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Speaker 1: It's time for the b a q a A to

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Speaker 1: b a q a which you say to be a

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Speaker 1: q a Manda to be a q a with Tiff and.

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Speaker 2: A to b a q a A welcome around, a

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Speaker 2: vision question and answers. You have questions, We have some answers.

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Speaker 1: But we're not your attorney, your doctor, your mama, your papa.

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Speaker 1: Which is two super smart brown girls who know a

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Speaker 1: thing or two about business, entrepreneurship, money, career and a

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Speaker 1: little sprinkling of life or whatever.

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Speaker 2: You know. So if you have questions, you know, go

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Speaker 2: ahead and ask us. But yeah, yes, but.

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Speaker 1: So this EPI, we're going to do a little bit

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Speaker 1: of money and a little bit of money in your life,

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Speaker 1: a little all. But I remember that's the I do

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Speaker 1: remember a middle Yes, indeed, I don't remember who that

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Speaker 1: was about how boys or something.

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Speaker 3: I don't remember two thousand and one, five thousand.

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Speaker 1: So I'm gonna do We're gonna do a half of

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Speaker 1: business half a money question.

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Speaker 2: Let's start with.

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Speaker 1: This is not a specific business question that was in

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Speaker 1: the You know, if you want to send us an

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Speaker 1: email brand a Bishionpodcasts at gmail dot com, want to

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Speaker 1: slide in the DMS on I g brand ambishon podcast

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Speaker 1: or go to brandabision podcast dot com and click contact us.

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Speaker 1: This is just something like because I just coach a

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Speaker 1: lot of black and around women in business and this

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Speaker 1: comes up a lot, So I figured i'd address it

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Speaker 1: and you made it a talk through in and then we'll

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Speaker 1: answer money questions. Question what is the difference between leadership

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Speaker 1: and management? This is good because whether you work, you know,

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Speaker 1: a nine to five or regular career job, or you

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Speaker 1: are a business owner, this comes up a lot because

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Speaker 1: I find that a lot of people really struggle with leadership.

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Speaker 2: That this has come a lot.

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Speaker 1: One of my men tease, she has been struggling a

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Speaker 1: lot actually in her job with leadership. This is kind

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Speaker 1: of like not her first leadership role, but certainly you know,

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Speaker 1: this is probably one of her more in depth leadership roles.

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Speaker 1: And she's having a hard time because she didn't get

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Speaker 1: to pick her team, which is not abnormal in leadership. Oftentimes,

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Speaker 1: like if you own a business, you get to pick

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Speaker 1: your team, but oftentimes if you're hired, the team is

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Speaker 1: already there and the team is now really like her

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Speaker 1: that much. They muted and so how long it's been

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Speaker 1: like just.

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Speaker 2: A few months.

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Speaker 1: Okay, you know, so to be to be fair, you know,

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Speaker 1: my friend, she's not the warm and fuzzy type, and

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Speaker 1: she's very much like I come here, I do my work.

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Speaker 1: She's really smart, obviously, just really smart does her work.

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Speaker 1: And so one of the reasons why they hired her

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Speaker 1: is because they felt like, you know this, this particular

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Speaker 1: department lacks structure, and she's very organized, very structured. Here's

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Speaker 1: what we're going to do. All her ideas are amazing

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Speaker 1: and great. I was like, oh, this is great, but

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Speaker 1: basically the team that she's been tasked to lead refuses

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Speaker 1: to do any of her ideas, and she's not getting

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Speaker 1: as much support from her supervisor as far as, like

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Speaker 1: I guess.

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Speaker 2: I guess the support.

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Speaker 1: She's thinking of bringing the hammer down, being like you've

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Speaker 1: got to do the things that she's saying. And I said, well,

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Speaker 1: even if your supervisor did that, they would undermine you

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Speaker 1: at every turn.

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Speaker 2: This every turn. So I said that it sounds like.

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Speaker 1: You are approaching it from a place of management and

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Speaker 1: not from a place of leadership, and it sounds like

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Speaker 1: you have a team that does not trust you, you know,

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Speaker 1: And I said, what is the feedback that the team

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Speaker 1: is giving you. And she was like, well, the feedback

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Speaker 1: they kind of gave too about her through her supervisor

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Speaker 1: is that like she's not she's not. She doesn't listen

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Speaker 1: to like you know, our I is and our you know.

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Speaker 1: And I said, okay, well it's that legitimate feedback, and

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Speaker 1: she was like, I guess. So she's like, not that

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Speaker 1: I don't listen to the ideas, but I guess listening

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Speaker 1: for the sake of just like a hah hah do

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Speaker 1: what I said, or listening for the sake of integration

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Speaker 1: into the solutions.

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Speaker 2: And I said, have you integrated any of their solutions?

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Speaker 1: She's like, not really, because if those things worked, they

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Speaker 1: would been doing it before I got here.

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Speaker 2: So I can understand that perspective.

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Speaker 1: But the problem is is that like you're coming in

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Speaker 1: with like, here are six new things we're going to do,

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Speaker 1: and they're like, I don't want to do that. So anyway,

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Speaker 1: my advice that I gave her is that you have

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Speaker 1: to build trust first. And the way to build trust

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Speaker 1: is this great book by Franklin Covey, and he talks

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Speaker 1: about that you actually don't earn trust, you give trust

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Speaker 1: and then you receive it back. And so what it

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Speaker 1: sounds like is that her team is like, it's clear

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Speaker 1: that you don't value what we bring to the table,

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Speaker 1: and it's clear that you don't trust us to do

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Speaker 1: our jobs, and so we're not going to show up

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Speaker 1: for you. And you know, at first she was kind

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Speaker 1: of defiant, like, well, that's all right, because I'm the bulls.

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Speaker 2: I could do whatever, not realizing.

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Speaker 1: That if the team gets together, they are slowly pushing

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Speaker 1: her out.

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Speaker 2: And it's worky.

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Speaker 3: That's feel like a common enemy to make you really

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Speaker 3: get along with your colleagues. It's the best morale and

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Speaker 3: the morales only because you guys have like something big

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Speaker 3: and common and you're like, yeah, we all we all

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Speaker 3: hate her, Okay.

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Speaker 2: Cool. You know when they're at the meeting and.

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Speaker 3: You know, the flag is like step while you while

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Speaker 3: you're doing the meeting, especially, oh my god, don't let

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Speaker 3: it be a virtual meeting. They are. They are.

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Speaker 1: The girls are waving, hey ba fan, We're gonna take

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Speaker 1: a quick break and we'll be right back.

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Speaker 2: So now my friend is like, what do I do now?

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Speaker 1: I said, now, you have to do the work of

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Speaker 1: leadership versus management, which is you have to start to

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Speaker 1: build trust. You have to one. It's like, one, you

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Speaker 1: can't bring in sick, new different things that people are

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Speaker 1: going to do. That's overwhelming, you know any people, Yes,

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Speaker 1: change that work girl, And then the change has to

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Speaker 1: be collectively decided on. You know. I said, like, one

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Speaker 1: of the best things one of the tools that I

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Speaker 1: use for the budget Neista is I'll say, here is

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Speaker 1: the big overall goal, and I Am not going to

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Speaker 1: make the decision of how we're going to get there,

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Speaker 1: but here's the vision. Let's do just the brain dump

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Speaker 1: or we all, based upon your expertise, kind of talk through.

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Speaker 2: Some of the ways we could reach this overall goal.

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Speaker 1: So we have an overall financial goal, for example, and

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Speaker 1: I brought like my leads and some of my thought

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Speaker 1: leaders on the team, and they were like, what about this?

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Speaker 1: What about that? And everyone got to say, well, based

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Speaker 1: upon like George is the head of financials, based upon

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Speaker 1: the financials, that might make sense, and Tam is head

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Speaker 1: of LRA, but l Ray is going to need this,

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Speaker 1: like logan is all content well.

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Speaker 2: And content, So everybody got to kind of share.

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Speaker 1: And in the I kind of had in my head

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Speaker 1: that the direction I thought we should go in in

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Speaker 1: order to hit our income goal because since we fell

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Speaker 1: so short last year, I had an idea in my head,

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Speaker 1: but I told my I'm not sharing it into the end.

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Speaker 1: And what we ended up with is not the idea

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Speaker 1: I had in my head, not even ghosts. But it's

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Speaker 1: way better and everyone's on board because we collectively decided

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Speaker 1: this together. So it's not a Tiffney plan, it's a

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Speaker 1: team plan because one they felt heard, two they feel supported,

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Speaker 1: and they're like, I feel valued because this ain't even

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Speaker 1: a plan that Tifney thart. We're going to do the

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Speaker 1: plan that we've decided together. And now everybody is like go,

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Speaker 1: Like I can see the uptick and energy because everyone's like, go,

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Speaker 1: go go.

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Speaker 2: We're working our plan.

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Speaker 1: And so that was a suggestion that I gave is that, like,

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Speaker 1: you know, wipe everything away, say this is the you know,

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Speaker 1: like our lead has picked this core goal.

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Speaker 2: For us to accomplish. How do you think we should

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Speaker 2: accomplish it?

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Speaker 1: And create a collective team plan and then what part

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Speaker 1: of the plan do you want.

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Speaker 2: To take team members?

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Speaker 1: And everybody kind of picks their part, and then you

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Speaker 1: know you might infuse if you want to fuse some

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Speaker 1: of these tactical components here is the sheet that I

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Speaker 1: created for us to keep track of the plan that

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Speaker 1: is your you know, because that's her thing, and she's

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Speaker 1: like really like organized, and that's one of the organizational

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Speaker 1: tools she wants to introduce. So you can introduce this

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Speaker 1: organizational tool into a team plan that's been collectively decided

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Speaker 1: on and so yeah, So I just was like, so,

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Speaker 1: I don't know, what are your thoughts, like, what have

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Speaker 1: you seen this work in leadership versus management? And some

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Speaker 1: mistakes maybe that you've made Mandy along the way.

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Speaker 3: Yeah, I think I turned into a really brilliant leader

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Speaker 3: by the end of my time in corporate. I'm just

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Speaker 3: gonna say it. I love the way that I led.

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Speaker 3: My team loved me, I loved him. We had respect.

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Speaker 3: I gained it all. However I was. I had so

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Speaker 3: many different experiences. I went from being able to build

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Speaker 3: my team to then inheriting like twelve new people and

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Speaker 3: an acquisition who were already suspicious of everything that my

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Speaker 3: company was, including me. I've been younger than people that

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Speaker 3: I've managed and you know, and dealt with that whole

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Speaker 3: like age gap difference and building still managed to build

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Speaker 3: respect in the way that I did it. I mean

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Speaker 3: we don't have a ton of time to like go

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Speaker 3: through all of that. But one of the first things

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Speaker 3: that I the reason I asked, you know how long

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Speaker 3: she's been there is you said about a few months

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Speaker 3: or so. The first few months as a manager, you

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Speaker 3: should be doing nothing but listening, setting up one on ones,

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Speaker 3: building rapport understanding, not assuming that they are the reason

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Speaker 3: that there's no good system and they're not being efficient,

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Speaker 3: but letting them tell you why things are the way

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Speaker 3: that they are, how do things currently run? Do You

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Speaker 3: can't go in and just hear a story from your

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Speaker 3: manager kind of summarizing everything. You need to like get

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Speaker 3: in there in the trenches with them, and you can't

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Speaker 3: make the assumption that they don't know what they're doing.

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Speaker 3: They're already going to feel like you come in thinking

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Speaker 3: that they're dumb dumbs. It kind of reminds me of

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Speaker 3: like if you're steeing like the whole trope of like

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Speaker 3: the white teacher going to like an underprivileged school and

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Speaker 3: they I bet they walk in and make assumptions like, oh,

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Speaker 3: these kids probably can't read or whatever, and that already

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Speaker 3: makes the kids feel like shit. They're like, hey, it's

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Speaker 3: that we are not intelligent. It's because these textbooks are

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Speaker 3: ten years old and we don't get resources and all that.

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Speaker 3: So you need to go in there and start for

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Speaker 3: level of respect. They can earn it, but let's go

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Speaker 3: ahead and give the benefit of the doubt. So going

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Speaker 3: with trust, you have to also as far as a leader.

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Speaker 3: Good leaders care about the ways that their employee's best work.

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Speaker 3: And you may have workers who really don't care to

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Speaker 3: be called on in a meeting for their feedback. They

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Speaker 3: may want to think about feedback and write a team later.

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Speaker 3: You have workers who are going to be the first

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Speaker 3: to raise their hand and speak out. But then you

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Speaker 3: got the folks who are more quiet, who can be overlooked.

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Speaker 3: So I say get people by themselves and really get

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Speaker 3: to know what they're going through. Because you've already done

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Speaker 3: some damage in your first few months, I think that

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Speaker 3: the first thing you should do is to have a

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Speaker 3: big meeting to apologize and say, hey, I take ownership

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Speaker 3: for kind of coming in with, you know, guns blazing

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Speaker 3: and trying to make some changes. I want to do

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Speaker 3: things differently and I need y'all's help. I'm gonna and

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Speaker 3: tell them what you're going to do. I'm going to

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Speaker 3: have you know, a half hour one on one with

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Speaker 3: each of you guys individually. Then we're going to come

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Speaker 3: and come together and have some touch points and have

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Speaker 3: some meetings, and we are going to fix this as

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Speaker 3: a team. I can't do it without you start from scratch,

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Speaker 3: because you can't go back to your first impression. It

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Speaker 3: was already a bad one. And you can't ask your

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Speaker 3: supervisor to lay a hammer down. You want them to

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Speaker 3: all quit, Go ahead, try that's what's going to happen. Yes,

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Speaker 3: you need to take ownership yourself as a leader. You

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Speaker 3: can't go to your bandager and ask them to fix

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Speaker 3: things for you. They didn't hire you for that. They

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Speaker 3: hired you to fix the problem for them, you know

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Speaker 3: what I mean. You have to make them look good

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Speaker 3: by fixing it, and your team has to make you

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Speaker 3: look good, you know, implementing these new strategies. So that's

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Speaker 3: your first Your first stop is your apology tour, and

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Speaker 3: there's and you know what, it is not bad to apologize.

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Speaker 3: I it's never You're not going to lose their respect

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Speaker 3: by not by apologizing and showing weakness. It I think

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Speaker 3: is a sign of strength that you can admit when

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Speaker 3: you were wrong and just ask for a new beginning

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Speaker 3: and do things different.

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Speaker 2: Yeah.

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Speaker 1: Yeah, it's not easy because I think people don't realize that, like,

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Speaker 1: leadership is not a bad I said this.

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Speaker 3: It's like the reason why I was giggling is because

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Speaker 3: it reminds me of me trying to like manage my

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Speaker 3: four year old, Like he does not care to listen,

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Speaker 3: and it's I try to you know, Me and Enrique

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Speaker 3: were like dictators like no, you can't do that, No

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Speaker 3: you can't do this, Sit here, sit there, And I'm like,

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Speaker 3: now if when I'm really impatient, that's how I try

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Speaker 3: to parent.

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Speaker 2: And it does not work.

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Speaker 3: Does not work because he's me and yeah, reincarnated as

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Speaker 3: a four year old, and he's very stubborn and like,

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Speaker 3: so I have to build his trust in other ways,

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Speaker 3: like hey, let's yes first and then you know, so

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Speaker 3: it's not unlike.

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Speaker 2: Leadership is collaborative.

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Speaker 1: That's the thing I think that you know, I think

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Speaker 1: it's almost like it's almost like you know, when you're

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Speaker 1: learning to like you think, well, you're gonna drive a car,

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Speaker 1: You're you're steering, really think you go back and forth

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Speaker 1: back or forth, back and forth. It's like, yeah, nobody

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Speaker 1: drives a car like that. And so it's like some

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Speaker 1: people think, like on the on the surface, if they

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Speaker 1: see if I'm a far that leadership, they have a

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Speaker 1: cartoon version of what they think leadership is, where it's like, oh,

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Speaker 1: I'm the boss, you just do what I say. And

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Speaker 1: it's like, yeah, no, in real life, it actually doesn't

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Speaker 1: work that way, or people just won't work for you,

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Speaker 1: or you'll get people who will stay because they have

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Speaker 1: no place else to go because they're not good, but

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Speaker 1: the good people will be gone. And truly good leadership

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Speaker 1: gets people like excited. They feel autonomous. They know that

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Speaker 1: you don't care as much about the how as long

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Speaker 1: as it's done. You know, they feel like I'm collaboratively

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Speaker 1: working with you to like get stuff done, and they're

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Speaker 1: part of a larger goal, like there's a larger mission

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Speaker 1: of foot in that and if they play a valuable

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Speaker 1: role in making sure that mission happens. I'm reading like

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Speaker 1: you know, like y'all know, I'm reading that ten X

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Speaker 1: is greater than two. We's in chapter six it's all

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Speaker 1: about creating a self managing team. And there was like,

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Speaker 1: you know, just really great feedback about like what does

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Speaker 1: it look like to be a really good leader.

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Speaker 2: And so I had her.

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Speaker 1: I was like, girl, don't read the best and just

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Speaker 1: skip to chapter six. Not so hopefully I'll be able

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Speaker 1: to give some updates about how it's going for her.

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Speaker 1: Fingers crossed.

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Speaker 2: That's the book.

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Speaker 3: Recommendation is Dare to Lead by Brene Brown, the First

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Speaker 3: ninety Days by I don't know who, just google it.

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Speaker 3: I was one of the books I read when I

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Speaker 3: joined my team. And anyway, Oh, and ask your boss

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Speaker 3: for some professional development. Yeah, fund, find a conference, find

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Speaker 3: a seminar. You guys, we're gonna take a quick break, Tiffany,

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Speaker 3: does that sound good?

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Speaker 1: And Dad have to plug in my computer because it's

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Speaker 1: about to die, so in the.

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Speaker 3: Meantime put it on life support. We'll be right back,

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Speaker 3: BA fan with one more Q and one more A. Okay,

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Speaker 3: BA Fan, we are back with another ooh, mysterious anonymous question,

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Speaker 3: and so let's jump into it. Hey, I'm new to

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Speaker 3: the pod and I love y'all. This is probably a

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Speaker 3: dumb question, but my husband and I fight about money

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Speaker 3: all the time. It's miserable. We have credit card debt

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Speaker 3: we're paying off. But once we pay the debt off,

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Speaker 3: then what do we do. Oh, oh, okay, we have

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Speaker 3: credit card debt we're paying off. But once we pay

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Speaker 3: it off, then what do we do? Combined? We make

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Speaker 3: two hundred and fifty K a year, which I feel

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Speaker 3: like is a lot of mone but we're constantly asking

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Speaker 3: where does it all go when our debt is paid off?

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Speaker 3: Do we get a CPA? Do we get a financial planner?

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Speaker 3: We need help with everything from a budget to how

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Speaker 3: much we should invest, to how much we should be saving.

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Speaker 3: We need someone to tell it to us, like we're stupid.

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Speaker 3: Where do we start when the debt is paid off? Thanks?

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Speaker 3: This is so real.

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Speaker 2: Yes, I love this. We need someone to tell like

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Speaker 2: we're stupid.

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Speaker 1: Well, obviously you guys are not stupid, you know, but

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Speaker 1: I remember maybe you were telling me, like a long

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Speaker 1: time ago, when you had hired Helen and your financial planner.

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Speaker 1: She was like the tie breaker, you were like, and

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Speaker 1: sometimes she would side with the rika. You're like, oh wow, girl.

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Speaker 2: Sister planner. Yes, that's exactly what I was speaking.

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Speaker 3: It's fine once in a while, they're going to have

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Speaker 3: to give the guy a win, you.

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Speaker 2: Know what I'm saying.

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Speaker 3: I think even she knew that. Let me let Enrique

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Speaker 3: feel included, but you will get nowhere to get like you.

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Speaker 3: I always have this analogy of like me and Rique.

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Speaker 3: Sometimes it's like we are holding hands while we're each

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Speaker 3: trying to go different directions at a crossroads, like we're

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Speaker 3: constantly and we're just like yanking each other like this way, No,

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Speaker 3: it's this way.

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Speaker 2: I know.

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Speaker 3: You know, you get absolutely nowhere. You just do you

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Speaker 3: feel like dumb dumbs, which is how you feel, and

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Speaker 3: that's how I've felt many times. Financial planners help so

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Speaker 3: much because they are objective. Yea, yeah, objective, and they

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Speaker 3: can help. It feels so much less like, so much

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Speaker 3: less fraught and there's no blame. You know, they're just

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Speaker 3: looking at the facts. And I think that would be

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Speaker 3: completely helpful to you in addition to a financial planner,

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Speaker 3: like reading books on your own, yeah, can be really

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Speaker 3: helpful for your education. Tiffany's book is like the foundation

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Speaker 3: that I feel like it sounds like you need and

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00:16:50,880 --> 00:16:53,360
Speaker 3: you're part with money, Get it with money dot Com.

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Speaker 3: Get that book, then get the workbook. You know, if

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Speaker 3: you're anything like my husband or your husband's like mine,

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Speaker 3: you're gonna be the one who wants to read books

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Speaker 3: and he's like I'll red it stuff, read and find

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Speaker 3: out about investment. But you have your style. He has

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Speaker 3: his just trust with the financial planner that it will

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Speaker 3: help lead you guys in the right direction.

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Speaker 1: You go right And I say this that like yeah,

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Speaker 1: so introducing someone to help kind of like God, just

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Speaker 1: do it.

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Speaker 2: And here's the thing.

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Speaker 1: You don't have to wait until the debt is gone,

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Speaker 1: like you can start next.

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Speaker 2: I know you said, what are we doing? We're debt free.

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Speaker 1: Since you don't have to wait, you can start to

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Speaker 1: look for So I have I partner with this organization

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Speaker 1: called wealth Ram.

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Speaker 2: I think it's called But if you go to is

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Speaker 2: it your money match, I'll always forget.

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Speaker 1: So the way it works because a lot of people

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Speaker 1: ask where do you find Well, there's a bunch of places,

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Speaker 1: but I like the wealth Ramp your money match. Let

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Speaker 1: me just make sure that that's what the name of

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Speaker 1: the side is. Your money mets dot com.

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Speaker 2: Your money match dot com. Let's see if it comes.

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Speaker 3: Your money that's wealth Ramp.

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Speaker 2: Yes, I don't think it's your money match.

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00:18:00,080 --> 00:18:00,920
Speaker 3: It's called money match.

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Speaker 1: I did so your money mess dot com is like,

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Speaker 1: so if you go to your money mess dot com,

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00:18:06,160 --> 00:18:09,520
Speaker 1: I partner with this company that if you like, you

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00:18:09,600 --> 00:18:11,879
Speaker 1: fill out some like you know, questions that you and

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00:18:11,920 --> 00:18:13,760
Speaker 1: your your partner will fill out or you can do

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00:18:13,760 --> 00:18:16,040
Speaker 1: them by yourself or whatever, and they will match you

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00:18:16,080 --> 00:18:18,760
Speaker 1: based upon what you say to up to three different

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Speaker 1: financial certified financial planners.

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Speaker 2: That was critical. That's why I partner with them.

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Speaker 1: Certified financial planners are the gold standard of financial planners,

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Speaker 1: you know, So think about a financial advisor is a teacher.

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00:18:29,240 --> 00:18:31,440
Speaker 1: Lots of people can be a teacher, but a certified

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Speaker 1: financial planner is a university tenured professor.

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00:18:34,960 --> 00:18:37,400
Speaker 2: So it's like the gold standard of financial planners.

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00:18:38,960 --> 00:18:41,840
Speaker 1: And they have to they have a fiduciary responsibility, mean

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Speaker 1: where they got to put your interest first.

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Speaker 2: They have to have continued education.

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Speaker 1: There's a bunch of stuff that they have to do

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Speaker 1: in order to become a certified financial planner.

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Speaker 2: And most financial advisors are not.

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Speaker 1: So one you're going to look for that and there

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Speaker 1: the reason why I created a money match is because

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Speaker 1: I give you all these tools that you can use

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Speaker 1: to help that out the right financial planner. The tools

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00:19:01,119 --> 00:19:04,240
Speaker 1: are free. You know, Like here's something called like I

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00:19:04,280 --> 00:19:06,439
Speaker 1: call it your so called financial life where you kind

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Speaker 1: of fill out this, like what.

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Speaker 2: Are all your finances?

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Speaker 1: So when you look for a financial planner, you can

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Speaker 1: share it with them and they can see if they

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00:19:11,920 --> 00:19:14,159
Speaker 1: even are a match with you. But even questions to

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Speaker 1: ask ustin financial planner, So that way before you bet

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Speaker 1: the three people that they suggest to you, you know

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Speaker 1: you are like fully like, Okay, this is a question

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Speaker 1: that we're going to ask. We know exactly what we're

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Speaker 1: looking for and to make sure you find the right person. Yeah, yeah,

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Speaker 1: because honestly, because I mean, we hired when Jerelle was

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Speaker 1: still here, my late husband, we hired Angelie and it

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Speaker 1: was so helpful. We didn't fight about money, but it

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Speaker 1: allowed us to like like kind of get our goals

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Speaker 1: out and say what do we need to do and

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Speaker 1: have a professional guide.

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Speaker 2: Us along the path.

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Speaker 1: That was really helpful because it was like Drelle and

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Speaker 1: I had talked about our goals, but it was kind

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00:19:51,640 --> 00:19:53,159
Speaker 1: of like how do we get there? I don't know.

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00:19:53,680 --> 00:19:55,639
Speaker 1: So Angelie helped to map out like kind of like

438
00:19:55,680 --> 00:19:58,080
Speaker 1: this like year one, we're going to do this, Year two,

439
00:19:58,119 --> 00:20:00,560
Speaker 1: you should do this, And it was really helpful. And

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00:20:00,920 --> 00:20:03,000
Speaker 1: you know, I personally where I look for a financial

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00:20:03,000 --> 00:20:05,520
Speaker 1: planner or anyone that's gonna teach me anything that'd be

442
00:20:05,520 --> 00:20:06,080
Speaker 1: a good teacher.

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00:20:06,320 --> 00:20:07,240
Speaker 2: Are they really patient?

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00:20:07,600 --> 00:20:09,480
Speaker 1: Like? Literally, I tell Angelie, like, I know I'm the

445
00:20:09,480 --> 00:20:11,160
Speaker 1: bunchets and ab girl, but I don't know nothing about

446
00:20:11,160 --> 00:20:12,879
Speaker 1: all this. So I'm gonna ask you questions like I'm

447
00:20:12,920 --> 00:20:15,360
Speaker 1: in fifth grade and so I have my notebook out and.

448
00:20:15,280 --> 00:20:17,720
Speaker 2: I'm like, so, explain what that word means.

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00:20:18,000 --> 00:20:20,359
Speaker 1: So you want someone who's not condescending, who's really kind

450
00:20:20,400 --> 00:20:22,160
Speaker 1: and easy to navigate.

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00:20:23,359 --> 00:20:25,560
Speaker 2: Yeah, and so yeah, so that should be helpful.

452
00:20:25,560 --> 00:20:27,679
Speaker 1: You'll find your money match dot Com to find a

453
00:20:27,720 --> 00:20:30,160
Speaker 1: financial planner, and your girls stop fighting with that need

454
00:20:30,240 --> 00:20:33,000
Speaker 1: about money chat. I'll get somebody else to you know,

455
00:20:33,040 --> 00:20:33,639
Speaker 1: in the mix.

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00:20:34,000 --> 00:20:37,960
Speaker 2: In the mix good, right.

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00:20:38,880 --> 00:20:41,280
Speaker 1: So if you like our show and we know that

458
00:20:41,320 --> 00:20:44,560
Speaker 1: you do, we want you to leave a review or

459
00:20:44,640 --> 00:20:47,480
Speaker 1: two A. If you're like a show and we know

460
00:20:47,800 --> 00:20:51,040
Speaker 1: that you do, we want you to leave a review

461
00:20:51,160 --> 00:20:53,920
Speaker 1: A two by. You know, I'm gonna forget that song

462
00:20:53,960 --> 00:20:55,840
Speaker 1: next week, so don't expect me to remember it.

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00:20:58,440 --> 00:20:59,920
Speaker 2: Many do we have any new reviews?

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00:21:00,280 --> 00:21:02,479
Speaker 3: We do? I want to read your reading from Vicky

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00:21:03,040 --> 00:21:06,359
Speaker 3: seven four one two who loves to review just a

466
00:21:06,359 --> 00:21:08,879
Speaker 3: couple of days ago. All right, she says, or he

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00:21:09,160 --> 00:21:11,400
Speaker 3: but she we know it's so she Get your life

468
00:21:11,400 --> 00:21:14,720
Speaker 3: together and tune in is her review. This podcast has

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00:21:14,760 --> 00:21:17,600
Speaker 3: not only enhanced my life in the career and personal

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00:21:17,640 --> 00:21:20,920
Speaker 3: finance sector, but provided the space for my girl gang

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00:21:21,000 --> 00:21:23,919
Speaker 3: to share knowledge and discussion. Thank you, Mandy and Tiffany

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00:21:23,960 --> 00:21:27,320
Speaker 3: your commitment to serving women of color, For your commitment

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00:21:27,920 --> 00:21:31,320
Speaker 3: to serving women of color in an authentic and vulnerable way.

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00:21:32,280 --> 00:21:37,480
Speaker 2: Yes, girl gang, we love that, Bicky can't You could

475
00:21:37,480 --> 00:21:39,320
Speaker 2: be like Vicki and get it shouted out too.

476
00:21:40,280 --> 00:21:43,200
Speaker 1: If you leave us a review on Apple Podcasts or

477
00:21:43,200 --> 00:21:45,280
Speaker 1: wherever you listen to podcasts, because it really helps to

478
00:21:45,320 --> 00:21:49,119
Speaker 1: get our podcast out there and share the EPI, you know,

479
00:21:49,240 --> 00:21:51,119
Speaker 1: especially be like, oh, this sounds like my sister needs this.

480
00:21:51,160 --> 00:21:54,240
Speaker 1: Go ahead and press she girl, go keep it to yourself. Okay,

481
00:21:54,800 --> 00:21:56,640
Speaker 1: So until next week, y'all.

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00:21:56,720 --> 00:21:59,360
Speaker 2: Bye,