January 22, 2025 • 50 mins
In this episode of “Militarily Speaking,” Tom and Jodi sit down with Jenni Reed, Vice President and Manager of the Recruit Department at Armed Forces Bank, to dive into the pivotal role of financial education for military recruits. They cover valuable tips for young recruits starting their military careers to jumpstart your financial empowerment, and the unique services provided by Armed Forces Bank to support military personnel.
“Militarily Speaking” is a podcast produced by Armed Forces Bank that is dedicated to the military lifestyle and all the things that makes military community who they are.
We — with guests like you — will help the military community not only navigate their finances but also military life. We chat about both good and bad financial practices and provide some insight along the way. We’ll share strategies to help people get ahead, discuss military benefits that members should take advantage of, and more – all working towards the goal of helping people become more financially independent.
On the show, we’ll also preview and talk about how to take advantage of military specific services, such as loans and mortgages, and help members prepare for important milestones such as PCS moves and the transition to civilian life. Finally, at the end of every episode, we have a bit of fun with our Military Minute. That guessing-game segment features military history, hobbies, a bit of pop culture. Correct guesses by listeners could result in a donation to charity of individual’s choice.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Disclaimer (00:00):
Militarily speaking, Episode 71, Jenny Reed, Armed Forces Bank Recruit Department.
Jodi (00:07):
This episode, we talk with Jenny Reed, Vice President and Manager of the Recruit Department at Armed Forces Bank.
One of our very own.
Disclaimer (00:26):
I know.
You know, we've had some ofour very own in the past.
Not often, it's a treat.
But as people go back into the archivesof greatness with our podcast, Agudo.
Yep.
Should we make up some morenames or is that enough?
Jenny Reed.
Jenny Reed.
Yep.
That's a trifecta of pure joy right there.
We have Jenny Reed with us today.
Welcome to Militarily Speakingbrought to you by Armed Forces Bank.
(00:48):
This is Tom McLean.
I don't have to tell you who I am, butI need to tell you who Jody Vickery is.
Jody Vickery is theExecutive Vice President.
Director of Consumer Banking andback to me, I am the military retail executive for Armed Forces Bank.
Jodi (01:02):
Welcome to our show.
We're excited to have you listeningand learning all about our guest, Jenny Reed with Armed Forces Bank.
I do want to tell our audiencea little bit about you, Jenny.
We didn't make any of this up.
Disclaimer (01:11):
Half of it.
Jodi (01:12):
Well, it's all true.
We didn't make any weird stuff up.
So Jenny Reed is the vice presidentand manager of the recruit department at Armed Forces Bank.
She is also a certified performance coachand trainer with the John Maxwell team.
With over 25 years of experience in salesand leadership, Jenny values exceptional service and strong client relationships.
In her current role, Jenny and herteam focus on supporting military recruits and recruiters by offering
(01:35):
tailored financial solutions to helpenlisting service members manage their finances and build credit.
A graduate of the legacy program atDickinson Financial Corporation, which is the parent of Armed Forces Bank.
That's what they say on news shows.
Jenny, were you in the original?
I was.
She was the OG legacy member.
What year?
Jenni Reed (01:52):
For sure.
2000, what?
18, 19?
Don't ask me time, I'm so bad with it.
Disclaimer (01:57):
Well, maybe one out of two is correct, the two years you said.
So we'll go with the range of 18 to 19.
Yeah.
Pre COVID, everything'spre and post COVID.
Yes.
Jodi (02:07):
She is also an alumna of the local Chamber of Commerce's Leadership Program and currently serves on its advisory board.
She's been a repeat keynotespeaker for the Greater Kansas City Chapter's Out of the Darkness American Suicide Prevention Walk.
Disclaimer (02:19):
That's awesome.
Jodi (02:20):
Yeah, definitely.
And was the 2023 keynote speaker at theInternational Women's Day Gala in St.
Eustatius.
Disclaimer (02:26):
Otherwise known as?
Statia.
Right.
Jodi (02:29):
So welcome, Jenny.
Disclaimer (02:31):
Great study, Jody.
Jodi (02:32):
Had to think about it.
Welcome, Jenny.
It's an honor to have you on our show.
We're happy to have you here.
And I kind of want to juststart with hearing a little bit about your background with DFC.
Tom probably knows more of it than Ido because he's been here a lot longer.
Yes, but I
Disclaimer (02:47):
thought four or five times longer based on your anniversary coming up at the end of this year.
Your fourth year.
Yes, I know.
You keep reminding me, but Jenny'sbeen working here longer than I have, so she knows more than I do.
She's
Jodi (02:57):
for sure got me beat.
So I'd love to hear just about yourcareer path here at Dickinson and Armed Forces Bank to start us off.
And then I'm sure we'll pepper you.
We have a plethora of questions for you.
Plethora.
It's Tom's favorite grown up word.
Jenni Reed (03:11):
Uh, you know, it's a good word.
It's a great word.
It's a great word.
Plethora.
Well, I started out in 2004 in,believe it or not, an entry level position with the Customer Care Center.
And I've held several titles in my tenure.
I've been involved in the developmentand restructuring of a few departments.
So the quality, I thinkit was quality control.
(03:31):
Or quality development.
Nonetheless, it went to qualitycontrol and development after I was asked to take that on.
And that was, that wasan awesome opportunity.
Several of the promotions inthat particular season came from directly on my team.
And I was asked to restructure the qualitydepartment to be more from observe and report to observe, coach, and develop.
(03:55):
And that was really areally a cool opportunity.
After that, I was asked to leadthe first outbound sales division that was super successful.
We had 90 days to prove that it wouldwork and in 45 days, we got the two thumbs up and authorization to grow.
That was so cool.
It was really an awesome opportunity.
And then my recent, my mostrecent ask was to come over to the recruit department, which has been.
(04:21):
Equally awesome.
I know I probably needto change words, right.
, but all of it's been awesome.
It's spectacular.
. It's been spectacular.
Yes.
So I guess in short, when I'm asked,what do you do for Armed Forces Bank, the answer is whatever the company needs me to do in that moment.
Yeah.
To push us and ourclients to the goal line.
Right.
It's been a really great journey,and I will tell you out of all of the things that I have been able to sell
(04:44):
and promote over these last 25 years,this company is by far my favorite, my fa my favorite thing to sell.
Just for,
Disclaimer (04:51):
just for audience clarification, because if, as I introduced to you, recruit department, I mean, a
lot of people are going to gravitatetowards the HR side of the house, right?
Jenni Reed (04:59):
Yeah.
Disclaimer (05:00):
So for, for clarification, just give us your rundown or your, I hate to say 30 second elevator speech, but.
Jenni Reed (05:06):
Absolutely.
Disclaimer (05:07):
What is the Recruit Department?
Jenni Reed (05:08):
The Recruit Department is not talent acquisition.
That is certainly human resources.
We actually work with We already have
Disclaimer (05:14):
enough talent there with you, Jenny.
Well,
Jenni Reed (05:16):
we're always looking for more, right?
Our team is awesome.
And no, not awesome.
Sectacular.
Stupendous is another adjective.
Monumentally amazing.
Yes.
But we work with military recruitersacross the nation to help them get their future enlisting soldiers set
up with a bank account and all thatthey need to access and use that bank account before going to basic training.
(05:40):
That's what we do.
Jodi (05:42):
I'm glad you asked that.
That's a good clarification.
But I will say what I heard and you walkin through your bio with, with the bank is flexibility, adaptability, leadership.
Disclaimer (05:52):
Loyalty.
Jodi (05:53):
Loyalty.
Disclaimer (05:53):
Dedication.
I
Jodi (05:54):
mean, when you see somebody that bounces around at the request of the company to tackle different things like
that, those are, those are the traitsthat are there, which, which is pretty.
Tapped.
Pretty awesome to use the word du jour.
Disclaimer (06:07):
One of the things that I've known about you and I've known you A while that you've got a unique passion
for financial education, improvingthe financial lives of recruits.
So let's, let's start, I guess, startthere too, that the most critical elements of financial education starts right when they're 17 And when they're getting
(06:28):
into financial, if you will, mainstreamfinancial services, maybe instead of going to petty lender or going somewhere else.
We're going to a check cashier,we're going to a retailer to get a money order or money transfer.
So it's, it's, let's getthem started young and let's get them on the right path.
So what do you think are the mostcritical elements of that early part of their military career when it comes to financial services and education?
Jenni Reed (06:52):
That's a great question.
I really, first, I need to make it clearin my opinion that the American public education curriculum doesn't prioritize
the personal finance side of thingsnearly as well as it should be, right?
This is something that impacts allof us throughout our adulthood, and I really feel strongly about it
needing to have a stronger emphasis toprepare people for the next chapter.
(07:13):
So I guess that being said, Thefirst probably critical component would be just banking basics, right?
Starting with the understanding ofeven the difference between deposit accounts like checking and savings.
It's super important because people thatlack that understanding end up paying for it by way of fees, interest rates, all just because they don't know any better.
(07:35):
So it's important for everyfinancial institution to do their part to close that gap.
It's something that I feel like we shouldall be equipped with before we hit.
adulthood and we're just not, we're not.
So the second element thatI would say would be for is budgeting and financial planning.
It's, it's remarkable, honestly, howmany people are missing this really foundational block to understanding how to manage their finances.
(08:03):
The National Foundation for CreditCounseling published their annual summary a few years ago that highlighted that 34
percent of active duty service membersare unable to pay their bills on time.
And 11 percent have debts and collections.
That was like jaw dropping for me.
So learning how to manage money,save for unexpected expenses, build financial security, that helps,
(08:26):
that helps all of us, servicemember or not, in so many ways.
But for service members specifically.
It's, it's critically importantknowing how a soldier is going to manage their finances and take care of
their needs and their family's needsdirectly impacts mission readiness and ultimately impacts their performance.
So that's certainly acritical element for me.
And then credit credit, probably the nextbiggest component, because I feel like building and maintaining good credit isn't
(08:53):
nearly as hard as people make it out tobe, but for service members, especially.
So that's It's critical becauseif you neglect your financial obligations, that leads often to
negative consequences that might notimpact the civilian sector, right?
You could lose security clearance.
You could lose rank, evenhinder your promotion prospects.
(09:15):
I think that it's important for financialinstitutions to want to help their clients by better equipping them with
that necessary info so that they canproactively remove obstacles that they might not be thinking about at 17.
You don't think about those things at 17.
Disclaimer (09:30):
Jenny, with the 18, that's too much, with the 8, 000 financial institutions combined between credit unions and banks.
And they probably all have a sweet spotfor what you talked about with credit.
Is there, are there some simple waysthat the audience can, can pursue or identify with their respective financial institutions that would be a way to get
into credit responsibly and to be goodstewards and to maintain the ability to advance their military careers or keep their security clearance?
(09:59):
What's a good starting point forsomebody that's in the age range that, that has, that is part of your daily life working for this company?
Jenni Reed (10:08):
Sure, that's a, that's a really good question.
I would say that for anybody over 18,don't bite the bait of whatever credit carrot is being dangled in front of you.
Even if you can afford a car, truck,or motorcycle at that nearly 30 percent interest rate, don't do it.
Just don't do it.
Disclaimer (10:25):
Don't the shiny object just because you're an impulse buyer like I am.
Yes.
That's shocking.
Well, it's usually just at theregister when it's a candy bar.
It's not like it's a car, the car.
Now
Jenni Reed (10:36):
I feel attacked.
Okay.
But I really do.
I feel like, especially in ourcountry, it's so easy to, when you are that young, it's so easy to get any level of credit that you might need.
Failing to think forward farenough to know how that's going to impact your financial well being.
It's too easy.
It's too easy.
(10:57):
I mean, There are plenty of credit cardcompanies and financial institutions, even at, you know, college campuses that are, that are opening up credit
cards for a free t shirt, like you're,you're leaving with years and years of debt and a debt to income ratio.
That's negatively impactingyour credit score.
It's, it's not exactly setting us,setting our youth up for, for success in the right ways, in my opinion.
Jodi (11:20):
Yeah.
That's probably not even a great t shirt.
Jenni Reed (11:22):
No.
It probably shrunk the firsttime it was washed in drought.
Yeah.
Jodi (11:27):
Yeah.
No, I think that's all great advice.
When you think about what you're doingand what your team is doing, what, what keeps you and your, your team by extension engaged, motivated to apply
what you just talked about to therecruits and via the recruiters as, as that's possible in there and what they're doing to prepare to serve our country.
Jenni Reed (11:47):
And that's a, that's a really great question.
What keeps me motivated is howpassionate my team, how even protective my team can get over these clients.
I think we've all been really encouragedby and inspired by how much courage it takes to swear in and commit to protecting the rights of our country, right?
So before coming to the RecruitDepartment, I had no idea how many enlisting soldiers were doing so to start a new path for themselves
(12:11):
in life, to escape, Situations thatwould have otherwise prevented a brighter future for themselves.
So that act of courageis really inspiring.
And for my team, we, we allunderstand we've, we've got a diverse group, right, in all age brackets.
So there are several of people on myteam that have already learned through the whole credit disaster by trifle and error, that this is something that
(12:34):
you can, that you can maintain fairlyeasily if you start early and you, You're protecting yourself from some of these opportunities that are really tempting.
So this is also oftentimes in ourdepartment, the first account that these individuals have had sole ownership of
and knowing some of the backgrounds thatthese enlisting soldiers are coming from.
(12:57):
It's it's really encouraging andkeeps me so motivated to stay the course when my team does their very best to protect them, right?
They protect them from unnecessaryaccess to their account from experiencing unnecessary fees.
All while doing such a good job oftempering the anxiety and excitement that can come from this new chapter, right?
(13:20):
We're talking to individuals thathave not even yet shipped like that ship date is coming They are feeling
all of the feels right like excitedterrified and we We take a really guiding approach to making sure that
they feel empowered and confidentto make some Some tough decisions about their financial well being.
Jodi (13:40):
I think that's that's great.
Well said
Disclaimer (13:43):
I've had the pleasure of working with the Recruit Department pre Jenny, right back probably in 2015, 2017 timeframe, then I worked with
you, Jenny, recently as well, and I'vealways enjoyed what you do and what your passion level is, and you tell me stories about, you know, your Team is
spending 45 minutes on one phone callwith a client and to have a de I, I'm gonna correct me if I'm wrong, Jenny, I think there's a dedicated 800 number.
(14:07):
8 4 4 7 2 serve.
Jenni Reed (14:09):
That's right.
Disclaimer (14:09):
How about that for a memory?
Jenni Reed (14:10):
Good memory.
You're nailing it.
I bet a dollar you have it written down.
But
Disclaimer (14:14):
my, I'm just, I just check on my faculty every once in a $2 you had it written down.
Alright.
That's it.
, thank you for joining us today.
Jenny.
We are . No, no, but the handholding,the dedicated recruit department, the.
White glove service, the red carpetrollout, the just the caring and you know, it leads me into this is leading
(14:35):
me into the next question that when itcomes to finding the right team around you, getting the right team developed,
you're all about developing others andproviding the skills, the resources, the tools to be successful in their job.
But if, if you were to hire somebodytoday, or if you were to go out and do the different kind of recruiting
on the HR side for talent acquisition,Why would they want to work with you?
(14:58):
And what is it about a career in therecruit department at Armed Forces Bank, that would be something where people should be picking up the phone, not
calling that eight four four number,but calling January cell number at five, five, five, one, two, one, two, but calling and saying, Hey, pick me.
I want to be part of that team.
Cause it's pretty cool.
Jenni Reed (15:15):
Well, because we're awesome.
Disclaimer (15:17):
Oh, here we go.
There
Jenni Reed (15:18):
it is.
Okay.
That's not enough.
You're right.
You're right.
I mean, okay.
So for my team specifically, we.
genuinely focus onwalking the talk, right?
Like it's important that each of myteam members is equipped with the knowledge that they need to manage their own financial readiness.
So I think that when you saywhat's, what's the most beneficial thing for your department, we focus on not, I focus growing my.
(15:44):
not just my business and my people.
I feel like when you pourinto your people, their performance will show it, right?
I, I try really hard not to focus on,we're a sales, we are a sales retail branch for sure, but I feel like when you take care of your people and you give them
a great example of how to take care ofpeople, Then they do that for your client base and the sales fall in line, right?
(16:08):
You, you got to focus on the clientexperience, but I will say that having that opportunity to grow our people in general has been so awesome for me.
Like I've had the most amazingopportunities to be able to watch my team take control of their own financial situations, we've been able
to celebrate personal milestones, likestellar credit scores, interest rates lower than they've ever experienced.
(16:34):
Savings plans so that they're not in ahardship like they've been in previous years because now they're prepared.
They've done it in a way that'sdigestible, that fits in the budget, that doesn't make savings feel like this, this weird thing to avoid.
They know that life is going tohappen and they're prepared for it.
And I've even been able to helpcelebrate first time home buyers, all done on their own, which is so awesome.
(17:01):
So incredible to see because theypass that real life experience down to their client base.
They know from experience that theproducts that they're talking about work.
They can say from experience, mycredit score went from this to that simply by doing this one little
thing that didn't cost me An annualfee or a crazy interest rate.
(17:23):
I think that empowering my team withthe knowledge they need to raise their own awareness is something
that they've been able to pass on totheir own kids and our client base.
And they're, they are handsdown, in my opinion, the most valuable asset that we have.
And being a family owned company, Ithink that, that it genuinely helps when you are working with a company
(17:44):
that understands the importance ofadding value to your people, right?
Definitely.
When you, when you have that at all,it all starts at the top and when that trickles down, you just continue to add
value and your team does the exact samething appropriately to your client base.
Disclaimer (18:01):
And you are, you're always one to proactively celebrate with your team.
Jenni Reed (18:04):
Yeah.
And it brings in a party.
Yeah.
Eat, party.
Disclaimer (18:08):
We talk about that a lot, but you think outside the box too.
It's not.
It's not.
You don't just follow the credo ofa typical corporate structure where you recognize when the company says to recognize you at a certain time.
You come up with it.
You and Jessica do a good jobof that, of just coming up with ways to keep people motivated.
Yeah, it's a great place to work.
Jenni Reed (18:27):
It's a good momentum, right?
When you celebrate any sportsteam that starts winning, right?
You celebrate morewins, you get more wins.
So I feel like anytime you can acknowledgeyour team for their wins, you should.
Disclaimer (18:39):
I'm going to put you in for the head coach of the Chicago Bears to help my team, help my team win and not be embarrassed with
either a Hail Mary or a double doinkfrom several years ago against the Philadelphia Eagles in the playoffs.
I feel
Jodi (18:51):
bitterness creeping into
Disclaimer (18:53):
the conversation.
It is.
Take me away.
It's a
Jodi (18:55):
slow creep, though.
You're still good.
Disclaimer (18:56):
All right.
Jodi (18:57):
At least for now.
At least for now.
No, I love hearing you talk aboutthe celebration with your team, with the different successes.
I know that as we were preparing for, itwas a credit builder campaign, I think, actually, for our secured credit card that we offer, you provided, out of your
team, a story, a real life story of oneof our associates that used that product and built their credit score, and it made a difference for them personally.
(19:19):
Uh, you're 100 percent rightwhen you're able to see personal benefit from whatever that is that the organization has to offer.
You're so well equipped to presentthat same opportunity to a client, I think in a meaningful way.
Jenni Reed (19:31):
I agree with that completely.
When you are sold yourself onthe thing, the thing becomes a natural part of the conversation.
Yeah.
It's like, why
Jodi (19:39):
wouldn't I tell everybody about this?
Disclaimer (19:41):
And then you're not, you're not a sales person.
You're providing a service.
You're a veteran
Jodi (19:47):
of value.
Absolutely.
Can I write that down?
You can.
I'll charge you.
And so that, what you just, what youjust, everything you just said might be the answer to my next question,
but you know, there, there are peoplethat play in this military bank space.
What is it about your team and what you doand how you do it that makes it unique to answer the needs for the service members?
That's a really good question.
(20:08):
Wait a minute,
Disclaimer (20:08):
Jenny.
It's okay.
So it's two to two, right?
She said it's really said
Jodi (20:12):
everything that I have asked is a good or a great
Disclaimer (20:14):
question.
She's done that for me too, though.
So we're just keeping score.
Just make sure when it's over, that
Jenni Reed (20:20):
I'm
Disclaimer (20:21):
up by one.
I'm going to feed hera bad question for you.
That's a great question.
All right, go ahead, Jenny.
Jenni Reed (20:29):
I think that, like, Armed Forces Bank as a whole, we, I think, what do we have, like,
approximately, I think it's 75 percentof our staff is military affiliated.
Disclaimer (20:37):
Yeah, 75 to 80 on the retail side has a military connection.
Yeah, I think that's a great step.
Jenni Reed (20:42):
That's huge because that brings, um, Such valuable insight to the needs of that demographic.
So that alone makes us, in my opinion,it makes us unique in the industry.
We are committed.
I think that having a dedicateddepartment for this particular data, this specific, I can't talk where it's
hard, particular demographic for recruitsand recruiters is incredibly unique.
(21:08):
To my understanding, thereis not another financial institution that has what we have.
It is, we literally have a group ofspecialists that don't just grocery list all the things we have to offer.
We train our staff to go through aneeds identification type of assessment.
We want to know where you're at, whereyou want to be, what you've tried.
(21:30):
So that we can best understand the problemthat we are, that we are aiming to solve.
You can't, you can't truly solve aproblem if you don't understand it.
So we're not just throwing out allthis stuff with here, buy my stuff.
No, it's want to understand whereyou're at in life, what you understand.
Right.
So that we can better identifysome gaps and that we can help bridge those gaps with.
(21:53):
Information, right?
We want to help you feel equipped with theinformation that you need to confidently make sound decisions financially.
And at this particular junction inpeople's lives, they have, they have a recruiter, and they typically have a guardian or a parent that is instructing,
do this, don't do that, which comeswith its own set of difficulties because Well, financial literacy is not really something that goes back generations and
(22:21):
is sound, you know, we deal with a lot ofyoung people that are like, my dad said, my mom said, my recruiter said, don't do, don't do, no credit cards, no this.
And we're doing our very best toeducate this, this group of folks with the information that they need
to know that they're doing theirbest to protect you from making the same mistakes that they've made.
(22:41):
But we can travel these routes andhelp you avoid them just because you understand things a little different.
Jodi (22:47):
And I think given, giving them an, I'll say an independent resource, you know, I mean, sometimes Parents, and maybe even a recruiter, I don't know,
but certainly parents, as a parent, Ican say this with, with certainty, you come at the, come at the conversation,
maybe biased or jaded towards certainthings and might not, might not give your kiddo all the options, right?
(23:07):
Sure.
Or just what your ownexperience is, quite honestly.
Jenni Reed (23:10):
Oh, you're totally right, Jodi.
Like, I can't even tell you how manyindividuals that my team has spoken with where, you know, something as
simple as overdraft or bad, never doit, which I agree with to an extent.
Absolutely.
Right?
You shouldn't, you shouldn't be recklesslyoverdrafting your account, most especially when you're starting out in your career.
Those fees are something youshouldn't need to budget for.
(23:32):
You need to better plan for those things.
However, if it is something thatyou have agreed to use in the event of an emergency, it could save you from having your lights turned off.
At very minimal cost, right?
Or credit cards are bad,don't ever use them.
Failing to realize that if you're notusing some form of credit to build.
Disclaimer (23:51):
You're, you're invisible, you're invisible, right?
You can't buy a
Jodi (23:55):
house.
Disclaimer (23:56):
Yeah.
Jodi (23:56):
Yeah, can't buy a house, can't, can't do certain kinds of travel.
There's a lot of things.
Unexpected stuff.
Exactly.
Disclaimer (24:02):
Jenny, you, you work at an undisclosed location somewhere in Fort Leavenworth.
But we are, you.
You and your team reachout to recruiters a lot.
You talk to your existing clients whoare the recruits that you bank, but I got to believe there's other ways that beside the outreach that you do
around the country to recruiters is thatthere's other ways that you try to stay connected within the military community.
(24:25):
I know for me, I'm an avid reader.
Well, there's military.
com.
Military times, Air Force times,Marine times, blah, blah, blah.
Jodi (24:32):
All the times.
Disclaimer (24:33):
All the times.
That, and there might be conferences,there might be places to go to stay connected to what's at the pulse
of the military community, but tellour audience a little bit about other ways that you, you do that.
How do you stay connected to themilitary, whether it's in Fort Leavenworth or whether it's.
Anywhere where our military might be.
Jenni Reed (24:55):
We have, you know, Jenny, Jenny, That's
Disclaimer (24:57):
a great question though, right?
Jenni Reed (24:59):
That is a stellar question.
You can't
Disclaimer (25:01):
prompt her.
It doesn't count.
Alright, so, Does that meanI get to take a point off?
Alright.
Jodi (25:10):
As a military spouse, I understand how unpredictable life can be.
Whether it's a PCS move or justeveryday expenses, money can be tight.
That's why it's so important to havea checking account that works for you.
Disclaimer (25:20):
Armed Forces Bank offers our access freedom checking accounts designed with military families in mind.
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Jodi (25:42):
And with about 75 percent of our team affiliated with the military, Armed Forces Bank really
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Disclaimer (25:55):
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(26:20):
All right, yeah, go ahead.
What's the
Jenni Reed (26:21):
score now?
I need to know.
I don't,
Disclaimer (26:22):
whatever the score is, you were just about to compliment me, so let's go, let's go with that.
I was about
Jenni Reed (26:28):
to say that, that is a great question, Tom.
I was actually encouraged thisyear to go to the Military Influencers Conference in Atlanta.
And that was so cool.
It was really cool.
Like that whole event, having somany service members that were in different stages of their career there to, to learn about how to, how
(26:48):
to start their business, how to havea successful podcast, how to lean on their network of influence was so great.
And to be able to be there in a positionto genuinely just look and listen, um, For ways that we could better serve
instead of being in a position to promotea business or a product was incredible.
Disclaimer (27:10):
And there were, there were a lot of business owners there.
A lot of the who's whoin the military universe.
Yeah.
Jenni Reed (27:15):
So many, there were so many vendors there that were, that were selling something, either service or a product to that group of individuals.
But there were also so manymilitary entrepreneurs that was, it was so inspiring, it really was.
Yeah, going into a whole new chapterof their professional life by being and being able to take their, their military
experience with them, the camaraderie,just that whole event was incredible.
(27:39):
It was really incredible to find ways thatwe could better serve our service members.
Like that was awesome.
We also, as a company, we participatein days of giving every year, which I think gives us a great opportunity to stay connected.
Disclaimer (27:52):
What is days?
What is days of giving Jenny?
Jenni Reed (27:55):
Days of giving is just an opportunity for us to focus all of our retail efforts, all of our organization
efforts to give back, give backwithout the expectation of receiving.
And this year we're focused onaddressing the food insecurity issue.
Right.
That's so great.
That's so great.
More people suffer from strugglingwhether or not they're going to be able to put food on their table than I think many of us realize.
(28:19):
And I think that collectively as an.
organization as large as we have,it's an awesome opportunity.
I know, word of the day, awesomeopportunity for us to pull our efforts in to try to, to try to stand in the gap best that we can.
Disclaimer (28:33):
By the way, let me, I'll put in a plug in for Days of Giving too, with year, in the years going forward when we have a theme that we've
identified with over, Nearly 90 locationsaround the country, both on the Academy Bank and Armed Forces Bank, there are
destinations where people can give anddonate things and drop them in collection boxes and help us in the effort to.
(28:54):
focus on a need that's probablyeither unmet or a crisis that's facing our military service members, families, and veterans.
But Days of Giving is,it's near and dear to me.
And you, you've got a philanthropicbone in your body too, Jenny, because you, you do some things in Leavenworth
Forest on that side, which you'llwant, you'll want to talk about.
Jenni Reed (29:12):
We really do just look for ways to give back in every way we can.
And as far as keeping record of allthose things, it's, I'm not going to lie.
It's a little difficult because we justdo, I mean, I know that sounds cheesy, but we just do whatever is needed.
If we can, we do.
We, for example, we, we attend everycareer and job fair that we can, that's military, that's military focused.
(29:34):
It allows us a really great chanceto meet with soldiers that are either Transitioning into retirement and not knowing what their next steps are going
to be, it gives us a great, a great chanceto maybe introduce them to our company and see if there's a fit that we have.
With a company as large as we have,whatever your, whatever your skills that your strength is, us are, we've
(29:57):
got a department that's going to beable to leverage your strengths, right?
Like maybe you are superamazingly great with data.
I don't get it.
If you,
Jodi (30:09):
but we need
Jenni Reed (30:10):
it.
Jodi (30:11):
That would not be one of the three of us to be clear.
Jenni Reed (30:13):
I mean, there are plenty of people that their strong suit is to, is to be inundated in spreadsheets, right?
And that's what they love again.
I don't get it, but I'm thankful for them.
I'm thankful for them.
We, and I just think that those areopportunities where we get to, at least as a company, have a present
to be able to support, I know thatour human resources department does.
(30:37):
Different, different events thatwould include like mock interviewing, like for all kinds of demographics.
We want to make sure people feelprepared to enter into a space.
And it may not be our space, butif we can aid in the preparation, I think that our company does a really solid job of doing that.
Disclaimer (30:55):
By the way, didn't you have a job fair yesterday?
Yeah.
Yeah.
Yeah.
At Fort Leavenworth.
Jenni Reed (30:59):
And it was great.
I got to give really early high fivesand congratulations to retirements that are coming in the next month.
And it was also very refreshing to seeother careered professionals that have been in their line of work for 20 plus
years that are still trying to figure outwhat they want to be when they grow up.
That's the age old problem.
Jodi
Disclaimer (31:18):
has that issue too.
I do.
I struggle
Jodi (31:20):
with it every day.
Same, same.
Yes.
Disclaimer (31:23):
An end.
And I'll throw in a couple,another bone for you, right, about the Reads Across America.
I
Jodi (31:28):
wrote that down.
I was going to bring that.
Disclaimer (31:30):
That's kind of been part of your staple for your team and for AFB in general across the country.
But thank you for doing thatright, right on post there.
Jenni Reed (31:39):
It really is my pleasure.
My team, it's always so painfully cold.
But at the risk ofsounding cliche, too late,
Disclaimer (31:47):
too late, Jenny, we
Jenni Reed (31:48):
leave with a warm heart.
Like we adopt, my team adoptsa whole section, right, of our local national cemetery.
And we do this, like you mentioned, forwreaths across America, but we do it with the intent to pay tribute to and honor
fallen soldiers by making sure that theirgravesites have a wreath placed upon them.
And it's humbling when you're therein that moment and You are reading the name out loud and you are giving thanks because it's humbling when you
(32:18):
are faced with the ultimate sacrificethat so many of our service members have made to keep us all protected.
It's an awesome thing for our team to do.
We do it together, coated in hand warmersand trying not to have our eyelashes freeze, but if it isn't fine, but we, we
do, we have done it for the last severalyears and plan to do it this year as well.
Jodi (32:42):
made me visualize the pictures from last year.
I know I saw on our socialmedia, everybody was bundled up.
Disclaimer (32:48):
One other thing I'll share with about your dedication to the military community is to our banking center folks, right?
Support you though, to goout and kick the tires.
I feel like, why should I?
I'm talking about somethingbecause I love these things, Jodi.
Jenni Reed (33:02):
Yeah, I do too.
And our branch center managers, ourbanking center managers do their, their booths on the ground and they are
visiting their local recruiting stationand offering, offering their services.
Offering financial
Disclaimer (33:13):
education.
Right.
Absolutely.
Yeah.
Jenni Reed (33:16):
It's, it's a big deal.
It's a very big deal because.
We're trying to give recruiters time backin their day, and if our banking center managers are offering to do that financial
readiness training or financial briefing,it's going to give that time back.
We know that that is somethingthat most military recruiters make sure is a focal point, right?
(33:37):
The 2016 National DefenseAuthorization Act.
made it very clear that there wasan important financial literacy and education to be integrated throughout the military career.
And that starts even with prior toenlisting or right at the front.
The goal of that act was to make surethat that our soldiers are better equipped From the time they swear in to the time they're transitioning.
(34:00):
And if we can offer our services tohelp in that way and free up some time in that day, we want to do that.
So our banking center, our bankingcenter managers do that in their surrounding recruiting stations.
Yes, it's a, it is a big deal
Disclaimer (34:13):
so far.
She's referenced a study like this 34percent stuff she was talking about.
Now she's referencingsome sort of legislation.
Jenni Reed (34:21):
Who
Disclaimer (34:21):
is it?
Who is Jenny Reed?
And she's smarter than you.
All right.
Do you have another, do you haveanother awesome question for her?
Is that correct?
Jodi (34:29):
You, you kind of like led, led her into answering the question that I was about to ask him.
So would you, so add anythingthat you'd like, or just say, Pass if you feel complete.
So when you're, so we've talked alot about what your team, you and your team are doing with the recruits
themselves prior to shipping, butwhat, what's that value prop to the recruiter as you're reaching out?
(34:50):
I know you just mentionedsaving them time in their day.
My husband was a recruiter for along time in the army, and I know that that's critical for them.
I mean, they've got mission, they're.
They're under pressure to missionbox and make sure that they hit those targets for the military, but beyond
adding time back in their day, what'sthat value prop to the recruiters that your team reaches out with?
Jenni Reed (35:09):
Great question.
Did you know that that time right there?
Great.
Great.
Well, the value prop is that we tryto make account opening for enlisting soldiers really fast and easy.
They can do that from what, from theirdesk without even leaving the office.
I know many recruiters are like, well,we send them right across the street.
Our value prop is that you don'thave to send them anywhere.
(35:29):
They can do it rightthere where they're at.
We have zero money to open the account.
We also, oh, this is a very unique thing.
We open up for 17 year oldswithout a parent or guardian.
Back to one of my previous.
statements that a lot of these youngpeople are escaping situations where they may be taken advantage of if they're not the sole owner of the account.
(35:50):
And that's very important, right?
We open up for 17 year oldswithout a parent or guardian.
We want them to start their militarycareer in an independent way.
Where they are being protectedfrom anything that could be taking advantage of them.
We also overnight debit cards andaccount kits to QuickShips so that they feel that they have number one,
(36:10):
the debit card and all their accountinformation prior to going to basic.
I know that they don't often get to go anduse it and when they do, it needs to work.
So we want to make sure thatthey're able to do that.
So ultimately, All of that beingsaid, we just, we really hope to be the one that is trusted with the future soldier banking needs.
We've got a dedicated team that meetseach person at their level and really does take them on a customized journey
(36:35):
through financial understandingso that they feel empowered.
To make some possible difficult decisionsin the coming months, years, whatever.
We want to make sure that theyare ready and able to be promoted because their credit is sound and
that they are well prepared for someof the life happenstances, right.
That we don't think to prepare for.
Jodi (36:55):
Yep.
No, absolutely.
I love some of those unique things.
Back to the other questionearlier, probably a great question that I asked about,
Disclaimer (37:01):
at least you had one of them.
I
Jodi (37:04):
feel like she's complimenting on our questions.
After every answer, weshould say great answer.
Jenny's awesome answer.
Jenny, would that be weird?
Nope.
She said, no,
Disclaimer (37:12):
I don't know if you can feel it.
But the energy and excitement arecontagious with Jenny Reed, almost as much as just spending time with you, Jodi.
But yes.
Jodi (37:20):
But different.
Disclaimer (37:21):
But different.
A lot.
So you say, you love develop, wetalked about developing your people, giving them the tools to be successful.
And I think you've been with theJohn Maxwell company for I'll get coming up to a decade, right?
Since 2016.
Jenni Reed (37:35):
Yeah.
Around there.
I didn't even realizeyou could monetize that.
I felt like
Disclaimer (37:39):
monetize.
Jenni Reed (37:40):
I mean, I feel like every leader's job is to personally grow their direct reports, right?
I didn't know that you could monetizeit, but yeah, I've been with the John Maxwell team since about 2016
and everything rises and falls withleadership and he's spot on with that.
I'm passionate about being a good examplefor my team and making sure that they're, With the necessary skills to raise their awareness and be stronger communicators.
(38:04):
And more importantly, compassionatelylead those around them to do the same.
Leadership is a big, is a big wingspan.
It's important that we take it seriously.
Disclaimer (38:11):
Agreed.
Especially, especially self leadership,which we talk about a lot around here.
Yeah.
You know, there's a lot ofacronyms in military world, a lot of acronyms in banking.
And you educated me ontwo new acronyms, right?
I think it was HALT and THINK.
Jenni Reed (38:26):
Oh, yeah.
Am I right?
Yeah, they're ones I use.
It's easy for me to remember.
Never make a decision, like halt.
Don't make an important decision ifyou're hungry, angry, lonely, or tired.
That means I'd never make any decision.
Disclaimer (38:39):
Jodi's out.
She's gotta go home now.
Jenni Reed (38:42):
And then yeah, do you remember what think is?
To think before you speak?
Disclaimer (38:46):
That is not a skill set that Tom has.
I think I know what itis, but I can't remember.
So what is think?
Jenni Reed (38:54):
Before, to think before you speak, you need to ask yourself, is it true?
Is it helpful?
Is it inspiring?
Is it necessary?
And is it kind?
And if it isn't, all thosethings, just button it up.
Jodi (39:06):
I'm going to ask you to lean into the N, Tom.
Well, then you lean into the K, okay?
Jenni Reed (39:11):
I feel I'm working on the N myself.
K
Disclaimer (39:13):
is kind, right?
K is kind.
K is kind.
K is kind.
K is kind.
K is kind.
Well, then Joe, Joe, you're goingto go with thin for yourself.
Stop.
Stop.
Definitely.
No, but that leadership response is great.
I think that's a great, great forall of our listeners to apply that in any walk of life and any job
they hold as they transition or gointo a new field to be a leader.
(39:38):
I mean, those, those skills aredeveloped through the military lifestyle.
We know that because they're almostleaders right when they come out.
And, but certainly on the civilianside, that's, I appreciate you caring so much about working for the John Maxwell company and supporting that.
And you even got me to read, reada book for the first time since Dr.
Seuss.
Did you read it
Jodi (39:56):
or did you listen to it?
I
Disclaimer (39:59):
read it.
Jenni Reed (40:00):
There were no pictures.
Plus I got the
Disclaimer (40:02):
workbook to support it, right Jenny?
So it's a 21 irrefutablelaws of leadership.
Am I in violation by saying acompany a book name like that?
Or do I have to pay them for that?
No,
Jodi (40:13):
you didn't say that.
You wrote it, so I think you're fine.
Disclaimer (40:17):
John McClain company.
. Yeah.
Just start leaving
Jenni Reed (40:21):
with John.
John M.
Right, right.
We'll leave it at
Jodi (40:23):
that.
Jenni Reed (40:24):
Yeah.
Jodi (40:25):
My distant brother.
Jenni Reed (40:26):
Yeah.
It's a good book.
It's a good book for any personthat is, that is starting.
Any kind of, uh, a pathway that couldbe considered leadership is a good book for any person that's just trying to learn how to better lead themself.
It's, I think it's a relatable book that'sfilled with information that I think is, that is reachable by any person.
(40:46):
I really do.
Disclaimer (40:47):
And when a book, I don't know how many years ago it was written, but.
It's nice when they canoutlast their time, right?
When they can stand the test of time.
Yeah.
When they, thank you for that.
I, I was trying to think ofwhat that was, but I stopped.
Jodi (41:02):
You're going to sprain your brain.
So we're, I promise we're, we're aboutdone and we'll let you back to your day.
But I think we've got a couple morequestions for you and you've touched on this, I think throughout, but just
want to kind of close with at least onething from my standpoint, and then, and Tom's probably got to wrap up question.
If you were to give a young recruitA checklist, something that's easy for them to remember their your version of think or halt for them.
(41:26):
You know, what?
What are those things that they couldcount on one hand in the order of events that you would encourage them
to think about to get off to the rightfinancial start as they get ready to prepare to leave for basic training?
Jenni Reed (41:37):
I really wish I came prepared with a Handy, handy acronym, but I don't, but we will start with some easy, easy bill of points.
Still
Disclaimer (41:45):
a great question though, right, Jenny?
It
Jenni Reed (41:46):
still is a stupendous question.
Start with a bank thatstrives to serve you, right?
One that goes out of their way tohelp ensure that you understand how to make the most of what's offered.
It helps you avoid unnecessaryfees and has the added bonus of resources available to help you understand how to prepare, right?
(42:08):
Like, one of my recruitspecialists, 844 723, just saying.
Yeah, and like I mentioned earlier,don't buy, don't acquire the debt just because you really want the, the truck or the motorcycle.
Those interest rates matter and yourdebt to income will be affected.
Your credit will ultimately beaffected and you will be paying on this for the foreseeable future.
(42:32):
So, do things in the right order.
Take your credit seriously.
Take your credit seriously, and ifin doubt, ask a mentor, a banking professional, ask your recruiter even.
Ask.
When in doubt, ask, ask, ask.
And always put into your budget.
(42:52):
This of course implies that budgethas already been a thing, right?
But put savings in your budget.
If you don't have enoughmoney to cover your insurance deductible, there's a problem.
We need to make sure that weare saving for the right things so that you are prepared.
Disclaimer (43:07):
There is a,
Jodi (43:09):
I was trying to think of an acronym, afternoon coffee.
That's my homework assignment.
Disclaimer (43:14):
Uh, we'll end this with, it's not going to be a story or two that I want you to share, but I do want you
to just talk about satisfaction surveysthat we get from your clients, right?
I mean, the net promoter score, whichfor everybody knows what that is in the world, but to be hovering in between 87 and 90 on a regular basis, and
that's off the charts, Compared to thestandards of probably top 1 percent in the country for, for that score.
(43:38):
But is there a couple, are there a coupleof those surveys or the responses that stick out in your head over the years as
you compile that and celebrate with yourteam at the end of each month when you get those results and say, just that, that
either that wow moment or that aha moment,or Man, that Kevin Smith, he did such and such, or just something like that.
Jenni Reed (43:58):
Yeah, no, we've, I've got several.
I've got several.
We get them what feels like daily.
Our customer satisfactionsurveys regularly have associate specific shout outs.
And it's because of the, theservice that they provide.
It's so catered.
I know Jessica Riddle, who is nowthe assistant department manager.
There was a client that stands out thatshe reached out to persistently, right?
(44:21):
Once after she found out thatthis person had homeownership in their, in their goal site, right?
They, they were looking at homeownership.
And for two years, Jessica reachedout every month, obviously it didn't take two years to start, but within,
I think it took, oh my gosh, maybeeight months within that first year.
And We started with the creditbuilder, ultimately led from the credit builder credit card to start building the credit necessary to qualify
(44:48):
for a home loan, then creating andsticking to a savings plan, all the way to two years, we were celebrating with that client home ownership.
That wouldn't have happenedwithout Jessica's efforts, right?
And staying the course and, and stillcontinuing to call, even though she was getting ignored on a few months,
I remember at one point that clientwas like, don't give up on me.
(45:09):
I swear.
I'm taking it seriously.
That's one story that stands out agreat deal, but like you mentioned, there are so many client comments on our satisfaction surveys.
There's so many that highlight howhelpful our associates are, how kind, how compassionate, how informative, and I, I literally cannot love
it enough when someone goes outof their way to say how one of my team members made them feel seen.
(45:35):
Like, that's, that's literally gold.
I, I, I'm so proud of them for theservice that they provide to our client base, for the compassion that they
lead with and for leveraging theirown experience in a relatable way to a demographic that desperately needs it.
Right.
They need that.
They need that help.
Jodi (45:54):
We could do a whole podcast just on great stories.
I think coming out of this.
area.
Jenni Reed (45:57):
I'm excited.
Listen to you.
Disclaimer (45:59):
Jenny, we're proud of you too.
So thank you for your contributions.
Jenni Reed (46:02):
Thank you very much.
Disclaimer (46:04):
Let's play.
Let's play a game.
You want to play a game?
Oh
Jodi (46:06):
no.
That was a creepy guy.
That's one of the horror movies.
Disclaimer (46:11):
Come on.
Jodi (46:13):
The
Disclaimer (46:14):
guy that sits in the chair, right?
He's got that clown face.
Jodi (46:17):
Uh huh.
Break the shovel.
Break the shovel.
Get it?
We're gonna play the Military Minute.
Disclaimer (46:25):
What was Break the Shovel?
Jodi (46:26):
When you're digging a hole, you gotta stop digging until you break the shovel.
We
Disclaimer (46:30):
can edit you, right?
Oh
Jodi (46:32):
no, that's a public service announcement that I'm sharing that.
So, so, yes, I want to, focusingon Military Minute, Tom.
You say problem, I say possibility.
Yes.
Disclaimer (46:43):
That sounds like a cheer.
You say problem.
Does she have full, that stuff?
I said yeah.
Yeah, alright.
I think I should.
Jodi (46:49):
So last episode.
We had a guest on from WellsFargo Foundation talking about the good work that they do.
And so, Jenny, if you know this,feel free to pop out an answer.
You can blurt
Disclaimer (46:59):
on this one.
You can't blurt on the next one.
It may
Jodi (47:01):
be weird if you knew it, but we won't judge.
She might know it.
What are the names of the twofounders and in what year was Wells Fargo founded and what is the enduring symbol for Wells Fargo?
This is like an 86 part question.
Disclaimer (47:14):
Of course, there's two names, right?
Two people that are Wells Fargo.
A year that it was formed, andthen what's the, that image that you see when you see Wells Fargo?
What's that?
Like the Nike Swoosh orthe McDonald's arches.
What's next to Wells Fargo?
Jenni Reed (47:28):
Oh my gosh.
Do I have time to Google?
No.
Okay.
No, I got nothing.
Disclaimer (47:35):
And remember where you are?
You don't have connection, soyou couldn't Google there anyway.
I know she'll know the symbol
Jodi (47:40):
as soon as we say it.
So if you answered Henry Wells.
And William G.
Fargo.
Are we going to require the G orwe'll probably go with William Fargo.
Yeah.
1852 in the stagecoach.
Daffodil.
Oh, see, don't you hate that?
1852.
That's remarkable.
I know.
Long time ago.
Let's.
(48:00):
I got nothing.
So fast forward beforewe all get in trouble.
This week's Military Minute takes usto a question about Army recruiting.
This one you cannot answer evenif you know, because we're going to tee it up for our audience.
She won't feel.
She won't feel like she has to runoutside to get a signal and Google it.
Disclaimer (48:16):
Right.
And if she,
Jodi (48:16):
we're not going to hold it against her if
Disclaimer (48:18):
she doesn't know an answer that's part of her everyday business.
Jodi (48:20):
So.
We'll judge you later.
Yeah.
So the question about Army, wellthe question about Army recruiting, specifically Army, how many people joined the Army in the first year after 9 11?
I think this is going to be hard because,I mean, depending on where you Google it, you could maybe get a different answer.
I
Disclaimer (48:36):
fact checked it in three different sources.
And
Jodi (48:38):
so are you talking about like January 1, 2002?
Or September
Disclaimer (48:42):
12th.
Oh, okay.
Got it.
It's the one year after 9 11.
Got
Jodi (48:46):
it.
Okay.
Disclaimer (48:47):
Yeah.
Jodi (48:47):
Good clarification.
So how many people join the Armyin the first year after 9 11?
Get out your Google, dust offyour encyclopedia, whatever.
Call Jenny Reed.
Call Jenny Reed.
Because she'll have it by then.
And so when this podcast drops,put your best answer in there.
And if you are picked, you couldalso be the lucky winner of 50 for yourself and 50 for a charity of your choice by way of a gift card.
Disclaimer (49:08):
Could be Reads Across America.
Jodi (49:09):
Could be.
Could be.
Jenni Reed (49:11):
I'm pretty sure they'll still have the buy a wreath, get a wreath promotion at that point.
Yeah.
Do it.
Jodi (49:16):
Be of good use.
And I think, you know, I get sodistracted by Military Minute.
I have so much fun.
Disclaimer (49:22):
We should we should put a plug in for our website because there are some awesome.
Awesome.
Resources out there for financialeducation, cyber security, section on
Jodi (49:31):
recruit and section on
Disclaimer (49:32):
recruit.
Jodi (49:33):
Yeah.
So go to www.
afbank.
com.
And
Disclaimer (49:36):
so if you enjoyed today's episode as much as Jenny Reed did, go out to afbank.
com and subscribe to the show.
Also make sure to rate us or leaveus a comment on your favorite podcast platform, which happens to be one of three, Apple podcast, Spotify, or YouTube.
Jodi (49:53):
Jenny, it's been a treat to have you on the podcast today.
And to share everything that welove about you with our audience.
So thank you.
Thank you for joining.
Thank you guys so much for the
Jenni Reed (50:03):
invite.
Thank you.
Thanks so much.
Disclaimer (50:06):
Bye.
Jenni Reed (50:06):
See ya.
See ya.
Disclaimer (50:14):
Copyright Armed Forces Bank, member FDIC, equal housing lender.
All non Armed Forces Bank owned apps,websites, company names, and product names are trademarks or registered trademarks of their respective owners.
Their mention does not imply anyaffiliation with or endorsement by Armed Forces Bank of them or their products and services.
They are merely used as examples ofthe many available apps, companies, and websites that offer similar services.
Before using any app or website, youshould carefully review the terms of use, data collection, and privacy policy.
Apps may have an initial cost orin application purchase features.
(50:36):
This information is general innature and is not intended to be legal, tax, or financial advice.
Although Armed Forces Bank believesthis information to be accurate, it cannot ensure that it could change.
Statements or opinions ofindividuals referenced herein are their own, not Armed Forces Bank.
Consult an appropriate professionalconcerning your specific situation and respective governing bodies for applicable laws, such as IRS.
gov for current tax law, Armed ForcesBank, the Armed Forces Bank logo, and the militarily speaking logo are registered trademarks of Armed Forces Bank.
Militarily speaking, Episode 71, Jenny Reed, Armed Forces Bank Recruit Department.
Jodi (00:07):
This episode, we talk with Jenny Reed, Vice President and Manager of the Recruit Department at Armed Forces Bank.
One of our very own.
Disclaimer (00:26):
I know.
You know, we've had some ofour very own in the past.
Not often, it's a treat.
But as people go back into the archivesof greatness with our podcast, Agudo.
Yep.
Should we make up some morenames or is that enough?
Jenny Reed.
Jenny Reed.
Yep.
That's a trifecta of pure joy right there.
We have Jenny Reed with us today.
Welcome to Militarily Speakingbrought to you by Armed Forces Bank.
(00:48):
This is Tom McLean.
I don't have to tell you who I am, butI need to tell you who Jody Vickery is.
Jody Vickery is theExecutive Vice President.
Director of Consumer Banking andback to me, I am the military retail executive for Armed Forces Bank.
Jodi (01:02):
Welcome to our show.
We're excited to have you listeningand learning all about our guest, Jenny Reed with Armed Forces Bank.
I do want to tell our audiencea little bit about you, Jenny.
We didn't make any of this up.
Disclaimer (01:11):
Half of it.
Jodi (01:12):
Well, it's all true.
We didn't make any weird stuff up.
So Jenny Reed is the vice presidentand manager of the recruit department at Armed Forces Bank.
She is also a certified performance coachand trainer with the John Maxwell team.
With over 25 years of experience in salesand leadership, Jenny values exceptional service and strong client relationships.
In her current role, Jenny and herteam focus on supporting military recruits and recruiters by offering
(01:35):
tailored financial solutions to helpenlisting service members manage their finances and build credit.
A graduate of the legacy program atDickinson Financial Corporation, which is the parent of Armed Forces Bank.
That's what they say on news shows.
Jenny, were you in the original?
I was.
She was the OG legacy member.
What year?
Jenni Reed (01:52):
For sure.
2000, what?
18, 19?
Don't ask me time, I'm so bad with it.
Disclaimer (01:57):
Well, maybe one out of two is correct, the two years you said.
So we'll go with the range of 18 to 19.
Yeah.
Pre COVID, everything'spre and post COVID.
Yes.
Jodi (02:07):
She is also an alumna of the local Chamber of Commerce's Leadership Program and currently serves on its advisory board.
She's been a repeat keynotespeaker for the Greater Kansas City Chapter's Out of the Darkness American Suicide Prevention Walk.
Disclaimer (02:19):
That's awesome.
Jodi (02:20):
Yeah, definitely.
And was the 2023 keynote speaker at theInternational Women's Day Gala in St.
Eustatius.
Disclaimer (02:26):
Otherwise known as?
Statia.
Right.
Jodi (02:29):
So welcome, Jenny.
Disclaimer (02:31):
Great study, Jody.
Jodi (02:32):
Had to think about it.
Welcome, Jenny.
It's an honor to have you on our show.
We're happy to have you here.
And I kind of want to juststart with hearing a little bit about your background with DFC.
Tom probably knows more of it than Ido because he's been here a lot longer.
Yes, but I
Disclaimer (02:47):
thought four or five times longer based on your anniversary coming up at the end of this year.
Your fourth year.
Yes, I know.
You keep reminding me, but Jenny'sbeen working here longer than I have, so she knows more than I do.
She's
Jodi (02:57):
for sure got me beat.
So I'd love to hear just about yourcareer path here at Dickinson and Armed Forces Bank to start us off.
And then I'm sure we'll pepper you.
We have a plethora of questions for you.
Plethora.
It's Tom's favorite grown up word.
Jenni Reed (03:11):
Uh, you know, it's a good word.
It's a great word.
It's a great word.
Plethora.
Well, I started out in 2004 in,believe it or not, an entry level position with the Customer Care Center.
And I've held several titles in my tenure.
I've been involved in the developmentand restructuring of a few departments.
So the quality, I thinkit was quality control.
(03:31):
Or quality development.
Nonetheless, it went to qualitycontrol and development after I was asked to take that on.
And that was, that wasan awesome opportunity.
Several of the promotions inthat particular season came from directly on my team.
And I was asked to restructure the qualitydepartment to be more from observe and report to observe, coach, and develop.
(03:55):
And that was really areally a cool opportunity.
After that, I was asked to leadthe first outbound sales division that was super successful.
We had 90 days to prove that it wouldwork and in 45 days, we got the two thumbs up and authorization to grow.
That was so cool.
It was really an awesome opportunity.
And then my recent, my mostrecent ask was to come over to the recruit department, which has been.
(04:21):
Equally awesome.
I know I probably needto change words, right.
, but all of it's been awesome.
It's spectacular.
. It's been spectacular.
Yes.
So I guess in short, when I'm asked,what do you do for Armed Forces Bank, the answer is whatever the company needs me to do in that moment.
Yeah.
To push us and ourclients to the goal line.
Right.
It's been a really great journey,and I will tell you out of all of the things that I have been able to sell
(04:44):
and promote over these last 25 years,this company is by far my favorite, my fa my favorite thing to sell.
Just for,
Disclaimer (04:51):
just for audience clarification, because if, as I introduced to you, recruit department, I mean, a
lot of people are going to gravitatetowards the HR side of the house, right?
Jenni Reed (04:59):
Yeah.
Disclaimer (05:00):
So for, for clarification, just give us your rundown or your, I hate to say 30 second elevator speech, but.
Jenni Reed (05:06):
Absolutely.
Disclaimer (05:07):
What is the Recruit Department?
Jenni Reed (05:08):
The Recruit Department is not talent acquisition.
That is certainly human resources.
We actually work with We already have
Disclaimer (05:14):
enough talent there with you, Jenny.
Well,
Jenni Reed (05:16):
we're always looking for more, right?
Our team is awesome.
And no, not awesome.
Sectacular.
Stupendous is another adjective.
Monumentally amazing.
Yes.
But we work with military recruitersacross the nation to help them get their future enlisting soldiers set
up with a bank account and all thatthey need to access and use that bank account before going to basic training.
(05:40):
That's what we do.
Jodi (05:42):
I'm glad you asked that.
That's a good clarification.
But I will say what I heard and you walkin through your bio with, with the bank is flexibility, adaptability, leadership.
Disclaimer (05:52):
Loyalty.
Jodi (05:53):
Loyalty.
Disclaimer (05:53):
Dedication.
I
Jodi (05:54):
mean, when you see somebody that bounces around at the request of the company to tackle different things like
that, those are, those are the traitsthat are there, which, which is pretty.
Tapped.
Pretty awesome to use the word du jour.
Disclaimer (06:07):
One of the things that I've known about you and I've known you A while that you've got a unique passion
for financial education, improvingthe financial lives of recruits.
So let's, let's start, I guess, startthere too, that the most critical elements of financial education starts right when they're 17 And when they're getting
(06:28):
into financial, if you will, mainstreamfinancial services, maybe instead of going to petty lender or going somewhere else.
We're going to a check cashier,we're going to a retailer to get a money order or money transfer.
So it's, it's, let's getthem started young and let's get them on the right path.
So what do you think are the mostcritical elements of that early part of their military career when it comes to financial services and education?
Jenni Reed (06:52):
That's a great question.
I really, first, I need to make it clearin my opinion that the American public education curriculum doesn't prioritize
the personal finance side of thingsnearly as well as it should be, right?
This is something that impacts allof us throughout our adulthood, and I really feel strongly about it
needing to have a stronger emphasis toprepare people for the next chapter.
(07:13):
So I guess that being said, Thefirst probably critical component would be just banking basics, right?
Starting with the understanding ofeven the difference between deposit accounts like checking and savings.
It's super important because people thatlack that understanding end up paying for it by way of fees, interest rates, all just because they don't know any better.
(07:35):
So it's important for everyfinancial institution to do their part to close that gap.
It's something that I feel like we shouldall be equipped with before we hit.
adulthood and we're just not, we're not.
So the second element thatI would say would be for is budgeting and financial planning.
It's, it's remarkable, honestly, howmany people are missing this really foundational block to understanding how to manage their finances.
(08:03):
The National Foundation for CreditCounseling published their annual summary a few years ago that highlighted that 34
percent of active duty service membersare unable to pay their bills on time.
And 11 percent have debts and collections.
That was like jaw dropping for me.
So learning how to manage money,save for unexpected expenses, build financial security, that helps,
(08:26):
that helps all of us, servicemember or not, in so many ways.
But for service members specifically.
It's, it's critically importantknowing how a soldier is going to manage their finances and take care of
their needs and their family's needsdirectly impacts mission readiness and ultimately impacts their performance.
So that's certainly acritical element for me.
And then credit credit, probably the nextbiggest component, because I feel like building and maintaining good credit isn't
(08:53):
nearly as hard as people make it out tobe, but for service members, especially.
So that's It's critical becauseif you neglect your financial obligations, that leads often to
negative consequences that might notimpact the civilian sector, right?
You could lose security clearance.
You could lose rank, evenhinder your promotion prospects.
(09:15):
I think that it's important for financialinstitutions to want to help their clients by better equipping them with
that necessary info so that they canproactively remove obstacles that they might not be thinking about at 17.
You don't think about those things at 17.
Disclaimer (09:30):
Jenny, with the 18, that's too much, with the 8, 000 financial institutions combined between credit unions and banks.
And they probably all have a sweet spotfor what you talked about with credit.
Is there, are there some simple waysthat the audience can, can pursue or identify with their respective financial institutions that would be a way to get
into credit responsibly and to be goodstewards and to maintain the ability to advance their military careers or keep their security clearance?
(09:59):
What's a good starting point forsomebody that's in the age range that, that has, that is part of your daily life working for this company?
Jenni Reed (10:08):
Sure, that's a, that's a really good question.
I would say that for anybody over 18,don't bite the bait of whatever credit carrot is being dangled in front of you.
Even if you can afford a car, truck,or motorcycle at that nearly 30 percent interest rate, don't do it.
Just don't do it.
Disclaimer (10:25):
Don't the shiny object just because you're an impulse buyer like I am.
Yes.
That's shocking.
Well, it's usually just at theregister when it's a candy bar.
It's not like it's a car, the car.
Now
Jenni Reed (10:36):
I feel attacked.
Okay.
But I really do.
I feel like, especially in ourcountry, it's so easy to, when you are that young, it's so easy to get any level of credit that you might need.
Failing to think forward farenough to know how that's going to impact your financial well being.
It's too easy.
It's too easy.
(10:57):
I mean, There are plenty of credit cardcompanies and financial institutions, even at, you know, college campuses that are, that are opening up credit
cards for a free t shirt, like you're,you're leaving with years and years of debt and a debt to income ratio.
That's negatively impactingyour credit score.
It's, it's not exactly setting us,setting our youth up for, for success in the right ways, in my opinion.
Jodi (11:20):
Yeah.
That's probably not even a great t shirt.
Jenni Reed (11:22):
No.
It probably shrunk the firsttime it was washed in drought.
Yeah.
Jodi (11:27):
Yeah.
No, I think that's all great advice.
When you think about what you're doingand what your team is doing, what, what keeps you and your, your team by extension engaged, motivated to apply
what you just talked about to therecruits and via the recruiters as, as that's possible in there and what they're doing to prepare to serve our country.
Jenni Reed (11:47):
And that's a, that's a really great question.
What keeps me motivated is howpassionate my team, how even protective my team can get over these clients.
I think we've all been really encouragedby and inspired by how much courage it takes to swear in and commit to protecting the rights of our country, right?
So before coming to the RecruitDepartment, I had no idea how many enlisting soldiers were doing so to start a new path for themselves
(12:11):
in life, to escape, Situations thatwould have otherwise prevented a brighter future for themselves.
So that act of courageis really inspiring.
And for my team, we, we allunderstand we've, we've got a diverse group, right, in all age brackets.
So there are several of people on myteam that have already learned through the whole credit disaster by trifle and error, that this is something that
(12:34):
you can, that you can maintain fairlyeasily if you start early and you, You're protecting yourself from some of these opportunities that are really tempting.
So this is also oftentimes in ourdepartment, the first account that these individuals have had sole ownership of
and knowing some of the backgrounds thatthese enlisting soldiers are coming from.
(12:57):
It's it's really encouraging andkeeps me so motivated to stay the course when my team does their very best to protect them, right?
They protect them from unnecessaryaccess to their account from experiencing unnecessary fees.
All while doing such a good job oftempering the anxiety and excitement that can come from this new chapter, right?
(13:20):
We're talking to individuals thathave not even yet shipped like that ship date is coming They are feeling
all of the feels right like excitedterrified and we We take a really guiding approach to making sure that
they feel empowered and confidentto make some Some tough decisions about their financial well being.
Jodi (13:40):
I think that's that's great.
Well said
Disclaimer (13:43):
I've had the pleasure of working with the Recruit Department pre Jenny, right back probably in 2015, 2017 timeframe, then I worked with
you, Jenny, recently as well, and I'vealways enjoyed what you do and what your passion level is, and you tell me stories about, you know, your Team is
spending 45 minutes on one phone callwith a client and to have a de I, I'm gonna correct me if I'm wrong, Jenny, I think there's a dedicated 800 number.
(14:07):
8 4 4 7 2 serve.
Jenni Reed (14:09):
That's right.
Disclaimer (14:09):
How about that for a memory?
Jenni Reed (14:10):
Good memory.
You're nailing it.
I bet a dollar you have it written down.
But
Disclaimer (14:14):
my, I'm just, I just check on my faculty every once in a $2 you had it written down.
Alright.
That's it.
, thank you for joining us today.
Jenny.
We are . No, no, but the handholding,the dedicated recruit department, the.
White glove service, the red carpetrollout, the just the caring and you know, it leads me into this is leading
(14:35):
me into the next question that when itcomes to finding the right team around you, getting the right team developed,
you're all about developing others andproviding the skills, the resources, the tools to be successful in their job.
But if, if you were to hire somebodytoday, or if you were to go out and do the different kind of recruiting
on the HR side for talent acquisition,Why would they want to work with you?
(14:58):
And what is it about a career in therecruit department at Armed Forces Bank, that would be something where people should be picking up the phone, not
calling that eight four four number,but calling January cell number at five, five, five, one, two, one, two, but calling and saying, Hey, pick me.
I want to be part of that team.
Cause it's pretty cool.
Jenni Reed (15:15):
Well, because we're awesome.
Disclaimer (15:17):
Oh, here we go.
There
Jenni Reed (15:18):
it is.
Okay.
That's not enough.
You're right.
You're right.
I mean, okay.
So for my team specifically, we.
genuinely focus onwalking the talk, right?
Like it's important that each of myteam members is equipped with the knowledge that they need to manage their own financial readiness.
So I think that when you saywhat's, what's the most beneficial thing for your department, we focus on not, I focus growing my.
(15:44):
not just my business and my people.
I feel like when you pourinto your people, their performance will show it, right?
I, I try really hard not to focus on,we're a sales, we are a sales retail branch for sure, but I feel like when you take care of your people and you give them
a great example of how to take care ofpeople, Then they do that for your client base and the sales fall in line, right?
(16:08):
You, you got to focus on the clientexperience, but I will say that having that opportunity to grow our people in general has been so awesome for me.
Like I've had the most amazingopportunities to be able to watch my team take control of their own financial situations, we've been able
to celebrate personal milestones, likestellar credit scores, interest rates lower than they've ever experienced.
(16:34):
Savings plans so that they're not in ahardship like they've been in previous years because now they're prepared.
They've done it in a way that'sdigestible, that fits in the budget, that doesn't make savings feel like this, this weird thing to avoid.
They know that life is going tohappen and they're prepared for it.
And I've even been able to helpcelebrate first time home buyers, all done on their own, which is so awesome.
(17:01):
So incredible to see because theypass that real life experience down to their client base.
They know from experience that theproducts that they're talking about work.
They can say from experience, mycredit score went from this to that simply by doing this one little
thing that didn't cost me An annualfee or a crazy interest rate.
(17:23):
I think that empowering my team withthe knowledge they need to raise their own awareness is something
that they've been able to pass on totheir own kids and our client base.
And they're, they are handsdown, in my opinion, the most valuable asset that we have.
And being a family owned company, Ithink that, that it genuinely helps when you are working with a company
(17:44):
that understands the importance ofadding value to your people, right?
Definitely.
When you, when you have that at all,it all starts at the top and when that trickles down, you just continue to add
value and your team does the exact samething appropriately to your client base.
Disclaimer (18:01):
And you are, you're always one to proactively celebrate with your team.
Jenni Reed (18:04):
Yeah.
And it brings in a party.
Yeah.
Eat, party.
Disclaimer (18:08):
We talk about that a lot, but you think outside the box too.
It's not.
It's not.
You don't just follow the credo ofa typical corporate structure where you recognize when the company says to recognize you at a certain time.
You come up with it.
You and Jessica do a good jobof that, of just coming up with ways to keep people motivated.
Yeah, it's a great place to work.
Jenni Reed (18:27):
It's a good momentum, right?
When you celebrate any sportsteam that starts winning, right?
You celebrate morewins, you get more wins.
So I feel like anytime you can acknowledgeyour team for their wins, you should.
Disclaimer (18:39):
I'm going to put you in for the head coach of the Chicago Bears to help my team, help my team win and not be embarrassed with
either a Hail Mary or a double doinkfrom several years ago against the Philadelphia Eagles in the playoffs.
I feel
Jodi (18:51):
bitterness creeping into
Disclaimer (18:53):
the conversation.
It is.
Take me away.
It's a
Jodi (18:55):
slow creep, though.
You're still good.
Disclaimer (18:56):
All right.
Jodi (18:57):
At least for now.
At least for now.
No, I love hearing you talk aboutthe celebration with your team, with the different successes.
I know that as we were preparing for, itwas a credit builder campaign, I think, actually, for our secured credit card that we offer, you provided, out of your
team, a story, a real life story of oneof our associates that used that product and built their credit score, and it made a difference for them personally.
(19:19):
Uh, you're 100 percent rightwhen you're able to see personal benefit from whatever that is that the organization has to offer.
You're so well equipped to presentthat same opportunity to a client, I think in a meaningful way.
Jenni Reed (19:31):
I agree with that completely.
When you are sold yourself onthe thing, the thing becomes a natural part of the conversation.
Yeah.
It's like, why
Jodi (19:39):
wouldn't I tell everybody about this?
Disclaimer (19:41):
And then you're not, you're not a sales person.
You're providing a service.
You're a veteran
Jodi (19:47):
of value.
Absolutely.
Can I write that down?
You can.
I'll charge you.
And so that, what you just, what youjust, everything you just said might be the answer to my next question,
but you know, there, there are peoplethat play in this military bank space.
What is it about your team and what you doand how you do it that makes it unique to answer the needs for the service members?
That's a really good question.
(20:08):
Wait a minute,
Disclaimer (20:08):
Jenny.
It's okay.
So it's two to two, right?
She said it's really said
Jodi (20:12):
everything that I have asked is a good or a great
Disclaimer (20:14):
question.
She's done that for me too, though.
So we're just keeping score.
Just make sure when it's over, that
Jenni Reed (20:20):
I'm
Disclaimer (20:21):
up by one.
I'm going to feed hera bad question for you.
That's a great question.
All right, go ahead, Jenny.
Jenni Reed (20:29):
I think that, like, Armed Forces Bank as a whole, we, I think, what do we have, like,
approximately, I think it's 75 percentof our staff is military affiliated.
Disclaimer (20:37):
Yeah, 75 to 80 on the retail side has a military connection.
Yeah, I think that's a great step.
Jenni Reed (20:42):
That's huge because that brings, um, Such valuable insight to the needs of that demographic.
So that alone makes us, in my opinion,it makes us unique in the industry.
We are committed.
I think that having a dedicateddepartment for this particular data, this specific, I can't talk where it's
hard, particular demographic for recruitsand recruiters is incredibly unique.
(21:08):
To my understanding, thereis not another financial institution that has what we have.
It is, we literally have a group ofspecialists that don't just grocery list all the things we have to offer.
We train our staff to go through aneeds identification type of assessment.
We want to know where you're at, whereyou want to be, what you've tried.
(21:30):
So that we can best understand the problemthat we are, that we are aiming to solve.
You can't, you can't truly solve aproblem if you don't understand it.
So we're not just throwing out allthis stuff with here, buy my stuff.
No, it's want to understand whereyou're at in life, what you understand.
Right.
So that we can better identifysome gaps and that we can help bridge those gaps with.
(21:53):
Information, right?
We want to help you feel equipped with theinformation that you need to confidently make sound decisions financially.
And at this particular junction inpeople's lives, they have, they have a recruiter, and they typically have a guardian or a parent that is instructing,
do this, don't do that, which comeswith its own set of difficulties because Well, financial literacy is not really something that goes back generations and
(22:21):
is sound, you know, we deal with a lot ofyoung people that are like, my dad said, my mom said, my recruiter said, don't do, don't do, no credit cards, no this.
And we're doing our very best toeducate this, this group of folks with the information that they need
to know that they're doing theirbest to protect you from making the same mistakes that they've made.
(22:41):
But we can travel these routes andhelp you avoid them just because you understand things a little different.
Jodi (22:47):
And I think given, giving them an, I'll say an independent resource, you know, I mean, sometimes Parents, and maybe even a recruiter, I don't know,
but certainly parents, as a parent, Ican say this with, with certainty, you come at the, come at the conversation,
maybe biased or jaded towards certainthings and might not, might not give your kiddo all the options, right?
(23:07):
Sure.
Or just what your ownexperience is, quite honestly.
Jenni Reed (23:10):
Oh, you're totally right, Jodi.
Like, I can't even tell you how manyindividuals that my team has spoken with where, you know, something as
simple as overdraft or bad, never doit, which I agree with to an extent.
Absolutely.
Right?
You shouldn't, you shouldn't be recklesslyoverdrafting your account, most especially when you're starting out in your career.
Those fees are something youshouldn't need to budget for.
(23:32):
You need to better plan for those things.
However, if it is something thatyou have agreed to use in the event of an emergency, it could save you from having your lights turned off.
At very minimal cost, right?
Or credit cards are bad,don't ever use them.
Failing to realize that if you're notusing some form of credit to build.
Disclaimer (23:51):
You're, you're invisible, you're invisible, right?
You can't buy a
Jodi (23:55):
house.
Disclaimer (23:56):
Yeah.
Jodi (23:56):
Yeah, can't buy a house, can't, can't do certain kinds of travel.
There's a lot of things.
Unexpected stuff.
Exactly.
Disclaimer (24:02):
Jenny, you, you work at an undisclosed location somewhere in Fort Leavenworth.
But we are, you.
You and your team reachout to recruiters a lot.
You talk to your existing clients whoare the recruits that you bank, but I got to believe there's other ways that beside the outreach that you do
around the country to recruiters is thatthere's other ways that you try to stay connected within the military community.
(24:25):
I know for me, I'm an avid reader.
Well, there's military.
com.
Military times, Air Force times,Marine times, blah, blah, blah.
Jodi (24:32):
All the times.
Disclaimer (24:33):
All the times.
That, and there might be conferences,there might be places to go to stay connected to what's at the pulse
of the military community, but tellour audience a little bit about other ways that you, you do that.
How do you stay connected to themilitary, whether it's in Fort Leavenworth or whether it's.
Anywhere where our military might be.
Jenni Reed (24:55):
We have, you know, Jenny, Jenny, That's
Disclaimer (24:57):
a great question though, right?
Jenni Reed (24:59):
That is a stellar question.
You can't
Disclaimer (25:01):
prompt her.
It doesn't count.
Alright, so, Does that meanI get to take a point off?
Alright.
Jodi (25:10):
As a military spouse, I understand how unpredictable life can be.
Whether it's a PCS move or justeveryday expenses, money can be tight.
That's why it's so important to havea checking account that works for you.
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Jodi (25:42):
And with about 75 percent of our team affiliated with the military, Armed Forces Bank really
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(26:20):
All right, yeah, go ahead.
What's the
Jenni Reed (26:21):
score now?
I need to know.
I don't,
Disclaimer (26:22):
whatever the score is, you were just about to compliment me, so let's go, let's go with that.
I was about
Jenni Reed (26:28):
to say that, that is a great question, Tom.
I was actually encouraged thisyear to go to the Military Influencers Conference in Atlanta.
And that was so cool.
It was really cool.
Like that whole event, having somany service members that were in different stages of their career there to, to learn about how to, how
(26:48):
to start their business, how to havea successful podcast, how to lean on their network of influence was so great.
And to be able to be there in a positionto genuinely just look and listen, um, For ways that we could better serve
instead of being in a position to promotea business or a product was incredible.
Disclaimer (27:10):
And there were, there were a lot of business owners there.
A lot of the who's whoin the military universe.
Yeah.
Jenni Reed (27:15):
So many, there were so many vendors there that were, that were selling something, either service or a product to that group of individuals.
But there were also so manymilitary entrepreneurs that was, it was so inspiring, it really was.
Yeah, going into a whole new chapterof their professional life by being and being able to take their, their military
experience with them, the camaraderie,just that whole event was incredible.
(27:39):
It was really incredible to find ways thatwe could better serve our service members.
Like that was awesome.
We also, as a company, we participatein days of giving every year, which I think gives us a great opportunity to stay connected.
Disclaimer (27:52):
What is days?
What is days of giving Jenny?
Jenni Reed (27:55):
Days of giving is just an opportunity for us to focus all of our retail efforts, all of our organization
efforts to give back, give backwithout the expectation of receiving.
And this year we're focused onaddressing the food insecurity issue.
Right.
That's so great.
That's so great.
More people suffer from strugglingwhether or not they're going to be able to put food on their table than I think many of us realize.
(28:19):
And I think that collectively as an.
organization as large as we have,it's an awesome opportunity.
I know, word of the day, awesomeopportunity for us to pull our efforts in to try to, to try to stand in the gap best that we can.
Disclaimer (28:33):
By the way, let me, I'll put in a plug in for Days of Giving too, with year, in the years going forward when we have a theme that we've
identified with over, Nearly 90 locationsaround the country, both on the Academy Bank and Armed Forces Bank, there are
destinations where people can give anddonate things and drop them in collection boxes and help us in the effort to.
(28:54):
focus on a need that's probablyeither unmet or a crisis that's facing our military service members, families, and veterans.
But Days of Giving is,it's near and dear to me.
And you, you've got a philanthropicbone in your body too, Jenny, because you, you do some things in Leavenworth
Forest on that side, which you'llwant, you'll want to talk about.
Jenni Reed (29:12):
We really do just look for ways to give back in every way we can.
And as far as keeping record of allthose things, it's, I'm not going to lie.
It's a little difficult because we justdo, I mean, I know that sounds cheesy, but we just do whatever is needed.
If we can, we do.
We, for example, we, we attend everycareer and job fair that we can, that's military, that's military focused.
(29:34):
It allows us a really great chanceto meet with soldiers that are either Transitioning into retirement and not knowing what their next steps are going
to be, it gives us a great, a great chanceto maybe introduce them to our company and see if there's a fit that we have.
With a company as large as we have,whatever your, whatever your skills that your strength is, us are, we've
(29:57):
got a department that's going to beable to leverage your strengths, right?
Like maybe you are superamazingly great with data.
I don't get it.
If you,
Jodi (30:09):
but we need
Jenni Reed (30:10):
it.
Jodi (30:11):
That would not be one of the three of us to be clear.
Jenni Reed (30:13):
I mean, there are plenty of people that their strong suit is to, is to be inundated in spreadsheets, right?
And that's what they love again.
I don't get it, but I'm thankful for them.
I'm thankful for them.
We, and I just think that those areopportunities where we get to, at least as a company, have a present
to be able to support, I know thatour human resources department does.
(30:37):
Different, different events thatwould include like mock interviewing, like for all kinds of demographics.
We want to make sure people feelprepared to enter into a space.
And it may not be our space, butif we can aid in the preparation, I think that our company does a really solid job of doing that.
Disclaimer (30:55):
By the way, didn't you have a job fair yesterday?
Yeah.
Yeah.
Yeah.
At Fort Leavenworth.
Jenni Reed (30:59):
And it was great.
I got to give really early high fivesand congratulations to retirements that are coming in the next month.
And it was also very refreshing to seeother careered professionals that have been in their line of work for 20 plus
years that are still trying to figure outwhat they want to be when they grow up.
That's the age old problem.
Jodi
Disclaimer (31:18):
has that issue too.
I do.
I struggle
Jodi (31:20):
with it every day.
Same, same.
Yes.
Disclaimer (31:23):
An end.
And I'll throw in a couple,another bone for you, right, about the Reads Across America.
I
Jodi (31:28):
wrote that down.
I was going to bring that.
Disclaimer (31:30):
That's kind of been part of your staple for your team and for AFB in general across the country.
But thank you for doing thatright, right on post there.
Jenni Reed (31:39):
It really is my pleasure.
My team, it's always so painfully cold.
But at the risk ofsounding cliche, too late,
Disclaimer (31:47):
too late, Jenny, we
Jenni Reed (31:48):
leave with a warm heart.
Like we adopt, my team adoptsa whole section, right, of our local national cemetery.
And we do this, like you mentioned, forwreaths across America, but we do it with the intent to pay tribute to and honor
fallen soldiers by making sure that theirgravesites have a wreath placed upon them.
And it's humbling when you're therein that moment and You are reading the name out loud and you are giving thanks because it's humbling when you
(32:18):
are faced with the ultimate sacrificethat so many of our service members have made to keep us all protected.
It's an awesome thing for our team to do.
We do it together, coated in hand warmersand trying not to have our eyelashes freeze, but if it isn't fine, but we, we
do, we have done it for the last severalyears and plan to do it this year as well.
Jodi (32:42):
made me visualize the pictures from last year.
I know I saw on our socialmedia, everybody was bundled up.
Disclaimer (32:48):
One other thing I'll share with about your dedication to the military community is to our banking center folks, right?
Support you though, to goout and kick the tires.
I feel like, why should I?
I'm talking about somethingbecause I love these things, Jodi.
Jenni Reed (33:02):
Yeah, I do too.
And our branch center managers, ourbanking center managers do their, their booths on the ground and they are
visiting their local recruiting stationand offering, offering their services.
Offering financial
Disclaimer (33:13):
education.
Right.
Absolutely.
Yeah.
Jenni Reed (33:16):
It's, it's a big deal.
It's a very big deal because.
We're trying to give recruiters time backin their day, and if our banking center managers are offering to do that financial
readiness training or financial briefing,it's going to give that time back.
We know that that is somethingthat most military recruiters make sure is a focal point, right?
(33:37):
The 2016 National DefenseAuthorization Act.
made it very clear that there wasan important financial literacy and education to be integrated throughout the military career.
And that starts even with prior toenlisting or right at the front.
The goal of that act was to make surethat that our soldiers are better equipped From the time they swear in to the time they're transitioning.
(34:00):
And if we can offer our services tohelp in that way and free up some time in that day, we want to do that.
So our banking center, our bankingcenter managers do that in their surrounding recruiting stations.
Yes, it's a, it is a big deal
Disclaimer (34:13):
so far.
She's referenced a study like this 34percent stuff she was talking about.
Now she's referencingsome sort of legislation.
Jenni Reed (34:21):
Who
Disclaimer (34:21):
is it?
Who is Jenny Reed?
And she's smarter than you.
All right.
Do you have another, do you haveanother awesome question for her?
Is that correct?
Jodi (34:29):
You, you kind of like led, led her into answering the question that I was about to ask him.
So would you, so add anythingthat you'd like, or just say, Pass if you feel complete.
So when you're, so we've talked alot about what your team, you and your team are doing with the recruits
themselves prior to shipping, butwhat, what's that value prop to the recruiter as you're reaching out?
(34:50):
I know you just mentionedsaving them time in their day.
My husband was a recruiter for along time in the army, and I know that that's critical for them.
I mean, they've got mission, they're.
They're under pressure to missionbox and make sure that they hit those targets for the military, but beyond
adding time back in their day, what'sthat value prop to the recruiters that your team reaches out with?
Jenni Reed (35:09):
Great question.
Did you know that that time right there?
Great.
Great.
Well, the value prop is that we tryto make account opening for enlisting soldiers really fast and easy.
They can do that from what, from theirdesk without even leaving the office.
I know many recruiters are like, well,we send them right across the street.
Our value prop is that you don'thave to send them anywhere.
(35:29):
They can do it rightthere where they're at.
We have zero money to open the account.
We also, oh, this is a very unique thing.
We open up for 17 year oldswithout a parent or guardian.
Back to one of my previous.
statements that a lot of these youngpeople are escaping situations where they may be taken advantage of if they're not the sole owner of the account.
(35:50):
And that's very important, right?
We open up for 17 year oldswithout a parent or guardian.
We want them to start their militarycareer in an independent way.
Where they are being protectedfrom anything that could be taking advantage of them.
We also overnight debit cards andaccount kits to QuickShips so that they feel that they have number one,
(36:10):
the debit card and all their accountinformation prior to going to basic.
I know that they don't often get to go anduse it and when they do, it needs to work.
So we want to make sure thatthey're able to do that.
So ultimately, All of that beingsaid, we just, we really hope to be the one that is trusted with the future soldier banking needs.
We've got a dedicated team that meetseach person at their level and really does take them on a customized journey
(36:35):
through financial understandingso that they feel empowered.
To make some possible difficult decisionsin the coming months, years, whatever.
We want to make sure that theyare ready and able to be promoted because their credit is sound and
that they are well prepared for someof the life happenstances, right.
That we don't think to prepare for.
Jodi (36:55):
Yep.
No, absolutely.
I love some of those unique things.
Back to the other questionearlier, probably a great question that I asked about,
Disclaimer (37:01):
at least you had one of them.
I
Jodi (37:04):
feel like she's complimenting on our questions.
After every answer, weshould say great answer.
Jenny's awesome answer.
Jenny, would that be weird?
Nope.
She said, no,
Disclaimer (37:12):
I don't know if you can feel it.
But the energy and excitement arecontagious with Jenny Reed, almost as much as just spending time with you, Jodi.
But yes.
Jodi (37:20):
But different.
Disclaimer (37:21):
But different.
A lot.
So you say, you love develop, wetalked about developing your people, giving them the tools to be successful.
And I think you've been with theJohn Maxwell company for I'll get coming up to a decade, right?
Since 2016.
Jenni Reed (37:35):
Yeah.
Around there.
I didn't even realizeyou could monetize that.
I felt like
Disclaimer (37:39):
monetize.
Jenni Reed (37:40):
I mean, I feel like every leader's job is to personally grow their direct reports, right?
I didn't know that you could monetizeit, but yeah, I've been with the John Maxwell team since about 2016
and everything rises and falls withleadership and he's spot on with that.
I'm passionate about being a good examplefor my team and making sure that they're, With the necessary skills to raise their awareness and be stronger communicators.
(38:04):
And more importantly, compassionatelylead those around them to do the same.
Leadership is a big, is a big wingspan.
It's important that we take it seriously.
Disclaimer (38:11):
Agreed.
Especially, especially self leadership,which we talk about a lot around here.
Yeah.
You know, there's a lot ofacronyms in military world, a lot of acronyms in banking.
And you educated me ontwo new acronyms, right?
I think it was HALT and THINK.
Jenni Reed (38:26):
Oh, yeah.
Am I right?
Yeah, they're ones I use.
It's easy for me to remember.
Never make a decision, like halt.
Don't make an important decision ifyou're hungry, angry, lonely, or tired.
That means I'd never make any decision.
Disclaimer (38:39):
Jodi's out.
She's gotta go home now.
Jenni Reed (38:42):
And then yeah, do you remember what think is?
To think before you speak?
Disclaimer (38:46):
That is not a skill set that Tom has.
I think I know what itis, but I can't remember.
So what is think?
Jenni Reed (38:54):
Before, to think before you speak, you need to ask yourself, is it true?
Is it helpful?
Is it inspiring?
Is it necessary?
And is it kind?
And if it isn't, all thosethings, just button it up.
Jodi (39:06):
I'm going to ask you to lean into the N, Tom.
Well, then you lean into the K, okay?
Jenni Reed (39:11):
I feel I'm working on the N myself.
K
Disclaimer (39:13):
is kind, right?
K is kind.
K is kind.
K is kind.
K is kind.
K is kind.
Well, then Joe, Joe, you're goingto go with thin for yourself.
Stop.
Stop.
Definitely.
No, but that leadership response is great.
I think that's a great, great forall of our listeners to apply that in any walk of life and any job
they hold as they transition or gointo a new field to be a leader.
(39:38):
I mean, those, those skills aredeveloped through the military lifestyle.
We know that because they're almostleaders right when they come out.
And, but certainly on the civilianside, that's, I appreciate you caring so much about working for the John Maxwell company and supporting that.
And you even got me to read, reada book for the first time since Dr.
Seuss.
Did you read it
Jodi (39:56):
or did you listen to it?
I
Disclaimer (39:59):
read it.
Jenni Reed (40:00):
There were no pictures.
Plus I got the
Disclaimer (40:02):
workbook to support it, right Jenny?
So it's a 21 irrefutablelaws of leadership.
Am I in violation by saying acompany a book name like that?
Or do I have to pay them for that?
No,
Jodi (40:13):
you didn't say that.
You wrote it, so I think you're fine.
Disclaimer (40:17):
John McClain company.
. Yeah.
Just start leaving
Jenni Reed (40:21):
with John.
John M.
Right, right.
We'll leave it at
Jodi (40:23):
that.
Jenni Reed (40:24):
Yeah.
Jodi (40:25):
My distant brother.
Jenni Reed (40:26):
Yeah.
It's a good book.
It's a good book for any personthat is, that is starting.
Any kind of, uh, a pathway that couldbe considered leadership is a good book for any person that's just trying to learn how to better lead themself.
It's, I think it's a relatable book that'sfilled with information that I think is, that is reachable by any person.
(40:46):
I really do.
Disclaimer (40:47):
And when a book, I don't know how many years ago it was written, but.
It's nice when they canoutlast their time, right?
When they can stand the test of time.
Yeah.
When they, thank you for that.
I, I was trying to think ofwhat that was, but I stopped.
Jodi (41:02):
You're going to sprain your brain.
So we're, I promise we're, we're aboutdone and we'll let you back to your day.
But I think we've got a couple morequestions for you and you've touched on this, I think throughout, but just
want to kind of close with at least onething from my standpoint, and then, and Tom's probably got to wrap up question.
If you were to give a young recruitA checklist, something that's easy for them to remember their your version of think or halt for them.
(41:26):
You know, what?
What are those things that they couldcount on one hand in the order of events that you would encourage them
to think about to get off to the rightfinancial start as they get ready to prepare to leave for basic training?
Jenni Reed (41:37):
I really wish I came prepared with a Handy, handy acronym, but I don't, but we will start with some easy, easy bill of points.
Still
Disclaimer (41:45):
a great question though, right, Jenny?
It
Jenni Reed (41:46):
still is a stupendous question.
Start with a bank thatstrives to serve you, right?
One that goes out of their way tohelp ensure that you understand how to make the most of what's offered.
It helps you avoid unnecessaryfees and has the added bonus of resources available to help you understand how to prepare, right?
(42:08):
Like, one of my recruitspecialists, 844 723, just saying.
Yeah, and like I mentioned earlier,don't buy, don't acquire the debt just because you really want the, the truck or the motorcycle.
Those interest rates matter and yourdebt to income will be affected.
Your credit will ultimately beaffected and you will be paying on this for the foreseeable future.
(42:32):
So, do things in the right order.
Take your credit seriously.
Take your credit seriously, and ifin doubt, ask a mentor, a banking professional, ask your recruiter even.
Ask.
When in doubt, ask, ask, ask.
And always put into your budget.
(42:52):
This of course implies that budgethas already been a thing, right?
But put savings in your budget.
If you don't have enoughmoney to cover your insurance deductible, there's a problem.
We need to make sure that weare saving for the right things so that you are prepared.
Disclaimer (43:07):
There is a,
Jodi (43:09):
I was trying to think of an acronym, afternoon coffee.
That's my homework assignment.
Disclaimer (43:14):
Uh, we'll end this with, it's not going to be a story or two that I want you to share, but I do want you
to just talk about satisfaction surveysthat we get from your clients, right?
I mean, the net promoter score, whichfor everybody knows what that is in the world, but to be hovering in between 87 and 90 on a regular basis, and
that's off the charts, Compared to thestandards of probably top 1 percent in the country for, for that score.
(43:38):
But is there a couple, are there a coupleof those surveys or the responses that stick out in your head over the years as
you compile that and celebrate with yourteam at the end of each month when you get those results and say, just that, that
either that wow moment or that aha moment,or Man, that Kevin Smith, he did such and such, or just something like that.
Jenni Reed (43:58):
Yeah, no, we've, I've got several.
I've got several.
We get them what feels like daily.
Our customer satisfactionsurveys regularly have associate specific shout outs.
And it's because of the, theservice that they provide.
It's so catered.
I know Jessica Riddle, who is nowthe assistant department manager.
There was a client that stands out thatshe reached out to persistently, right?
(44:21):
Once after she found out thatthis person had homeownership in their, in their goal site, right?
They, they were looking at homeownership.
And for two years, Jessica reachedout every month, obviously it didn't take two years to start, but within,
I think it took, oh my gosh, maybeeight months within that first year.
And We started with the creditbuilder, ultimately led from the credit builder credit card to start building the credit necessary to qualify
(44:48):
for a home loan, then creating andsticking to a savings plan, all the way to two years, we were celebrating with that client home ownership.
That wouldn't have happenedwithout Jessica's efforts, right?
And staying the course and, and stillcontinuing to call, even though she was getting ignored on a few months,
I remember at one point that clientwas like, don't give up on me.
(45:09):
I swear.
I'm taking it seriously.
That's one story that stands out agreat deal, but like you mentioned, there are so many client comments on our satisfaction surveys.
There's so many that highlight howhelpful our associates are, how kind, how compassionate, how informative, and I, I literally cannot love
it enough when someone goes outof their way to say how one of my team members made them feel seen.
(45:35):
Like, that's, that's literally gold.
I, I, I'm so proud of them for theservice that they provide to our client base, for the compassion that they
lead with and for leveraging theirown experience in a relatable way to a demographic that desperately needs it.
Right.
They need that.
They need that help.
Jodi (45:54):
We could do a whole podcast just on great stories.
I think coming out of this.
area.
Jenni Reed (45:57):
I'm excited.
Listen to you.
Disclaimer (45:59):
Jenny, we're proud of you too.
So thank you for your contributions.
Jenni Reed (46:02):
Thank you very much.
Disclaimer (46:04):
Let's play.
Let's play a game.
You want to play a game?
Oh
Jodi (46:06):
no.
That was a creepy guy.
That's one of the horror movies.
Disclaimer (46:11):
Come on.
Jodi (46:13):
The
Disclaimer (46:14):
guy that sits in the chair, right?
He's got that clown face.
Jodi (46:17):
Uh huh.
Break the shovel.
Break the shovel.
Get it?
We're gonna play the Military Minute.
Disclaimer (46:25):
What was Break the Shovel?
Jodi (46:26):
When you're digging a hole, you gotta stop digging until you break the shovel.
We
Disclaimer (46:30):
can edit you, right?
Oh
Jodi (46:32):
no, that's a public service announcement that I'm sharing that.
So, so, yes, I want to, focusingon Military Minute, Tom.
You say problem, I say possibility.
Yes.
Disclaimer (46:43):
That sounds like a cheer.
You say problem.
Does she have full, that stuff?
I said yeah.
Yeah, alright.
I think I should.
Jodi (46:49):
So last episode.
We had a guest on from WellsFargo Foundation talking about the good work that they do.
And so, Jenny, if you know this,feel free to pop out an answer.
You can blurt
Disclaimer (46:59):
on this one.
You can't blurt on the next one.
It may
Jodi (47:01):
be weird if you knew it, but we won't judge.
She might know it.
What are the names of the twofounders and in what year was Wells Fargo founded and what is the enduring symbol for Wells Fargo?
This is like an 86 part question.
Disclaimer (47:14):
Of course, there's two names, right?
Two people that are Wells Fargo.
A year that it was formed, andthen what's the, that image that you see when you see Wells Fargo?
What's that?
Like the Nike Swoosh orthe McDonald's arches.
What's next to Wells Fargo?
Jenni Reed (47:28):
Oh my gosh.
Do I have time to Google?
No.
Okay.
No, I got nothing.
Disclaimer (47:35):
And remember where you are?
You don't have connection, soyou couldn't Google there anyway.
I know she'll know the symbol
Jodi (47:40):
as soon as we say it.
So if you answered Henry Wells.
And William G.
Fargo.
Are we going to require the G orwe'll probably go with William Fargo.
Yeah.
1852 in the stagecoach.
Daffodil.
Oh, see, don't you hate that?
1852.
That's remarkable.
I know.
Long time ago.
Let's.
(48:00):
I got nothing.
So fast forward beforewe all get in trouble.
This week's Military Minute takes usto a question about Army recruiting.
This one you cannot answer evenif you know, because we're going to tee it up for our audience.
She won't feel.
She won't feel like she has to runoutside to get a signal and Google it.
Disclaimer (48:16):
Right.
And if she,
Jodi (48:16):
we're not going to hold it against her if
Disclaimer (48:18):
she doesn't know an answer that's part of her everyday business.
Jodi (48:20):
So.
We'll judge you later.
Yeah.
So the question about Army, wellthe question about Army recruiting, specifically Army, how many people joined the Army in the first year after 9 11?
I think this is going to be hard because,I mean, depending on where you Google it, you could maybe get a different answer.
I
Disclaimer (48:36):
fact checked it in three different sources.
And
Jodi (48:38):
so are you talking about like January 1, 2002?
Or September
Disclaimer (48:42):
12th.
Oh, okay.
Got it.
It's the one year after 9 11.
Got
Jodi (48:46):
it.
Okay.
Disclaimer (48:47):
Yeah.
Jodi (48:47):
Good clarification.
So how many people join the Armyin the first year after 9 11?
Get out your Google, dust offyour encyclopedia, whatever.
Call Jenny Reed.
Call Jenny Reed.
Because she'll have it by then.
And so when this podcast drops,put your best answer in there.
And if you are picked, you couldalso be the lucky winner of 50 for yourself and 50 for a charity of your choice by way of a gift card.
Disclaimer (49:08):
Could be Reads Across America.
Jodi (49:09):
Could be.
Could be.
Jenni Reed (49:11):
I'm pretty sure they'll still have the buy a wreath, get a wreath promotion at that point.
Yeah.
Do it.
Jodi (49:16):
Be of good use.
And I think, you know, I get sodistracted by Military Minute.
I have so much fun.
Disclaimer (49:22):
We should we should put a plug in for our website because there are some awesome.
Awesome.
Resources out there for financialeducation, cyber security, section on
Jodi (49:31):
recruit and section on
Disclaimer (49:32):
recruit.
Jodi (49:33):
Yeah.
So go to www.
afbank.
com.
And
Disclaimer (49:36):
so if you enjoyed today's episode as much as Jenny Reed did, go out to afbank.
com and subscribe to the show.
Also make sure to rate us or leaveus a comment on your favorite podcast platform, which happens to be one of three, Apple podcast, Spotify, or YouTube.
Jodi (49:53):
Jenny, it's been a treat to have you on the podcast today.
And to share everything that welove about you with our audience.
So thank you.
Thank you for joining.
Thank you guys so much for the
Jenni Reed (50:03):
invite.
Thank you.
Thanks so much.
Disclaimer (50:06):
Bye.
Jenni Reed (50:06):
See ya.
See ya.
Disclaimer (50:14):
Copyright Armed Forces Bank, member FDIC, equal housing lender.
All non Armed Forces Bank owned apps,websites, company names, and product names are trademarks or registered trademarks of their respective owners.
Their mention does not imply anyaffiliation with or endorsement by Armed Forces Bank of them or their products and services.
They are merely used as examples ofthe many available apps, companies, and websites that offer similar services.
Before using any app or website, youshould carefully review the terms of use, data collection, and privacy policy.
Apps may have an initial cost orin application purchase features.
(50:36):
This information is general innature and is not intended to be legal, tax, or financial advice.
Although Armed Forces Bank believesthis information to be accurate, it cannot ensure that it could change.
Statements or opinions ofindividuals referenced herein are their own, not Armed Forces Bank.
Consult an appropriate professionalconcerning your specific situation and respective governing bodies for applicable laws, such as IRS.
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