Podcast appearances and mentions of smith barney

This content is for informational and entertainment purposes only, you should not construe any such information or other material as legal, tax, investment, financial, or other advice.----------------------------------------Welcome to Episode 86 of the Investing in Impact podcast. Today, I'm joined by Howard Fischer, Co-Founder and Chief Evangelist of Gratitude Railroad, to discuss his journey from Wall Street to impact investing and how Gratitude Railroad is building a community-driven approach to fund entrepreneurs creating lasting social and environmental change.Prior to his work in impact investing, Howard spent over 30 years in traditional finance as the Founder and CEO of Basso Capital Management, a hedge fund specializing in convertible securities.He previously held senior trading roles at Smith Barney, Drexel Burnham Lambert, and Cohen Feit & Company, and began his career as a Certified Public Accountant in both public and private sectors.Howard currently serves on the boards of 1% for the Planet, The Carbon Underground, and the Garrison Institute's Compassionate Leaders in Finance program.He also advises BrightEdge, the investment fund of the American Cancer Society, and has held board positions with DoneGood, Builders Fund, Atlas Impact Partners, and Blackdirt Capital.He holds a B.S.E. in Accounting and Finance from the Wharton School at the University of Pennsylvania, and was a Fellow in Harvard University's Advanced Leadership Initiative in 2013 and 2014. ----------------------------------------Thrive in the Impact Economy.Join 20k+. Subscribe to our weekly newsletter for the latest news, exclusive interviews, and curated products that drive the Impact Economy. Our mission is to highlight and celebrate the founders, creators, investors, and conscious brands shaping the future of conscious business and philanthropy.To learn more, please visit causeartist.com

 Retirement Hidden Truths is dedicated to helping you uncover the skills behind stocks with high income and growth, giving you the tools with a goal to maximize your investment returns. It helps you protect your money by teaching you techniques to prevent financial losses. Exposing hidden investment fees and giving you ideas for risk diversification. This channel helps you develop the ability to forecast and predict. The future direction of the stock market. And make informed decisions on buying and selling gold. And spot critical signals that may warn of downturns or reveal possible money-making stock opportunities. So this channel is for advanced retirement investors as well as beginning investors. I will be passing on over 36 years of stockbroker and portfolio manager experience. Joe Cantu's Biography.  ARMY DUTY.Joe Cantu. West Point graduate. "Nuclear Weapons Launch Officer" in Europe. Helicopter pilot in Latin America and was commander of the Combat Aviation Brigade Headquarters Unit, First Cavalry Division, Texas. STOCKBROKER AND MONEY MANAGER.Joe Cantu became a stockbroker and a tax-free bond broker with a regional brokerage firm in Houston, TX. He, also, sold "IPOs", Initial Public Offerings for the city of Houston, TX.  Then he moved and worked for the next 20 years at 3 of the largest Wall Street firms of "Merrill Lynch", "Smith Barney", and "Morgan Stanley". There he specialized in high-net-worth retirement planning and worked as a stockbroker and portfolio manager. In addition, concurrently, he taught night college courses in "retirement and estate planning" and "401K investments" for 14 years. In 2009, he started and investment advisor firm money management firm called "Cantu Tactical Wealth Management" where he is Chief Investment Officer. https://youtu.be/UrYxlJ31r2I Youtube Link:

This study explores the profound connection between grace and peace in the Christian faith. Pastor Anthony Uvenio emphasizes that true peace stems solely from God's unearned grace, received through faith in Christ's sacrifice, not from personal merit or works. Dwelling on sin, rather than focusing on Christ's atoning work, is identified as a tactic of the enemy to hinder believers. The discussion uses various analogies (Smith Barney commercial, baking a cake, a Rolex watch) to illustrate the difference between earning something and receiving a gift. Pastor Anthony highlights the importance of understanding God's grace as a free gift, leading to a life of peace and enabling believers to work from a position of rest, not striving for salvation. As usual, the episode concludes with a powerful affirmation of faith, echoing Martin Luther's famous declaration, "Here I stand. I can do no other," emphasizing the unwavering commitment to biblical truth.

This $2B Money Manager Shares Timeless Lessons & How To Avoid F.O.M.O. (Fear Of Missing Out) Guest: Richard McWhorter, CFP & Managing Partner with SRM Private Wealth $1.85B in AUM Website: https://srmprivatewealth.com/ Bio: Richard McWhorter, CFP, is the Managing Partner and Private Wealth Advisor with SRM Private Wealth. He manages $1.8 billion for ultra-high net worth, high net worth, entertainers, and athletes. He has 32 years of experience and spent 16 years at Smith Barney and 16 years at Merrill Lynch. He believes in a holistic approach which is individualized for each client and has experience in financial planning, retirement planning, estate planning, and philanthropic planning. He has been recognized by Forbes - Best in State Wealth Advisors, Financial Times, and Barrons while at Merrill Lynch. He is joined in his Pasadena California firm by partner and director of client services Sandra Parracino, AWMA and client associate Kyle Szesnat. SRM Private wealth was opened in May 2022 to allow The McWhorter Group the ability to serve their clients at the highest level on a wide variety of aspects of their lives. Richard is supported by his wife and six children. Outside of the office he spends time playing golf, traveling, and with his Family. He also enjoys working with charities and finding creative ways to raise funds for a variety of different causes.

Rodger Friedman is an accomplished author and the creative mind behind the Amazon bestseller "Erasing America, Broken Politics, Broken Country." Born and raised in New York City, he graduated from the State University of New York and later led a distinguished career in finance as the Senior Vice President at Morgan Stanley Wealth Management and as a senior investment management consultant with Smith Barney. He is also a practicing Chartered Retirement Planning Counselor. Beyond his professional endeavors, Rodger shares his insights as the "Equal Opportunity Critic," contributing to societal discourse through various media, including his engaging YouTube channel and Facebook presence. He currently resides in Florida with his wife, Rena, where they have cultivated a family of two children over their 34-year marriage. Please learn more about Rodger Friedman at www.EOCritic.com In this engaging episode of Mr. Biz Radio, host Ken "Mr. Biz" Wentworth converses with Rodger Friedman. This dialogue offers listeners a compelling journey through Roger's unique experiences growing up in New York City, witnessing firsthand the dynamics of entrepreneurship in Times Square, and later excelling in his financial career. With his book and his role as the "Equal Opportunity Critic," Rodger provides an insightful and critical view on present-day political and economic landscapes, making this episode a must-listen for anyone interested in these arenas. Key Takeaways: -Rodger Friedman shares his early exposure to entrepreneurship under his father's mentorship while growing up in New York City. -The episode unveils the conception of Rodger's book "Erasing America," originating from his "Sunday Memos," providing critical analysis on U.S. politics. -The discussion provides insights into the current fiscal practices of the U.S. government, questioning if Republicans demonstrate fiscal irresponsibility. -Rodger critically examines the ongoing immigration crisis, introducing the concept of "the elephant at the border." -Ken Wentworth and Rodger discuss the latter's journey from financial services to becoming a significant commentator on political issues.

FPA-NE 2025 Chapter Leaders: Sam Gough & Abe Ringer Hosts Brad Wright and Kathleen Kenealy are joined by Sam Gough and Abe Ringer. Sam is the 2025 incoming FPA-NE Chapter President and Abe will be President-Elect (2026 President). When not volunteering to run our chapter, Sam is a Senior Client Advisor with Ballentine Partners, where he focuses on Estate Planning and Investment Strategies. Prior to his 20-year tenure at Ballentine, he worked as an analyst at Goldman Sachs. Sam graduated from Tufts University and is a school board member in Plymouth, NH. Abe is principal and founder of Breakwater Financial, where he partners with his clients on every aspect of their financial life. Abe also had a previous career at Goldman Sachs as well as at Smith Barney. Abe graduated from Siena College and up until our recent chapter election was Director of Partnerships for the FPA-NE. They discuss:  Successes of 2024  Agenda for 2025 and beyond  Pro-Bono and Financial Literacy  How you can get involved with our chapter, on the committee level More on Sam, Abe, and FPA-NE https://www.fpanewengland.org/  

Brandon Wright is the Co-founder and CEO of Tongo, the company he co-founded to help Real Estate agents address cash flow challenges by providing financial tools such as a commission line of credit and a payroll solution to help stabilize their incomes and automate savings. With a deep understanding of the challenges faced by agents and commission-based earners, Brandon has led Tongo in creating innovative solutions that provide liquidity and flexibility, empowering users to manage cash flow effectively. He began his career at Smith Barney in Seattle, Washington, working under renowned contrarian value investor Jamie Dimon, current CEO of JPMorgan Chase. He then ventured into entrepreneurship, starting a coffee shop in Seattle. Brandon then pursued an MBA at Cornell and joined private equity firm Vista Equity Partners, where he implemented best practices across their software portfolio. Leveraging his experience, he co-founded a company that used AI to build decision engines for lenders, ultimately transitioning into developing a buy now, pay later solution for e-commerce called Catapult.(01:09) - Brandon's Journey in Financial Services(06:28) - The Birth of Tongo(07:48) - Challenges in the Real Estate Market(11:09) - Tongo's Financial Solutions for Agents(16:26) - Feature: Pacaso - Luxury vacation home ownership, elevated. Join Pacaso's growth and become an investor of a venture-backed company at Pacaso.com/invest(18:12) - Success Stories & Future Plans(21:32) - Lowering risk with data availability & efficient distribution(27:27) - Impact of NAR Lawsuit on Real Estate agents & investors(35:07) - Feature: Blueprint - The Future of Real Estate 2025(35:54) - NYC Housing Market & FARE Act(40:43) - Collaboration Superpower: Jamie Dimon (Wiki)

Welcome to another insightful episode of the Rainmaker Podcast hosted by Gui Kostin, Founder and CEO of Dakota. This week, Gui engages in a thought-provoking conversation with Jeff Carlin, CFA, Senior Managing Director and Head of Global Wealth Advisory at Nuveen. Jeff shares his extensive journey from his roots in San Francisco to becoming a pivotal figure in the investment industry, highlighting the milestones of his career, including his roles at Smith Barney, Charles Schwab, and IndexIQ before joining Nuveen in 2010.Jeff unpacks the evolution of Nuveen's wealth distribution strategy and the shift towards prioritizing impactful advisor relationships. By leveraging lessons from the SaaS industry, Jeff and his team focus on efficiency, segmentation, and team-oriented structures to optimize advisor engagement. He emphasizes the importance of de-channelization, segmenting advisors by their operational style rather than labels, and aligning sales structures to address dynamic client needs.A key highlight of the episode is Jeff's analogy of sales teams as jazz ensembles—finding harmony by following a consistent core structure while allowing individual creativity. He delves into the significance of clear communication, leveraging CRMs for accountability, and fostering a culture of respect and collaboration within sales teams.Jeff also provides advice for aspiring professionals in sales, stressing the value of patience, continuous learning, and embracing mentorship—whether through direct interaction or by observing industry leaders. He touches on the challenges of attracting and retaining top talent, emphasizing the necessity of aligning individual motivations with organizational culture.The episode concludes with Jeff's vision for sustainable success: building teams that are not just results-driven but also operate cohesively and ethically. Gui wraps up by reflecting on the core principles shared and their applicability to building thriving distribution organizations.

Busie's father's sudden death 2 months before her graduation walk, changed her walk. She was to work for Citigroup and move back to Uganda. But she stayed and became a workaholic to deal with that trauma and thrust herself into entrepreneurship while working a 9-5pm job. As a result, she founded one of the first fashion tech companies which was then twice acquired.Another significant pivot was the birth of her 2nd child, who had severe food allergies. She was forced to move to remote working in 2012 as she was her daughter's primary caregiver. Busie left regular employment to become a stay at home mom then eventually a work from home mom. This moved her into consultancy as well as policy driven assignments such as board position, as she realized mom's careers suffer most and they are usually driven to make decisions which impact our families and the broader community. Busie realized, that we need more women at the policy tables. She has been fortunate to have doors open for others and believes also in amplifying others. She believes, if we light more candles we illuminate more light and there's an African Proverb which says "If you want to go fast go alone, if you want to go far, go together. Let's continue to build and amplify!!She reflects on what she has learned, we need to be anchored by a strong ecosystem, and that it's imperative that we intentionally and deliberately harness positive relationships. That's why some people bounce back more easily from adversity than others. Who you surround yourself matters. It's like a charging bank, a reserved you may tap into because of one's investment.A serial entrepreneur widely recognised for her impact leadership, Busie Matsiko-Andan is an award-winning global strategist and Board Trustee who has held positions on Wall Street at Smith Barney, Oppenheimer & Co and Citibank. She currently advises multilaterals like the African Union, Afreximbank, the Africa Renaissance and Diaspora Network, Lalela Project, and the Heritage and Cultural Society of Africa on private-sector scaling and development. As a global strategist and CEO of Pont Global, Busie has been instrumental in successfully scaling and growing companies and organizations. She is also the Executive Director of The Africa Future Summit which brings together investors and leaders in technology,entrepreneurship, and politics to address the challenges that affect Africa's future. She is also the first black woman trustee of Berkeley College, in the US. Busie was the founder of one of the first fashion technology companies, Fashion Indie, and also created RESET, a platform to discuss business strategies during the COVID-19 pandemic. Her initiatives have been featured in international and local publications. Busie is also a sought-after keynote speaker and moderator. Busie is the founder and president of the New York African Chamber of Commerce.To learn more about my guest, please visit her social media pages and websites:Instagram: @busiematsikoandanLinkedIn: Busie Matsiko-AndanWebsite: New York African Chamber of CommerceTo learn more about SHIFT HAPPENS, click here To learn more about Claudia's business Curated Conversations and her Salons in New York, Zurich and Berlin, click hereYou can also connect with Claudia on Instagram @shifthappens.podcast and LinkedIn at ClaudiaMahlerNYCThis podcast is created, produced and hosted by Claudia Mahler.Social Media support Magdalena Reckendrees 

Have you ever considered how much financial stress impacts your life? How often does money worry keep you up at night or cause tension in your relationships? Did you know that financial problems are one of the leading causes of divorce? It's a reality that money issues can strain everything—from your career to your personal life. But what if there was a way to ease that pressure? What if having a solid financial plan could not only relieve stress but also enhance your relationships and career? In this episode of the Productivity Smarts Podcast, host Gerald J. Leonard is joined by Rodger Friedman, a veteran retirement strategist and wealth advisor with over 40 years of experience. Together, they explore the powerful link between financial planning and productivity. Rodger shares invaluable insights on how a well-thought-out financial strategy can reduce stress, increase productivity, and even improve your personal life. He also discusses the importance of stepping out of your comfort zone, building positive habits, and staying focused on clear goals. Tune in now to learn how you can start managing your money more effectively, reduce financial stress, and take the next step toward a more productive, successful future.  What We Discuss [02:01] Introduction to Rodger Friedman [05:29] Success factors in financial services [07:40] Avoiding common pitfalls [10:07] The complexity of wealth management [12:29] Importance of habits [14:49] The use of index cards to reinforce daily goals and decisions [19:27] Intentions vs. actions [20:43] Clarity in goal setting [23:43] The Pareto principle discussion [26:07] Importance of reading [30:55] The differences between philosophy, strategy, and tactics in wealth building [35:54] Closing remarks and resources Notable Quotes [02:38] "When you have a good financial plan and a strategy for managing money, it really releases a lot of stress because money plays a big part in the stress that people take on, and it can hinder them in their careers and everything else." - Gerald J. Leonard [05:29] "All growth happens outside of your comfort zone." - Rodger Friedman [07:40] “Look at what everyone else is doing, and don't do that. If you want to be successful, avoid following the crowd.” – Rodger Friedman [13:02] “Success is determined by the quality of your decisions and the habits you build around them. Bad decisions lead to poor behavior, and vice versa.” – Rodger Friedman [17:35] “Writing down your goals and reviewing them daily puts them in your bones. It keeps you focused, and makes sure you're always aware of the opportunities around you.” – Rodger Friedman [18:03] “When you program your brain with your goals, you start to see all the opportunities and resources aligned with those goals, and they start showing up in your life.” – Gerald J. Leonard [28:40] "Once your brain has been stretched by a new idea, a book, an insight, it can never go back to thinking the old way again." - Gerald J. Leonard Our Guest Rodger Friedman is a seasoned retirement strategist and wealth advisor with over 40 years of experience in the financial industry. With a distinguished career that includes serving as Senior Vice President of Wealth Management at Morgan Stanley and Senior Investment Management Consultant at Smith Barney, Rodger is a trusted voice in wealth building and retirement planning. A Chartered Retirement Planning Counselor, he has participated in thousands of discussions on financial planning and passive income. Beyond his financial expertise, Rodger is also an accomplished author of seven books, including the bestselling Erasing America: Broken Politics, Broken Country, among others. A proud member of the Sons of the Legion, he brings a unique perspective to both his professional and personal pursuits. With over 60 interviews and articles to his name, Rodger remains dedicated to helping clients achieve lasting financial security and success. Resources Rodger Friedman Website -https://eocritic.com/ LinkedIn - https://www.linkedin.com/in/rodger-friedman-crpc%C2%AE-1300903a/ Book- 18 Wealth Lessons That Will Transform Your Thinking Productivity Smarts Podcast Website - productivitysmartspodcast.com Gerald J. Leonard Website - geraldjleonard.com Turnberry Premiere website - turnberrypremiere.com Scheduler - vcita.com/v/geraldjleonard Mentioned Song:Jim Croce Photographs and Memories. Atlas Shrugged" by Ayn Rand Kiva is a loan, not a donation, allowing you to cycle your money and create a personal impact worldwide. https://www.kiva.org/lender/topmindshelpingtopminds

Sit down with host Atoya Burleson and Busie Matsiko, an award-winning global strategist and CEO of Pont Global. With a distinguished career on Wall Street and a reputation for transformative impact leadership, Busie shares her journey from top financial institutions like Smith Barney, Oppenheimer & Co., and Citibank to her role in scaling diverse companies and organizations across industries.Join us as Busie discusses her groundbreaking work, the power of visionary leadership, and the crucial role of vision boarding in achieving personal and professional goals. Learn how to harness your own vision to create impactful change and drive success in your endeavors.Follow us on Instagram!insideLINES PodcastAtoya BurlesonVideoWatch Episodes on Our YouTube Channel!Contact UsWebsite: www.inSIDELINESpodcast.comEmail: hello@insidelinespodcast.com

Sit down with host Atoya Burleson and Busie Matsiko, an award-winning global strategist and CEO of Pont Global. With a distinguished career on Wall Street and a reputation for transformative impact leadership, Busie shares her journey from top financial institutions like Smith Barney, Oppenheimer & Co., and Citibank to her role in scaling diverse companies and organizations across industries.Join us as Busie discusses her groundbreaking work, the power of visionary leadership, and the crucial role of vision boarding in achieving personal and professional goals. Learn how to harness your own vision to create impactful change and drive success in your endeavors.Follow us on Instagram!insideLINES PodcastAtoya BurlesonVideoWatch Episodes on Our YouTube Channel!Contact UsWebsite: www.inSIDELINESpodcast.comEmail: hello@insidelinespodcast.com

Staying ahead of market volatility requires more than just luck — it demands sharp technical insights and smart risk management. This week on Facts vs Feelings, Ryan Detrick, Chief Market Strategist at Carson Group, and Sonu Varghese, VP, Global Macro Strategist at Carson Group are joined by Frank Cappelleri, CFA, CMT, Founder, and President at CappThesis. Together, they explore essential technical patterns and market signals that can help traders and financial advisors navigate volatility and optimize their strategies.Is the bull market still on track for higher gains, or should traders prepare for turbulence? Frank explores key topics, from the S&P 500's bullish target to the influence of inflation on investor sentiment. So, tune in as he offers actionable insights on using technical analysis for risk management and effective portfolio management. Key Highlights:Bull Market Forecast: Frank targets 6,100 for the S&P 500 and explains what this milestone means for long-term investorsSeasonal Trends: Discover why September is typically a volatile month and how to adjust your trading strategies accordinglyInflation's Role: Get a detailed breakdown of recent CPI data, especially the impact of rising shelter costs on inflation, and how these figures affect market sentimentDefensive Sectors Outperforming: Learn why utilities and other defensive sectors are outpacing broader market performance — and what it signals for the futureGold vs. Oil: Examine the contrasting performance of gold as a safe haven versus oil's fluctuations, especially in light of China's economic challengesNetworking and Community: Frank shares insights from the Excel conference on the value of idea-sharing and staying sharp in the investment communityAnd much more!Takeaway: To navigate today's markets, understanding key technical signals and being adaptable in risk management strategies is more important than ever.Resources:Any questions about the show? Send it to us! We'd love to hear from you! factsvsfeelings@carsongroup.com Connect with Frank Cappelleri: LinkedIn: Frank Cappelleri, CFA, CMT Website: CappThesisConnect with Ryan Detrick: LinkedIn: Ryan DetrickX: Ryan DetrickConnect with Sonu Varghese: LinkedIn: Sonu VargheseX: Sonu VargheseAbout Our Guest:Frank Cappelleri is the founder of CappThesis, with over two decades of experience in the finance industry. He worked for major brokerage firms like Instinet and Smith Barney, gaining extensive expertise as an equity sales trader, desk strategist, and research sales specialist. His deep understanding of short-term market movements was shaped by early exposure to technical analysis and insights from experienced market technicians. Frank regularly appears on CNBC, Bloomberg TV, and other financial networks, and his work has been featured in major publications like The Wall Street Journal and Bloomberg. He holds both CFA and CMT designations.

In this episode of The Million Dollar Producer Show, I welcome Frank LaRosa, CEO of Elite Consulting Partners and one of the founding members of the Financial Advisor Success Syndicate, to discuss his journey from financial services to founding a successful consulting firm.Frank's Journey: From Financial Services to ConsultingCareer Beginnings: He started his career in the financial services industry at Prudential Securities, moving on to become a producer and manager at Smith Barney and Morgan Stanley. His passion for helping financial advisors grow their businesses led him to management roles.Founding Elite Consulting Partners: After being shown the door at Morgan Stanley, Frank decided to start his own recruiting and consulting firm, initially named Elite Recruiting and Consulting. Recognizing the importance of viewing clients as partners, he rebranded to Elite Consulting Partners in 2014.Elite Consulting Partners: A Unique Approach to Financial Advisory RecruitmentFocus on Financial Advisors: Elite Consulting Partners works with financial advisors and wealth managers, offering a unique consulting approach. They prioritize finding the right fit for both the advisor and the firm, ensuring long-term satisfaction and success.Growth and Expansion: Starting from his home, he grew the business into one of the largest firms of its kind, with a team of approximately 65 people. The firm's success is driven by its commitment to doing what's right for the financial advisor, with a strong emphasis on collaboration and long-term relationships.Elite Marketing Concepts: Enhancing Financial Advisors' Personal BrandsThe Importance of Personal Branding: He emphasizes the significance of personal branding for financial advisors. He shares his experience in leveraging social media, podcasts, and videos to build a genuine and relatable brand.Launching Elite Marketing Concepts: Recognizing the need for customized marketing solutions, Frank launched Elite Marketing Concepts. This division offers tailored branding and marketing services, helping advisors create unique and impactful online presences.Key Takeaways and Future DirectionsThe Power of Collaboration: He highlights the importance of working closely with financial advisors to understand their goals and provide comprehensive support. This collaborative approach ensures that advisors receive the guidance and resources they need to succeed.Embracing Technology: The pandemic accelerated the adoption of technology in the financial services industry. Frank discusses how Elite Consulting Partners leveraged tools like Zoom and podcasts to maintain and grow client relationships during challenging times.Long-Term Vision: Looking ahead, Frank is excited about the future of Elite Consulting Partners and Elite Marketing Concepts. He remains committed to helping financial advisors achieve their goals and adapt to the evolving landscape of the industry.About our Guest: Frank LaRosa, CEO of Elite Consulting Partners and one of the founding members of the Financial Advisor Success SyndicateYou can learn more about his work at: https://eliteconsultingpartners.com/meet-our-founder/ About Your Host:  Paul G. McManus is an accomplished author and expert in helping financial professionals grow their businesses. With over eight years of experience working exclusively with financial professionals, Paul has helped his clients generate tens of mClaim your free audiobook copy at: www.theshortbookformula.comSupport the Show.

Hailing from Michigan, Charles developed an early obsession with the public markets in high school. Charles Hudson is now the Managing Partner at Precursor Ventures, a pre-seed venture fund that has defined and has become synonymous with “pre-seed”. Charles is known for his ability to identify and mentor early-stage companies that have the potential to disrupt their industries - first and early - including companies like the Athletic (acquired by the NY Times for $525m), Bobbie (recently raised a $70m Series C), Carrot Fertility (recently raised $75M Series C) and Pair Eyewear (recently raised $75M Series C).Charles writes checks of $250k - $500k at Pre-seed and Seed. He is a Generalist with a focus on digital health, media, and software.Highlights:The boomerang back to VC: Charles shares his unique path from Michigan to Silicon Valley, starting in VC, then moving to Google and various startups before returning to VC.Founding Precursor Ventures: Charles spotted an opportunity to invest in non-obvious founders pre-product and pre-revenue while other firms moved upstream in 2015. This made him one of the first in a second wave of pre-seed firms to launch, and 10 years later, he's become the go-to first funder.Evaluating Founders vs. Ideas: Charles is a founder-first investor (founder 70%, idea 30%). He shares his criteria for assessing talent and reveals indicators of success that have generated alpha in his portfolio.Investment Strategy over Trends: Even in the face of trends like crypto, AI, and the economic downturn, Charles stays steady and focused on people and his definition of pre-seed, not morphing with industry shifts.Links:Follow Charles Hudson on Twitter: @chudsonRead Charles' blog on SubstackLearn more about Precursor Ventures: Precursor VenturesConnect with Charles Hudson on LinkedIn: Charles HudsonConnect with Us:Follow the First Funders PodcastNewsletter with behind-the-scenes access and key takeawaysTwitter/X: @shaherose | @aviraniEmail us with feedback and suggestions on topics and guestsDisclaimer: This is for information purposes only. This is not investment advice.(00:00) - Intro (00:52) - Early Days and Building Community (03:09) - Interning at Smith Barney to the CIA's Venture firm (08:59) - Embracing Risk and Independent Thinking defines a solo GP (11:05) - Operating Experience As Product Manager, then Business Development at Google and a Return to VC (16:50) - Charles' first role as an advisor surprisingly had a $300M acquisition by Paypal (19:55) - Joining Softech (now Uncorked) in 2010 when Seed investors were known as Super Angels (21:10) - Launching Precursor to fill the gap created by Super Angel Funds going upstream and defining a new category - "pre-seed" (23:50) - First Investments: the role of macro tailwinds and headwinds (27:57) - Evaluating Founders 70% and Ideas 30% (31:03) - The Role of Business Model Innovation in Generating Alpha (33:25) - Learning from Challenging Investments: If you don't know its ok, but say something (38:01) - Staying True to Your Investment Strategy (40:44) - Charles' best investment: The Athletic, acquired by the New York Times for $525M (45:55) - How he Decides: Evaluating Founders and Their Potential, Weird Patterns, Product Velocity, Remote Teams (51:38) - Current Investment Strategies, Focus Areas and Check Sizes (53:25) - Following High-Potential Talent vs. Investing Theses: People vs. Market vs. Product Evaluations (57:00) - Speed Round

Are you tired of struggling to open a bank account for your business or personal needs? In this podcast, Clint Coons addresses this common challenge and offers a better solution with Barry Sloane, Chairman and CEO of NewtekOne. Before becoming a part of NewtekOne, Mr. Sloane served as the Managing Director at Smith Barney, Inc., overseeing the operations of the Commercial and Residential Real Estate Securitization Unit. Clint and Barry will shed light on the benefits of opening an account with NewtekOne as the premiere banking option built for businesses. Learn why NewtekOne stands out as a superior choice, offering specialized services tailored to the needs of entrepreneurs, real estate investors, and business owners. Accelerate your journey towards savings goals with a specialized business account tailored for growth. Learn More about NewtekOne https://partners.newtekone.com/andersonadvisors/ *Annual Percentage Yields (APYs) advertised are valid as of April 30, 2024, and are subject to change at any time without prior notice. Certain accounts require a minimum and maximum deposit amount required to open an account. Penalties may apply to early withdrawals. Fees may reduce earnings. To learn more, visit NewtekBank.com. If you are a current Anderson Advisors Platinum Member and would like information about setting up a bank account with Newtek please reach out to your team.    

In episode 10 of the Alternative Allocations podcast series, Tony and Matt Brown of CAIS share their enthusiasm for alternative asset classes and strategies and discuss the evolution of the alternative investment landscape. With product innovation and further demand for access, the need for world class managers becomes ever more important to continue to provide opportunities to more and more advisors.  Matt Brown is the Founder, CEO, and Chairman of CAIS. He has spent over 30 years at the intersection of wealth management, alternative investments, and platform design. He began his career as a financial advisor at Shearson Lehman Brothers and Smith Barney. In 2009, Matt founded CAIS, the first truly open marketplace for alternative investments, where financial advisors and asset managers can engage and transact directly on a massive scale. Financial advisors, the professionals we designate to oversee our economic futures, do not have the same access to alternative investments in comparison to large institutions. CAIS is changing that. Matt believes entrepreneurship is the major driver of economic and social change. He's spent the better part of two decades working with Endeavor, the world's leading organization for high impact entrepreneurs. During his tenure, he had the opportunity to mentor dozens of entrepreneurs from around the world, including Africa, Latin America, and the Middle East. Matt is honored to have been on Endeavor's South African and Turkish Boards which ultimately led to a position on the Global Board of Directors. The experience deepened his belief that helping entrepreneurs build and scale their businesses promotes economic growth and prosperity. It's Matt's personal mission to ensure that anyone with a dream, and the drive to achieve it, has an equal opportunity to make it happen.   Matt Brown | LinkedIn Transforming the world of alternative investing - CAIS (caisgroup.com) Alternatives by Franklin Templeton Tony Davidow, CIMA® | LinkedIn

You may or may not be aware of ARC. This is an organization that for many years has championed the lives, rights and welfare of persons with Intellectual and developmental disabilities. One of the main funding sources for ARC is its thrift stores. Not only do these stores provide a revenue source, but they also provide employment for many persons with all kinds of disabilities.   Our guest, Lloyd Lewis is the CEO of the ARC Colorado Thrift Stores. For the past 18 years he has grown the Colorado network from approximately $2 million to a large operation employing several hundred persons and greatly helping to financially support the activities of ARC.   My conversation with Lloyd is far ranging and quite informative. We talk a lot about the broad subjects of disabilities including the myths and fears promulgated within society. Lloyd offers some keen observations on how we can and should work to make society more inclusive. Lloyd's education and earlier business and legal background afford him a unique and strong skill set for the job he does today. I think you will find our conversation well worth your time.     About the Guest:   Lloyd Lewis is the CEO of the Arc Thrift Stores of Colorado, one of Colorado's largest nonprofits, employers of persons with intellectual and developmental disabilities, and relief organizations. Under Lewis' tenure, Arc Thrift has funded over $250 million to nonprofit causes and charities since 2005.   Lewis is a passionate champion on a crusade to promote a new way to think about inclusion and diversity.   Lewis the recipient of a Civil Rights Award and received the World Citizenship Award from the International Civitans, an honor that has included such noted past winners as England's Prime Minister Winston Churchill and Eunice Shriver, the founder of Special Olympics.   Lewis sits on the board of The Arc of the United States Foundation and is treasurer of Inclusion International, a worldwide organization advocating for people with intellectual and developmental disabilities, with members in over 100 countries.   Lewis has a 19-year-old son with Down syndrome.   He is the author of Why Not Them? a book about how his life was transformed by the birth of his son. In it, Lewis hopes to change the way our communities think about, connect with, and employee people with disabilities.   Why Not Them? is about a purpose-driven organization, arc Thrift Stores, whose mission is the success and inclusion of all of its employees, regardless of their abilities. It's about opening doors, challenging the way we do business, and touching hearts and minds.   Written from the perspective of a father and a businessman, it asks us all to join in the fight for inclusion and understanding. It is educational and moving and challenges us – as individuals and as a community – to perhaps look at the world just a little bit differently. ** ** Ways to connect with Dr.Jonathan :    https://lloydlewis.net/ LinkedIn: https://www.linkedin.com/in/lewislloyd/     About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.     Transcription Notes: Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well, hi, everyone, and welcome to another edition of unstoppable mindset where inclusion and diversity in the unexpected meet. And we get to talk today about inclusion and diversity. And if we're not, we may hit the unexpected as well, which is anything except inclusion and diversity. But our guest today is Lloyd Lewis, who is the CEO of the ark, Colorado thrift stores. And we're going to talk about ark and the thrift stores and everything else under the sun and why he's doing it and all that. So I'm not going to talk much, because that's his job. So Lloyd, welcome to unstoppable mindset. We're glad you're here, Michael.   Lloyd Lewis ** 02:00 It's great to be with you. And I really appreciate our opportunity to get to know each other and have a conversation. Looking   Michael Hingson ** 02:06 forward to it. Now we're in Colorado, are you?   Lloyd Lewis ** 02:10 We're actually I have stores across Colorado, from Fort Collins in the North Pole in the south across what we call our front range. And also on our western slope. My company is headquartered in Lakewood, Colorado, which is just a little bit southeast of Denver. Okay, we are all across the state. I   Michael Hingson ** 02:31 get to be in Littleton in May for the board meeting of the Colorado Center for the Blind and Littleton.   Lloyd Lewis ** 02:37 Oh, nice. Very cool. Yeah, Littleton is isn't as the city very near to us where we have a store and a very successful operation. And it's a wonderful city. Well,   Michael Hingson ** 02:49 I'm going to have to make sure that when we're going to be there that maybe we can at least meet in person. That   Lloyd Lewis ** 02:58 would be great. Please let me know when you're here.   Michael Hingson ** 03:01 I will. I don't remember the date. But I think it's around the ninth of may. But I'll let you know.   Lloyd Lewis ** 03:06 Maybe we could meet at my warehouse. We have a lot of wonderful blind call center agents there with adapted software. They do an amazing job for us. And I think they would appreciate getting an opportunity to meet you and and get to know you a little bit.   Michael Hingson ** 03:22 I may just stay an extra day or come in a day early to do that.   Lloyd Lewis ** 03:26 That'd be very cool. Very well. In any case, why   Michael Hingson ** 03:29 don't we start with you if you would tell us maybe about kind of the early Lloyd growing up and all that. Yeah, the   Lloyd Lewis ** 03:36 early Lloyd grew up in Tacoma, Washington. And I have a lot of family there. And the early Lloyd moved around a bit. California bit Bakersfield, high point North Carolina and Oklahoma City. And I had a stepfather who was doing transfers as a FAA controller. And I grew up, you know, doing well in school and playing sports. And really appreciate where I grew up, where we can see Mount Rainier from my backyard. And we had covered playgrounds because it rained all the time. Not like the kind of rain you're getting now. But it rained a lot in Washington and I actually like rain if it's the appropriate level. Not the LA rain you got right now but I've always found it refreshing. You had some snow this year. We've had a lot of snow this year. And we had that this past weekend. We were expecting a couple inches we got eight or nine inches. And we're having better weather right now as we're speaking. But this weekend, we could get even more so it's you know, I just wish we weren't getting so much of this because it interferes with my stores. If the roads aren't drivable people aren't likely to be out On the road, visiting my stores. So hopefully it'll be milder than what they're predicting right now.   Michael Hingson ** 05:08 Just for a point of reference, we're recording this on February 6 2024. So that's why we're talking about rain and snow and everything else. And typically, a lot of the weather that starts out in California does go East and elsewhere. So it's probably going to be a follow up to the storm that we have here that that you get. But it's a very slow moving storm. And that's why it's been so crazy out here, because we've had so much rain since it's just stayed over us and dumped a lot of moisture.   Lloyd Lewis ** 05:40 We see it on the news media, and it's very, you know, concerning. It's a lot of damage there. And power outages. And, you know, we in Colorado, we are, you know, sorry, this is the experience that you are having. Yeah,   Michael Hingson ** 05:56 well, and we will we will deal with it, which is cool. But at least we can and the cities and the government is doing their best to try to keep up with it all.   Lloyd Lewis ** 06:06 Well, I hope they can.   Michael Hingson ** 06:07 I hope. So. You did you go to college in in Colorado, or   Lloyd Lewis ** 06:13 I did not I ended up going to undergrad at the University of Oklahoma, in Norman, Oklahoma, and got a degree in political science.   Michael Hingson ** 06:23 Now, why did you go there as opposed to sign close? And I was   Lloyd Lewis ** 06:27 I was in high school at the time there. My stepfather had transferred Oklahoma City because he was teaching at the FAA Academy which is located. Yes. And then when it came time to do my undergrad. I had some counselors who thought I should attend an IV instead, I followed my friends to Norman, Oklahoma. And that was my undergraduate education.   Michael Hingson ** 06:53 Then what did you do? Then   Lloyd Lewis ** 06:55 I followed a girlfriend out to Massachusetts. From there, I did a paralegal training program in Atlanta, then hired at the Tennessee Valley Authority in Knoxville, where I spent a few years as a paralegal and applying for a paralegal job with an investment firm in Philadelphia, because I'd never been in the big city in the Northeast. And I ended up prior to grad school, being a municipal investment banker working on municipal financing projects, ultimately with Smith Barney, which Wow, fairly prominent firm at the time. Yes.   Michael Hingson ** 07:33 Did girlfriend follow you around or?   Lloyd Lewis ** 07:36 No, she that didn't work. He did her own thing. She actually she's done quite well. She went to do a PhD at Princeton and English, and became a professor at the University of Mississippi in a very successful career.   Michael Hingson ** 07:51 That's great. So did you ever find another girlfriend that took?   Lloyd Lewis ** 07:57 I did? Oh, good. Okay, I found a few. And then from Philadelphia, we thought the 1986 tax bill would disrupt our industry. So I took the Graduate Management Admission Test the GMAT application test for business school, I got admitted to Duke to Michigan to some other schools and Oh, my word and versity of Chicago. Which is, you know, considered, I guess, the best business school in America, per US News rankings. And I did an MBA graduate in 88, with a specialty in finance. It came out to Colorado in Boulder with IBM, as a senior financial analyst in their executive training program, and from there did a series of companies. I was director of finance for publicly traded medical equipment company. I was a CFO for high tech ultimately sold to micron. And then in 2003, my world changed. I had a little boy born with Down syndrome, whose name   Michael Hingson ** 09:07 I'm sorry, his name again. Kennedy.   Lloyd Lewis ** 09:11 Okay, and I got involved in scientific research advocacy. I met a neuroscientist at the University of Colorado working in that arena. And we partnered up and advocated at CU University Colorado across the country to try to get more funding for Down syndrome research at the time. It really didn't receive much funding and met a philanthropist daughter, whose father had founded stars encore she has a little girl my son's age with Down syndrome. We partnered up and ultimately that family created what's now the largest world's largest Down Syndrome research facility. The Linda cernik Institute named for the neuroscientist that I met and worked with initially on advocacy. My whole world changed with the birth of my son candidate What?   Michael Hingson ** 10:00 What caused you to really decide to make that change and go away from being a financial analyst and being very successful in the corporate world to clearly something else, just just because of his birth? Or did things happen that changed your life or when   Lloyd Lewis ** 10:17 he was born? You know, a lot of parents if they have a child with Down syndrome, you know, surprise them at birth, they might get anxious or depressed or angry or concerned. For whatever reason, none of that occurred to me, I just thought he was great would always be great. And I immediately thought about trying to help Kennedy, because people with Down Syndrome and intellectual disabilities have a lot of challenges and obstacles. So I went to a personal development seminar. I announced my goal in life was to raise $25 million in Down Syndrome research and Everyone applauded. And when I got down from the podium with that, holy smokes, I don't have money, I don't know anybody with money. And ultimately, the philanthropist daughter that I met, that family created the world's largest Down Syndrome Research Institute gifted with 32 million from that family believer in pointing the bat to centerfield, and, you know, shooting for the moon during the moon shot. And a few years later, unfortunately, the neuroscientist who was my friend and partner passed away from an aneurysm I took was my best friend at the time, I took a hiatus from Down Syndrome research, and was recruited to our by a friend that I had at IBM, and I joined arc, Mio five as CFO. Why? Well, I thought I could take my business skills and help create funding programs that would help people like my son.   Michael Hingson ** 11:56 So tell me more about Ark. So where it came from, what it is, and so on, if you would. Ark   Lloyd Lewis ** 12:03 thrift stores was created in 1968. To find Ark advocate chapters, who helped people with intellectual disabilities by jobs, housing, medical services, services and schools, affiliated with the Ark United States, the ark in the United States was the first parent organization during the 1940s, to advocate for humane treatment in large institutions where people like my son were being abused. And had my son been born in the 1940s. We would have been told, send him to Tunis, and forget about him, he won't walk or talk, tell people he died, don't tell people about him. But the Ark United States set about trying to create more humane conditions in these large institutions followed by deinstitutionalization advocacy, mainstreaming inclusion, public education, people like my son now live with their families, they participate in their communities. And the arcade United States with chapters all across the country, one of the top 10 charities in America does direct services and advocacy all across the United States, including advocacy in DC, with Congress and people, you know, important departments of the US government. So the art chapters of Colorado, all across Colorado, 15 art chapters, work with 1000s and 1000s of families and kids and adults. And again, try to help them achieve goals that, you know, a lot of us take for granted. How to find this job, how to find a place to live, you know, how to get your medical needs cared for, you know, how to be treated with respect in schools. And in our world, as as much progress has been made. You know, just through inclusion, people like my son have gained, on average 20 IQ points going from severe to mild impairment, moderate impairment to moderate to mild impairment. But still, there are tremendous challenges. 80% of people with intellectual dis 80% of women with intellectual disabilities will be abused. 40% multiple times 40% of men. There's an 80% unemployment rate for people with intellectual disabilities, the highest in the country. There's extreme shortage of housing and supports, there's a higher need for medical care. schools still have segregated classrooms for people with intellectual disabilities. So a lot of progress has been made, but there's a lot of progress yet to be made that the arcs are working.   Michael Hingson ** 14:54 Now is arc today an acronym for something. Now   Lloyd Lewis ** 14:57 it's no longer an acronym. Back in a Yeah, the word retarded, which is never used was actually an improvement over previous descriptions like Mongoloid ism, etc. It's no longer acceptable, right? It's just our it is just art today legally things are name as did the United States as have all the art chapters across the country, which   Michael Hingson ** 15:19 is, which is great and which makes perfect sense. And I kind of always wondered that whether and I sort of thought that that was the case. Well, my experience of being blind going back to when I was born in 1950, doctors told my parents the same thing, send him off to a home because no blind child can ever grow up to be a contributor to society. And he's just going to be a drain on your family. And that was the the tent the tone and the trend at the time, it was even worse than the other countries where they would just dispose of kids with disabilities when they were born.   Lloyd Lewis ** 15:57 Right, you know, we have many blind friends in Colorado, and they've all had similar experiences growing up, and challenges and obstacles. And, and, you know, our deep belief is that people with all disabilities, whether it's mental health, blindness, intellectual disabilities, physical disabilities, should be treated equally and afforded the same opportunities through education or employment as anyone else in society. And that's what we endeavored to do.   Michael Hingson ** 16:31 Being a little bit of a rabble rouser and troublemaker, of course, my position is, every person in society has a disability. And for most all of you, it's the fact that you're like, dependent. And if the lights go out, and you don't, well, if the lights go out, and you don't have a smartphone, or a flashlight nearby, you're in a world of trouble. Yeah,   Lloyd Lewis ** 16:51 I mean, everyone has issues of some type, whether it's, they have, you know, physical, physical issues, or, you know, they have hearing issues, or issues related to aging, or mental health. Or for some people, it's alcohol, some people, it's drugs, sure,   Michael Hingson ** 17:14 but I really, but I really do seriously choose to believe that life dependence is a disability, the only thing is that Thomas Edison invented the light bulb, and now light on demand has become so ubiquitous, that your disability is covered up, but it doesn't change the fact that it is one of the things that most people have to contend with in some way or another. Well,   Lloyd Lewis ** 17:36 you know, thank you for sharing that, you know, and you are absolutely correct if to do anything in our household, before we go to sleep depended on light. And without light. And without vision, I would be completely immobilized.   Michael Hingson ** 17:57 So and and the reality is, of course, you don't have to be but that's the way we're, we mostly are brought up. And the result is that we keep talking about blind people as being visually impaired, which is so wrong on so many levels, because visually, we're not now we look, we don't look different, simply because we're blind, necessarily. And impaired, is what some of the professionals in the field have made it but impaired or not. And it's it's really wrong for people to ever accuse anyone who has a so called traditional disability, physical or intellectual, of being impaired, because that means you're really just comparing us to someone else. And that's so unfortunate.   Lloyd Lewis ** 18:45 Well, thank you for sharing that. That's, that's very profound. And that's very meaningful and impactful. So thank you for sharing that. But   Michael Hingson ** 18:54 it is, it is something that we, we all deal with, in one way or another, and it's just kind of the way it is. So if we, you know, in looking at a lot of all of this, what about EI and people who are dealing with intellectual disabilities and so on.   Lloyd Lewis ** 19:18 But really, I just came to this conversation, from a meeting with my dei director, who happens to be African American, and our senior staff of 10 plus individuals, talking about the importance of Dei, with respect to people who have intellectual disabilities, with respect to broadening the tent as much as possible across the company for people with various various challenges in their own lives. They might be homeless, or they might be, you know, from poor economic or backgrounds, or they might be immigrants or refugees or veterans or formerly incarcerated or black or Latino, female, or we just, you know, every, every part of our society, we like to reach out to as much as we can to offer opportunities to be involved with us. We're very diverse company, which is pervert produced our latest EDI report. And we believe that diversity makes us all stronger, that everyone's different in some way. How   Michael Hingson ** 20:41 did we get most people in society, however, to recognize that we're not including disabilities in the diversity discussion, if you talk to most experts about diversity, they'll talk to you about sexual orientation, and race and gender and so on. And they won't deal with disabilities at all physical or intellectual or developmental. I   Lloyd Lewis ** 21:07 think it's a matter of awareness. I think it's a matter of reaching out and having these discussions, I presented to a group of two or 300 CEOs last year about the importance of including people with intellectual disabilities in their dei programs. I've spoken to national organizations. I've written a book, I'm at work on a movie with a film producer. And to me, I think it's a matter of, we need to reach out, we need to bring this to people's attention. And we need to advocate for our communities. And make sure we're included in DDI programs and discussions, I mean, that the ones that people talk about are more than deserving they're really deserving. But we are no less or no more deserving than other parts of dei programs, right need to be speaking out on behalf of people with disabilities to make sure that we're included in these conversations and in these programs.   Michael Hingson ** 22:15 Well, and we need to teach and help people with disabilities speak out as well, because the reality is that we tend to be ignored. And it's it's so unfortunate, you know, we're talking this month in February, about Black History Month, and so on. In October, it will be in Disability Employment Awareness Month and Disability Awareness Month. But you won't see anywhere near the visibility and the publicity and the talk about it. Even though it's a larger minority than black history, or blacks or African Americans or any of the other minorities who get recognized at one time or another during the year.   Lloyd Lewis ** 22:55 I think it's on us, I think it's on us to really speak out. And, you know, make sure we're represented, make sure we're included, make sure we're part of these conversations. And we need to bring this to people's attention and advocate, just like other groups have that advocated. And they're no less deserving of more than us. But it's really on us, it's on you and me and, and others disability leaders and people with disabilities to make sure that we have seats at the table.   Michael Hingson ** 23:33 Yeah. And I think that, that is a lot of it. We've we've got to get Congress and the states to do more to stiffen the laws and give us more of the laws that we need to have. Even though it should be a no brainer to do so. We don't find that legislators work nearly as fast as they ought to on some of these things. For example, we're just seeing reasonable movement on a bill that would require medical devices to be accessible. We still have debates regularly in the states and even in Congress about the fact that while the Americans with Disabilities Act should cover the internet, and the Department of Justice finally said, so there's still a lot of argument about it. And the result is a lot of places say well, I don't need to really make my website accessible because the Internet didn't come until long after the the ADEA. So the ADEA can't add in any way involve the internet, which is a ridiculous argument. But yet it is what we encounter.   Lloyd Lewis ** 24:52 Well, that is a problem. And you know if we could turn out 50 to 100 people to go talk to our legislators Talk to them session after session, day after day, week after week, we will get their attention. And we will make sure that we get these kinds of issues. You know, I chair five disabilities in Colorado, one of which is a Colorado cross disability coalition representing people with all kinds of disabilities. And the leader of that organization has become very prominent as an advocate, we have a policy aide for the lieutenant governor, who is my co chair for that organization. And we are making big strides in Colorado, getting lots of good legislation, but there's still there's still advocacy to be done. And we're talking about creating a permanent disability office as part of the governor's cabinet. But it again, it's on us to go after these issues. To get the attention of the decision makers, the legislators, the corporation's to make sure that we're not ignored to make sure that we're not back to the bus.   Michael Hingson ** 26:07 Yeah, it's it is a process and there's been growth, there's been movement, but there still is so much more that that does need to be done. And we also have to be proud of our own history and, and recognize that we've made a lot of progress. But there is a lot you have to do.   Lloyd Lewis ** 26:28 I am chair of something called the Atlanta Community Foundation, which is was a sister organization of Atlanta's community Inc, which was the nation's second created Independent Living Center initially on it, or it's helping people move out of nursing homes and get independent living skills. And we manage 200 affordable apartments for people with cross disabilities. And part of the history of this organization is the formation of an organization called adapt, which you're probably familiar with, which does all kinds of advocacy, nationally, nationally has annual sins and protests. Famously, in the 1980s. A gentleman Wade Blank, would march with Dr. King was in Denver, and he was Associate Director for a nursing home where he tried to create, you know, fuller lives, more enjoyable lives are some of the residents, his reward was getting fired. When he got fired. He started suing, you know, the nursing home, getting people removed from the nursing home and creating this independent living center. And one of the more notable actions he organized was something called the gang of 1919 people in wheelchairs, went out to a Denver bus stop as the bus rolled up, they rolled in front, some roll behind another bus rolled up, they roll behind that one. And that led to the first accessible buses in the country here in Denver, that spread out across the country. But they're you know, Berkeley and Denver are two prominent centers of disability history in America.   Michael Hingson ** 28:41 A couple of years ago, I read an article that said that New York City Manhattan specifically made a commitment that they're going to make, I think it was 95%. But it may have been even higher of all subway stations accessible, which meant wheelchair accessible, and so on. And I and I know, having lived in the area and been on a lot of those subway platforms. That is a monumental task, because some of them   Michael Hingson ** 29:20 I'll be interested to see how they create the space to put an elevator in to get people down, which is not that it shouldn't be done. But it was a pretty major commitment. And I gather it's moving forward because I'm not hearing anything that saying that people aren't moving forward with it.   Lloyd Lewis ** 29:35 Well, that hopefully they fulfill that commitment. Yeah. It's again, as you say, it's very important to listen to our community. And make sure that we are included to make sure that we have accessible means to live just like everybody else. How   Michael Hingson ** 29:54 does this whole lack of in some senses regarding disabilities dei I affect the civil liberties of people with disabilities.   Lloyd Lewis ** 30:06 Well, you know, if you're discriminated against in employment, you know, that is a financial impact that is unequal and unfair in very disturbing, there's a very high rate of poverty in our community, which is, needs to be addressed. And those are things that we are working on. And people need the ability to have equal opportunities employment. Similarly, in housing, housing needs to be accessible, it needs to be affordable, needs to be available to people with disabilities, medical care, there's higher needs of medical care. Yeah, there needs to be more attention in Medicaid and other insurance programs to make sure that our community get the kind of medical care that that that they deserve, as human beings, as citizens who should be treated equally with everyone else, you shouldn't have to be rich to get medical care. Yeah, you shouldn't have to be without the disability and the way we think of disability to get appropriate medical care, similarly, in schools, there's still segregated classrooms and school. Yeah, in the world of abuse. People with disabilities, extreme experience higher rates of abuse than others, just in every aspect of society. We are we are hurting people with disabilities if they're not treated fairly and equally with equal opportunities. We   Michael Hingson ** 31:52 were talking earlier about the whole issue of becoming more involved in the conversation and what you were just talking about reminded me of something. My wife, when she was alive, was in a wheelchair her whole life, we were married for two years, and she passed in November of 2022. One of the things that she loved to do and so she got me to watching it as well was television shows like The Property Brothers on HGTV, or they call Property Brothers. Okay. And it's to get two twins, twins, who will go renovate homes for people and, and so on. And they, they do build some, but the thing about it, and there are so many shows like it, that are all involved on Home and Garden Television, with renovating homes, fixing up homes and so on. I don't even even though it would make sense to do, especially since we have an aging population, what I don't see is any of these people making a part of their vernacular or vocabulary or modus operandi, putting in appropriate things to consider the fact that somebody in the future who may get that home will have a disability. And, and so the result is we don't, you know, they don't do it. I think I saw one Property Brothers show where it was a wheelchair issue, or there was a person in a chair. But they don't do it as a matter of course, and it would make sense to do. And some architects will point out why it's sensible to do.   Lloyd Lewis ** 33:36 That's a very important point. Again, we need to be reaching out to the cable show producers, we need to be reaching out to the media, we need to be reaching out the networks, the streamers, Netflix, Amazon, we need to be reaching out to the builders, the builders associations, they can't ignore accessibility. Accessibility needs to be able to be built in everywhere, everywhere. And it's unacceptable to gloss over our community and not really listened to our requests for accessibility and inclusion is just not acceptable.   Michael Hingson ** 34:21 I suppose. And I hear what you're saying. And I don't argue with with that at all. But I do suppose on the one hand, where where should people focus most of their attention? I know in the National Federation of the Blind, for example. Well, the whole issue of access in the way we're talking about for people in chairs and other people isn't quite the issue. It really is. But at the same time, how do you decide where to focus your efforts?   Lloyd Lewis ** 34:57 Well, you know, I I'm very involved in cross disability advocacy. I'm very involved in affordable housing integrated for people with disabilities. I'm very involved in a state disability funding committee funding innovative disability projects on the ark of us Foundation Board, working in the arena, trying to assist them expand their funding capacity. I'm on an international board with members in 100 countries because as much challenge as we have in America, in some parts of the world, it's even Oh, yeah, extremely challenging, and concerning and troubling. And I'm very involved in my own company, and providing relief to our community and food, food insecure, employment opportunities to marginalized populations. And we've hired hundreds of employees with disabilities to my company. You know, where one focuses, it is really dependent on one's primary concerns. And one's bandwidth. I am fortunate to be blessed with an ability to sort of, you know, do a lot of things all at once. And so I try to do as much as I can as much as many different arenas as I can. But, you know, whatever the primary issues are for the National Federation of the Blind. If that's one's main concern, you know, go for it, you know, start reaching out to as many people as you can,   Michael Hingson ** 36:53 yeah. Well, and, and they do. But I, but I think that the, the challenge is, is for all of us so overwhelming, but it doesn't mean that we shouldn't be dealing with it. And one of the reasons that is overwhelming is that there are so many myths and so many poor attitudes and misconceptions about things like employing persons with intellectual and developmental disabilities, or any kind of a disability, you know, what are some of the kind of myths that you encounter every day? And how do you? How do you deal with some of those?   Lloyd Lewis ** 37:30 Well, in my company, it's relatively easy to deal with the myths because I'm at the top of the company. So we don't have the same kinds of barriers and challenges that employees face in other companies. We are completely accessible, we are completely responsible, responsive to the needs of people with disabilities who work for us. With other companies, you know, it becomes more difficult because there are miss that it's going to be too costly, or there's going to be too many accommodations, or they're going to be safety issues, or legal issues or what have you. My response to all of that is, you know, we have to be provide accessibility to our employees, well make accommodations for all our employees. Well, so it's no no different than making accommodation for a person with disability than it is for someone who, who needs some time away with their kids or time away with an illness. Or they need a flexible schedule, or they need some kind of medical support. We need to think about providing accessibility and accommodations for everybody, regardless of ability or disability. Well, here's   Michael Hingson ** 38:51 another example. And one of the reasons I brought it up is to get to this point. So take the average employee who doesn't supposedly have a disability, right? What does any company provide them with? We provide them and I tell me this in a facetious way, but we provide them with lights so that they can see to walk down the hall and go to the restroom, and so on. We provide them with monitors and computers, and especially the monitors so they can see what it is that they have to do on the computer. We provide them with rooms that have coffee machines, so they can get coffee and other things like that. You know, we provide so many reasonable accommodations to the average employee period, that why should it be difficult to provide specific accommodations for maybe a subgroup of those people? And the answer is, of course, it shouldn't be a problem. If I go to work for a company, I instead have a monitor because I'm not going to use a monitor, although typically, computers come with monitors, but I need a screen reader to verbalize the the information that comes across the screen. But I'll get the argument well, but we didn't budget for that. And my response is, yes, you did. You provide what it is that people need in order to be able to access the information on the computer, just because what I use is a little bit different. We, a part of the conversation needs to be that we're providing lots of accommodations for everyone already.   Lloyd Lewis ** 40:35 Yeah, I completely agree. And in my own experience, it's no more costly to provide accommodations to people with disabilities and people who supposedly don't have disabilities. And it's just there's not really an expense differential anyway. And they were even if there were, we need to treat people humanely. People opportunities, well, where are we at as a society with our morality? Yeah, if we don't help everyone who can use our support? What what does that say about our society, even   Michael Hingson ** 41:11 if there were significant differences in expenses, which we know there are not. But even if there were, the bottom line is that any company that is doing anything, can figure out ways to offset those costs. But, but the reality is, there aren't significant differences at all. We   Lloyd Lewis ** 41:32 now live in this world of artificial intelligence. We now live in this world of the cloud. We now live in this world of extreme technical advances, medical advances. There's really no excuse not to support everyone in society, and give them reasonable accommodations. There's just no excuse. And that's   Michael Hingson ** 41:57 one of the reasons is that I object to the concept of being called visually impaired, because impaired is such a negative term, when you start to say anyone is impaired compared to anyone else. Everyone has impairments of one sort or another. And the reality is that we need to get that kind of concept out of our vocabularies, and least out of our mindsets. Well, I   Lloyd Lewis ** 42:23 again, I totally agree. Yeah. They totally agree.   Michael Hingson ** 42:27 So this is probably a little redundant, but what are some of the, the myths and fears that and this gets back to the whole conversation about disabilities? And I think why we're not so much included, but what are some of the myths and fears that people typically have about all of us, and especially I think, even more so with intellectual and developmental disabilities,   Lloyd Lewis ** 42:49 safety cost, legal accommodations, but we experience No, in my company, we have 450 employees with intellectual develop developmental disabilities, 450, Down syndrome, autism, cerebral palsy, all forms of types of developmental disability, my company has never been more successful. I got the company near 37. When we were doing all of 2 million in earnings, we have had 17 of 18 record years only interrupted by the COVID. year, we're now doing 20 million. And I've hired 450 employees with developmental disabilities.   Michael Hingson ** 43:34 How old is the company today?   Lloyd Lewis ** 43:36 is 55 years old? All right, so   Michael Hingson ** 43:39 in 18 years, look what you've done. Yeah, and,   Lloyd Lewis ** 43:42 you know, I attribute a lot of that to employ people with disabilities, love to contribute, love to work in teams are very, you know, positive and inspirational to their fellow employees. And they just appreciate being able to be part of the workforce, and do what the rest of us do. And, you know, to me, I would do it in any company. If I were the head of IBM or the head of Facebook or Apple, I would do the same thing.   Michael Hingson ** 44:20 I would, I would submit that one of the advantages of hiring a person with any kind of a disability who thinks at all would tell you I'm going to be more loyal to you because I know how hard it was for me to get a job and the very fact that you gave me a job is going to want me to stay there because you made me an offer and in theory, you made me feel welcome. Why would I ever want to   Lloyd Lewis ** 44:50 leave boys with with disabilities are extremely low in the hate to miss work? We get to three feet of snow on the road and they want to come into work. I have to order them not to. Yeah, I believe all of our employees with disabilities are our blind agents or employees with intellectual disabilities or wheelchair users. They are extremely loyal, the Colorado's, and they can benefit from employment period that the Colorado   Michael Hingson ** 45:21 Center for the Blind in Littleton has actually purchased an apartment complex where all the students reside. And they have to learn independent living skills, learn how to keep up the apartments and so on. But they go every day to the Senator. So it usually means taking a bus, I think it's close enough that you can walk but not during the snow. But again, people do the same thing. They're very committed to being there to learning the skills that that need to be learned. And they do whatever is necessary to make it work out. And that's what it should be.   Lloyd Lewis ** 46:02 Yeah, again, total agreement you did acquire,   Michael Hingson ** 46:05 I would add one fear that you didn't mention. And I'll, I'll say it and then I'll fall aside a little bit. The fear is, I could become like you, I could get a disability, it could happen to me in a moment's notice. Having said that, the response is, how often when we start to deal with fear, do we just worry about things to death? That will never happen? The reality is most people won't get a dis become a person with a disability in any way. Why are you worrying about it?   Lloyd Lewis ** 46:46 Well, in the employment world, I agree with you. But as we age, more often than not, people eventually acquire some kind of disability, physical mental, cancer, Alzheimer's, you know, as we age, more or less well, true herb as well, not everybody. But I think part of it is not realizing that, you know, at, at the end of our lives, most people are dealing with issues that they didn't deal with earlier now. Sure.   Michael Hingson ** 47:25 And so they also weren't prepared for that either, which is part of what society really needs to do.   Lloyd Lewis ** 47:32 So I think people need a deeper empathy and understanding of, you know, people like my son are born with Down syndrome. And, you know, they have typically cognitive issues, resulting in IQs, less than 76. And, you know, it's not like they chose that live. It's not like, you know, they didn't do things in their life to prevent that happening. My son was born with an extra chromosome 21. But he's, he's a wonderful human being. And he deserves the same kind of opportunities, and treatment as everyone else in society,   Michael Hingson ** 48:19 will he have a job somewhere?   Lloyd Lewis ** 48:21 He, he's already working part time at one of my stores. And he's finishing his last year of high school transition. Cool. But I think people need to understand that a lot of people don't choose their so called disability. They're born with it. And people don't understand that later in life. Most people will probably have some kind of issue they deal with, and how would they like to be treated later in life? Right? What kind of respect they deserve later in life? What kind of treatment do they deserve later in life.   Michael Hingson ** 49:03 One of the wonderful things that happens at the Colorado Center, and that I've talked about before is that if you enroll there, and become a student, if you are low vision, as opposed to blind, that is totally blind. But if you have some eyesight, you will still do most of your work, your travel training and so on, under sleep shades. And you will learn to do that as a totally blind person. And the reason   Lloyd Lewis ** 49:33 pardon me but describe sleep shades for me. Sleep shades are   Michael Hingson ** 49:37 the things that some people put on at night when their lights so basically, covering your eyes or got it. Yeah, I forget the other terms that people use for them, but that's basically just so that you don't see any light. Okay? And the reason for it is many people who enroll or matriculate into the center with and have who have low vision are people who have retinitis pigmentosa or something else has occurred with them. And they will probably lose the rest of their vision. And the philosophy of the center is. This is the time for you to learn all about blindness. And really what blindness means. And by doing so, when you lose the rest of your eyesight, which is not to say you shouldn't use the ICU half, but when you lose the rest of it, which very well could happen, you'll already know what to do. And you don't have to go through a second psychological trauma, and learn things all over again, which I think is so important, because we teach people that blindness isn't the problem. And I think it's true with other disabilities as well. It's not the problem. It's our attitudes and our perceptions that are the real issue that we face.   Lloyd Lewis ** 50:56 Yeah, I very much appreciate that kind of thought process. It's,   Michael Hingson ** 51:01 it's pretty cool. One of the things that you have to do if you're going to graduate from the Senator, is you have to cook a lunch yourselves, for staff and all the students, which means you're usually cooking for between 70 and 80 people, and you get to do the whole lunch plan, the menu and everything. It's really excited on graduation day for anyone when that happens, because they've learned Linus has been gonna keep me from doing stuff.   Lloyd Lewis ** 51:32 Do you know Brenda Mosby does that name ring a bell? No. She's my co chair for the Colorado processability coalition. And she has low vision, I believe. And that's a person that is you remind me, I will email intro I think you would really enjoy me with Brenda, who has a lot of your experiences and philosophies. And I think she would be an important person for you to get connected with in Colorado.   Michael Hingson ** 51:59 Sure. And on top of everything else, we can get her on the podcast.   Lloyd Lewis ** 52:03 She would she would be great on the podcast,   Michael Hingson ** 52:08 always looking for guests. So anybody who has a person you think we I   Lloyd Lewis ** 52:13 guess be at work? Yes.   Michael Hingson ** 52:15 We're always looking. So anybody listening, if you've got a thought for a guest, we want to hear from you. But that's great. I'd love to meet her. And, and again, we're going to be in Colorado, we'll we'll work that out. I think it'll be a lot of fun to do. But I think that for the most part, we really do need to recognize that what people think about us and not necessarily the way reality really is.   Lloyd Lewis ** 52:47 Here, I mean people's misperceptions that people have intellectual disabilities as an example. If they're not connected to someone, they don't realize the full value and contribution someone like my son can make. What I'd say get to know him, and his personality, and his sense of humor. And you know, the things he enjoys? Yeah, his ability to verbal communication is a little tough for him because of some, you know, physical features. Yeah, sometimes a company down syndrome. But you can miss estimate what his real intelligence level is, because the verbal thing, but   Michael Hingson ** 53:33 I will bet he's not shy about voicing his opinion or articulating where he can.   Lloyd Lewis ** 53:37 He's not shy at all. In fact, he's kind of like the life of the party. And he loves to give speeches. And he is not embarrassed at all, to be in front of 1000s of people and get the microphone and express his opinions.   Michael Hingson ** 53:55 What's the difference between an intellectual and a developmental disability?   Lloyd Lewis ** 54:02 Well, they describe two things intellectual is around IQ and developmental as around the various stages of development, you know, crawling, walking, the typical developmental phases of early childhood.   Michael Hingson ** 54:24 What are would you say some of the best industries? I'll be interested to hear your answer to this some of the best industries that are suited to support or employ persons with intellectual and developmental disabilities.   Lloyd Lewis ** 54:37 I would say every industry there you go. That's what we tend to think of certain industries that Yeah, look, but I'm telling you, every industry can have people with IDD work in that industry and be productive contributing members every year. I don't care whether it's tech aerospace, or the military, or every single and energy, retail groceries, every single industry can have seductive employees who have IDD and productive employees who have any form of so called disability.   Michael Hingson ** 55:24 Yeah, I think that's really the right answer. Why should we be limited?   Lloyd Lewis ** 55:32 Well, we're limited due to misperception. Yeah, that's my point, he went to lack of understanding, lack of awareness, lack of connection. And it's not always particularly the fault of these industries. Because unless you have a personal connection, you may not have had the opportunity to become aware of who people really are. This is same experience African Americans had back in the day and still have today that women have had and still have today, that gays have had and still have today. That there, there's a lack of understanding of so called, you know, diverse communities, that with understanding and connection, all of that goes away. All of that goes away   Michael Hingson ** 56:16 with all of the things that are going on today in society. And I think in so many ways, we are losing the art of conversation, and so on. Do you think that's making the opportunities and the whole potential for having the conversations that we're talking about tougher?   Lloyd Lewis ** 56:40 Yeah, these kinds of conversations can be tough, because people aren't familiar with them. And these are new concepts. And one has to set aside some biases, in a lot of cases unconscious biases, that again, with personal connections and awareness and direct contact. A lot of this stuff goes away. Yeah, you get to know who they are, she   Michael Hingson ** 57:03 got to know. Yeah. You discovered for   Lloyd Lewis ** 57:08 literally being in a room with somebody, or on the phone with somebody and getting to know,   Michael Hingson ** 57:12 you discovered that what you thought isn't really the way it is.   Lloyd Lewis ** 57:16 That is correct. That's absolutely correct. Well,   Michael Hingson ** 57:19 I want to thank you for being here with us and taking the time to chat with us about art about disabilities in general. Of course, needless to say, it's a topic that's near and dear to my heart. If people want to reach out to you and and talk with you more or or learn more about our How do they do that?   Lloyd Lewis ** 57:42 They can email me a Lewis l e w i s at ARC thrift.com, A R C thrift.com. On my cell phone 720-206-7047 Just say you heard this on this program. There   Michael Hingson ** 57:55 you go. Well, I hope people will do it, I hope people will reach out and the people will be more now stimulated and more knowledgeable about disabilities than they were before they came. I think that it's extremely important, and that they will help promote the conversation. And we'll have to work on getting the Property Brothers to come on to unstoppable mindset. These days. I think that'll be fun as less contact those guys. Yeah, Jonathan and drew Scott.   Lloyd Lewis ** 58:26 Wonderful conversation, really enjoyed getting to know you and have this conversation. And I think I learned a hell of a lot more from you than you learn from me.   Michael Hingson ** 58:35 Ah, not sure about that. I always love to   Lloyd Lewis ** 58:38 add a lot of wisdom in what you said.   Michael Hingson ** 58:41 Well, thank you. I appreciate it. I think we both learned a lot, which is the way it should be. I feel that if I'm not learning on these podcasts, and I'm not doing a good job, and I always find ways to learn so   Lloyd Lewis ** 58:52 this podcast is gonna be one of my favorite podcasts, you   58:55 will definitely get it. Well thank you and I want to thank you all for being here and listening to us. Love to hear your thoughts. Please feel free to email me at Michaelhi M I C H A E L H I at accessiBe A c c e s s i b e.com. Or go to our podcast page at WWW dot Michael hingson.com/podcast. Michael Hingson is m i c h a e l h i n g s o n.com. And I should have said and will now say that we met Lloyd through Sheldon Lewis at accessiBe you know, Sheldon.   Lloyd Lewis ** 59:29 Well, thank you. Thank you so much, Michael. I very much enjoyed this.   Michael Hingson ** 59:32 Well, thank you for being here. We really appreciate it. And let's do it again.   Lloyd Lewis ** 59:38 Please do it again. More to learn. Let's do it again.   Michael Hingson ** 59:45 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

In this episode of Where Public Finance Works, we explore the remarkable journey of Martin “Marty” Feinstein, an influential figure in the fusion of public finance and investment banking technology. Born and bred in New York, Marty's story begins with his early exposure to computing at Jamaica High School, training on an IBM 1030 mainframe, and progresses through his ascension in the field post completing his master's from Albany State. Join our host, Tyler Traudt as he guides us through Marty's story from his foundational programming work at International Paper, creating a forest-yielding algorithm, to his pivotal role at First Boston, where his uncle's advice steered him into the world of public finance. Marty recounts his transition from programming to financial analysis, and how the arrival of PCs and evolving technology shaped the industry. Listen along as he details the profound shifts in bond pricing technology, from the Monroe Bond Calculator to the dominance of Bloomberg terminals. Marty candidly discusses the impact of the Tax Reform Act of 1986, which threw municipal finance into tumult, and how it prompted changes in refunding bonds and the entry of analytical databases. As he reflects on his later roles and working with his team at DebtBook, we learn how Marty's legacy is defined by a commitment to progress and the ability to harness knowledge for continuous improvement.   Featured Guest Marty Feinstein is the Managing Director of Finance Product & Enablement and Head of Data Analysis/Excel Model Development at DebtBook. He first entered the Public Finance field in 1980 as a computer programmer at First Boston Corporation. In 1995, Marty joined Smith Barney (later to merge with Citi) where he became a director and headed the Finance Structuring Group within the Public Finance Department. Marty also worked for Global Financial Markets Institute as a consultant responsible for training clients in general Public Finance knowledge or Excel cash flow modeling. In April 2020, Marty joined DebtBook to help the team design and build user-friendly internal models to speed data entry of client information and train staff in general Public Finance knowledge. Download Now: The Issuer's Guide to Modernizing Debt Management

Are you ready to dive deep into the world of finance and find out how one woman is changing the game for female empowerment in the industry? Welcome to episode 110 of Carlsbad: People, Purpose, and Impact! I am your host, Bret Schanzenbach, and today we're sitting down with the phenomenal Catherine Magaña, managing partner of WWM Financial.Catherine's journey is nothing short of inspiring—from her early days learning the ropes in a male-dominated field to launching Savvy Woman Wealth Management, a division aimed at educating women on all things fiscal. Join us as we explore Catherine's professional evolution, her strategic move during the 2008 financial crisis, and how her core values of family, community, and integrity shape her work and philanthropy. Plus, find out how the addition of tax strategist Rachel Ivanovic is revolutionizing the services at WWM Financial!Don't miss this episode packed with insights and Catherine's powerful message of financial literacy and independence. Tune in to learn, be inspired, and maybe even discover your path to financial empowerment! Catherine's Bio: Catherine began her financial management career at Smith Barney (now Morgan Stanley Wealth Management) in 1999. She then partnered with Steve Wolff and Cliff Wiese in 2004 while at Smith Barney and now serves as a CERTIFIED FINANCIAL PLANNER™ for Wolff Wiese Magaña, dba WWM Financial and Savvy Women Wealth Management (“SWWM”) a subsidiary which she helped found in 2011.Catherine graduated from Cal Poly San Luis Obispo with a bachelor's degree in business administration. She enjoys walking/running in local 5K's (Carlsbad 5000 and Encinitas 5K), learning how to play golf and spending time at Moonlight Beach with her family. Catherine enjoys new adventures. She has zip lined in the mountains, rock climbed, and has even walked through hot coals barefoot! Catherine is active in local community service activities such as Holiday Baskets, Fill the Plate, and Backpacks for Kids.Catherine is well respected among other San Diego business professionals and participates in many organizations. She was awarded “2018 Five Star Wealth Manager,” “2016 Carlsbad Chamber Small Business Awards for Women Owned Business,” “2016 Carlsbad Chamber Go Giver Award,” “NCPC Volunteer of the Year for The Carlsbad Charitable Foundation” and was a finalist in the 2016 San Diego Business Journal Women Who Mean Business awards. She serves as a Board Member and Chair of the Government Affairs Committee for the Carlsbad Chamber of Commerce, is the past Chair of Board of Directors and past Grants Chair for the Carlsbad Charitable Foundation, is an Executive Board member and past President for the Financial Planning Association of San Diego.She has been married to Joscelin since 2000. They have twins – a boy and girl, Phoenix and Madison.Check out these Links:WWM Financial Facebook page Linkedin Did this episode have a special impact on you? Share how it impacted youCarlsbad Podcast Social Links:LinkedInInstagramFacebookXYouTubeSponsor: This show is sponsored and produced by DifMix Productions. To learn more about starting your own podcast, visit www.DifMix.com/podcasting

Master brand builder Bret Sanford-Chung shares her career defined by constantly finding and stepping out of her groove, highlighting the critical role of intellectual curiosity and defining her WHY. Spanning various industries and roles, from art school to KPMG, Bret showcases her adaptability and love for the learning curve. She emphasizes the value of embracing challenges, asking questions, and the ethos of being comfortable with uncertainty. Highlights:* 05:10 The Power of Intellectual Curiosity * 07:28 Storytelling As A Superpower* 21:53 The Importance Of Knowing Your Why* 27:10 Stepping Out of Your Comfort Zone* 31:55 Reflection: Embrace Your Inner Weirdo* 41:06: Our Hope for Smart Rookies EverywhereAbout Our Guests: Bret Sanford-Chung is a distinguished brand builder with a versatile marketing background, having served as an Agency Creative Director, Chief Marketing Officer, Global Agency Leader, and Educator. She is currently the Managing Director at KPMG's Marketing Consulting practice, spearheading significant corporate transformations. With previous roles at Forrester Research and as a Founding Partner at CreativePutty, Inc., Bret has a rich history of aiding top-tier clients in various sectors.Her influential "Values" campaign for HSBC is permanently showcased at MoMA, and her work in rebranding Smith Barney underscores her prowess in modernizing financial services. Bret is not only a prominent speaker worldwide but also an academic, teaching at Columbia University and the School of Visual Arts, while contributing to esteemed business and academic boards. Holding advanced degrees in English Literature and Media Arts, she's also a yoga enthusiast, marathon runner, and a devoted family person.Reference:* Learn how we use the Acorn to Oak Tree exercise in our human-centered design research on our tools page.We want to hear from you!We'd love to hear what you observed in this episode. What did this episode leave you wondering about? What did you observe and what was said or left unsaid? Leave us a voice memo, DM us on Instagram, or send us an email, smartrookie[at]thenucleusgroup.com.  Credits:* Chelsea Carlson, Podcast Art Designer* Ashley Bradford, Theme Music Artist* Sam Nash, Audio Engineer* Gabriela Acosta, Executive Producer * Smart Rookie is brought to you by brand and strategy collaborative, The Nucleus Group.Please note that our show transcript is AI generated and may not be 100% accurate. Get full access to Smart Rookie at smartrookie.substack.com/subscribe

In this episode, I welcome back Anton Anderson, CEO of Elite Resource Team, as my second repeat guest. He will share his unique approach to forming strategic partnerships with CPAs.We explore the transformative power of collaboration in wealth management, highlighting Anton's transition from traditional financial advisory to founding the Elite Resource Team (ERT). As his company approaches its 10-year anniversary this April, we spotlight its role in fostering partnerships between advisors and CPAs for comprehensive client service. Moreover, we discuss the impact of COVID-19 on virtual collaboration and offer a sneak peek at the upcoming Elite Growth Academy event. Anton also announces his forthcoming book on the subject.Listen the first episode with Anton HEREAnton's BackgroundEarly career at Smith Barney, transitioned to a smaller firm in San Diego focusing on comprehensive, holistic planning.Founded Elite Resource Team (ERT) in 2014 after a significant career moment involving a client's CPA.The Evolution of ERTERT's mission: Facilitate collaboration between wealth managers, insurance agents, CPAs, and attorneys to serve business owners and high-net-worth clients more effectively.Anton's shift from traditional practice to working exclusively with CPAs.The realization of the importance and impact of CPA partnerships in wealth management.Growth, Evolution and the Future of ERTEarly challenges and the grind of establishing a new business model.Significant growth from 2017 onwards, driven by effective marketing and clear targeting.Transition towards building a sustainable, system-driven business beyond just Anton and the initial team.ERT's 10-year anniversary event in San Diego, open to both clients and non-clients.Anton's vision for ERT and the industry: fostering deeper, more collaborative relationships for better client service.The Impact of COVID-19COVID-19 as a catalyst for the widespread acceptance of virtual collaboration.The pandemic accelerated the adoption of ERT's model by breaking down geographical barriers between advisors and CPAs.Anton's Upcoming BookThe decision to write a book as a means to share the ERT model and philosophy more broadly.The book as a tool for advisors to establish credibility and foster relationships with CPAs.About our Guest: Anton Anderson is the CEO of Elite Resource Team.You can learn more about his work at:https://elitert.com/https://www.linkedin.com/in/antonjanderson/https://www.antonjanderson.com/About Your Host:  Paul G. McManus is an accomplished author and expert in helping financial professionals grow their businesses. With over eight years of experience working exclusively with financial professionals, Paul has helped his clients generate tens of millions of dollars in fees and commissions.Claim your free audiobook copy at: www.theshortbookformula.comSupport the show

Shinobu Hindert is a Certified Financial Planner™ professional, money expert, and creator of Empowered Planning, LLC. She spent the first half of her career working for some of the largest financial institutions in the United States, including Smith Barney and Fidelity Investments. As a financial adviser, she created personalized financial plans for high-net-worth individuals all across the country, overseeing more than $350 million in client assets.Now Shinobu has taken all her knowledge and created a simple, proven method for teaching personal finance. She has delivered over five hundred live workshops covering a wide range of topics, from budgeting to estate planning. Her goal is to simplify the complex world of investing and empower women everywhere to reach financial freedom.Shinobu Hindert, a certified financial planner and author of investing in your superpower, join ‘Forbes Talks' to give personal finance advice for 2024.Stay ConnectedForbes newsletters: https://newsletters.editorial.forbes.comForbes on Facebook: http://fb.com/forbesForbes Video on Twitter: http://www.twitter.com/forbesForbes Video on Instagram: http://instagram.com/forbesMore From Forbes: http://forbes.comForbes covers the intersection of entrepreneurship, wealth, technology, business and lifestyle with a focus on people and success.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Owning a property management company can be expensive, risky, and stressful. Property management business owners often surround themselves with the wrong team members. Today, property management growth experts Jason and Sarah Hull sit down with Pete Neubig with VPM to talk about building effective and efficient property management teams. You'll Learn [01:58] Having a business in “Chaos Mode” [09:02] The importance of core values [14:45] How VAs help your business thrive [23:18] Accountability, KPIs, and training [30:06] Creating company culture with VAs [37:07] Getting the right people in the right roles [41:30] VAs for property management companies Tweetables “When you're in high growth, you seem to be in chaos mode, and when you're in chaos mode, you don't make any money.” “When you're not proactive in your business and you're reactive, you're losing trust and churn goes up.” “If you don't have your org structure correct, it doesn't matter how many whistles and bells you have.” “I think every business owner needs to build the business around themselves.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Pete: If you don't have your org structure correct, it doesn't matter how many whistles and bells you have. If your org structure is not correct, It all goes to hell in a handbasket.  [00:00:09] Jason: All right. Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. [00:00:28] DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not, because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners, and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. [00:01:03] I'm your host, property management expert, Jason Hull, the founder and CEO of DoorGrow, along with Sarah Hull, my wife. Co-owner of DoorGrow and the COO of DoorGrow. Now let's get into the show.  [00:01:16] So our guest today, we've got Pete Neubig back on the show with VPM Solutions. Welcome Pete.  [00:01:23] Pete: Welcome Jason, sarah. Thanks for having me.  [00:01:25] Jason: Yeah, good to have you. So now Pete, you were an operator of a property management company.  [00:01:31] Pete: That's correct.  [00:01:32] Jason: With Steve Rosenberg and you really helped to dial in the operations there and build that up. And now you're helping people do this in their property management business with your VA company. So we're going to be chatting about today is the number one way to increase productivity and profitability, so this should be interesting. So Pete, what is the number one way to increase productivity and profitability? Let's get into the subject.  [00:01:57] Pete: Sure. So before I jump right in, I'll talk about just a little brief history of Empire Industries, which was the company that we owned. So, we came from the investor side, Steve and I, we partnered up, we owned about 31 homes. Bought too many, didn't know how to manage it. [00:02:12] We love the idea of buying the deal. We hated the idea of managing it. So we went out looking for management firms and then realized we felt we could build a better mousetrap, which we ended up doing. Our original vision, I know you talk a lot about vision in your coaching, our original vision was we were going to own 500 homes and manage them ourselves, and within a year, that vision went to crap and we ended up managing 60 homes and I owned 37 of them. I'm like, "Steve, how are we managing these other homes?" And we were third-party managing all of a sudden. Because he felt that everybody needed help. And so we started third-party managing. So that's how we got into it, and we ended up building a better mousetrap and we created a third-party management firm and we took it from those 31 doors that we had all class D minus stuff, which is a whole other podcast. And I think you've actually listened to one of yours recently about something like that. So we ended up taking it to about 980 single-family homes and nothing more than four units in Texas, single families, one to four units and we went to three markets. We were in Houston, Dallas, and Fort Worth. And what happened was with us, our vision was no longer aligned. Steve wanted to take the property manager firm national. I wanted to literally just stay in Houston and get like 1500 homes. And so that fractured the partnership to the point where we decided to sell the business. Long story short, I couldn't afford to buy him out and he didn't want to buy me out. So we ended up selling to My Management, took a job with them for a couple of years, and realized I was no longer employable and that's when I started VPM Solutions. So that's the short version of it, but we were in chaos mode for many years at Empire. [00:03:43] When you're in high growth, I don't know if you've seen this with your clients, but we were in high growth and when you're in high growth, you seem to be in chaos mode. And when you're in chaos mode, you don't make any money. We didn't anyway. And so what we had found was our number one challenge was payroll costs. So the number one challenge that I've seen, and I've talked to a lot of people across the country, your number one challenge is either growth or payroll costs. The interesting thing about property management because it's a service-based industry and because it's so service-based that you almost have to stress your team out to make money. [00:04:16] Right? So you're on this kind of seesaw where I don't really have that many doors, but I need the people. But so the salary cost is so high that there's no money for me. As I grow the doors. Right. Now I don't hire anybody, but now I'm making money, but my team is now completely stressed out. They work in weekends, they work at nights, they're taking phone calls. They don't give the great customer service. And so payroll costs, what we saw was with us, our payroll costs are about 56%. Which is really high. A business should be around 30 to 36% is what I was taught by my business coach. I don't know if you've seen anything different in the service space, but that's what I've heard. So I had to figure out how to get my payroll cost down from 56% all the way down to about 30%. And I'll tell you how I did it with virtual assistants, so I'll let the cat out of the bag, right? We got it down to about 34%. So from 56 to 34%, and every percentage that you save in payroll costs is a dollar in your pocket. [00:05:11] But then you'd be like, "Well, Pete, if you have less people or, you have less payroll, typically you have less people. And if you have less people, your team is stressed," and I get all that. But let's talk a little bit about what happens when you have a stressed team. Okay. So when you have a stressed team, the little things go out the window, right? [00:05:27] All of a sudden, you're not making those calls to get those online reviews. All of a sudden, you're not making the calls and your communication goes downhill. And when a landlord owner or an owner client calls you to find out what's going on with the problem, whether it's maintenance, lease, you know, lease renewal, whatever it is, they feel like they're managing you. [00:05:43] So when you're not proactive in your business and you're reactive, you're losing trust and churn goes up. At Empire, our churn was around 34%, which is insane, right? The average churn in the business, my understanding is like 18 to 20%. Right.  [00:06:00] Jason: And that's his annual churn.  [00:06:02] Pete: Yeah. So it's high, right? [00:06:03] 34%. And I can tell you that the majority of it was people were unhappy with our service. Yeah. Right. So it wasn't good churn, right? Because you have good, neutral, bad, however you want to define it. We had mainly bad churn. People weren't selling houses and like, "all right, we're out of here, we sold." No, they were taking them because they were not getting the love, the communication really from us. So by having these payroll costs so high, I couldn't afford it. I couldn't afford people. So what happened, especially after 2020 with that pandemic is that the cost of hiring people got incredibly high, right? [00:06:34] So I call them low-level, low enjoyment jobs. Let's take a maintenance coordinator, for example, right? That's the number one job that is posted on VPM solutions today. Is the maintenance coordinator. So that's the first thing people look for typically. Well, a maintenance coordinator in Houston, Texas, back in 2018, 2019, was about a $35,000 a year job. Well, after 2020, people that want to do a job, they want like about $50-55,000, right? And the company just can't absorb that. They can't afford to hire people. On top of that, the type of people that we were getting were GEDs or high school, diplomas, no longer college-educated people wanted that job. Most of those people have challenges in their life and they bring them into your business. So, this all came to a head. I had a lady named Sharon, and Sharon was my front office coordinator. This is back in a day when we had these things called offices and office space. [00:07:22] Jason: Yeah.  [00:07:23] Pete: So I remember those days. In 2019 and before so people would walk into our office, drop off, rant or whatever. Right. And Sharon was this, she was like this angry lady. And I'm like this tells you what my hiring process was back then it was not very good. And some of the things that you teach, I'm like, man, I wish I would have known that back in 18, 17 and 19. So she's the wrong person. She was the wrong person and she was the wrong fit. But in my mind, I'm like, "Well, she's mean." I'm like, "She'd be great for a maintenance coordinator, right? She can tell people no all the time." So I decided instead of firing her, I decided to promote her, right. Which was a terrible mistake. So I promote Sharon to maintenance coordinator. Now, unfortunately for Sharon, she was my maintenance coordinator. I was actually managing properties back then at the time. And so just for that, she probably should've got some hazard pay. So I get that. I'm not the easiest guy to work for, especially when I'm managing properties. So Sharon comes and within one week, Now I gave Sharon a raise, so I moved her from front office to the maintenance coordinator. She was making about $35, I gave her like $ 40,000. [00:08:20] She's making what I think is decent money. That's not great money. I get that, but it was good money at the time. Within one week, she comes to my office. She tells me she needs more money. I'm already just scraping by as the business. Just scraping by, single-digit profit margin. So that's when I realized that I could eliminate her position. I can hire three people that are overseas for the same cost as one Sharon. But here's the big difference. Those three people, they're obviously bilingual, right? And here I'm in Houston and Dallas and Fort Worth at the time, Spanish is like, a lot of our tenants, about a third of them didn't really speak English. A lot of our vendors, Spanish was their first language. So I can get bilingual people, I can get college-educated people, I can get people that are ready or knowing that they want to work from home. And here's the most important thing though. I can get people that were not just a J-O-B to them, but a career and they were excited about the opportunity to work with us and for us. And so the attitude and all of a sudden I can find people that align with our core values.  [00:09:18] Jason: Yeah. That's significant to be able to find people that align with your core values. Yup.  [00:09:22] Pete: A hundred percent. But now I have three people doing the work. So now what happened is I had a little hesitation from my property managers, right? Because property managers are designed to be taskers. Right. So I had to take my property managers and I had to lift them up. And we actually changed the name. We said, you're no longer considered a property manager. You're a client relations specialist. Or an asset manager. I like asset manager better, but that was one of the fights I lost with Rosenberg. If anybody knows Steve, he's 6'4 full of muscles. So we arm wrestled and I lost on that one. We call them client relations specialists.  [00:09:55] Jason: But you wanted to call them what? Asset managers?  [00:09:58] Pete: Asset managers. I think an asset manager just has a little bit more cachet. And if you really think about it, right? How many clients do you have, like you're listening, that call you up and tell you how to manage their property, even though you're the expert? I felt the property manager, I call them gophers. I felt the property manager, they had to take these calls from these owners all the time and say, "Hey, go to my property, make sure the water in the pool is being filled up. Go to my property. Gas man's going to come there. I want to know about this $12 expense." meaningless and small conversations. You would never have those conversations with the guy managing your money, right? Imagine calling your Smith Barney guy and say, "I don't like the way you made this trade. Like you should make this trade different." no, you just let the guy do his thing. So how do you let us do our thing? Well, words are powerful and property manager to me has lost its luster. And it just reminds me of a gopher.  [00:10:45] Jason: I think also the phrase property manager in the property management space has become like saying " miscellaneous role" and that like it doesn't have meaning a lot of times there runs into this a lot with coaching our clients. [00:10:58] Sarah: Like, "what does your property manager do?" And they're like, "they pretty much do everything." "Okay..."  [00:11:02] Pete: And that's a problem And the reason why they do everything is because they can't afford more people because the margin is so slim. Right, so we got to the point where our property managers got elevated, made them client relations specialists. And what does that mean? It means that they had to learn a new skill. They had to manage by reports. They had to manage people because now all of the low level property management tasks were being done by my team in the virtual assistant world. And when I mean everything, but by the time Empire was done now, granted, we're almost a thousand units. But at that point we can hire some people. Everybody had one hat, which was a beautiful thing because now you can have your job description really set. You can have your KPIs really set. You can have your DISC profile really set. And you know who to hire. [00:11:43] And they have one or two numbers and they end up doing a much better job than the manager who's doing all of it. So over the course of your growth, you have to change your infrastructure, right? You go from portfolio to hybrid, hybrid to departmental to pod and all that good stuff. I got to departmental, we never got to pod and then we sold. That was probably going to be the next move for us. [00:12:05] If you don't have your org structure correct, it doesn't matter how many whistles and bells you have. I could have property meld and I can have Zapier and I can have lead simple. I can have all these things. I can have a bunch of VAs, but if your org structure is not correct, It all goes to hell in a handbasket, just even quicker, right? [00:12:22] Cause now you have all this stuff happening even faster and it just gets crazier. And so with us, what we did is we had the structure, right? So now the managers, they're not taking those first phone calls. what was happening, Jason, is that when people would call, right? An owner client would call, my manager would pick up the phone. And as they're talking to this person, they're literally online and doing 14 tasks, responding to 18 emails. And people can hear that, they can see that and they can feel it over the phone. And so what do they do? Well, you don't really have enough time for me, I'm going to go take my property elsewhere. Or if you mess up, you know what, not only do you not have time for me, you mess up, right? So now what we do is we have everything happening on a low level.  [00:13:01] My managers told me, and I've talked to other managers since, my managers told me that maintenance took 80% of their time, right? And so I've heard that time and time again. So that was the first thing. So everybody always asks " okay, if I do hire a virtual assistant what's the first thing I should hire?" And the answer is, it depends for me. I knew my churn rate was directly related to the way we handle me.. I knew it. I didn't have to have a consultant come in and tell me that, right? [00:13:27] I just getting beat up every day by it. So I ended up hiring I was going to hire one remote team member, I ended up hiring four, right? And I trained them, figuring that somebody is going to drop off, but I wanted to train them all together. Now I did the training. Training is like literally the most tedious thing ever. And nobody wants to train. Everybody wants to hire somebody that they know exactly how to do it and they know exactly how to do it your way. It doesn't work that way. You have to take one step back to two steps forward. What people don't realize is the time you spend training your people, you get back in perpetuity forever. Because if you train your people correctly and you have good core values and you have a great culture, they ain't going to leave, right? People are so worried. I'm going to transfer, isn't going to leave. Yeah. If you're running a crappy company. Right. If you're running a crappy company and yeah, I'd be freaking worried too. [00:14:11] Right. Yeah. Make sure you're running a great company. You train the people. And then here's the great thing. As people moved on, whether they moved on and got another job or they moved on because I promoted them, guess who did the training for the next batch? My team did the training for the next batch. By the way, my churn rate for my remote team was way less than my churn rate in my US team. Right. Right. Incredibly different.  [00:14:32] Jason: Churn rate of retaining clients, of team members?  [00:14:36] Pete: Team members. Retaining team members. Churn rate of clients and you have churn rate of team members, right?  [00:14:39] Jason: Yeah. Their loyalty is just a lot stronger because they don't get these kinds of opportunities as often.  [00:14:45] Pete: Correct. Correct. So once my maintenance team was on board, now my manager, I literally saved with the narrow minds 80%, but here's the funny thing, right? So as I'm training. I had a director of operations. Her name was Margo and I still talk to Margo today. I love Margo. She would come to my office every day for 90 days. She came to my office with her cup of coffee every morning and said, "I don't think these VAs are going to work. I don't think these virtual assistants are going to work." Okay. Because when I was training right now, I did the training, not Margo. [00:15:12] I was training them, but when I was training them. What we had to do is every work order had to go to the property manager, then to the virtual assistant, then the virtual assistant would talk to the resident, the owner, bring it back to the property manager because they were getting, they were training, right? So they had to learn what to do in each situation, which caused my property managers more time, right? So that 80 percent went to 90 percent or even a hundred percent or 110. Now they're working extra hours. So they hated it. On day 91 I don't know if I'm allowed to say this, but I shit you not, day 91, she comes into my office and she has our same cup of coffee and I'm getting ready to listen to the spiel and she goes, " do we have maintenance anymore?" [00:15:47] Yeah. And I laughed and it took 90 days, but I got it. Yeah. The point where, so all of the work orders were being done by the remote team that nothing was getting escalated anymore. Only very little things right? So my managers do say, what do they do? Well, they take on all the escalations. Now imagine. What brain power, right? My team in United States, they were the ones that were the experts, right? So, but imagine if they only are dealing with high level escalations, not all the other little, because how many times did I have all these little things get done, but then we missed the big thing. [00:16:18] And then all of a sudden what happens is I call them taps, two by fours, and mack trucks, right? A tap is basically a maintenance request. That's going unanswered for, let's call it 15 days. Okay. That's a tap. The two by four is now the resident bypass you calls the owner. Now the owner knows that it hadn't happened or the resident blasts you on social. And then the mack truck is the lawsuit that gets across your desk, the tech, the report the complaint to the the real estate commission. Right. Or you're just getting, or you lose a client, right? Yeah. Those are two of those. So my team was so busy that they were missing the taps that they were becoming two by fours. And these are called fires. All right. And all we're doing is trying to deal with this fire. And then of course, every once in a while you get a mack truck, right? And it's what the heck? So now that my managers are not doing the day to day stuff, they're able to be proactive. So they're looking at reports. They're literally looking for taps. And now they're solving those taps. What that means is now the owner clients not calling you to find out what's going on. You're calling them, you're reaching out to them, you're letting them know, or you're taking care of it before they even, before it even becomes an issue. [00:17:18] And so by, by having your high dollar people that are licensed and they have experience by allowing them to not do the low level, low enjoyment stuff they actually became not only do they take all the escalation, but they actually became internal salespeople. All of a sudden, and this is stuff that we didn't anticipate, all of a sudden, though, like my company's name was empire property management in realty. That 90 percent of my customers had no idea that we could buy and sell homes for them. We're called realty and no idea. But once I got my property managers to be client relations specialist, guess what's happening. All of a sudden people are going to buy houses and they're buying them through us. [00:17:54] All of a sudden people want to sell. They want to sell through us. So all of a sudden our revenue goes up, right? Then all of a sudden they're like, who do investors hang out with? They hang out with other investors, right? You're the, you're like the five most, what is it? It's the old saying that you hear you're the average of the five people you hang out the most. All of a sudden they're getting, we're getting referrals. We never got referrals. So now we're getting a bunch of sales. We're getting a bunch of referrals. We're getting people to buy stuff where the agent, right? And when you're the agent, you get, you build that, that relationship. [00:18:18] And so now all of a sudden our churn rate dips down to, I think it was 22 percent from 34%. Right. So the interesting thing is I told you when I first started, right, I went from 54 percent to 34 percent in payroll costs. My payroll actually stayed the same. It was the churn rate that went down, increased my revenue. [00:18:36] It was the other clients, right? And retaining people and getting more clients. That's what, that's where the difference was. And now my managers. We're incredibly happy. They're no longer working nights and weekends. They're no longer stressed. Right now. And so now they are they're having the best life ever. [00:18:53] And my VA team, my remote team, they're making more money than they've ever made before. And it was easy to, and then they all had KPIs and they were all like. People want to inherently do a good job. They do. Right. And so, but they don't know how to do a good job unless you tell them what that looks like. And that's the job description. And they want to report card and that's KPIs. And my team down there, we had them in Mexico cause they're the Spanish speaking. But what happened was again, another thing that we didn't realize was not only the team do the work, they hit the KPIs, they exceeded the KPIs and we create a bonus structure around the KPIs. [00:19:26] So if you hit the KPI, you got a firm handshake. Thank you. Right. But if you exceeded the KPI, you got a bonus. And if you were part of a team, everybody in team added the KPI or you didn't get the bonus. And what I like about with the virtual team is the bonus was a hundred dollars a month. If you hit a certain level, you got a hundred dollars for us wasn't a lot of money, a hundred dollars to somebody in the US. Like literally would get mad at me. That's a little, that's too little of a bonus. It doesn't even fill up my car. Right. And they throw it at you. Somebody in the Philippines or Mexico or Costa Rica it's an extra couple of days of work per month. [00:19:58] So they were really appreciative of that, of the opportunity to make more money. What happened was everybody started exceeding their KPIs to the point where I couldn't make the KPI any more difficult. Like it just is what it is. And they were just doing it. And then here's the magic. [00:20:11] What happened next? was they ended up updating or changing the process. So my deal as the business owner was, I am the policy maker, I make the policy, but you own the process. And when somebody comes in and says, "Hey, I changed the process." And I use this example a lot. I had Jessica who was running all my lease renewals. [00:20:30] So we had about a thousand units and I have one person doing all lease renewals, inspections and lease renewals. Our policy was that you could not do a lease renewal unless an inspection was done, an annual inspection was complete. And we used to start the process 60 days out. Jessica moved it to 90 days out. And when I was talking to them, I'm like, Jessica, I'm just curious what made you, and I don't, I try not to ask why questions because why questions put people blame, excuse, denial below the line and they get defensive. I asked, what made you decide to move it from 60 to 90 days? And she goes, "well, with 90 days, I can do X and Y. Like I can get to the owners faster. I know if the, if the residents do it" and she laid it all out. I'm like, amazing. She was doing a better job than I could have done because that's what her core focus was. Yeah. She was just on that. So then what people will say to me is Pete. [00:21:13] Okay. Well, how do you know she's just not doing the lease renewals and not the inspections because she wants to hit our number. Right. That's the first question I get all the time. And I say, "well, we hire people based on our core values. And one of our core values was integrity. And so if you hire people with integrity, they're not going to do the loop around." [00:21:30] I was able to run reports very quickly that determined all the lease renewals and if they had an inspection done so I've been reporting it. It was very simple to, to make sure that I was, I hold them accountable. Yeah, that's another core value of that we had is we hope people get, we run our business by numbers. [00:21:48] We hold people accountable. And so that's so, so because we did all of that, we were able to solve our challenge of no profit or single digit profit margin to, double digit and eventually get to about that 20 percent profit margin, even though we, even while we were still investing in a lot of money, growing the business. [00:22:07] Jason: Yeah, so we've, I love all the stuff you've been talking about. I think we've had some phenomenal results getting clients to improve their profit margin. And we've got clients easily getting up to 40%. Sarah ran her business over 60 and I think the three biggest profit levers are building a really solid process system, a really solid people system, and a really solid planning system and the planning system we call DoorGrow OS. [00:22:33] But that was really where we started to motivate the team to think in terms of outcomes and get them to think more strategically like business owners. And so that strategic work is what moves businesses forward. That's where they're innovating. That's where they're improving a process and so those kind of goals, if we give a team member an outcome and we say, "figure out however you can best do this, within our values with integrity. Figure out a better way," then I'm not concerned about micromanaging them. I we're less involved in managing the team. They're now managing themselves because they're trying to achieve the outcome. And a lot of team members in a lot of business don't even have job descriptions. So they don't even know what outcomes they're expecting. [00:23:15] Pete: If you're not sure what they're supposed to do. How do they know what they're supposed to do?  [00:23:18] Jason: Right. And if you ask anyone listening to this, if you ask your team members. This would be a curious and interesting experience for you or experiment. Ask your team members, "what are the outcomes that you think are most important for your role?" and compare that with what you think they are. I think you might be surprised. These should be agreed upon and defined, right? That should be in the job descriptions. Pete, I really appreciate all your transparency and sharing, because a lot of times everybody wants to, especially with like coaches in the industry, I see a lot of people coaching mentoring, but you don't get to see how the sausage is made and you don't really hear the challenges they have, but they might be really charismatic. They might really be good at speaking, but there's a lot of stuff going on behind the scenes. And then what a lot of coaches in the industry do is they try to get people to build the business the way they did, which may not even be working. And so I think what's important, I think every business owner needs to build the business around themselves. It needs to be built to allow them the maximum level of fulfillment and freedom and contribution and support in their own business and that fifth reason of safety and certainty. [00:24:25] And that means every business is going to be unique because every business owner is unique. If you started a property management business right now, it would be run very differently than some others, because you're very operationally minded and you would build your team very differently than somebody that's very visionary sales oriented, right? [00:24:41] And I think it's important to get the right team built around you. And a lot of times I think the foundational challenges, a lot of business owners aren't clear on themselves. And then they start building a team and they're miserable. They have an entire team and they're still miserable. They've built the wrong team. [00:24:55] Pete: Well, I think every new business owner does that, right? They don't feel like they deserve good people. So they self sabotage sometimes. Right.  [00:25:04] Jason: They don't believe the good people are out there. A lot of times they just don't even believe there's good people. They're like, "Oh, everybody's terrible." so guess what they attract? Right. And what's surprising the truth is just like you had mentioned, when you find good people, they will exceed you doing that role. Especially if it's one of your minus signs, it's not one of the hats you enjoy wearing, they will be better at it than you, if they enjoy doing it. A hundred percent. And that's super humbling for these early stage entrepreneurs, because they think they're the best at everything initially.  [00:25:33] Pete: There's two thoughts, right? So when you hire somebody, there's the whole abdication of it. And then there's a delegation and then there's the micromanagement. And so, what I find is that when people hire people in the United States, they abdicate a lot of times when they hire people that are remote, they want to micromanage for whatever reason, even though they've invested a lot more money in the person in the United States. Right. And then there's people that just, they just abdicate regardless. [00:25:58] And what I mean by abdication is, I'm a property manager. I'm doing a whole bunch of stuff myself. I hire an assistant and I just throw up on them and say, here's all the things that I'm doing. Go ahead and do it. There's no direction. There's no accountability. There's no management. [00:26:11] Right. And then they get excited. " Oh yeah, I'm a great delegator." No, you're an abdicator. You're not a delegator because you're not giving them the tools and the guidance that's needed. And then what happens is the VA or the person leaves and " well, I don't understand. I can't find any good people, so I'm just going to keep doing it myself." the first thing is when you hire somebody, you have to understand, you just can't just abdicate. You have to make time for them, especially in the first couple of months, right? They're learning you and your culture. At the end of the day, if you are the sole operator and the business owner each one of us have core values, right? We have our personal core values. Most of those are going to be embedded into the company that we built. They should be anyway. You shouldn't change your core values for your company. If I'm full of integrity, I'm not going to create a company that's not, that doesn't have a lot of integrity, right? [00:26:55] So these people are going to learn by you training them or your team training them, right? Core values always get pushed down. If you're listening to this and you do not have core values in your company, you have core values in your company they're just not yours. The team created core values. They push them up and they may or may not be the ones that you want. Right. But when you hire somebody, it's important that you spend a lot of time with them to train them properly so that they understand what they're doing. What I have found is that most jobs can be trained within two to three weeks. Especially if you're wearing one hat. The more, what I call decision points or if then else's, and the biggest one that I've found is in maintenance coordination has a lot of decision points. What if it's over the threshold? What if it's a home warranty? What if it's an emergency? What if it's cosmetic? [00:27:39] Right? You go on and on. That's why it took me 90 days. Because we had to go through every one of those scenarios and I had to train on. And it's just a little bit more in depth. My least renewable person, I was able to train her in two to three weeks. And you're right. And so by the training and by creating the KPIs and then by having a weekly meeting with structure. [00:27:57] Right. So nothing gets me more fired up than having a meeting, just to have a meeting. And then we sit there and we sit there for an hour and I literally just wasted not just my time, but everybody else's time all because we don't have any structure. So I'm a big fan of EOS. I'm sure that you have something that's very similar to a meeting structure. [00:28:15] Jason: We call it DoorGrow OS.  [00:28:16] Pete: DoorGrow OS. So DoorGrow OS. So if you're not part of DoorGrow, join DoorGrow and get on the OS. That's like number one, right? Because if you just get your meetings in order, you will see an increase in productivity just like that. So by the way, the maintenance team that I built, they always reported to me, even when I sold, until the day I sold the company. I just had a soft spot for them. I like maintenance. I know I'm weird that way, but I really did. And so they reported to me. My other team, I had other supervisors. I actually had supervisors in Mexico that were managing the other team members in Mexico. And that supervisor report to somebody in the U. S. or to report directly to me. But I still had my weekly meeting with my team every week. And we had our OS and one of the questions I asked every week, there's two questions that were always number one was always. "What can I do as the business owner to make your job easier?" I think there's a, I think there's a sphere, a circle, right? My job is to take care of my team. My team's job is to take care of the client. The client's job is to take care of the business and the business job is to take care of me. That's the circle right? So no the client is not always right. And let's do what we have to do to make sure that if we did mess up, we want to make it right. And I get all that. But how can I make my team's job easier? And that could be, I need to go talk to Sandy in accounting because she's not doing something or it means, "Hey, can you create this report for me?" I need a whatever it is. What can I do? Then the last question I asked on every meeting was what is your stress level on a scale of one to 10? And this was really important because it does two things. Number one, if somebody is a 10 plus for three weeks in a row, they are ready to punch out. Yeah. No one wants to work in a stressful environment for more than if we can see that Hey, it's summer, we're a little short staffed, you're going to be stressed for next, six to eight weeks, but there's a, but we're going to do X, Y, and Z to get out of it, I get it and people will handle stress for a short period of time. [00:30:05] The second thing is, believe it or not, sometimes people are stressed out and has nothing to do with you or your company. I know we all think it's about us and our company, but personal stuff. So one time I actually. And so if anybody's 10 plus and I want to talk to them, I do it off the meet. Like we have a one on one say, "Hey, stay on everybody else. Get off the meeting, whatever." Yeah. And I had this one lady 10 plus and I said, "Hey you're usually a two what's going on. My brother got hit by a car right now." What this does is everybody's always asking me how how can I, how can I bring my team, my remote team into our culture. This is a great way, right? Because at the end of the day, just like you, you want to give time to your owner clients and you want to build relationships, you want to build relationships with your remote team. And so by, by taking an interest in them as human beings. [00:30:52] Right. It doesn't mean you have to give them, I'm not going to, I didn't fly down and give them a whole bunch of money. I just listened and I cared that her brother was doing okay. I would ask, and it was just an emotional human thing. My team, if your team, if your remote team know that you actually do care about them. So if your remote team knows that you care about them, they're not going to leave you for a 50 cents more or a dollar more an hour. They're just not. Because most of the time, if you're paying them a fair wage. They are making more than enough money to cover their, what I call their nut, just to cover their living expenses. So they're not going to leave because the grass isn't always greener and they are freaking happy. [00:31:28] If you make your team happy by asking them, how can I help? How can I make your job easier? And letting them know that you care about them as people. That's the, that's like a number three question I get, right? Number one is how do I train them? Number two is where do I find them? [00:31:41] Number three is how do I make a part of the team? This is how you make a part of the team, right? By, by advocating and just throwing a bunch of throwing a bunch of stuff on them and letting them go. That's not how you do it. And by micromanaging, I'm saying, I want to see all the screenshots. I want you to write down everything you did from this time to this time. [00:31:57] And if you take a 15 minute break, I need you to punch out and punch in. Right. You said it earlier. You manage by results. That's what I do. Do I care if you put 40 hours a weekend? I really don't. I'll pay you for 40. But if you get if if you're available and I need you, right. So I have managed on availability first, it had to be available. [00:32:16] So we have policy. We use Slack. If I Slack you, you Slack me back within 30 minutes. If I email you, you email me back within four hours. If we have a meeting, you're on video and you're in your home office. None of this Starbucks crap, none of this on the beach crap, like you're in your home office, you're working, right? [00:32:30] So availability is number one. Then number two is KPIs. Are you meeting or exceeding your KPIs? Number three, and if I have the right KPIs, I can just look and if it's green, I know that position is doing well. And then number three is escalations. Am I getting calls from our clients or from internal members of the company saying that you're not, that you can't, that you're not doing your job or you're not getting back to them or whatever. [00:32:53] Those are the three things I need to know. I don't need to know that you're moving your mouse every 30 seconds. I could care less on that. If I got those three things, I know, and again, I know I have the right people because I hired them based on my core values or the company's core values. [00:33:06] Jason: Yeah, totally. We do a lot of the similar things at DoorGrow. Like one of my mentors would say, cadence is culture. And I really believe that the cadence of your meetings creates the culture. It really does. And this is where you're able to set the culture with your team. And we ask questions like, where are you stuck? How can we support you? We do caught being awesome. We, and I think what team members really want more than money, a lot of entrepreneurs, we like money, right? We don't hate money. And so we assume mistakenly that's the highest priority for all of our team members. Well, I'll just give them bonuses or I'll pay them more. The reality is most team members. With the exception of maybe entrepreneurs and salespeople, most everybody else on the planet would prefer once their basic needs are met, financially would prefer to be recognized rather than get a bonus. And so creating the right cadence and creating a system like DoorGrow OS allows the team to be seen and recognized for their accomplishments strategically and moving the business forward. [00:34:03] And that prioritizes that we find that if you can get those three systems in place. The planning system, that's DoorGrow OS here at DoorGrow. The people system, we've got DoorGrow Hiring, Applicant Tracking System, etc. And the process system, we've got DoorGrow Flow and some other stuff. If you have these three systems in place, these are three of the biggest profit levers you can get in place. [00:34:23] And a lot of times people try to skip those three and jump right into profitability and micromanage through just more severe actions, more severe KPIs, and trying to control more. Thinking they can squeeze more blood from the stone when if they did these three profit levers, we've got clients that are hitting amazing profit margins. [00:34:42] They don't even have KPIs because they don't even need them because they trust their team members so much and their team members are really great culture fits and really motivated. And so focus on those three profit levers first, and you're going to make a lot more money. And really what happens is you get three times the output from good team members. [00:34:59] Easily and they can be anywhere. And what's, what I love about being able to have a remote team, we've got team members all over the place. Some of the U S Canada, Mexico, one's in London now, Philippines. I'm able to hire the best. I'm able to hire the best, no matter where they are. And I'm able to also for certain roles, get, make sure it's really affordable for the business. [00:35:20] And so we're not, I'm not too particular about where they're at or what they're doing. It just needs to be a price point that we can afford. And I need a really good outcome. And if we can get that, then that's the ideal. And it's easier for me to run things remotely than if everybody were interrupting me coming into my office all day long, it's a lot quieter. [00:35:42] And I feel like everybody's able to get more done, but we're able to create that connection in our daily huddles. We check in with everybody, ask where they're stuck. We do one on ones like you were talking about. All these things to figure out where everybody are at. The one thing that we do that I think is really impactful is we have our team members do time studies, not as a punitive measure, as a way to support them and figure out how to get them additional support and help. [00:36:05] And this is where we figure out which, what are their plus and minus signs. So Adam, who's been on my team for almost, I think almost a decade now. Yeah. I'm like nine years. And he started as a content writer and he's done multiple time studies and every time he gets really honest with me, he's these are the things I don't enjoy doing anymore. [00:36:21] I'm not enjoying doing all this writing. I'm, what do you enjoy? I enjoy interacting with the clients. He now manages our entire department for websites, branding, all this. He's got a whole team under him. Whereas nobody initially would have thought, Hey, Adam is a manager, but he by default naturally became one because we just got him the support he needed. [00:36:40] And so he's been, he, and that's how we've been able to retain Adam. And the cool thing about retaining team members is they're like wine. They get better with time. Better and better. And so Adam knows lots of ins and outs in the business. He's super adaptable and versatile, and we're able to use them for billing related stuff and website stuff. [00:36:58] And there's so many things over time that he's developed and absorbed and learned. He can run significant pieces of the business for me if necessary.  [00:37:07] Pete: Well, I'll give you a funny story because, here I am teaching and telling you, oh, here's how hire people. Right? So when I first started VPM Leon, who is our onboarding guy now came over and he was with me at mind and he was with me at empire. [00:37:20] So I've known Leon and I knew he had our core values, right? And so we're like, maybe eight months in and I go to one of my business partners and I go, "Hey man, I don't think Leon's working out," and he's like, "really?" he did the, I called the Mongolian reversal, right? Because he basically takes my words and he puts them right back at me. [00:37:34] He goes "let me ask you what's his job description?" And it's crickets. So I'm like, "yeah, he don't really have a job description." He's " what's his KPIs?" I'm like, "yeah, we haven't really got to that." So he's like, "how much have you trained him?" And I'm like, "all right, enough." [00:37:45] Basically, Leon was the right guy. I just didn't know what he's supposed to do. So how did he know what he's supposed to do? So then I got serious about the job description. And then what we realized is Leon was running about two hats, maybe three hats. It's really like he, he was good at one of them. [00:38:01] So we ended up hiring another guy, Angelino, and gave that hat away. And now Leon just runs and now he is. Thriving and exceeding all of the metrics that we put in his place. And he's the happiest he's ever been. And even though, this stuff, sometimes you have to continuously, make sure that you're doing it. [00:38:20] Jason: Oh yeah. We had a conversation last night about a team member that we realized they weren't doing some things right. And Sarah put it back in my face. She's well, did you train them on this? And I was like, No, I didn't. I made a mistake in training. I thought they would understand it in my superficial explanation. [00:38:38] And yeah,  [00:38:39] Pete: it's shortcuts, right? Those three things that you put out there, the hiring and the process, it sounds so easy, right? But we know it's tedious. And there's, that's a, that's the reason. Why most entrepreneurs who are most of 'em, are visionaries, right? A lot of guys start business with visionaries. [00:38:53] They're not in the details. They don't like doing that. It's not natural, right? I need an integrator. They need a, they need an integrator. I'm guessing Sarah's the integrator. I'm the integrator. I'm guessing you're the visionary, right? So they need an integrator to, to literally do that stuff and you get, like I said you, when you do it you get it back in perpetuity, like it just, once the system is complete, it's just tweaking. It's not rebuilding, once, and and but a lot of visionaries, they skip that part because they don't like that part. [00:39:18] Yeah. I agree. It's from hire a consultant or hire the, hire somebody that, that likes that stuff.  [00:39:23] Jason: Yeah.  [00:39:24] Sarah: And I love that you just keep like, thank you for continuously driving home the point. Like you have to train people. You have to. And a lot of times what we see is we see doesn't matter your location. [00:39:34] Doesn't matter your size. Doesn't even matter what industry you're in. People hire out of pain, which makes sense, but they're in so much pain that they're like, Oh, they think as soon as they hire somebody, they're like, Oh, like I'm, it's solved. It's not solved yet because you haven't trained them.  [00:39:48] It's still your problem until they are properly trained. And it does take time. So for a period of time, when you hire somebody, your life is going to get worse. You're going to be taking on more if you want them to do a good job That is what has to happen because if you hire somebody and you're like, "here just have it like baptism by fire figure it out go ahead and do it." [00:40:09] It's not going to work out. You're going to be frustrated They're going to be frustrated and it looks bad for both people and then you guys are both frustrated at each other and you're like Why are they not working out? And this person is like I didn't even get training. I don't like you're mad at me all the time. [00:40:22] And I just I don't even know what to do, but you didn't tell me what to do. Help me.  [00:40:25] Pete: I'm not going to hire people because I just, there's no good people out there. Right. It's just, when I was telling you that story about training the maintenance team, I was trained about two hours a day on the maintenance, which is a little too much, probably an hour and a half is probably the maximum we can take. [00:40:37] But I was doing two hours. That didn't mean that my 10 hour day. was still a 10 hour day. It became a 12 hour day because I still had 10 hours of work. I had to do, I just took on more, two hours of training. And a lot of times they ask more, a lot of times it's even more than that because as you're training, what I have found, and maybe you guys see the same thing is as I'm training, I actually learned a lot more about my processes and about my company, and then I realized, oh. [00:41:00] There's no policy here. Oh, there's no field for that. Oh, that's just in my head. However, I feel that day I'm going to, I'm going to judge on that. And so I, there was a lot of work that I ended up having to do as I'm creating the, to training, oh man, this process is not exactly at all what I thought. [00:41:16] Jason: Yeah. Yeah. Cool. Well, Pete, this has been an awesome conversation. We appreciate you coming on the show. Why don't you tell everybody just a little bit about VPM solutions. Do a quick plug and how they can reach out and connect with you.  [00:41:30] Pete: Yeah. So, thanks for that. So VPM solutions is an online platform that connects property management companies with remote team members. [00:41:38] It's a direct hire, so they don't work for VPM. They work directly for you. You negotiate the hourly rate. There is no upfront cost and there's no fee to use the site. So it's all free for the company managers. The way VPM makes money is the virtual assistant. Pays 10%. So when they apply to a job, they have a breakdown of this is how much hourly rate that I'm applying for. [00:41:59] It is how much that BPM charges a platform fee. And this is how much that I'll get. We also have about 20, I think 23 free training. So, there's training on the site from fair housing to marketing, social media, to pro we have a flagship property manager, one on one courses. It's about nine 12, 12 courses, nine hours of content. [00:42:20] Wow. And it's there just to teach folks the basics of property management. No, you're not going to hire them and they're going to be able to run and be a property manager for you, but they're going to know the ins and outs of the verbiage of just the life cycle, like high level stuff. But it's our attempt to get people trained up so that when you, so that when you get them, they're not like that, at least they're crawling. [00:42:44] Right. Yeah. They have a little bit of deal, a little bit of information. And then we also have we also have some free resources that are on the side as well. Like we have I think we have 50 job descriptions with this profiles that we assume, assume assumptive this profiles. [00:43:00] We also have like org charts, like what you should, or chart should be as you grow your business. And then we also have just a list of all the vendors and resources and all the different Facebook groups and all of the conferences that are out there for profit management. [00:43:13] Matter of fact, you're actually on that site by the way, as a vendor. So, yeah. So. That's what we do. And then we also offer what we call the white glove service. It's a free service that helps you go through the hiring process. Because we, what we realized early on, it's a do it yourself platform, but what we realize is most people don't have a hiring process and no idea what to do. [00:43:34] So we guide them. Now your team your clients probably have a good hiring process, but we'll offer, like we'll offer that free white glove service to them as well, if they want to come in and just. Need a little bit of help. What should they ask before they interview? There's some red tape. [00:43:47] Like we say, you get a disc profile, and then the, we have these courses that they take, they get certifications, you can search based on those certifications. So it's really the only platform literally built for property management.  [00:43:57] Jason: Love it. Yeah. Very cool. We'll check it out. So everybody make sure you check out Pete Neubig's VPM solutions. [00:44:04] Take a look at that. And Pete, thanks for being on the show today. It's good conversation.  [00:44:08] Pete: Yeah. Thanks guys. Thanks Jason. Thanks Sarah. Appreciate you.  [00:44:11] Jason: All right. So if you are a property management entrepreneur, you're wanting to grow or add more doors or you're struggling with dealing with your team, reach out to us at DoorGrow. [00:44:19] We can help you with this. We do this all the time. We would love to support you. We have clients that are easily going from, we can help you scale anywhere from zero to a thousand plus, and anybody can do this in the next three to five years. We would love to support you, help you scale your business and help you save collapse a lot of time and not have to go through a make. [00:44:37] So many mistakes in your business. And so until next time to our mutual growth. Bye everyone. [00:44:42] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:45:09] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

Interview recorded -  19th of December, 2023This week I had the pleasure of welcoming back David Hay - Co-Chief Investment Officer of Evergreen Gavekal.During our conversation we talked about the David's current thoughts on markets, whether we are in a new bull market or bear rally, assets David is currently watching and more. I hope you enjoy!0:00 - Introduction0:45 - Current thoughts on markets3:05 - Preventing Trump returning to power?6:20 - FED providing maximum optionality?9:20 - Consensus skewed to bullish side11:10 - Do we understand the impact QT has on markets?14:05 - Long End of Bond Market to help FED?15:15 - New bull market or bear rally? 19:20 - Opportunities in small caps?24:47 - Case for Strong US Economy?27:00 - What attracted David to Emerging Markets Debt?29:20 - What else is David watching?33:05 -  Industries that are out of love36:37 - One message to takeaway from our conversation?David Hay acquired the majority interest in Evergreen Gavekal (at the time, Evergreen Capital Management) in 2002. He continues to serve his long-time clients and acts as Co-Chief Investment Officer with special emphasis in macro-economic research.  David has been employed in the securities industry since 1979 when he joined Dean Witter Reynolds, now Morgan Stanley. He rose to the position of Senior Vice President in 1983. In 1985 he was the youngest member to be elected to Dean Witter's elite Chairman's Council. David and his team joined Smith Barney in 1990 and were instrumental in establishing the Portfolio Advisory Program. Fulfilling the positions of Senior Vice President, Senior Portfolio Manager and Director, David also served on the Smith Barney Directors Advisory Group, gaining valuable experience in merger integration and client service enhancement.  In 2022, David released his highly anticipated book, Bubble 3.0:  Who blew it and how to protect yourself when it blows apart. The book explores why he believes the financial markets are headed toward a third iteration of past market rotations. Accordingly, he believes there are a number of investment areas/asset classes poised to benefit from what he has begun referring to as “The New World Disorder”.  David currently spends the winter months in Indian Wells, Ca., with his wife, Mindy, and two dogs, Nova and Roscoe.  In early June, they will be moving into their new home in Liberty Lake, Wash.David Hay Interviews - Haymaker as Host interview: https://www.youtube.com/watch?v=EnDy6SGoG00MicroNuclear explanatory video: https://www.youtube.com/watch?v=Fb2Op0mWlUwDavid Hay - Twitter - https://twitter.com/Haymaker_0Website - https://evergreengavekal.com/Substack - https://haymaker.substack.com/WTFinance -Instagram - https://www.instagram.com/wtfinancee/Spotify - https://open.spotify.com/show/67rpmjG92PNBW0doLyPvfniTunes - https://podcasts.apple.com/us/podcast/wtfinance/id1554934665?uo=4Twitter - https://twitter.com/AnthonyFatseas

“Risk-averse means you don't want to take a risk; risk-aware means you're willing to take it if you understand it." - Sallie Krawcheck  Sallie Krawcheck is the visionary CEO and co-founder of Ellevest, an innovative investment platform focused on empowering women financially. Since its creation in 2014, under Sallie's leadership, Ellevest has achieved remarkable milestones, including managing over $1.8 billion in assets and fostering a vibrant community of 3 million members​. Before this success, Sallie was the head of Bank of America's Global Wealth and Investment Management division. In this episode of Entreprenista, Sallie shares with us her iconic yet unconventional journey from aspiring to be a princess to making a significant impact on Wall Street, and eventually becoming a successful entrepreneur. Sallie candidly discusses her initial struggles and biases faced in the male-dominated world of investment banking. Despite overt sexism and many challenges faced, her dedication to women's financial empowerment remains unwavering, and she continues to inspire and lead initiatives aimed at helping women reach their financial and professional goals​​. tune in to this value-packed episode with Sallie Krawcheck of Ellevest to hear more about her journey from Wall Street to Ellevest! We talk about:  Perseverance and endurance when seeking goals  Leveraging a journalism background and analytical skills to excel  Leading major companies like Merrill Lynch and Smith Barney. The importance of networking and warm introductions   Seeking investors who align with your vision  The necessity for financial education and empowerment amongst women  Startup mistakes and growth strategies  Finding a co-founder and structuring roles and responsibilities  Gender differences in investing and curating a personalized approach  Financial control and decision-making in relationships Financial wellness and raising capital for women Connect with Sallie Krawcheck Ellevest  Sallie on Linkedin Sallie on Instagram    Members of our Entreprenista League get access to live Office Hours with top founders that have been on our show! Join the Entreprenista League today at entreprenista.com/join. We can't wait to welcome you, support you, and be part of your business journey! Are you ready to make meaningful business connections that lead to real business results?  Join our Entreprenista League community of women founders! You'll have access to a private community of like-minded Entreprenistas who are making an impact in business every day, special discounts on business products and solutions, exclusive content, private events, the opportunity to have your story featured on our website and social channels, and MORE! Whether you're looking to scale your existing business and want to make the right connections, or you're thinking about finally taking the leap to launch your business, we're here to give you access to a community of women who will celebrate and support you every step of the way.   Join the Entreprenista League today at entreprenista.com/join. We can't wait to welcome you, support you, and be part of your business journey! Become An Entreprenista!  Thanks for tuning into this week's episode of The Entreprenista Podcast - the most fun business meeting for women founders and leaders. . If you enjoyed this episode, please subscribe to the show and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | Spotify | Stitcher | iHeart Radio | GooglePlay  Be sure to share your favorite episodes across social media to help us reach more amazing female founders, like you.

ELGIN CHARLES, known the world over as the “Emperor of Hair”, has been the proprietor of his upscale beauty salon in the heart of Beverly Hills for more than 25 years. The San Antonio, TX native can best be described as a scholar and creative genius; due in part to rearing from both his father, a biochemist, and his mother, an award-winning blues singer. Never one to rest on his laurels, Elgin decided to walk away from a highly successful career in finance at Smith Barney in his early 20s, in pursuit of his passion – hair! His innovative styles and techniques have generated widespread adulation. His client roster has included: Lala Anthony, The Kardashians, Joan Collins, Diahann Carroll, Drew Barrymore, Serena Williams, Gabrielle Union, Joy Behar, Estelle, Verdine White, Star Jones, Natalie Cole, Tia & Tamera Mowry, Baroness Monica von Neumann, and countless other notables. With a background in biology and chemistry from St. Mary's University, Elgin has developed his own signature line of luxury hair care products that fosters the needs of those with varying styles and types of hair. His principles for attaining one's beauty and life goals can be found in his top-selling book, Believe It, Conceive It, Achieve It. Now sitting atop the tonsorial heap, Mr. Charles continues to expand upon his globally recognized brand. Additional salon locations, a school of cosmetology, and an expanded product line are all in the works. Elgin Charles is an undeniable force and an icon in the multi-billion dollar beauty industry, with his sights now set on conquering the literary world. A uniquely triumphant and candidly unnerving read, his second book, By The Way, serves a completely raw depiction of a life lived fearlessly and out loud, despite the odds and the spiritual warfare raging within. Elgin and his ex-wife, television icon Jackée Harry, have a son together, Frank; a graduate of Beverly Hills High and an aspiring professional boxer. In addition to family, Elgin, a known philanthropist, is giving of his time and resources to a number of causes; chiefly, United Way, United Negro College Fund, Women's International Center, and Daughter's Of Power. Elgin is also a very giving performer, with his talents venturing far beyond the beauty industry. He has made appearances in Chris Rock's critically-acclaimed documentary Good Hair, the Style Network's Split Ends, countless talk shows, including Oprah, The View, The Talk, and Wendy Williams, and has even starred in his own top-rated VH1 docuseries, Beverly Hills Fabulous. If ever there were a person who represented both diversity and an exceptional business acumen, it would be Elgin Charles. In knowing this, Mr. Charles felt inclined to embark upon a mission that allows him to serve as a vessel for others to achieve greatness. He founded DIBS, the Diversity In Business Summit, solely for that reason. The annual event seeks to strengthen the presence of diversity and inclusion across all industries, end discrimination against underrepresented individuals in the workplace, and identify clearer paths to equal opportunities for all. Elgin Charles Beverly Hills

ELGIN CHARLES, known the world over as the “Emperor of Hair”, has been the proprietor of his upscale beauty salon in the heart of Beverly Hills for more than 25 years. The San Antonio, TX native can best be described as a scholar and creative genius; due in part to rearing from both his father, a biochemist, and his mother, an award-winning blues singer. Never one to rest on his laurels, Elgin decided to walk away from a highly successful career in finance at Smith Barney in his early 20s, in pursuit of his passion – hair! His innovative styles and techniques have generated widespread adulation. His client roster has included: Lala Anthony, The Kardashians, Joan Collins, Diahann Carroll, Drew Barrymore, Serena Williams, Gabrielle Union, Joy Behar, Estelle, Verdine White, Star Jones, Natalie Cole, Tia & Tamera Mowry, Baroness Monica von Neumann, and countless other notables. With a background in biology and chemistry from St. Mary's University, Elgin has developed his own signature line of luxury hair care products that fosters the needs of those with varying styles and types of hair. His principles for attaining one's beauty and life goals can be found in his top-selling book, Believe It, Conceive It, Achieve It. Now sitting atop the tonsorial heap, Mr. Charles continues to expand upon his globally recognized brand. Additional salon locations, a school of cosmetology, and an expanded product line are all in the works. Elgin Charles is an undeniable force and an icon in the multi-billion dollar beauty industry, with his sights now set on conquering the literary world. A uniquely triumphant and candidly unnerving read, his second book, By The Way, serves a completely raw depiction of a life lived fearlessly and out loud, despite the odds and the spiritual warfare raging within. Elgin and his ex-wife, television icon Jackée Harry, have a son together, Frank; a graduate of Beverly Hills High and an aspiring professional boxer. In addition to family, Elgin, a known philanthropist, is giving of his time and resources to a number of causes; chiefly, United Way, United Negro College Fund, Women's International Center, and Daughter's Of Power. Elgin is also a very giving performer, with his talents venturing far beyond the beauty industry. He has made appearances in Chris Rock's critically-acclaimed documentary Good Hair, the Style Network's Split Ends, countless talk shows, including Oprah, The View, The Talk, and Wendy Williams, and has even starred in his own top-rated VH1 docuseries, Beverly Hills Fabulous. If ever there were a person who represented both diversity and an exceptional business acumen, it would be Elgin Charles. In knowing this, Mr. Charles felt inclined to embark upon a mission that allows him to serve as a vessel for others to achieve greatness. He founded DIBS, the Diversity In Business Summit, solely for that reason. The annual event seeks to strengthen the presence of diversity and inclusion across all industries, end discrimination against underrepresented individuals in the workplace, and identify clearer paths to equal opportunities for all. Elgin Charles Beverly Hills

Interview recorded - 17th of November, 2023On this episode of the WTFinance podcast I had the pleasure of speaking with Lawrence Lepard - Founder of Equity Management Associates and a sound money advocate. During our conversation we spoke about Lawrence's current thoughts on the market, risk of everything bubble bursting, whether the FED can land the plane, geopolitical shifts, why something is going to break, Bitcoin and more! I hope you enjoy. 0:00 - Introduction1:16 - What is happening in the markets?6:17 - Has the FED landed the plane?9:30 - Monetary inflation vs real inflation?14:24 - Geopolitical shifts14:58 - Commodity super cycle to crash16:17 - Stock market doesn't always go up17:38 - Higher yields for longer?21:03 - Dollar is better than other currencies24:03 - Something is going to break soon30:48 - Any other assets that will protect wealth during monetary debasement?33:08 - Concern about Bitcoin correlation with the NASDAQ?35:38 - Spot ETF a bad thing for Bitcoin?38:08 - One message to takeaway from our conversation?Larry founded Equity Management Associates, LLC (EMA) in 2006. EMA is an equity investment management firm that invests in growing private and public companies located around the world. Since 2008, EMA has focused on investing in companies which mine the monetary metals, gold and silver. Larry presently serves on the Board of Directors of two development-stage gold mining companies: Lavras Gold Corp. (Toronto/Brazil) and Rise Gold Corp. (California). He has been a frequent guest of many media outlets including Bloomberg Television for his expertise on the monetary metals market. Prior to founding EMA, he spent 13 years at Geocapital Partners (Geo) in Fort Lee, NJ. There, he was one of two Managing General Partners and was responsible for four venture capital funds, aggregating ~$500 million. At Geo, he invested and/or served on the boards of many successful deals including Autoweb, Jackson Hewitt, Netcom, and Realtor.com. Prior to Geo, Larry spent seven years at Summit Partners in Boston, MA and Newport Beach, CA, where he established Summit's West Coast office. Larry was a General Partner in Summit I and Summit II and invested and/or served on the boards of Chips & Technologies and Software Spectrum, among other investments. Earlier in his career, Larry worked in the Mergers & Acquisitions Group of Smith Barney, Harris Upham & Co.Lawrence Lepard - Website - https://www.ema2.com/Twitter - https://twitter.com/LawrenceLepardWTFinance -Instagram - https://www.instagram.com/wtfinancee/Spotify - https://open.spotify.com/show/67rpmjG92PNBW0doLyPvfniTunes - https://podcasts.apple.com/us/podcast/wtfinance/id1554934665?uo=4Twitter - https://twitter.com/AnthonyFatseas

Sometimes, the thing that holds us back from realizing our genius is having the courage and skill to share it.  This week's guest on the Realizing Genius Podcast helps kids find their voice. After the trauma of childhood abuse,  today Jackie Bailey is the founder and executive director of The Speak Feed Lead Project, which has empowered hundreds of children, teens, and adults with confident, courageous voices shared on global stages, competitions, podcasts, and books. As an award-winning team-builder, educator, leader, and coach, Jackie has been a featured speaker at corporate events at Microsoft, Smith-Barney, Puget Sound Energy, Fred Hutch Cancer Care Alliance, and at mega events like The Voices of Women Summit, Family Matters Summit, Health Wealth Wisdom, and The Best You Expo where she shared stages with Marissa Peer, Mas Sajadi, Bernardo Moya, Bill Walsh, and Kim Serafini. Jackie shares resources and opportunities for your kids and you to gain the confidence to share your voice. Be sure to check out Speaksgiving! Speaksgiving is a live-streaming event featuring youth and adults who want to share their gratitude for having a VOICE! You can speak! You can share your message with the world! Let's help kids, teens, and young adults know they have VOICES to share, too! The SpeaksGiving event will be live on Facebook from 1:00 - 4:00 pm Pacific time on November 28th, 2023. When you give a gift of any amount, you'll receive the Zoom link to join the SpeaksGiving event. Show up any time during the event and SHARE YOUR VOICE! This is a fantastic opportunity for kids and parents!  Find out more on the podcast. LINKS Website: https://www.speakfeedlead.org/ Facebook: https://www.facebook.com/SpeakFeedLead Instagram: https://www.instagram.com/speakfeedlead/?hl=en Twitter (X): https://twitter.com/SELFishBowl LinkedIn: https://www.linkedin.com/in/jackie-bailey-4532287/ YouTube: https://www.youtube.com/channel/UC-UK77I3lt7K2X64e6UXX0g Life Mastery Radio with Todd & Jackie: https://www.youtube.com/channel/UCr2yBJME1dAiGTT4wNddomg

In this episode of Chasing the Insights, I talk to best-selling author and financial planner extraordinaire Shinobu Hindert. Shinobu talks to us about the importance of having a financial plan regardless of where you are in your entrepreneurial journey. Shinobu Hindert is a CERTIFIED FINANCIAL PLANNER, money expert, best-selling author of Investing Is Your Superpower and creator of Empowered Planning. As a First Generation American she has first-hand experience navigating the financial industry from a career perspective and personally to build wealth. She spent the first half of her career working for some of the largest financial institutions in the United States, including Smith Barney and Fidelity Investments. As a financial advisor she created financial plans for high-net-worth individuals across the United States, overseeing more than $350 million in client assets. Now Shinobu has taken all her knowledge and created a simple, proven method for teaching personal finance. She has delivered over 500 live workshops covering a wide range of topics, from budgeting to estate planning. Her goal is to simplify the complex world of money and investing by empowering people everywhere to reach financial freedom.

In this episode of the Marketing Boost Solutions Podcast, Capt. Marco interviews CFP® and CFA, Grant Bledsoe, Founder and Senior Financial Planner of Three Oaks Wealth. Prior to founding it, he was a Senior Manager and Trader in the securities lending group at Charles Schwab & Co., Inc. and also held positions at both Smith Barney and American Express. He is frequently quoted in several publications, including Forbes, CNBC, The Huffington Post, and U.S. News. Grant and his company have the passion for entrepreneurship, and specific expertise working with small business owners.  From technical knowledge of retirement plans to understanding the roller coaster you face on a daily basis, they help squeeze the most from your resources & optimize your biggest asset. Capt. Marco and Grant discuss the importance of setting up a business entity and having an operating agreement. Grant highlights common mistakes business owners make and offers advice on handling cash flow, paying oneself, and maintaining a working capital fund. They also discuss the necessity of insurance coverage and strategies to minimize tax payments. Grant emphasizes the importance of diversifying investments and setting up retirement plans. The episode concludes with a discussion on tax fairness and the role of risk-taking entrepreneurs in job creation. Website: www.threeoakswealth.com Facebook: https://www.facebook.com/threeoakswealth Linkedin: https://www.linkedin.com/company/three-oaks-wealth Twitter: https://twitter.com/GSBledsoe Not a Marketing Boost Solutions member yet? Book a free Brainstorming Session with our team today to learn more about our travel incentives. Click here: https://api.automationbooster.com/widget/appointment/brainstorm-session/mb Whether you are a start-up or a well-established business, you need to have a robust platform to help you scale your business with the ease of automating Marketing Boost travel incentives. Schedule a call with our team to explore what Automation Booster can do for you. Book here: https://api.automationbooster.com/widget/bookings/brainstorm-session/ab Timestamps: The importance of entity selection [00:03:58] Grant discusses the importance of choosing the right entity for your business and when it is necessary to establish an LLC for asset protection. The significance of an operating agreement [00:07:27] Grant explains the importance of having an operating agreement, especially for businesses with partners, and how it can prevent disputes and provide guidelines for various scenarios. Comparison to prenuptial agreements [00:08:57] The conversation briefly touches on the similarity between operating agreements for businesses and prenuptial agreements for marriages, highlighting the importance of establishing rules and guidelines in advance. The importance of a properly put together operating agreement [00:09:04] Discussing the potential issues that can arise in business partnerships without a well-drafted operating agreement. The importance of cash flow for business survival [00:17:11] Discussion on the significance of having 3 to 6 months of cash flow to reduce expenses and stay open during unexpected events. Insurance products for business owners [00:18:48] Recommendations for insurance coverage, including errors and omissions insurance, worker's compensation insurance, and life insurance for partners. The importance of retirement planning [00:35:56] Grant discusses the benefits of setting up a retirement plan for business owners and the potential tax deductions associated with it. The importance of setting up a business properly [00:45:24] Discussion on the first steps to follow in setting up a business properly and creating wealth. The role of entrepreneurs in creating employment and growth [00:49:40] Conversation about how risk-taking entrepreneurs create employment and innovation, and the government's role in partnering with entrepreneurs and providing tax benefits.

Smith Barney sexual harassment settlement reached but never finalized. Today's labor quote: Morris Hillquit. Today's labor history: Smith Barney sexual harassment case. @wpfwdc @AFLCIO #1u #UnionStrong #LaborRadioPod Proud founding member of the Labor Radio Podcast Network.

Our guest today is Shinobu Hindert, who is a CERTIFIED FINANCIAL PLANNER, money expert, best-selling author of "Investing Is Your Superpower," and creator of Empowered Planning. In this episode we talk: Myths of Saving and Where to StartHow to Help our Kids When it Comes to MoneyMindset about Money and Tackling Hard ConversationsAs a first-generation American, she has first-hand experience navigating the financial industry from both a career perspective and personally, to build wealth. She spent the first half of her career working for some of the largest financial institutions in the United States, including Smith Barney and Fidelity Investments. As a financial advisor, she created financial plans for high-net-worth individuals across the United States, overseeing more than $350 million in client assets. Now, Shinobu has taken all her knowledge and created a simple, proven method for teaching personal finance. She has delivered over 500 live workshops covering a wide range of topics, from budgeting to estate planning. Her goal is to simplify the complex world of money and investing by empowering people everywhere to reach financial freedom.We talked about the myths of saving and how our finances can be a major source of stress, with 8 out of 10 Americans reporting being stressed about money. She shares some wonderful mindset practices around our finances. I asked her to share how we as parents can help guide our kids when it comes to money, which I loved her tips on. Learn more about Shinobu:  Shinobu's Website: http://www.empoweredplanning.com/Click for: Instagram HandleInvesting is Your Superpower click here: Buy Book HereFind Jess below!Website: Simply Jess Skincare SIMPLY JESS SKINCARE:Each and every product is naturally derived, highly concentrated and most importantly, super performing! Every product was born out of a need to have a truly pure product that met my high standards for efficacy. You can take 20% off Your Order of our all natural skincare line with code PODCAST Shop Now! Email Us! jess@learningtoglow.comFollow us! Instagram Tik Tok

The transition of ownership within a firm can be a challenging process for both clients and advisors alike. It's at this point where the delicate balance of trust, transparency, and open communication becomes so important. While a change in ownership or leadership can stir feelings of uncertainty and concern, advisors who have established trust and transparency with their clients are better equipped to handle these changes. In this episode, Steve talks with Matthew Delaney, Managing Partner at JDH Wealth Management. His passion is working with people and helping them get their arms around their financial world. Having left Smith Barney (now Morgan Stanley) in 2005, Matt brought his knowledge of big-box financial advising to the boutique firm of JDH Wealth. His firm is now close to $400 million in collective assets. A second-generation financial advisor, Matt talks with Steve about navigating the big changes in transitioning and owning an advisory business. He shares his insights on what he learned that works and doesn't work when going through an ownership change. Matt also discusses the importance of transparency and open communication in client relationships during the transition process and the value of being involved in all aspects of the business.   Key Takeaways [01:54] - How JDH Wealth Management was founded. [06:01] - The lessons Matt learned from his experience working in the brokerage industry. [10:29] - An overview of the team at JDH Wealth Management. [11:33] - The client profile that is best suited for JDH's services. [12:40] - The process of changing ownership for JDH. [17:50] - What worked and what didn't when Matt took over JDH. [21:57] - The challenges related to the process of transitioning advisors. [25:25] - The mindset of staying involved and trusting the process of others. [30:52] - How Matt handles difficult clients. [37:26] - What motivates Matt to feel enthusiastic about the work he does for his clients?   Quotes [08:55] - "I've told advisors on the broker side that it's not that clients mind paying fees. The problem is that they're often hidden." ~ Matthew Delaney [25:52] - "It's so important for advisors to have a sense of what goes on day-to-day and behind the scenes and be close to the details that are the backbone of our business." ~ Matthew Delaney [31:21] - "Over the years, I've gotten better at recognizing that life is too short to work with people you don't want to work with or don't let you do your job." ~ Matthew Delaney   Links  Matthew Delaney on LinkedIn JDH Wealth Management Adam Birenbaum Your Retirement Bodyguard   Connect with our host Steve on LinkedIn Buckingham Strategic Partners   Subscribe and stay in touch Apple Podcasts Spotify Steve on LinkedIn Follow Buckingham Strategic Partners  onTwitter   Disclosure For informational and educational purposes only and should not be construed as specific investment, accounting, legal, or tax advice. Certain information is based upon third party data which may become outdated or otherwise superseded without notice. Third party information is deemed to be reliable, but its accuracy and completeness cannot be guaranteed. Some analysis presented is based off current economic information and may become outdated or irrelevant without notice. Individuals should speak with their qualified financial professional based on his or her unique circumstances. Neither the Securities and Exchange Commission (SEC) nor any other federal or state agency have approved, determined the accuracy, or confirmed the adequacy of this podcast. © 2022 Buckingham Wealth Partners, LLC. Buckingham Strategic Wealth, LLC and Buckingham Strategic Partners, LLC (collectively, Buckingham Wealth Partners)

Sallie Krawcheck is the CEO and co-founder of Ellevest, an investing and wealth management company built by women for women. In a sea of financial services sameness, Ellevest stands apart with its mission to get more money in the hands of women. Prior to Ellevest, Krawcheck was one of the only financial executives of her generation to have held C-suite roles at the largest global banks — as CEO of Merrill Lynch, Smith Barney, US Trust, and Sanford Bernstein and as CFO of Citi. Today, as a venture-funded entrepreneur, she's beat impossibly long odds to raise $144 million in venture-capital funding (women CEOs raise $1 out of every $10,000 Series B fintech dollars). Fortune Magazine has called Krawcheck “The Last Honest Analyst,” Barron's considers her one of the “Most Influential Women in US Finance,” and Vanity Fair has named her to their “New Establishment List.” In this episode of Takin' Care of Lady Business®, Jennifer Justice speaks with Sallie Krawcheck, the CEO and founder of Ellevest, an investment and wealth management company for women. They discuss the importance of financially empowering women and debunking societal myths discouraging them from prioritizing money and investing. Krawcheck highlights the difference between saving and investing, emphasizing the higher chances of positive returns with investing. They address the gender wealth gap and the impact of investing on women's financial independence, including the ability to leave toxic relationships and pursue dreams. Here is what to expect on this week's show: Unveil the secrets of how compounding can amplify your investments over time.  Learn why one size doesn't fit all in investing and why women might need to approach investing differently.  Get a sneak peek into a platform aiming to revolutionize how women invest.  How to dive deep into investments that align with your values and secure your financial future while supporting causes you're passionate about. Quotes: “We've got to change culture to recognize that money wanting money is not being unattractive or unfeminine or greedy or shrewish or ugly or any of those things.” – Sallie Krawcheck “The smart way to do it is not invest on your emotions but to invest steadily and through a sense of panic.” – Sallie Krawcheck “The past is the past. Starting today [is a] good time to start.” – Sallie Krawcheck This episode is sponsored by Medjet. Medjet is the top-rated air medical transport and crisis response membership for travelers. If you're hospitalized while traveling or your safety is threatened abroad, they get you home. Join Medjet before your next trip at Medjet.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

Episode Notes Bruce takes the pod solo with guest Jim Gold, CEO and co-founder at Steward Partners Global Advisory. They talk about the evolution of Gold's career that paved the path to Steward Partners Global Advisory. Jim addresses the firm's continued growth and the nuance of what it takes to sustain success. Guest Bio: Jim Gold serves as CEO and is a founding partner, board member and member of the executive leadership team at Steward Partners Global Advisory. Gold spent 18 years with Smith Barney and successor firms, beginning in 1995 as a financial adviser and held numerous management positions at the firm. Gold attended Stonehill College and currently lives in Northport, NY. He and his wife, Elizabeth, have four children Will, Conor, Kiera and Braedon.

Sallie Krawcheck, CEO and co-founder of Ellevest, is a Wall Street trailblazer with more than 25 years in the financial services industry. Sallie has led Merrill Lynch, Smith Barney, and Citi Private as CEO. She's been named “The Last Honest Analyst” by Fortune and one of the “Most Influential People in ESG Investing” by Barron's. She joins the show to discuss her career, what it was really like being a woman on Wall Street, how she stood out and achieved success and why she doesn't have time for imposter syndrome. We explore the gender pay and wealth gap, why women and men's attitudes are different around money, how to change limiting financial beliefs and how to build wealth. Sallie explains how to allocate money from paying off debt, to saving, to investing and so much more. Please note that this episode may contain paid endorsements and advertisements for products and services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.Sponsors:Go to SundaysForDogs.com/blonde or use the code BLONDE at checkout for 35% off your first order of Sundays.AG1 is giving you a FREE 1 year supply of Vitamin D and 5 FREE travel packs with your purchase. Head to drinkAG1.com/blondefiles to redeem. Get 20% off your first purchase of Vegamour at vegamour.com/blonde and use the code blonde at checkout. New customers get $5 off Lume's Starter Pack with the code BLONDE at LumeDeoderant.comListen to Better Tomorrow every Wednesday wherever you get your podcasts!Produced by Dear Media.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

More wealth into the hands of women: That has long been Sallie Krawcheck's mission. As CEO and co-founder of the wealthtech company Ellevest, Krawcheck has devoted her career to ensuring more women are investing, earning, and are better prepared for their financial futures. In this episode, Krawcheck dives into her career journey and the setbacks that made her stronger. Listen in as Krawcheck shares stories from her time as CEO of both Merrill Lynch and Smith Barney, and CFO of Citigroup, and you'll see why Forbes ranked her as the seventh most powerful woman in the world. Learn more about your ad choices. Visit megaphone.fm/adchoices

Interview recorded - 19th of June, 2023On this episode of the WTFinance podcast I had the pleasure of speaking with Lawrence Lepard, Founder of Equity Management Associates and Sound Money Advocate. During our conversation we spoke about what sound money is, whether our current economy can adapt to sound money, Bretton Wood 3.0 or BRICS currency, which assets will benefit and more!0:00 - Introduction0:20 - What is sound money?6:20 - Can our current economy use sound money?10:10 - How long does the FIAT system have?17:35 - System will fight for as long as possible20:18 - Bretton Wood 3.0?22:55 - Could governments block the FIAT exits?26:20 - Assets to protect wealth during hyperinflation?27:42 - One message to take away from our conversation?30:25 - Blackrock ETF good or bad for Bitcoin?Larry founded Equity Management Associates, LLC (EMA) in 2006. EMA is an equity investment management firm that invests in growing private and public companies located around the world. Since 2008, EMA has focused on investing in companies which mine the monetary metals, gold and silver. Larry presently serves on the Board of Directors of two development-stage gold mining companies: Lavras Gold Corp. (Toronto/Brazil) and Rise Gold Corp. (California). He has been a frequent guest of many media outlets including Bloomberg Television for his expertise on the monetary metals market. Prior to founding EMA, he spent 13 years at Geocapital Partners (Geo) in Fort Lee, NJ. There, he was one of two Managing General Partners and was responsible for four venture capital funds, aggregating ~$500 million. At Geo, he invested and/or served on the boards of many successful deals including Autoweb, Jackson Hewitt, Netcom, and Realtor.com. Prior to Geo, Larry spent seven years at Summit Partners in Boston, MA and Newport Beach, CA, where he established Summit's West Coast office. Larry was a General Partner in Summit I and Summit II and invested and/or served on the boards of Chips & Technologies and Software Spectrum, among other investments. Earlier in his career, Larry worked in the Mergers & Acquisitions Group of Smith Barney, Harris Upham & Co.Lawrence Lepard - Website - https://www.ema2.com/Twitter - https://twitter.com/LawrenceLepardWTFinance -Instagram - https://www.instagram.com/wtfinancee/Spotify - https://open.spotify.com/show/67rpmjG92PNBW0doLyPvfniTunes - https://podcasts.apple.com/us/podcast/wtfinance/id1554934665?uo=4Twitter - https://twitter.com/AnthonyFatseas

Interview recorded - 8th of June, 2023On todays episode of the WTFinance podcast I had the pleasure of speaking with David Hay, Co-Chief Investment Officer of Evergreen Gavekal.During our conversation we spoke about key drivers of the current market, whether we are still in the biggest bubble of history, how the current debt cycle risks collapse and why nuclear energy is the future of non-carbon energy. I hope you enjoy!0:00 - Introduction0:50 - Key drivers of current markets?4:30 - Can the FED save the US economy?7:15 - Will we see stagflation or disinflation?10:30 - Are we still in a bubble?13:28 - Industries/geographies that David is watching?17:00 - How would Treasury funding issues effect market?20:00 - Will they run inflation hot?24:00 - The end of a debt cycle?26:10 - Pensions and other levered bond holders to be punished?31:30 - Stock picking during market uncertainty?34:30 - Future energy crisis and why nuclear is vital38:15 - Why is nuclear better than other non-carbon energy producers?42:10 - One message to takeaway from our conversation?David Hay acquired the majority interest in Evergreen Gavekal (at the time, Evergreen Capital Management) in 2002. He continues to serve his long-time clients and acts as Co-Chief Investment Officer with special emphasis in macro-economic research.  David has been employed in the securities industry since 1979 when he joined Dean Witter Reynolds, now Morgan Stanley. He rose to the position of Senior Vice President in 1983. In 1985 he was the youngest member to be elected to Dean Witter's elite Chairman's Council. David and his team joined Smith Barney in 1990 and were instrumental in establishing the Portfolio Advisory Program. Fulfilling the positions of Senior Vice President, Senior Portfolio Manager and Director, David also served on the Smith Barney Directors Advisory Group, gaining valuable experience in merger integration and client service enhancement.  In 2022, David released his highly anticipated book, Bubble 3.0:  Who blew it and how to protect yourself when it blows apart. The book explores why he believes the financial markets are headed toward a third iteration of past market rotations. Accordingly, he believes there are a number of investment areas/asset classes poised to benefit from what he has begun referring to as “The New World Disorder”.  David currently spends the winter months in Indian Wells, Ca., with his wife, Mindy, and two dogs, Nova and Roscoe.  In early June, they will be moving into their new home in Liberty Lake, Wash.David Hay Interviews - Haymaker as Host interview: https://www.youtube.com/watch?v=EnDy6SGoG00MicroNuclear explanatory video: https://www.youtube.com/watch?v=Fb2Op0mWlUwDavid Hays - Twitter - https://twitter.com/Haymaker_0Website - https://evergreengavekal.com/Substack - https://haymaker.substack.com/WTFinance -Instagram - https://www.instagram.com/wtfinancee/Spotify - https://open.spotify.com/show/67rpmjG92PNBW0doLyPvfniTunes - https://podcasts.apple.com/us/podcast/wtfinance/id1554934665?uo=4Twitter - https://twitter.com/AnthonyFatseas

Sallie Krawcheck is the CEO of Ellevest, a women's-focused investment platform she launched in 2016. The company has over $1.5 billion in assets under management with a goal to close the gender investing gap in the U.S. by “redefining investing for women.”Prior to launching Ellevest, Sallie had a successful career on Wall Street, serving as the CEO of Smith Barney, Merrill Lynch, and Sanford C. Bernstein. She also worked at Citi, first as the bank's CFO and then as its head of wealth management, a role she held until the 2008 financial crisis.She's been called the “most powerful woman on Wall Street” as well as the “Last Honest Analyst” by Forbes Magazine.*The Founder Hour is brought to you by Outer. Outer makes the world's most beautiful, comfortable, innovative, and high-quality outdoor furniture - ALL from sustainable materials - and is the ONLY outdoor furniture with a patented built-in cover to make protecting it effortless. From teak chairs to fire pit tables, everything Outer makes has the look and feel of what you'd expect at a 5-star resort, for less than you'd pay at a big box store for something that won't last.For a limited time, get 10% off and FREE shipping at www.liveouter.com/thefounderhour. Terms and conditions apply.

BIO: David Hay has been employed in the securities industry since 1979 when he joined Dean Witter Reynolds, now Morgan Stanley.STORY: A colleague told David about a business that was going to sell books online. David wasn't convinced that the business had a competitive edge. So while his colleague invested $50,000 into this company, David chose not to invest. The company was Amazon. Had David invested then, he'd now be a multimillionaire.LEARNING: Invest only what you can afford to lose. Keep challenging your thesis. Have a systematic quantitative framework to help you keep an open and agile mind when investing. “One of the most important things in investing is range expansion.”David Hay Guest profileDavid Hay has been employed in the securities industry since 1979 when he joined Dean Witter Reynolds, now Morgan Stanley.And since 2022, David has been chief or Co-Chief Investment Officer of Evergreen Gavekal with a special emphasis on macro-economic research.In 2022, David released his highly anticipated book, Bubble 3.0: Who blew it and how to protect yourself when it blows apart.The book explores why he believes the financial markets are headed toward a third iteration of past market rotations.Accordingly, he believes there are a number of investment areas/asset classes poised to benefit from what he has begun referring to as “The New World Disorder.”Worst investment everIn November of 1994, David received a call from a colleague. They were both portfolio managers at Smith Barney. At that point, they were investing side by side in virtually everything. The colleague told David about this guy who was starting a company, and he was going to invest $50,000 in it.The colleague explained that the business would sell books online. David didn't understand the business's competitive edge, so he opted not to invest in it.Six months later, the colleague told him the company was going public. Turns out, the company was Amazon. Had David invested in it when his colleague told him to, he'd now be a multimillionaire.Lessons learnedIf the idea sounds great, invest only the money you can afford to lose.The bigger and longer the trading range, the more important the message of the breakout or breakdown is.Constantly challenge your thesis.Andrew's takeawaysHave a systematic quantitative framework to help you keep an open and agile mind when investing.For every company that becomes a billion-dollar or trillion-dollar company, the good news is that 99.99999999999% of people missed it.David's recommendationsDavid recommends his free newsletter. You can also get a free copy of Bubble 3.0 by emailing him through Substack. David also recommends reading the Felder report by Jesse Felder.No.1 goal for the next 12 monthsDavid's number one goal for the next 12 months is to remove his shorts and go max bullish.Parting words “It's always so much cheaper to learn from other people's mistakes than your...

 On this episode of the Shed Geek Podcast Shannon speaks Kirk Chisholm at Innovative Advisory Group.  Kirk Chisholm is a Wealth Manager and Principal at Innovative Advisory Group. His roles at IAG are co-chair of the Investment Committee and Head of the Traditional Investment Risk Management Group. His background and areas of focus are portfolio management and investment analysis in both the traditional and alternative investment markets.Kirk has been providing wealth management services to individuals, executives, entrepreneurs, and their families, as well as businesses and organizations since 1999. Kirk is dedicated to developing lasting relationships with all of his clients. One of the benefits of working with Kirk is his patience and his ability to provide clear, easy to understand explanations of all financial options.Prior to integrating with Innovative Advisory Group in 2008, Kirk founded Stirling Global Advisors, LLC in 2005, a full-service private wealth management firm. Kirk has also held wealth management roles at both UBS PaineWebber and Smith Barney. Also, find out how the podcast can be heard throughout the plain communities by dialing the number 330-997-3055. If the number is busy, just dial again! For more information or to know more about the Shed Geek Podcast visit us at our website.Follow us on Twitter, Instagram, Facebook, or YouTube at the handle @shedgeekpodcast.To be a guest on the Shed Geek Podcast visit our website and fill out the "Contact Us" form.To suggest show topics or ask questions you want answered email us at info@shedgeek.com.This episodes Sponsors:Studio Sponsor: Union Grove LumberMini Barn Audio: Joey PivotliftHigh Barn Audio: My ShedHigh Barn Audio: Backyard FinanceMini Barn Audio: RTO NationalMini Barn Video: Troyers Websites of TexasHigh Barn Video: Backyard FinanceHigh Barn Video: RTO National

Join us for Episode 51 of the Women's Empowerment Series with Chaya Peltz from New York. Chaya Peltz has always been driven by the desire to help others reach their full potential. She is dedicated to empowering individuals, because she believes that everyone has unique gifts and talents. Her goal is to help uncover these strengths and turn them into something truly special. Chaya Peltz is an entrepreneur and a coach making a difference in the lives of many individuals. Before starting her own company, Chaya Peltz spent years climbing the corporate ladder at Fortune 500 companies (Merrill Lynch, Smith Barney, Bank of America), where she became the youngest VP and led my teams to success, consistently hitting their targets. Today, Chaya incorporates those skills into her unique training formula to help entrepreneurs build a strong foundation for their business, scale it, and elevate their mindset. Chaya will be sharing her journey as an executive who launched her own company and is creating so much impact around her. Meet Chaya Peltz here: https://www.facebook.com/chaya.peltz https://www.linkedin.com/in/chayapeltz/

Episode 73 - Don't Be Fooled By The Financial System Investing in the stock market is an enigma to most, even in those who invest in it. There is a massive amount of data to process, and you wouldn't know where to start. What if you can find that staring perspective that provides a very detailed insight into the stock market game? Join Mo Bina in this episode of the Purpose-Driven Wealth podcast as he talks with Gil Baumgarten about the Securities and Investment Industry and several key concepts to give you a unique insight into stock market investing.  Here's what you will expect in this episode… How Gil started: from a broker to starting his own firm. On financial advice: difference between a broker and a fiduciary  How Segment works with Schwab, their primary custodian.  Advantages of ETF over actively managed mutual funds. Advantage of having an advisor Chasing hot stocks and generating losses.  The way to build wealth. The kind of company Warren Buffet buys. Beta versus Alpha and the correct way to look at dividends. Talking about Gil's book Why people are making bad decisions on buying stocks. Understanding the market game. Finding somebody who understands the market. About Gil Baumgarten: Gil Baumgarten is a 38-year veteran of the securities and investment industry. After beginning his career at the venerable EF Hutton in the early 1980s, Gil became a top producer for UBS and Smith Barney, what is today Morgan Stanley. However, Gil found Wall Street routinely emphasized its own interests over those of the client. In 2010, Gil left the brokerage world to start Segment, a fee-only firm where the interests of the client could align with the interests of the firm. The Houston Business Journal ranks Segment among the Largest Houston-Area Wealth Management Firms. In 2021, Gil published his first book, FOOLISH: How Investors Get Worked Up and Worked Over by the System.  Gil Baumgarten Links: Segment Wealth Management: https://segmentwm.com/ FOOLISH the book: https://segmentwm.com/blog/ Gil's Musings: https://gilbaumgarten.com/book/ Disclosure: https://segmentwm.com/important-disclosure-information/ Connect with Mo Bina on… Website: https://www.high-risecapital.com/ Medium: https://mobina.medium.com/ YouTube: https://www.youtube.com/channel/UC5ISsEKBHlkX7lk9b68SKLA/featured Instagram: https://www.instagram.com/highrisecapital/ For more information on passive investing in commercial real estate, please check out our free eBook — More Doors, More Profits — by clicking here: https://www.high-risecapital.com/resources-index  

Today's episode features Sallie Krawcheck the Co-founder and CEO of Ellevest, a financial company built by women, for women to reach their financial goals. Sallie is one of the highest ranked women ever to have worked on Wall Street, having held posts such as CEO of Smith Barney, CEO of Merrill Lynch Wealth Management, and CFO of Citigroup. She is one of the most-read “Influencers” on LinkedIn and has been profiled as one of Fast Company's “Most Creative People” in business, as well as in The Wall Street Journal, Fortune, Forbes, and more. Ellevest has a community of more than 3 million, raised a $53 million Series B funding round and has $1.5 billion in assets under management. Learn why “nothing bad happens when women have more money.”

Quick favor to ask - we were recently nominated for a People's Choice award and we're neck-and-neck with some other really great podcasts.If you have not voted yet in the Cleanie Awards for “Sustainability & Clean Energy Podcast of the Year”, I'd humbly request that you lend us your pointer finger.

Sallie Krawcheck holds the world record for being fired the most times on the Wall Street Journal. She is also one of the most powerful and influential people on Wall Street, currently serving as CEO of an investment platform that manages over $1.5 billion in assets. By viewing success and failure as two sides of the same coin, she has overcome what few of us are capable of.Sallie is a Wall Street legend, an author, and the co-founder and CEO of Ellevest, a digital investment platform built for women. Over the last 30 years, she has continuously broken barriers on Wall Street, navigating high-profile leadership positions at companies like Citigroup, Merrill Lynch, and Smith Barney (now Morgan Stanley).In this episode, Sallie talks about how she went from a rocky and emotionally-scarring start on Wall Street to the “Eureka!” moments that defined her career. She dissects what to do when facing constant rejection, the significance of outworking others, and how to rank learning, money, and passion when it comes to work. She also discusses the importance of proactively supporting and advising others, navigating office politics as a woman, and why success and failure are two sides of the same coin.Topics Include:- The most important relationship a professional woman can have- How one person led Sallie to realize her potential- Working for money vs. passion- Biases against women and minorities in the workplace- Sallie's world record- Why you shouldn't be the smartest person in the room- How job candidates can separate themselves from the competition- The #1 unwritten rule of success in business- And more… Sallie Krawcheck is known as one of the most influential women on Wall Street, but the title hasn't come without its challenges. From navigating constant workplace discrimination to being fired for maintaining her honesty, Sallie has jumped continuous hurdles, moving from investment banking to becoming one of the top business research analysts in the game.Her Wall Street career includes being named CFO of Citigroup and CEO of Merrill Lynch, the Citi Private Bank, Smith Barney, US Trust, and Sanford C. Bernstein. She is the co-founder and current CEO of Ellevest, whose mission is to put more money in the hands of women. Her recent book, Own It: The Power of Women at Work, talks about the power of resilience, risk-taking, and hard work to reach the top. Resources Mentioned:Own It: The Power of Women at Work, by Sallie Krawcheck: https://www.amazon.com/Own-Power-Women-at-Work/dp/1101906251/  Ellevest: https://www.ellevest.com/ 

Sallie Krawcheck holds the world record for being fired the most times on the Wall Street Journal. She is also one of the most powerful and influential people on Wall Street, currently serving as CEO of an investment platform that manages over $1.5 billion in assets. By viewing success and failure as two sides of the same coin, she has overcome what few of us are capable of.Sallie is a Wall Street legend, an author, and the co-founder and CEO of Ellevest, a digital investment platform built for women. Over the last 30 years, she has continuously broken barriers on Wall Street, navigating high-profile leadership positions at companies like Citigroup, Merrill Lynch, and Smith Barney (now Morgan Stanley).In this episode, Sallie talks about how she went from a rocky and emotionally-scarring start on Wall Street to the “Eureka!” moments that defined her career. She dissects what to do when facing constant rejection, the significance of outworking others, and how to rank learning, money, and passion when it comes to work. She also discusses the importance of proactively supporting and advising others, navigating office politics as a woman, and why success and failure are two sides of the same coin.Topics Include:- The most important relationship a professional woman can have- How one person led Sallie to realize her potential- Working for money vs. passion- Biases against women and minorities in the workplace- Sallie's world record- Why you shouldn't be the smartest person in the room- How job candidates can separate themselves from the competition- The #1 unwritten rule of success in business- And more… Sallie Krawcheck is known as one of the most influential women on Wall Street, but the title hasn't come without its challenges. From navigating constant workplace discrimination to being fired for maintaining her honesty, Sallie has jumped continuous hurdles, moving from investment banking to becoming one of the top business research analysts in the game.Her Wall Street career includes being named CFO of Citigroup and CEO of Merrill Lynch, the Citi Private Bank, Smith Barney, US Trust, and Sanford C. Bernstein. She is the co-founder and current CEO of Ellevest, whose mission is to put more money in the hands of women. Her recent book, Own It: The Power of Women at Work, talks about the power of resilience, risk-taking, and hard work to reach the top. Resources Mentioned:Own It: The Power of Women at Work, by Sallie Krawcheck: https://www.amazon.com/Own-Power-Women-at-Work/dp/1101906251/  Ellevest: https://www.ellevest.com/