Empowering Women in Finance Through Leadership and Mentoring

Terri Kallsen [00:00:00]:

But our role in this industry is to make sure that clients always have choice. And so it's not just because we wanna fill a quota, we wanna check a box, or we wanna make sure that everyone knows this is important. Clients expect it, and we as an industry need to respond.

Leah Alter [00:00:26]:

Hi there. Thank you so much for joining us. I'm Leah Alter. And I'm Joanna Ehresman. And this is WomenShare: a celebration of women in financial services.

Joanna Ehresman [00:00:36]:

Before we dive into today's topic, I wanna give a shout out to Axtella, our presenting sponsor of Women's Share. Axtella is dedicated to helping financial professionals take their practices to new heights.

Leah Alter [00:00:48]:

So if you're ready for a firm that goes the extra mile for its advisors, check out Extella today at go.axtella.com/womenshare. That's go.ax tella.com/womenshare.

Joanna Ehresman [00:01:05]:

Well, on today's episode, we have an opportunity to hear from a woman who's kind of done it all in the industry. We'll talk about the exciting organization she's now part of, how she found her rhythm as an executive in industry leading organizations, and how she supports women's advancement. We're so pleased to welcome Terry Carlson, senior operating partner at RISE Growth Partners, a synergistic financial partner for growth focused middle market RIAs. Terry has held executive leadership roles in leading firms like Charles Schwab, USAA, Thrivent, and Wealth Enhancement Group. She also serves on the board of directors for the CFP board and holds the CFP certification herself, So she's no slouch as you can see. I got to know Terry during her time at Wealth Enhancement Group. And as you'll hear in this episode, the way she supported building community and creating space for women at that firm was inspiring to me personally. And I can't wait for our listeners to hear more from her.

Joanna Ehresman [00:02:01]:

So, Terry, welcome to women share.

Terri Kallsen [00:02:04]:

Thank you so much, Joanne and Leah. It is my pleasure to be here. And I just wanna say I read your blog this morning and it's a celebration of women in the community and that is so important and so when you asked me to be on your podcast, I love to celebrate number 1 and to celebrate, women is even a better priority for me. So thanks so much. I'm excited about our time together.

Leah Alter [00:02:26]:

Well, thank you for reading the blog. We love to hear it. Yeah. We made a big, announcement. By the time this episode comes out, everyone will know, but we made a big announcement this morning in a blog post, with a little change for us and, but it means something big. Right? Like celebrating women is what we're all about. So Mhmm. We're so, so thrilled to have you on the show today.

Leah Alter [00:02:50]:

RISE Growth Partners launched just this last fall, fall of 2023, introducing a new minority investing option for RIAs with assets between 2 and 12,000,000,000. So we'd love to hear more about RISE Growth Partners and the types of firms that you're working with.

Terri Kallsen [00:03:08]:

Sure. Well, RISE Growth is really a synergistic financial partner, and what we mean by that is very innovative in this space. And there are a lot of, obviously, private equity firms working with RIAs to help create growth in the industry and serve more clients. Where RISE Growth is a little bit different is we are called in a minority investor, and what that means is we only buy up to 40% of Affirm. We don't take a 100% control, which is a little different than a lot of the consolidators out there. Now both approaches work. It just depends on what ultimately the client wants to achieve. And so what we do at RISE Growth is we look at various RIAs, and we look at a criteria of, you know, are they a growing, thriving RIA? What is their client experience first and foremost? What types of clients do they serve, and what type of tech stack do they have and operational efficiency? And we look at that and we talk to the owners, the founders, and we say, what is it? What's your end game? What do you wanna achieve? And when we do that, if in fact they wanna continue to grow, they need capital to grow.

Terri Kallsen [00:04:21]:

Right? That's an important ingredient. Capital is an important ingredient for all private equity firms and RIAs in the wealth management industry. What we bring to the table in addition to that capital is expertise. And when I look at the partners at RISE Growth, you've got Joe Duran, you know, who led United Capital AssetMark. I mean, he's just an entrepreneur at heart. Darius, who was the CEO of an important banking and mortgage organization. Brian Shenson, who also was a head of a adviser services tech stack at Charles Schwab, Phil Jacobson, who also was a key adviser, key leader at United Capital, and it continues on and on and on. Now we have we're all actually still hiring.

Terri Kallsen [00:05:08]:

So when you bring me back next time, I'll tell you about all the additional names. But I know this podcast is really about how do we celebrate that growth together. But we at RISE Growth are really looking for those RIAs that want to grow, that need capital, but want operational expertise. And the reason for that is we can point out the challenges, the setbacks, and hopefully avoid those so that we can accelerate growth in that client experience ultimately in the best way customized for that RA. And so we're in we're in the ballgame. We've got private equity backing from Charles Bank, who's an excellent private equity firm. We're partnering and investing in these firms, launching them, helping them grow. And then as we continue to grow, there'll be more and more of the Lighthouse brand in the RIA industry.

Leah Alter [00:05:57]:

I love it's almost a little inception in that it's it very much mimics, the advisory business, right, which is if you grow, I grow. And Mhmm. If we all are doing our jobs right, then we all have skin in the game, and we will all profit from it versus an all kind of all or nothing approach. And I I I imagine advisors are really excited about that.

Terri Kallsen [00:06:27]:

We are. I mean, the founders that I talked to and what what's really exciting is it's women and men. There are a lot of female founders of fantastic RAs as well as men. And so when we talk with them, when we ask them, what are your goals? Just like we do with clients. Right? I was an adviser at one point in my life. I worked with clients. I'm still a CFP. What it is that you want to achieve? And then are we the right partner? Are we the right adviser to help you accelerate your capability to achieve those goals? Right? They may want liquidity.

Terri Kallsen [00:06:58]:

They may need need to invest in technology. They may want to do sub acquisitions of other RIA firms. We're there to help them formulate that strategy and execute and point out the challenges that may get in the way. And so we're getting a very positive response. And, you know, Leah, such a great question. But one of the things that I love is when I talk to the founders, I don't have to say to them, well, this is how you will do it. Right? It's very much a collaborative approach. They are still the majority owner, and we're there to help navigate and guide versus control.

Joanna Ehresman [00:07:31]:

Well and the access to expertise, like when you listed the roster of who you have there at Rise Growth. Like, talk about a stellar lineup of people who have been there, done that, right, and can help them. Like, you've it's like, oh, I've seen this movie before. I know how you need to do with your tech stack. Right? And or get into the acquisition game. So that's cool.

Terri Kallsen [00:07:50]:

Very cool. Been a lot of fun for me, Joanna. I've spent 30 years in this industry, as I mentioned, as an adviser, as a CFP, and as a leader. And for me now, this is my chance to give back. Now when I'm working with firms that are 3,000,000,000, 5,000,000,000, 12,000,000,000, you know, I can really feel like I can help them and be a partner with them and a guide, and there's nothing more rewarding than at this point in my career is to give back to the industry, which I think is amazing.

Joanna Ehresman [00:08:17]:

Wow. That's really cool. I congratulations. That's an exciting an exciting move in your career.

Terri Kallsen [00:08:23]:

Thank you.

Joanna Ehresman [00:08:24]:

Now Leah and I are marketers by background, and so we love to talk organic growth and what's working for RIAs. Given you're seeing such a wide swath of firms out there, what are you noticing? Like, what are the trends? You you mentioned typically the firms you partner with have a strong organic growth track record. What do you see as foundational to that? What are they doing right?

Terri Kallsen [00:08:46]:

Well, there's a couple different things I would say. And, at Rise Growth, we have this program called enterprise readiness assessment. And in that assessment, we're working with RAs to understand their leadership culture and structure. Right? Because leadership is incredibly important when you wanna really achieve serving more clients and meeting more needs. And when I use the term organic growth, what that translates in my brain, my very simple brain is I wanna serve more clients and meet more needs. Right? Because that's what we're in the game for. We're in the game to help clients achieve their financial goals. So we we work with the leadership culture, the structure, and the business management systems so that we can achieve that that organic growth.

Terri Kallsen [00:09:31]:

We also work with their platform per se. So what type of technology are they using? How are they integrating that with their CRM system? How are they generating leads? How are they following up on leads? That tech stack is definitely something that we are working with. And then on the on the other hand, just the organic growth themselves, you know, what is their brand? When they are in an elevator and they're talking to someone, a potential prospect, how are they describing the goodness that their firm delivers day in and day out? So those are some of the things, the brand, the website, the social media, the digital. Obviously, lead generation is so important, but how are they actually handling those leads? What's the follow-up process? We get into quite a bit of detail there, and there's so much opportunity out there. I mean, when we're working, especially with you know, obviously, baby boomers have lots of needs, but gen x and gen z, you know, they really want a financial plan. They want a a guide. They want an adviser. And so we really help them create that brand organically so that they're able to articulate that very effectively to prospects as well as to current clients.

Joanna Ehresman [00:10:44]:

Wow. So it's both not just marketing strategies, but it's like step 1, make sure they've got the functional capacity to continue growing. Right? Because in past experience, right, there was it was like skill will and capacity. Right? The capacity is often a big break. Okay. So I can see how those all layer together to then Yeah. Help them unlock that growth.

Terri Kallsen [00:11:04]:

We look at it's such a great point, Joanna. We look at, you know, the firm's willingness to grow. Right? I mean, there has to be a desire to grow, and that's not always the case in everyone, and that's okay. Like, that's Yes. That's completely fine, but we assess that. Then we have we assess capability in leadership as well as across the teams, and how do we know we're capable? What are the facts that, you know, create that in terms of performance metrics, accountability? And then the last one is the capacity. Do you actually have the capacity based on the adviser's book size, their total capacity, the hiring advisers, any sub acquisitions? Because when when we bring those clients on, and that's a lot of work to bring on a new client, we wanna make sure it is the very, very best onboarding and then life experience thus far. And, you know, in my prior roles, Joanna, we we always thought that the 1st 18 months of a new client onboarding with Affirm was the honeymoon period.

Terri Kallsen [00:12:03]:

And we saw net promoter scores at their very highest around 12 to 18 months. Right? Because they've onboarded. They've made some important decisions. They've had service experiences. They've had new products, new systems. And after about 18 months, they're like, okay. What have you done for me lately? Right?

Joanna Ehresman [00:12:20]:

Yeah. Yeah.

Terri Kallsen [00:12:21]:

That's so important.

Joanna Ehresman [00:12:22]:

Yeah. Because,

Terri Kallsen [00:12:23]:

you know, they were very, very happy, and then, you know, maybe it's like a marriage. I've been married 31 years. You know? I'm not saying I'm like, what have you done for me lately? But at times, you know, in a new marriage, it's really fun and then, you know, life goes on. And the same thing happens with advisers. And so we have to make sure that, you know, from day 1 to the rest of their time, that we create the very best experience because that I mean, in any firm, in general, about 50% of your new organic growth is coming from current clients. Right. Yeah. Right.

Terri Kallsen [00:12:56]:

Their it's their experience. It's their referrals, and you can make that a better process to help grow organically.

Joanna Ehresman [00:13:03]:

Mhmm. Do you, run a net promoter score survey with your husband?

Leah Alter [00:13:10]:

A true partner.

Terri Kallsen [00:13:12]:

Yes. Yes. It's and then we do we do do, reviews at times, and I have to tell you that my score is not always what it should be. I'm a person in process. So

Joanna Ehresman [00:13:24]:

Aren't we all? Aren't we?

Leah Alter [00:13:25]:

Aren't we all? So you've held very senior roles, in your career across various institutions. So we'd love to hear your thoughts, you know, as you reflect back of your years being in the industry, you know, how far we've come and, you know, where you'd like to see things go, especially in regards to women in the industry?

Terri Kallsen [00:13:51]:

Well, I'll start with your last question first. Mhmm. We definitely need more diversity in the industry, and and clients expect it. Right? I mean, in every organization I've been in, some women only wanna work with men. Some women only wanna work with women. Some men, honestly, only wanna work with women and because they don't necessarily want the type of dynamic that sometimes happens in competitive situations. Right? Yeah. And so so men and women both have the opportunity to choose their adviser.

Terri Kallsen [00:14:24]:

So we need to make sure there's enough. And it's not just gender. It's personality. It's expertise. It's whatever you know, geographical preference wherever they are. There's many there's many combinations, but our role in this industry is to make sure that clients always have choice. And so it's not just because we wanna fill a quota, we wanna check a box, or we wanna make sure that everyone knows this is important. Clients expect it, and we as an industry need to respond.

Terri Kallsen [00:14:50]:

Now I think we're making progress. And, Leah, I'll just share, You know, I'm on the CFP board, and Mhmm. I love my work on the CFP board. It's all volunteer, but the CFP board has made this such an important component of the entire staff and the entire organization. They are paid on the number of CFPs in terms of diversity overall. And today, in, you know, in 2 2024, just in March, we just passed our 100,000 CFPs. So there's only a 100,000 CFPs in this country. Like, that's shocking, isn't it? That's a little

Joanna Ehresman [00:15:29]:

low, but yeah.

Terri Kallsen [00:15:30]:

It feels very low, but, you know, progress. Goodness. Progress. Yeah. And about a third of all advisers today are CFPs. So that's progress, but we need to get more. But here's here's the good thing. 24% are women.

Terri Kallsen [00:15:47]:

So it's not where it needs to be, but it's better than the industry average. But there was a 12% increase in women in this past CFP board test. So so we are getting better at helping young people decide on a career. So that's where it starts. Right? And, you know, I have 3 kids, and when when their high school event said career day, I'll just be honest, my son, you know, had me come in and talk about my career, and then my daughters were like, well, could you talk about something else? You know, my my son was like, let's talk about CFP and everything. My daughter's like, like, maybe we could talk about all the work that you've done and, you know, this or that. And I was like, because we don't get people young enough to understand what financial planning, what financial advice, what investments are. There's some stigmas associated with it.

Terri Kallsen [00:16:48]:

So we're breaking some of those barriers. Leah, very, very early in life, and now we're seeing more come through. And then they're finding the the rewards of helping people achieve their financial goals. Yeah. And a lot of women really enjoy this because they get to a certain level, and they have more autonomy in their role. They have more flexibility. They have, you know, obviously, they have monetary rewards, but they also have the biggest reward, and that's helping families achieve their goals. And, again, that's what draws me into the profession.

Terri Kallsen [00:17:19]:

And that and I always am very careful about this. That doesn't mean everyone is wealthy. That doesn't mean everyone has a $1,000,000 of investable assets. What it means is they have certain goals. It might be around sharing their money through philanthropy or or, you know, paying for their kids' college or insuring their lives. And whatever that is, We get to be a part of those conversations. So that's a long answer to your question, but we're getting better as an industry. I think the CFP board is a very strong stance in helping this work because the industry as a whole is moving to a fiduciary standard, which what the CFP is.

Terri Kallsen [00:17:57]:

So if you get more women and minorities right? I I didn't mention this, but there was also a 13% increase in racially and ethnically diverse CFP certificates. So, you know, they're growing at a fact so let me just give you an example. So it's a 4% overall growth rate, but women were 12%, racial and minorities were 13%. So even though small numbers, you know, really positive direction that we're going. And in my in my career, it's always been a priority for me. My mother worked full time, and I was a latchkey kid. Right? I was I was a latchkey kid growing up, and my mother was just so positive about work and so positive about her contributions. And so in this industry, I've really tried to give back.

Terri Kallsen [00:18:44]:

I've mentored, you know, hundreds of women and men in this situation and sponsored people into executive roles because they are 2 different things. And this is my lifelong commitment. I'm not done yet. So, just wait. Interview me a year from now. We'll see if those numbers move faster.

Leah Alter [00:19:02]:

Okay. We're holding you to it. Put it on the calendar.

Terri Kallsen [00:19:07]:

I love it.

Joanna Ehresman [00:19:09]:

Well and I well, and one thing that we talk about is sometimes it can feel frustrating that the number feels stuck, I guess, specifically around women in the industry, but it's also like a pretty big denominator we're working against. So it is helpful to have that reminder that, yes, in terms of total percentage of CFPs that women are x, but of incoming that it's growing and growing. And so you can if you forecast it out, if you get at your Excel spreadsheet, right, you can see how that that change is coming, which is really heartening.

Terri Kallsen [00:19:39]:

Well, here's the here's the positive part of the end of my own personal story is I've mentioned I have 3 kids, and my youngest is a finance major. She's a she's getting into the business school now at the University of Hawaii. So she does study beyond surfing and freediving. But she told me the other day she's she wants to continue in finance and possibly see be a CFP. So, you know, we we're making progress over time.

Joanna Ehresman [00:20:08]:

Bravo. We're rooting for her to make that choice.

Leah Alter [00:20:11]:

Absolutely. Thank you.

Joanna Ehresman [00:20:12]:

You too.

Leah Alter [00:20:15]:

Before we move on to our next question, if you've been a listener of the show, you know how passionate Joanna and I are about the next generation of women advisors and investors.

Joanna Ehresman [00:20:27]:

And we are so proud to be partnering with Xtella, who is providing resources for professionals through efforts like their Nova Women's Collective, which enables members to network, connect, and gain insights from their peers.

Leah Alter [00:20:39]:

So if you want in on that, check out all they have to offer at go.extella.com/womenshare. That's go.axtella.com/womenshare.

Joanna Ehresman [00:20:54]:

Okay. So, Terry, when we worked together at Wealth Enhancement Group, I always admire the fact that here you are, like, chief operating officer of this huge RAA that's on an enormous growth track, yet you still found space and prioritized like creating a women's affinity group within our organization and I know myself included that you would personally mentor and reach out to women within the organization. So how did you make that work? Because certainly there is enough on your plate in terms of the demands of your role, but then tell us how you thought about carving out this part of what you of your impact in the organization.

Terri Kallsen [00:21:40]:

Sure. So I'll start out first with have have you ever read the book, The 7 Habits of Highly Effective People?

Joanna Ehresman [00:21:46]:

Yes. From Stephen Covey. Yes.

Terri Kallsen [00:21:48]:

Yeah. Well, well, one of the things he talks about is begin with the end in mind, and you actually write your obituary as a part of it. Now that might seem like a scary thing to do and but it's actually very freeing. And when you begin with the end in mind and you think about, what is my brand? What do I wanna be known for? Like, if people were speaking at, you know, on my last day, what would they say about me? And for me, my passion has always been that I'm a servant leader, first and foremost, that I'm here to serve and to help people remove the roadblocks to their own personal achievement. Right? If if I'm, as a leader, can help everyone achieve their own personal achievements, then we all get better. The boat rises together. And we all have different strengths. We're a tapestry of talent.

Terri Kallsen [00:22:37]:

And so my goal has always been, how do I get the richest, most positive, most productive team in a culture that's collaborative and energizing and inspiring. And I wanna be around people that inspire me, and I hope I can do the same for them. And so when I did that, Joanne, I just made sure that, you know, mentoring, supporting, serving those who don't have access. Right? And one of the ways that I believe women can help other women as well as minorities and ethnically diverse people is provide access. Right? Provide access to what what happens at the executive table, what what conversations go on. For so many employees, Joanna, it's a black box. And when people don't know what's happening, fear comes about. Mhmm.

Terri Kallsen [00:23:27]:

So in my career, I've I've always done I've always had shadow days in my work. So I'll let I'll pick people, you know, at least 1 a quarter where they just they follow me the whole day, and they get to see the good, the bad, and the ugly. And so we did that both physically when people were in the office, and we've done it through Zoom and other circumstances. And at the end of the day, people go, wow. Like, that's that's a lot of stuff, and they use different words to deal with. Right? But I think this is a daytime show, so I won't use any, foul language. And they they start to realize the type of work is obviously very analytical work. It's very structured work, but it's also very emotional work.

Terri Kallsen [00:24:10]:

And so they start to see what happens. And and so the more women you bring into that, they they start to feel more capable. They and then, you know, this whole saying, you gotta see what you can be. Well, if you can see another woman doing a job like that, and she's gonna make mistakes, she's gonna have achievements, she's gonna have a variety of different perspectives, then you as a woman can. And so, you know, specifically, in my prior jobs, I did something called the huddle. And, Joanne, I think you were part of that. The huddle is meant to be I played a lot of sports growing up. The huddle is meant to be our time together.

Terri Kallsen [00:24:43]:

We huddle. We plan. We discuss. We strategize. We give feedback. Right? Like, huddles when you're in a volleyball huddle or a basketball huddle, not everyone's like, hey, Leah. You are awesome. Right? They might say something like, Leah, you might wanna get your elbow up on your shot because it would go in more often.

Terri Kallsen [00:24:59]:

Right?

Joanna Ehresman [00:25:00]:

And he

Terri Kallsen [00:25:00]:

doesn't run away and go, oh, that hurt. She goes, yeah. I'm gonna get that elbow up. And so the Huddl is designed for women to come together and say, okay. What do we need to do differently? How do we get better? How do we communicate more effectively? How do we handle our kids, our personal side, our our husbands, and our NPS score? Whatever it is, it's a huddle. Yeah. We get together, we talk, and we help each other, we support each other, and then we go our own ways. But we always have that huddle, a safe place to go back to.

Leah Alter [00:25:29]:

I love that. And I feel like you've probably given a lot of fantastic career advice to to the people you've, brought kind of under your wing. But I'm curious. We do ask every guest that comes on the show, what's the best career advice that you've ever received?

Terri Kallsen [00:25:50]:

Well, I've I've received a lot and I've I've had some amazing mentors in my life. But the best advice that I've ever received that I think about a lot, and it's this, it's okay for questions not to have answers, but it is not okay for answers not to be questioned.

Leah Alter [00:26:13]:

Oh, I love that.

Terri Kallsen [00:26:15]:

And it's so important to me that it's okay if I don't have all the answers in every meeting or if my team doesn't have all the answers because we get to the answers together as a team. But it's not okay if someone says they have the answer, but they're not allowed to be questioned on that, myself included. And I've seen that work very effectively in teams because it gives everyone permission to question the answer because that gets us to a better solution in the long run.

Leah Alter [00:26:49]:

I feel like every team needs a disruptor. Every team needs the person that's gonna ask the question that, like, no one else is gonna ask or hasn't even thought of, quite honestly. We had a guest on early when we launched, Lisa Gilbert, and she very much is a disruptor and always came to question all the decisions. And not because she was trying to be disruptive, but because, ultimately, it made whatever the decision was, the project, etcetera, better in the long term.

Terri Kallsen [00:27:25]:

Yeah. Well, Leah, I think, Lisa, sounds like someone there's a there's a systematic way of thinking called de bono, 6 solutions to every problem, and it's called the hat theory. So in any meeting, you have someone with a black hat that's gonna be like mister or missus grumpy, and then there's someone who has the green hat that's gonna say, oh, that's a great solution. Then you have the yellow hat that's, like, really always questioning cautionary, and then the red hat that is just absolutely disruptive. And you'd keep rotating those hats because then no one gets labeled as anything, but you get to the right decision. And that's an effective way to bring out the best in everyone.

Joanna Ehresman [00:28:05]:

Love that. Six thinking hats. That's right. I feel like I read that 20 years ago, early in my career. Good one to dust off. Well and we covered, Terry, so many of your professional achievements, yeah, on the show today, but what's something outside of work that we can celebrate with you?

Terri Kallsen [00:28:21]:

Oh goodness gracious. There's so many things. My husband and I are now empty nesters, and, we moved, about a year and a half ago after our lost daughter went off to college. And we're just enjoying life so much. It's just beautiful out here, right along the ocean. I see whales on a regular basis and deers and bears and everything else. Oh my gosh. So that's number 1.

Terri Kallsen [00:28:48]:

And, you know, 31 years has been a real positive in my life. My son just got married a year ago, and he's doing he's thriving. My middle daughter is graduating from the University of San Diego, at the end of this month, and my youngest is gonna study abroad, next fall. And so I you know, I I'd live for these moments of celebration, small things, large things, and just continuing to realize all the positive things that are happening in life. The only other thing I'd say I really, celebrate is at least once a year, I do a race with my one of my kids, whoever wants to run along with me. My middle daughter did a triathlon with me last fall. I'm gonna be doing another, half marathon, with my other daughter this fall. So we try to fit in fun family things along the way too.

Terri Kallsen [00:29:42]:

I'm not sure they think it's fun, but I sure enjoy it.

Joanna Ehresman [00:29:46]:

But what a great tradition, though, and, like, those memories to have, right, of doing those endurance racist

Terri Kallsen [00:29:51]:

We call them gold marble moments. We have a lot of gold marble moments.

Joanna Ehresman [00:29:56]:

Oh, I like that. I like that.

Leah Alter [00:29:57]:

I love that. Oh, Terry, this has been so much fun, and I'm just, a little bit, in awe of you, actually. You're just, amazing, and we are just so thankful that you're on the show, and thank you for coming and sharing your story. If someone wants to get in touch with you, find out more about RISE Growth Partners, what's the best way to find you?

Terri Kallsen [00:30:21]:

Yeah. You can find it on RISE Growth, website. I'll be there. Otherwise, just terry@risegrowth.com. Very easy. I'm for my last job in my career, I'm so happy I have a very easy email because I've read some really long ones in the past. Took forever to fill out all those forms. So this is, like, efficiency at its best.

Joanna Ehresman [00:30:42]:

Love it. Fantastic. And, Terry, all of your information will also be linked on your profile on our website linked to this episode so people can go there to find you on LinkedIn and email. And I wanna say thank you again to our sponsor, Axtella, a network of firms that goes the extra mile for the next generation of women advisors and investors. For more information, visit them at go.axtella.com/womenshare. That's go.axtella.com/womenshare.

Leah Alter [00:31:13]:

And believe it or not, that is our show for today. If ours is a mission that you share in, please subscribe to the podcast wherever you love to listen to podcasts. We're on them all. And with that, I'm Leah Alter.

Joanna Ehresman [00:31:27]:

And I'm Joanna Erisman, and we'll catch you on the next episode of WomenShare