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    Society & Culture

    People Helping People

    Inspiring greater social change in the world.

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    Latest Episodes:
    David Aspinall, CEO of Auticon US, Leads with Great Tech Employment for Autism Jul 23, 2021
    Show notes

    David Aspinall advocates for people on the autism spectrum to explore the full range of their natural talents, while making sure not to clump the entire community into a stereotype. David is the CEO of Auticon US, which is a technology company focused on creating jobs for people with autism by tapping into their natural skills and abilities. As the company developed, they found a great model for those on the spectrum to overcome barriers to employment and thrive in better suited positions. Among a few common skills that seem to flourish in the technology field, David says the people who usually find their way to the initiative tend to show phenomenal attention to detail, ability to spot patterns, and launch amounts of data, sheer cognitive strength. Auticon has an expansive view of the stakeholders they hope to help into better suited positions. David shares Auticon’s open-minded outlook: “… we employ people that are really at every stage of their career, from individuals that are just starting on their technology career to mid-level tenure individuals up to 15-year kind of principal architect type roles. In our mission to employ as many people as possible, we do try to employ people that are junior, mid and senior.” David Aspinall, CEO, Auticon US Identifying the level or range of a person’s capabilities can help avoid the person from being underemployed. Underemployment where the a person is fulfilling a role that is below their capacity to naturally perform. Someone could have a higher skill capacity or have a wider range of ability than a position calls for. If left in that position, the person’s valuable contributions will be misplaced, and their skill level may possibly decline. David explained that people on the spectrum frequently experience underemployment, and he expressed his thoughts on addressing the concern through Auticon. David explains how Auticon approaches another close concern in proper employment: an autism friendly work environment. He delves through the process the initiative uses to screen candidates, and how the process matches with the needs of their stakeholders. Reflecting the needs of the stakeholders can be found in how the initiative families their interview, or in the coaching done with the companies hiring people on the spectrum beforehand. In this social enterprise model, Auticon is assisting companies in developing an autism friendly environment so that people in the company can see the process, and it can grow from there. Auticon operates the initiative globally. David discusses how the global team communicates, and what topics come up in meetings. He also gives his perspective of what it is like to discuss initiative frameworks with a global team while having the freedom to keep the autonomy of the local US portion. David expresses his satisfaction with working within the US, particularly in Columbus, OH. He talks about how support from the community helps the initiative, and he touches on why the awareness of social enterprise makes Columbus, OH an easier community for building connections. If your would like to learn more, you can visit auticon.us or find them on Facebook, Twitter, Instagram and Linked-in. Also, please check out Auticon’s in-person event Tuesday, September 14th, at the Fawcett Center in Columbus, Ohio to learn more. Read Full Transcript Adam: [00:00:00] Welcome to People Helping People, the podcast to inspire greater social change and give you ideas on how to take action. I'm your host, Adam Morris. Today, our guest is David Aspinall, CEO of Auticon a technology company focused on creating jobs for people with autism. They found a great model for those on the spectrum to overcome barriers to employment so that they can thrive in position suited to their natural talents and abilities. So to speak about this company, David, welcome on the podcast. David: [00:00:28] Thanks, Adam. It's great to be here. Adam: [00:00:30] Can we start off, can you tell us a little bit about Auticon. David: [00:00:33] Yeah, absolutely. We're a technology company. We are a for-profit in fact that's really important to us. We believe that the principles of business are needed to help solve some of society's challenge. It's not just the efforts of philanthropy. It's not just legislative efforts. It's not efforts of individuals. We believe that business is going to have to be behind the drive of change. And we have a very specific social mission. Our mission is to employ as many people as possible as many technologists as possible that are on the autism spectrum. Adam: [00:01:13] And why technology? David: [00:01:16] It's an interesting question. When the company was first getting started the founder of the company, saw a connectivity between the talents of the individuals that he knew on the spectrum versus the openings and performance advantage that certain traits brought to technology roles. Adam: [00:01:41] Got it. David: [00:01:42] And it's, it's interesting because, there's a famous saying that once, you know, one person on the spectrum, you know, one person on the spectrum and that is absolutely accurate. We stand by that. However, the people that are attracted to work at Otter con bring. Strengths to technology roles. So where as the traits of Autism are sometimes seen as barriers in the employment world, a lot of the people that are attracted to work with us, they use their autism as a performance advantage in the technology space. Adam: [00:02:22] How does that come into play for the technology roles? David: [00:02:27] Yeah. Some of the traits of individuals that are attracted to work at Auticon that represent a performance advantage are things like just really phenomenal attention to detail ability to spot patterns and launch amounts of data, sheer cognitive strength. The. The ability for the data to be the data and not have that preconceived notion of what you want the data to be. So there's an element of accuracy and then also an incredible kind of factual mindset that when applied in the technology space just represents enormous performance advantage. And again, I'll be really careful to say, This, we don't want to stereotype. We're not describing the community here. We're describing the people that are attracted to work at Auticon.. Adam: [00:03:20] Yeah, that makes sense. And one of the reasons they call it a spectrum is that, it's a wide range of individuals. David: [00:03:27] That's entirely correct. One of the statistics that we follow very closely and the reason for the mission is that this community suffers from an 85% under employment rate. And that's the reason the mission exists. There is no good reason why this community of people should be subject to an underemployment rate of up to 85%. What are some of the things that feed that unemployment rate. .It's so it's under employment. And so it's really important. It's a really important question. Adam: [00:04:02] So what do you mean by underemployed? David: [00:04:04] Yeah. let me explain. There's really two major scenarios in what we term underemployment. The first one is that an individual might have the cognitive strengths, technical ability or aptitude, because remember that we employ people that are really at every stage of their career from individuals that are just starting on their technology career to mid-level tenure individuals up to 15 year kind of principal architect type roles. And so in our mission to employ as many people as possible, we do try to employ people that are junior, mid and senior. Yeah. And so we see all kinds of backgrounds and underemployment for us might mean that the individual has been doing a role that might be hourly in nature. Oftentimes we see people that work in fast food restaurants. And that's not to belittle people that work in fast food restaurants, it's a vocation, but these are individuals that have either that technical ability, that aptittude, or that cognitive strength to be a force in technology. And so that's under employment. There's also another interpretation of underemployment, which actually isn't reflected in the statistic, but for us is really important. And that is that the individual may not have been in an autism friendly work environment. And we see a lot of mid or senior level people come to us who have bounced around from, really well-paying job to well-paying job. But it wasn't in an autism friendly environment and therefore they didn't feel at home and they couldn't properly flourish. Adam: [00:05:48] Can we dive into that a little bit? I'm curious, like what is an autism friendly environment? David: [00:05:54] So it's really interesting. It's not cookie cutter. It's not formulaic at all. And this is really important. let me start here. One of the sources of anxiety to a lot of the community is the traditional recruiting process. And the traditional recruiting process, where there were three interviews and fast questions, questions coming out and you thick and fast. Many of our constituents are just not comfortable in that environment and don't perform well in a traditional recruiting scenario. And that's one of the drivers, in my personal opinion to that underemployment rate that we mentioned previously. So what we do is we take that time. That would have been the traditional recruiting process and replace it with an autism friendly recruiting process. So we've got a degree of game-ification. Which allows us to understand the technical skills that an individual technologist has. But then we also have a series of chats. We have an initial chat, we have a job coaching chat, and we have a technical chat. And so at the end of this process, we've got a really good picture of who this individual is, both from the hard technology skills, but also from the, soft skills, the human skills, the communication skills. And that's really important. Because the hard skills allow us to match that individual with a job opening or a project opening with one of our clients and then the soft skills inform us, how we need to support the individual going forward. And so at the end of that process, we've got a really good picture of the individual and how to support that individual. The support comes from our job coaching program. And so in addition to technical mentorship, as an employee of Auticon there is also a job coaching program that can help with communication preferences. Can help with environmental preferences can help with just work place efficiency and workplace effectiveness, any stimulus issues that may exist. And so the job coach is more of the kind of facilitator from an autism at work perspective. Whereas the technical mentor is more the guide on the learning and development path of the individual's career. Adam: [00:08:32] Now that sounds like something that continues beyond the interview. David: [00:08:36] Oh, yes, absolutely. To be abundantly clear. Yes. That job coaching is forever. The interview process allows us to understand where to start the job coaching, but those job coaches also work really closely with the client organization. And so let's say for example, we have a consultant and placed in Cover My Meds in Columbus, Ohio, fantastic organization, partner, organization to us really our anchor client in Columbus. So let's say for example, and this is a hypothetical part from the Cover My Meds, but we have a consultant place to cover my meds and we learn. On the first few days, the first few weeks, the first couple of months of that project that the individual has additional needs that we didn't know about through the recruitment process, the autism friendly recruitment process, the job coach pivots, the job coach will pivot to provide the support that is needed. What is also really interesting about job coaching is it's not just for the consultant. It's not just for the Auticon employee, and this is where it gets really powerful. It's also for the client organization. And so ahead of time, there's some training before our consultant even walks through the door, whether that be physical or virtual in this world. And so there's some training about autism in the workplace generally, but then also some training about the specific individual that's joining that team. And so the team that has the individual joining can feel prepared. And what we find is this was a beautiful thing within this program. We designed it so the job coach could support the autistic technologists. But what we found is that the job coach is supporting that whole kind of environment that our technologist is in. And so the pockets of culture build that start to appear within organizations. It's super powerful. So instead of having a top down training about autism in the workplace, and what is it we that have the opportunity to create these pockets of experiential learning, which is a lot more effective in an organization, because what happens is. People look across the team where a technologist is and saying, I want somebody. And so it naturally helps us grow the business, but then it also helps the organization understand neurodiversity in the workplace. And we've had a number of examples where the organization has had people declare that have already been in that company that they're on the spectrum. And they would also like some of that job coaching. Adam: [00:11:41] Oh, fantastic. David: [00:11:42] Honestly, that's our celebration day. Of course we love it when we start a project, of course we'd love it when a client says they want more projects, more consultants to join them. But the biggest high five is when we hear that a client organization has had someone that has raised their hand and say that they're on the spectrum and they need support. Adam: [00:12:07] Sounds like a very great way to basically help a company develop their culture to be supportive of those who are on the spectrum. David: [00:12:16] Absolutely. Absolutely. And it's a very active way to do it because companies try to do this and absolutely no disrespect. I know that compliance is needed, but companies try to do this through clump compliance and training. And I don't know about you, but I see younger people joining the workforce and compliance and training is not something that excites them experiential, and seeing it in action is typically how we're affecting an outcome with culture. Adam: [00:12:46] That's fascinating. We've explored this topic of diversity and inclusion in the workplace. Whether that is cultural diversity or gender equality, And quite often what I've heard is that, it's not about finding somebody and just placing them in the workplace. Because if the workplace isn't already ready for them, then they won't fit and it will cause problems and people will just blame the person. Whereas if you can change the culture of the company to be supportive, then you naturally attract more of that talent because you're already ready for it. So it sounds like in this model, what you're doing is you're allowing somebody to come in and you're developing that experience in the company so that people in the company can see it and it can grow from there. David: [00:13:32] That's really spot on. And in fact, we've actually got a couple of examples. Obviously the fact that this company has placed hundreds of technologists in big companies. You just in Columbus, some of a client companies and some of our kind of reference client companies include Cover My Meds, Nationwide Insurance. So we're working with large recognized brands. And what we've noticed is that we've done this now, worldwide a couple of hundr…

    Full show notes at the publisher

    Saif Ali of Dastgyr Explains the Opportunities for Digital B2B Entrepreneurship in Pakistan Jul 16, 2021
    Show notes

    Saif Ali from Dastgyr shares knowledge on idea validation, connecting with stakeholders, innovative tech B2B, and the fast-growing startup scene in Pakistan. Dastgyr is a tech platform that helps emerging and local businesses manage their inventory more effectively. More specifically, the initiative is a B2B e-commerce solution working with mom and pop stores throughout Pakistan. Local businesses in the area usually experience fragmented service when trying to coordinate between receiving inventory from distributors and matching the demand of consumers. Businesses often pull from their savings to make up for gaps between the two. Dastgyr creates an option that saves local businesses in Pakistan money and time. Dastgyr started testing the idea with a pilot period from May 2020 until August 2020. Colliding the idea with reality, Saif says that the founding team literally the pilot conducted deliveries themselves and used their own homes as the warehouse for their work. Through this idea validation, Dastgyr confirmed that there was utility for the stakeholders involved in the service. The product-market fit was there. Saif explains that the team sought investors after the pilot, and officially launched in September 2020. Being a company based in Pakistan, Dastgyr is responsive to the culture of the region. Saif mentions the precautions and care of following regulations specific to the region. Within the region Dastgyr operates, there are laws built to respect the lens of Islamic belief that businesses will find in similar locations, such as Egypt or Saudi Arabia. Saif notes that this is natural when thinking of the history and culture of the region. Not originally from Pakistan, Saif shares his observations of the current state of business, tech, raising VC funds, and international expansion in the Pakistan startup market. Adjusting to the region was not the only new piece of information for Dastgyr to learn. When having such a direct relationship with the local businesses, the initiative found ways to approach interactions with business owners. Saif shares the concerns of communicating with business owners who are less tech-savvy, or who were adding Dastgyr to their business after decades of working manually. Once Dastgyr is set up, everything creates a positive ripple effect. Saif shares a few of the positive impacts the team recognizes as the initiative helps the community. Young people in Pakistan are showing great interest and innovation in how they incorporate technology. Saif points out that access to information allows young people to actively research different career paths. Young people are experiencing a level of enthusiasm to participate in the market that signals a shift. Since the nearby markets are growing in similar ways, there are many opportunities to share insights. Saif expresses his shared excitement of what the future holds as innovation happens inside of Pakistan and nearby hubs in the region: “This is the precipice of something very large and very exciting, and I’m just glad that I get to be a part of it.” –Saif Ali, Dastgyr If you would like to learn more, you can visit their website, Instagram, Twitter, or Linked-In. Read Full Transcript Adam: [00:00:00] Welcome to People Helping People, the podcast to inspire greater social change and give you ideas on how to take action. I'm your host, Adam Morris. Previously we've had Dalia Kamar on the podcast to speak about building purpose-driven entrepreneurship ventures in the middle east. Today, we travelled further west into a conversation with Saif Ali, from a tech startup, Dastgyr out of Pakistan. Dastgyr uses technology to help emerging and local businesses manage their inventory more effectively. So to speak more about empowering local businesses, Saif Ali welcome on the podcast. Saif: [00:00:34] Hey, Adam, thank you for having me glad too. Adam: [00:00:37] super excited. Can we start off, can you tell us a little bit about what you're building with Dastgyr? Saif: [00:00:42] Yeah, absolutely. So in a nutshell this is a hypergrowth B2B e-commerce platform and the core concept behind it. The supply chain for mom and pop stores in Pakistan and the larger mean app region is quite fragmented, right? There's a lot of problems up and down this value chain for both suppliers and retailers that we're aiming to solve through technology. So today we have an app that's launched and in a little less than a year's worth of operations. We have delivered orders to 35,000 mom and pop retailers that are worth millions of dollars. And these are retailers that are ordering their wholesale inventory through that app the same way you and I would order shampoo and Amazon, right? So it's a complete marketplace and it solves that fragmented supply chain problem for them so that they can sell more inventory focus on what matters. Adam: [00:01:39] Can you dive into this a little bit and just describe, what this problem is like for a mom and pop store and what they actually face. What does it mean to have a fragmented supply chain? Saif: [00:01:51] What I mean, when I say fragmented, is that typically what happens right now with FMCG distribution is that oftentimes the delivery. And, the visits that the order bookers make to these stores are unreliable or ill timed, it's not consistent, right? So for a person that's running a business, they have to be able to manage inventory in a way that they can plan for it. Now a distributor for Pepsi-Co, let's say, is supposed to come on a fixed Sunday of every week, but sometimes he doesn't show up until Tuesday. And what do you do when you've run out of stock in between those two days, you're bleeding customers who are showing up asking for a high running SKU that you just don't have in stock. And typically what these retailers would have to do is spend 15 to 20% of their working time in one week visiting wholesale markets on their own. Often during working hours, which means they'd have to close their shops just to buy the inventory that should have been delivered to their doorstep. Now they don't have to do that. So they don't have to rely on FMCG, traditional distribution to begin with. But even if they still do choose to, they can order a small orders from the Dastgyr's app whenever they choose to. And we'll always give them guaranteed 24 hours delivery. In addition to that, there's a helpline , there's other benefits like micro-lending loyalty programs, et cetera, et cetera, deals and discounts. And really the biggest benefit is the marketplace, right? So you've got your tea, you've got your candies, your sugar your tissues, whatever that retailer needs, the stock is available in a one-stop shop solution. Adam: [00:03:38] Got it. So for the customer coming in and they can visit one shop and get what they need, they don't have to worry about something being out of stock this week and having to find it from multiple different stores. And then it sounds like you're also really helping these mom and pop stores where they have a lot of inventory. And if they run out of something, they no longer have to go down to the wholesale market, to find it and buy it to restock it. Saif: [00:04:05] Yeah, exactly. And you'll see this in almost every emerging market similar companies like ours have sprouted up and are seeing major success. You have to operate in Africa, headquartered in Kenya, right? And they're operating in multiple markets. They've raised a good amount of funding and they've got that product-market fit. And that validation already, you have growth, sorry. In the Philippines, you have Bula in Indonesia, you have a jumbo tail and or on in India and Oran is already a unicorn. So the whole point is that in these emerging markets B2B trade is a problem. And if it needed to be disrupted, it needed to be fixed. And like I said, it's a problem for both suppliers and retailers, right? For suppliers, their reach is limited. And for retailers the inventory that they need, literally the thing they need to run their business isn't made available to them easily. So we're able to solve that problem on both ends. Adam: [00:05:04] And you speak of emerging markets. Can you paint a little picture of how business is done differently? You're talking about helping his mom and pop shops, Are they a big part of the market? How do people interact with stores and goods differently in Pakistan? Saif: [00:05:18] Yeah, that's a great question. So SMB retail in Pakistan is worth about $120 billion. It's almost half of our GDP. And these neighborhood stores in, or do we call them , which essentially means corner store or convenience store. These stores are often like hubs or small little communities, small little localities. And plenty of them in the neighborhood, but each one has his own, his, or her own relationships with their customers. Who've probably been going to the same person for years. So culturally it's a huge part of the fabric and economically it's massive. The opportunity here is massive. So ultimately. Our aim here is to uplift these SMEs, to be able to sell more inventory. And if they can tell even more, they can contribute even more to the GDP. And furthermore, majority of these people in Pakistan and similar emerging markets are unbanked. So we're slowly introducing them to formal transactions. We're slowly going to bring them into that net with FinTech products, right? We've already got partnerships with financial services companies to offer them micro lending, to be able to buy product on credit under buy now pay later schemes or micro lending to offer them more working capital. You wouldn't believe these stores they're typical of working capital in Pakistan is between two and $3,000. Per month. And if we were to give them an additional thousand dollars, that's a game changer for that retailer that would allow them to be able to expand into a new category and create a new section for cosmetics, let's say, or perhaps offer, or be able to buy refrigerators and offer a refrigerated chocolates to their customers. Which would increase his margins, increase his profits. And again, because we're a marketplace, not only can he get that micro loan from us, he can also buy all of those products under all of those various categories. Adam: [00:07:11] So two to $3,000, that's not very much for inventory. So if you're able to provide micro lending that's huge. It sounds like you're also saving them a lot of time from having to go out and acquire that inventory. Saif: [00:07:23] Time is a major aspect of it. If you look at it like I said, typically they'd have to make two to three trips a week to wholesale markets on their own to buy stocks. And you also have to give it to them that you have to give them the credit or cut them some slack. That's, they don't have the capacity to be able to plan for their inventory or plan for their supply in the most efficient way possible. And at the SME level retail sales go up and down, typically his cyclical trends may have been off by one or two cartons for this week. But what does he do when he's out of stock in the middle of the week, right? He has to go to that market and you have to procure those high running SKU just to keep this customers. So that's also why our minimum order value is just 1000 Pakistani rupees, which is about what $6. And the idea there is that they can even place the smallest of orders just so that we can ensure that they have, complete availability of whatever stock they need whenever they need it. Adam: [00:08:24] Fantastic, now how long has Dastgyr been in operation? Saif: [00:08:30] Dastgyr started in may of 2020 from May till about August was our pilot. We were testing the idea. The founding team was literally conducting deliveries themselves. We were warehousing in their homes, and once we saw the validation, once we saw the product market fit we started pitching to investors. And we raised a healthy angel round, right? The founding team also has excellent credentials. All of them were early teammates at some of the biggest startups in Pakistan and the larger meetup region like Careem there, Oz airlifts, which at the time had raised flex funds, largest series a. So a lot of the investors that were coming on board had already previously interacted with them in the ecosystem as well. And. Once we got that on the app officially launched in September of 2020. So officially it's been about nine months of operations and yeah, 35,000 customers served millions of dollars worth of goods delivered. We've got we're operational in both Karachi and Lahore. And it's been amazing. I wish I could disclose the numbers to you just to communicate the hypergrowth that we've seen, but I can give you an idea that we were calculating sales metrics a couple of days ago, and it was a big moment of, we realized something really fun that the daily revenue that we hit three or four days ago was the total combined revenue that we had hit in July. And the entire month of June. Adam: [00:10:05] That's fantastic. Now, just looking back at this last year and starting a business during the pandemic how has that affected launching a company, but also how has it affected the customers that you serve? Saif: [00:10:19] E-commerce has been COVID has been a boon for e-commerce right. Worldwide. The concept for Dastgyr actually came about because of COVID. It was my co-founder who was visiting his neighborhood convenience store. Like you always would on a typical Sunday morning. And again, like I said these are, neighborhoods, fixtures, community fixtures, right? There's a, Hey our co-founder has been going to the same guy named Abul for 20 plus years, right? To buy milk and eggs. And one fine day during the pandemic, during the lockdown, he visited up those store, which he would always remember to be completely packed, customers just lined up clamoring to get their own stuff. And Abul wouldn't have a moment to breathe, but that particular day there wasn't a single customer at a store. Most of the shelves were empty. And that young man was sitting there pretty dispondent. And when's the habe asked him if everything was all right, the guy broke down and he spoke about how because of COVID the supply chain that was already fragmented, had been completely disrupted. That entire chain had been completely disrupted. There was no visibility on when distributors would be operational again. No visibility on any of the stock that he had already ordered through them. And he was upset that he couldn't service customers. Couldn't do the work you've been doing for two decades. And it was that, and, multiple subsequent conversations with other retailers in both cities that led them to realize that there's a major problem. And the problem has just been exacerbated by COVID, but that problem has always existed. And it's going to persist unless we do something about this. And they were both already technologists, right? Early team members of Airlift. So they could very easily put that solution together. And they convinced a couple of their colleagues from Airlift to come and start this with them. And the rest is history. Adam: [00:12:13] Wow. And if you just think about the context of that, it's not just one mom and pop store that's disrupted. If that supply chain is fragmented, then that's hitting across the country. That's a huge portion of the GDP and just people's livelihoods their ability to do business, the ability for people to get the products that they need. So having a better system in place to, to facilitate that sounds like it…

    Full show notes at the publisher

    Dr. Lynda Ulrich of Ever Widening Circles Shares the Four Shifts for a New World Jul 09, 2021
    Show notes

    Dr. Lynda Ulrich of Ever Widening Circles Takes You through the four shifts needed to see an entirely different world on media platforms. She lays out principles of changing how you interact with the internet to get a different response from the algorithm, and plug into a greater worldview. Dr. Lynda started the media platform, Ever Widening Circles and the Conspiracy of Goodness Network. Both initiatives use media and connections to showcase people doing all the good in the world, and to change the negative dialogue about our times. She also hosts a podcast of the same name, the Conspiracy of Goodness Network podcast. Her journey begins as a story of possibility. Similar to my path of having an established career before diving into social enterprise, Dr. Lynda was a dentist for over two decades feeling that she had something unique to contribute. We agreed that most social innovators have a part of their journey of looking out at the world and seeing something to change before actually taking action. That period of time can be days or years, but overall it’s a relatively common experience. Dr. Lynda expressed how her outlook changed as she talked to more and more thought leaders in the social good space. Being exposed to others who also valued social impact, and actively pursuing the work, creates a boost in our chance of actively engaging the world of social good. Exposure leads to revealing new possibilities. One point Dr. Lynda chose to emphasize is that “possibility”, and our access to possibility, changes every day. Things that weren’t possible years ago, are possible today to the point we wouldn’t even question their practicality. On that same path, things we don’t understand as possible now can drastically change as we move forward. Dr. Lynda compared “possibility” to the very real example of society’s view on “jobs suitable for women” expanding as more possibilities were proven and shown. Taking a moment, Dr. Lynda shared the power of a pause being able to create change with what we’re facing. She starts by explaining the neuroscience related to why negative news gains attention from society. From this, we can imagine the challenge of who rises to the top between negative news and social good. Dr. Lynda pointed out that once we realize the cognitive games being played on our attention, we can be empowered to make our own choices about our attention. She shared her thoughts on the influence in choosing which social content to engage: “Your click is a vote.” Then, our conversation builds on four simple shifts that people can make to see an entirely different world in their lives. Dr. Lynda Ulrich began talking about the Conspiracy of Goodness Network in detail, and the atmosphere that the platform cultivates. Through the network, people interested in doing good can connect with each other. Dr. Lynda shared that the network is also useful for professionals sharing tips and resources around business in social impact. Ever-widening Circles is continuing to deliver positive news to open our eyes to the positive happenings in the world. If you would like to learn more, you can visit the: Ever Widening Circles website Conspiracy of Goodness Network Ever Widening Circles app fourshifts.com Or find them on Facebook, Pinterest, Instagram and Twitter. Read Full Transcript Adam: [00:00:00] Welcome to People Helping People, the podcast to inspire greater social change and give you ideas on how to take action. I'm your host, Adam Morris. Turning back the clock about 15 years ago, I was working in a big financial institution in finance IT. And the essence of investment banking really bothered me as if I knew I wasn't in the right place. For a decade, I struggled with my own view of this world as a consumption-driven place that felt like it missed the point of humanity. Today, I'm super inspired by social entrepreneurs who are challenging this model, but the question keeps coming up of how to connect with this hidden world of beautiful change makers. So I am super excited to introduce Dr. Lynda on the podcast. She started the media platform, Ever Widening Circles and the Conspiracy of Goodness Network to bring together a new world of possibility by connecting co-conspirators and goodness. She also hosts Conspiracy of Goodness, a fantastic podcast where she shares the stories of thought leaders that are magnifying this wave of goodness and progress that often easily goes unnoticed. So without further ado, Lynda welcome on the podcast. Lynda: [00:01:07] Oh, I'm so excited to talk to you. And I had a conversation recently, and I think we were both just recognizing that we were both seeing the same wave and talking to people that means there's multiples of great people that are out there. You've discovered some I've discovered some, the guys I just talked to on a different podcast have discovered. It's the future is okay, we got this. Adam: [00:01:30] It blows me away. I was really excited discovering your podcast. And I think your account on Ever-widening Circles is over 1400 articles. But I would love to start off. Can you just tell us a little bit about how Ever Widening Circles came into being and what it stands for? Lynda: [00:01:47] Yeah. So I like to frame up my story as a story of possibility for everyone. I always had this feeling that I had a calling, that there was something I was supposed to do. And yet I was doing really good things. There are so many of us who find professional lives and various industries. I was a dentist for 22 years. And gosh, I was fixing teeth with computers in 2003. That's like the top 1% of dentists and using micro-cameras, , ease with technology. And so I had a really good professional life going. I don't think anybody in their right mind. Geared from that track. My husband's a dentist. We have a decent, I don't have some story of sorrow. Our 40th wedding anniversary is next Sunday. Yeah. It's not all been peaches and cream where there's perseverance there and that, that gets you through the hard times. But but here's how I come to talk to you, Adam. I all my life, I felt like I was built to contribute. To contribute something unique. And I now have talked to so many thought leaders, people doing what you do. People that are multipliers for the goodness of others, that I'm starting to think we're all built to contribute something unique. Some of us are more aware of that than others. Some of us find that calling sooner in life than others. I come from a generation of women who couldn't be doctors. My dad was a physician. Our neighbor was a dentist. And I remember the day my dad, and he was an open thinker, sat me down. He said, Lynda, you're going to be a pharmacist. Adam: [00:03:26] Okay. Lynda: [00:03:28] He thought that was like a really Zoe well for me, but you can only be a secretary, a teacher, a. Flight attendant. I don't know there was a nurse, that's it? That's what women were. Sad, but that's how far possibility is opening up. And that's one of the things that's really important that I talk about is how possibility changes, changes daily now. So whatever you thought was impossible yesterday might be totally possible today. And that's a viewpoint that we can all share. So what happened was I was a dentist for 23 years. And I started noticing I have a very relationship-oriented practice. I have spent my entire life finding something to celebrate with every single patient. And people really don't want to be treated like a number in healthcare. husband. Yeah. How about that? And so I was going to be a physician and my dad saw where we were going with healthcare and knew that it would someday be a time when physicians were told they only had 10 minutes with each patient, but he looked next door and he kept seeing Dr. Doolan who had this autonomous life who was also. In service to others and Dr. Dylan was the dentist. So my husband and I both, he came dentists and we had this professional life very tuned in to relationships. And what I started noticing over that last 10 years after nine 11, was that people's sense of the future was going down hill. People, I call it a kind of future fatalism was settling in like people who I'd known as always cheerful. Something cool to say we're easily swept into these downward spiral conversations about how the world's gone to hell in a hand basket. And that was 2012, 13. That was before we were where we are now we couldn't even begin to imagine back then. Okay. So I kept saying, as people do, as I'm absolutely sure most of your guests have done, you say yourself, God, that's a terrible problem. Somebody's got to do something right. That's what social innovators do for awhile. There's a course of that. That can be years or days, but most of us have that in common. Adam: [00:05:48] Looking out at the world and seeing something that you want to change Lynda: [00:05:52] yeah. Adam: [00:05:53] almost waiting for that spark. Lynda: [00:05:56] else. I did. I noticed how dreadful people were feeling about the future. And I would say, gosh, I'm not a news person, another journalist, it never occurred to me to be the one to fix it. And then one day I got an email from a young patient who I'd known since he was a toddler. And he was riding me from a very bleak place in the world where he'd landed after signing up for the army a way he thought it can make the world a better place. And I knew he'd had a difficult upbringing and I'd always found something to celebrate with this kid. And he thought of me in his darkest moment, he wrote me this female that was full of things that we're all saying now, like it's hopeless. Nothing I do can make a difference. It was really a level of hopelessness that I just suddenly went and took all the oxygen out of the air because all the other comments like that, that I've been hearing from patients. And when I was out to dinner with my friends, the downward spiral conversations you could get in, it all just came to. To a supernova in that minute. And I said, somebody's got to do something about this, that somebody is going to be me. Adam: [00:07:13] I love that. So before we dive into ever-widening circles, like what are some of the things that are magnifying this hopelessness especially around the internet Lynda: [00:07:24] Yeah. Adam: [00:07:25] how we interact. Lynda: [00:07:27] Okay. So the way I, the way my 10,000 foot. Sees it, and everybody has a different view, but I've done quite a, I've had quite a journey. And in eight years I went from ordinary web user to the last Ted talk. I was in build me as a global positive media mogul. Adam: [00:07:48] Like that title. Lynda: [00:07:50] Whoa. I can order a pair of boots and 2013 work boots. And now I'm a global plastic meeting. My goal. I accepted that role when they, when that flyer came by and I went, yeah, I've started five platforms, all different, all aimed at changing the negative dialogue about times I've done two Ted talks. Things that I've observed that could open a new era for us all. And we just recently launched a social media network for all the people doing good in the world. It's called the conspiracy of goodness network, So I keep seeing a problem. And creating a platform. We have an education website that takes everything that's on every wedding circles and and picks up on the wonder that could be connected to education. So we have this website@ewced.com where people can just turn their kids loose and they're going to come out of that experience, knowing why we need to learn math and how it's connected to what astronauts dream about. Adam: [00:08:54] It into the dreams, here's just something you need to do. Lynda: [00:08:57] Yes, no. People that we feature on PWC ad are the kind of things that change kids' lives. It's if you remember the fireman who came to visit one day in third grade, and then, every patient, I know every one of my patients who's a fireman had that who had, that had that kind of experience. They had a fireman come in to the school and they were changed forever. So that's the way we envision exposure to goodness. And. Is that it can change us at any age it's transformational. I'm sure that's what you find on your podcast all the time. Adam: [00:09:28] Yeah. And it's exactly why I started my podcast because I felt disconnected from that. And I wanted to, tap into that and I didn't know how. Lynda: [00:09:38] Yes. Okay. So Cameron writes me this email, I say. Somebody's got to do something about this, I guess is going to be me. And I went on a search of a local, I found a local kid who was quite tech savvy. You could build me up a passion project website. And on March 15th, 2014, I began writing one article every day on anything under the sun that could prove it was still an amazing world Adam: [00:10:07] Wow. Lynda: [00:10:08] with three promises, no ads, no politics. And no outward bound links that would take you to somewhere crazy that had either of those two things as a priority, 92% of our links on ever-widening circles are internal. And if we do send you outside the website, it's going to be to like the Smithsonian website or NASA website, which are crazy good places to learn about beautiful world et cetera. So that's however widening circles started. I, I. Segue in here that the reason, the why. So here's the why. So my husband and I grew up on a, in a farming town in Illinois. We did not know about the wider world, the most I knew, and I knew a lot about it from national geographic. My parents were great national geographic, every single surface in our house horizontal was covered with yellow, national geo. Yeah, they taught us that my parents were very big about that. The world is a beautiful place and human beings are basically kind and all that stuff. Smart, brilliant ingenious. So when my husband became one of the top basketball players in the world, he was one of the top 20 basketball players in the world. He was became captain at Kentucky and was drafted by the bulls that launched us out into the wider world. We went. Farming kids who didn't know about the world at all to we have Irish passports. We've lived in Europe twice. My kids have slept on plywood, into vet and gotten lost in the Andes. We almost slept under our car one night. And that part of the journey, the story combines with the dentist story in. In my dental life, I was with people at one of the hardest moments of our lives. Everybody hits. Adam: [00:11:53] Okay. Lynda: [00:11:53] Everybody comes to me in a state of fear, every single one. So 30 times a day, I had to meet people where they were at and find a place where we could trust each other and do work together in a very interesting, fearful, and. Significant moment. And I got good at that. I got good at connecting with people and understanding the humanity and what I was doing. And then when I went out in the wider world and drag my kids all over the place to crazy places, I said, whoa, we're all the same. What people in the Andes who were, we were. Super happy to help. And they were poor and, they offered to do what they could for us. People are incredibly ingenious and generous in the world. And that's what I saw in my practice. And that's when I saw in my small town upbringing. And that's what I saw in the world. Adam: [00:12:50] I'll come with. That's how, what we see when we open up the internet. Lynda: [00:12:53] Exactly. This is at the heart of the problem. You've nailed it. Or I went on this journey with ever-widening circles. You don't have to say it was probably a pretty narcissistic j…

    Full show notes at the publisher

    Youngster.co’s Tony Rothacker Builds Bridges Between Generations Jul 01, 2021
    Show notes

    Tony Rothacker spoke about keeping open communication, and discussed building mutual benefit into a social enterprise. He is the co-founder at Youngster.co, which provides job opportunities to youth and empowers elders to use technology better. Youth assist elders with learning new technology they may need to interact with the world, or programs they may need help to use in daily life. Both sides of the connection, youth and elders, benefit from the intergenerational service as the initiative addresses common issues on the respective sides. Opportunities arise from the youth and elders connecting, which is a bonus to the impact of the initiative itself. Young people get paid upfront to help seniors with technology. Tony shared that most youth don’t need any particular training, since the youth grew up with the technology. Elders, however, grew up in a different time. They may not be familiar with the latest technology, but they can teach youth what they learned about life. Tony observed that the initiative helps elders who typically deal with isolation have more personal interactions, and youth have a chance to practice patience when explaining technology. In the beginning, Youngster.co faced a moment that depended on how they could respond to the situation. Tony shared that the initiative started right before the COVID-19. Like many other companies, Youngster.co transitioned online to keep their business alive. Tony expressed how they found success in the online model, and the angle the initiative discovered to boost their mission. After finding a good flow, the initiative could depend on their reputation to serve more youth and elders. Tony explained that the power of word of mouth made connecting with a larger audience more easy for the team. At first, good service and a good experience kept people coming back. Tony emphasized that this dedication to good service and good experience led to getting referrals. For the youth, a bonus pay incentive encourages the youth to keep up good service and continue participating in the initiative. Tony shared thoughts on calculating the before and after impacts created by the team’s efforts. Youngster.co is working with an impact tool that measures social value called Australia Social Value Bank. Tony expressed what he pays attention to when considering the impact that’s happening. Ultimately, he suggested that one way to find a perspective on social impact is to ask the question: “What is our social return on investment?” Tony began sharing his story of being introduced to social enterprise and taking on that journey to merge social impact with business. His connection to social impact goes back in his own life, like when he experienced times of having a disproportionate need for resources. While discussing all this impact, Tony shifted the topic to the meaning of life. He expressed his feelings about powerful and meaningful connections. Through work with Youngster.co, Tony is able to contribute those connections to the world, and also bridge the gap between generations. If you would like to learn more, you can visit their website, LinkedIn, Twitter, Instagram, and Facebook. Read Full Transcript Adam: [00:00:00] Welcome to People Helping People, the podcast to inspire greater social change and give you ideas on how to take action. I'm your host, Adam Morris. Today, we are sitting down with Tony Rothacker, co-founder at youngster.co, a platform, providing job opportunities to youth and empowering elders to use technology better, bridging the gap between generations. I'm excited to explore conversations around providing employment to youth and how we can leverage inherent talents from any age. So Tony, welcome on the podcast. Tony: [00:00:29] I'm glad to be here. Thank you for inviting me Adam. Adam: [00:00:32] Yeah, I'm really excited. Can we start off, can you tell us a little bit about the journey that led to youngster.co ? Tony: [00:00:38] Um, it started believe it or not with a innovation challenge, open innovation challenge, addressing youth suicide. And it's hard to believe, but he in regional Australia where we are based, there's quite a high youth unemployment, and unfortunately also high youth suicide rate. And so running a innovation hub, we were asked to run a, something called an open innovation challenge where a local health district is welcoming ideas from the outside and looked at, what can we do as a community to address this big problem. And so there was some amazing entrepreneurs and creatives came forward and they pitched the ideas. They got a bit of seed funding and ultimately they got also contract to implement a solution for the next 12 months. But that resulted that I saw the data coming through and I couldn't believe that how big the problem is. And that made me determined that we should do something about it. And it was ultimately a people moment to set up youngster.co. Adam: [00:01:43] Great. And now you have a background in building businesses and the entrepreneurial scene. Can you tell me a little bit about what you've been doing in that space? Tony: [00:01:52] Yeah, look I'm a civil engineer from background. I'm always keen to solve problems And many people are asking me, oh, if I only had somebody who could help me with this and that. And I found it was just so easy sometimes, helping some people with internet issues. And 90% of the time is to turn off the bloody thing and turn it back on. And some people don't know how to do it. And so we thought, we have this unutilized resource, our tech savvy youngsters. So why not get them busy and do something meaningful? And while they helping others, they actually helping themselves. And so it's a beautiful thing to see when the elders are so thankful and appreciative and they're happy to pay money as well to to get helped. But likewise, many seniors are in isolation. They don't know how to use technology. And COVID-19 was very very prevalent and we saw how impactful it is to be disconnected from the daily life or communities. So this way, they actually become part of the community. They get out of isolation and they help us to teach the youngsters how to live meaningful life Adam: [00:03:00] And so what does that actually look like when the youth get together with the elders? Tony: [00:03:04] So there's quite a lot of risks involved. And for us, it's important to be the trusted guide in, in providing this type of intergenerational service. And we looked at what can we do to make it the safest possible, the best experience possible for both the young and the old. And we found trusted spaces like libraries and neighborhood centers are great melting point for the two generations. So we work collaboratively with aged care facilities with libraries. Where we bring the generations together. And when they complete certain number of sessions and we see, they have the right ethics and we do all of the right checks, vetting and police checks on the youngsters. We allow them also to do home visits when the pairing is fine, but it's important that we address all the different risks. They are there. Adam: [00:03:55] And how long has it been up and running? Tony: [00:03:58] so Now be going towards two years and we started just before COVID-19 hit and you can imagine there was quite a drastic change going. We took a whole bunch of youngsters to aged care facilities, and then suddenly we couldn't do that anymore. And so we transitioned everything online when COVID-19 lockdown started and it has proven actually quite a successful model. We got quite a lot of media coverage. Simply because we ask youngsters, can you help us to reach out to seniors in isolation and teach them how to go on zoom, how to unmute and and many many seniors, they wanted to continue to converse with the outside world. They just didn't know how to. And so we use this disadvantage. No, when life gives you lemon. Squeezed them. We did that and that has proven to be quite quite a great leverage for us to get more media coverage and ultimately requests. Adam: [00:04:53] Now, how did you go about actually reaching a. Elderly. Cause quite often they're not on Instagram or Tik Tok . Tony: [00:04:59] toddling. Yeah. Look, our best friend is word of mouth. So our key element is to delight the elders and we incentivize the youngsters to, they get the base wage. And when they delight the elder in a sense that we have certain set requirements, be kind, be polite, be on time, ask open questions. And if they fulfill those, they get paid a bonus. And with this incentive, we we get quite a lot of referrals. So word of mouth is, that's why we are growing the most. Adam: [00:05:28] Oh, very cool. And so you do it both in a group setting and then also one-on-one. Tony: [00:05:35] That's right? Yep. Adam: [00:05:37] And have you had any measures on the impact that you've been having so far? Tony: [00:05:41] We do. So there's different type of measuring the success on the, we count connections. So when we create a connection between youngsters and Ellis, we. Need to onboard an elder. We need to onboard a youngster, basically all the things need to come together. And we also collect data. What is the current status of, the it literacy of the elder before and after, and also watch do the youngsters get out of it. What is the status before and after? So we've measured the Delta with our surveys and we have partnered with an organization called Australia social value bank. To calculate through the theory of change. What is the social return on investment, very technical term, but ultimately many funding bodies they want to see what is my return if I give you some money and that's what we want to make it very plain and clear. What is our social return on investment? Adam: [00:06:34] That's interesting. I know a ton of social entrepreneurs who are trying to figure out how to measure their impact. Do you have any idea what goes into that calculation or how they figured that out? Tony: [00:06:43] Yeah, so they are different models and it needs to, this data needs to be based on, scientifically based data peer reviews and we collect our own data, but we also relied at the beginning on some existing data collections. For example, if you improve. It literacy of elders. This is the social return on investment. This figure can be applied to, or if you employ, if you improve the employability skills of youngsters, this is the fact that you can apply to and so on. And we utilize that and to make it a little bit more precise, we collect our own data and, there are some social researchers on . A whole academic a scene where they actually can calculate and ride papers about what is the social return. So for example, there was recent study in Australia through a federal gap, federal government program called be connected and they, social return was around the $4 for every dollar spent on that program. And our program we calculated is roughly around the $35 for every dollar spend. It's just simply this intergenerational approach and the major benefit we found. It's not only the elders learning how to use tech, but more about the youngsters and equip them with life skills, empathy, employability skills kindness. And it's basically a simple skills like listening skills, it's it seems to be trivial to us, but many youngsters spent far too much time on socials and, devices. And so it's so important for them to spend face to face and be patient. Sometimes they are really impatient and want to get things done very quickly, take the device from the elders and I show you how to do it, but that's not the way to do it. In our case, we really hone down that they need to let the seniors do the work and they only show them how to do it in a polite and and empathic way. They need to understand the challenges that seniors have. And even with seniors with dementia and, quite late stage we found to transformation and the interaction is incredible. The youngsters understand what it means to have dementia. There's more and more of that coming forward. And, to have the future workforce prepared. I think we're doing the right thing to make sure that everybody understands what it means to have dementia. Adam: [00:08:53] So it sounds like in addition to the direct benefit of what you're doing, that's also raising awareness and the community of some of these issues that people are facing. Tony: [00:09:03] Totally. Yeah. And one of our best ways to recruit youngsters is through their parents. So many parents are really frustrated that, my son, he just spent so much time on Instagram or Snapchat or Tik Tok or, and when we asked them ah, look, would your teenager be interested in some money? I said, yeah, I think there would. And it's a really good alternative to let's say KFC or McDonald's nothing against them. I think they have great programs too. But it's slightly different and we find quite meaningful and the youngsters get maybe a little bit more out of it. Adam: [00:09:38] And it sounds like that also gives them technology backgrounds for other job opportunities as well. Tony: [00:09:43] They are so technologically savvy. We don't actually have trained them how to use iPhone or tablets, or even if they don't have an phone, they actually know how to use it. It's incredible. And they pick it up from their friends and they are envious because they can't afford a phone. So we right now trying to get other companies to maybe provide us with some phones so we can give it to the youngsters who can't afford to have a phone and be great to have Google on board. So I've tried really hard, but it's still not coming to the game or even apple. So if you're not anyone, maybe some of those yeah, apple podcasts as who are out there, reach out to us. Adam: [00:10:20] Very cool. Now I'm always very curious. In addition to this podcast, I run a small work program for youth who are experiencing homelessness. So these are our youth, typically 18 to 24. And it's a small work program where the focus is largely on having conversations around jobs. So we teach them how to screen print t-shirts and then we're creating an atmosphere where we can talk to them. So I'm curious if you've learned anything from working with youth of how to work with them effectively. Tony: [00:10:45] Look, we have many youngsters coming towards because they they are challenged by the school system. They disconnected from even the homes and they live quite often with their friends and they finding very rewarding and meaningful work where they can actually do something while they're earning a bit of money. It is quite challenging because sometimes they just, they don't turn up because they don't have a way to get there. And you standing there with many seniors and okay, where are the youngsters, but it's part of the deal. I think we may trying to make a difference. And often we ask the seniors look this is also about youngsters, not necessarily about the elders and when we, convey the message. Sometimes the many seniors get frustrated because they didn't get their session. But look, I hope you can come back next week because our youngsters couldn't come here. They'd car broke down and blah, blah. So it's all about how we communicate it. And we found many librarians that are really they know how to deal with these situations. They are really aware because they helping also seniors coming to the library who don't have an email who don't understand technology. And quite often they don't really want to. But they do want to make a difference to the youngsters. So it's like the two groups and, the vulnerable youngsters…

    Full show notes at the publisher

    Breakthrough Accelerator’s Allison Chaney Advises Social Entrepreneurs on Influence with Emotional Intelligence Jun 25, 2021
    Show notes

    Allison Chaney imagines the world and business being a place where we can go-exist mindfully. Allison Chaney CEO of the Breakthrough Accelerator, a business accelerator that helps create stronger efforts through intentional business development and accelerating results. She talked about the valuable impact that can occur for initiatives both internally and externally. In this case, the results are more than profitability. Results are also focused on the impact initiatives create in doing business. Breakthrough Accelerator is able to develop by sharing communication and mindset tools to shift business into a place of possibility.

    Focusing on skills in communication and mindset, such as emotional intelligence, rebuilds the standard for team interactions. Allison expressed how awareness around emotional intelligence fosters a better balance in having hard conversations. Emotional intelligence even relieves tough communication between different staff levels. Allison shared her own experience of when she was a leader that lacked emotional intelligence towards her team.

    Another point of focus on improving business practices is the use of a decision matrix. Allison explained why getting clear on values and placing the values in a decision matrix make decisions easier for any business embracing new choices. Preparing a decision matrix helps initiatives to evaluate what actions and choices align with their values. By knowing the values, thinking further to the MVP (minimal viable product), the impact, or the legacy of an initiative.

    “Every business can be socially responsible.” – Allison Chaney

    Allison gave her insight on the journey to becoming a Certified B Corp. She shared that the process could be seen as lengthy, but going through that process made it possible that Breakthrough Accelerator achieved the B Corp title. Such a process allowed the initiative to implement actions to create a more socially responsible organization with a healthier, happier work environment.

    From there, Allison expressed her thoughts on why budding entrepreneurs need to focus on the things that will make the biggest impact on their initiative. She gave an example of someone she knows who spent years on building a website. Being in their own way, the person was trying to figure out all the little details, not realizing they took time away from providing service or building actual credibility. Once coming in contact with Allison, the person built the website shortly, and saw that they could move forward with results.

    Alongside that impact, Allison emphasized that entrepreneurs should know the impact created by initiative, whether that be on the community, employees, or the world. Impact and possibility open the way to different approaches. Allison shared how she looks forward to there being a day where people don’t limit themselves by hiding behind a “It’s always been done that way” mindset.

    Breakthrough Accelerator is seeking to build an abundance of wealth, time, and joy through mindful business practices. Realizing the contribution created through work showcases the power of new ideas. New ideas are possible, and there’s more flexibility in trying new things.

    If you would like to learn more, you can visit their website, LinkedIn, and Facebook.


    Joe DeLoss of Hot Chicken Takeover Magnifies Impact with an Iterative Mindset Jun 18, 2021
    Show notes

    Our 100th episode is here, featuring Hot Chicken Takeover! Thank you for joining the People Helping People podcast on this journey, and coming this far with the show. We truly appreciate your participation, your sincere interest, and your shared enthusiasm. Today, we have another insightful conversation through a leader in the community who built a shining example of a hiring model: Joe DeLoss. Joe DeLoss started the Hot Chicken Takeover restaurant chain that prioritizes fair chance employment. This fast-casual fried chicken restaurant uses business as a vehicle to create opportunity. No matter what somebody’s resume or alternative resume from their past looks like, the intention is to offer an opportunity. Hot Chicken Takeover provides an environment for people who dealt with adversity to steady themselves. Pillars to Building Culture Three pillars help Hot Chicken Takeover maintain a strong development of the initiative: clear expectations, relevant benefits, and frequent feedback. Joe DeLoss explained where Hot Chicken Takeover places focus to match the needs of the employees. He spoke on valuing a positive work environment that offers more ownership of career trajectory. By using the three pillars, a more cohesive and clear company culture can be built. “The best employment is about investing in people’s personal stability because it yields professional stability.” -Joe DeLoss In the service industry, many companies may experience a high turnover percentage that could be addressed if looking deeper into the challenges employees are facing. Some common factors are transportation or housing issues that can add additional strain on employee performance. Hot Chicken Takeover intervenes in these issues by providing assistance, such as having parental leave and a partnership with a local biking company. Understandably, Hot Chicken Takeover finds ways to accommodate the needs of employees by keeping open communication and securing relevant assistance. Success through Iteration Joe DeLoss discussed how his passion for the intersection of impact and entrepreneurship grew over the years. Success didn’t happen right away, but each moment created a chance at new information and insight. He gave his lessons on encountering new opportunities and problems along the way. With being so involved in the business, Joe talked through specific growing pains, like investors and media presence. Since Joe has experience with mentoring budding social entrepreneurs, we discussed general tips for creating a career in social enterprise. Joe started off with learning about the business and impact model as an important point in developing an understanding of the field. He spoke about l the kind of transparent involvement social enterprise can require when first starting. To connect the ideas, Joe shared examples from the earlier parts of his journey. Out of all the lessons he learned, Joe DeLoss emphasized the principle that connects almost every situation. While working through the early stages, he found that moving anything a step forward requires an iterative mindset. Alongside this point, Joe expressed his thoughts on adapting to new circumstances and letting go of ego. Social entrepreneurs will find that these mindsets are especially true when expanding an initiative. Discover Hot Chicken Takeover If you would like to learn more, visit them on their website, Facebook, Twitter, Instagram and Yelp. Read Full Transcript Adam: [00:00:00] Welcome to People Helping People, the podcast to inspire greater social change and give you ideas on how to take action. I'm your host. Adam Morris. Today is our 100th episode of People Helping People. And I have so much gratitude for the people that have helped us share inspiring stories from Emily Savors at the Columbus Foundation to Jay Clouse and his Freelancing School and Suzy Bureau from GiveBackHack and countless others. But today I am super excited for our guest Joe DeLoss founder of hot chicken Takeover. Joe is a leader in the community and has built Hot Chicken Takeover as a shining example of a hiring model that gives people who have barriers to employment, a chance. And it's not just about employment, but providing a work environment that helps those people succeed. Plus they've really good chicken, Joe. I love spicy food in your holy drumsticks dipped in ranch are out of world. One of my favorites. So Joe, welcome on the podcast. Joe: [00:00:56] Yeah, thanks so much for having me and telling the Hot Chicken story. Adam: [00:01:00] Yeah, start off. Can you tell us just a little bit about how you got started? Joe: [00:01:04] Yeah. Hot Chicken Takeover is at this point, I think we can call it a restaurant chain. We have seven, almost eight business units up and running and we are a fast casual fried chicken restaurant that kind of is nostalgia forward, community forward in the spirit of how we serve and how, and the hospitality, we offer our guests. And we power that kind of extraordinary guest experience with a really extraordinary labor strategy as a fair chance employer, as you said, in your introduction. And vast majority of our employees have been up against it, a decent amount of adversity in their past. Often symptoms of poverty, like incarceration, addiction domestic violence, homelessness human trafficking. And we use our business as a vehicle to create opportunity for that team. And we've been doing that from day one which was just over seven years ago, April 6th, 2014 is the first chicken we sold and. It's been a ride from there. Adam: [00:02:04] cool. What got you into starting Hot Chicken Takeover? Joe: [00:02:07] I, as just an entrepreneur my entrepreneurial life goes back into my adolescents of just always finding ways to make money and similarly my kind of interest in being engaged in the community and moving community initiatives forward, goes back really the same parallel timeline. And my, my sophomore year, I had the privilege of college and the privilege go to Capital University and had a great mentor in my life, my sophomore year, that set me on this path of social entrepreneurship, co colliding, the two interests in my life up to that point. And so yeah, I've been, an aspiring social entrepreneur since, 2004, and have been working professionally since then in some capacity, whether it was as an intern or as an actual entrepreneur and just really believe in the power of employment in particular, to be a source of dignity, pride, and a foundation for folks that are moving forward. But yeah, so Hot Chicken is probably like the. The fifth, fourth or fifth attempt, depending on how you count them at social entrepreneurship. And I've had some success, and definitely Hot Chicken Takeover as the most commercially successful thing I've done so far. Adam: [00:03:22] When you launched Hot Chicken Takeover, what were some of the elements that you brought in to really develop out this hiring model and maybe you could explain a little bit what this hiring model is and what you need in order to make that work. Joe: [00:03:36] Yeah. Yeah, so I'll start on that. The kind of the hiring model and the methodology there, we've been I've been doing some version of this really since I started my professional involvement in social entrepreneurship. So that is, 15 years or so at this point. And the general instinct has always been, I've always been probably more focused on for-profit work environments that have the potential to scale and create growth opportunities. But the general idea is it starts with a fair chance and consideration for employment. No matter what somebody's resume or alternative resume from their past looks like, but the intention is to offer an opportunity and then welcome people into an environment with a handful of kind of pillars. And so one is just the easiest way to think about it is we want to be a really positive employer. We just want to be a best in class employer. And in, in particular, in the food and beverage industry, the quality of life and employment is just, the bar is set really low. And so we want to be better than that significantly better. And so what we think makes for a positive work environment and what we've evolved through the years is one, setting really clear expectations for folks and giving, giving people the ownership and domain of their own career trajectory, through expectation setting and very objective job criteria. And so if you want to grow here, this is the way you do it. You follow follow this path, but it puts, puts the ownership back into the hands of an employee. And often for this target of employees, ownership of their own future is something that they haven't had a lot of inertia around, based on their circumstance. So clear expectations is part of it. The second piece of the puzzle is really relevant benefits. And so a lot of organizations, will throw 401ks and paid time off at people all day long. You know, if you're, If you're getting back on your feet and had experienced a lot of instability or volatility in your life, something like a 401k that you might not touch for 40 years, it's just not a relevant benefit. So we compliment. Things like 401ks, which we do have, with also benefits around match savings accounts to invest in things like housing, transportation education that are in the short term, really critical to somebody. Clear expectations, relevant benefits, really frequent feedback is the third pillar. And so we have an environment that's very deliberately developmental. And so you should always know where you stand at Hot Chicken and you get frequent feedback about your performance. And that, that's two-fold one is your performance in the job which is like, how well are you frying chicken? Are you meeting, throughput expectations on how fast you can process a meal down the line, whatever , to also, how are you doing as a member of this team? And every 90 days. Somebody is getting a documented performance feedback on their contribution to the team. That's measured through representation of our company values and their specific job performance. And then the last thing we talk about is just having a dish tank culture. And regardless of who you are you joined the team on our dish tank. And so whether you're a COO that was externally hired or a newly promoted crew member everybody starts on dishes and we believe that general environment really empowers folks by acknowledging that all jobs are critical and important. And and also instills the humility that you should always be willing to do dishes. You should always be willing to pick trash off the floor, clean a bathroom, et cetera. And our corporate team members definitely definitely represent that as well. Adam: [00:07:11] So breaking down the hierarchy and making everybody come together as a team to get things done. Joe: [00:07:17] Yeah. And when you think about what I've shared, I think it's easy to get wrapped up in the novelty of being a fair chance employer or a social enterprise. The reality is a lot of these things and just being about being a really good business, a really good employer, a really good leader. And So when you start to think about it more broadly like that, you can look at other great examples of business leadership maybe outside of the social enterprise world and start to extract the nuggets of how you just be the best employer. And for us, we know the best. Best employment is about investing in people's personal stability because it yields professional stability and Yeah. So that's the framework of fair chance employment, that I opt into which is not time limited. We're not a transitional employer. We are here to be alongside of an employee for as long as they want to be alongside of us, or we want to be alongside of them. A lot of accountability people get unhappy with us and they quit. We get unhappy with people. We separate them. And so it's not there's nothing really charitable about that. But that also is a way we protect the value structure of the company to make sure that everybody that's on the team represents those things. Which, our five values are growth, respect, integrity, initiative, team. Spells grit and we try to source candidates that align with that, but also are holding people accountable to that on a recurring basis. Adam: [00:08:35] Now just looking at the bigger picture, how does creating this kind of supportive environment? How has that reflected in say turnover of the employees? Joe: [00:08:45] Yeah. Great question. So I think what we've set out to prove is really that, that the nature of this work of being a supportive positive employer also presents dividends to the company in terms of retention, employee productivity satisfaction, et cetera. And so thankfully we've really proven that out. And so, our industry, this particular moment in our industry is really wrought with a lot of volatility and staffing challenges. But generally our turnover in the industry, it looks around like anywhere from 120 to 150% a year based on. What statistics you're looking at, our turnover is around 50% a year. And so we're two to two to three times better than industry. And that makes a huge difference in continuity of guest service, support, all those things. And yeah, we've definitely seen a benefit there. And yeah, and we do spend more money on employee benefits and support. We spend more money on wages. And those are all investments that we make as a company, but we believe there's a, an ROI for our business and for our community. Adam: [00:09:52] Now, do you have any examples of what some of the personal support is that employees need when they come to Hot Chicken Takeover, that might be different from somewhere else in the industry. Joe: [00:10:03] Yeah. Yeah. So I'm not sure it's that different than elsewhere in the industry. What's different, I think is that we just acknowledge it and we try to intervene and support. And most employers that are citing those huge turnover numbers are citing issues with transportation, with housing stability, with childcare which are all just symptoms and marks and the volatility and in the greater community, particular, lower income communities. And we have traditional benefits like healthcare and 401ks that the majority of our team I believe is on a company health care plan, which makes a significant difference. But we're also offering flexible scheduling. We're offering significant parental leave, three months of parental leave paid in full, regardless of who you are on the team. And we're investing in transportation support, supporting people with housing recommendations, things like that, but really all those places with volatility, we'll try to build some benefits, earned benefits that can offer there. Some more meaningful than others, we've got a great partnership with local bike shop role bicycle company that gets our employees on really high quality bikes at a really affordable cost to them. And sometimes that's our intervention for transportation, but it all makes a difference. Adam: [00:11:20] oh, that's exciting. You didn't know about that. How long has that partnership been around? Joe: [00:11:23] Quite some time. Yeah. I wouldn't even know. Maybe few years. But and that's, a great example of a we had a single employee that had a need for a reliable bicycle. For his health and for his just for transportation. And So, he asked he's, he spoke up and just said, Hey, is there anything the company can do that can help us there? And as we started to feel out the question, it was also apparent this is something that could benefit other team members. And so we started making phone calls and I'm a cyclist. So that was helpful an…

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    Rich Brubaker of Collective Responsibility Explains Why Nothing is Good, Bad, or Otherwise at First Glance Jun 11, 2021
    Show notes

    Rich Brubaker of Collective Responsibility explains the variety of work he does in both for-profit and non-profit spaces. He teases that even after 12 years of marriage his wife still asks what he does. Rich’s portfolio is versatile, but to describe him he is one of Asia’s most recognized authorities on sustainability, innovation and responsible leadership. Portions of his work include being the managing director of Collective Responsibility, the executive volunteer of HandsOn China and as an adjunct professor of sustainability and social innovation at Southern Methodist University, Richard has a career focused on helping develop businesses to address economic, environmental, and social hurdles. Among the projects Rich takes on, he finds himself assisting brands like Nike and Adidas with changing the way they impact communities. Most large brands come to Rich knowing how to describe their issue, or what they are aiming to do, but they require suggestions on strategy. Rich explained that there’s more to look at beyond the brand itself: “… a lot of times what I find is, the knowledge gap also extends to who is being impacted, who is relevant and who has the power to affect this change.” Communicating the issues is not enough to understand the systems that are creating a positive or less desirable impact. Knowing the problem and the aspects contributing to the concern can be developed by engaging with the issue and people related to the issue. Rich suggested that anyone lacking experience in a field should focus on learning about the field first. Whether the person chooses to volunteer, get a job, or pursue academic study related to a specific field, be more involved with the concern by interacting with the system and people attached to the concern. Then, you can consider what you learned to put together a solution. Rich described it as: “You’ve got to go swim with the turtles to see where the plastic’s coming from.” While interacting with the concern, Rich explained that you should be observing without labeling everything you see at first glance. Since multiple people are participating in a “system that’s fundamentally flawed”, someone being a stakeholder in the system doesn’t mean they are complicit. We discussed the need for processes as an initiative finds a rhythm to providing their solution. Rich gave insights on which processes help keep initiatives steady, such as hiring a good team, market research, project execution. To illustrate that point, Rich later gives examples of systems scaling up in sustainability from his time in China. He expressed the differences, and similarities, in trends around developing society between the US, Europe, and China. Rich Works extensively with students, and shared how he connects students with large companies like Target and Jaguar. Students get together to work on a specified concern the brands provide based on real issues within the company. Rich expressed how involved both sides get into the projects, and how these kinds of interactions can fuel change. If you would like to learn more, you can visit their website or YouTube channel. Read Full Transcript Adam: [00:00:00] Welcome to People Helping People, the podcast inspired, greater social change and give you ideas on how to take action. I'm your host, Adam Morris. Today. I am delighted to have Rich Brubaker on our podcast today. One of Asia's most recognized authorities on sustainability, innovation and responsible leadership. As the managing director of Collective Responsibility, the executive volunteer of Hands-on China and as an adjunct professor of sustainability and social innovation at Southern Methodist University, Richard has a career focused on helping develop businesses to address economic, environmental, and social hurdles. So without further ado, let's dive right in. Rich. Welcome on the podcast. Rich: [00:00:38] Hey, thanks for having me great to be here. Adam: [00:00:40] Can you start off, can you just give us an overview of your background and what you do in sustainability? Rich: [00:00:46] Ooh, how long has this? Alright I'll preface this by saying I've been married to my lovely wife for 12 years and she still has no idea what I do. I've been in China almost for 20 years now. Came over here to be a standard consultant M&A helping brands, in China expand over the course of time, I started a few charities. I started a few for-profit social enterprises, basically addressing the urban challenges. That I've been seeing blow up in this region of the world. My real history all draws back to high school and one of my teachers asking if I'd like a day off and some extra credit, if I were to volunteer for the special Olympics, I put up my hand. And about 10 years later, I started a large volunteer network in Shanghai. That's now about 15,000 strong. So I, I don't really have a career. I don't really have a focus. I don't really have advice on how to do either one of those, except to say that I just keep seeing issues. I keep building platforms around it, and that includes a for-profit a non-for-profit academic. And then I have my podcast slash YouTube channel as well. Adam: [00:01:46] And now you're based in, Shanghai. Rich: [00:01:48] Based in Shanghai, and up until about a, what, 15 months ago, I would be traveling probably once or twice a month around the region, if not around China meeting with entrepreneurs, delivering projects for large brands. And then just generally doing research around the region. Adam: [00:02:05] I'm curious to hear just a little bit about what a social impact you've been able to create in the community in Shanghai, through your social enterprises. Rich: [00:02:15] It's a good question. And I think, the charity has been going now for almost 17 years , as an organization, about 14 of that. And every year we put up about 35 to 50,000 hours of volunteering connecting with 25 to 50,000 people, cleaning up, 15 to 20,000 kg of trash every year out of the ocean. There's just a lot of things happening. Through my MBA experience, I was teaching MBAs, what is now probably a top 10 business school in the world to 220 MBAs on average a year. And we do 36 live projects every year with brands, with entrepreneurs, with NGOs and just, you can imagine all the stuff that came out of there. Like one of the projects that I remember is we rewired the IBM global volunteer strategy and I don't know how to even define some of that stuff. And then my consulting practice, we work with large brands to help them basically identify and address an issue That's within their value chain somewhere. And so for Target the major retailer, we help them with connecting families where the mother or father, or maybe both are in factories and the children are 3000 miles away, going to school and living with grandma and grandpa. And we try and help bridge those ties, but I've also worked with furniture companies to help them decarbonize and dematerialize, the chemicals in their process and working with groups like Adidas and Nike to close the loop on their plastic waste, being it, literally like plastic bags and the supply chain, or it could be the textiles that we wear and run around on bringing that in, closing the loop and hopefully helping them. Achieve a better future. So it's everywhere. And I think that's the fun of being here is I have no focus. I don't really focus on measuring impact. It's up to, to look back constantly and say look forward? Are we going in the right way, looking back going, are we going the right way? It's the way I do it. Adam: [00:04:01] Now I always get confused when it comes to sustainability, because it's a word that's used to describe a lot of different activities. It's just it's a very broad word. Rich: [00:04:11] Yeah. Adam: [00:04:12] Like how do you approach sustainability or how would you break that down into more clear buckets of here's what this actually means. Rich: [00:04:19] So I actually didn't come at this from the polar bear carbon solar panel equation. Like I don't look at it like carbon is going to kill us and it's evil and we just need to save the polar bears like that wasn't my approach into it. Although I had an environmental bias, from when I was young, I think the way that I really define it now is, we're going to have seven to 8 billion people in cities. And for us, when you move someone out of the rural environment, that could be a farm that could be a village that could be a suburb into the core of an urban city. As I know it in Asia you know, significantly, increase the size of their impact and their footprint, be it from energy, water, food, the draw in the healthcare education, whatever. And you need cities to serve their function, which is to bring people in to jobs, provide security, provide an upward mobility and you need all these things to work. So when I look at sustainability, I look at the footprints of urban consumers against the scaling up of those numbers, to where we have 8 billion people and what resources are required to make a city function at that time. So you need jobs, you need healthcare, you need education, you need clean air, you need clean water needs the food, you need properties. Like you, you need all these things. And that for me is sustainability. And I know it's broader than most, but that's also, when I look at what are the human needs. That we face, it all comes back down to that part. Now I'm not saying that people who live outside of cities don't count. I that's not the intention. It's just the systems that we are building, scaling and see fail are being built for the city. The rural off-grid the village, sustenance farmers. Like they're not the ones who are seeing or participating in this ramp up for energy demand or ramp up for food. They're living a very similar life that we did maybe 50 years ago or, even more than that it's the urban lifestyle. And so I really just constantly figure out like, how can you improve that? Be it delivering food more efficiently, or increased healthcare, quality at a reduced cost or, education, future jobs. Like all these issues are super important to people and that makes them super important to me. Adam: [00:06:33] When you're working with a large brand like Nike what's that approach of going in there and identifying, here's what the biggest problem is that you can solve and identifying a need that fits with their business model. Rich: [00:06:46] Yeah. For the most part, If I'm and most of the brands I'm working with, including say Nike Adidas, whoever I'm working with. Most of them actually, they're very clear on what their challenges are. In terms of the infrastructure in terms of the externality or what's breaking down or now that they've maybe fixed something, what the next step is that they need to work on? I think most companies globally are pretty aware of like where they've got an issue and what they need to do. What I come in and do is try and figure out how to get that done sometimes. Or what's the timeline, what's the strategy. But a lot of times what I find is. The knowledge gap also extends to who is being impacted, who is relevant and who has power to affect this change. And then what are the catalyst for change? So if you think about any of the fast fashion brands, you think about any of the big food brands. The role of government, the role of NGO, the role of media, the role of citizens. It all changes. And then at some point it all interplays when something bad happens. And I think a lot of brands either take a defensive strategy, which is, what are the regulations going to look like? And what can I do just to stay right above that waterline. And then you have groups like Patagonia and others who, and I'm going to use names that you know, I'm not going to confuse it anymore, but you know, you take a Patagonia, like they've said, look or Interface Flooring. Like those two, everyone usually knows about them. And they're like, look, where are we so far above? And then what they do is they over communicate the problems. Like you go to both of their websites interface or to Patagonia, and they're telling you every single problem they have and. I generally work with a group like that because they know what it is and they're invested in fixing those challenges. Now, does that make them more or less sustainable? Does that make them a sustainable company? Does that make them better? I'm not judging that. I'm just trying to figure what is the system that, they're struggling with and what are the ways that we can make investments in people? Process, product materials. To make an improvement. And generally I'd say that my clients overall are growing more and more open to making deeper and deeper, more valuable investments in time, resources. Adam: [00:09:02] Now do you find that's something that needs to be baked into the company's DNA, like Patagonia, where that is part of who they are. Or is it something that, companies are like if there's a financial incentive sure but otherwise , is there any common driver behind what brings people to say? Yeah, I want to be more sustainable. Yeah. Rich: [00:09:21] You can learn a lot about fire by putting your hand on the, in the oven, right? No, I don't think you need to have people that are naturally inclined, like a Yvon Chouinard who just generally look, this is my mission. Or, if you look at the interface story, Ray Anderson, he had what he calls a spear in the chest moment where, the mid nineties she's like. Holy shit. I am. I'm going to go to jail. People like me are gonna go to jail and I better do something. I think you can have it all. I think it can come from anybody. And in general, we did a piece of research. We called sustainable ambassadors. And yes at the top, I think it makes it easier if you have an entrepreneur led or family led organization that is smaller that's non-public Patagonia would be one of those Yvon Chouinard is still at the helm or he's still the visionary that people rely upon whether or not he's running the organization. Day-to-day. He can throw out those ideas and people will genuinely follow him because he's also built a culture over years by who he hired, who he trusted and then how he set up the mission values of the organization. But Paul Pullman came into Unilever well into Unilever's history of being, what many would say is a bad actor and said, I'm going to do something. And it took, many years of his tenure there before he left to. Rewire the organization, rehire, the talent required, restructure the processes and the suppliers and the materials and the design and the customer experience to make progress. Did he get, as far as a Ray Anderson or Yvon Chouinard, would. It's difficult to say, but he made progress even though he himself wasn't a rabbit environmentalist and he was not leading an organization that started with it at the core. I think you can definitely learn over time to make those changes in short Adam: [00:11:18] Now, how does that differ? To somebody who's just starting out, who's, maybe a sole entrepreneur who's getting off the ground and they have, maybe they are making a social impact on some other way. But part of their own DNA is like, Hey, I care about sustainability. What do they need to know in order to get the right footing? Rich: [00:11:39] Look, my question would be, are they starting what I would call a mission-driven organization? Are they a mission-driven entrepreneur? Because if they are, they need to have a clear focus on the problem that they want to solve…

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    TimeRepublik’s Gabriele Donati Shares Why Timebanking Builds Trust into the Community of Your Business May 27, 2021
    Show notes

    Gabriele Donati spoke about his work with TimeRepublik, the world’s first purpose-driven social network. TimeRepublik offers a global online platform for users to provide services in exchange for TimeCoins that can be used to purchase other services on TimeRepublik. With a global reach, TimeRepublik built a strong online community of users that value their social network platform. Lately, People Helping People podcast episodes are focused on how to build a stronger audience and community around your business, so this conversation with TimeRepublik reflects that theme. Alongside building a community, the business is shifting expectations people have for in personal interactions. Gabriele described TimeRepublik’s function as “a digital platform where you can exchange time instead of money.” He followed up, explaining that there’s an idea of taking money out of the equation: “It’s because we are more interested in creating relationships between people rather than transactions.” Gabriele emphasized the process of building trust between users, and how those bonds open doors. Unlike currency exchanges that can be “one and done”, the service-exchange approach on TimeRepublik starts a mutual effort on both sides to fully communicate. In the beginning, the platform was made to be global one-on-one exchanges, then, the team realized how powerful the exchanges become when given a common space. Users of the platform can create groups/ communities to connect with people of a similar interest. Groups allow for people to find each other much more easily, while strengthening the bonds in the interactions. Gabriele gave an inside look at a project involving principles of TimeRepublik within companies. In the project, staff were placed in a small group and told to offer a service of one of their passions, not what’s considered their traditionally “professional” skill”. Gabriele gave an example of what happens when people gloss over what is considered a passion, talent, or hobby. Sometimes society is so clear on sticking to an imaginary limit we place on ourselves that we forget the things that help our different traits shine. On the actual platform, people are more than happy to help once they identify their talents. Gabriele jokingly expressed how the team needs to remind users to post requests for help themselves. People come willing to help, and almost forget that they can request a service. Gabriele shared that the trend is mainly from users being excited to be on the platform, and he also mentioned that part of it may come from stigma. Gabriele expressed that culture sometimes relates asking for help as a weakness, which creates the unnecessary stigma. Another reason for the trend connected to the thought that once you ask for something, you are immediately indebted to give something. We both agreed that society can choose more empowering perspectives. By allowing someone to help you, you are gifting that person the moment of happiness they get from helping you. There’s a mutual reciprocity, which leads back to the relationships and trust needed in community building. If you would like to learn more, visit their website. Read Full Transcript Adam: [00:00:00] Welcome to People Helping People, the podcast to inspire greater social change and give you ideas on how to take action. I'm your host, Adam Morris. Today, we're speaking with Gabriele Donati who co-founded TimeRepublik, Switzerland with his high school friend, Karim Varini after learning about the power of time baking and exploring how to grow a global community on the internet. TimeRepublik, founded in 2012, prides itself on being the world's largest time bank and the first social network that actually makes you happier. They have over a hundred thousand members in a hundred countries with people connecting and sharing their time. What fascinates me most is their approach to building a successful community online. This is a question that so many social entrepreneurs have when they're launching their business. So I'm excited to dive in. Gabriele welcome on the podcast. Gabriele: [00:00:47] Thank you for having me. Adam: [00:00:48] Can we start off, can you tell us a little bit about TimeRepublik? Gabriele: [00:00:52] TimeRepublik is really a digital platform where you can exchange time instead of money. So this is like the shortest version that I can give you. The idea of taking money out of the equation. It's because we are more interested in creating a relationship between people rather than transactions. So today technology is an amazing tool to create transactions, but they're forgetting about the relationship part, which is basically our goal. Adam: [00:01:18] Why is this form of TimeBanking helpful for individuals? Gabriele: [00:01:22] Time But 10 banking has been around for many centuries, actually. The modern inventor it's Edgar Cahn, is actually in DC is still alive is 86 years young. I think, around there. And he basically creates a time banking mostly to help the disenfranchised. So it became a more of a movement of volunteer movement to help the elderly do or the veterans or disenfranchised. This is a great idea for us because, when we decided to create a space where money was out of the equation, as I said, we did it really know time banking, and then researching it, we found out this, the system was already available. And the amazing things of time banking is that one hour it's equal for everybody involved. So no matter what you do, no matter if you're like a surgeon or a musician, your hour is worth the same. And it's not like saying that, were giving you a value or we'd like flattening the curve of the values. We're actually saying we're not so concerning measuring the values of people's skills, but you're more concerned in measuring the relationships. In creating relationships, which for us is the most important thing, because only through relationship, you can generate trust between people. And once you generate trust, then everything is possible. Really the spectrum of possibilities. Once you know, you trust me and I trust you. It's much greater, you become part of my family, my community, and I opened so many more doors to you once we have that. This is what really time banking is about. And that's why we adopted the same model for TimeRepublik. Adam: [00:02:59] I have a question on just like how you build that trust when somebody uses the platform what's that experience like when somebody comes in. Gabriele: [00:03:06] It's pretty challenging because the barrier of entry. It's much higher than let's say creating engagement. like on regular social media platforms without mentioning any names, TimeRepublik, it's not necessarily just to, or to post a silly joke or a meme, you really have to be engaged, so you really have to do something. So it's, let's say to start the process and to find the diamond, that, that precious thing, it requires a little effort. And not, once you create an exchange, let's say, because someTimeRepublik, I should say it may be a little bit, how it works. Basically, you registered on the platform, you fill out your profile and then we give you some time coins, which is just a fancy way to call the currency of time. One time coin equals 15 minutes. And then we basically gift you a five five hours, which is 20 time coins. And then you can start spending those time coins by posting requests. Let's say you need a logo for your business. So you need some legal advice. Anything you need, you can post a request and then you can pay the people that help you with that, with those time coins. It really looks like a service exchange platform, is like task rabbits or like those services exchange platforms. But the service exchange is really the excuse to start something else, Right. You can, of course, you get something because your logo gets done and pretty nice, because we have some great graphic designers on TimeRepublik, but also it starts a new relationship. You recognize it only once, once you try it. And once you find it, because it's funny because we're so used in the market economy, that anything you do, I, let's say I exchange a fee, a service with you. As soon as I pay with money with feared currency is like saying, Okay, our relationship stops right now. You get, I got what I want, I pay with what you want and that's it. Bye-bye right on TimeRepublik one's time is involved is exact opposite. We start with a service exchange, you helped me and I get something from you. And instead of stopping, this relationship, I say, Okay. this is basically we lay the foundations to create something more meaningful, something deeper and not in a new agey way. I'm not saying, kumbaya now we're friends, as I said, you only experienced it once you try it, because we are so used to get like money for anything that once. You have this awkward moment that, okay, I did something, you did something, and I pay you with this time that, it's really not tangible. Okay. Is this, what is the catch? What's happening now? You know what and, nothing happens, that's it. We just create something deeper with this person. And we see that. Just how people communicate with each other. Let's say we did a semantic analysis of the word count of the chat, the typical chat on TimeRepublik and typical messages on chat on other platforms. And on TimeRepublik is like the word count is three times more. Adam: [00:06:08] Wow. Gabriele: [00:06:09] So it means that people take more time to express what they need to be more appreciative. And to tell you a little something more about, about themselves, and this is really what we valued. It's, this is why we created TimeRepublik. And that's how we designed the platform for you to, to do that. As I said, we don't have likes, we don't have a wall where you can post pictures where you can. Know, tell us everything about your life, but we just give you a tool to basically exchange real things with people. Adam: [00:06:42] It sounds like that generates a much deeper connection between people when it's not just a monetary exchange because you're actually showing up and giving your time. Gabriele: [00:06:52] Absolutely. And this is, what we're really about. That's what human beings are for, but again, technology, and I don't want to, blame everything on technology because it's a paradox. We are a digital platform, but. We forget that what makes us happy is really helping somebody else. If you strip down all the BS of relationships between people, what really makes us happy to help you and you get a benefit and, I put a smile on your face. This is really Yeah, basic human dynamics. We're a social animal, social animal means that, we're helping each other, but what makes us, that's what gives us meaning and purpose. So technology is not doing that anymore. So Facebook, promised us like in 2005 that it was going to connect the world and everybody thought that everybody would be much happier. We've connected. Wow. I can connect with everybody. And the first part is, they did it amazingly because that's what they did. The, 80 billions people on Facebook. So this is great. As I said, I'm not criticizing Facebook at all because the first part was fundamental and they did agree the second part to make us happy. It's. It's just, it failed us, there's just not enough to connect with technology. It's just not enough to create, do those connections. You really have to go a step further. And this is, what we're trying to do with TimeRepublik to create basically a social network with purpose, which is a paradox nowadays, because social media is basically purposeless or leveraging on the dynamic that everybody knows, like narcissism, voyeurism. And so forth that just creates more alienation and more solutide and loneliness and depression. There's plenty of studies that shows that kids are much more depressed if they spend eight hours on Instagram to show to look at people's lives. Adam: [00:08:55] That makes a lot of sense. One of my friends, Jay Clouse recently was talking about this where, everyone, he follows on Instagram. He's curated to be like people he looks up to. And so people that are much better than him. And, he's doing great stuff, but he said, all of a sudden he has all of this, anxiety around his own performance because he sees all these other people doing really much better. It's very easy to forget that you are where you are and so that makes a lot of sense. But I think this point that you make we're really happy when we are helping somebody else. Like that is a really important point. I've been involved in a course called Creativity and Personal Mastery. And Dr. Rao has this, the spiel where he says, anytime that you're in a fight with somebody or angry or upset you're living and then a me-centered universe where you're focusing on yourself, and if you shift that to another center universe where you're looking at, Hey, how can I contribute to somebody else and take yourself out of that equation then, know, all of a sudden there's nothing to get angry about because it's not about me. And so it makes the sense that, Hey, when you're helping somebody, all of a sudden, it's not a transaction of what am I getting? It's you know, you take that, oh, I'm getting this and I'm giving money. And all of a sudden it's we're sharing time. Gabriele: [00:10:08] Yeah. As I said, it takes a little longer and it's not as challenging as I said, we've been around for nine years, as I said earlier we did all the possible mistakes. Like every startup, but we still around, so it means that we're doing something right, is we will actually creating something that people need. Otherwise, people wouldn't use it. But it takes a lot of effort. And at the beginning, we wanted to scale like Facebook or like Instagram, right then. We would see, like only two people using it. Then the 20, 2000 and 20,000 is never enough. But, it's, once, once you realize that the community in TimeRepublik or people that you're dealing with is so much more powerful. It's so much more meaningful, you can get things done. I replied to this request three days ago. Was this girl, I think in Portugal, she posted a request that she wanted to create a round table to talk about spirituality in general. She was not very precise. And I replied to that request because I've been doing some reading lately that I wanted to share with her. So she replies back to me like the day after saying, listen, I got overwhelmed by your replies. So what I'm thinking of creating like a zoom meeting. So we can all get together. So I don't have to do this one one-to-one exchange so we can all share together. And that's what we did. We met on Monday and we spent like an hour and a half just talking about these things. And and then she decided to create a community on term Republic on that topic, because it was so successful. And it's incredible. The people you meet, the level of. Of thinking and intellect that these people had. I I was talking to strangers on every corner of the world and going pretty deep into the discussion. And I said, man, this is incredible. It's something that I never experienced on any other platforms. Of course you hear it from me, I'm the founder and CEO TimeRepublik. It seems that I try to sell your product, but, as I said, you just have to try it and see it for yourself. You constantly meet people that just want to, To do better and to go to the extra to, to express, something that is much more meaningful than,…

    Full show notes at the publisher

    Grow Ensemble’s Cory Ames and Annie Bright Prioritize Quality and Consistency to Develop an Attractive Content Creation Strategy May 21, 2021
    Show notes

    Cory Ames and Annie Bright discussed their ongoing work with impact media company Grow Ensemble, which also includes their podcast Social Entrepreneurship and Innovation Podcast. Grow Ensemble is a content and media company inspiring businesses and individuals to consider more sustainable business and life choices in support of the impact economy. Cory and Annie also train and consult other purpose driven businesses to achieve results to build audiences of advocates that connect with the mission of impact companies. Both Cory and Annie describe their journey into the world of social entrepreneurship as coming from backgrounds of digital marketing and law. After being active in their own respective fields, they came to discover that there was a way to get involved with initiative’s closer to values they support. Cory’s journey is the kind where you see a different picture once you climbed a mountain. Annie’s story is the kind where you’re deciding between two paths until someone shows you there’s a third path. While telling their origin stories, both Cory and Annie blend into what led to using their skills for social impact. Through content and media, Grow Ensemble is encouraging people to consider more of what their choices mean. People tend to downplay the personal impact they have on the world, but Annie gave an excellent example of how small actions influence larger outcomes and trends. Annie shared that the main point of personal small action is the way it significantly reduces what’s being added to the problem. Annie actually reconnected to share the exact statistic she mentioned in her example after our conversation, which is “The shampoo bottles thrown out every year in the U.S. could fill 1,164 football fields.” As a social enterprise, Cory spoke about what it’s like to present information to an audience without overwhelming the audience. Two major factors he mentioned are access points and momentum of how people interact with the initiative’s content. He goes on further relating the two factors to providing opportunities for people to engage with better choices, as well as explaining how each small choice builds momentum. He explained what approaches he suggests for budding entrepreneurs versus established companies. The common thread of both approaches involves content creation, which Cory explained why discoverability is outside of “gaming” algorithms. While speaking, Cory and Annie expressed their latest interests in regenerative agriculture. The duo came across the topic after working with a company focused on the issue. They learned how new age farming techniques disrupt nutrients and carbon sequestration of the soil. Cory Ames and Annie Bright shared what’s coming up for Grow Ensemble, including the launch of a new series focused on the impact of fashion. Grow Ensemble is continuing to introduce people to living with choices that more positively impact our world. The duo emphasized that it’s important that people don’t blindly trust certifications or advertising from companies, but that people are engaging with companies that truly care about the positive impact. If you’re interested in learning more, you can visit their website, newsletter and podcast, or find them on Instagram, YouTube, Linked-In or Twitter. Also, check out the websites for Cory Ames and Annie Bright! Read Full Transcript Adam: [00:00:00] Welcome to People Helping People, the podcast to inspire greater social change and give you ideas on how to take action. I'm your host, Adam Morris. I'm so excited to have Cory and Annie of Grow Ensemble on the podcast today. Grow Ensemble is a content and media company focused on making sustainability and better for the world business practices the norm for both individuals and businesses in support of the impact economy. Their focus is on inspiring consumer audiences to become more active participants in making the world a better place. Cory and Annie also train and consult other purpose-driven businesses to achieve results with their SEO driven content and efforts to build audiences of advocates, to help support and maximize the impact companies are making. Personally, I'm really excited to dive in and do what Cory and Annie are doing because we're trying to figure out how to grow our own platform on people, helping people. They also have an excellent podcast called the Social Entrepreneurship and Innovation Podcast with some great guests on there. So without further ado, Cory & Annie welcome on the podcast. Cory: [00:01:02] Yeah, we really Annie: [00:01:03] appreciate it. Adam: [00:01:04] Can you just tell us a little bit about what Grow Ensemble is in your own words? Annie: [00:01:09] Yeah. And I think that was a pretty good intro. And like you mentioned an impact media company. Aimed at increasing access and engagement with what we identify as truly sustainable businesses. So we're really trying to do is provide opportunities and information for regular people like us to make decisions that are in alignment with their values. Whether that's through the daily purchases or the businesses that they're engaging with or working with. Cory: [00:01:33] I would reiterate much of the same. Grow Ensemble for Annie and I is kind of something of like our own, documentation of our own sustainability journey and journey into sustainable business. As we connect with really exceptional people, as you mentioned through our podcast, learn about all sorts of things like regenerative agriculture, B Corp certification, composting all sorts of different stuff. And we like to really write that down, record it, record videos, and share that with the folks who consume our content. Adam: [00:02:06] How did you guys get started on your journey? Cory: [00:02:08] Before grow ensemble I always had some overlap in digital marketing, content, marketing and entrepreneurship generally. I first worked in a digital marketing agency that, randomly serves dental practices all over the U S and Canada. I was more excited about the opportunity to learn digital marketing itself and learn the ins and outs of the dental industry. Also important. And so I had a great opportunity to, to work right under the CEO of that small but fast growing company. Gave me a license to try, experiment with things and he, his promise was, he'll teach me everything. He knew about digital marketing and kind of set me up to, to run a business of my own in a few years. And sure enough, he did. And I worked my way up in that company ultimately moved into the CEO position. And it was at that point in which I really had a full scope of the business and had to really grapple with why they were in business. What the purpose of it was to where I felt a little bit of a mismatch with what my values were particularly. And I think what most appealed to me about entrepreneurship generally and why I think businesses should exist in the first place. And so with a little bit of a mismatch in values that kind of took me into an existential crisis of some kind, because not that motivated to just make money for the sake of making money. And I sorted through what I thought about business, entrepreneurship and the skills I've developed over the last couple of years. And in question, if I should really continue on with any of those and thankfully, this was near the time of when Annie and I originally met and she is a much better person than I am. And so she encouraged me to check out social entrepreneurship communities. It was specifically the certified B Corp community and learn about, great companies like Tom or Allbirds or folks like that. And I saw that they're having an annual conference. Actually in New Orleans at the time we were in San Antonio and it's an eight hour drive and it was a month away. And so I reached out to the organizers and just asked to volunteer. And so I was trying to mismatch the skills that I had in digital marketing and entrepreneurship with who's my community of people. Are there other people who I think do business in a way that's ethical and a way that feels in alignment with what I value, what I believe in. Went to that conference and met all those different types of companies. And I was blown away. I remember calling Annie. She was in law school at the time, so she had to stay back in San Antonio. But after the first day I was calling her saying Oh, I think these are my people, that's that and a good few ideas and things later, I think the core of Grow Ensembles idea really came from Annie herself, as opposed to me, I'm just like the skillset. Annie: [00:04:54] This is why we got married. Yeah, Adam: [00:04:58] I love that. Cory: [00:04:59] From there, it was really diving deep into just learning more about community. What's different about these types of businesses, these business people, and as well, the realm of the areas of impact that they're involved in social or environmental, or what have you. Annie: [00:05:14] I think there's also a thing of when you learn about with these businesses are doing. Truly sustainable and social business. It's very easy to then want to get on a rooftop and scream and every conversation you have, you're like, yeah. You're like, Oh my God, no. Did you hear, have you heard, did you know this was an option? And so it makes our job very easy. Adam: [00:05:32] How did you learn about social entrepreneurship or get on this journey, Annie? Annie: [00:05:36] Yeah. So I think one before, when I was deciding whether I wanted to go to law school my older brother runs a education-based nonprofit in Austin, Texas called college forward. And I had mentioned like, Oh, wait maybe I'll go to law school or maybe I'll get engaged with some type of business, which isn't where my family naturally goes. There's a lot of like teachers and attorneys. And my brother said, you got to look at this, these poor people, there is a different way to run a business. And so he introduced me to that. And then when I was in law school and for a brief stint after I was working on immigration and a very common response that people would have to me, would be to say something like, Oh man, that's such a terrible problem. I'm glad people like you were doing something. And I would think wait, now we're more of a triage side of things. There's a lot more that everybody could be doing way before the problems get to an asylum or an immigration attorney. And I think my brother made me aware of the community, but having that, like worm's eye view of how regular people can get to know this ecosystem of change around them and take action. And that kind of came through a culmination of quite a few experiences like that. Adam: [00:06:43] I always love hearing people's journeys to learn about social entrepreneurship or get involved. But one thing that you do Grow Ensemble is you're delivering this message and helping reach new audiences to teach them about social entrepreneurship. So what are some of the things that you find are helpful in the way that you spread that message for companies? Cory: [00:07:03] Oh, that's a good question. It was really just, what was our existing skill set that we had laying around, as to why that was our approach and method degree. I had a lot of experience in online content and SEO and Annie's done quite a bit of writing and editing herself. And so those things together is just alright, you know what's the first way that we immerse ourselves into this community. And that was our first approach, but. And a number of things that I guess we find to be most effective in spreading that message is one from the get go is just consistency. I think just because, especially when you get into these bubbles of any sort of realm of social entrepreneurship, like social impact, environmental action. You start talking to all these people and you think wow, everyone thinks this way. And everyone is very considerate and mindful of the purchases that they're making or what they do with their waste or whatever it might be. But then you know, maybe you talk to some family members or her friends or whatever it might be. And you're like, Oh wow. Nobody shares this same experience or that it's a very small little slice of the pie that we're looking at. And so I think that repetition first and foremost has been very important to us from the very beginning. We've been doing grow ensemble now for two and a half years, and everything has been compounding on the other. It started with the podcast, then the blog, and then now we're getting into video production with our YouTube channel. But our plans with every single one of them is to find what is our kind of consistent cadence, that we can adequately publish on each platform, given our resources and capacity personally. And plan on doing that for a decade or more is our thoughts. So that's the first one. I don't know if you have Annie: [00:08:39] anything else. Yeah, I think so. We talk about this all the time of especially when companies are product focused, they're selling a product. And so what they're doing is looking for who's interested in the product and how can we get in front of them and inherently in girl ensemble, our focus isn't so much the people who've already drank the Kool-Aid as it is. A water man or water person who doesn't know about reef safe, sunscreen, or an animal rights advocate that doesn't know about regenerative agriculture or social advocate that doesn't know about labor rights and companies? the B Corp requirements for labor protections. And so for us, it's, there's a very centered group of people that are committed, like I said, but then there's so many people that really care about stuff and just don't even know that they don't have to make these daily compromises. And so all of our content is geared toward coming in, getting out in front of those people. And it's, our expertise is SEO. We use that to reverse engineer, like what all these people looking for and how can we present sustainable options is something they find. Adam: [00:09:44] So you use that expertise in SEO to help companies make sure that their content is reaching the right people and maximizing the impact that they're trying to make. Now I have a question for you. This question has come up a lot recently. Quite often there is pushback of an individual who says, Hey, I could change my behavior. I could change what I do, I'm one person, what kind of impact does that make? And one person among billions, it's easy to look at that and say there's not much change that me modifying my behavior is going to make. And I'm just curious to explore the other side of that. Because that's a relevant topic for everybody whose just wondering, how much is an effort for me worth in creating change in the world. Annie: [00:10:26] That's a very, like you said, it's an extremely common response. That's also a good question. And it's something that has to be answered if people are to be motivated to stay consistent in making sustainable decisions. And I think there's two components to it. One I don't think it's completely accurate. I think it is in some regards where yeah, the individual impact isn't, what's gonna make the big changes. But at the same time, it does influence trends, consumer trends, which companies respond to. And there are things that people can do that do have big impact. For example, we worked with Plain Products who did they make personal care products like shampoos, conditioners, lotions soaps, and they're in aluminum bottles that you send back to them. Also, they smell really good, highly recommend them. But, one thing th…

    Full show notes at the publisher

    Jen O’Ryan of Double Tall Helps Company Staff Expand their Worldview by Sharing Perspectives in a Safe Space May 07, 2021
    Show notes

    Jen O’Ryan from Double Tall discussed diversity and inclusion as it relates to the LGBTQ community. Double Tall provides service as a consulting firm for strategy, design, and implementation. Jen also placed her knowledge in her book “Inclusive AF: A Field Guide for ‘Accidental’ Diversity Experts”, which explains how to cultivate a more welcoming workplace.

    When first working with companies, Jen revealed that most approach Double Tall for consulting on unconscious bias. Jen shared that people tend to get stuck in their own worldview. Companies start the program, and realize the there is much more to the picture than what they thought. Jen explained that expanding the worldview of someone can be “a little mind blowing.” She further expressed that she is careful not to package LGBTQ+ experiences as a monolith, but as many experiences of different people in the community with similar aspects. It’s the type of learning that once you “see it”, you can’t “un-see it”.

    Before getting into consulting, Jen spent her time volunteering with Mpowerment, where she connected with LGBTQ+ youth. She saw the value of peer-mentorship that helped youth to choose healthier decisions in the way they lived their experiences. Here, she would also be exposed to the the stories behind the youth, such as discrimination coming from people in their lives and the institutionalized discrimination creating barriers. These scenarios continue into adulthood, which leads to Jen explaining what these scenarios look like in the workplace.

    An environment, like a workplace, can thrive if willing to take multiple perspectives into account. Unhealthy environments tend to be ones where different perspectives are shut down, whereas a healthier environment is open to a variety of perspectives. Being open to different perspectives is not solely about challenging each other to think differently. In reality, different perspectives allow people to gain knowledge of what else exists, like expanding the worldview.

    “I use the example of curbs all the time; so you’ve got the curbs, and then you’ve got the little slope for people in a wheelchair with mobility issues. Unless you’ve had mobility issues, or been in a wheelchair, or seen it, you would never think to have that curb.”

    — Jen O’Ryan

    Jen explained her thoughts on how to create a new norm in the way we interact with each other. People can support each other by speaking up for one another, as well as by becoming more aware of ourselves. She helped explain what can happen if people try to balance conformity when their identity doesn’t reflect the majority, or the environment built around their experiences.

    In life, you’re working with other people, and acknowledging them for who they are really opens up human connections. It allows us to meet people at the level of who they are as a person. Jen understands that acknowledgment as a “human need”; a form of authenticity that says “I see you for who you are. I see you as you are.”

    If you would like to learn more, you can visit the Double Tall Website, Instagram, or Linked-In.


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