Speaker 1: My next guest received her undergraduate degree from the University
Speaker 1: of Georgia, Go Dose, her Masters and Business administration from
Speaker 1: Clark Atlantic University, and her PhD in Adult education from
Speaker 1: the University of Georgia, Go Dog. She is a senior
Speaker 1: vice president inhead of h R for the Atlanta Brace,
Speaker 1: which she supports the Major League team. Is my link
Speaker 1: the system, okay, battery battery park development in all areas
Speaker 1: of people capital initiatives. Please welcome to my make conversation
Speaker 1: for the very first time, my first human resources resources
Speaker 1: expert doctor doctor. I put doctor in there thread cole
Speaker 1: rolls because it it didn't have doctor nowhere, and went PhD.
Speaker 1: She's a doctor. Let me, let me give you respect,
Speaker 1: because that's that's a leaner. I stopped at the bachelor.
Speaker 1: I stopped right there, A bachelor math, Science of mathematics,
Speaker 1: Roshane was done. When you go NBA and pH d,
Speaker 1: how do you do? How? What? What motivation leads you
Speaker 1: to that next level of education? So that's a great question.
Speaker 1: And I and I have people say this to me
Speaker 1: all the time. I did not go back to get
Speaker 1: my doctor to be called doctor Rhodes. I went back
Speaker 1: to give me credibility. So when I was able to
Speaker 1: walk into a room and have a conversation or walk
Speaker 1: into a room and have a seat at the table,
Speaker 1: that helped that. Because the one thing people can't take
Speaker 1: away from you are two things. They can't take away
Speaker 1: your experience and they can't take away your education. I
Speaker 1: agree with that. I always tell people, you can't repoll
Speaker 1: your degree. You cannot say page I'm getting long. We
Speaker 1: are already see. I can't take good it's my quote.
Speaker 1: I get that degree because they can't repoll once it
Speaker 1: goes on that wall. That's yours exactly. And so so
Speaker 1: education is important for you, I'm sure for your family.
Speaker 1: Talk about how you have you have sons, I do,
Speaker 1: I can talk about how that your educational influence has
Speaker 1: shaped their lives. Oh that's a great question. And you know,
Speaker 1: I have to tell the story about the fact that
Speaker 1: my grandmother and my great aunt hath their degree. So
Speaker 1: growing up as a little girl, my grandparents, my grandmother
Speaker 1: had a degree and they were from Arkansas and a
Speaker 1: small town in Arkansas. But my parents have their masters.
Speaker 1: My dad is everything, but he's a b d. Everything
Speaker 1: but a dissertation. And so it was instilled in us,
Speaker 1: and by the way, they were all educators, so it
Speaker 1: was instilled in us that education was something you had
Speaker 1: to do in order for you to advance, in order
Speaker 1: for you to take care of your family. And so
Speaker 1: interestingly enough to me the challenge and not the challenge,
Speaker 1: I think my son's had the opportunity to see me
Speaker 1: through my educational pursuit. The great thing for me is
Speaker 1: that they actually saw me get my doctorate, and so
Speaker 1: out of everything else had happened, I think that that
Speaker 1: helped them at least to view it and see it.
Speaker 1: We can talk about it all the time, but to
Speaker 1: really instill something and someone, they need to experience it.
Speaker 1: We know. It's always great to hear that because I
Speaker 1: always tell people about young people and people as they grow.
Speaker 1: It's amazing what what young minds will will will register.
Speaker 1: That's why are always sensitive to abuse relationships, because these
Speaker 1: these young people are seeing things that you might say
Speaker 1: at one or two years old, it's now it's registered.
Speaker 1: It is registering for real, and so as they go,
Speaker 1: oh that it can it can create an insecure kid,
Speaker 1: a confident kid, a kid all these different ways that
Speaker 1: you that you march and say your your your children.
Speaker 1: Your son saw you that was a process, was defining
Speaker 1: to them, that was an effort process, and that allows
Speaker 1: them when you say you can do it, they go, okay,
Speaker 1: mom did Yeah, And that's really important. And I wanted
Speaker 1: to get that out because I was important as we
Speaker 1: talked about what you're achieving as a as a professional.
Speaker 1: So talk about your position at their Lanta break sure,
Speaker 1: And I absolutely love it. It's so funny. I've been
Speaker 1: doing human resources, I hate to say it, over twenty years,
Speaker 1: and I've had before we get started exactly as human resources,
Speaker 1: but exactly that's a great question. So I have this
Speaker 1: conversation all the time. But I always view as a
Speaker 1: human resources professional, your goal is to ensure the engagement
Speaker 1: and the enhancement of staff. And so the reality is
Speaker 1: that although we call it human resources, I always state
Speaker 1: that it's people capital. So when you think about the
Speaker 1: the balance sheet of any organization, the highest cost is
Speaker 1: your staff. And so when you start thinking of it
Speaker 1: that way and understanding engagement is critical, Motivation is critical
Speaker 1: for you to get the best out of staff in yourself,
Speaker 1: that's what we do now. There are other components, of
Speaker 1: course that goes into that. So I just gave you
Speaker 1: a really broad view of is and it all comes
Speaker 1: down to talent acquisition, making sure that you bring in
Speaker 1: the right talent for the right roles, making sure once
Speaker 1: they're there. That's the talent management part of that, where
Speaker 1: you are really enhancing their experience. You are promoting them
Speaker 1: through the organization. You're teaching them, They're going through learning
Speaker 1: and development so that they cannot only grow themselves personally, professionally,
Speaker 1: but also for the organ zation and so that that
Speaker 1: component is very critical too. And then all the other
Speaker 1: aspects that are so important for people. So when you
Speaker 1: think about what's happening in the world of benefits, in
Speaker 1: the world of money matters for a one K pension,
Speaker 1: things of that nature, that's part of what we do
Speaker 1: to we create tools and we create systems for people
Speaker 1: to be able to thrive in an organization as opposed
Speaker 1: to just survive. Let's talk about this for a minute.
Speaker 1: I'll talk about the whole process of educating an employee. Yeah,
Speaker 1: I'm an employer of an employee. I have a certain
Speaker 1: desire of expectation, I should say, and so how do I, Okay,
Speaker 1: I hire somebody, Um, how do you enhance their value,
Speaker 1: because that's the whole purpose of you hire somebody, not
Speaker 1: to be the person that you hire, but to increase
Speaker 1: value so they can be an asset for your company.
Speaker 1: And a lot of times what you think about you're
Speaker 1: doing is that you are hired people for their potential.
Speaker 1: So when you think about hiring people for their potential,
Speaker 1: you're looking at a piece of paper and you're discerning
Speaker 1: discerning their resume. But beyond that, it is first teaching
Speaker 1: them about the organization, have them go through a level
Speaker 1: of new higher orientation. It gives them an understanding of
Speaker 1: a culture. And then from there in their specific role,
Speaker 1: you're either growing them, enhancing them, are you're building them.
Speaker 1: And so there's a whole lot of ways you need
Speaker 1: to think about it. And so when I think about
Speaker 1: strategy around learning and development and is taking an individual
Speaker 1: understanding what their raw skill is and then putting them
Speaker 1: and putting them in situations where they get You can
Speaker 1: get classroom learning, but for me, experiential learning is just
Speaker 1: as critical because going through an experience allows you to
Speaker 1: understand it. And I'll give you an example. If you
Speaker 1: were to come to me and talk about I want
Speaker 1: to to emerge our acquisition, and I hadn't done one,
Speaker 1: I wouldn't be any to you. But the fact that
Speaker 1: I've had the experience of doing mergers and acquisitions, I've
Speaker 1: had experienced that divestitures. You have to give people experiences
Speaker 1: to allow them to build their tools. Their tool kid
Speaker 1: allow them to grow. And it may not be about
Speaker 1: growing in your organization, but growing as an individual and
Speaker 1: where they then can go anywhere they need to to.
Speaker 1: You know too, I'm thrive within their own personal and
Speaker 1: professional career because of social media. Yes, it is giving
Speaker 1: um I wouldn't just employees an opportunity to divorce how
Speaker 1: they feel at certain job experiences. What are your thoughts
Speaker 1: on that? And how can a company that there's being
Speaker 1: written up like that or exposed like that in social media,
Speaker 1: how can they protect themselves? Well, I think that's a
Speaker 1: great question. I think the one thing you have to
Speaker 1: be thoughtful around. And I say this all the time,
Speaker 1: I always want an individual to bring their whole self
Speaker 1: to work. Right. The moment that you can't do that,
Speaker 1: the moment you're hiding parts of you, you also are
Speaker 1: not being able to grow and thrive an organization. And
Speaker 1: I think there are two things I think the organization
Speaker 1: needs to be very clear about their expectations and their
Speaker 1: culture and don't change it and don't change them as
Speaker 1: a results of individuals coming in. If the culture is
Speaker 1: set in a certain way, you don't change your culture
Speaker 1: for someone else that's changing your standard. But I think
Speaker 1: that employees and individuals that are looking for roles you
Speaker 1: need to make sure that your alignment of your values
Speaker 1: aligns with that culture because the moment you go in,
Speaker 1: you actually are going outside of your anatomy. You're working
Speaker 1: in such a way that isn't productive for you or
Speaker 1: the organization. Absolutely so so so when when an employee,
Speaker 1: because back in the day before social media, you just
Speaker 1: just grown on an employee just walked away and we're
Speaker 1: just just grown. I might tell you friends and go
Speaker 1: awave at your finger, at your Yeah, I'm gonna tell
Speaker 1: people you're harble place to work. Now you can go
Speaker 1: on social media. You have these little boards glass door.
Speaker 1: I know them, trust me, I know them, and it
Speaker 1: speaks to your brand and people make a decision about
Speaker 1: your brand. So this is what I right. I know
Speaker 1: them well. Um, one of the things that I say
Speaker 1: to you, a great example, say nor strooms, nor Stroms
Speaker 1: always wants somebody to come in and buy their product.
Speaker 1: So if you are someone that gets the opportunity to
Speaker 1: work for nor Stroom's one of the things that they
Speaker 1: have to think about. If this experience wasn't good for
Speaker 1: you as an employee, what are you going to say?
Speaker 1: And are you going to come back in and buy
Speaker 1: products from north Stroom. So organizations have to think beyond
Speaker 1: just the experience of that person being employee. You have
Speaker 1: to think of that experience as a person being a
Speaker 1: consumer and you want them to continue to consume, right,
Speaker 1: regardless of it's the relationship, And that's what I call
Speaker 1: it when you work with When you are in a
Speaker 1: working relationship, what happens is that you still have to
Speaker 1: figure out how do you sever that well so that
Speaker 1: you still have the ability to have that person as
Speaker 1: a consumer and then would still talk good about your brand.
Speaker 1: So my thing is is that you treat people well
Speaker 1: when they come in and you treat them well when
Speaker 1: they leave. That is how I treat people. That is
Speaker 1: my rule. Also, I think in the process of what
Speaker 1: I heard you said, Rashan, if you hire somebody for
Speaker 1: one thing, I just don't just just just have them
Speaker 1: do something else without talking to them about the transition,
Speaker 1: because that's where the confusion really happens, because people have
Speaker 1: financial expectations too well. Does this new opportunity to pay
Speaker 1: so so now that before they say, stayed at home
Speaker 1: and start debating financial issues, or how do I confront
Speaker 1: this situation I'm not comfortable. It's important now to be
Speaker 1: able to From an HR perspective, they have an open door, right,
Speaker 1: that is right, and you set expectations and people I
Speaker 1: have probably had very tough not probably, I've had tough
Speaker 1: conversations with any individuals having to trans transition them out
Speaker 1: of organizations. If you petn't if you treat people with respect,
Speaker 1: they will come back to you and feel good about
Speaker 1: what that conversation was because a lot of times you
Speaker 1: need to get somebody out of their situation because they're
Speaker 1: not comfortable in the first place. That is so true,
Speaker 1: and I believe that I'm going to my interview today
Speaker 1: my first HR person everybody has in the business that
Speaker 1: understood something I've been terrified by. HR person should not
Speaker 1: be we are your friend. HR is your friend. I
Speaker 1: just have to go on the record and say that
Speaker 1: I love it. She's the senior vice president over the
Speaker 1: Atlanta Brads. We're gonna talk about this because they have
Speaker 1: HBC United and things like that, which I love. She's
Speaker 1: here a doctor the rhetoric Cole road more on money
Speaker 1: Making Conversations. Hi. This This is Rashan mcgonne, and you're
Speaker 1: listening to Money Making Conversation. I'm your host. My guests
Speaker 1: sitting next to me is a received an undergraduate degree
Speaker 1: from the University of Georgia, her Masses and Business Administration
Speaker 1: NBA from Clark Atlantic University, and a PhD because she's
Speaker 1: a doctor an adult education from the University of Georgia.
Speaker 1: She's currently the senior vice president of h R for
Speaker 1: the Atlanta Braves, which supports the Major League team, might
Speaker 1: lead Battery Park Properties, people capital initiatives. Please welcome back
Speaker 1: to the show Money Making Conversation. My dear friend, doctor
Speaker 1: Gretta Cole wrote, Hello, So glad to be here. Great,
Speaker 1: let's talk about I'm from Houston, Texas. I started my
Speaker 1: first business in Houston, Texas, and so I'm stupid because
Speaker 1: you know, you know, because you because I didn't have
Speaker 1: no HR support, I just started hiring people. I wouldn't
Speaker 1: even I wouldn't even feel in that job application. Okay,
Speaker 1: just you won't be hired. And then later long people go,
Speaker 1: heyy dude, you gotta have a folder on everybody, right, Okay,
Speaker 1: you have to actually have a a man your book
Speaker 1: you talk about I was just stupid and I was
Speaker 1: out there making money. So so, but the same part
Speaker 1: about it. I'm not alone as a club field with
Speaker 1: Rashan McDonald's out there. Just hey, may I want to
Speaker 1: make money? You want the word from me? You are
Speaker 1: from ten dollars now, fifteen dollars, twenty dollars now, and
Speaker 1: we go, we'll sign up for paychecks, uh or anyone
Speaker 1: whose first I found. I signed up with Paycheck right,
Speaker 1: one of those little firms. At first, I was just
Speaker 1: writing checks and they told me I had to take
Speaker 1: Vica BIKEA came into my life. The health be if
Speaker 1: it came into my life. So I'm a confused soul. Smart, Okay.
Speaker 1: I got a degree in mathematics work for IBM, so
Speaker 1: it's not like I just stumble out of ignorance. People,
Speaker 1: I gotta it. Can't take about my degree, like we
Speaker 1: alway talked about, my degree cannot be taken away from me.
Speaker 1: My experience cannot be taken away from why do people
Speaker 1: like me exist? Oh? Well, you're amazing and what you do.
Speaker 1: So what I would say is that what you have
Speaker 1: to do is find somebody that can align with you
Speaker 1: on the things that you want to do in your business. So,
Speaker 1: and it's so funny, So we talked about and people
Speaker 1: always you know, view HR is the grim reaper and
Speaker 1: all of these other things. But I will tell you,
Speaker 1: if you have a great HR partnership with your HR professionals,
Speaker 1: they will help you in so many ways. Now, I
Speaker 1: tell I have told individuals that I've worked with before,
Speaker 1: I can help you on the back end or the
Speaker 1: front end. So I'm rate a litigation and helping us
Speaker 1: to that, but I'd rather us be proactive and do
Speaker 1: the right things. So, like you just mentioned, understanding federal
Speaker 1: and state laws in terms of how you hire people
Speaker 1: in and it's great. People always talk about, well, I'm
Speaker 1: a right to state work. I can I can fire
Speaker 1: anybody if you want to, you know what. Okay, So
Speaker 1: the reality is this, you still have have you if
Speaker 1: you have not put the proper rules and regulations in place,
Speaker 1: and you still are not following federal and state regulations,
Speaker 1: you still can't be sued and still be liable. So
Speaker 1: it's all about making sure and this is what I say,
Speaker 1: outside of federal and state regulations, just treat people fairly
Speaker 1: and right and you never have to worry about that.
Speaker 1: And so you really do need to have standards, guidelines, rules, regulations.
Speaker 1: I will tell you that my employment attorneys have been
Speaker 1: my friends over the years and it hasn't been for
Speaker 1: me to get someone say gotcha. It has truly been
Speaker 1: around what are the things that we need to make
Speaker 1: sure that we not only protect organization, so we protect
Speaker 1: our employees as well, because there are things that happened
Speaker 1: where you need to let somebody go they're not performing
Speaker 1: in their job. But if you haven't had that conversation,
Speaker 1: you have set yourself up where you, as the employer,
Speaker 1: are going to be the one that's held lots. So
Speaker 1: evaluations where the thirties sixty n evaluation are very important
Speaker 1: in the process of are rewarding an employee or letting
Speaker 1: an employee? You go right, and the whole idea around
Speaker 1: UM feedback, having one on one conversations, making sure everything
Speaker 1: is very clear and concise with individuals and as long
Speaker 1: as you do that. I have had individuals that said
Speaker 1: to me when it came down to the fact that
Speaker 1: they had to be let go or they had to
Speaker 1: be terminating, And I've said to you, I didn't terminate you.
Speaker 1: You terminated yourself. I'm just giving you the message. I've
Speaker 1: had people that have come back to me, and so
Speaker 1: that was the best thing that happened to me because
Speaker 1: I wasn't I was very uncomfortable in that position, that
Speaker 1: wasn't the right job for me, or I sold myself
Speaker 1: to too high and I wasn't capable of doing this.
Speaker 1: And so what I think needs to happen in the
Speaker 1: very front part of it is that when you hire
Speaker 1: the right people, you ask the right questions. Interviews are critical, um,
Speaker 1: you know, having them understand on job interviews so they
Speaker 1: can see what the job really looks like and making
Speaker 1: sure that that individual is truly skilled. Background Checks are
Speaker 1: very critical. I mean, there was there's conversations about the
Speaker 1: fact that we need to be much more diligent around
Speaker 1: how we do background checks because you can find out
Speaker 1: information if this again goes back to this person does
Speaker 1: not fit in our culture, in our organization, or they
Speaker 1: don't have the credentials to work in our organization. You
Speaker 1: make that decision front on as opposed to have you
Speaker 1: because the background check is important because people can go
Speaker 1: online and search that person that you hire, turn around
Speaker 1: post that person now associate with your brand. Now you
Speaker 1: got damage control. That is correct. That is correct, So
Speaker 1: you want so. I always talk about the fact that
Speaker 1: if you work very closely with your HR professionals, they
Speaker 1: help you be proactive. Now. I know how to do
Speaker 1: the reactive part too, so if I have to come
Speaker 1: in and help on that side, I can do that well.
Speaker 1: But I always try to make sure that we're doing
Speaker 1: things proactively and working that matter because it makes it
Speaker 1: so much easier further down the road and the organization
Speaker 1: and for you as a leader, it's really important that. Um,
Speaker 1: this is my thing. I totally agree. I always tell
Speaker 1: people about anybody I've ever terminated or anybody you considering
Speaker 1: to terminate, they're just waiting for you to do your job.
Speaker 1: That's a statement. I say. So we two for two.
Speaker 1: Now so on the degree. Now on how you should
Speaker 1: administer or your work responsibilities with your employees by acknowledging
Speaker 1: whether they should be are the right person for that
Speaker 1: hiring that hired position. So now we're moving forward to you. Okay,
Speaker 1: you over the Braves based later Brade Battery Park. If
Speaker 1: you listen to National Battery Park, San Trust Park probably
Speaker 1: is gonna They just aligned and they're just merged, so
Speaker 1: that name may be changing, but right now it is
Speaker 1: Trust Battery Park at the home of the new home
Speaker 1: of the Atlanta Braves. How long have you been involved
Speaker 1: with the Atlanta Braves baseball? So that's a great question.
Speaker 1: So I got higher January twenty two, So this is
Speaker 1: my first seasons. Yeah, first season, January two was my
Speaker 1: higher day. Now if we talk about how long have
Speaker 1: I been involved with the Atlanta Braves. So my sons
Speaker 1: both played baseball from five until they were um seniors
Speaker 1: in high school. I graduated from high school and so
Speaker 1: we did baseball. We did um birthday parties of the Braves.
Speaker 1: We did so both of them absolutely love the Braves.
Speaker 1: And it's so funny because now I'm a cool mom,
Speaker 1: because before that I really wasn't. So now they call me,
Speaker 1: talk to me, they want to meet me over at Yeah,
Speaker 1: let's go to the ballpark on it and stuff and so,
Speaker 1: and I will say to you Baseball has been such
Speaker 1: an intricate part of just my life. I mean, I
Speaker 1: watched baseball with my grandfather. I grew up in Kansas City,
Speaker 1: so very familiar with the whole entire Negro League and
Speaker 1: what that means, not only to the community, and how
Speaker 1: baseball impacted both my life and people that were behind
Speaker 1: me and before me. So it's been a really cool jobs,
Speaker 1: like a dream job. It does, it does, and that's
Speaker 1: really cool. Now it's really interesting when I watch your
Speaker 1: education because you know, Georgia than HBCU than Georgia. Let's
Speaker 1: let's talk about that journey because I feel that it's
Speaker 1: important we talk about that because HBCUs don't get the
Speaker 1: credit oftentimes as an education opportunity, of valid education opportunities.
Speaker 1: You know, a lot of you know, Howard is like
Speaker 1: our Harvard that you know, everybody talks about Howard, But
Speaker 1: let's a spellman also talks about spell But those those
Speaker 1: who two to really get that, those to you your
Speaker 1: home running have a great alumni uh partnership. They passed students.
Speaker 1: So talk about your experience of Georgia, HBCU Georgia. I
Speaker 1: love tell a story because my parents both graduated from
Speaker 1: UM Arkansas the universe of Arkansas pop. So they both
Speaker 1: went to U A p B. And when I was
Speaker 1: getting ready to go to college, they were like, you
Speaker 1: need you can get into U A p B. And
Speaker 1: I was like, no, I am running as far as
Speaker 1: I can from an h B C U. I'm not
Speaker 1: doing that. So I did my undergraduate experience at the
Speaker 1: University of Georgia. Very rich experience, very amazing experience. But
Speaker 1: there was one thing I was missing. It was the
Speaker 1: community that I know my parents had. Yeah, that I
Speaker 1: and my grandmother they were telling because my grandmother went
Speaker 1: to U A p B two. But all right, I
Speaker 1: was like, oh, I know this, I'm going to Georgia.
Speaker 1: The moment that I had the opportunity and knew that
Speaker 1: I was going to go back and get my m
Speaker 1: b A, I knew I was going to an HBCU.
Speaker 1: And so the experience that I got from and again
Speaker 1: not taking anyway from a majority school, the experience I
Speaker 1: got at U A p B was absolutely amazing. Those
Speaker 1: people that I graduated with, it was sixty two of us.
Speaker 1: All of them were in my wedding. Two of them
Speaker 1: for them are very close friends of mine. We have
Speaker 1: forged relationships. And the other thing that I would say
Speaker 1: to you, my whole thought process around perseverance came from
Speaker 1: going to tow An HBCU and just the community that
Speaker 1: I built there. I can talk about Dr Kimbro, I
Speaker 1: can talk about Dr Davis like I can call these
Speaker 1: gentlemen still up to this day. And when I got
Speaker 1: ready to go back to get my doctorate, I did
Speaker 1: and they gave me a recommendation without a question, which
Speaker 1: is about relationship. That is exactly right. But a lot
Speaker 1: of people don't understand of value because I always tell
Speaker 1: people you can't stand by yourself and you can't climb
Speaker 1: by yourself. Relationship help you each step of the way,
Speaker 1: and when you fall back, they can be there with
Speaker 1: open arms to support your your sudden come to motivate
Speaker 1: you to get back up. So, with that being said,
Speaker 1: what do you do on a daily basis? Got like
Speaker 1: a minute and a half left. We've been talking up
Speaker 1: a storm. What do you do over there with the
Speaker 1: Atlanta Braves, I've rattled off a lot of a lot
Speaker 1: of affiliate relationships over there. What do you do but
Speaker 1: do day in the life of your doctor? So it
Speaker 1: changes every day because I will tell you, dealing with
Speaker 1: the human element changes every single time. And so the
Speaker 1: one thing that I have the opportunity to do is
Speaker 1: because it's an amazing brand. And the fact is is
Speaker 1: that my I feel like my role is just to
Speaker 1: enhance what was already there. And so that's what I
Speaker 1: think about doing every single day. What can we do
Speaker 1: more to teach and and to train and develop our staff? Well,
Speaker 1: you know the thing about it, I will tell you,
Speaker 1: and this is anybody who's uh, who's employee, anybody who's
Speaker 1: looking to open a small business, HR has to be
Speaker 1: the front of your conversation has to be at the
Speaker 1: front of your conversation right after finances. HR better be
Speaker 1: right there because that will because you have to look
Speaker 1: at employees as capital. And if you don't look at
Speaker 1: them as money making capital, then guess what you already failed.
Speaker 1: And what you're trying to do is project success in
Speaker 1: your story. And you have to treat them like if
Speaker 1: you would treat families. They have issues, You have issues
Speaker 1: learned emerged too, so you can have a positive relationship
Speaker 1: that was pretty good. I'm good at this. You didn't
Speaker 1: need me to come in and yes, no, no, no, no, no,
Speaker 1: you're coming back to a lot to talk about it.
Speaker 1: That got ten second left, he showing at the countdown.
Speaker 1: Thank you for coming on my show. You're amazing, because
Speaker 1: we gotta okay, we got the anniversary coming up in January.
Speaker 1: We're gonna have you back before. Thank you, thank you,