2021 Reflections & 2022 Predictions

0:21 Hi Emily hey Kristiana dear friends
0:27 we're together for the holidays actually what we really did was completely rearrange my living
0:32 room so that we can do a little holiday special for you today we're going to be doing five predictions
0:38 for 2022 and then five reflections on 2021 so we each have a list we've
0:44 checked it twice we've both been naughty and we've both been nuts so
0:49 basically nobody knows what will happen nobody knows what's going to happen today we literally came up with this idea two days ago
0:56 we have champagne so cheers to all of our friends thank you for a tremendous ... 10 years of
1:02 Visionality and a really good 2021 and here's open 2022 is just as great yes cheers
1:12 now we we can do this on workouts for the bosses exactly now we do not know what's on each
1:17 other's lists no so these are completely independent five predictions five reflections and we have a hunch
1:24 that they're to be similar yes so let's go ahead and start with reflections on 2021
1:29 i'll let you go do one first my first reflection on
1:35 both Visionality's 2021 but also our clients year was basics basics
1:41 basics ... double down on the basics the foundation of your business or your organization um
1:49 is what enabled us to survive the pandemic and we've seen that continually bring bringing that to the forefront of
1:56 our clients work nail the basics you don't get sparkle shiny stuff until you nail the basics and the basics
2:03 help you do all the things more efficiently and all those things very good um
2:09 that was not one of mine i know one of my reflections for 2021 was it
2:17 literally says damn that was hard i don't think we were expecting 2021 to
2:22 be as hard as 2020 was and it ended up being just as hard if not harder ... from the
2:29 standpoint of and you might have this in your notes too but ... burnout was still very severe on our
2:35 team burnout with our clients was still very severe it was an incredibly hard year
2:41 i think it was may and june we thought we were getting out of this and like it felt really good
2:47 and like there was hope on the horizon and we started hanging out with people again and then by end of july mid july
2:54 like it just went downhill and so like the fact that we've had like massive waves of just like uncertainty again
3:01 over and over i think has been really hard and the finish line keeps moving yeah and we
3:07 don't know where it is yet yeah the fact that we're even in this room together i think is awesome and that's like a huge step that we would have been able to do
3:13 this summer right exactly or last year exactly so i'll take the i'll take this one
3:19 yeah so to piggyback on that my second reflection is doing the right thing is
3:25 almost never doing the easy thing and us you know over our whole lives and certainly our
3:31 careers and especially the last two years we have had to do so many hard things
3:37 but the hard things are the right things and and so my big reflection is you know
3:43 lean into the hard things make the hard choices when you need to ... and just you know especially again if
3:50 your basics are nailed the hard things are going to be easier yeah that's a good one i like
3:57 that thanks it's almost like a palm reading from the standpoint of like it's big enough that everybody can like see
4:02 themselves in it but it's also specific enough that it's that it's solid well and
4:08 what i what i wrote in my write up about doing the hard thing was
4:14 really about how we leaned in to social justice okay and how i had run our
4:20 company for eight years as politically neutral and and you really pushed us to lean in to
4:28 social justice and to use our sphere of influence the tiny itty-bitty piece of the world that we control
4:36 to advocate for others and you know i had always been so afraid that
4:42 you know if we took a stand on anything we would lose clients and that wouldn't
4:47 be good for our team and then and upon further reflection you know i don't want to work with
4:53 somebody who doesn't know that black lives matter and who doesn't believe that women or marginalized genders should
5:00 earn the same as men and so it it's just been so beautiful you know we made that
5:06 hard decision to say we're gonna we're gonna step up and we're gonna do the right thing and
5:12 then to watch like how our new clients have just like
5:18 not only are they perfect fits for our work but they're perfect perfect fits for our values and i just love that
5:24 it makes we already do such cool work but it just makes it so much more rewarding yeah i think like one of the
5:30 interesting parts about like the the DEIJ work that we've been doing this year and
5:35 you know and it's really important to call out the elephant in the room even though the elephant in the room's
5:40 my tree right now ... but the other elephant in the room is that we're both white women and our team is primarily white and that
5:47 is something that even though we do DEIJ work it is something that we acknowledge ... it is something that we are striving
5:54 to work on one of the things that we have actually started to work on as part of this work is thriving wage work
6:00 within the nonprofit sector ... so often like non-profits just use the excuse of like well there just aren't people of
6:05 color or like people are applying for these jobs it's like well because you're not paying anybody you're paying people poverty wages and so we think that that
6:13 is one way that we can actually make some work in that sector and that's actually one of my reflections from 2021
6:18 is the thriving wage work that we have been doing ... you know we're obviously not there yet but you know for better or
6:24 worse we are seeing this conversation happen so huge kudos to the executive director roundtable for your like take
6:31 this job and shove it economy you know roundtable discussion the other week and even i think the director of development
6:36 roundtable ... discussion today around just building company culture that allows companies to or organizations to
6:43 thrive and actually attract really good talent ... that to me is like probably one of the biggest like reflections within 2021
6:50 and deij work is like people for better or worse like organizations are starting to feel like a actual like bottom line
6:57 crunch that they weren't feeling before and how wonderful is that that they're finally feeling the pressure to do the
7:04 right thing yeah that was one of my reflections was sometimes you just got a leap so
7:10 for up until now offering health benefits was too expensive for our team and honestly like
7:18 too expensive and too scary and too complicated and like so many so many hurdles to get over and we were
7:25 just you know growing our company and whatever and so ... again really
7:30 leaning into our mission vision values and then
7:36 really settling in to the fact that this will make us a better company it's
7:42 expensive however offering health benefits was the thing
7:48 we needed to do to attract top talent and right now it's hard to attract any talent let alone the top talent so
7:54 number one having that in the job description was critical to us hiring the the perfect people
8:01 number two one of our company values is to have thriving employees and employees who have health insurance
8:08 are thriving it's one step closer to thriving to not have to worry about your health and by
8:14 the way healthy employees like do good work and stuff like if you're not worried about going
8:19 to the doctor it's weird huh yeah or when your insurance doesn't cost 600 a month and it's being subsidized by
8:25 your employer that's pretty cool yeah that's also money in pocket yeah and
8:30 for me as the business owner like i'm the numbers person i'm the budget person and
8:36 what was we were so proud that at the beginning of this year everyone got a 10 raise we were so proud of that and we
8:43 worked really hard to make that a reality yeah and
8:49 instead of giving that same you know chunk of a raise we are giving that raise in the
8:56 form of health benefits and as a business owner what's really cool is that's actually pre-tax money depending
9:01 on how you set it up so we found a way to give the same value to our employees
9:06 of that raise and it's actually in line with our tracks tax strategy as
9:12 a company and so you know no one believes me when i say your employers
9:17 your employees will do better work if you leave them alone let them just do
9:22 their jobs like not you know whatever but like there really are dollars and cents savings to leaping on some big
9:30 things and investing in your team and so that's funny because of course like healthcare was one of my reflections for
9:37 2021 so when i first started with Visionality ... i pointed out that there weren't healthcare benefits and i
9:43 pointed out that i was going to be paying i don't mind sharing this number 550 a month for my healthcare ... you
9:50 know, I... I was grateful for the american ... affordability with that aca i'm i'm grateful for ac
9:57 because it allowed me the flexibility to get a job that i wanted ... however there was a you know there's
10:02 a cost with that ... and having come from other employers that like had completely covered healthcare like health benefits
10:08 i also just told Emily that like any any offer she gave me i was gonna have about
10:13 over five thousand dollars less coming into my pocket at the end at the end of the day so even if she offered me you
10:18 know i'm just going to throw around numbers if she offered me 50 000 which is not what i was offered ... but like i would be taking home less than 45 based
10:25 on having to pay for my insurance and so every time we started to have this conversation around health care
10:31 like Visionality would always say like well we're working on it we're working on it and we finally just and this is
10:37 one of the things i'm grateful for having worked here with you know with Emily is i told Emily that we have to
10:42 stop saying that we're going to do it and actually do it and sometimes those are hard conversations to have with your
10:47 boss because at the end of the day she writes my paycheck ... she could tell me she no longer wants to write my paycheck
10:52 anymore and i could be a pain in the ass sometimes i get it ... but i think that like this was one of
10:58 those conversations where it's just like we have to stop kicking the can down the road and actually do this ... and if we
11:03 actually want to say that this is the type of company we are and the type of values that we hold that we actually have to start
11:09 walking the walk versus just talking the talk it's it's time yeah and i'm really proud of you for for doing that because
11:15 yeah it was scary and it is costing us money but at the end of the day it's like we're technically also giving our employees a raise because they're not
11:21 having to pay so it's like a double it's a double win they get health insurance and they're technically getting a raise
11:26 because the money that they would have been spending on health insurance is now going into their checking account and we get to do it on pre-tax dollars and they
11:33 get to save money like it's a bunch it's like the biggest like win in the world no i feel like we're getting away with something
11:39 so it's like that was one of my big reflections for 2021 is the fact that we actually are getting health insurance across the finish line and thank you for
11:46 listening to me this entire time like because i have been harping on this for two years and the fact that it was
11:52 finally this like we have to do this like and the fact that we even stopped our hiring process we were going to hire
11:58 a project coordinator we literally stopped the process even though it was painful to our team because our team
12:03 said you know getting help but like the health benefits taken care of before we hire somebody is going to be way more
12:08 important and we just wanted to make sure we had our numbers lined up and that we could say confidently we offer health care because it got us a
12:14 completely different pool of candidates too which is a really great thing yeah yeah so cool good job
12:23 well and that goes into another one of my reflections you know because
12:28 we have a strong mission vision values statement you know every ev every day
12:37 you we have decisions that we get to make and because we have agreement on those mission vision values when there's a
12:43 decision that can take us just a tiny step closer to being in alignment with our mission
12:49 vision values it makes those hard decisions a lot easier because you know you're taking
12:55 a step forward and you know i struggle with analysis paralysis but also like
13:02 wanting to be done already so of course when i finally was like yes we're doing
13:07 health insurance of course i wanted to offer like 100 of a platinum package that's not reasonable for us right now
13:15 and so you know taking the pressure off being done and and just start put one foot in
13:22 front of the other and just start taking steps towards your mission vision values and it's shocking how quickly it adds up
13:28 but they're just little tiny steps instead of holding back until you can do you know your ideal solution and i think
13:35 that's where a lot of people get hung up generally though right it's like they want to have the end product they want
13:40 to have it completely taken care of they want to completely solve the problem and you don't have to solve the problem in
13:45 order to be successful like you can keep working towards like what the goal is
13:50 but also recognize that this work should never be done it'll always be continuing
13:57 no good job thanks good job was that mine or was that yours i think
14:02 it was both of ours okay i'll go next one okay dude we pivoted a company in a pandemic
14:11 yes so when i came on i told Emily that i don't do the type of
14:16 work that Visionality was doing ... mostly because i'm terrible at it ... and i was like if you want to hire me
14:23 don't hire me for this work because this is not what you want me to do i will accidentally burn the company to the ground ... and i said i really want
14:31 Visionality to pivot into becoming a consulting firm like that works with like small to medium-sized nonprofits
14:37 that are either like in a phase of growth or a phase of decline like we went through this whole like non-profit growth like ... spreadsheet and like this
14:44 whole like chart of to help us define like what the trademarks of these types of nonprofits
14:50 were ... and we really defined like what our niche was and the type of work that we were going to be doing for these
14:55 organizations and it was immensely helpful in helping us figure out and pivot into like the type of company we
15:01 wanted to become and if anything the pandemic like almost helped us accelerate that timeline because
15:08 everything was so up in the air so instead of like struggling to hold on to everything that was coming our way it
15:13 was ... we actually were thoughtful in what types of work we were going to take we screwed up a few times don't get me
15:19 wrong we totally took some contracts we shouldn't have taken ... but we learned but we're quick learners we're very
15:25 critical i feel like that's one of the reasons we're such a successful team is we fail fast we try lots of different
15:32 things we fail fast and we learn quickly yeah and so then it makes it again you're not getting
15:38 on step one you're not getting to the end point right but you're just making lots of steps and eventually
15:44 working your way closer oh we're gonna bring moose into this this is
15:56 all right what was your next one i think this is our last reflections right yeah
16:02 yeah my last one you know everyone says life is short
16:09 and i have switched that to be life is long so you need to build it
16:14 in a way that makes your heart happy and that you know for
16:20 me is building a company building a job that i love showing up to every day but
16:25 also you know as a company we really leaned in to work life balance personal growth
16:32 um improving quality of life you know identifying what self-care is
16:38 for each of us making it okay to not be okay or to take a mental health day you
16:44 know and again those are expensive and i would rather have an employee take
16:50 a day off because they're you know something happened and then come back the next day refreshed and ready to go
16:55 then just like creep through the day and and not do great work or even make mistakes
17:02 it's actually good for business yeah to do those things yeah ... i think just like you know if you
17:08 want to look at it from like the not cute side of or the not fuzzy side of that just like a when people are coming
17:14 into the office they're always going to be their most productive selves if we give them the space to go recover and i think that that's a really important
17:20 thing that a lot of people don't understand ... it's like the old mindset of leadership where like you just squeeze people and
17:26 squeeze and squeeze and squeeze whereas like if you're squeezing it like a tired orange you're not gonna get as much juice out of it as like squeezing a
17:32 fresh orange and i think that that's like one of the things that we've leaned into this year is like how do we keep our team as fresh as we can so that they
17:39 can show up and give 100 every single day ... and that's important and it's been
17:44 working really really well and i think also to start no our policy of mental health days this year has been
17:50 incredibly helpful ... and the policy that we have of taking people out of the office has been incredibly helpful
17:56 because sometimes like your colleagues can catch that you are burnt out before you can
18:02 um and so, I... I know that every person that has worked on this team has been forced out of the office at some point
18:08 this year ... and by a colleague which is fine ... and i think that it's a healthy
18:14 relationship to have when you can feel safe enough to tell your colleague that you think they need a break and that you're willing to step in to help them
18:20 do that ... yeah i think that's a that's a really kind of big part part of that
18:26 um then i would just say like my final reflection on 2021 is just how
18:33 incredible of a team we have built and how incredible of a culture we have built in that process too and that's
18:39 something i'm so still beside myself like i remember the beginning of this year ... Emily and i
18:46 were doing some co-leadership work ... just to kind of grow as leaders together and i remember saying that like i'm not
18:51 sure how to leave when we're not in like deep crisis and this year was like semi-crisis it wasn't deep crisis
18:58 but it's like we we have such an open relationship with
19:03 our team and we have i know sweetheart i know and with you and with you ... we
19:08 have such an honest relationship with our team and i love that we don't just manage our team but
19:13 our team also manages us and i think that that's a really important distinction that so many organizations don't
19:19 get to ... i'll i say it all the time and i'll say it again if we had an office
19:25 i'd be willing to take the trash out if that's what needed to get done and that's kind of how the rest of our team functions too and it's finding the right
19:32 people to kind of fit on that team and we just hired a new project coordinator and i know that she is also like 110
19:39 going to fit into that culture ... but i also think it's just so important
19:44 to just like being a functional high capacity team it's like i almost don't care like what the work is that we do so
19:51 long as the team that i'm doing it with like really cares about each other and really leans in to like making sure that
19:58 we look out for each other ... but also like the team building work that we've done so we're working with we've been
20:04 working with a coach all year ... to kind of help so we get these modules every two weeks
20:10 that we have team discussions on and it's guided of like what is your one big thing like what do you want to be doing
20:16 how do you want to grow what's in your way what are you doing to stop yourself how do your teammates perceive like this
20:22 effort as well ... and so i just think that you know this huge it's been such a huge process for us and i think it's
20:28 been so good in helping us kind of establish this amazing rapport with one another but also be one of like the most
20:34 high functioning high performing teams i've ever been on and
20:40 it makes work more fun it makes work a lot more fun yeah yeah and life's alone man last long i like to have fun yeah
20:49 good job good job okay reflections we nailed those nailed it okay
20:56 we're gonna go into predictions for 2022. what's your first prediction we're going
21:02 to go industry predictions well i'm going to go into street predictions, I... I think i have one company prediction but
21:07 i do have mostly industry predictions mineral industry um
21:13 we will continue to see work from home that's it
21:18 yeah that was easy i love i just love the transition to
21:24 work from home for the the world it's been so funny yeah and so Visionality has been work from home
21:30 for 10 years ... and so it was and
21:36 during the pandemic we really up leveled our work from home game oh yeah and like
21:41 our our team is more connected than ever even though we've been doing this for a long time um
21:46 we really leaned into it in some very fun ways
21:51 and i mean that speaks to company culture and running a connected team when you're
21:57 physically distant but to even you know issuing second monitors you know like
22:04 two like the foundation like yes there's the the social side of being physically distant but then two what are
22:12 the realities of working from home that need to be addressed because
22:17 they're just logistical or even habits ... to create healthy boundaries around working from home absolutely absolutely
22:23 and i hope that more organizations and and i will be the first to admit that working from home is not for everybody
22:29 so like as we go through our interview process we make it very clear that if it's not for you don't apply with us
22:35 because we don't want to force people into this situation i know plenty of people who thrive in an office and
22:40 making sure that you are in an environment that works for you is really important regardless of what your career
22:45 is ... and we happen to be a complete remote organization and so we make sure
22:50 that like as we hire people that we know that they know that we are a completely remote organization that they're okay
22:56 and they actually have the skill set and the mindset to do that yeah um
23:02 my first ... prediction for 2022 is going to be industry based and it is ... more video
23:09 fundraising ... so i we have seen we started this building forward series
23:15 in like the fall august yeah that sounds about right and so
23:21 but that's been so it's been super fun for us b people really get an idea of who we are what we do and how we do it
23:27 um and are you done are we done
23:32 um but it also allows people to kind of like engage with our content on their time when they're ready ... and so
23:40 i think that as organizations start to go into 2022 i actually want to see and i think we will see more video
23:46 fundraising and more video appeals a this is going to be so much more personal than doing a letter because you
23:54 could say the donor's name you could say something about the donor like whether you interacted with them at an event
23:59 this past year or saw them like at lunch you know you get an opportunity to kind of say something personal to the donor
24:06 in a very short format that's easy to digest it's going to be a lot cheaper it's going to be way easier on the
24:12 environment you know than doing your end-of-year letters or just like a general letter that's very unpersonalized
24:18 um because letter personalization you can do like they're giving them out whatever
24:24 where it's like telling susie that like hey i love meeting you a couple weeks ago at our fundraiser thank you so much
24:29 for coming to that i really loved engaging with you maybe we can go get coffee like you know at the beginning of the year like by the way we're doing our
24:35 end of year campaign so i think we're going to see a lot more video fundraising and i think those organizations that hop on it first aka
24:41 our clients thank you ... i think they're there's really great results from it i think so too and what
24:47 i love one of the positive outcomes of the pandemic is the we lowered expectations on
24:53 production value and so you know it's okay that you know we're just sitting here in normal shirts
25:00 in our house you know in your house like yes and so it's we've normalized now the way that
25:08 this looks and which also makes it so much more affordable to produce video content because
25:14 it doesn't you don't it doesn't need to be this whole thing we're literally recording this on zoom right now this is
25:20 not and we've got a ring light set up behind the laptop right now this is not fancy i think the hardest part of this
25:25 setup was moving the christmas tree yeah but this is easy yeah hi but it looks cute
25:31 because we're cute yours in addition to the great recession or
25:38 resignation that we're experiencing right now i predict that we will continue to see
25:43 high turnover and retention challenges in our sector okay
25:49 why people are tired you are tired well and
25:55 and the pandemic really put life priorities into focus yes for a lot of people and so even just like in our
26:03 hiring process right now we're seeing people make big shifts in their career
26:10 and even like taking a step back and saying i'm coming off of the six-month
26:16 sabbatical and now i'm ready to re-enter the workplace or or you know i'm gonna go into a six-month sabbatical can we
26:21 talk about a job after that and so i think that you know
26:27 especially for fundraisers we already had incredibly high turnover right you know and so we saw because we don't have
26:33 enough fundraisers in our community and so people really do just hop around about every two and a half years
26:40 and i think that's going to get even worse hmm that's an interesting prediction
26:46 okay i'll be curious to see that one i don't necessarily think you're wrong but i'll be curious to see what that is
26:53 okay one of my predictions oh yeah younger executive directors
26:59 yes that's one of mine [Laughter]
27:06 okay so i and i'm caught long story short many many many many
27:12 moons ago ... i got my mba you know masters in business administration because i remember way back when i
27:18 wanted to be an executive director when i grew up i still don't know what that is ... but i remember thinking to myself
27:23 okay there's gonna be this like huge like exodus of executive directors at some point and so i just want to make
27:28 sure like i'm at the top of that list don't worry i'm not living any time soon but we're starting to see the exodus and
27:34 i think it's been really exciting to see like what sorts of new executive directors have been coming on ... into
27:40 these positions ... and what their backgrounds are and so it's a double-edged sword because on the one
27:47 hand santa barbara has been and i'm you know has been bringing in executives from other cities
27:53 which is fine the problem with that is that it shows that santa barbara and ventura are not
27:59 investing in their next generation of leadership they're not cultivating and building up yeah they're importing
28:06 yes and so i'm very grateful for organizations like leading from within who are trying to do this and they're
28:11 trying to build leadership skills within those people who may not be an executive director for the next 10 years or so within their
28:17 career trajectory ... but they're at least giving people who might become managers the skill set to
28:24 actually grow into that type of role but also still having mentoring for people who are executives that need to sharpen
28:29 their their skill set so i'm grateful for leadership programs in general right now
28:35 that are help that are helping individuals in the nonprofit sector start to grow who they are and where
28:40 they want to go i think there is a very severe kind of like shortage of
28:45 qualified executives within the santa barbara area because this has been a 15 to 20 year like
28:50 lack of lack of upbringing and lack of just like mentorship within within the sector um
28:56 but i am actually really excited to see some people who have been program directors directors of development start
29:02 to move into these executive director positions ... i think that's going to have this really great and
29:08 i hate this term trickle-down effect because it's just like creates my soul trickle down economics but trickle that
29:15 effect from the standpoint of if we have people that are going into these executive positions that have this like
29:20 great vision of what the industry can be and what it should be and how you know staff should be treated and how ... what
29:27 a healthy relationship with the board actually looks like i think we're actually gonna see a really good
29:32 change in the next five years but i think one of my predictions for 2022 is that we're actually going to start to
29:38 see more people retiring and more younger executives coming in yeah
29:44 agreed it's gonna scare the out of some boards let me tell you but i'm super excited yeah it's gonna be
29:49 uncomfortable like and that's just the end of it change is hard yes you know even if it's good change
29:54 it's hard and it's scary absolutely yeah so it's going to be uncomfortable it's also time
30:00 for it to happen yeah and i think the pandemic is again one of those like pivotal points
30:05 within our industry from the standpoint of it'll it's allowing some executives a very graceful exit that they would not
30:12 have otherwise had an opportunity to do but it's also allowing some very exceptional talent to start to move in
30:18 at this very very interesting timeline on for most non-profits so yeah
30:24 prediction younger execs love it love it my next prediction is that we will start
30:30 to see the gap widen between what i'm going to call traditional workplaces and progressive
30:37 workplaces define the gap i think
30:42 the biggest gap right now is getting called back into work okay so these are companies or
30:49 organizations who moved remote and now are preparing their employees to
30:55 go back to come back into an office okay what do you what do you think the issue is going to be
31:01 i think that employees are really committed
31:07 to their own work-life balance and and values and will start to seek a match with
31:14 their employer that matches those values so what you're saying
31:21 is that just offering ping pong and snacks
31:26 aren't values i don't like ping pong i don't either but it's what companies
31:32 do that's how that's how they create culture is that they offer snacks and sometimes like some nice locally
31:38 brewed coffee and some ping pong tables but but i do think you have an interesting point from the standpoint of
31:46 employees are going to be more attracted to organizations companies regardless of his for-profit nonprofit that actually
31:52 have like very good core values and live to those core values versus living to
31:58 the chachi shiny glitter that actually does not help their employees
32:04 be better don't get me wrong free coffee is great does not make me a better employee is not going to make me feel
32:10 protected at the end of the day it's not going to help me be more productive yeah no i think that's a i think that's a good prediction thanks you're welcome
32:18 my next prediction oh yeah kind of goes with my younger execs or turnover
32:25 i think with younger execs we're gonna start to see younger people on boards here for it
32:31 um i think we were talking about this a couple months ago at one of our building forward events ... that millennials want their avocado
32:38 toast but they also have a lot of money and so ... they should be serving on boards because especially in santa
32:44 barbara and ventura like there are huge like the number of tech companies in the past 10 years that have come to
32:50 santa barbara and Ventura County is ridiculous but how many of these people are serving on boards like them like
32:56 this many like maybe the c-suite people but they don't want to do this they can't survive on every board well here's
33:02 a question oh yes i hate serving on boards do you think
33:08 that we will start to see a shift in board operations board standards board
33:14 culture not this year yeah give it a 10-year timeline yeah we'll give it a 10-year timeline okay
33:20 okay we'll come back in 10 years okay for our 20-year anniversary okay okay great your next one i think this is the
33:27 last one i think so my ... prediction i also i'm we're gonna start to see this
33:34 okay wages must rise
33:40 they must and building on my prediction
33:45 that employees will start to look for better cultural fits better value fits
33:51 i think it's going to create a lot of movement employee movement in our sector
33:57 and it's we just have to pay people more it's not
34:04 acceptable as a sector right it's not acceptable
34:11 to expect somebody to do the hardest emotional work
34:17 for the lowest wage it should be the opposite because our sector does the
34:22 hard work and so we should be paid accordingly and we should have you know appropriate
34:29 mental health support you know work-life balance because we do the hardest work
34:35 also people in the nonprofit sector have master's degrees phds and so don't tell me that they're not qualified
34:41 or that you know these are highly educated people and so if there was somebody at any major tech
34:47 company here in santa barbara with a master's degree or a phd they would be paid very handsomely because of that
34:52 degree would then bump them into into position to to do that but you know somebody in the nonprofit industry has a
34:58 phd they're doing hard work good for them
35:04 give me a break people give me a break okay my last prediction is a company
35:10 prediction i know
35:16 i actually think we're going to grow more next year oh hell yeah yeah like i
35:21 know that we just hired somebody i know we've got another project manager position on the horizon that we're
35:26 hiring for right now i wouldn't be surprised if what by the time we sit down next year that
35:33 we're almost double our revenue again yeah i think we can do that buckle up
35:41 buckle up it's about to get hot so that's my last prediction for 2022
35:49 it's been a wild-ass ride for two years here at Visionality this past year has been like
35:55 absolutely exceptional ... this was a lot of fun to do today yeah thank you for doing it thanks for
36:01 suggesting it thanks for watching it yeah thanks for watching and if you watch it we're just
36:07 recording it right now so technically there's nobody here for us to entertain just ourselves and moose who's still
36:12 here in my lab ... but other than that thank you very much Emily
36:18 cheers cheers congratulations congratulations we survived a pandemic
36:23 and we grew and we paid very good wages and we're taking care of really awesome clients and really awesome employees
36:30 Yeah, uh-huh, uh-huh. We're good at this, yeah. Thanks friends!