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DeRetta Cole Rhodes Ph.D. Full Interview · The Steve Harvey Morning Show

0:00
Speaker 1: My next guest received her undergraduate degree from the University
0:03
Speaker 1: of Georgia, Go Dose, her Masters and Business administration from
0:07
Speaker 1: Clark Atlantic University, and her PhD in Adult education from
0:11
Speaker 1: the University of Georgia, Go Dog. She is a senior
0:14
Speaker 1: vice president inhead of h R for the Atlanta Brace,
0:18
Speaker 1: which she supports the Major League team. Is my link
0:21
Speaker 1: the system, okay, battery battery park development in all areas
0:26
Speaker 1: of people capital initiatives. Please welcome to my make conversation
0:30
Speaker 1: for the very first time, my first human resources resources
0:33
Speaker 1: expert doctor doctor. I put doctor in there thread cole
0:40
Speaker 1: rolls because it it didn't have doctor nowhere, and went PhD.
0:45
Speaker 1: She's a doctor. Let me, let me give you respect,
0:48
Speaker 1: because that's that's a leaner. I stopped at the bachelor.
0:51
Speaker 1: I stopped right there, A bachelor math, Science of mathematics,
0:54
Speaker 1: Roshane was done. When you go NBA and pH d,
0:59
Speaker 1: how do you do? How? What? What motivation leads you
1:01
Speaker 1: to that next level of education? So that's a great question.
1:04
Speaker 1: And I and I have people say this to me
1:06
Speaker 1: all the time. I did not go back to get
1:08
Speaker 1: my doctor to be called doctor Rhodes. I went back
1:12
Speaker 1: to give me credibility. So when I was able to
1:14
Speaker 1: walk into a room and have a conversation or walk
1:17
Speaker 1: into a room and have a seat at the table,
1:19
Speaker 1: that helped that. Because the one thing people can't take
1:21
Speaker 1: away from you are two things. They can't take away
1:24
Speaker 1: your experience and they can't take away your education. I
1:26
Speaker 1: agree with that. I always tell people, you can't repoll
1:28
Speaker 1: your degree. You cannot say page I'm getting long. We
1:31
Speaker 1: are already see. I can't take good it's my quote.
1:36
Speaker 1: I get that degree because they can't repoll once it
1:38
Speaker 1: goes on that wall. That's yours exactly. And so so
1:42
Speaker 1: education is important for you, I'm sure for your family.
1:45
Speaker 1: Talk about how you have you have sons, I do,
1:47
Speaker 1: I can talk about how that your educational influence has
1:50
Speaker 1: shaped their lives. Oh that's a great question. And you know,
1:53
Speaker 1: I have to tell the story about the fact that
1:55
Speaker 1: my grandmother and my great aunt hath their degree. So
1:58
Speaker 1: growing up as a little girl, my grandparents, my grandmother
2:01
Speaker 1: had a degree and they were from Arkansas and a
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Speaker 1: small town in Arkansas. But my parents have their masters.
2:07
Speaker 1: My dad is everything, but he's a b d. Everything
2:11
Speaker 1: but a dissertation. And so it was instilled in us,
2:14
Speaker 1: and by the way, they were all educators, so it
2:16
Speaker 1: was instilled in us that education was something you had
2:18
Speaker 1: to do in order for you to advance, in order
2:21
Speaker 1: for you to take care of your family. And so
2:23
Speaker 1: interestingly enough to me the challenge and not the challenge,
2:27
Speaker 1: I think my son's had the opportunity to see me
2:30
Speaker 1: through my educational pursuit. The great thing for me is
2:34
Speaker 1: that they actually saw me get my doctorate, and so
2:38
Speaker 1: out of everything else had happened, I think that that
2:41
Speaker 1: helped them at least to view it and see it.
2:43
Speaker 1: We can talk about it all the time, but to
2:46
Speaker 1: really instill something and someone, they need to experience it.
2:49
Speaker 1: We know. It's always great to hear that because I
2:50
Speaker 1: always tell people about young people and people as they grow.
2:53
Speaker 1: It's amazing what what young minds will will will register.
2:59
Speaker 1: That's why are always sensitive to abuse relationships, because these
3:04
Speaker 1: these young people are seeing things that you might say
3:07
Speaker 1: at one or two years old, it's now it's registered.
3:09
Speaker 1: It is registering for real, and so as they go,
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Speaker 1: oh that it can it can create an insecure kid,
3:15
Speaker 1: a confident kid, a kid all these different ways that
3:18
Speaker 1: you that you march and say your your your children.
3:21
Speaker 1: Your son saw you that was a process, was defining
3:24
Speaker 1: to them, that was an effort process, and that allows
3:27
Speaker 1: them when you say you can do it, they go, okay,
3:30
Speaker 1: mom did Yeah, And that's really important. And I wanted
3:33
Speaker 1: to get that out because I was important as we
3:35
Speaker 1: talked about what you're achieving as a as a professional.
3:39
Speaker 1: So talk about your position at their Lanta break sure,
3:42
Speaker 1: And I absolutely love it. It's so funny. I've been
3:44
Speaker 1: doing human resources, I hate to say it, over twenty years,
3:46
Speaker 1: and I've had before we get started exactly as human resources,
3:49
Speaker 1: but exactly that's a great question. So I have this
3:52
Speaker 1: conversation all the time. But I always view as a
3:55
Speaker 1: human resources professional, your goal is to ensure the engagement
4:01
Speaker 1: and the enhancement of staff. And so the reality is
4:06
Speaker 1: that although we call it human resources, I always state
4:10
Speaker 1: that it's people capital. So when you think about the
4:14
Speaker 1: the balance sheet of any organization, the highest cost is
4:18
Speaker 1: your staff. And so when you start thinking of it
4:21
Speaker 1: that way and understanding engagement is critical, Motivation is critical
4:25
Speaker 1: for you to get the best out of staff in yourself,
4:28
Speaker 1: that's what we do now. There are other components, of
4:31
Speaker 1: course that goes into that. So I just gave you
4:32
Speaker 1: a really broad view of is and it all comes
4:35
Speaker 1: down to talent acquisition, making sure that you bring in
4:40
Speaker 1: the right talent for the right roles, making sure once
4:43
Speaker 1: they're there. That's the talent management part of that, where
4:45
Speaker 1: you are really enhancing their experience. You are promoting them
4:51
Speaker 1: through the organization. You're teaching them, They're going through learning
4:54
Speaker 1: and development so that they cannot only grow themselves personally, professionally,
4:59
Speaker 1: but also for the organ zation and so that that
5:01
Speaker 1: component is very critical too. And then all the other
5:04
Speaker 1: aspects that are so important for people. So when you
5:06
Speaker 1: think about what's happening in the world of benefits, in
5:11
Speaker 1: the world of money matters for a one K pension,
5:16
Speaker 1: things of that nature, that's part of what we do
5:18
Speaker 1: to we create tools and we create systems for people
5:22
Speaker 1: to be able to thrive in an organization as opposed
5:25
Speaker 1: to just survive. Let's talk about this for a minute.
5:27
Speaker 1: I'll talk about the whole process of educating an employee. Yeah,
5:32
Speaker 1: I'm an employer of an employee. I have a certain
5:36
Speaker 1: desire of expectation, I should say, and so how do I, Okay,
5:40
Speaker 1: I hire somebody, Um, how do you enhance their value,
5:47
Speaker 1: because that's the whole purpose of you hire somebody, not
5:49
Speaker 1: to be the person that you hire, but to increase
5:52
Speaker 1: value so they can be an asset for your company.
5:55
Speaker 1: And a lot of times what you think about you're
5:57
Speaker 1: doing is that you are hired people for their potential.
6:03
Speaker 1: So when you think about hiring people for their potential,
6:07
Speaker 1: you're looking at a piece of paper and you're discerning
6:09
Speaker 1: discerning their resume. But beyond that, it is first teaching
6:14
Speaker 1: them about the organization, have them go through a level
6:16
Speaker 1: of new higher orientation. It gives them an understanding of
6:19
Speaker 1: a culture. And then from there in their specific role,
6:23
Speaker 1: you're either growing them, enhancing them, are you're building them.
6:27
Speaker 1: And so there's a whole lot of ways you need
6:29
Speaker 1: to think about it. And so when I think about
6:33
Speaker 1: strategy around learning and development and is taking an individual
6:37
Speaker 1: understanding what their raw skill is and then putting them
6:41
Speaker 1: and putting them in situations where they get You can
6:44
Speaker 1: get classroom learning, but for me, experiential learning is just
6:48
Speaker 1: as critical because going through an experience allows you to
6:51
Speaker 1: understand it. And I'll give you an example. If you
6:54
Speaker 1: were to come to me and talk about I want
6:55
Speaker 1: to to emerge our acquisition, and I hadn't done one,
6:59
Speaker 1: I wouldn't be any to you. But the fact that
7:01
Speaker 1: I've had the experience of doing mergers and acquisitions, I've
7:05
Speaker 1: had experienced that divestitures. You have to give people experiences
7:09
Speaker 1: to allow them to build their tools. Their tool kid
7:12
Speaker 1: allow them to grow. And it may not be about
7:16
Speaker 1: growing in your organization, but growing as an individual and
7:18
Speaker 1: where they then can go anywhere they need to to.
7:22
Speaker 1: You know too, I'm thrive within their own personal and
7:25
Speaker 1: professional career because of social media. Yes, it is giving
7:29
Speaker 1: um I wouldn't just employees an opportunity to divorce how
7:33
Speaker 1: they feel at certain job experiences. What are your thoughts
7:39
Speaker 1: on that? And how can a company that there's being
7:43
Speaker 1: written up like that or exposed like that in social media,
7:45
Speaker 1: how can they protect themselves? Well, I think that's a
7:48
Speaker 1: great question. I think the one thing you have to
7:50
Speaker 1: be thoughtful around. And I say this all the time,
7:53
Speaker 1: I always want an individual to bring their whole self
7:55
Speaker 1: to work. Right. The moment that you can't do that,
7:58
Speaker 1: the moment you're hiding parts of you, you also are
8:01
Speaker 1: not being able to grow and thrive an organization. And
8:04
Speaker 1: I think there are two things I think the organization
8:08
Speaker 1: needs to be very clear about their expectations and their
8:11
Speaker 1: culture and don't change it and don't change them as
8:14
Speaker 1: a results of individuals coming in. If the culture is
8:17
Speaker 1: set in a certain way, you don't change your culture
8:19
Speaker 1: for someone else that's changing your standard. But I think
8:22
Speaker 1: that employees and individuals that are looking for roles you
8:26
Speaker 1: need to make sure that your alignment of your values
8:30
Speaker 1: aligns with that culture because the moment you go in,
8:33
Speaker 1: you actually are going outside of your anatomy. You're working
8:36
Speaker 1: in such a way that isn't productive for you or
8:39
Speaker 1: the organization. Absolutely so so so when when an employee,
8:44
Speaker 1: because back in the day before social media, you just
8:47
Speaker 1: just grown on an employee just walked away and we're
8:49
Speaker 1: just just grown. I might tell you friends and go
8:52
Speaker 1: awave at your finger, at your Yeah, I'm gonna tell
8:54
Speaker 1: people you're harble place to work. Now you can go
8:56
Speaker 1: on social media. You have these little boards glass door.
9:00
Speaker 1: I know them, trust me, I know them, and it
9:03
Speaker 1: speaks to your brand and people make a decision about
9:06
Speaker 1: your brand. So this is what I right. I know
9:11
Speaker 1: them well. Um, one of the things that I say
9:13
Speaker 1: to you, a great example, say nor strooms, nor Stroms
9:18
Speaker 1: always wants somebody to come in and buy their product.
9:20
Speaker 1: So if you are someone that gets the opportunity to
9:23
Speaker 1: work for nor Stroom's one of the things that they
9:25
Speaker 1: have to think about. If this experience wasn't good for
9:27
Speaker 1: you as an employee, what are you going to say?
9:30
Speaker 1: And are you going to come back in and buy
9:31
Speaker 1: products from north Stroom. So organizations have to think beyond
9:35
Speaker 1: just the experience of that person being employee. You have
9:39
Speaker 1: to think of that experience as a person being a
9:41
Speaker 1: consumer and you want them to continue to consume, right,
9:45
Speaker 1: regardless of it's the relationship, And that's what I call
9:47
Speaker 1: it when you work with When you are in a
9:49
Speaker 1: working relationship, what happens is that you still have to
9:53
Speaker 1: figure out how do you sever that well so that
9:55
Speaker 1: you still have the ability to have that person as
9:58
Speaker 1: a consumer and then would still talk good about your brand.
10:02
Speaker 1: So my thing is is that you treat people well
10:05
Speaker 1: when they come in and you treat them well when
10:07
Speaker 1: they leave. That is how I treat people. That is
10:10
Speaker 1: my rule. Also, I think in the process of what
10:13
Speaker 1: I heard you said, Rashan, if you hire somebody for
10:16
Speaker 1: one thing, I just don't just just just have them
10:19
Speaker 1: do something else without talking to them about the transition,
10:22
Speaker 1: because that's where the confusion really happens, because people have
10:25
Speaker 1: financial expectations too well. Does this new opportunity to pay
10:29
Speaker 1: so so now that before they say, stayed at home
10:32
Speaker 1: and start debating financial issues, or how do I confront
10:36
Speaker 1: this situation I'm not comfortable. It's important now to be
10:39
Speaker 1: able to From an HR perspective, they have an open door, right,
10:42
Speaker 1: that is right, and you set expectations and people I
10:46
Speaker 1: have probably had very tough not probably, I've had tough
10:49
Speaker 1: conversations with any individuals having to trans transition them out
10:53
Speaker 1: of organizations. If you petn't if you treat people with respect,
10:57
Speaker 1: they will come back to you and feel good about
11:00
Speaker 1: what that conversation was because a lot of times you
11:03
Speaker 1: need to get somebody out of their situation because they're
11:05
Speaker 1: not comfortable in the first place. That is so true,
11:08
Speaker 1: and I believe that I'm going to my interview today
11:10
Speaker 1: my first HR person everybody has in the business that
11:13
Speaker 1: understood something I've been terrified by. HR person should not
11:17
Speaker 1: be we are your friend. HR is your friend. I
11:21
Speaker 1: just have to go on the record and say that
11:23
Speaker 1: I love it. She's the senior vice president over the
11:25
Speaker 1: Atlanta Brads. We're gonna talk about this because they have
11:27
Speaker 1: HBC United and things like that, which I love. She's
11:30
Speaker 1: here a doctor the rhetoric Cole road more on money
11:34
Speaker 1: Making Conversations. Hi. This This is Rashan mcgonne, and you're
11:37
Speaker 1: listening to Money Making Conversation. I'm your host. My guests
11:40
Speaker 1: sitting next to me is a received an undergraduate degree
11:43
Speaker 1: from the University of Georgia, her Masses and Business Administration
11:46
Speaker 1: NBA from Clark Atlantic University, and a PhD because she's
11:49
Speaker 1: a doctor an adult education from the University of Georgia.
11:52
Speaker 1: She's currently the senior vice president of h R for
11:56
Speaker 1: the Atlanta Braves, which supports the Major League team, might
11:59
Speaker 1: lead Battery Park Properties, people capital initiatives. Please welcome back
12:04
Speaker 1: to the show Money Making Conversation. My dear friend, doctor
12:07
Speaker 1: Gretta Cole wrote, Hello, So glad to be here. Great,
12:10
Speaker 1: let's talk about I'm from Houston, Texas. I started my
12:13
Speaker 1: first business in Houston, Texas, and so I'm stupid because
12:17
Speaker 1: you know, you know, because you because I didn't have
12:19
Speaker 1: no HR support, I just started hiring people. I wouldn't
12:22
Speaker 1: even I wouldn't even feel in that job application. Okay,
12:25
Speaker 1: just you won't be hired. And then later long people go,
12:28
Speaker 1: heyy dude, you gotta have a folder on everybody, right, Okay,
12:32
Speaker 1: you have to actually have a a man your book
12:36
Speaker 1: you talk about I was just stupid and I was
12:41
Speaker 1: out there making money. So so, but the same part
12:45
Speaker 1: about it. I'm not alone as a club field with
12:48
Speaker 1: Rashan McDonald's out there. Just hey, may I want to
12:50
Speaker 1: make money? You want the word from me? You are
12:52
Speaker 1: from ten dollars now, fifteen dollars, twenty dollars now, and
12:55
Speaker 1: we go, we'll sign up for paychecks, uh or anyone
12:58
Speaker 1: whose first I found. I signed up with Paycheck right,
13:00
Speaker 1: one of those little firms. At first, I was just
13:02
Speaker 1: writing checks and they told me I had to take
13:04
Speaker 1: Vica BIKEA came into my life. The health be if
13:08
Speaker 1: it came into my life. So I'm a confused soul. Smart, Okay.
13:13
Speaker 1: I got a degree in mathematics work for IBM, so
13:16
Speaker 1: it's not like I just stumble out of ignorance. People,
13:19
Speaker 1: I gotta it. Can't take about my degree, like we
13:21
Speaker 1: alway talked about, my degree cannot be taken away from me.
13:23
Speaker 1: My experience cannot be taken away from why do people
13:26
Speaker 1: like me exist? Oh? Well, you're amazing and what you do.
13:29
Speaker 1: So what I would say is that what you have
13:32
Speaker 1: to do is find somebody that can align with you
13:37
Speaker 1: on the things that you want to do in your business. So,
13:39
Speaker 1: and it's so funny, So we talked about and people
13:41
Speaker 1: always you know, view HR is the grim reaper and
13:44
Speaker 1: all of these other things. But I will tell you,
13:47
Speaker 1: if you have a great HR partnership with your HR professionals,
13:51
Speaker 1: they will help you in so many ways. Now, I
13:53
Speaker 1: tell I have told individuals that I've worked with before,
13:57
Speaker 1: I can help you on the back end or the
13:58
Speaker 1: front end. So I'm rate a litigation and helping us
14:01
Speaker 1: to that, but I'd rather us be proactive and do
14:04
Speaker 1: the right things. So, like you just mentioned, understanding federal
14:07
Speaker 1: and state laws in terms of how you hire people
14:09
Speaker 1: in and it's great. People always talk about, well, I'm
14:12
Speaker 1: a right to state work. I can I can fire
14:14
Speaker 1: anybody if you want to, you know what. Okay, So
14:17
Speaker 1: the reality is this, you still have have you if
14:21
Speaker 1: you have not put the proper rules and regulations in place,
14:25
Speaker 1: and you still are not following federal and state regulations,
14:30
Speaker 1: you still can't be sued and still be liable. So
14:34
Speaker 1: it's all about making sure and this is what I say,
14:36
Speaker 1: outside of federal and state regulations, just treat people fairly
14:40
Speaker 1: and right and you never have to worry about that.
14:43
Speaker 1: And so you really do need to have standards, guidelines, rules, regulations.
14:48
Speaker 1: I will tell you that my employment attorneys have been
14:51
Speaker 1: my friends over the years and it hasn't been for
14:53
Speaker 1: me to get someone say gotcha. It has truly been
14:55
Speaker 1: around what are the things that we need to make
14:58
Speaker 1: sure that we not only protect organization, so we protect
15:02
Speaker 1: our employees as well, because there are things that happened
15:05
Speaker 1: where you need to let somebody go they're not performing
15:08
Speaker 1: in their job. But if you haven't had that conversation,
15:10
Speaker 1: you have set yourself up where you, as the employer,
15:13
Speaker 1: are going to be the one that's held lots. So
15:15
Speaker 1: evaluations where the thirties sixty n evaluation are very important
15:20
Speaker 1: in the process of are rewarding an employee or letting
15:23
Speaker 1: an employee? You go right, and the whole idea around
15:27
Speaker 1: UM feedback, having one on one conversations, making sure everything
15:32
Speaker 1: is very clear and concise with individuals and as long
15:34
Speaker 1: as you do that. I have had individuals that said
15:37
Speaker 1: to me when it came down to the fact that
15:39
Speaker 1: they had to be let go or they had to
15:41
Speaker 1: be terminating, And I've said to you, I didn't terminate you.
15:43
Speaker 1: You terminated yourself. I'm just giving you the message. I've
15:47
Speaker 1: had people that have come back to me, and so
15:48
Speaker 1: that was the best thing that happened to me because
15:50
Speaker 1: I wasn't I was very uncomfortable in that position, that
15:52
Speaker 1: wasn't the right job for me, or I sold myself
15:55
Speaker 1: to too high and I wasn't capable of doing this.
16:00
Speaker 1: And so what I think needs to happen in the
16:03
Speaker 1: very front part of it is that when you hire
16:05
Speaker 1: the right people, you ask the right questions. Interviews are critical, um,
16:09
Speaker 1: you know, having them understand on job interviews so they
16:13
Speaker 1: can see what the job really looks like and making
16:16
Speaker 1: sure that that individual is truly skilled. Background Checks are
16:20
Speaker 1: very critical. I mean, there was there's conversations about the
16:23
Speaker 1: fact that we need to be much more diligent around
16:25
Speaker 1: how we do background checks because you can find out
16:29
Speaker 1: information if this again goes back to this person does
16:31
Speaker 1: not fit in our culture, in our organization, or they
16:35
Speaker 1: don't have the credentials to work in our organization. You
16:38
Speaker 1: make that decision front on as opposed to have you
16:41
Speaker 1: because the background check is important because people can go
16:44
Speaker 1: online and search that person that you hire, turn around
16:47
Speaker 1: post that person now associate with your brand. Now you
16:51
Speaker 1: got damage control. That is correct. That is correct, So
16:53
Speaker 1: you want so. I always talk about the fact that
16:56
Speaker 1: if you work very closely with your HR professionals, they
17:00
Speaker 1: help you be proactive. Now. I know how to do
17:03
Speaker 1: the reactive part too, so if I have to come
17:05
Speaker 1: in and help on that side, I can do that well.
17:08
Speaker 1: But I always try to make sure that we're doing
17:10
Speaker 1: things proactively and working that matter because it makes it
17:14
Speaker 1: so much easier further down the road and the organization
17:16
Speaker 1: and for you as a leader, it's really important that. Um,
17:19
Speaker 1: this is my thing. I totally agree. I always tell
17:21
Speaker 1: people about anybody I've ever terminated or anybody you considering
17:25
Speaker 1: to terminate, they're just waiting for you to do your job.
17:29
Speaker 1: That's a statement. I say. So we two for two.
17:31
Speaker 1: Now so on the degree. Now on how you should
17:35
Speaker 1: administer or your work responsibilities with your employees by acknowledging
17:40
Speaker 1: whether they should be are the right person for that
17:42
Speaker 1: hiring that hired position. So now we're moving forward to you. Okay,
17:46
Speaker 1: you over the Braves based later Brade Battery Park. If
17:50
Speaker 1: you listen to National Battery Park, San Trust Park probably
17:53
Speaker 1: is gonna They just aligned and they're just merged, so
17:56
Speaker 1: that name may be changing, but right now it is
17:59
Speaker 1: Trust Battery Park at the home of the new home
18:02
Speaker 1: of the Atlanta Braves. How long have you been involved
18:05
Speaker 1: with the Atlanta Braves baseball? So that's a great question.
18:07
Speaker 1: So I got higher January twenty two, So this is
18:10
Speaker 1: my first seasons. Yeah, first season, January two was my
18:15
Speaker 1: higher day. Now if we talk about how long have
18:18
Speaker 1: I been involved with the Atlanta Braves. So my sons
18:20
Speaker 1: both played baseball from five until they were um seniors
18:24
Speaker 1: in high school. I graduated from high school and so
18:26
Speaker 1: we did baseball. We did um birthday parties of the Braves.
18:30
Speaker 1: We did so both of them absolutely love the Braves.
18:33
Speaker 1: And it's so funny because now I'm a cool mom,
18:35
Speaker 1: because before that I really wasn't. So now they call me,
18:38
Speaker 1: talk to me, they want to meet me over at Yeah,
18:40
Speaker 1: let's go to the ballpark on it and stuff and so,
18:43
Speaker 1: and I will say to you Baseball has been such
18:46
Speaker 1: an intricate part of just my life. I mean, I
18:49
Speaker 1: watched baseball with my grandfather. I grew up in Kansas City,
18:52
Speaker 1: so very familiar with the whole entire Negro League and
18:55
Speaker 1: what that means, not only to the community, and how
18:58
Speaker 1: baseball impacted both my life and people that were behind
19:02
Speaker 1: me and before me. So it's been a really cool jobs,
19:06
Speaker 1: like a dream job. It does, it does, and that's
19:09
Speaker 1: really cool. Now it's really interesting when I watch your
19:11
Speaker 1: education because you know, Georgia than HBCU than Georgia. Let's
19:17
Speaker 1: let's talk about that journey because I feel that it's
19:20
Speaker 1: important we talk about that because HBCUs don't get the
19:24
Speaker 1: credit oftentimes as an education opportunity, of valid education opportunities.
19:30
Speaker 1: You know, a lot of you know, Howard is like
19:32
Speaker 1: our Harvard that you know, everybody talks about Howard, But
19:35
Speaker 1: let's a spellman also talks about spell But those those
19:38
Speaker 1: who two to really get that, those to you your
19:41
Speaker 1: home running have a great alumni uh partnership. They passed students.
19:47
Speaker 1: So talk about your experience of Georgia, HBCU Georgia. I
19:52
Speaker 1: love tell a story because my parents both graduated from
19:56
Speaker 1: UM Arkansas the universe of Arkansas pop. So they both
20:00
Speaker 1: went to U A p B. And when I was
20:04
Speaker 1: getting ready to go to college, they were like, you
20:06
Speaker 1: need you can get into U A p B. And
20:08
Speaker 1: I was like, no, I am running as far as
20:09
Speaker 1: I can from an h B C U. I'm not
20:11
Speaker 1: doing that. So I did my undergraduate experience at the
20:14
Speaker 1: University of Georgia. Very rich experience, very amazing experience. But
20:17
Speaker 1: there was one thing I was missing. It was the
20:19
Speaker 1: community that I know my parents had. Yeah, that I
20:24
Speaker 1: and my grandmother they were telling because my grandmother went
20:27
Speaker 1: to U A p B two. But all right, I
20:29
Speaker 1: was like, oh, I know this, I'm going to Georgia.
20:32
Speaker 1: The moment that I had the opportunity and knew that
20:35
Speaker 1: I was going to go back and get my m
20:36
Speaker 1: b A, I knew I was going to an HBCU.
20:39
Speaker 1: And so the experience that I got from and again
20:43
Speaker 1: not taking anyway from a majority school, the experience I
20:47
Speaker 1: got at U A p B was absolutely amazing. Those
20:50
Speaker 1: people that I graduated with, it was sixty two of us.
20:53
Speaker 1: All of them were in my wedding. Two of them
20:56
Speaker 1: for them are very close friends of mine. We have
20:58
Speaker 1: forged relationships. And the other thing that I would say
21:00
Speaker 1: to you, my whole thought process around perseverance came from
21:05
Speaker 1: going to tow An HBCU and just the community that
21:08
Speaker 1: I built there. I can talk about Dr Kimbro, I
21:11
Speaker 1: can talk about Dr Davis like I can call these
21:14
Speaker 1: gentlemen still up to this day. And when I got
21:16
Speaker 1: ready to go back to get my doctorate, I did
21:19
Speaker 1: and they gave me a recommendation without a question, which
21:22
Speaker 1: is about relationship. That is exactly right. But a lot
21:25
Speaker 1: of people don't understand of value because I always tell
21:28
Speaker 1: people you can't stand by yourself and you can't climb
21:31
Speaker 1: by yourself. Relationship help you each step of the way,
21:34
Speaker 1: and when you fall back, they can be there with
21:36
Speaker 1: open arms to support your your sudden come to motivate
21:41
Speaker 1: you to get back up. So, with that being said,
21:44
Speaker 1: what do you do on a daily basis? Got like
21:46
Speaker 1: a minute and a half left. We've been talking up
21:48
Speaker 1: a storm. What do you do over there with the
21:51
Speaker 1: Atlanta Braves, I've rattled off a lot of a lot
21:53
Speaker 1: of affiliate relationships over there. What do you do but
21:56
Speaker 1: do day in the life of your doctor? So it
22:00
Speaker 1: changes every day because I will tell you, dealing with
22:03
Speaker 1: the human element changes every single time. And so the
22:07
Speaker 1: one thing that I have the opportunity to do is
22:09
Speaker 1: because it's an amazing brand. And the fact is is
22:12
Speaker 1: that my I feel like my role is just to
22:15
Speaker 1: enhance what was already there. And so that's what I
22:18
Speaker 1: think about doing every single day. What can we do
22:20
Speaker 1: more to teach and and to train and develop our staff? Well,
22:24
Speaker 1: you know the thing about it, I will tell you,
22:27
Speaker 1: and this is anybody who's uh, who's employee, anybody who's
22:32
Speaker 1: looking to open a small business, HR has to be
22:34
Speaker 1: the front of your conversation has to be at the
22:37
Speaker 1: front of your conversation right after finances. HR better be
22:40
Speaker 1: right there because that will because you have to look
22:43
Speaker 1: at employees as capital. And if you don't look at
22:47
Speaker 1: them as money making capital, then guess what you already failed.
22:51
Speaker 1: And what you're trying to do is project success in
22:53
Speaker 1: your story. And you have to treat them like if
22:55
Speaker 1: you would treat families. They have issues, You have issues
22:58
Speaker 1: learned emerged too, so you can have a positive relationship
23:01
Speaker 1: that was pretty good. I'm good at this. You didn't
23:05
Speaker 1: need me to come in and yes, no, no, no, no, no,
23:07
Speaker 1: you're coming back to a lot to talk about it.
23:09
Speaker 1: That got ten second left, he showing at the countdown.
23:11
Speaker 1: Thank you for coming on my show. You're amazing, because
23:14
Speaker 1: we gotta okay, we got the anniversary coming up in January.
23:16
Speaker 1: We're gonna have you back before. Thank you, thank you,