Description:

In this episode, join us for an insightful conversation with Susan Fronk, President and CEO of MRA. Get ready to kick-start your new year, as we explore trends, strategies, and expert insights that will define success in 2024. Whether you're a professional, entrepreneur, or anyone seeking to thrive in the fast-paced future, Susan shares invaluable advice for making 2024 your best year yet. 

Resources:

2024 National Business Trends Survey 

MRA Hot Topic Surveys 

MRA Membership 

About MRA 

Let's Connect:

Guest Bio - Susan Fronk 

Guest LinkedIn Profile - Susan Fronk 

Host Bio - Sophie Boler 

Host LinkedIn Profile - Sophie Boler 

Transcript:

Transcripts are computer generated -- not 100% accurate word-for-word.

00:00:00:00 - 00:00:21:04UnknownHello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here.

00:00:21:05 - 00:00:41:11UnknownNow it's time to thrive. Well, hello, everybody, and thank you for joining us and happy New Year. And welcome back, Susan. Hey. Well, Susan, since your New Year podcast from last year is actually in our top ten podcasts of all time, we thought it would be great to really bring you back this year and share your insights for the coming year of 2024.

00:00:41:12 - 00:01:04:09UnknownYeah, I saw that, that it was in the top ten, but you know, sort of thing too much credit because I was one of the first podcasts. So it's top ten for a still call me season, right? Okay. But for those of you who may not know, Susan Fronk is MRA's president and CEO. And you're really here today to help you get your new year off to a great start, really help you and your business thrive.

00:01:04:11 - 00:01:31:17UnknownSo speaking of where to start, Susan, let's take a look at a recent national Business Trends survey from the Employers Association of America, the EAA. I know, Susan, you always talk about using data THRIVEn decisions and using those for results. So let's take a look at the results that we're seeing from the 2024 National Business Trends Survey. We know that the economy impacts everything every day, life in work.

00:01:31:19 - 00:01:58:05UnknownSo let's talk about the numbers for this year specifically. According to the survey, 67% of organizations say the economy will improve or stay the same. And that's an 18% increase from last year's report. So we're really seeing greater confidence in this year's economy. So my first question to you is, with business leaders feeling more confident, how will that impact employers for this year?

00:01:58:11 - 00:02:28:12UnknownSure. Well, first, a word about the National Business Trends survey and how relevant it is for our members. The EAA, the Employer Associations of America. Organizations like us across the country. So employers of all sizes in all industries and tens of thousands of employers. So this survey is really reflective of kind of coast to coast thinking in how they're planning for the next year.

00:02:28:14 - 00:03:14:14UnknownAnd you're right, there is a greater confidence that business will at least stay the same or improve in the year ahead. And that's great because where confidence goes, usually production follows, sales follow and hiring follows. So I know we're going to get into that, but that's kind of a mixed blessing. So hiring is still really tough. When you look at the comfort index in production and sales and where companies are going, that means there will be investments, investments made in their companies, in mergers and acquisitions, plant expansions, maybe more experimentation and innovation as well as additional hiring.

00:03:14:16 - 00:03:45:17UnknownYeah, absolutely. And according to the business Trends survey, 52% of employers here in the Midwest are looking to hire permanent staff. So when it comes to hiring and recruiting for 2024, what suggestions do you have for employers out there? Really? Sure. Generally, when I'm talking with members, whether those are our constituents or the C-suite, they are still having great difficulty finding qualified experience hires.

00:03:45:19 - 00:04:23:03UnknownSo if you think of hiring as filling positions and not just hiring somebody from outside the organization and bringing them in, it may make a little more sense. And that's some of the creative D that I see. Employers are not necessarily looking for that needle in a haystack. Well, they certainly are, but they're also saying, who in my organization may have the ambition and the skills and characteristics to move up and what kind of development most training and professional experiences would I need to give them to grow them into that position?

00:04:23:05 - 00:04:53:00UnknownIf you can't buy it, meaning hire, you've got to make it and that'll develop. Yeah, absolutely. And we'll talk a little bit more later, especially on emerging leaders and from a CEO perspective, what qualities and characteristics do you specifically look for in those emerging leaders? We'll talk more later. But Susan Talent acquisition TA has been a serious challenge for employer employers in the past year and this year looking ahead.

00:04:53:01 - 00:05:26:10UnknownSo let's talk about what executives identified as some other top challenges of this year. Talent acquisition was top at 50 to 2%, but also making the top five list was cybersecurity at 44%. Talent retention also at 44%, inflation coming in at 41%. And then developing future leaders, as you've mentioned, at 34%. Looking at that, cyber security is new on this list for this year and really an issue top of mind for executives And, you know, all employers.

00:05:26:12 - 00:05:52:00UnknownWhat are you hearing from other organizations in business leaders overall on how what they are doing to increase cybersecurity? Sure. And it's coming up in many business conversations. Before we move to that with your commission, Sophie, could I circle back to the talent, get perhaps a lesson? Because the survey did highlight some things that I think are worth underscoring in this conversation.

00:05:52:01 - 00:06:28:21UnknownOne is that compensation, as a starting wage went up. No surprise there, but also that the ranges of the jobs themselves have been adjusted upward in the majority of organizations. And again, no surprise with inflation being kind of break away in 2022 and maybe moderating a bit in 2023, just that those are table stakes. Right. We all know that compensation alone isn't a satisfying necessarily, but it's a dissatisfying.

00:06:28:23 - 00:06:47:04UnknownSo what I mean by that is if you don't get it right, people will leave. But even if you have it right, meaning that you pay competitively and you know what the market pay is and your benefits are appropriate, the right amount of paid time off, just the fact that you get that right, those are table stakes. That doesn't mean people won't leave.

00:06:47:06 - 00:07:09:20UnknownYou have to have culture and environment and professional growth and development opportunities as well. The innovation is just the doubling down on the fact that it is a total package and human resources is right at the center of that and leadership conversation to say, here's here's how we have to touch all those bases. So pay alone will get you there.

00:07:09:22 - 00:07:34:02UnknownBut you do have to know how your jobs stack up to off. And I think business leaders may say this job title and what does this job title pay? That almost doesn't matter because titles are just that. You have to really look at the responsibilities and the role itself and the job duties to make sure that you're comparing apples to.

00:07:34:04 - 00:08:02:14UnknownAbsolutely. Thank you for circling back. Sure. Yeah. I think that was an important point, and I neglected to say that originally. Absolutely. If you asked me about cybersecurity. Yes. Well, I think it is a big question. It's like describing the you and I am no cybersecurity expert, but I do have the catbird seat, I guess I would say, and I always feel honored to have those conversations with so many business leaders.

00:08:02:16 - 00:08:26:23UnknownBut our members do share confidential information with us, and cybersecurity is keeping people up at night. It can ruin a business in the blink of an eye. Before I get to a couple of recommendations that I would make as a layperson, not as a cybersecurity expert, but as a business leader, that that does have this advantage of talking with a lot of other smart business leaders.

00:08:27:00 - 00:09:03:23UnknownAnecdotally, I happen to be in Las Vegas last fall for my husband's birthday, and it was during the MGM data breach and Hurd worldwide, everybody was talking about it because they decided not to play ball with the threat actors. And there are a thousand decisions that businesses need to make about cybersecurity. But one of them is am I going to capitulate, potentially pay ransom, try to secure my data and hope and pray that that the bad right.

00:09:03:23 - 00:09:28:09UnknownYou're going to honor their word, which is interesting all by itself mean you trust in criminals to do what they say. That makes no sense. But then the other branch is to say, forget it. I'm going to take what comes right. And what was so unique about the MGM? Brett breach is that just prior to that, the whole Caesars Entertainment family worldwide was in it.

00:09:28:11 - 00:10:04:17UnknownThey paid a seven figure ransom. Whether that was there's two huge hospitality, gaming, entertainment, playing in the same space, trying to attract the same customers in the same industry. And they went in it very different ways. So I guess an umbrella is you have to know your own company, your own culture, your appetite for risk, and that the subject matter experts you've got on hand and higher tech to move you through any threat, hopefully to prevent a threat.

00:10:04:19 - 00:10:34:04UnknownAnd then what's the fallout? Can your company with stand whatever it is from your employees, from your customers, from your vendors who say, maybe I don't trust you as much anymore, So now two organizations, very similar, could have been brought to their knees, and I witnessed it staying at an MGM property. My husband and I saw it was basically shut down.

00:10:34:05 - 00:11:18:14UnknownThey must have lost millions and millions every day. So just having that kind of ringside seat and talking to who I could. Dealers and Uber THRIVErs. Yeah, customer service people, they highlighted the fact that it was really only one employee who unintentionally who did a very bad and reckless thing against the training that he'd had, which brought the company to its knees, and that because they were networked so thoroughly at all of their properties worldwide for economy and efficiencies, a scalability, knowledge and interest locking this out.

00:11:18:16 - 00:11:55:17UnknownIt also was once somebody got in their room, they got in every. So how does that relate to our members here in the Midwest, wherever you happen to be? It's that employee training is an absolute again, just ticket to the show. If you're going to be in business today, you have to realize the threat really is everywhere and your employees, advertently or inadvertently are likely going to be the access point.

00:11:55:19 - 00:12:25:15UnknownSo train your employees and keep training and keep training and can don't take no for an answer. You just have to have that level of knowledge of what the risk is out there and and how they could jeopardize your organization. It's one thing. The second thing is I would really advocate for an independent outside audit of all of your systems.

00:12:25:17 - 00:12:56:07UnknownYes, it takes time and yes, it costs money, but they will highlight areas of opportunity, areas of risk. Can I give you a report card and a game plan to say if this is your report card, where you're strong and where you're weak, here are some gaps. Here are some systems or practices that make you vulnerable. The devil you know is better than the devil you don't.

00:12:56:09 - 00:13:26:09UnknownAnd then you can address those gaps that an outside third party, nothing in the game has identified to help make your company stronger. And it isn't a one and done sort of thing. I undertook one in 2020 and again in 2022. We plan to do it again next year. So that's just like maintenance review. You do what you can and that doesn't that, that doesn't ensure you're not going to have a problem, right?

00:13:26:11 - 00:13:58:24UnknownIt just maybe reduces the likelihood. So those two things extensive of ongoing kind of black and white employee training must do it. And second and a regular practice of outside objective audits of your systems so that you can become stronger and less vulnerable. Absolutely. Those are great takeaways, Suzanne. And I appreciate the examples, too, that came with it was very interesting to watch in real time.

00:13:59:01 - 00:14:26:18UnknownCybersecurity has been one of our was highly requested topics coming from our 30 minute Thrive listeners. So I'm glad we can address that today. Well, I'm not a cybersecurity expert. I would suggest we get some for future podcasts. We will really dig into it. Absolutely. Another topic that's been very highly requested is I we have a couple episodes out there if you'd like to go in depth about A.I..

00:14:26:18 - 00:15:15:01UnknownBut Suzanne, I guess I'm curious from your perspective how you feel about a A.I. in HR overall, MRA's first steps to kind of incorporate air in our company. I'm sure just kind of briefly touch on that. I will. I wouldn't say that we're ahead of the game. I would say we're writing this tsunami with most of the organizations out there and learning as best as we can so we understand not only do we need to get it right and become more knowledgeable about our own services and how we're going to offer, connect with produce what we do, and that our members are 4000 strong, are turning to us to say, What should I be concerned

00:15:15:01 - 00:15:42:07Unknownabout? And specifically, I guess as it pertains to human resources. So my thought is there is no there is no value in saying a AI is bad, more A.I. is dangerous. It can be in the wrong hands. And without a plan. But I just is it is coming on strong. So it's not it's not an argument to be debated.

00:15:42:09 - 00:16:06:23UnknownIt's a fact to be managed and wrestled with and resolved. And as best as each company can. So what do I think the impact on each I would be, I think is going to be huge. I'm making this big universal statement without a lot of detail under it. But we're learning, as I said, as fast as we can.

00:16:07:00 - 00:16:53:08UnknownThis practice might work for our members too. We have developed last year we developed an AI task force so people internal, aided by some external experts that would just make us smarter, that would take a look at it and study it regularly and carved out a bit in their time and their goals to be help us elevate our skills with regard to artificial intelligence, not necessarily deciding what our projects would be because it's a small group of people, but elevating the knowledge of our leader team, our employees in general, our senior leaders, and to say, here's what we're learning and to keep that in front of us so that we can make good decisions about

00:16:53:10 - 00:17:27:20Unknownboth internal and external offerings, program services and expertise we may do, I will say, one thing. I strongly recommend that every company who is trying to get their arms around AI and who isn't, that they start with something that sounds like you're putting on the brakes before you even get in the car, which is data governance policy, because every company has employees, whether you know it or not, who are already working with A.I., It could be in a side hustle.

00:17:27:20 - 00:18:04:15UnknownIt could be that they're using it for what they do for your organization and you just don't know it. Or it could be that innocently. They're just one of those early adopters that are saying, Well, I'm just going to experiment through having listened to some outside experts and some people in the legal realm who talk about copyright and many other legal issues, I guess I would just say help your employees be the best they can be by having a data policy and guidelines that give them the parameters.

00:18:04:17 - 00:18:26:17UnknownSo you want to make sure you know what's going on in your organization so you can make sure you don't get in trouble. But also you want to make sure that it's a conversation daily, weekly, ongoing, so that you can harness whoever is an early adopter and excited about it and use that to help further whatever you're trying to do.

00:18:26:17 - 00:18:57:23UnknownSo it's really going to impact and this is just fundamental, you know, the basic knowledge of of things I've seen, it's really going to impact the employment world, how you hire and attract source, bring on board employees. Absolutely. So HR needs to get its arms around that second thought. When you think about marketing production and content production communications, it's really going to impact that as well.

00:18:58:00 - 00:19:25:10UnknownI would never put something out there written by a guy who. What is that and who is that? You know, the the very old adage garbage in, garbage out applies might be more garbage, might be digital garbage, but it could still be art. So that I almost think artificial intelligence, I'm never going to change the title. That is what it is universally, but it's almost like it should be called augmented in time.

00:19:25:10 - 00:19:51:11UnknownJust plainly put a computer brain is helping humans do their job better. So you augment how you do your job with artificial intelligence. So artificial always kind of gives me the creeps, but neither it's real or it's not right and it's real. So I would I would say you want to use augmented and I like the do your job from the heard it here first.

00:19:51:15 - 00:20:19:15UnknownAll right. We're changing artificial intelligence. Right. It's just you know, it's not even 9 a.m.. We're getting things done. Get things that I would just add to that, too, from the conversations that I've had with some subject matter experts specifically on AI and how it will affect the workforce. And each are specifically I feel like they're seeing that A.I. is going to help with operational and more routine tasks.

00:20:19:17 - 00:20:49:23UnknownAnd that's going to leave HR Professionals and professionals in general more room to focus on the strategic planning tasks that maybe they don't have enough time on right now. That's well said. And i think HR People should be excited about that. But first, it's scary. Before you get excited about said you first have to get your arms around it and know how i'm going to harness it and you don't left behind and and and and though I do think it could help HR

00:20:49:23 - 00:21:14:03UnknownPeople focus on the more strategic conceptual things and getting more routine tasks out of the way. It won't stop there, though. I think that's a bridge to to something even bigger. Yeah, absolutely. Well, thank you for those recommendations. In fact, we have a hot topic survey coming out very soon on ai in the workplace, so stay tuned for that.

00:21:14:03 - 00:21:45:16UnknownAnd if you want to learn more about how I will affect your workplace in HR specifically, that hot topic survey is going to be coming out next week, actually, so the week of January 7th. And we will also have a podcast covering those results of survey results. But so, Susan, let's talk more about some other business trends, survey results here to our attention was among the top business challenges for 2023 and heading into 2024.

00:21:45:18 - 00:22:13:08UnknownSo what are organizations doing now to really retain top talent once hired? There's very little like earth shaking and VR and tremendously different. But I can say again with the confidence of thousands of employers weighing in, that some fundamentals that again put it, are right in the middle of that business conversation session. You need to be an employer of choice.

00:22:13:08 - 00:22:56:14UnknownYou need to be an employer that competes not just on being in the top of the range you need to pay competitively, as we've determined. But there are so many other things. And one of those other things that is trending more strongly isn't new, but trending much more along strongly is learning in growth. How how are you going to take a new employee, an existing employee, a long service employee, and continue to give them opportunities to learn and to grow in your organization, that that deserves more time and attention on a regular basis?

00:22:56:16 - 00:23:35:20UnknownThen then most of us either devote to because you're there's a crush of other things to do, or maybe we don't realize just how important it has become and the talent shortage and the fact that employers are looking to hire more in a stronger economy and those people just don't always exist. And so for self-preservation as well as for growth, you really need to keenly focus on career paths and opportunities to develop your current team.

00:23:35:22 - 00:24:05:00UnknownThat doesn't mean you all have to create a university. That doesn't mean you need to have a ladder, a and a ladder being a ladder. I guess it would be the other way around. Let's see. Matter be ladder. But in some organizations that makes sense. Maybe more of a manufacturing organization, but it does mean the quality of supervision and management, the quality of those conversations are really important so that that employee knows.

00:24:05:02 - 00:24:37:04UnknownAll right. The job to which I aspire or the pay that I'd like to earn someday is achievable with these steps. My employer is going to do these three things and I'm going to do these five things and we're going to arrive at this happy destination together. So spending more time and thoughtful consideration of each employee's career path, no matter the job, is really trending strongly.

00:24:37:06 - 00:25:07:11UnknownAnd that's not going to change as the talent market stays really challenging, challenging in that there just aren't enough experienced, qualified candidates out there. And even at the very entry level or new to the job market range, I'm not letting those great employees get away and happy somewhere else. Absolutely. And I have a follow up question for that.

00:25:07:11 - 00:25:50:19UnknownThen, in addition to, like you said, table stakes, the competitive wages we've seen variable pay has also come into play to overcome these recruiting and retention challenges. Are you seeing any incentives used by our members or other organizations, employers with variable pay to kind of overcome the retention challenge? Sure. I'll give you what we've learned from our survey and then I'll give you a little Susan Twist, because, well, my opinion doesn't always carry the day, but we want to hear it.

00:25:50:19 - 00:26:24:00UnknownWell, it is what it is. What I think would work if you had an organization that you started from scratch with people that you were able to select carefully and grow the way you wanted to. You would treat everybody in a very custom way. Your best employees would get 10% raises and you, your average steady, at ease would get far less than that, and you wouldn't have poor quality employees.

00:26:24:00 - 00:26:55:17UnknownAnd in real world that doesn't exist. But I do see to sell them that employers use whatever matrix they have for pay and benefits, they use it to too much the same year. At the end of the day, what is the difference to you or to me or to anyone? You know the difference between a 2.7 raise and a 3% raise.

00:26:55:17 - 00:27:26:07UnknownIt just isn't meaningful. So if you really want to keep that better employee, what is meaningful for great performance. So again, that's the real trend with my twist using HR Being very nimble and able to layer on its policies and practices not as consistently maybe as a lifetime has taught us. You need to treat everybody the same. Not necessarily.

00:27:26:10 - 00:27:58:01UnknownYou need to have business justified reasons for doing that. You need to make sure it's tied to documented perform means but achievement of goals. Those employees who truly are head and shoulders above, they're going to go elsewhere in this market unless you do treat them differently. Ways that you can do that. Variable variable pay tied to performance, not universal bonuses, but those that say if the company achieves this, then we all get that.

00:27:58:03 - 00:28:25:15UnknownThat means gain sharing, Whatever you call it, it's gain sharing. Second would be if you in this role achieve this, you're going to get this. Those things benefit the organization and they will lift all boats instead of variable pay that isn't as tightly tied for goal achievement. And again, that brings the spotlight right down on the quality of management in supervision.

00:28:25:17 - 00:28:50:15UnknownAre your managers and supervisors savvy, trained and strong enough to say, Sophie, here's where you hit your goals. Here's where you missed your goal. Here's what that earned in our variable pay plan and here's what you going to do next year. That should be a dialog. Usually saying that's achievable might be a stretch goal, but I can do it.

00:28:50:17 - 00:29:25:05UnknownNot pie in the sky. What are you talking about? I could never do that. So it should feel like a partnership, but it should also feel like a stretch and your manager has to be able anyone's manager has to be able to say, Great job or here's the gap. And that's saying a lot. If you're not going to use things very consistently which can water down performance if you treat everybody the same, the great performers say, What the heck?

00:29:25:07 - 00:30:01:11UnknownWhy should I tie on my son Jr's every day and run at 100 miles an hour when he is and she is and they are running at 50 miles an hour? No, you know, why would I do that? It tends to it tends to breed mediocrity instead of excellence. So the key to that is high quality management and supervision and the ability to have conversations in a partnership way so that people understand, here's how I can excel, here's how I can earn that variable pay, and here's, you know, what caring what I do to improve.

00:30:01:13 - 00:30:30:14UnknownIf that was Susan's twist, that makes sense. Yeah, but it doesn't exist. It doesn't reflect. Well, Susan kind of rounding out the top five challenges from this year's survey is developing future leaders. So I know we touched on this briefly, but what recommendations do you have for developing an organization's up and coming leaders or emerging leaders? I would say, well, one of them, I think, is what I just touched on with regard to variable pay.

00:30:30:16 - 00:31:00:06UnknownPeople work for intrinsic feeling of accomplishment. That's true. I think if you hire good employees, they want they come in saying, I want to do a good job because that's just how I'm wound. That's my theory. But let's not make the mistake that an achievement is an important and compensation isn't important. And recognition and rewards are an important and I'm probably wound a little differently that way.

00:31:00:11 - 00:31:29:17UnknownI'm not saying intergenerational, but it tends to be in that newer workers in the workplace just need more care and development and to feel a part of the team. And I think sometimes longer service workers missed that. By missed that, I mean don't recognize that enough. Don't think about it often enough. Not out of bad intention, but because that's not what they experienced.

00:31:29:22 - 00:31:53:11UnknownSo so you don't want to allow that disconnect to become pervasive in your company. You want to make sure it's fluid and organic is a word I like to use there, meaning it's growing and changing all the time and it's an in an into flow of information going back and forth, people communicating about what they need and what they want and what they have and they like and what they don't like.

00:31:53:12 - 00:32:24:23UnknownI mean, then you can respond to it back to the career passing. Just make sure that's part of your performance system. Whatever your performance system is, it isn't just about goals, it's about what's next and where you want to go and what you want to achieve and and help with how you get there. So if any employee is willing to say, I want to grow my job and I'm willing to put in these things, room managers should want to work with them all day long.

00:32:25:00 - 00:32:50:21UnknownIt's great advice. Well, common sense, right? Well, Susan, unfortunately, we're running out of time here. But I know we asked this question a lot to our members, but now I'm curious to know what keeps you up at night, Susan, looking forward into the future, 2024 for business? Well, thanks, Sophia. You you actually gave me some nightmares during this conversation because most things.

00:32:50:21 - 00:33:16:19UnknownYeah, this is what I'm you. You you touched on two of them because they're so external to an organization. I think many leaders and I like to feel that I really know how to run this business and that I communicate with this team really well that you that you know where we are financially. You know what our goals are.

00:33:16:22 - 00:33:47:01UnknownOur strategic placement is tucked up in your cubicle, whatever, you know, where we're going. But cybersecurity and artificial intelligence that are tiger by the tail, both of those things, you can do everything right and not see the train coming on the track. So again, business people are paid to square their shoulders and say, how do I how do I capitalize on those opportunities?

00:33:47:01 - 00:34:13:01UnknownNot how do I run afraid from them? What your question was, what keeps me up at night? I would say it's those two things, among others, because they are so external to minimization. They are so foreign and fast moving and in the hands of other people and things and technology that today a few of us are expert in.

00:34:13:03 - 00:34:39:12UnknownSo so that's what keeps me up at night. And that's why through our conversation I highlighted just the fundamentals of policy governance practice. Outside audits, you do what you can and then hopefully you can just put your head down on the pillow and sleep because you've done what you can. That doesn't mean it will protect or be perfect or optimize artificial intelligence the impact on your business.

00:34:39:14 - 00:35:08:09UnknownBut you can't be an ostrich either and stick your head in the sand and just say, I hope it doesn't impact me for two years or five years. It will come in my CEO roundtable. We talked about cybersecurity and there were 14 really smart business leaders, owners in the room, and four of them had had data incidents, let's call it threat actors attack their business.

00:35:08:09 - 00:35:35:18UnknownSo four out of 14 just in the last year, it's not if, but when. So make yourself as bulletproof as possible. Absolutely. And we have resources linked in the charts below. You can also find them at MRA Talk. But Susan, we wrap up here. Any last thoughts, any words of inspiration for the new year, your mike drop moment here?

00:35:35:20 - 00:35:55:00UnknownI'll tell you what I told my employees and my partner over the holidays. Bring it on, We’re Ready! I love it. I need to. I'm excited. Perfect. Well, thank you, Susan. I really appreciate you coming on. And I appreciate your leadership here, too. Like I mentioned, we have resources in the show notes below, so make sure to refer back to those.

00:35:55:02 - 00:36:15:24UnknownThey are also found on our website, mranet.org. And thank you so much for listening and tuning in today. We hope you have a great New Year in a successful New Year and we are always here to help. So thank you again, Susan. Happy New Year. And that wraps up our content for this episode. Be sure to reference the show notes where you can sign them to connect.

00:36:15:24 - 00:36:31:04UnknownFor more podcast updates, check out other Amari episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minutes THRIVE so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.