Financial Wellness at Work: Closing the Advisor Gap

[0:00] JD: I wish the rest of us could do that. Wouldn't that be fun in 401k if we could all have rap names instead of like your regular name. Hola, mis amigos. Y bienvenido un ultra episodio de retireholics. Me llamo es jota de soyaki convis amigos. Silencio hota. Justin McNeil Bl. Muy intelligente. Pero no pelo. No mucho pelo. Chad Johansen. Tonos favorito retireholic. Robe Guy. Muchas gracias por estaraqui. That means thanks for being here. And that was the first intro in another language. I'm pretty sure first you've ever done [0:56] Chad: first you're going to do another one. [0:57] Justin: Pretty good. [0:58] JD: All right everybody, it's that time of the show. We're getting right to it. Where you're going to rate Justin on a 0 to 10 how he introduces our guests. He's been a rock star as of recently. And so Justin, no pressure. I mean lots of pressure. I hope you fuck up, take it away. [1:21] Justin: Mucho que con parte. [1:24] Mark: And I'm not gonna do it. How did you just do that? [1:30] Justin: Copy paste. Google Translate, bro. Anyways, so you know, I wish I had a lot to tell you. In an effort to not lie to our faithful audience for once, I tried and I tried and I tried to find some fun loving and truthful facts about today's guest. Spent hours upon hours and lots of your money scouring the depths of the dark web when I should have been focused on selling plants. I even called the lovely Carrie Ohm and for some dirt and she's still ghosting me, that bitch. [2:05] Mark: Is she watching her language? [2:10] Justin: I know, geez, I'm a little upset about that. So anyways, I don't know how she does it, but in this day and age of social media and cancel culture, this woman has managed to keep her personal stories locked up like Fort Knox. In fact, the only thing I can tell you is based on our recent experience in Nashville, this woman knows how to throw back the beers and drop more F bombs than that second rate golfer guy, Will Hackler. And that makes her just about the most perfect guest for our show. Ladies and gentlemen, she's a director of financial elements for one Digital, Laura Rogers. [2:44] Laura Rogers: Thank you, thank you. [2:47] JD: Muy bien. Silencio hota. Muy biencio hota. [2:52] Chad: I like that name for him. Gotta be used. [2:54] Laura Rogers: Now all I know is if you say my name wrong in Spanish it means parrot. So let's not do that. [3:01] JD: I do know that the Spanish word for J is hota, but I think it also represents some other things that may be a bad slang or something. Very good, very good. Put in your scores, everyone. I see a negative 3.0 from Hackler. That's not very nice. [3:16] Justin: He's just jealous because we're going to kick his ass at golf. [3:18] JD: Let's do a little housekeeping. Or should I say, explain some of the rules of the road for our guests today. We will be playing chat bar champion, so do your best to keep your eye on the chat bar, because you will vote Laura for someone into the semifinals. And you out there in the audience, you know what's going to happen. You're going to vote for the winner. So try to win. Try to check out who you're going to vote for. You know how that works. We're also going to be playing acro, sin. And, Laura, this means if you say any initialism or acronym, don't ask me to tell you what the definition of those two things are. I still am confused about all that. But then you must drink from your penalty drink. I got a little vodka over here. I don't know what you're sipping on, but be careful. That game can get dangerous. What did I do? [4:09] Chad: I was just showing her. [4:10] JD: What? [4:10] Justin: What? [4:10] JD: Oh, okay, okay. Scared me. I'm like, damn it, let's get right into it. Those are the games we're playing. Let's go to headlines. Brandon, headlines, please. [4:21] Justin: Foreign. [4:29] JD: Got two headlines for you guys today. It's been a pretty quiet news, news week. The first headline is, I haven't showered in four days. [4:39] Mark: I don't know why that's not a headline. [4:42] Justin: You want to serve trip right now? What's going on? [4:45] JD: Just getting lazy. [4:46] Mark: I don't know, man. [4:47] JD: Just getting lazy. Throw the hair up in a beanie and, you know. Can we. [4:51] Mark: Can we talk about this for a second? [4:53] JD: Sure. [4:53] Mark: Okay. Because I feel like I've gone a few days myself recently. And here's my rule. If I don't leave the house, right, and I don't really do anything, then what's the point? Well, I'm just wasting water, right? I'm sure we're still in some sort of a drought being California, but what. What do you. What do you think there? Like, if you go in public, if you go anywhere, if it's, go for a walk or go to the store, is it like a requirement that you take a shower? Or just as long as I know we're all like, the German, not like, [5:26] Justin: how many days do you let that go for, like, definitely not four. If it was, like, every other day, I could see that. [5:30] Mark: But yeah, you're like, skin. [5:32] Justin: You're sweating throughout the day. This is gross. [5:34] JD: I would. [5:35] Mark: Skin. What are you talking about? [5:37] Justin: Yeah, he does that, man. [5:39] JD: Mark. I would argue that I feel gross right now. Like, I'm not so certain. I probably haven't used the speed stick as much as I should, and just my hair is absolute. I mean, mess. There's a good itchy. [5:55] Chad: Do you get itchy? [5:57] JD: I'm always a little itchy. [6:00] Chad: I've seen JD in some really compromised positions after not showering for four or five days with sand all through his hair and seaweed all over him. Like, this is good. This four days is a really good four days for you, J.D. you look great. [6:13] JD: There's a shower here. [6:16] Mark: Don't forget there's a filter on Chad. [6:19] Chad: Oh, that's true. He does have a. Have a filter on. [6:23] Laura Rogers: Is it the shower filter? [6:24] JD: Right, the anti pink skin filter. All right, let's go to next headlines. Beyond not showering. Everybody's favorite podcast. The Nevin and Fred Fresh and Best perspectives. Sounds a little bit like a Subway sandwich headline, but tagline but it's good has come out with their newest episode, episode number eight. And I think Webby threw a link to it up in the top of that chat bar. They talked about several things. They're kind of pontificating on what might be a big deal and what might not be a big deal in our industry. And I was listening to it while running on the treadmill. My little peloton treadmill. [7:12] Mark: Wait, you've been working out and you're not showering? Oh, you're disgusting. [7:18] JD: That's true. [7:18] Laura Rogers: Now it's gross. [7:22] JD: It adds to the fun. Pretty sleazy. And they also had great thoughts about all kinds of stuff, and I think they're getting really good at what they're doing. By the way, I love the banter between the two of them. There's a lot of good comedic relief in episode number eight and some great insights. Except for they bummed me out. They got to the end. I know Nevin's here, but I'm just. I'm not holding back here. They talked about PEPs. [7:49] Mark: That's one. [7:50] Justin: It's been a while since he's gone on a rant about these. [7:54] JD: Well, they talked about pooled employer plans in the end. And. And to. To be fair, I heard Nevin say, hey, there's nothing on a pooled employer plan can do that. A standalone plan Can't I? Bless you, Mark. So I appreciated that. I also heard Fred give a really cool insight, which I will share, which is he goes, hey, if I'm an advisor and I'm, and I'm looking for pooled employer plans that I want to partner with, I want to go out and vet out and find the ones that will allow me to do my job as an advisor in the way that I want to do it. And I thought that that was a very smart insight. Being the anti pooled employer plan guy myself, I just don't think there's a whole bunch of those out there. And then a lot of them are trying to minimize that role. But what pissed me off about Fred and Evan is the takeaway from it is they seemed like pooled employer plan advocates. They were very positive. They're very like, oh, this is going to close the coverage gap. They're like, this is a new thing. It landed on their list of things that will be a big deal and they were fans of. And I say, shame on you, Fred. Shame on you, Nevin. You're. You're propagating. Is that a word, Mark? You're propagating. You're. You're giving fuel to the fire of this, of this thing that I think is taking our industry in the wrong direction. And people look up to you guys, damn it. And I don't think you should be doing that. It made me sad. I'm moving on. [9:25] Mark: No, you can't move on from that because you have to, you do have to. You have to allow there to be, especially in Fred and Nevin's positions. They've got to see everything, right? You can't be just targeting one thing. And I don't know, it's like someone talking about investments and being like, well, I'm never going to invest in Bitcoin, right? And now obviously that's a big crypto, is a big deal, right? Well, then you're just naive, right? If you're not thinking about what's next or what's future forward, if you're just specifically saying, I'm going to put my stake in the ground, then they're going to lose people. Hey, think about this. I'm all over the place right now. No, Fred and Nevin are trying to get clicks, dog. They're just trying to rule the Internet. You know what I mean? [10:15] JD: Well, yeah, I don't want to go into like a massive rant on it, but to close out the subject. Yeah, go ahead, John. [10:26] Chad: I just want to ask the question because if that comment was made. Have you come across a pooled employer plan offering that seems to check the right boxes, but still allows an advisor to truly bring their value and deliver their service model? Because I have not. [10:42] JD: I personally have not come across one yet. [10:46] Chad: Of course, Mike says. [10:47] Mark: Yeah, Mike said so that's funny. [10:52] JD: But I know that in the mechanics that it can be built, and so I'm hoping that there's some out there. I went on a rant on LinkedIn. [11:01] Chad: What are they preaching about? Okay, sorry. [11:03] JD: I went on a rant on LinkedIn that's out there on LinkedIn Live, where, you know, Fidelity has come out with theirs, and, you know, there's no advisor on it at all. Like, it's. It's not. It's. It's cutting out the advisor entirely and going straight to the consumer, straight to market. And Fidelity's done that before with record keeping. And so to me, that's my concern with these pooled employer plans is what's going to happen is you're going to see the role of the advisor get diminished. Okay? And so it might still be there a little bit, but it's going to be less, and it's going to be less valuable. And that's one step down a slippery slope where we turn around and look back in five, seven years and go, holy shit, what did we do? Why did we head down that way? What have we done to the advisor's role? And these big companies, these big Wall street firms will rip that knife right out of the advisor's back and just continue on forward and making tons of money. And that's my concern. [12:05] Chad: And I just want to make one more point as Webby and Nevin and others are chatting in the chat bar saying that there was a point that everyone's talking about advisors being a part of these programs, yet the question I just asked the folks who are in this business every day, all day is, have we seen a good pooled employer plan that embraces the advisor? And the answer was no. So I get it. We're saying this as an industry. We're saying that. But the people who are creating these pooled employer plans aren't doing it in a way that empowers the advisor. They're creating them to cut out the advisor. [12:39] JD: I can't believe I'm going to take position with you here, Chad. But there are. There are large aggregators and national advisor shops that are creating their own pet. [12:48] Chad: I will. I will agree with that. I will agree with that. And that was kind of why I'M looking at this from an independent advisor perspective saying, is there a pet that is created? Damn, I was doing so well too. There is. There are pooled employer plans that are created for broker dealers or large aggregators. Um, but. But those aren't created for the independent advisor. Those are created for a chassis of advisors that are all going to sell the same damn thing. [13:16] JD: I can't believe I'm going to say this. I love. I love what the senseo said it perfectly. It. The record keepers own pooled employer plans are very different from that the advisor built ones and I love that. That's. That's well said, Chad. [13:30] Mark: Say two or one. [13:31] Chad: I only caught one saying. [13:33] Mark: He said I want to. [13:34] Justin: I want to as well. [13:35] JD: I want to jump into some of Laura's, some of Laura's topics here. So let's dive into wellness, shall we? And I'm going to hit you all up with a few statistics just to kind of set the temperature and we'll take it from there. The problem, that's what are you drinking? [13:57] Mark: That's more important question here. [13:58] JD: What am I drinking? [13:59] Mark: No, Laura. Is that an oatmeal stout with a dog on it? [14:05] Laura Rogers: I am repping my hometown brewery, Free State Brewery in Lawrence, Kansas. [14:11] Chad: Nice. [14:12] Laura Rogers: With the seasonally appropriate oatmeal stout. [14:15] Mark: There you go. [14:15] JD: It's soft season. Fantastic. Rock chalk, Jayhawk. Finra. There's a FINRA study. Oh, what did I do? Oh, I don't. I don't even know what that stands for. Shame on me. Someone in the chat bar let me know what that stands for. [14:34] Chad: I say someone's got to know it quickly. [14:35] JD: This study where they surveyed over 19,000 adults in the United States. And 60% of the respondents indicated feeling anxious when thinking about their personal finances. Mark and Mark, sit down for this one. Are you seated? [14:54] Mark: No. [14:55] JD: 50% of the respondents indicated feeling stressed when discussing finances. There was a 2021 Capital One CreditWise survey where 73% of Americans rank their finances as the most significant source of stress in their life. Okay. And according to. Oh, shit. An acronym. I don't know, some company as Annual Employee Financial Wellness Survey. [15:28] Chad: Hold on, hold on. [15:30] Justin: I don't think you should be able to just breeze over that. [15:32] Mark: I think we've got to know. [15:35] JD: PwC Pricewater has. Oh, sorry, smarty pants. 38% of all employees have less than $1,000 to deal with an unexpected expense. We're talking about emergency savings here. [15:54] Mark: That's just making up for the $1,000. [15:55] JD: Okay, thanks. And that number jumps to 62% when you're talking about Generation Z, I can say that. So we got a problem. Laura, where do you think this stress and anxiety stems from? Like, what specific areas? Do they not have enough money? Are they improperly budgeting, spending too much on credit cards? I mean, why is this all happening and where is it happening? [16:25] Laura Rogers: The answer is yes, it's all those things. And we are, as you guys all know, a bright spotlight on financial stress, thanks to the past two years where we had uncertainty and job loss, and now we're looking at the great resignation and all kinds of turmoil in the world and in the working people's lives. So I think when you look at the top three, it's what you mentioned, there's a 1.7 trillion. I think I just read student loan debt notes coming due and you've got credit card debt. [17:08] JD: Biden was gonna wipe all those clean or something. [17:10] Mark: I know, waiting for that. [17:13] Laura Rogers: And credit cards and just, I think day to day life. So you're exactly right. People aren't prepared for emergencies. People aren't prepared for, you know, I've seen different numbers about, you know, can't survive a $400 emergency, which is just a tire that needs to be replaced or whatever. [17:33] Mark: So I'm going to, I'm going to, I'm going to drink for this. It's because, hold on, yolo. [17:43] JD: You only live once. You only live once. Well, let me ask you, Mark, I think the way we describe this in the industry, as we say, and I hope this isn't offensive to the general population, but we have low financial literacy, right? Like we're not, we're not crushing it when it comes to financial literacy. So, Mark, as you represent the regular folk, we always say, where's your financial literacy? On a scale of 0 to 10, do you budget well? Do you save well? Do you, do you not abuse your credit cards? [18:16] Mark: In the words of Dave Chappelle, I plead the fifth. My answer to that is this. I've always been somebody who pays attention to money and saves again based on just my childhood and my dad being like, you want money, you got to work for it. And I saved. If I wanted a car, I had to buy one myself. So I think I just generally taught myself budgeting at a young age. And whatever I made, I barely spent. I put most of it away. But here's my thought to all that is I get the fact that people are stressed about it because money is just that. There's too many people that live in a fantasy world and want to Be an Instagram influencer and see people doing these things that they want to do. And I hate to say it, but, like, that's their own fault, man. Like, you need to know A personal. [19:06] JD: I take personal offense to that. [19:08] Mark: I know A, you know, plus B equals C. Like, you can't just be like, you got to know how much you make and how much you can spend. It's pretty simple math if you really boil it down. If you make $50,000 a year, you got to be able to figure that out. I just don't think it's rocket science. So the fact that people are stressed about it is because life happens. Shit does come up that you don't anticipate and you don't expect. So I think that's just. That's just part of life. [19:35] JD: Thanks for your thoughts, Dave. Thanks for your thoughts, Dave Ramsey. Very much appreciate it. But apparently people are struggling with this, and I think I know the answer to this. It's a bit of an underhand softball to Laura, but if we're going to fix this problem and we're going to reduce this stress, this anxiety, and we're going to help these people with financial literacy, I'm assuming you think the workplace is the right place to do it. It's the most logical delivery place for these wellness solutions. Is that how you feel? Or is there an alternative or a combination of two things? Like, how do we fix this problem? [20:15] Laura Rogers: Yeah. [20:15] JD: No. [20:15] Laura Rogers: Great thoughts. As an employer, we have three things working in our favor here to help people. We have access, we have data, and we have trust with those three things. I feel like in the data supports, we have a responsibility almost, and there's certainly an expectation on the part of the working people that my employer should help me with this. So not only do they need it, not only do they want it as the data supports, but they sort of expect the employer to help them with this. You know, there's. There's two types of people in a retirement plan. People that have enough money to get the good stuff, and people that don't. And the people that don't are the majority. So we do have an opportunity and frankly, a responsibility, I think, to help people. And you mentioned literacy. And we talk about wellness. It's one silo of four or five different pieces, right? There's gotta be literacy. There's gotta be wellness. What happened? [21:21] Mark: You say, mark, who said something? [21:24] JD: Did she say something? [21:25] Mark: Nope, nope. That wasn't trying to interrupt. That was Justin in the chat bar. Gotta be careful, buddy. [21:32] Laura Rogers: Well, I can't multitask. I can't read that and talk. So there's literacy, there's wellness, meeting people where they are, getting them healthy and then offering them more advanced or complex needs as their situation in life sort of evolves. Right. So we've got to get the literacy piece, we've got to meet them where they are and then we've got to advance the ball with them. Whether it's get them in the retirement plan, estate plan, whatever it might be [21:57] JD: to tb, Devil Ray in the comments. It's hard for me to read that entire paragraph that you wrote that novel, but fuck fidelity. You can't play on both sides of the street. You can't, you can't sell bundled direct, cut out the advisor record keeping services. You can't create a pooled employer plan that goes direct to market, cuts out advisors and then create other products and claim that you actually help advisors. I say fuck that. I want to back you up. Laura on the There was a study, Damn it. Employee Benefits Research Institute, I'm guessing. [22:30] Chad: Yeah. [22:31] JD: Survey that found that 7 in 10 employees say that they need help from their employer to be financially secure. Mark, you tend to go anti on employers. [22:48] Mark: You want to know what that really means? Do you want to know what that means? Read between the lines. That's what people say, pay me more. [22:56] JD: I mean all it's saying, let me position your chat. Let me position to chat. Clearly 7 out of 10 are saying I do need my employer's help. Are you comfortable with that or is that an employer sticking their nose in too deep? [23:10] Chad: No. And I think I've said from the beginning, as wellness has started to take off, I believe that all I'll say all financial services, but I think it's going to end up going beyond that are going to be offered through the employers that we are all working for in the future. I think at some point you go to get a mortgage loan, it's likely going to be through a connection at the work, at the workplace. I think you, you need to go buy a new car. I think you're probably going to go through some resource at work to get connected to those folks. I do believe that it is a place, a marketplace for lack of a better term for all financial services to reach independent people. [23:49] JD: Laura said the word trust I'd never thought about before. There's a level of trust there. So the employees trust their employer to make decisions and maybe that's what the world will look like in the future. Your employer will really vet out these solutions and save the Employees, the time, the energy and the stress to figure where to go for this type of help. I mean, what's the alternative in terms of wellness and learning this stuff? The only alternative is they go figure it out by themselves and clearly [24:21] Justin: run down by the river. [24:23] Chad: We all know that they won't take action. JD I mean that's just, it's been proven over many, many years that if they're left to their own demise, they won't go out and take action. If, if something is pushed in front of them in the workplace. What is the statistic? People are 15% or 15 times more likely to participate in a work sponsored retirement plan than they are to save in their own individual retirement account. Laura, we're gonna take action. [24:50] Laura Rogers: And not only that, you've got incentive on the employer part because financial wellness is physical health and mental health. So you've got improved rates of savings, you've got reduced illness, reduced downtime, increased productivity. So there should be incentive on the part of the employer to help people with financial wellness. [25:14] JD: Not to mention, I love those stats. I love when someone makes that argument and I agree with it, that it's actually to their financial benefit the employer to have a program like this in place. But then I always think like I'm a small employer, you know, with 25 plus people. You also have a desire, a fear of like keeping your employees happy. Like you want your employees to be happy. I can tell you from the horse's mouth, like if they're stressed out and especially if it revolves around finances that stresses me out as their employer and not because they're not going to be productive and they're not going to work hard. Because I want my employees to be happy. I do. We're going to, we're going to dive deep into a little more into financial elements and how in the company that Laura is with and how they're specifically tackling this stuff. So get ready for that Laura. But before we do, let's, let's spin the full of integrity and the unimproved and tragically old wheel of ice. [26:22] Chad: Tragically old. [26:25] Laura Rogers: The wheel of vice. [26:26] JD: The wheel of ice. [26:31] Chad: On the day we made those sound effects just. Like nine out of ten weeks. [26:42] Mark: Thank you. [26:45] Justin: Much better. Bravo, Brandon. [26:49] Chad: I like that safe call too. [26:50] Mark: You guys gave me so much shit for giving Brandon shit last week. Look what happened. [26:55] JD: Wouldn't it be funny if Brandon I had now rigged the wheel to just hit Chad every time for like the next year? That would be funny. [27:02] Mark: It would be, it would be really funny. [27:04] JD: Brandon. I want to do a quick. [27:06] Mark: A quick little bit. [27:08] JD: I'm going to call this drunk retireholics history. I think the way we can think of this is like just kind of going back down memory lane. Some old time and retireholics history and reliving it, revisiting it. [27:23] Mark: So good. [27:24] JD: Some past event, some antic, you know, anything. So I'm going to bring one up real quick. Do you guys remember in 2018 we pitted one advisor against another advisor in a. In a person on person bout. There it is. There it is. Alex Potter Chin. We called this Advisor Brawl. Yes. Thank you, Chad. And created a contest around it where they had to get as many supporters and votes as they could. And in classic retireholic fashion, we created a trophy for the winner in this. And it was a. It was a legit champion boxing belt. It was beautiful. Brandon made it. It was. It was engraved with their names on it and the champion. There's Aaron holding up the belt itself. I believe it sits in glass and Aaron's office somewhere now. And it was just a thing of beauty. And when I say in classic retireal fashion, I think because that belt cost several hundred dollars and was just. Why? Why do we do things like that? Why do we do things like that? [28:34] Chad: We don't. You do. Jd. [28:36] JD: You are part of this thing. [28:39] Mark: Your financial wellness is real high, isn't it? [28:42] JD: I believe you can go $3.50. So it's hard. Super. I think you can still go check it out. [28:50] Mark: Wait, hold on. [28:52] JD: Yes. [28:52] Mark: That. That segment sucked. [28:54] JD: We'll do other ones that'll be more [28:57] Mark: like you said, drunk history. I thought it was going to be a moment from the show where one of you guys other than me did something because I didn't think you were just gonna reflect on a fun thing. [29:14] JD: Remember the time. Remember the time when we took bubble baths together back in the day Was so fun. Mark. [29:22] Mark: We will. [29:22] JD: We'll do some Will be. [29:25] Mark: You can't call it drunk history if you're gonna just show something that makes me emotional and happy. [29:31] JD: Well, you know, I tried to throw it together so you know what? We sometimes can't felt. I'm kidding. I really like it as smart as you and put a patch on our fucking forehead. Okay, let's move on to a lot of vodka in my free time. Laura, give us a. Give us a quick overview or the audience financial elements. We were first exposed to it when we did a live show for what was resources back then now now part of one digital and it was very interesting but maybe you could update some people in the audience that don't know Financial Elements. What the heck are we talking about? [30:17] Chad: Oh, you're muted. [30:19] JD: She actually mute herself or did she? [30:21] Chad: You had to burp. She had to burp. Probably. And that's. [30:24] JD: I feel like she has to drink for that. [30:27] Justin: Yeah, we get a vote. [30:29] JD: Are you there, Laura? Can you speak? [30:36] Mark: No, we can't hear you. No. [30:38] JD: Never had this happen. This is fun. Mark, fill the dead space. [30:45] Mark: Financial Elements. Well, you know how there's a periodic table of elements while they took all those periodicals and made the Financial Element okay. [30:57] Chad: Oh, she's got nothing. [30:59] Mark: And now Brandon drives an Element Honda. [31:03] JD: Oh no. [31:04] Mark: What did she do? [31:05] JD: Keyboard stuck. [31:07] Chad: I got a different car. I gave that to my nephew. [31:09] JD: Financial Elements is. I'm gonna probably botch this and then Laura can come in and tell me where I screwed up. [31:15] Chad: Honda crv. Okay. [31:18] Mark: You should actually know the name of your car. And by the way, that's an acrosym. [31:22] Chad: Boom. Oh, Brandon got one. Damn it. [31:26] Laura Rogers: What? [31:30] JD: I was exposed to Financial Elements as the wellness solution for this Resources Investment Advisors, which now this national aggregator under the helm of Vince Morris One Digital. [31:42] Laura Rogers: I'm back. [31:43] Chad: She's back. [31:45] JD: Shut up. [31:46] Justin: Take it over. [31:46] JD: Laura, thank God. [31:48] Laura Rogers: You were doing great though. Financial Elements is the employee engagement platform for the employees that we serve in the retirement plans. That is primarily financial wellness, but also includes supporting our managed account offering. And we really. So it's a licensed team of we call financial mentors who meet people where they are set accountability to do's goals and walk them through the journey of getting healthy. So in a nutshell, that is what we are. [32:20] JD: Thank you. Every time we analyze these wellness solutions, I think this debate comes up right? Of using data and technology and apps and notifications and email blasts versus the human element. And how important is to have someone to actually speak to about this? You guys at Financial Elements clearly thought this was important. The mentor seems to be almost take the main kind of lead role in all this stuff. At least from your materials and all that stuff. So you more person focused versus tech or am I not treating that properly? [33:01] Laura Rogers: No, we are big fans of the human element and think it's critical to help. So I grew up in this business on the record keeping side and doing employee enrollment meetings. So you talk to a big room of people and you talk about growth versus value. We tried to turn everyone into Warren Buffett basically and everyone's nodding and they get it and then the line forms at the end of the meeting and they come up to you and say, okay, so what do I do? [33:25] JD: Right. [33:26] Laura Rogers: So they may understand, they may learn, they walk with you, but at the end of the day they just want to talk to somebody who can advise them and tell them what they should be doing, how to set priorities, how to set goals and frankly, how to get there. You know, back to the literacy comment. We don't, you know, I missed the class or I don't think there is a class on. Most of you are going to go work in a corporate environment with a retirement plan. How do we educate people around what that means and how to be a better sort of consumer of your paycheck and a buyer of benefits? And I think there is an opportunity to have that holistic conversation with employees around their benefit spend and their benefit dollar holistically across retirement, health, wealth, et cetera. [34:13] JD: Well, I also get the vibe that each person's going to have a different path. Right. And so you're going to run into someone who maybe has a lot of credit card debt and therefore they need someone to kind of analyze their whole holistic situation and say, look, we really don't need to focus on all these other things yet until we can get you out of these credit cards with these ridiculous interest rates. And so I'm assuming, and if I'm wrong, that this is what a lot of your mentors do is create custom paths for these people. [34:44] Laura Rogers: Yeah. And what's interesting is a lot of people talk about helping the people in the retirement plan where we often say, well, maybe we should be focused on the people not in the retirement plan. There's a reason they're not in the plan. Right. They're consumed with day to day life or bills or whatever it may be. Let's also focus on those people and not ignore their needs because getting people in the plan, saving towards the reason we're all here, retirement is a good thing. That's a good thing for everybody. [35:14] JD: Your job there is to do what? I mean, are you looking to improve what you guys are doing at Financial Elements? Are you looking to tweak the program? Are you just looking to get it out there more? What's your day to day role and your goal and your job description within the company? [35:34] Laura Rogers: Yes, all those things. So it's really setting the strategy and then executing that strategy for our 81, 82 offices across the country and being the liaison between the home office and the advisors to deliver these services to their clients, helping them get people in the programs. We are in the middle of a refresh and really looking at, you know, we've had this in place a couple years time, time for a makeover and understanding that this market and the technology is evolving so quickly and how do we really improve accessibility and utilization so that we can help more people. [36:17] JD: Is financial elements only available to one digital advisors or is it or, and, or clients? Is it just within your under your own roof today? Yes, today it is. [36:29] Laura Rogers: Okay, it's not a scale and we are today focused on our retirement and wealth partners. But you know, we have the whole employee benefit arm and how do we have those and sort of build a holistic solution that our mentors can not only talk to people about debt, but you know, referring them back to their company EAP if there's other issues or providing [36:55] JD: something. I was getting to it. [36:58] Laura Rogers: Oh, that wasn't a mic drop. That was a drink, wasn't it? [37:02] Chad: Was a drink. Jd, Let me, let me make one comment that came up when we were there in la and I think that this point was hit home well during that show and I want to make it known here. We had Brandon on the stage, I believe at the time, and he had said something that stuck with me, which was the technology is great and the human involvement is great, but what really makes a difference in getting people to take action was the accountability to him. And we questioned him a little bit on that and he said, look, if I tell you I'm going to call you in a week to check in on you and make sure that you did what I told you you needed to do, he goes, the response I get more than half the time when I call that person is, oh, Brandon, I'm sorry, man. I got busy and I didn't get it done. I didn't roll my individual retirement account over or I didn't go change this in my beneficiary form. And that accountability to the mentor was something that I believe is very different that we should all be learning from. It's the personal relationship that people are taking action for. They know they need to do this shit. But then when Brandon tells them they need to do it and Brandon calls back because he cares and checks up on him, that's when they do it. [38:13] JD: They set a goal. [38:14] Chad: That's something that the technology is not going to accomplish. [38:16] JD: They set a goal and follow up. That's actually a great segue because I wanted to ask her. But as much as we love this human element, you said data earlier. I mean, I'm sure tech is a focus of yours. The whole system you built right now Is it sitting on. Is this public knowledge? Is this sitting on Questus? Is Questus the ones that helped you guys kind of set up the. The layout? [38:42] Laura Rogers: Yes, for the wellness. They're the tech behind our wellness offering. [38:46] JD: Even big firm that does a lot of this and customizes it for different groups. How important to you as you're leading this is the data and the tech side and why? [39:00] Laura Rogers: It's a great question. And I think the data and the tech help us be more efficient and smart about our delivery and accessibility and frankly, our reach. This is. You have to be efficient and scalable in your delivery and data and tech are how you get there. And not only that, but people want personal, relevant information. They don't want generic messaging. So the more we can harness the data we have and the technology to message people about them, the better our utilization, accessibility and relationship building. [39:39] JD: Frankly, do you track. I think a lot of the gripe we've had too, in the past. Mark's really come around to wellness. He used to hoe and hum and get all upset when we talked about wellness. And one of the reasons why he used to do that, and he always gets mad when I bring this up, is, was adoption rates. Like, I think when we were really digging into this stuff the last few years, we'd ask people about adoption rates. They were very poor. [40:03] Chad: And. [40:04] JD: And so it was like, okay, everyone's all excited about these programs, but no one's really getting their teeth into it and making it actually happen. You have to look at these numbers being the position that you're in. So how do you feel about your guys's adoption rates? What does it look like? And be honest with us. [40:21] Laura Rogers: Sure. Well, I will say that first of all, we have better than industry average on our. Our utilization. I also. [40:32] JD: Oh, smooth though. That was like a real CEO. Oh, damn it. Check. Swing. [40:36] Justin: No, you got two, two and a half. [40:38] Chad: I heard all three letters. [40:42] Laura Rogers: So we do have better than low industry utilization. But I think. I think [40:53] Chad: what you're good. [40:55] JD: Keep going. You're just making my score count is accurate. [40:58] Laura Rogers: I'm distracted by shiny objects. So what I think that's a little bit of a symptom of. And I think you have to look at it, but it is a symptom or a function of being early in our life stage in this offering. So think about when retirement plans began. And maybe I'm the only person that remembers that, but everyone was focused on participation rates. Well, retirement plans have evolved so much that we talk about all kinds of other meaningful metrics And I understand the focus on utilization today, but I think as we get better and smarter in our offering, there will be much better, more meaningful data that we can point to. And you know, I'm in these plan review meetings where employers are saying, well, gosh, only 20% or 25% of our people are using this. And then we're able to talk about how we helped one of your employees establish a savings account or we helped one of your employees buy their first home. And not only that, you're improving health across the board for people that you serve. So it's a little. I understand why people focus on that, but I think there's a much bigger picture. And once you start talking about the stories that I hear of, we help someone get out of debt, we help someone, we move them to tears because they were able to not liquidate their restricted stock units. I almost said the acronym. And so when you start talking about how it impacts people in their real everyday life, it's really great. And I love what we do because we are helping people in meaningful ways. [42:42] JD: You make two points there. One is we can't give up on the mission and the end goal just because we're in the first inning of this baseball game. We got to keep looking at the future and where we're going to be then. And then secondly, like, hey, yeah, you're Even though it's 20% or it's one person, it's making a difference. But I also think we can't be stupid. Like, we need to look at those low adoption rates and ask ourselves, well, how do we fix that? [43:11] Laura Rogers: So that is the good news because we're talking about it. People will continue to invest in the technology and the deliverables and the gamification and all the stuff you got to do to make it better. And when we decide to market dead and gone, we are dead in the water in this offering. So good news is people are talking about it, they're focused on it, which means we will get better. [43:35] JD: I was shocked at the stats, Chad. Like, when I did some research for this, the stats all clearly point to the employers think it's important. The employees think it's necessary. Everyone's agreeing. But then you're why are we not all adopting it? [43:51] Chad: Well, I'm done with the statement thinks we know, the employer knows we know the importance of this. It is no longer we think, statistics have shown, actions have shown, but the utilization. JD in terms of why it's low is in my point of view is because there's no accountability for it. I know I need to work out, I'm getting fat. Do I actually do it? No. When Justin reaches out and Mark reaches out and says we're getting on a peloton competition, will I actually do it? Yeah, I will. Because it's that level of accountability never once happened. But it is because I bought a peloton after you. [44:32] JD: Can that accountability instead of coming from the mentor, which is great, I think that's awesome. But couldn't also come from the employer and shouldn't we be asking more of the employer to like as an example and we do this with lots of things but why can't the employer say hey look, put out the financial elements questionnaire to everyone. You've all gotten the link, all 150 of you. We need you to go take this first assessment to get it on board. I mean doesn't have an employer kind of. I don't want to say have that. Right. [45:05] Laura Rogers: But well the problem with that and we walk a fine line with employers in people don't want to feel like their employer knows all of their financial business. And I think you have to be really careful about that. I do think that the perfect answer is to have employer top down support of the program. But almost a hands off in terms of the details or who's done what or who's participated in what part of the. [45:32] JD: That's so doable. That's totally doable. Tech allows for that. [45:37] Laura Rogers: That's right. And that's where data and tech, right. You've got to bring that together for the solution. But the employer has to be bought in and has to promote. [45:45] JD: That's what I think. I think it's great to have the mentors and I think they can really help. But I think if you really want to move the needle, you got to get the employer to be part of the whole process, set goals for the employer and say, hey look, you got 150 employees. We're going to push this thing out over the next 18 months and we want to get, you know, 95% of the people to go through stage one and we want to try to get, you know, 60% of the people to get up to stage four or whatever. You know, I'm just making up shit here. But if you set those goals and then and hold the committee members accountable and the employer accountable, it seems to me what a great role for the advisor. What a, what a great way to add extra value. We've talked about this a bit in the past, but I feel like that's the way to do it. Let's. Yes. One last shot, one last thought and then we're going to play a little. We're going a little fun. Go, both of you. [46:37] Mark: Go ahead. [46:37] Chad: Go ahead, Laura. [46:38] Laura Rogers: Oh, I was just, I was just saying things like points towards your wellness. Like you get points if you run a race or sign up for whatever, you know, who was that again? That convergence between the health and wealth and really marrying the benefits because financial health is physical health is mental health. [47:02] Chad: The question that I wanted to ask is we're talking about the employer taking some responsibility in this. Do we have proper statistics yet to show action of people utilizing these services and maybe what some real return on investment. Check swing. That's a check swing for those business owners. Like are they seeing people happier, better, better output work? Are they saying people stick around? [47:29] JD: Can you. [47:32] Mark: How can you even. [47:33] Chad: That's what I'm asking Mark. Yeah, I'm wondering if we figured out that way yet. [47:37] Mark: No, I think survey the employees. Are you happier? [47:43] Laura Rogers: I think that we, as JD mentioned, we're in inning one or two and we've got to continue to build the program and have some patience with the program before we can begin to look at things like are you happier at work? Are you more productive? I think we should get there and I think we should get there quickly. But we've got to give these programs some time. We help people all the time get out of debt. And the most recent case we were looking at, it was a year and a half journey that our very own Brandon walked with an employee to get them well out of debt. So they just take some time. But we've got to be working towards the data and the tech to get those metrics beyond utilization. [48:31] JD: Yeah, well, I'm kind of with Jeremy that we put a man on the moon. So you figure we could figure this out, but we need everyone involved. We need everyone pushing. Doug Delzel, the tennis man alive, said earlier that we're talking about health and wealth convergence and retirement convergence. It's a real thing. It's not just a concept anymore. I'm seeing it day in and day out and that's going to help us get to the spot too when all these things converge. I guess I should have said headlines. Jeannie Fisher was out there today with an article by Fred Barnstein talking about renaming the advisor from a retirement plan advisor to something that's more all encompassing and focused on full benefits. So clearly the industry is moving in this direction. Should help. Thank you, Jeremy. Financial Benefits Advisor I like that. Chad, What's. What's everybody's favorite game? [49:28] Chad: Mark's game. It's the you know what they say game. Can we. [49:36] JD: Thank you. [49:39] Mark: Shame on you, jd. Okay, guess. Guess we'll do this. [49:45] JD: Dad's nuggies. That is a fun game. [49:48] Mark: Laura, are you familiar with this game? [49:51] Laura Rogers: I feel like I want to plead the fifth on that answer. [49:55] Mark: Okay, well, nobody ever says yes immediately, so I get it. The game is fairly simple. I have a series of questions. You either think that it's lame or your game. Thus the name the lamer Game. Game makes sense. And I will always ask you first for your answer. And if we have time, then I'll ask the other guys for their answer. So, without further ado, question number one. Lamer game. The elf on the shelf. [50:27] Laura Rogers: Lame. [50:28] Chad: Okay. [50:30] JD: Why? Laura, what do you have against elves? [50:34] Mark: Qbjd, this is not your game. You do not ask for questions. Sorry, do you have anything to add to that on? Why, sure you don't have to. Now that JD's put it out there, I have to ask. [50:48] Laura Rogers: Unnecessary pressure at a time of the year when there's already plenty of pressure. [50:53] Mark: All right, deep. I really, really like the way you were able to say that in such an eloquent fashion, Chad. Lamer game. Lame jd, Fuck elves. That. That's not the question. [51:12] JD: I don't do it at my house. I'm sand lame. [51:14] Mark: So now that's. That's my fault here is like, regardless of. Of if you are. You have it or not, just do you think in general that that concept or that that little stupid thing is lamer game? [51:28] JD: Can I, Can I. Can I ask again? What's the concept that you're. You're. You're tricking the kids to think like, that the elf's moving around somehow. [51:38] Mark: By the way, people, if your kids are nearby, just mute us or something. [51:42] JD: No one brings their kids to retire holiday. [51:44] Mark: No, but the thing that gets me are these people that do these. You know, they set them up overnight and they're like, oh, look at the elves. [51:50] JD: You know, spilled a bunch of cookies [51:52] Mark: all over the counter and they. And they posted on Instagram. [51:56] JD: Okay, I'm sorry. I'm going to read. I'm going to redo and say game because I love the magic of Christmas and children. [52:03] Mark: Wow. That's not even the concept, Justin. [52:08] Laura Rogers: I'm with Mike on creepy. It's just creepy. [52:11] Mark: Yeah, Justin, it's lame as shit. [52:15] Justin: I don't know what bothers me more. People posting it every freaking day on Instagram. Or the actual elf itself. [52:22] Laura Rogers: Thank you. Yes. [52:23] Mark: All right, next question. Going back to Instagram again a little bit here, you know, at the end of the year. And again, I guess if you use this music service, you do it. But Spotify, I know we all know what that is. I don't use it. I'm more of an Amazon music guy myself. But posting your top five songs, listen to or podcasts or whatever from last. From this point, current year. [52:52] Chad: Yeah. [52:53] Mark: All the last 12 months or whatever. Lame. Or game. Laura. [52:58] Laura Rogers: So I'm going to say game. And here's why. They took the concept of we're watching you and we know what you do and made it kind of fun and cool. [53:07] Mark: Wow. [53:07] JD: Good answer. [53:08] Mark: Okay, so now I have a follow up question, and everyone here but Chad will be able to answer this. What has been. If you had to. If you had to guess, whatever streaming music service, you use your number one song this past year, what do you think it would be? [53:27] Chad: I've got one mark. [53:29] Mark: No way. [53:30] JD: Okay. [53:31] Mark: Can't be baby shark. [53:32] Chad: Chad, [53:35] JD: can I look at mine? [53:36] Mark: I think I can, sure. But Laura, mine would have been a. [53:39] Chad: Okay, [53:42] Mark: I'm pretty sure that's. That's an acrosant. But your number one song that you probably listened to more than anything over this past year. [53:53] Chad: Wow. [53:54] Mark: If you don't. If you want to come back, we can come back to it. Don't worry. No, no pressure. [53:58] Laura Rogers: Come back to me. [53:59] Mark: All right, J.D. first question. Lamer game on the. On posting your. Your list, your top five. You know, like, we're back in the MySpace days. [54:09] JD: I. [54:09] Mark: It's. [54:12] JD: It's lame. [54:13] Mark: Okay. Your number one song that you've streamed over the past 12 months. [54:17] JD: Although I really liked Laura's reason why it was game. I thought that was spot on. I'm trying to pull mine up. I can't find. [54:25] Mark: All right, Chad. Lamer game. [54:27] Chad: Lame for sure. [54:28] Mark: Okay. Your number one song this past year. [54:31] Chad: The only reason I say this is because I've listened to it like a million times in the last week with the kids, but it's a. Okay. I think it's Ty Verdes. That song is fantastic. And it makes me feel very good [54:42] Mark: to give you some positive vibes. [54:44] Laura Rogers: It does. [54:45] Mark: All right, Justin. Lamer gain. Lame top song. [54:49] Justin: And so far it's sand in My Boots by Morgan Wallen. That I can see. [54:56] Mark: Whoa. Yeah, let's. You want to get canceled there, huh, buddy? [54:59] Chad: Okay. [55:00] Mark: All right, next question. Unless I should come back to you for your top song. JD And Laura. Yes. No. [55:08] JD: Maybe Maybe I'm trying to find it. [55:12] Laura Rogers: Well, he's looking. I'll go. I'm. I'm on a red dirt kick right now. Red dirt country. And there's a band out of Tulsa, Oklahoma, called the Turnpike Troubadours that have been on hiatus for two years, and they're back, and I've been listening to them. [55:27] Mark: Wait, is that. That's a specific genre of country? [55:31] Laura Rogers: Yes. [55:32] Mark: What's okay? [55:34] Laura Rogers: Don't ask me the difference. It's not twangy country. [55:38] Mark: Got it. [55:38] Laura Rogers: It's more bluesy country. [55:40] Chad: Yep. [55:43] JD: I think I share my Spotify with my son, but mine is Rap Star by Polo G. Nice. [55:50] Mark: All right, next question. [55:52] Chad: Wait, Mark, we want your answer. [55:55] Mark: I don't answer my own questions. [55:57] Chad: We want to know your favorite song. We all want a little bit of rose. [55:59] Mark: Yeah. I'll let you know on when I want to. [56:03] JD: By the way, Polo G's the chat. Just saying. [56:05] Mark: He's. [56:06] Justin: He's good. [56:06] Mark: I like him. [56:07] Chad: I like him. [56:09] Mark: All right. Spray deodorant. Lamer game. Laura. [56:15] Laura Rogers: Spray deodorant? [56:16] Mark: Yeah, you know, like, not like the stick, but the spray. Well, JD doesn't know what deodorant is, so. Do people still use that? [56:22] JD: Is that, like Axe Body spray? [56:24] Mark: Is that a spray deodorant or is that just, like, a Make you smell good? [56:28] Laura Rogers: It's. It's lame. [56:29] Mark: Okay, J.D. [56:31] JD: that's so 80s. I don't know. Did they really make that anymore? It's gotta be lame. It can't be good for the environment. And if I remember correctly, it does sting. [56:42] Chad: Oh, yeah. Yeah. Chad. Lame for sure. [56:45] Mark: Justin. [56:47] Justin: Oh. [56:49] JD: Oh, Ax. Yeah. [56:50] Justin: Well, so lame. I don't use it. But I do have an emergency one like, this tall in my car. Just in case, you know those days you forget to throw in deodorant or something like that, or you. You worked out, didn't shower for four days. [57:05] Chad: Good point. [57:06] Justin: Got to be prepared. [57:08] Mark: That's smart. All right, last question. [57:11] Justin: Accused of that. [57:12] Mark: That's the last question. And not to get, like, religious or anything, I think this might be, like, a religious thing. But Advent calendars, okay? If the Advent calendars that are not the cheap cardboard plastic things or. Sorry, cheap cardboard chocolate dealies. Anything else other than that? Lamer game, Laura. So, like, an example would be, like, there's, like, Advent calendar. You get a box of, like, wine, right? Where you punch number one, you pull out a bottle of wine. [57:42] Laura Rogers: Well, now you're just baiting the hook. A wine advent calendar. Totally game. There's some Kerfalafle out there right now about a. [57:52] Mark: Is it so many ways to make people waste money. We're talking about financial wellness. That is not a buy the $2 chocolate calendar. Give it to your kids. Or if you don't have them just. You like chocolate. That's what they're supposed to be anyways. J.D. lammergaine. [58:07] JD: You're gonna think. You're gonna think this is just for the show. Just for, you know, Mr. Fancy Pants. Gucci buying Louis V. Shopping. You know, Ferrari drive and JD but we have a Christian Dior advent calendar at our house. We actually have two of them. One for my wife, one for one of my daughters. And so I'm. [58:28] Justin: Ferraris did that cost game. [58:30] Mark: What is even in it has a [58:33] JD: fancy like perfumes and expensive jewelry and all kinds of shit. [58:37] Chad: I think that's. I want to live the life JD Lives. [58:42] Mark: I. I don't even know what to say. Yeah, I'm. You know what? On that note, you know what they say. And I don't know. I don't know what they say. [58:50] Chad: You know what they say. [58:52] Mark: It's okay. [58:53] Justin: I didn't want to give a response unless. [58:55] JD: Let's go straight to Chad. [58:57] Mark: Didn't either do it. I cut it off. That was too much for me to take right there. [59:01] JD: No. JD doesn't need financial elements. When you make as much money as I do, you spend away me and. Me and Vince Morris. Although Vince Morris is diamond. [59:12] Chad: You're broke. [59:14] JD: What are they? At any day during the year, the odds are 70, 30 that Vince Morris is on a tropical island somewhere on the planet. But. All right, let's move on to chat bar champion. Justin, your vote for chat bar champion. You go first, buddy. [59:29] Justin: Patricia Bailey. [59:30] Chad: Oh, she was good tonight. [59:33] JD: Nice. There's Vince. There's Vince serving up some drinks. I screenshotted that from his wife's Instagram stories. So there you go, everyone. Chad, your vote for Chap. Our champion. [59:48] Chad: I had. I had Trisha as well, but Hackler's late game took her over. Hackler crushed it. Attack. [59:56] JD: Hackler. Hackler. All right. He's a greatest of all time chat bar champion guy for sure. And looking to secure all four mugs. Mark. [1:00:12] Mark: I feel like early on I was a little bit obsessed with Devil Ray. And I don't want to say the letters because that probably acronym Tampa Bay. [1:00:23] Chad: That was one comment and then Mia. [1:00:27] Mark: Yeah, I know they're still here. And I. [1:00:30] JD: But I just want to know, like don't. [1:00:33] Mark: Don't use weird names like that's lame. [1:00:36] JD: Use your name. [1:00:36] Mark: We want to know who you are. [1:00:38] Laura Rogers: So he just say missing an action acronym? [1:00:42] Justin: Oh, he did. [1:00:44] Chad: Laura. [1:00:45] JD: Nice. Laura. [1:00:45] Chad: Damn it. [1:00:46] JD: All right, so who's. Who's your vote? Mark. [1:00:49] Mark: And I would say Trisha, but they left me out of their cool jacket club. Jesus. I'm gonna go with Alfonso. [1:01:05] Justin: He was a good second runner up. [1:01:08] Chad: My. My board too. [1:01:11] JD: Laura, your vote for chat bar champion. [1:01:15] Laura Rogers: Oh, come on. It's obvious, right? [1:01:17] Chad: Don't say Carrie. You can't. You can't vote. [1:01:21] JD: You can do whatever the fuck she wants. [1:01:23] Laura Rogers: Chat. [1:01:23] Chad: Have a great night. You can't. [1:01:25] Laura Rogers: I gotta go, girl gang. Trisha's my new best friend. Although it is Carrie's fault that I'm here. [1:01:30] JD: So which one is it? Trisha. [1:01:32] Laura Rogers: It's Trisha. [1:01:33] JD: Trisha. All right, well, I'll throw Carrie into the mix. Even though she's not never going to win. We'll throw her in there. Carrie, I love you. I was going to throw Nevin in, but. Nevin M. I. I'll drink for that. Let's throw. Takes Brian a little bit of time. Throw that sucker up and stick around for the after show because I got another survey. I'd like to throw out some of you. I keep forgetting to throw it into the main show. And let's use Chap, our champion. We'll wrap this bitch up and head into the after show. You got Trisha. [1:02:11] Chad: Craig's right. Take. Take that picture down already. [1:02:14] JD: Yeah. [1:02:15] Chad: Did you want to run your other poll? [1:02:18] JD: Yeah. You want to do it real quick after this one? [1:02:20] Justin: Do we get to vote for this one? [1:02:21] Chad: Okay. Trisha's running away with it here, I think. [1:02:25] JD: Yeah, that's pretty standard. [1:02:27] Justin: All I'm going to say is that's the. Got it three weeks in a row, guys. [1:02:30] JD: And you are chat bar for the show. What you need to do is in the chat bar, let us know what collectible mug you would like. Would you like a silent J A Chadwick Johansson, a robe guy or a jd? And then a direct message me your mailing address will ship it out to you. Before we wrap this show, I put out a survey on LinkedIn for if in 2022 if people would like to move the time slot of retireholics instead of having it at the late 7:30 Eastern time slot, might you prefer something like 2:00pm Eastern or 3:00pm Eastern? Mind you, that means us California people have to start drinking at like 11am or something. But. But we could potentially make that happen. So I got basically a third, a third and a third were the answers on LinkedIn. So it really didn't help me move forward that much. So I wanted to ask you all here tonight, would you prefer. [1:03:37] Mark: How can we not vote Brandon? [1:03:40] Chad: Too eastern. [1:03:41] JD: You guys don't. [1:03:42] Mark: Yeah, they'd be terrible. [1:03:43] JD: You do whatever the audience wants you to do. [1:03:46] Mark: You know, [1:03:51] Chad: I mean when I look at this jd, my thought is to eastern is the, is as early as you could go for the west coasters and that's, that's tough there that you can't go any later or lunch. Yeah, keep it the same with quite [1:04:08] JD: a few people on LinkedIn said keep it the same too. We got a couple hundred votes. [1:04:11] Chad: The vast majority of people I talked to say they're listening to the stream afterwards. Like we get great, great interaction on the chat bar but the people who don't tune in each Thursday, they're still getting it. [1:04:22] Mark: So I get follow up, follow up question. Can we go every other week? Would people be cool with that? I think they would really be cool with that. [1:04:32] Chad: No way, Mark. No way. I need my time with you guys. [1:04:37] JD: Did we get the, the mug from our winner Trisha? Trisha, please let me know what she wants. [1:04:42] Chad: Chad, she wants the nerd. [1:04:44] JD: Okay. And then I'll get you verified direct message me or mailing. I'll get a chat mug. That's what I'm drinking from, a Chad mug tonight. Laura. Wait everyone. Next week we will have Keith Grettis, the CEO of the Kidder company will be on the show. He's a very outspoken industry peeps but that should be a fun one. Laura, thank you for spending time with us. We really appreciate it and we appreciate your insights and good luck to you and all the people at Onedigital and at Financial Elements. And tell our buddy Brandon Cutler we said what's up? [1:05:20] Laura Rogers: He's next. [1:05:22] JD: Yeah, we'll get him on there, we'll get him on here. And thank you all you out there for tuning in. Even you Matthew Schmedium Jackson, you little arm touching creepazoid that you are. We appreciate it when you and we're going to do a little after show for about 20, 30 minutes. Laura, if you'd like to join us that'd be great. If you don't then we're just going to talk a bunch of shit about you. [1:05:43] Chad: Let's look at some of the common examples of sexual harassment in a workplace. [1:05:46] Laura Rogers: I got nowhere to go. [1:05:48] JD: Matthew, you should check that video out. Okay, thanks everybody. We'll see you next time. [1:05:56] Laura Rogers: Thank you. [1:05:57] Chad: Night, James. [1:05:58] JD: I want to be a billionaire so fucking bad.