Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:02):
iHeartMedia Presents CEOs you should know.
Speaker 2 (00:06):
I am John Denkel, founder and CEO of Dnkeal Business
Development and former president and publisher of the Baltimore Business
Journal Business Iheartradios CEOs you should know, And I'm here
Todavi with Greg Miller, President and CEO of pen Mar
Human Services. Welcome Gregan, Thanks for being here.
Speaker 1 (00:20):
John. Thanks, it's my pleasure.
Speaker 2 (00:22):
Yeah, looking forward to our conversation. I thought we begin
by getting to know you a little bit in the organization.
So for those who may not be familiar, can you
tell us about pem Mar Human Services?
Speaker 1 (00:33):
Yeah? Sure. Ped Mar Human Services is a provider of
supports to individuals with developmental and intellectual disabilities, and we
provide a wide array of services. We provide residential services,
employment services. We work with folks during the day who
(00:53):
are still living at home with their families or maybe
are living more independently. Really, any type of of support
that a person with a disability may need, we're there
to fill that gap.
Speaker 2 (01:04):
Got it? And could you talk to us about your mission?
Speaker 1 (01:07):
So our mission at Penmar is to support people with
developmental and intellectual disabilities to live courageously in pursuit of
their best life, and really at the heart of everything
we do, we are investing in the people that we
serve and helping them to determine what their life could
and should look like and providing whatever support is necessary
(01:30):
to help them achieve that.
Speaker 2 (01:31):
Awesome awesome, I appreci sharing that. Could you talk to
us about the services you offer your community, including some
of the workforce development initiatives.
Speaker 1 (01:42):
Absolutely. So. One of our large programs that we operate
is residential services. We operate about sixty individual homes located
throughout the local communities we work in both Maryland and Pennsylvania,
and this is where folks are providing provided the opportunity
(02:04):
to live more independently in their community, just with a
little bit of help from us. We provide a lot
of employment support, and that is helping people find good jobs,
making sure that those jobs are suited well with what
they're able to bring to the workplace each day. So
we have a lot of strong work that we do
(02:26):
with employers to determine what they could utilize and what's
going to benefit their business. We provide day services throughout
the day for folks that are maybe living at home
still adult adult children who are still living at home
with their parents that just may need some help during
the day, help them take advantage of activities and investments
(02:49):
in their community. We provide transportation to a lot of
different places. Basically, any type of support that a person
within a intellectual disability may need, we're there at pen
More to provide that, to provide that support for them,
and specifically in involving kind of workforce development we have.
(03:14):
We have a programs that we've developed through the years
that really match the you know, the capabilities and the
talent of the folks that we support, what they bring
to the table to improve businesses, and we work with
businesses to to to create those opportunities. So while some
(03:34):
of the folks that we work with may go into
just a job that's open that they're able to do,
we also work with businesses to create opportunities around maybe
unmet needs that are taking place in you know, in
people's organizations or in their businesses, and how we can
maybe fill a gap that is not being filled in
(03:57):
an appropriate way with the people that we support. So
there's just a lot of opportunities and options there.
Speaker 2 (04:04):
Yeah, that's that's awesome. Thank you for sharing that. What
services do you feel are kind of needed the most
right now and has that changed over the past few years.
Speaker 1 (04:14):
I think what what hasn't changed is the need for support.
What has changed sometimes is the way that support is provided.
You know, as we live in a in a rapidly
changing world, especially in the area of technology, there's a
lot of emerging opportunities that are are being uh, you know,
(04:35):
that are being created where investment in high tech and
high touch and really you know, for for people with disabilities,
technology can really be a game changer in terms of
what they're what they're able to participate in, whether that
be in their home with you know, simple devices, uh,
(04:56):
you know, in the home like Alexa and and and
smart cliances and things like that, or in the you know,
thinking about the future of supports with people and just
embracing that innovation and technology. The way things are done
now is a little bit different, but the commitment to
(05:16):
being there in terms of relationships with people, that is
that's never going to change. That's a that's a hamewark
of you know, the services that we provide, but the
methods may continue to evolve.
Speaker 2 (05:29):
Yeah, and that's a I think that's a common thing
with most things right that although as technology as artificial
intelligence can prove the machine learning, what it boils down
to relationships. And I'm sure the relationships you have with
your constituents and and your your team. Yeah, that's that's
not going to change, right, You still need to have
that that one on one interaction.
Speaker 1 (05:52):
Absolutely absolutely. But there may be you know, there may
be opportunities where you know, somebody living somebody living in
their you know, in their own home, may need different
levels of supervision. Maybe that can be done some of
some of that, Maybe that can be done virtually. Uh,
you know, specific tasks are in the day and uh,
(06:12):
and we're I think we're all embracing this too. You
know that things as things as simple as locking your
doors and turning off your lights. You know, it can
be done with a voice command and just you know,
continues to evolve at a at an incredible pace. So
it's exciting. Uh, it's exciting to think about what the
future could be like for many of the people that
(06:34):
we support.
Speaker 2 (06:35):
Yeah, yeah, for sure, for sure. I'm curious how are
you all funded?
Speaker 1 (06:43):
A lot of our funding comes through the Medicaid waiver
program at the federal level, and there are state state
resources often that match those funds. So there is a
heavy component of our funding that is government related, but
we also do our owned We do a lot of
our own development and fundraising work as well. We're affiliated
(07:06):
with the United Way in UH in your county. We
receive a little bit of county support from the Carroll
County where we provide some of our services. And so
it's an array of services, but heavily heavily funded through
through the government.
Speaker 2 (07:22):
Yeah, has has the you know, local or the I
guess you could say the recent changes or uh uh
in funding on the federals thinks that has the impact
of the organization at all.
Speaker 1 (07:37):
It has, it has UH. You know, we're we're we're
grateful for what we get, but we're always going to
strongly advocate that we're provided there, you know, the appropriate
levels of supports to do what we do. We had
we had one particular program in Maryland this year that
got hit pretty hard, which was a program that provided
(07:57):
supports to families that just need a little bit of
help with UH, with their their sons and their daughters,
whether it would be you know, like summer camp experiences
or innovations or maybe adaptive equipment within the home and
that that was that was a program that got hit
pretty hard. It was not eliminated, It was originally eliminated
(08:20):
in the governor's budget. We were able to maintain some
of those services, but that in particular was a challenge
for us during the year that we're in right now.
Speaker 2 (08:31):
Yeah, gotcha, gotcha. Appreciate you sharing that. So how can
the business community support you?
Speaker 1 (08:38):
Well, I think there's I think there's multiple ways that
the business community can partner with us and and and
really at PENMAR, that's that's how we approach things. It
really is a partnership first and foremost. For businesses, consider
opening your doors to people with disabilities in the you know, unemployment. Yeah,
there is a lot of you know, we're all looking
(08:59):
for good people and there are a lot of folks
that we support that bring a lot of great things
to the table. So you know, consider what that could
look like. Talk with us about that, how we could
create or carve out jobs within a business that really
could could benefit the business. So, you know, supporting us
(09:19):
just in terms of being aware of what we do
volunteering with PENMAR. We have many organizations that said volunteers
to do work with us. Through the years, and uh,
that is that's just a wonderful opportunity for businesses to
give back. And so yeah, I mean I think there's there,
there's many ways that businesses can can be more aware
(09:42):
of what people with disabilities bring in a positive way
into the workforce. And Penmar as many others would love
to partner to have those conversations with businesses.
Speaker 2 (09:54):
Yeah, that's great, great, thank you. And do you do
you all host any major events throughout the year? Do
you have any coming up? As there are the ways
for the business community and the audience to support those.
Speaker 1 (10:07):
Yeah, that's a great question. So so we we have
a signature event that's called our Black Ties, our annual
black Tie Gala, and that event has been going on
for she's over thirty years now. That's that's in uh
usually in early March, and it is a signature event.
It is a wonderful event. Businesses have really come alongside
(10:29):
of us and we create sponsorship opportunities for folks to
invest and for us to tell our story. And I
think I think in particular that's really important because we're
not just looking for a donation, We're looking for a
partnership and an investment so that businesses and and you know,
and people in the community individuals as well, understand what
(10:53):
it is that they're investing in. And so when we
can tell that story, we most of the time we'll
have folks that will come and say, hey, I want
to be part of that story that takes place, that
particular gall that takes place early in March. We do
have a golf tournament that's coming up the third week
of September, so time's getting tight there. But just another way,
(11:16):
you know, just another way to spread to spread out
opportunities for people to support what we do.
Speaker 2 (11:22):
That's great, great, I appreciate sharing that, Greg. So just
to switch gears a little bit, I'd like to talk
about leadership on the show. How would you describe your
leadership style?
Speaker 1 (11:33):
My leadership style, I would say that it's kind of
a cross between I would say transformational leadership and servant leadership. Yeah,
I like to I like to motivate and inspire others
and to help them really keep their eye on our
mission and figure out the most innovative way for us
(11:56):
to get from here to there each day. And so
I try to I try to be a motivational leader
and lead by example and not expect others to do
anything that I wouldn't be willing to do myself. And
and just very relational, just very relational. I'm not I'm
(12:17):
not in any way autocratic, but I have very very
high standards and accountability at pen Mar is not a
dirty word. So we hold ourselves to the higher standards
and and and one of the things that's been wonderful
for me through the years is that I've had a
board of directors that has helped me to that standard
as well and has invested in me, just as I
(12:38):
invest in the people that I come in contact with
each day here at Penmar.
Speaker 2 (12:43):
Yeah, that's great. Want takeaway there. I like what you
said about accountability not being a dirty word because it
shouldn't be. And it often is or and sometimes implied
to that, but it really shouldn't be. It's accountability to
me is if you're you know, if you're doing your
job correctly, giving your team the right uh you know,
(13:04):
job description, the right resources, the nurturing, the coaching, the
expectations and communication, all those things, you know, then account
accountability is just a matter of you know, kind of
check in before nurturing. How can we help all those things.
How do you how would you talk about that? A
little bit kind of curious about your thoughts around accountability
(13:26):
and how you you know, envision that at at Penmark.
Speaker 1 (13:32):
Yeah, well, first of all, I would I would echo
everything that you just said. I mean, I think that
when you when you look at when you look at
what people are responsible for, it's not just about how
you get that, but it's how you invest in them
to help them get there as well. And and if
if you're investing in your team, and if you have
(13:54):
you know, we've done a lot of work in our
organization over the last few years around organizational culture in
that you know, we have very high expectations of our team,
but our team also has to have high expectations of
our organization that we are providing them the tools and
the resources that they need, so that accountability then just
(14:15):
becomes like the natural result of how we're working together
and not like some you know, I think I think
to your point, I think sometimes when people here accountable,
it's because people haven't been accountable, and when they have
to become accountable, then it's that it's painful. And when
you create an invest in a process that supports that
(14:37):
from the very beginning. It's not it's not something that's
seen as a negative and fact, it's seen as a
validation of what we're doing each day.
Speaker 2 (14:46):
Yeah, agreed. And and also a way to ensure that
it's a good fit for the employer and employee because
sometimes a good way helps you know, someone maybe it's
not just a great fit for them, you know, and
they can go find someone that's something that's a better
fit for them. And you know, having those you know,
(15:06):
let's just call them accountability measures in place, it's important
to you know, to figure that out because obviously you
want your employees to be happy no matter where they are,
whether it's with your organization or right. So, yeah, absolutely,
So the resilience seems to be kind of a buzzword
these days. What was what does resilience mean to you
(15:28):
and how would you demonstrate that with team?
Speaker 1 (15:32):
Well, yeah, so, you know, we've we've heard a lot
about resilience over the last several years in the workplace,
and like, so, I guess I would define resilience is
just you know, the natural extension of your capacity to
be able to produce the results that you need to produce.
But I would also I would also suggest that resiliency
(15:54):
sometimes comes at a price, and it's not an inexhaustible resource,
you know, because for me as well as everybody that
participates in what we do here at Penmar, you also
have to have the opportunity to step back and reflect
and when challenges and difficulties come your way, you can't
(16:14):
just power through everything, and if you do, you'll end
up burning out and not have a whole lot to offer.
So I think that the positive, the positive side of
resiliency is saying that you know, what we need to achieve,
We're going to figure out how to do it one
way or the other. But it's not going to be
in the backs of people's you know, physical and mental
(16:36):
health and creating unrealistic expectations. We're also going to invest
to make sure that if we if we give you
something really difficult to do here, we're going to provide
you the support that you need to do it and
you're not going to be alone. And uh, it's interesting.
I was just reading a book called Shatterproof by Tasha Yurick,
(16:58):
which actually talks about the other side of resiliency and
how people have to also be taking care of themselves
in order to have the time and energy to be
able to give that away to other people. So in
human services, there's you know, there's there's always the opportunity
to do more, and I think choosing, choosing wisely what
(17:21):
that more is is really really important because we can,
you know, we can find ourselves sometimes in a place.
Just had a conversation with our CFO this morning about
this where we go, Yeah, we're doing we're doing a
lot of great stuff. But is everything we're doing adding value?
You know, what do we what do we need to
take off the plate now so that we can be
(17:44):
more focused on the things that are important. So, to me,
resiliency is the commitment to get there, but I think
the process of getting there is very very important as well. Yeah.
Speaker 2 (17:55):
Well, and I love what you have to say about
like it shouldn't be something you shouldn't have to be
resilient all the time time. But it's resilience perfectly where
everybody chips in and you just you get through it.
You have a system in place, and you have a
good team and and you you you get through it together.
But it shouldn't be that like that all the time.
But that seems almost like a systematic problem in the organization.
(18:17):
You have to yeah all the time. Yeah, yeah, that's good,
that's good. So so so Greg, what excites you about
the future of tent more human services.
Speaker 1 (18:29):
I think what excites me the most is seeing, uh,
seeing how people are living their best life, you know.
I mean there, there's there's there's there's changing methods, there's
changing opportunities. There's a lot of things that are innovating
right now in our field. But really, at the end
of the day, what's most highly motivational to me is
(18:50):
when I'm talking to somebody that we support about their job,
you know, or there you know, or their home, or
their new friendships or relationship that they've developed, and those
things really are at the heart of what it is
that we're trying to accomplish as an organization. It's about
helping people really discover what that life looks like that
(19:14):
they want. And so, while sometimes it's easy to think
about all the crazy stuff that we have to do
to run efficient in good organizations on a day to
day basis, it all really funnels back up to that
idea that mission has to always be king right, mission
has to always be what we're shooting for and everything
(19:38):
that we do has to kind of funnel up to
ensure that that's never compromised and that that stays dynamic
and continues to grow because the more, you know, the
more our teams grow in terms of just education and
knowledge and innovation, the more opportunities we have to invest
(19:59):
that in the people that support That's what I get
excited about.
Speaker 2 (20:02):
Yeah, that's great, that is exciting. Appreciate you sharing that.
On the other side, what what keeps up at night.
Speaker 1 (20:13):
What keeps me up at night is sometimes thinking about
what we could do better. You know, I am, you know,
I will. I will admit I am my own worst
critic and our organization's worth credit worst critic, and I
see the amazing stuff we do, and uh, but I
also want to be better tomorrow, and my team will
(20:33):
hear me say that all the time. We need to
be better tomorrow than we are today, and we have
to be committed to doing that and pursuing that. So
I think that while there are while there are challenges
out there in our systems, where there are challenges out
there with you know, with with challenges with whether it's
(20:54):
government or whatever that is, those are those are challenges
that some times can can really put you under if
you don't have your head on straight. There you have
to figure out how to embrace those challenges and get
better through them. Not that we don't continue to advocate
(21:14):
very very strongly for systems changed and for funding and
for all those things that come with the field that
we're in, but I think not you know, not accepting
that you're a victim of those changes, but figuring how
are you going to elevate above that and continue to
lead in a way that's dynamic because the people that
(21:36):
we support are counting on us for that, and if
we ever forget that, then we'll start to miss the mark.
Speaker 2 (21:44):
Yeah, yeah, thank you, appreciate you sharing. Well, well the
wrap things up. Is there anything else you'd like our
listeners to know about you and about pen Mark Human Services?
Speaker 1 (21:53):
Well, you know, I've had the opportunity to be in
this organization since nineteen eighty eight. You know, when we
start as an organization, we were very very small, and
our organization has been very blessed to have good leaders,
great leaders and incredibly supportive board. And again, the outcome
(22:14):
is that people with disabilities are providing opportunities that you
know twenty and thirty years ago. Really we're just we're
just dreams. And so as we continue to move forward,
I just would you know, shout out to to those
that are listing that if you have an opportunity to
(22:36):
take an active role to come alongside an organization like
penmar and invest, and you will be you will be
blessed for it, and you will you will gain far
more than than you give. And that's kind of the
the funny part of this, and many of our team
members echoed this is that the more we give away,
(22:57):
the more we get back, and the more we learn
about who we are and the type of people that
we want to be. And so I just encourage, I
encourage your listeners to have an open mind and if
you have, if you have the opportunity, whether it is
through donor support, whether it's through volunteerism, whether it's simply
(23:20):
being an advocate or embracing that person with a disability
and your workforce or in your community, take advantage of
that because we're all better when we're lifting people up.
Speaker 2 (23:30):
Yeah, agreed, agreed, Thank you, And lastly, tell us how
to find more information about ten More Human Services.
Speaker 1 (23:38):
So our website at pen More is ped More, it's
pe and and hyphen m r dot org. And we
have a just a ton of information that's available, whether
it's for a business, whether it's for a family that
may need needs support, whatever that is, you can reach
us there. I am also always table at my email
(24:01):
which is G Miller at Penmar dot org. And uh
and we'll always entertain questions, concerns, uh whatever folks have
uh that that would uh would that would allow them
to embrace what we're doing here at Penmar. I'd love to,
uh love to show you what we do here as well.
And if people want more information, they certainly can reach
(24:23):
out to me and we'll make that happen.
Speaker 2 (24:26):
Excellent. Well, well, thank you so much. Greg, was great
talking to me. I could go talk to you the
rest of the afternoon about the whole leadership stuff. I
appreciate and your insights that was That was a lot
of fun. And yeah, thanks again for being on the show.
Really appreciate it and hope to talk to you soon.
Speaker 1 (24:40):
Great, Thank you so much. Dick has been iHeartMedia CEOs.
Speaker 2 (24:46):
You should know
iHeartMedia Presents CEOs you should know.
Speaker 2 (00:06):
I am John Denkel, founder and CEO of Dnkeal Business
Development and former president and publisher of the Baltimore Business
Journal Business Iheartradios CEOs you should know, And I'm here
Todavi with Greg Miller, President and CEO of pen Mar
Human Services. Welcome Gregan, Thanks for being here.
Speaker 1 (00:20):
John. Thanks, it's my pleasure.
Speaker 2 (00:22):
Yeah, looking forward to our conversation. I thought we begin
by getting to know you a little bit in the organization.
So for those who may not be familiar, can you
tell us about pem Mar Human Services?
Speaker 1 (00:33):
Yeah? Sure. Ped Mar Human Services is a provider of
supports to individuals with developmental and intellectual disabilities, and we
provide a wide array of services. We provide residential services,
employment services. We work with folks during the day who
(00:53):
are still living at home with their families or maybe
are living more independently. Really, any type of of support
that a person with a disability may need, we're there
to fill that gap.
Speaker 2 (01:04):
Got it? And could you talk to us about your mission?
Speaker 1 (01:07):
So our mission at Penmar is to support people with
developmental and intellectual disabilities to live courageously in pursuit of
their best life, and really at the heart of everything
we do, we are investing in the people that we
serve and helping them to determine what their life could
and should look like and providing whatever support is necessary
(01:30):
to help them achieve that.
Speaker 2 (01:31):
Awesome awesome, I appreci sharing that. Could you talk to
us about the services you offer your community, including some
of the workforce development initiatives.
Speaker 1 (01:42):
Absolutely. So. One of our large programs that we operate
is residential services. We operate about sixty individual homes located
throughout the local communities we work in both Maryland and Pennsylvania,
and this is where folks are providing provided the opportunity
(02:04):
to live more independently in their community, just with a
little bit of help from us. We provide a lot
of employment support, and that is helping people find good jobs,
making sure that those jobs are suited well with what
they're able to bring to the workplace each day. So
we have a lot of strong work that we do
(02:26):
with employers to determine what they could utilize and what's
going to benefit their business. We provide day services throughout
the day for folks that are maybe living at home
still adult adult children who are still living at home
with their parents that just may need some help during
the day, help them take advantage of activities and investments
(02:49):
in their community. We provide transportation to a lot of
different places. Basically, any type of support that a person
within a intellectual disability may need, we're there at pen
More to provide that, to provide that support for them,
and specifically in involving kind of workforce development we have.
(03:14):
We have a programs that we've developed through the years
that really match the you know, the capabilities and the
talent of the folks that we support, what they bring
to the table to improve businesses, and we work with
businesses to to to create those opportunities. So while some
(03:34):
of the folks that we work with may go into
just a job that's open that they're able to do,
we also work with businesses to create opportunities around maybe
unmet needs that are taking place in you know, in
people's organizations or in their businesses, and how we can
maybe fill a gap that is not being filled in
(03:57):
an appropriate way with the people that we support. So
there's just a lot of opportunities and options there.
Speaker 2 (04:04):
Yeah, that's that's awesome. Thank you for sharing that. What
services do you feel are kind of needed the most
right now and has that changed over the past few years.
Speaker 1 (04:14):
I think what what hasn't changed is the need for support.
What has changed sometimes is the way that support is provided.
You know, as we live in a in a rapidly
changing world, especially in the area of technology, there's a
lot of emerging opportunities that are are being uh, you know,
(04:35):
that are being created where investment in high tech and
high touch and really you know, for for people with disabilities,
technology can really be a game changer in terms of
what they're what they're able to participate in, whether that
be in their home with you know, simple devices, uh,
(04:56):
you know, in the home like Alexa and and and
smart cliances and things like that, or in the you know,
thinking about the future of supports with people and just
embracing that innovation and technology. The way things are done
now is a little bit different, but the commitment to
(05:16):
being there in terms of relationships with people, that is
that's never going to change. That's a that's a hamewark
of you know, the services that we provide, but the
methods may continue to evolve.
Speaker 2 (05:29):
Yeah, and that's a I think that's a common thing
with most things right that although as technology as artificial
intelligence can prove the machine learning, what it boils down
to relationships. And I'm sure the relationships you have with
your constituents and and your your team. Yeah, that's that's
not going to change, right, You still need to have
that that one on one interaction.
Speaker 1 (05:52):
Absolutely absolutely. But there may be you know, there may
be opportunities where you know, somebody living somebody living in
their you know, in their own home, may need different
levels of supervision. Maybe that can be done some of
some of that, Maybe that can be done virtually. Uh,
you know, specific tasks are in the day and uh,
(06:12):
and we're I think we're all embracing this too. You
know that things as things as simple as locking your
doors and turning off your lights. You know, it can
be done with a voice command and just you know,
continues to evolve at a at an incredible pace. So
it's exciting. Uh, it's exciting to think about what the
future could be like for many of the people that
(06:34):
we support.
Speaker 2 (06:35):
Yeah, yeah, for sure, for sure. I'm curious how are
you all funded?
Speaker 1 (06:43):
A lot of our funding comes through the Medicaid waiver
program at the federal level, and there are state state
resources often that match those funds. So there is a
heavy component of our funding that is government related, but
we also do our owned We do a lot of
our own development and fundraising work as well. We're affiliated
(07:06):
with the United Way in UH in your county. We
receive a little bit of county support from the Carroll
County where we provide some of our services. And so
it's an array of services, but heavily heavily funded through
through the government.
Speaker 2 (07:22):
Yeah, has has the you know, local or the I
guess you could say the recent changes or uh uh
in funding on the federals thinks that has the impact
of the organization at all.
Speaker 1 (07:37):
It has, it has UH. You know, we're we're we're
grateful for what we get, but we're always going to
strongly advocate that we're provided there, you know, the appropriate
levels of supports to do what we do. We had
we had one particular program in Maryland this year that
got hit pretty hard, which was a program that provided
(07:57):
supports to families that just need a little bit of
help with UH, with their their sons and their daughters,
whether it would be you know, like summer camp experiences
or innovations or maybe adaptive equipment within the home and
that that was that was a program that got hit
pretty hard. It was not eliminated, It was originally eliminated
(08:20):
in the governor's budget. We were able to maintain some
of those services, but that in particular was a challenge
for us during the year that we're in right now.
Speaker 2 (08:31):
Yeah, gotcha, gotcha. Appreciate you sharing that. So how can
the business community support you?
Speaker 1 (08:38):
Well, I think there's I think there's multiple ways that
the business community can partner with us and and and
really at PENMAR, that's that's how we approach things. It
really is a partnership first and foremost. For businesses, consider
opening your doors to people with disabilities in the you know, unemployment. Yeah,
there is a lot of you know, we're all looking
(08:59):
for good people and there are a lot of folks
that we support that bring a lot of great things
to the table. So you know, consider what that could
look like. Talk with us about that, how we could
create or carve out jobs within a business that really
could could benefit the business. So, you know, supporting us
(09:19):
just in terms of being aware of what we do
volunteering with PENMAR. We have many organizations that said volunteers
to do work with us. Through the years, and uh,
that is that's just a wonderful opportunity for businesses to
give back. And so yeah, I mean I think there's there,
there's many ways that businesses can can be more aware
(09:42):
of what people with disabilities bring in a positive way
into the workforce. And Penmar as many others would love
to partner to have those conversations with businesses.
Speaker 2 (09:54):
Yeah, that's great, great, thank you. And do you do
you all host any major events throughout the year? Do
you have any coming up? As there are the ways
for the business community and the audience to support those.
Speaker 1 (10:07):
Yeah, that's a great question. So so we we have
a signature event that's called our Black Ties, our annual
black Tie Gala, and that event has been going on
for she's over thirty years now. That's that's in uh
usually in early March, and it is a signature event.
It is a wonderful event. Businesses have really come alongside
(10:29):
of us and we create sponsorship opportunities for folks to
invest and for us to tell our story. And I
think I think in particular that's really important because we're
not just looking for a donation, We're looking for a
partnership and an investment so that businesses and and you know,
and people in the community individuals as well, understand what
(10:53):
it is that they're investing in. And so when we
can tell that story, we most of the time we'll
have folks that will come and say, hey, I want
to be part of that story that takes place, that
particular gall that takes place early in March. We do
have a golf tournament that's coming up the third week
of September, so time's getting tight there. But just another way,
(11:16):
you know, just another way to spread to spread out
opportunities for people to support what we do.
Speaker 2 (11:22):
That's great, great, I appreciate sharing that, Greg. So just
to switch gears a little bit, I'd like to talk
about leadership on the show. How would you describe your
leadership style?
Speaker 1 (11:33):
My leadership style, I would say that it's kind of
a cross between I would say transformational leadership and servant leadership. Yeah,
I like to I like to motivate and inspire others
and to help them really keep their eye on our
mission and figure out the most innovative way for us
(11:56):
to get from here to there each day. And so
I try to I try to be a motivational leader
and lead by example and not expect others to do
anything that I wouldn't be willing to do myself. And
and just very relational, just very relational. I'm not I'm
(12:17):
not in any way autocratic, but I have very very
high standards and accountability at pen Mar is not a
dirty word. So we hold ourselves to the higher standards
and and and one of the things that's been wonderful
for me through the years is that I've had a
board of directors that has helped me to that standard
as well and has invested in me, just as I
(12:38):
invest in the people that I come in contact with
each day here at Penmar.
Speaker 2 (12:43):
Yeah, that's great. Want takeaway there. I like what you
said about accountability not being a dirty word because it
shouldn't be. And it often is or and sometimes implied
to that, but it really shouldn't be. It's accountability to
me is if you're you know, if you're doing your
job correctly, giving your team the right uh you know,
(13:04):
job description, the right resources, the nurturing, the coaching, the
expectations and communication, all those things, you know, then account
accountability is just a matter of you know, kind of
check in before nurturing. How can we help all those things.
How do you how would you talk about that? A
little bit kind of curious about your thoughts around accountability
(13:26):
and how you you know, envision that at at Penmark.
Speaker 1 (13:32):
Yeah, well, first of all, I would I would echo
everything that you just said. I mean, I think that
when you when you look at when you look at
what people are responsible for, it's not just about how
you get that, but it's how you invest in them
to help them get there as well. And and if
if you're investing in your team, and if you have
(13:54):
you know, we've done a lot of work in our
organization over the last few years around organizational culture in
that you know, we have very high expectations of our team,
but our team also has to have high expectations of
our organization that we are providing them the tools and
the resources that they need, so that accountability then just
(14:15):
becomes like the natural result of how we're working together
and not like some you know, I think I think
to your point, I think sometimes when people here accountable,
it's because people haven't been accountable, and when they have
to become accountable, then it's that it's painful. And when
you create an invest in a process that supports that
(14:37):
from the very beginning. It's not it's not something that's
seen as a negative and fact, it's seen as a
validation of what we're doing each day.
Speaker 2 (14:46):
Yeah, agreed. And and also a way to ensure that
it's a good fit for the employer and employee because
sometimes a good way helps you know, someone maybe it's
not just a great fit for them, you know, and
they can go find someone that's something that's a better
fit for them. And you know, having those you know,
(15:06):
let's just call them accountability measures in place, it's important
to you know, to figure that out because obviously you
want your employees to be happy no matter where they are,
whether it's with your organization or right. So, yeah, absolutely,
So the resilience seems to be kind of a buzzword
these days. What was what does resilience mean to you
(15:28):
and how would you demonstrate that with team?
Speaker 1 (15:32):
Well, yeah, so, you know, we've we've heard a lot
about resilience over the last several years in the workplace,
and like, so, I guess I would define resilience is
just you know, the natural extension of your capacity to
be able to produce the results that you need to produce.
But I would also I would also suggest that resiliency
(15:54):
sometimes comes at a price, and it's not an inexhaustible resource,
you know, because for me as well as everybody that
participates in what we do here at Penmar, you also
have to have the opportunity to step back and reflect
and when challenges and difficulties come your way, you can't
(16:14):
just power through everything, and if you do, you'll end
up burning out and not have a whole lot to offer.
So I think that the positive, the positive side of
resiliency is saying that you know, what we need to achieve,
We're going to figure out how to do it one
way or the other. But it's not going to be
in the backs of people's you know, physical and mental
(16:36):
health and creating unrealistic expectations. We're also going to invest
to make sure that if we if we give you
something really difficult to do here, we're going to provide
you the support that you need to do it and
you're not going to be alone. And uh, it's interesting.
I was just reading a book called Shatterproof by Tasha Yurick,
(16:58):
which actually talks about the other side of resiliency and
how people have to also be taking care of themselves
in order to have the time and energy to be
able to give that away to other people. So in
human services, there's you know, there's there's always the opportunity
to do more, and I think choosing, choosing wisely what
(17:21):
that more is is really really important because we can,
you know, we can find ourselves sometimes in a place.
Just had a conversation with our CFO this morning about
this where we go, Yeah, we're doing we're doing a
lot of great stuff. But is everything we're doing adding value?
You know, what do we what do we need to
take off the plate now so that we can be
(17:44):
more focused on the things that are important. So, to me,
resiliency is the commitment to get there, but I think
the process of getting there is very very important as well. Yeah.
Speaker 2 (17:55):
Well, and I love what you have to say about
like it shouldn't be something you shouldn't have to be
resilient all the time time. But it's resilience perfectly where
everybody chips in and you just you get through it.
You have a system in place, and you have a
good team and and you you you get through it together.
But it shouldn't be that like that all the time.
But that seems almost like a systematic problem in the organization.
(18:17):
You have to yeah all the time. Yeah, yeah, that's good,
that's good. So so so Greg, what excites you about
the future of tent more human services.
Speaker 1 (18:29):
I think what excites me the most is seeing, uh,
seeing how people are living their best life, you know.
I mean there, there's there's there's there's changing methods, there's
changing opportunities. There's a lot of things that are innovating
right now in our field. But really, at the end
of the day, what's most highly motivational to me is
(18:50):
when I'm talking to somebody that we support about their job,
you know, or there you know, or their home, or
their new friendships or relationship that they've developed, and those
things really are at the heart of what it is
that we're trying to accomplish as an organization. It's about
helping people really discover what that life looks like that
(19:14):
they want. And so, while sometimes it's easy to think
about all the crazy stuff that we have to do
to run efficient in good organizations on a day to
day basis, it all really funnels back up to that
idea that mission has to always be king right, mission
has to always be what we're shooting for and everything
(19:38):
that we do has to kind of funnel up to
ensure that that's never compromised and that that stays dynamic
and continues to grow because the more, you know, the
more our teams grow in terms of just education and
knowledge and innovation, the more opportunities we have to invest
(19:59):
that in the people that support That's what I get
excited about.
Speaker 2 (20:02):
Yeah, that's great, that is exciting. Appreciate you sharing that.
On the other side, what what keeps up at night.
Speaker 1 (20:13):
What keeps me up at night is sometimes thinking about
what we could do better. You know, I am, you know,
I will. I will admit I am my own worst
critic and our organization's worth credit worst critic, and I
see the amazing stuff we do, and uh, but I
also want to be better tomorrow, and my team will
(20:33):
hear me say that all the time. We need to
be better tomorrow than we are today, and we have
to be committed to doing that and pursuing that. So
I think that while there are while there are challenges
out there in our systems, where there are challenges out
there with you know, with with challenges with whether it's
(20:54):
government or whatever that is, those are those are challenges
that some times can can really put you under if
you don't have your head on straight. There you have
to figure out how to embrace those challenges and get
better through them. Not that we don't continue to advocate
(21:14):
very very strongly for systems changed and for funding and
for all those things that come with the field that
we're in, but I think not you know, not accepting
that you're a victim of those changes, but figuring how
are you going to elevate above that and continue to
lead in a way that's dynamic because the people that
(21:36):
we support are counting on us for that, and if
we ever forget that, then we'll start to miss the mark.
Speaker 2 (21:44):
Yeah, yeah, thank you, appreciate you sharing. Well, well the
wrap things up. Is there anything else you'd like our
listeners to know about you and about pen Mark Human Services?
Speaker 1 (21:53):
Well, you know, I've had the opportunity to be in
this organization since nineteen eighty eight. You know, when we
start as an organization, we were very very small, and
our organization has been very blessed to have good leaders,
great leaders and incredibly supportive board. And again, the outcome
(22:14):
is that people with disabilities are providing opportunities that you
know twenty and thirty years ago. Really we're just we're
just dreams. And so as we continue to move forward,
I just would you know, shout out to to those
that are listing that if you have an opportunity to
(22:36):
take an active role to come alongside an organization like
penmar and invest, and you will be you will be
blessed for it, and you will you will gain far
more than than you give. And that's kind of the
the funny part of this, and many of our team
members echoed this is that the more we give away,
(22:57):
the more we get back, and the more we learn
about who we are and the type of people that
we want to be. And so I just encourage, I
encourage your listeners to have an open mind and if
you have, if you have the opportunity, whether it is
through donor support, whether it's through volunteerism, whether it's simply
(23:20):
being an advocate or embracing that person with a disability
and your workforce or in your community, take advantage of
that because we're all better when we're lifting people up.
Speaker 2 (23:30):
Yeah, agreed, agreed, Thank you, And lastly, tell us how
to find more information about ten More Human Services.
Speaker 1 (23:38):
So our website at pen More is ped More, it's
pe and and hyphen m r dot org. And we
have a just a ton of information that's available, whether
it's for a business, whether it's for a family that
may need needs support, whatever that is, you can reach
us there. I am also always table at my email
(24:01):
which is G Miller at Penmar dot org. And uh
and we'll always entertain questions, concerns, uh whatever folks have
uh that that would uh would that would allow them
to embrace what we're doing here at Penmar. I'd love to,
uh love to show you what we do here as well.
And if people want more information, they certainly can reach
(24:23):
out to me and we'll make that happen.
Speaker 2 (24:26):
Excellent. Well, well, thank you so much. Greg, was great
talking to me. I could go talk to you the
rest of the afternoon about the whole leadership stuff. I
appreciate and your insights that was That was a lot
of fun. And yeah, thanks again for being on the show.
Really appreciate it and hope to talk to you soon.
Speaker 1 (24:40):
Great, Thank you so much. Dick has been iHeartMedia CEOs.
Speaker 2 (24:46):
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