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BRX Pro Tip: 1 Way to Get More Reviews

July 19, 2024 by angishields

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BRX Pro Tips
BRX Pro Tip: 1 Way to Get More Reviews
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BRX Pro Tip: 1 Way to Get More Reviews

Stone Payton: Welcome back to Business RadioX Pro Tips. Lee Kantor, Stone Payton here with you. Lee, we’ve come to learn just how powerful and important reviews can be for a business. What’s the best way to get more reviews?

Lee Kantor: Yeah, I think as the algorithms on search engines change, one of the things that stay the same is the importance of social proof, and reviews and ratings are one of the key ways that these search engines kind of monitor social proof to say if you are who you say you are and you are delivering value the way that you say you are.

Lee Kantor: So, getting more and more reviews and ratings is important. Whether it’s your website, whether it’s your blog, whether it’s your podcast, no matter what you’re doing, getting more reviews and ratings is a good thing to have. And the best way to get more of them is to simply ask people.

Lee Kantor: And somebody told me one time, and I think it’s very true that ask. If you don’t ask, you don’t get it. And so it’s important if you want more reviews, then you better be asking your guests and your listeners to review whatever you want them to. And ideally, you make it as easy as possible for them. Share the link to the review source. Don’t leave it up to them. They won’t do it. If you just hope that you’re going to get reviews, it’s not going to happen.

Lee Kantor: If you want more reviews, you have to start asking people to review and rate whatever it is you’re doing and make it as easy as possible for them to do that you have – if you want more of anything, your first move has to be to ask for it.

Hawaii WBE Feature: Family Business Insight & Beach Services

July 18, 2024 by angishields

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Women in Motion
Hawaii WBE Feature: Family Business Insight & Beach Services
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In this episode of Women in Motion, host Lee Kantor interviews Traci Bush, owner of Waikīkī Beach Services. Traci shares the history of the company, founded in 1955 by Caroline Granelli, and later taken over by her father in the 1970s. Traci discusses her unexpected journey from the corporate world to leading the family business, the challenges of earning respect in a male-dominated field, and the complexities of succession planning. She emphasizes the importance of building a support network and fostering an inclusive company culture.

traci-bush-2-2Traci Bush, owner and President of Waikīkī Beach Services (WBS), began her career at WBS in 2008. However, her ties to Waikiki Beach go back to her childhood.

Born in Honolulu and raised in the vibrant surroundings of Waikīkī, Traci’s childhood was deeply intertwined with the beach and its culture, largely thanks to her father, Ted Bush. Ted, a revered figure among the Waikīkī Beachboys, introduced Traci to the beach’s traditions and the exhilarating world of outrigger canoe paddling and surfing at an early age.

These formative experiences ignited Traci’s lifelong passion for Waikīkī and its storied history, particularly the legacy of the Waikīkī Beachboys—a group of local watermen known for their surfing prowess and for imparting the spirit of aloha to visitors.

This passion led Traci to play a significant role in co-founding the annual May Day Waikīkī event. The event is a heartfelt homage to the Waikīkī Beachboys, celebrating both the historical and contemporary contributions of these iconic figures to Waikīkī’s culture.

Beyond her contributions to cultural preservation, Traci has been a proactive member of the local business and tourism community. She serves on the boards of the Waikīkī Beach Special Improvement District, the Waikīkī Improvement Association, and the Waikīkī Advisory Committee. Waikiki-Beach-Services-logo

In these roles, she ensures that Waikīkī continues to thrive as a global destination while retaining its unique cultural heritage. Traci’s journey from a young girl absorbing the traditions of Waikīkī to becoming a co-owner of Waikīkī Beach Services and a respected community leader is a testament to her dedication and love for her home.

Through her work, she not only preserves the legacy of the Waikīkī Beachboys but also ensures that the spirit of Waikīkī is shared with the world.

Connect with Traci on LinkedIn and follow Waikīkī Beach Services on Facebook.

Music Provided by M PATH MUSIC

Transcript-iconThis transcript is machine transcribed by Sonix

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX Studios, it’s time for Women In Motion. Brought to you by WBEC-West. Join forces. Succeed together. Now, here’s your host.

Lee Kantor: Lee Kantor here, another episode of Women In Motion and this is going to be a good one. But before we get started, it’s important to recognize our sponsor, WBEC-West. Without them, we couldn’t be sharing these important stories. This month we are spotlighting WBEs from Hawaii, and we’re so excited to have Traci Bush with Waikiki Beach Services. Welcome.

Traci Bush: Aloha. Thanks for having me.

Lee Kantor: I am so excited to learn what you’re up to. Tell us about your company.

Traci Bush: Okay. So, we’ve been around since 1955. It was actually started by a woman named Caroline Granelli. So, that was already ahead of her time in the ’50s, but she started a beach service in Waikiki Beach, and they taught surfing lessons, they did canoe rides, they rented boards to tourists. My dad ended up joining at a young age, wanting to be a Beachboy and loved surfing in the canoe, so he ended up taking over the business from her in the 1970s. And it’s been, you know, part of his legacy for so long. And I joined him in about 2008, loved it, couldn’t get away from it. It’s part of my blood and my heritage. And now, I’m the leader and CEO and owner of the company. So, that’s kind of been my journey with Waikiki Beach Services.

Lee Kantor: What was it like as a young person seeing your father in that role? Did you kind of aspire to follow in his footsteps or was that something at some point you had a choice to make and you chose this path?

Traci Bush: It wasn’t something that I thought I was going to be doing. I definitely, actually didn’t even see myself back in Hawaii. I went away for school. I went to University of Washington in Seattle. I traveled a bit. And something kept calling me back to Hawaii, especially Waikiki Beach. And I’ve had just a lot of memories of growing up on the beach with my dad, of being out on the canoe with him, or being on a surfboard with him, and something kept just leading me back there.

Traci Bush: I fought it for a long time. I worked in corporate with Starbucks and was part of that whole arena for a while. And around 2008, I asked my dad, “Hey, can I help you do some marketing?” And I just noticed he wasn’t really doing anything online, and that’s about when all the online reservation systems were coming up, websites, Facebook. And I thought I could maybe bring Waikiki Beach Services into the 21st century a little bit more. So, I just kind of did some independent contractor work for him.

Traci Bush: And then, as I worked more and more down there, I met more people, I just knew this is where I belonged. It just felt right. So, he made me start from the bottom. I had to carry surfboards. I had to do all the grunt work. It wasn’t just, “Hey, you get to lead the company.” I definitely had to work my way up, which was a good thing because now I know all the aspects of the business.

Lee Kantor: Was it a difficult transition to go from that, you know, corporate world that you were in to this more family-run business and probably kind of less structured, less corporate environment?

Traci Bush: Yes. It’s definitely challenging, but it has its rewards too. So, going from having millions of dollars in a budget and definitely a lot of structure, definitely a lot of different departments who know what they’re doing to you wear all the hats and you have to be accountable for every single cent, not just dollar but cent that’s being spent was definitely different. And then, just working with your family, there’s unique challenges there with that father-daughter dynamic and working through that. There was plenty of tears through the years and being frustrated.

Traci Bush: But at the end of the day, it’s been an incredible experience to work with him. I’ve had the flexibility of raising my daughter and bringing her to work, and having her around, and being able to be part of her life because I’m part of the family business. So, there’s nothing else I’d rather be doing.

Lee Kantor: Now, you said you started at the bottom and you worked your way up, did that help kind of as you grew into your leadership position for the other members of the team to see that you weren’t just kind of anointed, you had to kind of earn your stripes each step of the way?

Traci Bush: Oh. You know, no. I think in the back of everyone’s mind, it was still we know that she’s probably being positioned to take over. So, you still have to work through a lot of those feelings of it being maybe unfair or nepotism. And I could work three times as hard as everybody, but there’s still that block. And I knew it. It was hard sometimes.

Traci Bush: And it’s a very male dominated field. I won’t lie. I would say 80 to 90 percent of my staff is typically male. It’s a lot of manual labor too. Especially for the guys who’ve been around for 15, 20, 30 years, seeing this 25, 30 year old girl in their eyes, who some have watched me grow up, it was hard for them to kind of wrap their heads around maybe one day she’s going to be our boss. And that’s been the ongoing challenge, I think, for the last, maybe ten years of working there.

Lee Kantor: And having the male-female dynamic, that’s a challenge by itself. But also in a family-owned business that it’s kind of an understanding that, you know, it’s going to be handed down to another member of the family. In Hawaii, is that something that occurs a lot? Are there are a lot of family-owned businesses where this dynamic comes into play? Or is this a unique thing, especially handing it down to the daughter?

Traci Bush: I do see quite a few more family-owned businesses, and I don’t know if that’s because of the groups I’m in with YWCA. I do see a lot more small businesses are definitely family-owned in Hawaii, and they’re definitely kept in the family, passed down. So, I do think that there’s more of a network of us here for us to reach out and ask for help or talk to each other about the challenges. So, that’s a great thing to have.

Traci Bush: But, yeah, I think no matter what industry you’re in, it’s always going to be challenging if you’re the daughter or the son of the CEO. And it’s just always going to be hard to show people that you deserve to be here.

Lee Kantor: Yeah, I’ve hosted a show of family-owned businesses, so I got an insight into it. I wasn’t aware of all of the dynamics that people, I don’t think, that aren’t part of a family-owned business understand. I mean, there’s unique challenges to being part of a family-owned business that just from within your own family, with siblings and things like that or succession and things like that, that people that are not in family-owned business really don’t understand kind of the nuances to that.

Traci Bush: Right. And I am fortunate in a way that I don’t have siblings, so we’re not fighting amongst ourselves of who’s going to take over. My dad didn’t have to make a hard decision. But at the same time, I’m also alone in this. And part of the reason why I took over at this point in my career, I didn’t think I would be leading the company right now. I knew that our succession plan was eventually I would. But during COVID it became apparent that my dad was developing dementia. So, we transitioned the business quickly before, you know, he couldn’t write his name or he couldn’t understand what was happening. So, I was really thrust into this role during a terrible time in our history just to be in business, so it’s really been a sink or swim endeavor for me. And it would have been wonderful to have a sibling or two to kind of bounce ideas off of or talk to about all of this.

Lee Kantor: So, where do you go for kind of advice and support?

Traci Bush: That’s been people like the YWCA. I mean, it’s led me to so many different people, networks, women in business. I’ve taken advantage of almost every single free opportunity that they’ve had to pick the brains of people who are in finance or marketing and social media. And that’s where I’ve been turning to.

Traci Bush: It’s not always been easy for me to ask for help, but as I’ve gone along on this journey, I realized that’s the only way I’m going to be successful. And there’s this wealth of information out there and women that I just admire, and they’re happy to share their experiences and happy to help another woman in business.

Lee Kantor: And that’s a great lesson for other entrepreneurs out there, especially first time entrepreneurs, that there are networks out there and there are people that want to help. It’s just a matter of being proactive in reaching out to some folks.

Traci Bush: Right. And I don’t know if it was more just my role and feeling that if I was asking for help too much, people would think she’s not meant to lead and she doesn’t know what she’s doing, because I always felt like my dad knew what he was doing. He was the man in charge. And now I’ve taken over and I have to ask for help.

Traci Bush: But I’ve totally changed that way of thinking, and it’s this group of women, this network of intelligent, well-rounded, successful women that I’ve built around me, I can’t say enough good things about just reaching out and asking for help and it does not make you weak. It doesn’t mean that you don’t deserve to be a leader. It means that you’re doing the right thing for yourself and your business and you’re growing.

Lee Kantor: Now, how do you think that this way of going about your business has impacted the company and the culture of the company? Is there slowly a change?

Traci Bush: Definitely. When I look back to 2020, when I had the first make the announcement to everyone that my dad wasn’t coming back and that I would be taking over, it was rough the first year-and-a-half. And not just with COVID, but them getting used to a different leadership style. I know through – we call it – the coconut wireless, the gossip people were thinking about leaving. They weren’t sure about me as a leader.

Traci Bush: And it did take me a while to find my footing. I didn’t know what kind of leader I wanted to be, because I’d always just kind of followed my dad’s example. But now it was time to be myself. And the difference, I think, is that I tend to lead with more empathy. I tend to lead with more openness. I’m a little bit more vulnerable.

Traci Bush: And what I’ve noticed in especially the managers who I have that have been there for many years, who are both male, I feel like they are so onboard. They’re just willing to just work and do the work with me and be a partner with me. And part of that is, you know, leading first as a person, making sure that I treat them as people, that they’re more than this job, that I ask them their opinions, I bring them into the conversation. And that’s just the difference. And it feels really good at work now. It’s taken a few years, but it feels really good all around.

Lee Kantor: Right. I think that’s a great learning experience for a lot of young people thrust in this role is to not confuse vulnerability with weakness. I mean, vulnerability is a strength, and it shows your humanness. And that your ability to listen and empathize, I mean, those aren’t weaknesses, those are strengths.

Traci Bush: Right. But it’s absent, I think, in a lot of work environments. And so, people aren’t used to that. And it’s actually something you have to practice with your staff, if that’s how you’re going to lead, because it’s not something people are used to seeing. And it should be. It really should be.

Lee Kantor: Right. But I think some of that comes from fear that they’re afraid, that I’m in a position that I’m supposed to be the boss so I’m supposed to have all the answers. When one of the ways to get the answers is to ask your people, because they probably know the answer.

Traci Bush: Oh, 100 percent. They’re actually the experts more than I am. There’s no doubt that they know a lot more about certain things in this business than I do. So, I’m not going to sit there in my office and dictate to them something I’m 50 percent sure about when I know they absolutely know the answer to this. So, yeah, it’s not a weakness to ask for help, opinions, be vulnerable, say you don’t know. And I’ve gotten really comfortable with that phrase, “Hmm. I don’t know. Let me get back to you.” Whereas before, I never wanted to be seen as not knowing the answer.

Lee Kantor: Right. Yeah. I think that was one of the biggest lessons I had is, “I don’t know. What do you think? What do you think?” and then get their input. It’s one of those things where when you’re new or it’s new to you and you don’t have kind of that support system built in, it just you feel a lot of pressure and you put it on yourself. And that’s probably one of the big changes also going from corporate to this role is just not having that kind of infrastructure that you’re kind of making it up as you go, which, I mean, that’s what you’re forced to do.

Traci Bush: Oh, yeah. It’s definitely tough because you are making it as you go, like you said. And sometimes it’s kind of lonely. If you’re wearing all the hats, there’s no other director of marketing or director of HR that you’re going to go talk to and run some ideas off of, and you feel lonely at the top sometimes.

Lee Kantor: So, how did you find that support group that you’re working with now? Just kind of word of mouth, just from friends of friends?

Traci Bush: Goodness. I want to just say it was just some email. I think it might have been from the SBA kind of during the COVID recovery period and they had a list of classes and workshops locally. And one of them was for the YWCA, it was social media and marketing. And I thought, yes, I’m doing this. So, that’s how I kind of got started. I met a lot of people there and did some things with the YWCA here. And then, I got told about women and small business and getting certified, and one thing led to another.

Lee Kantor: And that’s where you heard about WBEC-West and got involved there.

Traci Bush: Yeah.

Lee Kantor: And what have you gotten out of the WBEC-West relationship thus far and the WBEC-West community?

Traci Bush: Oh, goodness. Where do I start? I mean, there’s so much. There’s just a wealth of information. I think I could spend, you know, days just even on the website reading through things, going through all the different connections, reaching out to people. But I mean, anything you want to know as a small business owner, as a woman business owner, it’s at your fingertips there. And I think the support you feel and not being alone, and knowing there’s a huge community, not just locally but nationwide that you can tap into, is so valuable and it adds to my confidence.

Lee Kantor: Now, when it comes to Waikiki Beach Services, what kind of is your secret sauce there? What is the qualities that make your offering different than maybe some of the others?

Traci Bush: I think it’s our our heart. We’ve really made an effort, one, to put our people first. So, they love being there. They enjoy being there. They’re proud to wear their shirt to work. And I see them all over social media and talking about work, posting photos of work. And so, there’s a sense of pride and ownership. So, they want to do well. They want to create a good experience for the people, our guests and our customers. And I think that’s really a unique thing for our place in particular.

Traci Bush: I try very hard to also honor our history and our past because that’s a huge story to tell. We’re coming up on our – what? – 70 something anniversary. And the Waikiki Beachboys, in general, are a hugely romanticized and talked about part of the culture in Hawaii. And we’re part of that history, and I want to make sure that the people working for me understand the legacy that they get to continue about spreading aloha, about teaching the arts of Hawaiian surfing and canoe surfing to visitors and people from around the world. So, yeah, I just think our heart and our pride is different and what sets us apart.

Lee Kantor: So, what do you need more of? How can we help you? Do you need more employees? Do you need more clients? Do you need more people using your services?

Traci Bush: Well, I do think labor, employees, all of that’s been a real challenge lately. So, yeah, if you have ideas or thoughts about employment and getting more people, I would love that.

Lee Kantor: And how does someone connect with you and learn more about your company? What’s a website?

Traci Bush: waikikibeachservices.com or @wbshawaii on Instagram.

Lee Kantor: And I’m sure all the socials have a lot of videos and photos of people enjoying their time there.

Traci Bush: Yes. Definitely. I mean, we sell fun. Like, how could you not be happy working in the water and the ocean and surfing all day?

Lee Kantor: Yeah. That’s it. And it sounds like you’re really enjoying your time there. And you’re really leaning into this leadership opportunity and really trying to help your community.

Traci Bush: Right. That’s number one priority, definitely.

Lee Kantor: Well, Traci, thank you so much for sharing your story today. You’re doing such important work and we appreciate you.

Traci Bush: Thank you so much for having me. This has been a pleasure.

Lee Kantor: All right. This is Lee Kantor. We’ll see you all next time on Women In Motion.

 

Tagged With: Waikīkī Beach Services

Kristen Day – Women Training Firearms With Kristen

July 18, 2024 by angishields

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Houston Business Radio
Kristen Day - Women Training Firearms With Kristen
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Kristen-DayKristen Day’s journey with firearms began in her teenage years with a Basic Firearms class at the San Diego Police Department, sparking her passion for shooting and self-defense.

After moving to Virginia with her military family, Kristen transitioned to 9mm firearms and continued target shooting. Later, her husband’s job took them to Texas, where she started a business and joined a local ladies’ shooting group.

She became an NRA Certified Pistol Instructor and Range Safety Officer (RSO), and started participating in shooting competitions like IDPA, USPSA, and Steel Challenge. WTFKfinallogotransp-KristenWilsonDay

Through social media, Kristen has become a go-to resource for friends seeking advice on firearms. Passionate about empowering women with firearm knowledge and safety, Kristen enjoys spending her free time at the range with friends, combining her love for shooting with building strong female friendships.

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Houston, Texas. It’s time for Houston Business Radio. Now, here’s your host.

Trisha Stetzel: Hello, Houston. Trisha Stetzel here bringing you another episode of Houston Business Radio. I have a great friend of mine on the show today. I’m so excited about having Kristen Day. We were talking just before the show. How long have we known each other? I don’t know who introduced us, I don’t know, but it’s been a very long time and I’m so excited to have you on the show today. I know you have a business called a visual business. We’re not talking about that today, but people might be interested that you do that work so they can go out and take a look. But Kristen with Women Training Firearms with Kristen WTF? I’m so glad that you’re with me today. Welcome to the show Kristen.

Kristen Day: Thank you Trisha. Super exciting as always to chat with you. It’s always a good time and lots of laughs usually.

Trisha Stetzel: Yeah, I’m pretty sure we get a lot of that out before we started the show today, right? Uh, let’s start with I know your favorite part. Let’s talk about you a little bit. So tell us a little bit about Kristen and then let’s talk about WTF.

Kristen Day: So well I’m from originally from California. Virginia military kid moved down here 11 years ago and was kind of forced to start my own business. That’s the official business part, and I’ve always been interested in firearms and wanted to be a cop. When I was younger, it just didn’t pan out. But I always still shot, um, you know, pistols and I’ve enjoyed it. Found a nice little group because hello, Texas that I could shoot with some other ladies and got into competition. And in getting into competition, people ask me, hey, you know, I have questions. You should help me by gun. You should teach me, you should pay me. So hence my business started. So that’s kind of the nuts and bolts, you know, married to young girl. Well, old young girls and out of the house. Empty nester. No. No no dogs, no kids. Just a husband now. And I enjoy traveling for shooting matches. So that’s the the The Nutcracker of Kristen. No, I love it.

Trisha Stetzel: And, um, tell me or tell the audience a little bit more about these shooting competitions because you and I connected on this a few years back and I’m like, there’s such a thing. I guess I knew, but I didn’t really know. So talk a little bit more about these shooting competitions that you do.

Kristen Day: Absolutely. And actually, that’s funny because I was talking to a gal at a clothing store yesterday and I said something about shooting competition. She goes, oh, my friend does shooting competitions. I said, oh cool, where where does she do it? And she’s like, oh, well, she just goes to XYZ range. And I’m like, okay, maybe that’s not a shooting competition. So there are groups that you can gather. So I think it’s just a matter of I kind of going back to your point that sometimes people don’t understand what it is. So if you like to go shooting, that doesn’t necessarily mean it’s a competition. Um, you might go to a group that has maybe like, um, like a some sort of match or fun thing at the range. That’s not the same thing. So I’m more of actual active pistol shooting. Um, and Idpa is one of them for International Defensive Pistol Association. Uspsa is another one United States Practical Shooting Association, I believe it is. And then of course, Steel Challenge is another one that’s pretty popular. Um, IPsec, which is IPSC, is kind of a similar version over in the other side of, you know, across the pond, so to speak. So, um, but it’s basically you’re moving and shooting.

Kristen Day: You have a target array, you have, um, steel things that you have to hit. There’s moving things that you have to hit. You’re all on the clock. Everything’s done super safe where everybody’s unloaded, walking around with holsters and guns in their holsters. But everything’s unloaded until you get up to the line. When it’s your turn to shoot the safety officer, so will say load to make ready. You load and make ready. And then beep Timer goes off. Everything’s lost. You forget what you were gonna do. You sometimes you don’t, sometimes you do. And you basically run and shoot. But if you drop a mag, you have to decide, am I going to pick it up? Do I load another one? If you shoot extra because maybe you missed a target. Everything’s on the clock. And this is also why I tell um ladies because I train mostly ladies. That’s really important to to do something like this, because it’s not necessarily like I want to win, which is fun by, by the way, but it’s fun. And it’s also it’s good preparation for like what happens because you we for most people practice at a range where you’re, you’ve got down lane and then you’ve got your target that’s at the other end.

Kristen Day: You pick up your gun, you shoot, shoot, shoot. You’re not running. You’re not running up range, you’re not running down range. You’re not moving side to side. You’re not reloading as you shoot. Whereas you think about it at your house that’s like that. You know, your house is not going to be like a down lane, you know, not moving, you know, static target kind of thing. So and then, of course, you know, when stuff like that happens, you’re able to think on the fly, whereas because you’re preparing for it. Whereas in your house, if something goes down and somebody breaks in, you’re like, what am I going to do? You get that tunnel vision. So it allows you to kind of prepare for like, I’ve already got all this, like the shooting, the guns ready. All these things are muscle memory. Now I just have to be focusing on who’s the bad guy, where is he at, and how do I stay safe versus is it loaded into can I rack the slide? Like what happens if it gets jammed? I mean, it’s going to be muscle memory jam fix. Boom. Moving on. You know. Yeah.

Trisha Stetzel: Absolutely. Thanks for sharing that I there by the way, you guys need to go out to Kristen’s website and check out some cool pictures that she has out there because she’s definitely a BA. Yes.

Kristen Day: Well, I will tell you about about pictures. I had to use all of my own pictures because, uh, stock photo sites, when you’re looking for women and guns, they’re not quite appropriate. Um, they’re usually not safe either. And, um, we have enough people that are not in the two way realm or not in the same political, um, side that I am, that, you know, or don’t want us to, you know, have guns and, you know, that’s their choice. But, um, uh, we I always work to, uh, show anybody in the sport at a good light being safe. So, like, to put a picture with somebody, you know, with their gun pointed to their head is not going to be appropriate. So, you know, I always make sure when I even take pictures of my students that everything looks good, because all it takes is one person who’s an anti-gun person to go, oh, they’re doing this. And it’s like, girl, you don’t know. You weren’t there. You don’t know so well.

Trisha Stetzel: And it really is about safety. And I know that that’s something that is, you know, near and dear to your heart, which is why you teach the classes. So let’s talk a little bit about safety, because we do have in our state of Texas we’ve got open carry. Uh, and you don’t necessarily have to have a safety course to carry a gun around. Um, so let’s talk a little bit about that and why taking a safety course is so important.

Kristen Day: Absolutely. So and I’ve gone through the safety and I tell my ladies to I’m, I’m 100 about safety and I’m ridiculous about it because if you practice safety all the time, even with a wooden gun or a plastic gun and demonstration, you’ll never see me sweeping a person. It’s always down into or outside or away from them, or I’ll turn my body a different direction. It’s it’s always safety. Always. And not only that, but it’s like, how do you pick up a cup? You pick up a cup with your hand wrapped, you know, around it you’re not walking around with your pointer finger outside your cup indexing it, you know. So and and I’ll tell ads I’m like, all right, finger off the trigger until you’re ready to shoot. And they’re all nodding and they’re like, yeah, yeah, yeah. And you know like I got this. But man, when I tell you when we get to the range or we start putting the that everything else takes over and it’s just like finger, finger, finger, finger. Oh I didn’t realize it because they’re all in the moment. So once you start practicing that habit you’re putting into muscle memory. So that’s the that’s one of the points of the safety side. And why I think it’s important to your point. Additionally, your license to carry basically teaches you the safety components, the laws, the laws that you should be aware of.

Kristen Day: And I think it’s important to know where to go for more information. I may forget on my ah, is this place a is this place a 36 or 30 out seven and then somebody’s like, well, what’s a 36 and which one’s which one’s which and which can I carry out? Well, I can’t remember everything. You know, lawyers, they have tons of books because they have to refer back to these legal things. So I have some apps. Um, actually, it’s on my website that I use to remind me of some of these things or reciprocity, because I travel a lot for shooting competitions. Uh, just because I’m able to do, what, a lot more, let’s say more than I. More of what I want. Of course, I can carry, you know, more places because I have a license to carry, and we don’t require, um, through constitutional carry, don’t require you to have a license. That doesn’t mean you can go to any state and have the same laws. So reciprocity will remind you what states, uh, what laws you have to follow. Like, um, if you pulled over, like, are you required to to declare that you are carrying and that you are a card carrying member? Um, you know, those some of those things, it tells you what what your reciprocity is in these, um, in this in the app.

Kristen Day: And I just think it’s important to know the laws and my, my rule of thumb is if I were to if there was two people do the exact same incident and go to court and one is does not have their license, and And then I have my license that I think that I will look a little bit better with the law because of the fact that I took this class. I have a license to carry, and I’m showing people the Anti-gunners know that I take this seriously, and that I wanted to learn the laws and I wanted to be safer. So I think that I would look better with the, you know, in a better light of the law. That’s that’s kind of how I see it. Yes. You’re not required to have it in the state of Texas, but I can carry more places because I do I can buy a gun quicker. And I know that’s not a thing for anti-gunners. You know, they’re not favorable for. But, um, but you still we already went through the background check, so it’s not like I’m not going through the background check. I just already did that. And I went through it extensively and there were renewal. So so that’s kind of my my point on that. Okay.

Trisha Stetzel: No, I think it’s great. And um, from a safety course perspective, what you’re teaching are all of your courses around licensed to carry or LTC or do you offer other types of safety courses?

Kristen Day: So I don’t particularly offer like, hey, I’m offering XYZ class on Friday or Saturday. I basically get people who say, I’m looking to do X and I say, well, what’s your experience? What’s your comfort level? And I create my material based on that. But nine times out of ten, I do a lot of one on 1 or 2 on ones. And and then it’s basically I teach, of course, all about safety. Talk about the fundamentals. Um, like stance grips, um, I, I dominance as well as what parts of the gun, the parts of your bullet, the bullet travel because, uh, again, focusing on women. We like to know all the things. You put a gun down in front of a guy who may be comfortable or semi comfortable with a gun. He’s going to pick it up. Bing, bing bing bing. He feels good. A woman, you put a gun in front of her, whether she’s experienced or, let’s say, less than experienced to no experience. We’re going to look at it and go, hmm, what happens if I do this? What happens if I do that? Well, what about this thing? What is this thing? Do we want to know all the things? Because women, we do things emotionally, so we know this can kill somebody. So a guy, guys know that too. But we are going to feel that more, um, we’re going to feel it differently. And because we do everything on emotion. So, um, I think that’s really important to, to understand. So my class is catered to the people. I do a lot of situational awareness. So I do small groups on situational awareness. Some um, I do some basic safety and some fundamentals.

Kristen Day: But obviously you can’t shoot in somebody’s house. But I do a lot of dry fire. And I like to show people that you can dry fire in a house so that you will turn around and do it. Because if I were to say, Tricia, you know, I know you haven’t drive for, let’s say, ever. And I’m like, hey, you know, you can drive fire in your house. And you’d be like, what? No, I’m not going to do that. But if if we did it in a session at, say, my house or your house and, um, you’re like, wow, we did this. I can do this. I can do this because I did it with her. So I, I like to do that that way. So that first of all, in a home setting, it’s more comfortable than it is, you know, at the range where you got people watching you, men and people judging. That’s kind of how we see it, right? Whether they are or not, it’s another story and it’s a lot more noise. And so now our anxiety levels are a little different. Whereas if you’re in the comfort of somebody’s home, it’s comfortable. It’s and it’s just more lackadaisical as far as comfort level, not safety level. I’m still 100% safety. But talking about my house, it’s like, oh, I shoot in this direction because of this. I shoot in this direction because of this. This is not a good direction. Think about how your bed is, what your. So we kind of talk a little bit about that self-defense thing as well. So all the things all the things.

Trisha Stetzel: You know, and, um, I think, you know, from, um, from the ears of the listeners, they can tell that women are typically your target, uh, for these types of safety courses. And I think it’s really cool, Kristen, that you’re catering to women because it’s not something that we might seek out. So let’s talk about marketing. We talked a little bit about this before we started the show. And how do you market these safety courses to women. How do they know about them.

Kristen Day: Well it’s pretty much word of mouth. So like we were talking about before, it was like I don’t really market. And then we kind of drill down on that a little bit. And there’s I think there’s a huge difference between marketing and soliciting. So marketing is basically networking. Um, networking and uh, paid advertising is more soliciting because you’re actually paying to get an audience. I haven’t really had to solicit my business, um, because word of mouth happens, and I’ve been networking since I’ve had my business in Texas, uh, 11 years for my one business. And then, of course, now my second one. And people know because I post pictures of me going to the range and my competitions and I’ll post videos. And so it just kind of gets around actually, even, um, some guys that I shoot with, they, they refer me to their wives or their friends that are female actually just got one recently. It was a girl who was being, uh, stalked, and she and her husband, um, want to be better prepared. He actually, ironically, was a military vet, a marine Corps, but he wants his wife to learn, you know, all the things, because of course, it was a long time since he learned how to shoot.

Kristen Day: And of course, as you know, in the military, nine times out of ten you’re learning more about rifles. And it’s not like we’re going to conceal a rifle in our clothing, or so it’s firearms. Uh, sorry. Uh, handguns. It’s going to be what we’re going to use more, uh, more. So, so and that’s where my focus is, is on that. So I have done couples before, but that’s usually because a husband and wife want to learn together. Um, or they or he knows and is coming to maybe comfort her. But I remind him, you’re a keep your mouth shut. You’re only a good active participant. Um, not a negative one and not a like. Oh, yeah. And this and this. No. Like, if you want to hear, if you’re here to learn, you’re here to learn. Um. And I’ve taught some men that have taken classes and they learn something. So because there’s, because, you know, you think about it, they don’t need they don’t usually take classes to learn. We take classes to learn. Um, as far as is this as concerned? Um, as men though don’t because some things come innate to them. You know, that’s just a thing that’s kind of naturally they’re good at. So yeah.

Trisha Stetzel: Absolutely. And I think that I’m just going to call it social marketing. You’re really good at talking to people and letting them know what it is that you do. And you’re so adamant about safety and the things that you do. And you’ve always been an amazing partner in every way that I’ve ever worked with you. So I appreciate that very much. Uh, how can people what’s the best way for folks to get in touch with you? Let’s say, uh, if there are a couple of ladies that are listening to the show today and they’re like, you know what, I think this would be a really great thing for me to get some other people together and get on Kristen’s calendar. How does that work?

Kristen Day: Awesome. Let me I want to finish one other comment on. The other thing is the social networking is basically our social marketing. It’s basically networking. It’s it’s about being top of mind and having communications. And how is somebody going to know what you offer if you never bring it up again? Like the clothing lady yesterday we were just casually talking about clothes. And then of course, because I carry on my person, I was like, oh, well, I need to have something because I shoot competition and I choose to carry, I need to have blah, blah, blah. She goes, oh, and then of course, you know, it always comes up. So if, if you and it’s in a noninvasive way or a non like, you know, like I’m not trying to sell to you way. It’s just kind of like, oh, well, I do this and I like to do this. It’s it’s nice when it comes up casually. But so to answer your question, uh, basically WTF Kristen so if you were to, uh, go on to Google or any of those internet browsers and you type in WTF? Kristen Kristen. Com it’ll redirect to my church my church version, which is women training firearms, Christian Comm.

Kristen Day: I also have a Facebook page, uh, group. Excuse me if you search for it. It’s, um, it’s private. Just because we’re all women, we want to be frank about how we have conversations, and I just kind of keep it that way for right now. So if you do a search for WTF Christian in a Facebook group, I’ll show up. And as long as you’re a lady, I will let you in. And it’s more of like a come lurk learn and just, you know, get to know me better. And if you’re interested, um, also, my website has my contact information, quite honestly, my phone number, my email address. And, uh, you can just reach out and say, hey, I want to learn one on one. My me and my bestie, my bestie. And I want to learn, I can learn, I can do it that way. Or if you’re like, hey, I want to do more of a situational awareness class, a little bit about firearm safety and maybe do a class after that. Um, I do small groups as well, so you’re amazing.

Trisha Stetzel: Thank you for coming on with me today. Um, any any parting words? Like anything top of mind for you, for people out there that may be on the fence about taking a safety course, they haven’t taken one. Or maybe they have a gun and they haven’t picked it up in years. What piece of advice would you give people?

Kristen Day: So glad you said that. So two things. Uh, shooting is a perishable skill. If you don’t use it, you lose it. Um, I dry fire, uh, usually every other day or so, and I live fire, uh, at least once a week, and I keep my skills up, and that’s, uh, when you don’t use it, you’re going to start to lose it. And number two, which should actually be number one, is you are important enough. I have if I had a dollar every time I heard a woman tell me, well, I want to do these lessons with you. After soccer practice is over, after school starts, after summer is over, after the kids you know are old enough after this. And I always say, and actually, I wrote a blog on it, bad guys don’t care. You need to get training now so that you are ready when you know what hits the fan, because the bad guys, they’re not going out to get trained. They’re not getting their license to carry, they’re not obtaining their guns legally. They’re doing everything illegally. And they don’t care that you’re ready or not. So they’re going to take advantage of you not being ready. So you need to make yourself a priority, make your family a priority and just get it done. I love bam yeah. Bam.

Trisha Stetzel: Uh, Kirsten, thank you so much for being on with me today. I really appreciate you taking the time. I know how passionate you are about this particular topic, and I know that you’re amazing at what you do, and I hope that people take your advice and put themselves first and their family first. Uh, because that is really what matters here.

Kristen Day: Absolutely. Thank you so much, Trisha, for having me, I appreciate it.

Trisha Stetzel: You’re very welcome. And that’s all the time we have for today’s show. Join us next time for another exciting episode of Houston Business Radio. Until then, stay tuned, stay inspired, and keep thriving in the Houston business community.

BRX Pro Tip: 4 Things to Expect When Sponsoring a BRX Show

July 18, 2024 by angishields

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BRX Pro Tip: 4 Things to Expect When Sponsoring a BRX Show
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BRX Pro Tip: 4 Things to Expect When Sponsoring a BRX Show

Stone Payton : And we are back with Business RadioX Pro Tips. Stone Payton, Lee Kantor here with you. Lee, let’s talk about some of the things that you can expect when you’re sponsoring a Business RadioX show.

Lee Kantor: Yeah, this is something that I get asked a lot and they’re asking about the deliverables. What are the things that you get when you sponsor a Business RadioX show? And the number one thing I tell them is you’re going to get an easier way to meet the sales prospects and the people that are most important to you. There is no easier way to meet the people that are important to you than having a Business RadioX show. So that’s number one.

Lee Kantor: The second thing is you’re going to have a social media content factory. We create so much social media content in terms of audio, in terms of digital text, in terms of content that can be repurposed in a variety of ways. They’re just going to be – you’re going to have more social media content than you know what to do with.

Lee Kantor: And number three, you’re going to have an easier way to nurture relationships with your existing clients and people you already know and people that are important to you in that way. So not only do you get to meet new people, you get to serve and help the people that you already know, so that’s a great deliverable as well.

Lee Kantor: And lastly, you have an easier way to generate thought leadership from the executives of the organizations that you work with. So, facilitating these kinds of roundtables and these informational sessions where they can share how smart they are and be the subject matter experts that they are. So you’re going to be able to do that as well.

Lee Kantor: So, those are four things you can expect that we deliver on when you sponsor a Business RadioX show.

Stone Payton : Well, I’ll tell you, Lee, my clients here out of the studio that I help run and operate, they tell me too, that they get this, I don’t know what you call like a community halo, I’ll call it. Like, they’re just the good guy in the community now because they are providing that platform for people in their ecosystem to share their story, promote their work. So they just have a new aura around them as other people are approaching them in a variety of environments, anything from any other traditional community work that they’re doing or networking that they’re doing.

Stone Payton : And as part of that, one of the things that they experienced that they often don’t before they sponsored a Business RadioX show is people coming to them. Yes, it provides you with an easy way to go to people, but once you get a little traction with the Business RadioX show that is focused on a specific niche and genuinely serving that ecosystem, it’s not very long before people start coming to you, “What do I have to do to get on the show?” “Hey, I had a great experience on your show. Is there any way that we could bring so and so on?” They get to be very generous and they can provide people with an opportunity to not only for them to come on but also their causes.

Stone Payton : Like, I can’t tell you how many people here have come on to talk about their business, and then they’ve reached out about a cause that’s important to them. And, you know, I’m able to say, yes, do that. And my clients are able to do the same thing. And then something just came up today with a client show, and it was – and this is often articulated in the studio is how much – you become kind of this hub, of course, as you well know, and you just get to know everybody in the community and certainly in your niche, but also, you know, further out than that and you get to be the guy that knows the guy.

Stone Payton : So, those are some of the things you can expect as well that, I don’t know, maybe I’m not always good about articulating to people what all they can expect. I have a tendency to focus on the green-dollar ROI because that’s easily easy to show use cases and data and all that. But, yeah, there’s a lot of cool things you can expect from sponsoring a business radio show.

Hawaii WBE Feature: Staffing & Empowering Professionals

July 17, 2024 by angishields

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Hawaii WBE Feature: Staffing & Empowering Professionals
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In this episode of Women in Motion, Lee Kantor interviews Kat Hurtubise, founder of Aloha Hospitality Professionals (Aloha HP). Kat shares her journey from starting Gourmet Events Hawaii in 2003 to founding Aloha HP in 2015. Aloha HP is a staffing agency serving Hawaii’s hospitality, administrative, and light industrial sectors across four major islands. Kat discusses the company’s focus on service, culture, and personal development through their Aloha Academy. She also highlights their plans for expansion to the mainland U.S. and emphasizes the importance of building meaningful work experiences.

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Kathleen-HurtubiseKathleen Hurtubise is the pioneering force behind AlohaHP, revolutionizing the staffing landscape with Hawaii’s signature Aloha spirit.

Founded on the promise of blending technology with deep-rooted Hawaiian hospitality, AlohaHP emerged as the contemporary answer to staffing, empowering professionals to design their work schedules and environments. AlohaHP’s mantra, “Elevate, Empower, and Transform,” signifies more than just words—it’s a movement.

We’re on a mission to enhance not only our professional journey but also the businesses we collaborate with and the exceptional individuals we champion. Our core principles, encapsulated by “BestSelfThroughService,” emphasize kindness, truthfulness, integrity, productive energy use, and a balanced sense of possession.

Every day, we’re committed to professionalism, embracing growth, unwavering discipline, continuous learning, and collective belief in our shared mission. A testament to her vision, Hurtubise’s company has received multiple recognitions from Pacific Business News.

A sought-after speaker and hospitality connoisseur, she continues to share her wisdom, having graced platforms like The Special Event conference in San Diego and the East Meets West conference. Join AlohaHP in reshaping the future of staffing, fostering growth, and forging lasting partnerships.

Connect with Kathleen on LinkedIn.

Music Provided by M PATH MUSIC

Transcript-iconThis transcript is machine transcribed by Sonix

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX Studios, it’s time for Women In Motion. Brought to you by WBEC-West. Join forces. Succeed together. Now, here’s your host.

Lee Kantor: Lee Kantor here, another episode of Women In Motion and this is going to be a good one. But before we get started, it’s important to recognize our sponsor, WBEC-West. Without them, we couldn’t be sharing these important stories. Today on Women In Motion, we have Kat Hurtubise with Aloha HP. Welcome.

Kathleen Hurtubise: Hello. And as we say in the islands, aloha.

Lee Kantor: Well, before we get too far into things, tell us about Aloha HP. How are you serving folks?

Kathleen Hurtubise: Thanks for asking. So, Aloha HP is short for Aloha Hospitality Professionals, and we are a unique staffing agency in the Islands of Hawaii and we service four major islands. And we focus on hospitality staffing, light industrial staffing, and administrative staffing. And we’re excited to be here and we’re excited to be of service to the people across the islands, mainly the Island of Oahu, Maui, the Big Island, and Hawaii.

Lee Kantor: Now, what’s your backstory? How did you get involved in this line of work? Can you share a little bit about your journey?

Kathleen Hurtubise: Sure. So, I am a serial entrepreneur who is surprised that I’m in that space. It was way back in 2003 that I started my first company, and it was really out of a passion to be of service. My first company was and still is an event logistics company, it’s called Gourmet Events Hawaii. And I started that company because I wanted people, businesses in particular, to have an experience in events that would really bring their brand and their mission to life. And that company did very well and continues to do well.

Kathleen Hurtubise: And as I grew that company, we started to accumulate scores of people to execute our events across the state. And then, by the time 2014, 2015 came along, we had over 100 people in our team, and they were temporary workers doing hospitality work. And at the same time, there was an opportunity to bid for $1 million plus contract at the Hawaii Convention Center to provide all of the staff for front of house events. And so, that had been a long term vision of mine to be of service not only in Hawaii, but globally. And so, we went in as an event logistics company and bid for this contract, and we won.

Kathleen Hurtubise: And that was super exciting, and at that time I thought, I think staffing companies win these types of contracts. And as a result of that, I diligently went and took the test, successfully passed it and got a license to be a staffing agency in Hawaii. So, it’s been since 2015 that I’ve had not only an event logistics company, but now Aloha HP as a staffing company that’s all about service first.

Kathleen Hurtubise: So, through our three verticals of hospitality, administration, and light industrial, we really put our people out in the field as exceptional human beings, service first, and learning the tasks of the trade secondarily. And that has really made a huge difference in the commitment, the reliability, and the vibrancy of our temp team members because they’re going in knowing that they’re going to be of service to these companies, first and foremost, and figure out what that task is secondly so that they’re not just cogs in the system.

Lee Kantor: Now, can you talk about when you’re in a staffing agency, like you are, it’s kind of a two sided marketplace, right? You need the staff. You need people to deploy when the need be. But you also need clients who need staff. So, you have to kind of have relationships with, I would imagine in your world, all the hospitality companies that need staff and then you also need kind of those workers that are the staff. How do you kind of marry both of those? Because each of those have different needs and you’re kind of helping connect them.

Kathleen Hurtubise: Yes. It’s a beautiful space to be in because you’re dealing with people on both sides of the equation. So, we have talent executives who work to connect with companies that need services as it relates to hospitality, admin, or light industrial. And then, we have our talent acquisition specialists that are sourcing, vetting, and placing our temp team members into those companies. So, we have two different functions, the account executive working with companies and then our talent acquisition specialists working with human beings that we are then sourcing, processing, bringing them into our company as a W-2 worker, and then deploying them out to the companies that need their services.

Lee Kantor: Now, how do you kind of build that culture that is kind of capturing that aloha spirit that you referred to?

Kathleen Hurtubise: Yeah. Well, we do it in a couple of different ways. The first is that the team that I bring on as full-time staff have to have that sense of aloha and really be that – one of our core values – best self through service. Best self through service, that’s really key. And so, when we bring in our full-time staff, we’re really vetting and interviewing them to make sure that they are a good match for our company.

Kathleen Hurtubise: We’re also entrepreneurial, which is a very unique kind of company. There’s only about 5 percent of the companies that are truly entrepreneurial out there, and I will raise my hand and say my company is one of those. And then, there’s a certain type of employee that’s going to be very excited about a dynamic environment like an entrepreneurial workspace. And so, it’s really important for us to get the full-time staff right to begin with.

Kathleen Hurtubise: And then, from there, when our talent acquisition specialists are sourcing and vetting and bringing onboard our temp team members, it’s really important that they are communicating what our culture is about. We live and breathe by the 10 Golden Rules of Aloha, which is a way of being that we’re showing up on time, that we’re working as team players, that we are understanding that we are being of service first in the activities that we’re doing, and it’s less about the task and more about the beingness.

Kathleen Hurtubise: So, as they bring them on and get them onboard with us, they then go through an Aloha Academy. And this is a proprietary academy that we have set up throughout the years that allows our temp team members to understand the basics of working in our company, our expectations, kind of the nuts and bolts, and then we go through the kind of culture piece, the 10 Golden Rules of Aloha.

Kathleen Hurtubise: We even have a whole person aspect to this academy, which is allowing them to kind of tap into themselves. We actually teach them how to breathe, and through that breathing, do meditation. And what’s really interesting about that is most people haven’t really experienced a deep breath or kind of a meditative moment. So, even if this is the first and last time in their life that they actually experience that, it’s an experience, I believe, that’s going to stay with them for some time.

Kathleen Hurtubise: And so, from the Aloha Academy, they take an evaluation. And once they have passed that evaluation, over 80 percent correct, and this is practical stuff, kind of philosophical stuff, then they will then be awarded with a certificate of completion from the Aloha Academy. And from there, they’re deployed to our clients.

Kathleen Hurtubise: And then, we’re staying in touch with our temp team members on a regular basis. Once a week we send them a Life Vitality Blog, which is allowing them to tap into ways that they can just kind of ground themselves, center themselves, and really work to be the best that they can be in the hopes and the desire that they are doing that very same thing for the companies that we’ve deployed them to.

Lee Kantor: Now, when you’re working with an individual, maybe this is their first temp opportunity, or maybe this is their kind of career, they’re just working temp because that works best for them, do you do any training to help them with those skills? I know you’re hiring more for attitude and enthusiasm and behavior first rather than the task they might be doing. But do you do also any training for certain skills if those are needed?

Kathleen Hurtubise: Yeah. So, a lot of our positions that we’re hiring for are entry level positions, entry level hospitality, entry level admin, and entry level light industrial. So, the clients that we are supporting are giving us the job description and we’re making sure that our temp team members match those basic skills that they need. And to your point, we’re also looking for attitude, for mindset in making that match. So, in terms of the skills, yes, we are interviewing them for that, assessing them to make sure that they’re a good match for our companies.

Lee Kantor: So, just from my understanding, like say, I’ve never been a waiter before, and then I come to you and you say, “Well, there’s an opportunity. You could be a waiter at this event. You know, you can be the one that hands out the hors d’oeuvres or something like that.” Somebody’s going to show me how to do that in a way that makes me a good employee for you?

Kathleen Hurtubise: Yes, that’s right. And that’s where our leadership comes into play. So, in those event spaces where we’re hiring people who might not have the skills, we have a strong stable of leaders we call captains, and they have a ratio of 1 to 10, so that we might have not ten people that our leader is managing, and perhaps three of them haven’t had the service experience, though they do have the right attitude and the right mindset. So, having that leader who has the skillset really locked down can train them on the job to make sure that they’re handing out the hors d’oeuvres or greeting people.

Kathleen Hurtubise: It’s not necessarily a skill that takes time to learn. It’s important, though, that the person that we’re bringing into our system has a growth mindset and is willing to learn on the job for those important tasks that just need clear direction, and that’s where our leadership comes in.

Lee Kantor: Now, let’s look at the other side of the coin. The person that’s hiring you, before they hire you, have they worked with other staffing agencies or did they try to do it themselves with their own employees? What is typically the opportunities you get?

Kathleen Hurtubise: Yeah, it’s a little bit of both. A lot of companies like to try to hire folks themselves. What we have found post-pandemic is that that activity is becoming more and more difficult. So, they have tried staffing agencies, perhaps ours or perhaps another one that might be maybe more like I have a national presence. What we have discovered from their feedback is that they like working with us because we see them and then they, therefore, see us as partners.

Kathleen Hurtubise: So, we have a very strong communication line that happens on a daily basis, definitely on a weekly basis, so that we’re checking in with them after the first day with our temp team members at their job to say, “Hey, how did it go from your perspective with the new member?” And then, we’re doing the same thing with our temp team members, checking in with them after their first day, just to make sure that we get the train on the tracks and everyone is aligned.

Kathleen Hurtubise: And then, once a week after that, we’re checking in with them, both the temp team member and them, to just make sure in that first month that it’s a really nice, smooth transition into that company. And that’s something that we find is unusual and that they appreciate working with us.

Kathleen Hurtubise: Another thing I just want to mention that we do is that we escort our temp team members to their job the first day. And that’s really important because we want to make sure that they have that point of contact, that they’re being introduced to them properly, that they know where to enter the building. All of those hiccups can really cause things to go a little sideways and we want to make sure that that first day is the most, you know, positive and forward situation for both our temp team members and our clients.

Lee Kantor: Now, has there been an event or an opportunity that your firm has had that was memorable or that you’d like to share or talk about?

Kathleen Hurtubise: An event that was memorable?

Lee Kantor: Because your business has grown so much and has evolved over the years, has there been anything that stood out that you’re like, “Wow. We really made it. We’re at this event” or “We’ve come a long way.”

Kathleen Hurtubise: You know, I have this philosophy that we’re as good as our last event, if we’re talking about events, or we’re as good as yesterday. I’m just of that philosophy that clients are clients and everyone is important.

Kathleen Hurtubise: So, yes, we’ve done some really big events for former presidents, for large, thousands of clients from around the world. And I really have this philosophy that we’re putting our best foot forward every day, whether we’re deploying one person to a company or we have, you know, 200 people, 200 of our temp team members at an event executing something for a couple thousand people.

Lee Kantor: Now, you mentioned kind of this culture and community that you’re trying to build with your workforce. Is there any advice you can give when you’re trying to build out this culture of service that you have, that you’ve learned that you could share with our listeners?

Kathleen Hurtubise: Well, I would say my experience, especially post-pandemic, is that people who are in – and I can only speak from my experience – entry level positions, I feel there that’s a place where we’re having a hard time finding people and keeping people. And our experience has been people want to have an experience at work that’s more than just coming in, clocking in, and clocking out. And we find that when we build connection with them, that they know that they have us to rely on to come back to, to answer questions or even get inspiration and ideas of how they can have a more enriching life.

Kathleen Hurtubise: You know, people coming into those entry level positions might not have that available in their life, so there’s this extra sense of terror, I feel, as a staffing agency we’re giving them. And that they are seeing that there’s greater meaning than just going in to a company that we’ve put them in, clocking in, and clocking out, and getting a paycheck. I feel like there’s a desire post-pandemic to have greater meaning in what we’re doing, whether it’s work or personal stuff, just a deeper sense of purpose.

Lee Kantor: Yeah, I think people are really looking for those type of opportunities. It isn’t just showing up and getting paid and punching a clock and leaving. People want to be part of something bigger than themselves.

Kathleen Hurtubise: Yeah, totally. And I’d say, you know, that could be a bit cliche. I get it. And I say more than ever, people are desiring that. And if my company can help to cause that to be a little bit more real, instead of just a saying, I’m all for that because I want to wake up knowing that I’m contributing to something greater than myself for sure.

Lee Kantor: Now, can you talk a little bit about why it was important for you and your firm to be part of WBEC-West?

Kathleen Hurtubise: Yeah. Well, one, I’m just really thrilled to be a female entrepreneur. And I think it’s really important to be aligned with an organization that is all about empowering and educating and helping women who are in business to really spiral up, so that, first and foremost, is why I’m excited. I’m proud to put the certificate and the logo on our signature so that when people are choosing our staffing agency, they’re choosing us because of our service, and our commitment, and our ability to deliver. And then, I’d also like to say that they might feel very extra glad that they chose us because they know that it’s a woman-run and woman-owned business.

Lee Kantor: So, what do you need more of? How can we help you? Like, who’s your ideal client?

Kathleen Hurtubise: Well, our ideal client are companies that are in hospitality. We find ourselves in catering companies, hotels, restaurants, and senior living facilities. Those are some key areas. In terms of admin because it’s entry level, we do call centers, receptionists. And then, light industrial, we’re doing a lot of cleanup, like construction sites, demolitions and such. So, if you have listeners out there who need those types of services, we’d love to hear from them.

Kathleen Hurtubise: We are in the Islands of Hawaii at this moment, and then my vision is for us to be expanding to markets in the Mainland, specifically Texas, Arizona, and Florida within the next three years. So, look out for us on the Mainland and we’re definitely bringing the spirit of aloha with us.

Lee Kantor: And if somebody wants to connect with you and learn more about your team and your firm, what’s the website? What’s the best way to connect?

Kathleen Hurtubise: Best way to connect is www.alohahp.com. Again, the website is alohahp.com. And they can also reach me at kat, K-A-T, @alohahp.com.

Lee Kantor: Well, Kat, thank you so much for sharing your story today. You’re doing such important work and we appreciate you.

Kathleen Hurtubise: Lee, thank you so much. It was such a pleasure.

Lee Kantor: All right. This is Lee Kantor. We’ll see you all next time on Women In Motion.

 

Tagged With: AlohaHP

Keith A. Cothroll – Tax Attorney

July 17, 2024 by angishields

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Keith-CothrollKeith A. Cothroll is a seasoned tax attorney with over fifteen years of experience, specializing in defending individuals and corporations in IRS audits and collection procedures.

A native of El Paso, Texas, he earned his Political Science degree from the University of Texas at Arlington and his Doctorate of Jurisprudence from South Texas College of Law in 2005.

Mr. Cothroll’s expertise spans individual, corporate, and employment taxes, with extensive litigation experience before the US Tax Court in Houston, Texas. He also handles property tax, multistate, and bankruptcy matters.

An active lecturer, he frequently speaks on tax and business topics at various seminars and organizations. He is currently writing a book titled “Demystifying the IRS.”

Keith resides with his wife Michelle and their fourteen-year-old daughter, Brooklyn.

Connect with Keith on LinkedIn and Facebook.

Transcript-iconThis transcript is machine transcribed by Sonix.

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX studios in Houston, Texas. It’s time for Houston Business Radio. Now, here’s your host.

Trisha Stetzel: Hello, Houston. Trisha Stetzel here bringing you another episode of Houston Business Radio. Really excited to have a friend here. We were just reflecting on how long we’ve known each other. It’s been years, and we continue to interface with each other in different functions. And so glad to have Keith Cottrell on with me today. He is a tax attorney in the law office or, excuse me, the law firm of Keith A. Cothroll . He’s a native Texan who grew up in El Paso, Texas, attended the University of Texas at Arlington. I know hook em horns, right? For those of you who are out there, no gig arms here. Uh, where? He majored in political science. Mr. Cottrell graduated with a doctorate of jurisprudence from South Texas College of Law in 2005. He’s worked over 15 years as a tax controversy attorney, defending individual corporations in IRS audits and collection procedures throughout the country. And we’re going to talk in more detail. But welcome to the show, Keith. So glad to have you. I’d like to just jump right into the middle of this and really have you talk about who you are, what makes you unique, and why in the world are you a tax attorney?

Keith A. Cothroll : I started off at a law school doing criminal law and family law, and I got tired of putting people on the streets ahead of business, being on the streets and giving kids to parents who needed a to to to relax and take a parenting class and, and and learn how to be a better co-parent. So after doing that for a couple of years, I said, hey, a friend of mine said, I need some help with IRS audits. And I said, I don’t know anything about that. Taxes are confusing to me. She says, you’ll learn. And so I did, and I was blessed to have a really good, um, mentor client, Miller, who really taught me the ropes as to what I needed to do and how things worked in the in the tax field and the controversy field, and and really from there, all of it forward. Um, I like taxes because it’s just money. And yes, it can be frustrating and scary when the IRS comes knocking on your door, but they just want your money and it unless you do something to go to jail, you’re not going to jail. So, uh, what? Let’s let’s talk about it and figure it out and get you going on the right path. Yeah.

Trisha Stetzel: All right. So accidentally fell into this, uh, profession. All right, that’s a good story, I like it. Um, why don’t we talk then a little bit, Keith, about how you market your business is. I think there’s a really cool video out there. You and I were talking about this before we started recording. Um, just rolling back into. In your industry, when it comes to marketing your business, you can’t just cold call people. It’s not allowed. It’s against the law. So in the type of industry that you’re in, how do you market your business to the right clients?

Keith A. Cothroll : Yes. So the way I do it in a few ways, I think what’s really important in my business and other businesses potentially as well, really everyone is. You got to find out who your best referral partners are because that’s where you really that’s where the rubber to, to use the cliche, the rubber meets the road in a lot of ways is if you find out these are the people who are going to have access to the people that you need, that are going to be able, that you’re going to be able to help. So for me, that’s bookkeepers, that’s CPAs. It’s accounting firms, other attorneys. And so when I get to have relationships with them, then they know, hey, I’ve got someone that when my client has a problem, then I can send them over to Keith and he’s going to take care of them. Uh, so that’s a really large part of my marketing tools. I’m involved in various organizations as well. And, you know, one that that we’re part of together. And what I really like about those organizations is they did teach you how to network when you’re doing one to ones with people. So it’s really, I think when I first started thinking about being a business owner, is I talked more about myself than I asking questions about what they did. So that’s really good as any business owner, and this is for anyone that’s listening, is when you’re going out there and you’re meeting these people that you’re trying to connect with, make it about them almost as much, almost more than it is about you. And so that’s really going to help build that rapport so that they feel like this person isn’t talking to me just because they want my business.

Keith A. Cothroll : They they really want to have a relationship here. Um, so that’s part of it. And then, you know, you’re I don’t really do the, the meets and greets networking too much anymore, as I used to. Um, I don’t have time having, uh, two girls and and a teenage daughter who, uh, any free moment I have, I’m over at target and getting whatever she needs, so it’s whatever important, uh, thing that she’ll die if she doesn’t have it right now type of thing. So, um, and then as far as the commercial, uh, that’s my next stage. And this year was, you know, people always ask me, well, what do you do for a living? Well, I fight the IRS, and I even last year wore my my logo to an IRS conference. And he looked at me kind of funny. I said, it’s just marketing. Don’t worry about it. But um, but anyway, you know, I, I tell people I fight the IRS, so start off as saying it. And then it went to having little boxing gloves, dress balls that that had a, you know, the IRS on it to other merchandise to my newest thing, which was a commercial in which I’m knocking out a 300 pound super muscular IRS agent and saying, don’t be afraid of them. It’s I’ll take care of you. So, um, very much in a comical sort of, uh, nod to, uh, personal injury attorneys in their commercials and doing the same thing with, with with tax.

Trisha Stetzel: I love that. I feel like as many years as I’ve known you, I see you as a real thought leader in this marketing space that you’re in. You mentioned that you love to connect with CPAs and bookkeepers and other attorneys. Some might listen to this and think, well, why in the world would an attorney who’s in the tax base want to connect with people who may be doing that work already? Can you describe the difference between the relationships that you build with people doing that specific business and what you focus on key?

Keith A. Cothroll : Sure. So from a CPA perspective, some will want to do what I do, but a lot of them don’t because it’s just a lot of paperwork, a lot of time, and they can spend their time doing things that they want to do. So it’s just a matter of a a bandwidth for them. They’d rather someone else do it. Um, there are certain tax attorneys that I work with as well. And so they’re better at certain things where there might be international tax, which I don’t do, or partnership tax, which I don’t do. And but they don’t want to mess with the stuff that I do. So it works that way. So a lot of where there can be overlap but it still works is because I take a piece of what they don’t want to do from their, uh, from their caseload. And it just it just works out. And I, I give them tax returns or something like that or other things that I can’t do and disclose vice versa.

Trisha Stetzel: Yeah. That’s fantastic. You get to do what you like, they get to do what they like, and the client is happy. Right? That’s really. Absolutely. Uh, I’d like to draw all the listeners attention to your social pages, because another space where I find you to be a thought leader is you started doing videos a long time ago and providing value. It was just what you were talking about, right? It’s less talking about us and what we do and what we have to offer, and more about providing value to the people that we want to serve. And I think you do a fantastic job at that. So anybody who’s listening go out to Keith’s social channels, those are in the show notes. So it’ll be real easy for you to click out there and find those and take a look. And I think his boxing commercial is out there too, so you can take a look at that. Uh, all right. On a serious note, Keith, uh, are there any tax law updates that we should get out to the audience? Speaking of value.

Keith A. Cothroll : So start off with somewhat tax law, but it’s really corporate transparency act. So there is we have until January 1st to next year. If you’re an LLC partnership corporation S Corp, really anything that is not already heavily regulated like a bank or a broker or something like that, there is some there is some courts out there that are kind of going back and forth where, you know, they’re trying to say, well, we’re there’s some cases out there where they’re trying to get rid of the requirement. But um, for right now through FinCEN, you’re going to want to file your beneficial ownership statement if you’re at least 25% beneficial owner of any of those entities that I mentioned. So that’s kind of a general thing. Of course, you have your employee retention credits. Uh, just came out as as before we got started. I got something today in which the IRS is going to send thousands of letters out to you if you did an employee retention credit, and especially if you did it from a promoter and you didn’t do it through a CPA and you didn’t do it through a tax professional, you’re probably going to get a letter for it. And there were some programs in which they were allowed. They’re going to allow you to kind of back out of some of that, but a lot of that since retired. So now you if you get the letter, then you’re going to have to deal with that audit. Uh, there’s been some other things as well that have come up. Uh, there’s been a lot of promoters that have tried to attack people in different ways.

Keith A. Cothroll : They’ve attacked high net worth individuals by doing some charitable contributions and art donations that just aren’t quite what you’re allowed to do through, uh, through trusts and other ways. So if you get a promoter trying to do an art donation, you know you want to be really leery of that. If anybody comes to you trying to do wellness credits or gym memberships and nutritional supplements, that’s not a real thing. Fuel tax credits when you don’t have a semi-truck or a farm is not a real. It works for those people to work for you. Um, something to get all the time, which is if you get a letter from the tax and authority, uh, any taxing authority saying that they’re going to put you in jail, then you could throw that letter away unless it comes from the IRS directly or from the comptroller or whatever state you’re in the Department of Revenue. Otherwise, you can throw them away. And then, uh, the other things that are coming up is a large partnership. Audits is a really big deal. Now, the IRS is really going after those large partnerships. Um, and anyone that’s making over $425,000. So that’s if you’re in that bracket, you can expect to get a lot more, um, flack from the IRS. And I’m even getting a lot more audits. I’m getting a lot more revenue officers calling even on small balances or $50,000 or less. So there’s just a lot going out there. Um, we were we were looking to see what was going to happen once they hired a bunch of people, and now we’re starting to see what’s actually happening, so.

Trisha Stetzel: Okay. Yeah. Uh. Very interesting. So if any of you heard something that sounds interesting, you need somebody like Keith to navigate the waters for you. I’m just saying, if you don’t already have a good CPA or a tax person, then Keith is your guy. Everybody needs one.

Keith A. Cothroll : Absolutely.

Trisha Stetzel: Yeah. Uh. All right. Let’s. This is an interesting one, Keith. Uh, tales from the Tech’s crypt. What can you tell us? Give us a story.

Keith A. Cothroll : All right, so I started using that in all my presentations that I do. Um, just as a little aside, not not really to fill in space, but just to let people know people always want to hear stories. Uh, the most recent one. I’ve got a couple going on right now. Uh, one is against a large tax preparation firm in which, um, we are arguing over whether or not my client has materially participated in the business. And as a matter of six figures of about $160,000. Whether we get that refunded to us, if we’re right, we have to pay it. If, uh, if we’re wrong, uh, another one I’ve got going on right now is, um, a client who, uh, is a out of state, uh, real estate investor and got his property taken into tax sale. And so now we’re we’re going to be able to back out probably that tax sale. But they they basically sued the wrong person, the taxing authorities. And so we’re working on getting all that straightened out. And it’s been you know, it’s already been picked up by, uh, by another buyer. That’s kind of a mess. The one that I really like to talk about. And he tells him the tax script in the last one I’ll talk about is why it’s so important to have me on your side. So I had a local realtor. She got audited at $28,000 a mile because realtors drive a lot, and they. And she was a high volume person, so she was all over the city showing houses, driving around, doing open houses.

Keith A. Cothroll : So we showed them. We showed the auditor, the revenue agent, the entire calendar and about a quarter of the listings. And he denied the whole thing. And I said, well, why are you denying it? We gave you the calendar. We gave you. We have all the listings. We just want to show you another 500 pages. Well, I just don’t think there’s enough here. And I said, well, what about the Cohen rule? It’s like, what’s that? I said, it’s your rule. And so you ought to know what it is. And, uh, he said, basically, in a nutshell, it says that if you present enough information to the IRS and if you don’t have 100% of it, though, they should give you all of it. It’s an oversimplified but that’s really, you know, what the rule is. And so he said, well, let me talk to my supervisor in the next day. I said, okay, you can have it. Well, if I wasn’t there, then that $28,000 would have been a taxable event to that client. So that’s really where I come in, in what I do for a living on the day to day is, you know, if you if you’ve got a collection matter, we we you pay what you can afford to pay. If you’re being examined, you pay what you if you’ve been audited, you’re probably going to pay something, but you’re not going to pay more than you’re supposed to. So that’s really where I add a lot of value to people.

Trisha Stetzel: Yeah, man, we all need you on our side. So many stories and so many things. So as we finish up today, Keith, um, tell me. Well, if somebody’s listening and they have a thing that they have a question about, could they call you like, what is that thing? So we’ve got a letter from the IRS. I get that, I get a letter from the IRS. I need to call Keith. What are the other reasons why I might engage you.

Keith A. Cothroll : With the IRS? And I guess I should mention property taxes as well, because I do that too. But you’re going to call me really, if it’s something that your CPA doesn’t know and it’s something that is a specific tax issue that’s legal, what is it called say about it? And that’s that’s really where I get into the black white letter of the tax law and what you can and can’t do. Um, so that’s where I can help out, whether it’s crypto question or it’s, um, a matter of how do I how do I do something, then, you know, that’s that’s where I can come in. So where your CPA may not know the answer, I may, I probably do, and then I can help you out in that.

Trisha Stetzel: So I love that. And oh, by the way, for the listeners, uh, Keith also likes to meet CPAs and bookkeepers and other attorneys and just saying yes.

Keith A. Cothroll : Thank you.

Trisha Stetzel: Absolutely. Keith, thank you so much for being on the show today. Anything else that you’d like folks to know? And please make sure you tell us the best way to contact you.

Keith A. Cothroll : Yes. Um, that’s and I appreciate, uh, being on this Houston Business Radio podcast with you as well. Tricia, thank you for your time and always glad to share. You know what I, what I do with with others and in your audience. And I think the easiest way to reach out to me is 832402 4440. I can say my email. It’s basically the first initial of my name, my last name at law, which is c o t h law.com.

Trisha Stetzel: Fantastic. Thanks, Keith. I’ll make sure that’s in the show notes as well so folks can find you very quickly. Again, I appreciate you being here. Uh, it’s been a pleasure getting to play on the podcast or on the show today with you. And I know that we’ll interact in some form over the next several months, because we always seem to run into each other after all.

Keith A. Cothroll : Yes, absolutely. Yeah.

Trisha Stetzel: All right. That’s all the time we have for today’s show. Join us next time for another exciting episode of Houston Business Radio. Until then, stay tuned, stay inspired, and keep thriving in the Houston business community.

BRX Pro Tip: Another Sales Tip from Bob Moesta

July 17, 2024 by angishields

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BRX Pro Tips
BRX Pro Tip: Another Sales Tip from Bob Moesta
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BRX Pro Tip: Another Sales Tip from Bob Moesta

Stone Payton: Welcome back to Business RadioX Pro Tips. Stone Payton, Lee Kantor here with you. Lee, I understand you’ve come across another sales tip from Bob Moesta.

Lee Kantor: Yeah, he’s one of my favorite salespeople and he has the book Demand-Side Sales. That’s kind of a go-to for me. And this is his success principle, number one. And I think it’s important to remember that people buy for their own reasons. It’s important to remember it’s more about helping your prospect make progress in the pursuit of solving their problem or achieving their goal than it is about your product or service or whatever it is you’re selling.

Lee Kantor: So, your job as a salesperson is to just help your prospect make progress on their own terms. It’s really not about what you’re selling. It’s definitely not about you making money. He says that approaching sales from this mindset will set you apart as a great salesperson. You’re going to sell more and feel less icky about it because all you’re focusing in on is helping someone get what they want.

Lee Kantor: And if it’s with you, great. If it’s not with you, that’s okay too. Ultimately, you want the person to get the outcome they desire and you want to help them do that, whether it’s through your product or service or if it’s with somebody else’s. Either way, this is going to be a good relationship for you to have, because if you focus in on the relationship part, the sales is going to happen. Maybe not today, but at some point, it will because they’re going to know you are an honest broker and a trusted partner with them.

Hawaii WBE Feature: iQ 360 & Communication Consulting

July 16, 2024 by angishields

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Women in Motion
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In this episode of Women in Motion, Lee Kantor interviews Lori Teranishi, founder of iQ 360. They discuss the critical role of having a clear mission and values in guiding business decisions and the challenges of maintaining a strong company culture as it grows. Lori highlights the importance of being part of a community of women entrepreneurs.

Lori-TeranishiLori Teranishi is the founder and CEO of iQ 360, a certified woman- and minority-owned communications consultancy that helps organizations manage major change initiatives, protect their reputations, and advance their sustainability agendas.

iQ 360 is comprised of a diverse group of consultants headquartered in Honolulu with teams in San Francisco, New York and Washington, DC. The firm has been recognized with a variety of national communications awards, including being named to the 2024 PRNEWS Agency Elite Top 100 list.

Lori provides strategic communications counsel to global corporations, nonprofits and government agencies. She combines her operating experience managing large-scale P&Ls with her track record of executing communications campaigns that advance her clients’ business goals. She is frequently called upon for strategic planning, positioning, stakeholder relations, crisis response, change management and risk mitigation.

Before establishing iQ 360, Lori was vice president of product development at Visa, managing the P&L for a $50 million business unit. She was also chief of staff to the chief operating officer, where she instituted an enterprise-wide business planning process and managed corporate strategy. iQ360-logo

Prior to these roles, she headed a variety of communications roles, which spanned product, technology and CEO communications. She holds bachelor’s degrees in mass communications and political science from the University of Utah and an MBA from the University of San Francisco.

She is the board chair of the Girl Scouts of Hawai‘i and a Trustee with the University of Hawai‘i Foundation. She was a delegate for the U.S. Japan Council’s 2023 Japanese American Leadership Delegation and was named a Ragan’s PR Daily Top Women in Communication in 2020.

Connect with Lori on LinkedIn.

Music Provided by M PATH MUSIC

Transcript-iconThis transcript is machine transcribed by Sonix

 

TRANSCRIPT

Intro: Broadcasting live from the Business RadioX Studios, it’s time for Women In Motion. Brought to you by WBEC-West. Join forces. Succeed together. Now, here’s your host.

Lee Kantor: Lee Kantor here, another episode of Women In Motion and this is going to be a good one. But before we get started, it’s important to recognize our sponsor, WBEC-West. Without them, we couldn’t be sharing these important stories. And this month we’re spotlighting WBEs from Hawaii, and we have Lori Teranishi with iQ 360. Welcome.

Lori Teranishi: Hi. Thanks for having me, Lee.

Lee Kantor: I am so excited to learn what you’re up to. Tell us about iQ 360.

Lori Teranishi: We are a sort of a unique entity in our field, where we like to think of ourselves as a mix of a business advisory firm and communications consulting, which is a little unusual in our industry. We’re not a traditional sort of PR firm. We have a number of consultants who have been chief communications officers in corporations, as well as a number of MBAs, attorneys, former product managers. And this is unusual in our field, but it also gives us the experience of track record to manage complex crises, litigation, mergers and acquisitions, labor issues, and large scale sort of organizational transformations. So we find ourselves often advising on strategy and operations as well as communications in these situations because the way we communicate to multiple stakeholders often involves making business decisions.

Lee Kantor: So what usually comes first?

Lori Teranishi: We always start with – we start with the company’s values actually in any situation, especially in a complex crisis, or if you’re embarking on a major change or if you’re getting a threat from an activist or, you know, someone who wants the company to pursue a certain policy. You know, it’s always important that a company have its purpose and values laid out so that that becomes its North Star and its guiding sort of force. And all business decisions sort of emanate from that. And then you can decide how you communicate. But you have to decide on what your actions are and then communicate as opposed to having the communications be the veneer or the window dressing.

Lee Kantor: Now, in the companies you work with, do you find that a lot of people might have a North Star on a mission statement or somewhere, but it isn’t maybe reality anymore? Maybe it was what they thought they should be when they started. And now over the years, they’ve kind of migrated to a different position in some of these kind of true north places.

Lori Teranishi: We – I see that quite a bit, actually. You know, in a prior life, I spent most of my career in communications, but I also spent time as chief of staff to Visa, where that was the company, the payment company I was working at. I was chief of staff to our chief operating officer and managed large parts of corporate strategy. And what we – first of all, strategy is very important. It’s something that needs to be revisited often. And we do see in our consulting practice today a lot of companies that create a mission statement or vision statement and it sits on a shelf. Same with a strategic plan, sits on a shelf.

Lori Teranishi: And, you know, because the world is changing so quickly, I think Accenture put out a report earlier this year that, you know, said the pace of change has accelerated by just orders of magnitude. So because things the world is changing, business is changing, it’s no longer enough to write a strategic plan and just keep it for, you know, five years and not change it or not revisit your mission or vision because companies have to be more adept, more flexible, more agile than they ever, ever have been.

Lori Teranishi: So we do see that. And I always encourage our clients to try to really look at their plans. I have a strategic plan for iQ. I look at it every quarter and we measure – you know, we measure where we are against our goals.

Lee Kantor: Now, is it possible for organizations, big or small, to have a one true north that is kind of like you said, their North Star, that this is how we make decisions, are all going to be based upon this? I remember reading many years ago about Southwest in the early days when somebody would come to them with an idea, they’d go, does this help us be the, you know, the low cost airline? And it was yes or no. If it did, then they would consider it. If they didn’t, they wouldn’t consider it like it was simple.

Lee Kantor: But do – is it possible nowadays, like you mentioned, with the advent of so much technological change, so much market change and all of the chaos that seems to be surrounding businesses of all sizes, is it possible to have that one North Star?

Lori Teranishi: I think it is. I think it’s more important than ever as the world has gotten more complex. I think we need, you know, more simple, more simple purpose or statement of vision. And I understand what you’re saying, Lee, because, you know, within one company there can be many divisions, sometimes with competing interests. But we have – you know, in addition to the complexity of the world, businesses have a complexity of stakeholders that they manage.

Lori Teranishi: It used to be that, for example, publicly traded companies really had an overwhelming focus on investors. But today, you cannot run a high-performing organization without considering employees, regulators, you know, your supply chain, your business partners, you know, even activists that oppose you, as well as investors and, you know, many other stakeholders.

Lori Teranishi: So in that kind of complex environment, where you’re you’re trying to sort of satisfy the needs – oh, I didn’t even mention customers. That’s a big one, too. If you’re trying to balance all of these needs and how do you do that, you have to have this North Star. So you have a litmus test, you know, especially when you’re being asked to do difficult – make difficult decisions where there are trade offs between those different stakeholders. And so company has to go back to what are its values and its purpose or mission to do that. And it seems it is difficult for companies to navigate that today. But if you don’t have that, then you can run the risk of getting pulled in many directions and not being able to have, you know, something that you stand for, that you can give a rationale for why you made that decision.

Lee Kantor: Now, is there any exercises or advice you can give an organization that maybe they can do right now, that maybe a listener to this show about either defining clearly what their North star is, or to get back on track towards it?

Lori Teranishi: Yeah. I mean, I think that it’s important to get all of, you know, get input from many people and including employees, maybe even some external people, your business partners, your customers. And if you feel as a company or organization that you’ve lost your way, you know, you have to start with defining what your mission is and then your values.

Lori Teranishi: And we actually help companies quite a bit do that. They’ll come to us and say, we have a problem. You know, we have a communications problem. People don’t understand what we’re doing in this area, or we’re getting a lot of lawsuits and we’re just, you know, for some reason this is happening and we go back to a lot of times while there are other presenting problems, the problem is that, you know, they don’t have the right strategy. You know, it’s a business problem, not just a communications problem, because the communication – you know, a lot of times people think it’s communications, but it’s a larger problem.

Lori Teranishi: So going back to your question, Lee, I think it is important to get a cross section of stakeholders to help identify and go back – sometimes go back to your roots. Why did you start the company and, you know, what’s changed, and try to determine if the mission or parts of the mission are still valid or not. And ask, you know – your values usually don’t change too much. But as you grow, you know, you might be servicing different parts of the marketplace and some of your values might even need to be adjusted or you become – you started in one region and you become global and your values have to resonate with a larger base of people. So, you know, there are always adjustments that have to be made, a regular.

Lee Kantor: I would imagine that if you poll your people at all levels of your organization and they’re having different definitions of what your purpose and your true north are, that’s probably a good time to call iQ 360 to get everybody on the same page.

Lori Teranishi: I mean, we would be happy to help. Sometimes it is good to have a third party because, you know, well, first of all, we do this kind of work a lot, but also having a third party that is sort of apart from the organization, you can get a more unbiased view of things and also people tend – this is why I see so many corporate strategies or this mission and vision work not being done because there’s – especially as a business owner, I understand every day you get pulled in so many different directions that it’s easy to just put this aside. So, sometimes when you hire an outside firm, right, you’re paying them so there’s a reason to try to prioritize the work and they can push it along.

Lee Kantor: Right. But I would think this is foundational work. Like, this is one of those things that aren’t a nice to have. This is a must have. You have to have everybody on the same page understanding what the mission is and how we do things and what the culture is. And if you don’t and you have, you know, slowly deteriorating different ways or different values get kind of shifted or adjusted based on the personality of that person that’s in charge, that’s where real problems can occur.

Lori Teranishi: You know, Lee, I couldn’t have said it better myself. I agree with you. And I think that this is something that many, many businesses don’t do regularly, or they have a mission, a vision and values, and they have a strategic plan. So it’s almost like the mentality is, well, check that box, it’s done. But if no one is using the strategic plan, if no one is embracing the values and living the values and it’s not front of mind and not being used to guide business decisions, then what good is it really? Right?

Lori Teranishi: So, this is not something that I believe leaders should just treat as a checkbox. I really believe if more leaders, you know, did the hard work – it’s also hard work. And people don’t like to do this because it’s also not numbers driven all the time. And it’s you have to sort of embrace your whole brain, your left brain and your right brain. And so, that exercise is uncomfortable to some people. It’s in a gray area. And not all business people like that. But, you know, it’s critically important if you want to drive your business forward and, you know, to grow your business and to make sure that you keep everyone focused on your goals.

Lori Teranishi: And also that you mentioned culturally that your culture is one that’s a happy, healthy, vibrant culture. If you are not, as a business leader, paying attention to your mission, vision and values and your culture, there’s no way you can be a high-performing company. So that is something that, although it’s hard work, if every business devoted time and energy to it, I think we would see, you know, better workplaces and better society in general.

Lee Kantor: Yeah, I agree 100%. I think this is one of those areas, especially in fast growing organizations, that they don’t prioritize, and it’s to their detriment in the long run because at first if you’re a small growing company and you know everybody and you know every hire, you know, the values and culture kind of gets communicated. But as you grow and especially like you were talking about multinational or global organizations, it gets so diluted that the people that are the boots on the ground sometimes don’t even know what the business really is about. You know, the culture didn’t kind of get disseminated all the way through to the bottom.

Lori Teranishi: Yeah. And it’s something that as business leaders we all have to reinforce every day. We have to train. You know, it’s one thing, as you said, Lee, when you start a company – I’m a founder, I’m the founder of iQ 360. And you’re right, when I first started the firm, I could talk to everyone in the company every day. But as you grow, you have to train your leaders to talk about the culture, to talk about the vision and values. And that’s another area where we see a lot of organizations could do better at.

Lori Teranishi: And even if you have this high-level vision and mission and you’re in a country that’s not, you know, in the headquarters country, you know, you as a leader it’s incumbent upon you to translate what all that means for your employees in that country. But then a lot of times, the companies don’t train the leaders to be able to do that. They have to have toolkits and they have to have direction and help to navigate that and to be good communicators and stewards of that vision and that culture.

Lori Teranishi: So, you know, it’s a lot to do. And I know everybody’s busy and they’re trying to make money and manage all these other risks. But really keeping your employees focused and really aligned with the culture is probably the most important thing you as a leader can do.

Lee Kantor: Yeah. And culture is one of those things where it’s going to happen whether you’re mindful or proactive about it or not so you might as well be mindful and proactive about it.

Lori Teranishi: I agree with you. It’s something that I think because of the change that we mentioned earlier, we talked about earlier, Lee, that I think culture and alignment on values and vision is going to become even more important because the world is going to be changing.

Lori Teranishi: I talk a lot about VUCA, the how we’ve shifted into a VUCA world. That’s not a new term. I think it was, you know, popularized, like, 20 years ago. But if you’re not familiar with the term, it stands for volatility, uncertainty, complexity and ambiguity. And in a VUCA world, everything’s happening faster with the greater sense of uncertainty.

Lori Teranishi: And so what I believe is required of leaders in this environment is, you know, as we shift from a world where the value of companies was determined by hard assets, like the number of factories you owned or the acres of land, in the digital world, human capital is the focus, and managing risk and reputation against multiple stakeholders is critically important. So that means as a leader, you have to think multi-dimensionally as I was mentioning across a number of stakeholder groups, and what these stakeholders perceive about you and your business is as critical as what they think about your products and services.

Lori Teranishi: So, you know, in that world, a stock price can plummet on a rumor. Your executive can be removed because he or she makes a careless remark. And in the younger generations, because of their changing values, you know what they expect from employers and brands are becoming as important as our sales growth or, you know, our products. So it’s just a different world. It’s really requiring so much more of leaders. But this is the world we live in. So we have to focus on culture and mission as leaders because we have to align everyone in this really confusing and complex world.

Lee Kantor: Yeah, especially in this competitive kind of search for talent. I mean, people quit bosses. They don’t quit companies. So everybody really has to be aligned.

Lori Teranishi: Yeah. I want to write a book with you, Lee, because everything you say, I just feel is right in my heart. And I think that – you know, you’re right. I mean, people, there are much higher expectations of brands and employers than ever before. And there’s more transparency. So you can’t just tell people what you’re doing, tell them you’re doing this or that. They’re watching your actions every day. And these are your employees, too. And they want to work for brands and companies that are authentic and that operate in the right ways. So there’s higher standards across the board for all leaders.

Lee Kantor: Now, why was it important for you and your firm to be part of WBEC-West?

Lori Teranishi: You know, as a woman-owned and minority-owned company, I feel that we need to try to, you know, be part of a community of Women Business Owners. And I’ve, you know, learned a lot from just interacting with the content. It’s nice to be part of a community of other women. It’s very lonely at times, being a founder and running a business. I had no idea how hard it would be to run a business. I mean, I do love it, but it’s not without its challenges. So having a community of other women entrepreneurs who are experiencing some of the same things is very comforting. And it’s an environment, an ecosystem in which, you know, I can learn from others. So it’s been a real benefit and a value to me.

Lee Kantor: Now, do you have an ideal customer? Is there a niche or a kind of a sweet spot for your firm?

Lori Teranishi: We tend to work with companies that allow us to interact with the highest levels of the organization. We are typically brought in by the C-suite or by boards to help them tackle big problems or big initiatives. So we tend to work with companies who really value communications performed at a strategic level. So in other words, we don’t, we’re not sort of developers of content or necessarily just launching new products. We come in where there are sort of bet the farm issues at stake, or a company wants to make a big transformation or transform their culture. We talked about that.

Lori Teranishi: So that those are the types of of companies we work for. They don’t have to be multinational companies. They can be smaller companies. But the reason why they hire us is we have a lot of people that have sat in their seats on the corporate side who managed large global corporate communications, functions or who are otherwise in situations in corporations so that we can advise at that level.

Lee Kantor: So what do you need more of? How can we help? Do you need more talent? Do you need more clients? What do you need?

Lori Teranishi: Both. I want to be greedy today. I think that we – you know, there’s – we are always looking for talent. We believe people are our greatest asset. And we – you know, I have this – the reason I started iQ 360 is I really believe communication is one of the most powerful tools that an organization has in its toolkit.

Lori Teranishi: And the way that we practice communications, I believe, is sort of game changing for companies. We’re not just there existing to help make the company look good. We are asking the kinds of questions that oftentimes help our clients to change the way they act and have changed policy. And so, you know, I really would like to continue on this journey and continue to advance my profession and make our profession a lot more integrated with the business.

Lee Kantor: So if somebody wants to learn more, have a more substantive conversation with you or somebody on the team, what’s the website?

Lori Teranishi: It’s www.iq360inc.com.

Lee Kantor: And that’s the letters I and Q; the numbers three, six, zero; and the letters I-N-C dot com.

Lori Teranishi: Correct.

Lee Kantor: That’s us. Well, Lori, thank you so much for sharing your story today. You’re doing such important work and we appreciate you.

Lori Teranishi: Thank you, Lee, for this opportunity. It was wonderful to talk to you.

Lee Kantor: All right. This is Lee Kantor. We’ll see you all next time on Women In Motion.

 

Tagged With: iQ 360

BRX Pro Tip: Bill Gates Recommends This Book

July 16, 2024 by angishields

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BRX Pro Tips
BRX Pro Tip: Bill Gates Recommends This Book
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BRX Pro Tip: Bill Gates Recommends This Book

Stone Payton: And we are back with Business RadioX Pro Tips. Lee Kantor, Stone Payton here with you. Lee, you’ve come across a book that is highly recommended by someone, some of us have heard of a guy by the name of Bill Gates.

Lee Kantor: Yeah, Bill Gates reads tons. And every year, maybe even every few months, he puts out a book list of highly recommended books. And this one was his must-read book of the summer. It’s from David Brooks, who is a New York Times columnist, and he wrote the book How to Know a Person: The Art of Seeing Others Deeply and Being Deeply Seen. Bill Gates says that this book is a blueprint for a more connected and humane way of living. So here are some of the takeaways.

Lee Kantor: You want to be an illuminator, and an illuminator is a good conversationalist because they are curious and ask questions. The opposite of an illuminator is a diminisher, and you don’t want to be a diminisher. You want to be an illuminator. You want to be curious.

Lee Kantor: Number two, showing empathy by being an active listener. You can do active listening obviously just through your ears, but you also do it through body language and sincere interest. And if you hit a point of disagreement, which a lot of people kind of shy away from, but the key is don’t get defensive when you hit a point of disagreement.

Lee Kantor: In today’s world, that’s so polarizing, it’s important to really just be open and listen. And one of the great kinds of tools to use when you’re talking to somebody who you disagree with is don’t get defensive about it but just ask this question, and this is the key takeaway of all of them for today is, what am I missing here? Just ask them, what am I missing?

Lee Kantor: Instead of trying to defend your position or dismiss their position, just ask what am I missing and have them try to articulate the point maybe a little differently. It’s a lot more effective from a communication standpoint than, you know, just trying to defend your position or arguing their position. Just be open and ask, what am I missing?

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