Business RadioX ®

  • Home
  • Business RadioX ® Communities
    • Southeast
      • Alabama
        • Birmingham
      • Florida
        • Orlando
        • Pensacola
        • South Florida
        • Tampa
        • Tallahassee
      • Georgia
        • Atlanta
        • Cherokee
        • Forsyth
        • Greater Perimeter
        • Gwinnett
        • North Fulton
        • North Georgia
        • Northeast Georgia
        • Rome
        • Savannah
      • Louisiana
        • New Orleans
      • North Carolina
        • Charlotte
        • Raleigh
      • Tennessee
        • Chattanooga
        • Nashville
      • Virginia
        • Richmond
    • South Central
      • Arkansas
        • Northwest Arkansas
    • Midwest
      • Illinois
        • Chicago
      • Michigan
        • Detroit
      • Minnesota
        • Minneapolis St. Paul
      • Missouri
        • St. Louis
      • Ohio
        • Cleveland
        • Columbus
        • Dayton
    • Southwest
      • Arizona
        • Phoenix
        • Tucson
        • Valley
      • Texas
        • Austin
        • Dallas
        • Houston
    • West
      • California
        • Bay Area
        • LA
        • Pasadena
      • Colorado
        • Denver
      • Hawaii
        • Oahu
  • FAQs
  • About Us
    • Our Mission
    • Our Audience
    • Why It Works
    • What People Are Saying
    • BRX in the News
  • Resources
    • BRX Pro Tips
    • B2B Marketing: The 4Rs
    • High Velocity Selling Habits
    • Why Most B2B Media Strategies Fail
    • 9 Reasons To Sponsor A Business RadioX ® Show
  • Partner With Us
  • Veteran Business RadioX ®

Workplace MVP LIVE from SHRM 2021: Nicole Roberts, MVAH Partners and John Baldino, Humareso

September 22, 2021 by John Ray

Humareso
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Nicole Roberts, MVAH Partners and John Baldino, Humareso
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Humareso

Workplace MVP LIVE from SHRM 2021: Nicole Roberts, MVAH Partners and John Baldino, Humareso

Nicole Roberts with MVAH Partners and John Baldino with Humareso joined host Jamie Gassmann on this live edition of Workplace MVP. Nicole spoke to the steps her company took to support their workforce, employee, and HR burnout, and how to be there for each other. John Baldino shared his work at Humareso, the HR consulting firm he founded, the unprecedented pace of change in compensation, and much more. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Nicole Roberts, SHRM-CP, PHR, Vice President of People & Culture, MVAH Partners

Nicole Roberts, VP of People & Culture, MVAH Partners

Nicole Roberts is Vice President of People & Culture for MVAH Partners. She started in March, 2020, three days before the pandemic affected their business. She went right to work figuring out how to help employees feel supported and finding solutions such as Support Link, a 14 touch point EAP service to employees.

Nicole started in human resources in 2004.

LinkedIn

MVAH Partners

MVAH began developing affordable housing in 1993. Since then they have developed more than 7,000 affordable housing units ranging across a broad spectrum of housing types: multi-story apartment properties for families and seniors, villas, single-family developments, rehabs, adaptive reuse of existing buildings in large and small communities. MVAH has a singular focus on developing quality affordable housing for those who need it most. This includes over 100 affordable housing properties in 15 states.

MVAH provides development services for their own long-term ownership as well as for other companies. MVAH values long-term partnerships and relationships with non-profits and public agencies and will continue to try to build relationships like those with others.

Company website

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

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

John is an SPHR, SHRM-SCP certified professional with 25+ years of HR experience in strategic planning, organizational development, coaching, leadership development, training, curriculum development, compensation analyses, employee relations, policies & procedures, business development, payroll & benefits administration.

He delivers keynote addresses across the US and in the international community. John was the 2012 Delaware Valley (Philadelphia Metropolitan Area) HR Person of the Year.

John started Humareso in 2012. He has a Master’s in Human Resource Development from Villanova.

LinkedIn

Humareso

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

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

Company website | LinkedIn

 

About Workplace MVP

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

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

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

R3 Continuum

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

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Jamie Gassmann: [00:00:07] Well, I think you hire veterans. I’m going to totally play off of that. So, I watch for my little clues of good convo.

Nicole Roberts: [00:00:17] I love it.

Jamie Gassmann: [00:00:17] Awesome.

Male Speaker: [00:00:18] So, let’s do a real quick soundcheck. I want to make sure we’re good. Nicole, pull that mic in, if you will, just a little bit. Awesome. And, these are directional mics, meaning if you’re back here or off to the side, you can hear the difference. So, we want you in there loud and proud. So, Nicole, just give your name and company affiliation.

Nicole Roberts: [00:00:36] Nicole Roberts.

Male Speaker: [00:00:38] Perfect. John?

John Baldino: [00:00:39] John Baldino.

Male Speaker: [00:00:42] Awesome. Okay. I think we’re ready to go.

Jamie Gassmann: [00:00:45] I think we are.

Male Speaker: [00:00:45] Okay.

Jamie Gassmann: [00:00:46] Awesome.

Male Speaker: [00:00:46] Here we go. You all have fun.

Intro: [00:00:53] Broadcasting live from the SHRM 2021 Conference at the Las Vegas Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in workplace behavioral health, crisis, and security solutions. Now, here’s your host.

Jamie Gassmann: [00:01:12] Hello, everyone. Jamie Gassmann, your host here for Workplace MVP. And I am broadcasting from SHRM 2021 in Las Vegas, Nevada. And really exciting. I have three guests for this episode. So, I’m going to start out with our first guest, Nicole Roberts, who’s Vice President of People & Culture from MVAH Partners. Welcome to the show, Nicole.

Nicole Roberts: [00:01:34] Thank you very much.

Jamie Gassmann: [00:01:35] So, why don’t we start out with you telling us a little bit about your H.R. background, how you came into H.R., and a little bit about MVAH partners?

Nicole Roberts: [00:01:45] Sure. So, I started in H.R. in 2004 and started out in benefits and then moved into employee relations and was a department of one a couple of times and really just moved into more amplified roles throughout my career until I got into, you know, executive leadership and building and developing teams. And, currently, my role as vice president at People & Culture, I am able to set the strategy and be really intentional in how we want to show up and how we want to take the best care of our people and to really be intentional with our culture.

Jamie Gassmann: [00:02:24] Awesome. So, over the last year and looking at going now into 2021 and I know it’s hard to not talk about over the last year because H.R. has been impacted so much. And, from a cultural perspective, what have been some of the challenges that you’ve seen that you’ve had to get really strategic and kind of overcome over that last year?

Nicole Roberts: [00:02:42] So, when I started with MVAH partners, my first day was March 9 and as we know the kind of beginning, so to speak, of the impact of the pandemic on our cultures and on our workplaces was March 11. So, the traditional aspect and the traditional approach of, you know, get in, learn the culture, learn the people, all that, like all of that went out the window. And it was, what is most important to the business? How can we best support our people?

Nicole Roberts: [00:03:12] We are in 15 states and we have 100 locations. And, because we’re affordable housing, it’s essential that people have a place to live. So, we have not stopped through the entire pandemic. And so, our major focuses were making sure that our people who were working, you know, at front lines, so to speak, really felt supported and that we see you and we understand and we acknowledge that you are right there public-facing.

Nicole Roberts: [00:03:40] And, one of the things that we’ve done recently is we implemented Core Links…. It’s called SupportLink. And, what it is is it is what I would call an EAP on steroids. And, it is a 14-touchpoint EAP program. So, it really just meets people where they are if it’s an app, a phone number, a website. And, it really just was one of those benefits where we looked at it and we said we really can’t afford not to do this.

Jamie Gassmann: [00:04:13] Yeah. It’s almost like giving them access to something in the way that they want to receive that information. And, what kind of difference have you seen within the employees, maybe from a utilization perspective, by implementing something different like that?

Nicole Roberts: [00:04:25] So, one of the main things is during the pandemic, there were so many people that were reaching out and saying, “Hey, does our benefit program cover mental health? Do we have tech support? Do we have phone calls? How many visits is it?” And all of that.

Nicole Roberts: [00:04:41] And so, even before our renewal of 10/1, I started to talk to our broker and, like, what can we do? What solutions are out there? And so, we looked at four or five different companies and we decided that SupportLlink was perfect for us because it met people where they were and we’ve gotten so much positive feedback from that that not only do you have access to the care, but it is a licensed professional that you speak to the first time that you call.

Jamie Gassmann: [00:05:09] Right. So, they’re more accessible. Fantastic. So, you know, as you kind of look at it towards the end of this year, are there any things that you’re seeing now that we’ve kind of seen this increase in cases again? You know, are there challenges that are resurfacing that you’re having to navigate? And, what is that looking like for your organization?

Nicole Roberts: [00:05:27] Well, for us, so we went through, you know, state-by-state, and in some states, it was municipality-by-municipality, where the guidance was different. The regulations were different. And, there was kind of this feeling like, okay now we can breathe and then right back into it. So, for us, it’s really just making sure that, you know, the compassion fatigue doesn’t get to a point of complete burnout and exhaustion, and that people, you know, feel supported and that there’s – our biggest thing really is making sure that they have as much information as possible so that there’s not that additional stress of the uncertainty to go with it.

Jamie Gassmann: [00:06:13] Right. Well, and isn’t compassion fatigue and burnout becoming some of the most common things we’re hearing across multiple industries but particularly that frontline, kind of, essential worker, like here we go again kind of environments.

Jamie Gassmann: [00:06:28] So, when how – and I know you’ve got this program. But are there other things that you’re seeing with that compassion fatigue and burnout? And, are there ways that employers or H.R. people can be looking at and doing things to help out?

Nicole Roberts: [00:06:41] I think one thing that we really need to pay attention to as well is it’s not just our employees, it’s H.R. I mean, part of how you build resilience is you have that period of rebuilding and we just aren’t having that in this case. I mean, some of us have been, you know, just full steam ahead for so long that we haven’t even stopped to feel authentically how this actually is for us.

Nicole Roberts: [00:07:10] And so, I think from that aspect, we just need to really grant each other a lot of grace and we need to make sure that we’re caring for one another coming into situations with that positive intent, that benefit of the doubt, and asking, how are you? Not just what do you need and what can I get for you? And, you know, from a benefit perspective or anything like that. But really at the personal level, how are you? How are you dealing with this? Do you have kids that all of a sudden have been sent back home? Or, you know, what’s going on with you? And, I think that the biggest thing that we can do as H.R. is to not only be there for our employees but for each other.

Jamie Gassmann: [00:07:51] Oh, that’s a fantastic way, and SHRM is a great place to be able to do that. Reconnect with colleagues you probably haven’t seen for a while. Well, thanks, Nicole.

Jamie Gassmann: [00:08:00] We’re going to go into our next guest here, John Baldino from Humareso.

John Baldino: [00:08:06] Excellent.

Jamie Gassmann: [00:08:06] Did I say it right?

John Baldino: [00:08:08] Yes. Humareso.

Jamie Gassmann: [00:08:09] I tried really hard to punch that up for you.

John Baldino: [00:08:12] You did a great job. Fantastic.

Jamie Gassmann: [00:08:13] So, John, why don’t we start out with you introducing yourself, telling us a little bit about your background, tell us a little bit about Humareso, and kind of give us a little bit of background on you.

John Baldino: [00:08:22] Sure. So, I’m one of the old ones here at SHRM. Yes, I’m getting head nods. This month actually is my 30th year in human resources. And, I started out in personnel because that’s kind of what we used to be known as. And, I started out in the retail world and my career just, you know, evolved from there and leadership development and organizational design and development and H.R. stuff right over the past 30 years.

John Baldino: [00:08:51] And so, Humareso is my H.R. consulting firm that I began a little over nine years ago. And, it’s been a great ride. I mean, really, it’s been a lot of fun because we do a lot of great work with organizations of various sizes across the country, a little bit international. And so, from startups, which is really exciting, right, to watch all the startups trying to get things going, but also to organizations that are enterprise, multistate, multilevel organizations that have some of the same problems that startups have and trying to figure out a way to be customized in the approach to handle those problems because of their specific details. But there’s a lot of similar applications, right. So, it’s fun for our team to get to be a part of those things.

Jamie Gassmann: [00:09:32] Yeah. And, I imagine as a consulting firm, you see everything.

John Baldino: [00:09:34] I mean, unfortunately.

Jamie Gassmann: [00:09:37] Like everything.

John Baldino: [00:09:37] Everything. And videos. Yes.

Jamie Gassmann: [00:09:40] Okay, so everything.

John Baldino: [00:09:41] Thank you. Yes.

Jamie Gassmann: [00:09:41] Have to add that, right. So, talk to me. What are some of the, you know, kind of, you know, from the – I’m looking at the last year because I think that that’s really top of mind for a lot of people. But, you know, what are some of the things that you’ve seen in the consulting world that have been growing, kind of trending concerns or challenges that H.R. teams or employers have faced?

John Baldino: [00:10:01] Yeah. I mean, obviously, and then Nicole just did a great job talking about COVID response and you can’t ignore that. But there’s some residual in that as well. And so, we’re seeing some difficulty when it comes to talent management and talent acquisition. And, we’re also seeing difficulty when it comes to compensation management. How much do we pay people now? You know, the rate of pay is changing so quickly. I just was sharing this with somebody else.

John Baldino: [00:10:25] You know, again, I’ve been doing this a long time. There’s some great data that’s done from a compensation analytics standpoint that for the first time with some of the large providers of compensation data, they’re putting their hands up and saying, “We are so sorry. We’ve never experienced this kind of turnover in comp data. We can’t keep up.”

Jamie Gassmann: [00:10:46] Wow.

John Baldino: [00:10:47] And, that’s absolutely unusual. Like, never have I seen this before.

John Baldino: [00:10:52] Yeah. Well, in the rate of change, just in the worlds, I mean, you know, constant in terms of what people are needing.

John Baldino: [00:10:59] Yes.

Jamie Gassmann: [00:11:00] So, it’s very interesting. Have you seen, you know, obviously, from your experience, in nine years of doing consulting, are there some trends that might have been starting prior to COVID? So, you already saw the writing on the wall, but due to COVID just completely sped up the rate of the change.

John Baldino: [00:11:18] Yeah. You know, I know that we’ve talked a lot about work from home obviously over the past year. And, what I would say is, pre-pandemic there already were organizations trying to figure out how to be a bit more nimble and flexible. And so, this concept, I mean, even in my own organization in Humareso, not everyone came into the office every day, not every – and they weren’t hired in the city where the corporate offices are.

John Baldino: [00:11:41] So, we already had a sense of that. But, obviously, when COVID hit and that became much more of the conversation, for some organizations, it was, you know, a little too late. They could have been planned a bit better when it came to flexibility. But for some, they really saw this as the push to make things cleaner when it comes to employee experience and to finding talent. I mean, we’re seeing organizations that are – so, our corporate offices are in the Philadelphia area and we’re seeing companies, for example in Philadelphia, that are hiring their first employees this past year in San Francisco, in Chicago, in Austin, Texas, and, you know, Topeka, Kansas, because they can.

Jamie Gassmann: [00:12:28] Yeah.

John Baldino: [00:12:29] Right? And that’s kind of exciting.

Jamie Gassmann: [00:12:30] Right. Your candidate pool just expanded across the globe, basically.

John Baldino: [00:12:33] And, it needed to.

Jamie Gassmann: [00:12:34] Yeah. Absolutely.

John Baldino: [00:12:34] We needed it, too.

Jamie Gassmann: [00:12:35] But on top of that, though, how does that impact compensation? I know you mentioned the compensation numbers are off the charts. But when you live like, let’s say you have, you know, your offices are in somewhere remote Nebraska, but you’re trying to hire somebody in San Francisco. I mean, that rate of pay is like a night and day. How how does an employer navigate that?

John Baldino: [00:12:54] It’s a great question. I’m going to say they navigate it not very well and usually –

Jamie Gassmann: [00:13:00] And they need to hire you, right? Yeah. They need to call John.

John Baldino: [00:13:05] And, you know, then you get into – there’s a couple of different ways to approach it. There is a philosophy around the job is worth what the job is worth. Because that’s what you’re paying for is the skill sets and knowledge to be applied to get that work done. And that is worth X, whatever that is.

John Baldino: [00:13:21] Some organizations will do that as sort of a baseline, but then you have sort of cost of living add-ons put onto it to say, you know, living in San Francisco, as an example, or San Diego, it’s a lot different than living in Lincoln, Nebraska, right? It’s a little different for a variety of reasons. But compensation being one. And so, we can do the offset from a cost of living adjustment if we needed to. This way you’re not committing yourself to something beyond.

John Baldino: [00:13:46] But I will say there are employers that are, I hope, listening, right, who have put themselves in a corner to say we will never hire anybody from California because we don’t want to pay X, Y, or Z, we don’t want to do this and that. And I get that. But I would also say we’re in a time where talent is at a premium. So, you can’t afford to be that snotty about where you’ll take people, right. It’s not someone’s fault that they grew up in California. That’s where they are.

Jamie Gassmann: [00:14:14] It’s where they live. And then, the question comes to is with the shortage of employers or employees, right, that strain on employers trying to find that talent, you know, to your point, you know, sometimes they can’t really be overly picky, but, you know, how – they got to get into a certain mindset. So, if you were going to coach somebody and can kind of consult on how they should be approaching that, especially in today’s hiring world, what would be some of those key things you would remind them to do?

John Baldino: [00:14:42] Yeah. That’s really a good question. So, one of the things that I like to do and our team does is the hiring manager or executive who is having these thoughts. We try to say to them, okay, we’re going to take out a piece of paper, right old school, grab a pen, old school, and write down the top 10 tasks that you have in your job. Your job.

John Baldino: [00:15:05] And, you know, we’ll watch them write these 10. And, I’ll say, “When you started here, could you do these 10?” And, really have a heart-to-heart about – right. Well, I could do six out of 10 of these. I couldn’t do all six as well as I do them now, but I had an understanding. Okay. If I had your resume today, you wouldn’t let me hire you for that job. Right?

Jamie Gassmann: [00:15:28] That just got deep.

John Baldino: [00:15:29] Right.

Jamie Gassmann: [00:15:30] That’s awesome.

John Baldino: [00:15:31] You’re welcome. But you caused them to have a reality check. Like, you’ve been in your role, maybe for six years. You’re very comfortable. You know what you’re doing. You’ve had job enlargement and enrichment and have grown with it. You are not looking at it with those same eyes anymore to remember. You need to do that for this person who is bringing – you know, one of the things, and I know that this is going to come up probably a little bit later, too. But when you put out these job postings with these qualifications or what’s there, we have some people in our country who will look at these qualifications and self-select out.

John Baldino: [00:16:04] The statistics are off the chart about that. Look, if there are 10 bullet points of what you need and you’re a dude, you’ll do, too. If I have two out of 10, I’m 100% qualified for this job. That’s what you think. Women will be somewhere between seven and eight bullet points, and so they’ll self-select out of. And, if you’re in the military, the statistics are almost 10 out of 10.

John Baldino: [00:16:23] Come on, right. So, what are we doing that’s precluding people from thinking that they can be a part of it? Take a look at what you’re advertising, which you’re asking for a little bit deeper. And, remember, you can grow into some things. It’s not a day one.

Jamie Gassmann: [00:16:37] Right. And I love that perspective because that’s so true. And, I’ve heard that before, where men, you know, sometimes are, “Yeah, I’m fully qualified. I’m applying for it.” And, women tend to kind of take a step back.

John Baldino: [00:16:48] Yes.

Jamie Gassmann: [00:16:48] And so, if you were going to give advice to a candidate, you know, what – you know, who is looking at those job descriptions and going, “Oh my gosh, can I do this? Can I not do this?” What would be some of the advice you would give to them that helps them to identify that “No, you can do that.” You know, you may need to grow into some of these skills. But how should they present themselves or how should they kind of build up maybe some of that confidence?

John Baldino: [00:17:10] I think that when you look at it from a talent sourcing standpoint, finding people and connecting with someone to exactly your point, and saying and listening to someone say, “You know, I can’t do this. I see what you sent me. I can’t do this,” I’ll often say, “Oh, this is just, you know, a barometer of some of what’s needed. Let me ask you a question.” And then, I’ll ask something that seems disconnected and I’ll listen to someone share success that they’ve had and how they’ve been rewarded for that success. And, I’ll say fascinating. By doing whatever that is, X, the skills you demonstrated were a B and C. Funny how that will likely apply to these couple of areas that you’re saying I don’t have that. You have it all over the place, especially, I mean, again, something that might be common to some people listening is returning. If you’ve made a choice as a woman to take some time off to raise kids and you want to come back into the workforce and you say, “Well, I haven’t been working.” “Well, what have you been doing at home? I’d like to know?” Right? Because I have three kids and I know, right?

Jamie Gassmann: [00:18:18] I am a mom. I know.

John Baldino: [00:18:20] But you know what I mean?

Jamie Gassmann: [00:18:21] Yes. Absolutely. And to be able to say to you, “Did you manage the household? How about a budget?” Right? “Did you plan menus? Like, did you get your kids where they needed to be on time?” You know, maybe they weren’t dressed, but they were there on time. Like, whatever it is to just sort of laugh with it, be a little tongue in cheek about it, but remind them you demonstrated skill sets just in a different arena.

Jamie Gassmann: [00:18:42] Yeah, but they’re transferable.

John Baldino: [00:18:43] And, they are totally transferable.

Jamie Gassmann: [00:18:45] Yeah. Yeah. And so, one additional question because I am just kind of thinking about it. You know, in today’s candidate market and to some of the points you made about when people are reading those job descriptions and kind of self-selecting out, you know, do you think some of that comes down to how employers are writing that job description and how can they write them better that helps the candidates understand, “No, I can do that job,” or that may not be required on day one but we’re going to be looking for you to expand into that. I mean, is there’s something that they can be doing to maybe kind of get a little bit more innovative so candidates understand?

John Baldino: [00:19:20] Absolutely. I mean, I think there are a couple of things that come to mind. Number one, stop going to Google and, you know, downloading a job description, for Pete’s sake. I mean, I appreciate the accessibility but it’s the wrong way to approach it, right. Should I go on Google for your job description? You know, CEO, CFO, because you may not make it. Because it depends on the one that I’ll download.

Jamie Gassmann: [00:19:44] Right, right.

John Baldino: [00:19:45] The other thing I would say is, be creative in the way in which you can vet for qualifications. Use video. Use Facetime, right? You can do pre-records. You can do lives. We should be a lot more comfortable with those things as a result of this past year, right, to your point, earlier, like what has changed. Be creative in that way, too.

John Baldino: [00:20:05] I recently was working on a marketing specialist at our organization and the key to entry was, where’s your link to your portfolio, your online portfolio? Just send the link. I don’t – well, I have to get my resume together. No, thank you.

Jamie Gassmann: [00:20:21] Yeah. I want to see actual work.

John Baldino: [00:20:23] Right. No thank you. I’ll get the resume later. I need your name and email address. Can I just have the link to your – are you sure? Yeah. Actually, I know, I run the company. I’m pretty sure. Just sent it to me. It’s okay.

Jamie Gassmann: [00:20:36] Are you questioning me? Are you questioning me? Really?

John Baldino: [00:20:40] And, you do that and someone is – the interesting thing about that in that particular role is that’s their bread and butter.

Jamie Gassmann: [00:20:47] Yeah.

John Baldino: [00:20:48] The creative, innovative approach to design and development. So, start with the best foot forward. Why wouldn’t you want to?

Jamie Gassmann: [00:20:55] Yeah. What is your LinkedIn look like and is you have a picture on it? I mean, that’s –

John Baldino: [00:20:59] Right.

Jamie Gassmann: [00:20:59] Honestly, I mean, that’s going to be – you’re going to be expected to do that and so –

John Baldino: [00:21:03] Right.

Jamie Gassmann: [00:21:03] Fantastic. Yeah.

John Baldino: [00:21:03] So, to have that kind of different approach, I would say for employers, look at the job, and I know we’re going to hear some more about that from a talent acquisition standpoint. But what does this job ask for? Is there are different ways that you can find out that information than just a sheet of paper?

Jamie Gassmann: [00:21:15] Yeah. Fantastic. Well, thanks so much for joining us, John.

John Baldino: [00:21:18] Thank you.

Jamie Gassmann: [00:21:21] So, yeah, thank you for joining us. Sorry, I just got a little bit distracted from the show floor here. Lots of people coming by. Very exciting. But we’re going to – if anybody needs to get a hold of you, John, how would they do that if they wanted to get in touch with you and reach out for more information?

John Baldino: [00:21:37] So, certainly the website @humareso.com, H-U-M-A-R-E-S-O .com. And you can connect with me there, or I’m on Twitter all over the place @bjalive, like not dead, but alive, jbalive.

Jamie Gassmann: [00:21:51] Fascinating. Well, it’s been great to have you on the show. Thank you so much. And, thanks to Nicole as well who did have to step away because obviously, these are working, you know, H.R. folks trying to get all their education here at the show. And, if you are in the area, stop by Booth 4076 and check out R3 Continuum’s booth, our show sponsor. And, thank you again. Have a great day.

 

Tagged With: Affordable housing, HR Consultant, Human Resources, Humareso, Jamie Gassmann, John Baldino, MVAH Partners, Nicole Roberts, R3 Continuum, SHRM 2021, Workplace MVP

Workplace MVP LIVE from SHRM 2021: Tammy Worley, Adare Pharma Solutions

September 21, 2021 by John Ray

Tammy Worley Adare
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Tammy Worley, Adare Pharma Solutions
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Tammy Worley Adare

Workplace MVP LIVE from SHRM 2021: Tammy Worley, Adare Pharma Solutions

On this live edition of Workplace MVP, Adare Pharma Solutions Sr. HR Manager Tammy Worley related not only her path to HR but shared how the SHRM 2021 conference has reaffirmed her belief that the whole person comes to work. As she shared with host Jamie Gassmann, employees aren’t looking for another newsletter; they are looking for better communication and connection. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Tammy Worley, Sr. Manager, Human Resources – US, Adare Pharma Solutions

Tammy Worley, Sr. Manager, Human Resources – US, Adare Pharma Solutions

Tammy Worley fell in love with HR in 1996. She realized it combined her love of compassion for people and education. Tammy has been with Adare since 2017 and in 2020 became the Senior Manager of Human Resources in the US for Adare.

 

LinkedIn

 

Adare Pharma Solutions

Adare is a global specialized CDMO company with a long history of success from concept through commercialization. We use our unique combination of experience, proprietary capabilities, and resources to create meaningful products for our customers. Our ability to create differentiated drugs guides the identification and development of the novel products in our pipeline and our acquisition strategy. Our dedication to developing strong, collaborative partnerships provides significant advantages in competitive markets.

Company website

About Workplace MVP

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

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

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

R3 Continuum

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

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

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

Jamie Gassmann : [00:00:22] Hello, everyone. Jamie Gassmann, your host of Workplace MVP, and we are broadcasting from the SHRM 2021 Conference in Las Vegas, Nevada. And, with me today is Tammy Worley from Adare Pharmaceuticals. Tammy is the senior H.R. manager for the U.S. region. Welcome to the show, Tammy.

Tammy Worley: [00:00:44] Thank you. I’m happy to be here.

Jamie Gassmann : [00:00:46] So, Tammy, tell me a little bit about your career journey and how you came to be the senior H.R. manager for Adare Pharmaceuticals.

Tammy Worley: [00:00:54] Wow. What a journey. I started out in a manufacturing company that was a glass factory and I was asked to volunteer to help to rewrite an employee handbook. And, from there, I fell in love with H.R. and I have been in it since 1996.

Jamie Gassmann : [00:01:14] Wow. So, all from being a volunteer to writing an HR handbook. Fantastic. How did you navigate that task?

Tammy Worley: [00:01:22] It was a lot of work, a lot of talking to people, a lot of typing because back then we did not have word processors like we have today so there was a lot of manual typing. And, it was communicating with a lot of people and having to collaborate with different groups. And, I found that when I was a child, I wanted to be a teacher and this started that journey where I could be a customer service person without having to be a teacher of young children. And, I also, at one point, wanted to be in adult care, and I knew that from my wearing my heart on my sleeve that I wasn’t going to be probably good in that arena. And, when I volunteered in H.R., it just was like, I think I found my home.

Jamie Gassmann : [00:02:19] It’s amazing. Well, it definitely brings those two, kind of, passions that you had as a child into one career opportunity because H.R. definitely does that. There’s definitely that educational component to it as an H.R. leader within an organization, and you really have to have that compassion for people, too. So, that’s fantastic.

Tammy Worley: [00:02:38] Yeah. And, it was just a way that, you know, if in the adult care, elder care, you know, you’re going to be looking at the loss of individuals. Not that I don’t see a loss of people, but it’s on a different scale. But it’s a way for me to connect with people, do all I can to support them because I heard it during the session, the general session, it’s the whole person comes to work, and I heard Chipotle mentioned that. And, that has actually been a belief of mine for as long as I can remember. The whole person comes to work and the whole person goes home. And how can you ask people to differentiate from that? And I can’t because I am the whole person that comes to work and I’m the whole person that goes home. So, how can I ask people to be different from me? I can’t.

Jamie Gassmann : [00:03:37] That’s a fantastic takeaway. I love that. And it’s true. You got to look – it’s all of it. It’s the physical. It’s the psychological. You got to look at that entire person and how you’re supporting them.

Jamie Gassmann : [00:03:48] So, having that belief and then hearing that in one of the pre-conferences, oh, actually, it was the general session, was like, opening keynote. Is there something that you are taking back that’s different than what you might have been doing already, or is it going to enhance some of the things that you maybe have done already in your role?

Tammy Worley: [00:04:06] I think it’s an affirmation that what I have believed all along is accurate. You know, I’m a person entering the H.R. arena in the ’90s, and that was a whole different world. And Brian spoke about, you know from Chipotle, that there was one person who said a new normal. And, I agree with him that our new normal is changes daily.

Jamie Gassmann : [00:04:41] Absolutely.

Tammy Worley: [00:04:42] And, as an H.R. professional how do we recognize that that new normal is going to change daily but we answer to different people who don’t necessarily agree that the new normal is daily. I love the fact that he, as a high-level leader within the organization, recognizes that.

Jamie Gassmann : [00:05:01] Yeah. That’s fascinating because, you know, it’s a new normal at work daily. It’s also a new normal at home daily for some of these employees. So, they’re bringing that on their sleeve when they’re coming into that workplace. They’re trying to balance the challenges that they’re experiencing on their daily at home with the challenges they face daily at work. So, what a great takeaway.

Jamie Gassmann : [00:05:20] And so, you know, how, you know – from your perspective, if you’re going to be looking at, like, maybe a senior leader in your organization that you’re having to kind of talk about that with, you know, how would you approach that?

Tammy Worley: [00:05:39] Well, it’s really a cultural difference. We went from an autocratic organization, most organizations are autocratic, to more of a demographic or democracy, if you will, asking employees. What do you think? What do you feel? Where do you want to see things? Having focus groups.

Tammy Worley: [00:06:01] I mean a lot of organizations were breaking that ground and other organizations were not jumping onto that bandwagon. They were still in a this is what we have to do and we’re very controlled environment and it’s black and white but now we’re in a gray environment. We have remote workers and these remote workers want to stay remote. We had to introduce flexible work environments because we have people that are taking care of their children at home.

Tammy Worley: [00:06:37] And so, that new normal became a different demographics for us, and we had to rethink how we administer policies, how we administer compassion, how we integrate communication, you know. So, it was a divide and conquer, but at the same time thinking about how do we re-engage people because engagement is important. And I know every pulse survey every company does, it comes out communication. But employees are not asking for us to give us another newsletter. They’re not asking us to send another email. They’re not asking for another video. They’re asking for us to bridge the gap from department to department. And, they want to bridge that gap of communication.

Tammy Worley: [00:07:33] And so, when you have remote workers, there’s a delay in communication. It’s not real-time anymore. So, we have to figure out how to engage the employees to recognize that if you’re asking for email, you’re asking for teams meetings or Skype meetings or whatever the case may be, that we’re no longer asking employees, send me an IM, let’s open up the door to give me a call, and have a real-life conversation because I think email has become the norm communication and there’s something lost in that.

Tammy Worley: [00:08:15] Because I know from my own personal experience. I send an email. I can be short and sweet. And then, the person reads that, and then they interpret something different than the message I wanted to present. If we had just picked up the phone and called that person or said let me call you on teams or IM or Skype, we could have eliminated all of that confusion. But I think that the bridge is communicating interdepartmentally and silos have been built, and we’ve got to get the silos back down.

Jamie Gassmann : [00:08:50] Oh, I think that’s such a great point. I always say things are lost in translation and in email. And on top of that, you know, people are, they’re burned out. They’re stressed and they’re getting a lot of emails from a lot of different sources. And so, I would agree with you. Like, they’re probably skimming it, you know, and not really reading it. And, you know, it’s kind of like when you hear communication with when you talk and listen to someone like that active listening skills. It’s almost like you have to have active reading skills. And, when you’ve got so many things coming at you, I could see where some of those employees are struggling with that, which does create kind of some divides because – and those silos are hard to break down once they’re formed.

Tammy Worley: [00:09:32] Yes, and we have, in the past, you could just get up from your chair and go to the other office and talk to the person if you were not understanding. We can’t do that so much today, right?

Jamie Gassmann : [00:09:45] Right. Yeah.

Tammy Worley: [00:09:45] Because their office is at their home where the dog is barking, the cats walking across their keyboard, or the child is crying in the background. And so, we need to remember that.

Jamie Gassmann : [00:10:00] Wow. That sounded like a school bell here. Speaking of interruptions during different work and events. I’m not sure what that was, but, yeah, no, absolutely there are a lot more distractions sometimes with people working from home.

Jamie Gassmann : [00:10:16] So, in your opinion, if an organization is going to, you know – that’s a cultural thing, right, and I’m always a firm believer that cultural changes and things of that nature start at the top and then they kind of, you know, move their way through the organization. And so, as leaders, do you think that it has to be like a program implemented or is it something that you just have to get that buy-in from your executive team or your leaders and kind of saying this is now the expectation culturally that you pick up the phone and you make that phone call.

Tammy Worley: [00:10:51] I think it has to be a top-down.

Jamie Gassmann : [00:10:53] Absolutely.

Tammy Worley: [00:10:54] Because I find that our executive leadership is leading from an email. And, they do town halls, they do the pulse surveys, they do all of that. But it’s still disengaged, right? It’s not personable. Where is the personable touch to that?

Tammy Worley: [00:11:15] So, our organization is trying to do more onboarding, calling, welcoming the person to the organization from a one-on-one standpoint, and then asking them, what would you like to see differently? And then, we are actively looking to make changes based on that critique. So, that feedback is important to us. But I think there’s a lot of work that still needs to be done from the top down.

Jamie Gassmann : [00:11:43] Yeah. Interesting. I know it’s – I heard one time from an executive leader that making rounds on the floor to check in on people just to see how they’re doing, like building that into your day. It’s almost like you got to find a way to do that virtually, you know, whether it’s joining in on a team meeting. That’s not a town hall but, like, kind of individual department team meetings just to kind of show that face and let them know that you’re there and you care.

Tammy Worley: [00:12:10] Yeah. But when you have an essential workforce, they have to be there day in and day out. And then, you’ve identified those people that are not essential to the day-to-day operation. And, I almost guarantee you that’s been H.R. folks, customer service folks, maybe finance, and maybe even your individual site leadership people that don’t have to be there on a day-to-day basis. How do we get them to reengage to do as you’re pointed out to walk on that floor? Because I’m sorry, I can take my phone out there and I can video. That’s not the same. It’s not an engagement activity.

Tammy Worley: [00:12:54] So, we have to get them back to the workforce and realize that their presence is this key to every essential employee to be there. Because for me, even when I was told I was not an essential employee, I still came to the site almost every day. Why? Because I’m H.R. My title is human resource manager. How can I take the human out of the resource? And so, I still came to the site because they needed to know that I cared enough to be there, that you had to expose yourself every day to be there on-site. I had to be there too because you have questions. And, how am I supposed to answer those questions remotely from an email? Send me an email. For employees that are still using flip phones and don’t understand the email system. So, I came on site because I felt like it was my job to still include the human in the resource that we provide because are we not a customer service?

Jamie Gassmann : [00:14:02] Yeah. Absolutely. Like an internal customer service. Love that point of you’re the human in the resource. That’s fantastic. So, now, I know this is your first SHRM that you’ve attended.

Tammy Worley: [00:14:14] Yes.

Jamie Gassmann : [00:14:15] And so far, obviously, it sounds like you’re getting some great pointers from the presentations.

Tammy Worley: [00:14:21] I love it.

Jamie Gassmann : [00:14:21] So, are there any other topics or exciting presentations you’re looking forward to attending over the next few days?

Tammy Worley: [00:14:28] The Michael Phelps is really interesting to me. A couple of years ago I really wanted Adare to change their EAP benefits and we promoted a new EAP benefit plan and I have noticed over the last year we had more utilization of that. And, it’s a very – it’s a big, passionate part of being a human resource department is providing that resource.

Tammy Worley: [00:14:54] And, I knew a couple of years ago, actually I would say almost five years ago I had an employee who lost her spouse. And, she went to use our EAP benefits and she struggled finding a counselor. That was not acceptable to me because she needed real-time assistance. And, our plan that we had in place at that time was what we want to call like “free benefit,” but it didn’t provide real benefit, real-time benefit. And so, I promoted and we utilized putting in a real-life, live online help that they can get immediately for EAP benefits. And, I have noticed an increase in the utilization of our benefits, not just from our employees but their families, and we opened up that door to our EAP benefits to being anyone living in the household.

Tammy Worley: [00:15:59] So, we know that in this modern-day, it’s not just your spouse, you as an employee, and your children, but you might have a grandchild living with you. You might have a grandparent living with you. You might have parents living with you. And they may need help, too. And so, for me, an EAP benefit isn’t just about acknowledging our employee but acknowledging their home and who might need help in that home.

Jamie Gassmann : [00:16:31] Yeah. Going back to that whole person you mentioned earlier in the conversations. Great pointers. Great information. Well, I hope you get some wonderful sessions that you take some more great content from. And, I just really want to thank you for being on our show today and appreciate you stopping by the booth.

Jamie Gassmann : [00:16:50] For all those listeners listening in, we are at Booth 4076 here in the SHRM Conference. It’s our R3 Continuum’s booth, our show sponsor. And, thank you again. Enjoy the show.

Tammy Worley: [00:17:00] Thank you. So, I have enjoyed it and I hope that somebody will take something away from this, too.

Jamie Gassmann : [00:17:06] Wonderful. Appreciate it.

 

Tagged With: Adare Pharma Solutions, Human Resources, Jamie Gassmann, R3 Continuum, SHRM 2021, Tammy Worley, Workplace MVP

Workplace MVP LIVE from SHRM 2021: Cassondra Halpin, VertexOne

September 20, 2021 by John Ray

Cassondra Halpin VertexOne
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Cassondra Halpin, VertexOne
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Cassondra Halpin VertexOne

Workplace MVP LIVE from SHRM 2021: Cassondra Halpin, VertexOne

On this live edition of Workplace MVP, Cassondra Halpin, Human Resources Manager at VertexOne, shared with Jamie Gassmann how her company went virtual in 2020 and how they managed to keep communication flowing. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Cassondra Halpin, JD, SPHR, SHRM-SCP, Human Resources Manager, VertexOne

Cassondra Halpin, Human Resources Manager, VertexOne

Cassondra Halpin, JD, SPHR, SHRM-SCP is Human Resources Manager at VertexOne. She began her career in employment law and transitioned to working in Human Resources at start-up and technology companies.

Cassondra has a JD from the University of San Diego Law school and an MBA from Keller Graduate School of Management.

LinkedIn

 

VertexOne

At VertexOne, helping utilities provide the best customer service experience is what they do. It’s been in the DNA of the company, but also in all their people, too, since they started supporting utilities’ customer experience needs over 20 years ago. And that commitment continues to this day.

VertexOne partners with utilities and energy service providers to deliver world-class customer experience by reducing risk and maximizing value through improved customer operations. Their culture rewards innovation, personal and professional development and inspires a passion for their customers’ missions.

Company website

About Workplace MVP

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

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

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

R3 Continuum

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

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

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

Jamie Gassmann: [00:00:21] Hey, everyone. Jamie Gassmann here, host of the Workplace MVP podcast. We’re broadcasting from the SHRM 2021 Conference in Las Vegas, Nevada. And with me today is Cassondra Halpin. She’s H.R. manager for VertexOne. Welcome to the show.

Cassondra Halpin: [00:00:39] Thank you very much.

Jamie Gassmann: [00:00:40] So, tell us a little bit about yourself.

Cassondra Halpin: [00:00:42] Well, I have been in H.R. for 15 years. I started out as an employment law attorney and decided I didn’t like that, but I had a real passion for H.R.

Jamie Gassmann: [00:00:54] Wonderful. I’ve got to imagine that employment law background comes in handy in your daily work.

Cassondra Halpin: [00:01:00] Very much so.

Jamie Gassmann: [00:01:01] Yeah. So, I got to imagine, like, do you leverage that with the staff at your organization in, like, helping them to kind of understand it from that legal perspective?

Cassondra Halpin: [00:01:10] Definitely. It’s been very helpful.

Jamie Gassmann: [00:01:13] Yeah. So, looking at this SHRM Conference, so you’re attending this year.

Cassondra Halpin: [00:01:20] Yes.

Jamie Gassmann: [00:01:20] Is this your first time coming to the conference?

Cassondra Halpin: [00:01:22] No. I’ve been to about five conferences.

Jamie Gassmann: [00:01:26] Okay over the last – well, obviously last year.

Cassondra Halpin: [00:01:29] Yes. I was supposed to be here last year.

Jamie Gassmann: [00:01:31] Yeah. You’re like, I planned on it. So, tell me a little bit about your background. I know you said employment law and you had 15 years of H.R. Have you always been at VertexOne or have you kind of moved to different lines?

Cassondra Halpin: [00:01:42] No. I’ve been mostly startup companies.

Jamie Gassmann: [00:01:47] Okay.

Cassondra Halpin: [00:01:47] So, I’ve been with several software startup companies. VertexOne is the company that’s been around the longest and isn’t a startup but is still a software company. So, I really enjoy working there.

Jamie Gassmann: [00:02:00] Great. And so, looking at over this last year from an H.R. perspective, can you share with us what were some of the challenges that you’ve had to navigate and how did you get through them?

Cassondra Halpin: [00:02:12] I think the biggest challenge for us was going virtual. We decided to shutter all five of our offices and go completely virtual. And, the challenge comes in with engaging employees and making sure that they still feel connected and have a strong culture.

Cassondra Halpin: [00:02:29] And, some of the things that we’ve done- we started a project called Virtual by VertexOne, which we have nine areas of the employee lifecycle that different employees come up with suggestions for, and then H.R. kind of make sure that those don’t fall through the cracks. And, we have small group discussions that we do. We have virtual team building, so just a variety of things to really help people feel connected to the company.

Jamie Gassmann: [00:03:00] Wow. I know the struggle I’ve heard from other H.R. leaders is that keeping that culture intact when you’re so far away, you know that lack of the water cooler chat, if you will, that we’ve lost over this last year. I know a lot of people crave that. As a social person myself, I totally get it.

Jamie Gassmann: [00:03:19] Today was the first day of the conference. Did you attend some of the pre-conference sessions that they had?

Cassondra Halpin: [00:03:24] I didn’t attend the pre-conference sessions this year. I have been to one general session and then one of the concurrent sessions.

Jamie Gassmann: [00:03:32] Okay. So, this expo event right now is kind of your first, like, you know, intro into the SHRM 2021, right?

Cassondra Halpin: [00:03:40] Yes.

Jamie Gassmann: [00:03:40] Awesome. So, looking at the agenda, what are some of the areas of interest you have from the sessions that they’ve got scheduled?

Cassondra Halpin: [00:03:49] I am really excited about the diversity, equity, and inclusion sessions. That’s one of our areas of the employee lifecycle that we’re working on in Virtual by VertexOne. So, I want to come back with some good ideas, how we can become a more inclusive environment.

Jamie Gassmann: [00:04:04] That’s fantastic. I’m sure they’ve got a number of sessions that are focused around that.

Cassondra Halpin: [00:04:08] Yes.

Jamie Gassmann: [00:04:08] To kind of help navigate that for you. Wonderful.

Jamie Gassmann: [00:04:11] Well, you know, if any of our guests were going to want to get a hold of you and kind of be able to share, either swap ideas or suggestions or just to connect with you, how would they go about doing that?

Cassondra Halpin: [00:04:23] They can email me at cassondra.halpin@vertexone.net.

Jamie Gassmann: [00:04:29] Great. And, thank you so much for joining us today, Cassondra. It was great to chat with you and I hope you have a great rest of your SHRM show, and we look forward to broadcasting this and sharing your great information, especially with the virtual environment that you created for your team. That sounds absolutely fascinating.

Cassondra Halpin: [00:04:45] Thank you very much. It’s been a pleasure.

 

Tagged With: Cassondra Halpin, Human Resources, Jamie Gassmann, R3 Continuum, VertexOne, Workplace MVP

Workplace MVP LIVE from SHRM 2021: Cheryl Nienhuis, Mayo Clinic

September 20, 2021 by John Ray

Cheryl Nienhuis Mayo Clinic
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Cheryl Nienhuis, Mayo Clinic
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Cheryl Nienhuis Mayo Clinic

Workplace MVP LIVE from SHRM 2021:  Cheryl Nienhuis, Mayo Clinic

As Director of the Complex Care Program at the Mayo Clinic, Cheryl Nienhuis helps employers and their employees with access to specialized care for complex medical cases. She joined host Jamie Gassmann on this live edition of Workplace MVP to discuss her career journey and her work at the Mayo Clinic.  Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Cheryl Nienhuis, Director – Complex Care Program, Mayo Clinic

Cheryl Nienhuis, Director, Complex Care Program, Mayo Clinic

Cheryl Nienhuis is the Director of the Complex Care Program at Mayo Clinic. She builds relationships with employers, payers, and third-party administrators to ensure that complex patients have access to Mayo Clinic’s destination medical centers in Arizona, Florida, and Rochester.

Cheryl has been with Mayo Clinic for about fifteen years starting in the Human Resources Department, and most recently joined the Complex Care Program Team. She works with employers helping them with benefits design of complex conditions and identification and referral to help manage costs.

LinkedIn

Complex Care Program, Mayo Clinic

When employees or members of an employer’s medical plan are experiencing fragmented care, ineffective treatments, potential misdiagnoses, or difficulty accessing specialized care for complex conditions, Mayo Clinic can help.

At their campuses in Arizona, Florida and Minnesota, teams of the world’s leading experts from every medical specialty and subspecialty work together to ensure the best possible outcome for each patient.

The Mayo Clinic Complex Care Program offers managed access (expedited scheduling and condensed appointment itineraries) to Mayo Clinic’s high-quality, cost-effective care for individuals with complex, rare, or undiagnosed medical conditions. In other words, Mayo Clinic helps minimize costs while getting patients exactly the care they need.

Company website

About Workplace MVP

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

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

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

R3 Continuum

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

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:04] Broadcasting live from the SHRM 2021 Conference at the Las Vegas Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in workplace behavioral health, crisis, and security solutions. Now, here’s your host.

Jamie Gassman: [00:00:23] Hello, everyone. Jamie Gassman here, your host of Workplace MVP, and we’re recording our episodes today from the Day 2 of SHRM 2021 here in Las Vegas, Nevada. And with me is Cheryl Nienhuis, who is the director of Complex Care from Mayo Clinic. Welcome to the show.

Cheryl Nienhuis: [00:00:44] Hi, Jamie. Thank you for having me.

Jamie Gassman: [00:00:46] So, share with us kind of your career background and what you do at Mayo Clinic.

Cheryl Nienhuis: [00:00:52] Great. I feel like I started my career in health care when I was about six years old. I won’t take you through all of the steps. But I remember pre-HIPAA, I’m sitting there and folding statements with my mom, from the doctor’s office that she worked for, and my career’s just kind of gone into the HR direction since then. And, I’ve spent the last 15 years almost at Mayo Clinic, most of that in our benefits department, making sure that we’re taking care of our employees so they can take care of our patients.

Cheryl Nienhuis: [00:01:22] And so, recently, I’ve joined the Complex Care Program team to really help employers make a positive difference in the lives of their employees by steering them to the right care for those individuals dealing with complex conditions and really working with them on a benefits design and identification and referral to help them manage their healthcare costs as well, as health care is continuing to be a very high cost for employers, which again they are having to share with their employee population. So, how can we help them get the right diagnosis early on and get the right treatment plan so they can get back to work and have the best outcomes possible?

Jamie Gassman: [00:01:57] And so, what are some of the, you know, kind of examples of how maybe a case scenario or something to that effect of, like, how an employer has used your program?

Cheryl Nienhuis: [00:02:05] Yeah. That’s a great question. So, a lot of employers deal with a lot of complex conditions with high spending cancer care or spine care. There’s a lot of overutilization with spine surgeries in the United States. And so, we really work with the employers to identify these individuals through their case management or their TPA or navigation service to steer care to Mayo Clinic for medical record review to see if they would benefit by coming to Mayo. And, if they would benefit by coming to Mayo, we ask the employers to pay for the travel and lodging. And, a lot of times these individuals are getting a change in their diagnosis and the right treatment path.

Cheryl Nienhuis: [00:02:47] So, in the instance of spine care, a lot of times they’re not needing spine surgery that was recommended locally, and a more conservative treatment is available for that individual. And so, it’s better outcomes for that individual to get the right treatment that they need and it’s better outcomes as well for the medical plan because they’re not having to pay for unnecessary procedures.

Jamie Gassman: [00:03:08] Absolutely. So, from an outcome perspective, would we be looking at, you know, maybe increasing the return to work duration so that it’s shorter in cycle than what would maybe have happened on a different – you know if they’ve gone through like the original diagnosis and treatments?

Jamie Gassman: [00:03:22] Absolutely. So, getting to work faster, you know also controlling the cost on short- and long-term disability, more presenteeism, because that individual is getting the right care. There are times when we see somebody come in for a spine surgery and they don’t have a spine issue. You know, it’s a hip condition or a shoulder, or sometimes even a heart condition, where if they went on with that surgery, they wouldn’t have gotten better and things would have still been costly for the employer.

Jamie Gassman: [00:03:52] Yeah. It would have almost, like, gotten worse potentially because they get done with that spine surgery and still having some issues.

Cheryl Nienhuis: [00:03:58] Absolutely.

Jamie Gassman: [00:03:58] Now, you had mentioned before we got, and when we started recording the episode, something about conflict resolution. Can you kind of dive into that a little bit about some of the work that you guys are doing in that aspect?

Cheryl Nienhuis: [00:04:10] Right. So, I think with the benefit design, all right, it’s a little hard to get employees to understand what their benefits are. I just read a recent study that said about 80% of employees don’t read their benefits, and out of that, 45% don’t understand what they’re reading. And so, they really go to their coworkers and everyone to understand their benefits. And so, really, there’s a misfit there in what we’re trying to do from an HR perspective in getting employees to understand their information.

Cheryl Nienhuis: [00:04:42] And so, we really work on proactively communicating the benefits and really streamlining the process for individuals so they’re not lost in the health care when they need it most, right. And so, really, removing the barriers and the confusion I think proactively has really helped a lot of people have more of a positive member patient experience. So, we’re trying to remove the conflict in the fragmented care or just health care in general to really remove the barriers there for a positive experience.

Jamie Gassman: [00:05:18] And I bet that’s like, you know, that’s probably some of the more common. Like, they don’t read it. And, you know, the terminology sometimes used in those materials is, like, I don’t know what that means, you know. So, I love that proactive approach [inaudible]. So, do you change the way that that’s communicated then? Do you modify, kind of, some of the approaches to how you’re informing those employees? And what does that look like if you do that?

Cheryl Nienhuis: [00:05:42] Yes, absolutely. So, we really work with the employers. We actually have a dedicated marketing communications manager that works with everyone that we work with to really identify how are they currently communicating and where all of their employees are located.

Cheryl Nienhuis: [00:05:58] You know, an example is working with a group that has truck drivers, right. How are the truck drivers going to be getting their information because they’re on the road? They don’t have the technology that they need. And if they do, they’re not using it to read benefits communications, right. And so, really working with an employer to create radio ads for their truck drivers, you know, because they’re going to be listening to the radio and they’re going to be hearing those types of things on the radio while they’re driving. So, really working with coming up with great ideas that may be out of the norm.

Cheryl Nienhuis: [00:06:29] We also encourage them to look at what their employees are saying. So many times we hear about, okay, do this, do that, from a communication perspective. But we’ve done surveys of where employees are actually listening and getting their information with employers to make sure that we’re addressing where they’re actually looking. And, a lot of times we find that they’re wanting or looking in places that the information is not available. So, we try and work and steer those employers to create a marketing and communication strategy that will benefit them and their employees.

Jamie Gassman: [00:07:03] Fantastic. Especially in today’s world of stress and burnout, reading another piece of, you know, literature in a long email isn’t going to be as effective as doing something that I can listen to it or I can watch it. So, that’s fantastic and kind of meeting that employee where they’re at is so powerful.

Cheryl Nienhuis: [00:07:20] Absolutely. Keeping that message simple, right. And, again, it’s not just – that message is how do you work and streamline your benefit strategy with the vendors that you work with. So, if a person happens to call the wrong vendor for something, which happens more than we’d like to admit, you know the vendors that are selected understand the programs overall that are being offered by their employer. And so, if they are calling the wrong place, that vendor is educated on where that employee should go. Again, so they’re giving the answer that they need, and then also really creating a strategy for the vendors that are working together to work together to create that positive patient experience.

Cheryl Nienhuis: [00:08:00] And so, we’ve seen a lot of groups going with wonderful, you know, telehealth. But with telehealth, making sure that they have a vendor that they can work with where if there is a complex condition, that telehealth group knows where to refer that complex condition or somebody that’s needing additional care from primary to specialty care. Again, that positive patient experience and member experience is the most important and the best outcome for the employer and the patient member.

Jamie Gassman: [00:08:28] Fantastic. Now, you’re an exhibitor here.

Cheryl Nienhuis: [00:08:30] Yes.

Jamie Gassman: [00:08:30] If there’s anyone listening, you know, from the SHRM attendees, which booth are you in and where can they find you?

Cheryl Nienhuis: [00:08:37] We are in Booth 5044 and I’m happy to talk to anybody. We’re also available if you just Google Mayo Clinic Complex Care and you can learn more about our program there.

Jamie Gassman: [00:08:48] And if they wanted to get in touch with you directly, Cheryl, how would they be able to do that?

Cheryl Nienhuis: [00:08:51] They can go ahead and find me on LinkedIn, or they could just give me a call at 507-422-6103. Happy to talk to anybody. Again, our goal is to really help employers and their employees and members and their employee loved ones that are dealing with complex conditions because our goal is to focus on the needs of the patient and to bring hope when there seems to be confusion and hopelessness.

Jamie Gassman: [00:09:15] Wonderful. Well, thank you so much for joining us today. And, again, if you are listening in from the SHRM Conference, stop by Booth 4076 as well and check out our Workplace MVP podcast being broadcasted from R3 Continuum’s booth. Thanks for listening!

 

Tagged With: Cheryl Nienhuis, complex care, Complex Care Program, employee benefits, Jamie Gassmann, mayo clinic, R3 Continuum, Workplace MVP

Workplace MVP: 9/11 Survivor Garland Williams, Ph.D, USA COL (ret)

September 20, 2021 by John Ray

Garland Williams
Minneapolis St. Paul Studio
Workplace MVP: 9/11 Survivor Garland Williams, Ph.D, USA COL (ret)
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Garland Williams

Workplace MVP:  9/11 Survivor Garland Williams, Ph.D., USA COL (ret)

Then a Colonel in the United States Army, Garland Williams was working in the Pentagon on September 11, 2001, when American Airlines Flight 77 was hijacked by al-Qaeda terrorists and crashed into the west side of the building. In this compelling interview with host Jamie Gassmann, he discussed his experiences that day and afterward, the effect on his family, his advice for other leaders guiding employees through traumatic events, and much more. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

Garland Williams, Ph.D., USA COL (ret), District Sales Coordinator, Aflac

Garland Williams, Ph.D, USA COL (ret)

Colonel (ret) Garland H. Williams, Ph.D., a native of Atlanta, GA, graduated from Auburn University as a Pre-Law/Journalism major and was commissioned a Second Lieutenant in the US Army Corps of Engineers.  As a company grade officer, Garland served in a variety of command and staff assignments both at Fort Stewart, Georgia, and in Bad Kissingen, Germany. He attended the Duke University Graduate School, attaining his Master of Arts and Doctorate of Philosophy degrees in Political Science.

As a field grade officer, his assignments included duty as an Assistant Professor in the Social Sciences Department at the United States Military Academy and staff officer positions in the 24th Infantry Division in the United States, and Allied Forces Southern Europe in Naples, Italy.  He commanded the 16th Armored Engineer Battalion in Giessen, Germany, and then served as the Military Advisor for the Assistant Secretary of the Army (Civil Works) in the Pentagon.  Following his Pentagon assignment, Garland completed a US Army War College fellowship at the United States Institute of Peace in Washington DC.

Garland’s Colonel-level commands included Garrison Commander of US Army Garrison – Japan, followed by Commandant of the Army Management Staff College until his retirement in 2009.  His operational deployments included Kuwait, Egypt, Bosnia, Kosovo, and Albania.

Transitioning from the Army, Garland worked at the University of Phoenix from 2010 until 2017, first as the Associate Regional Vice President for the Military Division and then as the Dean of Operations for the Colleges of Humanities and Social Sciences.  His last position at the university was the Dean of Academics for the College of Criminal Justice & Security simultaneously serving as the Vice President for Military Relations.  He was inducted into the International Adult and Continuing Education Hall of Fame in 2015, inducted into the Chamblee High School Hall of Fame in 2018, and has published two books – Engineering Peace and Perspectives On Leadership.  He moved back home to the Atlanta area in 2017 and now works as a District Sales Coordinator with AFLAC.

Garland has been married for 40 years to Kathy Perkins Williams of Dothan, Alabama, and has two married daughters, Rebecca, a 911 Dispatcher for the Sacramento, CA, SWAT team, and Leah, a Marriage and Family Therapist in Queens, NY.

LinkedIn

Aflac

Aflac is a Fortune 500 company, providing financial protection to more than 50 million people worldwide. When a policyholder or insured gets sick or hurt, Aflac pays cash benefits promptly, for eligible claims, directly to the insured (unless assigned otherwise). For more than six decades, Aflac voluntary insurance policies have given policyholders the opportunity to focus on recovery, not financial stress.

Company website

About Workplace MVP

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

Workplace MVP Host Jamie Gassmann

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

R3 Continuum

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

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:07] Broadcasting from the Business RadioX Studios, it’s time for Workplace MVP. Workplace MVP is brought to you by R3 Continuum, a global leader in workplace behavioral health, crisis, and security solutions. Now, here’s your host, Jamie Gassmann.

Jamie Gassmann: [00:00:30] Hi, everyone. Your host, Jamie Gassmann, here. And welcome to this episode of Workplace MVP. 9/11 is a day in our history that we will never forget, especially for those who were survivors or who had loved ones lost during the events of that day.

Jamie Gassmann: [00:00:47] Our guest today is one of those survivors. On the morning of 9/11, following the attacks on the Twin Towers in New York, the Pentagon was attacked when hijacked American Airlines Flight 77 was deliberately flown into the west side of the building by Al Qaeda terrorists. With us today to share his personal experience from being inside the Pentagon at the time of that attack is Workplace MVP, Army Colonel (Ret.) Garland Williams. Welcome to the show, Col. Williams.

Garland Williams: [00:01:15] Thanks, Jamie. I appreciate you all having me on.

Jamie Gassmann: [00:01:18] So, let’s start out with walking us through your Military career journey and give us a little bit kind of background of where you’re at today with your career.

Garland Williams: [00:01:28] Oh, sure. Yeah. I was fortunate to be able to spend 28 years in the Army. I retired in 2009 as a colonel. I was an engineer officer. And I playfully say that I blew stuff up for a living for 20 years, and did some institutional stuff at the end. But I retired in 2009 and then I went to work on my second career. I was a Dean and Associate Regional Vice President for University of Phoenix. My job there was to help military veterans and active duty achieve their higher education goals, you know, go back to college.

Garland Williams: [00:01:57] And then, now I work for Aflac. I’m a District Sales Coordinator for Aflac. And I call it my third helping career where we can help individuals if they have a medical emergency and they don’t have a financial emergency at the same time.

Jamie Gassmann: [00:02:08] Perfect. So, while you were working at the Pentagon, can you share with us a little bit about what was your role while you were stationed there? And, you know, give us kind of a sense about how long you were stationed there before the attacks occurred?

Garland Williams: [00:02:22] Sure. Yeah. So, I had been in the Pentagon about three-and-a-half months. I had just spent five years in Europe between Italy and Germany. I had just come out of Italian Command, and my boss had nominated me to be one of the aides to one of the assistant secretaries of the Army. So, my job title was actually Military Assistant to the Assistant Secretary of the Army for Civil Works. So, if you do a quick count, that’s a 12 word job title requiring a really big business card.

Garland Williams: [00:02:47] But, basically, I was the Military Aide to the Civilian Head of the Corps of Engineers. And so, I’ve been in the Pentagon about three-and-a-half months still trying to figure out what all that was and trying to figure out the building as well.

Jamie Gassmann: [00:02:58] Yeah. So, speaking of the building, you know, we see that building on T.V. They show it sometimes in shows and even on the news. Can you walk us through how that building is structured and what the office structure looks like? Give us a sense of how you were positioned within it.

Garland Williams: [00:03:16] Sure. Yeah. It’s a crazy building. It’s the largest office building in the world. It was built in 16 months during World War II. And, in fact, at about the 11th month mark of that, the General Marshall decides he wanted a third floor, so they added a third floor in the middle of construction. So, it has three floors above ground and a classified number of floors below ground. It has 17 miles of quarters and 23,000 of your closest friends work there.

Garland Williams: [00:03:42] So, it’s got five rings. The center ring is the A ring and goes out to the E ring. I was in the E ring, because I was, again, the aide to one of the assistant secretaries. And the army has five assistant secretaries, so it’s a pretty big deal, four star equivalent presidential appointee. And the great thing about being on the E ring is we had windows. You know, none of the other rings really had windows, so we actually could see the Sun occasionally. But it’s a big building.

Jamie Gassmann: [00:04:08] Yeah. So, in looking at, like, the day of the attacks, you know, you were working in the offices during that timeframe and the attacks started in New York. So, what was going through your mind or when did you first hear about those attacks happening while you were working?

Garland Williams: [00:04:28] Sure. Yeah. Well, my day started, I mean, it was a gorgeous day. It was a perfect fall day in D.C. I mean, it was one of those days when you have the first hint of fall. There was not a cloud in the sky. I’ve done my normal physical training in the morning. I went running my three-and-a-half, four miles, or whatever it was. I drove into the Pentagon.

Garland Williams: [00:04:45] And I was actually getting a travel voucher ready to take to the Army Budget Office. My boss and I had gone to Chicago the week prior to look at some core projects. And after every trip, you have to go into your settlement so you can get your travel documents. That’s what I was working on.

Garland Williams: [00:05:00] And my office number was 2Echo545. And the reason that’s important, the way you translate that, the two means I was on the second floor; echo means I was on the E ring; and 545 meant that my office was between the fifth and sixth quarters. There was ten quarters, those are like the spokes to the Pentagon. And I finished up the travel paperwork and I was going to take it to the Army Budget Office. But it was about two minutes to 9:00, and we had our normal weekly staff meeting at 9:00. So, I just kind of packed that up on my desk and said I’ll do it after the staff meeting. And I went to the staff meeting.

Garland Williams: [00:05:34] About three minutes into the staff meeting – our office is made up of 18 people, it had three Military and 15 civilians. And one of the civilians, Bruce, had a BlackBerry. You say, “BlackBerry, that’s old equipment.” Well, back then, it had just come out. I mean, I still had the old Gibbs NCIS flip phone – Bruce had a BlackBerry, and he got the first notice that a plane had hit one of the towers. And we didn’t know how bad it was.

Garland Williams: [00:06:00] And I actually told my boss, I said, “You know, you have a speech on Friday at the Millennium Hotel -” which is one of the seven hotels that rang the trade towers “- do you want me to change your reservations?” He said, “No. You know, they’ll have it all cleaned up by then. We’re good.” We’re thinking a Cessna like everybody else did. In about 20 minutes later, Bruce got the second notification that the second plane had hit the towers. And we quickly realized something’s going on. And then, that’s about when the Pentagon got hit.

Jamie Gassmann: [00:06:32] Almost immediately after you heard about the second tower, roughly.

Garland Williams: [00:06:36] It was. Yeah. I want to say that notification came in about 9:34-ish and the Pentagon got hit at 9:37.

Jamie Gassmann: [00:06:44] So, you really didn’t have time to process what was happening in New York before you, yourself, were under attack.

Garland Williams: [00:06:50] Right. Yeah. Our office was responsible for – we headed up the Corps of Engineers. So, we did water policy, we also did tribal policy, and we also oversaw Arlington Cemetery. So, the idea of terrorism and everything really didn’t sink in well. But we found out later that was going to really be a big part of our job just because of the oversight of things like locks and dams, things like ports, things like river flow, things that we never really had thought about needed to be hardened for terrorism. But, yeah, in those three minutes, it didn’t hit. It didn’t affect us.

Jamie Gassmann: [00:07:25] And when the plane hit, did you know it was a plane that was hitting the Pentagon?

Garland Williams: [00:07:29] No. Again, I was an engineer in the Army, and so I did a lot of explosives. I could do C-4, TNT, Bangalore torpedoes, mines. I could also do liquid explosives. And we also trained on if we didn’t have real explosives expedient, so I can go to Home Depot and grab some stuff if I need to. I’m not going to, but I can do that.

Garland Williams: [00:07:49] And so, when the plane hit, it felt like a bomb. A big bomb, but it didn’t feel like a plane. So, if something happens like that, you’re going to get up and go see what’s what. And I was the closest person to the door, so I got up and opened the door. I looked down the hallway toward the noise, and all I could see was a rolling cloud. If you ever think about Indiana Jones and Temple of Doom, and he’s running away from that big rock, replace that rock with a big rolling dust cloud and replace Indiana Jones with our admin staff running away from this cloud. And that’s what you saw.

Garland Williams: [00:08:25] And Military mind kicks in, if this is a bomb and if it’s terrorism, where can we be safe, at least temporarily, until we figure out what’s going on? We owned our conference room. It was always locked unless we were in there. So, I grabbed the admin staff and said, “Come on in. Let’s kind of figure out where we go from here.”

Jamie Gassmann: [00:08:44] Yeah. So, walk us through what happened next. Can you give us kind of the timeline of how you were able to get to safety out of the building as well as bring some of your staff with you out of the building.

Garland Williams: [00:08:57] So, again, I’ve been there about three-and-a-half months, and in the time that I had been there, we had never practiced a fire alarm. And I don’t know how long they had not done that before I arrived, but they’d been a while. And we got the alarm to evacuate the building. And as we opened up the door to go to the hallway, the first time I opened it up, it was clear, except for that cloud to my left. Now, that cloud had already gone past, so you see kind of this rolling cloud of dust. The lights didn’t go out yet, but all you can really see were, like, the exit signs.

Garland Williams: [00:09:29] And at that time, they did not have lights that would kind of lead you to the exit. That was a change they made to the Pentagon after this, so we could follow lights on the floor because that’s where you would see if you want to get low for smoke and things like that.

Garland Williams: [00:09:43] The sounds, you heard the alarm, you heard a lot of shuffling of feet. But what I thought was really interesting, there wasn’t panic. I mean, people were walking with a purpose, but they were walking with a purpose. They weren’t running. They weren’t knocking people down. I was pretty proud of the Pentagon for that, actually. You know, the Pentagon is made up of a mixture of civilians and Military. Military, you kind of sort of expect that because it’s hammered into us. Civilians kind of adopted that mindset and just, “We got to go this way. Everybody’s got to go this way. Let’s all go that way together.”

Garland Williams: [00:10:15] So, as we were going out, one of our senior civilians, she was an SES2, Senior Executive Service 2, and that’s like a two star equivalent military terms. She said, “Let’s go to the center courtyard. And I’m thinking to myself, “Okay. Ma’am, you might be expert on water policy, but you are not an expert on military. So, no, we’re not going to do that.” I’m thinking if we go to that center courtyard and it really is a terrorist attack, we’re putting ourselves in a vulnerable position with snipers on top. You’re in a cage.

Garland Williams: [00:10:45] Now, a sideline on that, the center courtyard for the Pentagon, when the Soviet Union was a Soviet Union, that center courtyard was on their nuclear target list. And the reason it was on the nuclear target list is because they kind of saw that a lot of people gathered there in the middle of the afternoon, so it must be a really important place. It’s got a really good café with really good hot dogs, that’s why people were there in the middle of the day. And, in fact, it was renamed the Ground Center Cafe.

Garland Williams: [00:11:13] Anyway, so the SPS said, “Got it. Makes sense. We’re going to go out.” So, we went to the river entrance, which was the closest entrance to us. And, now, I didn’t have my cell phone. I didn’t have my car keys. I didn’t have my hat. In the Pentagon, cell phones just don’t work. It’s too hard of a building. You can’t get connectivity. Keys in a Military uniform, especially in Class B’s or Class A’s, there’s really no good place to carry it and look Military. And the hat, you don’t need a hat in the Pentagon. Even in the center courtyard, it’s a no hat area. So, all that stuff was on my desk. So, I didn’t have a phone.

Garland Williams: [00:11:47] As we were coming out of the building, I did borrow a cell phone from one of our supply clerks to call my wife. And I got a call out, which is amazing because all that stuff crashed pretty soon afterwards. I called her and said, “Hey, there’s been a bomb. I’m okay. I’ll call you when I know more.” And she was oblivious. She had been out walking, again, it was a gorgeous fall morning. Then, she came in and she was chatting with a friend of hers in Australia. Had not turned on the T.V. And she says “A bomb? Are you okay? Whose phone is this? Are you coming home?” She had no idea.

Garland Williams: [00:12:23] As we went outside, nobody in our office got hurt from the blast. But we did have a lady that had an epileptic attack in the middle of this and we had to carry her out of the building. She was okay. We got outside. And, again, we have not practiced this evacuation, so we didn’t really know where our spot was to go, because everybody is designated a spot. But we found a spot. We counted noses to make sure that everybody was there.

Garland Williams: [00:12:48] And, again, my boss was one of the assistant secretaries, so I borrowed a phone. I called into the Army Operation Center – we call it the Tank – just to let them know where my boss was – kind of key. I hung up the phone. And then, we got the call from the MPs, Military Police, for all military to go forward and help out with casualty evac.

Jamie Gassmann: [00:13:08] Wow. And at that point, you still had no idea it was a plane that had hit? You’d still thought it was a bomb. At what point did you identify that it was a plane that had hit and that it had been terrorists that had caused that plane crash?

Garland Williams: [00:13:23] Yeah. So, as we came out of the building, I noticed parts on the ground that were sized like dinner plates. And I was thinking, “Okay. Maybe it wasn’t a bomb.” But there was a helipad just outside our office and I thought maybe a helicopter exploded. Because you can do what’s called a hot refueling of a helicopter. Basically, that means you’re filling up a helicopter while the rotors are still going. If you do it right, it’s perfectly safe. If you do it wrong, helicopters tend to go boom and blow up. And so, I thought maybe that’s what had happened.

Garland Williams: [00:13:50] But as we got called to the MP line, we ran forward, the three of us, there was a colonel, I was a lieutenant colonel at the time, and a sergeant. We ran forward, and as we came around the corner of the building, we saw a bright, bright, bright fire, kind of like what you would see for a welding torch. It was just really bright white. “Okay. That’s weird. Maybe it was a bomb. I don’t know.” When we got to the MP line, they stopped us, and they said, “There’s a fourth airliner in the air. Start running.” That’s the first time I knew it was an airline. And then, all the pieces with the World Trade Center and all that start to kind of come in play. And if there’s a fourth airliner, nobody knew where it was going. So, we started running toward Arlington about that time.

Jamie Gassmann: [00:14:31] Wow. And walk us through, so you’re running towards Arlington, about how far away is Arlington Cemetery from the Pentagon?

Garland Williams: [00:14:41] Yeah. In metro terms, it’s one stop. It’s probably maybe a-half-mile to three-quarters-a-mile. Now, that’s interesting. The lady that said let’s go to the center courtyard, she had had a hip replaced in that year, she ran faster than I did. We got about halfway to Arlington and kind of stopped. Let everybody sort of gather their breath a little bit and figured out what we’re going to do.

Garland Williams: [00:15:05] So, my boss had not been at the Pentagon very long himself. He had a townhouse in Georgetown, and so he said, “Okay. I’m going to walk to my house.” The colonel had his keys and could get to his car on the south parking lot. So, he took three of the staff with him. The rest of us kept on walking toward the Arlington Metro and we got to the metro station.

Garland Williams: [00:15:28] Now, you would think in a national disaster, they would just start piling people on the metro to get them out of the area. Well, nope. Still had to pay. I had a $20 bill to my name, so I had to buy $20 worth of metro tickets. We got on the train. People kind of fanned out because the way the metro works throughout D.C., you have the orange line, you have the green Line, you have the blue line. And so, wherever you had to go, that’s kind of where you could go. And most of those came into the Arlington Station.

Garland Williams: [00:15:56] So, me and another guy, Chip, in my office got on this because he lived near me. They took us out two stops and they made everybody get off. And then, they just started rotating the train back and forth to get people out of the immediate area.

Garland Williams: [00:16:09] So, as we’re waiting for the next train, I said, “I need to call my wife. Tell her what’s going on. Tell her that she needs to pick me up if she could.” And I didn’t have my cell phone, but I had a government travel phone card that we’re supposed to use on official only kind of thing. I was, “Okay. There’s nothing more official than this.” So, I went to the payphone, tried to use it. The call wouldn’t go through because the phone lines were all jammed. And as I hung up, I said something like, “Okay. I’ll try later.” And, like, four people handed me their cell phones. People I had no idea who they were.

Garland Williams: [00:16:42] I got into a call to Cathy, my wife, and I said, “Okay. Chip and I are coming out. Please get us at the Dunn Loring Station,” which is farther out in the orange line. I lived in Annandale, for those that know where that is. And so, that’s what happened. So, we went out to Dunn Loring. Cathy picked us up. We took Chip home first. That was Chip’s birthday, so happy birthday, Chip. And then, we went to our house. And then, we started trying to figure out what’s next.

Jamie Gassmann: [00:17:09] Yeah. And how did you navigate that? Because, obviously, at that point, you really just evacuated the area and got people to safety and got yourself to safety, and now you’re with your family. You know, how did it play out from there? Like, how did you talk with your family? And you’ve mentioned in a previous call that you had children at the time, how did they find out and how did you talk with them?

Garland Williams: [00:17:32] Yes. So, there was, like, two parts of my brain, I guess, kind of going through this. First, the professional piece, you know, “Oh, crud. I’m not at work. How do we kind of keep this going on?” And then, the family piece.

Garland Williams: [00:17:42] So, the work piece, I was actually part of the group that was part of the Pentagon alternate headquarters. So, if something happened to the headquarters, whether it be terrorism or hurricane or something, there was a small group of us that would go to an alternate location to have continuity of operations. Well, we couldn’t get there. Normally, we kind of pile up on a bus or some kind of mass transportation to get out there, but we couldn’t get out there. So, Pentagon really didn’t have a full load operation center going at the time.

Garland Williams: [00:18:13] The second piece was family. And so, I finally got home about 12:30. And I have two daughters. The two daughters at the time they were in school. One, she was almost 12 and sixth grade and one that was almost 16 in tenth grade. So, on Tuesdays in Fairfax County schools, in the elementary schools, they have what’s called teacher in-service day. So, the kids get off a little bit early so teachers can do their training.

Garland Williams: [00:18:37] And so, Leah, my youngest, comes bopping in with a ponytail swinging and saying, “Hey, mom. I got this homework. I got that homework, et cetera, et cetera.” And mom says, “Okay. That’s okay. You can do your homework later. And dad needs to talk to you.” And she went, “Wait a minute, what do you mean I could do my homework later? That’s not normal. And what’s dad doing home?” So, I brought her to the back of the house.

Garland Williams: [00:18:56] Now, they had not told any of the kids at the elementary school, which is a good thing. And so, I kind of walked her through what’s going on or what I knew, because I didn’t know the scope of it. You all probably knew more than I did at that point because you all have been watching T.V. I had not. And I kind of explained what I did. And she said in her 12 year old self, “Okay. Thanks. All right.” And kind of bebopping and went did her homework.

Garland Williams: [00:19:18] My other daughter was in tenth grade in public school in Fairfax County, and somebody came over the intercom and said, “America’s under attack. If you have a parent that works in the World Trade Center or the Pentagon, come to the counseling office.” And so, Becca, my oldest, ran to the counselor’s office, got a call into mom. And mom said, “I’ve heard from dad. He’s doing fine.” And she said okay. And she came home at the normal time. But if you were to look at the front of her school, all these limousines started coming through the front of the school because there were a lot of embassy kids from other countries. And all the embassy kids were starting to get picked up. So, that’s not normal. She came home.

Garland Williams: [00:19:59] My wife in the middle of this, like I said, she was oblivious to it all. Our house is a cell phone hole, the only place you could talk on your cell phone was at the mailbox. So, if you can picture her in her workout clothes with a cell phone in one hand and a cordless phone on the other trying to call family and all that, she did amazing things.

Garland Williams: [00:20:20] And then, she made a remarkable decision. She said, “I got to go to the grocery store because we don’t know what’s going to happen and I know we’re out of bread.” And the way she says it right now is, you know, you can’t have a natural disaster without bread. So, she went to the grocery store, because the grocery stores did shut down for a couple of days. And then, like the rest of everybody else, we started watching T.V.

Jamie Gassmann: [00:20:43] Yeah. And that’s probably where the full scope of what was going on you were able to actually see and kind of catch up to what everybody else had been watching. How did you feel at that moment?

Garland Williams: [00:21:01] Yeah. Interesting you ask. At that point, I did not know who I knew that were killed or hurt. And that’s one thing that my wife did really well, because I’ve been in the Pentagon three months, there’s 23,000 of your closest friends. Every day when I go down the hallway, I run into somebody else that I didn’t know worked there, that I had been stationed with before. And I come home at night and say, “Hey, guess who I saw today? Guess who I saw today?” And so, she probably had a list of 20 people that she could call them and say, “I heard from Garland. Have you heard from Bob? Have you heard from John? Have you heard from whatever?” Just kind of doing the Army family tree support thing.

Garland Williams: [00:21:41] And so, I didn’t know to be sad yet. I was mad. I was kind of mad. I did not know how close I was yet. We were watching it. And you know what was on T.V., they kept showing the Pentagon and that second plane flying in there. It was just, you know, “What are we getting into?” Now, as a soldier, I knew we were going to war. I just didn’t know with who. So, we watched and watched and watched.

Garland Williams: [00:22:07] The next morning, I thought I was around one of the points in the Pentagon. I thought it hit here and I was around one of the points over here. On the front page of The Washington Post, they had a diagram of the Pentagon and showed where that plane went in. And I finally realized the plane went here and I was 100 yards to the right of it. You kind of get a cold shudder like, “I just dodged something.”

Garland Williams: [00:22:33] Now, you asked me how I feel, Thursday night, my mother-in-law called and she was dancing around it trying to be nice, you know, nice to her son-in-law. And she went to be like a journalist, you know, how do you feel kind of thing. And I said, “Well, you know, some idiot with an airplane just tried to kill me and it kind of pissed me off.” I’m just trying to make light of it. And that became the quote that ended up in the Atlanta Journal the next year when I did a one year anniversary speech. So, it was like, be careful what you say in public because it might come back to haunt you. But I was mad.

Garland Williams: [00:23:04] And my wife and I, we always said at some point it’s going to hit us. At some point, we’ll be cutting onions and start crying or something. And it took about a year. And my wife was doing something and you start crying for no reason. So, I was mad.

Garland Williams: [00:23:23] But then, the operational piece kicked in. We got to go on. The family still got to go on. We’ve got to figure out how we can get back to normal. I mean, for parents, you always want your kids to get back to normal. You want to protect them. Every time we moved, the biggest thing we want to do is to get them settled and get them back to normal. I mean, Jamie, you’re a military kid. You know what that feels like?

Jamie Gassmann: [00:23:45] I do.

Garland Williams: [00:23:46] And normalcy, because we uproot our kids every two or three years, the faster we can get to normalcy, the better off they can be. And this is no different. But what was really weird is, when you go outside, it was silent. There were no airplanes in the air. And in the D.C. area, you always hear airplanes. I live in the Atlanta area, you always hear airplanes. The traffic was down because a lot of businesses were closed. You know, Wall Street was still trying to figure out what they were going to do.

Garland Williams: [00:24:14] And I just remember, you still got a workout, you still got to be in shape, and I went to ride my bike. And I was in a forest and just stopped. I could hear birds, but that’s about it. It was weird. Very, very weird. And then, we did find a place to go to work. We kind of piled in on top of the Corps of Engineers. And on that following Monday, I had to go on another business trip. We had to fly out to San Francisco. And as we got on the plane, the pilot came over and said, “I don’t know if anything’s going to happen, but if it does, we’ll take care of it. Let’s go.” “Okay. Let’s go.”

Jamie Gassmann: [00:24:47] Wow. And we’re going to talk a little bit about your recovery and things that you did as a family and for yourself in just a moment. But we just have a quick word from our show sponsor. Workplace MVP is sponsored by R3 Continuum. R3 Continuum is a global leader in workplace behavior health, crisis, and violence solutions. And would like to extend their gratitude to the 9/11 first responders, to Col. Garland Williams for his service to our country, and to all the service men and women who are currently serving, have served, and who gave the ultimate sacrifice for our country. To learn more about R3 Continuum, please r3c.com.

Jamie Gassmann: [00:25:26] So, you mentioned you had to get on another business trip, like, that following Monday. I’m sure that had to be really hard. But you also mentioned in previous conversation the days following 9/11, you began your recovery. And I know you talked about that effort to get back to normalcy. And I definitely know how that feels. I think I actually attribute that to my resiliency as an adult so there’s definitely some benefits to that.

Jamie Gassmann: [00:25:52] But talk to me through what did that recovery process look like for you. Because, obviously, you’ve shared kind of that journey that you went through going through it and then identifying kind of comrades and coworkers that you lost on that day. How did you work through that process for yourself?

Garland Williams: [00:26:14] Sure. Yeah. So, one thing I didn’t say is, that very first decision I made about not going to the Army Budget Office was probably the one that saved my life. If I had gone to the Army Budget Office, I would have been talking to a lady named Judy Rolet. Judy was one of the victims, because the Army Budget Office was the point of impact. And so, if I had been talking to her, I wouldn’t not be talking to you today. So, you asked me about survivor’s guilt or whatever, yeah, that’s a big one.

Garland Williams: [00:26:42] But to recover, a couple of pieces to recovery. Obviously, there’s the mental and physical individual recovery, which I’ll talk about in a second. But there’s also a recovery of the office functions in the office, because we just have been attacked and the headquarters of our response is going to be in the Pentagon. How do we get that back up?

Garland Williams: [00:27:04] There are three offices that got hit, the Army Budget Office, the Army G1 or Personnel Office, but also the Army Computer Center. And you don’t realize how much you rely on your computer files. We were literally in the dark. All my contacts, all that stuff, went away with that. Now, whoever recovered that stuff, they were able to recover 87 percent of the information that was in that computer center. So, it was amazing if they could pull that back together.

Garland Williams: [00:27:33] As far as the office, we relocated with the Corps of Engineers for about eight weeks. We did go back in our office about four weeks to see what we could recover. We got in the hazmat suits and everything. They said not to recover anything that was cloth or paper, and I violated that and I’ll tell them why in a minute. But we had to go through and see what was messed up. So, again, fire didn’t go through, but water did. I mean, it was an incredible amount of water damage.

Garland Williams: [00:28:00] Because we had a new assistant secretary, as they come in, they get to choose new furniture because their big deals are presidential appointees. All that furniture had whipped up water, all this kind of a nice, cheery wood furniture. So, we’re picking up furniture and throwing it out the second window.

Garland Williams: [00:28:15] I went to my office and I hit the keyboard on my computer and water would just shoot up. I did take a uniform, at that time it was called Army Class A Greens. It was a little more green than normal from the mold. I did take a flag that had flown over Congress that was in one of my drawers, I thought that’s kind of important. And I did grab my military personnel file, which is just soggy. And I didn’t know if I could recover it, so I took it and, eventually, just kind of laid out all those pages in my garage to dry out.

Garland Williams: [00:28:44] So, we had to figure out it was a long term. And about eight weeks later, the kind of key people in the office, my boss and myself and two others, came back in the Pentagon. Because you need to be close to the chief of staff. You need to be close to the army secretary. And then, everybody else came in about four weeks later.

Garland Williams: [00:29:02] The Pentagon was undergoing a renovation. Again, it had been built in 16 months, but is going through a ten year renovation called PENREN, Pentagon Renovation. And that wedge that was hit was the very first wedge that had been renovated. They hadn’t been occupied, like, 30 days before. And a little bit of precedence, but as part of that renovation, they wanted to see how they could harden the Pentagon to catch an airplane.

Garland Williams: [00:29:32] So, I mean, the terrorists weren’t all that smart. They could have picked nine other wedges, but they pick the one that they probably would have the hardest time to penetrate. So, the plane, it did go to the E ring, it did go to the D ring, and partially through the C. That hardening actually saved the life of a friend of mine, which I’ll talk about.

Garland Williams: [00:29:51] And then, we had to figure out, we have the Corps of Engineers, 37,000 primarily civilians stationed across the world, how do we get them involved in making sure that we won’t have another attack? So, we were going to places like the locks and dams on the Mississippi River, the dams out in Oregon, going to the Port of Long Beach, you know, because there’s hundred thousands of tons of stuff that come through every single day. We’re trying to figure out how do we harden our country but still maintain the openness that we enjoyed? And it’s not an easy problem to solve.

Garland Williams: [00:30:27] We were also trying to figure out how do we honor the victims? Because part of our job is we oversaw Arlington Cemetery. And so, my boss had changed in the middle of this. My new boss was a political appointee, former congressman, but he also owns some funeral homes before he went into Congress. And so, he and the head of Arlington got along really well. And the challenge was trying to figure out how we honor the victims with their remains in Arlington without being able to separate out the terrorists remains. There’s just no way to do it. And I think they came up with a pretty good way to do it. It’s a five sided monument in Arlington. And then, of course, we came up with the Pentagon memorial that truly honored the victims.

Garland Williams: [00:31:15] And then, there was the recovery of myself. We did go through one group counseling, it was an Army colonel doctor. And she came and did, basically, a group session with us and talked about our feelings. You know, Army officers don’t talk about their feelings, but they want us to do that. And we had the option to continue. I didn’t do that. And in retrospect, I probably should have. But I just didn’t do it. I just didn’t think I needed it. My life was going so fast trying to keep up with my boss and my family.

Garland Williams: [00:31:50] And we were just kind of coming out of the stigma of behavioral health. You know, it used to be that if you went to behavioral health on your own, you were admitting weakness and you didn’t want to admit weakness, especially as an officer or a non-commissioned officer. We were starting to come out of that. But in the last 20 years, we’ve come way out of that. Where, as people are redeploying from a combat zone, they go through questionnaires to see if they should probably get some help. And getting help is not a sign of weakness. It’s actually a sign of strength. So, I probably should have done that.

Garland Williams: [00:32:23] My family, they bounced back pretty well. But my kids, I think they know they almost lost their dad. And for me, it made me want to go and make sure every day counted. So, before, I was a normal Army officer where I’d planned out six months and I was living not for the moment, but down the road. Now, you got to wake up and see what can I do today that counts?

Jamie Gassmann: [00:32:50] Yeah. And that led to some of your career changes later in life, too, as well.

Garland Williams: [00:32:56] It did. It did. Yes. So, I was 20 years in the Army at that point. I was never going to make the Army as a career. That wasn’t my plan. I was going to do my five years to pay back my scholarship, get out, and make a million bucks. And I found out I like blowing stuff up and I found out I liked who I was doing it with. And so, my wife and I decided we would do a stateside assignment. For our first assignment, we do an overseas assignment, Germany, do company command, and then we make a decision.

Garland Williams: [00:33:23] And in the middle of the company command, I got the bright idea to apply to teach at West Point after I got turned down by the Army to go get a master’s degree in something else. And lo and behold, they accepted me and they sent me to a really good school. They sent me to Duke for a master’s degree. I was able to finish up my PhD there. But when I got my orders, it said for every one day in class, I owe the Army three more days. And so, that would take me up to, like, 13-1/2 years. I said, “Okay. It would be dumb to get out then.” I can do another six-and-a-half to go to retirement. And then, it kept snowballing and snowballing, and I ended up with 28. So, I missed my goal by 23 years.

Garland Williams: [00:34:00] And when I came out of the Army, I couldn’t stay for two more years. I had commanded twice as a colonel. I knew I wasn’t going to get promoted to brigadier general because I didn’t command a brigade in combat. My choices, I was either going to be sent downrange into Afghanistan or Iraq, which was fine. I don’t have a problem with that. Or I was going to get buried in the Pentagon for my last couple of years.

Garland Williams: [00:34:20] And my mom was sick at the time. I did not know how much longer she had. So, I opted to go ahead and leave a perfectly good paying job in 2009, which, if you look at the economics, was probably not the most smart thing. And then, I transitioned to the University of Phoenix to run the Military Division, so it wasn’t much of a change for me. And then, now, for four years, I’ve been working in Aflac, again, trying to help people if they have a medical emergency and not have a financial emergency at the same time.

Jamie Gassmann: [00:34:51] Fantastic. So, now, looking at, obviously, yourself and your family, what, from your perspective, are some of the long term effects that you’ve had over this last 20 years?

Garland Williams: [00:35:06] For me, as I said, it made me think about making an impact, being present in the family. Because, you know, a couple of times during my major and lieutenant colonel years, my wife really needed a cardboard cut out to prove that she was married – life in the Military. Make sure I was present with my kids, you know, to attend everything I could. And I did a pretty good job with them. I mean, I was still traveling a lot, but one thing that if my kids ever call, I take the call.

Garland Williams: [00:35:37] And that one came kind of funny. I was out at Fort Lewis in my last job in the Army. I was doing a presentation in front of about 4,000 people. I was talking about the Civilian Education System. And my phone rang, I forgot to silence it. And I looked at it, it’s my daughter. And they say, “Oh. Go ahead and answer it.” So, I answer it, it’s Leah. I said, “Okay. Leah, you’re on speaker in front of 4,000 people. Can I help you?” And she’s, “I’m okay, dad. You can call back later.” But the idea is I always take the call. And they know that any time I’ll take it.

Garland Williams: [00:36:13] My kids, I think at a very young age realized how resilient they can be and how precious life is. And my youngest, actually, partly because of this experience, partly because of another experience in high school, she is a marriage and family therapist. And so, she talks to people through this. My daughter-in-law is a behavioral analyst. She has her Ph.D. in psychology. She works with kids with autism and works through problems. And then, my oldest daughter is a 9/11 dispatcher, first responder. She works with the Sacramento County SWAT Team. So, I’m pretty proud of it, they all picked jobs at service.

Jamie Gassmann: [00:36:54] And so, as a leader and an employee – because, obviously, in your role within the Military, you would have been seen as an officer, so a leader of that group and an employee also – having gone through the events that you did that day, if you were going to be speaking to other leaders about how they can focus on the support of their employees, both in the immediate aftermath of that event but then also in years following, what would be some things that you would want them to take into consideration and do for their people?

Garland Williams: [00:37:30] Well, I mean, you say I was a leader in the Pentagon. I was a lieutenant colonel, and in the Pentagon that doesn’t really mean a lot. I mean, because, you got four, three, two and one stars. I’m pouring coffee for those guys. But I was an officer. And I don’t care what rank you are, civilian or military, you lead by example. You know, the lowest private can be the leader if he’s doing the right things.

Garland Williams: [00:37:54] And so, if I was to go through this again – I don’t know if force is the right word – I would probably highly encourage everybody to talk this out. Because things don’t get better with age. Bad news doesn’t get better with age. And, also, bottled up feelings don’t get better with age. It’s tough conversations. It’s still tough conversation, very emotional event, lost friends, have friends who got hurt.

Garland Williams: [00:38:24] Now, probably long term, I would tell people to make sure their priorities are in the right order. People always say, when somebody is on their last dying day, they probably don’t say, “I really wish I worked more.” That’s probably not the last wish. They’d probably say, “I probably wish I’d spent more time with my kids. I probably wish I had done this hobby a little bit more.” And you realize you don’t necessarily live to work. A lot of us do. That’s our identity. But, really, you need to work to live. And, also, live in the moment.

Garland Williams: [00:39:00] I mean, as an Army officer, we have a tendency to plan. I like to know what’s going to happen six months out. And have a plan that at least we can change a little bit as we meet the enemy. A plan never survives contact with the enemy, whatever that enemy is. But at least you have a way to go. But you can also overlook the great things that happened today. And that’s the one thing that I continue to struggle with, but I still try to enjoy what I’m doing today. It might be the last day. You never know.

Jamie Gassmann: [00:39:27] That’s such great advice. So, if any of our listeners listening want to get a hold of you, how can they do that?

Garland Williams: [00:39:34] They can call me or they can email me. I’ll give my phone number out, it’s 480-307-1929. And, yes, that’s a Phoenix Area phone number. But that was my first cell phone after the Army. But I live in the Atlanta area, so don’t worry, it’s not a telemarketer. Or you can send me an email, garlandwilliams@ymail.com. A lot of people dance around and say, “Are you willing to talk about 9/11?” Of course, I’m willing to talk about 9/11. I don’t do a lot of Facebook posts, but I always do one on 9/11. Because a lot of people have never met somebody that has been there and just make yourself available to talk through it.

Jamie Gassmann: [00:40:16] Yeah. Well, you’re certainly the first person that I’ve met firsthand that has been through it. And I thank you for letting us celebrate you, for letting you tell your story with our listeners and about the events of that day. And I really appreciate you being on the show. It truly was an honor for me to be able to interview you and a privilege, and I really thank you for that.

Garland Williams: [00:40:42] Well, I appreciate that. I don’t ask people to think about 9/11 every day. There’s a lot of other things that are on our mind. I do think about it in some way. Like I said, I want to make sure that every day counts. But I do ask people to think about it at least once a year on 9/11, on Patriot’s Day. And think about the people that were lost. Think about the people that are injured. But more importantly, think about the families, because the families really bore the brunt of this. And I know 2,977 victims of that day would appreciate it if you thought about the families.

Jamie Gassmann: [00:41:11] Yeah. Absolutely. So, just closing out the show here today, I want to thank our show sponsor, R3 Continuum, for supporting the Workplace MVP podcast. And to our listeners, thank you for tuning in for this special edition and episode featuring Col. Williams.

Jamie Gassmann: [00:41:30] If you’ve not already done so, make sure to subscribe to get our most recent episodes and our other resources. And you can also follow our show on LinkedIn, Facebook, and Twitter at Workplace MVP. Thank you all for joining us and have a great rest of your day.

 

Tagged With: 9/11, Aflac, Col. Garland WIlliams, Jamie Gassmann, Pentagon, R3 Continuum, September 11th, terrorist attack, Workplace MVP

Workplace MVP LIVE from SHRM 2021: Brandee Izquierdo, SAFE Project

September 16, 2021 by John Ray

Brandee Izquierdo SAFE Project
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Brandee Izquierdo, SAFE Project
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Brandee Izquierdo SAFE Project

Workplace MVP LIVE from SHRM 2021:  Brandee Izquierdo, SAFE Project

About 10 years ago, Brandee Izquierdo was sitting in a jail cell, struggling with a substance abuse disorder. Brandee joined Workplace MVP host Jamie Gassmann to talk about her long-term recovery, her work at SAFE Project, addiction in the workplace, and how her organization battles the U.S. addiction epidemic.  Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Brandee Izquierdo, Executive Director, SAFE Project

Brandee Izquierdo SAFE Project
Brandee Izquierdo, Executive Director, SAFE Project

Brandee Izquierdo’s drive and determination are built on making an impact within behavioral health, promoting long-term recovery, and ensuring communities are educated and have the tools necessary to combat the addiction epidemic. Before leading the SAFE Project team, Brandee worked for Faces & Voices of Recovery as the Director of Advocacy and Outreach. In addition, she served as the Associate Director of Special Populations with Behavioral Health System Baltimore and as the Director of Consumer Affairs for the state of Maryland’s Behavioral Health Administration. In these leadership roles, Brandee has led advocacy efforts to expand access to behavioral health services and recovery support services while providing technical assistance both nationally and internationally, empowering others within the recovery movement. Her ability to build relationships and bridge gaps within behavioral health, community services, and criminal justice have been a catalyst for global peer expansion.

As a subject matter expert with Center for Social Innovation, Policy Research Associates, SAMHSA, and the International Certification and Reciprocity Consortium (IC&RC), Brandee has made vast contributions within behavioral health and within the recovery movement around public policy, outreach, and workforce development. Additionally, Brandee has made a significant impact within the judicial system, advocating for access to treatment and recovery and is the principal investigator of Maryland’s integrated-Forensic Peer Recovery Specialist curriculum.

Brandee’s passion for service work and knowledge of recovery support services extends beyond behavioral health. With a master’s degree in Public Administration and a bachelor’s degree in Government and Public Policy, Brandee is currently working on her Doctorate in Public Administration with a specialization in Administration Justice.

SAFE Project

SAFE Project was founded in November 2017 by Admiral James and Mary Winnefeld, following the loss of their 19-year old son Jonathan to an accidental opioid overdose. Read more about Jonathan Winnefeld.

The Winnefelds immediately channeled their grief into action, hoping to save more families from the pain of loss. Whether it was seeking treatment, getting answers, or understanding the nature of the disease – they knew there needed to be a different solution to help other families facing the same journey with substance use disorder.

They swiftly built our SAFE Project team of experts who strive for meaningful action through our programs, and lead efforts that are unifying, non-partisan and evidence-based. SAFE seeks meaningful metrics that strengthen our interdependent six lines of operation, and ultimately aim to achieve SAFE Communities, SAFE Campuses, SAFE Workplaces and SAFE Veterans across the nation.

About Workplace MVP

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

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

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

R3 Continuum

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

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

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

Jamie Gassman: [00:00:21] Hey, everyone. Jamie Gassman here, your host of Workplace MVP, broadcasting again from our SHRM 2021 Conference in Las Vegas, Nevada. And with me today I have Brandee Izquierdo.

Brandee Izquierdo: [00:00:34] Very good.

Jamie Gassman: [00:00:35] Did I say that right? All right. And, she is the executive director for Safe Project. Welcome to the show.

Brandee Izquierdo: [00:00:40] Thanks, Jamie. I appreciate it.

Jamie Gassman: [00:00:42] So, tell me a little bit about your career journey and how you kind of came to be as part of Safe Project.

Brandee Izquierdo: [00:00:49] Wow. What a journey it’s been. I’d like to first start by saying I am the executive director of Safe Project. However, I’m also a person in long-term recovery. So, my journey has been, needless to say, it’s been very complex and I think right now, especially with this radio station and the behavioral health component of things, the conversation is extremely timely.

Brandee Izquierdo: [00:01:12] I will tell you from my own personal journey and my own personal perspective, I work in the behavioral health field now, but that is not the trajectory of my career or where I thought it was going to be. During my active addiction stages or days, for example, I worked in the corporate world and, you know, what a timely conversation to have because I found myself, you know, really faced with a lot of challenges in terms of mental health and substance use. And quite often in the workplace environment, we don’t have those conversations as candidly as we need to.

Jamie Gassman: [00:01:46] Yeah. Absolutely. So, from your perspective, those conversations, you know, and we can probably get into that. But, like, how does an employer open up those environments? So, from somebody who’s actually gone through that, what would you’ve wanted at that time from your employer?

Brandee Izquierdo: [00:02:02] Yeah. I think safety, safety first, a safe space to actually have those conversations. I think quite often, especially in the world of human resources, there’s a lot of fear around mental health conversation, substance use conversation. We’re afraid of legal issues, maybe overstepping our bounds. If I would have had some of those conversations early in my career when I was in the corporate world, I may have recognized that I had a problem.

Brandee Izquierdo: [00:02:33] You know, we talk about employee retention. We talk about job performance. We talk about all of that from a business standpoint. But we don’t talk about the why. Why are organizations having a hard time retaining employees? Why are organizations having a difficult time, you know, keeping employees or making sure their own time or their performances is up to par? And a lot of times, if you start to ask that why and create that safe space in a workplace environment, you’re more likely for individuals to come out and say, “Hey, I need help.”

Jamie Gassman: [00:03:10] Yeah. You got to make it comfortable for them to be able to – that they’re not going to be penalized or treated differently, right. Because when you talk a lot about stigma with mental health in the workplace, you know, from your perspective, was that some of what held you back, maybe from talking about it was just that fear as an individual?

Brandee Izquierdo: [00:03:28] Absolutely. I mean, even if you take a look at my family dynamic, for example, you know, there was a lot of substance use in my earlier years and my youth years and I didn’t want to be one of those people. And, it wasn’t until, you know, the disease of addiction is very cunning and baffling.

Brandee Izquierdo: [00:03:45] So, we don’t know what’s going to hit us. And, once it does, you’re in those grips and then you become those people and you perpetuate the stigma and the shame, both internally and externally. So, you’re not as free or feel as free or liberated to actually talk about that.

Brandee Izquierdo: [00:04:02] And, I think from an employer standpoint also, you know, quite often we don’t think it’s our problem. You always hear, especially with the addiction epidemic that’s going on now, we’re losing 93 American – 93,000 Americans, over 250 individuals a day, and we deem it as a public health crisis. But it’s more than that. It is definitely more than that. And, I think corporations and businesses need to invest in their people and in their communities, and this is one way to do it.

Jamie Gassman: [00:04:30] Yeah. Well, [inaudible] a corporate or business level, you know, really, that can be sometimes the first places that you see that. I mean, you hear it with, like, schools and children that’s their outlet and that’s usually where people can see that somebody needs help. You know, if an employer is more open to seeing some of that or has education around the signs, they might be able to help them in being able to give an extension to their employee of help and support that maybe they aren’t able to get that outside of the workplace.

Jamie Gassman: [00:04:59] Absolutely. I mean, we look at America and our work habits. You know, for me, for Safe Project, I really try to build a culture of safe space or a judgment-free zone. We’re with individuals in our workplace for more than eight hours a day. If we say that we typically work 40 hours, we’re probably lying. We’re probably working more than that. So, we’re around other individuals in terms of colleagues, professionals, vendors, you know, just to name a few. So, we really need to understand the signs and symptoms of addiction and invest in our employees rather than just doing away with them because, you know, perhaps that’s a liability. We talk a lot of stuff as far as, “Oh, I care about my employees.” But do you really care about your employees? And if you do, start talking the talk and walking the walk.

Jamie Gassman: [00:05:51] Absolutely. So, Safe Project, tell me a little bit about your nonprofit and the work that you do.

Jamie Gassman: [00:05:55] Sure. So, again, as I mentioned, Safe Project was founded by Admiral Winnefeld and his wife, Sandy, who lost their son to an accidental overdose in 2017, actually on a college campus. So, their heart is in the collegiate space, but more importantly the community space as well.

Brandee Izquierdo: [00:06:13] So, we work with different stakeholders whether it be college campuses, communities, safe workplaces, and safe veterans. So, in working with those different stakeholders, we know that we need to create collaborative partnerships to ensure that we are providing the best resources, education, and knowledge around substance use and mental health challenges that we possibly can throughout the nation.

Brandee Izquierdo: [00:06:38] And that’s what we do. We meet communities and our stakeholders where they are and start to move them in the right direction. I kind of call it the Monty Hall approach, kind of old school. You know, let’s pick door one, two, or three. Door number one, for example, may be something as simple as let’s provide some preventive measures. We’re here with Detarra, for example, as one of our partners in drug disposal bags, in-home drug disposal bags. Or, we may want to go a little bit deeper and say, hey, how can we start developing these initiatives in these programs in your workplaces, not only to encompass a holistic wellness approach but also tackle, you know, the stigma associated with addiction and mental health.

Jamie Gassman: [00:07:19] Yeah. And I’ve heard that from some statistics that, you know, with people being home over this last year, substance abuse, addictions are on the rise because they’re doing it at home and there’s nobody to be able to, kind of, catch some of that stuff. Has your work increased, or what kinds of things have you guys put into place in kind of response to that?

Brandee Izquierdo: [00:07:43] Absolutely. It has increased. We are really taking off. We launched our Safe Workplaces initiative not too long ago, probably about six months ago. It’s been in development for a little bit over a year. But when COVID hit, what we’ve realized is that we need to start communicating with individuals because you can’t compartmentalize. It’s not your daily routine where you go to work, you work in an environment, and then you come home. You can really, you know, move back and forth in the substance use arena as far as your use is concerned and hide it very well.

Brandee Izquierdo: [00:08:17] But there are also a lot of different aspects of mental health. You’re dealing with being a mom, perhaps a teacher, trying to keep your kids together, yourself together, and there’s no clear disconnect when it comes to work and your home environment.

Brandee Izquierdo: [00:08:34] So, we’re seeing a lot in terms of mental health on the rise – people – but I’m also seeing some good stuff too. I’m seeing telehealth coming into play. I’m seeing individual organizations and businesses, really, saying, “Hey, how do we maintain the health and well-being of our employees?” But it’s pretty interesting. We can lead quite often with the mental health side of things. People are a little more accepting of that. They’re not as accepting of the substance use side. So, I think we need to really shine some light on that and that it is happening and it affects everyone.

Jamie Gassman: [00:09:08] Yeah. So, we’re here at SHRM, obviously an HR-focused work conference. If you were going to give advice to these H.R. leaders that are here at this conference from your own personal perspective, what would you want to leave them with?

Brandee Izquierdo: [00:09:22] I think I’d want to leave them with invest in your employees, not only from a work performance perspective but also from a well-being perspective. Start having those conversations and start to build a culture that creates judgment-free safe zones. You know, again, we’re saying that we can’t retain employees. We need to start investing in them as people. We don’t stop at the door and drop our bags off when we’re talking about our problems or issues or challenges in our home life. So, we need to start recognizing that and really just invest in our people and kind of get back to old school, you know. Care.

Jamie Gassman: [00:10:03] Yeah. Just care. Awesome. And creating that environment of safety.

Brandee Izquierdo: [00:10:06] Right.

Jamie Gassman: [00:10:07] Very cool. Well, thank you so much for joining us. If somebody wanted to get in touch with you or get more information about Safe Project and the work that you’re doing, how would they go about doing that?

Brandee Izquierdo: [00:10:16] Sure. They can visit us on our website at www.safeproject.us and I’m all about emailing me directly, which is brandee, B-R-A-N-D-E-E, @safeproject.us.

Jamie Gassman: [00:10:29] Wonderful. Well, thanks again, Brandee, for joining us. Thanks for sharing your story. Thank you for providing an opportunity for H.R. leaders to kind of hear another perspective and also kind of be more aware of ways that they can help support their employees that maybe are dealing with some substance abuse. Thanks for joining us.

Brandee Izquierdo: [00:10:45] Thank you so much for having me. I appreciate it.

 

Tagged With: addiction, addiction epidemic, addiction in the workplace, addiction recovery, behavioral health, Brandee Izquierdo, employee behavioral health, Jamie Gassmann, Las Vegas, long-term recovery, R3 Continuum, SAFE Project, SHRM 2021, SHRM21

Workplace MVP: Broadcasting LIVE from the 2021 SHRM Conference

September 9, 2021 by John Ray

SHRM 2021
Minneapolis St. Paul Studio
Workplace MVP: Broadcasting LIVE from the 2021 SHRM Conference
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

SHRM 2021

Workplace MVP: Broadcasting LIVE from the 2021 SHRM Conference

Broadcasting LIVE from the SHRM 2021 Annual Conference at the Las Vegas Convention Center, Workplace MVP  host Jamie Gassmann and R3 Continuum Marketing Specialist Shane McNally discuss R3 Continuum’s presence at this year’s conference. Workplace MVP will be broadcasting live interviews with conference speakers and attendees during the conference. If you’re at #SHRM21, come on over to Booth 4076 and see us! Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

R3 Continuum

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

Company website | LinkedIn | Facebook | Twitter

About Workplace MVP

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

Workplace MVP Host Jamie Gassmann

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

Tagged With: Jamie Gassmann, Las Vegas, R3 Continuum, Shane McNally, SHRM 2021, Workplace MVP

Workplace MVP: Jeff Gorter, R3 Continuum

September 9, 2021 by John Ray

Jeff Gorter
Minneapolis St. Paul Studio
Workplace MVP: Jeff Gorter, R3 Continuum
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

Jeff Gorter

Workplace MVP:  Jeff Gorter, R3 Continuum

Critical incident response veteran Jeff Gorter contends that business and human responses to crisis events are not separate but interwoven. On the twentieth anniversary of the September 11th terrorist attacks, Jeff and host Jamie Gassman discussed the parallels of that event and the COVID-19 pandemic, and the importance of acknowledging 9/11 for your employees.  Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

Jeff Gorter, Vice President of Crisis Response Services, R3 Continuum

Jeff Gorter, Vice President of Crisis Response Services, R3 Continuum

Jeff Gorter, MSW, LCSW, is VP of Clinical Crisis Response at R3 Continuum. Mr. Gorter brings over 30 years of clinical experience including consultation and extensive on-site critical incident response to businesses and communities. He has responded directly to the Sept. 11 terrorist attacks, Hurricane Katrina, the Virginia Tech shootings, the Deepwater Horizon Oil spill, the 2011 earthquake/tsunami in Japan, the Newtown Tragedy, the Orlando Pulse Nightclub Shooting, the Las Vegas Shooting, and the breaching of the US Capitol on 1/6/21. He has conducted trainings and presented at the Employee Assistance Professionals Association Annual Conference, the American Psychological Association Annual Conference, the World Conference on Disaster Management, the International Society for Traumatic Stress Studies Annual Meeting, and at other state, national and international venues on a variety of topics.

LinkedIn

R3 Continuum

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

Company website | LinkedIn | Facebook | Twitter

About Workplace MVP

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

Workplace MVP Host Jamie Gassmann

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

TRANSCRIPT

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

Jamie Gassmann: [00:00:24] Hi, everyone. Your host, Jamie Gassmann, here. And welcome to this episode of Workplace MVP. This year marks the 20th anniversary for the 9/11 terrorist attacks. We are also halfway through the second year of the COVID-19 pandemic. Some are calling these two tragic bookends to the last two decades. Interestingly, though, while these two events are different in nature, the impact they made on businesses and employees are very similar.

Jamie Gassmann: [00:00:53] Is this a coincidence? Or is there something to be learned about the impact disruption can have on an organization and its people? What should an employer be focused on when an event like 9/11 or COVID-19 happens? Are there solutions or support options that can be leveraged to help them successfully navigate the troubled aftermath of the events?

Jamie Gassmann: [00:01:15] With us today to share his expertise and firsthand knowledge from responding to the psychological first aid needs of employers for both 9/11 and COVID-19, among other major events across our history, is Workplace MVP Jeff Gorter, Vice President of Crisis Response Services for our show sponsor, R3 Continuum. Welcome to the show, Jeff.

Jeff Gorter: [00:01:37] Thank you, Jamie. I appreciate the opportunity.

Jamie Gassmann: [00:01:40] So, we’re glad to have you here and really interested in hearing a little bit about yourself and your career journey that’s led you to R3 Continuum and to where you’re at today.

Jeff Gorter: [00:01:53] No. Thanks. And just by way of background, I am a clinical social worker, master’s level social worker. And so, I come from a clinical background and have been in the field providing services either in private practice or in a public setting for 35 years. But the last 20 years of that have been specifically focused on providing disaster response.

Jamie Gassmann: [00:02:20] And so, can you share with our audience the disaster response work that you did post-9/11? And how does that compare to the work that you’re doing today in response to the COVID-19 pandemic?

Jeff Gorter: [00:02:33] And if you caught the 20 year reference, I really look at 9/11 as sort of that was certainly my first experience in responding to a large scale event. Part of the backstory of that is that the former president of Crisis Care Network, which is now known as R3 Continuum, Bob VandePol and I were in private practice together. And he had left the practice I’d say six months before 9/11.

Jeff Gorter: [00:03:03] And when the attacks occurred on that day, I called Bob and I said, “Bob, from what I understand, based on the new position that you’re in, I guess your company is going to be involved in this. I just want to let you know I am trained in this, if there’s anything I can do to help.” To which he said, “Can you be on a plane in four hours?” And I was in New York City that evening able to provide and to begin providing response.

Jamie Gassmann: [00:03:34] And how does that compare to some of the response works? I know you’ve done some response work with the COVID-19 pandemic, a lot of that’s been done virtually. But are some of the sessions or some of the work that you’re doing with that, can you tell us a little bit about, you know, how they work and kind of what your role is that you play within that?

Jeff Gorter: [00:03:56] It’s an excellent question. Because I’ve really been wrestling with the fact that, you know, this being the 20th anniversary of 9/11, that was very much in the forefront of my mind, and yet COVID has such a dominating factor. And, as you said in your intro, it’s kind of no surprise that these two things are, you know, juxtaposed here at this moment.

Jeff Gorter: [00:04:19] So, specifically, when I went to New York City, I was deployed to assist businesses as employees were returning to work for the first time following the attacks. And that’s a key element in that, you know, businesses played a major role in helping employees feel like they were getting back to some sense of normalcy or something that they could control. And so, many of the things that they talked about were more tangible, if you will, in the sense that they talked about things like the smells, things like the grittiness of the dust that was everywhere, how a siren going off for a police or fire would create a startle response the first time. And many of us can remember that the first time we saw a plane flying again after all flights had been grounded.

Jeff Gorter: [00:05:19] And so, for many of them these were much more visceral kind of descriptions of what they were going through. And, yet, for many of them, their stories were also about how resilience, how going back to work was not just getting back to work, but was in for many of them, a patriotic act. A small but very tangible stand against the darkness, if you will. And their getting back to work meant this is something I can do in this national crisis.

Jeff Gorter: [00:05:52] Now, in juxtaposing it to COVID-19 that the swift recovery of business operations is and has been continues to be a central component to our nation’s recovery. But it’s different because 9/11 was confined to a day and we didn’t know that at the time. But it’s confined to 9/11. It was a specific point in our calendar that we can look back. And it was a moment of sharp human initiated attack.

Jeff Gorter: [00:06:24] Now, COVID has a different perspective in that it is a prolonged, ongoing, unfolding, still not done crisis, driven primarily by biology. And so, in that sense, you know, the fear and the emotions elicited are, in many ways, just as powerful. Whereas, you could point to it, you could feel it between your fingers in New York City what the attack was like. Here, it’s kind of a vague, shadowy fear creeping outside your door. It’s everywhere, and yet I can’t point to it. And so, the fear is the common factor, but it’s also different kind of fear. And so, I think that’s important to recognize.

Jamie Gassmann: [00:07:16] Absolutely. And, obviously, from a business perspective, there’s some similarities in some of the thinking. And so, looking at your perspective of business leaders – and I know we’ve talked about this and I know you’ve got an opinion and kind of some thoughts – around that balancing act between human and business and how employers need to be looking at that following a disruption in the workplace, can you share your perspective on that with us?

Jeff Gorter: [00:07:42] Yeah. Well, I begin with the assumption that many business makers or business leaders have that the human response and the business aspects are two different things. And I contend that they are not. That they are, in fact, inextricably woven. And that, typically, when a large scale disaster hits, business leaders will go to their business continuity plan. They’ll pull that three ring binder off the shelf or they’ll go to their files and they’ll look at that plan, as they should. And they’ll review that crisis plan, the policies, procedures, what the strategies were to contain the crisis and mitigate the impact. That’s a sound thinking.

Jeff Gorter: [00:08:25] The trouble is, most of those plans focused on issues like I.T. security, facilities management, supply chain integrity, things that undoubtedly are important elements in a business recovery. But these plans often forget the most essential aspect, the human element. It doesn’t matter how secure your firewalls are or how quickly you get the power restored and the computers working again, if the people aren’t reassured and ready to go back to work. So, taking care of your people is taking care of your business. And I know I think it’s a mistake when a business owner says, “Well, I’m going to do one over the other.” They have to be done simultaneously.

Jamie Gassmann: [00:09:10] And, you know, so focusing on that people side of it, when a major incident occurs such as 9/11, or when you’ve got a pandemic like COVID-19, or other types of disruptions that impact a workplace, typically, if you were going to provide recommendation, what’s that first thing that an employer should be focusing on when it comes to their people?

Jeff Gorter: [00:09:33] So, I look at it as two parts. The first part, first and foremost always is safety. I need to ensure the safety of the employees. And that means physical safety and emotional safety. I have to prepare or provide for both aspects of that. So, I need to make sure when a large-scale event happens, have all the appropriate authorities been called? Have the right people been notified? Is the site secure? Are all the employees accounted for? Have immediate steps been taken, even simple steps like providing food, water, or blankets? Have immediate steps been taken for the care and comfort of my team? And has leadership physically directly checked on the team? Have they been visible? Have they gone around? Have they checked on and ensured the safety of everybody, both physically and emotionally? So, safety is first, job one.

Jeff Gorter: [00:10:32] But then, followed up by that, there are three simple things that I would say that the leader needs to do, and that is communicate, communicate, communicate. That one safety is restored, it’s imperative that leadership starts communicating early and often. This establishes them as a credible source of verifiable information, and that is in short supply following a crisis.

Jeff Gorter: [00:11:01] And it’s a common mistake among leaders to say, “Well, you know what? I’ll send a message out.” Or, “I’ll do some communication once I know all the facts. Once I have a complete idea of what’s going on, once I know the whole ball of wax, then I’ll be able to send out a message that encompasses everything.” And then, as one hour goes by and two hours go by and four hours go by, employees in that absence are going to become increasingly anxious. And it’s human nature in the absence of real information to plug in our worst possible fears.

Jeff Gorter: [00:11:40] And so, you know, maybe they’re going to ask themselves, “Maybe leadership was hurt. I thought we would have heard by now. Maybe they’re part of the injured. Maybe they don’t know that this is going on. Maybe they’re unaware of this. Maybe they don’t care.” And you can see that in the absence of real information. By that point, a negative narrative has already begun to take root.

Jeff Gorter: [00:12:04] And it is so hard to play catch up after that and try and establish. Especially in the age of instantaneous communication through social media and other sources like that, it is absolutely essential that a leader is out there early with frequent brief updates sharing what you know, what is verifiable, and share what you don’t know, but promising to confirm it as soon as you can. Which is to say, “I’m going to be open about I don’t know. I don’t, as a leader, have to have all the answers right now.”

Jeff Gorter: [00:12:42] And doing that, sharing what you know, admitting what you don’t but saying I’ll get it as soon as I can, has an incredibly calming and reassuring effect. It will enhance a leader’s standing with their employees and lets them know, “Okay. The leaders have a plan. They know what they’re doing. They are on top of this. I can take a deep breath at this moment.”

Jeff Gorter: [00:13:08] So, again, as an example, saying something like, “Following this event, we can confirm that three employees were injured and have been transported to the hospital,” that’s verifiable. “We don’t know their status at this point, but we will share that info as soon as we get it.” That’s all you need, something as brief as that. So often, again, leaders will, “Well, until we know more, I’m not going to say anything.” Or they’ll make, “I’m sure everybody’s going to be okay.” Are you sure? Can you guarantee that? No? Don’t say it if you can’t.

Jeff Gorter: [00:13:45] Just simply say what you know, admit what you don’t know. But assure them that as soon as we can have verifiable information, we’ll get back to you. It’s amazing how comforting and calming that is for an employee group that is looking to you for leadership in the midst of this.

Jamie Gassmann: [00:14:06] Great. And, you know, as you continue to go through kind of that recovery process after these types of events, when an organization is starting to regain a sense of new normalcy, how, at that point, can business leaders help to support employees and, really, the organization as a whole in that recovery effort?

Jeff Gorter: [00:14:27] Yeah. Kind of building on what I was saying before, that the employee and organizational interplay is inextricably interwoven. The employee recovery depends on organizational recovery and vice versa. Employees are going to look to the workplace for stability, financial stability, as well as just something that I know is there, predictability, structure. They crave a return to something that feels normal, and where they feel in control, and where they know what they’re supposed to do.

Jeff Gorter: [00:15:03] When the crisis happened, I had no idea what I was supposed to do. I’d like to get back to something where I feel I am trained and where I have a sense of influence and agency. Likewise, organizations are only as strong as their employees. And they need engaged, motivated, healthy workers to weather the storm. There’s an old quote from Kipling in which he said, “The strength of the pack is the wolf. And the strength of the wolf is the pack.” Meaning, the interplay between the organization and the individual they support each other.

Jeff Gorter: [00:15:41] And so, business leaders set the tone of positive resilience and an expectation of recovery for everybody. And part of that is ensuring access to the resources that are supportive to their employees, like onsite or virtual behavioral health specialists who are able to provide immediate support, psychological first aid, and encouragement. Being able to offer 24-7 phone or text access, perhaps via their employee assistance program or through other strategic vendors who can provide that. Offering and making sure there is access to print or electronic resources for education, coping, guidance. Things like that are immediate steps that the employer can do to support the employee. And as the employees come back, they support the organization and it is a common effort.

Jamie Gassmann: [00:16:48] And so, for disruptions like with the COVID-19 pandemic where we’re kind of on this ever changing kind of evolution, if you will, for the last year-and-a-half, do some of those same initiatives apply in the context of a disruption that maybe continues to evolve as opposed to a one day event?

Jeff Gorter: [00:17:11] I think you’re absolutely right. And even more so, I think that because what we have come to realize, even though we’re 18 months into this – the words almost stick in my throat in saying that, but that’s where we are right now at this taping – almost every day, it is a changing, fluid, dynamic circumstance. Where we are now and where we were back in February 2020 are vastly different places. And we know so much more and yet we are incredibly aware of how much we don’t know.

Jeff Gorter: [00:17:48] And so, that same central concept that in the absence of real information – I’m going to plug in my fears – just highlights the need for leadership to have a constant, steady, reliable drumbeat of information, even if it’s little bits. Even if my update today is to say no new changes today, that’s worth doing. That is something that reassures them that leadership is on top of it.

Jeff Gorter: [00:18:20] Because, again, that’s one of the things that clearly has typified this prolonged, slow moving disaster is that, you know, almost no two days are the same. And yet there’s still this emotional sense of Groundhog Day of, “What? It’s still here? We’re still talking about this.” And so, yeah, for leadership to not fall into the trap of thinking, “Oh. They don’t want to hear any more updates.” No, keep doing it. It’s essential.

Jamie Gassmann: [00:18:52] Great. And, obviously, for 9/11 this is a milestone anniversary, so looking at milestone anniversaries, you know, some employees may have or may experience kind of a reaction or, like, a triggering effect to that. And just how an employee handles the disruption when it’s happening, it’s all different in terms of the different levels of resilience and how people kind of process trauma. From your experience, you know, what should an employer be looking at so that they can show support and care knowing that with an anniversary like the 20 year anniversary everyone’s going to kind of approach it differently?

Jeff Gorter: [00:19:37] Yeah. No, that’s a great question. I mean, there were some organizations, obviously those in the New York area or Pennsylvania or in D.C. that were directly impacted. But I think it would be a mistake for a business leader to assume that, “Well, I don’t think any of my people were involved. I don’t need to pay attention to that. I don’t need to mention that.” In the 20 years people have moved, people have relocated, people have taken different jobs. People who were children at that point, who may have lost a loved one at that time, have grown up, moved, taken on new jobs. Again, it would be a mistake to think, “Oh, it’s so far back, we don’t really need to worry about it.” This is a significant day.

Jeff Gorter: [00:20:21] And so, for an employer, I think it’s important for them to acknowledge the solemnity of this day, the power of this day itself, and to recognize that employees may have some challenges with it. Not everybody. Not that they have to. But some may. And so, as a leader, getting out ahead of that and simply recognizing and acknowledging that lets them know that you get it, that you understand that this day is different from other days. It has significance, which helps those employees to feel understood and validated, not isolated and alone as if something is broken or wrong with them.

Jeff Gorter: [00:21:02] And so, it’s important, too, one of the ways that an employer can do that is to remind their employee of the wide range of resources that they have. Again, the behavioral health support, either onsite or virtually, as we’ve talked about before, should they choose to use it. So, for them, again, highlighting what their EAP can do or other groups. In most cases, people just want to be able to share their experiences. And anniversaries are times where we talk about it, because that helps us when we talk about it. It helps us feel less alone. It feels connected. We feel like we’re part of something. They may or may not want to talk about it, but it’s important for a leader to create this safe space for people to do that, to be able to talk about it.

Jeff Gorter: [00:21:54] Because I think one of the things that I am sure once we get past COVID, we’re going to do this. But one of the things that happened during 9/11, if we look back on it, all of us constructed a narrative. A story of where we were when it happened. What happened next? How did it impact us? Where are we now? We developed a story. That’s human nature. It’s how we make peace with it. It’s how we wrap our minds around it. This narrative is where we begin to constrain it as a chapter in our lives. An important chapter, a significant chapter, but not the only chapter in our lives. Things happen to be for that. Things have happened since that.

Jeff Gorter: [00:22:39] And so, being able to talk about it in that narrative sense, as if it’s a chapter helps to, again, feel a sense of control. And I begin to view myself, not as a victim, as if it’s still going on today, but more as a survivor or perhaps even a thriver. Here’s how I grew from this. Here’s how I’m different because of that. Here’s where I learned some things that are important.

Jeff Gorter: [00:23:07] So, being at work on the day of an anniversary, I think is beneficial to employees impacted by any major disruptive event because, again, there’s surprising power in the mundane, comfort in the normal. I want to be around something that feels supportive and and constrained. And going about their everyday lives helps a sense of control, helps them get through that day, and it helps them to have a balanced perspective on the significance of the past. The reality of this present. And the hope for the future. We will move to the next chapter as it were.

Jamie Gassmann: [00:23:49] Great. So, if a leader were starting a conversation like that with their employees – you know, because I love that concept of creating kind of this, like, open area. This comforting, you know, feeling that it’s okay to be transparent in how you feel about that – if you were going to provide a conversation starter for how a leader could set that tone and set that stage for that conversation, how would you advise them to speak to kind of get that conversation moving?

Jeff Gorter: [00:24:25] So, I think, you know, a generalized statement to begin with saying, “As we approach this anniversary, we recognize the power it has for us as a nation, for many of us as individuals. We want to acknowledge that and here’s the things we’re going to do.” And maybe that, again, if they are aware of folks who were survivors or who had a closer context, or it is part of our organizational history that our company was impacted by that day, then I think it would be a very wise idea to have onsite or virtual counselors available to be able to provide immediate, tangible, I could point down the hall and I can see that person if I want to go talk to them, I know they’re there. That’s an immediate thing that they can do.

Jeff Gorter: [00:25:14] The other is to remind them of other resources that they may have. Their employee assistance program, 24-7 hotline that is offered. To simply say at the point of the towers collapsing, many organizations I’m aware of will have a moment of silence at the moment, perhaps, when the first plane struck the building. They will do that, and that is, again, a way of honoring the solemnity of it, a way of acknowledging the reality of it, and just simply let your employees know, “Okay. We get this. We’re taking it seriously. This means something to us. And we’re doing some things to acknowledge that.”

Jeff Gorter: [00:26:01] Other organizations may say, “You know what? Given this day -” maybe even something simple like saying “- we’re having lunch brought in as just a way to acknowledge and provide a communal opportunity for us to get together and share that experience.” You know, depending on the the structure of your work site, that is a pretty low cost way to affirm to your employee group because they will talk about that afterwards. “Wow. Our company got it and they did something substantial to help us.”

Jamie Gassmann: [00:26:44] Great advice. So, we’re going to take a quick break and hear a word from our sponsor. Workplace MVP is sponsored by R3 Continuum. R3 Continuum is a global leader in providing expert, reliable, responsive, and tailored behavioral health, crisis, and security solutions to promote workplace wellbeing and performance in the face of an ever changing and often unpredictable world. Learn more about how R3 Continuum can tailor a solution for your organization’s unique challenges by visiting r3c.com today.

Jamie Gassmann: [00:27:19] So, some feel, Jeff – and we kind of mentioned it in the introduction too – that 9/11 and COVID-19 pandemic are tragic bookend events and have various similarities in their impact on employees, you know, with mental health concerns, substance abuse, sleeping concerns. Can you share your perspective on this? You know, are there similarities? And if so, what would you say are the similarities? And do you have any context to why that might be the case?

Jeff Gorter: [00:27:56] I think that’s a great observation, because I think on the surface, it would be easy to say, “Well, my goodness. I can hardly think of two completely disparate type of events.” I mean, they are radically different and they’re separated by 20 years. But if we did that, we lose tapping into the accumulated wisdom and knowledge that we gained from how we adapted to 9/11, and how that has sustained us through so many other crises that have happened in between, and how that can inform and shape what we’re doing now in response to the current crisis.

Jeff Gorter: [00:28:35] So, some areas of similarities that occurred to me is that, you know, both 9/11 and COVID changed everything about how business is conducted. I mean, if we think back on it, I think one when cheap and easy example is – for those of us of a certain age – can you remember when you didn’t have to take your shoes off at the airport to get on a plane? You know, it changed how we travel. It changed what we define as safety. It changed what security protocols with baggage. It changed even the work environment itself, where we work, who we work with, how we work has been changed.

Jeff Gorter: [00:29:18] There was radical change after 9/11 and the same thing has been happening after COVID, that it’s created changes that are going to be likely permanent as a way of adaptations to that. And so, that’s one area of similarity in that everything’s changed.

Jeff Gorter: [00:29:38] Another is that both 9/11 and COVID-19 have required a massive expenditure of time, money, resources by companies to respond to it, to adapt to it, to restore some sense of functional operations and confidence. That happened after 9/11. The same thing happened after COVID-19. I defy you to find a company that says, “You know what? We are pretty much operating exactly the same way with exactly the same plans, policies, and procedures as we did before those events. You know, it really didn’t touch us. It didn’t change us.”

Jeff Gorter: [00:30:19] I mean, to the contrary and particularly in the midst of the pandemic, we had to initiate almost immediate changes. As I said earlier, things like we’re operating from home now where many of us who never envisioned ourselves as remote workers now find themselves with their library kingdom. And other things in which we’ve changed. We’ve made so many initiatives in response to this to try to enhance the safety while returning to operations. And we don’t know the effectiveness of many of these until later. You know, we have to make the change. We’re going to do it.

Jeff Gorter: [00:31:07] But many leaders and workers alike are saying, “Well, did we do the right thing? Did we make the right decision? Are we doing enough? Or did we do too much?” So, I mean, these questions were the same that’s an echo of 9/11. We said the same kinds of things. We wrestled with the same sort of initiatives then as we do now in determining what was the right calibration. It’s only in hindsight that we’ll know. But it did require massive amounts of time and energy.

Jeff Gorter: [00:31:41] And then, the third thing, and I think this is probably the one that is most pertinent to me as a behavioral health professional, is that, both of these events had a global emotional impact unlike any other event. And if we think back over the last 20 years, there have been many major events. We are only a few days away from the 16th anniversary of Hurricane Katrina. There have been multiple large scale mass shootings at schools or in other public locations. There has been a breach of the U.S. Capitol.

Jeff Gorter: [00:32:21] All of these things are major defining events, yet none of them had the emotional charge on a global scale. There’s almost no person on the planet that has not been aware of those events that was not emotionally moved by those events. There was a universal sense of shock, vulnerability, fear that defined 9/11 and was very similar to the pandemic. And I think, you know, those other tragedies that I said were huge and highly visible, but they were constrained to areas, regions, cities, location. Whereas, 9/11 led the whole world to know things are different and the same has happened with COVID-19.

Jamie Gassmann: [00:33:18] Interesting. And you you mentioned in a previous conversation with us and you may have have kind of touched on it a little bit here that events like 9/11 and COVID-19 pandemic are described as seminal moments that impact an individual’s view on life, which can lead to them re-evaluating what’s important. So, can you elaborate a little bit more on that?

Jeff Gorter: [00:33:45] Yeah. I think, the easiest way to understand, seminal moments are those milestones, those tragic milestones in the story of your life. As I talked about, they are unavoidable reference points in the story of our lives. You know, we will say, “Was that pre-COVID or post-COVID?” It’s the kind of thing that you immediately will recognize and you reference events as almost, you know, magnetically rotating around that.

Jeff Gorter: [00:34:19] But what I think is so important about that is that the events are the events. The events themselves are only the beginning. I think the way we responded to them is much more compelling and is much more reflective of that personal agency, that personal story that we construct, that narrative that we build following these events. So, the event happened, but the story of how we endured, what we had to let go of, where we grew, how we changed, how we adapted, how we found moments of happiness or lightness even in the midst, those kinds of things are lived experiences that I think hold tremendous value.

Jeff Gorter: [00:35:09] You know, I think that in older days that might have been called wisdom. That’s the kind of thing that you look back on and you say, “You know, I would never want to go through that again. But I learned some things about myself, about my company, about my community, or about my country.” And that is important knowledge to be able to have and to incorporate. I know that we all want to hurry by. We all want to get to the happy ending. Can I just flip through the book? Can I fast forward to the end of the show here and see the happy ending?

Jeff Gorter: [00:35:44] But the reality is, if we let this moment pass by without intentionally purposely reflecting on what this means to me as a person, what this means to me as a leader, what this means to my company, what it means to my team, I think we lose something of incredible value.

Jeff Gorter: [00:36:05] And so, again, especially with something that has been as prolonged as the pandemic, we’re just like, “Well, I just need to get through it. I just need to get through another day. I just need to keep rolling.” But I think savvy leaders have found that stepping back, intentionally reflecting on this, and what lessons I learned from it, it positions them for better success in the future when they get past this.

Jamie Gassmann: [00:36:38] Right. So, almost like attributing meaning to the event and how that is having an impact on your life, because it could be both in positive ways and negative ways. So, there could be a couple of different things that are learned from that, both professionally and personally when you’re looking at it, would you agree?

Jeff Gorter: [00:36:57] Exactly. I think, again, attributing meaning to it as part of that narrative making. It’s human nature that when we go through an event that has that kind of power that impacts us like a physical blow, we try and make sense of it. We try and reassert a sense of control. And we typically go – sorry. I’m going to go a little Psych 101 here for a moment – in one of two directions. Meaning, attribution means we either determine internal disposition, what does this say about me? About how I handle it? What does this reveal about me? Or external situation, what does this say about my context, my company, my community, my country? So, we’re going to assign a meaning to this.

Jeff Gorter: [00:37:51] And, again, the event is the event. So, the pain has occurred, the trauma has occurred, the tragedy has occurred. That doesn’t change. But my meaning will greatly influence my trajectory afterwards. And so, by that, there is a critical inflection point. There is a moment. A moment where almost all of us, whether we’re conscious of it or not, where we look at this and we say, “Wow. What I just went through, what does this say about me?”

Jeff Gorter: [00:38:24] Do I look at this and do I say, “You know what? I was in the wrong place at the wrong time. But, man, I’m just glad I got through that.” Or do I say, “You know what? This just proves once again that I am the unluckiest guy on the face of the Earth. You know, I am a soccer ball on the field of life. I just get kicked around all the time.” Do I view this as, “Wow. I am so happy to be alive following this. I am going to go home and kiss my partner and hug the kids. And I’m going to enjoy life in a different way. I’m going to value life.” Do I say that? Or do I say, “What’s the point? Why even try? Stuff like this happens. I told you it’s just one bad thing after another.”

Jeff Gorter: [00:39:13] And you know why? The event is the event. My interpretation is going to determine whether I move ahead with resilience and in a positive way. Or that I add on to the sense of negativity, the sense of pathology, something must be broken. And, you know, do I view this as, “Okay. These powerful emotions I’m experiencing are normal, understandable reactions to this really powerful event.” That makes sense. Or do I say, “I’m not handling it right. I must be doing it poorly. I think I’m not smart enough or strong enough. Maybe I’m broken. Maybe I’m losing it.” You know, the event is the event, but my interpretation is going to determine where I go from. And so, I think that how we attribute meaning is going to help us move forward.

Jamie Gassmann: [00:40:09] Interesting. And so, you know, looking at kind of moving forward and looking at leaders that might be listening in on this conversation, if you are going to give them a take away from this show, something that you wanted to leave them with that can help them to effectively support their employees when disruption occurs, what would you share with them? What would you want them to take with them?

Jeff Gorter: [00:40:35] So, I’m going to share not something that originates from me, but I want to share a quote from one of my favorite poets, Maya Angelou. She had a quote that I think I have reflected on and it has helped me in so many situations when responding to a large scale event. And the quote is, “They will never remember what you said. They will never remember what you did. But they will always remember how you made them feel.” And I find that so incredible.

Jeff Gorter: [00:41:09] Because as a leader, I urge you, I encourage you to help your team feel cared for, help them feel supported, help them feel valued. And when you do that, they will surprise you. They will inspire you. They will lift up your company in ways you can’t do alone. So, it’s not about having the magic words. It’s not about following exactly the ten point plan. It’s about keeping in mind that my goal is they will remember how I made them feel. Make them feel cared for and valued, and they will take care of the rest.

Jamie Gassmann: [00:41:49] Fantastic. So, looking out over your career, I’m always curious to ask my guests, what are you most proud of when you look out over your career?

Jeff Gorter: [00:42:01] Well, that is a challenging question. The things that are obvious particularly in the context of our conversation, being able to have responded directly to 9/11, having had an influence here during COVID, or responding to the Vegas shootings, or going to D.C., all of those events that I have done. But I don’t want to be distracted by, let’s say, the bright, shiny, big is the only thing that matters.

Jeff Gorter: [00:42:40] I think probably what I’m most proud of is that I consider it a humbling honor to be able to walk alongside somebody in what might have been one of the worst days of their lives. And it doesn’t matter whether it was a mass event that rocks the globe or whether it was the loss of a friend and co-worker who they had really come to depend on. Being able to be there and help take a little bit off their shoulders, it’s a day well spent. And so, it’s each one of those times that I’ve had an opportunity to speak into somebody’s life.

Jamie Gassmann: [00:43:20] Wonderful. So, with our listeners, if they wanted to get a hold of you, Jeff, how would they be able to do that?

Jeff Gorter: [00:43:28] Well, as I mentioned, I am with R3 Continuum, and so, certainly, being able to access that through our website. But also being able to respond to me directly, if you’d like to send an email to jeff.gorter@r3c.com, jeff.gorter@r3c.com. And I’d certainly be willing to respond to any questions.

Jamie Gassmann: [00:44:00] Fantastic. Well, thank you so much, Jeff. It was very moving, great information shared, very powerful stories, and advice. And we really do appreciate you. And thank you for letting us celebrate you on the show today. And hearing the experiences you had, the work you did in supporting workplaces at 9/11, and even with COVID, and other events within our history. So, thank you so much for being a part of our show.

Jeff Gorter: [00:44:31] Thank you so much, Jamie. And I urge all your listeners, be well, be safe.

Jamie Gassmann: [00:44:38] Great. And we also want to thank our show sponsor, R3 Continuum, for supporting the Workplace MVP podcast. And to our listeners, thank you for tuning in. If you’ve not already done so, make sure to subscribe so you get our most recent episodes and other resources. You can also follow our show on LinkedIn, Facebook, and Twitter at Workplace MVP. If you are a workplace MVP or know someone who is, we want to know. Email us at info@workplace-mvp.com. Thank you all for joining us. And have a great rest of your day.

 

Tagged With: COVID-19, covid-19 crisis management, Crisis Response, critical incident, Jamie Gassmann, Jeff Gorter, R3 Continuum, September 11th, workplace, Workplace MVP

Workplace MVP: Drew Sewell, CKS Packaging

August 26, 2021 by John Ray

CKS Packaging
Minneapolis St. Paul Studio
Workplace MVP: Drew Sewell, CKS Packaging
Loading
00:00 /
RSS Feed
Share
Link
Embed

Download file

CKS Packaging

Workplace MVP: Drew Sewell, CKS Packaging

Drew Sewell, COO of CKS Packaging, experienced a compelling call to confront the sources of the problems of drug dealing, prostitution, and crime affecting the area near his company’s Atlanta headquarters. That calling led to the successful development of second chance hiring program for formerly incarcerated individuals at CKS Packaging, and a non-profit which serves hunger and other needs in the community. Drew joined host Jamie Gassmann to share his inspiring story and offer advice to other companies contemplating their own second chance hiring program. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

CKS Packaging

CKS Packaging is a privately owned manufacturer and supplier of rigid plastic packaging with 24 locations in the United States, headquartered in Atlanta.

CKS Packaging’s business is the marketing, sales, and manufacturing of quality plastic containers utilizing environmentally friendly raw materials, maintaining high ethical standards honoring the covenant to support Christian-based ministries from the profits generated through the business.

CKS provides containers for a variety of consumer goods and industrial products including: Food Beverage Health and Beauty Personal Care Automotive Medical Chemicals and Solutions With over 50 years of experience in the plastics manufacturing business, CKS Packaging has acquired the product design and technical expertise that has made us the industry leader for innovative and cost-effective solutions for most any packaging and branding solutions.

They have been chosen to provide products for: Beverage Companies, Food Packaging Companies, Dairies, Fast Food Chains, Food Service Industry, Grocery Stores, Home Improvement Stores, Automotive Supply Stores, and Cosmetics Companies.

CKS Packaging, Inc. is a family-owned plastic container manufacturing company with its home office headquartered in Atlanta Georgia. CKS stands for Charles K. Sewell, who has become a legend in the plastic container blow-molding arena. He began in the plastic business in the mid-1960s. He was honored to be named the first recipient of the Society of Plastic Engineers Lifetime Achievement Award. is an industry leader in custom bottle design.

CKS Packaging introduced the Second Chance Program in 2016 with the goal of hiring people who otherwise might struggle to find employment. Specifically, the program focuses on hiring previously incarcerated people, homeless individuals, and people recovering from drug addictions. To recruit candidates to this program, CKS Packaging partners with community organizations for referrals. Since the inception of the program, hundreds of people have been hired successfully. Employees have moved up in the company or found better positions elsewhere.

Additionally, many Second Chance employees have escaped the cycles of poverty, crime, and addiction. CKS Packaging has also been positively impacted since they now have a loyal, hard-working group of employees who otherwise would not have been found. Since people who previously were incarcerated or relied on social support programs now have employment and some financial independence, taxpayers also end up paying less to help these individuals.

Company website | LinkedIn

Drew Sewell, Chief Operations Officer, CKS Packaging

CKS Packaging
Drew Sewell, Chief Operations Officer, CKS Packaging

Drew Sewell is Chief Operations Officer for CKS Packaging, a family-owned plastic bottle manufacturer. His father founded the company in 1985. CKS Packaging is headquartered in southwest Atlanta, Georgia.

One day years ago, while on his way back from a customer visit, he was stopped by the traffic light at the intersection of Fulton Industrial and the westbound exit ramp of I-20.

Little did he know that a chance sighting of a young teenage girl about the same age as his own daughter, alone and bewildered on the streets of southwest Atlanta would have such an impact on his life over the next six years.

Drew didn’t know what to do or how he could help, but he did have an overwhelming calling directing him to take care of her. He immediately turned his truck around to seek her out. Unfortunately, she had gone on her way by the time he returned to the corner where she was standing. Drew searched for her asking if anyone knew her or where he could find her. He never found that young person, but he committed in his heart to do whatever he could to seek out those less fortunate in the community and give them the reassurance that they had not been forgotten, that they were children of God, and that God did care for them.

Today Drew Sewell serves not only as COO of CKS Packaging, but as the guiding light for Maximum Impact Love, a 501c3 ministry that has enriched the lives of more than 50,000 people over the past six years. Not only has Maximum Impact Love served the community, but CKS Packaging’s Second Chance Program draws from the community they serve as well as recently released former incarcerated individuals.

CKS Social Responsibility | LinkedIn

R3 Continuum

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

Company website | LinkedIn | Facebook | Twitter

About Workplace MVP

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

Workplace MVP Host Jamie Gassmann

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

TRANSCRIPT

Intro: [00:00:04] Broadcasting from the Business RadioX studios, it’s time for Workplace MVP. Workplace MVP is brought to you by R3 Continuum, a global leader in workplace behavioral health crisis and security solutions. Now here’s your host, Jamie Gassman.

Jamie Gassman: [00:00:32] Hi, everyone. Your host, Jamie Gassman, here. And welcome to this episode of Workplace MVP. In a recent Sherm.org blog post, they shared that US prisons and jails released nearly 700,000 men and women into society every year. They also noted that approximately 70 million people have a criminal record, one third of working-age US adults. When these individuals are released into society, they are then tasked with finding work, so that they can support themselves, their families and start to live a new life post-incarceration. Additionally, there are a number of people out there who have lost their way and fallen into behavior that is damaging to themselves, their families and their community.

Jamie Gassman: [00:01:15] How did these individuals and those looking to have a second chance find an employer who is willing to accept an individual as a candidate regardless of their past? Looking at today’s job market struggles with a shortage of workers, is there a benefit to employers to consider implementing Second Chance Programs as a way to augment their hiring approach? How can giving back to these individuals help the organization, community, and the employee?

Jamie Gassman: [00:01:41] With us today to share how implementing a Second Chance Program has benefited their organization, its people and the community is Workplace MVP Drew Sewell, Chief Operations Officer for CKS packaging. Welcome to the show, Drew.

Drew Sewell: [00:01:58] Thank you, Jamie. It’s good to be here today.

Jamie Gassman: [00:02:01] We’re happy to have you. And so, let’s just start off with you telling me a little bit about yourself and your career journey. And then, we’ll get into talking about CKS Packaging in just a moment.

Drew Sewell: [00:02:12] Okay. So, CKS Packaging is my family business. My dad is Charles King Sewell. And King is his mother’s maiden name. But he founded the company in 1985. And once upon a time, back in the early days of 1963, he started Sewell Plastics. His company made the first plastic milk jug in the southeast United States, and then the first two-liter Coke bottle in the world, and it kind of put us on the map and put us all across the country, 25 locations. He sold that and started over with CKS Packaging. He wasn’t able to buy his name back. And so, he was looking to get in in a small way, just five days a week, one shift.

Drew Sewell: [00:03:07] But because so many people were loyal to us, the customers, and we were a good supplier, that scene went out the window, and we needed more and more people. But today, we’re $600 million in sales, and we have 3000 employees in 27 locations across the United States. But he made a commitment, and I don’t want to scare people away when they hear a religious commitment, but he made a faith-based adjustment and said, “I’m going to tithe the profits of the company.” And when he did, things just went crazy for us. You can’t outgive God. So, we’ve just exploded over the years.

Jamie Gassman: [00:03:51] Wonderful, and you’ve grown to be global supplier and you know all of your locations and various different states across the U.S. So it’s it’s amazing to see that growth that you guys have built up. So now looking at the Second Chance program for your organization, so there’s a different there’s a lot of different reasons why an employer decides to put a second chance program in place. Some it is a method for just expanding their candidate pool, and for others, it’s a way to give back to the community and help people for six packaging. What were some of the driving factors in creating the Second Chance program?

Drew Sewell: [00:04:28] Where we are, our company is our headquarters is about 10 miles from Atlanta. And in nineteen ninety six, when the Olympics came to Atlanta, we they tried to push prostitution and drugs and crime basically out of Atlanta, and they pushed it out 10, 15 miles. And so that’s where we encountered it on the boulevard where we are a mile from. Our office was a number one hotel for drug and prostitution in the United States. And that was led to do something about it, because it was, you know, here we are, a big successful company. But the neighborhood was run down and scary. I mean, they would carjack you steal things. You know, if you had a landlord that ran out of gas and you left it by the street to go get the gas can, the land more was stolen before you could even blink an eye. It was just terrible. So we decided that we would go into the neighborhood and do a day of outreach. And we were doing free food, clothes, health care, haircuts. We painted the ladies nails. We had moonwalks, ladd’s popcorn, cotton candy, snow cone, all that was just to draw the people in. And then we offered to pray with them and it changed hundreds of lives.

Drew Sewell: [00:05:50] But what I found out was when that day was over with you did the crime came back, everything was still still the same, even though twenty five prostitutes left the street the first time we ever did it. That was 15 years ago. So I went and I talked to the people that were there, homeless, etc. if you will, get off the streets and go into a drug drug rehab or some kind of rehab for whatever lifestyle you’re leading, after one year, I will hire you to come to work for me. And I had a lot of takers and it took a while, but it got going off the ground. And what I found out was those that are incarcerated, one of the ministry partners we support on a monthly basis from our tyre’s is Prison Fellowship Ministries. Prison Fellowship as a pipeline to seek is to help supply us with good workers. So these people have made a mistake in their lives. And they paid for that mistake, but they had that blemish that nobody wants to hire them. But in today’s environment, so hard to find somebody to go to work for you. And you really have some very talented people that have made that mistake pay for the mistake, and now they can’t get a job.

Drew Sewell: [00:07:09] So we decided, you know what, let’s give them a shot. And that was about six years ago. And today, you know, you go through the numbers just like hiring other people. But we’ve got one hundred and eighty nine, what we call second chance workers at six is and they have been with us, you know, two, three years, and they’re moving up the ranks. It’s it’s amazing. They have mechanical ability. When you make plastic bottles, you have a lot of production equipment that needs to be worked on, needs to be kept up. These big keep running so you can be profitable. And these guys and ladies are filling in the blanks for us. And they are so grateful to have a second chance that they will never leave us. And we’re a family business anyway. And we treat our people. They’re our greatest asset. We treat them like family. When I walk through the plant, I know it’s not the thing to say or do, but I hug them. You know, I love them except for the grace of God. There go where they would be. Me would be them. And I just have compassion for them. And in our whole company is a family oriented that way.

Jamie Gassman: [00:08:21] Amazing, so looking at that program now, you said you’ve had it for about six years now. How would you say, you know, obviously from an organizational perspective, this kind of giving you a pipeline to some really able and willing workers, but how has it impacted the community and some of those individuals? Have they benefited from the program?

Drew Sewell: [00:08:41] It’s it’s totally changed their lives. I mean, if you if you don’t have a job, what are you going to end up doing if you come out of the prison system? Are you going to go back on the street corner and hang out with your buddies? And the next thing you know, you’re doing drugs again and you don’t have money. So you have to support that habit. You steal or you break in, you rob whatever you have to do. And so by changing their lives, I mean, now they have homes, apartments, they have jobs, they have benefits. I mean, it’s just it’s a total life changer for them.

Jamie Gassman: [00:09:14] Wonderful. And, you know, when we talked earlier, you shared with me, you know, that you’ve had some success stories where somebody has come in on the Second Chance program and really risen into some leadership ranks and in some roles. Can you share with our listeners some of the success stories that you’ve you’ve experienced from this, where somebody climbed your corporate ladder, basically?

Drew Sewell: [00:09:35] Right. So we we have a couple of regional quality managers. We have shift supervisors at several plants that are second chances. And it’s you know, it’s it’s it’s no different from any other pool of applicants that would be coming to your company to fill out an application. They all have, you know, credentials that they bring. Some a lot of them have college degrees. You know, they just they they make bad choices, but they paid for it. And, you know, we give a second chance. I mean, I probably had 100 chances myself, so, you know, thank goodness.

Jamie Gassman: [00:10:16] Yeah. Wonderful. So obviously we’ve talked a little bit about the benefits, but were there any challenges that you experienced or have experienced in implementing a program like this?

Drew Sewell: [00:10:26] Yeah. You know, it’s everybody that I meet. I mean, if I go out on the street into a crowd of homeless, drug addicted, you know, prostitutes or whatever, the first thing is, is, you know, what do you pay? All that us in is breaking the habits that they’ve got without going through something. So it’s kind of a forced rehab when they go when they get locked up in the prison, because, you know, they just can’t get the drugs anymore or whatever their choice it is. And so. That’s the hardest part is just getting them off of that, so but me still. And if you go into a rehab for a year, even if they don’t go through the prison system is still the second chance for them. And, you know, it’s usually the programs or you pay it will. We’re not going to pay for somebody to go through it if they’re willing to apply themselves and go into one that doesn’t cost anything. But the the rehab program uses their labor, their job that they go to every day after they’ve been cleaned up as a money to to keep it rolling.

Drew Sewell: [00:11:39] So, you know, they have nothing to lose. And if they’ll do, it is great or they come straight out of prison and nobody’s going to hire. I mean, think about it. Have you committed a foul on these on everybody’s application? Yeah. You if you lie, they’re going to find out, you know, because you do the background check and you say that that guy, he’s not working for me or she’s not they’re not even honest on their application. You know, what else are they going to lie about? So, you know, we just take that one off and just say, look, we go to the local halfway houses, if you will. I mean, there’s there’s a lot of organizations out there that that that’s what they do. They specialize and they bring in the it’s a transitional home. Out of the prison, back to the, you know, the the the work force environment. And they had to have a job before they leave. And so we’re just that the person we were. Yeah, and it’s just they’re so loyal when they walk through a wall for you. They absolutely love us.

Jamie Gassman: [00:12:50] That’s amazing, and I imagine at that time, especially the ones that are coming straight out of prison in those halfway houses, you know, that might be their opportunity for reflecting on why, you know, that that time where they don’t want to go back, you know, they’re committed to themselves to not go back, and they’re not being influenced by anything else in their environments that might bring them down the path that they were on before they went into incarceration. So that’s got to be really good opportunity in a time that you can capture their attention to working at six packaging and getting them on the kind of that right path to take a little bit more of a successful life.

Drew Sewell: [00:13:29] Wonderful. They’re very grateful. Trust me. And they they won’t let you down. They don’t want to go back.

Jamie Gassman: [00:13:38] Yeah, I can imagine that that is, you know, they’re coming off of the, you know, depending on how long they were incarcerated for. You know, that’s got to be that great opportunity to just kind of they can see an opportunity from that. Maybe they didn’t have presented to them before. I can imagine there’s some anxiety that they feel, you know, when they come out of prison, like trying to figure out how am I going to, you know, fulfill the obligations that I’m expected to do, whether they’re on parole or if they’re on, you know, other kind of conditions that they need to adhere to as part of being released. Do you you tend to see that where you kind of almost like our that breath of fresh air for them or that relief to that tension that they might be having.

Drew Sewell: [00:14:18] If most people are just they want somebody to validate them. They want to find somebody that believes in them. And if you you know, I mean, every family I mean, think about it. You get somebody in your family. I’ve got some in my family that is going on the wrong way with drugs or some kind of crime that they committed. They were at the wrong place at the right time. And so they just need somebody to believe in them. And people have been telling them all their life that you’re worthless, you’ll never amount to anything. You’re no good, you don’t have an education, don’t have a college degree. You’ll never get ahead. And then they come see us and they find out that we’re just real people. You know, like I said earlier, except for the grace of God there. Go on. I mean, I’m a family member. I’m a CEO, but you know, very easily I could be the guy in jail back in the day before they had video cameras. You know, every time on everybody’s phone, you know, they’d have the phones. No. One, fortunately for me, when I was a youngster, because that was a hell, you know, I’ll be honest with you. And so that’s probably why I relate to them, except for the grace of God. I could be, you know, an inmate myself or doing some crazy stuff. But anyway, it’s neither here or there. But you just have to believe in them and get them believing in themselves and change your life.

Jamie Gassman: [00:15:44] They’re human, treating them like a human, giving them that opportunity. So how can other companies, you know, whose culture is a little bit more diffuse than a closely held business like a family business like your own, how could they integrate a similar initiative like this into their company?

Drew Sewell: [00:16:01] Well, I would I would say that they could go to the the halfway houses. There’s there’s big pools. I mean, there’s there’s places that that have hundreds of just release formerly incarcerated people that need to transition back into society. And they have a unique skill set. They could go to the it is it is hard to get people to really believe that you want to do this. Number one, they’re not used to that. So you have to go and sell yourself and your company. But at the same time, you can ask for a unique skill set. Maybe it’s somebody that’s got skills. You know, I was looking for mechanics. Anybody that could work on their card has changed their or changed their own sparkplugs. You don’t do that anymore. But people that can. Those are the kind of people you know to you change your tire if it’s flat or you go triple A, whatever. So we were looking for people that were mechanically inclined. But you can any skill set you’re looking for, you’ll find talent is amazing. But you could just say, look, filter out. You know, it’s like going on the computer and filter out this skill set that’s all out war in the war going on zip recruiter and saying, I want this person and they’ll they’ll look it over for you and they’ll and you can go and address the group of people that are inmate that are trying to get out. And you can tell them what you’re looking for and basically sell yourself and your company. Don’t matter if you’re privately held like or you’re a public company. You just have to have the desire to do it. And I promise you, they’ll be the best employees that you’ve ever had because they don’t want to let you down because you believed in them. You gave them that second chance and they’ll do anything for you if you treat them right. Give an honest day’s pay.

Jamie Gassman: [00:18:00] So we’re going to just take a moment to hear word from our sponsor, workplace MVP is sponsored by our three continuum. Aa3 Continuum is a global leader in providing expert, reliable, responsive and tailored behavioral health crisis and security solutions to promote workplace well-being and performance in the face of an ever changing and often unpredictable world. Learn more about how ar3 Continuum can tailor a solution for your organization’s unique challenges by visiting ar3 Secombe today. So now I’d like to talk a little bit about maximum impact love. That’s your mission that you’ve set up, which I think you touched on that a little bit when you talked about that event you helped in your community. So in addition to your Second Chance program, you also establish mission impacts, love or maximum impact Luxx. Sorry, and that’s a mission based nonprofit that’s helped to enrich the lives of and this is the number that I believe I wrote down from our previous conversation with 50000 people over the past six years. So can you walk us through the work that this nonprofit does with the community? And I believe from what you’ve talked about, that’s also a source for where you get some of the second chance. You know, program candidates as well. But can you share a little bit about what you’ve done? And I know this is more concentrated in the Atlanta area, but can you talk a little bit about it?

Drew Sewell: [00:19:26] Okay, so so first of all, I was arrested at a red light on Fulton Industrial Boulevard in Atlanta, Georgia. With a prostitute. Through my windshield by the Holy Spirit. So, as I said, at a red light and I watched a little girl go across the street in front of me, she was caught up in prostitution. And my daughters at the time this is 15 years ago, that that six but 15 years we’ve been doing this got maximum impact, because I watched her go across the street in front of me. That was really. Impressed upon my heart, except for the grace of God, there goes your daughters. If you have got two daughters and at the time they were 12 and 14 years old, and this girl could have been they could have been bookends for this little girl that was walking across the street in prostitution. And it really broke my heart. And I began to cry. And at the same time, I felt the Lord speaking to me saying, what are you going to do about it? In. You know, I don’t know what you do, but every day I get up and pray and say, Lord, here I am, send me let me be a man after your own heart and. Here I am. What am I going to do about it? I don’t know what I can possibly do about that. So the light turned green and I quickly took off from a spot and I got about a thousand yards away.

Drew Sewell: [00:20:57] And I felt the Lord, the Holy Spirit, the spiritual boy, saying to me, what are you going to do about it? And I knew I couldn’t outrun it. So I pulled off in the first parking lot, not looking where I was, but I was at Starship Enterprise, which is an adult toy and video store. There was a liquor store. There was two strip clubs. And I just had my head on my steering wheel and was crying and saying, what can I do about that? Because I was sugar. He said, There goes your daughters. Except for the grace of God to go to your daughter. So, I mean, it just it really impacted me. That’s why I at maximum impact, I had a maximum impact from the Lord. And we make a maximum impact. So I said, I don’t know what I can do. What do you want me to do? And I felt like you said, go find the girl. Well, I went back and looked for the next two hours and I never did find her. But what also turned out to be the number one hotel for drugs and prostitution in the United States, and it’s a mile and a quarter from my corporate office right at Six Flags. Twenty ten miles outside of Atlanta. And I just saw a prostitute come out, get in company vehicles and go on.

Drew Sewell: [00:22:12] I saw drug runners come over to the car beside me and get up and say, I’ll take the money, go get drugs, bring them back. And and as soon as the kids say kids, they were teenagers would pull out another mom and dad’s sedan or a minivan would pull in and they would get the same thing. So out of all of that, I’m convinced today that that girl did exist, that she was just an angel to get my attention to do something about the neighborhood. And as I said, there failed him prior to that. I want you to do a day of outreach and prayer. And I knew what prayer was, but I had no idea what outrage was. So I went back and said we were a you were a Kurbanov company. We tied our profit to the company ACOTA at the time. We had twenty five or so ministries that we supported, above all canned. One of them was prison fellowship. One of them is. Is Heggie Institute, there’s just a lot of them that we did, and I called them all together and said, hey, this is what happened. What I do, what is outreach? And they started shared with me. You need to go in and do a day of of of feeding and clothing. And I’m talking about the homeless population. There was pretty serious. There was 40 or 50 a day just standing around, sleeping in wherever, you know, you see it all over the country.

Drew Sewell: [00:23:40] So anyway, I want you to play live music. I want you to feed them a hot meal. Would you give them clean, fresh clothes and socks and underwear? Would you to give them a haircut or you’d you take a before and after picture of what they looked like before in the shower or trucks there and stuff. And we did. And they looked like all new people took a picture before and after and gave it to them. And they were just amazed. A lot of them never had a picture of themselves in their life. But what happened was all of these people, I said, look, if you go into a rehab, you can’t quit drinking. You’ve been out here on the streets for 15 years. Somehow you’ve been out prostituting your body for 10 years after I met them and got to know them. And they knew they could trust me. They shared everything with me. So how about you go into rehab? It doesn’t cost you anything, but you have to stay for a year if you’ll stay for one year. I’m confident that you’ll be changed. From your vices and no to that, you’ll be ready to come to work. And I’ll give you a job, I promise you I have to go on third shift. And we were twenty four, six. So six days a week, 24 hours a day.

Drew Sewell: [00:24:53] We’re off on Sundays to let them go to church or do whatever they want do with that day of rest. But the point is, is they went in, they started coming out, and then people then they would go with me back down to the street and say, look, you remember how you look, how good he’s doing. If you were to go on at the same time, you’d be working, you’d be as good as him. OK, I want to go now. I want to go now. I mean, there’s a whole lot of I can talk all I want to. But, you know, the example was somebody they knew there was that I’d lifted up and said, hey, look at this from the stage while we played out of loud music. They’d give a testimony was out here with you. I was curled up in prostitution. I’ve got a job. I’ve got benefits. I’ve been reunited with my family, blah, blah, blah, you know, and it’s all good. And these people, these real what he says he’ll do, he’ll back it up. And he’s he’s honored everything that he said he would do. If you’ll just do what he wants you to do. So there you go. That’s how we started it. And it turned into we needed more people and we thought, well, you know what? Why don’t we go see somebody that is, you know, one of these halfway houses and talk to them? And I did and said, we want anybody.

Drew Sewell: [00:26:13] I want I want a mechanically inclined person, because that’s what we were looking for. You can’t find enough people today that can that are really good with their hands and their mind. So if they haven’t committed capital murder, armed robbery, you know, rape, kidnapping, then I’ll take them. And we have and we’ve got 189 of those. And every one of them has the same opportunity. And we were you know, we make plastic bottles, so somebody has to pack them at the end of the line. Somebody has to uniti palletized. Somebody has to drive a forklift. Somebody has to put them in the warehouse. Somebody has to take them out of stock and load a truck. And there’s just a lot of opportunity. Somebody has to make the machines work. So it works out. There’s, you know, especially today’s environment with the government wanting to pay these stimulus checks, but make it more money to stay home. Where are you getting your people from? You know, we haven’t had the shirt. There were an essential business. And we have grown in the last two years from four hundred billion in sales to over 600 million in sales because we have it starved. And all these companies that did stuff. We got a lot of their business. And so anyway. Hope that answered your question.

Jamie Gassman: [00:27:30] Yeah. No, it just it’s you know, I asked I was sharing that with the listeners. I had to share that with the listeners, because it’s just amazing the you know, the community outreach that’s tied to that and that giving back to not just giving a second chance opportunity for somebody to work, but also giving try. Yeah. Yeah. It’s kind of today’s today’s work environment. But you’re also giving back to their families. You’re giving back to the community. And it’s also continuing to that you’ve got this opportunity for those who are willing to put in the effort to participate. So now I know that this you shared with me that this nonprofit has received some some pretty incredible awards. I know Fulton County declared it April 15th, Maximum Impact Loveday. And you also shared that you’re being honored with the humanitarian award. And I believe you said it was on September 11. So how how does that feel? And, you know, what was some of the premise behind this sonor?

Drew Sewell: [00:28:37] Well, so so out of the necessity I was doing or we were doing, I say, oh, there’s so many people that actually volunteer. A lot of people don’t know what they can do. So if your company is looking for a good cause, you know, go find something, go out in your community and see where the need is and then go volunteer. Maybe it’s to cut some people’s grass, clean up the trash, you know, whatever it happens to be here. But but anyway, out of that, that need you. I mean, there’s just so many people that want to want to pitch in and do something. But I lost my train of thought there for a second. So I apologize. But ask the question again for sure.

Jamie Gassman: [00:29:24] So just how it does it make you feel receiving or, you know, receiving these honors and some of the premise behind them honoring you with it?

Drew Sewell: [00:29:32] That’s where I was going. And, you know, I’m no I’m nobody I’m just a humble guy. Honestly, that has a lot of good people. Sometimes I feel like the Pied Piper because I turn around and people are following me because I lead from the front. I go out into the community and do it. I’ve had policemen say, are you crazy? You can’t do that. I don’t come out here unless I have my arm around. And he’s talking about his bulletproof vest, but I have the full armor of God only, so I don’t worry about that. But the main thing is, is you just find a good cause and people will take notice. So we have to have a a black gentleman that was it fell asleep at a Wendy’s drive in in Atlanta, downtown Atlanta, and he had been drinking. And you you probably know the story. They called the police. They got him out of his car. He overpowered the police, took on Taser shot, shouted at him, and they they killed him. And so the the the consensus was is back when people were burning everything down, they burned down the windows. And it was terrible. And I just couldn’t you know, I couldn’t sleep. What can I do to help? And I came up with this idea, and I know it was divine. But but because what we do have started to say earlier, we were doing three events a year, we found out that, hey, that’s great for those three days.

Drew Sewell: [00:31:09] But what about the rest of the year? So we started Maximum Impact Love and opened up of a warehouse where people can come and get groceries every day, Monday through Friday. And then we have people come in and volunteer and we pack the boxes, we go to the food bank and we buy the stuff and our profits of the company. We tied one of the recipients is me and maximum impact. So. We’ve got a 13000 square foot office. We were allowed people to come and get groceries every day of the week and then Covid here. And then so what are you going to do? How are we going to continue to do this? People still need the food, but they got Covid now. You don’t want to get your people infected. So how do you do it? We put a sign out front said don’t get out of your car call. We’ll bring the boxes out. You pop your trunk, we’ll put it in there. We’ll pray for you through the window if you need, and then you can be on your way into the same thing happened with the. With the Windies deal, the guy got killed there. What am I going to do? And I felt like the Lord told me to. Put the Atlanta Police and Fire Department out there up front.

Drew Sewell: [00:32:22] You said everything. So we did 10 different events where we gave away 400 boxes of groceries each. So over 4000 boxes of groceries and at ten different events around Atlanta, 10 different locations in people. And we put signs out free groceries today. And we did all the work, set it up, and the policemen in their uniforms and the firemen and their uniforms, put them into drugs, talk to them. Got all the credit. I don’t care about that. We just wanted to mend the community. And so it worked. And that’s where we got the proclamation and they got it. William Andrews flew all day, which is my full name. But the point is, is maximum impact. Love is not me. It’s the people behind the scenes that really make it happen. And so it’s been worthwhile. And that’s what’s going to happen with this. On 9/11, they’re going to give it a humanitarian award. And as is not me. So many people yesterday we had a big fundraising golf tournament. We had two hundred and twenty golfers in 27 holes, had to foursomes on each hole, and they can’t wait to give the money. And because they know what we do and it’s real and it works. And those are the kind of things you can do in your community, whether you’re a for profit or a, you know, a public company or a privately held company.

Jamie Gassman: [00:33:58] Wonderful. So now I if there were three things that if you that you wanted leaders to be aware of about the rewards that an organization and employer can get by giving back to the community and giving me a second chance, you know, opportunities for for people, what would be three things that you would want to leave these leaders with?

Drew Sewell: [00:34:22] Well, everybody wants to be somebody and they want somebody to believe in them. And these second chances really need somebody to believe in a rent. Imagine yourself in a six by six cell and you’ve got somebody in there every day with you to either negative or they’re they they have a distorted view of reality. And you just been fear negatives all day long. When you do get out, you get around more people like that. They need somebody that believes in them. They can say, look, I know you’ve made a mistake, but here I’ll give you a chance. There’s one, too, is. Be real. You know, you don’t have to have the pedigree, you don’t have to have the the MBA, the doctorate or all of that degree. But what are you really doing to make a difference? In the world period in other people’s lives. And just treat them like people. Except for the grace of God, there go use of. So those are three things.

Jamie Gassman: [00:35:35] Well, that so looking out over your career, if you were able to identify one thing that you’re most proud of. What would that be?

Drew Sewell: [00:35:46] Hmm. Well. I would that I would just say that, you know. They’re correct. Kerry, God, wherever I go. I mean, I’ve go out on the production floor and treat people like real people. Say hello to Garland by name. I made a in this deal goes on. I took a picture of every person that was that worked in any one of my plants. And at one time I had four plants and there were four hundred people that I knew, every one of them to name. How in the world could I ever know their names would take a picture of them? The thumbnail picture put it on to a board in in the front office. And before I went out on the floor, only any one shift, I would pick two or three people and I’d memorize their name and I’d go out there and purposely look for them and just tell them, hey, Jamie, it sure is good to see you today. Is there anything that I can pray for you about? And, you know, they just being hey, knows my name and yes or maybe not, but if they say it’s, you know, maybe you don’t feel like you can do this. But I got tired of people saying, well, you pray for me. And as soon as I and I say, yeah, as soon as I walk away and forget about it. But as I started, I felt convicted. So I started praying with them on the spot. It’s kind of uncomfortable at first. So you close your eyes and people are looking at you. They might not even be looking at you, but you feel like it is. And then if you pray for them, it really makes a difference. Then somebody will go out and say, hey, I saw him praying. Right? What was that all about? And then next time you go through, they’ll ask you to. And it’s it’s just a snowball effect. And it teaches people that you really care. They don’t care how much you know, until they know how much you care. You can’t really let them understand how much you really believe in them.

Jamie Gassman: [00:37:47] Oh, that’s amazing. So for our listeners, if they wanted to get a hold of you and be able to kind of seek additional information about how you you’ve been able to create your second, you know, you’re successful is the second chance program or have questions about the mission maximum impact love? How would they get a hold of you?

Drew Sewell: [00:38:07] Well, I would say go on our website at WW dot c k s packaging dot com. And then just click on there and you’ll see a little at the bottom of one of the pages, it’ll say Social Responsibility, click on that, it’ll have my story, it’ll have my email address, it’ll have my personal cell phone. I don’t you can call me on my cell phone and I’ll be glad to call you back. That’s how Ray called me. And we ended up doing this to begin with. But anyway, just be accessible if you’re real. I mean, it’s hard because you’ll get some calls from some people, but anyway, it’s worth every minute of it.

Jamie Gassman: [00:38:54] Wonderful. Well, I, I, I, I found your story inspiring and the work that you’re doing amazing. And I hope our listeners do, too. So thank you so much, Drew, for letting us celebrate you and all of your great accomplishments and for sharing your stories. The great advice for our listeners. We appreciate you and I’m sure your organization and staff do as well. We also want to thank our show sponsor, our three on for supporting the workplace MVP podcast. And to our listeners, thank you for tuning in. If you have not already done so, make sure to subscribe so you get our most recent episodes and other resources. You can also follow our show on LinkedIn, Facebook and Twitter at workplace MVP. If you are a workplace MVP or know someone who is, we want to know about them. Email us at info at Workplace Dasch MBP dot com. Thank you all for joining us and have a great rest of your day.

 

Tagged With: CKS Packaging, Drew Sewell, Jamie Gassmann, Maximum Impact Love, R3 Continuum, second chance hiring, Second Chance Program

  • « Previous Page
  • 1
  • …
  • 6
  • 7
  • 8
  • 9
  • Next Page »

Business RadioX ® Network


 

Our Most Recent Episode

CONNECT WITH US

  • Email
  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

Our Mission

We help local business leaders get the word out about the important work they’re doing to serve their market, their community, and their profession.

We support and celebrate business by sharing positive business stories that traditional media ignores. Some media leans left. Some media leans right. We lean business.

Sponsor a Show

Build Relationships and Grow Your Business. Click here for more details.

Partner With Us

Discover More Here

Terms and Conditions
Privacy Policy

Connect with us

Want to keep up with the latest in pro-business news across the network? Follow us on social media for the latest stories!
  • Email
  • Facebook
  • Google+
  • LinkedIn
  • Twitter
  • YouTube

Business RadioX® Headquarters
1000 Abernathy Rd. NE
Building 400, Suite L-10
Sandy Springs, GA 30328

© 2025 Business RadioX ® · Rainmaker Platform

BRXStudioCoversLA

Wait! Don’t Miss an Episode of LA Business Radio

BRXStudioCoversDENVER

Wait! Don’t Miss an Episode of Denver Business Radio

BRXStudioCoversPENSACOLA

Wait! Don’t Miss an Episode of Pensacola Business Radio

BRXStudioCoversBIRMINGHAM

Wait! Don’t Miss an Episode of Birmingham Business Radio

BRXStudioCoversTALLAHASSEE

Wait! Don’t Miss an Episode of Tallahassee Business Radio

BRXStudioCoversRALEIGH

Wait! Don’t Miss an Episode of Raleigh Business Radio

BRXStudioCoversRICHMONDNoWhite

Wait! Don’t Miss an Episode of Richmond Business Radio

BRXStudioCoversNASHVILLENoWhite

Wait! Don’t Miss an Episode of Nashville Business Radio

BRXStudioCoversDETROIT

Wait! Don’t Miss an Episode of Detroit Business Radio

BRXStudioCoversSTLOUIS

Wait! Don’t Miss an Episode of St. Louis Business Radio

BRXStudioCoversCOLUMBUS-small

Wait! Don’t Miss an Episode of Columbus Business Radio

Coachthecoach-08-08

Wait! Don’t Miss an Episode of Coach the Coach

BRXStudioCoversBAYAREA

Wait! Don’t Miss an Episode of Bay Area Business Radio

BRXStudioCoversCHICAGO

Wait! Don’t Miss an Episode of Chicago Business Radio

Wait! Don’t Miss an Episode of Atlanta Business Radio