December 12, 2024 • 31 mins
Imagine transforming adversity into a pioneering HR success story—Procure Talent Management Group did just that. Join us on "Let's Talk About It," where Shatema and I, TJ, celebrate the spirit of Black excellence in HR and entrepreneurship. We're joined by a distinguished guest, the Chief HR Officer of the Arizona Cardinals and President of the National Society of Black Sports Professionals, who recently earned the Power 50 Under 40 Award from the US Black Chamber. Together, we explore how PTMG turned the underestimated role of HR into a powerhouse of innovation, offering strategic solutions to bridge the gap between vendor and headcount budgets.
This episode is packed with personal tales of resilience and growth. From my unexpected career launch at Kohl's to navigating complex challenges at Walmart, including disaster management and tech overhauls, the journey is as insightful as it is inspiring. We delve into the motivational role of music, from Yolanda Adams’ gospel to the beats of UGK, which has been a steadfast companion through life's trials. We also express heartfelt gratitude for the incredible community support at our recent gala event, held at the culturally significant Carver Museum, highlighting Black excellence in sports. Join us for these compelling discussions, and gain fresh insights into the power of resilience and innovation within the Black community.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:04):
Welcome to let's Talk About it, the podcast where we
shine a light on the changeagents and everyday heroes who
shape our communities.
Here we dive deep into thelived experiences of our guests,
exploring the milestone momentsthat have either propelled them
forward or changed their pathsmoments that have either
(00:26):
propelled them forward orchanged their paths.
We anchor every conversation intwo foundational pillars of the
Black community books and music.
Through this unique lens, wecapture, entertain and inform,
weaving a rich tapestry ofstories and insights that
resonate, inspire and sparkmeaningful dialogue.
Join our host, tj, tj Lowry andShatima Grisham as they engage
(00:47):
with thought leaders andcommunity change agents to
uncover the rich tapestry ofexperiences that shape our lives
.
Get ready for insightfuldiscussions, unfiltered
perspectives and the celebrationof Black excellence let's talk
about it.
Excellence let's talk about it.
Speaker 2 (01:09):
Hey everyone, welcome to let's Talk About it, the
podcast.
I'm your girl, TJ, here, andI'm so excited to dive into
today's show.
We're bringing you one of theprominent HR professionals in
the Valley and we're so excitedto catch up with them.
Before we do that, I need tointroduce my prominent host,
(01:31):
shatima.
How you doing let's talk aboutit girl?
Hey there, how's it going?
It's going, it's going.
You've been hanging in there,I've been hanging in there.
What about you?
Pretty good, pretty good.
Tell me how PTMG is doingduring this time.
Speaker 3 (01:46):
and what are some of your clients looking like?
Yeah, so we are.
We're doing really well.
The company's thriving.
So Procure Talent ManagementGroup is an HR consulting firm
that specializes in talentmanagement, so it essentially is
just the strategy of how youattract, hire, develop and
retain your talent, your humancapital hire, develop and retain
(02:08):
your talent, your human capital.
You know the market ismarketing.
So we definitely have felt theimpact of that, but we are
thriving.
Our client base is, you know,really diverse, so we have a few
.
You know, recruitment is always, you know, it's always going to
be the bread and butter directplacement, temporary support,
things like that.
So, really just working on ourglobal talents, I have a new
(02:31):
strategy in place to be aprovider of global talents.
I'm excited about that Good.
Speaker 2 (02:38):
And your reach.
Speaker 3 (02:39):
Yeah, for sure there's still.
You know, a lot of companiesare going overseas, but there's
also talent that wants to comehere, and so having some of that
duality of offering resourcesfor that has been really good.
Speaker 2 (02:53):
Yeah, now I feel like you have a really cool or
inspiring origin story for PTMG,also born out of the pandemic.
How did that come about?
Speaker 3 (03:03):
I had a really bad day at work.
So I had a really bad day atwork one Friday and was just
really frustrated.
You know HR sometimes is athankless job, especially when
you are supporting.
You know largeentrepreneur-based companies
(03:24):
where they don't reallyunderstand the real impact of
you know largeentrepreneur-based companies
where they don't reallyunderstand the real impact of
you know what HR can do for thecompany, and I was looking for
additional headcount, butbecause we don't make any money,
they never want to give you theheadcount, and you know our
results were.
(03:44):
I needed support, I needed help.
What they would give me, though, was temporary support.
Can't give you a head count,but you need someone for 90 days
, you need somebody for sixmonths.
Tell me how long you needsomeone.
I can bring someone in to helpyou, and so you know.
The business was kind of builton that of providing that
support that HR professionalsneed in a temporary status and
(04:08):
or permanent if needed, becauseI found, in growing up in HR,
that vendor, the vendor budget,is different than the headcount
budget and it's usually a littlemore robust.
So we would, you know, pay forthird parties to come in and pay
them thousands of dollars, butI couldn't get a head count you
know, yeah, part of that I see.
Speaker 2 (04:29):
They can, you know, take the salary for a short
period of time on the expensereport, right, but they don't
see the value in what the peopleand providing the long-term
resource does to the bottom lineis the non-tangible.
So it is so hard for us as HRprofessionals to, you know, make
(04:52):
that case and explain that tothem.
It needs to be a short-term hitto the P&L and move on, get
what you need.
And so we're stretched andextended beyond what we can do
and the ask just keeps growing,right, and we need this and this
is necessary.
And so when you say, well, weneed a recruiter for that to be
(05:14):
quicker, there is no expenditurefor that, we're not going to
invest in that.
So to you, the bad day, you know, lead into success at PTMG and
I feel like that's inspiring,even though it came out of a bad
day.
You know, lead into success atPTMG and I feel like that's
inspiring, even though it cameout of a bad day, I feel like
your story definitely hasinspired me, and you know the
team at BHRS, and so we alwaysare proud of you.
(05:36):
Yeah.
Speaker 3 (05:37):
Entrepreneurship is tough in these streets, but
rewarding yes for sure.
Thank you.
Speaker 2 (05:43):
Let's dive into our show and thank you for sharing
that and being vulnerable withour audience.
Who are you introducing us totoday?
Speaker 3 (05:52):
throw down a little bit on your background.
So this is the chief HR officerat the Arizona Cardinals.
He's also the president of BSP,which is the National Society
of Black Sports Professionals.
(06:13):
He's also a member of Alpha PhiAlpha fraternity and just
recently got awarded as recentas a few weeks ago the Power 50
Under 40 Award for the US BlackChamber right.
So he's an Arizona resident ofthe last three years by way of
(06:34):
Arkansas, originally fromHouston.
Speaker 2 (06:38):
Did I get that right Okay so welcome Thank you Thanks
for having me.
Speaker 4 (06:41):
Yeah, I'm looking forward to it.
Speaker 2 (06:43):
Such a nice bio and it's exciting especially for us,
you know to see a black manhere in Arizona.
So, ladies, they are out there.
I know we keep hearing that,but they exist.
We're excited to have you onthe show, sean.
We're going to do an icebreaker.
We're HR professionals, we callthis, let's talk about it.
(07:03):
So we're going to ask you aquestion, just give us the first
answer that comes to mind, okay.
All right.
Favorite hip-hop artist.
Speaker 4 (07:11):
Favorite hip-hop artist?
That's a good one.
I don't know about favorite,I'll say current favorite.
Speaker 1 (07:15):
How about that I?
Speaker 4 (07:16):
like that.
I don't know.
I've been playing a lot ofDrake lately.
Speaker 3 (07:22):
All right.
Alright, I didn't know we stilllistened to Drake.
Yeah, why you think he?
Speaker 1 (07:26):
got canceled because of the tender.
Speaker 3 (07:28):
I don't know, I guess that's what I heard.
Speaker 4 (07:31):
Okay, I still like Drake, so he's still alright
with me.
Speaker 3 (07:34):
Alright Favorite hip-hop music video.
Speaker 4 (07:36):
Video.
Oh, that's a good one, you know.
What came to mind immediatelyis Big Pimpin' Jay-Z and Pimp c.
Yes, now I'm gonna tell thestory.
I don't remember the name ofthe song.
I need to go look the song up.
But when I was on the campus oftsu so that's where I went they
actually were recording a videothere with ti and pimp c.
Okay, uh, and so like, if Iknew the name of that one, I
(07:58):
would put that at the top of thelist because I was in the mix.
Speaker 3 (08:01):
I was in the mix.
Speaker 4 (08:03):
But Pimp C looks like he's winning out.
Speaker 2 (08:08):
Best R&B album of all time.
Speaker 4 (08:10):
Of all time.
I'm a big Usher fan, so I wouldprobably go Usher Confessions
or something like that.
That's probably where I'm goingto go with the R&B.
Speaker 2 (08:19):
Did you see him in Vegas?
Speaker 4 (08:21):
I did see the residency.
I did too.
Yeah, it was great I was.
Did you see him in Vegas?
Speaker 3 (08:25):
I did see the residency, I didn't know, yeah,
it was great.
I did too.
It was great.
I was about ready to risk it.
All I did.
Speaker 2 (08:28):
I was on stage in the beginning I ran up.
I was one of the ladies, so Ihad a good time.
You had a good time, absolutely, yeah, yeah, yeah.
Speaker 4 (08:36):
I'm a big Dutch fan.
He's here in.
I think it's on the new album alittle more yeah.
Speaker 3 (08:46):
I think, so Residency was great though.
Yeah, it was great.
Awesome A pop song that alwaysgets you dancing.
Speaker 4 (08:51):
A pop song that gets me dancing.
I don't know, that's a good one, a pop song that gets me
dancing.
I don't know.
I would probably go Party inthe USA, or something like that
yeah, yeah that's where I'dprobably go, so yeah yeah, yeah
(09:13):
what was your first concert?
First concert, that's a goodone.
Oh, let me think back now.
Uh, first concert, I want tosay my first concert was
actually on the campus of TSUand it was a bunch of, like,
local artists.
So if people are familiar withHouston, you go.
Speaker 3 (09:32):
Lil' Kiki and Lil' Flip, and that was like my first
like that was like my firstconcert.
Tsu was poppin'.
What's going on down there?
Hbcu, HBCU.
Yeah.
What about the most underratedartists in your opinion?
Speaker 4 (09:47):
Underrated artists.
That's a good one.
There's a guy that I like namedRuss, that he's a rapper kind
of singer tone.
He puts out some good hits thatI think just haven't made it
(10:07):
mainstream but I would go withRuss.
Well, send it to us so we cancheck Russ out.
Speaker 2 (10:14):
What CD is in rotation CD?
Speaker 4 (10:17):
We don't need to say that right now, but what's?
Speaker 2 (10:22):
heavier on the playlist.
I think we call it playlist andyet streaming heavy.
Speaker 4 (10:26):
Yeah, let's see.
Well, it's probably streamingheavy for me right now.
It's actually well, spotify wasin my Spotify list.
Right now I've got this I don'tknow, I think it's like.
I think the title of it issomething like Black Uptempo
Gospel.
It's what's going on right now.
That's probably getting a lotof play.
(10:46):
Aside from that, I go back toUsher, the Weeknd, like those
are typically.
There's some Drake like Drake'sCDs and stuff are on Spotify
pretty much.
Speaker 3 (11:02):
Is that Black Hip Hop Gospel Does?
Speaker 2 (11:03):
it got like r&b hip-hop flair in it.
Speaker 4 (11:06):
It does yeah like it's got me what was in the
rotation and it's a lot, it's alot of uh.
I think the artist is uh, hubbyand like lecrae, uh, and so
it's got a lot of that and it'sgot a lot of that in there.
Then it's bringing out some oldschool.
They'll put some Kirk Franklinstomp in there.
It's just upbeat.
I like that.
I need that for cleaning on thefloor, yeah, yeah.
Yeah, that's been in there alittle bit, all right, yeah.
Speaker 2 (11:29):
And then let me ask one more what's your favorite
genre of music?
Speaker 4 (11:32):
Genre of music, I mean definitely R&B.
I'm yeah, yeah.
Speaker 2 (11:37):
So when did you first fall in love with R&B and speak
to that in terms of how you gotinto this career.
Speaker 4 (11:48):
Oh gotcha, first fall in love.
Fell in love with R&B.
It probably comes back from mychildhood.
My mom, like I remember, backin the day, talk about cleaning,
right.
I remember my mama throwing onsome Isley Brothers and it was,
you know, when the songs came on.
Ok, it's time to like Saturdaymorning.
Yeah, it's like time to clean up, right, so like I, think that's
where, like I probably said,that's probably where it uh,
where it came from.
And then in terms of, uh, youknow, transitioning into this
(12:09):
career, um, you know, and Inever set out to be an HR right,
like probably so many of us,like I don't, but yeah, yeah.
I can go to school.
I wanted to be this HRprofessional, but I ended up
really being thrown into an HRrole.
I was in Houston at the time,prior to what I do now is all
(12:32):
retail, and so I was working atKohl's department stores and got
a random call from our districtmanager at the time and said
hey, our HR manager, slashoperations, dual job operations
in HR, quit, and you're going togo be the new HR operations
manager for this new buildingthat we're opening out in League
City.
So go do it.
(12:53):
And you got to go hire 200people to open this store.
And so that was my introductioninto HR.
Speaker 2 (12:59):
I love that, so that would be the intro to your song
your HR career right, likethrown in it or something, yeah.
And so now we're in the songafter those first few bars,
those first 60 bars.
When did the beat drop in yourcareer, In life?
(13:22):
This would be the moment youstarted to see your career
really take off.
When did the beat drop?
Speaker 4 (13:27):
When did the beat drop.
I would say definitely thismove I ended up making to
Walmart in the sense of movingto the corporate office.
So I talked about the Kohl'sexperience there.
I pretty much stayed.
Kohl's went to a couple of thedifferent retailers, but we're
(13:57):
all in the field and I got anopportunity in.
You know, it gets everythingdumped on it that nobody else
wants to do.
But it was there in that job andhad an amazing boss that really
supported me, started to open alot of doors for me in terms of
my career, and so I spent thenext, you know, four or five
(14:19):
years there at Walmart, prettymuch changing jobs and getting
promoted every 12 months fromthat point on, and so that beat
dropping was really the move toArkansas that put me in a
position that had this plethoraof just other opportunities that
existed, because if I stayed ina field like there's only one
HR job in the field, likethere's nowhere else to really
(14:40):
go, and so that's what I would,that's what I'd go with.
Speaker 2 (14:43):
Love that, all that exposure.
All that exposure In ArkansasProbably would have never
thought oh, I want to move toArkansas.
Speaker 4 (14:51):
Never on my list.
It was never on my list.
Speaker 3 (14:55):
Alright, so we talked about the beat drop and let's
talk about the verse.
The verse is the part of thesong that's used to advance the
plot.
Um, the verse makes up themajority of the sound and often
tells those complex stories.
Um, what is the verse on yourpersonal soundtrack?
You know, share maybe the mostdifficult career challenges or
how you navigated those yeah,difficult career challenges.
Speaker 4 (15:18):
I give a couple right .
Um going back, this is my, mytime at Walmart, one of the most
, one of the most.
Speaker 3 (15:24):
I saw a lot at.
Speaker 4 (15:24):
Walmart.
Speaker 2 (15:25):
I saw a lot at Walmart.
Speaker 4 (15:29):
There's two things that I give there that I talk
about One.
I talk about that projectmanager job being the hodgepodge
of like everything nobody elsewanted to do.
One of the things that I got anopportunity to take on and was
violently told that I was goingto do is go be a part of this
emergency operations center, andthis emergency operations
center is pretty much spun overat Walmart anytime that
(15:49):
something disrupts the naturalflow of business so think of all
the hurricanes and things thatare happening on the East Coast
we would get activated to figureout what does that mean for our
stores.
I was responsible for thepeople function, and so that was
really how do we account forour people and take care of our
people that are in that areahappening there?
So I got thrown over there andwhen I did that, I didn't want
(16:10):
to go and do it.
I'll tell you, I was voluntoldand the very first year I was
there, I spent like 57 daysstraight working in the EOC.
So not doing my normal job,doing this extra job, um, taking
care of our employees, whichwas really important, but it
really allowed me to buildrelationships across the entire
Walmart enterprise, right, uh?
(16:31):
So that was one and then that.
So that was, that was morerelationship building.
It was hard work, it waschallenging, uh, but the
relationships, the connections Imade out of that paid dividends
for sure over the course of mycareer.
And then the one that wasprobably the most challenging
for me was I ended up taking ona job after that project manager
job to be a director of peoplemodernization.
(16:54):
That job was focused on a techoverhaul to bring in a new HRS
system.
Fun tech overhaul to bring in anew HRIS system.
Yeah right, I know right.
Those were always fun, and sowe had decided that we were
going to bring in Workday intoWalmart.
Speaker 3 (17:11):
Into Walmart.
So Workday was coming in totake the place of a homegrown
system, and so yeah yeah, allthat proprietary information
that somebody thought was greatand so yeah, yeah, all that
proprietary information thatsomebody thought was great.
Speaker 4 (17:24):
Yeah, and so that job .
It was the most challenging,for sure, but I can look back on
it and also say it was the mostrewarding.
Yeah, but when you talk about,you know CEOs and everybody at
your desk and on the phonetrying to figure out what's
going on, because we got allkind of downstream issues.
Speaker 3 (17:41):
And the spend, uh-huh yeah uh.
Speaker 4 (17:43):
So that was definitely the the most, uh, the
most challenging uh piece ofthe career.
And then I go.
You know if I go.
Third one I know you only askedfor one, but I just go to all
the disappointment too that'shappened related to jobs,
because not everybody, you know,sees where I am today and
they're like oh, that's great,like, but there's so, yeah,
there's so much disappointmentalong the way of jobs that I
didn't necessarily get that Ithought I was supposed to get,
(18:06):
and things of that nature somany no's right before I got to
a yes.
And so I go back to those beingchallenging moments too, when
you feel like you're ready forthe next opportunity and it
doesn't materialize the way youwant it to materialize.
Speaker 3 (18:22):
I think you said a lot right there, because
especially in HR there are a lotof no's, there's a lot of.
You know it's hostile becausesometimes when they're
downsizing it's the first groupyou know that doesn't produce
any money.
So they're looking to say, ohwell, the hiring manager can
interview, we don't need arecruiter.
Or you know, this person's beenrunning this department forever
(18:42):
, so they can do, they can bethe business partner and they
start to move through there.
But even navigating externally,trying to get in that
department is really hardbecause it's already tight as
far as bandwidth and head countsand all that good stuff.
Speaker 2 (18:55):
Oh yeah, those are challenging but I do believe
they build, you know, thoseresilience and all those things
we need that character that wenow have.
It certainly can build thatimposter syndrome when we do get
something that we know we'resupposed to have because well,
why did they reject me?
You know you go through thatprocess but you've got to go
(19:16):
back and refine yourself andremember your value so that you
can get back to the next thingand keep functioning.
So I do feel like, as hard asthey are, we need those no's to
to get back grounded and humble,and we all have had it, we've
all had yes, the rejection.
You know, I knew that job wasfor me, um and and then, when
(19:39):
you think back to it, it's like,wow, you know, could have,
should have, would have, and sowe can be grateful for where we
are no, absolutely yeah.
Speaker 4 (19:45):
I always take an approach of like hey, like if
that didn't happen, it wasn'tfor me right, like there's a
reason why that didn't happen,right, and usually you find that
reason later, yeah right likehey, they downsize or something
happens and you're like, oh, godappreciate, appreciate that or
you get greater.
Speaker 3 (20:01):
you know you get something greater.
Speaker 2 (20:02):
You know, I've certainly had that happen where
the doors close but then whenthe one opens, I'm like I'd
rather have this anyway, right.
But you just don't know thatbecause you are in that moment
but you got to process it and gothrough it and you get stronger
and better.
So I want to talk about thechorus.
They say it's the heart of thesong, and so it captures the
(20:24):
main message and emotionalessence.
It's the part most listenersremember and sing along to.
So what has been the coremessage for you, sean, in your
career and also in your personallife?
Speaker 4 (20:37):
Yeah, that's good.
That's good.
I think there's there's acouple of things that I think I
show up as consistently,regardless of what we're talking
about work or personal Right.
I think people have becomeknown really as really a person
that gets shit done Right,whether we're talking personally
(20:58):
or professionally Right doneright, whether we're talking
personally or professionallyright.
Um, I've become, uh, and thenwhen I talk about that, like
people know, like that that I'massociated with, like they can
call me, no matter the day, thehour, the time, and like if
something needs to get done atthat time, like I'm gonna make
sure that it happens and it getsdone right.
Um, I've also, you know, becomeknown for what I tell folks is
(21:19):
like making the complex, simple,love that Right, and so I think
that has paid like really goodyou know dividends for me over
time.
And then I always talk aboutrelationships right, like I've
been I hope that people wouldsay this too but like I've
become a really great person andhopefully building what I would
(21:39):
call mutually beneficialrelationships, and so I'm never
really after really anything, um, you know, for for my own self
right.
Like there's no real selfinterest and anything that, um,
I'm trying to do like do I wantto be successful and do I want
to do?
I want to grow Like absolutely,but I'm not ever taking
calculated things to make thathappen.
(22:02):
Right, like I'm just out tryingto do.
I'm just out trying to do goodRight.
And so that's what I would say,hopefully would would show up
in that course around things,that kind of thread, the needle
of personal and professional.
Speaker 3 (22:14):
I like that.
I like making the complexsimple.
That's a, that's a book.
Speaker 2 (22:20):
And it's a way to sell any product.
You know what I mean.
Like what is the goal?
You make it simple.
What resonates for me is thecharacter piece right, and also
the reciprocity I want to makesure I'm giving to other people.
It's so much more rewarding forme to support and help people
than to need something to youknow expect something back back,
(22:41):
and that really is just ourcore character, and so I feel
like people who are intentionalabout ensuring our characters in
check will get those rewards,will get less, and that's not
what we need to chase.
We just need to chase remaininga good person and character, so
I love that I love that.
Speaker 3 (23:02):
All right, we're to the bridge okay bring in the
bridge all right uh, the bridgehelps, breaks up the
repetitiveness of the song.
It adds an element of surprisegenerally and often presents a
new angle to the main idea.
What is your bridge or thething that shakes you up just a
little bit picks me up a littlebit.
Speaker 4 (23:21):
That's really good.
There's a lot of things, uh, Idon't know.
Like, when you said that, Iimmediately, like, went to pet
peeves, like I don't know why.
But you know, there's, there's.
You know, I don't, I don't, Idon't like excuses.
Right.
Again, I get that there'sreasons why things happen.
But I also think, like you know, I take an approach of like, if
it's within my control, I'mgoing to control it.
(23:43):
Right, I'm going to change thatoutcome.
If it's not, I'm not going toworry about it, I'm going to let
it roll down you know my backand leave it alone.
And so, like, excuses tend toshake me up, right, I think
about there's other things too,like tardiness and not being
prepared and like all that stuff.
Right, but that would be theone that probably comes to the
(24:04):
top of mind.
Is that one?
Speaker 3 (24:07):
I'm sure you've heard a lot of good excuses oh,
always, always, yeah, always,anything that comes to the top
of your head, we can take awhole other session.
Speaker 2 (24:15):
I know let's talk about it.
Speaker 3 (24:19):
We're HR professionals right Get them.
Speaker 4 (24:21):
Okay, here's another one, Simple, but like I didn't
have time Like that's like anexcuse, right, like okay, no,
you didn't make time.
It's not about having time, youhad time, right, it just wasn't
a priority for you.
So that's a simple one.
But, like whenever someone saidI didn't have time to do it
right, yeah, it wasn't important, right?
Speaker 2 (24:43):
like let's just talk about that piece, right?
So what song is your go-to song, sean, that has pushed you
through some challenges, roughtimes, or just simply today's
going to be a day.
It's going to be, more.
What are you putting onquestion?
Speaker 4 (24:56):
I don't.
That's a good one.
I don't know about today, butI'll.
I'll talk a little bit aboutthis right.
I lost my mom when I was 20, uh, grandparent my grandmother
when I was 18.
And both of those folks prettymuch raised me in the song that
I remember during that time thatreally helped was actually
(25:17):
Yolanda Adams.
Be blessed.
Speaker 2 (25:19):
Oh be blessed, Love me some, yolanda, yeah, yeah.
Speaker 4 (25:23):
Yeah, oh, be blessed, love me some.
Yulanda.
Yeah, yeah, yeah, yeah, uh.
So that's the song thatimmediately came to mind.
Like today, I can't say I got asong that I like put on and
like play I'll.
Speaker 3 (25:31):
I'll listen to a lot of different things today so
definitely depends on the, onthe energy and the mood yeah,
sometimes you gotta turn up,sometimes.
Speaker 2 (25:39):
Oh really.
Speaker 4 (25:40):
Oh, go ahead.
All right, see, all right.
Yeah, I made the mistake ofbuying a karaoke machine this
weekend, oh great.
Speaker 2 (25:49):
We'll come over, yeah , okay.
Speaker 4 (25:51):
We're going to have a little get-together.
Speaker 2 (25:53):
You're Maricopa, you are smidgen, maricopa.
Yeah, yeah, I'll make the hype.
Speaker 1 (25:57):
Okay, you'll make the hype All right.
Speaker 3 (25:59):
Here you go.
That sounds fun.
So albums, you know, or fullsoundtracks.
What do you recommend for aguest to purchase if they
haven't already?
One that you can maybe listento from start to finish?
Speaker 4 (26:17):
A good album to listen to from start to finish.
I'll give you two, all right,because I'm going to give you
like one side and my other side.
I'll tell you I got like twosides, okay.
Like I'm like good and holy,like I'll give you like, uh,
like both of those, all right.
So I'm gonna go holy first, allright.
Really, what I've beenlistening to, what I really like
, who I like right now?
Uh, maverick city music, okay.
(26:37):
Uh, they do a really reallygood job so I try to catch them
anytime they're in town.
Uh, what I would go with on theholy side, on the hood side,
I'm going to probably go withsomething Houston, and it's
probably going to be like someUGK or something along those
(27:01):
lines.
Speaker 3 (27:02):
All right, houston, yeah, yeah, yeah, yeah, yeah.
Speaker 4 (27:04):
I know, like I love my Houston music I mean I could
even go DJ Screw, like it's justlike a whole lot of different
things that I could go there.
Those are the sounds of mychildhood that just bring back
like so many memories, and sothose would be the two.
So I cheated and I gave you two.
Speaker 3 (27:27):
I love them.
Speaker 2 (27:28):
I wanted to the two, so I cheated and I gave you two,
so I actually had anopportunity to attend the gala
and I was enjoying the the uhaward ceremony.
For sure, there were some greatprominent people sold out
quickly.
Um, I found myself having agreat time for the after party
(27:48):
while we're talking about themusic.
Um, I also got a chance tobounce the basketball a little
bit, so that was pretty cool,but it was a great turnout um.
Shout out to you for puttingthat together.
It was poised.
Uh, the carver museum lookedgreat.
Everything was fun, so I wassurprised and very happy to be
in that space.
Speaker 4 (28:09):
It just felt really good yeah, well, definitely
thanks for supporting.
It was our first one, so we hadno idea how it was going to
turn out, but very pleased withuh how how it turned out.
It was so important, uh, for usto do it in that space.
Yeah Right, there's so muchhistorical context there and for
us to be, you know, anorganization that's focused on
(28:30):
Blacks in sports.
It was important for us to doit there.
Speaker 2 (28:33):
But the support from the community and from everybody
it blew our expectations out ofthe water, so thanks for sure,
well, we're proud of you and wewant to keep supporting you in
every way.
I mean, we is in the blackcommunity here in in the valley,
um, and just really proud tosee you doing your thing, so
we'll keep doing that.
Um, we also really appreciateyour time and you hanging out
(28:56):
with shatima and I today andgiving us a chance to talk about
it.
Um, tell everybody where theycan find you yeah, yeah.
Speaker 4 (29:03):
So LinkedIn, instagram, x for those that use
X, but LinkedIn, just my name,sean Mayo, but X and IG, sean
Mayo HR, are the places you canfind me.
Thank you all for having me,thanks for putting this together
and anything I can do tosupport you all.
I'm a resource.
I want to be able to help andsupport wherever I can.
Speaker 3 (29:26):
Thank you.
Yeah, thank you so much forhanging out with us.
We learned a lot.
I'm definitely going to checkout some of these
recommendations that you've madefor sure.
For sure.
I think of Maverick City.
They were just here, Weren'tthey just here?
Speaker 4 (29:40):
They were.
Yeah, I think they were justhere, yeah.
Speaker 3 (29:42):
Yeah, I definitely need a little more, little more
church in me these days to putit together.
I want to also thank ProcureTalent Management Group as a
sponsor to the let's Talk Aboutit podcast.
It's an HR consulting firmlocated here.
I am the CEO of that TJ.
You want to talk about theBlack HR Society?
(30:03):
Absolutely.
Speaker 2 (30:04):
Our sponsor in hometown, the Black HR Society.
We want to thank BHRS and ourcommunity.
Be sure to like, follow andsubscribe everywhere you can
find your podcasts.
Let's talk about it as well.
We've got our own social sites,so please make sure you follow
and subscribe and come on backnext time.
We are so glad to have you andcan't look forward to next time.
(30:29):
So thank you.
Speaker 1 (30:32):
Thank you for tuning into let's Talk About it the
podcast.
We hope you enjoyed today'sconversation and found
inspiration in the stories andexperiences shared.
We trust that you wereentertained, learned something
new and felt inspired by today'sshow.
Be sure to subscribe, like,follow, share and join us for
(30:52):
the next episode.
Until then, keep theconversation going and let's
keep talking about it.
Welcome to let's Talk About it, the podcast where we
shine a light on the changeagents and everyday heroes who
shape our communities.
Here we dive deep into thelived experiences of our guests,
exploring the milestone momentsthat have either propelled them
forward or changed their pathsmoments that have either
(00:26):
propelled them forward orchanged their paths.
We anchor every conversation intwo foundational pillars of the
Black community books and music.
Through this unique lens, wecapture, entertain and inform,
weaving a rich tapestry ofstories and insights that
resonate, inspire and sparkmeaningful dialogue.
Join our host, tj, tj Lowry andShatima Grisham as they engage
(00:47):
with thought leaders andcommunity change agents to
uncover the rich tapestry ofexperiences that shape our lives
.
Get ready for insightfuldiscussions, unfiltered
perspectives and the celebrationof Black excellence let's talk
about it.
Excellence let's talk about it.
Speaker 2 (01:09):
Hey everyone, welcome to let's Talk About it, the
podcast.
I'm your girl, TJ, here, andI'm so excited to dive into
today's show.
We're bringing you one of theprominent HR professionals in
the Valley and we're so excitedto catch up with them.
Before we do that, I need tointroduce my prominent host,
(01:31):
shatima.
How you doing let's talk aboutit girl?
Hey there, how's it going?
It's going, it's going.
You've been hanging in there,I've been hanging in there.
What about you?
Pretty good, pretty good.
Tell me how PTMG is doingduring this time.
Speaker 3 (01:46):
and what are some of your clients looking like?
Yeah, so we are.
We're doing really well.
The company's thriving.
So Procure Talent ManagementGroup is an HR consulting firm
that specializes in talentmanagement, so it essentially is
just the strategy of how youattract, hire, develop and
retain your talent, your humancapital hire, develop and retain
(02:08):
your talent, your human capital.
You know the market ismarketing.
So we definitely have felt theimpact of that, but we are
thriving.
Our client base is, you know,really diverse, so we have a few
.
You know, recruitment is always, you know, it's always going to
be the bread and butter directplacement, temporary support,
things like that.
So, really just working on ourglobal talents, I have a new
(02:31):
strategy in place to be aprovider of global talents.
I'm excited about that Good.
Speaker 2 (02:38):
And your reach.
Speaker 3 (02:39):
Yeah, for sure there's still.
You know, a lot of companiesare going overseas, but there's
also talent that wants to comehere, and so having some of that
duality of offering resourcesfor that has been really good.
Speaker 2 (02:53):
Yeah, now I feel like you have a really cool or
inspiring origin story for PTMG,also born out of the pandemic.
How did that come about?
Speaker 3 (03:03):
I had a really bad day at work.
So I had a really bad day atwork one Friday and was just
really frustrated.
You know HR sometimes is athankless job, especially when
you are supporting.
You know largeentrepreneur-based companies
(03:24):
where they don't reallyunderstand the real impact of
you know largeentrepreneur-based companies
where they don't reallyunderstand the real impact of
you know what HR can do for thecompany, and I was looking for
additional headcount, butbecause we don't make any money,
they never want to give you theheadcount, and you know our
results were.
(03:44):
I needed support, I needed help.
What they would give me, though, was temporary support.
Can't give you a head count,but you need someone for 90 days
, you need somebody for sixmonths.
Tell me how long you needsomeone.
I can bring someone in to helpyou, and so you know.
The business was kind of builton that of providing that
support that HR professionalsneed in a temporary status and
(04:08):
or permanent if needed, becauseI found, in growing up in HR,
that vendor, the vendor budget,is different than the headcount
budget and it's usually a littlemore robust.
So we would, you know, pay forthird parties to come in and pay
them thousands of dollars, butI couldn't get a head count you
know, yeah, part of that I see.
Speaker 2 (04:29):
They can, you know, take the salary for a short
period of time on the expensereport, right, but they don't
see the value in what the peopleand providing the long-term
resource does to the bottom lineis the non-tangible.
So it is so hard for us as HRprofessionals to, you know, make
(04:52):
that case and explain that tothem.
It needs to be a short-term hitto the P&L and move on, get
what you need.
And so we're stretched andextended beyond what we can do
and the ask just keeps growing,right, and we need this and this
is necessary.
And so when you say, well, weneed a recruiter for that to be
(05:14):
quicker, there is no expenditurefor that, we're not going to
invest in that.
So to you, the bad day, you know, lead into success at PTMG and
I feel like that's inspiring,even though it came out of a bad
day.
You know, lead into success atPTMG and I feel like that's
inspiring, even though it cameout of a bad day, I feel like
your story definitely hasinspired me, and you know the
team at BHRS, and so we alwaysare proud of you.
(05:36):
Yeah.
Speaker 3 (05:37):
Entrepreneurship is tough in these streets, but
rewarding yes for sure.
Thank you.
Speaker 2 (05:43):
Let's dive into our show and thank you for sharing
that and being vulnerable withour audience.
Who are you introducing us totoday?
Speaker 3 (05:52):
throw down a little bit on your background.
So this is the chief HR officerat the Arizona Cardinals.
He's also the president of BSP,which is the National Society
of Black Sports Professionals.
(06:13):
He's also a member of Alpha PhiAlpha fraternity and just
recently got awarded as recentas a few weeks ago the Power 50
Under 40 Award for the US BlackChamber right.
So he's an Arizona resident ofthe last three years by way of
(06:34):
Arkansas, originally fromHouston.
Speaker 2 (06:38):
Did I get that right Okay so welcome Thank you Thanks
for having me.
Speaker 4 (06:41):
Yeah, I'm looking forward to it.
Speaker 2 (06:43):
Such a nice bio and it's exciting especially for us,
you know to see a black manhere in Arizona.
So, ladies, they are out there.
I know we keep hearing that,but they exist.
We're excited to have you onthe show, sean.
We're going to do an icebreaker.
We're HR professionals, we callthis, let's talk about it.
(07:03):
So we're going to ask you aquestion, just give us the first
answer that comes to mind, okay.
All right.
Favorite hip-hop artist.
Speaker 4 (07:11):
Favorite hip-hop artist?
That's a good one.
I don't know about favorite,I'll say current favorite.
Speaker 1 (07:15):
How about that I?
Speaker 4 (07:16):
like that.
I don't know.
I've been playing a lot ofDrake lately.
Speaker 3 (07:22):
All right.
Alright, I didn't know we stilllistened to Drake.
Yeah, why you think he?
Speaker 1 (07:26):
got canceled because of the tender.
Speaker 3 (07:28):
I don't know, I guess that's what I heard.
Speaker 4 (07:31):
Okay, I still like Drake, so he's still alright
with me.
Speaker 3 (07:34):
Alright Favorite hip-hop music video.
Speaker 4 (07:36):
Video.
Oh, that's a good one, you know.
What came to mind immediatelyis Big Pimpin' Jay-Z and Pimp c.
Yes, now I'm gonna tell thestory.
I don't remember the name ofthe song.
I need to go look the song up.
But when I was on the campus oftsu so that's where I went they
actually were recording a videothere with ti and pimp c.
Okay, uh, and so like, if Iknew the name of that one, I
(07:58):
would put that at the top of thelist because I was in the mix.
Speaker 3 (08:01):
I was in the mix.
Speaker 4 (08:03):
But Pimp C looks like he's winning out.
Speaker 2 (08:08):
Best R&B album of all time.
Speaker 4 (08:10):
Of all time.
I'm a big Usher fan, so I wouldprobably go Usher Confessions
or something like that.
That's probably where I'm goingto go with the R&B.
Speaker 2 (08:19):
Did you see him in Vegas?
Speaker 4 (08:21):
I did see the residency.
I did too.
Yeah, it was great I was.
Did you see him in Vegas?
Speaker 3 (08:25):
I did see the residency, I didn't know, yeah,
it was great.
I did too.
It was great.
I was about ready to risk it.
All I did.
Speaker 2 (08:28):
I was on stage in the beginning I ran up.
I was one of the ladies, so Ihad a good time.
You had a good time, absolutely, yeah, yeah, yeah.
Speaker 4 (08:36):
I'm a big Dutch fan.
He's here in.
I think it's on the new album alittle more yeah.
Speaker 3 (08:46):
I think, so Residency was great though.
Yeah, it was great.
Awesome A pop song that alwaysgets you dancing.
Speaker 4 (08:51):
A pop song that gets me dancing.
I don't know, that's a good one, a pop song that gets me
dancing.
I don't know.
I would probably go Party inthe USA, or something like that
yeah, yeah that's where I'dprobably go, so yeah yeah, yeah
(09:13):
what was your first concert?
First concert, that's a goodone.
Oh, let me think back now.
Uh, first concert, I want tosay my first concert was
actually on the campus of TSUand it was a bunch of, like,
local artists.
So if people are familiar withHouston, you go.
Speaker 3 (09:32):
Lil' Kiki and Lil' Flip, and that was like my first
like that was like my firstconcert.
Tsu was poppin'.
What's going on down there?
Hbcu, HBCU.
Yeah.
What about the most underratedartists in your opinion?
Speaker 4 (09:47):
Underrated artists.
That's a good one.
There's a guy that I like namedRuss, that he's a rapper kind
of singer tone.
He puts out some good hits thatI think just haven't made it
(10:07):
mainstream but I would go withRuss.
Well, send it to us so we cancheck Russ out.
Speaker 2 (10:14):
What CD is in rotation CD?
Speaker 4 (10:17):
We don't need to say that right now, but what's?
Speaker 2 (10:22):
heavier on the playlist.
I think we call it playlist andyet streaming heavy.
Speaker 4 (10:26):
Yeah, let's see.
Well, it's probably streamingheavy for me right now.
It's actually well, spotify wasin my Spotify list.
Right now I've got this I don'tknow, I think it's like.
I think the title of it issomething like Black Uptempo
Gospel.
It's what's going on right now.
That's probably getting a lotof play.
(10:46):
Aside from that, I go back toUsher, the Weeknd, like those
are typically.
There's some Drake like Drake'sCDs and stuff are on Spotify
pretty much.
Speaker 3 (11:02):
Is that Black Hip Hop Gospel Does?
Speaker 2 (11:03):
it got like r&b hip-hop flair in it.
Speaker 4 (11:06):
It does yeah like it's got me what was in the
rotation and it's a lot, it's alot of uh.
I think the artist is uh, hubbyand like lecrae, uh, and so
it's got a lot of that and it'sgot a lot of that in there.
Then it's bringing out some oldschool.
They'll put some Kirk Franklinstomp in there.
It's just upbeat.
I like that.
I need that for cleaning on thefloor, yeah, yeah.
Yeah, that's been in there alittle bit, all right, yeah.
Speaker 2 (11:29):
And then let me ask one more what's your favorite
genre of music?
Speaker 4 (11:32):
Genre of music, I mean definitely R&B.
I'm yeah, yeah.
Speaker 2 (11:37):
So when did you first fall in love with R&B and speak
to that in terms of how you gotinto this career.
Speaker 4 (11:48):
Oh gotcha, first fall in love.
Fell in love with R&B.
It probably comes back from mychildhood.
My mom, like I remember, backin the day, talk about cleaning,
right.
I remember my mama throwing onsome Isley Brothers and it was,
you know, when the songs came on.
Ok, it's time to like Saturdaymorning.
Yeah, it's like time to clean up, right, so like I, think that's
where, like I probably said,that's probably where it uh,
where it came from.
And then in terms of, uh, youknow, transitioning into this
(12:09):
career, um, you know, and Inever set out to be an HR right,
like probably so many of us,like I don't, but yeah, yeah.
I can go to school.
I wanted to be this HRprofessional, but I ended up
really being thrown into an HRrole.
I was in Houston at the time,prior to what I do now is all
(12:32):
retail, and so I was working atKohl's department stores and got
a random call from our districtmanager at the time and said
hey, our HR manager, slashoperations, dual job operations
in HR, quit, and you're going togo be the new HR operations
manager for this new buildingthat we're opening out in League
City.
So go do it.
(12:53):
And you got to go hire 200people to open this store.
And so that was my introductioninto HR.
Speaker 2 (12:59):
I love that, so that would be the intro to your song
your HR career right, likethrown in it or something, yeah.
And so now we're in the songafter those first few bars,
those first 60 bars.
When did the beat drop in yourcareer, In life?
(13:22):
This would be the moment youstarted to see your career
really take off.
When did the beat drop?
Speaker 4 (13:27):
When did the beat drop.
I would say definitely thismove I ended up making to
Walmart in the sense of movingto the corporate office.
So I talked about the Kohl'sexperience there.
I pretty much stayed.
Kohl's went to a couple of thedifferent retailers, but we're
(13:57):
all in the field and I got anopportunity in.
You know, it gets everythingdumped on it that nobody else
wants to do.
But it was there in that job andhad an amazing boss that really
supported me, started to open alot of doors for me in terms of
my career, and so I spent thenext, you know, four or five
(14:19):
years there at Walmart, prettymuch changing jobs and getting
promoted every 12 months fromthat point on, and so that beat
dropping was really the move toArkansas that put me in a
position that had this plethoraof just other opportunities that
existed, because if I stayed ina field like there's only one
HR job in the field, likethere's nowhere else to really
(14:40):
go, and so that's what I would,that's what I'd go with.
Speaker 2 (14:43):
Love that, all that exposure.
All that exposure In ArkansasProbably would have never
thought oh, I want to move toArkansas.
Speaker 4 (14:51):
Never on my list.
It was never on my list.
Speaker 3 (14:55):
Alright, so we talked about the beat drop and let's
talk about the verse.
The verse is the part of thesong that's used to advance the
plot.
Um, the verse makes up themajority of the sound and often
tells those complex stories.
Um, what is the verse on yourpersonal soundtrack?
You know, share maybe the mostdifficult career challenges or
how you navigated those yeah,difficult career challenges.
Speaker 4 (15:18):
I give a couple right .
Um going back, this is my, mytime at Walmart, one of the most
, one of the most.
Speaker 3 (15:24):
I saw a lot at.
Speaker 4 (15:24):
Walmart.
Speaker 2 (15:25):
I saw a lot at Walmart.
Speaker 4 (15:29):
There's two things that I give there that I talk
about One.
I talk about that projectmanager job being the hodgepodge
of like everything nobody elsewanted to do.
One of the things that I got anopportunity to take on and was
violently told that I was goingto do is go be a part of this
emergency operations center, andthis emergency operations
center is pretty much spun overat Walmart anytime that
(15:49):
something disrupts the naturalflow of business so think of all
the hurricanes and things thatare happening on the East Coast
we would get activated to figureout what does that mean for our
stores.
I was responsible for thepeople function, and so that was
really how do we account forour people and take care of our
people that are in that areahappening there?
So I got thrown over there andwhen I did that, I didn't want
(16:10):
to go and do it.
I'll tell you, I was voluntoldand the very first year I was
there, I spent like 57 daysstraight working in the EOC.
So not doing my normal job,doing this extra job, um, taking
care of our employees, whichwas really important, but it
really allowed me to buildrelationships across the entire
Walmart enterprise, right, uh?
(16:31):
So that was one and then that.
So that was, that was morerelationship building.
It was hard work, it waschallenging, uh, but the
relationships, the connections Imade out of that paid dividends
for sure over the course of mycareer.
And then the one that wasprobably the most challenging
for me was I ended up taking ona job after that project manager
job to be a director of peoplemodernization.
(16:54):
That job was focused on a techoverhaul to bring in a new HRS
system.
Fun tech overhaul to bring in anew HRIS system.
Yeah right, I know right.
Those were always fun, and sowe had decided that we were
going to bring in Workday intoWalmart.
Speaker 3 (17:11):
Into Walmart.
So Workday was coming in totake the place of a homegrown
system, and so yeah yeah, allthat proprietary information
that somebody thought was greatand so yeah, yeah, all that
proprietary information thatsomebody thought was great.
Speaker 4 (17:24):
Yeah, and so that job .
It was the most challenging,for sure, but I can look back on
it and also say it was the mostrewarding.
Yeah, but when you talk about,you know CEOs and everybody at
your desk and on the phonetrying to figure out what's
going on, because we got allkind of downstream issues.
Speaker 3 (17:41):
And the spend, uh-huh yeah uh.
Speaker 4 (17:43):
So that was definitely the the most, uh, the
most challenging uh piece ofthe career.
And then I go.
You know if I go.
Third one I know you only askedfor one, but I just go to all
the disappointment too that'shappened related to jobs,
because not everybody, you know,sees where I am today and
they're like oh, that's great,like, but there's so, yeah,
there's so much disappointmentalong the way of jobs that I
didn't necessarily get that Ithought I was supposed to get,
(18:06):
and things of that nature somany no's right before I got to
a yes.
And so I go back to those beingchallenging moments too, when
you feel like you're ready forthe next opportunity and it
doesn't materialize the way youwant it to materialize.
Speaker 3 (18:22):
I think you said a lot right there, because
especially in HR there are a lotof no's, there's a lot of.
You know it's hostile becausesometimes when they're
downsizing it's the first groupyou know that doesn't produce
any money.
So they're looking to say, ohwell, the hiring manager can
interview, we don't need arecruiter.
Or you know, this person's beenrunning this department forever
(18:42):
, so they can do, they can bethe business partner and they
start to move through there.
But even navigating externally,trying to get in that
department is really hardbecause it's already tight as
far as bandwidth and head countsand all that good stuff.
Speaker 2 (18:55):
Oh yeah, those are challenging but I do believe
they build, you know, thoseresilience and all those things
we need that character that wenow have.
It certainly can build thatimposter syndrome when we do get
something that we know we'resupposed to have because well,
why did they reject me?
You know you go through thatprocess but you've got to go
(19:16):
back and refine yourself andremember your value so that you
can get back to the next thingand keep functioning.
So I do feel like, as hard asthey are, we need those no's to
to get back grounded and humble,and we all have had it, we've
all had yes, the rejection.
You know, I knew that job wasfor me, um and and then, when
(19:39):
you think back to it, it's like,wow, you know, could have,
should have, would have, and sowe can be grateful for where we
are no, absolutely yeah.
Speaker 4 (19:45):
I always take an approach of like hey, like if
that didn't happen, it wasn'tfor me right, like there's a
reason why that didn't happen,right, and usually you find that
reason later, yeah right likehey, they downsize or something
happens and you're like, oh, godappreciate, appreciate that or
you get greater.
Speaker 3 (20:01):
you know you get something greater.
Speaker 2 (20:02):
You know, I've certainly had that happen where
the doors close but then whenthe one opens, I'm like I'd
rather have this anyway, right.
But you just don't know thatbecause you are in that moment
but you got to process it and gothrough it and you get stronger
and better.
So I want to talk about thechorus.
They say it's the heart of thesong, and so it captures the
(20:24):
main message and emotionalessence.
It's the part most listenersremember and sing along to.
So what has been the coremessage for you, sean, in your
career and also in your personallife?
Speaker 4 (20:37):
Yeah, that's good.
That's good.
I think there's there's acouple of things that I think I
show up as consistently,regardless of what we're talking
about work or personal Right.
I think people have becomeknown really as really a person
that gets shit done Right,whether we're talking personally
(20:58):
or professionally Right doneright, whether we're talking
personally or professionallyright.
Um, I've become, uh, and thenwhen I talk about that, like
people know, like that that I'massociated with, like they can
call me, no matter the day, thehour, the time, and like if
something needs to get done atthat time, like I'm gonna make
sure that it happens and it getsdone right.
Um, I've also, you know, becomeknown for what I tell folks is
(21:19):
like making the complex, simple,love that Right, and so I think
that has paid like really goodyou know dividends for me over
time.
And then I always talk aboutrelationships right, like I've
been I hope that people wouldsay this too but like I've
become a really great person andhopefully building what I would
(21:39):
call mutually beneficialrelationships, and so I'm never
really after really anything, um, you know, for for my own self
right.
Like there's no real selfinterest and anything that, um,
I'm trying to do like do I wantto be successful and do I want
to do?
I want to grow Like absolutely,but I'm not ever taking
calculated things to make thathappen.
(22:02):
Right, like I'm just out tryingto do.
I'm just out trying to do goodRight.
And so that's what I would say,hopefully would would show up
in that course around things,that kind of thread, the needle
of personal and professional.
Speaker 3 (22:14):
I like that.
I like making the complexsimple.
That's a, that's a book.
Speaker 2 (22:20):
And it's a way to sell any product.
You know what I mean.
Like what is the goal?
You make it simple.
What resonates for me is thecharacter piece right, and also
the reciprocity I want to makesure I'm giving to other people.
It's so much more rewarding forme to support and help people
than to need something to youknow expect something back back,
(22:41):
and that really is just ourcore character, and so I feel
like people who are intentionalabout ensuring our characters in
check will get those rewards,will get less, and that's not
what we need to chase.
We just need to chase remaininga good person and character, so
I love that I love that.
Speaker 3 (23:02):
All right, we're to the bridge okay bring in the
bridge all right uh, the bridgehelps, breaks up the
repetitiveness of the song.
It adds an element of surprisegenerally and often presents a
new angle to the main idea.
What is your bridge or thething that shakes you up just a
little bit picks me up a littlebit.
Speaker 4 (23:21):
That's really good.
There's a lot of things, uh, Idon't know.
Like, when you said that, Iimmediately, like, went to pet
peeves, like I don't know why.
But you know, there's, there's.
You know, I don't, I don't, Idon't like excuses.
Right.
Again, I get that there'sreasons why things happen.
But I also think, like you know, I take an approach of like, if
it's within my control, I'mgoing to control it.
(23:43):
Right, I'm going to change thatoutcome.
If it's not, I'm not going toworry about it, I'm going to let
it roll down you know my backand leave it alone.
And so, like, excuses tend toshake me up, right, I think
about there's other things too,like tardiness and not being
prepared and like all that stuff.
Right, but that would be theone that probably comes to the
(24:04):
top of mind.
Is that one?
Speaker 3 (24:07):
I'm sure you've heard a lot of good excuses oh,
always, always, yeah, always,anything that comes to the top
of your head, we can take awhole other session.
Speaker 2 (24:15):
I know let's talk about it.
Speaker 3 (24:19):
We're HR professionals right Get them.
Speaker 4 (24:21):
Okay, here's another one, Simple, but like I didn't
have time Like that's like anexcuse, right, like okay, no,
you didn't make time.
It's not about having time, youhad time, right, it just wasn't
a priority for you.
So that's a simple one.
But, like whenever someone saidI didn't have time to do it
right, yeah, it wasn't important, right?
Speaker 2 (24:43):
like let's just talk about that piece, right?
So what song is your go-to song, sean, that has pushed you
through some challenges, roughtimes, or just simply today's
going to be a day.
It's going to be, more.
What are you putting onquestion?
Speaker 4 (24:56):
I don't.
That's a good one.
I don't know about today, butI'll.
I'll talk a little bit aboutthis right.
I lost my mom when I was 20, uh, grandparent my grandmother
when I was 18.
And both of those folks prettymuch raised me in the song that
I remember during that time thatreally helped was actually
(25:17):
Yolanda Adams.
Be blessed.
Speaker 2 (25:19):
Oh be blessed, Love me some, yolanda, yeah, yeah.
Speaker 4 (25:23):
Yeah, oh, be blessed, love me some.
Yulanda.
Yeah, yeah, yeah, yeah, uh.
So that's the song thatimmediately came to mind.
Like today, I can't say I got asong that I like put on and
like play I'll.
Speaker 3 (25:31):
I'll listen to a lot of different things today so
definitely depends on the, onthe energy and the mood yeah,
sometimes you gotta turn up,sometimes.
Speaker 2 (25:39):
Oh really.
Speaker 4 (25:40):
Oh, go ahead.
All right, see, all right.
Yeah, I made the mistake ofbuying a karaoke machine this
weekend, oh great.
Speaker 2 (25:49):
We'll come over, yeah , okay.
Speaker 4 (25:51):
We're going to have a little get-together.
Speaker 2 (25:53):
You're Maricopa, you are smidgen, maricopa.
Yeah, yeah, I'll make the hype.
Speaker 1 (25:57):
Okay, you'll make the hype All right.
Speaker 3 (25:59):
Here you go.
That sounds fun.
So albums, you know, or fullsoundtracks.
What do you recommend for aguest to purchase if they
haven't already?
One that you can maybe listento from start to finish?
Speaker 4 (26:17):
A good album to listen to from start to finish.
I'll give you two, all right,because I'm going to give you
like one side and my other side.
I'll tell you I got like twosides, okay.
Like I'm like good and holy,like I'll give you like, uh,
like both of those, all right.
So I'm gonna go holy first, allright.
Really, what I've beenlistening to, what I really like
, who I like right now?
Uh, maverick city music, okay.
(26:37):
Uh, they do a really reallygood job so I try to catch them
anytime they're in town.
Uh, what I would go with on theholy side, on the hood side,
I'm going to probably go withsomething Houston, and it's
probably going to be like someUGK or something along those
(27:01):
lines.
Speaker 3 (27:02):
All right, houston, yeah, yeah, yeah, yeah, yeah.
Speaker 4 (27:04):
I know, like I love my Houston music I mean I could
even go DJ Screw, like it's justlike a whole lot of different
things that I could go there.
Those are the sounds of mychildhood that just bring back
like so many memories, and sothose would be the two.
So I cheated and I gave you two.
Speaker 3 (27:27):
I love them.
Speaker 2 (27:28):
I wanted to the two, so I cheated and I gave you two,
so I actually had anopportunity to attend the gala
and I was enjoying the the uhaward ceremony.
For sure, there were some greatprominent people sold out
quickly.
Um, I found myself having agreat time for the after party
(27:48):
while we're talking about themusic.
Um, I also got a chance tobounce the basketball a little
bit, so that was pretty cool,but it was a great turnout um.
Shout out to you for puttingthat together.
It was poised.
Uh, the carver museum lookedgreat.
Everything was fun, so I wassurprised and very happy to be
in that space.
Speaker 4 (28:09):
It just felt really good yeah, well, definitely
thanks for supporting.
It was our first one, so we hadno idea how it was going to
turn out, but very pleased withuh how how it turned out.
It was so important, uh, for usto do it in that space.
Yeah Right, there's so muchhistorical context there and for
us to be, you know, anorganization that's focused on
(28:30):
Blacks in sports.
It was important for us to doit there.
Speaker 2 (28:33):
But the support from the community and from everybody
it blew our expectations out ofthe water, so thanks for sure,
well, we're proud of you and wewant to keep supporting you in
every way.
I mean, we is in the blackcommunity here in in the valley,
um, and just really proud tosee you doing your thing, so
we'll keep doing that.
Um, we also really appreciateyour time and you hanging out
(28:56):
with shatima and I today andgiving us a chance to talk about
it.
Um, tell everybody where theycan find you yeah, yeah.
Speaker 4 (29:03):
So LinkedIn, instagram, x for those that use
X, but LinkedIn, just my name,sean Mayo, but X and IG, sean
Mayo HR, are the places you canfind me.
Thank you all for having me,thanks for putting this together
and anything I can do tosupport you all.
I'm a resource.
I want to be able to help andsupport wherever I can.
Speaker 3 (29:26):
Thank you.
Yeah, thank you so much forhanging out with us.
We learned a lot.
I'm definitely going to checkout some of these
recommendations that you've madefor sure.
For sure.
I think of Maverick City.
They were just here, Weren'tthey just here?
Speaker 4 (29:40):
They were.
Yeah, I think they were justhere, yeah.
Speaker 3 (29:42):
Yeah, I definitely need a little more, little more
church in me these days to putit together.
I want to also thank ProcureTalent Management Group as a
sponsor to the let's Talk Aboutit podcast.
It's an HR consulting firmlocated here.
I am the CEO of that TJ.
You want to talk about theBlack HR Society?
(30:03):
Absolutely.
Speaker 2 (30:04):
Our sponsor in hometown, the Black HR Society.
We want to thank BHRS and ourcommunity.
Be sure to like, follow andsubscribe everywhere you can
find your podcasts.
Let's talk about it as well.
We've got our own social sites,so please make sure you follow
and subscribe and come on backnext time.
We are so glad to have you andcan't look forward to next time.
(30:29):
So thank you.
Speaker 1 (30:32):
Thank you for tuning into let's Talk About it the
podcast.
We hope you enjoyed today'sconversation and found
inspiration in the stories andexperiences shared.
We trust that you wereentertained, learned something
new and felt inspired by today'sshow.
Be sure to subscribe, like,follow, share and join us for
(30:52):
the next episode.
Until then, keep theconversation going and let's
keep talking about it.
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