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Decision Vision Episode 154: Should I Pursue Impact Investing? – An Interview with Mark Hubbard, Renew Venture Capital

February 3, 2022 by John Ray

Mark Hubbard
Decision Vision
Decision Vision Episode 154: Should I Pursue Impact Investing? - An Interview with Mark Hubbard, Renew Venture Capital
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Mark Hubbard

Decision Vision Episode 154:  Should I Pursue Impact Investing? – An Interview with Mark Hubbard, Renew Venture Capital

Does Environmental, Social, and Governance (ESG) investing sacrifice financial return? Mark Hubbard, General Partner of Renew Venture Capital, answers that question and others with host Mike Blake. Mark defines impact investing, its advantages, how his firm looks for investment opportunities, and much more. Decision Vision is presented by Brady Ware & Company.

Renew Venture Capital

Renew partners with amazing Impact founders leveraging technology at scale to address some of society’s biggest challenges. They partner with amazing underrepresented founders building scalable businesses committed to diversity and equity.

Company website | LinkedIn

Mark Hubbard, CEO, Pixel Recess and General Partner, Renew Venture Capital

Mark Hubbard
Mark Hubbard, CEO, Pixel Recess and General Partner, Renew Venture Capital

Mark is General Partner of Renew Venture Capital and CEO of Pixel Recess, a Design and Venture Studio.

Mark has founded, invested in, or mentored thousands of enterprises from startups to global corporations in my almost 30 years in venture capital, global private equity, and institutional asset management. I have directed billions of dollars of capital, launched one of China’s most successful asset management JVs, founded a global private equity firm, and built innovation centers for cities and states. He has spent decades deeply immersed in the Impact space (since long before it was called that!) on both the founding and funding sides of the table and has led on the forefront of the integration of faith, theology, philosophy, and investing.

Mark is an operator and a strategist with particular expertise in scalable go-to-market and funding cycle strategy and serves as a CEO and Board Whisperer for portfolio companies.

Mark’s father was a theater professor (everyone in his family is or has been a professor), and he grew up as an actor and musician. He started college as a Chemistry and Classical Guitar major and graduated with a Finance and Environmental Science degree (along with all his Wall Street licenses). Art and science, math and beauty, service, and commerce – for him, all are inextricably intertwined.

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®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

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: [00:00:22] 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: [00:00:44] 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 their companies and intellectual property. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols.

Mike Blake: [00:01:15] If you would like to engage with me on social media, with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. I also recently launched a new LinkedIn group called Unblakeable’s Group That Doesn’t Suck, so please join that as well if you would like to engage. If you like this podcast, please subscribe on your favorite podcast aggregator and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:42] Today’s topic is, Should I pursue impact investing? And according to SG Analytics, the impact investing market as of late last year with $715 billion. And you can question what is impact investing, and, in fact, we will. And those of you who are veterans of listening to this podcast know that we try to set our definitions early so that we know exactly what it is that we’re talking about.

Mike Blake: [00:02:10] But I think with a number of forces that are converging as we record this podcast on January 27, 2022, there’s renewed interest – and indeed, I think we’d find those data that demonstrates there’s a lot of renewed interest in so-called impact investing – between a renewed social reckoning in the United States on race or considering the sharp polarization of our political system. And people say that it’s been this bad before. I don’t think that I agree. I think it is worse and I think it’s being made worse because social media gives everybody a voice and not everybody should have one. But that’s a different philosophical topic.

Mike Blake: [00:03:07] And in addition to the pandemic itself has forced us en masse and has led us as individuals to reevaluate our lives and our relationships, whether they’re personal relationships, whether they’re work relationships, or something else, many of us are now prompted to and perhaps given the courage to abandon relationships or sources of energy in our lives that, frankly, have become or maybe had long since been toxic. But we’re now realizing just how toxic they were.

Mike Blake: [00:03:43] And behind this whole backdrop, there’s this whole thing called climate change. And I’m not going to debate whether or not climate change is real or not. Cards on the table, I do believe that it’s real. And I believe that it’s real, in large part, not because of what I observe, not even because supposedly 97 percent of scientists, “four out of five dentists,” whatever it is, say that climate change is real. It’s really because I understand the math.

Mike Blake: [00:04:17] And I’m fortunate that a dear friend of mine who’s a tenured professor of Environmental Policy at Emory showed me the math, and I understand how the math works. I understand not everybody else does. If you haven’t taken advanced calculus and statistics, you’re not going to understand the math. You just don’t. But to me, I understand it as a matter of math, but I’m not going to try to convince anybody. And, frankly, if you think that climate change is bunk, you probably aren’t listening to this episode and you won’t be for very long. So, I don’t think this is a debate that we need to carry here. And you know where to find me on social media if you think that I’m a tree hugging communist.

Mike Blake: [00:04:54] But for the rest of us who are still here, impact investing is a thing and there’s renewed interest in it. And the thing that I find so compelling about impact investing is, capitalism is an economic system that is capable of accomplishing tremendous things, but it is also not perfect. We have not found a perfect economic system. I’m not advocating for either one or another. But, man, when capitalism gets behind solving a problem, it freaking gets fixed. And there’s ample evidence that I can point to. But, also, when capitalism gets behind creating a problem, that problem is also amplified, magnified, and scaled up very quickly.

Mike Blake: [00:05:41] So, it’s like a power tool. A chainsaw is great to cut wood, but I wouldn’t recommend it to use on your own kneecaps. So, to help us understand and think about impact investing and whether or not impact investing is a model that you should consider, whether it’s in a portfolio, whether it’s making corporate investments, venture investments, I’m going to introduce a friend of mine, a really cool cat, Mark Hubbard, who we’ve known for longer than I think either of us would care to admit. Neither of us had gray hair, that’s how long ago we’ve known each other.

Mike Blake: [00:06:17] And before I get into this, I want to offer a very important disclaimer, is that, we are going to talk about investing today. But in doing so, we are not making any kind of investment recommendation, whether or not you should or should not make an investment of any kind, stuff it under your mattress, Bitcoin, NFT, Russian rubles, I don’t care.

Mike Blake: [00:06:37] So, before you make any kind of investment decision, consult somebody who knows what they’re doing. Preferably somebody that you’re paying for their advice so that if they screw up, you can sue them. But get an adult to actually give you that advice. You’re just listening to a couple of old white dudes talking, and if you’re going to make an investment based on a couple of dudes you don’t know on the internet, that’s on you. So, by listening further, that is a disclaimer that you are now accepting. Somewhere some lawyer just had a heart attack, but it’s all right.

Mike Blake: [00:07:11] Mark Hubbard is joining us for today’s program, and he’s General Partner of Renew Venture Capital and CEO of Pixel Recess, a design and venture studio. Mark has founded, invested in, or mentored thousands of enterprises from startups to global corporations. And is almost 30 years in venture capital, global private equity, and institutional asset management.

Mike Blake: [00:07:32] He has directed billions of dollars of capital, launched one of China’s most successful asset management, JV – I forgot about that. I remembered when you did that – founded a global private equity firm, and built innovation centers for cities and states. He has spent decades deeply immersed in the impact space since long before it was called that, long before it’s a thing – back then, it was called tree hugging, I think – on both the founding and funding sides of the table and has led on the forefront of the integration of faith, theology, philosophy, and investing.

Mike Blake: [00:08:03] Mark’s father was a theater professor, everyone in his family is or has been a teacher. And he grew up as an actor and musician. And, in fact, Mark having a guitar in his office led me to have a keyboard in mine, so he’s had that influence. He started college as a chemistry and classical guitar major and graduate of the Finance and Environmental Science degree – along with all his Wall Street licenses. Art, science, math, and beauty service in commerce, for him, all are inextricably intertwined. Buckle your seatbelts, everybody. This is going to be an interesting one. Mark Hubbard, welcome to the Decision Vision podcast.

Mark Hubbard: [00:08:38] Thank you so much. So, I have guitars in the background of my picture that you all can’t see. And you’ve got keyboards in the back of yours. So, I say we scrap all this and let’s just play some music.

Mike Blake: [00:08:47] You know what? That’s true. Fire it up. In fact, I was just talking to a friend of mine, we were in a band BC, before COVID, and neither of us are playing out right now, especially during the cold weather. And we’re kind of, you know, when do we get back to it? And, you know, performing as a semi-professional musician, you just have somebody perform for it, you let things lapse. I don’t even know if I can turn the damn thing on right now, let alone actually play and not hurt myself.

Mark Hubbard: [00:09:13] Yeah. Me, too. I hadn’t played in a while. Well, first of all, just let me say that we have known each other for a long time, and I think you just proved this through your introduction. But you’re maybe the smartest person I know, but you’re also kind and curious and thoughtful. And so, it’s an honor to be here and and talk about this topic in particular with you.

Mike Blake: [00:09:36] Well, thanks everybody for coming on the Decision Vision podcast. I think that’s all we need out of them.

Mark Hubbard: [00:09:41] Did I do that the way you wanted me to?

Mike Blake: [00:09:43] Yes, you did. Yes, you did. Yes. You’ll find the token in your crypto account at the end of the day, in your e-wallet at the end of the day.

Mark Hubbard: [00:09:50] Okay. Good.

Mike Blake: [00:09:52] All right. So, you know, I let off with a topic with a notion that I’d like you to help us out with, and that is impact investing. I don’t start off with the stupid Oxford Dictionary defines impact investing as blah, blah, blah. How uncreative is that? But I would like to know how somebody like you who actually puts capital to work in impact investing, how do you define it?

Mark Hubbard: [00:10:21] All right. I mean, I think it makes sense to go first back to the trend that you mentioned. Certainly, “coming out” of the pandemic, we have had people make this reassessment about their lives, and relationships, and their work. And I’ve heard you say things about it, like you’d to be able to talk about basketball without feeling like you’re on the clock as an accountant.

Mark Hubbard: [00:10:43] And yet that’s really part of a larger trend that’s been going on for probably 20 or 30 years or maybe even more, where – when I, as an old man – when I was growing up what I was told just sort of in general by society is that you sort of try to live a two pocket life. The first time I heard this was really from, maybe, Kevin Doyle Jones.

Mark Hubbard: [00:11:06] Or if you went to see a really successful rich person and you wanted to talk to them about something like impact investing, they would say, “I don’t invest in companies that are trying to do good.” What in the world does that even mean? I have two pockets. I have one pocket that I put all the money in the world into. And then, I have a pocket that I give to my taxes and I give to nonprofits, and they can do the good in the world. And those two things don’t cross over. It’s like relationship is origin department. Those two things don’t meet each other.

Mike Blake: [00:11:35] And that’s very much from the Chicago school, right? That’s a very free minion –

Mark Hubbard: [00:11:39] All the bad stuff goes back to Friedman.

Mike Blake: [00:11:42] Yeah. Yeah. That’s right.

Mark Hubbard: [00:11:44] In general. And so, you know, people just don’t want to live that way anymore. They want more integrated lives than that. They don’t think that’s necessary. I mean, that’s a value system that was sort of foisted on them, and they don’t feel like they need to live that way anymore. And if you’re not going to live that way, then part of the way that you express who you are is through your work and where you spend your time. And part of the way you express who you are is with your money.

Mark Hubbard: [00:12:10] And so, that’s been a big driver over the last 10 to 15 years in the impact investing space is that larger trend of folks saying, “I’m not interested in bifurcating things anymore.” The old mantra is, do do well and do good. I want to figure out how I can live my life as integrated as possible so that everything expresses what I say I believe.

Mike Blake: [00:12:30] Is impact investing synonymous with the ESG environment, ability, sustainability, and governance? Is one a subset of the other? Are those two interchangeable? How do those two concepts fit or not fit?

Mark Hubbard: [00:12:46] Yeah. Here’s the problem, is that, impact investing sort of isn’t a thing in a way. None of the things that you’ll hear said commonly in any parts of the market have all that great of a definition in it of themselves, and they all really fit on a spectrum. So, if you want me to, I can sort of lay out what the spectrum looks like, if you think that would be helpful.

Mike Blake: [00:13:07] Yeah. I actually do. Yes.

Mark Hubbard: [00:13:09] Okay. So, on one end, you sort of have Milton Friedman land, where the business of business is business. All that matters is money. All that matters is shareholder return. A business is really just there to do business and make money. That causes you to push off all kinds of externalities, environment being one of them. But all kinds of things, because what matters the most is yield. And that still exists. There are still people who run businesses that way. We think that way. We think that’s the way things should be. That’s sort of on one end of the spectrum.

Mark Hubbard: [00:13:43] The next step up, sort of, is CSR. That’s what a lot of people talked about for a long time, Corporate Social Responsibility. Really, the idea of CSR was, how do I look at the business we’re running and limit the damage we do? So, not so much proactive good, but how do I make sure we limit damage.

Mark Hubbard: [00:14:01] Right above that, I’d say is ESG – which you mentioned. So, ESG is Environmental, Social, and Governance which is sort of a mix of those two, of limit damage and do good. Like, you find proactive ways in those three categories to adjust your business, the governance of your business, the policies of your business, the way you engage with suppliers, the way you engage with employees so that you can address those three big categories.

Mark Hubbard: [00:14:26] That ESG piece is the biggest part of what you’d think of as the impact investing world right now. Because that’s really the only kind of thing you can do to apply to public markets, which are so much bigger. And so, when you apply that lens to public market, that’s where most impact investing “money” comes from. And if you include that, it’s something like a $40 trillion market right now, so it’s massive.

Mike Blake: [00:14:51] And what I find fascinating about ESG is how the G isn’t something that people think about as much. You know, governance is a lot like an umpire. You know governance is doing its job when you barely notice it’s even there. It’s when it really screws up and blows that call at home plate that you notice that it’s there and it’s doing a bad thing. And I think that’s probably why I find it fascinating, because it’s so subtle, I think, you can make an argument that it has as pervasive an impact – going back to that term – as the E and the S part of it. Because without the right governance, it just undermines so much of the other things that you’re trying to do.

Mark Hubbard: [00:15:42] Yeah. I mean, if you just think in sort of two categories of that governance, or let’s say three, board composition, executive compensation, and corporate policies, that determines all of the rest of everything in those things and those are all governance issues. And so, that’s really the biggest part of the market.

Mark Hubbard: [00:16:01] There’s sort of a step above that which they call stakeholder capitalism, which is trying to say, workers, customers, communities, environment, and shareholders, that there’s those five stakeholders. And that when you run the business, you sort of have to balance the interests of those stakeholders as you do it. You don’t just always defer to the shareholders.

Mark Hubbard: [00:16:23] And then, above that is what I call impact investment, which is companies that are intentionally and actively doing good built into the business model. I mean, really, there’s two kinds of sort of bolt ons like the TOMS shoes of the world, where you can sell one and get one, and that’s fine and all. And you know, those businesses made some progress in the marketplace. But the interesting ones are the ones where it’s baked into the business model. So, the bigger the company gets, the more profitable the company gets, the more impact it does in the world. Those are certainly the ones we’re looking for and the ones that I think are the most interesting.

Mike Blake: [00:16:56] So, I’m going to ask the question now I’m sure you’ve been asked many times, and it may be the one question most of our listeners care about so I’m going to get it out of the way. So, if people want to stop listening, they can do something else. And that is, the most common perception about impact investing is that, by definition, you therefore must be sacrificing financial return. Is that true?

Mark Hubbard: [00:17:20] So, I’ll be controversial, I think.

Mike Blake: [00:17:22] Please do. It’s only the internet.

Mark Hubbard: [00:17:25] Well, number one, no, that’s not true. I mean, there’s no data to support that, really, whatsoever. All of the data you can look, and there’s tons and tons and tons of it now. Just go through McKinsey’s website alone. Well, if you look at ESG, that ESG performers they grow faster and they have higher valuations. They have lower costs. There’s data about women-run companies outperform, women investors outperform, immigrant-run companies outperform. No, it’s just not true.

Mark Hubbard: [00:18:02] In fact, what the generalized data will tell you is that you get better risk adjusted rates of return if you are sensitive to these issues, if you use this as a lens. Now, the challenge for me is, the controversial part is, look, everything I’m about is generating those returns. So, it’s not like I don’t care in that way. But in the same time, I sort of don’t care. Like, for me, there’s also a right thing to do and that’s part of this.

Mark Hubbard: [00:18:30] I mean, we have this idea sort of in culture right now that nobody should make exclusive claims to truth. You know, if you make an unprovable exclusive claim to truth, that’s what’s wrong with society.

Mike Blake: [00:18:45] That’s your philosophy background right there, man. I love that.

Mark Hubbard: [00:18:49] Which I don’t know, it’s fine and sometimes that’s true. We make that claim. The challenge is that’s an exclusive, unprovable claim to truth. And you just said nobody else could do it, but you can. And so, there’s this idea that risk adjusted return is the only thing that matters. And that even I have to put the good parts into a risk adjusted return model that that’s the only thing that matters. But that’s an unprovable assertion of values, that making more money is what makes you happy and is the only thing that matters. And so, I just don’t know that that value system doesn’t match with mine necessarily, even though all of the numbers will say, yes, you’ll actually do better if you impact invest.

Mike Blake: [00:19:32] Right. And so, let me run a hypothesis by you, and I like you to tell me if you think there’s a validity to it or if you think it’s full of crap, and that is that, I think there’s a particular differentiator now with impact investing, in that I wonder if impact investing is going to provide companies with two advantages. Number one, I think it will enable them to attract the best talent, particularly young talent. We’re both Generation X. We’re still in that puritanical, for the most part, as a generation. We’re still the keep your mouth shut, do your job. We’re kind of the last of that generation.

Mike Blake: [00:20:19] But the generations behind us are like, “No, man. You shut up. Because I’ll go independent. I’ll work for somebody else,” or whatever. So, if you’re going to attract the best talent, once people like you and me start to age out, that’s going to be a problem if you don’t kind of adapt to that. And the second – this is a concept that was posited to me by another friend who was on the podcast, actually. And he suggested if you want to build resiliency in your company, take away one of the resources for a while. Make them play left handed. With the notion being that it forces you to become better if you have restraints, and bumpers, and guardrails.

Mike Blake: [00:21:11] And so, I wonder now can the restraints, and bumpers, and guardrails of impact investing actually force you to become a better company because you can’t be, frankly, as intellectually lazy.

Mark Hubbard: [00:21:25] So, I’ll answer, I guess, in the context of what I’m doing with my my life. So, we have a venture capital firm, we’re raising and deploying capital, and we really do it under two themes. The first thesis is, what you just mentioned, that low impact companies that want to be big companies. That some of the best founders in this generation coming up are going to be founders, who want good for the world deeply integrated into what they do. And they’re going to need to be able to attract the best talent. And they’re going to need to run through walls, like all founders do.

Mark Hubbard: [00:22:01] And when you look at all of the things that make a founder successful, you get more of them out of an impact focused founder than you get out of anybody else. Yes, 70 percent of people say they want sort of mission related in their work, and 15 percent of them say they feel like they have it. And so, an impact founder will run through walls because they’re committed to mission in a way that people who are only committed to money won’t. And by the way, since it’s a relatively underserved market, there’ll be opportunity there that other people don’t run after.

Mark Hubbard: [00:22:31] The other theme we follow, the other thesis, is that investing in women founders and historically excluded founders is really the biggest mistake that VCs made, the lack of investment in that world and that it continues now.

Mark Hubbard: [00:22:48] Look, success of venture capital is all about TAMs. It’s all about, Can I see a total addressable market that other people can’t see? And when you look at all the big successes of the last couple of decades, when you look at Uber and you look at Airbnb, the real magic in those is that there were TAMs there that nobody saw. Nobody knew where possible.

Mark Hubbard: [00:23:08] And so, if you have a whole class of people, these giant groups of people, arguably geniuses is equally distributed among, they’re going to be able to see all kinds of markets that the rest of us won’t. And that’s where you produce success is by finding those kinds of opportunities. So, yeah, I mean, I think all of it makes sense.

Mark Hubbard: [00:23:29] Now, the nice thing for us is I don’t have to play in the big ESG complicated public markets world. I can just say, “I’m just going to select the best companies we can find that happen to fit this opportunity set.”

Mike Blake: [00:23:42] And I think the best exemplar of that – not that I think he’s flawless. I think he’s highly flawed – Elon Musk, I think, is exemplary of that with electric vehicles. You know, the electric vehicle was considered very much a fringe product, a compliance product. I was an early adopter, but most people weren’t and I get it. Now, everybody is bringing electric cars to the market. They’ve gone to being from ten years ago, less than a half percent of the fleet. Now, they’re about three to four percent.

Mike Blake: [00:24:16] And I would guess, I think, in about 10, 15 years, you’ll not be able to buy an internal combustion engine car in the United States because nobody, except for big time gearheads are going to want them. But Elon Musk, for all his flaws – and, boy, he has a lot of them – he’s an example of a guy who saw that market a long time before anybody else did.

Mark Hubbard: [00:24:37] Well, it’s also an example of what you said earlier that, you know, business and markets are much larger than government action. And they’re several orders of magnitude larger than philanthropy. And so, if we’re going to address some of these big societal challenges, we have to do it through business and markets. It’s the only way you can achieve the scale. And by the way, businesses also have a way of sort of webbing their way throughout all of the life and all of activity in a way that those other two issues can’t, good and bad. And that’s how you actually end up changing systems at scale.

Mike Blake: [00:25:13] And I want to expand upon that because that’s segues into the next question that I think is so important. You know, conscious capitalism, if you will, is a model for accomplishing this. But it’s not the only model for accomplishing this. Somebody would argue, a Marxist would argue, that government should be in charge of making this happen. Because you effectively have streamlined decision making, you collect taxes from people, and then they can decide they’re going to have all the data, and then they can decide in whatever wisdom they have that they’re going to make five or six things happen with all that capital because they have that leverage.

Mike Blake: [00:25:59] And then, maybe it might be a quasi-libertarian model, where let nonprofits deal with this. Let the market for nonprofits evolve from this. Let social capital find those nonprofits and let the market settle that way. So, you’ve chosen this particular model, you’ve chosen capitalism as the engine for this, why do you believe that it’s a better tool than the other two that I mentioned?

Mark Hubbard: [00:26:32] All right. So, why do I believe it’s better than Marxism? Let’s see, let’s start with that. And the funny thing is actually the other side, the libertarian version of that is the Bill & Melinda Gates Foundation. And they’re amazing and nothing against any of that. But the other idea is that idea that you concentrate as much wealth in the hands of the “smartest people” and then they decide. Like, the Aspen Institute decides. And the most powerful people, basically, judged by how much money they have together.

Mark Hubbard: [00:27:05] And it’s another version of that same thing. It’s the capitalistic version of, this is the group of people that will know best, and they’re the ones with the resources anyway, and let them make the decisions about what happens next for everybody. The [inaudible] Indian model.

Mark Hubbard: [00:27:22] Look, anything that ends up producing good is a good thing – like I’m a fan of and I’d love to make that happen – in all parts of the marketplace as within the ecosystem. Those players serve different pieces of the marketplace. None of them can meet the level of need that we have without involving business. It’s just not possible. It’s not going to happen. Even just in the terms of climate change, we’re not going only out regulate ourselves right to it. So, none of them can accomplish what we need to have happen.

Mark Hubbard: [00:28:04] And, frankly, people are going to be founding businesses and running them anyway. And those businesses are going to be having an impact anyway. And your money is going to be invested in having an impact anyway. And so, I can be unconscious about that and unstrategic about it or I can decide that this is my lane and this is where I’m going to direct all of that activity, and power, and leverage action into something that reflects what I think I care about and the direction I think the world should head.

Mike Blake: [00:28:32] So, you’re in a position where you’re committing, you know, grown up levels of capital to these kinds of opportunities. And I’m kind of putting myself in your seat for a second – and by the way, awesome seat. It must make due diligence a bit more complicated because it must add at least one more dimension to what you’re analyzing. And then, also complicates your own governance, if you will, monitoring your investment, because it’s not just now about about financials, but also impact, however we define that. I want to come back to that in a minute. But I would imagine it’s got to be true.

Mark Hubbard: [00:29:19] Yeah. And really, frankly, more true than you could possibly even know. Because a value – I set off Siri, I think. Evaluating financial metrics, it seems like it’s a super easy, straightforward thing to do. You know, sometimes I’ll argue whether that’s the case in things like business valuation, for instance. But a lot of what we’re talking about are some of the things that are absolutely quantitative. And you can figure out quantitative things, like carbon output and those kinds of issues. But a lot of it is qualitative, not quantitative.

Mark Hubbard: [00:29:55] And the qualitative stuff is hard to define, number one. That’s a rough start. Then, it’s hard to measure. And it’s hard to measure what the impact of the measurement is anyway. That’s a complicated thing.

Mark Hubbard: [00:30:09] I pulled this one quote in case you asked this question. At the end of last year some GPs got together, so some fund managers who are running money doing the kind of thing I do, trying to figure out how they also report to LPs on impact. They decided to start making their own. So, they’re going to start reporting on metrics in Scope 1 and 2, greenhouse gas emissions, renewable energy, board diversity, work related injuries, new hires, and employee engagement. So, they’re going to make up a metric.

Mark Hubbard: [00:30:38] But here’s what the next sentences say, “These metrics borrow from existing ESG measurement frameworks created by CDP, CDSB, GRI, SASB, TCFD, and others, and broadly align with stakeholder capitalism metrics introduced in September by the World Economic Forum.”

Mike Blake: [00:30:56] I totally get it now.

Mark Hubbard: [00:30:58] So, there is no language. There is no common language. There is no common metric. It’s not like you just decide we’re going to do it in dollars. It’s across the board. And by default, what people tend to do often, they say, “Well, we’ll make up our own rubric. We’ll come up with our own way to approach all of this.” And so, yes, there’s a level of complexity sort of beyond just deciding whether the financials look good in the market is big enough that we have to evaluate and believe in because we’re committed to that mission, too.

Mark Hubbard: [00:31:26] But when it comes to reporting, yeah, it’s a nightmare. And it’s a nightmare for everybody. And I don’t think it probably will ever be solved. There’s too many people in positions of power who make money off of it being complicated.

Mike Blake: [00:31:37] Yeah. My field of accounting is discussing – you know, there’s a need and, frankly, I think a great market opportunity – for audit firms to figure out how to measure and independently report impact. And, eventually, we’re going to solve that as is often the case in accounting, we don’t address these issues nearly as quickly and as robustly as, I think, we need to or could. But it’s definitely on the radar screen there. And then, you know, it’s funny – go ahead.

Mark Hubbard: [00:32:11] Even in business valuation – you’re the king of all things business valuation – how do you decide the value of a business? So, you tell me the quick and dirty.

Mike Blake: [00:32:25] Boy. So, you’re interviewing me, that’s fine. So, I have to start with a definition of what I think a business value is. And it’s a little bit different than what most people will tell you it is. To me, a business valuation is a prediction of the most frequently occurring price that would occur if an asset were traded back and forth a thousand times within five seconds. So, it’s a point estimate that tries to mimic what would happen in a random distribution, which would probably be a bell curve or a log normal distribution.

Mike Blake: [00:33:02] How do I do that? I input. I take a bunch of information. I triangulate it with one another. At the end of the day, I sprinkle it with what’s called my informed professional judgment, and I produce an appraisal, which is my personal conclusion of value.

Mark Hubbard: [00:33:18] So, the point is that there is an art in there that isn’t science. There are some layer of that that, fundamentally, affects the equation. It goes back to the old, you can value a business, you look at all the numbers you come up with, and then you ask, “Well, what’s it worth?” It’s worth whatever anybody will pay. And so, as you said, you try to figure out what somebody would pay piece. But there’s art in that. That’s not a science.

Mike Blake: [00:33:46] Oh, yeah. That’s why I’m not a website. If we’re all equations, there would be no job for me. It would be, you pay 50 bucks and get your valuation off a website.

Mark Hubbard: [00:33:57] So, the same thing is true, frankly, in the investment world. Like, those same kinds of rules apply. We like to pretend like it’s all easy to evaluate just based on the numbers. And the truth is, all of it is art. What makes the difference? What creates alpha? I mean, you can index everything, and that’s fine. But what creates alpha is inside the art that doesn’t just exist in the numbers.

Mike Blake: [00:34:21] Right. And it has to, again, because if it did exist in the numbers, everybody would know it. The program traders would have already figured out and the alpha goes away, so it’s self-defeating.

Mark Hubbard: [00:34:30] Which is going to be true in impact metrics. There’ll be some irreducible aspect of that across the board, no matter how much you’ve tried to figure out how to standardize it. And, frankly, although there’s tons of energy around the idea that we want to standardize, all of the energy is associated with how do I create my own group to standardize it.

Mike Blake: [00:34:46] So, let me ask a very cynical but, I think, fair question, and that is, as you as a decision maker on behalf of capital, how do you tell or how do you make a determination? And admitting that this is going to be, of course, and, again, you’re informed professional judgment. But what do you consider when making a determination as to whether or not an advertised impact is legitimate as opposed to simply pro forma? And liken it to the old term greenwashing. What does your bullshit detector for that look like?

Mark Hubbard: [00:35:22] Yeah. Well, I get to punt a little bit in that. That’s particularly applicable to nonprofits, which we don’t really play in. And it’s particularly applicable to the public markets, where things are ridiculously complex. Where an impact report that a company puts out itself without even any audit is 200 pages. And so, trying to figure out in the context of a giant multibillion dollar public corporation what’s real and what’s not real, what’s washing and what’s not washing is incredibly complex. And, yes, there are consulting firms that do very, very well beyond any particular side of that, helping them prove, evaluating whether or not that’s true, all of that stuff.

Mark Hubbard: [00:36:12] I don’t have to do that because I’m just picking companies to invest in early stage. And in the early stage, things are a whole lot less complicated. And so, on the impact side – we’re really on both sides – we’re really just making what would be traditional venture capital investment decisions. What we’re picking are companies where the impact is webbed into what they do so thoroughly, that, as that market gets achieved, as they continue to grow, it can’t help but have an impact.

Mark Hubbard: [00:36:43] So, I can give you an example. So, we have an Ag tech company that does these containerized farming systems. And so, all he’s trying to do is build a giant company of distributed farms right across the country. Within that, because of that, a natural byproduct of operating that business are things that address food deserts, are things that address climate change, economic mobility.

Mike Blake: [00:37:07] Water conservation.

Mark Hubbard: [00:37:08] And so, the bigger that company gets, the more of those impacts happen. That’s pretty cut and dried, right? That’s not particularly complicated. Not measuring it is and figuring out how you talk about it is. But making the decision about whether or not you invest in that is an investment decision around the business. Not so much around that provable impact piece because it’s part of what they do.

Mike Blake: [00:37:33] Do you find that it’s harder, easier, or about the same to source viable investment opportunities when you have the impact filter as opposed to being unfiltered? Where you can invest in tobacco and toxic sludge and everything else, right?

Mark Hubbard: [00:37:54] I don’t say that’s a really interesting question where the answer is it depends on what you mean by filter. Look, my job is to look for opportunity where others don’t see it. And that’s aided if you have some limitations, like you talked about before.

Mike Blake: [00:38:12] Yeah. Well, and that’s the thing, I can see the argument both ways. On the one hand, if you open the door and say, “You know what? I’m I’m open to investing in any reasonable business opportunity.” That means a lot of stuff comes to the door, but you also are going to have a lot of competitors who want that same stuff walking through the door, and there’s much less to differentiate you.

Mike Blake: [00:38:35] On the other hand, you say, “I’m Mark Hubbard and I’m an impact investor.” “Okay. Well, I sell tobacco to children,” so I guess he’s not going to be in my my bailiwick, right? Or I make coal dirty, that’s probably not going to be a good fit. So, I’m not going to do that. But on the other hand, the solar panel guy, the aquaponics woman, whatever, “Oh, Mark really likes this stuff so I’m going to go to him first because I know he’s not going to laugh me out of the conference room or off the Zoom call. And by the way, you know, not as many people are into this yet.”

Mark Hubbard: [00:39:09] Yeah. Well, I mean, look, the selling tobacco to children I’d be up for. But the other stuff, I think you’re right. Look, when you’re raising money as an early stage founder, you have to find investors who get what you are trying to accomplish, understand it, and can add value. And I know we keep talking a bunch about me, and that’s great because I love talking about me, he says sarcastically.

Mark Hubbard: [00:39:36] But, Mike, Renew Venture Capital is 70 percent women. Like, we’re white and black and brown and immigrant. This isn’t done by me. I can’t do it. I mean, what you just mentioned, do all those people – well, great. I don’t see opportunity the way the black women on my team would or the way the Colombian immigrant on my team would. And I also can’t connect to those founders in the way that they can. The more lived experience you have, the more empathy you have, the more successful business is going to be, the more successful a product is going to be. And so, another very important piece of it is that it’s not just me, white dude, as important as that is to have the white dude.

Mike Blake: [00:40:26] Yeah. He says he’s not talking about himself. It was more plausible for me to get the Kremlin’s battle plans for Ukraine than it was for me to get a bio out of you. But thank you for coming through at the last second.

Mark Hubbard: [00:40:41] Thank you.

Mike Blake: [00:40:41] So, does impact investing either compel or lead you to think about risk differently than if you didn’t have that filter?

Mark Hubbard: [00:40:55] So, another complicated answer. What the market place would say, what the ESG, and what Goldman Sachs and their impact group would say, is that, that’s what it’s all about. That’s how it works. I mean, in 2010, JPMorgan did this research report and they said, “We think in the next decade, impact investing could be a trillion dollar asset class.” And so, as asset class, that means you buy your small cap stocks, and your large cap stocks, and you buy some impact stuff. Now, it’s a $40 trillion market, and so they were really wrong.

Mark Hubbard: [00:41:34] But how they were wrong was that it’s not an asset class. It’s a lens. And so, it’s how you evaluate all the asset classes now. Impact metrics are a part of how Goldman Sachs evaluates every asset class it invests in. Goldman Sachs can’t run around talking about values. The only context you can have to make a justifiable decision about it then becomes risk adjusted return. And so, all of it is about if they ran the risk adjusted return numbers and said it doesn’t play, you’ll do worse, then they wouldn’t make those decisions. So, yes, it should lower risk.

Mark Hubbard: [00:42:15] Now, the challenging part for me is, risk adjusted return, number one, makes you again only care about return, which is complicated. Like, how do we get our kids to not lie? We tell them that you’ll be found out and I’ll punish you and no one will like you. So, essentially fear and pride. And, now, I’m a grown up, and pretty much the only reason I ever lie is fear and pride. And so, if you just reinforce the bad thing in a different way, that’s not for a better outcome, it’s not necessarily productive.

Mike Blake: [00:42:49] So, when we talk about risk, I guess what I’m trying to get at is – I’m going to put on my economist hat – one of the things about impact investing that, I think, can differentiate it and maybe necessitates a mindset change is if you’re kind of outside the impact investing tribe, for lack of a better term – and there probably are nine better ones, the only one I can think of – you think about impact and financial returns in separate buckets.

Mike Blake: [00:43:30] But I think an enlightened economist would say their total return. You just don’t know how to measure the impact return yet. Now, you’re a real economist. There’s some sort of utility function that’s going to match up with an isoquant that they’re going to overlap that’s going to match my desire for overall return versus the availability of risk adjusted investment opportunities.

Mike Blake: [00:44:03] And so, the follow up question is, if you assume that premise that, in fact, almost by strict math, impact investing must generate a higher total return, even if only a subsegment of that or segment of that is pure financial return. And we know that the law of gravity and finance says that higher return only comes with higher risk. Otherwise, you have an arbitrage opportunity, assuming efficient markets.

Mike Blake: [00:44:37] Ergo, it must mean that you think about risk differently in order to pursue impact investing. And, in fact, you must be willing to accept a somewhat higher or adopt a higher risk posture in order to make yourself or in order to lead yourself to make those investments. Otherwise, it doesn’t mean that it’s wrong, but it means you almost have to re-reinvent an economic language.

Mark Hubbard: [00:45:06] Yeah. So, you’re really talking about two things. One is, there has been an effort in the impact investing world to figure out how you monetize – not monetize, but how you quantify the qualitative piece of it. And that’s blended value, and that’s what folks have talked about. And, really, Jed Emerson was probably the lead on that, who helped create that. And that was a way to try to say, “So, we can report to you. Here’s your financial returns. Here’s the social returns. And so, then here’s a blended profile.” I don’t know how much the marketplace has liked that.

Mark Hubbard: [00:45:43] Honestly, I’ve been in plenty of financial investor return meetings where they’re really engaged in the financial return part of that discussion. And then, they glaze a little on the social part. So, number one, that’s been a complicated part of the marketplace. Number two is, the research says that that’s not true. Like, the research says that your risk is lower by doing things like ESG. Because what you’ve been doing in the past is not correctly evaluating the risks you were exposed to.

Mark Hubbard: [00:46:16] And so, you miss this environmental risk, which is going to cause you a whole bunch of brand damage, which is going to change your marketplace, then you’re going to get overregulated, and you’re going to have to – And so, if we start including that risk into the model, now I can make decisions that are less risky. And the whole reason you make a decision that’s less risky in that framework is that it will redound to performance. That lower risk will also give me some better performance. It’s not an asset class discussion. So, you took more risk in venture capital, so it should get you higher returns. It’s a management of business question, which is a little bit different.

Mark Hubbard: [00:47:03] To bail on my other answer, the challenge for me is that risk adjusted return is really 100 percent about time horizon. And that’s part of what makes it so complicated, too, is that if you really feel like you know that you can destroy the environment like crazy for the next five years, and then make a pivot at that time, and have it not hurt you all that much, and especially not hurt you – and, look, if your time horizon is only four years and all you care about is money – then awesome.

Mark Hubbard: [00:47:36] So, again, as a motivating factor for me, that’s awfully complicated. And so, I have to have some other driver of why I should do it. And I do have sort of values-based drivers for why you should do it. But all the data will say that it’s actually less risky to adopt this kind of exposure.

Mike Blake: [00:47:54] Good. I’m glad you brought that up. And there is actually a logic to the narrative, because you characterize the ESG as being social. I characterize it as sustainability. And I think I’ve heard it used both ways. But because my way helps make my argument makes me sound smarter, I’m going to embrace that. But sustainability, by definition, is linked with risk. By definition, something that is unsustainable is going to be higher risk. And to your point, with long term investing, one of the dirty secrets about economics is that economics is great when you’re talking about timeframes that are measured in generations.

Mike Blake: [00:48:43] When you’re talking in terms of calendar months, it really falls down quite a bit. And we’ve actually found that, really, since 2008, a lot of the things we knew were true in economics just aren’t. And it’s really put the entire field into crisis. But that long term play, this gets back into the filter or the constraints causing you to be better, too, because the data I’ve seen indicates that even if you don’t have the impact angle – that impact in itself makes you a better business – simply adopting a long term posture of 10 to 20 years versus a typical VC time horizon of five to seven years. And it turns out the five to seven years is, for most companies, when they’re just getting started to be interesting.

Mike Blake: [00:49:38] Again, being forced into that longer term time horizon forces you where the market wants you to go. It’s like playing a game of chess and your opponent plays a move, he thinks he’s got you but he’s forcing you to doing something you wanted to do anyway. And I find that so elegant.

Mark Hubbard: [00:49:57] Yeah. No. I mean, I think that’s right, that the more you can integrate sort of the future, well, it’s more data. The more data you put into your model, essentially. I can put in data for the next three years or I can put in data for the next 20 years, then probably the better decisions I’ll make, because I have more better data in the data set. And so, if I address – like we talked about, the environment is always the easiest one because people can wrap their heads around it – those concerns now with a long term view, I should be positioned better as we go through the changes we’re going to go through.

Mark Hubbard: [00:50:37] And if my time horizon is only five years, I should exploit while I still have an opportunity for the next five years and just yield as much as possible. I just have to have a larger framework for why I think it should happen, because that will help you make this. It’s sort of like seeing the Matrix, it helps you make those decisions anyway.

Mike Blake: [00:51:00] We’re talking with Mark Hubbard. And the topic is, Should I pursue impact investing? How does regulation play into the calculus of making an impact investment? Is it helpful? Does it stand in the way? Is it kind of just sort of there but you don’t care? How does that fit into your thinking?

Mark Hubbard: [00:51:26] Well, regulation and, really, future regulation – is how most people in this world would think about it – absolutely plays into it. I mean, it’s part of the determining factor for all of it, is that, when you look at larger trends and you say these are things that are going to need to be handled and, by nature, some portion of that handling will happen through governments, then there will be future regulation of one kind or another. And the better I position for that now, then the better my business will probably be able to run.

Mark Hubbard: [00:52:03] And so, regardless of whether or not you like the regulation or not, the idea that you can prepare ahead of time by operating under the idea that those regulations are coming has paid off. And that’s part of the ESG framework that they argue for. It’s part of why they say they tend to do better is because, as you lower the risk, as you adjust for the future of what you’re going to have to face from a regulatory environment. And so, I mean, it actually presents sort of an opportunity for us. And we’re only investing in things that would probably fit those regulatory frameworks well anyway. And so, it’s a plus for us, regardless of whether you think that’s the way to solve problems or not.

Mike Blake: [00:52:47] Now, a question I want to make sure I get in – we’re running out of time here but I do want to give you a chance to comment on – is, many of our listeners, most of them they’re not fun managers like you are. They may have their own portfolios. But many of them are also business owners, they have their business thing that they do. And as you and I both know, when you’re a small business, most of your investable wealth is the business where you’re actually working everyday. What advice could you give to them to think about how they might make impact investing work for their own businesses?

Mark Hubbard: [00:53:31] Yeah. So, I think there’s sort of two levels for them. One level is the investable assets they have. And there’s lots of resources for that now. You can go anywhere. There’s lots of places to learn. There’s lots of nonprofits and industry associations. And every asset manager now has ESG portfolios, at least. There’s indexes. There’s low cost ways to do it. There’s alpha ways to do it. There’s venture capital funds you can invest in. So, that is one piece.

Mark Hubbard: [00:53:59] And, really, that’s just an argument just say to yourself, what are my personal values, what are the kinds of things I like to see happen in the world. And if I’d like to see more of that, then I’m going to start voting with my dollars to make that happen. And by the way, you can be reassured by the fact that the research says you’re going to do just fine. In fact, you’ll probably do better.

Mark Hubbard: [00:54:25] The next part is the business. If you’re running a business or an employee in a business, then you’re inside one of the machines. And so, there’s an opportunity to do the same thing. Essentially, go to your bosses or look at your company that you founded and own and say, “Does this thing reflect what I say I believe about the world? And does it reflect what my employees say they believe about the world? And if not, how do I go about arranging things so that it’s more integrated than it has been in the past?”

Mark Hubbard: [00:54:59] And, again, lots of frameworks that are possible. I mean, B Corp, B Labs, they have a great little great framework and so you can go through that framework and address all kinds of different categories. But I think we’re at a moment when that’s what people want to do, feel like they have to do, and I think it’s going to be a good thing for all of us.

Mike Blake: [00:55:21] Mark, this has been a great conversation, but I have to let you go back to making the impact that you always do. But I know that we didn’t get to all the questions I had prepared, which I anticipated, but there are probably questions that the listeners would have wished that I had asked or wish that we would have stayed longer on. If somebody wants to continue this conversation with you offline, can they do that? And if so, what’s the best way to contact you?

Mark Hubbard: [00:55:46] Yeah. Sure. I mean, I’m on LinkedIn, you can find me there. Renewvc.com is the website. There’s just about to be a full site launch, but at the moment there’s a form up there, so you could contact me there. On Twitter, mwhubby. And my argument is that, the future of founders, the future of funders is all community. It’s all going to be community from now on. And so, yeah, we want to talk to, and engage, and work with anybody that has an interest in this.

Mike Blake: [00:56:20] That’s going to wrap it up for today’s program. I’d like to thank Mark Hubbard so much for sharing his expertise with us.

Mike Blake: [00:56:26] 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.

Mike Blake: [00:56:42] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn Group, Unblakeable’s Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

 

Tagged With: Brady Ware & Company, Decision Vision podcast, Environmental, ESG, Impact Investing, Mark Hubbard, Mike Blake, Pixel Recess, Renew Venture Capital, Social and Governance

Decision Vision Episode 153: Should I Provide My Services Pro Bono? – An Interview with Roy Hadley, Adams and Reese LLP

January 27, 2022 by John Ray

Roy Hadley
Decision Vision
Decision Vision Episode 153: Should I Provide My Services Pro Bono? - An Interview with Roy Hadley, Adams and Reese LLP
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Roy Hadley

Decision Vision Episode 153:  Should I Provide My Services Pro Bono? – An Interview with Roy Hadley, Adams and Reese LLP

Arguably no other industry institutionalizes pro bono work like the legal profession does. With that in mind, host Mike Blake welcomed Roy Hadley with Adams and Reese, LLP, winner of the firm’s Pro Bono Lawyer of the Year for 2021, for an in-depth conversation on pro bono work. Roy explained why pro bono work is so important in the legal profession and to him personally, how such work presents an opportunity to grow, the risks of pro bono work, and much more. Decision Vision is presented by Brady Ware & Company.

Adams and Reese LLP

Study their experience and credentials to understand why they belong on your shortlist. Get to know them as people, and you’ll recognize their dedication to client service. At Adams and Reese, they take things personally. Their people are connected – to each other, to clients, their families, and their communities.

The firm’s industry-focused practice groups of attorneys and advisors are strategically organized throughout the southern U.S. and Washington, DC. Adams and Reese professionals are known as practical and personal advisors and advocates who tailor their approach and counsel to the specific needs of each situation and client. Many on their team have years of on-the-job experience within the industries that they serve as executives, professionals, and in-house counsel.

Taking a hands-on, personal approach to every issue, challenge, and opportunity our clients face, Adams and Reese lawyers and advisors are skilled and ready to help clients achieve their goals and make their lives easier.

Company website | LinkedIn

Roy Hadley, Attorney, Adams and Reese LLP

Roy Hadley, Attorney, Adams and Reese LLP

For more than 30 years, Roy has been a trusted advisor to high-growth businesses, governments, and family/closely held businesses. Roy’s practice, which is international in scope, includes advising clients worldwide on complex corporate transactions, particularly those involving technology, cybersecurity, life sciences, economic development, telecommunications, outsourcing, and intellectual property.

With a nod to our increasingly digital world, Roy provides guidance to a wide array of governments, governmental entities, and companies (and their boards) on issues related to data security and privacy.

Roy’s work as independent counsel on cybersecurity matters helps governmental officials and corporate boards understand and mitigate legal and operational risks and exposures to protect themselves and the companies/governments they serve. He also helps clients to respond to and recover from attacks should an event happen.

Roy’s business experience includes serving as vice president, general counsel, and corporate secretary of a wireless communications company, as vice president, general counsel and chief privacy officer for an international travel services and technology company and as in-house counsel for a pair of telecommunications corporations. Roy also served as special counsel to the president of the American Bar Association and as special assistant attorney general for the State of Georgia.

Roy also counsels clients on business matters affected by personal and family dynamics, including business succession planning, legacy planning, family governance and intergenerational issues. He focuses on helping closely held businesses and families protect their interests and achieve their goals in times of transition or crisis.

A frequent speaker, lecturer and author, Roy has writings that have appeared on USAToday.com, FOXNews.com, Compliance Week, Healthcare Risk Management, Inside Counsel, Homeland Security Today, National Law Review, Sports Page Weekly, Law 360 and many other publications. He has also appeared on Georgia Public Broadcasting, TAG Radio, WXIA-TV (Tech Edge) and WUPA-TV (Focus Atlanta).

Roy was the 2021 recipient of the Pro Bono Lawyer of the Year for Adams and Reese, LLP.

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Mike Blake, Brady Ware & Company

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

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

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

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Brady Ware & Company

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

Decision Vision Podcast Series

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

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

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

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: [00:00:22] 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: [00:00:43] 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 their intellectual property. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta for social distancing protocols.

Mike Blake: [00:01:14] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. I also recently launched a new LinkedIn group called Unblakeable’s Group That Doesn’t Suck. We just topped 100 members, by the way, so people are getting into this thing. So, please join in with that as well if you would like to engage. If you like this podcast, please subscribe on your favorite podcast aggregator, and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:45] So, today’s topic is Should I Provide My Services Pro Bono? And, according to Esquire Deposition Solutions, and I don’t think it has anything to do with the magazine, nine out of 10 lawyers provide some sort of pro bono service every year. And, according to data on Statista, many firms’ attorneys average over 100 hours per year, which when you consider that the hourly billing rates might be easily $500 at the partner level and for the bulge bracket firms can be over a thousand, that’s a significant investment that firms are making in pro bono work.

Mike Blake: [00:02:26] And I want to talk about this topic because, you know, as we move through this, again I keep calling it the trans-pandemic period, I don’t know when we’re going to get to the post-pandemic period, but we’re certainly trans, and we have this great realignment and great resignation, great this and great that. You know, one of the things that we’re seeing in our society, of course, is the fact that people’s priorities are simply changing. And I’ll share with you sort of a little anecdote from this morning.

Mike Blake: [00:02:57] A guy that I used to work for many years ago texted me because he saw on my Facebook page that I posted something about the Celtics taking the Sacramento Kings behind the woodshed and beating him by 56 yesterday. And if you don’t follow basketball, that’s a big number. And, I posted something on the website and said – and it actually turned out they won by 52, and my friend was giving me the business said, “Hey, you’re a valuation guy. You’re not allowed to get math wrong.” I said, “Dude, if I’m off duty, I’m not responsible for your math, my math, or anybody else’s.” So, you know, I just can’t be on all the time. You know, I just can’t do that. So, he kindly corrected me and gave me the business by text today.

Mike Blake: [00:03:43] But it’s sort of emblematic of the fact that everybody, I think, is searching for something different in what they’re doing. And, one of the things they search for is, we all search for, I think, or most of us search for, is some kind of meaning in what we do. And, the thing that’s fascinating and why I have this particular guest and one of the reasons I have this particular guest on, is, first of all, he’s great. We could talk about anything for an hour and you would enjoy it. But this is a business podcast, so we’ll try to stick to business as much as we can.

Mike Blake: [00:04:15] But what makes this interesting is that the legal profession, despite having, you know, sort of the meme style reputation of being greedy and self-serving and running the meter on the billable hour, when you really sort of take a step back and take a deep breath and look at it in the cold, hard light of day, I don’t know that there’s another profession out there that institutionalizes volunteer work and giving away their expertise and services like the legal profession does. I know the accounting profession doesn’t do that. The business appraisal profession, sure as hell, doesn’t do that. You know, we have to sort of make that up on our own.

Mike Blake: [00:04:55] So, you know, I think it’s important to recognize the contribution of the legal profession makes to this, and I think provides an example for, you know, I think what many other companies and industries can and should consider following, again, as we as re-evaluate the intersection of commerce and society.

Mike Blake: [00:05:21] And, joining us today is a long-time friend of mine, Roy Hadley. We’re just talking before the program – oops. Sorry, my watch wasn’t turned off. I thought I had the device turned on.

Roy Hadley: [00:05:35] Technology, technology.

Mike Blake: [00:05:35] Yeah. Exactly. I’m sure Apple is not listening. So, anyway, joining us today is not Siri, but indeed it’s Roy Hadley, who is a business lawyer and technology cybersecurity and privacy evangelist with Adams and Reese, which is headquartered in New Orleans but has a fairly substantial office here in Atlanta.

Mike Blake: [00:05:58] Roy is a lawyer and trusted adviser to businesses, governments, and families worldwide. He’s an attorney out of the Atlanta office and is a member of the corporate and security team with a nod to the interconnected world where he consults clients globally on complex business issues, particularly those involving technology, communications, cybersecurity, life sciences, economic development, and trade, and he regularly assists with matters involving data security and risk mitigation. He was named a cybersecurity visionary by USBE Magazine, was named one of Georgia’s most powerful and influential lawyers, and recognized by The Legal 500 for his work in middle markets M&A. He represented the City of Atlanta as it confronted a massive ransomware attack in 2018. I couldn’t believe it’s only been four years ago since that happened. It seems like it was 10 years ago, but, boy, time flies.

Mike Blake: [00:06:54] Roy was named a Georgia trailblazer by the Daily Report and a game-changer by Information Security by Hub Magazine. He recently received Adams and Reese’s Pro Bono Lawyer of the Year Award for 2021, which is what prompted my inviting Roy to this conversation. But I think, perhaps most importantly, as we record this podcast here on January 26, 2022, Roy holds both his bachelor’s degrees and law degree from the National College Football Champion, University of Georgia. Boy, you guys [inaudible]

Roy Hadley: [00:07:29] Bulldogs. Bulldogs.

Mike Blake: [00:07:31] I’m just going to let you have – I’m going let you have it. If you want to start –

Roy Hadley: [00:07:35] Let me have that moment. Yeah. You do have to let me have that moment. You know, it’s been, what, 41 years coming? I deserve that moment.

Mike Blake: [00:07:43] You know, 41 years and I’m not – look, I’m not a college football fan. I’ve said, look, we already have pro football up in the North. We just paid our players over the table. That’s [inaudible]. But, you know, having moved down here almost 20 years ago, about 19 years ago, you know, I don’t have, no pun intended, I have a dog in the fight. But it was remarkable just how many years Georgia would come within a game of winning that national championship and just something – it would, you know, in the 20 – in the early 2000s, it would be a bonehead loss to a bad team six games in, right, that would derail their season. Right?

Roy Hadley: [00:08:25] Right.

Mike Blake: [00:08:26] And then, they keep running into the buzz saw known as Nick Saban, obviously, and the University of Alabama Juggernaut.

Roy Hadley: [00:08:33] Right.

Mike Blake: [00:08:34] And, I didn’t think there was a chance in hell Georgia was going to win that game after the way they lost to Alabama. So, don’t take my betting advice, but –

Roy Hadley: [00:08:42] Right.

Mike Blake: [00:08:42] But I’m just so happy for University of Georgia fans who have just been suffering and have just been tortured for so long –

Roy Hadley: [00:08:53] It’s our moment. Right?

Mike Blake: [00:08:53] And they haven’t come up on top. It’s just brought this really nice vibe, really, to the entire state. Even Georgia Tech fans, I think, are giving you the nod, which is a real sign of social unity, I think.

Roy Hadley: [00:09:05] It’s out of 41 years in the making.

Mike Blake: [00:09:10] Yes. So, Roy, thanks for coming onto the program. It’s awesome to see you again, and congratulations on your Pro Bono Lawyer of the Year Award, among the other things. And, you know, by the way, in full disclosure, I could have read off all of Roy’s accomplishments and achievements and expertise, but we’d use the entire hour doing that. So, I would just invite you to look at his LinkedIn page and look at the other credentials.

Mike Blake: [00:09:36] But let’s dig in, let’s dig in here. As I said in the introduction, the legal my impression is, and correct me if I’m wrong, please. But my impression is the legal profession, interestingly, has a special relationship with pro bono work, right? And so, I want to talk about that in a minute. But before we do that, since pro bono is a Latin term and not all of us have watched The Exorcist. What does pro bono work mean? And is there a distinction between that and a more genericized term of, say, volunteering?

Roy Hadley: [00:10:13] Right. So, you know, great questions, and I’ll start it off by saying, you know, pro bono has been kind of, you know, whether you call it pro bono or you call it something else, it has always been kind of ingrained in the legal profession. You know, the lawyers have always said it is a profession despite what a lot of people think. Lawyers think of the legal profession as a profession. And, as such, you know, part of that profession is giving back to society. And, for us, what that means a lot of times is doing what we call pro bono work, and that work is really doing it for free, pro bono. And, that’s really what, you know, kind of underpins it.

Roy Hadley: [00:11:02] You know, you see it all the time. Firms have pro bono requirements. We’ll get into that a little bit later. But, also, you know, courts. A lot of times when defendants don’t have, you know, money to pay for their defense, courts will appoint lawyers, and sometimes they’re paid, sometimes they’re not. A lot of times you will see lawyers that will take up the case of indigent defendants, lawyers that will take up death penalty cases.

Roy Hadley: [00:11:30] You see the Innocence Projects that go on throughout the country. A lot of times those lawyers aren’t paid, you know, and that even goes back to when kids are in law school, because a lot of the projects they are doing pro bono, they’re doing it for free, with the thought that that same mentality kind of permeates throughout their careers.

Roy Hadley: [00:11:54] And so, it’s almost ingrained in us that part of the profession is giving back. And in some bar, state bar associations, actually require pro bono work. So, you know, it’s just one of those things that I hold near and dear to my heart because, at the end of the day, people always ask me, “Well, what do you do?” You know, you read my resume and I do a lot of technology-focused stuff. But what I tell people at my core is I help people solve problems. And, you know, you can help clients solve problems and you get paid for it and you’re happy. They’re happy. Good stuff comes out of that. But a lot of times when you do pro bono work, you’re helping people that can’t afford your services.

Roy Hadley: [00:12:40] And so, you know, it’s things that are near and dear to them that really make a difference at the end of the day. Things like keeping them from getting evicted. Things like helping them pay hospital bills. Things like, you know, custody matters. Things like – you know, in my case, what I did a lot this year was helping with COVID relief and things like that. And so, things that really impact the daily lives of people is really what a lot of the pro bono work that lawyers do accomplishes. And so, it really does make a difference, and you can see that difference at the end of the day and impacting people’s lives directly.

Mike Blake: [00:13:25] And, you know, it’s so important because at least, you know, I think so. I’m not a lawyer but I’m a citizen, and I take, I think, my civic duty, you know, very seriously. And as a citizen, you know, we’re very proud of a system that is designed to be transparent and it’s designed to give you some kind of equal representation in front of the law, right? And, look, the law is complex and it’s not – although you’re allowed to represent yourself, it’s certainly not designed to encourage that, right?

Mike Blake: [00:14:01] But, you know, the legal system is not perfect and you’re talking about whether the legal system is just or not as a separate podcast altogether and really something philosophers really need to tackle and other jurists that I’m just not qualified to. But I can say this, without the opportunity for representation, the legal system simply has no chance of being successful.

Roy Hadley: [00:14:32] Right.

Mike Blake: [00:14:33] And, you know, the people that often need representation most are the ones that can least afford to pay for it.

Roy Hadley: [00:14:41] Right. And, not getting – and that’s a great point, but not getting too philosophical here because you say it will leave some of these questions for the philosophers. But our whole system, the American system, you know the Constitution, the Bill of Rights, and all of that we all hold dearly whether you’re a Republican, Democrat, Libertarian, it really doesn’t matter. These ideals that we have, you said, hold dearly, and those ideals are predicated really on the Rule of Law.

Roy Hadley: [00:15:11] And so, it’s that Rule of Law that underpins really everything that we do in this country. You know, it’s one of those foundational elements that we have to really nurture and protect. And as lawyers, we feel a special sense of duty and a special sense of obligation because we are lawyers to help nurture and protect and uphold that Rule of Law. But, kind of inherent in all of that is, like you said, making sure that it is just that it is fair that everyone has access to proper representation whether they can afford, you know, a lawyer, you know charges, I don’t – but, you know, charges a thousand dollars an hour, or they can only afford one that costs $10 an hour, or in some cases, afford one that costs zero dollars an hour.

Roy Hadley: [00:16:08] And so, I think that’s why you see lawyers really, you know, kind of embrace this whole thing about service and pro bono and giving back legal services to the community and those most in need of them for free because it is a foundational element of our whole system, of our republic, of our, you know, democratic ideals, that Rule of Law. And so, you know, I hold it dear and we all hold it dear. And, I think it’s it’s one of those things that, regardless of profession, we all love to hold dear.

Mike Blake: [00:16:46] Yeah. And I think, you know, the best example of that was, you know, very early on in our history, John Adams was famous for representing the soldiers in the Boston Massacre, right? Not necessarily because he believed in their case, but because he believed that everybody, even if you think they’re dead, guilty bad guys, the legal system to have credibility. Everybody is entitled to representation and they’re entitled to, as I think as you guys like to say, vigorous advocacy in front of the court, right?

Mike Blake: [00:17:15] So. I’m curious about something in the mechanics. You know, you mentioned about a court appointing a lawyer. And I have this in my head and this may be totally wrong. Does the court have the power to, in effect, draft an attorney to work on a case?

Roy Hadley: [00:17:35] Yeah. In some cases, in some matters, I would say yes, they do. And so, you know, a court can appoint an attorney, whether that attorney wants to or not, in some matters, to actually represent somebody in that case. And you’ll see it a lot of times, especially in smaller communities where, you know, as part of being a member of the bar, you have to sign up and register, and the court will rotate it and appoint different members of the bar to represent certain, you know, clients, whether they’re indigent or just need special assistance.

Roy Hadley: [00:18:13] Now the thing I’ll tell you, though, is that, you know, we have 50 states and each state has its own rules regarding lawyers. Each state has its own rules regarding pro bono, regarding the ability to assign cases. And within those states, you have different bar, circuit and bars and jurisdictions, and so each one will have something totally kind of different. That said, though, again, kind of going back to one of those foundational elements of the bar being that you will give back.

Roy Hadley: [00:18:46] And so, you know, you see firms. I mean, my firm, Adams and Reese, we have a pro bono requirement for lawyers. You know, you have to work a certain number of hours a year. I think it’s 50 per lawyer that you have to work in pro bono service. And there are lots of different ways you can do it, you know. And when you look at it a lot of times early in my career, I know I did some work where people were having trouble getting their wages paid or, you know, improper withholdings from employers, and, you know, a lot of times we’ll sit back in what I call our ivory towers, our gilded towers, and say it really doesn’t make a big difference.

Roy Hadley: [00:19:30] But, you know, if you’re making the minimum wage or you’re making $8 an hour and somebody is erroneously withholding a dollar from you, or if somebody is not paying you for your 40 hours for you, they’re not paying you overtime, that has a tremendous impact on your daily life. It may be the difference, and I’m not overstating this. It may be the difference between you being evicted because you couldn’t pay your rent. It may be the difference between you not having transportation because you couldn’t pay your insurance. Or, it may be the difference between you not being able to eat or feed your child that day.

Roy Hadley: [00:20:12] You know, these sorts of things that we sometimes take can literally be that impactful in people’s lives, and I think that’s really what drives at home for me the importance of it, because when you see somebody that you have helped in a very, you know, impactful way, then, and that person is genuinely appreciative, that gets to you. You know, if you don’t feel some sense of humbleness around the ability to help and the opportunity to help, then you know, I’m not quite sure about you, because it is impactful in ways that, you know, you just don’t see every day in what we do working with clients.

Mike Blake: [00:21:00] Yeah. And, you know, in a lot of cases, you are somebody in your stead is what’s standing in the way of an injustice, right? It’s one thing. You know, if you’re going to be evicted because you’re unable to pay your rent, that’s one scenario, again, I don’t want to go deep into that, that’s philosophical, right? But it’s another if a landlord just decides to kick you out because they got an offer to buy the building, for example. They’re going to make some good money on that sale and they’re banking on the fact that you cannot defend yourself legally, right?

Mike Blake: [00:21:38] To me, that’s the thing that’s got to be that must be impeded, that, you know, I don’t think any of us want to live in a society or very few of us want to live in a society where that is simply allowed, right. And it’s people doing that pro bono work that makes sure that at least if something bad is going to befall somebody, it’s going to befall somebody within the concept of what we, as a society, have decided as a just outcome as opposed to simple, frankly, just outright bullying. I don’t like bullies.

Roy Hadley: [00:22:18] You’re right. I don’t think any of us do, you know. And, it’s interesting because a lot of times, you know, most times people aren’t asking for anything special. You know, they’re just asking to be treated within the rules that are there, the laws that are there.

Mike Blake: [00:22:36] Right.

Roy Hadley: [00:22:36] And so, a lot of times, what you’ll find is people either don’t know how to navigate the system, don’t know what the rules are, don’t know what the opportunities are. And so, a lot of times it’s not that, like you said, somebody can’t pay their rent or doesn’t want to pay their rent, it’s that the landlord is doing something. Or, it said, you know, somebody is trying to get Social Security benefits for a kid because the mother or the father passed but the parents weren’t married, and they don’t know how to navigate that Social Security System to help get those benefits for the child. And, it’s not that the child is trying to get something they’re not entitled to. It said they just don’t know how to navigate the system to get something that they are entitled to.

Roy Hadley: [00:23:24] And so, that’s where, you know, we help. That’s where lawyers can help. And quite honestly, you know, that’s where a lot of other professions can help, you know. Because you start talking. I’m going to pick on you, you and your accounting friends there might – you know, accountants aren’t dumb. And so, accountants can navigate.

Mike Blake: [00:23:48] We like to think so. But, yeah.

Roy Hadley: [00:23:50] Right. You know.

Mike Blake: [00:23:52] That’s what the website says.

Roy Hadley: [00:23:54] Right. And so, you know, there are a lot of things that accountants could do to help this, you know, help people on a pro bono basis. And, you know, I think it’s just not institutionalized again in the way that historically it has been for lawyers. And, in some ways, us lawyers think that we are the guardians of the republic, the guardians of democracy, the guardians of the Rule of Law. You know, we like to think that and in a lot of ways we are because, again, kind of going back to what we first said, our country is built upon the Rule of Law. And so, we have to respect that, nurture it, protect it, and make sure that it’s fairly applied to everybody.

Mike Blake: [00:24:41] So, you bring up a great point. And I’ll say the following, it’s going to sound defensive, but it’s really not intended to be and I’ll prove with what I’ll say next.

Roy Hadley: [00:24:52] There you go.

Mike Blake: [00:24:52] I’ve offered a number of times to attorneys that, look, if you need somebody to ride shotgun with you on a pro bono matter, there’s a valuation issue, or it could be eminent domain. But, you know, it’s a tiny business. It could be a convenience store. It could be a pop-up store, whatever. They’re not going to pay somebody like me 10 or 12 grand to appraise the business. Right? But there are damages involved, right? I’ll be happy to ride shotgun with you, or I’ll have somebody on my staff ride shotgun and help you work through the numbers that matter. And in 18 years of doing this, I’ve never been taken up on it.

Roy Hadley: [00:25:26] Really?

Mike Blake: [00:25:27] Yeah. So, as I say this, and I’m going to put you on the spot a little bit, but I think you’re going to appreciate it. Let’s you and I have an offline conversation, figure out how we can partner our two firms to help you, if there are financial issues that are involved in any of the matters that you guys are working on, if you need a partner to ride shotgun, let’s do that.

Roy Hadley: [00:25:51] Okay. Absolutely. Take done. Done. We will absolutely have that.

Mike Blake: [00:25:55] We would like to do that because you did mention it. You know, you guys have the institutionalized knowledge, right? And the reality is that these matters come to lawyers first. It’s why guys like me suck up to guys like you because guys like you have the – really are the gateway to the engagements because lawyers are the planners and accountants are the historians, which means we can base it, “Oh, man. Well, you should have done this.”

Roy Hadley: [00:26:27] Right.

Mike Blake: [00:26:27] You know, that doesn’t – great. Right? So. you know, nobody comes to us sort of initially with the legal matter, but many of these legal – you know, many of these legal matters involve, you know, finances and that’s something that we can do. And there are opportunities for partnerships where we can kind of piggyback on what you guys are seeing. And I think other firms and other practitioners would love to lend a helping hand. We really would.

Roy Hadley: [00:26:56] Absolutely. And, a lot of times they’re not complex issues. You know, they’re not complex valuation issues. They may be calculating wage an hour, you know, issues. There may be calculating rent and back rent, you know penalties, or with back taxes, trying to help calculate and negotiate with the IRS, you know. There are lots of things. And so, people always say, “Oh, I don’t have time,” because people envision this really complex thing. And sometimes they are complex. But most times they go to the other end of the spectrum and are simple matters, especially simple to somebody who does numbers, you know works with numbers all day long. So, I will absolutely take you up on it.

Roy Hadley: [00:27:44] And, it kind of pivots me to one of the things that, you know, when we talk about pro bono with lawyers is people also tend to think if you’re a lawyer, you can do anything regarding the law. And, you know, kind of like in our normal practice, you kind of stay in your lane and you have to stay in your lane. And so, even with pro bono, we kind of stay in our lane, and part of staying in our lane means that a lot of times we’ll need help from somebody like you on those little things, those number-crunching things that are outside of our lane. And so, it’s – you know, I take that offer very seriously and I will absolutely take it up, take you up on it.

Mike Blake: [00:28:26] At a minimum, take it up with me. Like I said, 18 years, nobody’s ever pulled the trigger.

Roy Hadley: [00:28:30] All right.

Mike Blake: [00:28:31] I can’t commit my entire firm, but I can commit my practice for sure, and I think I can convince my firm to do something with it. So –

Roy Hadley: [00:28:39] Wait. I heard you earlier say the firm, you know, as lawyers hear these things.

Mike Blake: [00:28:45] Well, yeah. Well, that’s why I need to walk that back. So, I don’t have the authority. As far as to go, they’re not the managing partner of the firm.

Roy Hadley: [00:28:54] Right, right, right.

Roy Hadley: [00:28:55] [Inaudible] within my group that we can do it. And I think that I can get people in my firm to do it, whether formally or informally, but –

Roy Hadley: [00:29:01] I’m messing with you.

Mike Blake: [00:29:03] But I do want to have that conversation sort of institution to institution.

Roy Hadley: [00:29:08] Absolutely.

Roy Hadley: [00:29:09] And I think we’ll be receptive to it, just knowing the people involved. So –

Roy Hadley: [00:29:12] Right.

Mike Blake: [00:29:16] Now, you have a 50-hour minimum. I don’t think they gave you the award for doing 50 hours.

Roy Hadley: [00:29:22] [Inaudible] No.

Mike Blake: [00:29:24] That would be, that would be awkward.

Roy Hadley: [00:29:26] Right.

Mike Blake: [00:29:26] So, obviously, this is something you’re doing more and more of because you truly believe in it.

Roy Hadley: [00:29:32] Right.

Mike Blake: [00:29:32] Why? What is it that drives you maybe, you know, more on sort of the edge of the bell curve to do a lot of this?

Roy Hadley: [00:29:39] Right. So, this year, you know, I was well over 200 hours in terms of pro bono work. And a lot and what – and I’ll describe a little bit of what I did. You know, we had a client that was giving out pandemic relief funds, loans, grants [inaudible]. And so, part of that was it took legal work to effectuate the loans and things like that. And so, let’s just say, for example, it’s a $10,000 loan, takes two or three hours of legal work to do. Then, you know, at my standard rate of $50 an hour, just kidding, but at most, you know, it could be a thousand to $1500 in legal fees. So, all of a sudden that $10,000 loan is 8000 or 8500, you know. But if you could get that whole 10,000 to them, then now that business can pay rent, now that business can pay employees, now that business can buy PPE, supplies, and things like that. Now, they can pay the light bill. Now, they can stay open and keep functioning, which is the whole purpose.

Roy Hadley: [00:30:52] And so, you know, I’m a business lawyer. I’m a corporate lawyer, you know, close loans, do deals all day, every day. And so, the ability to do that for these companies, and, again, these are small companies. These are a lot of times sole proprietorships. These are companies that maybe have two or three or four employees that really aren’t the big companies that have the ability to kind of withstand business dropping 50 or 70% because of COVID. These are small operators. And so, the ability to help them by getting all of the monies that we’re trying to get to them can be very impactful.

Roy Hadley: [00:31:35] I mean, you know, when you close some of these loans and you talk to the people, they are genuinely appreciative of those funds. And so, you know, and they will make a difference, and they did make a difference. They kept a lot of these businesses afloat. Again, it was the difference between their doors being open and their doors being closed. And so, you know, if you can, as a lawyer, help effectuate that, I mean, it really warms your heart.

Mike Blake: [00:32:04] And, you know, again, my firm has a minimum requirement, but they are very supportive and I was genuinely appreciative of that support that said, “Hey, go do this. This is a good thing. This is a great thing. Go do this.” Because despite the fact that we too were impacted by COVID and those sorts of things, we still will support these types of endeavors by our lawyers to make a difference in the communities we serve. And I’ve put some emphasis on that word because we really do look at communities where we are as not as the communities that we operate in but as the communities we serve.

Roy Hadley: [00:32:51] And so, you know, here in Atlanta, as you mentioned, the mothership, as I call it, is in New Orleans, but we’re all across the south in terms of our footprint. But in each of those communities, we really do make a special effort to serve the community. And, you know, when people think about, and I know I’m going on on a tangent here, but when people think about pro bono, you know, we tend to think of the legal work that we’re doing. But also inherent in our commitment to the community, legal profession’s commitment, is that you see service to the community in other ways. You see lawyers on the United Way board. You see lawyers on the Red Cross board. You see lawyers on the Community Thief board. You see lawyers, you know, on the food kitchen board, you know.

Roy Hadley: [00:33:46] And so, you see lawyers that not only are doing pro bono work in the truest sense, but you also see lawyers that are out in the community serving on these boards, bringing expertise to these boards of these organizations that also serve the community. And so, you know, all of those nonprofit boards are going to be unpaid, but that’s okay because, again, that’s giving back to the community.

Roy Hadley: [00:34:16] And so, I would challenge all businesses, all business leaders to make a special effort to, you know, push your people because these are going to be people that have special expertise. These are going to be young people. Sometimes they have a lot of time, more time, you know, that can really get in there and serve the community, not necessarily in pro bono like, you know, we have originally defined it, but in terms of giving back to the community, by giving back to other organizations that serve the community. And I think that’s something that also we should really highlight and talk about for the listeners to make sure they understand there are many, many ways that even if you’re not a lawyer, you can serve in the spirit of pro bono service.

Mike Blake: [00:35:08] So, I want to posit something to you, and I’d appreciate your reaction to it. Can’t you also make the case that there is in your profession, and I think I think mine, and as I sort of think through this conversation, I want to interject because I need to be fair. For all I know, there’s a ton of pro bono work that’s going on in my profession, in my company, I just don’t know about it, right? But I do know it’s not institutionalized. We don’t have an award for pro bono, right?

Roy Hadley: [00:35:41] Right.

Mike Blake: [00:35:42] And there are probably opportunities to make it more efficient by aggregating it. So, I do want to get that out there. But that having been said, can you also make a case that the pro bono work could be a great opportunity for somebody that doesn’t have a lot of experience yet to kind of cut their teeth on certain kinds of matters? You know, it could be a first chance to cut your teeth in litigation or, in my world, serving as a consulting or even potentially a testifying expert. Or, you know, in some cases, just sort of getting out of the office and rolling up your sleeves and getting into real world, real life, real business issues where you have to provide, you have to get into really, the very real scenario of providing a client with advice under extreme duress. And, you know, there’s no – I don’t think there’s any class in the world you can take that, would ever prepare you for that. You just have to get in. You just have to get in there, right? So, can we argue that there is a professional development aspect to pro bono work in the way that we’re describing that is also very helpful?

Roy Hadley: [00:36:58] Absolutely. You know, again, you know, the requirement here at this firm and most firms is not, you know, no requirement for young lawyers, 50 hours for senior lawyers. It’s for every lawyer, which means that young lawyers have to get out and do something. Now, what we do here in the legal profession is, again, we try to kind of stay in your lane. But if you are volunteering, say you’re a young lawyer and you are going into something you don’t have the expertise on, you know, you get a senior lawyer that does will help you navigate whatever that is. But it is an excellent opportunity, as you said, to learn new areas.

Roy Hadley: [00:37:42] You know, back – I’ve always been a corporate lawyer, but a lot of my pro bono cases when I was very young dealt with wage and hour issues, dealt with Social Security issues, dealt with evictions, you know, nothing within the lane that I was in. But because I did those things, I did learn about those types of areas of the law. But more importantly, and I think this is one of the things that is kind of underpinning your statement, is I learn how to work with clients. I learn how to interact with people. I learn how to listen and understand the issues and the problems, and then come up with real-world solutions and not just theoretical kind of book solutions.

Roy Hadley: [00:38:30] You know, it’s one thing kind of to do a law exam and come up with a solution to a question, but it’s a whole another thing when you’re out in the real world. And, like most issues, things aren’t cut and dry. They’re not black. They’re not white. They’re shades of gray and those shades of gray shift, you know, depending upon who you’re talking to and what they’re saying. And so, in any profession, you’re going to be a better fill-in-the-blank if you have experience, you know, working with those nuances and those shades of gray that are constantly shifting on you.

Roy Hadley: [00:39:08] And so, pro bono work is a fantastic opportunity to get out there and learn a new area of the law, you know, to roll your sleeves up, to get some, as you said, that real-world experience, and quite frankly, for the legal profession, we encourage that. We encourage you to say, “Okay. I’m going to go volunteer for the Atlanta Volunteer Lawyers for the Arts and learn about contracts and that sort of thing.” Or, “I’m going to volunteer for Legal Aid and learn about helping to defend somebody in, you know, or help them navigate through certain parts of the system, whether it’s child support or those sorts of things.” You know, it may be a corporate lawyer going to Legal Aid. We don’t have those kinds of prohibitions.

Roy Hadley: [00:39:58] So, it’s a great, great opportunity and it’s a great opportunity for old lawyers, you know, like myself that have been practicing for a long time to get out there and do something different, learn a new area of the law, and quite honestly, like you said, get out of the office and, you know, actually look somebody in the eye, sit across the table from them, sometimes go and take them to lunch and break bread with them, and really understand the issues. Because most times kind of like any corporate matter, again it’s not just black and white. You’re going to need to be able to navigate those nuances and nothing like real-world experience to help you navigate those nuances.

Mike Blake: [00:40:45] And, another word that comes to mind that I think is so important, and I almost hate to bring it up because one of my fears, I’m afraid this word is going to become viewed as a buzzword and it really shouldn’t, it really needs to stick, and that is that I think the pro bono work you’re describing helps you develop and strengthen your empathy muscle.

Roy Hadley: [00:41:06] Absolutely.

Mike Blake: [00:41:09] The kinds of cases you’re in, and I’ve only done a fraction of what you’ve done mainly through my old office hours, people sort of wander in, right. But, you know, they come in and the circumstances that sort of that got them there, right, in a paid scenario. You guys are in – I forget if you’re in Class A or Class B office space, but the fact of the matter is, I don’t want to get into – there’s a segue here. People are not wandering into your office most likely who are minimum wage people about to be evicted coming into the marble office, right, and reception room, saying, I need a lawyer. Right?

Roy Hadley: [00:41:46] Right.

Mike Blake: [00:41:47] And it sort of goes the reverse, right? So, unless you really make a concerted effort, you never encounter that. It’s very easy for people in our position that in fact we want to really isolate ourselves and never connect with that.

Mike Blake: [00:42:02] So, that’s a long preamble to the segue, which is if somebody – how do you – how do those opportunities to serve come your way? Right? Because they’re not calling. I don’t think – they’re not coming into your office. How do they find Adams and Reese? How do they find Roy Hadley to get the help they need?

Roy Hadley: [00:42:22] Right. So, you know, I’ll preface my whole statement here in response by your original premise of the empathy. And I think that’s important to kind of underscore here because one of my favorite sayings is, I complained that I had no shoes until I saw the man with no feet. Right? And so, you really have to always put things in perspective. And, you know, before you got on this kind of video here we’re talking and, you know, I’m always happy because I always try to keep things in perspective. And that perspective is that I’m fortunate. I’m blessed. You know, I am in a good place. Not everybody is as fortunate, right?

Roy Hadley: [00:43:13] And so, you have to remember that that a lot of times people’s circumstance is not of their choosing, you know, kind of dictates where they’re going in life and how they’re getting there. And you always have to be cognizant of that, that not everybody graduated from high school. Not everybody had the opportunity to go to college. Not everybody had the opportunity to go to grad school or to law school. And those are opportunities that are generally afforded to you, not by your own choosing, but by your circumstance. And so, I keep that filter in mind when trying to talk to people and help people. Everybody is not as blessed or as fortunate as we are, and so we just have to be cognizant, cognizant of that.

Roy Hadley: [00:44:06] Now, to get it back to the second part of your question, most times, yes, you’re right. To be quite honest, most people couldn’t get past security to come up to our office, right?

Mike Blake: [00:44:17] There. Fair.

Roy Hadley: [00:44:19] Speaking plainly. Right? What we do is we partner with, you know, institutions that are on the ground out in the community. So, you know, you’re talking about institutions like the United Way. You’re talking about institutions like, you know, Homeless Task Forces. You’re talking about the food banks. You’re talking about shelters. You’re talking about, you know, places like that, the Volunteer Lawyers for the Arts, you know, and those types of institutions that have their feet out and hands out in the community are going to be the frontline and then we partner with them. Legal Aid is another great example of an organization that has offices and people that are out in the community, you know talking to people that are accessible to people. They come in, they identify the need, and then we partner with them to address those needs.

Roy Hadley: [00:45:19] I was talking to – I had a good friend who was in the legal business, but he also had gotten into the restaurant business, and he and some other restaurant owners found it kind of a fund for their employees that, you know, if – the restaurant owner has put into the fund every month and employees could contribute whatever they want it too [inaudible]. And then, let’s say you then have rent money for a month or you were short on your rent or you’re short on your insurance payment, the fund would loan you the money or give you the money. But, you know, that fund also would help people who needed legal assistance.

Roy Hadley: [00:45:59] And so, you partner with those types of organizations, and that’s really how we do it. And that’s going to be the most efficient way because a lot of times, you know, issues can be resolved without even involving a lawyer, you know by somebody that has much more specialized practical expertise on it to say, “Hey, you need to take this form, fill it out and take it to this office there, you know, at this address, or we can take it for you.”

Roy Hadley: [00:46:27] And so, you know, those types of organizations will filter out, address a lot of things, you know, quickly and more practically, and then give the others to us, funnel them to us, and then we handle those through those organizations. And, we found that’s the most efficient and practical way to do it. And so, you know, if somebody needs help, go to those frontline organizations. And then, if they need more specific help, those organizations can get them to us to address the needs.

Mike Blake: [00:47:02] I’m talking with Roy Hadley and the topic is, Should I Provide My Services Pro Bono? So, I want to address a question that I think is important any time – because any time we talk professional services, the elephant in the room is always, what’s the liability? And, it’s unfortunate, but that’s just a fact of professional life. We have to protect ourselves or we can’t be in business very long.

Roy Hadley: [00:47:27] Right.

Mike Blake: [00:47:29] How, if at all, are there any kind of protections in place to ensure that you’re not taking disproportionate risk by taking on a pro bono case? Do you effectively have – and for example, you said, you know, pro bono is a great way to learn about a part of the law where you don’t have necessarily that much exposure, which to me means that – that means it’s going to be higher risk that something could go sideways. Are there structures in place to kind of help you manage the risk to make sure that when you’re trying to do a good thing, you’re not the good Samaritan that gets sued because you didn’t change the guy’s tire right on the side of the road? You know what I’m trying to get to?

Roy Hadley: [00:48:17] Right. Right. Absolutely. So, that’s a great question, and I can only address it from the legal standpoint, the legal law firm, you know, lawyer standpoint. I can’t really speak to other professions that might do volunteer work of this ilk. In the legal sense, you know, I talked about staying in your lane earlier, and what that means is that even if you are taking on a matter that you may not have expertise in, you get somebody at your firm who can help guide you, you know, just like they would in any other matter. You know, you use that matter as a teaching opportunity, as an opportunity to grow. So, from a staffing standpoint, we’ll always make sure that there is somebody on that matter that can provide general overall guidance.

Roy Hadley: [00:49:10] So, you may be a young corporate lawyer, you know, cutting your teeth in a pro bono litigation matter, but we’ll make sure we have a litigation senior lawyer, partner or senior associate that knows that area that can help guide you so that you don’t make those missteps. Because, you know, not only is it a legal exposure, but, again, you have to remember there’s a live person on the other end of the matter that it really impacts their lives. And so, you know, we will staff it the same way we staff a paid matter in terms of, you know, we may have a young lawyer working on it, but there’s going to be a more senior lawyer that actually knows how to do it and knows, you know, what needs to be done to oversee that young lawyer. So, we’ll always staff pro bono matters that way.

Roy Hadley: [00:50:01] We actually have a pro bono partner. And so, all pro bono matters at the firm have to be approved by this part. Part of that process is making sure that we’re putting the right staffing on the matter so that we have the right expertise on the matter.

Roy Hadley: [00:50:19] Now, the second part of it is pro bono is so ingrained in the legal culture of law firms that our professional liability insurance also covers pro bono matters. So, if a firm just happens to screw up something, you know, inadvertently, their professional liability coverage, generally speaking, will cover those types of matters also. But again, that’s just because pro bono is so ingrained in what we do as a profession that it is generally speaking covered under most firms’ and lawyers’ liability policies. But again, you go back to that first part of it and that is, you staff it no differently than you would staff a regular paid matter. You know, if a regular paid matter came in and that young – you wanted to put a young lawyer on it or that young lawyer wanted to be on it, you would have a senior lawyer supervising them, be no different than that for a pro bono matter.

Roy Hadley: [00:51:24] So, you know, again, it’s just one of those things that it’s just inherent in us. But pro bono doesn’t mean no expertise. You know, pro bono doesn’t mean shoddy work. You know, we’re going to perform the work at the same level and the same standard that we would paid work. We’re just not getting paid for it.

Mike Blake: [00:51:48] Yeah. And do you have a couple more minutes or do you have a hard stop?

Roy Hadley: [00:51:52] Absolutely. Absolutely.

Mike Blake: [00:51:52] Okay.

Mike Blake: [00:51:53] There’s one –

Roy Hadley: [00:51:54] I’m billing you for this, by the way, but –

Mike Blake: [00:51:59] Okay. That rolling sound you heard, that’s the meter, right?

Roy Hadley: [00:52:03] That’s right. That’s right.

Mike Blake: [00:52:06] Yeah. But the two questions I want to make sure that we got through, and then I’ll let you go. But one, you segued so nicely and I have to ask you, which is, how do you gear yourself up to give a pro bono client the same level of care and attention that are paying client is giving you? Because, you know – and we’ve both done pro bono work. You’ve done more than I have. But one of the things you learn pretty quickly in professional services is that a, quote-unquote, free or very low fee case can easily become as complicated and as frustrating and as emotionally challenging as the big bulge bracket case. In fact, in many ways, those are going to be hard cases for a lot of reasons we are not going to go into it but we both know.

Mike Blake: [00:52:59] When you recognize that, you know, there’s never going to be a billable moment at the end of this thing or in the middle of this thing, how do you stay focused and make sure that you don’t fall into the mental trap? “Ah, well, you know, they’re not paying anything so they can always take a back seat.” Or, you know, “I don’t have to treat this as the same due care.” How do you maintain that mindset, that professional mindset that no matter who you are, how much you’re paying me, you’re getting the same, the very best fastball the Roy Hadley has to throw?

Roy Hadley: [00:53:32] Right. So, you know, and that’s a great question because human nature would probably be “You know, okay, I’ve got to do this or do that.” And what you do is, you know, it all comes down to prioritizing and time management. And I’ll start with the time management in the sense, as a – you know, it’s easier for me because I’m a senior lawyer, and when I look at something, I can pretty much tell what it’s going to be, right? I can say, “Ooh, this is going to be complex.” “So this is going to be a simple thing.” You know, they always shift on. You know, we’re talking about those shades of gray shifting on you earlier. They always shift on you.

Roy Hadley: [00:54:11] But you know, just like a regular matter, you look at it, you assess it, you figure out on the front end what it’s going to be. And then, you know, just like a regular matter, you try to avoid that thing kind of going down the yellow brick road on you. You try to avoid scope creep, you know.

Roy Hadley: [00:54:31] And so, if you are, let’s just say, working on a rent issue, right, and you’ve been tasked with working on a rent issue, then, you know, you don’t want to go down to the scope creep. “Yeah. But, you know, my child’s father hasn’t been paying his child support. You know, can you help me on that?” Well, I can steer you to somewhere that can, you know, and it may come back around to me, but that’s not within the scope of what we’re trying to do.

Roy Hadley: [00:55:05] And so, you know, the empathy part of you wants to help. But just like a regular matter, you have to kind of set those guardrails to make sure you don’t get that scope creep, you know. And then, you just set that into your daily schedule and you just say, “Okay. On Wednesday, I have to do X and I’m going to allot two hours for that.” And you get X done and that X may be a paying client. That X may be a pro bono matter.

Roy Hadley: [00:55:36] But then, you know, just like anything else, an emergency may come up and you may have to push things down on the priority scale. And so, that’s when the professionalism that you kind of mentioned comes into play of knowing how much something is going to take, how much time it’s going to take, where it’s going to fall in the priority scale for that day. If they’re about to be evicted tomorrow, you know, then that’s going to be a priority one. If they just got the eviction notice and the eviction hearing is in a month, okay, that may not be priority one for today. You know, that may be priority three or four.

Roy Hadley: [00:56:18] And so, you just kind of mold it into your daily schedule and what you have to do and what you’re doing to make sure [inaudible] that client proper representation within the realm of everything that you’re doing.

Mike Blake: [00:56:35] Roy, this has been a great conversation. I’ve only gone through, I think, about half the questions I prepared. But I need to let other people benefit from your expertise and your empathy, so we’ll leave it at this. There are probably questions that our listeners would have liked us to cover either at all or in greater depth. If somebody wants to follow up on this and ask about pro bono work and how to get involved in that and how to do it right, can they contact you, and if so, what’s the best way for them to do that?

Roy Hadley: [00:57:06] So, the easiest way to do it would just be absolutely you can contact me. Absolutely. The easiest way is just shoot me an email and that’s going to be roy, R-O-Y, dot hadley, H-A-D as in David, L-E-Y, @arlaw, A as in Robert – A is an apple, R as in Robert, law.com. So, it’s roy.hadley@arlaw.com.

Roy Hadley: [00:57:31] And, you know, always happy to help. Love talking about this thing and the original question, you know, should you be doing pro bono? Regardless of what field you’re in, the answer is absolutely yes, you know, in terms of whatever kind of that pro bono looks like, whether it is doing legal work, doing accounting work, or whether – you know, it doesn’t have to be that complicated. It can be going down and serving at the soup kitchen. It can be going down to the food bank and helping get food in and segregating it and passing it out.

Roy Hadley: [00:58:11] It can be, you know – I took my daughters down over Christmas. We went down to an organization down in downtown Atlanta, had kind of a thing for homeless people, so we served meals to them. We had care packages for them. We gave haircuts to people. We gave manicures. We had medical facilities. We had shower facilities. And so, we just served. And, you know, my daughters and my wife and I passed out food for five or six hours that day. And, you know, it’s that spirit of giving that whether you define it as pro bono or volunteering or just a day of service, whatever that spirit of giving is and how it manifests in you, it should be done in my opinion. Again, whether you call it pro bono or whether you call it something else.

Mike Blake: [00:59:08] Well, thank you for all that you and your family do and service to our community, and I think I’d be remiss – I’d love to give you an opportunity to share with your Twitter handle because I know you’re pretty active on the platform. So, if you’d like to give out your Twitter handle on the podcast, here’s your opportunity to do that as well.

Roy Hadley: [00:59:24] Okay. Yeah. You’re putting me on the spot because, you know, it’s kind of like your home, you know your phone numbers. You don’t say them that often. But it’s GovCyberPrep. So, G-O-V, cyber, C-Y-B-E-R, prep, dot – what is the end of Twitter? Dot? I think –

Mike Blake: [00:59:42] There’s nothing. It’s nothing. That’s just it.

Roy Hadley: [00:59:44] Right. It’s just @GovCyberPrep.

Mike Blake: [00:59:48] Yup.

Roy Hadley: [00:59:48] And also, I do a lot of LinkedIn. And so, you know, you just search for me, Roy Hadley, on LinkedIn. And a lot of times it’s related to cybersecurity, but a lot of times it’s just related to life and what we’re doing in life and how we should be approaching it. So, you know, I welcome you to follow me and what I do there also.

Mike Blake: [01:00:10] That’s going to wrap it up for today’s program. I’d like to thank Roy Hadley so much for sharing his expertise with us.

Roy Hadley: [01:00:17] Pleasure is mine.

Mike Blake: [01:00:17] 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.

Mike Blake: [01:00:33] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn group called Unblakeable’s Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

 

 

Tagged With: Adams and Reese LLP, Brady Ware & Company, community service, Decision Vision, Decision Vision podcast, Mike Blake, Pro Bono Legal, pro bono work, Roy Hadley

Decision Vision Episode 152: Should I Become a Consultant or Freelancer? – An Interview with Ben Cagle, Cagle Consulting Partners

January 20, 2022 by John Ray

Cagle Consulting Partners
Decision Vision
Decision Vision Episode 152: Should I Become a Consultant or Freelancer? - An Interview with Ben Cagle, Cagle Consulting Partners
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Cagle Consulting Partners

Decision Vision Episode 152:  Should I Become a Consultant or Freelancer? – An Interview with Ben Cagle, Cagle Consulting Partners

With corporate employment in constant flux, executives tired of the corporate life often set up their own independent consulting practice. Host Mike Blake spoke with Ben Cagle, managing partner of Cagle Consulting Partners, about the process of becoming an independent consultant or freelancer. Ben discussed his journey, how to get that first client, networking and marketing, the challenges unique to consulting, and much more. Decision Vision is presented by Brady Ware & Company.

Cagle Consulting Partners

Cagle Consulting Partners (CCP) is an Advisory Firm focused on helping clients: • Accelerate Revenue Growth • Respond to Rapidly Changing Markets • Building/Scaling Organizations • Sell into Large Global Customers. CCP currently serves large Global Enterprises (IBM, Cisco, SAS), Mid-Market Firms, and diverse Technology Start-Up clients in Artificial Intelligence, Data Analytics, Cybersecurity, IoT, and Blockchain.
Company website | LinkedIn

Ben Cagle, Managing Partner, Cagle Consulting Partners

Ben Cagle
Ben Cagle, Managing Partner, Cagle Consulting Partners

Ben Cagle is Managing Partner of Cagle Consulting Partners (CCP), an Advisory Firm focused on helping clients:
• Accelerate Revenue Growth
• Respond to Rapidly Changing Markets
• Building/Scaling Organizations
• Selling to Large Global Customers.

CCP currently serves large Global Enterprises (IBM, Cisco, SAS), Mid-Market Firms, and diverse Technology Start-Up clients in Artificial Intelligence, Data Analytics, Cybersecurity, IoT, and Blockchain.

Prior to founding CCP, Ben served as a Division President for a Global 100 Enterprise. Ben had P&L responsibility for a global business unit (several $ hundred million in revenue) and was on the core team leading an industry consolidation initiative (with McKinsey & Company).

Transitioning from “industry” into global management consulting, Ben served in various Consulting Partner, Practice/Industry Leader, Solution Innovation, Marketing, and Thought Leadership roles. Ben’s global enterprise consulting leadership experience includes positions at HP Enterprise (formerly EDS), DXC Technology (formerly CSC Consulting), and Hitachi Consulting with clients across four continents.

Ben also has led various NASDAQ, VC-backed Software/SaaS, and entrepreneurial companies focused on Advanced Data Analytics, Market Insights, and Brand/Marketing Strategy targeting multiple industries.

Ben is an Alpharetta, Ga. native and currently resides in Alpharetta with his wife, Sara. He graduated of the Georgia Institute of Technology, is active in various Technology and Start-up organizations, and currently serves as the Chairman of Tech400 (sponsored by the Greater North Fulton Chamber of Commerce).

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Mike Blake, Brady Ware & Company

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

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

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

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Brady Ware & Company

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

Decision Vision Podcast Series

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

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

Connect with Brady Ware & Company:

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

Mike Blake: [00:00:45] My name is Mike Blake, and I’m your host for today’s program. I’m a director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia. 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: [00:01:14] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. I also recently launched a new LinkedIn group called A Group That Doesn’t Suck, so please join that as well if you would like to engage. If you like this podcast, please subscribe on your favorite podcast aggregator and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:41] Today’s topic is, Should I become a consultant or freelancer? And it’s an interesting topic, as we record this on January 18, 2022 as we continue through this trans-pandemic period that we’re in, we are seeing society reorganize in many facets in real time. And one of the areas that I don’t think any of us are truly prepared for was the way the labor market is reorganizing.

Mike Blake: [00:02:18] And we’ve had a couple of shows late last year, probably in the 120s or so, I think this is recording number 151 or two or something, but, you know, we’ve had conversations about how to find or tap into underutilized, underexplored labor pools. And the reasons for that are that we are experiencing an unprecedented labor supply shock that we have not seen since World War II.

Mike Blake: [00:02:48] And that labor supply shock has occurred for a number of reasons including – in whatever order you want to place – that we’re two-and-a-half million immigrants short of where we would have been had we continued the policies that have been in place before, say, 2016. And that’s according to data from the Cato Institute. The Cato Institute is a conservative think tank. So, don’t go all up on Blake is a communist kind of thing.

Mike Blake: [00:03:19] We have seen between three to four million people retire that we were not expecting to retire, and that’s data that comes from the Kansas City and St. Louis Federal Reserve. Again, they may be communists, but take it up with them, not with me. And that’s been because of a combination of people being let go, and they probably don’t have great prospects for reentering the labor force. It’s because of people’s portfolios suddenly becoming a lot more valuable because they had invested in Apple and Netflix and, therefore, can afford to retire, and people that just don’t want to deal with a COVID work environment.

Mike Blake: [00:03:59] On top of that, we’ve had something on the order of 400,000 to 450,000 people simply die or be disabled by coronavirus that were of working age in the United States. And we don’t know how many people who have exited the workforce because for lack of day care and elder care. And the estimates I’ve seen have placed those numbers in the millions. So, the point is you take that many people out of the labor force in an 18 month period, you’re going to find that it’s hard to find workers.

Mike Blake: [00:04:35] And on top of all that, we’re finding that the script has flipped in what we’ve called the gig economy. I mean, the gig economy has been around for a while. It’s been around, as long as I can remember in my professional life, since around 2000 or 2005, when startups were relying on gig workers to help bootstrap their startups and run an ultra lien. And everything was about Elance and Fiverr and now Upwork and other places. But that was always considered sort of a fringe area of the labor market.

Mike Blake: [00:05:17] And then, we saw the second wave of gig economy in terms of delivery and transportation, Uber, Lyft, Amazon drivers, to a lesser extent, delivery services like Instacart but that really didn’t take hold until we all didn’t feel comfortable leaving our homes anymore.

Mike Blake: [00:05:38] But what’s happened now is that the script has flipped a little bit and that I think there is a perception for many of us that if you’re in the gig economy, you’re kind of there because you got relegated. You didn’t get picked to go work for a big company or you had unique life circumstances that simply wouldn’t let you work out of the home. But, frankly, we felt sorry for a lot of people that were in the gig economy because we had the sense or the stigma, perhaps, for being fair about it. We had the sense that people in the gig economy because they were forced there, not because that was a matter of choice.

Mike Blake: [00:06:23] And that’s now changing as we enter a phase in the economy that I have not seen in my adult lifetime. I don’t know if this happened in the early 80s. I was a dumb ass teenager then, so I don’t know. But I have not seen a period in my life where labor had this much power in the labor market in the United States. I cannot remember when that’s ever happened. Even during the dotcom boom, it was really nothing like this.

Mike Blake: [00:06:54] And for a combination of factors of wanting to work from home, from liking the flexibility of working from home, work life balance, in some cases better pay, in some cases, I would argue, better stability rather than less than in a gig economy than working in a J-O-B, job. Lots of people are making the switch to becoming consultants and freelancers, often for the companies where they quit their jobs to take that role in the first place. And that’s not new, but it’s more pervasive, because I think companies are more desperate to keep that talent so they’re kind of saying, “Well, whatever kind of keeps you in the seat, we’re going to be willing to do.”

Mike Blake: [00:07:32] And so, that made me think that this is a neat topic to visit at this point in time. Because whether you’re a decision maker thinking about entering the gig economy as a freelancer yourself, it could be as a side hustle, it could be as a fulltime thing, or whether it’s an employer wondering if your employees are thinking about becoming gig workers, whether they would prefer to become gig workers, maybe the gig work model is better for you as a company. I think that it has relevance and warrants a discussion of the topic that I’m not sure that it really has had since we launched the Decision Vision podcast, and I hope you’ll agree. If not, then you’ll probably have already turned off and listening to another podcast.

Mike Blake: [00:08:19] But with that long preamble – probably the longest I’ve ever had – today’s topic is, Should I become a consultant or freelancer? And according to the data from MBO Partners and presented by Visual Capitalist, gig workers are now contributing $1.2 trillion in revenue to the U.S. economy. That’s a little bit north of five percent, maybe six percent doing the math in my head. And according to Statista, millennial gig economy statistics show that 44 percent of millennials freelance.

Mike Blake: [00:08:55] And, you know, as I sit here, I’m now 51, I have to realize that millennials aren’t just pimply video game playing teenagers anymore. They’re serious people and serious jobs that are executives and owning companies, and some of them have become my clients. And, you know, now we get to make fun of the Gen Y or whatever the hell is behind them. But that generation has largely embraced the gig economy by choice. And so, again, it just underscores the fact – or my belief anyway – that this is a topic that is well worth talking about in the decision of whether to enter the gig economy or not.

Mike Blake: [00:09:36] And joining us today is somebody who is no stranger to the gig economy – I think, we’re going to find from many angles – Ben Cagle, who is Managing Partner of Cagle Consulting Partners, CCP, an advisory firm focused on helping clients accelerate revenue growth, respond to rapidly changing markets – I bet you’re busy doing that – building and scaling organizations, and selling into large global customers. CCP serves large global enterprises, IBM, Cisco, and SAS; mid-market firms, and diverse technology startup clients, and artificial intelligence, data analytics, cybersecurity, Internet of Things, and blockchain.

Mike Blake: [00:10:19] Prior to founding CCP, Ben served as a division president for a Global 100 Enterprise. He had P&L responsibility for a global business unit of several hundred million dollars of revenue. And was on the core team leading an industry consolidation initiative with McKinsey and Company. Transitioning from industry into global management consulting, Ben served in various consulting partner, practice, industry leader, solution innovation, marketing, and thought leadership roles.

Mike Blake: [00:10:49] Ben’s global enterprise consulting leadership experience includes positions at HP Enterprise, formerly EDS, DXC Technology, and Hitachi Consulting with clients across four continents. Ben has also led various Nasdaq Venture Capital backed software and SAS and entrepreneurial companies focused on advanced data analytics, market insights, and brand marketing strategy targeting multiple industries.

Mike Blake: [00:11:17] Ben is an Alpharetta, Georgia native – I knew there was one out there – and currently resides in Alpharetta with his wife, Sarah. He graduated from the Georgia Institute of Technology, is active in various technology and startup organizations, and currently serves as the chairman of Tech 400, sponsored by the Greater North Fulton Chamber of Commerce, and it goes on and on. Look at his LinkedIn profile, he’s done a bunch of stuff. Ben Cagle, welcome to the program. Thanks for coming on the show.

Ben Cagle: [00:11:47] Yeah. Thanks, Mike. And thanks for cutting my LinkedIn profile short on that intro. I appreciate it.

Mike Blake: [00:11:52] The beauty of copy and paste, maybe. So, you know before we get started, it’s bizarre that you and I have not talked more. You know, I spent a lot of time in the startup community with Startup Lounge, and I know you’re familiar with it and I’m familiar with your name. But this will probably represent the longest conversation you and I have ever had up until this point.

Ben Cagle: [00:12:17] Well, that’s because alcohol is not currently involved. But, virtually, we can take care of that. But, no, I look forward to it. I loved your intro. It was a bit lengthy, but I’ll give you grief about that later. But disruption has been a theme of my career and a theme of how I’ve had to create value for different clients and different opportunities. So, I really look forward to your setup. I really enjoyed the conversation.

Mike Blake: [00:12:37] Good. Well, like I said, it was a record. Most don’t go that far, but, you know, it is just a fascinating topic. And when we get into society evolution questions, I just find them so fascinating. And my favorite field of economics has always been labor economics. I’m not sure why, but just the relationship between workers work and society is really interesting. And it’s interesting because I think every time we think we understand, we find out just how little we understand.

Ben Cagle: [00:13:10] Yeah. And it’s interesting how it’s changed and how each industry is cascading at different maturity curves and everything else around that, so a lot going on. But, you know, I entered the workforce in the 80s – yes, I’m that old – and the expectation, I think, at that time – we read several articles – I was really at the edge of the baby boomers, the last year, maybe in the next generation past baby boomers, 35 year career, one employer. Three years after I graduated undergrad, they then said it was radical you may have three jobs in your career. Then, it turned five years, it was 12 jobs, maybe.

Ben Cagle: [00:13:50] So, you can see how that change in that expectation, that loyalty to the global enterprise. All the disruption you talked about has changed. And just going through all of that and, even getting a 401K where you’re accountable for your retirement versus all the baby boomers that are punched out before us, had the free ride with the pensions, all those changes I’ve cascaded. I call it surfing through those changes and had to really respond to industries, you know, disappearing, new ones emerging, and then how do you manage your career through that, which led me to starting my own consulting practice.

Mike Blake: [00:14:25] You know, it’ll be fascinating to see how my sons enter the economy. I’m a Gen-Xer. My oldest son will be 20 in April. My father had two jobs in his professional career after the Air Force. I’m on job, I think nine since college, maybe ten, I’m not sure. And my sons may have 30 over the course of their career. And the definition of a job may change. It’ll be really fascinating to see how that all kind of works.

Mike Blake: [00:14:59] So, Ben, you’ve done all these things. In a lot of ways, many people would say that you had to achieve the brass ring several times over. You sort of made it to the top of the pile. You made it to the top of the food chain. And then, you gave it up to go into consulting and freelancing. So, what I’d really like to understand and I think my listeners would find fascinating is, I’d love you just to tell me about the origin story. How did Ben Cagle, corporate chieftain venture capitalists turned into Ben Cagle, freelancer Fiverr?

Ben Cagle: [00:15:36] Well, my wife is still asking that same question.

Mike Blake: [00:15:41] Should we get her on? That’ll make for some good podcast.

Ben Cagle: [00:15:44] This will be a support group meeting if we do that. Now, if I may, I look at my career, not just by jobs, but by chapters. And there’s been four chapters to my career that kind of sets up what I’m in now, the fourth chapter, which is having my own consulting company. So, I, hopefully, won’t belabor the point. But let me just tell you that runway and the themes of that disruption that I previously mentioned.

Ben Cagle: [00:16:08] I got out of Georgia Tech, got into industry, Global 100 company, started in sales. They trained me supply chain all the way through operations. And, eventually, the industry itself was disrupted. And the industry is we sold paper to newspapers- yes, I am that old. Remember our newspaper, you used to get ink on your fingers. There was actually a product, not a digital product.

Ben Cagle: [00:16:36] But what happened is, during that change, we knew the world was changing. Our customers were consolidating. All the media companies were consolidating. We knew this thing called the internet was going to take off. I’m in my late 20s, early 30s saying, “Okay. I know that in 15 years I’m going to be obsolete, what do I do with my career?”

Ben Cagle: [00:16:54] So, at that time, I was very fortunate. We did a McKinsey study, reorg, and I knew that I had to get into technology if I was going to be sustainable in my career and to keep having value. So, with the industry, in the paper industry, I was able to be the division president, traveled the world, global clients. Did that, enjoyed that lifestyle, and enjoyed the ego strokes that came with that, but knew I was going to have transition.

Ben Cagle: [00:17:19] At that time, a company called EDS, their technology, they were looking at people that had business experience, not even technology experience. I don’t even know how to do a PowerPoint or anything like that. But they brought me in. I led some practices learn global consulting. I was recruited over to another company, CSC. So, the first chapter was industry. The second chapter was big consulting. So, again, big business, big systems, all the ERP, the enterprise resource planning, the internet bubble. We consulted right through that, advised several large companies.

Ben Cagle: [00:17:53] Third chapter of my career – and this is a key theme here, and I think this is what’s happening with the great resignation – people said, “Screw it. I’m tired of the corporate reorgs.” I was tired of climbing the ladder, building an organization. Someone made a decision, sold the business, shut the business, didn’t fund it. New CEO comes in with a new strategy every two years. So, at that time, I entered the third chapter, which was working with Nasdaq, traded data analytics companies or venture software, leveraging my industry experience and PNL experience into different smaller companies.

Ben Cagle: [00:18:27] You know, Mike, I only had, like, $2 million of revenue. Others had 120 that were Nasdaq traded. I had thousands of employees across two continents. So, that was the third chapter is managing these small businesses. And then, the fourth chapter was my own business.

Ben Cagle: [00:18:44] And the reason I decided was, “You know what? I’m tired of other influences determine my future. I’m tired of not being able to navigate and be totally accountable for my own success.” So, I did everything wrong when I started my consulting business. I had no clients. I had three ideas. And I really jumped out of it because I just left another position and the decision was, for me at that time – Mike, and this is PC, you know, pre-COVID – I said, “I had a decision to make. I’m in my 50s, do I want to do three more turns of the crank finding jobs every two to three years? Or do I want to do my own thing and really ride this into retirement or really create a new future?” And I made the decision, “I’m going to take accountability. I’m going to create my own future.”

Ben Cagle: [00:19:35] And to do that, I started out with, again, typically, someone in their 50s that punches out of corporate, they always go and sell themselves back. They do consulting or freelance work for their previous employer. That’s the standard model for someone in the 50s. Now, we’ll talk about younger people, different skill sets, how they’re freelancing versus consulting in just a minute. But that was my decision. And I really started with a three layer cake.

Ben Cagle: [00:20:04] I started with saying, “Okay. I’ve led venture capital software companies, let me play with startups.” And that’s where, Mike, I started hanging around all the incubators and accelerators in Atlanta, I think there’s 35 at last count. And just started kind of building relationships and learning.

Ben Cagle: [00:20:19] Second layer of the cake, mid-sized companies, five to 150 million. And then, I said, “What’s their problem? How can I add value? What would someone pay me for?” And that’s the problems of growing revenue, scaling organizations, applying disruption, and helping them just really think through their business strategy, and then execute that strategy.

Ben Cagle: [00:20:40] And then, I was very fortunate, kind of the third layer, the top layer of the cake with the Global 100 companies, I actually was recruited by a firm that actually provides senior level executives back to IBM, Cisco, and SAS, training their sales reps how to have the executive conversation with the CEO, CFO, line of business leaders.

Ben Cagle: [00:20:59] So, that’s kind of the three levels of my consulting business, startups, mid-sized companies – and really, I’ve done breweries. I’ve done software development in India, all that tech stuff, all of these services stuff. And then, still staying in touch with the global enterprises and even their innovation groups. Because – guess what? – they want to know about the startups and create value there. So, there’s a method to the madness of that three layer cake and then solving the three major problems of revenue scaling, responding to change, and innovation.

Ben Cagle: [00:21:31] So, Mike, thank you for letting me kind of share that, but that’s really what led me to building this business. The other thing is, it was kind of a lifestyle. But more importantly, I wanted to kind of say, “You know what? As I got older, I could either ramp it up or ramp it back.

Ben Cagle: [00:21:45] The other thing is cable partners, I called it that because I didn’t want the headache of having a payroll. So, I work with 15 different partner firms, some of them are three person, single entrepreneurs, freelancers. Some, actually, they have 100 employees. And if I need to assemble a team to deliver value, whether it’s tech or strategy or whatnot, I can do that. It’s really relationships together to deliver value for clients. So, that’s my long rambling.

Ben Cagle: [00:22:16] So, Mike, as I was telling that story, which themes head of your disruption of the gig economy 2.0, what were you thinking about as I was telling that story?

Mike Blake: [00:22:27] Well, the thing that struck me, probably because I just happen to violently agree with it so it must mean we’re both geniuses, is, you talked about or you touched upon what effectively is the myth of stable employment. You talked about being tired of somebody else making a decision for you.

Mike Blake: [00:22:47] And I remember years ago, I was a sole practitioner – I still consider myself sort of a sole practitioner within my firm and certainly my comp plan does, so I think that all agrees – I remember giving a talk. I was at the Kettering group, I think. And back then, they had a lot of executives in transition, that was sort of their thing, not that much anymore. But I started the talk by asking the question, “How many of you guys are in transition, guys and ladies in transition?” Two-thirds of them raised their hands.

Mike Blake: [00:23:18] I said, “Okay. Keep your hands up. And then, all of you who think that you are let go because of a bad thing that you did, keep your hands up.” And everybody’s hand went down. And it has everything to do with what you just talked about, acquisitions happen, strategic priorities change, economies happen, somebody has a bad day.

Ben Cagle: [00:23:48] Well, yeah. Perfect. I’ve been on the giving and the receiving side of a reduction in force.

Mike Blake: [00:23:55] So have I.

Ben Cagle: [00:23:56] And like the Nasdaq traded company, that was, again, about $120 million, we came in as a leadership team. We were about eight weeks with not making payroll. So, we had to get rid of about 20 percent of the workforce immediately, and you had to basically navigate a quick strategy, whipsaw. And I’m kind of a relationship guy. You know, I’m a spiritual guy. I was really having problems with that.

Ben Cagle: [00:24:20] But it’s kind of like the old, when you’re in that leadership position – so I understand it – it’s kind of like being a submarine commander. When you’re sub’s head in the front with a torpedo and you have to close all the doors, and you know the front sailors in the first section that got torpedoed are going to drown. But if you don’t do that, everyone’s going to die. So, that’s been in that kind of situation. So, I’ve been on the giving side of that.

Ben Cagle: [00:24:43] The other thing is, you know, I was hired by Hitachi Consulting, recruited by the CEO of the consulting group, working for the COO. They said they were going to be there five more years. I had three years to make my goal and build the business we were talking about. So, it was a senior level executive. They were throwing money at me. And three months after I joined them, the CEO was shut. The COO was shut. So, all these long term people that promised me the world, basically six months later, they took the top 15 of us and shut us all.

Ben Cagle: [00:25:14] So, that’s when I said, “Mad as hell. I’m not going to take anymore. I’m pissed.” And I’ve always said I’m smarter than everyone else and go prove it, you know, if you’re that pompous. And I said this to myself, “You’re that pompous. Go make it happen.” So, that’s how I got into consulting and just loved it. And I have no regrets going back.

Mike Blake: [00:25:34] And I think there’s a lot to the notion that when you have income coming from ten spots as opposed to one, it’s just basic diversification. One consultant decides they don’t need you anymore, for whatever reason. You still got the other nine. Not as big a deal.

Ben Cagle: [00:25:54] Let me tell you the best piece of career advice I got was from my landscaper, true story. So, between senior level executive, they always get rid of you, and then they send you a severance, and then you use that severance to look for your next role. Sometimes that could be a year gap, two year gap as you’re jumping. My Chapter three of my career, different leadership roles.

Ben Cagle: [00:26:20] So, he noticed I was home again, working for home yet again. “Hey, Ben. You’re between jobs.” “Yeah. Thanks, Al. I really appreciate you rubbing my nose in it.” And I said, “Well, at least I don’t have it like you do.” And he goes, “What do you mean?” I go, “Well, at least I have opportunities, and I’ve got the logos behind me, and I was doing all the corporate stuff.” He goes, “Well, Ben, that’s all great. You know I’ve got 140 customers, if three of them fire me, that just means I go home early.”

Ben Cagle: [00:26:48] So, I’m going, “Damn. I missed it again. That was just genius.” And really, Mike, I will be honest that informed my portfolio approach to I’m working with startups. They don’t always have money. So, I do some sweat equity, some for fee, retainer-based, fractional COO or CRO, whatever. But my portfolio, that middle tier of the cake working with those mid-sized companies, sometimes that’s a three month gig, sometimes I check in once a quarter. And then, the training that I do working with IBM, Cisco, or SAS, or the innovation group, the chief innovation officer that I work with, that comes and goes.

Ben Cagle: [00:27:25] So, you’re right, I’m managing a portfolio of interest, of revenue models, and everything else, but it’s my hand to play. It’s my cards. I lay three cards down. I’m playing draw poker. I pick three up. And that’s what I’ve enjoyed about it and being able to navigate those different ecosystems of relationships, which is key for freelancers or anything else. I’m sure we’re going to touch on that in terms of what’s success or how do you drive success. But that’s been the most fun part.

Ben Cagle: [00:27:50] And meeting, quite frankly, guys like you and some of the other professionals that turn into being, you know, referral networks, hub and spoke advisors. It’s just really cool. You meet wicked smart people with the same values. You don’t have to deal with the assholes. And you just run your business and run it the way you want to.

Mike Blake: [00:28:11] So, I think a question everybody is asking – and you sort of touched on this and you said you did everything wrong – everybody wonders how do you get your first client. That’s so scary. Now, you, obviously, have some exposure to sales, but not every consultant who goes out there has a background in sales. Talk about the story of getting that first client. You hang out the shingle Ben Cagle and Associates, or Partners, or whatever, Cagle Capital Partners and Consulting Partners, how do you get that first client?

Ben Cagle: [00:28:48] Yeah. It was a referral. I think it took me six months. In my first year – and this is not making fun of people or saying it’s derogatory – I think I made 30,000 in revenue. And there’s nothing wrong with making 30,000 revenue, but that was a little bit below my expectations, and I had two daughters in college at the time.

Ben Cagle: [00:29:09] But I remember that first retainer I got was from a technology company and it was part of my networking. So, I mentioned the three layers of the cake, I was networking and just going to events with startups down around Georgia Tech. I had a friend from Georgia Tech refer me to the startup, got a referral, and just started telling my story, and that was the connection. So, networking and referrals, key, key, key pipeline for driving any kind of freelance or consulting business pipeline.

Ben Cagle: [00:29:42] It’s not the only channel to drive revenue or get clients but, obviously, your first one’s going to come from that or, like I mentioned, a previous employer, or if you’ve got another partner in your practice, or other freelancers that can refer you in. So, that referral network, that’s key. If you don’t have that, if you haven’t built it, it’s going to take time.

Ben Cagle: [00:30:03] Someone advised me – Mike, I’m curious to hear your point of view – if you’re starting ground level cold, it takes about almost four to five years to build your network where it feeds your business. In addition to doing other marketing, doing thought leadership like you’re doing here with your blog, there’s other things to really get your marketing, your awareness, your interest out there besides networking. But you can’t avoid it. You’ve got to be out there talking to people and getting that referral network going.

Mike Blake: [00:30:32] Yeah. It definitely takes time, which is one of the things I’m harping on all of my team who are much younger than I am. I’m always pushing them to build networks. I only got serious about my network when I was about 35. And I kind of wonder because I was always the quant geek, I was the math geek they shoved in the closet someplace and never like to talk to human beings because I was the Greek letter guy. And that was fun. It was fun to have everybody talk about how smart you were.

Mike Blake: [00:31:03] But then, I realized what immense damage that did to my career that I had no network. And when, all of a sudden, I needed to learn how to sell, I think it took me a year to sell my first engagement period, which is a really small one. And then, it did take about five years before the flywheel started going, and I didn’t have to be always doing sales all the time for the phone to ring and emails to come in and so forth.

Ben Cagle: [00:31:35] Right. Exactly. I mean, for a lot of people in their 20s and 30s that are either getting started, I was talking to one lady, she worked with start ups. She’s 29. She’s already feeling obsolete because she doesn’t know where her next opportunity is coming from. She hasn’t worked on our network. She really hasn’t thought about her core competencies, poor English, what she’s really good at. And she hasn’t thought about either her own consulting, what’s the problem she’s solving, or anything else?

Ben Cagle: [00:32:04] You know, if you’re an engineer, you can do software coding. There’s enough websites now to keep you busy. My daughters are in their 20s, they’ve got a friend, she’s a financial analyst, great MBA, and she’s literally traveling the world. It’s like we play Where’s Waldo? It’s like Where’s Michelle this week? Because she is working anywhere in the world she wants to doing her financial analysis. Those are discrete mathematical engineering skills. And I think there’s kind of a hierarchy. Those are easy to quantify, easy to validate, easy to use all the technology out there.

Ben Cagle: [00:32:37] However, the more senior you are, the more vague you get. If you’re creative, you definitely need channel partnerships. You definitely need referral networks, alliance partners, that can really get you in the opportunities around that. So, really, I look at your skillset, your experience set, your tenure, which industries you played in. And then, of course, what scenarios have you been in? Were you in a high growth mode or a mature dying industry?

Ben Cagle: [00:33:05] All of those five or six kind of vertical lines when I do career coaching informally, I look at all those and say, “What are you really unable to? How can we wrap you, package you, and then how do we get you to market to meet the needs and create value where someone will pay you for it?

Mike Blake: [00:33:21] So, I don’t think it’s so much of a choice. I think it’s a spectrum. When you’re a consultant, the spectrum of lifestyle versus I want to kill it. One is, I want to have a certain lifestyle, and maybe it’s a 30 to 45 hour week kind of gig and that supports a certain lifestyle, if you will. And then, there’s a 75, I want to build the next McKinsey, Bain, Boston Consulting kind of thing. Where do you think you kind of were on that slider when you started and what went into your decision to go that direction?

Ben Cagle: [00:34:00] Yeah. Let’s be honest here, I think what you were implying, Mike, when you said, “Hey, it’s going to take you a while to win your first client,” cash is king. Cash is oxygen. Cash flow, if you don’t have cash flow or savings or investments that you’re willing to give up to fund this runway – and I think you said a year before you hit your first revenue, I would second that motion – I think it takes you three to five years to ramp up. So, this is going to be a long haul building this. Potentially, again, unless you have specific skills, very discreet.

Ben Cagle: [00:34:36] So, to me, my goal was, within three years, I’m going to be making X per month. I wanted to have revenue on all three layers of my cake, my startups and mid-sized enterprise. And I wanted to build a network. I had a networking goal, because I knew that the people, that connective tissue, was what was going to make me successful. And that’s what I evaluated on.

Ben Cagle: [00:34:58] The other thing is, you know, continuous learning and those kinds of things. So, I had a revenue goal, yeah, but I had other goals around relationship goals, exposure, or acquiring clients with specific problems, size of clients. And then, building my network of not only just getting into clients, but also how I deliver that value. So, that’s the way I thought about it. Some people get into it saying, “Hey, look, I’ve got three friends. We’re going to start billing. We’re going to do website development and we’re going to get out there and just knock it out and just lock arms and get it done.”

Ben Cagle: [00:35:34] But mine was all about virtual. I wanted to be leveraged. I wanted to market. If I need to resell, like if I needed a graphic designer, I would mark them up and I get 20 percent. They would do the work. I would be like general contractor. So, that virtual firm was my model and I’ve been very fortunate that we’d be able to pull that off. And I’ve had resources from India, Belarus brought in and, again, I love the virtual economy.

Ben Cagle: [00:35:58] I love COVID – I hate to say this – I’m picking up clients well outside of Atlanta, in Dallas, New York, Chicago just because, like this, you know, we’re talking on Zoom right now, you’re recording the audio. But I can add value to any client through any distance. I can collaborate with them. I can have deliverables. I can be part of their management groups without leaving the comfort of my home office. So, to me, that was the other dimension.

Ben Cagle: [00:36:27] I thought I had to be geographically based when I started five, six years ago. This has really opened my eyes to this leverage model and bringing in other freelancers or other consultants to assemble them to, again, deliver value for the client. But you have to be very intentional about the problems you saw, of the clients you go after, and the way you’re going to deliver that value, whether it’s your own skills and unique knowledge, or they’ll be tangible deliverables or products around that.

Mike Blake: [00:36:54] Isn’t it funny how we’ve had the telephone since the 1870s, I think, it was invented, right? So, we’ve had the telephone for 145 years. For 60 of those, we’ve had video conferencing available. AT&T showing it off the world’s fair. We’ve had video conferencing as long as we’ve wanted it. And nobody wanted it for a number of reasons. At first, it was because the frame rate was like two frames a second. And then, for other reasons we didn’t want it.

Mike Blake: [00:37:26] And now in the pandemic era, we can’t get away from it. I have people asking for permission to get on an old timey phone call because they’re afraid I’m going to think less of them that I’m going to put them on Zoom. And I want to see the innovation diffusion curve for video conferencing. I’m going to go back and do the research on that because that’s going to be a weirdly shaped curve.

Ben Cagle: [00:37:49] Yeah. And, again, now that we’ve all gotten comfortable, it’s like, I’m not wearing pants right now in this frame. I just have a shirt on for the show.

Mike Blake: [00:37:57] Well, thank you for that.

Ben Cagle: [00:37:58] Yeah. Yeah. Kidding, of course. But it’s funny how, to your point, the more has change. I mean, again, I deal with IBM, who calls on Goldman Sachs. They call them Royal Dutch Shell over in the E.U. They’re having to sell their consulting services virtually. You know how they measure relationships? If you know you’re really close with a client – and I just confirmed this with another mentee of mine who’s about 32 who’s in sales for tech sales – if you’ve got a text relationship, that’s like the ultimate. If you can text that CIO, Chief Information Officer, you’ve got permission. They’ve already got you identified in their address book when you pop up.

Ben Cagle: [00:38:42] When you can actually be on the Zoom call or the WebEx call and text them to get feedback on what’s going on, not even do chat, that’s when you know you’ve made it.

Ben Cagle: [00:38:52] So, everything has been inverted from a relationship, “Hey, let’s go get a cup of coffee in the cafeteria. Tell me about your kids and then I’ll find out what’s really going on.” You know, walking the halls, elevator pitch – remember all those terms? – they’re now obsolete. To now, the relationship, if you’ve got the highest relationship with a C level of a Global 500, if you’re texting back and forth weekends and all that, boy, you know you’ve made it.

Ben Cagle: [00:39:19] The other thing is, I found using Zoom and WebEx, people going, “How do you build a relationship?” And I said, “Hey, just cut the meeting short to 20 minutes and give them ten minutes back in their schedule, because everyone has 12 hours of Zoom now.” Give them back ten minutes and say, “Hey, Bill, by the way, or Barbara, before we break up, do you mind? I’ve got an idea I want to run by you that I think might help you guys, or may create value or, solve a problem.” And that’s the way you have to do it. And then, ask either for permission or get to text as soon as possible. And that’s how you know you’ve really made it from a sales and development standpoint.

Ben Cagle: [00:39:58] So, isn’t it weird the way that you used to avoid text because there was no interaction, there was no voice inflection. But now that’s become the gold standard of relationship.

Mike Blake: [00:40:07] Oh, it’s fascinating and probably warrants its own podcast in some fashion. I’ve met in person fewer than 25 percent of my clients, and that number goes down every year. They don’t want to see me, and there’s nothing to even look at if it’s a tech company.

Ben Cagle: [00:40:24] Yeah. They don’t want to deal with me. Occasionally, if we’re local and say, “Hey, let’s grab a beer or grab coffee,” there’s some social element to it. But when COVID hit, I hosted a virtual happy hour. Everyone got their drinks and we brought people in, literally, from four countries and, I guess, really, five time zones just trying to get social interaction, talking about how people are responding differently to COVID and everything else. So, that social element, that emotion, that need is still there.

Ben Cagle: [00:40:55] But you’re right, from a business to business standpoint, people don’t want to see you. They don’t want to invest the time. They don’t want to put a collared shirt or dress pants on.

Mike Blake: [00:41:08] So, thinking back when you started as a consultant, what was the scariest part? Or was there a scary part of it? And if so, what was the scariest part of that process? And how did you overcome that fear?

Ben Cagle: [00:41:24] Again, I’ll show my age here, but remember the Indiana Jones movie when he had to step out on faith and walk across an abyss of a hidden bridge and he didn’t know it was there? That’s what it was like is taking that first step saying, “I don’t know what’s going to handle.” Now, again, keep in mind, I had two daughters, no scholarships, out-of-state tuition. So, I had my highest cash flow outflow with zero income coming in, so that’s pressure.

Ben Cagle: [00:41:54] And if you’re measuring your security by your 401K, your investments, your cash flow, your savings, you might want to rethink when your kids are in college and starting your own consulting business. So, that was the scariest point to me is not knowing the financial insecurity, knowing that I may be betting part of my retirement savings on the fact that I’m betting on myself that I can build this business and be successful. That was the scariest part to me.

Mike Blake: [00:42:19] So, I’m happy to geek out on Indiana Jones and The Last Crusade, that was a great movie. So, what helped Indiana Jones overcome his fear was that his father had been shot and he was dying. What helped you overcome your fear? What is it that got you to take that first step off the cliff?

Ben Cagle: [00:42:40] Yeah. Well, I think what happened was it wasn’t a greater fear of going back into another job. It was, I think, my pissed factor. I was so mad. It exceeded my fear factor and it made me more determined just to go for it. So, if you’re doing a two-by-two matrix of pissed versus scared, I was more pissed than I was scared and going for it.

Ben Cagle: [00:43:01] And the other thing was I knew the world was changing rapidly. I had to adjust from selling paper to newspaper publishers, to implementing SAP ERP implementations to Toyota North America, to basically doing e-commerce for banking in Europe. I understood how change was happening and I thought I could capitalize on it. And I was betting on that. So, that was my big trade off. And I’m a very rational person and I’ve got a weird sense of humor. But that was the trade off, it’s like, “Damn it. I’m going to go do it. There’s a market opportunity, I believe I can capture it. And I think I can create a better future than I can going back into corporate or trying to get another leadership position that has a two year, three year runway.”

Ben Cagle: [00:43:49] And we haven’t proven that theory yet. But touch wood with God’s will and a little bit of more persistence and great network partners, we’re on our way. I’m feeling pretty good about it.

Mike Blake: [00:44:03] So, one thing that I think keeps people from becoming a freelancer or consultant is the matter of health insurance. You know, I had a sole practitioner shop for a while and one of the first lessons I learned as a sole practitioner is that the best insurance you can buy on the open market is more expensive and worse than the worst health insurance you’re going to get through almost any company. That’s what I learned anyway.

Ben Cagle: [00:44:34] Well, again, you’ve been talking to my wife doing background. She complained about our insurance, she still does. But just the two of us now, the kids finally got married and got off the payroll – well, partially off the payroll. So, we’re paying $1,400 or $1,500 a month in insurance with a high deductible and it covers catastrophic events. But beyond that, we get a free COVID shot and that’s about it. So, I think that was the biggest learning financially for me is health care. I’ve got my overhead. I knew that.

Ben Cagle: [00:45:09] But getting comfortable with that and, of course, all the tax implications of making sure that, “Hey, look how much money I’m making” versus making sure, especially if you come out of corporate you’re used to all those withholdings made for you, be very intentional about that, or for using retirement savings early penalties, the true cost of money, make sure you understand that before you make the leap to go there.

Mike Blake: [00:45:32] What’s a skillset that you’ve had to evolve or develop since moving out on your own?

Ben Cagle: [00:45:41] It’s not personal discipline but – and this is what a lot of people have trouble with – structuring your day. It is saying that I’m going to go to this networking event back in the day or I’m going to work on my LinkedIn profile. It’s allocating that working on the business versus in the business – you’ve heard that.

Ben Cagle: [00:46:02] When you first start – and, again, I mentioned that fear of having a high cash outflow and not much coming in – I thought I had to be, you know, constant business development, finding that, versus being smart about laying the foundation, and LinkedIn, using media like you’re using smart channels like RadioX and some other things you’re doing with your blogs. Being really intentional around that because that’s the foundation that will feed you and serve you later.

Ben Cagle: [00:46:28] So, that’s the biggest skill of work on the business versus in the business and really get used to adding structure and discipline. You know, no boss is going to tell you what to do. No company is going to set up mandatory conference calls. It is a blank slate and you’ve got to add that structure. I knew that but you really have to be intentional around that. And that was really a muscle I kind of had developed being part of corporate, but really had to be intentional around structure, work on versus in the business.

Mike Blake: [00:47:01] I’m talking with Ben Cagle of Cagle Consulting Partners – got it right instead of five tries this time. And the topic is, Should I become a consultant or freelancer? That’s the benefit of podcasting, more forgiving medium.

Mike Blake: [00:47:21] So, let me ask you this, who shouldn’t become a consultant? I want to take the flip side of this. Not everybody’s cut out to be through everything, right? There’s no amount of practicing I could ever do and become a successful ballet dancer. I should not become a ballet dancer. What kind of personality or what kind of personal situation, probably, maybe doesn’t prohibit, but at least puts you at a serious disadvantage to become a consultant or freelancer?

Ben Cagle: [00:47:49] Let’s go for kind of seniority level from a career standpoint and then work our way down. So, arrogant former CXOs should not be consultants, because they write their book that was basically their swan song. They promote their book and they add zero value. And, eventually, I’ve seen the tale of their growth curve goes off about eight to nine months, because no one wants to work with them because they’re arrogant and they think they own the world. And they’re doing it for ego versus really adding client value. So, that’s kind of one.

Ben Cagle: [00:48:27] On the other side of it, if you’re not comfortable with understanding problems, asking questions, interacting with people, that’s kind of like Consulting 101, doing discovery on what the problem you’re solving is, or what the requirements of the job spec they want to hire you for are. If you’re not comfortable with those interpersonal skills, and leading that, and thinking ahead, and you’re not a structured thinker, probably not a good idea to be a consultant. So, that’s kind of a skillset personality continuum. But those are kind of some of the people I’ve seen have tried and failed.

Ben Cagle: [00:49:00] You know, you can be very shy but be very analytical or very technical. And if you’ve got the right, either partnership or channel partners, or you kind of contract with a company that places you, you can do really well. But if you’re out on your own, I’m going to be dealing with clients. You’ve got to find it. You got to find the client, kill the client, skin the client, eat the client. You have to do, you know, all the delivery all the way through. You better make sure that you have confidence in yourself. You have great communication skills. And you’re not talking about yourself all the time. You’re spending at least, you know, 70 percent letting the client talk versus you.

Ben Cagle: [00:49:38] That’s what I meant about the arrogance, I’ve seen a lot of people just talk their way past opportunities because they were trying to prove how smart they were. So, kind of lessons learned there. That’s the pragmatic. Mike, what are your thoughts? What dimensions do you think about when you think about people consulting who are successful or not?

Mike Blake: [00:49:56] I think it’s coming to grips with the fact that having to sell becomes part of the job description. You know, if you have a particular skillset, that’s great. But if nobody knows about it, if nobody understands how that fits and how that addresses a need that they have, I think it’s very difficult for a consultant to succeed in that way.

Ben Cagle: [00:50:24] Excuse me for interrupting, the one question I’ve asked people that want to get in consulting, do you think sales is dirty? Is it beneath you? Is it sleazy? That perception will tell you if you’re ready for it. If you think sales is really helping people finding problems, how are you going to help them solve their problems, then, odds are you’ll be more successful as a consultant.

Ben Cagle: [00:50:53] But if you think you’ve got a sale and ask for the order, and I hate talking about money, they’re just trying to take advantage of me, if you kind of come in with that attitude, boy, keep your day job. Update your LinkedIn profile and, hopefully, find a good place or a staffing firm or a good recruiter because you’re going to need it. I agree with what you said there, Mike, yeah.

Mike Blake: [00:51:17] You know, the transition at the end of the day is, you might find yourself moving from being a cost center to a profit center. And that can be a difficult transition, because when we say somebody is a cost center, there’s an implication that you’re kind of a dead weight. And you’re not a dead weight, but you are a weight that has to be carried by the profit center.

Mike Blake: [00:51:45] And when I give advice for the few people who ask me for advice about their careers, always position yourself to be a profit center. If you’re a profit center, then you’re never going to be unemployed a day in your life. And that’s what consultants have to do. And if you particularly, as I did, come from a technical field, finance and business valuation, I can be the greatest spreadsheet jockey in the world. But if I can’t go out there and get clients, it just doesn’t matter. And what you find is the people who can sell make more and they have more job stability.

Ben Cagle: [00:52:27] Yeah. Absolutely. And just having that knowledge going in, I think, that’s like a yes/no primary screen question you should ask around that. Can you represent? And, again, not tell what you do but understand and relate to that person you’re sitting across the Zoom call on about what their issues are and how you’re relevant to them.

Ben Cagle: [00:52:48] So, I’ve been on both the buy side and the sell side of consulting, so I’ve had that advantage. And even today, I get sold constantly. They’re trying to sell me services for my own firm or people are trying for me to hire them or partner with them. It’s amazing how they push the play button and talk about themselves and really don’t understand the situation they’re going into. And if you don’t have that awareness, that EQ and IQ, boy, you’re not going to be successful as a consultant. So, you really got to have that radar going.

Mike Blake: [00:53:20] Yeah. It’s hard. Ben, this has been a great conversation. We’re running up against the hour that I asked of you for time. I know we haven’t gotten every question I wanted. We got off our script pretty quickly, but that’s okay. But there are probably questions that our listeners wish that I would have asked or we’d stayed on a little bit longer. If somebody wants to follow up on this conversation with you for some advice, can they do so? And if so, what’s the best way for them to do that?

Ben Cagle: [00:53:46] Yeah, Mike, we’re pretty casual about it. And thank you for this opportunity, I really enjoyed the conversation. Thank you for reaching out and, again, giving me the opportunity to be on your blog. And if they care to reach me, they can reach me directly through email at ben, B-E-N,@cagle, C-A-G-L-E, partners.com, ben@caglepartners.com. Or through my website Cagle, C-A-G-L-E, Partners, caglepartners.com.

Ben Cagle: [00:54:10] And, again, I coach people. Part of my values when I founded my firm is I want to help other people advance. If I can help them and create value for them, odds are, eventually, it’s like karma. It will eventually come back, if not from that person, someone else. Don’t mind helping people. Love to have a conversation anyway at all. I can get perspective or help people along the way. I would be glad to do that. Email or hit my website.

Mike Blake: [00:54:35] Well, that’s going to wrap it up for today’s program. I’d like to thank Ben Cagle so much for sharing his expertise with us.

Mike Blake: [00:54:41] 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 so that we can help them.

Mike Blake: [00:54:58] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn group called A Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

 

Tagged With: Ben Cagle, Brady Ware & Company, Cagle Consulting Partners, Consultant, consulting, Decision Vision, Freelance, freelancer, freelancing, how to start freelancing, independent consulting, independent consulting career, Mike Blake

Decision Vision Episode 151: Should I Rebrand My Company? – An Interview with Stephanie Stuckey, Stuckey’s Corporation

January 13, 2022 by John Ray

Stuckey's
Decision Vision
Decision Vision Episode 151: Should I Rebrand My Company? - An Interview with Stephanie Stuckey, Stuckey's Corporation
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Decision Vision Episode 151:  Should I Rebrand My Company? – An Interview with Stephanie Stuckey, Stuckey’s Corporation

When Stephanie Stuckey bought Stuckey’s Corporation in 2019, she knew it was a struggling brand, but she was determined to reclaim the business with the trademark family name. She got to work rebuilding the company, drawing on all her legal, political and leadership experience. In this conversation with host Mike Blake, Stephanie shares the challenges of rebranding her company, updating its focus while maintaining the founder’s vision, why she calls Stuckey’s a startup, and much more. Decision Vision is presented by Brady Ware & Company.

Stuckey’s Corporation

W.S. “Sylvester” Stuckey, Sr. founded Stuckey’s as a roadside pecan stand along Highway 23 in Eastman, GA in 1937. With a truck and the loan (from his grandmother), W.S. drove around the countryside and bought pecans from local farmers to sell at his stand, along with local honey and souvenirs. His wife, Ethel, added her delicious homemade candies – southern delicacies like pralines, Divinities, and our iconic Pecan Log Rolls.

Through grit and determination, the Stuckeys grew the stores from these humble beginnings to a roadside empire. At its peak in the 1960s, the little pecan company had become an integral part of the American road trip. It boasted 368 stores in over 30 states, each offering kitschy souvenirs, clean restrooms, Texaco gas, and of course, our famous candies.

The company was sold in 1964 but is now back in family hands and poised for a comeback.

Billy Stuckey, son of the founder and former U.S. Congressman, reacquired Stuckey’s in 1985. Stephanie took over in November of 2019 and, under her leadership, Stuckey’s has purchased a healthy pecan snack company, undergone a rebranding, added three new franchised stores, expanded its B2B retail customer base, ramped up its online sales with a new website and will soon acquire a pecan processing and candy manufacturing plant.

Company website | Facebook | Instagram | LinkedIn

Stephanie Stuckey, CEO, Stuckey’s Corporation

Stuckey's
Stephanie Stuckey, CEO, Stuckey’s Corporation

Stephanie Stuckey is CEO of Stuckey’s, the roadside oasis famous for its pecan log rolls.  Stephanie aims to continue the legacy started by her grandparents by providing a fun and quality experience for the roadside traveler through our brick-and-mortar locations, as well as expanding markets for Stuckey’s pecan products via e-commerce and other outlets.

Stephanie received both her undergraduate and law degrees from the University of Georgia. She has worked as a trial lawyer, elected to seven terms as a state representative, run an environmental nonprofit law firm that settled the largest Clean Water Act case in Georgia history, served as Director of Sustainability and Resilience for the City of Atlanta, and taught as an Adjunct Professor at the University of Georgia School of Law.

Stephanie’s achievements include being named one of the 100 Most Influential Georgians by Georgia Trend Magazine and a graduate of Leadership Atlanta. She is active in her community and serves on many nonprofit boards, including the National Sierra Club Foundation, EarthShare of Georgia, and her local zoning review board.

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®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

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: [00:00:22] 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: [00:00:43] 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. 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. I also recently launched a new LinkedIn group called A Group That Doesn’t Suck, so please join that as well if you’d like to engage. If you like this podcast, please subscribe on your favorite podcast aggregator, and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:41] So, the topic today is “Should I Rebrand My Company?” And I think this is probably on people’s consciousness because we’ve had one of the biggest rebranding, certainly in my memory, which is the company formerly known as Facebook now would like to be known as Meta. I think that’s going to be a tough rebrand until they actually change their platform to something other than Facebook, but they didn’t ask me for advice. And what do I know, I’m just a finance guy anyway.

Mike Blake: [00:02:13] But branding is extremely important. And according to Forbes, presenting a brand consistently across all platforms can increase company revenue by 23 percent. And there’s a HubSpot statistic out there that suggests that 86 percent of consumers prefer an authentic and honest brand personality of social networks. And our guest today, I think, does that frankly exceptionally. And according to Facebook, the aforementioned now Meta, the top four qualities people use to describe why they are loyal to a brand are cost, quality, experience, and consistency.

Mike Blake: [00:02:52] And joining us today, and I’m very grateful because I have some idea of how busy she is because I suspect we only see on social media the tip of the iceberg, but joining us today is Stephanie Stuckey, who is the third generation CEO of Stuckey’s Corporation. She started her career as a lawyer building her own practice before serving in the Georgia House of Representatives from 1999 through 2013. I did not know that. She and I served on a board together years and years ago, and I never knew that she was in the Georgia House of Representatives.

Mike Blake: [00:03:25] After that, Stephanie became the Executive Director of Green Law, an environmentally-focused law resource center. In 2015, she was appointed the City of Atlanta’s Director of Sustainability, and then to the position of Chief Resilience Officer, which is something near and dear to my heart. She’s a Georgia bulldog, having earned a degree in French, just like I did, as an undergraduate and then earning her law degree there as well, too. I’m deeply disappointed that Cincinnati did not beat Alabama, nothing against Alabama, but since we have an office in Dayton, it would have been really cool to have a Cincinnati UGA College Football Championship, but there you have it.

Mike Blake: [00:04:01] Stuckey’s was founded by W.S. “Sylvester” Stuckey Sr. As a pecan stand along Highway 1 in Eastman, Georgia in 1937. Through hard work and grit, Stuckey’s grew into a roadside empire that numbered over 300 stores in the 1970s with the familiar teal sloped roof and Refresh, Relax, Refuel billboards dotting the nation’s highways. The stores fell out of family hands for decades, but were reacquired by Billy Stuckey, son of the founder and former US Congressman in 1980 — I’m sorry, in 1985. Stephanie took over in November of 2019 after a career in public service that we already discussed. And under Stephanie’s leadership, Stuckey’s has undergone a rebranding, added three new franchise stores, expanded B2B retail customer base, and ramped up its online sales with a brand new website. Stephanie Stuckey, thank you for joining the program.

Stephanie Stuckey: [00:04:54] Thank you. Wow, what an amazing intro! I didn’t know Facebook was switching to Meta.

Mike Blake: [00:05:01] Well, you’ve been busy doing other stuff.

Stephanie Stuckey: [00:05:03] That’s crazy. They should consult us on that because I have an opinion.

Mike Blake: [00:05:09] Well, that’s good. We like people on the show who have opinions. Otherwise, it’s a very boring show. But yeah, they’ve decided to really jump into this thing that some people are calling the metaverse; others are calling Web 3.0. Not sure what that means, but yeah, they felt that a rebranding was appropriate. So, they are in the process of doing that. But I want to talk about your rebranding. I want to talk about your rebranding because you’re here and Mark Zuckerberg’s not.

Stephanie Stuckey: [00:05:38] He is not.

Mike Blake: [00:05:38] You’re probably more interesting anyway, so-

Stephanie Stuckey: [00:05:39] He’s not consulting us. And also, let me just say go Dogs!

Mike Blake: [00:05:44] There. There you go.

Stephanie Stuckey: [00:05:46] I’m kind of looking forward to us playing Bama.

Mike Blake: [00:05:52] Why is that? I mean, obviously, you’re playing for the national championship. But Alabama, they’ve done well against the Bulldogs.

Stephanie Stuckey: [00:05:59] Exactly. It’s been this psychological block for us at this point. And I think you really have to conquer the 800-pound gorilla in the room if you’re going to move forward. I don’t think that Georgia will feel like a true national champs unless we get the Championship by beating Bama. I know you didn’t have me on the show to talk football, but take [crosstalk] away.

Mike Blake: [00:06:26] Well. look, you can’t avoid it in Georgia, especially this time of year.

Stephanie Stuckey: [00:06:31] I am just obsessed right now, yeah.

Mike Blake: [00:06:31] And I think what — I’ll go ahead and continue that. We’ll go off script, tThat’s fine. I mean, it’s our show, it’s the internet. Like, what the heck? So-

Stephanie Stuckey: [00:06:38] Hey, we can brand football too. That’s a big brand.

Mike Blake: [00:06:42] It certainly is.

Stephanie Stuckey: [00:06:44] Big brand. There’s lots of [crosstalk].

Mike Blake: [00:06:44] I grew up in Boston, so I’ve been a lifelong Red Sox fan. And if you follow baseball, if you followed it for any amount of time, they had something called the Curse of the Bambino, which stems from a Red Sox selling Babe Ruths to New York Yankees, and they had not won a World Series since. And they wound up winning the series by a historic comeback over the Yankees, which wasn’t even possible because of the way divisions were aligned for so long. But it was only after beating the Yankees that they then broke through and won the World Series. They’ve won three cents. And I think there’s something to what you said. I think the only way the Red Sox could really win the World Series was to drive a stake through the heart of the vampire New York Yankee.

Stephanie Stuckey: [00:07:29] Exactly.

Mike Blake: [00:07:29] Any other way, just God wasn’t going to allow that to happen.

Stephanie Stuckey: [00:07:33] And since we’re talking branding, there are so many great branding lessons to learn from sports. And especially that whole comeback idea, to me, the greatest story ever told was the comeback. And you see that quite often in sports, not only real life, but some of the best movies that we love like Rocky, they’re all about a comeback. And so, that translates into business as well. People love to root for the underdog. They want to see the underdog come out on top and win. I think coming into this national championship, Georgia is the underdog because we have consistently been wooped by Bama. So, I would like to think there’s a lot of people out there who haven’t been following either one of these teams, but they’re going to root for the Bulldogs because we’re the underdog. So, that translates to Stuckey’s. We’re an underdog.

Mike Blake: [00:08:28] I think that’s right. And there is a comeback story there, isn’t it?

Stephanie Stuckey: [00:08:31] Absolutely. We are a comeback brand. I like to say that all the time, not only because it’s true, but psychologically, we want to see people come from all sorts of adversity and persevere, come out on top.

Mike Blake: [00:08:47] So, yeah. And frankly, I think that’s why I reached out to you, because I do follow you on social media. You do a fantastic job of transmitting your story on social media. Again, finance guy, what do I know?

Stephanie Stuckey: [00:09:01] Thank you.

Mike Blake: [00:09:01] But I do think it’s helping your brand. I do think it’s bringing your brand into a sense of awareness to the younger generations.

Stephanie Stuckey: [00:09:11] Yeah.

Mike Blake: [00:09:11] Right? Because they’re not watching billboards, and half of them don’t even drive anymore, right?

Stephanie Stuckey: [00:09:14] I know, it’s crazy. So many don’t drive.

Mike Blake: [00:09:19] Yeah. Well, yeah. It’s the new world out there, right? So, I’ve been fascinated to kind of watch your brand. And interestingly, I follow. I think you know that my wife, who does e-commerce for a long time, she carried Stuckey’s for catalogs as a flagship brand in her e-commerce site and really only stopped because Amazon-

Stephanie Stuckey: [00:09:43] Yeah. Billy and I caught up on that.

Mike Blake: [00:09:43] Really only stopped because Amazon made the rules for selling food just so draconian that she couldn’t — as a small business person, that just wasn’t worth it anymore, unfortunately, but they’re a great seller for her. So, I’ve been following the brand actually from afar for quite some time and in a way, was sort of invested in it.

Stephanie Stuckey: [00:10:01] Thank you.

Mike Blake: [00:10:01] Tell us at a high level — we’ll get into the details of the rebranding, but tell us at the high level kind of — you walked in at 2019, and I want to hear about the origin story, but before we even hear about how you got there, what did you walk into? November 2019, you walked into Stuckey’s, you take the CEO’s office or wherever you worked, what did you walk into?

Stephanie Stuckey: [00:10:24] The office was a rundown, double wide trailer that we were renting.

Mike Blake: [00:10:29] Okay.

Stephanie Stuckey: [00:10:29] I swear to God.

Mike Blake: [00:10:31] All right, keep going. So-.

Stephanie Stuckey: [00:10:33] If I did not have the last name Stuckey, I not only would not have bought the company, I would have run screaming from the prospect of buying the company. So, I bought a struggling business. What I bought was a trademark, which I think was the most valuable thing I purchased and a rented warehouse in Eastman, Georgia, with a lot of dead inventory that hadn’t moved in years. And I knew nothing about business. I knew something about budgets having worked in government, which you may or may not think is valuable budgeting lessons, but-

Mike Blake: [00:11:17] I think it’s very valuable.

Stephanie Stuckey: [00:11:19] … the one thing the Georgia Legislature constitutionally had to accomplish every single session was to pass a balanced budget. So, I did know about budgeting. I had a budget running a nonprofit and a law firm, and I had the budget running the Office of Sustainability for the City of Atlanta. So, I understood base level finances. So, I did have that understanding, but I had never run a warehouse or, now, we’re in the manufacturing world that was all new to me. But I did know innately that if you have inventory that’s sitting around for several years, that’s not good. You should be having a turn rate of a lot faster than that. So, I inherited a lot of dead inventory like Britney Spears t-shirts and ashtrays shaped like toilets and say, “Put your butts here.” We had some John Wayne bobbleheads. We just had all sorts of random shtick.

Mike Blake: [00:12:05] John Wayne bobbleheads?

Stephanie Stuckey: [00:12:07] Yeah.

Mike Blake: [00:12:08] Wow!

Stephanie Stuckey: [00:12:09] Yeah, but random. Like they were miscounts and slotted wrong, and there were three out of a case of 10. So, no store is going to buy three random items.

Mike Blake: [00:12:23] Yeah.

Stephanie Stuckey: [00:12:24] And it just — the company had, frankly, just gone somewhat on autopilot and had a very small skeleton crew. We had two main people running it and they are terrific. We’ve kept them on. They’re fabulous. This is no fault of theirs. But if you don’t have financing, if you don’t have a structural support, if you don’t have all the basics to run a successful company, it doesn’t matter how hardworking or smart you are, you can’t turn it around. And so, we had a company that had been on autopilot for about a decade.

Stephanie Stuckey: [00:13:00] My dad and his business partners had sold off the most profitable part of their business. We don’t need to get into all that, but they owned a profitable business, Interstate Dairy Queen corporation. That had largely propped up Stuckey’s. And then, when they sold Interstate Dairy Queen Corporation, they retired, they left a skeleton crew in charge managing what was left of Stuckey’s. And what was left was a rented warehouse that is a distribution facility and the trademark. But none of the stores are owned or operated by us. They’re not even franchised at this point. They’re all licensed. So, very little revenue generated from the stores, very little control over the store. So, that revenue is slowly declining and we started losing some accounts.

Stephanie Stuckey: [00:13:44] So, yeah, it was a double wide trailer, run down. And I remember, I visited the stores, and I sat in the parking lot of one store, and it looked so bad, it was completely rundown, I could not even bring myself to walk in, and I started to cry. Now, I do cry pretty easily. I cry with Hallmark commercials and-

Mike Blake: [00:14:08] Okay.

Stephanie Stuckey: [00:14:09] … when I see college fund ads, I always cry, but I’m an easy crier. But I am in the parking lot crying, and I call my vice president, and I said, “This is just horrible.” He didn’t skip a beat, he said, “Welcome to your kingdom.”

Mike Blake: [00:14:25] Interesting. Interesting response.

Stephanie Stuckey: [00:14:28] Welcome to your kingdom. Like this is your roadside mess. So, you have to have a sense of humor, you have to laugh, and you have to be able to see the potential. And I saw the potential because not only do I have the last name Stuckey, but I was around when the business was profitable, when my grandfather was still involved. He had sold the company the year before I was born, but he remained involved on the board of the company that acquired it for some years after he sold. So, I knew what it could be, I knew what it was capable of, and I believed in my heart that we could bring that back.

Mike Blake: [00:15:01] So, we didn’t come on to talk about this, but I’m so curious, I think it will come back to the topic, and that is, what do you remember that your grandfather did with the business that seemed to have stopped going on when he left? What was missing?

Stephanie Stuckey: [00:15:20] So, I didn’t remember anything about him actually running the company directly. I just remember being around the company.

Mike Blake: [00:15:27] Yeah.

Stephanie Stuckey: [00:15:28] Well, being around the stores, visiting the stores because we road trip just like everyone else. What was interesting to me was one of the most important things I acquired when I bought the company was not only the trademark but his papers. My mother gave me several boxes of his archives that no one had even touched since the 1960s. It was like opening a time capsule. So, I spent those first couple of months after acquiring the company reading through all his papers. Every single night, I would just sit down, and I just start reading, and I took notes. And he went from being my grandfather, who I call Big Daddy, he went from being Big Daddy, and I had these warm, fuzzy memories of of a granddaughter-grandfather relationship. He was not a businessman to me, but he became Stuckey. He became the businessman. I learned about how he ran the company, and that made all the difference.

Stephanie Stuckey: [00:16:29] Honestly, so much of what I’m doing is following his basic business principles. And he didn’t get an MBA. He had to drop out of the University of Georgia because it was during the Great Depression, but he had a strong understanding of people. He was a gifted salesperson, just naturally gifted, and he really firmly believed in the power of branding. He put 20 percent of everything he made into branding and marketing, even during the tough times.

Mike Blake: [00:17:04] Interesting and-

Stephanie Stuckey: [00:17:05] Especially the tough times. I realized, that’s what you need to do. You have to brand. And I’ve learned that from him, but not until many, many years later, when I got his papers did I learn that.

Mike Blake: [00:17:17] So, you bought a virtual memoir, basically. Or you bought a virtual mentor, actually, is the best way to put it.

Stephanie Stuckey: [00:17:23] Yeah. If I can only get some sort of psychic to channel him for me, that would be awesome. But unfortunately, I’ve got his papers, not him.

Mike Blake: [00:17:31] I have a feeling somebody’s going to listen to this podcast, they’re going to come to you and ask if they could publish them because if they’ve been that valuable to you, given the progress that you’ve made with the company, they’re going to be valuable to somebody else too.

Stephanie Stuckey: [00:17:44] Yeah, it’s been fascinating. But the interesting thing, there’s not a lot of his personal correspondence, it’s mostly interviews and magazine articles, original articles. A lot of these are small town papers. They’re not really going to exist anywhere else. So, it’s a lot of hard copies of original firsthand accounts. And Mercer University Press actually did a self-publish. My aunt, to her credit, got a lot of first-person narratives recorded and publish this book called Stuckey. I think five people have read it and they’re all family members, but I read that book three times, and took notes in the margins and really studied that. It’s kind of dry and clunky as far as like reading, but just the material was so helpful to me. So, I felt like an archivist.

Mike Blake: [00:18:34] Well, that’s — I’ve got to be careful because I do so much work with multigenerational businesses, it’s such a treasure trove, but I want to get back on topic the. So, from what I’m from what I’m inferring, and you tell me if I’m wrong, please, because you’re the expert, I’m not, but it sounds like maybe when you walked in, Stuckey’s didn’t necessarily have a brand at all. Or did it? I mean, how would you characterize it?

Stephanie Stuckey: [00:19:03] It did.

Mike Blake: [00:19:03] Okay. What was the brand?

Stephanie Stuckey: [00:19:04] So, that’s the great thing. I firmly believe I started on first base or second base, how far along you want to say I am, to continue with this sports theme, but there are still a lot of people out there in 2019 when I bought the company and they’re, albeit older forties, fifties, sixties and up, who rode tripped in the ’50s, ’60s, ’70s, early ’80s, and remember stopping at Stuckey’s. They remember us when we had 368 teal stores with the slope roofs, and these exact carports, and the red and yellow beautiful, iconic billboards that dotted the nation’s highways. They remember that. They remember stopping at our stores and the wonderful memories.

Stephanie Stuckey: [00:19:50] And I kid you not, I get easily ten or more messages a day from people sharing very personal stories about our business, about their road trips. When I say “about our business,” it’s not; it’s about them, it’s about their families, it’s about their road trips, and their vacations, and their memories and how we are entwined with that. So, I tapped into that, and I hunkered down on the people who knew us already. And I pulled on my experience in politics, which is you go to your base first. Don’t go chasing out after these — if you’re a Democrat, don’t go chasing after a bunch of Republican voters who are probably not going to support you. Those aren’t your people. And you go after your base, you shore up your base, and then you target those undecideds who could be persuadable.

Stephanie Stuckey: [00:20:52] So, you figure out like, who are those people? So, for us, our peeps initially were the people who actually remembered the brand. So, that was 40 and up, and I was totally okay focusing on that. I wasn’t going to start chasing after millennials right out the bat because we needed to get the people who remembered us to know we were still alive. And then, you start looking beyond that, and you look at what are the things that really define us as a brand. And that’s road tripping. And to me, road tripping defies age categorization. It defies sex or ethnicity, anything, I mean, nationality, people all over the world like to road trip. And so, I’ve expanded to talking more about the road trip, but initially it was just drawing on, “Hey, remember us? We’re still around. Here’s our story. Let’s tell you what happened to us, but we’re still here. Where’ve you been? Come back.”

Mike Blake: [00:21:49] So, that’s a very interesting, I think, distinction because some brands rebrand to get away from something or to move to something new, right? The aforementioned Facebook is trying to get away from the bad reputation they’ve accumulated over the last couple of years because of social media basically. And so, they need a reboot. In your case, you’re going the other way. You’re doubling down on what you already had.

Stephanie Stuckey: [00:22:19] Yes, exactly.

Mike Blake: [00:22:20] Almost going retro. But I think that’s maybe unfair and that sounds old fashioned, but you’re definitely doubling down on the base, as you said.

Stephanie Stuckey: [00:22:28] Exactly. And I think where you modernize, or at least for our brand, is how you communicate. What are the mediums that you use? So, we started with Facebook because that’s where the older demographic is. And then, we added Linkedin. It has been incredible for us, especially if you’re looking in the B2B space, which is how we’re growing the brand with more retail partners. So, I started with the obvious, the traditional social media forums and Twitter. Twitter’s a little harder. It’s kind of sarcastic and has an attitude, a lot of the brands that do well on Twitter. So, Twitter has not been as strong a platform for us. And Pinterest, but we’re on Instagram. And now, we’re on Tik Tok. And I’m trying to get more on YouTube and Clubhouse. You mentioned Clubhouse. I need to get more into Clubhouse, but I am on Clubhouse. So, it’s not so much the message to me that’s modernizing. It’s how we approach people, how we meet people, how we communicate in a language that they can connect with us, but the core authentic what our brand is, which is about the road trip, that’s not changed.

Mike Blake: [00:23:54] And it’s interesting, you mentioned sort of the teal roof, and that kind of reminds me of Howard Johnson’s. And I wonder if this was deliberate, right? Howard Johnson’s always had that hunter orange roof that you could see from a mile and a half away driving 70 miles an hour, right? And I wonder if-

Stephanie Stuckey: [00:24:12] What a simple sign in [crosstalk]-

Mike Blake: [00:24:15] Yeah.

Stephanie Stuckey: [00:24:17] When?

Mike Blake: [00:24:17] Yeah, and it was that part-

Stephanie Stuckey: [00:24:17] [Crosstalk].

Mike Blake: [00:24:17] Was that the thinking behind the teal roof for Stuckey’s as well?

Stephanie Stuckey: [00:24:24] So, I don’t know if my grandfather was inspired by Howard Johnson’s or not. I do know the genesis of the teal roof was when the interstate highway system came in; and suddenly, the roads that we had been located on, we were on Route 66, and the Lincoln Highway, and the Old Dixie Highway, and some of these older interstate roads, and then the National Interstate Highway System, Eisenhower starts that initiative in 1956. And so, we’re bypassing these state roads and these other roads that we are on, and we had to make a very strategic decision to survive. I say we like I was around then.

Stephanie Stuckey: [00:25:04] But to survive, my grandfather had to make a move, and he had to literally not only move how his strategy was, but he had to move his stores. And so, he used that as an opportunity to brand. And before, his stores had been sort of a mishmash of architectural styles, and there was no consistency in the color. He did have a consistent logo, but he used the move as an opportunity to get a consistent color, to get a consistent store design, to get consistent motifs.

Stephanie Stuckey: [00:25:41] So, my father for some reason came up with a carriage design. I’ve told him I’ve never been a fan of the carriage design because it does not speak to our brand. To me, it’s kind of like this old South notation. So, that, I did dismiss with, and I called my dad and I said, “No disrespect, but I’m doing away with carriage.” And we put a we put a cool little — I call it the happy car family image, which is an original advertising image of Stuckey’s from the ’60s. So, it was a retro image, but it was more aligned with our brand. But he had all these distinctive elements, and that’s when he put that blue teal color in.

Stephanie Stuckey: [00:26:18] I do know he was friends with Howard Johnson’s. No, I’m sorry he was friends with Kemmons Wilson, the founder of Holiday Inn. They were contemporaries, they were friends, they were on the interstate. It’s quite possible that he knew Howard Johnson. I don’t know that, though. I did not find that in any of his paperwork.

Mike Blake: [00:26:38] Yeah. Well, and Holiday Inn also has a trademark color scheme that makes it easy to see, right?

Stephanie Stuckey: [00:26:43] Yeah.

Mike Blake: [00:26:43] You can’t miss that yellow and green.

Stephanie Stuckey: [00:26:45] Yeah, I think he was definitely inspired by them. I’ve not found any paperwork to confirm that. And I think he just came up with the blue because it was different, nobody else was using it and you could see it from far off. And then, a lot of people did the yellow and red and their signage because of the visibility.

Mike Blake: [00:27:06] So, you touched on something that I didn’t think we’d be going in today. I hadn’t thought of it. But now that you bring it up, I think it’s really important. The south, I think, is undergoing a difficult cultural and identity transition, right?

Stephanie Stuckey: [00:27:26] Yeah.

Mike Blake: [00:27:28] As the country comes to terms with reacquainting itself with its history, how we teach it, race relations, I think, are changing, certainly in the most radical way that I can remember, I was born in 1970, so I was after the Civil Rights Movement, was Stuckey’s being sort of an old school old South brand? Is that something that you’ve had to confront and really think about? How does it fit into the millennial or post-millennium vision of the South while still staying true to the core values? Is that something you’ve had to kind of wrestle with? And if so, how have you done that?

Stephanie Stuckey: [00:28:10] Certainly. I think any southern brand that’s been around as long as we have has some racial history that you have to come to terms with and you have to address. And our history, just like our region, is messy and complicated when it comes to race.

Mike Blake: [00:28:29] Yeah.

Stephanie Stuckey: [00:28:30] Stuckey’s has an interesting story in that we were never segregated in a time when many places were-

Mike Blake: [00:28:41] Interesting

Stephanie Stuckey: [00:28:41] … especially in the south. We never had a whites only sign on anything. We were always opening.

Mike Blake: [00:28:46] Good for you.

Stephanie Stuckey: [00:28:46] My grandfather had a saying, “Every traveler is a friend.” And so, he wanted Stuckey’s to be known as a hospitality brand, as a welcoming place, and that really reflected his core values. He was a Christian, he was very philanthropic, he was a quiet donor, he was not very flashy in how he contributed to different charities he supported. And in fact, I have yet to track down the actual people, but I do know from my aunt that my grandfather actually paid to have several African-Americans from our hometown go to college. But I don’t have any specific records. I don’t have names. He did it quietly. But I say that to reflect that’s who he was. He was just a a caring person.

Stephanie Stuckey: [00:29:41] And so, we were never segregated. And if you’ve seen the movie The Green Book, there’s actually a scene in the movie where they shop at a Stuckey’s for that very reason that we were not segregated. And I do have a lot of African-Americans of a certain age who told me that they remember stopping at Stuckey’s, and they also remember driving for long stretches and needing to stop, and their parents would say, “We’ve got to wait for Stuckey’s. We’ve got to wait for Stuckey’s.” And they said, “Well, we just thought our parents loved Stuckey’s, and they did,” but one of the people told me they realized many years later they had to stop at Stuckey’s, that was the only place they could stop.

Stephanie Stuckey: [00:30:27] So, we’ve got that part of our history, but we also have a history where, frankly, we have sold Confederate flag memorabilia. We’ve sold — I’m not proud of it, but it’s part of our past, we’ve sold some of those black mammy’s little figurines. I’ve seen them in pictures of the stores. So, I know that is part of our past. I would like to think my grandfather didn’t mean any ill by that, but that is what he sold. We don’t sell it anymore.

Mike Blake: [00:31:07] Yeah, of course, you don’t sell them anymore. And look-

Stephanie Stuckey: [00:31:08] But I will say, when I took over the company, there were two stores that were selling Confederate flag stuff, and I stopped that. I said we will de-brand you, take that out of the store, that is not what we represent this day and age.

Mike Blake: [00:31:28] Yeah.

Stephanie Stuckey: [00:31:28] And I just don’t want to get in the whole debate. I recognize there are people out there who feel very strongly that this is heritage, and I respect that, but that doesn’t mean we have to sell it in our souvenir store. You can buy that in a museum shop. So, I felt very strongly that we needed to really be a — For me, it comes down to being hospitable. Are we offering products, are we recreating an experience that is going to be welcoming to everyone? So, if there is a product that we sell that is going to alienate people, that is going to make people feel divided, I don’t want to sell it.

Stephanie Stuckey: [00:32:10] And I get upset when I find out that our stores are selling Trump stuff. Frankly, that’s what I’ve heard. It’s not the other party, but Trump stuff. And I’m like, “I don’t want you selling Biden or Trump. Don’t sell it. Don’t sell anything that divides people. Don’t sell anything that antagonizes people.” Even with my background in politics, I always struggled with being a consensus builder. Like that’s what I wanted to be, and it was hard doing that in a highly charged partisan environment like Georgia politics.

Mike Blake: [00:32:46] Yeah. And someday, you’ll never have time for me to do this, but I would love to get your take on on politics generally because I’m sure you have such an informed view, but-

Stephanie Stuckey: [00:32:56] Yeah, I mean, I [crosstalk]-

Mike Blake: [00:32:58] … it makes no sense to align — Sorry?

Stephanie Stuckey: [00:33:00] I walked away. I said I will not run again. This was not — I mean, no shame if you ran and got defeated, but I didn’t get defeated. I left.

Mike Blake: [00:33:09] Yeah.

Stephanie Stuckey: [00:33:10] I did not seek re-election. I said, I’m done.

Mike Blake: [00:33:14] Yeah. Well, I think there are a lot of people that are doing that. But it’s interesting how you bring that up because you really are sort of sticking your fork in a toaster if you’re going to turn your company into a political platform, aren’t you?

Stephanie Stuckey: [00:33:32] Yeah

Mike Blake: [00:33:32] Right? And especially now where things are so volatile, you can easily see a scenario where you have customers in your parking lot fighting each other under the right — Right? Because we see that in our society. And that sounds very antithetical to the brand that you have, right? So, why even approach it, right?

Stephanie Stuckey: [00:33:57] Exactly. But I will say, I think there were some brands where that is entirely consistent with what they represent. And so, some brands-

Mike Blake: [00:34:06] For sure.

Stephanie Stuckey: [00:34:07] … it’s good to be edgy, it’s good to be out there. I think of Nike doing the whole Colin Kaepernick commercial. I think that was a hundred percent aligned with what they represent. And so, it works for them. That’s not so much political, but it is something that was highly charged, right? I mean, they’re [crosstalk]-

Mike Blake: [00:34:29] For sure. I thought it was very risky for Nike to do that.

Stephanie Stuckey: [00:34:32] It was risky and it wasn’t risky because when it came out, I thought not only was it just a beautiful ad, it’s so well done. But to me, it was just embracing their brand. And these people who were out there burning Nike sneakers, I thought, “Well, Nike’s making money off of that because people are out burning Nike sneakers for people who weren’t wearing Nike.” Those weren’t their peeps. So, they probably went out and bought some. They didn’t have them.

Mike Blake: [00:35:00] Well, and the data suggests you’re right because their stock price did go up, so.

Stephanie Stuckey: [00:35:04] Yeah, it worked for their brand. So, just know what your brand is, and your brand may be political. That may be a hundred percent where you want to be. So, go in on it. That’s not us. And you also have to accept you cannot – and it’s hard sometimes, especially like me having been in politics, a lot of times, if you’re in politics, you’re a pleaser or you’re a people pleaser, you can’t be a people pleaser in branding. You cannot be all things to all people. What is your brand? We’re a road trip brand.

Stephanie Stuckey: [00:35:40] I talked to this guy about six months ago and he said, “I’m not a road tripper. Tell me why I should stop at Stuckey’s.” I said, “You shouldn’t stop at Stuckey’s. You’re not our person. You’re not-”

Mike Blake: [00:35:50] Right.

Stephanie Stuckey: [00:35:51] I mean, I would love for you to try our product, but if you don’t enjoy road tripping, we’re really not your brand.

Mike Blake: [00:35:59] Right, you have to drive 30 miles to get to our store, right, which is-

Stephanie Stuckey: [00:36:02] We’re on the interstate. And yes, we are branching out, we are getting in more venues, but even though we’re pushing the product, and we’re promoting the delicious pecan snacks and candies that we make, it’s all wrapped up in the story of the road trip. So, know what your brand is, and hunker down on that, and don’t try to be something that you’re not, don’t try to appeal to people that really aren’t going to connect with your brand. Not everyone’s going to like your brand. If you hate sugar, if you hate candy, then I would never try to sell you a pecan log roll.

Mike Blake: [00:36:42] Sure. Yeah. Well, I mean, a brand is about — push brands don’t work, right?

Stephanie Stuckey: [00:36:48] Yes.

Mike Blake: [00:36:48] And brand is a poll asset, and you’re rallying people towards your banner for something, right? People who believe what you believe. I’m crazy a fan of Simon Sinek and all his thing about Star Wars.

Stephanie Stuckey: [00:37:03] Oh, my gosh. Yes, I love Simon Sinek.

Mike Blake: [00:37:06] Yeah. Well, if you know him, tell him I want him on the program, but nobody’s been able to provide that yet, but-

Stephanie Stuckey: [00:37:13] I don’t know him. No, I’m just a total fan girl. I watch his YouTube videos every morning. I’ve got a cynic for video on Simon Sinek, Gary Vee.

Mike Blake: [00:37:22] Yeah.

Stephanie Stuckey: [00:37:23] I’m a big Oprah fan. They all have just such great content that they put out. I listen to sort of an eclectic mix. I like Russell Brand. He’s got some philosophical side to him. But there’s some really great people out there that give wonderful perspectives, but Simon, yeah, Simon Sinek, like the whole getting to the why? Businesses know what they do. A lot of times, you may know how you do it, what your formula is, what your process is, but why are you doing it?

Mike Blake: [00:37:57] So, you walked in, you walked into that double wide trailer, realized that you had maybe not a brand change, but certainly a brand rehabilitation or reinforcement to do.

Stephanie Stuckey: [00:38:08] Yeah.

Mike Blake: [00:38:08] Maybe that’s a better way to put it.

Stephanie Stuckey: [00:38:12] That’s the patient.

Mike Blake: [00:38:13] What did that to-do list ultimately look like? If you could boil it down, what are some of the key steps you had to take in order to do that?

Stephanie Stuckey: [00:38:20] Well, you said it in the very beginning, in the intro, the quote from Forbes about consistency. Branding is consistency. And I knew something about branding because I’ve been in politics. And so, you have to brand yourself, and I had a brand that was my family. So, in a way, it was easier for me because the brand was so personal to me. It was tied in with my own brand, so I had a good sense of what my brand was, and I understood the company, I understood my grandfather, and I knew the stories. I had great stories. And I had even more stories than I thought I have had having read all my grandfather’s papers. So, my playbook was really watching what Gary Vee advises you to do, which is every single day, you get out there and post on social media. It’s just that consistency, and it’s the storytelling.

Stephanie Stuckey: [00:39:24] And it’s not just posting for post’s sake. It’s not just like, “All right, I’ve got to get something out there.” It’s got to have sticking power, and it’s got to have a higher purpose. It’s not about selling a pecan log roll; it’s about building a community. And you’re building a community around people that share an interest that you share. They care passionately about what you care about. I would rather have a small group of rabid fans that absolutely love our brand. There are a ton of people who buy our product because it’s cheap or easy to get, and they’re not loyal. There’s no sticking power there. So, the way you get that rabid fan base is you share something in common.

Stephanie Stuckey: [00:40:15] So, I just started putting out their content that was long-form narrative storytelling about what we believed in. And I wrote down our brand attributes, and I made sure every time I did a post, it touched on those attributes. And the attributes are family-friendly, hospitable, pecans because we’re all about the pecan, Georgia-grown pecans, that sense of place, small-town America, road trips, vintage/retro, Americana, celebrating all things, small-town America. So, I kind of knew those themes. I had them written down. Sort of, I have this sheet, I have a visual. It’s a diamond. And the different facets of the diamond have different words on them for the brand attributes. It’s my brand diamond. You can use whatever works for you, but I look at that all the time and I think, “Am I being brand-forward? Is this family-friendly? Is this promoting the road trip?” It’s got to hit on some of those brand’s attributes.

Stephanie Stuckey: [00:41:23] And it’s a slog. It is a slog. Every single person out there who’s got a million followers, they started with one. And you just keep at it. Somebody asked me yesterday because I didn’t know I was up this high, but it’s very gratifying, they said I had 72,000 LinkedIn followers. And when I started on LinkedIn, I think I had a thousand, which is a very respectable number to begin with, and that was from being a state rep and being head of sustainability for City of Atlanta, but I didn’t have 72,000. and I didn’t get 72,000 overnight. I got maybe a dozen a day, but you get a dozen a day over a couple of years, it adds up.

Mike Blake: [00:42:09] And this gets to a point that I think is important, I want to make sure that we get to because I think a common perception of changing or, in your case, rehabilitating a brand, but in this case, the difference is not material, and that is that, well, all you have to do is change your name, or a logo, or something; and therefore, you have a brain change, right? And to me, what you’re describing is exemplary of, at least, my view, and I may be completely wrong, but in a way, those are the two least important things. The brand is who you are every day, and the brand is what you will do every day. And most importantly, and this is why I think it’s so important, we go back to phasing out or wiping out kind of the Dixie, if you will, type memorabilia, Dixie type products in your product line, you define yourself by what you won’t do, right? You draw a line someplace.

Stephanie Stuckey: [00:43:11] Sure.

Mike Blake: [00:43:12] And I think that’s why there’s a lot of cynicism – at least I sense cynicism and I have cynicism about Facebook/Meta’s brand change is that it occurred only after Mark Zuckerberg had his rear end hauled before Congress to testify. And there started to be some talk about antitrust action, et cetera that it doesn’t seem like there’s a genuine change in the mission of the company, but rather it’s really just sort of a coat of paint; whereas, what you’re doing is by getting out there and being the lead cheerleader from the brand. And I remember the stories, I didn’t do the homework for this when I had you on the program, I love the story about you going out to Arkansas and seeing a hole in the roof of one of your stores. As a CEO, I cannot imagine how that must have impacted you. Or on the Christmas rush, you’re there with a picture of yourself on the line packaging stuff, right?

Stephanie Stuckey: [00:44:13] I got so much grief from some of my team, though. They’re like, “Do you know how much it’s costing us for these boxes to have the CEO on the line?”

Mike Blake: [00:44:21] Well, you know what, it costs you a lot more for people to want to buy Stuckey’s products and they can’t get it.

Stephanie Stuckey: [00:44:26] I’m like, “It’s branding too. It’s like showing that we are rolling up our sleeves and is all hands on deck.” And I absolutely needed to be there because we had to build a hundred boxes in a day, and we did 120.

Mike Blake: [00:44:41] Yeah. I mean, don’t we all want to work for somebody that will get down in the trenches with us?

Stephanie Stuckey: [00:44:51] Yeah, [crosstalk].

Mike Blake: [00:44:51] Not just telling us what to do from from the corner office, but geez, I just got to get in there and do it, right? And I think that, what a boost for morale. I’ll bet you probably got a lot of resumes from people after that of people just want to work for you because of that.

Stephanie Stuckey: [00:45:09] I did actually. And we can’t hire anyone because we don’t have enough money.

Mike Blake: [00:45:13] Right.

Stephanie Stuckey: [00:45:15] We are scrappy. We are still a scrappy startup. I joke, we’re an 85-year-old startup. We are. And I think it’s really good to have that edge to be in that hungry space, that startup space. I think there’s something about it that really keeps you on your toes. But you’re right about the logo. You can’t just slap on a fresh coat of paint and say, “That’s a new brand.” But I do think one of the first things I did was bring the logo back to our original logo. But for me, that was an outward manifestation of an interchange.

Mike Blake: [00:45:56] Yeah.

Stephanie Stuckey: [00:45:57] So, I think as long as what you’re doing externally is reflective of an internal shift, then it makes sense to have that name change, it makes sense to have that new design work done, but like you said, it has to be authentic and there has to be this message from the top that this is more than just we’re changing the logo.

Mike Blake: [00:46:24] So, a lot of companies doing what you’re doing, they bring in outside help – consultants and PR firms and branding experts and such. Did you avail yourself of that expertise as well? Or did you primarily make this an internal project?

Stephanie Stuckey: [00:46:38] Both. So, initially — and this is just me, and I don’t want to give consultants a hard time because there’s a lot of really good ones out there, but there are also a lot that frankly will take your money.

Mike Blake: [00:46:52] Yeah.

Stephanie Stuckey: [00:46:53] And rack up those billable hours.

Mike Blake: [00:46:56] They don’t have clients, they have victims.

Stephanie Stuckey: [00:46:59] Yeah. So, I’m not trying to say I didn’t have good consultants because I think I did have some good help, but it did not make financial sense for us. We had a very small budget when I bought the company. Like I said, we were six figures in debt. And a little bit of money we had available was money that I frankly had invested. When I bought the company, I negotiated to invest a very small amount in the company to have some upfront capital to brand and to also work on a strategic plan. And so, I paid some consultants for that. And they were good. But we had such limited dollars, and we ran through that money in a matter of months. And so, then, I had to figure out how to do it myself. And that’s when I started watching Gary Vee and some of these other resources.

Stephanie Stuckey: [00:47:58] And I think the lesson here is if you’re small, if you are scrappy, don’t think that you can’t try it yourself because a lot of the stuff, you really can do yourself, especially if you know your brand. Nobody knows the Stuckey’s story better than I do except my father and my aunt. No one. And so, that puts me in a unique position. And so, a lot of the stuff, you can do yourself. I just think too often we think, “Oh, we’ve got to hire this digital firm to run these digital ads.” And Lord knows I spent money on digital ads. And then, I went online and watched a couple of YouTube videos, and I do the ads myself.

Stephanie Stuckey: [00:48:45] What I can’t do is the creative design work, and I do have an excellent — I have two graphic designers who are amazing, and I use them. And I do have a guy who helps me with copy who’s really, really good at helping me do the e-blast, and he helps with speechwriting. So, I do have a very good writer who supports me, and we work really well together, we have similar styles. But I cut back dramatically because I just didn’t have the funding for it. So, I still do it myself. We don’t have a marketing firm.

Mike Blake: [00:49:19] I’m talking with Stephanie Stuckey, and the topic is, Should I Rebrand My Company? I have so many questions. We’re not going to get to them all, and that’s my loss. But a couple I want to get to before we let you get back to – hopefully you’re not in a double wide trailer anymore, but if you are, that’s fine, but get back to your work day.

Stephanie Stuckey: [00:49:38] That’s my home. I’m recovering from COVID.

Mike Blake: [00:49:40] Yeah, okay. Oh, really? Okay. Well, you sound great.

Stephanie Stuckey: [00:49:44] Yeah, I got [crosstalk] cases. I think Atlanta is super spiking right now, and that’s [crosstalk].

Mike Blake: [00:49:48] Yeah, for sure.

Stephanie Stuckey: [00:49:49] Yeah.

Mike Blake: [00:49:50] So, how would you describe your your brand resurrection or resuscitation effort? Do you think it’s been successful? Is it still a work in process? How do you evaluate it at this point?

Stephanie Stuckey: [00:50:04] Work in progress.

Mike Blake: [00:50:06] Okay.

Stephanie Stuckey: [00:50:06] And I’m still figuring out how to evaluate it because, obviously, you want metrics. My board especially wants metrics. So, I’m doing my best to hunker down and try to figure out what is the return on the investment that we have made with branding. And I think sometimes, that’s hard, because there’s too — I mean, generating sales comes from branding and in part. And there’s also just brand awareness. And it’s hard to measure, sometimes, that brand awareness piece if you don’t have the budget to go out and do some sort of market survey to say, “What’s your name recognition?” We don’t have that. We don’t have that budget.

Mike Blake: [00:50:54] So, it’s a work in progress, and I’m still trying to — I think for me, what I really hope moving forward is, can I figure out better ways to measure. And we are measuring conversion rate, and click rates and all the typical things that people measure. But it’s just, what is the value of people knowing your story? What is the value of people recognizing your name? But to me, that’s really hard to put in a spreadsheet.

Mike Blake: [00:51:28] It is. Stephanie, you’ve been so not only generous with your time, but really generous with your with your authenticity and revealing sort of the thought processes and emotional processes you’ve had to go through during this journey of yours. I’m sure there are questions that our listeners wish that I would have asked or wish that we would have spent more time on. We just didn’t have the time. If one of our listeners wants to follow up with you, would you be willing to share with them maybe some of your brand knowledge? And if so, what’s the best way to do that?

Stephanie Stuckey: [00:52:06] The best way is to send me an email. Linkedin messages are sporadic for me. I do my best to answer them, but I get a lot of LinkedIn messages and quite a fair amount of it is just out and out solicitation. So, sorting through all of the clutter to find the real genuine request to reach out to me is, sometimes, daunting when I’m running a company. But email, I get, and I look at, and I respond. If it’s a pure solicitation as a service that is not aligned with me, I’ll be honest, I started hitting just the delete button because I used to write polite replies, and I realize I was literally spending 40 minutes a day writing polite replies to people who are offering services that we didn’t need.

Mike Blake: [00:53:00] Okay.

Stephanie Stuckey: [00:53:00] If it’s something aligned with our brand, I will forward along to the appropriate person. But if you’re asking for advice, yes, I will respond. And it’s sstuckey@stuckeys.com. So, it’s sstuckey@stuckeys.com. And I can give that to you to put in your show notes.

Mike Blake: [00:53:17] Great, that’d be terrific. And you’re also on social media, and I would encourage our listeners, before you reach out to Stephanie, just simply watch what she does. She’s probably just going to tell you about what she’s doing anyway, but she sets a great example for how to reposition a brand, how to modernize a brand. And then, if you still have questions, go ahead and use it. And Stephanie is very generous with giving back to the community. But I would encourage you to do that homework first.

Mike Blake: [00:53:47] That’s going to wrap it up for today’s program. And I’d like to thank Stephanie Stuckey so much for sharing her expertise with us today. 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 this podcasts, please consider leaving a review with your favorite podcast aggregator. It helps people find us, so that we can help them. If you would like to engage with me on social media with my chart of the day and other content, I’m on LinkedIn is myself and at @unblakeable on Facebook, Twitter, Clubhouse and Instagram. Also check out my new LinkedIn group called A Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision Podcast.

 

Tagged With: Brady Ware & Company, Branding, Decision Vision podcast, Mike Blake, rebrand, rebranding, Stephanie Stuckey, Stuckey's

Decision Vision Episode 150: Should I Pivot? – An Interview with Jocelyn Brady, Brain Coach

January 6, 2022 by John Ray

Jocelyn Brady
Decision Vision
Decision Vision Episode 150: Should I Pivot? - An Interview with Jocelyn Brady, Brain Coach
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Jocelyn Brady

Decision Vision Episode 150:  Should I Pivot? – An Interview with Jocelyn Brady, Brain Coach

When Jocelyn Brady began to be bored and even resented the projects she was working on in her business, she recognized an itch she needed to investigate. Then came the pandemic, which caused its own disruption, and Jocelyn pivoted away from writing and content creation to working as a Brain Coach. In this conversation with host Mike Blake, Jocelyn describes what it is like to have a successful company and yet be unfulfilled, the impact of Covid on her trajectory, her mixed feelings about the word “coach,” and much more. Decision Vision is presented by Brady Ware & Company.

Jocelyn Brady, Brain Coach, Speaker & Chief Play Scientist

Jocelyn Brady, Brain Coach, Speaker & Chief Play Scientist

Jocelyn Brady is a writer, speaker, and professional brain jostler who thrives at the intersection of comedy, storytelling and unraveling the mysteries of the human brain. When she’s not being the Bill Nye of the brain (as the creator and host of her series Tiny Tips, the Internet’s favorite way to Brain), Jocelyn applies her certified Brain Coaching chops to help creative visionaries tap their brains’ greatest potential.

In her past life—as an award-winning copywriter, Creative Director, and agency CEO—Jocelyn led narrative strategy and international storytelling training for some of the world’s biggest brands. She also produced and co-hosted Party Time, a standup comedy and storytelling show featuring talent who went on to write or perform for Conan, Colbert, and Comedy Central. All while managing to keep her two cats and houseplants alive.

Jocelyn’s first book, tentatively titled Your Brain is a Magical Asshat, is slated for publication next year.

Website | LinkedIn | Twitter | Tiny Tips Series

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®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

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: [00:00:22] 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 their intellectual property. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols.

Mike Blake: [00:01:08] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. I also recently launched a new LinkedIn Group called A Group That Doesn’t Suck, so please join that as well if you would like to engage. If you like this podcast, please subscribe on your favorite podcast aggregator, and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:32] Today’s topic is, Should I pivot? And we’ve done this topic before, probably about a-year-and-a-half ago. But as you know, if you’ve been a long time listener, I don’t mind revisiting a topic every once in a while, because certain topics, I think, just lend themselves well to different angles, different approaches. And something like a pivot, also, in my experience is a deeply personal experience. And so, everybody is going to come to a pivot, is going to experience a pivot, is going to engage with it, embrace it or not in their own unique way. And so, it’s one of those kind of evergreen topics that I don’t think we’ll ever get to a point where nobody ever pivots anymore.

Mike Blake: [00:02:17] And, also, frankly, from a very practical perspective, now that we’re recording podcast 140 something or whatever, like 148, I guess, or 149, the reality is that most people don’t go back and listen to a lot of the back catalog. We’re not Led Zeppelin. People aren’t going back to the initial records and trying to find the original recording. So, if you’re like most people and you’re relatively new to the podcast, statistically speaking, this will be a topic that we actually haven’t covered before. And if you want to hear more about it, then you can go back into the deep tracks in the archives somewhere around the double digit episodes. So, I hope you’re going to find this topic and this conversation as engaging as I anticipate that it will be.

Mike Blake: [00:03:02] You know, pivots are interesting because there are some very famous ones I don’t think people necessarily realized. Cornelius Vanderbilt – yes, that Vanderbilt family – initially started out with steamships. He actually started out with river barges around the island of Manhattan, and they are basically providing cut rate ferry service across the Hudson and East Rivers. And in doing so, got a lot of people killed because they used rickety boats. But that’s how they charge less for what they did. They eventually did pivot into steamships, which presumably were safer. I don’t know. I don’t have any data on that. And then, eventually railroads.

Mike Blake: [00:03:45] William Wrigley, whom you may know from Wrigley’s Gum – I don’t chew gum because it rip out all my dental work. But for those of you who do have good teeth, you may know of Wrigley – they originally were a baking powder company. Twitter, of all things, launched as a podcast directory. Yelp began as an automated email service. And YouTube, believe it or not, was once a dating site. So, we have Tinder now and we have all the others, but YouTube actually was not the YouTube that we know of today.

Mike Blake: [00:04:13] And, you know, I find it also an interesting topic because I find myself at odds intellectually with the investment community on one particular topic, and that is, Should you bet the jockey or the horse? And what that means to those of you who aren’t necessarily speaking Silicon Valley, it means that do you place the bet on the management of a startup or do you place your bet on the basic idea of the startup? And most investors will tell you that they bet the jockey, they bet the management team, over the actual idea figuring that a management team will actually figure it out.

Mike Blake: [00:04:55] The data – and this is empirically studied. This is actually a fairly old study, but still very good. It was published in the Journal of Finance back in 2011 – called it Do You Bet the Jockey or the Horse? And the empirical study determined that, in fact, the companies that generated the most value in their IPOs were the ones that had kept the fundamental idea, more or less start to finish, but actually had switched management teams.

Mike Blake: [00:05:21] And the reason behind that, I think, is that – again, probably torching this analogy beyond where it needs to go – if you have a slow horse, the best jockey in the world is not going to win the race of the slow horse. They may prevent you from coming in last. They may prevent you from having the horse fall over, break its leg, and you have to shoot it right down the track. But even a great management team can’t take a slow horse and win the Kentucky Derby. However, if you have the fastest horse, an average jockey might win that race because you actually have the fastest horse.

Mike Blake: [00:05:54] So, I think that there’s something to that. So, finding the right idea, finding the right business model, this highlights how important that is. Because if you don’t have the right business, you don’t have the right model – and the data says this. It’s not just Mike Blake talking into a microphone on the internet – the data suggests that there’s only so far a mediocre business concept will take you.

Mike Blake: [00:06:20] And I don’t care if you’re going to have the best management team in the world, and you can dig up Jack Welch and Steve Jobs and everybody else that you might have idolized, Warren Buffett, you’re only going to take that so far. And I guess that’s why I find pivots so interesting, because a pivot is truly an existential decision. I think it is one of the most important decisions that are made in business and probably one that is not as appreciated as much as it should be.

Mike Blake: [00:06:49] So, fortunately, coming on to join us somebody who is either sort of at the later stages or fresh off a pivot, she’ll tell us exactly where she is on it. But joining us is Jocelyn Brady, who is the Creative Brain Jostler and Brainutainer. She is a writer, speaker, and professional brain jostler who thrives at the intersection of comedy storytelling and unraveling the mysteries of the human brain. When she’s not being the Bill Nye of the brain as the creator and a host of her series, Tiny Tips, The Internet’s Favorite Way to Brain, Jocelyn applies her certified brain coaching chops to help creative visionaries tap their brain’s greatest potential.

Mike Blake: [00:07:30] In her past life as an award-winning copywriter, creative director and agency CEO, Jocelyn led narrative strategy and international storytelling training for some of the world’s biggest brands. She also produced and co-hosted Party Time, a stand-up comedy and storytelling show featuring talent who went on to write or perform for Conan O’Brien, Stephen Colbert, and Comedy Central. All while managing to keep her two cats and houseplants alive. And I have seen at least one of the cats and one of the plants, so we do have proof of life for at least one of each. Jocelyn Brady, welcome to the program.

Jocelyn Brady: [00:08:03] Thank you so much.

Mike Blake: [00:08:05] Oh, and before you jump in, I forgot to mention and this is really important, because you’re doing something that I’m struggling to do myself. Jocelyn’s first book tentatively titled, Your Brain is a Magical Ass Hat, is slated for publication next year. Jocelyn, again, welcome to the program and congratulations on writing a book. I’m struggling to do that, but it’s hard to do that in crayon.

Jocelyn Brady: [00:08:28] Oh, man. It’s hard to even think about or talk about writing a book, let alone actually doing it. But, yeah, I highly recommend joining other people coaching program or other people who are doing it. Just like getting some of that accountability, that’s the biggest thing is just creating that structure. Stick with it.

Mike Blake: [00:08:48] So, we have you here to talk about pivots. And as I like to do on the show, just in case somebody was listening who really doesn’t know what a pivot is, when you hear the term pivot, what does that mean to you?

Jocelyn Brady: [00:09:01] I imagine the basketball move like, “Okay. We were going to go this way and now we go this way.” I know nothing about basketball, but people do pivot.

Mike Blake: [00:09:11] They’re doing great. Yeah.

Jocelyn Brady: [00:09:14] Yeah. It’s just changing course, right? Deciding to move in a new direction, and it could be sudden.

Mike Blake: [00:09:20] So, what did your company originally set out to do?

Jocelyn Brady: [00:09:24] Well, when I started in 2008, all I wanted to do was make a living writing. And, you know, it was literally starting with can I earn enough to eat a sandwich today? And then, it started just growing really quickly. I didn’t have any business experiences in my 20s. I didn’t have a plan. I just thought, “I’m good at writing. I’ll figure it out.” And I got into copywriting. And one thing led to another. More clients were coming my way. I accidentally had more work than I could handle, so I hired a team.

Jocelyn Brady: [00:10:02] So, a team of writers and that grew into, not just content development or copywriting, but also then developing the brand voices and narrative strategy. And overseeing their most important projects, like what is the CEO saying in their annual meeting to shareholders? Or, what are you putting in your video scripts? And even overseeing a Super Bowl ad for a big company. And so, we were developing that tone of voice and then training the teams on how to be better storytellers. And like I said, it didn’t really set out with any grand plan or dream or vision. It was just, I just want to make a living writing.

Mike Blake: [00:10:42] And sandwiches. You wanted sandwiches.

Jocelyn Brady: [00:10:45] I wanted sandwiches to feed myself, I guess.

Mike Blake: [00:10:48] Yeah. And your cats wanted kibbles or Fancy Feast, whatever you feed them. We feed our children, it seems to keep them happy. So, you started this thing and it sounds like it was pretty successful. If anything, maybe so successful that in itself provided a challenge. What were some signs that things in this company weren’t meeting your expectations?

Jocelyn Brady: [00:11:15] I started to get bored. I started to almost resent the projects that were coming in. And I knew that’s not a good place to be. You don’t want to resent work coming in or pass that along to the clients themselves. It’s just a horrible way to approach something and to work with people. So, I think it was just the itch, like it’s not fulfilling. And a lot of times when you start something, you grow up or you excel, and you become now a manager of people, and you’re doing less of the thing that you started doing.

Jocelyn Brady: [00:11:53] It’s like a story as old as time in any company or large corporations, especially. You’re really good at a skill and then you get promoted and you’re like, “Wait a minute. Now, I’m just doing completely different things.” Making sure the business is functioning, and that we have good cash flow, and are the people doing their jobs, and how do we manage when people are out or leave or get vengeful or nobody’s gotten vegetable. You got to prepare for all the scenarios. So, I think that was the main thing is just feeling misaligned with what I was doing.

Mike Blake: [00:12:28] You know, it’s interesting you bring that up, because I think that one of the most underappreciated differentiators of a Bill Gates, of a Sarah Blakely, of a Steve Jobs, and Mark Zuckerberg is that, in addition to all the things that people know they brought to the table, their innovation, their energy, their messaging, and so forth, their vision, but also the skillset and the desire to run and thrive in a startup as well as in a Fortune 100 company. That is not easy to do because you’re not just scaling a person, you have to scale yourself.

Mike Blake: [00:13:15] And not to go all self-help guru here because I’m not it, but not many people can make that journey or want to make that journey. Because, when you’re running Apple, it’s not the same thing as writing code, and being in there, and designing the products and everything. Which I suspect was probably the case with Steve Wozniak why he sort of took a less prominent ride. I don’t know, Stevie. I call him Stevie. He calls me who the hell are you? But I suspect that’s kind of what happened, you know, listening to his interviews, reading what he writes, he would not have had any fun and probably not a lot of success running that kind of company.

Mike Blake: [00:13:54] And it sounds like a little bit of that may apply to you, too, that you started to get far away from what you were doing because of the way the company is growing and somebody had to run it.

Jocelyn Brady: [00:14:03] Yeah. Yeah. And I mean, there’s still things that I did love. So, the more I was doing the workshops, I realized that I really loved interacting with people, coming up with ideas on the fly, helping people pull out the creative ideas, and just that live interaction. And you never know really what’s going to happen.

Jocelyn Brady: [00:14:29] And I still love writing, obviously. I’m working on a book and I’m also working on a really big network project. But I take those few and far between because now I realize, if I’m working on a project or I’m outsourcing my writing skills, I have to absolutely love this project. That became very clear. And on the other side of that is, I love spending my time just working directly with people and things where you’re not sitting alone banging your head against the wall going, “Oh, help. Just be here writing.” So, even when we had a pretty significant team, everybody was working remotely. We rarely got together, so it can be lonely even as part of a team.

Mike Blake: [00:15:11] I would argue sometimes it’s lonelier, because, to me, one of the biggest challenges of leadership is to sort of get out there and put a smile on your face when it’s the last thing that you want to do. And when you’re responsible for the care and feeding of a team that has entrusted you to become the platform of their careers and, in some cases, their life satisfaction, that is a very lonely place to be.

Jocelyn Brady: [00:15:41] Yeah. And it could be really scary. And it’s really helpful to connect with other entrepreneurs and people running businesses because you just simply can’t relate to what it’s like, to feel responsible for, not just yourself, but all the other people who are looking up to you like, “What’s happening next?”

Jocelyn Brady: [00:16:03] And let alone – I’m sure we’ll get more into this – COVID, as for many of us, was like, “Oh, everybody is going to hell.” And that’s when all my big contracts vanished. So, the ones I didn’t want were no longer a problem. But it was terrifying because I now had to let my team go. I had to tell them, you know, “There’s no more work. And I would love to keep you around, but I can’t pay you.”

Mike Blake: [00:16:33] I’ve never had to let a whole team go, but I have let people go in my career. But I got to imagine that conversation or series of conversations – I don’t know whether you did it in a group or you did it individually. I’m sure you didn’t do it like that button CEO did it over Zoom and calling people thieves on the way out. I’m sure you didn’t do it that way – that’s got to be the hardest conversation, one of the top five you’ll ever have in your life.

Jocelyn Brady: [00:17:07] Yeah. It’s like a divorce, right? It’s just not working out between us. There’s a lot of emotion. And I got to say, with my longtime assistant, she was five or six years this one, and I absolutely loved her and I knew that she wanted to get more into filmmaking. She’d been doing, but she really wanted to move to L.A. and try it for real. And I really wanted for her to do that. So, when this came around, I think for both of us, it was like the best breakup I could ever imagine because it was sad and we were really emotional, but also really glad for each other. She decided to go to L.A.

Jocelyn Brady: [00:17:52] She just got a role – I think I’m allowed to talk about it now – Haley Joel Osment is in it, James Franco – wait. Sorry. The other Franco directed it, Alison Brie. So, anyway, I couldn’t imagine a better outcome. And I think when you have people’s best interest in mind and you’ll be as vulnerable as you can and say what’s really happening, that’s really, really scary and can be really hard to do. And I think it takes a lot of practice. I don’t think a lot of us are well-versed or trained to do that.

Jocelyn Brady: [00:18:27] Especially in a business setting, there’s this idea you need to be professional and you can’t say emotional things. But, to me, that is crucial and really important for human development, relationships, behavior, all of it.

Mike Blake: [00:18:45] Yeah. And I think it’s rapidly becoming best practices too. You know, the world has changed, obviously. It’s an open question to what extent we’ll go back to in 2019. It’s not going to be 100 percent, I think we all know that.

Mike Blake: [00:19:02] So, your pivot story, it sounds like that COVID accelerated a pivot that might have happened anyway because you really weren’t loving what you were doing. Is that fair?

Jocelyn Brady: [00:19:13] Yeah. Exactly. It had been on my mind for a year and I’d been talking to my team about making transitions. And, yeah, that came along and I was like, “Well, I guess decision made. You’re doing it now.”

Mike Blake: [00:19:28] So, COVID happens. You let your team go. What do you do the next day?

Jocelyn Brady: [00:19:38] Cry a lot, you know, mixed feelings. I was really excited about a new direction, but also terrified. And it’s so difficult to have built something up and then it’s completely gone, in a sense, where it’s starting over. It’s just me again. I have nothing. I have enough to sort of buy a few months, thankfully. But other than that, it’s like, “What am I doing?”

Jocelyn Brady: [00:20:10] And that’s not entirely true, because I did have the four years prior or 2016 or 2017, I got certified as a brain coach. But it’s something I sort of kept secret, because as someone who works with words, I couldn’t wrap my head around how to love the word coach. I hated it. I hate the word coach. The baggage I feel it comes with, it seems so phony. I just had all these unhealthy attachments to the meaning of the word, the meaning I was making.

Jocelyn Brady: [00:20:37] And at the same time, I was still doing it, still coaching people in private for four years. It was just now I got to, “If you really want to be doing this, own it. If you really want to be speaking, tell people you are a speaker. Go out there and speak. Go do the thing. You’ve got nothing to lose now. You got everything to gain.” Because, otherwise, we’ll just be moving with the cats into the crawl space and hope the new landlord doesn’t know or the owner doesn’t know.

Mike Blake: [00:21:10] So, I’m going to ask you sort of a semi-unfair question, but I feel like I want to ask it anyway. COVID gave you kind of the jolt, if you will, sort of forced the pivot on you. Do you think if the pandemic hadn’t happened, you would have made a pivot like this anyway?

Jocelyn Brady: [00:21:29] I’d like to think so. I think eventually I would have. Definitely, I do know that once I decide I’m doing something with full conviction, I’ll do it. But I definitely think it would have taken me longer. I would have had feelings about not wanting to let my team go. And so, if they don’t want to come with me on the new ride, then that would have been the end of that anyway. So, yeah, it’s always hard to say. And you never know what you’re like until really confronted with the situation.

Mike Blake: [00:22:07] That’s true. That’s entirely fair. So, I have to get back to something because I do think it’s a polarizing word, and that is the word coach. And I’d love to hear your perspective on it. My view of the word has changed over the years, but I don’t want to suck all the air out of the room. Tell me why you have such a negative relationship with that word.

Jocelyn Brady: [00:22:36] I think I did not have a lot of exposure to coaches or to good coaches in business, life coaching, whatever the case. Not counting basketball coaches, which, as we’ve established, I know nothing about. But when it comes to that mindset, and direction, achieving goals and that sort of thing – I don’t necessarily want to badmouth some of the big hitters that we see. But it’s easy. It’s easy to shoot arrows at the people standing out in front – I just did not like what I saw. I did not like this feeling that you have to look a certain way, you have to look kind of polished and perfect, and you have to come across it’s always positive and optimistic. And there’s a ton of value in that.

Jocelyn Brady: [00:23:25] But let’s get real. Sometimes life sucks and that’s okay. Let’s deal with the full spectrum of the human experience. And it just felt like there’s a lot of charade out there, and a veneer, and just not authentic sales driven behavior at the expense, a lot of the time, of people’s real mental health that can be damaged in the process.

Mike Blake: [00:23:55] I think there’s something to that. So, we’re segueing into kind of the different part of the conversation, which is fine. But I think in fairness, when I first started running across coaches – I’m a little bit older than you are – I started running across coaches about 15,20 years ago. I didn’t find very many of them to be particularly impressive. I didn’t find many of them to be people like saying, “Oh. Well, this person is worth paying 200 bucks an hour instead of the people who I do respect and are giving me lots of awesome advice for free.” I didn’t see a lot of that.

Mike Blake: [00:24:32] And I do think that there still remain coaches that, you know, sort of come from the school of those who can’t do teach. And we’ve actually had a podcast and I had my professional coach on, and we went through some of that – and maybe I’ll revisit that topic as well. But I don’t think that you’re being unfair. I mean, coaching is largely unregulated. The certifications are very disparate. You know, what does one mean versus another? How meaningful are they at all, et cetera? And, candidly, the quality of coaches is quite variable.

Mike Blake: [00:25:15] So, I don’t think you’re necessarily painting them with a broad brush. I think just the reality of life is that, if you see a pattern over and over and over again, that’s going to be the pattern that is associated with you. At some point stereotypes do come from someplace. They weren’t just made up. They occurred because enough people observed enough behaviors that they start to become an easy way to characterize people rightly or wrongly.

Jocelyn Brady: [00:25:46] Yeah. And I think we haven’t seen or been exposed to it’s like a self-fulfilling prophecy to you think it’s going to be a certain way. And then, you just start seeing it that way and you start looking for those types of people. And that’s kind of all we saw. Like white bread coaches, it’s just sort of the same message. One might be a foot taller than the other. That’s about the only difference. They all just seemed the same.

Jocelyn Brady: [00:26:15] The big discussion that’s been coming up in the last year plus – it’s been coming up a lot longer than that – who are we representing? Who are we putting out there? The diversity and thinking backgrounds, ethnicity, behaviors, we need to see more of that. And I do see that happening, and maybe it’s because I got more into it so I started looking at who else was out there who didn’t have the huge reach and the number one spot on YouTube, et cetera.

Mike Blake: [00:26:46] And I think the numbers also support it. Putting coaching aside for a second, we both know everybody listening to this knows about the great resignation, the great job hop, whatever you want to call it. And I think money is a big, big part of that. Let’s be real, money matters. More money, you have more sandwiches you can buy, and better sandwiches like wheat bread.

Mike Blake: [00:27:16] But this is also sort of the great reckoning with authenticity. You know, being in an organization where you just don’t fit and you try to make yourself fit because you feel like you have to. And I’ve been through that scenario. It is wearing. It is draining. It beats on you constantly. And, now, that people have an opportunity where labor has leverage for the first time in our economy in a very, very long time, you’re seeing just people vote with their feet.

Mike Blake: [00:27:48] My job, for example, as an employer is not so much to give people jobs. It never was. But as much as it is to provide solutions for my clients, it’s also to provide the right platform for my people to thrive, ultimately, maybe with us, maybe someplace else. They’re not going to retire with me, statistically speaking. I know that and they know that, and that’s okay.

Mike Blake: [00:28:14] But I do think that authenticity piece is real. And I think coaching is becoming more respected because, I think, coaches are now embracing and understanding for that need for authenticity. It’s no longer about turning yourself into the template that the market wants. But, rather, understanding what your own template is and bending the rest of the world around to your will.

Jocelyn Brady: [00:28:43] Yeah. Putting yourself out. It’s the whole light attracts light thing. Just put who you really are out there and then you will attract the type of people that you will probably work well with. If you’re putting out some phony shit, it’s not going to be fruitful for anybody. It’s probably a lot more damaging.

Jocelyn Brady: [00:29:07] You know something? It really drove me nuts, too, when I was doing a lot of these storytelling workshops in particular. I would see how people in office settings where it seemed there’s so much fear-based leadership, because if the leaders themselves aren’t courageous enough to put themselves out there and to be vulnerable and to say what’s really on their minds, you have to have some filtering and compassionate communication skills are good in this.

Jocelyn Brady: [00:29:40] I was just hearing about – what is it? – radical candor and sort of some people hating on it. I was like, “Yeah.” There’s a line to walk or balance. But be you. And if you’re not happy, you need to find a way to express that. And if that can’t be resolved, you need to get out because it’s just going to cause everyone to suffer.

Mike Blake: [00:30:04] And because of that – and believe it or not, audience, this actually does relate to the actual topic – this is actually what we’re seeing is a great pivot. Lots of people are pivoting their lives because they’ve been forced to reckon with things in their lives, personal or professional or both. There’s nothing like being in lockdown with your family for a while to find out if you actually like them or not. I mean, that will send a very clear signal as to what your relationship really looks like.

Mike Blake: [00:30:36] So, I’m curious – I think you have a really interesting answer for this. No pressure – when you decide that you’re going to pivot or the pivot happened, what was the hardest thing for you to leave behind?

Jocelyn Brady: [00:30:52] The first thing that pops in my head is money. Just going ahead, a regular –

Mike Blake: [00:30:57] Money is a thing.

Jocelyn Brady: [00:30:58] The least interesting answer I can think of. It’s knowing I have reliable income. So, I empathize a lot with people who are afraid to leave a job because that’s all you know and that’s what you need. You’ve got to pay the bills. So, that’s one thing. And I think it’s also a form of your identity in a story you had about yourself and what you’re doing in the world, and what you mean to people, what you bring, what kind of value you have. And now you’re at the reckoning, you’re at ground zero, and you have to decide what of those things are still true and what do you want to be true.

Mike Blake: [00:31:37] When you pivoted, did you have any kind of template? Was there somebody that you knew that had done something similar? Or was there an example of a company, individual, or organization that made a successful pivot that made you think, “Okay. There are lessons I can take from this thing.” Or, maybe mentors that helped you along the way?

Jocelyn Brady: [00:31:58] So, when I was first getting up the nerve to put myself out there as brain coach speaker, I found a coach who was previously a copywriter and transitioned, made the pivot to become a creative director. And I thought she’s going to understand what it’s like, not just making a transition, but also we have very similar backgrounds, and to just understand this world. So, working with her was instrumental in just having that empathy and also a really good coach. So, that gave me even more confidence of like, “Okay. I found a good coach and it’s continuing to change my perception.” Also, now I’m putting myself out there, so this is working.

Jocelyn Brady: [00:32:52] Her name is Hilary Weiss. She comes to mind immediately. And then, as far as what I was doing exactly, I felt like it was a bit nebulous. Jeff Chrysler is one of my favorite humans. He is a writer. He started as a lawyer and then he decided to become a stand-up comedian. And then, he got into behavioral science. And he now works in a company, quite a big one that I’m losing the name of – J.P. Morgan. And so, people like that who didn’t follow a linear path. Because it’s very difficult if you don’t have a blueprint. You’ve got to make it up as you go. And it’s just nice to see other people who’ve done that.

Mike Blake: [00:33:41] Now, I asked you earlier about what you had to let go in order to pivot. I wanted to ask the flip side of that, what did you take with you? What was valuable that you made sure from your previous experience you’re going to take with you to that next journey?

Jocelyn Brady: [00:33:58] On the very tactical, level writing skills. Everybody needs them. Storytelling and writing skills, because no matter what you do, no matter where you go, you’re going to have to learn how to communicate it and tell a good story. And so, that is lifelong. And it’s always going to be a part of what I do and who I am. And I think the courage to step out into unknown places.

Jocelyn Brady: [00:34:31] I grew up on an active volcano. When I was seven, my house burned down. We were homeless. And so, I think from an early age, after my parents split, this is a very early age of learning resilience or rebuilding and having a perspective that things can disappear. Nothing will last forever. But you will be okay or you’ll be dead. And maybe you’re still okay when you’re dead. But you will figure it out.

Jocelyn Brady: [00:35:02] I love that quote by Oscar Wilde, it’s like, “All of us are in the gutter, it’s just some of us are looking up at the stars.” And I think that it’s like you still have somewhere to go and keep going in that direction. There’s no rush or race or anything. And it’s important to kind of watch your step sometimes. But I love that notion of just keep looking up at the stars.

Mike Blake: [00:35:28] So, I know my listeners are going to kill me if I don’t ask this question. Where was this volcano that you grew up on?

Jocelyn Brady: [00:35:36] Oh, yeah. The Big Island of Hawai’i. And I haven’t been back since 2018. There was another eruption that displaced my dad again, so he moved to Maui to a town called Haiku, which is great because he’s been writing haiku for longer than I’ve been alive. Yeah, that’s my upbringing.

Mike Blake: [00:35:56] Okay. Interesting. We sort of forget that Hawai’i basically is a chain of volcanoes.

Jocelyn Brady: [00:36:03] Yeah. There’s five on the Big Island alone. And then, you know, I just read they discovered a new one they hadn’t known about before further up in the atoll. I forgot, it’s like three quarters of the size of the Big Island. That’s one volcano. It’s the most massive volcano they’ve ever discovered on Earth. It’s long dead, but they’ve just found it under the sea.

Mike Blake: [00:36:25] I was going to ask, it’s probably not above water. It must still be below sea level then.

Jocelyn Brady: [00:36:28] It’s an ancient fossil volcano.

Mike Blake: [00:36:35] I mean, do you consider yourself having pivoted or are you still in the process of doing that?

Jocelyn Brady: [00:36:45] That’s a great question. I think my answer is yes. Because I think there’s a part of me that wanted to erase and eliminate everything that came before. And it’s like I’m never touching words or writing or doing outsourcing. And then, this project came along. It’s actually currently writing about a women’s sports team. I don’t want to say too much. So, I said yes to it because I couldn’t not say no. It was too cool. It was too exciting. And I knew I would do a good job at it.

Jocelyn Brady: [00:37:25] So, while I said I’m never taking on another writing project, this came in. I think you’re always in motion. So, the pivot could be kind of like you go back over here for a bit. And you look over here and it’s a new direction, but there’s some things that I’ll still take with me.

Mike Blake: [00:37:46] Are there new skills that you’ve had to learn maybe that you weren’t expecting or maybe you didn’t expect to have to study so much in order to make this pivot to where you’re going now?

Jocelyn Brady: [00:37:56] Oh, man. Marketing yourself. I used to just be the person telling other people what to do. And, now, I’m going to put my own face out there. I think you may have found me from the Tiny Tips video. I think that might have been something on LinkedIn. So, I started figuring it out. Like, “All right. Well, no one’s going to know what you do if you don’t tell them. Hello? So, put yourself out there.” And that’s been a learning curve.

Jocelyn Brady: [00:38:25] And, really, it’s more time consuming than I thought it might be. Let alone, as you know, creating a podcast or video, and just the editing, and the production. And there’s a lot more involved than I think you might imagine at first. It’s not just make this cool little thing and put it out there. No. Being more strategic and thoughtful about the kinds of stuff I’m putting out there and when.

Jocelyn Brady: [00:38:48] So, I’m actually working on a full content plan, which it’s just hilarious to me that I did not do that for myself, but I spent, like, 13 years doing that or helping other people do that. So, I think it’s applying stuff that you might know, but now you have to do it to yourself if you’re in that position of marketing yourself.

Mike Blake: [00:39:07] We’re talking with Jocelyn Brady, Creative Brain Jostler and Brainutainer. And the topic is, Should I pivot? You know, that’s really interesting. I think a lot of us, as we kind of move along in life in our professional lives, particularly if we ever strike out on our own, we do confront the fact that we’re going to find out if everything we’ve been telling other people to do actually works.

Mike Blake: [00:39:39] I have my own single shingle for about three years or so. And that was the narrative I basically told people, “How is it?” And what we’re going to find out, if any of the advice I’ve been giving people the last ten years or so is any good at all, right? And, fortunately, it turned out that it was reasonable. But to be perfectly candid, it was a little disconcerting to sort of confront that because I did sort of internalize, rightly or wrongly, this is not just about me, but this is actually about how I have held myself out as an adviser to other people and still doing that.

Mike Blake: [00:40:18] And if I can’t even make a go of a sole practitioner, then I’m really going to have to take a step back and reevaluate myself. Probably go get a PhD and Old Norse or something and just make a living out of reading Viking sagas or something. That was sort of the fallback plan B. My wife was happy I didn’t go there. So, I can totally see how it’s jarring when, all of a sudden, you’re looking around, “Who am I going to tell to do this? Oh, nobody. It’s me.”

Jocelyn Brady: [00:40:48] Yeah. Yeah. “Oh, God. Is my advice to myself good? Can I live up to my own standards?”

Mike Blake: [00:40:58] So, where is the business? How would you characterize the business now? Tell our listeners about exactly kind of what you do and why you love it. And has it been a good move for you since you did it?

Jocelyn Brady: [00:41:15] Yeah. So, I started with just stepping into one-on-one brain coaching, and putting myself out there for that and seeing how I could make that work. And it worked. And it’s not that I couldn’t believe it, it was just like, “Wow. Fast.” And the reason I love that is – what I like to say is – helping you create what you most want before you die. No big deal. So that, to me, I couldn’t think of anything cooler than helping people create that thing, whatever it is to them.

Jocelyn Brady: [00:41:51] Some people, it’s one person always wanted to start an art gallery, and she did that. One person who wanted to write a children’s book, and she did that. Another person wanted to quit his job, make a pivot into a totally new career and make six figures, so he did that. And it spans the gamut from really personal, sometimes it’s more nebulous. Like, “I just want to have more fun in my life and have a better relationship with my kids, because my business is going really well.” And then, it’s the flip side of, “I’m just starting my business and I want to figure it out and make it work.” That is extremely fulfilling.

Jocelyn Brady: [00:42:32] And then, in the next year, I’m going harder on really speaking in workshops. So, back to doing some more workshops again – I love them – around storytelling, but also around perspective and communication skills and play creativity.

Jocelyn Brady: [00:42:52] And I picked up some speaking gigs this year. I got to speak at the 3 Percent Conference, and – oh, man – it’s so much fun. Basically, it’s a show up and talk story, and sometimes interactive, sometimes more interactive than others. And it’s like going out and being a stand-up comedian without having to put on all the work. Or you don’t have to go to the open mics every single night and no one expects you to be funny. It’s great.

Jocelyn Brady: [00:43:19] As you read in my intro, I absolutely love stand-up comedians. I hosted them. I never did it myself, but they have the most amazing work ethic and are just incredible students and minds. And so, I feel if I can tap some of that in some of the work that I do that I’m also really fulfilled with that.

Mike Blake: [00:43:42] You could do stand-up comedy, I think.

Jocelyn Brady: [00:43:45] You know, I was thinking about if open mics are a regular thing for a while, I might go check them out. I think it’s really good to put in the reps and to feel. A friend of mine actually just challenged me last week. He said, “I will go do another stand-up set if you do it.” And I was like, “Okay. I’m ready to go flail around.”

Mike Blake: [00:44:09] Jocelyn, we’re sort of running out of time here. I want to be respectful of your time. There are probably topics that we might have covered that our listeners wish we would have done so, but didn’t. Or maybe they would have liked us to go deeper on something that we did talk about. If somebody wants to follow up with you for more information, can they do so? And if so, what’s the best way to do that?

Jocelyn Brady: [00:44:31] Yeah. jocelynbrady.com. jocelthem, J-O-C-E-L-T-H-E-M, like them, not you, not us, on Instagram and YouTube. Also, what else do I got for you? LinkedIn, Jocelyn Brady.

Mike Blake: [00:44:48] Well, that’s going to wrap it up for today’s program. I’d like to thank Jocelyn Brady so much for sharing her expertise with us.

Mike Blake: [00:44:54] 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 would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn Group called A Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

 

 

Tagged With: Brady Ware & Company, Brain Coach, career pivot, career strategy, coaching industry, Decision Vision, Jocelyn Brady, Mike Blake, pivoting your business, Scribe Story Studios, storytelling

Decision Vision Episode 149: Should I Become More Extroverted? – An Interview with Ray Abram, TechCXO and author of Connect Like a Boss

December 30, 2021 by John Ray

Ray Abram
Decision Vision
Decision Vision Episode 149: Should I Become More Extroverted? - An Interview with Ray Abram, TechCXO and author of Connect Like a Boss
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Ray Abram

Decision Vision Episode 149:  Should I Become More Extroverted? – An Interview with Ray Abram, TechCXO and author of Connect Like a Boss

If connections and the quality of one’s network are a vital aspect of success in business, then how do introverts succeed? Should they become more extroverted? Joining host Mike Blake, Ray Abram of TechCXO and author of Connect Like a Boss discussed misconceptions about introverts, what it means to be an introvert in business, the impact of a digitally transformed world, managing introverts, and much more. Decision Vision is presented by Brady Ware & Company.

Ray Abram, CISSP, PMP, CSM, Senior Consultant at TechCXO

Ray Abram, CISSP, PMP, CSM, Senior Consultant at TechCXO

TechCXO provides companies with on-demand executives. TechCXO was founded on the premise that high potential companies can greatly benefit from proven, interim executives who they otherwise may not be able to access due to cost, availability, or because they do not necessarily need them full time. Our purpose is to provide the best executive talent available… on demand.

Ray Abrams knows what it’s like to overcome introversion and lack of confidence. As a self-proclaimed super-shy kid, he has risen out of mediocrity to find the success he previously only dreamed about.

For decades, Ray, a graduate of Hampton University in Virginia moved from job to job never finding the level of success he sought. Until one day he read an article on LinkedIn that said over 80% of jobs and opportunities come through people that we know. Eureka! Ray then began amassing a wealth of knowledge on how to build what he calls a “Circle of Success”.

He has since used that knowledge to not only change his life, but put countless others on the path to realizing their dreams through the people that they are connected with.

In his first book, Connect Like a Boss, Ray shares his fascinating experience on the strategies he used to become the best version of himself and fill his contact list with the people who could help him get what he wanted out of life. He is uniquely qualified in the fundamentals of identifying goals, working a room, and building long-term connections with intention. His mastery of these fundamentals can help your group triumph in this time-crunched, disconnected world.

Ray Abram’s message about the Seven Steps to Building Lasting Business Relationships, based on the science of building intentional friendships, resonates with diverse audiences at every level. He helps executives and entrepreneurs learn the art of prioritizing, categorizing, aligning, and pinging their contacts to maximize the value of their personal relationships in an efficient. effective way. Ray has delivered his networking and relationship strategy experience to such companies as Viacom, AT&T, Coca-Cola, and Cox Media, to name a few.

Personal website | 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®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

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: [00:00:44] 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.

Mike Blake: [00:01:08] And by the way, as an aside, now that the new college football rankings have come out, it looks like at some point the University of Georgia and University of Cincinnati will be playing in football. So, that’s going to be an interesting clash between our two offices.

Mike Blake: [00:01:21] Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols. If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. I also recently launched a new LinkedIn Group called A Group That Doesn’t Suck, so please join that as well if you would like to engage. If you like this podcast, please subscribe on your favorite podcast aggregator and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:55] Today’s topic is, Should I become more extroverted? The reputation of introverts is that they or we are aloof, or awkward, or loners, nerdy, unfriendly, shy, strange, withdrawn, probably other things. And an academic study found that extroverts are 25 percent more likely to be in a high earning job than those who are less outgoing. According to elegantthemes.com, high profile introverts include Bill Gates, Elon Musk, and Warren Buffett.

Mike Blake: [00:02:29] And it’s estimated that introverts make up between 25 to 40 percent of the population. I wonder if that’s even understating the number of introverts, because I’ll bet you a lot of introverts don’t respond to the surveys. They probably don’t answer the phone. But anyway, I guess that’s the sort of selection of survivorship bias there.

Mike Blake: [00:02:50] And I’m interested in this topic because I’m an introvert. I’m not the big outgoing guy, for sure. And I work in a pretty introverted industry in accounting. And the joke is, you can tell if an accountant is extroverted because they’re looking at your shoes when they talk to you.

Mike Blake: [00:03:13] And I can tell you for sure that my wife’s biggest fear with me is not that I’ll cheat on her or anything like that. First of all, I don’t have the time management skills. She knows that for sure. There’s no way I could lead a second life. But her biggest fear is that I’ll be selected for the Mars mission because being put into a spaceship by myself for two years and there’s no real time communication, there’s 20 minutes in between transmissions, I’m like, “In, baby. Sign me up.” Except they don’t need an old fat guys to the Mars mission, so it’s unfortunate. I’m not likely to be a candidate for that.

Mike Blake: [00:03:48] So, this should be an interesting conversation. Joining us today to help us with this is Ray Abram of TechCXO. Ray knows what it’s like to overcome introversion and lack of confidence. As a self-proclaimed super shy kid, he has risen out of mediocrity to find the success he previously only dreamed about. For decades, Ray, a graduate of Hampton University in Virginia, moved from job to job, never finding the level of success he sought. Until one day, he read an article on LinkedIn that said over 80 percent of jobs and opportunities came through people that we know.

Mike Blake: [00:04:23] Eureka. Ray then began amassing a wealth of knowledge on how to build – what he calls – a circle of success. He has since used that knowledge to, not only change his life, but put countless others on the path to realizing their dreams through the people that they are connected with. In his first book, Connect Like a Boss, Ray shares his fascinating experience and the strategies he used to become the best version of himself and fill his contact list with the people who could help him get what he wanted out of life.

Mike Blake: [00:04:52] He is uniquely qualified in the fundamentals of identifying goals, working a room, and building long term connections with intention. His mastery of these fundamentals can help your group triumph in this time crunched disconnected world. Ray’s message about the seven steps to building lasting business relationships based on the science of building intentional friendships resonates with diverse audiences at every level. He helps executives and entrepreneurs learn the art of prioritizing, categorizing, aligning, and pinging their contexts to maximize the value of their personal relationships in an efficient, effective way.

Mike Blake: [00:05:29] Ray has delivered his networking and relationship strategy experience to such companies as Viacom, AT&T, Coca-Cola and Cox Media, to name a few. Ray, welcome to the program.

Ray Abram: [00:05:40] Thank you. Thank you very much, Michael.

Mike Blake: [00:05:43] So, I mean, doesn’t this sort of set up for some kind of bar joke? Two introverts are going to talk to each other over a podcast? I wonder if our listeners are thinking that there’s just going to be 30 minutes of dead air or the occasional cough. So, we have some work to do. But I think a lot of people misunderstand introverts. And so, I’m going to actually start with that.

Mike Blake: [00:06:10] You know, I am an introvert. My passions tend to be introverted. You’re not going to see me posting pictures on social media with me at a party of, like, 20 people. Never going to happen. Not intentionally, anyway. How are introverts like us most misunderstood?

Ray Abram: [00:06:29] Well, I think the biggest thing that people misunderstand about introverts is – you actually summed it up. I wish I could have had some of that preview because I think you summed it up – people think introverts are nerdy and arrogant. I think that’s really kind of the biggest misunderstanding. I’ve had that all my life as an introvert, is, people assume because I’m kind of standoffish or I’m standing to myself that I don’t want to be involved with them, that I think I’m better than them. And that’s a huge misunderstanding that limits introverts.

Mike Blake: [00:07:10] So, what was that moment that said, “You know what? I’m too much of an introvert.” Or maybe that’s not a fair question, we’re going to come back to that. But you decided that that was being a barrier to your own success.

Ray Abram: [00:07:26] Yeah. It was that last layoff. Part of being in technology and consulting, particularly, or contracting, every year or so, the company says, “Okay. It’s October, it’s fourth quarter, we got to let some people go.” And I always seem to be on the let go side. And we know we have to keep some people and let some people go. And then, it would always take me, you know, months to find something new.

Ray Abram: [00:07:55] And it occurred to me that in all these times it happened, I could always blame somebody else. But it occurred to me that I was the common denominator. And so, once that it happened that one last time I said, “I do not want this to happen again and so I need to fix my ability to connect with people.”

Mike Blake: [00:08:18] Now, I wish I had that excuse. The last time I got fired from a job was about 25 years ago. I was fired because I flat out sucked at it. It didn’t matter if I was an introvert or extrovert, I sucked at it and I was glad when they fired me. It was a bad match from day one. We could go off on a tangent, but I won’t.

Mike Blake: [00:08:39] So, when you were fired from that job, why do you think it was because you’re an introvert that led to that? What was it about being an introvert that puts you in the firing line do you think?

Ray Abram: [00:08:49] It’s just the connection. I think people hire and keep people that they like. It’s unfortunate. I mean, it would be great if the world was fair. But people look out for their friends. And I wasn’t good at making friends. I wasn’t seen as a guy that, “But we can’t let Ray go. Everybody loves Ray.” While I’m a very nice guy and very personable, I do my job, I wasn’t good at building that connection that would make a manager as they’re going through the list, “I got to let 20 people go. I can’t let Ray go.” So, I wasn’t good at that.

Mike Blake: [00:09:30] I wonder if there’s a demographic that people who are introverts are more likely to listen to podcasts? I’ll bet you they are. But let’s say for a second that somebody listening to this podcast and they’re trying to self-diagnose, am I an introvert? And more importantly, am I an introvert to the degree that it’s starting to get in the way of my success? What are some signs that I can make as a self-diagnosis to start taking stock and say, “Hey, this is something that maybe I need to take a look at changing or adapting my environment to?”

Ray Abram: [00:10:10] It really comes down to happiness. There’s nothing wrong with being an introvert if you’re happy. I think you mentioned, if they put you on a space capsule for two years, you never have to talk to anybody, you’d be ecstatic. However, if you’re suffering because you’re not getting invited, I think the thing, too, with introverts is that we crave to be invited. We just don’t want to go. So, as a human being, you crave connection.

Ray Abram: [00:10:42] And so, that kind of feeling like you’re not fitting in, feeling like you’re in bad relationships because you feel like nobody else will even be bothered with you. And so, you become unhappy and it feeds on itself. And then, that unhappiness kind of you get the schleprock effect, then you start to push people away. So, you don’t get what you want in life because you aren’t good at connecting with people. And that leads to unhappiness, if that makes sense.

Mike Blake: [00:11:20] And you bring up kind of you want to be invited, but you don’t want to go. There’s a certain level of empowerment that comes with that, too, isn’t there? I mean, you’d rather be in the position of saying, “I appreciate it, but I’m going to sort of hang back.” As opposed to not being invited at all. You wind up in exactly the same space, but the path by which you get there makes the difference, doesn’t it?

Ray Abram: [00:11:46] It absolutely does. Because when you look at social media, that made it even worse. It was already that FOMO was a thing back when we were kids. However, now, it’s really in your face and you look and you see your “friends” are out having a good time and enjoying themselves and nobody thought to call you. Or it was the event of the year and you didn’t even know about it. And that can lead to FOMO, for lack of a better word. But you still may not go even if you knew. But that feeling of not being invited is hurtful.

Mike Blake: [00:12:24] And it’s not just FOMO, it’s actually just MO, right? You’re missing out. It’s not just fear of missing out, you’re actually missing out because you’re not plugged into the network that makes you aware of those things. And there’s only a certain amount by which people will go that far out of their way to make sure that you’re plugged in. You got to kind of meet people part of the way, if not halfway, maybe at least a quarter of the way.

Mike Blake: [00:12:52] So, your personal experience was about losing jobs, but now you’re sort of more on the top of the org chart, if you will. So, you’re not going to lose jobs anymore because of your introversion. From where you sit now, where does the introversion/extroversion divide kind of play into how you conduct yourself and how you gain success in your professional life?

Ray Abram: [00:13:18] Wow. This question comes up a lot, how do I become more extroverted? And so, that’s the one thing I do want to clear up is that, it’s not about becoming extroverted. It’s about understanding your natural tendencies. Like, I’m lefthanded. When I was little, everybody wanted me to write righthanded. There’s just certain things we have natural tendencies to, but you adapt and you say – for me, it’s about understanding – “I don’t like large crowds. I don’t like speaking up when I’m in a group of 20 or 30 people. But I do very well with one-on-one.” So, it’s about staying in touch with people one-on-one or two-on-one, you know, having lunches, calling, coffees.

Ray Abram: [00:14:08] So, I just had to do different things that helped me leverage my introversion. But I just have to do it differently. I can’t get 20 people together because then I feel uncomfortable.

Mike Blake: [00:14:20] So, you bring up a point I want to make sure that I hit today, and this is as good a time as any because it’s a nice segue. I don’t think that you’re saying like introverts need help per se. This term is used elsewhere in life, but you’re born that way. That doesn’t necessarily mean you need to change fundamentally who you are. But I think what you’re saying is that you need to recognize that about yourself. And then, kind of like a coach, put yourself in a position to be successful.

Ray Abram: [00:14:50] Yes. That’s absolutely right. So, you have to train differently. Use a sports analogy, you just have to exercise differently to work on the parts that you need to work on. And so, being an introvert, I know that I don’t like a lot of crowds, but I do very well in small groups and have good conversations.

Ray Abram: [00:15:16] And, also, there’s another thing I want to make sure we touch on, too, is that there’s a difference between introversion and shyness. And those two terms get conflated quite a bit. Introversion is about you live in your head, you have conversations with yourself. Shyness is more a fear. It’s more about fear and shame. I’m afraid of what’s going to happen if people find this secret out about me. Or you have this feeling, “I’m going to trip over my feet or my trip over my words.” And so, the shyness is something that you can fix. But introversion is something that you cannot and it doesn’t need to be fixed.

Mike Blake: [00:15:59] Talk to me about how digital transformation has changed the world of the introvert. My personal experience is, I think it’s been great. We’re now in a situation where I can politely turn down a hug because I can plausibly say that it may lead to a lethal disease being transmitted. But I think it might be a two edged sword, talk about how digital transformation may be helping, but also maybe hurting introverts.

Ray Abram: [00:16:36] Yeah. To your point, it’s a crutch. It’s a crutch. And as you know with crutches, they help you walk. However, they don’t do anything for strengthening your legs. You have to have the PT. You have to have that physical training to strengthen that muscle. If you use this digital world, it’s easy. However, it doesn’t help you because it’s a physical world and you do have to be around people at some point.

Ray Abram: [00:17:14] And hiding behind a screen, just to me, doesn’t lead to a fulfilled life. There’s pieces that are missing. The senses that we have that are greater than our eyes and our ears, I mean, when you are with someone, you actually experience them physically, electrically. And that electrical charge, you need that. And so, if you’re just in here behind the screen all the time, it doesn’t help you live a fulfilled life. If that makes sense.

Mike Blake: [00:17:51] You know, I’m curious how you’d react to this. I think that the most important concept that is coming out of coronavirus and the digitally transformed world that it’s created is intentionality. You can’t manage by walking around anymore. You can’t bump into the water – I think the water cooler is a little overrated. I’m kind of like, “What are you standing around the water cooler for? Get back to work.”

Mike Blake: [00:18:24] But in the same token, to manage our teams to develop relationships, when people say you can’t develop relationships digitally, I think that goes too far. But where I do agree is that it needs to be more intentional. There needs to be more process to it because the default setting now is everybody’s a hermit. And so, now, you have to make a special effort to kind of come out of your cave, come out of your shell a little bit. And I think that’s maybe the other edge of the sword that’s working against introverts.

Mike Blake: [00:19:01] It was bad enough when I had to make the effort to wade into the lunchroom and sit down with ten other people. Or it was bad enough when I had to go to networking meetings of 58 people. But, now, I’ve got to go out of my way to set up Zooms and to call people. And go out of my way to make that contact. And people aren’t going to come to me. Out of sight, out of mind, I do think is a very real thing. I do think that’s the price that introverts are paying and we really have to be mindful of because, otherwise, we can truly fall off the face of the Earth as far as people are concerned.

Ray Abram: [00:19:37] You’re absolutely right. And, no, if you don’t call people to just say hello, very few people will call you. When you think about it, every call you get is somebody wanting something or it’s business. Very few people in today’s world just call each other just to say hello. And so, you as an introvert, have to do that intentionally. Schedule it and say, “I need to call three people.” What I recommend to my clients is call three people every day just to say hello. It keeps you in the loop.

Ray Abram: [00:20:15] I want to make a point about the digital transformation – and I think this is going to be helpful for introverts – kind of where our worlds are going to merge is this concept of the metaverse. It’s this always on goggles, avatars, people walking around in digital real estate. I don’t know how that’s going to look. I know it’ll be weird, but it will be that place where you just put your goggles on and you can physically or mentally walk into a room full of people and have discussions.

Mike Blake: [00:20:51] You talked about doing three phone calls a day, I want to follow up on that. What are other tools have you incorporated in your own life to, maybe, minimize the negative effects of introversion?

Ray Abram: [00:21:07] Yeah. So, one of the challenges or one of the things that kind of makes you introverted is, you believe things that aren’t true. You know, sometimes we suffer from mind reading, like, already thinking about what the person is going to think. So, the one question I ask myself – this helped me a lot – was, why do I believe that to be true? And so, instead of seeing the worst thing possible scenario, by asking why do I believe it’s true, when I ask myself that, the answer comes back usually it’s probably not true. And so, it frees me. That’s been a big help for me.

Mike Blake: [00:21:49] We tend to idolize extroverts for some reason. Why do you think that is?

Ray Abram: [00:21:59] It’s interesting, we actually had a shift and society did that to us. I was reading this a book called Quiet by Susan Cain, and she talks about a study that was done – well, not even a study, but just historically, introverts used to be revered.

Mike Blake: [00:22:19] Scholars.

Ray Abram: [00:22:19] Right. It was the Andy Griffiths of the world, the Abraham Lincolns, who were introverted thinkers. That was the ideal man who’s quiet and strong. But when people started moving into the cities, they called it the cult of personality, where having a outgoing personality became important. And so, schools were encouraged to teach kids, if you didn’t play with others well or you didn’t like to play with others, your parents were called into the office. You know, “There’s a problem with Ray. He doesn’t like to stand in front of the class and write on the board.” So, society has kind of put it on us to be the extroverted ideal, but it’s not anything that is natural.

Mike Blake: [00:23:15] You know, that’s interesting. I’m going to put that on my reading list. Actually, I’ve got new Kindle credits I got to spend. I’m curious, did they mention whether or not the advent of television has anything to do with that as well? I’ll bet you that it does.

Ray Abram: [00:23:32] Oh, I’m sure it does. Television has a lot to do with everything. There’s a YouTube video, I think it’s the history of America or the American era, and they kind of talk about how Sigmund Freud’s nephew kind of helped create society with advertising campaigns, and got women to smoke, and created eating bacon and eggs for breakfast. It’s amazing. And they used television to push a lot of this stuff to us. And so, society is largely influenced by television.

Mike Blake: [00:24:13] You know, I think back to the 1960 election, that was the first one that have televised debates. And neither you or I are old enough to remember that, but we know the story behind it. And John Kennedy prevailed in that election when Nixon was clearly the more qualified person to be president, right? And I would even argue if John Kennedy had Dwight Eisenhower’s personality – I think Eisenhower is kind of an introvert – I’m not sure Kennedy wins that election, necessarily. And I think that’s an illustration of how TV kind of elevated the sense of this extroverted, effervescent kind of charisma that we seem to gravitate to because I think it just makes it more ubiquitous and more visible, I guess.

Ray Abram: [00:25:01] Yeah. Yeah. Those people are seen as winners. They’re people who are extroverted. Again, it’s the cult of personality that people who have outgoing personality. This is the thing, I think before the cult of personality, a quiet man was seen as very trustworthy and somebody that you want to work with and do business with. But after the cult of personality, the quiet man is seen as something suspicious. Why is he so quiet? What’s he hiding? And so, it’s just a mind shift against quiet people.

Mike Blake: [00:25:37] And that brings up a question I want to talk to you about, because I want to talk sales a little bit. And we think of the stereotypical salesperson as a slap on the back, shake your hand, bro hug kind of person, whatever the younger salespeople do. I don’t know. I’m a million years old now. But that’s sort of the quintessential salesperson, right? And I know when I grew up, when I had my first job in finance, I was the number cruncher. They’re never putting me in front of, like, real people that might have paid us money or not. Just crunch the numbers, we’re good.

Mike Blake: [00:26:25] But I kind of wonder now if the pendulum is kind of swinging back towards introverts, because we’re just so bombarded now with being sold to all the damn time. And now YouTube influencers have become a thing, and YouTube influencers are, basically – let’s face it – they’re selling 24/7. They’re selling themselves, but they’re selling.

Mike Blake: [00:26:49] And I wonder if the pendulum is sort of swinging back to the introvert that’s just saying, “You know, here’s what I got. Love to tell you more about it. But that’s it. I’m not going to chase you down. I’m not going to hunt you down. Maybe I’ll do one follow up phone call. I’m not going to try to take you on a three day Bahama vacation or anything.” Do you agree, is the pendulum kind of swinging back our way in terms of preferred sales style?

Ray Abram: [00:27:17] Yeah. It’s swinging back to authenticity. So, I don’t know if it’s an introvert/extrovert thing, but it’s about authenticity and trust, and being trustworthy. And so, people are, to your point, inundated. And everybody’s lying and extra in marketing. And marketing have gotten so good at selling you stuff that when you see someone who is just authentic, and to your point, not trying to overdo it or overstate what they’re selling, then it’s moving more toward authenticity, as opposed to whether it’s introverted or extroverted.

Mike Blake: [00:27:59] You know, that’s a great point. I’m glad you corrected me on that because – and this shows my own bias – as an introvert, I will admit that I have an inherent distrust and bias against people who are extroverted. It doesn’t mean I don’t get along with them – and I want to get back to that in a second. It doesn’t mean that I discriminate against them, or maybe I do. But people who are extroverted, to me, seem a little not normal, because they operate in a mental space that I cannot conceive living in.

Mike Blake: [00:28:42] And so, I do think that now that we have this discussion, we’re uncovering, I guess, a deep and ugly part of myself. One of many we discover on the Decision Vision podcast. But I wonder if other introverts sort of maybe distrust extroverts? Maybe it’s jealousy. Maybe we see extroverts that get all the good stuff.

Ray Abram: [00:29:02] That’s part of it.

Mike Blake: [00:29:03] Maybe that’s part of it, too.

Ray Abram: [00:29:05] That is part of it. There is a jealousy. It goes back to I want to be invited. I want to be included. I want to be accepted. All human beings want love. We crave love. I think introverts are afraid of too much love. It’s just like hunger. You need to be accepted, and extroverts appear to be accepted wherever they go as soon as they walk in the room. And introverts stand back and go, “Oh, I wish everybody wanted my -” you know what I mean? It’s just an interesting dynamic with introversion.

Mike Blake: [00:29:48] So, we touched on this before, but I want to come back to it explicitly because I think it’s very important. And that’s how social media impacts introverts and impacts kind of the dynamic, if you will, between introversion and extroversion. Do you have an opinion as to whether or not social media is more helpful or more harmful to introverts and extroverts? Isn’t it a mixed bag? Is it even a fair question to ask?

Ray Abram: [00:30:15] Yes. It’s a good question. I think it’s a fair question. I don’t know if it’s more harmful to one personality type than the other. I do think it comes down to what you’re using it for. There’s risk of addiction. And I think we’ve mentioned it before, just kind of instead of going out and experiencing life, I will just look at my screen and let life happen around me. And so, you kind of miss out on having a full life just by watching as opposed to ever participating.

Mike Blake: [00:31:02] I think in my view – and, again, feel free to disagree. I’m probably wrong – one of the things that makes introverts introverts is that we’re inside our heads. And we’re really good at creating narratives inside our heads. It goes back to what you said, “Wait a second. What evidence do I have that any of this that I’m inventing for myself is true?” But social media, I do think, is sort of a conveyor belt that’s just constantly feeding stuff that feeds our internal narrative that may not necessarily be positive or helpful.

Ray Abram: [00:31:40] You’re right. And, also, I think introverts tend to observe social media. One of the challenges I’ve had, even as I try to promote my business, is doing videos, the lives and the reels, and I put that camera on. If you only knew how many times I’ve held my phone up ready to do my live and I just can’t do it. I can’t. I don’t know what to say. And so, I just turn it off. But the whole conversation is here, I just can’t get it out.

Ray Abram: [00:32:13] Well, extroverts, I think, are the opposite, always they’re live. You see it on your phone all the time. Such and such is live, such and such is live. And I’m like, I can’t do that. So, I don’t know if it’s harmful to answer your question, but I think there is a different way in the way introverts and extroverts experience social media.

Mike Blake: [00:32:33] Yeah. I’m right there with you. I have broken so many promises to do video. I really could run for office. I’d be a great politician. Because I know it’d be great for my business, but I can’t bring myself to do it. The few times I’ve done it, I sound like I’m in a hostage tape. I swear to God. And, you know, it’s going to do more harm than good.

Mike Blake: [00:32:59] On the other hand, my wife, she looks to me like, “Why can’t you just do this?” And like, “Well, why can’t you just fly a 747?” That’s what a pilot would say. But she can sit down behind her computer, turn the camera on, and just start talking. And I’m working off some questions here, but you and I are having a recorded conversation by microphone, I can do that. But, man, there’s just something about video and talking into the camera that is just so different. Maybe it’s the absence of feedback or something. But even if I have a script, again, hostage tape kind of thing. I blink three times if you want to be freed, sort of thing.

Ray Abram: [00:33:37] It is because we’re inside of our head. You’re already having a whole conversation inside of your head. And, also, there’s this fear of saying the wrong thing or saying something stupid. That’s what happens to me. I know that as soon as I start talking, I’m going to say something stupid or something not right. And introverts do have kind of more of a need to be right. We’d rather be right. We don’t like to trial and error. We sit back and think about things for a while and then do it. And you probably experienced this, if somebody says something rude to you and you get the perfect response, like, ten minutes later or after you get in the car.

Mike Blake: [00:34:21] It’s like that Seinfeld episode.

Ray Abram: [00:34:24] Exactly. You get in the car and you go, “Mama,” you know. So, that’s part of just our personality.

Mike Blake: [00:34:36] So, now, you’re in a position of business leadership. You must have given some thought to this. You know, if you’re leading a team, running a shop or company that’s got a bunch of introverts in it, what can you do to give introverts a platform to unlock their full potential? How can a company, how can a leader, meet them halfway or more than halfway so they get a chance to fully contribute?

Ray Abram: [00:35:04] Yeah. I think that’s really just making people feel accepted. But it is tricky. It’s tricky because introverts do like to be on their own. So, you have to – how can I say it? – encourage. You have to encourage participation without insisting on it. It is kind of a fine line because, as introverts, even on a conference call, even on a Zoom call, I hate when I’m called out. “Ray, what do you think about that?”

Mike Blake: [00:35:41] Right. If I knew what to say, I already would have told you.

Ray Abram: [00:35:43] I would have told you.

Mike Blake: [00:35:44] I wasn’t holding back.

Ray Abram: [00:35:47] Right. I don’t have anything to say. So, it comes down to just making sure that people feel that they’re safe. Because that’s really what limits you, is you don’t feel safe to talk in this open forum. Because, again, to your point, you’re already imagining somebody is going to start laughing or they’re going to say, “What a jerk?” And why is that true? So, you have to make sure people feel safe, and included, and encouraged to participate.

Mike Blake: [00:36:19] I’m talking with Ray Abram. And the topic is, Should I become more extroverted? We’re running out of time. I know you got another place to be. But I want to come back to what you just said because I think, again, it really just gets back to intentionality. I think one of the things I’m learning from this conversation, is, extroverts benefit and like bumping into each other. Things happen because they bump into each other.

Mike Blake: [00:36:47] Introverts still have contributions to make. But introverts have to be much more intentional about making them and probably their peers who are less introverted need to be a bit more intentional about drawing it out of them or giving them the platform, or, as you call it, the safe space in order to do so.

Ray Abram: [00:37:08] Yes. That’s absolutely right. And it’s not easy. Introverts and extroverts in a team together, they need to work together, but it is challenging just because of the way people communicate. But as a manager, understanding the types of, “If I could, I would give everybody a psychological test,” so you know where people are. Because many people that you think are introverted are not and vice versa. And so, you kind of got to understand this personality type in order to manage it effectively.

Mike Blake: [00:37:45] Does it surprise you at all when people put out the names of introverts who are big time leaders, the Bill Gates of the world, the Warren Buffetts of the world? I don’t know where they get Elon Musk. Calling Elon Musk an introvert is a little bit of a stretch to me. But I don’t know him, so maybe he’s totally different. But the guy smoking a joint on a video, to me, is not an introvert.

Ray Abram: [00:38:07] He’s not shy. He’s not shy.

Mike Blake: [00:38:09] He’s not shy, and maybe that’s it. So, does it surprise you at all that the founder of Microsoft, the founder of Berkshire Hathaway is, in fact, an introvert?

Ray Abram: [00:38:22] Not at all. Because you spend quiet time thinking, you know, thinking before you act, thinking before you speak. So, just the fact that these guys are successful, and particularly when you think about what they’re doing in technology and managing money, Warren Buffett talks about he reads four hours a day or something. I think Bill Gates takes a week away, locks himself in a room with books and notebooks. So, they’ve learned how to make it work for them.

Ray Abram: [00:38:58] And so, I think if we take anything away from this interview is, understand your personality type and figure out how to make it work for you. Not try to become another type of personality because that’s very difficult, if not impossible.

Mike Blake: [00:39:16] Yeah. That, to me, sounds like a recipe for disaster.

Ray Abram: [00:39:19] Yeah, yeah, yeah. Because you’ll be uncomfortable. You’ll be miserable. And you’ll put yourself into a box. It’s like trying to write righthanded or change the hand to write with. It’s just very difficult and you’re going to feel uncomfortable. The key to introversion or overcoming it – if that’s the right word – is being comfortable in your own skin. And so, when you understand this is my personality, it’s not anything wrong with me. This is not limiting. I’m not sick. It’s just this is the type of personality I have. I can still be very successful, I think, is the empowering lesson.

Mike Blake: [00:40:05] Ray, this has been a great conversation, but we’re running out of time. If there are questions that I either didn’t ask and our audience wish I had or wish that we would have talked more or gone into more depth about a particular question, can they emerge from their introversion and reach out to you for more information? And if so, what’s the best way to do that?

Ray Abram: [00:40:27] Yeah. So, you can follow me on Instagram at ray_abram. You know, feel free to DM me. On Facebook, I’m Coach Ray Abram. And my website is rayabram.com. You know, there’s a contact form, we can set up a call if you want to just jump on a quick call, and I’ll help you out.

Mike Blake: [00:40:49] Well, that’s going to wrap it up for today’s program. And I’d like to thank Ray Abrams so much for sharing his expertise with us.

Mike Blake: [00:40:55] 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 so that we can help them. If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn Group called A Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

 

 

Tagged With: Brady Ware & Company, Connect Like a Boss, Decision Vision, extroversion, introversion, introverts, Mike Blake, networking, networking for introverts, Ray Abram, self confidence, spray and pray, Tech CXO

Decision Vision Episode 148:  Should I Adopt Lean Management? – An Interview with Cedric Brown, CMB Global Partners

December 23, 2021 by John Ray

CMB Global Partners
Decision Vision
Decision Vision Episode 148:  Should I Adopt Lean Management? - An Interview with Cedric Brown, CMB Global Partners
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Lean Management

Decision Vision Episode 148:  Should I Adopt Lean Management? – An Interview with Cedric Brown, CMB Global Partners

Cedric Brown, Founder and CEO of CMB Global Partners, is a leading expert in lean management. Cedric joined host Mike Blake to discuss the origins of lean management, its core principles, signs a company may benefit from lean management, why and how lean management engages every aspect of the organization, and much more. Decision Vision is presented by Brady Ware & Company.

CMB Global Partners

Founded in 2013, CMB Global Partners connects clients to the best Lean and Six Sigma experts in the world.

They offer a blended learning model including boot camps, simulations online roadmaps, and hands-on consulting proven to drive significant sustainable business impact. Whether you are starting the journey or need to accelerate your transformation contact them today to learn about exciting new products and services they are developing with their global partners to accelerate your Lean Journey.

Company website | LinkedIn

Cedric Brown, Founder and CEO, CMB Global Partners

Cedric Brown, Founder and CEO, CMB Global Partners

Cedric Brown is the Founder and CEO of CMB Global Partners. He is an experienced business transformation leader with a track record of transforming value streams, business units and companies utilizing Lean Six Sigma principles and methodologies.

Cedric was trained and mentored by the original team from Japan that worked directly with Taiichi Ohno, the architect of the Toyota Production System. He has proven experience in design and implementation of an enterprise-wide lean program including full employee engagement through lean boot camps and kaizens.

He was trained and mentored by George Eckes, the number one Six Sigma consultant who helped Jack Welch – GE implement six sigma. Cedric was featured best master black belt in his book “Making Six Sigma Last – Bridging the Cultural Gap.

Cedric has also provided consulting for clients in the automotive, health care, electronics, and clothing industries.

He learned the strategy deployment methodology directly from the architect of the Danaher Business System (DBS) and is fluent in the methodology responsible for driving industry-leading shareholder values.

Cedric has a degree from Georgia Tech and lives in Atlanta.

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®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

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: [00:00:22] 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: [00:00:44] 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 their intellectual property. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols.

Mike Blake: [00:01:15] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and at @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. I also recently launched a new LinkedIn group called A Group That Doesn’t Suck, so please join that as well if you would like to engage. If you like this podcast, please subscribe on your favorite podcast aggregator and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:42] So, today’s topic is, Should I adopt lean management? And I find this topic so fascinating, because it’s so far afield from what I normally do. Although, I have a feeling it’s probably close and I think I just don’t know what I’m doing. But lean management is something that’s often associated with manufacturing. And at least as a close relative, if not the exact same thing, as GE’s famous Six Sigma program and so forth. And our guest is going to talk about exactly what it is.

Mike Blake: [00:02:18] But, you know, the concept of lean management, I think, is seductive in many ways. And that it’s a philosophy that suggests that the tools for one’s success as a profitable business and operation lie firmly within the grasp of the business and not necessarily hoping for a market to turn, or for a customer to suddenly like you, or to suddenly be mentioned by a YouTube influencer, or something like that. And, you know, for anybody that is successful and runs their business successfully, there’s something that’s intoxicating about the concept that you have the power to improve things on your own within kind of a closed system.

Mike Blake: [00:03:06] So, here are some statistics from a website called WingMen.com regarding the impact on companies that successfully implement lean management programs. They meet their delivery targets or increase their ability to meet their delivery targets by 26 percent. They improve their inventory turnover by 33 percent. They enjoy improved labor productivity by 25 percent. They reduce scrap by 26 percent. And they improve their space efficiency by 33 percent.

Mike Blake: [00:03:46] Now, those numbers may or may not seem like a lot, but when you think about how manufacturing tolerances are often made or broken by percentage points or fractions of a percent, those kinds of impacts are just out of this world. The lean management, as we’re going to discover, I think, is not easy. It’s much easier to say than do it. And like I said, I am wholly unqualified to talk about it beyond what I’ve just said over the last 90 seconds or so.

Mike Blake: [00:04:19] So, fortunately, we have a guest who is qualified to talk about it. And that guest today is Cedric Brown, who is Founder and CEO of CMB Lean Partners. CMB connects clients to the best Lean and Six Sigma experts in the world. They offer a blended learning model including boot camps, simulations, online roadmaps, and hands on consulting proven to drive significant sustainable business impact. Whether you are starting the journey or need to accelerate your transformation, contact them to learn about exciting new products and services they are developing with their global partners to accelerate your lean journey.

Mike Blake: [00:04:59] Cedric is an experienced business transformation leader with a track record of transforming value streams, business units, and companies utilizing Lean Six Sigma principles and methodologies. Now, here’s some of the cool stuff. Cedric was trained and mentored by the original team from Japan that worked directly with Taiichi Ohno, the architect of the Toyota production system, is proven experience and design and implementation of an enterprise wide lean program, including full employee engagement through lean boot camps and Kaizens.

Mike Blake: [00:05:35] Cedric is also a Six Sigma deployment expert and was trained and mentored by George Eckes, the number one Six Sigma consultant, who helped a guy named Jack Welch of GE implement Six Sigma, featured Best Master Black Belt in his book Making Six Sigma Last: Bridging the Cultural Gap. He also provided consulting for clients in the automotive, healthcare, electronics, and clothing industries. We could go on and on, but I think you get the story. Cedric knows what he’s talking about. Cedric, welcome to the Decision Vision podcast.

Cedric Brown: [00:06:10] Thank you, Mike.

Mike Blake: [00:06:14] So, lean, I think, can mean different things to a lot of people. To me, it means the fact that I’ve lost 45 pounds this year. But I don’t think that’s what we’re talking about from a business standpoint. So, when you’re talking about lean principles in business, how do you define that?

Cedric Brown: [00:06:36] Good question. To talk about that, I have to give you a little backstory about the origins of the word lean in a business context. In 1988, John Krafcik was an engineer who was working on his thesis, and it was a very interesting study that he was conducting. The name of his thesis was Comparative Analysis of Performance Indicators in World Auto Plants. And so, he was studying what was going on in the automotive industry in 1988. This is before the word lean was coined, before books about Toyota and things like that as part of his study.

Cedric Brown: [00:07:29] And he found some interesting things as he went about his study. He had to do something called a regression analysis, and this is where you have to set up different factors in order to test statistically to see what was really driving impact. So, it was of great interest to a lot of people.

Cedric Brown: [00:07:49] In one particular case, he set up a parameter that he recognized when he walked into the different facilities, and he worked with the 37 largest plants around the world, and with all of the suppliers of those plants, and all of the processes inside those plants. And what he noticed was something unique as soon as he walked in. Some of those plants were what he categorized in his study as buffered, which mean they had extra buffers of inventory parts, people, equipment to buffer against virtually anything that could happen. It’s the way plants run.

Cedric Brown: [00:08:33] How do you keep from shutting down? Well, you have buffers there just in case. In case of quality problems, let’s say you may have a production stoppage of some kind, or a supplier that didn’t deliver, or a setup that took too long, or somebody that didn’t show up for work. So, he recognized that they had buffers to cover all of those.

Cedric Brown: [00:08:59] Contrasting that, there were other plants that he would go into, and he didn’t see those buffers. So, he came up with those two categories as possible tests for one of the key factors or key performance indicators of the performance of these major plants. And what had happened recently was everybody was discussing how impactful the Japanese automotive manufacturers were and the progress they had made in competing with Chrysler, Ford, and GM over that past three decades, how they had made a lot of ground.

Cedric Brown: [00:09:44] And they ran a study where Toyota and GM did a joint venture – what they called the NUMMI experiment – where Toyota took one of GM’s plants with the UAW, the same equipment, the same processes, and they put in their system. So, this was a part of the research that John was doing also. Well, fast forward to the end of his study, and what he found was the main predictor of performance was whether it was a process plant that had buffered resources or one that had unbuffered resources.

Cedric Brown: [00:10:25] And so, he found that the plants that were unbuffered were 38.7 percent more productive. And this was in 1988 and this is measuring the hours that it takes to produce an automobile. That they were 38.7 percent more productive than the plants that had the buffer.

Cedric Brown: [00:10:47] Well, of course, unbuffered is not a good term, so he was looking for the right word. Hence, lean was coined at that point. And what it really stood for was describing these operations that could get more results with less resources. That’s the beginning of the term lean. So, when people say lean, when they’re informed, that’s what they’re talking about.

Cedric Brown: [00:11:16] Now, his thesis advisor, James Womack, went on to write two books about John’s paper. One of them was Toyota: The Machine That Changed the World. And the second one was Lean Thinking, where he really described this as a way of thinking as you get into businesses. And it’s evolved since then into being a total business transformation system. So, when you say what is lean, that’s my two minute answer. My 30 second answer is, it’s getting more done with less resources required.

Mike Blake: [00:11:55] And so, let’s kind of dive right into it. Are there a set of core guiding principles of lean management that kind of make up that thought system?

Cedric Brown: [00:12:09] Yes. Yeah. There is a set of principles. You know, John was doing a passage study, he was looking at the data to find what was driving performance. But transforming a company into a lean company requires a whole business system. So, there are some principles that underlie what we call the data lean business system. The first one is that it has to be strategic and led from the top. So, the CEO, the CFO, the executive team has to be involved because the beginning of becoming lean is to decide where do you want to use this new strategic advantage that you’re about to create. It needs to be focused on your strategy.

Cedric Brown: [00:12:56] The second key principle involves people. One of the things that’s been found in more studies of lean companies is really about the people that are doing the work that made the biggest difference, and that showed up in John’s study also. The best ideas come from those that are closest to the process is one of the key principles. And you’re really investing in your people and appreciating asset as opposed to a depreciating asset. And you’re transforming how they think as one of the key principles of lean.

Cedric Brown: [00:13:36] There’s two more principles. The third one involves process focus. Everything that happens in any business, Mike, happens through a process. Now, there are formal processes and there are informal processes, but nothing happens unless there’s a process involved. And what’s happened over time is, processes have evolved and lean starts to get back into what’s really going on inside that process and standardizing them by taking out the waste.

Cedric Brown: [00:14:12] And that brings me to the fourth principle, which is to create a performance culture that’s focused on continuous improvement. Now, the way lean goes about driving continuous improvement is really unique. And that Taiichi Ohno, the father of the Toyota Production System, categorized seven types of waste. One has been added since his death. But he categorized these types of waste, and the way he did that is he visited Ford. And at that time, Ford was nine times more productive than Toyota. But what he recognized is they weren’t working nine times faster. So, he determined that Toyota must be wasting something, and that was the genesis of these waste.

Cedric Brown: [00:15:06] And that principle around continuous improvement focuses on the way you improve is by removing the waste. It’s counterintuitive because, as an engineer early in my career, I focused on improving the value add process, make the machine run faster. But lean focuses on the nine value added activities the waste, the muda, the Japanese word for waste, and removing that. And when you do, everything else speeds up. So, those are the four principles of lean.

Mike Blake: [00:15:44] So, let me ask a question that, I think, to me, it’s a subtle point – it may not be but I think it’s very important. I think if we’re not educated about the lean philosophy, when we think of lean, we think of cost slashing. Slashing and burning, people got to get fired, slashing budgets, and telling people you have less resources to work with, figure out a way to make it happen anyway. And I think that’s actually unfair. And tell me if I’m wrong, my impression of lean to the extent that I’ve studied is more like, if you do things differently, you’re just going to find you’re not going to need those budgets to begin with.

Cedric Brown: [00:16:33] That’s what we find with lean. Lots of people think that’s what’s meant by lean. You know, it’s about being anorexic as opposed to having just what you need, having not enough. And that’s a misnomer. Actually, the benefits of lean comes in kind of many ways other than just the cost. Delighted customers, because lean is so focused on the processes that deliver the value for the customers, the customers end up delighted, whether it’s better quality, shorter lead times, better cost, better service. So, that delights the customers.

Cedric Brown: [00:17:14] Another byproduct is when we talked about those people and investing in the people that generate the ideas in the company, lean creates another benefit as engaged employees. Everybody’s trying to drive up their employee engagement scores, and they usually end up with something where the employees say, “Our department is great. That other departments not so good.” Well, lean cuts through that stuff. And it really breaks the mold when it comes to employee engagement and driving up those numbers.

Cedric Brown: [00:17:47] And then, I think one of the biggest things is rewarded shareholders. Lean generates like a super return on the investment in a way that the shareholders are rewarded and ready to invest in the company again. So, that’s a misnomer that lean is, you know, about cutting, cutting, cutting, getting to the cost. Some do it that way, but it’s not the way that it’s supposed to be done. That doesn’t really follow the lean principles.

Cedric Brown: [00:18:19] When you’re lead times go from weeks to days, when you improve your productivity by 50 percent the first year and then 50 percent the year after that, and then you see even more gains, you’re working capital requirements go down 80, 90 percent. Your scrap is cut 50 percent year one. Defects are cut 50 percent year one. Throughput is cut about 90 percent in year one. That gives you a very powerful competitive edge on your competition and really rewards your three key stakeholders: your employees, your customers, and your shareholders.

Mike Blake: [00:19:04] So, I’m really glad that you mentioned that because I think that this is an important part that’s overlooked by lean. And two philosophies I have in business, which have served me well. Nobody’s invited me to take over their Fortune 100 company, but nevertheless, I think two things that have served me well. One, you know, speed is a sneaky, powerful man. Customers like it if you deliver stuff on time or even faster than they are expecting it. And as long as you’re not sacrificing quality, it’s not shoddy. That really makes a big difference.

Mike Blake: [00:19:51] I can tell you, we win a lot of business just because of the fact that we can deliver faster. It might be the exact same pride. We may even charge more for it. But because we can get that report in their hands two weeks earlier than the other guy, that’s a major competitive driver.

Mike Blake: [00:20:11] And then, the other part you talked about in terms of employee engagement, employees aren’t dumb. They understand when their time and effort is being wasted. And workers generally want to work. They don’t want to sit around watching the paint dry or watching the clock move until lunch, until everything else. They want to be engaged in productive and prove their value. And waste, in many ways in my experience, can be very cancerous, especially if it feels like nobody else kind of who’s directing those employees cares about waste, cares about listening to suggestions on how to reduce it. It creates a toxic culture of its own, even at the micro level, when you send a message, often by accident, that waste is just okay.

Cedric Brown: [00:21:12] We see that a lot. And you’re right, the companies that can really compress that lead time have a competitive edge that they can use in more than one way. They could charge more for that premium service or they could put pressure on their competition and take market share away. And this is what we see over and over, regardless of the industry, regardless of the type of company, that’s what we see companies doing once they understand the competitive edge that they gain from lean deployments.

Mike Blake: [00:21:48] Now, are there other non-financial benefits or non-monetary, if you will, benefits that adopting a lean philosophy or successfully implementing a lean philosophy offers other than employee engagement and speed of delivery to customers?

Cedric Brown: [00:22:06] Well, when you start a lean process, you’re basically going to transform everything about the business. Every process is touched. Every employee is engaged in a lean deployment, in a lean company. For companies that are at the beginning of their journey, that doesn’t happen right away, but it spreads really, really fast. As they start to get involved in the culture, it really starts to shift.

Cedric Brown: [00:22:31] So, that’s the big change, is, once you start to change the culture, then everything else starts to move faster. The company gets in a position where it knows how to satisfy customers better than their competitors can.

Mike Blake: [00:22:54] Now, obviously, we’re still exiting – I’m not sure where we are in this pandemic. We’re in this pandemic thing, in your mind, has that changed company’s relationships with or perceptions of lean? Does lean become more important because of the way that the labor market has obviously changed, I think in a very secular way – in my own opinion. You may disagree and that’s fine. Or does lean take a backseat because there’s just so much disruption you don’t even know what lean looks like? Or maybe both those things are at play? Or maybe something else, right? But how does the pandemic impact our relationship or perception of lean philosophy?

Cedric Brown: [00:23:43] Well, one of the things that happens during the pandemic and things like that is, it creates an economic crisis. And when there’s an economic crisis, whether it’s local or global to the executives of a company, it creates really demand for a lean transformation.

Cedric Brown: [00:24:06] Let’s take the pandemic. What companies found when they weren’t able to come into the office was many companies didn’t have good solid processes. So, they had to start building those and putting those in place. You know, when you could walk over to somebody’s office and ask them something, that was the informal process. What they found was, all of those informal processes really didn’t function well when we were all working remote. So, it created a demand to start to build out some processes and figure out how are we going to flow these things around when we can’t walk around and talk to each other?

Cedric Brown: [00:24:50] It’s interesting, earlier I mentioned the book Lean Thinking, and copies and sales of that book increases any time there’s a big economic crisis. Actually, it was published during a period where the economy was roaring. Nobody was really interested in reading it. And as soon as it came upon a recession, it went on to the New York Times bestseller list. The authors and the publishers have kind of given up on it. They’re like, “Well, we thought people will be interested, but they’re not.” And without any publication, the publisher said it was unprecedented, “It hit the New York Times list because the demand that’s created whenever we have an economic crisis, whether it’s driven by natural sources or pandemics, it creates a heightened demand.”

Cedric Brown: [00:25:43] Specifically for us, what we found is, of course, we couldn’t do our boot camps. But the demand for our master classes peaked as people wanted to learn more and be able to work remote. And we were able to help some companies to keep their deployments going and help others to get started during that period.

Mike Blake: [00:26:05] You know, that’s so interesting about human psychology. And it makes you wonder – and maybe you may have an answer to this or at least some thoughts on this – why do we only care about lean when the outside environment is tough? Wouldn’t it be so much easier to adopt lean in a non-crisis footing when times are good, sales are coming through, are easy? Why do we wait until there’s a bad economy to really focus on lean?

Cedric Brown: [00:26:38] That’s very perplexing to me personally. Now, I have a unique perspective in that I learned lean early in my career. And, you know, I learned it by being the turnaround guy inside the companies I was working on, and I became seen as that, and people thought I had a magic formula. But I was just deploying lean and learning how to do it better and better.

Cedric Brown: [00:27:05] But it perplexes me because all of the studies, the study in 1988 said it was 38.7 percent more productive. And then, in 2018, McKinsey, they have access to new technologies now where they can look at the stock performance, the economic profit, the return, the shareholders of all of the companies in their portfolio and use their artificial intelligence models to determine what systems are winning and what are the companies doing. Similar to what John did in his first study, but on a much grander scale.

Cedric Brown: [00:27:47] And in 2018, this study came back and said the same thing, except the numbers and the gaps between the buffered and unbuffered, if I could use those terms, was even bigger this time around. Because the companies that are deploying lean have learned how to do it. And they’re not out telling their competition, “Hey, you should try this.” They’re actually taking market share.

Cedric Brown: [00:28:09] Now, it’s interesting, we’re seeing the demand for lean grow a lot. So, while a lot of companies don’t get it, more and more companies are starting to get it each year.

Mike Blake: [00:28:25] And as kind of a follow up, we have this environment that I have not seen in my lifetime – I’m 51 – where we have, in many industries, just flat out shortages of labor. For a lot of reasons, not the least of which is that overnight or almost overnight, our society has simply changed its relationship with work. That’s not something you can fix. I’m not even sure it’s a problem to be solved. It’s just an environmental condition. And I’m curious, does lean become more attractive, maybe even more compulsory, because it is just simply no longer realistic to go out and get some more bodies to do stuff? You just got to make do with what you have because it ain’t available. It’s not out there.

Cedric Brown: [00:29:18] Yeah. You know, they say necessity is the mother of invention, right? And I think that’s what we’re seeing. Actually, Taiichi Ohno will tell you that’s how he discovered lean himself. They didn’t use that term. They called it just in time and Toyota Production System, but it was out of need. They had a need and he had to go and search.

Cedric Brown: [00:29:45] So, you know, business leaders are really smart and what we’re finding is, it’s not that they don’t get it. It’s the logic of the systems they’re using. The mass production buffered systems, the logic that applies there is what’s losing, not their competence in how to execute it. So, as soon as they get it, they quickly start to look in a different direction. It’s kind of like cognitive dissonance or something like that where our minds are set up in a way that, especially in corporate America, where bigger batches just sounds like it’s going to be better. And working in departmental silos just sound like it’s going to give me scale.

Cedric Brown: [00:30:40] But what we find is, when we start breaking that down with the tools that we use, things like value stream maps, we start to find where those problems are and it kind of melts away that layer of doubt that people have and they start to buy in.

Cedric Brown: [00:31:00] One of the things we do is, you mentioned our boot camps earlier, and leaders asked me, “Well, what do we learn to change in the boot camps?” “Well, you learn to change your mind because we give you a real world scenario. And you can experiment.” And with me, when I’m leading it as your sensei, you can decide to make the batch bigger or smaller. Either way, you’re going to learn. And the object there is to gain knowledge.

Cedric Brown: [00:31:31] And so, I let them do it either way. I’ve got a baseline that they’re trying to hit and turn the business around. But if they want to experiment with larger batches, we’ll do that and they’ll learn from it. So, they get to do things they can’t do inside their company kind of practicing with live ammo, if you will. This is a way to come in experiment, try some things. And, typically, when they leave, I’ll get notes and, wow, that was mind changing.

Cedric Brown: [00:32:01] And so, we’ve been working on this boot camp for years to get it right where you can learn by doing, but not in your own process. So, we simulate the real world. And then, at the end of that, we assimilate it into your processes. And that’s the best tool I’ve found for leaders to really get it because these leaders are really smart. But somewhere along the way, we all learned that bigger batches and department silos can solve the problems, and they can’t.

Mike Blake: [00:32:38] Yeah. I mean, we can fool ourselves into thinking that economies of scale is always important. But you can create diseconomies of scope when you do that. That offsets it.

Cedric Brown: [00:32:55] Yeah. You know, John, in that first study I was talking about, he was really surprised that the economies of scale, with those buffered systems, that it could not perform the lean system. And I think just intuition tells you it won’t, but it does every time.

Mike Blake: [00:33:17] So, what are some signs that a company that is underperforming is underperforming because they’re not lean enough? What are some signs that a company kind of needs to really consider adopting lean as a way for it to to reach its full potential?

Cedric Brown: [00:33:34] Oh, good question. Usually, what will happen is, these processes we talked about earlier have evolved in companies. And companies are quick to automate. And so, what they end up doing is automating the waste. In lean, we have a simple philosophy, eliminate, then automate. And whether you’re automating the transfer of information or the product moving, it doesn’t matter. We should take out the waste when we first get started on that.

Cedric Brown: [00:34:11] So, one of the things that helps to identify a company that’s really primed and ready for lean is when the processes that they’ve relied on so much that’s got them to the point where they are today just can’t keep up anymore. The customer demands are going up. The shareholder demands are going up. The employee demands are going up. And these same processes, they’re overwhelmed. They can’t scale up to keep up anymore. So, we end up working harder and harder, faster and faster, without the results to show for it. That’s some of the indicators that it’s time for lean.

Cedric Brown: [00:34:55] The other thing is, all the performance numbers, they start to flatline. So, you get an organization that’s burnt out and the performance indicators that are flatlined, and that’s how you know, it’s time to do something different. And that usually creates the need to start looking for a better way.

Mike Blake: [00:35:16] So, I think it’s natural to associate adopting lean philosophy to manufacturing companies. That would be the natural association. Of course, it’s associated with Toyota and GE, really, the big Korean and Japanese manufacturers and so forth. But can it be applied to my industry? Can lean principles be applied to professional services, for example?

Cedric Brown: [00:35:46] Well, yes. Absolutely. Every company runs on processes. If there’s a process, there’s an opportunity to use lean. So, it doesn’t just go into manufacturing companies. And what happened, what drove some of that was, remember, John didn’t call it lean manufacturing. Matter of fact, he went out of his way not to call it that. And his mentor actually called it lean thinking. And Taiichi Ohno called it a lean production system. By the way, Deming also called it a system.

Cedric Brown: [00:36:27] But when it got branded as lean manufacturing, a couple of things happened. One, it broke one of the principles that it should be led from the top. Since it’s a manufacturing thing, the C-level suite started to delegate it, usually to somebody in operations and typically as far down in operations as they possibly could. So, that starts to cause a problem. And then, the other thing that happened there is, when you call it lean manufacturing and you’re not a manufacturer, of course, you’re wondering why somebody talking to me about lean manufacturing when I’m not a manufacturing company, I’m a service company.

Cedric Brown: [00:37:12] So, it would have had a better name if it had been called lean processes or lean thinking. And it’s evolved now into being called in most companies that are really transforming a business system – Danaher comes to mind. They call it the Danaher Business System. As in the Danaher Business Transformation System is kind of what I call it. So, it applies to service industries as much as it applies to manufacturing industries. And part of what drives people to not realize that is the name lean manufacturing. It should be something different.

Mike Blake: [00:37:52] So, what you’re saying is when I read the book, The Goal, about three years ago, even though I’m in professional services, I didn’t waste my time.

Cedric Brown: [00:38:00] No, you did not waste your time. Just substitute service everywhere they put manufacturing and you’ve got it. You know, service processes, what we find, have even greater opportunities than manufacturing processes. In manufacturing, they at least think about it in the context of a process. In services, in many cases, what we find is they’ve been patchworked together, super glued when you do M&A, and that’s what you get. And so, when we go in and we do a value stream on product innovation or order to delivery of a service, we find lots and lots of things that we’re doing that has no value to the customer. And that meets the definition of being waste at that point.

Mike Blake: [00:38:51] So, I’m glad you said that. I speculate that services are slow to adopt this because services don’t have the same constraints as manufacturing. With manufacturing, at some point, you’re constrained by your capital. And you can’t just build a new factory, right? Ask the semiconductor companies how long it takes to build a new factory, right? You can’t even necessarily buy a new machine and install it. At some point, the machines have a rated capacity and have only so many hours a year of operation, it got to be maintained, that sort of thing.

Mike Blake: [00:39:35] Services, I think, can be more forgiving of being un-lean because, one, they’re full of creative types like me that think we’re being really cool rebels by shunning process. And I will admit to having gone through that early in my career, and it was painful to change that. But also, second, that our response – and, I think, now we’re seeing the fruits of this – is, “Well, just work more hours.” We have lousy processes. We’ve still got to get this out to clients. So, just work 90 hours a week and we’ll pay you a big bonus.

Mike Blake: [00:40:13] And I think we’re now reaching a point in our economy where there are just a lot fewer people that are willing to do that. It doesn’t matter how much you pay them. And so, that safety valve that we’ve enjoyed and services where we’ve sold a culture that burnout is king, we’re starting to learn it on the labor side. We’re going to have the same constraints as people that have physical capital constraints.

Cedric Brown: [00:40:39] Yes. You’re spot on with that. A lean system, it really has three components. Mike, three distinct components. The first component is what we call working on the business. It’s where the vision and strategy and culture all kind of intersect to define where are we going, who do we want to be, and how do we win. And we have tools for that, strategy deployment comes to mind, value streams come to mind, QFD comes to mind. Then, there’s the in the business work that we do, and that’s the work that the customers are really showing up to pay for. That’s what they value. That’s what they want from us.

Cedric Brown: [00:41:33] And the transformation work we do there, whether it’s a service or a product is what the customer is willing to pay for, and that’s where the frontline work really happens. And then, there’s a whole set of work that’s all about how we improve. So, we’ve got on the business work, we’ve got in the business work, and we’ve got Kaizen work – Kaizen is a Japanese term that means good change, change for the better. And when you hear about all the tools we use, which are a lot of fun to use, especially in service processes, when creative types find out about these tools, they get really excited about them.

Cedric Brown: [00:42:14] But we have a portfolio, a whole set of tools that are designed for different kinds of challenges that we take on. It’s interesting that the tools we use in manufacturing, for example, we have one for quick changeovers. When we apply that to accounting, where they have to close the books, we use the exact same methodology and processes. We document the current state. We find out everything that needs to be, that could be external that’s currently internal and move them out. We lay out the internal processes in a way. We eliminate the things that the customer doesn’t really care about. So, we follow the exact same steps. And once the office personnel get a hold of that, it’s a catalyst for change at that point.

Cedric Brown: [00:43:09] So, I think we’re going to find that more and more service businesses as they get turned on the lean and start working on the business, in the business, and improve what we call their Kaizen cadence, the pace of good change, everybody gets excited and work is different at that point. The burnout goes away. These problems can be solved. And the tools are there to solve them. We just need to learn the tools.

Mike Blake: [00:43:38] I’m talking with Cedric Brown. And the topic is, Should I adopt lean management? One question I want to make sure that we cover is, I think companies do fail to go lean. Adopting lean is not easy. If it were, they would need people like you as much, right? When companies fail to really adopt lean, they fail to make that part of their company, what are the most typical reasons that a move to adopt lean fails?

Cedric Brown: [00:44:17] What are the typical reasons? Well, I’ll take you back to the principles. The number one reason is one of the first principles, it needs to be tied to the strategy and led from the top. And so, when we don’t do that, it will definitely fail.

Mike Blake: [00:44:34] So, you can’t just say, “You guys all be lean, but I’m going to do it and I’m doing it up here.”

Cedric Brown: [00:44:39] The resources and everything follow the leader. And so, you can say one thing and do another thing, and they’re going to follow what you do. So, it’s important that the leaders engage. And earlier, I was mentioning the three types of work. Well, the executive suite gets a whole new set of tools. The strategy of deployment is really a neat tool to organize all these things they’ve been trying to get done. And it’s like I said, that intersection between the mission, the vision, the strategy, and what we do day in and day out. So, they get a whole new set of tools to work with and they get excited when they get turned on to those.

Mike Blake: [00:45:22] Is there something a company needs to do to prepare itself for going lean? Let me be very granular here, somebody wants to go lean. They’re going to bring you or somebody from your network, your association, to help them do that. Is there a groundwork that a company needs to do, needs to put down, before somebody like you can come in and help them achieve that goal? Or can you just sort of walk in? Maybe it’s a disaster area. Maybe it’s not. And then, over time, you can eventually get where you need to go.

Cedric Brown: [00:46:01] Well, I’m glad you asked that question, because unlike other things where you’ve got to do a lot of groundwork to get started, what you really need to do with lean is you have to have a basic understanding of it. And then, you’ll get excited about what lean can do for you and how to deploy it. And so, that’s why our boot camp, it sells out because when you come in there, now, you can get the basis for what’s possible without practicing right away in your own process.

Cedric Brown: [00:46:39] But we’ve got a process that we walk through once the leaders understand what the big picture looks like. And so, we start with the strategy. We select what we call a strategic value stream. That’s really important that we identify those value streams and select a value stream, or two, or three, or four to transform, depending on the size and scale of the company. And so, the next step there would be to map that current state.

Cedric Brown: [00:47:11] Now, what you learn in the boot camp is what that map would look like in the process that we’re involved in. So, when you go into mapping it and everybody’s been through the boot camp, they’re really anxious to see their own current state map. And then, what we do as your sensei, we design the future state for you. Before we introduced the boot camp, people really couldn’t see what this future state would do or how it would work, so they would resist it.

Cedric Brown: [00:47:42] Now, what we find is, they want to move faster than they really should. So, we put a cadence on it. What kind of pace should we move at in order to move from that current state to the future state? And that’s a series of Kaizen events that are paced where you’re learning the tools, you’re driving the change, and you’re getting the benefit along the way. And so, that’s how we recommend companies that want to become lean. There is no report to prepare or clean it up before somebody comes over to clean it up. We just start right there at the front end. And from there, we follow the process.

Mike Blake: [00:48:27] Cedric, I’m afraid we’re out of time, and it’s really a shame because I’m really enjoying this conversation. I’m learning so much. This is not in my field of expertise. But I’m sure there are questions that our listeners wished that I would have asked or maybe I’d stayed on longer to probe more deeply. If somebody wants to contact you with a question to continue this conversation, get some advice, are they welcome to do so? And if so, what’s the best way for them to contact you?

Cedric Brown: [00:48:58] Absolutely. They’re welcome to contact me. I love talking about this, especially with people who are interested. My email, cedric – C-E-D-R-I-C – .brown – like the color – @leanjourney.com is the easiest way to contact me. I’m also on LinkedIn, and I’ll be glad to connect with anybody who would like to connect with me on LinkedIn. Or you can visit our website and find out about our portfolio of products that help you to learn faster, and engage deeper, and sustain longer.

Mike Blake: [00:49:35] That’s going to wrap it up for today’s program. I’d like to thank Cedric Brown so much for sharing his expertise with us.

Mike Blake: [00:49:42] 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.

Mike Blake: [00:49:59] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn group called A Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

 

Tagged With: Brady Ware & Company, Cedric Brown, CMB Global Partners, Decision Vision, Lean culture, Lean Journey, Mike Blake, Six Sigma

Decision Vision Episode 147:  Should I License My Intellectual Property? – An Interview with Andrew Innes, Anomia Press

December 16, 2021 by John Ray

Anomia Press
Decision Vision
Decision Vision Episode 147:  Should I License My Intellectual Property? - An Interview with Andrew Innes, Anomia Press
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Anomia Press

Decision Vision Episode 147:  Should I License My Intellectual Property? – An Interview with Andrew Innes, Anomia Press

Is licensing intellectual property “easy money” or is there more to it than that? How do you go about getting IP licensed? Andrew Innes, designer of the game ANOMIA and CEO of Anomia Press, joined host Mike Blake to discuss his journey to licensing his games, how and why one might decide to license, marketing and distribution, and much more. Decision Vision is presented by Brady Ware & Company.

Anomia Press

Anomia Press publishes the award-winning and highly-addictive card games Anomia and Duple which have sold over a million copies and have been translated into more than 15 languages around the world.

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Andrew Innes, CEO & Founder, Anomia Press

Anomia Press
Andrew Innes, CEO & Founder, Anomia Press

Andrew started Anomia Press in May of 2009. However, a lot happened before that.

When he was 12 years old, Andrew came up with an idea for a game.  Mostly, the concept just rattled around in his head, nagging at him for years and years. Many years later, in his early 30’s, he decided to finally try and make a prototype of my idea. Five prototypes and many, many play-testing sessions later (not to mention a full-time job, a wedding, a baby, a move from Brooklyn to Boston, and another baby) Andrew realized his game, ANOMIA, was finally done.

In the spring of 2009, Andrew started Anomia Press and set out to raise enough money to pay for the first printing of ANOMIA. By the end of July 2009, he had pre-sold over 500 copies of ANOMIA and had succeeded in raising all the money needed to go into production.  The games arrived in mid-November and all 500+ copies were shipped out just in time for the Thanksgiving holidays. Word spread quickly, and Andrew sold an additional 500 copies between Thanksgiving and Christmas.

The momentum continued and by the end of 2010, ANOMIA had sold over 25,000 copies, won some major toy industry awards, and had been picked up by hundreds of stores across the United States, Canada, and Australia.

In December 2010, Andrew’s wife, Jody Burr, came on board to help with both marketing and design, not to mention Quickbooks. They have subjected their kids (and their friends) to tons of play-testing sessions, truly making Anomia Press a family business.

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Mike Blake, Brady Ware & Company

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

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

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

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Brady Ware & Company

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

Decision Vision Podcast Series

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

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

Connect with Brady Ware & Company:

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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: [00:00:22] 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: [00:00:44] My name is Mike Blake, and I’m your host for today’s program. I’m a director at Brady Ware and 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 risk management advice to clients that are buying, selling, or growing the value of companies and their intellectual property. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols.

Mike Blake: [00:01:14] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. I also recently launched a new LinkedIn group called A Group That Doesn’t Suck. So, please join that as well so that if you would like to engage with me, that’s your opportunity to do so. 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: [00:01:45] Today’s topic is, Should I license my intellectual property? And, as I look back on the history of this program and we’re now recording show number 140 something, I’m stunned that we have not covered this topic.

Mike Blake: [00:01:59] Intellectual property is such an important facet of our economy. There’s data that suggests that the value of our economy as a whole may be 90% to 95% comprised of intellectual property, certainly intangible assets. And, you know, conversely, the world in which I, at least partially, live, accounting does a terrible job of measuring the value of intellectual property gap. It’s just bad at measuring the value of intangible assets, intellectual property, which is why I so-called value investors, such as Warren Buffett, have not really done all that well the last few years because so much value just doesn’t fall into that bucket anymore.

Mike Blake: [00:01:59] And according to IBISWorld, intellectual property licensing is a 54-billion dollar industry in the United States, and this is a recent data point. This is actually as of their October 2021 report. Interestingly, the biggest player in this market is Disney. And, the most actively licensed form of intellectual property franchises at 39.8% of the market. But that doesn’t mean there isn’t a whole lot of active intellectual property licensing elsewhere.

Mike Blake: [00:03:25] And, here to join us to discuss this topic is Andrew Innes, who is a tabletop game designer based in my hometown of Boston, Massachusetts. He came up with the idea for his first game when he was 12 years old. Anomia Press, his company, publishes the award-winning and highly addictive card games, Anomia and Duple, which have sold over a million copies and have been translated into 15 languages around the world.

Mike Blake: [00:03:54] Now, I’m going to struggle very hard to maintain some sort of focus on this episode because I’m a gamer myself. I love games. I played Dungeons & Dragons with people last night, and I just freely admit that the nerd shall inherit the Earth. So, I love this. But I promise we’ll get around to a business topic at some point during this podcast.

Mike Blake: [00:04:15] Andrew, welcome to the Decision Vision podcast.

Andrew Innes: [00:04:19] Thank you, Mike. Thanks for having me. Pleasure to be here.

Mike Blake: [00:04:23] So, let’s start. When we talk about an intellectual property license, what does that mean to you? How would you define that?

Andrew Innes: [00:04:36] Well, I guess, you know, it can mean a lot of things, I suppose. I mean, in my case, it means that, you know, I came up with this idea for a game and initially I self-published it and was manufacturing it and distributing it myself. And then, after a while, you know, meanwhile, I was, you know, still had a full-time job and had two young kids and, you know, busy life.

Andrew Innes: [00:05:08] When I got an offer to license Anomia, it sort of came at a time where I was, you know, struggling to deal with the growth of Anomia Press and also faced with the issue of managing, you know, selling to retailers and trying to get paid by them and managing to have enough money to make my next batch of games and, you know, we grew kind of fast, so it was a little bit painful. And, you know, I had to borrow some money, et cetera.

Andrew Innes: [00:05:08] So, you know, in that moment, for me, licensing was a nice option because it took away a lot of the problems I had, which were, like, how to deal with the growth, how to deal with, you know, selling to retailers and maintain my career at the time and not just be like an insane person.

Andrew Innes: [00:06:04] So, you know, I guess in a nutshell, licensing means like, you know, taking – you know, putting some value on an idea you have typically in some kind of tangible form, like – and like in the form, in this case, of a game and then giving the rights to somebody else, another company to manufacture and distribute that.

Mike Blake: [00:06:27] Now, I think this is a commonly held perception of licensing IP that it’s so-called mailbox money, where you sign a licensing deal, somebody else does all the work. You put your feet up. You binge-watch Game of Thrones for the third time or something and you wait for the checks to roll in. Is that what happened to you or did you sign a couple of licensing deals and you’re just sort of living the good life and don’t have to work anymore? How does that work?

Andrew Innes: [00:06:53] Well, I did binge-watch Game of Thrones, so maybe. I don’t know. I mean, you know, your mileage may vary, I guess is the best way to put it. Like, Anomia has been very successful. And, you know, I think our situation may not be, you know, anybody else’s situation. It’s always going to vary, you know.

Andrew Innes: [00:07:26] So, I mean, on one hand, like the reason that I chose to license was, like I said, I was juggling a lot of stuff, young kids, another career, and I was sort of thinking like, well, what do I – you know, this is something I say to people when they’re considering this, I’m like, “What? You know, what do you want to do with your time? Like, what do you want to be spending your time on?” And for me, it was – I had this vision for Anomia. I wanted to see it grow to multiple products, the multiproduct line. And, I, you know, at the time, I was still, you know, focused on my other career. I mean, I’ve since left that career and I’m focused on this stuff full time.

Andrew Innes: [00:08:08] So, licensing for me in large part was about, like, making a decision about how I wanted to spend my days and what I wanted to do was grow the product line, and what I didn’t want to do was chase down 25 retailers who were past due.

Andrew Innes: [00:08:30] And, you know, also, a big, big part of this was my partner, my licensing partner. You know, they had a great distribution network, way bigger than what I had, and they had relationships with large chain stores and big box stores and the mid-tier stores and all the mom-and-pop shops. And so immediately, you know, I had already been working with them. They had been a distributor for me, you know, for I don’t know how long, maybe six to eight months or something like that. And then, they approached me with an offer to license. So I, you know, had an existing relationship with them.

Mike Blake: [00:09:14] But, yeah, so it was all about what I wanted to spend my time doing. I mean, if you want to, like, grow your business from the ground up and retain full control of everything, then you know, licensing may not be for you. If you want to take advantage of another business’s distribution network or other, you know, depending on what your product is, or, then it might make sense to consider licensing.

Mike Blake: [00:09:42] Now, I’m curious, you said when you licensed it first, you had another job. I’m curious what that was. You know, it’s well – if you’re in the roleplaying gaming community, for example, Gary Gygax, one of the founders of Dungeons & Dragons, was an insurance salesman until they got for enough for him. What was your primary hustle before you moved into gaming?

Andrew Innes: [00:10:06] Sure. So, well, at the time, my last full-time job was with the Harvard Business Review, and I did product development for them, mostly in the digital space. So, I did like app development and some mobile web development, mostly like as a sort of product manager and project and product manager type role. So, basically finding ways to take their content and then repackage it, repurpose it in a digital context.

Andrew Innes: [00:10:43] I mean, I started there right around the time the first iPhones were coming out. So, you know, we were getting into that. And prior to that, I had worked in publishing. I worked for a company called Source Media, which was a financial publisher in Manhattan. And, you know, I started there actually in print production, and that was kind of awesome because those skills were really helpful and I was first prototyping Anomia, like knowing my way around the desktop publishing software.

Andrew Innes: [00:11:16] But after a few years there, I worked there for about 10 years, and so I worked in print production like putting out a daily newspaper for a few years. And then, I moved over to their web group and I was editing, you know, an editor on the website. And then, I became a product manager there for one of their main websites. And then, over time, I took on. I think I had about five websites that were, you know, two daily papers, two monthly magazines, and, like, a weekly newspaper as well.

Andrew Innes: [00:11:47] So, just doing, basically, you know, interfacing between tech development, editorial, advertising, marketing, customer service and sort of, you know, helping all of those different parts of the business interact with and improve the website and things like that.

Mike Blake: [00:12:09] So, of the two games you have licensed, which is the one you developed first? Was it Anomia?

Andrew Innes: [00:12:15] Yeah. So, Anomia, and there’s four currently in the market. There’s four versions of Anomia app, but the original game was a small blue box with two decks, and that was the first one.

Mike Blake: [00:12:27] So, when you develop that, how did you – how developed was that game when you started to approach potential licensees? You must have had, I guess, at least a basic prototype. Was it highly polished? Was it kind of a rough prototype just to let people know generally where you were headed? How far did you have to have that product developed before you felt like you could take it to licensees and be taken seriously?

Andrew Innes: [00:12:55] Well, I mean, in my case, I actually had a product. You know Anomia was in the market. So, I had worked on it for a number of years refining it. Then, I sort of did my own version of – this was maybe, you know, right around the same time Kickstarter was beginning. But I did my own Kickstarter where I, you know, my own version of it. Like, I spammed everybody I knew and asked them to pre-purchase copies of the game, and I raised enough money to print my first print run. And then, I, you know, was able to fulfill, you know, all the orders for the people who had pre-purchase copies, and then I, you know, sold a bunch more right after that.

Andrew Innes: [00:13:39] But so, yeah, and then I started the sort of slow process of getting it out into stores and getting it, you know, learning more about the toy industry. But basically, you know, I had been sitting on this idea for so long. Like, I literally – I had had the idea for, you know, Anomia when I was a kid and then I kind of sat on the idea. I kept coming back to it over the years and then finally, I was like, “Maybe, maybe I should prototype this.” And so, I did. I started playing with friends and then I kind of playtested it for three or four years with a lot of different people and refined it further.

Andrew Innes: [00:14:13] And then, at a certain point, I was like, “Okay, it’s done. I don’t need to do anymore. Like, now what?” And so, the first thing was to just – I didn’t want to license it right away. I wanted to bring it to market first and see what happened and then go from there.

Andrew Innes: [00:14:28] So basically, I had a product in the market, you know, and it was selling well. Like, I mean, you know, we sold a thousand games our first year, but really, that was like the last two months of the first year. And then, we sold like 20 something thousand games the following year. And it was in that year that we were approached by another company saying like, “Hey, would you consider licensing this to us?”

Andrew Innes: [00:14:57] So, now there’s up and downsides to that approach. Like, one is if you’ve got an idea I mean, it’s very common in the toy industry and the tabletop game industry for an inventor to come up with an idea, make a rough prototype. It doesn’t need to have any, you know, like, fancy design or anything. It’ll be super basic, but enough so that you can show how does the game play, what are the components of the game, et cetera.

Andrew Innes: [00:15:28] And then, like, you know, part of what happens, say, at an industry event like Toy Fair, which is our big international trade event in February in New York City, where, you know, designer, game designers come and they booked meetings with different companies and they go around and they pitch their ideas to companies and people say, “Oh yeah, that looks cool. I’ll want to license that for you,” or “No, we’re going to pass on. That doesn’t really fit our product line or whatever.”

Andrew Innes: [00:15:56] So, I mean, I had actually gone to Toy Fair many times with my prototype in my bag, never showed it to anyone because I was terrified somebody would, like, steal my idea, you know.

Mike Blake: [00:16:06] Really?

Andrew Innes: [00:16:12] So, you know, so the upside of bringing your product to market first is that if you have some success, then when you’re, you know, negotiating your licensing deal, you often can get a better percentage for your royalties. If you have an –

Mike Blake: [00:16:32] I think that’s right.

Andrew Innes: [00:16:32] If you have an unproven product, like, you just have this cool idea and people like the idea, but they have no idea how it does in the market, you know, you’re going to get probably more of the standard licensing, like what’s standard for whatever industry you’re in, so.

Mike Blake: [00:16:47] If you even get that. I think that’s a really important point because –

Andrew Innes: [00:16:52] And, if you’re getting it at that rate.

Mike Blake: [00:16:53] The licensing – the most successful licensed stores I have met and worked with are ones that did bring their inventions to the market first in some fashion, proved market traction, right, proved that they could. Maybe they didn’t want you, right, but at least you theoretically could bring it to the market on your own. And that gives you a lot of leverage because you don’t have to just sort of take whatever a licensee is willing to pay. You do have at least the option. Even if in the back of your mind you’re saying, “God, I hope they take this deal because I don’t want to do this anymore.” Right?

Andrew Innes: [00:17:32] Right, right.

Mike Blake: [00:17:32] If you’re at least a modicum of a decent poker player and you cannot show that in the negotiation, then you do have this fallback position. “Okay. If you don’t like it, I’ll just keep selling it,” right, and you’ll just keep losing out on the income.

Mike Blake: [00:17:47] And so, as opposed to what I think many inventors and property, intellectual property developers romanticize about that you can put an idea down on a piece of paper, maybe even get something patented, trademarked, copyrighted, or whatever, there’s some sort of protection of something there. There’s a hope that, “Hey, if I just go to a deep-pocketed entity with a big idea, they’re just going to license it.” I think that is very much the exception rather than the rule at any price.

Andrew Innes: [00:18:22] Yeah. And, also, you know, licensing comes with some other challenges. Like, you know, when I was not licensing, you know, when it was all under my control, you know, for better or worse than I was, you know, [inaudible] the buck stopped with me and also any kind of marketing. Like, you know, I had more flexibility around marketing or where I could sell, et cetera.

Andrew Innes: [00:18:47] And now, I mean, I feel lucky with my current partner because I’ve actually maintained a lot of control over, you know, creative control over packaging, and also I do all the marketing. Like, they’re happy – you know, they’re super happy to be like the awesome distribution channel that they are and distributor, and, like, that’s what they do. They’re great at it and, like – and so I’ve, you know, over the years taken on more of a marketing role. And, basically what I do now is product development and marketing. So, I’m – and you may or may not be able to do that depending on your relationship with your license or, you know, or your licensee.

Andrew Innes: [00:19:36] So, you know, also going into it with them, I had to be really clear in my head. Like, they weren’t going to market it. You know, that’s not their job. They’re not marketing to consumers. They sell to stores, you know. They don’t sell to consumers.

Andrew Innes: [00:19:50] So, you know, when I talk to other people, I often consult with people in the game space because, you know, some friend of a friend, it’s like, “Oh, my friend made a game. Like, what should they do next?” And so, I often will meet with folks like that.

Andrew Innes: [00:20:06] And, you know, I’m always upfront about that. Like, you know, if you license your game to another company, depending on the company and their approach, you know, some game companies do market to consumers. They do have a social media presence. They do this and they do that, but some don’t. And so, you have to consider, and also know that, like, you know, my licensee, they have – they distribute, you know, for Hasbro and for Mattel. Like, my product is like one of thousands, you know. It’s one of thousands of other products and, you know, they love the game and all that. But, like, I’m not – you know, you got to go into it with your eyes open. Like, often if a larger company is taking on your product, they have other considerations. Like, they’re going to consider your product but it’s one small piece of their business, and it’s not going to get the personal attention that you may feel it needs. And so, you really need to make sure that you can deal with that or – and maybe you can deal with that by being a marketing voice for your product, you know.

Andrew Innes: [00:21:10] Like, I go to conventions. I, you know, exhibit at conventions and I’m sitting there demoing games all day, you know, to thousands of people. And, you know, I’ve got an email list I’m promoting too and websites and running contests on my website, et cetera. Like, I’m doing all of that stuff, you know, because no one else is going to do it, so.

Mike Blake: [00:21:31] And, you know, that’s exactly a point I wanted to kind of tease out of you in this conversation in that, again, I think there’s a widely held view that if you license your IP, you sign a license, you start watching TV and just let the royalty checks roll in. But the reality is that, you know, I think if you want to maximize your revenue or come close to maximizing your income from that relationship, you’ve got to help now your licensee be successful. You have to –

Andrew Innes: [00:22:04] Right.

Mike Blake: [00:22:04] You should – you need to, in some, if what you’re good at is marketing, you need to be out there and market it. Right? If you have – if you’re kind of an influencer, then you need to influence, right, whatever it is.

Andrew Innes: [00:22:15] Whatever you can do. Yeah. I mean, again, it’s going to vary from situation to situation and what your industry is, what your licensor is or what your licensee is, you know, interested in you doing.

Andrew Innes: [00:22:27] Some – you know, it’s pretty frequent that like a game designer, my license to a company and then the company doesn’t really want to deal with them. You know, they don’t – they don’t want to – they don’t want to deal with, you know, listening to all of your ideas about, you know, [inaudible] to do, so.

Mike Blake: [00:22:48] Inventors can be very hard to listen to because it’s their baby and –

Andrew Innes: [00:22:54] Yeah. They’re excited about their idea and they think it’s the best thing ever.

Mike Blake: [00:22:57] And, now they’ve been validated with one licensing agreement, and it can –

Andrew Innes: [00:23:01] Right.

Mike Blake: [00:23:02] It can be easy to fall into the trap then because you have that one agreement, you now think you have 38 other awesome ideas that everybody can be a fool not to listen to.

Andrew Innes: [00:23:10] Right. Exactly. Yeah, yeah.

Mike Blake: [00:23:14] And so, the point is, you know, you still have a business. The business model may be different, but you do still have a business when you’re licensing your IP.

Andrew Innes: [00:23:26] Yeah. I mean, it’s different in terms of the day-to-day. Like, you don’t – it’s not the same where I was, you know, shipping games and chasing down people for payment and, you know, trying to do this and trying to do that. Like, it’s a very different kind of business, you know.

Mike Blake: [00:23:46] When you started – when you took your game to market and they started appearing on retail shelves, were you hoping, were you positioning yourself in such a way that you are hoping to attract a licensee, or did that relationship kind of happen serendipitously?

Andrew Innes: [00:24:07] No, that was serendipitous. Like, I was distributing myself in the United States. I had been approached by a distributor in Canada and then I had been approached by a distributor in Australia. So, I had sort of set up – you know, I was taking care of the U.S., and then I was working with this Canadian distributor and an Australian distributor. And then – I mean, when I set out with Anomia like I didn’t, I didn’t – I think my vision was more about like, “Oh, I’ll sell a lot on Amazon and I’ll get it into some stores.” And, I didn’t really know what, you know – I didn’t know a ton about the toy industry. I didn’t – you know, there was a lot I didn’t know. So, I didn’t really have any sense of – I mean, I say it’s like after, you know, my first [inaudible] I did 2500 units and, you know, I pre-sold 500 of those, as you know, for the people who helped support that, that first printing. And then, those came – those went out right around, actually just this time in it was November 2009. And then, I sold another 500 copies, like, between November and December because of the holidays. Like, people were into the game. And, you know, some people [inaudible] for gifts and stuff.

Andrew Innes: [00:25:30] And then, in January of 2010, I had 1500 games left and they were sitting in my attic, and just above my – right above my bedroom. And, I was always worried, you know, they’d come crashing through the floor and kill me in my sleep. And, I was like, “What am I going to do with all of these games? I have so many games in my attic and I have no idea how to sell all of them. Am I going to sell them one by one? Am I going to sell them to a store?” I think I had gotten it into about three stores.

Andrew Innes: [00:26:08] And, yeah, so, I really didn’t know what I was going to do. Like, that was the next big problem. The first big thing was just getting the game made, you know. And then, the second big problem was, “All right. I made my game. Like, what do I do now?” And, I mean, I knew that I had wanted to just produce it myself initially before trying to license it.

Andrew Innes: [00:26:38] So, that’s where I was, you know, sitting there in January, going and scratching my head, trying to figure out what was next. So, I didn’t have a big vision for it and certainly not like the vision I have for it now.

Mike Blake: [00:26:52] So, what did that conversation look like? When ultimately some licensees approached you, what kind of questions did they ask? What kind of due diligence did they go through with you?

Andrew Innes: [00:27:06] I mean, they wanted to – they – I mean, they love the game, so they knew the product already and they saw, you know, they saw an opportunity there, and they asked me. You know, I had to provide them with details about, like, what I had sold, you know, basically how much I had sold over that time period.

Andrew Innes: [00:27:31] So, I think that was probably the bulk of their, you know, what they were – what they wanted to know. They wanted to know, you know, like, how many units I sold and where had I sold them and where was I getting it printed and that kind of thing. And, yeah, so those are the kinds of questions. I mean, it was a long time ago now, so.

Mike Blake: [00:27:56] Did it take – was it your impression – I mean, how quickly did those deals come together? Do you have – do you remember?

Andrew Innes: [00:28:04] I mean, pretty quickly. I think, you know, we went back and forth for a few months, like, you know, redlining the agreement. And, I worked with a lawyer and, you know, just trying to make sure that we are – you know, everything was covered on our end and that we got the percentage that we wanted, et cetera, so.

Mike Blake: [00:28:25] In those conversations, did it ever – did the topic ever come up of potentially simply selling your IP outright?

Andrew Innes: [00:28:36] No, no, not to my recollection. I mean, it’s something I think about now, but again, like, I have this vision for what I want the line to be. And so, I’m kind of working towards realizing that. And, I kind of, you know, I don’t – I’m not really sure what if my kids are going to be interested in this business down the road or they’re both just entering their eighth and ninth grade. So, you know, I could imagine it would be at least 10 to 15 years before if one of them was interested that they would potentially get involved, but like, you know.

Andrew Innes: [00:29:18] So, I think – I’m 52, so, you know, I’m starting to think about retirement in 12, 13 years and, you know, or not. I mean, like, if I can maintain this business as it is. Like, I can imagine doing this for quite a while past that point. But, you know – but I am thinking about like, “Okay, I want to have 15 products. I want to have x number of social media followers, x number on my email list. I want to have presence in these stores around the country and I want to translate it into, you know, five more languages or, you know, whatever.”

Andrew Innes: [00:29:57] So, you know, I kind of think about that stuff in terms of maybe one day selling off the IP. Like, I remember when I was just getting started around that time, Trivial Pursuit was sold to, I think, Hasbro for $80 million, and I was like, “Wow! That’s kind of amazing,” you know.

Andrew Innes: [00:30:24] So, you know – so, yeah, it’s definitely something to think about. I mean, it’s also, I feel like even though I’ve licensed it, it’s still kind of my baby and I’m – and I feel very much like the face of the game, you know, in terms of like a public marketing effort, so.

Andrew Innes: [00:30:45] When you negotiated the terms of these licensing deals, how difficult did you find it? You’d never – presumably you never negotiated a deal like this, how did you kind of come to a point where you thought the deal that was put in front of you was fair? How did you push back on certain terms? How did you know how to navigate that or did you?

Andrew Innes: [00:31:09] Yeah. Well, I mean, I had a good lawyer and that was very, very helpful and I wanted to – there were certain things I wanted. Like, I wanted to control – I saw already that there was an option, an opportunity to make more versions of the game, you know, different thematic extensions. So, I wanted to make sure that I had control over things like packaging, package design, and I wanted to be able to, you know, audit their books if I wanted to make sure that they were really doing what they said they were doing. And I wanted to – what was the other thing that was? Well, I want –

Mike Blake: [00:31:59] What about if they didn’t, weren’t successful, right? Sometimes [inaudible] rights.

Andrew Innes: [00:32:04] Right. We had a minimum – you know, they had to hit a minimum, you know, base – minimum units sold annually. And then, I also wanted – I wanted marketing stock. I wanted to be able to have games to use for marketing purposes. So, I wanted – like, we put that into the contract like I get x number of games every year and to use, you know, to use for marketing.

Andrew Innes: [00:32:36] So, you know, basically for me, like having the creative control on the packaging and the product development. You know, one thing I gave up at the time was like selling – was selling on, you know, somewhere like Amazon and which, you know, which I understood. And – but, you know, but I did have – I did maintain an e-commerce presence on my site, though it was fairly, you know, it wasn’t a big operation.

Mike Blake: [00:33:09] And, I’m curious. I may be stepping out of bounds here, but I’ll try to be as vague as I possibly can because I think the answer will be potentially of interest to our listeners. And that is, are your deals straight royalty? Are there any maintenance or milestone payments involved? Is it all just based on sales or is there any kind of fixed component to your deals?

Andrew Innes: [00:33:32] So, they’re all typically based on sales. In the case of – so I’ve been speaking mostly about my North American licensing so far, but, you know, we do have – you know, our games are in 15 languages, so we have licensing deals in many other countries. And, often those deals are sort of prefaced with a – what do you call it? You know, there’s an upfront fee which gets paid. I’m spacing on the name. An advance, sorry. Thank you. So, there’s an advance, and then typically, the licensee will then sell against that advance, or, you know, then you don’t really make any money until they’ve passed that number in sales, you know, so.

Andrew Innes: [00:34:33] So, it’s like a good faith, a token of good faith. Like, we’re going to give you x amount, and then after we’ve sold enough games to recoup that, we’ll then start paying you, you know, quarterly or annually or whatever the deal is, so.

Mike Blake: [00:34:50] And, you know, how did you ensure that your intellectual property was properly protected? Is it for what you do as copyright, as a trademark, or is it something else?

Andrew Innes: [00:35:03] It’s copyright and trademark.

Mike Blake: [00:35:04] Okay.

Andrew Innes: [00:35:05] Basically, so. And, even that, I mean, it’s goofy in the game industry because, you know, I mean, the classic example of this is Apples to Apples and Cards Against Humanity. Like, apples – you know, Cards Against Humanity is Apples to Apples. It’s the exact same game, exactly down to the nitty, fine detail and maybe nitty-gritty fine details. However, the content is very different. So, it can be its own game and obviously has a very different audience and a very different – you know, it’s sold – you know, they both have sold millions of copies. But, you know, they’re very different kinds of games.

Andrew Innes: [00:35:48] And similarly, now I see with Anomia, like there’s two knockoffs in the market now where people have taken the idea and, you know, tweaked it slightly. And, I get, you know – it’s really annoying to me. But it’s also, like, just that’s just what happens, you know. It’s why there’s McDonald’s and Burger King and, you know, so, Coke and Pepsi.

Mike Blake: [00:36:17] If – you’ve been licensing – you’ve been licensing your games for how long now?

Andrew Innes: [00:36:24] Not – licensing, about 10 years.

Mike Blake: [00:36:30] Okay. So, in that decade, what, if anything, has surprised you that you weren’t expecting from your licensing relationships?

Andrew Innes: [00:36:47] I mean – sometimes – well, I’m always really – I’m always really amused. You know, Anomia is a funny name. And so, in other countries, we often have to change the name of the game because they just are like, “We can’t deal with this name, it’s weird.” And so, I’m always, like, surprised at the names that people come up with. You know, they don’t always mean anything to me because I’m not a native language speaker of whatever the language is.

Andrew Innes: [00:37:23] Also, we had one licensee who wanted to change the game, you know, not in a huge way, but like they wanted to add this other element to it. And, you know, they were a big company and we let them do it because we thought, “Oh, they must know what they’re doing.” You know, like, they’re a big successful game company. And, you know, fast forward to now, like, we’ve ended our license with them and we’re looking for somebody else in that territory because the game didn’t do great and they didn’t – I think they screwed it up, frankly, so.

Andrew Innes: [00:37:56] You know, Anomia is a super simple, like, very elegant in its simplicity type of game. It’s not a complicated game. So, like, adding more elements, like, doesn’t really do anything to the gameplay or it doesn’t do anything for the gameplay, I should say.

Andrew Innes: [00:38:10] And so, yeah, I’m always surprised, like, you know, the names that people come up with or – and also, you know, one thing that’s super interesting is that like how the North American market is like the, you know, the massive, you know, juggernaut that it is. And then, when you add up all the sales from all the other languages, it’s like, you know, maybe equivalent to like what you’re doing in North America, but actually probably not even half as much. You know, it’s like the North American market is just this monstrous thing. And, yeah.

Mike Blake: [00:38:47] That makes sense. I mean, you know, when I’m doing – when I’m doing an intellectual property appraisal, I’ll absent specific data to the contrary. I’ll often assume that there’s the United States and then there’s sort of the rest of the world that equals the United States market. And, I’ve rarely, if ever, run into trouble with that assumption.

Andrew Innes: [00:39:14] Yeah. I’d say I don’t – I couldn’t really say exactly, but I don’t think what we sell across the rest of the world is, you know, dollars to dollars. Well, also our percentages are different in every territory, so it’s not Apples to Apples, but you know. But I should go look at that unit for unit and see how it compares. That would be pretty interesting.

Mike Blake: [00:39:40] Now, you touched on this a little bit, but it’s such an important point. I want to come back and make it explicit, even at the risk of sounding repetitive. And that is making sure that you’re paid what you’re owed. When you license a property to somebody else, you’re probably not gaining access to their internal accounting systems so you’re having to kind of rely on the kindness of strangers, if you will, or the integrity of the licensee to report revenue correctly and pay you what you’re actually owed.

Andrew Innes: [00:40:13] Yeah.

Mike Blake: [00:40:14] How do you make sure that that’s true? Or, can you, do you just sort of have to trust your partner and hope it works out?

Andrew Innes: [00:40:23] I mean, I think it’s a mixture of, like, you know, we have some language in our contract that says, you know, we can come and look at your books and see, you know, as best as possible. I mean, not to say that if they were really devious, they could probably cook up something to show us that, you know, but – I mean, you know, part of it is just good faith.

Andrew Innes: [00:40:45] In the case of the international licensing, it’s a little bit even trickier because, you know, we’ve certainly gone, you know, two, three or four quarters without getting paid from some companies, and we have to just hound them and, you know, I have a person that helps me with my international licensing. So, they’ve got – you know, one they know if this is a good company, if they’re trustworthy. Like, they’ve got the inside scoop on, like, who’s worth working with and who’s not. So, like, usually when I get a deal to license then I know going in like these people are worthy, you know, because these people that I work with to help me find the international licenses, like, they’re – I mean, the game industry and toy industries, it’s a – I mean, it’s a huge industry, but it’s also, like, it’s like everybody knows everybody, you know, so.

Mike Blake: [00:41:42] Especially in gaming.

Andrew Innes: [00:41:46] Yeah, in gaming. So, you can, you know, you can, as long as you have – like, I wouldn’t be able to do necessarily all these international deals without the folks that basically they’re like sales reps for me. Like, they go and they find and help me maintain those relationships. So, they’re plugged into that whole international network.

Mike Blake: [00:42:09] So, are your licenses exclusive? And, is that what the licensees ultimately wanted, or did you think about multi exclusivity? What’s your exclusivity situation [inaudible]?

Andrew Innes: [00:42:25] They’re typically exclusive. Like, in Europe, it’s a little funny because, like, you know, if you make the German version, then you can sell that across Europe. It’s not like you can only sell it in Germany, but you can only sell the German version, you know. You can’t go make a French version and sell that across Europe too. Like, that’s for the French licensee. So typically, they’re exclusive in a given territory, in a specific territory, and, yeah.

Mike Blake: [00:42:56] Now, have you ever had any kind of dispute with any of your licensees where, you know, it got serious?

Andrew Innes: [00:43:05] Nothing too – nothing too bad. We had – you know, we’ve had some, you know, some kind of gray area stuff, where one company kind of got into bed with another company, and then it wasn’t clear. Like, we’re we still with them or were we with this new company? You know, like, stuff like that. But nothing has gotten particularly bad, you know. Mostly, yeah, yeah, it’s been – we’ve been –

Mike Blake: [00:43:35] And what about the length of your licenses? Do they have a – do they have a finite length? Do they have automatic renewal or are they just perpetual? How does the time frame of your licenses work?

Andrew Innes: [00:43:45] They typically – they’re all different, but they often have some kind of like either a time, like a time frame in which will reconsider the license. I mean, always my approach with this stuff is to give a lot of benefit of the doubt to the business because they know their market and they know – so, like, if they want to – you know, things are going well, like I’m probably going to stay with them. You know, even if like you missed your numbers by a thousand units, but, you know, probably still going to stay with you at least for another term so that you have a chance to, you know – like, you know, I’m not going to pull the plug on someone because they didn’t sell all their units in, like, during COVID or something. You know, there’s like reality, you know. So, you know, there’s ups and there’s down.

Andrew Innes: [00:44:47] But typically there’s either a number. Like, you got to hit this many units. And, you know, you’re over here. If you’re really not hitting your numbers, then okay we’ll move on, but, you know, but we’ll work with you and give you that chance.

Mike Blake: [00:45:07] We’re talking with Andrew Innes and the topic is, Should I license my intellectual property?

Mike Blake: [00:45:14] This probably doesn’t apply to you. But on the other hand, they still have to have instructions on the side of a can of paint that you shouldn’t drink paint. So, I shouldn’t – I guess I shouldn’t assume anything. Are there any issues of liability in terms of somehow, somebody, I don’t know, injures their selves with a card cut or something? Probably, standard boilerplate, but –

Andrew Innes: [00:45:38] Not so far. I mean, you have to get your products tested in the toy industry, especially if they’re being manufactured elsewhere.

Mike Blake: [00:45:47] Right.

Andrew Innes: [00:45:47] You know, make sure there’s no lead. Make sure if they’re small parts, it’s got to have labels for, you know, little kids and, you know, there’s all that stuff. So, all that stuff’s got to happen and all the licensees have to do it, so.

Mike Blake: [00:46:00] And, who’s responsible for that? Do you do that or does the licensee do that? That test.

Andrew Innes: [00:46:07] The licensee typically does it, though – excuse me, I got a phone ringing in the background. Yeah, the licensee typically does it for their territory.

Mike Blake: [00:46:24] Got it. And, do your licenses have the right to sublicense? If they find somebody else who wants to license to them, can they do that, or do all new licenses have to come to you as kind of the mothership?

Andrew Innes: [00:46:37] Yeah. I know there’s no sublicense.

Mike Blake: [00:46:40] Okay. Andrew, we’re getting to the end of our time, and I want to be respectful of your time because I know you’ve got more games to develop. They’re going to be awesome.

Andrew Innes: [00:46:52] [Inaudible].

Mike Blake: [00:46:53] We probably have not covered everything that a listener would have wanted, or maybe we didn’t go into as much depth as they would have liked. If somebody wants to contact you, maybe for a little bit of additional advice to follow up after this podcast, would you be willing to talk to help them? And if so, what’s the best way for them to contact you?

Andrew Innes: [00:47:13] Yeah, sure. I’m always happy to talk about any of this stuff. I guess probably the best way is to just go to our website and use the contact us form. That’ll come to me which and the website is anomiapress.com. It’s A-N-O-M-I-A, P as in Paul, R-E-S-S, .com.

Mike Blake: [00:47:37] That’s going to wrap it up for today’s program. I’d like to thank Andrew Innes so much for sharing his expertise with us.

Mike Blake: [00:47:43] 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 so 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 am on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn Group, A Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware and company. And, this has been the Decision Vision podcast.

 

Tagged With: Andrew Innes, Anomia, Brady Ware & Company, Decision Vision podcast, Duple, game designer, gaming, intellectual property, Mike Blake

Decision Vision Episode 146:  Should I Hold a Corporate Retreat? – An Interview with Jared Kleinert, Offsite

December 9, 2021 by John Ray

Offsite
Decision Vision
Decision Vision Episode 146:  Should I Hold a Corporate Retreat? - An Interview with Jared Kleinert, Offsite
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Decision Vision Episode 146:  Should I Hold a Corporate Retreat? – An Interview with Jared Kleinert, Offsite

Amid seismic shifts in the labor market and the ways people work, Jared Kleinert, Co-Founder and CEO of Offsite, joined host Mike Blake to consider what it means to have a corporate retreat in today’s world. Jared’s company, Offsite, creates retreats which engage employees and create measurable ROI for the companies they work for. Jared and Mike discuss what makes a great retreat, how often companies should have a retreat, work vs. fun retreats, and much more. Decision Vision is presented by Brady Ware & Company.

Offsite

With Offsite, you don’t need to be an event planner to execute a transformational retreat.

Whether you’re the Co-Founder, Chief of Staff, Head of People, Executive Assistant, or another leader at your company, Offsite is here to help you bring out the best in your team.

Planning a team retreat? Offsite saves you time, money, and stress. They help you choose the perfect venue, plan an agenda that engages your employees, and generate measurable ROI on your Offsites. All in one place.

Company website | LinkedIn

Jared Kleinert, Co-Founder and CEO, Offsite

Jared Kleinert, Co-Founder and CEO, Offsite

Jared Kleinert is the Co-Founder/CEO of Offsite, which helps you plan the perfect team retreat. Previously, he was one of the first 10 employees at 15Five, a leading B2B SaaS company powering over 40,000 teams to bring out the best in their people. Jared is also a TED speaker, award-winning author, and USA Today’s “Most Connected Millennial” who has personally facilitated Offsites for Fortune 1000 global executive teams, started companies ranging from a marketing consulting firm to a series of high-end summits for entrepreneurs, and more. To learn about Offsite, please visit www.joinoffsite.com.

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®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

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: [00:00:22] 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: [00:00:44] My name is Mike Blake, and I’m your host for today’s program. I’m a director at Brady Ware and 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 their intellectual property. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols.

Mike Blake: [00:01:13] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. I also recently launched a new LinkedIn group called A Group That Doesn’t Suck, so please join that as well if you would like to engage. If you like this podcast, please subscribe on your favorite podcast aggregator and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:39] Today’s topic is, Should I hold a corporate retreat? And the timing of this is very interesting because, up until very recently for the last year-and-a-half, almost two years, having a corporate retreat was probably a preposterous question. Or if you did hold a corporate retreat, it would look pretty weird with a bunch of people on Zoom meetings, I’m guessing, or Zoom screens or whatnot. But, of course, now as the Delta variant subsides, and who knows what variant is coming past that in our trans-pandemic period, corporate retreats are back on the menu again.

Mike Blake: [00:02:15] And, boy, do companies have a lot to talk about. Since the last time companies have done their retreats, this thing called digital transformation has happened, we’ve seen a seismic, I think, fundamental shift in how labor and society relate to one another in our country and in our economy. And the very nature of leadership and the very nature of what we even think is productivity is being at least reevaluated, if not outright being called into question.

Mike Blake: [00:02:50] Interestingly, corporate retreats can have a bad rep. For example, there is a story in allbusiness.com that spoke of – and it’s in 2008 – while the Great Recession was underway and after immediately receiving bailout money, AIG executives spent over $400,000 on a corporate retreat hosted at the luxurious St. Regis Resort and Spa in Monarch Beach, California, it was reported that the executives treated themselves to over $150,000 in food alone in only one week. That’s a lot of avocado tacos, man.

Mike Blake: [00:03:27] And I do think that there’s a little bit of branding to overcome and, first of all, talk about. I don’t know that you could be much more tone deaf than that. But, nevertheless, I do think that, to some extent, corporate retreats do bear some of that stigma that they’re not necessarily as productive. They can be more of a boondoggle. And so, it’s important to get that right.

Mike Blake: [00:03:54] Now, in fairness, I’ve been on some corporate retreats which have been fantastic. And it’s something that I need to do for my group, I think, sooner rather than later. So, I plan to learn a lot from this conversation. And as I often do with the Decision Vision podcast, really, is simply disguised mooching to get some free advice under the auspices of giving somebody some publicity.

Mike Blake: [00:04:20] So, I like to welcome back to the podcast Jared Kleinert. He came back on, I think, he’s one of the first 30 or 40 people who came on the podcast, so it’s fun to have him back. And he has a new venture, he is Cofounder and CEO of a company called Offsite, which helps you plan the perfect team retreat. Previously, Jared was one of the first ten employees of 15Five, a leading B2B SaaS company, powering over 40,000 teams to bring out the best in their people.

Mike Blake: [00:04:52] Jared is also a TED speaker, award-winning author, and USA Today’s Most Connected Millennial, who has personally facilitated offsites for Fortune 1000 global executive teams, started companies ranging from a marketing consulting firm to a series of high end summits for entrepreneurs, and more. To learn about Offsite, visit www.joinoffsite.com. They are the easiest way to plan, manage, and follow up after team retreats and other offsite meetings. They help you choose the perfect venue, offer a detailed agenda that will increase employee engagement, and generate measurable return on investment from your offsites all in one place.

Mike Blake: [00:05:30] And their clients include some of the hottest seed and Series A venture backed startups, Inc. 5000 companies, Y Combinator backed teams, venture capital firms. They’re crushing it as we would expect from Jared because he’s a crush it kind of guy. He’s a power hitter. Jared Kleinert, welcome back to the program.

Jared Kleinert: [00:05:51] Thanks for having me back.

Mike Blake: [00:05:53] So, we talked a little bit before we started the program, I mean, you’re doing well, obviously. It seems like every day you’re posting about a new client and a new success story with offsite retreats – I presume offsite retreats. So, congratulations for your success there.

Jared Kleinert: [00:06:13] Thank you.

Mike Blake: [00:06:15] So, let’s start off, you know, and I do think this is important here. It probably seems obvious to a lot of people. But in light of the AIG anecdote that I spoke of at the start of this discussion, I don’t necessarily know that it’s obvious to everybody. So, what is exactly a corporate retreat?

Jared Kleinert: [00:06:34] The way I view it is, the future of work is changing very rapidly. I don’t think anyone would argue that the workforce is decentralizing, just like finance and many other industries, and this has been the trend for the last ten years. When I was at 15Five, I was one of the first ten employees and we were a remote-first company. I was an unpaid intern from South Florida working for this company in Silicon Valley, then I got on payroll. But, you know, team members were zooming in from all over the place and we got to reconnect once a quarter during these offsites.

Jared Kleinert: [00:07:19] And more and more companies have gone remote or hybrid since. The pandemic has pushed us five or ten years into the future, so much so that now Facebook is rebranded to Meta, and Dropbox is creating metaverse stuff now. And so, the future of work is changing very rapidly. And the companies over the last ten years that have built the best remote-first or hybrid company cultures have relied on these things called offsites or team retreats in order to bring their team together, build trust and intimacy, potentially do some strategic planning such as OKRs on a quarterly basis.

Jared Kleinert: [00:08:01] You know, there’s different types of offsites, even internally for your team. And regardless of how you run your offsites, it’s important more now than ever to get everyone together in-person when 330 plus days of the year we’re at home or we’re working from wherever we want, and we might be lonely, we might be disengaged, we might be looking for other job opportunities.

Jared Kleinert: [00:08:27] And so, what used to be something that the most well-funded startups in Silicon Valley are doing is now becoming essential for any remote-first company to do. And not just to do it once a year, but to do it, perhaps, quarterly, I would argue, to have different types of offsites for the entire team once a year and all-hands meeting, executive team meetings, a sales team meeting, perhaps some client facing offsites where you’re treating your most valuable clients to an overnight stay or two nights.

Jared Kleinert: [00:09:00] We haven’t gone into the corporate retreats that you started with as far as stereotyping, like golf outings and doing a lot of enterprise stuff quite yet. We’ve been working with fast growing startups and Inc. 5000, primarily. But there is a huge opportunity to go into corporate as well to take the offsites that are already happening and just make them more transformational, make them higher ROI than, maybe, what the tone deaf story you shared is.

Jared Kleinert: [00:09:31] So, yeah, it’s something that companies have been doing for a while. It’s only increasing in terms of urgency as systems are breaking when companies have been forced to go remote. And it was already hard to run a company now to run a remote-first company and keep people engaged and performing is really hard. So, offsites are one tool in the remote-first company toolkit that a CEO can bring out to re-engage their team.

Mike Blake: [00:10:00] So, I mean, I get the name of your company is Offsite, but companies have held retreats onsite. Let me rephrase the question this way, I mean, clearly you believe that offsite retreats are more effective, at least I think so or you wouldn’t be doing this. If that’s the case, why is it more effective to have retreats offsite versus on? Or am I putting words in your mouth? Maybe I’m saying that’s not true.

Jared Kleinert: [00:10:30] I don’t think it matters where you do your retreat, necessarily. The fact is that more companies are giving up their offices or their sites now more than ever. Or they’re giving up their big headquarters.

Mike Blake: [00:10:42] There’s no site to have it on.

Jared Kleinert: [00:10:44] Yeah. There are smaller regional sites, and so it may very well be that you need to actually bring everyone onsite. But, now, your workforce has left one city and they’ve gone to other cities, other countries. A lot of our clients that were signing on have team members that have been hired in the last two years and haven’t met their colleagues. And so, the place you have your offsite is less important.

Jared Kleinert: [00:11:09] To me, it’s more about having the intention to get everyone together, making the financial investment, but also really the investment of everyone’s time, collective billable hours, creating an agenda that engenders trust and intimacy, and then leveraging that trust and intimacy to accomplish your business goals. And, again, that could be learning and development, that could be simply getting some Facetime with each other if you haven’t seen each other ever, and that could lead to more trust or better cross department collaboration. It could be strategic planning. It could be thanking your clients. Again, there’s a million reasons to have an offsite, but it’s building trust and intimacy and then leveraging that for your business goals.

Jared Kleinert: [00:11:59] And the last time I was on your show, you know, we were talking about Meeting of the Minds, which is my other company. And it’s basically what we’re doing, is, we’re doing a meeting of the minds for other companies now. And so, I’ve been doing this for a while. My cofounder, Keir, owns a bunch of hotels, and so he’s approaching this from a hospitality angle, you know, taking care of the where we’re doing these offsites and making sure hotels can understand the needs of startups and other clients that we’re serving. And we’re just going for it because there’s a need of the market and, you know, we want to solve it.

Mike Blake: [00:12:33] So, sometimes everybody can go on the retreat. Sometimes everybody can’t because it’s just a matter of logistics and finances. In my case, my team is four people, soon to be six, when we have a retreat, we’re all going on. But if you have a company of 30 people, it may not be practical to have a 30 person retreat. It may not be desirable to have a 30 person retreat. But I can also see how that can be a very kind of delicate question to pick who gets on the retreat and who doesn’t, because somebody who’s not picked can read a lot of things into the fact they’re not being picked.

Mike Blake: [00:13:14] That’s a long preamble to the question being, how do you pick who’s going on the retreat? And then, to the extent that you can comment, how do you communicate that to the people that you’re not inviting on that retreat?

Jared Kleinert: [00:13:32] So, the way we think about it, we’re working with the person planning the offsite. And for the size companies and teams that we’re working with, typically, the teams are anywhere from 10 to 500 people right now. And the companies tend to, you know, 1,000 people right now, although we’re quickly exploring working with teams within larger enterprise companies. And the team leader is deciding the objective for the offsite. It could be an all-hands meeting, which means everyone at the company or as many people as possible. And we’re sort of actively planning all-hands meetings for 40 person companies, 100 person companies, and more.

Jared Kleinert: [00:14:23] Then, we’re looking at executive team meetings where it’s typically 8 to 12 people and that’s a C-suite. There is also team meetings for certain departments, so sales teams may want to have their own offsites, engineering teams may want to have their own offsites.

Jared Kleinert: [00:14:42] And so, that’s how we’ve approached it. As we’re evolving our company, we’re starting to talk to higher level people leaders within companies, people that are chief culture officers, chiefs of staff, maybe it’s a co-founder as well. But then, they’re establishing a cadence for offsites where they want to have a regular executive team meeting once a quarter. You know, give the ability for certain departments to have regular offsites and then also have an annual all-hands meeting. So, really the budget that was previously put towards offices, you could argue, being reinvested in these offsites, at least for a lot of VC funded tech companies. And that’s kind of where we’re starting. And so, it’s really up to whoever is planning the offsite.

Jared Kleinert: [00:15:39] One of the first things that we do when we bring on a new client is we give the planner of that offsite a customizable feedback form to actually send to the team. And in that feedback form, we’re getting the basics of travel preferences, blackout dates, if they have personal things like weddings or they’re going on maternity leave and they can’t attend. We ask for dietary preferences, other travel sensitivities. And so, you know, occasionally there are people that can’t make these offsites, but we do encourage the planners of these offsites to think inclusively about who’s attending.

Jared Kleinert: [00:16:19] And then, also, all the details that would make a more inclusive experience from your menu and catering to traveling to locations that are LGBTQ friendly, if you have members of your team that are part of that community. And just thinking holistically about your team, their needs, and what is the best environment for your team. That’s today.

Jared Kleinert: [00:16:43] We’ve also started exploring what hybrid offsites look like, where you have 80 percent of your staff in-person and 20 percent remote, and what are the AV needs that you’re going to need from your meeting space.

Jared Kleinert: [00:16:55] One of our investors is the co-founder and CEO of Convene, which is like a multibillion dollar Wheeler competitor, and they have hybrid solutions that they’re playing around with. I mean, I think in ten years we’ll be doing offsites in the Metaverse as well and doing virtual offsites. We’ll see.

Mike Blake: [00:17:15] So, what about timing? Is it better to hold a retreat during the work week or over a weekend?

Jared Kleinert: [00:17:23] Most of our clients are doing the work week, because to ask people to leave their families during weekends poses all sorts of challenges around child care, around their personal lives, and taking them away from family. And so, I would say 80 percent of our clients are during the week. And then, maybe some client facing offsites, like we have some consulting firms that are hiring us and then looking to do sort of high ticket conferences for a smaller group of clients, they may do a weekend. But some of the programming is inclusive of significant others and spouses and kids, so we can help with that too.

Mike Blake: [00:18:06] Now, do you have a view on whether or not you should hold a retreat in a place that is, I guess for lack of a better term, fun? A lot a lot of conferences, for example, happen in places like Vegas, Orlando, and so forth. Lots of fun things to do, but you can also make the argument there’s a lot of distractions. Versus a place that’s maybe more mundane, which might be a more dedicated conference center or event center that allows you to be more focused. But then, again, it’s not as fun to be in that place. What’s your view in terms of which kind of venue is more suitable for a productive retreat?

Jared Kleinert: [00:18:44] It could be another non-answer, but it really depends on the objectives of the offsite. And so, if you are doing strategic planning where you need everyone’s full undivided attention, perhaps you choose a more secluded environment where you are coming in to work, you get some flex time to workout, call family, take a nap, but otherwise you are there to get things done. Right now, a lot of companies are doing more team building oriented offsites, and so they want to do more “fun”. And then, you may choose cities, environments that lead to more fun.

Jared Kleinert: [00:19:31] There’s also an element of this that is employer marketing. And what I mean by that is, companies are looking to have offsites and capture photography, videography, increased employer net promoter scores from these offsites, and maybe use the offsites to then ask their team to introduce them to more high quality candidates for roles. And so, if you’re going to host an offsite with some of that intent, then you may want to choose a place like Miami, which is, notable, or Vegas, or something like that, or Austin. So, it really depends.

Jared Kleinert: [00:20:13] But we’re also learning, so at the end of the day, we’re building software to automate a lot of the offsite planning process. We are still in the early days, so we’re doing white glove concierge service. But in a matter of months – maybe by the time this comes out – we might have MVP software out there and then over time, we’ll be able to learn what people are really looking for. Are they looking for more secluded environments? Are they looking for more urban environments? And we’ll probably be able to track based on the type of offsite they’re planning, and the team size, what environment is best for them. So, who knows, maybe there’s like an AI component to this as well that we can build out.

Mike Blake: [00:20:55] I’m sure that there is.

Jared Kleinert: [00:20:55] I mean, this is like inning number one in terms of this company, I’m hoping. So, we can have another rendezvous in ten years and see how it turned out.

Mike Blake: [00:21:07] Yeah. Well, I don’t think we’ll need that long. So, in terms of best practices, how much runway do you need to give yourself? And I understand, I guess, it’s going to vary depending on the size of the organization. But assuming that’s not a huge retreat, mega conference kind of thing, how long does it take to plan a retreat? How much advanced planning or how much time lead time do you need to to put on a good retreat?

Jared Kleinert: [00:21:38] If you’re planning for six people, like yourself, you can do that in three weeks. If you’re looking to do more of what our clients are doing, you know, the 10 to 50 person offsites, I would ideally hope that you’re giving yourself 90 days. And part of it is the planning, you know, the farther out you plan, the better rates you’re going to get with hotels and other vendors, the better agenda you’ll be able to create because you’ll have more intention around it. You’ll be able to assign reading materials to your team and pre-work so that they show up to the offsite already thinking about what you want to discuss. And then, you can use the offsite for high level decision making, high level planning things like that, versus actually having to play catch up once you’re there.

Jared Kleinert: [00:22:30] But, also, there’s an element of giving your team or your clients something to look forward to. And just the anticipation of going to an offsite is valuable in it of itself. And so, in a perfect world, you’re giving yourself three to six months of runway. And by doing that, you’re saving money, you’re actually engaging your team, starting to have those back and forth conversations. Ideally, you’re creating a cadence of these offsites so that you’re building anticipation three to six months out. You have this peak transformational experience. And then, it starts to taper down, and right when it’s about to go back to normal, bam, you have another offsite that everyone’s invited to.

Jared Kleinert: [00:23:13] And, again, it goes back to inclusivity as well. You know, people are busy and so the more advanced notice you give people, especially if you’re looking at an executive team or sort of high level VPs, then the more likely you will get full attendance.

Mike Blake: [00:23:27] So, many retreats, not all – but I think many. I don’t know if it’s a majority or not, you can tell me – have an external facilitator for at least part of the retreat. What are the arguments for that? Why do companies hire external people to to kind of run the content portion of their retreats?

Jared Kleinert: [00:23:50] Yeah. So, I mean, we take the approach of not mandating external speakers or facilitators. I do personally think it’s a great idea. The benefits of outside facilitation are, (1) just being able to stay on time, (2) being able to stay on task, (3) there is an opportunity cost of having someone else on the team lead the session.

Jared Kleinert: [00:24:20] So, if it’s not an outside facilitator, then it’s probably the team leader, which could be a CEO, it could be a department head. And that person can certainly facilitate and also offer their opinions, help influence the decisions being made. But it requires a lot of skill to do that. And a lot of CEOs, a lot of department leaders, don’t necessarily have facilitative skills on par with their other decision making skills or team leadership or overall leadership skills. And so, those are some of the positives.

Jared Kleinert: [00:25:01] You know, another one would be that you don’t want any offsites to fall into a category of having negative experiences. And so, you want to have heated debates and conversations that lead to positive outcomes, but you don’t want to risk having those lead to negative outcomes. And so, a skillful facilitator can sense when the conversation is getting heated, sort of step in, reorient the room, refocus everyone. And if you’re looking at the biggest investment in these offsites, there is a financial investment that you’re making.

Jared Kleinert: [00:25:38] But I would argue the biggest investment is everyone’s time. Especially the larger the offsite, the larger the company, you’re looking at anywhere from 20 to 40 billable hours per person, if it’s like two to five days and then you multiply that times ten people or times 25, 50, 100, you’re talking about thousands of billable hours for these high tech startups that are paying premium salaries. You’re talking about hundreds of thousands of dollars of billable hours. And so, it makes sense to pay an outside facilitator a few thousand dollars a day to make sure everyone stays on track.

Jared Kleinert: [00:26:17] So, the negatives of outside facilitation could be the added cost. It could also be that you’re bringing in someone from outside of the team. And so, if you already have a team that hasn’t seen each other in two years and then you’re integrating this other person for your offsite, then that could take the energy that people should be investing in each other. And they may be sort of working with a facilitator a little more than they should with their other team members. And so, I think a skillful facilitator would know when to actually lead sessions and then when to go to their room and let the team have fun at dinner as opposed to going with the team and having dinner and enjoying nice tequila or something like that.

Mike Blake: [00:27:03] How do you choose the right facilitator? I got to imagine facilitators are differentiated. Each has a different skillset, different background, different capability set. How do you choose the right facilitator? What do you consider in making that choice?

Jared Kleinert: [00:27:25] So, many of our clients actually haven’t chosen facilitators yet, but I think it’s because we haven’t placed options in front of them. Part of this software that we’re building is a vetted marketplace of facilitators. And so, I think simply having a vetted group of facilitators and speakers versus the Wild West of the National Speakers Association or Google to go find anyone that says professional speaker or facilitator will be helpful right then and there.

Jared Kleinert: [00:28:03] Additionally, companies have different operating systems for how they run their business. So, there’s a book called Traction, and they have an EOS system that a lot of companies follow and there are facilitators specifically trained in that modality, you could say. And then, there’s other facilitators that are trained in the way that YPO runs their meetings or EO runs their meetings. So, that’s one way of looking at facilitation, is, how do you run your company and who has experience in that.

Jared Kleinert: [00:28:37] Two is a relationship oriented approach. And so, I’ve definitely heard of facilitators sticking with startups over the life cycle, especially with an executive team, where it’s more intimate because there’s already trust that’s there.

Mike Blake: [00:28:59] Right. And they’re going to build institutional knowledge too.

Jared Kleinert: [00:29:02] Correct. Third, could be to look at the specific objectives you have for your offsite and what facilitators match that. So, if you are doing something related to, like if you’re running a board meeting for a nonprofit or a Fortune 1000, are you bringing in someone with experience there?

Jared Kleinert: [00:29:25] For example, I used to work with Keith Frazee back in my teens. And before I worked with him, I got to shadow him for a few days in Los Angeles. And I got to sit in on a state board meeting for the March of Dimes, which is a nonprofit. And Keith was brought in as an outside facilitator. They brought him in because he had been an outside facilitator for a lot of Fortune 500 companies and was a C-suite executive himself previously. So, he had a lot of social proof and a lot of previous experience with similar stage and sized organizations.

Jared Kleinert: [00:30:05] So, it all comes down to a relationship and social proof. It’s the extent offsite can shorten that cycle of vetting someone, I think, we’ll be able to help our clients.

Mike Blake: [00:30:18] So, when you plan a retreat, in your mind, is there an optimal length of a retreat? Is there a minimum size or sort of a sweet spot of duration for a retreat to be effective?

Jared Kleinert: [00:30:33] It can be effective with two days, one night, if you’re mindful of your agenda. I would say the average that we’re working with is a three day, two night. And then, the longest I would recommend is a one week offsite. I’ve heard horror stories of companies bringing, like, an entire engineering team together for two weeks, keeping them away from family. But that’s only doable if you have a really young team that’s more college kids.

Mike Blake: [00:31:07] That’s bizarre.

Jared Kleinert: [00:31:07] There are some companies that have international teams that are only doing one all-hands a year, and they might stretch it to five, six days, and then have optional weekend stays that they’re willing to pay for. So, that is one strategy to have. Maybe five days of work time as your max and then have optional hangouts before or after, which would typically fall on a weekend. So, that would probably be the max I would recommend.

Mike Blake: [00:31:37] What are the most common goals that retreats are trying to accomplish? Or if you want, you could reframe this as one of the most realistic goals that a retreat can accomplish. Take your pick on how you want to answer that.

Jared Kleinert: [00:31:51] Yeah. At least right now, I mean, we’re recording this in late 2021, I imagine this will be true for early 2022 as well, is that, for a lot of the companies that we’re working with, they’re newly remote and/or they’re fast growing and they’ve doubled, tripled their headcount over the last two years during the pandemic. And so, their biggest need, they keep saying, is team building.

Jared Kleinert: [00:32:21] When they say team building, it could be as simple as making friends at work, and that will lead to actually retaining your top talent longer. Because on the days that they feel lonely or isolated, they’ll be able to reach out to a friend, maybe, in another department, or they’ll be able to make jokes and slack, and then that makes for a more fun organization.

Jared Kleinert: [00:32:46] Sometimes you have issues between departments because one group is getting more budget, or hiring more people, or the sales team is promising too much, and the customer success gets mad at them or engineering and gets mad at them, sales has a quota so they need the other teams to understand what they’re doing. So, cross department collaboration is a big hot button issue or a big place companies want to invest.

Jared Kleinert: [00:33:16] It could be that we’re just all in these Zoom screens, and even having two or three days in-person with someone gives you enough of a relationship if properly facilitated, where you can really trust the team leader, the CEO, with your career for the next six months to a year or possibly longer. And so, I would say team building is the word or phrase. But it really goes down to employee engagement, retention, also, innovation. You know, if you’re considering some of the benefits, potentially, of an office environment, it’s the water cooler talk, it’s people bumping into each other, having side conversations, going to lunch. And we lose a lot of that in Zoom. And you know, you could try and recreate it in Slack or in all the other myriads of virtual spaces that have been created.

Jared Kleinert: [00:34:11] But, now, offsites are your chance to really facilitate those environments and those conversations and, possibly, get some of those idea generating sessions or planning sessions where you can then go back home and get to work on the things that you came up with.

Mike Blake: [00:34:30] What about for post M&A integration? One of the most important reasons that, I think, mergers fail is because of the integration phase. Are retreats ever used to try to help mesh new teams from two different companies that suddenly need to work together? And if so, is that an effective way to address it?

Jared Kleinert: [00:34:51] It sounds like a great reason to use an offsite. And that’s why I’m excited about this company is because there are so many use cases for offsites and many that haven’t even been introduced to the market or haven’t been created, like a metaverse offsite. Or if you have a 1,000 person company and 20 people want to go work remotely because you can work from anywhere, and why not go work in Tulum on the beach, we can help you maybe facilitate that.

Jared Kleinert: [00:35:22] Anecdotally, my former employer, 15Five, did acquire a business during the pandemic and had to integrate about 50 employees, from my understanding. And almost all those people stayed at the company after the acquisition and many have been slotted into leadership roles. And so, I know that they’ve been desperately waiting to have an all-hands meeting to better integrate the team. And then, I believe they’ve had executive offsites to address sort of the highest level integrations. But, yeah, I mean that is a great use case for an offsite.

Mike Blake: [00:36:02] So, in your mind, has the pandemic changed or maybe even sharpened the use case for retreats? Are they more important now than maybe they had been previously?

Jared Kleinert: [00:36:14] Yeah. I wouldn’t have started this company or maybe not this soon had it not been for the pandemic. I mean, who knows? All the pieces were there with my 15Five experience, my Meeting of the Minds experience, being a facilitator occasionally for executive offsites, I already had the relationship with my cofounder. But, definitely, as the pandemic went on, I realized this would become more and more of an issue in that our way of working would never really be the same.

Jared Kleinert: [00:36:46] I was actually looking back to when our last recording was, and it was, it looks like, July 2020. And so, we were really only a few months into the pandemic. And, yeah, who knows, in an alternate universe, if we really did contain the pandemic in three to six months, maybe I wouldn’t have started Offsite. Maybe I would have started it in 2022. But because the whole playbook on work has been thrown out the window by force, we’ve all gone remote.

Jared Kleinert: [00:37:20] Now, tools like Notion to run your sort of internal documents, tools like Asana for project management, Slack for asynchronous communication, these have all become necessities, just like office space would be your in-person team necessity. And so, my hope is that Offsite becomes part of that tech stack for running a remote first company. And there’s a couple of competitors that have the same thesis, and we’ll see how we stack up.

Mike Blake: [00:37:52] Why do retreats go bad? You know, I don’t know if you’ve been on bad retreats, but I have. I’m sure you’ve heard horror stories of retreats with the best of intentions that wind up being disasters. Why do bad things happen to good people trying to do retreats?

Jared Kleinert: [00:38:09] Yeah. I think there’s only a few things you can truly control. The first is, who you bring to the offsite. So, in Meeting of the Minds, it would be curating a diverse group of high integrity entrepreneurs and individuals. If it’s a team retreat, then let’s assume you’ve already gotten high integrity individuals to work at your company. Now, it’s about making sure that they have advance notice to come to an offsite, that you’re thinking about all their travel needs. Some people might be anxious to be around others after the pandemic. Some people may have more travel sensitivities than others, or dietary preferences.

Jared Kleinert: [00:38:50] I mean, I show up to the Atlanta Airport an hour before my flight, and it’s like part of my personality to show up with as little extra time as possible.

Mike Blake: [00:38:59] You like to live dangerously, man.

Jared Kleinert: [00:39:00] Yeah. I’m 6’2″ and white, and I don’t feel a sense of danger when I travel. Typically, I travel pretty easily. But that’s not true of everyone. And so, we have to be mindful of that. We have to plan accordingly. And so, if you carry the right people, give them advance notice, and then you set up an agenda that’s intentional, that’s really all you can control. And so, high level agenda planning always start by building trust and intimacy upfront.

Jared Kleinert: [00:39:36] So, you have your travel in day, typically. Leave some flex time for if flights are delayed or there’s border issues right now. Have your first night be something that is welcoming, inviting, people can make friends quickly, get to know everyone. I would even continue building the trust and intimacy on the second day or your first full day with different icebreakers. There’s different activities. Some can be done with an outside facilitator. Some could be self- facilitated. Then, get into the business stuff, you know, day two afternoon, first full day, and that’s where you start doing your high level decision making, strategic planning, training.

Jared Kleinert: [00:40:24] And so, the way you structure your agenda is something you can control. And then, getting the basics right, like having enough breaks. If you need to do AV stuff, make sure ahead of time that your meeting space can accommodate that. Get your catering right. But there is a chance that the hotel can screw that up. There’s a chance caterers can screw that up. Airlines can screw up. COVID can make for all these wonky policies that are ever changing. So, really, you just got to get the people right and you got to get the agenda and facilitation right, in my personal opinion, and that’s all you can control.

Jared Kleinert: [00:41:06] And we’ve had clients, like Canadians coming into the U.S. and have had border issues. And so, they showed up six hours late and then they went to the this beautiful massive Airbnb, and then the power went out, and it took two or three hours to get on. But they still had an incredible time and, like, post on social media that it was the highlight of their year, because they had the right people there and they were able to do the right things with their time together.

Mike Blake: [00:41:33] When you started to answer that question, you started down a path which I thought was really interesting, so I want to push down that path a little bit, which was, you thought it was important that the participants have integrity. And I can see where that has a lot of meaning. There’s integrity in terms of how you interact with people. There’s integrity in terms of the seriousness with which you just take the exercise and you’re not getting drunk and you’re in your minibar and whatnot, and you’re you’re ready to sort of do your thing. And, you know, I think that’s really important.

Mike Blake: [00:42:14] And to that point – and correct me if I’m wrong – if that’s the case, then a lot of the ingredients that are required for a successful retreat are actually in place or not in place long before you ever even think of having one. The matter of culture, the matter even how you hire.

Jared Kleinert: [00:42:38] Correct. Yeah. And maybe we’re choosing clients that have great cultures already and that we’re just elevating those, and I’m sure there’s a case to be made for that. But you’re absolutely right, if you’re building an amazing remote-first company, you should start with how you hire, the diversity of your hiring pools, your ability to compensate those people, and your onboarding practices. And then, maybe part of onboarding is having an offsite, and that could be another use case. Or learning and development or training could also be, you know, added to offsites. But, yes, a lot of ingredients could or should be there already.

Jared Kleinert: [00:43:22] But then, if you’re planning an offsite, you don’t want to take any of these things at service level. You set the intention that we are here to work or we’re here to have fun. If you’re setting the intention to have fun, set some ground rules. Like, no sleeping with colleagues or don’t get crazy drunk, have some drinks, have a good time, but don’t do anything stupid.

Mike Blake: [00:43:47] We’d rather not have to bail you out.

Jared Kleinert: [00:43:49] Yeah. Maybe get some event insurance, and that’s something that we’re looking to help broker in the future through our marketplace, just for the what ifs. And then, you know, at the beginning of each day, remind people why you’re here and thank them for being here. You have an intention of gratitude, end each day on a high note. So that if things got testy during any given session that you remind them that we’re here for a positive reason and that we want to end on a high note. And sort of engineer ending on a high note by having awards or by having your sort of most spectacular, unique shared experience on, like, the last night. And then, everyone flies out the final day.

Jared Kleinert: [00:44:34] So, you’re right that, hopefully, you have a company already where you’ve hired great people and you just let the great people be great. But you can also go above and beyond for the specific purpose of an offsite and remind people to represent the company in the best way. If you’re going to a major city, you could set the ground rules of go see your friends, go see your family if they happen to be here. Or we’re here on company dollars for a specific purpose, so hang out with your colleagues, not with your friends. I would set the rules.

Mike Blake: [00:45:08] That actually segues nicely into my next question, which is, my experience is that most successful retreats have some mix of work and play. And the mixtures and formulas may be different, but it’s not 100 percent one or the other. And so, my question is this, is that, are you aware of any best practices that have evolved or are revolving around ensuring that the retreat doesn’t just become, basically, a boondoggle. And a boondoggle can be immensely damaging, not least of which in that it may be very hard to get budgeting for retreat number two if number one sort of declines into having to bail people out in a wet T-shirt contest, all that stuff. So, what are the best practices to ensure that the retreat stays on mission?

Jared Kleinert: [00:46:02] So, at least for us, we’re just not interested in serving any boondoggles as clients, and so that’s clearly outline on our website and our marketing materials. As we build software, essentially, you will have this onboarding click a few buttons to tell us team size, budget, objectives of your offsite. And then, based on your answers, you’ll be able to launch into a venue selection experience similar to Airbnb, a vetted marketplace of hotels, meeting spaces, places like convene that are equipped for your meetings and hybrid needs and AV needs, et cetera.

Jared Kleinert: [00:46:48] Then, we have an agenda builder we’re building, so you can start with one of our agenda templates. And at the beginning, we’re not going to even give you the opportunity to build your own agenda. Like, you have to choose one of our templates to start with, because we’ve done the hard work of thinking what is the best and optimal way to have different types of offsites. And so, based on how long you’re offsite is, based on your meeting type, maybe based on your facilitation type, if it’s EOS system versus YPO versus the Keith Frazee system – I’m kind of just making this up. But you pick a template and then you start from there, and you can customize like Squarespace or something else.

Jared Kleinert: [00:47:31] But we’re trying to do the hard work for clients that they never have a boondoggle. In the future, maybe some large company decides to have a boondoggle through offsite. But then, hopefully, at least we’re giving them quality vendors. We’re making it clear that here are the rules that your sort of team leader set for this offsite. They’ve also gotten insurance so that it doesn’t fall off the company if anyone does something stupid.

Jared Kleinert: [00:48:04] So, I’m sure if they fully run this company long enough and we become large enough that bad things will happen, just like Airbnb, there are horror stories of people staying in Airbnbs, and that’s probably going to happen if we are successful enough. But it’s definitely our goal to create the best offsites possible, and that will happen through how we create agendas, how we pre-vet and pre-negotiate with vendors through even having diverse vendors on our platform, like diverse speakers, and facilitators, and photographers, videographers. By educating team leaders on how to facilitate if they want to do it themselves. These are all the things that we’re going to be thinking about over the next decade plus so that, hopefully, the average offsite is just better.

Mike Blake: [00:48:57] We are talking with Jared Kleinert and the topic is, Should I host a company retreat? Is there an ideal time of year to have a retreat?

Jared Kleinert: [00:49:08] I would argue once a quarter is. I mean, there’s a lot of companies planning, like, January offsites to kick the year off. Certainly, a few December to celebrate the year. So, I would encourage companies to think about the lifecycle of their business and how they operate. And if you have a quarterly system of planning, then maybe you want to have your offsites mirror that, at least for your executive team or for department leaders. If you’re doing an all-hands, you may want to consider when you can have the most attendance.

Jared Kleinert: [00:49:48] I guess I don’t have a clear answer. And over time, our AI and our analytics will best determine that. I mean, we’re looking at a lot of all-hands meetings in Q2 2022. I guess probably avoiding summer, if kids are out of school is going to make some sense. And then, avoiding major holidays for an all-hands meeting. But it’s also going to come down to, like, where your team lives. And if we’re dealing with truly international teams, different places have different seasons, so if you say you want to go somewhere warm, what does that mean?

Jared Kleinert: [00:50:22] We’re going to come into all these geographical challenges as well, which I’m excited about. It’s really based on how you run your company, and what you want to celebrate, what you want to plan for. If you’re doing an offsite around integrating a new team from an M&A, then you probably want to do it right after the M&A stock. And that may happen in January or June, you know, we don’t know.

Mike Blake: [00:50:48] Should employees or should people who are going to participate in the retreat be involved in planning the retreat itself?

Jared Kleinert: [00:50:58] Yes, with a caveat. I think one route our clients are taking that we encourage is the top down approach, the team leader knows the dates, knows where they want to have the offsite because they have a certain vision for it. They know that everyone’s going to get a private room versus maybe shared accommodations to save on costs. And then, they are integrating their team in the planning process by asking, certainly, for their dietary preferences, sensitivities. And then, maybe select questions, like what would make this a great offsite for you? Or, what’s an idea you have to improve company? Or, can you give us an employer net promoter score rating now, and then after the offsite, we’ll do that again.

Jared Kleinert: [00:51:53] If team leaders don’t have strong opinions about where, when, and even some details, like should it just be team members or should it also be significant others and kids that are invited, then some of those questions we would roll into an intake form and invite the team to sort of vote on that or have a say in it. And so, yes, you should include your team with at least one pre-offsite feedback form. The specific questions you ask can lead to how much, say, they have, which could potentially influence where, when, and sort of how the offsite will happen. Or it could just simply be we’re going to get your travel needs right, we’re going to get your diet right. And then, maybe be inspired by something that someone says.

Mike Blake: [00:52:48] Jared, I know we’ve got a little bit of a hard stop with you, so I want to be respectful of your time. I know we didn’t get to all the questions that I had prepared, and there probably ones that our audience would have wished we would have covered or maybe ones we might have covered in more depth. If somebody wants to contact you to ask for advice or more information on whether or not to host a retreat, can they do so? And if so, what’s the best way to contact you?

Jared Kleinert: [00:53:17] Sure. You can go to joinoffsite.com. And then, jared@joinffsite.com is my email related to this business.

Mike Blake: [00:53:29] Well, that’s going to wrap it up for today’s program. I’d like to thank Jared Kleinert so much for sharing his expertise with us.

Mike Blake: [00:53:36] 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. Also check out my new LinkedIn Group called A Group That Doesn’t Suck. Once again, this is Mike Blake. And our sponsor is Brady Ware and Company. And this has been the Decision Vision podcast.

 

 

Tagged With: Brady Ware & Company, corporate retreats, Decision Vision, Jared Kleinert, leadership retreats, Mike Blake, Offsite, retreats

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