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John Herbert, Herbert Legal Group

September 21, 2021 by John Ray

Business Beat
Business Beat
John Herbert, Herbert Legal Group
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Herbert Legal Group

Frazier & Deeter’s Business Beat:  John Herbert, Herbert Legal Group

John Herbert of Herbert Legal Group joined this edition of Business Beat with host Roger Lusby to discuss his legal and strategic advisory practice, both domestic and international. John shared what he sees with commercial real estate activity in North Fulton, his work on various investment projects in Africa, assisting international investors in buying U.S. real estate, and much more. Business Beat is presented by Alpharetta CPA firm Frazier & Deeter.

Herbert Legal Group

From the smallest start-up to the industry giant, legal solutions are no longer a luxury. Whether it is that one incident that requires intense legal representation or simply issues that arise naturally in the day-to-day business context, companies need a law firm that is on their side.Herbert Legal Group

Herbert Legal Group wants to be an integral member of your business team. Nothing splits up a team more than that unexplained, surprise invoice for services clients were not expecting, did not approve of, or did not understand. Time-based billing creates a wall of separation between team members which can hamper even the best working relationship. So Herbert Legal Group delivers solutions, not minutes.

Company website | LinkedIn

John Herbert, Principal, Herbert Legal Group

John Herbert, Principal, Herbert Legal Group

John Herbert has been practicing law since 1994. In 2013 he decided to transform my practice and the way legal services are delivered to small and medium-sized businesses.

He realized that he was missing out on opportunities because people were afraid to call out of fear that the clock would be running, and they would be hit with a huge bill for his time. At the same time, companies were missing critical legal services out of fear.

Herbert Legal Group’s biggest competition is not other law firms. Their biggest competition is business owners doing nothing. Herbert Legal will take that call. They will take that meeting. If they cannot offer you a solution during that time, then that time is on them. At least you will trust them enough to call them next time.

They are business owners just like you and understand the opportunities and challenges of building something lasting and important. HLG cannot commit to open-ended invoicing from their service providers either. They measure their resources and employ them in a way that creates value for the clients first and the company second. Sound familiar? They treat you the way you want to be treated.

LinkedIn

Frazier & Deeter

The Alpharetta office of Frazier & Deeter is home to a thriving CPA tax practice, a growing advisory practice and an Employee Benefit Plan Services group. CPAs and advisors in the Frazier & Deeter Alpharetta office serve clients across North Georgia and around the country with services such as personal tax planning, estate planning, business tax planning, business tax compliance, state and local tax planning, financial statement reviews, financial statement audits, employee benefit plan audits, internal audit outsourcing, cyber security, data privacy, SOX and other regulatory compliance, mergers and acquisitions and more. Alpharetta CPAs serve clients ranging from business owners and executives to large corporations.

Roger Lusby, Partner in Charge of Alpharetta office, Frazier & Deeter
Roger Lusby, Partner in Charge of the Alpharetta office of Frazier & Deeter

Roger Lusby, host of Frazier & Deeter’s Business Beat, is an Alpharetta CPA and Alpharetta Office Managing Partner for Frazier & Deeter. He is also a member of the Tax Department in charge of coordinating tax and accounting services for our clientele. His responsibilities include a review of a variety of tax returns with an emphasis in the individual, estate, and corporate areas. Client assistance is also provided in the areas of financial planning, executive compensation and stock option planning, estate and succession planning, international planning (FBAR, SFOP), health care, real estate, manufacturing, technology, and service companies.

You can find Frazier & Deeter on social media:

LinkedIn | Facebook | Twitter

An episode archive of Frazier & Deeter’s Business Beat can be found here.

 

Tagged With: Africa, business attorney, commercial real estate, commercial real estate investing, economic development africa, foreign investment in the U.S., foreign investors, Frazier & Deeter's Business Beat, Frazier and Deeter, Herbert Legal Group, investing in Africa, John Herbert, Roger Lusby

Workplace MVP LIVE from SHRM 2021: Tammy Worley, Adare Pharma Solutions

September 21, 2021 by John Ray

Tammy Worley Adare
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Tammy Worley, Adare Pharma Solutions
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Tammy Worley Adare

Workplace MVP LIVE from SHRM 2021: Tammy Worley, Adare Pharma Solutions

On this live edition of Workplace MVP, Adare Pharma Solutions Sr. HR Manager Tammy Worley related not only her path to HR but shared how the SHRM 2021 conference has reaffirmed her belief that the whole person comes to work. As she shared with host Jamie Gassmann, employees aren’t looking for another newsletter; they are looking for better communication and connection. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Tammy Worley, Sr. Manager, Human Resources – US, Adare Pharma Solutions

Tammy Worley, Sr. Manager, Human Resources – US, Adare Pharma Solutions

Tammy Worley fell in love with HR in 1996. She realized it combined her love of compassion for people and education. Tammy has been with Adare since 2017 and in 2020 became the Senior Manager of Human Resources in the US for Adare.

 

LinkedIn

 

Adare Pharma Solutions

Adare is a global specialized CDMO company with a long history of success from concept through commercialization. We use our unique combination of experience, proprietary capabilities, and resources to create meaningful products for our customers. Our ability to create differentiated drugs guides the identification and development of the novel products in our pipeline and our acquisition strategy. Our dedication to developing strong, collaborative partnerships provides significant advantages in competitive markets.

Company website

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:03] Broadcasting live from the SHRM 2021 Conference at the Las Vegas Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in workplace behavioral health, crisis, and security solutions. Now, here’s your host.

Jamie Gassmann : [00:00:22] Hello, everyone. Jamie Gassmann, your host of Workplace MVP, and we are broadcasting from the SHRM 2021 Conference in Las Vegas, Nevada. And, with me today is Tammy Worley from Adare Pharmaceuticals. Tammy is the senior H.R. manager for the U.S. region. Welcome to the show, Tammy.

Tammy Worley: [00:00:44] Thank you. I’m happy to be here.

Jamie Gassmann : [00:00:46] So, Tammy, tell me a little bit about your career journey and how you came to be the senior H.R. manager for Adare Pharmaceuticals.

Tammy Worley: [00:00:54] Wow. What a journey. I started out in a manufacturing company that was a glass factory and I was asked to volunteer to help to rewrite an employee handbook. And, from there, I fell in love with H.R. and I have been in it since 1996.

Jamie Gassmann : [00:01:14] Wow. So, all from being a volunteer to writing an HR handbook. Fantastic. How did you navigate that task?

Tammy Worley: [00:01:22] It was a lot of work, a lot of talking to people, a lot of typing because back then we did not have word processors like we have today so there was a lot of manual typing. And, it was communicating with a lot of people and having to collaborate with different groups. And, I found that when I was a child, I wanted to be a teacher and this started that journey where I could be a customer service person without having to be a teacher of young children. And, I also, at one point, wanted to be in adult care, and I knew that from my wearing my heart on my sleeve that I wasn’t going to be probably good in that arena. And, when I volunteered in H.R., it just was like, I think I found my home.

Jamie Gassmann : [00:02:19] It’s amazing. Well, it definitely brings those two, kind of, passions that you had as a child into one career opportunity because H.R. definitely does that. There’s definitely that educational component to it as an H.R. leader within an organization, and you really have to have that compassion for people, too. So, that’s fantastic.

Tammy Worley: [00:02:38] Yeah. And, it was just a way that, you know, if in the adult care, elder care, you know, you’re going to be looking at the loss of individuals. Not that I don’t see a loss of people, but it’s on a different scale. But it’s a way for me to connect with people, do all I can to support them because I heard it during the session, the general session, it’s the whole person comes to work, and I heard Chipotle mentioned that. And, that has actually been a belief of mine for as long as I can remember. The whole person comes to work and the whole person goes home. And how can you ask people to differentiate from that? And I can’t because I am the whole person that comes to work and I’m the whole person that goes home. So, how can I ask people to be different from me? I can’t.

Jamie Gassmann : [00:03:37] That’s a fantastic takeaway. I love that. And it’s true. You got to look – it’s all of it. It’s the physical. It’s the psychological. You got to look at that entire person and how you’re supporting them.

Jamie Gassmann : [00:03:48] So, having that belief and then hearing that in one of the pre-conferences, oh, actually, it was the general session, was like, opening keynote. Is there something that you are taking back that’s different than what you might have been doing already, or is it going to enhance some of the things that you maybe have done already in your role?

Tammy Worley: [00:04:06] I think it’s an affirmation that what I have believed all along is accurate. You know, I’m a person entering the H.R. arena in the ’90s, and that was a whole different world. And Brian spoke about, you know from Chipotle, that there was one person who said a new normal. And, I agree with him that our new normal is changes daily.

Jamie Gassmann : [00:04:41] Absolutely.

Tammy Worley: [00:04:42] And, as an H.R. professional how do we recognize that that new normal is going to change daily but we answer to different people who don’t necessarily agree that the new normal is daily. I love the fact that he, as a high-level leader within the organization, recognizes that.

Jamie Gassmann : [00:05:01] Yeah. That’s fascinating because, you know, it’s a new normal at work daily. It’s also a new normal at home daily for some of these employees. So, they’re bringing that on their sleeve when they’re coming into that workplace. They’re trying to balance the challenges that they’re experiencing on their daily at home with the challenges they face daily at work. So, what a great takeaway.

Jamie Gassmann : [00:05:20] And so, you know, how, you know – from your perspective, if you’re going to be looking at, like, maybe a senior leader in your organization that you’re having to kind of talk about that with, you know, how would you approach that?

Tammy Worley: [00:05:39] Well, it’s really a cultural difference. We went from an autocratic organization, most organizations are autocratic, to more of a demographic or democracy, if you will, asking employees. What do you think? What do you feel? Where do you want to see things? Having focus groups.

Tammy Worley: [00:06:01] I mean a lot of organizations were breaking that ground and other organizations were not jumping onto that bandwagon. They were still in a this is what we have to do and we’re very controlled environment and it’s black and white but now we’re in a gray environment. We have remote workers and these remote workers want to stay remote. We had to introduce flexible work environments because we have people that are taking care of their children at home.

Tammy Worley: [00:06:37] And so, that new normal became a different demographics for us, and we had to rethink how we administer policies, how we administer compassion, how we integrate communication, you know. So, it was a divide and conquer, but at the same time thinking about how do we re-engage people because engagement is important. And I know every pulse survey every company does, it comes out communication. But employees are not asking for us to give us another newsletter. They’re not asking us to send another email. They’re not asking for another video. They’re asking for us to bridge the gap from department to department. And, they want to bridge that gap of communication.

Tammy Worley: [00:07:33] And so, when you have remote workers, there’s a delay in communication. It’s not real-time anymore. So, we have to figure out how to engage the employees to recognize that if you’re asking for email, you’re asking for teams meetings or Skype meetings or whatever the case may be, that we’re no longer asking employees, send me an IM, let’s open up the door to give me a call, and have a real-life conversation because I think email has become the norm communication and there’s something lost in that.

Tammy Worley: [00:08:15] Because I know from my own personal experience. I send an email. I can be short and sweet. And then, the person reads that, and then they interpret something different than the message I wanted to present. If we had just picked up the phone and called that person or said let me call you on teams or IM or Skype, we could have eliminated all of that confusion. But I think that the bridge is communicating interdepartmentally and silos have been built, and we’ve got to get the silos back down.

Jamie Gassmann : [00:08:50] Oh, I think that’s such a great point. I always say things are lost in translation and in email. And on top of that, you know, people are, they’re burned out. They’re stressed and they’re getting a lot of emails from a lot of different sources. And so, I would agree with you. Like, they’re probably skimming it, you know, and not really reading it. And, you know, it’s kind of like when you hear communication with when you talk and listen to someone like that active listening skills. It’s almost like you have to have active reading skills. And, when you’ve got so many things coming at you, I could see where some of those employees are struggling with that, which does create kind of some divides because – and those silos are hard to break down once they’re formed.

Tammy Worley: [00:09:32] Yes, and we have, in the past, you could just get up from your chair and go to the other office and talk to the person if you were not understanding. We can’t do that so much today, right?

Jamie Gassmann : [00:09:45] Right. Yeah.

Tammy Worley: [00:09:45] Because their office is at their home where the dog is barking, the cats walking across their keyboard, or the child is crying in the background. And so, we need to remember that.

Jamie Gassmann : [00:10:00] Wow. That sounded like a school bell here. Speaking of interruptions during different work and events. I’m not sure what that was, but, yeah, no, absolutely there are a lot more distractions sometimes with people working from home.

Jamie Gassmann : [00:10:16] So, in your opinion, if an organization is going to, you know – that’s a cultural thing, right, and I’m always a firm believer that cultural changes and things of that nature start at the top and then they kind of, you know, move their way through the organization. And so, as leaders, do you think that it has to be like a program implemented or is it something that you just have to get that buy-in from your executive team or your leaders and kind of saying this is now the expectation culturally that you pick up the phone and you make that phone call.

Tammy Worley: [00:10:51] I think it has to be a top-down.

Jamie Gassmann : [00:10:53] Absolutely.

Tammy Worley: [00:10:54] Because I find that our executive leadership is leading from an email. And, they do town halls, they do the pulse surveys, they do all of that. But it’s still disengaged, right? It’s not personable. Where is the personable touch to that?

Tammy Worley: [00:11:15] So, our organization is trying to do more onboarding, calling, welcoming the person to the organization from a one-on-one standpoint, and then asking them, what would you like to see differently? And then, we are actively looking to make changes based on that critique. So, that feedback is important to us. But I think there’s a lot of work that still needs to be done from the top down.

Jamie Gassmann : [00:11:43] Yeah. Interesting. I know it’s – I heard one time from an executive leader that making rounds on the floor to check in on people just to see how they’re doing, like building that into your day. It’s almost like you got to find a way to do that virtually, you know, whether it’s joining in on a team meeting. That’s not a town hall but, like, kind of individual department team meetings just to kind of show that face and let them know that you’re there and you care.

Tammy Worley: [00:12:10] Yeah. But when you have an essential workforce, they have to be there day in and day out. And then, you’ve identified those people that are not essential to the day-to-day operation. And, I almost guarantee you that’s been H.R. folks, customer service folks, maybe finance, and maybe even your individual site leadership people that don’t have to be there on a day-to-day basis. How do we get them to reengage to do as you’re pointed out to walk on that floor? Because I’m sorry, I can take my phone out there and I can video. That’s not the same. It’s not an engagement activity.

Tammy Worley: [00:12:54] So, we have to get them back to the workforce and realize that their presence is this key to every essential employee to be there. Because for me, even when I was told I was not an essential employee, I still came to the site almost every day. Why? Because I’m H.R. My title is human resource manager. How can I take the human out of the resource? And so, I still came to the site because they needed to know that I cared enough to be there, that you had to expose yourself every day to be there on-site. I had to be there too because you have questions. And, how am I supposed to answer those questions remotely from an email? Send me an email. For employees that are still using flip phones and don’t understand the email system. So, I came on site because I felt like it was my job to still include the human in the resource that we provide because are we not a customer service?

Jamie Gassmann : [00:14:02] Yeah. Absolutely. Like an internal customer service. Love that point of you’re the human in the resource. That’s fantastic. So, now, I know this is your first SHRM that you’ve attended.

Tammy Worley: [00:14:14] Yes.

Jamie Gassmann : [00:14:15] And so far, obviously, it sounds like you’re getting some great pointers from the presentations.

Tammy Worley: [00:14:21] I love it.

Jamie Gassmann : [00:14:21] So, are there any other topics or exciting presentations you’re looking forward to attending over the next few days?

Tammy Worley: [00:14:28] The Michael Phelps is really interesting to me. A couple of years ago I really wanted Adare to change their EAP benefits and we promoted a new EAP benefit plan and I have noticed over the last year we had more utilization of that. And, it’s a very – it’s a big, passionate part of being a human resource department is providing that resource.

Tammy Worley: [00:14:54] And, I knew a couple of years ago, actually I would say almost five years ago I had an employee who lost her spouse. And, she went to use our EAP benefits and she struggled finding a counselor. That was not acceptable to me because she needed real-time assistance. And, our plan that we had in place at that time was what we want to call like “free benefit,” but it didn’t provide real benefit, real-time benefit. And so, I promoted and we utilized putting in a real-life, live online help that they can get immediately for EAP benefits. And, I have noticed an increase in the utilization of our benefits, not just from our employees but their families, and we opened up that door to our EAP benefits to being anyone living in the household.

Tammy Worley: [00:15:59] So, we know that in this modern-day, it’s not just your spouse, you as an employee, and your children, but you might have a grandchild living with you. You might have a grandparent living with you. You might have parents living with you. And they may need help, too. And so, for me, an EAP benefit isn’t just about acknowledging our employee but acknowledging their home and who might need help in that home.

Jamie Gassmann : [00:16:31] Yeah. Going back to that whole person you mentioned earlier in the conversations. Great pointers. Great information. Well, I hope you get some wonderful sessions that you take some more great content from. And, I just really want to thank you for being on our show today and appreciate you stopping by the booth.

Jamie Gassmann : [00:16:50] For all those listeners listening in, we are at Booth 4076 here in the SHRM Conference. It’s our R3 Continuum’s booth, our show sponsor. And, thank you again. Enjoy the show.

Tammy Worley: [00:17:00] Thank you. So, I have enjoyed it and I hope that somebody will take something away from this, too.

Jamie Gassmann : [00:17:06] Wonderful. Appreciate it.

 

Tagged With: Adare Pharma Solutions, Human Resources, Jamie Gassmann, R3 Continuum, SHRM 2021, Tammy Worley, Workplace MVP

Workplace MVP LIVE from SHRM 2021: Michelle Raines, DeKalb County (Georgia) Board of Health

September 20, 2021 by John Ray

Michelle Raines
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Michelle Raines, DeKalb County (Georgia) Board of Health
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Michelle Raines

Workplace MVP LIVE from SHRM 2021:  Michelle Raines, DeKalb County (Georgia) Board of Health

On this live edition of Workplace MVP, Michelle Raines, Human Resources Director at the DeKalb County (Georgia) Board of Health shared with Jamie how they show appreciation to their employees, how they navigated (and still are) keeping the department staffed during COVID, and how they all work as a team.  Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Michelle Raines, Human Resources Director at DeKalb County Board of Health

Michelle Raines, Human Resources, Dekalb County Board of Health

Michelle Raines began her Human Resources career in the hospitality industry and then moved into state government in Georgia. in 2018 she became Human Resources Director for the DeKalb County Board of Health.

LinkedIn

 

 

The DeKalb County (Georgia) Board of Health

The Board of Health works to protect and improve the health of those who live, work and play in DeKalb County.

DeKalb County’s most striking characteristic is the diversity of both its communities and its people. Although the county is mostly suburban, it includes an urban area (part of the city of Atlanta) as well as rural areas. Also, DeKalb’s more than 660,000 residents represent more ethnic groups than any other county in the southeastern United States.

The Board of Health continually strives to meet the varied health needs of all the residents of DeKalb County. However, they know that creating healthier communities involves what everyone does collectively to assure the conditions in which people can be healthy.

Website

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:02] Broadcasting live from the SHRM 2021 Conference at the Las Vegas Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in workplace behavioral health, crisis, and security solutions. Now, here’s your host.

Jamie Gassmann: [00:00:21] Hey, everyone. Jamie Gassmann here, your host of Workplace MVP. And I am broadcasting from the SHRM 2021 Conference here in Las Vegas, Nevada. And with me today is Michelle Raines from DeKalb County, Georgia, Board of Health. Welcome to the show.

Michelle Raines: [00:00:38] Thank you for having me.

Jamie Gassmann: [00:00:40] So, tell us a little bit about your career journey and a little bit about what you do at the Board of Health.

Michelle Raines: [00:00:45] Okay. So, I began my career in H.R. back in ’93. I used to work for Marriott International for actual hotel, which if you can learn H.R. there, you can learn it anywhere.

Jamie Gassmann: [00:00:59] I like that. I can only imagine.

Michelle Raines: [00:01:01] Turnover is just off the chart. We literally had new employee orientation every week. So, I developed H.R. skills, training skills, and then I advanced. One of my coworkers, her daughter worked for the State of Georgia, and she told me about a training position. I applied and interviewed and I got that position. So, I was a trainer for about seven years, it used to be called Department of Human Resources for the State. Then, our director retired and they did some – they called it reorganizing. It was more like a hostile takeover. So then, they merged training and H.R. together, so then I got back into H.R.

Michelle Raines: [00:01:47] At the time, they made all trainers travel. I had a small two year old daughter, so traveling all the time wasn’t going to work. So, they said, “Well, the only job we have is class and compensation.” I said, “Well, sign me up.” So, I did that for about a year. Then, I moved on to another state position where I did more like consulting, workforce planning, succession planning. I would sit with different agencies and I was their consultant to work on their plan for their agency. That was required every year that they had to turn in a workforce development plan and succession plan to the State. So, I helped them do that.

Michelle Raines: [00:02:27] Then, we moved into – it’s called Eperformance, the performance management system that became electronic. And so, I was on the original charter team for that. So, I got some good training with that. And then, we went out throughout all the State of Georgia and trained everyone on how to use the new tool and how it worked. And so, I got recognized, and someone recruited me from another state agency to be their H.R. Generalist, so I did that. Then, the crash of 2009 happened.

Jamie Gassmann: [00:03:01] Yes. We remember that.

Michelle Raines: [00:03:03] So, I was laid off. So, you can get laid off in state employment, believe it or not. So, I was laid off, so I was out for about a year, a-year-and-a-half, and interviewed because I wanted to come back with the State. I had reached my ten years with [inaudible] with Georgia. And then, I came back in and the job posting looked just like my resume, so I applied. And sure enough, I got it within, like, a week or two. And I came back as an H.R. Manager, I did that for about five years. Then, transferred again to be a deputy director, I did that for three years. And then, DeKalb had a position for director, so I applied for that and I got that, now, I’ve been there since 2018.

Michelle Raines: [00:03:45] Fantastic. So, you really got kind of a well-rounded résumé.

Michelle Raines: [00:03:49] I do.

Jamie Gassmann: [00:03:49] I can imagine that is really helpful as you’re navigating, you know, potentially different challenges and things of that nature.

Michelle Raines: [00:03:55] Yes. Absolutely.

Jamie Gassmann: [00:03:56] So, it’s interesting going from, like, the hospitality industry and rolling into kind of a government agency, are there differences in that? So, talk to us a little bit about that. You know, if there was somebody listening to the show and they’re looking at switching industries, talk a little bit about what were some of the changes or things you had to learn when you switched over to the government sector?

Michelle Raines: [00:04:19] Well, coming from private sector, of course, is different going into government sector. But we worked in hospitality, which is a lower paying industry, so they did a lot for their employees. Like, we got to spend $25,000 on the Christmas party, and we had one every year. We had, you know, full bar, full food and, I mean, nice stuff people pay the hotel for. But we have access to the ballrooms, to the staff, to the food, so that kind of stuff. You know, being able to have the money to reward employees, we cannot use government funds for anything like that because it’s a conflict of interest, taxpayer money. So, that is a challenge.

Michelle Raines: [00:05:00] Because government workers work hard and there’s limited things that you can do to really reward staff. Of course, the State, again, limited funds, limited budgets. There was a period of time we went almost, I think, eight years with no raises because it wasn’t in the State budget. So, that’s a big difference. And, again, recruiting and retaining that top talent because we are competing with people who have money.

Jamie Gassmann: [00:05:31] Yeah. Well, and that’s got to be challenging. And I think some other businesses that maybe are private that are smaller might exhibit or experience some of the same restrictions. So, how do you kind of engage those employees to the point where they – like, what are some of the benefits that they would be able to get? Or how do you navigate that, I guess, to create that culture that they want to stay?

Michelle Raines: [00:05:52] Well, they’ve always had the 12 paid holidays, so we get holidays that other people don’t get. The benefit package, when I first started with the State back in’99 was more competitive than it is now. Now, it is a little bit more expensive. We have telework. We’re putting together now strategies that we can advance people because career growth, salary, those are the number one reasons why people leave, and also a sense of purpose.

Michelle Raines: [00:06:23] So, working with Board of Health, especially during a pandemic, a lot of people don’t come for the money, they come for the purpose and giving back to the community, and that’s how we engage. Then, we try to reward, like, as we can. And it’s not always money. Sometimes it’s an event. Sometimes we do staff appreciation every year. You know, we might have a luncheon, get a speaker because we can pay for training. We just have to stay within the bounds of the rules. We have a lot of long time employees. Of course, the retirement. We still have a pension plan. So, that’s a big draw.

Jamie Gassmann: [00:07:03] Yeah. That’s not very common nowadays.

Michelle Raines: [00:07:04] No. It’s not common. People have to actually save their own money, which, you know, a lot of people don’t do. So, that’s a draw. And, again, we try to create an environment that people want to work. We try to be flexible. We try to have work-life balance when people are in school. We try to do individual things case-by-case as to where, you know, the flexibility allows. Because sometimes with that higher pay, when I worked at Marriott, all managers were required to work 50 hours a week.

Jamie Gassmann: [00:07:38] Yeah. Right. You’re going to get a higher salary, but you’re going to put in the time that way.

Michelle Raines: [00:07:42] But you work for that. Yes.

Jamie Gassmann: [00:07:42] So, that’s fascinating. So, you kind of have to get creative and you almost kind of have to look a little bit out of the box in terms of, “Well, this could be a training and they’re going to learn something from it.” You know, that’s very interesting.

Jamie Gassmann: [00:07:58] So, in talking of the pandemic and looking at it over the last year, what have been some of the challenges that you’ve had? Because, obviously, as a frontline essential worker working in Board of Health, you had to be on. I mean, they’re leaning on you. So, talk to me a little bit about some of the challenges you had over that last year.

Michelle Raines: [00:08:17] Well, the first one was with, of course, childcare, because that just kind of hit and schools just dropped out. And we actually had to do a survey with all managers to survey all their employees to ask, Who has childcare issues? Who cannot get childcare for their children? And we worked with those employees. So, we had some employees that could telework, and they did. Some who, for a period of time, they could not work. And then, the rest of us, we just kind of picked up the slack so that business kept moving. Then, we had, of course, the medically fragile, so those people due to their underlying health conditions who it was a danger for them to come to work, so we had that group of people.

Michelle Raines: [00:09:07] And then, of course, immediately they passed the FFCRA, but we had to manage all of those things, all the different pockets and pots, and make sure people knew how to apply what they needed to present to us. We had to track them while they were out. You know, we had some that had leave, some that didn’t. Some that were hourly staff that typically don’t get leave or anything like that. So, we had a lot of that going on. I have a staff of five people, including myself. So, we just made it happen. And then, in between, you still had your regular normal H.R. things to do.

Jamie Gassmann: [00:09:46] Yeah. Wow.

Michelle Raines: [00:09:47] Yeah. Employee relations didn’t get any better during that time.

Jamie Gassmann: [00:09:50] And in terms of, like, your team now looking at it a year later, obviously we have some of the same challenges we’ve had over this last year, how have you sustained kind of that supportive culture taking care of them? How do they keep going, basically?

Michelle Raines: [00:10:05] So, in H.R., what we did was, when everything first broke out, we got to telework three days and come to the office two. So, we had staggered schedules. You know, it’s H.R., so people will wander up to the floor and they want to see somebody physically there. So, we made sure we had coverage and we worked with each other. So, you know, you had an issue and you needed to switch, we were flexible with one another so that we can continue to work-from-home three days. That’s how we started.

Michelle Raines: [00:10:38] Now, we have two days, so it’s the same thing, and we get two days a week with a small staff, but we make it happen. We had recently an employee whose son was going to college, so she asked her coworker, “Can you switch with me?” We want to keep that privilege to where we’re not coming back five days a week. But, also, it helps from a safety standpoint. It helps people feel more secure because they’re not exposed to people. Now, we have a vaccine that’s available. Back then, we didn’t have that. So, it made people feel more comfortable because we went to a staggered staff across the whole agency.

Jamie Gassmann: [00:11:18] Interesting. So, like, half the staff on, half the staff off.

Michelle Raines: [00:11:21] Yeah. More like a third.

Jamie Gassmann: [00:11:23] A third. Okay. Interesting.

Michelle Raines: [00:11:24] Yeah. Because we had those teleworking, those medically fragile, we made sure everybody had access to laptops, VP, and there was a lot of technology. You know, I always had a laptop, but certain departments didn’t have one. So, we switched from desktops to laptops. So, now, probably 95 percent of the agency has laptops. And those that don’t are because it’s a stationary desk.

Jamie Gassmann: [00:11:50] Right. It’s a different type of work.

Michelle Raines: [00:11:51] It’s a different type of work.

Jamie Gassmann: [00:11:52] So, looking at it now, it’s been a year, and obviously, back in the early kind of timeframe last year, everybody kind of went remote, I’m guessing. How is the staff now? Are they fully back into the office? Is it more of a hybrid situation? Is it more of a case-by-case?

Michelle Raines: [00:12:10] Well, let’s just say, we’ve gone fully back multiple times. So, the first bringing back to people to work was in June. And then, because of summer so some people with childcare issues didn’t have that issue because it’s summertime, so those people came back. Then, of course, it hit again in August in Georgia, that’s when school starts. So, certain people had to go back out or work remotely because of that. Then, in December, we sent out notification for a hard return when school started back in January. And we still had some that, you know, we did a case-by-case, but the majority came back. And, again, we take it as it comes in.

Michelle Raines: [00:12:55] Some people test positive and there’s a whole quarantine process, and all of that. And we just managed it as it comes. So, I’d say right now we probably have 80 percent of the staff back. There are still some that are still medically fragile, who they telework 100 percent. Some have a hybrid method. In clinical operations, of course, it’s difficult to see a nurse and the nurse is at home, so they have to be on site. We’re still doing testing. We’re still doing vaccination sites. We still have all of those things.

Jamie Gassmann: [00:13:34] Wow. Your hands are full, I’m guessing, a little bit.

Michelle Raines: [00:13:38] Yes.

Jamie Gassmann: [00:13:38] And managing all those different employee requirements or needs, really, and balancing it in a way where they feel comfortable and safe and sure is kind of a main priority. That’s so interesting. So, if anybody listening wanted to get a hold of you, kind of just touch base, networker, or any of those different things, how could they do that?

Michelle Raines: [00:14:00] Email me. My work email is michelle, M-I-C-H-E-L-L-E, .raines, R-A-I-N-E-S, @dph, D as in Dog-P as in Peter- H as in hello, .ga.gov.

Jamie Gassmann: [00:14:19] Wonderful. And thank you for all of the work that the Board of Health has done, and for you, and supporting those employees that were able to help out your county. And thank you for joining us today.

Michelle Raines: [00:14:31] Thank you for having me.

[00:14:31] And if you are in the SHRM area listening in on our show, definitely stop by our booth, we are in R3 Continuum’s booth. The Workplace MVP podcast is broadcasting from the SHRM Conference in Booth 4076. Thank you again, and it’s a wrap.

 

Tagged With: Dekalb County Board of Health, Human Resources, Michelle Raines, R3 Continuum, Workplace MVP

Sharon Foley, The Interiors Studio, and Andrew Henry, Childs Company

September 20, 2021 by John Ray

The Interiors Studio
North Fulton Studio
Sharon Foley, The Interiors Studio, and Andrew Henry, Childs Company
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The Interiors Studio

Sharon Foley, The Interiors Studio, and Andrew Henry, Childs Company (ProfitSense with Bill McDermott, Episode 25)

Sharon Foley, Director of Interior Design for The Interiors Studio, and Andrew Henry, Partner at Childs Company, were host Bill McDermott’s guests on this edition of ProfitSense. They discussed finding the right professional for the support business owners need to handle their multiple needs, from integrated interior design to architecture to financial services and exit planning. Bill also offered a commentary on delegation, and how business owners succeed when they focus on what they do best and leave other aspects of the business to those appropriately skilled in those areas.  ProfitSense with Bill McDermott is produced and broadcast by the North Fulton Studio of Business RadioX® in Alpharetta.

The Interiors Studio

In 2017, the interior design department at Foley Design Associates Architects, Inc. became The Interiors Studio LLC to allow for more targeted marketing of interior design services.  Currently, The Interiors Studio provides both design and procurement services to architects, clients and end-users.  A major market segment for The Interiors Studio is senior living design – from affordable senior apartments to continuing care retirement communities, and including skilled nursing, assisted living, memory support and senior independent living projects.  They have 6-8 senior living projects in design and production at this time.

Currently, they are also working on a film studio vendor building, a sushi restaurant, a tenant improvement project, a golf clubhouse renovation in Florida, and a hotel renovation in the Caribbean.  Creating and maintaining long-term client relationships is the most effective marketing strategy for The Interiors Studio.  Principals stay involved in all project phases from concept design to move-in.  Procurement of furnishings is managed in-house to maintain control of the entire process.  Professional licensure and continuing education are encouraged and supported.  Interior designers at The Interiors Studio enjoy working with architects and land planners in a collaborative design environment.  The result is a more cohesive and seamless design and ensures that the interior design reflects the architect’s vision for the project.

Company website

Sharon Foley, Director of Interior Design, The Interiors Studio

Interiors Studio
Sharon Foley, Director of Interior Design, The Interiors Studio

Sharon Foley is the Director of Interior Design for The Interiors Studio LLC, a commercial interior design firm located in Atlanta, Georgia. A graduate of Auburn University, she started her career in interior design in 1983 as an intern designer at an Atlanta architecture firm. In 1984, she joined architect and husband Bill Foley in a new company, Christian Foley Architects, and later worked with Bill and two architectural partners to launch Foley Design Associates Architects, Inc. in 1991.

Sharon led the interiors department at Foley Design until 2017 when The Interiors Studio was formed. She and partner Yvonne Portwood lead a team of 4 designers from their office in the West Midtown area of Atlanta. Sharon is NCIDQ Qualified and is a Registered Interior Designer in the State of Georgia.

LinkedIn

Childs Company

Childs Company is a boutique private wealth management practice. We leverage our 35+ years of business experience and financial expertise to provide comprehensive financial planning and investment strategies to business owners, executives, retirees, and young professionals.

Our clients share our values, appreciate our approach and rely on us to help them make the best financial decisions throughout their lives.

Company website | LinkedIn | Facebook

Andrew Henry, CPA, CFP®, Partner, Childs Company

Andrew Henry, Partner, Childs Company

Andrew joined Childs Company in 2014 after beginning his career at Ernst & Young, LLP, which is one of the four largest international professional services firms commonly known as the “Big Four.” Ultimately serving as a Senior Accountant in the Assurance practice, his experience includes working with the initial public offering (IPO) for a Fortune Global 100 Company, encompassing debt and equity offerings. Additionally, he gained experience performing analytical procedures and extensive financial analysis for client financial statements. Andrew is a Certified Public Accountant (CPA) and a CERTIFIED FINANCIAL PLANNER™ professional.

He focuses on the firm’s strategic growth through business development and client satisfaction. Andrew is also responsible for leading the financial planning and business retirement plan advisory practice at Childs Company. Andrew is a Registered Representative with Kestra Investment Services, LLC and an Investment Advisor Representative with Kestra Advisory Services, LLC.

Andrew graduated from the University of Georgia with a Masters’s in Accountancy. Andrew actively volunteers and sits on the Board for Camp Horizon, a non-profit organization that serves foster care children in metro Atlanta. He lives in Atlanta with his wife and young son and enjoys golf, running, and spending time outside with his family.

LinkedIn

About ProfitSense and Your Host, Bill McDermott

Bill McDermott
Bill McDermott

ProfitSense with Bill McDermott dives into the stories behind some of Atlanta’s successful businesses and business owners and the professionals that advise them. This show helps local business leaders get the word out about the important work they’re doing to serve their market, their community and their profession. The show is presented by McDermott Financial Solutions. McDermott Financial helps business owners improve cash flow and profitability, find financing, break through barriers to expansion and financially prepare to exit their business. The show archive can be found at profitsenseradio.com.

Bill McDermott is the Founder and CEO of McDermott Financial Solutions. When business owners want to increase their profitability, they don’t have the expertise to know where to start or what to do. Bill leverages his knowledge and relationships from 32 years as a banker to identify the hurdles getting in the way and create a plan to deliver profitability they never thought possible.

Bill currently serves as Treasurer for the Atlanta Executive Forum and has held previous positions as a board member for the Kennesaw State University Entrepreneurship Center and Gwinnett Habitat for Humanity and Treasurer for CEO NetWeavers. Bill is a graduate of Wake Forest University and he and his wife, Martha have called Atlanta home for over 40 years. Outside of work, Bill enjoys golf, traveling, and gardening.

Connect with Bill on LinkedIn and Twitter and follow McDermott Financial Solutions on LinkedIn.

Tagged With: Andrew Henry, architecture, Bill McDermott, exit planning, interior deisgn, interior design, interior designer, Profit Sense, retirement planning, Sharon Foley, The Interiors Studio, wealth management

Workplace MVP LIVE from SHRM 2021: Cassondra Halpin, VertexOne

September 20, 2021 by John Ray

Cassondra Halpin VertexOne
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Cassondra Halpin, VertexOne
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Cassondra Halpin VertexOne

Workplace MVP LIVE from SHRM 2021: Cassondra Halpin, VertexOne

On this live edition of Workplace MVP, Cassondra Halpin, Human Resources Manager at VertexOne, shared with Jamie Gassmann how her company went virtual in 2020 and how they managed to keep communication flowing. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Cassondra Halpin, JD, SPHR, SHRM-SCP, Human Resources Manager, VertexOne

Cassondra Halpin, Human Resources Manager, VertexOne

Cassondra Halpin, JD, SPHR, SHRM-SCP is Human Resources Manager at VertexOne. She began her career in employment law and transitioned to working in Human Resources at start-up and technology companies.

Cassondra has a JD from the University of San Diego Law school and an MBA from Keller Graduate School of Management.

LinkedIn

 

VertexOne

At VertexOne, helping utilities provide the best customer service experience is what they do. It’s been in the DNA of the company, but also in all their people, too, since they started supporting utilities’ customer experience needs over 20 years ago. And that commitment continues to this day.

VertexOne partners with utilities and energy service providers to deliver world-class customer experience by reducing risk and maximizing value through improved customer operations. Their culture rewards innovation, personal and professional development and inspires a passion for their customers’ missions.

Company website

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:03] Broadcasting live from the SHRM 2021 Conference at the Las Vegas Convention Center, it’s time for Workplace MVP. Brought to you by R3 continuum, a global leader in workplace behavioral health, crisis, and security solutions. Now, here’s your host.

Jamie Gassmann: [00:00:21] Hey, everyone. Jamie Gassmann here, host of the Workplace MVP podcast. We’re broadcasting from the SHRM 2021 Conference in Las Vegas, Nevada. And with me today is Cassondra Halpin. She’s H.R. manager for VertexOne. Welcome to the show.

Cassondra Halpin: [00:00:39] Thank you very much.

Jamie Gassmann: [00:00:40] So, tell us a little bit about yourself.

Cassondra Halpin: [00:00:42] Well, I have been in H.R. for 15 years. I started out as an employment law attorney and decided I didn’t like that, but I had a real passion for H.R.

Jamie Gassmann: [00:00:54] Wonderful. I’ve got to imagine that employment law background comes in handy in your daily work.

Cassondra Halpin: [00:01:00] Very much so.

Jamie Gassmann: [00:01:01] Yeah. So, I got to imagine, like, do you leverage that with the staff at your organization in, like, helping them to kind of understand it from that legal perspective?

Cassondra Halpin: [00:01:10] Definitely. It’s been very helpful.

Jamie Gassmann: [00:01:13] Yeah. So, looking at this SHRM Conference, so you’re attending this year.

Cassondra Halpin: [00:01:20] Yes.

Jamie Gassmann: [00:01:20] Is this your first time coming to the conference?

Cassondra Halpin: [00:01:22] No. I’ve been to about five conferences.

Jamie Gassmann: [00:01:26] Okay over the last – well, obviously last year.

Cassondra Halpin: [00:01:29] Yes. I was supposed to be here last year.

Jamie Gassmann: [00:01:31] Yeah. You’re like, I planned on it. So, tell me a little bit about your background. I know you said employment law and you had 15 years of H.R. Have you always been at VertexOne or have you kind of moved to different lines?

Cassondra Halpin: [00:01:42] No. I’ve been mostly startup companies.

Jamie Gassmann: [00:01:47] Okay.

Cassondra Halpin: [00:01:47] So, I’ve been with several software startup companies. VertexOne is the company that’s been around the longest and isn’t a startup but is still a software company. So, I really enjoy working there.

Jamie Gassmann: [00:02:00] Great. And so, looking at over this last year from an H.R. perspective, can you share with us what were some of the challenges that you’ve had to navigate and how did you get through them?

Cassondra Halpin: [00:02:12] I think the biggest challenge for us was going virtual. We decided to shutter all five of our offices and go completely virtual. And, the challenge comes in with engaging employees and making sure that they still feel connected and have a strong culture.

Cassondra Halpin: [00:02:29] And, some of the things that we’ve done- we started a project called Virtual by VertexOne, which we have nine areas of the employee lifecycle that different employees come up with suggestions for, and then H.R. kind of make sure that those don’t fall through the cracks. And, we have small group discussions that we do. We have virtual team building, so just a variety of things to really help people feel connected to the company.

Jamie Gassmann: [00:03:00] Wow. I know the struggle I’ve heard from other H.R. leaders is that keeping that culture intact when you’re so far away, you know that lack of the water cooler chat, if you will, that we’ve lost over this last year. I know a lot of people crave that. As a social person myself, I totally get it.

Jamie Gassmann: [00:03:19] Today was the first day of the conference. Did you attend some of the pre-conference sessions that they had?

Cassondra Halpin: [00:03:24] I didn’t attend the pre-conference sessions this year. I have been to one general session and then one of the concurrent sessions.

Jamie Gassmann: [00:03:32] Okay. So, this expo event right now is kind of your first, like, you know, intro into the SHRM 2021, right?

Cassondra Halpin: [00:03:40] Yes.

Jamie Gassmann: [00:03:40] Awesome. So, looking at the agenda, what are some of the areas of interest you have from the sessions that they’ve got scheduled?

Cassondra Halpin: [00:03:49] I am really excited about the diversity, equity, and inclusion sessions. That’s one of our areas of the employee lifecycle that we’re working on in Virtual by VertexOne. So, I want to come back with some good ideas, how we can become a more inclusive environment.

Jamie Gassmann: [00:04:04] That’s fantastic. I’m sure they’ve got a number of sessions that are focused around that.

Cassondra Halpin: [00:04:08] Yes.

Jamie Gassmann: [00:04:08] To kind of help navigate that for you. Wonderful.

Jamie Gassmann: [00:04:11] Well, you know, if any of our guests were going to want to get a hold of you and kind of be able to share, either swap ideas or suggestions or just to connect with you, how would they go about doing that?

Cassondra Halpin: [00:04:23] They can email me at cassondra.halpin@vertexone.net.

Jamie Gassmann: [00:04:29] Great. And, thank you so much for joining us today, Cassondra. It was great to chat with you and I hope you have a great rest of your SHRM show, and we look forward to broadcasting this and sharing your great information, especially with the virtual environment that you created for your team. That sounds absolutely fascinating.

Cassondra Halpin: [00:04:45] Thank you very much. It’s been a pleasure.

 

Tagged With: Cassondra Halpin, Human Resources, Jamie Gassmann, R3 Continuum, VertexOne, Workplace MVP

Workplace MVP LIVE from SHRM 2021: Cheryl Nienhuis, Mayo Clinic

September 20, 2021 by John Ray

Cheryl Nienhuis Mayo Clinic
Minneapolis St. Paul Studio
Workplace MVP LIVE from SHRM 2021: Cheryl Nienhuis, Mayo Clinic
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Cheryl Nienhuis Mayo Clinic

Workplace MVP LIVE from SHRM 2021:  Cheryl Nienhuis, Mayo Clinic

As Director of the Complex Care Program at the Mayo Clinic, Cheryl Nienhuis helps employers and their employees with access to specialized care for complex medical cases. She joined host Jamie Gassmann on this live edition of Workplace MVP to discuss her career journey and her work at the Mayo Clinic.  Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

This show was originally broadcast live from the 2021 SHRM Annual Conference held at the Las Vegas Convention Center in Las Vegas, Nevada.

Cheryl Nienhuis, Director – Complex Care Program, Mayo Clinic

Cheryl Nienhuis, Director, Complex Care Program, Mayo Clinic

Cheryl Nienhuis is the Director of the Complex Care Program at Mayo Clinic. She builds relationships with employers, payers, and third-party administrators to ensure that complex patients have access to Mayo Clinic’s destination medical centers in Arizona, Florida, and Rochester.

Cheryl has been with Mayo Clinic for about fifteen years starting in the Human Resources Department, and most recently joined the Complex Care Program Team. She works with employers helping them with benefits design of complex conditions and identification and referral to help manage costs.

LinkedIn

Complex Care Program, Mayo Clinic

When employees or members of an employer’s medical plan are experiencing fragmented care, ineffective treatments, potential misdiagnoses, or difficulty accessing specialized care for complex conditions, Mayo Clinic can help.

At their campuses in Arizona, Florida and Minnesota, teams of the world’s leading experts from every medical specialty and subspecialty work together to ensure the best possible outcome for each patient.

The Mayo Clinic Complex Care Program offers managed access (expedited scheduling and condensed appointment itineraries) to Mayo Clinic’s high-quality, cost-effective care for individuals with complex, rare, or undiagnosed medical conditions. In other words, Mayo Clinic helps minimize costs while getting patients exactly the care they need.

Company website

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

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TRANSCRIPT

Intro: [00:00:04] Broadcasting live from the SHRM 2021 Conference at the Las Vegas Convention Center, it’s time for Workplace MVP. Brought to you by R3 Continuum, a global leader in workplace behavioral health, crisis, and security solutions. Now, here’s your host.

Jamie Gassman: [00:00:23] Hello, everyone. Jamie Gassman here, your host of Workplace MVP, and we’re recording our episodes today from the Day 2 of SHRM 2021 here in Las Vegas, Nevada. And with me is Cheryl Nienhuis, who is the director of Complex Care from Mayo Clinic. Welcome to the show.

Cheryl Nienhuis: [00:00:44] Hi, Jamie. Thank you for having me.

Jamie Gassman: [00:00:46] So, share with us kind of your career background and what you do at Mayo Clinic.

Cheryl Nienhuis: [00:00:52] Great. I feel like I started my career in health care when I was about six years old. I won’t take you through all of the steps. But I remember pre-HIPAA, I’m sitting there and folding statements with my mom, from the doctor’s office that she worked for, and my career’s just kind of gone into the HR direction since then. And, I’ve spent the last 15 years almost at Mayo Clinic, most of that in our benefits department, making sure that we’re taking care of our employees so they can take care of our patients.

Cheryl Nienhuis: [00:01:22] And so, recently, I’ve joined the Complex Care Program team to really help employers make a positive difference in the lives of their employees by steering them to the right care for those individuals dealing with complex conditions and really working with them on a benefits design and identification and referral to help them manage their healthcare costs as well, as health care is continuing to be a very high cost for employers, which again they are having to share with their employee population. So, how can we help them get the right diagnosis early on and get the right treatment plan so they can get back to work and have the best outcomes possible?

Jamie Gassman: [00:01:57] And so, what are some of the, you know, kind of examples of how maybe a case scenario or something to that effect of, like, how an employer has used your program?

Cheryl Nienhuis: [00:02:05] Yeah. That’s a great question. So, a lot of employers deal with a lot of complex conditions with high spending cancer care or spine care. There’s a lot of overutilization with spine surgeries in the United States. And so, we really work with the employers to identify these individuals through their case management or their TPA or navigation service to steer care to Mayo Clinic for medical record review to see if they would benefit by coming to Mayo. And, if they would benefit by coming to Mayo, we ask the employers to pay for the travel and lodging. And, a lot of times these individuals are getting a change in their diagnosis and the right treatment path.

Cheryl Nienhuis: [00:02:47] So, in the instance of spine care, a lot of times they’re not needing spine surgery that was recommended locally, and a more conservative treatment is available for that individual. And so, it’s better outcomes for that individual to get the right treatment that they need and it’s better outcomes as well for the medical plan because they’re not having to pay for unnecessary procedures.

Jamie Gassman: [00:03:08] Absolutely. So, from an outcome perspective, would we be looking at, you know, maybe increasing the return to work duration so that it’s shorter in cycle than what would maybe have happened on a different – you know if they’ve gone through like the original diagnosis and treatments?

Jamie Gassman: [00:03:22] Absolutely. So, getting to work faster, you know also controlling the cost on short- and long-term disability, more presenteeism, because that individual is getting the right care. There are times when we see somebody come in for a spine surgery and they don’t have a spine issue. You know, it’s a hip condition or a shoulder, or sometimes even a heart condition, where if they went on with that surgery, they wouldn’t have gotten better and things would have still been costly for the employer.

Jamie Gassman: [00:03:52] Yeah. It would have almost, like, gotten worse potentially because they get done with that spine surgery and still having some issues.

Cheryl Nienhuis: [00:03:58] Absolutely.

Jamie Gassman: [00:03:58] Now, you had mentioned before we got, and when we started recording the episode, something about conflict resolution. Can you kind of dive into that a little bit about some of the work that you guys are doing in that aspect?

Cheryl Nienhuis: [00:04:10] Right. So, I think with the benefit design, all right, it’s a little hard to get employees to understand what their benefits are. I just read a recent study that said about 80% of employees don’t read their benefits, and out of that, 45% don’t understand what they’re reading. And so, they really go to their coworkers and everyone to understand their benefits. And so, really, there’s a misfit there in what we’re trying to do from an HR perspective in getting employees to understand their information.

Cheryl Nienhuis: [00:04:42] And so, we really work on proactively communicating the benefits and really streamlining the process for individuals so they’re not lost in the health care when they need it most, right. And so, really, removing the barriers and the confusion I think proactively has really helped a lot of people have more of a positive member patient experience. So, we’re trying to remove the conflict in the fragmented care or just health care in general to really remove the barriers there for a positive experience.

Jamie Gassman: [00:05:18] And I bet that’s like, you know, that’s probably some of the more common. Like, they don’t read it. And, you know, the terminology sometimes used in those materials is, like, I don’t know what that means, you know. So, I love that proactive approach [inaudible]. So, do you change the way that that’s communicated then? Do you modify, kind of, some of the approaches to how you’re informing those employees? And what does that look like if you do that?

Cheryl Nienhuis: [00:05:42] Yes, absolutely. So, we really work with the employers. We actually have a dedicated marketing communications manager that works with everyone that we work with to really identify how are they currently communicating and where all of their employees are located.

Cheryl Nienhuis: [00:05:58] You know, an example is working with a group that has truck drivers, right. How are the truck drivers going to be getting their information because they’re on the road? They don’t have the technology that they need. And if they do, they’re not using it to read benefits communications, right. And so, really working with an employer to create radio ads for their truck drivers, you know, because they’re going to be listening to the radio and they’re going to be hearing those types of things on the radio while they’re driving. So, really working with coming up with great ideas that may be out of the norm.

Cheryl Nienhuis: [00:06:29] We also encourage them to look at what their employees are saying. So many times we hear about, okay, do this, do that, from a communication perspective. But we’ve done surveys of where employees are actually listening and getting their information with employers to make sure that we’re addressing where they’re actually looking. And, a lot of times we find that they’re wanting or looking in places that the information is not available. So, we try and work and steer those employers to create a marketing and communication strategy that will benefit them and their employees.

Jamie Gassman: [00:07:03] Fantastic. Especially in today’s world of stress and burnout, reading another piece of, you know, literature in a long email isn’t going to be as effective as doing something that I can listen to it or I can watch it. So, that’s fantastic and kind of meeting that employee where they’re at is so powerful.

Cheryl Nienhuis: [00:07:20] Absolutely. Keeping that message simple, right. And, again, it’s not just – that message is how do you work and streamline your benefit strategy with the vendors that you work with. So, if a person happens to call the wrong vendor for something, which happens more than we’d like to admit, you know the vendors that are selected understand the programs overall that are being offered by their employer. And so, if they are calling the wrong place, that vendor is educated on where that employee should go. Again, so they’re giving the answer that they need, and then also really creating a strategy for the vendors that are working together to work together to create that positive patient experience.

Cheryl Nienhuis: [00:08:00] And so, we’ve seen a lot of groups going with wonderful, you know, telehealth. But with telehealth, making sure that they have a vendor that they can work with where if there is a complex condition, that telehealth group knows where to refer that complex condition or somebody that’s needing additional care from primary to specialty care. Again, that positive patient experience and member experience is the most important and the best outcome for the employer and the patient member.

Jamie Gassman: [00:08:28] Fantastic. Now, you’re an exhibitor here.

Cheryl Nienhuis: [00:08:30] Yes.

Jamie Gassman: [00:08:30] If there’s anyone listening, you know, from the SHRM attendees, which booth are you in and where can they find you?

Cheryl Nienhuis: [00:08:37] We are in Booth 5044 and I’m happy to talk to anybody. We’re also available if you just Google Mayo Clinic Complex Care and you can learn more about our program there.

Jamie Gassman: [00:08:48] And if they wanted to get in touch with you directly, Cheryl, how would they be able to do that?

Cheryl Nienhuis: [00:08:51] They can go ahead and find me on LinkedIn, or they could just give me a call at 507-422-6103. Happy to talk to anybody. Again, our goal is to really help employers and their employees and members and their employee loved ones that are dealing with complex conditions because our goal is to focus on the needs of the patient and to bring hope when there seems to be confusion and hopelessness.

Jamie Gassman: [00:09:15] Wonderful. Well, thank you so much for joining us today. And, again, if you are listening in from the SHRM Conference, stop by Booth 4076 as well and check out our Workplace MVP podcast being broadcasted from R3 Continuum’s booth. Thanks for listening!

 

Tagged With: Cheryl Nienhuis, complex care, Complex Care Program, employee benefits, Jamie Gassmann, mayo clinic, R3 Continuum, Workplace MVP

Workplace MVP: 9/11 Survivor Garland Williams, Ph.D, USA COL (ret)

September 20, 2021 by John Ray

Garland Williams
Minneapolis St. Paul Studio
Workplace MVP: 9/11 Survivor Garland Williams, Ph.D, USA COL (ret)
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Garland Williams

Workplace MVP:  9/11 Survivor Garland Williams, Ph.D., USA COL (ret)

Then a Colonel in the United States Army, Garland Williams was working in the Pentagon on September 11, 2001, when American Airlines Flight 77 was hijacked by al-Qaeda terrorists and crashed into the west side of the building. In this compelling interview with host Jamie Gassmann, he discussed his experiences that day and afterward, the effect on his family, his advice for other leaders guiding employees through traumatic events, and much more. Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

Garland Williams, Ph.D., USA COL (ret), District Sales Coordinator, Aflac

Garland Williams, Ph.D, USA COL (ret)

Colonel (ret) Garland H. Williams, Ph.D., a native of Atlanta, GA, graduated from Auburn University as a Pre-Law/Journalism major and was commissioned a Second Lieutenant in the US Army Corps of Engineers.  As a company grade officer, Garland served in a variety of command and staff assignments both at Fort Stewart, Georgia, and in Bad Kissingen, Germany. He attended the Duke University Graduate School, attaining his Master of Arts and Doctorate of Philosophy degrees in Political Science.

As a field grade officer, his assignments included duty as an Assistant Professor in the Social Sciences Department at the United States Military Academy and staff officer positions in the 24th Infantry Division in the United States, and Allied Forces Southern Europe in Naples, Italy.  He commanded the 16th Armored Engineer Battalion in Giessen, Germany, and then served as the Military Advisor for the Assistant Secretary of the Army (Civil Works) in the Pentagon.  Following his Pentagon assignment, Garland completed a US Army War College fellowship at the United States Institute of Peace in Washington DC.

Garland’s Colonel-level commands included Garrison Commander of US Army Garrison – Japan, followed by Commandant of the Army Management Staff College until his retirement in 2009.  His operational deployments included Kuwait, Egypt, Bosnia, Kosovo, and Albania.

Transitioning from the Army, Garland worked at the University of Phoenix from 2010 until 2017, first as the Associate Regional Vice President for the Military Division and then as the Dean of Operations for the Colleges of Humanities and Social Sciences.  His last position at the university was the Dean of Academics for the College of Criminal Justice & Security simultaneously serving as the Vice President for Military Relations.  He was inducted into the International Adult and Continuing Education Hall of Fame in 2015, inducted into the Chamblee High School Hall of Fame in 2018, and has published two books – Engineering Peace and Perspectives On Leadership.  He moved back home to the Atlanta area in 2017 and now works as a District Sales Coordinator with AFLAC.

Garland has been married for 40 years to Kathy Perkins Williams of Dothan, Alabama, and has two married daughters, Rebecca, a 911 Dispatcher for the Sacramento, CA, SWAT team, and Leah, a Marriage and Family Therapist in Queens, NY.

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Aflac

Aflac is a Fortune 500 company, providing financial protection to more than 50 million people worldwide. When a policyholder or insured gets sick or hurt, Aflac pays cash benefits promptly, for eligible claims, directly to the insured (unless assigned otherwise). For more than six decades, Aflac voluntary insurance policies have given policyholders the opportunity to focus on recovery, not financial stress.

Company website

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

R3 Continuum

R3 Continuum is a global leader in workplace behavioral health and security solutions. R3c helps ensure the psychological and physical safety of organizations and their people in today’s ever-changing and often unpredictable world. Through their continuum of tailored solutions, including evaluations, crisis response, executive optimization, protective services, and more, they help organizations maintain and cultivate a workplace of wellbeing so that their people can thrive. Learn more about R3c at www.r3c.com.

Company website | LinkedIn | Facebook | Twitter

TRANSCRIPT

Intro: [00:00:07] Broadcasting from the Business RadioX Studios, it’s time for Workplace MVP. Workplace MVP is brought to you by R3 Continuum, a global leader in workplace behavioral health, crisis, and security solutions. Now, here’s your host, Jamie Gassmann.

Jamie Gassmann: [00:00:30] Hi, everyone. Your host, Jamie Gassmann, here. And welcome to this episode of Workplace MVP. 9/11 is a day in our history that we will never forget, especially for those who were survivors or who had loved ones lost during the events of that day.

Jamie Gassmann: [00:00:47] Our guest today is one of those survivors. On the morning of 9/11, following the attacks on the Twin Towers in New York, the Pentagon was attacked when hijacked American Airlines Flight 77 was deliberately flown into the west side of the building by Al Qaeda terrorists. With us today to share his personal experience from being inside the Pentagon at the time of that attack is Workplace MVP, Army Colonel (Ret.) Garland Williams. Welcome to the show, Col. Williams.

Garland Williams: [00:01:15] Thanks, Jamie. I appreciate you all having me on.

Jamie Gassmann: [00:01:18] So, let’s start out with walking us through your Military career journey and give us a little bit kind of background of where you’re at today with your career.

Garland Williams: [00:01:28] Oh, sure. Yeah. I was fortunate to be able to spend 28 years in the Army. I retired in 2009 as a colonel. I was an engineer officer. And I playfully say that I blew stuff up for a living for 20 years, and did some institutional stuff at the end. But I retired in 2009 and then I went to work on my second career. I was a Dean and Associate Regional Vice President for University of Phoenix. My job there was to help military veterans and active duty achieve their higher education goals, you know, go back to college.

Garland Williams: [00:01:57] And then, now I work for Aflac. I’m a District Sales Coordinator for Aflac. And I call it my third helping career where we can help individuals if they have a medical emergency and they don’t have a financial emergency at the same time.

Jamie Gassmann: [00:02:08] Perfect. So, while you were working at the Pentagon, can you share with us a little bit about what was your role while you were stationed there? And, you know, give us kind of a sense about how long you were stationed there before the attacks occurred?

Garland Williams: [00:02:22] Sure. Yeah. So, I had been in the Pentagon about three-and-a-half months. I had just spent five years in Europe between Italy and Germany. I had just come out of Italian Command, and my boss had nominated me to be one of the aides to one of the assistant secretaries of the Army. So, my job title was actually Military Assistant to the Assistant Secretary of the Army for Civil Works. So, if you do a quick count, that’s a 12 word job title requiring a really big business card.

Garland Williams: [00:02:47] But, basically, I was the Military Aide to the Civilian Head of the Corps of Engineers. And so, I’ve been in the Pentagon about three-and-a-half months still trying to figure out what all that was and trying to figure out the building as well.

Jamie Gassmann: [00:02:58] Yeah. So, speaking of the building, you know, we see that building on T.V. They show it sometimes in shows and even on the news. Can you walk us through how that building is structured and what the office structure looks like? Give us a sense of how you were positioned within it.

Garland Williams: [00:03:16] Sure. Yeah. It’s a crazy building. It’s the largest office building in the world. It was built in 16 months during World War II. And, in fact, at about the 11th month mark of that, the General Marshall decides he wanted a third floor, so they added a third floor in the middle of construction. So, it has three floors above ground and a classified number of floors below ground. It has 17 miles of quarters and 23,000 of your closest friends work there.

Garland Williams: [00:03:42] So, it’s got five rings. The center ring is the A ring and goes out to the E ring. I was in the E ring, because I was, again, the aide to one of the assistant secretaries. And the army has five assistant secretaries, so it’s a pretty big deal, four star equivalent presidential appointee. And the great thing about being on the E ring is we had windows. You know, none of the other rings really had windows, so we actually could see the Sun occasionally. But it’s a big building.

Jamie Gassmann: [00:04:08] Yeah. So, in looking at, like, the day of the attacks, you know, you were working in the offices during that timeframe and the attacks started in New York. So, what was going through your mind or when did you first hear about those attacks happening while you were working?

Garland Williams: [00:04:28] Sure. Yeah. Well, my day started, I mean, it was a gorgeous day. It was a perfect fall day in D.C. I mean, it was one of those days when you have the first hint of fall. There was not a cloud in the sky. I’ve done my normal physical training in the morning. I went running my three-and-a-half, four miles, or whatever it was. I drove into the Pentagon.

Garland Williams: [00:04:45] And I was actually getting a travel voucher ready to take to the Army Budget Office. My boss and I had gone to Chicago the week prior to look at some core projects. And after every trip, you have to go into your settlement so you can get your travel documents. That’s what I was working on.

Garland Williams: [00:05:00] And my office number was 2Echo545. And the reason that’s important, the way you translate that, the two means I was on the second floor; echo means I was on the E ring; and 545 meant that my office was between the fifth and sixth quarters. There was ten quarters, those are like the spokes to the Pentagon. And I finished up the travel paperwork and I was going to take it to the Army Budget Office. But it was about two minutes to 9:00, and we had our normal weekly staff meeting at 9:00. So, I just kind of packed that up on my desk and said I’ll do it after the staff meeting. And I went to the staff meeting.

Garland Williams: [00:05:34] About three minutes into the staff meeting – our office is made up of 18 people, it had three Military and 15 civilians. And one of the civilians, Bruce, had a BlackBerry. You say, “BlackBerry, that’s old equipment.” Well, back then, it had just come out. I mean, I still had the old Gibbs NCIS flip phone – Bruce had a BlackBerry, and he got the first notice that a plane had hit one of the towers. And we didn’t know how bad it was.

Garland Williams: [00:06:00] And I actually told my boss, I said, “You know, you have a speech on Friday at the Millennium Hotel -” which is one of the seven hotels that rang the trade towers “- do you want me to change your reservations?” He said, “No. You know, they’ll have it all cleaned up by then. We’re good.” We’re thinking a Cessna like everybody else did. In about 20 minutes later, Bruce got the second notification that the second plane had hit the towers. And we quickly realized something’s going on. And then, that’s about when the Pentagon got hit.

Jamie Gassmann: [00:06:32] Almost immediately after you heard about the second tower, roughly.

Garland Williams: [00:06:36] It was. Yeah. I want to say that notification came in about 9:34-ish and the Pentagon got hit at 9:37.

Jamie Gassmann: [00:06:44] So, you really didn’t have time to process what was happening in New York before you, yourself, were under attack.

Garland Williams: [00:06:50] Right. Yeah. Our office was responsible for – we headed up the Corps of Engineers. So, we did water policy, we also did tribal policy, and we also oversaw Arlington Cemetery. So, the idea of terrorism and everything really didn’t sink in well. But we found out later that was going to really be a big part of our job just because of the oversight of things like locks and dams, things like ports, things like river flow, things that we never really had thought about needed to be hardened for terrorism. But, yeah, in those three minutes, it didn’t hit. It didn’t affect us.

Jamie Gassmann: [00:07:25] And when the plane hit, did you know it was a plane that was hitting the Pentagon?

Garland Williams: [00:07:29] No. Again, I was an engineer in the Army, and so I did a lot of explosives. I could do C-4, TNT, Bangalore torpedoes, mines. I could also do liquid explosives. And we also trained on if we didn’t have real explosives expedient, so I can go to Home Depot and grab some stuff if I need to. I’m not going to, but I can do that.

Garland Williams: [00:07:49] And so, when the plane hit, it felt like a bomb. A big bomb, but it didn’t feel like a plane. So, if something happens like that, you’re going to get up and go see what’s what. And I was the closest person to the door, so I got up and opened the door. I looked down the hallway toward the noise, and all I could see was a rolling cloud. If you ever think about Indiana Jones and Temple of Doom, and he’s running away from that big rock, replace that rock with a big rolling dust cloud and replace Indiana Jones with our admin staff running away from this cloud. And that’s what you saw.

Garland Williams: [00:08:25] And Military mind kicks in, if this is a bomb and if it’s terrorism, where can we be safe, at least temporarily, until we figure out what’s going on? We owned our conference room. It was always locked unless we were in there. So, I grabbed the admin staff and said, “Come on in. Let’s kind of figure out where we go from here.”

Jamie Gassmann: [00:08:44] Yeah. So, walk us through what happened next. Can you give us kind of the timeline of how you were able to get to safety out of the building as well as bring some of your staff with you out of the building.

Garland Williams: [00:08:57] So, again, I’ve been there about three-and-a-half months, and in the time that I had been there, we had never practiced a fire alarm. And I don’t know how long they had not done that before I arrived, but they’d been a while. And we got the alarm to evacuate the building. And as we opened up the door to go to the hallway, the first time I opened it up, it was clear, except for that cloud to my left. Now, that cloud had already gone past, so you see kind of this rolling cloud of dust. The lights didn’t go out yet, but all you can really see were, like, the exit signs.

Garland Williams: [00:09:29] And at that time, they did not have lights that would kind of lead you to the exit. That was a change they made to the Pentagon after this, so we could follow lights on the floor because that’s where you would see if you want to get low for smoke and things like that.

Garland Williams: [00:09:43] The sounds, you heard the alarm, you heard a lot of shuffling of feet. But what I thought was really interesting, there wasn’t panic. I mean, people were walking with a purpose, but they were walking with a purpose. They weren’t running. They weren’t knocking people down. I was pretty proud of the Pentagon for that, actually. You know, the Pentagon is made up of a mixture of civilians and Military. Military, you kind of sort of expect that because it’s hammered into us. Civilians kind of adopted that mindset and just, “We got to go this way. Everybody’s got to go this way. Let’s all go that way together.”

Garland Williams: [00:10:15] So, as we were going out, one of our senior civilians, she was an SES2, Senior Executive Service 2, and that’s like a two star equivalent military terms. She said, “Let’s go to the center courtyard. And I’m thinking to myself, “Okay. Ma’am, you might be expert on water policy, but you are not an expert on military. So, no, we’re not going to do that.” I’m thinking if we go to that center courtyard and it really is a terrorist attack, we’re putting ourselves in a vulnerable position with snipers on top. You’re in a cage.

Garland Williams: [00:10:45] Now, a sideline on that, the center courtyard for the Pentagon, when the Soviet Union was a Soviet Union, that center courtyard was on their nuclear target list. And the reason it was on the nuclear target list is because they kind of saw that a lot of people gathered there in the middle of the afternoon, so it must be a really important place. It’s got a really good café with really good hot dogs, that’s why people were there in the middle of the day. And, in fact, it was renamed the Ground Center Cafe.

Garland Williams: [00:11:13] Anyway, so the SPS said, “Got it. Makes sense. We’re going to go out.” So, we went to the river entrance, which was the closest entrance to us. And, now, I didn’t have my cell phone. I didn’t have my car keys. I didn’t have my hat. In the Pentagon, cell phones just don’t work. It’s too hard of a building. You can’t get connectivity. Keys in a Military uniform, especially in Class B’s or Class A’s, there’s really no good place to carry it and look Military. And the hat, you don’t need a hat in the Pentagon. Even in the center courtyard, it’s a no hat area. So, all that stuff was on my desk. So, I didn’t have a phone.

Garland Williams: [00:11:47] As we were coming out of the building, I did borrow a cell phone from one of our supply clerks to call my wife. And I got a call out, which is amazing because all that stuff crashed pretty soon afterwards. I called her and said, “Hey, there’s been a bomb. I’m okay. I’ll call you when I know more.” And she was oblivious. She had been out walking, again, it was a gorgeous fall morning. Then, she came in and she was chatting with a friend of hers in Australia. Had not turned on the T.V. And she says “A bomb? Are you okay? Whose phone is this? Are you coming home?” She had no idea.

Garland Williams: [00:12:23] As we went outside, nobody in our office got hurt from the blast. But we did have a lady that had an epileptic attack in the middle of this and we had to carry her out of the building. She was okay. We got outside. And, again, we have not practiced this evacuation, so we didn’t really know where our spot was to go, because everybody is designated a spot. But we found a spot. We counted noses to make sure that everybody was there.

Garland Williams: [00:12:48] And, again, my boss was one of the assistant secretaries, so I borrowed a phone. I called into the Army Operation Center – we call it the Tank – just to let them know where my boss was – kind of key. I hung up the phone. And then, we got the call from the MPs, Military Police, for all military to go forward and help out with casualty evac.

Jamie Gassmann: [00:13:08] Wow. And at that point, you still had no idea it was a plane that had hit? You’d still thought it was a bomb. At what point did you identify that it was a plane that had hit and that it had been terrorists that had caused that plane crash?

Garland Williams: [00:13:23] Yeah. So, as we came out of the building, I noticed parts on the ground that were sized like dinner plates. And I was thinking, “Okay. Maybe it wasn’t a bomb.” But there was a helipad just outside our office and I thought maybe a helicopter exploded. Because you can do what’s called a hot refueling of a helicopter. Basically, that means you’re filling up a helicopter while the rotors are still going. If you do it right, it’s perfectly safe. If you do it wrong, helicopters tend to go boom and blow up. And so, I thought maybe that’s what had happened.

Garland Williams: [00:13:50] But as we got called to the MP line, we ran forward, the three of us, there was a colonel, I was a lieutenant colonel at the time, and a sergeant. We ran forward, and as we came around the corner of the building, we saw a bright, bright, bright fire, kind of like what you would see for a welding torch. It was just really bright white. “Okay. That’s weird. Maybe it was a bomb. I don’t know.” When we got to the MP line, they stopped us, and they said, “There’s a fourth airliner in the air. Start running.” That’s the first time I knew it was an airline. And then, all the pieces with the World Trade Center and all that start to kind of come in play. And if there’s a fourth airliner, nobody knew where it was going. So, we started running toward Arlington about that time.

Jamie Gassmann: [00:14:31] Wow. And walk us through, so you’re running towards Arlington, about how far away is Arlington Cemetery from the Pentagon?

Garland Williams: [00:14:41] Yeah. In metro terms, it’s one stop. It’s probably maybe a-half-mile to three-quarters-a-mile. Now, that’s interesting. The lady that said let’s go to the center courtyard, she had had a hip replaced in that year, she ran faster than I did. We got about halfway to Arlington and kind of stopped. Let everybody sort of gather their breath a little bit and figured out what we’re going to do.

Garland Williams: [00:15:05] So, my boss had not been at the Pentagon very long himself. He had a townhouse in Georgetown, and so he said, “Okay. I’m going to walk to my house.” The colonel had his keys and could get to his car on the south parking lot. So, he took three of the staff with him. The rest of us kept on walking toward the Arlington Metro and we got to the metro station.

Garland Williams: [00:15:28] Now, you would think in a national disaster, they would just start piling people on the metro to get them out of the area. Well, nope. Still had to pay. I had a $20 bill to my name, so I had to buy $20 worth of metro tickets. We got on the train. People kind of fanned out because the way the metro works throughout D.C., you have the orange line, you have the green Line, you have the blue line. And so, wherever you had to go, that’s kind of where you could go. And most of those came into the Arlington Station.

Garland Williams: [00:15:56] So, me and another guy, Chip, in my office got on this because he lived near me. They took us out two stops and they made everybody get off. And then, they just started rotating the train back and forth to get people out of the immediate area.

Garland Williams: [00:16:09] So, as we’re waiting for the next train, I said, “I need to call my wife. Tell her what’s going on. Tell her that she needs to pick me up if she could.” And I didn’t have my cell phone, but I had a government travel phone card that we’re supposed to use on official only kind of thing. I was, “Okay. There’s nothing more official than this.” So, I went to the payphone, tried to use it. The call wouldn’t go through because the phone lines were all jammed. And as I hung up, I said something like, “Okay. I’ll try later.” And, like, four people handed me their cell phones. People I had no idea who they were.

Garland Williams: [00:16:42] I got into a call to Cathy, my wife, and I said, “Okay. Chip and I are coming out. Please get us at the Dunn Loring Station,” which is farther out in the orange line. I lived in Annandale, for those that know where that is. And so, that’s what happened. So, we went out to Dunn Loring. Cathy picked us up. We took Chip home first. That was Chip’s birthday, so happy birthday, Chip. And then, we went to our house. And then, we started trying to figure out what’s next.

Jamie Gassmann: [00:17:09] Yeah. And how did you navigate that? Because, obviously, at that point, you really just evacuated the area and got people to safety and got yourself to safety, and now you’re with your family. You know, how did it play out from there? Like, how did you talk with your family? And you’ve mentioned in a previous call that you had children at the time, how did they find out and how did you talk with them?

Garland Williams: [00:17:32] Yes. So, there was, like, two parts of my brain, I guess, kind of going through this. First, the professional piece, you know, “Oh, crud. I’m not at work. How do we kind of keep this going on?” And then, the family piece.

Garland Williams: [00:17:42] So, the work piece, I was actually part of the group that was part of the Pentagon alternate headquarters. So, if something happened to the headquarters, whether it be terrorism or hurricane or something, there was a small group of us that would go to an alternate location to have continuity of operations. Well, we couldn’t get there. Normally, we kind of pile up on a bus or some kind of mass transportation to get out there, but we couldn’t get out there. So, Pentagon really didn’t have a full load operation center going at the time.

Garland Williams: [00:18:13] The second piece was family. And so, I finally got home about 12:30. And I have two daughters. The two daughters at the time they were in school. One, she was almost 12 and sixth grade and one that was almost 16 in tenth grade. So, on Tuesdays in Fairfax County schools, in the elementary schools, they have what’s called teacher in-service day. So, the kids get off a little bit early so teachers can do their training.

Garland Williams: [00:18:37] And so, Leah, my youngest, comes bopping in with a ponytail swinging and saying, “Hey, mom. I got this homework. I got that homework, et cetera, et cetera.” And mom says, “Okay. That’s okay. You can do your homework later. And dad needs to talk to you.” And she went, “Wait a minute, what do you mean I could do my homework later? That’s not normal. And what’s dad doing home?” So, I brought her to the back of the house.

Garland Williams: [00:18:56] Now, they had not told any of the kids at the elementary school, which is a good thing. And so, I kind of walked her through what’s going on or what I knew, because I didn’t know the scope of it. You all probably knew more than I did at that point because you all have been watching T.V. I had not. And I kind of explained what I did. And she said in her 12 year old self, “Okay. Thanks. All right.” And kind of bebopping and went did her homework.

Garland Williams: [00:19:18] My other daughter was in tenth grade in public school in Fairfax County, and somebody came over the intercom and said, “America’s under attack. If you have a parent that works in the World Trade Center or the Pentagon, come to the counseling office.” And so, Becca, my oldest, ran to the counselor’s office, got a call into mom. And mom said, “I’ve heard from dad. He’s doing fine.” And she said okay. And she came home at the normal time. But if you were to look at the front of her school, all these limousines started coming through the front of the school because there were a lot of embassy kids from other countries. And all the embassy kids were starting to get picked up. So, that’s not normal. She came home.

Garland Williams: [00:19:59] My wife in the middle of this, like I said, she was oblivious to it all. Our house is a cell phone hole, the only place you could talk on your cell phone was at the mailbox. So, if you can picture her in her workout clothes with a cell phone in one hand and a cordless phone on the other trying to call family and all that, she did amazing things.

Garland Williams: [00:20:20] And then, she made a remarkable decision. She said, “I got to go to the grocery store because we don’t know what’s going to happen and I know we’re out of bread.” And the way she says it right now is, you know, you can’t have a natural disaster without bread. So, she went to the grocery store, because the grocery stores did shut down for a couple of days. And then, like the rest of everybody else, we started watching T.V.

Jamie Gassmann: [00:20:43] Yeah. And that’s probably where the full scope of what was going on you were able to actually see and kind of catch up to what everybody else had been watching. How did you feel at that moment?

Garland Williams: [00:21:01] Yeah. Interesting you ask. At that point, I did not know who I knew that were killed or hurt. And that’s one thing that my wife did really well, because I’ve been in the Pentagon three months, there’s 23,000 of your closest friends. Every day when I go down the hallway, I run into somebody else that I didn’t know worked there, that I had been stationed with before. And I come home at night and say, “Hey, guess who I saw today? Guess who I saw today?” And so, she probably had a list of 20 people that she could call them and say, “I heard from Garland. Have you heard from Bob? Have you heard from John? Have you heard from whatever?” Just kind of doing the Army family tree support thing.

Garland Williams: [00:21:41] And so, I didn’t know to be sad yet. I was mad. I was kind of mad. I did not know how close I was yet. We were watching it. And you know what was on T.V., they kept showing the Pentagon and that second plane flying in there. It was just, you know, “What are we getting into?” Now, as a soldier, I knew we were going to war. I just didn’t know with who. So, we watched and watched and watched.

Garland Williams: [00:22:07] The next morning, I thought I was around one of the points in the Pentagon. I thought it hit here and I was around one of the points over here. On the front page of The Washington Post, they had a diagram of the Pentagon and showed where that plane went in. And I finally realized the plane went here and I was 100 yards to the right of it. You kind of get a cold shudder like, “I just dodged something.”

Garland Williams: [00:22:33] Now, you asked me how I feel, Thursday night, my mother-in-law called and she was dancing around it trying to be nice, you know, nice to her son-in-law. And she went to be like a journalist, you know, how do you feel kind of thing. And I said, “Well, you know, some idiot with an airplane just tried to kill me and it kind of pissed me off.” I’m just trying to make light of it. And that became the quote that ended up in the Atlanta Journal the next year when I did a one year anniversary speech. So, it was like, be careful what you say in public because it might come back to haunt you. But I was mad.

Garland Williams: [00:23:04] And my wife and I, we always said at some point it’s going to hit us. At some point, we’ll be cutting onions and start crying or something. And it took about a year. And my wife was doing something and you start crying for no reason. So, I was mad.

Garland Williams: [00:23:23] But then, the operational piece kicked in. We got to go on. The family still got to go on. We’ve got to figure out how we can get back to normal. I mean, for parents, you always want your kids to get back to normal. You want to protect them. Every time we moved, the biggest thing we want to do is to get them settled and get them back to normal. I mean, Jamie, you’re a military kid. You know what that feels like?

Jamie Gassmann: [00:23:45] I do.

Garland Williams: [00:23:46] And normalcy, because we uproot our kids every two or three years, the faster we can get to normalcy, the better off they can be. And this is no different. But what was really weird is, when you go outside, it was silent. There were no airplanes in the air. And in the D.C. area, you always hear airplanes. I live in the Atlanta area, you always hear airplanes. The traffic was down because a lot of businesses were closed. You know, Wall Street was still trying to figure out what they were going to do.

Garland Williams: [00:24:14] And I just remember, you still got a workout, you still got to be in shape, and I went to ride my bike. And I was in a forest and just stopped. I could hear birds, but that’s about it. It was weird. Very, very weird. And then, we did find a place to go to work. We kind of piled in on top of the Corps of Engineers. And on that following Monday, I had to go on another business trip. We had to fly out to San Francisco. And as we got on the plane, the pilot came over and said, “I don’t know if anything’s going to happen, but if it does, we’ll take care of it. Let’s go.” “Okay. Let’s go.”

Jamie Gassmann: [00:24:47] Wow. And we’re going to talk a little bit about your recovery and things that you did as a family and for yourself in just a moment. But we just have a quick word from our show sponsor. Workplace MVP is sponsored by R3 Continuum. R3 Continuum is a global leader in workplace behavior health, crisis, and violence solutions. And would like to extend their gratitude to the 9/11 first responders, to Col. Garland Williams for his service to our country, and to all the service men and women who are currently serving, have served, and who gave the ultimate sacrifice for our country. To learn more about R3 Continuum, please r3c.com.

Jamie Gassmann: [00:25:26] So, you mentioned you had to get on another business trip, like, that following Monday. I’m sure that had to be really hard. But you also mentioned in previous conversation the days following 9/11, you began your recovery. And I know you talked about that effort to get back to normalcy. And I definitely know how that feels. I think I actually attribute that to my resiliency as an adult so there’s definitely some benefits to that.

Jamie Gassmann: [00:25:52] But talk to me through what did that recovery process look like for you. Because, obviously, you’ve shared kind of that journey that you went through going through it and then identifying kind of comrades and coworkers that you lost on that day. How did you work through that process for yourself?

Garland Williams: [00:26:14] Sure. Yeah. So, one thing I didn’t say is, that very first decision I made about not going to the Army Budget Office was probably the one that saved my life. If I had gone to the Army Budget Office, I would have been talking to a lady named Judy Rolet. Judy was one of the victims, because the Army Budget Office was the point of impact. And so, if I had been talking to her, I wouldn’t not be talking to you today. So, you asked me about survivor’s guilt or whatever, yeah, that’s a big one.

Garland Williams: [00:26:42] But to recover, a couple of pieces to recovery. Obviously, there’s the mental and physical individual recovery, which I’ll talk about in a second. But there’s also a recovery of the office functions in the office, because we just have been attacked and the headquarters of our response is going to be in the Pentagon. How do we get that back up?

Garland Williams: [00:27:04] There are three offices that got hit, the Army Budget Office, the Army G1 or Personnel Office, but also the Army Computer Center. And you don’t realize how much you rely on your computer files. We were literally in the dark. All my contacts, all that stuff, went away with that. Now, whoever recovered that stuff, they were able to recover 87 percent of the information that was in that computer center. So, it was amazing if they could pull that back together.

Garland Williams: [00:27:33] As far as the office, we relocated with the Corps of Engineers for about eight weeks. We did go back in our office about four weeks to see what we could recover. We got in the hazmat suits and everything. They said not to recover anything that was cloth or paper, and I violated that and I’ll tell them why in a minute. But we had to go through and see what was messed up. So, again, fire didn’t go through, but water did. I mean, it was an incredible amount of water damage.

Garland Williams: [00:28:00] Because we had a new assistant secretary, as they come in, they get to choose new furniture because their big deals are presidential appointees. All that furniture had whipped up water, all this kind of a nice, cheery wood furniture. So, we’re picking up furniture and throwing it out the second window.

Garland Williams: [00:28:15] I went to my office and I hit the keyboard on my computer and water would just shoot up. I did take a uniform, at that time it was called Army Class A Greens. It was a little more green than normal from the mold. I did take a flag that had flown over Congress that was in one of my drawers, I thought that’s kind of important. And I did grab my military personnel file, which is just soggy. And I didn’t know if I could recover it, so I took it and, eventually, just kind of laid out all those pages in my garage to dry out.

Garland Williams: [00:28:44] So, we had to figure out it was a long term. And about eight weeks later, the kind of key people in the office, my boss and myself and two others, came back in the Pentagon. Because you need to be close to the chief of staff. You need to be close to the army secretary. And then, everybody else came in about four weeks later.

Garland Williams: [00:29:02] The Pentagon was undergoing a renovation. Again, it had been built in 16 months, but is going through a ten year renovation called PENREN, Pentagon Renovation. And that wedge that was hit was the very first wedge that had been renovated. They hadn’t been occupied, like, 30 days before. And a little bit of precedence, but as part of that renovation, they wanted to see how they could harden the Pentagon to catch an airplane.

Garland Williams: [00:29:32] So, I mean, the terrorists weren’t all that smart. They could have picked nine other wedges, but they pick the one that they probably would have the hardest time to penetrate. So, the plane, it did go to the E ring, it did go to the D ring, and partially through the C. That hardening actually saved the life of a friend of mine, which I’ll talk about.

Garland Williams: [00:29:51] And then, we had to figure out, we have the Corps of Engineers, 37,000 primarily civilians stationed across the world, how do we get them involved in making sure that we won’t have another attack? So, we were going to places like the locks and dams on the Mississippi River, the dams out in Oregon, going to the Port of Long Beach, you know, because there’s hundred thousands of tons of stuff that come through every single day. We’re trying to figure out how do we harden our country but still maintain the openness that we enjoyed? And it’s not an easy problem to solve.

Garland Williams: [00:30:27] We were also trying to figure out how do we honor the victims? Because part of our job is we oversaw Arlington Cemetery. And so, my boss had changed in the middle of this. My new boss was a political appointee, former congressman, but he also owns some funeral homes before he went into Congress. And so, he and the head of Arlington got along really well. And the challenge was trying to figure out how we honor the victims with their remains in Arlington without being able to separate out the terrorists remains. There’s just no way to do it. And I think they came up with a pretty good way to do it. It’s a five sided monument in Arlington. And then, of course, we came up with the Pentagon memorial that truly honored the victims.

Garland Williams: [00:31:15] And then, there was the recovery of myself. We did go through one group counseling, it was an Army colonel doctor. And she came and did, basically, a group session with us and talked about our feelings. You know, Army officers don’t talk about their feelings, but they want us to do that. And we had the option to continue. I didn’t do that. And in retrospect, I probably should have. But I just didn’t do it. I just didn’t think I needed it. My life was going so fast trying to keep up with my boss and my family.

Garland Williams: [00:31:50] And we were just kind of coming out of the stigma of behavioral health. You know, it used to be that if you went to behavioral health on your own, you were admitting weakness and you didn’t want to admit weakness, especially as an officer or a non-commissioned officer. We were starting to come out of that. But in the last 20 years, we’ve come way out of that. Where, as people are redeploying from a combat zone, they go through questionnaires to see if they should probably get some help. And getting help is not a sign of weakness. It’s actually a sign of strength. So, I probably should have done that.

Garland Williams: [00:32:23] My family, they bounced back pretty well. But my kids, I think they know they almost lost their dad. And for me, it made me want to go and make sure every day counted. So, before, I was a normal Army officer where I’d planned out six months and I was living not for the moment, but down the road. Now, you got to wake up and see what can I do today that counts?

Jamie Gassmann: [00:32:50] Yeah. And that led to some of your career changes later in life, too, as well.

Garland Williams: [00:32:56] It did. It did. Yes. So, I was 20 years in the Army at that point. I was never going to make the Army as a career. That wasn’t my plan. I was going to do my five years to pay back my scholarship, get out, and make a million bucks. And I found out I like blowing stuff up and I found out I liked who I was doing it with. And so, my wife and I decided we would do a stateside assignment. For our first assignment, we do an overseas assignment, Germany, do company command, and then we make a decision.

Garland Williams: [00:33:23] And in the middle of the company command, I got the bright idea to apply to teach at West Point after I got turned down by the Army to go get a master’s degree in something else. And lo and behold, they accepted me and they sent me to a really good school. They sent me to Duke for a master’s degree. I was able to finish up my PhD there. But when I got my orders, it said for every one day in class, I owe the Army three more days. And so, that would take me up to, like, 13-1/2 years. I said, “Okay. It would be dumb to get out then.” I can do another six-and-a-half to go to retirement. And then, it kept snowballing and snowballing, and I ended up with 28. So, I missed my goal by 23 years.

Garland Williams: [00:34:00] And when I came out of the Army, I couldn’t stay for two more years. I had commanded twice as a colonel. I knew I wasn’t going to get promoted to brigadier general because I didn’t command a brigade in combat. My choices, I was either going to be sent downrange into Afghanistan or Iraq, which was fine. I don’t have a problem with that. Or I was going to get buried in the Pentagon for my last couple of years.

Garland Williams: [00:34:20] And my mom was sick at the time. I did not know how much longer she had. So, I opted to go ahead and leave a perfectly good paying job in 2009, which, if you look at the economics, was probably not the most smart thing. And then, I transitioned to the University of Phoenix to run the Military Division, so it wasn’t much of a change for me. And then, now, for four years, I’ve been working in Aflac, again, trying to help people if they have a medical emergency and not have a financial emergency at the same time.

Jamie Gassmann: [00:34:51] Fantastic. So, now, looking at, obviously, yourself and your family, what, from your perspective, are some of the long term effects that you’ve had over this last 20 years?

Garland Williams: [00:35:06] For me, as I said, it made me think about making an impact, being present in the family. Because, you know, a couple of times during my major and lieutenant colonel years, my wife really needed a cardboard cut out to prove that she was married – life in the Military. Make sure I was present with my kids, you know, to attend everything I could. And I did a pretty good job with them. I mean, I was still traveling a lot, but one thing that if my kids ever call, I take the call.

Garland Williams: [00:35:37] And that one came kind of funny. I was out at Fort Lewis in my last job in the Army. I was doing a presentation in front of about 4,000 people. I was talking about the Civilian Education System. And my phone rang, I forgot to silence it. And I looked at it, it’s my daughter. And they say, “Oh. Go ahead and answer it.” So, I answer it, it’s Leah. I said, “Okay. Leah, you’re on speaker in front of 4,000 people. Can I help you?” And she’s, “I’m okay, dad. You can call back later.” But the idea is I always take the call. And they know that any time I’ll take it.

Garland Williams: [00:36:13] My kids, I think at a very young age realized how resilient they can be and how precious life is. And my youngest, actually, partly because of this experience, partly because of another experience in high school, she is a marriage and family therapist. And so, she talks to people through this. My daughter-in-law is a behavioral analyst. She has her Ph.D. in psychology. She works with kids with autism and works through problems. And then, my oldest daughter is a 9/11 dispatcher, first responder. She works with the Sacramento County SWAT Team. So, I’m pretty proud of it, they all picked jobs at service.

Jamie Gassmann: [00:36:54] And so, as a leader and an employee – because, obviously, in your role within the Military, you would have been seen as an officer, so a leader of that group and an employee also – having gone through the events that you did that day, if you were going to be speaking to other leaders about how they can focus on the support of their employees, both in the immediate aftermath of that event but then also in years following, what would be some things that you would want them to take into consideration and do for their people?

Garland Williams: [00:37:30] Well, I mean, you say I was a leader in the Pentagon. I was a lieutenant colonel, and in the Pentagon that doesn’t really mean a lot. I mean, because, you got four, three, two and one stars. I’m pouring coffee for those guys. But I was an officer. And I don’t care what rank you are, civilian or military, you lead by example. You know, the lowest private can be the leader if he’s doing the right things.

Garland Williams: [00:37:54] And so, if I was to go through this again – I don’t know if force is the right word – I would probably highly encourage everybody to talk this out. Because things don’t get better with age. Bad news doesn’t get better with age. And, also, bottled up feelings don’t get better with age. It’s tough conversations. It’s still tough conversation, very emotional event, lost friends, have friends who got hurt.

Garland Williams: [00:38:24] Now, probably long term, I would tell people to make sure their priorities are in the right order. People always say, when somebody is on their last dying day, they probably don’t say, “I really wish I worked more.” That’s probably not the last wish. They’d probably say, “I probably wish I’d spent more time with my kids. I probably wish I had done this hobby a little bit more.” And you realize you don’t necessarily live to work. A lot of us do. That’s our identity. But, really, you need to work to live. And, also, live in the moment.

Garland Williams: [00:39:00] I mean, as an Army officer, we have a tendency to plan. I like to know what’s going to happen six months out. And have a plan that at least we can change a little bit as we meet the enemy. A plan never survives contact with the enemy, whatever that enemy is. But at least you have a way to go. But you can also overlook the great things that happened today. And that’s the one thing that I continue to struggle with, but I still try to enjoy what I’m doing today. It might be the last day. You never know.

Jamie Gassmann: [00:39:27] That’s such great advice. So, if any of our listeners listening want to get a hold of you, how can they do that?

Garland Williams: [00:39:34] They can call me or they can email me. I’ll give my phone number out, it’s 480-307-1929. And, yes, that’s a Phoenix Area phone number. But that was my first cell phone after the Army. But I live in the Atlanta area, so don’t worry, it’s not a telemarketer. Or you can send me an email, garlandwilliams@ymail.com. A lot of people dance around and say, “Are you willing to talk about 9/11?” Of course, I’m willing to talk about 9/11. I don’t do a lot of Facebook posts, but I always do one on 9/11. Because a lot of people have never met somebody that has been there and just make yourself available to talk through it.

Jamie Gassmann: [00:40:16] Yeah. Well, you’re certainly the first person that I’ve met firsthand that has been through it. And I thank you for letting us celebrate you, for letting you tell your story with our listeners and about the events of that day. And I really appreciate you being on the show. It truly was an honor for me to be able to interview you and a privilege, and I really thank you for that.

Garland Williams: [00:40:42] Well, I appreciate that. I don’t ask people to think about 9/11 every day. There’s a lot of other things that are on our mind. I do think about it in some way. Like I said, I want to make sure that every day counts. But I do ask people to think about it at least once a year on 9/11, on Patriot’s Day. And think about the people that were lost. Think about the people that are injured. But more importantly, think about the families, because the families really bore the brunt of this. And I know 2,977 victims of that day would appreciate it if you thought about the families.

Jamie Gassmann: [00:41:11] Yeah. Absolutely. So, just closing out the show here today, I want to thank our show sponsor, R3 Continuum, for supporting the Workplace MVP podcast. And to our listeners, thank you for tuning in for this special edition and episode featuring Col. Williams.

Jamie Gassmann: [00:41:30] If you’ve not already done so, make sure to subscribe to get our most recent episodes and our other resources. And you can also follow our show on LinkedIn, Facebook, and Twitter at Workplace MVP. Thank you all for joining us and have a great rest of your day.

 

Tagged With: 9/11, Aflac, Col. Garland WIlliams, Jamie Gassmann, Pentagon, R3 Continuum, September 11th, terrorist attack, Workplace MVP

A Business Lesson from the Alabama-Auburn Rivalry, with Jim Kerlin, Blackwood Impact Group

September 20, 2021 by John Ray

Blackwood Impact Group
North Fulton Studio
A Business Lesson from the Alabama-Auburn Rivalry, with Jim Kerlin, Blackwood Impact Group
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Blackwood Impact Group

A Business Lesson from the Alabama-Auburn Rivalry, with Jim Kerlin, Blackwood Impact Group

Jim Kerlin: [00:00:00] In fact, I have a LinkedIn post about this for anybody that wants to connect with me there. They can see this. I put up that house divided image and wrote about it because they’ve asked that. If anybody figures out my background, it has both of those skills.

Jim Kerlin: [00:00:16] Well, the lesson to be learned from that is be careful when you’re approaching new prospects that you don’t carry preconceived notions in about what they feel about either their needs, how they see the problem versus the way you might see the problem. Or for example, when you’re talking about the money and the budget comes up, you may be coming at it from the angle of, “Hey, I’ve got an abundance mentality about money,” maybe they’ve got a scarcity mentality about money and it just doesn’t mix right.

Jim Kerlin: [00:00:51] So, it would be better probably to have some neutrality when you approach that initial conversation. And instead of bringing your own preconceived notions, remain unattached to the outcome. You’re there to try to help them, if you can, or point them to someone else if you can’t. And really, instead of having the approach of, “I’ve got to win every deal,” and having that approach, I have that. I guess you’d say mindset of, “I’m here to help you.” I may feel as if I can help everyone, but not everyone is ready for what I have to offer. And I’m going to work with those that are ready, just that have admitted they’re at a point where they want help and need help, and they want to have that conversation as opposed to drop and let me convince you mode.

Listen to Jim’s full North Fulton Business Radio interview here. 


The “One Minute Interview” series is produced by John Ray and in the North Fulton studio of Business RadioX® in Alpharetta. You can find the full archive of shows by following this link.

Renasant Bank has humble roots, starting in 1904 as a $100,000 bank in a Lee County, Mississippi, bakery. Since then, Renasant has grown to become one of the Southeast’s strongest financial institutions with over $13 billion in assets and more than 190 banking, lending, wealth management and financial services offices in Mississippi, Alabama, Tennessee, Georgia and Florida. All of Renasant’s success stems from each of their banker’s commitment to investing in their communities as a way of better understanding the people they serve. At Renasant Bank, they understand you because they work and live alongside you every day.

Tagged With: Alabama-Auburn rivalry, Blackwood Impact Group

Gary Aldridge, Aldridge Valuation Advisors

September 17, 2021 by John Ray

Gary Aldridge
Nashville Business Radio
Gary Aldridge, Aldridge Valuation Advisors
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Gary Aldridge

Gary Aldridge, Aldridge Valuation Advisors (Nashville Business Radio, Episode 31)

Through business valuation and CFO advisory services, Gary Aldridge, owner of Aldridge Valuation Advisors, works with business owners to measure and then grow the value of their business. On this episode of Nashville Business Radio, Gary and host John Ray discussed what he looks for when valuing a business, how he advises clients to grow value, what business valuation should be an on-going exercise, and much more. Nashville Business Radio is produced virtually from the Nashville studio of Business RadioX®.

Aldridge Valuation Advisors

If you are seeking help to measure the value of a business or increase the value of an existing business, who better to contact than a professional who has successfully done both for 25 years?

What sets Gary Aldridge apart from others is the combination of measuring AND growing business value as well as his “real world, down in the trenches, roll up your shirt sleeves” experience as a CFO. This combination proves invaluable, and rare when advising clients.

Since 1993, Gary has been identifying needs to get a business owner moving in the right direction whether it’s a company earning $500,000 or $25 million in revenue.

  • To measure value, he prepares a business valuation for a specific purpose.
  • To grow value, he analyzes the current situation, prepares a plan of action, and executes that plan.

Company website | LinkedIn

Gary K. Aldridge, MBA, CPA, CVA, CFE, Owner, Aldridge Valuation Advisors

Gary Aldridge
Gary K. Aldridge, MBA, CPA, CVA, CFE, Owner, Aldridge Valuation Advisors

For over 25 years Gary Aldridge has served as CFO/Senior Financial Executive in privately held companies ranging from $500,000 to $25 million in revenue.
Businesses are much more than numbers on paper. They represent the aspirations and dreams of entrepreneurs and team members working to achieve something useful together. It’s the human factor that makes or breaks a business.

Gary is licensed as a Certified Public Accountant in Tennessee and Mississippi. He is also a licensed Certified Valuation Analyst through The National Association of Certified Valuators and Analysts (NACVA) and a Certified Fraud Examiner through the Association of Certified Fraud Examiners (ACFE). He is also a member of the American Institute of Certified Public Accountants (AICPA).

Gary moved to Nashville in 2016 and launched his business in 2017. Since then, he has provided services in six states. Aldridge Valuation Advisors (AVA) focuses on measuring and growing the value of businesses through business valuation and CFO advisory services.

Gary has an MBA from the University of Alabama.

LinkedIn

Nashville Business Radio is hosted by John Ray and produced virtually from the Nashville studio of Business RadioX®.  You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, Stitcher, TuneIn, and others.

Tagged With: Aldridge Valuation Advisors, business valuation, business value growth, Gary Aldridge, Nashville Business Radio, outsourced cfo

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