This is one of my most important interviews to date. Paula Glover, President, of the Alliance to Save Energy and CEO of Always Bet on Black stopped by the ENB Podcast. We talked about diversity, social issues, and energy policies. Paula is one of the best interviewers I have had the pleasure of working with. Her podcast “Always Bet on Black”. is starting back up for Season 2.
There are things that the leaders of energy companies and energy policymakers need to think about: The first is how to attract the next generation of great employees while guaranteeing that diversity and inclusion are not just lip service.
Season 1 of Always Bet on Black was phenomenal. I can’t wait to see the all-star line-up for season 2. Thank you Paula for stopping by the ENB Podcast – Stu.
Connect with Paula on her LinkedIn Here:
Sign Up to be notified about new updates on Always Bet on Black Here:
Watch out for Season 2 of Always Bet on Black coming out shortly.
Video Transcription edited for grammar. We disavow any errors unless they make us look better or smarter.
Stuart Turley: [00:00:04] Hello, everybody. Today is absolutely one of my most favorite podcasts around. I’m Stu Turley, president and CEO of the Sandstone Group and welcome to the Energy News Beat. [00:00:16][12.4]
Stuart Turley: [00:00:16] Today we are interviewing Paula Glover. She is fabulous she has the podcast always bet on Black. We are about to roll out season two of this fabulous podcast. [00:00:31][14.2]
Stuart Turley: [00:00:32] Paula was the past CEO of Abe, the American Association of Blacks and Energy, and now she’s the current president over at sorry, I forgot where this is. But, Paula, you’ll do this. Welcome, Paula. And I am so excited to see you. [00:00:49][16.6]
Paula Glover: [00:00:49] Thank you so much for having me. So I’m excited to be here and I’m so thrilled to see you. We always have fun together when we do stuff like this. [00:00:56][6.7]
Stuart Turley: [00:00:56] Oh, in fact, Larry, your husband always has to pull us in the corner and say, quit it. You guys are having way too much fun. [00:01:04][7.6]
Paula Glover: [00:01:05] Yeah, he does. And I think he relishes being able to do that. So, you know, I have to get better at ignoring him and I haven’t gotten there yet, but I’m I’m working on it. [00:01:14][9.6]
Stuart Turley: [00:01:15] Well, Paula, I want to set the stage just a little bit for folks and that is I got to see and listen to almost all of season one of Always Bet On Black. [00:01:28][12.9]
Stuart Turley: [00:01:29] And it was a wonderful, wonderful series of hard hitting discussions with some fantastic folks. [00:01:37][8.4]
Stuart Turley: [00:01:38] Can you tell me about what you started? Always been on the way and what you were thinking when you started bringing in some of these guests? [00:01:46][7.8]
Paula Glover: [00:01:47] Yeah, you know, really it was and it sounds cliche, a bit of a labor of love. When I started it, it was really kind of an idea in my head. On how do you create a platform for African-American leaders in energy specifically to talk about their own experiences as leaders and their own journeys. [00:02:07][20.1]
Paula Glover: [00:02:08] And for me, it was really because what I understood was that I’m actually very lucky that these were all individuals that I had gotten to know in some way. And while I didn’t know everyone’s complete story, I knew they had stories and thought it was really important for all those individuals in our business who don’t get to hear from them,. [00:02:27][19.0]
Paula Glover: [00:02:28] To hear from them, particularly, I think, young people of color who are entering in this industry who see leaders and know that there may be of challenges, but not necessarily understanding what those challenges were or how they’re able to navigate the industry in to in a way that saw success, how they define it at the end. [00:02:50][22.5]
Paula Glover: [00:02:51] And so that really was the point was just to let’s talk about that. Let’s talk about what you’ve seen and what you’ve gone through. You know, I had you mentioned in my previous role, that’s what I was always asked to do. But there are others and my journey is not the same as anyone else’s. [00:03:07][15.3]
Stuart Turley: [00:03:08] No. And one of the things that I really enjoyed about seeing you interview them is taking a nugget. You took that in a nugget and you drilled down on it and there were some surprise turns on some of those as they open up my eyes as far as some of the disparate treatment on them. [00:03:31][23.7]
Stuart Turley: [00:03:32] As these people were going up the ladder of being successful and it was stunning and I am so excited to see season 2. But. [00:03:41][9.5]
Stuart Turley: [00:03:43] Baird Hedges, I have to tell you that one was absolutely so fun. In fact, I’m writing in Barrett Hedges 20-24 for Presidential Candidate because I thought his story was so cool. So you’ve got even a presidential candidate on your show. Season one. [00:04:04][20.8]
Paula Glover: [00:04:04] Yeah, I will tell you what, for folks listening encouraged them to listen to everybody. I think all of those interviews are different, but they’re good. But Barrett, you know, it’s inspiring for people why I probably resonated with you as it did with me, because his nugget was right. let me find the right words to say. [00:04:24][19.6]
Paula Glover: [00:04:24] His nugget was, you know, people may see you in roles that you don’t see yourself in and trusting that those who know you and see you do it and believe you can do something. Sometimes you just need to trust their judgment. [00:04:36][11.6]
Stuart Turley: [00:04:37] Right. [00:04:37][0.0]
Paula Glover: [00:04:38] And lean in. And you know that that certainly resonated with me. I think that’s definitional to my own personal journey and career. But the other thing I think about Barrett, which was always so neat, is that you get to see how people aren’t one dimensional because he had multiple careers. Right. So he was an energy leader. But, you know, we learned that he was a Texas ranger. [00:04:59][21.3]
Paula Glover: [00:05:00] He was in law enforcement. He just had all kinds of things that. You get done. [00:05:03][3.6]
Stuart Turley: [00:05:04] Yep [00:05:04][0.0]
Paula Glover: [00:05:05] And I think that know I think what he was sharing is that that also informed how he led and his journey even in a corporate environment. [00:05:13][7.5]
Stuart Turley: [00:05:14] And my respect for him just was so great and I love meeting them and people don’t understand that. But, Paula, tell us a little bit about your upbringing, how that trained you and what you saw, because you had to get to always been on black as a labor of love. [00:05:32][18.4]
Paula Glover: [00:05:33] Yeah. [00:05:33][0.0]
Stuart Turley: [00:05:34] Back up a little bit. How did you get there? [00:05:36][1.9]
Paula Glover: [00:05:36] You know, I’m a New York City girl. I grew up in Queens, New York. And my family, my mom and my brother and sister and I, we moved to Connecticut when I was about 13,. [00:05:47][10.3]
Paula Glover: [00:05:48] But I continued to keep summers in New York because I just didn’t really want to be in Connecticut and I will you know, let me just be frank. I didn’t want to be in Connecticut because I believe at the time. [00:06:00][11.8]
Paula Glover: [00:06:01] I lived in a all black, a majority black neighborhood. People like color. My next door neighbor who was my brother’s best friend, a kid named Chris Latole. They were the only white family on our street. [00:06:13][12.2]
Stuart Turley: [00:06:14] Right. [00:06:14][0.0]
Stuart Turley: [00:06:15] And then we moved to Connecticut and we moved into a community where there were only three black families in this town we were one of three. And I kept going back to New York because I didn’t want to live in a community of all white people. I couldn’t figure out how I was going to be navigate that. [00:06:31][16.0]
Paula Glover: [00:06:32] And it’s always really interesting, right as an adult when I hear that, because for I think a lot of my Caucasian colleagues, they’re surprised that someone who is African-American would feel a kind of fear of moving into a white community the way that they might say, you know, I would be fearful of moving into an African-American community. [00:06:51][18.5]
Paula Glover: [00:06:52] And so being able to say that out loud, that as African-Americans, we you know, it’s what you all, as Caucasians may think is easy, may not seem easy to us it’s not an easy thing to navigate. [00:07:07][15.3]
Paula Glover: [00:07:09] And so I lived in Connecticut and ended up in this business because it was the job that paid me the most, and that was what I had to job offers the job at the gas company paid $1,000 a year more than the other job. And so I took the job at the gas company. [00:07:24][15.6]
Stuart Turley: [00:07:25] Nice [00:07:25][0.0]
Paula Glover: [00:07:27] And then really as I worked, my first job was taking payments from customers and sometimes turning off people’s gas and turning it off and all that stuff, customer related. And in that I started to kind of really enjoy the business. [00:07:42][15.8]
Paula Glover: [00:07:44] And why it really has always been on Black, ironically, is I started to meet people like Barrett Hatch’s credit and I started to really they became friends and I start to learn so much about them and started to learn a lot about the relationship that different communities have with the energy system and the fact that it is different. And I didn’t know that. [00:08:03][19.4]
Paula Glover: [00:08:04] And Barrett and other colleagues started to kind of educate me and got me interested in understanding how our overall economy and all of the issues, social issues that we see economically from income, you know, income inequality and so on and so forth has a lot to do with how we interact with the energy system all of these things are very much related, . [00:08:27][22.5]
Stuart Turley: [00:08:27] Right [00:08:27][0.0]
Paula Glover: [00:08:27] And that became the thing that kept me in energy and really has driven what my passion and interest are, is identifying and understanding why those things happen and then working with industry and policy members, policymakers to understand how we can make a difference. [00:08:44][16.3]
Paula Glover: [00:08:45] And I believe that understanding the connectedness of it all is how you can get better policy. Solving problems. In my mind, piecemeal tends to then create another problem on the back end because we haven’t looked at everything. [00:09:00][14.9]
Stuart Turley: [00:09:01] Oh, and you know what amazes me is being able to work with the American Association of Blacks and Energy. You know, working with. [00:09:08][7.4]
Stuart Turley: [00:09:09] You were phenomenal with that organization in energy policies and some of the things I learned is some of the best meaning policies don’t always help the people in the disproportionately impacted communities. [00:09:22][13.1]
Paula Glover: [00:09:23] Absolutely. I think that’s why understanding not only how we got here, but what are all the other issues that are going on is incredibly important because otherwise we’re trying to throw money and Band-Aids at something that really requires surgery. [00:09:39][16.5]
Stuart Turley: [00:09:41] Right. [00:09:41][0.0]
Paula Glover: [00:09:41] And maybe an amputation on occasion and we’re not looking at all of it. [00:09:46][4.8]
Stuart Turley: [00:09:47] Yes. [00:09:47][0.0]
Paula Glover: [00:09:47] We are about to repeat those mistakes. Right. The other things do that, particularly when I was at age that I love to say and believed whole heartedly that when we think about policy, we should be focusing on the least of us first. [00:10:02][14.4]
Stuart Turley: [00:10:03] Yes. [00:10:03][0.0]
Paula Glover: [00:10:03] I just believe that if we focus on those who have the least. Everybody else will be okay. [00:10:09][6.0]
Paula Glover: [00:10:11] That’s fabulous. [00:10:11][0.2]
Paula Glover: [00:10:12] That’s not what we do. But I believe that if you focus on those who have the least, you’ll start to see the rest of us are going to figure it out, as opposed to focusing on those of us who have the most. [00:10:22][9.6]
Stuart Turley: [00:10:23] Right. [00:10:23][0.0]
Paula Glover: [00:10:24] Thinking that, you know, pull yourself up by your bootstraps and they’ll figure it out. It’s never work that way. So that’s kind of my approach to policy in the work that I do. [00:10:33][9.8]
Stuart Turley: [00:10:35] And I saw that in not only everything that you’re doing, I saw that in what Abe Wood was doing and industry leadership and some of the things that in in let’s take the oil and gas space. [00:10:48][13.9]
Stuart Turley: [00:10:50] They’ve not always done a great job with ESG and we know that ESG means environmental, social and governance,. [00:10:56][6.3]
Stuart Turley: [00:10:57] And social is left out a lot. Yeah, environmental was left out a lot. [00:11:04][6.5]
Stuart Turley: [00:11:05] What can you say for young folks coming into the energy space, what to look for? How do they get to the next level? And what are your some of your thoughts for the executives looking at trying to stop those old practices? [00:11:22][16.9]
Paula Glover: [00:11:23] Yeah, I think, you know, that’s a of medium heavy questions with that. [00:11:29][6.4]
Paula Glover: [00:11:30] You know environmental social, governance, ESG, I think is important in that it’s starting to drive decisions that many companies and especially in our industry. [00:11:39][9.5]
Paula Glover: [00:11:40] I think the thing we all have to be really aware of is that environmental and social have much easier definitions for individuals and companies to kind of rally around. And that social actually isn’t well defined. It means a lot of different things. Right? [00:11:56][15.6]
Stuart Turley: [00:11:56] Right. [00:11:56][0.0]
Paula Glover: [00:11:57] Social ESG really is the way that a company and I think this is Standard and Poor’s and Standard Poor’s definition, but how an organization interacts with the world around it. So a company interact with its workforce, all of its key stakeholders, all it’s so big. [00:12:12][15.1]
Paula Glover: [00:12:13] And each audience is very different. [00:12:15][1.6]
Stuart Turley: [00:12:15] Right. [00:12:15][0.0]
Paula Glover: [00:12:16] So you have organizations who look at the and in ESG, and they may have a particular focus on what is their corporate giving and engagement in community outreach. And that works, right? That’s a part of it,. [00:12:28][12.1]
Stuart Turley: [00:12:28] Right [00:12:28][0.0]
Paula Glover: [00:12:29] Other organizations will say, well, we’re going to focus on diversity and that piece and we’re going to focus on. And because there’s not, I think, a standard definition that you can measure across organizations on what it means. [00:12:42][12.5]
Paula Glover: [00:12:44] It makes it more difficult for companies, but it also makes more difficult for those of us who are trying to engage with companies, particularly young people who may be looking at ESG standards as a measure for them to decide whether or not this is an organization they should want to work for. [00:12:58][13.5]
Stuart Turley: [00:13:00] Excuse me,. [00:13:00][0.3]
Paula Glover: [00:13:01] Though, for those young people, it’s really important. Important. And many of them do it now, right, to ask the kinds of questions that are going to give you the information that you want about what are those opportunities? [00:13:11][10.3]
Paula Glover: [00:13:12] I still believe that this is one of the best industries anybody can work in. And I know that even in oil and gas, right, there are lots of opportunities to be innovative. There are opportunities to be creative. [00:13:25][12.9]
Paula Glover: [00:13:27] There are opportunities to be a scientist and delve deep in science and research there are opportunities to do, you know, business development and create large projects and build stuff and make stuff. [00:13:40][12.7]
Paula Glover: [00:13:40] So I think our industry is just so interesting and so massive and there are tons of opportunities for for young people and others to do things and I think overarching that, look, the handwriting on the wall,. [00:13:55][14.6]
Paula Glover: [00:13:55] The industry is shifting is shifting as quickly as everybody would like. Maybe not but I might suggest also that the problems and these massive organizations are doing so many different things that sometimes we actually don’t know all that they’re doing. [00:14:12][16.9]
Stuart Turley: [00:14:13] Right. [00:14:13][0.0]
Paula Glover: [00:14:14] That does not mean that we should not encourage them to be aggressive, but it does mean that sometimes you’ve got to just take a moment to understand what’s happening. [00:14:23][9.1]
Stuart Turley: [00:14:24] You know. [00:14:24][0.4]
Paula Glover: [00:14:25] This is ours . [00:14:26][1.2]
Stuart Turley: [00:14:27] In some of your interviews, we’re also talking about diversity and the importance of or the lack of promotions or the lack of the ability for young people to move up the ladder and fairly. And then that to me, was just like, wow. [00:14:48][21.4]
Paula Glover: [00:14:50] Yeah. I think, you know, it’s interesting, even in my new organization, we, you know, we are challenged in that we are not, I think as organizations clearly articulating what the pathways are and we are actually aren’t even articulating when there is no pathway,. Sometimes there is no pathway. [00:15:09][18.8]
Paula Glover: [00:15:10] And it’s hard to say to somebody, you’re doing great and you’re awesome, but actually I don’t even have a place to move you, right? Because we don’t want to lose somebody who we think is a top tier performer. But there are always going to be some kinds of limits. [00:15:25][14.6]
Paula Glover: [00:15:25] I think with the with the always been on black podcasts and and listening to these leaders kind of talk about pipelines and the importance of pipelines in diversity and diversity in those pipelines. [00:15:36][10.3]
Paula Glover: [00:15:37] What I think, Stu, you’ll recall right in the summer of 2020, as all kinds of organizations were making commitments on racial justice and racial diversity and that are. [00:15:46][9.6]
Paula Glover: [00:15:47] One of the things that the American Association of Blacks and Energy did was issue a statement around equity and what race could look like in our business. And I think importantly, what the organization pointed out is that. [00:16:02][14.6]
Paula Glover: [00:16:02] We need to and I want to use their word right, we need to put our own houses in order. And so bringing in diverse candidates into organizations that don’t have them is a great thing to do. But absent that,. [00:16:16][14.4]
Paula Glover: [00:16:17] I think my belief is that absent the required introspection as a leader about what your organization looks like, what is that culture? What are our processes? Are we sending the kinds of signals that we should to our existing employees of color, that there are opportunities for them and where those opportunities exist and how that all works? In my mind, just bringing in new, diverse folks actually doesn’t get much farther than where you already are. [00:16:44][27.4]
Paula Glover: [00:16:45] Right. [00:16:45][0.0]
Paula Glover: [00:16:46] And I would also suggest that if we think about how companies have such a huge focus on millennials ten years ago, really important for them to do and how they start to think about changing their culture and expectations. [00:17:00][14.0]
Stuart Turley: [00:17:01] Right. [00:17:01][0.0]
Paula Glover: [00:17:01] You have a generation, new workforce generation who has no plans to work for you for 20 years. That’s not going to happen, right? As a Gen Xer. I felt like, wow, that none of that interest would seem to be made for those of us, that stinks. But that that’s the reality of that day. [00:17:19][17.9]
Stuart Turley: [00:17:20] Right. [00:17:20][0.0]
Paula Glover: [00:17:20] But companies figured out how to adjust because they wanted millennials to work for them. And I think companies need to learn how to do just when you want diverse a greater sense of diversity within your organizations. [00:17:33][12.5]
Paula Glover: [00:17:35] Because this isn’t about people being nice and good to each other. It is about how do we show up authentically at work? Which is the other thing that we’re asking people to do, right? Show up as yourself and be authentically well. [00:17:49][13.6]
Stuart Turley: [00:17:49] When you do that, then what you’re really talking about is how we manage our personalities in such a way that we can be productive as it. [00:17:57][7.5]
Stuart Turley: [00:17:57] Right. [00:17:57][0.0]
Paula Glover: [00:17:58] And I think that just requires a different level of focus and work from organizational leaders and really some acknowledgment. You know what? [00:18:08][10.3]
Paula Glover: [00:18:08] What I found in the audience as I’m running, right, the Alliance to Save Energy and as we’ve been going through this diversity journal journey as an organization over the last year, one of the things that we’re learning is that we also have diversity we have shared language. [00:18:22][14.0]
Paula Glover: [00:18:23] And so for those employees who look like me, who have had a similar have a similar background, there are things that we talk about, but the language is the same, right? Same slang. We may be right. There’s something there that jives with us that may not necessarily translate to our other colleagues. [00:18:45][21.2]
Stuart Turley: [00:18:46] Right. [00:18:46][0.0]
Paula Glover: [00:18:46] Certainly in my position, I need to be aware of how that makes other people feel so that I’m not being exclusive in that shared language. [00:18:56][9.7]
[00:18:57] Right. [00:18:57][0.0]
[00:18:57] And then also help the other members of the team to see that they may have shared language that makes the rest of us feel excluded. Right. We all have some work to do in this. [00:19:08][11.0]
Stuart Turley: [00:19:09] What you just said, Paula, was missing from so many as the president of the Alliance to Save Energy. [00:19:16][6.6]
Stuart Turley: [00:19:18] So many executives talk kind of like greenwashing. You know, they’ll go out and say, hey, this, we are an ESG company. But what you’re saying, it’s even difficult as a president who understands diversity to try to go out and enforce diversity. Is that what I just heard? [00:19:35][17.0]
Paula Glover: [00:19:35] Yeah, I mean, and it’s not even about enforcement but if you if I think about some of the interviews we did in Always Bet on Black and other interviews that I did,. [00:19:44][8.3]
Paula Glover: [00:19:44] One of the things that all of these executives said is that I’m not the executive for the black employees. I’m the executive for all the employees. [00:19:50][6.1]
Stuart Turley: [00:19:51] Yes. [00:19:51][0.0]
Paula Glover: [00:19:52] And that means I have a responsibility right now for myself and for my team but to understand how all of this is going to land on a team and if there are challenges, how do I help folks work through it, provide them resources, whatever is required. [00:20:09][17.2]
Paula Glover: [00:20:11] For us of the alliance we start. What I started with, we started with was we brought in a culture consultant, someone who actually specializes in organizational culture. [00:20:19][8.5]
Stuart Turley: [00:20:20] Oh Cool. [00:20:20][0.1]
Paula Glover: [00:20:20] So that they could help us identify challenges early, help us figure out and think about what’s coming next. We had trainings on how to have a meaningful conversation we’re going to have training on how do you manage your triggers and other people’s triggers, because so much of this is about us learning who we are. [00:20:43][22.3]
Stuart Turley: [00:20:43] What do you mean by what do you mean by a trigger? Because I know what a trigger means to my wife, and that’s when I do something really stupid. But what do you mean by a trigger? Is that when. [00:20:52][8.4]
Paula Glover: [00:20:52] You’re having a conflict with somebody or you’re having that having a disagreement necessarily, we will be having a discussion where we’re on opposite sides of an issue. [00:20:59][7.4]
Paula Glover: [00:21:00] And there could be possibly something that you say that is normal for something that that’s your normal thing and you say that could trigger me, that could really take me off. [00:21:09][8.6]
Paula Glover: [00:21:09] And so part of it is how do I learn to not be mad because that’s my trigger that you are not aware of. [00:21:18][8.5]
Stuart Turley: [00:21:18] Right. [00:21:18][0.0]
Paula Glover: [00:21:18] So it’s not like a marriage where my husband knows what my triggers are, so he pushes my button. That’s intentional. Just as if I went. If and when I push this button, I’ve likely done it on purpose. [00:21:30][11.2]
Stuart Turley: [00:21:30] Right. [00:21:30][0.0]
Paula Glover: [00:21:31] So very familiar with that. But with your colleagues, they’re not going to know. [00:21:34][3.6]
Stuart Turley: [00:21:35] Know. [00:21:35][0.0]
Paula Glover: [00:21:36] That. [00:21:36][0.0]
Paula Glover: [00:21:36] And so as as leaders and as colleagues, we need to understand what our own triggers are so that we can manage them and not get. And yet but also we’re doing training so that we can understand what other people’s triggers are so that we don’t push buttons when we don’t need to, or we don’t use phrases that mean one thing to me but something to someone else. And now we have circular talk and disagreement, all that other stuff. [00:22:02][26.1]
Paula Glover: [00:22:03] And so in my opinion, it has been time well spent focusing on our culture so that as we increase the diversity in our organization. We’ve already done that other kind of work and we can bring people in and give them a sense of safety and belonging as they join our team. [00:22:22][19.6]
Stuart Turley: [00:22:24] You bet. [00:22:24][0.2]
Paula Glover: [00:22:26] Well, that was a mouthful, Mr. Terrill. [00:22:28][1.6]
Stuart Turley: [00:22:28] I’ll tell you what. Your confidence, your knowledge and your sense of accountability is extremely refreshing to me. And you’ve had that almost. [00:22:40][12.0]
Stuart Turley: [00:22:41] You are genuine no matter where you are and that, to me, is a lot that other CEOs can earn from instead of being genuine on a camera. How about some accountability that you’ve already put in by that having that consultant group in saying,. [00:22:58][17.1]
Stuart Turley: [00:22:59] Hey, how do we go to the next level? How do we not trigger each other? And, you know, I’m such a happy kind of guy. I trigger people just by being happy and people are not used to that. So I need I need counseling on how not to trigger people. [00:23:15][16.6]
Paula Glover: [00:23:17] Yeah. You know, it’s interesting. I was say I’m one. Thank you for saying that. I am so confident. I will tell you I do all of this because I’m actually not confident and these tools are as important for me and to me as I think they are for everybody else. [00:23:32][16.0]
Stuart Turley: [00:23:35] I’m going to I’m going to call Who are you here? Right. I’m going to call who. And the reason is you are one of the best interviewers I’ve had the pleasure of working and producing for. So I don’t know how you can say that. I’m sorry. I’m calling. Who I’m calling. [00:23:53][18.1]
Stuart Turley: [00:23:53] Who are you? [00:23:54][0.9]
Paula Glover: [00:23:55] All right, well, look, my, coaches, my culture consultant, who also does some coaching with me, He’s good at calling, who are on me as well. So I’m not I’ll be mad at you about that. Okay, I’ll take it. [00:24:10][14.3]
Paula Glover: [00:24:11] But yeah, I mean, I just think. Right. Being authentic as a leader and I’m learning this every single day, right? This is a journey for me . And. [00:24:21][10.0]
Paula Glover: [00:24:21] I think that the thing that I can contribute is for people to see that it is a journey for me, that I show up this way and that I work at it every single day. And that that is part of my work, I believe, as a leader. [00:24:38][17.1]
Stuart Turley: [00:24:39] Right. [00:24:39][0.0]
Paula Glover: [00:24:39] And to all my stuff. And so to, you know, I’ve had to learn the power of my words. [00:24:44][4.7]
Stuart Turley: [00:24:46] Wow. [00:24:46][0.0]
Paula Glover: [00:24:46] I’ve had to learn that, right? I’ve had to learn that just because I may be speaking in a way that I’m not intending to speak as the president, when it left my mouth, I was the president when I said it and so that’s how people see it and so you have to like I had to learn the power of my words and and how do I write that stage? [00:25:05][19.0]
Paula Glover: [00:25:06] I had to learn about my own strengths and blind spots. And then how do I. Articulate that sometimes for right. So sometimes it’s adjustment of my own behavior, but sometimes it’s like, how do I articulate that this is just who I am? [00:25:20][13.6]
Stuart Turley: [00:25:20] Right. [00:25:20][0.0]
Paula Glover: [00:25:21] If it aggravates you, I get it. I just don’t know how to turn it off. Right. So, like and I’ll give an example. One of my things is I love lots of data and information, and I ask lots and lots of questions. [00:25:31][9.9]
Stuart Turley: [00:25:32] Right. [00:25:32][0.0]
Paula Glover: [00:25:32] And it’s incredibly frustrating when you’re trying to push forward to get to the next step,. [00:25:36][3.8]
Stuart Turley: [00:25:36] Right. [00:25:36][0.0]
Paula Glover: [00:25:37] To the end, to have somebody who’s constantly asking you questions. And because I am insanely curious,. [00:25:42][5.3]
Stuart Turley: [00:25:43] Right [00:25:43][0.0]
Paula Glover: [00:25:44] And so many times my questions are not intended to stop movement in progress. It’s just my own curiosity and wondering, Oh, I read something and you just said this and I wonder what that is. [00:25:55][11.4]
Paula Glover: [00:25:55] And, and so I have to learn to tell the people I’m not asking questions because I want you to do something different. I’m asking you questions because I’m curious. I also have to learn when it’s appropriate for me not to ask the question all, but sometimes I just can’t. I just have to keep that curiosity to myself because I’m dragging back the team. [00:26:13][17.5]
Stuart Turley: [00:26:14] I bet you’re like my daughter. They why why why yeah. [00:26:19][5.5]
Paula Glover: [00:26:19] I’m always just kind of like I’m one of those people that because I think I read so much different stuff,. [00:26:26][6.8]
Stuart Turley: [00:26:27] Right [00:26:27][0.0]
Paula Glover: [00:26:28] So when someone says, What’s the business novel that you read, the business book that you read to help you improve? I don’t have one. But because I’m just not that kind of reader. I read tons of stuff and I always and I can get something from I don’t know where to be an article in the Harvard Business Review, but it could be an article in The Washington Post. [00:26:48][20.7]
Stuart Turley: [00:26:49] Right. [00:26:49][0.0]
Paula Glover: [00:26:50] It could also be an article on media. Like, I just I’m constantly trying to consume information because to to my very first point, I’m always trying to connect the dots, and that’s how I do it. [00:27:02][12.5]
Stuart Turley: [00:27:03] Well, you know, as an industry thought leader in the in in the energy space, you’re uniquely qualified to help turn the tide in many ways. And I really believe that your season two of always bet on black is just going to blow through the roof. [00:27:23][20.3]
Stuart Turley: [00:27:25] With your leadership and being able to articulate that to people because it was so cool in season one that I can I am just so excited about season two and how far the reach is going to go. Paula. [00:27:42][17.4]
Stuart Turley: [00:27:43] I mean, what are some of the things that your goals are for this year for always Bet on Black? [00:27:49][6.0]
Paula Glover: [00:27:49] I mean, I think the biggest one, right, is to extend the reach. [00:27:52][2.8]
Stuart Turley: [00:27:53] Right. [00:27:53][0.0]
Paula Glover: [00:27:54] And it’s to tell the stories. I think, you know, storytelling is important, but I think it’s incredibly important in our business because we don’t tell stories. We’re so scientifically, technologically, fact based that sometimes we forget that there are people at the end of every single thing that we do. [00:28:14][19.8]
Stuart Turley: [00:28:14] Wow. [00:28:14][0.0]
Paula Glover: [00:28:15] No matter what we’re doing, there is a person and people who are being impacted by that work. And it doesn’t matter what your job is at the end of the cycle, there are people. And so what I’m excited about for this season is more stories, more storytelling, more connections. [00:28:31][15.8]
Paula Glover: [00:28:32] And I think for folks who heard the last episode, you know, people here always come back they know that I work in energy. They think the conversation is always focused on energy, and it’s a little it focused on energy, but it’s actually more focused on people. [00:28:46][13.4]
Stuart Turley: [00:28:47] Yes,. [00:28:47][0.0]
Paula Glover: [00:28:48] The relationship of energy to people and the people who lead these organizations and how they think about this transition and those questions are challenges that they may have. [00:28:59][10.8]
Paula Glover: [00:29:00] I have found I serve on a board and we had a dinner and we did a small table so that we could more intimate and get to talk to each other. [00:29:08][8.4]
Stuart Turley: [00:29:09] Right. [00:29:09][0.0]
Paula Glover: [00:29:09] And, you know, one of the my favorite questions to ask people in those settings is tell me that thing that keeps you up at night from where you sit, not what the CEO keeps the CEO up at night, but what keeps you in your organization. That’s you one. [00:29:26][16.3]
Stuart Turley: [00:29:26] Up. And that question drags out personal stuff that makes your podcast different than others. That I absolutely. I got tingles. [00:29:36][10.3]
Paula Glover: [00:29:39] Yeah. I mean, that’s the part that’s awesome, right? Because the things that people talk and think about are so very from. [00:29:45][6.8]
Stuart Turley: [00:29:46] Right. [00:29:46][0.0]
Paula Glover: [00:29:46] Mental health, right? And people who say like, I am incredibly concerned during what about my team members who have been home or who are isolated to a you know it can be anything. That’s what’s so amazing about it and exciting. [00:30:03][17.3]
Paula Glover: [00:30:04] And, you know, this year I think we have a really good lineup of people that we’re going to be. [00:30:09][4.7]
Stuart Turley: [00:30:09] Yes,. [00:30:09][0.0]
Paula Glover: [00:30:10] Whos going to have different kinds of stories to tell. [00:30:13][2.9]
Stuart Turley: [00:30:14] And in the long friendships that like Barrett and Rick think big, I mean, he is a I enjoyed getting to know him through the speaker ships that he had did. He doesn’t know me from Adam, but I feel like I know him just because I’ve been listening to everything he does and I’m in there in the background. [00:30:32][18.3]
Stuart Turley: [00:30:34] But your long term relationships and your new relationships make an incredible you make a bond very quickly. And so we’re going to start up this. When do you think we’re going to start rolling all this out? [00:30:49][15.9]
Paula Glover: [00:30:51] We, according to my executive producer, Larry Glover, this stuff will be rolling out in March. The first episode should hit the airwaves, you know, So we’re we’re moving forward and listen, thank you. [00:31:07][15.5]
Paula Glover: [00:31:07] Because. It is truly inspirational when you have an idea that people buy into quickly and then are so open to lending their time and expertise to this thing that was in your head. And at the end, they always bet on black. there was this thing in my head that I set out loud one day to two really special people who decided to make it a thing. [00:31:36][28.9]
Stuart Turley: [00:31:37] It never. [00:31:38][0.2]
Paula Glover: [00:31:38] Happened, and I probably would have never followed through. I don’t want to say I probably wouldn’t have. I would not have followed through. I always bet on black. Had it not been for our for the encouragement of you guys at Sandstone and my husband and the team at AIM. [00:31:57][18.5]
Paula Glover: [00:31:57] And the fact that you all were like, Yeah, we should do this, this is going to be really great. Then I was like, Oh, okay, then I guess I’ll do it. [00:32:04][6.5]
Paula Glover: [00:32:05] The lesson for Barrett Hatch is sometimes people see things in you that you don’t see in yourself. That’s always bet on black. [00:32:12][7.7]
Stuart Turley: [00:32:13] When Barrett wins the election in 2024, I would love to be on his cabinet. I am sorry, man. I want to follow that man all the way through, and then I’ll follow you too, because both of you, you know, we’re off and running. [00:32:28][15.0]
Stuart Turley: [00:32:28] And so, Paula, I am so excited about season two and we’re going to have all of your contact. We’re going to have your website. We’re going to have all of the content in the show notes. [00:32:39][10.9]
Stuart Turley: [00:32:40] And so, again, thank you so much for stopping by the Energy News Beat Podcast. We sure appreciate it. [00:32:47][7.3]
Paula Glover: [00:32:48] Thanks so much for having me and really looking forward to us working together and doing some great stuff in 2022. [00:32:55][6.8]
Stuart Turley: [00:32:56] Sounds great. Talk to you soon. Thanks. [00:32:56][0.0]
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