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...

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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).

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WEBVTT

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The topics and opinions expressed on the following show are

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solely those of the hosts and their guests, and not

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those of W four WN Radio It's employees or affiliates.

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We make no recommendations or endorsements for radio show programs, services,

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or products mentioned on air or on our web. No liability,

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explicit or implied shall be extended to W four WN

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Radio It's employees or affiliates. Any questions or comment should

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be directed to those show hosts. Thank you for choosing

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W four WN Radio.

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I got the man. Did you know women represent just

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three percent of Fortune five hundred CEO in less than

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fifteen percent of corporate executives at top companies worldwide? Have

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you wondered what the secrets are to getting into the

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top ranks, whether in the private or public sector. Do

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you want to figure out how to stop being held

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back in your career? Are pasted over for promotion? Then

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you're in the right place. Hi. I'm doctor Madlananne lewis

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President and CEO of the Executive Women's Success Institute. I

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have decades of experience in the military, the federal government,

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and corporate America, and my mission is to help women

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succeed and tap into their full potential. I want to

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reach a million plus women around the world to become

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the leaders they are meant to be. So if you

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want to move into a management or executive level position,

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or maybe you are a female veteran transitioning out of

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the military into business entrepreneurship, then reach out to the

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Executive Women's Success Institute at three zero one six nine

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three three two eight four.

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Let us get you on the fast track to success.

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Well, Hello, and welcome to the Success for Women's Show,

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where you can view us on Talk for TV and

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listen to us on the Women for Women Network. I

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am doctor Madeline Ann Lewis your host, and my mission

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is to help women accelerate the path to success. Well,

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today's topic something that we have been hearing a lot

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about in the in the news, and a lot of

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companies organizations are talking about it. So we're saying and

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the DEI conversation continues, and my guests today is going

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to be Marissa Blowdorn. Let me just tell you just

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a little bit about her because I want to get

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her on here so we can have this conversation. Marissa

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Blowdorn is the editor in chief of the own IT magazine,

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phenomenal professional development, career develop all kind of stuff you

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can find in this beautiful magazine. And she is also

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the CEO of TCS Consulting, LLC. She has established a

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reputation as a dynamic training and organizational development professional. So

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today she's going to come on and we're going to

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have a conversation about DEI just to see what's going

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on with it and what she thinks about it, her

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opinions on it, and so I would just like to

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welcome to the show.

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Ms.

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Marissa Blowdorn.

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Hey, how are you?

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Oh? And I forgot to mention she's coming to us

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from the Dominican Republic, So welcome, welcome, welcome.

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I I was so excited to be here.

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Thank you so much for the opportunity to share your platform.

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You appreciate it.

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Well, it is great to have you here today. And

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I know we have a lot to talk about and

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you've got lots of stuff going on, so we're going

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to get into that too. But before I gets started,

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I always give like a standard bio, a little bit

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of brief something on my guests, but I always like

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to ask the question for them to just tell us

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what you want us to know about Marissa Bluldoon, Well,

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you know what.

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I want folks to know is that.

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To some this may sound like Corey, others may get

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it is that out of care, I care about the

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people I serve, and many times I them to achieve

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what God has put them on this earth more than

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they do. And so God has shown we had to

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relax and don't worry about that, but make sure they

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show up to introduce to them the possibility that what

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they may be thinking is impossible is possible for them,

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that it is within their reach, that's within their their career,

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their business. My foundational understanding and approach is self awareness should.

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Lead you to self development.

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When you really become cognizant of who you are and

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what you would put here to do on the earth

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and get in alignment with your life's assignment, you'll want

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to develop. So self development is the next component to

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what's so important too, living a fulfilling life.

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And once you.

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Start self developing, you start to enter into a place

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of self maxery, which that's a a higher archy of

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needs focuses on self actualization, and that's exactly what it is.

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Self maturing not about being perfect, but knowing yourself well

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enough to know how to navity around this world successfully

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to ensure that you are living a fulfilling and happy

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life and that will fill over into everything else you're

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connected to.

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So that is my.

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Modest bless me with a very unusual and indirect way

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of doing that, magazine and book publishing and offering people

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the opportunity to speak abroad.

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Well, I tell you what I can attest to the

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fact that what you do, you do it in excellence.

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So I love that I have worked with you on

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many occasions, been in the magazine, you publish my book,

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so I absolutely know what you're what the level of

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excellence you bring to the table, and not only that,

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your integrity too, And those are definitely important characteristics to me,

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which is why you and I think have been dealing

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with each other. So it's like I know people you know,

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people don't know. But I'm like at night, I'm like

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sending you a little messages tails whenever asking you a question,

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I'm like, Okay, you can get back to me when

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you want. But it's just good to know that there's

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always someone that you know you can reach out to

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if you got a question. And the thing about you

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is that you don't mind sharing your expertise no matter

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what it is, and so that is so much appreciated,

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and I just wanted to make sure that I let

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you know that I appreciate that. So thank you. Yeah,

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So now we're going to talk about this topic of

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d e I because I know we had a conversation

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about it once before, and it's just it just seems

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to still be there in the foreground of everything that's

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going on. So tell me and just and you can

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throw some things out here too, But what do you

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think is about dyah? What do you tell me what

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your personal opinion is about?

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Okay, So a little bit of my background so that

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everyone knows what perspective of speaking from is industrial organizational psychology.

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So I'm looking at organizational performance overall. My training and

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development is to look at organization, measure their their performance,

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and give them feedback on how well they're doing based.

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On that assessment.

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So I have my master systs, dis certification, and behavioral analysis.

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So I'm looking at it.

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From the pos perspective, the perceived organizational support. So I'm

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looking at it from the employee or the workforce and measurability.

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In their performance.

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One.

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Two is a factor that I wanted to mention is

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that not one not all the employees are very aware

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of an organization's d I d I programs and how

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it is protecting them. So it has been the silent

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shield that has protected employees with them not even knowing

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that they've had this level of protection. And now that's

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going to be taken away.

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But I don't.

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Say this and all of my even though I'm here

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in the Dominican Republic, just saying in tune and aware

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of what's going on in the States, I have to

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because my work is within the uned States.

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He's though I'm here, all my work is still with

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us people.

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Is that some organizations realize the value of it, so

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we can we can say, hey, I'm not sure of

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those organizations by this right at this very moment, but

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there are some organizations that are fighting back to keep

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intact their DEI programs. So let's make sure that we

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talk about it. We talk about in fairness. I believe

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in fairness. And so they realized the c POS is

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perceived organizational support. So ultimately every organization wants to perform

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well because we know without them saying it performance impacts

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revenue income the money that the company is going to make.

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Poor performance or revenue it hits the revenue and hits

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the money.

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So DI offers employees the ability to relax know that

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their organizations that they work for care about.

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Them, are concerned about them. That's the perceived organizational support.

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When an employee that they show up well for the organization,

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there is no internal conflict. They care about the organization,

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so they want to make sure they do right by

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the organization.

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There is to come to the organization's visions.

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Goals CSR, So those are very important.

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And so I'm coming from that perspective.

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To say the organization's, hey, be very careful because you

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already have all of these.

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Boycotts going on. That's going on, you know, because people

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are scared. You don't want them to focused on you know,

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you don't want them in anxiety. You want them in comfort.

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You want them to be in positive pos not negative epos,

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because ultimately it's going to have an impact.

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On your repord. So you don't care about people you met.

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Car a pats of revenue right absolutely, because I mean

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I've had just in the time frame that all of

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this aren't taking place. I've had several people calling me

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and just wanting to talk about some things that's going

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off with them. I mean, even those that are in

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their careers. I was just talking to a young lady

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this week and she literally lost her job and so

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she was trying to figure out basically what she should do.

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What can she do, you know, some things that how

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she might be able to pivot through all of this

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or get through all of this, and it's it's really hard.

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I mean I have been making sure, like you, to

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stay on top of what's going on because of what

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I do the professional career development professional development. I'm also

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making sure to stay on top of when they have

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events like for job fairs and different things like that,

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which as a matter of fact, we had one today

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that I was able to send to her and let

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her know about and she, you know, she was just

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so pleased with that. But the thing of it is

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that people, like you said, people are afraid, and it's

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like to go to work and not know at the

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end of the day if tomorrow when you come you're

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going to be locked out of a building. I mean,

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that is what the problem is. And as you said,

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about organizations needing to be careful. I mean because the

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risk that there's a like the current backlash we all

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know is that fear of also of legal trouble, and

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that could cause some of the organizations to to to

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to install or abandon which we've seen meaningful di progress

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which has taken place so far, some of them, like

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you said, not all, because there are some that has

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stood by, you know, stood strong and said I'm keeping

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my program, and because they know. These are the organizations

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that know that this works. Because it's not just for

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a small few, it's actually for everybody. If you think

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about how it works, you know, really look at how

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it works. It's for everybody. It is not just for

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a small few. Now, I will say that, you know,

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when it as it has been established, there has been

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a group that has benefited largely from it, as we

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know that. But it was not just that it was established.

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If people would just sit down and think about it,

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it was established so across the board everybody could be

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treated fairly. Everybody could be included when it comes to

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hiring practices, different things like that, promotions. It's for these

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types of things, so across the board, everyone could be

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treated you know fairly. And then you have your younger

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generation of workers in particular that's coming in and talk

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about they're being vocal about the their desire to work

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for organizations that reflect that type of value. Because let

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me tell you something, I know, the younger generation they

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will quit in a New York second. That yeah, they

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if they're not pleased with what's going on, they will

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quit in a New York second. So they really are

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looking for that organization that has that type of values

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and and and inclusion in their organization. So if you

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want the up and coming young and you want that

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experience that they bring, the tech savvy and all of that,

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then you're gonna have to You're gonna have to stick

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with some of these, you know, not some, but all

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the your DEI programs, even you may not like them.

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And we all know now we can see the ones

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that I guess felt like they were forced to implement

246
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them because they jumped on board with getting rid of

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them so quickly. I mean, it was just unbelievable, you.

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Know, because we're on this topic on the state here,

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but there's an underlining current to why those particular organizations

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chose to get rid of it.

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Very fact.

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So, and when you talk about the younger generation, you

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have to remember that this is a generation that's entered

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the workforce after watching their parents.

255
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Because remember back in the day.

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I remember when I first time, first corporate job, working.

257
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For AT and T, and it was always you know,

258
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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
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AT T. You know, that was the eighties and nins.

261
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You you wanted the main drive, you know, Kirsty, You

262
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just you wanted a name job. You were proud of

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your job. You wanted to be proud of your job.

264
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So not only were you wanted to be proud of

265
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your job, you looked at performance review. You wanted to

266
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make sure that you weren't check you know, you know,

267
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oh did I get an FP which is far exceeded,

268
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and you know all the other good things. But the

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young people watch their parents in the nineties, in their

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early two thousands lose their jobs, you know, because of

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the style marketing, because of all of these dot coms.

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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
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so their perceived pos is negative, right, So they don't

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have commitment.

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Like their parents did.

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That's the difference, because they watched organizations. Just let the

279
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parents go and see what organizations. This should be a

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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

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they're making a decision as to whether or not they

285
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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
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if DEI wasn't in place where their parents would be

289
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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
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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

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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

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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
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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