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Speaker 1: I'm with Lucas and this is Black Tech, Green Money.

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Speaker 1: Justin Grant is a corporate executive and author of Company Men,

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Speaker 1: A Wellness Guy for Black Men in Corporate America, which

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Speaker 1: is out now. In this conversation, we explore how black

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Speaker 1: men and women for that matter, can leverage their corporate

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Speaker 1: careers to build generational wealth in how mandates like return

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Speaker 1: to office policies impact black professionals. I'm really interested in

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Speaker 1: your take on this because we often talk about in

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Speaker 1: our community how I've heard women's had a lot that

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Speaker 1: they may have hit a glass ceiling and they couldn't

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Speaker 1: go any further and they may not even have known it.

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Speaker 1: How do you know, if you're a black professional, that

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Speaker 1: you've hit a glass ceiling.

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Speaker 2: That's a very good question, and you know, it's one

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Speaker 2: that I think about from time to time. You know,

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Speaker 2: it can be a point of continued frustration when you're

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Speaker 2: trying to climb the ladder. You're trying to attain a

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Speaker 2: certain type of position. You know, you see that you

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Speaker 2: have the qualifications, you see that you meet the criteria,

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Speaker 2: that you have the connections and the expertise, but for

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Speaker 2: whatever reason, you're not getting those opportunities to climb to

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Speaker 2: the next level, and that it really all boils down

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Speaker 2: to just getting the opportunity. Because one of the things

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Speaker 2: that I have realized in my career, and you know,

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Speaker 2: I've been blessed to have served as an advisor to

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Speaker 2: CEOs at major corporations, I've held senior level roles, and

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Speaker 2: you realize that the people that are across from you

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Speaker 2: or above you on the corporate ladder are not more

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Speaker 2: extraordinary than you. They were just given an opportunity. And

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Speaker 2: I think that's what it all boils down to. But

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Speaker 2: to recognize, you know, whether or not you've hit that ceiling.

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Speaker 2: I mean, have you been passed over for an opportunity?

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Speaker 2: Have you raised your hand for something that you believe

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Speaker 2: could help expand your career and you weren't given an opportunity.

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Speaker 2: Do you find yourself in positions where you're not being

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Speaker 2: given an opportunity to stretch beyond what your capabilities are,

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Speaker 2: because that's how you grow in being put in those

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Speaker 2: positions where you're challenged to work beyond what it was

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Speaker 2: that you were capable of. You know, you don't You're

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Speaker 2: not going to be able to achieve greatness if you

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Speaker 2: don't get the chance to attempt greatness and so but

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Speaker 2: recognizing if I've been passed over for jobs and I've gone.

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Speaker 3: Through this in my career, where you know, an.

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Speaker 2: Opportunity opens up, maybe a senior leader leaves a role

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Speaker 2: and the leader that you reported into, and you're like, hey,

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Speaker 2: wait a second, you know, I know how this is done.

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Speaker 2: I basically built this particular program, put me in coach,

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Speaker 2: let me, let me get the opportunity.

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Speaker 3: I'm ready to be Mike. I don't want to be

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Speaker 3: Scotty anymore.

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Speaker 2: And if you get passed over, then you know, recognize

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Speaker 2: that you might have hit a ceiling in that current

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Speaker 2: corporate environment. It might be time to find a new team.

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Speaker 1: I like what you said about, you know, sometimes being

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Speaker 1: challenged to and I think about it in the way,

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Speaker 1: like you know, to use your sports analogy. They're like,

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Speaker 1: if you if your coach is not on you, like

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Speaker 1: you know, pushing down, like he may have just or

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Speaker 1: she may have just like dismissed, like Okay, that kid's

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Speaker 1: not going anywhere. But if your coach is like on you,

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Speaker 1: like yo, will yo justin I need more out of you,

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Speaker 1: they probably see something that has yet to been you know,

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Speaker 1: brought to the surface.

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Speaker 3: What would you say to that, I.

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Speaker 2: Mean absolutely, you know, I think if a leader is

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Speaker 2: you know, challenging you in that way, I would say,

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Speaker 2: You're blessed to be reporting into a good leader. You're

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Speaker 2: blessed to be reporting into somebody who cares about developing talent.

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Speaker 2: You know, not everybody who winds up in that managerial

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Speaker 2: seat is necessarily a good manager, because a good manager

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Speaker 2: is focused on helping the talent that reports into them

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Speaker 2: maximize their career. They're focused on helping that talent expand

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Speaker 2: their capabilities so that you, as a leader, can even

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Speaker 2: grow out of your job and do other big things.

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Speaker 3: Right.

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Speaker 2: So, folks that are really good at leadership in a

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Speaker 2: corporate setting are those that are willing to and excited about,

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Speaker 2: you know, giving talent an opportunity to grow and develop.

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Speaker 2: And I manage you know, VP level talent. I've managed

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Speaker 2: VP level talent in my career, and you know, it's

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Speaker 2: it's been rewarding for me to be able to give

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Speaker 2: somebody a blank canvas so that they can grow and

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Speaker 2: they can develop. It actually makes my life easier, right,

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Speaker 2: I don't want to manage somebody who I have to

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Speaker 2: tell them ABC and D, this is how the job

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Speaker 2: is done.

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Speaker 3: Like, I'd like to be able to give folks room

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Speaker 3: to be creative. And the reality is.

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Speaker 2: That's the height of this human existence, right when we

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Speaker 2: get that opportunity to create and to tap into things

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Speaker 2: that we didn't know that you know.

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Speaker 3: Were possible for us.

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Speaker 2: So, when you're working for a manager that allows you

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Speaker 2: to do that, I think you're in a very good spot.

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Speaker 3: And if you're dealing with somebody who does not care.

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Speaker 2: About developing your talent, you know, you have to seek

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Speaker 2: out those opportunities yourself. You know, you have to seek

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Speaker 2: out professional development opportunities. You might have to seek out

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Speaker 2: opportunities to.

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Speaker 3: Take on volunteer or stretch assignments.

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Speaker 2: You have to get creative in your career if you

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Speaker 2: find yourself in a place where you're reporting into somebody

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Speaker 2: that doesn't care about developing your talent, because ultimately, you

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Speaker 2: got to be the CEO of your own career.

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Speaker 1: Yeah, that's right. Why is it critical to have both

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Speaker 1: a mentor and a sponsor? Actually talk about what the

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Speaker 1: difference between a mentor and a sponsor is, and then

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Speaker 1: like why is it critical crucial to have both?

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Speaker 2: I love that distinction, because an executive sponsor is not

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Speaker 2: a mentor.

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Speaker 3: Those are two entirely different roles. So a mentor, you know,

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Speaker 3: And I think back to when I was early on

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Speaker 3: in my career, my first job.

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Speaker 2: I was working for major international news organization, and I'd

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Speaker 2: literally gone from being the editor of a college newspaper

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Speaker 2: to now covering financial markets for you know, a major

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Speaker 2: wire service. And I needed somebody in that newsroom who

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Speaker 2: could help me to understand how to do the job well.

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Speaker 2: I needed somebody who I could figure out how do

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Speaker 2: I pattern, like, pattern my game after this person a

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Speaker 2: little bit and learn the nuances of what it took

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Speaker 2: to be successful in that particular line of work. You know,

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Speaker 2: we all need somebody to model ourselves after, you know,

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Speaker 2: That's that's how we learn. A lot of times you

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Speaker 2: see somebody and then you attempt.

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Speaker 3: What it is that they're doing.

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Speaker 2: And so this was a gentleman that you know, he

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Speaker 2: allowed me. I was stuck covering a particular beat around

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Speaker 2: the initial public offering market. I didn't know anything about IPOs,

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Speaker 2: and if you're not familiar with what an IPO is,

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Speaker 2: that's when a company decides to go public, they sell

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Speaker 2: shares in themselves so that they can raise money. And

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Speaker 2: I had to write about, you know, the hot IPOs.

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Speaker 2: I didn't know anything about this, so I cultivated the

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Speaker 2: guy who previously had that job to kind of teach

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Speaker 2: me the ins and outs of that role.

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Speaker 3: I studied his file, he let me bounce ideas off

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Speaker 3: of him.

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Speaker 2: He became a mentor for me in that room, and

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Speaker 2: as a black man, I also.

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Speaker 3: Have to bring up this distinction as well.

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Speaker 2: There was another brother who worked at that company I need,

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Speaker 2: so that was the professional mentor.

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Speaker 3: But I was trying to find my comfort.

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Speaker 2: Zone as a black male in that predominantly white newsroom.

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Speaker 2: And you know, when you're young and inexperienced, you know,

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Speaker 2: those nuances socially can be a little bit challenging.

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Speaker 3: And I found an older brother at that firm.

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Speaker 2: He was part of our black business resource group, and

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Speaker 2: he helped me to just feel comfortable from a social

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Speaker 2: standpoint in the firm, because you cannot do your best

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Speaker 2: work if you don't feel psychologically safe, and if you

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Speaker 2: don't feel psychologically safe, you're not really gonna last. And

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Speaker 2: somebody who can help you to cultivate that can be

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Speaker 2: a big help. So those are the types of mentors

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Speaker 2: I've had, and I've gone on to have other types

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Speaker 2: of mentors. I think when you start a new job,

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Speaker 2: it's important to have somebody in there that can mentor

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Speaker 2: you in the ways of that particular company. But I

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Speaker 2: love that you brought up the question and the distinction

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Speaker 2: of mentorship versus sponsorship, because the only way you're gonna

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Speaker 2: get those promotions, the only way you're gonna climb the ladder,

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Speaker 2: is if you have an executive sponsor who has your back.

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Speaker 2: An executive sponsor is somebody who they're in a senior

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Speaker 2: level seat. They have political capital within their company, and

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Speaker 2: folks that are at that level they're incentivized to try

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Speaker 2: and you know, develop some.

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Speaker 3: Proteges, right.

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Speaker 2: You know, it helps their political capital if they identify

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Speaker 2: the next hot shot that can come in and kill it, right,

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Speaker 2: That lets that leader be seen as somebody that should

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Speaker 2: be doing even bigger things in the company.

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Speaker 1: You're just doing this because they care.

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Speaker 3: No, it's not just out of the goodness of their heart.

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Speaker 2: You know, if you're if you're an executive and you

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Speaker 2: sponsor the wrong person that could diminish you, like you

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Speaker 2: put this person on, are you kidding me, you know,

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Speaker 2: and so definitely there's an incentive now there are nuances

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Speaker 2: for black talent.

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Speaker 3: I've had three executive.

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Speaker 2: Sponsors in my career will all three were white men,

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Speaker 2: and I will always be grateful to them. And this

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Speaker 2: is the other challenge, you know, and doing research for

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Speaker 2: my book, one of the most unfortunate things that I

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Speaker 2: discovered is that sometimes black executive don't want to sponsor

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Speaker 2: black talent out of fear of seeming like they're just trying.

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Speaker 3: To, you know, put other black people on.

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Speaker 2: That's a challenge and so you know, I'm issuing a

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Speaker 2: challenge to leaders out there, particularly in this environment, you know,

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Speaker 2: where we seem to be going the other way.

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Speaker 3: On inclusion, Like, you know, don't be.

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Speaker 2: Shy about sponsoring somebody that is a person from a

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Speaker 2: marginalized population, you know. But to cultivate that, you have

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Speaker 2: to be a superstar at your job. And I don't

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Speaker 2: care what your race is, I don't care what your

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Speaker 2: gender is. If you want an executive sponsor, you got

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Speaker 2: to be good at what you do. The other thing

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Speaker 2: that you have to do is you have to cultivate relationships.

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Speaker 2: You have to make friends in high places, and you

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Speaker 2: got to be bold about this, right, Squeaky wheel gets

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Speaker 2: the oil. You know, don't be afraid to grab coffee

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Speaker 2: with people, don't be afraid to ask people out to

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Speaker 2: lunch and see what the vibe is with the particular leader.

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Speaker 2: And if the vibe is there, you know, then you

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Speaker 2: start to cultivate that relationship.

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Speaker 3: And if the vibe is not, you keep it moving.

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Speaker 2: But you're never gonna get ahead without an executive sponsor.

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Speaker 2: And my challenge to people of color who work in

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Speaker 2: these environments is, you know, you can't just sit back

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Speaker 2: and expect that.

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Speaker 3: To fall in your lap.

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Speaker 2: Sometimes environments sometimes you fall on good soil and sometimes

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Speaker 2: you don't.

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Speaker 3: And I get it, and.

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Speaker 2: Maybe you're in an environment where it's not possible. But

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Speaker 2: if you're in a place that you feel comfortable, I

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Speaker 2: think it's important to cultivate sponsorship. And the other thing, too,

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Speaker 2: Will is there's three types of friends I think everyone

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Speaker 2: needs to have in corporate America.

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Speaker 3: So you definitely need to have friends.

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Speaker 2: And I'm using the word for and intentionally, but this

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Speaker 2: is really about networking. And I have a whole chapter

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Speaker 2: on the secrets to networking the right way, but you

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Speaker 2: got to have three types of friends.

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Speaker 3: It's part of that network, right, You got to network

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Speaker 3: with people on your level, your peers. Iron sharpens iron. Right,

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Speaker 3: You're always you're always.

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Speaker 2: Competing with folks at your level, whether you know it

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Speaker 2: or not. In corporate America, they might be your friend,

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Speaker 2: but you're at the same level. This competition for the

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Speaker 2: select few promotions that are gonna go out or bonus

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Speaker 2: pool money and they deciding.

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Speaker 3: Who gets the biggest share.

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Speaker 2: There's always competition, but definitely you want to have friends

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Speaker 2: within that network that's at your level. The second type

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Speaker 2: of friend that you got to have is you got

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Speaker 2: to mentor. You gotta be a mentor to somebody else.

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Speaker 2: Even if you're an entry level employee, you need to

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Speaker 2: be mentoring somebody that's about to graduate and going to

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Speaker 2: corporate America.

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Speaker 3: Because when you serve as a mentor.

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Speaker 2: To somebody, it's another way of holding yourself accountable. I'm

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Speaker 2: not gonna be worthy of being seen as a mentor

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Speaker 2: by somebody if I don't have my thing together, if

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Speaker 2: I'm not worthy of being their mentor.

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Speaker 3: So it's a way of keeping yourself sharp.

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Speaker 2: That person that you're mentoring is going to hold you

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Speaker 2: account and then the third type of friend. It gets

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Speaker 2: back to your question around sponsorship. The third type of

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Speaker 2: friend you want to have when you work in corporate America.

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Speaker 2: You want your boss's peers in other departments to know

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Speaker 2: who you are and to be in your network and

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Speaker 2: to be folks that will when your name comes up

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Speaker 2: when they're deciding who to promote or who to you know,

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Speaker 2: give the bigger bonus to.

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Speaker 3: Yeah, I know that I know that person. Yeah, I

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Speaker 3: vouch for them. So you know, I think that's the distinction.

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Speaker 3: And it's not easy. I don't think it's easy for anybody,

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Speaker 3: whether you're black, white, or whatever. But there's a nuance

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Speaker 3: to it for black talent.

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Speaker 2: And that's how I think about that distinction between mentorship

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Speaker 2: and sponsorship.

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Speaker 1: How do you know when it's time to leave a

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Speaker 1: job versus when they just stay and fight?

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Speaker 3: So I love that question as well, man.

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Speaker 2: And it's almost like you read the book, because I

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Speaker 2: have a whole chapter called knowing when to stand on

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Speaker 2: your convictions and know when uh to leave, when to

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Speaker 2: when to let go? And in terms of you know,

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Speaker 2: leaving a job, first of all, if you've been at

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Speaker 2: the same level for three years, you're underpaid, like if

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Speaker 2: you've been doing that same job for three years and

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Speaker 2: you you're you're under even if you've been getting the

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Speaker 2: regular standard you know, raises three percent of whatever it is,

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Speaker 2: you're probably underpaid. You got to test your market value

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Speaker 2: and whether that's internal external, whether.

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Speaker 3: You work at a large firm. So you know, in

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Speaker 3: the NBA, I'm a die hard NBA fan.

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Speaker 2: They the contracts are up every three or four years,

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Speaker 2: they become a free agent, they move on to get

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Speaker 2: the payday. You gotta think of yourself like that. You gotta,

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Speaker 2: you know, don't be shy about testing your market value.

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Speaker 2: Don't be shy about interviewing as well, to just keep

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Speaker 2: your ear to the street, to to sharpen your ability

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Speaker 2: to tell your story about who you are in your career.

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Speaker 2: So so definitely, you know, around three years if you're not,

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Speaker 2: I think three years is you know, a long enough

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Speaker 2: time around knowing whether or not you should leave a job.

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Speaker 2: The other thing that you got to be careful of

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Speaker 2: if you sit in a job too long is obsolescence.

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Speaker 3: Brother, you don't want to obsolete yourself.

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Speaker 2: You have to you know, we have these these phones,

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Speaker 2: these devices, and they're continually making.

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Speaker 3: You download the new software periodically.

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Speaker 2: We got to be downloaded, right, We need new knowledge,

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Speaker 2: and you know you learn by putting yourself in positions

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Speaker 2: where you're going to be challenged. You know, after I've

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Speaker 2: been in a job for about three years, I'm saying

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Speaker 2: to myself, how else can I make a contribution? And

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Speaker 2: even if you stay in the same company, how else

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Speaker 2: can you make a contribution to that particular company.

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Speaker 3: You know, you don't want to type cast yourself. And

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Speaker 3: the other piece, too, will is life.

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Speaker 2: Is too long to sit there and just do the

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Speaker 2: same job over and over again. The years of folks,

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Speaker 2: you know, working for a company for twenty five years

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Speaker 2: doing the same job.

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Speaker 3: That's over man.

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Speaker 2: You know, companies, whether you realize it or not, the

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Speaker 2: ground is always shifting beneath our feet, and you know

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Speaker 2: you put yourself at risk. There's always got to be reorcs,

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Speaker 2: this mass layoffs, and you know you can't be too comfortable.

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Speaker 2: I think the comfort zone could be a very dangerous place.

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Speaker 3: Brother.

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Speaker 1: You know, there's I'm sure you might have seen the

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Speaker 1: Jamie Diamond talks about getting back into office, you know,

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Speaker 1: the whole rant he went on about. You know, folks

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Speaker 1: at JP Morgan Chase, need to get back in the office,

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Speaker 1: et cetera, et cetera.

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Speaker 3: Center.

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Speaker 1: So I'm interested in your take on this because I

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Speaker 1: was talking to some very prominent black entrepreneurs and vcs

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Speaker 1: recently and they were talking about why we do need

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Speaker 1: to go back to the office, and it was because

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Speaker 1: from their perspective, particularly Black people need that face time.

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Speaker 1: Is when you're on Zoom or you're on WebEx or

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Speaker 1: whatever you're using, like, you missed opportunity to build those

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Speaker 1: relationships that you trip over when you're in the office,

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Speaker 1: and so so many folks on the other side of

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Speaker 1: the like, but there's other parts of my life that

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Speaker 1: make me able to do this job because I'm either

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Speaker 1: hybrid or I don't even live in the same place

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Speaker 1: that my employer is, you know, located or whatever. So

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Speaker 1: I'm just interested in your take on this, this wave

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Speaker 1: going back to return to office. There's some people still

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Speaker 1: holding on to, you know, this hybrid or remote work foundation.

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Speaker 1: But I'm interested in how you see this playing out

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Speaker 1: for us, particularly black entrepreneurs creatives.

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Speaker 2: So, on the one hand, I have seen commentaries around

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Speaker 2: how black people benefited in some respects from being able

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Speaker 2: to work remotely, because you know, there was a sense

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Speaker 2: of all right, I'm not dealing with microaggressions or you know,

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Speaker 2: I'm not dealing with some of the uncomfortable social aspects

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Speaker 2: that can happen to a person of color, you know,

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Speaker 2: working in an office setting. But but honestly, man, I

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Speaker 2: think we got to put fear aside, right, you know,

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Speaker 2: there's certain aspects of life. We're just going We've been

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Speaker 2: dealt certain cards, and we have to play those.

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Speaker 3: Cards, you know, as best we can.

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Speaker 2: And you know, my perspective is, and I'm a creative guy, right,

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Speaker 2: I get energy off of being able to connect with

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Speaker 2: other people and bounce ideas off.

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Speaker 3: Of other people.

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Speaker 2: You know, I've done some of my best work from

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Speaker 2: a creative standpoint when I've been when I've been able

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Speaker 2: to be in a room.

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Speaker 3: You see me in front of a white boar. You know,

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Speaker 3: let's go in there, let's white boar.

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Speaker 2: Let's you know, so I understand the logic behind let's

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Speaker 2: get people back in the office and let's you know,

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Speaker 2: get to work. I think people like flexibility in their lives,

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Speaker 2: you know. I think, you know, we've a lot of

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Speaker 2: people have been working a certain way over a five

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Speaker 2: year period.

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Speaker 3: But I'm not mad at the idea that you know,

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Speaker 3: people need to.

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Speaker 2: Be together, right, human beings, we are social animals, right,

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Speaker 2: We're made to be together.

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Speaker 3: That's what a magic happens, right.

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Speaker 2: You know, I struggle with sitting on zooms all day,

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Speaker 2: you know, being I remember that year when the pandemic happened.

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Speaker 2: I was It felt like I was chained to my computer,

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Speaker 2: like your house was a prison. Because you wake up

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Speaker 2: and it's the minute you open that laptop, you're at work,

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Speaker 2: and then you close it. It's just like you're always

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Speaker 2: at work, you know, working like that. And you know,

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Speaker 2: I'm a big fan of getting out of.

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Speaker 3: The house, putting on some nice clothes. You need a

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Speaker 3: reason to shave.

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Speaker 2: I'm going to the barb to get the spirit ass

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Speaker 2: up tomorrow because I got more in office meetings, you know,

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Speaker 2: I like that interaction for people who work remote, I'm

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Speaker 2: a big proponent of you know, have you ever been

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Speaker 2: to the industrious co working space? You know, this is

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Speaker 2: like free advertising for them, but I think it's a

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Speaker 2: wonderful space because even if you don't work with other people,

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Speaker 2: you're around other human beings. Is an energy that's flowing,

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Speaker 2: and I think that from a creative standpoint, we suffer

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Speaker 2: when you know, folks are not in settings together. That's

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Speaker 2: that's my perspective. I think people don't like feeling forced

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Speaker 2: into things.

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Speaker 3: You know, I don't. I don't think people like to.

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Speaker 2: Feel as if, you know, there's some overseer that's controlling

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Speaker 2: their lives. So I get, you know, uh, where folks

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Speaker 2: that are the detractors are coming from. But definitely I

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Speaker 2: understand what those creatives are saying. I understand what the

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Speaker 2: CEOs are saying that, you know, human beings, we benefit

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Speaker 2: from being around each other. And then the other piece

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Speaker 2: will is our economy benefits from folks being out of

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Speaker 2: the out of the house, right. You know, we we've

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Speaker 2: been in a big commercial real estate drought for a

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Speaker 2: long time now. You know, I'm in the New York

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Speaker 2: metropolitan area. A lot of businesses have suffered. I used

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Speaker 2: to love Roast Kitchen. That's where I went to grab

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Speaker 2: lunch from time to time. They went out of business,

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Speaker 2: So businesses have suffered. You know, I think it's better that,

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Speaker 2: you know, we get up and we get out and

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Speaker 2: get together again.

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Speaker 1: You know, I want to talk a little bit about

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Speaker 1: like how we manage ourselves from you know, that's the

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Speaker 1: foundational levels like sleep, diet, exercise, and being corporate athletes

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Speaker 1: in a way, how do we manage how do you

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Speaker 1: recommend we manage ourselves so that we can bring that

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Speaker 1: a game.

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Speaker 3: Yeah.

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Speaker 2: So the best investment that we can ever make, the

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Speaker 2: best investment that we will ever make, it's in ourselves, and.

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Speaker 3: That starts with our body.

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Speaker 2: We are a body, you know, and you know in

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Speaker 2: my book I talk about black men in particular, we

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Speaker 2: have the second lost life expectancy of any demographic in

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Speaker 2: this country. The only people who are living shorter lives

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Speaker 2: are are brothers from the Alaska Native American population. And

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Speaker 2: you know a lot of us we hit the gym,

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Speaker 2: we work out, but we don't go to the doctor.

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Speaker 2: You know, the stresses of corporate life. Because we are

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Speaker 2: black men, they might hit our bodies a little bit

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Speaker 2: differently than they hit other people's bodies. You know, we're

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Speaker 2: more likely to have hypertension and you know, heart disease

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Speaker 2: and certain types of ailments. I think it all starts

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Speaker 2: with you got to go to the doctor. And I'm employing.

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Speaker 3: Brothers, you know, to go.

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Speaker 2: I've lost a couple of industry colleagues. The brother that

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Speaker 2: I worked with, he died at the age of forty

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Speaker 2: five of a heart ailment this past January. Another brother

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Speaker 2: that I work for, he works that I know, He

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Speaker 2: works for an NBA team and suffered a massive stroke.

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Speaker 3: He's not even forty years old yet. You know.

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Speaker 2: In my book Company Men, I interview brothers who they

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00:22:53,960 --> 00:22:57,119
Speaker 2: talk about the effects of stress on their bodies. And

441
00:22:57,680 --> 00:23:00,359
Speaker 2: you know, one brother I interviewed, he was working on

442
00:23:00,400 --> 00:23:03,080
Speaker 2: a campaign and it didn't go well, and it.

443
00:23:03,119 --> 00:23:05,600
Speaker 3: Caused his company to lose a billion dollars in sales.

444
00:23:06,040 --> 00:23:08,359
Speaker 2: He goes to the doctor, you know, during that time,

445
00:23:08,400 --> 00:23:10,800
Speaker 2: and the doctor says, brother, you can't live with your

446
00:23:10,800 --> 00:23:12,520
Speaker 2: blood pressure is high.

447
00:23:12,560 --> 00:23:14,040
Speaker 3: And then he gets fired from the job.

448
00:23:14,080 --> 00:23:16,680
Speaker 2: And then his blood pressure normalizes, you know, right after

449
00:23:16,720 --> 00:23:17,359
Speaker 2: he gets fired.

450
00:23:17,440 --> 00:23:20,640
Speaker 3: So we have to recognize that there is.

451
00:23:20,600 --> 00:23:23,560
Speaker 2: A certain level of stress that comes from working in

452
00:23:23,600 --> 00:23:25,800
Speaker 2: corporate America. But we got to stay on top of

453
00:23:25,840 --> 00:23:28,919
Speaker 2: our bodies. Step number one is going to the doctor.

454
00:23:29,000 --> 00:23:31,880
Speaker 2: Step number two is the type of food that we're

455
00:23:31,920 --> 00:23:32,920
Speaker 2: putting in our bodies.

456
00:23:33,200 --> 00:23:35,920
Speaker 3: There's a lot of garbage out there. There's a lot of.

457
00:23:37,359 --> 00:23:40,000
Speaker 2: Easy to get, it's cheap, there's ads that are trying

458
00:23:40,040 --> 00:23:42,879
Speaker 2: to brainwash us to eat a lot of this garbage.

459
00:23:43,320 --> 00:23:45,680
Speaker 2: It feels good to eat some junk food after you've

460
00:23:45,680 --> 00:23:49,399
Speaker 2: had a stressful day, but you know, it's garbage in

461
00:23:49,480 --> 00:23:52,600
Speaker 2: and garbage out, and longevity for me has definitely become

462
00:23:52,640 --> 00:23:55,360
Speaker 2: a focus for black men because when we die at

463
00:23:55,440 --> 00:23:59,040
Speaker 2: our peak earning years, that's lost wealth that contributes to

464
00:23:59,080 --> 00:24:02,080
Speaker 2: the racial wealth. Get yeah, and I loved you brought

465
00:24:02,119 --> 00:24:04,800
Speaker 2: up that analogy. We have to train for this, like athletes,

466
00:24:05,280 --> 00:24:07,560
Speaker 2: you want that, you want that c sweet job, you

467
00:24:07,600 --> 00:24:09,840
Speaker 2: want to break through the glass ceiling, You're not going to.

468
00:24:09,840 --> 00:24:13,640
Speaker 3: Get there if you're sick. You know, they gonna give it.

469
00:24:13,600 --> 00:24:16,040
Speaker 2: To the healthy people. So we got to take care

470
00:24:16,080 --> 00:24:18,600
Speaker 2: of ourselves and I will. I'm seeing too many brothers

471
00:24:19,119 --> 00:24:22,080
Speaker 2: between the ages like thirty five and fifty that are

472
00:24:22,160 --> 00:24:28,400
Speaker 2: suffering from stress related ailments that I think lifestyle choices

473
00:24:28,800 --> 00:24:31,680
Speaker 2: can help fix. And then we got to figure out

474
00:24:32,000 --> 00:24:35,800
Speaker 2: better mechanisms for dealing with stress as black men.

475
00:24:37,080 --> 00:24:38,960
Speaker 1: You know, often when I talk to.

476
00:24:40,440 --> 00:24:42,400
Speaker 3: Corporate people or people who have.

477
00:24:42,359 --> 00:24:46,040
Speaker 1: Been in the corporate part of this versus entrepreneurs or investors,

478
00:24:47,040 --> 00:24:50,480
Speaker 1: I want to ask this question about generational wealth because

479
00:24:50,560 --> 00:24:53,480
Speaker 1: it is assumed that you can't build it with a job.

480
00:24:54,200 --> 00:24:56,800
Speaker 1: And I'd like you to touch on your view and

481
00:24:56,920 --> 00:25:00,760
Speaker 1: how because this podcast is for people whether they're in technology,

482
00:25:00,760 --> 00:25:06,840
Speaker 1: building technology, leveraging technology, and interested in wealth, how.

483
00:25:06,600 --> 00:25:08,159
Speaker 3: Do you build it with?

484
00:25:08,680 --> 00:25:11,199
Speaker 1: You know the proverbial nine to five or you know,

485
00:25:11,480 --> 00:25:14,560
Speaker 1: when you're checking in and you're not the CEO, you're

486
00:25:14,600 --> 00:25:16,200
Speaker 1: not the owner, you're not the president.

487
00:25:16,720 --> 00:25:22,119
Speaker 2: Yeah time, brother, right, you work in corporate America. You

488
00:25:22,160 --> 00:25:25,720
Speaker 2: can become a millionaire and you do it.

489
00:25:25,720 --> 00:25:29,280
Speaker 3: It's four letters. It's not the most glamorous thing. Four

490
00:25:29,400 --> 00:25:35,120
Speaker 3: O one K. You know, and I have friends they trade,

491
00:25:35,240 --> 00:25:39,000
Speaker 3: and I all respect to that. But you always have.

492
00:25:38,920 --> 00:25:41,760
Speaker 2: To be buying into the stock market every two weeks,

493
00:25:42,480 --> 00:25:44,000
Speaker 2: buying into that stock market.

494
00:25:44,119 --> 00:25:44,320
Speaker 3: You know.

495
00:25:44,800 --> 00:25:47,919
Speaker 2: Number one, you got to build a budget. Understand what

496
00:25:47,960 --> 00:25:50,520
Speaker 2: you're spending on housing and some of the food and

497
00:25:50,520 --> 00:25:51,639
Speaker 2: the day to day expenses.

498
00:25:51,720 --> 00:25:54,080
Speaker 3: Build a budget. But you know, max out that four

499
00:25:54,080 --> 00:25:54,560
Speaker 3: to one k.

500
00:25:55,480 --> 00:25:57,720
Speaker 2: And you know, one of the things that I stress

501
00:25:58,320 --> 00:26:02,159
Speaker 2: is set it and forget it, Set it and forget it.

502
00:26:02,520 --> 00:26:04,960
Speaker 2: Max that sucker out. And as you grow in your

503
00:26:05,000 --> 00:26:08,280
Speaker 2: career and you're making those six figure salaries, brother, you

504
00:26:08,359 --> 00:26:11,080
Speaker 2: can be in your forties and already a millionaire or

505
00:26:11,119 --> 00:26:14,480
Speaker 2: close to it if you're just disciplined about setting it

506
00:26:14,680 --> 00:26:17,200
Speaker 2: and forgetting it. And then also if you change jobs,

507
00:26:17,400 --> 00:26:20,240
Speaker 2: don't cast that thing out because there's major tax penalties

508
00:26:20,240 --> 00:26:22,920
Speaker 2: with that. Roll it into an IRA. So that's step

509
00:26:23,000 --> 00:26:25,800
Speaker 2: number one is build your four one K. Step number two,

510
00:26:26,600 --> 00:26:30,440
Speaker 2: if you're able to do this, build a solid cushion

511
00:26:30,440 --> 00:26:32,400
Speaker 2: of savings. And I'm talking like a year or two

512
00:26:32,440 --> 00:26:37,639
Speaker 2: of savings, like build a solid foundation of cash. And

513
00:26:37,640 --> 00:26:40,639
Speaker 2: then once you have cash now you can start to

514
00:26:40,680 --> 00:26:44,199
Speaker 2: get creative and start thinking about diversified income streams and

515
00:26:44,240 --> 00:26:45,840
Speaker 2: private equity and things like that.

516
00:26:45,920 --> 00:26:49,840
Speaker 3: But for me, the baseline is you get that four

517
00:26:49,880 --> 00:26:50,320
Speaker 3: to one.

518
00:26:50,280 --> 00:26:56,359
Speaker 2: K right, you manage your credit strategically, you know, all

519
00:26:56,440 --> 00:26:59,160
Speaker 2: right to live a little right like life is meant

520
00:26:59,200 --> 00:27:01,640
Speaker 2: to be enjoy. I want you to enjoy the gravy,

521
00:27:02,640 --> 00:27:07,280
Speaker 2: right that matters. But definitely you can build generational wealth.

522
00:27:07,560 --> 00:27:11,480
Speaker 2: You can build a multimillion dollar portfolio doing everything that

523
00:27:11,560 --> 00:27:12,200
Speaker 2: I just said.

524
00:27:12,680 --> 00:27:15,440
Speaker 3: And also I'm a big proponent of get you some

525
00:27:15,600 --> 00:27:16,200
Speaker 3: real estate.

526
00:27:16,240 --> 00:27:18,760
Speaker 2: If you're able to do that, I know we're in

527
00:27:18,800 --> 00:27:22,040
Speaker 2: the midst of an affordability crisis in our country, and

528
00:27:22,119 --> 00:27:25,240
Speaker 2: maybe you can't afford a house in your market, but

529
00:27:25,320 --> 00:27:28,480
Speaker 2: maybe you can buy an investment property somewhere else and

530
00:27:28,880 --> 00:27:31,080
Speaker 2: put some tenets in that and have them build an

531
00:27:31,119 --> 00:27:33,840
Speaker 2: equity for you. Every time they make that mortgage payment.

532
00:27:34,040 --> 00:27:36,200
Speaker 2: You can build a little bit of cash flow for yourself.

533
00:27:36,560 --> 00:27:40,560
Speaker 2: I'm a big proponent of house hacking as well. You

534
00:27:40,640 --> 00:27:44,120
Speaker 2: might buy a multifamily, you live in one, you ran

535
00:27:44,200 --> 00:27:47,639
Speaker 2: out the others, and those people are giving you cash flow,

536
00:27:47,760 --> 00:27:49,280
Speaker 2: and you're building.

537
00:27:48,960 --> 00:27:52,280
Speaker 3: Wealth through that equity. So that's how I tend to

538
00:27:52,280 --> 00:27:52,760
Speaker 3: think about it.

539
00:27:52,800 --> 00:27:55,240
Speaker 2: You can be a corporate dude. It's not glamorous. You

540
00:27:55,240 --> 00:27:57,560
Speaker 2: don't have to be the CEO. You don't have to

541
00:27:57,600 --> 00:28:01,840
Speaker 2: be an entrepreneur. God bless odds. Everybody ain't built like that,

542
00:28:01,880 --> 00:28:05,600
Speaker 2: and that's okay. But you can get to millionaire status

543
00:28:05,720 --> 00:28:07,280
Speaker 2: doing everything I just talked about.

544
00:28:08,240 --> 00:28:11,840
Speaker 1: You know, there's this push not every corporation, but there's

545
00:28:11,920 --> 00:28:16,600
Speaker 1: many corporations following suit with you know, this administration's pushed

546
00:28:16,640 --> 00:28:21,959
Speaker 1: towards removing DEI, dismantling those programs, and pressuring you know,

547
00:28:22,160 --> 00:28:26,000
Speaker 1: those many corporations to follow suit. How do you see

548
00:28:26,080 --> 00:28:31,000
Speaker 1: that impacting black folks ability to continue to climb the ladder.

549
00:28:31,760 --> 00:28:36,040
Speaker 3: So I love that you asked this question. And I've

550
00:28:36,080 --> 00:28:37,200
Speaker 3: been reflecting a lot.

551
00:28:37,359 --> 00:28:40,800
Speaker 2: We're still in Black History Month, and I've been reflecting

552
00:28:40,840 --> 00:28:46,400
Speaker 2: a lot on something Frederick Douglas said after emancipation. And

553
00:28:46,440 --> 00:28:48,960
Speaker 2: I'm gonna paraphrase because I don't remember the whole quote,

554
00:28:48,960 --> 00:28:49,280
Speaker 2: but I'm.

555
00:28:49,160 --> 00:28:52,400
Speaker 3: Gonna give me the spirit of what Frederick Douglas said.

556
00:28:52,760 --> 00:28:57,440
Speaker 2: They basically asked him, mister Douglas, you know black people

557
00:28:57,480 --> 00:29:01,040
Speaker 2: have been emancipated. What should the government do with them?

558
00:29:01,120 --> 00:29:04,120
Speaker 2: What should the government do for them? And his response

559
00:29:04,320 --> 00:29:07,520
Speaker 2: was nothing, y'all have done enough.

560
00:29:08,240 --> 00:29:12,360
Speaker 3: Okay, we leave us to ourselves. Leave us be, let's

561
00:29:12,360 --> 00:29:16,400
Speaker 3: build ourselves up. And at this moment in time, you know,

562
00:29:16,440 --> 00:29:16,880
Speaker 3: we're in a.

563
00:29:16,880 --> 00:29:23,480
Speaker 2: Very volatile moment from a political standpoint globally right, and

564
00:29:23,600 --> 00:29:27,520
Speaker 2: you know, institutions are influx. And I think at this moment,

565
00:29:27,560 --> 00:29:29,960
Speaker 2: when all of our institutions are in flux and they're

566
00:29:29,960 --> 00:29:32,120
Speaker 2: figuring out how they want to deal with certain types

567
00:29:32,120 --> 00:29:34,600
Speaker 2: of things, I think now is the time for us

568
00:29:34,640 --> 00:29:37,680
Speaker 2: to just look inward. I think now's the time for

569
00:29:37,800 --> 00:29:40,360
Speaker 2: us to come together. You know, I'm going to be.

570
00:29:40,320 --> 00:29:43,040
Speaker 3: Building a company men community, and we're going to create

571
00:29:43,080 --> 00:29:44,520
Speaker 3: an open form on Zoom.

572
00:29:44,560 --> 00:29:48,120
Speaker 2: We're gonna just bring brothers on, sisters, whoever, and we're

573
00:29:48,160 --> 00:29:50,560
Speaker 2: going to talk about these issues and we're going to

574
00:29:50,640 --> 00:29:54,240
Speaker 2: lift each other up. But right now, while all of that's,

575
00:29:54,320 --> 00:29:57,280
Speaker 2: you know, being debated, I think we got to look inward,

576
00:29:57,680 --> 00:29:59,520
Speaker 2: you know what I'm saying. And the other thing too

577
00:29:59,640 --> 00:30:04,440
Speaker 2: is John O'Brien. He said something very interesting. He was

578
00:30:04,480 --> 00:30:06,320
Speaker 2: on a podcast. I saw a clip the other day,

579
00:30:06,320 --> 00:30:09,120
Speaker 2: I don't remember which podcast. It was Cam Newton's podcast,

580
00:30:09,840 --> 00:30:14,560
Speaker 2: and asked him about Di and John O'Brien. He basically said, look,

581
00:30:14,640 --> 00:30:17,240
Speaker 2: you know, we're going to be a majority minority country

582
00:30:17,320 --> 00:30:23,160
Speaker 2: by twenty forty five. You look at black Hispanic Latino populations.

583
00:30:23,480 --> 00:30:28,040
Speaker 2: That's four point six trillion dollars in consumer spending alone, right,

584
00:30:28,680 --> 00:30:32,560
Speaker 2: And any company that wants to capture.

585
00:30:32,120 --> 00:30:35,920
Speaker 3: That share, you know, right, four point six trillion.

586
00:30:35,920 --> 00:30:39,080
Speaker 2: Brother, that's bigger than the UK's economy, that's bigger than

587
00:30:39,120 --> 00:30:41,280
Speaker 2: Germany's economy, that's bigger than France.

588
00:30:41,320 --> 00:30:43,320
Speaker 3: I mean, that's power.

589
00:30:43,880 --> 00:30:46,160
Speaker 2: And I don't think any company in their right mind

590
00:30:46,240 --> 00:30:48,800
Speaker 2: wants to alienate those consumers.

591
00:30:48,840 --> 00:30:51,640
Speaker 3: And I think, you know, if you want to capture

592
00:30:51,680 --> 00:30:54,720
Speaker 3: that dollar, you recognize that you.

593
00:30:54,720 --> 00:30:56,960
Speaker 2: Got to be able to market to those populations. And

594
00:30:57,000 --> 00:30:59,600
Speaker 2: you can't market to those populations if you don't understand

595
00:30:59,600 --> 00:31:03,520
Speaker 2: those relationships. You can't understand those populations if you don't

596
00:31:03,520 --> 00:31:07,400
Speaker 2: have the right level of representation in your company. So,

597
00:31:08,080 --> 00:31:10,320
Speaker 2: in spite of all of the rhetoric, you know, I'm

598
00:31:10,360 --> 00:31:13,800
Speaker 2: just looking at the numbers. You know, I live in data.

599
00:31:14,040 --> 00:31:17,080
Speaker 2: I've spent my career in financial services. What story is

600
00:31:17,120 --> 00:31:20,760
Speaker 2: the data telling us? And let's just follow what it says.

601
00:31:20,800 --> 00:31:24,160
Speaker 2: And it's a numbers game. And anybody who's against that,

602
00:31:24,840 --> 00:31:27,000
Speaker 2: we don't believe you. You need more people, you know.

603
00:31:26,960 --> 00:31:27,480
Speaker 3: What I'm saying.

604
00:31:28,480 --> 00:31:30,560
Speaker 1: Tell us about the book, Jess, where can we get it?

605
00:31:31,200 --> 00:31:32,360
Speaker 1: Is it out all of that?

606
00:31:33,080 --> 00:31:33,360
Speaker 3: Yeah?

607
00:31:33,400 --> 00:31:36,320
Speaker 2: So, Company Men, A Wellness Guide for Black Men in

608
00:31:36,360 --> 00:31:41,480
Speaker 2: Corporate America is available at all major retailers, Amazon, Barnes,

609
00:31:41,520 --> 00:31:43,680
Speaker 2: and Noble, just to name two off the top of

610
00:31:43,760 --> 00:31:47,560
Speaker 2: my head. The audiobook is coming out on March eighteenth.

611
00:31:48,040 --> 00:31:52,360
Speaker 2: And you know the book I analyze. I interviewed dozens

612
00:31:52,360 --> 00:31:54,280
Speaker 2: of black men who work in corporate America, and I

613
00:31:54,360 --> 00:31:55,120
Speaker 2: chose One.

614
00:31:54,960 --> 00:31:56,600
Speaker 3: Of my little cousins said, just why are you to

615
00:31:56,640 --> 00:31:57,640
Speaker 3: talk about the ladies?

616
00:31:58,040 --> 00:32:01,920
Speaker 2: And I said, listen, I chose to focus on men

617
00:32:02,040 --> 00:32:05,720
Speaker 2: because this book is in large part autobiographical. It's also

618
00:32:05,840 --> 00:32:09,000
Speaker 2: dedicated to my uncle, the late Great Jan Simpson.

619
00:32:09,120 --> 00:32:11,680
Speaker 3: He was forty eight when he died.

620
00:32:11,760 --> 00:32:15,200
Speaker 2: He was the CFO for ethicn Endo Surgery, Inc. That

621
00:32:15,400 --> 00:32:19,280
Speaker 2: is one of Johnson and Johnson's surgical device makers.

622
00:32:19,440 --> 00:32:22,600
Speaker 3: And you know, he was fit, he was the champion.

623
00:32:22,680 --> 00:32:24,760
Speaker 2: And his death, you know, I've spent the last twenty

624
00:32:24,840 --> 00:32:27,440
Speaker 2: years trying to understand what was it that he was

625
00:32:27,480 --> 00:32:29,800
Speaker 2: going through as he climbed that ladder, because you know,

626
00:32:29,920 --> 00:32:32,640
Speaker 2: when he passed in two thousand and two, Corporate America

627
00:32:33,120 --> 00:32:36,320
Speaker 2: and the level he was at was even less diverse.

628
00:32:36,520 --> 00:32:37,480
Speaker 3: Than it is now.

629
00:32:37,800 --> 00:32:42,040
Speaker 2: And you know, I've dealt with the physical effects of

630
00:32:42,080 --> 00:32:42,760
Speaker 2: the stress.

631
00:32:42,920 --> 00:32:45,880
Speaker 3: You know, before I learned healthy mechanisms for dealing with that,

632
00:32:45,960 --> 00:32:47,640
Speaker 3: I interviewed other brothers on.

633
00:32:47,480 --> 00:32:51,480
Speaker 2: That, and then I realized, also the physical piece is

634
00:32:51,480 --> 00:32:54,160
Speaker 2: one thing, but like, what are the stressors that are

635
00:32:54,240 --> 00:32:58,680
Speaker 2: leading to you know, those stress related ailments. And so

636
00:32:58,720 --> 00:33:01,360
Speaker 2: I talk about, you know, how we have to repress

637
00:33:01,720 --> 00:33:04,719
Speaker 2: negative emotions and anger, and I get into the history

638
00:33:04,760 --> 00:33:07,920
Speaker 2: of the angry black man stereotype and why we feel

639
00:33:07,960 --> 00:33:11,520
Speaker 2: a need to charm and put people at ease because

640
00:33:11,600 --> 00:33:15,640
Speaker 2: society they see us as larger and more aggressive and.

641
00:33:18,080 --> 00:33:19,160
Speaker 3: Hyper masculine.

642
00:33:19,720 --> 00:33:23,360
Speaker 2: Like these stereotypes, you know, they started in the Antebellum

643
00:33:23,400 --> 00:33:26,840
Speaker 2: period and they've infiltrated the American psyche and they affect

644
00:33:26,920 --> 00:33:29,440
Speaker 2: us today. They put our lives in danger when we're

645
00:33:29,440 --> 00:33:32,920
Speaker 2: dealing with police. Right, these issues still remain. So I

646
00:33:32,960 --> 00:33:35,960
Speaker 2: get into that piece. I talk about how do you

647
00:33:35,960 --> 00:33:37,520
Speaker 2: fit into corporate culture?

648
00:33:38,360 --> 00:33:38,560
Speaker 3: Right?

649
00:33:38,640 --> 00:33:44,520
Speaker 2: Because corporate culture is not about race, right, but everybody has.

650
00:33:44,360 --> 00:33:45,640
Speaker 3: To assimilate into a company.

651
00:33:45,640 --> 00:33:48,560
Speaker 2: But then there are some nuances to that that are

652
00:33:48,720 --> 00:33:52,320
Speaker 2: race specifics. So I get into the nuances of fitting

653
00:33:52,400 --> 00:33:54,480
Speaker 2: into corporate culture, and then a lot of the stuff

654
00:33:54,520 --> 00:33:56,920
Speaker 2: I talk about is universal. How do you deal with

655
00:33:57,000 --> 00:34:00,480
Speaker 2: layoffs and riorcs? How do you turn your wages into wealth?

656
00:34:00,840 --> 00:34:03,320
Speaker 3: I do talk about, you know, in my.

657
00:34:03,360 --> 00:34:06,040
Speaker 2: Money chapter, not just how to grow wealth, but also

658
00:34:06,200 --> 00:34:08,640
Speaker 2: how do you negotiate salary.

659
00:34:08,760 --> 00:34:11,280
Speaker 3: There is a racial pay gap in this country.

660
00:34:11,360 --> 00:34:14,240
Speaker 2: But part of the reason for that is black talent

661
00:34:14,360 --> 00:34:18,960
Speaker 2: has lower expectations than their peers on what they should

662
00:34:19,000 --> 00:34:22,200
Speaker 2: be earning. And there are historical reasons for that. You know,

663
00:34:22,239 --> 00:34:25,120
Speaker 2: we've been shut out of certain rooms, we're shut out

664
00:34:25,120 --> 00:34:26,120
Speaker 2: of certain networks.

665
00:34:26,120 --> 00:34:28,279
Speaker 3: But the only way to understand your worth is to

666
00:34:28,280 --> 00:34:31,400
Speaker 3: have your ear of the street and do that canvassing,

667
00:34:31,560 --> 00:34:34,160
Speaker 3: and so I do get into a lot of that.

668
00:34:34,320 --> 00:34:36,960
Speaker 3: Also thrivers guilt. How do you deal with family?

669
00:34:37,000 --> 00:34:39,919
Speaker 2: They think you're balling, They asking for money, You're trying

670
00:34:39,960 --> 00:34:40,880
Speaker 2: to build a life.

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00:34:41,200 --> 00:34:43,000
Speaker 3: So all that stuff is in there, man.

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00:34:43,080 --> 00:34:45,759
Speaker 1: All of that justin Grahant, I appreciate you spending some

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00:34:45,800 --> 00:34:48,520
Speaker 1: time with me. Go get the book company man so

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00:34:48,520 --> 00:34:51,960
Speaker 1: ound now. Black Tech Green Money is a production of Blavity,

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00:34:52,000 --> 00:34:55,360
Speaker 1: Afro Tech, The Black Effect podcast Networking Night Hire Media.

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00:34:55,480 --> 00:34:58,640
Speaker 1: It's produced by Morgan Debonne and me Well Lucas. The

677
00:34:58,800 --> 00:35:01,759
Speaker 1: additional production support or by Kate McDonald s Ergan and

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00:35:01,880 --> 00:35:04,560
Speaker 1: Jainia McGee. Special thank you to Michael Davis in Love

679
00:35:04,600 --> 00:35:06,600
Speaker 1: Beach to learn more about my guessing Other Tech the

680
00:35:06,640 --> 00:35:10,120
Speaker 1: stuff that's an Innovator's at afrotech dot com. Video version

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00:35:10,200 --> 00:35:12,760
Speaker 1: this episode will drop to Black Tech Green Money on YouTube.

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00:35:12,840 --> 00:35:13,560
Speaker 3: So'll tap in.

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00:35:14,280 --> 00:35:15,440
Speaker 1: Enjoy your Black Tech Green.

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00:35:15,280 --> 00:35:17,920
Speaker 3: Money, share us with somebody, Go.

685
00:35:17,920 --> 00:35:18,600
Speaker 1: Get your money.

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00:35:19,200 --> 00:35:19,839
Speaker 3: Peace in Love