October 28, 2024 • 31 mins
This week, hosts Meghan (Smallwood) and Patrick (Cadigan) continue to talk with Donna Pidel and Adebayo (Bayo) Sodunke from "The Difference 2-17." This time, their discussion focuses on The Difference 2-17's emphasis on personalized care, community inclusion, and the importance of giving individuals a voice; they stress the importance of being in the heart of towns for accessibility and how that is essential for inclusion. They cover overcoming challenges including maintaining quality as they expand and the desire to address housing needs. Join the conversation!
Episode Keywords:
community creation, self-directed services, Alexander, legacy, personal touch, engagement, member happiness, housing challenges, staff training, quality control, community inclusion, parental trust, member progress, genuine relationships, organization growth
Links:
Self Direction (page)
Maryland (specific) Links/Supports:
The Difference 2-17 (site)
To download a copy of a transcript for this episode or any of our previous conversations, click here.
Also visit our Podcast webpage to find links to all of our other discussions; go to www.p2transition.com.
Additional information about post-secondary transition can be found at our website.
The Post-Secondary Transition Podcast Facebook page.
Visit our YouTube Channel to find additional video resources.
Intro/Outro music by AudioCoffee from Pixabay.
Transition music by Joseph McDade from Transistor.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Meghan Smallwood (00:00):
Welcome. This is the Post Secondary Transition
podcast. We have conversationsaround the ins and outs and
everything in between of thetransition process for families
of students with disabilities.
I'm one of the hosts. My name isMeghan Smallwood, and I am a
public school transitioncoordinator, and my co-host is?
Patrick Cadigan (00:16):
And I'm Patrick Cadigan, and I am also a public
school transition coordinator.
All right, here we go. You'llremember from last week that we
had the pleasure to sit downwith Donna and Bayo from The
Difference 2-17, and we want toget right back to that
conversation already inprogress.
One question that I have, and ina way, it's almost like we're
(00:40):
going to change lanes for asecond, but I am fascinated by
the business side of this, inthe sense that you decide that
you want to create a community,you want to create a safe space
for individuals, but that's notnecessarily something that has
been done. So what were some ofthe steps that you had to take
to get there?
Donna Pidel (01:01):
Wow, that's a great question. So we started it
Patrick with $1,400 in our bankaccount. So we opened this
little bank account. We didn'treally think about a liaison
with anybody else. We justthought that perhaps through
(01:22):
private money, privatedonations, or whatever it could
be, that we could run a program.
And then we we discoveredthrough talking to parents, that
they had budgets through theDepartment of Disabilities in
Maryland, and that they wantedto use their funding for our
program, but not program, butthrough for self directed
(01:47):
services. And so what we did waswe contacted DDA and became a
vendor for self directedservices. So most of the people
that we serve are funded. Theyare funded. We are not but they
are funded through self directedservices, which is government
(02:08):
waiver.
Adebayo Sodunke (02:12):
Yes. DDA.
Meghan Smallwood (02:15):
And I know I alluded to this before, but the
2-17 I want to throw that inthere. What does that stand for?
Donna Pidel (02:21):
Yeah, that's Alexander, my son's birthday. So
he was born on to February 17,1988 and it was important to you
know, without Alexander, wewould not be where we are. We
wouldn't have the people thatsurround us. So I think it was
(02:42):
very important for me to attachthat name, and it was very
important to bio that his namewas attached so that that
legacy, it really does havemeaning, and when I'm no longer
associated in one way or anotherthrough a retirement bio
(03:04):
continues that legacy, and 2-17is on all of our documents and
paperwork. And I think it'sgives Alexander a voice,
because, you know, they say thatwithout a voice, you are
powerless, and that is a verypoignant and strong commitment
(03:27):
that we have to our members,that even though some of them do
not have a voice, that we givethem that voice. And I think
that the 2-17 is his voice.
Meghan Smallwood (03:39):
I love that personal touch. I think it just
speaks to to the values of yourof you guys, and just the family
feelings like, you know, therelationships are just so
important. You're it's just notanother client coming in. They
are individuals that you reallyare taking the time to get to
know, and the whole process ofthings, and as you've you guys
(04:02):
have grown, and you've grown alot over the last year or so. I
mean, bio you mentioned aboutyour the social media before. I
love, love looking at theFacebook pictures and just
seeing the the variety ofpictures in the places, and just
all the the happy faces, theyall truly are living their best
Adebayo Sodunke (04:22):
We get from parents all the time, like, the
lives.
kind of lifestyle you get at adifferent style I want to be, I
want to leave my job or comment.
And it starts from the moment,from the, you know, like, I get
this from parents. Oh, mygoodness. Where did you get
these drivers from? They comeinto my house and, you know, big
orgs and a big smile to themembers, or they went to the
(04:42):
center, they walked in, is withall some friendship. They asked
about one another, like, hey,where is this person who is at
his job? You know, I was havinga meeting one of the members. He
has his government typicalmeeting, and he was talking to
the person. Well, some of theguys had. Gone already. They
went on a trip. Somebody went tothe job volunteering. I was just
staying around because I'mwaiting for you. Oh, my God, did
(05:05):
I hold you up and say yes, butit's okay. So that's the beauty
of the difference. It's like,you know, no matter how big we
are or what location we are,they just, we call it a starting
point and the end point.
Sometimes, for some members, wehave members that don't even
step the foot in the building.
We meet straight up from work orfrom their volunteer places, or
(05:26):
they stop go straight from theirhouse and take them to the gym
or something, for instance. Soit's always a place that you
come in pick, it's like analicorn menu, right? Picking a
shift. Okay, this morning, Iwould like to have a yoga and
I'm going to want to go to themovies. I want to volunteer at
that place, and I'm going to goto my job in the afternoon, and
they literally just sell out thedays, and boom, they go with
(05:47):
their staff. And the beauty ofthat is they still have that
relationship and thatfriendship, but they're still
able to run an individual life,because at the end of the day,
when it's first said and done,the importance one other thing
that is so important to us iseverybody to have a voice of the
hell not to follow crowd,because we know our guys people
pleaser. Sometimes they tend tomake everybody happy or make
(06:09):
their parent happy. We alwayssay, no, we want you to be
happy. We want you to walk inhere knowing that this is my
heavenly space. Yeah, and we getmembers that don't want to go
home.
Donna Pidel (06:21):
And I think it's attributed to the growth,
because word has come fromvarious fractions of Maryland to
say, When are you going to be inPotomac? When are you coming to
Annapolis? When are you comingto you know, different different
places. And the beauty is thatin in that growth. The vision is
(06:41):
that we do expand and give theentire state of Maryland
opportunities, but the growth isalso, you know, for us to expand
into other avenues for peoplewith not just jobs, but housing.
Housing is a huge problem forpeople that have autism and
disabilities in general, as youknow. So our vision goes into
(07:07):
Maryland a little bit furtherand but also to bring housing
into the forefront, because itis so lacking. So we're not
quite sure how housing is goingto be tied to the difference at
this particular point in time,but we would like it to be a
part of what we do.
Meghan Smallwood (07:28):
That's great to hear, because that is a topic
I hear a lot of families talkingabout.
Patrick Cadigan (07:33):
We recently, and I forget specifically who it
was, but I want to say thatthere was a conversation that
there was a group of transitioncoordinators, and housing came
up more than a few times.
Meghan Smallwood (07:45):
Yeah and I know a couple families that as
they approach 21 they arethinking about it, and the
thought process they have is,well, I'm just going to find a
program that has that to offeras well. And while that's easy,
I think it would be a nice ifyou didn't have to worry, like,
Okay, well, this suits for theday. So might as well just do
the residential you want to makesure it's a good match in all
(08:07):
areas; so...
Donna Pidel (08:08):
Yes, you do. And depending on someone's socio
economic situation, group homesare, in my opinion, are less
than favorable for a person thathas great needs, because
oftentimes their voices are notheard, and their quote, unquote,
(08:31):
behaviors come out of a need tohave their voices heard. And so
behaviorally, I would say it'snot the best situation for many
people. And then if you'relooking for an apartment or to
share an apartment in selfdirected services, you're you
know you have to fit the billfor that. So that can be very,
(08:53):
very expensive. So you reallywant to find a roommate that
matches your son or yourdaughter's personality, and it's
not always easy to find. So Ijust think the whole housing
fraction for people who selfdirect their programs is a very
complicated one on differentlevels.
Meghan Smallwood (09:15):
Yeah I agree, definitely.
Patrick Cadigan (09:17):
One question that I have in speaking to
something that the both of youhad mentioned before, when it
comes to this outward expansion,this growth, especially when
there is such a need for it,however, from the business side
of things, how do you make surethat the experience stays
(09:39):
authentic?
Donna Pidel (09:40):
Well, it's very important. And I think that
question is, is a very, veryimportant question. I would say
for me that in interviewingstaff and making sure that the
staff are not just equipped withthe tools that they're going to
be required to use. On manydifferent levels, you know, from
(10:02):
behaviorally to safety and everyother way, is that that people
understand that you're notcoming to work for an
organization that is a cookiecutter organization. You're
coming to an organization thathas and places huge expectations
(10:23):
upon you in order to work withus, so a person has to be
extremely motivated, verytrustworthy, and we really see
them with our own eyes. Workwith a member for many, many
months before we completelyinvest in that person. So our
(10:48):
goal is not to have many, manymembers. It's to have enough
quality, trained staff membersthat can continue our legacy,
continue that standard to onethat is is satisfactory to us,
(11:08):
yes.
Adebayo Sodunke (11:09):
So we have our own in house quality control,
pretty much, that's what she'stelling us. So it's so important
to us. Like to say every singlemember's experience, not their
lifestyle. Now they get to pickand choose what they want, but
the experience of thedifference, no matter what
location they go, stay the same,treated with respect, given
opportunity, given opportunityto develop and to learn, to
(11:32):
teach, to be part of acommunity, to have a preach
friendship and family, all thosecosts stay the same. So one of
the thing we do is like ourleadership come from within.
Every single person, when theywalk in, will literally walk
with staff, preparing them forthe next road ahead. Every
single staff walking through thedoor, they after coming earlier
(11:52):
than the member shows up. Theystay leader that the member
shows up. I can't count manytimes where we are more
overstaffed in the real world.
But to the difference, it'snever been about money. It's
about always been about theservice and the quality of that
service. So what we tell hasgiven us over the time is we've
been able to breathe, like I usethe word breed staffs way ahead
(12:12):
of their time. So they are kindof waiting for that opportunity
to jump on their own ship, like,for instance, the young lady
that is running the EllicottCity Center. She's been she's
been preparing for a manager jobfor almost a year. She was in
Westminster, was in Fredericklocation, come to Mount early
(12:32):
location, so they get a chanceto have the experience, and keep
the experiences the same andunique before they actually get
out. And two, she didn't go byherself. She went with veteran
staff. She went with, we didn'tstart with a bunch of brand new
members. So the members from onelocation go to the other place.
So every extended locationbecomes almost like the same
(12:53):
thing, because the members aremoving, the staffs are moving.
They get used to thatenvironment before new member
comes in and they bring the newstaff, I said even to the
personal support side, we willwe start training staff when we
don't even get paid for that,for that member that they're
going to work with, because whatis important to us is to teach
them the culture, how to treatsomebody, how to respect
(13:16):
somebody, how to work with themin an old setting, or how to
work with them in the community,because we always say there is
no baby sitting at a difference.
There is no doing it for you ata difference. Your job is to
help that person be independent,be free of life decision on
their own, and be part of theirown life. So it's the beauty of
(13:37):
it is not having the goal ofmoney, of financial piece to it,
Air Force tremendously to beable to say the book is always
open. Train the staff to themaximum level, all level of
training. DDA, even all requiredtraining. CPI, first aid. CMT,
community, every single trainingwill say, you see it, you get it
to that to the staff so they arewell prepared and well keep
(13:59):
outside of their heart beingtarget.
Donna Pidel (14:02):
So, so we hope it doesn't, you know, we always
talk to each other constantly.
We always say we don't want itto be watered down. It can't go
into a, you know, a multiplechain kind of franchising sort
of experience. It's got to beoriginal. And the standard is
kept up, because we're always atevery location. And when we
(14:23):
matching location, memberscirculate in, in and around,
Howard County, Frederick,Westminster, Columbia, they're
all over the place. So we wefollow them, so we have people
that actually will turn up at ata park. So if we know that we
(14:45):
have a member and a staff membergoing to a park one on one,
someone will will be watching atthat park.
Adebayo Sodunke (14:55):
I was in DC last week, so that's so...
Donna Pidel (14:59):
We hope Patrick and Meghan never to allow our
standard to be watered down. Usesome place for that. It's a big
fear, and it's a great question.
Patrick Cadigan (15:09):
You kind of hinted at it earlier, the
location or the choice oflocation. Do you guys have,
like, a criteria that you usewhen you are looking for a
location, or does something justjump out at you.
Donna Pidel (15:22):
Okay, we have a criteria so and it comes from
years and years of observing,you know, the traditional
program being in the backwoodssomewhere or in an industrial
park. We wanted to be in a townand in the center of town,
(15:43):
because that's where all theopportunities are, the
opportunities to meet people,the opportunities to get jobs.
So we actually do pick wherewe're going to be based on the
opportunities that we feel ourmembers can partake in. And it's
lovely in Mount Airy, becausethere is there are parks, there
(16:03):
are shops, there's a lot of jobopportunities, volunteer
opportunities, but for someonewho may not be able to volunteer
because of their disposition, wehave lots of parks and just for
some Fun things that everyonecan choose from. So in every
town that we go, in Frederick,we're right on Market Street. So
(16:27):
if you drop a pin, we're in theheart of the historic district
in Frederick. Same inWestminster, same in Mount Airy.
Same in Ellicott City.
Adebayo Sodunke (16:37):
I love it. I have to come see the Ellicott
City site.
You're gonna love love love.
Meghan Smallwood (16:41):
The pictures looked amazing from the grand
opening.
Patrick Cadigan (16:45):
And that was, I remember when you guys had
expanded in Westminster, and youwere taking photos of the
building, and you were kind ofcataloging it as you were going
along. And I was payingattention to that myself.
Adebayo Sodunke (16:55):
Thank you.
Donna Pidel (16:55):
Wow. Thank you so much.
Meghan Smallwood (16:57):
I know that the parents in our county were
very excited to hear about theEllicott City one.
Donna Pidel (17:03):
Oh, yes. Oh how wonderful.
Adebayo Sodunke (17:05):
I got parents, you know, I was at an event this
Saturday, and I met a lot ofthose parents, and they were
like, I cannot wait to meet youby on top. You know, they book
an appointment. They want to seeit, they want to come in and
that, like, what is? What I saidis, like, it's so important to
be in the out of town. I said hegave us a very easy access to
all these organizations. Wedon't even have to knock too
(17:26):
hard on those DORS. We are rightin your face. Yeah, you know, we
volunteer with an organizationthis this weekend, this past
week, and the owner texts mesays, Will your guys like to
make some quick bucks? I said. Isaid, Sure. Why not? So he
texted he wanted to move adivider from the office. We put
it out on the floor, and two ofthe guy says we could do it. We
got the muscle. You go get themoney. So that's how beautiful
(17:51):
it is that anybody can walk andsee us. We're like an open chef.
Walks in the Rotary Club, walksin the Kiwanis Club walks in.
They come for cup of coffee ortea. Random parents were walking
up like, where did you guys openhere? Have a son that is up the
steak and the next thing, likethe sun is part of the
difference.
Donna Pidel (18:09):
Yeah, being accessible. Think being
accessible is important for ourmembers as well, so that they
know that, you know, as biosaid, we have the mayor of the
town that just walks in andsays, who can make me a cup of
coffee? It's important for ourmembers, if they are within the
community, that they have thatability to open their lives and
(18:34):
open their minds to meetingvarious people, that they're not
just with each other, thatthey're actually out there in
the community, and the inclusionis terribly, terribly important.
It can't be underrated.
Inclusion is everything, youknow, it's in it's just a way of
life that we want them to feelincluded. So being in the town
(18:57):
is, is to that advantage?
Meghan Smallwood (19:03):
Yeah and I feel like we we work so hard in
the school system for inclusionthat you don't want it to get
lost after they leave, justbecause you know whatever path
they choose doesn't have thatopportunity, so that's great to
hear.
Donna Pidel (19:17):
Thank you.
Patrick Cadigan (19:18):
So then that, of course, I feel like is going
to lead into the next bigquestion is, what has been the
biggest challenge in this wholeprocess? Or challenge,
challenges?
Meghan Smallwood (19:30):
What's the top five?
Adebayo Sodunke (19:31):
Yeah, that's a good question. Well, we take our
challenges on anyway. That'swhat we funded the get go.
We've, you know, we've taken anoption that is not there,
created it, and kind of wrongwith it, of course, is we say
the biggest one is, like we'vesucceeded in so many ways, maybe
(19:54):
dealing with the, you know, thegovernment side of things, you
know, just trying to get thingsgoing, you know, trying to
explain. In who we are. Becausewhen you're out of the box, you
know, the typical system, itbecomes a little explanation
over and over again to mostpeople. But so far so good. We
know. I mean, we've, we've blownpast our own imagination. We'll
sit down and says, do you evenimagine this will be where it
(20:17):
is? Do you know we don't evenmarket the difference. We don't
advertise. We don't do anything.
All we do is post speeches, andthat's do us. Yes, yes. Picture
that people see, I said it'sless than 10% of what we do and
but without posting and familyand friends that comes to the
difference, they blow it upthemselves. We have not even
single we need to sell thisorganization. No...
Meghan Smallwood (20:40):
I'm gonna say, I'd be afraid to see if you
advertise, because the lateevery day now from word of
mouth.
Adebayo Sodunke (20:45):
Yes, because every single time a new parent
walk in, this is what I say, oh,you know who I'm. I'm coming
from the sources of parents.
They told me, Oh, I live on thesame street I saw their teeth
happy every day. I want mydaughter to be part of that. So
is that amazing? So I'll saystruggle. We've just take
everything we've tried say we'renot looking left, we're not
looking right, we're going togive the best of every member
(21:07):
that walk through this door, andnothing less.
Donna Pidel (21:10):
And I think also from a parental standpoint, if
you see, it's the fear that wehave experienced as parents in
going from school where you havepeople who teachers, who support
you, special educators who areso involved, especially like
(21:33):
yourself, so involved in in thatday to day life, know that
person inside and out, know thefamily and their fear in leaving
the school system, what are theygoing to find next? And I can
only say that finding thedifferent, if you find the
(21:54):
difference, I think that you'reextremely fortunate, because
there are so many programs withwhich your child is literally a
binder. The binder goeseverywhere with that individual,
and that's no and that personisn't known for their
(22:16):
personality. They're known forthe binder for it's they're just
a number, and we didn't wantthat to be, to be the case, that
that's a challenge, not for us,but trying to explain that to a
parent, that actually your sonor your daughter will be so
free, it will be an experienceThat's so liberating to them to
(22:41):
trust us with that we we feelvery, very fortunate that
parents trust us with them.
Adebayo Sodunke (22:49):
I think it's the testament of seeing the kids
doing so much and engaging somuch, not just sitting dark. You
know, I always said the brand Iwas, Oh, my goodness, I can't
even afford all those tripsbecause some days it's 100 miles
away from where we are. We go toPennsylvania when DC twice in
one week. One of the thing thedifference of data science from
(23:12):
other organizations that haveworked for in the past, we don't
have a geo phase of where we cango after because of mileage cost
or gas costs, the difference isopen. This is part of the
difference. Pennsylvania isVirginia is, you know. So if
there is something that for usto go see or to go explore and
enjoy and meet or learn from,we're going for it. And the
(23:33):
staff knows that. Every singlestaff knows that, so they are
constantly looking for thingsand exploring things for the
members to enjoy and giving themthe opportunity to choose fish
will make sense to that.
Meghan Smallwood (23:43):
And you have a variety too, which is wonderful.
Adebayo Sodunke (23:48):
That's the thing. Every single day is like
trying to get people to notfollow each other all day long.
So we, we can't some members, wehave to move there. Decide to
say, what do you want to do? Oh,what's that person doing? Do?
What if I want to do? You haveyour choices. You could pick
your own menu. And that's howbeautiful it is. We have seven
vans to be on the road everysingle day.
Meghan Smallwood (24:11):
Seven different directions.
Adebayo Sodunke (24:12):
Seven different directions. And every staff uses
their vehicle, which reallyinvolves a mileage. So their own
vehicle, they use it. So we'reconstantly, like I said, you
know, wherever you turn, you'regoing to see a difference member
or stamp somewhere, somewhere,some place is driving and moving
so, but it's the beauty of it isnot focusing on the money has
(24:32):
given us that freedom to keep onwithout coming back to say,
let's do it. They want to dothat. Let's go for it.
Donna Pidel (24:39):
Yeah, I think it was so genuine. You know, our
love for this our love for thisfield, is so genuine. It's so
exciting to be with people. AndI always feel every day that
when I walk into the difference,I feel like I found myself
working. In one field, as I wasa classical ballet choreographer
(25:03):
for 30 years and teachingteaching all over the world. I
feel like, yes, that waswonderful, and it was a great
opportunity, but I never reallyfound my place. I feel like,
after 30 years of working in onejob, I have found my place, and
it's the happiest place to bewith people who literally have
(25:27):
no demands. They're just opensouls.
Meghan Smallwood (25:30):
They're just themselves.
Adebayo Sodunke (25:32):
Yes.
Donna Pidel (25:32):
Yes.
They have no hidden agenda. Yep,you know, I always say to bio,
they're closest to God becausethey're just such a heart that
is so genuine.
Meghan Smallwood (25:45):
Yeah, and they don't overthink. They want to
give you a hug, they'll give youa hug. If they're pissed off,
they'll let you know, yes, butyou know, they're just their
true selves. And I yeah, Icompletely understand where
you're coming from, and I thinkyou answered what was the most
rewarding thing about it. Imean, just being around them and
doing it for them.
Donna Pidel (26:06):
I feel so honored, because, like you said, Meghan,
they have, you know, nopreconceived notions that open
books. Their lives are open.
They're so giving. And I alwayssay, you know if, if they have a
moment that you go, you knowthat they're displeased, you'll
know. You'll know and and it'snot them that has to learn. It's
(26:27):
us. We need to learn. We need tolearn about that person's likes,
dislikes, what makes them tick,what makes them happy, and how
they everybody speaks, everybodyspeaks in one way or another. So
if you get smacked up across thefaces because you didn't listen.
Meghan Smallwood (26:49):
Yeah, it's not their fault. It's mine.
Adebayo Sodunke (26:54):
Just so rewarding I said, you know, I
always say, every single day Idon't have a job, it's a
lifestyle, because it's what Ichose and what I've chosen, me
and all of us that have been apart of the difference. We are
blessed and refreshing. Need tobe in this field and to be
working with these gifts, seeingthe member go from a struggle
(27:14):
moment being able to communicatetheir wants and need and giving
them tools to be able to do thateffectively in their own way,
and if they're using theirstrength, it's amazing, you
know, from taking somebody tosay, good luck, you know, I hope
you keep him for more than twodays, to that same person going
out to restaurant to eat, goingto listen to music, going get
(27:36):
it. I'll give you an example. Ihad a young man that doesn't do
blood work. He won't do bloodwork, because he will snap his
head all the time. And I toldthe parent that says, If you
trust me and you put the bloodwork in my area, I would do it.
And he says, Good luck, buyer.
Doctors keep came out because itcan they do they need blood work
to be able to continue themedication. And we did it again
(27:57):
and again, he had a flu andCOVID shot last week. Boom, he
did it successfully. It get earcut, just because now it comes
to the difference, the parentdid not just get happy. They
bought a house closer to thedifference, just to be family of
the difference. We have familybuying a complete house for
(28:17):
their kid now, just because ofthe difference. I said, the joy
of what we do is everlasting. Iwoke up sometimes I get up
before him and I'm like,smiling, and says I can't wait
to get back in. And that doesn'tmean I don't get scratched or
speed up swallow somebody'sspeed. You probably know the
person so because they just letit go. And I was like, There's
nothing I can do. They're comingout of a van. Well, we're gonna
(28:39):
have to rub this together, butseeing them progress in life and
learning skills andunderstanding that it is not a
cookie cutter. It's not one wayto learn. It's each person have
their own way, and they judge.
Yes, nobody's judging them. Youknow, if you can, if you don't
have to measure a cup of coffee,we'll get you the coffee pot.
(28:59):
We're gonna personalize yourlife for you in the best way for
you, singing that progress everysingle day is the best thing
that man or woman can experiencein life. Seeing that genuine
smile like real love, somebodyscreaming ah, even though they
couldn't talk. You know, I missyou. What have you been we we
have a Labor Day uh, I said Ispend the entire day on FaceTime
(29:24):
and phone call, I can't wait tobe back a month and text
message, God, if I, if I don'thave a chance to do this again,
God, take me. I'm done, becausethat's the best job anymore. So
you're so blessed to be part ofyour life.
Patrick Cadigan (29:38):
Well, I will tell you what, Meghan, I think
that's a heck of a place, too.
Conversation, guys, we have beenworking on this for so long.
Thank you so much for sittingdown and talking with us.
Meghan Smallwood (29:49):
Thank you so much. I just I could listen to
you guys talk all day.
Donna Pidel (29:54):
Thank you. I think this is the first time that
we've actually shared our story.
Meghan Smallwood (29:58):
I know I heard it when. I came out to visit,
but I'm glad we can get the wordout, because it's an amazing
story.
Donna Pidel (30:04):
Thank you. Thank you. Thank you. Thank you both
so much.
Patrick Cadigan (30:15):
We would love the information from this and
all our other discussions toreach as many families as
possible, and we need your helpto do that. So please like,
follow and share out ourpodcast. You can find our
conversations on all the majorpodcast platforms, including
Apple, Spotify, YouTube, music,and that's just naming a few. So
(30:35):
please share and share often.
You can always find the links tothe information from this
discussion in our show notes.
Meghan Smallwood (30:44):
Check out our YouTube channel. We've done some
of the legwork for you bycurating videos of topics that
revolve around transition. Wehave playlists. We cover
guardianship, alternatives toguardianship ABLE accounts. And
there's still more to come as weare finding those videos that we
think will be valuable to use.
So please be sure to subscribethere as well. And then finally,
check out our website, which isfull of information and links to
(31:05):
resources around the transitionprocess. So make sure to go to
www.postsecondarytransition.comwe thank you so much for the
time you spent with us, and lookforward to talking again soon.
Welcome. This is the Post Secondary Transition
podcast. We have conversationsaround the ins and outs and
everything in between of thetransition process for families
of students with disabilities.
I'm one of the hosts. My name isMeghan Smallwood, and I am a
public school transitioncoordinator, and my co-host is?
Patrick Cadigan (00:16):
And I'm Patrick Cadigan, and I am also a public
school transition coordinator.
All right, here we go. You'llremember from last week that we
had the pleasure to sit downwith Donna and Bayo from The
Difference 2-17, and we want toget right back to that
conversation already inprogress.
One question that I have, and ina way, it's almost like we're
(00:40):
going to change lanes for asecond, but I am fascinated by
the business side of this, inthe sense that you decide that
you want to create a community,you want to create a safe space
for individuals, but that's notnecessarily something that has
been done. So what were some ofthe steps that you had to take
to get there?
Donna Pidel (01:01):
Wow, that's a great question. So we started it
Patrick with $1,400 in our bankaccount. So we opened this
little bank account. We didn'treally think about a liaison
with anybody else. We justthought that perhaps through
(01:22):
private money, privatedonations, or whatever it could
be, that we could run a program.
And then we we discoveredthrough talking to parents, that
they had budgets through theDepartment of Disabilities in
Maryland, and that they wantedto use their funding for our
program, but not program, butthrough for self directed
(01:47):
services. And so what we did waswe contacted DDA and became a
vendor for self directedservices. So most of the people
that we serve are funded. Theyare funded. We are not but they
are funded through self directedservices, which is government
(02:08):
waiver.
Adebayo Sodunke (02:12):
Yes. DDA.
Meghan Smallwood (02:15):
And I know I alluded to this before, but the
2-17 I want to throw that inthere. What does that stand for?
Donna Pidel (02:21):
Yeah, that's Alexander, my son's birthday. So
he was born on to February 17,1988 and it was important to you
know, without Alexander, wewould not be where we are. We
wouldn't have the people thatsurround us. So I think it was
(02:42):
very important for me to attachthat name, and it was very
important to bio that his namewas attached so that that
legacy, it really does havemeaning, and when I'm no longer
associated in one way or anotherthrough a retirement bio
(03:04):
continues that legacy, and 2-17is on all of our documents and
paperwork. And I think it'sgives Alexander a voice,
because, you know, they say thatwithout a voice, you are
powerless, and that is a verypoignant and strong commitment
(03:27):
that we have to our members,that even though some of them do
not have a voice, that we givethem that voice. And I think
that the 2-17 is his voice.
Meghan Smallwood (03:39):
I love that personal touch. I think it just
speaks to to the values of yourof you guys, and just the family
feelings like, you know, therelationships are just so
important. You're it's just notanother client coming in. They
are individuals that you reallyare taking the time to get to
know, and the whole process ofthings, and as you've you guys
(04:02):
have grown, and you've grown alot over the last year or so. I
mean, bio you mentioned aboutyour the social media before. I
love, love looking at theFacebook pictures and just
seeing the the variety ofpictures in the places, and just
all the the happy faces, theyall truly are living their best
Adebayo Sodunke (04:22):
We get from parents all the time, like, the
lives.
kind of lifestyle you get at adifferent style I want to be, I
want to leave my job or comment.
And it starts from the moment,from the, you know, like, I get
this from parents. Oh, mygoodness. Where did you get
these drivers from? They comeinto my house and, you know, big
orgs and a big smile to themembers, or they went to the
(04:42):
center, they walked in, is withall some friendship. They asked
about one another, like, hey,where is this person who is at
his job? You know, I was havinga meeting one of the members. He
has his government typicalmeeting, and he was talking to
the person. Well, some of theguys had. Gone already. They
went on a trip. Somebody went tothe job volunteering. I was just
staying around because I'mwaiting for you. Oh, my God, did
(05:05):
I hold you up and say yes, butit's okay. So that's the beauty
of the difference. It's like,you know, no matter how big we
are or what location we are,they just, we call it a starting
point and the end point.
Sometimes, for some members, wehave members that don't even
step the foot in the building.
We meet straight up from work orfrom their volunteer places, or
(05:26):
they stop go straight from theirhouse and take them to the gym
or something, for instance. Soit's always a place that you
come in pick, it's like analicorn menu, right? Picking a
shift. Okay, this morning, Iwould like to have a yoga and
I'm going to want to go to themovies. I want to volunteer at
that place, and I'm going to goto my job in the afternoon, and
they literally just sell out thedays, and boom, they go with
(05:47):
their staff. And the beauty ofthat is they still have that
relationship and thatfriendship, but they're still
able to run an individual life,because at the end of the day,
when it's first said and done,the importance one other thing
that is so important to us iseverybody to have a voice of the
hell not to follow crowd,because we know our guys people
pleaser. Sometimes they tend tomake everybody happy or make
(06:09):
their parent happy. We alwayssay, no, we want you to be
happy. We want you to walk inhere knowing that this is my
heavenly space. Yeah, and we getmembers that don't want to go
home.
Donna Pidel (06:21):
And I think it's attributed to the growth,
because word has come fromvarious fractions of Maryland to
say, When are you going to be inPotomac? When are you coming to
Annapolis? When are you comingto you know, different different
places. And the beauty is thatin in that growth. The vision is
(06:41):
that we do expand and give theentire state of Maryland
opportunities, but the growth isalso, you know, for us to expand
into other avenues for peoplewith not just jobs, but housing.
Housing is a huge problem forpeople that have autism and
disabilities in general, as youknow. So our vision goes into
(07:07):
Maryland a little bit furtherand but also to bring housing
into the forefront, because itis so lacking. So we're not
quite sure how housing is goingto be tied to the difference at
this particular point in time,but we would like it to be a
part of what we do.
Meghan Smallwood (07:28):
That's great to hear, because that is a topic
I hear a lot of families talkingabout.
Patrick Cadigan (07:33):
We recently, and I forget specifically who it
was, but I want to say thatthere was a conversation that
there was a group of transitioncoordinators, and housing came
up more than a few times.
Meghan Smallwood (07:45):
Yeah and I know a couple families that as
they approach 21 they arethinking about it, and the
thought process they have is,well, I'm just going to find a
program that has that to offeras well. And while that's easy,
I think it would be a nice ifyou didn't have to worry, like,
Okay, well, this suits for theday. So might as well just do
the residential you want to makesure it's a good match in all
(08:07):
areas; so...
Donna Pidel (08:08):
Yes, you do. And depending on someone's socio
economic situation, group homesare, in my opinion, are less
than favorable for a person thathas great needs, because
oftentimes their voices are notheard, and their quote, unquote,
(08:31):
behaviors come out of a need tohave their voices heard. And so
behaviorally, I would say it'snot the best situation for many
people. And then if you'relooking for an apartment or to
share an apartment in selfdirected services, you're you
know you have to fit the billfor that. So that can be very,
(08:53):
very expensive. So you reallywant to find a roommate that
matches your son or yourdaughter's personality, and it's
not always easy to find. So Ijust think the whole housing
fraction for people who selfdirect their programs is a very
complicated one on differentlevels.
Meghan Smallwood (09:15):
Yeah I agree, definitely.
Patrick Cadigan (09:17):
One question that I have in speaking to
something that the both of youhad mentioned before, when it
comes to this outward expansion,this growth, especially when
there is such a need for it,however, from the business side
of things, how do you make surethat the experience stays
(09:39):
authentic?
Donna Pidel (09:40):
Well, it's very important. And I think that
question is, is a very, veryimportant question. I would say
for me that in interviewingstaff and making sure that the
staff are not just equipped withthe tools that they're going to
be required to use. On manydifferent levels, you know, from
(10:02):
behaviorally to safety and everyother way, is that that people
understand that you're notcoming to work for an
organization that is a cookiecutter organization. You're
coming to an organization thathas and places huge expectations
(10:23):
upon you in order to work withus, so a person has to be
extremely motivated, verytrustworthy, and we really see
them with our own eyes. Workwith a member for many, many
months before we completelyinvest in that person. So our
(10:48):
goal is not to have many, manymembers. It's to have enough
quality, trained staff membersthat can continue our legacy,
continue that standard to onethat is is satisfactory to us,
(11:08):
yes.
Adebayo Sodunke (11:09):
So we have our own in house quality control,
pretty much, that's what she'stelling us. So it's so important
to us. Like to say every singlemember's experience, not their
lifestyle. Now they get to pickand choose what they want, but
the experience of thedifference, no matter what
location they go, stay the same,treated with respect, given
opportunity, given opportunityto develop and to learn, to
(11:32):
teach, to be part of acommunity, to have a preach
friendship and family, all thosecosts stay the same. So one of
the thing we do is like ourleadership come from within.
Every single person, when theywalk in, will literally walk
with staff, preparing them forthe next road ahead. Every
single staff walking through thedoor, they after coming earlier
(11:52):
than the member shows up. Theystay leader that the member
shows up. I can't count manytimes where we are more
overstaffed in the real world.
But to the difference, it'snever been about money. It's
about always been about theservice and the quality of that
service. So what we tell hasgiven us over the time is we've
been able to breathe, like I usethe word breed staffs way ahead
(12:12):
of their time. So they are kindof waiting for that opportunity
to jump on their own ship, like,for instance, the young lady
that is running the EllicottCity Center. She's been she's
been preparing for a manager jobfor almost a year. She was in
Westminster, was in Fredericklocation, come to Mount early
(12:32):
location, so they get a chanceto have the experience, and keep
the experiences the same andunique before they actually get
out. And two, she didn't go byherself. She went with veteran
staff. She went with, we didn'tstart with a bunch of brand new
members. So the members from onelocation go to the other place.
So every extended locationbecomes almost like the same
(12:53):
thing, because the members aremoving, the staffs are moving.
They get used to thatenvironment before new member
comes in and they bring the newstaff, I said even to the
personal support side, we willwe start training staff when we
don't even get paid for that,for that member that they're
going to work with, because whatis important to us is to teach
them the culture, how to treatsomebody, how to respect
(13:16):
somebody, how to work with themin an old setting, or how to
work with them in the community,because we always say there is
no baby sitting at a difference.
There is no doing it for you ata difference. Your job is to
help that person be independent,be free of life decision on
their own, and be part of theirown life. So it's the beauty of
(13:37):
it is not having the goal ofmoney, of financial piece to it,
Air Force tremendously to beable to say the book is always
open. Train the staff to themaximum level, all level of
training. DDA, even all requiredtraining. CPI, first aid. CMT,
community, every single trainingwill say, you see it, you get it
to that to the staff so they arewell prepared and well keep
(13:59):
outside of their heart beingtarget.
Donna Pidel (14:02):
So, so we hope it doesn't, you know, we always
talk to each other constantly.
We always say we don't want itto be watered down. It can't go
into a, you know, a multiplechain kind of franchising sort
of experience. It's got to beoriginal. And the standard is
kept up, because we're always atevery location. And when we
(14:23):
matching location, memberscirculate in, in and around,
Howard County, Frederick,Westminster, Columbia, they're
all over the place. So we wefollow them, so we have people
that actually will turn up at ata park. So if we know that we
(14:45):
have a member and a staff membergoing to a park one on one,
someone will will be watching atthat park.
Adebayo Sodunke (14:55):
I was in DC last week, so that's so...
Donna Pidel (14:59):
We hope Patrick and Meghan never to allow our
standard to be watered down. Usesome place for that. It's a big
fear, and it's a great question.
Patrick Cadigan (15:09):
You kind of hinted at it earlier, the
location or the choice oflocation. Do you guys have,
like, a criteria that you usewhen you are looking for a
location, or does something justjump out at you.
Donna Pidel (15:22):
Okay, we have a criteria so and it comes from
years and years of observing,you know, the traditional
program being in the backwoodssomewhere or in an industrial
park. We wanted to be in a townand in the center of town,
(15:43):
because that's where all theopportunities are, the
opportunities to meet people,the opportunities to get jobs.
So we actually do pick wherewe're going to be based on the
opportunities that we feel ourmembers can partake in. And it's
lovely in Mount Airy, becausethere is there are parks, there
(16:03):
are shops, there's a lot of jobopportunities, volunteer
opportunities, but for someonewho may not be able to volunteer
because of their disposition, wehave lots of parks and just for
some Fun things that everyonecan choose from. So in every
town that we go, in Frederick,we're right on Market Street. So
(16:27):
if you drop a pin, we're in theheart of the historic district
in Frederick. Same inWestminster, same in Mount Airy.
Same in Ellicott City.
Adebayo Sodunke (16:37):
I love it. I have to come see the Ellicott
City site.
You're gonna love love love.
Meghan Smallwood (16:41):
The pictures looked amazing from the grand
opening.
Patrick Cadigan (16:45):
And that was, I remember when you guys had
expanded in Westminster, and youwere taking photos of the
building, and you were kind ofcataloging it as you were going
along. And I was payingattention to that myself.
Adebayo Sodunke (16:55):
Thank you.
Donna Pidel (16:55):
Wow. Thank you so much.
Meghan Smallwood (16:57):
I know that the parents in our county were
very excited to hear about theEllicott City one.
Donna Pidel (17:03):
Oh, yes. Oh how wonderful.
Adebayo Sodunke (17:05):
I got parents, you know, I was at an event this
Saturday, and I met a lot ofthose parents, and they were
like, I cannot wait to meet youby on top. You know, they book
an appointment. They want to seeit, they want to come in and
that, like, what is? What I saidis, like, it's so important to
be in the out of town. I said hegave us a very easy access to
all these organizations. Wedon't even have to knock too
(17:26):
hard on those DORS. We are rightin your face. Yeah, you know, we
volunteer with an organizationthis this weekend, this past
week, and the owner texts mesays, Will your guys like to
make some quick bucks? I said. Isaid, Sure. Why not? So he
texted he wanted to move adivider from the office. We put
it out on the floor, and two ofthe guy says we could do it. We
got the muscle. You go get themoney. So that's how beautiful
(17:51):
it is that anybody can walk andsee us. We're like an open chef.
Walks in the Rotary Club, walksin the Kiwanis Club walks in.
They come for cup of coffee ortea. Random parents were walking
up like, where did you guys openhere? Have a son that is up the
steak and the next thing, likethe sun is part of the
difference.
Donna Pidel (18:09):
Yeah, being accessible. Think being
accessible is important for ourmembers as well, so that they
know that, you know, as biosaid, we have the mayor of the
town that just walks in andsays, who can make me a cup of
coffee? It's important for ourmembers, if they are within the
community, that they have thatability to open their lives and
(18:34):
open their minds to meetingvarious people, that they're not
just with each other, thatthey're actually out there in
the community, and the inclusionis terribly, terribly important.
It can't be underrated.
Inclusion is everything, youknow, it's in it's just a way of
life that we want them to feelincluded. So being in the town
(18:57):
is, is to that advantage?
Meghan Smallwood (19:03):
Yeah and I feel like we we work so hard in
the school system for inclusionthat you don't want it to get
lost after they leave, justbecause you know whatever path
they choose doesn't have thatopportunity, so that's great to
hear.
Donna Pidel (19:17):
Thank you.
Patrick Cadigan (19:18):
So then that, of course, I feel like is going
to lead into the next bigquestion is, what has been the
biggest challenge in this wholeprocess? Or challenge,
challenges?
Meghan Smallwood (19:30):
What's the top five?
Adebayo Sodunke (19:31):
Yeah, that's a good question. Well, we take our
challenges on anyway. That'swhat we funded the get go.
We've, you know, we've taken anoption that is not there,
created it, and kind of wrongwith it, of course, is we say
the biggest one is, like we'vesucceeded in so many ways, maybe
(19:54):
dealing with the, you know, thegovernment side of things, you
know, just trying to get thingsgoing, you know, trying to
explain. In who we are. Becausewhen you're out of the box, you
know, the typical system, itbecomes a little explanation
over and over again to mostpeople. But so far so good. We
know. I mean, we've, we've blownpast our own imagination. We'll
sit down and says, do you evenimagine this will be where it
(20:17):
is? Do you know we don't evenmarket the difference. We don't
advertise. We don't do anything.
All we do is post speeches, andthat's do us. Yes, yes. Picture
that people see, I said it'sless than 10% of what we do and
but without posting and familyand friends that comes to the
difference, they blow it upthemselves. We have not even
single we need to sell thisorganization. No...
Meghan Smallwood (20:40):
I'm gonna say, I'd be afraid to see if you
advertise, because the lateevery day now from word of
mouth.
Adebayo Sodunke (20:45):
Yes, because every single time a new parent
walk in, this is what I say, oh,you know who I'm. I'm coming
from the sources of parents.
They told me, Oh, I live on thesame street I saw their teeth
happy every day. I want mydaughter to be part of that. So
is that amazing? So I'll saystruggle. We've just take
everything we've tried say we'renot looking left, we're not
looking right, we're going togive the best of every member
(21:07):
that walk through this door, andnothing less.
Donna Pidel (21:10):
And I think also from a parental standpoint, if
you see, it's the fear that wehave experienced as parents in
going from school where you havepeople who teachers, who support
you, special educators who areso involved, especially like
(21:33):
yourself, so involved in in thatday to day life, know that
person inside and out, know thefamily and their fear in leaving
the school system, what are theygoing to find next? And I can
only say that finding thedifferent, if you find the
(21:54):
difference, I think that you'reextremely fortunate, because
there are so many programs withwhich your child is literally a
binder. The binder goeseverywhere with that individual,
and that's no and that personisn't known for their
(22:16):
personality. They're known forthe binder for it's they're just
a number, and we didn't wantthat to be, to be the case, that
that's a challenge, not for us,but trying to explain that to a
parent, that actually your sonor your daughter will be so
free, it will be an experienceThat's so liberating to them to
(22:41):
trust us with that we we feelvery, very fortunate that
parents trust us with them.
Adebayo Sodunke (22:49):
I think it's the testament of seeing the kids
doing so much and engaging somuch, not just sitting dark. You
know, I always said the brand Iwas, Oh, my goodness, I can't
even afford all those tripsbecause some days it's 100 miles
away from where we are. We go toPennsylvania when DC twice in
one week. One of the thing thedifference of data science from
(23:12):
other organizations that haveworked for in the past, we don't
have a geo phase of where we cango after because of mileage cost
or gas costs, the difference isopen. This is part of the
difference. Pennsylvania isVirginia is, you know. So if
there is something that for usto go see or to go explore and
enjoy and meet or learn from,we're going for it. And the
(23:33):
staff knows that. Every singlestaff knows that, so they are
constantly looking for thingsand exploring things for the
members to enjoy and giving themthe opportunity to choose fish
will make sense to that.
Meghan Smallwood (23:43):
And you have a variety too, which is wonderful.
Adebayo Sodunke (23:48):
That's the thing. Every single day is like
trying to get people to notfollow each other all day long.
So we, we can't some members, wehave to move there. Decide to
say, what do you want to do? Oh,what's that person doing? Do?
What if I want to do? You haveyour choices. You could pick
your own menu. And that's howbeautiful it is. We have seven
vans to be on the road everysingle day.
Meghan Smallwood (24:11):
Seven different directions.
Adebayo Sodunke (24:12):
Seven different directions. And every staff uses
their vehicle, which reallyinvolves a mileage. So their own
vehicle, they use it. So we'reconstantly, like I said, you
know, wherever you turn, you'regoing to see a difference member
or stamp somewhere, somewhere,some place is driving and moving
so, but it's the beauty of it isnot focusing on the money has
(24:32):
given us that freedom to keep onwithout coming back to say,
let's do it. They want to dothat. Let's go for it.
Donna Pidel (24:39):
Yeah, I think it was so genuine. You know, our
love for this our love for thisfield, is so genuine. It's so
exciting to be with people. AndI always feel every day that
when I walk into the difference,I feel like I found myself
working. In one field, as I wasa classical ballet choreographer
(25:03):
for 30 years and teachingteaching all over the world. I
feel like, yes, that waswonderful, and it was a great
opportunity, but I never reallyfound my place. I feel like,
after 30 years of working in onejob, I have found my place, and
it's the happiest place to bewith people who literally have
(25:27):
no demands. They're just opensouls.
Meghan Smallwood (25:30):
They're just themselves.
Adebayo Sodunke (25:32):
Yes.
Donna Pidel (25:32):
Yes.
They have no hidden agenda. Yep,you know, I always say to bio,
they're closest to God becausethey're just such a heart that
is so genuine.
Meghan Smallwood (25:45):
Yeah, and they don't overthink. They want to
give you a hug, they'll give youa hug. If they're pissed off,
they'll let you know, yes, butyou know, they're just their
true selves. And I yeah, Icompletely understand where
you're coming from, and I thinkyou answered what was the most
rewarding thing about it. Imean, just being around them and
doing it for them.
Donna Pidel (26:06):
I feel so honored, because, like you said, Meghan,
they have, you know, nopreconceived notions that open
books. Their lives are open.
They're so giving. And I alwayssay, you know if, if they have a
moment that you go, you knowthat they're displeased, you'll
know. You'll know and and it'snot them that has to learn. It's
(26:27):
us. We need to learn. We need tolearn about that person's likes,
dislikes, what makes them tick,what makes them happy, and how
they everybody speaks, everybodyspeaks in one way or another. So
if you get smacked up across thefaces because you didn't listen.
Meghan Smallwood (26:49):
Yeah, it's not their fault. It's mine.
Adebayo Sodunke (26:54):
Just so rewarding I said, you know, I
always say, every single day Idon't have a job, it's a
lifestyle, because it's what Ichose and what I've chosen, me
and all of us that have been apart of the difference. We are
blessed and refreshing. Need tobe in this field and to be
working with these gifts, seeingthe member go from a struggle
(27:14):
moment being able to communicatetheir wants and need and giving
them tools to be able to do thateffectively in their own way,
and if they're using theirstrength, it's amazing, you
know, from taking somebody tosay, good luck, you know, I hope
you keep him for more than twodays, to that same person going
out to restaurant to eat, goingto listen to music, going get
(27:36):
it. I'll give you an example. Ihad a young man that doesn't do
blood work. He won't do bloodwork, because he will snap his
head all the time. And I toldthe parent that says, If you
trust me and you put the bloodwork in my area, I would do it.
And he says, Good luck, buyer.
Doctors keep came out because itcan they do they need blood work
to be able to continue themedication. And we did it again
(27:57):
and again, he had a flu andCOVID shot last week. Boom, he
did it successfully. It get earcut, just because now it comes
to the difference, the parentdid not just get happy. They
bought a house closer to thedifference, just to be family of
the difference. We have familybuying a complete house for
(28:17):
their kid now, just because ofthe difference. I said, the joy
of what we do is everlasting. Iwoke up sometimes I get up
before him and I'm like,smiling, and says I can't wait
to get back in. And that doesn'tmean I don't get scratched or
speed up swallow somebody'sspeed. You probably know the
person so because they just letit go. And I was like, There's
nothing I can do. They're comingout of a van. Well, we're gonna
(28:39):
have to rub this together, butseeing them progress in life and
learning skills andunderstanding that it is not a
cookie cutter. It's not one wayto learn. It's each person have
their own way, and they judge.
Yes, nobody's judging them. Youknow, if you can, if you don't
have to measure a cup of coffee,we'll get you the coffee pot.
(28:59):
We're gonna personalize yourlife for you in the best way for
you, singing that progress everysingle day is the best thing
that man or woman can experiencein life. Seeing that genuine
smile like real love, somebodyscreaming ah, even though they
couldn't talk. You know, I missyou. What have you been we we
have a Labor Day uh, I said Ispend the entire day on FaceTime
(29:24):
and phone call, I can't wait tobe back a month and text
message, God, if I, if I don'thave a chance to do this again,
God, take me. I'm done, becausethat's the best job anymore. So
you're so blessed to be part ofyour life.
Patrick Cadigan (29:38):
Well, I will tell you what, Meghan, I think
that's a heck of a place, too.
Conversation, guys, we have beenworking on this for so long.
Thank you so much for sittingdown and talking with us.
Meghan Smallwood (29:49):
Thank you so much. I just I could listen to
you guys talk all day.
Donna Pidel (29:54):
Thank you. I think this is the first time that
we've actually shared our story.
Meghan Smallwood (29:58):
I know I heard it when. I came out to visit,
but I'm glad we can get the wordout, because it's an amazing
story.
Donna Pidel (30:04):
Thank you. Thank you. Thank you. Thank you both
so much.
Patrick Cadigan (30:15):
We would love the information from this and
all our other discussions toreach as many families as
possible, and we need your helpto do that. So please like,
follow and share out ourpodcast. You can find our
conversations on all the majorpodcast platforms, including
Apple, Spotify, YouTube, music,and that's just naming a few. So
(30:35):
please share and share often.
You can always find the links tothe information from this
discussion in our show notes.
Meghan Smallwood (30:44):
Check out our YouTube channel. We've done some
of the legwork for you bycurating videos of topics that
revolve around transition. Wehave playlists. We cover
guardianship, alternatives toguardianship ABLE accounts. And
there's still more to come as weare finding those videos that we
think will be valuable to use.
So please be sure to subscribethere as well. And then finally,
check out our website, which isfull of information and links to
(31:05):
resources around the transitionprocess. So make sure to go to
www.postsecondarytransition.comwe thank you so much for the
time you spent with us, and lookforward to talking again soon.
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