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Speaker 1: What girls in the forest, our imagination and our family bonds.

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Speaker 1: The forest is closer than you think. Find a forest

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Speaker 1: you by the United States for Service and the AD Council.

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Speaker 1: When I was eighteen years old, a nun at my

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Speaker 1: high school was brutally murdered. Getting to the Truth has

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Speaker 1: opened to Pandora's Box of secrets, exposing abuse of power

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Speaker 1: and a world of lies at one Miami monastery. I mean,

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Speaker 1: the worm will stab my need plus times. There's got

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Speaker 1: to be something else going on here. Listen to Sacred

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Speaker 1: Scandal on the I Heart Radio app, Apple Podcasts, or

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Speaker 1: wherever you get your podcasts. Hello, and welcome to our show.

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Speaker 1: I'm Zoi de Chanelle, and I'm so excited to be

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Speaker 1: joined by my friends and cast mates Hannah Simone and

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Speaker 1: Lamar and Morris to recap our hit television series New Girl.

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Speaker 1: Join us every Monday on the Welcome to Our Show podcast,

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Speaker 1: where we'll share behind the scene stories of your favorite

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Speaker 1: New Girl episodes. Each week, we answer all your burnie

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Speaker 1: questions like is there really a bear in every episode

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Speaker 1: of New Girl? Plus you'll hear hilarious stories like this

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Speaker 1: that was one of your things. Yeah, professional basketball players. Yeah, yeah, guys.

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Speaker 1: We can't wait to share our new girl journey with you.

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Speaker 1: Listen to the Welcome to Our Show podcast starting on

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Speaker 1: January on the I Heart Radio app, Apple Podcast or

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Speaker 1: wherever you get your podcasts. Welcome to Money Making Conversations.

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Speaker 1: It's the show that she has the secrets of success

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Speaker 1: experience firsthand by marketing a Brandon expert Rashan McDonald. I

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Speaker 1: will know he's given me advice to many occasions and

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Speaker 1: occasion didn't notice I'm not broke. You know. He'll be

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Speaker 1: interview with celebrity CEO, entrepreneurs and industry decision maker. It's

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Speaker 1: what he likes to do, it's what he likes to share.

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Speaker 1: Now it's time to hear from man Ra Sean McDonald

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Speaker 1: money making Conversations. Here we come. Welcome to Money Making Conversation.

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Speaker 1: I am your host with Sean McDonald. Like I said

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Speaker 1: every episode, it's time to stop reading other people's success

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Speaker 1: stories and start writing your own. And when you talk

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Speaker 1: about your passions, you talk about your gifts. Lead with

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Speaker 1: your gifts and don't let your age, friends, family, or

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Speaker 1: co workers stop you from planning or living your dreams.

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Speaker 1: My interviews on money making conversation with celebrities, CEO, entrepreneurs

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Speaker 1: and people I like to call industry decision makers. My

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Speaker 1: next guest is Reggie Butler. Reggie is the founder and

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Speaker 1: CEO or Performance Paradigm LLC and Executive Education Human Capital Consultancy.

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Speaker 1: His areas of expertise included high performing, high performing team development,

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Speaker 1: organizational change management, diversity and inclusion, which is really important

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Speaker 1: in these days since has become the forefront of all

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Speaker 1: major corporations. Tone of employment and understanding, their color and

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Speaker 1: the way people speak should not be a different at

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Speaker 1: your hitor. It should be treated as equal. Training, development,

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Speaker 1: workforce retention strategies, emotional intelligence, and executive coaching. Reggie believes

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Speaker 1: the human connection and understanding that the cornerstone of changing

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Speaker 1: life and behavior. Wheggie works in collaboration with executive leadership

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Speaker 1: teams to develop and execute strategies to change organizational culture,

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Speaker 1: build leadership bench strength, and increase human capital effectiveness. Please

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Speaker 1: work with the money Making Conversations by Man Reggie Butler.

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Speaker 1: He on Reggie, I'm doing well man, and good to

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Speaker 1: be with you today. You're doing some important work and

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Speaker 1: you gotta keep doing what you're doing. We need you

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Speaker 1: in this space to not stop or back down. Well,

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Speaker 1: I can't back down. And if I bring individuals on

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Speaker 1: the on the show like you, Reggie, so you can

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Speaker 1: support what I'm trying to do it because you know, uh,

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Speaker 1: you're not both are living a long life and uh

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Speaker 1: and we will live even longer life. But somewhere along

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Speaker 1: the line, as as people are put qualifiers, if you

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Speaker 1: haven't done certain things at a certain age, then you

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Speaker 1: stuffing and and and And that's where I wanted to

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Speaker 1: talk about initially with you, because that's the whole part

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Speaker 1: about pushing beyond what you're capable of because people can

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Speaker 1: limit it, so and you you reach your limit, talk

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Speaker 1: to us about that. Yeah, So, first of all, I

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Speaker 1: just have this really strong belief that another person's perception

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Speaker 1: of me shouldn't define where I go. And you got

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Speaker 1: to think about what that actually looks like. In some spaces,

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Speaker 1: there are people who wind up in careers or in positions,

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Speaker 1: only to find out later in their careers that's not

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Speaker 1: what they wanted to do, where they wanted to go,

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Speaker 1: where they wanted to be, how they wanted to do it.

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Speaker 1: Because they were listening to somebody else's narrative that was

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Speaker 1: based on someone else's perception of their value or their worth.

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Speaker 1: So I spend time in this space um trying to

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Speaker 1: get to people to understand and see things they can't

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Speaker 1: see for themselves, so they not only can explore, but

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Speaker 1: reach whatever next is for them by choice. You talk

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Speaker 1: about the path of resistance, sometimes we live out through

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Speaker 1: the past of Lee's resistance. Reggie, Okay. And that means that,

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Speaker 1: like you said earlier, were relationship we go deep like that.

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Speaker 1: There are people in relationship they should be getting out of,

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Speaker 1: and there are people who are a job they should

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Speaker 1: be walking away from, but they stay there out of fear.

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Speaker 1: They stayed out there because they don't want to hear

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Speaker 1: somebody complaining, and stay there because they don't want to

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Speaker 1: hear somebody tell them that they question their decision making.

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Speaker 1: How in your coaching do you push people past that?

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Speaker 1: Because you're like, you're like a a new modern day therapists.

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Speaker 1: You know, you're not putting us on the couch. Yeah,

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Speaker 1: so you know we're shan So first of all, I

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Speaker 1: gotta get people to be honest with themselves, and I

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Speaker 1: take people through you know, a framework they help them

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Speaker 1: understand what their truth is about how they're seeing the world,

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Speaker 1: what the truth of somebody else is, like managing their perspectives.

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Speaker 1: And then the highest order I try to get people

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Speaker 1: to is accepting what they need to accept in order

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Speaker 1: to move forward and make a difference. So if I

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Speaker 1: do that, if I look at that, there is some

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Speaker 1: people that haven't accepted what they need to accept about themselves.

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Speaker 1: And one of the big things that people don't accept

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Speaker 1: is that they are much better than anybody else says

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Speaker 1: they are. Because we let people define who we are

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Speaker 1: and what our want. And I've put people into situations

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Speaker 1: that say, let me show you not only what your

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Speaker 1: worth is, but you be able to articulate that value.

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Speaker 1: Not somebody else do that for you. And once a

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Speaker 1: person starts to accept that, they also start to see

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Speaker 1: those things that they know they have to move past.

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Speaker 1: And that's that thing you're talking about about resistance. Resistance

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Speaker 1: comes at you when you are solid and your confidence

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Speaker 1: has no competition. You know that you're confident in yourself

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Speaker 1: and your abilities. Resistance goes around you go right through it.

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Speaker 1: You've got to get people to see that. You get

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Speaker 1: people to see that it's that it's that. It's that

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Speaker 1: It's like, that's why a ship has a point. You know,

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Speaker 1: when it goes through the water, you know, it cuts

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Speaker 1: through the resistance. That's what you're talking about, you know,

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Speaker 1: and as it cuts to the resistance, it gets to

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Speaker 1: that's it's a lot faster now you've had over tears

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Speaker 1: was in the bio, but I'm sure it's more years

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Speaker 1: of experience and delivering this transformative Like I told you,

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Speaker 1: I've been doing this so as eighteen. When you really

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Speaker 1: look at it, who you are, you don't really be

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Speaker 1: defined by the moment you defined out how you were

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Speaker 1: raised and who put these I'd say, these seeds in you?

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Speaker 1: Who's put these seeds in you? Let's let's take a

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Speaker 1: journey back a little bit, Reggie, who put these seeds

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Speaker 1: in you? Yeah? So if I look at I'm gonna

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Speaker 1: start back. So I started off as a classicate training musician,

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Speaker 1: so classical training pianists, and for years, um I thought

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Speaker 1: that that was my path. And my father, who was military,

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Speaker 1: I was raised military. I've never served, but I was

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Speaker 1: raised military and the discipline that he instilled in me

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Speaker 1: about how to be successful through discipline and doing what's

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Speaker 1: necessary do what you have to do so you can

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Speaker 1: do what you want to do, and instilled that in

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Speaker 1: me once I had made the decision, with his help

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Speaker 1: and the help of some other colleagues, that a classically

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Speaker 1: trained pianist in this body. At that time in my life,

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Speaker 1: there was a high probability I was not going to

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Speaker 1: be as successful as I wanted to be because of

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Speaker 1: the constructs of race around who I was. But my

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Speaker 1: father looked at me and he says, but that doesn't

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Speaker 1: mean you still can't be a musician like oh and

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Speaker 1: my mom, wonderful woman that she is. They created what

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Speaker 1: I'm going to call some of the things you do.

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Speaker 1: They decided to manage my life at a young age

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Speaker 1: of fifteen. So a band. Here, I am having a

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Speaker 1: band and work and use that bed, played every weekend

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Speaker 1: eleven pm to two am, just doing all the things.

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Speaker 1: But what it taught me was the organizational skills and

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Speaker 1: the discipline of creating a team. Because you know this

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Speaker 1: about music. Music is from my heart and from my soul,

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Speaker 1: but it is the foundation of everything we do. Because

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Speaker 1: that band would not be the band it is and

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Speaker 1: was the music the music we created would not have

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Speaker 1: landed the way it was supposed to. If we didn't

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Speaker 1: have structure, I was leading that band. So from that

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Speaker 1: it took me all throughout my life. I used those

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Speaker 1: tenants of what it means to create a high performing team,

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Speaker 1: what it means to lead a team, what it means

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Speaker 1: to deal with dysfunction, what it means to deal with

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Speaker 1: change when change change comes up. And I've taken that

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Speaker 1: all the way throughout my professional life. Wound up being

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Speaker 1: so interesting. I wound up was a was a choir

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Speaker 1: director at a church and one of my one of

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Speaker 1: my choir members, said, you realize you have a gift

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Speaker 1: for speaking, Um, you should come, you know, not out

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Speaker 1: of the church, but you should come, you know, speaking

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Speaker 1: in corporate America. I fought. I resisted that forever. The

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Speaker 1: school teacher, a school teacher I had that means I

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Speaker 1: had twelve months of pay and three months off. I

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Speaker 1: was like, I'm not messing up this formula. And then realized,

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Speaker 1: you know, after I substitute substituted as an instructor as

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Speaker 1: a trainer UM for this boutique firm in Cincinnati, Ohio

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Speaker 1: called Globally Management and Selfing at the time, I'll never

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Speaker 1: forget it. I I gotta check for that day of

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Speaker 1: training that I did. I got it like three or

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Speaker 1: four weeks later. I looked at it, I gave it back.

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Speaker 1: I was like, that's way too much money. That wasn't

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Speaker 1: for me. It's like now, teacher, only to realize that

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Speaker 1: what she was trying to introduce me to, which is

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Speaker 1: what everyone has in their life they have, was called insight.

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Speaker 1: Humans people that continue to give you insights for things

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Speaker 1: you can't see for yourself. I wind up transitioning from

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Speaker 1: being a school teacher into the corporate space and doing

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Speaker 1: training and development, and at that firm at that time,

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Speaker 1: I had sent it throughout that firm with some great

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Speaker 1: mentors Vincent Brown, Janet Reid, Sam Lynch, John People. All

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Speaker 1: the people that were back at that firm at that

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Speaker 1: time trained me, mentored me, helped me develop the skill

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Speaker 1: that I have now now that I use in my

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Speaker 1: own human capital consultancy. So a lot of people along

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Speaker 1: the way shaped me. And I tell this to people

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Speaker 1: all the time, never forget who shaped you. You didn't

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Speaker 1: get where you are by yourself, and now you owe

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Speaker 1: It's finally here the season of celebration, and no matter

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Speaker 1: how you celebrate with family and friends. Whether you're preparing

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Speaker 1: for Reis magos or Karamu lighting the Manura, are going

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Speaker 1: to midnight mass, Coals has just what you need to

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Speaker 1: make those traditions special. Plus you'll find gifts for all

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Speaker 1: your loved ones. Send warm wishes with cozy fleeces, sweaters, loungeware,

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Speaker 1: blankets and throws. Support minority owned or founded brands by

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Speaker 1: giving gifts from human Nation and shame moisture, or treat

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Speaker 1: them to everyone's favorite active war from top brands like Nike,

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Speaker 1: Adidas and under Armour. And in the spirit of giving,

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Speaker 1: Coals Cares is donating eight million dollars to local nonprofits

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Speaker 1: No matter how you celebrate, when you shop at Coals,

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Speaker 1: all your heart with great gifts from Coals or Coals

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Speaker 1: dot Com. What grows in the forest trees, sure, No

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Speaker 1: what else girls in the forest? Our imagination, our sense

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Speaker 1: of wonder, and our family bonds grow too, because when

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Speaker 1: we disconnect from this and connect with this, we reconnect

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Speaker 1: with each other. The forest is closer than you think.

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Speaker 1: Find a forest near you and start exploring. I discover

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Speaker 1: the Forest dot org, brought to you by the United

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Speaker 1: States Forest Service and the ad Council. Adoption of teams

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Speaker 1: from foster care is a topic not enough people know about,

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Speaker 1: and we're here to change that. I'm April Dennuity, host

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Speaker 1: of the new podcast Navigating Adoption, presented by adopt us Kids.

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Speaker 1: Each episode brings you compelling, real life adoption stories told

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Speaker 1: by the families that lived them, with commentary from experts.

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Speaker 1: Visit adopt us Kids dot org, slide podcasts or subscribed

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Speaker 1: to Navigating Adoption presented by adopt Us Kids, brought to

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Speaker 1: you by the U S Department of Health and Human Services,

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Speaker 1: Administration for Children and Families and the Council. Well, you

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Speaker 1: know the thing about it, I agree. That's why because

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Speaker 1: you're a unique individual, because you bet on yourself and

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Speaker 1: you can't really tell people how you generate income. You know,

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Speaker 1: you can say it, but they for the average person

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Speaker 1: can put the how does he make money? Does he

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Speaker 1: have a nine to five? Does he work Monday through Friday?

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Speaker 1: When does he have off? Does he say vacation? Does

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Speaker 1: he took of insurance? So you're that individual that really

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Speaker 1: steps out use the You're the word a lot on

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Speaker 1: faith and faith to the side to you gifts. But

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Speaker 1: I go back to when you were fifteen year old

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Speaker 1: and fifteen years old and your parents managing you. They

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Speaker 1: were shaping the gift because I know the power of

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Speaker 1: music because I was played B flat clarinet, I played

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Speaker 1: tenants saxophone, so I knew that. I know the power

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Speaker 1: of music. Music is so incredible from from an intellectual

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Speaker 1: and also from a discipline standpoint. And as we see

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Speaker 1: you today, I'm seeing that same discipline. I'm seeing that

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Speaker 1: same skill set up live performances. I'm watching it right

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Speaker 1: now that we're just incubated into you at such an

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Speaker 1: early age. Now is translating those gifts. And I see

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Speaker 1: you Reginald, and call your Reginald your parents, but it's

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Speaker 1: Reggie Butler. Excuse me for stepping out into that parent land.

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Speaker 1: But I want to just say that in talking to you,

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Speaker 1: how do you get people to understand their value? Because

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Speaker 1: you're in a human capital and sometimes and I want

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Speaker 1: to just say this real quick before we get this clear.

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Speaker 1: We can blame a lot of issues on the company

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Speaker 1: we work for. We can blame a lot of issues

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Speaker 1: on race We can blame a lot of issues on

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Speaker 1: a gender, but the core are making that change has

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Speaker 1: to start with how we value ourselves. That's right, talk

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Speaker 1: to us. Yeah, and so one of the frames trying

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Speaker 1: to put people through. So there's two ways to look

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Speaker 1: at it. One way is to look at your experiences

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Speaker 1: and the comfort zone radius you have around your lived experience.

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Speaker 1: So let's say you grew up in a dual family household,

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Speaker 1: you you went to college, you have all these lived

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Speaker 1: experiences the shape who you are and give you the messages.

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Speaker 1: That's that's only one version of the lived experiences. We

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Speaker 1: occupy and cohabitate a world with people that have very

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Speaker 1: different lived experiences. And so how you find your value

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Speaker 1: is you look at the comfort zone radius you have

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Speaker 1: around your own life, your lived experiences, and you overlay

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Speaker 1: that on the people that you need to interact with

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Speaker 1: to get you to next or to be in service

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Speaker 1: as somebody else, and you look up, you step back

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Speaker 1: one day and go, I actually have a purpose, Like

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Speaker 1: I'm supposed to be here in this space doing this

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Speaker 1: thing because it serves something. Tell people all the time,

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Speaker 1: always be in service of changing an outcome, not in

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Speaker 1: service of yourself. Some people get um bristle at that

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Speaker 1: because they start to think of themselves, well, that's just

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Speaker 1: being selfish. I'm saying. It's it's not about being selfish

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Speaker 1: or not being selfish. But when you live through the

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Speaker 1: lens of who are you helping what or what what

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Speaker 1: condition are you improving, you live a much you live

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Speaker 1: a much richer life. And that's where you start to

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Speaker 1: look back at yourself and say, now I know what

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Speaker 1: my value proposition is. One thing I tell entrepreneurs all

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Speaker 1: the time, don't negotiate your price and then go. But

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Speaker 1: I have to because negotiation is part of the thing.

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Speaker 1: It's like every time you leave with negotiation, that doesn't

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Speaker 1: mean that means you don't know what you're worth. You

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Speaker 1: know what you're worth first, and then negotiate from that,

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Speaker 1: and negotiation from that could be But then I must

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Speaker 1: not be your person for today because you can't afford

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Speaker 1: but that people have to You have to get there first.

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Speaker 1: And it's not doesn't happen by accident. It's very intentional.

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Speaker 1: And what I'm trying to get people to really understand

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Speaker 1: Brushan and you, of all people, I know you know

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Speaker 1: this that different people, because of their different life experiences.

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Speaker 1: They if there's only one or two ways to do things,

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Speaker 1: it's not true. There are multiple ways to get to

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Speaker 1: certain locations. There's it's not just one way. And you

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Speaker 1: have to own this thing called change. And I even

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Speaker 1: took this most recently, I've started doing it. I've created

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Speaker 1: a module again using music. Uh that's called find your

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Speaker 1: Rhythm and find your Rhythm. It literally is about any

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Speaker 1: change management principle and organizational designs and things like that.

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Speaker 1: What people have to do is find their rhythm. So

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Speaker 1: I want you to think about people who because of

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Speaker 1: the pandemic. You know, there's three pandemics out there. There's

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Speaker 1: the health pandemic, there's a racial pandemic, there's an economic pandemic.

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Speaker 1: And in the last fifteen months, we've seen people have

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Speaker 1: to deal with that, that those pandemics, and they've lost

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Speaker 1: their rhythm. Now everybody's talking about it. Let's go back

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Speaker 1: to work and up going back to work, like, how

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Speaker 1: do you find your rhythm to get back into what

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Speaker 1: I tell people to stop saying, which is the new normal?

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Speaker 1: Stop it. Stop saying the new normal because most of

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Speaker 1: you didn't like the last normal, right, and we're about

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Speaker 1: the ghost you have to find your rhythm, and it's

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Speaker 1: not returned to work, it's returned to life. You know

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Speaker 1: what I want. You want to deal with them. You

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Speaker 1: know when I hear you say that, you know there's

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Speaker 1: a monumental shift in power at work. Employees are speaking up.

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Speaker 1: Turnover is rising, salaries are increasing, hiring is tough, and

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Speaker 1: burnout is real. It's time to unleash growth. It's time

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Speaker 1: to transform your HR from powerless to powerful. Join a

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Speaker 1: DP on February Reserve your spot now. Go to get

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Speaker 1: the Plan dot ADP dot com to register for the

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Speaker 1: work interrupted Something. Hi, everyone, our broker here as a

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Speaker 1: guy with his own catchphrase, I appreciate that Smokey's only

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Speaker 1: said only you can prevent wildfires, but I'm filling it

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Speaker 1: because there's a lot more to report, like when they're

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Speaker 1: parched or windy conditions out there. You gotta be extra

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Speaker 1: careful with things like burning yard wage. After all, wildfires

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Speaker 1: can start anywhere, even in your neck of the woods.

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00:19:08,280 --> 00:19:10,879
Speaker 1: Go to Smokey Bear dot com to learn more about

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Speaker 1: wildfire prevention brought to you by the U. S. Forest Service,

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Speaker 1: your state Forester, and the ad Council. What grows in

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Speaker 1: the forest trees. Sure you know what else grows in

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Speaker 1: the forest. Our imagination, our sense of wonder, and our

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Speaker 1: family bonds grow too, because when we disconnect from this

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Speaker 1: and connect with this, we reconnect with each other. The

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Speaker 1: forest is closer than you think. Find a forest near

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Speaker 1: you and start exploring. I discover the forest dot Org,

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Speaker 1: brought to you by the United States Forest Service and

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Speaker 1: the AD Council. I did the thing because I've been

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Speaker 1: fortunate in my life. I worked for the Post Office,

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Speaker 1: I worked for IBM, so I've worked a for the

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Speaker 1: hour shift. I don't understand our only way to understand

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Speaker 1: how to work over time and in the process of

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Speaker 1: individual in a personal job frustration because you deal with

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Speaker 1: a lot of individuals who live in at forty hour

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Speaker 1: week structure. Because we're gonna talk about Google contracts you

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Speaker 1: just recently to develop their own diversity, equity and inclusion programs.

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Speaker 1: I talked about that because when you come in and

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Speaker 1: do a program like that, there has to be two

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Speaker 1: sides of this development. There has been an acknowledgement that

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Speaker 1: just because of you feel that another person. I always

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Speaker 1: let me just share this quick story with you right quick.

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Speaker 1: When I that I bm UM, I got hired with

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Speaker 1: two other white guys, and I came in simultaneously, and

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Speaker 1: my supervisor asked me, oh, my goal, what I want

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Speaker 1: to do? And I told him I didn't know at

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Speaker 1: the time. Okay, he said, okay, whenever you figured out, Rashon,

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Speaker 1: come back and I coming. Just tell me that my

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Speaker 1: doors open well too muchs went by. Three months went by,

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Speaker 1: I still hadn't went back in that door, and the

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Speaker 1: white guys started getting other assignments, and guess what. I

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Speaker 1: started huddling up with my Hey, this wrong, some racial

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Speaker 1: thing going on in here? Racial? What's going on here?

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Speaker 1: And I went and storming in at the office and

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Speaker 1: set down with my supervice. Said hey, man, look we

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Speaker 1: started at the same time. Why are they doing more

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Speaker 1: than I am doing? He said, Rashaan, I asked you

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Speaker 1: on your first day, what were your goals? What did

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Speaker 1: you want to do with this company? You told me

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Speaker 1: you're gonna get back with me. When they got back

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Speaker 1: with me. That their very first day, and they're only

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Speaker 1: doing the things that they I'm helping them do the

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Speaker 1: things that they say they want to companies that the company.

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Speaker 1: I say that to put that statement out in front

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Speaker 1: of you, just say, I'm not gonna point in their

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Speaker 1: fingers on this, Reggie, I'm gonna tell you I've been

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Speaker 1: the I want to say, the person who sitting in

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Speaker 1: the corner mad, but I didn't do my job, So

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Speaker 1: who am I mad at? So that now you have

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Speaker 1: to come in with a company like Google try to

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Speaker 1: change the environment. But no, there are some rushawn sitting

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Speaker 1: out there who hadn't told Google or daring thing about

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Speaker 1: what they want to do. Correct. Yeah, and I will

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Speaker 1: tell you one of things. So there are a lot

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Speaker 1: of um companies in the portfolios, you know always from

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Speaker 1: big tech and healthcare and retail and you know, professional services, automotive,

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Speaker 1: all the things. But here's here's what happens. When you

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Speaker 1: have an organization that that's big, like like a Google,

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Speaker 1: they have the resources to actually investigate and use data

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Speaker 1: to actually drive towards the source of what the issue is.

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Speaker 1: So they had a hypothesis that the people that are black,

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Speaker 1: Latin x UM and women are having different lived experiences

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Speaker 1: inside the organization. And instead of going to the mad Rushians,

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Speaker 1: instead of going to the people in the organization and

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Speaker 1: trying to focus on making them feel better, they decided

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Speaker 1: let's go to the manager population who makes decisions about

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Speaker 1: them every day and get them to understand that the

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Speaker 1: lived experiences aren't the same. And it was. It's amazing

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Speaker 1: when when an organization understands that it's about shifting the culture,

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Speaker 1: not changing the people. And that's what I do at

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Speaker 1: the We actually work across change management, but we do

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Speaker 1: it through the lens of culture. So if there's a

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Speaker 1: people issue to address, we address it through the culture.

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Speaker 1: We don't address it through the people. We address it

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Speaker 1: through the culture. And sometimes the culture will will dictate

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Speaker 1: to us after we do some audit or something like that.

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Speaker 1: It's to find out where where is the issue, where

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Speaker 1: is the problem, let's solve it. And so what we

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Speaker 1: what we wound up doing, which is why the Ford's

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Speaker 1: article we got highlighted. We we created a very experiential

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Speaker 1: program that was the at the intersection of understanding the

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00:23:35,680 --> 00:23:40,320
Speaker 1: experience of black and brown people, of women, and anybody

429
00:23:40,320 --> 00:23:43,240
Speaker 1: that was in an underrepresented group and taking it through

430
00:23:43,280 --> 00:23:46,639
Speaker 1: the lens of art. So we use performance artists, we

431
00:23:46,800 --> 00:23:50,600
Speaker 1: use singers, we use musicians, we use drummers, we use

432
00:23:50,680 --> 00:23:54,320
Speaker 1: interpretive dancers, same type of diversity training that most people

433
00:23:54,440 --> 00:23:56,560
Speaker 1: would say, so let's talk about what it's like to

434
00:23:56,600 --> 00:23:59,080
Speaker 1: be black here at this organization. Let's talk about what

435
00:23:59,119 --> 00:24:01,879
Speaker 1: it's like in d up just talking to them, we

436
00:24:02,000 --> 00:24:05,639
Speaker 1: showed them. We created an experience. So just think you

437
00:24:05,680 --> 00:24:08,840
Speaker 1: have a room of dominant culture people, mostly white, sitting

438
00:24:08,840 --> 00:24:11,639
Speaker 1: there trying to understand what is like to be somebody

439
00:24:11,680 --> 00:24:14,720
Speaker 1: that's not them, that doesn't have the lived experience they do.

440
00:24:14,880 --> 00:24:18,920
Speaker 1: But the way they get the message it's through through art.

441
00:24:19,440 --> 00:24:22,080
Speaker 1: So we had someone curate an art piece and explain

442
00:24:22,200 --> 00:24:24,080
Speaker 1: why this piece of art was done and the reason

443
00:24:24,119 --> 00:24:26,920
Speaker 1: it was done because this person feels invisible and that's

444
00:24:26,920 --> 00:24:29,000
Speaker 1: why this piece of art looks like that. We would

445
00:24:29,040 --> 00:24:31,800
Speaker 1: then turn to the audience and say, is there anybody

446
00:24:31,840 --> 00:24:34,479
Speaker 1: on your team that feels like they are invisible? And

447
00:24:34,520 --> 00:24:37,240
Speaker 1: what's that reason? Can you do anything about it? It's

448
00:24:37,320 --> 00:24:40,199
Speaker 1: so different. We took some survey results. This was one

449
00:24:40,240 --> 00:24:42,159
Speaker 1: of one of the most interesting things. You know, how

450
00:24:42,160 --> 00:24:45,200
Speaker 1: you do these inclusions or every organization does surveys to

451
00:24:45,200 --> 00:24:47,720
Speaker 1: see how the people there people feel, and one of

452
00:24:47,720 --> 00:24:49,600
Speaker 1: the questions was about inclusion. Do you feel like you

453
00:24:49,640 --> 00:24:52,639
Speaker 1: feel included? And the score was was pretty low. We

454
00:24:52,680 --> 00:24:55,960
Speaker 1: took some of the comments from the survey that said,

455
00:24:56,000 --> 00:24:57,760
Speaker 1: this is what it feels like for me to be here,

456
00:24:57,800 --> 00:25:00,360
Speaker 1: I don't feel like I'm seeing etcetera, etcetera. We took

457
00:25:00,400 --> 00:25:03,920
Speaker 1: those comments, we strung them together, put a music bed

458
00:25:04,000 --> 00:25:06,800
Speaker 1: under it, and then had dancers to interpret the dance

459
00:25:06,880 --> 00:25:10,199
Speaker 1: to it to show the emotion. Because as long as

460
00:25:10,200 --> 00:25:13,000
Speaker 1: it's just data in one dimension on the page in

461
00:25:13,040 --> 00:25:17,760
Speaker 1: the survey, in a spreadsheet, you can't feel that. So

462
00:25:17,880 --> 00:25:21,720
Speaker 1: we created a story and the narrative that allowed people

463
00:25:21,760 --> 00:25:25,080
Speaker 1: to feel. That's the next space we sit in. I

464
00:25:25,119 --> 00:25:27,880
Speaker 1: am Roushan. You know this. You can talk and complain

465
00:25:27,960 --> 00:25:30,720
Speaker 1: all you want until you get somebody to feel mean,

466
00:25:30,840 --> 00:25:34,040
Speaker 1: connect the emotion with the intellect. You won't get changed

467
00:25:34,040 --> 00:25:38,399
Speaker 1: to happen, you know. And you're absolutely correct. And because

468
00:25:38,720 --> 00:25:41,560
Speaker 1: this is what this interview is about. Change, also about acceptance,

469
00:25:41,640 --> 00:25:45,000
Speaker 1: also about recognizing, like you said, you're not invisible and

470
00:25:45,000 --> 00:25:48,560
Speaker 1: and and so you know, being that I I've walked

471
00:25:48,560 --> 00:25:51,439
Speaker 1: these different lanes and entertainment, you know, and you uh,

472
00:25:51,600 --> 00:25:55,240
Speaker 1: the corporate robin entrepreneur. And then but that work space,

473
00:25:55,480 --> 00:25:59,800
Speaker 1: that's really the key dynamic, especially have working remotely, that's

474
00:25:59,800 --> 00:26:02,120
Speaker 1: the that's the that's the other part of the conversation,

475
00:26:02,160 --> 00:26:05,520
Speaker 1: maybe you broke down the three that working remotely now

476
00:26:06,119 --> 00:26:09,480
Speaker 1: also leads to damage because of the fact that how

477
00:26:09,520 --> 00:26:13,800
Speaker 1: do you how do you properly supervise somebody who's working

478
00:26:13,800 --> 00:26:16,480
Speaker 1: from home? How do you properly promote somebody who's working

479
00:26:16,480 --> 00:26:20,280
Speaker 1: from home? Which creates another ant? And am I being

480
00:26:20,320 --> 00:26:24,000
Speaker 1: treated right? Am I gonna get a proper recognition for

481
00:26:24,000 --> 00:26:27,160
Speaker 1: the work I'm producing? Your world has gotten even more

482
00:26:27,240 --> 00:26:30,880
Speaker 1: complicated in a good way, right, in a good way.

483
00:26:31,200 --> 00:26:33,760
Speaker 1: With the remote tool there's suddenly been thrown into your

484
00:26:33,800 --> 00:26:37,600
Speaker 1: little tool box. Yeah, yeah, I've got I have no

485
00:26:37,720 --> 00:26:40,960
Speaker 1: charge of examples of people doing the unramped back into work.

486
00:26:41,040 --> 00:26:43,399
Speaker 1: So you do realize that, I think everybody knows it.

487
00:26:43,520 --> 00:26:47,239
Speaker 1: So a lot of companies actually experience exponential growth over

488
00:26:47,280 --> 00:26:48,960
Speaker 1: the last fifteen months, and they hired a lot of

489
00:26:48,960 --> 00:26:53,000
Speaker 1: people virtually and they never met them, so they have

490
00:26:53,119 --> 00:26:57,119
Speaker 1: to deal with that. Then you have some companies that decided, hey,

491
00:26:57,280 --> 00:26:59,520
Speaker 1: I didn't know this flexible work thing was actually gonna work,

492
00:26:59,600 --> 00:27:01,240
Speaker 1: and now that is working, I don't need him to

493
00:27:01,280 --> 00:27:04,119
Speaker 1: come back and need him to stay home. Okay, So

494
00:27:04,160 --> 00:27:06,840
Speaker 1: now you got that population, then you have the what

495
00:27:07,119 --> 00:27:10,199
Speaker 1: everybody's saying, is the hybrid population where your own rotation

496
00:27:10,240 --> 00:27:11,919
Speaker 1: that comes to the building, but you don't have to

497
00:27:11,920 --> 00:27:13,520
Speaker 1: come in for two days and you have to rotate

498
00:27:13,560 --> 00:27:17,679
Speaker 1: with somebody else. Now you've got a manager who's never

499
00:27:18,240 --> 00:27:21,360
Speaker 1: ever had to do that before. They don't know how

500
00:27:21,400 --> 00:27:24,840
Speaker 1: to do that, and they are ill equipped. They're they're

501
00:27:24,920 --> 00:27:28,280
Speaker 1: well intended though, because they are trying. And what we

502
00:27:28,359 --> 00:27:31,000
Speaker 1: try to do is put some framing around to say

503
00:27:31,280 --> 00:27:34,240
Speaker 1: just the just all of the different versions and iterations

504
00:27:34,240 --> 00:27:36,560
Speaker 1: you're gonna have to go through. Do not look for

505
00:27:36,600 --> 00:27:40,760
Speaker 1: a new normal soon. Because it's a phased approach. You

506
00:27:40,800 --> 00:27:42,960
Speaker 1: still have to create human connection and you have to

507
00:27:42,960 --> 00:27:46,560
Speaker 1: do it through screens. I'm gonna give you give you

508
00:27:46,600 --> 00:27:49,000
Speaker 1: a tip. I told the manager the other day. I said,

509
00:27:49,480 --> 00:27:52,120
Speaker 1: when you everybody's back, you've been doing all these things,

510
00:27:52,200 --> 00:27:57,760
Speaker 1: would you stop asking people on Mondays how their weekend was? That?

511
00:27:57,840 --> 00:28:01,160
Speaker 1: It's not inclusive? What are you talking about? I said,

512
00:28:01,200 --> 00:28:04,240
Speaker 1: think about the pandemic all of them. Do you realize

513
00:28:04,240 --> 00:28:05,960
Speaker 1: that some people the last thing they want to talk

514
00:28:05,960 --> 00:28:09,320
Speaker 1: about what they had to deal with on the weekend.

515
00:28:10,040 --> 00:28:12,560
Speaker 1: I love somebody to COVID. I'm going through a divorce.

516
00:28:12,720 --> 00:28:15,320
Speaker 1: My friends are out of jobs. I'm still trumping, still

517
00:28:15,359 --> 00:28:18,520
Speaker 1: doing zoom school. But I hear some of my colleagues

518
00:28:18,520 --> 00:28:20,080
Speaker 1: on the car when you ask what did you do

519
00:28:20,160 --> 00:28:22,040
Speaker 1: over the weekend, they say, Oh, I was able to

520
00:28:22,080 --> 00:28:25,040
Speaker 1: go hike game. I feel so much better now. It's like,

521
00:28:25,440 --> 00:28:29,960
Speaker 1: that's not my experience right I'm telling managers now, pay

522
00:28:30,000 --> 00:28:32,760
Speaker 1: attention to the questions you asked. A much better question

523
00:28:32,920 --> 00:28:35,960
Speaker 1: is not how is your weekend? A better question as

524
00:28:35,960 --> 00:28:38,600
Speaker 1: a leader right now is to say what's important to

525
00:28:38,640 --> 00:28:41,480
Speaker 1: you this week and how can I help? And also

526
00:28:41,560 --> 00:28:44,440
Speaker 1: it was important how are you doing that's important to

527
00:28:44,560 --> 00:28:47,400
Speaker 1: because what happens is the interesting thing about the work

528
00:28:47,760 --> 00:28:50,880
Speaker 1: at home dynamic reggids we wrapped us up is that

529
00:28:51,960 --> 00:28:54,560
Speaker 1: you got kids. You might have a wife running around

530
00:28:54,600 --> 00:28:57,240
Speaker 1: in the background. You might have a dog barking. You

531
00:28:57,320 --> 00:29:00,640
Speaker 1: might you know you're electrician, might show up at the

532
00:29:00,680 --> 00:29:03,440
Speaker 1: same time that your beating going over you. Zoom call

533
00:29:04,200 --> 00:29:08,080
Speaker 1: is bringing on the whole slew of dynamics that can

534
00:29:08,120 --> 00:29:11,760
Speaker 1: make you look unprofessional, which can in turn impact how

535
00:29:11,840 --> 00:29:15,320
Speaker 1: you think you're being perceived by the company that's hiring you.

536
00:29:15,800 --> 00:29:17,640
Speaker 1: So when you lay out these shields and when you

537
00:29:17,880 --> 00:29:20,360
Speaker 1: when you get hired by our company like Google, Like

538
00:29:20,400 --> 00:29:22,120
Speaker 1: I said, they brought you in, and you use these

539
00:29:22,280 --> 00:29:27,640
Speaker 1: bigger words diversity, training, equity, inclusion. That's a lot to

540
00:29:27,640 --> 00:29:30,880
Speaker 1: put on your plate. How do you how do you

541
00:29:31,640 --> 00:29:34,240
Speaker 1: not replicate? Because every every situation is different. I always

542
00:29:34,240 --> 00:29:37,760
Speaker 1: say that everything fintech, health companies, you you, you don't

543
00:29:37,800 --> 00:29:40,120
Speaker 1: bring the same model in. How do you bring a

544
00:29:40,200 --> 00:29:42,680
Speaker 1: model in and how do you survey the right approach

545
00:29:42,720 --> 00:29:46,200
Speaker 1: to that particular company's needs. Well, some of it is

546
00:29:46,600 --> 00:29:49,600
Speaker 1: is most companies already have identified what the problem is.

547
00:29:49,600 --> 00:29:51,400
Speaker 1: They're still working on this source. So we try to

548
00:29:51,440 --> 00:29:53,080
Speaker 1: go in and say, I don't need you to do

549
00:29:53,160 --> 00:29:54,560
Speaker 1: new work with me. I don't need you to go

550
00:29:54,680 --> 00:29:57,040
Speaker 1: look up stuff that you've already looked up. I need

551
00:29:57,080 --> 00:29:59,440
Speaker 1: to start where you are and which I try to get. Um,

552
00:29:59,680 --> 00:30:03,240
Speaker 1: you know, companies, businesses, people's individuals start where you are,

553
00:30:03,440 --> 00:30:06,640
Speaker 1: not where you were. Way too many people going, well,

554
00:30:06,720 --> 00:30:09,920
Speaker 1: let's go back and let's study the past so we

555
00:30:09,960 --> 00:30:12,040
Speaker 1: can figure out how to deal with now. And I'm going,

556
00:30:12,120 --> 00:30:14,719
Speaker 1: can we start with now and focus on the future.

557
00:30:16,120 --> 00:30:20,200
Speaker 1: Think about the past already happened. You have so much data,

558
00:30:20,360 --> 00:30:22,960
Speaker 1: so much surveys, how much data do you need to

559
00:30:23,040 --> 00:30:26,000
Speaker 1: know that things are just a little messed up and

560
00:30:26,040 --> 00:30:28,320
Speaker 1: that there is an answer. Let's go with what we

561
00:30:28,480 --> 00:30:30,960
Speaker 1: know and move forward. I tell people all the time,

562
00:30:31,320 --> 00:30:35,120
Speaker 1: create forward momentum. If you're not creating forward momentum, you're

563
00:30:35,120 --> 00:30:38,880
Speaker 1: holding things back. Answer the question every single day, what

564
00:30:38,920 --> 00:30:41,720
Speaker 1: did I do this this week that created traction and momentum.

565
00:30:42,040 --> 00:30:44,479
Speaker 1: I call it the irrelevancy paradigm. You spend a lot

566
00:30:44,480 --> 00:30:46,280
Speaker 1: of energy on a lot of stuff. You do a

567
00:30:46,280 --> 00:30:49,280
Speaker 1: lot of actions. If it's not having any impact and

568
00:30:49,280 --> 00:30:52,520
Speaker 1: you're not creating any momentum, then make the business choice

569
00:30:52,680 --> 00:30:56,239
Speaker 1: and the human choice to stop focusing energy on it,

570
00:30:56,760 --> 00:31:02,520
Speaker 1: focus on where you create momentum. You're standing there, and

571
00:31:02,560 --> 00:31:05,120
Speaker 1: it's engaging me so much, but you probably know that yourself.

572
00:31:05,160 --> 00:31:09,400
Speaker 1: You know, I've never interviewed anybody standing That is so

573
00:31:09,440 --> 00:31:12,800
Speaker 1: important and so powerful because I feel like you're communicating

574
00:31:12,840 --> 00:31:15,520
Speaker 1: with me. I feel like that if you extended your

575
00:31:15,520 --> 00:31:18,960
Speaker 1: hand right now, Reggie, I would probably I'll probably stand

576
00:31:19,000 --> 00:31:21,760
Speaker 1: my hands trying to shake it because it feels so natural.

577
00:31:21,920 --> 00:31:25,520
Speaker 1: You feel me. So if if you're doing it like this,

578
00:31:26,040 --> 00:31:29,000
Speaker 1: keep doing it like this, This is fantastic. You're very

579
00:31:29,080 --> 00:31:33,160
Speaker 1: welcoming personality you feel with the world a world of information.

580
00:31:33,600 --> 00:31:35,960
Speaker 1: I will be the first to life or whatever you do.

581
00:31:36,360 --> 00:31:38,360
Speaker 1: Send me your flyers, send me all your information so

582
00:31:38,360 --> 00:31:40,280
Speaker 1: I can put it on my social media. And let's

583
00:31:40,320 --> 00:31:43,520
Speaker 1: keep building your brand and also changing lives, because that's

584
00:31:43,520 --> 00:31:46,080
Speaker 1: what you're doing. You're changing lives black and brown people.

585
00:31:46,240 --> 00:31:49,000
Speaker 1: We're good. We're good man, and you keep doing what

586
00:31:49,000 --> 00:31:51,440
Speaker 1: you're doing. I'm telling you what you do matters. I

587
00:31:51,480 --> 00:31:53,040
Speaker 1: know you may not get that a lot, but I'm

588
00:31:53,080 --> 00:31:55,720
Speaker 1: telling you it does work. I don't care. I don't

589
00:31:55,720 --> 00:31:58,520
Speaker 1: care what you say. I don't care if you don't

590
00:31:58,520 --> 00:32:01,200
Speaker 1: get the accolades you think you to serve. You are

591
00:32:01,280 --> 00:32:03,280
Speaker 1: making a difference. We need you to be you in

592
00:32:03,360 --> 00:32:06,200
Speaker 1: this space now. Will thank you, Thank you for everything,

593
00:32:06,400 --> 00:32:08,600
Speaker 1: and thank you for coming on Money Making Conversation. If

594
00:32:08,600 --> 00:32:10,520
Speaker 1: you want to see this interview or hear this interview

595
00:32:10,520 --> 00:32:13,400
Speaker 1: on Money Making Conversations, please go to money Making Conversation

596
00:32:13,480 --> 00:32:16,560
Speaker 1: dot com. I with Sean McDonald. I am your host.

597
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