Podcast appearances and mentions of eileen scully

Spicy headline? Yes.  I will kick this off with this statement: diversity and inclusion in the workplace has become not only increasingly relevant in recent years, but increasingly important as well, and for good reason. A diverse and inclusive workplace not only benefits the employees who work there, but the organization as a whole. Research shows that diverse organizations are more profitable, resilient and successful than those that haven't quite caught up to modern times. That said, there is an undercurrent that is hushed and not spoken about in the open as much as it should, and that's what's to do with the white men in the office. Because traditionally, when we talk D&I, we aren't talking about the white guys.  Much more detail in the podcast, but there is an emotional challenge for men, who had expectations of promotions and ongoing success, that feel that they now have opportunities denied them.  It's a touchy subject to bring up, and while some would say, “yep, tough life,” others would say that there are better ways of going about it.  It's a perfect example of macro change inflicting specific challenges onto micro situations. But while we should encourage more Diversity and Inclusion programs, we should also encourage the dialogue to ensure that resentment doesn't build within the organization.  Stats, examples, details on the episode – would love your commentary – and look forward to chatting soon! Your Title Goes Here Your content goes here. Edit or remove this text inline or in the module Content settings. You can also style every aspect of this content in the module Design settings and even apply custom CSS to this text in the module Advanced settings. Click Here For an Unedited Transcript of the Podcast Welcome to Bellwether. Thank you for being here. Episode 115, what are we gonna do with all the white guys in the office? Very hyperbolic, very spicy hyperbolic title. I know I'm gonna go with it. Apologize for the cold, please bear with me while I do it. Um, yes, spicy topic. There's a lot of white guys in the office. This is not an attack on white guys. This is actually a serious thing that, uh, I've talked to a lot of clients about. 0:29 And this is, um, there's this undercurrent that we need to address. Um, I'm gonna kick this off by saying diversity and inclusion programs are necessary. They are great. They're not only increasingly relevant, but they're increasingly important. And we're learning a lot about what's, you know, what can change in the office and what's possible with a more diverse workforce. And, um, how much benefit a really diverse workforce brings. And, uh, companies and individuals working in diverse workforces are, are more productive. 1:01 They're more profitable, they're more, uh, culturally aligned. The culture's more dynamic. The measurement is there, the science is there. It's all very, very good. And I love the diversity and inclusion programs that are going on. That's great. So research is there definitely worth it. Definitely important. We still have a lot of work to do. That said, there is an undercurrent, this little hush hush kind of not spoken about really in a certain type of way, as, as much as it should, is what are you doing with the white guys in the office? 1:32 Because when we're talking about diversity and inclusion programs and diversifying leadership and diversifying the things that really matter, when we talk about diversity, the first thing that comes to your mind is generally not a white guy, . Um, and the the philosophy behind that is that, look, and I had a conversation a long time ago, Eileen Scully was on, she wrote a book, um, she wrote a book about the, uh, the workplace and, and women in the workplace. 2:01 And basically what she said on the, the, the podcast, which resonated with me, is everything about work was built by white men. Okay? And that doesn't work for everybody. And now, as the world's changing and catching up and doing all of these types of things, um, we need to, it's not set up for women. It's not set up for black people. It's not set up, you know, it's not just creating work. 2:21 There's an environment within which we work. And so that's evolving and that's changing, and it's very, very good. It needs to change. Um, workplace and leadership has traditionally been run by white guys, right? And there have been some, you know, and I I'm saying white guys, it's mostly men. Uh, we're seeing more, if you take a look at leadership teams, right? The head of HR is generally a woman. The head of legal is generally a woman, but exceptions, you know, obviously exist. 2:49 But if you take a look macro at the, the world, it's, most CEOs are men and most COOs are men. And, um, and that's CFOs are men. And that, that's it, right? And it's, it's not that it's been intentional, okay? I wanna make sure that that's kind of Dr. It's not this intentional kind of, well, this is the white guy club and you're not allowed to be in it, even though it's kind of presented that way. 3:11 If we take a look back over how these things just happened to evolve, right? Women weren't in the workplace because they, we didn't really have the technology to, you know, there was the kid thing and all of that. And women are taking control and changing their priorities on that. And, and either waiting later to have children or now there are more, you know, workplaces caught up starting to catch up in terms of allowing women to have children and do that balance thing. 3:34 And, you know, society is changing that type of way. Um, the black people coming into the workplace, that's a whole different challenge. Um, which we still have more progress to do on that. Um, right? It's just, I mean, that's, they've always been left out, whether subconsciously or not, um, from golf clubs to work clubs, they're just, you know, they haven't been there. And so we're making important inroads on that, and that's good. 3:59 Um, so any diverse group, I guess it's just kind of the way that it evolved. For right or wrong, some people did bad things, some people just were negligent and didn't pay attention or just didn't care, right? And, and that's just the way it is. But let's talk about today, um, because we're making progress and that's great. Um, and the situation we have today, we're making inroads and that's great. Here's my challenge. 4:22 Well, it's not my challenge because I have my own business, but the challenge I have with some of my clients, um, and they'll remain nameless. Companies will remain nameless, but there is, um, I mean, if you take a look at my, the population of my clients, I've got the businesses and we're doing good kind of future of people work and all of that stuff. We don't really talk about diversity and inclusion. 4:42 I'm a white guy. Nobody wants to listen to a white guy talk about diversity and inclusion. Um, so I don't even kind of go there, but we talk about how do you structure your people and all of that kind of, you know, beyond any of who those people are. Just let's talk about in terms of, you know, logic and, and everything else. We could worry about that other stuff later. Then my individual coaching clients, you know, they're working with me, they wanna get to the C-suite they're doing, and they're probably half men, half women. 5:07 Um, it's really split down the middle. But then out of the guys, uh, actually out of all of them, it's mostly white people because there's mostly white people at work. And, you know, I do have different races that I work with and everything else, but when I think about the guys that I work with, it's mostly white guys, and they're looking to get up into the C-suite and do all of these things. 5:26 I mean, there there is this segment of middle management or upper middle management, whatever you wanna do it. Um, it's white guys. They, they, um, they, they look at corporate leadership, they look at the change and they see what's happening and they're losing the motivation to go forward because they don't see a future. And here's my thesis statement. I'm gonna make the thesis statement now, then I'm gonna talk a little bit more. 5:53 Oh, I just lost my pen. Um, when you make inroads to diversity inclusion, which is good, these opportunities were never afforded people before, right? The women coming up through the workforce in the eighties and the nineties, um, dealt with some crazy bs, didn't have the real opportunities afforded to them. You had to be like a vicious person in order to get there. And, um, and then that created new problems in terms of, you know, type of person you are and everything else. 6:18 Um, so the opportunities weren't really there. They're there now and that's great, and they're excited and that's wonderful and they should be, and that's fantastic. People of other races, right? Black people, everyone else, same thing. Opportunity wasn't really there. We're finally, you know, people are starting to pay attention. Probably say, Hey, you know what? Diversity is a good thing. This is all kind of stupid. The way that we've set it up. 6:37 Let's move it forward. Opportunity is there that wasn't there before. This is great. They're excited, they're doing it. There's investment and there's groups and there's all kinds of stuff for women and, and for, uh, everybody. And that's excellent. White men came up, and I don't know if this is generational, uh, because it may be done by the time, like the millennials get through it. So it could only be like a short term challenge, uh, came up with the expectation assumption that they were going to keep working and working hard, and they would have promotions and they could work towards promotions and do all of that. 7:06 That's been taken away in some instances. And I'll give more kind of details on that in a little bit. And so it's not, that opportunity hasn't been there, it's opportunity feels like on an emotional level, it's being taken away. And this is on an individual basis, okay? So at a macro level, yes, we need more diversity, right? But simple math will tell you there's only a set number of leadership positions. And so we gotta change the dynamic. 7:31 And so the conversation that's happening is, um, I should have gotten that role. I can't because they're not gonna put a white guy in that role. Um, whether they should or shouldn't perceive it that way, you know, we could talk about that and, and we'll talk about that a little bit. I've been in meetings, here's, you know, perfect example. I had a client who was up for a promotion, should have gotten it, was told by his boss, like, go in for this job. 7:55 We're gonna be redoing things. Like, this is you, you're the perfect guy for it. He was incredibly well suited for it. Um, and then they said, well, we have to open it up. So they opened it up and the HR person told him that he asked for an update on what the job thing was, um, that this is a quote, we didn't get any women of color to apply for it, so we're putting the job on hold. 8:15 And now this is a major role. They can't really put this role on hold, but they're putting it on hold. There are no in this industry and, and job type, I don't know. I asked him, you know, are there women of color in this? Right? And he's like, no, I don't know anybody. Like this is not, it's just not there, right? So it's a misguided kind of attempt at just saying, we have to put a person in here and there's a misinterpretation of the way that diversity's supposed to work. 8:40 And so now he's not getting the job, the job is being shelved. And, and, and that's it. And so now he looked at me and he's like, Jim, am I done? He goes, I think I'm finished. I've invested. I mean, he's in his early fifties. I I've invested my time, I've done done all of this stuff. He said, if I can't, like this was my natural next, this is where I was supposed to go. 8:59 And I guess I'm, I guess I'm finished. Um, now outside of the HR person, probably shouldn't have said that, obviously. Uh, but I've been on calls where the execs said, there's no way we're putting a white guy in that, in that position. And the HR person goes, you can't say it that way. You know, you gotta say it this way. Uh, , you say it like this. I remember sitting in, in finance, uh, person up there said, you know, our priority this year is to only promote women. 9:20 And every guy just basically pulled out their phone and said, who else is hiring? Right? Like, I guess I'm, I'm not getting a promotion this year. And so there's this semantics of, right. They didn't say it the way they should have said it, but like, we all know what it means. And the guys are like, well, what about me? Right? So macro, and here's the funny thing, most white guys are for it. 9:40 Most guys are for the diversity and inclusion and everything, and they wanna mentor. And, um, and here's the funny kicker about the one client he sponsored and started the diversity and inclusion thing at the workplace. Um, he was a white guy, but he said, this is really important and he championed it and everything else. And, and, uh, now he feels like it's burning him. Um, now it's emotional versus logic. And, and we've got all of these types of things and, and we have these assumptions. 10:04 And, um, and so, so we have to think about how this evolves and how do you at least engage these men in conversation to say, look, you still have value. There still is a future, right? The macro thing is very important, but on an individual micro level, people will say, well, what about me? Right? I agree with that. You know, it's like, I, I want speed bumps in the neighborhood, but don't put it in front of my house, right? 10:30 , and, you know, I don't wanna listen to that. Um, I feel like, and I, I feel like this is short term, the more I think about this, right? It's, it's a generation X, not really baby boomers, they're kind of done, they're out of the office and they're, they're, um, just hoarding their money and doing whatever. But, uh, most boomers are kind of gone. We're in the Gen X world now. It's a Gen X challenge, it's a millennial challenge after that, GenZ and all that other stuff, they've, they're growing up in a different type of, um, a different type of world. 10:57 And so, um, I hate to present a problem and not have solutions, but this is a topic that I'm, I'm talking to a lot of people about, uh, just write an amazing book called Men Without Work. Apparently something like almost 20% of able-bodied men are out of the workforce, not even looking for job. They're not even included in unemployment numbers. They're out of the workforce and, um, not looking for a job, which is insane to me, right? 11:24 And so where are these people going? And I was looking through the data and reading the book, and they said, well, you know what, more women came into the workplace, which is good. So we don't see that there's less people and you know, this whole shift. But now we've got a societal issue where you have no motivation, no type of work. A lot of the research in terms of happiness surveys and everything, there was a, a, a male one that had happened years ago where what gives you energy? 11:49 All the women had answered it, you know, my family gives me energy. And, you know, all this above and beyond what gives you purpose and everything for men was my work. And if you take a look at suicide rates, the biggest suicide group are men over the age of 60. And a lot of people are tying them back to the fact that they don't have work and they don't have purpose. They've retired, they don't know what to do with themselves. 12:10 They don't, you know, there is this societal shift that's happening and men have to figure it out. And when we take a look at, I have no future at this organization, you're pushing the, the age limit. You know, what are the guys in their forties and fifties gonna do? Where, you know, when I've hit my ceiling, now I've got another 20 years in this role. I don't wanna do that, right? Do I have to do a fundamental shift? 12:29 Do I have to do a fundamental change? I have to go to a new industry, like there's, and look, life's life sucks right there. There is this aspect to it. Welcome to life, it's gonna hit you hard, wear a cup and move on. So there is kind of a little tough love that needs to happen. It's not like we have to handhold all of these people. Um, but there is this psychological kind of thing. 12:47 And, and we know that men don't like to talk about the stuff we don't like, for a lot of reasons. Not because we can't, but because we just don't wanna burden other people with our problems. And, and we like to say, well, you should talk about it. Some guys just don't want to. Um, but there are, by the way, if you are in this situation, you're a guy listening to it, there are plenty of people who will talk to you about it and wanna talk to you about it, and we'll help you articulate it. 13:07 And that's, you know, there are challenges and opportunity and, but generally what we have to do is we kind of have to, we have to work through it, we have to articulate it, and we have to talk about it. Uh, so what can we do about this? This is, I'll remind, um, and we could talk to leadership, we could talk to individuals, we could talk to anybody. But remember, this is an individual challenge. 13:27 It's a weird one because it's, the macro challenge is we don't have enough diversity in the workplace, okay? And that's a macro general look at the numbers. It's true, it's there. And so we have to fix that challenge. But on an individual level, uh, what's my path and what does this mean for me? And the devil is in the details. And when we talk about macro change, we gotta talk about a micro individual. 13:52 Um, and some people in your ranks are getting very frustrated because they don't feel like they have a path and they don't know where they're going to go. Um, when we take a look, last week I talked about ambition. Where'd the ambition go? Is we don't know where we're going, right? And this is kind of doubly true for, for the men. And so, um, I'm not saying it's right or wrong, I'm saying it's a challenge we have to deal with. 14:13 So first, I mean, the first thing I would say in terms of solutions, these probably aren't the greatest solutions, but I'll start the conversation, is number one, we have to recognize that this is a challenge, right? And you can't just ignore it. When we're putting together diversity and inclusion programs, we have to include white men in that, okay? Because it's, there is this shift of what's happening and, and they have value to bring it, and they're very supportive of it. 14:34 But we have to recognize that this is an emotional challenge for men. Um, and we can't coddle them and, and, you know, do it. There's, there's an appropriate way to do that, but we, we don't, we gotta figure that out. So anyway, that's one, I'll just start my pen again. So that's two pens. Um, number two, we have to foster dialogue if it's possible, right? And, and this is a very difficult challenge to do. 14:57 I had a, um, , a friend of mine does workshops, and they went in and, and these women went to the manager and they said, Hey, we want for the women's group, we want a leadership development. This person come in and do it. And then says, look, you can do it, but then you also gotta do one for the guys, right? Like, if you want to do that, we're gonna be equitable and try and do the right thing. 15:16 They said, fine. So the women's leadership one was mobbed, nobody showed up to the men's one. And the women are like, look, we gave a men's one, nobody showed up. Um, but it was called Why your toxic masculinity is ruining the Office, or something like that. And so they created it for the men, but it was very , right? So we have to be careful about the way that we're accusing individuals, right? 15:36 We take this personally and we do this type of work. Um, so there is a right and wrong way to go about it. We have to be smart with the way that we, we talk about all of these things and, and we talk about it with, try to remove the emotion from it and just talk about the logical look. You've got a fruit salad that's full of just, you know, cantaloupe. You gotta add strawberries and, and blueberries. 15:56 You might have to take some cantaloupe out of it, and that's it. Then you have a good fruit salad. So that's it. We want the flavor, we want the changes, we want diversity. And that's, you know, it's an important thing. And there's still value that you can bring. And, and maybe we have to change the mentality of our people in terms of is it status, is it role title, is it, you know, do we change? 16:12 And, and this is the good work that we're doing with, with the corporate clients, is we're restructuring the way we think about people and the way we think about, um, accountability and agency and, and what people can do. And, um, so that will work itself out in the wash, but we still have to address it. Help them also as an idea to become agents of this change, to be involved with it. 16:32 Don't just have this change thrust upon them, have them be active components of it. A lot of white guys are really into this and really wanna be helpful. And this is another way that we can, we can do, um, bring more value to diversity and inclusion programs, is that they do have a voice. And as we rethink the workplace, that can provide value as well. So, more to come on this and, and I have a lot more thoughts, and I'm gonna still articulate them. 16:54 I'm interested in yours. Um, but for leadership, recognize it's a challenge. How we communicate it, how we share it, how we talk about it is incredibly important. It's a delicate issue. Um, but most guys really can't feel like they could talk about it. And so I'll say for you, why not? Who cares? And let's see what, let's see what could come out of it. So, um, this is beyond talking points. It's a big thing. 17:18 Good luck with it. I'm happy to talk more about it. I'm happy to talk about how we can accommodate them and bigger, um, and bigger types of discussions of people. And, and, uh, and as these diversity and inclusion programs do really, really good things, we can, we can figure out a solution for everybody. So good luck. Have a wonderful week and I'll see you next week. Thanks.

In recent years, more people have decided to diversify their incomes, finding side hustles to compliment full-time or part-time jobs. Plus, the possibility of remote work has created a lot more opportunities. Eileen Scully, The Rising Tides founder/ CEO and business consultant, and Danny Jiminian, creative entrepreneur and attorney, join us to talk about how to get your business off the ground. We also take your calls.

Milestone alert! This week I have published my 100th episode of the podcast – a milestone that has been a long time coming; with over three years of interviews and rambling, I hope that you have enjoyed it as much as I have. I've learned a lot these past few years, and sometimes it's fun to stick your head up, look around, and see where you are in relation to where you started and where you want to go. Starting with the great friends who did early interviews, through the pandemic, and now looking at new opportunities, it's been a fantastic journey.  That journey will continue! So on this week's episode, I explore it a bit, get reflective, and look at a bigger picture.  We all leave some kind of legacy. (I get it – the podcast isn't really one). But we can bring the best out of ourselves and others … and I hope this little corner of the podcast world is one way that does that.  Happy listening! Your Title Goes Here Your content goes here. Edit or remove this text inline or in the module Content settings. You can also style every aspect of this content in the module Design settings and even apply custom CSS to this text in the module Advanced settings. Click Here for an Unedited Transcript of the Podcast Welcome to bellwether. Thank you for joining episode 100, I've hit the triple digits. We're at episode 100 and, uh, it's a bit of a milestone and it's nice to hit milestones. And I, you know, I was just cranking along doing whatever. And I was saying, what am I gonna talk about this week? And I said, oh, holy cow, last week was episode 99. That means that this is episode a hundred, which is very exciting. And so when I think about what I'm gonna talk about today, it's, I'm gonna talk me and that's fun for me, right? Just once I'm gonna talk about me and, uh, and all that, I've learned doing a hundred podcasts and how I look forward to doing a hundred more. Um, it's been a hundred, a hundred episodes slowly over a little over three years, three plus years, I guess it was around March and 20 you one of the years. Speaker 1 (01:06): Um, but I've been doing about 30 a year doing about 30 episodes a year. I've learned a lot. I've learned a lot about how to do a podcast. I've learned how to create something consistently. Um, learning is my thing. So I'll talk to you a little bit about what I learned by doing that. Uh, but, but a hundred episodes, some have just me, some have been other people. I think if I look back over this, it's, it's a crazy time to just pause. Matter of perspective, where are we, where am I from when I first started it to doing, you know, what I'm doing now and how the podcast has changed and how my business has changed. And it's, it's just a fun exercise to pause and take a look around and get that, that momentary look in the mirror and, and that momentary bit of perspective, and, you know, take a look around, do you like where you are? Speaker 1 (01:58): Where do you wanna be? And where do you want to go? And that's, you know, that's my jam. That's, that's exactly what I like to do. So where have we landed and where are we going? So let's chat, you know, I didn't, I didn't write down much for this. Um, I like to ramble sometimes. So that's what I'm gonna do, but I, I I'm, I guess what I'll talk about in, in three buckets is, is why I do the podcast, what I've learned, doing the podcast, and maybe what I think about, you know, how this will inform me going forward, I guess, and the way I, I think about things and, and I get nice compliments from time to time, not just on the podcast, but people like, um, or at least some people do like the way I think about things. And so I'll tell you how I think about things a little bit in terms of the podcast and everything else. Speaker 1 (02:41): So, uh, why do I do the podcast? I get a lot of requests for info on how do I art a podcast and why do I do it and all, all of that stuff. So, um, I do it because it's cathartic for me. And this was really, you know, for years I was just pining to get back into radio. I had a radio show years ago with a good friend. We did all kinds of stuff. And I, I did college radio, we did all kinds of fun stuff, and it was just like a cool thing to do. And now it's just a little more accessible where I could just say, screw it, I'll do a radio show. Why not? And that's kind of what, what the podcast came out of. And if I look back at how it changed over time, it's almost like I was, you know, when I think about it catharsis and, and getting things off my chest, but it's also helping me articulate the way I think about things with my clients, the way I think about things with people, strategy and business and organizations and how they should be approaching, uh, uh, work and, and their people. Speaker 1 (03:35): And when you think about how quickly things change and what I wish I knew and all of those types of things, that's, that's really what it came down to. So, um, it, it helped me find my voice and my opinion. Uh, and if you read the book, you know, all about, I love the idea of a belief system and, and, and all of those things. And, um, I mean, it's, it's so cool to, to be able to have a, a valid opinion that you've thought through, because if it's a feeling you have, or, and there's logic to it, then it's valid automatically. And that's where, where most people skip over the validity aspect of other people's opinions is they don't necessarily give it that validity where if they just pause for a second figured out where validity could, could lie on that and then use that as a basis for discussion it's, um, it it's, you know, it's, it's the way should, the way people should be it's the way people should be. Speaker 1 (04:33): I don't know why more people don't listen to me. Um, uh, but if I look back on the last three years, everything is the same, but different. And it's, uh, you know, constant change. People are stressed. The world is changing. This was well before the pandemic, when I started this and the pandemic kind of, you know, changed the topics as it went on, you know, it's fun to look back and, and think about all of the things that I've about. It's almost like a timeline, um, which probably is more meaning to me than it would to, to any of you li any of you out there listening. But when I look back and see all the topics I had from, you know, I used my social network at the beginning, right. And, and when I think about, if you're starting do a podcast and I, again, stepping back, it's not just a podcast, it could be anything, it could be a book. Speaker 1 (05:22): It could be, you know, it could be, um, a side hustle. It could be whatever, you know, the first thing to do is just start it, right. Not everybody, it doesn't matter. Who's listening, cuz nobody's listening. You know, when I first started the podcast, I had a great social network and my friends that came to do it, Dennis doing, talking about lean, uh, two sweet, who's gonna come back on talking to pro boxer, uh, Deshaun two sweet, John's talking about discipline and how do you get off the mat? And he's gonna come back and talk about resiliency and those types of things. And, and so it doesn't really matter. Who's listening, it's about finding your voice and what it is that you want to say and you don't have to share it. And when people are looking for purpose, they're looking for things to do. Speaker 1 (06:02): They're looking for to make a change. One of the big fears that stops us from trying something new is what the other people will say or what if I fall flat on my face or whatever. Uh, but the nice, beautiful part about a podcast or any other things is nobody's really paying attention. Cause nobody knows how to find you and unless you wanna put it out, otherwise you can just practice all of the time and you can do whatever you want. And it's a fun exercise to go through and you could just test little types of behaviors. So, you know, when I, when I think about the social network at the beginning, um, Dennis, who I just saw recently, who's super cool, too sweet Trish Trish came on and um, talked about five minutes of silence, which is, uh, phenomenal, you know, just these first like four to five to 10 interviews, Eileen Scully on her book about women in male dominated industries. Speaker 1 (06:56): Those were, those were just fun interviews. And that's why, you know, I kicked it off and said, why the hell not? Um, but if I look at the timeline, you know, I got feedback after all those interviews to say, what about you? What is your opinion? So I started to have a little bit more of, of my thoughts on things. And so I started doing that, that balance between myself and the interviews and, and that was fun. And, and by doing that, you know, if I, you look at my topics that I wanted to talk about really tells a story of what either I was dealing with or, you know, the world is dealing with. Um, you know, my disdain with the wellness industry was right at the beginning and, and it helped me articulate my thoughts on what I actually thought about wellness. It wasn't necessarily me preaching to everybody what wellness should be. Speaker 1 (07:39): Uh, well, I guess it kind of was, but it was almost telling myself, you know, I'm hearing all this noise from other people on what wellness should be, what am I supposed to do for myself? And so, so that's really what that came. And then it turned into the book and everything else and learning, how do I wanna learn? And what did I learn becoming a coach. And by time I, 20 years of corporate my time at Columbia, my, you know, all of these things have, have manifested into really cool things. And when you pause, stick your head up and say, where am I now? And what am I doing? What's my business offering. And what's my, you know, my marketing and what's my awareness. And, and what's my message. And all of those things, uh, if you look back to the beginning, it was really in discovery phase of what I believed and what, what I wanted my, my voice to be. Speaker 1 (08:24): And, and then it transitioned, um, if you lose, I mean, all the episodes are on the thing transitioned into, you know, beyond me into helping others. How do you give feedback? How do you manage other people? And, and we had some interviews on that. And then, then the RO hit, we got the nice, the nice pandemic and we were all isolated. Um, so I went right into mental health because we were, you know, a lot of people weren't ready to have those internal conversations. We had no social support. If you've got Corona, nobody could help you. Um, I don't know. I still don't know how single parents did it, where, you know, you're, you're petrified of your kids getting sick for sure. But if they did get sick and you had a job, like you couldn't ask a neighbor to help or family to help because they, nobody knew what was going on. Speaker 1 (09:06): Um, and so, so there was a lot of, you know, a lot of people felt stranded. And, and so I talked about my child challenges from, from mental health, why I quit drinking the, the dark places that I deal with. Um, and I got great, great feedback from that where people just needed to hear it. Um, and they were thanking that they weren't the only people feeling that way. And they didn't know how to have were so focused externally. They didn't know how to have the, the conversations inside, um, be because it was, uh, you know, it was a large connection with a lot of people, but we, um, we know our fears and our doubts and everything else. So, so it's a different type of conversation than, than the false one we typically give to our colleagues at work or when we go out networking or, or, or any of that, I, I do believe there are very few people out there who have some close enough that they can trust to share everything with, which shocks me the amount of people I've talked to about that. Speaker 1 (10:02): And, and social network is such an important aspect to find someone you can implicitly trust, and it doesn't have to be a spouse. Like it doesn't have to be this crazy, um, thing. It doesn't have to be family. It doesn't have to, you know, I know so many people have close enough families, but they don't, you use their family in that way. And, and they have to to figure that out and it's difficult, very, very difficult to do so. Um, so that was that whole phase. And, and now we're, we're trying to come outta the pandemic. It's the new economy. Uh, the book came out halfway through it. How do you prepare for this change that we don't know is coming and how do you manage a virtual workforce and what are the new skill sets for the new economy and, uh, change management and what are companies doing from a people strategy perspective. Speaker 1 (10:42): And, and it's really coming into, you know, really nice. It's a nice little flow if you will, for anybody on a, a similar journey as myself, but it's an exciting time because now what's next is, you know, we just did a, a recent topic on insecurity and, and I have a nice little conversation going on with all of you who are listening on what you want me to talk about, because I feel like now it could be helpful for you. And, and, um, it's certainly we have amazing interviews coming up, uh, with really interesting people. So, um, I do, I will work hard to find really interesting people, um, to get the good ones for you. So, uh, I keep notes on what you send to me and what you want me to cover. And, um, you know, as I sketched out notes for this for a hundred episodes on why I do the podcast and everything else, uh, I was reminded of a trip to Belfast and it was right before the pandemic, uh, um, and there was a Belfast homecoming event and it was a brilliant event in Belfast. Speaker 1 (11:44): One of the greatest places that you could visit had an event at city hall, like it was, it was really, really cool. And, and one of the things, they had a guy talking about how we are all ancestors and, um, and it was a, a marvelous moment of perspective that resonated very well with me is that, you know, we think back to what our ancestors did and we're, we're proud of them. And we have great pride in our history. And, uh, just recently we had St pat trite and Irish Americans love their history and, and the, the Irishness that comes with it. And we're very proud of the people who came before us and they had challenges and they overcame those challenges. We are currently ancestors for those next generations. And what will they look back and be proud of you for doing, and we all want a legacy. Speaker 1 (12:37): I mean, the podcast, isn't gonna be a legacy, but as you look at a hundred, whatever your milestone is, we can stop and look around and say, am I doing what I actually want to do? You know, whether it's, you have kids, whether you don't have kids, whether it's, you know, you're part of a community, uh, we all want to have of that legacy, be an ancestor, make makes some kind of a difference. And that difference doesn't have to be out outrageously worldwide. Um, it could be local and, and it could be small, but, um, no matter the challenges going on in the world, uh, the bigger perspective is that we, we all are ancestors in some way. And so we all leave a legacy and, and we can bring out the best in, in ourselves so that we can bring out the best in other people. And, and hopefully this podcast is one little corner where, where I'm able to help do that. So, um, yeah, that's, that's it, uh, I got, I'm not crying if watching the video, I'm not crying. I actually just got something in my eye. Speaker 1 (13:36): Um, but that's what this is all about. I mean, when we talk about self development, what's the purpose of self development? The purpose of self development is, um, is making ourselves the best we could be. It's the secret of life, right? The meaning of life is to make ourselves the best that we could possibly be so that we can be in service to the people around us. And, and, and that's why I focus a lot of these podcasts on development, on what we can learn. What are the important things to focus on? Just what was it last week, two weeks ago, Marisa talking about what you should be eating, let's cut the crap. Let's focus on what's best for you and how, what you eat can affect your brain and all that other stuff. Um, so those are the things that, that motivate me and get me going. Speaker 1 (14:18): And so hopefully you'll, you'll keep tuning in for the next a hundred episodes. Come be a guest on the podcast, I guess. I mean, why not? Well, why not? Why shouldn't I have 500 podcasts? Let's do it. All right. Tell me something interesting to talk about, and I'll have you on the podcast. Um, because this is, uh, it's just a fun, little way to, to when I first started my business, my tagline, not tagline, but it was, you know, my belief was that everyone has something interesting to share, no matter who it is, somebody somewhere has something very interesting to share. And I still believe that the, the challenge that most people have is they don't know how to articulate it, or they don't think it's that big a deal, or they don't, you know, whatever. They're like, oh, it's not that big a deal. Speaker 1 (15:06): I just do this. And people say, holy cow, you do that. That's amazing. Everybody has something really cool to talk about. Uh, and everybody is a very interesting person. We just have to give them the space to talk about it. We have to be curious enough to find out about it. And that's, you know, that's, that's what, that's what I like to do with this. So with that, thank you for tuning in. If you've listened to all 100 or, you know, maybe just two or one, whatever, if this is your first one, go back and listen. They will live forever, live forever in, uh, into perpetuity maybe. Um, until I stop paying the bill, I guess. Uh, so thank you for listening. I appreciate it. A hundred episodes, much more to come. I'm very excited. And as always reach out, if I could do anything for you. Thanks.

What do you do when you realize the deck is stacked against you? Oftentimes - and I'm guilty of this - it's easier to cash in your chips and move on to the next thing. After all, if the ‘house' always has the advantage, then what's the point? Thankfully, life isn't a casino. And those people who are willing to take risks, who are willing to shock the system, well, most times they at least walk away with a much better sense of the bigger picture than those folks who had their nose buried in ‘the game'. Eileen Scully is one of those people, and she also happens to be my guest for this week's episode. Eileen is the founder of The Rising Tides, a global consulting and advisory firm that helps organizations hold themselves accountable to equal representation in the workplace - be that gender, color, or orientation.  After decades of grinding it out in the corporate world, Elieen came to a harsh - and I believe, very true - realization: the private sector had mistaken consistency with complacency when it comes to people who don't act or look like them. And by them, I mean straight, white, men. -Like I said, this is a system-shocker of an episode. After speaking at TedX Tunisia in 2018, Eileen went on to write “In the Company of Men: How Women Can Succeed in a World Built Without Them” and continues to shape the corporate landscape, serving for multiple boards & committees that empower women. There is so much we discuss in this episode that feels both urgent and somehow timeless. Enjoy the show. SHOWNOTES: Adam Sandler "I Was Fired" VideoEileens "53 Free Tips" & Chance to win a signed copy of her book! Scroll down to "The Tip List" to link to the form

November 19 marks the seventh Women's Entrepreneurship Day. Business consultant, adviser and author Eileen Scully offers tips for women thinking about starting a new business or a new side hustle. 

Today's Invisible Stories guest is Publish Your Purpose Press author Eileen Scully. Eileen Scully is an international keynote speaker, author of In the Company of Men: How Women can Succeed in a World Built Without Them, and founder and CEO of The Rising Tides, a consulting firm that makes workplaces better for women through assessment and advisory services. Eileen has been interviewed by Forbes, the Boston Globe, Standard and Poor's Global Market Intelligence, Thrive Global, Psychology Today, and Inc. She launched her book with PYP because she wanted to explore more deeply some areas that are very male dominated in the world and highlight not only women that are succeeding in those spaces, but the women that are changing those spaces from within.   In this podcast, Eileen talks about finding the motivation to get her book done, and how she put some of herself into her book despite it being a non-fiction book. She discusses How she overcame the imposter syndrome that so many authors face, and decided to listen to her editor and include more of herself and her own experiences within the book text. She was able to push past that panic that her story isn't worthy, and instead own who she is and claim her story.  How she focused her book content on sharing it in a way that every reader would see themselves on one or both sides of her examples of workplace interactions, and empathize and think more deeply about such situations. Learning to let go and be comfortable with the fact that even well-established authors will always find edits that they want to make to their book that is already on the shelf!  

It’s time for the Super Awesome Science Show SASS Class on COVID-19 and biological sex. I want to thank everyone who reached out to me. We received quite a few Emails and DMs about the episode although most of them centred on a few important questions. It shows that when it comes to travel, we all seem to have the same concerns and hopes for the future.  Our guest is once again Eileen Scully. She is an assistant professor of medicine at the Johns Hopkins University School of Medicine and has been researching infection, immunity, and biological sex for years particularly in terms of HIV infection. She has explored the differences in biological sex for not just COVID-19 but also HIV. But when it comes to questions, the most popular had nothing to do with either of those illnesses, which is why I rely on you to let me know what’s on your mind. So, if you didn’t hear your question or have another on this topic or any other, make sure to contact me on Twitter, by Email and now, via voice message at Speakpipe.com/SASS. Just follow the link below and send me your thoughts.  Twitter: @JATetro Email: thegermguy@gmail.com Guest: Eileen Scully https://www.hopkinsmedicine.org/profiles/results/directory/profile/10003614/eileen-scully Biological sex and COVID-19 Title: Considering how biological sex impacts immune responses and COVID-19 outcomes Link: https://www.nature.com/articles/s41577-020-0348-8 See omnystudio.com/listener for privacy information.

The determination of biological sex occurs at the genetic level in which one of our 46 chromosomes can either be an X or a Y. But that one variance can lead to countless differences between the two. Now, thanks to COVID-19, we have another as it has become clear XX and XY respond to the virus differently.  Last year, Eileen Scully outlined those differences and I’ve asked her to come on the show to share them with us. She is an assistant professor of medicine at the Johns Hopkins University School of Medicine and has been researching infection, immunity, and biological sex for years particularly in terms of HIV infection. Now she’s taking us on a journey into the possible consequences of COVID-19 infection based on biological sex.  While I do what I can to get to the bottom of the differences, I’m sure you will have questions. Which is why I hope you reach out to me on Twitter, by Email, or via voice message at Speakpipe.com/SASS. Just follow the link below and send me your thoughts.  Twitter: @JATetro Email: thegermguy@gmail.com Voice Message: https://speakpipe.com/SASS Guest: Eileen Scully https://www.hopkinsmedicine.org/profiles/results/directory/profile/10003614/eileen-scully Biological sex and COVID-19 Title: Considering how biological sex impacts immune responses and COVID-19 outcomes Link: https://www.nature.com/articles/s41577-020-0348-8 See omnystudio.com/listener for privacy information.

In Eileen’s own words… In my 20+ years working in and around the research and advisory field, I’ve worked with and for an impressive list of companies and clients, In doing so, I’ve learned from some of the smartest leaders anyone could ever hope to know and witnessed first-hand the growth of a dynamic and fascinating industry. I’ve also had the good fortune to work beside some great leaders and some fantastic mentors. It is from these individuals that my passion for strengthening the roles women can play in each other’s success grew. As women, not only are the demands on our professional lives extending but as our personal lives are continuing to flourish, I believe we need to move closer to a business culture that appropriately supports both. We need to help each other get to a place where the work/family debate is behind us.​​ "Stories about women who have succeeded are great and necessary — but I want to tell the stories about why we can’t stop there — why we need to use that platform to make the journey easier for the next ones." ​In June of 2016, I was honored to be invited by the Obama White House to participate in the United State of Women, one of five thousand global advocates for women and girls. My summary report can be found here. In November of 2017 and again in November of 2018, I was named one of Irish America Magazine's Business 100 honorees. ​ In August of 2018, I keynoted the IEEE's first Women's event in Tunisia. In September of 2018, I was invited to go back to Tunisia to give my first TEDx talk in Sfax, Tunisia. In March of 2019, I spoke at the ArabWIC (Women in Computing) conference in Rabat, Morocco on International Women's Day. In April of 2019, I was named to Irish Echo's Community Champions. ​ And in September of 2019, my first book was published. You are welcome to review my professional credentials here. --- Support this podcast: https://anchor.fm/freeman-means-business/support

Eileen Scully, speaker, author and CEO of The Rising Tides, joins the program to discuss her new book, In the Company of Men: How Women can Succeed in a World Built Without Them. Eileen shares her own diversity story and the formative events that led her to create her own consulting firm. Discover the importance of elevating untold stories, and the role of men as allies.

Eileen Scully, Speaker, Author, and Founder of The Rising Tides, joined us on February 2, 2020 to share the story behind her title.

It’s always a risk for a white guy to cover the topic of equality in the workplace. So that’s why I’m thrilled to have Eileen Scully join me to provide her perspective and wisdom on the topic. Eileen is a consultant, speaker and author of the upcoming book, “In the Company of Men: How Women Can Succeed in a World Built Without Them.” When I first met Eileen, she made the comment, “Businesses and organizations operate in a way that was developed by white men ages ago, and that just doesn’t work for many people who aren’t.” As a white guy, that thought, quite frankly, never really occurred to me. We hear about equality in the workplace frequently, especially with high-profile changes that are happening over time (pay, leadership positions, etc.). Yet we don’t often go into the detail on simple, day-to-day operations in the office; those basic assumptions that, when they don’t affect us, are invisible. It’s one of the great revelations that came to me in the past decade: many of my assumptions may be wrong. It’s a frightening prospect, but one to be explored. And it’s a truly humbling exercise to think through (in the “real” humbling way - not in the humble brag, “I’m humbled to get recognized for being awesome” kind of way). Maybe, just maybe, certain aspects of how your business operates are wrong. Eileen is a rock star, traveling the world, doing amazing work and is one of those people that truly make a meaningful global impact. She is a BOSS. Enjoy! And order her book! Eileen Scully, Founder, The Rising Tides Her Website: www.therisingtides.com Pre-Order her book: www.therisingtides.com/book See her TEDx Talk here: https://www.youtube.com/watch?v=fcGH3Vk00ns Follow her Twitter: @eemscully

It's always a risk for a white guy to cover the topic of equality in the workplace. So that's why I'm thrilled to have Eileen Scully join me to provide her perspective and wisdom on the topic. Eileen is a consultant,

Eileen Scully is a TEDx Speaker, Founder of The Rising Tides and committed to the success of #women @ #work. She's the Author of In the Company of Men Book 2019. Eileen is incessantly curious.   CONNECT with Eileen HERE VISIT Eileen's website HERE LISTEN to Eileen's TEDx talk HERE   BeTheTalk is a podcast where Nathan Eckel chats with talkers from TEDx & branded events. Tips tools and techniques that can help you give the talk to change the world at BeTheTalk.com !

Eileen Scully is a TEDx Speaker, Founder of The Rising Tides and committed to the success of #women @ #work. She's the Author of In the Company of Men Book 2019. Eileen is incessantly curious.   CONNECT with Eileen HERE VISIT Eileen's website HERE LISTEN to Eileen's TEDx talk HERE   BeTheTalk is a podcast where Nathan Eckel chats with talkers from TEDx & branded events. Tips tools and techniques that can help you give the talk to change the world at BeTheTalk.com !

In July of 2015, Eileen Scully launched The Rising Tides to advise organizations on making the workplace better for women. Her passion for strengthening the roles women can play in each other’s success grew from the twenty years she spent in technology, learning from some of the smartest leaders, clients, and colleagues imaginable. This episode is sponsored by Liberty Tax, InStitchu, Elitra Health, and Pitney Bowes. Learn more about your ad choices. Visit megaphone.fm/adchoices