Supply Chain Now Episode 312
On this episode of Supply Chain Now, Scott and Greg interview Tandreia Bellamy & Corinne Milien for our series on Generational Leadership.
[00:00:05] It’s time for Supply Chain Now Radio Broadcasting live from the Supply chain capital of the country, Atlanta, Georgia. Supply Chain Now Radio spotlights the best in all things supply chain the people, the technology, the best practices and the critical issues of the day. And now here are your hosts.
[00:00:29] Hey, good morning. Scott Luton here with you, Liveline Supply chain. Now welcome back to the show. So on this episode today, we’re continuing a mini series that we focus where we focus on multi-generational leadership best practices. And if this show is anything like the pre-show conversation, this is gonna be a very entertaining conversation. No pressure. That’s right. No pressure at all. So, you know, we’ve all read or experiencing some of the advantages as well, some the challenges related to generational transfer in the workplace. This series of discussions is really meant to share some of those experiences while also sharing some best practices for our listeners around how to more successfully navigate through the current landscape which is ever evolving. So one quick programing note for you. Get started and you can find supply chain now wherever you get your podcasts. Apple podcasts. Spotify, YouTube, you name. And I stole your line. That’s all right. We’d love to have you subscribe so you don’t miss a single thing. Okay. With no further ado, let’s welcome in my fearless co-host on today’s show. Greg White Serial Supply chain. Tech entrepreneur. Trusted Advisor. Undisputed Northwest Atlanta tennis champion of the world.
[00:01:35] Greg Eight.
[00:01:37] I’ll tell you, I’m doing great, honestly, but physically I don’t play four tennis matches in a weekend. I’m gonna say, yeah. Noted. I don’t care who you are. Don’t say you’re saying you’re moving around a little slower today. I’d like to believe that no matter what age or fitness level you are, you would be feeling a little pain after after playing and playing seven hours of tennis or whatever it was.
[00:02:00] But no one will dispute that. I would hope not. Right? Yes. Yeah. Yeah.
[00:02:05] So, Greg, we’ve got a great show lined up today. It’s well, welcome in our special guest for Today Show, one returning guest that we love having on show, tanbry Bellamy, V.P. of engineering with U.P.S. Global Freight Forwarding Tundra. How you doing?
[00:02:20] Doing great. Done great. Great to have you back. Great to be back.
[00:02:23] I think nearby got some physical activity and you’re like a 5K running champion and you’ve got another one and a champion.
[00:02:28] I just want to finish.
[00:02:29] I think I think except for maybe, you know, one, you had a little bit of interference in your last run, but except for that, you probably could be a champion. No.
[00:02:39] Hey, yeah, this is a bit that up front. Let people know. Don’t put me in this, champ.
[00:02:44] Yeah, that’s that’s settled. Yeah, yeah, yeah. Not only person noncompete what is myself. So it’s all good. I like it. I like it. But you get medals and stuff, right. Everybody wins a medal. Yes. Your body gives. We’re going to talk about all that later, too. Yes, we are. Everybody gets a medal.
[00:03:00] And that’s an important as I understand, 5Ks and I have run exactly zero of them. Medals are like one of the big attractions that folks build collections out of. Right.
[00:03:10] I don’t know. You have all different types of runners. You have the champions who only want to accept the medals if they place that whole you have placement medals, you have participation medals. And I absolutely go for the participate participation medals. I’m not a big t shirt person, but you get them at all the races. But yeah. Give me a medal and I’m happy.
[00:03:30] Apparently not a peak T-shirt person. She’s the only one wearing a jacket.
[00:03:34] Yes. Yes. This is as dressed up as Sheer and under. There you go.
[00:03:39] All right. So next up, also joining us here today on her first podcast with us, Liz. She has her own podcast. And she is no newcomer to production in the media and all things getting the message out right. Kareen million-, executive director of the winning Edge Leadership Academy. Crane, how you doing?
[00:03:58] I am fantastic.
[00:04:00] So we have had the privilege of rubbing elbows and getting a you better over the last couple of months. Yes. You have some fascinating initiatives that that I hope we can share more about with our audience. And great to have you here. I know that the leadership topics of leadership and mentoring and can give back are big parts of your DNA and especially with some products you’re part of. So, yes, you’re in the right chair today for the next hour.
[00:04:26] And I took my shoes off to get comfortable. In the end, people tell you pain that can be left unsaid for 100 hours. This is the thing that gets the your viewers to come back. That’s right. Is that these are the viral moments. People that level don’t they don’t realize what we do. That’s why we’ve got this black tablecloth here. That’s right. It all blends in. All right.
[00:04:50] So let’s talk about let’s get you both better. The. Okay. Yeah. And Greg, I know it’s always great to have repeat guests back. All right.
[00:05:00] Well, it is because I’ve I’ve taken a lot of inspiration from tanneries histories. But there are people who have been deprived of it yet. So for those who haven’t seen it before and by the way, we should put a couple of previous episodes in the show notes. Absolutely. Get to know to Andrea. I mean, really get to know to Andrea that I think that’s important for a lot of people. But can you give us a little bit of you know, we have to go with the brief history in case there’s anybody who doesn’t know you. OK, so are three people.
[00:05:30] Yeah, as fair as that. I’m Andrea Bellamy and I have been with U.P.S. since nineteen eighty six, which is longer than many of your listeners have been born.
[00:05:40] And I will not tell you my birth. Yeah you can. Nineteen eighty six. So many of your listeners and even Michael. Yeah. So. Yeah.
[00:05:50] But it’s been a great run. I’ve enjoyed the organization tremendously. It’s changed a lot. I started out in small package. I actually started out unloading trailers when I was in college and decided to stay for a lot of reasons. They have a culture of continuous improvement. It’s called being constructively dissatisfied. And I had the opportunity to intern at a couple of the engineering firms that were wrought with nepotism and which is really difficult to compete against and also just cultures, because I had been in places where the defense industry, places where absolutely a attitude of if it’s not broke, don’t fix it. So once I got into U.P.S. and saw that, they just always wanted to be better. And it was great. You know, as a black female engineer, to be in an atmosphere that if you contributed and you got results, you were in and. And that has been what’s kept me around. Great organization had the opportunity to be in small package for twenty nine years. So all things to do what the brown trucks that deliver your Amazon and then from there moved and to our contract Logistics area, which was the first time I had been and our supply chain arm with our, you know, pick, pack and ship and went from area of U.P.S. where we are absolutely, positively standardization driven. We want it done the same way, using the methods, processes, procedures to area where it changed by customer, you know, based on auto profiles and type of inventory and everything else, whether it was gonna go out small pack, truck load on pallets, so completed different environment. And then now I’m in our global freight forward and on watch is like being with a different company. So it’s my great Rod. You know, 33, 34 years and I’ve never had the same job. More than three years. So it’s been like a series of different jobs.
[00:07:52] But all within one organization, inadvertently, you just answered a question that we are never to ask, which is how old are our guests? So.
[00:08:02] Oh, yeah.
[00:08:05] But hey, would you go back a little bit? I’d love to have folks here about your education a little bit. So can you share a little bit about that? Sure. It’s a fascinating and impressive.
[00:08:15] I I my undergraduate is from Stanford University and I was at Stanford hanging out. I had done two and a half years and my great grandmother got sick. My great grandma was my heart. Sun rose and set on grandma. No doubt about it. And she got sick. And I was in California. She was in Florida. And that was just not a good combination. So I actually came back home and was home about a year and a half and took some classes at UCSF, which was great at that time, had a moniker You can’t finish school, but I know.
[00:08:50] Yes, I had a university, a cardiac finishes. Yeah, absolutely. There you go. Love that. I’m going to have to take it back. I would absolutely love to steal that.
[00:08:59] But then I had opportunity to go back and finish up. You know, I had taken classes. All of the engineering classes were accepted. Went back out, finished UPS on. My undergraduate is from Stanford and then went back. They use the F and got my graduate degree. So both degrees are in Industrial engineering. Yeah. Didn’t do the Ivy MBA combo because I just really, really enjoyed Industrial engineering.
[00:09:22] Very cool. I just think I don’t know. I just think when you were from Orlando originally from Saint Petersburg. St Petersburg. Okay. Okay.
[00:09:30] Well, St. Pete Daryl, St. Pete, newly wed and nearly dead.
[00:09:35] So I don’t know. I’m gonna. You’re a rare bird. I’ll even take notes, all these these clichés and whatnot. And I am. That’s what I’m doing. Oh, yeah. Yeah.
[00:09:44] You have to give you license fees if we use them.
[00:09:48] Not at all. No. Okay. So you’ve got an upcoming phase in your life. Are you ready to share about that?
[00:09:54] Oh yes. I am very close to retiring and starting the next chapter of my life, which I’m. Not exactly sure which book that chapter is going to be in, but we’ll figure it out.
[00:10:03] Yeah. I can’t wait. Yeah. Personally, I can’t. I am waiting, but I can’t wait.
[00:10:08] So I’m going to just come out a rash. You all of that you should bring. Bring your son. No, no, no. He’s gotta go to school. He will be leaving.
[00:10:16] Why did you retire? I’m going to put you on my board. So just goes beyond that. Yeah. I can deal right now. I put it on. You see how I. Yeah. Now she can’t walk you back it into exist. I’m an.
[00:10:28] Yeah. Speak it into existence. I love that. All right. So let’s shift gears to Greene and tell us a little bit about what. Let’s go a little farther back. Yeah, but farther back. But in your personal history kind of elsewhere, you know where you’re from and you know how you know a little bit about your upbringing. Yeah, maybe some mentors or, you know, people who really shaped you and kind of bring us up to the present day Sheer.
[00:10:51] So I’m a product of two Haitian immigrants.
[00:10:54] And you were sorry, born Miami, lived in Orlando. So my mom went to ECF when it was like, you know, everybody just commuted and all these suddenly when I.
[00:11:04] Yes. Yes.
[00:11:06] And I had I came here to Atlanta, went to after high school, I graduated 17 at that. Oh, I’m going to get kicked out my first semester of college. So I’m going to military join the airforce. Spent two years in Germany and the base commander saw something in me. Maybe it was because I told his daughter she couldn’t be the captain of my basketball team, but he saw some leadership qualities in me that got him to recommend me for the Air Force Academy. So did the application was accepted in once the Air Force Academy and somehow kind of similar to you? My dad passed away, actually, and I realize that now is just my mom and I in the country and I didn’t want to be somewhere across the world or whatever. And that being able to get back to her. So I left the academy, came home and just kind of bummed it out. I thought I was gonna be a pilot. This is what I was going to do. I was going to be the Condoleezza Rice house pop poli sci major SME Condoleezza Rice. I was going to fly planes and do all these things. But I came home and had a lot of time to reflect on what I was doing. And one of my teammates from Air Force Academy, she got a job coaching basketball at Bemidji State University.
[00:12:25] Where is that?
[00:12:25] At Minnesota, the second coldest city in America. When I first North Dakota, Fargo. No, I not. Mignot is in mind, I think is my name.
[00:12:38] But don’t don’t be out here at me on Twitter. Okay. Oh, well, we will find out. Guarantee. OK.
[00:12:46] But so I went up to Bemidji State and he’s talking about a Haitian from Miami who from Atlanta is going to the second coldest sea in America. But it was that’s kind of been my whole journey is taking risk in doing stuff that, you know, people that look like me.
[00:13:04] I play golf since I was seven and I am Catholic. Like, there are a lot of things I’ve already kind of stuck out. So I was like, Sheer, let’s do this. Bemidji State. Best decision of my career really got a chance to understand a little bit more of what I was passionate about, which was sports. And I got at the opportunity with the D-2 school you get to where a lot of hats, you know, and coaching and you’re already.
[00:13:28] Oh, yeah. Rainin. Oh, yes.
[00:13:30] I was soon assistant for the women’s basketball team and then in the athletic department, creating programs, interviewing hockey players after games, doing all these things, never even knew hockey was a thing.
[00:13:42] And now I’m not big in Haiti. Yes, I am. Or neither of these things. And I think that threshers, when they were in Atlanta, was not a real thing like that. Yes.
[00:13:52] But I really embraced it. And I had the opportunity through just grinding out to meet some amazing women here in Atlanta. I worked a basketball tournament that introduced me to the University of Tennessee women’s basketball. And I had the opportunity to after graduating from Bemidji State to be the graduate, the last graduate assistant for past summer at the University of Tennessee.
[00:14:16] And so, yes, let’s look at some of our listeners that may not be involved or have even a toe in in collegiate basketball and women’s basketball. University, Tennessee is like a legendary. Yeah. Yukon, you’ve got u._t.
[00:14:34] Yes. Oh, Baylor in there. We’ll put Baylor in that Eric Newcomb. Yeah. But you know, Kim Mulkey. She’s she won the first national championship at LA Tech. So we gonna give that to her. You know, it’s. I’m a Clemson fan. Okay. I’m sorry. Graduate from University, South Carolina. Okay. Air Force sent me there. Yes.
[00:14:50] And in USC, I can’t marry their coach right now.
[00:14:52] Gates Staley. Yes. There’s no killin it. They won a national champion. Oh, yes. Yes.
[00:14:57] She just won our fifth SCC championship. Yesterday, and she’s the National Team USA basketball coach. So she’s kicking butt.
[00:15:05] Right. I should know that. I’m ashamed of it now. OK. I’ll tell you that. I’ll tell it. I didn’t know your name.
[00:15:12] So what? Incredible. Going back to your store. What an incredible opportunity to be a part of the U.T. basketball program. So from there.
[00:15:20] Yeah, from there. I did that two years and I thought I wanted to coach. If you want to coach, go learn from the best. So winningest coach still in college basketball. I did that. And after two years, I realized now I’m OK that one percent that we all strive for the coach k’s a pass Summitt’s that’s rarely will exist now. You know, they weren’t winning their first three years. When. When Coach K got to Duke, you know, they weren’t just blowing it out of the water. And now you could just get fired like that loyalty or you are chasing a check as well. So, you know, or a kid could tweet something at 2 o’clock in the morning and you lose your job. So I wasn’t about that life and I ended up going to ESPN and working in their events department for five years. And lot people don’t know at the time they operated 41 properties I think now is probably close to 50.
[00:16:12] But college football award show, basketball awards show 14 bowl games, which I don’t know if we really need any more bowl games.
[00:16:20] Absolutely. Let’s not go into that. Yes. Yes.
[00:16:24] And ten basketball tournament. So as a basketball junkie, I couldn’t have asked for anything better. I basically was a part of a team that did everything but playing coach in the game. So ticketing, promotions, sponsorship, acquisition, sponsorship, deliverable game. Logistics team Logistics literally ESPN at ESPN.
[00:16:45] The dominant worldwide worldwide leader in sport.
[00:16:48] And so that was pretty awesome. I manage the Champions Classic, which was Duke, Michigan State, Kansas, Kentucky for five years. So I was like, well, better. I’m a junkie and one of the supply chain up. Here’s a here’s a ping. I won a big Vince. I did was armed forces classic in Puerto Rico. And at that, we basically take the basketball tournament to different bases. And we went to equity at Puerto Rico and built our Asian entire basketball arena in a hangar which was operational.
[00:17:22] So we are building with planes. So you’re not only just in there, but they’re going out on missions and rescuing people from the sea. And we’re in there putting stadium lights in a basketball court. Seats, man. What are you doing? We need to park here. You know, like we’re we just rescued this man from the middle of the ocean here.
[00:17:43] So as a veteran and as an operations person, to like be a part of something like that was amazing.
[00:17:49] But that time also kind of showed me that I was the only one. And a lot of cases that looks like me in the room. And I. And I really wanted to kind of change that in my business partner. And the nonprofit The Winning Edge Leadership Academy, Maria Taylor, she’s now an NBA countdown and college game day.
[00:18:08] We decided to bring her platformer, my charm together to create.
[00:18:13] You like that? I like. She was gonna go right over that. Yeah, yeah, yeah. Read the letter. Yes.
[00:18:19] To create not just a nonprofit, but a social movement to develop the next generation of diverse talent in sports entertainment. And so we’ve been doing that for five years. I can’t believe it. I left ESPN to do a full time is the thing that wakes me up and in the morning and I think that keeps me up at night. And most startups, you know, they tell us don’t last two years. And we’re going into our fifth year now and we’re excited.
[00:18:44] That’s a huge milestone. Yeah, five years by you and your milestone, too. Thanks. Press. Thank you.
[00:18:49] So this my mom doesn’t know anything about sport. She said nowhere in the Bible did I say Jesus played. He wept. He fed children. He did these things, but he didn’t spit it.
[00:18:59] Sport Center that the 12 unaccounted for years where he was playing. She was. Yes.
[00:19:06] So, yeah, the fact that now I left my daddy job solved from the military, which was steady to grad school to steady. So ESPN, which was steady till I. I’m just going to come home and do this nonprofit. My mom was like, okay, I love you. You’re my only child. But let’s let’s try to figure it out. But it’s something that I’m truly passionate about. And the lives that we have been able to influence over the years have have been tremendous. Excellent.
[00:19:31] Excellent. You. That’s why you got to be on the board. Obvious and excellent from Andrea. I know. I will take it. I’ll put that in three. Excellence is like ten from anybody else. But yeah, that is that’s fair. That’s high praise, sir. So much there we could dove into. Yes. However. So you’re gonna have to return. Yeah. All right. Okay. All right.
[00:19:51] A profile in leadership and a dove deep into law. Those experiences. Yes. Especially the platform you’re building in the WOB. There and and some of the gains all made in the last five years, too. But for today. So switching gears today, we have the afternoon. Greg and I have the opportunity to pick both of yours brain on something that I know that you are very passionate about and you do regularly. And so overarching is leadership. Right. But within that overarching umbrella is mentoring. And that mentoring is really going to be the main theme for today’s conversation.
[00:20:28] So I think I speak on mentoring.
[00:20:30] Yeah, exactly. And you leave product boxes, too? Yeah. Yeah.
[00:20:34] I think when we first met one of that, one of your initial projects that we were aware of is you’re bringing student athletes and kind of coaching them up on what they need as they move into the workforce. And that doesn’t do it justice. But yeah, mentoring college athletes rights is in my blood.
[00:20:53] I can’t stop. I believe Outstay is needed. Yes. Yes.
[00:20:57] So a lot of practical and successful experience on this topic that anybody in their brother wants to talk about. But here we’ve got two folks that do it and do it well and our listeners can benefit from that. So for starters, tendre, I want to pick your brain first. For starters, why is mentoring important?
[00:21:14] Mentoring is important because it allows you to have conversations, hopefully with people who have been there already, people who have navigated some of the waters, people who have made mistakes that you can learn from. So that you don’t make the same ones. And for the mentor is important because it really keeps you in touch with what’s going on, how your organization is being view, what people are seeing, what people are saying when you’re not around. So there’s really a lot to be learned and gained from for both a mentor and the mentee. Yes. Greene.
[00:21:50] Same question. Yeah. For me, honestly, I wouldn’t be anywhere in my journey if it weren’t for mentors. You know, I didn’t have a network. I didn’t have mom that pick up the phone and call a friend and say, Hey, my daughter is interested in sports. Can you help her get an internship? You know, I relied on someone who picked me up in a basketball tournament in Atlanta and saw potential in me and brought me into her network and started to introduce me. She’d more like through me and to her mentor network.
[00:22:19] She was like, that person, go talk to them and I’ll say, all right, I’m going to go talk to that person. Are you in the water? Yes. Learn how to swim.
[00:22:25] And so I especially in this industry, I didn’t have what she probably can attest to as well. A lot of my mentors, early mentors didn’t look like me. And so I relied on them to now introduce me to their network, but to kind of understand what industry I’m getting into. And I think it’s ironic, actually. Last night I was at a Georgia Tech women’s basketball season ticket holder, and I was last night was their last home game. And my basically my entire young mentoring core group are on staff this their first year on staff. So this is why hoarding them me showing up for them because they all showed up for me. But Holly Warlick, was she to be the Tennessee coach and who brought me into Tennessee was at the game and I got a chance to take a picture. And I didn’t realize that the number of mentors that I was able to catch up with last night by going to women’s basketball game.
[00:23:22] Very cool. So when, of course, they beat Florida State, who was ranked? We swept them. So they were fourth when we beat them, the first time in their 17th when we beat them last night and away. Booyah. And in Georgia this first year for the coaching staff. So this is exciting. Were, I think, voted to be the last place in a._c._c love. Yes. And we have been, I think, four ranked teams, nationally ranked teams this year. So I’m going to get maybe I get to see some woman’s best game.
[00:23:52] Oh, I’ve already got my final four tickets in New Orleans. I’m going to be there. We’ll catch you.
[00:23:57] Has already put my how many Final Four tickets do you have, Andrew? I’m not I’m not I’m not here.
[00:24:03] No, no. Oh, are you just Daryl a sponsor? I know it’s not through you. Oh, yeah.
[00:24:07] I have a good friend who organizes women to go. And I think she has 40 people, two suites.
[00:24:15] Nice. Absolutely. I’m straight. I can’t wait to see you. Me? Yes.
[00:24:21] Also, look at that small world, what you did. Oh, we can talk about small world when he said we.
[00:24:27] I mean, there’s been so many connections. I lived in Minnesota. My son wants to be a pilot. We could talk. Oh, all day now for the mentees.
[00:24:35] I want to make sure that something doesn’t go overlooked. You said my mentor said, go talk to this person.
[00:24:42] And you did what? You went and talk to that person? Yes. So as a mentee, if your mentor is guiding you to do something, do it. And never challenge. I’d never said why. I never asked why. Literally never. Wow. And don’t make excuses. No, I don’t know that person. Don’t know what to say, but that so-and-so and so you really want me to go talk to him. Mentor said goal. Which means in a way has already been paid. That’s right.
[00:25:08] That’s the thing that’s really key to understand is, you know, if if pandaria says go talk to somebody. She’s not sending you in there. ice-cold. Right. She has let him know that you’ll become entomb and. And for everyone who’s out there, your mentors are doing the same thing. And just mentioning that mentor’s name means something to that person, doesn’t it? Absolutely.
[00:25:27] You have to recognize and capitalize on that. Yeah, that’s that’s very important.
[00:25:32] All right. So that’s excellent foreshadowing because we’re gonna talk about more advice for mentors and mentees here in just a few moments before we get there. Let’s talk about I think mentorship is one of those words that went right when you say it. People make certain assumptions, right. So let’s define a couple of alternative types of mentorship that we’ve really seen garner some steam here in recent years. So first up, peer mentoring. So how would you career how would you address what peer mentoring is?
[00:26:05] I have two great peer mentors in my immediate circle, Maria Taylor. Obviously, she’s someone that very rarely do I make decisions that pertain to obviously to the winning games. But in my life and my career, that meant dropping her know and say, Hey, Lis, what do you think about this? Let’s talk about that. She Charlie, I mean, I probably would still be at ESPN if it weren’t for her peer mentoring. She challenged me and said, hey, I think we could you could do this, go out there. And some is one thing to have someone older than you or someone above you to say that, but it’s another for your colleague or your friend, someone who’s kind of in the same trenches. You to say no. I think I believe in you. I think you can do this. And another one is, will you from a college football playoff. He is someone that he is. He’s always dropping the nuggets, like go out and own your own thing. Do the. He’s saying the stuff that sometimes I don’t want to hear. That he has no problem telling me. And he’s the end peer or sometimes they just show up. You know, they’re in our generation. We do the texts, they just shoot your random text. And sometimes that’s more valuable, especially as I’ve been growing in this social entrepreneurship to have my peer mentors in my circle.
[00:27:20] Tender about peer mentoring is somebody that can really meet you where you are. You know, when you have your older mentors, you there are times when they are colorblind. Certain things that are happening, they’re tone deaf to certain things that are happening. They don’t understand what the world of social media is and how pervasive and how influential it is. So to have someone that is really, truly at your level in your space is is a different perspective as a perspective that really, truly is where you are.
[00:27:57] And like you said at it, it gives that a different type of validity. Yeah.
[00:28:04] And I think to kind of affirm that there are usually going through this same thing at the same time. And so it’s the advice me is a little more fresh like, you know, I went through this last year. Let’s talk about it because now it’s a Lu. What’s trending is still the same. And so for me, that’s always been valuable because a lot of times I’m going into something new I’m doing I’m going into a new space. And I don’t want somebody who did it five years ago because with the world now, what was hot last month is now of five years ago.
[00:28:37] Yeah. So five years ago.
[00:28:39] So to have someone who’s gotten through or is going through it at the same time, you know, we can bounce ideas off of each other and stuff.
[00:28:46] All right. So beyond traditional mentoring and beyond peer mentoring, another popular approach, we’ve seen a lot of different folks special the last couple of years really start to put resources into is reverse mentoring dangerous speak to that little bit.
[00:29:02] That is invaluable. I have to reverse mentees. Neither of them know that they’re actually my reverse mentees, which allows them to just be completely open and honest. They is very, very non-judgmental relationship. But I do get to view things through a completely different lens is different than a lens of my children, even though they’re kind of close in age to my kids because kids always have some ulterior motive in the back of their mind. I really can’t say that to mom. Right. But here and also my kids and I work at at at a job. So being able to talk to a young person and the organization gives me a completely different perspective.
[00:29:47] And as we talked about last time. Being able to talk to the millennials and what what else we come up with. genze genze in. Yeah. Yes, I’m doing that.
[00:29:59] I’m the one. What’s up? I’m not doing that with them. I’m not giving them names and zis and all these things.
[00:30:06] Well, you know, we’ve started the alphabet over.
[00:30:08] I don’t know if you know that, but we’re in Jenny Alpha.
[00:30:12] So we went to the Greek alphabet.
[00:30:13] Now but see something every every day. Yeah. But to hear why they want to participate, you know, we hear they’re lazy are there and get impatient and to hear, look, I want to ban the meeting so that I understand how my data is being used so that I can, you know, be able to give you different insights or different slices. Not I want to be in a meeting because I want to get promoted next week. So, again, being able to do that, reverse mentoring really gives me as a whole person a different perspective on how the job is, Panabaj.
[00:30:46] So before we get Karrine away in talk, tell us about it. So for folks, I’ve been there and done it that want to participate in reverse mentorship. How important is it to be able to kind of take that, those badges of honor? The experience had been there, done that kind of that heat present company, not included, but the ego aside and and really want to learn from these folks that don’t have the same degree of experience.
[00:31:11] I have to put their ego aside. They don’t need to bother. They’re just a wrong person to do it. So if you can’t go and stand that, I can absolutely, positively learn from this relationship, from anyone that you’re not going to get anything out of.
[00:31:25] And it’s I mean, so for our listeners, for our listeners, not for me. Andrea, define what reverse meant.
[00:31:33] Mentoring is in your is when you are entering into a relationship that you want to learn from actively with someone that is.
[00:31:44] Two generations more younger. So not sure. Not traditionally thought of as a potential mentor. Absolutely. Clay Phillips.
[00:31:52] No. Yeah, you’re right. Yeah. Yeah. We have our own we have our own reverse mentor here. Supply chain now. And it is it’s it’s amazing.
[00:32:01] You learn a ton. Greene. The good thing is you all met one of them last week. Yes. Yeah. Well you might be one.
[00:32:08] Yes. From what we shared in the pre-show. Yeah. I want him for us as well.
[00:32:12] So the good thing with our nonprofit, obviously we’re bringing in we call them game changers. So we’re bringing in game changers in every year to our program. And for me, that’s it. That’s a new opportunity for a reverse mentor. So I am. We brought on one of our former game changer or not former, but game changers to work. Are we a retreat this year? And I’m asking her so much about her experience to dictate how we make decisions moving forward. You know, is one thing we can send a survey out and say, hey, what did you think about this? Whatever. But to like hear from firms. One of our game changers who’s who’ve gone through it. And just like she just graduated and she’s trying to figure out her own life and all these things and the things that she’s struggling with. For me, it’s helping me become a better leader, a better and a better mentor, because thankfully, she’s very intelligent so she can take criticism and feedback, all those things. But at the same time, she’s challenging me and saying, have I thought about this? Do you? Why don’t you do that this way? And like I trust her beyond a lot of the other young people I deal with, because I know at the end of the day, she understands that she’s a reflection of me. And I think that’s important from any relationship. Absolutely. That if we are if we’re going into this relationship, we are talk like we probably stuck more than twice a day. You understand that it’s more it’s not just about you. And I think it’s good when you could find a reverse mentor who’s younger and they they put their ego aside and understand that it’s not just about them and how they look or how they are perceived in this room is about how this how does me and my mentor or my mentee in this room we’ll put ever, never employ as a reversed and mentor someone who’s ever said, okay.
[00:34:12] Boomer, I was going to give you that. I was going to say that earlier. I mean, that that is.
[00:34:18] I mean, you know, we do talk a lot about, you know, not not naming generation. Yes, I think so. That’s really refreshing to hear because, you know, it’s not about generations. I don’t know. I have had really high performers who were millennials. And it seems like we were piling on millennials the last 10 years. And genze and that that sort of thing. But I mean, look, I think it’s all it’s all about individuality, right? I mean, there are high, mid and low performers in every generation. Ryder, not Muhammad. Gen Xers. So. So, you know, my parents and grandparents thought we were gonna be the end of the world. So for I have a certain amount of empathy for the upcoming generations now and and the concerns that people have around it. And and we have to remember also, we raised these kids to be the way they are. Right. Right. Gen X is responsible for millennials.
[00:35:13] You’re welcome.
[00:35:15] You know, but I think unfortunately, after we all know the the grief that the industry and the workforce and previous generations have given, especially the millennial generation. Right. Almost every conversation. Right? Yeah, I know. The N-word is not should not be to your point. It is about the individual. An unfortunate. I think we’ve seen because of that of what has taken place over the last five, six years, whatever the right timeframe is, there’s been a pushback using phrases like that.
[00:35:48] And unfortunately, in the day, no one wins because it just creates an animosity and negativity. But I think we can all agree is yet to get past the generational assumptions and get out and have the conversation, right?
[00:36:02] Yes, absolutely. Yes.
[00:36:04] All right. So before we move forward and talk about best practices, regardless of the type of mentoring for mentors and mentees, and we’ve already can’t touch on some of those with Tangerine Greene here. Greg, weigh in. What what have you heard so far from these two adult leaders that you’d want to double down? All and a point to audience they do not miss. Make sure you heard this said what what would what sticks out to you?
[00:36:30] To me, that I mean, I think the reverse mentorship is not something that I’ve really been familiar with as a term. I love it. And I’ve never been actively engaged in it. But I realize that I have that. I mean, I’m. Thinking of names that other names that I’m not going to name right now, but I have had that relationship before and on that front I think that is an important word. Mentorship is a relationship into which both of you enter. Right. It’s it’s like a partnership, right? I mean, it really is. And and both parties have to be engaged and they have to. They both have to get and give something into that relationship. To me, that’s the number one thing. I was sitting here thinking. It’s one of the few that I didn’t write down. But that’s an important aspect of mentoring. Mentorship is to recognize it as a relationship.
[00:37:17] I will say on the reverse mentoring is that it helps me in my keeping up with the Joneses. Like if people just assume I know social media and I’m like, I will get on the phone and call one of my kids and say, OK, how do y if I want to block somebody on Instagram, but you don’t want them to know it?
[00:37:35] Yeah. Darn Skippy. Yeah. Or like just. Yeah.
[00:37:40] This is their life. Social media is their life. And as we are, everything is moving to that space. They can be we can use them as a tool and as a resource. And I think that’s overlooked. But I also challenge them to understand the business side of it or like it’s not just about how many likes you get, but what. What are the insights telling you about when we should posts and all that stuff? So I use them as a resource when I don’t understand social media.
[00:38:06] We discovered are our reverse mentor helped us discover Instagram as an actual business tool and people can sell something, evidently.
[00:38:15] Yes, you can sell directly from Instagram now.
[00:38:18] And you know, we don’t sell anything as such, but we engage a lot with people and and a lot of them want to be guests or sponsors or whatever.
[00:38:28] The DMZ real. And I did not I didn’t think of it that way at all. But Clay really introduced us to that. And I mean, it was a game changer. Maybe he’ll let us interview him. You were never 285 episode ever. I even tried to sneak an interview at the house.
[00:38:45] I mean, not he will not be on camera. Look, I’m pretty sure he’s in the witness protection program. All right. Sheer Clay Phillips is his actual Nasserite, right? All right. Let’s keep driving.
[00:38:55] Let’s talk about kind of kind of broadening back out. We think of mentoring best practices regardless of the approach we’ve identified. Peer mentoring, reverse mentoring. And of course, you’ve got to have the traditional mentoring and others out there. Let’s talk about the mentors first. So tandoor, what would be a couple of things, best practices, proven best practices that mentors should really think about to make it successful.
[00:39:19] Their relationship piece is huge. The honesty piece is huge. You know, yes, you’re representing your organization efforts and that space, but you do have to be honest with the person you’re mentoring and things that they can do inadvertently that can cause a negative reaction from their managers. Just really getting them to understand organizational realities, organizational norms, the organization’s culture, but being open to listen to the questions and don’t have preconceived notions about why the question has been asked. And if you have to ask again, ask them again. Well, can you explain more? What do you mean by that? But really, really taking the time to do it and being available is huge. One of my kids, you know, he’ll text me or a random thing. And, you know, I have no issue with that.
[00:40:25] I was talking to a friend of mine who was also in the our organization for 30 plus years. And I was explaining, you know, it. Yeah, this was so-and-so who you know, he’s been what organization is all about? What organization? Six months. And he has your phone number. Well, yeah, that’s kind of how you have to do this. And he would actually text you. Well, yeah. So when you talk about putting egos and levels aside, you really have to because if you’re going to approach it from the standpoint of three levels of management above you and how dare you that neither one of you are ever going to get anything out of it, it’s not gonna be a real relationship that that gives way to real conversation. Absolutely. Yeah. Our real vulnerability.
[00:41:14] I would I want to touch on your honesty piece, because I think the honesty goes back to kind of the availability like.
[00:41:23] And this is probably one of my best practices is a lot of people think the mentor, you have to build a school in Africa to make a difference or sign this two million dollar check. And it’s sometimes about your time. And but I think about being honest with your time. Don’t tell people that you’re available. And every time they hit you up, you don’t respond. Right. If you know that there is a certain time of day. Or it’s in sports entertainment, you know, things are seasonal, so if I work in football, don’t e-mail me or don’t hit me up during football season. It’s Saturday morning. Yeah. Like, you know, so I think it’s about the honesty and consistency and showing that you truly care because especially with the younger generation, they take things very literal and very too like personal. And if you don’t respond or read, this response is not quick enough. They think, oh my gosh, this person hates me. And it’s like setting those expectations, being honest, upfront and saying, hey, you know, I go to sleep at 7:30. If you text me at o’clock, you’re not going to get a response until tomorrow kind of stuff.
[00:42:26] And I think it’s about how do you go to sleep at 7:30? No way you do that. No way.
[00:42:32] I. Come on. I tend to go to sleep earlier than people think. But because I wake up, I go to a lake and I go paddleboarding are hiking. So I don’t want to miss out my whole day. But I think it’s just really important. And for me, I’ve always found like, don’t put that or don’t embrace that mentor title if you’re not really about that life. I think it’s just people like to say that all have moments, all these things. I’m changing lives every day, but every time somebody hits the web or whatever you are, you don’t respond.
[00:43:02] So a lot of these things do end up on honesty from a mentor or a stamp. Yes. Is when you see behaviors that need to be corrected. Correct. Kind of karma, right? Yes. Like why? Yes. Or if somebody comes in, says, hey, I’m thinking about doing. Such as? Such as such. You know, that’s going make their management team cringe. Tell them. Yes. And then tell them why. Yes. Because, you know, if you’re not going to be a really true sounding board again, don’t bother. Don’t bother.
[00:43:32] Don’t be mentor in name only. Absolutely. Yes. So one of the things that I do, aside from this, is advising companies and I see so many. It’s a similar type of relationship. I see so many people who’ve got really impressive names on their Web site and they never hear from that person ever. Right. And I think that in the engagement, the relationship has to be really, really deep to be truly valuable. Otherwise, you’re just exchanging logos, kind of.
[00:44:03] Yeah. Well, you know, that was the point. I think it’s so important for us to to put out there. Yes. Say no if you’re not to do it. Say no. Say no. Because the mentor or the mentee deserves better. Yeah. And so if you’re not to your point. If not do it. Tell them I cannot do that. I’m sorry. Yeah. Yeah. Go apologize. Just tell them you can’t do it. And you know, no one wants to hear. No. But I’d rather if you were me, I’d rather hear no. Then you know it be empty. Yes. Relationship.
[00:44:31] Ok. So before we move to the mentee, I think we’ve really tackled that mentor side pretty effectively. Anyone want to add anything else on the mentor side in terms of best practices?
[00:44:42] Kind of mentioned, Dan, about the No. Thing. Like, I think even as a mentor, it’s OK to tell your mentee. No. And I know like especially in the in our industry, people assume my mentor gets me jobs. Right. That is the that’s what they do. That’s what they do. And it’s like, no, you’re not ready. Email or I had a kid literally text me like 9:30 one night and say, hey, I’m applying to law school. Could you write me a letter of recommendation? And I said, no. And there and I told her why I was like this.
[00:45:14] That’s a hard no to say, isn’t it?
[00:45:17] This is tell me about this is why this is the first time I’ve ever heard you mentioned that you want to go to law school. And we’ve had Alicia for two years.
[00:45:25] It’s 10 days from the deadline. You didn’t just find out about this. I’m not out and didn’t go to law school. I’m not the best person to write this letter recommendation. I’m just a name because, you know, people think or whatever because. Yeah. Yeah. And name. So they think this is the best part. And so I think that was hard for her to hear. But it’s like I’m not gonna put myself to Russia. Like write a letter of recommendation that I’m not really confident. And because I don’t know your academic potential, I don’t know anything about law school. I don’t know any of these things. This the first time I’m hearing you say this. So I’m just writing a letter for you to send to somebody. So I think so ’cause. And that was hard for me before. Like a year ago. Probably be like Sherkin wrote this half assed letter just because she asked me. But it’s like now I’m trying to take out a lot of I’m trying to do energy waste. So I’m like, I’m not going to do something just to do something right.
[00:46:18] So I think it’s important to know that it’s really I mean, that’s really mature.
[00:46:24] I mean, not. Yeah. No. I mean, you’re a grown up and everything. Yeah. Thanks. Thanks. Really unbelievably mature. Yeah.
[00:46:30] I don’t think people, you know, that have been mentors for decades think that much about it. Yeah. I mean, a lot of times I don’t know what it would you say. I think some people would kind of cast that letter out there. All right.
[00:46:43] I would not have either anything.
[00:46:46] Excellent. Yes.
[00:46:48] And and it was because that first two things, you know, I’ve known you two years. You’ve never mentioned this. How invested can you possibly be? You don’t do law school on a whim. Don’t Lu. Yeah. And the second is, OK, you’re applying. You obviously don’t respect my time. If you’re going to ask me on this short notice. So now I would have I would have said no and I wouldn’t have had a problem. Suzanne. Oh, yeah.
[00:47:13] So we’re already kind of Segway to the minty and and things to do and don’t have does on the minty sounds really well they they fill in a perfect segue.
[00:47:24] Because you are both already speaking to what mentees should and shouldn’t do. Yeah. So tandoor let’s let’s keep going down that path. What what’s already been shared here is you know kind of from a mentee standpoint. B respect for the mentors time. Right. Don’t give them three hours to get something done. Be true to yourself. You know, if if they’ve never signaled interest all of a sudden on a whim, not taking anything away from some of the good things that happen. Froome spohn spontaneity.
[00:47:53] That’s a yes. Yes.
[00:47:55] But still, be deliberate, you know, kind of what I heard there. What else would you add for mentees? Things to do and not to do?
[00:48:04] Listen. You absolutely, positively listen. I had one of my other kids. It was not a reverse mentee, but young person. What organization? And he came in and said, I I’m thinking about applying for this. What do you think? And I was like, OK, you need to go and speak with this person first, because I really don’t think you meet the qualifications and go and do that first. Comes back the next day. OK, I went and I taught my management team. Did you do X? No. Why didn’t you do X? Because now you’ve gone out. You’ve indicated that you’re trying to move away from your group. Well, that you don’t even know if you meet the qualifications. So, listen, if you’re going to take my time and my time is valuable, I’m gonna give you a response. Listen. And then follow directions. So be respectful enough to listen and then actually do what’s been suggested because there is some wisdom that comes what the years that are in front of you.
[00:49:11] You got to be coachable. Yeah. Right. And I think it’s to the next level is listen and don’t be defensive. Don’t just say if I say something that you don’t like. It’s not it’s not a personal. I’m not trying to. Obviously, if I’m your mentor, I want you to succeed. It’s not that I’m not trying to say that you’re shit awful.
[00:49:28] You know, I can I guess on here. I did. That’s all right.
[00:49:32] But it’s is like you can’t. Don’t come to the conversation within mine. What you want me to say. And then when I don’t say that. Now you’re turned off in all these things. And I think another thing is toom is make it easy on me to be a mentor. I try to be very consistent. And so now my kids know, like on Thursdays and Sundays, I go to Georgia Tech women’s game. So now I have them say, hey, are you going to Georgia Tech game? Can I come with you? Perfect. Because that is the best time to catch me. I live in Cumming, Georgia. I’m not driving to Atlanta for a 15 minute coffee. But if you know, I’m going to be down in the city on Thursdays and Sunday’s or.
[00:50:11] Or Monday or what? Oh, Monday for a podcast.
[00:50:15] So I think is like, make it easy for your mentor. If you know, like if you know, they’re traveling and they’re gonna be in your city, make time for them or I one thing is. It’s not about you and your time as a mentee. If you hit me up to say, hey, are you available? And I tell you, these are the three times I’m available. Make yourself available these three times. Don’t say, oh, well, I can’t. Well, maybe we can’t meet. Right. And I think too often it’s like I’m you making me do too much work. I’m having to chase you around to see. When is that? You need to make it as easy each. I should just be able to show up somewhere and boom, we’re doing this and that because that helps. That makes everybody feel better because then I’m going to come to the table pissed off, because now you just didn’t do what you needed to do to make this easy for me. Right.
[00:51:04] I think you have to recognize that. I mean, people like Tanya are very, very busy. Very busy. You can’t even imagine when you’re a mentee. You can’t imagine how busy those people are. My oldest daughter went through college recruitment, athletic recruitment, and she would, you know, say, well, I haven’t heard back from this coach. And I’m like, assume that they are ten times more old, but they’re busy.
[00:51:29] Yeah. This time kids are so busy than you are.
[00:51:32] And I think that was a really good lesson for her, was to recognize I said, you know, let’s put this in perspective. This is somebody who deals with, you know, with administration. They’ve got 15 players on their roster. Our swim team, probably 40 to 100 swimmers on their team and all of these other things. I mean, you got to put it in perspective and that it’s difficult if you’ve never been there. I mean, it is really difficult as a mentee if you’ve never been there. It’s hard to see. The view up is much harder than the view down if you want to think about it that way. You can’t know what a CEO goes through, right? If you’ve never been a CEO. You can’t know what Andrea Bellamy goes through if you’ve never been to Andrew Bill.
[00:52:12] All right. So let’s let’s shift gears from mentors and mentees. Let’s go back even broader pros and cons of mentoring. So so Tandja start out whether you start at the pros and cons and or, you know, as we talked about pre-show, it doesn’t have to be a perfect pro or perfect con, but things you need to know if you’re going to be a mentor, man or mentee.
[00:52:36] From a mentor standpoint, cons are people looking to build a relationship so that they can namedrop.
[00:52:46] Well, I was at lunch with that like I just did just to drop their name like five times in this year. Allow a few, allow you get one, pass more as a as a mentor.
[00:52:58] Being careful of how that relationship could be used as a mentor. If someone approaches you and says, hey, I would really like for you to be my mentor.
[00:53:11] Interviewer I mean, sit down and talk to them, really try and find out what their motivations are. If somebody is trying to latch on thinking that if I do this, I’m going to get X. That’s probably not the best thing. After coming in and they are really looking to grow. Looking to learn more. Looking to help their professional presence. Looking any of those things that really make it about self-development versus I just want you to do something for me. You’d really need to be aware as a favor. Absolutely. It’s not mentoring. No. Yeah. Yes. Yes. All right. Yeah. I think for me, it’s the.
[00:53:54] Mentoring takes time. It takes our money or day takes time away from whatever you like to do so. And I’m young in the game by by any stretch of the means. But I think because of the position I’m in and kind of what we do, I attract a lot of people who want me to be their mentor. And I can’t say I can’t. I mean, I have my own life. You know, I do things and I can’t say yes to everyone. And I think that’s OK. And I think what I’ve started to do is, especially within our companies, we build a network. So, no, I cannot mentor you. But let me talk to some people. Let me see. And let’s see if there is a fit out there for you. But what I don’t do is I don’t say, well, no, I can be a mentor, but I lost my will be your mentor. I don’t do that because that’s unfair to the mentor. But I say, all right, let me see. Let me talk to some people and have that mentor have the opportunity to interview them. And I think it’s just a big con is just like the name only. I think that’s the biggest thing is like, don’t go into it. This is something you want to put on your resumé and say, I’ve mentor to 100 kids because did you really mentor your kids? I don’t think Oprah has even my thought 100 kids. She has a whole school. So I think is this important to understand that it’s not about what that person. I try to tell my mentees. It’s not about what I can do for you, but what you can do for me. And a lot of the my mentors, I came to the table and asked what I could do for them. And it could have been building a Web site, helping them with their social media, taking pictures for them if they’re at an event, doing the small things that put myself in the circle or put myself in their space. It was never about what I what they could do for me.
[00:55:42] Well put. Greg.
[00:55:44] Pros and cons of mentoring what comes to mind.
[00:55:51] You know the con for me. You know, Pfizer mentorship is is probably the most difficult thing is those that are uncoachable or difficult to coach. I mean, that that to me is a it’s a complete waste of time to have to endure that. And I think a mentor should be very conscious of that and not endure it. Right. It might be that you don’t have credibility as a mentor with that person. It might be that they’re just uncoachable. It might be that they’re looking for a mentor in name only.
[00:56:21] But the truth is for the mentor, they should not they shouldn’t worry. They should need worry about it. Right. Just end it. I think that’s a potential con. Man but pro from Pros. standpoint, I can tell you, you can learn so much about the gifts of people, about their world view, about where they’re going in life on the planet.
[00:56:49] You know, whatever. To me that’s one of the biggest pros is I’ve met some amazingly talented people and I’ve been able to share in that and learn from them. You know, maybe not as much as as I’ve shared with them, but learned a lot from them. And open your eyes to new things, intergenerational understanding and things like that. People honestly, I as I’m thinking through this, I’m thinking through people that I would now consider reverse mentors or peer mentors like this cat or. And, you know, my job was supposed to be to mentor him. And I think I’ve literally learned more from Scott than he’s he’s probably learned from me. But but I think, you know, that recognition is so powerful. And it is it’s clearly you know, it’s clearly energizing for you to Ryder you wouldn’t do it. And I think you have a really good. I’m sorry, we’re just next year. But I think you all have a really good perspective on it, really well-thought out. And and in order to be successful as a mentor or mentee, you have to take a step back and and think about it from a very, very mature and objective perspective. And to deliberate to be.
[00:58:00] Yes, I want to. Intentional. I didn’t get to my favorite work. Yeah. Mine too.
[00:58:05] I didn’t get to talk too much about pros. I think the best thing about it is like witnessing someone’s journey. Absolutely. That’s like the best part. And like when I see I mean, I’ve been in athletics for a long time, so I’ve like recruited kids when they’re in seventh grade and now they’re like playing professionally overseas and like seeing that growth. They’re having babies now and all these things and like being able to be a part of that. And what I get to see now is like they spoiled me, like they gave me tickets to see them play or like, hey, I got an extra gear, you know, like. So now they’re kind of paying their forward. And that’s you know, that’s selfish.
[00:58:42] But I’ll take it because it’s I think that’s selfish at all. Like, oh man, I am freezing I think. Yeah.
[00:58:48] Actually I think the way that you stated that is really important. The way that you stated that is you get to be part of their journey. You didn’t say I get to say I was part of that journey or I get to say that I helped shape that person. Right. And I think if you really approach mentorship in a genuine way. Yeah. You don’t even think about the fact that you shaped that person. You’re just happy to have been a any part of it.
[00:59:14] Yeah. Right. Yes. You see the same thing in business. You know, you don’t see them go from you know, you you had a highs year at college. But I mean, watching the maturity of watching the growth and watching the approach and watching the confidence. Yeah. That you help people get. Yes. Then once they get those promotions, you know. Yeah. Yeah, I did it. Yeah.
[00:59:37] So two two questions that we start to wane down and wrap up the interview here. The first question I’ve got for each of y’all. I saw a great church song over the weekend and I love one of my small simple pleasures in life is a very creative society.
[00:59:53] Yeah, the south is good. It is good for that. Yes. No doubt. Sold out over the weekend.
[00:59:59] I saw a church sign that said this too shall pass. It may pass like a kidney stone, but pass it will.
[01:00:07] Yes, it is. Yes.
[01:00:08] So question for you all. Is there, you know, for the mentees, some may be entreprenuer, some may be starting their journey with with big global companies, some regardless what the menses are. You know, we all they all experience the highs and lows. Is there is there a right or wrong time, especially when someone’s going through something that they that they might be struggling with? Zero, right or wrong time for mentorship.
[01:00:35] If they’re not open, then it’s the wrong guy. If they’re open, it doesn’t matter what season of life it is because you can help them through what, if ever, season of life. It is. But EFT who really just looking for somebody to validate what they’re already doing versus being really open to listening to help look grow. This is not a long time.
[01:00:57] Yeah, ditto. I think best the best thing and I can speak from experience because as an entrepreneur we do hit lows and valleys and mountain tops. Since I was definitely someone I struggled with, that I struggled with reaching out to my mentors when I was in my low point speak. And sometimes like I have very harshman tours. And I welcome that any other day. But sometimes when you’re really if you’re really down, you know, you can’t handle that. And that didn’t want to waste their time by saying, you know, having a conversation and hearing what they’re saying, but not really listening. And so I do think they are good in bad times.
[01:01:43] And Greg have nothing to ask for the first time in two hundred eighty five episodes. We’ve heard that from the one and only Greg White. I knew you would pick up on that. All right.
[01:01:56] So what I want to make sure is our listeners can can reach out. Connect. Yes. So tangerine and cream. So, Tanjil, to start with you, what’s the best way if folks look, I know you do a lot of keynoting, but you also have got several full plates, U.P.S. and see a leadership role. You do a lot of mentoring, a lot of a lot of give back. And, of course, your 5ks and a you basketball.
[01:02:18] That’s right. We’re done that. So congratulations. Yes, I know all about that. Lives. You know, that sigh of relief is so real.
[01:02:27] So if folks aren’t able to catch y’all almost circuits, where else? How can we can win?
[01:02:32] Best way for me as a link. I’m really out of unlink then. And so yes, that’s the best way.
[01:02:37] Perfect. tandoor Bellamy own Linked-In and Karrine about you.
[01:02:41] I’m on the Graham and Twitter at Fantastique underscore co fantastico. And I’m getting better at being active on Linked-In. I get a lot of B2B stuff, so I try to stay away. But I think I’m pretty reachable. I try to make myself available in social media more because our audience is younger and they. That’s typically how they communicate. We can definitely find that fantastique underscore.
[01:03:10] Co wrote about the winning edge leader CBS.
[01:03:13] What? Yes, they can go to winning edge leads dot. And then on social media, the wee w.e leadership on all platforms and we’re all Linked-In as well. But before we go, there is one thing about the mentors that I wanted to kind of touch on what they can do. Sometimes bring them into your circle, like a lot of times I get tickets to events or I go to things and I’m like, it’s so me go by myself or gone with some appear. I bring a kid I went to like the Braves. They had their chop fest gala and I easily could have brought somebody who will look good on my arm. But instead I brought a kid.
[01:03:57] She came as she gets a network and she got to be in that space thing, getting them used to being around people like that, because if you wait until they are in the organization, it’s going to be a little late. So bring them in to the things that she do and like it could be social thing. Does it always have to be super business or super professional? It could be social. Like I invite a lot of times I’m going to have a meeting with someone and I know they are also going to be open to it. I invite my kids to come to the meeting and just be a fly on the wall in the meeting. So I just I wrote it down and wrote notes.
[01:04:28] Perfect. Appreciate you sharing that and Greg White conversation. We’ve had the kind of what we may back did, right? Perfect. Yeah. Well, I mean really off I find these kind of conversations are perfect. You know, they’re very genuine. They’re very practical. I think folks, regardless where you are in your journey, you’re going that you’re going to take several is very energizing. We’re going to take several nuggets away from this experience that was shared here. Yes. Expertise. So, yeah, yeah, I agree. This is a to me and just just my little neck and woods, a perfect podcast conversation. So I appreciate you. Oh, yeah, I take that to heart. Yeah.
[01:05:03] Before we start, wrap up, any final words on your and Greg, only final word I have as I’m working with a company that’s in your industry. I would love to run their concept by you. Yeah, I think it’s really exceptional. So maybe we can talk.
[01:05:15] Yeah. Yeah. Perfect. Great.
[01:05:18] All right. And I got a board members. Yeah, that’s right. Right after she retires. Because I know that’s real, so. That’s right.
[01:05:23] Make it right. All right. I got to tell you, she’s doing that. I love that. Thank you for having me, by the way.
[01:05:30] That’s was amazing. I really appreciate adding my voice to this conversation. First of many. Yes. Yes. We’ll take it.
[01:05:38] All right. So real quick for wrap up with Tangerine and Kareen. Greg, to our audience, they got check out our events and our webinars tab. We’ve got a variety of in-person and virtual events. Yeah. And place with partners around the world from E.M.T. reuters’ Events. Automotive Industry Action Group. George Logistics Summit. Rasyid’s 360 Mode X Atlanta Southwire. Don’t know what you’re. Yes, right. Last Pleshette awards. You name it. Events webinar tabs et Supply Chain Now Radio dot com to learn more. Or they can check. They can send a note to our CMO Amanda at Supply Chain Now Radio dot com or hit up Greg on Twitter. And it was that was the key phrase that really get your attention.
[01:06:18] Chiefs, Kansas City. Oh yeah. I saw a life long the world champs. Yep. Finally, finally again. Twice in my life. Twice so far as awesome.
[01:06:32] Big thanks to our guests here today. Once again, Tandja Bellamy with U.P.S. Global Freight Forwarding and Karrine Million Exacty Direktor with the winning Edge Leadership Academy had a really enjoyed the conversation. They really appreciate ls Tom to our audience. Be sure to check out other upcoming events. It replays our interviews, other resources at Supply Chain Now Radio dot com fondest and subscribe where you get your podcast from, including YouTube on behalf of Greg White and the entire team here. Scott Luton. Wish you a wonderful week ahead and we’ll see you next time on supply chain. now.
Currently the Executive Director of The Winning Edge, Corinne Milien is a veteran, former coach, and adjunct professor who has experienced the benefits of mentors and a network of influence. Working as a graduate assistant for Pat Summitt and Tennessee women’s basketball team, this product of Haitian immigrants saw first hand how people can influence the journey of student-athletes beyond the game.
Tandreia Bellamy is currently Engineering Vice President for Global Freight Forwarding (GFF), responsible for operation strategy, forecasting and technology tool development to optimize sustainable efficiency while driving world class service. Tandreia held a similar position for UPS’s Global Logistics business unit. In this position, she directed all industrial engineering activities related to the company’s key product offerings: Warehousing, Distribution, Inventory Management, Service Parts Logistics and Mail Innovations. Prior to her Supply Chain roles she was the small package West Region Vice President of Engineering, responsible for the Industrial Engineering (IE), Operations Excellence (Quality), Asset Management and Technology Support Groups (TSG) for the 25 states in the western half of the United States. Tandreia was directed all aspect of planning, asset utilization, service quality, support and implementation of technology, and process improvements. Tandreia began her UPS career in 1986 as a part-time package handler while completing her undergraduate degree. She held various engineering and operations positions in Central Florida (Orlando) before being transferred to the UPS corporate office in Atlanta. While assigned to Corporate, Tandreia held positions in the Corporate Marketing and Corporate Industrial Engineering departments. Tandreia holds a BS from Stanford University and an MS from the University of Central Florida, both in Industrial Engineering. She served on the Board of Trustees for ChildServ (a multidisciplinary child and family services network) and was a member of the Texas A&M Engineering Advisory Board. She is currently on the Executive Advisory Boards for both Virginia Tech Industrial Engineering Department and the Associate for Supply Chain Management (formerly APICS). Tandreia is the proud mother of two wonderful children, Ruby (20) and Anthony (18).
Greg White serves as Principle & Host at Supply Chain Now Radio. Greg is a founder, CEO, board director and advisor in B2B technology with multiple successful exits. He recently joined Trefoil Advisory as a Partner to further their vision of stronger companies by delivering practical solutions to the highest-stakes challenges. Prior to Trefoil, Greg served as CEO at Curo, a field service management solution most notably used by Amazon to direct their fulfillment center deployment workforce. Greg is most known for founding Blue Ridge Solutions and served as President & CEO for the Gartner Magic Quadrant Leader of cloud-native supply chain applications that balance inventory with customer demand. Greg has also held leadership roles with Servigistics, and E3 Corporation, where he pioneered their cloud supply chain offering in 1998. In addition to his work at Supply Chain Now Radio and Trefoil, rapidly-growing companies leverage Greg as an independent board director and advisor for his experience building disruptive B2B technology and supply chain companies widely recognized as industry leaders. He’s an insightful visionary who helps companies rapidly align vision, team, market, messaging, product, and intellectual property to accelerate value creation. Greg guides founders, investors and leadership teams to create breakthroughs that gain market exposure and momentum, and increase company esteem and valuation. Learn more about Trefoil Advisory: www.trefoiladvisory.com
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