Latest / The Inspired Stories Podcast / Senior Care Is a Hospitality Job. Scott Nield Proved It Adds 7 Years to Your Life.

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Senior Care Is a Hospitality Job. Scott Nield Proved It Adds 7 Years to Your Life. · The Inspired Stories Podcast

0:04
Welcome to another edition of the Inspired Stories podcast,
0:08
where leaders share their experiences so we can learn from
0:11
their successes and be inspired by how they've overcome
0:14
adversity. My name is Anthony Kotaspodi,
0:17
and today's guest is Scott Neil, president and chief executive
0:20
officer at Montereau. They are known as Tulsa's
0:23
friendliest senior living community, offering a life plan
0:27
approach that provides independent living, Wellness
0:31
programs and high quality health services.
0:34
Their mission is to give older adults a vibrant lifestyle
0:38
complemented by retirement planning and meaningful
0:41
engagement opportunities. Scott joined Monroe in February
0:45
2022, bringing over 25 years of expertise in senior living and
0:50
hospitality. He has successfully LED
0:53
innovative initiatives focused on return on experience and
0:58
edutainment, enhancing how residents connect and thrive.
1:02
Before coming to Montreau, Scott held various leadership roles in
1:06
both hospitality and healthcare, always striving to ensure
1:10
seniors feel valued and appreciated.
1:12
Under his guidance, Montreau has continued to expand its programs
1:15
and earn recognition for excellence in short and long
1:18
term care. Now before we get into all that
1:21
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AD back benefits.com. All right, back to our guest
2:05
today, President and CEO of Montrose, Scott Neal, thanks for
2:09
making the time to Share your story today.
2:11
It's a pleasure. I'm excited to get to to chat
2:14
with you. Thanks for having me.
2:15
Yeah. So maybe let's go a little bit
2:19
further, further back even before coming to Montreal and
2:24
tell us where you're originally from and how you found your way
2:28
to the States. I I grew up in Scotland, the
2:32
Highlands of Scotland specifically, so just outside
2:36
Inverness, the capital, and had a great family dynamic.
2:42
Father was a entrepreneur and former professional soccer
2:47
player or football player, we call it.
2:50
So I grew up in a very sporting family.
2:54
Try it all sports. And, you know, was able to, to
2:59
do a couple of them pretty well and came over to the States to,
3:03
to, to play sports and also to, to learn the business of, of
3:09
golf and, and country clubs. And that, that kind of was my
3:14
career path for, for many years before I came into the
3:18
healthcare component of hospitality about about a decade
3:23
ago. So, so yeah, I got to grow up in
3:26
Scotland as a child and America as an adult.
3:30
So I feel really blessed to have both in my.
3:34
And so were you what, like late teens, early 20s?
3:37
Yeah, just. 19 so just yeah came over right, right as 18 and and
3:43
were. You coming over to play golf and
3:45
learn golf? Or was there another sport that
3:47
you? Yeah, so and soccer as well.
3:49
So, yeah, tried to tried to do both the same level as my, my,
3:55
my dad didn't quite have the, the talent, the gene pool kept
4:00
getting delineated every generation, but but it's
4:04
afforded me to to kind of follow on his footsteps with level of
4:07
people as well. And so kind of parlayed that
4:11
into the business, the business part of of so.
4:15
You were managing golf courses, clubs, academies.
4:19
Talk to us about that. Work.
4:20
Yeah, all of that. I got super, very, very lucky.
4:26
Often it's better to be lucky than KUJ, right?
4:28
And I got super lucky to, to get introduced to the, the Harman
4:33
family and Craig specifically at Oak Hill and one of America's
4:41
greatest clubs. And, and at a very young age, he
4:44
took a chance on me and put me into this training program.
4:48
And from there, you know, really learned the business of country
4:54
clubs and golf and teaching. And then from there probably
4:58
that into leading my own clubs and, and at a very elite level
5:05
of hospitality. So, and then from, from, from,
5:09
from that, it was being surrounded by many captains of
5:13
industry that I was able to ask for help and coaching.
5:18
And they wrapped their arms around me and had a wonderful 20
5:23
odd years in, in that world and then kind of fell into the
5:28
senior living part. And yeah, kind of got lucky
5:32
there too. And now ended up in, in, in
5:35
Tulsa. So it's been quite the journey.
5:37
And 11th different state now, I think fourth different country.
5:41
So it's been. It's been back.
5:44
Around quite a bit, yeah. Yeah.
5:47
Let's go back to Craig Harmon. What?
5:50
What do you think he saw on you? Why did he take a chance on you
5:52
back then? I don't know.
5:56
I, I, I, I think Craig saw a passion from me.
6:01
I think he also, I have an insatiable appetite to learn and
6:06
I think he saw that. And I think what's, what's
6:10
really being able to, to keep my career advancing has been a
6:19
drive that maybe some would say is unparalleled.
6:22
I've, I have a lot of Dr. willingness to to learn and, and
6:26
therefore succeed. So a work ethic.
6:30
I think you saw that too. And I was raw.
6:34
I was a greenhorn. And thank goodness he took took
6:37
a chance on that. So it was definitely not because
6:39
of my experience and talent that he what he saw, but he saw
6:43
something and and I took advantage of it with learning
6:47
from him and and his training program.
6:49
And, and you said as you advanced through your career
6:53
along the way, you were doing a good job of kind of raising your
6:55
hand, asking for help, asking for coaching, asking for
6:58
training. And I think that's something
7:01
that a lot of people would benefit from if they were better
7:05
at doing that. Was that something that somebody
7:09
else taught you? Was that just sort of innate in
7:11
you? And what kind of tips would you
7:13
have for listeners on how to go about that for themselves?
7:19
Yeah, so I'll probably start at the back end.
7:23
You, you just got to be fearless and unapologetic and, and great
7:27
leaders. If, if they, if they do see
7:31
something in you and, and a passion, at least there's only
7:35
been a couple on my longer career than some that have said
7:39
no. Most really great leaders will
7:44
love to impart their wisdom on on others, especially those that
7:48
are younger and less experienced.
7:50
So I think you just have to be brave and, and, and, and expect
7:55
a no, but hope for a yes. And, and often times you get
7:59
that yes. I, I think it's really just,
8:06
it's having courage, right? It's having courage to to to
8:10
mess up and fall forward. I want to understand how the
8:15
transition from being in the golf world to senior living came
8:20
about. It seems like a bit of an
8:22
unusual transition. Yeah, but less and less now I
8:27
think you know, 10/15/20 years ago it was a less common.
8:33
Today I think it's people are seeing what the future of the
8:37
industry is, but also the the present, right.
8:41
We're moving away from a clinical model into a Wellness
8:44
model. And so there's a lot of
8:48
hospitality and what we do quite frankly, what you're building
8:54
widgets today, you're in the hospitality business, right?
8:56
So everything we do and we teach a lot of that and our training
8:59
here and even in healthcare, you may be a clinical expert, but
9:04
you're a hospitality expert at the same time.
9:06
So other than, you know, not having a golf course, we have a
9:12
healthcare center. It's pretty much same type of
9:15
business. You're, you're in the people
9:17
business. You got to know your people to
9:19
know your business. And it's, it's, it's different
9:23
in a Country Club in that this massive amount of regulation,
9:27
massive amount of capital expenditure on these big, big
9:31
communities. But the operational aspect is,
9:36
is, is very similar. You're dealing with people.
9:38
And that's definitely the most rewarding job in the world is to
9:43
deal with people. It's also the most complex and
9:46
sometimes the most difficult. So you, you, you have to take
9:50
that into appreciation and into perspective as well.
9:53
So you got people skills. That's what people want,
9:57
especially in in their later years where you, you, you, you
10:03
have to show empathy and, and, and the ability to provide
10:07
compassionate care. So it's.
10:09
Helpful to see those sort of commonalities the, you know,
10:12
you're dealing with people. I think it's fantastic that you
10:16
think about what you do now in terms of hospitality and we'll
10:21
get into this a little bit more, but I have to assume that the
10:27
the customer experience at Montereau is only benefiting
10:32
from that kind of mentality and that kind of approach.
10:35
But from your perspective, why make that change?
10:39
You're in the golf industry, probably have lots of contacts
10:43
in that space. You understand how it works, who
10:45
all the players. Are we just ready for a
10:47
different kind of a challenge or what?
10:49
What was going on there? Yeah, I think all of that going
10:53
through a transition and life, midlife, all of that divorce,
10:58
health issues and just kind of fell into it as well and kind of
11:04
got a phone call one day saying, hey, do you want to have you any
11:08
interest in senior living? And I said, what's that?
11:12
And but the more I got to talk to the recruiter, the more I
11:18
realized that it would be, I think a really good fit.
11:24
A lot of what I was doing already getting weekends off was
11:30
something I never had before since I was, you know, 12 years
11:33
old. So that was, it was just a, a
11:36
different way of, of living, a different way of thinking as
11:41
well, which was was a challenge. And, you know, that's kind of
11:47
just who I am. I just willing to take the
11:49
plunge and, and if it doesn't work out, we'll figure something
11:52
else out. That's the beautiful thing about
11:55
hospitality, right? Is there, there's just so many
11:59
different avenues you can go down.
12:01
And that, that would be one thing I would, I would say to,
12:05
to, to people in general is and, and I was that way.
12:08
I thought I was mired in the fear of being 1 dimensional for
12:12
a long time. Well, it's only country clubs
12:14
that I know. And and then coming into this
12:18
space recognizing there's just so much opportunity.
12:22
And so I would encourage people to to never think they're
12:26
one-dimensional. Don't box yourselves into one
12:30
thing. What was probably the biggest
12:33
challenge in making that transition from golf courses to
12:37
senior living? Having no clue about healthcare
12:42
absolutely that, that, that was, that was a massive challenge,
12:48
but one that I was willing to take on.
12:50
And, and another example of I asked a lot of people for help,
12:55
a lot of people that were, were willing to, to coach me and I
12:58
was willing to study. So, and it took a long time.
13:03
I mean, it, it, it's such a, a unique space that it, it took a
13:08
good solid couple of years to feel comfortable.
13:11
By the third year, you're, you're feeling like, OK, I kind
13:13
of, I kind of understand this a little bit, but that was, that
13:17
was a massive shift. And, and it is daunting and it's
13:22
not for the faint of heart, especially in an industry that's
13:26
a little bit different, like you care, but also one that's highly
13:30
regulated. And, and so it's important that
13:33
you surround yourself with that talent, right?
13:35
And, and, and great leaders will make sure that they they hire or
13:40
cast people that are complementing their weaknesses.
13:44
And, and I certainly was able to do that in, in my first go
13:48
around in senior living. So.
13:50
How did the opportunity to join Montrose specifically come
13:53
about? Yeah, we were living in Atlanta,
13:57
building a in a a urban environment there.
14:02
Got a call from a recruiter again and said, hey, you know,
14:06
this, this is kind of your perfect Country Club model.
14:10
It's just in senior living, it's a single site.
14:14
You've got a, a governance model that's very similar to what
14:18
you've been accustomed to in the, in the Club World.
14:21
And you've got a chairman of the board that's not only brilliant,
14:24
but he's not changing every two years.
14:26
So that's rare. And, and it, it, it really was
14:31
kind of for me perfect timing and and the perfect governance
14:36
model to be able to to really bring my philosophy and and and
14:43
senior loving to to fruition. And he, he bought into that.
14:48
So it was. Say more about that.
14:49
I want to understand what sets Montero apart.
14:52
What? What is it that you guys are
14:53
doing there that's different? I think we, we think different.
14:57
I mean, we, we want our vision statement, which I did not
14:59
write, but fundamentally believe in is that, you know, we want to
15:02
revolutionize the way people age successfully.
15:04
And, and, and, and it's going with a hospitality mindset and
15:07
not a clinical 1. Clinical 1 plays a big part in
15:11
what we do, but it, it's, it's just a different way that we
15:15
want to think and, and operate. And so I, most CE OS will come
15:22
with a, you know, 120 page business plan and, and we
15:25
certainly have that. But I believe in just a very
15:28
simple 5 fundamental pillars for, for this type of business.
15:34
And if you're best in class in those five pillars, you're going
15:36
to, you're going to be doing something, right?
15:38
So our five pillars is obviously fiscal stability, right?
15:41
You can have the best people in the best culture, but if you
15:44
can't pay for it, it doesn't exist.
15:46
And even as a not-for-profit, you, you make a profit, no
15:49
margin, no mission. So we do that very, very well.
15:53
We want to develop our people through, through service
15:55
excellence, right? So superior service excellence.
15:58
So it's incumbent upon this labor market to make sure that
16:01
we're developing our people adequately.
16:04
And we've got a bunch of really cool programs that we were able
16:08
to to establish here on that. We have exquisite culinary
16:12
right. It's the universal language we
16:14
all have to eat. And it's a very important part
16:18
of the lives of, of people in general, but certainly of those
16:23
that are seniors in the European model.
16:25
You know, you break bread around, you know, 6:00 and
16:29
you're there for a couple hours and you're making fun of each
16:32
other and, and, and you know, the banter and the patter and
16:37
that's. Breaking bread at six, though, I
16:38
thought seniors where they were, they were sitting down like 3 or
16:41
4. Surprised.
16:42
Yeah, you'd be. Surprised some are at 4, some
16:44
are at six, some are at 8:00. But yeah, it's, it's, it's
16:49
really cool. And it's not just about fancy
16:51
five star dining and fancy sauces.
16:54
Really. You know, we teach here, right?
16:56
Our, our culinary team, our executive chef, you know the
16:59
principle, right, that you may not know that this is this
17:02
person's last meal. So if you knew it was their last
17:05
meal, you would make that a piece of art, right?
17:10
And so that's the, I think a different mindset than than
17:14
what's maybe been in senior loving before integrated
17:18
lifestyle and Wellness, which I believe is the future of our
17:20
industry, right? That's taking our baby boomers
17:23
who have had a, a Country Club lifestyle their whole life and
17:28
have accumulated more wealth than the world's ever seen.
17:31
And they spend it. So being prepared for that.
17:34
And they very much want that Turkey lifestyle style that, you
17:39
know, the cruise ship that doesn't leave the port.
17:41
And so the clinical aspect of life plan aspect is, is a
17:46
component, but they put more emphasis on longevity and their
17:50
lifestyle and providing that longevity and then having elite
17:53
healthcare, right. So those are our five
17:55
fundamental pillars that we want to be leading and best in class
17:59
in and that kind of covers I think a lot of the bases in the
18:05
operational sense with with senior living.
18:10
And so what's the extent of the healthcare services that are
18:13
being provided on site? Yeah, so we've got what what's
18:16
called the full continuum of care.
18:18
So we have independent living, right, Just like any living in
18:21
homes or apartment homes. Then assisted living, memory
18:26
care and skilled nursing. So we have all the components.
18:29
We had the 5th component of home care as well.
18:31
We want people to be living independently as long as
18:35
possible and we all want to die in our own bed as we fall
18:39
asleep. And so keeping people
18:42
independent in their home as long as possible is important to
18:45
most and certainly are important to those that believe in what
18:50
Montreal is doing. So in addition to providing all
18:53
these great services at what sounds like Club Med to me,
18:57
you're also going into other people's homes and providing
19:00
them the kind of care and support that they need for as
19:03
long as they're willing and able to stay there.
19:06
Yes, exactly. And, and, and that's not just
19:09
that's been going on in, in senior living for a long, long
19:11
time. That's the future of, of health
19:14
systems as well, right. So you'll be seeing a lot of
19:17
that coming, you know, having ERS in, in people's own houses.
19:22
It's just the cost of healthcare has to go that route.
19:26
So, so, so, yeah, we've been doing that for, for a, a long,
19:30
long time. And you know, I, I, what I would
19:33
say in that regard, right? Some organizations, you know, I
19:37
call our, our care team. You know, there's a difference
19:40
between being a time keeper and being a care provider, right?
19:43
And so maybe too often, but, but getting less, you know, you're
19:49
finding people that will just sit there on their phone and
19:52
wait for something to happen. We're different here.
19:55
We trained to that where you know, we want our our team
19:58
members that are caring for people in their home to.
20:01
To go through our, you know, Sipsy program and, and ensure
20:04
that our residents are getting social engagement and
20:07
intellectual challenge, physical movement, spiritual fulfillment
20:11
and emotional well-being. And so it's really creating care
20:17
plans, we call them Sipsy success plans that afford our
20:21
our team to know other people and get them out, you know,
20:24
having those dimensions of Wellness that will add to their
20:27
longevity. And that's both for the folks
20:31
that you're caring for at Montero as well as the folks
20:34
that you're going into their homes.
20:35
Yep, Yep, exactly. And also our team members, we
20:38
want our team members to be living that sipsy life as well.
20:41
So we talked about that. We educate that, we give a lot
20:45
of statistics and we give great examples from the Blue zones of,
20:50
you know, what we're learning from people that are living long
20:54
and vibrant and purposeful lives.
20:55
So, yeah, it's, it's purposeful and what we we do and the data
21:00
supports it. You know, you come to
21:01
communities like Montreal, on average, you'll, you'll live
21:05
seven years longer than you would living at home.
21:08
So the data's there to support it.
21:10
We have the data there. And so I like to call Montreal
21:14
kind of micro Blue Zone where you know you're, if you come in
21:18
here early enough, it will add to your longevity absolutely of
21:22
all the stuff that we are. What do you think's the key
21:24
factor in that? Is it having access to that
21:26
healthcare? Is it mostly that social
21:28
interaction that's keeping people engaged and and
21:31
interacting? Yes, yes and yes.
21:35
So, yeah, number one key factor for longevity, right, is
21:38
obviously socialization, having purpose, so giving people
21:42
purpose. So you come into a communal
21:44
setting like these wonderful communities, life plan
21:46
communities, you're getting that heavy purpose, which leads to
21:52
vitality, right? And we're the most stressed out
21:56
nation in the world. And so being able to, to keep us
21:59
occupied and not in front of that bloody awful TV, you know,
22:05
and with, with different programming, unique programming
22:09
that can be tailored to, you know, your, your passions is, is
22:14
what leads a lot of that leads to to, you know, the longevity
22:18
factor. It's a different, there's a
22:20
difference right between longevity than and, and or, or
22:25
lifespan and joy span, right. So I don't know about you, but I
22:30
don't want to live a long life and not be joyful.
22:34
I'll take a maybe a shorter life and and have joy most of that
22:37
life. Life is seasonal, but but we we
22:41
also want to have, you know, a high score in our in our Joyce
22:45
fan as well. So we speak about that And
22:49
that's the, the, the, the sipsy part with the emotional health,
22:52
right, Making sure that we are we're touching base early enough
22:55
if, if people are having some, you know, challenges or go into
22:59
a different season. And I think this is part of what
23:01
you're getting at. Like, these are important things
23:05
to keep in mind not only for aging seniors, but also people
23:09
of all ages, right? That social interaction is
23:12
important at every age, which is why you guys are also focusing
23:15
on some of these same things with your employees.
23:18
Absolutely. How does that show up in in that
23:21
employee interaction? How, how are you guys able to
23:23
kind of foster that kind of what do you call it that social
23:27
connection? Yeah.
23:29
So I think it's super important that you keep reinforcing what
23:34
we believe in and we keep reinforcing, you know, sipsy and
23:37
and challenging them. We have daily scrums and so we
23:40
speak about that and our daily scrums and and so we have a
23:46
cadence everyday start of every shift and and it talks about our
23:50
culture and it talks about, you know, the sipsy factors and we
23:53
get to talk and engage and and and ask each other.
23:57
You know, how you doing? You're doing a check in and as
24:01
Winston Churchill said in 1938, you know, you have to have the
24:05
courage to stand up and speak and you have to have the courage
24:07
to sit down and listen. And we encourage our people to
24:11
stand up and speak and say hey. And I speak to that in day one.
24:15
So every new team member that comes here, I spend the first 3
24:19
hours of their career at Montereau going through their
24:22
day one class. And we speak to that and, and
24:25
speak to, hey, if you're, you're struggling, you need to be able
24:30
to have the courage to stand up and speak.
24:31
Because as much as we want to assume positive intentions, if,
24:36
if you're struggling and not performing, we're going to
24:38
assume that you're either checked out or whatever it may
24:41
be. But if you tell us, hey, you
24:43
know what, I'm struggling. I'm, I'm, I just got asked to
24:47
have a divorce or I just got diagnosed with nothing or my kid
24:50
just, you know, had a, a bombshell that, that, that hit
24:55
them. Then we can talk and then we can
24:58
come together as a community and as a group to, to, to rally
25:02
together and put our arms around.
25:04
But if we don't know, we, we can't do that.
25:06
So we reinforce all of those and in a multitude of different ways
25:11
to try to build that community and to try to build that culture
25:14
of, Hey, I got you right. Instead of like a lot of
25:19
corporate America is, hey, I got you right.
25:22
So same words, two very different meanings.
25:25
So. Different emphasis there.
25:28
So I think you know, we, we, we, we, we do a lot of that.
25:32
We do a lot of programming as well and we come together and
25:35
and once 1/4 and and have leadership meetings off site and
25:40
that sort of thing. So to build, it's not just about
25:43
having a have a conversation or a focus factor, it's it's very
25:47
much about spending time together as well.
25:49
When you're talking about, you know, sort of traditional
25:51
corporate America where there's an obvious focus on ROI, return
25:55
on investment and you know also for you guys as well.
25:59
But Scott, you guys focus particularly on something that
26:02
you call return on experience Roe, how is that different?
26:08
Very much right 'cause you're you.
26:09
You. I think, you know, you, we're
26:12
going to get to the same result, just going back a different way,
26:16
right? And we, we're in the experience
26:18
business, you know, as I tell the team all the time, you know,
26:22
if you don't hear anything from me in your day one class to hear
26:25
this, right, your job is to create memories.
26:27
That's it. That's all we get to take with
26:29
us. Just create a memory, right?
26:31
Scorecard yourself at the end of the day.
26:33
Did you create a memory? And memories are about
26:36
experiences, right? You're in the hospitality world.
26:39
You are on stage, you are here to serve another and the gift
26:43
that you give to others is a gift to yourself.
26:46
And so with that, our job is to give you an experience.
26:50
Now you can have something extravagant like we one of my
26:52
favorite residents of all time, we 99 years young and I truly
26:58
loved that man. He was incredible human being.
27:02
Incredible story. Was World War 2 injured in World
27:08
War 2, injured in Korea, one of the first engineers to build Air
27:12
Force One. Avid pilot at 99 years young.
27:17
He went around or wanted to fly one last time.
27:21
We got a World War 2 by plane and flew him around Tulsa.
27:25
He came off the plane all upset because it wasn't long enough
27:29
and he didn't fly. So I want to go out and be that
27:32
guy. But a memory can also be, you
27:37
know, just giving the power of presence and sitting down with
27:41
somebody in our skilled nursing who's really struggling our end
27:44
of life and just talking and listening.
27:49
That can be a memory for them. And you can create a memory at
27:51
end of life. And at the end of the day,
27:54
that's all we get to take with us.
27:55
So that's, I think that's the difference and it's a good
28:00
difference, you know, to to have.
28:05
You know, as you're telling that first story about the 99 year
28:09
young gentleman who you took up in the airplane for one last
28:12
flight, it reminds me of a hospitality book that I read
28:17
that many of my guests have suggested unreasonable
28:20
hospitality just kind of looking and, and for people who aren't.
28:24
Scott is nodding his head and smiling.
28:26
He's like, Yep, Yep, Yep. So this, this is kind of at the
28:29
core of what you're talking about.
28:30
And, and I, I, I've, I've interviewed a lot of, you know,
28:33
people who work in senior care and lots of good people and
28:36
they're running great facilities.
28:37
I haven't heard this kind of focus on hospitality.
28:42
I don't think the word hospitality traditionally comes
28:44
up in senior care. No.
28:47
It's according to your approach. Absolutely and and it's the core
28:51
to to what people you know, strive for and desire, right.
28:55
We all want experiences and it's our job to be able to provide
29:00
that. That's what leads to vitality.
29:03
Yeah, it's about providing care. And you need care, but you know,
29:07
you have a lot more life in you than than than just having, you
29:11
know, care when when it's needed.
29:15
And that's the approach that that we take.
29:17
Yes, it's we speak to that. It's a fantastic book.
29:20
He's a fantastic guy and totally gets people again, I'll just
29:26
keep going back to we're in the people business and if you know
29:29
your people, you can create great experiences.
29:32
So yeah, we, we speak that, I speak to that.
29:35
And and they, they want, every recruit learns that language.
29:39
That is our language. We have our own language.
29:41
Our language speaks to unreasonable hospitality and
29:44
what that looks like. So yeah, it's probably is
29:49
different, but we pride ourselves on thinking different.
29:53
I'd like to explore the word edutainment.
29:57
This is something that you talk about a lot as a resident
30:01
engagement approach. Can you define it and then give
30:06
us a real life example of how edutainment led to a meaningful
30:11
shift and how residents either act, interact with each other or
30:15
with staff? So edutainment combines
30:19
education and entertainment, is that simple, right?
30:22
And, and what we want to do is we give an experience in both,
30:24
right? So one of our sipsy pillars
30:27
obviously is intellectual challenge. 55 million people in
30:30
the world are diagnosed with Alzheimer's and dementia with
30:33
1,000,000 added every year. We're living longer.
30:36
So that's only going to, you know, escalate.
30:40
So give yourself that gift. Even if you're predisposed to
30:43
Alzheimer's or dementia genetically, you can slow that
30:47
down. And so be that continuous
30:49
learner. That can be something like we've
30:51
got my dad doing word search. He's a discipline guy.
30:56
So he does it all the time, right?
30:57
Learning a second language, learning the piano, which
31:01
affords you to use both sides of your brain simultaneously.
31:04
So there's so much you can do if you're a continuous learner to
31:08
slow down the possibility of getting dementia or Alzheimer's.
31:14
So we want to do that and we educate on that and, but we want
31:18
to do it. We know that if you're going to
31:19
learn, you're going to learn better through passion and
31:23
having a, a, a great experience, right?
31:25
So we have, I was just in a resident committee meeting
31:29
yesterday and they were asking for, for more intellectual
31:32
stimulation and guest speakers coming from, you know, different
31:36
parts of the, the, the country talking about different
31:39
subjects. So that's just music to my ears,
31:42
right? You asked me to do something
31:45
like that. We're, we're going to do it.
31:46
We'll, we bring in docs from the health system next door, Saint
31:50
Francis and educators from University of Tulsa and OSU and
31:56
OU entrepreneurs, right? And, and we also have great,
32:00
great wisdom inside. You know what I think a lot of
32:02
people forget and it's a deep passion of mine is that, you
32:06
know, seniors get sidelined and they often get marginalized and
32:10
people forget and use. And I can teach both my girls.
32:12
This is that, you know, there's wisdom there.
32:15
You can, you can purchase knowledge.
32:17
You cannot purchase wisdom. So get around these people who
32:21
have massive career success, massive likes life success and
32:25
learn from them. And, and I made a career out of
32:27
that. I went to brilliant people that
32:30
had, you know, unbelievable career success and wisdom and
32:35
they were thankfully willing to impart that.
32:37
And, and our role is then to cascade that, you know, and push
32:40
that forward to others. So we want to create an
32:43
environment where we're educating, but at the same time
32:45
we're entertaining and we know that if we're doing that, the,
32:49
the, the recall, the absorption of that information is going to
32:52
be better. Making continuous learning fun
32:56
for them. That's really what it's about,
32:58
right? And it keeps the brain lit up,
32:59
keeps those neurons firing. And that that helps to stave off
33:05
that, that dimension, that Alzheimer's.
33:07
As folks get older, I'd like to hear about Montero's life care
33:11
model because I understand that there's a financial protection
33:16
component in this. Can you speak about that?
33:18
Yeah, so well, our benevolent funds, so we make the the
33:22
covenant that if you know, you come to Montreal through the
33:27
anti history model and independent living and work your
33:29
way through and you through no fault over your own, you know,
33:37
deplete your your resources, the community, the organization will
33:41
take care of you for the rest of your life.
33:43
So that's rare. Wait, say that again.
33:49
I don't think I followed that. So I'll give you an example,
33:52
right? So let's just say you came into
33:55
Montereau and you know, we we qualify you medically and
34:02
financially and you're good to come in and let's just say
34:06
something happens. An example that happened to me
34:09
in Florida, one of our residents at the Bernie Madoff scandal, if
34:14
you remember that right. And overnight went from well to
34:18
do individual to indigent. And, and so with that, you know,
34:23
the, the Benevolent Fund, the, the community cared and gave him
34:27
the same lifestyle that he had with the community prior with
34:33
his own assets. And, and so the fund took care
34:36
of that. That's what we provide here.
34:38
OK. That's what I thought you were
34:40
saying, but that's quite generous.
34:43
How are you able to do that? We raise money so we do a lot of
34:48
fundraising for it and our corpus, we continually need to
34:51
grow, but we do a lot of fundraising.
34:55
We we have an annual golf tournament last year was at
34:57
Southern Hills. We're in the process of looking
35:00
for another home this year, but we'll probably be back to
35:02
Southern Hills the the following year.
35:04
So we raise, you know, several 100 thousands of dollars each
35:08
year to try to do that. Our, our residents are
35:11
incredibly generous. They're Tulsa's, I believe, the
35:16
second most philanthropic city in, in, in America, first per
35:20
capita. So a lot of people are willing
35:23
to, to put money in their pocket to care for others.
35:26
So, and that's part of our culture as well, is that, you
35:29
know, our residents care for, for each other and that you
35:33
never know what may happen in life if something catastrophic
35:36
could happen that depletes your assets.
35:38
And and they're we're here for each other.
35:41
That's incredible. I mean, you know, describing the
35:44
type of place that Montero is. Yeah, I'm going to guess that,
35:48
you know, these are folks that have, you know, they're of
35:52
means. They've, you know, they've had
35:54
financial success in life, but it's incredible.
35:58
And so, you know, that's important for them to get in.
35:59
But then it's incredible that you're saying, OK, hey, now that
36:02
you're here and now that you're part of the Montereau family, if
36:05
something were to happen, you know, use the Bernie Madoff
36:08
scandal where, you know, people's wealth evaporated
36:11
overnight through, you know, no fault of their own, Like, hey,
36:14
we got you, We got your back or your safety net, you're here,
36:19
you're good. That's kind of powerful stuff,
36:22
Scott. Very, very, it's something that
36:25
we're very proud of. It's it's it kind of, you know,
36:28
it just stems from our founders and, and, and, you know, our
36:33
founding family and the Warren Foundation.
36:35
And it's just such a giving family and, and spend millions a
36:40
year giving back to Tulsa and Tulsans.
36:43
And it's just been our our, our culture from the get go.
36:48
One of the longtime CEOs that was here was David Merlett did a
36:53
great job and, and establishing that and establishing that
36:57
culture as well. And we've we've been able to
36:59
grow that corpus and and yeah, for those on occasion that you
37:04
know about out love their assets, we we've got their back
37:09
like you said. Say more about some of that
37:12
community investment that's taking place.
37:17
At Montreal or yeah, so at Montreal we, we again our number
37:22
one pillar is fiscal stability, right.
37:24
So the difference with Montreal opposed to other organizations
37:28
is you know, and certainly the for profit model we make a large
37:33
profit. That profit stays here.
37:35
It doesn't go to stakeholders, it doesn't go to shareholders.
37:38
And we in reinvest that several $1,000,000 a year into you know
37:42
upgrading our facilities, our amenities, training programs for
37:49
our our our team members and their kids.
37:53
So I think that's the beauty of the not-for-profit model, that's
37:56
the beauty of the Montreal model, that we are able to keep
38:00
those dollars inside the organization and just keep
38:03
moving forward. And I think that's an important
38:06
distinction that a lot of folks don't understand.
38:09
You know, they think of not-for-profit.
38:11
That's like, OK, they're losing money.
38:13
At best they break even. But that's not what it means.
38:17
It means and and please repeat. Yeah, it means, you know, not
38:21
for profits make a profit, but the the the difference is that
38:25
profit stays within the organization.
38:26
Hopefully it certainly doesn't Montero and that's reinvested
38:31
into, you know, benefiting the two key stakeholders inside
38:35
these types of organizations, which is, you know the residents
38:38
obviously who we get to serve and and the team members as
38:41
well. So, and then you add, these are
38:44
Montreal's, you know, it's 1.5 million square feet on 104
38:48
acres. It's there's a lot of stuff
38:50
going on. So ensuring that you can
38:53
continue to maintain and build and grow and, and, and repair
38:57
all of that. And so there's a reason, and
39:01
that's a big reason why, you know, fiscal stability should be
39:05
everybody's number one pillar. So talk about the future Of
39:10
Montreal. You got, you know, beautiful
39:12
property, lots of room to grow. Are there ambitions to continue
39:19
adding to your facilities there? Yes, and we shall.
39:23
We're in a season of strengthening.
39:26
So we're strengthening our our operations and our processes and
39:30
our people, which will lead to growth.
39:33
And I can't share what that looks like with you today, but
39:38
it will be, it will live up to our, our vision statement and it
39:44
will, it will be revolutionary. It's going to be.
39:47
Revolutionary and and Scott, you don't strike me as somebody
39:51
that's prone to hyperbole. No, this, this.
39:55
We've got plans to do some stuff that's not been done in sooner
39:59
than before. Well, OK.
40:02
So my follow up question, I wonder if you can speak to yet
40:04
then because I'm curious what role you see technology playing
40:10
in the future of Montreux and senior care in general?
40:14
Massive, I mean, that's just the reality, right?
40:17
I mean, if you just look at healthcare alone, right, 64%
40:19
reduction in nursing enrollment in the last four years, 50%
40:24
reduction in people that are teaching those nurses.
40:29
We have a global, not just a a national, but a global crisis,
40:34
labor crisis that I don't think unfortunately our politicians
40:37
have a grasp on. But it it it is going to play a
40:42
massive role. University of Tokyo about three
40:45
months ago just as reduced its first robotic nurse.
40:48
So all of that is going to play a massive role.
40:53
AI is just escalating at a a crazy rate.
40:59
AI is going to be a massive player, especially in the higher
41:02
levels of living already is cameras that can, you know, have
41:08
AI checking people's gate. So we know that if the gate
41:12
shifts even 1/4 an inch, that's a precursor for a fall.
41:15
So we're going to be implementing that into our
41:17
cameras throughout the organization.
41:20
So it's just going to play a massive, massive role.
41:23
You know, for the for a while now we've had survey servers
41:27
that are automated that serve residence meals.
41:33
You know, we're close to having a third generation that can go
41:36
up elevators and and have all of a whole different bunch of
41:39
sensors. When you say served meals, is
41:42
this just sort of like a like a a moving tray that's sort of
41:46
like brings it from one room to the other?
41:49
Yep, yeah, it's straight to your desk.
41:50
And Yep, it, it's, it's, it's, I wouldn't say it's revolutionary
41:57
yet, but I think it's pretty much getting, getting there.
42:00
There's just some great stuff. We are blessed to and I'm
42:04
blessed to be able to have access to Saint Francis Health
42:08
System, their innovation labs. And so I'm on that committee.
42:12
And so we get to see what, you know, an industry that's
42:15
probably about 10 years ahead of senior living.
42:19
We get to see that and utilize, you know, that information I
42:23
think much sooner than most. So to answer your question,
42:29
that's why I said, you know, integrated lifestyle and
42:32
Wellness. It's it's lifestyle and Wellness
42:34
with technology that is the future.
42:37
That is what our future resident is absolutely not just
42:41
expecting, but demanding. So one thing you mentioned that
42:44
was really cool is using cameras that have AI embedded that can
42:49
detect even a, you know, quarter inch change in someone's gait
42:52
because that's an early indicator that someone you know,
42:55
it may fall and have a serious injury there.
42:58
What other can you can you maybe even just pick one specific way
43:03
that you see AI is going to be very helpful in your environment
43:09
in the near future, or maybe even a way that it's being used
43:12
right now that would surprise a lot of people?
43:15
Yeah, our, our performance improvement team and collective,
43:19
you know, they're, they're spending a lot of time, I'm
43:21
spending a lot of time talking to our IT partner.
43:26
It's just we're going to be able to automate.
43:30
And this is the challenge, right?
43:32
But this is where the opportunity is moving from or
43:35
moving to a a hospitality mindset, right?
43:38
There's a lot of things are going to be automated.
43:42
A lot of departments are going to be automated, which will not
43:45
require human involvement, but it's still a human space, right?
43:53
And you know, you, that you've got, we will soon have humanoids
43:58
that will be able to be kind of your, your Butler and your
44:02
caregiver and and your best buddy, right?
44:04
But you're touching a cold piece of metal.
44:08
It's it's going to do a lot of great stuff, but it's just not
44:11
going to be able to be that human experience.
44:14
And we know even like, like we're talking, right, that if
44:20
you can have care, let's just say from a psychologist and it's
44:26
online versus in person, your neurons fire at a slower speed,
44:31
right? So, so that engagement is super
44:35
important. And, and so I tell my team all
44:38
the time, be a hospitality expert and you will have a job
44:41
for life, right? Massier, we call it here RDD
44:46
leadership, right? Rigor, discipline and detail.
44:49
Get your rigor so good that you have mastered your craft and you
44:53
will have a job for life because there's a lot of jobs that are
44:55
going to be automated. Some say between 30 to 40% of,
45:00
you know, current job market will be automated.
45:03
So that will put a lot of folks, you know, scratching their head
45:07
and having to reinvent themselves.
45:09
So that's going to come down the Pike.
45:12
That is coming down the Pike. You know, you're seeing
45:15
communities now that have, you know, reception desks that you
45:20
know, you're talking to somebody from Mexico.
45:22
It's automated, it's it's AI driven sales is another example.
45:27
You know, our IT folks are telling us, you know, that could
45:31
a lot of that role can be reduced 3540%.
45:35
So it it, it what what we're seeing today, five years you
45:42
won't even recognize. So we're not there yet, right?
45:47
So present day still need a lot of people in lots of areas of
45:51
the business and the labor market is tight as, as you've
45:54
said, you know, we're in crisis, not just nationally here in the
45:58
US, but globally. What are some things that you've
46:02
tried and found success with at Montereau when it comes to
46:06
recruiting good folks? And then once you have someone
46:09
that's really good, how do you hold on to them?
46:11
Yeah, great question. I'm a believer in in behavioral
46:16
science, we have a program that we use called Predictive Index
46:21
that all new team members are coming in.
46:22
So it kind of affords us to get to know who these people kind of
46:28
are, some of their tendencies and their behaviors.
46:32
We have programs where we're currently building out 180 day
46:36
onboarding programs. So we're not just, you know,
46:39
having a one day and saying, hey, here's Monroe, have at it,
46:43
go figure it out. So so we're doing that.
46:46
We have a Montreux university that program that we use, that
46:50
we utilize our our residence wisdom and create programs for
46:57
our our team members and their kids.
46:59
So it's not just about 40 hours of CE us that, you know, you
47:04
learn how to, to know what a toxic sign looks like on a, on
47:09
a, on a bottle, But anything from, you know, learning for
47:13
their children, how to select their, their first credit card
47:17
and what that means and what the rates are to being able to have
47:23
their, their child or, or, or or a team member that has, doesn't
47:29
have a, a high school diploma getting their GED.
47:32
So we have residents that help them with that.
47:34
So it goes through a whole path. I think we've got about 4044
47:38
modules built out for there. The goal's about 400.
47:42
And then we've partnered with other great institutions.
47:46
We've got University of Tulsa that's got every college
47:50
represented as an intern now. And we want to make sure that we
47:53
get their top talent and they don't have to leave Tulsa.
47:56
They can come here and, and they've got about 80 different
47:59
disciplines that they can pick from here.
48:01
You can be ACEO, you can be an engineer, you can be a CNA, you
48:04
can be a chef, you can be a server, you can be a maintenance
48:09
tech, you can be a memory care specialist, right?
48:14
There's so much on offer here that you don't have to just go
48:18
and sit in a cubicle and what's. To the extent of that training,
48:23
is it sort of like foundational, like here is kind of an
48:26
introduction to what it would be like to sort of advance in that
48:29
or are they able to actually get a degree or a certification in
48:34
that field? Yeah, not a degree, because
48:38
that's not what we are. We're not an educational
48:40
institution. But yes, they'll, they'll get a
48:42
mantra certification and it's more about life skills, right.
48:47
So we want to be able to a partner and we will, we make
48:52
that covenant, we make agreement with our, our new team members
48:55
coming in and, and walk hand in hand with them.
48:58
And that we are, we're going to push you.
49:00
We're going to push you hard to be the best you can be
49:03
professionally and personally. And so it's not just, you know,
49:07
we just care about you as a team member.
49:09
We, we care about you as a human.
49:10
And so taking that human centered approach is is
49:14
important for us. That's great because I, you
49:17
know, I think that's what and we touched about on this earlier,
49:19
Scott, is that, you know, so many people they're looking for
49:22
purpose. Right.
49:24
And here I am present day and how I fit into this world.
49:28
But I want to know that there's opportunities for me to grow.
49:31
I want to grow and you know, the and where I fit in, in Monterey,
49:35
I want to grow as a person. I want, you know, to improve my
49:38
skills. A lot of people, you know,
49:41
income, I want to advance my income and sounds like you guys
49:44
are, you know, making the foundation for a lot of this
49:47
available. Yeah, and even if it means that
49:50
they go on to care success outside Of Montreal, as long as
49:53
they keep advancing, right, we're cool with that.
49:56
I've got a number of people that worked under me and through my
49:59
training programs and all that does right.
50:02
They're making more money than me.
50:04
Some of them, you know, they're doing great.
50:05
And, and, and with that, you know, you, you build a network,
50:09
you build a training program. And I, I know I've not really a
50:13
lot of my leadership. I, I recruited in, I didn't
50:17
really have to have a recruiter do it.
50:18
It was a part of that network. And so we want to continue to
50:21
grow that ecosystem and have that talent.
50:24
But if it means that you have career advancement outside of
50:27
Montreux, then, you know, we celebrate that, but we also know
50:31
that they were trained right. And maybe down the line they can
50:35
make a call like if you have done and say, I get a person
50:39
that needs to, you know that, that that can do what you're
50:43
asking to do at Montereau at that level, elite level.
50:48
And, and then we don't have to go through all the rigmar.
50:51
We know we're getting somebody that's been trained properly.
50:53
So so that's what I learned from Craig Harmon and, and, and, and
50:58
really try to, to model my career around that as well.
51:01
Where you, your, your responsibility is to grow and
51:05
nurture and, and care for people at the same time.
51:07
The benefit from that is, you know, they're trained really,
51:11
really well. And in the golf world, if he
51:13
doesn't want to go work for Craig Harmon at an Oak Hill
51:16
Country Club, right? So we'll hopefully we can create
51:18
that. That's terrific.
51:20
All comes full circle. Yeah, time for my favorite
51:24
question, Scott. I would like to hear about a
51:27
serious challenge that you've overcome in your life.
51:30
So if it's personal or professional, how'd you get
51:33
through that and what did you learn?
51:36
OK, there's so many I could go. I, I, all right, I'll be
51:44
vulnerable here. So I've had some health
51:47
challenges in my life and, and I'll go back to my tenacity and
51:52
I'll go back to my drive. I was having some significant
51:58
health challenges and a divorce at the same time.
52:02
And, and with that feeling really, really sad, a bit of the
52:10
martyrdom and I had, I had a lot of sadness to have to deal with
52:18
and, and, and a young early teenager that's having to, to,
52:23
to see all of that. It was hard.
52:25
It was very hard on her and her family, but you know, not giving
52:32
up, not giving in, just fighting through it inch by inch, day by
52:37
day, ability to overcome, going back to that, having the courage
52:43
to stand up and speak. I brought in my my executive
52:48
team and, and, and told them all this.
52:50
And obviously they could see some physical changes taking
52:53
place, but I'd the courage to let them know.
52:56
And I, and I asked them straight up, I'm not going to be at my
53:00
best for a while. Can you support me?
53:04
Can you have my back? This organization needs you to
53:09
have my back. And, and I promise I'll
53:11
reciprocate when we get through this.
53:15
And they were terrific and they had my back and, and we got
53:20
through it. But I will say, you know, you've
53:25
got to have the courage to stand up and speak and, and, and know
53:29
that you can get through this and you, you shouldn't get
53:32
through it alone. And you know, where we are today
53:37
compared to where we are, we're in great shape, But also knowing
53:40
that there's a lot of teaching in those moments, right?
53:42
And, and the, the, the, the teaching for me was never give
53:46
up, never give in. Give more to people than you
53:50
want to take from people. And I think that was the beauty
53:54
of my mindset that was really recognizing in my 12 hours in my
54:04
work day, I made it about everybody else's problem and
54:09
problems and not my own. And that gave me, I think
54:16
greater health built my immune system back up and and then that
54:21
the, the, the teaching was, that's the greatest gift you can
54:24
give to yourself, right is serving another.
54:27
It was at night that I had to worry about all my problems.
54:30
And I don't like that very much. But but you, you get through
54:32
that. And so for my advice and, and,
54:36
and my encouragement for others is at your weakest moment, at
54:40
your your hardest point in life. The power of prayer works and
54:45
that if you give more then you take, people will be willing to
54:50
to give you that goodwill. So I've had a blessed it is.
54:55
It's ironically it's the best and hardest thing that ever
54:58
happened to me. You know, and the other
55:01
component of that story there that I really appreciate, Scott,
55:05
is the value of you raising your hand and admitting that you were
55:10
hurting. You were hurting physically with
55:14
your health issues, you were hurting emotionally going
55:17
through the divorce. And those are the times when,
55:22
for whatever reason, as humans, I think our natural reaction is
55:25
to sort of like withdraw into ourselves and to suffer in
55:30
silence and, and, and try to pretend like everything is OK
55:36
when it's not. And for whatever reason, the way
55:39
that we're wired, those are the hardest moments for us to reach
55:42
out and connect to people. But it's the best medicine that
55:46
exists. And your ability to do that, and
55:50
we talked about this early in your career, like, hey, I froze
55:53
my hand. I said, I want to learn.
55:54
I want to grow. I want.
55:56
And that's great. But doing it when you were in
55:59
that kind of strife, it is so challenging.
56:05
But how rewarding it was for you, I think is the lesson that
56:10
everybody listening needs to take from this.
56:12
Yeah. Yeah, I, I think, you know,
56:16
you're going to be judged most at your, your worst moment under
56:20
duress, right? And again, how are you going to
56:22
show up? That's really it.
56:24
You know, how are you going to show up in your worst moments?
56:27
You show up hurting people, hurt others.
56:29
Are you going to be that that's the easy route.
56:31
Or are you going to show up and continue to want to give even
56:35
when you don't have a lot or feel like you don't have a lot
56:37
to give? And in return, there's a lot of
56:40
other people that will, will, will give you the true beauty of
56:44
humanity. And, and, and I was, I was
56:46
afforded that gift. So yeah, just show up, control,
56:52
poise, make it about everybody else, not you.
56:55
And, and in that regard, you know, you'll, you'll come
56:59
through it. And a lot of people want to walk
57:01
by your side going through it as well.
57:06
What advice do you have for folks that maybe they're
57:10
listening right now and they're in the throes of something,
57:14
They're in the midst of something really hard, and what
57:19
they need to do is raise their hand and ask for help and they
57:22
just don't know how to take that first step.
57:26
Yeah, One, I would say give yourself grace, right.
57:32
You're going to be harder on yourself than probably anybody
57:34
else. So give yourself grace.
57:36
Don't beat yourself up. We all have hard moments, weak
57:39
moments. We all have downfalls.
57:42
We all make silly decisions. But you have to start somewhere
57:48
and find somebody that if you have nobody, which I have a hard
57:53
time believing, yeah, you have nobody.
57:55
First, go to God. Never be let down by God.
58:01
It may not be on your time, but he, he, he, he will be there for
58:05
you. And then the other is, is maybe
58:08
just think outside the box, right?
58:10
Go, go, even though you may not attend a church, go go talk to a
58:15
pastor, talk to a a colleague that you admire or you feel like
58:20
has some wisdom and empathy. Take, take the chance, right?
58:26
What's the worst that can happen, right?
58:28
They think you're, you're an idiot.
58:30
OK, then next person, right? You will find that person and
58:35
you will find there's so much beauty in this world.
58:37
There's so many lovely, positive, caring, kind people.
58:41
Somebody will just be there and don't be frightened to to be
58:45
rejected. That's just another opportunity
58:48
for a door to be opened. What's your superpower, Scott?
58:53
Nah, it's funny how we ask that. That's the first thing I ask or
58:58
one of the first things I ask. And everybody's Day 1.
59:02
So we go through kind of what's your, what's unique about you
59:07
all the way down to the last thing I ask is, you know, if you
59:10
could be a superhero, who would it be?
59:13
Or if you could have a superpower, what would it be?
59:17
I, I, I think mine is passion. I'm passionate about just life
59:23
in general, but people I love people.
59:25
I, I got that gift from my father.
59:28
My father has never met a stranger and I think passion can
59:32
overcome a lot talent and and ultimately, you know, I think
59:37
character as well super important, But I I have a lot of
59:41
passion for people, a lot of tenacity, a lot of drive, and
59:47
that's taken a a a a pretty average guy to overachieve a lot
59:54
in in sports and in career. So give yourself that gift work,
59:59
work super hard, right, hard work never ever will will steer
1:00:06
you wrong. So I think those are kind of I
1:00:09
don't know if that answers your question, but that perfect
1:00:12
answer characteristic characteristics of of sued, sued
1:00:16
me in the test of time. Now I have to ask about the wall
1:00:20
behind you. And for folks that are just
1:00:23
listening to the audio of this, Scott's got at least 16
1:00:27
different framed objects hanging on the wall behind him.
1:00:31
And so I have to ask what what's, what are those?
1:00:34
What's in those frames? So that's my quote wall and
1:00:37
that's my ability to move from perception to perspective every
1:00:42
morning when I get to walk through that door and and get to
1:00:45
see much smarter people than me bring their wisdom.
1:00:49
And it's also an opportunity for me to to, you know, just bring
1:00:54
peace, but also, you know, bring stability to me.
1:00:58
So I've got yeah I think there's more eight 12/16/2020 quotes
1:01:05
everything from I may not be everyone's cup of tea, but I'm
1:01:08
this team double shot of whiskey to a fulfilled human being
1:01:14
doesn't need to break down anyone.
1:01:15
They build you up. Sometimes you have to be hard on
1:01:19
people, but. Wait, sorry, sorry, Scott.
1:01:20
Read that. Read that one again, a little
1:01:22
louder as you're turning away from the mic.
1:01:23
It's hard to hear it. Says a fulfilled human being
1:01:26
doesn't need to break down anyone.
1:01:28
They build you up. Sometimes you have to be hard on
1:01:30
people, but it comes from a good place.
1:01:33
And like that. And then you've got great
1:01:37
teammates hold each other accountable to the high
1:01:41
standards and excellence their culture expects and demands.
1:01:45
So there's there's 20 that you know all they're all from, you
1:01:50
know, Nelson Mandela to, to Tupac.
1:01:54
So we name it. We've got it.
1:01:58
You quite the span there. That's great.
1:02:02
How about a book or a course or another resource that you might
1:02:06
recommend to our listeners, something that's been really
1:02:08
helpful for you? Oh gosh, so many greatness.
1:02:17
It's an expensive book and it's it's an easy read, but it's it's
1:02:21
a great book. Joyce band, right.
1:02:24
I think for those that are in our space or certainly those
1:02:27
that are maybe midlife and kind of looking at a second season in
1:02:33
their life. Joyce Band, I think is is is a
1:02:36
very good book to read. Yeah, there's there's there's a
1:02:42
there's a oh gosh, a ton unreasonable hospitality.
1:02:46
It's a very good book to read. So, yeah, let me suggestions my
1:02:54
if you want a really interesting read that Dan Browder's an
1:02:58
interesting guy, but read notice kind of a guy that the
1:03:02
investment backer that went into the breakdown of the Soviet
1:03:05
Union and really, really interesting, fascinating.
1:03:10
My wife's from Belarus, so we grew up in the Soviet Union.
1:03:13
So that's a fascinating book, especially with the geopolitics
1:03:17
that are going on over there right now.
1:03:20
Yeah, the only guy that ever took on Putin and and one he's
1:03:24
still around to talk about it. Huh.
1:03:26
Yeah, exactly. Scott, I've just got one more
1:03:28
question for you, but before I ask it, I want to do 2 things.
1:03:32
Everyone listening today, just pause for a second, open up that
1:03:35
podcast app you're using right now and hit the follow or
1:03:38
subscribe button. I want you to continue to get
1:03:41
more great interviews like we've had today with Scott Neil from
1:03:43
Montaro. Scott, I also want to let people
1:03:46
know the best way either to get in touch with you or Montaro,
1:03:50
What would that be? Yeah, we have a website.
1:03:55
It's a pretty cool website. You can, you can reach me or
1:03:58
Montreal and learn more about Montreal through our website,
1:04:00
montreal.net. You can e-mail me at
1:04:04
sneil@montreal.net. And you certainly could call
1:04:09
Montreal and they'll direct you to to my my office.
1:04:14
But yeah, if people have a passion and they have a passion
1:04:18
about people and senior living, call me.
1:04:22
All right, And we'll include that phone number, the e-mail
1:04:24
and the website address in the show notes for folks.
1:04:27
Last question for you, Scott. A year from now, you and I
1:04:30
reconnect and you are really excited you are celebrating
1:04:35
something big. What's that big thing you're
1:04:38
celebrating one year from today? We're stronger a year from now
1:04:42
than we were yesterday or last year.
1:04:45
We just keep strengthening our, our, our growth, our, our, our
1:04:50
wisdom or desire to serve another.
1:04:54
That's, that's really, you know, again, I think I'm, I'm not AI
1:04:58
didn't grow up with baseball, but I like the game.
1:05:02
And, you know, I think championships are, are 1-2 base
1:05:08
hits. We're in a season at Montreal
1:05:11
where we want to to get our base hits and then a season in life
1:05:15
where, you know, it's just building good habits which
1:05:20
establishes great standards. Terrific.
1:05:24
Scott Neal from Montaro, I want to be the first to thank you for
1:05:27
sharing both your time and your story with us today.
1:05:29
I really appreciate it. That's a pleasure being with you
1:05:32
today. Yeah.
1:05:32
Thank you. Folks, that's a wrap on another
1:05:35
episode of the Inspired Stories podcast.
1:05:37
Thanks for learning with us today.