February 19, 2025 • 42 mins
In this episode, Jess and Brandon tackle the critical issue of diversity, equity, and inclusion (DE&I) in the current socio-political climate, debunking myths and misconceptions surrounding these initiatives. They emphasize the importance of understanding DE&I as a framework that benefits everyone, while urging personal reflection on inherent biases.
Brandon also challenges the men who are resisting financial advising, when their spouses are clearly asking for help and looking for support.
Lastly, they discuss recent happenings in Brandon’s financial planning business. From the unengaged, to prospects expecting favors and beyond, this is a conversation you don’t want to miss.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Every time I come to these meetings where you have
that separation of one personreally wanted to help the woman
and the male being like we don'tneed help, they need help.
I see the numbers.
There's never been a time whereI'm like, oh no, you're right,
you don't need any help.
No, every time they need a lotof help.
And I'm going to speak to menon this one.
Let that pride go, like thatpride of I can fix this is
(00:25):
killing you because it's okay tonot know something.
No, it's dumb to not knowsomething.
Realize you don't knowsomething and then do nothing
about it.
That's dumb.
That is the opposite of being aman.
Speaker 2 (00:46):
Hey babe, what are we talking about today?
Make them pockets grow.
Financial freedom's where we go.
Smart investments, money flow.
Speaker 1 (00:53):
Hey babe, what are we talking about today?
Well, today is another Rippin'Rant and first Rippin' Rant
we're going to talk about is DEI.
Speaker 2 (00:58):
You've been waiting.
You've been Rippin' and ranting.
Speaker 1 (01:02):
I do have a lot of opinions about this the middle
of january, and january was longyeah, as most of you know,
basically every single deiprogram and every single company
across the country is underattack or has already been
dismantled, and the reasonsbehind why they're being
(01:23):
dismantled.
That's what we're going to talkabout because, honestly, for a
lack of, I think it's crap.
It's crap.
The reasoning behind it is justcrap, it's lies, you know
racist lies yeah, because, well,let's first start.
Let's take a step back.
Let's first define exactly whatdei actually is, for maybe some
of you guys that don't know.
(01:44):
Dei stands for diversity,equity, inclusion.
It is basically a frameworkaimed at fostering workplaces,
organizations and communitiesthat embrace and support
individuals from diversebackgrounds and identities.
The main DEI initiatives theyoften focus on policies,
training and strategies thatpromote a more equitable and
inclusive society or workplace.
(02:05):
So listen to that definition.
I don't understand how anyonecould one be against it based
off the definition to begin with, and when people are against it
.
It leads me down two differentpaths.
One, you either are ignorantand you don't actually
understand what DEI is and whatit does and the purpose behind
it, or two, you're racist.
Speaker 2 (02:28):
I saw something yesterday, I think, that said
when somebody like, if you're insomebody's presence and they
say that they're against DEI,ask them which part Is it that
they're against diversity?
Is it that they're againstequity or that they're against
inclusion or all of it?
Is it that they're againstequity or that they are not
(03:09):
qualified for which is garbage?
Secondly, if you're going to saysomething about or against DEI,
Say it with your chest, thenSay it with your chest first off
and then also say it Like whatpart are you you don't like
equity, you don't like inclusion, you don't like diversity?
Which part do you not like?
Let's talk about that Insteadof giving it this like blanket
(03:32):
statement where you can kind ofhide behind it.
No, people need to startgetting called out for what they
you know are posting online orwhatever it might be like.
Tell me so I know which part ofDEI you don't agree with.
Speaker 1 (03:48):
I also don't like this new age racism.
I call it bitch assness racism.
Be honest with you, because atleast back in the day people
owned the racism.
They did racist things, theysaid racist things and when you
call them a racist they werelike, yeah, I'm a racist.
Nowadays people do racistthings, say racist things.
Speaker 2 (04:04):
But don't want to be called a racist.
Speaker 1 (04:05):
But when you call them a racist, they're like I'm
not a racist and they get allhurt and cry about it.
I'm like, no, don't do racistthings and people won't call you
a racist.
It's very simple.
Speaker 2 (04:13):
It's pretty basic.
Speaker 1 (04:14):
And so one of the things we really want to talk
about is the myths behind DEI,with a very obvious one that
most people have is that theythink dei dei lowers standards
when in reality it does.
The doesn't do any of that.
If anything, it actually raisesthe standards.
Most people, like just said,think that dei is black people
(04:35):
getting jobs that are notqualified for.
What dei does is forces peoplein some aspects to look at
qualified people that aren'twhite males.
Speaker 2 (04:46):
That's all it is that's what it is like.
So you have the bucket ofcisgendered white men who are
used to owning everything, beingin charge of everything, and d
and I helps eliminate only whitemen being interviewed for jobs.
That's what it is, yeah, soGive everybody else a chance.
Speaker 1 (05:09):
I kind of equate it to for those individuals that
are football players, that areinto football, it's the Rooney
Rule.
So the Rooney Rule in footballcame about because you have a
league that is like 70 to 80%black athletes and barely any
black coaches.
So that should tell yousomething.
Athletes and barely any blackcoaches, so that should tell you
something.
And so the Rooney rule appliedthat you have to interview a
certain number of blackapplicants for a head coaching
(05:31):
job.
You don't have to pick theblack applicant, but you do have
to interview them.
And there's a reason behindthat because one, it's opening
the opportunities for otherpeople that are just as
qualified.
So you're not just looking atgroup A over here Now, you're
looking at B, c, d, all theother groups as well to find the
same qualified applicants.
Now, also, what happens in thesescenarios is that, even if a
(05:54):
black person doesn't get the job, they now know the process.
And we all know that part ofalso interviewing for jobs
assuming you get higher up isunderstanding the process so
that you can improve.
If you don't get the job, ifyou don't understand the process
, or you have the opportunity toeven go through the process,
you don't even know what youneed to improve on to go through
it.
And so that's what DEI is forthe masses.
(06:15):
It's not unqualified peoplegetting jobs.
Now, is there a potential foran unqualified person to get a
job?
Yes, just like there's apotential for unqualified white
men to get jobs.
Same thing.
Speaker 2 (06:27):
That's literally been happening for centuries.
Look at our president.
Speaker 1 (06:31):
Like, in all honesty, like, look at our president and
for anyone out there that maybevoted for Trump and is
listening to us, do you think ifTrump was the exact same person
, everything, exactly the same.
Only thing you change is thathe's a, a black man.
Do you think he'd be president?
Speaker 2 (06:44):
no, like, if you don't lie to yourself, he
wouldn't be it's very obvious hewouldn't have even made it to
the ballot, he wouldn't beallowed to step foot in dc yeah,
I mean come on and that's thething behind dei.
Speaker 1 (06:55):
and like, I have heard this same argument since I
was in high school, you know,with the whole idea of
affirmative action.
I will not say the person'sname because I just don't
remember who was in high school,but I was in a class where
someone was talking aboutaffirmative action and how it's
making it hard for them, as awhite person, to get into
college, and I simply calledthem out.
I stood up in the little classand I said what is your SAT
(07:18):
score?
What is your current GPA?
Here I'll go first.
Here's my SAT score.
Here's my GPA.
Here I'll go first.
Here's my SAT score.
Here's my GPA.
Guess what?
Speaker 2 (07:26):
Mine were higher.
Have you been listening to ourpodcast and wondering how am I
really doing with my money?
Am I doing the right thingswith my investments?
Am I on track to reach myfinancial goals?
What could I be doing better?
If you answered yes to any ofthese questions, then it's time
for you to reach out to Brandonto schedule your free yes, I
(07:47):
said free 30-minute introductionconversation to see how his
services could help make you themore confident moneymaker we
know you could be.
What are you waiting for?
It's literally free and at thevery least, you'll walk away
feeling more empowered andconfident about your financial
future.
Link is in our show notes.
Go schedule your call today.
Speaker 1 (08:10):
And that's the problem is that people keep
pushing this narrative, and whatI honestly want to say is I'm
going to call it out it's amediocre white man pushing the
narrative to make themselvesfeel better about not getting a
job.
That's really what it is Peoplethat think they should get a
job just because they were whitearen't getting a job, and they
have to find some way to justifyit in their mind other than
that, hey, the other person wasmore qualified than you and they
(08:31):
just happen to be black.
Speaker 2 (08:33):
Yeah, there was another thread that I saw.
It was actually on threads andit was a black female physician
who had a heart to heart with acolleague.
Did you see?
Speaker 1 (08:46):
it, I did.
Speaker 2 (08:47):
And basically, you know, this was a white colleague
who was able to have this kindof a constructive conversation
about DE&I and affirmativeaction etc.
And they basically sat down andthey talked about you know,
what kind of school did you goto Like?
Where did you go to high school?
She went to an inner cityschool.
(09:08):
He, of course, went to aprestigious, very expensive
private school.
Where did they go to college?
What did they study?
What was their GPA?
What kind of you knowinternships did they do?
Et cetera, et cetera, and atevery single stage she had
higher scores, higher GPA, andshe did this all coming over to
(09:31):
the United States, not speakingEnglish.
I think she came when she waslike 15 years old 15 years old,
not speaking English, you know,having kind of the deck stacked
against her with where she wentto schools the schools that she
applied to.
She went to schools the schoolsthat she applied to and it
really showed that because ofDE&I she was able to actually
get the interviews.
(09:52):
Her grades warranted her beingthere.
But without these rules andlaws in place she could have
easily been passed over.
And so basically at the end ofthe thread he acknowledges you
had way more obstacles toovercome and you did much better
.
My, my scores were not the wayyours were.
My GPA wasn't what yours was,even throughout medical school.
(10:14):
She beat him every single stepof the way, which is why I mean,
they're both now physicians.
But she basically said she wasgiven the opportunities because
DE&I, this framework, you knowthese laws, these rules were put
in place.
And let's just be very cleareven though this administration,
the undertone of DE&I is blackpeople, brown people, yellow
(10:39):
people, anybody that is notwhite, that is what they are
considering DE&I.
But the reality is is if youare a woman, you are DE&I.
If you are over 40, you areDE&I.
If you are deaf, if you areblind, if you are in a
wheelchair.
Speaker 1 (10:53):
If you are a vet.
Speaker 2 (10:54):
If you are a vet, you are a DE&I quote, unquote hire
and so we really need to becognizant of the buckets we put
people in, because if you're ina wheelchair and the building
that you're going into has aramp access for you to access
that building with yourwheelchair, that is because of a
(11:15):
DE&I initiative.
Without something like that inplace, a building could just say
nope, you need to figure out away to get in here without
actually having access for yourwheelchair.
That's insanity.
Speaker 1 (11:27):
What's insanity also is, for example, the governor of
Texas.
Speaker 2 (11:30):
Oh my gosh.
Speaker 1 (11:31):
Who is voting against DEI?
And he's in a wheelchair.
Literally they have accessbecause he's in a wheelchair.
Speaker 2 (11:39):
I mean, how vapid can you be?
It's really embarrassing.
Speaker 1 (11:44):
And the thing is too.
I can tell you from experiencethat if you have a minority, and
, more specifically, if you havea black woman that is in a
higher position, for example, amanager, vp, executive, whatever
, above you, I guarantee you.
I guarantee she's twice asqualified to be there.
Speaker 2 (12:00):
Right?
Well, and let's just makesomething very clear Black women
are the most educateddemographic in the United States
.
Black women have the highestpercentage of secondary degrees
in the United States, whichmakes vis-a-vis, ergo
concordantly, black women themost educated demographic in the
(12:21):
United States.
It is not white men, it hasnever been white men, and this
is why we need D and E and I toensure that people who are not
just cisgendered white men haveaccess to education, have access
to be sitting in rooms that wedeserve to be in.
How is it 2025?
And this is a conversation thatwe are having.
Speaker 1 (12:44):
It's a conversation that's all been around.
I mean like, for example, Imean my mom is a retired college
professor, phd, had hermaster's at 21 years old, and
you know.
Another perfectly prime exampleon par with this administration
is that I've always said it andI can explain it that the
Supreme Court justice, katonjiBrown Jackson, is the most
(13:04):
qualified justice on the courtbased upon work experience.
She is the only justice on thecourt that has Supreme Court
clerking experience, publicdefender experience, sentencing,
commission, district courtjudge and court of appeals judge
.
She's the only one that has allof those on her resume.
She is hands down the mostqualified person, but people try
(13:24):
to say that she was notqualified enough because she's a
black woman.
She's not a DEI hire.
Speaker 2 (13:30):
She is the most qualified person in that
building.
Speaker 1 (13:33):
If anything, the DEI hire is Amy Comey Barrett, who
did not have any of thisexperience.
Well, she has some of it, butmost of it she does not.
Speaker 2 (13:41):
Well, and not the tenure.
Oh no, I mean she barely was.
Speaker 1 (13:44):
She was a judge for two minutes, that's it.
Speaker 2 (13:46):
Yeah Well, we understand that being qualified
in this administration is notsomething that anybody values.
The country has voted this wayand what's really sad is that
there are so many qualifiedpeople that without D, e and I
are just not going to get theopportunity to sit at the tables
(14:09):
that they deserve to be at.
And what's more terrifying isthat the people who are more
than qualified to be in theroles that they're in are now
going to be questioned even morethan they have been previously
to see if they deserve to bethere.
And again, the stats are there.
(14:29):
I mean, nobody else questionsthe nepotism or the fact that
you know somebody is hiringtheir son, their cousin, their
whatever in their family, theircountry club buddy, as long as
they look like cisgendered whitemen and they're like, this is
this is nothing against whitemen.
This is against people whodon't understand that there are
(14:53):
people in this world who needopportunities to present their
skills and without DE&I, that isnot going to happen.
And the fact that they want todemolish, shut it down, rip it
out that, I think, is reallyterrifying.
And the people who don'tunderstand, again what it means.
(15:13):
Right, if you are a nursingmother and maybe your building
has a nursing mother's room.
Guess what?
That is a DE&I initiative.
You want to go back to pumpingin the bathroom stall, pumping
in your car, pumping in somebroom closet with chemicals,
because that's what this isgoing to be.
This is what's going to happen.
(15:33):
These initiatives help peoplelive, work, function in the
spaces where we live, work andfunction.
That's what it is.
Speaker 1 (15:45):
Also, at the end of the day, it does come down to
dollars, because several studiesshow that diverse teams
outperform homogenous teams.
If you have a team full ofwhite cisgender males, they only
have one perspective.
For the most part, they onlyhave one perspective.
So when you start to diversifythat team and you have people
from different backgrounds,you're going to get better ideas
(16:06):
Like if you don't understandthat you are not at the top of
the game.
I'm just like, you know, like,if you don't understand that,
you're going to fail in the longrun.
Speaker 2 (16:15):
I mean, if you look at Fortune 100, fortune 500, if
you look at these largecorporations even the ones,
sadly, that you know decided tojust throw DE&I out the window
as soon as they were legallyable, the ones that have diverse
boards, the ones that havediverse executive leadership
they are always outperformingthose that do not, for the
(16:36):
reasons that Brandon justmentioned.
So if you want to have acompany that is successful, then
you hire people that don't lookthe same, don't have the same
background, don't have the sameskill sets.
You are looking for people tofill the gaps that you might
have, that your neighbor mighthave, that the third person at
the table has.
You're trying to build out a,you know, a group of people that
(17:01):
really can speak to and fillthe gaps of who's in the room.
Speaker 1 (17:08):
Also, too.
The whole myth of this isreverse racism.
First of all, there's no suchthing as reverse racism, because
reverse means opposite, and theopposite of racism is what
we're going for.
So I would love to have reverseracism.
It means no racism, so the termitself is stupid.
I hate that term.
It's such a dumb term.
But the idea is that it's aboutfairness, not favoritism.
Speaker 2 (17:30):
Right.
Speaker 1 (17:30):
And that's what it is .
We are trying to move away fromthe favoritism and open the
door of opportunity for everyonewho's qualified.
Speaker 2 (17:39):
Yeah Well, I know you and I both talked about this,
but again, threads is a pop inplace right now and I'm really
it this like.
I know it's part of Instagram,but it is my favorite place to
be on the internet right now.
But there was a thread by acisgendered white pilot and he
basically detailed all thethings that you have to go
through in order to get yourcommercial pilots license and
(18:02):
actually be hired by, you know,the Deltas, united's, americans
of the world, and then basically, at the end, he was like any
black, brown, yellow person thatis flying a commercial airline
or any kind of airline wherepassengers are paying to be is
there because they are qualified.
You do not become a commercialairline pilot because of a DE&I
(18:27):
initiative at a company, becauseyou were hired because you are
not qualified.
That just doesn't happen.
So all of the people who areout here saying oh, so-and-so is
not qualified and that planecrashed because no, no, boo-boo,
that's just not a thing.
Stop trying to make fetchhappen.
You wrong, you are wrong.
Speaker 1 (18:47):
I mean also.
The thing is, too, is that youhave to think about this way
Black people make up roughlyaround 15 percent of the US
population.
Now take into account that alsoincludes children and people
that are too old to work.
So cut that percentage downdrastically more.
White people still make up 60to 65 percent of the US
population.
White people still make up 60to 65 percent of the US
population, and it's always been.
(19:08):
You know the ploy of let'sblame it on the smallest
percentage of people in the inthe make up the population.
They're the problem.
Speaker 2 (19:15):
Like if you are, if you are a white person and I am
a half white person.
My mom is German.
I grew up in Germany Extra halfwhite.
Brandon likes to call me extrawhite.
Okay, so this is not a blackand brown.
This is not that Okay.
I want you if you are a whiteperson, I don't care what gender
(19:38):
you are If you are in a space,I want you to look around.
You live in the United States.
I want you to look around thatspace and I guarantee you you
will be able to count, dependingon how large the space is.
You will be able to count,maybe on one hand, maybe on two,
how many Black people are inthat space.
I will tell you, as a woman ofcolor, when I go into a
(20:02):
restaurant, I can see my fellowbrown people.
We were at swim lessons theother night with our kids, one
hand with fingers to spare.
How many black and brown kidswere on that swim team?
While our kids were doing theirlessons, how many black and
brown parents were in thebleachers?
Yeah, look around.
Look around when you're at thepark with your kids on the
(20:22):
weekends.
How many black and brownfamilies do you see?
You will.
I guarantee you you will beable to count them on one or two
hands Next time you go to abirthday party, next time you
show up to volunteer for yourkid's class.
I just want you to open youreyes and look around you.
As a white person, are not theminority.
(20:44):
You are not, not even close, andthe fact that you've probably
never had that thought of.
Oh, I'm in a restaurant.
How many people look like me inthis space?
That is your privilege and I'mnot saying you need to feel
guilty about it.
This is not me coming at youfor any other reason, except for
pay attention to the spacesaround you and recognize that as
(21:05):
a white person, you were alwaysin the majority in that space.
Look at the nail salon, look atwho's in line at the grocery
store.
You are not being outnumbered.
Speaker 1 (21:18):
I mean previously, a previous financial planning firm
that I worked at.
We had a really good CEO and hewas really open to having these
conversations.
And he went with a group of usprobably about 15, 12 to 15
black advisors and we went to aconference in Atlanta for
African-American financialprofessionals and he came down
and so we're sitting in the roomall at the table you know
everyone's at the conference andwe said to him we said have you
(21:41):
ever been in a room whereyou're the minority?
And he was like no, this isprobably one of the first times
I can recall.
Um, but uh, he was in a roomfull of black people and he had
never experienced that before.
And we said to him you know theway that you feel right now.
Speaker 2 (21:57):
This is our everyday life every day, every day, which
is why I mean there areconferences for women in tech,
blacks in tech.
Speaker 1 (22:08):
And it's not about exclusivity.
That's the problem.
It's not about being exclusive.
Speaker 2 (22:11):
But you know, I will say there is something so
powerful and comforting andenergizing when you are in those
spaces and you are surroundedby people that look like you.
Now, again, as a white person,you get that all the time you go
to the conference, mosteverybody's going to be white.
That's just how it is.
(22:31):
But the few times that we dohave an opportunity to be in
these spaces, it matters.
It's just like when you go to aconference that's focused on
women, maybe it's focused onmothers, maybe it's focused on
the book that you're currentlyreading, right Like there's
community in that and it's verypowerful and it's comforting and
it's energizing and you knowit's something that's very, very
(22:55):
valuable and we don't have alot of that.
And so all that to say lookaround the spaces that you
occupy and figure out are you inthe majority or the minority?
And DE&I is focused on bringingopportunity to those who are
qualified to at least be in theroom, to be given a shot, to get
(23:19):
the interview, to have theirresume read.
Speaker 1 (23:22):
That's it.
Speaker 2 (23:23):
That's it.
You still have to do the work,you still have to be qualified.
But think about all of thetimes and you know, especially
again if you're a woman thinkabout how many female executives
make it to the top, especiallyat these large companies.
It's very minimal, and it'sagain because we are not given
an opportunity to even be in theroom.
(23:44):
That's what this is giving.
It is not a handout, it is nota freebie, it is not a pass to
be uneducated andunderperforming and unqualified.
It is none of those things.
And if you are walking out inthe world with that in your mind
, we need you to pick up a book,we need you to read a qualified
article and we need you to pickup a book.
We need you to read a qualifiedarticle and we need you to do
(24:04):
better also.
Speaker 1 (24:06):
The thing is too, is that, um, if your first thought
when you see someone get a joband maybe you didn't get it in
their person, of color per se,and your first thought is, oh,
it must be a dei hire, you'reracist.
If you don't know anythingabout that person and you
automatically assume, justbecause they are not white, they
are not qualified for the job,you are racist and you
automatically assume, justbecause they are not white, they
are not qualified for the job.
You are racist and you need todo some changing to yourself.
Speaker 2 (24:30):
Or at least some inner reflection.
Speaker 1 (24:32):
I'll make it a little bit more gentle.
No, you're racist.
Speaker 2 (24:35):
There needs to be some introspection on why that
is your first thought.
Speaker 1 (24:39):
Yeah, because you're racist?
Speaker 2 (24:41):
Why is your default?
We all have biases, we all haveour own experiences and, yes,
for some of us they are rootedin racism.
But again, do the work, havesome introspection and think
about well, why was that?
My first thought?
Speaker 1 (25:00):
You're nicer than me this time.
Speaker 2 (25:01):
I'm trying.
I'm trying.
Speaker 1 (25:03):
Normally I'm the nicer one sometimes, but this
one 20, 25, I'm calling thistime.
I'm trying.
Speaker 2 (25:05):
I'm trying, Normally I'm the nicer one sometimes, but
this one 2025, I'm calling youracist.
Speaker 1 (25:08):
I'm sorry, I'm done.
I've done that for years whereyou try to have the
conversations and stuff likethat.
I'm over that.
Speaker 2 (25:14):
I know.
Speaker 1 (25:15):
Society doesn't dumb itself down to idiots.
You're just going to be leftbehind.
That's how.
Speaker 2 (25:23):
I feel, okay, let's move on to our next rip and rant
, because I know we can talkabout that forever.
Speaker 1 (25:32):
All right.
So next, rip and rant issomething that I've seen in my
own experience throughout theyears.
Honestly, a little bit morerecently is that I would say
honestly I believe all theclients that I have that are a
couple, you know, married couple, a male and a female.
The woman is the one thatactually reached out to me.
Speaker 2 (25:51):
All right, To schedule the appointment.
Speaker 1 (25:53):
To schedule the appointment as far as all the
ones that have as clients, andI've also noticed a trend of the
women reaching out to me andtheir husbands not being on
board.
So, therefore, I'm sitting in ameeting for the first time, you
know, speaking to theseindividuals, and it's very
obvious from body language andwithin one minute of the
conversation, I can tell usright away that the woman is the
(26:15):
one that's like hey, we needhelp, and the man is like I
don't think we need help.
And it's always funny because,like, part of my process is is
that I asked to um to fill out aquestionnaire that provides me
with a high level overview ofwhat your current financial
situation is and then provide mesome information about, like,
some of the things that maybeyou're looking to have help with
.
So it's not like I'm going intothe meeting blind without
knowing any numbers.
(26:36):
So every time I come to thesemeetings where you have that
separation of one person reallywanted to help the woman and the
male being like we don't needhelp, they need help.
I see the numbers.
There's never been a time whereI'm like, oh no, you're right,
you don't need any help.
No, every time they need a lotof help and I'm going to speak
to men on this one.
(26:56):
Let that pride go, like thatpride of I can fix this is
killing you because it's OK tonot know something.
No, it's dumb to not knowsomething.
Realize you don't knowsomething and then do nothing
about it.
That's dumb.
That is the opposite of being aman.
Speaker 2 (27:15):
Well, I think too, because when these things happen
, brandon never tells me youknow, I don't know any names, I
don't typically know details,like he, you know, obviously
keeps all of that informationprivate.
Um, but he'll come down andhe'll be like, oh, you know this
, this guy wanted me to convincehim that he needs a financial
(27:36):
planner.
Like I'm never going to do that.
Like, if you are coming toBrandon and you say or
roundabout way, or like well,tell me, tell me why I need one,
he's going to be like you're onthe wrong call, like hop off of
the zoom, because I am not theone.
Speaker 1 (27:50):
If you're looking at the same numbers that I'm
looking at and you don't realize, you need help.
That's a you problem.
Speaker 2 (27:55):
Right, well, but also how awkward that I mean it's.
I'm sure it's embarrassing alot of times, especially in some
of these situations with thewomen who are like very clearly
like no, no, we're not All right, we don't got this.
Like we need a third party whodoes this for a living to help
us.
Like we need some handholding,we need some guidance, we need
(28:16):
to get these questions answered.
And the guy is like no, we'redoing fine and you're literally
putting college tuition on acredit card it's sad you're not
fine.
Speaker 1 (28:26):
It's sad to listen to only because, like I said,
there's areas like there's areasthat we all lack information or
ability to handle.
There's there's tons of thingsI don't know and understand, but
one thing I think I'm prettygood at is saying that I don't
know and I have no problemsreaching out for help in areas
(28:47):
that I need help in, and it'sjust terrible to see these
scenarios because it's the same,literally it plays out the same
way where the woman looksdistraught, upset, embarrassed,
and the man's sitting therelooking stubborn and from my
viewpoint, he looks stupid.
And I don't mean stupid in thesense of like from an education
standpoint.
You look stupid in the sense ofyou don't understand how your
(29:09):
wife feels.
Speaker 2 (29:10):
Yeah, and that's so sad.
Speaker 1 (29:12):
Everything is about communication, so this isn't
even like you know.
This goes far beyond finance.
If you're listening to yourwife talk about a problem that
she has and it's a problem thatyou know you guys have and you
guys have to work together tofix it and she's like this is a
problem, we need to fix it, weneed to work on it, we need help
from somebody else and you'reignoring it.
You have an issue in yourrelationship in general that is
far beyond finances, because youare not communicating properly
(29:35):
and you are not respecting andhearing your partner.
Speaker 2 (29:38):
Yeah, I know some of the some of the stories.
Again, I don't ever know namesor any of those details, but
some of the stories I'm justlike you know.
Oh, you probably wouldn't evenwant to work with them because
it sounds like they need a lotof help in other areas before
you know you start tackling cashflow and investments Like it
(29:59):
really sounds like you should betalking to a counselor and you
know a financial planner.
Speaker 1 (30:04):
I've wanted to say that, but I don't say it in
those words because that's notmy place.
Speaker 2 (30:08):
But, and honestly, all these scenarios, I would 100
work with the wife because theyseem to always be lovely people
who are looking for genuinehelp and are open to that and
understand that they are in aplace where, man, we really need
support, and it's only going toget worse and the men are like
I'm immediately like I don'twant to work with that person
like because they probably don'twant to be married to that
person it's just, it's just.
Speaker 1 (30:29):
It's.
It's rough to watch, man.
Like it's just extremely roughto watch because I know where
it's going to go if they don'tget on the same page.
Like it's not going to getbetter all of a sudden.
And it's also like.
Also, another thing is, too, isthis is just anyone that
reaches out to me.
If you're going to set anappointment with me, make sure
that you have 100 percentattention on the meeting.
(30:51):
If I'm talking to two peopleand I see one is doing work, I
automatically don't want to workwith you, because that is the
rudest thing ever.
I give you my time.
You give me your time.
That is so rude.
Speaker 2 (31:02):
But that's also indicative of like they don't
want to be there or, you know,like If you can't, Well also.
Speaker 1 (31:09):
Schedule at a time that both of you could sit there
and be attentive.
Speaker 2 (31:11):
Didn't somebody recently ask you what you know,
Like tell me what you know thatI don't know?
Yeah?
Speaker 1 (31:22):
I was like I don't have all month to sit here and
talk to you.
Speaker 2 (31:26):
Like I mean that's also.
I mean, do you not say likeokay, if you're not a doctor,
like maybe that's not?
Speaker 1 (31:31):
a good example.
What I said to the person was Isaid to them right off the bat
I was like I'm not here toconvince you that you need a
financial advisor.
I said you need to come to thatconclusion on your own, and it
doesn't sound like you alreadyhave.
Speaker 2 (31:45):
But how rude.
This is what you do, 40 plushours a week.
This is what you study, this iswhat you take exams for, this
is what you attend conferencesfor.
This is what you do for yourclients every single day of the
week, to the tune ofmulti-million dollars,
portfolios across your clients.
(32:06):
Like how rude to say that.
Tell me what you know that Idon't know.
Like you wouldn't do that to me.
You know for my work, right?
Like why would you go and dothat?
Like this is what this is yourprofession.
Speaker 1 (32:22):
Also the thing is too at the end of the day, you
scheduled the meeting.
I didn't Well, it was the wife,technically right.
Still the same thing.
Y'all reached out to me, yeah.
So also the thing I take it instride only because I feel as
though I do my best to interactwith people that are extremely
intelligent in a variety of ways, not the standard traditional
book smarts.
(32:42):
I like to be around people thatare smart in all different
varieties of ways, and onecommon thing I've seen is that
people that are intelligentdon't act like that.
Speaker 2 (32:50):
Right.
Speaker 1 (32:51):
And so you already tell me a lot about your own
personal intelligence, your ownability to have growth.
You tell me a lot from acomment like that.
Speaker 2 (32:59):
Just a PSA, in case it still hasn't resonated.
Brandon is never going to spendtime convincing you that you
need to work with him, or anyfinancial person.
No-transcript.
(33:42):
Yeah so you need to come tothat conclusion on your own.
Speaker 1 (33:45):
Yeah, I'm here for those individuals who have
figured out that they want help.
They need help and they wanthelp and now they're just simply
looking for the right advisorthat fits them, and I have no
problems answering answering anyquestions around a fit.
Like I just said, all thosequestions are valid, great
questions.
I love to answer thosequestions so that you can
(34:05):
understanding of who I am andhow I work with my clients, but
I'm not going to sit here andtry to convince you that you
need an advisor to begin with,whether it's me or another one.
Speaker 2 (34:20):
Oh, there's another rip and rant.
I think that you almost forgotis.
So in if you're gonna, ifyou're thinking about reaching
out to Brandon, which of coursewe hope you do.
You know, we provide a ton offree information in our podcast
and our newsletter.
Speaker 1 (34:28):
But I also need to get paid.
Speaker 2 (34:29):
Well, yes, but but as part of his process, the you
know you have to fill out yourthe questionnaire in order to
schedule a meeting.
And if you are not comfortablesharing high level information
about your financial situation,I mean, he's not asking you for
your social security number,he's not asking for bank account
numbers statements.
It's literally like do you havea 401k?
(34:51):
What is the approximate balance?
Right, do you have a savingsaccount?
What is the approximate balance?
And it's really just to kind ofagain not go into the
conversation blind, but if youare not comfortable sharing a
high level picture of yourfinancial situation, you need
not apply, because what kind ofconversation are you going to
(35:11):
have for 30 minutes when youcan't share?
If you have a 401k, like whatdo you want to talk about?
Speaker 1 (35:20):
Yeah, the purpose of the purpose of getting that
information is to, when we havea conversation, to tailor it to
your specific situation, thethings that are going on in your
life, the things that you needhelp with, so that you can have
a much better idea of what itwould be like working with me
for your specific situation, notsome generic idea.
Speaker 2 (35:39):
And I do want to be clear this is not a weed out
process, right?
Brandon is not.
Maybe he will one day get to apoint where he's like, hey, I
don't work with anybody whodoesn't make a million dollars,
right.
Speaker 1 (35:51):
Well, I'll say this the thing is, it's not a weed
out process.
Now, granted, I can seesometimes, for example, like if
your income is below a certainlevel, the reality is that, more
than likely, it doesn't makesense to work with me because I
would be too quote unquote anexpense for you in regards to
how much you bring in.
But the thing is, I still takethe meeting and I give you
(36:11):
action steps.
Speaker 2 (36:13):
Yeah, because you have turned people away.
I feel like in the last coupleof months you've actually said,
hey, I don't think you're atthis point.
Or here are a couple of thingsthat I think that you can work
on in the next six months andI'll reach back out in six
months.
Or or, you know, hey, you'renot an ideal client for these
reasons, because Brandon couldtake your money, but that's not
(36:33):
who he is as a person, and so hehas been turning people away
for all sorts of reasons in thelast couple of months and always
has, but I feel like it's beenmaybe because people are
listening to the podcast andthey now know your personality
and they want to work with you,but he's never going to take
your quote, unquote money ifit's not a right fit and he
can't help you be successful inhelping you reach your goals,
(36:55):
whatever those goals are,because they're different for
every person.
Speaker 1 (37:00):
Yeah, I mean like I had a meeting the other week
where, you know, based upontheir income, they were kind of,
you know, a little bit belowwhere I would like them to be
from a comfort standpoint ofbeing able to add me as another
line item of money that's comingout of their pocket and in
comparison to also like how muchthey had, they didn't have
nearly enough of emergency fundssaved up and I was like you
know, that monthly fee that youpaid me, that'd be much better
(37:23):
serve putting it each month intoyour high yield savings account
to build up that emergency fund.
So, like I said, I don't justsee these information on the on
the questionnaire and say I'mgonna cancel the meeting.
No, I have the meeting with you, even if I knew beforehand that
you're probably not going to bea good fit, because I also
provide you with action itemsthat get you to a point where
then it maybe it makes sense forus to work together.
Speaker 2 (37:42):
Yeah, so I just wanted to call those things out.
You know, like you have to.
You have to do your part too inorder to have a fruitful
conversation and to understand.
You know what your financialsituation is and what goals you
have, because that's reallywhere Brandon is going to start
(38:02):
this process is what are yourgoals?
What do you need?
Now, that's different than ifyou're like, hey, I need some
life insurance, can you do thatfor me?
That's a that's a verydifferent conversation.
Speaker 1 (38:12):
And that's a transactional yeah.
Speaker 2 (38:20):
But if you're coming, you know, if you're coming, you
know if you're coming whichagain, by the way, psa brandon
can do life insurance,disability insurance, all those
things, um, but if you'reactually looking for true
financial planning, you know,then you're gonna have to do
your part.
You're gonna have to fill outthat information and he's not
gonna bend your, his processbecause you had somebody
recently that you know kind ofrefused to put that information
in.
But then, well, I have thisamount of money that I'm looking
to invest and kind of felt likeit was like trying to dangle
(38:42):
the carrot kind of thing and youwere like that's great, like
everybody that I think is goodthat I would recommend is going
to have a similar process,because we all want to make the
most out of your time and oursto see if this is a fit.
So don't ask people to changetheir process.
(39:04):
Either find somebody else or gowith the process that Brandon
has been building out or whoeverhas been building out for their
career and understands why thisis important.
And they do it the way they doit for a reason.
Speaker 1 (39:19):
Also.
The thing is is that, like Isaid, part of my process is
getting that information andthen we have a 30 minute meeting
you know sometimes runs alittle bit longer depending on
what the scenario is and I knowwithout a doubt that after that
30 minute meeting with me, onceyou provide me with your
information, you are going to bein a significantly better place
from a knowledge standpoint ofwhat you need to do with your
(39:40):
finances than you were part ofthat meeting and I didn't charge
you a thing.
Speaker 2 (39:44):
Yeah.
Speaker 1 (39:45):
So either way, I need to get paid at some point so
that I can forward my lifestyleand we could pay for our house
and our kids and all thosethings.
But that's a free 30-minutemeeting and I guarantee you you
will get the value out of thatand I give you that for free.
Speaker 2 (40:01):
Yeah, I mean I've seen some of the follow-up
emails you've sent to people whowere not a fit and I mean you
could be charging for thatinformation.
I will say that.
So, anyway, mean you could becharging for that information?
I will say that so anyway.
Speaker 1 (40:17):
But when it comes to the couples and the woman
wanting to know that they needhelp in reaching out and the man
not being on the same page, youmight want to take a look at
our dream framework yes, dream,dive, reflect, engage, act,
manage.
Speaker 2 (40:32):
We have an entire episode on it because there's
there's clearly a communicationbreakdown there.
So, you know, for those womenwho have men who are being
prideful, who don't want to takethe meetings, who don't want to
get outside, outside help.
Speaker 1 (40:48):
Ooh, sis, I'm really sorry that's going to make
things really difficult, um,like, I said at the end of the
day it meant like there'snothing shameful about getting
help.
Nothing at all.
We cannot be experts in allareas.
Speaker 2 (41:03):
Right.
Speaker 1 (41:04):
All you guys out there that have, you know your
nine to fives, your job, yourcareers.
I don't know how to do yourcareer.
I don't do that 40 plus hours aweek, but you do and that's
your area of expertise.
This is my area of expertise.
Let me help you guys.
Speaker 2 (41:18):
Yeah, all right, I feel like we could be ripping
and ranting about so many otherthings but let's let these
people go the world's crazyright now, man.
It's crazy.
Y'all protect your peace,protect your boundaries, turn
off the news, find joy, dosomething good for your body,
for your mind.
I know I'm trying to do thatevery single day because it's a
(41:41):
lot out here.
So thank you all for listening.
Share this with a friend.
We'll talk to you soon, don'tforget.
Benjamin Franklin said aninvestment in knowledge pays the
best interest.
You just got paid Until nexttime.
Thanks for listening to today'sepisode.
(42:09):
We are so glad to have you aspart of our Sugar Daddy
community.
If you learned something today,please remember to subscribe,
rate, review and share thisepisode with your friends,
family and extended network.
Don't forget to connect with uson social media.
At the sugar daddy podcast.
You can also email us yourquestions you want us to answer
for our past the sugar segmentsat the sugar daddy podcast at
(42:31):
gmailcom, or leave usa voicemailthrough our Instagram.
Speaker 1 (42:39):
Our content is intended to be used, and must be
used, for informationalpurposes only.
It is very important to do yourown analysis before making any
investment based upon your ownpersonal circumstances.
You should take independentfinancial advice from a licensed
professional in connection withor independently research and
verify any information you findin our podcast and wish to rely
upon, whether for the purpose ofmaking an investment decision
or otherwise.
Every time I come to these meetings where you have
that separation of one personreally wanted to help the woman
and the male being like we don'tneed help, they need help.
I see the numbers.
There's never been a time whereI'm like, oh no, you're right,
you don't need any help.
No, every time they need a lotof help.
And I'm going to speak to menon this one.
Let that pride go, like thatpride of I can fix this is
(00:25):
killing you because it's okay tonot know something.
No, it's dumb to not knowsomething.
Realize you don't knowsomething and then do nothing
about it.
That's dumb.
That is the opposite of being aman.
Speaker 2 (00:46):
Hey babe, what are we talking about today?
Make them pockets grow.
Financial freedom's where we go.
Smart investments, money flow.
Speaker 1 (00:53):
Hey babe, what are we talking about today?
Well, today is another Rippin'Rant and first Rippin' Rant
we're going to talk about is DEI.
Speaker 2 (00:58):
You've been waiting.
You've been Rippin' and ranting.
Speaker 1 (01:02):
I do have a lot of opinions about this the middle
of january, and january was longyeah, as most of you know,
basically every single deiprogram and every single company
across the country is underattack or has already been
dismantled, and the reasonsbehind why they're being
(01:23):
dismantled.
That's what we're going to talkabout because, honestly, for a
lack of, I think it's crap.
It's crap.
The reasoning behind it is justcrap, it's lies, you know
racist lies yeah, because, well,let's first start.
Let's take a step back.
Let's first define exactly whatdei actually is, for maybe some
of you guys that don't know.
(01:44):
Dei stands for diversity,equity, inclusion.
It is basically a frameworkaimed at fostering workplaces,
organizations and communitiesthat embrace and support
individuals from diversebackgrounds and identities.
The main DEI initiatives theyoften focus on policies,
training and strategies thatpromote a more equitable and
inclusive society or workplace.
(02:05):
So listen to that definition.
I don't understand how anyonecould one be against it based
off the definition to begin with, and when people are against it
.
It leads me down two differentpaths.
One, you either are ignorantand you don't actually
understand what DEI is and whatit does and the purpose behind
it, or two, you're racist.
Speaker 2 (02:28):
I saw something yesterday, I think, that said
when somebody like, if you're insomebody's presence and they
say that they're against DEI,ask them which part Is it that
they're against diversity?
Is it that they're againstequity or that they're against
inclusion or all of it?
Is it that they're againstequity or that they are not
(03:09):
qualified for which is garbage?
Secondly, if you're going to saysomething about or against DEI,
Say it with your chest, thenSay it with your chest first off
and then also say it Like whatpart are you you don't like
equity, you don't like inclusion, you don't like diversity?
Which part do you not like?
Let's talk about that Insteadof giving it this like blanket
(03:32):
statement where you can kind ofhide behind it.
No, people need to startgetting called out for what they
you know are posting online orwhatever it might be like.
Tell me so I know which part ofDEI you don't agree with.
Speaker 1 (03:48):
I also don't like this new age racism.
I call it bitch assness racism.
Be honest with you, because atleast back in the day people
owned the racism.
They did racist things, theysaid racist things and when you
call them a racist they werelike, yeah, I'm a racist.
Nowadays people do racistthings, say racist things.
Speaker 2 (04:04):
But don't want to be called a racist.
Speaker 1 (04:05):
But when you call them a racist, they're like I'm
not a racist and they get allhurt and cry about it.
I'm like, no, don't do racistthings and people won't call you
a racist.
It's very simple.
Speaker 2 (04:13):
It's pretty basic.
Speaker 1 (04:14):
And so one of the things we really want to talk
about is the myths behind DEI,with a very obvious one that
most people have is that theythink dei dei lowers standards
when in reality it does.
The doesn't do any of that.
If anything, it actually raisesthe standards.
Most people, like just said,think that dei is black people
(04:35):
getting jobs that are notqualified for.
What dei does is forces peoplein some aspects to look at
qualified people that aren'twhite males.
Speaker 2 (04:46):
That's all it is that's what it is like.
So you have the bucket ofcisgendered white men who are
used to owning everything, beingin charge of everything, and d
and I helps eliminate only whitemen being interviewed for jobs.
That's what it is, yeah, soGive everybody else a chance.
Speaker 1 (05:09):
I kind of equate it to for those individuals that
are football players, that areinto football, it's the Rooney
Rule.
So the Rooney Rule in footballcame about because you have a
league that is like 70 to 80%black athletes and barely any
black coaches.
So that should tell yousomething.
Athletes and barely any blackcoaches, so that should tell you
something.
And so the Rooney rule appliedthat you have to interview a
certain number of blackapplicants for a head coaching
(05:31):
job.
You don't have to pick theblack applicant, but you do have
to interview them.
And there's a reason behindthat because one, it's opening
the opportunities for otherpeople that are just as
qualified.
So you're not just looking atgroup A over here Now, you're
looking at B, c, d, all theother groups as well to find the
same qualified applicants.
Now, also, what happens in thesescenarios is that, even if a
(05:54):
black person doesn't get the job, they now know the process.
And we all know that part ofalso interviewing for jobs
assuming you get higher up isunderstanding the process so
that you can improve.
If you don't get the job, ifyou don't understand the process
, or you have the opportunity toeven go through the process,
you don't even know what youneed to improve on to go through
it.
And so that's what DEI is forthe masses.
(06:15):
It's not unqualified peoplegetting jobs.
Now, is there a potential foran unqualified person to get a
job?
Yes, just like there's apotential for unqualified white
men to get jobs.
Same thing.
Speaker 2 (06:27):
That's literally been happening for centuries.
Look at our president.
Speaker 1 (06:31):
Like, in all honesty, like, look at our president and
for anyone out there that maybevoted for Trump and is
listening to us, do you think ifTrump was the exact same person
, everything, exactly the same.
Only thing you change is thathe's a, a black man.
Do you think he'd be president?
Speaker 2 (06:44):
no, like, if you don't lie to yourself, he
wouldn't be it's very obvious hewouldn't have even made it to
the ballot, he wouldn't beallowed to step foot in dc yeah,
I mean come on and that's thething behind dei.
Speaker 1 (06:55):
and like, I have heard this same argument since I
was in high school, you know,with the whole idea of
affirmative action.
I will not say the person'sname because I just don't
remember who was in high school,but I was in a class where
someone was talking aboutaffirmative action and how it's
making it hard for them, as awhite person, to get into
college, and I simply calledthem out.
I stood up in the little classand I said what is your SAT
(07:18):
score?
What is your current GPA?
Here I'll go first.
Here's my SAT score.
Here's my GPA.
Here I'll go first.
Here's my SAT score.
Here's my GPA.
Guess what?
Speaker 2 (07:26):
Mine were higher.
Have you been listening to ourpodcast and wondering how am I
really doing with my money?
Am I doing the right thingswith my investments?
Am I on track to reach myfinancial goals?
What could I be doing better?
If you answered yes to any ofthese questions, then it's time
for you to reach out to Brandonto schedule your free yes, I
(07:47):
said free 30-minute introductionconversation to see how his
services could help make you themore confident moneymaker we
know you could be.
What are you waiting for?
It's literally free and at thevery least, you'll walk away
feeling more empowered andconfident about your financial
future.
Link is in our show notes.
Go schedule your call today.
Speaker 1 (08:10):
And that's the problem is that people keep
pushing this narrative, and whatI honestly want to say is I'm
going to call it out it's amediocre white man pushing the
narrative to make themselvesfeel better about not getting a
job.
That's really what it is Peoplethat think they should get a
job just because they were whitearen't getting a job, and they
have to find some way to justifyit in their mind other than
that, hey, the other person wasmore qualified than you and they
(08:31):
just happen to be black.
Speaker 2 (08:33):
Yeah, there was another thread that I saw.
It was actually on threads andit was a black female physician
who had a heart to heart with acolleague.
Did you see?
Speaker 1 (08:46):
it, I did.
Speaker 2 (08:47):
And basically, you know, this was a white colleague
who was able to have this kindof a constructive conversation
about DE&I and affirmativeaction etc.
And they basically sat down andthey talked about you know,
what kind of school did you goto Like?
Where did you go to high school?
She went to an inner cityschool.
(09:08):
He, of course, went to aprestigious, very expensive
private school.
Where did they go to college?
What did they study?
What was their GPA?
What kind of you knowinternships did they do?
Et cetera, et cetera, and atevery single stage she had
higher scores, higher GPA, andshe did this all coming over to
(09:31):
the United States, not speakingEnglish.
I think she came when she waslike 15 years old 15 years old,
not speaking English, you know,having kind of the deck stacked
against her with where she wentto schools the schools that she
applied to.
She went to schools the schoolsthat she applied to and it
really showed that because ofDE&I she was able to actually
get the interviews.
(09:52):
Her grades warranted her beingthere.
But without these rules andlaws in place she could have
easily been passed over.
And so basically at the end ofthe thread he acknowledges you
had way more obstacles toovercome and you did much better
.
My, my scores were not the wayyours were.
My GPA wasn't what yours was,even throughout medical school.
(10:14):
She beat him every single stepof the way, which is why I mean,
they're both now physicians.
But she basically said she wasgiven the opportunities because
DE&I, this framework, you knowthese laws, these rules were put
in place.
And let's just be very cleareven though this administration,
the undertone of DE&I is blackpeople, brown people, yellow
(10:39):
people, anybody that is notwhite, that is what they are
considering DE&I.
But the reality is is if youare a woman, you are DE&I.
If you are over 40, you areDE&I.
If you are deaf, if you areblind, if you are in a
wheelchair.
Speaker 1 (10:53):
If you are a vet.
Speaker 2 (10:54):
If you are a vet, you are a DE&I quote, unquote hire
and so we really need to becognizant of the buckets we put
people in, because if you're ina wheelchair and the building
that you're going into has aramp access for you to access
that building with yourwheelchair, that is because of a
(11:15):
DE&I initiative.
Without something like that inplace, a building could just say
nope, you need to figure out away to get in here without
actually having access for yourwheelchair.
That's insanity.
Speaker 1 (11:27):
What's insanity also is, for example, the governor of
Texas.
Speaker 2 (11:30):
Oh my gosh.
Speaker 1 (11:31):
Who is voting against DEI?
And he's in a wheelchair.
Literally they have accessbecause he's in a wheelchair.
Speaker 2 (11:39):
I mean, how vapid can you be?
It's really embarrassing.
Speaker 1 (11:44):
And the thing is too.
I can tell you from experiencethat if you have a minority, and
, more specifically, if you havea black woman that is in a
higher position, for example, amanager, vp, executive, whatever
, above you, I guarantee you.
I guarantee she's twice asqualified to be there.
Speaker 2 (12:00):
Right?
Well, and let's just makesomething very clear Black women
are the most educateddemographic in the United States
.
Black women have the highestpercentage of secondary degrees
in the United States, whichmakes vis-a-vis, ergo
concordantly, black women themost educated demographic in the
(12:21):
United States.
It is not white men, it hasnever been white men, and this
is why we need D and E and I toensure that people who are not
just cisgendered white men haveaccess to education, have access
to be sitting in rooms that wedeserve to be in.
How is it 2025?
And this is a conversation thatwe are having.
Speaker 1 (12:44):
It's a conversation that's all been around.
I mean like, for example, Imean my mom is a retired college
professor, phd, had hermaster's at 21 years old, and
you know.
Another perfectly prime exampleon par with this administration
is that I've always said it andI can explain it that the
Supreme Court justice, katonjiBrown Jackson, is the most
(13:04):
qualified justice on the courtbased upon work experience.
She is the only justice on thecourt that has Supreme Court
clerking experience, publicdefender experience, sentencing,
commission, district courtjudge and court of appeals judge
.
She's the only one that has allof those on her resume.
She is hands down the mostqualified person, but people try
(13:24):
to say that she was notqualified enough because she's a
black woman.
She's not a DEI hire.
Speaker 2 (13:30):
She is the most qualified person in that
building.
Speaker 1 (13:33):
If anything, the DEI hire is Amy Comey Barrett, who
did not have any of thisexperience.
Well, she has some of it, butmost of it she does not.
Speaker 2 (13:41):
Well, and not the tenure.
Oh no, I mean she barely was.
Speaker 1 (13:44):
She was a judge for two minutes, that's it.
Speaker 2 (13:46):
Yeah Well, we understand that being qualified
in this administration is notsomething that anybody values.
The country has voted this wayand what's really sad is that
there are so many qualifiedpeople that without D, e and I
are just not going to get theopportunity to sit at the tables
(14:09):
that they deserve to be at.
And what's more terrifying isthat the people who are more
than qualified to be in theroles that they're in are now
going to be questioned even morethan they have been previously
to see if they deserve to bethere.
And again, the stats are there.
(14:29):
I mean, nobody else questionsthe nepotism or the fact that
you know somebody is hiringtheir son, their cousin, their
whatever in their family, theircountry club buddy, as long as
they look like cisgendered whitemen and they're like, this is
this is nothing against whitemen.
This is against people whodon't understand that there are
(14:53):
people in this world who needopportunities to present their
skills and without DE&I, that isnot going to happen.
And the fact that they want todemolish, shut it down, rip it
out that, I think, is reallyterrifying.
And the people who don'tunderstand, again what it means.
(15:13):
Right, if you are a nursingmother and maybe your building
has a nursing mother's room.
Guess what?
That is a DE&I initiative.
You want to go back to pumpingin the bathroom stall, pumping
in your car, pumping in somebroom closet with chemicals,
because that's what this isgoing to be.
This is what's going to happen.
(15:33):
These initiatives help peoplelive, work, function in the
spaces where we live, work andfunction.
That's what it is.
Speaker 1 (15:45):
Also, at the end of the day, it does come down to
dollars, because several studiesshow that diverse teams
outperform homogenous teams.
If you have a team full ofwhite cisgender males, they only
have one perspective.
For the most part, they onlyhave one perspective.
So when you start to diversifythat team and you have people
from different backgrounds,you're going to get better ideas
(16:06):
Like if you don't understandthat you are not at the top of
the game.
I'm just like, you know, like,if you don't understand that,
you're going to fail in the longrun.
Speaker 2 (16:15):
I mean, if you look at Fortune 100, fortune 500, if
you look at these largecorporations even the ones,
sadly, that you know decided tojust throw DE&I out the window
as soon as they were legallyable, the ones that have diverse
boards, the ones that havediverse executive leadership
they are always outperformingthose that do not, for the
(16:36):
reasons that Brandon justmentioned.
So if you want to have acompany that is successful, then
you hire people that don't lookthe same, don't have the same
background, don't have the sameskill sets.
You are looking for people tofill the gaps that you might
have, that your neighbor mighthave, that the third person at
the table has.
You're trying to build out a,you know, a group of people that
(17:01):
really can speak to and fillthe gaps of who's in the room.
Speaker 1 (17:08):
Also, too.
The whole myth of this isreverse racism.
First of all, there's no suchthing as reverse racism, because
reverse means opposite, and theopposite of racism is what
we're going for.
So I would love to have reverseracism.
It means no racism, so the termitself is stupid.
I hate that term.
It's such a dumb term.
But the idea is that it's aboutfairness, not favoritism.
Speaker 2 (17:30):
Right.
Speaker 1 (17:30):
And that's what it is .
We are trying to move away fromthe favoritism and open the
door of opportunity for everyonewho's qualified.
Speaker 2 (17:39):
Yeah Well, I know you and I both talked about this,
but again, threads is a pop inplace right now and I'm really
it this like.
I know it's part of Instagram,but it is my favorite place to
be on the internet right now.
But there was a thread by acisgendered white pilot and he
basically detailed all thethings that you have to go
through in order to get yourcommercial pilots license and
(18:02):
actually be hired by, you know,the Deltas, united's, americans
of the world, and then basically, at the end, he was like any
black, brown, yellow person thatis flying a commercial airline
or any kind of airline wherepassengers are paying to be is
there because they are qualified.
You do not become a commercialairline pilot because of a DE&I
(18:27):
initiative at a company, becauseyou were hired because you are
not qualified.
That just doesn't happen.
So all of the people who areout here saying oh, so-and-so is
not qualified and that planecrashed because no, no, boo-boo,
that's just not a thing.
Stop trying to make fetchhappen.
You wrong, you are wrong.
Speaker 1 (18:47):
I mean also.
The thing is, too, is that youhave to think about this way
Black people make up roughlyaround 15 percent of the US
population.
Now take into account that alsoincludes children and people
that are too old to work.
So cut that percentage downdrastically more.
White people still make up 60to 65 percent of the US
population.
White people still make up 60to 65 percent of the US
population, and it's always been.
(19:08):
You know the ploy of let'sblame it on the smallest
percentage of people in the inthe make up the population.
They're the problem.
Speaker 2 (19:15):
Like if you are, if you are a white person and I am
a half white person.
My mom is German.
I grew up in Germany Extra halfwhite.
Brandon likes to call me extrawhite.
Okay, so this is not a blackand brown.
This is not that Okay.
I want you if you are a whiteperson, I don't care what gender
(19:38):
you are If you are in a space,I want you to look around.
You live in the United States.
I want you to look around thatspace and I guarantee you you
will be able to count, dependingon how large the space is.
You will be able to count,maybe on one hand, maybe on two,
how many Black people are inthat space.
I will tell you, as a woman ofcolor, when I go into a
(20:02):
restaurant, I can see my fellowbrown people.
We were at swim lessons theother night with our kids, one
hand with fingers to spare.
How many black and brown kidswere on that swim team?
While our kids were doing theirlessons, how many black and
brown parents were in thebleachers?
Yeah, look around.
Look around when you're at thepark with your kids on the
(20:22):
weekends.
How many black and brownfamilies do you see?
You will.
I guarantee you you will beable to count them on one or two
hands Next time you go to abirthday party, next time you
show up to volunteer for yourkid's class.
I just want you to open youreyes and look around you.
As a white person, are not theminority.
(20:44):
You are not, not even close, andthe fact that you've probably
never had that thought of.
Oh, I'm in a restaurant.
How many people look like me inthis space?
That is your privilege and I'mnot saying you need to feel
guilty about it.
This is not me coming at youfor any other reason, except for
pay attention to the spacesaround you and recognize that as
(21:05):
a white person, you were alwaysin the majority in that space.
Look at the nail salon, look atwho's in line at the grocery
store.
You are not being outnumbered.
Speaker 1 (21:18):
I mean previously, a previous financial planning firm
that I worked at.
We had a really good CEO and hewas really open to having these
conversations.
And he went with a group of usprobably about 15, 12 to 15
black advisors and we went to aconference in Atlanta for
African-American financialprofessionals and he came down
and so we're sitting in the roomall at the table you know
everyone's at the conference andwe said to him we said have you
(21:41):
ever been in a room whereyou're the minority?
And he was like no, this isprobably one of the first times
I can recall.
Um, but uh, he was in a roomfull of black people and he had
never experienced that before.
And we said to him you know theway that you feel right now.
Speaker 2 (21:57):
This is our everyday life every day, every day, which
is why I mean there areconferences for women in tech,
blacks in tech.
Speaker 1 (22:08):
And it's not about exclusivity.
That's the problem.
It's not about being exclusive.
Speaker 2 (22:11):
But you know, I will say there is something so
powerful and comforting andenergizing when you are in those
spaces and you are surroundedby people that look like you.
Now, again, as a white person,you get that all the time you go
to the conference, mosteverybody's going to be white.
That's just how it is.
(22:31):
But the few times that we dohave an opportunity to be in
these spaces, it matters.
It's just like when you go to aconference that's focused on
women, maybe it's focused onmothers, maybe it's focused on
the book that you're currentlyreading, right Like there's
community in that and it's verypowerful and it's comforting and
it's energizing and you knowit's something that's very, very
(22:55):
valuable and we don't have alot of that.
And so all that to say lookaround the spaces that you
occupy and figure out are you inthe majority or the minority?
And DE&I is focused on bringingopportunity to those who are
qualified to at least be in theroom, to be given a shot, to get
(23:19):
the interview, to have theirresume read.
Speaker 1 (23:22):
That's it.
Speaker 2 (23:23):
That's it.
You still have to do the work,you still have to be qualified.
But think about all of thetimes and you know, especially
again if you're a woman thinkabout how many female executives
make it to the top, especiallyat these large companies.
It's very minimal, and it'sagain because we are not given
an opportunity to even be in theroom.
(23:44):
That's what this is giving.
It is not a handout, it is nota freebie, it is not a pass to
be uneducated andunderperforming and unqualified.
It is none of those things.
And if you are walking out inthe world with that in your mind
, we need you to pick up a book,we need you to read a qualified
article and we need you to pickup a book.
We need you to read a qualifiedarticle and we need you to do
(24:04):
better also.
Speaker 1 (24:06):
The thing is too, is that, um, if your first thought
when you see someone get a joband maybe you didn't get it in
their person, of color per se,and your first thought is, oh,
it must be a dei hire, you'reracist.
If you don't know anythingabout that person and you
automatically assume, justbecause they are not white, they
are not qualified for the job,you are racist and you
automatically assume, justbecause they are not white, they
are not qualified for the job.
You are racist and you need todo some changing to yourself.
Speaker 2 (24:30):
Or at least some inner reflection.
Speaker 1 (24:32):
I'll make it a little bit more gentle.
No, you're racist.
Speaker 2 (24:35):
There needs to be some introspection on why that
is your first thought.
Speaker 1 (24:39):
Yeah, because you're racist?
Speaker 2 (24:41):
Why is your default?
We all have biases, we all haveour own experiences and, yes,
for some of us they are rootedin racism.
But again, do the work, havesome introspection and think
about well, why was that?
My first thought?
Speaker 1 (25:00):
You're nicer than me this time.
Speaker 2 (25:01):
I'm trying.
I'm trying.
Speaker 1 (25:03):
Normally I'm the nicer one sometimes, but this
one 20, 25, I'm calling thistime.
I'm trying.
Speaker 2 (25:05):
I'm trying, Normally I'm the nicer one sometimes, but
this one 2025, I'm calling youracist.
Speaker 1 (25:08):
I'm sorry, I'm done.
I've done that for years whereyou try to have the
conversations and stuff likethat.
I'm over that.
Speaker 2 (25:14):
I know.
Speaker 1 (25:15):
Society doesn't dumb itself down to idiots.
You're just going to be leftbehind.
That's how.
Speaker 2 (25:23):
I feel, okay, let's move on to our next rip and rant
, because I know we can talkabout that forever.
Speaker 1 (25:32):
All right.
So next, rip and rant issomething that I've seen in my
own experience throughout theyears.
Honestly, a little bit morerecently is that I would say
honestly I believe all theclients that I have that are a
couple, you know, married couple, a male and a female.
The woman is the one thatactually reached out to me.
Speaker 2 (25:51):
All right, To schedule the appointment.
Speaker 1 (25:53):
To schedule the appointment as far as all the
ones that have as clients, andI've also noticed a trend of the
women reaching out to me andtheir husbands not being on
board.
So, therefore, I'm sitting in ameeting for the first time, you
know, speaking to theseindividuals, and it's very
obvious from body language andwithin one minute of the
conversation, I can tell usright away that the woman is the
(26:15):
one that's like hey, we needhelp, and the man is like I
don't think we need help.
And it's always funny because,like, part of my process is is
that I asked to um to fill out aquestionnaire that provides me
with a high level overview ofwhat your current financial
situation is and then provide mesome information about, like,
some of the things that maybeyou're looking to have help with
.
So it's not like I'm going intothe meeting blind without
knowing any numbers.
(26:36):
So every time I come to thesemeetings where you have that
separation of one person reallywanted to help the woman and the
male being like we don't needhelp, they need help.
I see the numbers.
There's never been a time whereI'm like, oh no, you're right,
you don't need any help.
No, every time they need a lotof help and I'm going to speak
to men on this one.
(26:56):
Let that pride go, like thatpride of I can fix this is
killing you because it's OK tonot know something.
No, it's dumb to not knowsomething.
Realize you don't knowsomething and then do nothing
about it.
That's dumb.
That is the opposite of being aman.
Speaker 2 (27:15):
Well, I think too, because when these things happen
, brandon never tells me youknow, I don't know any names, I
don't typically know details,like he, you know, obviously
keeps all of that informationprivate.
Um, but he'll come down andhe'll be like, oh, you know this
, this guy wanted me to convincehim that he needs a financial
(27:36):
planner.
Like I'm never going to do that.
Like, if you are coming toBrandon and you say or
roundabout way, or like well,tell me, tell me why I need one,
he's going to be like you're onthe wrong call, like hop off of
the zoom, because I am not theone.
Speaker 1 (27:50):
If you're looking at the same numbers that I'm
looking at and you don't realize, you need help.
That's a you problem.
Speaker 2 (27:55):
Right, well, but also how awkward that I mean it's.
I'm sure it's embarrassing alot of times, especially in some
of these situations with thewomen who are like very clearly
like no, no, we're not All right, we don't got this.
Like we need a third party whodoes this for a living to help
us.
Like we need some handholding,we need some guidance, we need
(28:16):
to get these questions answered.
And the guy is like no, we'redoing fine and you're literally
putting college tuition on acredit card it's sad you're not
fine.
Speaker 1 (28:26):
It's sad to listen to only because, like I said,
there's areas like there's areasthat we all lack information or
ability to handle.
There's there's tons of thingsI don't know and understand, but
one thing I think I'm prettygood at is saying that I don't
know and I have no problemsreaching out for help in areas
(28:47):
that I need help in, and it'sjust terrible to see these
scenarios because it's the same,literally it plays out the same
way where the woman looksdistraught, upset, embarrassed,
and the man's sitting therelooking stubborn and from my
viewpoint, he looks stupid.
And I don't mean stupid in thesense of like from an education
standpoint.
You look stupid in the sense ofyou don't understand how your
(29:09):
wife feels.
Speaker 2 (29:10):
Yeah, and that's so sad.
Speaker 1 (29:12):
Everything is about communication, so this isn't
even like you know.
This goes far beyond finance.
If you're listening to yourwife talk about a problem that
she has and it's a problem thatyou know you guys have and you
guys have to work together tofix it and she's like this is a
problem, we need to fix it, weneed to work on it, we need help
from somebody else and you'reignoring it.
You have an issue in yourrelationship in general that is
far beyond finances, because youare not communicating properly
(29:35):
and you are not respecting andhearing your partner.
Speaker 2 (29:38):
Yeah, I know some of the some of the stories.
Again, I don't ever know namesor any of those details, but
some of the stories I'm justlike you know.
Oh, you probably wouldn't evenwant to work with them because
it sounds like they need a lotof help in other areas before
you know you start tackling cashflow and investments Like it
(29:59):
really sounds like you should betalking to a counselor and you
know a financial planner.
Speaker 1 (30:04):
I've wanted to say that, but I don't say it in
those words because that's notmy place.
Speaker 2 (30:08):
But, and honestly, all these scenarios, I would 100
work with the wife because theyseem to always be lovely people
who are looking for genuinehelp and are open to that and
understand that they are in aplace where, man, we really need
support, and it's only going toget worse and the men are like
I'm immediately like I don'twant to work with that person
like because they probably don'twant to be married to that
person it's just, it's just.
Speaker 1 (30:29):
It's.
It's rough to watch, man.
Like it's just extremely roughto watch because I know where
it's going to go if they don'tget on the same page.
Like it's not going to getbetter all of a sudden.
And it's also like.
Also, another thing is, too, isthis is just anyone that
reaches out to me.
If you're going to set anappointment with me, make sure
that you have 100 percentattention on the meeting.
(30:51):
If I'm talking to two peopleand I see one is doing work, I
automatically don't want to workwith you, because that is the
rudest thing ever.
I give you my time.
You give me your time.
That is so rude.
Speaker 2 (31:02):
But that's also indicative of like they don't
want to be there or, you know,like If you can't, Well also.
Speaker 1 (31:09):
Schedule at a time that both of you could sit there
and be attentive.
Speaker 2 (31:11):
Didn't somebody recently ask you what you know,
Like tell me what you know thatI don't know?
Yeah?
Speaker 1 (31:22):
I was like I don't have all month to sit here and
talk to you.
Speaker 2 (31:26):
Like I mean that's also.
I mean, do you not say likeokay, if you're not a doctor,
like maybe that's not?
Speaker 1 (31:31):
a good example.
What I said to the person was Isaid to them right off the bat
I was like I'm not here toconvince you that you need a
financial advisor.
I said you need to come to thatconclusion on your own, and it
doesn't sound like you alreadyhave.
Speaker 2 (31:45):
But how rude.
This is what you do, 40 plushours a week.
This is what you study, this iswhat you take exams for, this
is what you attend conferencesfor.
This is what you do for yourclients every single day of the
week, to the tune ofmulti-million dollars,
portfolios across your clients.
(32:06):
Like how rude to say that.
Tell me what you know that Idon't know.
Like you wouldn't do that to me.
You know for my work, right?
Like why would you go and dothat?
Like this is what this is yourprofession.
Speaker 1 (32:22):
Also the thing is too at the end of the day, you
scheduled the meeting.
I didn't Well, it was the wife,technically right.
Still the same thing.
Y'all reached out to me, yeah.
So also the thing I take it instride only because I feel as
though I do my best to interactwith people that are extremely
intelligent in a variety of ways, not the standard traditional
book smarts.
(32:42):
I like to be around people thatare smart in all different
varieties of ways, and onecommon thing I've seen is that
people that are intelligentdon't act like that.
Speaker 2 (32:50):
Right.
Speaker 1 (32:51):
And so you already tell me a lot about your own
personal intelligence, your ownability to have growth.
You tell me a lot from acomment like that.
Speaker 2 (32:59):
Just a PSA, in case it still hasn't resonated.
Brandon is never going to spendtime convincing you that you
need to work with him, or anyfinancial person.
No-transcript.
(33:42):
Yeah so you need to come tothat conclusion on your own.
Speaker 1 (33:45):
Yeah, I'm here for those individuals who have
figured out that they want help.
They need help and they wanthelp and now they're just simply
looking for the right advisorthat fits them, and I have no
problems answering answering anyquestions around a fit.
Like I just said, all thosequestions are valid, great
questions.
I love to answer thosequestions so that you can
(34:05):
understanding of who I am andhow I work with my clients, but
I'm not going to sit here andtry to convince you that you
need an advisor to begin with,whether it's me or another one.
Speaker 2 (34:20):
Oh, there's another rip and rant.
I think that you almost forgotis.
So in if you're gonna, ifyou're thinking about reaching
out to Brandon, which of coursewe hope you do.
You know, we provide a ton offree information in our podcast
and our newsletter.
Speaker 1 (34:28):
But I also need to get paid.
Speaker 2 (34:29):
Well, yes, but but as part of his process, the you
know you have to fill out yourthe questionnaire in order to
schedule a meeting.
And if you are not comfortablesharing high level information
about your financial situation,I mean, he's not asking you for
your social security number,he's not asking for bank account
numbers statements.
It's literally like do you havea 401k?
(34:51):
What is the approximate balance?
Right, do you have a savingsaccount?
What is the approximate balance?
And it's really just to kind ofagain not go into the
conversation blind, but if youare not comfortable sharing a
high level picture of yourfinancial situation, you need
not apply, because what kind ofconversation are you going to
(35:11):
have for 30 minutes when youcan't share?
If you have a 401k, like whatdo you want to talk about?
Speaker 1 (35:20):
Yeah, the purpose of the purpose of getting that
information is to, when we havea conversation, to tailor it to
your specific situation, thethings that are going on in your
life, the things that you needhelp with, so that you can have
a much better idea of what itwould be like working with me
for your specific situation, notsome generic idea.
Speaker 2 (35:39):
And I do want to be clear this is not a weed out
process, right?
Brandon is not.
Maybe he will one day get to apoint where he's like, hey, I
don't work with anybody whodoesn't make a million dollars,
right.
Speaker 1 (35:51):
Well, I'll say this the thing is, it's not a weed
out process.
Now, granted, I can seesometimes, for example, like if
your income is below a certainlevel, the reality is that, more
than likely, it doesn't makesense to work with me because I
would be too quote unquote anexpense for you in regards to
how much you bring in.
But the thing is, I still takethe meeting and I give you
(36:11):
action steps.
Speaker 2 (36:13):
Yeah, because you have turned people away.
I feel like in the last coupleof months you've actually said,
hey, I don't think you're atthis point.
Or here are a couple of thingsthat I think that you can work
on in the next six months andI'll reach back out in six
months.
Or or, you know, hey, you'renot an ideal client for these
reasons, because Brandon couldtake your money, but that's not
(36:33):
who he is as a person, and so hehas been turning people away
for all sorts of reasons in thelast couple of months and always
has, but I feel like it's beenmaybe because people are
listening to the podcast andthey now know your personality
and they want to work with you,but he's never going to take
your quote, unquote money ifit's not a right fit and he
can't help you be successful inhelping you reach your goals,
(36:55):
whatever those goals are,because they're different for
every person.
Speaker 1 (37:00):
Yeah, I mean like I had a meeting the other week
where, you know, based upontheir income, they were kind of,
you know, a little bit belowwhere I would like them to be
from a comfort standpoint ofbeing able to add me as another
line item of money that's comingout of their pocket and in
comparison to also like how muchthey had, they didn't have
nearly enough of emergency fundssaved up and I was like you
know, that monthly fee that youpaid me, that'd be much better
(37:23):
serve putting it each month intoyour high yield savings account
to build up that emergency fund.
So, like I said, I don't justsee these information on the on
the questionnaire and say I'mgonna cancel the meeting.
No, I have the meeting with you, even if I knew beforehand that
you're probably not going to bea good fit, because I also
provide you with action itemsthat get you to a point where
then it maybe it makes sense forus to work together.
Speaker 2 (37:42):
Yeah, so I just wanted to call those things out.
You know, like you have to.
You have to do your part too inorder to have a fruitful
conversation and to understand.
You know what your financialsituation is and what goals you
have, because that's reallywhere Brandon is going to start
(38:02):
this process is what are yourgoals?
What do you need?
Now, that's different than ifyou're like, hey, I need some
life insurance, can you do thatfor me?
That's a that's a verydifferent conversation.
Speaker 1 (38:12):
And that's a transactional yeah.
Speaker 2 (38:20):
But if you're coming, you know, if you're coming, you
know if you're coming whichagain, by the way, psa brandon
can do life insurance,disability insurance, all those
things, um, but if you'reactually looking for true
financial planning, you know,then you're gonna have to do
your part.
You're gonna have to fill outthat information and he's not
gonna bend your, his processbecause you had somebody
recently that you know kind ofrefused to put that information
in.
But then, well, I have thisamount of money that I'm looking
to invest and kind of felt likeit was like trying to dangle
(38:42):
the carrot kind of thing and youwere like that's great, like
everybody that I think is goodthat I would recommend is going
to have a similar process,because we all want to make the
most out of your time and oursto see if this is a fit.
So don't ask people to changetheir process.
(39:04):
Either find somebody else or gowith the process that Brandon
has been building out or whoeverhas been building out for their
career and understands why thisis important.
And they do it the way they doit for a reason.
Speaker 1 (39:19):
Also.
The thing is is that, like Isaid, part of my process is
getting that information andthen we have a 30 minute meeting
you know sometimes runs alittle bit longer depending on
what the scenario is and I knowwithout a doubt that after that
30 minute meeting with me, onceyou provide me with your
information, you are going to bein a significantly better place
from a knowledge standpoint ofwhat you need to do with your
(39:40):
finances than you were part ofthat meeting and I didn't charge
you a thing.
Speaker 2 (39:44):
Yeah.
Speaker 1 (39:45):
So either way, I need to get paid at some point so
that I can forward my lifestyleand we could pay for our house
and our kids and all thosethings.
But that's a free 30-minutemeeting and I guarantee you you
will get the value out of thatand I give you that for free.
Speaker 2 (40:01):
Yeah, I mean I've seen some of the follow-up
emails you've sent to people whowere not a fit and I mean you
could be charging for thatinformation.
I will say that.
So, anyway, mean you could becharging for that information?
I will say that so anyway.
Speaker 1 (40:17):
But when it comes to the couples and the woman
wanting to know that they needhelp in reaching out and the man
not being on the same page, youmight want to take a look at
our dream framework yes, dream,dive, reflect, engage, act,
manage.
Speaker 2 (40:32):
We have an entire episode on it because there's
there's clearly a communicationbreakdown there.
So, you know, for those womenwho have men who are being
prideful, who don't want to takethe meetings, who don't want to
get outside, outside help.
Speaker 1 (40:48):
Ooh, sis, I'm really sorry that's going to make
things really difficult, um,like, I said at the end of the
day it meant like there'snothing shameful about getting
help.
Nothing at all.
We cannot be experts in allareas.
Speaker 2 (41:03):
Right.
Speaker 1 (41:04):
All you guys out there that have, you know your
nine to fives, your job, yourcareers.
I don't know how to do yourcareer.
I don't do that 40 plus hours aweek, but you do and that's
your area of expertise.
This is my area of expertise.
Let me help you guys.
Speaker 2 (41:18):
Yeah, all right, I feel like we could be ripping
and ranting about so many otherthings but let's let these
people go the world's crazyright now, man.
It's crazy.
Y'all protect your peace,protect your boundaries, turn
off the news, find joy, dosomething good for your body,
for your mind.
I know I'm trying to do thatevery single day because it's a
(41:41):
lot out here.
So thank you all for listening.
Share this with a friend.
We'll talk to you soon, don'tforget.
Benjamin Franklin said aninvestment in knowledge pays the
best interest.
You just got paid Until nexttime.
Thanks for listening to today'sepisode.
(42:09):
We are so glad to have you aspart of our Sugar Daddy
community.
If you learned something today,please remember to subscribe,
rate, review and share thisepisode with your friends,
family and extended network.
Don't forget to connect with uson social media.
At the sugar daddy podcast.
You can also email us yourquestions you want us to answer
for our past the sugar segmentsat the sugar daddy podcast at
(42:31):
gmailcom, or leave usa voicemailthrough our Instagram.
Speaker 1 (42:39):
Our content is intended to be used, and must be
used, for informationalpurposes only.
It is very important to do yourown analysis before making any
investment based upon your ownpersonal circumstances.
You should take independentfinancial advice from a licensed
professional in connection withor independently research and
verify any information you findin our podcast and wish to rely
upon, whether for the purpose ofmaking an investment decision
or otherwise.
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