As they created and implemented a plan together, they realized that if they had been more intentional earlier in life, many topics would have been much easier for everyone. They also learned that many of the skills he needed were taught in vocational education courses, which he didn’t have an opportunity to take alongside taking AP courses to prepare for college. This became the foundation for the Family Leadership development portion of the Career and Life Academy to support college-bound students with needed vocational and life skills. The work soon expanded to include vocationally minded youth who wanted the same support help in entrepreneurship, real estate development, and family leadership. Yet, their paths did not necessitate a 4-year degree.

Both the Michigan and Alabama properties were up and running, and the pilot property manager apprenticeships were very successful as the health pandemic quarantined everyone. These unique times forced those in the hospitality, travel, and consulting industries, among others, to rethink their approach to business. Expanding onsite apprenticeships to others was a must, and developing a client-centered mindset would be critical to everyone’s success. Jordan had to build an Alabama team quickly to head home; Arthur’s work as a community liaison pivoted online on a dime. Dr. Shelley decided to do cultural proficiency and consulting full-time. The racial uprisings opened the eyes of many to different experiences and the horrors of racism in America; in addition, the shifts would allow an unprecedented amount of time as a family.

The idea of virtual leadership courses, interracial webinar discussions, and small intimate cultural proficiency retreats was born from recognizing a large significant gap in knowledge about United States history from non-dominant perspectives. As these conversations and learning began, there was much to be learned about the African American experience, various non-dominant cultures, impacts of systemic racism on all people, and few safe opportunities to learn how to take brave action against oppression once it became known. This work soon brought adults together for the Southern Racial Empathy tours and youth to Historically Black College and Universities (HBCU) tours, as many people were appreciative of the opportunity to learn, grow and make a difference, starting with themselves and their circle of influence.

The more they worked with the youth and adults separately and reflected on their own experiences as a family, the more the needs became apparent. “We cannot teach our children what we do not know ourselves, but we can learn, grow and earn together.” They had to find a way to work with parents and children together as a family unit. It was decided that the best way to bring these opportunities to youth and families together would be to have a learning experience that allowed them to talk with one another openly. Learn together, create a plan, and move toward their individual and collective goals. This thinking led to the development of the 5 Pillars of Generational Family Leadership: Home, Personal, Relational, Financial, and Professional/Career Leadership skills that all children need, yet the schools are only responsible for the latter. There is a gap in the thinking and skill level of many people in effectively teaching the first four pillars, and it was evident in what was happening with the children being home. Family Legacy 5 was birthed from the desire to provide a space for families to learn, grow and earn together by creating their path to identify and overcome the generational trauma of systemic oppression, structural racism, and traditional definitions of what is “normal” or “successful” have done to harm people, organizations and families.