Podcast appearances and mentions of Tristan Walker

As 2024 comes to a close, we compiled the many learnings - from leaders - we heard this year. So sit back with your beverage of choice and enjoy! And give us the gift of a 5-star review on Apple Podcasts - https://apple.co/2L85TsT Featuring the voices - and learnings - from John Pepper, Ursula Burns, Isaac Saul, Karen Francis, Katherine Vellinga, Andrew Swinand, Barbara Oakley, Tristan Walker, Gordon Brunner, Stefan Homeister, Bonnie Wan, Bernice Ang, Trevor Lai, Denis Beausejour, Roula Clerc-Nassar, Bernd Pichler, Alex Keith, Dawn Garibaldi, Manreet Sodhi Someshwar, Shaun Reinsurance, Mary Carmen Gasco-Buisson, Ravi Chaturvedi, Mark Ciccone, Sam Avivi, Raman Sehgal, Nir Eyal, Jorge Montoya, Jessica Gleeson, Bob McDonald, Rajiv Satyal, Drew Tarvin, and Bob Gilbreath. Thank you for YOUR continued support of our podcast and our amazing guests! Heard something you missed? Be sure to go back and check out each guest's full episode. Got a suggestion for a future episode? Send a note to pgalums@gmail.com — we'd love to hear from you! Thanks for your continued support of our Learnings from Leaders podcast!

This week we speak to Tristan Walker one of 40 people appointed as a fellow of The Energy Futures social innovation lab to have the hard conversations about how our energy systems can evolve to meet net-zero objectives. Tristan Walker of Massif Energy is working on the Alberta's Electricity Future initiative with a diverse group of Albertans. While the social sphere is dominated by polarization, and us-verses-them narratives the people in the lab from a wide cross section of society and industry come together to find common ground on some of the biggest issues of our time, such as how to get Alberta to net-zero. GreenEnergyFutures.ca CKUA.com Podcast Learn more in our blog at GreenEnergyFutures.ca

The Energy Futures Lab is like a breath of fresh air in today's polarized world, where meaningful discussions about real-world problems are scarce. Every year, they invite 40 talented individuals from various fields to join their mission and tackle some of the most challenging issues facing us, like how to get Alberta to net-zero emissions. To celebrate their 10th anniversary, we caught up with Maureen Kolla from the Energy Futures Lab and Tristan Walker, an energy consultant who's part of the 40 fellows in 2024. Tristan is part of the Albertas Electricity Future group which is head up by Maureen Kolla and they recently released a vision for Alberta's electricity future, and we're excited to share it with you! GreenEnergyFutures.ca CKUA.com Podcast Learn more at GreenEnergyFutures.ca SUBSCRIBE TODAY!

Do you want to know your true passion and purpose? Listen to Darren as he delves into the journey of self-discovery by drawing inspiration from stories of successful individuals like Coach K and Tristan Walker. Learn how you can align your unique strengths with your mission to transforming your life and career.

Jeffrey Pfeffer teaches the single most popular (and somewhat controversial) class at Stanford's Graduate School of Business: The Paths to Power. He's also the author of 16 books, including 7 Rules of Power: Surprising—But True—Advice on How to Get Things Done and Advance Your Career. He has taught at Harvard, the London Business School, and IESE and has written for publications like Fortune and the Washington Post. Recognized by the Academy of Management and listed in the Thinkers50 Hall of Fame, Jeffrey also serves on several corporate and nonprofit boards, bringing his expertise to global audiences through seminars and executive education. In our conversation, we discuss:• Jeffrey's seven rules of power• How individuals can acquire and use power in business• Networking, and how to do it effectively• How to build a non-cringe personal brand• How to increase your influence to amplify your impact• Examples and stories of people building power• Tradeoffs and challenges that come with power—Brought to you by:• Uizard—AI-powered prototyping for visionary product leaders• Webflow—The web experience platform• Heap—Cross-platform product analytics that converts, engages, and retains customers—Find the transcript at: https://www.lennysnewsletter.com/p/the-paths-to-power-jeffrey-pfeffer—Where to find Jeffrey Pfeffer:• X: https://x.com/JeffreyPfeffer• LinkedIn: https://www.linkedin.com/in/jeffrey-pfeffer-57a01b6/• Website: https://jeffreypfeffer.com/• Podcast: https://jeffreypfeffer.com/pfeffer-on-power/—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Jeffrey's background (02:54) Understanding discomfort with power(04:56) Power skills for underrepresented groups(07:51) The popularity and challenges of Jeffrey's class at Stanford(12:21) The seven rules of power(13:03) Success stories from his course(15:43) Building a personal brand(21:11) Getting out of your own way(26:04) Breaking the rules to gain power(30:34) Networking relentlessly(40:10) Why Jeffrey says to “pursue weak ties”(42:00) Using your power to build more power(44:34) The importance of appearance and body language(47:15) Mastering the art of presentation(55:12) Examples of homework assignments that Jeffrey gives students(59:11) People will forget how you acquired power(01:03:58) More good people need to have power(01:10:49) The price of power and autonomy(01:17:13) A homework assignment for you—Referenced:• Gerald Ferris on LinkedIn: https://www.linkedin.com/in/gerald-r-ferris-5816b1b5/• Political Skill at Work: https://tarjomefa.com/wp-content/uploads/2015/10/4173-engilish.pdf• Laura Esserman, MD: https://cancer.ucsf.edu/people/esserman.laura• Taylor Swift's website: https://www.taylorswift.com/• Matthew 7: https://www.biblegateway.com/passage/?search=Matthew%207&version=NIV• Mother Teresa quote: https://www.goodreads.com/quotes/2887-if-you-judge-people-you-have-no-time-to-love• Paths to Power course description: https://jeffreypfeffer.com/wp-content/uploads/2019/10/Pfeffer-OB377-Course-Outline-2018.pdf• 7 Rules of Power: https://jeffreypfeffer.com/books/7-rules-of-power/• The Knowing-Doing Gap: https://jeffreypfeffer.com/books/the-knowing-doing-gap/• Derek Kan on LinkedIn: https://www.linkedin.com/in/derekkan/• Mitt Romney on X: https://x.com/mittromney• Elaine Chao's website: https://www.elainechao.com/• Tony Hsieh: https://en.wikipedia.org/wiki/Tony_Hsieh• Zappos: https://www.zappos.com/• How I Did It: Zappos's CEO on Going to Extremes for Customers: https://hbr.org/2010/07/how-i-did-it-zapposs-ceo-on-going-to-extremes-for-customers• McKinsey & Company: https://www.mckinsey.com/• Bain & Company: https://www.bain.com/• BCG: https://www.bcg.com/• Keith Ferrazzi's website: https://www.keithferrazzi.com/• Deloitte: https://www2.deloitte.com/• Tristan Walker: https://www.linkedin.com/in/tristanwalker/• Foursquare: https://foursquare.com/• Laura Chau on LinkedIn: https://www.linkedin.com/in/laura-chau/• Canaan Partners: https://www.canaan.com/• Andreessen Horowitz: https://a16z.com/• Sequoia Capital: https://www.sequoiacap.com/• Greylock: https://greylock.com/• The Women Who Venture (WoVen) Podcast: https://www.canaan.com/woven/podcasts• Imposter syndrome: https://www.psychologytoday.com/us/basics/imposter-syndrome• Gary Loveman and Harrah's Entertainment: https://www.gsb.stanford.edu/faculty-research/case-studies/gary-loveman-harrahs-entertainment• “If you need help, just ask”: Underestimating compliance with direct requests for help: https://www.gsb.stanford.edu/faculty-research/publications/if-you-need-help-just-ask-underestimating-compliance-direct-requests• Life story of Kathleen Frances Fowler: https://www.forevermissed.com/kathleenfowler/lifestory• Jason Calacanis on LinkedIn: https://www.linkedin.com/in/jasoncalacanis/• Jason Calacanis: A Case Study in Creating Resources: https://www.gsb.stanford.edu/faculty-research/case-studies/jason-calacanis-case-study-creating-resources• You're Invited: The Art and Science of Connection, Trust, and Belonging: https://www.amazon.com/Youre-Invited-Science-Cultivating-Influence/dp/0063030977• View from the Top: https://www.gsb.stanford.edu/experience/learning/guest-speakers/view-top• Omid Kordestani on LinkedIn: https://www.linkedin.com/in/omid-kordestani-46515151/• Netscape: https://en.wikipedia.org/wiki/Netscape•  Esther Wojcicki on LinkedIn:  https://www.linkedin.com/in/estherwojcicki/• Leanne Williams: https://med.stanford.edu/profiles/leanne-williams• Precision Psychiatry: Using Neuroscience Insights to Inform Personally Tailored, Measurement-Based Care: https://www.amazon.com/Precision-Psychiatry-Neuroscience-Personally-Measurement-Based/dp/1615371583• Mark Granovetter on LinkedIn: https://www.linkedin.com/in/mark-granovetter-8161704/• The Strength of Weak Ties: https://snap.stanford.edu/class/cs224w-readings/granovetter73weakties.pdf• Getting a Job: https://www.amazon.com/Getting-Job-Study-Contacts-Careers/dp/0226305813• Acting with Power: https://www.amazon.com/Acting-Power-More-Powerful-Believe/dp/110190397X• Articles by Herminia Ibarra: https://herminiaibarra.com/articles/• Kingdom of the Planet of the Ape: https://www.imdb.com/title/tt11389872/• Jim Collins's website: https://www.jimcollins.com/• Dana Carney on LinkedIn: https://www.linkedin.com/in/danarosecarney/• Baba Shiv: https://www.gsb.stanford.edu/faculty-research/faculty/baba-shiv• Tony Hayward: https://en.wikipedia.org/wiki/Tony_Hayward• Lloyd Blankfein: https://en.wikipedia.org/wiki/Lloyd_Blankfein• Regis McKenna: https://en.wikipedia.org/wiki/Regis_McKenna• Jack Valenti: https://en.wikipedia.org/wiki/Jack_Valenti• Salman Rushdie quote: https://www.pinterest.com/pin/434175220328596286/• How to build deeper, more robust relationships | Carole Robin (Stanford GSB professor, “Touchy Feely”): https://www.lennysnewsletter.com/p/build-robust-relationships-carole-robin• Carole Robin's 15% rule: https://pen-name.notion.site/Carole-Robin-on-Lenny-s-Podcast-dc7159208e4242428f4b11ebc92285eb• Karlie Kloss on Instagram: https://www.instagram.com/karliekloss• Lindsey Graham's website: https://www.lindseygraham.com/• Was Microsoft's Empire Built on Stolen Code? We May Never Know: https://www.wired.com/2012/08/ms-dos-examined-for-thef/• Who's who of Jeffrey Epstein's powerful friends, associates and possible co-conspirators: https://www.cnn.com/2019/08/12/us/jeffrey-epstein-associates-possible-accomplices/index.html• Why Did Martha Stewart Go to Prison? A Look Back at Her 2004 Fraud Case: https://people.com/martha-stewart-fraud-case-prison-sentence-look-back-8550277• Dianne Feinstein: https://www.congress.gov/member/dianne-feinstein/F000062• Richard Blum: https://en.wikipedia.org/wiki/Richard_C._Blum• Athena Care Network: https://www.athenacarenetwork.org• James G. March: https://en.wikipedia.org/wiki/James_G._March• Satya Nadella on LinkedIn: https://www.linkedin.com/in/satyanadella/• Trump Organization fined $1.6 million for tax fraud: https://apnews.com/article/politics-legal-proceedings-new-york-city-donald-trump-manhattan-e2f1d01525dafb64be8738c8b4f32085• Rudy Giuliani: https://en.wikipedia.org/wiki/Rudy_Giuliani• Harvard president resigns amid claims of plagiarism and antisemitism backlash: https://www.theguardian.com/education/2024/jan/02/harvard-president-claudine-gay-resigns• Stanford president resigns after fallout from falsified data in his research: https://www.npr.org/2023/07/19/1188828810/stanford-university-president-resigns• Rudy Crew: https://en.wikipedia.org/wiki/Rudy_Crew—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

Walker & Co. Founder and CEO, Tristan Walker didn't always see himself trying to build a health and beauty products company. In fact, he tried to cure childhood obesity, start a bank, and build a freight truck fixing company first, which were very big, very complicated ventures he knew little about – before he created Bevel, that directly related to a familiar problem. However, when it came time for investments, he received more "no's" than he thought possible, but managed to push himself even harder. "I knew it wasn't a bad idea because I felt no one could work this thing better than we could," Walker says. --- Send in a voice message: https://podcasters.spotify.com/pod/show/getu-chandler/message Support this podcast: https://podcasters.spotify.com/pod/show/getu-chandler/support

"I had an authentic connection to the problem - a perspective on cultural connection. So it wasn't powering through rejection, it was neglecting it - because I just knew something they didn't.“ Tristan Walker is the Founder of Walker & Company Brands, where he was also the CEO when it was acquired by Procter & Gamble in 2018. Walker & Co. is best known for best-selling brands like Bevel & Form - Healthy and Beauty designed for communities of color. Prior to Founding Walker & Co, Tristan was Entrepreneur-In-Residence at Andreessen Horowitz, the prominent venture capital firm. He also served as Director of Business Development for Foursquare - managing strategic partnerships with brands like American Express, The New York Times, CNN, MTV, Starwood Hotels & Resorts, and Starbucks. Tristan's also had experiences with Boston Consulting Group and Twitter. Currently, Tristan serves on the Boards of Foot Locker, Shake Shack, Children's Healthcare of Atlanta, and the Metro Atlanta Chamber. Tristan is also the Founder and Board Chairman of CODE2040, a program that matches high-performing Black and Latino undergraduate and graduate coders and software engineering students with Silicon Valley start-ups for summer internships. Fortune Magazine named him as one out of 50 of the “World's Greatest Leaders.” You'll enjoy this candid conversation about neglecting the laziness of others, and truly empathizing with your customer's experiences. This is a replay of a past episode from February 2022 - from our partners at P&G's “More Than Soap” Podcast - available exclusively each week to P&G Employees at GetMoreThanSoap.com. On “More Than Soap,” P&G shares weekly conversations with Inspiring guests, unique perspectives, and unconventional ideas. “More Than Soap” is P&G's official internal podcast - available to all 100,000 P&G employees worldwide, and hosted by Dorion Positano, P&G's Director of New Business and Content Innovation and AI Integration Strategy. Interested in learning more about P&G's “More Than Soap” podcast, or P&G Studios? Reach out directly to Dorion on LinkedIn. GetMoreThanSoap.com

In this episode the trio is united for a conversation with one of their early supporters, American Entrepreneur, Tristan Walker of The Walker Company, and founder of mens grooming company Bevel. Watch and listen as they discuss Tristan's specific focus on collecting vintage Cartier time pieces, in addition to his background story, including his vision and hopes for the future of the watch industry. This episode is brought to you by the Sovrygn Watch Company. Visit Sovrygnwatches.com and use code WCP15 at check out for 15% off. Happy Holidays! --- Support this podcast: https://podcasters.spotify.com/pod/show/wrist-check-pod/support

Tristan Walker may be new to the collecting scene, but if the name sounds familiar, well, that's because he sold company Walker & Company (makers of the grooming brand Bevel) to Procter & Gamble and sits on the board of companies like Shake Shack and Footlocker. Tristan's approach to collecting is very similar to the way he runs his companies, and consistency is the name of the game. His passion for collecting is ever growing and he's making the right relationships along the way. Our text chain is nothing short of a year's worth of watch purchases, books, and some good banter between the two of us. My favorite part about Tristan's collection? If you put 10 collectors in a room, not a single one of us would ever guess what's sitting in his watch box, and I have the pictures to prove it. It's not just what's sitting at home that makes him a great collector, it's the fact that he has a great eye for design and you can see it in the products he's created. At the end of the day, the guy just gets it. Alright, I am excited and honored to introduce to you, my friend, Tristan Walker, for Collectors Gene Radio.Tristan's Instagram - https://instagram.com/tristanwalker?igshid=OGQ5ZDc2ODk2ZA==Bevel - https://getbevel.com/Walker & Company - https://walkerandcompany.com/How I Built This w/ Tristan Walker - https://www.npr.org/2019/09/25/764355017/live-episode-walker-company-tristan-walker

In October 2022, the Town and MD of Pincher Creek collaborated with the Piikani Nation land department to begin developing a Climate Resiliency and Adaptation plan. This process was enabled due to funding provided by the Municipal Climate Change Action Center. The plan development focused on a stakeholder-driven methodology to identify key climate risks in the region and develop plans to adapt to those risks within a changing environment. The project was led by a team consisting of members from the Town, MD, regional emergency management organization, and Piikani Nation. The outputs included full climate models for the MD of Pincher Creek to identify what may change based on a 3-degree global warming level, an economic analysis of the cost of not adapting to climate change, and finally a risk assessment and adaptation plan. This presentation will describe the key outcomes, the process for developing them, and lessons learned that can be leveraged by other organizations looking to undertake similar processes. Speaker: Tristan Walker, Municipal Energy Project Lead for the Town & Municipal District of Pincher Creek Moderator: Gord Grimes Tristan grew up in Northwest British Columbia where he developed a passion for playing within the vast natural playground. With a Master's degree in sustainable energy, Tristan is keen to develop solutions within our way of life to sustain that natural playground so future generations get the opportunity to enjoy it the way we have. In his role with Pincher Creek, Tristan focuses most of his efforts on energy management activities such as energy audits, retrofits, and analysis to the tune of an 8% reduction in corporate GHG emissions over the last two years and a total reduction of $90,000 in utility spending annually. Further to this role, Tristan led the project team for the Climate Resiliency and Adaptation plan that sought to identify pressing climate risks as we move into the future with adaptation measures to address those risks. Currently, he continues to support the municipality in reducing utility costs and is working on implementing items identified in the adaptation plan.

"For me, the thing that stood out was my difference. I wasn't chasing the thing that others were chasing. I was chasing the things that lived with my values." In this View From The Top interview, Tristan Walker MBA '10, founder and CEO of Walker & Company, sits down with James Yan, MBA '23, to talk about his journey from Stanford GSB to entrepreneur. Walker shares a story from day he'll never forget: when he found a cafe, and sat down to write down his values. From that day forward, Walker says, built his business and life accordingly. In 2018, Walker merged his brand with Procter & Gamble, becoming the first Black CEO under the P&G umbrella in the company's 180-year history. He is also the founder and board chairman of CODE2040, a program that matches high performing Black and Latino undergraduate and graduate coders and software engineering students with Silicon Valley start-ups for summer internships. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Introduction: Welcome to Five & Thrive: a weekly podcast highlighting the Southeast's most interesting news, entrepreneurs, and information of the week, all under 5 minutes.  My name is Jon Birdsong and I'm with Atlanta Ventures. Y'all what a week! From TechStars to Venture Atlanta, to the cocktail parties, dinners, and happy hours, I can say it was so fun. And it was wonderful to meet so many investors who come to Atlanta once or twice a year and showcase the city and meet in person. Congratulations to Allyson Eman on another amazing Venture Atlanta.   Quiet Giant: I was reminded of this past week's quasi-Quiet Giant out of Durham, North Carolina called Spiffy. Their short tag line is on-demand car wash and detailing service. While that may seem obvious as there are several mom and pop shops willing to meet you in your driveway to give you the detail your car wants and needs, Spiffy has raised over $60M in funding around this fast growing, successful tech enabled service that washes cars for several enterprise fleets. Examples include trucking fleets, rental car services, and much more. And the best part, car wash and detailing services are just the beginning. CEO, Scott Wingo and team have figured out that these fleets need much more than to glean and be cleaned – they also need brakes checked, new tires, oil changes, and disinfectants adhered. The auto maintenance shop is now coming to you. Check out Spiffy and see if they are in your zipcode today and book your next appointment over the phone or through their mobile app.    Beta Product of the Week: I met this entrepreneur last week in a serendipitous lunch at Jack's Deli. He overheard what a friend and I were talking about in another booth, introduced himself and shared the product he's building. The name of the product is called Ambitious App. Their brand promise: Learn in-demand digital skills in 5 minutes a day. He is launching the private beta this week. The CEO, Alim Charaniya, is a technical founder who wants to deliver bit-sized educational content to our generation of short reels and tik toks but package it all up in a productive way so there is a quantified and gamified learning. One of the go-to-market strategies that I already admire and respect from Alim is that he's building community before the product has been launched. For example, if you go to the link in the show notes taking you Ambitious App's website, Alim and his team filter you into a slack channel where you are immediately introduced to other like-minded learners.  In a world that is changing so fast in an industry (education) that has hardly evolved from that traditional classroom setting in a century, this is another innovative angle to learn outside of the classroom rat race.  Product of the Week: We've covered this product before, especially this time of the year and definitely this time of the political season, but the product is a simple website called GeorgiaVotes.com. If you live in Georgia and love early voting analytics, Ryan Anderson (@GTRyan) on Twitter has you covered. Each night, GeorgiaVotes updates the early voting records from the Secretary of the State's website and analyzes who has voted and compared those voters to elections prior. We interviewed Ryan on The Atlanta Story Podcast last year and will make sure to link to that interview in the show notes.   Event of the Week: The ATDC keeps coming with some great programming. This time it is with entrepreneur Tristan Walker. If you remember, Tristan sold his company to Proctor and Gamble in 2018 and moved to Atlanta from California. He is speaking at the P&G alumni event which has joined forces with the ATDC. This will be a fireside chat with Tristan mixed with networking on Tuesday, November 8th – which is also election day!  News of the Week: Shout out to Clint Green and team who just launched Revenue Ready. This is the ecosystem at work as Clint spent seven and a half years at Salesloft and before then Pardot, not only selling and closing deals, but learning the systems and processes to put in place to scale. Now he and his team have packaged up their services to take your company. If you're looking to tighten up the opportunity process and cement your sales playbook check out Revenue Ready as they have been there and done it.    Annnnd, that's 5 minutes. Thank you for listening to Five and Thrive. We provide 5 minutes of quality information, so you can thrive in the upcoming week. Please subscribe to the show and spread the good word!  Resources discussed in this episode: Quiet Giant: Get Spiffy Beta Product of the Week: Ambitious App Product of the Week: GeorgiaVotes.com The Atlanta Story - Ryan Anderson Event of the Week:  Fireside Chat with Tristan Walker News of the Week: Revenue Ready

This week's episode features Janee Bolden – one of the pod's favorite and most thoughtful entertainment journalists, authors and speakers. Janee is the Senior Content Director PopCulture at iOne Digital and has interviewed countless actors, musicians and culture creators across film, TV and her first love music. She shares how she came into her own after having a challenging childhood not feeling seen as a young Black child who was a bookworm in Iowa to really stepping into her light which enabled her to fully embrace her Blackness as an intrepid undergrad at New York City University exploring the cultural riches of NYC. Throughout the episode, she also shares getting her start writing erotica and pivoting to entertainment journalism. Janee is the epitome of hustle, grit and grace as she has navigated the entertainment industry shining a spotlight on Black creators especially with her advocacy for Black women in the music industry. Dive in and get ready to be inspired! Janee Bolden - https://www.instagram.com/janeebolden/ Global Grind - https://www.instagram.com/globalgrind/ Bossip - https://www.instagram.com/bossipofficial/ Janee's first published poem - https://www.amazon.com/Role-Call-Generational-Anthology-Literature/dp/0883782391/ref=sr_1_1?crid=21AJL4A1J0T9N&keywords=role+call+anthology+tony+medina&qid=1662065475&s=books&sprefix=role+call+anthology+tony+medina%2Cstripbooks%2C64&sr=1-1 Erotica Poets - Tony Medina - https://www.facebook.com/tony.medina.52 Samiya Bashir - https://www.facebook.com/scryptkeeper Quraysh Ali-Lansana - https://www.facebook.com/qalansana AC3 Festival - https://www.instagram.com/a3cfestival/ Director Barry Jenkins - https://www.instagram.com/bandrybarry/ James Baldwin - https://en.wikipedia.org/wiki/James_Baldwin Janee's Tribe Angela Yee - https://www.instagram.com/angelayee/ Karen Civil - https://www.instagram.com/karencivil/ Tristan Walker - https://www.instagram.com/tristanwalker/ Please remember to subscribe, leave a rating and follow us on Linkedin and Instagram @BLKONTHESCENE.

Tristan Walker is the Founder & CEO of Walker & Company Brands which include the brands Bevel and FORM, both designed to meet the health and beauty needs of people of color​. He's also Founder and Board Chairman of CODE2040, which matches high performing Black and Latino undergraduate and graduate coders and software engineering students with Silicon Valley start-ups for internships. He sits on the Board of Directors for both Foot Locker and Shake Shack. On this episode, Tristan speaks with AfroTech's Will Lucas about how Black culture leads all global culture, how he made his imprint on Silicon Valley, and why he decided to chart a new course in Atlanta. Follow Will Lucas on Instagram at @willlucas Learn more at AfroTech.com https://instagram.com/afro.tech Learn more about your ad-choices at https://www.iheartpodcastnetwork.com See omnystudio.com/listener for privacy information.

Created for BIPOC in mission and purpose, Tristan Walker's health and beauty brand, Walker & Company, has been instrumental in shifting the norms of the beauty industry since its conception in 2013. At W&C, Black women and people of color hold the majority of leadership positions. It's changed the diversity in beauty aisles of department stores like Walmart and Target by putting razor and hair-care collections for all different hair textures on the shelves.  After almost a decade of simplifying beauty and grooming for BIPOC, hygiene and home goods corporation P&G acquired Walker & Company in 2018 for an estimated $20 million to $40 million.  Walker & Company's business has often been led by technology. But Walker, founder and CEO, said on the latest Glossy Beauty Podcast that, moving forward, the business will be led by culture.  Walker's perspective on how closely culture affects business was instrumental in the creation of Bevel and Form, W&C's grooming and beauty brands, respectively. And prioritizing the needs of BIPOC doesn't stop at W&C's products. W&C has partnered with various community outreach programs, like Urban Prep academies in Chicago, where it donated laptops for students forced to remote-learn during Covid. Plus, it provides free mental health resources on Headpsace for W&C customers. 

Tristan Walker talks about his most challenging year as a CEO. He discusses how to be equipped for the position and ways to cope with the struggles that come with that role.  Host IG:@itstanyatime Guest IG: @tristanwalker See omnystudio.com/listener for privacy information.

Tristan Walker is the Founder & CEO Walker & Company Brands. Additionally, he was named one of the world's greatest leaders by Fortune magazine. Tristan talks about his journey of becoming the first Black CEO under the Procter & Gamble umbrella in its 180-year history. He shares his inspiration for developing his flagship brand, Bevel and the hurdles he encountered to find sponsors.  Host IG: @itstanyatime Guest IG: @tristanwalker See omnystudio.com/listener for privacy information.

Elizabeth welcomes Trinity Mouzon Wofford, CO-Founder, and CEO at the Brooklyn-born health and beauty brand Golde. Trinity co-founded Golde in 2017 at 23 and has been named one of Forbes 30 Under 30 among many other notable high honors. Trinity talks about her mission to bring accessibility to the wellness industry, how Golde leads with superfoods rather than filler ingredients, the challenges she has faced while scaling the business, and how she creates time for herself through gardening and self-care. Trinity also talks about the pressures behind being the face of a brand and gives us a sneak peek into the rapidly growing and seriously delicious Golde products. Trinity: Website| Instagram Mentioned: Find Your Why Hudson Valley Seed CompanyHigh Mowing Seeds Tristan Walker Subtle Art A Way to GardenGhetto GastroSay Hi To Elizabeth and Purely Elizabeth: Website | InstagramDiscount: For 15% off your first order at Golde: “LIVEPURELY15” at checkout!

.CHECK OUT OUR SPONSORS: The Musa Lair: https://musalairgallery.com Haus on Market: https://www.thehausonmarket.com AffluentLife: https://affluentxlife.com SHOW NOTES Host: Donald Knight | Guest: Marcus Harvey 0:25 | Right Place, Right Time 2:58 | The Journey 5:22 | Bevel, Tristan Walker, and more… 8:28 | Nasir “Nas” Jones QUOTES I was never doubting if I'd do it, I wondered why it hadn't happened yet. [0:28] I'm appreciative of being a part of something that grew from the ground up. [8:23] Link to Marcus Harvey's Instagram: https://instagram.com/themarcusharvey?utm_medium=copy_link

The very first time Tristan Walker shaved, he woke up the next morning with razor bumps all over his face. "I was like, what is this?" he remembers saying. "I am never shaving again—ever." He soon discovered that like him, many men of color were frustrated by the lack of shaving products for coarse or curly hair. Fifteen years after that first disastrous shave, and after countless meetings with doubtful investors, Tristan launched Bevel, a subscription shaving system built around a single-blade razor. Eventually his brand Walker & Company grew to include 36 hair and beauty products, used by millions of men and women across the U.S. In 2018, Walker & Company was sold to Proctor & Gamble, and Tristan became P&G's first black CEO. This show was recorded live at the Lincoln Theatre in Washington, D.C in September 2019.

"I had an authentic connection to the problem - a perspective on cultural connection. So it wasn't powering through rejection, it was neglecting it - because I just knew something they didn't.“ Tristan Walker is the Founder & CEO of Walker & Company Brands, acquired by Procter & Gamble in 2018. Walker & Co. is best known for best-selling brands like Bevel & Form - Healthy and Beauty designed for communities of color. So Tristan is not exactly a P&G Alumni, so what's the deal? Alongside our partners at P&G, we're thrilled to share a sneak peak of P&G's “More Than Soap” podcast - available exclusively each week to P&G Employees at GetMoreThanSoap.com. On “More Than Soap,” P&G shares weekly conversations with Inspiring guests, unique perspectives, and unconventional ideas. Prior to Founding Walker & Co, Tristan was Entrepreneur-In-Residence at Andreessen Horowitz, the prominent venture capital firm. He also served as Director of Business Development for Foursquare - managing strategic partnerships a brands like American Express, The New York Times, CNN, MTV, Starwood Hotels & Resorts, and Starbucks. Tristan's also had experiences with Boston Consulting Group and Twitter. Currently, Tristan serves on the Boards of Foot Locker, Shake Shack, Children's Healthcare of Atlanta, and the Metro Atlanta Chamber. Tristan is also the Founder and Board Chairman of CODE2040, a program that matches high-performing Black and Latino undergraduate and graduate coders and software engineering students with Silicon Valley start-ups for summer internships. Fortune Magazine named him as one out of 50 of the “World's Greatest Leaders.” You'll enjoy this candid conversation about neglecting the laziness of others, and truly empathizing with your customer's experiences. “More Than Soap” is P&G's official internal podcast - available to all 100,000 P&G employees worldwide, and hosted by Dorion Positano, P&G's Director of New Business and Content Innovation. Interested in learning more about P&G's “More Than Soap” podcast, or P&G Studios, can reach out directly to Dorion on LinkedIn. GetMoreThanSoap.com

Tristan Walker, CEO of Walker & Company Brands, and Cheetie Kumar, a North Carolina restaurant owner and chef, join The Post to share their journeys as entrepreneurs and how they use their platforms to affect change.

When it comes to resumes, you might be hard-pressed to find one as impressive as Tristan Walker's. Before founding the health and beauty brand, Walker & Company in 2013, Walker worked as an Energy trader at both Lehman Brothers and J.P. Morgan, completed an internship during the early days at Twitter, served as the Director of Business Development for Foursquare where he oversaw strategic partnerships and monetization and was an Entrepreneur-in-Residence at Andreessen Horowitz. Throughout his career he has earned accolades including a USA Today Person of the Year, TIME 100 Next, Ebony Magazine's 100 Most Powerful People, Vanity Fair's "Next Establishment," Fortune Magazine's “40 Under 40,” and Black Enterprise's “40 Next.” On the latest episode of The Business of Marketing Podcast, host Toby Daniels sits down with Walker for a career-spanning interview where he shares some of his most memorable learning lessons and the individuals that were most instrumental to his career growth. They also discuss what led him to create Walker and Company, the six personal values he used as a foundation for building the brand, the 2018 P&G acquisition of the brand, and how the Bevel brand is aiming to raise awareness on the need for reform and end the practice of recidivism. Throughout Season 2 of the podcast, we will be spotlighting a number of different startups that have participated in SAP.iO's foundries programs. During this episode, you will hear from Fang Cheng, CEO at Linc, the only end-to-end CX Automation solution purpose-built for brands and retailers. Linc was not only just a part of the SAP Foundries program in 2019 but has gone on to partner with SAP. Learn the genesis of the idea and what they see as the biggest drivers of growth for the company. Interested in joining the SAP.iO Foundries program? Visit SAP.iO for more information.

In our weekly edition of What it do? What it do? Wednesdays We will discuss Bevel creator Tristan Walker and all the hair & shaving products he is creating for minorities. Listen to more episodes at www.thelifextimesoferic.com

Techish is back with a brand new episode! Abadesi and Michael discuss why more Black employees prefer to work remotely and the Netflix employees that were caught slipping on Slack (12:20) They also break down: - Twitter's new dislike button (1:03) - Bezos vs Branson's space flight (5:30) - Clubhouse is open to the public but is it too late? (9:32) - LVMH acquires majority stake in Virgil Abloh's Off White and loses its Black owned status (21:58) ————————————————————— Sponsors: Get your ticket for Inbound 2021! Speakers include Oprah Winfrey, Tristan Walker and more! Register for your free tickets here: https://www.inbound.com/register (Discount Code: POCIT) Giving Docs is hiring a full-time Lead Python/Flask Developer: https://www.pocitjobs.com/job/74541 ————————————————————— www.pocitjobs.com for roles for POC in tech www.hustlecrew.co for talks and training to make your company more inclusive ————————————————————— Extra Reading: https://twitter.com/TwitterSupport/status/1417920469265788931? https://techcrunch.com/2021/07/20/blue-origins-new-shepard-carries-jeff-bezos-and-three-crew-members-to-space-and-back/ https://www.businessinsider.com/netflix-fires-marketing-executives-who-complained-about-company-leadership-slack-2021-7?r=US&IR=T https://www.businessinsider.com/working-from-home-is-beneficial-to-some-black-women-2021-7 https://wwd.com/business-news/mergers-acquisitions/lvmh-widens-virgil-abloh-role-beyond-fashion-off-white-1234884789/ ————————————————————— Use the hashtag #Techish on Twitter & IG Support Techish at www.patreon.com/techish Advertise on Techish: goo.gl/forms/MY0F79gkRG6Jp8dJ2 ----------------- Stay In Touch: www.twitter.com/michaelberhane_ www.twitter.com/abadesi www.twitter.com/hustlecrewlive https://twitter.com/techishpod Email us at techishpod@gmail.com

Our second episode from the 2021 How I Built This Virtual Summit is from our innovation panel with Payal Kadakia of ClassPass, Tristan Walker of Walker and Company, and Perry Chen of Kickstarter. In this live conversation with Guy, the panel talks about how innovation doesn't require newness, but rather, authenticity. We'll be releasing more episodes from the Summit, so keep checking your podcast feed.

Techish is back with a brand new episode! Abadesi and Michael discuss the Black footballers who faced online racial abuse from fans and how do we stop this from happening on social media? (1:10) They also break down: - Trump tries to return to social media and the politics of ‘cancel culture' (8:16) Richard Branson joins the space race and why all the investment into space? (15:05) - Netflix dominates the Emmy's (24:00) - Amazon marketplace and conscious consumerism (28:05) - What's the cause of Uber's price surge? (32:42) ————————————————————— Sponsors: Get your ticket for Inbound 2021! Speakers include Oprah Winfrey, Tristan Walker and more! Register for your free tickets here: https://www.inbound.com/register (Discount Code: POCIT) Aha! is hiring a VP of Marketing: https://www.pocitjobs.com/job/73411 POCIT is hiring a content writer: https://www.pocitjobs.com/job/39562 ————————————————————— www.pocitjobs.com for roles for POC in tech www.hustlecrew.co for talks and training to make your company more inclusive ————————————————————— Extra Reading: https://www.bbc.co.uk/sport/football/57800431 https://www.bbc.co.uk/news/world-us-canada-57754435 https://www.technologyreview.com/2021/07/12/1028203/richard-branson-just-flew-to-the-edge-of-space-heres-what-it-means-for-space-travel/ https://www.theverge.com/2021/7/12/22573850/elon-musk-richard-branson-spaceplane-virgin-galactic https://www.bbc.co.uk/news/entertainment-arts-57817834 ————————————————————— Use the hashtag #Techish on Twitter & IG Support Techish at www.patreon.com/techish Advertise on Techish: goo.gl/forms/MY0F79gkRG6Jp8dJ2 ----------------- Stay In Touch: www.twitter.com/michaelberhane_ www.twitter.com/abadesi www.twitter.com/hustlecrewlive https://twitter.com/techishpod Email us at techishpod@gmail.com

Techish is back with a brand new episode! Abadesi and Michael discuss Bezos stepping down as CEO, Amazon's 14 leadership principles and their lofty ambitions to be Earth's best employer. (1:00) They also break down: - Is it the end of an era for innovation for Big Tech companies? (5:00) - Sha'Carri Richardson's ban from the Olympics, cannabis, and the politics of sport (8:55) - The pros and cons of Robinhood going public(16:48) - The online scam taking money from your bank transfers (23:40) - Instagram's new feature for businesses to identify as Black owned (28:00) ————————————————————— Sponsors: Get your ticket for Inbound 2021! Speakers include Oprah Winfrey, Tristan Walker and more! Register for your free tickets here: https://www.inbound.com/register (Discount Code: POCIT) TopHatter is hiring a Software Engineer: https://www.pocitjobs.com/job/72551 ————————————————————— www.pocitjobs.com for roles for POC in tech www.hustlecrew.co for talks and training to make your company more inclusive ————————————————————— Extra Reading: https://www.cnbc.com/2021/07/01/amazon-adds-leadership-principles-to-prepare-for-post-jeff-bezos-era.html https://www.bloomberg.com/news/newsletters/2021-07-06/andy-jassy-who-is-amazon-s-new-ceo https://www.cosmopolitan.com/entertainment/celebs/a36929850/celebs-support-shacarri-richardson/ https://www.theguardian.com/sport/2021/jul/04/shacarri-richardsons-suspension-joe-biden-news https://www.cnbc.com/2021/06/30/robinhood-to-pay-70-million-dollars-after-causing-users-significant-harm.html https://www.revolt.tv/2021/7/3/22561985/instagram-launches-labels-for-black-owned-businesses ————————————————————— Use the hashtag #Techish on Twitter & IG Support Techish at www.patreon.com/techish Advertise on Techish: goo.gl/forms/MY0F79gkRG6Jp8dJ2 ----------------- Stay In Touch: www.twitter.com/michaelberhane_ www.twitter.com/abadesi www.twitter.com/hustlecrewlive https://twitter.com/techishpod Email us at techishpod@gmail.com

Techish is back with a brand new episode! Abadesi and Michael discuss why Black content creators are refusing to make new dance content for TikTok and the overwhelming nature of social media. (0:50) They also break down: - White privilege, raising capital, and starting companies in Africa (8:50) - A teacher Maxwell Chimedza uses his WhatsApp to coach students in Zimbabwe (16:50) - Facebook hits a trillion and tech monopolies (21:50) - Charles D. King talks privilege in film and challenging conventional narratives (29:08) ————————————————————— Sponsors: Get your ticket for Inbound 2021! Speakers include Oprah Winfrey, Tristan Walker and more! Register for your ticket here: https://www.inbound.com/register (Discount Code: POCIT) TopHatter is hiring a Software Engineer: https://www.pocitjobs.com/job/72551 ————————————————————— www.pocitjobs.com for roles for POC in tech www.hustlecrew.co for talks and training to make your company more inclusive ————————————————————— Extra Reading: https://peopleofcolorintech.com/front/why-black-tiktokers-are-going-on-strike/ https://afrotech.com/kune-kenya-white-privilege https://restofworld.org/2021/learning-on-the-last-mile/ https://edition.cnn.com/2021/06/28/tech/facebook-trillion-ftc/index.html https://www.bnnbloomberg.ca/video/charles-d-king-s-macro-leading-the-way-in-new-hollywood~2139252 ————————————————————— Use the hashtag #Techish on Twitter & IG Support Techish at www.patreon.com/techish Advertise on Techish: goo.gl/forms/MY0F79gkRG6Jp8dJ2 ----------------- Stay In Touch: www.twitter.com/michaelberhane_ www.twitter.com/abadesi www.twitter.com/hustlecrewlive https://twitter.com/techishpod Email us at techishpod@gmail.com

Tristan is the Founder and CEO of Walker & Company, a leading CPG company making health and beauty simple for people of color. Walker & Company products included the Bevel shaving line for Black men and FORM Beauty, a women's hair care collection designed for all hair textures launched in 2017. Walker & Company raised over $30M in venture funding from funds like Andreessen Horowitz, IVP, Collaborative Fund, GV, Upfront and Felicis. Walker & Company was acquired by Proctor & Gamble in 2018. Tristan is also the founder of CODE2040, a non-profit dedicated to promoting diversity in the tech industry, and is on the boards of both Foot Locker and ShakeShack. Tristan has been named USA Today's Person of the Year, was on Fortune's 40 under 40 list, and was on Ebony's 100 most powerful people list. In this episode, we get into: How Tristan leveraged his own unique lived experience The importance of identifying an opportunity based on your own unique lived experience How to turn your unique experience into a strength How to react when someone tells you the market you're in isn't big enough The power of optimism and authenticity Why focus is so critical in the early days and what happens if you lose it The six values that guide all of Tristan's decisions Why the secret to freedom is ownership

Host Kenya Gibson is joined by Tristan Walker, CEO & Founder of Walker & Company Brands. Tristan talks about how he pivoted from Wall Street to starting his own company after looking for beauty, hair and skin products to cater to his needs. Tristan goes on to talk about creating something from the ground up and being a successful business owner and leader.

Fed up with razor blades that irritated his skin, and tired of walking down “ethnic” beauty aisles, entrepreneur Tristan Walker decided to start his own company. In 2013 he launched Bevel, a suite of shaving products designed for Black men.  Walker & Company Brands was acquired by Procter & Gamble in 2018, making Tristan the first Black CEO of a P&G subsidiary.   In this episode of Leadership Next he tells Alan Murray and Ellen McGirt that he believes all companies should have a plan to serve customers of color. “Every company in 20 years, when folks of color become the majority in this country, if they do not have a plan to serve this audience with empathy, I believe that they will not exist.”  Walker believes the global pandemic may have accelerated opportunity for employees of color, and he shares his outlook on the likelihood of lasting change in the wake of this past summer’s social justice uprising. Also in the conversation: why Walker sold his startup to the giant P&G, his complicated feelings around venture capital, and advice for other Black entrepreneurs.   

Walker and Company Founder and CEO Tristan Walker sits down with Jessi to trace his entrepreneurial journey from business school through the sale of his company to Procter and Gamble in 2018. He shares insights on building a legacy from within a large corporation. 

The best business ideas often seem laughable at first glance. So if you’re hearing a chorus of “no’s” – it may actually be a good sign. Google, Facebook, LinkedIn, Airbnb – they all sounded crazy before they scaled spectacularly. So don’t be discouraged by rejection. Instead, learn to hear the nuance in the different kinds of “no.” That’s what Tristan Walker did. After stints at two successful startups, he launched out on his own with Walker & Company, makers of the Bevel razor – and learned to navigate the world of investors who may or may not share your vision.Read a transcript of this interview at: https://mastersofscale.com/tristan-walker-beauty-of-a-bad-idea/Subscribe to the Masters of Scale weekly newsletter at http://eepurl.com/dlirtX

David Rogier is the founder and CEO of MasterClass, an online education platform where users can learn pretty much anything from top experts in their fields, including Serena Williams, Martin Scorsese, Hans Zimmer, Wolfgang Puck, Bob Iger, and many more.In this episode, we chat about everything David’s childhood and early career, his thoughts on the current state of education and what the future looks like, his approach to finding business ideas, how he ultimately got the idea for MasterClass, his biggest learnings and takeaways after 7 years of running the company, and much more.SUBSCRIBE TO OUR NEWSLETTER & STAY UPDATED > http://bit.ly/tfh-newsletterFOLLOW TFH ON INSTAGRAM > http://www.instagram.com/thefounderhourFOLLOW TFH ON TWITTER > http://www.twitter.com/thefounderhourINTERESTED IN BECOMING A SPONSOR? EMAIL US > partnerships@thefounderhour.com

Hello beautiful people, it’s Ali from the Somebody’s Son Podcast. First and foremost, please make sure you go out and vote. Your voice matters, so make sure you go out and use it. I think it’s amazing to see the feedback you all have given us this season, especially the reviews. Shoutout to our 50th reviewer Mike, out in the Bay Area. We truly appreciate your kind words. This episode is dear to me because the fellas discuss how certain mediums can shift from tools to distractions. I know you’ll enjoy the conversation so be sure to subscribe if you haven’t already, give us a 5 star rating, and leave us a review. Thanks for the support, and enjoy the episode! SHOW NOTES Knight shares how work became a distraction? [1:30] How does one navigate away from distractions. [2:22] The power of prayer and meditation? [9:39] Russell says the accessibility of social platforms has created more noise [12:40] The fellas praise other creatives who leverage social media to help others including Earn Your Leisure, Prince Donnell, Dana Chanel, Jewel Burke, Tristan Walker, and Arlan Hamilton. Lang tells the team the barrier of entry is so low in social media that there is less thought into what is being broadcasted. [15:01] Do we have a responsibility to be thoughtful about what we give power to? [16:53] Knight salutes Kobe Byrant and Nipsey Hussle for trying to reset conditions. [20:37] QUOTES Work was my distraction from fulfilling other responsibilities. [4:27] God will sometimes put you in a place where you’re forced to be present. [7:18] Social media provides people with the same gratification and it’s still a distraction. [11:03] I can see how social media molds what content these larger companies put out. [13:53] I can’t complain about what’s out there if I’m choosing to follow the junk. [15:26] CIRCLE CHALLENGE We encourage you to identify your distractions and make it a priority to address them. Be mindful what you share and how it contributes to the community. CONNECT WITH US: Website: https://somebodysson.media Instagram: https://www.instagram.com/somebodyssonpod/ Facebook: https://www.facebook.com/SomebodysSonPod/?epa=SEARCH_BOX --- Support this podcast: https://anchor.fm/somebodys-son/support

 Tristan Walker always knew he had it – but having the ability, or the potential, or even the ambition isn't always enough when you are black kid from the projects. What started as a chip on his shoulder to prove he could make it, get rich, and overcome long odds to success has evolved into much more. Those early dreams were all accomplished by age 30, and this founder and CEO now has different motivations.    He runs Walker and Company, a health & beauty company focused on people of color, which was acquired by Proctor & Gamble. He also sits on two public company boards (Foot Locker and Shake Shack), has a family, and spends much of his time trying to lead or inspire others with the example he sets. He is clear and deliberate about his values and in his desire to do business and share life with people who share those values. As an investor, he's shifted from accumulation to preservation, and mostly now supports people or projects he wants to see succeed in the world. Enjoy this conversation that journeys into the mind and ethos of this authentic leader.

In this episode, Tristan Walker discusses his company’s mission to create health and beauty products for people of color, navigating the retail landscape during the pandemic and fostering greater diversity in the corporate world. The interview is moderated by Goldman Sachs' Alison Mass. Date: September 9, 2020 This podcast should not be copied, distributed, published or reproduced, in whole or in part, or disclosed by any recipient to any other person. The information contained in this podcast does not constitute a recommendation from any Goldman Sachs entity to the recipient. Neither Goldman Sachs nor any of its affiliates makes any representation or warranty, express or implied, as to the accuracy or completeness of the statements or any information contained in this podcast and any liability therefore (including in respect of direct, indirect or consequential loss or damage) is expressly disclaimed. The views expressed in this podcast are not necessarily those of Goldman Sachs, and Goldman Sachs is not providing any financial, economic, legal, accounting or tax advice or recommendations in this podcast. In addition, the receipt of this podcast by any recipient is not to be taken as constituting the giving of investment advice by Goldman Sachs to that recipient, nor to constitute such person a client of any Goldman Sachs entity. Copyright 2020 Goldman Sachs & Co. LLC. All rights reserved.

Tristan Walker is a 3x Olympian for Canada.  In 2014 he finished 5/100 of a second away from achieving his dream of an Olympic medal.  In our interview he goes through how he dealt with the difficulties of that result and turned that into an Olympic medal in 2018. Adversity is something we all must face in life and Tristan's story holds some very important lessons for young athletes who want to compete at their sports highest stage. Thank YOU for tuning in to another episode of The Elite Development Podcast! Please do me a huge favour and leave a rating / review for the show.On this week's episode I sit down with Tristan Walker. Tristan is an Olympic Medalist for Team Canada Luge.  In this episode we talked about;* Enjoyment of your sport on the biggest stage* The importance of mental strength in sport* Figuring out what works for YOUTo get in contact with Tristan reach out;Linked In: Tristan WalkerInstagram: @tristanlugeCheck out the full show here;www.elitedevelopmentpodcast.caCheck out my website;www.coachdusseault.comE-mail me: kenny@coachdusseault.comFollow me on social media;Instagram: @coachdusseaultTwitter: @coachdusseaultFacebook: Coach Dusseault - Strength and Conditioning

Tristan Walker lives by clear personal values that in turn lets him do things that he is passionate about for audiences he cares about. Tristan is founder and CEO of Walker and Company that has a vision to be the world's most consumer-centric health and beauty products company, inspiring unprecedented customer loyalty. Their brands include Bevel and the company was acquired by Proctor and Gamble in 2018.During this Disruptor Studio, Tristan talks to Alex Gonzalez about his journey from dreaming about being wealthy in his youth to working in Silicon Valley to becoming the first black CEO within P&G. They discuss entrepreneurism, purpose, leadership and how Tristan stays inspired.

Emily Chang speaks to Tristan Walker, founder and CEO of Walker and Co., Iman Abuzeid, founder and CEO of Incredible Health, Chris Bennett, the founder and CEO of Wonderschool and Stephanie Lampkin, founder and CEO of Blendoor about the lack of racial diversity in corporate America.

Tristan Walker is the Founder & CEO of Walker & Company Brands which include the brands Bevel and FORM, both designed to meet the health and beauty needs of people of color​. He’s also Founder and Board Chairman of CODE2040, which matches high performing Black and Latino undergraduate and graduate coders and software engineering students with Silicon Valley start-ups for internships. He sits on the Board of Directors for both Foot Locker and Shake Shack. Tristan chat’s with Will Lucas about if and why Black people should aspire to sit on corporate boards, and how Black culture leads all global culture.

This week, Tristan Walker, the founder and CEO of Walker and Company Brands, joined to talk about being named to Shake Shack's board and his experience as an African-American founder and executive in Silicon Valley. Tina Tchen, the president and CEO of TIME'S UP Now and the TIME'S UP Foundation, came on to discuss expanding their mandate beyond battling sexual harassment to pushing for greater diversity and inclusion in the workplace and holding companies accountable. Kara Hurst, Amazon's head of worldwide sustainability, joined to talk about the company's $2 billion dollar Climate Pledge Fund to invest in sustainable and de-carbonizing technologies. Albertsons President and CEO Vivek Sankaran joined to talk about the grocery chain's IPO and going public in a volatile market.

Walker & Company Brands, a startup making health and beauty products for people of color, was acquired by consumer giant Procter & Gamble in 2018. The company was founded in2013 by Tristan Walker,  who previously led business development for Foursquare, and who aimed to create products that would better serve the needs of people of color with coarse or curly hair. Walker & Co. started out with its Bevel shaving products for men, then launched Form, a collection of hair products for women. Today we bring you the Journey of Tristan Walker in building Walker & Co and taking the company through an acquisition. This episode is brought to you by: Digital Ocean is a cloud provider that makes it easy for entrepreneurs and startups to deploy and scale web applications with no issues and unplanned costs. Get started for free at do.co/rocketship. Logi Analytics is the leading platform for embedded analytics. Take your dashboard and reports to the next level. Rocketship listeners get free access to the Logi Analytics library of product demos by going to logianalytics.com/rocketship. Earth Class Mail scans and digitizes you physical mail and makes it available to you on mobile or desktop or even Google Drive or Dropbox. Rocketship listeners get 25% off their subscription for the first 3 months by going to earthclassmail.com/rocketship. Rocketship is brought to you by The Podglomerate. Learn more about your ad choices. Visit megaphone.fm/adchoices

Included in this episode: 1. ‘He Is Going to Change the World’: George Floyd Remembered at Houston Funeral 2. Cops and Little Britain Cut After Protests Put Spotlight on TV 3. Tristan Walker on Why Business Leaders Need to Be Vocal About Racial Justice 4. Broken Machines, Long Lines and a ‘Complete Meltdown.’ Georgia Voters Face Complications at the Polls 5. CrossFit CEO Resigns After George Floyd Tweet Prompts Backlash 6. Tony Blair Says the U.S. and China Are Entering an Era of ‘Much More Tense Relations’ .

As a kid Tristan Walker had big dreams and aspirations. He spent much of his life figuring out how to make them a reality - and also adjusting to what #dreamdriving realistically looked like at each new stage of his journey. As the Founder & CEO of Walker & Company Brands (home to the Bevel & Form brands), Tristan realized that there were two thing that helped guide him: finding out what he was "uniquely positioned to do" & recognizing his ability to spot "opportunity." Tristan shares the successes and challenges he's experienced along the journey as well his tips for Dream Drivers with big ideas and even bigger goals. Some of the things we discuss on this week's episode include: What inspired Tristan as a kid The myth of personal discipline What it was like getting Bevel off the ground Why ownership matters Why he decided to sell to Proctor & Gamble The 2 reasons why startups fail The importance of finding what you're uniquely positioned to do If you enjoy this episode, please make sure you share online with your community! You can find us at @dreamsindrive on Facebook, Twitter & Instagram, and use the hashtag #dreamsindrive! Enjoy! ENTER TO WIN A BEVEL SHAVE KIT: www.dreamsindrive.com/win Tristan's Keys To Success: 1. Get your own car (and get inside) 2. Start (put your key in the ignition) 3. Step on the gas SHOW NOTES: http://www.dreamsindrive.com/tristan-walker SHOP THE DREAMS IN DRIVE STORE: http://www.dreamsindrive.com/shop SUPPORT DREAMS IN DRIVE: http://www.dreamsindrive.com/donate BROWSE THE BOOKSTORE:http://www.dreamsindrive.com/bookstore SIGN UP FOR OUR WEEKLY NEWSLETTER - THE KEYS: http://www.dreamsindrive.com/join FIND RANA ON SOCIAL: Instagram: http://instagram.com/rainshineluv Twitter: http://twitter.com/rainshineluv FIND DREAMS IN DRIVE ON:Instagram: http://www.instagram.com/dreamsindrive Twitter: http://twitter.com/dreamsindrive Web: http://www.dreamsindrive.com

Each week, Guy will be hosting brief online conversations with founders and members of the How I Built This community about how they're navigating these uncertain times. This past week, Guy spoke with two former guests: David Neeleman of JetBlue Airways, and Tristan Walker of Walker & Company. David described how Azul Airlines, his Brazil-based company, has been directly impacted by the COVID-19 crisis, and Tristan explained how he's innovating from home.

Angela Benton and Tristan Walker are two people who have accomplished much in their fields. Angela has brought attention to the lack of diversity in the tech field which allowed many Black men and women to gain funding and recognition for their works. Tristan Walker has created and sold a product that’s helpful to Black men when it comes to shaving and hair care. Listen to the epic to find out more on these two amazing individuals. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/EverydayBlackHistory/message Support this podcast: https://anchor.fm/EverydayBlackHistory/support

Brand new Techish: Michael and Abadesi [in LA] discuss: Tristan Walker on the board of Footlocker [7:47] RIP Kobe [Fuck TMZ] [0:10] Bootcamp vs CS Degree - [18:08] Who will own the ear - audio first economy [3:21] Creator of Vine comeback with Byte, [22:10] Tyler Slams the Grammy’s [16:30] Further Reading: https://www.linkedin.com/posts/tristanwalker_some-news-this-day-is-one-of-the-most-exciting-activity-6627692860647055360-dfKY https://twitter.com/a16z/status/1220869562587123712?ref_src=twsrc%5Etfw%7Ctwcamp%5Etweetembed&ref_url=notion%3A%2F%2Fwww.notion.so%2Fpocit%2FJan-28th-2020-87d44a5fd4ef4bd89957608af626e71f https://www.engadget.com/2020/01/27/byte-hands-on/ Level Up: Find a new job: www.pocitjobs.com Make your company more productive and inclusive through Abadesi’s: www.hustlecrew.co #Techish Stuff: Use the hashtag #Techish on Twitter. Support Techish at www.patreon.com/techish Advertise on Techish: goo.gl/forms/MY0F79gkRG6Jp8dJ2 Stay In Touch: www.twitter.com/michaelberhane_ www.twitter.com/abadesi www.twitter.com/hustecrewlive www.twitter.com/pocintech Email us at techishpod@gmail.com

What does it mean to “bring the hustle”? On this episode of Predicting The Turn, I sat down with Tristan Walker, CEO and Founder of Walker & Company to answer that very question. As a person of color unable to find razor blades made for his skin, Tristan took his drive, his business acumen, his Stanford MBA, and said “I”m the perfect person to solve this problem.” We sat down to talk about the journey, the company's acquisition by Procter & Gamble, and why he is just getting started on what they are building.

What does it mean to “bring the hustle”? On this episode of Predicting The Turn, I sat down with Tristan Walker, CEO and Founder of Walker & Company to answer that very question. As a person of color unable to find razor blades made for his skin, Tristan took his drive, his business acumen, his Stanford MBA, and said “I”m the perfect person to solve this problem.” We sat down to talk about the journey, the company's acquisition by Procter & Gamble, and why he is just getting started on what they are building.

INTERNETS! On this episode of The Premium Pete Show, Pete is live and direct from the A3C Festival in ATL with entrepreneur, TRISTAN WALKER!  Tristan speaks on how Combat Jack impacted the way he marketed the Bevel blade on podcasting platforms, his journey from living in the projects of Jamaica Queens to working on Wall Street and in Silicon Valley (for Twitter & FourSquare).  Tristan also talks about ups and downs of growing Bevel to the point to where he was able to sell it to Proctor & Gamble for millions of dollars, how Nas became an investor and the importance of OWNERSHIP! Signature Fade With the Bevel Blade! Kick Back, Relax + PRESS Play! CHEA!

In this episode Carl gives thoughts on the VC landscape, opportunities for Black founders, and the potential Black athletes have to change the space.

The very first time Tristan Walker shaved, he woke up the next morning with razor bumps all over his face. "I was like, what is this?" he remembers saying. "I am never shaving again—ever." He soon discovered that like him, many men of color were frustrated by the lack of shaving products for coarse or curly hair. Fifteen years after that first disastrous shave, and after countless meetings with doubtful investors, Tristan launched Bevel, a subscription shaving system built around a single-blade razor. Eventually his brand Walker & Company grew to include 36 hair and beauty products, used by millions of men and women across the U.S. In 2018, Walker & Company was sold to Proctor & Gamble, and Tristan became P&G's first black CEO. Recorded live in Washington, D.C.

After a massive Queen's Birthday clash with the Demons, the Pies are back where they belong, back on the winners list and the boys are up and about on this weeks Pies Nation Podcast.Join Finn Blake, Marcus Callahan, Luke Humphries and Nicholas Sacco as we discuss the big win over the Dees, as well as how big the return of the Bear, Brayden Sier has been for the team, while we unleash on the state of umpiring and also get your thoughts on the situation. Plus find out we managed to fit in a Tristan Walker shoutout into this weeks episode.Follow Pies NationInstagram: @piesnationFacebook: Pies NationTwitter: Pies Nation For information regarding your data privacy, visit acast.com/privacy

Our guest last week, Tristan Walker, creator of Bevel and founder/CEO of Walker & Company Brands—alongside his dope wife Amoy— dropped so many gems that we had to share this full, unedited interview. Listen to the Walker duo get real about staying true to your voice, filling those gaps in financial literacy, and talking to your parents about budgeting and aging. When you're done, head back and binge-listen the rest of our first season - we will be back next week with a brand new episode! Support Us on Patreon: https://www.patreon.com/yobusinesspod Take Our Listener Survey: https://iter.ly/5vt4f Follow Us: https://www.instagram.com/yobusinesspod/ https://twitter.com/yobusinesspod?lang=en --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/yo-business/support

It’s Mental Health Awareness Month! This week, both hosts shout out their therapists, J.J. finally bursts with all the Facebook news he's been holding in, and Shayna wonders when Jesus himself is going to come down and cancel Kanye's Sunday Service nonsense. Plus our guest, Tristan Walker, creator of Bevel and founder/CEO of Walker & Company Brands—alongside his dope wife Amoy—give us a compelling look inside the personal struggles that can come with entrepreneurship, and the harrowing experience that pushed him to budget therapy into his finances. Interview Jump: 30:40 Interview Themes: entrepreneurship, work/life balance, wellness, mental health, generational wealth, financial literacy, therapy, 401k, budgeting Support Us on Patreon: https://www.patreon.com/yobusinesspod Take Our Listener Survey: https://iter.ly/5vt4f Follow Us: https://www.instagram.com/yobusinesspod/ https://twitter.com/yobusinesspod?lang=en --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/yo-business/support

Walker & Company makes beauty and health products for people of color. Prior, Tristan was the first African American entrepreneur in residence at the venture capital firm Andreessen Horowitz. He is also the founder of Code2040, a program that connects Black and Latino coders with Silicon Valley startups for summer internships. Tristan speaks with Jessica […]

Tristan Walker is the founder/CEO of Walker and Company Brands which houses BEVEL and Form Beauty. Nas is a huge supporter of BEVEL and even mentions it in a DJ Khaled song "signature fade with the BEVEL blade". We gain insight on this purpose-driven entrepreneur who created his brand to solve a problem for black men worldwide.

Abadesi and Michael are back with Season 3 of Techish. With more of your favorite mix of tech and pop culture news [and this time with some awesome sponsors!]! This episode they talk: - Tristan Walker selling Walker&Co to P&G [1:30] - Netflix investing in African content [11:36] - Telling VC’s bye with Aniyia Willams & Zebra United [14:25] - Coming to America 2? [23:14] - Oracle/Palantir hiding diversity stats [28:40] - #SurvivingRKelly [34:12] - Afrocenchix [37:30] Big Thank You To Our Sponsors!: OneTech: https://weareonetech.org/?utm_source=techish_website&utm_campaign=techish_podcast Blockstack: https://app.co/mining http://www.techishpod.com/partners Further Reading: https://www.nytimes.com/2018/12/12/business/tristan-walker-corner-office-procter-gamble.html https://www.revealnews.org/article/oracle-and-palantir-said-diversity-figures-were-trade-secrets-the-real-secret-embarrassing-numbers/ https://qz.com/africa/1482172/netflix-will-commission-original-african-shows/ https://www.nytimes.com/2019/01/11/technology/start-ups-rejecting-venture-capital.html https://twitter.com/RaeCorson/status/1083278636629733376 Techish Stuff: Use the hashtag #Techish Support Techish at www.patreon.com/techish Want to advertise on Techish: goo.gl/forms/MY0F79gkRG6Jp8dJ2 www.twitter.com/michaelberhane_ www.twitter.com/abadesi www.twitter.com/hustlecrewlive www.twitter.com/pocintech Email us at techishpod@gmail.com

@Marketing_Misfits Marketing Misfits discuss the latest in brand news. They unpack the sale of Bevel and discuss the CEO, Tristan Walker’s challenges and hopes from us going into Procter & Gamble. Additionally they unpack some trouble Prada got themselves into with not so cool key chains. 4:32: Brand Highlight: Bevel to the big leagues at Proctor & Gamble. Trade up or sell out?18:45: Brand Fail: Prada recently released monkey key chains. See acast.com/privacy for privacy and opt-out information.

SF Mayor London Breed’s plan to reinvigorate the city’s deadened storefronts. Plus, Brexit’s toll on the holiday shopping season, Walker’s acquisition by P&G, and news from Drizly and Stitch Fix.

We’ve all heard companies talk big about how they value diversity. But many still aren’t willing to quantify how they’re doing: who works there? Who’s getting hired and promoted? Are people being paid equitably? On today’s show, we talk about diversity, data, and how one engineer’s call for hard numbers shook things up. That engineer was Tracy Chou—a leading voice in tech industry diversity and inclusion conversations. She’s a wildly talented software engineer who believes in the importance of increasing transparency among tech companies, the need for tech to value a humanities education, and the pleasures of spending way too much time on Twitter. > As an engineer, I’m so used to having to have data for everything. But the lack of data on the workforce side just felt so hypocritical to me. It seemed like it wasn’t really a problem that we wanted to solve if we weren’t even looking at the data. > —**Tracy Chou,  Project Include founding advisor ** We talked with Tracy about: What the real picture of diversity in tech companies looks like and where the numbers are. Why it’s important for tech companies to get comfortable releasing data about their workforce, and why it’s critical to consider the intersectionality of diversity efforts. A nonprofit Tracy helped to found called Project Include, which shares best practices around implementing diversity and inclusion solutions. Plus, we talk about ch-ch-ch-changes and asking for help: Specifically, change at work—how we deal with it and how it can affect us emotionally and physically. And yup, we constantly have to remind ourselves that it’s ok to ask for help. The good news is, we’re helping each other do it more. Jenn even got to take a vacation complete with funnel cake, because she asked for help with childcare. Sponsors This episode of NYG is brought to you by: Shopify, a leading global commerce platform that’s building a world-class team to define the future of entrepreneurship. Visit shopify.com/careers for more. Harvest, makers of awesome software to help you track your time, manage your projects, and get paid. Try it free, then use code NOYOUGO to get 50% off your first paid month. Transcript [Ad spot] SWB Harvest makes awesome software for tracking time, planning projects, sending invoices, and generally helping me keep it all together at work. Or at least look like I have it all together—even if I’m actually still wearing sweatpants. I love how easy it is to use, whether I’m working solo or scaling up a larger team for a big project. You’ll love Harvest, too. Go to getharvest.com to try it free, and if you’re ready for a paid account, use code noyougo to get 50% off your first month. That’s getharvest.com, code noyougo. [intro music plays for 12 seconds] Jenn Lukas Hey friends, welcome to No, You Go, the show about being ambitious and sticking together. I’m Jenn Lukas. Katel LeDû I’m Katel LeDû. SWB And I’m Sara Wachter-Boettcher. And today we are talking to Tracy Chou, who is an entrepreneur and an engineer whose push for tech companies to start revealing employee diversity data back in 2013 kickstarted a lot of huge changes in Silicon Valley, and put her on the cover of The Atlantic and Wired and a whole bunch of other stuff. It also led her to become a founding member of Project Include, which is a non-profit that is on a mission to accelerate diversity and inclusion in the tech industry. So we chat with Tracy about how she became a diversity advocate, how that’s changed her career and what she’s learned along the way. But before we do that, I just want to kind of check in with everyone. So, how’s life? JL Life’s been a little wild this week. We kicked off some really big team changes at work. You know, some small changes, some big changes, but some people’s day to days got pretty changed up. And of course, seating changes. KL Oh gosh, that can be a big doozy. How’s it going? JL [sighs] Well, I can say this. People really just don’t care for change. [All three laugh] SWB [still laughing] No! Not at all. JL You know, I’ve been thinking a lot recently about like why do people hate change so much? SWB Because we all have habits and comforts and then you take them away and it’s very hard because inside we’re all just delicate little flowers. [Katel laughs] SWB Seriously! We are! KL Yeah! SWB We are! It’s hard! KL You get used to something and you’re like ‘wait, now everything’s changing and how am I going to adapt and how am I going to deal with this.’ And I think yeah, it just, it feels like it— it can feel overwhelming and especially when it has to do with sort of changing folks that you’re working with or places you’re sitting. Like I think physical changes can impact you a lot. SWB And maybe also the thing with physical change like where you’re sitting is that nobody really realizes that it’s impacting them so much, right? People will underestimate how much of an impact that can have and so it’s the kind of change that can really affect your day to day, but that nobody’s kind of taking stock of and and it’s sort of assumed that that will just be fine. And I think that those changes are hard, right? The ones that we don’t invest enough time in planning for and understanding that there is an emotional component to it. The other thing I think about when it comes to change is that oftentimes people will know that the company needs to change and they’ll complain about the way it’s organized and it’s so hard to get anything done and etcetera, etcetera, etcetera. And yet when you try to enact changes, it’s really difficult to get people on board. And I think part of that is also like change that people are choosing for themselves versus change that is being done to them. And the reality is, nobody likes to feel like there is something being done to them and so that’s one of the biggest things I always think about is how do you make this something that people feel a little bit included in or consulted on? Or at least how can you put it into terms that will help them see it as something that is going to help them in their day to day or take away some of the pain that they were experiencing in terms of workflow or whatever. And of course, that’s not always invested in and it’s also not always true! Like for some people it’s it’s not actually solving the personal problems they had even if it’s solving company problems. And then it’s like okay, how do you get people on board and sort of get them through that hard part of of shifting gears? JL One of the things we do with team changes that I think is really good is re-establish team norms. So sit down with everyone and everyone sort of discusses just like, what are the routines and what are the beliefs and the things that are important to people as a team. And I think that can really be helpful with new teammates to be like ‘here are things that are important to me, what are things that are important to you, and what’s it going to be like to live together at work?’ KL Yeah. SWB Do you have any sort of particular structure for doing something like that? JL We have the scrum masters run that and sort of they have a questionnaire list that brings stuff up. So, people eating lunch at their desks or how you use the shared space or the tables. So we—like I said, we switched the teams so we had to discuss ‘hey, can we still use this table to watch Jeopardy at lunch?’ [All three laugh] KL Very important! JL [laughing] Yeah! SWB Yeah, bullet point number one: Jeopardy! JL Right? But I mean also things like how you point stories. So pointing stories is basically a level of effort of how much an effort will take to get some sort of feature work done or something at work. We do daily stand ups at work where people tell you what your status are at meetings. You know, what time is that? Or are you doing them over Slack or like virtual stand ups? I think it can also be things like ‘here’s how I receive feedback best’ or ‘here’s how I think we should handle reviews of other people’s work.’ [5:18] SWB Yeah, I mean there’re so many questions that come up when there’s any kind of change like that. Since I don’t work in a company—but the kind of consulting I do with companies is always about change because invariably they are coming to me because they realize that their content or their user experience isn’t working as they want it to and the reason that it’s not working is always rooted in their not being able to make it work as a company. The way that they’re organized, the way they do things, who’s in charge of what. So, I have to talk to people about how their jobs are going to change and how things are going to be different. And I’m a big fan of having people practice some of those skills. So if it’s like okay, we are going to do a different kind of writing process where instead of—you know—you produce this content over here in this department and then you ship it out the door to this other department, there’s going to be a collaborative process. Well then, okay, we should practice that. And so we’ll do that in a workshop setting where we’ll pair people up and we’ll actually practice—how do we work on these things together, how do we share drafts and get feedback from each other? And I think that those kinds of low stakes practice sessions—because you’re not doing your real job, you’re just kind of practicing the new thing in a short period of time—I think that that can help people feel more comfortable with talking to people they aren’t used to talking with. JL Yeah and I mean I also think that it lets you feel more in control, and sometimes if you embrace that, if you know change is coming, you can do more exercises like that. And sort of prepare and be ready for this. So if you are expecting change or just knowing it can happen or knowing specifics, you can just be better ready I think to deal with it. KL I love thinking about kind of how a different perspective or sort of embracing a different kind of approach to the change can kind of help you through it. It makes me think of when I was at National Geographic, we would go through organization changes from time to time, but at a certain point, we actually went through a really big physical change where we went from everyone was in cubicles and not just cubes that were like low sort of where you can see everyone. It was like six feet tall and offices and everyone went to cubes that were like four feet high. So, everybody could see everybody—including managers, it was all sorts of like all different levels, and people were really freaked out. And one thing that we realized immediately was going from sort of a perceived sense of privacy to not having any, meant that we kind of had to think about the workplace etiquette a little differently and just no one had thought about that. Like no one. It wasn’t—you know—a matter of management doing something wrong or folks not thinking about it, it just was like ‘oh, wait we have to work together a little bit differently.’ And something I’ve actually seen work really well is at a co-working space I go to here in Philly. [Laughs] Someone made these little coasters that were like red light, green light. So basically you put your little green circle up if you were ready to chat to people or didn’t mind having people coming up to your desk, or you put the red one up if you were like ‘I’m going to be heads down and working on something.’ So—I just think this idea of kind of looking at things a little differently too can help. JL It’s like Fogo de Chão, [Katel laughs] the Brazilian steakhouse where green means bring me more meat and red means no I’ve had enough. KL [Laughing] Exactly. JL Yeah I mean I really like that because we used to say the universal sign was headphones, but I think we all know that doesn’t work. I was reading a bit on Harvard Business Review about this. They had some interesting things about finding humor in the situation, talk about problems more than feelings, don’t stress out about stressing out, focus on your values more than your fears—this idea that remembering that you’re you no matter what the change is can really help you. The change doesn’t have to define who you are. But something else I really liked was this like ‘don’t expect stability,’ where they talk about this 70’s research that was done where they studied two groups of managers and one group thrived and the other didn’t. And they said—you know—the adaptive leaders chose to view all changes as an expected part of the human experience, rather than as a tragic anomaly that victimizes unlucky people. KL Yeah! JL And then the struggling leaders were ones who were consumed by thoughts of quote on quote the good, old days. And they spent their energy trying to figure out why their luck had suddenly turned sour—because they kept looking back to something that wasn’t there anymore. SWB That’s so interesting too because that just reminds me so much of politics, right? You have so many people who are talking about the good, old days. And you’re like ‘wait, when were the good, old days and for whom exactly?’ And I think it’s true at work too where it’s like when people get obsessed with the good, old days, those are probably also mythical. Right? KL Yeah.. SWB They may have been good for some people in the organization but it’s undoubtedly that they weren’t working for other people. JL And the other thing that you might like if you dig in, you might be like ‘okay, well this part was good, but this part wasn’t’ and you can think about how to get that good part back. So if what you missed was that you sat with someone or you worked with someone really closely that you didn’t—you know—make sure you’re setting up time for lunch with them or maybe you set up pairing sessions where you still work together. But you know, trying to figure out what it is that you did like and then what are things you can apply moving on? What are the things that you’re excited about now? And what are the things maybe that you didn’t really like then? And maybe you didn’t get a chance to work on these exciting things or work with this person and now you do get to work with this new person or you do get to work on this new project. Or maybe this new seat allowed you to clear off the desk that you’ve been meaning to do. [Laughs] It’s funny, I was actually like—in the seating change I ended up not moving seats and I’m like ‘ugh, but I’ve got all these boxes I’ve got to bring down.’ [All laugh] KL [Laughing] You’re like ‘no, I need a move to help me reorganize.’ JL *[laughs] *Yeah, so just—like you’re saying. Trying to figure out really what are the positives moving forward? If there are things you will miss from those days, how do you keep them up and try to make the best going forward, as much as you can. I mean, It’s always hard and I don’t want to make it ever sound like that’s easy, but I think we can all do it. [11:26] [Music fades in, plays alone for five seconds, fades out] Time Trivia SWB So we’ve been talking a lot about change and our interviewee today definitely talks a lot about change in the tech industry as well so I’d like to get to that interview, but before we do, we have one last little segment. It is brand new, it is called Time Trivia. Because we talk about time on this show all the time! We need more time, we try to balance the time we have, we rant about how we are sometimes feeling a little bit unbalanced. And so our friends at Harvest wanted to see if we could stump each other when it comes to time. So let’s see. Katel, you’re up today and our theme is women authors. Are you ready? KL Oh gosh, let’s do it. JL Okay, Katel. Here is your first question. J.K. Rowling’s Harry Potter manuscript was rejected twelve times before it sold for an advance of only £1,500. Now she’s sold more than four hundred million copies. How long did it take her to write that manuscript? A) 5,000 hours, B) 15,000 hours, or C) 50,000 hours. KL Oh my gosh, this is already a lot of numbers. I’m going to say C) 50,000 hours. JL Katel— that is correct! KL [Gasps] Yayy! JL It took her six years to write Harry Potter. KL That’s a lot of hours! SWB We even tried to stump you with the twelve times £1,500, 400 million copies—you were unstumpable. Question two. More math, sorry. [Katel laughs] Emily Brontë published Wuthering Heights under the pseudonym Ellis Bell in 1847. If she’d been paid a freelance rate of $50 an hour – pretty good in 1847—how much would she have earned for her wild, passionate tale of Katherine and Heathcliff’s love? KL Ugh, I love this book. SWB Is it A) $740,000, B) $60,000, or C) $330,000? KL Ohhh my gosh, I’m going to go with B) $60,000 even though I feel like it should be more. SWB It is way more. It is actually $330,000 because it took her nine months to write that book, which is still a real short time considering how great that book is, ugh. KL Yeah, it is! I’m glad it was more than $60k. JL Okay, Katel, last question. Stephanie Myer’s classic tale of vampire love and lust—yes, Twilight—[laughs] has become a five-film series. If Stephanie had been billing her time to clients instead, how many 15 minute increments would she have billed? A) 870, B) 8,700, or C) 87,000? KL Ooh. 8,700? JL Katel, you know your 15 minute increments. That is correct! B) 8,700. SWB Two out of three, not bad. I think that’s a winning score! So, thank you so much to Harvest for sponsoring our time trivia today and for supporting women authors, which they do, and women podcasters. So check them out at getharvest.com. [Music fades in, plays alone for five seconds, fades out] [14:34] Interview: Tracy Chou SWB Tracy Chou is a wildly talented software engineer, who has also become a leading voice in tech industry diversity and inclusion conversations. She has been an engineer at Quora and Pinterest, an advisor to the US Digital Service and is one of the cofounders of an organization I am personally super fond of and that’s Project Include. She was named on Forbes’ 30 under 30 tech list in 2014 and she has been profiled in everything from Vogue to Mother Jones. So I am extremely excited to welcome Tracy to the show today. Tracy, thank you so much for being here. So, you went to Stanford, you interned at Facebook, you were one of the first engineers at Quora and one of the first engineers at Pinterest. That is kind of like a perfect Silicon Valley pedigree to a lot of people. Except, you’ve also written about feeling out of place during a lot of that time and not necessarily feeling like the industry was designed for you. And I’m wondering if we can start there—what was it like in the beginning of your career? And what was exciting about it and maybe what was not so great about it? Tracy Chou Yeah, so I grew up in the Bay Area surrounded by tech and I think that made it very easy for me to naturally fall into the tech industry. When I started working in tech I think I just accepted things for the way they were, including the lack of gender diversity, racial diversity. I honestly didn’t notice or think that things should be different. But there definitely were experiences I had when I started working that felt off, but I didn’t know how to articulate or pinpoint them. I tended to blame myself or think that there was something wrong with me when I had a lot of coworkers hitting on me all the time, for example when I was interning. And—you know—when I started working and felt like I might be treated differently, I assumed that it was because I wasn’t as qualified or there was something about the the way that I was approaching my work that was inferior and therefore caused people to treat me differently. So it took a while for me to put all the pieces together, and so I was just talking to a lot of other people in industry, other female engineers. One of my early conversations that really started to make me aware of these sorts of issues systemically, was with Tristan Walker who is an African American founder. And he had reached out to say that he had seen some of my writing about being female in engineering and wanted to share that he had similar experiences even though he wasn’t technical and he wasn’t a woman. Being the only black person in the room oftentimes felt as alienating and he could really identify with a lot of the things that I was saying. And that helped me to see how pervasive the sort of experience of marginalization is. Even though the tech industry is one that tries to pride itself on being so innovative and designing the future, being this engine of progress, there are so many ways in which it is still very backwards. SWB What year was that? That was like 2010,11,12 in there that you were really kind of getting going in your career and having those experiences? TC Yeah, the first sort of Silicon Valley tech internship I had was in 2007, but I started working full time in 2010. SWB So in 2013, you wrote this post on Medium that got kind of a lot of attention, where you were calling out the lack of data about women who are working in tech—and maybe specifically working in engineering, and the lack of success metrics attached to company’s diversity efforts. So if companies maybe had diversity efforts, they didn’t necessarily have any sense of whether they were working or not. And so that post kind of blew up and a lot of companies started sharing their numbers in a GitHub repo. And for listeners who aren’t familiar with GitHub repos, it’s just a site where you can work collaboratively usually on software projects, but you can also do things like collaboratively share data. And I’m wondering if you could talk a little bit about how that happened. First up, what made you sit down and write that blog post and did it feel risky when you did it? TC I had been working in the industry for a few years at that point and had gotten to know a number of the female engineers at other companies. And it started to be this thing that I would keep track of in the back of my head like which startups, which companies had which female engineers. Whenever I went into rooms I would automatically start counting, so it was just something that I was keeping tabs on personally. At the same time, I was looking at diversity at Pinterest and I wanted to make recommendations to the team about what we should do to be more diverse and inclusive. Facebook and Google were getting a lot of really good press around their parental leave policies, for example, and lots of companies were talking about how they were sending lots of people to the Grace Hopper conference, which is this big annual conference of women in computing. But I found it very hard to justify recommending any of those things to Pinterest because there were no success metrics. So these kind of thoughts were swirling around in my head when I went to Grace Hopper that year—this was October 2013—and I was at a breakfast where Sheryl Sandberg was speaking in front of the room and she made a comment about how the numbers of women in tech were dropping precipitously. Which, I didn’t disagree with the sentiment of, but it made me wonder what numbers she was talking about, because to my knowledge there were no numbers really out there. And so when I got home with all these thoughts rolling around my head, I ended up writing this post around diversity data. I was also reflecting on how the way we treated workforce issues was so different from the way we treated product development. As an engineer, I’m so used to having to have data for everything. We’re pretty religious about tracking all this data on our users [laughs] and understanding their behavior and that’s the way that we approach problem solving in product development. But the lack of data on the workforce side just felt so hypocritical to me. It seemed like it wasn’t really a problem that we wanted to solve if we weren’t even looking at the data. And of course I understood all the reasons why companies were skittish about even tracking the data because it would also mean that they would start to acknowledge the problem and have to solve it. But when I wrote the post, I wasn’t expecting much of a response. I didn’t think that it would be something that many people would even read, much less act on. I would also add though that in hindsight it seems like this post became big immediately and started this whole movement, but it did take some time as well. It was more of a slow, snowball effect. And so there were smaller companies that contributed their data first and the bigger companies took a little bit more time to process and work through what they wanted to do before they all started releasing their reports as well. [21:05] SWB When I look back on it, it kind of reminds me of in some ways like the moment that happened last year when Susan Fowler published her Uber blog post where there was this moment—the table had already been set for this conversation and it was just it pushed it over the edge or something. And I’m not sure if it’s exactly the same by any means, but it did really feel like a moment was happening and I’m curious, why do you think it ended up really snowballing? What was it about that moment that you think caught on? TC I think there was general appetite to do something about diversity and inclusion. More people were acknowledging that it was a problem. And I think the way that I framed it, which was, “let’s just start sharing some data,” made the problem seem a little bit more tractable. At least there was a first step that people could take. There was one thing that an individual contributor, for example, could do. So if you’re working at a small startup, you can look around the room and see how many engineers and how many female engineers and count that up and submit that data into the repository. And it felt easy, actionable, and also clear that this would contribute to a broader cause. I think I had a little bit more credibility as an engineer working at a company that a lot of people knew. And I think that piece is still important, I could speak from the perspective of being on the inside. And I think also I just got lucky. In a lot of ways I think of this project as a startup where startups have the markets that they’re going after, the products they’re trying to build. Sometimes they’re too early and the market isn’t ready for them, sometimes the product isn’t just quite right yet for people to want to engage with it. A lot of things have to come together all at once and luck, timing, all of that plays in. And somehow this Medium post in a row and the GitHub repository that I set up just happened to be just right at that time to capitalize on this increasing intent from people in the community to do something. And I think I was the right person at the right time to be pushing on that message. SWB If you’re an engineer or anybody who uses GitHub already, it’s also like, it feels sort of a natural place or a more comfortable place. TC Yeah, I think the GitHub angle was also interesting because it spoke more to engineers and people who write code, as opposed to HR. So it was getting engineers submitting their data through pull requests, and those people were less encumbered by thinking through, what are the legal ramifications and what are the HR risks here. They’re just thinking, like, this is the team that I work on, I want to report the data on the team. KL This is so fascinating to me too because in that post in 2013 you also focused really narrowly on defining the technical roles. You wanted companies to talk about actual engineers—not every other role, not business development or whatever. Sort of as a way of saying companies shouldn’t pad their numbers about the women they hire if women aren’t in those roles. And I see that point. I’m also curious if that perspective has shifted over the past few years or changed at all? TC  One of the reasons why I wanted to be really specific about just tracking women in engineering is that for something that was crowdsourced, it had to be as simple as possible to contribute that data. The more you ask from people, the more drop off you get in that flow. So I wanted to make it super simple. But the other point about just looking at engineering versus the rest of it was that I did want to get away from that sort of padding of the numbers. And in the tech industry engineers are very much valued because they are the ones—we are the ones—building the products that are being sold, very close to the core value of the companies. So there’s this idea of looking at where the prestige is and how much inclusion you have there. Now that there’s more data coming out, we can see that even if you have a reasonable amount of representation across the companies, usually they’re lower ranked, few of those people are in decision-making roles. One interesting data point that I would love to see that is very hard to get is diversity on the cap table, and so that’s looking at ownership of the company—like who owns the shares. And I would suspect that ownership in these different tech companies skews very heavily white and male, because founders will have a lot of stock, early employees will have much more because the stock grants are risk-adjusted so people who are joining early will get much more stock, investors get stock, executives get a lot of stock. So even if your company has a lot of women, but they’re all in the lower-ranked, non-technical roles, the value that they get out of the company doing well is much less. So I really wanted to dig in on engineering within tech because that is so close to the core of Silicon Valley. [26:05] SWB One thing I’d love to ask about—we talked with Nicole Sanchez of Vaya Consulting back in June and her company focuses on diversity and inclusion in tech and consults with a lot of tech companies. And one of the things she said to us was that she flat out does not love the way that the numbers are being reported by tech companies right now, that there’s still a lot of gaming of the system because so much of the numbers is just about percentage of people in full and percentage of new hires, right? And that there’s not a lot of information about things like retention of those employees and seniority of those employees and, as you mentioned, who is actually getting a cut of these companies, right? Like who’s really taking home money? And so it sounds like—and I’m curious about your thoughts on this—but it sounds like the way that you were initially looking at some of these metrics was sort of really, really important at the time, but maybe isn’t quite enough to answer the questions that we have about how that industry is doing and to answer the questions that we have about whether things are getting better. TC Absolutely. I think we need much more comprehensive metrics and there is certainly gamification of the current metrics that get released. I think getting people even into the flow of releasing any data was a pretty big step. And I think it’s good to keep pushing on companies to release better data. So one obvious thing is intersectionality—instead of just putting gender on one side, race on one side, looking at those intersectional cuts and just see is it just white men and white women getting promoted? How does it look for women of color? Those sorts of questions can’t be answered if all the data is being split out. I’ve been relatively heartened by how much companies have been willing to release—enough that we can look at their data and see that in the last few years even if we’ve made some progress on gender diversity, we’ve had backsliding on racial diversity, which is not a good statement on the industry, but at least we have that data that we can even point that out and see that some of these diversity efforts aren’t uniformly benefitting different people and, in fact, are causing some harm to different groups. SWB  So another thing I was really hoping to dig into that I think you kind of touched on a little bit when you were kind of talking about technical versus non-technical roles, is I’m also curious how you feel about who’s considered technical in Silicon Valley and sort of the valuing of engineers when you are also kind of thinking about sort of the appreciation for what it takes to build tech products? I was reading an article you wrote—I think last year—about realizing that it’s not really just about engineering, and realizing the value of learning things like understanding people and human behavior and communication skills and—you know—liberal arts and humanities. And the stuff that you hadn’t necessarily taken that seriously when you were in college as something that was important for ensuring that the things we’re making aren’t laced with bias or harmful to people, and being able to think through sort of the impact of our work. And so I’m curious how you think about those things together. Like okay—we value technical roles a lot and so it’s important to look at who are in the roles that we value the most. But are there also issues around the kinds of roles that are valued or the kinds of roles that even exist? And how do we sort of make sense of that? [30:25] TC Yeah, absolutely. I think our whole way of approaching technology building right now is pretty flawed. I think for a long time we’ve unquestioningly assumed that technology is always progress. So whatever we do in the software realm will be positive. And we’re seeing very clearly now that that’s not the case. It’s very easy for the software products that we’re building to be used for harm or used in ways that we didn’t anticipate. And for the people who are building these products, whether it’s the engineers running the code or everyone else involved, we do need to think more holistically and broadly and contextualize our work in society and understand what the impacts of technology are before we can assume that we’re doing good. Some people have drawn analogies after the election cycles in the last couple of years to the sorts of ethics considerations that other domains have had—so, chemical engineering or in physics. When the people in those fields realized that their work could be used to create weapons, they had to think pretty hard about doing science or doing this kind of research and I think the people in the tech industry and in software right now really need to have that same sort of introspection and deep questioning. For a long time in the tech industry, we’ve really downplayed the value of a humanities education and and I think that is problematic. You see that reflected in compensation. For example, who gets these big payouts, who gets really big salaries. It’s tricky because also the sorts of value of someone who can bring in terms of the ethical reasoning and product guidance, that work is not as easy to value, put a dollar amount on. It’s a little bit easier to look at what an engineer is producing or what a designer is producing and say this is the value of their work and it ties very directly to the final output and I think if the whole system is fundamentally shifted around, we can start to see the value that non-technical folks are bringing, then hopefully that is reflected in the compensation and payouts as well. At the same time, you have this very classic supply and demand type issues around sorts of talent that you need, so the engineering salaries will be high for a while because engineering is very obviously needed and there aren’t enough engineers to fill all the roles. Even if we were to recognize the value of the non technical work that needs to be done, if there is such a mismatch in supply and demand on the technical side, the salaries will still be higher there. So there’s a lot of things to address systemically, but I think one starting point even just within the companies that we’re looking at is trying to shift the culture to acknowledge the different viewpoints that different people from different educational backgrounds and different training can bring. SWB I think one of the things that’s also interesting and maybe compounds all of this, is the way that a lot of the kinds of roles that are more based in humanities or social sciences or that would benefit from that kind of background, they are tending to have a lot more representation of women in them, and so then you kind of have this interesting cross section of the skills are in less demand. Also we’re used to paying women less, or we’re used to putting women into sort of more caring roles versus rational roles, and so it’s hard to tease out all of those different issues that intertwine and result in gendering of who’s in what kinds of roles, and devaluing of some roles, and then also to have the conversation about well, “why is it that so many women are in these kinds of roles and not in these other kinds of roles?” And to be able to talk about all those things at the same time I think is really hard for a lot of people. It takes a lot of investment in the discussion to be able to pick apart things with that level of nuance, and I think a lot of the time organizations aren’t there yet. TC Yeah, I completely agree. [Laughs] There has been some research into when professions become more lucrative and prestigious how they—how the men tend to crowd the women out. So, there used to be more women in software engineering and they were kind of pushed out. So the 37% of CS degrees in 1984 went to women and it’s been declining, the percentage has been declining since then. But in other industries as well, one that I found kind of interesting was beer making used to be mostly women and then men found out that beer making was cool and it became all male brewmasters. 
Even in things like cooking, when men reach the top and become these top chefs, it’s very prestigious. Even though women still do most of the cooking around the world, it’s just not viewed as as prestigious or lucrative for them. So as you were saying, there’s all these interesting dynamics at play and it’s really hard to tease out specific effects. SWB Yeah totally—I think about some of the conversations I’ve had with folks when startups starting hiring people to do quote growth hacking and you’re like ‘wait a second—isn’t that—wait, aren’t they—isn’t that marketing? I think they’re doing marketing!’ [Laughter] But marketing was always more women in the field and growth hacking was this very hardcore bro kind of role. If anybody out there is a quote growth hacker as their title, I’m sorry if I’m making fun of your profession. But it is, it’s one of these made up titles that’s almost—I think—masculinized a lot of skill sets that were traditionally perceived as being more feminine. And then low and behold, those people are being paid a lot more money. TC I think you also see this reflected in the maker movement—where it’s been rebranded as this very male type of thing where you’re making things. But if you actually look at what is being done—creating things from the raw materials—that’s stuff that a lot of women have been doing in different domains, but it had to get rebranded for men to be super into it and for it to become prestigious. SWB Totally, like what’s not being a maker about being a knitter? TC Yeah! SWB You’re literally making things out of thread, right? [Laughs] TC Yep. SWB I’m amazed that we have not gotten to this yet because it’s so important, I want to talk about it. Okay, we have not talked about Project Include. So, you started doing all of this work to share this data that you were gathering and to talk about this issue. Can you tell us a little bit about how that grew into founding Project Include? TC Project Include was eight of us women in tech getting together a couple of years ago. So, there was a lot of discussion in the broader sphere about the problems and everything that was going wrong, but not nearly enough about solutions. And for the people that wanted to do the right thing, they still didn’t know what to do. So, we thought that the highest leverage thing we could do was write down our recommendations and resource—what we knew to be best practice around implementing diversity and inclusion. Our initial launch was just a website with a lot of recommendations—everything from defining culture, to implementing culture, to doing training, hiring, resolving conflicts, measuring progress, and also a framework to think about all those things, so it’s not just like pick and choose some of these tactics and apply them to your org and then you’ll be fine, but thinking through more holistically how to approach diversity and inclusion truly inclusively so it’s not just gender or just race or just one facet of diversity and then being very intentional about measuring progress. So, there was a bunch of these recommendations we wrote down. The feedback we got from the community was really positive and people wanted us to do more with it, which is how we ended up incorporating as a non profit and adding Startup Include as a program where we actually work with cohorts of companies on implementing these recommendations. But our hope is really to drive these solutions forward and we’re focused on startups for now. We think that the highest leverage opportunity is with startups before they become too big and are hard to steer—try to get those good practices and processes in early and hopefully some of the startups that are thinking about D&I early will end up becoming the big companies of tomorrow and they’ll already have baked in these best practices. We also acknowledge that what we think to be best practice now may change and so we really do want to build more of a community around these issues and solutions and kind of in the same way that open source software works where you put stuff out there, everyone can benefit from it. As they’re using it, they may think of ways to extend it or improve on it and they’re contributing that back to the community—we want that sort of a community around diversity and inclusion. SWB Yeah, that’s really interesting and I think it’s one thing to identify problems, it’s one thing to try to address them, but we clearly don’t really know how to fix this yet. So, I’m curious is there anything that you’ve found as you’ve been advising Project Include and sort of seeing it grow and adapt—is there anything that you’ve seen out there that you’ve really feel like you’ve been able to learn from and that’s helped to shape where you’re making recommendations now? [39:54] TC The biggest takeaways still are that you need metrics to understand where the opportunities are and also where things are going well. So we recommend that all companies do look at their data. It’s cool to see so many people trying out different things. I think it will take some amount of time before we learn which things really work in a long term sustainable way, but definitely excited to see lots of people experimenting with D&I now. SWB So Project Include, that was founded in 2016, right? You’ve got a couple of years of kind of starting to shape the organization and provide more than just your manifesto, but also the actual community and practices and working with these companies. So I’m excited to see what else comes out of that. TC Yeah, one thing we’ve been thinking a lot more about is how to achieve leverage impact across the industry and some of that is going to be working with other organizations. Earlier this year, a couple of us launched this project called Moving Forward to get venture capital firms to first of all, have anti-harassment policies and then publish them, make them available to founders and then also have points of contact as accountability. And so this came out of some of the #metoo harassment stuff that came out last year, where what we saw was that in that relationship between founders who were trying to raise money and venture capitalists that control this money, there is this gray zone of interaction where they’re not necessarily in a professional relationship yet. As in cases where there is a power imbalance, sometimes there are abuses of that power. So our idea was to push venture capital firms to be very explicit about what’s acceptable behavior between people that work at the firm and potential founders that they might want to be investing in or other people in the community. And so we launched Moving Forward, now have over one hundred firms that have their anti-harassment policies out there and the points of contact. This is something where I worked on that separate to Project Include, but we ended up realizing that there was a good opportunity for collaboration between Project Include and Moving Forward so I could serve as a little bit of that bridge. SWB That’s so cool, it’s sounds like you just have your hands into so many different parts of this problem and like trying to sort of untie the knot from lots of different angles, which I really love. TC Yeah, I mean there’s a lot to be done here—so lots of opportunity. KL That is so true. I feel like we’ve been talking a lot about your work as a diversity advocate and I just want to go back to you for a minute, because I saw you write a while ago that you don’t want to just work on diversity issues because you love to code and you like your life a lot more with that in it. How do you balance those things and stay excited about both? TC I still identify as a software engineer and someone that likes to build products and build things. Sometimes that means building teams and companies, but the diversity and inclusion piece will, I think, always be a part of my life and that conversation is still just so prominent in the industry, it’s hard to not take part of it. So that always be a part of what I do, but in my more full time capacity, I do like to be thinking just about technology, how powerful it is and how it can be used to hopefully impact the world for better. KL I’m also curious—you know—if the move from San Francisco to New York has had any impact? TC When so many things change all at once, it’s hard to say. I do think being in New York has helped to broaden my perspectives quite a bit. I’m not surrounded by tech people all the time and I like being around people who don’t think about the same things I do all the time and just to be surrounded by this greater diversity of people. SWB We talk a lot about place on the show because I feel like so many conversations in design or tech or publishing or whatever can be so limited to such narrow places, so I’m always interested in—you know—kinds of perspectives that people can bring in. So we are just about out of time and before we go, I wanted to say: Tracy, I have been personally inspired by your work for a long time and I know I’m not the only one. So I want to thank you for being on the show and ask you, is there anywhere that our listeners can better keep up with everything that you’re up to? TC The best place to keep up with me is Twitter, so I’m @triketora on Twitter. It’s t-r-i-k-e-t-o-r-a. I tweet a lot, so I also will not be offended if you follow and then unfollow because there’s too much going on, but that’s the best place to keep up with me. SWB  Well I know that a lot of our listeners will definitely want to hear everything you have to say, even if you tweet all day. Thank you so much for being on the show. TC Ahh, thank you for having me! [music fades in, plays alone for five seconds, fades out] Career CHAT KL Hey y’all, time to talk careers with our friends at Shopify. This week we’ve got a tip on what to look for in a company from Shannon Gallagher, a product manager on the merchant analytics team. SG: Being a lifelong learner is super important to me. I need to constantly grow and push my boundaries. The nice thing is, that’s one of Shopify’s core values, too. When you make a positive impact here, you can move into new roles, new disciplines, and new spaces. That’s had a huge impact on my career. Two years ago, I was on the recruiting team. Now, I’m in product management… And I’m still expanding my knowledge and reaching for new goals every day. This kind of environment means I’ll never get bored—or feel like I’m stuck in one place. The point is, you’ll love work so much more if you’re with a company where the goal is growth! KL  Thanks, Shannon! If you want to join a team where you can keep learning and make unexpected and wonderful moves—if you want—then you should check out Shopify. They’re growing globally, and they might just have the perfect role for you. See what’s new this week at shopify.com/careers. FYOTW JL Okay, so I’ve got a fuck yeah this week, ladies. KL Let’s hear it. JL Sutter and I are taking a vacation this week. SWB Fuck yeah! [Laughs] JL [Laughs] I know, I mean we could just stop there, mic drop. [All three laugh] JL But this vacation is to Wildwood, New Jersey—and for those unaware of the magic that is Wildwood—it’s a wonderful place at the Jersey Shore with boardwalk, food and funnel cake, and soft serve ice cream. And perhaps most importantly—it’s only a bit over an hour from Philadelphia. And here’s what we knew. We wanted some time to get away to ourselves, but we’re not really in the place where we wanted to plan something big or get on a flight. We just wanted some time with each other. That’s not because we don’t love our son, but two years ago we took a babymoon, which we gave ourselves a long weekend before a major change in our family. And we’re going to have that again soon, so we wanted to do something like that. But how do you get that time to yourselves when you have a toddler? So we were really thrown off and honestly I just—was like ‘that’s fine, we don’t really have to do it,’ like—not a big deal. But then this wild idea came to us. Why don’t we ask his parents if they’re available to watch Cooper for two nights? [45:48] KL What did they say? JL [Laughing] They said yes! KL Yaaay! JL And so it’s amazing what happens when you ask for help! KL That’s awesome. And also grandparents love to help in that way. JL It’s like—I don’t know why, but asking for what you need can be such a hard hurdle to overcome, but it can totally pay off awesomely, so I am saying fuck yeah to asking for help! KL That’s awesome. This actually resonates with me, too, because when I take time off at A Book Apart, I have to make a point of putting it on the calendar and asking folks to cover some stuff while I’m out so that I don’t have to worry about it or think about it. Because otherwise I would never actually really get time off. Like I have to actually set up that—you know—those boundaries and ask for help and I didn’t realize that until late in the game and I was like ‘oh, I actually need to raise my hand and do this so I can properly take some time off.’ So I love this. SWB I love this too because it’s actually a really good reminder for me. Because I think as both of you know—because you’ve called me on it before—I do not like to ask for help and I sort of take it almost as a point of pride to do it all myself. And that’s been good for me in some ways, but everybody needs help, myself included. And it’s one thing to ask for help, but it’s also another thing to actually accept the help and let go, right? Because part of what you’re saying, Katel, is that when you set that boundary where you’re like ‘okay, I’m taking a real vacation, can you please handle this for me’—you’re also saying ‘and I’m not going to check in so I need to be confident that it’s handled.’ KL [Laughing] Yeah. SWB Right? And I think that’s something that’s hard for me—just to fully let go and to just say ‘nope, this is handled and I’m not going to get all anxious about this, I’m just going to accept that it’s handled.’ And I realize it’s not a lack of trust—it’s like I trust them—but it’s almost like my brain doesn’t trust me enough to fully let go, you know? [Laughter] KL Yeah. SWB I have to remind myself like no no no no no, you asked for help, now your job is to take the help and then walk away. JL Yeah and it’s—it is hard to do things like that, but I think it gets better with practice. I mean, I read a bunch last year—some manager books and they talk a lot about just delegating things, delegating tasks and how important that is. But what’s really important is when you delegate the tasks, to trust that they’re going to get done and then be okay with the fact that whoever does them will probably veer from the way you were going to do it. So, we left an agenda or notes of what Coop’s normal day is for the grandparents and not to be like ‘you have to do it this way,’ but just so they have a guide-ish like ‘here’s what we would do.’ But I understand if you’re not going to do it exactly the same way and you know what, that’s okay. I’m okay with that, thank you for the help. I’m going to be able to now focus on other things that are more important than making sure that you did this exactly the way I would have done it. KL Yeah, I think that is so true. I’m thinking about this and I feel like we need to come up with an acronym for all the parts so… accept help, let go, enjoy—ALE! [Laughter] SWB That’s also what I would like to have on my next vacation. KL Yeah, exactly. [laughs] Well, fuck yeah to asking for help and to getting it, and we hope you enjoy. SWB Eat some funnel cake for me. JL Okay. [Laughing] You got it! SWB Well, that is it for this week’s episode of No, You Go—the show about being ambitious and sticking together. NYG is recorded in our home city of Philadelphia and is produced by Steph Colbourn. Our theme music is by The Diaphone. Thank you so much to Tracy Chou for being on the show today. If you like what you’ve been hearing, thank you so much, you’re the best. And you could be even more the best if you would take a moment to leave us a rating or review on your podcast listening app of choice and let your friends know about No, You Go because we’d love to have them here too. We’ll be back again next week! [music fades in, plays alone for 32 seconds, fades out to end]

Stanford Pathfinders with Howard Wolf: "Keeping Up w/ the Changing Face of America w/ guest Tristan Walker" Walker and Company CEO Tristan Walker talks about the ambitions that lead him from humble beginnings to becoming the founder of a company that’s poised to change the way health and beauty products are created, marketed, and sold. Originally aired on SiriusXM on May 5, 2018. Recorded at Stanford Video.

Tristan Walker, CEO of Walker and Company, discusses the ambitions that lead him from humble beginnings to his role as the founder of a company that is poised to change the way health and beauty products are created, marketed and sold.

In this episode, we bring you the fourth installment of our Black History Month special series, highlighting black entrepreneurs across diverse fields throughout the month of February. We'll hear from Tristan Walker, the founder and CEO of the hair care brands Bevel and Form, both of which were created specifically for people of color. See acast.com/privacy for privacy and opt-out information.

“If you’re laughed out of the room, it might actually be a good sign.” Entrepreneurs inevitably face a lot of rejection — as does anyone championing a big new idea. But the different ways that investors say “no” could reveal valuable clues about your idea’s potential. Sometimes, it's proof you’re in a space that’s ripe for the taking. Featuring Bevel Razor/Walker & Company's Tristan Walker, The Muse's Kathryn Minshew & Hint Water's Kara Goldin.

The technological revolution has far reaching implications and is rapidly changing the way the world does business. But technology also offers the potential for finding solutions to some of the challenges facing the global economy. To encourage creative thinking among its economists, the IMF recently opened an innovation lab. In this podcast, Tristan Walker, first iLab Chief, says innovation will help make the institution more agile. Contributors: Tristan Walker, Innovation Lab Unit Chief

Sportstalk was in Cochrane for the launch of the 2018 Camry and we chatted with Tristan Walker (luge), Rio bronze medalist Karen Paquin (rugby), and two modern pentathletes Joshua Riker Fox and Melanie McCann.

Tune in as we tackle everyday struggles in the African American culture. We speak on Tristan Walker and his incredible story, E-Commerce, the new iPhone X, and ESPN's Jemele Hill.

Tristan Walker is the founder and CEO of Walker and Company Brands. He's 33 years old. In this episode I somewhat jokingly say that growing up, he was an odd kid, because of the surface contradictions. He's a business mind who made a name for himself when he joined a mobile technology startup, but his first company focuses on skin and hair care. He grew up in a working-class family in New York, and his father was killed when he was young – but he went to a boarding school. His most prominent investors? Andreessen Horowitz, the marquee Silicon Valley venture capital firm – but he and I speak plainly about Silicon Valley's diversity challenges. I recently visited Tristan Walker at the offices of Walker & Company Brands in Palo Alto, California, the heart of Silicon Valley. This episode was special for me, because, let's be frank: There aren't many African-American technology journalists in this business. I'm one. There aren't many African-American entrepreneurs in Silicon Valley, and Tristan is arguably the best-known. I'm seven years older than Tristan, but we're of a similar generation. We've been a part of this era of sweeping change, and seen what's missing ... and who's missing. Learn more about your ad choices. Visit megaphone.fm/adchoices

We talk the Art & Science of shaving and how the problem of razor bumps became a billion dollar business model for Tristan Walker's razor brand, Bevel. We also fit in this week's Doctionary word! --- Send in a voice message: https://anchor.fm/medicineremixed/message

Majority Minority Memphis Podcast Season 2 Episode 3 Topcs We Touch On... - Strategy & Planning should rule everything around you. - Look for Leadership in yourself instead of others. - Democrats & Republicans - Protesting doesn't work anymore. - Jerrod CarMichael is a Genius. - Uber & Lyft. - Tristan Walker from Walker & Brands was destined to win. - Donald Trump is the King of Trolls. And Much Much More... www.facebook.com/majorityminoritymemphis/ twitter.com/MajorMinorMemph www.instagram.com/majorityminoritymemphis/

I know we are late to the game but the Rob Kardashian news gave us so much to discuss. No its not ok to leak nudes of your ex, what we really think of 4:44 and quick hits from the past week. Stay for conversation, you dont have to love the opinion but they are 100% true to self. Guest Mic Darren Still working towards my bevel sponsorship, please write to Tristan Walker on twitter! Salute

The best business ideas often seem laughable at first glance. So if you’re hearing a chorus of “No’s” it may actually be a good sign… Google, Facebook, LInkedIn, Airbnb — they all sounded crazy before they scaled spectacularly. So don’t be discouraged by rejection. Instead, learn to hear the nuance between the different kinds of “no.” That’s what Tristan Walker did. After stints at two successful startups, he launched out on his own with Walker & Company, makers of the Bevel razor — and learned to navigate the entrepreneurial minefield of investors who may or may not share your vision.

Host Jessica Harris talks with Tristan Walker, venture capitalist and founder of Walker & Company. Harris also talks to Peter Manning, founder of Peter Manning and Five Eight New York.

Walker & Company Brands founder and CEO Tristan Walker talks with Recode's Kara Swisher about the company's attempts to tap into the "wide-open opportunity" of making health and beauty products for people of color. Walker discusses the difficulties he has faced in raising money, due to a combination of investors' general aversion to e-commerce companies and specific skepticism about how many people can benefit from a product like Walker's Bevel razor. He also explains why he's planning to keep the business independent, building something that will last 200 years or more. Later this year, Walker & Company plans to launch a line of beauty products for women that are personalized to where the buyer lives and travels. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Host John Zipperer speaks to Tristan Walker and John Maeda.

Walker & Company Brands founder and CEO Tristan Walker talks with Recode's Kara Swisher about how technology can disrupt the health and beauty industry. Walker & Company's shaving brand, Bevel, is aimed at people of color who are underserved by the big cosmetics companies, and Walker says he plans to focus even more on personalized products those competitors can't deliver. An alumnus of Twitter, Foursquare and Andreessen Horowitz, he also discusses his problems with tech companies' "culture fit," and why those who say they can't find talented black and Latino tech workers are spouting "complete bullshit." Learn more about your ad choices. Visit megaphone.fm/adchoices

This week on Bag Ladiez we bring you some updates on the Zika virus front and what one woman is doing to help combat these killer mosquitoes. We’re also discussing how very necessary sick leave is for all workers and getting some tips on success from Tristan Walker the founder of Bevel! For “What’s Your Baggage?” we’re discussing what happens when you’re more “successful” than your male partner and what it does to a relationship. We’re also “putting in our bag” once again the super dope art store that just opened in the north Bronx and rekindling our love for Black & Sexy tv and their cheap subscription service! (Like Netflix but full of black people!) AND we have another letter from a listener who hates her best friend’s sexist and rude fiance,what’s a girl to do? Have a listen and check out the links for all the stories below! Zika update: http://bzfd.it/1LBKKnL Sick Leave is NECCESSARY: http://bzfd.it/21GSY5A Tristan Walker, Founder of Bevel: http://bit.ly/1VSZZt4 Artist & Craftsman store in the Bronx: http://bit.ly/1XOEhI0 Black & Sexy TV: http://www.blackandsexy.tv/

"Top 10 Rules For Success" Tristan Walker is the founder of Walker & Company which produces a shaving system for men of color. Tristan was raised in the projects of Queens, NY and later attended a boarding school in Connecticut that showed him how the other half lived. Tristan went on to get his MBA from Stanford and worked on Wall street and at a venture capital firm before starting his company and raising 24 million dollars. Join Tristan as he discusses his top 10 rules for Success. A must listen for all entrepreneurs.

Angelus, Moris & Dreams-Visions talk about The Oscars' lack of diversity, Anthony Mackie, Stacey Dash, Martin Luther King Jr, Discovery Channel's Moonshiners, Kool Aid pickles and our ongoing plea to Tristan Walker. @SoWellSpokenPod @ErrareAngelus @SoWellMoris

Triston Walker, mastermind behind Bevel and head of Walker and Company tells how he moved from the south side section of Jamaica, Queens NYC to moving with tech companies Twitter and Foursquare, and how he became the most visible Black man in Silicon Valley. Also, how Nas was an early believer in his men's shaving product Bevel, how that brand changed the game and how he's only starting to raise the bar. Pull up a chair, take note and #GetBevel!

The Bevel GAWD, Tristan Walker finally makes an appearance on his favorite podcast. Tax, Tristan and special co-host and comedian Danielle Mop talk being black in Silicon Valley, Nas investing in Walker & Co and why Queens dudes find love so young. The young OG Tristan is dropping so real jewels so sit back and press play.

In this interview, Tristan Walker explains the importance of solving problems that are authentic and unique to you. He also reveals what goes into building a company and why you should set company values.

On this episode, I chat with Navarrow Wright, CEO at MaxLev Solutions and co-founder at Global Grind which he founded alongside Hip Hop Pioneer Russell Simmons. We discuss the complexities of getting young minorities interested in tech and STEM education. On part 2, JJ McCorvey, an editor at Fast Company Magazine. We discuss his work covering technology companies, and his cover story which featured Walker & Company founder and CEO, Tristan Walker. On part 3, I chat with Maryanna Quigless who is founder at TiltFit about getting introduced to technology and Silicon Valley, and black female founders.

When it comes to design thinking, few do it better than Tristan Walker. Early in his career, the award winning, 30-year-old entrepreneur served as an intern at then fledgling "microblogging" site, Twitter. Later, he moved on to become the golden child of Foursquare, helping build it to the point of cultural critical mass. And now in addition to co-founding Code 2040, an organization designed to discover and create successful minority techies, Tristan helms his own Andreessen Horowitz supported operation, Walker & Company, focused on creating suite of non-digital, consumer conscious products. On Innovation Crush, Walker breaks down his mastery of designing products and relevant marketplace experiences for his customers, building a team focused on innovation and diversity, and how his humble upbringing shapes his business thinking today. www.getbevel.com www.code2040.org

After an extended absence (blame Thanksgiving and Eric's near-death experience with the flu), FCN is back and talking Fast Company's recent Tristan Walker profile. Also: Brittany gives away a free business idea. Tristan Walker Profile: http://www.fastcompany.com/3037933/the-visible-man Blacks in Silicon Valley Roundtable Discussion: http://www.fastcompany.com/3037940/a-different-kind-of-valley-life See acast.com/privacy for privacy and opt-out information.

Given that physical retail is expensive, what's the right distribution mix for startups? In this podcast with Tristan Walker (who is building health and beauty brand Walker & Company from scratch), we hear Ron Johnson's lessons learned from arguably the world's most successful physical retail outlet: the Apple Store -- as well as a discussion of the challenges of brand and retail in a multichannel world. The views expressed here are those of the individual AH Capital Management, L.L.C. (“a16z”) personnel quoted and are not the views of a16z or its affiliates. Certain information contained in here has been obtained from third-party sources, including from portfolio companies of funds managed by a16z. While taken from sources believed to be reliable, a16z has not independently verified such information and makes no representations about the enduring accuracy of the information or its appropriateness for a given situation. This content is provided for informational purposes only, and should not be relied upon as legal, business, investment, or tax advice. You should consult your own advisers as to those matters. References to any securities or digital assets are for illustrative purposes only, and do not constitute an investment recommendation or offer to provide investment advisory services. Furthermore, this content is not directed at nor intended for use by any investors or prospective investors, and may not under any circumstances be relied upon when making a decision to invest in any fund managed by a16z. (An offering to invest in an a16z fund will be made only by the private placement memorandum, subscription agreement, and other relevant documentation of any such fund and should be read in their entirety.) Any investments or portfolio companies mentioned, referred to, or described are not representative of all investments in vehicles managed by a16z, and there can be no assurance that the investments will be profitable or that other investments made in the future will have similar characteristics or results. A list of investments made by funds managed by Andreessen Horowitz (excluding investments and certain publicly traded cryptocurrencies/ digital assets for which the issuer has not provided permission for a16z to disclose publicly) is available at https://a16z.com/investments/. Charts and graphs provided within are for informational purposes solely and should not be relied upon when making any investment decision. Past performance is not indicative of future results. The content speaks only as of the date indicated. Any projections, estimates, forecasts, targets, prospects, and/or opinions expressed in these materials are subject to change without notice and may differ or be contrary to opinions expressed by others. Please see https://a16z.com/disclosures for additional important information.

Tristan Walker, founder and CEO of Walker and Company Brands, describes living your authentic brand as an entrepreneur. Traveling from the housing projects of Queens, New York to working on Wall Street and experiences at Silicon Valley tech firms, Walker discusses creating context to see opportunities and the importance of being in the problems and solutions business, in conversation with Stanford Professor Tina Seelig.

Tristan Walker, founder and CEO of Walker and Company Brands, describes living your authentic brand as an entrepreneur. Traveling from the housing projects of Queens, New York to working on Wall Street and experiences at Silicon Valley tech firms, Walker discusses creating context to see opportunities and the importance of being in the problems and solutions business, in conversation with Stanford Professor Tina Seelig.

Tristan Walker, founder and CEO of Walker and Company Brands, describes living your authentic brand as an entrepreneur. Traveling from the housing projects of Queens, New York to working on Wall Street and experiences at Silicon Valley tech firms, Walker discusses creating context to see opportunities and the importance of being in the problems and solutions business, in conversation with Stanford Professor Tina Seelig.