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Search Results for: marketing matters

Mike Hall with Transworld Business Advisors of Raleigh

August 9, 2022 by angishields

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Buy a Business Near Me
Mike Hall with Transworld Business Advisors of Raleigh
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Mike-Hall-HeadshotBWMike Hall loves connecting with business owners and hearing their stories. Being a good listener and a determined problem solver is what makes him good at what he does. He is a business broker and he helps people to buy and sell businesses.

Mike has had an entrepreneurial spark in him going back to the days of setting up lemonade stands in his parent’s front yard. He knows what it means to work hard, and take risks. He knows what it means to fail and to fail miserably, but in failing, he’s learned valuable lessons that pave the way for future success. Transworld-Business-Advisors-logo

Mike has been a business owner and knows what the world looks like from your chair. Since becoming a business broker, he has had the opportunity to be a part of listing and selling many businesses from mom and pops all the way to multi-million dollar ventures.

Regardless of the size of the business, the commitment on his part remains high. Mike will not rest until he has done his best to broker deals that his clients can look back on with pleasure.

When he isn’t connecting with clients or negotiating deals, Mike spends time working on his MBA at Longwood University. He also likes to read, exercise with his beautiful bride Patti, and travel around the United States and East Asia.

Connect with Mike on LinkedIn.

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:07] Broadcasting live from the Business RadioX studios in Atlanta, Georgia. It’s time for Buy a Business Near Me, brought to you by the Business Radio X Ambassador Program, helping business brokers sell more local businesses. Now here’s your host.

Stone Payton: [00:00:32] Welcome to another exciting and informative edition of Buy a Business Near Me. Stone Payton here with you this afternoon. This is going to be a marvelous show. Please join me in welcoming to the broadcast with Transworld Business Advisors, Mr. Mike Hall. Good afternoon, sir.

Mike Hall: [00:00:52] Well, good afternoon. It’s a pleasure to be with you today.

Stone Payton: [00:00:55] Well, we are delighted to have you on the show, man. One of the first things I wanted to ask you a little bit about is just this this whole general concept of exit planning. I’ve been running into that term a lot lately, and I know Lee and I, who owned the Business Radio X Network, I suppose at some point we should have some sort of plan for for our exit. But from your perspective, why is it so important to have an actual exit plan for your business?

Mike Hall: [00:01:32] Well, so that’s a great question. It’s a big part of what I do is educating people on this very topic is the importance of having an exit strategy. So for many people who own small businesses, their small businesses represent a huge investment of their time and money and their source of retirement. And in order for them to be able to maximize that investment, they need to have an exit strategy so that they can exit their business on their terms. Unfortunately, what we see a lot of is business owners will contact us and say, hey, look, I’ve got a health issue. I’ve got my parents live out of state and they’re in and declining health and we need to sell our business within the next 3 to 6 months. Can you help us? Well, our answer is always yes, because we want to help as many people as we can. But that’s not the ideal scenario. The ideal scenario is that I would have met with that business owner a year or two, even longer ahead of time. And we had sat down and come up with a strategy for how they were going to exit their business, what their benchmarks were, how they were going to ensure the longevity and the health of that business long after them.

Stone Payton: [00:02:55] So so in terms of time and timing, yeah, what are we looking at? How far out should we get on top of this thing is should it be one or two years or more?

Mike Hall: [00:03:06] Yeah, it could be even longer, because the fact of the matter is, if you’re a small business owner, you don’t have a crystal ball. You don’t know what life circumstances are going to hit you. And so in a sense, we use this phrase begin with the ending in mind. I use the analogy that entrepreneurs and small business owners are like someone who can build a plane and and get it off the ground and get it flying at a nice cruising altitude, but have very little, if any, training on how to land the plane. And that’s kind of what the strategy is. And that’s what I help do. I help these business owners land that plane successfully.

Stone Payton: [00:03:51] So I suspect that you’ve probably got a pretty good handle on you can probably pretty quickly when talking to someone get a get a handle on how sellable that’s a word how sellable their their business is or maybe even could be, or there’s some criteria or there’s some things you look for, some markers, some red flags, some green flags, kind of things that you’re looking for. At least get a baseline.

Mike Hall: [00:04:20] Yeah. So here’s a stat for you just to paint a realistic picture, anywhere from 60 to 70% of businesses that list never sale. And so what I’m looking for is I’m looking to get as many business owners and small businesses into that that 30 to 40% that do sell. And to get them there, there’s three criteria stone that that we really like to see. Number one, a motivated seller. In other words, they’re engaged with going through with the process and they’re going to be forthcoming with their financials and they’re going to be cooperative and helpful in the process of getting that business listed for sale. So number one and motivated seller number two, they’ve got clean books. That point cannot be overestimated because clean books, that is the rails that allow that train to leave the station. If you don’t have good, clean books that are a buyer or banker or another professional can follow very easily. It makes it very difficult to sell that business. And then the third thing is you’ve got to have that business competitively priced. So that business owner has to have a very realistic, market based understanding of what their business is worth.

Stone Payton: [00:05:43] Yes. Say more about that, because instinctively I can envision, for example, me and Lee, I mean, this is our baby, right? I can envision us feeling like this is worth maybe more than the than the market says that it’s worth, which if that’s the case. Back to your earlier point about time and timing. Okay, great. What can we do to get those two numbers closer together but that say more about this? Is valuation the right word? What this market?

Mike Hall: [00:06:17] Yeah, no. Valuation is precisely the word. In fact, normally when I engage in a conversation with the business owner who’s at least remotely interested in selling their business, that’s where we always start. Well, let me do a valuation for you. We don’t charge anything to do those. That’s our way of earning your your trust and your business. And so we we start with those valuations. Unfortunately, what we run into stone is we do a very realistic market based. We take a very realistic, market based approach to our valuations. And sometimes that means we just have to honestly tell a business owner something that they really don’t want to hear. But the fact of the matter is, so there’s no point in me giving a bloated valuation for the purpose of of enticing that business owner to list their business with me, because at some point reality is going to dawn and we’re not going to be getting buyers calling us to want to buy that business. Or if they do, they’re going to be putting in offers that are substantially lower than what it’s listed for. So we’d we’d much rather and the colleagues I work with in my office, we rather much get that valuation very grounded in the reality of where the market is so that we have those hard conversations up front.

Stone Payton: [00:07:40] So I won’t ask you to do a valuation webinar today, but like some of the high, high points they’re looking at what cash flow revenue, profits, like the number of customers, that kind of stuff I guess, right?

Mike Hall: [00:07:56] Yeah. So if I were to throw out a few key things that, that obvious attracting factors as it relates to a valuation, obviously profitability, if you’re not making any money, it’s going to be very difficult to sell your business and consistent profitability, too. That’s one issue we run into where, you know, is it something that you’ve steadily your profitability has steadily grown over time or do you see sort of a low profitability and then some kind of spike and then it goes back down again? So consistent profitability is a big, big attracting factor. If your business is the type of business that can have recurring revenue, that’s something that’s always very attractive to a buyer. And then other things like, you know, is your business the type of business that can be run with the minimal attention of the owner operator? So in other words, can it be a semi absentee business or is there management in place that the owner has to do very little? So it could almost be an absentee business. That’s obviously an attractive factor to an investor or buyer.

Stone Payton: [00:09:12] So how did you get in this business, man? What was the catalyst for you to start doing this kind of work?

Mike Hall: [00:09:18] You know, it’s interesting you ask that I actually have a background as a history teacher and so I yeah, yeah. So I did that for a number of years and I was also doing a little bit of real estate brokerage on the side. That’s how I got my teeth cut and the sort of the brokerage industry and brokerage knowledge and representation. And then a friend of mine, a lifelong friend of mine, the owner of our office, decided he wanted to open up a Transworld office in the Raleigh area. And after he did, I was very much curious as to what this was. But like many people out there, people just don’t know what business brokerage is or what business brokers do. And I was one of them and so I had a meeting with my boss. Now Balls and I just kind of started asking him a lot of questions and I was intrigued by what he was doing. But I thought, Yeah, I just don’t know if I’m going to be a good fit for this because I’m not a quote unquote salesman. And he said he said, Mike, you’ve been a teacher. You know how to educate people. You’re good with people. You’re a person of integrity. And, you know, you’ve worked in small business before. You have all the skills that are needed. I don’t need it. He’s basically said I don’t need some. He’s a salesman. I just need somebody who knows how to work with people and who wants to help people. And he said on top of that, he said, How many real estate brokers do you know in the greater Raleigh, Durham area? And I said, Well, quite a few. He said, How many business brokers do you know? And I said, one you. So that was that was pretty much the deciding factor. So then I came home and I talked to my wife about it and we both agreed that it was a good fit for me. So I’ve been at it going on four years now.

Stone Payton: [00:11:13] So let’s talk about the local market landscape and maybe you do more national work as well. But but I’m curious, is the is that Raleigh area a good place to to look to buy a business?

Mike Hall: [00:11:28] Well, you know, it’s funny you mentioned that, Carrie. The area outside of Raleigh where I live was just voted by, I believe it was MSNBC as the most prosperous place in the United States. Oh, my. Yeah. And this area has numerous accolades. Best place to start a small business. Best place to raise a family. This area is growing like gangbusters. I mean, we recently had commitments from Google and Apple to to increase their presence here. So this area is growing like crazy. And the small business climate here is is on the rise as well. So I know I’m a little bit biased, but I think the facts speak for themselves. This area is a fantastic area to start or to buy a business.

Stone Payton: [00:12:26] Now, it strikes me that if you’re if you’re selling a business, you’ve got this weird hydraulic this weird dichotomy of you want some degree of confidentiality maybe, but you also want to promote it, right? You don’t want to like I don’t know that I would want my clients to know that I was selling or maybe my employees. Can you speak to that a little bit? This, this, this. Yeah. Confidentiality, but promotion all at the same time.

Mike Hall: [00:12:56] Yeah. So there’s a little bit of sort of subtlety that a business broker has to be capable of and marketing a business because a hallmark of what we do is helping business owners to sell their businesses confidentially. And so to give you a perfect example, there’s a there’s a few things that we do in order to ensure that. So if I’m writing ad copy and I’m going to let’s say you you’ve got a restaurant selling that you wanted to sell, and it’s a fairly well known restaurant in my area. So I’m going to give a very vague description of that in the ad copy. I’m not going to name the name of the business. I might not even say if it’s a in Raleigh. I may not even say it’s in Raleigh. I may say it’s in Wake County. Oh, I may say it’s in central North Carolina if it’s very well known. The key thing is you want the concept of here’s a restaurant, and then you want to just throw out a couple of little sort of pieces of bait to catch a potential buyer. So the gross sales, the seller discretionary earnings or EBITDA, the net income essentially. And just a couple of other small things that typically is enough to attract a buyer. And then once they are attracted, they contact me. And then the first thing that I have them do is I have them sign a nondisclosure agreement. So anything that we discuss with them from that point on is just covered under that NDA. And then we kind of reveal information to them in stages to sort of keep them on the hook and keep them interested, keep them in the process. And as they make a greater commitment to the deal, whether it be an offer or whatever, that’s when they learn more and more and have more access to the business, if that makes sense.

Stone Payton: [00:14:56] It does. And I think you may have just answered this question just by virtue of your experience, based on your examples. But I’m going to ask it anyway, because I think some listeners might ask it. I mean, do I really need a broker? Can I just go out and sell it on my own?

Mike Hall: [00:15:14] So the quick answer to that is, no, you don’t need a broker. You absolutely can go out and sell a business on your own. But the problem with that is, and I just recently wrote an article about this for my website is I laid out all of the steps that you have to go through and all of the things that you have to give attention to if you’re going to sell a business. It requires a lot of time. It requires a lot of attention. And yes, you can absolutely sell your business yourself. But when you do that, you’re putting yourself at a great disadvantage because now you’ve got two jobs. Okay. Selling a business is not a part time job. It’s a full time job that requires full time attention. And if you think about it like this, let’s go back to the restaurant analogy I was just giving you. Well, let’s say that you’ve got buyers trying to contact you during the lunch lunch rush at your restaurant. Well, you can’t be taking care of your employees and your guests at your restaurant. If you’ve got people on the phone call and you’re trying to get information about the listing that you have for sale. I mean, that’s just one example of how. Yes, absolutely, you can do it. I don’t recommend it. And I know it sounds biased coming from me, but if I had a business for sale, there’s no way in the world I would try to sell it on my sell it on my own. I would want somebody to be an intermediary for me who was impartial, whose primary line of work was selling businesses. I would want to focus on keeping my business healthy and strong up until the finish and not having to take on that second role. But the short answer to your question is yes, it can be done.

Stone Payton: [00:17:03] Yeah. So so there’s all the work that you put in to helping other people sell their businesses. How does the whole sales and marketing thing work for you as a broker? Like how do you get the new business for yourself? That seems like that could be a bit of a challenge too.

Mike Hall: [00:17:21] Yeah, I mean, I think marketing is probably the greatest challenge can be the greatest challenge for any small business owner. And I just think it requires a lot of creativity and a lot of time investment. So for me, you know, there are some marketing channels that I use to help bring in new business. Sometimes it may be direct mail. I spend a lot of time networking, so I’m constantly meeting with small business owners and getting to know them and to know their needs. I have several networking groups that I’m a member of. You may have heard of an organization called BNI, so I’m a member of a local BNI group and that’s a huge source of referrals and encouragement for me. So networking is a big part of that direct mail. And then of course, I try to have an Internet presence and use social media as well.

Stone Payton: [00:18:21] And you’ve got to develop, nurture relationships on both sides of the equation. Right. Because you need you need buyers and sellers, don’t you?

Mike Hall: [00:18:32] That’s exactly right. So I’m a I am a candidate for one of the designations for our industry called Certified Business Intermediary. And that means a big part of what I do is just being an intermediary excuse me. Intermediary. I’m a go between. And so in order to be a go between, you’ve got to have something on either side. So, yes, you’re exactly right. I have to first of all, when the business of sellers and then once I win their business and they become my clients, then I have to help them to make a good case to buyers that this is a good business for them to buy.

Stone Payton: [00:19:10] Yeah. So let’s talk about deal structure for like how to finance the deal because it doesn’t always have to be straight up. I like your business. I agree with your valuation. Here’s your check. Right. It can be more creative than that, right?

Mike Hall: [00:19:25] Oh, absolutely. There’s any number of ways that deals get funded. It could be the traditional route, which is SBA funding. So if that particular business meets the criteria and credit worthiness of the buyer is there, they may be able to get SBA lending. And so that’s a perfectly normal and common way for people to buy businesses. It could be something that that business or that buyer doesn’t fit the traditional SBA model. So then you have to go for a more creative type of financing. And more, more than likely, it’s going to mean a combination of some type of banking bank financing, along with what we call seller financing. And so I always encourage my sellers to at least be open to offering part of the deal as seller financing.

Stone Payton: [00:20:26] So this kind of it kind of goes back to, yeah, you need a broker, but I envision you. I suspect you have a great deal of your own counsel on some of these matters, like due diligence and deal structure and all that. But I’m also envisioning you as kind of a almost like a quarterback, right? Like if we need to talk to investment bankers or people who can loan me money if I’m buying or even on the seller side so that we can grease the skids for the the buyer. So you must be you must cultivate and really nurture relationships with other practitioners that handle these specific aspects of a deal, huh?

Mike Hall: [00:21:07] No, that’s exactly right. So and that’s been one of the benefits to expanding my own professional network is now when someone contacts me a seller and saying, I want to sell my business, well, if I need to talk to an SBA lender, I’ve got a network of SBA lenders that I several SBA good SBA lenders. And in my network I can call if they are having some issues with their their bookkeeping. I’ve got a bookkeeper on standby and she’s ready to go to work and to help them out if it’s accounting and tax related issues. I’ve got a fantastic CPA now that’s in my network. So yes, I am quarterbacking a lot of issues because ultimately Stone, my job is to get this deal done. And so I’ve got to find creative ways to solve problems and to bring people together. It’s a huge part of what a business a business broker does. And, you know, and it’s one of the interesting aspects of what I do is just figuring out how to solve a problem and to keep that deal alive when in many cases it dies several times before we get it across the finish line.

Stone Payton: [00:22:26] Yeah, that’s you must be incredibly patient and persistent, but I can tell that you love the work, man. What are you finding the most rewarding about the work?

Mike Hall: [00:22:37] Thank you. Yeah, I do. I do enjoy it. I think a big part of it is the fact that I get to contribute to the future health of our local economy. So if you understand the nature of small business and where we are demographically, we’ve got a huge swath of baby boomer business owners that are really in need of passing the baton. And so I get I feel a sense of achievement and reward when I get to step in and help them to do that and to do it well, because that means that’s another. Of our area businesses that’s going to remain open and vital and serving our community for years to come. It’s going to provide employment for people. It’s going to help a business owner provide for his family. The new business owner provides for his family, and it’s going to provide retirement for that, that owner who’s stepping away. So I get to facilitate all of that and in a way I get to make a huge, like I said, a huge contribution, contribution to the local economy.

Stone Payton: [00:23:53] You know, I hadn’t really thought about it until you just touched on it, but I suppose there really is a what would you call it, like like a demographic trend. That’s I mean, that’s really going to this business is not going anywhere. Because what you said about the baby boomers. Right. Speak more to that, because that’s got to have a direct impact on this arena.

Mike Hall: [00:24:17] Oh, absolutely. Yeah. In fact, I did. Part of what I do for our office here in Raleigh is I have a background in research and writing, so I like to do research on topics related to the work that we do. I did a project on what we call the Silver Tsunami, which is basically a coin, a phrase coin to describe this this large exit of baby boomers from small business ownership. And so it’s roughly 27 million businesses representing anywhere from 5 to $6 billion worth of in our economy. And so this phenomenon is is so interesting because according to research in this area, only 20% of these baby boomer business owners are going to hand their business off to a family member. Roughly 18% of them are going to shutter their doors. And so that business will not exist anymore and the remainder of them will have to have somebody to help them to pass that business on and fund their retirement. And so I’m really keeping an eye on this trend and really trying to do my best to educate these baby boomer business owners. Hey, look, you have options, right? You know, even though over half of you have never had a business valuation, if statistics are correct, you have options. Let me help you understand what those options are.

Stone Payton: [00:25:54] All right. So let’s leave our listeners with a few pro tips, a few pieces of counsel. Buyers and sellers alike. I mean, one pro tip is just reach out and talk with Mike and have a conversation. But, you know, even short of that, some things that we ought to be thinking about, I don’t know if it’s something we ought to be reading or just a couple of actions we can take now so that we’re properly prepared when the time comes to buy or sell. Let’s leave him with a couple of pro tips.

Mike Hall: [00:26:20] Yeah. So one huge tip I would give our our business owners out there is don’t wait till the last minute to to come up with an exit plan. Again, over half of those business owners out there have never had a business valuation done. It doesn’t cost anything to contact me to have a business valuation done and that information can be used for you can useful be useful to you to set your benchmarks for your business. So even if you’re not ready to sell now, you can you’ve got something to aim for. You know where you are that will enable you to know where you want to go. So that’s the first thing. For buyers, I would say, hey, you know, don’t get frustrated. I know that there’s a lot more buyers out there looking for businesses than there are businesses to list for sale, but there are a lot of good businesses out there. Also, get to know brokers in your area. They can be some of the best source of information and they can also tell you things that you need to be doing to be prepared to get ahead of the game when you find a business that you want. So getting your financing in place, getting your financial statement in place, when you have to submit that to a potential landlord, if you’re going to buy a business that has a commercial lease, just little things like that that help you to be more prepared. A reputable broker is going to be able to help educate you so that you’re ready.

Stone Payton: [00:27:48] Yeah, well, I’m glad I asked. So what’s the best way if someone hears this conversation, but they’d like to get in touch with you and have a conversation with you or somebody on your team, whatever you think is appropriate email, phone, website, LinkedIn. But let’s leave them with some points of contact.

Mike Hall: [00:28:05] Yeah. So my website is very easy to remember. It’s a business broker. Raleigh R a l e business broker. Raleigh dot net. And my email address is m hall mphahlele at t WorldCom for Transworld T WorldCom. And then they can give me a call at 9194241927.

Stone Payton: [00:28:30] Well, Mike, it has been an absolute delight having you on this show, man. Thanks for coming on and sharing your story and your insights and your perspective. This has been very informative, man.

Mike Hall: [00:28:41] Well, I appreciate it, Selwyn. It’s been good to talk with you and to communicate with your listeners.

Stone Payton: [00:28:47] All right. Until next time. This is Stone Payton for our guest today, Mike Hall with Transworld, Business Advisors of Raleigh and everyone here at the Business Radio X Family saying We’ll see you next time on Buy a Business Near Me.

 

Tagged With: Transworld Business Advisors of Raleigh

Spark Stories Episode 16

July 28, 2022 by Jacob Lapera

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Spark Stories Episode 16
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Cindy AbelCindy Abel is an intuitive entrepreneur determined to make a difference in the lives of young women. As a co-founder she has created liv2Bme a positive, supportive social app for teen girls that inspires healthy self-images through kind interactions and meaningful connections. She has seen first-hand how social media interactions can affect girls.

liv2Bme is being created as a positive place online where girls can connect with peers who have common interests, goals, and concerns. liv2Bme strives to be safe space for girls as they share the ideas, thoughts, and images that define them. And the liv2Bme dream is to build an online community that understands how to express honest feelings in a way that respects other.

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] Welcome to Spark stories like business radio brought to you by the Atlanta Business Radio Network. Every week, entrepreneurs and experts share the stories behind the brand who they are, what they do, and why their brands matter. I’m your host, Clarissa Jaye Sparks. In our own series, we dive into the everyday operations of inspiring business owners in our community. You can listen live on Saturdays at 10:00 PM or the rebroadcast at WW dot Business RadioX dot com. Today we’re going to talk about social media and women entrepreneurs. How can we leverage social media? Please allow me to introduce one of our amazing community leaders who owns it, Cindy Abel. She is an intuitive entrepreneur determined to make a difference in the lives of young women. As a co-founder, she has created Live to Be Me, a positive, supportive social app for teen girls that inspires healthy self images through kind interactions and meaningful connections. She has seen firsthand how social media interactions can affect girls lives. To Be Me is being created as a positive place online where girls can connect with peers who have common interests, goals and concerns live to be made strives to be a safe space for girls as they share their ideas, thoughts and images that define them. And the Live to be dream is to build an online community that understands how to express honest feelings in a way that respects others. Cindy is taking the step to launch your company and you’re brave, braving the world of entrepreneurship. I have three questions for you. Please tell the listeners who you are, what you do, and why your brand matters. Please introduce yourself.

Cindy Abel: [00:01:59] Well, I’m Cindy Abel and I started Cofounded liv2Bme with my partner Tasha Marks. We started this because as moms with teenage girls, we had a really big gut feeling that something was wrong with social media when they first started using all the tools that are out there. And a mom’s gut usually is directed by the actions that they’re seeing with their children and their friends. So for us, we saw a lot of exclusionary behavior. We saw, you know, girls trying to attain perfectionism. And if they didn’t get 100 likes in an hour, they take down their post off of Instagram. So just some behaviors that as a mom were disturbing to us, quite frankly. When we started this, it was a few years ago, and we we started with a website for girls to test out, you know, the idea that there could be a community that was positive and supportive and sort of embrace this group, think of being together, doing something good. And we really felt like we saw a lot of things go on in that first iteration of the website that spoke to that it. The company went on pause for about six years. And in 2020, you know, one of the challenges we had early on when we were discussing this topic with different people in the community, other businesses, was there wasn’t a whole lot of data supporting our moms gut feeling.

Cindy Abel: [00:03:37] There wasn’t data out there readily available saying that there was something wrong with social media, that it actually was creating mental health issues like depression, anxiety and increase in body image issues and eating disorders. Those kind of statistics that if you’re familiar with the news today, we’ve been bombarded in the last year with the Wall Street files and the Facebook whistleblower who have brought to our attention that. Facebook itself has been doing research for years about teenagers. They wanted to understand why they were losing market share to Tik Tok and Snapchat. So they started doing their own internal research. And what we now know is that one in three teen girls has body image issues because they use the Instagram app. So it’s no longer in a place where I have to dig to find the supporting information. It’s out there, there’s research available, and so live to be me. A couple of years ago, when we decided to start this back up, really became an effort to turn the social media model as it exists today upside down. What we wanted to do was create a place that felt supportive, kind, authentic, where girls could go into a community and talk real about real issues they face every day and receive valuable feedback and advice from peers and mentors. So our community, we created the minimum viable product version of the app so that we could test out our concepts and ideas.

Cindy Abel: [00:05:20] We knew that this app needed to be an app that was research driven and data driven. We wanted to make sure that girls got on our app and actually felt better as a result of using it. And as a result, today we have partnerships with the University of Georgia. We’re involved in research studies to make sure that we’re doing just that. We’re social enterprise company. We believe that our our first priority is the teenage population that we’re serving. And we want to make sure that we’re making a positive impact on their lives given all the mental health challenges that are out there right now. So while we’re not a mental health app, we aim to improve the mental health resiliency of teen girls. The community is for 13 to 18 year old teens, and we have a model, a business model that includes community mentors or moderators that actually go through training their college age females, which in our future business model, when we are actually live out there in the world, will train these young women to in mental health resiliency and mentoring best practices concepts so that the mentors that are actually just a step away from where they used to be as teens themselves are the ones that are being the mentors for the teenagers in the community.

Dr. Clarissa J. Sparks: [00:06:47] Okay. Well, thanks for sharing that, Cindy. You made several interesting points that I kind of want to circle back to. When did you first start the organization?

Cindy Abel: [00:06:57] We first started the first iteration of the organization in 2012 and 2012.

Dr. Clarissa J. Sparks: [00:07:02] And when did you pivot and rebrand?

Cindy Abel: [00:07:05] We pivoted and rebranded in 2020, 2020.

Dr. Clarissa J. Sparks: [00:07:08] So you had been in operations for quite some time. What? Determine you and your co-founder to say, you know what, we need to pause, reevaluate, rebrand and relaunch.

Cindy Abel: [00:07:22] That’s a great question. And really, it’s more about life and circumstances in life than anything else. We were out there pitching our idea and the investment community in Atlanta. And back then I as I mentioned before, there wasn’t a whole lot of people that understood social media, especially older people in the business community that, you know, are the investors out there. So that was a challenge. That was a big challenge. We didn’t have supporting data, so it wasn’t like we could go out and Google, you know, what are the issues that are facing girls out there that are using social media today? So we you know, we had a lot of challenges at the beginning. And so, you know, my co-founder and I both had other things in our lives that we were doing. We’re both very involved philanthropically. We have I have three kids. She has two kids. We were in the high school, middle school, high school years send off to college years. You know, my business partner took on another job, a full time job to support her family. And I had several things that were coming my way as well that I had to say yes to.

Cindy Abel: [00:08:38] An example of that is in 2016, I was the interim CEO of Hands on Atlanta for for a while while we were looking for a new leader. And that sort of took my life over for a while. My husband ran for Congress one year, so I was really the supporting arm of that from a business perspective, like uplifting the business behind that. So we just had some other things that kind of took us off the path. And I think as we, you know, my husband and I sold our we have had an IT technology company in the Atlanta community for 23 years, and that sale was official in 2016 as well. So there were just a lot of changes and a lot of things going on in both of our lives. And in 2020 we looked at this organization and said, Wow, it seems let’s do a little research, but it seems like it’s more relevant than we ever thought it was and we came back to it.

Dr. Clarissa J. Sparks: [00:09:36] So very good. So again, you saw a need in the market and you said, you know what, we can pause, we can revamp and relaunch what you did, but you brought up look, you’re already making several interesting points, something that women entrepreneurs struggle with in the very beginnings. The early stages of their business is work life balance. Now, you said you took on the role of a CEO, your wife, your mom, your community leader. What advice would you give our listeners about work life balance or does that really exist?

Cindy Abel: [00:10:11] You know, I grew up when I graduated from college. I started my career at Andersen Consulting back then, which is now Accenture. The the the world of a consultant as a single person at the time was a great place for me to start my career as I married and started having children. The the reality of living in that world as a career person really was challenging. And I think the same challenges exist for many, many women today that want to have the balance of having a family and a balanced life in that family versus still having a career. So I think oftentimes I applaud women that stay home. I applaud women that are still working, that are balancing children. I applaud women that never had a family and just pursued their careers and their dreams. There’s so many different stories out there about, you know, women and their struggles just to be in a career and advance the career. I my personal story is that I have three children. I wanted to make sure, you know, it was very, very important to me. I grew up in a rather dysfunctional environment when I grew up, and it was really important for me to make sure that I was present for them. And so when we started our own company, Able Solutions, we really focused. My husband fortunately had the same value system. We really focused on making sure I could keep my foot in the game. But you know as well, try to do both. But, you know, let’s let’s face it, it’s still challenging. It doesn’t matter who you are.

Dr. Clarissa J. Sparks: [00:11:54] It doesn’t matter who you are. We all have a different path that we have to take. And that’s it’s so important to applaud women and not have comparison syndrome. What works for one doesn’t necessarily work for the other. So I think that’s very important to keep that in the forefront of your goals so that you. Art so you can still move forward and still live the life that you deserve. Live to be, yeah.

Cindy Abel: [00:12:18] Live to be.

Dr. Clarissa J. Sparks: [00:12:20] Live to be. Which is really good. Now, when you were starting, you talked about having the data. Let’s talk about how important having the facts before you actually go to the market.

Cindy Abel: [00:12:32] It’s something I think a lot of. I’m not sure. I just think a lot of people place emphasis on when when you’re in the business community, it’s really, really important to be data driven and you can have a phenomenal idea. But to build something and just believe that people are going to come is probably not a very smart way to start.

Dr. Clarissa J. Sparks: [00:12:57] And so the Field of Dreams Building They Will Come doesn’t always work.

Cindy Abel: [00:13:01] I don’t think it always does work in a practical way. I mean, we we knew that at our first iteration of this whole idea is, you know, we saw first hand we could talk about it all day long. But, you know, if we didn’t have concepts that really drove the audience to want to be in our community, then it wasn’t going to be successful. So we’re really driving this second iteration of the app around data, around understanding the needs of teens. We have a business partner, Robin Farrell, and her husband Tim, who have a company called Sharpen, which actually has mental health resiliency content that they’ve been building for years, research and evidence based content. And we’re partnering with them under the notion of we want to infuse those positive mental health resiliency tactics in our community to again, add to the data that we’re actually making somebody feel better as a result of using our app.

Dr. Clarissa J. Sparks: [00:14:05] So is that what separates you and that’s your differentiator from other apps or other programs that are out there?

Cindy Abel: [00:14:14] I think so. I think several there’s three what I consider key differentiators. One is that we really want to to solidify this concept around group think if you create a community where everybody has a certain mantra that they live by, I think we have all experienced it in the business world. We’ve been in environments before where we’re coming in new and we don’t really understand the scene or what’s going on in the environment that we’re in from a business perspective or maybe from a, you know, you’re entering into a board member or some kind of volunteer engagement with a nonprofit organization where groupthink kind of takes over and you question yourself because you don’t have the institutional knowledge of the organization maybe, and you rely on others for that. So in our groupthink world, we really think that there’s a world where a community of girls can come together and self-police themselves, knowing that the community is about one thing and that’s empowering one another. The second point is this mental health resiliency content, and the idea that we want to improve mental health outcomes were not a mental health app. We’re a community.

Cindy Abel: [00:15:30] But that doesn’t mean that that’s not at the forefront of our minds is improving anxiety or the feeling of being alone in a world where all our teens are so very connected. But yet there, you know, the research is showing they’re feeling more lonely and disconnected to than ever. So creating that environment in that space. And then the third differentiator is we’re really focusing on this mentoring impact. There are tons and tons of data points out there about the benefits of having mentors. You know, we’ve experienced it maybe later than some of the younger generation that’s coming into the professional world now. It would have been great if I had a mentor when I entered the corporate world. I didn’t have that. But even more so when the numbers out there tell you that if you’re mentored as a teen, your chances of being successful later on in life go up tremendously. So this concept around having mentors in the community that have just lived the experience of being a teenage girl and making sure that those young women that we hire are trained to be as helpful as possible.

Dr. Clarissa J. Sparks: [00:16:47] Those are great differentiators and putting that out to the market, how do you attract your teens?

Cindy Abel: [00:16:55] I believe that that’s going to be the most challenging part of our app. It’s not that we don’t have interest at all when we talk. We’re out there talking to nonprofits right now. We’re out there talking to educational institutions. There is a lot of appetite for this. There’s a lot of appetite. There’s a lot of teens out there looking for alternatives. We know that there’s evidence out there to prove that. I think that it’s important for us to just make sure that we create an experience and listen to this audience about what they want. So we started a pilot program this summer. We are not only, you know. Asking our community of beta testers what they want in the app, what they like, what they don’t like. And we’re frankly, I’m just going to be honest, we’re minimum viable product. So it’s not that snazzy. It’s certainly not Instagram right now or tick tock.

Dr. Clarissa J. Sparks: [00:17:53] It’s on its way.

Cindy Abel: [00:17:54] It’s on its way. So we’re we’re looking to the future to build something that’s compelling like that, but in a positive way, a way that engages the community in a healthy way and not in an unhealthy way, which a lot of the algorithms out there on the current social media platforms do. So I just think, you know, we’re primed with trying to get people on the app to inform every decision that we make.

Dr. Clarissa J. Sparks: [00:18:20] So out of your beta and your pilot testing, what has been your greatest learning?

Cindy Abel: [00:18:27] It’s been really interesting at this first phase moment of our pilot. You know, our initial thing was we had to go out and find mentors. We had to find college age females that this concept resonated with. And we are keeping the initial test of this very small intentionally. We want to know our community and we, you know, put the feelers out there to a lot of local universities. We have a really close partnership with the University of Georgia Department of Public Health, and we’ve used a lot of their interns to help us build the infrastructure around the app. But we also have some mentors that are from the Emory community, Kennesaw, Georgia State. And it’s really inspiring to me when these young women applied to be mentors on our app, just the type of things that they said and the reasons that they were doing it. You know, whether they had a younger sister that was still in high school that they saw being influenced by social media in a way that they didn’t like or had body image issues. There’s one young woman that she herself has gone through struggles with an eating disorder, and she just wanted to be part of a solution to help her in her journey to recover. So everybody’s got such a great story and it’s really inspiring to me to see these young 20 somethings come forward and really want to jump in and be part of some movement that’s that’s helpful to younger people.

Dr. Clarissa J. Sparks: [00:20:01] That’s awesome. You mentioned institutions like Emory, UGA. Let’s talk about the important importance of partnerships. Yes.

Cindy Abel: [00:20:11] For a startup company that’s pre-revenue. I’m I’m very fortunate that in the last six months, I have my first private equity investor. She’s invested in the company. She remains she does not want to be known, but she is a wonderful, wonderful person. She really believes in what we’re trying to do. And she also has three daughters of her own, so it really resonated with her. But the partnerships in the community have been what’s enabled us to propel forward as a pre-revenue company and somebody that is is doing all the day to day legwork myself and somebody that doesn’t necessarily have like you do a great marketing, in-depth marketing background. I know that I have to reach my audience on social media platforms like Instagram, Snapchat and Tik Tok, because 15 million women between the ages of ten and 19 in the US alone are on one, two or all three of those platforms. So I need to be able to reach them and communicate about the app and I needed expertise. So the university system has proven to be an invaluable partner to me. It’s where I found my marketing interns that run my social media Instagram feed have helped me build my following from 300 to 3000.

Dr. Clarissa J. Sparks: [00:21:37] Oh, look at you.

Cindy Abel: [00:21:38] Yes, none of that I would have been able to do on my own. And my interns have been just wonderful. And then the public health interns that are really vested in this whole concept and trying to build the infrastructure around the app and make sure that it’s researched and data based. So the universities have been extremely helpful as partnerships to me and the nonprofit community as well.

Dr. Clarissa J. Sparks: [00:22:05] Right? So through this conversation, I realized that you have several target markets, not only girls, but even like I said, your secondary partners with the university, with public health organizations to mental health organizations, and it’s all data driven. So thumbs up to you for putting in the work. A lot of the time people like to start on Instagram and Tik Tok with all of the social media platforms, but don’t do the back end to support their growth. So look, again, so I applaud you for that and live TV, you guys are doing a great job and it’s going to help you to continue to gain traction. So that’s I guess with having your interns, you’re building partnerships, you’re building community. You’re building. A system that can live on from generation to generation after after you leave here. Yes, exactly. And that’s a part of developing and growing women and doing that during doing that through mentorship. I think a lot of us lack those opportunities to have someone to go to and say, hey, this is I need help in this area. And Cyndi, you have not been afraid to ask for help.

Cindy Abel: [00:23:21] I have asked for a lot. And I’m fortunate I’m very fortunate that a lot of people the idea has just resonated. And I think so many people have stood up to introduce me to people, you know, you know, and I know how important networking and communication and connections are in our community. And I’ve reached out and not been afraid to ask. I have to ask for help. And I’ve just been really just blessed with so many people coming to my aid. Yeah, you know, I have one intern, and this makes me so happy. When she started with me marketing intern, she told me that she wished she had a community like this when she was young because she is the daughter of two immigrants and they came to the US. So she’s first generation college and she really didn’t know how to navigate anything. And she said had she had a community like this to ask questions or to find people to lead her, she really would have been helped a lot. So yes.

Dr. Clarissa J. Sparks: [00:24:28] That’s a good thing. And speaking of community, how can my community support leave it to be?

Cindy Abel: [00:24:36] You know what, you already are. Thank you for inviting me to come today.

Dr. Clarissa J. Sparks: [00:24:40] Okay, great. We start there.

Cindy Abel: [00:24:43] I think, you know, there’s just not understanding all you know, I’m a I’m really good at technology, I feel like. But there’s a lot of technology. I don’t know. You know, I I’ve been studying social media and technology for a long time. So I’m really looking for partners in the community that really want to create a new type of social media that changes the way we value our teens instead of profiting off of them by, you know, feeding them algorithms that are not good for them and, you know, companies capitalizing on that and making a lot of these tech giants rich when they know that some of the stuff that they’re doing is inherently causing harm, but just finding those technology partners out in the community that are really engaged in these conversations. There’s a nonprofit organization called Center for Humane Tech, which was really the catalyst when I first started doing my early research in 2020 for, you know, giving me the ammunition I needed to move forward. They have on their website something called a ledger of harms, and they were talking about all the issues I’m talking with you about today. So finding the community, your community, you know, you have a lot of connections in the community. I like to share my connections with other people, but I just think staying involved, you know, I’ve it’s been suggested that I need to start exploring going to some of these conferences out there that are talking about these issues. And I’m looking at a lot of ways to, you know, invest in that as well. So.

Dr. Clarissa J. Sparks: [00:26:28] Yeah, visibility is very important. And, you know, your social enterprise and this is indeed a social dilemma. It is. And you have found you identified the problem, you’ve created a solution, and now the end users or the girls are going to benefit from the data and the research that you are driving from these higher education institutions as well as these community service organizations. So again, we applaud you for recognizing now, I guess I know it’s going to come up because it comes up all the time for me when you’re niche focused and you’re targeting girls. What about the boys?

Cindy Abel: [00:27:13] Yeah, it does come up a lot. Yeah. Lived to Be Me is a name that allows inclusivity. So maybe one day it’ll be, you know, my son says that this is necessary for girls, but he says there are needs for boys, too. But, you know, he likes to tell me often that young women and young men use social media very, very differently. Okay, girls are we’re more emotional creatures. We like to talk to our girlfriends about the issues that are deeply affecting us. And we face boys are a little, as he says, you know, closed on those topics. So. Not that that’s a good thing. But, you know, we’ve had a lot of recent discussions in the media as well about COVID and mental health, the mental health crisis. You know, the American Association of Pediatrics, if I got that name right, I hope I did. That organization has come out saying that we’ve got a crisis we’ve got to address with young people in this country and so many aspects. And that’s boys and girls, boys. So yeah. So it’s not that I don’t care about the boys, it’s just I felt that as initially I needed a focus somewhere and I felt like this was my greater understanding given that I came, you know, equipped with two daughters that were short their friends and they were showing me their needs.

Dr. Clarissa J. Sparks: [00:28:40] I get it. I have a running joke here, which she sparks, and I like to say he sparks, too.

Cindy Abel: [00:28:45] That’s great.

Dr. Clarissa J. Sparks: [00:28:46] Yeah. So we touch everybody when there is a need for those who aren’t as far along on the journey of entrepreneurship and then development of their product, what advice would you give?

Cindy Abel: [00:28:58] You know, you get you get so much advice along the way, really good intentioned advice. I’ve had conversations that I didn’t like to hear, you know, conversations with a social impact investor that says there are a lot of great smart people out there trying to, you know, solve similar problem to this. What makes you think, you know, you’re the one to do it? And I, I just carry on every day knowing that I might be a small cog in the wheel. But if I can make a difference in the life of just, you know, a couple of teen girls and some mentors, I consider that successful. And the reason I chose the social enterprise route from a business model perspective, which is what a lot of people refer to right now and in the community as B Corp was because I wanted to differentiate myself. I want to I want to make a profit and I want to make a profit so I can sustain the business, but also so that I can give back in areas that I need to give back in. So supporting those nonprofits out there that might not be able to afford technology and might might need a hand. So, you know, in order to do all this, honestly, Clarissa, one of the biggest the biggest, biggest challenges I have is raising capital. Right. And I need to raise that capital pretty immediately for the next iteration of the app, which, you know, will hopefully prove to be just a great version that we can release to the public and start getting into people’s hands. So.

Dr. Clarissa J. Sparks: [00:30:38] Yeah, okay. Yeah. Capital is a common issue for most early stage entrepreneurs and women entrepreneurs, and particularly when we’re going out to pitch our ideas. So we’ll keep that in mind. So lastly, you know, how can we learn more about you, more about the organization so that we can hopefully get you some funds?

Cindy Abel: [00:30:59] Yeah. Thank you. You can go to our website Live to be me, live the number to the letter B and that name originated from my co-founders daughter’s email address. So she, you know, had an email for her daughter when she was traveling an AOL account. I think it was AOL. Right. But our website has a lot of information. I’m open to be contacted. I’m an open book. You can go to my LinkedIn profile and my my email is out there. I’m looking to connect with anybody that has an interest in this topic.

Dr. Clarissa J. Sparks: [00:31:39] Yeah, sorry. So we know where to find you now. So thank you for sharing who you are, what you do, and why your brand matters. Here on Spark Stories, we celebrate business owners today in every day listeners. Please remember to support local businesses and express your support on their social media platforms. Thank you and create a great day.

Intro: [00:32:01] 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 she sparks.

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: Cindy Abel, liv2Bme

Workplace MVP LIVE from SHRM 2022: Louis Lessig, Brown & Connery, LLP

July 26, 2022 by John Ray

Brown & Connery
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2022: Louis Lessig, Brown & Connery, LLP
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Brown & Connery

Workplace MVP LIVE from SHRM 2022: Louis Lessig, Brown & Connery, LLP

Louis Lessig, a partner with Brown & Connery, LLP, joined Jamie Gassmann on Workplace MVP LIVE from SHRM 2022. Louis is an employment attorney who got his start in HR. He and Jamie talked about his journey, his work, and hot topics in the HR space these days, including marijuana & ADA. He also shared highlights from his presentations on ADA and retention at SHRM and much more.

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

This show was originally broadcast live from the 2022 SHRM Annual Conference held at the New Orleans Convention Center in New Orleans, Louisiana.

Louis Lessig, Partner, Brown & Connery, LLP

Louis Lessig, Partner, Brown & Connery, LLP

Louis Lessig is a partner with the firm of Brown & Connery, LLP.  His practice concentrates in labor and employment counseling, litigation, negotiations, and training.

Mr. Lessig represents clients in all types of employment matters, including but not limited to claims of discrimination, harassment, hostile work environment, wage and hour irregularities, and retaliation in state and federal courts as well as before administrative agencies including the Equal Employment Opportunity Commission, National Labor Relations Board, U.S. Department of Labor, American Arbitration Association, New Jersey Division on Civil Rights, New Jersey Office of Administrative Law, Pennsylvania Human Relations Commission, and Philadelphia Commission on Human Relations.

In 2018, he received the Delaware Valley HR Consultant of the Year Award. In 2016 he was an Honoree for the SmartCEO Centers of Influence Awards.  In 2015, he received the SmartCEO ESQ Industry Practice Award – recognizing the region’s most trusted advisors. Since 2012, Mr. Lessig has been selected each year as a “Super Lawyer” in Labor and Employment law.  In 2010, Mr. Lessig was selected by the New Jersey Law Journal as one of the “Top 40 Attorneys Under 40” in New Jersey.  Mr. Lessig was also selected in 2010 as a Delaware Valley Human Resources Consultant of the Year Nominee.  Mr. Lessig is a nationally recognized speaker and publishes articles that have appeared in periodicals including Westlaw Journal Employment, Westlaw Journal Computer and Internet, the Family and Medical Leave Handbook, Employment Litigation Reporter, Corporate Risk Spectrum, HR Professional, The Tri-State and Labor and Employment Law Quarterly.  He was an adjunct professor at the Comey Institute for Industrial Relations at St. Joseph’s University.  Mr. Lessig was also a principal in the Pinnacle Employment Law Institute (PELI), which conducted training sessions and provided developmental assistance in employment relations.

After graduating from law school, he served as judicial law clerk to the Honorable M. Allan Vogelson, Presiding Civil Judge of the Superior Court of New Jersey in Camden County.

In addition to his professional activities, Mr. Lessig currently serves on the Garden State Council – SHRM as the New Jersey State Director.  He is also immediate Past President of the Board for the National Speakers Association (NSA), Philadelphia chapter.  He is also a member of Tri-State HRMA where he is a Past President of the chapter and serves as Chair of the Legislative Committee. Mr. Lessig is past President of the Muhlenberg College Alumni Board.

Martindale-Hubbell “AV” Preeminent® Rating

LinkedIn 

Brown & Connery, LLP

Brown and Connery is one of South Jersey’s oldest and most well-regarded law firms.  In 1928, Horace G. Brown, a preeminent trial lawyer, and Thomas F. Connery, a distinguished litigator, founded the practice in Camden, New Jersey. The firm has continued to evolve to meet changing times, changing culture and changing client needs. Driven by the ideal of excellence, Brown and Connery is proud to have earned an “AV” rating by Martindale-Hubbell*, its highest rating.

We take our work and our client’s needs seriously, and have built a reputation for quality legal services grounded in our founder’s tradition of thoroughness, hard work and integrity. Our talented attorneys and support staff are committed to our high standards, which means those who turn to our firm can count on us to maintain the highest ethical and intellectual standards when representing their needs.

The firm practices all across New Jersey with offices conveniently located in Westmont, Woodbury and Camden. Our Philadelphia office supports our practice in Pennsylvania.

Brown and Connery provides a wide range of legal services to its clients. These services can be seen listed and more fully described on this website among our Key Practices.

Company website | LinkedIn | Facebook

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.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:02] Broadcasting live from SHRM 2022 at the New Orleans Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in helping workplaces thrive during disruptive times. Now, here’s your host.

Jamie Gassmann: [00:00:19] Hey, everyone. You’re host, Jamie Gassmann here, and I’m coming to you from SHRM 2022 Exhibit Hall. And I’m in R3 Continuum, our sponsor’s booth. And joining me is Louis Lessig from Brown and Connery. Did I pronounce that all correctly?

Louis Lessig: [00:00:36] You absolutely did. Thank you.

Jamie Gassmann: [00:00:38] Awesome. Well, welcome to the show, Louis.

Louis Lessig: [00:00:40] I’m thrilled to be here. Thank you.

Jamie Gassmann: [00:00:41] Oh, we’re excited to have you on. I know we’ve been doing a lot of talking before getting on the actual microphone. So, give us a little background about your career journey into this space and coming into the kind of H.R. perspective. I know you’re not an H.R. person, but talk to me a little bit about how you got here.

Louis Lessig: [00:00:57] So, actually my undergrad is in H.R., and I was a student member of SHRM. We won’t say when, but when I got out –

Jamie Gassmann: [00:01:05] Ten years ago?

Louis Lessig: [00:01:05] Sure. Absolutely. But when I was in my major, I was doing an internship at a hospital and the generalist turned to me and said, “Do you want to do benefits your whole life?” I’m sure no one listening to this does benefits. I said, “Actually, I absolutely do not.” And he said, “Well, then you know what you should do? You should go to law school.” So that’s what I did.

Louis Lessig: [00:01:29] And then, while I was in law school, I gravitated towards the labor and employment kind of work, got out and started – I clerked for a judge and then went to one firm, spent 11 months there, and then went to the firm I’m with now, doing employment labor. Simultaneously, I was also doing a – I had a training company where we were doing harassment sort of stuff, all on the side. So, I was doing both till 9/11 and the training stuff went south and I’ve been doing the whole employment labor stuff since.

Jamie Gassmann: [00:02:01] Wow! And you’re in a great spot here, lots of H.R. leaders. So, what are some of the hot topics you’re seeing with your clients right now in the labor and employment law arena?

Louis Lessig: [00:02:12] Well, it depends on what state you’re in.

Jamie Gassmann: [00:02:14] Oh, okay.

Louis Lessig: [00:02:15] Because the whole medical versus recreational marijuana component is fascinating. The truth is, because of everything around COVID, there’s been a lot of the reasonable accommodation components around the ADA and, of course, how we deal with leave and the desire or shifting desires, if you will, in terms of the workforce and how much do they want to come back to the workplace, do they not want to come back to the workplace? How do we make that happen? Because the law is always trying to catch up. And so, it’s been a bit more of a challenge than one might think. And, of course, everybody dumps all the stuff at H.R.’s feet, which makes sure that the billable hours just keep on rolling.

Jamie Gassmann: [00:02:57] I bet. Yeah. And I got to imagine with a lot of this remote work, people working from home, that’s got to be a whole new kind of caveat with some of the different like Work Comp rules. Like, if I slip in my own kitchen, is that Work Comp because I was on the clock? I mean, like, I’m just so curious and fascinated about that. Like, what are you seeing from that perspective with some of the changes in the work environment that employers are facing?

Louis Lessig: [00:03:22] Well, you can start as early as taking a look at things like how much real estate do they really need anymore? And then, from there, you move into like to your question. You probably don’t know this, but if you own your own home, the comprehensive insurance you currently have in your home already includes part-time Workers’ Comp generally speaking. You can get a rider if you want full comp coverage on top of your homeowners. Most people don’t know this. But when my kids were really young, had like the nanny working full time and I inquired about this, it was a $60 rider a year for full Worker’s Comp coverage.

Jamie Gassmann: [00:04:03] Wow!

Louis Lessig: [00:04:04] That’s 60 bucks I cut every year.

Jamie Gassmann: [00:04:06] Yeah. And that covers you as the worker because you’re inside the home.

Louis Lessig: [00:04:11] Correct.

Jamie Gassmann: [00:04:11] Interesting. Okay. Well, that’s a great lesson for our listeners to be hearing about it. I might have to call my insurance company. So, now I know you’re speaking at this year’s conference and it sounds like you’ve got a couple of different presentations. So, let’s start with you giving kind of the titles of the two, and then let’s dive into each of them and talk a little bit about each one of them.

Louis Lessig: [00:04:30] Sure. So, tomorrow I’ll be talking on “ Adventures in ADA, the Good, the Bad, and the Oh My’.

Jamie Gassmann: [00:04:38] I love that, oh my.

Louis Lessig: [00:04:40] Any time I’m dealing with the ADA, it’s always a function of you cannot make this up.

Jamie Gassmann: [00:04:47] Yeah.

Louis Lessig: [00:04:47] And your jaw would either hit the floor or you’re just going to start dying laughing. The other, on Wednesday morning, the intro to the president speaking actually. I will be talking on “Positive Conversations Using Employment Laws as a Retention Tactic”.

Jamie Gassmann: [00:05:05] Interesting. And I suppose that’s going to be a hot topic with all the labor and the great resignation or the great reshuffle, depending on who you ask. So, let’s dive into your ADA and the oh my. So, looking at that presentation, what are you hoping your attendees come out of that with like a top three takeaways that you want them to get from your presentation?

Louis Lessig: [00:05:27] So both presentations are hybrid. So, the cool part is I’ve designed them to engage both the virtual audience as well as the live audience. When we talk about the ADA, it’s really about having folks understand two things, the lay of the land in terms of some of the court decisions that have come out over the last year but then it’s also what’s in those decisions that are the true takeaways. Because I can tell stories till the cows come home, but it’s really what’s in it for me, right? That’s why everybody’s coming to a session.

Jamie Gassmann: [00:05:58] Yeah.

Louis Lessig: [00:05:59] And a lot of what you see in the ADA is employers end up tripping up because they don’t legitimately go through the interactive process, or they have a manager that says, “Oh, I’m sort of fed up with this person. They’ve got too many issues. I don’t want to play ball”. And it’s as if they want to buy litigation. So, the hope is that you understand the good in terms of good for employers, the bad in terms of did you really want to do that? And the oh my in terms of, seriously, this fact pattern just makes my skin crawl.

Jamie Gassmann: [00:06:32] Yeah.

Louis Lessig: [00:06:33] And, hopefully, what they take away from that is a level of empathy for the people that they work with.

Jamie Gassmann: [00:06:42] Yeah. I love that. And now, let’s look at your Wednesday presentation because I think that that, you know, anything you can do to try to increase retention for some of these organizations, it’s got to be huge, so talk to me a little bit about that one. What are the takeaways of that presentation?

Louis Lessig: [00:06:56] So, that presentation I’m very passionate about. I sort of view the ADA, it’s very nuts and bolts. This other one that’s on Wednesday is really taking the way in which everyone presumes as an employment lawyer I would approach things and flip it on it’s head.

Jamie Gassmann: [00:07:14] Interesting.

Louis Lessig: [00:07:15] And what I mean by that is this, most folks look at employment laws, ADA, FMLA, FLSA, it’s a bunch of acronyms and it’s all about this crazy thought process of compliance, like the most overused word in the H.R. space. That’s not what it’s about. It is a road map to help us, help our employees get what they need, have them understand, look, we’re here for one another. The better we do, the better we do. And really taking a look at those employment laws, appreciating what the parameters are and how you can better your business by sort of following the proverbial path rather than, “Oh, my God. What did we do wrong? I think we got to go run or cut a check.”

Jamie Gassmann: [00:08:00] Oh, yeah. I love that. They’re going to be taking definitely some interesting points from that, something different hopefully than what they’ve probably thought of it before.

Louis Lessig: [00:08:09] Exactly.

Jamie Gassmann: [00:08:11] Amazing. So any other things you want to leave our audience with? You know, you got the microphone here, you know, your expertise in the employment law. What are your thoughts? What do you think that H.R. leaders need to be watching out for?

Louis Lessig: [00:08:25] I think they need to be very unique in their view of the world. We can’t look at -whether you have ten employees or 10,000 employees, we are truly at a point where the level of customization that we need to do in this space is in a way that no one has ever anticipated before. I’m not sure everybody’s really ready for. But that’s why the talk on the ADA makes so much sense right now because it is individualized and most organizations want to be able to say, “Here’s the cookie-cutter approach.” You know, you guys do some behavioral health stuff. And when you think about it, the challenge there is what each person needs is something different. And that’s where life gets hard. Because when you have issues, you try to figure out, well, how do I avoid it or how do I get past it? And if it’s individualized in nature, it can be more challenging. And I’m really here to tell everybody, take the time to figure it out. It’s better to spend a little bit up front to try and come up with those policies and the procedures that are going to allow you to engage with your employees rather than deal with them when they’re complaining and filing litigation.

Jamie Gassmann: [00:09:33] Yeah. It’s kind of like don’t take the one-size-fits-all approach.

Louis Lessig: [00:09:37] Exactly.

Jamie Gassmann: [00:09:38] Look for how you can tailor it. Great advice. Love that. Well, Louis, it’s been an absolute pleasure to have you on our show. Thank you so much for stopping by.

Louis Lessig: [00:09:46] It has been my honor. Thank you so much.

Outro: [00:09:53] Thank you for joining us on Workplace MVP. R3 Continuum is a proud sponsor of this show and is delighted to celebrate most valuable professionals who work diligently to secure safe workplaces where employees can thrive.

 

 

Tagged With: ada, Brown & Connery, employment law, Garden State Council – SHRM, Human Resources, Jamie Gassmann, LLP, Louis R. Lessig, New Orleans, R3 Continuum, retention, SHRM 2022, Workplace MVP

Workplace MVP: John Baldino, Humareso

July 19, 2022 by John Ray

John Baldino
Minneapolis St. Paul Studio
Workplace MVP: John Baldino, Humareso
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John Baldino

Workplace MVP: John Baldino, Humareso

John Baldino, President of Humareso, joined the show again after his December 2021 appearance to review his predictions for 2022.  He and host Jamie Gassmann noted how he was right on the mark about trends such as meeting the holistic needs of employees, supporting their well-being, the shift towards more flexibility, companies rethinking their approach to disruption, the wave of resignations and layoffs, and many other timely topics.

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

Humareso

Humareso is able to strategize with your company and develop plans to manage talent, recruit for skill gaps based on employee inventories, assess markets for growth, develop long-range succession plans and influence a culture of enthusiastic buy-in. Humareso handles all facets of employee engagement and business development. Humareso provides HR solutions and administration for small businesses trying to manage budget and growth.

Humareso sits strategically to support an organization’s vital talent needs. Talent is what they believe in cultivating. They look to drive organizational health through true employee engagement, strategic workforce planning, and invested management training. Having a culture that values people, policy, and performance in the right measures is the differential needed to stand apart from other organizations. Whether your organization has 10 or 100,000 employees, dynamic human resources will build corporate strength and recognize talent contribution.

Company website | LinkedIn

John Baldino, MSHRD SPHR SHRM-SCP, Founder and President, Humareso

John Baldino, MSHRD SPHR SHRM-SCP, Founder and President, Humareso

With 30 years of human resources experience, John’s passion of setting contributors and companies up for success is still going strong.  John is a keynote for US and International Conferences where he shares content and thoughts on leadership, collaboration, and innovation, employee success, organizational design and development as well as inclusion and diversity.

He is the winner of the 2020 Greater Philadelphia HR Consultant of the Year award. John is currently the President of Humareso, a global human resources consulting firm, and the proud dad of 3 amazing young adults.

LinkedIn | Twitter

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.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:04] 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] Hey, everyone. Your host, Jamie Gassmann here, and welcome to this episode of Workplace MVP. So, last December 2021, I had the pleasure of interviewing John Baldino, President of Humareso, on our show, and we did a year-end review talking about what challenges or nuances HR and other business leaders navigated over the last year.

Jamie Gassmann: [00:00:48] And during that interview, I asked John what his 2022 predictions were for what would be the areas of challenge or need for change in the workplace this year. So, today, a little over halfway through 2022, we are following up with John to get his update if his predictions came true, and what other challenges is he seeing that we didn’t predict, but that we want to talk about today. So, help me in welcoming Workplace MVP John Baldino, President of Humareso. Welcome to the show, John.

John Baldino: [00:01:23] Thanks, Jamie. Great to be back.

Jamie Gassmann: [00:01:25] Yes, it’s always such a pleasure to have you on the show.

John Baldino: [00:01:28] I appreciate that.

Jamie Gassmann: [00:01:29] So, I did want to start out for any new listeners that might be catching this episode that didn’t have an opportunity to listen in in December, tell us a little bit about your background and your career journey in growing your business.

John Baldino: [00:01:43] Sure. So, I am, you know, 30 years still in human resources and in the veins of leadership development, and organizational development and structure, and all the employee lifecycle components. And so, I started Humareso, it will actually be ten years in a few weeks for Humareso and so that’s really fun. And Humareso is a full-service HR consulting firm. And we just have a great time working with companies across the country at various sizes from startup to enterprise level clients. I’ve got a great staff that’s across the country and just doing some phenomenal work. And it’s really, really been a good time.

John Baldino: [00:02:34] And I’ll just mention, though, my journey, as you said, I started in personnel. Before there was human resources, it was personnel. And I say that because I don’t know that we’ve really kind of given enough props to the fact that in this discipline of human resources, we have had opportunity to evolve out of completely transactional work and mixing it now a bit with some transformational work. Like, helping to look at organizations more holistically.

John Baldino: [00:03:10] And so, those who are practicing HR in various organizations across the country, my colleagues in the profession, there’s been a lot of movement over the last 30 years that I’ve been involved, and probably more movement from a pace standpoint over the last three than any of the 27 before in many ways.

Jamie Gassmann: [00:03:32] Well, they spent so many changes, especially over the last couple of years. And even before then, I think, there were changes especially in that HR arena. So, wow, you’ve definitely come through a lot of that. And congratulations on your upcoming anniversary. That’s exciting.

John Baldino: [00:03:49] It is. It is very exciting. Thank you for that.

Jamie Gassmann: [00:03:52] Absolutely. So, now the moment I’m sure our listeners are looking for. How did you fare in your predictions for this this last year? So, I’m going to start with the first one, overall health of your employees, including religion, emotional, mental, and physical. We kind of talked about how employers need to really be looking at that whole person, as opposed to just the one component, like physical, which a lot of them probably maybe have focused more on over the years. So, tell me a little bit about what are you seeing? Has that come true?

John Baldino: [00:04:29] It has. There’s going to be a theme, I think.

Jamie Gassmann: [00:04:34] You’re like, “I was right.”

John Baldino: [00:04:39] I would say that for sure we certainly not arrived. But I think that what we see over the last six months is a continued deepening of organizations looking at the overall person that works for them, not merely, “How do I keep them healthy? So, I keep my health insurance premiums lower.” Which, that’s unfortunately kind of what some of the attention had been previously. And certainly we’re not going to, like, talk down about the fact that we want our staff to be physically healthy. Of course, if we can provide opportunities for that, please continue to do so.

John Baldino: [00:05:18] But I think that what you and I spoke about, really, was the holistic view, that there is an emotional component to what people are bringing into the workplace. If we didn’t learn anything from COVID and from that pandemic and, honestly, what we’re still going through in certain parts of the country, for sure, it took an emotional toll on people. It was really difficult.

John Baldino: [00:05:42] Like, it was really difficult to stay in your house under mandates from cities and/or state. It was difficult for people to say you cannot come into the office and see these people you’ve worked with for the last four, five, six, seven, ten years. Stay away from each other.

John Baldino: [00:06:05] People are really dealing with some emotional and mental health challenges as a result of that. And I think that the wiser companies today are looking at that saying we’re seeing the residue of that and we’re really needing to be wise about how we provide an outlet for care, for communication, and consideration.

John Baldino: [00:06:30] And so, we’re watching organizations do things that they weren’t doing before, even things like open chat channels on platforms, like Slack or Teams or whatever you might be using, to say we want to work in a spirit of transparency a little differently than we were previously. It wasn’t that we weren’t transparent at all before, perhaps, but now we’ve got to do it with a bit more intention. And we’re going to be proactive in our approach to those things.

John Baldino: [00:07:03] Because if you’re struggling today, we need to know. We’re not going to judge you. We’re really going to help provide some areas of support. And if, for nothing else, just so that people on your team can say, we’re with you, we want to take a minute and not just look at what our production numbers are like for today. It matters, I get it. But we’re also going to take a couple minutes and say, let’s just do a pulse check. How’s everybody feeling today? Green for great, yellow for I’m not so sure, red for I’m really struggling. You know, there’s organizations that are kind of doing that stoplight poster, and that’s great.

John Baldino: [00:07:39] You know, you don’t have to have everybody tell you every bit of their deep, dark secrets or what they’re really struggling with because there is some protection there as well that needs to be understood. But is there an outlet for people to say, I’m going to talk to HR and I’m going to talk to whatever support structures we have within the organization.

John Baldino: [00:08:00] And it needs to be – what we’re also seeing very deliberately – is it’s got to be more than just your immediate manager. It doesn’t mean that it has to exclude the immediate manager, but it has to be more than just that. Because it might be uncomfortable for me to go to my direct supervisor and say, “I’m not feeling great today. My body physically is fine, but I feel just overwhelmed and maybe even depressed. I’m not really sure, but I’m feeling it today.” Because bias is real, that may affect the way a manager could look at that employee.

John Baldino: [00:08:37] So, companies are being wiser about if you’re feeling that way, here’s some other places to go to talk about that, to report that, to ask for resources and support. And so, we’re seeing that happen more and more. So, that’s exciting, I would say, even though it doesn’t sound like the reason for it is exciting, and I appreciate that. But it’s wonderful that we’re being much more deliberate about giving these kinds of resources and outlets.

Jamie Gassmann: [00:09:02] Yeah. Just more mindful of that whole person at work. And they might just need something, you know, that person, an outlet to talk to. And I would agree, sometimes the manager is not going to be the right person they want to have that conversation with. But I think a leader being able to show their own vulnerability and transparency to how they’re feeling can make a huge difference in how that employee shows up too.

John Baldino: [00:09:29] For sure. And, you know, I like to have data and some statistics behind some of what I share because I just want to make sure people know this isn’t Baldino just waxing philosophical because he’s bored. There’s real numbers behind a lot of these things.

John Baldino: [00:09:43] And so, even I would say since the start of the pandemic, and many of you who are listening may remember, maybe the first 6 to 12 months of what we went through, organizations were doing happy hours, “Let’s just get together on Zoom or Teams,” or what have you, and everybody just let’s have a happy hour together. And what we’re seeing statistically is that, there’s been – it depends on the survey – 60 to 65 percent drop off in the happy hour offering at organizations. And that is predominantly pushed because of a healthier outlet.

John Baldino: [00:10:21] What we found is that individuals at organizations who are struggling with emotional or mental health issues to then push them towards happy hour, towards alcohol, became a bit uncomfortable for some organizations. And they thought that’s probably not a great outlet to offer to someone. The intention is great, we get it. The intention is great. Let’s change the dynamic of it a little bit. Let’s not push alcohol as the release in that, but rather the relational communication, rather the let me feel like I belong with some people. That’s the better way to push things.

Jamie Gassmann: [00:11:01] Yeah. Definitely. And kind of hanging out in that overall health, same vein, something that I’m hearing and I heard in some of the interviews I was doing at SHRM recently, where we ran into each other again, was part of your DE&I structure is looking at that whole person and looking at kind of how do you support maybe that religion that that person wants to have shown up at work, and how do you make them feel welcome as that whole individual when you’re looking at it spiritually.

Jamie Gassmann: [00:11:35] I mean, mental health, absolutely. Stigma is reducing everywhere. It’s very exciting to see. Physical, we’ve kind of got that one down. But looking at that religion component, what are you seeing with some of the changes? And what are you hearing within work environments in how they’re starting to embrace different religions that individuals are coming to work with?

John Baldino: [00:11:56] Yeah. That’s a great question. And I would say, out of all of the areas of consideration for individuals that are coming to work, the spiritual vein is probably the one that’s still the weakest in terms of comfort because most business owners, senior leaders, managers don’t know what to do with it. They’re nervous that they may have some sort of compliance infraction by having a conversation with someone or being open to having a conversation with someone.

John Baldino: [00:12:29] And I think that the ones that are doing it really well, what we’re seeing is that, they are just providing a forum for communication and conversation around it. So, for instance, there are some organizations that are being more thoughtful around spiritual and/or religious diversity. I know that there are people who wear, for instance, particular pieces of clothing that represent some of the spirituality that they’re starting to pursue more. Also, for those individuals, who maybe during the remote time of the pandemic, who are now coming back to work, are coming back different as far as an expression of faith is concerned.

John Baldino: [00:13:12] And so, people don’t know how to manage that relationship. “Oh, my goodness. You’re wearing something or your routine is very changed now, and I don’t know if I can say certain things to you. Am I allowed to curse in front of you anymore? Could I split my ham sandwich with you anymore? I don’t know what to do anymore.” And I think that the ones that are doing it really well are creating a place for there to be safe conversation.

John Baldino: [00:13:43] Not everyone is an expert in every area of spirituality. There has to be a place to be able to say, “I’m so sorry. I’m predominantly ignorant about this vein of spirituality that you’re talking about. Can you enlighten me? Can you tell me what it’s been like for you? I don’t have a frame of reference, but I’m really interested in understanding.”

John Baldino: [00:14:03] I think that if you can provide that place for it to be safe, it doesn’t mean it’s the responsibility of the employer to have people pursue spirituality. That is not what we’re saying. But rather when there is an outlet – remember, religious accommodation is still a very real federal allowance within the law – it should be comfortably discussed as anything else where there’s an accommodation or a consideration at play.

John Baldino: [00:14:33] We’re seeing, again, not as high of a percentage as in the other veins of support, but it’s starting to make a way. We actually even know a couple of organizations that have before work, there are some employees who are getting together to pray or to meditate. And they may meditate towards or with a frame of reference towards their own spirituality, but they’re doing it collectively in quiet in a room with others. There are some organizations that we know that actually have a Bible study going on before work.

John Baldino: [00:15:04] Whatever your people are bringing up to say that it might be helpful for them if they can start their day or end their day in a certain way, be open to that. It doesn’t mean that you’re giving acceptance to everything, but just be open to that dialogue.

Jamie Gassmann: [00:15:17] Yeah. Absolutely. It sounds very familiar too. I did another interview with a gal by the name of Soumaya Khalifa, and she talked about even just, you know, being curious or wanting to know more is refreshing. And being able to say have a blessed Ramadan, where normally you wouldn’t hear that, but even just being aware of the fact that she’s celebrating that and that she’s fasting, and maybe asking questions about what that looks like can go a long way with an employee.

John Baldino: [00:15:50] Absolutely. And wouldn’t it be nice to be able to have a conversation with an employee that you know to understand rather than being scared and telling someone, “We’ll just Google it.” Should we really be Googling how to understand everybody else’s spiritual? I’d be terrified to do that. Like, talk to somebody else and just ask them. “I see that you’re taking some extra time during the day, how exciting. What’s that like for you? It seems like you’re much more centered. I’m jealous of that, even. I love the fact that you do.” Have an honest conversation. Be safe in that.

Jamie Gassmann: [00:16:23] Absolutely. Great advice. Love that. So, looking at your second prediction, creative health options. So, that need to think creatively and kind of a little bit out of the box on how you might accommodate somebody’s overall health. So, kind of expanding out of some of the traditional modes, like an EAP, obviously, all employers usually have an EAP for the most part. You know, and that’s always usually a standard kind of offering. But looking at what are some other ways that you can help those employees to promote self-care and taking care of themselves. So, talk to me a little bit about what some of the things that you’re seeing with that.

John Baldino: [00:17:01] Yeah. And, again, I’m so excited to say this has gone in the right direction coming into this year.

Jamie Gassmann: [00:17:07] You were right again is what you’re saying.

John Baldino: [00:17:08] I mean, thank you for saying that. First of all, just to make sure everybody has a frame of reference, so, the EAP, the Employee Assistance Program, those of you that are involved with a smaller business, say, under 100 employees, there’s a good chance that your current medical benefit offering does not include an EAP. So, your frame of reference may be very left of center in that, and that’s okay. Please don’t think that you’ve done something wrong or that your employer is not providing at a level that you need them to. Quite frankly, it’s a product of the volume that goes behind the way health insurance is put together, and that’s why the EAP isn’t thrown in.

John Baldino: [00:17:59] But there are things, so one of the areas that I’ve seen an uptick is at the state level. And for most states, there is an opportunity to connect, you can pick up the phone and dial 211. Just like you can dial 911 for an emergency, 211 can get you to a variety of support resources that, for some things, mimic what an EAP would offer. So, there’s opportunities for counseling, for issues around physical health, all of that health veins that we just spoke about and beyond.

John Baldino: [00:18:37] And so, what we’re seeing is that there’s more organizations pushing out that 211 as part of sort of their resource list within their organizations to say, “Don’t be ashamed, please use this.” Even if we have an EAP, there’s more stuff at the county level that, quite honestly, your taxes are paying for. So, tap into those things. Look for that help there.

John Baldino: [00:19:02] But one of the things that’s become, I think, a growing consideration coming into this year is a step back and looking at the ways in which, from a creative standpoint, wellbeing – not wellness but wellbeing – is looked at. And so, we’re seeing products and service out there now that are marketing to businesses to say, “How’s that health savings account going for you that you were so keen on five years ago? Are people using that?” “There’s money left over at the end of every year. They never use all the benefit that they have that they’re entitled to.” Or December 20th, everybody’s running to CVS to buy Q-tips and cotton balls and contact lens solution, even when they don’t wear contact lenses, just because they want to spend this HSA money that they have.

John Baldino: [00:19:59] And is that really the goal? Like, the goal is not let me stock my medicine cabinet with this stuff that’s not really, really helping me. And so, this wellbeing offering is really, I think, more on a vein that we’re going to see more and more of. We’re already seeing a consideration in a different way to this where employers are saying, “I want to split what I’ve been giving to this HSA between, yeah, I’m going to keep money in a health savings account for you, totally. But I’m not going to put as much. And instead I’m going to put some of that money over to a wellbeing app cafeteria consideration.”

John Baldino: [00:20:39] Again, I’m using cafeteria in a broader sense, meaning pick what works for you. Maybe you want to do things that are physically related for you. Great. You want to take yoga classes, you want to get some equipment to use, whatever, but this wellbeing is also going to give you opportunities for your soul, for your spirit, for your mental health.

John Baldino: [00:21:02] TherapyNotes does a great job with journals covering all kinds of mental health considerations that now an employee can use employer funded components to buy these notebooks and start a journey of moving through anxiety or depression, and keep themselves accountable in a comfortable way. Not to say that it can’t be counseling as well, but this is sort of the upkeep in between visits.

John Baldino: [00:21:29] So, to have these resources where, well, my employer is not going to get involved with my therapy directly because I want to keep that boundary there. But my employer is providing me an opportunity for wellbeing to continue my therapy journey every day. And they don’t even realize it because they’re just providing me with some funds that can be used towards these kinds of resources. Maybe I care a lot about my environment, social issues that affects my wellbeing. Here, I can use some of these set aside funds for this.

John Baldino: [00:22:01] So, we’re seeing creativity in probably the broadest way that I’ve ever seen in the marketplace right now. And those companies that are trying to do things to be thoughtful about their current staff, but also to attract new staff from a talent acquisition standpoint, they’re bragging about having this accessibility for their teams, and that is drawing potential candidates to their organizations who are looking to make a change. And that’s a set apart that, honestly, organizations need today to capture talent.

Jamie Gassmann: [00:22:35] Yeah. Being a little innovative, kind of looking outside of the box, not the standard. That’s great. And I know the next one was more flexibility, which I think has an absolute key in today’s working environment for employers to be looking at. So, talk to me a little bit about what are you seeing from the flexibility side of it in terms of how long the working day should look like. What are those hours look like? Where are you working? You know, tell me a little bit about some of the things you’re seeing that didn’t go away after COVID. And in fact, if not anything, it increased.

John Baldino: [00:23:09] Totally. Isn’t that amazing? Like, it didn’t go away. And, you know, you had some people, some I’m going to say well-meaning, but you may be missing it a little bit, who were saying it’s all going to go back to normal. No. No. And so, part of that is not because the workforce has become lazy. They just don’t want to get on a subway and travel into New York City. They don’t want to get in a car and fight LA traffic. Well, first of all, who does? Let’s be honest.

John Baldino: [00:23:43] But the other part of it is, “Oh, my goodness. People have been as productive at home or even on a hybrid schedule as they were when they were in five days a week, maybe even more productive. Oh, no. Now, what do we do? This is terrible.”

John Baldino: [00:23:59] And I think that we’ve got to be able to say, somebody else’s predictions may have been wrong – not mine – about how that was going to change back. And I think that what we’re seeing today is there are a lot more candidates in the first, I’ll say, phone screen or consideration of a new role, this is one of their first questions, and sometimes even more than how much does the roll pay, “Can I work from home? Can I work from home part time and come into an office? What does hybrid look like? Does remote work mean I have to be at my house all the time? Or can I take my laptop anywhere I want to go to do the work?”

John Baldino: [00:24:48] Now, look, that’s an IT thing. I know there’s some security protocols for some organizations. If you’re looking to get a job in finance, they’re not going to love that you want to be on a cruise, you know, nine months of the year with picking up WiFi signals from all different countries, that’s going to cause an IT professional to have some issues. I get that.

John Baldino: [00:25:08] But by and large, individuals are looking for that kind of flexibility. And I think the smarter companies have said yes. Yeah, it can. It does not mean that you can’t, though, still ask for some level of balance, if you’re an organization that does need to have people come in, if you’re an organization that exclusively has to have people come in. You and I spoke last time about making pizzas. You can’t do that remotely. You’re going to have to come in somewhere, right? So, depending on the industry, don’t apologize for it. Continue.

John Baldino: [00:25:50] And what we’re seeing is organizations that are unapologetic – and I don’t mean obnoxious – but sure of who they are, what kind of work they do, and not having to apologize for it. If you work for a manufacturing company and you build things, you make things, that’s really hard to do remotely, you’re going to have to be together. Engineers will have to get together. Those that are working the manufacturing line have to be there to facilitate that production. Don’t apologize for that.

John Baldino: [00:26:19] And we’re seeing more companies be braver in that, which is healthy. You and I talked last time, we were starting to see a little bit of a caste system, where there was, like, it’s better to have a remote role and terrible if you have to come into work. No. We’re seeing that come back to, I’d say, center. But it doesn’t mean that we’re no longer offering remote work or hybrid work. Smarter companies that are looking to provide that kind of flexibility are doing so, I would say, with some flexibility of hours when possible. They are doing it with some longer gaps in between for some companies.

John Baldino: [00:26:58] So, someone who is still a caretaker for, say, parents or having some child care concerns that they have to take care of, that person saying, “I’m going to need two hours. From 2:00 to 4:00 p.m., I can’t work because I’ve got to go do these things. But I’m going to come back and stay on until 7:00 p.m. to do my eight hour day,” or whatever it might be. You’re seeing some companies saying, “I’m okay with that. I wouldn’t have been two years ago.”

John Baldino: [00:27:27] But we’re so much better now. And as long as your productivity is not hampered, as long as your performance continues to be at the level we need it to be – and this third part is a smart question for organizations to always ask of each individual – as long as your team is aware of what that schedule is and can work with it, not around it, but work with it, I think it’s respectful all the way around.

John Baldino: [00:27:57] Because we have seen some companies not do this well and create friction amongst teammates because there’s the impression that a few people feel like they are covering for this person constantly. It isn’t true necessarily, but it feels like it because for two hours of the day they’re not around, I’m here working, but they’re not. Have that conversation. We’re seeing the smarter companies talking through that with their teams.

Jamie Gassmann: [00:28:22] Yeah. And I know there’s a question I have that I want to dive into is some of the cultural divides that are happening. And I want to cover that here in just a little bit so I can get through showing off your smart predictions here and how they came through. But, yeah, no, there’s that internal perceptions that are happening that I’m excited to dive into a little bit with you to see what you are seeing.

John Baldino: [00:28:49] But changes in sick time was the last one that you predicted in terms of that more workers being okay in coming into the office sick is not okay anymore. If you’re sick, stay home. And if you’re sick, go home. But if you you really can’t work, be sick. And so, I think you said in your interview, if you’re sick, go home and be sick. Don’t bring it here. Just stay where you need to be to get yourself back on track. I think that the super hero in all of us that says, “I’m good, I can make it,” we have to rethink that now in terms of what we might have been doing before COVID. So, tell me a little bit about what you’re seeing with that one.

John Baldino: [00:29:31] Absolutely. I think that what we’re seeing is that there are more organizations championing that sentiment. That they are not going to be able to be okay with people just showing up being sick and putting other people at risk. Even if, look, we get colds. I understand that that they still exist. But why cause tension? Why cause nervousness? Why cause there to be some stress between people for unnecessary reasons? It’s just silly.

John Baldino: [00:30:14] Plus, we have people who have to be really thoughtful about how sickness affects their own wellbeing. To continue to push through those things does create, statistically, resentment with an organization. Even if the organization is not directly asking you to plow through, they’re telling you to be sick, but you keep showing up, you can still develop resentment towards that organization. And so, that residue is unnecessary. You are creating a self-fulfilling prophecy of this company doesn’t appreciate me. That’s a bad thing. You don’t want that.

John Baldino: [00:30:54] And I think that organizations, what we’re seeing in terms of the sick time is, we’d rather you take the extra time. And, yes, you have so many hours. But we’ve seen so much flexibility the past couple of years whether it’s COVID sickness or not, but there’s an accommodation consideration to this that I think there’s wisdom in. And we’re seeing more companies say, “I don’t want to penny pinch about the hours. I really want to be thoughtful.”

John Baldino: [00:31:22] Now, there’s always the exception. Yes, I already see people shaking their heads while I’m saying this. Yes, I know there are people that take advantage. I know. I get to talk to them and say, why are you taking advantage of the company? I get it. But they are the exception. Believe me when I tell you, they are the exception, not the rule. And we have to stop legislating to the exception and start being considerate of those that are the majority.

Jamie Gassmann: [00:31:48] Very great advice. And a job well done on your predictions.

John Baldino: [00:31:53] Thank you so much. I appreciate that.

Jamie Gassmann: [00:31:56] Great job. So, we’re going to dive into a quick commercial from our sponsor, and then we’re going to look into what we’re seeing in 2022 that we didn’t talk about in that prediction show.

Jamie Gassmann: [00:32:07] Workplace MVP is sponsored by R3 Continuum. R3 Continuum is a leading expert in providing behavioral health support to people and organizations facing disruption and critical incidents. Through our evidence-based interventions, specialized evaluations, and tailored behavioral health programs, we promote individual and collective psychological safety and thriving to learn how we can help your workplace make tomorrow better than today by helping your people thrive. Visit r3c.com today.

John Baldino: [00:32:40] So, now looking at what we’re seeing in workplaces today, you know, kind of looking at that cultural divide, so we kind of stay in the same vein of some of the things we’ve been talking about, some of the things I’m hearing from HR leaders in the conversations that I’ve been having is that, even though they might have made that hybrid work environment or the remote work versus working in the office options for the entire team, when you start actually getting kind of settled into that, some people are remote, some are in the office, some are kind of a combination of, they’re seeing that resentment you mentioned and they’re seeing conflict. And, basically, culture breaking down between these employees because of the choices that each person made, even though they were both given that option. What are you seeing and what is some advice that you’ve been giving to leaders in terms of how they can navigate that unexpected kind of challenge?

John Baldino: [00:33:43] Yeah. I think, first of all, it’s a conversation. You’ve got to kind of bring the parties that are involved in this into a room and chat. And a room means like Zoom. Just look at one another. I think that if you’re only doing these things via email, you’re missing it. And, certainly, we foster levels of resentment – to come back to that word – or stress, because we’re letting people fill in the blanks with our tone. And we’ve got to stop, whether that is email, whether it’s a Slack channel, Teams channel, stop just typing everything. Talk to someone.

John Baldino: [00:34:34] I know that sounds silly. And for some people they might think it’s old fashioned. “John, it’s not efficient.” I’m going to tell you something, it is more efficient. Here’s why. Because now I don’t have to run back and have two more conversations to sort of fix an implied tone that someone heard, as opposed to just having the initial conversation. And, yes, yes, that conversation may take ten minutes longer than the chat that I did on Teams. But that chat on Teams now led to 20 more minutes of conversation that I wound up having to have. I’m still net better ten minutes if I had done the communicative right way in the beginning.

John Baldino: [00:35:15] So, when people hear tone and they hear me say, “I’m so sorry that you have not been feeling well. Is there anything that we can do?” There’s a big difference than me just saying what they hear, “I’m sorry you’ve not been feeling well. What can we do?” That sounds cold. You don’t really care. I could mean it with all my heart, but they’re not hearing my tone. They’re not picking up on those things. So, I would say that, honestly, is the basic that should be done by organizations.

John Baldino: [00:35:49] I have to tell you, I challenge even my own team often about getting on the phone or being in a video chat with people. And that’s not even because we’re having tension with anyone. But just to remind them of the familiarity that talking to someone, even virtually, face to face, what that does, what that means, how it affects the dynamic of the conversation. To do that intentionally is, honestly, a very smart strategy. It does not mean that you still can’t use Slack or whatever you’re using. Just mix it up.

John Baldino: [00:36:28] And I think you’re going to watch that issue, for instance, that you just were mentioning, dissipate. Even if someone thinks for a minute, maybe there’s tension here, maybe I should feel a certain sort of way. Because of the deposits you’ve made into the rapport development, they’re going to tip the scales towards giving you the benefit of the doubt, the measure of grace, as opposed to there’s nothing in that bank. I’m just going to think the worst right away.

Jamie Gassmann: [00:36:55] And talking in person is so much more powerful, I’m with you. I mean, email can’t capture it.

John Baldino: [00:37:04] And how many emojis can you do, right? Like, how many punctuation marks? Stop. That start to becomes silly, right?

Jamie Gassmann: [00:37:11] Or then you use the wrong one and you’re like, “Oops, that didn’t send the right message.”

John Baldino: [00:37:14] Oh, my gosh. Or you’re my mom who just sends random things emoji-wise to my kids. And they’re always like, “Should we understand something here that my mom is trying to tell us?” No. No. They were at the beach, she thought she sent them a crab. She sent them a scorpion. My son’s like, “Do you want me dead? Like, what does this mean?” And we can laugh, because if my mom listens, I’m in big trouble. But the idea of I can laugh about that with my kids and my mom because we have more in our relationship bank than just text messages. It matters.

Jamie Gassmann: [00:37:51] It does. Yeah. That’s a great analogy to use in kind of comparison where you’re not going to take it the wrong way because you understand the person behind it, where with a coworker you’re going to only know them as far as you’ve allowed that relationship to build with them. So, it does kind of change that.

Jamie Gassmann: [00:38:09] And then, kind of looking at this and this is something, too, that we’re seeing quite frequently – you know, not really quite frequently, but really a common challenge that primarily in health care space they’re experiencing, but I would say this is in probably a lot of other areas as well, the systemic disruption that workplaces are facing. Discontinued large scale events happening within the country. The pandemic started and then the waves of the pandemic where, “Nope, the cases are down.” “Nope, they’re back up.” And there’s a surge.

Jamie Gassmann: [00:38:42] And then, it’s racial tensions, civil unrest, political divide. We continue to see these things happening within the world that is tipping into the work environments. And what it’s creating is a lot of stress, some burnout. So, what are some of the things that you’re hearing from customers? And when you have a customer experience this, where are you navigating them to get support for that?

John Baldino: [00:39:10] Yeah. I mean, it’s a really great question. And I think that, typically, what we do is take a step back with some clients to say, “Let’s just talk about a general category to start with.” And that general category is disruption. What is it that you would like to be known for when it comes to disruption? It’s an interesting question to ask an organization because it’s like, “Well, John, we want to be a leading disruption. We’re innovative. We’re creative, we want to be at the forefront of disruption in a healthy way to bring our technology forward or process forward or product forward,” whatever it might be.

John Baldino: [00:39:54] And so, I’ll say, “Okay, I believe you. I don’t have a reason to not believe you. I’ll believe you that that’s your intention around disruption.” So, when disruption comes to you, why do you revert back to a non-innovative response? Where does that come from and why is that the default trigger? What that tells me is that there’s some behavioral modification that has to occur. We want to get to good old fashioned psychology and say, “I mean for X to be my response, but I keep defaulting to Y.” Where is that coming from? Stop and take stock of that.

John Baldino: [00:40:41] What we have found some organizations realizing is, “Darn it. We say we’re innovative. But we’re kind of scared of innovation.” Or, “We say we’re really creative, but if I really sit and think about it, I don’t know when we’ve had a really robust creative idea.” We found maybe another product or piece of software that helped us do things better, but is that creativity or is that efficiency? “Oh, man. We’ve overlapped those words and we shouldn’t have.” Efficiency is something different.

John Baldino: [00:41:16] And so, what we try to do is help organizations to say, let’s talk about disruption itself. Don’t worry about it being a social issue, a pandemic, or something else. First, talk about disruption. Now, let’s align your response or what you desire your response to be in disruption to your value system. What is the organization about? Why do you say it’s about that? What does that mean to you and for you? And as a result, how might it impact the way in which disruption is then perceived?

John Baldino: [00:41:55] Because you may think that I’m doing it this way, but your value system is running counter to some of your approach. And people don’t know what to do with it. They don’t know how to perceive what it is that they see. How do we help that? I’m just giving you a couple of steps to start with. Certainly, there’s a lot more to it.

John Baldino: [00:42:14] But working with organizations to say, “let’s just take it in pieces,” because what we’re seeing – and I’ll be very practical – in sort of a recent social disruption is in the Supreme Court change for Roe v. Wade. And whatever side that you fall on, that’s not what I’m getting at. But it is certainly a disruption. It has certainly changed for 50 years what people had grown accustomed to.

John Baldino: [00:42:44] And so, if you chose as an organization to say, “Down with the Supreme Court. We are now going to support every individual in our organization up to $4,000 each time that they seek a procedure like this if they work and live in a state that no longer supports it, because the federal mandate is gone.” That’s fine. If that’s what you’re response is from a disruption standpoint. But are you looking at it just for today or are you looking at it long term?

John Baldino: [00:43:21] One of the things – again, this is practical and philosophical where the roads meet – I have said to people, do you know what kind of utilization those services have been leaned on for your employee population to date? Do you have any sense of that? “No, I don’t.”

John Baldino: [00:43:43] You may. Your finance person is in a corner with a box of tissues sobbing because they’re worried that in your 400,000 person organization, there could be 10,000 people who use this benefit even just once this year. That’s a hit to the budget that was not planned for. And it isn’t only about the social issue, it is also about the financial impact. Be thoughtful about that. There’s no magic in $4,000 and there has to be consideration for that.

John Baldino: [00:44:17] I’m saying those social issues are worthy of your consideration, but approach it the way that you would approach disruption as a whole. How do we put all of our options in front of us? How do we talk through it? How do we collaborate on it with our teams? How do we get there? Because what that would tell us is, not everybody is going to get their way. Someone might want $10,000 a year. Someone might say don’t give them a nickel because of how they might feel about the issue.

John Baldino: [00:44:45] That isn’t the way you make a decision. It can’t just be how people feel. That’s a piece, but it’s not all. How do you approach disruption and then apply it to social issues? Apply it to doing “the right thing” based on your value system of your organization? Don’t lose sight of those things.

Jamie Gassmann: [00:45:02] Yeah. That’s great advice too. And I think that’s important is looking at the value system. Because at the end of the day, when you go off, especially public, on some of those things, it can affect your brand, so, it’s being mindful. And then, ultimately, it can affect those employees too. So, great advice.

John Baldino: [00:45:26] Absolutely. And listen, I want to make sure I say this, companies that are giving $4,000, great. That’s not the issue, at all the issue. But what happens in two years when the issue isn’t as much of a hot button? Let’s say, you decide to kind of wind down that benefit a bit, take it from $4,000 to 2,000 or and take it away completely because the budget is struggling. That may actually be a harder conversation now to have with your people because you were not thoughtful about it in all the ways you should be to start with. And I don’t want to make it just about the money, but for the sake of our conversation, that’s just an easy example to give.

Jamie Gassmann: [00:46:03] Yeah. Absolutely. And it’s in either direction that you lean. Absolutely. So, the other thing that we’re kind of seeing, and from what I’ve heard and what we see, and, obviously we see a lot of it in the media as well, staffing shortages and mass exodus out of certain industries.

Jamie Gassmann: [00:46:20] You know, I have a sister who’s a teacher and she’s like, “Teachers are leaving left and right.” You know, you hear it in health care, nurses, doctors leaving left and right. But then, on top of that, we’ve also got staffing shortages across the board. So, what are some of the things you’re seeing? And how are you helping leaders to navigate that?

John Baldino: [00:46:40] Well, and the other piece that is much more rampant in some ways, in some industries is layoff. We are seeing the layoffs that we’ve talked about that were going to come, and whether that’s because of compensation reasons that they have to sort of right size what we’ve been paying people. And so, organizations are now like, “Oh, my gosh. We can’t afford this long term.” Or the amount of startups that are laying off people, just do a little research alone on tech startups, you’re talking thousands of Americans have been laid off this year so far from tech startup companies or series E, series B funded companies that it’s like, “Oh. We raised 30 million. We’ll be fine.”

John Baldino: [00:47:32] I’m going to tell you something which is scary for me to say out loud, that goes quickly. You hire a whole lot of people, it’ll go quickly. So, you have companies laying off that might not sound like a lot, so-and-so laid off 400 people. Well, when they had 700 people, when they lay off 400, it’s more than 50 percent of their workforce. Don’t be fooled to think it’s only 400. Think about it as a percentage of the organization. That’s a huge impact. Let alone the huge organizations, like Wells Fargo, that are laying off a ton of people in mortgage lending and other divisions of lending as a whole because of the interest rate increase.

John Baldino: [00:48:13] So, now you have people still wanting to find the job that they really want to work in. They’re looking for something better than where they’re currently working. They don’t believe in the organization that they’re a part of anymore, if they ever did quite honestly. Or they are still entertaining and being wooed by some really high paying possible roles. But these same people now are sort of looking at the news and seeing, “Oh, my gosh. Such and such just laid off 2,800 people and so-and-so just laid off 4,000 people. And Netflix is laying off people.” And some of these companies are like, “Oh, shoot. I watch Netflix all day long. How can they not have enough business? What’s happening?”

John Baldino: [00:48:59] Now, you have people taking a moment – which I’m so grateful for – they’re taking a breath to say, “Do I want to self-select out of the company I’m a part of for what I perceive to be the grasping, greener, knowing that there may not be a guarantee I might be on the chopping block in three months of these layoff swing continues across the country?” It’s happening. We talked about a lesson. The Verizon were laying people off. Amazon is laying off people. It’s happening. So, they have to be thoughtful about that.

John Baldino: [00:49:31] Now, that does not mean that the business owner or the manager now can be a jerk once again and say, “Yeah. Go ahead. See if you can find something.” No, no, no. No. No. That’s the wrong response. The answer is, “Why, employee, are you looking elsewhere?” Let’s talk about this a little bit more, because it really may not be about the money at this point, because now there may be nervousness. The right sizing may be happening with some industries to bring down some salary ranges. What else is inspiring you to want to leave?

John Baldino: [00:50:07] And to hear from somebody to say, “It’s a thankless job. No one shows appreciation in this place. You get an offhanded thank you. Or the only way we show thank you is we have pizza the last Friday of every month for lunch. It’s just not enough anymore. It’s just not enough. And by the way, I’m on Atkins. I can’t eat the pizza. Like, nobody knows. Ask people.” But there are so many people who are like, “I don’t eat the pizza. I don’t eat the tacos. I don’t drink the alcohol. But nobody asks me. They assume I should be an assimilate like everybody else. And I live individually. I don’t live corporately. Nobody’s asking me.” That is still where we’re finding organizations struggling.

Jamie Gassmann: [00:51:01] Yeah. And that can make a big difference in an employee, just even that if somebody needs something different than what we’re going to serve today. “Can I get you a salad?”

John Baldino: [00:51:13] Right. And listen, it’s not about taking everybody’s order. I understand that. But if you just have one way to show appreciation, and I’m picking on the pizza thing. Pizza Friday is the last Friday of the month, if that’s it, that is not going to meet everyone. It’s just not. Even the people who like pizza, they want something different or they want to hear appreciation differently.

John Baldino: [00:51:38] And I want to make sure I say this, because I think this is another dynamic that’s really interesting because of what’s been happening in the economy. This year alone, 1.7 million people who retired in the past year are returning to the workforce.

Jamie Gassmann: [00:51:54] Interesting. Wow. The early retirement didn’t stick.

John Baldino: [00:52:01] It did not stick. Because you look at your stocks, you look at your 401K, and you’re like, “Oh, no.” I mean, you see the hit that the 401Ks have taken the past 6 to 12 months. Those that retired last year are saying, “No. I’m not going to make it. What I thought I was going to draw from has shrunk quite a bit.” And they’re coming back. Now, it doesn’t mean that they’re coming back to the same exact role or even full time, but it does mean that they’re coming back into the workforce.

John Baldino: [00:52:38] Now, I sound like an old man, the young upstarts that are like, “Whoever’s got the best offer for me, that’s who I’ll talk to.” And you have retirees saying, “I don’t need the best offer. This is all I really need to make. And I only want to work 25 hours a week. So, if you could give me that for the 25 hours a week, I’ll get the same work done. For some roles, I can get almost fulltime work done in that 25 hours.” And so, then the person who’s thinking, “Make me an offer, you might hear from the employer. I don’t have an offer to make you. We’re covered.”

Jamie Gassmann: [00:53:09] And you get that retiree that’s got how many years of experience that they can bring to the table. That’s fantastic. So, it sounds like there’s some pendulum shifting there, swinging going on in that, which is probably refreshing to hear for some employers who maybe have been experiencing challenges in that area.

Jamie Gassmann: [00:53:31] So, if you could give any advice – just wrapping up our show today – to our listeners of what they should be focused on and what you would advise them to to kind of do in the next five months we have left of the year, what would you leave them with?

John Baldino: [00:53:52] I mean, there’s so many things you could say. But if I’m going to just come down to really, really one core piece, it’s talk to your teams, talk to them. Not talk at them. Not just listen to them. But communicate. Converse with them. And I don’t need it to be some formalized system where you’re like, “Well, I conducted 17 stand up meetings with people this week.” Take a minute. I’m not asking for it to be so categorized. Just make sure that there’s a regular cadence of communication and real conversation. I think you’re going to do really well as you run towards the end of the year. I think you’ll do really, really well.

Jamie Gassmann: [00:54:44] Yeah. Absolutely. And, you know, as normal of any conversation I have with you, we take up that full hour because it’s such a great conversation, great insights and information. So, if our listeners want to get a hold of you, learn more about your organization or just get more advice from you, how can they get a hold of you?

John Baldino: [00:55:03] Thank you. I mean, certainly feel free to go to our website, humareso.com. I am super active on LinkedIn and Twitter, so look me up on both. On Twitter, I’m jbalive. Please feel free to follow, lots of resources and information that gets pushed out there as well, so happy to connect.

Jamie Gassmann: [00:55:25] Wonderful. And thank you so much again for being on our show, John, and sharing your great wisdom, your predictions, your expertise, and kind of filling us in on how leaders can help navigate the current world that we’re in with staffing and employees and other things. So, thank you so much. It’s been an absolute pleasure.

John Baldino: [00:55:45] Always awesome to be with you, Jamie. Thank you.

Jamie Gassmann: [00:55:47] Yes. 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 have 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. And if you are a workplace MVP or know someone who is, we want to know or hear from you, so email us at info@workplace-mvp.com. Thank you all for joining us and have a great rest of your day.

 

 

Tagged With: Business Development, Employee Engagement, HR Solutions, Human Resources, Humareso, Jamie Gassmann, John Baldino, layoffs, R3 Continuum, systemic disruption, Workplace MVP

Keely Collins, Elarbee, Thompson, Sapp & Wilson, LLP; Todd Reid, DKRentals.net; Bill Smith, Double Iron Consulting; and Michelle Wilson, Wilson Legal

July 15, 2022 by John Ray

Double Iron Consulting
Family Business Radio
Keely Collins, Elarbee, Thompson, Sapp & Wilson, LLP; Todd Reid, DKRentals.net; Bill Smith, Double Iron Consulting; and Michelle Wilson, Wilson Legal
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Double Iron Consulting

Keely Collins, Elarbee, Thompson, Sapp & Wilson, LLP, Todd Reid, DKRentals.net, Bill Smith, Double Iron Consulting, and Michelle Wilson, Wilson Legal (Family Business Radio, Episode 34)

Host Anthony Chen welcomed four amazing guests to this episode of Family Business Radio. Keely Collins, attorney at Elarbee, Thompson, Sapp & Wilson discussed risk management and human resource issues in small business. Todd Reid, owner of DKRentals.net described his path to starting a property management business, its unique value, and its international staff. Bill Smith, CEO of Double Iron Consulting, talked about assisting other family businesses after running his own, Royal Cup Coffee. Michelle Wilson, attorney and owner at Wilson Legal, shared her passion for helping people, how it led to her legal career, and the ways she helps her clients. Each guest wove in themes of the complex issues involved in a family business and the need to consider the long game of succession planning.

In Anthony’s closing comments, he spoke on the need to find the right team members as advisors, including a financial advisor, to surround yourself with.

Family Business Radio is underwritten and brought to you by Anthony Chen with Lighthouse Financial Network.

Elarbee, Thompson, Sapp & Wilson, LLP

Elarbee Thompson, an award-winning Atlanta-based law firm, specializes in matters of employment and labor law and complex litigation.

Its experienced attorneys focus on the areas of employee relations, civil rights, equal opportunity, HR counseling, wage and hour compliance, benefits, occupational safety and health, environmental protection, unfair competition, and immigration.

Website | LinkedIn |Twitter

Keely Collins, Attorney, Elarbee, Thompson, Sapp & Wilson, LLP

Keely Collins, Attorney, Elarbee, Thompson, Sapp & Wilson, LLP

As both counselor and advocate for businesses large and small across all sectors, unionized and non-unionized, Keely takes a practical approach to advising and advocating for businesses nationwide. Both small family businesses and corporate boards of directors have benefited from Keely’s attention to the details of law and business, creative solutions, and zealous advocacy for businesses before numerous administrative agencies, and in all levels of state and federal court.

As an experienced collaborator with large organizations’ in-house counsel and general and employment counsel, Keely is trusted by other attorneys to strengthen the value they offer to the organizations they serve.

LinkedIn

DKRentals.net

DKRentals.net is a residential property management company serving the entire metro Atlanta market. DKRentals.net is a full-service property management company that manages single-family houses, condos, townhouses, and multi-family up to 200 doors.

Website | LinkedIn |Facebook

Todd Reid, Founder & Owner, DKRentals.net

Todd Reid, Founder & Owner, DKRentals.net

Todd graduated from North Carolina State University with a degree in Industrial Engineering. He has worked for IBM and Accenture. He also was part of a start-up that designed and manufactured medical cameras for laparoscopic and arthroscopic surgery. This company was sold to Bristol Myers Squibb. This was Todd’s first taste of being an entrepreneur.

In 2003, Todd bought a Homevestors franchise. Homevestors are the “We Buy Ugly Houses” people. Within five years, Todd’s franchise was the larges in the country and was awarded Franchise of the Year. At the peak, Todd’s company was flipping 10 to 12 houses a month.

Many of Todd’s clients requested Todd to also manage their houses. As a result, DKRentals.net was born in 2008 as a property management company.

LinkedIn

Double Iron Consulting

Bill launched Double Iron Consulting in 2021 to serve and help small to medium-sized businesses, family business owners, and executives clarify and achieve their goals.  He understands what it’s like to be in their position and knows the care that goes into a business, especially when it’s a family business.

Bill provides and shares his insights and perspectives on different topics ranging from generational family business and succession issues to dealing with external stakeholders while running a business and to what it’s like transitioning to a new professional journey.

Website | Facebook | LinkedIn

Bill Smith, Founder & CEO, Double Iron Consulting

Bill Smith, Founder & CEO, Double Iron Consulting

Bill launched Double Iron Consulting in 2021 to serve and help small to medium-sized businesses, family business owners, and executives clarify and achieve their goals.  He understands what it’s like to be in their position and knows the care that goes into a business, especially when it’s a family business.

Bill provides and shares his insights and perspectives on different topics ranging from generational family business and succession issues to dealing with external stakeholders while running a business and to what it’s like transitioning to a new professional journey.

LinkedIn

Wilson Legal

Business owners and family leaders are committed to their personal and work families. See where estate planning – wills, trusts, powers of attorney – intersect with your daily life today and in your future. Learn why it’s important to plan ahead to make life transitions more smooth for the people you care about and a tip you can start working on today.

Website | LinkedIn

Michelle Wilson, Attorney/Owner, Wilson Legal

Michelle Wilson, Attorney/Owner, Wilson Legal

Michelle Wilson is an attorney and native of Cumming, Georgia. She specializes in estate planning, eldercare, probate and special needs. She has been making wishes come true and helping people live their best lives since 2008.

At Wilson Legal, the firm seeks to improve the life of each person who crosses their threshold whether they become a client or not. This commitment to service above all else is felt by those who call and ask for help.

Michelle is a trusted advisor who takes the time to craft a solution for each individual and family that actually works. At Wilson Legal, they believe the best life is lived intentionally and by design.

LinkedIn

Anthony Chen, Host of Family Business Radio

Anthony Chen, Lighthouse Financial, and Host of “Family Business Radio”

This show is sponsored and brought to you by Anthony Chen with Lighthouse Financial Network. Securities and advisory services offered through Royal Alliance Associates, Inc. (RAA), member FINRA/SIPC. RAA is separately owned and other entities and/or marketing names, products or services referenced here are independent of RAA. The main office address is 575 Broadhollow Rd. Melville, NY 11747. You can reach Anthony at 631-465-9090 ext 5075 or by email at anthonychen@lfnllc.com.

Anthony Chen started his career in financial services with MetLife in Buffalo, NY in 2008. Born and raised in Elmhurst, Queens, he considers himself a full-blooded New Yorker while now enjoying his Atlanta, GA home. Specializing in family businesses and their owners, Anthony works to protect what is most important to them. From preserving to creating wealth, Anthony partners with CPAs and attorneys to help address all the concerns and help clients achieve their goals. By using a combination of financial products ranging from life, disability, and long-term care insurance to many investment options through Royal Alliance. Anthony looks to be the eyes and ears for his client’s financial foundation. In his spare time, Anthony is an avid long-distance runner.

The complete show archive of “Family Business Radio” can be found at familybusinessradioshow.com.

Tagged With: Anthony Chen, Bill Smith, DKRentals.net, Double Iron Consulting, Elarbee Thompson Sapp Wilson LLP, Family Business Radio, Keely Collins, Lighthouse Financial Network, Michelle Wilson, Succession Planning, Todd Reid, Wilson Legal

Dana Weeks With MedTrans Go

July 14, 2022 by Jacob Lapera

DanaWeeks
Tech Talk
Dana Weeks With MedTrans Go
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This episode is brought to you in part by our Co-Sponsor Trevelino/Keller

TKNewLogosv002-02

202207121543031

DanaWeeksDana Weeks is the Chief Executive Officer and co-founder of MedTrans Go, a healthcare technology start-up based in Atlanta, GA. Prior to joining MedTrans Go, Ms. Weeks co-founded the Black Angel Tech Foundation, created to support and increase the number of underrepresented minorities in technology, and served in her role as President from April 2016 to September 2019. Ms. Weeks has also held leadership positions at AT&T, Pfizer, and in several innovative entrepreneurial ventures.

Ms. Weeks is a member of the Board of Directors of Blue Owl Capital, a member of the Board of Trustees of The Westminster Schools of Atlanta, the Treasurer of the Atlanta Chapter of Jack & Jill, an advisory board member of Stride: Win Your Way, and a Board Member for the Alliance Theater of Atlanta. She also serves on several Task Forces and Committees at both Stanford and Columbia Business School, including serving as a co-chair of the Stanford LEAD Council, a member of the Stanford Humanities & Sciences Council, and a founding member of the Women’s Circle at Columbia Business School. Ms. Weeks earned a B.A. with Honors from Stanford University and an MBA from Columbia Business School.

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:07] Coming to you live from Atlanta, Georgia. It’s time for another episode of Tech Talk with your host, Joey Klein.

Joey Kline: [00:00:16] Welcome, everyone. All right. We have a health care I.T. episode of Tech Talk today. We’re going to be chatting with Dana Weeks, the CEO of MedTrans Go. Dana, how are you today?

Dana Weeks: [00:00:26] I’m doing well, thank you.

Joey Kline: [00:00:27] Excellent. Okay. Well, you know, normally we have two or three guests on this show, but we have a very special show where we have you all to ourselves. So we are totally focused on med trends. Go. We’ll get to deep probing questions later on. But just for someone who’s just tuning in and wants a sense of what is med trends go high level. What is the company do? What is your mission?

Dana Weeks: [00:00:53] So just on a high level med trends go is solving the problem of cancellations in health care by providing a technology platform that helps doctors, health care providers and others providing health care services to a range of options, including transportation and interpretation, and the other reasons why cancellations happen.

Joey Kline: [00:01:15] Okay. And so let’s look, I think we’re all familiar with we’ve all canceled doctor’s appointments before. And I think that some people might be listening to saying, well, you know, is it really that big of a deal if I, you know, move my internist checkup or whatever it might be? So help us understand what type of cancellations we’re worried about, why it affects doctors and hospital systems and why it affects outcomes for patients as well.

Dana Weeks: [00:01:42] So I mean, it affects both the patients, but also the health care community. It’s a very disruptive situation when health care providers, if you’re looking at, for example, my co-founder who is an orthopedic surgeon and he dealt with cancellations and he actually still deals with cancellations where people are not able to get to surgeries or procedures. And ultimately it disrupts the flow, makes it hard for surgery centers and other facilities to do what they need to do. So in addition to having to reschedule potentially or in many cases, people don’t come back and actually get their the care that they need. And so the challenge to health care providers is that especially during these times, you want to be able to provide the care to patients and in the time that they need him. And if you then look at the most vulnerable patients, many who are, for example, on dialysis or those that need maternal care, really the the challenge becomes not only do they not get to appointments, that these could be life saving and or life altering situations if you don’t get to your appointments.

Joey Kline: [00:03:07] Okay. So, so we’re talking about a population. So so let’s let’s look at it from the surgery center, right. If you have a surgery scheduled, obviously, that surgery center has a certain number of staff they’ve allocated. They have reserved that spot for several hours. It’s not like you can easily fill it like someone waiting for a haircut. And so if someone doesn’t show up, that is simply lost time and loss of revenue, then you’ve got the person that hasn’t showed up. And if they reschedule, well, the schedule’s probably packed. They’re going to have to wait. Situation might get worse. Or if they don’t, if they don’t have reliable means of transportation, that’s just more time for whatever issue is occurring to fester, I’m assuming.

Dana Weeks: [00:03:50] Yeah, I mean, that is exactly the case. And in many cases you really should be able to get the health care you need when you need it. And if it is a solvable thing, like a transportation or other access issues or not being able to understand your doctor or health care worker, which is required by law, these are things that we should be able to easily access. And the great thing about our platform, it’s not just getting access to a car ride to get to an appointment. So potentially just a sedan ride if you just need to get in and out. But if, for example, you need access through a wheelchair enabled car or a stretcher or we have interpretation in over 100 languages, this allows the health care facilities to have everything at their disposal in one place that can adapt to any needs of patients and patient care. And the additional thing that has been a challenge for many patients are patients that are living in rural areas that are coming into urban areas to get care because they really don’t have access to those health care providers in their local community. And so the fact that they are outside of these urban centers or outside of a close proximity makes it even more challenging. If their transportation is not accessible to them and they often do not go back and just reschedule.

Joey Kline: [00:05:29] That’s that’s right. And I guess, you know, for some listening to this and I think certainly for those sitting across this table, we can sometimes take for granted the flexibility of life that we have and those around us friends, family, peer, group, whatever might be that can help us to an employment if we actually needed it. There are plenty of people who do not have a support network that can easily take them. There are plenty of people who cannot get the time off to do it. And like you said, you know, the rural issue of let’s say that you live in Vidalia, Georgia. Right. And you just do not have the specialty you need. You have to come in to Emory Midtown. That is I mean, that’s basically planning an out of town trip. That’s not just, you know, down the street, you know, easy sort of trek.

Dana Weeks: [00:06:16] Yeah. And even if you had a friend or family who could could take you, potentially, that’s a procedure that you need to do either multiple times or that you need to stay overnight. And folks don’t necessarily have that flexibility to be able to to do that here in Georgia. It’s it’s specifically it’s been a real challenge. We we ranked 40th in the United States when it comes to. Adequate distribution of doctors by specialty and geographic location. So increasingly, many patients who are who are not in reach of of doctors and facilities that can help them get that care.

Joey Kline: [00:06:58] Well, and it seems like, you know, we have to say we have we have an urban rural divide in this country. And there’s plenty of places that we’re not going to talk about on this podcast. But, you know, let’s let’s think about it. You could essentially transplant that situation onto any state. Right? You know, at the end of the day, yes, states are different, but most of them look like 1 to 3, maybe large metropolitan centers and then a bunch of areas spread out. And increasingly, if you’re a talented physician, are you going to go for the big city job or the small rural community that might be shrinking? And so in a world in which we have rural communities which either are staying the same or declining, then how do you get people access to the right health care they need? So I obviously totally get why this is needed. Let’s back up a little bit and talk about how did you discover that this was a problem and that you were the one to solve it?

Dana Weeks: [00:08:00] Well, I think it’s a twofold. So my co-founder, as I mentioned, is a board certified orthopedic surgeon, not only cares to do his orthopedic practice in a in a great way, he cares a lot about the patients. And about six years ago, he had two back to back surgeries canceled in one day. And in one instance, a neighbor had canceled at the last minute the ride that they were going to give. And and the other Spanish interpreter just didn’t show up. And he really didn’t have a one location that he could go to to solve these cancellation issues. And he and I discussed it and we looked into it and we realized this actually a huge challenge in the United States with cancellations in health care. As I’ve said many times in any other industry, 30 to 40% cancellation rates would not is that would not hold.

Joey Kline: [00:09:04] Well, 30 to 40%. Yes, that’s.

Dana Weeks: [00:09:07] Incredible. You know, and depending on where you are, the average is around 30%. And this is an over $150 Billion a year is lost every year on cancellations. And so for him on that particular day, these were high expensive surgeries and it was over 100,000 lost. When you take into account all of the staff that were there that were sitting idle, you were you’re taking into account the doctor’s time not being able to do that surgery. And then, of course, you know, other people could have used that time as well. Sure. And for what he saw and what we see as a majority of this is that these are solvable issues we can we can solve for the cancellation problems of transportation. We can solve for interpretation. And so we set out to build that very platform for health care providers to be able to get that on demand solution with the the safety and security of safe, reliable and predictable services.

Joey Kline: [00:10:11] Okay. All right. So there’s we have an aha moment from a real life example and the journey begins. What is your value? A serial entrepreneur? Are you a health care nut? What is your background that you said? You know what, I’m going to solve this. I’m going to dedicate myself to solving this.

Dana Weeks: [00:10:30] Well, for me specifically, yes, I am a health care nut. I am a technology nut, and I am a serial entrepreneur. I’ve done a number of different ventures where I have, I think from my young age, have looked at situations and think there are solutions to things when when I when I’m encountered with a problem, and especially when it comes to technology. And I think the deeper additional story that I have is my mom about 12 years ago now, was diagnosed with breast cancer and she needed a series of radiation and then chemotherapy appointments. But she lived in New York. I live in Georgia. This is one of those luxuries that I understood that I had where I could go up and help get her to appointments. And I had other family members who could assist her and go with her to be able to do that. And fortunately, now she’s cancer free. And but, you know, just going in and going through that process and understanding the vulnerability, I realized how important just being able to have some. That you can trust that is reliable, that can get you to and from appointments, whether or not your family members are there or are not able to get there. And, you know, it just was one of those real world experiences that matched my background and desire to kind of explore and create and solve for health care and technology problems.

Joey Kline: [00:12:12] Yeah, I mean, you know, some of the best companies are born of the seemingly well, that’s obviously not not a mundane experience. But I think you get these these these daily things that we sometimes don’t connect to larger problems or events. And he’d do a little bit of digging and you say, oh my God, how is no one solved this before? And that’s where great companies are born from.

Dana Weeks: [00:12:36] Yeah. And you know, I mean, I think in some senses we’ve seen solutions in in some of the the verticals. So you’ve seen some transportation solutions, you’ve seen some interpretation solutions. But this really combines all of them into one. And we really believe, because we have a health care DNA, that we’ve built a better mousetrap, that we’ve been able to create a very easy to use solution that allows those who are in health care an easy access to a platform that makes sense, that does the billing and invoicing, does the types of fulfills the needs of these customers. And our customers that we have believe this to be true as well. And that’s why we’re growing.

Joey Kline: [00:13:26] And so is your typical customer a regional hospital? Is it a kind of local multi office practice? Is it all across the board?

Dana Weeks: [00:13:37] It really is all across the board. And in some senses, we have now gotten to the stage of the business where we’re really able to focus on some of these industries and areas that are of most need surgical practices and facilities, hospitals. We’re starting to look into payer systems and health insurance companies, but the opportunities are so great if you’re looking at the demographics, the the needs, anything from assisted living care to another area that we really focus in is personal injury and worker’s comp and the ability to really solve for with this network of transportation interpretation providers the cancellation problems for many and it doesn’t matter if you’re a large hospital or a one or two person practice, this gives you that access, the ability to have the top interpretation and transportation providers that are vetted, HIPAA compliant and has that safety and reliability that really you have to be able to have for your patients. And ultimately, the patients want that as well.

Joey Kline: [00:14:56] So let’s let’s talk about the vetting. That’s an interesting topic, right? Because these are you know, this is not just someone signing up to be an Uber X driver. Right. And so how do you go and find the crop of folks, interpretation or transportation that are going to be right for this? What sort of checks do you undergo to make sure that they’re the right partners?

Dana Weeks: [00:15:17] So on the transportation side, we have a ten point certification that they require from everything from background checks to the HIPAA compliance to just a minimum age of of those drivers. And then we continue to do compliance so that we ensure that they have that as well as insurance requirements. And that’s for mainly non emergency medical transportation providers. We realize it’s a fragmented market and they fulfill a need, especially when it comes to wheelchair and stretcher where you can you don’t necessarily need an ambulance, but you definitely don’t need a a taxi that will drop you off at the curb or down the down the street. Sure. However, we want to be able to provide all different options. And so we have a partnership with Lyft where we also for if you only really need a curb to curb solution, that we have access to those as well. But it allows our platform allows you to be matched with the right type of service.

Joey Kline: [00:16:30] That’s very cool. So so let’s I’m curious about the economics. Is this a SAS license where someone’s paying a month a a health care system or doctors? A monthly fee to use it. Is this something where sort of per ride or per transportation session, for lack of a better term, you’re taking a piece of the fee. How does that work?

Dana Weeks: [00:16:51] Yeah, the revenue model is really transactional, although we do have a subscription based so that you are able to access our platform. But that subscription is way the fee is waived if you reach a certain threshold of transactions.

Joey Kline: [00:17:07] Okay. Okay. So you’re you’re going to let’s let’s take your orthopedic surgeon example, right. Or orthopedic surgery center there slice. There’s four offices in a metro area. And as long as they can provide the requisite volume of transactions, essentially you’re making enough off of that that the license fee from them isn’t really necessary. And of course, from their mind, they’re saving all this money in wasted no shows.

Dana Weeks: [00:17:38] Yeah, absolutely. And really, the other part about our platform is we we developed a video interpretation platform to be able to provide American sign language interpretation to our clients who needed it. And it was in the middle of March of 2020 that we were launching it. And the timing from a health care perspective couldn’t have been better, as you know, as that time was becoming one where all these facilities were closing. Telemedicine was becoming increasingly used and utilized overnight. And so in some senses, it really boosted the health care industry’s comfort with using technology solutions and then finding that the technology solutions in some senses can complement what they are doing in person, but also be a very viable option. And so having a telemedicine platform that allows for an interpreter to also be on there in this number of languages that you need, it’s turned out to be a really great access point that people wanted to be able to have the subscription model just to have that platform. If there is a closure for a week, if potentially a patient gets sick with COVID. And so you have to switch that online. And then there’s a real model where many follow up visits don’t necessarily need to be in person. And so this allows for our customers to not necessarily have to invest in another telemedicine platform if their usage of telemedicine is not that great and that they can kind of complement that.

Joey Kline: [00:19:26] So so that’s an interesting, albeit not entirely unexpected with two years of hindsight development, I have I have a health care client and obviously wasn’t planned this way. Right. But I mean, COVID just catapulted their business like they could have never imagined. I would guess that as an entrepreneur with a young company that at the beginning stages it was a bit scary. But, you know, talk to me about how the last two years have been for your company. Kind of once you got your sea legs under you has I’m assuming that it’s been pretty decent growth for the past couple of years.

Dana Weeks: [00:20:02] Yes. I mean, in in many ways, COVID validated the need for health care providers to understand the impact of cancellations. And more so, they’re realizing if, for example, their facility had been shut for a long time, then every single person when they’re actually opening, every single patient was more critical than ever. And so they couldn’t just ignore cancellations. And I think it was one of those stopping moments similar to what Dr. Abagnale had, which was he he had these back to back surgeries canceled where it was happening maybe once each day or something. But when it was that long period of time and these really complex surgeries, then all of a sudden he was like, wait a second, right? How is this really impacting my business? And a similar thing happened, I think, to health care. At the same time, the technology regulations, the technology usage became more prevalent within health care. And so those two things combined really made our solution. One that was here for the times and access to health care. A lot of the issues of cancellations, the reasons for these cancellations were were growing and increasing and we were getting there. But this really catapulted the need in in a way that I think is makes me feel good, because if we can address these issues, we can look at long term. Societal challenges of health disparities and others that in some senses seems daunting. And if we can use this as one particular way that we can solve for and get better care, better solutions for all, then it it’s a win win all around.

Joey Kline: [00:22:03] It does really seem like you’re just scratching the surface here. And obviously, at this stage of your company, it’s it’s important to be focused, you know. You know, lest you sort of get distracted by so many shiny things out there that you’re, you know, nothing to no one. But, you know, I’m curious about the go to market strategy at this point. Has this been doctor a referral doctor network? Has this been an outbound sales team? What is the next 12 to 24 months look like from a growth perspective? Both, you know, pulling people in and kind of pushing out.

Dana Weeks: [00:22:41] So we really have seen how many opportunities there are. And so we’re really looking at data and looking at especially our presence here in the Southeast and Georgia to find those right models and to look at the areas to go to first. And, you know, we’ve we’ve discovered a number of those areas and really want to focus on them here in Georgia and then replicate it. I mean, we’re right now we’re in 11 states, but our strong presence and growth in terms of our go to market strategy is here in the southeast because we can expand in different types of surgical facilities. So to your to your question, we have a sales team. We actually have a strong customer success team. And a lot of that is sort of matching not only do we want to have the sales to to get agreements in place, but to actually have them use us, especially given that it’s a transactional model. And I think that the opportunities are are growing and we get a lot of referrals even from our current customers. And that has been another really great advantage.

Joey Kline: [00:23:59] Yeah. From a geographic standpoint, I mean again, it’s just the universe is so wide. Are you prioritizing going really deep into the states in which you are operating or at this point, it’s let’s let’s get a toehold in as many states as possible and then we can kind of dig in, you know, past the surface from there.

Dana Weeks: [00:24:21] We really have have remained true to that focused approach. And but we have been able to explore new opportunities because we have customers who have a strong presence here in Georgia that are national. And they say, okay, well, we love what we’re doing here with you in Georgia. Can you set up a network in Massachusetts? Can you set up a network in Colorado? And we’ve been able to be successful in that. But one of the exciting parts about having a double sided marketplace in having to find matching service providers of transporters and interpreters to those clients, is that it’s a it’s kind of a lever. It’s a balancing act. So you have the demand, then you have the supply, and then once you have the supply, you want to find more demand. So in many ways, it’s it’s a great way to continue to feed back into what you have. And so that’s where having that focused approach is good so that we if we’ve built up our network of transporters in the Houston area, for example, then we are now looking at getting more clients in that area because it will feed onto each other.

Joey Kline: [00:25:43] I have always been fascinated by companies that have this unique marketing. You can call it a challenge or an opportunity depending upon your mindset where you’re sort of B-to-B to see you. Your product is touching both a business and a consumer. And in addition to that, you, of course, have a network effect that you have to be concerned with. And finding that equilibrium is and there’s no question here, it’s more just it is a very complicated balance and challenge. And I imagine that it is, you know, intellectually rigorous as well as somewhat. You know, it’s hard it’s hard to get right.

Dana Weeks: [00:26:22] I imagine it’s hard to get right. But when we’re talking about health care, it’s a lot easier. And I and my background is in marketing and in management. So in some senses this is for me really fun. Yeah. Because you have the opportunity to impact not only the health care community, but you have the opportunity to impact and disrupt the non-emergency medical transportation market. You have the opportunity to disrupt interpretation and the interpretation market. And the need is so there and so being able to connect those who need those services, those who need the business with the right patients, the right customers, it’s a win win for everybody.

Joey Kline: [00:27:11] So if if you came back here in 12 months and we were to sit down and say what what has happened in the last 12 months, what has changed with that Transco? What are the top couple of whatever? Choose one, two, three, everybody you want that you want to be able to say you have accomplished product funding team, whatever it might be in the next 12 months.

Dana Weeks: [00:27:34] Well, in the next 12 months, we are looking to go bigger and scale more. And a lot of that has to do with some of the customers that are in our pipeline. We are about to close a big hospital deal and we will be looking at and talking to a couple of insurance companies and payer systems. And the ability to adapt our technology to these larger customers is in the pipeline. We have a number of compliance upgrades to compliance, others that will make our platform easily plugged into some of the larger systems. And we see that as tremendous opportunity to not just continue to see the growth that we’re seeing, but really accelerate that growth and and seize upon a real need. And in talking to those that were that are in our pipeline, they they see how our product can really help them reduce costs, increase revenue, help provide better patient care, help in terms of hospitals, really make the the process more efficient.

Joey Kline: [00:28:54] Yeah. I mean, as I’m thinking about this, okay, so I’ve heard of transportation matters is not the right term, but I’ve heard of, you know, you know, companies that can help augment transportation. Right. I’ve heard of companies that can do some interpretation work. I’ve never heard of a company before that really focuses on no shows, is there I mean, is there really anything out there, one that focuses as much on cancellations and two, combines all of these things together?

Dana Weeks: [00:29:25] I don’t know. One that combines all of these things together. Yeah, but there are definitely folks who are looking at no shows and in a number of different ways, I mean, there are other ways that to to look at it. But transportation and interpretation are the two. Number one, reasons why cancellations in health care happen. Over 54% of cancellations are due to those two reasons. And so that’s why we focus on them. And in many ways, people who are not necessarily in health care, they’re like, well, that’s an interesting marriage. Why would you have interpretation and transportation? They seem so dissimilar, however, for a health care provider that are increasingly taxed, burdened, busy, tired with potential staff transitions, they really need a an all encompassing solution that doesn’t matter what the patient is, the cause of that cancellation, we have an easy solution that’s all combined into one.

Joey Kline: [00:30:24] Well, and I imagine that there is a decent. Okay, so if you if you take the whole pie of cancellations right there is I’m going to guess some significant minority for whom both the translation as well as transportation are acute issues. Right. You’ve got some folks that you know, it’s an either or but you know, I imagine the population that you see that is vulnerable to this sort of thing. There’s going to be a decent number of folks in there that need both of those and more.

Dana Weeks: [00:30:55] I mean, I, I totally agree. And, you know, when it comes to health care, you really want that trust factor. You really want to be able to get there, understand your customer, I mean, understand your health care provider, and then trust that you can get home safely and reliable reliably. And so having a network that has done. That has been and done the vetting for you really does help the patient primarily, but also those health care providers provide better care and better solve the the more the bigger challenges of running a practice in today’s world.

Joey Kline: [00:31:40] That is all super exciting, challenging, but a very good challenge. So anyone listening that has this has piqued their interest. They want to learn more. How can they get in touch with you or and or learn more about med trends? Go.

Dana Weeks: [00:31:54] So you can find us on the web at med trends. Go Med Trans Geo or geo and or you can call us at 400 4826 7300 and we’re excited to provide more information, connect you with someone on the team. And, you know, we do get a lot of referrals, sometimes patients and you know, again, we are right now a business to business operation, but the patients are really the ultimate end user. And so if patients also hear about this, too, it makes a lot of sense. And, you know, we want them to be asking their health care providers as well how they can partner with med trends. Go.

Joey Kline: [00:32:46] That’s great. Well, Dana Weeks, CEO of Med Transco, solving health care, one cancellation at a time. Thank you so much for coming.

Dana Weeks: [00:32:54] Thank you so much. Nice talking to you.

 

Tagged With: Dana Weeks, MedTrans Go

LIVE from RISKWORLD 2022: Lindsey Durosko and Chris von Eljaszewicz, Imperium Consulting

July 13, 2022 by John Ray

Imperium Consulting
Minneapolis St. Paul Studio
LIVE from RISKWORLD 2022: Lindsey Durosko and Chris von Eljaszewicz, Imperium Consulting
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Imperium Consulting

LIVE from RISKWORLD 2022: Lindsey Durosko and Chris von Eljaszewicz, Imperium Consulting

Lindsey Durosko and Chris von Eljaszewicz, each Managers at Imperium Consulting, sat down with host Jamie Gassmann in the R3 Continuum booth to share Imperium’s work as a claims consultant, supporting businesses in the cumbersome claims process. They discussed the kinds of claims they assist with, their process, their experience at the conference, and much more.

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

This show was originally broadcast from the RIMS 2022 RISKWORLD Conference held at the Moscone Center in San Francisco, California.

Imperium Consulting

Recovery and resiliency are closely correlated with risk management before an event and claim resolution after a financial loss. Through a multidisciplinary team with specialized industry and financial expertise, Imperium Consulting Group helps clients measure and mitigate the economic impact of property loss and contract disputes, so organizations can keep growing.

Imperium goes beyond just being claims experts and provides sound strategies to help clients evaluate and make critical decisions. Core to this is an understanding that organizations facing uncertainty need to quickly assess the extent of a problem, what it will take to fix it, how much it will cost, and how long it will take.

Imperium Consulting Group’s core competencies are to measure time, scope, and cost. Imperium’s experts specialize in multiple claims processes, including insurance claims, contract disputes, and government contract claims. Our experts provide support ranging from presentations during a loss adjustment process to expert testimony as part of a dispute resolution process. Our multi-disciplined team helps clients focus a recovery strategy that uses best practices and common sense, tailored to the needs of an engagement.

Company website |  LinkedIn

Lindsey Durosko, Manager, Imperium Consulting

Lindsey Durosko, Manager, Imperium Consulting

Lindsey Durosko is a Manager for Imperium Consulting Group. Over the years, Lindsey has provided detailed analysis and day-to-day management of a variety of consulting engagements, including contract litigation/expert witness support; government contract claims; construction disputes and insurance claims, data analytics, and contract/project auditing.

  • BS in Systems Engineering and Business Administration, The George Washington University
  • Presidential Academic Scholarship, Victoria University in New Zealand
  • Professional Affiliations Member, NY RIMS Chapter

LinkedIn

Chris von Eljaszewicz, Manager, Imperium Consulting

Chris von Eljaszewicz, Manager, Imperium Consulting

Chris is a Director at Imperium Consulting Group. Chris adds to Imperium’s credentialing across a range of client solutions, including complex insurance claims, complex cyber claims, representation and warranty claims, construction-related claims, matters involving litigation, data analytics and corporate recovery. Chris is a 16-year financial advisory services industry veteran and has been providing complex damages analysis, litigation support and consulting services for clients on a wide variety of matters in various industries, including, but not limited to, energy, real estate, healthcare, and manufacturing.  In addition, Chris has experience in fraud investigations (fidelity claims), litigation support/dispute resolution consulting, financial and operational restructurings, and eDiscovery. MA in International Relations and National Security, St. Mary’s University.

  • BBA in Finance and Management, University of Texas
  • Professional Accreditations: CFE
  • Professional Affiliations: ACFE, YPE, Houston RIMS Chapter

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.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:02] Broadcasting Live from RISKWORLD 2022 at the Moscone Center in San Francisco, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in helping workplaces thrive during disruptive times. Now, here’s your host.

Jamie Gassmann: [00:00:22] Hi, everyone. Your host, Jamie Gassmann here with Workplace MVP. And I am coming to you from the RISKWORLD 2022 Expo Hall in R3 Continuum’s booth. And joining me is Lindsey Durosko and Chris Chris von Eljaszewicz from Imperium Consulting Group.

Lindsey Durosko: [00:00:42] That’s right.

Jamie Gassmann: [00:00:43] Welcome to the show, you two.

Chris von Eljaszewicz: [00:00:44] Thanks for having us.

Lindsey Durosko: [00:00:45] Thanks so much. Excited to be here.

Jamie Gassmann: [00:00:47] And did I pronounce both your names accurately? I know I was practicing before we got on audio radio.

Chris von Eljaszewicz: [00:00:53] Right. That is correct.

Jamie Gassmann: [00:00:53] Wonderful. So, tell me a little bit about your company, and a little bit about you, and, you know, why you’re here at the RIMS Show.

Lindsey Durosko: [00:01:01] Yeah, I’ll start. So, claims consulting is really what we do. So, we do builder’s risk claims, contract dispute claims, anything where there’s been a loss or where there was a loss. Maybe a fire, a flood, we come in and help to mitigate that loss, recover any moneys to the policyholder, the insured, and help them recover to where they were pre-loss.

Jamie Gassmann: [00:01:23] OKay. And, no,w I know, Chris, you’re the director.

Chris von Eljaszewicz: [00:01:26] Yes.

Jamie Gassmann: [00:01:26] So, talk to me a little bit about kind of your background and what you do for the organization.

Lindsey Durosko: [00:01:31] Right. So, my background is in finance and management. So, I’ve been doing calculating economic damages for a long time now. And with Imperium, it’s basically the same thing. We calculate the loss, see what happened, and try to get as much value back to the policyholders as possible.

Jamie Gassmann: [00:01:51] Yeah. And so, you guys are an exhibitor here at the conference.

Chris von Eljaszewicz: [00:01:54] Yes.

Lindsey Durosko: [00:01:54] We are.

Jamie Gassmann: [00:01:55] So, you know, I know it’s kind of the first day, and it’s only about like halfway through, like, the first few hours of the show. So, how has it been so far for you in terms of traffic and the conversations that you’ve been having?

Lindsey Durosko: [00:02:09] Yeah, we’ve gotten quite a bit of traffic, which has been nice at our booth. We’re booth 410, to get that out there. Who’s been coming to our booth, Chris? A lot of people who are in risk, risk mitigation-

Chris von Eljaszewicz: [00:02:23] Mitigation, right.

Lindsey Durosko: [00:02:23] … and restoration companies. But we’ve been having great conversations just about how we can help mitigate losses. And everybody kind of has that same mindset here too, like what can we do to make sure we put the risk everywhere else? And that’s what-

Jamie Gassmann: [00:02:40] Yeah, and offset it. So, in terms of like a customer coming to you, and you talk about the mitigation of those losses, that’s from a physical perspective, right? Property laws maybe, some of the liability around that. Talk to me a little bit about what does that customer experience look like. So, if I’m a policyholder with you, and I’m coming to you because something has happened-

Chris von Eljaszewicz: [00:03:00] Something happened.

Jamie Gassmann: [00:03:01] … kind of walk me through the scenario of like what does your services look like, and how do you dive into evaluating that risk that I might have?

Chris von Eljaszewicz: [00:03:13] So, they would call us up, and we would kind of guide them through the process, like you would probably set up a couple of different account numbers just to pull in the costs with everything that’s related to the claim, so it’s easier to separate that from your daily business that you do. And then, they would just start sending us. For instance, if there’s a loss, they would start sending us like invoices and things like that. We would start to categorize those and review the policy to see how those fit in and just kind of put together a claim for them. And I had a conversation earlier with a gentleman, he didn’t know that even existed. But, actually, in the policy, there is a clause, a section there for a claim preparation. And it’s covered. It’s covered by the policy, so cost.

Jamie Gassmann: [00:03:59] Helps them kind of organize it, so they’re kind of maybe seeing everything collectively.

Chris von Eljaszewicz: [00:04:05] Right.

Lindsey Durosko: [00:04:05] Right. And I think, sometimes, it’s hard for the policyholder to translate their issues to the carrier. So, we kind of are the middleman to help them put together all their costs, put together that claim in a way that makes sense to the carrier to get as much money as we can from the carrier to the insured. So, we’re basically like an advocate on behalf of the client, working for them to make sure, you know, we can put everything together that’s possible. Like Chris said, putting together invoices, putting together all that backup documentation that the policyholders just don’t have the resources to do, you know, on a daily basis. And they become quite cumbersome, you know, these RFIs that we get back from the carrier. So, it’s good to have somebody else, an expert, come in and be able to evaluate and put together a strategy in, you know, recovering that claim and bringing you to the pre-loss, you know.

Jamie Gassmann: [00:04:53] Yeah. And I’m imagining if somebody is going through like, let’s say, a fire in their facility, I mean, that’s overwhelming in and of itself. They’ve got their people they’ve got to take care of.

Chris von Eljaszewicz: [00:05:00] All of these.

Jamie Gassmann: [00:05:01] So, having someone like you to be able to help them with-

Chris von Eljaszewicz: [00:05:03] We’ll take that off their heads, yeah.

Jamie Gassmann: [00:05:04] … that’s fantastic.

Chris von Eljaszewicz: [00:05:07] Yeah, yeah.

Lindsey Durosko: [00:05:07] It’s a little bit of peace of mind, too, for the insured. You know, somebody who’s gone through before and knows what they’re doing, especially if they’ve never had a claim or had that experience before because it’s scary, you know.

Lindsey Durosko: [00:05:20] And we take that off a lot, so they can worry about getting their business back together again, and we handle all the back stuff, so we can put the claim together. We also do BI values, business interruption values. So, if you’re in the renewal process or you’re trying to get insurance, like, okay, how much insurance should I buy for my business? And we also evaluate, okay, you know, where are your exposures and things like that, and we look at that too.

Jamie Gassmann: [00:05:45] Yeah, that’s fantastic because I mean, I got to imagine as a business owner, that’s really hard to calculate, right?

Chris von Eljaszewicz: [00:05:50] Yeah.

Jamie Gassmann: [00:05:51] You know, how much should I be purchasing to cover all of my assets and making sure that if something were to happen, I can-

Lindsey Durosko: [00:05:56] Right.

Jamie Gassmann: [00:05:57] Because obviously some of those situations, they’re not planned. They’re, you know-

Lindsey Durosko: [00:06:01] Exactly.

Jamie Gassmann: [00:06:02] You have no idea, and you’ve got now an interruption, and how do you get yourself back on track faster?

Chris von Eljaszewicz: [00:06:07] Exactly.

Jamie Gassmann: [00:06:07] Yeah.

Jamie Gassmann: [00:06:08] Amazing.

Lindsey Durosko: [00:06:08] Yeah. And you can imagine with COVID, all of these business have been interrupted. The world was interrupted. So, that’s been a huge, you know, setback for so many different companies. And we’ve come in and helped a lot of policyholders in that area.

Chris von Eljaszewicz: [00:06:21] And navigate the COVID stuff.

Lindsey Durosko: [00:06:23] Yeah.

Chris von Eljaszewicz: [00:06:23] Because it’s very challenging times.

Jamie Gassmann: [00:06:24] Yeah, absolutely. Well, it’s been awesome chatting with both of you.

Chris von Eljaszewicz: [00:06:28] Thank you.

Jamie Gassmann: [00:06:28] If somebody wanted to get a hold of you that might be listening in, how can they get a hold of you or would you want to direct them to get more information?

Lindsey Durosko: [00:06:36] They should visit us on our website. So, wwww.imperiumcg.com. And I’m Lindsay Durosko-

Chris von Eljaszewicz: [00:06:45] Or come by the booth.

Lindsey Durosko: [00:06:46] Yeah, Chris-

Chris von Eljaszewicz: [00:06:46] Come by the booth.

Lindsey Durosko: [00:06:46] Contact us straight from the website, come by our booth, booth 410.

Chris von Eljaszewicz: [00:06:53] Yeah.

Lindsey Durosko: [00:06:54] Again.

Jamie Gassmann: [00:06:54] Wonderful. Well, it’s been an absolute pleasure to have you both on the show. Thank you so much for joining us.

Chris von Eljaszewicz: [00:06:59] Thank you. Thank you very much.

Lindsey Durosko: [00:07:00] Thank you for having us.

Jamie Gassmann: [00:07:01] Absolutely.

Lindsey Durosko: [00:07:02] Having so much fun here at RISKWORLD.

Jamie Gassmann: [00:07:04] Yeah, blast.

Outro: [00:07:06] Thank you for joining us on Workplace MVP. R3 Continuum is a proud sponsor of this show and is delighted to celebrate most valuable professionals who work diligently to secure safe workplaces where employees can thrive.

 

 

Tagged With: Chris von Eljaszewicz, Claims consulting, Imperium Consulting, Jamie Gassmann, Lindsey Durosko, loss mitigation, R3 Continuum, RISKWORLD 2022, Workplace MVP

Workplace MVP LIVE from SHRM 2022: Mario Pecoraro, Alliance Risk Group

July 12, 2022 by John Ray

Mario Pecoraro
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2022: Mario Pecoraro, Alliance Risk Group
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Mario Pecoraro

Workplace MVP LIVE from SHRM 2022: Mario Pecoraro, Alliance Risk Group

On this episode of Workplace MVP, live from SHRM 2022 in New Orleans, host Jamie Gassmann was joined by Mario Pecoraro, CEO of Alliance Risk Group. Mario described his passion for investigation that led him to start Alliance Risk Group in 2005. He and Jamie discussed the types of investigations his firm conducts, various kinds of fraud they see, implications for companies, and much more.

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

This show was originally broadcast live from the 2022 SHRM Annual Conference held at the New Orleans Convention Center in New Orleans, Louisiana.

Alliance Risk Group

Alliance Risk Group, Inc. (started out as Alliance Worldwide Investigative Group, a company founded in 2005 by CEO Mario Pecoraro. In 2020, the company united its services under one name – Alliance Risk Group, Inc., one logo, and one mission – to reduce risk and inspire confidence! Alliance Risk Group inspires confidence by providing risk mitigation solutions globally.

The services include due-diligence-based background investigations customizable to a variety of industries including banking/finance, technology, energy, gaming/hospitality, transportation, staffing, healthcare, and more. Alliance also performs surveillance and complete SIU investigations for insurance and corporate professionals.

In addition, their litigation support team (formerly known as Avvocato Litigation Support International) offers complete legal support including service of process on a local, state, national and international level. They serve law firms of all sizes, in-house legal departments of major corporations and government agencies that need service of process anywhere.

Their claims adjusting team, (formerly known as Preferred Adjustment Company) provides full-service claims handling and property/casualty adjusting services for insurance carriers, self-insured companies, and attorneys. Alliance Risk Group’s experienced crew of adjusters are strategically located throughout New York and surrounding states. They are available to service claims on a regional and multi-state level.

Company website | LinkedIn | Facebook |Twitter

Mario Pecoraro, CEO, Alliance Risk Group

Mario Pecoraro, CEO, Alliance Risk Group

Mario Pecoraro is an entrepreneur, corporate visionary, author, and founder of Alliance Risk Group Inc.  The company specializes in background screening and insurance fraud investigations. Our legal support team provides service of process on a local, state, national and international level. In addition, Alliance Risk Group provides full-service claims handling and property/casualty adjusting services for insurance carriers, self-insured companies and attorneys.  A member of the Professional Background Screening Association, (PBSA) Alliance employees hold FCRA Advanced Certification.  With more than 25 years of proven experience in due-diligence-based investigative services, Mario Pecoraro has spearheaded the growth of the company in a short period of time to become a leader in the insurance and background investigation fields, property/casualty adjusting and process service industries.

Prior to founding the company in 2005 (previously known as Alliance Worldwide Investigative Group) Mario worked for fifteen years as a private investigator in his parent’s family-owned firm and conducted in excess of 2,500 hours of field investigative work, skip-tracing, asset investigations and locating missing persons, heirs and witnesses. He graduated Cum Laude with a Bachelor of Science degree in Criminal Justice and Italian from the State University of New York at Albany.

Mario serves on the Executive Boards of many industry organizations and community not-for-profit organizations. He recently published a book, available on Amazon.com, that targets large employers, self-insured employers, insurance carriers, third-party administrators and workers’ comp professionals. “The Claim Game: Twenty Best Practices When Managing and Investigating Workers’ Comp Claims” provides readers with Best Practices on how best to reduce overall risk related to fraudulent workers’ compensation claims.

His second book, “Avoiding Costly Hiring Mistakes,” was published in the summer of 2019. It provides all the tips, best practices, and warning signs HR Professionals should look for when making hiring decisions.

Pecoraro conducts accredited webinars and has presented at conferences across the country. He is sought out as an expert on investigative matters and has been featured on local and national media outlets. The company was recently featured on ABC’s investigative news show 20/20 and described as the “gold standard” for those who want to screen out the fakes.” To view the segment, click here. He also interviewed by Brian Sullivan on Fox News Your World with Neil Cavuto discussing why some companies hire investigators when employees play hooky.

He was honored by his peers as an “outstanding business person” for conducting risk management and quality due-diligence based investigative services with integrity and his company was named a “2016 Best Places to Work” by the Albany Business Review.

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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.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

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TRANSCRIPT

Intro: [00:00:02] Broadcasting live from SHRM 2022 at the New Orleans Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in helping workplaces thrive during disruptive times. Now, here’s your host.

Jamie Gassmann: [00:00:20] Hey, everyone. Your host here, Jaime Gassmann, at the R3 Continuum Booth, our show sponsor. And we are coming to you from SHRM 2022 Exhibit Hall. And with me is Mario Pecoraro from Alliance Risk Group. Welcome to the show, Mario.

Mario Pecoraro: [00:00:38] Good morning, Jamie. Thank you for having me.

Jamie Gassmann: [00:00:40] So, let’s start, tell us a little bit about your background and how you became the CEO of Alliance Risk Group and all of your expertise in what you do.

Mario Pecoraro: [00:00:48] Oh, great. So thank you once again for having me. I come to the industry with a pretty unique background and that I grew up in a family-owned business, worked with my dad, who was an old-school gumshoe, old-school private investigator. And, I learned at a pretty young age that I really had a strong passion for catching the bad guys, right, and doing the investigating needed to get the truth out there.

Mario Pecoraro: [00:01:15] So, I developed a strong passion probably at the age of 13, 14, was doing ride alongs with my dad, got to learn the ropes of what an investigator does, what surveillance is, how to screen people for organizations before background screening was a thing. And so, I took that strong passion and decided in 2005 that I wanted to launch my own firm, Alliance Risk Group, which was more focused on a scalable model of helping businesses reduce risk. So, Alliance Risk Group was born back in 2005.

Jamie Gassmann: [00:01:46] Yeah. And looking at risk and doing background checks, you have like, you know, I’m sure you’ve got some crazy interesting stories that H.R. leaders should be taking notice of. Do you have anything off the top of your mind that like is most interesting where you kind of use that as your way to warn why this is so important to look into?

Mario Pecoraro: [00:02:04] Yeah. So there are so many different aspects of background screening that are applicable. So, when it comes to the process itself, there’s a lot of regulations and rules that must be followed. And so, early on in the process, most of the companies doing this try to be as compliant as they could, but they struggle with how do you keep bad people out and reduce your risk. So through the years, a lot of laws have changed and a lot of compliance has taken place. But with that, the bad people have never really stopped, right? So, people are still trying to get into organizations. So, we’ve seen everything from people who falsified credentials, falsified resumes.

Mario Pecoraro: [00:02:41] We were privileged to be on ABC’s 2020 about six, seven years ago and they did a whole story on the extent to which an applicant will go to falsify their background. And the story was all about this guy that we ended up catching that was running a diploma mill out of Ohio. And by day, he was a factory worker. By night, he ran a diploma mill. So, if you wanted to graduate from DeVry University, you let him know. You tell him the year of graduation, he create a nice diploma. And basically, he did this for several people who were struggling. So, we were able to catch this on several people.

Jamie Gassmann: [00:03:16] Wow! That’s why I love doing this show. You always learn something new. I would have never thought that somebody would actually do that. That’s interesting.

Mario Pecoraro: [00:03:22] Yeah, for sure. So, people go to all extents to try to get a job. And so, besides references and diplomas, you also get into credentials, right? So, let’s just say they were at one point they needed to have a credential of, say, a manager or director level in the past job, a lot of employers may not verify a past employment, so they’re going to go out and say that they were a director at – we’ll use the example of IMED, a booth across the street. Well, who’s really going to verify that the person was a director at IMED and, you know, let’s just say that they didn’t even work there. If that’s not verified, that becomes an integrity issue. So, a lot of employees try to falsify things in order to justify the position they’re trying to get.

Jamie Gassmann: [00:04:02] Yeah. And looking at that, so they falsify the record of their resume or their background, what kind of risk does that put the company at in hiring somebody that’s done that?

Mario Pecoraro: [00:04:14] Great question. Yeah. So a lot of companies right now, so the risk that that puts them into is a number of risks. So, first of all, from a negligent hiring perspective, if they bring somebody into the workplace that should not have been brought in, whether it’s because of a violent background or false resume, they face potential of a really significant civil liability, not to mention the brand reputation that goes into that. Right? So, if they make a bad hire and now something bad happens and that hits the press, that has a huge impact on the company’s brand overall and its ability to stay in a positive light in the community.

Jamie Gassmann: [00:04:50] So, it could have a significant effect, not to mention the fact that if someone has a violent history and they’re able to get into an organization, we’ve all seen way too often the number of cases where there’s workplace violence, incidents that happened literally every day, where people go back to a job and they commit a violent act, not realizing that maybe a little bit of due diligence could have prevented that person from being brought on.

Jamie Gassmann: [00:05:12] Yeah. And now you are speaking at SHRM this year.

Mario Pecoraro: [00:05:15] I am.

Mario Pecoraro: [00:05:15] So, talk to me about what are you speaking on?

Mario Pecoraro: [00:05:18] So, having been in the industry my entire professional career, I’m very passionate about ensuring that best practices are followed and open in H.R. and talent acquisition leaders’ eyes as to not to take shortcuts in order to bring talent into the organization.

Mario Pecoraro: [00:05:36] So, today’s topic is actually one around the Fair Credit Reporting Act, often termed as FCRA, and some lawsuits that have happened in our industry where failure to follow due process, the proper best practices have resulted in millions of dollars in lawsuits and payouts as well as EEOC violations where there’s been discrimination. There’s also a big issue here with discrimination against people with criminal records that haven’t been given the opportunity for proper due process.

Jamie Gassmann: [00:06:05] Yeah. So if there were like three takeaways you want your audience to have when they walk out of the room after your presentation, what would those be?

Mario Pecoraro: [00:06:12] So, the first takeaway is, you know,there’s no shortcut to due process and due diligence. A lot of times, you know, with technology, people think, “Oh, with A.I. we can get into the background checks and get results quickly.” That’s partially true. But if you don’t do a thorough enough job, you could open the risk of potentially getting sued.

Mario Pecoraro: [00:06:33] The second piece takeaway that I’d like to ensure people walk away with is just reviewing their process, right? If the process has not been reviewed in a while, just make sure that they’re following the latest best practices to reduce risk. And the third is that it’s very easy to get sued today. So, be aware of what can happen to keep yourself out of that potential lawsuit.

Jamie Gassmann: [00:06:53] Yeah. Great advice for right now especially with some employers getting a little desperate for staffing.

Mario Pecoraro: [00:06:59] Very, very challenging these days for sure.

Jamie Gassmann: [00:07:01] Yeah. Wonderful. Well, thank you so much for for being on our show. If somebody wanted to get a hold of you to learn a little bit more or kind of, you know, ask some more questions about things they could be doing differently in their organization, how would they go about doing that?

Mario Pecoraro: [00:07:12] So, they could reach me. I’m on LinkedIn, Mario Pecoraro. You can email me, mpecoraro, that’s P-E-C-O-R-A-R-O, @allianceriskgroup. You can also reach me on Twitter, @marioawig. And, of course, if you Google me, you’ll find me as well, probably in a positive light, not negative one.

Jamie Gassmann: [00:07:33] Wonderful. Thanks again for being on the show. It’s been great chatting with you.

Mario Pecoraro: [00:07:36] Thanks for having me.

Outro: [00:07:41] Thank you for joining us on Workplace MVP. R3 Continuum is a proud sponsor of this show and is delighted to celebrate most valuable professionals who work diligently to secure safe workplaces where employees can thrive.

 

 

Tagged With: Alliance Risk Group, background check, investigation, Mario Pecoraro, R3 Continuum, SHRM 2022, Workplace MVP

Spark Stories Episode 15

July 8, 2022 by Jacob Lapera

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Spark Stories
Spark Stories Episode 15
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Marisa JonesMarisa Jones, is a teacher, community builder and Mindset Coach. After leading a successful career as an architect and strategic advisor leading global multimillion dollar technology projects, she published her memoir “The Lotus Tattoo: One Woman’s Grit from Bully to Redemption” in 2019 and now focuses on helping women balance mental health challenges with career success.

Marisa’s signature program is for those seeking to find their purpose and authenticity in life. A 6-month intensive bootcamp, “Mindset Warrior: The Art of Intentional Thinking” focuses on healing the long-term effects of trauma and the behaviors, patterns, and decisions we make stemming from our childhood imprint.

This transcript is machine transcribed by Sonix

TRANSCRIPT

Dr. Clarissa J. Sparks: Welcome to spark stories like business radio brought to you by the Atlanta Business Radio Network. Every week, entrepreneurs and experts share the stories behind the brand who they are, what they do, and why their brands matter. I’m your host, Clarissa de Sparks. In our own series, we dive into the everyday operations of inspiring small business owners in our community. You can listen live on Saturdays at 10 a.m. or the rebroadcast at WW dot Business RadioX dot com. Today we’re going to talk about what brands need to know about mental health. Please allow me to introduce you to one of our amazing community leaders who owns it, Marissa Jones. Marissa is a teacher, community builder and mindset coach. After leading a successful career as an architect and strategic advisor, leading global multimillion dollar technology projects, she published her memoir, The Lotus Tattoo One Woman’s Grit From Bully to Redemption and 2019 and Now focuses on helping women balance mental health challenges with career success. Marissa signature program is for those seeking to find their purpose and authentic authenticity in life. She offers a six month intensive boot camp mindset warrior, The Art of Intentional Thinking, which focuses on healing, the long term effects of trauma and the behaviors, patterns and decisions we make stemming from our childhood imprint. Marissa is taking the step to launch your company, your brave in the world of entrepreneurship. I have three questions. Please tell our listeners who you are, what you do, and why your brand matters. So please introduce yourself.

Marisa Jones: Hi, Clarissa. Thank you so much for having me on the show. I’m so excited. So I am Rhys-jones and I am a mindset coach. I’m an author and I’m a community builder where I love to build communities around mental health and just having discussions around the topic of mental health, depression, suicidal ideation, PTSD, any, any individual who’s gone through or whether it’s high school kids, because I used to be a bully myself when I was a child, whether it’s veterans, because the impacts of trauma are the same no matter who you are, right? If you’ve experienced trauma, the impacts might be more extreme in one individual or another, but most of the impacts are the same. And it’s the depression, it’s the mental illness, it’s the the PTSD and suicidal ideations and so forth. And so I help women. I focus on women because I have a professional corporate background, 30 years in corporate I.T. and I love to focus on women because I found that in my career and my industry, there were very few women that I had as mentors, and there was very few women that I could look up to. And the higher I got up in the corporate ladder, the harder it was for me to find someone that was like minded that I can go to for support. And especially when I was going through my own mental health issues during my career, I didn’t feel like I had anyone to reach out to. So that’s who I am and my brand matters because mental health is really, really important to me. And I want to make sure that my branding comes across as very caring.

Dr. Clarissa J. Sparks: Right.

Marisa Jones: And someone who brings people together to have discussions around the importance of talking about mental health.

Dr. Clarissa J. Sparks: Yeah, mental health is a big topic and focus in conversation nationally and at the local level. What advice would you share with women who are just starting out on the journey of entrepreneurship or even are in the early stages? How does mental health impact? Building a brand.

Marisa Jones: Well, you have to be strong. You have to have a strong mental health support system. And so that includes so when you’re building a brand and you’re building a business, you’re working 24 seven, you’re trying to figure out who you are, what your values are, mission is who you’re trying to help. And there’s so many aspects to it. On top of not only deciding what services you need to provide, but how you’re going to show yourself to the world, right? So that you can attract people to you. And, and then you have to learn marketing on top of that. So all of that is really, really stressful. And so trying to trying to maintain good mental health is really important while you’re trying to build your business. If you don’t have that, the self doubt kicks in the the talking of telling yourself that you’re never going to make it. Telling yourself there’s thousands of coaches out there. What makes me so special? Why would someone want to hire me? And so you don’t have to be always on top of your game, right? There’s days that I get depressed. There’s days that life hits me hard. And and I just. I don’t want to do anything. I’m not motivated or I’m sulking or, you know, outside triggers impact me. But I have the resources to go to that I’ve created for myself, whether they’re journaling, whether it’s journaling, meditation, going for a walk or reaching out to my therapist or a friend or, you know, just knowing that you have resources and having a good support system around you is really, really important when you’re trying to build a business and a brand.

Dr. Clarissa J. Sparks: Now, you just mentioned something that I think still has a stigma in the particularly the African American community. Seeking out therapy, seeing a therapist. What point in your life did you say, I need professional help?

Marisa Jones: So I’ve been to a therapist a couple of times in the past. One time, the first time I had gone to a therapist, it was I was having some infertility issues. And and I, you know, I had lost some pregnancies. And I was and I got really depressed. And I went to a therapist and I never thought I would go to a therapist because we didn’t talk about going to therapy. And it was like, you got to be really crazy to go through a therapist. I had an aunt growing up who she was, you know, she had depression and she was always in and out of what they call the sanatorium in New York because of her depression. So I didn’t want to be labeled, but then I didn’t really think it helped me at the time. So then the second time was when I was going through a divorce. And again, I didn’t feel like the therapist really understood me at the time. But then. I found out, you know, just during the pandemic, I was going through some workplace bullying. Ironically, because I was publishing my memoir about being a bully, but I was being harassed and discriminated at at my work environment. And I fell into a depression. I hadn’t had depression in about ten years. And so I fell into a depression. I started getting suicidal ideation began. And I realized because I had spent the past traumas, I knew I needed to jump on it. I knew I needed to get a head start so that it didn’t catch up to me like it did.

Dr. Clarissa J. Sparks: The lazy.

Marisa Jones: Therapist. So we have to really we have to trust someone to be able to do that, to go through the process. But I would have to say the biggest thing is you have to be honest, because if you’re not honest with your therapist, you’re not going to get the help that you that you need.

Dr. Clarissa J. Sparks: Okay. Now, in your case, you are a life coach. So can you tell us the difference between a life coach and a therapist?

Marisa Jones: So I actually call myself a mindset coach. So life coach is very different because a life coach will help someone. A life coach will help someone kind of make decisions about what they want to do with their life. Right. And it’s more of a they’re not they’re guiding someone through questions to help them make their own decisions to move forward. A therapist is someone who focuses on one issue. So if you go to a therapist like I went to a therapist for my infertility issues. So the whole time I was going to my therapist, it was to talk about my infertility issues and the depression I had around that. When I was going through a divorce, I was focused strictly on the divorce. So they’re usually there to solve one problem. A mindset coach is something that I developed my own program for Mindset Coach. So when I looked at certifications for coaching, there was nothing that fit my style of what I was teaching. And so what I do is I literally help women go through and pretty much dissect their entire life and and I help them define their life story, timeline and every single life impact that’s impacted them to this day. So usually I pick the top ten and then we dissect it further and we go to the next level and we say, okay, well, what, what patterns and behaviors do you carry today because of this impact, you know, when you were younger? And then I continue doing that.

Marisa Jones: And what I do is I dissect it where I identify expectations they have from those imprints, values they have discovered through those imprints. And once I help them uncover that who they are, they start to have this awareness of what what makes them tick, what makes them move, why they make decisions the way they do. And so from a mindset perspective, everything is about awareness of who you are, right? So every decision I make, every move I make, everything that I do, all my emotions, all my my thinking is because of what’s been imprinted on me when I was a child. And so all I’m doing is uncovering that because you don’t realize why you do things sometimes. And so I might make decisions that don’t serve me because I don’t really know what the hidden expectations or values are underneath it. But when I really what I really do is I bring awareness to somebody’s full being so that they can start moving forward based on who they really are authentically and how they move through the world. So I try to just change their perspective from who they are and how they interact with the world.

Dr. Clarissa J. Sparks: So it is a visual thinking.

Marisa Jones: It’s very intentional thinking because I have them think very mindfully everything that they do. And it’s so funny because my clients tell me all the time, I never used the word intentional thinking, but they start telling me usually by month two or three, they start telling me I was very intentional in how I was doing this. But these are their own words. I was very you would have been proud of me. I spent quality time. I was very mindful. I was spending time with my kids. I didn’t have my phone with me. I wasn’t multitasking. I was enjoying the moment. It was very intentional, right? So that’s what their behaviors are changing because they’re literally interacting with the world and the people around them very differently just by changing their mindset because of that awareness. Okay.

Dr. Clarissa J. Sparks: So when starting your business or writing your book. What has been the greatest learning from all from those two major accomplishments?

Marisa Jones: Oh, boy. Good question. I would say for my book, the biggest thing I learned was I was already healed when I wrote my book. So it wasn’t like a cathartic thing that a lot of people go through. What I did learn was how much my life paralleled my mom’s life. So there were so many things that I realized when I was writing my story. My mom and I are very, very different people and I love my mom. But she’s a Sicilian immigrant. She’s shorter than me, right? She’s from Italy, from Sicily, you know, speaks broken English, very, very eighth grade education, very different. And yet we lived parallel lives when I think about her journey from moving to America and what happened, and then she was in an abusive marriage and her whole journey, it was it was really surprising that I really followed her journey very similarly, even though I lived a completely different life. So that was an eye opener to me for my book. The second thing was how many people came to me and started telling me their deepest, darkest skeletons in their closet. I did not expect the box. Open up the box. And that’s actually what led me to start my business, because I wasn’t thinking of starting a business when I was publishing my book.

Dr. Clarissa J. Sparks: So the book business came after the book.

Marisa Jones: Yeah. So I published my book and as I was going through the process of publishing my book, I started having now I knew I was going to work with domestic violence centers and trauma centers for mental health. So I talk about branding. I hired professional branding companies to help me come up with my logo, the colors, everything about it. You know, you see the logo on the on where it says everyday being and the first it’s because I’m always doing this like I just loved it. I’m always like, Yeah, let’s do it. Like that’s just who I am. So it was really important that I that the colors were important. My editing, I went through a total of three paid editors for my book Buy whole process for my book cost me $12,000. It was, it was. It wasn’t. I wanted it to be professional because I knew who I wanted to serve with my book. So I donate my book often to like domestic violence shelters for like fundraisers, organizations that that help women survivors and stuff like that. So I knew I wanted it to be professional in that aspect. But, you know, when I started to publish my book, something completely different came out of it. And that was that all my colleagues, all of my girlfriends who are doctors and lawyers and professional career women and even men started coming to me and telling me their stories because, you know, my life has been very colorful.

Marisa Jones: Like, you know, I did a lot of drugs and I went to infertility and I’ve been through two divorces and, you know, I was abused and I was a bully. I mean, the list goes on and on and on. Right? But the whole time I hid it and I was very professional and I had a career, a very successful career in technology because that was the survivor in me trying to make something happen. And so people resonated with different parts of my book. And I had male colleagues telling me, you know, I’m in AA. No one here knows about it. Right? I had women telling me that they had several miscarriages and they’re depressed. And I’ve had other like all these stories start coming out and I thought, wow, this is really powerful. And I found myself just coaching them like just, you know, just talking to them. And I was always a corporate mentor, but I started getting more personal in how I was responding and telling, you know, they were asking me for advice and that’s what led me to start my business. And I decided I need to put together a coaching program. I need to help others experience healing because there’s a lot of hurt people out there.

Dr. Clarissa J. Sparks: There’s a lot of listeners out there who are often in transition and they think about the pivot. So it’s interesting how you pivot it from that corporate space into the entrepreneur space. Now, are you doing are you still doing the best, the best of both worlds, or have you made a full leap into entrepreneurship?

Marisa Jones: So it’s a little bit of both. So right now, so I did I’ve taken time off. So when COVID hit, I left a toxic work environment and then I took a year off and I focused on my business. And then I picked up a. Another so so I can do it pretty much any time. So I picked up a project last year that I worked on for about eight months. Then I took a couple of months off. I just picked up another I.T. project, so I get to do it at my leisure. I wouldn’t say leisure, but I get to do it when I when I need to to bring in extra income until, you know, because my business is new. I only started in October of 2019. I published my memoir and then COVID hit. So I had all these speaking engagements online. I was going to do live workshops and talk about I had talks about mental health, I had talked about being a bully and then COVID hit. So I did have to pivot and I thought, What am I going to do now? And so I thought about, you know, in it my skill sets were teaching workshops and, you know, speaking at conferences. And I thought, well, I’m just going to go online. I didn’t want to stop, you know, I, I thought about stopping, but then it started dragging on and I thought, I can’t sit around, I have to do something. And so that’s when I went online.

Dr. Clarissa J. Sparks: I think that’s so important to know that you have to keep moving. You have to. It’s even when you’re in transition, still doing something to focus because, you know, if you stop, it’s hard to restart.

Marisa Jones: Yes. It’s like going to the gym, right. You stopped going for a week and then you never go again.

Dr. Clarissa J. Sparks: And then you never go again. So you have to use those self motivating to keep you going, to keep that spark, to keep you ignited and going, going after your passion because everyone has a story to tell. And if you’re willing and vulnerable enough to share your story, it’s amazing how many lives you can impact. Like you said, you have people coming to you and sharing their darkest secrets, and that’s just a part of the reward that you get for following your purpose.

Marisa Jones: It definitely feels like it’s my purpose.

Dr. Clarissa J. Sparks: Yeah. And, you know, and having, you know, we learn from our past experiences and that’s what shapes us and creates us and who we are and who we’re becoming and giving ourselves that permission. And I know sometimes it’s entrepreneurs. We don’t give ourselves that permission. So what advice would you give someone who’s just starting out or who has an idea and possibly they’ve already stopped?

Marisa Jones: I keep going, I’ll tell you. So there are days that I’ve had where it was really difficult because I had outside impacts, personal stuff that was going on that didn’t I didn’t want to I wasn’t motivated. Right. And it’s like, I don’t want to go, I don’t want to do this. But I always say to myself, Just do 5 minutes. Just do 5 minutes. Because once you it might take 3 hours to get to the 5 minutes. But if you can get to that 5 minutes before the day is over, that 5 minutes will turn into an hour or maybe 2 hours and you’ll have gotten something done. Yes. And so for me, that’s my challenge all the time. If I don’t feel up to it, I say just get 5 minutes. But I would say the second most important thing is you don’t have to know everything in.

Dr. Clarissa J. Sparks: What you’re doing. That’s good advice.

Marisa Jones: You just you just have to be one step ahead of the person who needs your help. That’s all right. You just have to be one step ahead of the person who’s looking for your help.

Dr. Clarissa J. Sparks: When they’re looking for that help, what what challenges have surprised you the most in your in these last since 2019?

Marisa Jones: Oh, boy. It seems like it’s longer. I would say the challenge is the marketing. I’m just I do not like marketing. So I count on people who really know branding and marketing and all of that. The biggest challenge is doing things that I don’t want to do, you know, as part of the business, like, you know, doing, doing the minutia, stuff like doing the administrative stuff because I just want to do what I love. I love coaching, I love coaching, I love being with clients, you know, the business stuff. I just want to take my brain and dump it and give it to somebody else. I’ve had to hire people, you know, to help out, even when I couldn’t afford it because I didn’t have the time. So I hire people and in spurts, you know, I hire coaches, I hire Vas. You know, I don’t keep them on staff all the time. You know, that’s one thing that people think that they have to do. They have to have a full team around them all the time. You just hire people when you need them, right? And that’s it. Because there’s always somebody out there. And just think about you’re helping somebody who’s trying to run their business that may need your help. Right? If you call a VA and say, I need you for three weeks, maybe they’ve been begging for somebody, maybe they’ve been praying for you or for a new client. You just never know is going to help them, right? So we’re all just helping each other out, right? It’s just energy flow. And so, you know, it’s really important when when you come across those challenges to think about what really you can let go of and get some people to help you out.

Dr. Clarissa J. Sparks: That’s really good. Marisa How I’m all about community and main community focus. How can my community help support your community?

Marisa Jones: Oh, boy, that’s a great question. You know, just just sharing sharing the discussions on mental health. Talking about mental health, you know, just this, you know, I just started a podcast, Women SEO and Reflection. So you’re women entrepreneurs. There’s a lot of great women such as yourself who who are guests and talking about their their journeys with personal growth and mental health. So I think, you know, sharing that it’s hearing other women, I think is really important, hearing other women’s stories and hearing other women, you know, what their challenge is and running businesses and and just just the challenges of life. Right. And so anything that you can do to share what I’m doing would be really helpful. I love I love building communities. As you can see, it’s in my I definitely put that in there. I love connecting people. I love, you know, introducing people who can help each other out because it’s a big world. And we say it’s a small world, but it’s a big world, so let’s help connect each other.

Dr. Clarissa J. Sparks: So that leads into the last question. How can we learn more about you and your journey?

Marisa Jones: All right. So I have a website and it’s called My Every Day Being Bianca, my everyday being dot com, every day being. It’s about getting up every day and defining who you want to be and every day you get to choose. So my website is all about just resources. There’s blogs, there’s recipes, healthy recipes, because what you eat healthy mind equals healthy food equals healthy mind. So my everyday being dot com on LinkedIn under Marissa Jones and I have a Facebook as well every day my every day being so find me and yeah and look for my podcast women CEO and Reflection which launches in two weeks.

Dr. Clarissa J. Sparks: All right. Sounds good. Well, thank you for sharing who you are, what you do, and why your brand matters. Here on Spark Stories, we celebrate business owners today and every day. So listeners, please remember to support your local businesses and express your support by liking their social media platforms. So I want everyone to create a great day. Thank you.

Marisa Jones: Thank you. Thanks, Clarissa.

Dr. Clarissa J. Sparks: Thanks.

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: Marisa Jones

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