Podcasts about ade i'm

Ade and Zach sit down and have an entertaining discussion geared around Black History Month, and they both share their experiences in being frustrated by an employer's mismanagement of the celebration. Ade also talks a little bit about the body butter company she started, and she and Zach spend some time reflecting on how far Living Corporate has come since its launch in early 2018. Thank you all so much for your support! We owe it to you.Ade's body butter company soft-launches soon, so make sure to follow them on Twitter and Instagram. Congratulations, Ade!Visit our website!TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate. And it's not just Zach. Ade: Ayyyye. It's Ade.Zach: It's Ade alsooo, yo, and we here, man. Look, it's Black History Month. It's 2020. You know, January was big trash, so we're just gonna start over. We're gonna count February as January--nah, just... 2020 is gonna have 11 months, that's all.Ade: Yeah, let's do that. I like that idea.Zach: Yeah, we're just gonna start over. So yeah, you know, it's Black History Month. Whole fresh new decade, and, you know, a few episodes have dropped. Downloads are popping, by the way. Like, they're really good, Ade. The numbers look good.Ade: Yay, that's awesome.Zach: Yeah, pretty good. So we both have a lot of stuff going on. What's up in your world?Ade: God, what isn't up? No, [laughs] I'm just really enjoying the ride. I got--you know, my first bit of code at my job was deployed successfully, went really well. I panicked a little bit near the end of the sprint there, but I got it all the way through, so I'm excited about that. I started my butter company, and my soft launch is February 10th, so I'm also really excited about that, just getting the opportunity--Zach: Hold on. Butter company? Like, what's up? Like, you making animal butter? Or, like, cooking butter? Or--Ade: [laughs] No, although somebody gave me the idea to do that. You know I love cooking and I love experimenting in the kitchen, so that was an idea that hadn't occurred to me. But this is the year of action, so I took action. [laughs] So now I have a company--obviously besides, like, this one--but I'm really excited. I've been connected with a bunch of really great folks within the, like, creative community, and I'm excited to see where this goes. What about you, Zach?Zach: Well, first of all, hold on. We don't have to rush over to my stuff. Excited for you, congratulations on moving in action, moving in intentionality, you know what I'm saying? [air horns sfx] That's great, you know? But anyway, you asked me about myself. Yeah, so look, things are going great. Really focused on getting ready for my wife and I's first child coming in, like... I mean, if she doesn't come early--if she doesn't come early it will be in, like, 6 weeks.Ade: Whoo!Zach: Right?Ade: Oh, my gosh. You're so close to the finish line. And I would like to reiterate here that Ade makes a fantastic first time. I'm just saying.Zach: It's great. I love that, 'cause I'd like to reiterate... [haha sfx] You know? [both laughing] Ade: You are so wildly disrespectful.Zach: Not at all, not at all. I just stay ready, you know? I just stay ready. I think for me it's, like, focusing on, like, the radical change that's about to happen in our family, in our lives, then, like, just doing, like, a reassessment of just everything else around me, right? Because, like, I think initially--and I'm sure most people who are preparing for children, they go through this too--you're kind of like, "Oh," you know, they'll just kind of fit into your plans, and I'm like--as I, like, kind of pause and think about all of the things I have going on, I'm like, "Dang, wait. Certain things are gonna have to shift and change." Like, it's not gonna just be like, "Oh, I'm picking up a new hobby," or starting a new podcast, like, this is a whole new person, a whole person that's about to be, like, active, actively involved and will have active present needs from myself and my partner for at least the next 18 years, right? If not the rest of their lives. So it's like, what does it look like? So y'all, this is not me alluding to the fact that the podcast is about to stop or anything like that, it's just more about life. Like, you know, talking to other fathers who had to make career decisions and think about, like, what did it look like for them to make adjustments, how do you communicate with your teams about being a dad and, like, the new responsibilities as a parent? Those are things I'm really excited to, like, explore and, like, really discover over the next few--you know, over the next months and stuff like that as I get ready for paternity leave and all that kind of stuff. Like, really just, like, being really clear with, like, what does it look like to, like, live in this new world? 'Cause, like, I don't know. Like, I'm 30 years old, so it's not like I'm--I'm not old, so I still have things--Ade: [whispering] Yes, you are.Zach: That's jacked up.Ade: [laughs] I too got shots in my pocket.Zach: That's crazy. I see you. But the thing about it is, like, I still have a few decades more of career to have, and so it's like I don't want to just, like, kind of sit on my laurels because I have kids. Like, what does it look like to still progress and have a career and, like, develop and do all these things while at the same time being a very present and attentive and engaged father? So normal stuff. Like, I think it's a challenge. It's a good problem to have. It's something that is--it's a problem created by growth, so to me that's a--I count that as a good problem. So that's, like, the main--the big, big thing, then the second thing is just, like, continuing to slow down and focus on, like, mental health. Like, my own personal mental health and, like, my mental wellness, right? I think the more and more people I--especially black men--that I talk to who are transitioning out of their twenties, you know, it's like--I've talked to more and more folks who are, black men, who, like, this is the time when they go to counseling, right? Like, if you haven't gone already. And I've gone at certain points in time. We did pre-martial counseling. I've done, like, personal counseling as I got ready to get married, but I haven't really ever gone to, like, see someone, like, a true therapist, right? Like, a true, like, psychiatrist. I think that there's a certain stigma around mental health, right, for black people, and I would say particularly for black men, and so it's, like, getting comfortable with talking to people and, like, really getting help and just talking through things. Like, I don't think there's anything wrong with that. I think, like, the road of life has all of these different bumps and potholes. You're gonna have mileage and just damage and disalignment that you just need help with just because of the reality of life and the trauma that life brings, especially in the context of white supremacy and patriarchy. So shoot... and then the last thing, y'all, I think I'm just really excited about, again, like, Living Corporate. Like, yo, we got featured on Forbes, man.Ade: Oh, my God. I just--Zach: What is it? So be honest. When you saw it, what did you--Ade: Okay, I just want to put some context. I am not--I don't scream very often.Zach: Did you scream for real?Ade: At the top of my lungs.Zach: Did you really?Ade: I really did. [Zach laughs] And here's why. Like, it genuinely is a life goal for me to make it on Forbes' 30 Under 30, so when you sent that link to me, I was like, "Surely he is just sharing a link of podcasts that we should emulate or, you know, link up with these people and get a sense of what they do, how they do it, how well they're do--" Nope, there's our name. I was like, "Holy--" I was on top of the Moon. It was a moment for me, okay, personally.Zach: I was curious. Well, 'cause I texted you and we didn't, like--'cause we didn't, like, really react in the moment. Like, I reacted. I texted you. I was happy. But you were in the middle of your work day and, like, I had some time in my day, so I was able to step away and, like, actually hit you, right? And so when you--[laughs] But you didn't, like, react, so I was like, "I wonder if she really cared about that." Like, not that you didn't care, but did it do anything for you. But for me I was like, "Oh, my gosh." Like, I was shocked. Ade: Absolutely. No, I need you to--I just want to, again, reiterate the fact that I don't scream on a regular basis. It's not my personality type to just be out here in these streets wildin'--at least in that way, 'cause I do be wildin'. I'ma just be honest.Zach: Right, you do. That's true.Ade: [laughs] You didn't need to agree with me. I was just--Zach: You know, you put it out there. It's on Twitter.Ade: Okay. All right, this is fine. But really, it was such an honor, and it was something that I would not in the--I mean, if we, like, rewind a year and a half or whatever--it was actually about this time two years ago. Are we two years [?]? Wait a minute.Zach: Yeah, it's been, like, two years.Ade: Holy [bleep?]Zach: Right? It's been nuts.Ade: [laughs] I really need you to understand that I'm literally just coming to the realization that Living Corporate is almost two years old. That's wild. That's so wild to me. We need sweatshirts and hoodies.Zach: We need merch, man. We need merch. We should really drop, like, little collections. Like Popeye's.Ade: We should. We should, like, go through and figure out what our favorites from our guests and from our hosts are and then, like, make some sweatshirts, 'cause I would wear my sayings. That's all I'm saying.Zach: You would wear your own sayings?Ade: Absolutely. What? Absolutely.Zach: Nah, that's the definition of a narcissist. You'd put your own quotes on clothing and walk around in them?Ade: Uh-huh, I would.Zach: Wow.Ade: I would. You know why? Because I have some fire, fire sayings. Zach: [laughs] That's crazy. You do, but it's like... you can't say that though. Like, that's crazy.Ade: What? No. 2020 is the year of big upping yourself.Zach: Wow. You know what though? I respect it, 'cause, you know what I'm saying, if no one else is gonna wear your sayings, you may as well.Ade: Exactly. Precisely. Kobe was a fan of big upping myself, and so am I.Zach: He was. That's true though. You know what? That's a good point.Ade: And the way that I do see it is, like--being a little bit more serious about the subject, 'cause I was kind of making fun of the entire concept, but sincerely, like, we preach that you have to be your own best advocate, right? And we preach that you have to kind of take stock and make sure that you are keeping records of your good deeds when you do them so that you can be able to speak to your managers, your peers and your supervisors, all of these things, but when you are an entrepreneur or you are an individual contributor or anything of the sort, you have to do the same, right? Like, you have to be too, and this was something that I had to get comfortable with. And I'm still not comfortable with it, to be frank. Like, I handed people an 8-ounce jar of my product, and they were like, "Well, how much is this?" And I'm, like, waffling around, like, "I kind of don't want to ask anybody for money for this," but it's a product, right? But being able to, like, stand on your two feet and be like, "No, this is a thing that I've done, and I'm worth the time and the investment that you're going to make in my product or in me as a person." It's all a part of being confident in all of the work that you've done. You're not asking people to buy into a single thing. You're asking them to buy into you as an idea, and if you're not willing to, you know, kind of say it with your chest, as Africans will say. [laughs] If you're not willing to say it with your chest, then who's supposed to be willing to stand behind you and say it with their chest? You see what I'm saying?Zach: Yeah, straight up. Like, you have to be willing to advocate for yourself and, like, promote yourself, because--I mean, the Internet is such a big and busy place and, like, the world is so big and busy that, like, yeah, there--and I was just having a conversation with a guest that I will not reveal yet because I like guests being a surprise week-to-week, but a guest I was having a conversation with, we were talking about networking and how, like, the world is connected, but it's connected via a series of, like, closed loops. So it's not like you can just, like--the world is connected, but you still have to, like, be in certain circles for things to even get started, right? And so, like, the idea of like, "Oh, I'ma just do this thing over here in this corner, and then if it's good it will eventually get seen." It's like that's not really true. Like, you have to really actively promote whatever it is that you got going on. Like, period. That's just the way it is. But yeah, to your earlier point about, you know, it being two years and Living Corporate being around almost two years, right? So, like, April will make two years--or is it June? Golly, I can't remember. Anyway, some time--Ade: I think it was April, but we definitely had, like, our inaugural Skype or, what was it, Google chat in February.Zach: There it is. You're right, we did. We did have our inaugural Google chat in February just to talk about things, and then, you know, we kicked everything off a couple months later, but it's crazy 'cause, like--and shout-out to Dr. Gassam, who wrote the piece for us, the article for us, and shouted us out and, like, you know, put us up as #1. I don't know what those little numbers mean, you know what I'm saying? Like, 'cause I really--what I was really shocked about was everybody else on that list, everybody on that list are huge. Like, shout-out to Side Hustle Pro. Shout-out to Code Switch, dawg. Shout-out to Myleik. I was like, "Yo, we're up here with Code Switch? Myleik?"Ade: Code Switch.Zach: Code Switch! And yo, shout-out to NPR and Code Switch, because I remember when we first started thinking about, like, Living Corporate, like, as a podcast, we were like, "What are the ones that really inspire us?" And me and at least one other person was like, "Code Switch," 'cause, like, the format is so fire. Like, shout-out to y'all, man. So, like, even if anybody--for anybody to think about us in the same vein as them, like, I feel like that's a win on its own, 'cause that lets me know--that affirms me that, like, we're achieving [against?] the vision that we had initially set out, but it's crazy 'cause there's been, like, a lot of ups and downs and, like, a lot of stuff going on, but, you know, [Paul Rudd look at us sfx, Ade laughs].Ade: I'm just over here, like, giddy and over the Moon. Yeah, no, and it's funny because you're not the only person who sent me that link, and that's, like, the other thing that [?].Zach: Oh, you didn't tell me that.Ade: No, like, sincerely, you weren't the only one that sent me that link. My friend sent me that link, and I actually encountered someone--shout-out to you, you know who you are--who I literally had just, like, been talking to him. He's transitioning into tech. I just, like, try to make sure I'm giving people advice and help and checking in with people that I know are making the same transition, and I reached out to him, and he was like, "Wait, are you Ade from Living Corporate?" Zach: What?Ade: 'Cause he literally met me from an entirely separate context. And so to be able to encounter someone who, you know, knows of us and knows me in my best light, not, you know--clears throat--anyway. Zach: Dawg, I'ma tell you something. One day--one day, y'all... hey, listen, y'all. Some of y'all are, like, listening to this with a confused face. Trust me, I'm confused too, but one day we're gonna come on this podcast and we're gonna have a real conversation about the crazy life that Ade lives, 'cause why would you come on here and say, "Yeah, this Forbes article, and someone who knew me, and not in my best--" And then this awkward pause. I hear you audibly gulp in the mic. Like, what? [laughs] Y'all, y'all understand the type of work--like, y'all understand the team I have, right? Like, that's crazy. Y'all, don't treat me like--yeah, now y'all know what I'm doing with. What kind of weirdness is that? Go ahead. This person who hasn't seen you at your best and sent you the Forbes link. What?Ade: [sighs] I'ma just move forward. [Zach laughs] No, no, no.Zach: I wonder, is Ade the Mal of this podcast? 'Cause I'm certainly Joe Budden. I realize that. But Ade might--Ade might be the Mal. She might be the Mal of this podcast. She's, like, a little too cool to pod, but then she'll say [?] things.Ade: I demand we move forward. [both laugh]Zach: Goodness, gracious. Go ahead. Keep going.Ade: Anyway, so I'm just really grateful for, you know, where we are, and--first of all I want to give Zach and our writing team and our production team and our social team all the props, like, every single prop that exists, because you have been put in blood, sweat, tears, money, effort, et cetera, et cetera, et cetera, ad nauseum into this, and it shows in the quality of our partners, our work, our podcast, our newsletters. Like, everything. Like, you've been really intentional about the direction that Living Corporate would take, and I really respect that, and you are by far one of the most aggressive--but you're not gonna beat me up though--type energies [?].Zach: [laughs] It's true though. It's true. [both laughing]Ade: And Living Corporate has enjoyed that energy, enjoyed the fruits of that energy.Zach: I do have "but you're not gonna beat me up though" type energy, and I've come to peace with that. It's true.Ade: It's my favorite thing about you, and also, like, simultaneously your worst quality when you turn it on me, [both laugh] but--[to this day sfx]Zach: [laughing] Oh, my gosh. It's true. But this is the thing, you gotta have "you ain't gonna beat me up though" energy, because boy, the world will beat you up, boy. The world out here tryna come--it coming for your neck, dude. I mean, every day I'm over here like [Cardi B blatblat sfx] with these haters, man. I'm trying to, like, stay alive out here. I gotta fight every day. Every day. All my life, literally trying to fight and then at the same time avoid--[Law and Order sfx]--like, at the same time. [both laugh] I be so aggravated, man. Do you know the fine line you have to walk as a black man? Man, I'm telling you, being black is so exhausting. Being black and conscious, like--James Baldwin, man. He was not lying, dawg. Not lying at all, because you are in a rage all of the time, and you're over here trying to, like, stand up and just speak to the fact that you're worth something. Listen... eugh. You're over here trying to literally raise your voice loud enough to be heard and respected, but not too loud, right?Ade: 'Cause [?], and here y'all come.Zach: Here y'all come, without at the same time going to jail. So it's, like, this fine line that you have to walk. It's just nuts. Anyway, nah, I appreciate that, Ade. And, you know, I appreciate you as well. You know, you're here. The biggest--Ade: Finally.Zach: Finally, that's true. But look, you was gone for a little minute, but you back in town. You know? It's okay. I think the biggest thing--what do they say, "the biggest ability is availability?" It's corny. It's kind of a coach's--coaches say that, but it's a true statement. Like, just be present, you know? I know one thing, and shout-out to Rod from The Black Guy Who Tips and Karen, his lovely co-host and partner, but one of the things he said, like, from the jump--like, he jumped on our podcast early. He was like, "Yo, being consistent--" He's like, "'Cause people come and leave, like, jump on these podcasts and leave all of the time." He's like, "So having some longevity is hard over time," and if it wasn't for our team - Aaron, Sheneisha, Amy, Latesha, Tristan... like, we have a great, great team, and we put out a lot of content. Like, we're posting three episodes a week every single week, and, like, that doesn't happen without a huge team--or, I'm sorry, relatively huge and a consistently dedicated team. So, like, really proud of them, really proud of, like, just what we've been able to do, and just, like, really thankful for Dr. Gassam, 'cause, like, there's plenty of other platforms that are trying to make content. I really still stay that, like, it's us, Trill MBA and, like... that's kind of it right now that's out here really talking about other in majority-white spaces. Anyway, so look, it's Black History Month. Have you seen any--I'm just gonna ask the question. I don't know why I'm trying to, like, play it safe. Have you been on a job where your employer has annoyed you by how they've handled Black History Month?Ade: Let me count the ways. I--[laughs] Whoo, let me take a breath. All right. I have been aggravated by several firms, actually, simply because--Zach: [laughs] Yes, shout-out "firms." Consulting, we're talking about y'all. [laughs]Ade: Looking right at you, friends. Zach: Looking right at y'all, professional services. Yes. [laughing]Ade: No, I just--there's nothing I hate more than double-talk, and by that I mean firms, corporations, whatever it is that y'all would like to call yourselves--active participants in capitalism--who pay lip service, either through, like, their mission statements, their values, their creed, or even their stated employee resource groups that they care about diversity and somehow consistently fail to make a statement or support or do anything of value, particularly during Black History Month. I noticed this during my employment at a firm I will not name in the past where, you know, July 4th came around, Veteran's Day came around. You know, all of those things were celebrated or commemorated by words from the leadership of the firm going out, but when Black History Month came and went there was nary a bleep, and it was so noticeable because, you know, the firm had something to say on MLK Day, but, you know, when ostensibly there would be time for--and to their credit, the employee resource group put on one... ONE program for the entire month of February. I understand that, you know, funding is a thing. It's difficult to organize sometimes around different people's schedules, but, you know, one event over the course of the entire Black History Month? I cannot tell you how deeply bothersome I found that, simply because you have a body of people who are, whether they consciously or not notice these things, are essentially being utilized as resources by this firm. I mean, you are essentially selling our time to all of these contracts, you're making millions off of us, and you can't take the time during Black History Month to care about Black History, but you can, on July 4th, take time to commemorate these things? Or you can during Veteran's Day or Memorial Day or Labor Day and all of these other things. So it feels like a very intentional slight, because, I mean, I know that your calendar functions the same way that my calendar does, and I know that your Google functions the same way that my Google functions, so it's not like you're missing out on the reminders that these things exist. So when there's an intentional exclusion, or what feels like an intentional exclusion, of black people from, you know, your commemorative messages, it's like, "Heard you. We see where your priorities are." And an even further extension of that logic is that when--you know, during these programming sessions there are no, like, leadership in the room to attend these programs or there's no support, you know? People have to come out of pocket for things, to pay for things. It just feels very ugly. I'ma use that word, ugly. Dusty. Musty.Zach: Raggly.Ade: Raggedy.Zach: And there's a difference now, and this is where--so, you know, you and I, I love the diversity just in our pairing, right? But, like, you know, you're an East Coast black and I'm a Southern black, right?Ade: Precisely.Zach: It's interesting, 'cause you said raggedy, and see, what I said was raggly.Ade: Raggley, mm-hmm.Zach: Raggly. Not raggley, raggly. Now, look, I want--'cause every now and then I teach--and if you're listening to this you know who you are, but for the white folks that I trust, the Buckys out there, the allies, or the aspirational allies, that I trust, every now and then I'll teach y'all a phrase called "fifty-'leven," right? You know who you are. If you're listening to this and you actually, you know, rock with me and you listen to this, I've taught you this. [both laughing] I've taught you all these phrases, and this is another one for y'all to take in. So look, it's not raggedy, nor is it raggley. It's raggly. It's two syllables, and that is often times a descriptor for how companies manage Black History Month.Ade: I will make an amendment to that statement, 'cause I don't necessarily agree. There are, uh, regional differences to dialects, you see. [Zach laughing] So while Zach is correct for his particular region of the Souf--notice I said Souf--Zach: That's true. Souf. That's true. That's fair, 'cause Southern is--'cause we live in America. Southern is a huge region. That's true. That's fair.Ade: Take his advice lightly, you know? Do with that what you will. Zach: [laughs] Be careful.Ade: And, uh, if you get run up on, please don't quote us.Zach: Don't quote me.Ade: 'Cause we will not be popping up [?].Zach: Uh-uh, uh-uh. Don't. And honestly, maybe don't say fifty-'leven around everybody. They'll be like, "Who taught you that?" And don't tell 'em it was me. [laughs] Nah, but no, I'm right there with you when it comes to, like--I've been in situations where, you know, either we don't celebrate Black History Month at all, we don't recognize it in any way, or employee resource groups will get, like, the black people to huddle together and they'll go do something, right? It's like, "Um..." Black history is American history. This should be something company-wide. And I'm not saying we gotta do something every single day, but can we do at least one thing? Can we recognize some of the black pioneers in our own firm, in our own companies? Like, we have our own historical marks that we've made, but I think--I don't know. It's tough, it's tough because--and honestly, like, even I say this, like, I get--like, I'm hearing... 'cause there's some executive leaders and folks who listen to Living Corporate, right? And they listen to it for different points of insight or whatever, and so there's a part of me who--and they're like, "Well, dang, I can't even win for losing," 'cause, like, the other part of me is gonna say, "And even if you are doing something for Black History Month, what are you doing for the rest of the year?" Right? 'Cause it can just be, like, an acknowledgement. Like, what are you doing? What are you doing to, like, actually advance having a more equitable and inclusive culture that drives belonging in your place of work? But I do think, like, at just the--I mean, I'm talking, like, floor level, if we could just start with some acknowledgement, you know? Like, you don't have to always quote Martin Luther King. You could actually, like, integrate and be intersectional with your Black History Month if you wanted. [Ade laughs] You can! Like, you can actually, like, quote trans rights, trans activists who happen to be black, and you can tie that in with, like, your LGBTQ ERGs. You could quote, like, Afro-Latinx civil rights activists and, like, historical people, and, like, integrate them. Like, there's all types of ways. You know there's ways that you can actually--you could use Black History Month to drive intersectional conversations and activities for your whole firm, 'cause black people are not just black. Black people are black and gay, black and Latinx. They're black and straight. They're black and female. They're black and disabled. Like, it could actually be something that could be--you know, you could use Black History Month similarly to how you use black and brown people anyway, which is really kind of like just the glue that holds everybody together. You could just use us if you want. You could use the month how you use black and brown people. Like, let me just be super cynical, right? You could actually--like, from a programming perspective, from, like, a networking and engagement perspective, from, like, even leveraging--like, getting more thought leadership, like, you could do all types of things with that month. You have a whole month, and this month you have a whole extra day. So it's like--Ade: No excuses.Zach: No excuses, right? Like, you could do something. And, like, if you need any help with ideas, then, I mean, you could talk to your own leadership. You could talk to--I don't know. There's just so much out there now. There's just so much--maybe we just need to drop an article on ideas for your Black History Month. Maybe that's what we do, 'cause, like, I don't--Ade: You know what? That's a good idea.Zach: I mean, maybe that's what we do, 'cause, like, I'm over here just thinking about it more and more. It's like, "I don't know if I've been a part of any company that I have walked away and felt like, "Wow, I really feel seen this Black History Month." I don't think that's ever happened to me. In fact, I remember last year I tried to quote a--like, I was on a project and there was a quote board, okay? So you put a little quote up there, and I was like, "Oh, it's Black History Month," and I tried to quote--I think I quoted, like, Oprah Winfrey or something like that, and, like, they literally erased it and put up some white man's quote and they were like, "This is more relevant." I said, "But I thought it was a quote board." Ade: Right?Zach: Like, what? What are you talking about? What do you mean it's more relev--okay... and again, that's where I had to make a choice between, like, okay, am I about to die on this hill? Am I gonna go to jail? Like, what am I gonna do? 'Cause, like, I just--I don't--nope. So I had to make a decision, but anyway. So okay, what else do we have going on? So what's the name of the company though? The body butter company. I'm jumping all around now. What's--'cause we didn't talk about that before.Ade: [laughs] Right. So my company is called Solari, S-O-L-A-R-I. It is a portmanteau of my name, or a part of my name, and my mom's name. And on Instagram and on Twitter I'm pretty sure our handle is @SolariBody, so it's S-O-L-A-R-I-B-O-D-Y. And yeah, I'm really excited. I'm kind of blushing right now. [laughs] I'm really excited about just getting started and just being able to expand my reach. So I've been doing a lot of kind of, like, self-care stuff for a very long time, like making my own body butters and making my own, like, lip balm, conditioner, and all these other things--and scrubs--and just the idea of being able to... and this is another thing that happened, but I'll finish my sentence. Just the idea of being able to utilize all of the things that I put into practice because I want to take care of myself and take better care of myself. So, for example, I would, like, make my own hair oils, but when I realized that other people wanted these things and don't necessarily want to go through the process of experimentation to figure out all of the ideal things--and I've already been doing these things for over a decade--I was just kind of like, "You know what? I'm gonna do this, and it's gonna be fun," and the reception has been fantastic.Zach: Well, I'm really proud of you. I'm happy for you, you know? I think--you talked about this a little bit on the last, when we did our season kickoff episode, but it's easy to, like, get in your own way and to like, you know what I'm saying, just let anxieties and different challenges, like, just hamper you or kind of put you in a stalemate, but it's really exciting, like to see you continue forward and build something. Ade: Thank you.Zach: You're absolutely welcome. Man, so, you know, my cadence as I was pausing there, it reminded me of my own Barack Obama impression that I do at the house for fun with Candis just to get on her nerves, 'cause I was almost like... [impersonating Barack] "Uh, Ade, it is, uh... impressive how you have taken the time," you know what I mean? I almost--and then I go into, [continuing] "Every day, there are Americans who get up, they have their challenges--" [Ade sighs, Zach laughs] "If there was any doubt, uh, that you could not do what it is that you're doing today, uh, you have nowhere else to look but in the mirror. Uh, you get up. You put that butter on your dry skin. Uh, you hydrate yourself, and you face a world that is not ready for someone like you."Ade: I'm about to hang up on you, sir. [both laugh] I am so done.Zach: [laughs] Goodness, gracious. So all right, y'all. Well, look, this was just a fun episode, you know, letting you know what we've got going on. Thank you so much. Shout-out to everyone who listens to this podcast. Shout-out to--shoot, I ain't gonna get into all the shout-outs, but just shout-out to y'all. Make sure that you share this with your people. Continue to share it. The numbers are showing that y'all are sharing it, and I look at our stats every single day 'cause that's just kind of the person I am, the obsessive person that I am, but [laughs] we're really appreciative. And then, shoot, I guess we'll see y'all next time. Make sure you follow--Ade: Wait, one last thing before we go. We kind of vaguely talked about it, but I do want to insert a moment of silence here for Kobe Bryant and his daughter and all of the passengers of the helicopter that went down. We actually weren't able to get on this podcast to discuss it because we were just so emotional. I tried, and it's about 7 minutes worth of just sobs and sniffles on that, but I think this is a pretty good time to do it. So if everyone listening could just join us in a moment of silence. [a moment of silence] Thank you. Zach: Nah, for sure. Yeah, we could talk about--we're gonna have to have an episode about trauma and, like, the ways that trauma impacts black and brown people at work every day, and how we're still expected to just, like, show up and perform two or three times better than our counterparts just so that we can keep our jobs. So... but yeah.Ade: And I just also actually--I think we should have a black heroes episode.Zach: I love that.Ade: I think that in an episode coming up soon we're gonna discuss, you know, some of our heroes, and Kobe's one of mine. People who have just shown you how to get through life with dignity and with grit, and that's a term that I didn't used to use so frequently and so intensely until now. But again, it's a topic that we'll be covering later, but suffice to say that was a shock to my system, and I didn't expect that it would be so shocking. I didn't expect just how strongly I would react, and I suspect that so many others found themselves reeling in the aftermath of that news. Our prayers and our thoughts of those affected. And another topic I think we should also explore is, you know, how to disconnect in times of trauma and to kind of reassess and to find your balance in those times as well. That's it for me.Zach: Nah, I love that, and I super agree. And y'all, on that super, you know, emotional, heavy note, we're gonna catch y'all next time, okay?Ade: For sure.Zach: Now, look, you make sure you check us out. We're @LivingCorporate on Instagram, @LivingCorp_Pod on Twitter. We have all the different domains. One day, man, we're gonna get that livingcorporate.com domain, man. Right now we have all the livingcorporate dot everything but com, and then we got living-corporate.com, but shoot, until next time. This has been Zach.Ade: This is Ade.Zach: Peace, y'all.Ade: Peace.

Ade and Zach reply to more listener letters! Remember, if you have a question you'd like for us to answer and read on the show, feel free to email us at livingcorporatepodcast@gmail.com! You can also DM us on all platforms - they're open! Check them out: Twitter, Facebook, InstagramConnect with us! http://bit.ly/livingcorporateTRANSCRIPTAde: Hey, y'all. It's Ade.Zach: And it's Zach. Hey, look, we did it the other way. How does that feel?Ade: Yuck. I can't stand it.Zach: [laughs] It's also alphabetical, and we're going from A to Z with these listener letters. Yo. Bars. [laughs]Ade: All right. [?]. I'm just gonna let you have it.Zach: Man. Y'all, I might be--yo, I might--I need to take these talents, like, to NBC, man. Like, I need to write for somebody. Like, these are good jokes.Ade: Hm.Zach: Or maybe I'd be, like, a ghostwriter, 'cause, like, this is crazy. I have bars. Like, this is great. Did you hear that? I said alphabetical 'cause you--Ade: No, I got the point.Zach: You know what I'm saying? Come on, man. Don't hate. Okay, so look, we're doing these listener letters today. Now, look, we kind of said it last week. The names y'all put in these letters, we're going to say those names unless it seems a little too specific, then we might, like, just call it something else, right? But, like, just know we're gonna read these letters as you send 'em, right? So, you know, sign your name with what you want to be addressed as, and we'll make sure that we respect that, but, you know, we don't want to, like, go into our fake bag name and then, like, give you a fake name, but that might mess around and be your real name, you know what I mean? So just help us out. Help us help y'all. Yeah? Okay. So look, we got these listener letters. We're gonna go ahead and get going. I'ma read this first one. The subject line is "Too Friendly." Uh-oh. What's that mean?Ade: It sounds like a call to HR.Zach: I'm saying. Like, what you mean too friendly? Relax. Okay. "What's up, Ade and Zach?" Look, they kept it alphabetical. What'd I tell you?Ade: [scoffs]Zach: "I feel--" [laughs] "I feel like everyone else is super close at my job and I'm always on the outside of whatever inside jokes they're telling. It makes me question who I can trust, since everyone is friends with everyone but me. They're always going out after work and will come back from the weekend with their stories of what they did. I just want to come to work, do my thing, and go home. I don't want to give up that much time, but I'm also feeling like the odd woman out. What should I do to feel more comfortable at my job? Thanks." She wrote her name as Tracy. Okay, so what should Tracy do?Ade: Well, Tracy, you can't have your cake and eat it too, friend. I don't know what to tell you. It sounds like you're saying that you don't want to do the things that make--that have made everyone else become closer and, you know, more vulnerable with each other, right? So I understand wanting to come to work and go home and have that be the extent of your responsibilities at work. That being said, it means that you're not going to have a relationship with the depth that you are admiring and coveting. I mean, you can certainly do the things that we encourage. You can ask your coworkers to go get coffee with you, maybe bring donuts, but you can't have the conversations with people, you can't--honestly, if they're having, like, inside jokes because they went to Happy Hour three times and you went zero times, you're not gonna get any of those contexts. Am I missing something?Zach: No, you're not, and I think ultimately to make friends you have to be friendly. That's what my mom always tells me. Right? Like, you have to actually put yourself out there. So looking at your letter, I'm not really sure--I'm imagining, because of our platform, that you're a person of--a woman of color, and if you are--and even if you aren't, like, it can be hard to put yourself out there and--'cause to show vulnerability with, like, a group of people that you don't really--you don't know, to, like, really try to make friends, and it's tough because, you know, like, the cliqueiness and stuff, like, those things don't just stop after high school. Like, there are definitely, like, work cliques.Ade: Correct.Zach: And so I can understand and empathize with you, you know, feeling a certain kind of way, but, like, if you [?] these insecurities, one way to combat those insecurities is to one, just, like, maybe go out every now and then. It doesn't have to be all the time, but just take the time. Like, if you know they go out somewhere every weekend, maybe you go one time with them on a weekend, or just start maybe with baby steps of if you know they're going out to Happy Hour every single week, you know, maybe choose one or two times a month that you're gonna go with them, right? Like, and then that way you can start kind of easing into it, and that way you will feel more comfortable, and then they'll feel more comfortable, and then, like, it'll--barriers will just kind of come down, I think. But I'm not a woman though, and, like, my wife always tells me that, like, women are different. Like, I'll be kind of talking to her about something and she'll be like, "Look, Zach, women are just different." So help me understand, Ade, what I might be missing in this.Ade: I do not want to project things that aren't there. I don't want to project off of my own personal experiences, simply because I don't think that it does Tracy any good to hypothesize about what could be happening. I mean, her letter doesn't say that she's ever been invited. So that to me might be the issue in that it's one thing that they're having all of these, like, Happy Hours or they're going or whatever it is that they're doing outside of work. It also doesn't say how long that Tracy has been there. It doesn't say that she's ever been extended a formal invitation. It doesn't say that they're including her in other ways that don't include these extracurricular activities, so I--there are many, many different things that could be going on, but what I do know to be true is that Tracy herself says that she only wants to come to work, do her thing, and go home. There are ways to develop friendly relationships that don't also require you to be more vulnerable than you want to be at work. So I would say to Tracy kind of what we said last week with I think it was Jamal. Grab a drink with them. Not, like, alcohol, but grab some coffee or grab some tea, or come in in the morning and ask them about the weekend and share a little bit of what you did on your weekend, or "Oh, hey. Did you guys catch Homecoming on Netflix? Really great. You guys should see it." There's so many--yeah, there's so many different ways that you can share cultural contexts that don't require you to be more revealing than necessary. Also, once you start relying on greater cultural contexts, I mean, you don't have to get their inside jokes, because Beyonce, like, crosses all cultural barriers, right? Like, come on. Come on.Zach: "Come on. Come on." [laughs] No, I super agree, and that's a really good point, like, that culture is a big deal. People talk about culture in, like, these really, like, high-brow, generic, 30,000-foot ways, but I think, like, just really practically speaking, like, for people of color, at least I'll speak for black folks, like, if I'm going out for drinks with you after work, like, that means that I'm really cool with you. So, like, it's hard for us--I'll speak for me anyway. It was hard for me to, like, really be like, "Yeah, I'ma go out to drinks with you," after I've already worked 8 hours or 9 or 10 hours with you and I've seen you, you know what I'm saying, all day, and I don't even know if I really like or trust you. So, like, you haven't really shown me, like, any type of trust-worthy characteristics while we work together, but now I'm about to spend extra time and my money with you? Right? Like, those are the things that have gone through my mind. Like, "Okay, I'ma go break these barriers down," but, like--and we talked about this with Deborah Owens, who's CEO of the Corporate Alley Cat. We spoke with her--we spoke with her about this, I believe that was in season 1, but we were just talking about that's part of the job. Like, doing that, extending yourself is part of your job, and getting to know those people is part of--is part of your whole work life. Like, those are working hours for you. Like, that's how you should think about it. If you genuinely just don't do want to do it, it's important for you to make some of that time. Again, it doesn't have to be all the time, but you should not be like, "No, I don't go to anything." Like, you should go to something from time to time, but I also think it's a really good point that, like, you shouldn't have to extend yourself super far. There are small things you can do at work, you know what I'm saying? There are things you can do at work to make sure that people at least know a little bit about you. Maybe there's some more humor you can insert at work. Again, I'm not asking you to be, like, a comedian. I'm just saying, like, there's things that you can do. So I think that's really good feedback.Ade: I think the final comment that I would want to make is that--have you ever seen that graphic of the cultural context? Like, the cultural iceberg?Zach: Nah, what is that?Ade: Okay, so it's this image that shows--like, you know how an iceberg, you really can only ever see the tip of it, and there's so much more depth or so much more that's underneath the waters? At the top, it shows things like food and holidays and language as the things that are easy to see, but underneath the surface there are things like rules of conduct, child-rearing practices, family values, body language, expectations, aesthetics, personal space. There are all of these different things that are a part of your culture that are so much more difficult to articulate. I think there is such a thing as work culture, a similar iceberg in that it's easy to see, like, your dress code, turn-around time for client deliverables, or just all of these different things that are easy to see once you enter the work space, but they're things that are--that are underneath the surface, right? How often you should be going to Happy Hour being one of them, which could be really alienating for people who don't drink for whatever reason, right, or that you have to make your rounds every day to have conversations with people, which is something that I didn't know when I first started working in a lot of corporate spaces. Like, you have to make rounds. You have to go around to people and make conversations in certain--in certain work environments because you're so scattered, and so in order to maintain your working relationships, it's this unspoken rule that you get up at 10:00 a.m. or at 2:00 p.m. and you kind of go talk to other coworkers. These are all things that are a part of that work culture iceberg that might be difficult to see, and once you have fallen on the wrong side of that iceberg, it's very difficult to repair those relationships. Because they're unspoken, people assume that you know that this is the appropriate thing to do, and so they feel as though you've slapped their hand one too many times when they extended it out and tried to be friendly by inviting you out or by asking you to do whatever, whereas your understanding is "I'm just here to work and go home," and so in order to bridge the gap of those two work cultures, I would say that there is no better time than now to start reaching out. And people love talking about themselves. It's not, like, a moral failing. It's simply just human nature. Like, when people start taking interest in the things that you enjoy and the things that you feel proud of, it makes you feel closer to the person asking. So Tracy, I would advise you to--not us asking you to, like, do any social engineering, but getting to know people by asking them about the things that they love and the things that they enjoy, and also with the understanding that we are not saying that that means that you need to go attending Happy Hours or that you need to extend yourself any further than necessary, simply that it is a mark of a good professional to be able to maintain good working relationships, regardless of the depth of those relationships. Does that make sense?Zach: It does make sense, and that's just a really good reminder, even for me. Not even for me, like I'm somebody. For me, because--Ade: [laughs] You are somebody, Zachary.Zach: [laughs] Aw, thank you, Ade. But no, it's important, like, to make time and to, like, do the rounds. 99% of the time--99% of the businesses that we work in are people businesses. There's some type of people element to it, and even if they're not, like, external clients, if they're just, like, your own colleagues, there's relationships that you need to be continually thinking about in how you manage them. So that makes sense to me. I think it's super spot on.Ade: Cool. Cool, cool. Thank you for writing in, Tracy. We hope that you get a resolution to this soon, and we'd love to hear from you, see how you dealt with this, how you handled--how you handled this conversation.Zach: For sure, for sure. Okay, I see this next one. This one is called--the subject line is "Micromanager." Here we go. I'ma go ahead and read it. Actually, no, do you want to read this one? 'Cause I read the first one. Why don't you read this one?Ade: Sure, okay. All right. "Hey, Living Corporate. So I've been at my job for about two years now and recently got a new manager. They're nice enough, but are nonstop with the feedback," ooh, "as if they have something to say about every little thing to do, from checking my work, how I present and lead meetings and my body language. They're also asking me for their feedback, like, every other week to the point where I don't know what to say. I just am feeling overwhelmed. A part of me wants to tell them to back off, but I'm not trying to cause any trouble. What do you think I should do? Thanks. Courtney."Zach: Hm.Ade: Go ahead, Zach.Zach: So they're nonstop with the feedback. "I feel like they have something to say about every little thing I do, from checking my work, how I present, lead meetings, to my body language." So when I read this, and maybe I'm reading this from, like, a manager lens, right, so I could be wrong, it sounds to me like you have someone who's really engaged and they're trying to help you, right? And then when you say "They're also always asking me [?], like, every other week." So every two weeks they're asking you to give them feedback, so they're looking for you to help them, just like they're trying to help you. Are you just not--maybe you're just not used to being managed. Like, this is kind of weird. This is kind of weird to me. How do you feel? You're making all of these noises, and you were making noise when you read the letter, so, like, what am I missing here?Ade: Okay. I wouldn't necessarily say that Courtney is not used to being managed. I think that there are two conflicting styles here of working relationships. I think that Courtney's new manager is used to, to borrow PwC's phrase, "real-time feedback," and Courtney might be a little bit more used to a more hands-off style type of management, and that will--that will create conflict, but I don't know that it's necessarily a bad thing. I don't know that anybody is wrong here so much as miscommunicating, because it can be overwhelming to go from a very, very hands-off managerial style to someone who is seemingly in your face all of the time. That can be a very difficult experience. I know that I would be frazzled. I was frazzled when it happened to me, and I certainly think that--and I'm not saying that the manager is wrong either in saying that, "Oh, hey. I noticed that you do things this way. Maybe you should try this way instead," because ultimately most managers who are worth their salt are trying to help you develop your career and help you grow as an individual. They are not being malicious in their feedback, but nobody likes to be micromanaged, and that's likely what that feels like to Courtney. All that to say that I think that there are ways in which you can communicate that you feel overwhelmed with the deluge of information. Maybe you could schedule checkpoints every two weeks with your manager. Like, "Hey, let's go grab some coffee every two weeks for 30 minutes. We can have a conversation about my progress so far. We can talk about what you think I should be doing differently, but the constant check-ins are distracting, they're demoralizing, and I don't feel that they are actually helpful to me."Zach: That's real. You know, so, I'm looking at this email. Like, every other week the manager's asking them for feedback. 'Cause I don't know Courtney. I don't know if Courtney--Courtney might be a man or a woman, I'm not sure--asking them for feedback, right? So, like, asking them for feedback. Like, maybe that's where they can propose this. Like, that's where they can propose like, "Hey, look." Like, being really transparent, right? Like, "Hey, this is how this is making me feel. We have this time already." Unless it's something that's, like, a serious problem, like, "Unless it's something that's, like, gonna break--make something break, like, could we wait to kind of give me feedback during these points?" Typically, I'll say for me anyway, sometimes when I know that I'm micromanaging somebody, I realize that, like, I'm giving them feedback every little step of the way as opposed to, like, backing up and letting them, like, drive something, and then I can be like, "Oh, wait. I was gonna say this, but you ended up doing this anyway." "I was gonna say this, but you ended up--okay, so I don't even have to say anything about this," right? Like, I think that that makes sense. I think there is definitely opportunity, and if they really are being serious about this 360 feedback, I think that's the perfect place to give it to them then, but that's gonna take some vulnerability and, like, courage on your part, right? And you say in here, "Part of me wants me to tell them to back off, but I'm not really trying to cause any trouble." I don't feel like you're causing any trouble, right? I think it's about just being respectful, and nothing in here, what you've said, is that they've been disrespectful to you, so I'm gonna assume that everything has been above the board so far, that it's been, like, work. But that's what I would suggest, and yeah, I'm not trying to be unfair and say that you're not used to being managed. I guess what I'm saying is because of my work history, I've been in so many situations where, like, my lead does not care. They won't communicate with me. And I'm on a project now where I have a very engaged manager, and they really, really are plugged in, and they care about, like, my growth and my progress, and they give me, like, really poignant feedback, and it has felt at certain times overwhelming, but I had to ask myself, like, "Okay, how much of this is overwhelming because of I'm just getting too much feedback? How much is overwhelming because it's like, 'Wow, maybe I haven't really ever gotten, like, on-the-spot coaching about my performance before and, like, I'm just not used to how this feels.'" Like, maybe it's just a new feeling as opposed to me putting it on somebody else, you know what I'm saying? So that's what I mean when Courtney's like, "Okay, well, is this like--" How much is this just a new feeling for you that you need to navigate and, like, work through? That might take you time, and how much of this are you really feeling like they're micromanaging you? That's my take, but I feel like--I feel like we're still saying something--are we saying something different? Like, what do you think about what I'm saying?Ade: I think that it's entirely possible that it's both in that--I think we're actually saying the same thing actually, that the truth is somewhere in the middle, that Courtney might not be used to this person's managerial style, they might not be used to this instantaneous feedback, and that this manager's feedback might be--managerial style might be a little overwhelming, particularly for someone who has been in their position for two years and is switching contexts between two managers, and so I think that as a manager you do have to be mindful of the context and the role in which you step--like, the people who you're managing have had different contexts over time, and I think that it's only fair that you ramp up not coming with guns blazing. And it might not feel that way to you because you're simply doing what you've always done, which is "Oh, hey, I saw this. We should work on that," or "Oh, hey, I think you'd be a much more effective presenter if you did things this way." Which, fair, that's absolutely what you're supposed to be doing, but to manage up, Courtney, I would say that you should definitely take some time to sit down and figure out truly what are the things that make you the most uncomfortable, and then figure out how to make those things work for you, because if the feedback is meant for you to grow as a professional, there's no way that it can be a terrible thing to hear it. However, it's entirely true that it might be overwhelming for you when you're in the middle of deliverables and also trying to incorporate the last six things that were said to you in the last two days. So I would say that for me it would be much more effective to manage up in putting time on your manager's calendar, like, "Hey, every two weeks, let's go out, get some coffee or grab some lunch, and we can talk through my progress over the last two weeks and some areas you would like to see me improve, and we can iterate over my behavior in that way or my progress in that way as opposed to you sending me a note every, you know, three hours, because that's jarring."Zach: [laughs] Every three hours? No way. No way.Ade: Right, it's a little bit much, and not that I don't appreciate you paying close attention to me and my activities, but it does make me feel a little bit monitored and micromanaged, and I can't succeed in that way.Zach: No, that's real, and I mean, like--I'm agreeing with you, right? I agree with that. I think--and I think what's really cool is that two--every two weeks, that can just be the two weeks I already have set up, and yeah, so that's great. I think that's really good feedback. So Courtney, hope that helps. Let us know how it goes. Keep us updated on the progress. I definitely think the term "managing up" is important, 'cause this is part of it, this is a huge part of it, is you having this discussion with your boss, and it seems as--your lead, your manager, and it seems as if--I don't know. Maybe I'm looking at it through--I'm being biased 'cause I'm looking at it through, like, a manager lens, but it seems as if this person at least--I mean, the communication is there, right? It's not like you're having to create a lane of communication, so hopefully it should work out. We'll see though. Hm. Okay. All right. All right, y'all. Well, that does it for us on the listener letters. Let's see here. So I have one Favorite Thing, and I recognize that we did not talk about this in pre-production, so if you don't have one it's no big deal. But it's been a couple of weeks, right? So I just want to, like, really quickly--so, like, I feel like I can now talk about Avengers: Endgame. Very good, right?Ade: No spoilers.Zach: No, no. Definitely spoilers. It's been two weeks. It's been, like, two or three weeks.Ade: No spoilers. What? No. Don't be a terrible person.Zach: How am I being a terrible person? It's been mad weeks!Ade: No spoilers! None.Zach: Oh, my goodness. Man, I was about to say--I was about to be like, "And when So-and-so did the such-and-such!" I was just--Ade: I require more of you than you are giving me right now, Zachary.Zach: Man, that's real, that's real. Okay, so I'm not gonna get into spoilers. However, great, great movie. In fact, let me tell y'all what happened. So opening weekend, right?Ade: Oh. I was about to be like, "Didn't I just say?"Zach: Nah, nah, nah. So opening weekend, right? I planned on going Thursday night, but then I had a really busy day on Friday, and I was like, "You know what? Let me be wise and just, like, let me be mature, and I will wait," so I waited. I did not go Thursday night. I ended up going Friday night instead, and man, when I tell you that I was so emotionally overwhelmed. Like, I cried. I cheered. I cried again. I cheered again. I gasped, like, multiple times. I was like, "Man." And so I had already, like, proactively got tickets for Saturday AND Sunday, and I was like--'cause I just know I'm gonna want to see it again, and the theaters are sold out, but I was so tired--like, I was so drained by that movie and the multiple conversations I had--again, I'm not gonna get into spoilers. I was so drained. I was just like, "You know what? Let me just not." I've only gone to see it once. Like, that's how drained I was, 'cause I was just--I cried. Like, it was just so good. I've never seen a movie--like, it's just the culmination of more than 20 films, man. Like, come on, dogg. Like, that's a lot of work. It was so good. Like, you saw it, Ade. Am I tripping? Was it not great?Ade: It was amazing. Amazing.Zach: It was so--like, my gosh. It was so good.Ade: Amazing.Zach: Ugh, so good. So anyway, that's my favorite thing. I hope that y'all go see it if you haven't already, and then also, you need to go ahead and just cut the cable and go ahead and get that Disney+, 'cause y'all know all these shows about to come up. And again, I can't get into the spoilers 'cause Ade told me not to, but there's gonna be a bunch of other stuff coming, and--Ade: I'm just gonna--I need your login information, Zach. Thanks in advance.Zach: You are wrong. [both laugh] You know, it's so funny. Like, everybody has Candice and I's login. Like, I go on my little Netflix and my Hulu, I see, like, 17 accounts. I'm like, "Who are these little profiles?" Like, what is this? Come on.Ade: You're the grown up. I don't know what to tell you.Zach: Clearly. My goodness though, and some of them--some of them created profiles when they were, like, you know, in college, but, like, come on, man. Like, we all got money now. Y'all need to go ahead and help. Get your own, you know what I mean? Anyways.Ade: Chip in.Zach: Chip in, exactly. Put in on this, you know what I'm saying? You know, put 5 on it. That's all I'm trying to say. So okay, with that being said, I feel like we're at the end. So Ade, is there anything else?Ade: Nope, that's it. I actually was gonna use Endgame as my favorite thing as well. I've seen that movie several times at this point, and yeah, y'all watch it so we can talk about it in two months.Zach: Straight up. Okay, well, I guess that's that. Thank you for listening to us and joining us on the Living Corporate podcast. We are on all of Al Gore's internet.Ade: Everywhere.Zach: Everywhere. Just type in Living Corporate. Check us out. You type in Living Corporate on Google, we will pop up on every major player. You can check us out on Twitter @LivingCorp_Pod, on Instagram @LivingCorporatePodcast. You can email us at livingcorporatepodcast@gmail.com. And actually, on Instagram it's not @LivingCorporatePodcast, it's @LivingCorporate. Boom. Thank you. If you have any questions, any letters you'd like to send in on the show for us to read them like we did on this episode today, again, just email us, or you can DM us on Twitter and Instagram, 'cause our DMs are wide open. That's right. You don't even have to follow us. You can just DM us, but come on, be polite, 'cause some of y'all be out here wildin', okay? You know who y'all are. I'm not even gonna give you the air time, but you know. Let's see here. What else? What else? What else? Nah, I feel like that's it, you know what I'm saying? Grace and peace, afro grease or whatever else you use to keep your skin and hair lathered. You know, do what you do.Ade: [sighs] So much is happening. Um...Zach: This has been Zach.Ade: ...Yeah. This has been Ade. Y'all pray for Zach. He's going through some things.Zach: [laughs] Not at all, not at all! Listen, okay? Moisturization is important, and we're talking to people of color here. Come on. Like, you gotta--come on, let's go. Carol's Daughter or something. You gotta use something.Ade: [sighs] Goodbye, y'all.Both: Peace.

Zach and Ade respond to a couple more listener letters. Keep sending them in, y'all! The topics discussed in this one include being pregnant at your job and finding yourself unable to verbally fit in with your coworkers.Connect with us on our website!https://linktr.ee/livingcorporateTRANSCRIPTZach: What's up, y'all? It's Zach.Ade: And it's Ade.Zach: You know what? Wait a minute. Why do we always do me first? What is that about? You never go, "Hey, y'all. It's Ade," and I go, "It's Zach." Like, we always--we always do it like that. What's up with that?Ade: I don't know if that's true. I feel like I have gone first. I don't know. 'Cause I do the countdown, so I expect that you do the--Zach: Well, there you go.Ade: Yeah, I just--Zach: I don't know. I just feel like--I feel like if we're gonna dismantle patriarchy, like, we need to dismantle it at every--you know what I'm saying, every corner.Ade: I feel like you're just using that as an excuse to not go first.Zach: [laughs] Maybe it's 'cause--so when I walk around with people, like my wife, with women at my job, I open the door, and then I push for--I encourage for them to go first, and I kind of feel like it just doesn't rub me right 'cause--it rubs me wrong rather, because it's like I feel like I'm walking through the door first. Anyway, it's okay. Listen, y'all. You're listening to [inaudible]--Ade: Does anybody ever hold the door for you, Zach?Zach: You know what? My coworkers on my current project. They are--they hold the door open, and it's kind of awkward, and they go, "Yeah, that's right, Zach. I'm opening the door for you," and we laugh, and then I walk in the room. Ade: Wonderful. I was about to say I'd open the door for you.Zach: I believe that. I believe you would. I believe you would.Ade: Totally.Zach: Well, look for those listening in, you are listening to Zach and Ade on Living Corporate, and today we have--da-da-da-daaa--more listener letters. What's up?Ade: Sure do.Zach: So it's interesting. It was like--I feel like we've been asking for listener letters, and now they're coming in. Really excited about that. Please continue to send 'em in. We're gonna try to do at least two per episode, like, episodes that we do this, so--and we're trying to, like, churn through them, right, so we can get back to them, so that way y'all know that we're actually responding to y'all's notes. 'Cause y'all do be sending 'em in, and I feel bad--like, some of these we've been sitting on too long, but--[laughs] so I feel bad, so we're gonna start actually being a little bit more--I don't want to use the word aggressive--intentional, right, in getting these back to y'all. All right, well, go ahead. This first one I'm looking at, Ade--I'ma let you go ahead and ride on this one, and I may provide color commentary, but I feel like this is definitely a space that you would probably be better to speak in.Ade: I actually disagree. I think this is one that we should tag team, primarily because I have--I've never been in this dilemma before at least, so I don't know that I have the full range of context and experience, but I think it would be good to share this. Anyway, the subject of today's listener letter--it's called "Bun in the Oven." All right, let's go. It goes, "Hi, Zach and Ade. Thanks so much for this platform. I am dealing with a situation at work and I'm not certain what to do. I work in a relatively conservative area, and I'm pretty far from home. I've been in my industry for three years and in my current position for one. I'm used to working 60-80 hour weeks--whoo--at work, and I'm not alone in this. Most of my team tends to work long hours, but the pay is great and it's really rewarding work. Here's my problem - I recently discovered that I'm pregnant. I do not have a long-term partner, and I'm concerned about my ability to keep up with the pace at work and how my coworkers might react. What should I do here? Any advice welcome. Thanks again. Leah."Zach: Hm.Ade: All right.Zach: So now why do--what commentary or insight do you think I could add in this? I'm curious. What do you--how do you think I could--I could [laughs] provide--what value could I add to this conversation as a man? Like, you help me understand.Ade: I just--I feel as though, as someone who is more senior in their career, you might have more strategic ways of approaching this conversation than I might. You want to take a stab at it?Zach: Oh, okay. Yeah. So, you know, it's interesting. Of course I've been in a variety of situations. I work with folks all the time who get pregnant. I think what I've seen--I'm just gonna talk about what I've observed that I've seen go well is people just being really open about kind of what's going on if they are pregnant, utilizing their resources. So they talk to their leads, they talk to HR, they understand and, like, really explore their benefits, and then they just start making plans and saying, "Okay, well, look. You know, I'm pregnant, and this is gonna be--" "And I'm looking at my benefits so that I can go on leave. This is my work plan up 'til then." Talking, and, like, you know, just kind of being transparent with your leadership about, like, "Hey, because I'm pregnant, my work schedule may need--I need to adjust my work schedule in this way or that way." You talked about the fact that you're used to working 60-80 hour weeks. Like, those things may need to shift or change if possible, but again, I think it's--what I've seen is people who are really just open about it, because the last thing of course you want is stress. So the more things you can do to kind of destress the situation the better, and that's what I've seen--that's what I've seen work.Ade: That sounded like a lot. I don't know why you discounted yourself from the conversation and sharing your knowledge to begin with. Yeah, I just had to fact-check you right quick. Anyway... all right, so, Leah, first of all, thank you for writing in, and congratulations on this new journey on which you're about to embark. I think I would say, first and foremost, that you wrote about a couple of different things here, one that you're in a conservative area, two that you're far from home, three that you're working really, really long hours, and four that you're kind of doing this alone, and I would say that all the more reason to find your allies and your sponsors and your mentors at work and disclosing to them, as you feel comfortable, the situation you're in. Two would be that you don't concern yourself with keeping up with the pace at work. 60-80 hour weeks are great when you are not growing a whole other human being inside your body, but those are the circumstances in which you find yourself. So I don't think that it's wise to put the expectation upon yourself that you'll be able to keep up with 60-80 hour weeks. That's not even something that people who aren't pregnant want to do at a sustained pace for a very long time, let alone someone who's literally sharing resources with another human being. So don't put that pressure on yourself. Don't put that expectation on yourself. Definitely be realistic with what you can and cannot handle, and like Zach was saying earlier, start figuring out what your work plans are, what your contingencies are, and have honest conversations with your leadership about what it's gonna take from now 'til, you know, Baby Drop Day for you to continue being fulfilled and content in your career and also preparing for, again, this new part of your life that you're going to have to deal with. So Leah, the one thing that did concern me about this letter was that you--you mentioned that you were concerned about how your coworkers might react. I feel as though that is not something that should even pop up on your radar. I hope that you feel supported at work, and if you do not I think that it is--this would be the chief time to get some time on your--on the calendar with your HR person or with your allies or with your mentors and get a sense of what it means to split your time or to start removing some things from your plate, and it's OK to do that. It's OK to say, "Hey, I do not currently have the capacity for this at this time, and it's only gonna get--my plate is only gonna get fuller from henceforth, so how do we manage this in such a way to ensure I'm still having a fulfilling career and, you know, not being worked to death?" Leah, take care of yourself. Zach, is there anything else you'd like to add?Zach: You know, I think--the other piece is that you said that you're--you know, you're by yourself. Like, you're far away from home. So, you know, maybe there's an opportunity--and, again, every job is different. I know something that I was told, especially coming into the consulting space--and I don't know if you're consulting or not, but coming into consulting--I think it applies to just jobs in general, but it's like, "Hey, look, you don't get what you don't ask for," and so I wonder if there's any opportunity for you to work remotely on things, like, just for your whole working situation to change. I don't know the context of the role that you have at your job or, you know, how much of that is dependent on you being in the office, but, like, even if, like, a couple months, even before you take, you know, official leave for your baby, you could--you know, maybe there's an opportunity for you to work from home. Like, you know, there's other things. So I guess kind of going back to what I said at the beginning, which is, like, just being really transparent with the people that you trust, with your leadership, so that you can have a plan. I think that's part of it, is, like, being, like--just ask, like, you know, "What options are there for me?" I would also network within your business, right? I'm certain that there's other women at your job--well, let me not say I'm certain. Perhaps there are other--Ade: I was about to be like, "How certain are we?"Zach: "Are you certain?" But there may be other people at your job who have been pregnant and had children and had to navigate, so it's worth, like, networking and asking around as well. So that would be what I'd add, but nah, I think what you said is super spot-on. I agree. Ade: And sort of to pick up on that as well, if there are any employee resource groups at your firm, at your company, for women, I would certainly look into that. I just realized I didn't even, like, finish my train of thought with the whole mentors and et cetera, but also look into what support looks like after you give birth as well.Zach: Oh, that's a good point.Ade: Because again, you're going at this alone, so that means that you're going to have to figure out what childcare looks like, you're going to have to figure out--see, I don't even have a child, so I don't know--Zach: All the things?Ade: All the things. But postpartum care... shoot, I am ill-equipped for this conversation. But, you know, finding out what it means to be both a career woman and mom, that's a whole conversation in and of itself, a whole exploration process, and the more resources, the more conversations, then the more people you have around you who are able to support you in that exploration process, who are able to point you at the resources that you need and who are able to say, "Look, I don't know, but I am going to find out for you." That's the environment that you need--that's the support that you need, and I hope that you're gonna get that, and if you do not, I am hoping that you're able to find a space in which you can be both. And the other thing that I wanted to bring up--I read this post on Fishbowl. This just occurred to me. I read this post on Fishbowl a couple of weeks ago about this senior consultant who had just given birth and her team was already emailing her work to do, and she still has six weeks of leave left.Zach: Mm-mm. [disapprovingly]Ade: Don't ever feel pressured to take time away from your baby for your job, because your job will still be there, and should they ever find reason to fire you--and honestly, if you live in a state that doesn't require reason, then you're SOL anyway--I strongly advocate that you--when you do take time off work, be present entirely and let them figure out, right? No offense, but ABC Corporation will be just fine without you, and you're not gonna get the hours and the days and the weeks after you first give birth back just to just feel like yourself again, to bond with this new human, to breathe. You're not gonna be able to sleep for a little while, per my sister. So just being able to enjoy, step into the fullness of that experience... do not worry about the 60-80 hour weeks that are waiting on you or whatever it is that you left behind in your absence, because everybody else is getting paid for that. Like, they're getting paid to ensure that there is no lapse in the work that goes on, so I wouldn't worry about that.Zach: Yeah, that's a good point. That's a good point for everybody. I think a lot of times we can think that, like, if WE don't do something the whole world is gonna stop. It's like--it's a big company. Like, even if it's not a big company, you're not the CEO. Like, there's other people around. They get paid to help and be thoughtful and strategic on how to solve a problem. Like, you know what I'm saying? It's gonna be okay. It's navigable. Ade: Listen, just take a break. It's okay to say, "You know what? I'm a human being, and I have a life outside of this, and I'm not particularly interested in splitting my attention or my time with something that's not this. Like, this is the most important thing to me right now. You can keep the job."Zach: Yeah, straight up.Ade: It's okay to say that.Zach: It is. Okay. Well, Leah, congratulations as well. I apologize. I did not say that in my little initial response, but congratulations from the Living Corporate fam. Yearp.Ade: We should have a Living Corporate onesie made.Zach: Listen. Actually, I think that's a really cute idea. I just question, like, if we're--if we're big enough. But I would like to make one. If we get big enough and we start making, like, baby merch, we have--we have arrived.Ade: Officially made it. Mama, we made it.Zach: We have made it. We making baby merch? Not even just regular people. Baby merch. What? Anyway, one can only dream. The next letter comes from--oh, here we go--Jamal. Oh! ...I'm not hating on you. I'm not hating on Jamal.Ade: Why did you do that? Nope, now we're gonna--now we're gonna have to have a conversation, Zach.Zach: [laughs] It's just like--no, it's just funny, man. It's tough. It's tough out here, like, just the way that, you know, internalized depression is set up. Like, you know, even I see certain names and I'm like, "Oh, okay."Ade: I can't. We're gonna have to unpack that.Zach: We do. We need to talk about it. We need to talk about it in an episode about respectability politics, right? No, I'm just laughing at the name--I'm laughing at the name Jamal because it's just--it's so stereotypically black, and I love--Ade: In the context of the conversation that he's trying to have?Zach: And in the context of the conversation that he's trying to have. It's just funny. It's just all funny to me. Anyway, so look. Jamal, I'm not hating on your name. My name is Zachary. My mom named me that very strategically. I show up very well on resumes.Ade: You should also say your middle name.Zach: Sinclair.Ade: [laughs] Zach: [laughs] So I'm on the opposite end of the spectrum.Ade: I just also want to say that that was the only, like, American name for, like, a very, very long time. Any time I ever thought about "If I ever have children, what would I name them?" That was the only, like--Zach: Zachary?!Ade: No, no, no. Sinclair. That was the only non-[Yoruba?] name that I ever thought of, and it was because of Upton Sinclair. Zach: Sinclair is a dope name though.Ade: It's a very beautiful name. And then somebody was like, "Okay, but then they'll nickname your child Sin, and--"Zach: That's true. Call him Sini.Ade: Even worse. Even worse.Zach: I know. It's just ridiculous.Ade: Thank you so much for ruining this name for me, Sinclair. All right, let's move forward.Zach: Nah, kids are so mean. Anyway, that's another subject for another time. So this letter is from Jamal, subject line: Finding the Right Words. Finding the Right Words. "LC fam, I'm a new hire, and my team is very casual. Like, they use slang and don't even talk--do not talk very proper at all. They use more slang than I do outside of work. Maybe I'm old-school, but I speak fairly properly at work, to the point where I'm noticing I'm alienating my team. They'll say things like, "Hey, loosen up," but I really don't know how--"Ade: [laughs]Zach: "But I don't really know how. I didn't even know it was a problem until I got here. What advice would you give me to help me adjust? Thanks. Jamal." Oh, Jamal.Ade: Jamal. Jamal.Zach: J!Ade: First of all, my apologies... I just jumped right into that. Zach, is it all right if I go first?Zach: Go ahead.Ade: I am so sorry. I am not laughing at you, Jamal. I am tickled by the situation that you find yourself in. My apologies. I do not mean to be dismissive in which you find yourself. I am not minimizing your feelings. I just--I simply do find it humorous. OK. So Jamal, I want to know precisely what is said, you know? I don't--I do think that--and we've said this before on this podcast that--and Jamal, I'm assuming you're black 'cause I've never met a white Jamal, but--Zach: If we meet a white Jamal, he's coming on the show. I don't care what he does.Ade: If we meet a white Jamal?Zach: If there is a white Jamal--hey, if you're listening to this and you are white and your name is Jamal, email us and you will be on the show. I have never met a white Jamal. I've met a white Jerome. I've met a white Terrell.Ade: I have actually met a white Jerome. I used to date a white Jerome. Zach: Wow.Ade: That may have been too much information for this podcast. Let's move forward. [laughs]Zach: No. Oh, no. JJ, do not cut that.Ade: JJ. JJ.Zach: Was he a Kappa?Ade: Do me--oh, my God. We can discuss this offline. All right.Zach: I feel like--I feel like a white Jerome has a code shimmy. Ade: Can we--can we go?Zach: Go ahead.Ade: All right. Anyway, Jamal, again, I am so sorry. We are acting like plumfuls right now. First and foremost, again, thank you for writing in. Secondly, I feel like I need a little bit more context. What did it--what is it that makes you feel like you're alienating your team? Like, it's one thing for your team--I just have so many questions. One, I feel like there's a context necessary, right? If you work in an ad agency, the culture--or in a startup--the culture is not going to be as formal as if you worked in a bank, and that is not to say that you need to change the essence of who you are to fit into the context of your team, but I do think that it makes you more noticeable when you don't fit into the context of your team. Now, that said, there are fully ways that you can be who you are at work, not change an iota of who you are at work--see, you got me using--anyway, not changing the context of who you are, but also making more of an effort to be more accessible to your--to your team members. We've had this conversation before on an old episode where we were saying that people don't trust who they don't know. If you are inaccessible to your team members, it's harder for them to trust you, feel like they know you, go to bat for you in the same way that they would for other members of their team, regardless of how amazing you are. Like, I don't think that that is necessarily fair, because if you are a perfect coworker you just don't pop up at Happy Hours with the other coworkers simply because you don't drink. There's no reason why that should have an effect on your career trajectory. I do also think that there are other ways in which you can make people more comfortable with you without necessarily feeling out of place or like you're faking it. I think that you can--if you are a coffee drinker, you could invite people out for coffee. So they'll walk out for an afternoon coffee with you or coffee, or bring pictures of your family to put up in your workspace, or taking an interest in your coworkers, asking them questions about themselves so that you can listen to them use their slang and having a full conversation with them, because if that is not who you are, I wouldn't fake it. And I don't think you should have to in order to make anybody else comfortable. I do think that there are ways and strategies that you could employ to simply get to know your coworkers so that it's simply a part of who you are, Jamal, that you say, "I would not like to go to breakfast with you," instead of "Nah, I'm straight." You see what I'm saying? Does that make sense, Zach?Zach: It does make sense, and I do--I do think more context is needed, and I recognize, you know, you're not trying to get into all the details or whatever, but some--it's a challenge, especially, like--and I can really relate to this letter. That's why I was also kind of laughing, just because recently I've been getting feedback that I'm too--you know, that basically--not even too formal, but it's just like, "Okay, I'm getting lost in what you're saying, right?" And so what I have to challenge and what I have to question is how much of this is really me needing to adjust how I speak, because I'm almost 30 years old, and up 'til this point in my life I've been told that I'm a good communicator. I think that's one of the--one of my strengths. So how much of this is things I need to change? How much of this is, like, just personal style? You know, like, maybe what you're not used to? And then how much of this is just, like, you just maybe not being comfortable--like, maybe something about me makes you uncomfortable and there's, like, some unconscious biases there, right? Like, those are all--those are all things that are real, and, you know, when I think about--when I think about being at work and someone telling you to loosen up, it's like, okay, well, if you're communicating and kind of getting the message across, or if, you know, you're just saying what it is and they're still not really hearing you, then talking to someone you trust, right, outside of that team and being like, "Hey, look. Here's the feedback I've gotten. This is what I've been trying to do." You know, "What do you think?" Right? Like, getting some outside feedback I think is gonna be really important, because what you don't want to do is feel like you're having to--I think, like, to Ade's point, like, change your entire self. Like, you're trying to, like, rebuild yourself. Like, you're enough. Like, I imagine that you know how to put words together, so it might just be about making, like, some small tweaks and adjustments, but at the same time I think kind of trusting your gut as well and knowing who you are and then just kind of leaning into that. I think--the other point Ade made which I really like is, like, getting to know people and just kind of, like, building those relationships and then letting them see you, as comfortable as you are let them see you, but yeah. Like, that's what I would do, and then that way when they talk to you and you say, "Yes, I'd rather not," they don't go, "Oh, here you go again." Or maybe they do, but they've seen you, and they've seen you be consistent, so they know you're not putting on some type of, you know, air. That's my take.Ade: Right, and I do think that it's important that you separate who you are at work from who you are in general, and it's okay to not--it's okay to not want there to be an overlap. That's not to say that you have to hide yourself or lie or be unfriendly, and again, that's part of where this context that we're asking for comes in, because it's difficult to tell from this--from this letter whether the issue is that the coworkers don't feel as though they know you and that it comes out in them saying that you need to loosen up or that you are too straight-laced or if the issue is that you're not a culture fit for whatever reason. And I hate that phrase, "culture fit," because it's been used so frequently to exclude people of color, but again, some context is needed here, Jamal. I hope this conversation that we had helped, and if it did not, if you'd like to write in to further explain what's going on, we would love to have you, would love to hear some more from you, and if not, we hope that you get more comfortable, whether it is at this job or a next one. It's okay to be like, "You know what? I'm gonna take me and my suit and tie onto somewhere where we're respected." I think I'm perpetuating that "Break up with him."Zach: You are, you are. Ade: 'Cause I think I've said that about every single letter so far.Zach: You have, and I'm like, "Okay, Ade." I mean, everybody's not gonna just pack up and leave their job. I mean, you know, people do though. People leave. People find new jobs. I don't think this is what he's talking--I don't feel like this is the answer on this one though.Ade: No, I don't--I don't think that it is either. I am saying that it's OK if you feel like you don't want to and you want to kind of just pick up your things and go. The reason I say that is largely because you're a new hire, so I feel as though if they're trying to make you comfortable, singling you out is not the way to do that. And that may not be what they're doing. I fully admit that this letter's a little light on the details, et cetera. I'm just trying to address the full breadth of the experience that Jamal might be having. Since you're a new hire, it might be that they're trying to explain to you what the culture is without necessarily being the most obvious about it, because I know for a fact that I've, like--I've walked into a job in a full suit and the director was wearing jeans.Zach: Yeah, that happened to me recently. Like, I came to work and I was wearing, like, slacks and a blazer, and he was like, "Don't wear those slacks again." Like, it was super casual, you know what I'm saying? It was funny. And I got mad love for him too. He's funny. He's a nice guy. It was just super funny. And I wore a blazer. He wasn't super happy about the blazer, but the blazer has grown on him. I think he was like, "You have to take the slacks off." He was like, "I'ma kind of give you a little bit of a time about the blazer for a couple weeks, and then I'ma let you, but you gotta wear jeans." And so I got some--you know, I got some designer jeans. Anyway. We're on a tangent now, but anyway, I feel you. I feel you.Ade: Yeah, so I'm really honestly just trying to address the entire range of experience that might be going on here. It's entirely possible that they're wilin' and they need to relax and let you be who you are. It's entirely possible that they are trying to say, "Hey, you know what, a three-piece suit is not necessarily the way to go here," and they might also be saying that you're not a culture fit for whatever other reason. Either way, I would like for Jamal to feel comfortable in owning his experiences and in saying that, "Hey, I'm cool with this," or "Hey, I'm not cool with this," and either way, your life is yours, your career is yours, and you are able to make whatever decision you feel is necessary for your own growth and comfort.Zach: That's real. That's real. I gotta snap on that.Ade: Thank you, friend.Zach: You're welcome. You know, something interesting... we're saying these people's real names, and I wonder... should we not? Ade: Hm. You know what?Zach: We might need to do this whole thing over. I don't know.Ade: I feel like if they had wanted us to, like, bleep their names out or give them different names they'd have said so, but if you do write in and you prefer--and there are a bunch of Jamals out in the universe, so I don't--I don't expect--Zach: There's a lot of Jamals.Ade: Right? So if you do write in and you'd prefer that we do not say your actual names or the names with which you sign these letters--because these are just the names that signed the letters, so they may have given us fake names in the first place. Plot twist.Zach: That's real.Ade: But if you do prefer that we don't say your names, please let us know that, and we will do our best to find a repository of fake names to substitute.Zach: There we go. I like that. I like that cleanup. Thank you, Ade. It'd be so funny. What if, like, someone gave a fake name, we go, "You know, we don't really--" You know, "We're not gonna say this name," and then we give a fake name and the fake name is their actual name. Whoa. Ade: The universe really just needed you to say this with your chest then, because the odds of that--Zach: That's tough. That's tough tough.Ade: If you write in here, please note that I'm giving all of you [Yoruba?] names.Zach: Straight up. Okay, so--all Yoruba names, really?Ade: All of them.Zach: I like that.Ade: I mean, I might throw in an [?] name in there or an [?] name, but [?].Zach: Like Oshioke. That'd be dope. Ade: What? Oh, we're gonna have to coach you too.Zach: [laughs] I actually know an Oshioke. That's why that's so funny to me. Goodness gracious.Ade: It was just the way that you pronounced it. Zach: I know. No, I gotta do better. I need to grow. There's some opportunities for growth there.Ade: There are way too many Africans in your life for this to still be--Zach: There are so many. There are so many Africans. Shout-out to all my real Africans out there, but yeah. Okay. Well, look here. It's been--we got about 30 minutes? Okay, not doing too bad. Look, that's two listener letters. I feel like let's go ahead, let's do a Favorite Thing, you know what I'm saying, and then let's get on up out of here. How does that sound?Ade: All right, that sounds good.Zach: All right. What's your Favorite Thing? 'Cause I do have one.Ade: Okay, then you go ahead.Zach: All right, cool. So my Favorite Thing is actually this video, this music video, by this artist named Russ.Ade: [sighs] All right, and we're done. Thank you for listening.Zach: Oh, no. You don't like the video?Ade: I'm just being a hater. Go ahead.Zach: Oh, okay. I was about to say, this video was fire. So I opened up the video, 'cause I love music. For those who don't know, like, my background, before I changed my major, was music, and so I love music. Like, I'm really passionate about it, right? And so I'll listen to--I'll listen to really any genre. So anyway, I'm on YouTube like billions of others on this planet, and I open up a video and there's, like, this beautiful, I mean beautiful black woman, like, very, very dark, very dark-skinned, and I was like, "Man, this is incredible." And, like, the lighting was great, 'cause I'm also--like, I'm also really into photography and videography, so I'm looking at the lighting, I'm looking at the way--I'm just looking at, like, everything. Like, the color pallette. I'm like, "Wow, these are the prettiest black people." Like, on a--for this to be just a regular music video. This isn't, like, Black Panther. This is, like, just a music video. I was like, "Wow, the color--the lighting on the skin is so nice." So anyway, then the music starts playing, and then it's like--you know, it's an African song. Like, it's kind of African style. You help me, Ade, but it's--Ade: I'm gonna let you flounder for a few seconds.Zach: No, it's fire though. So anyway, then this random dude--I guess his name is Russ, I don't really know, so young people, help me out--this random dude, like, petite white man with very long hair is in, like, this really--Ade: Did you just call this grown man petite?Zach: I mean, he's like--he's only, like, 5'1". It doesn't matter. He's like--and he looks very out of place. He's wearing, like, a jersey with, like, baggy jeans, and, like, everybody else around him is, like, Nigerian or Cameroonian or, like, they are clearly, like, African, right? And they're all dancing, and, like, they look great, and he looks, like, super bummy, and the juxtaposition was really interesting, but it was a beautiful song.Ade: You just called this man bummy. You called this man bummy on his own music video? You called him petite and bummy on--are you sure this is your Favorite Thing?Zach: Everybody looks super--everybody looks so regal, but I like the fact that basically--to me, what I got from that was he was being himself, right? Like, I'm being myself. I'm chillin'. He also had, like, some--he also had some Nigerian cuisine references in his song, talking about "mix the jollof with the suya." I said, "Whaaat?" It was crazy. And so I just really enjoyed the video. I really liked the fact that you have, like, this really--apparently after I did some research on the Wikipedias--fairly [?]--on the Wikipedias. He's very popular, and, like, he really, like, centered--he centered black identity and experience in the song. And then the guy who sang with him, Davido... Davido? How do you say his name, Ade? Ade: I'm not doing this with you.Zach: He is cold! He snapped on this song. I said, "Yo, this is a fire song!" And so I sent it to Ade. I was like, "Yo, this is my Favorite Thing." Like, "The next time we talk about Favorite Things, I'm bringing this up." Yo, I loved the video.Ade: Do you know I completely forgot about that? I had to go, but, like, I'm literally watching the video right now as you talk about it. I had to go back to the text to go see what this is. I still can't believe you called this grown man petite, but yeah, he does look a little bit... slight.Zach: Listen, man. If the extra small fits. Like, I'm not trying to be mean. There's nothing wrong with being petite. You can--you can [?]--Ade: You are 6'3". Everybody is smaller than you.Zach: I'm 6'2", first of all. But yeah, I think--I wish I was 6'3". Man, that'd be great. I'm, like, 6'1" 1/2, almost 6'2". If I was, like, 6'3", what? If I was 6'3" with a beard--that's gonna be my next Favorite Thing, beards.Ade: There, so now you're only, like, 9 inches taller than me instead of 12. Great.Zach: There you go. But no, so why are you--why are you hating on the video? Do you not like the video?Ade: I'm not hating on the video actually. I just hadn't seen it, but I had heard a bunch of people, like, talking about it and how amazing it was, but I haven't seen it yet, so I'm just kind of like, "Ugh, God, I don't have anything to add to this conversation." And then you started the conversation about this, calling the man petite, and I had to go look.Zach: It got your attention though, right? See? There you go. Ade: I cannot. Okay.Zach: But what do you think? So you're looking at it. Like, well, how do you--is it not dope or is it not dope? Ade: Well, I haven't actually heard the song accompanying it, but yeah, it looks like a ton of fun.Zach: And don't the people look beautiful?Ade: I mean, yeah, of course. Wait, I think I just saw, like, a gay man in this.Zach: I'm saying. See? No, they're doing it. No, it's dope. Ade: Okay. All right, anyway, let's focus. All right.Zach: So that's my Favorite Thing. So what's your Favorite Thing?Ade: My Favorite Thing? So my Favorite Thing this week is a website called egghead.io. I've been struggling with--actually, two Favorite Things, 'cause, you know, y'all know how I am. Egghead.io is a website that has a bunch of lessons and tutorials for people who are learning programming, and they are, like, super short videos, which is great, because if you have a shrot attention span like I do, there's nothing in the world worse than signing up for sitting down for a 2-hour-long tutorial. It is so painful. And the concepts are [?] and robust, and you often get to, like, code along, so it's fun, for me at least. And then the other thing, my other Favorite Thing, it's the React training course. So I didn't tweet very often about it, but I went to--early last week I got the opportunity to go to a React training. It was on hooks specifically, but they essentially took us through the basics of React all the way through this new concept called hooks which uses [?] context and [?] effect, et cetera, which probably makes no sense to you right now, but I only got to go because I emailed the team behind React training and I just asked them. I was like, "I don't have $1,000 to drop on training, but I'd really like to come," and they said, "Cool, come on." And it's one of the things that I love the most about tech and tech spaces. It's that if you are--if you ask, more often than not somebody will try to find a way to make sure that you can get it. At least the spaces and the people that I have met have been super generous and awesome with their time and are willing to help you learn and help you succeed, and so for people to just go out of their way to support you simply because you say, "Hey, I'm a learner, and I would like the opportunity to attend this training. What can you do for me?" And they go, "Okay. Girl, come on over." It felt really good, and the training was amazing, and I am now using it to build a couple of apps with my friends. So I am--yeah, I'm super thankful for the tech community and thankful in particular for Ryan Florence and Michael Jackson. His name was really Michael Jackson. And Danny [?] over at React training. Yeah, love those guys.Zach: You said--you said his name is Michael Jackson?Ade: It's really Michael Jackson.Zach: Does that not make you nervous? 'Cause he might be so... BAD at his job?Ade: All right. Well, guys. You just had--you just had to get one in. Okay. All right.Zach: [laughing]Ade: Y'all, it was so awesome. Thank you for listening.Zach: Oh, you're not even gonna do your second favorite thing? You're just gonna--Ade: That was my second Favorite Thing, and my first thing was egghead.io.Zach: Oh, right. You just weaved into the next one. I'm sorry. You're right. Go ahead.Ade: You were so focused on your dad puns that you weren't even paying attention to me.Zach: I was paying attention to you. Relax.Ade: You were not practicing your active listening skills, Zachary.Zach: Man. I had some other ones I was gonna say, but I was like, "Dang, nah." 'Cause I don't wanna--you know what I'm saying? I ain't trying to mess the bag up, the future bag, you know what I'm saying? So I was like, "Eh, let me go ahead and not have a problematic joke."Ade: Your dad joke was amazing actually. Thank you.Zach: No, I believe it. I believe it. Okay, okay, okay. I'm sorry. You were wrapping it up. Okay.Ade: Yeah, caught Michael Jackson while he was on tour for once. All right, no, that was even worse. That was even worse than anything you came up with. Okay. Anyway, that's it for us today, guys. Thank you for joining us. Actually, I'm gonna stop saying guys. It's not very inclusive.Zach: I be trying to say. I'm trying to tell you. We need to relax on all these, you know what I'm saying, gender-limiting terms.Ade: You're right. Thanks for joining us, y'all. Next time we will see you--when's the next time we're gonna drop an episode, Zach? Do you know?Zach: I mean, next Friday. Ade: Word.Zach: We drop an episode every week, so.Ade: I've been using a contextual--like, weekly contextual language in this episode, 'cause I said last week, and I didn't know if it was actually gonna be last week by the time they hear this. Anyway, y'all, we're Living Corporate everywhere. We are on your LinkedIn, on Twitter, on Instagram, on Facebook. Wherever you be at we be at, so come check us out. If you would like for us to read one of your letters, please send us an email at our gmail. It's livingcorporatepod--podcast? Oh, gosh.Zach: Yo. It is livingcorporatepodcast@gmail.com. You can also DM us on Twitter and Instagram. You don't know--we're, like, 71 episodes in--or 72, I don't know when this one's gonna drop--you're talking about... goodness gracious. Yes, it's livingcorporatepodcast@gmail.com.Ade: I had "livingcorporatepod" on--Zach: You probably--what you probably did, you was probably thinking about our Twitter, @LivingCorp_Pod.Ade: Yes, that's the one. Uh-huh. I just--I'm not a terrible person. I'm just tired today, y'all. All right. We are on the world wide web at www.living-corporate.com. I got that one right that time.Zach: You did. Good job.Ade: Pats on the back, pats on the back. [laughs] Until next time, it's been Ade.Zach: It's been Zach.Ade and Zach: Peace.

On today's show, Zach and Ade discuss and expand on last week's D&I episode featuring Chris Moreland. They relate some interesting statistics and share a list of five important things to know to actually have an effective diversity and inclusion strategy.Connect with us on IG, Twitter, and Facebook!https://www.instagram.com/livingcorporate/https://twitter.com/LivingCorp_Podhttps://www.facebook.com/livingcorporatepodcastCheck out our website!https://linktr.ee/livingcorporateTRANSCRIPTZach: Oh, man. What's going on, y'all? It is Zach.Ade: And Ade.Zach: And you're listening to Living Corporate.Ade: Sho are.Zach: [laughs] Yes, they are. Now, listen. It's funny. You know, we've been around for over a year, and--[both laugh] we've yet to explicitly talk about diversity and inclusion. I mean, our podcast is about--essentially about diversity and inclusion, right? But we've yet to talk about it, like, explicitly on this podcast, like, as a subject, and I find that kind of--kind of weird.Ade: Super weird. Super odd.Zach: Okay. Yeah, it's kind of odd. I mean, you would think it's kind of low-hanging fruit. It's, like, right there, you know? You know, we start off with these concepts and, you know, every-man topics, and we didn't really, like, go straight at it, you know? I don't know why we are just now getting into this. I don't know. Anyway, diversity and inclusion. Ade, what is--what is diversity and inclusion? Like, when we use the words "diversity and inclusion," like, what do we typically think of? Like, what are we--what are we talking about?Ade: We're talking about an actual effort by an organization, big or small, to ensure that their workplace, their groups, their team members, are representative of the world at large, that their spaces are not these homogeneous microcosms, and that they are really and truly including everybody in their missions. I think that would be my personal definition of diversity and inclusion.Zach: Well, you know, it's fire because you said homogeneous and microcosms back to back.Ade: Bloop. Get at me.Zach: Bars. [both laugh] No, I agree with that. You know, it's funny though, because often times I do believe that's the definition in theory, but a lot of times the term "diversity and inclusion" is just kind of used to make sure that folks don't get sued, right? Like, "We're not racist and we don't discriminate against people, so we're gonna use the term diversity and inclusion." You know what I'm saying? Like, if you look--I've seen some organizations--listen, I can't go into all of the details, but I've walked into a variety of companies, okay? And organizations can be as homogeneous as a pot of peas, okay?Ade: As a pot of peas...Zach: As a pot of peas. They all look the same. Everybody looks the same. [laughs] That's right. I'm country. I said it. A pot of peas. But on their website, oh, boy... boy, they got all the--all the jargon, all the lingo.Ade: Every stock photo of every [?] you can imagine.Zach: I see the same five black people in all of these diversity and inclusion photos.Ade: I mean, at least they have the common sense to actually have photos of people that they actually employ on their website. I have seen some egregious cases of literally stock photos on these websites.Zach: That's what I'm saying. That's what I've seen. I've seen the same--oh, I see what you--you thought I was saying the same black people on one website. No. Well, I've seen that too, but I'm saying I've seen the same stock photo images across multiple companies.Ade: Wow. Like, have you no shame? Have you no decency?Zach: [laughs] My goodness. There's millions of us out here. My gosh.Ade: There's literally billions, but I think the additional point, though, is that, like, it tells me what you value as an organization when you're willing to put more time and effort into planning your happy hours than you are into truly representing, not just racially but with the gender diversity makeup, the disability diversity makeup, with--like, there's so much that goes into thinking through what it means to have a diverse organization, and y'all will blow your HR budget on beer. And not even good beer.Zach: Not even good beer, lowkey.Ade: It drives me nuts that the conversation that we have about diversity and inclusion is about making it more palatable for everybody else as opposed to being like, "No, let's center this on what the truth of the matter is and what reality is as opposed to let's center this on what makes people comfortable."Zach: That's real. You're kind of jumping the gun a little bit, but I feel you. I feel you.Ade: My bad.Zach: No, you're good. You're good. I'm excited. I mean, like, now I'm activated, you know what I'm saying? I'm here. Let's go. [both laugh]Ade: Get active.Zach: But no, you're absolutely right, and it's interesting because--so I had, like, a crazy idea, right? So we know that companies actively--you know, like, when you look at black and brown unemployment, disabled unemployment, it is drastically higher, right, than majority unemployment. It would be dope though if companies, when they interviewed people and, like, they know--you know you're not about to hire that black or brown person, so you say, "Hey, listen, I'm not gonna hire you, but I'd love to take your picture for some of our diversity and inclusion stock photos."Ade: Excuse me? First of all, lawsuit. I'm not even gonna say anything. I'll just nod, smile, and, like, put Voice Memo on on my phone and just--Zach: [laughing] I couldn't even say that with a straight face, but it's--but you know what, though? There's some money in there somewhere, man. There's some business in there somewhere.Ade: All right. If you're done being ridiculous, let's focus.Zach: No, I'm not--listen, I'm not really being ridiculous, because as an--as an aside, y'all, I just read some article at random about this little 12-year-old white kid who was getting six-figure deals to create dances for rap songs, and then people buy the dances, and then, like, they pay him. But he's not doing--he's not doing new dances though.Ade: These dances he's creating are a compilation of dances that black people came up with.Zach: Black dances. Yes, yes.Ade: I just also--I think this is a separate conversation actually, but I wanted to have a conversation about what it means to monetize blackness divorced of black people.Zach: I'm here for it. Well, this is--so I feel like I'm--Ade: We're going down this rabbit hole.Zach: [laughs] We are, but no, seriously though, the reason I was being--I was, like, making a joke--it's kind of a joke, it's kind of not--is like, people are out here monetizing and getting bread off of this, off of the concept of D&I, without actually doing any D&I, right? And so I'm just saying, like, at least if you did that, you--at least some of these black people who are unemployed that have a little bit more money in their pocket while they look for their next job. I mean, something--I don't know. There's something there, but anyway. Okay, cool. So we've talked a little bit about what we think D&I is. We've done some research, right?Ade: Oh, actually, I also want to have another example of this.Zach: Yes, keep going.Ade: Did you see recently that Twitter Detroit posted a picture of their office space? And all white people. Every single person in that photo.Zach: Mm-mm, did not see that.Ade: Yeah, every single person in that photo was white. Now, I think it later came out that the--all of the black people that they had employed at Twitter Detroit was at NSBE, although I don't quite--I don't quite know the truth of that statement, but it was just a really striking photo, that you are in Detroit, a city that is 84 or 85% black...Zach: Detroit is black black.Ade: Blackity-black as hell.Zach: Detroit's the kind of black that makes other people, you know, kind of uncomfortable. [laughs] Like, it's black. It's a lot of black people.Ade: Kind of. Detroit--up until, like, three, four years ago, Detroit was the kind of black that these type of white people were not going into.Zach: I mean, to be--to be honest, that's true. That's true.Ade: Anyway, I say all of that--Zach: So they said all of the black people was at NSBE?Ade: I don't know if--again, this is not something that I did a ton of research into, because they posted an apology tweet attached to that first image... and I can read the tweet to you actually. It says, "We hear you on the lack of diversity. We're committed to making our company reflect the people we serve, and that includes here in Detroit. We've got a lot more work to do. We have a team at NSBE now, and we look forward to connecting with the amazing people there." I just have two questions. The first is there are three, four, five, six, seven, eight, nine maybe people in here, all of whom are white-presenting. There are a couple of people who are out of the photo or they have their backs turned, so I don't know necessarily how true that is, but it's incredible to me the--because I was able to see that photo, and obviously a lot of people were able to see that photo, and immediately see the problem, but what does it say of your organizations that you are so deeply homogeneous that you don't recognize right off the bat that, "Hey, we're in Detroit. Every single one of us in here is white. What does that say about this organization?Zach: Well, you know what they're gonna say. They're gonna say it's about diversity of thought, Ade. Diversity of thought.Ade: That's cute.Zach: [laughs]Ade: And let me not poo-poo that idea out the gate. Let us treat that as a serious, intellectual argument. Okay, so you were saying that diversity of thought is more important than physical diversity, gender diversity, et cetera, et cetera, ad nauseum. However, what does it say that you think the only diversity that matters, diversity of thought that matters, is the kind of diversity of thought that represents you? Because there's no way you're telling me that you have the exact same thoughts and the exact same experiences and the exact same lens as, say, a black queer man who grew up in Detroit. There's just no--I don't believe that could ever be the case. Like, if you are from--if you're a queer man from midtown Chicago, you don't have the same thoughts as a queer man from Detroit. So I don't understand how that is even an argument that anyone could make, but I say all of that to say that diversity is important. So is inclusion, because it would suck even more if the person taking that photo had been a person of color or had been the only disabled person in the office or had been the only neuro-divergent person in the office, and they're not even included in the photo. You see what I'm saying? Like, there's--Zach: Oh, I hear you. Yeah. I'm letting you cook.Ade: There's so many different--[laughs] there's so many different--thank you, friend--there's so many different layers of complexity to that that on the one hand, why don't you have any of these--any of these types of diversity represented in your office? But also I don't know that it would be a safe space for anybody to walk up and say, "Oh, I'm the only black person in here." Having to represent at all times, that just sounds exhausting. So it's just--it's a very difficult conversation for me to--for me to really think through. Do you have some thoughts, friend?Zach: You know, I do, I do, and I appreciate you actually, like, slowing us down a little bit, 'cause I was gonna say that, you know, we did some research, right, and we've read a few things--just a couple thinkpieces, you know what I'm saying? Some Gallup data from the civil rights movement and some other things, you know what I'm saying? And labor data all around what does it really mean to be diverse and inclusive in an organization. And, you know, we've seen, like, you know, five things organizations are doing wrong, the top three reasons why D&I doesn't work, you know, what makes an effective D&I organization, what makes an effective D&I strategy, da-da-da-da-da, and so, look, as opposed to us reading all of our--all of the findings that we've had and just kind of reading it to you--boring, right--we decided--we, Living Corporate, right, Zach and Ade--decided to give y'all our own list of what you need to know about diversity and inclusion so that you can actually have an effective diversity and inclusion strategy. Yo, JJ. Drop the Flex bomb. Whoa.Ade: Not the flex bomb. [sighs]Zach: [laughs] Boom.Ade: I'm really looking forward to you being a dad, because you're just so equipped, and I'm tired of hearing your dad jokes.Zach: Nah, drop the Flex bomb. [dropping] In fact, JJ, drop it again. Yes.Ade: JJ, please stop. [he stops] Thank you.Zach: Nah, but it's--you know, it's important. So this is what we're gonna do. We're gonna give y'all some game for free. We're gonna give you some of our thought leadership for nothing at all. All y'all gotta do is listen. I mean, come on. I ain't trying to brag, but I'm saying, like, we're pretty dope, right? Am I wrong, Ade?Ade: I mean, no.Zach: Okay, here we go. So how many of these do we have? We've got five, right?Ade: I mean, something like that, but you know we can always expand on our lists if we start riffing off each other, et cetera, et cetera. We got five. We got five on it.Zach: All right, we got five. We have five on it. We're not messing with that endo weed, because it's not federally legal, but we do have five on it. [both laugh] Okay, here we go. First things first. [Ade continues laughing] You're really laughing. That's funny. First things first, diversity and inclusion are two different things. I know.Ade: Bars.Zach: Bars, I know. Diversity and inclusion are two different things. Often enough times, we kind of just throw the terms "diversity" and "inclusion," like, we just smack 'em together, but they're actually very different, right? So a lot of us understand what diversity is. Diversity is the concept of having a variety of experiences, perspectives, in gender representation, ethnic representation, able-bodied representation, sexual orientation representation, right? Like, geographic representation. Having different types of perspectives in a space. Like, that's the concept of--Ade: Pause.Zach: Go ahead.Ade: Pause.Zach: Go ahead.Ade: [?] Sorry.Zach: It's good. Hey, JJ. Just cut all that out. That part is diversity, right? Inclusion though is different, right? Inclusion is not just about--it's not just about having people have a seat at the table, but making sure that those voices are actually heard at the table. And so a lot of times we'll say, "Well, inclusion means making sure people feel included." Inclusion means the power not only to sit at the table but to speak and have your voice equally heard at that table, right? And so it's not just enough to have a variety of voices at a table if only a certain number of voices or a certain type of voice is gonna be heard. Then it just kind of becomes, like, a dog and pony show, right? So no, I mean, that's really what it means, all right? Inclusion is all about making sure that those voices that have a seat at the table actually are heard, and typically, because of the hierarchical natures of these companies, voices that are not high on the totem pole are not heard, right? So it's about making sure that those voices are actually supported and given authority and access so that their ideas can be mobilized, right? I think a lot of times when we talk about inclusion it's like, "Oh, we have you in the room," but you're, like, over in the corner, or you're just kinda--and it also just kind of makes you feel tokenized, right? It's about actually making sure you have a voice. So that's the first one. Diversity and inclusion is--the first one is people don't really understand that diversity and inclusion are two different things, and they don't understand what those words mean.Ade: My turn. So beyond, you know, expanding the table and inviting people to eat--that's one of the phrases that I've used to describe, or that I've heard used to describe, diversity and inclusion, empowering people. I also would like to make the point that it's not the responsibility of marginalized people to diversity your workplace. What I've seen happen time and time again is that these embattled corporations where people realize "Oh, no, we treated diversity and inclusion as an afterthought, and now everybody looks like [trash?]. What do we do?" And they will hire somebody, usually a high-profile person, black person or a queer woman, they'll bring these people in and do nothing to change the fact that the culture that fostered this homogeneity continues, and so--and in so doing make it the responsibility of this person that they invited into this hostile workplace, make it their responsibility to improve everything. And then when said person starts making points like, "Yeah, you really shouldn't be making rape jokes during our lunch hour. You shouldn't be making them at all, but it's especially not appropriate in the work space," or saying things like, "Yeah, I'm actually not gonna let you touch my hair, Karen. I don't want to do that, and you don't have my permission to do that, so great talk." They're treated as though they are the problem, and we don't address the institutional racism. We address the black women talking about the institutional racism. We don't address the institutional--just general lack of respect for people with disabilities, and it's something that you would know if you spoke to the people who are experiencing these things, but it is instead more expedient to pat yourselves on the back for your awesome allyship and employing someone in a wheelchair and doing nothing to ensure that this person in a wheelchair is safe, comfortable, and can do their job without feeling belittled or patronized or outright ignored. So to restate my point, it is not the responsibility of the marginalized person to do the work of diversity and inclusion. It's not their job. It is everybody's job to ensure that the workplace is open and accessible.Zach: That's good. That's good.Ade: Bars.Zach: Bars. [both laugh] You like that. That makes you--that makes you giggle. Bars makes you laugh. I've noticed that over the past few episodes here. Okay, my turn. So in the spirit of your last point, my third--the third entry here is that diversity and inclusion will only go as far as the majority allows it to go, okay? So I'ma say it again. Diversity and inclusion will go...Ade: Bars.Zach: Only [laughs] as far as the majority allows it to go. So what do I mean by this? Let me give y'all some statistics from some Gallup polls back in 1961, in the throes of our U.S. civil rights movement. I'm gonna give y'all a few data points. Here we go. Do you approve--and this is a poll, right, a Gallup poll, given to white folks in 1961, again, in the middle of the civil rights movement. Here we go. "Do you approve or disapprove of what the Freedom Riders are doing?" 22% approved, 61% disapproved, 18% had no opinion. Here's another one. "Do you think sit-ins at lunch counters, freedom buses, and other demonstrations by Negroes will hurt or help the Negroes' chance of being integrated in the south?" 57% said they believe it will hurt, 28% said it will help, 16% said no opinion. Here's the last one, okay? This is the [Survey Research Amalgam?]. This is April, 1963. "Some people feel that in working for equal rights for Negroes, Reverend Martin Luther King is moving too fast. Others think he is not working fast enough. What do you think?" 8% said he's moving too fast. 71% said he's moving at the right speed. 21% said he isn't moving fast enough. And so, you know, when we talk about--when we talk about, like, historically, right, civil rights, not just for African-Americans, but it's the easiest one for us to point to because historically, like, when you kind of--like, there's the most data points around it, and, you know, really, if we were to go by the data and the survey data and what people were really comfortable with, then we would still probably not really be--I mean, we're not really integrated, but we wouldn't have even the civil rights laws we have, right? And I think an uncomfortable reality is when you talk about diversity and inclusion and you talk about creating a truly diverse and inclusive working environment, it can only go as far as the majority is comfortable with it going, right? And when you think about the fact that--like, when you look at the civil rights laws, and you especially look--if you look at our present, right, like, we're fighting to maintain some very basic civil rights laws that we achieved over 50 years ago, just over 50 years ago, like, and we haven't really made, in terms of legislation, much progress since then. In fact, again, we're fighting just to keep what we established 50 years ago, and really, if you think about historically, what we fought to get 50 years ago, we should have already had, like, 50 to 60 years before that. And so, you know, I think that's--like, again, just kind of pointing to your point--like, really reinforcing your point around the fact that, like, it's not--it's not about making people comfortable. It's not about, like, just kind of checking a box, and ultimately, it's gonna take all of us, but the majority, to drive and make sure that we're actually moving forward. It can't be the responsibility of the marginalized to move the needle. We don't have the numbers. We don't have the power.Ade: Facts.Zach: So that's number three. I'm volleying it back to you.Ade: Okay. I think I'm gonna expand on a point that I made at the end of my last--my last rant. So diversity and inclusion is all of our responsibility. It is not a position. It is not--the term Chris Moreland used was a function, and it's also not about how good it makes individual people feel. It's not about the money that it makes for the organization. Like, sure, yes, there are stats out there that show how good it is to have a diverse workplace, but--and I'm starting to realize that it's really not a common thing or a common opinion anymore to do things because they're the right thing to do. There has to be a cost-benefit analysis on this, and that's trash.Zach: That's really trash.Ade: Yeah, I don't--I don't know what's happening. Maybe I shouldn't say that. I know what's happening. It's capitalism.Zach: Right.Ade: But the point is that diversity and inclusion is about you as the individual respecting the whole of other people who are individuals in your workspaces and recognizing when there are individuals who aren't welcome in your workplace and doing something to change that. Even beyond what it means to be an ally. You are actively doing the work of being a good human being and encouraging others in your workplace to do the same. I think I--when we were working on the Disabled At Work episode, I read a story about a guy who got a job working at one of these big tech companies, and he just knew it was gonna suck, right? Because when he had interviewed there, he did not see anybody who was wheelchair-bound as he was, and he had a very large electric wheelchair, and he was like, "I can't turn it down because of the money, but I feel like this is not going to be great." But he then told stories of how everybody was inclusive. They would ensure that he could get his scooter up and down these hills in San Francisco. They would ensure that he wasn't just stuck being wet when it rained or that he could have a standing desk as opposed to the lower desk that wouldn't work for his electrical chair. So there were all of these different parts of what it means to be inclusive, and not just empowering and recognizing the diversity in your coworkers, but also saying--taking it a step further and being like, "I'm right there with you." Like, "Whatever it is that you need in order to feel comfortable in this space, in order to feel human in this space--" Like, we gotta be here at least 8 hours a day, dogg. Like, the least we can do is ensure that you are your whole self while you're here, and I think that is such a significant thing to highlight. It's such a significant thing because it very, very easily goes unspoken that you have a responsibility to your coworkers to not just be kind but be supportive.Zach: You know, I think a large part of diversity and inclusion just comes--like, a large part of it is driven by empathy, right? Like, really--and I know that Chris talked about this too in the interview. It was just about, like, understanding someone's story. Like, building a connection with them. Like, really understanding them. It's challenging for me though, because, like--and I really--I love what Chris is doing, not only at Vizient but with his own start-up--with his own start-up at Storytellers, you know, but I don't have to hear your story, right, like, for me to treat you and recognize that you're a human being, you know what I'm saying? Like, I shouldn't have to. I get it. I get it from a relationship-building perspective. Maybe I need to hear your story for us to, like, really build trust, but I shouldn't have to hear your story for us to, like--for me to just empathize and recognize that you breathe--you're breathing and walking, or--you're breathing and existing and having a human experience just like me. It's heartbreaking, to be honest, when I think about it like that. But okay, cool. So last one. I think I'm--I think it's on me.Ade: Most definitely.Zach: All right. So really kind of pigging--piggy-backing off of my first point, but it's really important. Ayo, if you don't have inclusion, you don't have diddly. Say it again. If you don't have inclusion, you don't have diddly. Listen, it's not enough for organizations just to hire non-majority people, right? Because often times if you look at the turnover rate of non-majority employees, they're significantly higher than majority employees, and if you do a cross-analysis with non-majority turnover and minority representation, you'll see some connections--you'll see some connections there, right? Like, you'll see in organizations that are not truly inclusive, that do not have representation and some level of power, distribution of power for non-majority people, those organizations struggle to retain non-majority talent, and I think something to continue to keep in mind--organizations, I'm talking to y'all--listen, man, these gener--like, millennials and these Generation Z, the people coming behind us, we're aware. Like, we pay attention, and we're sensitive to that. Like, we peep game. Like, we're gonna look and be like, "Oh, there's no--there's none of me here. I don't see myself here. Okay, so I know I probably got only so much time to go before I gotta find somewhere to be," or when something goes wrong or they feel like they're not getting the coaching that they need or they're not getting the development that they need or they're getting passed over for promotion, if they don't feel like they can talk to somebody and they're not represented in the decision--in that pool of people that actually make the decisions and make the company grow and grow, then they're not gonna feel like they can talk to anybody, and they're gonna leave, right? They're gonna be even more discouraged to, like, even try to stay, because they'll be like, "For what? I'ma be the--I'm the only person here." They're not gonna be as comfortable when it comes to networking and trying to build relationships and--Ade: Correct.Zach: Right? Because they don't know who they can talk to. Like--and then, like, many of us, we're the first people from our families in Corporate America. That's my story. Ade, is that your story?Ade: Like, only one.Zach: Exactly. [laughs]Ade: Solo dolo.Zach: Solo dolo, and so, like, ayo, like, inclusion is important, and I guess part B to this one is listen, diversity of thought by itself is not real. Okay? That's right. I'm giving y'all two, so we got six now. Diversity of thought is not--diversity of thought on its own is not real. It's a term that some group of people in some laboratory made up just to kind of pat themselves on the back and create diversity where there really isn't any.Ade: Not a laboratory.Zach: [laughs] They made crack and diversity of thought in the same place. What's up?Ade: I am...Zach: JJ, give me them air horns right here. [laughs]Ade: Okay. Okay, [?].Zach: Nah, but for real though, like, it's not real. Like, so diversity of thought is as relevant as diversity of experience, and if you look at American history, experiences are sharply divided along racial, gender, and sexual orien--lines of sexual orientation. Ade, you got another one?Ade: Just a final thought.Zach: Do your thing.Ade: I think that paying lip service to diversity is almost worse than not doing anything and not paying attention to diversity and inclusion in the first place, because you--when you pay lip service to diversity, you delude people into thinking your workplace is a safe space and that they can come to your jobs and bring their own selves and come and do what they love to do for you. When you don't even pretend, it lets everybody know who to avoid. When you pay lip service and you end up being these ultra-toxic, ultra-just all around disgusting places for people, it's almost heartbreaking, right, because people want to come into these places and do good work and go home and love their families, and instead they come into these places, you gaslight them, pretend that nothing is actually happening when, you know, they're facing all of these micro-aggressions, they are being passed up for promotions, their careers are stalling, and they have no allies and no way out. It's a pretty abusive relationship, I'd call that, and even further than that I would say that, you know, you're actively oppressing them in that scenario. So I say all of that to say that if you know that you have no investment whatsoever in diversity and inclusion and the success of everybody--and the growth, too, of all of these folks, then just leave us alone. Love us or leave us alone. That's all I ask.Zach: No, real talk though. No lukewarm DM--no lukewarm stuff, right? Be hot or cold. Either you're in or you're out.Ade: The man came through with a word from the church for y'all.Zach: [laughs]Ade: Don't think I didn't notice, Zachary.Zach: [laughs] Man, okay. Well, y'all, so this has been a dope B-Side, just sharing our thoughts about the interview with Chris Moreland. Really enjoyed him, and yeah. Ade, anything else? Do we want to do Favorite Things? Are we good?Ade: My Favorite Thing right now--we can if you have something.Zach: I got something. Go ahead, yeah.Ade: Okay. Okay, so my current Favorite Thing is the voice of a young reggae artist known as Koffee. Love, love, love--I have just been listening to her on repeat lately and finding out--finding her music, where I can find her, but amazing. I love her.Zach: That's what's up.Ade: That's it for my Favorite Things.Zach: Okay. Okay, okay, okay. Yeah, you know--Ade: Oh, wait. I lied.Zach: Keep going. Go crazy.Ade: Sorry, one other Favorite Thing. I have this book I'm currently reading. It is the AWS Certified Solutions Architect Study Guide.Zach: Okay. [laughs]Ade: Yeah, it's my second Favorite Thing. It's just a personal--as a reminder to myself to keep working.Zach: I respect that. Okay, okay. I have one Favorite Thing, and this Favorite Thing, it's--you know, it's something that I partake in every day. It's actually a beverage, and this beverage--this beverage is called kombucha.Ade: Oh, I thought you were gonna say water. I was about to be like--Zach: [laughs] No, no, no. I definitely do drink water every day though, and shout-out--ayo, if you're listening to this, go ahead and get yourself some water. I don't care what time it is. Ayo, get some water and take a sip.Ade: Take a sip.Zach: Take a sip.Ade: Take a sip.Zach: Take a sip. Okay, so--[both laugh] Okay, so--Ade: Some ASMR peer pressure for your head top.Zach: That was incredible. Yo, we should actually do an ASMR episode of us just, like, drinking water quietly. [whispering] "Ah." [like his thirst was quenched, laughs]Ade: No. Let's move forward. [laughs]Zach: "Ah, these ice cubes." We could, like--no, but seriously though, 'cause we got these--these mics are pretty good. Like, we could just take--like, make sure the ice hits the glass. Clink, clink, clink. You know what I'm saying? It's, like, all soft. All right, so listen here. Kombucha--and please don't--y'all, don't kill me in the comments if I'm saying it wrong. I'm country. Forgive me. It is a fermented, slightly--only slightly--alcoholic green or black tea drink, okay? It is so good. Like, think about it like--it's like a soda. It's like a healthy soda, right? And there's--Ade: [?]Zach: Say it again?Ade: I wouldn't go that far, a healthy soda.Zach: You wouldn't go that far? It's like a healthy soda.Ade: No, it's not.Zach: It's carbonated. It has some bite to it.Ade: You know what? You're right. Who are me to disagree with your Favorite Thing? My bad.Zach: [laughs] It's so good though, y'all, and it's like--and so, like, you know, it comes in all kinds of flavors. You can--and it's a fermented tea, right? So you take the tea, and it's fermented, and then you put, like--you know, you can put whatever you want in there to flavor it. So, like, I'll--my favorite flavor is ginger-ade. It's like ginger and lemon and honey and fermented, like, fermented with the kombucha. Man, it is so good, and it's low-calorie, right? So, like, a bottle--like, the same amount of this drink that would be, like, I don't know, 200 calories in soda is, like, 50 calories. And it's good for your digestion, so it helps keep you regular. That's right, we're talking about health. We talk about wellness on this podcast, so part of wellness is making sure that you're regular. Come on, Ade. You know what I'm talking about.Ade: Please leave me out of this narrative.Zach: [laughs] But it's important, y'all. It's important. It's important to be regular, and so anyway, kombucha, it helps. It has those live cultures and bacteria for your stomach, and it's just delicious. It's just so good. So yeah, that's my Favorite Thing. I don't have a brand, 'cause we don't have no sponsors for kombucha yet, just like, you know, Capital City Mambo Sauce ain't wanna show us any love, but we still love y'all. It's okay, it's okay, but I'm not giving no more free ads, okay? So I'm not gonna talk about the brand. I'ma just say I like kombucha. Or is kam-buka? What is it?Ade: I'm pretty sure it's kombucha.Zach: Okay, cool. I just wanted to make sure I said it right.Ade: But then you said it really, really wrong, so I really don't know if you saying it right in the first place even counts.Zach: [laughs] Dang, that's jacked up. You're supposed to be my peace.Ade: No, sir, I'm not. Candice would have my head.Zach: [laughs]Ade: I just--first of all, that was a setup. Secondly--I forgot everything I was about to say because I was--I was so startled and taken aback at that--at that statement, wow. Candice, if you're listening to this, I don't want [?]. That is all.Zach: Candice gonna show up--Candice gonna show up to D.C. with that Yao Ming on her all 'cause of me being silly, and I apologize.Ade: All of the choppas just aimed in my direction, and I want none of it. I'm good.Zach: Yeah, nah, 'cause I'm joking. It's jokes, it's jokes. Candice don't listen to this podcast.Ade: Wait a minute. Now [?].Zach: [laughs]Ade: All right, y'all. That does it for us on Living Corporate. Thank you so much for joining us on this podcast. Please make sure to follow us on Instagram @LivingCorporate, on Twitter @LivingCorp_Pod, and please subscribe to our newsletter through www.living-corporate.com. If you have a question for us that you'd like us to read on the show, please make sure you email us at livingcorporatepodcast@gmail.com. We're also taking any wins that you've had lately. We're taking any [refuse?], any thoughts that you'd like to share with us. That's it for us. This has been Ade.Zach: And this has been Zach.Ade and Zach: Peace.

We have the pleasure of speaking with Chris Moreland, the chief diversity and inclusion advocate at Vizient. He explains why he puts inclusion first and talks about the top three things most companies are getting wrong when it comes to D&I.Connect with Chris on LinkedIn!https://www.linkedin.com/in/chrisjmoreland/Connect with us!https://linktr.ee/livingcorporateTRANSCRIPTZach: What's up, y'all? It's Zach.Ade: It's Ade.Zach: So listen, y'all, we gonna get straight to it this time, 'cause we have a really special guest. I'm really excited. Today we have the opportunity--we had the opportunity rather to sit down and speak with Chris Moreland. He's the chief inclusion and diversity advocate at Vizient Incorporated, based out of Dallas, Texas, and I'm just gonna read a little bit of his profile so we can kind of talk about what we're talking about today. Known for possessing a contagious regard for winning, a bias for action and a healthy disrespect for insurmountable challenges. A street-smart C-level leader with a diverse industry background, an indispensable partner for innovative organizations, people development, and building teams. Chris is best known for leading organizations through change, developing innovative solutions, and deciphering ambiguity. He established a track record of performance and execution at Fortune 500 icons like Vizient, Microsoft, Expedia, General Electric, Johnson & Johnson, Pepsi, and Mobil, okay? So this person that we got to speak to today, he and I had an amazing conversation about inclusion and diversity, and in the conversation that you're gonna hear, you'll hear why he puts inclusion first, but we're really excited and want y'all to hear the whole interview, and so we don't want to make it too long by, you know, adding to it, so--Ade: We're gonna keep it short and sweet.Zach: That's right, we're gonna keep it short and sweet. So unfortunately, Ade, no Favorite Things this week.Ade: Nope, but we have an amazing, amazing, amazing interview, so it's good.Zach: It's dope. And after the interview, you know, we'll wrap from there, but the next week we've got a B-Side, and it's me and Ade talking about the interview, talking about D&I, and, you know, having fun. Hopefully y'all laugh. Maybe y'all will cry. Maybe you'll laugh and cry at the same time. I don't know. We'll see. Maybe. [strange noise]Ade: What was that noise? [laughs]Zach: It was like a [strange noise]. It was a shrug. That's, like, a shrug if I was to put a noise to it. [again]Ade: I'm gonna pass on your sound effects skills once again.Zach: Man, my sound effects skills are fire, but that's okay. In fact, you know what? Hold on. JJ, go ahead and give me some air horns, one time for ya head top, for Chris Moreland, 'cause he gave us a fire interview. [imitating air horns] Let's go. [JJ drops 'em] I'm giving him the air horns before we even get to the interview. That's how fire the interview was. What's up?Ade: Look, I don't disagree. Shout-out to Chris. Amazing conversation.Zach: Shout-out to Chris.Ade: You on the other hand are a walking dad joke store.Zach: Yo, I really feel like--so watching that movie Us, I really feel as if that character that ya mans was playing was really just me in, like, five years with no beard, but that's me.Ade: Like, Winston Duke's character?Zach: Yes, I feel like that's me.Ade: I have not heard great reviews, so you probably should not--Zach: No, first of all, Us is fire, and we can talk about that later.Ade: Well, not--you know what? Yes, let's close this out.Zach: So shout-out to Chris, shout-out to Vizient, and yo, shout-out to him being the chief storyteller at Storyteller's Consulting. He's gonna talk a little bit about that in the interview as well, and we'll make sure we have all of this information in the podcast notes, but look, until next week, it's been Zach.Ade: And this has been Ade.Zach: Y'all check out this interview. Peace.Ade: Peace.Zach: And we're back. And so as we shared before the break, we have Chris Moreland on the show. Chris, welcome to the show, man. How are you doing?Chris: I'm fantastic. Thanks so much, Zach.Zach: For those of us who don't know you, would you mind sharing a bit about yourself and how you got into your field?Chris: Absolutely. Well, my name is Chris Moreland. I reside in Dallas, Texas, and I am now the chief inclusion and diversity advocate at Vizient. Vizient is basically a supply chain company that does GPO for health care systems. We do about 100--maybe 105, 110 billion dollars worth of hospital spend on an annual basis.Zach: That's awesome. You know, I guess for me--so let me just say as a quick aside, and this isn't even in my questions, but I just wanted to say it--it's really inspiring to see a person of color, and frankly a black man, in such a position of influence, and I'm just really excited to have you here. So I probably should've said that at the beginning. I don't really care. This is our show. I just want to tell you that I'm happy that you're here.Chris: It's good to be here. It's good to be here.Zach: Absolutely. So look, let's get into it. So I'm on this app, right, called Fishbowl, and it's an anonymous posting app for consultants. Every now and then diversity and inclusion comes up, and most are disillusioned by the topic because it's being seen as a lot of talk and very little walk. So what do you think are some of the top three things most companies are getting wrong when they talk about diversity and inclusion?Chris: Right. That's a really good question, Zach, and it's not a simple answer, but I'll try to simplify the answer. There are several things that companies are not getting right, and if you--if you look at the most recent research, I think it points to some very important things that I think, going forward, we really need to focus on. The first thing is that most companies tend to put diversity and inclusion into the bucket of human resources as though it is part of a function which is different than the function of marketing, which is different than the function of, you know, research and development, which would be different than the function of sales. I think that's one of the biggest mistakes, by putting it specifically in a function. The second thing that I think goes wrong often times with the way companies approach diversity and inclusion is around--they use education as a way of changing behaviors, and we can talk about this a lot more later, but education has been proven now as being the least credible way of changing a human being's behavior, okay? And then the third piece, which I think a lot of people get wrong as far as diversity and inclusion, is how they think about diversity and inclusion relative to accountability. It's one thing to talk about it, but it's a whole 'nother thing when no one ultimately is accountable for the changes that they would like to make relative to diversity and inclusion.Zach: Expound upon that a bit more if you could.Chris: Absolutely. So the first piece around which function generally owns diversity and inclusion, and that being human resources. The reason why that normally doesn't vet out very well for companies is that the organization then feels like their [?] human resource officer is ultimately responsible for diversity and inclusion, and that's an error. Diversity and inclusion should be part of every function. It should be part of the culture of the organization. It should not be quarantined off into a specific function, because it should flow just like values, just like goals, just like culture. It should be part of the way we do business. It should be used as an enabler, not as a functionally-constrained part of an organization. You know, the second piece, which points education--education, as you know, is something that people try to use to make different decisions and result in different behaviors, but as you know if you've ever gone to church, if you've ever seen students in school, education doesn't necessarily mean that once a person knows what they should do, knows the right thing to do, understands the impact of certain actions, that they are going to then adopt those habits, those practices. Each of us go to church every Sunday, and we--depending upon what denomination you may be part of, but you can see the same church crowd that sits in the pews on Sunday, they go out and cut each other off in traffic immediately following the service in some cases, and so it's--you know, it's a bad way of thinking that "I'm going to change the behavior by telling you the right thing to do." And in the last piece, which is what I call just accountability, is that, you know, again, if it's in HR, a lot of times HR feels accountable solely, but no one else in the organization feels as though they have any accountability. They feel as though it has been quarantined off and thus there is a function that is accountable for it, but that is the only function that ultimately becomes accountable for it in that instance, so yeah.Zach: Man, that's incredible. When you and I first met, we talked about diversity and inclusion, and you told me--you said, "Zach, you know, a lot of times people get those letters--the order of those letters wrong, and they should be putting inclusion first." So let me ask you this - what does inclusion really mean practically, and how can companies actualize inclusion in the workplace?Chris: Right. So inclusion, in my title and at least at Vizient, we actually put that word in front of diversity, because inclusion has more to do with the actions that you are taking. Inclusion has to do with "Who's in the conversation? Is the conversation being had? Does everyone's perspective, opinions, and backgrounds matter? Is there value seen in my difference?" Not "Am I different?" Diversity, which really comes from a Latin root word meaning "divertere," or "to divert, to separate." It's the differences between us. It's pretty much meaningless in any organization unless you have the inclusion part first, and the inclusion means that I see you, I see your differences, and I see the value in those differences, and ultimately I don't want to move forward with any decision, with any strategy, with any proposal, until I get all different sides of this idea understood and heard, because understanding that when I am inclusive I actually get a much better outcome. It should always precede diversity. Diversity by itself is pretty meaningless unless it is preceded by inclusion.Zach: Yeah. No, absolutely, and so I'm curious - what methods have you seen that are effective when it comes to organizations really leaning into the inclusion piece of their I&D strategy?Chris: Right. That's a great question, because there is a--there is a huge difference. It's like night and day when it comes to organizations and effectiveness of those organizations when you do lead with inclusion. A couple of practices. One, there is--there are very few human beings that I've met thus far who are openly and consciously biased. In other words, open and conscious bias means that I see you, I see your differences, and I am absolutely just going to deliberately exclude those differences from my decisions, from my thoughts, from my practices, from my campaigns and everything else. When I lead with inclusion, what it does is it says I understand that I have this subconscious, this subliminal, this unconscious ability or need or desire to assimilate with those things that look similar to me, and we all have this in our personalities. We all want to assimilate with like things. We want to be around people who look like us, act like us, talk like us, have the same backgrounds as us, because it makes us more comfortable, and there's nothing wrong with that, but in order to actively have an inclusive culture, you have to understand that it's an uphill battle. It goes against our natural tendencies, and so when organizations actually adopt a truly inclusive culture, it doesn't start with just education, making people aware of the subconscious knack to go away from things that are not like you. It actually does more than that. It goes to creating an understanding of what those differences are and why and how those differences can and should be used to create greater value. I'm not talking about, in this case, educating you on unconscious bias. I think you may remember more recently in the news Starbucks had a situation with one of their restaurants, and they shut their stores down for an entire half-day, and what they did was they focused on educating people on unconscious bias. So there was a training that was done around unconscious bias, and the net effect of that training based on all research is that it had a shelf life of about 90 minutes.Zach: 90 min--an hour and a half?!Chris: 90--an hour and a half. It had a shelf life of 90 minutes, but then our natural, innate tendencies go back to exactly the way we were before we were exposed to that education and training. And so the good thing is that they at least acknowledged that there needed to be something done. The bad thing is that they're using the same tools that we used in 1962, in this country, in order to make civil rights the rights of everyone, and you can see, you know, 50 some odd years later, the outcomes are the same. It's because the techniques and the practices are the same. A lot of it is education, and then the second piece to that is legislation. So when you educate and legislate, you believe that, "Oh, things are going to change." They don't change. These are behavioral tendencies that we have to tap into in order to try and counteract things and make people's behaviors actually change.Zach: Well, see, it's interesting that you say that because--in terms of the historical lens by which you're looking through to discuss inclusion and diversity and facilitating change, because I don't necessarily know if I--if I see a lot of the historical narrative being engaged when we talk about effective methods and approaches to really driving inclusion and diversity, and often times, in my experience, these programs rarely even engage the subject of race explicitly, even to the point where they may create, like, different points of diversity. Like, diversity of thought, diversity of education, and yes, I'm not saying that those points don't exist, Chris, but historically, like, those points, they're strongly interwoven with the intersection of gender and ethnicity, right? But I don't know if I necessarily 1. see a lot of invoking of history when we talk about education and effective methods moving forward in the future, and I don't know if I see a lot of--in fact, sometimes I hear diversity of thought or diversity of education or diversity of background really used as replacements for diversity of race and intersection between--intersectionality of gender and race. Have you seen that? And if you kind of see where I'm coming from, why do you think that is?Chris: Yeah. So let me answer both questions pretty quickly, and then I'll get into a little detail. So the answer is yes and yes. Yes, I have seen it happen. Yes, it is very, very frustrating, and yes, I do understand why it is happening the way that it is happening, because--first let's go back to the terms of diversity and inclusion and why most people tend to use the word diversity preceding the word inclusion. It is because it is a lot easier for me to point out all of the differences between, you know, the 7.5 billion people that are in this world. I can tell you there are differences for all of us, and we should all be aware of and appreciative of all of those differences, but let's think about that at a neurological level, because that's where change happens. It happens at a neurological level. So Zach, if you walk into a room, and a person who walks into a room--and you're originally from where, Texas?Zach: Yes.Chris: Okay, so you're originally from Texas. So you walk into a room, and then right next to you a straight Caucasian male walks into the room, and his background just happens to not be from Texas. Let's say he's from L.A., okay? So he has diversity of experience. You have diversity of race. You both walk into the same room, and you're both seen by a group of executives that are sitting around the table that you're about to engage. Sitting around that table, what do you physically think the reaction will be of your presence versus your male straight white counterpart's presence who just happens to be from L.A.? Both having diversity, you know, based on just them walking into the room. And again, the audience--let's say the audience is full of Texans, okay? So if you--go ahead. Please answer that question, and then I can go on.Zach: [laughs] Yeah, I think--I think that if it's all Texans and they are, let's say, all white men, I think they're gonna gravitate and presume that the white--my white counterpart is the more senior, more competent authority in the space.Chris: Exactly. There are a certain set of assumptions that go into your brain, in other people's brains, the second you or I walk into a room. The second you or I walk into a bus, the second you or I walk into an elevator. And again, I do not blame the neuroscience behind the minds of the individuals who make assumptions as soon as you or I walk into a room, but it is very different when I used the word diversity talking about race versus when I use the word diversity and I talk about a person's background or a person's education, because certain people have certain assumptions that are attributed to their physical being. They can't help it. You can't help what I think about when I look at you as you walk into a room. You have no control over that. It's just like the white straight male from L.A. cannot help what I may think about him when he walks into the room, but some of these assumptions, some of these thoughts, some of these implicit biases are nothing--they have nothing to do with who's standing in front of you, okay? So I think--going back to your question, I think a lot of times--in the field of diversity and inclusion we've now migrated away from the cornerstone of diversity and inclusion, which had everything to do with gender and race, and we've migrated now to diversity of thought, diversity of background, diversity of experience, diversity of a lot of different things, and I'm not saying any of those things are wrong, but I am saying that neurologically, when I think about the word diversity, the reason why I believe we have to go back to the cornerstone of diversity, which has everything to do with gender and race, because of that reaction when you walked into the room with your white male counterpart. Until I can get this country and individuals in corporate America past the fact that they have no control over that implicit bias associated with that initial impression, then I cannot move forward and start thinking about other forms of diversity because there is an implicit association associated with just your physical presence that, quite frankly, has a stereotype associated with it, and it has a whole set of thoughts and assumptions associated with just your physical presence, which is where I think the work needs to be done, which is where I think we need to start building from.Zach: So you've made mention about making authentic connections and those neuropathic pathways. I'd love to hear more about that. When we first spoke, like, you talked about that. I'd love to hear more about that, because as you and I know, the real change happens at the executive level. So one, please expound a little bit about those pathways and those genuine, like, connections, and then what methods have you seen be effective in driving that sort of openness to be connected outside of one's comfort zone at, like, the top and highest of levels?Chris: Wow. So big question. [both laugh] I'm gonna start with three words, and then I'm gonna dive into each of those words just briefly so I can uncover some of what you've asked. The first word I want to talk about is a word called covering. The second word, or words, I want to talk about is safe place, and then the third word that I want to talk to you about is change and change management, okay? And these are all different, but they're all connected. So covering, let's start off with that. The reason why men and women who look like you and I, who work in corporate America, spend a large percentage of their time covering is because we understand that there are certain stigmas associated with our physical presence and there's no getting around it. The reason why you or I might not necessarily be as open to talk about some of our childhood experiences in the corporate setting is because we do not feel as though they are appropriate, and so we hide them, we cover them. Covering is an actual term that was coined back in the mid-'60s by a sociologist who talked about stigmas associated with all different types of people, and we all have them, you know? Straight white men also have the habits of covering, but they are a lot deeper when it comes to some of the underrepresented races in this country. So if you're either foreign background or of a heritage that puts you into a category as far as being called brown of some sort or shade in this country, you spend a lot of your physical energy covering, covering up who you authentically are, because you do not feel as though it's appropriate. You do not feel that you will have a good opportunity to assimilate unless you cover. And covering goes across the board. It's everything from how you groom yourself to, you know, as you're getting older, some of us, you know, color the gray hairs that may be popping out of our heads, and others of us cover even things like our bodies. Our bodies are a lot of times covered. There's a--the first billionaire female in this country made a billion dollars by covering women. It's the woman who started the SPANX brand in this country. The first billionaire woman under 40, I believe it is. SPANX. SPANX is nothing more than us having an openly bias toward a thinner physical person, and thus SPANX helps us do that, and so we like to cover the fact that we are not necessarily of a certain physicality, and we hide that through things like SPANX. So covering is where a lot of this starts. Go ahead. You have a question.Zach: I was gonna say--you were talking about SPANX. You know, it kind of reminds me of the first black--the first black female billionaire, Madam C.J. Walker, right?Chris: Absolutely, absolutely.Zach: Right? With selling perms and relaxers, right? Like, that was--I think that kind of falls into the bucket of covering. Please continue though. This is amazing.Chris: Yeah. No, you've hit something that is extremely important. I wasn't gonna talk about it because a lot of us suffer from this, but the reason why weaves, the reasons why straight hair, the reason why the European look for African-Americans in this country has been such a phenomenon and has made so many millionaires and billionaires in this country, is because of this thing called covering. When we view something as being the way that we need to better assimilate, we spend our entire lives trying to fit that image, trying to mold ourselves into the image of what we want to assimilate into. We bleach our skin. We straighten our hair. We change the way our body is shaped, all with an effort to cover who we actually are. So a lot of this starts with the idea of [or phenomenon?] called covering. Let me move to the second piece, which is safe space. Safe space is what your executive leaders at every major corporation in this country need to create in order for other people not to feel the need to cover. A safe space is basically an environment or a culture where inclusion is part of what they just do. Inclusion means that I am going to allow you to show up and be your authentic self because I think there is so much value in that. "Chris, I want you to come to work. I want you to dress, act like, be like, you know, fashion yourself after who you really are versus who you believe we want you to be, because we see value in that. We see and understand the value of your differences. We want to know who you are really, and through that story we're actually going to use it to create a better organization, a better company, a better culture." So the idea of creating a safe space can only be done when senior leaders see and understand the influence that they have on an organization and in a culture. If you've ever been in an organization where you felt like there were certain things you can't do, you can't say, certain ways that you just can't act--and not because they're inappropriate, but just because the leader, who creates the culture, has already deemed certain things as being inappropriate, and if you've been in any corporation in this country you know, depending upon which company you're a part of, there's certain things that are just not allowed, and those certain things often times are usually authentic parts of who you are. They're not abusive. They're not distasteful. They're just part of who you naturally are. One key example is my administrative assistant, who for the longest time had been wearing hair pieces and weaves and wigs and everything else, and she had been working for me for about two years, and she called me one weekend in almost a panic, and I answered the phone and I said, "What's going on? What's happening?" And she just happens to be African-American, and she said, "Chris, I'm going to text you a picture of me, and I want you to let me know if it's okay." I said, "Okay," and I thought it was--I thought it had more to do with clothing that she was wearing. She texted me a picture of her wearing her natural hair.Zach: Oh, wow.Chris: Wearing her natural hair, and she said, "Is it okay if I show up to work on Monday without my wigs?" And I said to her--and I'm not gonna use her name 'cause I don't want to embarrass her on this podcast, but I said, "Oh, my God." I said, "You look beautiful." I said, "You look like my sister. You look like my daughter. You look like my mother. You look like my friend. You look like the person who is my partner at work, and I love your authentic self." I said, "Do not ever feel like you have to cover who you are to show up at work." She says, "Well, I just wasn't sure if it was appropriate," and I told her--I said, "You are beautiful as you are. Please show up just like the picture has you," and again, all she did was allow her hair to be natural, and it was just curly, a little kinky, but it was the cutest, most beautiful picture I have ever seen, and since time she has worn her natural hair every day of the week.Zach: That's beautiful, yeah.Chris: Exactly. I could not make this story up. So as a senior leader, your job, your accountability, is to create a safe space so that people who are different can actually show up as themselves. The third piece that I would talk to you a little bit about is called accountability or change management, and when I say change management/accountability, what that to me says is that's, again, the job of the senior leaders in the organization, and that has more to do with if they show up as what I call Pepsi perfect, then they have already set the standard. If they do not or are not willing to show any humility or vulnerability, then no one else will feel like they can make mistakes or be vulnerable. They set the stage, the culture, for the organization and how the organization is going to evolve, and when they believe that they have to be perfect or show up perfect or set requirements such that there can be no mistakes, then you get very unauthentic, unengaged people showing up. The last piece of your question was methodology, and "Chris, how do you think we can use--what methodology have you used to try to create this environment of safety, this culture of inclusion and the ability for people to show up authentically?" And I'll tell you, it starts at the neurological level, and that is it has everything to do with your ability to articulate who you really are, and I call that story-telling. And the reason why I call it story-telling is because there is actually a neuroscience change that happens in your brain when you hear a person's story. When you take the time to understand a person's background, when you take the time to understand what has gotten a person to where they are in life, you change yourself. The reason why you change is for two things actually. One, the reason you change is because your brain doesn't know the difference between an experience and a story. So if I tell you a--if I tell you about a story, it is the same thing as if you were to experience it yourself. If I talked to you about my story of growing up in Cleveland, Ohio, and basically having to take two buses and a train to get to school every day and some of the experiences that I had going through, you know, high school and college, after I finished my story, Zach, you will neurologically change, because your body--your brain doesn't know the difference between my story and you actually experiencing some of that yourself, and so you get this flood of hormones that go through your body which actually change the neuro-receptors in your brain and make--because your brain has this thing called plasticity, you actually change. You feel different about me, and the reason why you feel different about me is because you see a part of you in me. Because it may be a completely different experience that I had in high school or college or even in the work environment, but as I tell you my story, you see yourself in me, and it brings you and I together. And it's not just you and I, it's me and the CEO. It's me and the chief marketing officer. It's me and the chief operating officer. So as opposed to that person or those people relying heavily on what they physically see when I walk into the room, when I tell them my story and I learn their stories, they can no longer look at me the same way because they have neurologically changed. We have created relationship where was none before.Zach: Wow.Chris: Yeah.Zach: [both laugh] Hold on. You know what I like about you, Chris? Well, I like a lot of things about you, but I like the way that you be--you be hitting, like--you be hitting [?] bars, and then you'll be like, "Yeah." Like, "That was fire and I know it. React to that." [both laugh] No, no, no. There's so much there, and I think--first of all, we're probably gonna--we're definitely gonna have to have a part two to this podcast because I want to get deeper. At the same time I don't want us to go have a two-hour podcast, but I do want to follow-up on something. So then when you're talking about creating these--like, sharing these stories and making these connections, you know, what are ways that black and brown professionals coming into an organization can facilitate that in a way that manages up? Like, what are ways that they could do that and help move the needle forward in their favor? What are ways that they could--they could share their stories and create those connections that would support and help them in their careers?Chris: God, that's a great question. So I'm gonna use a term which is based on education, which I told you at first that education does not necessarily change you, but I want to use this term from education 'cause you can start using it and applying it in your day-to-day. And it's a whole study and science around this thing called emotional intelligence, okay? So emotional intelligence, a quick definition of what it is - it's just your ability to take everything that's going on today in your life, Zach, everything that happened, you know, this morning--you know, you, you know, getting out of bed at a certain time, having to, you know, get certain things done, worrying about certain other things that probably lingered from the weekend--your ability to take all of those things that are just clawing and drawing at your attention and put them to the background and focus on Chris during this podcast. Your ability to do that is the quick definition of what emotional intelligence is. It's all of our ability to take everything that's going on in our lives and put it as a backdrop and to be present and able to listen to and serve the person who is sitting in front of us. So taking ourselves and putting ourselves secondary to another human being, but how does emotional intelligence actually help us as we're trying to create these inclusive organizations, to your point or your question, "How do we manage up?" We do it by being emotionally intelligent, and I'll give you a little bit more definition about how that application actually works at work. First of all and foremost, emotional intelligence is the best-correlated skill set to career advancement that there is. Let me pause and say that one more time. Emotional intelligence has the greatest correlation to career advancement than anything else. It is higher than IQ. You may get a job because of a high IQ. You get promoted because of a high EQ, and in this case EQ is emotional intelligence. And so how does that show up and how does that work? It works like this. As you get into an organization--and let's just say that you are different from an ethnicity or from a race-based perspective--first of all, all eyes are on you, and you probably know that if you've been employed by any of the major Fortune 1500 companies in this country, and because all eyes are on you, you get a lot of exposure that you had not even really anticipated or asked for, but the way you manage that from an emotional intelligence perspective is that you spend all of your time trying to find out and figure out what is going on with other individuals and people around you. One of the first things I did when I came to Vizient seven years ago--this is the truth--is that I went up to the CEO--first of all, I didn't take the job until I got a chance to meet the CEO, and I made that a prerequisite before I even came to the organization because I knew that the CEO creates the culture, and I wanted to figure out exactly what type of culture he had created. The first meeting that I had with him, the first thing that we talked about was his dress, the way he dressed, and the reason why we talked about the way he dressed is because he dressed the way I had always wanted to dress. It was very colorful. He had--you know, custom jeans on. He had designer shoes on. I mean, even to this day I can't afford everything that he wore, but it was so well put together that our first conversation was around his dress. I then wanted to understand how did he progress through the organization, so we had a really long conversation about the fact that he started out as an analyst, you know, 30 something odd years ago and then eventually was promoted up through the ranks of CEO. I found out about his wife and her background and the fact that she started out as a CPA. I also had many, many conversations with him about his son. He only has one son, and his son at the time was just about to enter college, and he had an incredible attraction to African art. I also found out that he spent a lot of time in New Mexico, and the reason why he spent a lot of time in New Mexico is because 1. it gave him a chance to get away from Texas, and 2. he was able to basically walk down the street and people really not know who he was or what he did. So he could kind of not have to be a CEO for those periods of time where he got a chance to get away. The reason why I tell you this story is because I immersed myself in understanding who he is, how he thought, how he worked, what was important to him, what his likes were and what his dislikes were, and as I did that, as I immersed in his life, he then paid the same respect to me. He paid the same respect to me, because he began asking questions about me and my story and what brought me to where I was in my career, in my life, in my work and everything else, and we built a very strong relationship. I'm gonna pause on that word relationship, because a lot of times the things that hold us back in corporate America, especially if we show up either from a gender difference or from an ethnicity difference, is that we don't take the time to form those relationships, and they have to be formed very selflessly. Very purposefully but very selflessly. You cannot walk into a relationship and expect a person to just automatically, you know, ask you about your family or your spouse or your education or anything else like that, even though that's a big part of your story. You have to first start out by asking them about themselves. I always tell people when they're about to go to an interview or if they're about to, you know, have a first conversation with another human being, and I tell them, "Use the 80/20 rule," and the 80/20 rule says that you should only talk 20% of the time, because when you're talking, you're not listening. When you're talking, you're not able to hear the story of the other person who is in front of you, who emotional intelligence tells you should be the center of your attention for that interaction. Does that make sense?Zach: It does make sense. For sure, for sure. So let me ask you this, because I'd like to get, you know, your prediction. Based on your expertise as an I&D subject matter expert, like, what is the future of I&D if it stays its current course?Chris: Yeah. I will tell you if it stays its current course--we've seen the current course trajectory for inclusion and diversity over the last 50+ years. We still have the same representation of minorities in CEO positions and board director positions and females in CEO positions and board director positions that we've had for the last, you know, 30+ years. That course has not changed. We have the same make-up as far as individuals who are moving into C-level jobs. We've got the same make-up that we've had, you know, for the last 35, 40+ years. That trajectory has already been put in place, and it continues to be there even though the demographics of this country have completely changed. As a matter of fact, if you're under the age of 18 right now, the majority in this country have actually become the minority and the minority have become the majority, but it doesn't mean--because the numbers are there, it doesn't mean that there will be change in organizations and corporations and boards of directors and people making key decisions. If you look across the world, we see where that phenomena has happened in other countries, where the minorities in a country are actually still in powerful positions over the majority of people who actually happen to be part of the organization or the countries, because they have not changed. They have not understood how to change the mindsets and really tap into the value of the vast majority of people who actually inhabit the place that they're at geographically. So the current trajectory has already proven out that it will remain the way it is, and the bad side, the down side of that trajectory, is that we don't have the ability to tap into one of our greatest resources, which is the true, rich diversity of people that walk into organizations every day, that walk into churches every day, that walk past you down the streets every day.Zach: Hm. That's a heavy--that's heavy, but this has been a great discussion, Chris, and, you know, before we wrap up, I'd like to know - are there any other projects that you're working on?Chris: Yes. Yeah, so the one--the latest project that is just unfolding at the conclusion here of 2018 has been a small I'll just call it boutique consulting firm that I just decided I'm going to create, because I don't see the current trajectory changing, and I said, "You know what? At the end of the day, one person can make a difference if they just figure it out and start doing it in a very meaningful way," and so I just started a small firm called Storytellers Consulting, and Storytellers Consulting has a lot to do with what we just discussed on this podcast, and that is teaching executives how to tell their stories and how to bring the stories out of the people who they work with and how to create inclusive cultures and how to create safe spaces and how to evolve organizations into becoming more inclusive. If there is nothing that is done at the neurological level, change will not happen, period. So here's my final thought on how change happens and why I know for sure this is true. So January. January is the most important month of the year for a lot of people, because they make a lot of promises to themselves. Most of us--most of us make promises like, "I'm going to lose that 10, 15, 20 pounds that has burdening me for the last, you know, 15 years of my life." That resolution lasts 'til about February 15th. I always give people right up 'til about Valentine's Day, and then the behaviors go back to what they used to be, right? And the reason why the behaviors go back to what they used to be is because change management requires for people to actually change neurologically, and the only way that that happens--let's call it for the sake of losing weight--the only way that you're gonna physically be able to lose weight and keep it off is if something triggers you to know that my behavior has to change or else there's either a consequence or else I see the benefit so much that I'm not gonna go back to my bad habits, and for a lot of people, those changes happen only when you get burdened with something like--something bad is gonna happen to you if you don't lose weight. Like, you get a call from the doc and they tell you the consequence of you not losing the weight. So short of that--because most people are not faced with that--short of that, we've got to change neurologically, which means that in order for me to physically make sure that you're going to stick to your commitments, I've got to explain to you in a way that makes so much sense that you are not gonna go back to your bad habits regardless of the temptation. The reason why this is so important is because, again, for most of us, we get off the diets by February 15th, and the reason being is because we've done nothing to convince ourselves that we have to be on that diet or we have to change our way of living. In diversity and inclusion, that neuroscience change starts with creating a relationship. The same exact thing would happen if you were to--as opposed to telling someone else that you're gonna lose a whole bunch of weight, if you signed up and created, let's say, a partnership with someone and said, "You know what? For the next year, you and I, three times a week, are gonna meet at the gym. We're gonna go together. I'm gonna hold you accountable, you're gonna hold me accountable, and we are going to change our lives together." When there is that partnership, that relationship, that neurological change inside of your head, inside of your body, it has a lot better of an opportunity of sticking, and so that's exactly what we want to do with Storytellers Consulting. That's exactly what we want to do when it comes to change management just in general across the country.Zach: This has been a phenomenal conversation. I just--I really appreciate it, Chris. Before we let you go--I know you just shared some--first of all, you've been dropping sauce this entire conversation, but do you have any final thoughts or shout-outs?Chris: Yeah. I guess the final thought or shout-out I have is 1. I really want to just let people know that one, there is no criticism associated with, you know, where we are today in this--in this country relative to diversity and inclusion. I do not feel like it is anyone's fault. I don't want anyone to, you know, hear this podcast and believe that, Zach, you or I are saying that there are so many social injustices going on in this country that, you know, this is just a throwaway or there is someone to truly blame for everything. That is not the message whatsoever. The message is that most of our current existence, most of our decisions, most of our behaviors, they are so subconscious, unconscious, subliminal, that we're not even aware of it a lot of times, and so all we're doing, all we're saying, all we're advocating for is for people to actually do things that are more consciously driven, and when you do things that are more consciously driven and there's a motivation and a methodology for you to do that, then we can actually make change, and that is exactly what we're advocating for, is that we just really think about this from a historical perspective, realizing certain things have just not been that effective, you know? The legislation that we did back in the '60s and, you know, all of the affirmative action pushes that we've done through the '70s and '80s, you know, as great as they've been, you know, to make people feel better, they really have not necessarily touched on the--on the real metrics associated with businesses and corporations in this country, and our organizations are missing out on an incredible opportunity to tap into what is now going to become the majority population in this country. And so again, my shout-out [?] to take a very introspective look and approach at what are we personally doing right now to build relationships that actually go beyond our racial differences, go beyond our gender differences and create true, meaningful, authentic relationships with other human beings by getting to know them at a neurological level. A lot of times, that is done through stories and through the art of storytelling.Zach: Chris, we definitely appreciate you being on the Living Corporate podcast today, and we consider you a friend of the show, and we hope to have you back, man.Chris: Thank you so much, man. It has been a pleasure and a gift and a blessing. Thank you.Zach: Amen, man. Peace.Chris: Amen. All righty, be well.

Zach and Ade celebrate Living Corporate's 1-year anniversary in this very special episode! They reflect on everything that's led up to this point, read a few user reviews, and so much more. Ade also shares her personal journey navigating the STEM field for the first time.Connect with us: https://linktr.ee/livingcorporateTRANSCRIPTZach: What's up, y'all? It's Zach.Ade: And it's Ade.Zach: And you're listening to Living Corporate. Now, listen, it's a really--what's the word? A special episode, and I feel like there should be, like, some "Tony! Toni! Toné!" playing. Ade: Why though?Zach: It's our anniversary. Not you and I. Well, in certain ways, yeah. Really the anniversary--yeah, but the anniversary of the show, right? Like, we've crossed the 1-year mark as a podcast, as an organization. That's pretty cool, right? Ade: It's pretty dope. I think this is the longest-running creative project I've ever been involved with, which is saying something, so shout-out to us. Zach: Man, super agree. Definitely shout-out to us, and yes, it's definitely been--definitely the longest engagement--I keep on using all of these consultancy words, and it's funny because my boss at my job keeps on talking to me--shout-out Juliet. I see you. Keeps telling me not to use all these consultancy words, but see, what's hard for, like, me to articulate at work is that I genuinely like words, but I'm still kind of--you know, I don't want to say, you know, [Ur-ish?].Ade: I know--I know what you're getting at.Zach: You know what I'm saying, but at the same time though, right, I just like words, but they don't get the "ish" side of me at work because of--because of reasons, right? So it's tough, but anyway, yeah. This is the longest project that I've been a part--creative project that I've been a part of as well, and it's dope. Like, I think it's crazy because if you look, like, over this past year, like, you'll see, like--I think what should make both of us proud is, like, a year of consistent engagement though. Like, it's not like, "Oh, we did it," and then we stopped, and then we did it and we stopped. Like, it's been a year of consistency, you know what I'm saying? Ade: Which is really a shout-out to you, because goodness knows that consistency is something that I lack in spades, but yeah. Without you there would have been very little consistency on my part, because yikes.Zach: Nah, nah, nah.Ade: We'll get into that.Zach: Yeah, we'll get into that. We'll get into that, but nah, actually, I'ma tell you, the crazy thing is that it was--what I was able to see in you and, like, the potential of this space that pushed me to be, like, really aggressive, right? And attentive and, like, not--and kind of unrelenting and neurotic in how we would, like--Ade: I don't know if that gives the right connotation or that has the right--Zach: No, it's conno--no, but I'm saying, like, there were times where I'd know that, like, I would get on your nerves. Like, I'd be like, "Ade, we gotta record. Ade, we gotta record. Let's go. Let's go," and, like, we're recording, like, multiple episodes at a time, and just me working, you know, just being, like, obsessive. Like, there's a certain level of that, right, that was involved in this, and I think when I talk to people who created something and are building something, like, there's a certain lev--like, a certain bit of it. Like, not to the point where it's toxic, but a certain level of just obsessive, like, it's all you're thinking about and doing for a certain season of your life, at least just to get it going. And I don't feel like it's like that now. I feel like we've kind of--like, we've found a certain pace and rhythm and sweet spot, but to get something off the ground takes a lot of effort.Ade: And I think for me that actually works for who I am as a person. I like immersion, and I've found that with anything, I have to live, breathe, swim, eat, everything consume a particular energy if that's what I need to focus on at that time, otherwise it's never gonna get done, and I'm also not the sort of person who gets annoyed by persistence, because it's something that I'm seeking out. It actually attracts me in a way to all of the things that I want, and that people who--in places where I find consistency and persistence and passion, those are the things that inspire me, those are the things that have brought me back to Living Corporate, even when I have not been in the most ideal situations. Because it's very easy to fall into the trap of complacence or just being like, "You know what? Everything is overwhelming, and I would like to just bury myself under the earth's crust and just, like, lay here for a second."Zach: That's real.Ade: But I've found that on the other side of that discomfort is everything that you're looking for, and you just have to keep pushing to get at it, if that makes any sense.Zach: No, it makes a lot of sense, and I feel the same way. And it's funny because, like, when I was talking to Rod with The Black Guy Who Tips--and this was, like, a while ago, but, like, he gave advice on the mic and off the mic, and we were talking about the fact that he said, "Man, you know, the biggest advice I can give you is just to keep going," he said, because so many people will get started with podcasting and, like, you know, they'll, like, do a couple shows and then they'll--you know, they'll get tired and be like, "Oh, I'll catch up next week. Oh, I'll catch up next week," and, like, you look up and they've been gone for, like, three months, or, like, people will, like, really put a lot of effort on the front end to, like, promote the podcast, and then you look up and it's, like--it's only been, like, two months and they're done. And I know for me, part of the reason so far--and again, it's only been a year, right? It's not like--we have time. We're still really babies, right? Like, we have tons--we have a long way to go. [laughs] But I know for me it's--like, the biggest fear kind of going into this was that, like, we would start, and we would, like, start off really big, and then we would fizzle out. So, like, I'm just really excited and thankful that we're here and, honestly, you and I, like, we're kindred spirits in a lot of different ways. Like, 'cause everybody doesn't like someone who's, like, persistent and, like will follow up and, like, hold you accountable and be like, "Hey, let's go." Right? Like, people don't like that, so the fact that, like, your vibe resonates with that is dope, because it's not common. So I'm really excited and thankful, like, for you to be here for real. Ade: Thank you. And just the last thought that I have on that is that I've found--and hopefully this helps somebody, but I have found that when I reach the valleys of my energy reserves and I'm completely tapped out, it helps having somebody like you, almost like a body double, because--I was gonna use a phrase.Zach: Nah, say it. [laughs]Ade: Ain't no punk in my blood. So I will be damned if anybody else, like, next to me is outworking me and we have the same level of commitment, so if you're willing to be up at 10:00 p.m. to record, I'm willing to be up at 10:00 p.m. to record, and if you are willing to cram yourself into a closet space to record, guess what? I too am willing to cram myself into a closet space to record, right? So there's something to be said for having a partner in your commitment who's willing to, like, go the distance with you, and you can sort of measure yourself and keep pace with that person. Not necessarily saying that you have to be down on yourself when you're not capable of being where they're at, but it's almost like having a guidepost as to where you need to be, and even when your heart isn't in it, you're able to, like, mirror somebody else so that at the very least you're going through the motions until your brain remembers what it feels like to win, if that makes any sense.Zach: No, it does, it does, and it's so interesting, right, because--the last part you said, like, really hit me, 'cause, like you said, "when your heart isn't in it"--I think a lot of times, like, when we do things it's like, "Man, if I don't--if I don't really feel like doing it, then I'm not gonna do it," and it's like, "Man, there's a lot of stuff that I don't feel like doing that I just gotta do." So it's just really interesting, like, when you said, you know, "when your heart isn't in it." And it's--like, it's really important because a lot of times when you're doing something, especially if you're trying to do something and build something over time, you don't always feel like doing it, right? But, like, you just gotta do it. I mean, like, the easiest example is working out. I've been working crazy, so I haven't, and that's an excuse, but I haven't been getting up like I want to that I budgeted in my time to actually work out in the morning. Like, I get up. I have an alarm that goes off at 5:30 in the morning. That's for me to work out for 30 minutes every day. I have, like, a kettle bell. I'm, like, supposed to be doing this kettle bell routine, and I don't always feel like doing it, but, like, I'm not gonna get the results I want if I don't get up anyway, right? And it's like--Ade: A word.Zach: A word. [both laugh] A whole word, but it's true, and, like, you know--Ade: You are dragging me in my hunched-over position and this, like, [inaudible] potbelly I have going on right now.Zach: I'm dragging myself, nah. I mean--just shoot, listen. See, this is what happened. So I dropped weight, and, like--so now I'm able to look down--I dropped weight. Now I'm able to look down and see my belt buckle, so I'm like, "Oh, yeah. I can see myself." Like, "I'm good."Ade: Okay...Zach: Right? But it's like, "Nah." Like, there's more goals than just, like, not being able to see your shoes. Like, you should dream bigger than that. So there's another word for you. Some of y'all are just shoe-starers. You need to be bigger dreamers than that. Keep going. Keep driving.Ade: Drag me. Drag me.Zach: [laughs] Man. So while we were talking, right, I had, like, other things that, like, popped up in my head, all right? So tell me if this is, like, a cheesy joke. So first of all, like, we're not--this is not the topic of [inaudible]--Ade: It is.Zach: It is? Okay. Well, I'm gonna say it anyway. So you were talking about being in the closet to record. Ade: Yeah.Zach: Okay. How crazy would it have been had you been in the closet to record the episode--and I think you know what I'm about to say--Ade: I do. All you had to say was closet. No, please. Finish.Zach: Okay. How crazy--[both laugh] how crazy would it have been if you were in the closet to record the episode of being LGBT at work? That would have been nuts.Ade: You are childish, number one. Number two, that would have been brilliant actually, 'cause I think I was still in the apartment with that alarm that wouldn't quit.Zach: Yes, yes. I remember that spot.Ade: I just want to say that if y'all have been here for this long and you've heard me through the apartment with the alarm that wouldn't quit, the house in D.C. where you may have heard random gunshots in the neighborhood, the apartment in Tysons Corner with all of the, like, zooming cars or that one day I was in the golf room and that one guy had a vengeance against golf balls.Zach: He was knocking the mess out those balls.Ade: He was not--like, just straight up assaulting golf balls, and I was concerned. Shout-out to you. We here. We made it. Zach: We made it, dogg. We're here, and like, yeah. So anyway, I'm just thankful for you. I'm thankful for this. I'm thankful for us. I'm thankful for JJ. It's crazy 'cause we didn't even--like, we didn't let any air horns off. Hopefully JJ--hey, JJ. Listen, man. We're not gonna get sued. Just go ahead and put "Tony! Toni! Toné!" at the beginning of this. Maybe let it loop in the background actually. We ain't--Ade: You know, I actually think this is an occasion for celebratory gunshots. What do you think?Zach: Yes. Hey, JJ. Let them thangs go, bro. [he does]Ade: Brrap-brrap.Zach: [laughs] And some air horns. Put 'em in right here. [JJ does] Yes. Let 'em--yes, man. We out here, man. It's been a year. I want to talk about these stats real quick, man.Ade: Aye.Zach: In our first year we've had, like, 40,000 downloads, fam.Ade: Whaaaaaaaaaaaaaaaaaat?Zach: That's not bad. Like, for a grassroots podcast with no--Ade: Okay, first of all, don't give me "that's not bad." That's dope as hell. I just--I think you should celebrate everyone. One of the things that I'm taking away from the situations that I've left behind is that celebratory Milly Rocks are an important part of your growth and your development as a person, because celebrating the little wins and recognizing all of your small accomplishments rolls into the part of you that persists, because failure's really demoralizing, and it sucks, but when you're able to, like, go back to past situations and identify all of the ways in which you won and didn't even realize, recognize, or celebrate those things, you're able to be like, "Well, damn. I really am that [person]." Zach: [laughs] That was super funny. Hey, Aaron. [that's me] So look. You know, we've talked about Aaron in our past, and again, listen, I've--I've called our allies Buckys and White Wolves, and the reason why, for those who don't know--Ade: And don't forget Winter Soldiers.Zach: Oh, and Winter Soldiers. And the reason why, if y'all know anything about Marvel, y'all know that the Winter Soldier's name was Bucky, okay, and that the Wakandans called Bucky "the White Wolf" in Wakandan. So Aaron--Ade: By the way, I heard that attempt at an accent. It, uh...Zach: I really--but this is the funny thing about that.Ade: You've been practicing, huh?Zach: No. So this is the thing--actually I started and I said, "Ooh, this is terrible," and I stopped in the middle, right? I did not--I did not complete it. But anyway, Aaron is a--he's a Winter Soldier, okay, and he's also the person--when you look at, like, all of our social media stuff--and we've talked about him before. We've joked that he's our diversity hire, and so Aaron, when you do the transcript for this and Ade said, "I'm that person," make sure that you put person in brackets so the real ones know what you really meant. [laughs, and done]Ade: All of that exposition...Zach: All of that exposition just for that one piece of direction.Ade: I can't stand you.Zach: And it's funny 'cause he's gonna listen, and he's gonna be like, "Oh, yeah," and he's gonna do it. [they laugh, and that's exactly what happened] Oh, my goodness gracious. Ade: It's been a year of, like, deep sighs with you. Just, like, a--Zach: It's been a year of deep sighs, but look--but, like, you've gotten your [inaudible] out. [laughs]Ade: [utters the deepest sigh ever] A deep Negro spiritual sigh.Zach: A Negro spiritual sigh?Ade: Or it's an Issa Rae. [https://twitter.com/issarae/status/918611371805282305?lang=en]Zach: All the--all the Dad jokes and not nan a child around here. Pure Dad jokes.Ade: Look. Listen, it just means that you are well-prepared.Zach: I'm big ready. [both laugh] But nah. So, you know, I'm kind of at a loss of words because I'm just thinking about--I'm really thinking about what it took to make a year of content. Like, a year of content, and we've been working. Like, we've had full-time jobs, as consultants no less. Like, man, talk about that. Like, you have a whole new consulting job.Ade: 60-hour weeks. I counted it. I counted and averaged my working hours, and I just want to say that whoever said consulting was an easy gig... you are a liar.Zach: Oh, no. They lied. They lied. Well, this is the thing. It's easy I guess if you trash and [in a hushed whisper] if you're not black or brown. [laughs] Can we be honest?Ade: You know, I mean... all these facts. Like, I don't get to be mediocre at my job.Zach: I've never--yo, I'm gonna be honest with you. I've never--[laughs] No, no, no. So let me be clear. I am not saying that--well, I am saying that white privilege makes your job easier. I'm definitely saying that for you, yes. So if you're listening to this, I'm sorry. Be offended. It's cool. [both laugh] What I'm not saying is that, like, everybody who is white thinks the job is easy, 'cause I do know there are some majority people out here who are working very hard in consulting. Like, they work super hard, but every time I meet somebody and they say their job is easy, like, I've never met a black or brown person who says consulting is easy ever. Have you?Ade: Absolutely not.Zach: Like, never ever. Never.Ade: Ever.Zach: Eva eva, but the thing about it is--what I will say to that--you were talking about how many hours you work. So I don't want to say how many hours I work because there are people who, like, mentor me who listen to this podcast. If I told them how many hours I work, they would coach me. They'd be like, "Hey, Zach. You need to relax. You shouldn't be working that hard." So I'm not gonna say that, but I will--Ade: So maybe you need to relax and you shouldn't be working that hard.Zach: I mean, maybe so, but the point is, like, it's been a grind, right? Like, it's work. It's been work--like, we've been working. We've been working full-full-full-full-time. You don't really take a lot of vacation. I don't take a lot of vacation.Ade: Lol at a lot of vacation. Try any vacation.Zach: Lol at the word "vacation."Ade: Right? And obviously that's not to, like, compare struggles or anything like that.Zach: Definitely not.Ade: It's just, like, trying to give an accurate picture of, you know, just how exhausting this past year has been as well. Like, and as much as it's been a year of amazing triumphs and just wins that we didn't see coming, I'm working on a sleep deficit here, even on the weekends, and that's not something I'm trying to continue for very long, because I understand that sleep is a necessary and essential component of life, and I'm even not trying to encourage the culture that says that in order to, you know, be a good worker you have to show up to work on Mondays talking about how sleep-deprived you are. That's trash.Zach: That's toxic. That's super toxic.Ade: That is trash. Your brain needs sleep. But I also recognize that there are periods in your life where you have to take the L, whether it's the social L, sometimes the sleep L, to get to where you need to be in the long run, and so that's the time that we're investing now for later, and I'm sure all of my full-time workers/part-time hustlers understand what we're talking about.Zach: Straight up. I mean, this is the thing. I just don't know of any, like, entrepreneurs, full-time or part-time, who have made something pop, made the shake, without, like, really, really grinding, and I'm definitely not suggesting that you should be working yourself ragged all of the time, but there are gonna be some late nights. And, like, beyond you working late, I would say heart--more than that, you're gonna have to think a lot. Like, you should probably be more mentally exhausted than you are physically exhausted if you're really grinding at this entrepreneurship thing, because it just takes a lot of mental effort, like, to think through and strategize on how you're really gonna get stuff done.Ade: Right?Zach: Think through how you're gonna use your time, right? 'Cause you can't create more time, and you need sleep, 'cause it would be trash if we got on here talking about you don't need to go to sleep when we be talking about drinking water. Matter of fact, since we brought up drinking water, go ahead--I just hiccuped 'cause I need some water. [both laugh] Grab yourself the nearest cup of water, go to the tap--unless you are in...Ade: Washington, D.C.?Zach: Unless you're in Washington, D.C. or any of these other--if you're in a poor black or brown community. Because of the way that racism is set up and white supremacy is set up, your water probably tastes disgusting. So hopefully--Ade: Not only tastes disgusting, it probably has actual contaminants in it. So just don't do that. [inaudible]. Just drink some water.Zach: So don't--yeah, don't do that part, but maybe go get some bottled water if you can afford it, because the way that, again, white supremacy is set up and capitalism inherently built to destroy you and us. But, you know, if you can drink some clean water, go ahead and drink some right now. That's all I was trying to say. It got kind of dark, but I meant it.Ade: All of them caveats, and I just finished a bottle of water while you were speaking. I needed that.Zach: All of them caveats--all of them caveats. [laughs] But nah, for real though. You've got to take care--you've got to take care of yourself. So let's talk about this. Can we talk a little bit about, like, your journey with the STEM and what you've been learning?Ade: Absolutely.Zach: Okay.Ade: This is big trash. [both laugh] No, actually this is top two most challenging things I've ever had to do in my life, and this is not number two. I spent some time thinking through how I've been taught to think about myself as a learner, how I've been taught to think about myself in relation to the world around me. I was one of those kids who always picked up concepts quickly at incredibly high levels of abstraction. I could have--and I was very, very young doing this--I remember that when I was a kid, my great uncle, [inaudible], would sit me down in the morning and hand me the morning newspaper--and I'm, like, five years old during this--and we're just reading through the paper in the morning, and we'd say--and we'd talk about it, and he'd give me a little cup of coffee to drink with him. It's probably his fault I'm short, because everybody else in my family is tall, but we'd sit and talk through these incredibly abstract ideas. We're talking through military coups, we're talking through changes in, like, global structures. I'm being more complimentary of my ability to hold a conversation with a grown man who was in the military about these ideas, but I say that to say that I was always socialized to think of myself as an intelligent person. When you are teaching yourself an entirely new body of knowledge that you've never quite interacted with in the same way--I mean, I took, like, Computer 101 class, so I knew, like, what binary code was or what binary was or what the CPU is. I actually had an interest when I was an undergrad in building my own computer from scratch. I really wanted to, like, put everything together because I thought that was really, really cool. I'm not a very tactile person, so I had never worked with anything in that way before. So those were entirely new concepts to me. I don't think I've ever felt so defeated as trying to understand what a four loop or what a wild loop is and why I would use it, or what data structures are, or what an algorithm fundamentally tries to do, and over the course of the last year I have, like, doubted my intelligence. I have sincerely believed that my brain was just broken, and I've just discovered things that were patched over in an education system that wasn't designed to serve me in the way that my brain functions. And I can go on rants for days about this, but I [inaudible] believe that should I ever be blessed with children I'm not letting them be educated in the United States of America, certainly not in the public education systems in which I was raised, in which I was educated, because those systems don't teach you how to think critically or think creatively about problems. They teach you how to think about solutions.Zach: Man. That's so true.Ade: And frankly, that does you a disservice, because one, you need to think about the problem, not necessarily the solution, because through thinking through the problem you are hitting on and thinking through critically all of the ways in which the problem is structured and you're examining your biases about these different problems. Also the fundamental work of thinking through a problem requires you to think through other perspectives, and I think it gives you a level of empathy for others that we don't necessarily get to learn in traditional educational structures. And I like numbering thoughts because I lose track of things really easily, but now I've lost track of several other thoughts that I had. But the point of what I'm trying to say is that I've learned so much about myself. I've learned about learning. I've learned that I'm not incapable of learning. I might be slower at picking up technical thoughts and high-level extraction in the way that other people may pick them up, but that doesn't necessarily mean that I'm a failure or that I'm broken. And I also--I do this thing where I don't quite give credence to the context and circumstances of my situation, and for those of you who are listening, I've been through some ups and downs, and I found myself recently comparing myself to other people, maybe in the meet-ups that I would attend or just--the D.C. tech circuit isn't that large, and just struggling to articulate why it was taking so much longer than other people to get to a certain level in my education, and I had to give myself a break, recognize not only that I was working with an incomplete set of cards, but also recognize that I'm not working on anybody else's timeline but my own. [? will say (something in a foreign language,)] which means that we don't work by somebody else's watch, right? Like, we're not working on the same timeline, and that's okay. So yes, I've learned a wealth of things about myself, about the world, about learning. Did you know that actually--this may or may not work for you, but it's really helpful when you learn things to not stack your learning every single day. Zach: Nah.Ade: Part of what I struggled with was that I thought I have to crank at this five hours every day forever, and actually if you space out your learning--so doing two days on, one day off, then one day on, one day off, and then three days on, it actually gives your brain time to rest, time to create the synapses that allow you to build the blocks of understanding, and it's a lot easier for you to learn when you are doing, like, three fundamental things. When you are sleeping, which I didn't do for a very long time, when you are working out--because exercising is actually a way of enriching your brain--and when you are giving yourself on and off periods of learning. So it's almost like you feed your brain the information, and then you give yourself a break so that your brain can make sense of the information that you just provided it. Zach: But you know what though? I understand that. That makes sense to me, like, in principle, because when you think about, like, working out any other part of your body, like lifting weights, you have to, like, give yourself time to heal, right? Like you'll lift--you're not gonna work out the same muscle group every single day. Like, you're gonna--your upper-body one day. You can work out your legs the next day. You know what I'm saying? Like, you're not gonna just do--you're gonna give yourself time to heal, and, like, that's really interesting though, because when you think about learning and the way that we talk about learning, it's often in the context of, like, "Man, you just gotta repeat, repeat, repeat," like, over and over and over and over, and the other thing that you said, which is so crazy, and something just hit me just now. You said--like, 'cause public schools don't teach us to, like, really talk about problems, they talk about just, like, creating solutions, and we kind of--like, we praise that, right? Like, as a larger society. We praise not being problem-focused, right? Being solution-oriented and, like, thinking through actionable items to solve things, and it's like, man, there's value in, like, slowing down and really understanding the problem.Ade: Right.Zach: And, like, really ruminating on the problem, and it's funny because the next thing you said, which also hit me, was focusing on the problem can really help you grow in empathy. And, you know, I pride myself--I call myself an empathetic person, but I'm not really good at, like, slowing down and focusing on problems and, like, really, like, thinking through and, like, cycling problems over and over and, like, being like, "Okay, what's really--" Like, really, really slowing down and thinking about the problem, and that's feedback I've gotten on my job recently, and I had to--like, for me, like, that was just a gut-check, you just saying that, 'cause I'm like, "Dang, am I really as empathetic a leader as I think I am if I can't slow down and focus on the problems?"Ade: Right.Zach: So that's real. So look, and all of the things you talked about, all of the things you've been learning and you've been picking up, you didn't talk about why you're doing it. Like, what are you trying to do?Ade: At first it was solely because I wrote this list of 23 promises to myself on my 23rd birthday. I was going through this period--right before my 23rd birthday I went through this terrible break-up. It was with this person that I had a relatively toxic relationship with, but I was trying to find the win. I was trying to sift through the relationship and find all of the bits and pieces that added to my life, because I don't necessarily believe that I have experiences for the sake of those experiences or the sake of just having a terrible thing and then getting past it or whatever. I think that I need to learn from everything that happens to me, even if the lesson is "Wow, that person was terrible. Never again." So in compiling this list of promises to myself, I decided I was gonna learn a new thing, and I had just gone to a class that is held here in D.C. called Hear Me Code, where in a fem-centered space, or for people who are feminine of center, you come in, you learn how to write basic lines of code--so you're not really creating a program. You're just learning how to write basic lines of code. The syntax of Python, which is a really, really easy language to read and conceptualize, and I was like, "That is so cool. I really like that. I'm gonna learn how to code." Knowing now what I wish I knew then, that was a really, really dumb thing to do, because when you create this abstract idea or this abstract goal, it's really, really difficult to hit your mark, right? How do you know that you've learned how to code? Could I technically print "Hello, World" to a console in, like, three different languages? Sure, I could. Four now, whatever, but have I reached the level of mastery that it requires to call myself a software engineer? No, I have not, and the gap between those two ideals is so extreme that I almost set myself up in not thinking through what that meant. It is this character-building exercise now for me in that because I'm having to think through all of these really, really difficult things and all of these really, really high-level concepts, it also almost forces me to daily reassess who I am as a person and what I am dedicated to conveying to myself about myself. Yeah, I hope that answered your question. I have a tendency to, like, ramble, which you can see in my code, but--[both laugh]Zach: We both do. Nah, [inaudible]--Ade: You know, but I'm trying to convey an idea here, dammit. [both laugh]Zach: No, no, no. It makes sense to me. I think--I think for me it's interesting because your reasoning and, like, passion behind it is much more mature and, like, what's the word? Just the desire for you to know yourself through what you're doing rather than you being like, "Oh, I want to do X, so I'm learning this," right? There's a story and there's a journey there. So no, it makes sense to me. It's cool, and it's just--you and I have talked about it offline, but I wanted to make sure our listeners kind of heard the "why" behind it. 'Cause we've alluded to you learning this and spending your weekends and your evenings studying and going to class. I wanted to make sure that people knew a little bit more, and I know we'll continue to share as your journey continues on. Let's do this. What else do we want to talk about? What we got? We got, like, about a little over 35, 36 minutes in. Do we want to do--let's read some of these reviews, yo.Ade: Okay. You're not seeing me. You may be hearing the ash on my hands, but this is the Birdman hand rub.Zach: I hear--I hear the [?]. How are your hands so small and so ashy? That's crazy.Ade: Wow. Wow. Wow.Zach: That mug sound like *shaka-shaka-shaka*.Ade: That attacked my character.Zach: Shaka-shaka-shaka Khan.Ade: Wow. Wow. Wow, wow, wow.Zach: [laughs] That sounds--they're so ashy. Let me see--let me see.Ade: I just want you to know--nope. No, no. You don't need--you don't need to see. I washed--in my defense, dear listeners, I washed my hands before I got on this call because I have been dealing with a brood of approximately fifty-'leven children in this house all day, and, like, half of them were sick and gross. So I had to wash my hands.Zach: Oh, I feel that. That's crazy that you said "brood." Let me--but you know what though? We have these mics. The mics are pretty sensitive, so let me just see. Let me see, 'cause I just put lotion on my hands. My hands really--they should sound like two wet slices of ham rubbing together.Ade: Okay, yuck.Zach: [laughs] 'Cause that's how moist they are. So I said something moist--Ade: Mucho yuck.Zach: And then I said moist. Okay, here we go. Let me see. Nah, that sounded like a little bit of sandpaper running together as well. Okay.Ade: I didn't even hear anything. [same] This is trash.Zach: [laughs] Well, I can hear it in my mic. That's funny. Let me see. Hold on. Y'all hear that? No? [that time I did] Nothing?Ade: Nope.Zach: Oh, yeah. Oh, yeah. That's right. I'm moisturized over here, baby.Ade: Wow. So now I'm going to get on here sounding like Ashy Magoo.Zach: Not Ashy--not Ashy Magoo.Ade: There is--there is no justice in the world honestly.Zach: That's crazy. And can I keep it a buck with you? I haven't actually put lotion on my hands all day. I'm just naturally moist.Ade: All right. Okay, well, that's my time. I have to go. I must go. [?]Zach: [laughs] Let's go ahead and read some of these reviews.Ade: All right, bet.Zach: This one is from--first of all--hold on. Before I just get into reading reviews, right, let me put, like, an actual, like, intro and reason as to why we're doing this. We haven't read one review in the past year, and we have over 100--we have 127 reviews on iTunes, and then we have, like, a handful of other reviews, like, on our other spots where we publish our podcast, and so we just want to, like, thank and shout-out some of these reviews, man. So, like, I'ma read one, and then, Ade, I don't know if you have yours up, you want to read some, but I'ma start--Ade: I'm going there now.Zach: All right, dope. All right, so this one is called "A Breath of Fresh Air." That's the title, and it's from E from D.C. "Definitely a podcast worth listening to. Being a person of color in corporate is sometimes difficult to navigate because you may not know many others like you who have managed to lead a corporate job. You may be the first in your family working corporate, or you're just trying to figure out what your corporate identity is. Thank you for creating this podcast for us." Thank you, E from D.C. Shout-out to you. Thank you so much.Ade: Shout-out to you.Zach: Shout-out to you. Let me--let me read one more, and then I'ma let you go. This one--this one is from Jonathan Jones Speaks. "Built For This." "Their voices are made for podcasting." Uh-oh. "I love how you both feed on each other's energy, bringing on guests that add tangible insights and tangible instructions. Your stories are transparent and transformational. Continue to educate and elevate." Thank you, Jonathan Jones, from the Speak Your Success podcast. Thank you, brother. I appreciate you.Ade: All right. So I'm gonna--I'm gonna go with two that are back-to-back. So the first one is from Lee Cee Dee [?] titled "Amazing Guests and Content." "For a podcast that's fairly new, Living Corporate came out the gate very strong." Thank you. "The topics are so relevant to working millennials, and the guests are amazing. The first episode will always be so memorable and poignant to me, but also check out the mental health and LGBT episode as good places to start." Thank you, Lee Cee Dee. Next one. This is from Mixed Girl Maine. The title starts, "This is for us, being corporate while." It reads, "Thank you for this podcast. I am a former senior [?] manager of HR and an operations manager in the tech field. Being both the only or one of the few [?] managers and typically the only woman in upper management, I have felt for many years there was no community for me." We got you, girl. "This podcast is my community. It speaks directly to me, my experiences, and since my corporate career ended last year with difficulty, I just wish I discovered this well before this week. Keep it up. This is amazing."Zach: Man, I love that. Like, we'll just stop right there. I love--I love the fact that we've created something that people actually listen to and actually find value in. Like, I could tear up. I could cry a little bit to be honest. Like, that's awesome.Ade: This--why haven't we done this before? I truly--Zach: 'Cause we're trash, Ade. [laughs] 'Cause we are wack.Ade: I've never, like, gone looking through--Zach: I've skimmed a few, but I haven't really taken the time to, like, read and [?] on some of these reviews. Like, these are beautiful. There are some others on here that are just so--and some of 'em are long.Ade: I love how Candice came in repping the gang. Like, she was like "gang gang" out here.Zach: She definitely came in gang gang gang. She said, "I might be biased 'cause it's my husband, but yo, this podcast is fire." I said, "Come on, baby. That's what I'm talking about." She's my peace and my reviews.Ade: Oh. Well, then. Look, listen, I hear you.Zach: The "be his peace," that mess gotta stop. I literally--I be wanting to throw stuff when I see those little posts.Ade: I just personally--all right, well, I'm just gonna leave that alone. I'm gonna leave that alone.Zach: [laughs] I saw somebody--so I'ma say--I'ma say this joke because I feel like--'cause we're essentially a D&I podcast. Well, really we're an I--we're an inclusion and diversity podcast, but anyway, that's for another time. I saw some post that say, "My Latinx ladies, instead of trying to Hispanics, you need to be Hispeace."Ade: Oh, my God. First of all...Zach: [laughs] I said, "First of all--"Ade: That is terrible.Zach: That is trash. I was like, "First of all--"Ade: Secondly, [?]. Be Hispanic.Zach: I said, "First of all, please be Hispanic." First of all, Hispanic is not a culture, but please embrace your Latinx roots, whatever those may be. No, you will not sacrifice to be that some dude's peace. No. Ade: So here's the funny thing.Zach: Go ahead.Ade: Set his whole world on fire. I'm joking actually. [?]Zach: [laughs] Set his whole world on fire? That's super--so, like, do the opposite. Be his destruction in this mug. Wow. No, but, you know--Ade: Don't take my advice, y'all. I'm not straight. I have no relationship advice for anybody. All right, moving forward. JJ, cut all of that out.Zach: Moving forward. No, no. He's gonna keep it in. This is gonna be funny.Ade: Oh, boy. Oh, boy.Zach: So what else do we want to do here? So let's go ahead--you know what? You know, we ain't gotta give 'em everything. Let's stop. Let's stop right here, okay? I do have an announcement though before we get up out of here.Ade: Oh?Zach: Yep, yep, yep. So you've been rocking with us--if you've been rocking with us for any amount of time, you know that Living Corporate is not just a podcast. We actually have a blog. We have a newsletter. We have giveaways.Ade: All that.Zach: We have all of that. We have a lot of things going on, and I'm really excited to announce the fact that Living Corporate is now ready to expand our writing platform. So you should be expecting WAY more written content at a much higher and consistent clip than you have in the past. We have a team of writers. Like, these are people who are actively in Corporate America, focused and passionate on diversity and inclusion, focused--they have experiences in just being other in these majority-white spaces. We have some folks--I don't know if y'all remember--y'all should remember--Amy C. Waninger. She came on, and she was our guest for the Effective Allyship episode. She's actually one of our key contributors, key writing contributors, for Living Corporate, and so--Ade: Shout-out to Amy.Zach: Shout-out to Amy, man. Shout-out to Amy, yeah. Like, straight up. Love to all of our writers, and just really excited to tell y'all. So, like, you know, I think it was--I don't know. I guess whenever we had, like, our last random episode. It was, like, in the New Year, I think. I don't know if it was, like, the New Year or if it was, like, a New Year's Resolutions episode, but we talked about "Hey, we got more--we got, like, more content. Like, we have more stuff coming." Or maybe that was the Season 2 Kickoff. Maybe that's what it was. Kind of running together, but the point is we talked about the fact that we had more stuff coming. We were gonna wait until it was ready, and so, like, I'm just really excited to say, like, it's ready. Like, it's almost April. We've been, like, lying in the cut just getting our content together. So for all of my creators, y'all know how it goes. You don't want to just kind of jump out there. You want to make sure you have a little bit in the tuck. So we have it already, and we're just excited, so make sure you check us out on livingcorporate.com--I'm sorry, living-corporate.com, please say the dash, 'cause Australia is still trippin'.Ade: Big trippin'.Zach: They big trippin' to be honest. Yo, also--now, this is not a current events podcast, but yo, my man who busted the egg against my mans head though. Crazy. Ade: Egg Boy for president of some country that's not this one.Zach: Shout-out to Egg Boy. Yo, and also--hold on. So we can make sure that we're being fair, also shout-out to--shout-out to the Muslim woman who confronted Chelsea Clinton in a respectful but intentional way about her showing up at that vigil though. Shout-out to her too.Ade: I--I have some thoughts--oh, let's get offline. I have some thoughts.Zach: You have some thoughts? We need to really actually--we need to actually have a podcast episode very soon about being Sikh and Muslim in the corporate space.Ade: I'm down for that.Zach: Like, we need to--like, we need to, like, really get on that, like, for real. Like, that needs to be an episode that we drop very soon, because the level of just, like--man, just the bigotry, dogg, and, like, I don't think people really understand that, like, Islamophobia is definitely tied into white supremacy. It's just crazy, and, like, I just--man. And it's crazy to say I can't imagine, 'cause I can, which is sad, 'cause we're black. So it's like I can definitely directly understand and empathize and sympathize with how these people feel, 'cause it's like, "Man," but it's just nuts, man. Like, it's just crazy. Like, we've got to talk about this. Okay. Well, shoot. Let's see here. Before we get up out of here, Favorite Things? Ade: Sorry, I had to cough for a second. Um, Favorite Things, Favorite Things, Favorite Things. I didn't realize we were gonna be doing this. So my current Favorite Thing is the console.log function in Javascript. Now, for those of you who do not know, console.log allows you to print something, anything, to the console, which is where you get your feedback about how your code is doing, and I know that debuggers exist, but the way I first learned how to identify where my code wasn't quite working correctly was just by inserting a console.log function into my code, and so shout-out to that beautiful, beautiful, beautiful piece of technology that eliminates the dark for me. How about you?Zach: So my Favorite Thing right now has to be Jordan Peele. He's a beast, dogg. Like, he's super cold.Ade: Have you seen Us?Zach: I did, and actually, let me take that--well, nah--yes, actually, I'm gonna go ahead and still say my Favorite Thing is Jordan Peele, because he gives space to a very chocolate, all-black family in a major motion film. Ade: Which you wouldn't think it would be surprising to see a family that have consistent skin tone amongst them not having one random mixed-race daughter with two black ass parents. That is not the case, as the history of American television has taught us.Zach: I'm saying. Like, and they're so--they're dark. Like, they're dark, and they're--it's just beautiful. So yeah, you know, Jordan Peele is, like--he's my nod for Favorite Things this week because--and I'm not saying Favorite Things as if Jordan Peele is not a person. He's a human being, but what I love about--what I love about Jordan Peele is, and, like, what I really aspire to do is to, like, create platforms for other people to shine. That's, like, really my passion, right? Like, creating platforms for other people to shine. Like, Living Corporate, I love Living Corporate because--and it's my passion, it's my heart, because we're creating this platform to, like, highlight the humanity and, like, the perspectives and affirm the humanity of people that often get ignored. Like, he's doing that with his work, and I did see Us. This is Us. Is it This is Us or is it just Us?Ade: It's just Us.Zach: It's just Us. Goodness. Yeah, This is Us makes me cry. Not the show, just the trailers of the episodes make me cry. That's why I know I can't watch the show.Ade: Hm.Zach: I know. I'm very sensitive. So Us is amazing. Lupita though? Ayo. She bodied that. She KILLED it. Oh, my gosh. But, like, and I knew she was--like, look, I'm not--I knew Lupita was a solid actress. I didn't know she was that cold though, so forgive my ignorance. Ade: You are apparently not forgiven, because here you are.Zach: Man. Yo, when I tell you--that performance though, and I reckon--now, look, she is--she is classically trained. She is a--she is a thespian. Like, she didn't just pop up out of nowhere. Like, she's been--she's been working for years. Like, she's been building her craft for years, so I'm not asleep to that.Ade: Isn't she Julliard-trained too?Zach: Uh, Yale. Ade: Yale.Zach: Maybe she went to Julliard too. We need to get a researcher. We need to get, like, a researcher that we can, like, point to, and they can kind of just mutter stuff in the background and, like, keep us on track, 'cause I don't know. But I do know that she went to Yale. In fact, hold on. I got Google in my hand right now. I'm just finna check it out. Hold on. Did you say Julliard just because, or, like, did you hear that?Ade: I feel like I read something about her being at Julliard.Zach: Well, we about to check it out. Nah, just Yale.Ade: Oh, no. I think it's Viola that was at Julliard.Zach: You right. All right. Well, JJ, cut all of the Julliard stuff out, but the point is--Ade: No, it's okay if I'm wrong.Zach: Okay. [?] Okay, cool, no problem. So JJ, keep all of this wrong stuff in. [both laugh] But no, she bodied that. Like, I was like, "Ooh!" I was shocked. Like, and everybody in the--and, like, you know, when you go to movies with black people--scary movies with black people, you know, it's really not scary and it ends up just kind of being, like, funny.Ade: A whole lot of commentary [?].Zach: A lot of commentary that I was--that for some reason I just thought that I wasn't gonna get this time, as if, like, we all was gonna show up and not be black at the movies, but it was great, and yeah, so that's my Favorite Thing. Okay. Well, cool. Listen, man. Shout-out to y'all for real. Appreciate y'all. Year 1. We are officially 1 years old. We here. I'm not gonna say we're never going nowhere, but we're gonna be here for a while. So get used to us, get comfortable. Lean back. Put your conference line on mute so we don't have to hear you in the background, or unmute yourself to make sure you actually speak up and you're heard. That was--that was kind of, like, a consulting joke, you know what I'm saying?Ade: [not enthused] Yeah.Zach: Yeah... all right, well, thank y'all for joining the Living Corporate podcast! [laughs] We're here every week. You can follow us on Instagram @LivingCorporate, follow us on Twitter @LivingCorp_Pod. You can check us out online at living-corporate.com. Please say the dash. Let me tell you something though. Our search engine optimization is so popping now, you just type in Living Corporate and you're gonna see us. Just type it in. "Living Corporate." We'll pop up. Ade: Yerp.Zach: Yerp, and then--yes, also, yes, real quick, shout-out to all of our guests. Shout-out to JJ, our producer. Shout-out to Aaron, our admin, okay? Okay. Shout-out to Shaneisha [?], our researcher. [long pause] Shout-out to all of our writers.Ade: [sighs]Zach: [laughs] Shout-out to all of our writers. Shout-out to our families and significant others, and yeah, this has been Zach.Ade: And Ade.Zach: Peace.

We sit down with Vilissa Thompson, an activist and disability rights advocate who is also the creator of Ramp Your Voice!, a disability rights consultation and advocacy organization that promotes self-advocacy & empowerment for PwDs. She created the viral hashtag #DisabilityTooWhite, spurring people to share instances of erasure of people of color with disabilities from media to medicine. Connect with Vilissa on LinkedIn: https://www.linkedin.com/in/vilissakthompsonlmsw/Learn more about Ramp Your Voice!:http://rampyourvoice.com/The RYV Syllabus: http://rampyourvoice.com/2016/05/05/black-disabled-woman-syllabus-compilation/TRANSCRIPTZach: What's up, y'all? Now, listen, before we get into the "It's Zach and it's Ade," I just want to go ahead and say Ade, welcome back. I missed you, dawg.Ade: What's good, what's good?Zach: What's good? So listen--and, you know, our topic actually is very serious this episode, but I want to just go ahead and get the jokes out first, because once we get this interview done, I want to go ahead and wrap it right there, right? So, you know, what I love about Living Corporate is we dismantle--we seek, rather, 'cause I'm--let me not say that we dismantle anything, but we seek to at least address openly different stereotypes, challenges, and biases, you know, for people of color and how they really impact folks, especially in the workplace. And I want to talk about colorism really quick. Now, you're gonna be like, where am I going with this? Y'all probably listening to this like, "What are you talking about?" That's cool. So educational point for my non-melanated brothers and sisters out there. My non-Wakandans. My Buckys. My Winter Soldiers, if you will.Ade: Winter Soldiers... okay.Zach: In the black community we talk about colorism, and we attribute certain behaviors to certain black folks of specific hues. Ade: Here we go. Oh, here we go.Zach: A popular myth is that lighter-skinned black people do not answer their text messages. They leave--Ade: Actually, that's very true.Zach: They leave text messages on Read. Their text messages are on swole, as it were. Ade: I can't stand you.Zach: And I want to really recognize Ade.Ade: I only have 250 unread messages. You really can't play me like this.Zach: Ade is--and I'm not gonna--I hate it when people use food to describe women, but Ade is pretty chocolate, okay? She's pretty dark.Ade: You have to fight me after this.Zach: And yet she does not read her text messages.Ade: You're gonna have to run me the fade.Zach: She actually--in fact, just the other day I texted Ade, and she said, "Oh, hey," and I said, "Oh."Ade: It's on sight, I promise.Zach: You want to hit me with the "Oh?" Like, "Funny to see you here." That's what she hit me with, y'all. Like, "Oh."Ade: [sighs] Are you done?Zach: Hey, [in accent] are you done?Ade: [in accent] Are you done?Zach: [in accent] Are you done?Ade: See, you can't even--you can't pull a me on me. Zach: Man, I was so disappointed. I was like--man, I mean, if anything, based on these stereotypes, I should be the one ignoring your text messages. But you know what? For me to ignore Ade's text messages, y'all, guess what? She'd have to text me in the first doggone place.Ade: Wow.Zach: Wow. Whoa.Ade: This is a kind of rude I really did not intend on dealing with on tonight--Zach: So I want to say thank you, because last week we had--well, the last week before last, excuse me, we had Marty Rodgers. You know, it was a big deal. The dude is, like--he's like black consulting royalty in the DMV. You would think Ade would want to be on that podcast episode, you know what I mean?Ade: You're gonna have to fight me. I've decided. I've decided it's a fight to a death.Zach: [laughs] Oh, man. So I'm just thankful. I'm just so--this is me, like, publicly thanking Ade for being here and for texting me back. I don't know--Ade: I just want to say that I'm a good person and I don't deserve this.Zach: [laughs] You know what I think it was? I think it was the fact that we all got back on BlackPlanet for a couple days to check out that Solange content.Ade: Hm.Zach: I think that reset our chakras.Ade: Who is we?Zach: Or our ankhs. I don't know. We don't have--we don't have chakras.Ade: Who are we? I don't--Zach: Us as a diaspora. I feel as if that's--are you not a Solange fan? You didn't enjoy the Solange album?Ade: It has to grow on me, and I understand that that is sacrilegious, but I will say this--Zach: And you're supposed to be from the DMV too? Everybody from the DMV likes Solange.Ade: Let me tell you something. I listened--I waited until midnight. There is a screenshot on my phone of me starting to listen to this album at, like, 12:10, and I think at around 12:20 I was like, "You know what? Some things aren't for everybody." Everything, in fact, is not for everybody.Zach: That's real though.Ade: And I paused and went to sleep.Zach: Really? Wow. You know, I really enjoyed it, but I had to enjoy it 'cause she shouted out Houston a lot on the album. Like, a lot, so I enjoyed it off of that alone. And I'm also just a huge Solange fan, but, you know, I get it. It's one step at a time.Ade: Look, I too--I too am a huge Solange fan. A Seat at the Table is an everlasting bop of an album.Zach: Oh, it is. That's a classic. It's a very good album. It's, like, perfect.Ade: Yeah. This one--this one's just gonna have to pass me by and/or grow on me in 2 to 4 years. I don't know. Zach: You know, it's interesting because--it's interesting because I was used to--based on A Seat at the Table. This is not a music podcast, y'all. We're just getting our fun stuff out the way first. So it's interesting, because as a person who really enjoys Solange's words--like, A Seat at the Table, she had a lot of words. Didn't get a lot of words on this album.Ade: I'm told that it's--the experience is better if you watch the--I don't know what to call it. The visual--Zach: The visual album?Ade: Yeah, the visual album, in conjunction with it.Zach: Yeah, I'm actually gonna peep it. Fun fact. A couple weeks ago I told y'all about me playing Smash Bros., the video game, and I'm in a GroupMe, and one of the guys who I play Smash Bros. with was actually in the visual album.Ade: Oh, really?Zach: That's right, 'cause I got--those are the kind of circles I roll in.Ade: You know famous video players. Video game players.Zach: Yeah. Video game players, yeah. And as a side-note, he is very good at Super Smash Bros., so there. Maybe he'll be on an episode--on the podcast one day. Who knows? We'll see. Okay, so with that, let's do a very hard pivot.Ade: Sharp left turn.Zach: Sharp left, into our topic for the day. So we're talking about being disabled while other at work, and it's interesting because similar to how we brought up the Solange album out of nowhere, I was not really thinking about the fact that we don't really consider the experiences of just disabled people period, let alone disabled people of color at work.Ade: Right.Zach: I'm trying to think. Like, how many times have you worked with someone who was a person of color and disabled at work?Ade: So the thing to also think through here is the fact that there are lots of hidden disabilities.Zach: That's fair. That's a good call-out.Ade: Yeah, so there's a wide, wide range of conditions. Physical disabilities can also be invisible, but there are chronic illnesses, there are mental illnesses, cognitive disabilities, visual impairments, hearing impairments. According to the Census Bureau--apparently the ADA, the Americans with Disabilities Act, applies to or covers approximately 54 million Americans. Of those I'm sure many, many millions are people of color or black people in particular, and so yeah, I don't know how many people--how many people of color I've ever worked with who are disabled or who are living with a disability, but I certainly think that it's important that, as a whole, we think about how to create a more inclusive work culture that empowers people with disabilities that's not patronizing or demeaning or just outright hostile.Zach: No, I super agree with that, and just such a fair call-out to say that there's so many folks that--who do not have visible disabilities but are--who are living with a disability, and it's important that we think about that and we think--we're thoughtful about that too, so again, just my own ignorance, and it was interesting because in preparing and researching for this particular episode, it was hard to find comprehensive data, especially content that was specific to black and brown disabled experiences. I think for me--kind of taking a step back and going back to answer my own question, any [inaudible] I've worked with who have a visible disability--I have not worked with anybody in my career who has had a visible disability, visible to me anyway. And, you know, I think it's interesting. I was reading a piece. It was called "Black and Disabled: When Will Our Lives Matter?" And it was written by Eddie Ndopu. And this was back in 2017. He's the head of Amnesty International's youth engagement work for Africa, and his overall premise was historically black resistance and civil rights and things of that nature has always presented the black body as the point of resistance, right? And ultimately the image of the black form is one of strength and solidarity and able-bodiedness, right? And it's presenting this strong quote-unquote normal body as the ideal to then push up against oppression, systemic racism, and--I'm gonna present this, and I want--I'ma dare you to try to break this form, this body. And in that there's a certain level of bias, because it then automatically erases the idea of different bodies, of disabled bodies, and if that's the case then it's like, "Okay, well, then where do they fit in this narrative? Where do they fit in our story? Where do they fit in our resistance?" And so it's just really interesting to me, because I think it's just kind of calling out our own blind spots. As much as Living Corporate--we aspire to talk about and highlight the experiences and perspectives of underrepresented people in Corporate America. It's season 2 and we're just now talking about being disabled while other at work, and so, you know, it really confirmed for me how little I think about my privilege as an able-bodied person. It's a huge privilege in the fact that we're seen. We think that we're invisible, and in a variety of ways we are, but disabled people of color are even much less visible than we are. Ade: Right, and I also think that now is such a good time to start thinking through the conversations that we should be having, because we live in a time and a space where everyone's rights are sort of up for grabs, and it's especially important that we are holding space and creating a safe space for people who have less privilege than we do, and it's not enough that you give it a passing thought, because then you might as well be sending thoughts and prayers, right? And I think that if you have the ability to do something, it's--and, you know, opinions may vary, but I am firmly of the belief that if you have the ability to do something, it is your responsibility to do something, even if what you're doing is something so simple as having a conversation or amplifying the voice of those who aren't able to have that conversation.Zach: I agree with that, and that's really all the more reason why I'm excited and thankful for the guest that we have today. Her name is Vilissa Thompson. She is a disabled activist, public speaker, educator, consultant, and writer. Yeah, she's putting in the work. And we had a great conversation, and I really want y'all to hear it and check it out, so this is what I'm gonna do. We're gonna transition--wait, you know what? Ade, so I know we said we got the jokes in. We got the jokes in at the beginning 'cause I really wanted to give space for Vilissa, and we're going to. Do we want to come back and do Favorite Things?Ade: Yeah. Yeah, sure. Let's do that. Zach: All right. Cool, cool, cool. So that's what we'll do. So we'll go with our conversation with Vilissa, we'll talk about that, and then we'll get into the Favorite Things.Ade: Awesome, okay.Zach: All right, talk to y'all soon. And we're back. And as we shared before the break, we have Vilissa Thompson on the show. Vilissa, how are you doing?Vilissa: I am doing great.Zach: We're really excited for you to be here. So today we're talking about being disabled and being a person of color. Can you talk a bit about Ramp Your Voice! and where that idea came from and its mission and--just give us the origin story.Vilissa: Yes. Well, Ramp Your Voice! was founded in 2013, you know, as a way for me to discuss my experiences as a black disabled woman, as a social worker, and just the things that I've just noticed with my professional world as well as personally. When I--a year before that I started blogging more as a social worker blogger that was discussing social work through a disability lens, talking about different issues on that front. When[that wasn't really popular as a profession?] at that time, the profession had just started doing more things online, people coming up with different blogs and different platforms. So at the beginning of that, that really kind of helped me get to where I am when it comes to blogging, talking about the disabled experience from many different angles. So getting that experience [at 12?] led me to create my [inaudible] at 13, and we're 5 years now, soon to be going on 6 in 2019. You know, it has really grown into this organizational aspect to where, you know, I'm able to project myself as a voice within the community that really calls out some of the mess, you know, in a light way of saying it, that happens within the disabled community, as well as getting those who are in the broader society to understand that disability, you know, is very much a facet, you know, in the people, as well as their different identities and experiences. For me basically, I like to call myself a rightful troublemaker, because I don't feel that you're really doing good work, particularly if you're doing social justice, you know, if you're not shaking the table, if you're not ticking off somebody.Zach: Vilissa, I was agreeing with you because I think that, you know, when you're talking about topics around race and gender and really any topic around equity, right, and affirming or empowering disenfranchised groups, often ignored groups, right, like the disabled community, the disabled people of color community. If there isn't some type of discomfort there, then there probably isn't gonna be any growth, right? Like, in any other context when we talk about getting better or growing, like, there's some type of discomfort there, right? So, like, professional development or working out and getting new muscles or just growing as a person. You know, like, you have--you have pains. Having a child, there's pains associated with that. So there's just historically, and just as a matter of life, when you change and pain kind of--they go hand-in-hand, and they have historically in this nation as well. So it's just funny how we often try to avoid that, right? Like, we try to avoid discomfort while at the same time seeking to, like, enhance the platform of others, and it's like that doesn't--they can't go hand-in-hand. Vilissa: And I do want to say that sometimes, you know, changing things starts from within. I know that, particularly within the disabled community, there has been a lot of shake-ups due to, you know, the calling out of the racism that's in the disabled community when it comes to leadership, the kind of Good Ol' Boys club that really, you know, reigns true since, you know, when people think about disability, you know, what usually comes to mind is a white face, usually a white male face, and a lot of the leadership are white disabled men who have a lot of racist, sexist views, who resist the change that is needed, and I think there has been this surgance [sp] of disabled people of color to be able to ramp their voice, you know, in a sense, to talk about the issues that matter to them to bring forth a more diverse understanding of disability history that is not just white faces or white experiences. So I think that part of what I have experienced and others who do this activism work, you know, is shaking the table within to really get the change that you want outside, you know, of your own sphere.Zach: Let me ask this, and I find this--I find this genuinely interesting because, again, I don't believe that I considered the perspectives and the experiences of the disabled and disabled people of color. So, like, that entire community. So for able-bodied folks like myself, just people who aren't conscious of that experience, can you explain to me some of the different ways that unconscious bias, bias and racism, rear its head within the disabled community?Vilissa: Yes. One way is, you know, like I was saying, you know, who is disabled? You know, not really considering disabled people of color. You know, when we see the telethons and the marathons and, you know, the call for, you know, charities, it's usually, you know, white faces, and that, you know, visible erasure of representation allows communities of color to not see themselves, when communities of color, particularly black and native communities especially, have high rates of disability. So that erasure alone is very dangerous, you know, when there's certain racial groups who have a prevalence of disability, and then when you break that down further into the communities of color themselves--you know, I can only speak for the black community. You know, we do have a resistance to, you know, identifying as disabled or calling somebody's, you know, condition disabled, you know? We have these kind of cutesy words for it. "You know So-and-so?" You know, they may think like this, or, you know, "So-and-so may be a little, you know, quirky," or anything like that, and, you know, I think that for me, that has really impacted how I look at my black disabled body, you know, as somebody who's been disabled since birth. I really didn't identify as disabled until I started doing this work, because I didn't know that being disabled had its own identity and culture and pride and that there is a community of people that look like me and people that don't look like me and people who are wheelchair users like myself, people who are short of stature or little people or [inaudible], you know? So that invisibility when it comes to media, when it comes to the work that organizations do, really impacts one's ability to connect to an identity that's outside of their race and gender. So I really think that honestly both disabled and non-disabled people, you know, are both heavily disadvantaged due to that disability. I know that, you know, in coming to this space I see a lot of particularly black folks who are disabled, particularly those who have invisible or not apparent disabilities like mental illness, chronic pain. Those are all disabilities, you know? But we don't call those things that, and it can really create this disconnect in one's body and mind and what's going on within one's body and mind, as well as understanding that being disabled is just as strong of an identity as your gender and your race. So for me, connecting to particularly black disabled women [inaudible] is letting them know that it's okay to talk about your disability, you know? It's okay to talk about your mental illness. It's okay to talk about your chronic pain. It's okay to talk about the lack of medical assistance that you get because you are, you know, a [triple?] minority. You know, I really think that that type of visibility allows those open conversations, allows those community resource sharing or just tips shared or, you know, just plain support to occur. So for me I really want us to all kind of take a step back and say that "Hey, you know, disabled people are the largest minority group in the world and in the country," and we all know somebody with a disability, if it's not us ourselves who are disabled. So being disabled isn't just some identity that doesn't reach home in some way, shape, or form. It does, and I think that's the main disconnect that I see, people not understanding a community that is so vast, so diverse, and it's one where we do know somebody, and to not change the perception that we have about disabled people and the lives that we're able to live. So, you know, that's just kind of the things that I notice, you know, when it comes to non-disabled people, able-bodied people, not understanding things, and what disabled people like myself who do activism work, you know, have to kind of teach you all and also happen to bring you all into the fold for those who are actually disabled who may not at this point or for whatever reasons, usually due to stigma or shame, identify.Zach: In that you shared about being a triple minority, you talked about identity. As discussions around inclusion and diversity become more and more commonplace today, and more centered in pop culture frankly, the term "intersectionality" is used a lot. So can you talk to me about what intersectionality means for you? And I ask that because you shared that you being disabled is an entire identity to itself, and it is, right? It's a part of who you are. It shapes how you navigate and move around this world, how you see the world. At the same time, you are a woman. At the same time, you are a black woman. So I'm curious to know, how do you navigate the intersection of those--and of course those are just three. Certainly you have various other ways that you identify yourself. However, how do you navigate the various points of intersection for yourself?Vilissa: Well, I think that--you know, when I talk about intersectionality, I think what's so critical is that people cannot separate my identities because I won't let them. You know, being black is just as important to me as being a woman, as being disabled. You cannot look at me and just simply divide me into three different parts, you know? Each of my identities has interwoven into this, to me, beautiful fabric of my being, and the world reacts to me, you know, in the ways in which my identities present themselves, you know? Some people may not care that I'm black, but because I'm a woman that's a problem. Some people may not care that I'm a woman, but because I'm a wheelchair user that makes them uncomfortable. Some people may not care that I'm a wheelchair user, but because I'm black, that's the biggest issue. So when I go out into the world, I don't know at times which of these identities people are reacting to, or sometimes I can tell. It depends on, you know, if they're very open about what may make them uncomfortable or what they're, you know, I guess quote-unquote offended by, you know? By my mere existence. So for me, the world, you know, looks at me and judges me on those three primary identities that I have, and they make assumptions about my capabilities, my intellect, my social status, my educational status, you know? Just everything about me, and the one thing I always say about assumptions is, you know, the word assumption has, you know, A-S-S at the beginning of it, so you can make yourself look like an--you know, an unintentional [bleep] by making assumptions. So, you know, I really think that those assumptions have really shaped, you know, my experience, and particularly when I learned about the term "intersectionality," it just really, you know, was like a light-bulb moment. Like, "Oh, my gosh, that makes so much sense," because when I look at myself in the mirror, I see a black disabled woman, you know? I see--and I'm a Southerner. I'm from South Carolina, so, you know, I understand what it means to be in a small Southern town, you know, to live in a red state, to have the type of history that is attached to the South. As a woman I understand, you know, sexism and the ways that women are paid less and the harassment and the sexual assaults that women go through, you know, with our bodies and our mere existence, and as disabled, you know, we experience all of those things, you know? Disabled women, particularly those with intellectual disabled, have the highest rates of experience sexual violence. So in that example, you know, we have the connection of gender and disability. You know, when it comes to being a person of color, their people have the highest rates of police brutality. Over, you know, half of police brutality rates are conducted on, you know, disabled people, and there's a portion of those people who have been, you know, either the survivors or victims of police brutality have been disabled people of color. So in that example you have the race and the disability factor. So, you know, just in those type of statistics alone--and I could go on and on about the disparities when it comes to race, gender, and disability--you really cannot separate someone's experience and the disparities that they may encounter because of who they are.Zach: Let me ask this. You know, in the work that you do with your Ramp Your Voice! and of course as a professional, as an adult, can you talk to us a little bit about how to effectively support disabled people of color in the workplace?Vilissa: Mm-hmm. Well, I know that what my particular work journey has been. It's always unusual, you know, when it comes to how non-disabled people may look at it, but for disabled people it's not really unusual at all. As I said, I am, you know, as a social worker. When I got my MSW in 2012, I had wanted to look at traditional social work routes, and the one thing I found is that the requirements for social work positions, particularly those that deal with case management, DCS or CPS, you know, et cetera, requires you to either have a vehicle or be able to go out to homes, and as a wheelchair user I know that the majority of homes are not wheelchair-accessible, and as someone who did not have the ability to obtain a car because I was on SSI at the time, you know, that [inaudible] was there as well. So I quickly realized that if I wanted to make a niche for myself within social work I most likely was gonna have to do a non-traditional social work route, and lucky for me, I went from being micro-focused, which dealt with families, individuals, and groups, into a more macro focus, which is activism, community building, so on and so forth, and that's what kind of got me into writing and got me into Ramp Your Voice! So for me, many disabled people are like myself where we have these barriers. We have these systemic barriers when it comes to the job requirements. Like I mentioned, you know, being a wheelchair user, and you also have systemic barriers when it comes to government agencies as well. You know, with being on SSI, I knew that I would have to have a job that gave me insurance, because my SSI and my health care--because Medicaid--were connected. So if I was to lose the SSI, that means that I would lose the Medicaid.Zach: So let me ask this. What is--for those who don't know, and myself included, what is SSI?Vilissa: SSI is basically social security. There's two types of social security. SSI is what those who have not yet put into the system get, basically those like myself who are born with disabilities. Basically, like, younger kids whose parents make within the I guess income requirements. I was able to get them enrolled on it. And then there's SSDI, so those of us that work, we put into the SSDI system. So for me, I was on the SSI system because I hadn't put into the system yet. So for me, while I was building my brand, I was still looking for, you know, different types of employment. Luckily I lived at home with my grandmother at the time, and, you know, I was able to stay with her. You know, I had lived with her my whole life, so I was able to stay with her and build up this brand, and then when she passed at the end of 2015, I knew that I would have to get some type of employment. So I, you know, was able to get a job by the end of 2016, and that allowed me to get off of social security, 'cause I had health insurance. You know, that's the unique situation that disabled people endure. These are the systemic barriers. Now, some disabled people are not able to get off, particularly Medicaid, because they have comprehensive health care needs, and private insurance would not pay for some of those extensive health care needs that they have, like having a personal care assistant, someone coming to their home, helping them with their activities or daily living like dressing, bathing, so on and so forth, or they may need certain equipment, you know, that private insurance may not cover because it's, you know, very expensive. So some disabled people are not able to get off [inaudible] at all, and they have to be very mindful of how much income they may have to take in, how that can affect it, either their Medicaid and/or social security, particularly if they're both connected, and what does that look like. So this puts disabled people in the [inaudible] of property, because I know that when I was on social security I was getting several hundred and 30 something dollars a month, which is nothing, you know? To live off.Zach: Right. No, absolutely.Vilissa: Yeah, and that's, like, a month. So, you know, just think about that. For some people, that's their rent, you know? That's their rent payment.Zach: And that's some cheap rent too.Vilissa: Exactly. You know, so I think that what non-disabled people really don't realize is that when it comes to employment, disabled people have a lot to consider, and in some cases a lot to lose. That could put their livelihoods, and at times their lives, on the line. So when it comes to employment, you do have to be very strategic about what kind of jobs you take, what kind of money you take. If you can take money, what does that look like? And so on and so forth. I know that for me, I was willing to do some things for free while on social security because I knew the consequences of taking money while on social security, and that was my main source of income. And that's a lot to take into consideration, a lot, and when it comes to disabled people of color, we have the highest rates of unemployment within the disabled community. Disabled black folks have the highest rates of unemployment in the community. So, you know, it's not only us having these hoops to go through, but also people not being willing to hire us when it comes to looking for employment.Zach: So let's get back on Ramp Your Voice! a little bit. I love the writings and the photos and the resources. Where can people learn more about Ramp Your Voice!, and what all do you have going on in 2019?Vilissa: Well, Ramp Your Voice! is gonna be doing some very collaborative work. Right now I have a speaking agent, where I will be doing a lot of speaking gigs, signing up for universities. So if anybody wants me to come speak, you can sign me up for that. Reach out to me and I can connect you with my agent. And that has been a great experience that just occurred this year, to be able to connect with somebody who understands the vision that I have of my work and my voice and what I want to do with that through more writing. I'm in the process right now of working on my children's book, which is a picture book. This has been kind of like my baby for a very long time, and I'm now in the position to work on it the way that I desire to and bring it to life. Right now I don't have a publisher for that, but definitely looking for one. Right now I'm also looking to writing. I love writing about race, gender, and disability, to intersectionality and different things like, you know, pop media, media representation, health care, social work. So right now I'm just continuing to build the brand, continuing to talk about the experiences from a black disabled woman's perspective, and just really continuing to, you know, cause trouble. Like, one of the things I do enjoy doing is educating, you know, non-disabled folk, particularly those who are professionals in the medical field, the [inaudible] professions field like myself with social workers, therapists, really understanding disability outside of the medical model, which is basically, you know, talking about disability from a diagnosis standpoint as well as the [first-person?] language. We're saying "people with disabilities" instead of the identity-first language, which is disabled people, disabled [inaudible], disabled women, and really getting into the social model of understanding disability, which is more about, you know, disability being a, you know, identity, a culture, a community. So that's kind of what I offer for professionals who really want to ensure that if they're trying to engage with disabled people through their work, maybe through recruiting, you know, for their hiring practices, you know, whatever that they're interested in, make sure that they understand the language, because every community has its particular language that you need to know to be able to better relate and engage with those community members so you don't be out of date and, at times, unintentionally offensive by using outdated terms. So those are the things that I offer that I'm really looking forward to doing more of in 2019, as well as a couple other projects that I can't really say just yet, but just really, you know, expanding the brand, particularly since there's so many great disabled voices out there who are doing incredible work, you know, just making sure that what I'm doing is always fresh and always being welcome to reaching new audiences, reaching new professions and new worlds that, you know, disabled people live in, you know? Just because somebody doesn't self-identify as disabled doesn't mean that disabled people aren't in your organization, aren't in your community.Zach: I appreciate you educating me. I'm sure many of our listeners--and I'm curious though, before we get out of here, do you have any parting words? Any shout-outs?Vilissa: Well, I just--you know, I just really want to thank you for allowing me to be on here. Just know that disabled people are here, and we are not going anywhere, and if you don't know a disabled person, you need to step your game up and really--particularly if you are a professional--see the ways in which your organization, your body of work, is being exclusive--you know, excluding disabled people, and how you can be more inclusive of disabled people, and ensuring that if you're going to include disabled people that they represent vast, you know, gender, race, you know, sexual orientation, you know, identities, because we need more disabled people of color, disabled people of color who are LGBT, you know, in those types of spaces.Zach: Vilissa, I have to thank you for being on the show today. Thank you so much, Vilissa. We look forward to having you back on the show. We'll talk to you soon.Vilissa: Thank you.Zach: Peace. And we're back.Ade: That was an amazing interview. Beyond, I think, inspiring, which I don't think is the term that I really want to use there, but pardon my lack of or access to language at this point. I think Vilissa's story is--it's a call to action, right? It is--and I don't know if everyone has gotten the opportunity to go to Ramp Your Voice! and just take a look around, but there's actually an anthology--I was struggling with that for a second there. There's an anthology on Ramp Your Voice! where Vilissa actually did an amazing job at collecting a black disabled woman syllabus, and I did some work and went through and read some of the articles that I hadn't had access to or read before, and it's amazing. It is a body of work that I think everyone should read, not just because it gives you a really--if you can hear something crunching in the background, that's my dog Benjamin. He wanted to be featured on the--on the podcast today, so he has some thoughts.Zach: What's up, Benji? Yeah, we can definitely hear him. It's all good.Ade: Yeah. So this list has important thoughts. Like, The Stigma of Being Black and Mentally Ill, Complexities and Messiness: Race, Gender, Disability and the Carceral Mind, which was an incredibly, incredibly important read. "How I Dragged Myself Out of the Abyss That Is Depression Without A Prescription," Disabled Black People. Just very, very important works and in many, many different formats. So you have music, audio, video, poetry and fiction, books, articles. I say all that to say that there is a treasure trove of really important and interesting work, so I encourage everyone and will include the link to the syllabus, but I encourage everyone to take a look at this work. I don't even remember where I got started with singing Vilissa's praises, but yeah, amazing interview. Zach: No, super dope, and I definitely appreciate Vilissa joining the podcast. We'll definitely make sure to have all of her information in the show notes. JJ, give me some of them air horns for Vilissa. Go ahead, give 'em to me. Put 'em in here.[air horns] Aye. Thank you, thank you. Part of me wants to let off some of them blop-blops, Ade, but, you know, we're a professional podcast.Ade: Again, all I have to say is that celebratory gunshots are absolutely situationally appropriate.Zach: Man, my goodness. One day I'ma have--one day I'ma have the CEO of my current job, he's gonna be on the podcast, and we're gonna let them blop-blops go. Watch. That might be the same podcast we talk about respectability politics too, just to make some of y'all real mad.Ade: I am here for all of that action, all of it.Zach: I'm here for it. Man, so I'm definitely excited. So I have not read any of the pieces on here. I clicked the anthology, and I see--Ade: Any?Zach: I haven't. I haven't read the pieces on here. I haven't, no. Ade: Even the black feminism or the womanism category?Zach: No. I'm being honest.Ade: Oh, you have some homework.Zach: Oh, no. I have mad homework. I have mad homework. So I'm looking at the anthology. The anthology is requesting content, right? It's requesting content, but then I see right here to your point, there's a bunch of stuff on here. The Harriet Tubman Casting Cripping Up Issue, Aunt Vi, #QueenSugar, Black Women, & Our Disabled Bodies: Why We’re Still Whole, Luke Cage: The Black Disabled Superhero We Need, If I Die In Police Custody. I mean, Why Black History Matters. There's great content here, and really there's no reason for y'all not to check this out, just like there's no reason for me not to check it out further. Amen. Okay.Ade: Absolutely.Zach: Okay. Okay, okay. So let's go ahead and get into these Favorite Things. Ade, why don't you go ahead and go first?Ade: Oh, I just want to say one last thing before we move on. I think that it is incredibly important as we amplify the voices of people of color who are disabled, particularly black people, particularly black women who are disabled, I think it's important that we contextualize black history and the black experience within this paradigm, and I had to sit back and think through, for example, Harriet Tubman, who we know historically had seizures. She was injured over the course of her enslavement and had to deal with severe seizures for the rest of her life, which brought on these visions that she attributed to a religious--like, a sacred experience, but I think of how important it is to 1. contextualize these experiences and 2. fully give Harriet Tubman her due, right? Because if we lose the pieces that really and truly make up who she is, we are not truly honoring her, right? And I think that if we acknowledge that, you know, Harriet Tubman was a black woman, an enslaved woman, a disabled woman, in a time that made no space for any parts of her, I think we really and truly start to understand and give honor to who she was as opposed to having honestly a very surface-level understanding of who she was and magnifying her in a shallow way, I would say. So yeah, Harriet Tubman. Amazing woman. Disabled woman. I cannot sing her praises enough obviously. I mean, duh. Harriet Tubman. But yeah, it's so important that we talk about these things, because it's so easy to gloss over the fullness of who a person was.Zach: Okay. So with that being said, now we're ready for our Favorite Things. Ade, what you got going on? What's your Favorite Thing right now?Ade: So my one Favorite Thing right now is this guy who demanded cuddles and rubs, so he is over here face all in my lap while I try to record. I promise you, he is just big ol' face in my lap. His favorite thing--his favorite thing to do is to either jump right on top of my stomach, all 50 pounds of him, when I'm laying in bed and minding my own black business, or he likes to, when I'm sitting on the couch, literally hop on the couch and put his butt in my face. It's, like, his favorite thing. Zach: This sounds abu--oh, this is a dog. This is Benji.Ade: Yes, yes. There isn't a random man running around in my life.Zach: I was like, "Wait, why is he--he's a grown man and he weighs 50 pounds and he's jumping on your stomach? What?"Ade: I would have so, so many more problems if that were in fact the case.Zach: That is crazy. I was like, "Wait, this is too much going on." Okay, so Benji is your Favorite Thing right now?Ade: Oh, and my other Favorite Thing is the CodeNewbie podcast. I stopped listening for a little while because--Zach: What's the name? Say it again?Ade: The CodeNewbie podcast. Zach: Okay, what's that? What's the CodeNewbie podcast?Ade: It is a podcast dedicated to educating folks like me who are either transitioning into tech or even, like, if you're a CS student in college or whatever it may be, a new grad of either an undergraduate, a master's student, if you were graduating from a boot camp, all of it. It just educates an entire community of learners, and I love it so much. It's, you know, after Living Corporate, my favorite podcast to listen to.Zach: Aye. Okay, that's what's up. First of all, shout-out to Benji and to all the dogs out there. Woof woof.Ade: Not woof woof. Did you just--okay, DMX.Zach: No, DMX would be like--I can't even do it. I can't even do it now 'cause you just put me on the spot. [tries] You know what I'm saying? Like, that would be DMX.Ade: Okay, Lil' DMX.Zach: Yes. ZMX, what's up? So also, you know, we need to start doing our shout-outs, so this reminds me - shout-out to the college-aged people who listen to our podcast, shout-out to the Buckys, A.K.A. the allies, A.K.A. the Winter Soldiers out there. Ade: Oh, my God.Zach: Shout-out to the Wakandans, A.K.A. my true Africans. Shout-out to my Jamaican brethren, who allow us to get these pew-pew-pews off every episode. Thank y'all for the encouragement.Ade: Honestly, I think it's [tolerated?] at this point, but shout-out to y'all anyway.Zach: Shout-out to y'all. Shout-out to the corporate gangstas. Shout-out to Wall Street. Shout-out to the folks that don't have nothing to do, they just listen to podcasts all day. Shout-out to y'all.Ade: Shout-outs to those of you who have, in the last 3 days or so, deployed a "per my last email." I see you. I recognize your struggle, and go ahead and CC HR if necessary, [beloveds?]. It's okayZach: Amen. Shout-out to those who drink water every day. Shout-out to y'all.Ade: And if you are listening with us right now, feel free to reach over to a glass of water or a water bottle of some sort and take a sip.Zach: Shout-out to my people--shout-out to all of my black people and all of my white people, A.K.A. all of the people who know they need to wear lotion and all of those who don't really wear lotion like that. Shout-out to all of y'all, and then of course shout-out to all of my co-workers and colleagues who listen to the Living Corporate podcast. Shout-out to y'all. Who else?Ade: You know, it's funny, because I don't really tell my co-workers about our podcast just in case I need to shade them on the podcast.Zach: See? Well, that's what happens when you're not--when you don't live your truth, see? You've got to--you need to tell your co-workers about the podcast. [inaudible]--Ade: So I just need to shade them directly to their faces? Because, I mean, I'm with that energy, it's just that--Zach: You should definitely shade people to their faces, just as a principle in life. Ade: So here's the thing. I struggle with that, because I would love to shade you in person and to your face and very loudly--well, no, that's not quite shade, that's just yelling--however, I also hold the sincere belief that I just work here. It is not my job to educate you about your silliness. So I don't know. There's, like, a spectrum of behavior, and I don't know how willing I am to invest time in raising adults. So I'm gonna continue struggling with that.Zach: I mean, I feel that. I feel that. See, I genuinely love my job. Like, I'm at a very unique place in my career. I love my job. I have a great relationship with all of--everybody in my practice. Like, I love my team, so, like, shout-out to them. And so I have no issue with letting people know that I have a podcast, plus this is a professional podcast. Like, we don't be talking crazy on here. We haven't even let any blop-blops--we haven't even let any blop-blops go.Ade: I hear you. I love my job as well, although on occasion I do sincerely doubt the judgment of some folks.Zach: That's real.Ade: So I don't know. I'm gonna struggle with that a little bit longer and let you know how I feel about it and if I'm deploying a--"Here's a link to my podcast," you know, in an email all thread.Zach: It's a good--it's also good for your personal brand. I mean, I think--you know, it's almost been a year since we've been out. I feel like it's about time you let people know you're on a podcast.Ade: Very true point.Zach: You know what I'm saying? We were in the middle of these shout-outs. Oh, right, so Favorite Things. So my Favorite Thing right now has to be Desus and Mero on Showtime, okay? So, you know, there are a few things that give me inspiration and joy at the same time, and Desus and Mero happen to be one of 'em. I love their style. I love their content. It's super funny, very engaging, and it has a certain level of just comedic timing that I aspire to have. They're wonderful. So I love their show. This is not a paid promo ad. I don't even think we have enough juice to get ad space for Desus and Mero.Ade: No, no, no. Retract that energy right now. Retract it. Retract it.Zach: Yeah, right. I'm gonna take it back, I'm gonna take it back and add a "yerrrrrp" instead. [laughs]Ade: That's how you do it. Yep.Zach: Yes, but--but no, I really enjoy their content, so shout-out to them. And that really leads me to my question before we get into the wrap-up. Do you think we should have, like, some A.K.A.s on the show? Like, not the sorority. Shout-out to y'all, though. [inaudible].Ade: I really was about to be like, "Excuse me?"Zach: No, no, no. Like, A.K.A.s, like, "Zach Nunn, A.K.A. So-and-so, A.K.A. That Guy, A.K.A. Mr. Such-and-such, A.K.A.--"Ade: A.K.A. ZMX?Zach: A.K.A. ZMX, A.K.A. "per my last email," A.K.A. CC Your Boss, CC Your Manager. My wife's looking at me and saying, "No, don't do any of that."Ade: I--yes, I really was about to be like, "Hm, this could escalate very, very quickly, and the only A.K.A. that I am known for is not work-appropriate," so I'm just gonna move on.Zach: [laughs] Yeah, [inaudible] said no.Ade: I'm standing in my truth. I'm sitting. I'm sitting in my truth.Zach: My wife took her laptop, moved it off of her lap to her side, and then moved her head from the left to the right to the left again, to the right again, and then back to the left to tell me no. Okay.Ade: She's a wise woman.Zach: She is.Ade: We have been rambling for so long.Zach: We have, but, you know, this is actually part of our podcast. You know, people--y'all have been saying that we're not--you know, sometimes we come across a little too scripted. Look, we've been kicking it this episode. If y'all like--if y'all kick it with us--you know, actually, this is the last thing before we go. You know how, like, every podcast and/or, like, artist, group, they have something that they call their fans? Like, Beyonce has the Beyhive, right? Like, Rihanna--BTS has, their fans call themselves "The Army." Like, should we have--should we have any type of--Ade: An employee resource group? Sure.Zach: No, no. What we call our fans. You think we should call them an employee resource group? That'd be super funny. No, they have to give themselves an--you know, something like "our Living Corporaters," you know what I'm saying? It has to be something where you give them, like, a name. There has to be a name.Ade: I don't--Zach: Right? So, like, I'm pretty sure--Ade: Let's think through this. Y'all send us some suggestions.Zach: We've gotta think through it, right? Yeah, y'all send us some suggestions. Like, what do y'all want to be called? Y'all can't be called "the Living Corporate hive." That's mad corny. Can't be called the LCers, 'cause that's--again, it's cheesy. But I don't know. Like, we should think about something. I don't know. It'd be funny, like, if we ever had, like, a live podcast and, like, people subscribed in the middle of our podcast, if the noise was [makes noises] "Hi, who just joined?" That would be funny. [laughs]Ade: All right, it's past your bedtime.Zach: It's time to go. It's time to go, y'all. All right, thank y'all for listening to the Living Corporate podcast. You can check us out on everything. We're everywhere. Just Google us, Living Corporate. Check us out on Instagram @LivingCorporate, check us out on Twitter @LivingCorp_Pod. Make sure you check out all of our blogging content, 'cause we have blogs, and we have some new stuff coming. That'll be coming--fresh announcement, independent announcement coming soon on living-corporate.com, please state the dash, or livingcorporate.co or livingcorporate.org or livingcorporate.net. We have all the livingcorporates except livingcorporate.com. Y'all should know this by now because Australia owns livingcorporate.com. Somebody write a note to Australia. Let them know to stop hating. Ade: A strongly-worded letter.Zach: A strongly-worded letter, right? But they're not even doing the aboriginals right, so they definitely not gonna do us right, huh, Ade?Ade: I mean, no. Zach: No, they're not. Dang, we just put some aboriginal commentary in the end of a Living Corporate podcast episode. But I mean it, y'all need to do right by the aboriginals, and frankly y'all need to do right by us and give us the livingcorporate.com domain. I'm tired of it. We've talked about this for a whole 3 or 4 months. Consider this though a strongly-worded note, a message, okay? We do need the domain. I'm terrified to ask how much money it would cost. I have no idea. I have no idea how much money it would cost.Ade: I--I just--all right. Goodnight, bruh.Zach: Thank y'all for listening to the Living Corporate podcast. This has been Zach.Ade: This has been Ade.Zach: Peace.Ade: Peace.

We have the pleasure of sitting down with Role Tea CEO and co-founder Mike Johnson to discuss the topic of entrepreneurship while other and what building an effective network looks like for underrepresented communities. Connect with Mike (and Role Tea) on LinkedIn:https://www.linkedin.com/in/mikecjohnson1/https://www.linkedin.com/company/role-tea/about/Learn more about Role Tea:https://www.drinkroletea.com/https://www.instagram.com/roletea/?hl=enhttps://twitter.com/getroletea?lang=enhttps://www.facebook.com/GetRoleTea/Connect with us: https://linktr.ee/livingcorporateTRANSCRIPTZach: My grandfather was born in Mississippi and was a sharecropper on a cotton farm. With only an elementary education, he eventually moved to a small Illinois town to work for John Deere. After working for over 20 years, he established his wealth through entrepreneurship, namely real estate. "Remember," he would say to me as a child, "jobs are to pay your bills. If you want to be successful and make real money, do something else." Though he was successful, his journey was challenging and fraught with various hardship. It actually reminds me of an excerpt from a piece from Inc Magazine authored by Web Smith called "What It Really Means to Be a Black Entrepreneur in America," and I quote, "Regardless of race or ethnicity, entrepreneurs always begin at a disadvantage. However, blacks tend to need to reach levels of traction with our own money since seed money is often unavailable. This contributes to the rarity of URM entrepreneurs. Richard Kirby, vice president of Vinrock, recently compiled a list that reported a total of 23 African-American investors in the U.S. It should be of no surprise that black founders receive less than 1% of institutional capital. As important as money is the ability to realize your potential through mentorship and direction. This begins with confidence, belonging, and familiarity." End quote. Listen to that. Confidence, belonging, and familiarity. Networking is the catalyst for each of these things, but what does building such networks look like for underrepresented communities? My name is Zach, and you're listening to Living Corporate.Ade: So today we're talking about entrepreneurship and what it means to be an entrepreneur as a non-white person.Zach: I'm glad that we're dedicating an episode to this. Living Corporate isn't just about working for someone else, but also we want to explore ways in which you can work for yourself.Ade: For sure, and shout-out to your grandpa. That's an amazing story.Zach: Yeah, it's inspiring for sure, and while it's impressive--you know, he built his empire through real estate in a small Midwestern town after building up decades of social equity by being in the community, right? Like, he bought homes, like, no one else was really wise enough to invest in, then he fixed them himself, then he managed all of his own maintenance on this homes.Ade: Wow. Yeah, I mean, he weaved his own boot straps out of thin air and then pulled himself up by them. Like, he's an amazing success story, no doubt. To your point, in 2019, the world is just way more connected and social, which is cool, but it also creates more invisible hurdles and roles and just stuff to navigate in being a full-time or even moderately successful part-time entrepreneur, right? And those three things that you quoted--confidence, belonging, and familiarity--those are all needed in the hyper-connected world.Zach: It's just funny, 'cause I was telling a colleague that because of that fact that entrepreneurship success is built on access to capital, which lie in relationships, that people of color are well-benefitted by having partners and backing that don't really look like them, and I remember I had this conversation, and you would think this person, like, thought that I had said, I don't know, just something, like, really racist or, like--"What are you talking about? What are you trying to say? I mean, anybody can do anything." I was like, "OK, all right. Yes, we can do anything." And it also helps to know the right people so that we can have access to things, so that we can do the things that we want. I mean, like, let's be realistic. It frustrates me sometimes when we talk about, like, success and striving to do better and building things that we don't acknowledge, like, the very real capitalist structures that exist, right? Not even that we're fighting against, but that we have to plug into to be successful. Like, come on. Like, this is America. Everybody does not--everybody with a great idea does not wake up and then work really hard towards that idea and then somehow, like, become successful. There's plenty of people out there with great ideas who work very hard who are never successful, right?Ade: Right, and because people of color often don't have access to power or the relationships or the rooms in which these bills are being made in these countries to be movers and shakers there's a bit of a disadvantage. Let's look at the most prominent black clothing brand ever, FUBU. Long story short, FUBU popped off by having a relationship with LL Cool J, and yes, that LL Cool J. He is black, but guess who else LL Cool J had a commercial partnership with? Gap. He plugged FUBU in the middle of a Gap promotional commercial, and he did it while he was rapping, so nobody who was on set or was clearing the ad afterwards really noticed.Zach: Right, and it's a crazy story, but people just forget about that and the fact that Damon John, he had a ton of creative methods to promote FUBU, right? Like, he had a ton of different ways he was kind of getting it out on the street, but it was that Gap commercial--that's the one that really got 'em on the map and really--anyone who studies FUBU and studies, like, advertising, they know about the LL commercial, right? Like, it's common knowledge that's--that was the tipping point for that brand, and so, like, the point is entrepreneurship is changing already. Like, the majority of entrepreneurs don't make it, but being someone who doesn't have advantages built on centuries of historical inequity makes it even harder. Not to say it isn't possible. I'm not saying that it's impossible at all, it's just--it's just hard.Ade: Correct. Wouldn't it be dope if we had an entrepreneur with, let's say, over a 15-year track record of successfully launching dozens of new products or services in the food and beverage media and industrial goods industry? In fact, I would love to hear from someone who has experience maybe launching a brand from concept to the shelf of three of the top ten grocery chains in the country.Zach: Oh, you mean like our guest Mike C. Johnson?Ade and Zach: Whaaaaaat?Zach: [imitates air horns, then Sound Man supplies them] Y'all thought we weren't gonna have these air horns this season. Y'all thought. That's right. We still here with these air horns. We are here with these air horns. More fire for your head top. I'm not playing.Ade: This is really all Zach. I'm blaming it on you.Zach: Aye, drop the air horns. In fact, hold on, drop extra air horns, because we had someone who was actually from Jamaica hit us up on Instagram and say, "Please keep the air horns coming, and make them louder."Ade: Make them louder?Zach: Make them louder, so we here for y'all. We here for the people, 'cause we got it like that. We love y'all, okay?Ade: Not surprised. Not surprised in the least. All right, y'all. Keep listening for a really dope conversation.Zach: And we're back. And as we shared before the break, we have Mike Johnson with us. Welcome to the show, Mike. How are you doing?Mike: I'm doing good, man. How are you doing?Zach: I'm doing really good, man. So today we're talking about entrepreneurship. So can you tell me--where did your entrepreneurial itch come from or start with?Mike: Oh, man. I really can trace it back to my early 20s. I had a couple ventures around that time that I went after. I had a website called VirtualREGallery, which was basically a website that displayed virtual tours of real estate listings before virtual tours were pretty popular. I was a realtor for a little while, and I also did some construction on the side. So I've always kind of had that aspiration to somewhat control my own destiny, but I would say what really motivated me to start Role Tea was just as I learned more about marketing and innovation, I always just had this dream to want to turn an idea or a vision to a concept and go start to finish and pretty much have complete control over how that product will come to market. So that to me has been the most gratifying part of entrepreneurship. Even to this day when I walk into a store or restaurant and I see someone, you know, drinking Role Tea and, you know, just randomly, that to this day still makes me a little excited, 'cause I'm like, "Man, 3 years ago that product was just an idea in my head, and now people can actually purchase it and consume it in a store." So that's just probably the most gratifying thing, to have that control over the idea from start to finish.Zach: That's amazing. And, you know, you talking about your previous ventures, it reminds me of another question that--you know, in season 1 we had a guest who brought up the concept of failing forward--failing quickly and failing forward, so can you talk a little bit about that concept and perhaps what some of your biggest Ls--and we'll say Ls are lessons--that you've taken in your entrepreneurial journey?Mike: Yeah, man. That's a great question. The crazy thing for me about failure that I've learned in this experience is that--you know, I've realized that you really only fail at almost anything when you quit. Like, going into this venture, you know, sometimes your mind can play tricks on you. You start thinking about the worst things that could happen and failure and whatnot, but when you get into it you realize that, man, virtually everything that happens to a business can be resolved if you have the fortitude to try to work through it. So, I mean, you know, we're no different. Like, you know, everyone talks about the great side of entrepreneurship, but man, we've had at least four or five near-death experiences with our company in 2 years. Like, you know, from running out of cash, which a lot of startups have that issue with running out of money, to, you know, having key suppliers back out last minute, literally weeks before launching into Wegmans, which is a 95+ grocery chain from Virginia up to upstate New York, to having distributors back out the last minute. I mean, all of these things have taken out other companies, but for us we just looked at it as, you know, "Okay, here's another problem." You know, "What are our options just to get past it?" And you kind of take it on the chin and move forward. So, you know, you really only fail at almost anything when you quit or when you run out of, you know, hands to play. So once you realize that and you realize that, "Wow," you know, "what happens with me and this business is largely up to my control," it's kind of empowering once you realize that. But as far as just lessons in general around business, to me the two biggest lessons that come to mind for me is--the first one is just starting as small as you can until you can completely the validate the concept, and when I say validate the concept I mean that, you know, you have a product or a concept that people are gonna want to buy, where the economics of it will actually be able to create a business, right? There's a lot of ideas out there that you can sell, but you're never gonna get the price point that you need to actually have a business. Making sure that you actually know who the consumer is. You know how to talk to them or the channels to sell to them. Those are all the things that are required to really validate a concept, and it's best to try to do that on a very small scale to start. That's definitely been a lesson that we've learned early on, and then I think the second big lesson that I've learned in this in terms of failure as well is just trying to get the business to a point where it can be self-sustainable as quickly as possible, right? So right now we're going through some pretty, you know, dramatic changes around our operations to get a little bit more margin back in house versus giving it to a supplier or an outsourced vendor, and that's just all in an effort to get our business to a point where it can pretty much eat off of what it kills, right? We can sustain ourselves based on our own selves as opposed to relying too much on outside investments. So that's a piece of advice I would give to any aspiring entrepreneur. Even if you want to raise capital, it's just good to have financial discipline to try to get your business as self-sustainable as possible as quickly as possible. So there's many lessons, but those two stand out the most.Zach: And so, you know, you've talked--you talked a little bit about Role Tea, and we're definitely gonna get into that as we get further along in this interview. I'm curious to know about your ventures. Could you--would you mind walking us through? Typically when I meet--the reason I ask your ventures is because typically when I meet entrepreneurs, they may have, like, one big thing, but they have a few other things kind of cooking around them. So I'm curious to know, what are your ventures right now?Mike: No, yeah, that is very true. We tend to have short attention spans, so it's easy to kind of get involved with different things. You know, we launched Role Tea in December, November timeframe of 2016, so we're right at the 2 years, and to be honest, man, aside from, you know, being a new father, which I actually became a father the same year I became an entrepreneur with Role Tea, that's been my primary focus. Now that Role Tea is a little bit more established in terms of distributors and it doesn't take as much of me doing virtually everything to keep it going, I am starting to get back a little bit into consulting. That's something that I did prior to launching Role Tea, so I do like to work with other startups and help them however way I can, but aside from that, man, the bulk of my focus right now is with Role Tea.Zach: What challenges do you believe that you've had as a black entrepreneur? And I ask that because in the research that Ade and I have been doing, we've noticed that there are some challenges that are unique to being a non-white builder of businesses, and so I'm curious to know, like, if you--have you run into any challenges that you believe are unique juxtaposed to your white counterparts? And if so, what are they?Mike: Entrepreneurship, just inherent in the way it is, is already built with plenty of challenges. White, black, yellow, whatever. So sometimes it can be a challenge to understand, "Okay, is this a challenge that I'm facing because I'm simply an entrepreneur, or is this a challenge that I'm facing because I'm a black entrepreneur?" And that can be difficult sometimes to decipher, but one challenge that I think is definitely tied to us being, you know, African-American [and own a business,] especially in the food and beverage industry. It's just the fact that, you know, we are launching a beverage brand that is--our intent is to scale to 100+ million in sales and potentially exit, so we're treating our business like a true startup, not like a family-owned business where we're just, you know, looking to sell locally and et cetera, and I think that that's a very different thing in the food and beverage industry amongst a black entrepreneur that most people would expect. So I think that just simply not having a whole lot of examples to point to of black-owned food and beverage brands that have been able to do that successfully makes it hard for a lot of people to see the vision and see the potential in our concept, and I think that's especially true primarily with investors. We've actually had, you know, pretty good success with, for example, some major retailers. We've gotten our product onto the shelves of Whole Foods, of Wegmans. Those are two of the top-rated grocery chains in the country. Hy-Vee is another one. You know, but from a business standpoint, I think that's where we've seen most of the challenge in terms of, you know, working with investors and things of that nature, and I think that's largely because there's just not a whole lot of examples of African-American-owned food and beverage brands that have done it to that level, which is what we're aspiring to do. So I'm sure that there is plenty more, but that's definitely one that I can say for certain I think is unique to us.Zach: So what advice would you give to the person who thinks, you know, entrepreneurship is an all-or-nothing thing and it isn't--they're not starting their journey because they're afraid of missing a steady paycheck?Mike: Yeah, man. That's definitely something that is--I find is very common amongst a lot of people. I struggle with that myself. The first thing is you don't have to be all in to be an entrepreneur, right? Don't listen to everything that you see on Instagram and, you know, social media. There's a lot of people out here glamorizing entrepreneurship, and entrepreneurship is great, right? I spent 12+ years in the corporate world, and now I'm 2 years as an entrepreneur, so I can give you the perspective of both sides, and there's definitely a lot of advantages on the entrepreneur side, but there is nothing wrong with side-hustling it for as long as you can, right? That extra paycheck from your job is--it actually can position your business to be more successful, you know? Thankfully I have 12+ years of experience in the corporate world working for other people, learning, collecting that nice six-figure salary so that I can actually build up a savings to even have a chance to do what I'm doing now. So it's all about when is the right time for you, even if you ever want to go all in, right? All in meaning you're full-time with your entrepreneurship venture, but that's the first thing. Don't feel pressured to go all in, right? And when you go all in is another big question that I hear a lot, and it's also one that I--challenge that I dealt with, and, you know, there's no right or wrong answer. Everyone has to lok at their particular situation to know when is the right time, but I will say that there's probably about four or five things that, you know, anyone that's in that situation is looking to do, to transition, to go all in, they should be looking at. Like, the first thing is, you know, what does your business require? Like, for example, if you're gonna launch a catering business versus a restaurant, you know, they're two very different demands and requirements, right? When you're talking about a restaurant, you have to deal with a storefront, which likely comes with remodeling, et cetera. Not the typical type of thing that you can get, you know, to market on the weekends and evenings, right? Whereas a catering service, you can do that evenings, weekends. You can pretty much side-hustle that until you actually get paying customers before you even have to leave your job. So the type of business that you're looking to start a lot of times will dictate largely when you can actually go all in or if and when you can actually cut the 9-to-5 path. The other thing you've got to look at is, you know, what type of support do you have going into it, right? Do you have people, whether it's family members or friends, that can help you out early on without having to get paid, right? I mean, early on there's no cash coming in. To get it stood up, you're gonna need people to help. You're gonna need your team. What type of support do you have? If you have a pretty good support system, you may be able to go all in a little bit sooner. Also you've got to look at, you know, what are your responsibilities in terms of financially and with people, right? Are you 21 years old, no kids, no family, very low bills? You know, that gives you a whole lot more flexibility in terms of what you can do sooner and the risks that you can take, whereas if you are--like, in my situation, I started, you know, Role Tea already in my mid-30s. Like I said, I'm a father, newly father, so I have to move a lot different in that situation.Zach: Congratulations on that, by the way.Mike: Oh, I definitely appreciate it, man. Fatherhood is a lot of fun, a lot of fun. But yeah, you have to move a lot different if you have a lot of financial responsibilities and people responsibilities. Obviously you have to be a little bit more smart about when you go all in. You also might have to look at are there skills that you just don't have yet but you need to develop before you go all in, right? And then lastly, this is probably often times, you know, skipped and not really taken into consideration, but you definitely have to look at what's your appetite for risk and uncertainty, right? Once you pull the plug on that 9-to-5 and you're all in, you know, on the good side is it really motivates you to have a sense of urgency, to move forward fast, but at the same time it can also be stressful by not having that paycheck coming in every week or two or whatever it was you got paid, and that can definitely cause a lot of stress and anxiety, and if you're the type of person that doesn't deal well with that type of uncertainty and stress, #1: you're probably going to struggle as an entrepreneur, 'cause that's gonna come naturally, but that may also dictate you keeping your business as a side hustle a little bit longer. So I never tell someone exactly what to do in that situation, but I would definitely tell you that those are probably the four or five things that you should be thinking about in your situation to determine, you know, when you go all in or if you go all in at all.Zach: And so, you know--and I alluded to this earlier about some of your challenges as a black entrepreneur, but the research I was speaking to specifically had to do with the variance in acquiring capital, right? So venture capital, angel investments, and other types of non-business loan-sourced funding. I'm curious, have you had any challenges in acquiring that type of funding, and really what's been your journey in building those relationships with those with access with the capital to help your ventures?Mike: Yeah, that's a great question. It's definitely one of the bigger challenges that I'm finding with not just our business but other black-owned entrepreneurs, and it's a complex one, which I--I know that this is probably an area of business that's foreign to a lot of people, so I definitely want to make sure I kind of break this down because, you know, I have an MBA, but yet 3 years ago I didn't understand hardly anything about the idea of raising capital. I've had to learn a lot through this venture, and the challenges that are unique to African-Americans is--it's kind of a snowball effect, so let me explain it like this. So investment in startups typically happens in a progression, right? So, you know, the first step is typically money out of your own pocket, right? So that's called bootstrapping, right? Maybe you've worked in the corporate world for a number of years, you've built up some savings. Maybe you got an inheritance. Whatever the case may be, right? But you need some sort of cash to get things going very early on. That's typically the first step. Second step is you look to friends and family, right? "Who do I know in my own personal network?" Friends, family, associates, that have the means to write a $10, 20, 30, 50,000 check or more, right? That's the second step, and then once you get past that, then you get into what's called angel investors, which are typically either high net worth or high-income individuals who choose to invest in startups, right? And then lastly you get to venture capital, which essentially are, you know, funds that investors who are called limited partners, or LPs, invest in, and they then have managers of those funds look for startups to invest in, right? And they can go from $500,000 up to, you know, $100,000,000, right? They write very large checks. So that's the typical progression of a startup raising capital for their business. So let's think about that, right? Now, what we know about African-Americans is we traditionally have a lower income than non-whites. We also traditionally have a lower net worth, which is probably more significant, than whites. So going back to the very first step in that progression, right? Most of us could struggle with having the means to even bootstrap, to have that $20, 30, 50,000 just to get started, right? Because of the points that I just made, right? And if you get past that hurdle, then now you have to find friends and family that also can write that $10, 15, 20,000 check or more. Again, that's a struggle that's unique for African-Americans moreso than others because of the points that I just made. So right out the gate as an African-American entrepreneur you have some disadvantages, right? And VCs and angels, you have to get past those first couple stages typically before they're even interested in looking at your business, right? And the crazy thing about investment, the investment world, that I've learned is investors rely significantly on their personal networks to even be introduced to an entrepreneur to invest in. So they're--again, how many African-Americans have the social network, the connections that people that have that kind of means to write those checks, right? So it's a snowball effect that, collectively speaking, puts us at a disadvantage, and again, that's definitely a challenge that is well-documented. We've experienced it. Other founders that we know have experienced it, but, you know, how you deal with that is--again, I don't want to make it sound simple, but the first thing that we've tried to do is just bridge that gap in terms of relationships, right? And that's really done largely by just putting yourself out there, putting yourself in situations to meet people that can invest in your brand. So, you know, the very first angel investor that we had we met at the Black Enterprise Entrepreneurs Summit last year. We were chosen as a finalist to pitch in that competition, so, you know, we got a lot of visibility at that show down in Houston last year. We met with our first investor there, our first angel investor I should say, and, you know, months down the road after the rapport was established he decided to invest in us, right? So that was an example of where we had to kind of bridge that gap by just going out and making those connections, and then the second thing really is just--you know, you have to have the mindset that you're gonna make your startup undeniable, right? You know, if someone says no now, which we've definitely heard tons of nos, and you're gonna hear nos. Raising capital is very difficult for any startup, so you have to have the mindset that, you know, "Okay, you say no today, but we're gonna build up the traction that we need over the next 6 months to 12 months to the point where if you say no you're basically foolish," right? So you just have to make your startup--you have to make your startup undeniable, 'cause everyone likes to make money, and I think it's a little bit more of a challenge to show that we can do that, but, you know, if you can definitely demonstrate that, people will invest in your startup. It's just a little bit difficult for us for those reasons.Zach: That's just such a great point around--especially when you started--when you talked about, like, the various levels of investment, right? So I'll even use Living Corporate as an example. For us, you know, I'm one of the few people in my family even in corporate America. We don't all have money like that. I certainly would not--I don't even feel comfortable. I mean, and some of that might just be culture too, Mike. I don't feel comfortable walking to a member of my family talking about, "Hey, would you mind investing $10,000 to help us hire writers and videographers and so on, so on, and so forth," and really invest in Living Corporate. Like, what? You know what I mean? Like, just the thought of that, right? And then, you know, we had an episode again in season 1 when we were talking about family [inaudible]--like, the wealth gap. The wealth inequality gap, and there's plenty of research to show that in the next 10, 20 years, that the average value of a black home will be zero dollars, right? So you're talking about the fact that starting up and getting all this capital, for a community who has no money--like, we don't have the centuries of privilege and things of that nature to have an uncle or a second cousin who can write a check, right? And I think that's just a really good point. You know, I'm curious about Role Tea, so let's dig into that a little bit more. So first off, when can Living Corporate get a case of the tea?Mike: I'm always open to giving Role Tea to whoever wants it, so yeah, I'll let you go with the second question.Zach: [laughs] Okay, so we're good on the tea. And then why tea? Why Role Tea, and then what was the inspiration behind Role Tea?Mike: Yeah, yeah. So yeah, we definitely got you on the case. No problem there. As far as the inspiration for the tea, we always say on the--we launched the tea 2 years ago, but the idea for Role Tea really started probably in my early 20s more than 10 years ago where I had the experience of losing 100 pounds, right? So, you know, I'm like 22 years old, and I get that scale shock where I go to the doctor and--I know I'm obviously way too big, but I didn't realize I had actually gone over 300 pounds, and I'm like, "Man," like, "Okay, something's gotta change." So at that point my relationship with food changed, and I learned that, you know, a lot of the traditional foods and beverages that I had consumed, that were, you know, typically less than healthy, right, if I'm creative I can remix those recipes to be better for me, still taste good, and actually serve a purpose to either help me feel better or perform better, and so, you know, over the course of the next 2 to 3 years I lost 100 pounds just, you know, changing the way I ate and exercising more, et cetera. So fast forward to 2015. At this time I was training for a boxing match. I'm a huge boxing fan. I've boxed for several years. Anyone that knows me knows that I'm passionate about boxing just as I am about business, but I was training for a boxing match in 2015, and I noticed--again, now in my mid-30s, you know, after training, what used to take a day or two to feel normal again, not feel sore, not feel stiff, was now taking 2 or 3 days, right? So I started to research beverages that I could drink--you know, not supplements, but just every day traditional beverages--Zach: Natural.Mike: Yeah, natural beverages that I could incorporate into my diet that may help, and so, you know, that's when I learned about ingredients like tumeric and ginger and, you know, green tea and tart cherries, which all have natural anti-inflammatory properties, and so I looked for options in the store, and virtually everything I saw was $6 or $7 bottles of juice, [inaudible] sugar. So, you know, my background is in innovation, new product development and launches, so I immediately saw a business opportunity. I went to a friend of mine named Corey Benson with the idea, and he has an operations background. He was running a manufacturing plant at the time, and he said, "You know what, man? Like, I see people every day that are standing up at the job for 9, 10 hours a day. They're popping Aleves. They're, you know, popping Advils and drinking Mountain Dews to deal with the soreness from just their job," right? So he immediately saw the pain point that, you know, the concept that we were thinking about would address, but he saw it from a regular 9-to-5 job, whereas I was dealing with it from a weekend warrior boxing perspective, right? So we immediately saw, like, "Wow, this whole thing around inflammation and a functional beverage that can help with that has some legs, and it probably could impact a lot of people." So from there we were ready to go. We started to research the industry a lot more in 2015 and 2016. We worked with a development company to take our recipes that we had created with tea and juice and spices, like tumeric and ginger, to basically create a product that could be sold on a shelf. We chose tea because, you know, tea is a very popular drink, and it still is. Shout-out to Guru, even though he talked about lemonade. But tea's a very popular drink, and the great thing about it is, again, you know, a lot of the options before were juices, which is more expensive. Tea is a much less expensive catalyst to use to deliver functional spices and benefits, so we figured we would be able to create a functional drink that's also affordable, right? So we're probably one of the first functional beverages in stores like Whole Foods and Wegmans that was under $3 per bottle, and again--plus I'm a huge iced tea fan, right? So that was a natural ingredient, or product, to use. So, you know, we worked through the recipe process in 2016, and we launched a product literally the night before Thanksgiving in the D.C. Metro area in 2016, and, you know, we started off just very independent, selling out of the trunk of our cars, and, you know, now we're currently sold in over 100 locations, from Virginia up to upstate New York as well as a few states in the Midwest. So right now we're just, you know, looking to continue to grow the business, bring on more partners, bring on more investors, and just see how far it can go.Zach: Man, that's incredible, man. You know, and down the road, once, you know, we get this tea and we drink it, we'll make sure to shout y'all out on the podcast on the part of our Favorite Things.Mike: Definitely. Definitely do that.Zach: Yeah, man. Now, this has been a great conversation. I really want to know where people can learn more about Role Tea and where they can get some.Mike: Yeah, yeah. So Role Tea--and that's R-O-L-E, as in, like, play your role. Role Tea is sold online, so you can see us at RoleTea.com. R-O-L-E-T-E-A dot com. We're also sold on the East Coast, primarily in stores like Wegmans as well as some independent stores in the D.C. Metro area. So yeah, check us out online, RoleTea.com. A lot of good information there. You can order right through that website. Yeah.Zach: That's what's up, man. Now, look, before we get out of here, do you have any parting thoughts or shout-outs?Mike: Yeah, I definitely want to shout-out everyone that has tried Role Tea, everyone that will try Role Tea, including you, Zach. Yeah, everyone that's worked with the brand to help get us this far, to this point, definitely appreciate the support. I definitely want to shout-out my co-founder Corey Benson. Definitely want to shout-out, you know, again, everyone that's listening to this podcast. I didn't get a chance to say this before, man, but when I first heard about this podcast and what you guys are attempting to do as far as help educate people in how to navigate, you know, the world of corporate America, I'm like, "Man, that's definitely something that's needed." Like you mentioned yourself, you're a first-generation corporate professional, right? Did I hear that right?Zach: Right.Mike: Yep, so same here. You know, first in my family to, you know, get a bachelor's degree, master's degree, corporate world and, you know, going into the corporate world I'm thinking, "Okay, I'm ready for success based on my education," but I quickly learned that most of what determines your success in that world is the things that are not taught in the classroom, right? It's the soft skills. It's the implied cultural norms that are often times a little bit different than what we grew up with, so, you know, a lot of us learn those lessons on the job as opposed to being prepared beforehand. So this podcast is doing a great service to help educate young professionals on those waters before they get into them, so kudos to you guys, and again, I'm glad to be a part of this.Zach: Man, Mike, thank you so much for the kind words. Again, the drink, Role Tea--like know your role, R-O-L-E T-E-A, and we're excited to give it a little review. So I appreciate your time. We consider you a friend of the show. Can't wait to have you back, man.Mike: Definitely appreciate it, man.Zach: Peace.Mike: Peace.Ade: And we're back. I thoroughly enjoyed that interview, Zach. I mean, I've known Mike for a little while now. He's been a great friend and supporter. Like, he's always good, not only to listen to you for advice but just listen to his experiences, and how he's been able to grow Role Tea as a brand has been very inspiring, and I'm so glad that we got so much of that in that interview.Zach: No, for sure. In our discussion, and outside of it too, we talked about--just talked about his history and talked about the challenges of building up his brand and really, like, trying and failing at some other things too, but super happy he was on the show, and hopefully we'll get some--we'll get some tea out of this. He told me he'd actually send us a couple pallets. I don't know about pallets, but he said he'd send--Ade: Word?Zach: Yeah. Not pallets, 'cause pallets sounds like--Ade: 'Cause that tea is delicious.Zach: Yeah. No, I've heard it's--I haven't had any yet, but I'm positive that once I have it I'm gonna enjoy it.Ade: Okay. Well, I am keeping an eye out, because Role Tea is amazing. Anyway, awesome. Thank you, and shout-out again to Mike Johnson and Role Tea. I'm looking forward to that tea.Zach: Salute to Mike. Okay, so Favorite Things?Ade: Favorite Things. Let's go. All right.Zach: All right, cool. So look, my favorite thing right now has to be Super Smash Bros. Ultimate. Now, some of y'all are like, "Super Smash Bros.? What's that?" But let me tell you something, those who know--Pusha T voice. "If you know, you know." So look, my favorite thing right now has to be Super Smash Bros. Ultimate on my Nintendo Switch. It's super fun. I play in the evening after a long day at work, and I love it because I can just kind of pick it up. I don't have to, like, sit down in front of a big TV, boot up the game. I can just pick up my handheld, boot it up. And for those who want to know, my favorite--my main character is Chrom. So again, for those who are kind of, like, outside of this whole video game space, Super Smash Bros. is a Nintendo game, right, but it's like you can, like, pick Nintendo characters against each other to fight, right? But, like, not in a, like, super violent Mortal Kombat way. More, like, kind of, like, a cartoonish, fun way, but it's a deep, deep game, right? So you can put Mario against Sonic. You can put Princess Peach against Captain Falcon or Fox or Falco or Ganondorf versus Kirby. You can do all kinds of crazy match-ups, right? Super fun, and so it's been cool. It's a really good stress reliever. That--you know, working out sometimes, you don't want to necessarily want to get up and work out. Forgive me. I don't want to work out all the time. Sometimes I just want to kind of veg out, and it's great. It's great for that. So that's my favorite thing.Ade: Okay, self-care. I see you.Zach: That's right.Ade: So my favorite thing lately has been a book called Cracking the Coding Interview. It's been invaluable, I think. I struggle--for those of you who are just joining us, just in case this is your very first Living Corporate episode ever, I am switching careers, or I'm in the process of switching careers. I'm becoming a software engineer, and part of that process is self-teaching both foundational concepts and computer science, but also understanding algorithms, binary trees. Just how the very technical elements of software engineering, something that you are supposed to pick up in a classroom that I did not have the luxury of doing, therefore I have to teach myself. And there are also books that exist out there that kind of help you through the process of thinking through and developing strategies for coding interviews. I'm discussing it like it's a journal or something like that, [inaudible], but yeah, it's been a really important book, and I've kind of been adding more and more base computer science books and algorithm books to my library, right next to Frantz Fanon and Audre Lorde. So yeah, those are my favorite things.Zach: That's a sick combination though. That's dope.Ade: I want you to know our library in our home consists of tax law code and regulations and vegan chef--vegan cookbooks and regular cookbooks and Sister Outsider. [laughs] And computer science books and data science books.Zach: That's dope though.Ade: Oh, and [Ola had a?] self-help book. So there's no way you can walk into my home and not have something to read.Zach: You're gonna have something. You're gonna learn about something.Ade: There will be something available to edify you. I even have, like, fiction novels, everything from John Green to Grisham to Tomi Adeyemi, which, again, shout-out to her.Zach: Shout-out to her. No, straight up. She's great.Ade: I'm looking up to the next book in the series, by the way. Okay, we have veered so far off track. Did you have--Zach: Good. It's a Favorite Things segment. We're supposed to turn up. It's cool.Ade: You know what? You're right. You're right. Sir, sir. Sir. [Not turning up. Cruise?]. I'm tired. [laughs]Zach: [laughs] [Turn me up. Cruise?]Ade: Nope, I'm tired of you.Zach: Okay. No, no, no, but that's dope. So look, you know, y'all, if it wasn't evident by our kickoff episode, as well as our Supporting Black Women at Work section, the B-Side that we had as well as the full episode, we're here, man.Ade: We outchea.Zach: We're gonna have a good time this season. Make sure you keep checking us out. Thank you for joining us on the Living Corporate podcast. Make sure to follow us on Instagram @LivingCorporate, Twitter @LivingCorp_Pod, and subscribe to our newsletter through living-corporate.com. Please say the dahs.Ade: The dash.Zach: If you have a question you'd like for us to answer and read on the show, just email us or hit us on DM, right? We out here. Don't forget to give us 5 stars too. Now, look, some of y'all actually been responding and gave us some stars, but not all of y'all though. That's right, I'm looking at you. That's right. We need those 5 stars, okay? Right? Am I tripping, Ade? Do we need the 5 stars or nah?Ade: We need the 5 stars.Zach: We need the 5 stars. Okay, cool. Look, y'all. That does it for us. We'll catch y'all next week. This has been Zach.Ade: And this is Ade. Free 21 Savage.Zach: Free 21 Savage. Peace.Ade: Peace.

Zach and Ade officially kick off Living Corporate Season 2 by announcing new… well, just about everything! New guests and blog posts, weekly tips provided by Tristan Layfield, and even new background music! They also discuss the expansion of Favorite Things and listener letters for Season 2.Email us at livingcorporatepodcast@gmail.com or send us a DM on any of our social media platforms to submit your Favorite Things and listener letters!TRANSCRIPTZach: Ayo!Ade: What's good?Zach: We're back, we're back. What's going on, everybody? Welcome to Living Corporate Season 2.Ade: Sure is.Zach: Season 2, let's go. Look, more intentional--is it more intentional? Does more intentional--is that grammatically correct?Ade: I--I do believe so, yeah.Zach: Okay, great. More intentional. Bolder. More fun. What kind of topics do we have this season, Ade? I feel like we've got some hot stuff.Ade: We do. So this season we're gonna be talking about interesting stuff like supporting black when at work, which I personally am a fan of. Being disabled while other at work, respectability politics. I mean, the real behind the helpfulness of HR. Being Latinx at work. We have a ton more content. We got some great feedback from the blog last season as well, so we're continuing that this year. Definitely, definitely, definitely make sure you check us out. It'll be on our website, living-corporate.com, and on our Medium page.Zach: In the off-season, right, we actually made some moves, okay? So we bought more domains, right? Okay, so we got livingcorporate.tv. We got livingcorporate.co. We got livingcorporate.org. We really have every Living Corporate. We have livingcorporate.net, right? We have every Living Corporate besides livingcorporate.com, because Australia owns livingcorporate.com. Ade: Hold on. Now, this is the first I'm hearing of this. I have to fight Australia for--what?Zach: So it's a company in Australia, yeah. Yeah, yeah. Yeah, they have livingcorporate.com, but we have all the other Living Corporates without the dashes, right, and the hyphens, so we're making these moves. Definitely excited about the blog. Like, that's gonna be great. Like, everybody isn't a podcast person, right? Like, we have this podcast. We love our podcast. The podcast is probably 90%, 95%, right, as we currently stand of what we have going on, but we want to better diversify our media offerings, because people engage in content in different ways, and we really believe in what we're doing. I would hate--I would hate for all the great things that we have going on to not be captured or not be absorbed rather. And speaking of more content and engaging people in different ways... some of y'all probably remember Tristan Layfield. Ade: Aye.Zach: Yes. He was a guest on the show last season on the episode--it was a B-Side for Landing the Job of Your Dreams. And he's a resume subject matter expert in terms of how to write them, and he's a career coach. Doing great stuff, right? Doing great stuff, and he's graciously offered to be a part of the Living Corporate team for Season 2 to give y'all his own nuggets of wisdom, and he's gonna put 'em on the show.Ade: Amazing. Shout-out to Tristan.Zach: To me that's crazy, right? Shout-out to Tristan Layfield and Layfield Resume, man. Like, shout-out to those folks over there. He's doing great work. In fact, can we get some applause? Can we get some applause for us right now, like, collaborating, sharing spaces?Ade: Totally.Zach: I mean, come on. Let's do that. Let's do that. Maybe even some air horns too, I don't know. That reminds me though, [inaudible] sound effects, drops and stuff like that, we're also gonna new background music this season. Now, look. We got a lot of feedback. People are really feeling the background music. I'm gonna call it blackground music, right? It's jazzy. It's soulful. It's refreshing, right? It's good. It's good. We've gotten good feedback on it. So we're excited about the fact that we're gonna have some new blackground music this season and new mixes for our SoundCloud. So look, we have a decent amount of followers on SoundCloud. Of course we have our most followers on Instagram, but look, on our SoundCloud, y'all, we drop mixes and, like, custom music. I know, I know, I know. You're like, "What? Y'all doing a lot." I know. Ade: We got the aux cord.Zach: We got the aux cord, we got the aux cord. And listen, the mixes are fire. They're not--there's no profanity or nothing on 'em, so when your colleagues at work, when they ask, "Hey, Jamal, do you have any music you'd like for us to play? We're having a late-night working session here." This actually happened to me when I was in Japan working with my colleagues. They were like, "Hey, let's get some music going on. Let's get some music going on." So one of my colleagues, I'm not gonna say who it was, wanted to play some Nickelback. I was like--Ade: Now, hold on. Hold on, hold on. What? Zach: Okay. So Nickelback, yeah. And I'm like, "Hey, uh, Brock, if you could just hand me the charger--hand me the aux and I'll handle it." And I take the aux cord, I'm playing the music, and let me tell you. Fire. We had a good time. They were like, "Ooh, what mix is this?" Then--another example and I'll stop--I had an orientation. So at my job, my new job, orientation. For some reason they were like, "Hey, our music isn't really working." Like, "Our playlist isn't working." I said, "Okay, cool." I plugged in my little--plugged in the SoundCloud, right? Work and Weekend Vibes Volume 1. Man. The guy, right? Senior guy who was coordinating the whole thing goes, "Hey, this is--hey. Hey. Hey, guy! Hey. Music's pretty good." I said, "Thank you. Thank you." It was great. It was great. We had a great time. So the point is we're gonna have more of that, okay? And it's gonna be fire, so we need y'all to check it out. Now, I talked about drops, right? Like, we talked about kind of, like, sound effects and stuff like that. Ade, what kind of drops should we have? Like, we're not a hip hop podcast, right? Like, we're not gonna have gunshots, right?Ade: I mean, you know what? I just feel like there are occasions in which something so fire was said that a gunshot or two might be appropriate. Zach: [laughing] That's so problematic.Ade: Listen, listen. I just feel as though there are some celebrations that require a *brap-brap* or two.Zach: A *brap-brap*! [laughs] Well, the funny thing is that culturally, right, culturally, like, there are different--you know, it's just--it's different. I've seen videos, man, of cats, like, just--I saw a video at a wedding. Everybody had guns, shooting them thangs off at the end, right? Like, as opposed to throwing rice they was throwing bullets in the air. It was crazy.Ade: So listen, as someone who has been to many a Jamaican function, yes. That's all I'm gonna say to that.Zach: Word? That's the wave? That's the wave? I don't know. That's--wow.Ade: I mean, a graduation, a baby shower...Zach: A baby shower? They're shooting--wait, whoa, whoa. They're letting 'em go at the baby shower?Ade: Nothing is complete--no celebration is truly complete until there's gunshots in the air.Zach: Until you let them thangs go? Wow. So this is the scary part about gunshots, right, is that when you shoot 'em up like that, I mean, just because of the way that gravity works, they're gonna fall, right? They're gonna come back.Ade: [laughing] What goes up surely must come down.Zach: [laughing] They're coming down. Can you imagine? Like, that is scary. You're in your house and you hear [sound of bullets dropping], and it's not rain? Like, "That is the smallest, fastest hail I've ever heard in my life."Ade: All I want to say is that [the sound Zach made] is not how guns sound.Zach: [laughs] When they fall. When they fall though. When they fall.Ade: You know what? I still don't feel like metal sounds like [the sound] when it falls on the ground. Feel free to correct me on this one.Zach: You don't think so? [laughs] I just think--I just think because they're so small. Like, they're bullets. They've already been fired, so they're not--Ade: I mean, that's cute and all, but metal just doesn't sound like that.Zach: It don't sound like that? That's [inaudible].Ade: No. I also know that if I ever need some on the spot sound effects you're not gonna be the guy that I go to for--Zach: Wow. My sound effects are fire.Ade: Are they though? Because thus far you've given me [the sound] and *brap-brap*.Zach: So I've asked you--so look, we've completely derailed, right? I asked you what sound effects we need. You've only--you've suggested gunshots.Ade: Okay, first of all, I didn't suggest gunshots. I said that gunshots should not be entirely out of our arsenal--see what I did there?Zach: Wow. Bars.Ade: [laughs] Should not be entirely out of our arsenal of sound effects. That's all I am saying personally.Zach: So what are we thinking? Are we thinking, like, maybe stuff from, like, a different world? Right? Like, I don't know--Ade: You know what? I don't--I feel like we should stay away from, like, sitcom-y sounds, but also just not be dead... so there is an in-between here, and we just have to walk the road and find it.Zach: We do. So yeah, more on that. We'll figure out what exactly those sounds are.Ade: See the wisdom I just applied there without saying anything at all?Zach: No, no, you did. No, no, it was good. It was good, it was good. Ade: I appreciate my roses when I get them. I'm sorry. I'm acting a fool today. All right.Zach: Okay.Ade: Back to it. Favorite Things are back.Zach: Yeah, they back.Ade: However, this year--stay with me here--we want y'all to submit some of your Favorite Things.Zach: There you go.Ade: That's right. I'm tired of being clowned for my Favorite Things. I feel as though it is only fair that we open up our space to include others, open up our horizons by sharing with us what brings you some joy or the next week or the week after that.Zach: And you know what? Speaking of, like, sharing things, like, let me just--let me just talk about what we're sharing today, okay? We're sharing space. So you may say, "Well, yes, Zach, we are sharing space in this corporate structure as non-white people in majority-white working places, and yes, we have to figure out ways to share and navigate space--" No, no, no. I'm not talking about. I'm talking about we're practically sharing space today. Ade is sharing space in a golf room of her--of her apartment. So if you hear this, like, whooshing sound in the background, those are not beheadings. That's a man swinging at a golf ball with fiber in his being. He is hitting it as hard as he possibly can. He knows--Ade: As hawrd? Zach: Hawrd. Hawrd, yes, as he--as he possibly can. He knows that we are in this room, and this is how he's choosing to share the space with us. So--Ade: I just--first of all, he's--like, this is--this is the intended purpose of the room.*SMACK*Ade: That's one. Two, let it never be said that I don't go to some extremes for Living Corporate, okay? Because I have recorded--Zach: No, you've made--this is up there with when you recorded that show with Christa in the closet with all the blankets on top of your body.Ade: I have contorted myself into some very interesting places for Living Corporate, so I just--again, I appreciate my flowers when they are given to me.Zach: No, you are--you are appreciated, it's just I don't want to be implicated in any type of murder.Ade: See? See? Why you gotta be like that? *SMACK*Zach: Because it sounds--because it sounds so scary to me, right? Like, it sounds--Ade: Imagine being the person.Zach: Man, no, no. That sounds terrifying. Okay, let's continue. So I know we talked about Favorite Things. Listener letters.Ade: All right. Listener letters. So we're taking both Favorite Things and listener letters, wherever you're choosing to submit them. So whether you want to email them, DM us on social media--preferably Instagram, but wherever we be at, you be at--submit your Favorite Things, and we will absolutely shout you out, share your Favorite Things, and maybe talk through some of the irritating things, or awesome things, that are going on in your corporate world. So if you want to talk about your coworker accusing you of stealing their lunch, drop us a line. If you want to talk about the amazing win that you've had or the proposal that you just won or the grants that you just wrote or just about the fact that you don't feel like you're getting anywhere in your career at all. Whatever it is you want to share, let us know. We're here. What else?Zach: I mean, that's a good--that's a good point. We really want--we definitely want the letters, right? And we definitely want the Favorite Things, so just submit 'em. Like, we're flexible. We're available, right? We're here for y'all. We got all these domains, right? We got all these different social media platforms. DMs open on all of 'em, you know what I'm saying? You just hit us up. Of course we prefer it in email, so who cares? Send it to us.Ade: [laughs] Who cares what our preference is?Zach: Yeah, who cares about our preference? We are here to serve y'all. That's serving leadership, you see what I mean? Because we love y'all, you hear?Ade: I see you, change manager. I see you. Zach: That's right. Look, you gotta put yourself last, okay?Ade: I don't know about all that. [laughs]Zach: [laughs] "Wait a minute. Hold on."Ade: [laughs] Hold on, now. Nah, nah.Zach: "Hold on, hold on. Not last. Maybe not first." What about second to first? All right, so what else? Okay, yeah, yeah. So look. Now, we've said this--we've said this multiple times, and I need, like, some--I need, like, some softer sentimental music, kind of like the music before you donate to those dogs and stuff with their eyes all big and the cats, and they look all sad. I need that in the background. Ade: [supplies sad music acapella style]Zach: Listen, y'all know that we need 5 stars. Y'all know that we need 5 star ratings.Ade: You know I'm not about to do this with you, right? [laughs]Zach: For a simple two seconds. A one-time donation of 2 seconds. You can actually contribute to the over-arching health and promotion of the Living Corporate podcast if you just slide over to iTunes, the podcast section. Scroll down on Living Corporate's little page on the podcast. It's gonna say, "Leave a review. Leave a rating." You're gonna take your finger, and you're gonna just press 5. 5 stars. Ade: 5 of 'em.Zach: Do you have 5 on it? 'Cause I've had 5 on it, okay? Ade: [singing] I got 5 on it.Zach: Now, we're not gonna get copy--we're not gonna sued for that because we didn't play the audio. Ade: We didn't, and also Jordan Peele has made it kind of creepy, so...Zach: Yes, he has, and so we actually probably won't even reference that again. Ade: Yeah, that's gonna be the first and the last time we do that on the sh ow.Zach: Facts. But look, really, we need 5 stars, okay? So please do us the favor of giving us these 5 stars. And look, let me just go ahead--so that was the--that's kind of like the carrot, you know?Ade: Okay. First of all--there's no stick, number one. Number two, I just want to say we also appreciate your comments that come along with those. So if you want to share any feedback, if you'd like us to bring any guests back or a rerun episode or maybe get a little bit deeper on a topic that we've discussed in the past, let us know. But yeah, give us the 5 stars.Zach: So there's no stick, so I didn't mean it that way. That was me being softer, right? But, like, let me just be practical. We have, like, thousands upon thousands of downloads on our podcast every month, and yet we only have, like, 120 reviews. Ade: It's very hurtful.Zach: Right? It hurts me, right? I'm like, "Yo." And then people will be like--and then people be on Instagram, "This podcast influences me the most every day. I love listening to this podcast," and I feel the love, I do, but I would feel it more if I could get some of these 5 star reviews. So what can we do to, like, help support 5 star reviews? Like, how can we--how can we encourage the audience to participate in 5 star reviews, Ade?Ade: I have an idea.Zach: All right, go ahead.Ade: We could do giveaways. Zach: Giveaways? Giveaways is a--okay, okay, but what are we--what are we giving away? 'Cause it's not like we have--Ade: If you send us screenshots of your review, you enter a drawing. How's that sound?Zach: Right, but what do we have though? It's not like we have any, I mean--Ade: I mean, we do have Living Corporate mugs--hold on, I'm pretty certain we do. We have mugs.Zach: So that's an announcement, right? So that's, like, a two-in-one, right? We have mugs, and we're gonna do giveaways.Ade: Aye.Zach: Okay, so we do have mugs. I agree that we should do giveaways, so let's do that. Yeah, so we have, like, these Living Corporate mugs, y'all, and they're actually pretty cute. They're really cute. They're big, so, like, you know, you can put a lot of whatever your drink of choice is.Ade: Coffee. We're drinking coffee.Zach: Coffee. Listen, let's not--Ade: Although if you're making--if you're adding a little whiskey in there, that's between you and your cup.Zach: I've seen it. It's potatoes between you and your cup. Don't ask me about what's in my cup, you know? I won't ask.Ade: I really feel like that needs to be a thing. "Don't ask me about what is in my cup."Zach: Don't ask me about what's in my cup. No, I mean, I've seen it, and, you know--like, you see it on TV a lot, right? And I don't think it's, like, crazy, but I have seen people have a little something at the bottom of their drawer for the end of the day. I've seen that before. More so in industry. I've definitely never seen it in consulting, but I have seen it in industry. So okay. Cool, cool, cool. So yes, we definitely will do the giveaways. And they're not on the website yet, right? Like, we don't have the merch on the website, but we do have mugs. And we're not popping enough, I don't think, to justify us trying to sell y'all some mugs, okay, but we do have mugs that we can give out for free to encourage y'all to support the Living Corporate team.Ade: Word. Zach: What else? What else? Okay, okay, okay. So, you know, really this season of Living Corporate--so, you know, we learned a lot, right? Like, last season, of course it just being our first season--we're not even a year old yet. You know, coming in, just trying to figure out, like, what the tone is gonna be, how we address topics. And so y'all, really though, expect more intentional, like, commentary and content and just, like, general topics. Expect more fun, right? So we're gonna try to be a little bit more laid-back. Last year was really scripted. We got that feedback a lot, but we were trying to just make sure that we were keeping things succinct and tight, and we didn't want to miss--Ade: Because as you can see, we have a tendency to stray completely off-topic and wander down alleys of distraction, but--Zach: But, you know, it is what it is. And the thing--and the thing about it is, I think--I think the other point is, like, more people than not have said, "Hey, you know, we'd really like to, like, get to know y'all more." Like, "We'd like to get know you and Ade more, understand y'all's relationship. We'd like to get to know other people on the team. You said you've got other folks around." Like, "We'd like to get to know people more," and I think there's way that we can both approachable and personable and at the same time being, you know, still--like, still stick true to what it is we really ultimately want to talk about. But yeah, I just wanted to let y'all--just say that part, because we're really excited about this season, you know? Y'all know. Y'all know it's a crazy time out here. 45 got all us messed up. Yeah, I said it. I said it. Ade: I mean, these are just facts.Zach: They're facts. They're facts. They're facts. They're Facts Kellerman, okay? They're--[laughs] Hey, side-note. So apparently somebody in the DMV--Ade told me that some people be walking around saying "factory." [laughs]Ade: Hold on, what?Zach: So, you know, people will be like, "Facts." Ade: That sounds--that sounds like something that you say in, like, Waldorf. Zach: [laughs] You said "factory." Like, "factory?" That's not--no, factory is a whole different word. That's--no, that doesn't work.Ade: Nope, nope. And I know that there is, like, a trend of saying things are true when they aren't, word to your president, but...Zach: Factory.Ade: I'm here to categorically deny any and all claims that we say that in the DMV. We just--we do not.Zach: Yeah, no. That's not gonna work. Ade: Actually, let me not--let me not do that, because the teeny-boppers might. But what do they know? They're teeny-boppers.Zach: They don't know. They don't know. "Factory" is not the way. "Factory" is a whole other word. But the point is, you know, it's just a crazy time. Like, we know it is. We see--we're seeing stories of, like, blatant inequity and inequality and oppression and just general wrong-doing every day, and, you know, there's plenty of spaces that you can engage for, like, fairly moderate, semi-safe, (rarely?) wholly-safe discussions around--dialogues around race. Or, you know, you can tune into CNN or whatever for that. You can tune into anything else for that. Like, we're trying to have, like--Ade: Tune into who?Zach: I was saying, like, CNN. You know CNN. They'll be like, "A Dialogue On Race: Part 1." "A Dialogue On Race: Part 2." You know? Like, we're not trying to have quote-unquote a dialogue. Like, we're trying to really center and respect and give credence to the perspectives of people that are not often heard, right? Irrespective of how senior they may be in the organization or what their education level is. They're not heard, they're not seen, and so, like, we're trying to drive content that centers them, that affirms that, and that really continues to encourage folks to be thoughtful and empathetic to their neighbor. And, like, that's what we're trying to do. So, you know, this season is gonna be--our hope is it's gonna be way more courageous in that way. Not to say we weren't courageous in Season 1, but, like, I want to--I want to be more courageous season-to-season, right? Ade: Right, and to add to that and not interrupt you--my bad.Zach: No, you're good. You're good.Ade: Part of centering the voices of black and brown folks in this space means we're not going to be doing the "there are good people on both sides" BS, because I'm sorry, like, you're not gonna equate my voice to that of a Nazi.Zach: Right, yeah. That's super true.Ade: That's, like--of all the things that we're gonna do, that's just not going to be one of them on this here platform. And I'm sure there are--I mean, there are plenty of spaces in which you could do that. This just is not going to be one of those, and I'm perfectly comfortable categorically saying that.Zach: Yeah, straight up. Because this is the thing, like, it's not--and I think that's the other issue, like a lot of times when we have conversations like these, we present it like, "Oh, well, you know, both sides just need to understand." Like, no, both sides don't really need to understand. Like, one side needs to be more empathetic and conscious of their behaviors, actions, and their privileges, and the other side--the other side don't need to do nothing. Like, nah. I was gonna say we should be more--you know, we could be gracious and just kind of, like, be willing to receive the help, but, I mean, nah. Like, a lot of times we don't even necessarily need help as much as we just don't need harm. You know what I mean? And so anyway, I--Ade: You're my fav, Zach.Zach: What'd you say, Ade?Ade: You're my fav.Zach: [laughs]Ade: 'Cause you got there, 'cause I really was about to be like, "What was that?" No, but the fundamental premise remains that it's actually harmful that the conversation is constantly asking those without power to be gracious and to have mercy and be kind and do all of the emotional labor for those with power, and I'm not just speaking to racial dynamics. I'm also speaking in any and all forms of--and we know that intersectionality is a thing--but speaking to any and all forms of misaligned dynamics, power dynamics, and the onus is almost always on the oppressed to coddle the oppressor, and I'm just gonna say that 2019, it's not--that's not the wave we're on. You're either catching up or you're getting left behind, and I feel like we just took a very, like, sharp revolutionary turn [inaudible], so let's dial it back and talk about our social media. [laughs]Zach: [laughs] Man, it did. I was like, "Dang, if I take that ball back and I continue with this wave, the next pivot's gonna be too aggressive." Let's transition back onto Instagram.Ade: [laughs] Right? This is the kickoff episode. Let's treat it as such.Zach: Yeah, yeah, yeah. Ade: And we've definitely been going on for a nice little while now.Zach: [laughs] Well, this is the thing, right? Historically you're absolutely right, that it's often been the oppressed's job to massage the feelings, emotions, of the people who have--who are the oppressors, who are the people with authority, who have the power, privilege and access.Ade: One more thing and I promise I'll shut up.Zach: Go ahead.Ade: I won't.Zach: No, don't shut up. Go ahead.Ade: Here's the other thing. I wonder how much more we could be doing, and by we I mean just people who fall on the wrong side of the power dynamics. I wonder how much more we could be doing if we didn't expend all of this time and effort and energy and just emotional labor on managing the emotions of others, right? I wonder how much more--I think of it as "If I spend all of this time thinking through what my words will sound like as a woman, as a black woman, as a black immigrant, as a queer woman, as a Muslim..." Like, all of these things. So I think about all of the time that I think that I spend expending time and energy on making sure that I present myself appropriately. If I just took some of that time back, do you know how much more time I would have? How much more energy I would have to expend on things like sleeping?Zach: Straight up.Ade: Right? Or...Zach: Exercising. Drinking more water.Ade: Drinking more water, which--by the way, if you're listening with us right now go ahead and grab yourself a glass of water and just sip.Zach: Take a sip.Ade: Take a sip. Anyway, but I think the fundamental point remains that--and I'm not saying that everyone goes around all of the time carrying that weight, but it is a significant amount of time, and it's almost not even a conscious thing that you do anymore, that you, as a woman, apologize for speaking in a meeting. Like, "Sorry, I just wanted to say that..." What are you apologizing for, sis? Just say what you have to say. Say it with your chest. But that's part of this, like, training that you get as being the person on the wrong side of the power dynamics. In 2019, I would just like to say "That's done." That's canceled. That is over.Zach: That is canceled. We're not doing that, and, like, we really want for people to come here and genuinely feel affirmed. Like, I'll give a really quick story. So, like, when I was in Japan--first of all, Japan is amazing. I can't wait to go back. Beautiful country. I was in Tokyo. It's a beautiful city. And I'm walking just--like, I'm walking down the street, and I see, like, another young black man, and we kind of look at each other. I give him the nod, he gives me the nod, and I'm walking, and then, like, I kind of turn over my shoulder, and he's, like, turning over his shoulder at the same time, and, like, he's looking at me. Like, we're looking at each other again, and we smiled, and I just kind of--I turned back around and I was just like, "Dang," and, like, I ain't gonna lie. Like, call it corny, call it cheesy or whatever. That made me feel really good. Like, I felt great, and I carried, like, this little awkward smile with me for, like, I don't know, maybe like a minute, right? And there were no words exchanged. There was just a certain level of just--there was a certain level of power and just love that you felt from just being acknowledged and seeing someone in a space that you did not expect to see someone that looked like you look like you, and then they see--y'all see each other. And, like, Living Corporate, I think that whatever we can do to give--I would love for everybody to feel that feeling that I had that evening, for those, like, 65, 70 seconds. It was a great feeling.Ade: That's dope.Zach: Yeah, straight up.Ade: All right, let's close this out.Zach: Oh, yeah. Social media, social media. [laughs]Ade: Yeah, so follow us on social media. [laughs]Zach: [laughs] Okay. So on Instagram we're @LivingCorporate, on Twitter we're @LivingCorp_Pod, then we got--well, Living Corporate, if you just Google us, you'll see us on LinkedIn. We're everywhere, so make sure you check us out. We're everywhere that y'all are, and I think that does it for us on the show. Remember, this is the kickoff. We have more content coming for you. [in accent] More fire for your head top. Was that a good accent? Or not really?Ade: No, sir. Please never do that again. Be blessed.Zach: [laughs]Ade: No, be best. Don't do that.Zach: Be best. [laughs] Ade: Whoo, all right.Zach: All right. Well, this has been Zach. Ade: This has been Ade.Zach and Ade: Peace.

Zach and Ade stop by for a brief New Year's intermission in this special episode of the Living Corporate podcast. Living Corporate's CBE Week Series continues next week, but for now, enjoy this check-in! They discuss the importance of effective goal setting and share their New Year's resolutions.Find out more about CBEWeek here! https://www.cbeweek.com/TRANSCRIPTZach: What's up, y'all? That's right, it's Zach.Ade: And it's Ade.Zach: Aye. And listen, we're not back back, and we ain't even really back, but we're here in the middle of our CBE Week Speaker Series.Ade: Yes.Zach: Yes, that's right, just to say Happy New Year.Ade: Happy New Year.Zach: Happy New Year. So look, it's 2019. Now, I don't know how many of y'all do resolutions or how often y'all do resolutions, but we had some resolutions we wanted to, you know, just talk about as we think about 2019, as we prepare for 2019 mentally, physically, spiritually, emotionally, all of that different stuff. So yeah, here we go. So Ade, look, before we get into these resolutions, do you do resolutions often? Like, is this a thing for you? Or is this, like, a new thing or what? Ade: So it's weird. I don't really do New Year's resolutions. I do birthday resolutions. I think that starting with the new year is not necessarily as significant for me personally as starting with my birthday, because my birth--I mean, not to sound self-centered, but it's about me and on my timeline, and so for me it's more honest, actually, to say that in my 23rd year, or in my 24th year, or in my 25th year, I would like to make these changes, and this is who I aspire to be, and becoming a better person starts on November 1st because that's when my life started. Now, January 1st is great though because it sort of allows you to have accountability partners, and you're better able to say, "Me and my group of friends will be doing XYZ in order to get to ABC goal." Does that make sense?Zach: Yeah, it does, definitely. No, I get that. You didn't ask me, but--no. [laughs]Ade: [laughing] Haha, haha. Well, you--I asked to clarify.Zach: Also I didn't really give you any space to say anything. [inaudible].Ade: You really didn't, you really didn't.Zach: No, I didn't. I just hopped right in there.Ade: You did, so back up off me, bruh. [laughs]Zach: [laughing] No, no, that's a good point. I mean, it's funny that you say that, 'cause I think--I'm not a big resolutions person. This is probably, like, the--I don't know, maybe fourth or fifth time in my life that I've done New Year's resolutions, but when I think about making resolutions to myself, typically they're around my birthday or more recently, in the past half-decade, they've been around my wedding anniversary with my wife. So we'll make them together, right?Ade: Dope, yeah.Zach: At the same time, I think whenever you can identify some type of pace or cadence to create some goals and points of progress of yourself, all good, right? It doesn't have to be--it can be whatever date you want it to be, but I think as long as you're doing--you're mindful of that in some way, I think it's good for you. Okay, so let's get into it. Do you want to go first or do you want me to go first?Ade: You go first. I think I liked what you were talking about earlier, and I want you to share with the people, you know? Look at me, a gracious host. [laughs]Zach: Look at you. [laughs] Okay, so my resolutions--so the first one is to read more, right? So I feel like I read a good bit. Like, I read--I read okay. Like, I definitely read a lot of articles. I read a lot of, you know, just pieces as they come up, especially as the world has been going on today. I read a lot of political pieces. I read The Atlantic often. I don't really read The New Yorker as much, but I read. I'd like to read more. I'd like to read about a book every other month. You see what I'm saying? I didn't give myself a crazy--like, "a book a month." Like, I'm not gonna do that.Ade: Look at you.Zach: Right? So I'd like to read six books by the end of 2019. The second thing is of course just continuing to get healthier. I want to be around. The world is crazy as it is, you know? Plenty of things could take you out any day, so you don't want one of those things to be yourself if you can help it. Ade: Right. Don't be your own enemy of progress.Zach: Right, do not be your own enemy of progress, yes. And then the third thing, which kind of connects to the second thing, drinking a lot more water, right? Ade: Hallelu.Zach: Right? So, like, you know, there are people out there--Ade: I just--I just want to take a second here. I really hate to interrupt you, but if you're listening, go ahead and find a glass of water and sip with us. All right, carry on, Zach.Zach: Yes, a sip. Sip, yes. No, seriously, it's delicious. You can have it cold. You can have it room temperature. You can have it hot, but-- Ade: Wait, hold on. Do you--do you just run around drinking hot water? [laughs]Zach: Ayo. So listen, actually--I do not, right? But I have a good friend of mine who--no, he loves hot water. Like, he loves it. Man, listen. Ade: Okay, I would like to speak to your--like, bring him on this show. I have so many questions.Zach: No, no. I'ma bring him on this show. I'm not gonna--I'm not gonna drop his name, 'cause this is very impromptu, but--Ade: This is--this is a safe space. I just have some questions for you, young man, because... huh? Okay, sorry. Carry on. I got us so off-track just then.Zach: No, no, no. So no, he does. He drinks hot water, and it was funny--so he's one of the people--I don't know if you have people like this in your life. You look up to them, like, to the point where, you know, if they do something that you're not really familiar with, and if other people did that thing you would clown them, but if they do it you're like, "Well, dang, why are you doing that? Let me--"Ade: "Maybe it's valid. Maybe I should give it a whirl."Zach: "Maybe it's valid. Maybe I should give it a whirl." "Maybe I should give it a whirl." Okay. [laughing]Ade: Okay, so first of all, you're not about to come for me, sir.Zach: "Give it a whirl"?Ade: "Give it a whirl." I said what I said.Zach: No, it's funny. [laughing] No, so he--so he was like--I came into his home and he was like, "Zach, so I've been drinking--I've been doing this thing. I've been drinking hot water," and I said, "Really? What?" And he said, "Yeah, would you like some?" And I said, "Sure," and let me tell you something, it was just hot water. It wasn't--I was like--Ade: I really was expecting to be like, "And it changed my life. It revolutionized how I look at water intake." No?Zach: No, it did not. In fact, I was like, "Man, I really would like some cold water right now." Anyway, where was I? Yeah, so drinking more water. So, you know, this kind of a case of two Americas. So there's a--for my non-melanated folks, you know, there's a phrase called "drinking water and minding your business." So drinking water and minding your business, it just saves a lot--it saves you a lot of stress and drama, right? So you look at Paul Rudd. Again, speaking to my--speaking to the majority, right? If you look at Paul Rudd, Paul Rudd is the greatest example of drinking water and minding your business, right? He looks great. He hasn't aged a day. He looks the same as he did in 1993. Right? He does. He looks phenomenal, right? Drinking water and minding your business--you know, I plan on drinking a lot of water, but I--because of the nature of our podcast, I don't know if I plan on minding, quote unquote, my business. I mean--you know what I mean? Like, my business is--yeah, like, my business--Ade: Your business is sort of everybody's business.Zach: Lowkey, right? Like, I'm not messy. Like, I'm not out here, like, Messy Mya. RIP Messy Mya. Look, now I'm talking to the black folks. I'm more so trying to--but I am trying to, like, be more hydrated, right? And, you know, there's the--our bodies are a majority water, so it's--everyone knows at this point it's 2019. Wow, it's 2019. So I don't have to--I shouldn't have to debate with y'all to drink more water, but please, drink more water. And also, speaking of--'cause, you know, we also do Favorite Things. We talk about music and stuff. A sleeper, shout-out Joe Budden Podcast, is the Mick Jenkins' "Drink More Water" project he put out, it was--Ade: You have lost me. You have lost me. I don't know what you're talking about. I also don't listen to Joe Budden's podcast, so maybe that's where the disconnect is right now, my friend. Zach: So "sleeper" is a term, like, you know, this is some music maybe y'all have missed or y'all don't really know about.Ade: Oh, 'cause the first thing I thought was a sleeper cell, and I was like, "All right, well, I--I have to bow out of this conversation, because I don't know anything about sleeper cells."Zach: No, no, no. No sleeper cells. Nothing like that around here. Please. Feds, please don't--don't get us. Ade: Right? We've got to go.Zach: Yeah, right? Now, look, we're gonna have to delete all of this, because Aaron's gonna transcribe this, and then it's gonna be all on Google and stuff. There's gonna be "sleeper cells"--Ade: Oh, see--nah, mm-mm. Aaron, just go ahead and--Zach: Delete all of this.Ade: Yeah. Zach: Yeah. [laughs] Anyway, so yeah, you know, I'm excited about that. I feel as if those are some smart goals. I feel like they're very attainable, they're realistic, and they're helpful for me for what I'm trying to do, right? They're very straightforward. So that's me. Those are my New Year's resolutions.Ade: Okay, okay. Now, I want to push back a little bit. Part of what is important when you're setting goals is to set intentional goals, right? There's this concept of SMART goals, and so that is--so you set Specific, Measurable, Achievable, Relevant, and Time-bound goals, and that way you have much more--you're more likely to achieve those goals. So by specific, I mean [inaudible] drink water--by smart I mean you want to drink water, so do you want to drink a gallon of water a day? Do you want to set time goals, like, "By 9:00 a.m., I've had 16 ounces of water." So I think goals and resolutions are all talk until you are able to really discern for yourself what those goals are, how you're going to make them happen, and what that timeline's gonna look like. So I'm gonna repeat what SMART is. You have Specific, you have Measurable, Achievable, Relevant, and Time-bound or Time-sensitive goals. So to give you an example, this year, in 2019, I want to get my solutions architect cert, my AWS solutions architect cert. I want to do that by July '19. So that is a specific goal. It's measurable because it's a certification, it's achievable 'cause, I mean, I can study for it. It's relevant to my larger kind of goal for my life, and it's time-bound. I have set a hard deadline of July 2019 to get that certification, do you see what I'm saying?Zach: No, I definitely understand what you're saying, and you're right. So opposed to me saying, "I want to drink more water," I should be saying, "I want to drink about a gallon of water a day." Instead of me saying, "I want to get healthier," I should say something like, "I'd like to work out at least two to three times a week and cut out sugary and processed foods." And, you know, I kind of did it with the book one when I said I'd like to read a book every other month. So no, I get it. You're absolutely right, and to your point, when we--when we're not specific and really truly smart--let's go ahead and just give out the acronyms to smart real fast. So it's--Ade: Specific, Measurable, Achievable, Relevant, and Time-bound. Now, there are also some people who say it's SMARTER, where you have all of those that I just mentioned, and then you have Evaluated and Reviewed, which I think are also important parts of the goal setting process, but we don't have to go quite that far right now.Zach: [laughing] No, no, no. This is great. So, you know, it's important, because I think we--the less specific we are with the goals that we say we have, the more of an out we give ourselves to short-change ourselves in the future, right? So--and then also, if they're not specific to you, then you can end up kind of moving the goal posts on yourself and not really ever achieving [inaudible]. So if you say, "Man, I really want to lose some weight," right? I'm gonna pick on losing weight because losing weight is--like, almost everybody feels like they either need to or would like to lose some weight.Ade: Or the alternative for those of us skinny-minis who want to gain some weight, but gain healthy weight.Zach: There you go. Some people want to gain some healthy weight. Thank you. Let's be inclusive of all of our body types and health spaces. Ade: Aye.Zach: Aye. [laughs] So when you say, "Hey, I'd like to have this health goal," if you're not really specific in, like, the numbers you're trying to achieve or the--just what you're outcome is, then you can end up saying, "Well," you know, "I didn't really have to work out today. I just want to work out more," and you end up--you end up cheating yourself. Or you say, "Well, I didn't say I wanted to eat perfectly healthy. I just wanted to eat more vegetables," and it's like, "Okay..." And you just end up cheating yourself. So I think the more specific you can be and, like, more granular you can be with what your goals are, the harder it will be for you to ignore the fact that you're either off-track on them or not really driving towards them. So I super agree with that.Ade: Right. On that note, I'll share some of my goals. And I know I got on you for SMART, and some of mine aren't necessarily SMART goals, but we move. Anyway, so I would like to read and discuss five meaningful articles a week. Zach: Okay, okay.Ade: So that's whether they're in The Atlantic or whether I'm scrolling through Medium and some of the software engineering spaces that I follow. I'd like to be able to read and discuss five articles, and part of that is in finding some of the computer science fundamentals. Base CS has some really great--I don't know if I want to even call those articles, but some really great write-ups on computer science fundamentals, which are important for me to learn. So I'd like to do that five times a week. I would like to get my solutions [inaudible] earlier, my AWS solutions architect certification, by July 2019. This is--this next one I haven't quite figured out how I'm gonna do yet, but I want to reinvent my wardrobe. Now, I say that because I was having a conversation with my partner, and often times when we're out or we really have to go out, I'll just, like, throw on sweatpants and a t-shirt or whatever, and then when we get out I'll complain about looking like a hobo. Okay, that wasn't necessarily how I wanted to say that, but I'll complain about not looking my best self.Zach: Right.Ade: And part of that is just I didn't--I don't necessarily have all of the pieces that I want, and I want to show up, like, how I feel. I want to show up looking and representing myself in my best light, and so part of that--I'm still always going to be a joggers and tennis shoes kind of girl, but I don't have to be a four sizes too large sweatpants and t-shirt that I bought when I was in 7th grade sort of girl, you know? So that's important to me as well. I want to go to the gym once a week and work out of home three times a week. I'm going to create three projects for my portfolio, and I'm going to attend AfroTech in November this year. Those are my goals.Zach: That sounds--that sounds incredible. Those are great goals.Ade: AfroTech is also lit, and if anybody's trying to sponsor me to go to AfroTech, hit your girl up.Zach: Man, listen. Y'all want to sponsor Ade, y'all want to sponsor Living Corporate and we'll send Ade? Man, let's--come on. Get in our inbox.Ade: Let's go. Let us know.Zach: DMs are open for everybody. They are. True.Ade: Okay, uh, let's clarify. Not that open. [laughing]Zach: They are though. They're open on all the social medias. No, but that's--you know, to your first point, it's so interesting how, like--so as kind of, like, a fashion point, like, if you notice, like, there's--there's enough clothes out here to curate a bunch of different looks. Like, if you want to be, like, hobo chic, right, you could get, like, some really form-fitting--Ade: I'm trying to--I'm trying to really walk away from the hobo chic look, because I thought that was what I was doing. Upon further reflection, it's just--it's further towards the hobo end of the spectrum than the chic, so we're just gonna let that dream go.Zach: Got you, got you. 'Cause I was gonna say, like--and I don't know, like, what your preference is, but, like--you know, 'cause you could wear, like, some fitted--not fitted, but, like, nicely-fitting sweatpants, right? You could wear some nicely-fitting sweatpants.Ade: You're right, you're right. Look, if there are any listeners who are designers, who have an eye for fashion, hit your girl up, because I am confused. Okay? Okay.Zach: [laughs] And then [inaudible], that's also great. And then the five [inaudible] with these articles--you're gonna share the articles with me.Ade: Ooh, bet. I like that, yes. We can do that.Zach: Yeah, share the articles with me, 'cause I love--I love reading a good article. I think it's easier to read than reading a whole book. It's, like, typically one subject. It's not clearly as long, but I love articles, so yeah, please. I'd love to check out what you got going on. Then AfroTech of course, that's super dope.Ade: Yeah, yeah. I'm really ready.Zach: Okay. Now, look, I think--I know those are our resolutions. Before we get out of here though, what was the best thing you ate over the holiday break? Ade: Ooh. Oh, Lord. Jesus. I just want to let everybody know about the greatness of my girlfriend's shrimp and grits. So on New Year's Day, she made shrimp and grits, I made rum cheesecake-stuffed French toast, and we lived our best lives. Do you have actually--before we move forward, do you do the pork chop, collard greens, and black-eyed peas ritual?Zach: So I don't--it's not, like, a super traditional thing. Like, we don't do it every year, but I definitely have had it, like, multiple times in my life for New Year's. And, you know, outside of New Year's, but yeah. Ade: Yeah. So I did that as well.Zach: Oh, yeah. That's good.Ade: So for those of you who don't know, some African-American families, some black families, have a tradition wherein in the New Year they eat a pork chop or a pork product of some sort, black-eyed peas, collard greens, and some will throw in cornbread. And I made all of it. I don't eat pork obviously, but she enjoyed it. She seemed to like her plate, so that was great. And what else did we eat this break? We didn't spend a whole ton of time cooking a whole lot, but cooking is my favorite thing. I made a really dope burger for us both. It was--I don't know. I can't wait to cook for you honestly. I want you to come here so that I can feed you, and I'm honestly probably not gonna help your goals of losing weight, but the important part is that the food tastes good.Zach: No, I'm excited. I'll just have to--I'll just do a bunch of pre-workouts, you know what I mean? And post-workouts. It's all good.Ade: See? Yeah, there you go. There you go. And you might have to do two-a-days honestly, but--Zach: Wow, okay. Appreciate the honesty. So what else? So we talked about food. We talked about--we talked about our resolutions. Hm. Ade, what are you most excited about in 2019?Ade: I am most excited about leveling up. I think every new year is an opportunity to excel, and again, this is part of why I kind of count my new year at my birthday as opposed to at the calendar date, but it's a new year to kind of show the little person that you once were how dope everything could be, how dope you could be, how dope life could be, how dope you could make life be for those around you, and part of that is in wanting to wake up every day and crush it. And I don't mean to sound like we're in a huddle and I'm giving you a pep talk, but I think it's exciting when you're able to look your fears in the face, or look a whole new year in the face, and be like, "Yeah, I'm comin' for you." I was gonna say, "I'm coming for that" something else, but I don't think we're quite that explicit on this show.Zach: No, we're not that explicit. That's funny though.Ade: Okay. [laughs] Ultimately, I am excited about being granted another opportunity to get it right and get it right and excel at it, you know? So what are you excited about?Zach: Well, you know, it's funny. I really feel like I'm excited about the same thing. Like, 2019, it's an exciting time because there's so much positive momentum that I'm hearing from last year. Relationships made, some in-roads created with various things and people and projects, and of course Living Corporate. I'm really excited to continue that forward. We have a whole--[Lord say the same?]--we have another 12 months of this thing going on, you know, unless the earth ends, and so I'm excited about us just continuing forward. There's so much to do, especially when you talk about inclusion and diversity work. I feel like the whole field has just been blowing up the past few years, and it seems like every year, like, there's something new that comes along, some new, quote unquote, new piece of learning that everyone's gravitating towards, and I just think that, like, we're ripe in the season to be doing the work that we're doing. So I'm really, really excited about that. I'm excited about the content that's gonna be coming out of the Living Corporate platform. We have a writing team that we're very aggressively building up right now. We have some amazing guests that--you know, that you all will be hearing for Season 2. We just have a lot of stuff--we just have a lot of stuff cooking, and so I'm excited for us to grow, and then I'm really excited for our audience to see it and be a part of it and hopefully grow with us. I'm really excited about that.Ade: Yeah, that's amazing.Zach: Okay. Well, I guess that does it. I'm done. Do you have anything else, Ade?Ade: Yeah. So I just want to wish everybody a happy, safe New Year. I hope that, even if your year hasn't started on the highest note--if 2018 was not good to you, I pray that 2019 will, and I pray that, you know, this New Year is full of opportunities for you, and I hope that we are able to help foster a space that excites you and motivates you. That's it from me. Zach: Man, you always got the dope words. See, that's a great sign-off. [both laugh]Zach: That's a great sign-off. Yes, okay. Well, listen, y'all. You will be hearing more of us on the Living Corporate podcast later this month. This was just a New Year's hello kind of intermission type thing in the middle of our CBE Week Speaker Series. I hope that you all are listening to the series. I'm looking at the download numbers. Y'all are, but I need y'all to pick it up. That's right, I'm talking to you. Listen to the--listen to the show. Listen to the series. It's very good, and then make sure that you stay tuned, because we're gonna have more information about CBE Week as it comes up. So with that being said, my name is Zach.Ade: And I'm Ade. Both: Peace.

In our Season 1 recap episode, we discuss the lessons we've learned over the course of the season, some of our favorite episodes, our Favorite Things, AND tease a little Season 2 content that's coming your way in 2019!Connect with us: https://linktr.ee/livingcorporateChris Price's new EP: https://itunes.apple.com/bz/album/good-evening-ep/1436626656TRANSCRIPTZach: What's up, y'all? It's Zach.Ade: And it's Ade.Zach: And you're listening to the Season 1 wrap-up. We out here.Ade: Yeah. Yeah, we sure are. So what are we gonna talk about today?Zach: Okay, so we're gonna talk about lessons learned...Ade: Aye.Zach: Some of our favorite episodes...Ade: Aye.Zach: [laughing] Okay. Favorite Things...Ade: Aye.Zach: Okay.Ade: I'm just trying to be your hype man here. Like, I really don't understand why you're taking this so hard. Let's go.Zach: It's just funny. I think maybe some of it is, like, cultural differences, right? 'Cause, like, "aye--" I don't know, "aye" is pretty common across the black diaspora.Ade: I feel like in the diaspora you say "aye," and that's, like, a cue for somebody to really--Zach: To get--to get hyper.Ade: To get hyper, yes. I wasn't--I wasn't trying to ruin the rating of our--of our show here, so.Zach: No, no, no. I mean, "aye" is cool, it's just I think--I think a southern "aye"--we can talk about this maybe another time, but I feel as if if you're in the south and you say "aye," and if you're in the--I don't know. I feel like the "ayes" mean different things. Maybe not.Ade: No, I hear you. Now that you say it, I realize that, like, "aye" can also be like, "Okay, bro. You're wilin'."Zach: Aye, yeah. Exactly. So anyway. "Aye" can also be, like, a sound of acknowledgement and appreciation, kind of like how I just did it.Ade: Right.Zach: I don't know. Black language and just--black and brown language frankly is just so deep and rich. It's really cool.Ade: I love it.Zach: Now, where were we? Oh, yes. Okay, so Favorite Things. We definitely want to give out some thank yous, right?Ade: Most definitely, most definitely.Zach: Right, right, right, and then we have a few house-cleaning administrative things that we want to talk to you about as we--as we kind of take this season break and get into season two. So with that being said, lessons learned. Ade, what are some of the--Ade: Oh, I go first?Zach: You go first. What are some of the lessons you've learned in this?Ade: Aye. Oh, they are varied, they are plenty, and some I think I'm still in the midst of learning, but I think my top three takeaways from this whole process of--you know, from ideation, which was largely you--which was mostly Zach--and coming together, building a team and growing as a collective, I think the top three things that I've learned--one is to speak up. Closed mouths do in fact never get fed. Your mouth is closed? You get no bread. See? I tried to rhyme. See? See what I did there?Zach: Bars.Ade: Something-something-something-something. But yeah, if you do not in fact speak up for yourself, and that is in every facet of your life but it's even more important in your professional spaces. If you do not speak up for yourself, if you are not your own best advocate, if you do not find yourselves in the rooms where, you know, they're making those decisions and they're making the plays that you want to be making, and if you're not actively putting yourselves in those spaces and then speaking up about what you need more to grow, what you need more to succeed, it's not--it's not gonna be a great time. A great time will not be had by all, mostly you, and the reason I think for that is because people can't read your mind. People can't help you if you are not willing to, you know, point people at the issues and the places which you could use that assistance. See what I'm saying?Zach: I so agree. I think that, you know, it's not about--and when you said, like, "Closed mouths don't get fed," it's not because there's not food there, it's just that, like, everybody else is focused on eating too. So most times, you're gonna have to open your own mouth to eat. And that whole point around just speaking up and being vocal and putting yourself into comfortable positions, putting yourself out there, is just kind of part and parcel. Like, I don't know if I've ever even seen, like, any project be successful with someone just kind of, like, waiting for everything to come to them.Ade: Right, right. What about you?Zach: I think for me the biggest--one of the biggest lessons learned is that you miss all the shots that you don't take, right? And I know that's very cliche, but it's true. We had some--we had some amazing opportunities to interview some really great guests this past season, and then also just network with a bunch of people that we didn't--that we did not interview on the show but that we shared the idea of Living Corporate with and who they were really receptive too, and we have some things coming in the future, in 2019, that we're really excited about, all because of us just putting ourselves out there. And so, you know, I'm thinking about the Lakers and, you know, LeBron, the GOAT. Yes, that's right. I said it. The GOAT.Ade: I do not disagree. At least the basketball GOAT.Zach: Okay. Yeah, no. Definitely the basketball GOAT, and he's also a super GOAT when it comes to social activism, but regardless, one of my favorite Lakers is actually Kobe, but it's not because I think he's the best Laker. I don't, but I do--what I loved about his game was the fact that he would just shoot it, man, and he would make really ill-advised shots, but his mindset was like, "Look, I'ma shoot it, and I'ma make some and I'ma miss some," and it was the--it was his lack of fear when it comes to failure, right? And I think that often times we don't really look at failure as a genuine growth and development opportunity. I think some of that is because of us as just black and brown people. Failure is not an opportunity to grow. Failure is just failure, 'cause we don't have the same privileges and access to really learn and grow from our failure. When we fail, we just fail, but I think it's important for us in this era, especially as black and brown creatives, to really embrace failing forward, and I know that Matthew Manning with Gumbo, we had him on a couple--just a couple weeks ago, he talked about that too. So yeah, that was a big one for me, and in fact--hold on. Let me not--let me not forget this. We actually got some questions in that I think would be good for us to put in our lessons in this Lessons Learned section from--Ade: Really?Zach: Yeah, from social media. We've got some people to ask us some questions.Ade: Aye.Zach: Yeah. Yeah, yeah, yeah. So someone said, "What is your biggest takeaway from interviewing all of the guests on Living Corporate?" So I feel like we can kind of roll that into a Lessons Learned. What was one of your biggest takeaways from interviewing all of the guests on Living Corporate this season, Ade?Ade: Ooh. There were some amazing ones actually, and I think it's kind of like an aggregate of thoughts, but ultimately it's that you need to be intentional about your career, and I think there's a common thread that kind of ties all of these thoughts together, and I think it is that you need to be intentional. And that is not to say--well, first I want to address--before I get too distracted about answering that question I do want to address something. You were talking about the Kobe Bryant shots. We are not saying you should make ill-advised shots in your career. Don't take risks--don't let your mouth write a check that your skills cannot cash.Zach: Amen. Thank you, yes. Good cleanup on that, yes.Ade: Yeah. Like, don't get up there somewhere and be like, "Yeah, I can totally stand up this project in a week, because Living Corporate told me that I can, and I should say wild things at work." Don't do that. Do not do that, but we are saying that, especially for women, especially for black and brown women, you are so much more qualified than you give yourself credit for, and part of life is in taking the risk. If you are always prepping to be perfect, you are never, ever, ever going to take the shot. So yeah, that's take #1 in response to that. Take #2 I think is to be intentional. Part of being able to take those risks is in knowing that you've done the prep work, right? So I can't just walk in to anybody's office today and be like, "I want to be your CTO." They'll be like, "Who let this person in?" And also, "How quickly can you let her back out?" Not because they want to be cruel, but because they're being realistic.Zach: Yeah, but you're not ready.Ade: Correct, but I do know that in 20 years I am going to be somebody's CTO because I am going to be making all of the steps that I need. Or maybe CEO. We'll see.Zach: Straight up. Speak it. No, real talk.Ade: But the point is that you make all of the decisions now, you prep now, you put all of your ducks in a row essentially so that your life doesn't just happen to you, so that your career doesn't just happen to you. Many of the most successful people that I know made very intentional decisions. Like, for example--I'm gonna use my partner as an example, and I hope she doesn't get mad at me, but by our bedside table she has this framed "What do you want to be when you grow up?" sort of fill in the blanks paper, and on there she has--I think this is from when she was in fourth or fifth grade, and on there she said she wants to be a lawyer like Thurgood Marshall or Johnnie Cochran, and she ordered her steps in such a way that she ended up going to Howard University and University of Laverne, both of which were universities that both of those people attended, right? So it wasn't just that you make decisions about your life and then hope that it happens to you, it's that you work. You put in the effort. You put in all of the time and energy required to get you to those places, and yes, you will of course succeed. Well, God willing, and hopefully capitalism doesn't get in your way, but you succeed because you've thought your life through, you've thought your career through, you've thought your path through, and if what you're looking for is an escape plan, you've thought that through as well so that you're not suffering on the other side of it, if that makes any sense.Zach: No, it makes a lot of sense, and, you know, to your point, it definitely was oversimplification with the Kobe analogy and--like, that was a really, really good cleanup, Shaq. That was great because you--yes.Ade: You're totally welcome.Zach: No, it was--no, it was dope. Because it's funny, in saying that what we also dismiss or rather what we ignore or underplay in that shooting our shot with getting some of the guests that we were able to get, and we're just more than honored and excited about the guests that we have for y'all for season two, is the fact that we spent hours upon hours and weeks upon weeks as a team in really, like, clarifying our mission, our purpose, getting our branding together, our language, the logo work. Like, there was a lot, and there is a lot that goes behind this very, you know, perhaps to a lot of y'all just, like, very simple, like, straight-forward show and concept, and it took time to, like, really build those things, and so there was a lot of preparation that went into it. So before I put an email together to send to DeRay or Beto O'Rourke or J Prince or, you know, a CEO or whoever it may be, there was a lot of things that we had that we could stand on to justify why I'm in this person's inbox or why I'm in this person's DMs. Now I'm gonna sound like I'm actually a Kobe stan, and I'm really not, but really to kind of go back to my initial analogy, Kobe didn't just show up at the game and just shoot those to us seemingly crazy shots. Like, he put up thousands of shots before and after every game, and in practice he's shooting thousands of these shots. He's practicing these shots. So when it's game time, literally when it's game time, and he pulls up a fadeaway over, like, three people, like, to us it looks like he just randomly threw it up, but no, like, he's been practicing that, and so--and actually, kind of to answer the question--kind of to go back to what you were talking about and kind of answering this question that was submitted to us, one of the biggest things I learned from our guests was that a lot of times we'll see--like, we see the glory, but we don't know the story, right? So, like, we see people who are like, "Man--oh, I work with HBO." Like, we spoke with Emily Miethner, who is the CEO of FindSpark, and she was like, "Yeah, we had a partnership," and she named all of these huge brands, but, like, if you just dig, like, a second deeper, you'll find out she's been doing this for, like, a decade. Like, FindSpark is blowing up now, but it's been years in the making of her building this. The same thing like when you talk to Janet Pope, who's the leader of diversity and inclusion and social responsibility for Capgemini, which is a global consulting firm--you know, you'll talk to her. You may see her in France or see her all around the world doing some really fancy stuff, but, like, her career is 12 years in the making, right? There's a lot of work that goes behind that. So yeah, no, for sure on that. We have another question. The next question, which I think is a really good one, is...Ade: Aye.Zach: [laughs]Ade: I'm sorry. That's like my go-to. I don't even think about it. It just, like--the "aye" is from--it's from my soul. It, like, spawns directly from...Zach: [laughs] No, no, no. It's good. I like it. So "What is in store for the next season and when can we expect you back?"Ade: Oh, wow. I mean, listen to this episode. Listen all the way to the end. You'll have some answers by the time the episode ends.Zach: For sure. No, for sure. Definitely listen to this episode, listen to it all the way to the end. Don't fast forward to the end 'cause, like, we kind of need the clicks. Like, we definitely want the download data, but, I mean, if you want to fast forward to the end, I mean, I'm not mad at you, but...Ade: And also it hurts my feelings when people skip past me, so.Zach: Who skips past--who skips past you?Ade: Well--so I'm a small person. Okay, [inaudible]--Zach: Oh, I see. Go ahead.Ade: Ooh.Zach: [laughs] No, it's just that it came together quickly when you said that. You were saying literally.Ade: No, no, no. You agreed to that way too quickly. Now I kind of want to fight. What? Wow.Zach: [laughs] Go ahead with your story. Go ahead. I'm listening.Ade: Okay. So I was at a bar, and I ordered a whiskey ginger. I think I actually ordered a Manhattan. No, an old-fashioned. Whatever. A whiskey-based drink, as is my custom, and the bartender just kept giving my drink to other people. I'm, like, watching him, and he walks past me, walks past me again with my drink, 'cause I saw him make it. It was a whiskey ginger. And then he just walks to one end of the bar, gives a person my drink. The first time it happened I was like, "Hm. Maybe--I don't know. Maybe they also ordered a whiskey ginger," but it happened, like, three times. Three. So I essentially was like, "All right, look. I will climb over this bar and fight you if necessary, but I'm gonna need my drink."Zach: Goodness.Ade: So I, like, start jumping up and waving at him, and he's like, "Oh, I didn't see you there." What? What?Zach: Come on. [laughs]Ade: What?Zach: No, no, no. But, like, real talk though. Like, size privilege is a thing, right? Like, there are certain privileges that come from being tall and from being thin. There's certain privileges, you know what I mean?Ade: You know there is. Absolutely.Zach: So that's real. Like, that's super real, and I can say that, like, this is an opportunity for me to practice empathy and not sympathy, 'cause I can't really relate to that.Ade: [laughs]Zach: Right? I can't, 'cause I'm always seen, you know what I mean? Like, you're not gonna not see me. Even if you try to--let's say, you know, you're trying to practice micro-aggressions and act like I'm not there. Like, you're not--like, you can't. You'll look silly. Like, I'ma get in your way. You're gonna have to acknowledge me. So that's real, but no, I was just curious. I mean, I would say that more than a few people have pulled me aside and been like, "Hey, your co-host is great." Like, [inaudible], so I didn't know what you meant about getting passed over.Ade: Aye.Zach: [laughs] Yo, so this is what we're gonna do for season two. I'ma tell you what's coming up in season two, it's making me taking that "aye" as a sound bite and putting it on that soundboard, and we'll just play that.Ade: I am tired of [inaudible].Zach: It's ridiculous. Okay. So yeah, definitely listen. We're gonna talk a little bit about season two at the end and what's coming up just after this episode, 'cause we have some things happening after this season one wrap-up episode.Ade: Sure are.Zach: Yep, but what I--what I will say is, you know, please in season two expect--I don't know. I mean, I don't want to say a bit more personality 'cause I do feel as if we showed our personality a lot in season one, but, you know, it was our first season. Like, we're learning our platform. Ade and I did not know each other before we started Living Corporate, so we're certainly learning and growing as just friends in our relationship, so expect more of that, and also expect even more courageous and, like, really intentional content around underrepresented individuals and people groups in Corporate America. Like, I'll even give you an example.Ade: You are giving away the whole ending of the show.Zach: I know. Let me just--I'ma hold off on it, but we have some really great, like, topics that I'm really excited about because the point of this space is to have real talk in a corporate world, right? Like, corporate spaces. Even when you talk about inclusion and diversity, like, it's always masked with, like, other things, right? So, like, diversity of thought, diversity of education, diversity of--I'm like, "Can we be honest?" Like, "Can we just have an honest conversation about, like, intersectionality and how race and gender specifically play a role in shaping the entire planet," right? Like, can we just talk about it from a really honest and genuine perspective? Like, that's our goal. So just expect more of that in season two. When you can expect us back? You can expect us back--you can expect us back, man. We'll talk about that at the end of this episode, but you can expect us back. And maybe I'll drop a--maybe I'll drop a hint.Ade: Oh, we're doing hints now?Zach: I have a dream that you can expect us back soon.Ade: You can't be trusted with no secrets, man. Like, I just want you to know that right now.Zach: [laughs] Okay. All right, all right, all right. Let's see here now. We have one more question. Here we go. "How does one successfully transition out of the corporate world?" This is a good question, and I--you know, I'ma say this. I don't think it's fair for you and I to take this episode to try to walk through and, like, rehash some really great content that Matthew Manning of Gumbo Media and Nick Bailey of Black Texas Magazine have really done a great job at, like, expounding upon when it comes to starting a startup, transitioning from your full-time job and pursuing your dreams, like, wholeheartedly. And also Fenorris Pearson. Like, our first episode, right? He talked about transitioning out of the corporate world and getting into more non-profit work, right? So I think that there are some great episodes, and, like, this is not, like, an excuse, my back answer. Like, we definitely appreciate the question, but my biggest advice would be to go back and run those episodes back AND to look at the show notes because you have the contact information for those people, and I know who sent this question in, so I will actually circle back with them directly. And we'll make sure to--we'll put these questions and the answers, like, within the show notes within this episode, but there have been some really great episodes that we've had around that. What do you think about that question, Ade?Ade: I think, for one, we had so many amazing episodes that I connected to, that are literally just playing in the back of my head whenever I am in situations at work, that help essentially edify me, I think is the term that I'm trying to use. I'm not trying to go to church, but my top three though would have to be the mental health episode because, for all intents and purposes, I laughed my way through that episode and also connected really deeply with so many of the themes. Like, yes you want to hustle, yes you want to grind, but there's nothing to grind for if you lose your mental health in exchange for being in these spaces. And yes, these spaces often--these corporate spaces often do not have you in mind. They didn't have you in mind when they were formulating those spaces, and so now your existence in those spaces is very much revolutionary, and that said, you will often have to carry the burden of being the only, or even worse the only of onlys, in those corporate spaces, and so it 1. made me feel a lot less alone and 2. gave me a lot of very actionable advice, and so that was appreciated. Honorable mention goes to my conversation--it was a B-Side, not an episode, so I couldn't include it, but my conversation with Christa Clarke where we kind of built on that idea of what self-care looks like in corporate spaces. I think she's the first person that--maybe not the first person that I know, but the first person who was just so open about, "Yeah, I took a pay cut because it was what was best for me personally," and she's doing something that makes her happy. She has a creative space. She has everything essentially that you need to have a happy life without the stress, and so she's inspirational, and I'm still waiting to have cocktails with her. Last two. I think the Let Me In conversation with TJ, because--Zach: That was a good one, yeah.Ade: Yeah. You know, in real-time seeing someone who did precisely what I want to do with resources and having the conversations that I needed, and in a lot of ways he was inspirational because he decided he was gonna do this for the kids, you know? He was very much like, "I want to give back to my community, and this is the way that I've identified would benefit my community, but I'm not there yet," and so he took it upon himself to better himself because he knew--he (treated?) himself as a meaningful part of a whole, not necessarily making that career pivot just for himself, which was just a delight to hear. And I think the last one in my top three is Janet Pope. And again, we've had a lot of really amazing episodes, but these three spoke to me. Like, they met me where I was at sort of thing, and, you know, each and every single one of those conversations really came at a really pivotal time for me and a really important time because, for example, the conversation with TJ, it was at a time where I was particularly stressed and thinking, "You know what? Maybe tech isn't for me. Maybe I'm just not smart enough. Maybe I'm just not good enough." I was really struggling at my former place of employment, and it didn't feel like I was doing any meaningful work, and it felt like I was around places that were just becoming toxic for me, and so it was just really, really good to get these reminders, like, "Hey, it's not in your head, but you can do something about it." Like, these systems exist outside of your control, but here's your locus of control. Here's your internal--you can do this work, and having people who have done the work, who are able to distill the vastness of their experiences into "This is what I did. You can do it too," was priceless for me.Zach: Those were really good choices.Ade: Thank you.Zach: So yeah, you can definitely count B-Sides. Like, B-Sides, they're episodes, so let's make sure we count those. So after I finish mine, if you have some extras that you want to throw in there, please feel free. So favorite episodes. So the first one that sticks out to me has to be Preston Mitchum's B-Side, right? Because it was so unapologetic. Preston Mitchum, he was talking about LGBTQ identity, he was talking about pro-blackness and, like, what that looks like practically in the workplace and as someone who's in a highly political area. He lives in D.C. He's a lawyer. He's an educator. He's an activist. So that one--that one was great.Ade: Yep. All facts, no cap.Zach: All facts, no cap. Listen--so side note, shout out to all these new slang words. I realize that I'm old now 'cause I--my generation as millennials, like older millennials, right? So I'm saying older millennials. I'm 29. We don't come up with all of the dances anymore, and we don't come up with all of the slang, so no cap--Ade: Can I just say something real quick?Zach: Go ahead.Ade: The first time I heard "no cap" I thought they were talking about Captain America, and I was mad confused because I genuinely just didn't get why they were bringing up Captain America in a conversation that had nothing to do with Captain America. I was just kind of like, "Uh..."Zach: "What is "no cap?"" Right? No, I was confused, so I was like, "What is "no cap?"" So "no cap." "Say less" is also hot in these streets, "say less," and then also I've heard of tick. Like, "You got tick." Like, "You got juice," or sauce or influence. You have tick. So that was a new--Ade: You have what?Zach: Tick. Tick. Chance the Rapper--Ade: Like the animals?Zach: Yeah. Like the bug, yeah. It's like the pest. Tick.Ade: Oh, no. I just--there's some things I just can't get with, and that's gonna have to be one of them.Zach: Tick is--yeah, tick is hot in these Chicago and Midwestern streets supposedly, so...Ade: Well, keep them Chicago and Midwest streets [inaudible] because...Zach: Is it not popping in the DMV?Ade: Not only is it cold, y'all not--what? Tick? Nah, that don't even make no sense. Like, what?Zach: [laughs] Goodness gracious. So yeah, so "no cap." [laughing] Going back to the podcast favs. So yes, Preston, and another one was Effective Allyship with Amy C. Waninger. That one was great.Ade: Aye.Zach: Around the same thoughts, because Amy being a white woman, and very white, right? And, like, we talked about that on the episode, 'cause the topic was effective allyship, and she talks about effective--like, she is a very white woman in a very white space, and just her just unapologetic tone around the reality of race and gender and intersectionality, really important. I would have to piggyback on one of your answers though. The Janet Pope episode was very good. I really, really enjoyed that one, and I was excited because I was not on the episode, and I was able just to listen and hear about y'all's journey, hear about just perspectives that I don't--I don't consider, and the fact that it was three black women talking too, which I was really excited and thankful for. Oh, okay, and then so a B-Side was--Latricia and I did an episode on Botham Jean, the man who was murdered by the police in his own home, and I liked that episode because it was not in any way, like, in alignment with our formula at all. Like, it was a--it was very much so, like, a--I don't want to say pop culture, but it was a current events-type episode, and that was probably, like, the maddest y'all will ever hear me on this podcast. Let me not say it. Well, hopefully it will be the maddest you ever hear me, but it was just very frank, and actually, people at my current place of employment heard the episode and reached out to me about it, like, in a very positive and encouraging way, and it helped me extend my network somehow, which was, like, an affirmation that, like, speaking truth to power is, to me, always the right thing to do. Like, you'll never go wrong in that. Like, how you speak truth to power and your method may adjust, but you doing it is not wrong. So that's three. I really enjoyed--I really enjoyed the episode with Deborah Owens about the self-advocacy, strategic networking and self-advocacy, when she was like, "You don't have a career."Ade: Oh, wow. Yeah, I remember that. I remember that.Zach: [laughing] "I don't want to do anything to mess up my career." "Sis, you don't have a career here." Boy. Goodness.Ade: Oof. A drag.Zach: No, it was--it was very funny, and then my fifth spot is kind of actually a tie between two. One is an episode where you kept on saying the person was tugging on your wig, which was the Professional Reinvention episode with my dad, Edward Nunn. That was pretty good. I liked that episode. It was tied with the B-Side for Professional Reinvention with Angela Shaw, and she's an HR business partner, public speaker, and she's the Austin Human Resource Management Association president, right? And so I really enjoyed--really enjoyed those episodes, but, you know--I don't even want to say honorable mention. I have a ton of others. The J Prince episode, even though it scared the mess out of me, was great. That was terrifying.Ade: [laughing] I remember you talking about that episode. You were freaking out.Zach: I was freaking out. And listen, let me tell you something, y'all. Y'all go back and run that episode back. That was the shortest episode in Living Corporate history. It was very short. I think it was, like, nine minutes. And then of course the DeRay Mckesson episode was phenomenal. I enjoyed that, even though the signal was bad. I appreciate the fact that he took the time to join, and he was really cool, so. You know what time it is? We didn't have it on our last episode, so now we're gonna get into Favorite Things. And this is the last Favorite Things for season one. So, you know, Ade, you typically have, like, seven favorite things. Feel free to drop as many more--Ade: Wow. You are so disrespectful. I just--I want you to know that it is on sight for you.Zach: [laughing] This is the thing. We've got to stop using--we've got to stop using phrases from the early 2000s and late '90s that don't mean what they mean anymore. "On sight" don't mean--Ade: That is what it means.Zach: "On sight," but you don't see anybody anymore, right? Technology is in the way. Now "on sight" don't mean that. "On sight" means that when I see you're green, when you're available on Facebook, it's a problem, you know what I mean? [laughing] Like, we don't see each other like that no more. It's just technology.Ade: [inaudible]. I just want you to know that the way my spirit is moving...Zach: You're moving--you're moving in early 2000s "on sight," that's what you're saying.Ade: The energy that I retain is of DMX fame, and I just want you to know that the minute you step off your plane...Zach: And come to D.C.? It's on sight?Ade: And land in...Zach: And put my two feet on the--Ade: You don't even gotta put both feet.Zach: I'll put one toe, one toe on D.C. ground.Ade: A toenail.Zach: A toenail. It's on sight.Ade: In any of the surrounding zip codes where I reside.Zach: Goodness. In the D, the M, or the V.Ade: I will fight you.Zach: Understood, I appreciate that.Ade: All right, [inaudible]?Zach: All right.Ade: So glad we understand each other.Zach: Great. [laughs]Ade: You're ridiculous. I can't stand you. [laughs]Zach: [laughs] Oh, goodness gracious. So yes, please, Ade, commence with your cavalcade of Favorite Things.Ade: I--oh, my God. I can't keep saying that I want to fight you, but I do want to fight you. All right. Okay. So my Favorite Things--I actually don't want to go with books, and here's why I don't want to go with books. We have a list of books, and I would actually love to see if we could, like, get some listener feedback on their favorite books, but we said favorite THINGS, so I don't know. I feel like we should expand our repertoire a bit. So I have three, because I always have a lot. I'm very indecisive in that way. Top favorite thing is goat meat pepper soup.Zach: Oh, that sounds good.Ade: I am making some at the moment, and my house smells like peace, joy, and happiness, and so yeah. I'm partial, but goat meat pepper soup is the GOAT.Zach: Aye.Ade: You see what I did there? You see--you see what I did? You see?Zach: That was clever. Yeah, that was good. [laughs]Ade: And you should try goat meat pepper soup with some rice noodles. It's a delight. It's a delight. I just want to say that. Next favorite thing is Rent the Runway. Now, before I get any judgment from anybody, I just want to say I'm not gonna spend $8,000 on an Oscar de la Renta dress, but I do like Oscar de la Renta's dresses, so I'll spend $300 on renting one. Bloop. That's all I've got to say about that.Zach: Understood.Ade: Thank you for appreciating me, friend. And I think my final thing that I want to just shout out is contact lenses. Now, I just want to wax poetic for a second about contact lenses, 'cause I don't know if everybody knows, but my eyes are purely decorative. Without glasses or contacts, I can't see a thing. I literally see the world like those super out of light--out of focus lights that you see in the distance in Christmas. That's my life when I don't have any glasses or contacts on, and I just want to shout out to God for working way harder than Satan, because I can't tell you the number of bruises I've gotten just because, like, my eyes didn't see fit to notice that there was a corner there.Zach: [laughs] Man, that's real though.Ade: Or how many times I have just busted my whole behind because I didn't have contacts or glasses and missed, you know, the final three rows of stairs.Zach: Yo, that's the--that's the thing. When you miss, like, those steps, like, just one or two, you feel like--like, your life flashes before your eyes. Like, you feel you're about to die.Ade: Listen. Have you ever fallen up stairs?Zach: Trust--have I? Yes, most certainly.Ade: 1. I am disturbed to find that we are united in that experience...Zach: Most certainly.Ade: But also 2., and more importantly--oh, shoot. One second. Also, more importantly, how is it that we've managed to fall UP stairs? Like, I feel like we need to speak to somebody about this.Zach: I don't know. That's the thing though. It's us and, like, millions of other people. Like, plenty of people fall up the stairs. Like, honestly, the internet has brought of course a variety of great things, and one of the best things for me is that it really has helped me feel more comfortable in the fact that I'm a klutz. I'm really clumsy. That's why when I--that's why when I go out places, I don't even be moving around that much. I find, like, one little place to be and I kind of park there, because I know the minute that I move I'ma knock something over, I'ma bump into somebody, I'ma trip.Ade: You know what? That's a really good plan, because I certainly am gonna need something. Something, something. Maybe, like, you know, that bubble. Not, like, because I'm immuno-compromised but because, like, otherwise I'm gonna bump into everything and hurt myself. So yeah, things that you've learned about me today. I'm extremely clumsy.Zach: Most of my friends, close members in my family are very clumsy. Just clumsy. Just clumsy people, and I don't know what that's about. I've heard that there's some tie-in to people being clumsy and being intelligent though. Believe it or not I have, but, you know, that could just be junk science. You know, fake news. Who knows? Okay, so those are your Favorite Things. Hm. So my Favorite Things for the season, as our last entry into Favorite Things--I also will not do books. I too will do Things.Ade: Aye.Zach: Aye. So my first Favorite Thing has to be the music that my brother-in-law Chris Price has dropped. He actually dropped an EP, and actually you should be hearing that in the background right now. It's just dope music, and I enjoy it because it's just jazz. Like, it's light jazz via piano, and what I like about it is--so beyond, like, the music itself, which I definitely listen to. It's good study music. It's good just kind of relax music. What I really like about it, the reason why it's a Favorite Thing--Ade: (Aye?) I've really got to stop saying that. It's driving me nuts now.Zach: See? Exactly, but it's cool. It's cool, 'cause I'ma run this back, I'ma cut out that little A, and I'm gonna make that--'cause we have a soundboard for season two. I'm gonna be like--it's gonna be "aye-aye-aye-aye." We're gonna just play it to death.Ade: I will fight you.Zach: That and the air horns. That's gonna be season two sound effects staples. Okay, so anyway, back to this. So what excites me and why it's a Favorite Thing is not just because it's good music, it's because any time I see someone, like, pursue their dream or pursue something and, like, really execute upon something that they have been thinking about or, like, a passion of theirs or something they find really interesting--that excites me, right? So that's why it's a Favorite Thing. So the music that you're hearing, we'll have the information in the show description so you can check it out yourself. Make sure you check it out on iTunes and everywhere that streams music. So that's one. The second thing that's my Favorite Thing has to be, and I'm just gonna come out and say it. I'm gonna come out and say it, man. Vaseline. So Vasel--Ade: What?Zach: Yeah, Vaseline. Like, Vaseline, especially in the melanated community, I think is greatly underused, right? So, you know, we don't talk about it enough, but I'ma talk about it - ashy. Ashiness, okay? So ashiness being the predominance of dry skin or a lack of moisture in your skin, and I think a lot of times--I think big lotion, the big lotion industry if I may, has deluded us into thinking that these very watery lotions are satisfactory for our skin, right? But you've got to realize, like, we don't live in a world that caters to blackness or brownness or anything like that. We live in a world where we are not the default. So that watery lotion, that hotel-level lotion, is not gonna cut it for us, and so I think that Vaseline, petroleum, Vaseline, is a great thing. It's a Favorite Thing of mine. Vaseline has never let me down. It is very cold in Dallas and in Houston--Ade: All of the shea butter in the world though.Zach: Shea butter also. So let me--let me actually amend that. Shea butter, cocoa butter, and Vaseline. And I guess--so under the umbrella of thicker moisture risers and moisture retainers, and it's really--Ade: I'm here to educate you. So shea butter and Vaseline and all of those things, they're not going to moisturize your skin. They're going to lock in moisture.Zach: That's what I said--but I said that--remember when I said [inaudible]--Ade: You said moisturizes first.Zach: Okay, fine, but then I said--Ade: I heard you though.Zach: Okay, cool, but then I said retain--Ade: Okay, but I heard you though.Zach: I said retain too though.Ade: [laughs]Zach: [laughs] They retain the moisture, right? So anyway, it's just important, man. I think, you know, a lot of y'all have--you know, a few folks have come in and emailed us about career advice and how do you do this and how do you do this. Let me tell you something. One thing you can do, anybody can do right now, is be less ashy. That is gonna help you in your career, no matter what you're trying to do.Ade: Um, sir? What?Zach: And so--[laughs] Like, no, really though. Really though, name one person that you've seen on television that's a person of color who's ashy? Malala is always--Malala? She's always moisturized. Michelle Obama? She looks moisturized to death. Her everything. There's not one dry bone on her body. Barack Obama? Same way. Idris Elba? Come on. Like, come on. Like, we know this. Oprah? Oprah never goes out ashy. We need to do--we need to do better so that Nivea--that's right, I'm coming at y'all, Nivea--all these other watery, water-based lotions, they're not for us, y'all. That's right, I'm talking to us right now. That's right. So that's--and look, that's just number two. I got one more. I got one more. Oh, Murray's Hair Grease also goes in that Favorite Things. I'm talking about thick pomades and lotions.Ade: Okay. You know what, sir? I'm gonna send you some shea butter because I can't listen to you crackle and pop over there anymore.Zach: [laughs] I don't crackle and--Ade: Don't claim you're not snapping.Zach: I don't crackle and pop. I don't crackle and pop because I use cocoa butter, shea butter, Murray's, and Vaseline.Ade: In that order?Zach: No, I just those thick--they're thick agents. That's what I use.Ade: I just...Zach: What if I start off by saying my Favorite Thing is thick agents? People will be like, "What are you talking about?"Ade: Okay, almost every time you've said "thick" so far you've said "they're thick," "they're thick," "they're thick," and sir, I'm very concerned about--about you.Zach: Thick agents. I didn't say--I didn't say "they're thick," "they're thick," "they're thick."Ade: No, no, no. You're right. You're totally correct. I understand and [inaudible].Zach: Thick agents. Cool. So that's two. Shout out to thick agents of moisture retention. That is my second Favorite Thing, then my third Favorite Thing--my third Favorite Thing is actually going to have to go a GroupMe called Blacks In Consulting.Ade: Aye.Zach: Yeah, yeah.Ade: You keep that one in. Shout out to BIC.Zach: Shout out to BIC, which is thick with black consultants. How about that?Ade: [sighs]Zach: No?Ade: No.Zach: Okay. Well--JJ, keep it in. Keep it in. Don't take this out. [laughs] So no, really though, I love Blacks In Consulting GroupMe because it's--you know, the numbers, they wax and wane, but they are always well over 5 to 600 people, always, and it's all--it's what it is. It's black folks in consulting, and we share--we have venting sessions, we share knowledge, we share resources. It's a place of affirmation and familiarity, and so it's great. It's really exciting just to be in that space, and it was through Blacks In Consulting that I met the Living Corporate--the people that would eventually comprise the Living Corporate team, and so just shout out to them and shout out to my favorite--that's one of my Favorite Things. My Favorite Thing--so it is the GroupMe, but I guess from a conceptual level it's more about the idea of like-minded people grouping together, not to exclude others, not to rise up against other people or anything like that, but in the name of just being collaborative and practicing a certain level of community along very genuine lines, and I think, you know, it's--you know what I mean? Like, to me that's a beautiful thing. And yeah, we're in there. We'll joke and we'll have fun and stuff like that, but, like, there are genuine moments of collaboration and just affirmation. So those are my Favorite Things. Those are my Favorite Things. Okay, so--Ade: And just to add to loving on BIC real quick, it's been a space where I got career advice, I got--I mean, I got to meet you, Zach, but I also got to meet some really amazing people. I got interview advice, and I found some [inaudible] partners. Not only is it a well-rounded group, but it's super effective, and it's a really great way or it has been a really great way to meet young professionals like myself, and I'm very, very grateful for that space, and you guys should definitely look for Blacks In Consulting and other projects that's coming out of that group.Zach: Ooh, yeah. That's a good point too, yeah. We don't want to give away the sauce, but definitely. In 2019, keep your eyes peeled for Blacks In Consulting.Ade: Aye. Okay, I need--I need a new catchphrase. Dear God, I'm so tired of "aye."Zach: Well, the first step is awareness, right? So we can--we can workshop some new phrases in 2019. Like, we have plenty of time, and--Ade: No, no, no. Today. We're working new phrases today because every time I hear it come out of my mouth I'm just kind of like, "A what? B? Can you go with another letter? I don't know, Sis. Something." I'm dragging my own self over, like, verbal cues.Zach: [laughs] You've said it like 20 or 30 times this episode. It's okay.Ade: 20 or 30? Oh, my God.Zach: [laughs] Slight exaggeration there. Okay. Okay, okay, okay. So now we're gonna get into Thank Yous, thank yous. What thank yous do you have?Ade: Thank you, thank you. You're far too kind. Okay, tell me you know where that came from.Zach: You said, "Thank you, thank you. You're far too kind."Ade: Yes.Zach: Man, I'm drawing a blank. [inaudible].Ade: [gasps]Zach: You're gonna say it and I'm gonna be like, "Duh." Who? Not Jay-Z. Who?Ade: Yes, Jay-Z. Numb/Encore with Linkin Park.Zach: Okay, cool. My word. Yo. Man, first of all...Ade: [sighs] You disappoint me.Zach: No, no, no. It's crazy that you bring that up because I was just thinking about the Black Album yesterday. I was listening to an episode of The Evening Jones with Bomani Jones, and he was talking--somebody asked, like, "Is the Black Album a classic?" And I was like, "Yes."Ade: Uh, duh.Zach: Like, the Black Album dropped when I was 14. Man, let me tell you, [inaudible]--Ade: When you were how old?Zach: I was 14. I was in eighth grade, yeah.Ade: Oh, boy.Zach: And it's funny, right? Age is--age is not relative in that, like--I mean, come on. Like, they're distinct numbers, but what you think is old and young is relative to the person, right? So on The Right Time, most of the people there were, like, in their--they were older. They're, like, in their thirties and their, you know, maybe early forties, and they're talking about, "Yeah, I remember when I was in high school listening to the Black Album." "I remember when I was just graduating high school and getting into college listening to the Black Album," and [inaudible] I know I shared. I was like, "Man, I was, like, 13, 14 when the Black Album dropped." I think I was 13 actually. And everybody was like, "Dang, you were young," and then you're like, "Nah, I'm old." Like, 'cause how old were you? You were like, what, 9? 10?Ade: I plead the fifth.Zach: Yeah, you were mad young, right? So anyway--Ade: I plead the fifth.Zach: [laughs] Anyway, so yeah, we're getting to our Thank Yous. Ade, would you like to go first or would you like me to go first?Ade: You go first.Zach: Okay. So first off, a major thank you goes to my wife Candice, who was more than encouraging for me just to get all of this stuff going and getting it kicked off. Like, this was a big deal in just our home because this takes time and energy away from other things, and money of course, right? Just to kind of get things going and getting started. So definitely thank yous to her and just my family, just all the support. My mom, my parents of course, and then my mother and father-in-law for sure. Very encouraging, very supportive in everything that I do, and they're just--they're just great. Like, they're great. So that's just starting with just family and just close--and I'll throw close friends in there too. And then thank yous also go to all of the guests for season one. Like, people responded to us with such excitement to be on the show. Like, we did not have to really beg a lot of people. That was crazy to me. So thank yous to everybody that was a guest. Special shout outs to George Okpamen, who has been super supportive and just over the top--Ade: Sure has.Zach: Right? Very supportive. Amy C. Waninger, who always retweets things. Kyle Mosely. Rod with The Black Guy Who Tips. That was actually another favorite episode too, Rod with The Black Guy Who Tips. Super cool. Very White Guy. I mean, the list goes on and on, literally every single guest. J Prince too. Just people who are willing just to be on our platform and just be a part. Like, it's amazing. Other thank yous go of course to Sound Man, AKA JJ. JJ, man, please give yourself a round of applause real quick-like please.Ade: Seriously?Zach: 'Cause man, you've been just super instrumental in getting all of these things together. I mean, between the full episodes and the B-Sides and the--I mean, it's crazy. And another thank you goes to actually someone who's very behind the scenes but is super instrumental to everything we do is Aaron. So Aaron is our admin, and so, you know, someone--so someone pulled me aside one time and they were like, you know, "So where are the white guys? Where are the white guys?" Like, "Why are you excluding the white people?" So first of all, we do not exclude white people. We've had white people on Living Corporate, okay, as guests, and Aaron, who's on the team, is white. So there, okay?Ade: You just totally pulled the "we have a white friend" card, and I want you to know that I'm about 30 seconds away from laughing [inaudible].Zach: [laughing] But we don't just have a white friend. We have white friendS, right? We've got Drew.Ade: Plural.Zach: Plural. We have Drew. We have Amy. We have Aaron. Okay?Ade: Okay, I'm gonna need you to not list all of the white people who like us. Thank you.Zach: [laughs]Ade: I'm not doing this with you, sir. [laughs]Zach: Here's the thing. See, look. It's so funny, right? 'Cause I was about to get defensive and name, like, two more white people, but then it's--like, that's kind of proving your point. But no, in all seriousness, right, like, I just want to thank Aaron. He certainly is our forced diversity hire. The government, the radical left, came and made us hire somebody white, and so that's where we are. [laughs]Ade: [sighs] All right. When we get kicked off of Apple Podcasts, I will just point to this moment.Zach: You know that's what people think though. They think, like--they think, like, the government goes into companies like, "You have to hire--"Ade: Certainly.Zach: You know? It's just ridiculous. So of course we [inaudible]--Ade: But also just point to this second in time. Like, I'm not mad at it. You are spitting facts, however...Zach: The loony left! Nah, but in all seriousness, Aaron is great, and he's been doing wonderful work. And then last but not least, I want to thank the people who are still kind of, like, on the periph--who started off, like, really closely in Living Corporate but now they're kind of more so on the periphery or doing other things, and that's Latricia, Ade--I'm about to say Ade. Latricia, Ola, and Parin, and Hannah. So all of them have had, like, very critical and instrumental parts of Living Corporate and just getting started and us kind of, like, getting some frameworks recognized and developed, and we've been able to continue to move forward, so I want to thank them. And then lastly--I know I said lastly before, but lastly I want to thank Sheneisha White, and she's actually our researcher, and so you'll hear more about her in season two, but yeah. And I'm sure I've missed somebody, but I don't think so. So yeah, those are my Thank Yous.Ade: Those were great, and exhaustive, so I don't have too much more--Zach: Oh, okay. [laughs]Ade: Look. Listen, you did it. I appreciate you taking point on that because I know I would've forgotten somebody that was super integral, and then I'd feel bad for the rest of all my days, so thank you for sparing me the guilt. Personally, I would like to thank my partner, my friends, my family. I feel like I'm at an award show and I should've prepped a speech, but in lieu of that I do want to say my deep, heartfelt thanks to, you know, everybody who has supported this endeavor, everybody who has given us feedback, who has--I'm gonna shout out my friends [inaudible] and [inaudible] just championing and really supporting in ways that I didn't even expect. I didn't expect my friends--in a lot of ways, they were the very first to recognize, "Hey, this is a really dope thing, and you guys should keep doing it." Not only was that useful for us and helpful for us, but it was just empowering in ways that I don't think they know, and I hope that I'm only a quarter as good of a friend as you guys have been to me. Shout out to [inaudible] as well. Shout out to [inaudible] as well, but I really appreciate all of you, and I've gotten more than one comment about how beautiful my voice is, and I have never been so self-conscious about it before, but I really appreciate that people appreciate my voice, so there's that. Yeah. In all, I'm really grateful that the most expensive thing that you can be given is someone's time and that you guys have come back time and time again to spend your time with us and listen to what we have to say and the content that we are producing is just--it's a humbling thing, and I really appreciate all of you. And finally, I really want to thank you, Zach, because you've poured your heart and soul into this project, into this platform, and I think everyone who knows you knows the amount of time and effort that you put into this project. Up to 3:00 a.m. mornings when we're both up and we're like, "Why are you up?" "Living Corporate. Why are you up?" "Insomnia." So... [laughs]Zach: [laughs]Ade: Yeah. I just really want you to know that I've never met anybody with your work ethic, with your passion, with your drive, and your humility. All of those things are important because otherwise I don't think I'd be able to like you very much because I'd be like, "Who's this guy outperforming me? How dare you?" You've really defined leadership for me in a lot of ways, and I appreciate you.Zach: Man, first of all, thank you, Ade. Like, none of this was scripted at all so I wasn't expecting that, but I definitely appreciate it, and I appreciate you. One of these seasons we're gonna have to talk about, like, your journey, right? Like, this--like, over the past, you know, seven, eight months, and the growth that you've shown--Ade: I don't know if I can put that on a public platform. [laughs] Wait.Zach: [laughs] But no, just the growth that you've shown and the obstacles that you've overcome and the resilience that you've demonstrated, and just all of the--just the development. I mean, there's just so much there, so I'm inspired by you, and I'm excited to be here with you and to continue forward with you on and through Living Corporate. So cool, enough of that 'cause I'm not gonna cry. Let's talk about some house-cleaning and just kind of, like, what's next for Living Corporate, right? So you guys--I'm sorry, I don't want to be so hetero-normative in my language. You all should know or should be hearing this around Thanksgiving, right? So we're recording this in mid-November. You all should be hearing this on the 23rd or the weekend of the 23rd around Thanksgiving. The regularly scheduled programming of Friday Living Corporate episodes, either full episodes or B-Sides, will be on pause until early 2019, which will be sometime in mid-January or so, okay? So that's when we're gonna be coming back. We will be back in mid-January, and that's gonna be, like, our formal, full episodes. Like, that's when those will come back, but in the meantime we actually have a really exciting partnership that we want to announce for you guys, for you all.Ade: Sure do.Zach: And that's what with the Coalition of Black Excellence. So the Coalition of Black Excellence is a non-profit genuinely focused on the uplifting and professional development through networking, through education, of black professionals. They're based in California, and they have a really big, major event called CBE Week that's gonna be happening in early 2019, and so we actually have a partnership with them to really feature a lot of the speakers for that event as special co-branded, co-facilitated learning series that we will be airing through this platform, through the Living Corporate podcast, up and leading to--up and leading to CBE Week, okay? So you'll be hearing those on Mondays, okay? Those will be starting up soon. So if you heard this on a Friday, really you'll likely hear that content--the first episode for that particular learning series will be dropping that following Monday, okay? So make sure you stay tuned for that. We're really excited about that, really thankful for the opportunity to work with the Coalition of Black Excellence in this regard, and we actually have even more content that we're gonna share with you around the CBE Week as it gets closer, but we're gonna hold some of those jewels back for ourselves. So we're excited about that for sure.Ade: Definitely.Zach: What else, Ade, housekeeping-wise? What else do we need to talk about?Ade: While we're gone, please keep sending us your letters if you want to vent, if you want to write, if you want to ask questions. We're on hiatus, but we can certainly--maybe get on Live and answer a couple questions.Zach: Ooh, that's a--what a good idea, yeah. I agree with that. No, we should definitely do that. That's a great idea.Ade: Thanks.Zach: Yeah, and then also--listen. Now, look, I'm not gonna share all of the--all of our download data 'cause I don't--you know what I'm saying? I'm not trying to give away the sauce, but look, we have thousands--we have thousands upon thousands of downloads every month, right? And I share this to say I need y'all to give us five stars on iTunes, okay? Please. That would be a great holiday gift for us. Give us five stars. Like, right now I think we're around, like, 115 or so. I need to check again. I know that, like, they come in kind of in delays, but let's see if we can get to 200 before January. Can we do that? Can y'all get on and just give us five stars real fast? It don't take too much time, and I know y'all not some haters 'cause y'all listen to the show. Like, there's plenty of people--thousands of people listen to the show every month, so just go ahead and do that for us. The last thing is to make sure that you run back some episodes. I know that we publish on a weekly clip, and some people have commented like, "Man, y'all are really putting out a lot of content. It's hard for me to keep up." Like, thankfully it's a podcast, so you don't have to even quote-unquote keep up. Now you can just go back and listen to 'em. You have a little bit of a break. So make sure you check out some episodes if you missed anything. We have some really great content, really proud of it, and yeah. Okay. Well, if that's it--Ade, is there anything else you're thinking about?Ade: As y'all go into the holidays, I hope that you have a peaceful, blessed time. If you get to spend your time with your loved ones, I hope that you hold them close, you hold them tight, you have wonderful, wonderful memories--you make wonderful, wonderful memories, and if you are not around your loved ones or your chosen family, if you have to spend time in uncomfortable spaces in this holiday period, I pray for peace for you as well. I pray for ease for you as well, and, you know, make sure that you prioritize your mental health. The downside to a lot of the holidays is that you're sometimes surrounded by people who trigger you, people who put you in unhealthy situations, and I want you all to choose yourselves first. Take time off work because those people will replace you in a heartbeat if necessary. So as important as it is to build your brand, build yourself, like we were saying earlier, make sure you make time, you make space for healthy habits. I think that's all I have to say. Oh, see y'all next year. [laughs]Zach: [laughs] All right, y'all. Well, yeah, so we definitely will. And, man, echoing everything you just said, Ade. That's dope. That's super agreed. Hit us with the wisdom. I'm over here trying to rush out the door. Yeah. So you will hear other Living Corporate content, but as far as the Living Corporate regular season goes, you will hear us as a duo next year. So with that being said, you've been listening to Living Corporate. My name is Zach.Ade: I'm Ade.Zach and Ade: Peace.Zach: [scat singing]Kiara: Living Corporate is a podcast by Living Corporate, LLC. Our logo was designed by David Dawkins. Our theme music was produced by Ken Brown. Additional music production by Antoine Franklin from Musical Elevation. Post-production is handled by Jeremy Jackson. Got a topic suggestion? Email us at livingcorporatepodcast@gmail.com. You can find us online on Twitter, Facebook, Instagram, and living-corporate.com. Thanks for listening. Stay tuned.

In the podcast today we listen to Adelina from Spain talk with Chris from Belgium about her thoughts on Education in her country. This podcast is lesson #1255 on elllo.org Here is the transcript to the coversation: Chris: So Adelina, I guess it's not polite to ask a girl for her age, but you must be more or less like me, 31, you're in your early 30s or maybe a bit less? Ade: Well I just turned 34. Chris: Wow!  Well you wouldn't say that.  Well, what's your profession, what do you do? Ade: I'm a translator. Chris: Oh wow, translator.  And how long do you have to study for that, let's say if you want to become a translator, how many years of study is that? Ade: In that time it was five years, but now I think they cut it one year, so now it's only four. Chris: Okay, right.  And generally not only university or high school, but generally the education system in Spain, you think it's good, you think it's a good system? Ade: I don't know, I'm not into that anymore.   But I don't think it's good, I don't like it, no.  No, because I think there are so many things that needs to be changed because we need to improve our education system with the time.  We are in a technology era, okay, so I don't think they need to learn ... I don't know, the Second World War, you know, because it's not useful anymore.  So I think there is a lack of languages in Spain.  People don't speak languages at all, so they should focus a little bit more in teaching the kids how to speak another ... more foreign languages, you know.  Plus, I think also there is a lack of ... make the kids unique.  So you cannot teach everyone the same thing because each person has potential and special skills.  So I think the teacher shall be know a lot their students and focus on their abilities and their skills and try to grow them, to make the kid be ... I don't know, more talented, more creative and this world will be much better, I think. Chris: Yeah, it's true.  Parents only want the best for their children and they choose for their children.  And when you talk about teachers, I mean teachers as well, they don' t... I don't think they care the most, I mean maybe in their first year, but when they are 10 years in teaching, I don't think they will really focus on one kid and saying, "Let's go talk to their parents because this kid really has to do this or that." Ade: Yeah, I don't know, lately I see a lot of news that the children are aggressive and is the poor situation of the teachers, they become like victims.  But I think also that if the teenagers are aggressive it's because they feel lost, they don't know what to do with their lives. And that becomes frustration, and with the frustration comes the aggressive attitude, you know. Chris: Yeah.  Well it's only now if you look in Spain, as you say, on the other hand people study ... parents put a lot of money in their kids to study and have their diploma and then finally they graduate, but there's no job or maybe shall we leave that for another time, this discussion? Ade: Yeah.  But the thing is that it's too much theory and not practice.  So they need to practice what they're going to do in the future you know.  But I cannot save the world, so this is a topic, it really, really get out of my nerves.  So yeah, as you said, maybe just stop in this point. Chris: Okay.  Well, thank you very much.