Drocella Mugurewera talks diversity | DFS 263

Jennifer Takagi: 00:00:00

Okay. Welcome to destined for success. I'm

Jennifer Takagi: 00:00:04

your host Jennifer Takagi and I have another amazing guest.

Jennifer Takagi: 00:00:09

Today's Potter Palooza Day and we get to meet all kinds of

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amazing brilliant people. And now I have dress Sela Moo Gauri

Jennifer Takagi: 00:00:19

wetter did I get close?

Jennifer Takagi: 00:00:27

Giselle is in Knoxville, Tennessee. She's joining us from

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there, the power of the internet and electricity, all the things.

Jennifer Takagi: 00:00:36

So I loved your, like your mission in the world is

Jennifer Takagi: 00:00:41

diversity in action global movement. I've been asked if I

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have a movement, if I have a mission, I kind of don't yet

Jennifer Takagi: 00:00:48

like I do. But I don't have words for it. So I love that you

Jennifer Takagi: 00:00:52

have clear words. And your top title is baking diversity for

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profit within organizations. You have me all the way around

Jennifer Takagi: 00:01:02

wrapped into that, why don't you tell us a little bit about

Jennifer Takagi: 00:01:05

yourself and how you got into this.

Drocella Mugurewera: 00:01:09

My name is I'll just say Drucilla Magara

Drocella Mugurewera: 00:01:11

Werra. My name is diversity trust builder. Because I do

Drocella Mugurewera: 00:01:16

believe that when, when there is a trust between people, they can

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do business together, they can grow together, they can just do

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anything they want together. And I'm originally from Rwanda, and

Drocella Mugurewera: 00:01:30

I came to America in 2009 as a refugee, so I fled my country

Drocella Mugurewera: 00:01:36

because of persecution based on my opinion. And then I was

Drocella Mugurewera: 00:01:40

separated from my children for two years, my husband for a

Drocella Mugurewera: 00:01:43

year. And I'm grateful that through the US refugee program,

Drocella Mugurewera: 00:01:48

America, not only welcomed me, but they facilitated also the

Drocella Mugurewera: 00:01:52

family reunification, all the children are here. They're great

Drocella Mugurewera: 00:01:55

professional, they're growing, my son made me a grandma. And

Drocella Mugurewera: 00:01:58

I'm so happy. So when I came to America, even if I was a member

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of government and parliament in Rwanda, I was hoping that with

Drocella Mugurewera: 00:02:07

my experience, I will come to America, and then I can

Drocella Mugurewera: 00:02:10

transfer, what skills and talents I had. Surprisingly, my

Drocella Mugurewera: 00:02:16

first job was $6.55 an hour. And I didn't have a right to refuse

Drocella Mugurewera: 00:02:21

or to wait to see if there is another opportunity, because by

Drocella Mugurewera: 00:02:26

government's policies, you have just to accept the first job

Drocella Mugurewera: 00:02:29

they are getting to. So then I moved from $6.55 an hour to

Drocella Mugurewera: 00:02:34

$8 $12. In 2015, the agency that will come to me wanted an

Drocella Mugurewera: 00:02:40

executive director and I said, Yes, understand the background

Drocella Mugurewera: 00:02:44

of refugees, I have a story to tell, I have credibility. Why

Drocella Mugurewera: 00:02:47

don't I apply? So I didn't apply three weeks without any

Drocella Mugurewera: 00:02:51

response. I said, I did 100 applications, this one is same

Drocella Mugurewera: 00:02:55

like others. Fortunately, they say you can just come for an

Drocella Mugurewera: 00:03:00

interview. And then the second time, the second interview, they

Drocella Mugurewera: 00:03:04

scared of the dead. And then they pull it closer, they said

Drocella Mugurewera: 00:03:08

they may need me. So I wonder position and I served as

Drocella Mugurewera: 00:03:12

executive director for bridge refugee services for six and a

Drocella Mugurewera: 00:03:16

half years. And then later on, I felt like I had a bigger call,

Drocella Mugurewera: 00:03:22

just not to sort of refuges. But I felt a call to work with

Drocella Mugurewera: 00:03:27

African Americans, the police department, and then serving

Drocella Mugurewera: 00:03:32

refugees and immigrants. And then when I was saying, God, how

Drocella Mugurewera: 00:03:36

would I do this. And then I met a branding coach Sammy brindle.

Drocella Mugurewera: 00:03:40

And we work together. And I said, This is who what I see,

Drocella Mugurewera: 00:03:45

and what I want to do. And then she said, I want to do something

Drocella Mugurewera: 00:03:49

in diversity, because I see a lot of lacks, and I can be the

Drocella Mugurewera: 00:03:53

bridge to build the trust between the authorities, and the

Drocella Mugurewera: 00:03:58

communities they serve. And then she said probably can name you

Drocella Mugurewera: 00:04:04

the diversity trust build. I didn't even know what a firm

Drocella Mugurewera: 00:04:07

name is. But now when I say Drusilla diversity trust

Drocella Mugurewera: 00:04:11

builder, you can guess what am I about? You know, so last year

Drocella Mugurewera: 00:04:17

2022. In June, I resigned from the executive director position

Drocella Mugurewera: 00:04:22

to come to build this global movement, and to speak about

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diversity, resilience, but also embracing change. So this is why

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I'm here and I want to help CEOs and other corporate decision

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makers committing to embracing and now baking diversity in

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their organization to show them the steps not only to launch the

Drocella Mugurewera: 00:04:47

initiatives, but also to sustain so I showed them five steps,

Drocella Mugurewera: 00:04:52

starting from declaring that they are committed because all

Drocella Mugurewera: 00:04:57

start from commitment, but you can Meeting data cannot just be

Drocella Mugurewera: 00:05:01

words or new hearts, you have to tell the public, you have to

Drocella Mugurewera: 00:05:04

tell the world why diversity matters for you. And then you

Drocella Mugurewera: 00:05:09

have to tell the story, how did you get to that? Realization.

Drocella Mugurewera: 00:05:15

And the second phase step will be to just work on to define

Drocella Mugurewera: 00:05:19

your goals and metrics, because you have to measure from where

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you are to where you want to go. If you don't measure and you

Drocella Mugurewera: 00:05:27

have indicators, it's like you are stagnant. The third step is

Drocella Mugurewera: 00:05:32

just to find resources. You know, sometimes you put your

Drocella Mugurewera: 00:05:37

position there for somebody who's in charge, but you don't

Drocella Mugurewera: 00:05:39

give them money. But I'm talking about not only the personnel,

Drocella Mugurewera: 00:05:44

the finances, but the infrastructure, if you have to

Drocella Mugurewera: 00:05:47

change the building, if, for example, I speak five languages,

Drocella Mugurewera: 00:05:51

there are many people who are losing money on the table,

Drocella Mugurewera: 00:05:54

because they don't leverage linguistic diversity. So what

Drocella Mugurewera: 00:05:59

infrastructure you're putting into place. So people can be in

Drocella Mugurewera: 00:06:02

feel included and belonging, really. And then you have to

Drocella Mugurewera: 00:06:06

have a training plan. There are many things you know, and they

Drocella Mugurewera: 00:06:10

don't know, and your staff, your partners, and your clients

Drocella Mugurewera: 00:06:14

should be trained about diversity and how people can

Drocella Mugurewera: 00:06:16

work together to increase revenues and profit. And after

Drocella Mugurewera: 00:06:21

having all that in place, if you have that training plan. So have

Drocella Mugurewera: 00:06:25

to deliver and then celebrate success and celebrate your team.

Drocella Mugurewera: 00:06:29

So in this is a continuous process, because you evaluate

Drocella Mugurewera: 00:06:34

and you adapt. And you see when you have to be flexible with

Drocella Mugurewera: 00:06:39

your staff and your clients. So then you can just have enjoy

Drocella Mugurewera: 00:06:45

your business and value everybody under Tim.

Jennifer Takagi: 00:06:50

Oh my gosh, there's so much there. I love

Jennifer Takagi: 00:06:54

this so much. And I'm also a baker. And I love the fact that

Jennifer Takagi: 00:06:59

it's baking diversity, for profits. And so when you have a

Jennifer Takagi: 00:07:04

recipe, I always follow the recipe exactly when I first get

Jennifer Takagi: 00:07:09

it like step by step exact measurements. And then once it

Jennifer Takagi: 00:07:14

comes out, I'm like, Oh, wait, what if I did this? What if I

Jennifer Takagi: 00:07:18

made a change. So I love the fact that when you get to the

Jennifer Takagi: 00:07:21

end, you need to evaluate and adapt, because that recipe might

Jennifer Takagi: 00:07:25

be really good, but you might need to tweak it. So I love that

Jennifer Takagi: 00:07:31

you threw that in and celebrating your team. I've done

Jennifer Takagi: 00:07:34

some change management training. And, you know, that's one of the

Jennifer Takagi: 00:07:40

key components that's left out, we we don't take the time to

Jennifer Takagi: 00:07:45

celebrate the change the implementation, the actual

Jennifer Takagi: 00:07:50

result, like if it's a project that comes to fruition, it's

Jennifer Takagi: 00:07:54

completed. Yeah, don't jump up and down and celebrate. And I

Jennifer Takagi: 00:07:58

think that's where people get burned out. Yes. To the next

Jennifer Takagi: 00:08:03

project.

Drocella Mugurewera: 00:08:04

Yeah. And they don't feel like they are

Drocella Mugurewera: 00:08:08

valued enough. And some people say on this, some people are

Drocella Mugurewera: 00:08:14

recognized, I read the book, the joy in business, and I think I

Drocella Mugurewera: 00:08:18

had a copy here from joy ride ridge. And she did recommend,

Drocella Mugurewera: 00:08:27

like, what if an organization or a company, his because of you a

Drocella Mugurewera: 00:08:33

word in this award will circulate. So you do something

Drocella Mugurewera: 00:08:37

good. In tomorrow, it's can be Drusilla. After tomorrow, it can

Drocella Mugurewera: 00:08:40

be Jennifer and then can be John, it can be Joe RAM, you

Drocella Mugurewera: 00:08:44

know, and everybody will feel like they are celebrated in the

Drocella Mugurewera: 00:08:48

enjoying. And then when they are motivated, they're more engaged.

Drocella Mugurewera: 00:08:51

And then this is where the productivity is also increase.

Jennifer Takagi: 00:08:55

I love that we just, we just don't do it

Jennifer Takagi: 00:08:58

enough. So I'm just gonna kind of go backwards just a little

Jennifer Takagi: 00:09:01

bit, because we just celebrated that we did it. But to get to

Jennifer Takagi: 00:09:05

that point, you have to have a learning plan. And have you

Jennifer Takagi: 00:09:09

found that some organizations don't give their personnel

Jennifer Takagi: 00:09:14

enough time to adapt to the change?

Drocella Mugurewera: 00:09:18

Yes, many, many organizations, they just

Drocella Mugurewera: 00:09:21

want to do this and this, even like the onboarding process is

Drocella Mugurewera: 00:09:28

like brand you know, you don't take the time to show the

Drocella Mugurewera: 00:09:32

process to see if it is the Jested you just pump, pump pump.

Drocella Mugurewera: 00:09:37

And this is how people get burned out and then the

Drocella Mugurewera: 00:09:40

turnover, you know, in trillions of dollars now in companies so I

Drocella Mugurewera: 00:09:45

think we're actually the process of enrolling people, training

Drocella Mugurewera: 00:09:52

them if the training plan exists, and if it is followed if

Drocella Mugurewera: 00:09:56

it is evaluated, so I agree with you. So Oh, yeah.

Jennifer Takagi: 00:10:03

Along those lines, I often found in my

Jennifer Takagi: 00:10:08

career that we didn't necessarily know why we were

Jennifer Takagi: 00:10:14

doing it or why we were doing it that way. And so to go back to

Jennifer Takagi: 00:10:18

the kitchen metaphor, the daughter gets married, she's

Jennifer Takagi: 00:10:23

gonna make a ham, she goes to cut the end off the ham, and she

Jennifer Takagi: 00:10:27

calls her mom, she goes, Mom, why don't we cut the end off the

Jennifer Takagi: 00:10:29

ham before? The mom says, Oh, well, because your grandma did.

Jennifer Takagi: 00:10:34

And she goes, Well, why did grandma because I don't know,

Jennifer Takagi: 00:10:36

call your grandma. She goes on. She said, why don't we cut the

Jennifer Takagi: 00:10:40

end off the ham. And she said, Oh, my hands are too big, they

Jennifer Takagi: 00:10:44

wouldn't fit in my casserole dish. So I had to cut the end

Jennifer Takagi: 00:10:47

off. So it would fit. Now the daughter has a bigger pan, she

Jennifer Takagi: 00:10:52

doesn't need the end of the hand. But it's the same way in

Jennifer Takagi: 00:10:56

business, like somebody somewhere knows why doing it

Jennifer Takagi: 00:11:02

this way, or this process is important. But when we don't

Jennifer Takagi: 00:11:05

take the time to pass that down to the people actually doing the

Jennifer Takagi: 00:11:09

work, then their motivation goes out the door, their commitment

Jennifer Takagi: 00:11:16

goes out the door. And so, building that into that learning

Jennifer Takagi: 00:11:20

process and giving people a time to really adjust to it is so

Jennifer Takagi: 00:11:23

critical.

Drocella Mugurewera: 00:11:25

And why not one of the things I noticed that

Drocella Mugurewera: 00:11:27

is very valuable, just going even beyond the job description,

Drocella Mugurewera: 00:11:32

you know, you are more than the job description when you apply

Drocella Mugurewera: 00:11:35

for a position. So what I have done as a director, but which is

Drocella Mugurewera: 00:11:39

a best practice, you ask your employees what else what are

Drocella Mugurewera: 00:11:43

other skills and talents they have? They want to use because

Drocella Mugurewera: 00:11:47

when they do that is benefits you it benefits them because

Drocella Mugurewera: 00:11:51

they feel fulfilled.

Jennifer Takagi: 00:11:55

So I, I was fortunate. I always volunteered

Jennifer Takagi: 00:12:02

if any training came up, I was volunteer to do it. Because I

Jennifer Takagi: 00:12:06

enjoyed it. I enjoyed really learning the material and then

Jennifer Takagi: 00:12:09

sharing it with other people. And so that ended up being

Jennifer Takagi: 00:12:15

critical in my life. Because I had done it so much. I got

Jennifer Takagi: 00:12:20

called and asked to train for a year across the country. And I

Jennifer Takagi: 00:12:24

did well. And then I worked myself out of a job because they

Jennifer Takagi: 00:12:28

had a major reorganization. So I left I was given two options,

Jennifer Takagi: 00:12:33

retire or relocate. And I ran out the door. Somebody

Jennifer Takagi: 00:12:38

recognized I had a gift and a talent for teaching and

Jennifer Takagi: 00:12:41

training. And they let me do that in addition to my regular

Jennifer Takagi: 00:12:44

job, like it wasn't my daily thing that came up, I was the go

Jennifer Takagi: 00:12:50

to girl. Yes, it's important to know what their talents are. And

Jennifer Takagi: 00:12:56

if you don't spend time with your people, you don't

Drocella Mugurewera: 00:12:59

you don't know. You don't know. I love

Drocella Mugurewera: 00:13:03

that.

Jennifer Takagi: 00:13:03

Okay. And then the resources, we saw a lot of

Jennifer Takagi: 00:13:07

trouble because they'd come up with these brilliant ideas,

Jennifer Takagi: 00:13:09

these brilliant plans, but then there was no money, or no people

Jennifer Takagi: 00:13:13

or neither. And so how critical is that to the overall

Jennifer Takagi: 00:13:19

implementation of a any type of change plan or diversity type

Jennifer Takagi: 00:13:24

situation.

Drocella Mugurewera: 00:13:26

So if you don't allocate resources, you

Drocella Mugurewera: 00:13:30

you stay where you are, you're doing the business as usual. So

Drocella Mugurewera: 00:13:36

this is why you have to find resources. And even if they are

Drocella Mugurewera: 00:13:40

not enough, doing just something with the letter and then

Drocella Mugurewera: 00:13:44

tomorrow, when you get more, you have to continue to go to the

Drocella Mugurewera: 00:13:49

next step. And also what I have seen within nonprofit world, for

Drocella Mugurewera: 00:13:54

example, people think that there is a lot of competition, but the

Drocella Mugurewera: 00:13:59

uniqueness people do not transcend their uniqueness and

Drocella Mugurewera: 00:14:03

how they deliver services. And this is what in even the

Drocella Mugurewera: 00:14:07

coaching and the speaking, you know, many people were telling

Drocella Mugurewera: 00:14:10

me, oh, Drosophila, there is a lot of experts in the diversity

Drocella Mugurewera: 00:14:15

area. They wanted to scare me. But as I said, nobody will bake.

Drocella Mugurewera: 00:14:20

You know, my UPS is mine. Nobody will teach the way I teach.

Drocella Mugurewera: 00:14:24

Nobody will share the story. What the way I said the story,

Drocella Mugurewera: 00:14:27

nobody will share the experience the way I shared it. So I think

Drocella Mugurewera: 00:14:30

just people are afraid of things they don't know or what they

Drocella Mugurewera: 00:14:36

listen, just in hinder their development. So but resources,

Drocella Mugurewera: 00:14:42

being human being financial being physical infrastructure,

Drocella Mugurewera: 00:14:47

all that is needed to make progress in the technology. You

Drocella Mugurewera: 00:14:51

know, the technology.

Jennifer Takagi: 00:14:53

Yeah, you've got to have it, and it's got to

Jennifer Takagi: 00:14:56

work. Yeah, yeah. And then defining goals. And matrix like,

Jennifer Takagi: 00:15:02

it's that old story of where do you want to go? Like all paths

Jennifer Takagi: 00:15:06

lead somewhere? Which path you want to get on? And where do you

Jennifer Takagi: 00:15:10

want to go?

Drocella Mugurewera: 00:15:11

Yeah. It's not enough to say I am pro. Now.

Drocella Mugurewera: 00:15:17

Yes, you are? How, with what? You know, how we get there? The

Drocella Mugurewera: 00:15:24

steps, the investment, all those things, and then how you will

Drocella Mugurewera: 00:15:27

measure that you move from A to Z?

Jennifer Takagi: 00:15:31

Yes. And we need to know and your people

Jennifer Takagi: 00:15:33

need to know, right? I mean, they need to know that there are

Jennifer Takagi: 00:15:37

peace. Because everybody in the organization has a very

Jennifer Takagi: 00:15:41

important role to get you towards that matric and that

Jennifer Takagi: 00:15:45

commitment, I want to spend a minute on this commitment,

Jennifer Takagi: 00:15:48

because you talk about the commitment and telling the story

Jennifer Takagi: 00:15:53

of how you got to where you are. But the piece I really love is

Jennifer Takagi: 00:15:58

tell the world, we had a little piece of our project was writing

Jennifer Takagi: 00:16:04

your change story, like why change is needed? Either I was

Jennifer Takagi: 00:16:09

super slow, or it wasn't explained? Well, because I did

Jennifer Takagi: 00:16:12

not do a good job writing like change story. But why does it

Jennifer Takagi: 00:16:18

matter to tell the world I have my own ideas, but I'm just dying

Jennifer Takagi: 00:16:23

to hear why that is the number one thing that they need to do

Jennifer Takagi: 00:16:27

is the commitment and telling their story to the world.

Drocella Mugurewera: 00:16:31

So in our world, we were talking about

Drocella Mugurewera: 00:16:33

technology and infrastructure, say your your website is your

Drocella Mugurewera: 00:16:38

official house. If I want to work with you, I will come to

Drocella Mugurewera: 00:16:42

see the company's values the company's the story. And if I

Drocella Mugurewera: 00:16:47

see that there is no commitment about diversity, how you treat

Drocella Mugurewera: 00:16:50

your people, your clients, your your partners, and if I would

Drocella Mugurewera: 00:16:54

have a word, if I wouldn't be celebrated, do you think that I

Drocella Mugurewera: 00:16:57

would tend to I said that is not a welcoming environment I want

Drocella Mugurewera: 00:17:01

to be in. And this is why people even who are committing to

Drocella Mugurewera: 00:17:07

embedding diversity in their organization, they have to

Drocella Mugurewera: 00:17:10

remember that people will not find out if they don't tell the

Drocella Mugurewera: 00:17:14

world that this is who we are, what we believe in how did we

Drocella Mugurewera: 00:17:19

get here? And why it does matter for us to promote diversity

Drocella Mugurewera: 00:17:24

within our organization.

Jennifer Takagi: 00:17:28

I love it. I love it. So how do you work with

Jennifer Takagi: 00:17:31

people? Do you work with individuals or just mostly

Jennifer Takagi: 00:17:34

organizations? How do you work with people,

Drocella Mugurewera: 00:17:36

though my motto is business to businesses.

Drocella Mugurewera: 00:17:38

So I mostly want to work with corporations. And I, as I told

Drocella Mugurewera: 00:17:44

you, I had a call to talk with police department. And I want to

Drocella Mugurewera: 00:17:47

help them to see how, for example, in diversity, the

Drocella Mugurewera: 00:17:51

language and verbiage matters. If you see the tension between

Drocella Mugurewera: 00:17:57

the police and the minority, what are the words, for example,

Drocella Mugurewera: 00:18:01

should come from the mouths of a policeman pulling over a black

Drocella Mugurewera: 00:18:07

man who is traumatized when by seeing just a police car? So

Drocella Mugurewera: 00:18:12

what what can they do? And then how can they have joint

Drocella Mugurewera: 00:18:19

activities, sometimes non uniform, because when I say

Drocella Mugurewera: 00:18:22

you're in uniform, I see you as on the job, I don't see you as a

Drocella Mugurewera: 00:18:26

human being like me. So this is why I think working with

Drocella Mugurewera: 00:18:32

corporations, because when they when our communities also when

Drocella Mugurewera: 00:18:36

if they leverage diversity in their organization, and then

Drocella Mugurewera: 00:18:41

they have profit and revenues, where they will they will give

Drocella Mugurewera: 00:18:45

back to the communities. And then if the communities trust

Drocella Mugurewera: 00:18:50

the organization, they will be loyal, they will be more

Drocella Mugurewera: 00:18:53

productive, more engaged. And then they get benefits, it will

Drocella Mugurewera: 00:18:57

benefit the employees and then to benefit the families, the

Drocella Mugurewera: 00:19:00

communities where they come from. So I think it's a win win.

Drocella Mugurewera: 00:19:04

And people do not have just to fear about diversity. Because

Drocella Mugurewera: 00:19:09

even those one who are thinking that they are liabilities, I

Drocella Mugurewera: 00:19:13

know Americans click most of the time in liabilities. But it's

Drocella Mugurewera: 00:19:17

like having legal advisor for everything. So you have legal

Drocella Mugurewera: 00:19:20

advisor for something if something happens, and you have

Drocella Mugurewera: 00:19:23

insurance that can cover things, but you don't plan based on

Drocella Mugurewera: 00:19:28

fears. You know, if there are risks, no risk, no reward. So

Drocella Mugurewera: 00:19:32

you just go and then if there are risks that are happening,

Drocella Mugurewera: 00:19:35

you manage them.

Jennifer Takagi: 00:19:37

I love it. So as we have audience members

Jennifer Takagi: 00:19:42

listening, some are entrepreneurs and small business

Jennifer Takagi: 00:19:45

owners, and some people work in organizations. If we wanted to

Jennifer Takagi: 00:19:50

refer you to someone or you know, add an organization that

Jennifer Takagi: 00:19:54

you could help, how would we get ahold of you? You?

Drocella Mugurewera: 00:20:01

Yes, my website is draw seller.com. I am

Drocella Mugurewera: 00:20:06

on LinkedIn and a Drusilla McGorry, where are the eye, the

Drocella Mugurewera: 00:20:10

eye a diversity in action. And then my email is simple

Drocella Mugurewera: 00:20:16

drucilla@drucilla.com. So I made it easier for people to reach

Drocella Mugurewera: 00:20:22

out. And if want to have more conversation, we can schedule a

Drocella Mugurewera: 00:20:26

15 minutes. And to keep conversation going, I wouldn't

Drocella Mugurewera: 00:20:31

be interested to learn what they hear from the communities, what

Drocella Mugurewera: 00:20:35

are the challenges, assumptions, worries, and then opportunities

Drocella Mugurewera: 00:20:41

also are there so I am planning to organize or so like diversity

Drocella Mugurewera: 00:20:46

in action, right roundtables, and I am looking for ambassadors

Drocella Mugurewera: 00:20:50

who will share those tables, and convinced sessions everywhere.

Drocella Mugurewera: 00:20:54

This is why I'm building global movement and having a network of

Drocella Mugurewera: 00:20:58

ambassadors of diversity.

Jennifer Takagi: 00:21:00

I love it. So anyone listening, if you are a

Jennifer Takagi: 00:21:06

solopreneur, as I am, I may not need as much of this like as

Jennifer Takagi: 00:21:11

building my business, right? But I know people who do so you,

Jennifer Takagi: 00:21:16

sir, to spread the word and Jessa I'm so happy to have

Jennifer Takagi: 00:21:20

gotten to know you today and to hear your story and your message

Jennifer Takagi: 00:21:24

of immigrating. And finally getting your husband and

Jennifer Takagi: 00:21:28

children with you and your new grandbaby. So, thank you so much

Jennifer Takagi: 00:21:32

for your time and sharing your story with us. Um, thank

Drocella Mugurewera: 00:21:35

you. And so for solopreneurs you know, you

Drocella Mugurewera: 00:21:38

have funnels, think about one of the thing I am concerned about

Drocella Mugurewera: 00:21:42

is like generational trauma and poverty. So think about

Drocella Mugurewera: 00:21:46

different levels, you know, of development. When you develop

Drocella Mugurewera: 00:21:50

the funnels when you speak. Who do you invite? How do you

Drocella Mugurewera: 00:21:53

communicate? How do you share the information so many people

Drocella Mugurewera: 00:21:56

will know about what you do, because of the discrimination

Drocella Mugurewera: 00:22:01

and other things I saw Sometimes I'm in the room as just one

Drocella Mugurewera: 00:22:05

African American and I think we're we're adults, and I wonder

Drocella Mugurewera: 00:22:10

if the information was well communicated. But I do invite

Drocella Mugurewera: 00:22:13

everybody, just such for somebody who doesn't look like

Drocella Mugurewera: 00:22:17

you or who never grew up in your neighborhood and start a

Drocella Mugurewera: 00:22:20

relationship.

Jennifer Takagi: 00:22:22

I love it. Thank you so much for your time.

Jennifer Takagi: 00:22:25

Thank you too. I'm Jennifer by Jennifer Takagi and I look

Jennifer Takagi: 00:22:31

forward to connecting with you soon.

Drocella Mugurewera: 00:22:34

You too.