From DEI Education to Leadership Elevation

Alex Tremble: 00:00:00

But as a black male myself, I've been the token I've been in spaces

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where literally I walked in the office

and I saw people's faces clam up it

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because they were afraid they saw me and

they were like, Oh my God, who is this?

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Does he belong here?

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Tony Tidbit: We'll discuss race and how it

plays a factor and how we didn't even talk

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about this topic because we were afraid.

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BEP Narrator: A Black

Executive Perspective.

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Tony Tidbit: Welcome to a Black Executive

Perspective, podcasts, a safe space where

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we discuss all matters related to race.

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Especially race in corporate America.

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I'm your host, Tony Tidbit.

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And again, we're live at WNHU 88.

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7 on the Richter dial, the University

of New Haven podcast studio.

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We want to give them mad love for hosting

a Black Executive Perspective podcast.

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Hoping everybody continues

to enjoy their summer.

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Go Chargers.

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And obviously, as we always do,

we want to pay homage to our

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partners at CODE M Magazine.

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Please check them out.

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Their mission is help saving the black

family by first saving the black man.

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So please go check them

out at CodeMMagazine.

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com.

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So today is a really, really special day.

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I'm very excited about our guests.

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Um, who's on a good friend of mine.

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Um, and I'm pretty sure you're going

to get a lot out of him, but what

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we're going to do today, we're going

to dive into the particulars of

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organizational leadership and diversity.

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We'll discuss the specific challenges

that CEOs, Chief Human Capital

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Officers, and Chief Diversity Officers

face in creating high performing,

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diverse, and inclusive teams.

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Joining us is Alex Tremble, founder

and CEO of GPS Leadership Solutions.

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Alex will shed light on the

common frustrations and hurdles in

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implementing effective DEI strategies

across different organizations.

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We will also examine the crucial

differences between leadership

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development and leadership advancement.

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Let me tell you a little

bit about my friend Alex.

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Alex D.

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Tremble, founder and CEO of GPS Leadership

Solutions, is a best selling author,

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Executive coach and keynote speaker.

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He started his career in executive

leadership development at the U.

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S.

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Department of the Interior.

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And later served as chief

of staff within the U.

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S.

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National Park Service.

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Alex's mission is to empower ambitious

leaders to achieve their personal

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and professional goals by fostering.

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Clarity, intentionality, and leveraging

strategic relationships across

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all facets of life and business.

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He has authored three best selling books,

the most recent Relationships That Work,

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Simple Steps to Building Intentional

Connections in Business and in Life.

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He's also been recognized by

the Aspen Institute and the

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Leadership Center for Excellence.

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Alex hosts an internationally

known top 10 percent ranked podcast

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called the Executive Appeal.

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Alex Tremble, welcome to a Black

Executive Perspective Podcast, my brother.

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Alex Tremble: Hey, what's

going on, my brother?

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Thank you so much for

having me here with you.

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Tony Tidbit: Buddy, I am so

excited that you're here.

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You know, and look at y'all dolled up.

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All right.

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Looking like a million and 2.

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Alex Tremble: Anytime I can spend

time with you is a time well spent

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and I got to look spiffy for it.

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Tony Tidbit: Oh, well, you know what,

buddy, I really appreciate that.

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But more importantly, importantly,

I appreciate that you're here.

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To share with our audience, right?

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Because you have a very, uh,

very accomplished background.

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Um, you've done a lot of great things.

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You started your own business, um, and

you really help leaders, which we're going

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to chat about today in terms of helping

them take their games to the next level.

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So I know our audience is going to get

a lot out of you today, but before we

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get into the heavy stuff, why don't you

give us a little bit about, you know,

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where you're currently living, what

you're currently doing, and tell us a

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little bit about your family, my friend.

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Alex Tremble: Okay, so, um, I'm a Libra.

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I like long walks on the beach.

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Um, funny enough, I was talking

to someone the other day, they're

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like, oh, you like the beach?

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I'm like, no, I don't like the beach.

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I'm more of a mountain guy, actually.

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I love the green and the water.

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Like, in the, like, you know,

Waterfalls, stuff like that.

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Um, but yeah, Alex Tremble, um,

I am out here in DMV area, DC,

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uh, Virginia, Maryland area.

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Um, I'm blessed to have a little boy.

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He's turning one years old tomorrow.

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So never y'all listen to this episode.

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Just know the day after that,

my boy turned one, one years old

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and he swears he's grown already.

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I see it.

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I don't know what this guy's trying to do,

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Tony Tidbit: but you know what?

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He's growing.

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That's what he's doing.

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Alex Tremble: There's a difference

between growing and being grown and

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he, he think he can order us around.

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Tony Tidbit: Well, that's awesome.

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Tell us about your lovely wife, my friend.

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Alex Tremble: Well, my wife is again,

lovely, wonderful, beautiful, intelligent,

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all the things her and I actually

met via Facebook back in the day.

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Um, she is from Myanmar, the

country, um, uh, Southeast Asia.

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Okay.

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And we met via when I was.

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going to college and undergrad in Iowa.

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And she was an undergrad

college in Massachusetts.

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And she doesn't like that.

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I say this, but this is

what actually happened.

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Um, I came across her profile because

you know, we had a mutual friend.

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I thought she was cute.

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So I shot, I had to

shoot my shoot, my shot.

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And it worked.

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We've been together for 17 years

now, married for the last 10.

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Tony Tidbit: Well,

congratulations, my friend.

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You know, one thing we can always

say, college definitely paid off,

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not just from a business standpoint,

but also from a family standpoint.

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So that's awesome.

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So listen, my friend, tell us,

you know, look, like I said,

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you're very accomplished.

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You got a lot going on.

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You got a thriving business.

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You travel all over the world,

helping executives in terms of

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their business and really helping

them from a personal standpoint.

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Why did you want to come on

a Black Executive Perspective

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podcast to talk about this topic?

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Alex Tremble: Well, first.

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To be with you, actually, just

to hang out with you, that has

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to be the number one answer.

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Um, second is, is exactly what you

talked about just a second ago.

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You said helping people in their work

and in their personal life and see

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again, this is Sometimes a very unpopular

statement, um, to make in the wrong rooms.

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And I'm going to say this right here.

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I think we're in a safe space.

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Um, executive leaders

are an underserved group.

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And people like always, like I was

talking to someone really close

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about this just this past week.

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And I was like, I said that they were

like, what are you talking about?

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They got all the money, they got all

the power, they got all the influence.

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And I'm like, yeah,

see, that's the problem.

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Everyone thinks just because it

got some more money, got some more

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power, got some more influence

that their lives are perfect.

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And all of us know who are in those

roles and work people in those roles.

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That is not the case.

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Um, they have family

issues just like everyone.

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They have budget issues.

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They have, um, they have what

was called, um, like, Where they

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don't think they're good enough.

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Um, they have challenges navigating

the workplace versus their family life.

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There's so many challenges

that they deal with.

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This is why I love working with them

because also just from a practical

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standpoint, when they're not living

their best life, when they're not

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functioning at the high level, they

can and should be functioning at who

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ultimately pays the price, right?

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It's

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the, the stakeholders, the, the

stockholders, the, the, the, um, the

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organizations they work with, the

organization, the employees, right?

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This is really important.

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Tony Tidbit: Got it.

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My brother.

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Well, listen, it seems like you

already chopping at the bit.

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So you ready to talk about it, my friend?

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Alex Tremble: Yes, sir.

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Let's go.

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Tony Tidbit: All right,

let's talk about it.

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So before we get in there,

I want our audience, because

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obviously you just said a lot.

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And, you know, um, you know, people

listening to this, uh, based on you,

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you know, the description you just,

you just talked about in terms of

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people thinking that they're perfect

and, um, they're underserved, um,

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from an executive standpoint, right?

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And they need help, right?

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So talk to us a little bit, let's

back up a little bit and let's learn

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a little bit more from Alex about, you

know, who is this guy, Alex Tremble.

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So talk to us a little bit

about where you grew up.

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Life and the influence, you know, what

influence did you have in your life as

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you grew up that helped you shaped you

to where you got to where you are today?

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Alex Tremble: Wow.

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You know, what's funny is I very

rarely am asked these questions, right?

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So you got me thinking.

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Um, so I'm initially from

Victorville, California.

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Um, so SoCal boy myself, and.

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If I think about the first thing I can

remember that helped shape who I am today,

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um, it is my biological father leaving

when I was just two or three days old.

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Um, that is.

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That is the thing that I think

has driven me the vast majority

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of my life and everything that

I've been able to accomplish.

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Um, you know, it was funny because,

you know, going through school, I was

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a good, good student, not straight A's,

nothing like that, but a good student.

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Um, but I, I, I was in the football team.

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Um, I got my senior year, all

area, all CIF, all LA times,

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all, all the good stuff.

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I was a wrestler.

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I was in the track and field team.

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Definitely the field part.

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And I had this drive to

be successful, to do well.

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And I still remember, and I, and let

me, please stop me from going off track.

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Anyway, I still remember.

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My, my auntie, my, one of my favorite

aunties, one of my favorite people, um,

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she was getting baptized and I saw, it was

like this high school, I saw this as an

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opportunity to meet my biological father.

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I knew he was going to be there.

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And so I brought this, this photo

album of me and my friends and me

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playing football and things like that.

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And I was so ready to show

him and he didn't even want to

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take the time to look at it.

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And I remember being devastated it.

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But it didn't stop me.

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I still kept working, striving

to do as well as I can.

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And I talk about this in my book

briefly, the relationships at work

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that drove me so hard to accomplish so

much stuff, just because I had a desire

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that maybe if I was, if I got, if I

was good enough, if I achieved enough,

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he would want to be part of my life.

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And just a few years ago, me

and my auntie were talking.

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She was like, Alex, look, real talk.

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You got to stop.

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Tony Tidbit: He

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Alex Tremble: doesn't care about you.

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He doesn't want to be in your life.

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No matter what you do, he's

not going to be that guy.

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And that was one of those times

I needed that straight talk.

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Um, because again, I, even as an adult,

I still was putting it out there.

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Even though I talked to myself and say I

wasn't, um, I still was, but ultimately

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I'll tell everyone this is like, and

I do believe this a hundred percent.

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All of those things that we look back

on our life and say how dark, how hard,

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how trying, how all those places in

your life that you just weren't sure

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you were going to make it, those things,

they, they, they seem bad in the moment.

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But if you look at them in retrospect.

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Everything that you've accomplished

is in part due to those things.

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As I look at my dad, yeah,

my biological father left me.

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And that put me in a very difficult

psychological situation for a long time.

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Still, let's be real,

it's still with me, right?

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But if he hadn't left, I wouldn't

have my, my five siblings, right?

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Because I would have been

in a different family.

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If he hadn't left, then I wouldn't

have met my wife because I would

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have probably been overseas with

him because he was in the military.

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If he hadn't left, the list

goes on and on and on and on.

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Maybe I wouldn't have had that same

drive that allowed me to get my

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first job as an adult was to create

and manage the executive leadership

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development program for U.S.

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Federal agency and managed three

government wide executive leaders,

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develop programs when I was 23.

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So maybe if he would have been around,

I wouldn't have worked as hard.

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That would have set me

up for those situations.

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And so I encourage everyone

that even when you're.

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When times are good, look back at their

life and just look back at your life

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and see those, those, those, those hard

times and make that connection to say,

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wow, I am where I am because this did

this, which did this, which did this.

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And so if you do that, if you can

be honest with yourself about how

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those negative and those hurtful

moments in your life contributed to

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your positive situation, then when

you're in a dark and trying time,

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it's easier to say, you know what?

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I'm going to get through this and I'm

going to be looking back on this in

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a few years and saying how it helped

me grow that next level of my life.

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Tony Tidbit: Yeah.

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I love you for number one.

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Thanks for sharing my friend.

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And you know, I listened, you

left, you threw a lot of nuggets,

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um, in your story, um, that people

could take away from, right.

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And, and one of the things

you just talked about that.

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Um, you know, this happened, you know,

like you said, he left when you were two,

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three, two, two or three days old, right?

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And then you, you were able to

hopefully, um, build a relationship

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with him at your, at your game.

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And he didn't even want

to spend time with you.

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Right.

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Um, but one of the major lessons

is that you just got from the

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saying a couple of years ago.

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And if I make sure I'm clear

that you had a talk with your

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auntie and she said, let it go.

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Okay.

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So you still carried

that even though Oh yeah.

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You knew you were helping

other people . Mm-Hmm.

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. They had their own stories or had

their own missing pieces in their life.

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You were providing them advice.

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They were like, thank you, Alex.

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Oh my God, blah, blah, blah.

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And you must have it all together

because you are able to help me.

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But there was a piece

still missing with you.

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So, Net, Net, we don't, um, and I'd

love to hear your thoughts on this.

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We don't become instantly

cured in situations.

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We learn how to deal with them, right?

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And, but at some point we

got to learn to let it go.

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So what's your thoughts on that?

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Because look, you are helping people.

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But why you were hurting at the,

and yeah, you use it as motivation.

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Yeah.

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You were able you, you know,

you wouldn't have met your wife.

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Yeah.

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I mean, all those things are true.

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But at the end of the day,

you're still human as well.

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Oh,

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Alex Tremble: absolutely.

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And, and, uh, well, I'm a, I'm a,

I want to make a quick amendment

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to that story just so everyone

understands the very important part.

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So yes, my auntie told me that a

few years ago, um, but when I was

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in college, my mom figured out the

reason why I was working so hard.

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And she was, she told me, hey,

Alex, do this for you, not for him.

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Um, and then my auntie's boyfriend,

because I actually, uh, we're at a

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wedding, uh, we're preparing for a

wedding and he, uh, my biological father

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and his new wife went to the house and

they were in the same space, same time.

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And I was, Man, Tony, you

wouldn't recognize me.

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I was so cold.

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I was so, they tried to say hi.

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I wouldn't talk to him.

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Didn't talk to nobody.

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I had this, this mean mug

on my face the entire time.

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Cause I wanted him to know

that I was not happy with him.

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And you know, my auntie's

boyfriend pulled me aside and

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say, Alex, don't, don't do that.

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: 00:15:59

You are allowing him

to change who you are.

312

: 00:16:01

You are a funny, kind, helpful person.

313

: 00:16:05

And the person you're being

right now is not that.

314

: 00:16:08

And he was like, doing that is not going

to allow you to release your emotions.

315

: 00:16:13

You have, cause you, in order to

be like, in order to be upset and

316

: 00:16:17

angry, you have to Harbor those

relationships, that emotion.

317

: 00:16:20

And so that next day, after he pulled

me aside, Completely different person,

318

: 00:16:24

you know, just laughing, joking.

319

: 00:16:26

But I, even again, that I'm

still working through that.

320

: 00:16:30

So the point being that I think that

we should be mindful that yes, we

321

: 00:16:35

are all, I think everyone is going

through something at some point.

322

: 00:16:40

And just because you're going through

something at some point doesn't mean

323

: 00:16:43

you can't help someone out, someone

else out with their situation.

324

: 00:16:46

And I think it actually probably helps

you when you're helping other people, you

325

: 00:16:51

know, just go through those emotional,

those difficult life challenges, you know?

326

: 00:16:54

Tony Tidbit: Buddy, preach, preach.

327

: 00:16:55

You mind if I tell you a story?

328

: 00:16:57

And, you know, it's interesting.

329

: 00:16:59

You know, when I met you, you know,

actually I was a guest on your

330

: 00:17:02

podcast and we, we, we hit it off.

331

: 00:17:05

We just had instant chemistry

and I knew nothing of the story

332

: 00:17:09

that you just shared, right?

333

: 00:17:11

Let me share something with you

because I always think kindred, you

334

: 00:17:14

know, you, you talk about kindred

spirits, um, you know, I believe that

335

: 00:17:18

there's, um, there's no coincidences.

336

: 00:17:21

You meet people, thru your life

as you walk the earth, and,

337

: 00:17:25

um, it's not based on luck.

338

: 00:17:26

It's reason, season, lifetime, and,

and we can get into that another time.

339

: 00:17:30

But the reason I bring this

up, because I didn't know your

340

: 00:17:32

story, but let me tell you mine.

341

: 00:17:34

I remember when I, when I, uh,

turned 13 years old on my birthday,

342

: 00:17:39

my mother came to me and told me

that, um, who my real father was.

343

: 00:17:43

And I knew that, um, You know,

my stepfather wasn't my father

344

: 00:17:49

because I didn't look like

the rest of my siblings, okay?

345

: 00:17:52

So I knew that, right?

346

: 00:17:53

But then she dropped that

on me, and it was heavy.

347

: 00:17:55

I didn't even know how

to process it, okay?

348

: 00:17:57

Like you, very, I, you know, I, I

just wanted to be something, I, just

349

: 00:18:02

very ambitious, and look, I didn't

get to the, to the levels that Alex

350

: 00:18:06

Tremble did, which is awesome, okay?

351

: 00:18:08

But here's the thing.

352

: 00:18:10

Uh, when in my 30s, all of a sudden I

was sitting with my girlfriend, now wife,

353

: 00:18:15

watching a movie and I saw Antoine Fisher

and a movie about a kid who was in the

354

: 00:18:21

Navy having hard times and he didn't know

his family and Denzel Washington told

355

: 00:18:25

him, you know, go and find your family.

356

: 00:18:27

Right.

357

: 00:18:27

And at the end of the

movie, he found his family.

358

: 00:18:30

And I started crying uncontrollably.

359

: 00:18:33

And my wife was looking at me.

360

: 00:18:35

And she was like, What's wrong with you?

361

: 00:18:37

I mean, not tears strolling.

362

: 00:18:39

Mm-Hmm.

363

: 00:18:40

crying.

364

: 00:18:41

Uncontrolled because I, that

hurt that I was, I was carrying

365

: 00:18:47

all of a sudden came out.

366

: 00:18:49

Mm-Hmm, . Okay.

367

: 00:18:49

It came out and so and so, and I

didn't, she didn't know what to do.

368

: 00:18:53

I'm talking five, 10 minutes just, and

then I knew I had to go find my father.

369

: 00:18:58

Okay.

370

: 00:18:58

So I went on that journey.

371

: 00:19:01

Okay.

372

: 00:19:01

And I was able to find them.

373

: 00:19:03

And my father was a successful

businessman in Detroit, Michigan,

374

: 00:19:06

own more, just successful.

375

: 00:19:08

And I get, and this is the thing.

376

: 00:19:09

This is where I got my

entrepreneurial spirit.

377

: 00:19:12

This is where I got my, uh,

ambition and stuff to that nature,

378

: 00:19:16

even though he wasn't in my life.

379

: 00:19:18

And I pulled up into his, in

the parking lot of his business,

380

: 00:19:21

sat outside for like 20 minutes.

381

: 00:19:23

Afraid to go in and then I walked in and

as soon as I walked in, it was a family

382

: 00:19:29

owned business and they looked at me

double looked like, you know, because

383

: 00:19:32

I've supposedly looked a lot like my

father and I asked for him to come out

384

: 00:19:37

and they said, have a seat and I waited

10 minutes and he didn't come out.

385

: 00:19:42

Okay, and you know what?

386

: 00:19:44

I said, thank you.

387

: 00:19:46

I walked out and guess what?

388

: 00:19:48

He became dead to me.

389

: 00:19:49

Right?

390

: 00:19:51

Because I fulfilled my mission.

391

: 00:19:54

I went to look for him.

392

: 00:19:56

I didn't care what happened.

393

: 00:19:57

I wasn't looking for money.

394

: 00:19:58

All I wanted to do was see

somebody that looked like me.

395

: 00:20:01

Okay?

396

: 00:20:02

And I carried this hurt for years.

397

: 00:20:04

But he didn't want to

have that relationship.

398

: 00:20:06

So guess what?

399

: 00:20:07

It was done, and I've never

looked back since, okay?

400

: 00:20:11

So, I thank you for sharing your

story, because those are not

401

: 00:20:15

easy stories to share, okay?

402

: 00:20:18

And this is, and to your point about

becoming so successful based on that,

403

: 00:20:23

and also the positive outlook, I

can definitely relate, my brother.

404

: 00:20:28

So, one of the things I want

to ask you, You GPS leadership.

405

: 00:20:33

Tell us a little bit.

406

: 00:20:34

How did you start that man?

407

: 00:20:35

Because you've been helping

people for, I don't know how long.

408

: 00:20:39

Right.

409

: 00:20:39

So talk to us a little bit about that.

410

: 00:20:42

Alex Tremble: So, you

know, it's funny actually.

411

: 00:20:44

Um, so the, the reason GPS actually came

about was because, um, I literally, I was

412

: 00:20:53

on a Metro, uh, train, you know, heading

out of side of DC, um, an organization

413

: 00:20:59

had asked me to come and speak.

414

: 00:21:01

And I'm like, yeah, sure, sure.

415

: 00:21:03

But I didn't have like,

I didn't have a name.

416

: 00:21:07

Like I didn't have an organization's name.

417

: 00:21:09

And so look, this is literally

back when I was like 20.

418

: 00:21:13

25 years old or something.

419

: 00:21:15

I'm on the Metro and I'm talking to

one of my mentors and she's like,

420

: 00:21:18

what do you want to talk about?

421

: 00:21:20

I said, well, you know, in order to

be successful, um, you gotta make sure

422

: 00:21:24

you have, you know, your, your, your

goals, you know, you gotta have goals.

423

: 00:21:27

She said, okay, okay.

424

: 00:21:28

And she said, what else?

425

: 00:21:29

I said, well, once you have your goal,

then you can develop a plan, right?

426

: 00:21:34

You know, a plan and she

said, okay, cool plan.

427

: 00:21:36

And then, and then, you know what?

428

: 00:21:39

You gotta have the plan, but

you also gotta have like.

429

: 00:21:42

The strategies, like how do you build

those connections with the right people?

430

: 00:21:47

Because for me, I, it's

always been about connections.

431

: 00:21:50

I've always, my, my entire life's

journey has always been just being

432

: 00:21:54

blessed that people wanted to help me.

433

: 00:21:57

And there was something I did

to make people want to help me.

434

: 00:22:01

And I think that that's what we teach

through our programs and our training

435

: 00:22:05

and our coaching and things like that.

436

: 00:22:06

Like, how do you build those very

intentional and meaningful connections?

437

: 00:22:09

Because that's where if you're at the

executive level, that's what it's about.

438

: 00:22:12

Right.

439

: 00:22:13

It's about how do you navigate, um,

difficult situations via people.

440

: 00:22:17

Um, and so she said, Oh, okay.

441

: 00:22:19

So you're talking about is GPS.

442

: 00:22:22

And I was like, goals, plans, strategy.

443

: 00:22:25

Oh my God.

444

: 00:22:26

This is, this is okay.

445

: 00:22:28

Now, over the years, we

actually, you know, transitioned

446

: 00:22:32

the language from goals.

447

: 00:22:35

Um, from GPS being goals, plan and

strategy to goals, plan and stamina

448

: 00:22:41

because the plan is kind of like a

strategy, but you know what, when you're

449

: 00:22:45

going to reach a goal, especially, you

know, again, these higher levels, super

450

: 00:22:50

high level, super exclusive clubs that

you're in when you get those levels,

451

: 00:22:54

you're going to need some stamina.

452

: 00:22:55

Things are going to get hard.

453

: 00:22:56

They're gonna be challenging.

454

: 00:22:57

You're gonna have to work some long hours.

455

: 00:22:59

At some point, you're gonna make

some tough decisions, right?

456

: 00:23:02

So you got to have that stamina,

especially if you're getting a

457

: 00:23:05

person of color as a black male

myself, I've been the token.

458

: 00:23:10

I've been in spaces where literally I

walked in the office and I saw people's

459

: 00:23:15

faces claim it because they were afraid.

460

: 00:23:18

They saw me and they were

like, Oh my God, who is this?

461

: 00:23:21

Does he belong here?

462

: 00:23:22

And I have some fun.

463

: 00:23:23

Not funny from entry.

464

: 00:23:25

You laugh at them in the, you

know, in retrospect, but some

465

: 00:23:28

situations has happened just

because of my face and how I look.

466

: 00:23:32

And so I think you have to have

that stamina if you plan to not

467

: 00:23:36

only reach those levels, but

sustain yourself at those levels.

468

: 00:23:41

Tony Tidbit: So buddy, tell us

specifically, like, what do you do?

469

: 00:23:44

How do you help?

470

: 00:23:45

Tell us a little bit about your

programs and stuff to that nature.

471

: 00:23:48

Alex Tremble: Yes, sir.

472

: 00:23:49

So, you know, I tend to, or I say,

I, we, I have a phenomenal team.

473

: 00:23:53

I get to work with, um, work,

tend to work with, uh, chief.

474

: 00:23:57

Diversity officers, chief

HR officers, um, and CEOs.

475

: 00:24:00

You said that in the beginning, um,

generally because those individuals

476

: 00:24:05

who have, um, domain over the

entire organization when it comes

477

: 00:24:08

to developing leadership, uh,

leadership programs and whatnot.

478

: 00:24:11

Um, at the same time, we do

a lot of leadership coaching.

479

: 00:24:14

Um, we had this phenomenal woman,

um, uh, SVP at this fortune 500

480

: 00:24:19

company, um, her and her VP team.

481

: 00:24:22

We coached for them for about a year

and just, just the results are amazing.

482

: 00:24:28

They were going through a merger and

how do you navigate through a merger?

483

: 00:24:31

Again, you all know at those levels,

it's the people at the top, whether the

484

: 00:24:35

greatest chance of, um, of being exited.

485

: 00:24:38

Right.

486

: 00:24:39

And so how do we navigate and

keep all these of these executives

487

: 00:24:43

inspired, engaged as you're

moving through this process?

488

: 00:24:47

So let me take a step back, though,

to answer your question directly.

489

: 00:24:50

Um, You talked about, you mentioned

what, what I'm really passionate

490

: 00:24:54

about, um, leadership development

versus leadership advancement.

491

: 00:24:59

So here's the reality.

492

: 00:25:01

Um, many of these organizations,

especially a lot of, um, organizations

493

: 00:25:06

who, who say they're about inclusiveness

and they say they're about, um, increasing

494

: 00:25:10

diversity within their organization.

495

: 00:25:12

As your last guest actually spoke

about a couple of weeks ago now, um,

496

: 00:25:16

um, Every single time you look at the

executive ranks, you look at the board

497

: 00:25:20

ranks, or even the senior leader ranks.

498

: 00:25:22

At some points, there's no diversity.

499

: 00:25:24

There's always diversity

at the low end, right?

500

: 00:25:26

People who can sweep the sweep, the

floors or, you know, file some documents

501

: 00:25:30

for everyone's well, great diversity,

502

: 00:25:32

Tony Tidbit: 50 percent of the company.

503

: 00:25:35

Alex Tremble: But when it comes, but

when it comes to decision makers, when it

504

: 00:25:37

comes to people making the big bucks and

having those influence, the diversity,

505

: 00:25:41

this tends to dissipate somewhere.

506

: 00:25:43

So, but why?

507

: 00:25:44

The question is why we have these great,

great leadership development programs.

508

: 00:25:49

We're developing these phenomenal leaders.

509

: 00:25:52

But here's the, here's the rub

is there's a difference between.

510

: 00:25:57

Developing a leader, which is, you know,

conflict management, you know, budgeting,

511

: 00:26:01

project management, account, whatever

they, you got those leadership skills.

512

: 00:26:05

Great.

513

: 00:26:05

Hooray.

514

: 00:26:06

We're done.

515

: 00:26:06

Okay, less leadership development.

516

: 00:26:09

There are so many people

who have been developed as

517

: 00:26:12

leaders who have not advanced.

518

: 00:26:15

Tony Tidbit: Right, right, right, right.

519

: 00:26:16

Alex Tremble: There's a difference

between leadership development

520

: 00:26:18

and leadership advancement.

521

: 00:26:21

Say another word for it is what is

your intentional succession planning?

522

: 00:26:24

Right?

523

: 00:26:25

And so when we go into organizations,

it's not only, you know, making sure

524

: 00:26:29

that yes, these people are developed

and they're prepared to move into the

525

: 00:26:32

senior executive level ranks, but it's.

526

: 00:26:36

How'd they build the right

relationships with the right people.

527

: 00:26:39

So when the opportunities arise, they

are the ones who are thought of because

528

: 00:26:42

at that level, it is about who, you

know, who, you know, who trusts you.

529

: 00:26:48

They know that you're loyal

and so on and so forth.

530

: 00:26:50

And you know, 80%, 80 percent of

opportunities are actually given

531

: 00:26:55

via relationships, not resumes,

532

: 00:26:58

Tony Tidbit: not

533

: 00:26:58

Alex Tremble: because all that person,

you know, they're such a hard worker.

534

: 00:27:00

No, no, no.

535

: 00:27:01

There's a lot of people who work hard.

536

: 00:27:03

You and I know a lot of people

right now who work really hard and

537

: 00:27:06

they're not what they want to be.

538

: 00:27:08

So it's not about hard work.

539

: 00:27:09

It's not about leadership skills

because black and brown people.

540

: 00:27:13

Have leadership skills.

541

: 00:27:15

It's not like they don't have the skills

is they don't have the connections to

542

: 00:27:19

the influencers required to be in those

rooms and have a seat at the table.

543

: 00:27:23

So we build programs, policies, and

initiatives that not only develop those

544

: 00:27:27

leadership skills, but also intentionally

connecting with those people who are going

545

: 00:27:31

to ultimately be this decision maker when

they need people to move into those roles.

546

: 00:27:37

Tony Tidbit: So thanks buddy.

547

: 00:27:37

Let me ask you this, because you know,

number one, you hit it on the head.

548

: 00:27:41

There's a lot of programs

to develop people.

549

: 00:27:43

Um, I, I, I went to, um, you know,

a program, um, at the University of

550

: 00:27:49

Virginia, Darden School of Business.

551

: 00:27:51

All right.

552

: 00:27:52

And, uh, it was 50 of us there

from all across the country.

553

: 00:27:56

All right.

554

: 00:27:57

And again, I don't know how

many people actually moved up.

555

: 00:28:00

Okay.

556

: 00:28:01

That's the thing, right?

557

: 00:28:03

So you're 100 percent right.

558

: 00:28:04

So how do you though, You know, you

say you develop programs to teach them

559

: 00:28:09

to network and meet the right people

in the right room and talk a little

560

: 00:28:14

bit more about how does that work

because at the end of the day, you're

561

: 00:28:18

and I don't want to skip because you

said you said a lot of great stuff.

562

: 00:28:22

I just want to make sure

everybody heard 80%.

563

: 00:28:26

Mm.

564

: 00:28:26

Of those advancements is

based on relationships.

565

: 00:28:30

Mm-Hmm.

566

: 00:28:30

Let's just be clear here.

567

: 00:28:32

Okay?

568

: 00:28:33

Mm-Hmm.

569

: 00:28:34

Everybody.

570

: 00:28:34

You know, when I was in business

school, they said that to, they

571

: 00:28:37

were like, Tony, at your level.

572

: 00:28:38

And that wasn't talking to me.

573

: 00:28:38

It was talking to everybody in the room.

574

: 00:28:40

At you guys' level.

575

: 00:28:41

We already know you qualified.

576

: 00:28:44

. Okay?

577

: 00:28:44

Mm-Hmm.

578

: 00:28:44

. That's just automatic.

579

: 00:28:45

You, we didn't, we're not, when

you are interviewing, they're not

580

: 00:28:47

asking you questions about can

you, do they know that already?

581

: 00:28:51

Just based on what you've done.

582

: 00:28:52

It now becomes more about a

people thing, a culture thing.

583

: 00:28:56

Do you fit in, you know, and the

only way you're going to answer

584

: 00:29:00

those questions is about having

those connections with people.

585

: 00:29:03

Plus all those, plus you got to

have people that's going to sponsor

586

: 00:29:06

you and speak on your behalf.

587

: 00:29:09

Right.

588

: 00:29:09

When you're not in the room, that's

already saying we got to have this guy

589

: 00:29:13

because he's got this, this, or she's

awesome, blah, blah, blah, blah, blah.

590

: 00:29:17

You ain't got that.

591

: 00:29:18

You can be so look.

592

: 00:29:20

Go into it.

593

: 00:29:21

Tell us how your program

helps in that capacity.

594

: 00:29:27

Alex Tremble: So in the beginning,

there is heaven and earth.

595

: 00:29:30

Um,

596

: 00:29:33

So is that fun?

597

: 00:29:37

Um, so look, here's the thing.

598

: 00:29:38

One, it needs to be, the first

thing is it needs to be elongated.

599

: 00:29:41

Right?

600

: 00:29:42

Um, this is not a, we're going to send

someone to a day, a week long course.

601

: 00:29:48

Now it's all done.

602

: 00:29:49

That doesn't happen.

603

: 00:29:50

Um, so there's a few factors

that need to take in place.

604

: 00:29:53

First is that, uh, we've got

the four C connection model.

605

: 00:29:57

This is what we base all

of our stuff on four C's.

606

: 00:29:59

Um, the first is mindset change,

then internal clarity, external

607

: 00:30:02

clarity, then behavior choice.

608

: 00:30:04

Um, the first thing is mindset change.

609

: 00:30:05

First is mindset change,

because if you don't change

610

: 00:30:08

someone's mindset, Nothing else.

611

: 00:30:10

We can teach you all the skills.

612

: 00:30:13

In the world, but you'll never

do it right because you don't,

613

: 00:30:16

you don't agree with it.

614

: 00:30:17

You don't understand it.

615

: 00:30:18

Tony Tidbit: So the Alex real

616

: 00:30:19

quick, when you say change somebody's

mindset, give an example, like

617

: 00:30:22

what type of mindset change.

618

: 00:30:24

Okay.

619

: 00:30:24

Alex Tremble: Yes.

620

: 00:30:25

So the, there's many

different levels of this.

621

: 00:30:28

There's the first is the

mindset of the individual.

622

: 00:30:31

Um, because I can't tell you how many

individuals who get to these levels who

623

: 00:30:36

say, I don't want to rely on my network.

624

: 00:30:40

I don't want to rely on who I, who I

know, because I want to show everyone

625

: 00:30:44

that I can do it, that I'm smart enough,

that I can just push it all by myself.

626

: 00:30:50

No, oh, there are so many

leaders at this level who is

627

: 00:30:57

called imposter syndrome, right?

628

: 00:30:59

They don't believe enough in themselves.

629

: 00:31:02

They feel like they have to do it

themselves still at that level.

630

: 00:31:06

And so they, they want to show, especially

in black and Brown people, they want

631

: 00:31:10

to show that, Hey, I'm smart enough.

632

: 00:31:12

I'm not just here because I'm a number.

633

: 00:31:15

I'm not just here because I know

somebody, but the reality is that.

634

: 00:31:19

Everyone else is there because they know

somebody and it's nothing wrong with that.

635

: 00:31:24

So it's changing the

participant's mindset on this.

636

: 00:31:27

And then second is change the

organization's mindset or those

637

: 00:31:30

decision makers specifically to

say, Hey, look Putting people in a

638

: 00:31:35

leadership program is not going to

make change Just look at your data.

639

: 00:31:40

If putting people in a leadership

program made the change, then you would

640

: 00:31:44

have different data, but your data is

showing that you still lack diversity.

641

: 00:31:49

So then we need to do something different.

642

: 00:31:51

It was the saying, if you want something

to change, then you have to change, right?

643

: 00:31:55

Could this change how we go about this?

644

: 00:31:57

So first is mindset change.

645

: 00:31:58

And this is the whole big thing.

646

: 00:32:00

Um, second is internal clarity.

647

: 00:32:02

Again, internal clarity for the person

is different for the organization.

648

: 00:32:05

Internal clarity for the person

is understanding for that person.

649

: 00:32:09

What are my goals?

650

: 00:32:10

What are my desires?

651

: 00:32:11

Where do I want to be?

652

: 00:32:12

Um, why do I want it?

653

: 00:32:14

Um, understanding everything

you can about yourself.

654

: 00:32:18

Um, why?

655

: 00:32:19

Because when people think

about relationship, they only

656

: 00:32:21

think about the other person.

657

: 00:32:22

Oh, I got to meet that person.

658

: 00:32:23

I got to meet that person.

659

: 00:32:24

I mean, I got to meet Tony,

but here's the problem.

660

: 00:32:27

Maybe Tony's not the right person

for you to connect with right now.

661

: 00:32:30

Maybe that person over there

is not the right person.

662

: 00:32:33

You need to understand where

you're headed so that you know

663

: 00:32:36

who can help get you there.

664

: 00:32:38

You need to understand what resources

you have access to so you can know

665

: 00:32:41

who to help, what you don't have

access to, who can help you get there.

666

: 00:32:45

You need to understand where you feel most

comfortable because here's the reality.

667

: 00:32:49

When you feel comfortable, you look

confident when you look confident,

668

: 00:32:52

you are trusted and you can establish

those relationships much easier.

669

: 00:32:55

Right?

670

: 00:32:56

But that's all that internal

work that internal clarity.

671

: 00:32:59

Once you have external clarity.

672

: 00:33:01

So sorry, the same thing

for the organization.

673

: 00:33:03

Organization has to make

a decision for themselves.

674

: 00:33:05

Where do we want to go?

675

: 00:33:07

Do we want inclusivity and

diversity at these levels?

676

: 00:33:11

Are we willing to put in the energy

and the effort to make this happen?

677

: 00:33:15

Sorry, let me take it back.

678

: 00:33:16

Take a step back.

679

: 00:33:17

Not just the energy and

effort, the money, right?

680

: 00:33:20

We can say we care about things

all day, but we all know.

681

: 00:33:24

Your priorities are

dictated by your budget.

682

: 00:33:26

So you look at your budget, you

can see what the priorities are.

683

: 00:33:29

So are you willing to actually invest

in these people, making sure they have

684

: 00:33:33

the time and space and the resources to

actually advance into these positions?

685

: 00:33:37

Um, then after internal clarity is

external clarity for the individual.

686

: 00:33:41

Now that you understand where you

want to go and what you're missing

687

: 00:33:46

and what you need and so on and so

forth, who can help you get there?

688

: 00:33:51

Where are they at?

689

: 00:33:52

Who are their friends?

690

: 00:33:53

Who are their enemies?

691

: 00:33:54

How can you help them?

692

: 00:33:55

What are their needs?

693

: 00:33:56

What are their desires?

694

: 00:33:57

Right?

695

: 00:33:58

That's the external clarity

for the organization.

696

: 00:34:00

You've made a decision that you want

to move forward in this direction.

697

: 00:34:03

Who can help get you there?

698

: 00:34:05

Obviously, this is where GPS leadership

comes in and we help again, create

699

: 00:34:09

these programs and manage them,

coaching and all the things like that.

700

: 00:34:13

Then finally is behavior choice.

701

: 00:34:16

Behavior choice is what everyone

loves to talk about when it

702

: 00:34:20

comes to relationship building.

703

: 00:34:22

Oh, I should shake this person's hand.

704

: 00:34:24

Oh, I should, um, I should look

them in the eye, whatever it may be.

705

: 00:34:28

Those are behaviors.

706

: 00:34:30

Here's the reality.

707

: 00:34:31

It doesn't matter what behaviors, you

know, if you don't have the right mindset.

708

: 00:34:38

Because you're not going to do anything

doesn't matter what behaviors, you know,

709

: 00:34:41

if you don't have internal clarity,

because you don't know where you're

710

: 00:34:43

headed, you don't matter what behaviors,

you know, if you don't have extra clarity,

711

: 00:34:46

you may be talking to the wrong person.

712

: 00:34:48

So this is why all those things

need to happen in order, um, And

713

: 00:34:53

then we'll talk about this new idea.

714

: 00:34:56

I've just been working on.

715

: 00:34:57

Um, I'm really excited about it.

716

: 00:34:59

But the long story short is we take them

through this four C connection model

717

: 00:35:03

as an organization, as an individual.

718

: 00:35:05

Again, elongated program is

generally what works best.

719

: 00:35:09

Um, you know, at least nine months to

12 months because you need the time to,

720

: 00:35:14

um, to, to allow them to actually build

relationships with those decision makers,

721

: 00:35:19

which Within the organization, um, it

can't be again, it's not a weak thing.

722

: 00:35:23

It's not a two week thing has to be

over and over and over because not only

723

: 00:35:26

do they need to understand that these

things are important, but many of them

724

: 00:35:31

are still lacking the skill when it comes

to building intentional relationships.

725

: 00:35:36

Now, again, we have all not, we have

all many of us have reached this,

726

: 00:35:41

this, these, these roles by chance.

727

: 00:35:45

By just working hard by pure force, right?

728

: 00:35:48

Just doing whatever you got to do,

but there's easier ways, right?

729

: 00:35:53

You don't always got to beat

your head up against the wall.

730

: 00:35:56

There are easier ways.

731

: 00:35:57

So that's what we teach

them specific skills.

732

: 00:36:00

Some that we go over a minute that we

go over in the book relationships that

733

: 00:36:03

work, but we teach them these very

specific skills tied, tied, connected to

734

: 00:36:10

their specific unique needs and goals.

735

: 00:36:13

Tony Tidbit: So tell us a little, little

bit about like, based on everything

736

: 00:36:17

that you've done, tell us, give us some,

some examples of how you, or some major

737

: 00:36:22

accomplishments you were, you were able

to be, some wins that you were able to

738

: 00:36:26

do from an organizational standpoint.

739

: 00:36:28

Obviously, You're helping individuals.

740

: 00:36:31

So I, that part, I think is a no brainer.

741

: 00:36:34

Tell me a little bit about some of the

organizations you are able to change

742

: 00:36:38

their mindset, get them to network, right?

743

: 00:36:42

Because it's not as much Tony Franklin

going to meet with everybody, right?

744

: 00:36:46

It's about.

745

: 00:36:47

The senior leadership, all right,

the C suite coming and meeting Tony

746

: 00:36:51

Franklin and spending time with me and

then say, Oh, you know, we got one.

747

: 00:36:56

All right.

748

: 00:36:57

So tell me a little bit about that.

749

: 00:36:59

Alex Tremble: One of my favorite ones

that come to mind actually is the,

750

: 00:37:02

um, the work we did at the department,

the U S department, the interior.

751

: 00:37:06

Tony Tidbit: Okay.

752

: 00:37:06

Alex Tremble: Um, So here's the reality.

753

: 00:37:08

Again, as you pro as in the private

sector, as in the federal government,

754

: 00:37:12

there there's a severe lack of diversity

at those senior level positions.

755

: 00:37:16

So the question was beginning, okay, how

do we increase the number of individuals

756

: 00:37:20

in those senior executive level roles?

757

: 00:37:22

It's like, cool.

758

: 00:37:23

And they want to do it via mentoring

program, which I am a huge proponent of.

759

: 00:37:27

I, I love mentoring programs.

760

: 00:37:29

We, we craft create launch mini and

entering program for organizations.

761

: 00:37:34

Um, and so for this one, um, I'll

tell you, I am not a, I don't

762

: 00:37:39

believe in like, there's one shot.

763

: 00:37:42

What, what, one shot, one kill.

764

: 00:37:44

I, I, the snipers are great at it.

765

: 00:37:48

And that is their job.

766

: 00:37:54

That's their job.

767

: 00:37:56

Tony Tidbit: I'm teasing, bro.

768

: 00:37:57

Go ahead.

769

: 00:38:00

You got a shotgun.

770

: 00:38:01

You can

771

: 00:38:01

Alex Tremble: blast a lot of people.

772

: 00:38:02

Tony Tidbit: Okay.

773

: 00:38:04

Alex Tremble: But look, but look.

774

: 00:38:06

Right, shotgun.

775

: 00:38:07

Right.

776

: 00:38:08

Right.

777

: 00:38:08

I believe in a shotgun approach,

but a controlled shotgun.

778

: 00:38:12

Right.

779

: 00:38:12

So, instead of saying we have 1 program,

that's going to help 1, 1 person.

780

: 00:38:17

Right.

781

: 00:38:18

Or because that's the problem with

most mentoring programs by design.

782

: 00:38:23

Most member mentoring programs.

783

: 00:38:25

Other a lot of people, right?

784

: 00:38:27

You can only have so many

people in a mentoring program.

785

: 00:38:29

If you can only have 30 people, 40

people, what about the rest of everyone

786

: 00:38:33

else who may be a great position

or great shot for the next, the

787

: 00:38:37

next opportunity, they get nothing.

788

: 00:38:39

Right, right, right.

789

: 00:38:40

And so I think you have to

have multiple levels of this.

790

: 00:38:43

So what we did with interior is

actually create a few different

791

: 00:38:46

levels of mentoring opportunities

as well as a mentoring program.

792

: 00:38:50

So we had, yes, the mentoring

program that was focused on.

793

: 00:38:53

Just connecting those senior

level executives with those

794

: 00:38:56

people who are just about moving.

795

: 00:38:57

So we have about 40

people in that program.

796

: 00:39:00

Very specific, very intense, very, um,

I don't think control, but monitored

797

: 00:39:05

for an extended period of time.

798

: 00:39:07

Yes.

799

: 00:39:07

We also then had a number of mentoring

events consistently happening.

800

: 00:39:13

So we had, um.

801

: 00:39:14

Speed mentoring events, right?

802

: 00:39:16

So those things happen, uh, consistently

throughout the year to allow anyone

803

: 00:39:21

who wanted to access these individuals

and our other leaders and mentoring

804

: 00:39:25

opportunities to access that.

805

: 00:39:27

So we would have, um, it

was actually really cool.

806

: 00:39:29

Sometimes we did days for for

women, um, women in leadership, um,

807

: 00:39:34

executives, um, uh, project managers, I.

808

: 00:39:38

T.

809

: 00:39:38

Professionals, whatever, uh,

We did obviously the, uh, the

810

: 00:39:41

assessments first to figure out

who was looking for mentorship.

811

: 00:39:44

What did the ranks look like?

812

: 00:39:45

What were the positions that need

to be filled in the next few years?

813

: 00:39:48

Um, what are the skills required?

814

: 00:39:49

So once we did all that work, it

was really easy to identify what

815

: 00:39:52

were those big buckets that we

could keep holding, uh, hosting

816

: 00:39:55

mentoring events for, um, again, Alex,

817

: 00:39:58

Tony Tidbit: can I, can

I just jump in real fast?

818

: 00:39:59

Just want to make sure I'm clear, right?

819

: 00:40:01

So if I'm hearing when you say the

speed mentoring program, that was a,

820

: 00:40:05

uh, program where senior leadership.

821

: 00:40:08

Could come down and meet with

people who were interested in a

822

: 00:40:12

mentor program so they could help

develop and more importantly, see

823

: 00:40:15

their pipeline of individuals.

824

: 00:40:18

And then when opportunities

they could pull because

825

: 00:40:20

they're building relationships.

826

: 00:40:21

Is that what I'm hearing?

827

: 00:40:22

Alex Tremble: Exactly.

828

: 00:40:23

Tony Tidbit: Okay.

829

: 00:40:24

Alex Tremble: Yeah.

830

: 00:40:24

Okay,

831

: 00:40:24

Tony Tidbit: buddy.

832

: 00:40:25

Alex Tremble: So again,

that was on tonight.

833

: 00:40:28

You have two levels.

834

: 00:40:29

You have, you have the, the, the

program that's for 40 people.

835

: 00:40:32

You have the, the mentoring events,

the speed mentoring, uh, opportunities

836

: 00:40:35

and whatnot that are happening for,

uh, You know, a few hundred people.

837

: 00:40:41

I don't think that's enough.

838

: 00:40:43

I still think there's

opportunity out there.

839

: 00:40:46

So with the government,

government's massive, right?

840

: 00:40:50

So we had one department.

841

: 00:40:52

Let's say, how can, how about we

work with other departments as well?

842

: 00:40:55

And then we started

having events with OPM.

843

: 00:40:59

All the acronyms.

844

: 00:40:59

Sorry.

845

: 00:41:00

Um, the Office of Personnel Management, U.

846

: 00:41:02

S.

847

: 00:41:02

Department of Interior, U.

848

: 00:41:03

S.

849

: 00:41:04

D.

850

: 00:41:04

A.

851

: 00:41:04

Um, the F.

852

: 00:41:05

B.

853

: 00:41:05

I.

854

: 00:41:06

All the other organizations.

855

: 00:41:07

I started coordinating with them and we

have bigger events for everyone there

856

: 00:41:11

because now you're cross pollinating

857

: 00:41:15

across different departments and

you're exposing people because

858

: 00:41:17

the reality is, is that That one

department only has so many slots.

859

: 00:41:21

So now you're exposing them to other

opportunities and the same thing can

860

: 00:41:24

actually go with an organization,

especially the bigger organizations that

861

: 00:41:27

we work with, but they have thousands

and thousands and thousands of employees.

862

: 00:41:31

You can do something at your

department level, then also do

863

: 00:41:34

something at the organizational level.

864

: 00:41:35

And then if you're actually,

if you're feeling, if you're

865

: 00:41:38

feeling good about yourself, do

something industry wide, right?

866

: 00:41:43

There's so much fear about,

there's so much fear.

867

: 00:41:46

In losing great employees, which I

understand, you know, great employees

868

: 00:41:49

are always going to be sought after, but

if you can create a culture and a brand

869

: 00:41:54

of you wanting people to come in and see

what you do and you allowing them to see

870

: 00:41:59

what other people do, one, they're going

to learn some new stuff that they're

871

: 00:42:02

going to bring back to your organization.

872

: 00:42:03

And two, if they leave, there's probably

someone else who out there who attended

873

: 00:42:06

your event, who says, you know what?

874

: 00:42:08

I'm interested in this organization.

875

: 00:42:10

So it keeps the new blood as well.

876

: 00:42:12

You know, new blood coming in.

877

: 00:42:14

Tony Tidbit: So, net net, were

you, based on working with the

878

: 00:42:17

Department of Interior, uh, on the

programs you put together, and then

879

: 00:42:20

cross pollinating with the other

departments, did you see, not just from

880

: 00:42:24

a development standpoint, but did you

see from an advancement standpoint?

881

: 00:42:28

Alex Tremble: Yeah.

882

: 00:42:28

Yeah.

883

: 00:42:29

The number of, so what they have in

the federal government is called, um,

884

: 00:42:32

SCS CDPs, um, like senior executive

candidate development programs.

885

: 00:42:37

So basically, um, a department will

host one or potentially two of those

886

: 00:42:43

each year and not all departments

even have those, but in order to

887

: 00:42:47

become an executive, there's two ways.

888

: 00:42:48

There's the hard way.

889

: 00:42:49

And there's the SCS.

890

: 00:42:51

And I'll look at the

diversity within that, the S.

891

: 00:42:57

C.

892

: 00:42:57

S.

893

: 00:42:57

C.

894

: 00:42:57

D.

895

: 00:42:57

P.

896

: 00:42:58

within the next couple of years just

skyrocketed in the cool part about

897

: 00:43:02

it was it was the individuals who had

participated in the mentoring programs.

898

: 00:43:07

Who actually got into those programs.

899

: 00:43:09

And I'll say this, and this

is the quiet part out loud.

900

: 00:43:12

Most people, unfortunately, in the federal

government, look at those programs.

901

: 00:43:17

And we work in both federal and

private, but this is specifically for

902

: 00:43:20

the, the government, but I think the

same thing happened in the private.

903

: 00:43:23

Most people believe that in order

to get to that executive position,

904

: 00:43:27

they got to write a, have a really

great experience and they got

905

: 00:43:30

to write really great resumes.

906

: 00:43:32

But I, I've been behind the curtains.

907

: 00:43:35

I've, I've, I've worked

behind the curtains.

908

: 00:43:39

It's, it's, it's, it's horse trading.

909

: 00:43:41

I want this person in.

910

: 00:43:42

Okay.

911

: 00:43:42

If you want this person and I'll,

then I got to have this person in and

912

: 00:43:45

they're picking people's names off

of who they know, who they support,

913

: 00:43:50

who they trust to do, to do the job.

914

: 00:43:52

Well, that's how it happens in the

government as well in the private sector.

915

: 00:43:56

You just, like you said, at certain

level, they know you're qualified.

916

: 00:44:00

Right.

917

: 00:44:00

It's about who do I know?

918

: 00:44:02

Who do I trust to come in

here and do a good job?

919

: 00:44:04

Tony Tidbit: And that's in every, I

mean, if you were, you got hired as

920

: 00:44:09

a manager of a baseball team and they

already have coaches there, right?

921

: 00:44:13

Well, you want to do, you want

to bring your own people in.

922

: 00:44:15

All right.

923

: 00:44:16

You want to bring in people that

you trust that, you know, right.

924

: 00:44:20

And so that's in court.

925

: 00:44:21

I've not been at a place

where that has not happened.

926

: 00:44:25

Okay.

927

: 00:44:25

So.

928

: 00:44:26

Let's, let's shift a little bit, buddy.

929

: 00:44:28

I want to ask you a couple

pointed questions here.

930

: 00:44:31

Um, and I want to get your, your,

your, and I, you know, you've always

931

: 00:44:34

been a very authentic individual

as you are right here on the show.

932

: 00:44:38

Why is it that companies

struggle advancing people of

933

: 00:44:43

color at leadership positions?

934

: 00:44:47

You've worked with, you know, hundreds of

thousands, hundreds or thousands of people

935

: 00:44:52

of color, um, that are very qualified.

936

: 00:44:56

That, you know, are smart, um, they, they

have all the tools, they go through these

937

: 00:45:01

programs, they do this and that, but then

they, and, and I appreciate the, the,

938

: 00:45:05

the, the case study that you gave with

the government, but at the end of the

939

: 00:45:09

day, most is still nil in terms of the

people that actually end up moving up.

940

: 00:45:14

So what, and you work

with these companies.

941

: 00:45:19

Alex Tremble: So there's a few

things, um, the first, and here's my

942

: 00:45:23

perspective on life just really quickly.

943

: 00:45:26

I do believe that the vast

majority of people are good people.

944

: 00:45:30

Yep.

945

: 00:45:30

I agree with that.

946

: 00:45:31

And I think they're doing

the best they know how to do.

947

: 00:45:34

I don't know about that out there.

948

: 00:45:36

Well, no, I guess they know how to do.

949

: 00:45:38

Okay.

950

: 00:45:39

Okay.

951

: 00:45:40

But go ahead.

952

: 00:45:40

Go ahead.

953

: 00:45:40

You, I want to hear your thoughts.

954

: 00:45:41

I'm sorry, buddy.

955

: 00:45:42

And no, that's gets to my first point is

that it's the best they know how to do.

956

: 00:45:46

That means many of these organizations

just don't have the expertise.

957

: 00:45:51

Um, they, they think

they know what they know.

958

: 00:45:54

They think they got it right.

959

: 00:45:55

I can't tell.

960

: 00:45:56

I was, I was working with

an organization just.

961

: 00:45:58

A year and a half ago, and they were

having challenges with their diversity.

962

: 00:46:02

And I said, okay, great.

963

: 00:46:04

The first thing we're going to do

is we're going to develop, um, uh,

964

: 00:46:07

standardized interview questions.

965

: 00:46:08

And everybody, cause they don't have

no standardized interview questions.

966

: 00:46:12

They didn't have interview

process, none of that stuff.

967

: 00:46:15

And the CEO took me aside real quick.

968

: 00:46:18

Well, you know, I just, I just don't

think this will work for, you know, our,

969

: 00:46:23

our senior level positions, because,

you know, I'm really good at hiring.

970

: 00:46:27

I have a really good gut on who,

who should be in these roles.

971

: 00:46:32

And, but, but if you look

at who's in these roles,

972

: 00:46:37

Tony Tidbit: but what was his so,

so, but to be fair, His, his take is

973

: 00:46:42

a take that a lot of CEOs or people

in on senior level would say, right?

974

: 00:46:47

So what was his fear?

975

: 00:46:48

What was their fear?

976

: 00:46:50

Alex Tremble: Um, the, the, the,

the, the fear is the fear is loss

977

: 00:46:54

of control and not being able to

make the decision they want to make.

978

: 00:46:59

And I understand that, but

here's the reality is that

979

: 00:47:01

we all have unconscious bias.

980

: 00:47:04

And this is a reality.

981

: 00:47:05

All of us have bias.

982

: 00:47:07

Bias is not a good thing.

983

: 00:47:08

It's not a bad thing.

984

: 00:47:09

It is a thing that we all have.

985

: 00:47:11

Tony Tidbit: And so

986

: 00:47:11

Alex Tremble: the reality is that we

are, we like people who are like us.

987

: 00:47:16

Tony Tidbit: And

988

: 00:47:16

Alex Tremble: so even when you think

you are being fair, if I say, I think

989

: 00:47:19

people are, they want to do the best.

990

: 00:47:20

So even when they think they're

being fair, Hey, you know, that

991

: 00:47:24

person with the same school as me,

Hey, you know, that person, um,

992

: 00:47:28

they, they kind of look like me.

993

: 00:47:29

Oh, they have a kid just like me there.

994

: 00:47:31

You have a dog just like me.

995

: 00:47:31

Oh my like, this is what

happens all the time.

996

: 00:47:35

And this is why it's extremely important

to have standardized interview questions,

997

: 00:47:40

to have a, a, a process in place when it

comes to, you know, evaluating, what do

998

: 00:47:46

you, what do you say is successful or not?

999

: 00:47:49

Right.

: 1000

00:47:49,740 --> 00:47:51,470

Because you're just

calling it by your gut.

: 1001

00:47:51,680 --> 00:47:52,569

Your gut.

: 1002

00:47:52,890 --> 00:47:56,610

It's likely wrong just

in regards to biases.

: 1003

00:47:56,610 --> 00:47:56,930

Right.

: 1004

00:47:57,270 --> 00:47:59,300

And so, but I'm going to talk

off the other side of my mouth.

: 1005

00:47:59,680 --> 00:48:00,040

Okay.

: 1006

00:48:00,340 --> 00:48:01,770

So here's the deal.

: 1007

00:48:02,260 --> 00:48:07,660

Um, even as I, when I work, when we

work with organizations, we do our best

: 1008

00:48:07,800 --> 00:48:12,919

to help them understand and identify

the biases they may have in their

: 1009

00:48:12,920 --> 00:48:14,580

system so that we can correct for.

: 1010

00:48:15,310 --> 00:48:17,260

That is what we do in organizations.

: 1011

00:48:17,800 --> 00:48:20,440

When we work with

individuals is telling them.

: 1012

00:48:21,100 --> 00:48:25,670

Hey, look, there are biases out there

that are probably working against you.

: 1013

00:48:25,820 --> 00:48:26,730

This is being real.

: 1014

00:48:26,760 --> 00:48:27,450

This is be real.

: 1015

00:48:27,890 --> 00:48:33,030

So the question becomes, how do you create

biases in their mind that work for you?

: 1016

00:48:34,310 --> 00:48:35,470

Tony Tidbit: So give me an example

: 1017

00:48:35,470 --> 00:48:35,950

of that, buddy.

: 1018

00:48:35,950 --> 00:48:36,995

Oh,

: 1019

00:48:36,995 --> 00:48:40,020

Alex Tremble: but you and I know

we, you, we do this all the time.

: 1020

00:48:40,270 --> 00:48:42,490

Um, Hey Tony.

: 1021

00:48:42,740 --> 00:48:46,760

Hey, so, Hey, do you have, um,

you have kids, you have kids.

: 1022

00:48:48,490 --> 00:48:48,700

Yeah.

: 1023

00:48:48,700 --> 00:48:49,537

How many kids you have?

: 1024

00:48:49,537 --> 00:48:49,604

Okay.

: 1025

00:48:50,475 --> 00:48:51,265

I got three.

: 1026

00:48:52,405 --> 00:48:54,355

Oh, boys, girls.

: 1027

00:48:54,695 --> 00:48:54,945

Yeah.

: 1028

00:48:54,945 --> 00:48:55,605

Three girls.

: 1029

00:48:56,205 --> 00:48:57,365

Oh, that's crazy.

: 1030

00:48:57,635 --> 00:48:59,875

So I, I, I have, I'm a boy.

: 1031

00:48:59,895 --> 00:49:01,485

My boy just turns one tomorrow, you know?

: 1032

00:49:01,824 --> 00:49:03,915

Um, I don't have any daughters.

: 1033

00:49:03,915 --> 00:49:05,195

What was it like having daughters?

: 1034

00:49:06,825 --> 00:49:08,655

Tony Tidbit: It's, it's

different than having boys.

: 1035

00:49:08,655 --> 00:49:10,180

Alex Tremble: So

: 1036

00:49:10,180 --> 00:49:14,515

Tony Tidbit: you're basically, is

this like, so are you just saying in

: 1037

00:49:14,515 --> 00:49:18,445

terms of how to build a relationship

with somebody or stuff to that nature?

: 1038

00:49:18,445 --> 00:49:18,475

Yeah.

: 1039

00:49:19,020 --> 00:49:22,980

Alex Tremble: All it's about creating

an in group again, in groups are

: 1040

00:49:22,980 --> 00:49:26,660

biases in groups are just that it means

that you and I have things in common.

: 1041

00:49:26,840 --> 00:49:30,860

So how do I ask the right questions

to find places and spaces that

: 1042

00:49:30,860 --> 00:49:31,990

were you and I have in common?

: 1043

00:49:32,190 --> 00:49:36,489

So when you look at me and you look

at someone else, you say, Oh, shoot.

: 1044

00:49:36,490 --> 00:49:36,690

Yeah.

: 1045

00:49:36,690 --> 00:49:37,649

Alex has that little boy.

: 1046

00:49:37,650 --> 00:49:39,410

That's all I need.

: 1047

00:49:39,645 --> 00:49:43,375

God, many of those, and what you're

doing is it's a percentage game.

: 1048

00:49:43,535 --> 00:49:48,984

If you can try a probability game, if you

can make enough connections one, yes, you

: 1049

00:49:48,984 --> 00:49:52,795

should be good at what you do, but if you

can make enough connections, you slowly

: 1050

00:49:52,804 --> 00:49:56,495

increase the probability that person's

going to go with you just simply because.

: 1051

00:49:56,880 --> 00:50:01,000

Unconsciously, they like you more

and the reality is that most of

: 1052

00:50:01,000 --> 00:50:02,510

us want to work with some we like

: 1053

00:50:03,010 --> 00:50:04,360

Tony Tidbit: and that's

just the bottom line, right?

: 1054

00:50:04,400 --> 00:50:08,000

And I just want to back up one thing

because I just want to make sure clear

: 1055

00:50:08,000 --> 00:50:10,189

because we have this this climate today.

: 1056

00:50:10,605 --> 00:50:16,185

That thinks that anybody who's,

you know, uh, black or a woman of

: 1057

00:50:16,205 --> 00:50:20,055

color, they're getting promotions

based, they're not qualified.

: 1058

00:50:20,465 --> 00:50:21,045

Okay.

: 1059

00:50:21,335 --> 00:50:24,055

And they're getting promotions

based on a lack of merit.

: 1060

00:50:24,224 --> 00:50:24,805

All right.

: 1061

00:50:25,134 --> 00:50:26,925

And we know that's not true.

: 1062

00:50:27,105 --> 00:50:27,615

Okay.

: 1063

00:50:27,644 --> 00:50:31,015

But we, and we, I don't want to,

I want to stay where you're going,

: 1064

00:50:31,025 --> 00:50:32,005

but I just want to make sure.

: 1065

00:50:32,555 --> 00:50:38,235

At the audience knows because when we

say you, it's about who, you know, right?

: 1066

00:50:38,265 --> 00:50:42,325

We're not saying that you can be

a bum or you, you've not qualified

: 1067

00:50:42,575 --> 00:50:46,245

and you can still get a job because

you, you best friends with the CEO

: 1068

00:50:46,295 --> 00:50:47,685

that no, that's not going to happen.

: 1069

00:50:47,995 --> 00:50:49,285

You, that's a minimum,

: 1070

00:50:49,335 --> 00:50:50,145

Alex Tremble: not for us though.

: 1071

00:50:51,605 --> 00:50:52,205

Tony Tidbit: Exactly.

: 1072

00:50:52,485 --> 00:50:54,495

That's the, I've seen it

happen, but not for us.

: 1073

00:50:54,535 --> 00:50:56,445

The minimum is you're qualified.

: 1074

00:50:56,475 --> 00:50:56,725

Right.

: 1075

00:50:56,725 --> 00:50:58,075

And they know that, right.

: 1076

00:50:58,095 --> 00:51:02,265

The key is to your point and what

you help people do is to be able

: 1077

00:51:02,265 --> 00:51:04,085

to build those relationships.

: 1078

00:51:04,314 --> 00:51:07,105

And you just talked about how, you

know, with the in group example

: 1079

00:51:07,105 --> 00:51:08,965

that you just shared with us, right.

: 1080

00:51:09,225 --> 00:51:12,005

Those things matter because

at the end of the day.

: 1081

00:51:12,415 --> 00:51:15,105

People are going to hire

people that they like.

: 1082

00:51:15,625 --> 00:51:17,795

And there's a negative to that too.

: 1083

00:51:17,875 --> 00:51:18,265

Okay.

: 1084

00:51:18,475 --> 00:51:21,455

If you mind me saying, right,

because I remember we did this

: 1085

00:51:21,455 --> 00:51:24,324

exercise at a company I worked at.

: 1086

00:51:24,335 --> 00:51:26,345

This was probably 10, 12 years ago.

: 1087

00:51:26,715 --> 00:51:30,885

And we had a guy come in and

analyze, you know, everyone's team.

: 1088

00:51:31,245 --> 00:51:34,915

And I met with him and he went through

my personality, blah, blah, blah.

: 1089

00:51:34,915 --> 00:51:36,295

And then he met with everybody on my team.

: 1090

00:51:36,545 --> 00:51:36,985

Okay.

: 1091

00:51:37,295 --> 00:51:40,315

Then he came back to me and he

said, listen, you know, Tony,

: 1092

00:51:40,315 --> 00:51:42,615

you're this way, this way, this

way, this way, which is great.

: 1093

00:51:42,615 --> 00:51:43,215

Blah, blah, blah.

: 1094

00:51:43,600 --> 00:51:46,620

But do you know that everybody's on

your team is this way, this day, this

: 1095

00:51:46,620 --> 00:51:48,820

way, they're just like you, right?

: 1096

00:51:49,030 --> 00:51:50,730

And that's why you get along with them.

: 1097

00:51:50,920 --> 00:51:54,400

But the two, a couple of people that

you told me that you struggle with, that

: 1098

00:51:54,400 --> 00:51:57,500

you hired, they're not like you, okay?

: 1099

00:51:57,610 --> 00:51:59,889

And that's why you struggle with them.

: 1100

00:51:59,909 --> 00:52:03,450

And it, and one of the things that

he taught us is that you don't

: 1101

00:52:03,450 --> 00:52:06,945

want to hire people that are That's

just like you, because you're

: 1102

00:52:06,945 --> 00:52:08,545

going to get the same output.

: 1103

00:52:08,555 --> 00:52:09,875

You can get the same stuff.

: 1104

00:52:10,185 --> 00:52:14,654

And when I, when I have the people that

were very detailed and very methodical

: 1105

00:52:14,835 --> 00:52:17,324

and this, I struggle with them because

I'm like, bro, come on, what's up?

: 1106

00:52:17,605 --> 00:52:19,694

You can't be, but that's

not how they process.

: 1107

00:52:19,735 --> 00:52:22,395

And those individuals was just as good.

: 1108

00:52:22,705 --> 00:52:25,405

And some even better than

the people just like me.

: 1109

00:52:25,405 --> 00:52:29,945

And they were given a different

perspective that helped the whole team.

: 1110

00:52:30,255 --> 00:52:33,935

So that's one of the other reasons why you

don't want to hire people just like you.

: 1111

00:52:34,020 --> 00:52:36,670

Alex Tremble: I 100

percent agree with you.

: 1112

00:52:36,860 --> 00:52:39,640

And again, this is why we have to

talk out of both sides of our mouth.

: 1113

00:52:39,680 --> 00:52:40,040

Correct?

: 1114

00:52:40,040 --> 00:52:44,329

Because from an organizational standpoint,

this is how we advise because this

: 1115

00:52:44,329 --> 00:52:45,399

is the best way to do it, right?

: 1116

00:52:45,400 --> 00:52:46,780

You don't want everyone like you do.

: 1117

00:52:47,020 --> 00:52:50,890

You don't want to be utilizing biases

and so on and so on and so forth.

: 1118

00:52:51,269 --> 00:52:52,874

But from an individual standpoint.

: 1119

00:52:53,645 --> 00:52:56,635

I'm gonna be, I gotta be

real biases coming to play.

: 1120

00:52:57,035 --> 00:53:02,704

So I'm going to, I told people, I

don't want to, I want every opportunity

: 1121

00:53:02,704 --> 00:53:06,535

to get the, the offer and we, when

we work with our, with our executive

: 1122

00:53:06,535 --> 00:53:11,074

clients, we, the, the, the, the point

is to get them as many offers as

: 1123

00:53:11,105 --> 00:53:12,525

possible and they can make a choice.

: 1124

00:53:13,000 --> 00:53:14,170

That that that's what we want.

: 1125

00:53:14,360 --> 00:53:17,890

We want three, four office on the

table so they can say, you know

: 1126

00:53:17,890 --> 00:53:19,260

what, I'm gonna pick this one.

: 1127

00:53:19,670 --> 00:53:23,130

And so again, those are, but those

are due to different clients.

: 1128

00:53:23,140 --> 00:53:23,490

Right.

: 1129

00:53:23,960 --> 00:53:28,500

Um, and there's, there's something I

want to talk to you about today that

: 1130

00:53:28,510 --> 00:53:30,860

I, I, I, no, we can go right to it,

: 1131

00:53:30,860 --> 00:53:31,129

Tony Tidbit: buddy.

: 1132

00:53:31,129 --> 00:53:34,120

I want to go into your, your, your

relationship model that you're,

: 1133

00:53:34,130 --> 00:53:36,800

you're launching and stuff,

because that dovetails right

: 1134

00:53:36,800 --> 00:53:38,050

into what we're talking about.

: 1135

00:53:39,010 --> 00:53:41,030

Alex Tremble: So, so,

so, so I'm so excited.

: 1136

00:53:41,039 --> 00:53:46,555

So, um, I have a new workbook, you

know, so the, the, the feedback

: 1137

00:53:46,555 --> 00:53:49,875

that I received about the last

book, um, relationships that work,

: 1138

00:53:50,225 --> 00:53:52,385

um, is that Alex, this is so great.

: 1139

00:53:52,394 --> 00:53:53,345

It's so wonderful.

: 1140

00:53:53,555 --> 00:53:54,754

I, it's amazing.

: 1141

00:53:54,755 --> 00:53:59,615

I had, um, literally SVPs VPs contacting

me on LinkedIn saying, Hey, you just

: 1142

00:53:59,615 --> 00:54:01,145

helped me connect with a billionaire.

: 1143

00:54:01,164 --> 00:54:02,815

You helped me go to met

with a multimillionaire.

: 1144

00:54:03,015 --> 00:54:03,965

I just got this new job.

: 1145

00:54:04,765 --> 00:54:08,415

But you know, it would be really

great if there was a workbook,

: 1146

00:54:09,455 --> 00:54:13,835

something to help me on a weekly

basis, make sure I'm making progress.

: 1147

00:54:14,325 --> 00:54:15,375

I say, you know, you're right.

: 1148

00:54:15,405 --> 00:54:15,635

Okay.

: 1149

00:54:15,635 --> 00:54:18,425

So I'm going to create a

workbook, but there's a story

: 1150

00:54:18,425 --> 00:54:19,905

behind why I ended up doing this.

: 1151

00:54:19,915 --> 00:54:23,464

So a few months ago, I was hanging

out with some people, really good

: 1152

00:54:23,464 --> 00:54:24,935

people, wonderful people, great people.

: 1153

00:54:25,355 --> 00:54:28,015

Um, and we were wrapping

up, we're about to leave.

: 1154

00:54:28,025 --> 00:54:32,480

And then as two of those people, my

friends of mine, um, we were We're,

: 1155

00:54:32,590 --> 00:54:35,480

we're, we're talking on the side and

someone offered another person a job

: 1156

00:54:36,110 --> 00:54:39,380

and he said, Hey, um, you know, you

want a job that someone, you know,

: 1157

00:54:39,380 --> 00:54:40,659

they work at a big organization.

: 1158

00:54:40,659 --> 00:54:43,590

They said, look, we'd love

to have you on me again.

: 1159

00:54:43,590 --> 00:54:44,599

I'm completely joking.

: 1160

00:54:44,600 --> 00:54:45,760

I'm my own business.

: 1161

00:54:45,760 --> 00:54:47,950

I have no interest in working

for someone right now.

: 1162

00:54:48,370 --> 00:54:49,865

Um, I said, what about me?

: 1163

00:54:49,865 --> 00:54:50,745

What if I want a job?

: 1164

00:54:51,185 --> 00:54:53,655

And they laughed and then

they kept it walking.

: 1165

00:54:54,435 --> 00:54:55,145

And I was like, wow.

: 1166

00:54:55,145 --> 00:54:55,545

Okay.

: 1167

00:54:55,985 --> 00:54:58,775

So I thought about this as I was

driving home and I thought my best

: 1168

00:54:58,775 --> 00:55:01,055

friend was there with me and we

were listening to talk about it.

: 1169

00:55:01,055 --> 00:55:03,144

I said, yo, man, there's something

I want to share with you.

: 1170

00:55:03,425 --> 00:55:08,104

I haven't, I haven't

said this out loud yet.

: 1171

00:55:08,525 --> 00:55:09,795

I've been thinking about

the last few months.

: 1172

00:55:09,795 --> 00:55:10,635

It's probably going to be raw.

: 1173

00:55:10,645 --> 00:55:12,495

I hope you don't think bad of me.

: 1174

00:55:12,495 --> 00:55:16,805

He said, no, I want to say, I said, man,

I think I need a new group of friends.

: 1175

00:55:18,135 --> 00:55:19,344

He says, what do you mean?

: 1176

00:55:19,344 --> 00:55:23,845

I said, well, you know, All the

executives I work with all the, the

: 1177

00:55:23,845 --> 00:55:28,275

ones who've been super successful

earning their own companies and so on

: 1178

00:55:28,275 --> 00:55:32,525

and so forth, they always talk about

how they have a good group of friends

: 1179

00:55:32,854 --> 00:55:34,305

who they're just building each other.

: 1180

00:55:34,695 --> 00:55:37,324

You hire me, I hire you, you

introduce me to this person, like

: 1181

00:55:37,505 --> 00:55:40,194

everyone is winning and I said.

: 1182

00:55:41,185 --> 00:55:45,815

You know, in this particular group, I've

invested a lot in them over the years.

: 1183

00:55:45,825 --> 00:55:47,265

I've gotten them contract opportunities.

: 1184

00:55:47,345 --> 00:55:51,104

I've gotten them introductions

to awesome people, but they've

: 1185

00:55:51,115 --> 00:55:52,485

never actually helped me.

: 1186

00:55:53,925 --> 00:55:56,265

And he was like, wow, he

actually said this thing.

: 1187

00:55:56,265 --> 00:55:56,745

I really love.

: 1188

00:55:56,745 --> 00:55:59,315

He said, you know, Alex, you

know, when we were younger,

: 1189

00:56:01,495 --> 00:56:03,845

time was abundant, but money was scarce.

: 1190

00:56:04,325 --> 00:56:05,194

So we just did whatever.

: 1191

00:56:05,194 --> 00:56:05,514

Right.

: 1192

00:56:05,915 --> 00:56:09,664

But now that we're older, time is

scarce and money is more abundant.

: 1193

00:56:10,325 --> 00:56:12,374

And so we have to be very

intentional with our time.

: 1194

00:56:12,374 --> 00:56:15,394

And we hang out with, I'll say, you know,

that's, that's, that's a great idea.

: 1195

00:56:15,415 --> 00:56:18,155

So I started socializing this

idea when a number of my clients.

: 1196

00:56:18,370 --> 00:56:22,020

Each and every one of them, CEOs,

SVPs, VPs, so on and so forth

: 1197

00:56:22,070 --> 00:56:23,540

said, Alex, this is how I feel.

: 1198

00:56:23,540 --> 00:56:25,320

I feel like I'm doing this alone.

: 1199

00:56:25,320 --> 00:56:26,360

Like no one is helping me.

: 1200

00:56:26,760 --> 00:56:30,260

So over a few conversations,

a few weeks of conversation, I

: 1201

00:56:30,260 --> 00:56:32,100

developed this three, this model.

: 1202

00:56:32,119 --> 00:56:34,599

I haven't come up with a great name

for it just yet, but it didn't come.

: 1203

00:56:34,599 --> 00:56:37,529

So, um, there's, there's certainly

three types of relationships.

: 1204

00:56:38,499 --> 00:56:40,990

First type of relationship are detractors.

: 1205

00:56:41,610 --> 00:56:44,790

Um, detractors are people

who, um, intentionally or

: 1206

00:56:44,850 --> 00:56:47,620

unintentionally, um, hurt you.

: 1207

00:56:48,020 --> 00:56:51,760

Harm you detract from you, reading,

reaching your goals, those, they may

: 1208

00:56:51,760 --> 00:56:55,750

be specifically talking bad about

you, but they may just be every time

: 1209

00:56:55,750 --> 00:56:59,079

you want to do something, they say,

ah, you can't do that's too hard.

: 1210

00:56:59,080 --> 00:57:01,929

Don't worry about, you know, people

who are detracting from your goals.

: 1211

00:57:01,960 --> 00:57:02,706

Those are attractors.

: 1212

00:57:02,706 --> 00:57:06,370

And unfortunately, way too many

people hang out with attractors

: 1213

00:57:06,860 --> 00:57:09,010

and that's because, you know,

they've known him for too long.

: 1214

00:57:09,440 --> 00:57:11,590

They've been my friend for this

or my family member, right?

: 1215

00:57:12,075 --> 00:57:12,695

Detractors.

: 1216

00:57:12,695 --> 00:57:13,495

I don't like those.

: 1217

00:57:13,905 --> 00:57:14,195

Okay.

: 1218

00:57:14,195 --> 00:57:15,285

Next one is supporters.

: 1219

00:57:15,355 --> 00:57:16,605

Supporters are great.

: 1220

00:57:16,615 --> 00:57:17,105

They're wonderful.

: 1221

00:57:17,105 --> 00:57:17,505

They're nice.

: 1222

00:57:17,505 --> 00:57:18,265

They're fun.

: 1223

00:57:18,525 --> 00:57:19,375

They're your friends.

: 1224

00:57:19,375 --> 00:57:22,574

They, you go out to drinks with,

you go on trips with, they're

: 1225

00:57:22,574 --> 00:57:23,794

there for you emotionally.

: 1226

00:57:23,795 --> 00:57:24,585

They're wonderful.

: 1227

00:57:24,585 --> 00:57:25,315

Oh my goodness.

: 1228

00:57:25,315 --> 00:57:26,435

I love me a supporter.

: 1229

00:57:27,725 --> 00:57:28,725

But they don't help you.

: 1230

00:57:29,615 --> 00:57:30,555

They stop short.

: 1231

00:57:30,795 --> 00:57:35,715

They'll give you all the advice in the

world, but they stop short of helping you.

: 1232

00:57:36,185 --> 00:57:40,185

And again, actually many mentors actually

fall into the group of supporters.

: 1233

00:57:40,535 --> 00:57:42,485

And again, we have a lot.

: 1234

00:57:42,495 --> 00:57:44,575

We tend to have a lot

of supporters around us.

: 1235

00:57:44,745 --> 00:57:45,075

Why?

: 1236

00:57:45,095 --> 00:57:45,775

Because it's easy.

: 1237

00:57:45,775 --> 00:57:46,205

They're fun.

: 1238

00:57:46,214 --> 00:57:46,955

They're wonderful people.

: 1239

00:57:47,335 --> 00:57:51,215

Um, and then you had people

who advocate for you.

: 1240

00:57:51,940 --> 00:57:55,590

Those people are intentionally

working to help you be successful.

: 1241

00:57:55,820 --> 00:57:57,290

They are introducing you to people.

: 1242

00:57:57,520 --> 00:57:59,340

They're, they're, they're

buying your services.

: 1243

00:57:59,540 --> 00:58:02,469

They're telling their friends

to hire you to do, to do work

: 1244

00:58:02,469 --> 00:58:03,970

for them and so on and so forth.

: 1245

00:58:04,049 --> 00:58:04,940

Those are advocates.

: 1246

00:58:05,049 --> 00:58:06,910

And those are just wonderful people.

: 1247

00:58:07,169 --> 00:58:08,320

Um, but here's the reality.

: 1248

00:58:08,340 --> 00:58:10,409

There are only so many advocates, right?

: 1249

00:58:10,629 --> 00:58:15,870

There are so many, there are many more

people who'd rather just be a supporter.

: 1250

00:58:16,595 --> 00:58:18,405

The navigator word is easy, right?

: 1251

00:58:18,545 --> 00:58:20,895

I'm going to say, Hey, great job, Tony.

: 1252

00:58:21,105 --> 00:58:22,805

I think you should do X, Y and Z.

: 1253

00:58:22,805 --> 00:58:23,205

Tony.

: 1254

00:58:23,375 --> 00:58:24,815

I don't got to put my name on line.

: 1255

00:58:25,405 --> 00:58:26,845

I don't got to help you do nothing.

: 1256

00:58:26,875 --> 00:58:28,185

I don't got to connect make connection.

: 1257

00:58:28,445 --> 00:58:29,885

It's easy to be a supporter.

: 1258

00:58:30,495 --> 00:58:33,685

Okay, so if we think about those

three groups, okay, got it.

: 1259

00:58:34,095 --> 00:58:35,995

Obviously detractors not great.

: 1260

00:58:36,144 --> 00:58:37,655

Okay, so let's put them off to the side.

: 1261

00:58:37,985 --> 00:58:40,945

Let's talk about supporters

then and I'll wrap up.

: 1262

00:58:40,945 --> 00:58:42,705

I know we're only have so much time.

: 1263

00:58:43,095 --> 00:58:44,530

Um, Supporters.

: 1264

00:58:44,750 --> 00:58:46,370

Well, why are people supporters?

: 1265

00:58:46,420 --> 00:58:49,230

Well, one, the first reason is

because maybe we didn't ask them.

: 1266

00:58:50,450 --> 00:58:52,789

We didn't ask them to

be an advocate for us.

: 1267

00:58:53,000 --> 00:58:54,460

We didn't ask them for something.

: 1268

00:58:54,669 --> 00:58:58,360

And many times if you're listening

to this, this podcast right now,

: 1269

00:58:58,589 --> 00:59:01,069

you're probably one of those people

who people say, oh, you're that guy.

: 1270

00:59:01,080 --> 00:59:01,609

You're that girl.

: 1271

00:59:01,619 --> 00:59:02,109

You're that, that guy.

: 1272

00:59:02,170 --> 00:59:03,710

You're that you're the ish, right?

: 1273

00:59:03,820 --> 00:59:05,900

So people already think

you're doing so well.

: 1274

00:59:05,910 --> 00:59:08,560

They don't even need, you

wouldn't need help from me.

: 1275

00:59:09,540 --> 00:59:13,290

So maybe they're in a supporter role

because you've never asked them for help.

: 1276

00:59:13,740 --> 00:59:17,480

And so when we have to be, when we go

into one, understand what we want to go,

: 1277

00:59:17,490 --> 00:59:22,019

where we want to go, the internal clarity

and ask people for help, um, to, um, they

: 1278

00:59:22,020 --> 00:59:27,310

may be a supporter because, uh, they see

you for who you were, not who you are.

: 1279

00:59:28,490 --> 00:59:30,900

See, unfortunately, when we know

someone for a long period of

: 1280

00:59:30,900 --> 00:59:33,159

time, they, they, they, they're.

: 1281

00:59:34,070 --> 00:59:38,100

Their connection to us is anchored and

where we, where they met us, whether

: 1282

00:59:38,100 --> 00:59:40,900

we were an intern at the time, or we

are director at the time, or we're

: 1283

00:59:40,900 --> 00:59:44,620

the CEO of a smaller organization at

the time, but now we've advanced so

: 1284

00:59:44,620 --> 00:59:47,110

far up, but they don't see us there.

: 1285

00:59:47,110 --> 00:59:49,620

So, because they don't see us

there, they don't see you as.

: 1286

00:59:49,950 --> 00:59:52,560

Tony, the executive, they say,

Tony, I'll ask Tony that my, my

: 1287

00:59:52,560 --> 00:59:57,110

cool friend, we used to hang out to

intern together and so don't think of

: 1288

00:59:57,180 --> 00:59:59,100

opportunities to connect you with that.

: 1289

00:59:59,100 --> 01:00:01,460

When you ask them to connect with

someone, they don't think that you're

: 1290

01:00:01,460 --> 01:00:05,110

even qualified to do something like that

because they don't see you in that role.

: 1291

01:00:05,120 --> 01:00:06,930

That space really quickly.

: 1292

01:00:06,930 --> 01:00:08,750

I'll share an interesting story.

: 1293

01:00:08,979 --> 01:00:10,350

Oh, when am I someone I knew?

: 1294

01:00:10,730 --> 01:00:12,110

Ask me, Hey, can you do Miss solid?

: 1295

01:00:12,110 --> 01:00:15,180

I need you to come on the line with

one of my, my, my boss, my boss,

: 1296

01:00:15,210 --> 01:00:17,880

the executive, I just need you to

talk to him about some products.

: 1297

01:00:17,880 --> 01:00:18,500

I'm like, yeah, sure.

: 1298

01:00:18,500 --> 01:00:20,660

I used to work from the jump line.

: 1299

01:00:20,749 --> 01:00:22,900

Um, have a great conversation,

talk about change management,

: 1300

01:00:22,900 --> 01:00:25,849

communication, internal, external,

all the things, human resource

: 1301

01:00:25,879 --> 01:00:29,490

that, uh, get off the phone, person

picks up, calls me back immediately.

: 1302

01:00:29,909 --> 01:00:30,489

Oh my God.

: 1303

01:00:31,400 --> 01:00:32,590

That was, that was really good.

: 1304

01:00:32,620 --> 01:00:34,050

You you're really good at this.

: 1305

01:00:34,050 --> 01:00:38,465

And I said, Yeah, that's that's my job.

: 1306

01:00:38,475 --> 01:00:39,205

That's what I do.

: 1307

01:00:39,875 --> 01:00:44,135

Of course, because that

person did not see me as such.

: 1308

01:00:44,315 --> 01:00:44,605

Right.

: 1309

01:00:44,605 --> 01:00:44,915

Right.

: 1310

01:00:44,944 --> 01:00:48,415

So they saw me for who

I was not for who I am.

: 1311

01:00:49,095 --> 01:00:52,355

Then the finally the last piece

on the supporter piece is that.

: 1312

01:00:54,225 --> 01:00:57,125

You know, maybe they weren't an

advocate at one point, you know,

: 1313

01:00:57,125 --> 01:01:01,205

maybe they were, and the, but then

they transitioned to supporter and

: 1314

01:01:01,205 --> 01:01:02,925

then they transitioned to detractor.

: 1315

01:01:02,935 --> 01:01:03,295

Why?

: 1316

01:01:03,465 --> 01:01:07,884

Because they were happy to help

you when they were superior and you

: 1317

01:01:07,884 --> 01:01:09,105

were trying to move your way up.

: 1318

01:01:09,615 --> 01:01:12,694

But once you became where

they were, Oh Lord help you.

: 1319

01:01:12,695 --> 01:01:15,285

If you try to pass them

up, that don't look right.

: 1320

01:01:15,525 --> 01:01:15,835

Right.

: 1321

01:01:15,845 --> 01:01:18,185

So now they've, they've

moved from an advocate to a

: 1322

01:01:18,185 --> 01:01:19,775

supporter now to a detractor.

: 1323

01:01:19,775 --> 01:01:23,395

And here's the problem is that we

see some people that we think are

: 1324

01:01:23,395 --> 01:01:28,675

supporters who are actually detractors

because if they have the means to help

: 1325

01:01:28,734 --> 01:01:34,355

us out and they don't, and they don't

tell us why they didn't help us out.

: 1326

01:01:34,574 --> 01:01:37,895

The question becomes, what

do they think about us?

: 1327

01:01:38,545 --> 01:01:39,825

What do they truly think about?

: 1328

01:01:39,965 --> 01:01:42,025

And what are they saying about

us when we're not in the room?

: 1329

01:01:42,490 --> 01:01:42,820

Right.

: 1330

01:01:43,000 --> 01:01:45,910

And so this is a big, big

thing I'm talking about.

: 1331

01:01:46,010 --> 01:01:47,460

We can go on talking about

this for a long time.

: 1332

01:01:47,650 --> 01:01:51,020

Again, if you'd love to hear more,

please reach out gpsleadership.

: 1333

01:01:51,050 --> 01:01:51,409

com or.

: 1334

01:01:51,610 --> 01:01:51,890

org.

: 1335

01:01:52,120 --> 01:01:53,699

Um, bring this, bring us in.

: 1336

01:01:53,700 --> 01:01:55,750

I'd love to talk to you about

this, but here's the point.

: 1337

01:01:56,230 --> 01:02:00,749

If you are at these executive ranks,

um, and you want to navigate, you

: 1338

01:02:00,750 --> 01:02:02,490

want life to be just that much easier.

: 1339

01:02:02,640 --> 01:02:08,755

If you want to be at a, at a Make

movements and, and, and, and, and progress

: 1340

01:02:08,775 --> 01:02:10,965

on your projects that much faster.

: 1341

01:02:10,965 --> 01:02:13,455

Because again, time is

important at this level.

: 1342

01:02:13,865 --> 01:02:16,434

It comes down to having the

right relationships, having

: 1343

01:02:16,434 --> 01:02:17,834

more advocates around you.

: 1344

01:02:18,045 --> 01:02:19,024

I'm going to say one last thing.

: 1345

01:02:19,024 --> 01:02:19,635

I'm going to shut up.

: 1346

01:02:19,984 --> 01:02:21,494

Um, here's the problem.

: 1347

01:02:23,035 --> 01:02:26,394

Um, when I share this,

it's idea is so crazy.

: 1348

01:02:26,424 --> 01:02:27,494

This is so interesting.

: 1349

01:02:27,494 --> 01:02:31,654

Actually, when I share this concept

with people who are at the executive

: 1350

01:02:31,654 --> 01:02:35,864

ranks, or at least the bare minimum, the

senior leadership ranks, they say, wow.

: 1351

01:02:36,680 --> 01:02:37,710

This is really helpful.

: 1352

01:02:38,040 --> 01:02:38,460

Okay.

: 1353

01:02:38,460 --> 01:02:40,600

I know I need to be much more intentional.

: 1354

01:02:40,600 --> 01:02:41,110

My time.

: 1355

01:02:41,110 --> 01:02:41,420

Okay.

: 1356

01:02:41,430 --> 01:02:41,880

I got this.

: 1357

01:02:42,280 --> 01:02:42,670

Okay.

: 1358

01:02:42,980 --> 01:02:47,699

Um, but when I share this concept with

people who are earlier on their career or

: 1359

01:02:47,699 --> 01:02:53,230

in lower level positions, the first thing

they say is, uh, this doesn't feel right.

: 1360

01:02:54,100 --> 01:02:54,699

No, no, no, no.

: 1361

01:02:54,950 --> 01:02:58,279

So you pretend to those people are

more, those people aren't important.

: 1362

01:02:58,288 --> 01:03:02,160

You're saying those, uh, no, I couldn't

imagine, you know, prioritizing

: 1363

01:03:02,160 --> 01:03:05,759

my time with, with this person

versus that person as a whole.

: 1364

01:03:07,325 --> 01:03:09,345

First of all, there's nothing

wrong with prioritizing your time.

: 1365

01:03:09,945 --> 01:03:12,455

My wife and I have been

together for 17 years.

: 1366

01:03:12,845 --> 01:03:15,975

We would not have been together for

17 years if I did not prioritize

: 1367

01:03:15,985 --> 01:03:18,825

spending time with her versus

the barista at the Starbucks.

: 1368

01:03:19,114 --> 01:03:19,454

Okay.

: 1369

01:03:19,725 --> 01:03:23,825

So prioritizing your time is

always going to be important.

: 1370

01:03:24,125 --> 01:03:26,644

The problem, I think, and

please, Tony, weigh in on this.

: 1371

01:03:26,975 --> 01:03:33,075

I think the reason why many people at the

lower levels don't get this is because.

: 1372

01:03:33,780 --> 01:03:40,790

The more success you have, the more your

time has to become valuable because you

: 1373

01:03:40,790 --> 01:03:42,160

have more people asking you for stuff.

: 1374

01:03:42,310 --> 01:03:45,000

So we maybe don't have enough

people in their life asking them.

: 1375

01:03:45,000 --> 01:03:49,059

And like, just for me, like

the last few years, I had so

: 1376

01:03:49,060 --> 01:03:50,210

many people reaching out to me.

: 1377

01:03:50,440 --> 01:03:52,230

Even I have to prioritize.

: 1378

01:03:52,780 --> 01:03:53,969

I can't call everybody back.

: 1379

01:03:54,519 --> 01:03:57,150

I can't do every project with

everyone because I have other clients.

: 1380

01:03:57,620 --> 01:03:58,900

Tony Tidbit: Right, right, right.

: 1381

01:03:59,210 --> 01:04:00,410

But here's the thing though, bro.

: 1382

01:04:00,950 --> 01:04:04,450

You know, one of the things, and we are

running out of time, but I want to get

: 1383

01:04:04,460 --> 01:04:07,470

back to one thing I want to get, I want

to say something about everything you

: 1384

01:04:07,470 --> 01:04:10,880

just got from saying, it's very important.

: 1385

01:04:11,080 --> 01:04:12,939

Uh, I can see why you're very successful.

: 1386

01:04:14,019 --> 01:04:16,120

Um, this is not a job for you.

: 1387

01:04:16,429 --> 01:04:19,170

This is something that

you're passionate about.

: 1388

01:04:19,179 --> 01:04:23,690

You believe in, you provide

your whole soul to it.

: 1389

01:04:24,100 --> 01:04:29,710

And I can see why that any executive or,

or organization that has worked with you.

: 1390

01:04:29,710 --> 01:04:35,154

Um, That they got everything out of

you because at the end of the day, Alex

: 1391

01:04:35,154 --> 01:04:38,445

Tremble, CEO of GPS leadership solutions.

: 1392

01:04:38,920 --> 01:04:43,570

Is going to do everything in his

power and then the company's power

: 1393

01:04:43,880 --> 01:04:45,740

to help you become successful.

: 1394

01:04:45,970 --> 01:04:49,840

So one of the things we want to hear

more and I want you to give us more.

: 1395

01:04:49,840 --> 01:04:53,179

We're going to put your information

on the website, but I want to when

: 1396

01:04:53,179 --> 01:04:54,889

you finish, we figure out the name.

: 1397

01:04:55,399 --> 01:04:59,910

I want to get no more about your

relationship model because to be fair

: 1398

01:05:00,040 --> 01:05:01,430

and we wasn't running out of time.

: 1399

01:05:01,690 --> 01:05:03,960

We that is an area that people struggle.

: 1400

01:05:04,270 --> 01:05:04,580

Okay.

: 1401

01:05:04,600 --> 01:05:06,790

I've struggled in that area before, right?

: 1402

01:05:07,050 --> 01:05:11,700

Because it's trying to understand

who you're dealing with, who's

: 1403

01:05:11,700 --> 01:05:13,660

an advocate, who's a supporter.

: 1404

01:05:13,810 --> 01:05:16,470

The detractors, I think

most people can get it.

: 1405

01:05:16,510 --> 01:05:19,560

They, you know, but you still, sometimes

you think people are supporters

: 1406

01:05:19,749 --> 01:05:21,729

and they're detractors, right?

: 1407

01:05:21,810 --> 01:05:28,940

So, but more importantly, I want

to thank you for podcast and

: 1408

01:05:28,940 --> 01:05:31,040

sharing your love, your passion.

: 1409

01:05:31,365 --> 01:05:31,715

Right?

: 1410

01:05:31,795 --> 01:05:36,965

Educating us on this topic, and we're

going to have you come back, and I

: 1411

01:05:36,965 --> 01:05:40,924

want, uh, more importantly, to get your

information on your books, so we can put

: 1412

01:05:40,924 --> 01:05:45,845

that up, um, especially the four C's,

I believe it was, uh, uh, am I correct?

: 1413

01:05:46,215 --> 01:05:51,024

Um, so we can share it to people, so then

they can become more enlightened as well.

: 1414

01:05:52,525 --> 01:05:53,095

Alex Tremble: Yes, sir.

: 1415

01:05:54,015 --> 01:05:54,445

Tony Tidbit: Alex.

: 1416

01:05:54,445 --> 01:05:55,505

Thanks a lot, buddy.

: 1417

01:05:55,585 --> 01:05:59,215

And look, stick around because

Alex is going to help us close

: 1418

01:05:59,215 --> 01:06:00,785

out with our call to action.

: 1419

01:06:01,055 --> 01:06:04,745

But now I think it's

time for Tony's Tidbit.

: 1420

01:06:04,785 --> 01:06:05,285

Okay.

: 1421

01:06:05,285 --> 01:06:11,314

And the tidbit today is always a quote

based on what our guest is talking about.

: 1422

01:06:11,545 --> 01:06:16,535

So the tidbit today is leadership

advancement means building not just a

: 1423

01:06:16,535 --> 01:06:19,704

ladder, but a lattice of opportunity.

: 1424

01:06:19,704 --> 01:06:22,310

The That anyone can climb.

: 1425

01:06:22,620 --> 01:06:23,180

Okay.

: 1426

01:06:23,220 --> 01:06:25,180

And you heard a lot of that today.

: 1427

01:06:25,380 --> 01:06:28,440

That was one of, uh,

uh, Alex's pet peeves.

: 1428

01:06:28,440 --> 01:06:30,160

It's not just about the development.

: 1429

01:06:30,400 --> 01:06:33,320

It's about the advancement

opportunities as well.

: 1430

01:06:33,538 --> 01:06:38,049

So don't forget to check out this

Thursday, our need to know segment by Dr.

: 1431

01:06:38,049 --> 01:06:40,430

Nsenga uh, uh, uh, Burton.

: 1432

01:06:40,690 --> 01:06:43,080

She's coming on A Black

Executive Perspective

: 1433

01:06:43,325 --> 01:06:48,415

every Thursday going into the crucial

topics that shape our community and world.

: 1434

01:06:48,665 --> 01:06:50,895

You do not want to miss it this Thursday.

: 1435

01:06:51,035 --> 01:06:52,765

I've already seen what she put together.

: 1436

01:06:52,975 --> 01:06:54,474

So definitely check it out.

: 1437

01:06:55,385 --> 01:06:58,345

And now it's time for

our, our call to action.

: 1438

01:06:58,795 --> 01:07:04,265

And I'm blessed that our fabulous

guest, Alex Tremble is going to

: 1439

01:07:04,275 --> 01:07:05,805

help us with the call to action.

: 1440

01:07:05,805 --> 01:07:07,795

And if you are, this is your

first time listening to a

: 1441

01:07:07,795 --> 01:07:09,115

Black Executive Perspective.

: 1442

01:07:09,555 --> 01:07:12,895

Our goal, our mission is to decrease.

: 1443

01:07:13,385 --> 01:07:15,385

All forms of discrimination.

: 1444

01:07:15,665 --> 01:07:21,994

So our call to action is an

acronym called less L E S S.

: 1445

01:07:22,295 --> 01:07:26,625

And we're going to go through exactly

what less is, because this is something

: 1446

01:07:26,845 --> 01:07:30,645

that every human being can incorporate.

: 1447

01:07:30,705 --> 01:07:34,204

And by incorporating less,

we're going to make some change.

: 1448

01:07:34,205 --> 01:07:34,985

So Alex,

: 1449

01:07:34,995 --> 01:07:36,345

Alex Tremble: you want

to kick us off, buddy?

: 1450

01:07:37,065 --> 01:07:37,565

Yes, sir.

: 1451

01:07:37,605 --> 01:07:38,725

Let's start with L.

: 1452

01:07:38,845 --> 01:07:40,305

L stands for learn.

: 1453

01:07:40,575 --> 01:07:44,165

That is educate yourself on

racial and cultural nuances.

: 1454

01:07:44,464 --> 01:07:48,575

And what I just recommend everyone

understand your, your ignorance,

: 1455

01:07:48,755 --> 01:07:50,574

understand that you don't know everything.

: 1456

01:07:50,575 --> 01:07:54,494

And so look to walk through the world

with an open mind, ready to learn

: 1457

01:07:54,494 --> 01:07:56,575

and consume and just appreciate.

: 1458

01:07:56,815 --> 01:07:57,325

Thank you.

: 1459

01:07:57,605 --> 01:07:58,275

Exactly.

: 1460

01:07:58,275 --> 01:07:59,154

And then E,

: 1461

01:07:59,455 --> 01:08:03,045

Tony Tidbit: uh, after you learn

E stands for empathy, right?

: 1462

01:08:03,125 --> 01:08:06,654

Since you've now become more enlightened

because you've learned more about other

: 1463

01:08:06,654 --> 01:08:12,675

people and cultures and racial nuances,

now you should be more empathetic towards

: 1464

01:08:12,675 --> 01:08:14,413

your new, your friends and family.

: 1465

01:08:15,745 --> 01:08:16,295

Alex Tremble: Yes, sir.

: 1466

01:08:16,314 --> 01:08:21,635

And S stands for share, share

your insights to enlighten others.

: 1467

01:08:21,955 --> 01:08:26,115

You know, look, when others want

to know more about us, we shouldn't

: 1468

01:08:26,145 --> 01:08:27,654

expect them to be at a mind read.

: 1469

01:08:27,694 --> 01:08:30,645

Like we gotta be able to open

our mouths and actual share

: 1470

01:08:30,675 --> 01:08:32,065

our authentic experiences.

: 1471

01:08:32,304 --> 01:08:34,965

And hopefully they'll, they'll

accept it and they can grow as well.

: 1472

01:08:35,545 --> 01:08:36,274

Tony Tidbit: Exactly.

: 1473

01:08:36,274 --> 01:08:37,315

And then the final S.

: 1474

01:08:37,765 --> 01:08:38,455

is stop.

: 1475

01:08:38,965 --> 01:08:43,055

You want to stop all forms of

discrimination that walk in your path.

: 1476

01:08:43,175 --> 01:08:49,154

So if grandma or grandpa or uncle Joe

or auntie Carol is at the dinner table

: 1477

01:08:49,154 --> 01:08:53,815

and they say something inappropriate,

you say grandma, grandpa, uncle,

: 1478

01:08:53,874 --> 01:08:56,044

auntie, we don't believe in that.

: 1479

01:08:56,095 --> 01:08:57,225

We don't say that.

: 1480

01:08:57,444 --> 01:08:59,684

And you stop it in your tracks.

: 1481

01:08:59,694 --> 01:09:07,245

So if everyone can incorporate less L

E S S will build a more understanding.

: 1482

01:09:07,500 --> 01:09:12,430

World, and more importantly,

we'll all be able to see the

: 1483

01:09:12,479 --> 01:09:14,590

change that we want to see.

: 1484

01:09:15,029 --> 01:09:19,510

So again, tune in to the next episode of

a Black Executive Perspective podcast,

: 1485

01:09:19,760 --> 01:09:23,769

wherever you get your podcast and you

can follow us on all of our socials.

: 1486

01:09:24,104 --> 01:09:30,365

Of LinkedIn X, YouTube, Instagram,

and Facebook at a black exact for our

: 1487

01:09:30,365 --> 01:09:36,184

fabulous guests, Alex, the tremble

CEO of GPS leadership solutions

: 1488

01:09:36,434 --> 01:09:40,694

for my man behind the glass police,

who's making all this happen.

: 1489

01:09:40,964 --> 01:09:42,395

I'm Tony tidbit.

: 1490

01:09:42,675 --> 01:09:43,863

We talked about it.

: 1491

01:09:43,984 --> 01:09:44,874

I love you.

: 1492

01:09:45,055 --> 01:09:45,805

And we're out

: 1493

01:09:50,125 --> 01:09:52,565

BEP Narrator: A Black

Executive Perspective.