can put dollar signs to it. But what you can’t put dollar signs to is the soft costs around what happens to your people. And so, let’s kind of dive into that a little bit in terms of, like, the mental health impact or, to your point, the pressure, particularly in situations where maybe that person is trying to step up and maybe not getting noticed. Like, some of that impact that kind of ripple effects that happens from those situations. Can you share a little bit of your thoughts around that?

Amy Zimmerman: [00:10:37] Yeah. I think that’s probably one of the biggest opportunities for an employer to really double down. And when you think about losing somebody that could be material to the business for a number of reasons, sometimes that has a ripple effect. And people start thinking, “Ay yay yay. If that person left, what do they know that I either don’t know? Or they know something I also know, they had the nerve to leave, maybe I should do the same.”

Amy Zimmerman: [00:11:07] And so, in my mind, what an employer should do at that point is really, really double down. First of all, you can start doing stay interviews with some of the more key folks that you’d be in really big trouble if you lost. And, essentially, that’s a conversation where you get vulnerable. You ask, What do you love about this place? What should we do more of? And where are the gaps? What are our opportunities? If you were to leave, help me understand why so that I can try and solve some of those issues, or address some of those issues ahead of it getting you to a point where you’re potentially going to walk out as a result?

Amy Zimmerman: [00:11:50] The other thing is rewards and recognition. If people are working really hard, they want to be recognized for it. I think, you know, a lot of times people think, “Well, that’s what we’re paying them for.” They are being recognized for it. They get a paycheck every two weeks. I would say that’s pretty old school thinking. Companies that are doing the best work at retaining their folks show an enormous amount of appreciation.

Amy Zimmerman: [00:12:16] And so, one of the ways that you show appreciation is through rewards and recognition. And, certainly, there’s a cost associated, but the cost is small. I mean, $100 gift card or a dinner. Public recognition, it really goes a long way. And in many ways, it’s actually more impactful, in my experience, than giving somebody a raise. But giving somebody a raise can be a lot more expensive, but it’s typically private. That’s between you and the team member, and so there’s no public recognition.

Amy Zimmerman: [00:12:47] But when you celebrate somebody’s success, whether it’s a product launch, or whether it’s a customer win, or whether it’s some sort of accomplish toward the company’s goals, the entire company or department or team is actually celebrating. And so, that recognition has a ripple effect well beyond the moment of the discussion or the moment of the acknowledgement. And so, it’s really, really crucial that managers, and owners, and founders recognize the value and the impact of their team members and that they show appreciation for that, and that shows up in any number of ways.

Jamie Gassmann: [00:13:26] They can get really creative in some of those rewards and recognitions as well. So, where do employers go wrong when they’re trying to retain their employees? What are some of the taboo, if you will, things that employers do where you go, “No, no, no. Don’t do that”?

Amy Zimmerman: [00:13:44] So, there’s a couple of things. I will never discourage giving somebody a raise because, you know, money talks. No doubt, at the end of the day, everybody shows up at their job and, ultimately, they’re looking to earn a living to support their lifestyle, their family, et cetera. But it’s not all about money, and there’s a lot of research and a lot of data that proves it.

Amy Zimmerman: [00:14:06] But what a lot of times people do because they don’t know really how to do the softer stuff is they say, “All right. I’m going to throw some money at the person and I’m going to assume that’s going to solve all the problems.” And I can tell you that’s only a Band-Aid. And that is probably the biggest – I was going to say misconception or how much of a misconception it is. But if you think throwing money at somebody is the only way to solve a problem, I think you’re going to be really disappointed in three months when they leave anyway.

Amy Zimmerman: [00:14:38] Because what ultimately will happen is they’ll find somebody else willing to pay them what you’re paying them or more, and they’ll have a clean slate. So, they won’t have the baggage. They won’t have the burdens. They won’t have, potentially, the drama. Whatever it is that has created a negative experience, they’ll literally get to walk away from with a clean slate, in many instances, for more money. Minimally for the same money. And most people aren’t leaving for the same money. They’re leaving for more.

Amy Zimmerman: [00:15:08] But it really isn’t just about the money. It’s really to escape whatever the root cause is that’s creating the issue for the person in the first place.

Jamie Gassmann: [00:15:19] Like, when you think of an employee putting in their notice, is that the time that you offer the money? Or do you be a little bit more proactive prior to that? So, share with me a little bit of your thoughts on that because I’ve heard that throughout my career, and it’s awful. Somebody, when we’re trying to get them to stay, we threw a promotion their way or an extra money their way. You know, it sounds, to me, from some of your comments that that’s just kind of putting, to your point, a Band-Aid on it. And it’s probably not a waterproof Band-Aid, which means it’s going to fall off in a little bit.

Amy Zimmerman: [00:15:54] For sure. And the truth is, it’s too late. Most people understand that accepting a counter is a big mistake because the problems are never resolved. If you were so dissatisfied that you went through an interview process, got another job, and actually resigned, it’s too late.

Amy Zimmerman: [00:16:16] My advice to team members is, if you really want to stay, don’t stick around for a counter. Try and solve the problem before you start interviewing elsewhere. As the employer, if you want to keep somebody, make sure you understand market, make sure you’re paying your team members competitively. You’re not waiting for them to get a competitive offer. You’re actually paying them competitively because it’s the right thing to do for their skills, for their contributions compared to market, et cetera.

Amy Zimmerman: [00:16:43] We do market assessments a couple of times a year. It’s easy to get out of whack when somebody who’s been at the company for a while because, typically, people get raises when they leave. And so, if you’re somebody that’s been at a company for three or four or five years, you’ve potentially missed out on opportunities to get bumps to your salary unless your company is staying on top of how the shift in your comp should be happening.

Amy Zimmerman: [00:17:08] And it’s not three to four percent a year, which might be a fine raise in a customary situation or a traditional situation. But it’s not going to keep you up to market standards if that’s all you’re getting. And so, as the team member, as the consumer, you should also be aware of your value and your worth and having conversations proactively with your manager. Like, “Hey, I’m in this role, this is the value that I add. Market says I should be making X, but I’m only actually making Y. Can we talk about the disconnect?” Because that’s one way you can ensure that you’re going to retain strong contributors, but it’s got to be fair on both sides.

Jamie Gassmann: [00:17:53] And employees should be, you know, comfortable making some of those conversations. It’s okay to bring that up. You may not get what you’re looking for, but being comfortable in having a transparent kind of relationship where you can share that information openly. So, thinking of that, if they’ve got this employee who’s feeling undervalued or isn’t getting something – because I agree, it’s not always about money – how can an employer get that understanding from their employees before it gets to that point where they’re seeking other options?

Amy Zimmerman: [00:18:30] I’ve actually talked a good bit lately about this concept of stay interviews, and it’s essentially the opposite. If you think about when somebody resigns and they’re leaving, it’s pretty customary that companies run an exit interview. You know, what could we have done differently? And what was the ultimate decision that drove your exit, et cetera?

Amy Zimmerman: [00:18:52] So, turn that around. Have that conversation a couple of times a year. If you’re an effective leader anyway, you’re having regular one on ones with your people, you’ve got a relationship, you’ve established a rapport, throw in. And you can Google good questions for stay interview. I mean, there’s just a ton of writing. I’ve written some stuff on it. A lot of people have. And get a list of questions so that you’re not going at it blind.

Amy Zimmerman: [00:19:18] But, ultimately, you’re asking people, what is it that makes them tick? What is it that they need in their career, or in their role, or with the company that brings them joy? How do they feel excited about waking up on Monday?

Amy Zimmerman: [00:19:34] You want your team members to wake up on Monday excited to tackle a new week. Not dreading a new week. If they wake up on Monday and they dread going to work, they’re only going to do that so many times before they decide it’s time to look for something new. And so, if you conduct a stay interview with them ahead of a departure decision, you potentially will retain them. And in the process, you might even retain others, because a lot of times they’re raising issues that other people are feeling and, potentially, just not as brave to bring up.

Jamie Gassmann: [00:20:08] And the stay interview is kind of a newer concept that I’ve heard the terminology for, but there’s been other types with the Traction 555 meetings is a similar concept to that. What’s so powerful about those is, you learn so much about what drives your employee when you’re doing those types of meetings. I mean, you really can get to, kind of what you’re mentioning, what makes them tick, what their career aspirations are, what do they enjoy doing, what would they like to do more of.

Jamie Gassmann: [00:20:42] And it’s really fun, especially if you have new projects that come up, you know who you can assign it to because you’ve got somebody who’s already expressed that interest and you know them better. And I think through that, you just get to know each other better. So, it’s really kind of just a great leadership technique and approach to do as well.

Jamie Gassmann: [00:21:01] But what are some other ways that an employer can help to improve retention? Is there cultural things? What are some other ways that an employer can look to improve retention that maybe is broader, not just with the individual employee, but maybe the employee group?

Amy Zimmerman: [00:21:19] For sure. So, a couple of things. I think really building a strong community where people feel like they belong is a huge thing. If you wake up every day and you’re going to work and you’re part of this really awesome community, and you understand the mission of the company, and you’re excited, and you’re inspired by the mission, that’s a huge way to keep people excited about the work they’re doing and, ultimately, staying on the team.

Amy Zimmerman: [00:21:46] I touched on the idea of rewards and recognition, but people want public recognition, most people do. That’s not to say everybody does. But most people want shout outs. It doesn’t cost anything to give people a shout out when they just knock it out of the park. “Oh, you were instrumental in this new product release. I also noticed you worked round the clock for four days or four weeks to get something out the door, what an amazing, heroic contribution. Also, you missed dinner with your spouse or your kids, how about a $100 gift card so that you can make up that dinner on the company, since the company was responsible for the dinners that you missed while you were in the critical path on this project?”

Amy Zimmerman: [00:22:33] So, there’s free ways to recognize people. There’s inexpensive ways to recognize people. There’s so many different things that you can do from a culture perspective to create a community that people are excited to be a part of, and that will, ultimately, keep people at the company rather than contemplating the grass being greener somewhere else.

Jamie Gassmann: [00:22:55] Great points. Love that. So, we’re going to take a quick moment to hear from our sponsor. So, Workplace MVP is sponsored by R3 Continuum. R3 Continuum is a global leader in empowering leaders to effectively support and help their employees thrive during disruptive times. Through their tailored workplace, behavioral health support, disruption, response and recovery, and violence mitigation solutions, they can help you create a work environment where your employees can feel psychologically and physically safe. To learn more, visit our r3c.com today.

Jamie Gassmann: [00:23:29] So, we’ve talked a little bit about the stay interviews, so I’m going to keep moving here. So, quick question, and we talked about the positive sides of the stay interviews. How can they go wrong? How can they fall apart on the employer? How can, like, what was really well-intended, just go wah-wah?

Amy Zimmerman: [00:23:53] It’s a really great point. And they absolutely can. And I’ll tell you how and that’s, don’t ask people for feedback if you’re not willing to act on it. And that doesn’t mean you have to act on everything. You should acknowledge it. And if you’re not going to act on something, have a dialogue, be transparent about what it is that you’re doing and why, and why what they’re asking for may not make sense for the company or for the team.

Amy Zimmerman: [00:24:20] But if you ask, call it, eight questions, and you have an excuse for why you’re not willing to do anything, it will likely go wrong. Because now I’m a team member who felt supported and cared for. You engaged in an hour long conversation or a 45 minute long conversation. You seemed like you cared about my input. You ultimately acted on none of it. And so, what message did you send to me as a team member? You really don’t care. It was lip service.

Amy Zimmerman: [00:24:52] You know, it’s similar to an engagement survey. When you ask a series of questions, whether it be in a survey or whether it be in person, to your company or to your department or to your team, and, ultimately, take no action, I think you’re sending the wrong message and you would have been better served to not even put yourself out there and pretended to care about the feedback or to care about making any changes.

Jamie Gassmann: [00:25:17] Yeah. I mean, even if you just acknowledge like, “I heard what you were referencing, I will see what I can do to get you more training in that area.” Or just something to show that you’re going to take action with it, even if it’s just, “I’ve looked into that. I’m not able to do that, but here’s why. But here’s what I can do.” So, just kind of having something to fall back on, I could definitely see where that could go sideways.

Jamie Gassmann: [00:25:41] So, something you shared with me previously, and this kind of relates back to where those stay interviews could go wrong as it comes down to the management, and having good leaders that know how to navigate those kind of conversations effectively, or how to model some of that transparency and vulnerability within your organization. So, talk to me about what’s so important about this need for good management? How can an employer ensure that they have that? And what needs to be considered when you’re bringing a new leader on to your team?

Amy Zimmerman: [00:26:16] Great question. And, ultimately – gosh – so many things. I think there’s a lot there to unpack. But, ultimately, if you’re a company who operates from a set of values, which is a shared language between a team member, a shared commitment, a shared language between the team member and the company, your managers should all be bought in, and your managers should all be operating within that framework.

Amy Zimmerman: [00:26:43] And so, if there’s a disconnect between what you as the company, the founder, the CEO, whomever, believes you’re doing and you’re committed to, and you’ve got a manager who isn’t onboard or isn’t aligned or, frankly, isn’t qualified and isn’t operating in the capacity that you expect, they could absolutely be damaging your reputation as an employer, certainly internally and potentially externally.

Amy Zimmerman: [00:27:12] And so, I think it’s important that companies invest in making sure that their managers understand how management happens at the company. And so, developing those managers, developing those leaders, creating a shared sense of language and commitments. At Relay, we talk about continuous compassionate feedback. We talk about saying the last ten percent. We talk about being super transparent. These are all things that we’re committed to as a company and that our leaders absolutely align with and they understand.

Amy Zimmerman: [00:27:52] We’re actually in the process of building out a leadership development program that will run six months. And, ultimately, all of our leaders will go through the programming. It’s not a super heavy lift. It’ll be a 75 minute monthly commitment. And so, if you think about it, that’s not a lot of time for the amount of impact and access they have to your team members who are, ultimately, doing the work and driving the outcomes of the company. And so, there is an investment, I think, required of the company. But if you care about the team and you care about how your leaders show up, it’s probably an investment that’s worthwhile.

Jamie Gassmann: [00:28:32] Yeah. Absolutely. And I’m sure it contributes to this next question of mine for you is that, hearing that term creating a culture of safety. I think your leaders play a big impact on that. But in your opinion, what does that culture of safety look like and feel like in your opinion? And how does that help with retention?

Amy Zimmerman: [00:28:57] Oh, it’s huge. I think that’s part of the hierarchy of needs for humans. You’ve got to feel safe before you can do anything else. And so, I think the same concept applies professionally. If somebody doesn’t feel safe, they probably aren’t taking risks. If they aren’t taking risks, they absolutely aren’t innovating. Which means, they’re doing things the way they’ve always been done before.

Amy Zimmerman: [00:29:22] And if your company is trying to innovate, and trying to stand out, and trying to do something different, how is it possible with people that aren’t willing or able or feel safe taking risks and potentially failing? Because if they fear their job and they think that getting something wrong could ultimately lead to their termination, then they’re probably going to do everything really safe. And that’s not, in my opinion, going to move the business forward.

Amy Zimmerman: [00:29:53] And so, really, really important that you create a culture where people feel safe, and they feel like they can take risks, and they feel like they can actually learn and grow and impact the company in a positive way, which sometimes means you fail first and, hopefully, you fail fast, but only if you feel safe.

Jamie Gassmann: [00:30:12] Yeah. Absolutely. And sometimes that’s a big hurdle to get over, especially for newer employees that maybe are fresh in their careers and not really quite sure what they can or cannot do. So, I love that feedback and that thought process around helping them to feel safe about their role, even if they fail.

Amy Zimmerman: [00:30:36] So, looking at regular feedback, and this kind of ties into that, too, in creating that safety net for employees. That constant feedback, and giving regular feedback, and having that commitment to no surprises, can you share a little bit about that? Because, obviously, a lot of organizations right now are going through their annual review process, and the number one rule of a review is there shouldn’t be a surprise in it. So, talk a little bit about how organizations really need to focus on that feedback, how that plays into that culture of safety, how that plays in kind of this overall concept of retention?

Amy Zimmerman: [00:31:13] Absolutely. If you’re meeting regularly and, as a manager, you should be meeting with your team member if not weekly, biweekly at the very least. And those conversations should be super transparent. I think they should be compassionate, but they should be direct. And continuous feedback is a two way conversation. It’s not happening to me. It’s something that I’m participating in.

Amy Zimmerman: [00:31:38] And so, if you’re committed to continuous feedback and no surprises, it means you’re having conversations about opportunities. “Here’s some feedback. Here’s some things that didn’t really go well this week or last week. And here are some gaps. Here are some opportunities.”

Amy Zimmerman: [00:31:56] If you’re compassionate in your approach and you have a decent relationship with the person, it should be a conversation that’s received well. And if it’s received well, there’s a potential that the person will actually act on the feedback and do better. And you’ll create a situation where you’re turning an average employee into potentially a high performer. If not, and ultimately you wind up having to manage them out of the organization, they weren’t surprised.

Amy Zimmerman: [00:32:27] I mean, it’s one of the things that is absolutely most important to me. I am supportive of firing fast when somebody isn’t getting it. Look, we all make hiring mistakes. We’re human. Sometimes we miss something. And sometimes somebody is just a really good interviewer and then they just don’t show up for the work, whether they oversold themselves or they have other reasons why they just couldn’t show up. But it happens.

Amy Zimmerman: [00:32:57] And being transparent about the gaps, and being transparent about what the needs are, and how the needs of the organization aren’t being met means that if you do ultimately have to have a conversation where you’re parting ways, the person may not be happy with it, but they’re not surprised. And when you blindside somebody and surprise them in that way, it feels like something happened to them and it doesn’t feel fair.

Amy Zimmerman: [00:33:21] And so, in order to create a level playing field where somebody doesn’t feel like something is happening to me and that the company was being unfair, make sure that they’re not blindsided. Make sure that they know and that they have the opportunity to step up or to make changes where they needed to make changes. Ultimately, they could be an amazing employee. It could be that there was just a misunderstanding because the manager wasn’t effectively communicating the expectations. Or the team member wasn’t effectively hearing it. But the more the conversation happens, the more likely it is that you find common ground, alignment, and people really understand how to best work with one another.

Jamie Gassmann: [00:34:04] I think it also goes to, if there is that opportunity for growth and providing that feedback, sometimes you learn a little bit about your employee and how you need to manage them. That’s kind of been what I have found through the years of leading teams. So, looking at pay, you can see the research that sometimes or, actually, is usually the most common reason that an employee leaves an organization.

Jamie Gassmann: [00:34:31] But you have organizations out there that might be smaller or a midsize that they may not be in that financial position to be able to give the size of raise that an employee is expecting. What are other ways that an organization that maybe can’t give a pay raise can show value to an employee that would be enough to help keep them retained?

Amy Zimmerman: [00:34:54] I think there’s quite a few ways. I think showing the impact that the employees work has on the organization’s progress is big. I think one of the biggest ways is sharing equity. I’m a huge fan, and when I do advisory work with startups, I’m always a huge advocate for share equity with the company. If you create a situation where everybody at the company is an owner, everybody is incented and motivated to making that company successful. And sometimes you can get away with being under market on comp because people see the giant opportunity, if indeed it is a giant opportunity, from an upside perspective.

Amy Zimmerman: [00:35:38] And so, I’ve been lucky enough, fortunate enough, to be at companies that did have successful exits. And in each case, every single team member on the company made some money. And in some cases it was life changing. But, ultimately, it was the fruits of the labors paying off, and you don’t always have to be as competitive on cash if you’ve got other ways to incent people and motivate people to contribute.

Jamie Gassmann: [00:36:05] Sometimes it could be in skill growth too. Some of the opportunities that are presented within the organization that you could go and chase a bigger paycheck, but you may not get the opportunity to do something more than what you’re doing now. Can you talk a little bit about that?

Amy Zimmerman: [00:36:22] For sure. Especially in smaller environments. In larger environments, roles are typically better defined and they’re more structured and they’re more siloed. But in a smaller company, you usually have a lot more breadth, and depth, and access, and ability to have an impact. And so, if you’re in a smaller environment and you’ve got a lot of access, you’re going to learn probably at an accelerated pace than any other environment.

Amy Zimmerman: [00:36:49] I tell people all the time, you’re going to get promoted every six months, whether you’re ready or not. So, if you’re working in a high growth, fast moving company, you’ve got to buckle your seatbelt because it’s literally an accelerated MBA that you’re not paying for. What it winds up yielding, of course, especially if you’re in a situation where you’re not making as much money as maybe market or some of the competitive companies can pay, is, now you’ve got two years or three years or five years under your belt and talk about what that does for your value.

Amy Zimmerman: [00:37:24] You know, having a pedigreed company that exited that was well-known from a reputation perspective for hiring good people, putting out good quality products, and, ultimately, having an excellent outcome, you can pretty much pick your next opportunity and the money will be exponential. I’ve seen it a thousand times.

Jamie Gassmann: [00:37:43] Awesome. And, obviously, some of this firm play retention comes down to how do you properly hire the right employees. So, share a little bit about that. I know you talked a little bit about some of the ways you’ve hired in the L&D space and with coaching, share a little bit about some strategic approaches to employee hiring that helps.

Amy Zimmerman: [00:38:05] It’s huge. So, first of all, know your values. Know your company. Know what success looks like. And so, we’ve created this concept called Success Criteria. And, essentially, what Success Criteria is, it’s traits and characteristics that we believe the most successful people at the company possess. And so, we were able to create a scorecard.

Amy Zimmerman: [00:38:30] You hear people talk all the time, “Oh, that person is a great culture fit” or “That person is not a good culture fit,” what’s the barometer? I always ask people, “What does that mean to your organization?” And for a lot of companies it still applies. I think what people think about when they think about culture fit is people’s personalities. Are they going to fit in? Are they somebody I’m going to want to have a beer with? Are they somebody I’m going to want to sit across a room from at a meeting and spend a lot of time with and work with?

Amy Zimmerman: [00:39:02] But how do you quantify that? You know, when you think about D&I, I think about how do you create a more objective interview process to really determine whether somebody’s a culture fit or not. It should have nothing to do with whether or not you want to have a beer with that person. It should have everything to do with their capabilities. It should have everything to do with how likely they are to succeed in your environment.

Amy Zimmerman: [00:39:29] And so, by creating this notion of Success Criteria, you’ve at least objectively identified the traits and characteristics that will drive success. Now, you have to figure out how to evaluate candidates against your success criteria, no doubt. But if you create behavioral-based or competency-based interview questions, you can really zero in on the candidates that actually possess those traits. And so, that’s what we’ve done at Relay.

Amy Zimmerman: [00:39:58] The truth is, everybody, any company, can do a better job. I think we’ve done a pretty outstanding job. Our team is insanely high performing. And it’s very, very intentional on our part in terms of how we set it up, how we’ve recruited, how we’ve onboarded, how we’ve organized. I mean, you name it, we’ve been very, very deliberate and very intentional in all of those structures and all of those processes because I believe culture is a very intentional journey. And if you just leave it to chance, you’re going to have a culture, all right, it’s just probably not going to be the one you wanted.

Jamie Gassmann: [00:40:38] Absolutely. And it starts at the top and it starts, to your point, with an intentional this is what I want for my organization. So, I love that feedback and that advice to our listeners.

Jamie Gassmann: [00:40:49] So, you’ve given so much great advice over this conversation. It’s been such a great conversation. So, if our listeners wanted to get a hold of you to get more information or ask questions around how you’ve structured your hiring process or your retention efforts, how could they do that?

Amy Zimmerman: [00:41:06] I’m on LinkedIn, and that’s probably the best. But I’ve got quite a few advisory clients that I work with in addition to my full-time commitment to Relay in building an amazing team and an amazing culture. But I’m super responsive on LinkedIn, so if anybody wanted to reach out, I’d be happy to respond and be as supportive as I possibly could, given some of the other dependencies and commitments that I have.

Jamie Gassmann: [00:41:39] Absolutely. Oh, it’s been such a pleasure to talk with you and learn from you. And thank you so much for being a part of our show and for letting us celebrate you on our show today.

Amy Zimmerman: [00:41:50] I appreciate that, Jamie. It was a lot of fun.

Jamie Gassmann: [00:41:53] We truly appreciate you being here. And we also want to thank our show sponsor, R3 Continuum, for supporting the Workplace MVP podcast. And to our listeners, thank you for tuning in. If you’ve not already done so, make sure to subscribe so you get our most recent episodes and other resources. You can also follow our show on LinkedIn, Facebook, and Twitter at Workplace MVP. If you are a workplace MVP or know someone who is, we want to hear from you. Email us at info@workplace-mvp.com. Thank you so much for joining us today and have a great rest of your day.

 

Tagged With: Amy Zimmerman, employee retention, HR, Human Resources, Jamie Gassmann, R3 Continuum, Relay Payments, retaining talent, stay interviews, talent retention, Workplace MVP

Cindy Rawlings with Captured Moments by Cindy, Giselle Williams with Staffordshire Home Advisors, and Bethany Nugent with BEATS

March 15, 2022 by Jacob Lapera

Women In Business
Women In Business
Cindy Rawlings with Captured Moments by Cindy, Giselle Williams with Staffordshire Home Advisors, and Bethany Nugent with BEATS
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This Episode is brought to you byAlpha and Omega

Cindy RawlingsCindy Rawlings, CEO and Owner at Captured Moments by Cindy, LLC

Animal lover and advocate, some of her best days are spent lazing around with a cat or dog (or two or three) next to, or on top of her. Bottle baby (neonatal) kittens who have lost their mama are a special focus of hers. Not a huge fan of coffee, but they had her at the word “latte.” Music speaks to her soul. “Pride & Prejudice” with Kiera Knightly is her absolute favorite movie. She would watch it every day if the men of the house would allow it. She really connects with Elizabeth Bennett in many ways, but the true connection is when she says, “…I dearly love to laugh.” Laughter exudes, brings, and spreads joy. It’s her favorite. Good humor, not at the expense of others, and funny people and animals bring her so much joy!

And then, there is her love for photography. Nature, families, babies…oh, how she loves babies! She loves to try new techniques and improve her skills, while continuing to focus on capturing their moments…the looks, connections, their heart overflowing in expressions and actions. Don’t forget laughter! It is not unusual for her to say something that gets an honest reaction or two from them and their family. Making connections with families, hearing their stories, and becoming a small part of their story, makes her heart sing.

Connect with Cindy on LinkedIn.

Giselle WilliamsGiselle Williams is in business development/Marketing at Staffordshire Home Advisors. Giselle oversees improving the organization’s market position, building key customer relationships, identifying business opportunities. Also, help manage existing clients and ensure they stay satisfied and positive.

Connect with Giselle on LinkedIn.

BethanyBethany Nugent, Owner at Bethany’s Equine and Aquatic Therapy Services (BEATS)

Bethany Nugent, MSPT, HPCS, is a licensed physical therapist and founder of Bethany’s Equine and Aquatic Therapy Services, Inc (BEATS). An equestrian and swimmer since childhood, she found a natural fit in combining her love of these activities with her career as a therapist. Bethany has been practicing hippotherapy and aquatic therapy since graduating from the Master’s program at Ithaca College in New York in 1995. In August 2001 she earned the title of Hippotherapy Clinical Specialist. Bethany is the founder of the Georgia Hippotherapy Club, an organization that promotes education and networking among therapists practicing hippotherapy in Georgia. She is the Georgia state liaison to the American Hippotherapy Association, a Certified Therapeutic Riding Instructor, and a classifier for disabled riders. She is also an associate faculty member of the American Hippotherapy Association.  She is married to Michael Butler and they have a daughter, Macayla and a son, Ethan.

Connect with Bethany on LinkedIn.

 

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:07] Broadcasting live from the Business RadioX Studios in Woodstock, Georgia. Welcome to women in business where we Celebrate influential Women making a difference in our community. Now here’s your host.

Lori Kennedy: [00:00:29] Hello, this is Laurie Kennedy, and I’m your host today for women in business, powered by Business RadioX Stone Payton, our producer is also in the studio with us today and we are grateful to have you tuned in today. We are interviewing Cindy Rollins with captured moments by Cindy. Bethany Nugent from Beats and Giselle Williams from Staffordshire Home Advisors. So welcome everyone. We are so glad you’re here. The first thing I want to know is just to tell us about your business, how long you’ve been in business, how you got started, what you do, that sort of thing. Cindy, I am going to start with you. Why don’t you tell us about your business, what you do, how long you’ve been in business and that sort of thing?

Cindy Rawlings: [00:01:15] So I am a photographer that specializes in maternity, newborn and family photography. I’ve been in business for about four years, and I just love connecting with families and helping them celebrate those special moments.

Lori Kennedy: [00:01:30] That is amazing, Bethany. What about you? Tell us about your business.

Bethany Nugent: [00:01:35] I’m a physical therapist and I founded Beats in 2003. We started taking on clients. We originally were focused on fundraising and educating the public about our services. But then we started taking on clients in 2008. So that’s when we started. And our company provides physical therapy, occupational therapy for children with special needs, using horses and horse movement. And we also provide adaptive writing and we are the host of the Cherokee County Special Olympics team.

Lori Kennedy: [00:02:05] That is amazing stuff. Thank you for sharing that, Giselle, what about you?

Giselle Williams: [00:02:09] Well, we are a home inspection company and I am the marketer of home inspections, and it really blends good with for me because I love meeting people, building relationships, and that’s what has gotten us where we’re at right now and we’ve been in business five years.

Lori Kennedy: [00:02:25] Ok, great. So what made you, Jozo? What made you go into this particular line of business, like what captured your heart in reference to exactly what you guys do?

Giselle Williams: [00:02:39] Well, we we we used to own a nutritional company, and Glenn was a little burnt out for all the things FDA, and he said, I don’t know what I’m going to do next. Every home that we owned. We gutted it out and fix it up ourselves. So he knew about everything, every component of the house. I said, Glen, why don’t you do home inspections? You’re very thorough. You’re very detailed. And he looked at me and he goes, You’re right. So he went ahead and got certified. And then since then we’ve been we’d never looked back. We enjoy it. We love helping people, which is when somebody’s buying a home, that’s one of their biggest purchases and he’s very detail of what he does. And he loves doing, helping, informing people about the status of the home they’re buying. That helps them make a decision. So serving people is what we love.

Lori Kennedy: [00:03:33] Awesome. Thanks to sell. Bethany, what about you? What made you like? This is a very unique space within, you know, physical therapy. What made you move toward horses?

Bethany Nugent: [00:03:47] Well, it’s funny. I actually decided to be a pet when I was six. Believe it or not, I was reading stories about kids with disabilities. Lori Brightman and Louis Braille, Helen Keller and a relative of mine who’s a physical therapist, suggested it. And that was just that. I decided then got through college about three quarters away through college, and I was a little bored in college. You learn a lot about orthopedics and geriatrics and weren’t areas I was thinking I’d go into. And at my last clinical, second to last clinical, I was at a facility that was on 900 acres and had horses, had a pool, had cabins where the clients lived. And my mom happened to see an article about therapists starting to use horses as a treatment strategy. And I wrote all my life. So I thought that sounded cool and I went and I mentored with somebody. And it was the the time where the light bulb went off in my head with all the academic stuff that I had learned and putting it together, and it just made sense to me. I watched the clients the difference between the clients in a clinical situation versus at the pool or on a horse, and how hard they worked, not knowing they were working hard. And it was just that was it. And so when I came up to Georgia, I sought out starting such a company.

Lori Kennedy: [00:04:59] Wow, that’s really. I love that you get to do your heart’s desire in a way that is uniquely specific to the way you’re wired. That’s awesome. Cindy, what about you, babe?

Cindy Rawlings: [00:05:12] So I love nature. So I started with a camera taking pictures of, you know, God’s glory, and friends started asking me, Hey, will you do my pictures? Will you do my family’s pictures? And I was like, No, I don’t know. I don’t know what I’m doing. I don’t know what to do. And they kept they were persistent, and so I started doing that and I found that I loved capturing who they are as a family, their connection with each other. And I decided this is what I want to do. And then I sprung it on my husband. And he said, OK, and I said, by the way, I want to do maternity and newborns. And he said, Oh, OK. And so that’s that’s how I got started. I love being able to connect with moms and families, you know, during a time where emotions are all over the place, you know, uncertainty, excitement, terrified and just being able to help them focus on the joy of the moment and just the beauty.

Lori Kennedy: [00:06:17] Yeah. Didn’t you open a studio recently?

Cindy Rawlings: [00:06:19] I did. I have a studio in my home, in the basement, in Canton, Georgia, and I just, I love it. It’s exactly how I wanted it. And it’s amazing. Yeah.

Lori Kennedy: [00:06:31] How long did you have to like? How long did that take to put that together exactly the way you wanted it?

Cindy Rawlings: [00:06:37] It took about three months for the builder to come in and get everything taken care of, and there were specs that I wanted and he was like, You want to watch it? And I’m like, I’ll get you a picture.

Lori Kennedy: [00:06:50] Pinterest was your best friend, right?

Cindy Rawlings: [00:06:52] And other photographers, you know, we learn from other people within our industry, you know, on ways that we can streamline things. And so, yeah,

Lori Kennedy: [00:07:02] Giselle, how how is how does who you are as a person reflect in what you do?

Giselle Williams: [00:07:11] Wow, that’s a great question. Basically, I love people, so what I do reflects on what I bring to people, other people in, whatever, helping them out because I’m about helping other people. So what I do, it’s really reflects who I am.

Lori Kennedy: [00:07:33] Well, how do you use your influence in the community by serving? Awesome. Give us some examples of where you serve,

Giselle Williams: [00:07:42] When I serve, like like, let’s say, I don’t know if you’ve ever heard of a Dominick’s.

Lori Kennedy: [00:07:48] Oh yes, the yes, he has a food truck.

Giselle Williams: [00:07:50] Yeah. Intermissions. Yeah. Helping them even helping any other business person grow their business with coming up with ideas on how to do better. Now that I’ve been in business for so long, I can be an influence to them as well. Hey, you could do this better. You could do it this way. And I have so many people come to me and ask me for, you know, advice and they run with it, and that makes me really happy. Helping others that way in their community.

Lori Kennedy: [00:08:18] That’s awesome, Bethany. What about you? How do you use your influence in the community?

Bethany Nugent: [00:08:23] Well, we set up these as a nonprofit so that we could scholarship kids who could not afford services. So I think that’s the biggest thing is that and networking with other agencies to just provide services and things that are special needs, community need. So we try and fill in any gaps or support them in any way we can.

Lori Kennedy: [00:08:42] Ok, awesome. What about you? Cindy, how do you use your influence in the community?

Cindy Rawlings: [00:08:48] So I love serving, I love serving moms, but I also love working with local nonprofits to help when moms need a session, but they can’t afford it. I love working with those nonprofits to make it happen. I fully believe that no matter where you are in life, that you should be able to have pictures of your loved ones. I also love helping others. It’s not unusual for people to ask me, so I’m I’m thinking about doing this, and I just don’t know about the whole marketing thing and where to start. And I’m like, Oh, let me help you. So I always love giving nuggets and helping other people be able to realize their dreams.

Lori Kennedy: [00:09:37] Yeah, I met with you when we were working on some marketing stuff, and you have great ideas and you’re really good at it. Thank you. Yeah, it’s really another arm of your business that is specific. Like, not a lot of people just are naturally gifted there, and you definitely are. Thank you. So what makes your life, Bethany? What makes your life significant and how does that affect and feed into your work?

Bethany Nugent: [00:10:08] I mean, the most significant thing is seeing the changes of our kids. I get a lot of first steps, first of things that kids are doing and seeing the parents pride and stuff and just knowing that I was part of it, my team was part of it. What we created was part of it is the biggest thing.

Lori Kennedy: [00:10:22] I would love an example or a story or something that you can give us.

Bethany Nugent: [00:10:27] We have a little boy who came in, Gosh, I think he’s been with us for three years now. But when he first came in, he was walking with a walker. He has a neuro neurologic condition, but it’s not diagnosed yet, and he was able to walk with a walker. But it was a little tipsy and he just such a hard worker, very supportive family, all the right ingredients and the use of the horse. He was a perfect example of why it works, and it was only about two months into that that he was not only walking with his walker, but we started taking that away and giving him crutches and and moving him along. And his family was so happy with his progress, they asked if he could come twice a week if he could change his clinic to us. And at the time I said, No, I didn’t feel like, you know, I like the kids to have a lot of resources and I didn’t want to limit that. But then COVID hit, and most of the clinic therapists went to telehealth, and because we were outdoors, we took all precautions and saw anybody who wanted to be seen. And so he started coming twice a week, and the progress he made just coming in twice a week was just phenomenal. He can walk a little bit here and there with nothing. He can walk very easily with just one crutch holding stuff in his hand, walking along, chatting. The difference in him is is unbelievable and I still see him twice a week. In fact, he’s my first client when we’re done here and I can’t wait to see him every time.

Lori Kennedy: [00:11:50] Oh, that is awesome. I I get it like I get if you have to balance yourself on top of a horse and that definitely will increase your ability to balance yourself when you’re you’re walking to it.

Bethany Nugent: [00:12:02] And the horse is so powerful because the rhythmic movement, the constant rhythmic movement for the time they’re on the horse affects their whole system. So as a physical therapist, I’m looking at their walking, I’m looking at their running and looking for those physical needs. But we get parents reports of all sorts of things they see progress with when they’ve been doing their status quo therapy for a few years. They’re recommended to us. They start and within a couple of weeks they’re doing other things. I had one mom, it was crazy, she goes, he hasn’t eaten chicken nuggets in years and he started eating chicken nuggets. And the only change was you now. Can I prove that the hypnotherapy caused him to eat chicken? But it was the only change. So the parents start reporting us all these things that change in their kids and stuff. So it’s not just my area of physical therapy, but seeing the changes. I’ve had a lot of first words, even though I’m not the speech therapist. They just they want that horse to go. They’re going to say something. So I see that a lot.

Lori Kennedy: [00:12:55] That’s awesome. All right. So I’m going to ask this of all of you. I will start with you, Bethany, who is in your household.

Bethany Nugent: [00:13:03] I have two wonderful children, my daughter, Mikayla, 17, she works for our company and she attends Woodstock High School and my son is 15. He also goes to Woodstock High School as a freshman there. And then my husband, Mike, who’s a graphic designer.

Lori Kennedy: [00:13:17] Ok, awesome. What about you? Miss Cindy?

Cindy Rawlings: [00:13:19] So my husband, Kurt and then my son Jonathan, he is 17. My daughter has moved out, but she’s 20. She’s Jade. And then we have two dogs, three cats and a hamster.

Bethany Nugent: [00:13:31] Ok, I’ve got four dogs and 10 cats.

Cindy Rawlings: [00:13:34] You got me.

Bethany Nugent: [00:13:35] I didn’t mention them. Should I mention that

Cindy Rawlings: [00:13:37] I’m coming to play at your

Lori Kennedy: [00:13:38] Place? You kind of have a whole farm, though, right? Well, we have a farm.

Bethany Nugent: [00:13:41] So no, no, we don’t live at our farm. We live in a three bedroom house. But people tend to drop animals. Fit our farm, so we tend to get attracted to them.

Lori Kennedy: [00:13:51] Got it, Gisella, who’s in your household?

Giselle Williams: [00:13:53] My household is Glen, me and my four four legged babies. Ludovic, Tito and Lola.

Lori Kennedy: [00:14:02] So you have 16 legs between them? Yes. Ok. My mouth was very fast. Awesome. Well, can you tell me, Cindi about a mistake that you’ve made in your business and what you learned from it?

Cindy Rawlings: [00:14:18] So I would say a mistake that I made is in the beginning comparing myself to others and allowing uncertainty to hold me back. So now I just I stay in my lane. I do what I want to do and I execute. And if it’s a flop, then it’s a flop and I learn from it. But it’s not me allowing my perception of other people holding me back.

Lori Kennedy: [00:14:45] Yeah, I love that. Basically, it comes down to fear, you know, walking through that fear. That is awesome. And I love it, and I wrote it down because I want to be reminded of it. What about you, Bethany?

Bethany Nugent: [00:14:58] Oh, there’s so many. I think the biggest mistake I’ve made and continue to make is just taking on too much, trying to do too much of it myself, not delegating. Not I don’t want to say not surrounding myself. I’ve tried to surround myself, but not allowing people to help me when I need help. So, yeah, that’s the biggest thing. I recently was in a session or about to start a session, and I was tending to my three or four different things at the same time. And the dad was just like, You’re you’re doing too much. You just need to focus on what you do best and and treat the kids. And I was like, I would love to, but who else would do the rest? And so he very graciously has put together a new board for us. So I’m learning. I’m hoping that that board will expand and grow and take over some of those responsibilities. So it’s still a work in progress.

Lori Kennedy: [00:15:49] But yeah, wow. Awesome. Ok, what about you, Giselle

Giselle Williams: [00:15:53] Taking on everything? When we first started, like the social media, the networking, everything that you have to learn in the home inspection business, it’s not just going to a home inspection, you have to learn everything. So I was doing the social media, the networking. I was like, Oh my God, I’m getting burned out. So we had to hire somebody else to do our social media for the first six months. That way, everything could balance out, and it was overwhelming. And I just I said I was about to say, I’m quitting. I’m not doing this anymore. I think it’s just more like taking on too much. You just have to learn how to delegate.

Lori Kennedy: [00:16:31] Yeah, yeah, for sure. What are the greatest challenges that you’re facing now as a business or an industry

Giselle Williams: [00:16:37] Right now with the market the way it is, it’s like we get booked and then oil. The deal didn’t go through because somebody else offered more money than my client. So we are booked, but only with new construction. That’s what’s been going on right now. But we have agents or people call us. I need to have today due diligence. Do you think you can do it? Yeah, of course we can do it. But they come and they didn’t get. They don’t get the deal because somebody else offered more. Those are one of the challenges we’re facing right now with real estate.

Lori Kennedy: [00:17:10] Yeah, it is. I think that I think we’re in a unique situation with real estate market overall right now. So I think I hope that’s a temporary challenge for you and not a long term one, for sure. Bethany, what about you?

Bethany Nugent: [00:17:27] I think as a therapy industry has our biggest challenge is insurance, specifically with our special niche of using horses. There’s a lot of primary insurance as we’re still educating on what we do there, using some very outdated material to list us as an exclusion. And then so a lot of our kids are built in Medicaid and Medicaid itself as a pretty hefty process of every six month reporting and stuff, which I’d love to see changed as a nonprofit. The work, we’re starting to come out of it and hopefully this year will be better. But the last couple of years people haven’t wanted to gather. So just doing fundraisers and trying to think of new and unique fundraisers that didn’t involve people being near each other and stuff or whatnot just having that support. So we didn’t lose too much during COVID on clientele, but we have struggled to to get those fundraisers going back.

Lori Kennedy: [00:18:21] So what are some of the fundraisers that you do?

Bethany Nugent: [00:18:24] We’ve had in the past a fundraiser every year at a brewery. Usually that’s just the location, and at the brewing event, we do a silent auction and we do a cash raffle or something like that. We’ve done a haunted house in the past. That was really fun. The community loved. It really felt like it was going to start to take off. But then the founder or the guy who does the haunted house himself went into the. Army so that that ended last year. Oh no, so, yeah, so we were kicking around a couple ideas, I don’t want to mention them yet, but what the board and I have talked about a couple ideas. We will probably still do a 5K. We started a 5K last year was our first one. We did two of them last year and kind of jumped right into it. There wasn’t enough planning and stuff yet they were still moderately successful, so we’re hoping to continue that. So we do have that planned for August.

Lori Kennedy: [00:19:17] Where are you located?

Bethany Nugent: [00:19:19] The barn is located in Canton, right? Yeah, right off of Arbor Hill.

Lori Kennedy: [00:19:25] Ok. Awesome. Cindy, what are the greatest challenges you are facing now as a business or industry?

Cindy Rawlings: [00:19:32] So as a business piggybacking on what Giselle was talking about, about being a one man show? I’m a one woman show at this point, so trying to figure out what I could delegate out. It’s not the, you know, capturing pictures because I love that. I love connecting with the families. It’s not the editing because I love bringing what I see and what I’ve captured into what I wanted to create. It’s not the marketing, because who’s going to present me in my marketing? So just trying to figure out what what I’m willing to let go. And yeah, and then I have all these ideas that I want to execute, and I just have to find the time being a full time mom, full time photographer and then executing all the the set ideas and everything.

Lori Kennedy: [00:20:29] So how do you get clients?

Cindy Rawlings: [00:20:33] I would say ninety five percent of my business is word of mouth. So, for instance, have been doing sneak peeks this week of a gorgeous mom, and I’ve had multiple people reach out to me because she’s like, Oh my gosh, look, look at my pictures. These are so awesome. And so people are like, Oh, I’ve seen Ashley’s pictures. You’ve done such a great job. I want to. I want to connect. And so, yeah, about word of mouth

Lori Kennedy: [00:20:59] And what is a typical week for you as far as how many sessions that you get to do?

Cindy Rawlings: [00:21:07] So it ranges. Usually, I average about two sessions a week, but it can be five or six, which is a bit overwhelming for me. Again, one woman show.

Lori Kennedy: [00:21:18] Right? Yeah. How long does editing take?

Cindy Rawlings: [00:21:21] Typically, so if you if you shoot for an hour, you can usually take that and multiply by three, and that’s what you can expect to be your editing time. However, there are times when it’s longer or shorter, just depending on what the setting was. And you know, if it’s a baby that has, like severe acne, then that’s going to really bog you down in a good way because you’re still focusing on the beautiful baby, but removing the acne and everything is, you know, extra steps.

Lori Kennedy: [00:21:52] Gotcha. Ok? How do you get clients, Bethany?

Bethany Nugent: [00:21:56] Most of the time, through family word of mouth, the families who come to us talk at other therapy sessions and stuff, or at school or whatnot. Sometimes it’s therapists who have had a child and just want something different, either instead of or attitude. Most of the time it’ll be added to and will work side by side with another therapist. Not literally but figuratively, just supporting their plan of care and adding to it.

Lori Kennedy: [00:22:21] And you said something about Special Olympics. Tell us about what that looks like.

Bethany Nugent: [00:22:27] Special Olympics? Well, they just moved it last year. So it’s local. It’s at Will’s Park. It’ll be Memorial Day weekend, the Friday and Saturday, and teams of the last couple of years have been tough. Last year there was only a couple of teams there the year before they canceled, so it’s building back up to what it used to be. Right now, I believe there’s eight teams confirmed to be there. The kids compete in showmanship where they lead the horse through a pattern equity nation, where they’re judged on how they look and how they sit on the horse and control the horse trail where they go through obstacles. And then the our favorite class is called unified partners. And it’s where you have two athletes paired with two partner riders, and they do it to musical a musical number.

Lori Kennedy: [00:23:11] Oh, that sounds like that would be fun to watch.

Bethany Nugent: [00:23:13] We’ve always we’re known for kind of going all out. So I’m not disclosing our theme this year because other teams know how hard we work to make it super spectacular for our kids. But we go for full props and scenery and excite excitement factor for the audience as well. Ok. And the kids really get into it, but they can’t wait to practice their musical numbers every week.

Lori Kennedy: [00:23:37] Oh, that is awesome. That sounds like so much fun. So Giselle, how do you get your clients

Giselle Williams: [00:23:44] By word of mouth building? Relationship networking people that use us in the past refers to our families, and we stay pretty busy all week.

Lori Kennedy: [00:23:54] And you partner with people in the community as well, like real estate agents and that sort of thing. Do you want to tell us about that

Giselle Williams: [00:24:00] Little real estate agents and also closing attorneys and also mortgage lenders? We get a lot of referral from mortgage lenders, but our best referral partner is a realtor. Those are like our direct referral partners and they referrals to other centers, referrals to other realtors as well. So it’s about, you know, trust and they like us would do a great job.

Lori Kennedy: [00:24:29] And so you have some common goals with some people in the community, and I see that you’re on the front of the town later this month. Tell us about your common goals and how that works

Giselle Williams: [00:24:40] Is about doing a great, awesome inspection. That way, the client is satisfied. Those are common goals. When you have a good realtor beside you, make sure that you know you do a great inspection. They’re happy, you bring everything to light that it’s needed to be known and that’s how we serve.

Lori Kennedy: [00:25:04] Awesome. All right. So Cindy, what are some misconceptions about your industry?

Cindy Rawlings: [00:25:11] We’re too expensive. Sometimes people are a little bit shocked by the the price tag and what they need to understand is people in my niche are educated. We spend a lot of time making sure that we understand what the what needs to happen in order for mom and baby to be safe. In fact, this year so far I’ve completed twenty four hours of education just this year, so just making sure that they’re they’re OK and they’re enjoying our time together, but really, it’s more about their safety.

Lori Kennedy: [00:25:54] Yeah. Wow. Ok, Bethany, what are some misconceptions about your industry

Bethany Nugent: [00:26:00] On the therapy end with using a horse? A lot of people don’t understand that there is a science behind it. There’s a lot of research behind it and they think, Oh, we can just put a kid on a horse and route around, and that’s what they’re doing. And that’s the problem we have with insurance is not understanding very specifically that we’re looking at. We analyze the horse’s movements, so we know every horse in our barn, what movement they give. We match their size, their temperament, their movement to the children. And then what we do while the child is on the horse is specific to their needs. Also, there’s not regulation in the sense that there’s no mandatory education, so if any physical therapist can use a horse, but if they haven’t gone to the courses learned, then it’s just buyer beware. You know, it’s kind of you need to know your therapists, know their background, their education, and that they’re doing things not only in a way that’ll be beneficial clinically, but also safety.

Lori Kennedy: [00:26:56] Yeah, it’s a lot to think of because I also you also need people to do things like clean out stalls and feed horses, which would be atypical for, you know, a physical therapist inside of a building doing something more.

Bethany Nugent: [00:27:11] Every time I pick up a pile of poop in the ring, I think how many of my classmates getting their master’s degree are picking up poop right now as they’re working for the main barn? We have other staff that do that. But yes, during a session, yes. If it’s in our way, I’ll go over and pick it up. And yeah, I didn’t. I didn’t need my pet training for that.

Lori Kennedy: [00:27:29] But for sure, what are some misconceptions about your industry?

Giselle Williams: [00:27:35] Just so would be we’re generalists. We know a little bit about everything. That’s what home inspectors do. We will if there’s evidence of mold, we’ll know that. But we’re not mold inspectors. We don’t look behind walls. Some people might think that, look, we don’t. We don’t look behind walls because we can’t tear out a wall and basically just being thorough with the little things that you can visible things that we can test. That’s basically

Lori Kennedy: [00:28:06] Just all. You had mentioned something earlier about how you like to help other business owners and that are just starting out and that sort of thing. So who who are your mentors and or are you being mentored and are you? How are you mentoring others?

Giselle Williams: [00:28:20] Well, when we first started, I got a mentor in our industry, but this person that mentored us knows all about, you know, it’s like more like a whole, a business mentor for our business. But I can mentor other things, other people through what I learned. So if it’s marketing, I learned a lot of marketing how to be a good marketer like social media. So if somebody starting a business, I can help you with that because, you know, and I got great ideas on that.

Lori Kennedy: [00:28:49] Yeah, because you’ve been through it, I’ve been through it. So are you still actively being mentored?

Giselle Williams: [00:28:55] Every time.

Lori Kennedy: [00:28:55] Yeah, OK. And then you take an active role in mentoring others as well.

Giselle Williams: [00:28:59] And I love mentoring others, like empowering other people that are about to give up like, Oh, I don’t know if I can do. Yes, you can. Don’t give up. That’s your head telling you that you can’t, but you can.

Lori Kennedy: [00:29:10] Exactly. Yeah, I think we have a mutual friend who was considering changing industries, and I feel like you were a key element in pushing her into opening that business again and moving back into that other industry.

Giselle Williams: [00:29:26] That’s right.

Lori Kennedy: [00:29:28] Yes. Yes, I see you as that for sure. Bethany, are you being mentored and are you mentoring others and what does that look like?

Bethany Nugent: [00:29:37] I actually have an intern right now, so I have contracts with about six universities throughout the country who send DPT students doctoral students for their last or second to last clinical time. So I have a student right now. I do that throughout the year. I’ve been on the faculty, but it required a lot of traveling, which I wasn’t at a point in my life to do. So I felt like this was a better match for me to be here in my home and teaching others. And I frequently mentor and mentor with other agencies in the area that provide similar services of the same service. I’m usually helping them with a therapy I. Respect, and they’re helping me more with the business and what’s worked for them and stuff.

Lori Kennedy: [00:30:17] Ok, awesome. What about you? Miss Cindy?

Cindy Rawlings: [00:30:19] So I have a couple of mentors. I have one that is specific to photography and then I have one that’s more specific towards business. And then I have a couple of photographers that come to me asking me questions, Well, how did you do this? How do I make this work? And how can I get, you know, my marketing up to par?

Lori Kennedy: [00:30:39] And so I feel like in your industry there would definitely there may be in all industries, but in your industry, there would definitely be like a group of people that are available to connect with to find out about different kinds of, you know, how did you focus this or what lens did you use for that or whatever is, is that something that you’ve found is available?

Cindy Rawlings: [00:31:03] There are so many Facebook groups full of photographers. Hey, I’ve got this family of 15 three littles, a couple of teens, mom, dad, grandma, grandpa. How do I pose these people and what kind of settings would you use? And blah blah blah and people just come in and they’re like, Here, here’s an example of one that I did, and I use these settings and blah blah blah blah blah. And so it’s really cool because you can learn on the fly if you feel stuck.

Lori Kennedy: [00:31:30] Yeah, that’s awesome. So Giselle, this question is for you because I think out of all of us here, you’re well besides me, but you are the only one that’s a husband, wife business. Yes. Yes. Ok. So how do you divide your duties out? And you’ve kind of mentioned this, but do you go crawling around in crawl spaces to girl?

Giselle Williams: [00:31:53] I do not go to crawl spaces. I stay in my lane. When we first started this business, I said, Glenn, you’re not going to be going to doing marketing and doing home inspections. It’s not going to work because we’re not going to be successful. Let us be successful by you focusing on what you know, what to do and what I know and what I know and like doing, which is marketing, building relationships. I do go with him sometimes if I’m going to videotape something, film something that he’s doing to post it on our social media. That’s the only time I’m going to go with him. But other than that, I stay in my lane and he stays in his eye.

Lori Kennedy: [00:32:31] Probably makes for a happy marriage. Your husband was in business about 20 years before I started jumping in and trying to help with marketing. And yeah, it took us a minute to try to figure out how to work together without killing each other. So, Bethany, tell us what Beats is an acronym? Yes. Yes. Tell us what that stands for.

Bethany Nugent: [00:32:53] It’s Bethany’s equine and aquatic therapy services. So we provide physical and occupational therapy, but our specialties are using the horse and using water.

Lori Kennedy: [00:33:02] Ok, so we haven’t talked at all about the water. Tell us about the water.

Bethany Nugent: [00:33:05] The water offers a whole different medium for therapy. Because water provides buoyancy, it provides resistance. So there’s different activities you can do in the water, especially with kids who aren’t walking yet. The water help gives you basically support to help them walk and stuff. And right now we have a contract out of the Cherokee Aquatic Center in Texas. Our therapists, however, is in residency for the year, so we don’t have that service right this second. And we’re probably looking for a therapist to take it over because she wants to focus on the horses when she comes back to.

Lori Kennedy: [00:33:37] Yeah, I guess in my mind, I’m seeing the horses swimming, but that’s not.

Bethany Nugent: [00:33:41] No, no, no, nobody’s swimming. We just use the water as a medium for for our services and and I love it when I first graduate. Well, when I was at that internship, my last clinical, I had the option of a pool. And so and I was a swimmer all my life too. So those two things just went together. And that’s where I saw we put parallel bars in the pool and worked in there, and it was just a great environment. But I learned very quickly up here that I can’t I can’t do them both. I don’t have both on the same site. It’s not really feasible. So Beats is much more known for the use of horses, not just for therapy, but for our recreational program and everything. So.

Lori Kennedy: [00:34:20] All right. Awesome. Understood. So what motivates or inspires you, other kids?

Bethany Nugent: [00:34:25] The kids is every day. The kids, I mean everything to. I mean, I work. I every child takes three volunteers. I meet some fantastic people who are giving their time to be a part of this and and hearing their stories. Why they volunteer varies greatly. And there have been some really inspiring stories out of my own volunteers and why they want to be a part of this. And then the horses, you know, the horses, just the horses that we accept in our program. We vet out very strongly and they they have a quality that, you know, they love what they’re doing. Not all horses do love what we do. So we’ve had to turn away a few. But yeah, the ones that love it, love it. And to see the session come together with a horse that looks happy. And is being well cared for, some of them have been rescued as well, so that’s always, you know, in the back of our minds that look where this horse came from and now they’re doing this for this child and then seeing the team around them and and what they’re giving is just very powerful.

Lori Kennedy: [00:35:27] How do you find your volunteers?

Bethany Nugent: [00:35:30] A lot of social media, again, word of mouth. Our volunteers love coming out. I have volunteers. I had one one woman who was with us for 16 years. Every week I’ve got another guy who’s every other week, but he’s been with me since the day we started.

Lori Kennedy: [00:35:42] So what is a volunteer commitment look like? Typically, most

Bethany Nugent: [00:35:45] Of our volunteers come in for two hours a week. They’ll they’ll help with two sessions back to back, getting the horses ready or getting the equipment ready. Walking alongside the horse or leading the horse if they’re qualified and then switching that all out to another kid. And then that’s it. So that’s what I’d say 90 percent of our volunteers do. And then, of course, we always have volunteers helping with projects and fundraisers and events and stuff.

Lori Kennedy: [00:36:08] Ok, what am I? What motivates or inspires you, Cindy?

Cindy Rawlings: [00:36:13] So I’m a silver lining kind of girl. So no matter the situation, I always try to find the joy. And so when I see moms who are going through their pregnancy and they’re not feeling well, they’re like my ankles are swollen. I’m a big fat whale, blah blah blah blah blah. You know this, this, this this. And I’m like, But what you’re doing is so amazing and it’s a miracle. And so I love bringing joy to them and allowing them to see what we see when we look at them versus what they see when they look at themselves. It’s often the case is when they get their gallery, there’s tears. They’re like, Oh my gosh, you know, because they totally don’t see what we see. I I just I love the connection between people too. I will sit and watch people all the time. I love watching the connection. You know, mom brushes the hair back from baby’s forehead and I’m like, Oh, that’s love. You know, and so I love capturing that connection.

Lori Kennedy: [00:37:26] That’s awesome. Chazelle, what motivates or inspires you?

Giselle Williams: [00:37:29] What motivates me is that I’m able to help my husband grow his business, and we’re working towards a common goal right now, which is growing it, which has been really hard right now because what we spoke about earlier, not a lot, a lot, a lot of inspections are being canceled and we’re trying to grow our company. And our fear is like if we bring somebody on to work with us, is there going to be a lot of work? But what helps me like motivates me is that I’m being able to help him accomplish his goals, just helping my family.

Lori Kennedy: [00:38:04] Yeah, I love that. Any of you can speak out to this. Do you have a message that is for women specifically?

Giselle Williams: [00:38:13] Just don’t give up. If your mind is telling you, I shouldn’t be doing this, why did I get into this? Keep on going. It will flourish. It will flourish, I promise you.

Lori Kennedy: [00:38:26] Anyone else?

Bethany Nugent: [00:38:27] I think in my she’s just that women can do whatever they want to. I mean, there’s really no I mean my my industry is completely female dominated as far as the therapy aspect, but as far as the bar in care goes, a lot of people think, Oh, that’s you know, we’re lugging around, you know, 50 60 pound bales of hay and 50 pound bales of feed and managing horses and all this stuff. But most of the people at my barn are also female and we can handle it.

Lori Kennedy: [00:38:52] It’s awesome.

Cindy Rawlings: [00:38:55] I think if you have a dream, you owe it to yourself to give it a shot. I had a name for my company for two years before I actually executed. So yeah,

Lori Kennedy: [00:39:07] That is great. Ok, we are going to go into the final question here. And Cindy, I’m going to start with you. How can others get in touch with you, with you and your business?

Cindy Rawlings: [00:39:21] You can visit my website. Ww w see moments dot me. It has my contact information. It has all my pricing and all the different styles of photography that I do.

Bethany Nugent: [00:39:37] Our website is probably best as well. It’s W-w-what Beats Inc Dawg, so it’s Beats Hyphen in Seaborg.

Giselle Williams: [00:39:46] You can go to our website WW Dot, Staffy, S.T.A.R. Fly Home.

Lori Kennedy: [00:39:53] Great. Well, thank you ladies for being on here. Is there anything that you want to leave us with today? Ok, then I am going to leave us with this. I want to remind you to keep learning and growing, so thank you for joining us today on women in business powered by Business RadioX until next time.

Woodstock Arts Series: March 2022

March 10, 2022 by Jacob Lapera

Cherokee Business Radio
Cherokee Business Radio
Woodstock Arts Series: March 2022
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This Episode was brought to you by

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WoodstockArtsLogo

BrianGamelBrian Gamel, Managing Director of Woodstock Arts

Brian grew up in the Woodstock area and has loved this town ever since. After going off to get his undergraduate degree in Theatre from Florida State University he came back home and became a part of the Elm Street Cultural Arts Village’s team, now known as Woodstock Arts.

Connect with Brian on LinkedIn.

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:07] Broadcasting live from the Business RadioX Studios in Woodstock, Georgia. It’s time for Cherokee Business Radio. Now here’s your host.

Stone Payton: [00:00:23] Welcome to this very special edition of Cherokee Business Radio, it is our Woodstock Arts series and you guys are going to get a chance to get an update and hear from our buddy Brian Gamel with Woodstock Arts. Welcome back, man.

Brian Gamel: [00:00:38] Hey, how’s it going, stone?

Stone Payton: [00:00:39] It is going well. I haven’t written down somewhere in a notebook, but your title? What are you like? Grand Poobah of Woodstock Arts

Brian Gamel: [00:00:48] Or something like that? The title is managing director officially, which means I get all the fun things like scheduling, budgeting and H.R., but also I. I am in charge of the concert series lantern series. So that is my department, my baby. But I get to keep my hands a little bit and everywhere else, and

Stone Payton: [00:01:04] I just love that lantern series. That is how we we being. Holly and I were introduced to Woodstock Arts before we ever came out here. I think it was a big part of why we eventually chose Woodstock instead of some other communities as we were looking to downsize for this, this chapter of our lives. I just love everything about it. Timing on that. That’s about to get cranked back up for too long.

Brian Gamel: [00:01:29] Yeah, that’s actually starting up March 19th with a with the concert I’ve been waiting for for years for our general public has been waiting to jam there. An Irish bluegrass group flying all the way in from Tullamore Ireland, which if you know anything about trying to get in stateside from outside of the country, it has been hard for the past two years, but they they’ll be joining us. St. Patty’s Day weekend, March 19 So

Stone Payton: [00:01:53] All right, well, color me and Holly there. Yeah, and anybody else? I can get my arms around and bring them over there. We’ll be there for you.

Brian Gamel: [00:01:59] And just so everyone knows that one because it has been, you know, postpone and postpone, it’s already close to being sold out. So OK, yeah, go ahead and get your table of six. Come and decorate it. Maybe want a chance to come to the next concert for free?

Stone Payton: [00:02:11] Sounds good. All right. So you’ve got you’ve got tables, you’ve got chairs. You’ve got you’ve got some different options there for ticketing, right?

Brian Gamel: [00:02:18] For yeah, for sure. We have tables of eight and six that are at different price points as well as just chairs. We sit out for you so that you can sit and enjoy if you don’t quite have six people to make a table full. But honestly, if there’s two of you at a table, it’s just a different experience. It’s so funny. We’ve we’ve seen a lot as a series started right where people were. Why would I pay for a concert and then, Oh, well, I’m going to pay. I’m just going to sit in the gold section. I’m just going to sit and it’s going to be me and my, my partner. We’re going to sit in the back and another, Oh, I have four friends coming. We have a table, we decorate it, we eat dinner. The experience is just different, you know, and it’s it’s so much fun to watch these people go from being bystanders and walking by and going, Oh, that kind of looks like fun, but I don’t know yet to being a subscriber, coming to every single concert, not knowing what they’re going to get into next month, what the genre is going to be, what what the style is. And then, you know, for us, it’s a total win. If they leave going, you know what? That was a lot of fun, not my style of music, but more often, not we get a ton of people going. That was so much fun. I never would have listened to Irish bluegrass or Afro Celtic funk or whatever it may be.

Stone Payton: [00:03:24] And for every Leonard series show, there’s always a second built in show that most people may not be aware of. It’s called the Black Airplane Show. Am I right?

Brian Gamel: [00:03:35] Yeah, they they are are presenting partner for that series is Black Airplane, and between David and Michael, they’re their owners and Michael being the mayor of Woodstock. They definitely make it a full show when when we think them there is, there is a full production that goes into them applauding for themselves. And also, if you’re lucky enough, you can see what their table decoration is, which more often than not is a bunch of phones put together to build a giant photo that’s embarrassing of myself or Christopher. It’s it’s always something,

Stone Payton: [00:04:08] And you’ll have you’ll have wine and beer there on site, right?

Brian Gamel: [00:04:11] Yes, we always have wine and beer on site. If you’re at the tables, you have tableside waitstaff, so you don’t even have to get up and miss any part of the concert they come to you. If you’re in those gold seats, we do ask if you walk over to the bar, we have station for you guys, but we’ll also have merchandise there. We’re hoping to get some Woodstock arts merchandise at this upcoming one. Yes. So we’re going to get that approved tonight at our board meeting, but we’re super excited to bring some Woodstock arts merchant to.

Stone Payton: [00:04:34] And so the three or four times that we’ve been we have we’ve brought some something to snack on, like will we’ll do like a fancy appetizer, eat stuff, bring some shrimp and stuff and that’s allowed.

Brian Gamel: [00:04:45] Yeah, you can bring anything that’s not alcohol, so you can even bring sodas, whatever, whatever suits you for drinking, that’s non alcoholic and food. We actually encourage food. We want you all to come in and have dinner. Enjoy the show.

Stone Payton: [00:04:56] Yeah, no. So it’s a marvelous experience. All right. So we’ve got that going on with the Lantern series. Always some great stuff happening over it at Reeves House.

Brian Gamel: [00:05:05] Yeah, the Reeves House recently opened Coded Realities is the name of the current exhibit. It is a intersection of art and technology. It’s a lot of fun. There are these really cool and unique pieces that I never thought I would see in Woodstock. I’m a lighting guy and there’s a couple of. He says where they use LEDs and frosted lenses, so where if you were looked behind that frosted lens, it’s just a bunch of, you know, glowing dots, but you put that frosted lens in front of it and it builds a picture, right? So it’s so cool with that. There’s one piece where when you first walk in, it’s tiles that there’s a camera that and it sees you and then whatever movements you’re doing, the tiles flip and it looks like almost shadow puppets in a way. The kids love that one. They’ll come in and stand in front of it for hours. And then we have this really cool piece. Once you go in and turn to the right by artist who is no longer with us. And he actually was an engineer and built every part of this piece. It’s a giant pink like feather piece that waves back at you. It’s a lot of fun. It almost reminds me of a giant flamingo, but it’s a it’s a lot of fun. I really enjoy this exhibit and we have some events coming up with that one as well. We’re going to have our first jazz night of the calendar year coming up at the very end of this month. This is the last Friday of this month. We’re back back with jazz nights completely free out on the back backyard of the Reeves house so soon.

Stone Payton: [00:06:26] So color us there for jazz night too, because I think that’s just before Holly and I and Uncle Howie and had Charlie go on our boat ride, we’re going to get to do that cruise. But I got to tell you, we had family in town this last weekend. We worked between, you know, family excursions seems to be the pattern. So the the pink feathered thing is now called Heather’s feathers. Because Heather came to town, Heather and Brad, Brad didn’t quite get it. He didn’t appreciate the feathers as much as he appreciated that thing. When you first walk in that you were talking about, but Heather just felt she must have spent like 30 minutes just in all watching this thing. Do you guys have got to see what we at the paint in the house call Heather’s feathers?

Brian Gamel: [00:07:07] Well, and what’s fun to? There’s always a piece or two that I feel like is underrated in an exhibit, right? So people get excited about the feathers or the tile flipping because they are. That’s completely warranted. Those are great pieces. I’m a data guy. I love looking at spreadsheets, and maybe I’m weird. I don’t know. But for you nerds out there along the wall where our bathrooms are, this this woman she like notated how she how talkative she was based off how many hours of sleep she got throughout the year and where she was. And it’s all like shown through these wooden blocks all across this giant wall, over by a restrooms. And I just love that piece. And it’s just really funny to look at and go, you were not talkative at the beginning of the year, and you know, there’s no correlation, but by the end of the year, you would not stop talking. So I don’t know what happened there, but it’s it’s really interesting to see the larger the wood blocks are, the more talkative she was that day and the smaller they were. At least, yeah, it’s very interesting.

Stone Payton: [00:08:03] It’s my definition of appreciation for art has expanded exponentially since moving here. I’d seriously it is. I’ve come to appreciate all these different what’s the right word media, the different, the different content areas and everything from amazingly talented kids, young people that have submitted some really interesting work to again. Holly, you know, really getting involved in the in the painting and all that also from the patent family. One of those visitors out of town visitors, Brian Mitchell. Apparently, it’s so interesting you learn more about the people with you when you put them in that context and you’d never know his name is Brian Mitchell. He is just such a fan of and apparently had some great experiences learning pottery. And so, you know, we went up to the Kish House and he he peered through the window, you know, for again, like 10 minutes. He was fascinated with all the work and talked about it.

Brian Gamel: [00:09:06] Yeah, I it’s it’s so much fun to see, especially because we we have the advantage of not being just a theater like we were for more than a decade. We we have all these different mediums of art. So there’s always, you know, we want to be able to have something for everyone, but not necessarily be for anyone, if that makes sense. So, you know, if pottery is not your thing, you’re probably not going to enjoy the Kish center because it’s a center for ceramics and pottery. But if you’re even interested at all, it’s a great place to go to take a class. Heather, who is our our studio manager over there, does a fantastic job not only teaching but also like taking care of that space, making it better for the students, making it better for the teachers. So she’s fantastic over there. Obviously, our staff over at the Reeves house and then we have the theater going on to, which has kick started back up pretty recently as well, right?

Stone Payton: [00:09:56] All right. So before you go there, yeah, say a little bit more about Jazz Night because I really think that’s going to work. Actually, I think again, we’re going to have Uncle Howard at Charlotte in, and I think that’s right before we go on our on our boat ride to, I feel like I don’t know if it was a jazz night or not, but we did something that we thoroughly enjoyed with the tent right behind the building. It was more of a wine tasting, I think was the last thing Holly and I did, but. The jazz night thing just sounds like a lot of fun, man.

Brian Gamel: [00:10:27] Yeah, yeah, so Jazz Night is on March twenty fifth. So that is the last Friday of this month. It’s normally on the last Friday of the month, but we normally have a jazz trio or quartet and they’re just playing music all night free. We’ll have the bar back there so you can get wine and beer, but you’re right, we do have to do wine tastings from time to time as well, right? But yeah, so jazz night is the is the the thing to close out the end of the month. But then also, I think you’re familiar with art on the spot. We have that coming up on March 18th. For those of you who are listening who don’t know what are on the spot is we. We have about three artists generally and they create artwork for you right then and there on the spot. Hence, the name and you can pay for a five dollar raffle ticket. And when you get a chance to win one of these pieces of artwork that are being created right there for you, so you can support these local artists very easily with five dollars and possibly take home a piece of artwork that is definitely worth more than $5.

Stone Payton: [00:11:21] Well, we we did the raffle thing for that, and I don’t think we won that well. I know we didn’t, but we bought some stuff there too. From there was a lady that was doing bookbinding, and it was just like the perfect little gift for for our oldest Katy. So speaking of tastings, I know that Zac got promoted out that I said last time we talked, you know what a waste. But one of the things that I loved was was these sirups and he was making out of beer. You haven’t you haven’t quashed that program. Have you can get a taste

Brian Gamel: [00:11:53] Of the beer? Oh yeah, no. Of course you can. We we our new coffee shop manager over there, Riley, she does a great job and she still has that same drive that Zach had of trying new things and experimenting with new flavors. So we’re super excited to have her. So kind of hinting at it. We we make all three of our simple sirups in-house. It’s really hard to get a hold of hazelnuts, so both hazelnut sirups are not made in-house and the crimped demand. It’s a very long and lengthy process, and it doesn’t create much better of a product, right? It involves alcohol and all these other different things, but every other sirup that we have, whether it’s the rosemary, the BlackBerry, you know, a bunch of different fun vanilla, obviously caramel, all the basic ones as well. But it’s so much fun to just be able to say, Hey, like, we made that and it’s special for you, our customers. And it honestly, the quality is just better to especially with fruits. A lot of times if you get a fruit sirup that’s store bought, it has that kind of cloyingly and just sour sweet like you’re not the same, it’s not the same. It’s just getting sugar. Water berries make it happen.

Stone Payton: [00:12:56] So, all right, I interrupted you earlier, but I want to talk about the theater.

Brian Gamel: [00:13:01] Yeah, and we can talk about Zach a little bit more. Ok. His talent is actually going to great use. You know, it’s not behind the coffee shop bar. He I don’t know if you knew this about him. He he got his masters in acting from the University of Alabama. I did not. So his background is theater. He applied for artistic director role and got it. Coincidentally, at the same time, he was going to be directing Sweat, which is the show that’s open right now. So his premiere as our artistic director and the new leader of the theater space is going live right now, the theater we just open this past weekend. People absolutely love the show. It is definitely one that has humor in it, but it’s a heavier, more serious piece. We do recommend it for ages 16 plus, so this isn’t one to necessarily bring the kids to you. There isn’t a lot of graphic anything. It’s more so just innuendo. Yeah, there is some strong language, especially some derogatory language as well towards certain parties. All of that you can find on our website, as well as as as well as warnings on the way into the theater. But we haven’t had obviously any negative issues with that one. If anything, people are just absolutely loving the show. Spencer Nix came by and that whole clan and they the bar on stage. He wants he. He absolutely loves it too. So it’s all set in a bar. We got volunteers to work on that. They did a phenomenal job. I’m lucky enough to be able to say that it was my design, but really it was between Zach and Meg who have been working really hard to get everything on that bar to make it feel like a small town, Pennsylvania Dove Bar, where there’s just crap all over the walls.

Stone Payton: [00:14:36] All right, so seats are available for that now.

Brian Gamel: [00:14:39] Yes, seats are completely available for that. We run Friday, Saturday evenings at seven, 30 Sundays at 2:30. But talking about the show, just a little bit more. It’s a beautiful piece written by Lynn Nottage. She’s a playwright that’s really hot right now, and it’s one I believe it won a Pulitzer Prize. It’s won quite a few awards. It was on Broadway fantastic show that really explores the a blue collar community while NAFTA was going through in the early two thousands. And it is a very good job of being a piece that talks about how those people were affected by decisions that were made in Washington and decisions that were made outside of their control, which I don’t, you know, everyone has opinions on how that goes. But it’s very good about just saying, Hey, we’re here to listen to us, we have our own lives and please help take care of us, right? And no one really listening to that, no matter what side of the aisle you’re on, it’s it does a very good job at exploring these people whose identity has been living in this town and working in this mill for their entire lives. And when that gets ripped away from you, who are you? Like what is left from that? And it’s it’s so, so strong, so powerful. But also it has its fun moments. There’s a moment where I think you might even know Camille, who’s on her staff. She’s actually in the show. Oh, yeah. Oh, neat. There’s a moment where it’s someone’s birthday and they come in singing Cher, you know, and it is a bar. So they do have a few too many and they there’s so much fun in the show to it. While it’s not lighthearted by any means, it allows you to take a breath every now and then in between these moments of just feeling for these characters, actually, every single one of them, no one’s the bad guy. They’re all just down on their luck, and some things happen to him and you just got to come see it. It is a beautiful, powerful piece.

Stone Payton: [00:16:26] And behind the scenes, I don’t think most realize I certainly didn’t. We started having conversations around these topics. I mean, this is something that’s been in the in the planning for some time. You, you or someone on your step has to go out and find these plays right.

Brian Gamel: [00:16:44] Actually, how does that work? It’s really funny that you should bring that up. We’re presenting our possible season to the board this evening, April 10th will be presenting what the season will be to the rest of everyone as part of our season. Reveal our season’s run August through July. So that’s why, you know, we have planned programing up through July and then people are going, Wait, are you not doing anything this December? You’re not doing Christmas Carol? No, we’re doing Christmas Carol. We just don’t announce it until a little bit later. Spoiler alert we are still doing Christmas Carol after 20 years. Wow. But we’re going into our 20th season next season and the way our our season selection goes, specifically for visual arts and for a theater. This this season, we have committees full of a couple of board members, not actually that many a couple of key staff members in those departments, but mostly volunteers and community members. So even we have some people that haven’t volunteered with us, but we just know have come to see one or two things and would have a unique perspective from our community so that we can say it’s not Oh, well, we think the community wants this. It’s the community actually wants these shows, right? So it’s a group of people who get together for the place.

Brian Gamel: [00:17:50] Specifically, we assign plays out, they read them, they do a book report, essentially talk, talk about why they loved it. Talk about why they didn’t love it so much. And we start narrowing it down and narrowing it down and seeing what fits together and what can go win. And how does this make sense? And OK, with this going on in the world, this would be a good plug or, oh, this would be a great one where we could partner up with Foxtail Bookshop and maybe we could do some engagement because it’s a great children’s book and we can get all of that going on. So there’s a lot that goes into it from the back end of it, for sure. But it’s also just so much fun to be able to get these community members in there and hear perspectives that we don’t hear on a daily basis among staff. You know, things that we’re like, Oh, I don’t know if if this is too edgy or I don’t know if this is too safe and people going, Oh no, this is a great show. And I think that I’m really excited to see it. Right.

Stone Payton: [00:18:41] So, yeah, so once you guys land on, yes, we want this one now, you’ve got to get back on the phone or back on the plane or whatever and nail it down, right?

Brian Gamel: [00:18:50] Yeah. So for theaters, a little bit easier because it’s it’s just licensing company. So a big one’s musical theater international, which has most, if not and most of the musicals that exist. So that that’s one where we just you apply for licensing through their websites and hopefully you get it. I would say about 90 percent of the time you do every now and then there’s if you ever want to get Christopher on a soapbox, go talk to him about licensing. It’s a fun one. But you know, there sometimes where another theater that’s that’s considered a professional theater, they they can get the rights over overwhelming your rights. But that’s that’s where that all gets a little dicey. But more often than not, when we’ve picked a season, we’ve said we want these shows and we’ve gotten those shows. So it’s it’s a great, great fun time that’s I’m now officially passing off to the theater staff that used to be part of my job because my job is calling agents and negotiating prices for concerts to come here. So. Right? It’s a very those are very different experiences because the licensing it’s this is this price and that’s what it is. And you signed the contract with the artist. It’s well, let’s let’s haggle a little bit. Let’s see if I can get another venue to come in on Friday, since we’ll have you on Saturday and maybe we’ll get cheaper for both of us, but you’ll get more money out of it. So it’s a full I can talk for hours on the negotiations and that entire side of both of these industries because it’s such a different, unique and fascinating world that people just don’t ever think about, much less.

Stone Payton: [00:20:18] See, thank goodness we have Brian and team, right? Are we going to do? We just hear about it, we go to the right place and we we make it happen and we get our seats. So before we wrap, let’s talk about path to participate, OK? Is it is it a kind of a central website place? And that’s where you start. And then you can do everything from buy a table at the Lantern series to maybe even sponsor something if you’re a business, right?

Brian Gamel: [00:20:43] Oh, for sure. Everything is very centralized on our website. Woodstock Arts dot org. You can also follow us on social media. I believe all the handles are with Stargardt’s G.A. because there are, believe it or not, a lot of Woodstock’s in the states. But we do have the domain name of Woodstock art, so that is us Woodstock Arts dot org. You can get tickets for any upcoming event, including sweat, which I, you know, I highly recommend you see this show. There’s a couple of community stakeholders that have already seen it, and I kid you not. There was one I don’t know if you’re familiar with Mary Coral. She works over at Foxtail Bookshop. Yeah, I love Mary to death. Yeah. She just could not stop raving over the show during intermission and after it. So if you need Mary the seal of approval, it’s right there. But it’s it’s a fantastic show. You can get tickets for that. You can sign up for our classes at the Kisch Center or for the Rees House or for our theater. That’s all online as well. We have art on the green coming up where if you’re an artist or a maker, you can sign up to have a booth for this arts festival. So that’s actually already live. That’s coming up in May, but you can just see all the different fun things we have going on there, and we really hope to see what some of them. And next time I’m here with stone, I’m definitely going to have some updates on Lantern series because, like I said, COVID has been a beast in that industry, so I think we’re almost finalized in making the rest of this season happen. And then we’ll see what happens in April when I’m announcing everything else.

Stone Payton: [00:22:08] But oh, we are so blessed to have Woodstock Arts here and people like you and Nicole and Zach and Christopher, what a what a blessing. And thanks so much for coming by and getting us and keeping us posted, man.

Brian Gamel: [00:22:22] Yes, sir. Thanks for having

Stone Payton: [00:22:22] Me. All right, this is Stone Payton for our guests this morning, Brian Gammel with Woodstock Arts and everyone here at the Business RadioX family saying, we’ll see you next time on the Woodstock art series.

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