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ACUMA ONpoint
ACUMA ONpoint
Leadership in the Credit Union Mortgage Industry: Overcoming Self-Doubt and Fostering Growth
What if the key to becoming a leader in the credit union mortgage industry lies in overcoming self-doubt? Join us as we sit down with Nicole Poole, Vice President of Residential Lending at The Police Credit Union, who shares her inspiring journey and the leadership qualities that shaped her career. Nicole's sales mindset and unwavering dedication to member service offer a fresh perspective on what it takes to excel in this field. Join Nicole and ACUMA President, Peter Benjamin, as they discuss the importance of creating a workplace culture that encourages emerging leaders to express their ambitions and seek guidance without hesitation. By fostering open communication and mentorship, we can empower the next generation to confidently step into leadership roles, driving both personal and organizational success. Sponsored by LoanCare.
The views and opinions expressed in this podcast do not necessarily reflect the views or positions of Acuma, its board of directors, its management staff or its members. The podcast discussion presented is conversational in nature and for general information only.
Peter:Hello, welcome to Acme's On Point Podcast, a series focused on sharing the stories of people who are making a positive impact in the credit union mortgage industry. I'm your host, peter Benjamin. Today's episode is being brought to you by LoanCare. Loancare understands the critical role member satisfaction plays in building long-lasting relationships. Their digital-first approach ensures a seamless, user-friendly mortgage servicing experience that's designed for mobile convenience, so your members have access to all their important information anywhere, anytime. And by leveraging sophisticated analytics and account-based marketing, loancare empowers you to deliver tailored financial guidance and relevant product offers to your members throughout the life of their loan. Whether navigating interim financing, servicing home equity products, reducing operational costs or generating new revenue, loancare's award-winning digital tools support effortless portfolio management across diverse mortgage types. Investors and members Choose LoanCare as your mortgage servicer or strategic partner, and committed to combining personalized convenience, advanced technology and member loyalty to propel your business success. Today, my guest is Nicole Poole, vice President of Residential Lending with the Belize Credit Union. Nicole, how are you doing today?
Nicole:I'm doing great. How are you doing, Peter?
Peter:I am awesome, awesome, awesome, awesome. I'm looking forward to our conversation. You're one of my favorite people in the industry.
Nicole:Oh no, you're lying. No, I'm not. I am not. You're one of my favorite people in the industry.
Peter:Oh no, you're lying. No, I'm not. I am not.
Nicole:You say that to everybody.
Peter:I know I do I only do as favorites, though I only say it's my favorites, ok, no, but you really are. I hold you in high regard. When I first became president, I was blown away by a presentation that you gave with Dr Bruce and Ian Bennett, and ever since then I kind of sort of just followed you and been very impressed with your presence and the things that you do at the Police Credit Union, but also in California. I think you and I have very similar friends and they hold you in high regard. And again, you're one of, I think, a bright spot in the credit union industry and more credit unions need to have that mindset, like you do. And anyways, we'll continue to have that conversation. But I need to take a pause. Let me take a step back. I need to pull justin in, like I always do, justin the hawk. What's the latest and greatest happening over at akima and, by the way, how you doing today?
Justin:I'm good, peter, how are you? Lip in the tree? Yeah, well, that's good. Every time you say the hawk, I think that I need to have like some kind of like kaka music coming behind me.
Peter:I am actually shocked at this point in time. We are what? Two years into this thing, yeah, and you haven't gotten some like sound. That's like a hawk screeching like in every single time, like that?
Justin:Yeah, exactly. I will just say that people are very disturbed whenever I've done that to them in real life.
Nicole:Oh, my husband just did it to me last night. We, that's how we talked. He was outside.
Justin:I hear a caw, caw oh yeah, mine was totally different, but anyways what's going on with acuma? Yeah, um. So acuma, we are on the backend of all of our in-person events.
Peter:We're officially a month done with annual right.
Justin:Yeah, it was an amazing event. It was super exciting. All of our members had a really good time. I think we have finally caught up on all of the much needed rest from the long nights leading up to annual and annual, but it was a lot of fun and I was super excited to see it all come together. Other than that, we have our in-person or not our in-person, but our virtual events going on. So we have our inside tracks and our fast track webinars. Those are happening year round. We have a few more left for the year, so there's always some kind of educational content for you to take in. And then our young professional network has their Q4 meeting, I think in December, but be on the lookout for more information because it's all going to come out very soon.
Peter:There you go, and I guess what? Our next in-person event, even though I know we're just coming off the tail of annual, but our next in-person event, what?
Justin:April. Right, that would be April. Yeah, so that's our summit. Um, still some information, uh, that we're working on with that. So, um, dates are to to be determined. Um, but, yeah, be on the lookout for any information coming on that, uh, around january. Perfect, awesome, I appreciate it.
Peter:Yep, all right, cool, let's kind of continue with the conversation. Conversation, like I said, as I was saying before, I kind of as I always have to pivot and go back to Justin for that Acuma update more credit unions have to kind of have that mindset. Like you, you have that sales mindset, you have that leadership mindset, you're focused on doing the right thing. And when I say doing the right thing, it's being genuinely who you are, open and honest and focus on that, that member service, but also knowing that that S word is not the bad thing, that sales word is not the bad thing. Now, before we dive into the like in the meat and potatoes of the conversation, you know I always say this in the podcast the Aquasoft Work podcast is the people piece and we always have to dive into who we are and learn more about our guests. So the question is who is Nicole? Okay, so that's always question number one who is Nicole?
Nicole:Well, first, thank you for your kind words. It's very, it's very complimentary. I appreciate that. Um, who is nicole? Well, part of that dynamic conversation that you said you had with dr bruce I don't know if you remember he always talks about turn your mess into your message. Yeah, and I'm a little scared to do that. He's all out in the open. We call it open the kimono, right he's. He's just like. This is who I am, this is how I was raised.
Nicole:A little too much. I think the reason he and I are, you know, simpatico, if you will, because I had a similar upbringing Parents were not really there, moved around a lot, lived with a lot of different family friends, had a lot of stuff. You know, that would not be the way that I would raise my kids and really had to fend for myself and learn a lot of things on my own. Um, and then moved out when I was 15 and a half cause my parents couldn't take care of us anymore. So what I learned, how, what I could do well, was work. You know, I could work hard, I didn't mind putting in the work, I followed the rules, but I, you know, and I needed structure and security. I think that's what I learned.
Nicole:I also not to say that I'm a complete autodidact, but I have learned a lot just by reading books. College was not for me. I've tried it. I just tried it recently, in the last couple of years, and I was like I can't, I'm not doing this, I'm too old, I don't need to do this. You know, I was kind of trying to prove a point for myself. So I'm very curious. I like to ask a lot of questions. I like the, why I really love the, why I'm a big Google fan. If I can't figure it out, I'll Google it, I'll find out. So I think it's just being, you know, that sense of independence and having to learn how to do things myself.
Nicole:And when I started at the credit union, this was back in 2002. Well, prior to that, I had a lot of great mentors in my life. I've really been lucky. I've had a lot of really strong women actually women managers, supervisors, leaders that I've learned a lot from. But yeah, starting at the credit, you know, I was like six months in I was like what, I don't think I can do this I'm, I'm out, um. But I've learned a lot also about myself along the way working for a credit union. But who I am, um, I've, you know.
Nicole:Again, going back to working real hard, I worked really hard for a long time and I think I derived, um my sense of worth in my job, my career, and that I kind of hit a spot in a 2018, 17, 18, where I kind of hit a wall and I had to really reframe what my priorities were, are and obviously it's family right my family, my family, my friends no-transcript in this late in life that I don't want to go to college, even though I love learning. I'm like, not going to do that. I'm going to, you know. So it's a constant process, right Of discovery and self-awareness and learning your likes, dislikes and where you want to spend your time and who you want to spend it with, where you want.
Peter:Where you want to spend it with when do you want to spend it. That's a tough part, right, we kind of as leaders. Right, we're all here, we are. We're leaders in this industry, we're leaders within our organization. Right, we're still very much on our own individual journeys, our own individual walkabouts, trying to figure out where our own individual life paths take us Right. But it's also about where do we want to take our lives, but also who do we want to bring along with us, right? Um, and I think that's the conversation for today is how, as leaders, can we help others, whether it's the next generation, develop to the point where they're successful? Right, I don't know how we do that in a manner where our industry is successful. There's a running joke where our industry is successful, you know, there's a running joke where our industry is, you know, male, pale and stale.
Nicole:Male pale and stale.
Peter:Right, there is that joke, right. But you know, let's take out the male pale. You know, aspect of it Our industry most certainly is aging, right. So let's focus on the fact that we have to focus on that next generation of leaders and executives. How do we get them to that point where they are the new leaders and they're ready to be successful? Because I think that's important For credit unions, that's vital. Actually, that's essential for our success as credit unions. How do we do that, nicole?
Nicole:That's a great question, because I've honestly been trying to do that for the last 20 years and I was put in a position where I had six managers in seven years at an organization and I did the job. I showed up every day, I did it and I did it really good, did it really well. I helped build a really great department and I don't know why. I think, when I look back, it was I take that responsibility on, as it was my fault for not speaking up and advocating for myself. I do it for my employees, right, I do it for everybody else, but I don't I think a lot of us don't do it for ourselves, especially women. Um, it's really easy for my husband to go in and ask for a raise and they're like, yeah, how did you do that? And you got that, like you know. So, um, that's the one thing is we? You know we have to, and I'm not just, I'm not going to say you know this is a man or woman problem, but it's, it's a confidence thing.
Nicole:You know I have I had imposter syndrome when they promoted me from assistant manager to manager. I'm like I should not have this office, I should not have this job. They're going to find me out and they're going to kick me out the door. I'd been doing that job for four years, you know. So it's a it's a personal you know thing and as a, as I said, going back to really having really great leaders, I had a lot of great leaders that pushed me into doing things that were really uncomfortable for me.
Nicole:I actually had one person, one manager, who I loved really. I even saw her recently. She goes you need to go, do X, y, z, do you promise? I'm like, so she would make me promise, you know, and uh, or she'd say things like this is going to make you a better manager, this is going to make you a better leader. So I've had to, you know again, have confidence in myself and and even when others have had it of me, did not, you know? I just kind of didn't realize that I was capable of that. Um, it's, it's tough.
Peter:It is tough, you know, so it's part of it. So I guess is that part of it making sure that someone just raises their hand, or pushing someone in the direction where they feel confident enough, where they or maybe safe is not the right word or in an environment where they feel comfortable enough, where they know that they have the ability to raise their hand and say either a, I need help, or two, or B I want to learn more, or C help me be successful. Is that fostering that environment? Is that really all it takes, or is there more to it?
Nicole:No, I think that might be part of it, but for the most part it's as a leader, as a person who cares about others is actually, you know, spending time with people and having those conversations and bringing that out in others, I think human nature. It's hard for people to say I need help. It's hard for people to say help. I mean, come on, you know, I do, I still do. I'm like, oh, I wasn't paying attention. I don't want to raise my hand and ask for help because I'm not sure. You know, we all do it.
Nicole:But you know, where I am now is where I've had, you know, senior vice presidents and executive officers come over and ask me how are you doing? Or come on in, let's talk, let's have a chat. What's going on? Going on, you know, I think it's having that, that kind of barrier opened up by someone who you know has that kind of depth of experience, you know. So the the most successful people that I've seen are, you know, have a lot of mentors, you know coaches, they're constantly working at it. You know coaches, um, they're constantly working at it. So again, that's where I am in my life right now is I have an executive coach. I have, you know, bruce helps me as an accountability coach, um, so there's a lot of people that I have, um, to kind of help me push past these things. So yeah, that way I can be a better leader and mentor to my team or others.
Peter:So yeah, that way I can be a better leader and mentor to my team or others, but not everyone is as fortunate as that, right? Not everyone has that ability to have an executive coach. Not everyone has the ability to have that A-word coach. Let's say that they are someone who wants to get into management or wants to take that next step, right? How do we get them to that point where they're taking that next step, or they're they're learning how to be a leader, right? You're already. You're already a vice president, right? So an executive coach makes sense for you to have, right? You partnering up up with Bruce makes sense because you have that relationship. But not everyone has that luxury, right? So what resources out there? Yeah?
Nicole:Well, you know, one of the things I did which was, you know it was really easy is I reached out to someone that I worked with, a former coworker who was just dynamic, you know, and I was like gosh, they just kind of move her around and she just gets in there and does it, and I wanted to know more, and so I asked her she'd have lunch with me a couple of times and it made sense because we had a restaurant in our building, you know. So I'm like, hey, let's just go have lunch. I want to pick your brain for an hour Once every couple months. You know, I knew I didn't want to take too much of her time. So there's, you know there's, and there's questions that I asked my team that I try to help them kind of get out of their own way.
Nicole:Like, I know that not everybody wants to be a manager and wants to move up or wants to be leader.
Nicole:Some people are okay being in their role and just doing that day to day.
Nicole:Some people are aging out, they want to retire, you know they and some people really want to take on management.
Nicole:And so you kind of identify those people that you're working with and you give them opportunities right, give them opportunities. And I'm doing that right now with a person I've worked with off and on for over 20 years and she's kind of followed me around and now she's ready to take some more responsibility and I've been handing her things and you know, just kind of things that aren't going to you know, I know they're not going to explode. If something happens, it's not going to it's, you know it's not going to be devastating and coaching her and giving her feedback. And the big thing is being direct. And I have a tendency to be too direct and in this industry too, especially when it's kind of, you know, warm and soft and cuddly, and we want to make sure everybody's, you know, like being nice to each other. And that's why I have an executive coach, because sometimes I'm too direct and I say things you know that are on my mind and but I I just feel like Candor's a little hard to call.
Nicole:Well it is, isn't it? And I and I tell people look, if I didn't care about you, I Well it is, isn't it? And I and I tell people look, if I didn't care about you, I wouldn't say anything, I wouldn't talk to you. Right, I care about you, I want you, you know. So I think it's just taking that, taking that approach, that you you've got to spend time with people and talk to them and find out their likes and their dislikes and invest time in them. I mean, that's why I am where I am. I've had people that have invested in me.
Peter:I like that. So I mean so for you. You found a mentor, right. Whether that person knowingly was a mentor, you acted as a mentor to you. You kind of viewed them as a mini mentor, right. They kind of coached you up and you're off to the side and kind of gave you some advice, whether it's over a cup of coffee, over some lunch, you looked up to them in many ways mentored, you gave you some advice which helps you along, and maybe it is that simple as right. They provided you that sound knowledge to kind of push you along the way, and maybe that's all it takes, and you don't need to have that investment in an executive coach. You don't need to have that investment in a Dr Bruce.
Peter:Just reaching out to that network that you currently have is all that you really need, because most people have some form of support system that care deeply about them, that want to see them be successful, and I think that's one thing I love about the credit union industry or even the mortgage industry as a whole. Even though, yes, it is across the country, it's still really small Right. Yeah, and I know for a fact that I could pick up the phone and call a buddy of mine who lives in Texas and he'd give me advice on anything right now and I do the same thing for him. Or I could call a friend of mine right now if I was back on the lending side and they'd help me develop a loan program. But that's the way our industry works.
Peter:People still want you to be successful. Maybe that's all it takes, right, having that type of support system, that type of network that wants you to be successful, right, but here's the problem, nicole, is that younger people, we'll say the younger generation that are in our industry, do not always have the luxury of going out to build these networks right In our industry. Right, you are fortunate enough and, granted, I don't know. Right, you're a great leader and maybe you allow the younger people on staff to go to your local Kierans, go to local MBA events. But not every younger professional within our organizations have that luxury, right, that tends to be reserved for the male, pale and stale guys.
Nicole:Well, I mean I, I guess, because I did it. I mean I, you know, yes, I've had good mentors and people believe in me, but, you know it, it did take me, you know, to have these. So I love goals. I mean I have had internal goals, you know, for a long time I would. And again, credit union, not a competitive environment, not a competitive industry. They're kind of taught not to be competitive, which I disagree, and I used to set internal goals for myself. And so you know, that's what I'm trying to develop within people is the confidence to set out a course.
Nicole:I mean I just had a friend who's been in the finance, banking industry. We've been friends for six years. She used to work for me but she's, you know, she's been a VP, she's been, she's worked at some you know big name major banks and she kind of lost her way. And you know, great employee, probably one of the best employees I've ever had. But just, you could tell her to do something. She did. She called me up a couple of weeks ago and she's like Nicole, I don't even know where to start. Okay, do you have a goal? Do you have a plan? As simple as that.
Nicole:I think people just get lost and they don't realize these basic, fundamental, write it down kind of solutions. I go, write it down, where do you want to be in a month, where do you want to be in two months, where do you want to be in three months. So, like, like you said, put them on a course, right, and that doesn't take a VP to do. I mean, I, I didn't. Just because I became a VP doesn't mean I learned all of this today. This is over the course of the last 20 years. But it's also again going back to asking the why, being curious, investing in a career. I, you know I used to look at my job and mortgages. Oh, I'm a loan officer, I work at a credit union and then, through events like Acuma and Karen, where I became a little bit, you know, in WCMS, you know I went to Western management school and there's that depth and breadth that you learn there and it changed from. You know what. I'm a credit union person that happens to work in the lending department, right, and you know that that changes. So I think you just need someone or people, some people you know, to kind of help, guide you or give you, be there when you need.
Nicole:I would say there's, there's, you know, people come in and out of your life for a reason. I really truly believe in that. There's people that just come in your life and help you out for a reason and maybe, if you're looking for that and that's the thing too, right, peter? I mean they have to be looking for that. I mean, if you've got an employee who just does not engage, not involved, doesn't want to, you know, it's just a paycheck, doesn't understand the credit union movement, you coach them up or you coach them out, right?
Nicole:I mean, I do think that as a not even as an industry, just overall in business, if you're a manager, there's a lot of people that lack those skills and they get promoted or they get put in these roles and, you know, I really think we need to do better as a collective and helping these people grow and these people manage, giving people opportunities, giving them a shot Right? Why do I need to be 55 years old to be an executive vice president, like so? Or an exec, you know, on the executive team, like I don't. You should want young people in there, right? You know, you should want people that kind of challenge you and push the, you know, push the boundaries, and I don't know. That's just what I think.
Peter:I mean you're not wrong. I mean, sometimes you know, a fresh perspective, a new way of thinking what the doctor ordered, right yeah?
Nicole:If you look, I think, if you look at some of our I mean, look at Diana Dykstra Great, she starts, you know, amazing woman started as a teller, you know it doesn't mean that's bad. But I mean, I think there is a lot, there's a lot of our industry. That's that's been here for a lot, a lot of years. And how do we give them maybe some external, you know, influence, if we're going to keep them on board, but I think new, new blood is good.
Peter:Not only that, it's let's be honest. Does a 60 year old executive can they honestly relate to the younger generation of member and can they think like a younger generation of homebuyer? Probably not, right you?
Justin:know me personally, Right, right, we're biased yeah right, I mean that's a lot of Riz, though.
Peter:They could, they could have.
Justin:They could be Riz right.
Nicole:I know what that means.
Justin:They could be a major, because we had to look it up.
Peter:Listen, they could be a major alpha and they could know exactly what it is and who knows, right. But still, but no, but even as I don't know if I could step back into you know the shoes of as a loan officer and be able to effectively look at and target you know 20 somethings as my target audience, right, I don't know if I could effectively do that right, I don't know if I could relate to them, right. So you have to think about it in that fashion. Maybe a younger executive could be very good, a younger leader within your ranks could be very good for your organization. The problem is how do you identify that? How do you identify the right person, nicole? How do you identify the right person within your team who's ready for that next step of okay, this person's ready, like. How do you do that?
Nicole:Coach for attitude, for skill.
Nicole:Okay, coach for attitude, train for skill. You know, and I've done it here, when I came on board here, there was a lot going on. Let's just say that there was a lot of realignment and adjusting that I had to do and I would give people opportunities and I would just watch and observe and see what they did and how they responded to me or how they would interact with others, and that shows you a lot, right, and you don't have to say anything to them. But it kind of gave me a little bit of insight as to you know where they're, you know where they were at and people that were in you know manager roles or you know, maybe a leader kind of a team lead type of kind of role. Um, you know, after talking to them, they're like I really don't want to do this. You know, um, or yeah, I really want to get into you know, I really want to get into your job. Okay, well, let's take a look inside what I do every day. And then I've I've had actually employees go no, I don't want to do that, you know. So it's, it's again it's. You know, we got to be able to have these conversations with our employees.
Nicole:But, yeah, hire for attitude, train for skill, learn that a long time ago I actually before I started in the credit union space, I was a recruiter. I did staffing for big companies and in like the Petaluma Marin County area so lots of big telecom Valley type businesses and you get to know a lot of people. When you interview them you know they're either people that show up for work and people that don't. You know, the ones with great attitudes that would you know I really need to work. They call me squeaky wheel, gets the grease, those kinds of things right. You just have to put yourself out there a little bit. You know, I learned there's people that go to work and there's people that don't. You know and you hire for the attitude and you and you could train for skill.
Peter:Very true, very true, very true. Well, we got to start pivoting to the second segment, but before we do any final thoughts on you know, leadership and what we as an industry, as credit unions, need to do to start developing and start thinking about. You know leadership and what we as an industry, as credit unions, need to do to start developing and start thinking about. You know, the next generation of leaders.
Nicole:It's such a big question. I think it's really bringing in your employees, making sure that they are engaged, by talking about the why. You know, what are we here to do? What? What's our primary purpose? Right, and, and let's be real, it's not easy right now it is. It's very difficult, you know, especially in lending volume is down. People are worried, you know there's, you know, stress happening.
Nicole:So you know it's when you kind of hunker down and you talk to your team and you're, like you said, candid, transparent, sharing information to your team and you're, like you said, candid, transparent, sharing information, talking about the good and the bad. You know we don't need to sugarcoat things. We're adults, we get it, um, treating people like adults, you know, and um, and you know, really giving, I think, also giving your employees an, a channel for their voice, like how to you know, like we talk about, how are we, how, how do we know, how do we know if they want to move up, or how do we know what they need? Where do they go to talk about this kind of stuff or give feedback or give us suggestions? You know, just again, that engagement is these our employees need to be our primary priority, you know, just as important as our member.
Peter:Okay, love it, okay. Last question, again, kind of going back to you know the purpose of the podcast and again, the podcast is a people piece, why we do what we do, highlighting people in our industry. And it's a question I ask everybody. But it's more so going back to you what keeps you going? What keeps motivating you? You're just like everybody else, one foot out of the bed in the you. What keeps you going? What keeps motivating you? You're just like everybody else, one foot out of bed in the morning. What keeps you going?
Nicole:I get to do interesting work with interesting people. When I talked to my, when I interviewed with my current boss, chris, now I'm like God, I really want to work for this guy. He's interesting, he's funny, he's intelligent. I can learn from him and he had, you know, these kind of wild visions of things to do and at first I was a little intimidated.
Nicole:Oh my gosh, you know, bringing on two GSEs doing a whole new you know loan origination system integration, coming into a team that you know, that you know had kind of worked as a mom and pop and didn't really have, you know, the fundamentals of actual mortgage compliance and, like whoa, this is a big job. But it's so much interesting work and I've had to do things here at this credit union that I've never had to do in my previous 20 years of experience that these, the two huge credit unions I worked for prior right, the $10 billion credit unions I for this $1 billion credit union that I'm at now, I've done more interesting work here than I could tell you. I work with the most interesting people and it's, you know, that's why I say do interesting work with interesting people.
Peter:I love it. I love it. That's awesome. That's awesome. Well, nicole, it's time to transition to the second segment of our podcast Jeopardy. Sometimes we do you know fun facts. Sometimes we play Jeopardy, sometimes we do the most requested segment of dad jokes, yes, but yes, today we are doing Jeopardy Now because here we are, you know, towards the end of October, actually, really here we are. You know, towards the end of october, actually, really here we are, the halloween season. And because you know, you know it's it's fall, in the middle of fall, and you know it's pumpkin spice season, we're gonna play a little jeopardy called pumpkin spice and everything nice. Okay, I'm gonna go ahead and share my screen and on, and again, as always, I describe it for our, our listeners. But you should see on your screen a, a standard jeopardy board. Now this one. I did not create this, okay.
Nicole:I bet you Krista did.
Peter:No, there's a website called Jeopardy Labs. There's a website, got it, and you just type whatever you want in it and people have created Jeopardy boards. Okay, now, as always, I described this for our listeners, but on my screen and again, nicole and Krista can see this, but on my screen is a standard Jeopardy board. Now, whoever created this created a weird Jeopardy board. The Jeopardy blocks range from 200 to 1000 instead of the normal 100 to 100 to 500. So I think Justin will officially break his record of the lowest score.
Justin:I don't know. You did just call me Krista, though, because you said Nicole and Krista can see this. That's a new one. I've never been called Krista anyways.
Peter:so the categories are fall activities, halloween food, thanksgiving fall trivia and Halloween trivia. So again, the points range anywhere from 200 to 1,000. For the sake of this Jeopardy, nicole, you are team 100. Sorry, team one, and Justin, you are team two.
Justin:I'm good with 100 and 200. That means I start off winning.
Peter:And Nicole.
Justin:Yes.
Peter:For the sake of our jeopardy, you do not have to answer what is, who is, etc. You just have to answer it. Now I am a vicious scorer. If you steal and get it wrong, I take away points. So I would urge you, unless you really do know it, do not steal, just fair warning. But because you are our guest, guest you get to go first, I get to go first okay, alec trebek, I'll take halloween food for 200 halloween food for 200.
Peter:How do pumpkins grow? By the way, I don't want to steal vines on vines and you said vines. I'm going to take it. I'm going to take it. Correct answer is vines. Good job, justin.
Justin:We're going to go with Thanksgiving for 400.
Peter:Thanksgiving for 400. A male turkey is called a turkey. A male turkey is called a turkey. Correct answer is a tom or a gobbler. Pretty sure that's not true just saying I was gonna say a john, but that's not I was gonna say a gobbler, but what do I know, don't all turkeys topple though nope, yeah, no, I mean they do, but see see, sorry, justin.
Justin:Hey, it's my pleasure to take away points I know and you're not giving nicole an option to steal here, so like I need her to steal some of these sorry, sorry I I always.
Nicole:Whenever I know he's wrong, I just go ahead and take away points if I want to steal, do I just say I want to steal yes?
Justin:okay, yes, yes, yes like, if you're convinced that I'm wrong which, by the way, it's not that hard um then you just need to say I want to steal, yes okay yes um, I'm gonna stick with halloween food and go halloween food 600 halloween food for 600.
Peter:What is the most popular halloween candy?
Nicole:I'll go reese's pieces I want to steal.
Peter:Okay, justin, give me your answer candy corn.
Justin:Candy corn and reese's pieces.
Nicole:Okay, the correct answer is chocolate, which candy corn is not?
Justin:Reese's is mostly peanut butter.
Peter:Sorry guys.
Nicole:Darn it, you both are wrong.
Peter:Oh, no, all right At the end of two Sorry, right at the end of two rounds. All right, so, justin, you're up.
Justin:I'm going to go with fall trivia for a thousand. Oh, trying to get back to zero here.
Peter:Come on All right Fall trivia for a thousand. What are? What are four colors of the leaves in fall?
Justin:OK, there's probably more. I'm going to go with orange, red, yellow and brown Orange.
Peter:I'm going to write that down.
Justin:You said orange, yeah go balls red, red, yellow and brown, yellow, brown swear to god. A purple or blue are in here.
Peter:I'm gonna like lose my mind, nicole, are you gonna steal or no? No, okay. I think he's probably onto it correct answer is yellow, orange, brown and red.
Justin:Good job, just good job, just here we go, I'm at zero there you go, all right.
Nicole:All right, nicole, you're up okay, let's do fall activities for 600 fall activities, 600 in autumn.
Peter:What do you do with your clocks? You fall back correct answer is move the clock back. There you go.
Nicole:Fall back, spring forward.
Justin:There you go.
Peter:All right, Justin.
Justin:We're going to go with Halloween trivia for 200. Halloween trivia 200.
Peter:Halloween is celebrated on. Give me a break. Halloween is celebrated on October 31st. Correct answer is October 31st.
Nicole:Justin, you might win today. Alright, this might be a record breaker.
Peter:We're going to do one more round. One more round, alright, final round. At the end of three rounds we have a tie game at 200. Nicole.
Nicole:Okay, let's do. Fall activities 800.
Peter:Fall activities 800. What sport starts its playoffs in the beginning of fall Football? Justin, you want to steal, it's baseball.
Nicole:In the beginning of fall.
Peter:Nicole, I am sorry. Oh, the correct answer is baseball Baseball.
Nicole:I am sorry, oh, the correct answer is Baseball.
Justin:Baseball the beginning was the hint.
Nicole:The beginning was the hint yeah, at the end of four rounds, because we're not in fall yet. Yeah.
Peter:At the end of four rounds, Justin is the official winner of I haven't gone yet. Oh wait, oh, you have not, but still mathematically.
Nicole:Yeah, there's no way I can win. Yeah, there is.
Peter:All right, fine, Go Justin.
Nicole:All right.
Justin:I'm going to go with fall act two. Nope, I want Thanksgiving for 800.
Peter:What do families often talk about while having Thanksgiving dinner Give?
Justin:me a break. I'm a steal.
Peter:Politics what they're thankful for Politics the correct answer is they're thankful for All right. Good job, justin. I lose Good job, justin, thank you.
Nicole:Good job Justin.
Peter:I hate that you won this one, I know me too why. Oh no, I am proud.
Justin:You're my third victor. I really like when he loses. Or fourth, I don't know. I really like when he loses, or fourth, I don't know. I lose. Count at three, all right.
Nicole:See Justin Peter's not being a very good leader if he's telling you he wants to see you lose.
Justin:Well, he's just holding me accountable for losing.
Nicole:Got it Okay.
Peter:All right, at the end of four rounds we have Nicole with negative 600. I'm sorry, nicole. Yeah, and Justin in the lead or winning with a score of 1800. Congratulations, justin.
Justin:Congratulations. Thank you so much.
Peter:You win this episode of Pumpkin Spice and Everything Nice Jeopardy. This is great. This is great stuff.
Justin:Congratulations. There's no pumpkin spice questions, by the way.
Peter:I know I was actually really disappointed because I actually typed in pumpkin spice Jeopardy. Really disappointed. Anyways, Nicole, thank you very much.
Nicole:Thank you, I appreciate the laughs. Yeah, it was nice to see your faces and have conversations.
Peter:Yeah of course, of course, and Justin, thank you very much and congratulations Thank you, it's my pleasure. All right and we'll close out. Thank you again to Loan Care for sponsoring today's episode and to all of you. We know your time is valuable. Thank you for tuning into the latest episode of Acuma's On-Prem Podcast. We hope you enjoyed it. Until next time, be well, my friends.
Camryn:Thanks for listening. We'll see you next time at the Acuma On Point Podcast. If not already, be sure to subscribe and give us a five-star rating For more great episodes and information. Be sure to visit us online at acumaorg and to get the latest updates. Head over to our LinkedIn page.
