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Search Results for: marketing matters

Mark Mele With Paris Baguette

October 6, 2021 by Jacob Lapera

ParisBaguette
Franchise Marketing Radio
Mark Mele With Paris Baguette
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Brought To You By SeoSamba . . . Comprehensive, High Performing Marketing Solutions For Mature And Emerging Franchise Brands . . . To Supercharge Your Franchise Marketing, Go To seosamba.com.

Mark Mele has achieved the Certified Franchise Executive (CFE) designation from the Institute of Certified Franchise Executives (ICFE) through the International Franchise Association.

An accomplished corporate franchise sales and development strategist, his vision and expertise in business performance have driven notable franchise brands such as Century 21 Real Estate Corporation, Country Inns & Suites by Carlson, Retro Fitness, Kumon North America, and Huntington Learning Centers.

Mele has achieved exciting company turnarounds and is recognized for his success in growing franchise brands. His strategic approach to expanding a franchise brand is reflected in his work as Vice President of Franchise Development of Kumon North America, Inc., where his leadership resulted in the opening of over 500 new franchised Kumon learning centers in 4 years.

In addition to Mark Mele’s exceptional track record in franchise development, he is also known for his ability to create and implement positive change in the areas of franchise operations and franchisee support. His franchise achievements have been featured in Entrepreneur Magazine, Inc. Magazine, as well as other business media.

Mele is a member of the International Franchise Association (IFA) and is actively involved in an advisory capacity with start-up franchise companies.

Connect with Mark on LinkedIn and follow Paris Baguette on Facebook and Twitter.

What You’ll Learn In This Episode

  • Leadership experience building and guiding franchise brands

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:07] Welcome to Franchise Marketing Radio, brought to you by SEO Samba Comprehensive, high performing marketing solutions for mature and emerging franchise brands to supercharge your franchise marketing. Go to SEOSamba.com that’s SEOsamba.com.

Lee Kantor: [00:00:32] Lee Kantor here, another episode of Franchise Marketing Radio, and this is going to be a good one today on the show, we have Mark Mealie with Paris Baguette. Welcome, Mark.

Mark Mele: [00:00:42] Hi Lee, how are you?

Lee Kantor: [00:00:43] I am doing great. I’m excited to catch up with you and learn a little bit about what’s been going on lately with Paris Baguette. For the folks who don’t know, just give them kind of the elevator pitch.

Mark Mele: [00:00:55] Sure. So Paris Baguette is a French inspired bakery. Bakery cafe, we’ve been baking and going back to our roots in baking since 1945. So 70 plus years of baking has given us the know how to manufacture the dough that goes into each and every one of our pastries, our pastries. And the menu includes fresh bread, daily cakes, slices of cake pastry. There’s Chris Sants. Obviously baguettes, so sandwiches I mean a full menu that is really fresh and delicious, made every day, day in and day out. So Boston products and this is the bakery like you have in your head, like when you were a kid, you had a bakery in your neighborhood. This is this is the same kind of bakery. We’re doing things fresh every day there.

Lee Kantor: [00:02:01] Now, talk about kind of your journey in the is kind of how you’ve evolved in the franchising industry, you’ve worked for a number of brands. I believe this is your first food, but you’ve worked with a number of brands in different industries. Talk about how that’s kind of helped you navigate the waters and helping Paris Baguette grow.

Mark Mele: [00:02:24] Wonderful. Absolutely. So leave for me, it’s this is all franchising. This is basic blocking and tackling, right? This is I’ve been in franchise development for thirty five plus years. I go back a while, as you said, several different sectors. A handful of brands over that time span. And for a brick and mortar concept like this, it’s Paris Baguette. That is, it’s really about starting off with the quality franchisees that you bring in. So you’ve got to have quality franchised sales, you’ve got to have quality real estate because they’ve got to have the perfect location and quality design and construction. And then of course, we development will take it from prospective franchisee to ribbon-cutting. That’s that’s the department that I’m in charge of at Paris Baguette. So we’ve got a lot of people on hand to make sure that that franchisee is going to be successful from the day that we say hello to them and approve them as a prospective franchisee to be a new franchisee all the way to the ribbon cutting and then we transition them over to the operations team. So yeah, for me, it’s it’s having a great brand. Being a part of a great brand is is the most important thing to me in my career. If I can speak about my career, and that’s really why I think I chose Paris Spaghetti and why Paris forget chose me. You’ve got to. You’ve got a great brand that wants to expand in the U.S. and I was certainly up for the challenge. And you know, with it’s a global brand with nearly four thousand units and what an exciting time and what an exciting opportunity to be able to to expand this. In the U.S. past a thousand up to a thousand plus more units. It’s very, very exciting.

Lee Kantor: [00:04:31] Now, when you’re looking at a brand to get involved with, you mentioned the operations, you mentioned real estate, you mentioned kind of the selling. Are there a certain kind of red flags for you or green lights for you when you’re kind of analyzing a brand to see what’s the right fit? Because I would imagine in your experience you’ve seen a lot of things that maybe looked OK in some areas, but maybe had some warning signs and then other things maybe look too good to be true. Can you help the person who’s because I think a potential franchisee is almost in your situation? When you chose to work with Paris Baguette, you were vetting it also from probably a lot of the same places. They’re vetting it because you had to believe in the brand and you had to believe that this is something that you can proudly, you know, sell to others.

Mark Mele: [00:05:25] You’ve hit it right on the head. You’re exactly you’re spot on. That’s that’s exactly. And we want prospective franchisees to do just that. Complete your due diligence. Look at the brand, speak to our existing franchisees. What? What does the brand? What’s the perception of the brand globally? What’s the perception of the brand locally here in the states, in each city? Who are the franchisees? Are they profitable? Those types of questions need to be asked. And what does your franchise disclosure document look like? Do you have lawsuits? Do you have this? Yeah, I I spent a lot of time doing due diligence on the brand, and everything came up and very, very positive. And I and I love that because. At the end of the day, you have to be able to have the confidence in the brand and hopefully you can hear it in my voice. I am in a in a year’s time now with the brand very, very optimistic and excited as I was from the first day I joined the company. Even more so because I’m seeing the incredible response that the audience, the prospective franchisees are having for this brand.

Mark Mele: [00:06:38] So we’re we’ve got a huge push on to open a thousand units in 10 years or less. And look, I’ve been in the business for a long time. As I’ve mentioned in you here, you hear this all the time. One brand will say, Yeah, we want to get to four hundred units in X number of years or six hundred units. And it sounds good and it looks good. It’s a nice soundbite, but it’s a heavy lift and you need to put you need to have number one, the brand that is well liked, well perceived. And I think we have that and we have that global presence and I think we can drive the sales and I think we can find the best locations. And I think this, I think it’s going to be explosive and we’re starting to see it already. We’ve executed already year to date almost a hundred franchise agreements, 90 through the third quarter, 90 agreements and very, very proud of that. We’ve got a good, good sales team, good real estate team and a good construction team too. So a lot of a lot of good energy this year.

Lee Kantor: [00:07:42] Now, from a potential franchise standpoint, explain to them why it’s an advantage that Paris Baguette has such a strong global brand already and how that’s going to help them as it expands in the United States.

Mark Mele: [00:07:57] Well, a couple of things. Number one, global presence is in the success of that. Global presence is very, very important from a name recognition standpoint, but also from an operating standpoint when you look at the way that we’ve been able to refine the operations, the brand been around since nineteen eighty eight Paris Baguette. We own and operate other brands as well, some that we’ve created overseas and some that we just bought into where we’re master franchisees of other brands globally too. But Paris Baguette since nineteen eighty eight, has had an opportunity to refine the operational model for doing business here in the States. We started to franchise the brand in two thousand fifteen twenty fifteen, so. But we’ve been operating here corporately since 2005. That gave us a 10 year start to have 40 operating corporate units to be able to say, OK, you know, over the last 10 years, we’ve been able to figure it out and we’ve taken what they’ve operated overseas now since 1988 and refined that model and made it work here in the U.S. and that’s what prospective franchisees want to hear. You guys know how to run the business and we continue to operate. Lee, we continue to operate corporate units here and we will always operate corporate units. I love when franchise stores have units, whether it’s five units, two units or in our case, we still operate over twenty five units.

Mark Mele: [00:09:35] It’s just it gives us that knowledge base and I’ll tell you what else it gives us. It gives us a an operational bench, if you will, for of of human capital, right? When we have strong general managers and district managers, they can be moved up and moved over. They can help franchisees. They could be on the franchise ops team. They can be, you know, it’s just we recruit from internally as well when you have those kind of numbers. So I would think perspective and I know prospective franchisees are especially excited when they hear that, that we still own and operate a number of the units ourselves corporately. So that’s that’s what you want to look for, that operational excellence, that that makes that brand a reality. It’s one thing to have a wonderful break every day inside the cafe, which we do. Our products are just amazing. The cakes are just phenomenal. The pastries are amazing like you’ve never tasted before, but it’s it’s another thing to say wow. Operationally, they they believe in. They know how to operate and they believe what they do. Every day matters. So prospects see that they love it.

Lee Kantor: [00:10:50] Now, how have you seen an evolution of the franchisee have? Is the is the person that’s a franchisee today the same as it was when you started in franchising?

Mark Mele: [00:11:01] Oh, wow, I got to think back now. You know, I think in many respects, there’s still the state they come from the same. They have that bloodline, so to speak. They have that entrepreneurial spirit, right? They they want to do for themselves. They figure why I’m I’m working, whether it’s corporate America working for another company, I can go out and spend that much time if I find the right brand that I’m passionate about, that proven track to run on where you have a franchise system and I can plug myself into that system. But what I work every day and how I work it and how long I work at the success is mind, you know, and there’s there’s something about that. So from that aspect, I would say that has stayed the same. What’s changed is back from when I started in nineteen eighty five in my career to today is there’s many more opportunities, right? You have probably four thousand franchise brands spanning across dozens of different sectors and industries and all different investment levels. You know, in nineteen eighty five, yeah, there were still there were plenty of franchise brands, but not like you see today, it’s it’s pretty amazing. And I think it makes it easier for a prospective franchisee to determine their path. They will look at the brand, the strength of the brand and say, Hey, that brand has been around for, you know, since the eighties or for the nineties. And let’s look at how successful they are, whether it’s success here in the U.S. or abroad or globally, wherever and or are they a startup? Are they brand new? Do they have 10 units? Do I want to be affiliated with the brand that has a smaller number? Maybe that’s a good opportunity for you. I don’t know, but there’s so much to choose from today. And again, you can compare yourself and your skill set to that company and something that you’re passionate about and I think be successful. So the entrepreneurial spirit, I think, is still alive and well there now.

Lee Kantor: [00:13:10] Are you finding that folks involved in franchising as it matures, as an industry are becoming kind of professional franchisees where they’re putting together a portfolio of complementary franchises that have maybe a similar customer base? So that gives them some economies of scale in their marketing, maybe. And that they can, you know, share the that client with multiple franchises that they own.

Mark Mele: [00:13:36] Yeah, you see that all the time, especially, I would say, you know, in the restaurant sector, if you look at some of the trade publications that come out every now and then, with franchisees that have gotten themselves to the point where it’s no longer, you know, a multi-unit franchisee is no longer three or four or five units, some of these multi units are spanning a dozen or more brands, and they own hundreds and hundreds of units. They built themselves up and they have that nucleus set up for for doing the operation. And yeah, they’re so successful today. You know, they do it again and again and again, and they have figured it out. And I think when they plug themselves into a system and utilize that system, you’re right. They can go into other brands, other sector brands that that they can they complement each other. So 100 percent correct. We see that all the time in the franchise industry. You’re spot on

Lee Kantor: [00:14:37] Now. Are you finding for you that franchisee? Is that person or is it still kind of like you said, that executive that wants to go out on their own and, you know, kind of carve their own path?

Mark Mele: [00:14:50] We’re seeing both and fortunately, we’re seeing both. I like I like the we like to have the business background we like if they have the restaurant operations background, we like if they’re existing franchisees in the non competing brand, but still within the restaurant sector, the restaurant industry, we’ve signed franchisees this year that own and operate other fast casual brands, other breakfast food brands, casual theme restaurants we signed. Folks that have their parents had restaurants in the past or and they operate a successful business to outside of the restaurant industry. But but they have that background and they know how to operate businesses successfully. It might be a little bit more difficult for someone, even if they were just in corporate America, saying, Yeah, I want to get out and I think I know enough about accounting that I’ll go in and look for a franchise, something that interests me. We want the business background. So we we kind of want to take the guesswork out of it for ourselves. But but also. Give the franchise a chance to be successful to knowing that they they they have whatever it takes to be successful in their background too. So. So we’ve been fortunate to to look for both and we’ve found both.

Lee Kantor: [00:16:14] Now you said you’re shooting for a thousand in 10 years. Are there areas of the country right now that you’re kind of aiming at or is it the whole country? You know, how do you attack this as a whole or do you detect it in regions?

Mark Mele: [00:16:29] I prefer, you know, if I were starting from scratch, you know, you know, ideally you’d work up and down a handful of states and do concentric development and plant a few seeds here and there by opening up corporate units. But I think what what has been put in front of me when I came aboard, you know, we existed on both the East Coast and the West Coast. We had several units on both coasts that had been there for a very long time. We had some units in in a unit in Texas, units in Atlanta, Philadelphia units in Phenix area. So so we had a few sprinkled in. But the heaviest concentration was on North San Francisco, North California, Northern California with San Francisco and then, of course, Southern California, Los Angeles and then in New York, DMA as well. So right now and in Chicago, two is big for us. We’ve got a number of units there operating for to be exact and seven more coming. But we are absolutely interested in the top 20, 30, 40 cities in the U.S. and, you know, taking what we’ve done and already expanding across the country. We will just make sure that we won’t let one unit set out there by itself, and we have the opportunity to go in corporately and invest in a marketplace. So if we ahead of executing a franchise agreement, say, for example, in Nashville, Tennessee, I’ll be there first. I’ll be in Phenix. First, I’ll be in. For example, we just signed a lease in Winter Park in the Orlando market, so so we have that opportunity. So the short answer is, yeah, we’re expanding across the country and we’re taking a freight train approach a little bit at a time. But you know, being right for the right reasons, a lot of activity happening right now to get to that 1000 units.

Lee Kantor: [00:18:37] Now did the pandemic kind of cause you to adjust maybe the size of unit? Are there now, kind of different options that maybe didn’t exist pre-pandemic regarding size?

Mark Mele: [00:18:51] Not necessarily regarding size. You know, the brand itself when you walk into a Paris baguette, being a bakery, a lot of the menu. Well, the whole menu being the baked goods are all in front of you. They’re out. And as you walk around, you’re you’re you’re walking into the cafe. And whether you’re going to dine in or or place it to go or you’re basically picking up what you want, placing it on a tray. A paper lined tray walking up to the front with all your baked fresh baked goods, and if you’re leaving, they’ll kindly wrap it up for you and put everything in a bag and you’re leaving. And get your beverage and your and you’re out of there. It’s not like you’re walking up to a menu board and ordering a number five or number three to go. You’re experiencing the sights of all this fresh baked goods. You’re smelling it. You’re you just sense. Wow, this is going to be extra special. You’re looking at the refrigerated cases with the cakes and other fresh pastries that are refrigerated and keeping them nice and cool so you can buy a cake and take it home and surprise the family. But that’s that’s what makes it special and during COVID. The one thing we had to do, it’s just because who knew during that time? I remember when it was, Hey, wash your hands, wash your hands.

Mark Mele: [00:20:15] This is how it’s spreading turned into. No, you put a face mask on. That’s how it’s spreading, right? So we were wrapping and we still, to some extent, certain products. Everything has to cool down first. And then we were putting it into plastic into nice, you know, see through clear plastic. So you know, you go in and grab it and put it on your tray, but it’s wrapped. And I think that made everyone feel more comfortable. To an extent it still does today as well. But a lot of our product now is behind the glass cases. You’d open up the case, whether it’s self-serve or we’re handing it to you, it’s it’s on a, you know, it’s wrapped up. You can wrap it once. Once it is, it is put on your tray. But that’s really the only change that’s happened. We’ve used outside delivery services like the rest of the industry had pivoted with DoorDash and some of the others, whether it’s picking up orders that were called in ahead of time or place through our app, those things happen every day. You know, I don’t believe that we’ll be going out and putting in a drive thru anytime soon.

Mark Mele: [00:21:24] I don’t think that’s the Paris baguette experience, but maybe a 10 word for a preorder, something that’s there’s a lot of experimenting that we’re doing on the operations side. So. But you know, we were able to keep the cafes open for the most part, as long as the state would let us open. We were open with our cafes and and I think that did well for the brand. From a customer standpoint, they like the fact that we were choosing to stay open where a lot of brands said, now we’re going to we’re going to shut it down for a little bit here and decide what to do. But yeah, we definitely pivoted during that time, and I think we got stronger for it and got some innovation. And you know, this this year is especially good for us. I think our numbers are way up over 20, of course, 20 20, but 20, 19 as well, which, you know, there was no pandemic in the air at that time. And we’re we’re comping our stores are comping a lot better than twenty nineteen, which tells you people are out and about and it’s just a great product that we have.

Lee Kantor: [00:22:30] Well, Mark, congratulations on all the success. If somebody wants to learn more about Paris Baguette near them or if they’re interested in the franchise opportunity, what’s the website?

Mark Mele: [00:22:40] They can go to Paris Baguette family and fill out the request form, and our franchise development team will reach out to you immediately and get you more information accordingly.

Lee Kantor: [00:22:56] Good stuff! Well, thank you so much for sharing your story, Marc. You’re doing important work. We appreciate you.

Mark Mele: [00:23:00] Well, thank you so much, Leigh. I appreciate being on the show.

Lee Kantor: [00:23:03] All right, this Lee Kantor. We’ll see you next time on Franchise Marketing Radio.

Tagged With: Mark Mele, Paris Baguette

Mark Feinberg With OTHRStore

October 1, 2021 by Jacob Lapera

MarkFeinbergHeadshot
Atlanta Business Radio
Mark Feinberg With OTHRStore
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MarkFeinbergHeadshotA veteran investor and business leader, Mark Feinberg serves as CEO of OTHRStore, an e-commerce marketplace that curates and supports underrepresented brands and founders across retail categories.

His mission there is to help level the e-commerce landscape and elevate early-stage brands created by black, indigenous, and people of color (BIPOC), women, and LGBTQIA+ founders.

Markis also managing partner of Feinberg Capital Advisors, a boutique investment and advisory firm. In addition, he is an investor in and CEO of OTHRSource, a firm that provides a suite of on-demand and support services to emerging brands.

As an investor, Mark primarily focuses on business founders who exhibit strong community and human interest with revenue typically less than $1 million. He also focuses on consumer packaged goods (CPG) companies as an investor, along with food and beverage companies with unique product offerings. Mark’s flexible approach as an investor is tailored to serve the entrepreneur’s specific stage and goals.

Mark has previously held numerous board positions and also served as COO and CFO for High Road/Ciao Bella Ice Cream. Prior to becoming an investor and operator, he held senior-level roles with Ernst & Young and IBM. He holds a BBA in marketing from Emory University, as well as an MBA from the Goizueta business school at Emory.

Mark is a founding partner of the Dunwoody Chamber of Commerce and is a lead mentor at The Farm, a Comcast/NBC internal incubator. Mark is also a recent graduate of Leadership Atlanta, which he credits as having had a profound impact on his mission to help minorities.

Connect with Mark on LinkedIn and follow OTHRSource on Facebook.

What You’ll Learn In This Episode

  • OTHRStore
  • Challenges that are underrepresented brand owners faced with, on top of the normal set of challenges faced by brands
  • What does OTHRStore offer underrepresented brands?

About Our Sponsor

OnPay’sOnPay-Dots payroll services and HR software give you more time to focus on what’s most important. Rated “Excellent” by PC Magazine, we make it easy to pay employees fast, we automate all payroll taxes, and we even keep all your HR and benefits organized and compliant.

Our award-winning customer service includes an accuracy guarantee, deep integrations with popular accounting software, and we’ll even enter all your employee information for you — whether you have five employees or 500. Take a closer look to see all the ways we can save you time and money in the back office.

Follow OnPay on LinkedIn, Facebook, and Twitter

This transcript is machine transcribed by Sonix

TRANSCRIPT

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

Lee Kantor: [00:00:24] Lee Kantor here, another episode of Atlanta Business Radio, and this is going to be a fun one. But before we get started, it’s important to recognize our sponsor on pay. Without them, we could not be sharing these important stories today on the Atlanta Business Radio. We have Mark Feinberg with othrstore. Welcome, Mark.

Mark Feinberg: [00:00:43] Good to be here. Good to be

Lee Kantor: [00:00:44] Here. Well, I’m excited to learn what you’re up to. Tell us about other store. How are you serving, folks?

Mark Feinberg: [00:00:50] Yes. So other store actually spun out of another company that I’m involved in called other source, which actually spun out of another company called High Road Ice Cream, which you might be familiar with and some of the listeners in the audience might be familiar with. So I got involved with high road ice cream as an advisor in 2010, ended up on the board, ended up running the company or helping to run the company for a period of time. We created an internal in-store support mechanism to help stock shelves and do shelf management. I spun that out in twenty eighteen into a company that became other source, which was an in-store support company for smaller brands. And then last year, when COVID hit, we wanted to be in service to our emerging brand community and give them another place to sell from. Since everybody was very scared about the future and we quickly launched other store, which is a online platform for emerging food, beverage and now really any CPG category fashion accessories nutraceutical pet to sell their products on our platform and also receive a suite of support services to help them succeed. So it really came out of a need to be in service to our community last year when things were very murky, and it’s turned out to be extremely beneficial platform for a lot of smaller brands.

Lee Kantor: [00:02:42] Now, as part of the there kind of inclusion in this platform. Are they getting to kind of learn from, you know, the folks at High Road in terms of how they were able to gain shelf space and launch and grow because there’s a lot of platforms out there to put your stuff? But is there some consulting or some advice that comes with this?

Mark Feinberg: [00:03:10] Yeah, it’s a great question. So one of my frustrations and, you know, before I got involved operationally with High Road, I was an investor and I, you know, I ended up being being part of High Road and I just saw how hard it was to do everything. And a lot of cases, the big food companies made it even harder for these smaller upstarts to succeed. And a lot of it was like not knowing where to go for anything, really. Marketing services, sales services, how do you even get on the shelf at retail, you know, supply chain, raw materials, all of it. And you know, I kind of looked at this. I was just like, These are just amazing people. You know, the schroder’s at High Road, amazing people. Everybody who starts these products, for the most part, amazing people. Yet, it was just brutal in terms of creating a business when all they really wanted to do was bring amazing product to our bellies and to our families. And so when we launched other store, I said, Listen, what I’m not going to do is just be another platform where people list their products and it’s up to them to fend for themselves.

Mark Feinberg: [00:04:40] We’re we’re going to provide marketing services. We’re going to provide access to capital advisory services. We’re going to provide access to mentorship in their specific category. We’re going to provide access to supply chain consultants, fulfillment consultants. In our case, we built the centralized drop ship operation for them to benefit from. We built a proprietary digital influencer network, which now reaches a million plus consumers and growing right. So and we’re just going to continue to layer on those value added services because again, it’s hard for these companies to do what they’re doing. It’s hard to run any business, but especially in these categories. And I wake up every day and the team wakes up every day saying, OK, what could we layer on in terms of services to make? Their lives easier for them to focus on bringing new products. You know, let them dream about whatever the next flavor is or whatever the next product is and whatever their category is, and then we’ll help them do the rest. So. Great question and definitely an area that you know we’re leaning heavily in is to provide this these added value categories to all of these brands.

Lee Kantor: [00:06:11] And as you mentioned, it’s hard enough to just come up with a great idea or great flavor or a great product that stands out. That by itself is hard. Then you layer in all of these things that people don’t know or don’t even know that they don’t know yet, right? Because they come up with something that’s great that their friends and family are all fired up about. But just to take it from just that, you know, maybe Home Chef Home Cook level to then, you know, manufacturing it at scale to sell it to a store or at a festival or wherever else they’re selling it or on a platform like yours. There are so many unknowns just in the best case scenarios layer in these kind of underrepresented brand owners and the challenges they face. I mean, there’s definitely a lot of need for services like you’re describing.

Mark Feinberg: [00:07:03] Yeah, I mean, one hundred percent. I mean, it was I mean, again, I had been involved with a number of different businesses. I came from the tech world I invested in and ended up running a tech company, you know, investing in real estate. I ended up being part of a development organization. You know, I really had a lot of insight into a lot of different companies. And then when I showed up in the in the food and beverage industry and I saw just the sheer number of moving parts and just the barriers that were created. You know, Keith and Nicky, you know, Keith being a white male and Nicky being a white female hard enough for a lot of the brands that we represent on other store, their minority brands, their female owned brands, LGBTQ brands, you take all of the challenges, you know, of starting a new brand as a as a white male. And then you layer on some of the systemic barriers, which very often just it’s lack of access. It’s not having the same access to manufacturers, it’s not having the same access to the same companies that can help with marketing and help with getting you onto the shelf. Because a lot of those companies that help with these things right now are very white, male driven. I mean, the industry of retail is still it’s gotten better and it continues to get better, but is still very white, male dominated.

Mark Feinberg: [00:08:41] And you know, for us, you know, leveraging, you know, my privilege, leveraging, you know, I’m a white straight male and I have a lot of access and a lot of networks that I’ve built over the years. And a lot of it, you know, is is from being white male is is opening up those channels and trying to keep, you know, I see it. I had a conversation earlier this morning with a with a food entrepreneur. A lot of times they just don’t know where to go, and there’s a lot of bad apples out there and you end up in situations that could have been avoided. But again, it’s things that you might not know until it’s too late. So with other store, we’re just trying to provide that access that Good Housekeeping seal of approval in terms of partnerships and people who really care genuinely about, you know, supporting these underrepresented brands because people are out there, it’s just getting into those right streams of people. And that’s really what other store outside of just being a platform to sell to. It’s it’s really getting into that right group of people who are going to help you break through some of these systemic barriers that are unfortunately in place.

Lee Kantor: [00:10:06] So then walk me through what it’s like to like, say, I have a product and I want to raise my hand to say, Hey, my good fit for other store. How does it work to get a product into your store?

Mark Feinberg: [00:10:20] Yeah, so we’ve formed a partnership with a group called Range Me, Range Me, the easiest explanation for arranged me is, let’s say you’re a a brand and you want to be found by a retailer, whether it be traditional or online retailer, you list your products on range me and then groups like other store Publix, Wal-Mart, you know, they will go to arrange me and and go shopping, say, OK, well, I’m looking for this, these types of brands and these particular categories. So we’ve done is we formed a partnership with them, and brands that are interested in being on the other store platform can go to range me. They can say we’re interested in being on the other store platform. It lands into kind of our screening area dashboard. And then we have a category review team. So, you know, we’ll get hundreds of brands that submit and, you know, we’re being mindful again. We want to make sure that it falls into the especially the minority owned brands and the female owned brands and LGBTQ brands. We do have some folks that try to sneak in that don’t fall into those categories and the team works through those. We also just want to make sure we don’t end up with like five hundred versions of soap. You know, we’re OK with with 20, but 500 is a little much so. Our team goes through all that and they go through the process and then they reach out to the brands and then they start the process of onboarding. So that’s generally how the the process works. There’s a link that they go to. They fill out all their information that they’re interested and then it kicks off the the process with our category review and onboarding team.

Lee Kantor: [00:12:32] And then you mentioned, like some categories, maybe are fuller than others. Are there certain categories you wish you had more brands in or are there some that you’re looking to actively looking to fill categories in terms of number of brands?

Mark Feinberg: [00:12:47] Yeah. So we’re we’re definitely more food and beverage focused right now, but we’re expanding into pet fashion and accessories, nutraceuticals, how home goods, baby food and baby products. So those categories health and beauty, those are categories that I know the team is focused more on. With that said, still we’re not turning away from food and beverage brands. You know, I would say probably the beverage category is is particularly crowded right now, so we’re just being very selective on beverage. But those some of those other categories that I just mentioned are definitely where the team is is focused more on expansion. But I would I would say, you know, if there are brands out there listening or if people know of brand owners, I would encourage you and encourage them to submit because again, I know the team is is looking at it both from a a a product fit standpoint. But the story matters a lot to the the mission and the purpose. And just to give you an example, one of the brands that we’re working with, formerly incarcerated black man, started a a skincare product line for men. And you know, the whole story is just, you know, just unbelievable what he’s endured to get to this point. And we definitely put value on some of these stories. So even if it’s a category that we might be oversaturated and, you know, if the story is there, it’s very hard for us to walk away from.

Lee Kantor: [00:14:51] Now are you looking exclusively for Atlanta brands or at this point, they can come from anywhere,

Mark Feinberg: [00:14:59] They can come from anywhere. Of course, we love to have Atlanta brands and we do have a handful of Atlanta brands. But yeah, we’re we’re national at this point in terms of the the brand profile.

Lee Kantor: [00:15:12] And then is this something that a good fit for you? Is somebody that their brand is exclusive to your platform or. It can be on the other platforms as well.

Mark Feinberg: [00:15:22] No, I would I would never encourage any brand, you know, to be exclusive to any platform, you know, very similar like you would want to be in a public, a Kroger and a Whole Foods. You know, I encourage brands to be on multiple e-commerce platforms as well. You know, all of us are doing different things for marketing. You reach different audiences. Our digital influencer network and our reach is different than perhaps a thrive market. Again, very similar to how a Whole Foods reaches a different customer than a Publix or Kroger. So now we would I and we would never suggest there be any exclusivity that you should be on as many platforms as you can, especially when you’re a smaller brand. Because again, it’s all about eyeballs and reaching different audience sectors and all of the platforms that are out there. We’re all reaching different groups so highly encourage you be on multiple platforms.

Lee Kantor: [00:16:32] So what do you need more of at this point? How can we help you? Do you need more brands?

Mark Feinberg: [00:16:40] You know, we’re always looking for unique brands. There’s no shortage of brands, you know? So but again, you know, for us, it’s it’s about impact if there are brands out there that fall into those category underrepresented categories. We’d love to hear from them. I could say a couple of you know, obviously all of these brands need more sales. They are there to support their families. They’re there to grow. So shop on other store. There’s some pretty good promotions going on. You know, it’s OK. Our store all all one word on store. So shop on other store that ultimately helps the brands that we’re supporting. And again, that’s what we’re all about, and we’re about promoting them and helping them reach more consumers. And you know, for us, you know, if we get this right, it’s multigenerational change for a lot of these families that are first time entrepreneurs and obviously sales for them, as is everything. So shop on other store. That’s that’s the biggest that’s the biggest thing you can do to to help them. And that ultimately helps us and we’re here to help them ultimately.

Lee Kantor: [00:18:18] Right. So you want, but you want other store to be the go to place for these underrepresented brands and the people who want to support those folks?

Mark Feinberg: [00:18:26] Exactly, exactly. That’s right.

Lee Kantor: [00:18:29] And then that’s our store is the website.

Mark Feinberg: [00:18:33] Yep, that’s right. That’s right.

Lee Kantor: [00:18:36] Good stuff.

Mark Feinberg: [00:18:36] Mark, what was that? I’m sorry.

Lee Kantor: [00:18:40] Well, I was just thanking you for doing this kind of work because it’s important because, you know, for you to achieve what you’ve achieved and have the success that you’ve had and then feel the calling to give back and to help others up to so they don’t have to kind of go through the scar tissue and pain that you went through to get to where you are. That’s very generous and we appreciate that.

Mark Feinberg: [00:19:02] Yeah. Well, thanks for saying that. I can say that, you know, I’ve been on my own journey. Know, like a lot of us, early on, it was about asset accumulation. Warren Buffett was a childhood, call it idol. And he had this saying, he said, Well, I don’t I’m not really into material things, but you know, I use money to keep score. And, you know, I kind of adopted that and then I learned that that scorekeeping didn’t really fit well with me. You know, while the scoreboard was running up, you know, my soul wasn’t really aligned. So, you know, really just set out, you know, for a lot of soul searching and had made a lot of progress in terms of recognizing that impact is more of what drives me. And then I was fortunate enough to be in the leadership Atlanta class for 2020 and was in an amazing group of folks which included Bernice King, Martin Luther King’s daughter. And I still remember raising my hand and saying, You know, I do a lot in the community and around equal and social justice, but I never feel like I’m doing enough. And, you know, she kind of said, look back at me and she said, well, you know, I’m not going to solve that for you.

Mark Feinberg: [00:20:31] Like in a lot of ways, people who look like you created a lot of the issues that we’re dealing with. And I would put it back in your court to figure out like what it is you can do on top. And, you know, after getting over the kind of the ego blow of, you know, thinking I was raising my hand and trying to get help after I got over that initial response, I kind of got to work and I said, All right, good point. You know, what am I going to do? And other store is definitely an extension of that leadership. Atlanta definitely played a role in helping me get to more clarity in terms of what my purpose and mission is. And again, you know, I’m beyond privileged and fortunate. You know, I’ve been privileged and fortunate throughout my career, and I realized that my privilege of being a white straight male could be used to really help a lot of folks. So that’s that’s why I exist today. That’s what gets me up every single day in terms of how many people we can help break through these barriers. So that’s what keeps me going now.

Lee Kantor: [00:21:53] Amen to that. I mean, that’s where you want to be able to keep score on is the amount of ripples you’re making throughout the community. So congratulations again. Thank you again for the work you’re doing. And that’s our story. Mark Feinberg, thank you for sharing your story today.

Mark Feinberg: [00:22:10] Thank you for having me.

Lee Kantor: [00:22:11] All right, this is Lee Kantor. We’ll see, y’all next time on Atlanta Business Radio.

Tagged With: Mark Feinberg, OTHRStore

Workplace MVP LIVE from SHRM 2021: Sarah Chandler, NextGen Laboratories

September 30, 2021 by John Ray

NextGen Laboratories
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Sarah Chandler, NextGen Laboratories
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NextGen Laboratories

Workplace MVP LIVE from SHRM 2021: Sarah Chandler, NextGen Laboratories

Contrary to some who perceive HR roles being either “party planners or the police,” Sarah Chandler, VP of Human Resources with NextGen Laboratories believes her work as an HR professional is the “fuel that drives optimization and maximization” of her company’s talent.  She and Jamie discussed how she is supporting her front-line workers at NextGen, her philosophy on human resources, 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 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Sarah Chandler, SPHR, SHRM- SCP, Vice President of Human Resources, NextGen Laboratories

Sarah Chandler, SPHR, SHRM- SCP, Vice President of Human Resources, NextGen Laboratories

Sarah is a certified strategic HR leader fiercely committed to maximizing organizational excellence through empathetic and enthusiastic employee relations. She is a trusted thought leader and respected member of the senior leadership team.

Sarah is most passionate about creating a culture that views HR as the first and best place to turn for employee relations. She believes that HR is the service provider to the organization and its customers/employees. I come alive

Sara loves to promote the development of effective processes in the workplace, culture change, strategic & dynamic leadership, and employee program development and facilitation for efficient, effective onboarding, team-building, employee engagement, talent retention, change management, and company culture reinforcement.

LinkedIn

NextGen Laboratories

At NextGen Laboratories, they take pride in their ability to offer high-impact diagnostic results derived from next-generation technologies. Coupling their technical expertise with a dedication to providing personalized customer service, they are confident that their services will exceed expectations for a clinical laboratory. They provide premium testing solutions for a variety of businesses and non-profits. They are a service of advanced monitoring solutions that seek improved outcomes for their patients. Using innovative technology and resources, they make finding a custom-tailored solution easier and more affordable.

NextGen Laboratories strives to achieve unmatched customer care. Their job is to make your life easier at every turn. Their directors are available for consultations to help you provide the best care for your patients. They use a hands-on approach with matching medications and advising dosage changes based on testing results. At NextGen Laboratories, they believe that good testing starts with state-of-the-art equipment, which means their patient results come back faster and with greater accuracy.

Company website

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: [00:00:06] Broadcasting live from the SHRM 2021 Conference at the Las Vegas Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in workplace behavioral health, crisis, and security solutions. Now, here’s your host.

Jamie Gassmann: [00:00:25] Hello, everyone. And we are here at day 2 of the SHRM 2021 Conference in Las Vegas, Nevada. I’m Jamie Gassmann, your host of today’s Workplace MVP episodes. And with me, I have Sarah Chandler, who’s Vice President of Human Resources for NextGen Laboratories. Welcome to the show.

Sarah Chandler: [00:00:44] Thank you. I’m so glad to be here.

Jamie Gassmann: [00:00:46] And we’re really happy you joined us today in R3 Continuum’s booth. Talk to me about your career journey as an H.R. representative.

Sarah Chandler: [00:00:55] Sure. I fell into H.R. It was accidental. I was a receptionist and then an office manager and just really found myself with the leaders, just drawn to them, wanting to spend time with them and understand. And, the H.R. manager of my company kind of took me under her wing. And, because I demonstrated that I was trustworthy, which is one of the key cornerstones for H.R., they trusted me. And, she ended up going out on leave of absence, and I just got right into that role, fell in love with it.

Sarah Chandler: [00:01:26] So, I sort of did things backwards. I went and got my H.R. – at first, I got a two-year certificate and then I went and got certified. And then, my whole career of the last 25 years has been in human resources from every part of the whole employee lifecycle. So, I do consider myself a generalist as I’ve worked in every single touchpoint whether it be recruiting, onboarding, training and development, performance management, discipline, offboarding, all of that.

Jamie Gassmann: [00:01:58] Wow. So, I’ve heard in some of my other interviews here at the show that I kind of fell into it.

Sarah Chandler: [00:02:04] Yes.

Jamie Gassmann: [00:02:05] Now that you’re into it, if you were going to, you know what’s one thing that’s kind of like that passion? Like, what is your favorite part about this line of work?

Sarah Chandler: [00:02:14] So, I find that it suits me personally because I love people and process. And, a lot of times there’s an assumption that you just love people, we’re the party planners or the police. And, that is not my function. I feel like I’m supposed to bring out the best in people whether they are our employees or the leadership. And then, in doing so, I bring out the best in the organization. So, for me, to be the kind of fuel that drives optimization and maximization of all our talent, that’s exciting to me.

Jamie Gassmann: [00:02:53] It’s awesome. The fuel of the organization. I love that quote. That’s a very tweetable quote. That’s great.

Sarah Chandler: [00:02:58] Thank you.

Jamie Gassmann: [00:02:59] So, looking at NextGen Laboratories and I know you mentioned that you guys do some testing, but what were some of the challenges or things that you faced in your role over the last year?

Sarah Chandler: [00:03:08] So, right now, we are in a massive growth spurt, but we’re also kind of like heads down because of the pandemic. So, COVID really spiked our industry and it kind of blindsided a lot of laboratories.

Sarah Chandler: [00:03:22] So, right now, my goal is I’m doing a lot of stay interviews. I’m sort of – I feel like I’m the back help because all the frontline employees are serving the community, serving the patients or providers, and we’re still in the heat of it. So, I’m not going to implement any kind of program that requires massive organizational change when my team is already, like, fried and burnt and working at max capacity.

Sarah Chandler: [00:03:52] So, right now, it really is a strategy of TLC. Like, I am trying to be present and listen, and we implemented a thank-you day, where you could take one day off paid any time, you know, in addition to holidays and vacation, all of that. But our employees really weren’t going on vacation and taking sick time. And, I’ve told people you can call out sad, not just call out sick, you know if you just need a personal day to be with your families, and we’re all sort of in this together. So, by giving grace to your coworker, when you need it, they’re going to give grace to you.

Sarah Chandler: [00:04:28] I also implemented an every Monday matters message. So, we just send something out every Monday that’s kind of an inspiration, like keep going, something to think about, and also something that we want all our employees to know because we found that in uncertainty, people need information and communication. And, if you don’t give a message, they’ll make one up and it’s almost always worse than the truth. So, we’re trying to communicate all the needs to know so that they don’t have to, like, look over their shoulder and go, “What am I missing?” And you know, “What am I doing?”

Jamie Gassmann: [00:05:06] Yeah. So, with that, you know, obviously communication, I hear that a lot, especially over this last year, you know, and knowing that your team is fried, you know, email might not be the best mode of method for communication.

Sarah Chandler: [00:05:19] That’s right.

Jamie Gassmann: [00:05:20] So, have you had to get creative in how you’ve tried to send those messages out? And what are some of those creative approaches you’ve taken?

Sarah Chandler: [00:05:27] So, we do have key people in different locations who will print things, and so we send them in a PDF format so they can be printed in the break room. We’ve also sort of made the break room like a genuine place that people want to go to rest. So, there’s snacks. It’s comforting. There’s lockers, you know. We’re trying to create an environment where people can really thrive.

Jamie Gassmann: [00:05:52] Yeah. Absolutely. That’s fantastic. And so, now you’re here at SHRM.

Sarah Chandler: [00:05:56] Yes.

Jamie Gassmann: [00:05:56] You know and obviously lots of different educational sessions you can attend. What are a few things that you’re hoping to get out of this conference that you can take back to your team?

Sarah Chandler: [00:06:05] So, I was very, you know, nervous about coming because of the pandemic, because of getting away from work. But to be honest with you, like everyone else, I have pandemic fatigue, Zoom fatigue, and I’m like, I just need to go and be with the people. And, I knew it was going to be different. I wanted to be able to pivot and adjust and connect.

Sarah Chandler: [00:06:28] SHRM has always been a source for me, like a touch base. You know, wherever I’m working, whatever problem I have, I usually go immediately to the website and, you know, just bounce things off, get templates, or read the latest article. It’s like Google search, you know, about H.R., so I use it quite often. And so, being at SHRM, being a member of H.R., to me it’s like taking a step that says if I’m not growing, how can I expect my organization to keep growing?

Sarah Chandler: [00:07:03] So, I have to remain curious. I have to be open-minded. I have to be willing to adapt. And, this is a very different SHRM. And, like everything else, it’s disappointing, but it’s inspiring because look at how creative we’ve gotten and look at the things that we’re doing. And, the world is just different now. And so, I want to be where the people that are changing the world for the better are and I think that’s SHRM.

Jamie Gassmann: [00:07:34] Oh, that’s a great way to end this interview.

Sarah Chandler: [00:07:37] Thank you.

Jamie Gassmann: [00:07:38] And, if anybody was going to want to reach out to you and kind of learn a little bit more about some of the approaches you’ve taken, how would they be able to do that?

Sarah Chandler: [00:07:45] So, my platform is really LinkedIn. So, I don’t want LinkedIn to become personal, although I do see posts that are going that direction. I’m trying so hard to keep it business, and our lives are blended. But if I want and I do share relevant personal information about myself on LinkedIn, but I do so in a way that I believe maximizes myself at work. And, I just feel like, you know, I want to be open to others as they have been open to me. And, you know, I’m not a big fan of formal mentorship. I have mentors that don’t even know they’re mentoring me, you know, because you can emulate and you can follow and you can find things that people have written and apply them and immediately be better for it.

Sarah Chandler: [00:08:36] I’ve also gotten guts in H.R. to ask questions, to ask really, like I’m not afraid of looking dumb anymore. Like, you know, I used to be so hung up on I need to look credible because I’m H.R. And, now, you know, it’s absolutely okay to say, you know, the situation is dynamic and it’s ever-changing, and I’d be interested in your opinion on this. Can I bounce something off of you? Most people are open to that.

Jamie Gassmann: [00:09:01] Yeah, absolutely showing that vulnerability.

Sarah Chandler: [00:09:03] That’s right.

Jamie Gassmann: [00:09:04] And allowing others to see that.

Sarah Chandler: [00:09:06] Yes.

Jamie Gassmann: [00:09:06] That they know it’s okay to be that sometimes.

Sarah Chandler: [00:09:08] I guess that’s a long answer of saying yes, I’m open to people contacting me.

Jamie Gassmann: [00:09:11] Yeah. Call me on, or reach out to me on LinkedIn.

Sarah Chandler: [00:09:14] Anytime. Yeah. I do my best, right?

Jamie Gassmann: [00:09:16] Well, it is really a work-life balance, right?

Sarah Chandler: [00:09:18] It is.

Jamie Gassmann: [00:09:18] And LinkedIn is kind of merging in that direction a little bit as well, but, well, you’ve been amazing to have on the show.

Sarah Chandler: [00:09:24] [Inaudible] It’s nice.

Jamie Gassmann: [00:09:24] Thank you so much for joining us. And, if you’re in the SHRM expo area, stop by Booth 4076 and check out our show. We’d be happy to have you on. And thanks again.

Sarah Chandler: [00:09:35] Thank you.

 

Tagged With: HR, Human Resources, Jamie Gassmann, NextGen Laboratories, R3 Continuum, Sarah Chandler, Workplace MVP

Decision Vision Episode 135: Should I Create an Email Newsletter? – An Interview with Michael Katz, Blue Penguin Development

September 23, 2021 by John Ray

Miichael Katz
Decision Vision
Decision Vision Episode 135: Should I Create an Email Newsletter? - An Interview with Michael Katz, Blue Penguin Development
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Miichael Katz

Decision Vision Episode 135:  Should I Create an Email Newsletter? – An Interview with Michael Katz, Blue Penguin Development

Do you need an email newsletter? How long should it be? What should you write about? Although written off quite a few times, email is still not dead. Mike Blake’s guest Michael Katz, email newsletter authority with Blue Penguin Development, discusses the strategy of email newsletters, how to make them effective, how to make the most of the content, and much more. Decision Vision is presented by Brady Ware & Company.

Michael Katz, Chief Penguin, Blue Penguin Development

Michael Katz, Chief Penguin, Blue Penguin Development

Blue Penguin Development Inc is a marketing and advertising company based out of Hopkinton, Massachusetts.

An award-winning humorist and former corporate marketer, Blue Penguin founder and Chief Penguin, Michael Katz, specializes in helping professional service firms and solos talk and write about their work in a way that is clear and compelling.

Since launching Blue Penguin in 2000, Michael has been quoted in The Wall Street Journal, The New York Times, Business Week Online, Bloomberg TV, Forbes.com, Inc.com, USA Today, and other national and local media.

He is the author of four books and over the past 20 years has published more than 500 issues of “The Likeable Expert Gazette,” a twice-monthly email newsletter and podcast with 6,000 passionate subscribers in over 40 countries around the world.

Michael has an MBA from Boston University and a BA in Psychology from McGill University in Montreal. He is a past winner of the New England Press Association award for “Best Humor Columnist.”

Company website | LinkedIn

Mike Blake, Brady Ware & Company

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

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

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

LinkedIn | Facebook | Twitter | Instagram

Brady Ware & Company

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

Decision Vision Podcast Series

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

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

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TRANSCRIPT

Intro: [00:00:02] Welcome to Decision Vision, a podcast series focusing on critical business decisions. Brought to you by Brady Ware & Company. Brady Ware is a regional full-service accounting and advisory firm that helps businesses and entrepreneurs make visions a reality.

Mike Blake: [00:00:21] Welcome to Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of decision making on a different topic from the business owners’ or executives’ perspective. We aren’t necessarily telling you what to do, but we can put you in a position to make an informed decision on your own and understand when you might need help along the way.

Mike Blake: [00:00:42] My name is Mike Blake, and I’m your host for today’s program. I’m a director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia. My practice specializes in providing fact-based, strategic, and risk management advice to clients that are buying, selling, or growing the value of companies and intellectual property. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols.

Mike Blake: [00:01:09] If you like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. If you like this podcast, please subscribe on your favorite podcast aggregator and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:27] Our topic today is, Should I create an email newsletter? And in doing this topic, I almost think like what’s old is new again, back to the future, retro, however you want to call it. Email newsletters, I think, have been declared dead more times than your typical cat or Rasputin, take either one.

Mike Blake: [00:01:52] First, it was spam blockers. And the next was social media. Of course, social media was going to obviate the need for email newsletters. And then, of course, everybody told us, if we don’t send people things in the analogue world and handwrite them, then nobody’s ever going to read it. And the list goes on and on.

Mike Blake: [00:02:12] And to coin a phrase from, about, five years ago, “And yet they persist”. And I think they persist for very good reason, is that, they’ve taken all kind of all comers. And in spite of that, in spite of many attempts and ongoing attempts to disrupt that world, email newsletters continue to thrive. And perhaps the best indicator of that is the fact that Atlanta’s own homegrown startup Mailchimp was just bought by Intuit for $12 billion. Mailchimp basically exists to help people and companies publish email newsletters.

Mike Blake: [00:02:53] Now, why does a tax company want a newsletter company? I’m not sure. I was going to say I’m not in that business. But I guess working for a CPA firm, I technically am, but I’m not. And I don’t even do my own taxes although I’m a CPA. And I don’t understand the strategic rationale for that deal or the price that they paid. But, you know, good for Ben Chesnut and his team, they’ve worked hard on that company for a very long time. They certainly deserve to see the fruits of that labor. And that’s a big feather in the cap for those of us who believe in the Atlanta startup ecosystem as I do.

Mike Blake: [00:03:33] And so, you know, I think that this is a topic that requires and I think many of us will benefit from this discussion. And helping us with this is is Michael Katz, who’s an award-winning humorist and former corporate marketer and Founder and Chief Penguin of Blue Penguin. And he specializes in helping professional services firms and solos talk and write about their work in a way that is clear and compelling.

Mike Blake: [00:04:01] Since launching Blue Penguin in 2000, Michael has been quoted in The Wall Street Journal, The New York Times, BusinessWeek Online, Bloomberg TV, Forbes.com, Inc.com, USA Today, and other national and local media. And you can tell that he had nothing to do with my introductory comments. He is the author of four books. And over the past 20 years has published more than 500 issues of The Likeable Expert Gazette, a twice monthly email newsletter and podcast with 6,000 passionate subscribers in over 40 countries around the world.

Mike Blake: [00:04:33] Michael has an MBA from Boston University – I grew up in Boston. A B.A. in Psychology from McGill University in Montreal – home of my favorite actor and yours, William Shatner, or at least birthplace. He is a past winner of the New England Press Association Award for Best Humor Columnists. Michael, welcome to the program.

Michael Katz: [00:04:52] Great to be here. Thanks for having me.

Mike Blake: [00:04:55] So, you know, there’s so many ways to communicate in the written word now with our intended audiences. And I actually think it is helpful, it may sound like the most inane question in the world, but I do think that the definitions have been blurred and it is important. In your mind what makes a newsletter a newsletter? And what separates it from other forms of written – I’m going to say – mass communication. I probably cringe at saying that, but it is sort of a one-to-many kind of communication model. What makes a newsletter a newsletter?

Michael Katz: [00:05:31] Well, I think it is pretty blurry. I mean, I always think of it, it’s just a glorified email sent to more than one person. Maybe the email that Target sends to you telling you you’ve got 30 percent off and the email that your accounting firm sends with useful information, they’re both technically newsletters and people pretty much use them interchangeably. So, you know, the definition really hasn’t gotten any clearer over the years. It sort of depends what business you’re in, but I think it applies when you send it by email to a number of people and generally not personalized beyond, you know, dear name.

Mike Blake: [00:06:12] You know, it’s interesting, even I would not have thought of the Target virtual flyer being a newsletter. But I guess it is, right? And that definition between advertisement, newsletter, blog post, something else, I think, has been blurred. And I guess I’ll follow up with this question, is that distinction even meaningful?

Michael Katz: [00:06:41] I think the distinction is, is this a thing that lands in your inbox or is it somewhere else, social media, video, all that? So, you know, I think as you were saying, Mike, earlier, it’s written and it shows up in your email. And so, that then becomes the question. So, is that still valuable or not? But I think all those things, I suppose, are the same species, email and newsletter.

Mike Blake: [00:07:05] Okay. So, those of us who are listening to this podcast, they may well be hearing newsletter and wondering, “Oh, my gosh. Do I have to basically now become a professional writer? I didn’t like writing five page essays in school. And, now, I got to do something every week or maybe more than that.” Is there an ideal length in your mind for a newsletter? Can newsletters be short? Do they need to be long form? They need be very long form? What’s best practices in determining just how much content goes into a newsletter?

Michael Katz: [00:07:41] Yeah. I always say one word is perfect. However, you have to get over two bars at least, again, in the world that I live in. So, again, I’m not doing the Target 30 percent off. I work exclusively with small professional service firms, financial planners, consultants, recruiters, coaches. So, these are all people who are selling themselves or their small firm, essentially. And so, those kind of newsletters are information-based. They’re not about an event. They’re not click to buy kinds of things, like click here and buy it. They’re really about – and we’ll talk more about it – getting in front of a group of people. So, yes, shorter is better because I can get your stuff sooner.

Michael Katz: [00:08:26] However, two things. One is, you have to tell me something that I will read it and have learned something. So, I’m always saying, you’re looking for me to read it and go, “Oh, there’s something I just learned about accounting, legal, management, consulting, whatever.” The second thing is, I think you want your newsletter to be long enough that you include some of your personal voice story experience. Because if it’s just information, well, I can get information by Googling it.

Michael Katz: [00:08:56] So, if you can say something that includes something useful and enough story – which I know we’ll talk about – then I think that’s good. I would say that for most people then, you’re talking 500 to 800 words to get that in there. But even among my own clients, there’s variations there.

Mike Blake: [00:09:18] So, how do you decide what goes in? And I’ll preface this with kind of my experience with this podcast, and you’ve done a lot more of these things than I have, so God bless you, I don’t know how you do it. But the question I’m asked most frequently is, how do you decide on the topics and how do you kind of keep it fresh? And my answer to them is, “Well, for me, I just keep a running note in every note. And every time something pops in my head, I write it down. And then, if I’m really stuck, I’m not afraid to revisit something if I think somebody else can bring a different voice to the same topic.” How do you decide what goes into your newsletter?

Michael Katz: [00:10:06] So, my point of view is, I’m trying to help my readers not need to hire me, which sounds counterintuitive. But what I mean is that – and this is true for any profession that I’m working with – help them learn not to need you. So, if you took a very simple example, suppose you’re a carpenter. Your newsletter should be about how to use a hammer, how to buy wood, how to climb a ladder. It’s very simple stuff. And, yes, if I got and received and retained a thousand newsletters like that, I suppose I would know as much as my carpenter.

Michael Katz: [00:10:42] But the truth is, you’ll never give away your business with those 500 or 700 word tidbits. But it has to be useful so that I read it like everybody thinks about what do I say to promote my business. Which is fine, that’s why we’re doing it. But your readers don’t care about your business. They are only going to read it, and stay with you, and tell other people about it if they find it useful.

Michael Katz: [00:11:06] So, that’s the sort of basis of it always, you have to match up to the audience that presumably would hire you by giving them something that will make them live their lives better or do their jobs better instead of running out of information. I mean, I’ve written 500 newsletters. I have, like, 30 ideas. So, it’s funny, I mean, I don’t republish them. And, by the way, that’s where stories come in.

Michael Katz: [00:11:30] But I’ll address a similar topic with a slightly different angle or something. Nobody says, “Wait a second. Four years ago in April, you said the same thing.” It’s sort of like, you know, if you have a personal trainer at the gym, the guys told you a thousand times to keep your back straight when you do pushups. You don’t say, “Wait a second. You already told me that.” So, people need repetition anyway. That’s fine.

Michael Katz: [00:11:56] The other thing is, even your most loyal readers will probably read every other one, so it’s fine. You’re trying to be out in front of a particular population over and over again with useful information and some personality because, again, your goal is that they refer you or maybe they hire you. So, it’s sort of easier than you think. I always say, if you know enough to be in a profession, you’ll never run out of content. My longest running client, an attorney, we’ve been doing a newsletter for 18 years and still publishing.

Mike Blake: [00:12:29] You know, you bring up that topic of what’s the likelihood that somebody’s going to remember a topic? I guess that’s right. In fact, I would love it if somebody has actually listened to this podcast with enough intentionality and frequency that they could spot any kind of repetitive material. And, frankly, I think I might actually buy a steak dinner if you sort of organically did that. Because I don’t think I have the kind of following like somebody, a dragon con, who shows up and questions one of the actors like, “In episode 192, how do the physics work when the spaceship went from galaxy to galaxy?” I don’t think I have that kind of following.

Mike Blake: [00:13:09] So, it probably is okay to kind of recycle stuff. And if you put a slant on it, so much the better. But you’re right, the portion of the population that’s going to have encyclopedic recall of all of your newsletters is a pretty small one. And if they are, you’ve probably already got them hooked anyway.

Michael Katz: [00:13:27] Right. I agree.

Mike Blake: [00:13:29] So, I’m going to go off script a little bit because your narrative brings to mind what I think is a really innocent question. And that is, can you recall the most memorable newsletter you either received or published? Either one you’re really proud of, or one you helped somebody publish because I know that’s what you do, or one that you received that maybe you said, “I really got something great out of that newsletter that I still use. I got it ten years ago. I still use that today.”

Michael Katz: [00:14:01] That’s a good question. And my answer is no, but here’s why. Because the value of a newsletter is a cumulative event. It’s like if I said to you, “Can you remember the best work you ever had?” You’re like, “How do I know?” Like, “Oh, yeah. It was like a Tuesday five years ago.” It’s the same thing. And I often have to talk people down from this, even people who are thinking of hiring me to say, “Look. It’s not a Super Bowl ad. You’re not going to publish a newsletter and have your phone ringing off the hook.”

Michael Katz: [00:14:34] And I do always use the exercise metaphor, that, exercising five times, you may as well not do it at all. But without question, if you exercise regularly for six months, you’ll get results. The same thing, it’s an ongoing event where people start to know you. They start to remember what you’re writing about. And then, one day, somebody needs what you’re selling. So, one important thing about a newsletter in its regularity is, it takes timing out of the equation.

Michael Katz: [00:15:04] So, the problem with advertising is you have to keep doing it. Because if you see a car ad today and you just bought a car last week, you have zero interest. Or if you’re planning to buy it in a year, zero interest. So, the reason that car people, for example, have to advertise constantly is because there’s always a slice of the population that’s ready to buy a car. So, they waste a ton of money on everyone else who isn’t.

Michael Katz: [00:15:26] Well, the newsletter, and particularly if you’re a small professional service firm, you don’t have advertising money, this is putting you in front of people over and over again. And so, one day they’re tired of their financial planner, their accountant doesn’t return their phone calls, whatever. They say, “Do you know anybody who could help me with this?” The newsletter acts as that constant prompt in front of them. So, visibility is a big part of what’s going on.

Mike Blake: [00:15:53] I think that’s really smart. And I actually kind of want to pause a little bit on that, because I’ve talked to many people, for example, in the podcast – I don’t have a newsletter. I eventually have to come out with one, but I don’t have one yet. But I think with the podcast it’s the same – I’m frequently asked, “How much business have you gotten out of it?” And my answer is, “Frankly, I have no earthly idea.” Because nobody is going to listen to my podcast and then pick up the phone and say, “Hey, I need you to do an appraisal of my company.” It’s just not going to happen. And podcasts, in particular, really don’t work that way.

Mike Blake: [00:16:32] But it’s the cumulative reminding people that you’re out there, that you have this expertise, you have that service so that it’s much more likely that that need is going to meet availability. And so, it’s about impact. It’s not so much about it’s important and it’s urgent. But there’s a third dimension out there about impact. And when you do a newsletter consistently, I think there’s a very similar philosophical ingredient to it or foundation to it that it’s not about the newsletter that you published today. It’s the aggregate of newsletters that you have published and continue to publish over an extended length of time.

Michael Katz: [00:17:13] Right. In fact, I’d even say, the person who calls you because they heard one podcast is suspect. That’s not a good client. That’s like, “What can I say to a woman in a bar to get her to marry me?” Nothing. Anyone who would say yes is bad. You want someone who’s listened to your podcast for a year. Because, first of all, you’ve screened out all the people who would actually hate you if they hired you. Because they’re like, “I like this guy.” And the people who don’t, go away.

Michael Katz: [00:17:46] Because my entire business is based on my own newsletter. No one ever gets in touch with me who isn’t kind of pre-qualified. So, it’s very effective in that way. And the best clients are the ones who’ve been listening for a while and finally say, “Hey, we’re ready to hire you.” I mean, it’s the easiest sales call you’ll ever get, an inbound call like that.

Mike Blake: [00:18:08] So, as I said in my introduction, newsletters, they’ve been declared dead a lot. And they’re still here and you’re still here. You don’t look dead to me. You don’t sound dead. So, why have they survived? Why do they continue to thrive? And I think they thrive, see if you agree with me. Why do they continue to thrive where there’s so much competition now for our attention?

Michael Katz: [00:18:38] Yeah. Well, you’re right. I mean, it’s so interesting how much it’s changed. So, I started doing newsletters in 2001. And the biggest objection I received from potential clients was that not enough of their clients and customers had email. And, like, blogs came out. That was going to kill it. Then, it was the whole spam thing. I mean, it’s amazing to think that Congress got together and passed a CAN-SPAM Act. That spam was so bad that there was a law passed about it. And then, social media came.

Michael Katz: [00:19:14] And I have to say about, maybe, whatever it was, ten years ago when social media sort of started, I was concerned. Like, you know, I don’t want to be so selling this thing that’s like a dinosaur. And so, paying very close attention what’s the next thing, looking around. And I think a couple of things. One is, nobody is in charge of email.

Michael Katz: [00:19:37] So, the problem with social media – and there have even been some very high profile examples – they can kick you off if they want. They run the whole thing. Like, nobody knows what the algorithm on LinkedIn is or Facebook to get you in front of different people. It’s a secret. So, you could be very popular on LinkedIn, and tomorrow they change the algorithm, and now it drops.

Michael Katz: [00:19:59] So, you don’t own the real estate if you build a business on any of the social media platforms. There’s somebody in between you and the recipient. Email is a completely distributed system. Nobody is in charge of email. So, the only people who decide whether my newsletter is read and opened are the people on the list. So, that’s very powerful.

Michael Katz: [00:20:21] Secondly, it shows up in your inbox. So, it’s funny, sometimes if I’m talking to you a live group, I’ll say, “Okay. Raise your hand if you’ve checked LinkedIn today.” And you get, like, half the group. “Raise your hand if you’ve checked email.” Everybody. So, as much as email is dead, it’s sort of like the day you can sign up for a social media account without an email address, I believe it’s dead. It still is the default in our life. It’s not even do you have email anymore. There’s things you can’t do. I can’t make a doctor’s appointment anymore without an email address. So, even though I’ve been wondering will it die, it still continues to be very compelling.

Michael Katz: [00:21:05] And, again, because my newsletter will sit in your inbox until you delete it, I think that’s also more powerful than a post on LinkedIn, which in the time we’ve been talking, if somebody posted, it’s already gone. You know, it’s pushed down. So, it’s funny, it’s like skinny ties – for no good reason, but if you wait long enough, I guess – I don’t know if something will replace it. But I’ve never found anything that says effective in all the ways we’ve been talking about is email, so still a lot.

Mike Blake: [00:21:39] Yeah. That’s a really interesting description. I hadn’t thought of either of those things. But it’s right to me. Social media, we don’t own the real estate. We don’t control who sees our thing, who sees our content. And we try to read the tea leaves in terms of what’s going to to gather the most, first of all, visibility, and then engagement, which is entirely a different animal. But then, this notion that, in a way, email has become like broadcast television. The way that you described it, I think that’s so smart.

Mike Blake: [00:22:26] And I guess it resonates to me because several years ago we cut the cord. No cable T.V. But we still do subscribe to the Netflix, Hulu. I have no idea if we’re saving money. We’re probably not, if I’m totally honest about it. But one of the the reason we still do that is because you can’t just sort of turn on Netflix and a program appears. You have to be with the modern television model. You have to be intentional about what you want to watch. Unless you do cable and then you can do that. That’s what we want to do.

Mike Blake: [00:23:02] Email is kind of the same thing, right? It’s so ingrained. Like you said, you cannot make a doctor’s appointment, you can’t do almost anything you want to do in life. The phone book has been replaced by email in some regard. And so, if you’re a functional adult in the society, you are actively managing and looking at an email account. And that’s the way in to everybody is through that channel. And I had not thought about that until you raised that before. That’s really interesting and that’s really important.

Michael Katz: [00:23:33] I think it does somewhat depend on the population, too. So, you know, everyone I work with is – I don’t know – 40 or older. Whereas, you know, I have a 22 year old son, I have to text him to tell him to check his email, even though he has an email account. It is possible if you’re talking to that audience – and who knows the sort of next generation that it moves on – at least for now, you know, my people are the middle aged and older, we’re still very much tied to email.

Mike Blake: [00:24:06] Yeah. I’m with you. I’m on the older side of Gen X myself. So, email is going to be my primary conduit. And I have a teenager and I kind of do the same thing. But what he’s finding is that texting amongst themselves and his friends is fine. But for the really important stuff, he misses a lot if he doesn’t check email. For what it’s worth for now, you and I are still controlling the world. In 20 years, it maybe different, but we still rule the world with an iron fist.

Mike Blake: [00:24:39] So, let me switch gears here, and it’s a little bit more the how. So, there are services out there, as you know, where you can send out a newsletter that’s basically canned content. Somebody writes it for you and then you put your name on it, you say that it’s yours. What do you think of those? Is there any value to those in your mind? Is there a value case to a certain kind of customer? Are they really valuable? What’s your view there?

Michael Katz: [00:25:08] I think there’s value there. I mean, again, because the option of not doing that is you’re invisible. So, even if I never open your email, but you show up once a month or whenever, and I, for whatever reason, don’t unsubscribe, at least I know you’re alive. So, that’s better than nothing.

Michael Katz: [00:25:33] There’s a few things missing, though. The problem is, you know, back in the day when it was print emails, and the insurance industry was famous for this, where you could get your photo and your contact information onto something they mailed. Well, back then, it was valuable to have someone give you some information about buying insurance, for example. Today, I can get any piece of information I want on anything in a minute with Google. So, if all you’re sending me is canned information, number one, it’s not unusual in any way. And number two, it’s not even your point of view.

Michael Katz: [00:26:10] So, this sort of funny thing going on, people sign up for your newsletter because they want the information. But what I’m trying to do is get them to know who I am or who my clients are. Because if you’re selling a professional service, the problem is the people who are your prospects and even your clients cannot tell how good you are relative to the other options.

Michael Katz: [00:26:31] It’s like you don’t have the slightest idea how medically capable your own doctor is. You don’t even know where he or she went to medical school. You’re like, “I don’t know.” And if I said, “Do you like your doctor?” So, again, I often will say to an audience, “Raise your hand if you like your doctor.” You get a lot of hands going up. “Keep your hand up if you know where your doctor went to medical school.” Nobody. So, why do you like your doctor then, or your accountant, or your auto mechanic? “I like the way they talk to me. I like their point of view. I like their personality.”

Michael Katz: [00:26:59] It has nothing to do with their capability. Yes, you have to be capable. But everybody who’s worth worrying about is capable. In fact, if you’re in an industry like yours, Mike, that’s where certification is required, CPA, medical school, you know, whatever. It’s actually harder to distinguish yourself because I know as long as I hire a CPA, I got somebody who’s over the bar. So, the differentiator is not capability. Again, you have to be good enough. It’s all this soft, squishy, non-professional business stuff.

Michael Katz: [00:27:35] And so, to me, what a newsletter ought to be is story and personality wrapped around useful information. Because over time, people get to know you. What’s funny is when I write a newsletter, let’s say, for myself, I’ll write about my family just took a trip to Colorado. Nine out of ten of the comments I get relates to someone else who went to Colorado. It’s not about the business thing. If I only wrote a newsletter and just told you about a family trip, you don’t subscribe.

Michael Katz: [00:28:05] But when I wrap this around the useful information, the soft stuff is what they notice. And, ultimately, I think that’s why you hire me versus somebody else or don’t hire me because you don’t like me. But again, I’m happy about that. You’re better off if we wouldn’t get along to go elsewhere.

Michael Katz: [00:28:24] So, it’s a really weird thing, but it’s extremely powerful because that’s really how word of mouth works anyway. People just passing other people around. And the newsletter done this way is just a very scalable way to do this, you know, to network, essentially.

Mike Blake: [00:28:43] And, you know, that’s interesting how you bring the individual voice into that, and I agree with that. And you’re right, it is in the accounting industry very challenging for people to separate themselves. And you ought to be really careful and say I’m the best accountant in the world. That’s a hard position to sustain or quantify. But you can always make yourself different. But you can’t make yourself different unless you’re actually communicating with somebody that they can see how you’re different. And I don’t think it’s all that effective to just say, “Well, I’m different.” You have to lead people to their own conclusion that you’re different by acting differently.

Mike Blake: [00:29:30] So, I want to get to creating a content in a second, but I do want to cover another model for newsletters, which is not a canned service per se, but maybe a newsletter that’s based on curating somebody else’s content. Like, you’re a big reader and you’re doing a service for your readers who don’t have as much time to read and gather information as much as you do. So, you’re going to kind of aggregate information on behalf of somebody else. In your mind, how effective is that kind of newsletter content strategy?

Michael Katz: [00:30:05] So, I think of it as a long a continuum. So, all the way to one side is, I never publish anything. As far as you know, I’m dead. Next step is, here’s a newsletter where it’s got my picture on it and my contact information, but it’s totally candid and I had nothing to do with it. But way better than nothing. I mean, because, I think half the game is showing up.

Michael Katz: [00:30:25] The curated one is one step further because, now, at least you’ve had input into what you decided is important. The downside is, you’re hosting other experts, essentially. So, I don’t know anything about how you think. I don’t know anything about your voice, your story, your personality. I just know, “Okay. He or she said these things matter.” What I want to get to is one step beyond that, which is, this is my point of view.

Michael Katz: [00:30:48] Again, if you’ve been a CPA for 20 years, you know a lot of stuff. And the other thing is people will think, “Oh, so I have to write something that’s never been said before in the world of accounting? I mean, we all have one or two things, maybe, and that’s it.” You got to remember your audience. If I’m a reader of your newsletter, I don’t know anything about accounting. I don’t want to know a lot about accounting. I just want a little insight that goes, “Blah, blah, blah. Here’s what you need to do.” It’s accounting 101. It’s embarrassingly simple.

Michael Katz: [00:31:21] Again, in that carpentry example, how to buy wood. Another carpenter would be like, “Well, no kidding.” But to me, as a homeowner, I don’t know. So, super simple. A little nugget that makes me go, “Oh. Okay. I just learned something. I’ll come back next month.” And, again, if you include that with some personal story, which, by the way, the only unique thing you have in terms of information is your story. Like, nobody can tell the story I told about going to Colorado with my family. I’m the only one on Earth who can do it. Anyone could have told the insight – whatever it was, I don’t really remember – that came with it.

Michael Katz: [00:31:56] So, it’s the more custom, I think, the better. Because, again, you’re trying to not just be known as an accountant. You’re trying to be known as that guy, Mike, that I like. And maybe one day I will hire him because I’m kind of sick of our accounting for whatever reason.

Mike Blake: [00:32:12] So, when I think of newsletters – this probably reveals my age. Again, I’m a Gen Xer. That’s the way it is – I think of newsletters that have maybe three or four articles in them and they have sort of a professional publishing format and so forth. Is that best practices now? Does a newsletter have to talk about three or four different things to kind of be worthy of the name? Or can you send out a newsletter that, in effect, is one message?

Michael Katz: [00:32:46] So, now, we’re getting into stuff where it’s like I don’t think there’s a must be this way or must be that way. As long as you satisfy useful information wrapped inside personality, I think you’re there. Because the other question is, should I make them click to read it or should I put the whole thing in the email? Pluses and minuses on both sides. It’s funny how in the same breath people will say, “Nobody has time to read anything. Should I have five articles?”

Michael Katz: [00:33:15] I mean, I wasn’t kidding when I said one word is the best. Because although I don’t think length equals quality, there’s reality that if your newsletter is too long, I think people stockpile them, which kind of adds up to never read them.

Michael Katz: [00:33:30] I have a friend/client, the only person I’ve ever met who can satisfy the useful information and personality in 300 words. I don’t know how he does it. But his newsletter is so short that when it arrives, I read it right away because I know it’s going to be short.

Michael Katz: [00:33:47] So, I think it’s okay to have the several stories. But, again, my goal isn’t to be a publisher. It’s to generate business. So, I just want to make sure I tick the box of useful and story. And so, I’m inclined towards the main article. There’ll be some tidbits like, “Hey, you know, we just won this award.” Or, you know, again, with my clients, that might be another section. Or I have someone who does, like, a book of the month that she reads, she’s an attorney. But there’s that one main article, and I find that works pretty well and it gets read as a result.

Mike Blake: [00:34:27] So, you talked about – and I agree – that it’s important for a newsletter, if possible, to reveal as much of the voice of the creator of the newsletter as possible. What do you do if you’re not a particularly good writer? Some people are good at math, some people are good at writing, some people want to be good at writing, and others couldn’t care less. Are newsletter just sort of closed off to you? Or is it a massively hard slog if you just don’t fancy yourself as a writer?

Michael Katz: [00:35:04] Okay. So, I’m going to use another exercise analogy.

Mike Blake: [00:35:09] Please.

Michael Katz: [00:35:09] So, like, ten years ago, I had knee surgery. I had my ACL replaced. And afterwards the physical therapist said, “Okay. You’ve got to go to the gym and get on an elliptical machine because you can’t run for a while.” And I never used an elliptical machine but I did belong to a gym. So, I go in there and I looked, and there’s, like, four different kinds of elliptical machines.

Michael Katz: [00:35:31] And so, I go up to the front desk and there’s the guy, and it’s huge muscle guy with just tiny little T-shirt reading a muscle magazine. He doesn’t even look up at me. And I go, “Hey. Which of these elliptical machines is the best one?” And he said what I believe is, like, the most wisdom I’ve ever heard, without looking up, he goes, “Whichever one you’ll stay on the longest.” The reason we have multiple machines is because some people like this one and some people like that one. The point of exercise is more of it too.

Michael Katz: [00:36:05] It’s sort of the same thing that you’re trying to do something you don’t hate. So, I can talk all day about why newsletters are great. But if you’re going to do it yourself without help and you hate writing, you’re not going to do it. So, find something else. Maybe you’re a good talker and so podcasts is better for you. Maybe you’re good on camera and video or social media, whatever. You have to pick marketing tactics that you, at least, can tolerate – the same thing, some people hate running, some people like swimming – or you’ll never do it.

Michael Katz: [00:36:41] Because the rest is really sort of nuance. Is a podcast better than a newsletter? I don’t know. The point is, keep showing up. Keep doing it. I don’t think you have to be a great writer, though, as long as you’re willing to do it. It’s funny, I’ve had so many people over the years say, “I’m a terrible writer.” No one has ever said to me, “I can’t talk to other people. What do I do?” It’s sort of the same thing. This isn’t like you’ve got to be Stephen King here.

Michael Katz: [00:37:08] In fact, I spent a lot of time unteaching people to stop writing like they’re writing marketing. Like, they get into this mode of it’s either a super formal or it’s like, “Hey, dude. Let’s kill it,” and the guy is, like, 60. I think your newsletter – because, again, it is an email – it’s inherently informal. So, your newsletter, I think, should sound like you speaking, as close as that as you can get. And since most people can speak coherently, if you do that, you’re good. Now, you may need an editor because you don’t want it to look unprofessional with punctuation or misused words, but that’s okay.

Michael Katz: [00:37:52] Most of my clients, the arrangement is some people I interviewed them and they never touched a keyboard, that’s fine. But I have other people where after we’ve figured out all this voice and, you know, it’s the design and the Mailchimp set up and all that, every month we talk about, “Okay. What’s the topic going to be?” We’ve already identified a bunch of areas. We go back and forth on, “Well, yeah, I think that sounds like three topics. What if you did this one?”

Michael Katz: [00:38:19] They write the first draft badly. I always say, “I don’t need you to write it well. I just need the raw material. Give me enough information that I can do it.” I don’t do any research. And, by the way, neither do they. Because, again, you don’t need to do accounting research. You could talk forever. And then, I fix it. So, I’m essentially a writer.

Michael Katz: [00:38:40] But as long as they just give me the blah, I then take it and fix it. But, again, whereas there’s other professionals I know who do the whole thing themselves. So, you can do it. But you’ve got to do it. It’s like you can’t go to the gym twice. You’ve got to keep going.

Mike Blake: [00:38:57] Has the advent of mobile devices changed at all how you do, or how you create, or think about newsletters as a medium?

Michael Katz: [00:39:05] Yeah. I mean, you know, when it starts to become a thing – I don’t know – five or six years ago, we had to get rid of the newsletters with the side column, which was sort of the standard, because it has to look good on a phone. And then, there’s this term responsive, meaning your newsletter response to whatever device it’s on. So, the same newsletter will work on a computer or a tablet or a phone. And, you know, the Mailchimps of the world have made that automatic, so you don’t have to worry about it.

Michael Katz: [00:39:35] But half of the world, at least, is opening email on a phone. I don’t know what percent will actually read it there. But you have to make sure you know the font is big enough, that you don’t have graphics that don’t work on a phone, so you just test it. But it’s not a problem, but you certainly have to account for it.

Mike Blake: [00:39:56] So, I want to switch gears here. An important driver of success in a newsletter, I would imagine, is having an audience to send it to. And it seems to me that building an email list – well, I’m getting ahead of myself. I’m sure there are listeners who are listening to this right now that think, “You know what? Newsletter sounds great. I don’t know who I’m going to send it to.” Is there a special order of operations? Or how do you come up with a mailing list? Or are there tips? Do you think about building a mailing list really quickly? And then, how you do that? Any content? I mean, is the newsletter only a game, I guess, for somebody that already has a big mailing list?

Michael Katz: [00:40:46] No. Because, again, I’m working with professional service providers. No. None of those people have mailing lists. But you’re mailing lists are the people you know. I define people you know as, if you call them up, you wouldn’t have to introduce yourself. So, it’s not everybody you went to college with. It’s not the membership list of your professional organization. That’s spam. But it’s the humans on Earth you know. I find like the average middle aged person knows, like, 400 or 500 people. They always say, “Oh, I only know 50”. But now we sit down, it’s your college roommate, it’s your brother-in- law, it’s former clients. We’ll talk about what’s the value of your brother-in-law here?

Michael Katz: [00:41:26] So, people make two mistakes. One is, they just get every email they can get and now they’re seen as a spammer. Don’t do that. The other is they think, “Who might hire me? They only have, like, 15 people.” It’s a word of mouth game. So, the way I get hired as a marketing consultant, yes, sometimes it’s a potential client. But more often than not, you know, four out of five, it’s somebody else. My brother-in-law who reads my newsletter and finally knows what I do for a living after how many years, and a friend.

Michael Katz: [00:41:58] If you think about how word of mouth works, it’s two people sitting in Starbucks and somebody goes, “I’m just so sick of my accountant. He never calls me back, blah, blah, blah.” And then, the other guy goes, “Look at this guy’s newsletter, call him.” What’s funny is when people refer professionals like that, they don’t even necessarily know how the professional works, what they charge, how good they are. If I said, “I need a guitar teacher,” your brain goes, “Who do I know? Call this guy.”

Michael Katz: [00:42:27] So, if you take those 500 people, your brother-in-law, your college roommate, colleagues, more business people, and you’re in front of them every month, talking, whatever it is you do, what happens is they refer you. So, when I start a newsletter with a new client, I’m like, “Give me those people. Again, only people you know.” The first time you publish, out of 500, 50 of those people are going to unsubscribe. And, yes, you’ll get one person maybe.

Michael Katz: [00:42:51] Although, it doesn’t even happen anymore, who’s angry that they’re on the list. It happened ten years ago and when everybody was like, “Spam. Don’t spam me.” Now, for whatever reason, like when was the last time you heard somebody complain about spam? It’s not even a thing anymore. But, now, you’re off and running with your 450 people. And, yes, it’s good to add people because it’s a leaky bucket. Every month, people move or whatever. But you don’t need to, like, aggressively grow your list. In fact, I don’t know a way to do that that isn’t spam.

Michael Katz: [00:43:19] But I practice what I call aggressive opt in. When I meet somebody, I go, “Hey, can I do my list?” And we connect. So, I’m adding onesies, twosies all the time. You will get some people who wandered over to your website and sign up. But not a lot if you’re the average professional person. So, you have to kind of work it intentionally. But what’s amazing is, you only need, like, 500 people you know. Yes, if you’re selling products, you need 50,000 people. If you’re selling professional services, I mean, if I get 20 new clients a year, it’s all I can handle.

Michael Katz: [00:43:54] So, the numbers are small. And, again, it works very well for this population, which is different than if your target needs to do all kinds of stuff like this. It’s really not a list size thing. It’s a quality thing. Quality of the list.

Mike Blake: [00:44:09] Is there an optimal frequency for publishing newsletters?

Michael Katz: [00:44:12] Everyday. I think, again, for a professional service newsletter – once again, just to say – it varies. If you owned a bar, it’s probably once a week on a Thursday afternoon. But in my world, almost everybody I work with, it’s once a month. So, it’s only 12 times a year. And I say only, because it has to be manageable. I publish my newsletter every two weeks, which I think is perfect in terms of effectiveness. But most people can’t sustain that because they have real jobs. Once a month is a nice rhythm to that. It gives you time to get it ready, publish it, and then get some breathing room for a couple of weeks and start again.

Michael Katz: [00:44:57] It’s funny, like, 18 years ago, I would say to people, “Once a month, and your troubles are over.” Now, I say, “The least you can do it, I think, is once a month because there’s so many other things out there that you’ll be invisible if you back up to the default, which is quarterly.” I don’t think that’s enough anymore. But it’s more than enough – well, it’s enough. I mean, again, all my clients do it that way, mostly. And they all regularly, because people share their success stories, like, “Hey, I just got a new client. They read some of my newsletter.” You know, it happens all the time. So, it’s a good pace.

Mike Blake: [00:45:30] So, we’ve talked a little bit about, in effect, a long tail of newsletters and how you measure performance. But it also seems to me that one of the benefits of newsletters is that, unlike podcasts, for example, there’s a lot of data out there that can give you insight in terms of who’s opening it and who’s reading it, that sort of thing. Are those metrics that you follow? Do they matter to you? And if so, what do you really pay attention to? What do you use? And maybe what’s overhyped too?

Michael Katz: [00:46:02] Well, I think newsletter data is overhyped, because the only thing you can measure is opens and clicks and bounces. So, because that’s the only thing you can measure, that’s what we measure. But the truth is, if I’m not selling sneakers or something, what’s the difference how many clicks there were? It doesn’t matter. What matters is, has anyone ever said, “I called you because of your newsletter”? And I’d say even there, yes, you get these direct connects, which are great. I love when a client tells me that or I get that. My favorite call is somebody goes, “Hi. We’ve been reading your newsletter for two years and want to talk to you.” That’s a client coming up right there.

Michael Katz: [00:46:47] But people like to measure stuff. The thing is, with opens is, first of all, it’s inaccurate in many ways. And, by the way, Apple just made a change to their privacy policy. So, every Apple device is going to look like it opened your newsletter, so everybody is going to become even more irrelevant. But we’re not in a click to buy world. We’re in a relationship building world. So, it’s almost like if you went to a networking event and measured how many hands you shook, it kind of relates to did you make your way around the room. But it’s not really what you’re measuring.

Michael Katz: [00:47:21] So, although I do provide data to my clients, and people ask about it often or usually before they hire me, I’m not even sure they even look at it after they’re up and running. There’s a certain leap of faith, though, because it’s relationship building. It’s hard to connect A to B.

Michael Katz: [00:47:40] Part of the reason I work only with small firms now – I used to work with big companies – is because I got tired of having to defend it. Because if you’re the marketing guy in a big company – because I used to be – you got to defend everything you spent to the CFO. If you owned the business, I don’t need to explain to you the value of relationship building. So, I’d much rather work with someone who goes, “Yeah, I get it.”

Mike Blake: [00:48:03] So, we’re talking with Michael Katz. And the topic is, Should I create an email newsletter? Does the time of day that you send an email newsletter out matter?

Michael Katz: [00:48:19] Not anymore. I mean, back in the day when we all closed our computers at 5:00 on Friday and didn’t look at them until Monday morning, I think so. But it’s very much a 7 by 24 thing now. I try and avoid the times people are in heavy delete mode. So, even though it’s 7/24, people do sleep. So, you wouldn’t want to send a newsletter overnight.

Michael Katz: [00:48:40] Like, my wife wakes up, reaches for her phone, and starts deleting. She’s trying to clear the day so when she gets in front of her desk, she’s got less stuff. You don’t want to be in that pile because the bar is higher. I also avoid Mondays, because even though, yes, it’s 7/24, we do sort of slow down.

Michael Katz: [00:48:57] So, to me, a newsletter, any time between, like, 9:00 in the morning or 8:00 in the morning, I try to do in the morning rather than in the afternoon. But I have no data for that. And then, you know, Tuesday through Friday, again, for a business newsletter. But I have never found a difference in any measurable way that says, you know, middle of the week, middle of the day is better. But this kind of stuff, I don’t think matters.

Mike Blake: [00:49:26] One piece of advice you hear pretty frequently when engaging in digital marketing is to reuse that content if you can. If you’ve got a newsletter article, make it into a YouTube video, podcast, whatever, do you – no pun intended – subscribe to that theory? Or do you think that content needs to be more kind of siloed?

Michael Katz: [00:49:49] I totally agree. In fact, the best thing that happened to email newsletters is social media. I mean, when I first started doing a newsletter, you’d send the thing out and then it evaporated, it was email. So, if you subscribed to my newsletter 30 seconds after I sent it out, not only did you not get that one, you didn’t get any of the other ones because it was in the days before WordPress, where you could easily put the thing on your website. So, initially ,it was just email, send it, gone.

Michael Katz: [00:50:18] Then, the blog is invented. Now, you could send it, but also post it on your website, same content, though. But the nice thing is it now lives on your website, Google likes it, people can check it out after the fact. So, that was the state of the world for another five or six years.

Michael Katz: [00:50:34] Now, in social media, for example, with my newsletter. I put it on my website before I send it, now it’s a blog. Then, I send it, then I record it, now it’s a podcast. I don’t interview people like you’re doing, I just record it. But there’s a lot of sight impaired people, people who prefer to listen. What do I care? It adds 30 minutes to the process. So, now, I have a podcast. It’s on my website. It’s on iTunes. Then, I take it and I chop up little pieces of it.

Michael Katz: [00:50:59] And for the next year, I cycle it through my social media – which, for me, is almost entirely LinkedIn – with all my other newsletters. And then, it expires in a year. It’s just a little bit of a segment of it, an image, and I link it back to the thing on my website. So, I’m getting people who missed the first one. I mean, even your best readers, you know, if you’re open rate is north of 35 percent, you’re doing well. So, that means two out of three people don’t read each one at best. So, they see it on social media. I published a book, it was just 29 slightly changed newsletters.

Michael Katz: [00:51:38] So, it’s great. The hard part is writing it once. Then, how many different ways can you just spray this around over and over again? And, yes, I suppose – as I was joking earlier – there are some people who are like, “Hey, wait a second. I read this before.” But most people don’t. And this way you get way more mileage for your hard work of writing it once.

Mike Blake: [00:52:01] Michael, this has been a great conversation. We’re running out of time and I want to be respectful of yours. There are probably questions that we didn’t cover that somebody would have asked or didn’t go as deeply as somebody would have liked. If someone wants to contact you for more information about this topic, can they do so? And if so, what’s the best way to do that?

Michael Katz: [00:52:19] My website is just michaelkatz.com, and they can subscribe to my newsletter or contact me there.

Mike Blake: [00:52:27] Well, great. That’s going to wrap it up for today’s program. I’d like to thank Michael Katz so much for sharing his expertise with us.

Mike Blake: [00:52:35] We’ll be exploring a new topic each week, so please tune in so that when you’re faced with your next business decision, you have clear vision when making it. If you enjoy these podcasts, please consider leaving a review with your favorite podcast aggregator. It helps people find us that we can help them. If you’d like to engage with me on social media, with my Chart of the Day and other content, I’m on, LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

 

Tagged With: Blue Penguin Development, Brady Ware & Company, Decision Vision podcast, email marketing, email newsletter, marketing, Michael Katz, Mike Blake, professional services marketing

Workplace MVP LIVE from SHRM 2021: Josh Rock, Nuss Truck Group, and Jessica Miller-Merrell, Workology

September 22, 2021 by John Ray

Josh Rock
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Josh Rock, Nuss Truck Group, and Jessica Miller-Merrell, Workology
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Josh Rock

Workplace MVP LIVE from SHRM 2021:  Josh Rock, Nuss Truck Group, and Jessica Miller-Merrell, Workology

Josh Rock, Talent Acquisition Manager at Nuss Truck Group, and Jessica Miller-Merrell, CEO of Workology, had a lively conversation with host Jamie Gassmann about connecting with talent, going where the talent is, global HR issues as the workforce is remote, the Workology podcast, 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 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Josh Rock, Talent Acquisition Manager at Nuss Truck Group Inc.

Josh Rock, Talent Acquisition Manager at Nuss Truck Group Inc.

After nearly a decade in recruiting with healthcare companies, Josh Rock moved the Nuss Truck Group as their Talent Acquisition Manager.

Josh holds a degree from the University of Minnesota-Duluth and is an active alum. He is the recipient of the 2001 Sieur du Luth Award Winner, given for the highest level of involvement and service to the university community.

LinkedIn | Twitter

Nuss Truck Group

With eight locations in the midwest, Nuss Truck & Equipment is proud to carry the best lines of trucks, trailers, and construction equipment. Their sales and service teams are highly trained to deliver and maintain the right truck or machine for your application to ensure maximum productivity and efficiency. You and your business can rely on Nuss.

Company website | LinkedIn

Jessica Miller-Merrell, SHRM-SCP, SPHR, CEO & Founder, Workology

Jessica Miller-Merrell, SHRM-SCP, SPHR, CEO & Founder, Workology

Jessica Miller-Merrell is the Founder of Workology, a workplace resource for HR, recruiting professionals and business leaders. The site was listed twice as a top 75 career resource by Forbes Magazine. Jessica is the president and CEO of Xceptional HR, a human capital strategy and consulting agency, and a published author of Tweet This! Jessica is listed by Forbes as a top 50 social media power user. Because of vast industry expertise and knowledge, Jessica’s professional opinions and expertise are sought after and sourced by publications and media including: the Economist, Forbes, CIO Magazine, CBS, Entrepreneur Magazine, and SHRM’s HR Magazine.

LinkedIn | Facebook | Twitter | Instagram

Workology

Workology is a destination for the disruptive workplace leader discussing trends, tools, and case studies for HR, recruiting professionals, and business leaders. The site and community are designed for those who are tired of the status quo and are compelled to change and transform not just their organization but the world of work and the human capital industry. If you are interested in contributing, please click here. If you are interested in advertising, click here.

We reach a half-million HR and Recruiting leaders each month with our website, newsletters, and podcasts. Workology and its community are founded and managed by XceptionalHR Consulting. XceptionalHR Consulting is a workplace consulting company focused on developing resources, training, and content for HR, Recruiting, and Workplace Leaders.

Workology and Xceptional HR Consulting is led by our Founder and Chief Innovation Officer, Jessica Miller-Merrell. She’s available for speaking, consulting, writing and research opportunities. If you are interested in advertising opportunities, visit our advertising page.

Company website | LinkedIn | Twitter | Instagram

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: [00:00:03] Broadcasting live from the SHRM 2021 Conference at the Las Vegas Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in workplace behavioral health, crisis, and, security solutions. Now, here’s your host.

Jamie Gassmann: [00:00:17] Hey, everyone. Jamie Gassmann here, your host of Workplace MVP. And we are broadcasting our episode today from the SHRM 2021 Conference in Las Vegas, Nevada. And I have two wonderful guests with me today. I’ve got Josh Rock from Truck & Equipment. He’s the Talent Acquisition Manager. And from Workology, I have Jessica Miller- Merrell, Founder and Chief Innovation Officer. Welcome to the show you two.

Josh Rock: [00:00:48] Thanks, Jamie.

Jessica Miller- Merrell: [00:00:49] Awesome to be here.

Jamie Gassmann: [00:00:50] So, I’m going to start out by talking with Josh, because I know you’ve kind of waited a little bit to connect with us on our show.

Josh Rock: [00:00:57] We’ve been chatting here and hanging out, and talking with your guys online via Twitter, you know, here at the show, just having a good time.

Jamie Gassmann: [00:01:02] Awesome. So, tell us a little bit about your background, how you got into talent acquisition, and just share with our audience a little bit more about you.

Josh Rock: [00:01:10] So, if any of your listeners are familiar with the cartoon Family Circus, where the kids would walk around a lawn and the whole yard and they have the dotted line, that’s how I fell into H.R. I started going to school for law, of all things. I fell into advertising for 16 years. And through that, I did ten years of recruitment advertising and trying to be a trusted advisor to H.R. professionals across the country and across the globe. And left that organization and went to work for my clients to teach them what I was doing outside but then within their walls, give them back control, back their budget, back to the power, instead of putting it in the hands of agencies. And I’ve been doing it ever since.

Josh Rock: [00:01:47] I went to work for a couple of health care organizations. I recently left a 36,000 employee health care group out of Minneapolis to join a truck dealership of nine locations, with now almost 400 employees. So, a huge paradigm shift, not only in the industry, but employee size, to lead their talent acquisition efforts and just have a good time every day.

Jamie Gassmann: [00:02:08] Yeah. Wow. And, obviously, now, hiring concerns and issues, how has that impacted the truck industry that you’re in?

Josh Rock: [00:02:17] You know, there’s impact. There’s not enough students going into the heavy duty diesel programs. And so, connecting with the schools, helping build curriculum to make that a more profitable venture for not only the schools, but the students, obviously. So, that way, we can continue to drive great business for us and then our customers. So, it’s going full cycle. It’s not just opening up a requisition, posting it on Indeed or any other partner just to wait for candidates to come in. We’ve had to be more holistic in our approach of finding, acquiring, and hiring great talent.

Jamie Gassmann: [00:02:51] Right. And so, talk to me a little bit about that approach. Are you going out to actual universities? You live in the St. Cloud area, I know there’s a big university in St. Cloud. I know I’ve been talking to you a little bit already. I know you’re a big Duluth.

Josh Rock: [00:03:06] Go Bulldogs.

Jessica Miller- Merrell: [00:03:07] Go bulldogs.

Josh Rock: [00:03:08] Shane here from R3, he’s also a UMD Bulldog. We connected on Twitter because of our alumni association with UMD. So, yeah, I mean, I actively go out. Even in a post-pandemic world, I’m out visiting colleges already. I was down in Dallas recently. I was down in Denver. I’m now here going out and talking to students about how their careers could go well in diesel truck repair. And, you know, finding great ways about, not only who we are, what we do, and how they can grow with us, and set themselves up and maybe their families up for great success through careers in this venture. So, it’s fun.

Jamie Gassmann: [00:03:45] Yeah. Absolutely. And that’s such an impressionable age, right? I’m guessing you’re really looking at all students. But, you know, when you’ve got somebody who’s going through their program and they’re trying to figure out what they want to be when they get older, you can really have an impact. So, if another employer was looking at taking that same approach, you know, what are some kind of your advice, if you will, on how you would approach that?

Josh Rock: [00:04:13] You know, for me, it’s all about engagement. And engagement comes in different forms. Through active questioning of the people that you’re talking to, whether it’s a student or a student’s parents, about where do they want to take their career, where do they want to go, what do they want to achieve. You know, those things, layering those questions in to create a picture, a painting, of what that could be. And then, finding your organization – like mine here at Nuss – where that resonates. For some, it’s time off. For some, it’s paid. For some, it’s advancement.

Josh Rock: [00:04:46] You’re going to find those threads just in genuine conversation and questions with those students or alumni from the schools or parents looking at how do I help set my child up for a successful career. And then, just finding those threads. It doesn’t have to be, “Hey, we’re offering a $10,000 sign on bonus and you can start tomorrow.” It’s more about what do you want? And then, finding that lane of the value proposition from your organization and going through that.

Jamie Gassmann: [00:05:15] Yeah. Well, and it’s interesting you mentioned, like, finding that lane and kind of having that engagement opportunity. Because, you know, I’ve read job descriptions over my career. I think we all have.

Josh Rock: [00:05:25] Unfortunately.

Jamie Gassmann: [00:05:25] And sometimes you’re left going, “I don’t get it. I don’t know. Maybe I like this job, but there was one word that kind of threw me off.” So, it’s almost like how can that employer step out of that job description. How can they empower themselves to take that different approach? What’s worked for you?

Josh Rock: [00:05:43] So, a great story. I had a local – or, actually, a national job board reach out to me and say,” Hey Josh. You need to invite people through our portal to apply for your positions.” And I told him he was wrong. Straight up I said, “You know what? Actually, what I need to do is when somebody voices interest in one of our jobs through your portal, I’m going to call them. I’m going to text them and say, ‘Hey, you know what? I found your information. I want to talk about where your career is going and what we can do together.'”

Josh Rock: [00:06:14] Because my job is not a gatekeeper. There’s a lot of recruiters, unfortunately, in the United States that act like gatekeepers. Actually, what you should be doing is being dance partners. Helping them navigate to their career within your organization. And so, instead, what I told this vendor, I said, “What I’m going to do is you guys are going to bring me information. I’m going to digest that information. I’m going to actively reach out to them on my own, through my own information, my own tools and technology and say, ‘Hey, I’m interested in you because. Now, I want you to join me because.'” Instead of saying, “Hey, do this for me, do this for me.” Because they’re getting the information. They’re holding the power. No.

Jamie Gassmann: [00:06:52] No. I need to hold the power, right?

Josh Rock: [00:06:53] Exactly. Exactly. I’m the customer. I need to do what works for me. Not what works for you and your technology. And what you can then put on your advertisement to say you had this many candidates to customers. That doesn’t matter to me. What matters to me is that Paul Alexander from Sheboygan, Wisconsin applied for my position, has an interest in my role, was in the U.S. Military, now wants to come work for me. I want to get him on the phone as quickly as I can and find a way that maybe this is an opportunity for him to drive his career forward.

Jamie Gassmann: [00:07:24] And so, you’re very active on social media with the Twitter, because that’s how you found us.

Josh Rock: [00:07:30] Kind of. Yeah.

Jamie Gassmann: [00:07:31] So, talk to me how do you leverage Twitter or how do you leverage LinkedIn? How do you empower even Facebook, potentially, I’m guessing, could be a really good avenue for you? How do you leverage that in a way that’s helped you to get good candidates to reach out to?

Josh Rock: [00:07:45] So, in my current industry in transportation, I’m not going to find a ton of diesel technicians on Twitter. It’s just not going to happen. I can do it on Facebook. I can do searches by putting in diesel technology. I can look for trucking. I can do keywords to find people that have similar similarities or have posted something about it, and then reach out to them that way.

Josh Rock: [00:08:07] In my previous industry in health care, I could do it much easier. Because I could go on to Pinterest and find a female in Atlanta, Georgia looking at recipes for something. But she also posted on her Pinterest wall scrubs that she really liked.

Jamie Gassmann: [00:08:25] Interesting.

Josh Rock: [00:08:25] And I can say, “Oh, I see you’re a nurse. We’ve got opportunities here in Minnesota. What’s your specialty? Are you an ED? Are you in transplant?” Strike up a conversation, say, “Hey, you know what? I work for this organization. We have this many openings. I’ve got these many hospitals, depending upon the kind of community you want to be in.” I can do those types of things that way.

Josh Rock: [00:08:40] You can do a lot of different things on social channels based on what somebody is interested in. It doesn’t have to be just the resume on LinkedIn or that they’re looking for a job that they posted on Twitter. That stuff’s easy. You can do that really quickly. But sometimes it’s just as simple as finding that moment in time post about what they liked and then find the correlations. It takes time. It’s sourcing. It’s active sourcing. But you can find really good talent.

Jamie Gassmann: [00:09:07] Yeah. And sometimes going out of the script of, like, this role helps you to kind of get that engagement that you’ve been mentioning.

Josh Rock: [00:09:15] Well, you talked about social media so a great story about SHRM. We’re sitting here in Las Vegas. We all flew here Tuesday, Wednesday, Thursday. And I’m on the flight from Minneapolis here and I’m sitting by four people in my row. I’m like, “Hey, are any of you guys going to the SHRM Conference?” All four of them said yes. I said, “Anybody staying at Resorts World, the new Conrad Hotel?” It’s where I’m staying. By the way, if you haven’t been to Las Vegas’s brand new hotel, it’s fantastic. There’s their plug. I love those guys. It’s good.

Josh Rock: [00:09:45] But this young man, his name is Ethan. He’s from Minneapolis. He was sitting with his mom. And they’re like, “Yeah. We’re staying there too.” I said, Well, why don’t we ride share? Save each other some money. Maybe we could put it on gambling, or food, or something like that later on.” Come to find out he’s a senior at a local college back in Minnesota looking to, you know, build upon his career. And I said, “Are you on social media?” “Well, yeah. I’m on Twitter.” I said, “Well, here. We’re going to do something while we’re in the car.”

Josh Rock: [00:10:08] So, I took a photo, tagged him in a post. I said, “Hey, all my SHRM social influencers, I want you to meet Ethan. All H.R. leaders here at SHRM, I want you to meet Ethan. He’s looking to start his career in the next year. Let’s connect with him, and help build him, and get to network with him, and connect with him.” He has over 50 followers now. When I talked to him, he was at 18 on the flight. He’s over 50. And these are all H.R. leaders. These are people that could offer him an opportunity, could give him tips towards connecting with other leaders. It’s endless.

Josh Rock: [00:10:36] We’re walking through the hall and I run into Ethan. We’re sitting with the other students. I said, “Hey, Ethan. How’s it going for you so far?” “It’s great. I met these people. I got invited to these dinners. I’m going to this social. All because you shared who I am at this conference.”

Josh Rock: [00:10:50] And there’s this young lady from University of Tennessee, Knoxville, sitting behind me. Her name is Stephanie. And I said, “Stephanie, can we blow you up on Twitter too?” “Sure.” The next thing you know, people are following Stephanie. Her dad followed me on Twitter yesterday and said, “Thanks for expanding my daughter’s networking world.” These are the things that we do.

Jamie Gassmann: [00:11:09] I love that.

Josh Rock: [00:11:09] You know, it may not benefit me as a recruiter at Nuss. But if I can give back, I’m happy to do it. And that’s part of the reason of one of the things we talked about earlier before coming on the show was #JobHuntChat. We’ve been doing a job advice chat on Twitter for over 11 years every Monday night. I don’t do it because I’m getting paid off it. I do it because I enjoy it. I love to give back, because if one little bit allows somebody to leverage their career, provide for themselves or their family, good karma for the day.

Jamie Gassmann: [00:11:36] Yeah. Absolutely. And engagement is the key. Not being afraid to strike up that conversation and start just, you know, getting to know people. I mean, it’s amazing what you can find out and what you can learn, which is obviously what we’re doing today, which is great.

Josh Rock: [00:11:48] Exactly.

Jamie Gassmann: [00:11:48] Well, thank you so much, Josh. It has been great chatting with you. I’m going to shift over to our next guest from Workology, Jessica Miller-Merrell. Welcome. She’s the Founder and Chief Innovation Officer. Talk to us, Jessica, how did you get into this?

Jessica Miller- Merrell: [00:12:03] I started a blog. I started a blog in 2005. It was a job search blog originally called Blogging for Jobs. And I was an H.R. director at a Fortune 200 company, and I was trying to fill inside/outside sales positions and supporting roles. And I started the blog to be able to build a pipeline of candidates. And it’s now became a business. I have a team of 11 and we provide resources, information, support, and training for H.R. And workplace leaders. We reach over 800,000 every single month. It’s amazing.

Jamie Gassmann: [00:12:37] That is amazing. Fantastic. So, now, you’re here at SHRM, obviously, probably been here multiple times. How do you leverage this conference for building on maybe your content or learning about what’s kind of trending within the H.R. space?

Jessica Miller- Merrell: [00:12:53] So, it’s my first conference in – what? – two-and-a-half years or whenever the world stopped, right? So, it’s been great to hug people, shake hands, masked of course. But just connect in person and have a conversation that doesn’t involve screens. I mean, my business is predominantly online, and the work that we do is mostly digital. But it’s nice to just be able to randomly connect with somebody on Twitter or in a session and then learn more about what they’re doing and what’s important to them.

Jessica Miller- Merrell: [00:13:27] I have a lot of access to different resources information in people. And so, for me, it’s all about connecting those people to other people or those other resources. And sometimes the best way to do that is in crazy atmosphere like this, where we’re all kind of the same, but we’re all different, but we all have that thing in common which is working and loving the human resources industry.

Jamie Gassmann: [00:13:49] Absolutely. And so, for content, I mean, you mentioned it’s kind of a resource hub. You’ve got different elements that help H.R. leaders. I got to imagine you’ve just been pushing a ton of content out over this last year helping them with how to guide through the pandemic and others. So, how do you create that and how are they accessing it?

Jessica Miller- Merrell: [00:14:09] So, predominantly, there’s four different ways that H.R. leaders get access to our resources. We do have a number of trainings. We provide H.R. certification prep for HRCI and SHRM certification resources that’s all digital and on demand. And then, we also have a membership that allows H.R. leaders to get access to our library of resources, connect with me, connect with others. And then, be able to just have aggravated customized content delivered to them or training or information. So, training is number one.

Jessica Miller- Merrell: [00:14:39] And then, we also have a newsletter that reaches over 500,000 H.R. leaders at Workology every single week. And we organize and deliver similar stuff – like, the Biden press conference will probably be on our next newsletter – just providing information to help them do their jobs better and to spend less time searching the internet for it, like we just deliver it out for them. So, I’m like their trusted friend that knows all the things over cocktails or coffee that’s like, “Here’s everything that you need.”

Jessica Miller- Merrell: [00:15:09] We also have a podcast ourselves. It’s called the Workology Podcast, over seven years going. So, that’s been a lot of fun. And then, of course, my blog, and we have over 8,000 articles and information there. It’s this living embodiment and a testament to how vast, and interesting, and amazing the human resource industry really is.

Jamie Gassmann: [00:15:30] Yeah. Well, there’s so many different facets. You know, there’s the legal side, regulation, talent and acquisition that we talked about, and there’s also the hiring part of it. So, one part of HR that’s your favorite that gets you just all giddy, what would that be?

Jessica Miller- Merrell: [00:15:48] Right now, I’m really fascinated with the evolution of the chief human resources and the chief people officer. I was telling Nicole as we were waiting that we have been doing a podcast series, really, since the beginning of the pandemic that’s just focused on talking to CHROs, and understanding what has their attention right now, maybe an initiative or program. What’s their HR organization like? How do they talk to their executive team? And it has been amazing. We’ve talked to companies that are, you know, Fortune 5 CHROs. And then, we’ve talked to companies that have 57 employees that are chief people officers in their organization.

Jessica Miller- Merrell: [00:16:29] So, it’s really interesting to see how that’s evolving and changing. And then, the kinds of resources that we need as CHROS, regardless of the company size, need, tools, information technology is really evolving. And it definitely has increased in the speed with the pandemic, because we have to be able to be more flexible and pivot and agile. And that’s different than it ever has before because we don’t know – well, we always didn’t know what tomorrow is going to be. But we really don’t know what tomorrow is going to be in the workplace.

Jamie Gassmann: [00:17:02] Yeah. Even still today, right?

Jessica Miller- Merrell: [00:17:04] Yeah. Every single day, it’s changing. And, especially if you’re a global H.R. leader, if you have a global organization, maybe you’re in the U.S., maybe you’re in India, maybe you have a team in Pakistan or Mexico, you have to be able to lead not just to your core team or your team in the U.S., but you have to be able to support those employees everywhere.

Jessica Miller- Merrell: [00:17:25] And now that so many people are remote, you might have Susan who decides to move to Portugal and now you’re faced with a whole another challenge as the head of HR. Like, how do I set a payroll and taxes and all these things for Susan who didn’t tell me for the last eight months that she relocated to Portugal. And this is happening a lot. I’m seeing it. I’m getting emails, DMs, text messages of, you know, freaked out H.R. personnel like, “I need help.” And I have been drowning for the last two years. And now here’s another just pivot or thing that we have to become an expert on and support the organization and our employees in.

Jamie Gassmann: [00:18:06] That’s fascinating. Because when they move, everything changes in terms of their employment. So, I mean, how an employee doesn’t share that with them, but you know [inaudible].

Jessica Miller- Merrell: [00:18:15] Well, they wanted to work remotely. I think the pandemic, like for me, I’ve had to really sit back and think about my life. And I think a lot of people have taken stock, like what is really important, what matters. And I hope that if you haven’t done that as an H.R. leader, you are doing that. And then, also, thinking about who you want to be in 18 months, two years or five years. Not just who you want to be as a person to your family and your friends, but as a leader in an organization supporting the business.

Jessica Miller- Merrell: [00:18:44] And employees are making decisions and saying, “Hey, you know what? YOLO. I’m moving to Portugal. And right now everybody’s working from home, so nobody knows because I can do it over Zoom.” But they are just thinking about, “Okay. My boss, I just want to show them, him or her, that I can do this here. Or, you know, they’re probably never going to know.” They’re not thinking about the things that we have to deal with as H.R. leaders, employment laws, payroll, taxes, all the fun things. And, now, it’s not just somebody moving from Texas to Minnesota, it is somebody moving from Texas to Portugal or, you know, wherever else.

Jamie Gassmann: [00:19:21] So, quick question, because I had not heard that yet, but it makes total sense when you bring that up that an employee would do that because why not, right? How can an employer be proactive in saying, “If you’ve got ideas of doing this,” I mean, is there a way they can gently put that out there without maybe showing that they’re encouraging, but maybe is there communication that can be done?

Jessica Miller- Merrell: [00:19:44] It starts with a culture of trust and conversation. So, H.R. leaders – and they should be. And I know we have got a lot on our plate, so I hear you because you’re going to groan when I make this recommendation – you need to be investing as much time as you can talking to your people. And I don’t mean your managers and your frontline managers and your executive team. I mean, your actual people. And so, that means popping into Zoom calls, scheduling appointments, scheduling meetings, in-person or remote, however you’re going to do it. But the majority of your time should be spent with the people in the organization, and building that trust, and leading by example.

Jessica Miller- Merrell: [00:20:23] So that when Susan decides to relocate to Portugal, she sees us as a human being, Josh or Jessica, “I might need to let my boss or Josh or Jess know what’s going on.” Just to check in.

Jessica Miller- Merrell: [00:20:38] I think a lot of times we just look at someone who is in a position of management or leadership as a logo, not necessarily a person. So, as H.R. leaders, we need to lead with the humanity side of things. Go out there and build those relationships, set the tone for the rest of the organization.

Jessica Miller- Merrell: [00:20:57] So that when Susan has a question because she’s probably just like, you know, no news is good news, right? So, she hasn’t heard anything about it, so she thinks it’s okay. But then, we can start to have those conversations because if there’s one person that’s done it in your organization, I guarantee you, there’s probably 15, 25, 45 more.

Jessica Miller- Merrell: [00:21:17] I mean, personally, my goal is to move to Belize. I want to be, like, part time. I want to be in Texas. I want to be in Belize and wherever. My husband, he’s a little bit different. He just wants to relocate to wherever my daughter goes to college. Which I’m like, “Okay. We can own a house. But I’m moving to the Caribbean somewhere. I’m going to be snorkeling on my days off and when I’m not podcasting or speaking.”

Jamie Gassmann: [00:21:41] Like, this is going to happen.

Jessica Miller- Merrell: [00:21:41] Yeah. And I think a lot of other people are wanting to do this. But if we don’t plan or prepare or at least consider this might be happening, because if it’s not moving to Belize or Portugal, it is mental health conversations or PTSD, or I’m having a lot of financial problems right now, or other things. This year has been hard for so many people, and so they’re just grabbing onto the one thing that brings them some happiness and just fills up their cup. And for Susan, that’s moving to Portugal. For me, it is Belize. And I’m going to talk about it on every podcast. I am moving there because I’m going to manifest and make it happen.

Jamie Gassmann: [00:22:21] Yeah. And then, you’ll do a podcast on living in Belize.

Jessica Miller- Merrell: [00:22:24] Yeah. There’ll be a whole blog and a business. It’s going to be a whole thing.

Jamie Gassmann: [00:22:26] I can see it now. Fantastic. No, I’m glad we’re having that conversation, and I know you said people will groan at that. But you’re not the first person that I’ve talked to at the show that has mentioned that, about that senior, that executive level leadership needing to have more visibility kind of with employees. And that is a struggle, right? Because some of them are feeling the burn. They’re trying to balance all the shifts and turns and keep that organization strategically running forward.

Jessica Miller- Merrell: [00:22:52] It’s the reason that I’m here to connect with the H.R. community. Because I’m providing resources just like H.R. leaders are providing their employees and organizations resources. If I don’t invest the time, like H.R. leaders are not investing time in their people, I might go somewhere else and start writing about Alaska when I should be writing about Belize or whatever resource that I’m providing. I want to make sure that we’re connected together and that I’m able to do my job and what my superpower is.

Jessica Miller- Merrell: [00:23:22] Just like as H.R. leaders, we need to be able to do that. And that’s really that human connection piece that people focus first. That is so important right now in moving forward, because we will continue to be a hybrid workplace, whether our organizational leaders want it or not. The employees are speaking, and they are walking out of jobs, and making decisions, or moving to Portugal and not telling their organization because it is such an important thing. It doesn’t mean that working remotely is less productive, but it allows for some work-life flexibility that they maybe didn’t have in the same way before.

Jamie Gassmann: [00:24:03] Yeah. And are so appreciating that aspect over the last year of that work-life, you know, they don’t want to give that up so they’re really holding on to it.

Jessica Miller- Merrell: [00:24:10] As someone who has worked remotely for over 12 years, it’s good and bad. I do like going to the office because I can leave my work at work.

Jamie Gassmann: [00:24:22] Yeah. Yeah. Absolutely. Well, if anybody wanted to get a hold of you, Jessica, how would they do that? Or how would they access Workology so they can get those great resources that you talked about?

Jessica Miller- Merrell: [00:24:34] workology.com is the best place to go. If you want to connect with me one-on-one, all the places and all the social medias. Facebook is great. Twitter is excellent. Linkedin, you can connect with me there as well. You can also send me an email, you know, if you’re not on the social medias. And that’s jessica@workology.com. I’m here to support H.R. leaders and help empower them to be better at their jobs and also better at just life. I mean, this is all that we have. That’s one opportunity. So, we should make the best of it.

Jamie Gassmann: [00:25:09] Absolutely. I love that. And, Josh, if they wanted to get in touch with you, how would they get in touch with you?

Josh Rock: [00:25:14] Easy. You can find me on LinkedIn, just like many other H.R. pros that are here. Twitter, JRock96, the hockey number follows me everywhere I go. But if you’re looking for a job or seeking advice, you can always check out #JobHuntChat Monday nights 8:00 p.m. Central, we’ll be there. And you can contribute if you’re an H.R. pro and you want to help job seekers. Or if you have other job seekers that want to know more, tell them to jump on Twitter and follow us along.

Jamie Gassmann: [00:25:43] Awesome. Well, thank you both for joining us. It’s been great to chat with you.

Josh Rock: [00:25:46] Awesome. Thanks, Jamie.

 

Tagged With: find talented people, hiring, Human Resources, Jamie Gassmann, Jessica Miller-Merrell, Josh Rock, Nuss Truck Group, SHRM 2021, talent acquisition, Workology, Workplace MVP

Austin L. Church With Balernum

September 15, 2021 by Jacob Lapera

Coach The Coach
Coach The Coach
Austin L. Church With Balernum
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Austin L. Church is a writer, brand consultant, and online entrepreneur.

After finishing his M.A. in Literature in 2008 and getting laid off from a marketing agency in 2009, Austin started freelancing. He got into iOS and Android apps and eventually sold his portfolio of 30+ apps.

In 2013 he co-founded a tech startup called Closeup.fm (touring, ticketing, and communication software for performing artists). In 2018 he co-founded a branding and marketing studio called Balernum.

When Austin isn’t helping online creators and entrepreneurs build real brands and make a positive impact, he teaches freelance creatives how to have a record year doing their most joyful, profitable work. Austin, his wife Megan, and their three children live in Knoxville, Tennessee.

Connect with Austin on LinkedIn, Facebook, and Twitter.

What You’ll Learn In This Episode

  • It’s important for coaches to have a program
  • Advice to freelance creatives and artist types
  • Advice to other coaches and companies who want to work with or sell to creatives

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:02] Broadcasting live from the Business RadioX Studios in Atlanta, Georgia. It’s time for Coach the Coach radio brought to you by the Business RadioX Ambassador Program, the no cost business development strategy for coaches who want to spend more time serving local business clients and less time selling them. Go to BRXAmbassador to learn more. Now here’s your host.

Lee Kantor: [00:00:33] Lee Kantor here, another episode of Coach the Coach Radio, and this is going to be a fun one today on the show, we have Austin Church with Bill Burnham. Welcome, Austin.

Austin Church: [00:00:42] Thank you. I’m delighted to be here.

Lee Kantor: [00:00:44] Well, I’m excited to learn what you’re up to. Tell us about Burnham. How are you serving, folks?

Austin Church: [00:00:49] So I serve folks in two different ways. On the consulting side, I help the typically e-commerce brands with a specific focus in outdoor brands with their brand strategy. That’s everything from mission. Vision values all the typical stuff to differentiation, target audience, all the stuff that helps them stand out. And then on the coaching side, I help freelance creatives most often, and that’s where we’re working on business levers. The areas of their business where with a little bit of effort, they can see outsized returns.

Lee Kantor: [00:01:29] So now what drew you to creatives as a focus?

Austin Church: [00:01:34] So my background is in literature. I went to grad school to get a master’s in creative writing and never really realized it until I got into the business world. But I was always entrepreneurial, and so I was that odd duck who loved the arts, loved poetry, loved fiction writing and yet liked money and wanted to make money. And then later, when I had a family needed to make more money and didn’t think I was that unusual. But after hundreds of conversations with writers and freelancers, I’ve realized that a lot of creatives really struggle with the business side, and I’m passionate about helping them work through some of those issues.

Lee Kantor: [00:02:26] So how did you kind of I don’t want to say pivot, because maybe it was just a natural evolution from, you know, kind of wearing the hat of, I’m a creative, I’m a writer. I’m going to write. And then now that you’ve written, then going, OK, when’s the money come from this? And how do I build a business around my writing? Did that just happen? Like, you just figured out a way to do it and said, Oh, I’m going to share this with everybody else. I know, and that’s how you got into coaching. Like, what was the path?

Austin Church: [00:02:56] I think I was like a lot of people in that I had the problem, and I think most people don’t change until it hurts worse to stay the same. And I was failing forward and had a number of experiences early on where I made a mistake undercharged or had a bad master service agreement. I just made some kind of mistake that caused me pain, and I’m like, Well, there’s got to be a better way to do this. You start looking around and then as time passed, you realized, Well, I’ve started to have some success. I changed the way I operated, developed some business acumen and wait a second. All the other people that I see that are making six figures as freelance creatives, well, they’re all doing the same things. They’re all pulling the same levers. And that was kind of my light bulb moment when I thought, Oh, there are, like I said, levers and there are principles at play. And I think a lot of those will be replicable or repeatable for most people. And so that’s when I put together my program and started sharing what I had learned through trial and error.

Lee Kantor: [00:04:15] So what are some of those main levers?

Austin Church: [00:04:18] So I think a lot of them will apply both to creatives and to coaches, the six that I talk about most often are positioning, packaging, pricing, pipeline psychology and process, and I can go as as deep as you want to go in any of those.

Lee Kantor: [00:04:37] So are they in order so you have to get your positioning right before you do anything else?

Austin Church: [00:04:43] I think that helps because positioning goes back to like your dream clients. Who’s the target audience you want to serve and your market? And it’s really easy to pick a bad market, a market where people don’t have money or a market where they don’t experience an appropriate degree of pain that would motivate them to make a change or they don’t or the market shrinking. Right. So I think positioning is the best place to start. And then once you see all the indicators you need to see in your market with the type of client that you want to serve well, then you can start thinking about the packages that you want to create what I would call your juicy offers. And then, you know, you start putting prices on your offers and your pricing can be strategic and premium, or it can be more knee jerk and reactive. You can probably tell by my wording which I prefer and which I recommend definitely strategic and premium, but start with positioning for sure.

Lee Kantor: [00:05:50] So now is this kind of gear to a business audience? Or is this geared to like, what if I’m a fan fiction writer?

Austin Church: [00:06:01] So some some things still apply, right? Robert Kiyosaki. I think it was a rich dad, poor dad where he’s passing on this interview he had with a journalist, and she was expressing frustration that her books weren’t selling. And he told her, You know, they called me a best selling writer, not a best writing writer. I recommend you take a class on sales. And so certainly fiction writers, other types of writers could benefit from looking for those levers, sales being one of them. But primarily, I’m working with creatives, writers. Yes, designers, illustrators, photographers, software developers. I’m looking for folks like that who are definitely in business. Definitely see their work as a business, not just a hobby. And, you know, look for the more ambitious ones that are looking to turn a profit.

Lee Kantor: [00:07:02] So it’s not artist to be art for art’s sake. This is artist for commerce that they’re helping other people leverage their art to for their business in some manner.

Austin Church: [00:07:13] Absolutely. And I love art for art’s sake. But art and commerce have always mixed, and there’s nothing to be ashamed of in that. And wanting or needing to sell your art and support yourself does not make you a sellout. There’s a lot more to talk about there, but yes, definitely focused on people who are art as business or creativity as business.

Lee Kantor: [00:07:41] So now what are some of the symptoms these folks are having that your team or you yourself is the right fit to help them kind of get to the to a new level? Is it just frustration or lack of sales or or can it be something more deeper than that?

Austin Church: [00:07:58] Good question. It’s certainly inconsistency. You have a great month and then the next month isn’t so great and you see that freelance feast or famine. Another thing that is pretty common is burnout. Once people get to consistently making around five thousand bucks a month, so they’re, you know, topping out at around 60 a year. They get tired and maybe they don’t enjoy the work as much as they used to or find themselves pretty getting frustrated with clients or not short tempered, but just annoyed or irritated easily. And so there’s some emotional signs as well. You find yourself not as excited to get out of bed in the morning, and every new request that comes from a client may meet with some eye rolling or size. Or you get what I’m saying, right? So you’ve either hit a wall with your earning or there’s something about your emotional life or even your work life balance or blend that just feels off, and that’s when people start looking for help.

Lee Kantor: [00:09:16] So now, if you’re a creative, should you have something that is. Almost a vehicle for passive income, whether it’s a course or a book or a series or some some something that is kind of making money for you, just with the without you doing much anymore, were you did the initial work to kind of build it, but it’s saying there in the background kind of working for you?

Austin Church: [00:09:41] I recommend it. I mean, when I look at a lot of my big gains, yes, I ratcheted up my prices with creative work over the years, but a lot of my big gains came from, like you said, packaging up something that I know as a course, as a workshop and finding a more leveraged business model. There are so many business models available to us online now, and it seems like even with something like ticktalk, new ones crop up every year. So yes, by all means create some kind of digital product and you’ll achieve some scale. That’s simply not possible when you’re trading time for money

Lee Kantor: [00:10:27] And then the beauty, or one of the benefits of doing this is that this is just kind of incrementally going to add income without you kind of fussing with it a lot.

Austin Church: [00:10:37] Oh, for sure. And I think I was explaining this to my daughter the other day I had earned an affiliate commission through a product that I linked to and one of my blog posts. She’s eight. I think she’s I think we’ve got a little entrepreneur on our hands. But I was explaining to her that I wrote this blog post once years ago, and to date, I’d say that it has earned me around fifteen hundred dollars in affiliate commissions. And no, it doesn’t generate a huge sum of money on any given month. But I mean, I look at my revenue as a mosaic. Some pieces are bigger, some pieces are smaller. But every piece I add well, the whole mosaic gets bigger. My my overall revenue gets bigger. So I’m just I’m amazed at how many different ways there are to piece together that mosaic.

Lee Kantor: [00:11:32] And then as part of your work as a coach is kind of manage the expectations of your clients because like you said, you do this blog post, you add this affiliate link and it’s generating, you know, over the course of like, say, five years say it generates even even if it’s just the $1500. Well, that’s three hundred dollars a year. And if you can do that times 10 times, 15 times, 20 times one hundred, then it becomes money that you’re paying attention to. Now it’s all like you said, it’s just sitting there working in the background. And if you can get enough of that mosaic going, then then that creates that security and that creates that kind of predictable revenue over time.

Austin Church: [00:12:18] That’s right. And I think one of the things I talk a lot about is both a plan and patience. I think one of the traps that creatives in particular fall into is what I would call the skills improvement trap, where if you have, let’s say, 20 units of time and effort that you could spend, you’re a lot more likely as a writer or another type of freelance creative to go spin those units of effort on becoming incrementally better as a writer. Even if you make a 20 percent gain in skill or quality over the course of a year with copywriting that doesn’t translate into a 20 percent gain in income, so you have to come up with a plan that is built around OK, if I have these 20 units of effort and I were to apply them over here in terms of prospecting or even in terms of like what you said, creating a digital product or finding more leverage somewhere else, will that 20 minutes of effort might not represent 20 percent gain in income, but more like a 60 percent gain in income? And so part of my program is helping freelance creatives find those fulcrum, those like points of leverage so that, yeah, you won’t. We all have limited time, but where you put your time really matters in terms of the results that you give.

Lee Kantor: [00:13:54] Now I’m a big believer in processes over goals, and I think to create the right systems and tweak the right systems is more beneficial than having a goal that you’re shooting for. And is there work that I can be doing or should be doing as a creative every day to just keep pumping that lever like you were talking about earlier? That’s going to generate some sort of return over time?

Austin Church: [00:14:19] Yes. The most common mistake I see freelance creatives making is they stop marketing when they get busy. They finally experience that sense of relief, of having plenty of work, maybe even too much work. You have that one month that maybe it even doubles your best month. To date, everything is going great. And so you take your foot off the gas with marketing, with lead generation with follow up, not fully realizing that each week you’re actually working on generating leads that you’ll need six months from now. And so the one habits that I advocate for and I love what you said about process over goals. Hey, listen, if you’re going to be constantly implementing one process, it should be business development, marketing, lead generation, even if it’s just 30 minutes a day. Forty five minutes a day, don’t become inconsistent with that.

Lee Kantor: [00:15:25] So now what are those activities? How do you recommend your clients like? What activities are they doing for those 30 minutes?

Austin Church: [00:15:32] It depends on what their market is and what their primary channels are going to be, but an easy answer is listen. Beyond LinkedIn, be posting on LinkedIn. Be proactively building your audience on LinkedIn by sending 10 to 15 connection requests a day to people in your target audience. Find posts from people and your target audience. Comment on those, whatever whatever your market is, you find the main channel or the watering hole where people in that market in that target audience are hanging out and then show up there often and you put in your statistically significant number of activities there. Again, like you said, trusting the process more than you trust even a specific goal or how you feel on a specific day.

Lee Kantor: [00:16:31] So if you invest the time in kind of building this prospecting machine properly and efficiently, then it is kind of a rinse and repeat every day.

Austin Church: [00:16:41] That’s right. And it takes the pressure off of needing one particular post to get all the attention because you know, you’re going to be showing up and making another one tomorrow. It’s I mean, we all know that consistency trumps everything in marketing. It’s just that consistency is hard.

Lee Kantor: [00:16:59] So all right, that’s the work part, people. That’s the part they don’t like.

Austin Church: [00:17:04] Well, and that’s the part that, you know, a lot of freelance creatives are really smart people and we’re always looking for hacks. We’re always looking for ways to like, maximize results with minimal effort. But there are some things that you cannot hack in. Consistency is one thing you cannot hide. You just you have to put in your ups. You have to show up. You have to get the basics every once in a while. Maybe you do hit a grand slam, but you know, show up every day. And sure enough, you’ll usually come out with more than enough leads.

Lee Kantor: [00:17:39] Good stuff. Well, if someone’s out there that wants to learn more, have a more substantive conversation with you or somebody on your team, maybe to get a hold of your program or just kind of learn more what you are up to. What’s the website?

Austin Church: [00:17:51] So it’s billion m b a l e r n UMD. I’m on LinkedIn a bunch. It’s my name Austin L as in Larry Church. Find me there. Send me a message.

Lee Kantor: [00:18:04] Good stuff, Austin. Thank you so much for sharing your story today. You’re doing such important work and we appreciate you.

Austin Church: [00:18:10] Thank you for having me on.

Lee Kantor: [00:18:12] All right, this is Lee Kantor. We’ll see you next time on Coach the Coach radio.

Tagged With: Austin L. Church, Balernum

Unique Technique E71

September 12, 2021 by Karen

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Phoenix Business Radio
Unique Technique E71
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Unique Technique E71

In this Episode listeners will get to know Austin and Landon on a more personal level and hear about their background and experience and how Backbone Planning Partners was created.

Austin and Landon share why their technique and business model puts their client’s needs at the center of attention. They not only financially plan for business owner’s they take into account some business owners prefer to just gain advice and direction and handle matters on their own.

Austin and Landon respect that all business owners are different and have their own wants and needs that’s why they provide a unique technique. Backbone Planning Partners encompasses all aspects of a business owner’s financial plan. Austin and Landon hope to be the backbone in your financial plan.

About the Show

Tycoons of Small Biz spotlights the true backbone of the American economy, the true tycoons of business in America… the owners, founders and CEO’s of small businesses. Join hosts,  Austin L Peterson, Landon Mance and the featured tycoons LIVE every Tuesday at 1 pm, right here on Business RadioX and your favorite podcast platform.

About Your Hosts

Autsin-Peterson-on-Phoenix-Business-RadioX

Austin Peterson is a Comprehensive Financial Planner and co-founder of Backbone Planning Partners in Scottsdale, AZ. Austin is a registered rep and investment advisor representative with Lincoln Financial Advisors. Prior to joining Lincoln Financial Advisors, Austin worked in a variety of roles in the financial services industry.

He began his career in financial services in the year 2000 as a personal financial advisor with Independent Capital Management in Santa Ana, CA. Austin then joined Pacific Life Insurance Company as an internal wholesaler for their variable annuity and mutual fund products. After Pacific Life, Austin formed his own financial planning company in Southern California that he built and ran for 6 years and eventually sold when he moved his family to Salt Lake City to pursue his MBA.

After he completed his MBA, Austin joined Crump Life Insurance where he filled a couple of different sales roles and eventually a management role throughout the five years he was with Crump. Most recently before joining Lincoln Financial Advisors in February 2015, Austin spent 2 years as a life insurance field wholesaler with Symetra Life Insurance Company. Austin is a Certified Financial Planner Professional and Chartered Life Underwriter. In 2021, Austin became a Certified Business Exit Consultant® (CBEC®) to help entrepreneurs plan to exit their businesses.

Austin and his wife of 23 years, Robin, have two children, AJ (21) and Ella (18) and they reside in Gilbert, Arizona. He is a graduate of California State University, Fullerton with a Bachelor of Arts in French and of Brigham Young University’s Marriott School of Management with a Master of Business Administration with an emphasis in sales and entrepreneurship.backbone-New-Logo

Connect with Austin on LinkedIn, Facebook, Twitter, and Instagram.

LandonHeadshot01

Landon Mance is a Financial Planner and co-founder of Backbone Planning Partners out of Las Vegas, Nevada. He rebranded his practice in 2020 to focus on serving small business owners after operating as Mance Wealth Management since 2015 when Landon broke off from a major bank and started his own “shop.”

Landon comes from a family of successful entrepreneurs and has a passion and excitement for serving the business community. This passion is what brought about the growth of Backbone Planning Partners to help business owners and their families. At Backbone Planning, we believe small business owners’ personal and business goals are intertwined, so we work with our clients to design a financial plan to support all aspects of their lives.

In 2019, Landon obtained the Certified Exit Planning Advisor (CEPA) designation through the Exit Planning Institute. With this certification, Backbone Planning Partners assists business owners through an ownership transition while focusing on a positive outcome for their employees and meeting the business owner’s goals. Landon is also a member of the Business Intelligence Institute (BII) which is a collaborative group that shares tools, resources and personnel, and offers advanced level training and technical support to specifically serve business owners. In 2021, Landon became a Certified Business Exit Consultant® (CBEC®) to help entrepreneurs plan to exit their businesses by counseling owners about exit options, estimating the value of the business, preparing the business for exit and tax considerations.

Landon enjoys spending time with his beautiful wife, stepson, and new baby twins. He grew up in sunny San Diego and loves visiting his family, playing a round of golf with friends, and many other outdoor activities. Landon tries to make a difference in the lives of children in Las Vegas as a part of the leadership team for a local non-profit. He regularly visits the children that we work with to remind himself of why it’s so important to, “be the change that you wish to see in the world.”

Landon received his B.S. from California State University Long Beach in business marketing and gets the rest of his education through the school of hard knocks via his business owner clients.

Connect with Landon on LinkedIn.

Austin Peterson and Landon Mance are registered representatives of Lincoln Financial Advisors Corp. Securities and investment advisory services offered through Lincoln Financial Advisors Corp., a broker/dealer (member SIPC) and registered investment advisor. Insurance offered through Lincoln affiliates and other fine companies. Backbone Planning Partners is a marketing name for registered representatives of Lincoln Financial Advisors. CRN-3746034-090321

Lincoln Financial Advisors Corp. and its representatives do not provide legal or tax advice. You may want to consult a legal or tax advisor regarding any legal or tax information as it relates to your personal circumstances.

The content presented is for informational and educational purposes. The information covered and posted are views and opinions of the guests and not necessarily those of Lincoln Financial Advisors Corp.

Business RadioX® is a separate entity not affiliated with Lincoln Financial Advisors Corp.

Tagged With: Backbone Planning Partners, Tycoons of Small Biz, Unique Technique

Jonathan Weathington With Shuckin’ Shack

September 10, 2021 by Jacob Lapera

Franchise Marketing Radio
Franchise Marketing Radio
Jonathan Weathington With Shuckin' Shack
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Brought To You By SeoSamba . . . Comprehensive, High Performing Marketing Solutions For Mature And Emerging Franchise Brands . . . To Supercharge Your Franchise Marketing, Go To seosamba.com.

Jonathan Weathington joined Shuckin’ Shack in an official capacity in 2014 at the outset of franchising. Initially hired as VP of Franchise Development, he was promoted to CEO in November of 2014.

Prior to working for Shuckin’ Shack, Jonathan helped build the second Shuckin’ Shack in Historic Wilmington NC, and spent 14 years in the service and retail industry with companies such as VF and BB&T.

He holds a BA in Political Science and an MA in International Relations. At home, Jonathan enjoys spending time outdoors and hanging with his wife and two cats – Frank and Etta.

This transcript is machine transcribed by Sonix

TRANSCRIPT

Intro: [00:00:07] Welcome to Franchise Marketing Radio, brought to you by SEO Samba, Comprehensive, high performing marketing solutions for mature and emerging franchise brands to supercharge your franchise marketing. Go to SEOsamba.com. That’s SEOSamba.com.

Lee Kantor: [00:00:31] Lee Kantor here, another episode of Franchise Marketing Radio, and this is going to be a good one today on the show, we have Jonathan Wethington with Shukin’ Shack. Welcome, Jonathan.

Jonathan Weathington: [00:00:42] Hey, Lee, how are you doing?

Lee Kantor: [00:00:43] I am doing great. Before we get too far into things, tell us about Chuck and check How are you serving folks?

Jonathan Weathington: [00:00:50] Sure, I think we’re serving folks really well. We started in two thousand seven single unit and grew to a second unit in two thousand twelve and then started franchising in twenty fourteen. And and really, it’s our goal to just treat people well by serving them the best seafood and coldest drinks possible.

Lee Kantor: [00:01:06] Now what’s the kind of the origin story of the franchise? Did it start out as a mom and pop and then just organically grew into a franchise? Or did it set out to be a franchise from the beginning?

Jonathan Weathington: [00:01:18] It did not set out to be a franchise from the beginning. I think like most other restaurants, it really just set out to survive the first year from the beginning, and that was that was twenty seven. We were kind of headed into not a great place as far as macroeconomics are concerned across the nation, but just kind of started kicking butt and taking off and grew from there. And the partners. I was not a founder, but I knew the founders and I was around when the concept started and I saw it grow from just a single location. Mom and pop with two business partners and a 960 square foot location just grew every year. Started looking for a second location somewhere around late. Twenty ten or sorry, around late two thousand eight. And then things really started taking off. Finally opened a second location in twenty twelve. And then we’re in the process of looking for a third location and at that point decided to shift gears a little bit and focus a little more on franchise growth.

Lee Kantor: [00:02:18] Now, when you made that kind of switch to being a franchise group. Organizationally, how did that impact kind of your day to day because that’s a different real business, right running a franchise. Being a franchisor as opposed to, you know, running a franchise?

Jonathan Weathington: [00:02:36] It’s an extremely different business, you’re no longer just an operator, and I came in from the outside, though I knew the founders and I helped them build the second location. I was working for a couple of other companies at the time that they started franchising, and so I came in completely from the outside to help them specifically grow the franchising side. I had a rich history and, you know, processes and procedure and all of those things and kind of consolidating. I’d gotten a taste of really ultra ultra large business for some of the previous organizations I had worked with, and I knew that Chuck and Jack was scalable. But to answer your question directly, the partners, I think, found out and really knew coming into it that you’re no longer an operator of a single restaurant. It’s no longer your base. Goals are the same, which is to treat your customers exceptionally well, served great food and give people a good time. But how you get there on the franchising side is a little bit different because now you’re responsible for imparting that knowledge and training that within your own system to new franchisees coming in who may or may not have any familiarity whatsoever with your brand.

Lee Kantor: [00:03:44] Now, what does that ideal franchisee look like? Are they kind of that second act executive or are they the professional franchisee that is looking for another maybe a food concept to kind of round out of portfolio or the empire builder that’s going into a market and wants to take over the, you know, the the area?

Jonathan Weathington: [00:04:08] I think all of the above, I think that’s one of the beautiful things about franchising in general is that for us, at least for us, I can’t speak for every brand, but I’ve certainly had these conversations with other brands and that the diversity within their own franchise system is pretty great and that we do have folks in our system who are in empire building mode. I want to start with one, I want to build 10 and I want to do that over the next 10 or 12 years. And they have multiple units of multiple brands and they see us as as a long term investment. We also have a single unit franchise owners who are owner operators, and right now in our system, that’s our bread and butter. We love single unit owner operators. They tend to care about the business extremely well. Their numbers are typically even better than us as our company units, because let’s face it, they have to pay us royalties and marketing fees. And so there’s more of an incentive for them to run a little bit tighter ship. And, you know, they’re really invested within the community. And then on the other side, we have former military former military in our system. We have folks who have retired from their other careers and started the second career in this. So they come from all different directions. And I don’t think that’s just your main to check and check. I think that’s franchising as a whole. That’s one of the best parts about the industry and the sector overall.

Lee Kantor: [00:05:25] So in your system, what separates kind of the rock stars from the kind of average?

Jonathan Weathington: [00:05:31] How they treat people. That’s it. You know, we give people a great systems, we give them great products, we give them great marketing materials to reach their customers. We can drive customers in the door. That’s not an issue. It’s how they treat people. That’s what separates the rock stars from from the average folks. And again, that may not be just germane to us, but at the end of the day, when people come into a restaurant, they’ve already decided that they’re going to spend money there. It’s how you can make that money, have value to them. What is the worth like? How do they feel walking out of the doors? Would they, without hesitation, say yes, I will absolutely come back within the first few minutes of coming into their visit. And that’s it how they treat people and how invested they are within their local communities. That’s what separates the great from just the good.

Lee Kantor: [00:06:20] Now how does the organization help a franchisee when it comes to their people and their talent? What are you doing to help them kind of identify the right check and check employee and also keep them?

Jonathan Weathington: [00:06:37] Sure. So I think on our end, a lot of what we do, we don’t we don’t certainly hire for any of our franchisees or anything like that, but we encourage folks to hire for talent as opposed. I mean, sorry, we encourage folks to hire for personality as opposed to talent or as opposed to skill. We want people within our four walls who can speak to others just like you’re in someone’s living room. We desire folks who work for us to have a genuine sense of connection with other human beings. And quite frankly, the product doesn’t matter. We just happen to serve an exceptional product. And so that’s that’s one of the things that we teach is a part of our university training is how do you identify those kind of life skills that go beyond what you might find in a restaurant? And then as a part of our further training, once we actually get people in the doors and we’re training our employees, we kind of throw out all what we believe are a bunch of bad habits that a lot of other brands use that may work for them, but it doesn’t work for us. We don’t have greetings within our stores. We don’t wear name tags. We don’t do all the typical stuff that you might see in a franchise restaurant. And that’s because when we want, when people walk in the door, we want them to feel welcome. We want them to feel like they actually belong there, like it’s a place that they would go, hang out. I’m not going to come to your house and hope that you have a nametag on and hang out with me. That’s not what I’m after. And so for us, we kind of create that homegrown environment and we are teaching. And I say this very, very often, especially when we’re talking about bartenders and servers in front of the house employees. We’re not teaching them to do the certain things we are teaching them to read the room. We are teaching them to read other people and respond accordingly. And that’s one of the things that makes us extremely different from other brands.

Lee Kantor: [00:08:24] Now, during the pandemic, were you forced to kind of make some changes that maybe will have legs post-pandemic?

Jonathan Weathington: [00:08:33] Of course, yeah, I think we were we would be not telling you the truth entirely. We didn’t take a look at our entire system and say, What’s working, what’s not working, what’s not working? Let’s not put any time, effort and energy into it, and let’s focus on what’s working. That was a little bit more of our approach. We knew, practically speaking, when you’re talking about seafood and you’re talking about our brand. There’s not a whole lot of ubiquity on seafood and delivery. And so we knew that we could not compete with pizza or or some other concepts that may have a great delivery program because that’s what they’re known for. I mean, I order pizza at my own home, and we knew that we wouldn’t be able to compete with that and capture that customer. However, what we did know we could do is stay engaged with our customer base. And then when they were ready to come back or ready to order to go or pick something up, or they just wanted to get out of the house and drive up to the curb and pick something up from us, we were there and we tried to focus a lot of time, effort and energy on exactly that, which is engaging our customer base, making sure that they were there and that we were there for them. And then as time progressed, we were able to, depending upon, of course, the state and the municipality. We were able to develop some take home programs with taken boil kits and booze to go kits and those things. But I think the name of the game for the pandemic for us was just agility. No idea was stupid. Quite frankly, no idea was immediately swept under the table. We everything was on the table and we considered everything and adaptability and agility. Just pragmatism, I think, is perhaps the best way to encapsulate our approach to dealing with COVID and continuing to do it

Lee Kantor: [00:10:15] Now as we end this year and we move into next year. Are you targeting certain regions or is it kind of the whole country in play right now?

Jonathan Weathington: [00:10:27] I think a majority of the country, you know, 20, 20 was kind of our early twenty twenty one late twenty twenty was kind of the first time we started offering franchise opportunities for the right folks across the country. Prior to that, we had primarily been focused on the southeast U.S. east of the Mississippi, of course. We just wanted to have a little bit more market proof and markets outside of the Carolinas. And now that we have that and we’ve seen our restaurants grow and do exceptionally well, not only away from the coast but outside of the Carolinas. We’re at the stage in our development. We’ve got a lot of the right pieces on board internally. We’re partnered with the Great Development Group, Braintree Franchise Systems, franchise brands and we’re poised to grow as long as with the right people. And I think that matters more than anything else is that we would consider relationships and franchise partners in other states near or far. But you got to be the right fit in our system, and not everybody fits and that’s OK.

Lee Kantor: [00:11:32] Now, any advice for the emerging franchisor that’s out there, that’s listening on how to kind of get over the hump and get that escape velocity?

Jonathan Weathington: [00:11:44] Sure, I think the biggest thing is to have high brand confidence, and that sounds that sounds so silly and stupid, especially if you’re a founder of your own brand. But if you know your brand more than anyone else, which you should, is that continue to lean into that and continue to make sure that you depend upon that when you’re making decisions. And I think furthermore, just because someone hasn’t done something doesn’t mean that you can’t do it. And so I think that, you know, you have to determine obviously systems, procedures, all of those things, but lean on what you know. And that’s at the core DNA of what your brand is and what it has been and what’s gotten you there. Then maybe it’s not something you should you should sacrifice moving forward.

Lee Kantor: [00:12:30] Well, if there’s somebody out there that wants to learn more about the opportunity, what’s the website?

Jonathan Weathington: [00:12:35] Sure, it’s Chicken Shack franchise,

Lee Kantor: [00:12:38] And that’s chicken with no gee, right?

Jonathan Weathington: [00:12:41] No, gee, that’s right s s h youkai n Shack franchise.

Lee Kantor: [00:12:48] Well, Jonathan, thank you so much for sharing your story today. Thanks, Lee. All right, this is Lee Kantor, we’ll see you next time on Franchise Marketing Radio.

Tagged With: Jonathan Weathington, Shuckin' Shack

Growing Your Practice Through Effective Leadership, with Eric Morin, Tower Leadership

September 10, 2021 by John Ray

EricMorinDLREpisode19Album
Dental Law Radio
Growing Your Practice Through Effective Leadership, with Eric Morin, Tower Leadership
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Growing Your Practice Through Effective Leadership, with Eric Morin, Tower Leadership (Dental Law Radio, Episode 19)

In a few years, Eric Morin argues, few dental practices will have less than $1 million in revenues. In this era of consolidation, what enables a practice to acquire other practices and scale effectively? In this conversation with host Stuart Oberman, Eric argues that the answer gets down to great employees, and he discusses the management and leadership fundamentals needed to attract those people. Dental Law Radio is underwritten and presented by Oberman Law Firm and produced by the North Fulton studio of Business RadioX®.

Eric Morin, Founder and CEO, Tower Leadership

Eric J. Morin, Founder and CEO of Tower Leadership, is an MBA and an experienced successful financial and business consultant, Eric truly is an innovative thought leader and powerful dynamic speaker. His words compel you to grow your business, live optimally, and make a transformative impact on this world.

For over a decade, Eric J. Morin has left a successful track record in the dental consulting industry. Hundreds of Dental Practices are now thriving in wealth, work environment, and community impact.

Eric founded Tower Leadership with the sole purpose of keeping dentistry in the hands of dentists by equipping them with the knowledge and tools they need to run a flourishing practice where everyone on the team benefits.

Connect with Eric on LinkedIn.

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TRANSCRIPT

Transcript
Intro: [00:00:02] Broadcasting from the Business RadioX Studios in Atlanta, it’s time for Dental Law Radio. Dental Law Radio is brought to you by Oberman Law Firm, a leading dental-centric law firm serving dental clients on a local, regional, and national basis. Now, here’s your host, Stuart Oberman.

Stuart Oberman: [00:00:26] Welcome, everyone, to Dental Law Radio. Usually, I’m given a couple items on a podcast, but today we’ve got an extraordinary special guest in the studio, Eric Morin, Tower Leadership. And the reason why I wanted to talk to Eric – and he and I have done some projects and clients along the way for many years now. And I know Eric has clients all the way from Washington to probably Maine, probably to Florida, and probably some internationals. Who knows? – I wanted to really get Eric’s sort of feedback, if you will, what’s going on in the industry, where things are at. I know he’s got the the pulse of the industry and what’s going on at the practices, whether you have one practice or, I think, we’re working on a project now that we’re probably going to get him to about 30 practices at some point, if we can keep him on track, keep him on track.

Eric Morin: [00:01:23] It’s a big one.

Stuart Oberman: [00:01:23] But I think, really, Eric, you did a great job getting your guys through COVID-19. I know that was a very difficult spot. And I know that you and I did a seminar together that we had to go to a very remote location in a winery because no one else with houses. And you were on the forefront of a lot of areas, and I know that if your doctors listened to you when you were giving advice in March and April, they were well on the way to succeed. But I wanted to get, you know, your conversational sauce.

Stuart Oberman: [00:01:58] We’re going to cover a couple of things today, because you’re right on the front on this. You’re way out in front of this. Everyone’s scaling, scaling, scaling. You know, the questions we have are, how do you keep associates without giving up equity? One other area we want to take a look at is where are we at on the change of the business environment as we sort of revisit COVID, if you will, and all this coming with that. We’re seeing things that are already going into the first quarter of 2022.

Stuart Oberman: [00:02:33] So then, we want to take a look at, you know, leadership. And I’ve heard you talk and I take notes when you talk and implement when you say things. And God forgive me, but you introduced me to the sigmoid curve. I couldn’t even spell sigmoid curve until I actually listened to you talk when we were giving a little seminar.

Stuart Oberman: [00:02:57] But great to be here. Thank you, my friend. You are amazing in what you do. And I will tell you and I’ll tell listeners, every time you speak and every time I hear you, I learn something. Whether it’s one thing or a handful, I learn something. So, I want to talk about, really, what Tower Leadership is doing. Then, I want to get into some very specific industry topics that I know you’re out in front of. But tell us a little about Tower Leadership and what you guys do.

Eric Morin: [00:03:24] Well, first, thank you for having me. I’m glad to be here today. This is a lot of fun. I’ve been looking forward to it. As you said, you and I have worked on a lot of projects together, a lot of conversations. We’ve dealt with a lot of clients. You know, we really experienced a lot of issues together. This is a great time to have this conversation. There are so many changes. And then, all this thing called the Delta variant comes out.

Eric Morin: [00:03:48] So, just when we think that everything is settled and we can get back to business as usual, winter comes again. We don’t know. There’s uncertainty. And I think that’s business as a whole is there’s always uncertainty in the marketplace, and I think preparing for that. And then, what do you do when that happens?

Eric Morin: [00:04:04] And I think that’s one of the conversations you had brought up, which is when COVID happens. I think in the show we’ll talk through that is what were the differences during that time? Because one of the things I’m seeing now is, when we go back and we look at the time period, some people say we won’t count 2020 and some people say 2020 was a great launching point.

Stuart Oberman: [00:04:26] Best year they ever had.

Eric Morin: [00:04:27] That’s right. So, what was the difference? I think it’s really important in this podcast to identify those things. As a company, Tower Leadership, I’ve been in the consulting dental space for approximately 20 years. I’m married to a dentist. And I was consulting for companies outside of dental. And then, she said, “Will you help me start a dental practice?” I always tell people that my best asset was that I didn’t know anything about dental. And so, I just started growing and scaling this dental practice and hiring doctors. And I thought that was normal until someone told me it wasn’t.

Eric Morin: [00:05:01] But then, my career, I ended up getting investment licenses so that I could see also the investments that doctors were making. Tower Leadership came from this idea of, after all my years of experience, you can have great management systems, you can have great training, you can have all these things in place. But if you don’t have great leadership within the business, and leadership encompasses a lot of things, and there’s certainly some great things you need in management and leadership.

Eric Morin: [00:05:31] But the idea of Tower Leadership was, let’s create a business that shows doctors that if you invest, if you grow and you scale, yes, you can have all the financial rewards, but you can also impact a lot of people, too. And as idealist as that sounds, we’ve been able to do that. And it’s a fun pursuit of passion. And we get to see the changes in our clients lives, which is a lot of fun.

Stuart Oberman: [00:05:54] So, one of the big things now is, our doctors are sort of in a quandary where they really don’t want to give up leadership or ownership, but they don’t want to work 80 hours a week. So, the question is, in today’s tight market, tight, tight associate market – and we get this question all the time. And I know you get the question. You had a big conference on this recently – how do you keep associates in today’s world where you’re only as good as your last paycheck and your last patient without giving up equity? That’s probably a 17 day topic in a four year span. But, you know, how do our doctors do that? And what are you seeing on that side? You know, how do you keep these associates without giving up equity? That’s a loaded question.

Eric Morin: [00:06:50] You’re right. I mean, we could sit here and talk about this for a long time. I think it’s very important for people to know that a lot of times that associates feel that that’s being successful. But let’s unwind it a little bit more. The idea of ownership – and a lot of it actually, believe it or not, and all the conversations, I mean, I’ve had conversations with thousands of associates – it’s always that, “I want to be able to have a say in the practice. I want to be able to have leadership.” That’s the hard part to get over, right? Because you could give somebody equity.

Eric Morin: [00:07:19] Let’s just say that you gave up 30 percent or even 40 percent or 50 percent of your practice. But if someone’s whole goal is to be able to have a leadership conversation, to be able to contribute, and they’re not able to do that, of course, then they still won’t be happy. So, I think the first thing it goes down to is, what does the person ultimately want?

Eric Morin: [00:07:38] Because I think the marketplace in the past had said to this person, let’s take an associate, highly educated, highly competitive. Dentists tend to be competitive people by nature. And we say, “Here’s what I want you to do. I want you to come in. I’m going to figure out how to pay you as little as possible. I’m going to give no say on my dental practice.” And I love it if you just stay a really, really long time and no equity. I mean, none of us would go into that conversation to go, “This sounds like a win-win long term.””

Stuart Oberman: [00:08:04] It happens every day.

Eric Morin: [00:08:05] And so, I think that if you look, this is not what happens in other industries, by the way. This is kind of a way, a paradigm, that was in the dental market space for so long. And so, I will tell you that before we even get to a financial model or talk through those types of models, I think it’s more important to say, can this person contribute to the practice? Are they allowed to contribute? Because these are intelligent people.

Eric Morin: [00:08:30] And by the way, if doctors want to pull back, I might want to pull on that part of their skill set and have them be part of the practice as far as the ability to contribute to a leadership team or contribute to the management of the practice. So, it’s really important that we talk about that first in that component because they want to be part. They want to feel like they’re part of something. Don’t we all, though? I mean, don’t we all want to feel like we’re part of something? And I think the way we’ve treated associates in the past is wrong, I’ll say that first.

Eric Morin: [00:09:04] The other part is, what does it mean to get ownership? I think we have to unwind that. What does that actually even mean? Equity. What is equity? Equity, first of all, until you sell it, it’s just something filed with the state. I mean, it doesn’t really mean anything. You can say, “Well, it means distributional equity. So, I get some distributions.” But I think what do those distribute – distributions?

Stuart Oberman: [00:09:30] You’re the financial guy. You’re asking a lawyer?

Eric Morin: [00:09:30] I know, right. I think one of those distributions will be long term. So, I think it’s one of those mean long term. And I think it’s creating an asset. You know, what we have found is, by allowing someone to be part of a leadership team, to have some say in what’s happening in the practice, and then by giving them an asset, showing them that they could have a multimillion dollar asset without having equity, then they say, “Okay. Hold on. Let me get this right. So, I could work four days a week, not deal with H.R., not have to do with marketing, not deal with all the headaches and complexities, and I could have a multimillion dollar asset?” The answer is yes.

Eric Morin: [00:10:16] And so, actually, believe it or not, I’ve had partnership agreements that the partners have unwound the agreement to do a deferred compensation or some type of other program, because they see clearly financially. I’ve had people take that type of an arrangement and put it in front of their lawyers, their accountants, their financial advisers, and they have come back and said, “Wow, this is pretty amazing. And it’s actually better financially.”

Eric Morin: [00:10:44] So, what happens is, when the associates end up in dental school, they tell them the natural progression is you’re going to get out, you’re going to work for a few years. Oftentimes and nowadays, it’s for corporate for years. And then, they’re going to go buy a dental practice. But even that market’s changing, isn’t it? I mean, we’re starting to see the complexities. And I’m shifting a little bit here, but as the marketplace changes, the complexity around owning a dental practice is getting much harder.

Stuart Oberman: [00:11:11] It’s getting harder. Individual, not when you got numbers on DSOs.

Eric Morin: [00:11:15] It is. Even in the last ten years, Stuart, I mean, we got to think about –

Stuart Oberman: [00:11:21] And days.

Eric Morin: [00:11:21] Right. So, we think about this and say, even five years ago. I argue that five years from now, there’ll be very few practices that are operating under a million dollars in revenue. Independent dentists that are thriving outside of, maybe, a small boutique type cosmetic firm. And if you look at the medical space, you’ll see the same thing. I mean, in the medical space, you’ve got dermatologists and you’ve got plastic surgeons. And for the most part, they stayed out of groups. But the vast majority of medicine, you know, MDs are now all part of groups.

Eric Morin: [00:12:00] So, when we look at the marketplace and the way it’s shifting, we say even the people who might have bought a practice, it’s going to cost you a lot more to get into them because – and we’re seeing this and you’re seeing this, too – it might cost you $2 or $3 million now to get into a practice where it would have cost you 400. And then, you’ve got to have the business acumen to be able to compete in that space.

Eric Morin: [00:12:19] So, when we’re retaining associates, what we have to think about first is the environment. Are we providing a world class environment? Are we providing a place where they can thrive? Can their career grow? Can they be excited? All those traditional things in any other industry we will look at. Let’s say you and I started to create another firm, we would want to take care of our C-suite, our top players.

Stuart Oberman: [00:12:44] We don’t sleep as it is.

Eric Morin: [00:12:47] [Inaudible]. What a side note. So, I think that we can keep unwinding this. The truth is that, no matter where you are, this marketplace is changing. And I actually think there’s a lot of it that’s good news. And the marketplace is changing and we can kick and scream, but it is. And I think that the more we adapt to that marketplace, the more we can thrive. I think if you look at large corporations, or private equity, or DSOs, or however you want to call it in this space, they are not handing over equity to these practices. And I think that people have been telling people for a long time that you need to hand over equity.

Eric Morin: [00:13:29] But in the case that you had mentioned from coast to coast, I was working with a doctor recently. And if he had given up half his practice, he would have taken a 50 percent pay cut. But that pay cut literally would have made it so he could not pay his bills, literally. And so, I sat down with the associate. I said, “Do you care about this doctor?” And the associate said, “Yeah. I’m just trying to take care of my family, but I also want him to be taken care of.” I said, “Well, if we do this deal long term, this is going to fall apart.”

Eric Morin: [00:14:03] And so, we would do the math with the associate. And we were able to put a really good agreement in place where the associate had a long term asset. Also, had some leadership say in the practice, was able to thrive. And this was a few years back, actually. And, now, I mean, they are just just doing so well together. So, I love to see that you do not have to just hand over equity. That is a paradigm that is changing. It will continue to change. And I think it’s really important in this marketplace.

Eric Morin: [00:14:37] Maybe you do want to sell back. Maybe you want a partner. I’m not saying you never should. I’m just saying that if that is not your game plan, you should not be forced into that game plan, or strategic direction maybe is a better way to say that. I think you have to think through why you’re doing this, and who it benefits, and what your long term vision is.

Stuart Oberman: [00:14:55] Does this go hand in hand when a doctor says to you, “I want to get out of the chair.” Does that go hand in hand on or is that a before conversation that would get to the associates? Is it, “I want to get out of the chair, how do you figure it out? Then, what do I need to do with an associate?” Is that a first conversation when when a doctor says that to you? How do we get out of the chair?

Eric Morin: [00:15:19] I have to tell you, this is like my happy place. Can we make this show five hours? We got to like [inaudible]. We can do this for a long time.

Stuart Oberman: [00:15:27] How do I get out of the chair? How do I get out of the chair? How many times have you heard that, how do I get out of the chair?

Eric Morin: [00:15:33] So, here’s a thought, so what happens is, is just like any other position. Sometimes we put a square peg in a round hole. Look, we oftentimes will bring in this associate that does not meet the business model. It does not meet the vision. For instance, the person who says this doctor does not want to give up equity long term, wants to build a team, wants to do some type of other business or economic model to provide an asset for the associate. And this associate walks in, stomps their feet and says, “No. I will not do anything but take ownership.” So, the doctor says, “Okay. Fine. I’ll hire many. How many?” They’ll change their mind.

Eric Morin: [00:16:16] That’s your hiring process. There’s a thought process between selection and recruitment. Selection is that you’ve sort so many candidates coming into the position that you can pick the right person and select them. We always want to select people. So, if you have multiple candidates, you get to select. Recruiting is almost that last minute thing where you’re like, we really need a body or we really need an associate right now, so we just put whoever comes into that position, we just say, “We’re going to hire you. We’ve seen this with front desk.”

Stuart Oberman: [00:16:49] Is that more prevalent in today’s market because they can’t find good associates or they’re just filling bodies?

Eric Morin: [00:16:55] See, I would push back against can’t find good associates. It’s interesting, the reason I say that is because the doctors who have built an amazing environment to work in, doctors hang out with doctors. I don’t know how many times someone has said to me, I’ve recruited two or three people from my class to come work for this doctor, because if you create an amazing environment to work where somebody can do well, can take care of their family, and have an asset, it’s going to attract other people.

Stuart Oberman: [00:17:27] Build it and they will come.

Eric Morin: [00:17:28] Yeah. Sometimes I say to people, it’s like the harsh truth. But sometimes when someone says, “I can’t find anyone.” I say, “It’s you.” And that’s kind of a harsh truth. And let me kind of back that up.

Stuart Oberman: [00:17:42] It’s true, though.

Eric Morin: [00:17:43] Sometimes it’s like I have not built the environment to attract people. Someone said to me this one time, Stuart, this person said to me, “You can’t find any good people in Atlanta.” I was like, “Wow. An entire city. I’m sure it’s the entire city.”

Stuart Oberman: [00:18:00] You can’t find one person out of six million.

Eric Morin: [00:18:02] That’s right. So, I pushed back and and said, “Well, let’s talk about the environment.” We’ve always had this idea that dental is different, but it’s not different. The business acumen, the business principles always apply is you’ve got to create an environment. No matter who you are, every study shows, people still don’t come to work for money. We say, “Well, yes, they do.” Somebody can always pay them more. There’s still all these other intangibles that you have to make it a place that’s great to work.

Eric Morin: [00:18:32] Now, obviously, somebody wants to get paid their value. They want to have the ability to increase their income. All those things are true. And I’ll give you an example of what I mean by that. There is a young doctor. She is one of the most amazing doctors that I’ve ever had the pleasure to spend time with. She took a job out of GPR residency. And what she did was she went up to Indiana. She gets up there. She gets a practice who’s going to pay her more money. And it ends up being a really bad environment for her to work in. And we’ve had a business relationship.

Eric Morin: [00:19:10] And she says, “Hey, Eric. I need some help. I’m in this practice. They pay me a lot of money, but I’m so miserable.” And here’s here’s the thing, going back to my earlier point, “They will not let me have any say. They will not let me contribute. They tell me just to shut up and see patients.”

Eric Morin: [00:19:24] And what happened was she quit there, is now working for one of my clients. She is running the entire location. This entire location she runs. She’s learning advanced procedures. And the doctor there, he goes, “She’s a unicorn. I don’t know if I’d ever find another one of her.” And yet this other doctor had her. Now, the other doctor that lost her is probably saying, “It was her. You know, you can’t find good people.”

Stuart Oberman: [00:19:49] Has an attitude. Lack clinical skills.

Eric Morin: [00:19:50] Right. All these things. It was like, “No. It was you.” And so, I do think it’s important that we all look at our business and say, “Do we have the environment to attract top talent?” All businesses have to do that. Can we attract top talent? Would they want to stay here? Do they have a say? And by the way, that’s not just doctors, it’s your entire team. Hygiene is no different, right? We are in a tough, tough market to find hygienists. Hygienists talk to hygienists. If you had a great place to work, other hygienists will say, “You got to come work for here.” So, that’s just something to consider.

Eric Morin: [00:20:26] So, yes, at Tower Leadership, we’re a financial firm in many ways and we do plans around retaining associates. But I would still argue that if you don’t have the foundations of strong business management, then it’s not going to work anyhow.

Stuart Oberman: [00:20:47] That’s why there’s one practice or 20. It’s all the same.

Eric Morin: [00:20:49] That’s right. And I say management leadership, one thing I’ll say on the show that I think it’s important. Sometimes you scroll through LinkedIn and I see some amazing post by Stuart Oberman, so I’m scrolling through.

Stuart Oberman: [00:21:04] I got good people. I got good people. I got much smarter people than me, I could tell you that.

Eric Morin: [00:21:09] Well, they’re doing great. It’s looking good. So, as I’m scrolling through, I always see these posts that pop up. And they’ll say something to the idea of, “Leadership is when you care. Management is just a number.” And it’s silly because it’s not true. Look, all great businesses need leadership and management. Management doesn’t mean that you don’t care? You have to have strong management because you can be a great leader. But if you have bad management, then the company is going to fall apart. You can train people, but if you don’t have a way to have standard operating procedures, you cannot continue to manage the business to grow. So, you do need both.

Eric Morin: [00:21:54] By the way, if you just have management but no leadership, that’s not good either. So, I think it’s important to understand, you have to have strong leadership within a business, the visionaries, the the visionary leader, the people that are driving the show and looking at direction and inspiring people. But I think there’s another side that says, “Do I have strong management?” And by the way, I think associates play a crucial role in both of those.

Stuart Oberman: [00:22:19] So, you know, it’s amazing what’s changed in the last three years, maybe 36 hours, we got scaling, we got corporate coming in, and we’ve got DSOs, we’ve got growth, we got no growth, we got COVID. I would say with COVID, it’s got to be something else. If it’s COVID today, it’s Delta tomorrow, and it’s something else down the road.

Eric Morin: [00:22:42] The Foxtrot variant.

Stuart Oberman: [00:22:44] Yeah. It just keeps going. So, from a practice standpoint, how do our doctors adapt to the change in this new business environment? And it changes, like, everyday it seems like.

Eric Morin: [00:23:02] Three words, access to capital. I’m serious. Let me tell you what I mean by that, you can look at business over business over business outside of dental as well. And you and I talked about this actually during COVID. I said, you got to have access to capital. One of the things that the federal government provided was access to capital. Had that not happened, then what would have happened? Have we not have PPP and EIDL, what would have happened to the dental market space?

Eric Morin: [00:23:32] And so, I think when we look at the future, first of all, one of the ways we insulate ourselves from those types of things is access to capital.

Stuart Oberman: [00:23:40] And what does that mean? Access to capital, what does that mean?

Eric Morin: [00:23:42] It means that either you have credit lines you can pull from. It means that you might be able to have money in the bank. You have access to be able to borrow money.

Stuart Oberman: [00:23:54] Is that what they call good debt?

Eric Morin: [00:23:56] Here’s what I always tell people, there’s two things you cannot get when you need them, credit lines and insurance. Okay? So, those things are really cheap and you could get it really easy when you don’t need them. The second you need them, they’re gone. Also, you’re about to go to bankruptcy and you’re like, “Can we get a lot of credit?” NO. It’s not happening. You get diagnosed with something, you can’t get insurance.

Eric Morin: [00:24:15] So, I think it’s important for us to know that, as businesses, we have to start projecting. We have business winters. One of the things I said before – COVID now – I certainly did not know it was going to be COVID, but I was telling people, “Listen, this is a great economic time.” Take 2021, we would argue that 2021 – I think everybody can see – it’s a great business year. We can talk about all the reasons why, and that’s maybe for another show. But it’s a great economic year for most businesses. So then, are you taking that money and are you making sure that you have capital?

Eric Morin: [00:24:45] Let’s play this Delta variant, or something changes, or the economy changes. We saw the dental marketplace change in 2008, 2009, 2010. People are doing procedures now that they weren’t doing before. They’re getting checks from the government. So, what happens if you had a 20 percent drop in revenue, I’m just saying, play that scenario out. In business, we call that pessimistic modeling. Hey, what if we weren’t to grow at this rate? Well, what if something was to happen? Do we have the ability to pay our bills for some period of time? Do we have the ability to get capital? And maybe that’s capital for expansion. It doesn’t have to be a negative thing. It doesn’t necessarily need to be something that’s going down.

Eric Morin: [00:25:22] But you always have to have access to capital. Businesses go under because they don’t have access to capital, which is the whole saying cash is king. And so, I would argue that businesses have to have that. So, the first primary thing I would say is – by the way, this is like a business school 101 – profitability doesn’t keep the lights on. Cash flow does. Do you have enough cash flow to get through or the ability to get capital to get through a difficult time? I think it’s very important that any business owner assess that at any given time.

Stuart Oberman: [00:25:54] Wow. So, the practices that want to scale, how do they get access to capital?

Eric Morin: [00:26:04] Wow. This is just so exciting. So, we can, first of all, say, right now for a dentist to get leverage – otherwise known as debt – it’s not that hard, right? I mean, as long as your financials are in pretty good order, you can go to a bank and get a loan and buy another practice, as long as the financials make sense. They’ll look at your personal, obviously, financial statement and see if you are a good, qualified buyer. But that’s only to a certain point, right?

Eric Morin: [00:26:35] There’s going to be at some point where the banks go, “We have taken enough of risk here.” And then, we start to get to the point where we go into getting capital that’s outside of a bank, which that could be bringing another partner, it could be mergers and acquisitions, it could be pulling in private equity. And that’s a good thing for you to look at in your long term vision.

Eric Morin: [00:27:00] If you have a dental practice, and let’s just play the scenario that you’re two locations and you say, “I really love to go to 30 million.” You and I were talking about this process of moving drastically. And so, we’ve seen that. But what happens is, is you have to say, what is my plan for getting capital in the future? When the banks cut me off – and they will at some point –

Stuart Oberman: [00:27:22] They will.

Eric Morin: [00:27:23] .. you have to say, “What is my plan -” you can’t wait and then start making phone calls. You have to think now – “at the point at which the banks cut me off?” So, let’s just say it was a certain revenue, or four locations, or whatever that is in your head. And by the way, your banker can help you with that. And you can –

Stuart Oberman: [00:27:41] I’m going to allow you to purchase one practice a year.

Eric Morin: [00:27:44] See. So, that’s something I wasn’t aware of. And so, I think it’s important to get that information. And then, if that’s the case, then, what is my – going back to number one thing – access to capital? What is my next step to get capital? If I can no longer get any more capital, how else will I get it? Do I want to bring in an equity partner?

Eric Morin: [00:28:07] Because there isn’t an old saying and I love this saying. When I heard it, I thought it was brilliant. Some people will say partnerships don’t work. It’s just not true. They just have to be running in the same direction. And so, do I want to own 20 percent of a watermelon or 100 percent of a grape? Depending on what your long term strategy is, it might make sense to earn 20 percent of a watermelon. You know, everyone’s situation is different.

Eric Morin: [00:28:32] But if you’re trying to become a large dental group, I think you have to understand, in business, the number one thing is, what’s my vision? Where am I going? What do I want long term? How does this impact my family? What does this do to my legacy? I think you have to write all those things out first.

Eric Morin: [00:28:48] I’ll tell you a story. Years ago – I want to say about seven years ago – I had a group come to me.

Stuart Oberman: [00:28:55] When we were young.

Eric Morin: [00:28:59] I had a group come to me, they had nine locations, has four partners. And they had flown up to see me and I sat down with them and I asked them that same question. I said, “Where are we going? What are we trying to get accomplished?” And they said, “We want to be a $100 million dental practice. And we heard you were the guy to get us there.” And I looked at them and I just said, “Why? Why do you want to be $100 million? What does that do? Why do you want that?” And their answer was, “I don’t know. It sounded good.” It sounds like a good round number.

Stuart Oberman: [00:29:33] I heard it at a seminar.

Eric Morin: [00:29:33] That’s right. I heard it at a seminar. It’s not like we couldn’t do that. So, I said, “Let’s talk through that more.” And it’s interesting, because I told them, “If I was a bank -” sometimes when I’m speaking to a doctor or any business, I would say, “Let’s play that I’m your investor. Explain to me why I should give you money.” “-if you came to me and said you were trying to grow, but you don’t know why, you just had no reason, and you didn’t have an economic model, I probably won’t give you the money.” So, believe it or not, it took about four hours to finally get to their why.

Stuart Oberman: [00:30:08] I believe it.

Eric Morin: [00:30:08] And then, when we got there, here’s what they said, “We want one location with 24 hours.” I thought, “We should have figured that out eight locations ago.” So, we just wasted time and money and energy.

Stuart Oberman: [00:30:18] Or four hours ago.

Eric Morin: [00:30:19] And interestingly enough, you know, part of the story is one of the partners was actually diagnosed with a heavy disease at the time. And I thought, “Gosh. You guys have spent so much time in the wrong direction. So, I think that the first part is always, where are we going and why?” And one of the reasons why I try to get people at the dental chair is, I think that some people love dentistry. Stay in the chair if you want to. But have the ability to pull back. Have the ability to spend time with your family and do the things you want to, which is one of the reasons why we start a business.

Stuart Oberman: [00:30:54] So, you talk about this a lot and this could probably interject into every scenario you just mentioned, leadership. You guys talk about that a lot. You groom it. You touch base on it. You figure out how to get better at it. How much of a role does leadership play in a successful practice, whether it’s one or 20 practices? And you talked about this a lot during COVID. How leadership, really, will take you through the storm and put you on top of the mountain. So, tell me about leadership and doctors and what you see what they don’t do. I know that’s a whole day’s conversation.

Eric Morin: [00:31:37] No. There’s this old saying, you find out who your friends are during the difficult times. And I think that we also saw what people were made up from a leadership standpoint during the difficult times.

Stuart Oberman: [00:31:54] And we’re not out of there yet.

Eric Morin: [00:31:56] Right. But I think what I was saying during that time is – and we have doctors that send everybody home. And when I say we, I mean the industry. Doctors not even communicate with their team for 45 days. And I said, “These people are scared.” By the way, they’re going to start looking for a job because if you don’t take care of them now – and by the way, that’s what’s happened for a lot of people, because it was a great time for people to reflect and say, “Is this where I want to work long term? Does this person actually care about me?” During that time, people were scared. Everybody was scared.

Eric Morin: [00:32:26] And I said doctors play a huge role in this. It doesn’t matter whether you’re a medical doctor or not. Not just within your own team. But what do you look like in your community? Are you communicating with your community? Are you communicating with your team? Are you talking them through it? I mean, our team started working, you know, 20 hour days just to support teams. We had team members on the phone and started having financial conversations with them. We worked through each doctor. I think we spent so much time working through that time. But so many people in that time were attracted. And that was the worst thing they could have done. I said, you know, “This is a time when they need you.”

Stuart Oberman: [00:32:58] I remember you talking about that.

Eric Morin: [00:32:59] They need you. They need their leader at this point to look at them and say, “We’re going to be okay. We’re going to make it through. I’m going to make sure we’re all taken care of.” And sometimes that didn’t happen. And we see in a lot of practices what the consequences of that, you know, ended up being. As the marketplace, by the way, let’s look at hygienists again, as it becomes more competitive, they’re like, “Do I want to work here long term?” And so, I think leadership, this is one of those ones where we have to get outside of dental marketplace and just look at business. Great business leaders attract great people, and it is difficult.

Eric Morin: [00:33:40] I want to give some knowledge-ment to the fact that, being in a chair all day long, and seeing patients all day long, and trying to lead, and trying to manage is very, very difficult. Which is why you need to lead and build an amazing team. Because you can’t do it all. But building a leadership team and building a team around you, but to get them there – one of the things I was just saying to you before we went on air was one of the reasons we do this large leadership retreat every year. And one of the reasons I do it is when they say, “Well, Eric, I don’t communicate like you communicate. So, would you tell my team what you just said.”

Stuart Oberman: [00:34:13] You send them an email.

Eric Morin: [00:34:16] That’s right. And the other thing is, “But I want to get the team inspired on my why.” When I say my why, I mean your why as a doctor, why are you there? What’s the purpose? What are you trying to get accomplished? How do you impact their lives? I think that you have to get the team to understand why they should care. Because if it’s like, I think, we get to this place where we’re always like, “Well, I’ll just pay them more money. I’ll just pay them more money.” Somebody can always pay them more. So, why should they follow you? We see it all the time.

Eric Morin: [00:34:41] One of the things I’ve done at Tower is, I’ve brought people on and I’ve asked them to come on for like, literally, a 30, 40 percent pay cut from what they were getting paid. And I’ll tell you why. That wasn’t to cut anyone out of money, by the way. It was to say, “Are you willing to commit to the vision that’s here? And if you are, actually, you’re income will increase. But I want you to buy into the vision of what Tower is trying to do.” So, the same thing I would say, is, if people aren’t inspired by you as a leader and they don’t see you as a leader or somebody they want to follow, people will take a pay cut just to be with a great leader, to be with a great organization.

Eric Morin: [00:35:14] You might say, “Well, Eric. I don’t have time to do all that.” “Okay. Then, bring in somebody who can.” If we’re trying to go to 5 locations, 10 locations, 20, you can’t do that without great leadership. You can’t do that without great management. And so, why I think it’s so crucial is, business is littered with stories of great leaders and poor leaders. And we work on leadership, and we inspire, and motivate, and drive people towards a direction. And that sounds idealistic. I know it’s like, “That sounds idealism,” but it’s just true.

Stuart Oberman: [00:35:48] It’s true though.

Eric Morin: [00:35:48] And it’s like, how much time in the last 12 months have you spent on growing your leadership skills and leadership teams, inspiring people? And I think that’s got to be a focus if you’re going to, especially if you’re going to grow and you’re going to compete in this market. Because what I am seeing is a lot of DSOs that are private equity. They’re not focused on leadership. And it gives you a competitive place in this market. I mean, it really does. It allows you to differentiate yourself. I’m not saying DSOs don’t care. That’s not what I said. But I’m saying that, if it’s all about money, you get what you measure. And if they’re focused just on money, well, then I’m telling you, they’re going to take their eye off of leadership. And that’s a place where you can dominate and attract top talent.

Stuart Oberman: [00:36:29] Amazing. Amazing. You know, again, I don’t even know where to start. I think we’ve been just about 45 minutes. I’m trying to think how much I could take back myself and say, “Okay. Here’s my office.” But as usual, it’s amazing conversation. I was looking over and trying to figure out what do we even call this. I mean, we’ve touched on so many things, but we’ll come up with a great name. So, tell me what you got going on. Do you got some events coming up? Where are you going to be at? When you sell out Phillips is what I want to know.

Eric Morin: [00:37:06] Well, we haven’t sold out our September and October foundation.

Stuart Oberman: [00:37:09] [Inaudible] Phillips.

Eric Morin: [00:37:12] We’re blessed to have some amazing doctors. We get to work with some of the best in the industry. And work with some of the best people to team up with, like yourself.

Stuart Oberman: [00:37:21] You know, you do work with the best. I mean, I could tell. We’ll also hear the guys that we work with together are at a different level. You know, the clients [inaudible]. They’re at a different level. They got a whole separate different vision where they’re going. And at times, they’re a little bit hard to corral in. Sometimes I just wanted to get to Marietta, not necessarily Nebraska.

Eric Morin: [00:37:47] I just give you the difficult stuff, Stuart. You know, you and I worked on some really complex stuff together and some great things. And that’s why it’s such an honor to work with you as well, because I know that the clients that have these sophisticated issues, the clients that need help, and need great guidance. I know you take care of them, which is why you and I have worked together on so many of these cases.

Stuart Oberman: [00:38:09] It’s like, “Why is Eric calling me at 8:30? I’m taking that call. There’s got to be a reason.”

Eric Morin: [00:38:13] I think I called you on Sunday once a week. Don’t call Stuart on Sunday.

Stuart Oberman: [00:38:18] It’s not to watch cable TV, I could tell you that. So, tell us what next event is coming up. What is it? Tell us about it?

Eric Morin: [00:38:24] What we do is an introductory – two days initially – as to what we do. And what we do is, we talk about the financial. So, it’s financial and its leadership and its management. Which is, what do I need to do if I want to build an organization that grows and scales? If I want to pull back from the chair, how do I have a business that runs without me? What does this mean financially? How do I make investments? One of the things that’s missing in this industry is people don’t know where to invest the practice. We talk about where to invest, what’s the ROI, where’s the best place to put money, how does that pay off debt. All those two days worth of concept.

Eric Morin: [00:39:00] So, we do those once a quarter. We’ve actually sold out September so we’ve added some more. And we get this leadership retreat we’re doing in November. And it’s a large, large event. We have practices from all over the country. And it’s really about that message, which is, how do we get our teams inspired? If we’re going to build scalable businesses, how do we get our teams inspired, motivated, and ready to tackle head on 2022?

Stuart Oberman: [00:39:28] If anyone got any questions, how do you get hold of you?

Eric Morin: [00:39:31] Towerleadership.com. I think it’s the best place. We’ve got a lot of information. And then, right there who wants to send email, info@towerleadership.com. And our team is ready and waiting. We’ll be more than happy to help you. They are excited to talk to you and excited to help. And, really, you know, we see the spectrum, as you know, and so it doesn’t matter where you are, it doesn’t matter if you’re just beginning this journey and you’re questioning what do I need a buyer or investor do.

Eric Morin: [00:40:00] I mean, a doctor years ago had said to me, they gave me their pro forma going into a practice. And I said, “Who gave this to you? It’s wrong. Trust me. We’re going to move all this around.” He had seven options, these seven options are going to be gone in 12 months. He said, “No way.” They were.

Eric Morin: [00:40:17] Even on the frontend or the person who’s trying to go, “We’re working with a lot of organizations that are going to 3, 4, 5, 10, 20, 30 locations.” So, no matter where someone’s at, no matter what the complexity is, we can coach you through how, where, and why.

Stuart Oberman: [00:40:36] Get there. Fantastic. Fantastic. Fantastic. I can’t even begin to write down any information. I’m going to have to listen to this myself and figure out where I’m at.

Eric Morin: [00:40:45] I appreciate the honor to be your guest, sir. This has been a great time. I literally think we could go for 18 hours nonstop. And this has been such a pleasure to be here. I really do. It means a lot. I’m glad to be part of it.

Stuart Oberman: [00:40:58] My pleasure. My pleasure. Thank you. I sure appreciate it. Eric Morin, Tower Leadership. It’s always a pleasure.

Eric Morin: [00:41:03] Thank you, sir.

Stuart Oberman: [00:41:05] For those that want to reach out Dental Law Radio, my name is Stuart Oberman. Reach us at stuart@obermanlaw.com. Thank you for listening. Please listen to this podcast multiple times because you will pick up multiple bits of information every time you do. Have a great day and we’ll talk to you soon.

About Dental Law Radio

Hosted by Stuart Oberman, a nationally recognized authority in dental law, Dental Law Radio covers legal, business, and other operating issues and topics of vital concern to dentists and dental practice owners. The show is produced by the North Fulton studio of Business RadioX® and can be found on all the major podcast apps. The complete show archive is here.

Stuart Oberman, Oberman Law Firm

Oberman Law Firm
Stuart Oberman, host of “Dental Law Radio”

Stuart Oberman is the founder and President of Oberman Law Firm. Mr. Oberman graduated from Urbana University and received his law degree from John Marshall Law School. Mr. Oberman has been practicing law for over 25 years, and before going into private practice, Mr. Oberman was in-house counsel for a Fortune 500 Company. Mr. Oberman is widely regarded as the go-to attorney in the area of Dental Law, which includes DSO formation, corporate business structures, mergers and acquisitions, regulatory compliance, advertising regulations, HIPAA, Compliance, and employment law regulations that affect dental practices.

In addition, Mr. Oberman’s expertise in the health care industry includes advising clients in the complex regulatory landscape as it relates to telehealth and telemedicine, including compliance of corporate structures, third-party reimbursement, contract negotiations, technology, health care fraud and abuse law (Anti-Kickback Statute and the State Law), professional liability risk management, federal and state regulations.

As the long-term care industry evolves, Mr. Oberman has the knowledge and experience to guide clients in the long-term care sector with respect to corporate and regulatory matters, assisted living facilities, continuing care retirement communities (CCRCs). In addition, Mr. Oberman’s practice also focuses on health care facility acquisitions and other changes of ownership, as well as related licensure and Medicare/Medicaid certification matters, CCRC registrations, long-term care/skilled nursing facility management, operating agreements, assisted living licensure matters, and health care joint ventures.

In addition to his expertise in the health care industry, Mr. Oberman has a nationwide practice that focuses on all facets of contractual disputes, including corporate governance, fiduciary duty, trade secrets, unfair competition, covenants not to compete, trademark and copyright infringement, fraud, and deceptive trade practices, and other business-related matters. Mr. Oberman also represents clients throughout the United States in a wide range of practice areas, including mergers & acquisitions, partnership agreements, commercial real estate, entity formation, employment law, commercial leasing, intellectual property, and HIPAA/OSHA compliance.

Mr. Oberman is a national lecturer and has published articles in the U.S. and Canada.

LinkedIn

Oberman Law Firm

Oberman Law Firm has a long history of civic service, noted national, regional, and local clients, and stands among the Southeast’s eminent and fast-growing full-service law firms. Oberman Law Firm’s areas of practice include Business Planning, Commercial & Technology Transactions, Corporate, Employment & Labor, Estate Planning, Health Care, Intellectual Property, Litigation, Privacy & Data Security, and Real Estate.

By meeting their client’s goals and becoming a trusted partner and advocate for our clients, their attorneys are recognized as legal go-getters who provide value-added service. Their attorneys understand that in a rapidly changing legal market, clients have new expectations, constantly evolving choices, and operate in an environment of heightened reputational and commercial risk.

Oberman Law Firm’s strength is its ability to solve complex legal problems by collaborating across borders and practice areas.

Connect with Oberman Law Firm:

Company website | LinkedIn | Twitter

Tagged With: dental law, Dental Practice, dental practice acquisitions, DSO, Eric Morin, Leadership, Oberman Law Firm, scaling the business, Stuart Oberman, Tower Leadership

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