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Speaker 1: My next guest received her undergraduate degree from the University

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Speaker 1: of Georgia, Go Dose, her Masters and Business administration from

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Speaker 1: Clark Atlantic University, and her PhD in Adult education from

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Speaker 1: the University of Georgia, Go Dog. She is a senior

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Speaker 1: vice president inhead of h R for the Atlanta Brace,

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Speaker 1: which she supports the Major League team. Is my link

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Speaker 1: the system, okay, battery battery park development in all areas

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Speaker 1: of people capital initiatives. Please welcome to my make conversation

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Speaker 1: for the very first time, my first human resources resources

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Speaker 1: expert doctor doctor. I put doctor in there thread cole

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Speaker 1: rolls because it it didn't have doctor nowhere, and went PhD.

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Speaker 1: She's a doctor. Let me, let me give you respect,

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Speaker 1: because that's that's a leaner. I stopped at the bachelor.

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Speaker 1: I stopped right there, A bachelor math, Science of mathematics,

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Speaker 1: Roshane was done. When you go NBA and pH d,

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Speaker 1: how do you do? How? What? What motivation leads you

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Speaker 1: to that next level of education? So that's a great question.

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Speaker 1: And I and I have people say this to me

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Speaker 1: all the time. I did not go back to get

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Speaker 1: my doctor to be called doctor Rhodes. I went back

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Speaker 1: to give me credibility. So when I was able to

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Speaker 1: walk into a room and have a conversation or walk

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Speaker 1: into a room and have a seat at the table,

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Speaker 1: that helped that. Because the one thing people can't take

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Speaker 1: away from you are two things. They can't take away

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Speaker 1: your experience and they can't take away your education. I

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Speaker 1: agree with that. I always tell people, you can't repoll

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Speaker 1: your degree. You cannot say page I'm getting long. We

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Speaker 1: are already see. I can't take good it's my quote.

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Speaker 1: I get that degree because they can't repoll once it

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Speaker 1: goes on that wall. That's yours exactly. And so so

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Speaker 1: education is important for you, I'm sure for your family.

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Speaker 1: Talk about how you have you have sons, I do,

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Speaker 1: I can talk about how that your educational influence has

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Speaker 1: shaped their lives. Oh that's a great question. And you know,

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Speaker 1: I have to tell the story about the fact that

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Speaker 1: my grandmother and my great aunt hath their degree. So

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Speaker 1: growing up as a little girl, my grandparents, my grandmother

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Speaker 1: had a degree and they were from Arkansas and a

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Speaker 1: small town in Arkansas. But my parents have their masters.

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Speaker 1: My dad is everything, but he's a b d. Everything

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Speaker 1: but a dissertation. And so it was instilled in us,

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Speaker 1: and by the way, they were all educators, so it

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Speaker 1: was instilled in us that education was something you had

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Speaker 1: to do in order for you to advance, in order

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Speaker 1: for you to take care of your family. And so

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Speaker 1: interestingly enough to me the challenge and not the challenge,

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Speaker 1: I think my son's had the opportunity to see me

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Speaker 1: through my educational pursuit. The great thing for me is

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Speaker 1: that they actually saw me get my doctorate, and so

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Speaker 1: out of everything else had happened, I think that that

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Speaker 1: helped them at least to view it and see it.

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Speaker 1: We can talk about it all the time, but to

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Speaker 1: really instill something and someone, they need to experience it.

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Speaker 1: We know. It's always great to hear that because I

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Speaker 1: always tell people about young people and people as they grow.

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Speaker 1: It's amazing what what young minds will will will register.

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Speaker 1: That's why are always sensitive to abuse relationships, because these

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Speaker 1: these young people are seeing things that you might say

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Speaker 1: at one or two years old, it's now it's registered.

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Speaker 1: It is registering for real, and so as they go,

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Speaker 1: oh that it can it can create an insecure kid,

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Speaker 1: a confident kid, a kid all these different ways that

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Speaker 1: you that you march and say your your your children.

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Speaker 1: Your son saw you that was a process, was defining

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Speaker 1: to them, that was an effort process, and that allows

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Speaker 1: them when you say you can do it, they go, okay,

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Speaker 1: mom did Yeah, And that's really important. And I wanted

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Speaker 1: to get that out because I was important as we

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Speaker 1: talked about what you're achieving as a as a professional.

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Speaker 1: So talk about your position at their Lanta break sure,

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Speaker 1: And I absolutely love it. It's so funny. I've been

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Speaker 1: doing human resources, I hate to say it, over twenty years,

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Speaker 1: and I've had before we get started exactly as human resources,

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Speaker 1: but exactly that's a great question. So I have this

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Speaker 1: conversation all the time. But I always view as a

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Speaker 1: human resources professional, your goal is to ensure the engagement

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Speaker 1: and the enhancement of staff. And so the reality is

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Speaker 1: that although we call it human resources, I always state

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Speaker 1: that it's people capital. So when you think about the

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Speaker 1: the balance sheet of any organization, the highest cost is

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Speaker 1: your staff. And so when you start thinking of it

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Speaker 1: that way and understanding engagement is critical, Motivation is critical

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Speaker 1: for you to get the best out of staff in yourself,

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Speaker 1: that's what we do now. There are other components, of

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Speaker 1: course that goes into that. So I just gave you

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Speaker 1: a really broad view of is and it all comes

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Speaker 1: down to talent acquisition, making sure that you bring in

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Speaker 1: the right talent for the right roles, making sure once

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Speaker 1: they're there. That's the talent management part of that, where

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Speaker 1: you are really enhancing their experience. You are promoting them

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Speaker 1: through the organization. You're teaching them, They're going through learning

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Speaker 1: and development so that they cannot only grow themselves personally, professionally,

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Speaker 1: but also for the organ zation and so that that

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Speaker 1: component is very critical too. And then all the other

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Speaker 1: aspects that are so important for people. So when you

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Speaker 1: think about what's happening in the world of benefits, in

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Speaker 1: the world of money matters for a one K pension,

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Speaker 1: things of that nature, that's part of what we do

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Speaker 1: to we create tools and we create systems for people

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Speaker 1: to be able to thrive in an organization as opposed

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Speaker 1: to just survive. Let's talk about this for a minute.

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Speaker 1: I'll talk about the whole process of educating an employee. Yeah,

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Speaker 1: I'm an employer of an employee. I have a certain

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Speaker 1: desire of expectation, I should say, and so how do I, Okay,

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Speaker 1: I hire somebody, Um, how do you enhance their value,

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Speaker 1: because that's the whole purpose of you hire somebody, not

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Speaker 1: to be the person that you hire, but to increase

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Speaker 1: value so they can be an asset for your company.

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Speaker 1: And a lot of times what you think about you're

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Speaker 1: doing is that you are hired people for their potential.

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Speaker 1: So when you think about hiring people for their potential,

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Speaker 1: you're looking at a piece of paper and you're discerning

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Speaker 1: discerning their resume. But beyond that, it is first teaching

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Speaker 1: them about the organization, have them go through a level

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Speaker 1: of new higher orientation. It gives them an understanding of

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Speaker 1: a culture. And then from there in their specific role,

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Speaker 1: you're either growing them, enhancing them, are you're building them.

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Speaker 1: And so there's a whole lot of ways you need

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Speaker 1: to think about it. And so when I think about

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Speaker 1: strategy around learning and development and is taking an individual

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Speaker 1: understanding what their raw skill is and then putting them

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Speaker 1: and putting them in situations where they get You can

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Speaker 1: get classroom learning, but for me, experiential learning is just

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Speaker 1: as critical because going through an experience allows you to

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Speaker 1: understand it. And I'll give you an example. If you

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Speaker 1: were to come to me and talk about I want

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Speaker 1: to to emerge our acquisition, and I hadn't done one,

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Speaker 1: I wouldn't be any to you. But the fact that

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Speaker 1: I've had the experience of doing mergers and acquisitions, I've

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Speaker 1: had experienced that divestitures. You have to give people experiences

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Speaker 1: to allow them to build their tools. Their tool kid

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Speaker 1: allow them to grow. And it may not be about

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Speaker 1: growing in your organization, but growing as an individual and

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Speaker 1: where they then can go anywhere they need to to.

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Speaker 1: You know too, I'm thrive within their own personal and

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Speaker 1: professional career because of social media. Yes, it is giving

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Speaker 1: um I wouldn't just employees an opportunity to divorce how

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Speaker 1: they feel at certain job experiences. What are your thoughts

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Speaker 1: on that? And how can a company that there's being

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Speaker 1: written up like that or exposed like that in social media,

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Speaker 1: how can they protect themselves? Well, I think that's a

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Speaker 1: great question. I think the one thing you have to

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Speaker 1: be thoughtful around. And I say this all the time,

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Speaker 1: I always want an individual to bring their whole self

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Speaker 1: to work. Right. The moment that you can't do that,

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Speaker 1: the moment you're hiding parts of you, you also are

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Speaker 1: not being able to grow and thrive an organization. And

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Speaker 1: I think there are two things I think the organization

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Speaker 1: needs to be very clear about their expectations and their

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Speaker 1: culture and don't change it and don't change them as

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Speaker 1: a results of individuals coming in. If the culture is

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Speaker 1: set in a certain way, you don't change your culture

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Speaker 1: for someone else that's changing your standard. But I think

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Speaker 1: that employees and individuals that are looking for roles you

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Speaker 1: need to make sure that your alignment of your values

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Speaker 1: aligns with that culture because the moment you go in,

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Speaker 1: you actually are going outside of your anatomy. You're working

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Speaker 1: in such a way that isn't productive for you or

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Speaker 1: the organization. Absolutely so so so when when an employee,

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Speaker 1: because back in the day before social media, you just

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Speaker 1: just grown on an employee just walked away and we're

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Speaker 1: just just grown. I might tell you friends and go

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Speaker 1: awave at your finger, at your Yeah, I'm gonna tell

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Speaker 1: people you're harble place to work. Now you can go

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Speaker 1: on social media. You have these little boards glass door.

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Speaker 1: I know them, trust me, I know them, and it

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Speaker 1: speaks to your brand and people make a decision about

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Speaker 1: your brand. So this is what I right. I know

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Speaker 1: them well. Um, one of the things that I say

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Speaker 1: to you, a great example, say nor strooms, nor Stroms

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Speaker 1: always wants somebody to come in and buy their product.

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Speaker 1: So if you are someone that gets the opportunity to

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Speaker 1: work for nor Stroom's one of the things that they

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Speaker 1: have to think about. If this experience wasn't good for

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Speaker 1: you as an employee, what are you going to say?

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Speaker 1: And are you going to come back in and buy

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Speaker 1: products from north Stroom. So organizations have to think beyond

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Speaker 1: just the experience of that person being employee. You have

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Speaker 1: to think of that experience as a person being a

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Speaker 1: consumer and you want them to continue to consume, right,

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Speaker 1: regardless of it's the relationship, And that's what I call

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Speaker 1: it when you work with When you are in a

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Speaker 1: working relationship, what happens is that you still have to

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Speaker 1: figure out how do you sever that well so that

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Speaker 1: you still have the ability to have that person as

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Speaker 1: a consumer and then would still talk good about your brand.

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Speaker 1: So my thing is is that you treat people well

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Speaker 1: when they come in and you treat them well when

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Speaker 1: they leave. That is how I treat people. That is

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Speaker 1: my rule. Also, I think in the process of what

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Speaker 1: I heard you said, Rashan, if you hire somebody for

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Speaker 1: one thing, I just don't just just just have them

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Speaker 1: do something else without talking to them about the transition,

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Speaker 1: because that's where the confusion really happens, because people have

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Speaker 1: financial expectations too well. Does this new opportunity to pay

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Speaker 1: so so now that before they say, stayed at home

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Speaker 1: and start debating financial issues, or how do I confront

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Speaker 1: this situation I'm not comfortable. It's important now to be

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Speaker 1: able to From an HR perspective, they have an open door, right,

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Speaker 1: that is right, and you set expectations and people I

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Speaker 1: have probably had very tough not probably, I've had tough

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Speaker 1: conversations with any individuals having to trans transition them out

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Speaker 1: of organizations. If you petn't if you treat people with respect,

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Speaker 1: they will come back to you and feel good about

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Speaker 1: what that conversation was because a lot of times you

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Speaker 1: need to get somebody out of their situation because they're

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Speaker 1: not comfortable in the first place. That is so true,

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Speaker 1: and I believe that I'm going to my interview today

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Speaker 1: my first HR person everybody has in the business that

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Speaker 1: understood something I've been terrified by. HR person should not

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Speaker 1: be we are your friend. HR is your friend. I

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Speaker 1: just have to go on the record and say that

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Speaker 1: I love it. She's the senior vice president over the

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Speaker 1: Atlanta Brads. We're gonna talk about this because they have

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Speaker 1: HBC United and things like that, which I love. She's

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Speaker 1: here a doctor the rhetoric Cole road more on money

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Speaker 1: Making Conversations. Hi. This This is Rashan mcgonne, and you're

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Speaker 1: listening to Money Making Conversation. I'm your host. My guests

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Speaker 1: sitting next to me is a received an undergraduate degree

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Speaker 1: from the University of Georgia, her Masses and Business Administration

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Speaker 1: NBA from Clark Atlantic University, and a PhD because she's

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Speaker 1: a doctor an adult education from the University of Georgia.

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Speaker 1: She's currently the senior vice president of h R for

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Speaker 1: the Atlanta Braves, which supports the Major League team, might

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Speaker 1: lead Battery Park Properties, people capital initiatives. Please welcome back

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Speaker 1: to the show Money Making Conversation. My dear friend, doctor

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Speaker 1: Gretta Cole wrote, Hello, So glad to be here. Great,

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Speaker 1: let's talk about I'm from Houston, Texas. I started my

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Speaker 1: first business in Houston, Texas, and so I'm stupid because

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Speaker 1: you know, you know, because you because I didn't have

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Speaker 1: no HR support, I just started hiring people. I wouldn't

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Speaker 1: even I wouldn't even feel in that job application. Okay,

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Speaker 1: just you won't be hired. And then later long people go,

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Speaker 1: heyy dude, you gotta have a folder on everybody, right, Okay,

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Speaker 1: you have to actually have a a man your book

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Speaker 1: you talk about I was just stupid and I was

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Speaker 1: out there making money. So so, but the same part

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Speaker 1: about it. I'm not alone as a club field with

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Speaker 1: Rashan McDonald's out there. Just hey, may I want to

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Speaker 1: make money? You want the word from me? You are

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Speaker 1: from ten dollars now, fifteen dollars, twenty dollars now, and

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Speaker 1: we go, we'll sign up for paychecks, uh or anyone

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Speaker 1: whose first I found. I signed up with Paycheck right,

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Speaker 1: one of those little firms. At first, I was just

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Speaker 1: writing checks and they told me I had to take

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Speaker 1: Vica BIKEA came into my life. The health be if

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Speaker 1: it came into my life. So I'm a confused soul. Smart, Okay.

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Speaker 1: I got a degree in mathematics work for IBM, so

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Speaker 1: it's not like I just stumble out of ignorance. People,

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Speaker 1: I gotta it. Can't take about my degree, like we

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Speaker 1: alway talked about, my degree cannot be taken away from me.

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Speaker 1: My experience cannot be taken away from why do people

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Speaker 1: like me exist? Oh? Well, you're amazing and what you do.

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Speaker 1: So what I would say is that what you have

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Speaker 1: to do is find somebody that can align with you

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Speaker 1: on the things that you want to do in your business. So,

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Speaker 1: and it's so funny, So we talked about and people

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Speaker 1: always you know, view HR is the grim reaper and

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Speaker 1: all of these other things. But I will tell you,

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Speaker 1: if you have a great HR partnership with your HR professionals,

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Speaker 1: they will help you in so many ways. Now, I

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Speaker 1: tell I have told individuals that I've worked with before,

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Speaker 1: I can help you on the back end or the

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Speaker 1: front end. So I'm rate a litigation and helping us

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Speaker 1: to that, but I'd rather us be proactive and do

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Speaker 1: the right things. So, like you just mentioned, understanding federal

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Speaker 1: and state laws in terms of how you hire people

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Speaker 1: in and it's great. People always talk about, well, I'm

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Speaker 1: a right to state work. I can I can fire

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Speaker 1: anybody if you want to, you know what. Okay, So

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Speaker 1: the reality is this, you still have have you if

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Speaker 1: you have not put the proper rules and regulations in place,

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Speaker 1: and you still are not following federal and state regulations,

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Speaker 1: you still can't be sued and still be liable. So

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Speaker 1: it's all about making sure and this is what I say,

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Speaker 1: outside of federal and state regulations, just treat people fairly

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Speaker 1: and right and you never have to worry about that.

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Speaker 1: And so you really do need to have standards, guidelines, rules, regulations.

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Speaker 1: I will tell you that my employment attorneys have been

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Speaker 1: my friends over the years and it hasn't been for

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Speaker 1: me to get someone say gotcha. It has truly been

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Speaker 1: around what are the things that we need to make

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Speaker 1: sure that we not only protect organization, so we protect

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Speaker 1: our employees as well, because there are things that happened

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Speaker 1: where you need to let somebody go they're not performing

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Speaker 1: in their job. But if you haven't had that conversation,

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Speaker 1: you have set yourself up where you, as the employer,

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Speaker 1: are going to be the one that's held lots. So

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Speaker 1: evaluations where the thirties sixty n evaluation are very important

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Speaker 1: in the process of are rewarding an employee or letting

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Speaker 1: an employee? You go right, and the whole idea around

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Speaker 1: UM feedback, having one on one conversations, making sure everything

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Speaker 1: is very clear and concise with individuals and as long

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Speaker 1: as you do that. I have had individuals that said

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Speaker 1: to me when it came down to the fact that

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Speaker 1: they had to be let go or they had to

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Speaker 1: be terminating, And I've said to you, I didn't terminate you.

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Speaker 1: You terminated yourself. I'm just giving you the message. I've

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Speaker 1: had people that have come back to me, and so

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Speaker 1: that was the best thing that happened to me because

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Speaker 1: I wasn't I was very uncomfortable in that position, that

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Speaker 1: wasn't the right job for me, or I sold myself

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Speaker 1: to too high and I wasn't capable of doing this.

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Speaker 1: And so what I think needs to happen in the

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Speaker 1: very front part of it is that when you hire

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Speaker 1: the right people, you ask the right questions. Interviews are critical, um,

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Speaker 1: you know, having them understand on job interviews so they

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Speaker 1: can see what the job really looks like and making

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Speaker 1: sure that that individual is truly skilled. Background Checks are

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Speaker 1: very critical. I mean, there was there's conversations about the

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Speaker 1: fact that we need to be much more diligent around

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Speaker 1: how we do background checks because you can find out

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Speaker 1: information if this again goes back to this person does

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Speaker 1: not fit in our culture, in our organization, or they

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Speaker 1: don't have the credentials to work in our organization. You

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Speaker 1: make that decision front on as opposed to have you

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Speaker 1: because the background check is important because people can go

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Speaker 1: online and search that person that you hire, turn around

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Speaker 1: post that person now associate with your brand. Now you

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Speaker 1: got damage control. That is correct. That is correct, So

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Speaker 1: you want so. I always talk about the fact that

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Speaker 1: if you work very closely with your HR professionals, they

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Speaker 1: help you be proactive. Now. I know how to do

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Speaker 1: the reactive part too, so if I have to come

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Speaker 1: in and help on that side, I can do that well.

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Speaker 1: But I always try to make sure that we're doing

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Speaker 1: things proactively and working that matter because it makes it

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Speaker 1: so much easier further down the road and the organization

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Speaker 1: and for you as a leader, it's really important that. Um,

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Speaker 1: this is my thing. I totally agree. I always tell

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Speaker 1: people about anybody I've ever terminated or anybody you considering

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Speaker 1: to terminate, they're just waiting for you to do your job.

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Speaker 1: That's a statement. I say. So we two for two.

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Speaker 1: Now so on the degree. Now on how you should

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Speaker 1: administer or your work responsibilities with your employees by acknowledging

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Speaker 1: whether they should be are the right person for that

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Speaker 1: hiring that hired position. So now we're moving forward to you. Okay,

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Speaker 1: you over the Braves based later Brade Battery Park. If

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Speaker 1: you listen to National Battery Park, San Trust Park probably

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Speaker 1: is gonna They just aligned and they're just merged, so

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Speaker 1: that name may be changing, but right now it is

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Speaker 1: Trust Battery Park at the home of the new home

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Speaker 1: of the Atlanta Braves. How long have you been involved

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Speaker 1: with the Atlanta Braves baseball? So that's a great question.

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Speaker 1: So I got higher January twenty two, So this is

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Speaker 1: my first seasons. Yeah, first season, January two was my

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Speaker 1: higher day. Now if we talk about how long have

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Speaker 1: I been involved with the Atlanta Braves. So my sons

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Speaker 1: both played baseball from five until they were um seniors

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Speaker 1: in high school. I graduated from high school and so

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Speaker 1: we did baseball. We did um birthday parties of the Braves.

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Speaker 1: We did so both of them absolutely love the Braves.

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Speaker 1: And it's so funny because now I'm a cool mom,

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Speaker 1: because before that I really wasn't. So now they call me,

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Speaker 1: talk to me, they want to meet me over at Yeah,

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Speaker 1: let's go to the ballpark on it and stuff and so,

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Speaker 1: and I will say to you Baseball has been such

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Speaker 1: an intricate part of just my life. I mean, I

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Speaker 1: watched baseball with my grandfather. I grew up in Kansas City,

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Speaker 1: so very familiar with the whole entire Negro League and

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Speaker 1: what that means, not only to the community, and how

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Speaker 1: baseball impacted both my life and people that were behind

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Speaker 1: me and before me. So it's been a really cool jobs,

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Speaker 1: like a dream job. It does, it does, and that's

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Speaker 1: really cool. Now it's really interesting when I watch your

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Speaker 1: education because you know, Georgia than HBCU than Georgia. Let's

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Speaker 1: let's talk about that journey because I feel that it's

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Speaker 1: important we talk about that because HBCUs don't get the

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Speaker 1: credit oftentimes as an education opportunity, of valid education opportunities.

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Speaker 1: You know, a lot of you know, Howard is like

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Speaker 1: our Harvard that you know, everybody talks about Howard, But

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Speaker 1: let's a spellman also talks about spell But those those

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Speaker 1: who two to really get that, those to you your

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Speaker 1: home running have a great alumni uh partnership. They passed students.

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Speaker 1: So talk about your experience of Georgia, HBCU Georgia. I

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Speaker 1: love tell a story because my parents both graduated from

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Speaker 1: UM Arkansas the universe of Arkansas pop. So they both

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Speaker 1: went to U A p B. And when I was

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Speaker 1: getting ready to go to college, they were like, you

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Speaker 1: need you can get into U A p B. And

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Speaker 1: I was like, no, I am running as far as

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Speaker 1: I can from an h B C U. I'm not

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Speaker 1: doing that. So I did my undergraduate experience at the

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Speaker 1: University of Georgia. Very rich experience, very amazing experience. But

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Speaker 1: there was one thing I was missing. It was the

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Speaker 1: community that I know my parents had. Yeah, that I

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Speaker 1: and my grandmother they were telling because my grandmother went

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Speaker 1: to U A p B two. But all right, I

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Speaker 1: was like, oh, I know this, I'm going to Georgia.

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Speaker 1: The moment that I had the opportunity and knew that

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Speaker 1: I was going to go back and get my m

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Speaker 1: b A, I knew I was going to an HBCU.

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Speaker 1: And so the experience that I got from and again

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Speaker 1: not taking anyway from a majority school, the experience I

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Speaker 1: got at U A p B was absolutely amazing. Those

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Speaker 1: people that I graduated with, it was sixty two of us.

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Speaker 1: All of them were in my wedding. Two of them

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Speaker 1: for them are very close friends of mine. We have

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Speaker 1: forged relationships. And the other thing that I would say

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Speaker 1: to you, my whole thought process around perseverance came from

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Speaker 1: going to tow An HBCU and just the community that

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Speaker 1: I built there. I can talk about Dr Kimbro, I

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Speaker 1: can talk about Dr Davis like I can call these

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Speaker 1: gentlemen still up to this day. And when I got

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Speaker 1: ready to go back to get my doctorate, I did

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Speaker 1: and they gave me a recommendation without a question, which

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Speaker 1: is about relationship. That is exactly right. But a lot

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Speaker 1: of people don't understand of value because I always tell

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Speaker 1: people you can't stand by yourself and you can't climb

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Speaker 1: by yourself. Relationship help you each step of the way,

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Speaker 1: and when you fall back, they can be there with

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Speaker 1: open arms to support your your sudden come to motivate

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Speaker 1: you to get back up. So, with that being said,

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Speaker 1: what do you do on a daily basis? Got like

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Speaker 1: a minute and a half left. We've been talking up

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Speaker 1: a storm. What do you do over there with the

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Speaker 1: Atlanta Braves, I've rattled off a lot of a lot

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Speaker 1: of affiliate relationships over there. What do you do but

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Speaker 1: do day in the life of your doctor? So it

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Speaker 1: changes every day because I will tell you, dealing with

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Speaker 1: the human element changes every single time. And so the

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Speaker 1: one thing that I have the opportunity to do is

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Speaker 1: because it's an amazing brand. And the fact is is

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Speaker 1: that my I feel like my role is just to

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Speaker 1: enhance what was already there. And so that's what I

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Speaker 1: think about doing every single day. What can we do

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Speaker 1: more to teach and and to train and develop our staff? Well,

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Speaker 1: you know the thing about it, I will tell you,

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Speaker 1: and this is anybody who's uh, who's employee, anybody who's

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Speaker 1: looking to open a small business, HR has to be

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Speaker 1: the front of your conversation has to be at the

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Speaker 1: front of your conversation right after finances. HR better be

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Speaker 1: right there because that will because you have to look

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Speaker 1: at employees as capital. And if you don't look at

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Speaker 1: them as money making capital, then guess what you already failed.

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Speaker 1: And what you're trying to do is project success in

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Speaker 1: your story. And you have to treat them like if

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Speaker 1: you would treat families. They have issues, You have issues

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Speaker 1: learned emerged too, so you can have a positive relationship

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Speaker 1: that was pretty good. I'm good at this. You didn't

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Speaker 1: need me to come in and yes, no, no, no, no, no,

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Speaker 1: you're coming back to a lot to talk about it.

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Speaker 1: That got ten second left, he showing at the countdown.

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Speaker 1: Thank you for coming on my show. You're amazing, because

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Speaker 1: we gotta okay, we got the anniversary coming up in January.

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Speaker 1: We're gonna have you back before. Thank you, thank you,