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Speaker 1: Welcome to the show. I'm Rashaan MacDonald, the host of

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Speaker 1: Money Making Conversations Masterclass, where we encourage people to stop

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Speaker 1: reading other people's success stories and start planning their own.

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Speaker 1: Listen up as I interview entrepreneurs from around the country,

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Speaker 1: talk to celebrities and ask them how they are running

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Speaker 1: their companies, and speak with dog profits who are making

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Speaker 1: a difference in their local communities. Now, sit back and

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Speaker 1: listen as we unlock the secrets to their success on

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Speaker 1: Money Making Conversations Masterclass. Now let's get this show roll along.

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Speaker 1: My guess is on hold. She is the CEO of

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Speaker 1: the Collaborative Training Company at CTC, an Atlanta based management

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Speaker 1: and professional services consulting firm founded in twenty eighteen. The

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Speaker 1: Collaborative Training Company is a professional services consulting firm. They

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Speaker 1: support human resources business units by designing and delivering customized

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Speaker 1: workshops that increase employee retention, which is very important. Please

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Speaker 1: welco with the Money Making Conversation Master Class. Brenda Johnson,

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Speaker 1: how are you doing, Brenda?

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Speaker 2: I'm good, Rashan, how are you? And congratulations on being

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Speaker 2: Men of the Year stim Atlanta Women and doctor Max

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Speaker 2: and Kine are close friends of CTC. So I'm thrilleding

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Speaker 2: here that.

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Speaker 1: Thank you. You know we run into each other. I

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Speaker 1: finally got your show, Brenda, I'm so happy as you go.

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Speaker 1: I'm busy that day. I'm busy that dude, I'm business

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Speaker 1: that Tuesday. So finally have you on your show. Tell everybody.

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Speaker 1: I know I read it in the intro, but tell

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Speaker 1: everybody in layman terms, what exactly does your company does?

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Speaker 1: A collaborative training company.

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Speaker 2: For sure, and thank you for the opportunity to be

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Speaker 2: on the show. So we work in the space of

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Speaker 2: kind of what we call workforce development, which is generally

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Speaker 2: connecting talent to jobs, jobs that are sustaining, that have

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Speaker 2: a career pathway that like you could actually support your

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Speaker 2: family with these jobs. What I do a piece of

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Speaker 2: it is learning and development professional development, So I work

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Speaker 2: with companies and nonprofit organizations to make sure that their

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Speaker 2: talent is upskilled enough not only to perform well in

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Speaker 2: their current role, but what's that next step. Right, You've

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Speaker 2: got an engineer, they're doing great, but when we want

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Speaker 2: to transition them to manager, that's a different skill set

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Speaker 2: than maybe this technical skill that you have. So we

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Speaker 2: do a little bit of that we do post hire support.

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Speaker 2: Companies are moving into what we call the skills based hiring,

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Speaker 2: which means a lot of companies have taken a lot

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Speaker 2: of time and consideration to remove some of the four

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Speaker 2: year degree requirements so that they can get this labor

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Speaker 2: pipeline that they need. Often, when you remove the four

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Speaker 2: year degree requirement, you may have really skill talent that

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Speaker 2: are coming from places where they've never worked in a

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Speaker 2: corporate environment. So we will come into the company and say,

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Speaker 2: with this cohort of skill talents your prentices, we'll do

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Speaker 2: an extra week of onboarding to help them understand some

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Speaker 2: of those professional behavioral norms that might be new to them,

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Speaker 2: help them acclimate to the culture. This fit this word fit? Oh,

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Speaker 2: we love them, they have the right skills, but we

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Speaker 2: don't know that they will fit. So we help companies

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Speaker 2: unpack what does that fit mean. Does that mean you're

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Speaker 2: a fast paced company and you need people to hit

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Speaker 2: the ground running. Does that mean you know you assign

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Speaker 2: people to mentors? What does that fit? So we help

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Speaker 2: companies define what is this ideal employee that you're looking

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Speaker 2: for and then connect these talent sources to that.

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Speaker 1: Well, now let me ask you this so can someone

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Speaker 1: come to you as an individual? Sir Rushan McGaugh, let's

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Speaker 1: me and you know, and I want to get a job,

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Speaker 1: do I come to you? Or how does that work?

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Speaker 2: That's more of what we call a talent coach. And

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Speaker 2: I get so much of that in my LinkedIn inbox

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Speaker 2: because if you follow me on LinkedIn, you'll see that

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Speaker 2: I'm always kind of amplifying opportunities for your career talent

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Speaker 2: how to get it these jobs. So I do not

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Speaker 2: do individual talent coaching, but I am a collaborative partner

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Speaker 2: of many organizations who do exactly that. So with the

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Speaker 2: workforce development ecosystem, we've got to partner, right, you need

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Speaker 2: talent coaches, you need people that are working with the

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Speaker 2: companies on that side. You need your community colleges, your

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Speaker 2: high school programs. We've all got to work together to

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Speaker 2: make sure that this talent is a strong candidate when

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Speaker 2: that job opportunity comes. So I do not do individual

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Speaker 2: talent coaching.

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Speaker 1: Now that that's not you know. Now with that being said, now,

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Speaker 1: how do you identify and nurture the unique talent of

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Speaker 1: job seekers who may not fit the traditional corporate mode?

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Speaker 1: Right now, that's why I'm trying to confuse educate me.

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Speaker 1: I understand what you're doing, but you're saying, Rashan, we place,

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Speaker 1: we help people adjust. We talking about the corporate side,

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Speaker 1: the people who do the hiring side. All you talk

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Speaker 1: about because you don't do the individual coaching right.

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Speaker 2: Correct, right. So when you work with the larger companies

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Speaker 2: than many of the smaller ones, they already have talent acquisitions.

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Speaker 2: They've got recruiters, they've got campus recruits, they've got that expertise,

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Speaker 2: and so I am not a staffing firm. We do

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Speaker 2: not do that work. So we let them do that

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Speaker 2: methodology that they have to find the talent, and then

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Speaker 2: we come in after they found the talent to get

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Speaker 2: them more ready for success. I don't know if you've

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Speaker 2: ever had a job that on day one, when you

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Speaker 2: got to that job, you're like, this isn't it. I

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Speaker 2: don't think I'm a good fit. I hate it here.

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Speaker 2: But you feel that in the first two weeks. There

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Speaker 2: are reasons that that might happen. That just mean anytime

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Speaker 2: we're placing an environment I'm familiar to us, it can

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Speaker 2: be uncomfortable. You can have this imposter syndrome that they

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Speaker 2: talk about so many of the people. If you place

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Speaker 2: some one that's come from a Walmart or Amazon, warehouse,

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Speaker 2: fastroom retail, and you put them at a job at

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Speaker 2: at and T, it may feel massively uncomfortable. To an extent,

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Speaker 2: they'll go back to that warehouse job right because they

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Speaker 2: feel comfortable I fit. So we let the companies do

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Speaker 2: their own hiring or work with their staffing agencies that

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Speaker 2: they all already have. We really lean into that cohort

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Speaker 2: that you just hired. We want to get them a

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Speaker 2: one to one mentor in that company that has that

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Speaker 2: shared lived experience. So if I get Rashaan McDonald a

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Speaker 2: job at IBM and he's young, early career, hasn't been

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Speaker 2: in corporate, I'm going to look for an older black

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Speaker 2: male because he'll have that lived experience at IBM. This

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Speaker 2: is what I've experienced. These are some things I can

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Speaker 2: help Reshaan navigate. And we use those employee resource groups

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Speaker 2: a lot to tap one to one mentors for this

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Speaker 2: time that's coming in to help them retain at that company.

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Speaker 1: Wow, I'm talking to Brenda Johnson. She's a CEO Collaborative

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Speaker 1: Training Company CTC. It's a professional services consulting firm provides

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Speaker 1: professional development and career readiness training for companies who are

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Speaker 1: bringing people in and making happing them to adjust. Now,

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Speaker 1: I got to say, the magical world that's just been

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Speaker 1: dominating everybody, AI artificial intelligence, robots going to take my job.

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Speaker 1: A robot's gonna take my job. Let me know, Brenda,

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Speaker 1: because I gotta find that right now, help me out

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Speaker 1: hip out everybody, because that's the that's the big fear.

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Speaker 2: I won't say robots, let's say machine learning. I would

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Speaker 2: say there are already jobs that have been replaced by

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Speaker 2: AI components personally. And this is the Brenda Johnson perspective.

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Speaker 2: Humans are uniquely designed to be creative and innovative. So

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Speaker 2: what machine learning can do is only create an outcome

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Speaker 2: based on existing information, existing data. We can feed it

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Speaker 2: one hundred jobs, right and from the hundred, it can

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Speaker 2: create something. But it can't do that uniquely human thing

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Speaker 2: that we do, which is create something from nothing, have

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Speaker 2: a really innovative idea. So what I tell you know,

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Speaker 2: all the young professionals, they're going to check GPT to

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Speaker 2: try to do their jobs right. And I say, if

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Speaker 2: you don't take that output and put your personal fingerprint

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Speaker 2: on that it's garbage because you have lived experience, you

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Speaker 2: have expertise, you have the ability to make it your own.

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Speaker 2: So I'm a fan of AI and efficiency increasing productivity.

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Speaker 2: You can do research a lot quicker with that I

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Speaker 2: but you take that output, and for me, that's my

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Speaker 2: starting point. So there are are absolutely jobs that will

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Speaker 2: be automated, but there are many more jobs that will

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Speaker 2: not be automated, or somebody still has to tell the

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Speaker 2: robots what to do. Right.

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Speaker 1: I'm gonna tell you something. I was in this restaurant,

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Speaker 1: you know, we're based in Atlanta, Georgia. I was in Pascales,

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Speaker 1: which is a upscale Black African American restaurant, and they

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Speaker 1: brought my food out. A little robot broke my food out.

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Speaker 1: Now I was tonned. I'm looking at it just just

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Speaker 1: turned right there. Light came on, pushed my food out,

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Speaker 1: and I got it that that robot. Nobody knows. The

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Speaker 1: human element was gone, you know. And then then I

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Speaker 1: just it just rolled away. And it was like a

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Speaker 1: side show because everybody in the restaurant was like, wow, wow,

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Speaker 1: I just serving everybody. And I was coming over here today, Brenda,

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Speaker 1: and I was in a red light and I saw

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Speaker 1: a little bit of a robot at the red light.

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Speaker 1: It looked at robots. It was just sitting there waiting

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Speaker 1: for the I don't know, waiting for the light to change.

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Speaker 1: Because in my mind, Brenda, I'm gonna go a lot

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Speaker 1: to you. I would have run over it. I would

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Speaker 1: have run over it if it were came in my

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Speaker 1: lane because I was like, automation is taking our jobs.

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Speaker 2: Don't kill the technology. So I got to technology. I

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Speaker 2: won't know, don't kill the technology. They're extensive. There was

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Speaker 2: a fast food chain that piloted like AI taking your

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Speaker 2: order at the order board. A riper of incorrect orders

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Speaker 2: was so high they had to kill that. Self driving cars.

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Speaker 2: I spent a year and a half out in the

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Speaker 2: Bay Area. You saw the self driving cars being tested.

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Speaker 2: The County Commission had a meeting the fire departments. The

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Speaker 2: police department showed up and said, listen, these things short

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Speaker 2: out and stop. Just like a computer, computer freezes up.

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Speaker 2: Stuff driving driving cars freeze up, and often they're freezing

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Speaker 2: up in front of the fire station, so the fire

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Speaker 2: truck can't get out. None of us can move it.

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Speaker 2: We can't program it. But there's a lot to be

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Speaker 2: desired in the technology, it's not there yet, and if

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Speaker 2: the companies will do the diligence of piloting, many of

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Speaker 2: these replacements of humans won't work. It's what you see

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Speaker 2: at a big chain. Oh we want you to scan

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Speaker 2: your own stuff. We don't want you to scan your

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Speaker 2: own stuff. It's that back and forth. So I think

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Speaker 2: the business case has to be there. But if there's

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Speaker 2: a dropping quality of outcome, some of that AI stuff

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Speaker 2: is going to world right back to humans.

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Speaker 1: Now let me ask you this, Brenda, because you know

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Speaker 1: now we're talking about AI because we have to, because

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Speaker 1: you know that's you know, the recent election, that's all

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Speaker 1: they talked about with AI. You know, you have Elon Musk.

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Speaker 1: You know he's good drive. You know basically you know,

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Speaker 1: you can just sit back and take a nap in

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Speaker 1: the car, take you around. You can see different situations.

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Speaker 1: And you're right, there's some traffic jams that have been

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Speaker 1: created because the cars just got confused and it just

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Speaker 1: locked up and just didn't move anymore. But that's taking

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Speaker 1: away potential. You know, Uber drivers and things of that

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Speaker 1: nature are left drivers with these cars. Once they get

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Speaker 1: it right, you just hop in a car, put your

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Speaker 1: credit card in and it'll take you home or take

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Speaker 1: you to the airport. So there are situations that are

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Speaker 1: coming along. But you're saying, Rashan, that is one job option,

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Speaker 1: but there is another job option that's going to repair

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Speaker 1: that that vehicle, that's going to a program, that vehicle

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Speaker 1: if it goes wacky, if it's going to be able

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Speaker 1: to You have to see that. There are other opportunity

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Speaker 1: that don't require four year degrees that you can train

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Speaker 1: people are trained them up. Once these corporations bring you

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Speaker 1: on board, and that's your job as far as CTC

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Speaker 1: correct correct.

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Speaker 2: I think historically in America, the four year degree requirement

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Speaker 2: was an artificial barrier for certain people not to be

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Speaker 2: able to get certain jobs. Now that we have more

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Speaker 2: Americans opting out of the four year degree, there will

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Speaker 2: be a labor shortage. If eighty percent of the jobs

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Speaker 2: in your applicant tracking system require degree, those jobs will

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Speaker 2: sit and you'll see it, Well, y'all had this job

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Speaker 2: poster for nine months, no one's getting the job. So

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Speaker 2: they've got to think differently and say, instead of this

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Speaker 2: piece of paper, let's revisit the job description. Right, this

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Speaker 2: job description has been in our system ten years. Technology

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Speaker 2: has changed, our processes have changed, but we really didn't

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Speaker 2: take the time to sit down and rewrite the job description.

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Speaker 2: So instead, I'll sit with someone and say, give me

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Speaker 2: three adjectives for someone who is a star in this role.

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Speaker 2: Give me three adjectives for someone you would never hire

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Speaker 2: for this role. I'll learn more about what you need

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Speaker 2: from that job than this two page job requisition that

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Speaker 2: hasn't been changed. The hiring manager doesn't have time to

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Speaker 2: do it. Talent acquisition doesn't write the job description. Often

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Speaker 2: the companies do not have a person on staff responsible

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Speaker 2: for even who makes the decision to take the for

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Speaker 2: your degree away. What's that process like? So it can

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Speaker 2: be a long journey to just say, let's think about

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Speaker 2: some of the jobs that don't need the four your

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Speaker 2: degree and instead let's focus on five to seven skills

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Speaker 2: of someone who excels in the job sales job pharmaceutical sales.

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Speaker 2: That's an interesting conversation, I asked, that's a well paying job.

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Speaker 2: Do you really need a college degree for that? Tell

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Speaker 2: me why you need a college degree for that?

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Speaker 1: Now, Wow, we're going to go to break before I

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Speaker 1: want to ask the question. The simmer on your side

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Speaker 1: of the conversation. Want to come back. Can you share

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Speaker 1: an example when we come back for a break of

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Speaker 1: how you have successfully helped the company diversifies talent pipeline

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Speaker 1: while improving business performance. That's of question I'm gonna ask,

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Speaker 1: don't go nowhere. We want to break be back with

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Speaker 1: more money Making Conversations with my friend Brenda Johnson.

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Speaker 3: Please don't go anywhere. We'll be right back with more

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Speaker 3: money Making Conversations Masterclass. Welcome back to the money Making

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Speaker 3: Conversations Masterclass, hosted by Rashan McDonald. Money Making Conversations Masterclass

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Speaker 3: continues online at Moneymakingconversations dot com and follow money Making

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Speaker 3: Conversations Masterclass on Facebook, Twitter, and Instagram.

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Speaker 1: Welcome back to money Making Conversations Masterclass. I'm speaking with

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Speaker 1: Brenda Johnson. She's the CEO of Collaborative Training Company. Now, Brenda,

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Speaker 1: can you share an example of how you successfully help

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Speaker 1: a company diversify it it's talented pipeline where I improve

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Speaker 1: in business performance.

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Speaker 2: Absolutely, I'm so through that you asked me that. And

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Speaker 2: to preface my answer, when we get approached with the

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Speaker 2: companies like we want to diversit fire our talent pipeline. One,

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Speaker 2: let's unpack diversity if it's nursing as a second, Does

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Speaker 2: diversify mean more men? Right? What are we talking about?

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Speaker 2: Because I think when we hear diversity, everyone goes to

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Speaker 2: race and gender. They do, so I think we have

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Speaker 2: to be clear what we're talking about. But the example

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Speaker 2: that I love, I won't name the company. They had

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Speaker 2: like a really well high paying, well I think high

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Speaker 2: paying job. This is out of I won't even name where.

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Speaker 2: About a seventy seventy five thousand dollars job that you

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Speaker 2: could get without a degree, And it looked like administrative work.

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Speaker 2: You're going to support some executives, You're going to do

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Speaker 2: some travel planning, some calendar management, and they were willing

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Speaker 2: to remove the for your degree requirement when we get

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Speaker 2: that request. This is when we do do talent coaching.

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Speaker 2: So when I have a clear job description, I understand

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Speaker 2: the company's culture. We go out in the community, our

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Speaker 2: talent partners, our talent developers and say who has the

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Speaker 2: hard skills in your talent pool that look like this.

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Speaker 2: We screen them, we get to know them individually a

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Speaker 2: lot of people have tried to scale matching a person

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Speaker 2: to a job. If you've ever looked for a job.

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Speaker 2: It's not really scalable in that way because it's very

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Speaker 2: high touch. So we'll take a group of candidates, get

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Speaker 2: them in a cohort, and we're getting to know them.

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Speaker 2: Do they have soft skills? Will this person even have

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Speaker 2: what we call wrap around supports? Do you have a car?

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Speaker 2: But they say you're going to You're going to go

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Speaker 2: to this site and done Woodie and this side in

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Speaker 2: the cab and this site downtown. You got to make

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Speaker 2: sure they're stable transportation. Are their childcare issues? We can

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Speaker 2: have our companies having to solve a lot of that.

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Speaker 2: At this point, I think they could invest in that,

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Speaker 2: but at this point we're not. So that's when we

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Speaker 2: do do what we call talent coaching. Prep for the interview,

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Speaker 2: Let's look at your resume. Let's talk about the job

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Speaker 2: that you had at McDonald's and at Target and what

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Speaker 2: you did there, so we can translate those skills into

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Speaker 2: exactly what they want. So, if I'm gonna send a

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Speaker 2: group of candidates to be screened for a high volume,

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Speaker 2: recurring role, those talent I have to touch. I have

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Speaker 2: to see my team spends time with them. A really

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Speaker 2: interesting dynamic we see lately, it's this neuro diversity, meaning

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Speaker 2: we're now where autism is going to be in our

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Speaker 2: talent pool. How does that show up? Because everyone wants

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Speaker 2: to have an access to work, So this is when

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Speaker 2: you get to know, Oh, Okay, this person has autism.

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Speaker 2: That's why he's not looking me in the eye. Is

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Speaker 2: this something we can talk through with the company. We've

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Speaker 2: had a lot of success doing that. They feel really

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Speaker 2: rewarded to be able to open up a well paying

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Speaker 2: job for people that don't have a degree. But the

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Speaker 2: companies need to be able to see the results of

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Speaker 2: that and then have they retained how are they performing? Oh,

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Speaker 2: let's do it again. Let's do it again in the spring.

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Speaker 2: We're going to have this many openings, but it is

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Speaker 2: a lot of work and it requires a lot of partnerships.

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Speaker 1: Wow, that sounds great, but you said something in a

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Speaker 1: buzzword that really has had me all annoyed. With diversity, equity, inclusion,

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Speaker 1: and whatever we use, the word diversity is always tied

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Speaker 1: to race. Talk to us about you know, how you've

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Speaker 1: seen the shift in diversity echoin inclusion over the last

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Speaker 1: four years, I guess, And what do you see the

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Speaker 1: future moving forward for diversity in the workforce.

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Speaker 2: Correct. So I think that's all. I think there was

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Speaker 2: a milestone moment. But George Floyd, we had many companies,

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Speaker 2: many organizations moved to embrace the EI and actually put

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Speaker 2: money behind it, and that looked a lot of different ways.

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Speaker 2: Then we have the Scholist ruling come out and say

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Speaker 2: you really shouldn't be doing that. We might sue you

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Speaker 2: if you do that. So at the end of the day,

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Speaker 2: it has to be a business case that this company

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Speaker 2: needs talent. And historically, if that talent were white men

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Speaker 2: with a four year degree followed by white women with

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Speaker 2: the four year degree down the line, that company's not

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Speaker 2: going to be in business because the demographics of the

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Speaker 2: country has shifted and fewer people are opting to get

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Speaker 2: a for your degree anyway. So we talk about diversity,

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Speaker 2: I challenge people that think beyond race and gender because

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Speaker 2: now we have four or five generations in the workplace.

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Speaker 2: That's a whole different conversation about the way in which

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Speaker 2: we show up. We have the neuro diversity issue, the autism,

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Speaker 2: the aspergers, we have the LGBT status. We have accessibility

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Speaker 2: people that need enabling conditions to be able to work here.

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Speaker 2: So I think where we are now is you see

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Speaker 2: a departure of a group of companies who have said,

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Speaker 2: thank you, we don't want to do that anymore. And

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Speaker 2: you have another group of companies that are still very

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Speaker 2: dedicated to building the pipeline that they need from the

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Speaker 2: broader labor force and are asking people to help with that.

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Speaker 2: Where can I find the talent because these companies are

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Speaker 2: not necessarily connected into these communities. One of the reasons

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Speaker 2: that they're not with what's your recruiting strategy. I've had

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Speaker 2: companies say, oh, we only recruit from three schools in Illinois.

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Speaker 2: Tell me about that. Okay, so if you're in Atlanta,

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Speaker 2: tell me about your recruiting strategy. Tell me if you

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Speaker 2: have a different quote unquote HBCU recruiting strategy. Why is

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Speaker 2: it different. How much money is in this one? How

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Speaker 2: much money is in that one. So you can't come

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Speaker 2: and say I want to diversify, but you have this

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Speaker 2: separated recruiting strategy. And so if you start to peel

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Speaker 2: back the layers, this is the status quo of America.

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Speaker 2: But if you're saying I want to move forward and

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Speaker 2: be different, I really want to tap into a labor

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Speaker 2: pool that's going to meet my business needs. Why do

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Speaker 2: we have an HBCU program? Make that make sense to me?

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Speaker 2: Why is it there? Because it's been there, it's a legacy,

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Speaker 2: right or we just created it. Oh, but it's not

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Speaker 2: like it's not like our Jorgy tech and UGA program.

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Speaker 2: Why is it not like that?

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Speaker 3: Right?

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Speaker 2: So you have to ask questions because most of these

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Speaker 2: people inherited this from the job. They inherited this is

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Speaker 2: the way our company does thing, and often they don't

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Speaker 2: have the power influence a budget to make those changes.

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Speaker 1: Wow, you know you've hidden so many mad buttons with

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Speaker 1: me with that presentation, because it's true because I get

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Speaker 1: to do these you know, they have these minority supplier portals.

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Speaker 1: They want you to fill out the information. Nobody ever

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Speaker 1: calls you, Nobody ever contacted. I've never been I'll just

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Speaker 1: say nobody's ever contacted with Sean McDonald. And I get

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Speaker 1: frustrated because they're saying they're offering opportunities of diversity, but

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Speaker 1: how and the examples are so funneled down, so low.

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Speaker 1: But you know, the key is this country has changed

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Speaker 1: and it's not going to go backwards. It's going to

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Speaker 1: only go farther. It's only going to become more more,

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Speaker 1: I think, a better country. We just have to accept it.

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Speaker 1: But we also have to accept the fact that I

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Speaker 1: don't want nobody Brenda hired me because I'm black. I

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Speaker 1: want nobody out of my mouth.

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Speaker 2: The visit of doctor Martin Luther King was, could you

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Speaker 2: please see us for our talent, our character, who we

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Speaker 2: are inside we inherit a system that doesn't do that.

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Speaker 2: So now we're just saying we don't want to be

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Speaker 2: able to compete equally, like remove the roadblocks, remove the

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Speaker 2: bias from your system so we can compete equally. I've

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Speaker 2: just I've been frustrating in my own career with the

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Speaker 2: resistance for people to want to compete evenly. So we

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Speaker 2: don't want the job because we're black. And the companies

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Speaker 2: who do not abandon these initiatives are going to end

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Speaker 2: up more profitable because they're gonna have the best labor

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Speaker 2: force with the right skills doing the work. The one

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Speaker 2: who want to continue to practice status quo, well this

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Speaker 2: is who we hire. We hire only from these schools

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Speaker 2: and they have to look like this and speak that way,

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Speaker 2: probably going to be out of business because that's not

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Speaker 2: the the future of America. I think the chips will

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Speaker 2: followd their lot where they lie, and I think as

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Speaker 2: a country, we're great enough to start to surface. Let's

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Speaker 2: hire the people who can get the job done. Yes,

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Speaker 2: relationship matters, network matters. And I'm laughing at you with

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Speaker 2: Sean because you're like a supplier, diverse supplier of the year,

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Speaker 2: so some kind of way you made that work for you.

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Speaker 2: But I also know that you are well connected and

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Speaker 2: relationships matter, So we want to be able to get

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Speaker 2: this talent with mentors and coaches that can pull them

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Speaker 2: into these spaces so that they can compete equally.

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Speaker 1: Wow, you're fantastic, Brenda. Brenda, how can we get in

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Speaker 1: touch with you? You know what?

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Speaker 2: You can visit our website at EPC guy guide dot

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Speaker 2: com and I would think the best way to reach

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Speaker 2: us on social media is to visit our LinkedIn page,

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Speaker 2: which is merely the collaborative Training Company.

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Speaker 1: And you are amazing. Now, want to thank thank you, Brenda.

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Speaker 1: You know I got to bring you back because our

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Speaker 1: conversation became a different conversation the second half, and I

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Speaker 1: think that that's a really good thing because people need

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00:24:09,560 --> 00:24:12,560
Speaker 1: to hear how the industry is and there's a shot,

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00:24:12,760 --> 00:24:16,240
Speaker 1: but you can win being you and don't let nobody

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Speaker 1: under not the media, undermine your opportunities by making you

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00:24:20,040 --> 00:24:22,359
Speaker 1: feel like you only got a job because you are black,

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00:24:22,400 --> 00:24:24,280
Speaker 1: you only got a job because you're a woman, You

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00:24:24,359 --> 00:24:27,040
Speaker 1: only got a job because you are this type of person.

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Speaker 1: We have to recognize that our skill set matters. Our

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00:24:30,920 --> 00:24:34,159
Speaker 1: skill set allows us to compete. If you graduate from HBCU,

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00:24:34,400 --> 00:24:38,240
Speaker 1: it's no different than graduating from Penn State. Equally talented

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00:24:38,280 --> 00:24:41,159
Speaker 1: people qualified to do the job because we have the

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00:24:41,240 --> 00:24:43,720
Speaker 1: right skill set. Thank you for coming on Money Making Conversation.

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Speaker 1: I appreciate you.

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Speaker 2: Thanks for Sean.

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Speaker 1: This has been another edition of Money Making Conversation Master

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Speaker 1: Class hosted by Mayor Rashan McDonald. Thank you our guests

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Speaker 1: in the show today and thank you our listening audience.

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Speaker 3: Now.

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Speaker 1: If you want to listen to any episodes or want

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Speaker 1: to be a guest on the show, visit money Making Conversation.

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Speaker 1: Our social media handle is money Making Conversation. Join us

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00:25:03,920 --> 00:25:06,480
Speaker 1: next week and remember to always leave with your gifts.

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00:25:06,640 --> 00:25:09,280
Speaker 1: Keep winning. This has been another edition of Money Making

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Speaker 1: Conversation Masterclass hosted by me Rashaun McDonald. Thank you to

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00:25:13,320 --> 00:25:15,960
Speaker 1: our guests on the show today and thank you our

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00:25:16,000 --> 00:25:18,080
Speaker 1: listening to audience now. If you want to listen to

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00:25:18,119 --> 00:25:20,359
Speaker 1: any episode I want to be a guest on the show,

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00:25:20,680 --> 00:25:25,160
Speaker 1: visit Moneymakingconversations dot com. Our social media handle is money

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Speaker 1: Making Conversation. Join us next week and remember to always

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00:25:28,480 --> 00:25:30,359
Speaker 1: leave with your gifts. Keep winning.