August 19, 2025 • 52 mins
What inspires someone to devote their career to serving people experiencing homelessness? In this episode of Our Community, Our Mission, we sit down with TRM’s HR Director, Kim Turley, to explore the unique challenges and deep rewards of staffing an organization committed to life-changing ministry. With years of connection to TRM and a passion for helping people, Kim shares what it takes to balance professional HR practices with the deeper calling that draws people to this work.
Joining the conversation, La Manda Cunningham, CEO, and Miriam Krehbiel, Deputy Director of Supportive Services, share powerful stories that highlight both the struggles and the purpose behind TRM’s mission. Staffing shortages, increasingly complex guest needs, and the tension between policy and compassion are very real—but so are the moments of transformation, both for those served and those serving. As one staff member put it, “something is different here—and it’s a good different.”
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To support TRM, Click Here!
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Gracious Heavenly Father.
We thank you, lord, for thisday and your blessings, and this
time to record this podcast.
Lord, we are just so thankfulfor all of the staff that work
at TRM.
Lord, the dedication that theyhave and Lord, just the calling
on their lives that you haveplaced.
Lord, I pray your blessing overthis time and this conversation
and, lord, the blessing overour listeners.
Father, in your holy name, wepray, amen.
Speaker 3 (00:27):
Hello everybody, thank you for joining us for
another episode of Our Community, our Mission, a podcast of the
Topeka Rescue Mission.
I'm your host today.
Barry Feaker, here with LamandaCunningham, ceo of Topeka
Rescue Mission.
Marian Crable, director ofSupportive Services, topeka.
Speaker 4 (00:42):
Rescue Mission.
Good morning, good morning howare you?
Speaker 3 (00:43):
I'm good.
Did I say the date?
I didn't say the date, did I?
I don't know you guys?
Okay, just catching you here.
This is Tuesday, the 19th ofAugust of 2025.
Okay, episode 280.
We have to do that for the FCC.
Speaker 4 (00:56):
Oh, we do.
Speaker 3 (00:56):
No, we really don't or else we get kicked off.
That's right, no, anyway, yeah,we're in August 19th here today,
and so we have some specialannouncement coming up about a
night of praise.
But before we do that, theResearch and Development
Department we've got to honortheir diligent work on this, and
I know people tune in to ourcommunity, our mission to find
out what's really, reallyimportant about this day every
(01:19):
year, august 19th.
And so one of the thingsLamanda this is a quiz for you
because you've been in educationbefore it's national
photography day, right, nationalphotography.
Why do you think they made anational photography day?
Speaker 5 (01:32):
Photography connects all of us.
It's kind of like the sound ofmusic.
Speaker 3 (01:37):
Wow, that was profound that was actually
really good.
What does it mean?
Speaker 4 (01:41):
What, what.
What does she just mean yeah.
What does she just mean good,what does?
Speaker 3 (01:43):
it mean?
What does she just mean?
What does she?
Speaker 4 (01:44):
just mean she meant.
She meant that it is.
It is exactly like what TRM isabout.
Speaker 3 (01:48):
It's about building relationships bringing people
closer together through visualthings, just like music does
through auditory stuff Prettygood, pretty good.
Speaker 1 (02:01):
So mic drop Beautiful .
Speaker 3 (02:01):
That's great.
You guys are awesome.
You guys are on it today.
Well, uh, you know, I wouldimagine when they establish this
and we really don't have theyear that they established
National Photography Day, it wasa long time ago, but they never
realized that everybody wouldbe a photographer.
Oh yeah, Everybody's aphotographer today.
Isn't that the truth Everybodyis, and so congratulations
(02:21):
everybody, because you are aphotographer is.
And so congratulationseverybody, because you are a
photographer, you can enjoy yourday, because if you have a
phone, you've got a camera andyou're taking pictures like
billions of them.
Speaker 5 (02:29):
So, anyway, yeah, I have thought about like the
whole thing.
Um, you know, this generationreally doesn't know what a TV
remote or everything is by theTV remote.
And my generation, your parent,you were your parents TV remote
.
Go, change the knob.
I still remember that.
And so when I just saw this onthe sheet which means I did
cheat or use my resources,whichever version you want to
(02:51):
say when I was a kid we stillhad to go develop our film.
So I remember that was part oflike our Sunday routine.
When we went to get groceriesand stuff.
My mom would be like, okay, goto the photography counter.
And so I would go in there andgive them our three rolls, four
rolls.
Speaker 3 (03:08):
And wait until it got developed.
Yep and pay big bucks too.
Yes.
Speaker 5 (03:12):
And so, anyways, that's a fun time, cause I just
thought, ma'am, I'm never goingto do that, most likely with my
kids, that's interesting.
Speaker 1 (03:19):
We had a.
The kids had a disposablecamera one time.
I don't remember how they gotit, but they took all the
pictures and it's still sittingsomewhere.
Speaker 4 (03:27):
You've never done it, you've never taken it to
develop.
Speaker 1 (03:29):
No, I haven't.
We need to.
Speaker 4 (03:31):
Where do you take it?
Well, you can go to likeWalgreens, walgreens, walmart.
I think Walmart still does ittoo.
Yeah, walmart does it.
You can still.
There's still their pictures.
Speaker 5 (03:41):
Well, now I want like I want an old camera now, just
so that I could go develop myfilm with my kids.
Speaker 3 (03:46):
Okay, I can see if you took that to Walgreens, josh
, the handed it to him, they'dgo.
Why, probably?
Why are you doing this?
Yeah, okay, there's one other.
There are two other days weneed to recognize today and
Miriam, this one, you.
Why is today so spectacular?
Speaker 4 (04:04):
Oh Mary, I knew you were going to do something.
It's a spectacular day.
Miriam, that honestly almosthurt.
Yes, it is National Potato Daythere we go.
Speaker 3 (04:12):
Miriam is on it, on it, on it.
It's kind of like the sound ofmusic, right?
Okay, all right, nationalPotato Day.
It's been around a while andeverybody likes potatoes, you
know, some of them like it fried, some of them mashed, some like
it baked, and there's differentkinds of potatoes.
But anyway, national Potato Day, it doesn't say that it is a
(04:33):
russet potato, a red potato, asweet potato, it just says
Potato Day.
So enjoy your spud-tacular daytoday.
All right, Now here's a reallyimportant one, especially when
we're in the month of August.
It's today, all right.
Now here's a really importantone, especially when we're in
(04:54):
the month of August, it'snational soft ice cream day.
Speaker 4 (04:56):
Now I know, I know, I thought I knew that Dairy Queen
invented soft ice cream, oh notso much, not so much, yeah.
Speaker 3 (04:58):
So if you look at your cheat sheet of the research
and development department, youcan see that soft ice cream, in
some fashion, was around 200 BC.
Isn't that wild?
I didn't know.
Dairy Queen was that old, Iknow.
Speaker 4 (05:09):
I'm serious, I didn't either.
Speaker 3 (05:11):
Wasn't it a drive-thru or just walk-ups?
Speaker 4 (05:12):
I think it was a walk-up at that point.
Ride-through, ride-through,that's it.
Speaker 3 (05:15):
Chariots, come on, you know.
Speaker 5 (05:25):
There you go, make a reference to.
Speaker 3 (05:26):
Barry's age.
I will not make a reference toBarry's age.
Oh, Amanda, I'm not going to.
There's a special podcastcoming from you and it's going
to be one of those days thatyou're going to say I should
have stayed in education.
That's right, that's right.
I'm saving them up.
So anyway, 200 BC, yes, andAlexander the Great and Nero the
emperor of Rome, they enjoyedflavored ice snow.
That's pretty cool.
(05:46):
It's not quite the same as softserve, but maybe it's close,
and so so, bringing it around,bringing it around you didn't
mention Miriam's age.
And so 1740s and 1777, georgeWashington was known to have ice
cream at his estate.
For, for whatever reason, theywatched him do everything and
they didn't even have YouTube.
(06:07):
So but yeah, one time he spentover $200 for ice cream.
Speaker 4 (06:12):
Okay, think about that.
Think about how much money thatwould have been back then.
Well, that's two trips throughthe Dairy Queen now.
Yes, exactly, but back thenthat's a lot of money, that's a
lot of ice cream.
Speaker 3 (06:23):
So what is National Photography Day?
This is Amanda, this is for you, since you're so smart.
What is National PhotographyDay?
National Potato Day andNational Soft Serve Ice Cream or
Soft Ice Cream Day all have incommon?
Speaker 5 (06:36):
I have no idea, uh-huh.
Speaker 3 (06:38):
Didn't think so, so uh-huh, Miriam your turn.
Speaker 4 (06:41):
What was the question again?
Speaker 3 (06:42):
What is National Photography Day, national Potato
Day and National Soft Ice CreamDay all have in common?
Speaker 4 (06:49):
They make us very happy.
Speaker 3 (06:51):
Wow, that's profound, so anyway.
Speaker 1 (06:54):
So before you move on , so it's a go ahead.
I had to Google this real quickbecause I was curious, like
what was $200 for, likeinflation?
So that's roughly it'd be about$6,000 now.
Speaker 5 (07:05):
And he did it in ice cream In a summer, in a summer
In one summer.
Speaker 1 (07:10):
And he was the first president of the.
Speaker 3 (07:11):
United States.
He wasn't making that muchdough back then.
Speaker 4 (07:13):
No, he was not.
Speaker 3 (07:14):
Anyway, apparently enough to afford a lot of ice
cream.
That's right.
So what they all have in commonit's a really cool, spectacular
day.
Speaker 4 (07:24):
The pain.
Speaker 3 (07:25):
Picture perfect, picture perfect.
Okay, you should have knownthat.
So anyway, dad joke, I knowWell that I am A dad joke.
So, anyway, before we get intoour subject matter today with
our guests, which are veryspecial but they're also
internal we're going to talkabout some of the details of
(07:45):
operations of Topeka RescueMission.
They're very important, but,josh, there's this event we've
been talking about coming up.
Yeah, just a little one, just alittle one, that's got you
chilling.
Oh yeah Right, oh yeah yeah,we've got a night of praise.
Speaker 1 (07:57):
Night of praise, that's right, so talk about it.
Yeah, night of Praise.
It's Friday, september 12th.
Doors open at 6.
Event starts at 6.30.
Yeah, just a great night to gettogether and worship the Lord
and hear some stories of whatGod's doing at the mission and
hopefully raise some support.
Speaker 3 (08:14):
It's going to be a fellowship, yes, fellowship,
bible Church.
Speaker 1 (08:17):
They're 10th and Urish Admission is free.
We do ask that you bring acanned food item to help support
as well.
So, but yeah, it's a greatnight, and this is the third
night of praise.
Speaker 3 (08:26):
Yeah, third annual, okay.
So you've got this down pat nowright, sure, picture perfect.
Speaker 1 (08:29):
Yeah, absolutely no problem.
You're chilling out right?
Absolutely.
There's nothing that ever goeswrong.
It's going to be spud-tacularbaby.
Speaker 3 (08:38):
Spud-tacular.
There's, like I say, freeadmission, but do ask that you
bring an unperishable food itemif you can, and there's also an
opportunity to give there tohelp support the efforts of
Topeka Rescue Mission, but themain emphasis is on focusing on
Christ and what God has done forall of us and some testimonials
(08:59):
along those lines and the bodyof Christ and those that maybe
don't identify with the churchat all can come.
Speaker 1 (09:02):
Yeah, absolutely, and that's one thing we've loved
about it is, every year we havemultiple churches and multiple
denominations and it's not justlike FBC or just TBC or one
church, it's all of us comingtogether unified, and that's I
think, and some differentmusical groups from different
churches as well.
Speaker 3 (09:16):
Yeah, absolutely, absolutely.
So a lot of different variety,yeah, flavors yeah, okay, on
Night of Praise on the 12th ofSeptember yes, okay, coming up.
So, and it's also on Facebookand different places you can
find it, trying to put it outeverywhere.
Speaker 1 (09:30):
So if you did miss it , you live under a rock.
Speaker 5 (09:33):
That's right, because we're trying to give it there.
Speaker 3 (09:35):
But even if you live under a rock, you're welcome
Absolutely.
Speaker 5 (09:39):
That's I would say too.
You know, if you are on socialmedia, please go to the Speaker
Rescue Mission page, because wehave an event set up for it that
you can show us if you're going, you can invite people to it,
you can share it, and thatreally is.
You know, the heart behind it.
It is our only fundraiser thatwe put on every year annual
(10:07):
fundraiser and definitely gearedtowards trying to raise
financial funds to keep ourbudget healthy for everything
that we're doing.
It takes a lot of money to beable to do so, but the other
side of it is really in regardsto just how else can you get
involved, and for some, thatcould be signing up to be a
monthly donor or some type ofreoccurring donor.
That would help us a lot.
(10:29):
It could also be where you'relearning more about volunteerism
.
It could be that we're going tohave a neat opportunity where
people can go to a section ofthe area for prayer but also to
receive prayer requests from us.
So there's some neat thingsthat we're hoping.
The entire thing, from the timeyou walk in the doors until you
(10:49):
leave, is truly an experiencethat not only draws you closer
to the Lord, gives you anopportunity to understand how
the Lord really works, connectedto both what we know in
Scripture but what he's stillactively doing, but then also
potentially can get involved inTRM outside of our annual
(11:10):
fundraiser.
Speaker 3 (11:11):
Well, it's good for a lot of reasons and for people
who just need kind of a lift.
Yes.
Come and be.
They don't have to do anything,they don't have to act a
certain way, right?
They don't have to be of anykind of a commitment of anything
, but come and just beministered to and you might see
God do some amazing things inyour own life.
Speaker 1 (11:27):
Yes, yeah.
Speaker 3 (11:29):
Please do join.
And also an opportunity toraise those resources for Topeka
Rescue Mission Do what it doesevery single day, 365 days a
year.
So, LaManda, we're interviewingtwo very important position
people here at Topeka RescueMission today, and one is
somebody that is with us all thetime almost on the podcast.
(11:49):
That's Miriam.
Speaker 4 (11:50):
I am.
Speaker 3 (11:51):
And so, miriam, you're deputy director of
supportive services, so we areinterviewing you today, yes, and
we're going to interviewsomeone else here today.
That's very important in yourdepartment.
That's wonderful.
Before we do that, talk to usabout supportive services.
What does that really mean?
Speaker 4 (12:07):
You know, I think LaManda has changed my mind on
what supportive services is,because very often we've talked
about that supportive servicesare really those things that go
on behind the scenes right, thatdo all this kind of stuff.
But I heard LaManda talk aboutit one time saying, really it's
the foundation of what we do,because supportive services are
(12:28):
all of those things that make itpossible for the other
departments to do what they do.
So, whether it's HR or financeor IT or marketing, it's really
those, all of those pieces of anorganization that make it
possible for the other people todo their jobs.
So I have this incredible teamand in supportive services we do
(12:52):
just that.
We support the mission and wesupport everybody else that's
doing more frontline work, butseriously walking alongside them
to try to make sure they can doit as well as possible.
Speaker 3 (13:05):
I think a lot of us don't realize, until we really
hear that explained that way,that any organization of any
kind of size which Topeka RescueMission has size because it
does so much has to have thatsupport, that foundational
things that are there to help itmove forward, whether it's
employment, volunteers, the ITpiece is huge today.
(13:27):
I mean, what we're doing rightnow is all that IT Right
Communications, whether it's thesocial media platforms, you
name it, still paper newslettersgoing out, being able to
respond to a donor who wants togive.
I mean the list goes on, and on, and on, and on and on.
And if you didn't have that andyou didn't have it healthy
right, it would not work well.
Speaker 4 (13:46):
Absolutely.
You know, and what's what's sointeresting is most of the
departments that are insupportive services are one
people departments, you know.
I mean there's just one of themand they just do amazing things
.
You know, even our strategicdevelopment department Um, it's
not a lot of people that arehaving a lot of different kinds
(14:09):
of responsibilities and jump inin different kind of ways
whenever needed, so they are aspectacular team.
Speaker 3 (14:15):
It really is, and it's very important for the
bigger mission of Topeka RescueMission to have that foundation.
So you mentioned HR being oneof those, and so we are blessed
to have Kim Turley with us today, who is our director of HR here
at Topeka Rescue Mission.
Kim, talk about when you firststarted working at Topeka Rescue
Mission.
Speaker 6 (14:35):
Well, it was a very long time ago.
Well, officially working here.
Speaker 3 (14:40):
I don't mean officially, I just mean
Unofficially working.
Here was when I was eight Eight, I believe it was seven, kim.
Speaker 6 (14:45):
Okay, I know Me and you have that difference.
Speaker 3 (14:49):
Little kids always think they're older than they
are, so anyway, yeah.
Yeah, so, kim, talk about that.
I mean, you've been involvedwith Topeka Rescue almost all
your life, uh-huh, actually, themajority of your life.
Speaker 6 (14:59):
Yeah, uh-huh.
Speaker 3 (14:59):
Yeah, so talk about how you got first introduced
into Topeka Rescue Mission andthen officially where you came
into this and the differentroles that you've had.
Speaker 6 (15:10):
Yeah, I was actually just talking to someone this
weekend about how long I've beena part of the rescue mission.
So unofficially started when mymom started as a volunteer, and
you know what they say aboutvolunteering around here If you
stay too long, you'll get hired.
Speaker 3 (15:23):
You might get a check every once in a while.
Yeah, so she got hired.
Speaker 6 (15:27):
And then she worked here for several years and then
retired, probably a handful ofyears ago now.
But when I started coming here,like you know, the mission was
much smaller obviously, and I'vegot to see it grow and change
over the years.
Remember when the Hope Centerwas first built and putting up
the borders that everyone hatedtaking down just recently when
(15:48):
we remodeled and seeing thatopen and putting all the little
stuffed animals on the beds andthings like that.
So like there's just thedifferent memories of when we
first got the distributioncenter and cleaning that out
because it was a hot mess whenwe first bought it Very dirty.
So just those differentmemories of growing.
I worked here for a short stintin high school.
(16:10):
That was not a very good workethic time for me.
Speaker 4 (16:16):
Did you get fired?
Speaker 6 (16:18):
It was just for the summer, so I was going off to
college.
It was a temp job.
Speaker 4 (16:21):
Yeah, it was a temp job.
Speaker 6 (16:22):
Yeah, it was a temp job.
Speaker 3 (16:23):
She survived it, we survived it.
Speaker 6 (16:24):
Yeah, we all did so, then moved away and ended up
getting married and then cameback here, and that's when Josh
actually got a job first, andthen I got a job quickly after
that.
We've been here for 11 yearsnow.
Speaker 3 (16:36):
So if you haven't put the two and two together,
that's Josh Turley over here,this is Kim Turley over here,
and Josh is the head of thestrategic development.
Yes yes, yes.
Title changes there.
So, kim, you haven't been thehead of the HR department the
whole time that you've been here, since you've been back, so
you've done a number of roles.
Talk about those differentroles.
Speaker 6 (16:56):
I've had different titles here started as volunteer
services coordinator, assistant, assistant director and then
director after that and thenmoved into executive assistant
role probably it was rightaround the transition time for
you too and then after I askedyou to do that, and then I told
you I was leaving it was.
(17:16):
it was a shock.
It's like, hey, do you want todo this?
Actually, by the way, which wasa great growing opportunity for
me, though I had no idea what Iwas stepping into as an
executive assistant.
I thought that'd be a cool rule, and then I stepped into it and
definitely learned a lot andgrew and then had the
opportunity to start taking somecollege classes and my first
(17:38):
college class I took was an HRclass and hands down best class
ever took.
Professor was amazing.
It was through City Vision.
Really enjoyed that and that'skind of what opened my eyes to
HR.
Obviously I have a dad thatgrew up in not grew up, he did
HR all his life but I wasdefinitely like I'm not sure
that's for me.
Then I took the class and waslike this is very interesting.
(17:58):
So that really kind of openedme up to it.
Speaker 3 (18:02):
What about HR?
I mean you had worked in somedifferent capacities in the
rescue mission you started whenyou were eight years old and of
getting involved in this as avolunteer, and then a little bit
of work before you went off tocollege and then you came back.
So you came back, you've hadsome roles of back office type
thing with volunteers and thenexecutive assistant.
(18:22):
What about HR?
Because a lot of people numberone maybe don't know what HR
really means, but what attractedyou to HR when you really
weren't sure that you'd want todo that?
Speaker 6 (18:35):
You know when I really think about it.
So I was in the executiveassistant role with Lamanda and
I was trying to picture whatwould be a next step, because
that's what she's really bigabout.
What's another step for you orhelp you grow?
And I kept thinking like whatis another step that I could do
to help me here at the rescuemission and help the rescue
mission as well?
And I was like it's kind ofprotect the organization, that's
(18:57):
kind of like the next step Ican do and HR does that.
It's kind of like the next stepI can do and HR does that.
You're kind of that gatekeeperto hiring the right staff and
also for keeping everything inline and in order as much as it
can be.
And so that was kind of like Iwas like I can do that.
I know enough about the mission, I know enough about the type
of people we're looking to hirehere.
I have a good relationship withthe directors just because I've
(19:22):
been here long enough, andthat's a big key is that
relationship with staff, and Ireally enjoy doing that,
learning more from LaManda onwhat the staff are needing and
just nurturing them too.
Speaker 3 (19:33):
So obviously having a good understanding of the
organization is helpful and youhad pretty good background.
You had a lot of years to beable to process that.
And you had pretty goodbackground.
You had a lot of years to beable to process that and then
stepping into being the HRdirector, working with staff,
knowing the organization.
So explain to us kind of whatyour job is.
Then Hiring staff you mentionedthat In other words,
(19:54):
interviewing them, making surethat they're the right fit, but
what all of the different movingparts of HR are there and how
many employees?
We have a volunteer departmentwhich the volunteers are
numerous and it takes a wholedifferent level of organization
of that.
But these are the paidemployees that you are managing.
What does it mean?
What do you do?
Speaker 6 (20:14):
Goodness, it's a lot.
I mean the day-to-day stuff.
You can just list off a numberof different things, whether it
be answering staff's questions,things like that, but
overarching it's really justtalking with staff on the
questions they may have, goingthrough policies and making sure
directors understand what theirjob is as a director and
(20:36):
helping them teach that to theirstaff and just walking through
those day-to-day disciplinaryactions or questions they have
on different things.
Goodness, a lot of times I'm alistening ear too for staff.
They may just need to talk fora little bit.
That be staff directors, anyonewriting policies.
(20:57):
There's a lot of policiessometimes that just pop up and
we're like, oh, we shouldprobably have a policy about
that, sure, if I enjoy that partor not, but, um, but it's a
continual job, like you thinkyou get things in order and then
there's always new things thatcome up, so she's forgetting a
lot.
Speaker 4 (21:14):
I know a lot well.
There's payroll insurance andthere's the day to day stuff
evaluations and there's training, and Kim is not lacking for
things to do.
It is a constant in terms ofall of the things that she kind
of has to keep in the airbecause, you know, it's one
(21:34):
thing to hire people, it'sanother thing to be able to
retain them Right.
So how does she encourage staff?
How does she find things thatwill make them feel like this is
the best place to work ever,even when it doesn't feel like
it's the greatest place to workever, because there's chaos and
there's tremendous numbers ofwork and there's dealing with
(22:01):
trauma?
So Kim's responsibility intrying to keep people encouraged
that in and of itself could bea full-time job.
Speaker 3 (22:09):
I think you talked about retention and attracting
people to come work.
This is not the necessarily themost well-known of what Topeka
Rescue Mission does in thisregard.
There are people that have anidea it's a homeless shelter,
some people think they just feedfolks, some folks see it as a
ministry, some people don't knowabout the total package, and so
(22:30):
you're looking for people thathave an understanding and also
help them to understand whenthey maybe make that first
contact, because I know a numberof folks that I have had a
chance, since LaManda has becomeCEO here, to talk with them is
they had no idea before theycame here.
They were looking foremployment, they wanted to help
people and they get in here andthey go oh my gosh.
(22:51):
So you're kind of at the frontdoor of helping people to
understand the magnitude of TRM.
And also, miriam, you mentionedbenefits.
So organizations to retainfolks need benefits.
Speaker 4 (23:04):
Oh, my goodness.
Speaker 3 (23:05):
Absolutely.
What are benefits here?
Speaker 4 (23:07):
Benefits here would be everything from health
insurance to vision insurance,to dental insurance, to
disability insurance, as well asthen vacation time and sick
time All of those differentthings that really are there to
support employees Maternityleave bring your child to work,
(23:27):
kind of things.
You know, mom infant or dadinfant.
Kind of things where we makesure that parents who have just
got had a new baby don't have toseparate from them right away.
They can bring them to work fora certain amount of time.
Obviously, we have lots ofprocesses around that, Um, but
really just making sure that weare meeting the needs of, um,
(23:51):
our employees far beyond justwhat we need them to be doing at
work, Um, understanding thatthere there is hopefully
work-life balance, that you knowthey have an opportunity to
take time off, to get away torecharge and reset, All of those
things are really important andwe consider those all benefits
(24:15):
of Topeka Rescue Mission.
Speaker 3 (24:30):
And Amanda, you as the leader, have a lot of moving
parts here to pick a rescuemission, from shelter and
feeding and safety securityfacilities.
The list goes on and on and on.
Why is it important?
What can you tell people whoare listening?
The importance of getting theright people here to work and
keeping the right people here,and, of course, that has to be
resourced.
Speaker 5 (24:43):
You can't have a cake without ingredients, and so the
bottom line is we would nothave this ministry without the
people making the ministry work.
And so, when I look ateverything that the Lord does
and everything that he makeshappen, it's all done through
(25:09):
his people, the employees of therescue mission.
Not only do we need their bodies, we need their minds, we need
(25:31):
them to have good attendance allof these things.
The most important thing is Ineed every staff member waking
up every day knowing that theyare a vessel for the Lord.
And so there are so many thingsthat Kim is responsible for,
even if she's just facilitating,right, but this shepherding of
our flock, because, one, we'vegot a job to do, but two, it's
(25:55):
not just that we have a need todo the job well, and that there
is a huge spiritual component init as well, to know we have to
have people that are seekingwisdom from the Lord, that their
joy truly comes from Him,because there's so many things
that we can do practically totry to help with all of this.
(26:17):
There are definitely strategiesthat come through her ideas and
all of this stuff to connectwith staff, to recruit them, to
retain them, but there is alsothis component that we really
are supposed to just beshepherds and help people, as
they're our employees, becausethey're doing the work of the
Lord, and that's something thatcannot be taught.
Speaker 3 (26:39):
You as leader here, and then the people who are your
deputy directors, and then thesupervisors, are sending people
on the front lines of some ofthe most difficult, challenging
and sometimes dangeroussituations that exist in this
part of the world.
And so you know we're talkingabout.
(26:59):
You know I've had a recentconversation about this is that
this is not a mental healthfacility.
It's not a nursing home, it'snot a correctional facility,
it's not a drug rehab program.
But, yes, it is yes, it is yes.
It is Because when those thingsdon't exist outside in the kind
of degree that they need tobecause of the magnitude, and
people find themselves homeless,they come here and you are
(27:23):
deploying people on the frontlines to be able to go into
those very difficult, messy,sometimes life safety issues
which you know every day and youprobably don't wake up every
morning worrying about that.
You put that before the Lord,but also you are asking a lot of
people to be able to do this.
(27:44):
Talk about the importance Again, we're talking about HR today
the importance of having arobust HR program to be able to
know that you can effectivelydeploy people into these
situations.
Speaker 5 (27:57):
You know what Kim does and what she assists with
is crucial, not only for how sheis stewarding the strategic
thinking of what our teammembers need, but I also
appreciate Kim's honesty backwith me when we're not doing
(28:19):
something for staff that needsto be done.
Back with me when we're notdoing something for staff that
needs to be done.
A prime example of that is sheknows my heart is really big
into mentorship and you know I'ma firm believer that we all,
myself included, should have abackup, because if I go out
right now and am in a caraccident, I don't want TRM to
(28:41):
skip a beat.
Trm belongs to the Lord and ishere to help win lives every day
over to the kingdom.
And so Kim, knowing this,knowing my heart is mentorship,
knowing that I want there to besignificant training from myself
to deputies, to deputies, todirectors, to directors, to
(29:01):
assistant directors, she puttogether this what was it?
10 weeks, eight weeks worth ofsupervisory training and
presented it to me with thoughtout topics, who she felt, like
the speaker, should be, the funthings and activities that were
(29:21):
going to be embedded in some ofthe heavier weeks, and all of
this.
That's a perfect example ofit's not just all about Kim
doing what I feel like is neededfor staff.
It's when I can't see thingsshe comes to me and says LaManda
, I know your heart is thatstaff is taken care of like this
(29:43):
.
Here's an area that we're notdoing it, and her and Miriam
worked on that.
And then we had the first roundof that with deputy directors,
myself and directors, and thatwas just a prime example of the
importance of not only what shedoes do in helping train the
staff, but also her seeing gapsthat we are not doing and
(30:04):
bringing it before me sayingwe've got to do this and knowing
those things are not easybecause TRM is so unique and
beautiful and challenging inregards to our employee makeup
here.
From a spiritual side, we verystrongly believe that God
(30:31):
definitely equips those that hecalls.
He doesn't necessarily callthose who are equipped.
So with that comes this heavyemphasis and belief that we want
(31:08):
to be in or known for, and sowe run ourselves like a business
.
We have job descriptions and wehave all of these things that
Kim's responsible for.
Yet we cannot always do policyover the person.
So the other thing that shenavigates as she's doing, these
hiring processes and all thatshe also knows that not just
(31:30):
myself, but what TRM representsis a place that, if someone
might not make cuts on paper,she also knows that the Lord
might not be asking us to cutthat person out and that we
might be that exact place forwho he's calling them to come
and be around and that we haveto be obedient to that.
(31:54):
So when I think through herimportance and what that matters
to me and why I try to supportit, it's this balancing act and
we need people here to do whatwe do.
But the other responsibilitythat Kim has, that Miriam has,
that I have and other leadershave is we also have to remember
(32:14):
that that person in front of usin that interview or after we
hire them, that it might not beall about what they're going to
do for TRM.
It's also that God calls peopleat TRM for their own personal
stories and that is beautifuland we see it time and time
again.
It can also be hard because youknow, I've been called on the
(32:37):
carpet a couple of times onpeople questioning why I have
certain staff here working,called on the carpet a couple of
times on people questioning whyI have certain staff here
working, and I stand behind allthe time that our people matter
and their stories matter, andthat TRM has to be a place where
people can showcase thetransformation that the Lord has
(32:58):
in their lives and in theirhearts and in their minds, and
so Kim has a very tough yetunique and beautiful role in
playing that.
Speaker 3 (33:11):
Kim, I think I referred to you one time in
Switzerland.
You have to be Switzerland hereto be a rescue mission.
So you represent theorganization, represent the
person.
You work for Miriam.
Miriam works for LaManda, butyet you're that neutral place
that if somebody can't have aconversation with that
supervisor, you've got to havethat conversation and confidence
(33:32):
to help that person navigate itthrough.
So in some ways, a big part ofyour job, it sounds like, is to
watch for the health of theorganization and the health of
the people who work in theorganization.
How do you do that?
How do you do that balance?
You've been very involved withthe ministry for many, many
years.
You know the ins and outs of it.
(33:53):
Now you've moved into this rolewhere you are a big part of the
team but yet you are unique inthe team, to where you're a bit
like Switzerland.
Speaker 6 (34:04):
How do you do that Great question Carefully?
Speaker 4 (34:09):
I knew you would.
It is very careful.
Speaker 6 (34:11):
You know I look back at like what I'm doing for TRM
and try to.
People always ask me like I'm apretty chill person, like I
don't get riled up on things toooften.
People always ask me like I'm apretty chill person, like I
don't get riled up on things toooften, but I have, like I
always know that the Lord'sguiding me in every step I do,
and I always know there's a planfor every reason, because I
(34:31):
remember Miriam just asked methe question like how are you
like handling all this stuff?
Because we have a lot ofopenings right now.
That's why this conversation'shappening.
And so you know I give it overto the Lord and I know the
Lord's going to bring the rightpeople at the right time and
going to open the doors and I'mjust, you know, the steward and
steering what the mission needs.
So the question is, how do I doit?
(34:54):
It's honestly relying on Godevery day what my job is and
just kind of listening for hisdiscernment on certain things
too.
Speaker 3 (35:03):
I think it's good to be chill in this position.
Kim, what's maybe the one ortwo most enjoyable things that
you have learned in thisposition that you really look
forward to doing?
Speaker 6 (35:13):
Goodness, I just really like the part of
interacting with staff and theexecutive assistant role.
I mean we grew it a lot to haveit a lot more involvement with
staff.
Yeah, I also like theorganization of the position.
(35:42):
There's steps and balances,checks and balances for almost
everything.
Speaker 5 (35:47):
She's weird and I say that with love.
Speaker 3 (35:50):
I'm glad some people do that.
Speaker 5 (35:52):
I will never forget one of the things that she said
and I don't think I'll everforget it.
She came in and she was likehey, can you come and look at
your calendar real quick?
So I came over there and hercalendar looked pretty crisp and
clean.
And then all of a sudden sheclicked my name so that my
calendar showed on top of hers.
And I looked at her and I saidis that my calendar?
(36:12):
And she goes yeah, isn't it socool?
And I'm like and then she goesand it's all color coordinated
and so your color for this meansthat you're here and your color
, and I'm like I don't even wantto look at that.
I turned my back to her screenand I said just tell me what
you're asking, what we need todo with my schedule, because I
can't.
So when I say she's weird, it'sout of love.
Speaker 3 (36:30):
Amanda, I use Siri every once in a while when I'm
driving to say tell me what myappointments are for tomorrow.
And occasionally I get yourcalendar and it says you have 22
appointments for tomorrow.
Speaker 5 (36:45):
Oh, that's Amanda's calendar, so.
But Kim thrives off of that,and so that to me is you know,
when you look at God, god is aGod of order, I mean even dating
back to just the organizationof the tribes and all of that.
That is something that I tryreally hard not to overlook in
Kim.
Um, kim is her ability to seethings that really are kind of
(37:07):
like a ball of yarn and it's alljust knotted, and then she just
somehow crochets somethingbeautiful and keeps it organized
, and I don't know how she doesit.
Speaker 3 (37:18):
Well, she's the right person for it.
She's owning the position We'vehad those conversations a few
times, didn't we?
And so you've really stepped upinto this.
And one of the things that fromjust the kind of an outsider
looking in now that I reallythink is cool is when you have
new staff orientation and it'sthere.
They're all out there in thehallway getting ready to go into
a 136 for training and theylook kind of like new recruits
(37:41):
at bootcamp.
They're all.
They're coming from alldifferent walks of life.
Some have been guests at therescue mission, some are coming
in from a whole different areaof don't know much about this,
but they really feel like andsome very in tune to what Topeka
Rescue Mission is doing.
But yeah, you're bringing themin on the same level playing
field and you've helped design alot of that.
So another question, other sideof the coin what is the most
(38:04):
challenging part of what you doas the director of HR?
Speaker 6 (38:08):
You know, with HR there's checks and balances to
everything, but you're stillhuman and I think that's the big
part too is you're dealing withhumans' lives a lot of times,
whether it be terminations, notgetting hired, jobs are
important for people and so Ithink it's the human side of it
(38:28):
and I always tell Miriam, I haveto, like I have to draw a line
in my head because you know thisis my job.
But sometimes when you have tomake hard decisions, I mean it
can be difficult and I wrestlewith that sometimes, but then I
also just, you know thingshappen and you have to deal with
it.
It's a human side of me.
Speaker 3 (38:46):
So you're caring Switzerland.
Speaker 6 (38:48):
Yeah, I know that's the most difficult.
Speaker 3 (38:50):
Yeah, yeah, I would imagine that would be, and so
there have been some differentreports and studies going on
around the country where it'sgetting harder and harder to
find the right people to work inthis kind of work.
This work is getting moredifficult for multiple factors.
Population numbers are higherthan we've seen in years.
(39:14):
In coming into shelters, weespecially post-pandemic we've
seen some significant challengeswith people coming with even
more brokenness, an agingpopulation with medical needs.
This is not the warm and fuzzywe're going to love our neighbor
as ourself type thing.
Only that's where it starts.
It's getting harder and harderto find people.
(39:35):
There are some shelters thathave actually had to close down
because they couldn't findworkers, and you can't just open
up the door safely and sayy'all come, because that would
be very dangerous and unhealthyand would be all kinds of wrong
things.
So, kim, part of your role hereis to be able to work with Josh
(40:00):
and everybody to get the wordout there about openings and
finding the right person, notjust to fill a spot but to fill
the spot with the right person.
So, lamanna, maryam, kim, talkabout the opportunities for
people to check out TopekaRescue Mission for maybe not
just a job, but a calling thathas a job associated with it.
What are some of those thingsyou can say that would maybe
(40:23):
spark some interest in somefolks, and what kind of
positions do we have open atthis point that you can recall?
Speaker 5 (40:30):
I'll speak on just tapping into people's interest.
I think the thing that comes tomy mind is there are a lot of
places where I know for a factwe would all get paid more.
I know that there are placeswhere we could truly leave work.
When we leave work, I know thatthere's a lot of places where
(40:56):
my people could go that thebenefits might even be better.
The benefits might even bebetter.
(41:38):
What I cling to is the factthat the Lord shows me you are
the person that I need answeringthat phone, so it shows me what
my purpose is.
But when I get on that phonecall and you find out something
about a single mom that's inneed or this just happened to me
(41:59):
this week I was driving to astore and there's someone that I
love very deeply and he wasstruggling on a parking space
bumper and my husband lookedover at me and he said do you
want me to help you or do youwant me to just take the kids in
(42:21):
the store?
And I said either way, it'sfine.
I know this person really welland I went over to the person
and it's not how I planned onspending my shopping time right
with my family.
Talk to this individual.
I love this individual.
This individual was struggling.
I said can I pray with you?
And he said yeah.
(42:43):
And then, before I could sayanything, he said but I know,
even if I said no, you wouldanyways.
And I laughed, prayed with theperson, told him I loved him.
He told me he loved me, told mehe hated everybody right now,
except for me, all these things.
Um, and in that moment I, when Ihad to leave him, one, I cried
because I don, I don't likeleaving them, but I have to
(43:05):
trust everybody with the Lord.
But the other thing was Iliterally said before I got in
the car God, thank you that yousomehow trust me enough that I
can be on a shopping trip andsee this person who is wanting
to die and that you entrust meto pray for him and to somehow
(43:25):
bring him closer to you.
And it's a, it's a mind shift.
Do I look at that as I'mannoyed because I'm trying to go
into a store and my job neverends, or do I remember that I'm
living with purpose every dayand that purpose is for the Lord
?
So I get in the car and I'm alittle sad because I really just
(43:47):
want to load him up and makehim be ready for his next stage
of healing.
And he's just not ready yet.
And one of my daughters saidMama, I'm not sure that if it
wasn't for TRM that you wouldreally know how to love people
well and of course I'm alreadyin the front seat fighting the
(44:12):
tears.
And then the other one said andnow we're learning how to love
people.
Keep in mind this is someonewho he had no shirt on, sitting
next to vomit.
When I say, just not a prettypicture, it's not a pretty
picture.
(44:32):
And then two of my kiddos takeaway that they're learning to
love, that's not a hallmarkmoment.
Right for myself as my jobProbably not the easiest way
we're going to recruit somebodyto say come be a part of our
team.
Like it's a hard part.
(44:53):
It's pretty powerful.
However, when you think aboutthe purpose piece and knowing
that you can see thingsdifferently than this world sees
it, I don't ever want to berobbed of that.
So fast forward, several dayspast this morning, I get a text
(45:13):
message from another co-workerwho saw this individual and he
said please reach out to LaMandaand thank her for the medicine
that she brought and for lovingon me.
So I don't know.
I don't know if that person'sgoing to take the next stage of
healing or if he's going tostruggle the entire time this
(45:35):
side of heaven, but I get thatopportunity to see him, see his
need, relate to him, because Imay never have sat on a parking
space bumper, but you betterbelieve I've been in moments of
darkness, and that is what is soincredible here is it's not the
(45:58):
pay and it's not the benefits,and it's not that any of us even
get accolades, but we all havethose moments where it's a
reminder that we could be doingsomething that feels very lavish
this side of earth but I alsoknow would be so empty.
(46:20):
And that's the balancing actthat we have to do of it's a
business.
We've got to have people, we'vegot to fill the spots.
We can have burnout when wedon't have those spots.
All of that is the reality weface.
Yet we cannot let thosechallenges of we've got to fill
(46:40):
this position or we've got to dothis, or let's just give
everybody more money, let's justget.
We can't, because that takesaway from the God-given purpose
that will keep people motivatedevery time to do the work.
Speaker 3 (46:52):
It's really laying the right word.
It's supposed to be.
Love is not always fixing theproblem.
Love is being there in themoment, and that's what Topeka
Rescue Mission volunteers, staffget to do is be in the moment
with a lot of people and notnecessarily fix them.
We love to fix people.
We never do.
(47:13):
We love to see them fixed, butwe see.
The Lord, who's in charge offixing things, has called us to
do one thing love them.
And.
LaManda, that sounds like whatyou did and your kids have
reflected that back to you verywell.
Um, I I think those are peoplelistening that that's going to
resonate with to some degree.
Um, just a couple more things,miriam.
Um, from your own personalexperience.
(47:35):
Um, how would you tell somebodythat's maybe wondering, um, or
maybe even thinking about it,and they just happened to
stumble across this podcasttoday how do you know that you
should possibly come to a placelike Topeka Rescue Mission and
be a part of it?
Speaker 4 (47:53):
You know that's probably a million dollar
question that I'm not sure I cananswer, um, because I think
it's probably different for forevery person, right?
But I think that there issomething, when you walk through
the doors for 95% of ouremployees, that will make them
just say something is differenthere and it's a good different,
(48:16):
not a bad different.
Just listen to that still smallvoice that's telling you
something is different.
Um, because it is.
It was for me from the momentthat I came on board and you
pulled the bait and switch Um it, you know.
Speaker 3 (48:35):
God and I worked it out.
Speaker 4 (48:36):
Yeah Well, you know, apparently, apparently seven
years later, eight years later,however long I've been here now
but I just think I think peoplejust need to give it a shot and
recognize that this will notever be a normal job.
This will not ever be a normalkind of experience, partly
(48:57):
because of who we have theopportunity to serve in terms of
our guests and our unshelteredneighbors, but partly because
the Lord just does some work onyou when you're here, you know,
and opens up differentperspectives, and it's amazing
(49:17):
to me the number of people thatwe've hired on that have said,
wow, okay, love just feelsdifferent here and you actually
can feel it.
People care, they're happy, 90%of the time they're smiling.
You know not that we don't havedrama and issues.
We do.
We absolutely do with our staffand with the people we serve.
Speaker 5 (49:39):
No, this is no, this is absolutely not, which is why
sometimes we have so manyopenings, because we also have
terminations.
Exactly, people quit and wehave turnover.
Speaker 3 (49:48):
It doesn't work for everybody.
Speaker 4 (49:50):
No, it doesn't, but people will feel something
different if they give it anopportunity and if they just
listen to their heart.
If you're being nudged, youprobably need to at least have a
conversation.
Speaker 3 (50:01):
That's what I was going for the nudge.
If you are feeling nudged alittle bit, check it out.
It doesn't mean you have tosign up for a staff position.
You can go volunteer,Absolutely.
You can get on the website.
You can come to night of praisein September.
There's a number of things thatyou can follow through with a
nudge or maybe you're alreadythere and you know that this is
(50:22):
what you're supposed to do.
So, kim, how can somebody say,hey, I want to check out to see
what the openings are?
How do they find out?
Speaker 6 (50:28):
Visit trmonlineorg and look under the About Us tab,
and you'll find jobopportunities.
Speaker 3 (50:34):
Okay, and so what do I do with that?
I see something that maybe I'minterested in.
Does it guide me through on howto fill out an application?
Can they call you and talk toyou?
Does it guide me through on howto fill out an application?
Can they call you and talk toyou?
All the above, yep, they cancall me.
Speaker 6 (50:46):
There's a job application right there.
There's the job descriptionslinked to the title as well, so
people can read through all thejob descriptions and figure out
which one they want.
But just remember, it's notabout your skill set, it's about
your heart too for the ministryand service.
So even if you don't have theright skillset, give it a shot.
Speaker 3 (51:03):
Well, I would say in conclusion, and thank you all
for helping unpack this type ofthing which I'm not sure I've
ever heard a program on HRbefore on a podcast or anything
else because it's one of thosethings that people just take for
granted right, can't take itfor granted here and any other
organization as well, but one ofthe things if you are feeling
the nudge to maybe come helppeople, that's great.
(51:24):
Just know that you yourself areprobably going to be the one
that gets the help, and so it'sa tandem bicycle here.
God is loving both ends of thespectrum, and so, kim, thank you
for what you're doing.
Miriam, thank you, lamanda,thank you and thank you all for
listening.
If you'd like more informationabout Topeka Rescue Mission, as
Kim said, you can go totrmonlineorg that's trmonlineorg
(51:46):
and also watch for Night ofPraise.
It's coming up, september, the12th Fellowship Bible Church at
6.30 pm, and so love to see youthere.
Have a great day.
Gracious Heavenly Father.
We thank you, lord, for thisday and your blessings, and this
time to record this podcast.
Lord, we are just so thankfulfor all of the staff that work
at TRM.
Lord, the dedication that theyhave and Lord, just the calling
on their lives that you haveplaced.
Lord, I pray your blessing overthis time and this conversation
and, lord, the blessing overour listeners.
Father, in your holy name, wepray, amen.
Speaker 3 (00:27):
Hello everybody, thank you for joining us for
another episode of Our Community, our Mission, a podcast of the
Topeka Rescue Mission.
I'm your host today.
Barry Feaker, here with LamandaCunningham, ceo of Topeka
Rescue Mission.
Marian Crable, director ofSupportive Services, topeka.
Speaker 4 (00:42):
Rescue Mission.
Good morning, good morning howare you?
Speaker 3 (00:43):
I'm good.
Did I say the date?
I didn't say the date, did I?
I don't know you guys?
Okay, just catching you here.
This is Tuesday, the 19th ofAugust of 2025.
Okay, episode 280.
We have to do that for the FCC.
Speaker 4 (00:56):
Oh, we do.
Speaker 3 (00:56):
No, we really don't or else we get kicked off.
That's right, no, anyway, yeah,we're in August 19th here today,
and so we have some specialannouncement coming up about a
night of praise.
But before we do that, theResearch and Development
Department we've got to honortheir diligent work on this, and
I know people tune in to ourcommunity, our mission to find
out what's really, reallyimportant about this day every
(01:19):
year, august 19th.
And so one of the thingsLamanda this is a quiz for you
because you've been in educationbefore it's national
photography day, right, nationalphotography.
Why do you think they made anational photography day?
Speaker 5 (01:32):
Photography connects all of us.
It's kind of like the sound ofmusic.
Speaker 3 (01:37):
Wow, that was profound that was actually
really good.
What does it mean?
Speaker 4 (01:41):
What, what.
What does she just mean yeah.
What does she just mean good,what does?
Speaker 3 (01:43):
it mean?
What does she just mean?
What does she?
Speaker 4 (01:44):
just mean she meant.
She meant that it is.
It is exactly like what TRM isabout.
Speaker 3 (01:48):
It's about building relationships bringing people
closer together through visualthings, just like music does
through auditory stuff Prettygood, pretty good.
Speaker 1 (02:01):
So mic drop Beautiful .
Speaker 3 (02:01):
That's great.
You guys are awesome.
You guys are on it today.
Well, uh, you know, I wouldimagine when they establish this
and we really don't have theyear that they established
National Photography Day, it wasa long time ago, but they never
realized that everybody wouldbe a photographer.
Oh yeah, Everybody's aphotographer today.
Isn't that the truth Everybodyis, and so congratulations
(02:21):
everybody, because you are aphotographer is.
And so congratulationseverybody, because you are a
photographer, you can enjoy yourday, because if you have a
phone, you've got a camera andyou're taking pictures like
billions of them.
Speaker 5 (02:29):
So, anyway, yeah, I have thought about like the
whole thing.
Um, you know, this generationreally doesn't know what a TV
remote or everything is by theTV remote.
And my generation, your parent,you were your parents TV remote
.
Go, change the knob.
I still remember that.
And so when I just saw this onthe sheet which means I did
cheat or use my resources,whichever version you want to
(02:51):
say when I was a kid we stillhad to go develop our film.
So I remember that was part oflike our Sunday routine.
When we went to get groceriesand stuff.
My mom would be like, okay, goto the photography counter.
And so I would go in there andgive them our three rolls, four
rolls.
Speaker 3 (03:08):
And wait until it got developed.
Yep and pay big bucks too.
Yes.
Speaker 5 (03:12):
And so, anyways, that's a fun time, cause I just
thought, ma'am, I'm never goingto do that, most likely with my
kids, that's interesting.
Speaker 1 (03:19):
We had a.
The kids had a disposablecamera one time.
I don't remember how they gotit, but they took all the
pictures and it's still sittingsomewhere.
Speaker 4 (03:27):
You've never done it, you've never taken it to
develop.
Speaker 1 (03:29):
No, I haven't.
We need to.
Speaker 4 (03:31):
Where do you take it?
Well, you can go to likeWalgreens, walgreens, walmart.
I think Walmart still does ittoo.
Yeah, walmart does it.
You can still.
There's still their pictures.
Speaker 5 (03:41):
Well, now I want like I want an old camera now, just
so that I could go develop myfilm with my kids.
Speaker 3 (03:46):
Okay, I can see if you took that to Walgreens, josh
, the handed it to him, they'dgo.
Why, probably?
Why are you doing this?
Yeah, okay, there's one other.
There are two other days weneed to recognize today and
Miriam, this one, you.
Why is today so spectacular?
Speaker 4 (04:04):
Oh Mary, I knew you were going to do something.
It's a spectacular day.
Miriam, that honestly almosthurt.
Yes, it is National Potato Daythere we go.
Speaker 3 (04:12):
Miriam is on it, on it, on it.
It's kind of like the sound ofmusic, right?
Okay, all right, nationalPotato Day.
It's been around a while andeverybody likes potatoes, you
know, some of them like it fried, some of them mashed, some like
it baked, and there's differentkinds of potatoes.
But anyway, national Potato Day, it doesn't say that it is a
(04:33):
russet potato, a red potato, asweet potato, it just says
Potato Day.
So enjoy your spud-tacular daytoday.
All right, Now here's a reallyimportant one, especially when
we're in the month of August.
It's today, all right.
Now here's a really importantone, especially when we're in
(04:54):
the month of August, it'snational soft ice cream day.
Speaker 4 (04:56):
Now I know, I know, I thought I knew that Dairy Queen
invented soft ice cream, oh notso much, not so much, yeah.
Speaker 3 (04:58):
So if you look at your cheat sheet of the research
and development department, youcan see that soft ice cream, in
some fashion, was around 200 BC.
Isn't that wild?
I didn't know.
Dairy Queen was that old, Iknow.
Speaker 4 (05:09):
I'm serious, I didn't either.
Speaker 3 (05:11):
Wasn't it a drive-thru or just walk-ups?
Speaker 4 (05:12):
I think it was a walk-up at that point.
Ride-through, ride-through,that's it.
Speaker 3 (05:15):
Chariots, come on, you know.
Speaker 5 (05:25):
There you go, make a reference to.
Speaker 3 (05:26):
Barry's age.
I will not make a reference toBarry's age.
Oh, Amanda, I'm not going to.
There's a special podcastcoming from you and it's going
to be one of those days thatyou're going to say I should
have stayed in education.
That's right, that's right.
I'm saving them up.
So anyway, 200 BC, yes, andAlexander the Great and Nero the
emperor of Rome, they enjoyedflavored ice snow.
That's pretty cool.
(05:46):
It's not quite the same as softserve, but maybe it's close,
and so so, bringing it around,bringing it around you didn't
mention Miriam's age.
And so 1740s and 1777, georgeWashington was known to have ice
cream at his estate.
For, for whatever reason, theywatched him do everything and
they didn't even have YouTube.
(06:07):
So but yeah, one time he spentover $200 for ice cream.
Speaker 4 (06:12):
Okay, think about that.
Think about how much money thatwould have been back then.
Well, that's two trips throughthe Dairy Queen now.
Yes, exactly, but back thenthat's a lot of money, that's a
lot of ice cream.
Speaker 3 (06:23):
So what is National Photography Day?
This is Amanda, this is for you, since you're so smart.
What is National PhotographyDay?
National Potato Day andNational Soft Serve Ice Cream or
Soft Ice Cream Day all have incommon?
Speaker 5 (06:36):
I have no idea, uh-huh.
Speaker 3 (06:38):
Didn't think so, so uh-huh, Miriam your turn.
Speaker 4 (06:41):
What was the question again?
Speaker 3 (06:42):
What is National Photography Day, national Potato
Day and National Soft Ice CreamDay all have in common?
Speaker 4 (06:49):
They make us very happy.
Speaker 3 (06:51):
Wow, that's profound, so anyway.
Speaker 1 (06:54):
So before you move on , so it's a go ahead.
I had to Google this real quickbecause I was curious, like
what was $200 for, likeinflation?
So that's roughly it'd be about$6,000 now.
Speaker 5 (07:05):
And he did it in ice cream In a summer, in a summer
In one summer.
Speaker 1 (07:10):
And he was the first president of the.
Speaker 3 (07:11):
United States.
He wasn't making that muchdough back then.
Speaker 4 (07:13):
No, he was not.
Speaker 3 (07:14):
Anyway, apparently enough to afford a lot of ice
cream.
That's right.
So what they all have in commonit's a really cool, spectacular
day.
Speaker 4 (07:24):
The pain.
Speaker 3 (07:25):
Picture perfect, picture perfect.
Okay, you should have knownthat.
So anyway, dad joke, I knowWell that I am A dad joke.
So, anyway, before we get intoour subject matter today with
our guests, which are veryspecial but they're also
internal we're going to talkabout some of the details of
(07:45):
operations of Topeka RescueMission.
They're very important, but,josh, there's this event we've
been talking about coming up.
Yeah, just a little one, just alittle one, that's got you
chilling.
Oh yeah Right, oh yeah yeah,we've got a night of praise.
Speaker 1 (07:57):
Night of praise, that's right, so talk about it.
Yeah, night of Praise.
It's Friday, september 12th.
Doors open at 6.
Event starts at 6.30.
Yeah, just a great night to gettogether and worship the Lord
and hear some stories of whatGod's doing at the mission and
hopefully raise some support.
Speaker 3 (08:14):
It's going to be a fellowship, yes, fellowship,
bible Church.
Speaker 1 (08:17):
They're 10th and Urish Admission is free.
We do ask that you bring acanned food item to help support
as well.
So, but yeah, it's a greatnight, and this is the third
night of praise.
Speaker 3 (08:26):
Yeah, third annual, okay.
So you've got this down pat nowright, sure, picture perfect.
Speaker 1 (08:29):
Yeah, absolutely no problem.
You're chilling out right?
Absolutely.
There's nothing that ever goeswrong.
It's going to be spud-tacularbaby.
Speaker 3 (08:38):
Spud-tacular.
There's, like I say, freeadmission, but do ask that you
bring an unperishable food itemif you can, and there's also an
opportunity to give there tohelp support the efforts of
Topeka Rescue Mission, but themain emphasis is on focusing on
Christ and what God has done forall of us and some testimonials
(08:59):
along those lines and the bodyof Christ and those that maybe
don't identify with the churchat all can come.
Speaker 1 (09:02):
Yeah, absolutely, and that's one thing we've loved
about it is, every year we havemultiple churches and multiple
denominations and it's not justlike FBC or just TBC or one
church, it's all of us comingtogether unified, and that's I
think, and some differentmusical groups from different
churches as well.
Speaker 3 (09:16):
Yeah, absolutely, absolutely.
So a lot of different variety,yeah, flavors yeah, okay, on
Night of Praise on the 12th ofSeptember yes, okay, coming up.
So, and it's also on Facebookand different places you can
find it, trying to put it outeverywhere.
Speaker 1 (09:30):
So if you did miss it , you live under a rock.
Speaker 5 (09:33):
That's right, because we're trying to give it there.
Speaker 3 (09:35):
But even if you live under a rock, you're welcome
Absolutely.
Speaker 5 (09:39):
That's I would say too.
You know, if you are on socialmedia, please go to the Speaker
Rescue Mission page, because wehave an event set up for it that
you can show us if you're going, you can invite people to it,
you can share it, and thatreally is.
You know, the heart behind it.
It is our only fundraiser thatwe put on every year annual
(10:07):
fundraiser and definitely gearedtowards trying to raise
financial funds to keep ourbudget healthy for everything
that we're doing.
It takes a lot of money to beable to do so, but the other
side of it is really in regardsto just how else can you get
involved, and for some, thatcould be signing up to be a
monthly donor or some type ofreoccurring donor.
That would help us a lot.
(10:29):
It could also be where you'relearning more about volunteerism
.
It could be that we're going tohave a neat opportunity where
people can go to a section ofthe area for prayer but also to
receive prayer requests from us.
So there's some neat thingsthat we're hoping.
The entire thing, from the timeyou walk in the doors until you
(10:49):
leave, is truly an experiencethat not only draws you closer
to the Lord, gives you anopportunity to understand how
the Lord really works, connectedto both what we know in
Scripture but what he's stillactively doing, but then also
potentially can get involved inTRM outside of our annual
(11:10):
fundraiser.
Speaker 3 (11:11):
Well, it's good for a lot of reasons and for people
who just need kind of a lift.
Yes.
Come and be.
They don't have to do anything,they don't have to act a
certain way, right?
They don't have to be of anykind of a commitment of anything
, but come and just beministered to and you might see
God do some amazing things inyour own life.
Speaker 1 (11:27):
Yes, yeah.
Speaker 3 (11:29):
Please do join.
And also an opportunity toraise those resources for Topeka
Rescue Mission Do what it doesevery single day, 365 days a
year.
So, LaManda, we're interviewingtwo very important position
people here at Topeka RescueMission today, and one is
somebody that is with us all thetime almost on the podcast.
(11:49):
That's Miriam.
Speaker 4 (11:50):
I am.
Speaker 3 (11:51):
And so, miriam, you're deputy director of
supportive services, so we areinterviewing you today, yes, and
we're going to interviewsomeone else here today.
That's very important in yourdepartment.
That's wonderful.
Before we do that, talk to usabout supportive services.
What does that really mean?
Speaker 4 (12:07):
You know, I think LaManda has changed my mind on
what supportive services is,because very often we've talked
about that supportive servicesare really those things that go
on behind the scenes right, thatdo all this kind of stuff.
But I heard LaManda talk aboutit one time saying, really it's
the foundation of what we do,because supportive services are
(12:28):
all of those things that make itpossible for the other
departments to do what they do.
So, whether it's HR or financeor IT or marketing, it's really
those, all of those pieces of anorganization that make it
possible for the other people todo their jobs.
So I have this incredible teamand in supportive services we do
(12:52):
just that.
We support the mission and wesupport everybody else that's
doing more frontline work, butseriously walking alongside them
to try to make sure they can doit as well as possible.
Speaker 3 (13:05):
I think a lot of us don't realize, until we really
hear that explained that way,that any organization of any
kind of size which Topeka RescueMission has size because it
does so much has to have thatsupport, that foundational
things that are there to help itmove forward, whether it's
employment, volunteers, the ITpiece is huge today.
(13:27):
I mean, what we're doing rightnow is all that IT Right
Communications, whether it's thesocial media platforms, you
name it, still paper newslettersgoing out, being able to
respond to a donor who wants togive.
I mean the list goes on, and on, and on, and on and on.
And if you didn't have that andyou didn't have it healthy
right, it would not work well.
Speaker 4 (13:46):
Absolutely.
You know, and what's what's sointeresting is most of the
departments that are insupportive services are one
people departments, you know.
I mean there's just one of themand they just do amazing things
.
You know, even our strategicdevelopment department Um, it's
not a lot of people that arehaving a lot of different kinds
(14:09):
of responsibilities and jump inin different kind of ways
whenever needed, so they are aspectacular team.
Speaker 3 (14:15):
It really is, and it's very important for the
bigger mission of Topeka RescueMission to have that foundation.
So you mentioned HR being oneof those, and so we are blessed
to have Kim Turley with us today, who is our director of HR here
at Topeka Rescue Mission.
Kim, talk about when you firststarted working at Topeka Rescue
Mission.
Speaker 6 (14:35):
Well, it was a very long time ago.
Well, officially working here.
Speaker 3 (14:40):
I don't mean officially, I just mean
Unofficially working.
Here was when I was eight Eight, I believe it was seven, kim.
Speaker 6 (14:45):
Okay, I know Me and you have that difference.
Speaker 3 (14:49):
Little kids always think they're older than they
are, so anyway, yeah.
Yeah, so, kim, talk about that.
I mean, you've been involvedwith Topeka Rescue almost all
your life, uh-huh, actually, themajority of your life.
Speaker 6 (14:59):
Yeah, uh-huh.
Speaker 3 (14:59):
Yeah, so talk about how you got first introduced
into Topeka Rescue Mission andthen officially where you came
into this and the differentroles that you've had.
Speaker 6 (15:10):
Yeah, I was actually just talking to someone this
weekend about how long I've beena part of the rescue mission.
So unofficially started when mymom started as a volunteer, and
you know what they say aboutvolunteering around here If you
stay too long, you'll get hired.
Speaker 3 (15:23):
You might get a check every once in a while.
Yeah, so she got hired.
Speaker 6 (15:27):
And then she worked here for several years and then
retired, probably a handful ofyears ago now.
But when I started coming here,like you know, the mission was
much smaller obviously, and I'vegot to see it grow and change
over the years.
Remember when the Hope Centerwas first built and putting up
the borders that everyone hatedtaking down just recently when
(15:48):
we remodeled and seeing thatopen and putting all the little
stuffed animals on the beds andthings like that.
So like there's just thedifferent memories of when we
first got the distributioncenter and cleaning that out
because it was a hot mess whenwe first bought it Very dirty.
So just those differentmemories of growing.
I worked here for a short stintin high school.
(16:10):
That was not a very good workethic time for me.
Speaker 4 (16:16):
Did you get fired?
Speaker 6 (16:18):
It was just for the summer, so I was going off to
college.
It was a temp job.
Speaker 4 (16:21):
Yeah, it was a temp job.
Speaker 6 (16:22):
Yeah, it was a temp job.
Speaker 3 (16:23):
She survived it, we survived it.
Speaker 6 (16:24):
Yeah, we all did so, then moved away and ended up
getting married and then cameback here, and that's when Josh
actually got a job first, andthen I got a job quickly after
that.
We've been here for 11 yearsnow.
Speaker 3 (16:36):
So if you haven't put the two and two together,
that's Josh Turley over here,this is Kim Turley over here,
and Josh is the head of thestrategic development.
Yes yes, yes.
Title changes there.
So, kim, you haven't been thehead of the HR department the
whole time that you've been here, since you've been back, so
you've done a number of roles.
Talk about those differentroles.
Speaker 6 (16:56):
I've had different titles here started as volunteer
services coordinator, assistant, assistant director and then
director after that and thenmoved into executive assistant
role probably it was rightaround the transition time for
you too and then after I askedyou to do that, and then I told
you I was leaving it was.
(17:16):
it was a shock.
It's like, hey, do you want todo this?
Actually, by the way, which wasa great growing opportunity for
me, though I had no idea what Iwas stepping into as an
executive assistant.
I thought that'd be a cool rule, and then I stepped into it and
definitely learned a lot andgrew and then had the
opportunity to start taking somecollege classes and my first
(17:38):
college class I took was an HRclass and hands down best class
ever took.
Professor was amazing.
It was through City Vision.
Really enjoyed that and that'skind of what opened my eyes to
HR.
Obviously I have a dad thatgrew up in not grew up, he did
HR all his life but I wasdefinitely like I'm not sure
that's for me.
Then I took the class and waslike this is very interesting.
(17:58):
So that really kind of openedme up to it.
Speaker 3 (18:02):
What about HR?
I mean you had worked in somedifferent capacities in the
rescue mission you started whenyou were eight years old and of
getting involved in this as avolunteer, and then a little bit
of work before you went off tocollege and then you came back.
So you came back, you've hadsome roles of back office type
thing with volunteers and thenexecutive assistant.
(18:22):
What about HR?
Because a lot of people numberone maybe don't know what HR
really means, but what attractedyou to HR when you really
weren't sure that you'd want todo that?
Speaker 6 (18:35):
You know when I really think about it.
So I was in the executiveassistant role with Lamanda and
I was trying to picture whatwould be a next step, because
that's what she's really bigabout.
What's another step for you orhelp you grow?
And I kept thinking like whatis another step that I could do
to help me here at the rescuemission and help the rescue
mission as well?
And I was like it's kind ofprotect the organization, that's
(18:57):
kind of like the next step Ican do and HR does that.
It's kind of like the next stepI can do and HR does that.
You're kind of that gatekeeperto hiring the right staff and
also for keeping everything inline and in order as much as it
can be.
And so that was kind of like Iwas like I can do that.
I know enough about the mission, I know enough about the type
of people we're looking to hirehere.
I have a good relationship withthe directors just because I've
(19:22):
been here long enough, andthat's a big key is that
relationship with staff, and Ireally enjoy doing that,
learning more from LaManda onwhat the staff are needing and
just nurturing them too.
Speaker 3 (19:33):
So obviously having a good understanding of the
organization is helpful and youhad pretty good background.
You had a lot of years to beable to process that.
And you had pretty goodbackground.
You had a lot of years to beable to process that and then
stepping into being the HRdirector, working with staff,
knowing the organization.
So explain to us kind of whatyour job is.
Then Hiring staff you mentionedthat In other words,
(19:54):
interviewing them, making surethat they're the right fit, but
what all of the different movingparts of HR are there and how
many employees?
We have a volunteer departmentwhich the volunteers are
numerous and it takes a wholedifferent level of organization
of that.
But these are the paidemployees that you are managing.
What does it mean?
What do you do?
Speaker 6 (20:14):
Goodness, it's a lot.
I mean the day-to-day stuff.
You can just list off a numberof different things, whether it
be answering staff's questions,things like that, but
overarching it's really justtalking with staff on the
questions they may have, goingthrough policies and making sure
directors understand what theirjob is as a director and
(20:36):
helping them teach that to theirstaff and just walking through
those day-to-day disciplinaryactions or questions they have
on different things.
Goodness, a lot of times I'm alistening ear too for staff.
They may just need to talk fora little bit.
That be staff directors, anyonewriting policies.
(20:57):
There's a lot of policiessometimes that just pop up and
we're like, oh, we shouldprobably have a policy about
that, sure, if I enjoy that partor not, but, um, but it's a
continual job, like you thinkyou get things in order and then
there's always new things thatcome up, so she's forgetting a
lot.
Speaker 4 (21:14):
I know a lot well.
There's payroll insurance andthere's the day to day stuff
evaluations and there's training, and Kim is not lacking for
things to do.
It is a constant in terms ofall of the things that she kind
of has to keep in the airbecause, you know, it's one
(21:34):
thing to hire people, it'sanother thing to be able to
retain them Right.
So how does she encourage staff?
How does she find things thatwill make them feel like this is
the best place to work ever,even when it doesn't feel like
it's the greatest place to workever, because there's chaos and
there's tremendous numbers ofwork and there's dealing with
(22:01):
trauma?
So Kim's responsibility intrying to keep people encouraged
that in and of itself could bea full-time job.
Speaker 3 (22:09):
I think you talked about retention and attracting
people to come work.
This is not the necessarily themost well-known of what Topeka
Rescue Mission does in thisregard.
There are people that have anidea it's a homeless shelter,
some people think they just feedfolks, some folks see it as a
ministry, some people don't knowabout the total package, and so
(22:30):
you're looking for people thathave an understanding and also
help them to understand whenthey maybe make that first
contact, because I know a numberof folks that I have had a
chance, since LaManda has becomeCEO here, to talk with them is
they had no idea before theycame here.
They were looking foremployment, they wanted to help
people and they get in here andthey go oh my gosh.
(22:51):
So you're kind of at the frontdoor of helping people to
understand the magnitude of TRM.
And also, miriam, you mentionedbenefits.
So organizations to retainfolks need benefits.
Speaker 4 (23:04):
Oh, my goodness.
Speaker 3 (23:05):
Absolutely.
What are benefits here?
Speaker 4 (23:07):
Benefits here would be everything from health
insurance to vision insurance,to dental insurance, to
disability insurance, as well asthen vacation time and sick
time All of those differentthings that really are there to
support employees Maternityleave bring your child to work,
(23:27):
kind of things.
You know, mom infant or dadinfant.
Kind of things where we makesure that parents who have just
got had a new baby don't have toseparate from them right away.
They can bring them to work fora certain amount of time.
Obviously, we have lots ofprocesses around that, Um, but
really just making sure that weare meeting the needs of, um,
(23:51):
our employees far beyond justwhat we need them to be doing at
work, Um, understanding thatthere there is hopefully
work-life balance, that you knowthey have an opportunity to
take time off, to get away torecharge and reset, All of those
things are really important andwe consider those all benefits
(24:15):
of Topeka Rescue Mission.
Speaker 3 (24:30):
And Amanda, you as the leader, have a lot of moving
parts here to pick a rescuemission, from shelter and
feeding and safety securityfacilities.
The list goes on and on and on.
Why is it important?
What can you tell people whoare listening?
The importance of getting theright people here to work and
keeping the right people here,and, of course, that has to be
resourced.
Speaker 5 (24:43):
You can't have a cake without ingredients, and so the
bottom line is we would nothave this ministry without the
people making the ministry work.
And so, when I look ateverything that the Lord does
and everything that he makeshappen, it's all done through
(25:09):
his people, the employees of therescue mission.
Not only do we need their bodies, we need their minds, we need
(25:31):
them to have good attendance allof these things.
The most important thing is Ineed every staff member waking
up every day knowing that theyare a vessel for the Lord.
And so there are so many thingsthat Kim is responsible for,
even if she's just facilitating,right, but this shepherding of
our flock, because, one, we'vegot a job to do, but two, it's
(25:55):
not just that we have a need todo the job well, and that there
is a huge spiritual component init as well, to know we have to
have people that are seekingwisdom from the Lord, that their
joy truly comes from Him,because there's so many things
that we can do practically totry to help with all of this.
(26:17):
There are definitely strategiesthat come through her ideas and
all of this stuff to connectwith staff, to recruit them, to
retain them, but there is alsothis component that we really
are supposed to just beshepherds and help people, as
they're our employees, becausethey're doing the work of the
Lord, and that's something thatcannot be taught.
Speaker 3 (26:39):
You as leader here, and then the people who are your
deputy directors, and then thesupervisors, are sending people
on the front lines of some ofthe most difficult, challenging
and sometimes dangeroussituations that exist in this
part of the world.
And so you know we're talkingabout.
(26:59):
You know I've had a recentconversation about this is that
this is not a mental healthfacility.
It's not a nursing home, it'snot a correctional facility,
it's not a drug rehab program.
But, yes, it is yes, it is yes.
It is Because when those thingsdon't exist outside in the kind
of degree that they need tobecause of the magnitude, and
people find themselves homeless,they come here and you are
(27:23):
deploying people on the frontlines to be able to go into
those very difficult, messy,sometimes life safety issues
which you know every day and youprobably don't wake up every
morning worrying about that.
You put that before the Lord,but also you are asking a lot of
people to be able to do this.
(27:44):
Talk about the importance Again, we're talking about HR today
the importance of having arobust HR program to be able to
know that you can effectivelydeploy people into these
situations.
Speaker 5 (27:57):
You know what Kim does and what she assists with
is crucial, not only for how sheis stewarding the strategic
thinking of what our teammembers need, but I also
appreciate Kim's honesty backwith me when we're not doing
(28:19):
something for staff that needsto be done.
Back with me when we're notdoing something for staff that
needs to be done.
A prime example of that is sheknows my heart is really big
into mentorship and you know I'ma firm believer that we all,
myself included, should have abackup, because if I go out
right now and am in a caraccident, I don't want TRM to
(28:41):
skip a beat.
Trm belongs to the Lord and ishere to help win lives every day
over to the kingdom.
And so Kim, knowing this,knowing my heart is mentorship,
knowing that I want there to besignificant training from myself
to deputies, to deputies, todirectors, to directors, to
(29:01):
assistant directors, she puttogether this what was it?
10 weeks, eight weeks worth ofsupervisory training and
presented it to me with thoughtout topics, who she felt, like
the speaker, should be, the funthings and activities that were
(29:21):
going to be embedded in some ofthe heavier weeks, and all of
this.
That's a perfect example ofit's not just all about Kim
doing what I feel like is neededfor staff.
It's when I can't see thingsshe comes to me and says LaManda
, I know your heart is thatstaff is taken care of like this
(29:43):
.
Here's an area that we're notdoing it, and her and Miriam
worked on that.
And then we had the first roundof that with deputy directors,
myself and directors, and thatwas just a prime example of the
importance of not only what shedoes do in helping train the
staff, but also her seeing gapsthat we are not doing and
(30:04):
bringing it before me sayingwe've got to do this and knowing
those things are not easybecause TRM is so unique and
beautiful and challenging inregards to our employee makeup
here.
From a spiritual side, we verystrongly believe that God
(30:31):
definitely equips those that hecalls.
He doesn't necessarily callthose who are equipped.
So with that comes this heavyemphasis and belief that we want
(31:08):
to be in or known for, and sowe run ourselves like a business
.
We have job descriptions and wehave all of these things that
Kim's responsible for.
Yet we cannot always do policyover the person.
So the other thing that shenavigates as she's doing, these
hiring processes and all thatshe also knows that not just
(31:30):
myself, but what TRM representsis a place that, if someone
might not make cuts on paper,she also knows that the Lord
might not be asking us to cutthat person out and that we
might be that exact place forwho he's calling them to come
and be around and that we haveto be obedient to that.
(31:54):
So when I think through herimportance and what that matters
to me and why I try to supportit, it's this balancing act and
we need people here to do whatwe do.
But the other responsibilitythat Kim has, that Miriam has,
that I have and other leadershave is we also have to remember
(32:14):
that that person in front of usin that interview or after we
hire them, that it might not beall about what they're going to
do for TRM.
It's also that God calls peopleat TRM for their own personal
stories and that is beautifuland we see it time and time
again.
It can also be hard because youknow, I've been called on the
(32:37):
carpet a couple of times onpeople questioning why I have
certain staff here working,called on the carpet a couple of
times on people questioning whyI have certain staff here
working, and I stand behind allthe time that our people matter
and their stories matter, andthat TRM has to be a place where
people can showcase thetransformation that the Lord has
(32:58):
in their lives and in theirhearts and in their minds, and
so Kim has a very tough yetunique and beautiful role in
playing that.
Speaker 3 (33:11):
Kim, I think I referred to you one time in
Switzerland.
You have to be Switzerland hereto be a rescue mission.
So you represent theorganization, represent the
person.
You work for Miriam.
Miriam works for LaManda, butyet you're that neutral place
that if somebody can't have aconversation with that
supervisor, you've got to havethat conversation and confidence
(33:32):
to help that person navigate itthrough.
So in some ways, a big part ofyour job, it sounds like, is to
watch for the health of theorganization and the health of
the people who work in theorganization.
How do you do that?
How do you do that balance?
You've been very involved withthe ministry for many, many
years.
You know the ins and outs of it.
(33:53):
Now you've moved into this rolewhere you are a big part of the
team but yet you are unique inthe team, to where you're a bit
like Switzerland.
Speaker 6 (34:04):
How do you do that Great question Carefully?
Speaker 4 (34:09):
I knew you would.
It is very careful.
Speaker 6 (34:11):
You know I look back at like what I'm doing for TRM
and try to.
People always ask me like I'm apretty chill person, like I
don't get riled up on things toooften.
People always ask me like I'm apretty chill person, like I
don't get riled up on things toooften, but I have, like I
always know that the Lord'sguiding me in every step I do,
and I always know there's a planfor every reason, because I
(34:31):
remember Miriam just asked methe question like how are you
like handling all this stuff?
Because we have a lot ofopenings right now.
That's why this conversation'shappening.
And so you know I give it overto the Lord and I know the
Lord's going to bring the rightpeople at the right time and
going to open the doors and I'mjust, you know, the steward and
steering what the mission needs.
So the question is, how do I doit?
(34:54):
It's honestly relying on Godevery day what my job is and
just kind of listening for hisdiscernment on certain things
too.
Speaker 3 (35:03):
I think it's good to be chill in this position.
Kim, what's maybe the one ortwo most enjoyable things that
you have learned in thisposition that you really look
forward to doing?
Speaker 6 (35:13):
Goodness, I just really like the part of
interacting with staff and theexecutive assistant role.
I mean we grew it a lot to haveit a lot more involvement with
staff.
Yeah, I also like theorganization of the position.
(35:42):
There's steps and balances,checks and balances for almost
everything.
Speaker 5 (35:47):
She's weird and I say that with love.
Speaker 3 (35:50):
I'm glad some people do that.
Speaker 5 (35:52):
I will never forget one of the things that she said
and I don't think I'll everforget it.
She came in and she was likehey, can you come and look at
your calendar real quick?
So I came over there and hercalendar looked pretty crisp and
clean.
And then all of a sudden sheclicked my name so that my
calendar showed on top of hers.
And I looked at her and I saidis that my calendar?
(36:12):
And she goes yeah, isn't it socool?
And I'm like and then she goesand it's all color coordinated
and so your color for this meansthat you're here and your color
, and I'm like I don't even wantto look at that.
I turned my back to her screenand I said just tell me what
you're asking, what we need todo with my schedule, because I
can't.
So when I say she's weird, it'sout of love.
Speaker 3 (36:30):
Amanda, I use Siri every once in a while when I'm
driving to say tell me what myappointments are for tomorrow.
And occasionally I get yourcalendar and it says you have 22
appointments for tomorrow.
Speaker 5 (36:45):
Oh, that's Amanda's calendar, so.
But Kim thrives off of that,and so that to me is you know,
when you look at God, god is aGod of order, I mean even dating
back to just the organizationof the tribes and all of that.
That is something that I tryreally hard not to overlook in
Kim.
Um, kim is her ability to seethings that really are kind of
(37:07):
like a ball of yarn and it's alljust knotted, and then she just
somehow crochets somethingbeautiful and keeps it organized
, and I don't know how she doesit.
Speaker 3 (37:18):
Well, she's the right person for it.
She's owning the position We'vehad those conversations a few
times, didn't we?
And so you've really stepped upinto this.
And one of the things that fromjust the kind of an outsider
looking in now that I reallythink is cool is when you have
new staff orientation and it'sthere.
They're all out there in thehallway getting ready to go into
a 136 for training and theylook kind of like new recruits
(37:41):
at bootcamp.
They're all.
They're coming from alldifferent walks of life.
Some have been guests at therescue mission, some are coming
in from a whole different areaof don't know much about this,
but they really feel like andsome very in tune to what Topeka
Rescue Mission is doing.
But yeah, you're bringing themin on the same level playing
field and you've helped design alot of that.
So another question, other sideof the coin what is the most
(38:04):
challenging part of what you doas the director of HR?
Speaker 6 (38:08):
You know, with HR there's checks and balances to
everything, but you're stillhuman and I think that's the big
part too is you're dealing withhumans' lives a lot of times,
whether it be terminations, notgetting hired, jobs are
important for people and so Ithink it's the human side of it
(38:28):
and I always tell Miriam, I haveto, like I have to draw a line
in my head because you know thisis my job.
But sometimes when you have tomake hard decisions, I mean it
can be difficult and I wrestlewith that sometimes, but then I
also just, you know thingshappen and you have to deal with
it.
It's a human side of me.
Speaker 3 (38:46):
So you're caring Switzerland.
Speaker 6 (38:48):
Yeah, I know that's the most difficult.
Speaker 3 (38:50):
Yeah, yeah, I would imagine that would be, and so
there have been some differentreports and studies going on
around the country where it'sgetting harder and harder to
find the right people to work inthis kind of work.
This work is getting moredifficult for multiple factors.
Population numbers are higherthan we've seen in years.
(39:14):
In coming into shelters, weespecially post-pandemic we've
seen some significant challengeswith people coming with even
more brokenness, an agingpopulation with medical needs.
This is not the warm and fuzzywe're going to love our neighbor
as ourself type thing.
Only that's where it starts.
It's getting harder and harderto find people.
(39:35):
There are some shelters thathave actually had to close down
because they couldn't findworkers, and you can't just open
up the door safely and sayy'all come, because that would
be very dangerous and unhealthyand would be all kinds of wrong
things.
So, kim, part of your role hereis to be able to work with Josh
(40:00):
and everybody to get the wordout there about openings and
finding the right person, notjust to fill a spot but to fill
the spot with the right person.
So, lamanna, maryam, kim, talkabout the opportunities for
people to check out TopekaRescue Mission for maybe not
just a job, but a calling thathas a job associated with it.
What are some of those thingsyou can say that would maybe
(40:23):
spark some interest in somefolks, and what kind of
positions do we have open atthis point that you can recall?
Speaker 5 (40:30):
I'll speak on just tapping into people's interest.
I think the thing that comes tomy mind is there are a lot of
places where I know for a factwe would all get paid more.
I know that there are placeswhere we could truly leave work.
When we leave work, I know thatthere's a lot of places where
(40:56):
my people could go that thebenefits might even be better.
The benefits might even bebetter.
(41:38):
What I cling to is the factthat the Lord shows me you are
the person that I need answeringthat phone, so it shows me what
my purpose is.
But when I get on that phonecall and you find out something
about a single mom that's inneed or this just happened to me
(41:59):
this week I was driving to astore and there's someone that I
love very deeply and he wasstruggling on a parking space
bumper and my husband lookedover at me and he said do you
want me to help you or do youwant me to just take the kids in
(42:21):
the store?
And I said either way, it'sfine.
I know this person really welland I went over to the person
and it's not how I planned onspending my shopping time right
with my family.
Talk to this individual.
I love this individual.
This individual was struggling.
I said can I pray with you?
And he said yeah.
(42:43):
And then, before I could sayanything, he said but I know,
even if I said no, you wouldanyways.
And I laughed, prayed with theperson, told him I loved him.
He told me he loved me, told mehe hated everybody right now,
except for me, all these things.
Um, and in that moment I, when Ihad to leave him, one, I cried
because I don, I don't likeleaving them, but I have to
(43:05):
trust everybody with the Lord.
But the other thing was Iliterally said before I got in
the car God, thank you that yousomehow trust me enough that I
can be on a shopping trip andsee this person who is wanting
to die and that you entrust meto pray for him and to somehow
(43:25):
bring him closer to you.
And it's a, it's a mind shift.
Do I look at that as I'mannoyed because I'm trying to go
into a store and my job neverends, or do I remember that I'm
living with purpose every dayand that purpose is for the Lord
?
So I get in the car and I'm alittle sad because I really just
(43:47):
want to load him up and makehim be ready for his next stage
of healing.
And he's just not ready yet.
And one of my daughters saidMama, I'm not sure that if it
wasn't for TRM that you wouldreally know how to love people
well and of course I'm alreadyin the front seat fighting the
(44:12):
tears.
And then the other one said andnow we're learning how to love
people.
Keep in mind this is someonewho he had no shirt on, sitting
next to vomit.
When I say, just not a prettypicture, it's not a pretty
picture.
(44:32):
And then two of my kiddos takeaway that they're learning to
love, that's not a hallmarkmoment.
Right for myself as my jobProbably not the easiest way
we're going to recruit somebodyto say come be a part of our
team.
Like it's a hard part.
(44:53):
It's pretty powerful.
However, when you think aboutthe purpose piece and knowing
that you can see thingsdifferently than this world sees
it, I don't ever want to berobbed of that.
So fast forward, several dayspast this morning, I get a text
(45:13):
message from another co-workerwho saw this individual and he
said please reach out to LaMandaand thank her for the medicine
that she brought and for lovingon me.
So I don't know.
I don't know if that person'sgoing to take the next stage of
healing or if he's going tostruggle the entire time this
(45:35):
side of heaven, but I get thatopportunity to see him, see his
need, relate to him, because Imay never have sat on a parking
space bumper, but you betterbelieve I've been in moments of
darkness, and that is what is soincredible here is it's not the
(45:58):
pay and it's not the benefits,and it's not that any of us even
get accolades, but we all havethose moments where it's a
reminder that we could be doingsomething that feels very lavish
this side of earth but I alsoknow would be so empty.
(46:20):
And that's the balancing actthat we have to do of it's a
business.
We've got to have people, we'vegot to fill the spots.
We can have burnout when wedon't have those spots.
All of that is the reality weface.
Yet we cannot let thosechallenges of we've got to fill
(46:40):
this position or we've got to dothis, or let's just give
everybody more money, let's justget.
We can't, because that takesaway from the God-given purpose
that will keep people motivatedevery time to do the work.
Speaker 3 (46:52):
It's really laying the right word.
It's supposed to be.
Love is not always fixing theproblem.
Love is being there in themoment, and that's what Topeka
Rescue Mission volunteers, staffget to do is be in the moment
with a lot of people and notnecessarily fix them.
We love to fix people.
We never do.
(47:13):
We love to see them fixed, butwe see.
The Lord, who's in charge offixing things, has called us to
do one thing love them.
And.
LaManda, that sounds like whatyou did and your kids have
reflected that back to you verywell.
Um, I I think those are peoplelistening that that's going to
resonate with to some degree.
Um, just a couple more things,miriam.
Um, from your own personalexperience.
(47:35):
Um, how would you tell somebodythat's maybe wondering, um, or
maybe even thinking about it,and they just happened to
stumble across this podcasttoday how do you know that you
should possibly come to a placelike Topeka Rescue Mission and
be a part of it?
Speaker 4 (47:53):
You know that's probably a million dollar
question that I'm not sure I cananswer, um, because I think
it's probably different for forevery person, right?
But I think that there issomething, when you walk through
the doors for 95% of ouremployees, that will make them
just say something is differenthere and it's a good different,
(48:16):
not a bad different.
Just listen to that still smallvoice that's telling you
something is different.
Um, because it is.
It was for me from the momentthat I came on board and you
pulled the bait and switch Um it, you know.
Speaker 3 (48:35):
God and I worked it out.
Speaker 4 (48:36):
Yeah Well, you know, apparently, apparently seven
years later, eight years later,however long I've been here now
but I just think I think peoplejust need to give it a shot and
recognize that this will notever be a normal job.
This will not ever be a normalkind of experience, partly
(48:57):
because of who we have theopportunity to serve in terms of
our guests and our unshelteredneighbors, but partly because
the Lord just does some work onyou when you're here, you know,
and opens up differentperspectives, and it's amazing
(49:17):
to me the number of people thatwe've hired on that have said,
wow, okay, love just feelsdifferent here and you actually
can feel it.
People care, they're happy, 90%of the time they're smiling.
You know not that we don't havedrama and issues.
We do.
We absolutely do with our staffand with the people we serve.
Speaker 5 (49:39):
No, this is no, this is absolutely not, which is why
sometimes we have so manyopenings, because we also have
terminations.
Exactly, people quit and wehave turnover.
Speaker 3 (49:48):
It doesn't work for everybody.
Speaker 4 (49:50):
No, it doesn't, but people will feel something
different if they give it anopportunity and if they just
listen to their heart.
If you're being nudged, youprobably need to at least have a
conversation.
Speaker 3 (50:01):
That's what I was going for the nudge.
If you are feeling nudged alittle bit, check it out.
It doesn't mean you have tosign up for a staff position.
You can go volunteer,Absolutely.
You can get on the website.
You can come to night of praisein September.
There's a number of things thatyou can follow through with a
nudge or maybe you're alreadythere and you know that this is
(50:22):
what you're supposed to do.
So, kim, how can somebody say,hey, I want to check out to see
what the openings are?
How do they find out?
Speaker 6 (50:28):
Visit trmonlineorg and look under the About Us tab,
and you'll find jobopportunities.
Speaker 3 (50:34):
Okay, and so what do I do with that?
I see something that maybe I'minterested in.
Does it guide me through on howto fill out an application?
Can they call you and talk toyou?
Does it guide me through on howto fill out an application?
Can they call you and talk toyou?
All the above, yep, they cancall me.
Speaker 6 (50:46):
There's a job application right there.
There's the job descriptionslinked to the title as well, so
people can read through all thejob descriptions and figure out
which one they want.
But just remember, it's notabout your skill set, it's about
your heart too for the ministryand service.
So even if you don't have theright skillset, give it a shot.
Speaker 3 (51:03):
Well, I would say in conclusion, and thank you all
for helping unpack this type ofthing which I'm not sure I've
ever heard a program on HRbefore on a podcast or anything
else because it's one of thosethings that people just take for
granted right, can't take itfor granted here and any other
organization as well, but one ofthe things if you are feeling
the nudge to maybe come helppeople, that's great.
(51:24):
Just know that you yourself areprobably going to be the one
that gets the help, and so it'sa tandem bicycle here.
God is loving both ends of thespectrum, and so, kim, thank you
for what you're doing.
Miriam, thank you, lamanda,thank you and thank you all for
listening.
If you'd like more informationabout Topeka Rescue Mission, as
Kim said, you can go totrmonlineorg that's trmonlineorg
(51:46):
and also watch for Night ofPraise.
It's coming up, september, the12th Fellowship Bible Church at
6.30 pm, and so love to see youthere.
Have a great day.
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