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Mark Entrekin: Under.
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Mark Entrekin: Hello, everyone glad you're here. Thank you. To
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Mark Entrekin: the achieving solutions, creating solutions one reality at a time. Appreciate you being here. My name is Mark Entrekin. This is our weekly podcast and I love having you here
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Mark Entrekin: a wonderful guest. Today we'll talk about her in just a second
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Mark Entrekin: who is creating solutions, or what is creating solutions. One reality at a time
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Mark Entrekin: is about, as we say, achieving unity through the power of caring, helping, and including others.
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Mark Entrekin: and I will tell you that we are adjusting that
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Mark Entrekin: as I speak we'll talk about that again in the presentation in a moment.
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Mark Entrekin: because it's about inspiration that we want to build forward and not just caring and helping.
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Mark Entrekin: But we'll go into that in a minute. We'll talk more about that. Something else we do is building prenuptial or relationship agreements.
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Mark Entrekin: This is for clear understandings.
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Mark Entrekin: and we coach parents to resolving problems in marriage
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Mark Entrekin: or premarriage before marriage to achieving successful parenting time during or after a divorce. There are so much 2 relationships that we don't think about from day to day, and we'll cover more of this later, because part of what we built, what we deal with in life, what we work with is our relationship to others and our understanding of relationships
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Mark Entrekin: also creating the solutions based on the personal or professional realities of possible and struggles in front of you. I help businesses be able to
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Mark Entrekin: build upon making decisions quickly.
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Mark Entrekin: directly and growing forward, it shows there. This is my main site. If you go to Www. Market tricking.com or www.achievingunity.com. This is the page that you will see
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Mark Entrekin: achieving unity weekly podcast as we're in right now, it is every Thursday. If it's not a Us. Holiday, we will not be meeting on Thanksgiving Day in the Us.
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Mark Entrekin: But I will have a recording on for that day. It is at one Pm. Pacific time, 4 pm. Eastern time.
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Mark Entrekin: every Thursday.
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Mark Entrekin: again, from reality focus dynamics to success, focus solutions. We create please contact us today for more information on.
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Jordan Camenker: Okay.
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Mark Entrekin: Using agile and lean on the business side.
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Mark Entrekin: We do this outside of just software. It's amazing how many of our business principles will also work in our relationships. Philosophy can be used in every discipline, every vertical agile is the ability to create and respond to change, enabling success in an uncertain and turbulent environment
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Mark Entrekin: by emphasizing the adaptability and collaboration.
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Mark Entrekin: Lean is a methodology or study of methods focused on maximizing value by minimizing waste and optimizing your processes through continuous process, improvement, effectiveness, and efficiency
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Mark Entrekin: connect with me, and I'll show you how to break all projects and services down for the most complex projects to training our teenagers again. Yes, so many of these things that we do in business have we thought about the benefits at our home?
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Mark Entrekin: In our social life. They do work. Let me show you more. Let me show you how I can turn. Changing into improving. Changing is short. Term. Improving is long term developing into the delivery and software and solutions.
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Mark Entrekin: write it down, break it down, review its dependencies, get it done.
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Mark Entrekin: Also that we're talking today about changing unity through the power of encouraging, inspiring, and including others. That's the adjustment that I've made. So caring and helping, we're going to work toward encouraging, inspiring, and including others. Encouragement can be the strongest power. No.
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Mark Entrekin: on around the world today, and that power is the center of empowerment. As we empower others.
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Mark Entrekin: their unity will be the team of success. As we encourage each other to achieve each and every goal
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Mark Entrekin: on the relationship side or relationship issues to parenting time for divorce or divorcing parents.
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Mark Entrekin: I show how to turn frustration. You've heard people say what the
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Mark Entrekin: frustration
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Mark Entrekin: into an understanding, because we can quickly learn. There is absolutely no value to anger, because anger is nothing more than actions, not gaining effective results
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Mark Entrekin: or personal relationships or prenuptial agreements, and the nuptial is not required.
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Mark Entrekin: We can learn to be reality focused.
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Mark Entrekin: life does happen, and we can embrace and enjoy every moment of it.
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Mark Entrekin: Our relationship course workbook also includes and promotes personal agreement discussions as well as employment, agreement, discussions, and reviews that everyone can commit to achieve.
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Jordan Camenker: You'd like.
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Mark Entrekin: Please use your camera right now to look at my website on the left. It's my website, home.
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Mark Entrekin: And on the right is our contact page. If you have questions or want to sign up for
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Mark Entrekin: our newsletter, please do so on that web contact page
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Mark Entrekin: our guest.
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Mark Entrekin: We'll go and talk into Carol in a few minutes, but next week we have Marbeth done with international day of nonviolence.
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Mark Entrekin: We have another speaker coming in about. What are the plans moving forward for our international days of nonviolence. How do we do it?
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Mark Entrekin: Then? We have Dr. David Clark coming to talk to us on mental illness on 1010.
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Mark Entrekin: Have other speakers talk about the national domestic violence, awareness.
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Mark Entrekin: Hispanic awareness.
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Mark Entrekin: LGBT. History and Maury Telcovich is going to talk to us on Veterans day and help us, and how to end and improve life for our veterans after they have
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Mark Entrekin: retired.
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Mark Entrekin: They have international day for elimination of violence against women. The national play day with Dad. And then we showed Thanksgiving. It'll be just a recorded video.
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Mark Entrekin: So now here is the excitement of our day.
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Mark Entrekin: Today we're going to talk to Carol Cambridge and the stay safe project.
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Mark Entrekin: There's so much in the violence in the world today that we need to end.
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Mark Entrekin: She starts in the workplace, environment, workplace, environment.
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Mark Entrekin: and what she does is best serve our clients through on site
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Mark Entrekin: and virtual training.
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Mark Entrekin: She manages the new energy.
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Mark Entrekin: the de-escalation skills.
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Mark Entrekin: She talks about surviving an active shooter.
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Mark Entrekin: fixing your workplace, the violent strategies that you can do
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Mark Entrekin: in her training. She goes through keynotes.
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Mark Entrekin: different types of training, and we'll go into more of that in a second
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Mark Entrekin: and videos. So if you would
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Mark Entrekin: please help me welcome
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Mark Entrekin: Carol Cambridge.
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Mark Entrekin: Hello! How are you.
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Carol Cambridge: Good. I'm great. Thanks so much for having me today. I appreciate that.
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Mark Entrekin: I appreciate you being here. This is awesome.
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Mark Entrekin: so good to see you. We've talked a few times.
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Mark Entrekin: and I love what you're doing. That's why I want you to be here.
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Carol Cambridge: And where do we start with this topic? There's so.
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Mark Entrekin: That's.
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Carol Cambridge: And so little time.
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Mark Entrekin: That is so true, and make sure anybody that's watching make sure they can see you
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Mark Entrekin: see us in the discussion
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Mark Entrekin: last week I did forget to turn over from the share screen. It is not sharing today.
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Mark Entrekin: We'll make sure that doesn't happen again.
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Mark Entrekin: Renee. Can you see? Carol? Okay.
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Mark Entrekin: Jordan? Jordi.
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Wendy Easterling: I can see everyone fine.
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Jordan Camenker: I can see Carol, and 7 years ago I actually visited Cambridge.
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Carol Cambridge: Oh!
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Mark Entrekin: Oh, excellent! That's good to hear. It's already good to have Youn, Wendy. Thank you for joining.
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Mark Entrekin: Alright, Carol. You asked a great question, and let's talk about that.
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Mark Entrekin: You work in a workplace environment. What are some of the troubles that we have in our workplace environment today?
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Carol Cambridge: Well, I think, as you well know, hate is on the rise. Hate crimes, racist crimes, crimes for religious reasons.
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Carol Cambridge: We're just seeing more of it all the way around. We're also seeing more of it.
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Carol Cambridge: I think, because of
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Carol Cambridge: people nest not necessarily having the skills or the understanding. So we've created an entire environment out there through social media where people think it's okay to be nasty to make horrible remarks. They can sort of hide behind
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Carol Cambridge: themselves, if you will, on social media. And
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Carol Cambridge: I I think this plays out in the workplace. We have a lot of people that just have never been taught to respect authority, for instance. They haven't taught to be respectful of people from other cultures. Other religions people that are other than look like themselves, or a different skin color.
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Carol Cambridge: There's been a lot in society that tells us not to be accepting. It tells us to be hateful. And
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Carol Cambridge: I I've worked a lot in studying the brain, and how our brains think and our brains have a tendency to grab onto the negative versus the positive. We have to train our brain to focus on the positive. And so it's very easy behind social media, etc, to grab onto all of these negative thoughts, negative ideas, and then we bring them into the workplace. And so we have a portion of the workplace that has no idea how to be respectful.
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Carol Cambridge: and I don't think it's necessarily an age thing. I don't know what you're seeing, Mark working with companies, but you know I hear that a lot. It's the younger generation.
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Carol Cambridge: Not necessarily. I'm seeing it really across the board. People are fed up. They're they're
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Carol Cambridge: tired of their boss. You know they've had more experience, perhaps, than their boss did now. Their boss got the promotion. They didn't. So there's hard feelings. There's resentment. There's all of these different dynamics going on in work environments. And there's also stress. There's so much stress.
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Mark Entrekin: As you know.
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Carol Cambridge: Work environments these days.
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Carol Cambridge: You know, we have not copied.
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Carol Cambridge: You know, Europe and other countries around the world where
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Carol Cambridge: living is about living
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Carol Cambridge: work is kind of secondary. Here in America work is everything. Work comes first.st
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Mark Entrekin: Crazy. How we do that.
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Carol Cambridge: Yeah.
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Mark Entrekin: Let me. Can I touch on some things that you said.
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Carol Cambridge: Absolutely.
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Mark Entrekin: I am getting out here. My Internet connection is unstable. Excuse me, but one of the, as you mentioned, we work in a lot of the same areas. We're very parallel
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Mark Entrekin: in our process.
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Mark Entrekin: and a lot of my coaching
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Mark Entrekin: is with the business side. But how we
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Mark Entrekin: take
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Mark Entrekin: our personal lives
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Mark Entrekin: into the business environment. So if we have struggles with a spouse or a child or a pet.
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Mark Entrekin: we will take some of those struggles with us
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Mark Entrekin: into the office.
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Mark Entrekin: and they have nothing to do with office just because you're let's just say your puppy made a mess on the floor.
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Mark Entrekin: Sure you get upset. You hate that.
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Mark Entrekin: But why is that process
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Mark Entrekin: still staying with you
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Mark Entrekin: when you get to work? How?
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Mark Entrekin: Okay? So we're not.
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Mark Entrekin: We're not trained. Where do we need to be trained. How
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Mark Entrekin: so many questions on that? What are some of your thoughts.
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Carol Cambridge: Yeah, we haven't been taught. And I run into this all the time, especially when I'm dealing with companies who have high risk terminations.
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Carol Cambridge: you know, and workplace violence. It isn't necessarily what has happened at work. But what's happened at work has been the trigger so that you're absolutely right. They come in. They're going through a divorce. Maybe they're going through a foreclosure on their home. There's a lot of stress in the family. Maybe a child has been diagnosed with cancer. They're not sure financially how they can make it. Maybe they have a gambling addiction. Maybe there's multiples of these different stressors.
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Carol Cambridge: and
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Carol Cambridge: we don't know how to leave that at work. It's it's easy as adults, we're always told. Just move on, you know. Forget it, move on, move forward.
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Carol Cambridge: at least.
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Mark Entrekin: He put it.
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Carol Cambridge: Work.
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Mark Entrekin: Well, I I love what you're saying, and like you're saying that some things say to just forget it. But that doesn't work. But one thing, a question narrow it down was when we spoke last week.
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Mark Entrekin: I remember you mentioned that we don't know our own bias.
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Mark Entrekin: Can you give me some examples
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Mark Entrekin: of like what we're talking about here. But can you give me an example of how maybe that shows up, even in some of your trainings.
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Carol Cambridge: Yes, I mean, I don't think we know how to handle our emotions properly. We haven't been taught that. And we really haven't taught been taught how to recognize our biases.
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Carol Cambridge: So I deal a lot with confirmation bias. I do one program that's called surviving an active shooter. And it's a experiential program. Everybody is involved. Everyone in the audience plays a part in learning how to survive an active shooter. And we actually do a couple of drills.
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Carol Cambridge: But I start the program by letting people know that this is not going to be a discussion about gun control, not pro or against. We're just not going there, because that'll sideline the entire training.
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Mark Entrekin: It does.
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Carol Cambridge: But I also talk to them before we even get going about confirmation bias. And I explain to people who might not be aware of it that this is where our our brain looks for
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Carol Cambridge: vilification, I guess, of our of our beliefs.
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Carol Cambridge: So if we believe in something strongly, and let's just use the
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Carol Cambridge: use gun control. If we believe very strongly that we should have gun control. What our brain does is it allows all the information in through media social media, TV newscasts, you know, just through conversation that confirms the belief that already exists in our brain
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Carol Cambridge: and our brain just basically shuts off all the other information so that we're not open to hearing the other side of it.
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Carol Cambridge: And so I explained this, and in one particular training. I probably had 200 5,300 people in the audience, so it was a good size.
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Mark Entrekin: Oh!
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Carol Cambridge: And we were doing we always do 2 drills. There's 1 drill that we do.
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Carol Cambridge: And then after that drill, we spend time going through a debrief. What did everybody do incorrectly that would have gotten them killed? What did everybody do correctly? And and how can we do that in a better way, so that people will.
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Carol Cambridge: And so
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Carol Cambridge: After we do all of this, and they learn what they're supposed to do, we have a secondary drill.
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Carol Cambridge: and
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Carol Cambridge: after the training a lady came up to me and she said, Carol, I just have to tell you, she said, when you were talking about confirmation bias, she said, I
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Carol Cambridge: I thought, Okay, I'm glad she's talking about that. But I don't have any biases.
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Carol Cambridge: She was a petite, shorter, female black and just delightful lady, and she said to me, You know I've seen it all. I've been the victim of prejudice, my whole life of hatred of crime. And she said, when you were saying that I thought, Okay, that one doesn't really apply to me because I'm pretty open and and I don't have any biases.
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Carol Cambridge: and I said, Well, what happened? She said. Well, it was the second drill, she said. I got up.
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Carol Cambridge: I'm remembering everything you said, she said. I'm headed towards the door, and she said, I see a really tall man was a white male, and he was wearing a suit, so she said, I'm tiny. I'm petite. I got him right behind him, and I'm kind of hiding using him sort of as my shield. And she said, we get about halfway
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Carol Cambridge: she said. I'm kind of looking down. I'm not looking ahead, she said. We get about halfway out of the room, and he turns around. She says, Oh, my gosh, he was the shooter, because we actually do place people in the room with nerf guns, and so if you get shot with the nerf gun, it's not going to hurt. But, she said, I recognized all of a sudden that I actually have a bias.
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Carol Cambridge: she said. I I would never have guessed that in a million years and.
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Mark Entrekin: Wow!
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Carol Cambridge: Share with her. Thank her 1st of all for sharing the situation with me, but also we had a great conversation about. Yes, we have deep seated biases even for those of us who work in the industry. And we don't think we do. Humans make judgments very, very quickly. And we do have the biases. And unless we really stop and think, or we get caught up in a situation we still have to be open.
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Carol Cambridge: And if we're not open, if we're closed minded about it, we're never going to discover what those biases are.
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Mark Entrekin: I so agree with what you're saying, and in some of my studies, and the ones I'm working with.
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Mark Entrekin: I think it touches on what you're saying about the bias.
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Mark Entrekin: but also mentioning earlier about where those bias come from
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Mark Entrekin: and our culture
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Mark Entrekin: and our learnings from the time we start
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Mark Entrekin: one year old. Do we care if someone else is challenged physically? Do we care about a color?
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Mark Entrekin: No, we we want to
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Mark Entrekin: play, have fun, build something. We've got our tinker toys or our building blocks, and we want to work together.
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Mark Entrekin: But as we grow older
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Mark Entrekin: something happens.
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Mark Entrekin: and that's not in the workplace at that age.
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Mark Entrekin: But maybe what from parents.
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Mark Entrekin: from friends. I think you mentioned television.
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Carol Cambridge: Oh! Totally!
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Mark Entrekin: Right.
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Carol Cambridge: It. It's everyone around us. I I not too long ago it was, I think, last year before Christmas I was at target and doing some shopping. I was looking for some toys for nephews, and
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Carol Cambridge: all of a sudden I hear this woman, and and saying to the little boy. No, you can't have that. That's a girl's toy.
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Carol Cambridge: You can't have that, boys don't play with that.
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Carol Cambridge: And I just thought, boy, here we are.
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Carol Cambridge: You know, that was 2023. And we're still defining what is okay for boys to play with. And what's okay for girls to play with. So I think it comes at us in every which way. And unless we're very conscious of it
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Carol Cambridge: and we want to raise our kids differently, it just happens. And and through video games. I mean video games. And and that's where I'm seeing a lot of violence and a lot of the active shooter situations kids these days don't know the difference. I'm I'm just gonna make a little bit of an assumption here on age, Mark. But I think you and I are probably around the same age. When we grew up, we didn't have video games.
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Carol Cambridge: We, we knew the difference between pretend and reality.
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Carol Cambridge: And the kids don't really get that now. The younger ones. They just hit the reset button on the video game and started all over again. So they don't really get the concept of
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Carol Cambridge: killing someone.
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Mark Entrekin: And can I touch on that a little bit? Because I think that's where you're going to.
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Mark Entrekin: They hit a reset button, and everything's okay.
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Carol Cambridge: Exactly.
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Mark Entrekin: Where is that reset button in life?
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Mark Entrekin: Yeah.
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Carol Cambridge: We don't get it.
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Mark Entrekin: We don't have one.
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Carol Cambridge: Nope.
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Mark Entrekin: So I love your explanation on that, Carol.
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Mark Entrekin: What
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Mark Entrekin: can we do to help
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Mark Entrekin: educate and train that? Can we go to the schools?
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Mark Entrekin: Are we doing it now in the schools? I'm not sure if you're if you work there
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Mark Entrekin: right now, but as you're in a workplace, violence, violence, but.
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Carol Cambridge: I. I avoid the schools for a lot of different political reasons. Educational reasons. I I think our teachers have a really tough time. You know, they're trying to correct a lot of things that the parents don't take care of at home. And quite honestly, I think we need to have parenting classes in high school and in college, because I think that's where it starts is the education we have a lot of young people having kids
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Carol Cambridge: at a very young age, and
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Carol Cambridge: you know some are great parents and some just aren't. And.
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Mark Entrekin: And how many. I'm sorry. Here, you bring up so many great points, Carol. I love talking with you. We've been on the phone several times, and it's always a joy to talk with you.
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Mark Entrekin: But one of the things that I'm hearing you say that I do work with, because I do work with schools. I do work with parents.
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Mark Entrekin: Sometimes all of us
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Mark Entrekin: could be great parents, but sometimes.
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Mark Entrekin: and we could go into the TV, we could go into all kinds of areas of who were around.
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Mark Entrekin: But sometimes we
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Mark Entrekin: act
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Mark Entrekin: or react or copy
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Mark Entrekin: what we saw somewhere else, maybe another friend, and how they
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Mark Entrekin: reacted to a situation, maybe a previous situation with our parent, something on school. But there are a lot of great parents out there, I think.
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Mark Entrekin: but
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Mark Entrekin: they just don't know, and sometimes they follow
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Mark Entrekin: or maybe fall, too.
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Mark Entrekin: what they've seen before, and we don't have the examples out there today because of the image. Violence is out there.
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Mark Entrekin: The games that we watch right, I mean, are you best.
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Carol Cambridge: Absolutely. I mean, if you think back and I'm aging myself again. But we would watch the partridge family, or 8 is enough or different shows that actually showed great parenting skills. Even Mary Tyler, not Mary Tyler mer. But what was the
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Carol Cambridge: The one bit.
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Mark Entrekin: Once.
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Carol Cambridge: No!
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Carol Cambridge: gosh! And he just celebrated his 98th birthday, too.
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Carol Cambridge: Anyway, it doesn't matter.
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Mark Entrekin: I know you're talking about.
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Carol Cambridge: Lot of different shows where they show good pairing.
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Mark Entrekin: Library.
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Carol Cambridge: That's true. Maybe Area is one of them, you know. Op was always spoken to. He did something wrong. His dad, the sheriff always talked to him and shared what was good, bad, or indifferent. And why now, in our busy lifestyles, we don't do that. We don't take the time to explain and answer our children in a in a way that they can understand, and that is age appropriate.
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Carol Cambridge: I also think we have a lot of parents who have trauma, whether they want to accept it or recognize it or not. They were traumatized from things that they went through as a child or as a teenager. So
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Carol Cambridge: if you don't deal with that trauma, it shows up in different ways.
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Carol Cambridge: and that can be through bad parenting, through really no fault of their own. They just don't know or have the information, and I see that a lot in the workplace.
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Carol Cambridge: because it it's a trauma related situation, and that person blows up. They get very upset with another employee, where maybe 10 of us in the room could hear the exact same comments, and it wouldn't bother us at all. But it really bothers that one person, because of their past experience.
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Mark Entrekin: And that so many times that they have seen that in the past. And I think you're touching on the question that Jordan just asked.
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Mark Entrekin: what are the parenting skills that today's parents lack.
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Mark Entrekin: that the earlier generation had?
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Mark Entrekin: What are the parenting skills that today's parents lack.
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Mark Entrekin: that the earlier generation had.
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Carol Cambridge: I think it's connecting. I think it's the connectivity. You know, we we have our kids in so many different things which is great sports dance, you know, different clubs, and so on. But we have them in so much, and we're so busy trying to do so much. I think one of the best parenting skills is actually learning how to say no.
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Carol Cambridge: having to say no to a lot of things. Including the things that we do, or we bring in so that we actually can answer the child's
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Carol Cambridge: inquisitive questions and explain the why.
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Carol Cambridge: you know. Explain why this isn't good. There are so many negative influences today that we didn't have back when we were kids. You know, we didn't have the video games. We didn't have the TV, even if you think about politics. From a number of years back
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Carol Cambridge: politicians could disagree in different parties. Republicans and Democrats could disagree, but they were very respectful to each other. We don't see that anymore. So we have children watching this. And even if they're not.
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Mark Entrekin: Exactly.
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Carol Cambridge: To it. Even if they're playing, they're still hearing this. We are still hearing this every day. I like to have the kind of remote in my hand, and just as the commercials come on, just shut them off. Shut them off. Put the program back on. I don't even watch live TV anymore. I watch streaming so that I don't have to listen to that kind of negativity.
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Carol Cambridge: You know, I'm not an expert when it comes to you know, parenting skills. But I think one of the best things is to be able to explain the difference between reality and pretend.
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Carol Cambridge: because our world is very different. And we have so many children coming in, you know, just
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Carol Cambridge: getting a reward or
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Carol Cambridge: an award
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Carol Cambridge: for participation.
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Carol Cambridge: Participation. Give me a break, you know, if you're old enough, help clean the house, do the dishes participate. You don't get an award.
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Mark Entrekin: Create value. And that's I'm I'm with you. There's so much trouble, because that's 1 of the things that I try to focus on. As I mentioned earlier, that anger is nothing more than actions, not creating
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Mark Entrekin: effective results.
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Mark Entrekin: It's just a situation that
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Mark Entrekin: where is the value in the result that we're looking for.
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Mark Entrekin: Is there one
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Mark Entrekin: back to your point of everyone gets a trophy?
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Mark Entrekin: Well, I went through that
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Mark Entrekin: during my divorce my ex filed for divorce when they were 5 and 6 years old
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Mark Entrekin: they grew up in a situation that at 1st wasn't too bad. We lived
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Mark Entrekin: a few miles apart.
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Mark Entrekin: but then the court, let her move to Chicago and take the kids.
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Carol Cambridge: Alright!
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Mark Entrekin: I don't mean to be gender biased here because I do work with the court system.
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Mark Entrekin: and it goes both ways, and I've seen it go both ways, male female.
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Mark Entrekin: The problem is, our own court system is making decisions on our children with very limited knowledge themselves.
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Mark Entrekin: And, as you mentioned.
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Mark Entrekin: how many times do we follow? Or, as I said earlier, just kind of copy what someone else did, because we don't know, and we're not sure. And we can always say
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Mark Entrekin: he did it. She did it, and I just did what they did. That doesn't make it right.
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Carol Cambridge: But we've.
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Mark Entrekin: Follow into those processes right? And we need to be
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Mark Entrekin: more informative.
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Mark Entrekin: And you mentioned in in Mayberry. I'm trying to think of the the person's name. But with
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Mark Entrekin: the children they were talked to.
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Mark Entrekin: They were brought into conversations. Well, in today's world, where there's so many divorces
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Mark Entrekin: now.
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Mark Entrekin: and maybe it was a
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Mark Entrekin: single parent family. But in today's processes we have a lot of single parent families
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Mark Entrekin: that are not
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Mark Entrekin: shared on both parents.
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Mark Entrekin: because the best parent is both parents if you go with, that's 1 of my domains that I've worked with.
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Mark Entrekin: and we are not looking toward that today, or we haven't. And I think, as Jordan just put in there.
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Mark Entrekin: some of these situations should be permitted only in the extreme circumstances, and I don't think we're thinking about that
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Mark Entrekin: we're doing too much of a global
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Mark Entrekin: answer
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Mark Entrekin: that doesn't fit for everyone.
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Carol Cambridge: Well, and I think you've hit on a couple of things. It has to be a perfect fit, a good fit for for each of us.
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Carol Cambridge: I like to circle back to a couple of things you you shared, you know, about anger and what I teach people. I do a de-escalation program in companies. And one of the things I share is that when you see anger, what you really see is hurt, fear or frustration.
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Carol Cambridge: or any combination hurt fear or frustration. It could be all 3. And
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Carol Cambridge: so I I'd like to go back to Jordan's question about you know what we should be teaching our kids. And I think one of the things is about how to express emotions.
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Carol Cambridge: So, for instance, it's okay for people to be angry. Right? I mean.
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Carol Cambridge: we all get angry over things at some point.
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Carol Cambridge: What's different or wrong today is that
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Carol Cambridge: we don't
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Carol Cambridge: teach people how to express that anger. So you know, somebody comes home, and somebody in your family has a a
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Carol Cambridge: let's say, a cancer diagnosis. Should you be angry, should you be upset? Should you be hurt? Fearful, frustrated with that? Yeah, absolutely. All of those emotions are normal.
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Carol Cambridge: What's not okay is to become
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Carol Cambridge: angry, violent.
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Carol Cambridge: verbally violent.
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Carol Cambridge: Against other people.
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Carol Cambridge: And that's the big key, I think, is, we have to teach our kids. It's okay to ha to identify with different emotions. I work a lot with in in male dominated industries. I work a lot in manufacturing construction is probably one of my biggest areas. I work a lot in the insurance industry. So a lot of male dominated industries.
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Carol Cambridge: And what I experience is that men are very, very attached
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Carol Cambridge: to the emotion of anger. But they're not as attached to the other emotions, because their whole life they've been socialized to believe that those are lesser or weaker emotions.
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Mark Entrekin: Exactly.
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Carol Cambridge: And that they shouldn't show that. And so I think one of the key things in raising kids is if we can teach our children. It's just like it's okay to be happy. It's okay to be loving and kind.
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Carol Cambridge: But show them how to express that properly. Show that you know, that's what we have teenagers who think it's okay to rape somebody else.
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Carol Cambridge: And the sexual violence that is going on. They think that's an okay expression of those emotions.
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Mark Entrekin: Well, I'm going to touch on this a little bit further, though, Carol, where did they learn that
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Mark Entrekin: you're saying? They think that's okay. Somewhere they had to have been in a situation
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Mark Entrekin: someone somehow they have picked up through their learning, or, as I mentioned, back to their culture, that that somehow unbelievably could be thought of as okay.
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Mark Entrekin: Where is that coming from?
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Carol Cambridge: Sometimes it's a countercultures, sometimes it's pornography, sometimes it's just wanting to be part of the gang and the gang leader, and I don't mean an actual gang per se, but a click might be a better terminology for me to use. You want to be a part of that click that you like the bad boy, click that kind of thing. And so you learn that negative behavior because the leader who
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Carol Cambridge: it is is perceived as the leader is nasty. They can be violent, either physically or verbally, and people are lost if they don't have that value
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Carol Cambridge: coming in there, they don't know how to fight it. They just don't know how to to respond properly. And I think that's the whole thing. We have to teach our children how to respond.
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Mark Entrekin: I like what you're saying there, because that's where it has to start. And again I work. I do work with teachers, and I do work with the some of our younger generation and our teachers. I look up to them, but I also look up to police officers because of what they have to deal with every day, and we'll get into too much here. But the legislature that we elect writes those laws that they have to go by, and it's unbelievable.
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Mark Entrekin: But our teachers themselves are put into situations where you can't teach that you can't teach that.
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Mark Entrekin: What do you mean? You can't teach that some of it's in the books. Well, but we don't teach that here. That control over our educational system is a problem. And as I talk about in my speech
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Mark Entrekin: too many times our own candidates that are running for the School Board
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Mark Entrekin: become violent at school board meetings.
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Mark Entrekin: What are we teaching our children
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Mark Entrekin: from our own adult perspectives.
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Carol Cambridge: Exactly exactly. It's it's a bad cycle that somehow we have to learn how to break. And
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Carol Cambridge: it, it goes along with fear. It goes along with trauma
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Carol Cambridge: you know, as I have mentioned to you, I work in a lot of different arenas. One of them is the hospitality arena, and I.
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Mark Entrekin: I was just going to ask you a question about that, because that's 1 of the industry you work in. Can you share some stories about that. I'll show you how that
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Mark Entrekin: shift in the mindset
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Mark Entrekin: when working with those leadership teams.
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Carol Cambridge: Yeah, well, it it's kind of the same thing. It's fear it's handling those emotions.
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Carol Cambridge: And so last year I did a lot of work in the hospitality industry mostly with hotels and their leadership team. So I had everybody from the mechanics that fix things in the hotels to the
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Carol Cambridge: you know, head of housekeeping to the managers front desk people. And you know, I got to spend half a day with each of these groups
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Carol Cambridge: talking about anger and de-escalation, and one of the things that kept coming up, and and personal safety in in their situations. And one of the things that kept coming up is dealing with the homeless.
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Carol Cambridge: And you know there's a lot of fear around that. A lot of fear around homeless people. And yes, there is a certain percentage. It's probably only about 25% of all homeless actually have some form of mental illness. The other 75% do not.
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Carol Cambridge: Just through unfortunate circumstances, have ended up homeless.
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Carol Cambridge: But think about it. They're in these hotels. A lot of the hotels serve a free breakfast for their guests.
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Carol Cambridge: So
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Carol Cambridge: you know you just walk in. They don't ask for Id. You don't have to have a tag or show your room key a lot of times. It's just open, and you go in, grab a plate and grab your food and sit down and eat. So at some of these locations they
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Carol Cambridge: were coming in the homeless, and thought, Oh, free meal!
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Carol Cambridge: So it made it very uncomfortable for front desk people or assistant managers and managers to
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Carol Cambridge: ask them to leave to take the food away from and ask them to leave. So we were talking about different ways of handling that kind of a situation.
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Carol Cambridge: Now.
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Carol Cambridge: you know, we break it up into a couple of different areas. If that person is very, very, smelly, very, very dirty, you know we we just have to remove them, or if they're showing signs.
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Mark Entrekin: We weren't any of us if we didn't take a shower that long. I mean, it's not that person specifically, but that's a situation right, and they
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Mark Entrekin: they don't. It's hard to be around them. So I'm sorry. Go ahead.
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Carol Cambridge: Yeah, it makes guests uncomfortable. So in certain circumstances, yes, you're going to have to ask them to leave, and if you can't get them to leave. You're gonna have to call the police, but in many circumstances
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Carol Cambridge: it it's people who maybe are poorly dressed. Maybe they don't have the best hygiene, but they're not horrible, and you know I shared with them that one of the hotels that I had worked with that their manager.
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Carol Cambridge: just said, you know we've got to come up with a more caring solution. And what do we do with all of this food? So he went to the cook afterwards, and he said.
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Carol Cambridge: You know, when our breakfast stops at 9 Am. What do you do with all of this food that's left? And he said, Well, we throw it in the garbage. There's nothing else we can do with it. We just throw it in the garbage.
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Carol Cambridge: the manager said. Well, you know we have to go
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Carol Cambridge: boxes right? He said. Yes, he says, why don't we package up
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Carol Cambridge: what we have left?
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Carol Cambridge: And he said, I'm going to share, he said. I. I just fed a homeless person.
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Carol Cambridge: but we're gonna we're going to try a little experiment. And what they did was the next time a homeless person came in, they said, We have a favor to ask you.
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Carol Cambridge: We would like to give you breakfast.
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Carol Cambridge: We're going to ask to go around the corner to our back entrance, which is close to the kitchen.
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Carol Cambridge: and if you show up there for 9 o'clock we don't know how many breakfasts we're gonna have available could be 8 could be 20. It just kind of depends how busy we are that particular day. And he said, you can tell other folks about it if you like, but if you are hungry you can stand in line. We will feed you until the food runs out.
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Mark Entrekin: Well.
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Carol Cambridge: And.
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Mark Entrekin: Great Idea.
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Carol Cambridge: It was, and he said it literally stopped anytime they had a homeless person come in through the front.
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Carol Cambridge: It made it easier for their assistant manager or their front desk person to simply say, Are you here for breakfast? And they'd say, Well, yes, I am. We can't have you in the lobby, sir, or we can't have you in the lobby, ma'am, but if you go around the corner to the back of our property, you'll see we have a sign on the door, and as long as there is food left we will feed you and give you a cup of coffee or an orange juice.
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Carol Cambridge: and they did. They started having people line up and they fed them. They ran out of food. They ran out of food, but nobody got annoyed or angry they were.
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Mark Entrekin: Destructive Idea.
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Carol Cambridge: It really was, and it sort of it, you know. It goes along, Mark, I think, with your theme, you know the power of caring and helping and inclusivity that food was going to waste. It didn't cost them any money to do that other than maybe a few
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Carol Cambridge: you know to go boxes. That was probably the only cost which would be very minimal to solve a problem.
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Mark Entrekin: It would be, and some simple things like that, that just
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Mark Entrekin: what's a good idea forward and what? How many good to go boxes does a restaurant or a hotel purchase anyway?
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Mark Entrekin: To use 5, 6, 1012, a dozen of them?
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Mark Entrekin: What is the cost compared to the
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Mark Entrekin: ability to share with others in so many ways, and
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Mark Entrekin: get rid of the trash.
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Carol Cambridge: Yes, and it, you know, if you're there as a guest, and you're witnessing an employee trying to toss out a homeless person out of the lobby
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Carol Cambridge: or out of the kitchen area. It's uncomfortable. It's just not something that a guest wants to see. So it served both purposes and.
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Mark Entrekin: Good point.
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Carol Cambridge: What was really interesting about it was that there was one lady in one of the programs when I shared that story, and she said, well, people are coming to my hotel to steal the food. But she said, I'll have somebody come in, and she said, You know they come in with their backpack, and they'll sit for 2 h in our lobby, and I know that they're just there. They get their computer out. They're not staying with us. They're just there to use the Wi-fi.
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Carol Cambridge: And I said, You know what they're using the Wi-fi for, she says, well, I've gone by a few times, and she said, There's 1 gentleman that comes in, probably 2 or 3 times a week, and it appears that he's looking for a job. You know.
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Mark Entrekin: Wow!
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Carol Cambridge: You know he may be homeless. He might be living in his car. He's fairly well groomed, but it's just really annoying to me. He shouldn't be stealing our Wi-fi.
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Carol Cambridge: And the whole room came down on this lady.
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Mark Entrekin: Imagine.
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Carol Cambridge: You know? We asked. I asked the questions. Was he scaring anybody? Was he intimidating anybody? No. Was he causing any damage to anything? No.
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Carol Cambridge: he just came in, sat down, minded his own business, got on their Wi-fi was looking for a job.
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Mark Entrekin: That's almost professional in itself, that he that that person, did that.
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Carol Cambridge: Exactly. Exactly. He didn't.
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Mark Entrekin: Who.
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Mark Entrekin: you know, who's hurting in that process.
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Mark Entrekin: If it was crowded, if the waiting room or something crowded and there wasn't enough seats, sure something happened as we talked about the other person who wasn't taking a shower
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Mark Entrekin: after a while. It
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Mark Entrekin: that's a different situation. But for someone coming in and do that.
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Mark Entrekin: That's a difficult. That's a difficult way to be.
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Carol Cambridge: Right. So people buy into their fear, and her fear was, oh, nobody can steal now. I don't know what happened in her background that had her so up in arms. But to me it wasn't causing any problems, and for the other general managers and assistant managers that were in this training. They all kind of looked at her, and
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Carol Cambridge: we were all in agreement. It's not hurting anybody. He's not taking up a seat that you need for somebody else. He's not doing anything that's negative. We're actually helping a human being. And some of them actually said, Have you asked him what kind of a job he's looking for, because we're hiring.
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Mark Entrekin: Good concept.
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Mark Entrekin: exactly, and that's 1 of the situations.
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Carol Cambridge: Yeah.
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Mark Entrekin: that, even though.
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Mark Entrekin: and I don't know this, but just thinking that well, maybe he's looking for a specific level of position. He only wants to be a manager or something, and maybe have a manager. It's still a chance for her, that person to be able to earn an income so they can't afford to get out of their car. If that happens to be where they're living or where they're going to be able to take that next step.
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Mark Entrekin: I love that concept. Yeah.
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Carol Cambridge: Exactly. I I'll learn as much from my attendees, I think, as they learn from me when I do these trainings, and you know I do keynotes at big conferences, and so on. But I love the trainings. I love smaller groups because I love that connectivity, and I
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Carol Cambridge: I I'm a very open minded person, and so I love listening to other ideas.
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Carol Cambridge: and I think the more open we are, the better off we are as human beings.
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Mark Entrekin: Well, that can't we learn more, the more open that we are.
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Mark Entrekin: I'm going to talk about this again in a second. But the newsletter that I put out
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Mark Entrekin: on the Tuesday, the Thursdays, the 1st and 3rd Thursday of every month. That's 1 of the things that I talk about. It was ideas that we can use going forward because so much of the negativity
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Mark Entrekin: that we do have today.
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Mark Entrekin: And I mentioned that on the political side.
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Mark Entrekin: because so much of us.
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Mark Entrekin: We
407
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Mark Entrekin: are raised in that negative format and in that fear
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Mark Entrekin: like you're saying, because of that person that says, Well, I don't want that there, that that's that's not right. That's taking our Wi-fi, which is.
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Mark Entrekin: as you all know, could be megabits per second, which is a lot of speed.
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Mark Entrekin: I learned the same things as I teach at the University of Denver, adjunct instructor in a business Masters program
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Mark Entrekin: that ability to take away from that fear
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Mark Entrekin: that someone has cause. Somebody could say yes, but if that person's there.
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Mark Entrekin: someone else might also know about it, and then they will come, and then they will come. They have those fears that might happen
414
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Mark Entrekin: that probably have no
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Mark Entrekin: reality
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Mark Entrekin: coming forward right.
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Carol Cambridge: Yeah, it. It.
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Mark Entrekin: Could happen. But go ahead.
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Carol Cambridge: Yeah, it's an interesting. It's an interesting technique. When I'm when I'm teaching de escalation skills. One of the things, especially if they're dealing leaders are dealing with their staff. One of the things I often say to them rather than saying, Well, you shouldn't do it this way, or you should do it this way.
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Carol Cambridge: I often suggest to them that they say, are you open to a different idea?
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Carol Cambridge: Are you open to a different solution?
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Carol Cambridge: Are you open to
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Carol Cambridge: whatever it might be, because even people who aren't open, they don't like to say No, I'm not open to it. I'm close.
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Carol Cambridge: but if you.
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Mark Entrekin: If you were to tell them right up front, here's a better way to do it. They would they? A lot of them would close right away.
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Carol Cambridge: Yeah.
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Mark Entrekin: That question? Are you open to.
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Carol Cambridge: They'll at least listen. They may or may not adopt it.
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Carol Cambridge: but they they're
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Carol Cambridge: they do. Listen, they be, they quiet down and go. Oh, because we're really giving that person permission. If they say yes, they're open to it. They're like, Oh, I guess I better pay attention, I said, yes, so
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Carol Cambridge: I I listen for a while, may or may not adopt it. But
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Carol Cambridge: I will listen. So that's 1 of the techniques that I always share. Ask people if they are open to something.
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Mark Entrekin: I like what you're saying. That's 1 of the things that I tried to do also. But I asked them, oh, where did you learn how to do it that way.
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Mark Entrekin: Just open up the price and let them start explaining
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Mark Entrekin: about it, because
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Mark Entrekin: many times we're saying.
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Mark Entrekin: I learned this because of this.
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Mark Entrekin: then your question still comes in.
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Mark Entrekin: Are you open to another thought?
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Mark Entrekin: Are you open to maybe thinking about it? If you're not in this situation because too many times we have our blinders on when we're going forward with our violence. As we talked about earlier, with our anger, as we were
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Mark Entrekin: getting mad
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Mark Entrekin: when we have that hate.
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Mark Entrekin: I'd like to talk to you more about those, but
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Mark Entrekin: because we're running short on time today.
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Mark Entrekin: But that
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Mark Entrekin: mimicking of others in the process. When, if you just ask, as you mentioned, Are you open to another idea, or where did you learn how to do? Where did you learn to do it that way.
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Mark Entrekin: You kind of open up those
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Mark Entrekin: situations, those opportunities. Look at the opportunity.
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Mark Entrekin: It's.
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Carol Cambridge: You never want to be accusatory, and I think that's the other thing that we've has happened to us is that we have become accusatory in
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Carol Cambridge: in the workplace, and that doesn't serve any of us. We have to be more open.
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Mark Entrekin: I so agree with you, and I think that one of the things as we've mentioned earlier, and I see so often
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Mark Entrekin: one person is that way, and for whatever reason they think
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Mark Entrekin: cause another person is that way. As we mentioned earlier, even better political candidates, I do put an S on that plural
455
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Mark Entrekin: political candidates and the negativity that they bring forward.
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Mark Entrekin: Someone's going to pick that up and say, well, that person's running for a political office Presidency. Senate House could be State could be Federal.
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Mark Entrekin: but because of that
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Mark Entrekin: desire for that position to be important.
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Mark Entrekin: they will follow someone who is in that position, even though they may be just a candidate
460
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Mark Entrekin: and say, Well, this person did it, or that person did it.
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Mark Entrekin: and then mimic it
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Mark Entrekin: without any value.
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Mark Entrekin: Where's the value
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Mark Entrekin: to that action?
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Carol Cambridge: Yeah, we're definitely taught, I think.
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Carol Cambridge: to be followers as opposed to leaders. And we don't have the kinds of leaders that I would like to see in politics today. Leaders are the ones who need to stand up and think out of the box and do things a little bit differently, using respect and value, and
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Mark Entrekin: Some of the basic things. As you mentioned, the way the United States was founded
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Mark Entrekin: to get away from some of those problems, and some of that
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Mark Entrekin: political nonsense and family ownership.
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Mark Entrekin: And that's why we came over here and wanted that freedom.
471
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Mark Entrekin: And, you know, go, West young family, go explore and do something new and exciting, and build and be better
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Mark Entrekin: when our own government
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Mark Entrekin: is not
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Mark Entrekin: participating in that process.
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Mark Entrekin: And
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Mark Entrekin: I talked about the story of my old license plate on my car
477
00:48:57.150 --> 00:49:01.800
Mark Entrekin: was RIDL. Riddle.
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Mark Entrekin: and that stood for Republican, independent, Democratic libertarian. Why is it such a why is it such a riddle to build a better world for our children?
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Mark Entrekin: And that's where I came up with that that riddle. Republican, independent, Democratic libertarian! Why is it such a riddle to build a better world for our children?
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Mark Entrekin: And I like what you're saying, Carol. The things like the workplace, violence.
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Mark Entrekin: What are we doing now to be able to
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Mark Entrekin: reduce that violence when our own political leaders
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Mark Entrekin: are not focused
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Mark Entrekin: on being better people, right.
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Carol Cambridge: And there's definitely a culture to it. So a little known fact that, I don't think you're aware of mark is that I am Canadian born so I have been in the Us. For oh, gosh! 32 years now, but I was born and raised, and my husband will kind of giggle at me periodically, because
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Carol Cambridge: Alexa will say something, and then I'll say, Oh, thank you.
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Carol Cambridge: You know as Canadians we tend to be more pleased, you know.
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Mark Entrekin: And that's the way I was raised, Carol. I would. I can see that. And just for them to say something. And what's the weather today. And they tell you, okay, thanks. Just.
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Carol Cambridge: Yeah, just a.
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Mark Entrekin: Polite nature. Go ahead.
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Carol Cambridge: And you know Canadians will say I'm sorry all the time. I'm sorry. Oh, I'm sorry. I'm sorry.
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Carol Cambridge: Sometimes when it comes to a sales point, and so on, not in a good way to keep saying that, but it just goes back to to customs and things that we have learned over the years. And we need to teach our kids. We need to take
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Carol Cambridge: teach those that we vote for. That respect is where it's at respect and value for each other, and for ourselves.
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Carol Cambridge: and.
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Mark Entrekin: I so agree, and to ask another question on that
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Mark Entrekin: is that
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Mark Entrekin: you have customized training. Can you tell me a little bit more about that?
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Carol Cambridge: Yeah, everything we do is customized because it isn't a 1. Size fits all. I like to give examples good current examples that are relevant to the audience.
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Carol Cambridge: And if I was talking to construction one day, let's say I'm not going to use the same examples or the same terminology. As I am in hospitality, they have totally different issues, same as in healthcare, totally different issues, totally different problems. You know, they're dealing with in a hospital. They're dealing with gang members in emergency rooms.
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Carol Cambridge: They're dealing with angry parents. They're dealing with gang members. There's just all kinds of different issues that aren't relevant in the construction industry. And those aren't relevant in hospitality. And those aren't necessarily relevant in the insurance industry. And so basically, when someone hires us.
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Carol Cambridge: They take a look, and they say, Well, we need a little bit of workplace violence. We need a little bit of de-escalation. We need some personal safety. We need some travel safety because our people are on the road all the time. So I take a look at what's the needs? What's their issues. What's the problems? What's currently happening? And why are you calling me right now.
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Carol Cambridge: you know, has something occurred a lot of times I get calls after something bad has happened. A client recently brought me in. Well, I had to do it actually.
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Carol Cambridge: virtual training for them for a variety of reasons, but they had one of their employees shot.
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Carol Cambridge: and we needed to do something preemptive and help for insurance purposes, etc, and we had to train all of their employees on de-escalation skills
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Carol Cambridge: because their employee nobody deserves to get shot. But I will say that that employee did absolutely everything wrong. He chose to escalate it in every which way. But it still means that the client is gonna end up paying a lot of money out of pocket for what occurred. And and so
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Carol Cambridge: I just customize, based on what
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Carol Cambridge: their current issues are, what problems they're dealing with, and
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Carol Cambridge: the specifics of what they are dealing with on a routine basis. And I'm known for being very interactive. I don't stand up and lecture everything. The audience is involved because I I've studied adult education for an excess of 20 years, and I know that we learn better when we are a part of the solution.
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Mark Entrekin: That is so true and being part of the problem. And as you mentioned earlier.
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Mark Entrekin: when kids are asked or when we ask those questions.
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Mark Entrekin: We all want to pitch in and be part of the team in the process, and we only have a couple of minutes left. So we're gonna I'm gonna ask for a closure
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Mark Entrekin: from your side.
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Mark Entrekin: And I'm actually going to touch on an idea that
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Mark Entrekin: in the work that I do
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Mark Entrekin: I bring up we mentioned just talked about gangs in a process, and we have, of course, the worst 10 gangs in the in the United States, or even around the world
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Mark Entrekin: because they're a group of people with a
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Mark Entrekin: theoretical belief.
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Mark Entrekin: How is a gang any different than an affiliation?
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Mark Entrekin: How is that any different than a
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Mark Entrekin: Republican, independent, democratic, libertarian, or other party.
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Carol Cambridge: 2 min won't cover the answer set.
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Carol Cambridge: just won't it? Just won't. You know. As I said before, we have a tendency to have more followers than we do leaders. And we need to teach people individually, I think what happens. What what I see is that people don't see themselves as leaders. They think of themselves as lesser than their boss.
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Carol Cambridge: lesser than they're maybe 2 levels up. And I don't like that idea. I don't agree with it. I think everybody is a leader, and in the companies where I work, where everybody shows up and acts as a leader and everyone is respected, we just don't have those issues. We don't have the problems
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Carol Cambridge: that.
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Mark Entrekin: Respect. I like what you just said, because if we can have that respect for each other.
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Mark Entrekin: it is such a strong
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Mark Entrekin: bull for all of us
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Mark Entrekin: going forward to be respectful.
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Mark Entrekin: So okay, 2 min
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Mark Entrekin: to do. We like to close on any special point or.
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Mark Entrekin: The stay safe project, I know is different, and I know you talk about experiences, engagement, sharing ideas, insights, and collaboration and fun.
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Mark Entrekin: You want to close and just kind of talk about that. A second.
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Carol Cambridge: Well, you know, we learn more. When we have fun, we learn more. When we're engaged, we learn more when we participate. And
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Carol Cambridge: we learn more when we can take some of the heaviness off of our shoulders.
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Carol Cambridge: and I think whenever we allow our employees to open up, I often will do sessions where
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Carol Cambridge: I especially with frontline employees, that we do not include the management. We do not include middle management in it. I'll do a session with them later. I want everybody to be able to open up and to share, and what I hear from middle management or upper management, and what I hear from the employees is often very, very different, and we're often shocked. Sometimes the middle management is not, but the upper management is almost always shocked.
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Carol Cambridge: And so I
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Carol Cambridge: I think we need to sort of meld that together and make sure that everybody feels like they are responsible. They're responsible for each other's safety. They're responsible for each other's respect. And it changes how things are in the workplace, and I guess the only other thing I would love to say is that I do do a 30 min discovery call. If anybody is interested in talking to me about a current situation or a problem, there is no charge.
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Carol Cambridge: and I very often can help people walk through their issues in in 30 min.
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Carol Cambridge: So.
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Mark Entrekin: How do they contact you? That's a good way to close. How do they contact you with this.
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Carol Cambridge: Online. The website is the stay safe project.com email is simple. It's Carol CARO. L. At the stay safe, project.com.
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Mark Entrekin: Great Carol. Thank you so much. I have enjoyed talking with you.
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Mark Entrekin: I so appreciate what you do.
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Mark Entrekin: and to handle
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Mark Entrekin: and support
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Mark Entrekin: and build on ending violence in every way possible. Thank you so much. I enjoy it.
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Carol Cambridge: Thank you. I.
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Mark Entrekin: Being.
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Carol Cambridge: For having me on.
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Mark Entrekin: My pleasure. Jordi had the Jordi had. Leave us. Renee's here. Wendy's here, all of you. Thank you for being here.
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Mark Entrekin: We love your feedback, and we'll talk with you more, and we hope to see you next week. Thank you. All.
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Mark Entrekin: Enjoy your day.
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Carol Cambridge: Have a good day.
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Mark Entrekin: Cheers.
