April 17, 2025

And The Conversation Continues!

And The Conversation Continues!

Join Dr. Madeline Ann Lewis in a conversation with Marissa Bloedoorn, CEO & Publisher of OWN IT Magazine & CEO of TCS Consulting, and Jacqueline (Lulu) Brown, CEO of Revolution Ascension.

Success 4 Women is broadcast live Thursdays at 2PM ET...

iHeartRadio podcast player iconSpotify podcast player iconAmazon Music podcast player iconAudible podcast player iconPandora podcast player iconApple Podcasts podcast player iconPodchaser podcast player iconAudacy podcast player iconDeezer podcast player iconSpreaker podcast player iconYoutube Music podcast player iconPodcast Addict podcast player iconCastbox podcast player iconJioSaavn podcast player iconCastamatic podcast player iconCastro podcast player iconFountain podcast player iconGoodpods podcast player iconOvercast podcast player iconPlayerFM podcast player iconPocketCasts podcast player iconPodimo podcast player iconPodurama podcast player iconPodverse podcast player iconPodyssey podcast player iconTuneIn podcast player iconYouTube podcast player iconRSS Feed podcast player icon
iHeartRadio podcast player iconSpotify podcast player iconAmazon Music podcast player iconAudible podcast player iconPandora podcast player iconApple Podcasts podcast player iconPodchaser podcast player iconAudacy podcast player iconDeezer podcast player iconSpreaker podcast player iconYoutube Music podcast player iconPodcast Addict podcast player iconCastbox podcast player iconJioSaavn podcast player iconCastamatic podcast player iconCastro podcast player iconFountain podcast player iconGoodpods podcast player iconOvercast podcast player iconPlayerFM podcast player iconPocketCasts podcast player iconPodimo podcast player iconPodurama podcast player iconPodverse podcast player iconPodyssey podcast player iconTuneIn podcast player iconYouTube podcast player iconRSS Feed podcast player icon

Join Dr. Madeline Ann Lewis in a conversation with Marissa Bloedoorn, CEO & Publisher of OWN IT Magazine & CEO of TCS Consulting, and Jacqueline (Lulu) Brown, CEO of Revolution Ascension.

Success 4 Women is broadcast live Thursdays at 2PM ET on W4WN Radio - Women 4 Women Network (www.w4wn.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Success 4 Women TV Show is viewed on Talk 4 TV (www.talk4tv.com).

Success 4 Women Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

Become a supporter of this podcast: https://www.spreaker.com/podcast/success-4-women--3126970/support.

WEBVTT

1
00:00:00.080 --> 00:00:02.319
The topics and opinions expressed on the following show are

2
00:00:02.359 --> 00:00:04.240
solely those of the hosts and their guests, and not

3
00:00:04.280 --> 00:00:07.200
those of W four WN Radio It's employees or affiliates.

4
00:00:07.320 --> 00:00:10.880
We make no recommendations or endorsements for radio show programs, services,

5
00:00:10.960 --> 00:00:14.000
or products mentioned on air or on our web. No liability,

6
00:00:14.119 --> 00:00:17.000
explicit or implied shall be extended to W four WN

7
00:00:17.079 --> 00:00:20.160
Radio It's employees or affiliates. Any questions or comment should

8
00:00:20.160 --> 00:00:22.359
be directed to those show hosts. Thank you for choosing

9
00:00:22.480 --> 00:00:24.280
W four WN Radio.

10
00:00:25.239 --> 00:00:57.560
I got the man. Did you know women represent just

11
00:00:57.640 --> 00:01:01.200
three percent of Fortune five hundred CEO in less than

12
00:01:01.240 --> 00:01:06.239
fifteen percent of corporate executives at top companies worldwide? Have

13
00:01:06.439 --> 00:01:09.799
you wondered what the secrets are to getting into the

14
00:01:09.879 --> 00:01:14.040
top ranks, whether in the private or public sector. Do

15
00:01:14.120 --> 00:01:16.799
you want to figure out how to stop being held

16
00:01:16.879 --> 00:01:20.640
back in your career? Are pasted over for promotion? Then

17
00:01:20.680 --> 00:01:24.799
you're in the right place. Hi. I'm doctor Madlananne lewis

18
00:01:24.879 --> 00:01:29.480
President and CEO of the Executive Women's Success Institute. I

19
00:01:29.680 --> 00:01:33.480
have decades of experience in the military, the federal government,

20
00:01:33.599 --> 00:01:37.359
and corporate America, and my mission is to help women

21
00:01:37.480 --> 00:01:41.200
succeed and tap into their full potential. I want to

22
00:01:41.239 --> 00:01:44.640
reach a million plus women around the world to become

23
00:01:44.680 --> 00:01:47.560
the leaders they are meant to be. So if you

24
00:01:47.719 --> 00:01:51.079
want to move into a management or executive level position,

25
00:01:51.519 --> 00:01:54.920
or maybe you are a female veteran transitioning out of

26
00:01:54.959 --> 00:01:59.040
the military into business entrepreneurship, then reach out to the

27
00:01:59.120 --> 00:02:03.319
Executive Women's Success Institute at three zero one six nine

28
00:02:03.400 --> 00:02:05.120
three three two eight four.

29
00:02:06.680 --> 00:02:18.599
Let us get you on the fast track to success.

30
00:02:21.319 --> 00:02:27.199
Well, Hello, and welcome to the Success for Women's Show,

31
00:02:27.840 --> 00:02:31.120
where you can view us on Talk for TV and

32
00:02:31.319 --> 00:02:34.840
listen to us on the Women for Women Network. I

33
00:02:34.879 --> 00:02:39.319
am doctor Madeline Ann Lewis your host, and my mission

34
00:02:39.520 --> 00:02:44.039
is to help women accelerate the path to success. Well,

35
00:02:44.080 --> 00:02:48.120
today's topic something that we have been hearing a lot

36
00:02:48.159 --> 00:02:51.360
about in the in the news, and a lot of

37
00:02:51.960 --> 00:02:55.919
companies organizations are talking about it. So we're saying and

38
00:02:56.000 --> 00:03:00.879
the DEI conversation continues, and my guests today is going

39
00:03:00.960 --> 00:03:05.599
to be Marissa Blowdorn. Let me just tell you just

40
00:03:05.639 --> 00:03:07.439
a little bit about her because I want to get

41
00:03:07.439 --> 00:03:11.439
her on here so we can have this conversation. Marissa

42
00:03:11.439 --> 00:03:17.280
Blowdorn is the editor in chief of the own IT magazine,

43
00:03:17.439 --> 00:03:21.719
phenomenal professional development, career develop all kind of stuff you

44
00:03:21.759 --> 00:03:25.560
can find in this beautiful magazine. And she is also

45
00:03:25.800 --> 00:03:32.800
the CEO of TCS Consulting, LLC. She has established a

46
00:03:32.960 --> 00:03:40.879
reputation as a dynamic training and organizational development professional. So

47
00:03:40.919 --> 00:03:43.360
today she's going to come on and we're going to

48
00:03:43.439 --> 00:03:47.680
have a conversation about DEI just to see what's going

49
00:03:47.759 --> 00:03:50.199
on with it and what she thinks about it, her

50
00:03:50.240 --> 00:03:53.639
opinions on it, and so I would just like to

51
00:03:53.759 --> 00:03:55.159
welcome to the show.

52
00:03:55.560 --> 00:03:55.680
Ms.

53
00:03:55.879 --> 00:03:57.080
Marissa Blowdorn.

54
00:04:00.039 --> 00:04:01.680
Hey, how are you?

55
00:04:01.840 --> 00:04:04.439
Oh? And I forgot to mention she's coming to us

56
00:04:04.439 --> 00:04:08.400
from the Dominican Republic, So welcome, welcome, welcome.

57
00:04:09.439 --> 00:04:11.159
I I was so excited to be here.

58
00:04:11.360 --> 00:04:14.199
Thank you so much for the opportunity to share your platform.

59
00:04:14.400 --> 00:04:15.159
You appreciate it.

60
00:04:15.879 --> 00:04:19.000
Well, it is great to have you here today. And

61
00:04:19.040 --> 00:04:20.920
I know we have a lot to talk about and

62
00:04:20.959 --> 00:04:24.199
you've got lots of stuff going on, so we're going

63
00:04:24.279 --> 00:04:27.319
to get into that too. But before I gets started,

64
00:04:27.480 --> 00:04:32.439
I always give like a standard bio, a little bit

65
00:04:32.480 --> 00:04:35.920
of brief something on my guests, but I always like

66
00:04:36.040 --> 00:04:39.319
to ask the question for them to just tell us

67
00:04:39.399 --> 00:04:44.000
what you want us to know about Marissa Bluldoon, Well,

68
00:04:44.040 --> 00:04:44.399
you know what.

69
00:04:44.360 --> 00:04:46.560
I want folks to know is that.

70
00:04:49.079 --> 00:04:52.959
To some this may sound like Corey, others may get

71
00:04:53.000 --> 00:04:55.639
it is that out of care, I care about the

72
00:04:55.680 --> 00:05:01.920
people I serve, and many times I them to achieve

73
00:05:01.959 --> 00:05:03.879
what God has put them on this earth more than

74
00:05:03.920 --> 00:05:06.920
they do. And so God has shown we had to

75
00:05:07.759 --> 00:05:10.639
relax and don't worry about that, but make sure they

76
00:05:10.800 --> 00:05:15.639
show up to introduce to them the possibility that what

77
00:05:15.720 --> 00:05:18.560
they may be thinking is impossible is possible for them,

78
00:05:18.639 --> 00:05:21.839
that it is within their reach, that's within their their career,

79
00:05:22.000 --> 00:05:28.279
their business. My foundational understanding and approach is self awareness should.

80
00:05:28.199 --> 00:05:29.720
Lead you to self development.

81
00:05:29.759 --> 00:05:32.600
When you really become cognizant of who you are and

82
00:05:32.600 --> 00:05:34.720
what you would put here to do on the earth

83
00:05:34.759 --> 00:05:37.720
and get in alignment with your life's assignment, you'll want

84
00:05:37.759 --> 00:05:41.079
to develop. So self development is the next component to

85
00:05:42.000 --> 00:05:45.079
what's so important too, living a fulfilling life.

86
00:05:45.279 --> 00:05:46.000
And once you.

87
00:05:46.040 --> 00:05:49.959
Start self developing, you start to enter into a place

88
00:05:50.000 --> 00:05:52.959
of self maxery, which that's a a higher archy of

89
00:05:53.040 --> 00:05:57.120
needs focuses on self actualization, and that's exactly what it is.

90
00:05:57.160 --> 00:06:01.240
Self maturing not about being perfect, but knowing yourself well

91
00:06:01.360 --> 00:06:05.439
enough to know how to navity around this world successfully

92
00:06:05.839 --> 00:06:08.600
to ensure that you are living a fulfilling and happy

93
00:06:08.680 --> 00:06:11.560
life and that will fill over into everything else you're

94
00:06:11.560 --> 00:06:12.160
connected to.

95
00:06:12.519 --> 00:06:14.399
So that is my.

96
00:06:15.959 --> 00:06:20.680
Modest bless me with a very unusual and indirect way

97
00:06:20.720 --> 00:06:25.240
of doing that, magazine and book publishing and offering people

98
00:06:25.319 --> 00:06:27.680
the opportunity to speak abroad.

99
00:06:28.680 --> 00:06:31.279
Well, I tell you what I can attest to the

100
00:06:31.319 --> 00:06:35.680
fact that what you do, you do it in excellence.

101
00:06:35.759 --> 00:06:39.120
So I love that I have worked with you on

102
00:06:39.160 --> 00:06:43.040
many occasions, been in the magazine, you publish my book,

103
00:06:43.199 --> 00:06:49.000
so I absolutely know what you're what the level of

104
00:06:49.120 --> 00:06:52.319
excellence you bring to the table, and not only that,

105
00:06:52.399 --> 00:06:58.519
your integrity too, And those are definitely important characteristics to me,

106
00:06:59.040 --> 00:07:02.040
which is why you and I think have been dealing

107
00:07:02.079 --> 00:07:07.120
with each other. So it's like I know people you know,

108
00:07:07.240 --> 00:07:10.319
people don't know. But I'm like at night, I'm like

109
00:07:10.759 --> 00:07:14.600
sending you a little messages tails whenever asking you a question,

110
00:07:14.759 --> 00:07:16.480
I'm like, Okay, you can get back to me when

111
00:07:16.519 --> 00:07:20.079
you want. But it's just good to know that there's

112
00:07:20.120 --> 00:07:22.600
always someone that you know you can reach out to

113
00:07:22.759 --> 00:07:25.000
if you got a question. And the thing about you

114
00:07:25.199 --> 00:07:29.600
is that you don't mind sharing your expertise no matter

115
00:07:29.600 --> 00:07:32.480
what it is, and so that is so much appreciated,

116
00:07:32.920 --> 00:07:35.680
and I just wanted to make sure that I let

117
00:07:35.720 --> 00:07:40.439
you know that I appreciate that. So thank you. Yeah,

118
00:07:40.680 --> 00:07:43.959
So now we're going to talk about this topic of

119
00:07:44.199 --> 00:07:48.319
d e I because I know we had a conversation

120
00:07:48.439 --> 00:07:53.079
about it once before, and it's just it just seems

121
00:07:53.160 --> 00:07:58.240
to still be there in the foreground of everything that's

122
00:07:58.319 --> 00:08:02.879
going on. So tell me and just and you can

123
00:08:03.040 --> 00:08:06.120
throw some things out here too, But what do you

124
00:08:06.399 --> 00:08:11.079
think is about dyah? What do you tell me what

125
00:08:11.199 --> 00:08:12.600
your personal opinion is about?

126
00:08:13.000 --> 00:08:14.920
Okay, So a little bit of my background so that

127
00:08:14.959 --> 00:08:19.519
everyone knows what perspective of speaking from is industrial organizational psychology.

128
00:08:19.600 --> 00:08:25.240
So I'm looking at organizational performance overall. My training and

129
00:08:25.319 --> 00:08:29.959
development is to look at organization, measure their their performance,

130
00:08:30.079 --> 00:08:33.360
and give them feedback on how well they're doing based.

131
00:08:33.039 --> 00:08:33.919
On that assessment.

132
00:08:34.039 --> 00:08:39.759
So I have my master systs, dis certification, and behavioral analysis.

133
00:08:39.799 --> 00:08:41.279
So I'm looking at it.

134
00:08:41.200 --> 00:08:46.279
From the pos perspective, the perceived organizational support. So I'm

135
00:08:46.279 --> 00:08:52.600
looking at it from the employee or the workforce and measurability.

136
00:08:51.840 --> 00:08:52.879
In their performance.

137
00:08:54.320 --> 00:08:54.559
One.

138
00:08:54.679 --> 00:08:57.320
Two is a factor that I wanted to mention is

139
00:08:57.320 --> 00:09:01.080
that not one not all the employees are very aware

140
00:09:01.240 --> 00:09:05.840
of an organization's d I d I programs and how

141
00:09:05.879 --> 00:09:08.799
it is protecting them. So it has been the silent

142
00:09:08.919 --> 00:09:13.320
shield that has protected employees with them not even knowing

143
00:09:13.960 --> 00:09:17.519
that they've had this level of protection. And now that's

144
00:09:17.559 --> 00:09:18.679
going to be taken away.

145
00:09:18.720 --> 00:09:19.759
But I don't.

146
00:09:19.440 --> 00:09:22.879
Say this and all of my even though I'm here

147
00:09:22.919 --> 00:09:26.960
in the Dominican Republic, just saying in tune and aware

148
00:09:27.320 --> 00:09:29.360
of what's going on in the States, I have to

149
00:09:29.519 --> 00:09:32.679
because my work is within the uned States.

150
00:09:32.679 --> 00:09:34.919
He's though I'm here, all my work is still with

151
00:09:35.440 --> 00:09:36.200
us people.

152
00:09:39.039 --> 00:09:46.320
Is that some organizations realize the value of it, so

153
00:09:46.679 --> 00:09:49.879
we can we can say, hey, I'm not sure of

154
00:09:49.919 --> 00:09:54.320
those organizations by this right at this very moment, but

155
00:09:54.360 --> 00:09:57.480
there are some organizations that are fighting back to keep

156
00:09:57.639 --> 00:10:01.440
intact their DEI programs. So let's make sure that we

157
00:10:01.600 --> 00:10:04.919
talk about it. We talk about in fairness. I believe

158
00:10:04.960 --> 00:10:11.360
in fairness. And so they realized the c POS is

159
00:10:11.480 --> 00:10:16.720
perceived organizational support. So ultimately every organization wants to perform

160
00:10:16.799 --> 00:10:21.759
well because we know without them saying it performance impacts

161
00:10:21.759 --> 00:10:25.600
revenue income the money that the company is going to make.

162
00:10:25.799 --> 00:10:30.039
Poor performance or revenue it hits the revenue and hits

163
00:10:30.039 --> 00:10:31.120
the money.

164
00:10:31.480 --> 00:10:37.559
So DI offers employees the ability to relax know that

165
00:10:37.919 --> 00:10:40.960
their organizations that they work for care about.

166
00:10:40.720 --> 00:10:44.360
Them, are concerned about them. That's the perceived organizational support.

167
00:10:45.000 --> 00:10:50.399
When an employee that they show up well for the organization,

168
00:10:51.120 --> 00:10:55.399
there is no internal conflict. They care about the organization,

169
00:10:55.600 --> 00:10:58.159
so they want to make sure they do right by

170
00:10:58.200 --> 00:10:59.039
the organization.

171
00:10:59.159 --> 00:11:02.639
There is to come to the organization's visions.

172
00:11:02.159 --> 00:11:06.759
Goals CSR, So those are very important.

173
00:11:07.120 --> 00:11:11.679
And so I'm coming from that perspective.

174
00:11:11.320 --> 00:11:15.279
To say the organization's, hey, be very careful because you

175
00:11:15.360 --> 00:11:16.759
already have all of these.

176
00:11:16.559 --> 00:11:22.840
Boycotts going on. That's going on, you know, because people

177
00:11:22.879 --> 00:11:27.759
are scared. You don't want them to focused on you know,

178
00:11:27.879 --> 00:11:31.519
you don't want them in anxiety. You want them in comfort.

179
00:11:31.679 --> 00:11:36.399
You want them to be in positive pos not negative epos,

180
00:11:36.759 --> 00:11:39.559
because ultimately it's going to have an impact.

181
00:11:39.240 --> 00:11:43.159
On your repord. So you don't care about people you met.

182
00:11:43.159 --> 00:11:47.919
Car a pats of revenue right absolutely, because I mean

183
00:11:47.960 --> 00:11:51.679
I've had just in the time frame that all of

184
00:11:51.720 --> 00:11:56.080
this aren't taking place. I've had several people calling me

185
00:11:56.759 --> 00:11:59.960
and just wanting to talk about some things that's going

186
00:12:00.159 --> 00:12:03.039
off with them. I mean, even those that are in

187
00:12:03.080 --> 00:12:05.200
their careers. I was just talking to a young lady

188
00:12:05.320 --> 00:12:10.919
this week and she literally lost her job and so

189
00:12:11.039 --> 00:12:15.559
she was trying to figure out basically what she should do.

190
00:12:15.639 --> 00:12:18.480
What can she do, you know, some things that how

191
00:12:18.519 --> 00:12:20.840
she might be able to pivot through all of this

192
00:12:21.080 --> 00:12:25.080
or get through all of this, and it's it's really hard.

193
00:12:25.159 --> 00:12:28.879
I mean I have been making sure, like you, to

194
00:12:28.960 --> 00:12:32.559
stay on top of what's going on because of what

195
00:12:32.639 --> 00:12:36.879
I do the professional career development professional development. I'm also

196
00:12:37.000 --> 00:12:39.000
making sure to stay on top of when they have

197
00:12:40.240 --> 00:12:43.399
events like for job fairs and different things like that,

198
00:12:43.519 --> 00:12:45.720
which as a matter of fact, we had one today

199
00:12:46.120 --> 00:12:48.039
that I was able to send to her and let

200
00:12:48.080 --> 00:12:50.519
her know about and she, you know, she was just

201
00:12:50.679 --> 00:12:53.519
so pleased with that. But the thing of it is

202
00:12:53.799 --> 00:12:57.480
that people, like you said, people are afraid, and it's

203
00:12:57.600 --> 00:13:01.799
like to go to work and not know at the

204
00:13:01.919 --> 00:13:04.279
end of the day if tomorrow when you come you're

205
00:13:04.320 --> 00:13:06.440
going to be locked out of a building. I mean,

206
00:13:07.000 --> 00:13:10.519
that is what the problem is. And as you said,

207
00:13:10.519 --> 00:13:14.120
about organizations needing to be careful. I mean because the

208
00:13:14.240 --> 00:13:17.919
risk that there's a like the current backlash we all

209
00:13:18.000 --> 00:13:21.679
know is that fear of also of legal trouble, and

210
00:13:21.720 --> 00:13:25.600
that could cause some of the organizations to to to

211
00:13:25.600 --> 00:13:31.960
to install or abandon which we've seen meaningful di progress

212
00:13:32.080 --> 00:13:35.639
which has taken place so far, some of them, like

213
00:13:35.679 --> 00:13:38.759
you said, not all, because there are some that has

214
00:13:38.799 --> 00:13:42.559
stood by, you know, stood strong and said I'm keeping

215
00:13:42.639 --> 00:13:46.799
my program, and because they know. These are the organizations

216
00:13:46.799 --> 00:13:51.000
that know that this works. Because it's not just for

217
00:13:51.919 --> 00:13:57.360
a small few, it's actually for everybody. If you think

218
00:13:57.399 --> 00:14:01.600
about how it works, you know, really look at how

219
00:14:01.639 --> 00:14:04.879
it works. It's for everybody. It is not just for

220
00:14:05.240 --> 00:14:09.519
a small few. Now, I will say that, you know,

221
00:14:09.600 --> 00:14:12.639
when it as it has been established, there has been

222
00:14:14.039 --> 00:14:20.159
a group that has benefited largely from it, as we

223
00:14:20.240 --> 00:14:24.519
know that. But it was not just that it was established.

224
00:14:24.600 --> 00:14:27.360
If people would just sit down and think about it,

225
00:14:27.360 --> 00:14:30.840
it was established so across the board everybody could be

226
00:14:30.960 --> 00:14:35.159
treated fairly. Everybody could be included when it comes to

227
00:14:36.120 --> 00:14:41.399
hiring practices, different things like that, promotions. It's for these

228
00:14:41.519 --> 00:14:45.279
types of things, so across the board, everyone could be

229
00:14:45.279 --> 00:14:48.879
treated you know fairly. And then you have your younger

230
00:14:48.960 --> 00:14:53.559
generation of workers in particular that's coming in and talk

231
00:14:53.600 --> 00:14:58.080
about they're being vocal about the their desire to work

232
00:14:58.120 --> 00:15:02.600
for organizations that reflect that type of value. Because let

233
00:15:02.679 --> 00:15:05.919
me tell you something, I know, the younger generation they

234
00:15:05.960 --> 00:15:13.440
will quit in a New York second. That yeah, they

235
00:15:13.519 --> 00:15:15.799
if they're not pleased with what's going on, they will

236
00:15:15.879 --> 00:15:19.440
quit in a New York second. So they really are

237
00:15:19.559 --> 00:15:23.879
looking for that organization that has that type of values

238
00:15:24.000 --> 00:15:27.519
and and and inclusion in their organization. So if you

239
00:15:27.679 --> 00:15:30.919
want the up and coming young and you want that

240
00:15:31.120 --> 00:15:34.240
experience that they bring, the tech savvy and all of that,

241
00:15:34.679 --> 00:15:37.639
then you're gonna have to You're gonna have to stick

242
00:15:37.679 --> 00:15:39.679
with some of these, you know, not some, but all

243
00:15:39.759 --> 00:15:42.679
the your DEI programs, even you may not like them.

244
00:15:43.039 --> 00:15:45.519
And we all know now we can see the ones

245
00:15:45.559 --> 00:15:49.080
that I guess felt like they were forced to implement

246
00:15:49.120 --> 00:15:51.720
them because they jumped on board with getting rid of

247
00:15:51.759 --> 00:15:56.600
them so quickly. I mean, it was just unbelievable, you.

248
00:15:56.519 --> 00:16:02.960
Know, because we're on this topic on the state here,

249
00:16:03.279 --> 00:16:07.919
but there's an underlining current to why those particular organizations

250
00:16:08.080 --> 00:16:09.840
chose to get rid of it.

251
00:16:10.039 --> 00:16:10.679
Very fact.

252
00:16:12.440 --> 00:16:15.080
So, and when you talk about the younger generation, you

253
00:16:15.159 --> 00:16:17.679
have to remember that this is a generation that's entered

254
00:16:17.720 --> 00:16:21.000
the workforce after watching their parents.

255
00:16:21.559 --> 00:16:22.840
Because remember back in the day.

256
00:16:22.879 --> 00:16:26.600
I remember when I first time, first corporate job, working.

257
00:16:26.360 --> 00:16:31.200
For AT and T, and it was always you know,

258
00:16:31.240 --> 00:16:33.799
when you were in a social environment, well where you

259
00:16:33.919 --> 00:16:36.279
were and it was like, oh yeah, I work for

260
00:16:36.360 --> 00:16:39.840
AT T. You know, that was the eighties and nins.

261
00:16:39.919 --> 00:16:43.879
You you wanted the main drive, you know, Kirsty, You

262
00:16:44.080 --> 00:16:46.720
just you wanted a name job. You were proud of

263
00:16:46.799 --> 00:16:49.200
your job. You wanted to be proud of your job.

264
00:16:49.360 --> 00:16:51.679
So not only were you wanted to be proud of

265
00:16:51.679 --> 00:16:54.000
your job, you looked at performance review. You wanted to

266
00:16:54.000 --> 00:16:56.120
make sure that you weren't check you know, you know,

267
00:16:56.399 --> 00:16:58.840
oh did I get an FP which is far exceeded,

268
00:16:59.039 --> 00:17:02.240
and you know all the other good things. But the

269
00:17:02.360 --> 00:17:06.680
young people watch their parents in the nineties, in their

270
00:17:06.680 --> 00:17:09.960
early two thousands lose their jobs, you know, because of

271
00:17:10.039 --> 00:17:12.680
the style marketing, because of all of these dot coms.

272
00:17:12.680 --> 00:17:15.680
We don't talk about the dot com industry where they

273
00:17:15.720 --> 00:17:19.599
were frauds and they went crashing. And these young people

274
00:17:19.839 --> 00:17:24.079
watched their parents work so hard and lose their jobs,

275
00:17:24.200 --> 00:17:29.319
so their perceived pos is negative, right, So they don't

276
00:17:29.400 --> 00:17:31.039
have commitment.

277
00:17:31.079 --> 00:17:32.400
Like their parents did.

278
00:17:32.839 --> 00:17:36.480
That's the difference, because they watched organizations. Just let the

279
00:17:36.599 --> 00:17:40.000
parents go and see what organizations. This should be a

280
00:17:40.079 --> 00:17:43.200
learning lesson for them if they're paying attention. What this

281
00:17:43.279 --> 00:17:46.119
should be for them is a lesson to say. You

282
00:17:46.279 --> 00:17:49.559
may say something is right, and you may think that

283
00:17:49.759 --> 00:17:55.119
its impact is limited, but others are watching, watching, and

284
00:17:55.160 --> 00:17:58.240
they're making a decision as to whether or not they

285
00:17:58.359 --> 00:18:03.039
want to want to continue in this pattern. And that's

286
00:18:03.039 --> 00:18:05.759
how you see even younger people talk about they don't

287
00:18:05.759 --> 00:18:11.720
want DI because they don't even understand the ramifications that

288
00:18:11.960 --> 00:18:15.640
if DEI wasn't in place where their parents would be

289
00:18:15.880 --> 00:18:18.279
right now and where they could be.

290
00:18:18.400 --> 00:18:20.839
Right now, they may not have these jobs.

291
00:18:20.880 --> 00:18:24.359
So there is a disconect of the reality for some

292
00:18:24.599 --> 00:18:28.839
young people of just the higher value and impact DEI.

293
00:18:29.119 --> 00:18:32.640
Tac so o charge to this is those who have

294
00:18:32.839 --> 00:18:38.680
been in DI, those who have fostered in trail wades

295
00:18:39.640 --> 00:18:45.440
now awaiting that you can't keep it that's kept secret,

296
00:18:45.839 --> 00:18:50.680
that DEI its impact and its important and it's relevant

297
00:18:51.319 --> 00:18:54.640
to be a part of the training and development programs

298
00:18:54.759 --> 00:18:56.799
right they have to make sure. You have to make

299
00:18:56.839 --> 00:19:02.279
sure that the massive population really understand what d I.

300
00:19:02.480 --> 00:19:06.640
Now it shouldn't be, but now is the time to

301
00:19:06.759 --> 00:19:12.039
go out and really drive home who DEI is, what

302
00:19:12.599 --> 00:19:17.160
what it has done. Give Prince calls the numbers, give them,

303
00:19:17.279 --> 00:19:20.839
be transparent, and give those numbers so that our young

304
00:19:20.920 --> 00:19:22.200
people can be educated.

305
00:19:22.279 --> 00:19:23.200
It's generally.

306
00:19:24.839 --> 00:19:30.720
Know the importance of and pressing their organizations to actually

307
00:19:30.720 --> 00:19:36.640
adhere to it because DEI does enforce accountability and enforces

308
00:19:36.680 --> 00:19:38.440
accountability absolutely.

309
00:19:38.839 --> 00:19:41.039
And you know, as you were saying about your first

310
00:19:41.039 --> 00:19:44.079
corporate job was AT and T, well guess what mine?

311
00:19:44.400 --> 00:19:47.880
Mine was South Central Bell in New Orleans. Because at

312
00:19:47.920 --> 00:19:50.960
the time, uh, it was South Central bel. We didn't

313
00:19:51.000 --> 00:19:54.519
have all these other AT and T's baby bells, and

314
00:19:54.599 --> 00:19:56.880
you know, we didn't have all of that back then.

315
00:19:56.920 --> 00:20:01.880
It was. It wasn't until they actually split the company

316
00:20:01.920 --> 00:20:06.079
that we started getting all these different named companies. But

317
00:20:06.160 --> 00:20:08.640
that was mine too, South Central Vale in New Orleans.

318
00:20:08.640 --> 00:20:12.880
And I remember when I got laid off from them

319
00:20:13.359 --> 00:20:16.400
in like you say, in the eighties, I got laid

320
00:20:16.400 --> 00:20:20.799
off sometime in the eighties and that my first thought was, oh, well,

321
00:20:21.240 --> 00:20:23.720
they don't care that much about me because I had

322
00:20:23.720 --> 00:20:25.839
been there for eight years, and I'm like, if they

323
00:20:25.839 --> 00:20:27.720
don't care that much about me that I'm going to

324
00:20:27.759 --> 00:20:31.920
get me a government job. Yeah, And that is what

325
00:20:32.160 --> 00:20:35.920
made me look at getting a government job, because I said,

326
00:20:36.000 --> 00:20:38.319
government don't let you go. They keep looking, they keep

327
00:20:38.359 --> 00:20:42.279
you forever, you know. But as you were saying with

328
00:20:42.799 --> 00:20:46.759
our parents, you know, and with the younger generation seeing them,

329
00:20:46.880 --> 00:20:50.599
our parents, when they got a job, they got a

330
00:20:50.759 --> 00:20:54.359
job to retire in that position. They weren't looking to

331
00:20:54.480 --> 00:20:57.119
hot from here to here to hear to hear, which

332
00:20:57.160 --> 00:21:00.279
is what our younger generations. They don't have a problem

333
00:21:00.319 --> 00:21:02.160
doing that. And that's why I say, you know, if

334
00:21:02.160 --> 00:21:05.240
they're not pleased with something that's going on, they will quit.

335
00:21:05.319 --> 00:21:07.599
I recall one time when a young man who was

336
00:21:07.680 --> 00:21:10.480
working in the organization that I was working in, and

337
00:21:10.559 --> 00:21:12.640
he hadn't been there that long, I don't know, maybe

338
00:21:12.680 --> 00:21:15.599
a year, year and a half, but he decided he

339
00:21:16.319 --> 00:21:20.880
should get a raise, and he, you know, wasn't. They

340
00:21:20.920 --> 00:21:23.279
didn't feel he was ready to get one. Yet the

341
00:21:23.319 --> 00:21:25.839
next day we came, he had left all his credentials

342
00:21:25.880 --> 00:21:29.920
on the desk. He didn't come back anything, just didn't

343
00:21:29.960 --> 00:21:33.039
come back So that's why I say in a New

344
00:21:33.119 --> 00:21:35.920
York second, they will quit if they are not pleased,

345
00:21:36.440 --> 00:21:39.759
you know, with what's going on, and it's it's unfortunate

346
00:21:39.799 --> 00:21:43.359
because I've also heard, you know, there there has been

347
00:21:44.279 --> 00:21:47.440
where people some people may think that some of the

348
00:21:47.599 --> 00:21:54.359
backlash against DEEI came because around twenty twenty when they

349
00:21:54.359 --> 00:21:59.160
will face with the George Floyd being killed and all

350
00:21:59.200 --> 00:22:02.279
of this kind of stuff. But little do people know

351
00:22:02.680 --> 00:22:07.519
some anyway, that was not the case. That original DEI

352
00:22:08.119 --> 00:22:12.680
programs date back to the civil rights movement, was not

353
00:22:12.880 --> 00:22:16.240
something that is new. It is not something that started

354
00:22:16.319 --> 00:22:21.759
last month. Okay, you know, it was something that played

355
00:22:21.759 --> 00:22:25.480
a pivotal part in creating, you know, trying to create

356
00:22:25.519 --> 00:22:30.480
a more diverse and inclusive workplace for people. Right that

357
00:22:31.240 --> 00:22:35.079
needs to be understood about d and that's the errents.

358
00:22:35.200 --> 00:22:40.400
So then we are in the errings of just not knowing.

359
00:22:40.200 --> 00:22:41.200
What it is.

360
00:22:42.079 --> 00:22:46.400
And also too and in going back to folks who

361
00:22:46.759 --> 00:22:49.000
losing their jobs, your rights.

362
00:22:49.119 --> 00:22:50.519
You don't know your rights.

363
00:22:50.680 --> 00:22:55.559
The reason why you know, leaders and other words issues

364
00:22:55.599 --> 00:22:57.400
can get away with the things that they're doing is

365
00:22:57.400 --> 00:22:59.640
because most people don't know their rights. You don't know

366
00:22:59.799 --> 00:23:03.440
your rights, and you have to fight the law right

367
00:23:03.480 --> 00:23:06.359
and so it's not about emotions, it's not what is

368
00:23:06.400 --> 00:23:09.359
the letter of the laws said and the lass that

369
00:23:09.559 --> 00:23:12.599
you cannot get rid of me? Then this is age too,

370
00:23:13.000 --> 00:23:17.119
So yeah, it doesn't matter that they're dismantling.

371
00:23:19.400 --> 00:23:20.880
It's what the.

372
00:23:20.799 --> 00:23:23.079
Max is exactly going to be.

373
00:23:24.000 --> 00:23:26.440
Remember, you know we have the lit magazine for the

374
00:23:26.599 --> 00:23:30.319
very reason. Knowledge is power, but knowledge.

375
00:23:29.880 --> 00:23:33.880
Of try is powerful. So you have to go and

376
00:23:33.920 --> 00:23:35.599
find out what your rights are.

377
00:23:35.680 --> 00:23:39.480
If you were if you were fined, then you have

378
00:23:39.599 --> 00:23:41.640
to look at what what were your rights? Look at

379
00:23:41.680 --> 00:23:45.559
your handbook. Most people get their handbook their employee handbooked

380
00:23:45.640 --> 00:23:46.519
and never look at it.

381
00:23:46.640 --> 00:23:48.720
It's the man goal where your property the man.

382
00:23:50.039 --> 00:23:55.119
I say that you have to know how the organization functions,

383
00:23:55.680 --> 00:23:58.359
but I also say one of the things I always

384
00:23:58.400 --> 00:24:01.519
tell uh the end of Visuals that I work with,

385
00:24:01.839 --> 00:24:03.880
is that you need to know someone in each one

386
00:24:03.880 --> 00:24:06.680
of those different departments and EEO needs to be one

387
00:24:06.720 --> 00:24:09.160
of them. It needs to be one of them. You

388
00:24:09.200 --> 00:24:12.480
need to understand the rules and the regulations, You need

389
00:24:12.519 --> 00:24:16.119
to understand how your organization works and different things like that,

390
00:24:16.240 --> 00:24:19.839
because if you don't, then like you said, these things.

391
00:24:20.759 --> 00:24:24.079
You know, if someone tells you you haven't tell Friday

392
00:24:24.519 --> 00:24:28.559
to resign or something like that, or send an email

393
00:24:29.039 --> 00:24:32.920
saying you resigning, give me a break. Your federal government

394
00:24:32.960 --> 00:24:36.839
doesn't work like that. I mean, for one thing, it

395
00:24:36.880 --> 00:24:39.240
takes you for having to get somebody out of the

396
00:24:39.279 --> 00:24:42.640
federal government to be the truth, you don't and that's

397
00:24:42.720 --> 00:24:45.519
because you have to have a pay per trayal to

398
00:24:45.759 --> 00:24:47.839
justify why you're getting rid of them.

399
00:24:48.319 --> 00:24:52.759
Yeah, documentation, and so you need to understand that.

400
00:24:53.079 --> 00:24:58.640
I think that another thing that we not done is.

401
00:25:00.079 --> 00:25:03.319
And why most people don't look at their handbooks, it's because.

402
00:25:02.960 --> 00:25:05.839
You're just looking at the paycheck. You're just like, look,

403
00:25:06.279 --> 00:25:09.279
is this how much I'm going to make? And this

404
00:25:09.400 --> 00:25:11.039
looked good.

405
00:25:12.000 --> 00:25:15.480
There's a term that I always use it, and I say,

406
00:25:15.519 --> 00:25:16.880
but I don't say it lightly.

407
00:25:17.799 --> 00:25:20.000
And I think that sometimes.

408
00:25:19.480 --> 00:25:22.319
When you can come up with these beautiful word phrases

409
00:25:22.359 --> 00:25:25.519
and things like that, people are mesmerized.

410
00:25:24.720 --> 00:25:27.880
With, Oh my god, that's so powerful. Yeah it's not.

411
00:25:28.160 --> 00:25:32.720
Powerful, but it is powerful if you've got you got

412
00:25:33.680 --> 00:25:36.359
an awaiting too. What is really being said to you

413
00:25:36.440 --> 00:25:39.640
when I say you are the CEO of your life

414
00:25:39.759 --> 00:25:40.839
and it is time.

415
00:25:40.640 --> 00:25:42.119
To make executive decisions.

416
00:25:42.240 --> 00:25:45.839
It's not being cute, it's about being conscious. You've got

417
00:25:45.920 --> 00:25:49.359
to be conscious and you have to protect out for

418
00:25:49.480 --> 00:25:53.039
the long haul. You can't just make quick decisions. You've

419
00:25:53.039 --> 00:25:55.920
got to be able to look at this decision and say,

420
00:25:56.240 --> 00:25:59.079
how in the long run is this going to impact

421
00:25:59.119 --> 00:26:01.799
But we're not taught that. We're taught go get a job,

422
00:26:02.039 --> 00:26:05.359
you know, just start getting home, you know, you know,

423
00:26:05.400 --> 00:26:07.200
go get a job. Just go get a job. You

424
00:26:07.319 --> 00:26:11.559
gotta work, you gotta well what kind of and so some.

425
00:26:12.119 --> 00:26:13.559
A lot of that is done at home.

426
00:26:13.880 --> 00:26:18.400
You know, these conversations and Nathaniel Ross and I you know,

427
00:26:18.599 --> 00:26:21.839
had these conversations for years. So what's around the dinner table?

428
00:26:21.920 --> 00:26:25.480
Stop talking about the designer shoes and designer building and

429
00:26:26.039 --> 00:26:29.319
perfew and where you're going and you know who and

430
00:26:29.440 --> 00:26:32.880
what started and what. No, it's time for us to

431
00:26:32.960 --> 00:26:37.079
have those conversations that are going to impact our legacy, right,

432
00:26:37.240 --> 00:26:39.440
that are going to impact us in time to like

433
00:26:39.599 --> 00:26:42.519
these right in times that are these that we have

434
00:26:42.599 --> 00:26:46.519
our financial house in order, you know, and things like that.

435
00:26:46.680 --> 00:26:49.200
So I want to go back to talking about that

436
00:26:49.400 --> 00:26:54.920
and compensation, compensation, and you talked about ee oh you

437
00:26:54.960 --> 00:26:57.200
know you want to make sure that you know your

438
00:26:57.240 --> 00:26:58.359
affirmative actions.

439
00:26:58.400 --> 00:27:00.240
You're going to know that department. You want to know

440
00:27:00.279 --> 00:27:01.400
your HR department.

441
00:27:01.440 --> 00:27:02.680
Who's who's who in.

442
00:27:02.640 --> 00:27:04.200
The HR department?

443
00:27:04.480 --> 00:27:05.720
Now, that's so important.

444
00:27:05.920 --> 00:27:08.640
And we have to train people.

445
00:27:08.759 --> 00:27:11.480
So if you call yourself a mentor, if you call

446
00:27:11.519 --> 00:27:14.960
yourself a coach, and you're teaching your.

447
00:27:14.960 --> 00:27:18.400
People the power of the pivot, making sure.

448
00:27:18.480 --> 00:27:20.839
The one thing that I'm so faithful of and the

449
00:27:20.880 --> 00:27:23.599
reason I can sit where I am today is is

450
00:27:23.599 --> 00:27:28.839
because of my skills, my massive skill level. Right, so

451
00:27:29.559 --> 00:27:33.720
not only can operate as a CEO who projects way out,

452
00:27:34.759 --> 00:27:42.079
also operate as the adage, the secretary, the Assistant's critical

453
00:27:42.480 --> 00:27:47.799
because it gives me fluidity. Right, you get in all

454
00:27:47.880 --> 00:27:54.079
the different levels you know, unswayed, there's no swaying. I

455
00:27:54.160 --> 00:27:56.240
can go up and make the big decisions, and then

456
00:27:56.240 --> 00:27:57.480
I can go down and make some.

457
00:27:57.440 --> 00:27:59.119
Low detailed level decisions.

458
00:28:00.400 --> 00:28:03.279
People, you need to make sure that you have that

459
00:28:03.400 --> 00:28:07.400
flexibility with your skill set and your competencies. Right, You've

460
00:28:07.440 --> 00:28:10.119
got to be confident in areas even if you don't

461
00:28:10.279 --> 00:28:12.680
like them, Even if you don't like them, you don't

462
00:28:12.720 --> 00:28:15.880
want them, because even to bring staff on, even to

463
00:28:16.000 --> 00:28:16.640
lead people.

464
00:28:16.960 --> 00:28:19.559
You have to be able to show them how they

465
00:28:19.599 --> 00:28:21.599
need to show up for you.

466
00:28:20.599 --> 00:28:24.279
You need to know those skills. You're not everyone's going

467
00:28:24.359 --> 00:28:29.240
to come to you readily equipped. And so this is

468
00:28:29.319 --> 00:28:35.119
why DEI were in too, because it affirms the fact

469
00:28:35.200 --> 00:28:38.480
that we need these kinds of people. We need diversity,

470
00:28:38.559 --> 00:28:42.440
We need people from all different bats, all different cultures too,

471
00:28:43.279 --> 00:28:46.519
so that we have all these different perspectives and we

472
00:28:46.559 --> 00:28:47.440
can come up with.

473
00:28:47.400 --> 00:28:51.279
One beautiful or multiple beautiful things because so much has

474
00:28:51.319 --> 00:28:52.319
been added to it.

475
00:28:53.160 --> 00:28:57.160
And so exactly, I mean, because think about it. When

476
00:28:57.200 --> 00:29:01.079
you remove those types of programs and and and and

477
00:29:01.240 --> 00:29:06.920
the different policies associated with them, and again you're that

478
00:29:07.319 --> 00:29:12.680
is with the diversity of your leadership, I mean leadership positions. Now,

479
00:29:12.720 --> 00:29:15.200
what are you gonna have? You're gonna have everybody And

480
00:29:16.359 --> 00:29:19.359
I had to say this, but they had a but

481
00:29:19.480 --> 00:29:22.799
they had a photo on I think it was faced

482
00:29:22.839 --> 00:29:25.759
with one of the social media sites and they were

483
00:29:25.799 --> 00:29:29.920
saying this was they had captured a meeting at the

484
00:29:29.960 --> 00:29:33.599
White House. What and it was supposed to be a

485
00:29:33.640 --> 00:29:38.680
women's like women's meeting type thing. All men sitting at

486
00:29:38.680 --> 00:29:43.319
the table, not one female was at that table. Wow,

487
00:29:43.640 --> 00:29:46.599
you make any type of decisions that's going to be

488
00:29:47.119 --> 00:29:51.119
that you know, that's going to have a broad range,

489
00:29:52.079 --> 00:29:55.759
you know, that of affecting people if you have don't

490
00:29:55.839 --> 00:29:59.440
have a broad range of individuals sitting at that table.

491
00:30:00.880 --> 00:30:06.440
Every last one fitting at that people was for women and.

492
00:30:06.480 --> 00:30:09.079
Men have have a clue was ripping.

493
00:30:08.880 --> 00:30:11.200
One for me? They don't.

494
00:30:11.240 --> 00:30:13.920
I'm sorry, It's just like I do.

495
00:30:14.119 --> 00:30:14.319
You know.

496
00:30:14.359 --> 00:30:16.039
It's one of those things where the only thing I

497
00:30:16.119 --> 00:30:18.480
just put my little shaking my head emoji on there.

498
00:30:18.519 --> 00:30:22.680
I'm thinking, Okay, let me know how that works out

499
00:30:22.720 --> 00:30:23.559
for you.

500
00:30:23.559 --> 00:30:28.920
You know well that but it's telling him that men

501
00:30:29.720 --> 00:30:33.000
and I wasn't about to say this, but the real

502
00:30:33.319 --> 00:30:37.599
push for this was the me too movement. Yes, because

503
00:30:37.640 --> 00:30:41.960
as the high level of wish the consistency and behavior

504
00:30:42.880 --> 00:30:48.160
and character among men, But she has unwrapping right, and

505
00:30:48.200 --> 00:30:53.200
that was just too much. So that's what this DEI is.

506
00:30:54.440 --> 00:30:58.160
It's about me too. You are not going to be

507
00:30:58.200 --> 00:30:59.599
able to do this to us again.

508
00:31:00.319 --> 00:31:07.319
Remember when there is accountability, there is costs associated with accountability.

509
00:31:08.480 --> 00:31:11.920
And when that confence that great, they're saying.

510
00:31:11.839 --> 00:31:13.519
No, it's not going to be any more of this

511
00:31:13.759 --> 00:31:15.200
me too stuff going on.

512
00:31:15.799 --> 00:31:18.319
We're going to fight, and that's what your men are doing.

513
00:31:18.440 --> 00:31:19.079
Your men are.

514
00:31:19.000 --> 00:31:21.279
Saying, we're not going to do this. We're not going

515
00:31:21.319 --> 00:31:23.839
to allow this to continue to happen to us. And

516
00:31:23.880 --> 00:31:26.319
that's how we begin to dismange it. But we don't

517
00:31:26.359 --> 00:31:28.519
have to do that. We don't have to allow that.

518
00:31:29.359 --> 00:31:33.279
We have to educate people on the origin of DEI.

519
00:31:34.160 --> 00:31:38.759
The result is gotten because it has been a hidden weapon.

520
00:31:39.000 --> 00:31:42.799
It has been a hidden protector, and not everybody has been.

521
00:31:43.160 --> 00:31:45.599
And the reason why I brought up compensation is because

522
00:31:45.599 --> 00:31:48.119
I'll share this with you. When I was working for

523
00:31:48.160 --> 00:31:51.799
AT and T, I got far exceeded.

524
00:31:53.000 --> 00:31:55.359
You already you mentioned it at the time. I don't

525
00:31:55.359 --> 00:31:56.559
have to blow my own horn.

526
00:31:57.119 --> 00:31:59.640
I'm new to work for myself because I know how

527
00:31:59.680 --> 00:32:03.039
hard I worked for other companies right now, organizations, and.

528
00:32:03.319 --> 00:32:06.839
I said to myself, I can work like this for

529
00:32:07.000 --> 00:32:09.839
me m M, and like this were a company.

530
00:32:10.160 --> 00:32:12.200
I didn't I believe that I can't.

531
00:32:12.559 --> 00:32:15.279
Well, I'm going to tell you I thought as a

532
00:32:15.319 --> 00:32:17.839
young person, because when I started working for ATT, I

533
00:32:17.880 --> 00:32:20.759
was only nineteen years old. I wasn't old enough. I

534
00:32:20.759 --> 00:32:23.599
need to go to college where they would tell you.

535
00:32:23.640 --> 00:32:27.799
So I didn't pay attention to the compensation right the awards,

536
00:32:27.839 --> 00:32:30.640
because with AT and T you got a performance award

537
00:32:30.720 --> 00:32:35.160
and you got American and the performance award was based

538
00:32:35.200 --> 00:32:35.680
on your.

539
00:32:36.039 --> 00:32:40.000
Level in the company. Your magive world were showing up.

540
00:32:40.400 --> 00:32:44.559
And so I'm thinking, get it. It is amount of money. Oh,

541
00:32:44.680 --> 00:32:50.200
this is raised Christmas time. This is great.

542
00:32:50.759 --> 00:32:53.799
Only to find out once I left the R and

543
00:32:53.880 --> 00:32:58.720
D side and went over to the marketing, and in

544
00:32:58.839 --> 00:33:06.240
marketing and research did I find out that actually worked harder.

545
00:33:06.680 --> 00:33:09.880
It was only a fifty percent of and.

546
00:33:10.000 --> 00:33:13.720
My performance the whole time I was there, it was

547
00:33:13.759 --> 00:33:14.440
far our ceeded.

548
00:33:15.000 --> 00:33:16.640
Wow, So making makes.

549
00:33:16.480 --> 00:33:19.680
Sense, as my sister Judie would say, make it sense.

550
00:33:19.880 --> 00:33:25.160
So I was aware that I was should be discriminated

551
00:33:25.200 --> 00:33:30.039
against because I thought all of their turning words, all

552
00:33:30.039 --> 00:33:34.240
of their but when it really matter and setting the

553
00:33:34.279 --> 00:33:39.319
department's budget, my department had felt, we don't need to

554
00:33:39.359 --> 00:33:44.880
give Marisa what matches her actual evaluation. We give her

555
00:33:45.079 --> 00:33:47.720
hand and should be happy. And she's never complained. And

556
00:33:47.759 --> 00:33:50.240
I never complained because I did not know I had

557
00:33:50.240 --> 00:33:52.519
a right to. I did not even know there was

558
00:33:52.559 --> 00:33:57.039
anything to complain about. And so with D I this

559
00:33:57.119 --> 00:33:58.599
is what we have to do.

560
00:33:58.920 --> 00:34:00.160
We have to make sure.

561
00:34:00.079 --> 00:34:05.680
Were doing the people can't go to a job any

562
00:34:05.759 --> 00:34:16.800
more and just not know.

563
00:34:13.039 --> 00:34:17.840
That is absolutely true. And keep in mind another thing too.

564
00:34:18.159 --> 00:34:22.679
You know, remember when back when, and I know you

565
00:34:22.719 --> 00:34:28.679
do when, Uh, we as women weren't even in areas

566
00:34:28.719 --> 00:34:33.159
such as finance and technology and all of that stuff. Okay,

567
00:34:33.480 --> 00:34:36.840
because of DEI, firmative action and all of that. That's

568
00:34:36.920 --> 00:34:40.920
the way we're able to get into those areas. That

569
00:34:41.079 --> 00:34:44.400
is the only way. I never forget. Another female friend

570
00:34:44.480 --> 00:34:47.920
of mine, she was wanted to she was she was

571
00:34:47.960 --> 00:34:51.239
already a supervisor, but she wanted to be ahead of

572
00:34:51.880 --> 00:34:55.760
one of the departments. Well, they did not want to

573
00:34:55.800 --> 00:34:58.679
give her that department because they felt like even though

574
00:34:58.719 --> 00:35:01.559
she was good as a supervis they wanted her like

575
00:35:01.679 --> 00:35:05.519
over admin stuff. Yeah, they didn't want to put her

576
00:35:05.599 --> 00:35:08.320
over like the technology and all of that because they

577
00:35:08.320 --> 00:35:10.679
didn't feel like she would be good enough to do

578
00:35:10.760 --> 00:35:13.679
that until she took through the task for it. She

579
00:35:13.800 --> 00:35:15.960
had she had to go toe to toe with them

580
00:35:16.320 --> 00:35:18.960
to let them know. Hey, And that's why I always

581
00:35:19.039 --> 00:35:21.800
tell when you're trying to get into a position that

582
00:35:21.880 --> 00:35:25.079
they you they feel that you're not good enough, just

583
00:35:25.760 --> 00:35:28.800
say to them, hey, let me do it for thirty days.

584
00:35:29.039 --> 00:35:31.159
Let me show you I can do it for thirty days.

585
00:35:31.320 --> 00:35:35.079
If then you feel like I'm not, you know, qualified

586
00:35:35.119 --> 00:35:37.760
to do that position, then I won't bother you again.

587
00:35:38.760 --> 00:35:42.840
Sometimes you have to, you know, hold their fire to

588
00:35:42.960 --> 00:35:45.719
let them see that, hey, you're capable of doing it,

589
00:35:45.760 --> 00:35:50.800
because if not, then they'll just say, well, we're gonna

590
00:35:50.800 --> 00:35:53.199
put a man over here. Because that's what happened when

591
00:35:53.239 --> 00:35:55.360
I do my teed tar. That's one of the examples

592
00:35:55.400 --> 00:35:58.039
I used when I went for this promotion. Three guys

593
00:35:58.119 --> 00:36:01.199
up against me. Neither one of them have the experience

594
00:36:01.239 --> 00:36:03.920
that I had, but they wound up putting one of

595
00:36:03.960 --> 00:36:07.280
them in that position who wasn't even in the organization.

596
00:36:07.960 --> 00:36:10.960
That's what After a few months he quit. He couldn't

597
00:36:11.000 --> 00:36:14.119
handle it. Yeah, I mean I had to step into

598
00:36:14.239 --> 00:36:18.159
it anyway, right right, Make look at the time, you

599
00:36:18.280 --> 00:36:21.840
wasted the money, you wasted putting him in something that

600
00:36:21.920 --> 00:36:25.480
he wasn't even qualified to do, and it didn't really want.

601
00:36:25.719 --> 00:36:29.400
So sometimes they don't even want it because even when

602
00:36:29.400 --> 00:36:34.000
you're may not be one, when you want something, you

603
00:36:34.039 --> 00:36:37.760
show up for it, work hard for it, and that

604
00:36:37.800 --> 00:36:40.920
makes a difference. And so you know, just like I said,

605
00:36:41.000 --> 00:36:45.199
it really really is a matter of making sure that

606
00:36:45.519 --> 00:36:47.559
every day what we used to call back the day

607
00:36:47.719 --> 00:36:54.440
Joe Schmoe. No, right, we educated people because they're not educated.

608
00:36:54.480 --> 00:36:59.519
They're watching tiktoking, they're watching all these other platforms, and

609
00:36:59.519 --> 00:37:03.159
they're getting snid bits of stuff and it's overwhelming.

610
00:37:03.519 --> 00:37:04.599
It's overwhelming.

611
00:37:04.719 --> 00:37:07.719
They follow They end up following folks that may or

612
00:37:07.760 --> 00:37:10.639
may not be on point, unfortunately, and.

613
00:37:10.599 --> 00:37:12.400
They're not getting real information.

614
00:37:12.679 --> 00:37:15.239
And they need to get the real information so that

615
00:37:15.440 --> 00:37:20.679
real quality decisions and quality movements can be birthed out

616
00:37:20.679 --> 00:37:20.920
of this.

617
00:37:21.239 --> 00:37:24.039
They need to be educated. On DEI and.

618
00:37:24.000 --> 00:37:28.800
Then also too sad to say, I remember and I

619
00:37:29.079 --> 00:37:31.960
start getting my degrees until I believe I was in

620
00:37:32.000 --> 00:37:36.119
my thirties when I started getting my master's degree in

621
00:37:36.159 --> 00:37:39.679
psychology and then onto my master's and I'm almost done

622
00:37:39.760 --> 00:37:42.159
with that PhD. Y'all get there in one of these days.

623
00:37:42.239 --> 00:37:45.440
Business just took off, and you just you gotta pivot,

624
00:37:45.639 --> 00:37:46.800
you know, you gotta pivot it.

625
00:37:47.320 --> 00:37:47.639
And so.

626
00:37:49.400 --> 00:37:56.000
I remember having a conversation with a woman at Princeton University,

627
00:37:56.199 --> 00:38:01.079
and she was on the human subject research side, and

628
00:38:01.760 --> 00:38:05.760
she shared with me that she had someone mentor her

629
00:38:06.039 --> 00:38:06.960
at the start.

630
00:38:06.719 --> 00:38:09.599
Of her career working in labs and different things like that.

631
00:38:09.840 --> 00:38:11.159
And that's what we have to get back to.

632
00:38:11.280 --> 00:38:14.920
We have to get back to the quality mentorship, really

633
00:38:14.960 --> 00:38:17.360
get the educates and takes.

634
00:38:17.079 --> 00:38:20.159
The time, not this fluffy talk.

635
00:38:20.079 --> 00:38:24.239
But really takes the time to train make sure that

636
00:38:24.360 --> 00:38:31.199
their mentees understand processing systems, thinking, critical thinking, deductive reasoning

637
00:38:32.119 --> 00:38:36.079
based on saying, hey, do your research, do your homework,

638
00:38:36.280 --> 00:38:39.039
know your company, know the organization sause back in the day,

639
00:38:39.599 --> 00:38:42.840
you know, back in the day, our parents did not

640
00:38:43.119 --> 00:38:44.760
just go to organizations.

641
00:38:45.039 --> 00:38:48.280
They actually did their homework to say what is this organization,

642
00:38:48.440 --> 00:38:49.199
what are they about?

643
00:38:49.360 --> 00:38:54.280
And they knew they read the local newspaper. They were

644
00:38:54.320 --> 00:38:59.480
well informed rather than just rationally saying just focus on

645
00:38:59.519 --> 00:39:00.760
the page itself.

646
00:39:01.280 --> 00:39:03.440
They did their homework, they talked to each.

647
00:39:03.199 --> 00:39:08.280
Other about they had quality conversations that made a difference.

648
00:39:08.400 --> 00:39:10.480
And that's where we have to get back to the

649
00:39:10.719 --> 00:39:15.440
grassroots of really making sure that our young people understand

650
00:39:15.519 --> 00:39:19.119
EI as well as our older people. Some people don't

651
00:39:19.159 --> 00:39:22.800
even know what DI really is and there are a.

652
00:39:22.679 --> 00:39:27.280
Page I tell you what and like you were saying,

653
00:39:27.360 --> 00:39:31.800
and when they're in organizations, they have to look for

654
00:39:32.360 --> 00:39:35.199
opportunities too. I mean, like you said, they can't just

655
00:39:35.360 --> 00:39:39.039
sit there and you can't expect everything to fall into

656
00:39:39.079 --> 00:39:43.159
your lap. You really can't. You have to out those opportunities.

657
00:39:43.199 --> 00:39:46.199
And I think that was a lot of what I

658
00:39:46.280 --> 00:39:49.599
did in every position that I was in, especially after

659
00:39:50.079 --> 00:39:53.119
being at South Central bel getting laid off. At that point,

660
00:39:53.239 --> 00:39:55.639
it was like when I got to know, I wanted

661
00:39:55.679 --> 00:39:58.199
to know everything about I wanted to know what they did,

662
00:39:58.280 --> 00:40:00.800
how they did it. I wanted to be in the know.

663
00:40:00.960 --> 00:40:03.519
If there was something to know, I wanted to know

664
00:40:03.559 --> 00:40:07.039
about it. Okay, And it's one of those things where

665
00:40:07.960 --> 00:40:12.119
when you do that, you kind of put yourself out

666
00:40:12.119 --> 00:40:15.960
there a little bit, because then people start taking notice

667
00:40:16.000 --> 00:40:19.159
of you too. They'll take a little bit more as

668
00:40:19.239 --> 00:40:22.760
to Okay, every time I look up, she's here, she's

669
00:40:22.800 --> 00:40:26.440
into something, she's you know, she's sitting in this meeting

670
00:40:26.519 --> 00:40:30.760
or whatever. But it's because you find out what's going on.

671
00:40:30.880 --> 00:40:32.519
And that helps too. And that's why I said when

672
00:40:32.559 --> 00:40:36.519
you another thing you mentioned about the being when you

673
00:40:36.679 --> 00:40:40.280
promoted in these different positions, even if you're not a supervisor,

674
00:40:40.920 --> 00:40:47.719
you should have contacts in different areas. You have to

675
00:40:47.800 --> 00:40:51.199
have contacts. When I talk to women about, you know,

676
00:40:51.320 --> 00:40:54.480
navigating around some of some of the obstacles that they

677
00:40:54.639 --> 00:40:58.880
made face and an organization, but you have to you

678
00:40:59.079 --> 00:41:03.280
have to build your own professional network within the organization too,

679
00:41:03.800 --> 00:41:07.239
because that's that's a powerful tool to have. When you

680
00:41:07.280 --> 00:41:10.519
can pick up the phone and call somebody and say, hey, look,

681
00:41:10.559 --> 00:41:13.239
I'm working on such and such, can you give me,

682
00:41:13.559 --> 00:41:17.360
you know, some information on this or whatever. That's powerful

683
00:41:17.679 --> 00:41:20.280
to be able to do that, I'm telling and I

684
00:41:20.400 --> 00:41:22.719
know that for a fact, be able to pick up

685
00:41:22.719 --> 00:41:25.480
the phone and call somebody to even get them to

686
00:41:25.519 --> 00:41:28.840
do something somebody else have been trying to get done

687
00:41:29.239 --> 00:41:31.119
and they couldn't get it done. But you can pick

688
00:41:31.199 --> 00:41:34.039
up the phone and get it done because you have

689
00:41:34.639 --> 00:41:38.559
a contact. You've networked to the point where people know you.

690
00:41:38.800 --> 00:41:41.679
They you know, they know what you're all about, and

691
00:41:41.719 --> 00:41:43.920
they know if they call on you, you're gonna do

692
00:41:43.960 --> 00:41:47.000
the same thing for them, because it works both ways.

693
00:41:46.800 --> 00:41:49.960
It's not you're just calling on them, but they're calling

694
00:41:50.000 --> 00:41:52.119
on you too. And then, like you said, your skills

695
00:41:52.280 --> 00:41:54.519
when you talk about getting your degrees and all of that,

696
00:41:54.639 --> 00:41:58.239
your skills, you have to stay focused on your skills

697
00:41:58.239 --> 00:42:02.519
and your competencies because you know, even if you're that

698
00:42:02.800 --> 00:42:06.320
organization let you go, you still know that you have

699
00:42:06.519 --> 00:42:11.039
these gifts, these talents, these abilities, these skills, and so

700
00:42:11.119 --> 00:42:14.519
you should be able to know and be confident enough

701
00:42:14.559 --> 00:42:16.960
to know that you can either take it somewhere else

702
00:42:17.320 --> 00:42:18.679
or you can start your own.

703
00:42:19.159 --> 00:42:21.039
Y's right, and I'm letna tell you with it.

704
00:42:21.079 --> 00:42:23.880
And I will always give AT and T back in

705
00:42:23.880 --> 00:42:27.679
the day, they're crudos because it was not for my

706
00:42:27.760 --> 00:42:29.360
training and development at AT and T.

707
00:42:29.480 --> 00:42:31.880
Because I want to tell you when I started business,

708
00:42:31.960 --> 00:42:32.559
I had no.

709
00:42:32.519 --> 00:42:35.239
Degree, I had no agree and I was able to

710
00:42:35.280 --> 00:42:39.360
sit down because of the experience that I have and

711
00:42:39.440 --> 00:42:45.880
the confidence because my skill set. So having skills diversify

712
00:42:46.239 --> 00:42:50.000
skills give you a great deal of confidence because you

713
00:42:50.159 --> 00:42:52.360
rested that right because you know.

714
00:42:52.239 --> 00:42:53.559
What you bring to the table.

715
00:42:53.880 --> 00:42:54.920
Now you know you.

716
00:42:54.840 --> 00:42:55.719
Can get it done.

717
00:42:56.000 --> 00:42:59.559
So that is that number one, and then number two.

718
00:42:59.599 --> 00:43:03.480
Because I was able to sit in front of clients

719
00:43:03.760 --> 00:43:08.000
and go over contracts, go over I come up with

720
00:43:08.039 --> 00:43:08.760
my pricing.

721
00:43:08.920 --> 00:43:10.840
I was able to build inventory.

722
00:43:10.920 --> 00:43:14.039
When I first started my business, I was building inventory

723
00:43:14.159 --> 00:43:17.719
just my garage turned it into an inventory area because

724
00:43:17.719 --> 00:43:21.920
I went weddings crafts and I had old storage area

725
00:43:22.480 --> 00:43:29.800
all because I believe powerfully in the spillover effect of

726
00:43:30.559 --> 00:43:36.239
doctor uh uh Bu. Little Brown, Jacqueline Brown and I

727
00:43:36.360 --> 00:43:40.880
talk about it all the time, this posover effect, Rob.

728
00:43:40.719 --> 00:43:43.599
And Hughes, we all talk about it HR stuff, and.

729
00:43:45.079 --> 00:43:50.000
We got because the skills that we learned on the

730
00:43:50.199 --> 00:43:53.280
job are the very skills that God forbid if you

731
00:43:53.320 --> 00:43:55.280
had to lost your own, if you had to go

732
00:43:55.360 --> 00:43:57.599
out on your own, are the very skills that you're

733
00:43:57.639 --> 00:44:02.679
going to need to uprate your Exactly what I.

734
00:44:02.440 --> 00:44:09.800
Did was take those skills, those different h protocols and processes,

735
00:44:10.119 --> 00:44:13.159
and I'm just poured them all over into model business

736
00:44:13.280 --> 00:44:19.320
and start working for myself. You mentioned about supervisors and managers,

737
00:44:19.920 --> 00:44:23.760
which are the heartbeat of organizations that get the less support.

738
00:44:24.000 --> 00:44:26.199
They don't get the support that they.

739
00:44:26.000 --> 00:44:28.880
Deserve and need. They don't get the attention that they

740
00:44:29.000 --> 00:44:29.800
deserve and need.

741
00:44:29.880 --> 00:44:32.199
A lot of times that goes above them when the

742
00:44:32.280 --> 00:44:35.280
directorship and then the higher leadership.

743
00:44:35.480 --> 00:44:37.280
But it is your managers.

744
00:44:36.800 --> 00:44:41.360
And your supervisors that are once holding the organization in time.

745
00:44:41.880 --> 00:44:45.719
They're the ones that we have failed to we have

746
00:44:45.840 --> 00:44:49.320
failed to train and develop so that they are able

747
00:44:49.400 --> 00:44:54.239
to navigate through uh EI, which is emotional intelligence that's

748
00:44:54.400 --> 00:44:59.360
lead to diversity, equity and inclusion. Uh, we have not

749
00:44:59.440 --> 00:45:02.360
supported and so when they come they don't even know

750
00:45:02.400 --> 00:45:05.119
how to train their people or don't even know the

751
00:45:05.320 --> 00:45:09.079
power of they when they have a population of people

752
00:45:09.079 --> 00:45:13.920
who are knowledgeable. How that increases performance because when your

753
00:45:14.039 --> 00:45:17.760
teams are not always talk about high performance teams, because

754
00:45:17.800 --> 00:45:19.679
high performance teams drink the kool aid.

755
00:45:19.760 --> 00:45:21.679
They're all committed, they're all in.

756
00:45:21.920 --> 00:45:25.840
And so it just supernaturally increases how they show up

757
00:45:25.880 --> 00:45:29.000
and perform because they want to pour all their skills,

758
00:45:29.079 --> 00:45:32.679
gifts and talents into making sure that the organization does

759
00:45:32.760 --> 00:45:33.840
well well.

760
00:45:33.880 --> 00:45:37.639
Guess what when you take training and development, when.

761
00:45:37.480 --> 00:45:39.719
You don't want to have you teach your people that

762
00:45:39.880 --> 00:45:42.760
you don't care about them through the best diversity, equity

763
00:45:42.800 --> 00:45:45.719
and inclusion, you throw all of that high performance stuff

764
00:45:45.880 --> 00:45:46.519
on it out the door.

765
00:45:46.519 --> 00:45:48.239
They don't want to give you their skill sets, they

766
00:45:48.239 --> 00:45:49.000
don't want to live.

767
00:45:49.599 --> 00:45:52.000
You got that right? Well, look, I know we have

768
00:45:52.159 --> 00:45:56.320
been having a great conversation. Time always flies when you

769
00:45:56.480 --> 00:45:59.400
have a fun and this is one of those conversations

770
00:45:59.440 --> 00:46:01.239
where I might have to do a part two of

771
00:46:01.280 --> 00:46:04.880
the cop and News because it's just so much to

772
00:46:04.920 --> 00:46:09.119
talk about when you're talking about this particular topic. But Marissa,

773
00:46:09.159 --> 00:46:12.719
would you quickly let the audience know how they can

774
00:46:12.840 --> 00:46:15.679
reach out to you if they'd like to find out

775
00:46:15.679 --> 00:46:19.239
more about your magazine, find out more about your consulting services,

776
00:46:19.519 --> 00:46:22.039
and just maybe just reach out to talk to you

777
00:46:22.079 --> 00:46:25.119
about de Ei tell Us can find you.

778
00:46:25.639 --> 00:46:25.920
Listen.

779
00:46:26.119 --> 00:46:29.199
I'm on social media, I'm on Facebook, I'm on LinkedIn.

780
00:46:29.360 --> 00:46:30.920
Just you have my name.

781
00:46:30.960 --> 00:46:32.400
I don't know if you have my name up here

782
00:46:32.519 --> 00:46:35.400
or not, Mariica Blue n A R S s A

783
00:46:36.000 --> 00:46:38.800
that's in his B l O E d O O

784
00:46:39.039 --> 00:46:42.840
R and google me you find me, message me on

785
00:46:43.000 --> 00:46:46.000
any one of those platforms and let's connect.

786
00:46:46.000 --> 00:46:48.599
We got to own the magazine and publishing. We published

787
00:46:48.679 --> 00:46:50.760
magazines as well as we publish books.

788
00:46:51.159 --> 00:46:56.840
We also offer author speakers the opportunity to be international if.

789
00:46:56.760 --> 00:46:59.719
They're not in the ow it X and I look

790
00:46:59.760 --> 00:47:00.880
forward to hear from me.

791
00:47:02.239 --> 00:47:06.679
All right, thank you so much, appreciate you, Marissa. It

792
00:47:06.760 --> 00:47:09.880
has been a treat and a pleasure. I am going

793
00:47:09.920 --> 00:47:14.239
to quickly try to let them know what's coming up next,

794
00:47:14.400 --> 00:47:17.920
and I will, like I said, thank you so much

795
00:47:17.960 --> 00:47:19.039
for being on the platform.

796
00:47:19.159 --> 00:47:20.239
This is such a pleasure.

797
00:47:20.280 --> 00:47:24.400
Thank you for alrighty. I just want to let everybody

798
00:47:24.440 --> 00:47:28.119
know to make sure to tune in to the Black

799
00:47:28.159 --> 00:47:32.880
Business Olympics April twenty eight through May fourth. I will

800
00:47:32.920 --> 00:47:36.280
be the keynote speaker on Thursday, May first at seven

801
00:47:36.400 --> 00:47:41.239
pm Eastern Standard time. Also, I'm thrilled to announce that

802
00:47:41.280 --> 00:47:44.920
I'll be a guest on the nationally syndicated radio program

803
00:47:45.000 --> 00:47:50.159
airing on WHOV eighty eight point one FM, the Essence

804
00:47:50.239 --> 00:47:53.480
of Hampton University, So make sure to tune in and

805
00:47:53.559 --> 00:47:56.480
listen to my interview. It's going to be that Sunday

806
00:47:56.519 --> 00:48:00.519
again April twenty seventh at two pm Eastern Standard time.

807
00:48:01.079 --> 00:48:04.840
So that's all I can give you today for my

808
00:48:05.039 --> 00:48:07.639
upcoming events, but those are two that's going to be

809
00:48:07.679 --> 00:48:10.639
coming up soon. So I just want to say you've

810
00:48:10.639 --> 00:48:14.679
been listening to the Successful Women's Show. I am doctor

811
00:48:14.719 --> 00:48:18.840
Madeline and Lewis. My guest today was Mss Marissa blowed

812
00:48:18.920 --> 00:48:21.400
On and if you'd like to reach out to her,

813
00:48:21.679 --> 00:48:23.840
just make sure you can check her out on all

814
00:48:23.880 --> 00:48:28.239
the social media shop sites the dm her and for me,

815
00:48:28.400 --> 00:48:33.880
you can email me at info at EXWSI dot com.

816
00:48:33.920 --> 00:48:37.559
I want to thank you again for tuning in, make

817
00:48:37.599 --> 00:48:41.039
sure you subscribe to the channel. Like this episode and

818
00:48:41.199 --> 00:48:44.559
share it with others. It's been a pleasure being with

819
00:48:44.639 --> 00:48:47.760
you today again. This is a successful women's show. We're

820
00:48:47.800 --> 00:48:51.079
here every week. I'm your host, doctor Madeline Anne Lewis

821
00:48:51.400 --> 00:48:54.880
helping women to accelerate the path to success. Thank you

822
00:48:54.920 --> 00:48:58.320
again for joining me. I love you all to life

823
00:48:58.639 --> 00:49:02.519
and as always, be well and stay safe out there.

824
00:49:03.000 --> 00:49:05.280
Got the up the time.

825
00:49:07.320 --> 00:49:08.440
That do them.

826
00:49:12.679 --> 00:49:18.800
And then

827
00:49:23.320 --> 00:49:23.400
And