Michael Dominguez joins Dr. Sandie Morgan as they explore how the hospitality industry can move beyond discomfort to become a powerful force in preventing human trafficking through intentional cultural change and staff empowerment.

Michael Dominguez is the President and CEO of Associated Luxury Hotels International (ALHI), where he leads a global sales organization of nearly 80 professionals across 26 offices worldwide, serving as a trusted partner for meeting and event professionals seeking the best independent luxury properties and experiences. With over 30 years of experience in luxury meetings and events, Michael holds the Certified Hospitality Sales Executive (CHSE) credential and has earned multiple accolades for his leadership. He is an active and influential member of several industry associations, including serving as Past Chairman of Meeting Professionals International’s (MPI) International Board and co-chairing Meetings Mean Business. Michael has been recognized among the “Top 25 Most Influential People in the Meetings Industry” and “50 Most Influential Hispanics in the U.S.” In 2025, he received the ASAE Global Association Visionary Award. Under his leadership, ALHI has become a leader in anti-trafficking efforts within the hospitality industry, earning the Freedom Award for their commitment to this cause.

[00:00:00] Michael Dominguez: One thing I promised is, I promise you I’m gonna make people uncomfortable, at least for 10 minutes at every opportunity I can.

[00:00:06] Delaney Mininger: Every hotel is either part of the prevention network or a gap that traffickers exploit. And the signs are there, multiple room keys, extra towels, privacy signs that are up for days. And when COVID removed their front desk check-in, they lost their most important checkpoint.

[00:00:22] Leaders like Michael are showing us how to rebuild it and make it stronger. Hi, I’m Delaney Mininger, a student here at Vanguard University and I help produce the show. Our guest today is Michael Dominguez and he will be speaking with Sandra Morgan. Michael is the president and CEO of Associated Luxury Hotels International, the Freedom Award recipient, and he’s leading his industry’s fight against trafficking with intentional cultural change, and now here’s their conversation.

[00:00:56] Sandie Morgan: I am here with Michael Dominguez, president and CEO of Associated Luxury Hotels International. Welcome to the Ending Human Trafficking Podcast.

[00:01:09] Michael Dominguez: Thank you so much, and thank you for the invite. It’s excited to be here.

[00:01:13] Sandie Morgan: Well, and people usually expect my experts to be from law enforcement, aftercare, prevention, but you are very unique. And the first time I met you, was on Zoom. We haven’t met in person, but we’re looking forward to making that happen. I saw the Spurs jersey in the background in your office, and can you tell me why that’s there? Cause it made so much sense to so much of what we’re doing.

[00:01:50] Michael Dominguez: Without a doubt. And, I’ve mentioned that, you know, first and foremost I was born and raised in San Antonio. So there’s the connection to the Spurs. But, the Spurs have been an organization that has been literally featured and studied around their culture. And the reason that matters is it’s, yeah, the basketball and what they’ve done on the court and their wins and their championships and the most winning franchise over a 30 year window.

[00:02:15] Yeah, all that matters. But the important part is their culture and their culture and how it’s built and how it’s maintained. You know, it’s amazing that they’ve been in the league over 50 years and they’ve only missed the playoffs nine times. Ever.

[00:02:30] Sandie Morgan: Wow.

[00:02:31] Michael Dominguez: And it’s that kind of measure of success that they’ll tell you the culture is special. They’re a small market team. You know, they’re not LA, they’re not New York, it’s San Antonio. And, and yet they’re so successful and their culture is all built around respect and people. You know, there’s a book that everybody that comes into our organization gets a book called, Culture Code by Daniel Coyle.

[00:02:55] And it’s in a, it’s a study of organizations that do culture really well and that are really unique and, you know, Navy Seal Team Six is in there, as well as about 30 pages dedicated to the San Antonio Spurs. And, and it talks about their culture and how it’s put together and how thoughtful everything is.

[00:03:15] Everybody who comes into our organization, they actually get a rock. And this rock has a story on it and it’s kind of our mantra and very much Sandie kind of applies to the work that is being done around trafficking. And the mantra is very simple and, I had the privilege of being able to go see their locker room.

[00:03:33] It’s the only thing in the Spurs locker room. The mantra is a story by a 1920s immigrant rights activist named Jacob Reese. The story simply says, when all hope fails, I think of a stone cutter hammering away at a stone more than a hundred times with no success. And on the hundred first strike, the stone splits, and I know it’s a hundred strikes before that split the stone.

[00:03:55] and the mantra of the Spurs is we’re just pounding the rock. The rock is our mantra here at ALHI and pounding the rock is a very simple way to live. Where are we better today than we are yesterday? And if we are, we hit another, we’ve hit the rock one more time. And when I say that’s perfect for the work we’re doing around trafficking, all we can do is continue to hit the rock.

[00:04:20] If we continue to hit the rock together, eventually that rock will split.

[00:04:24] Sandie Morgan: Wow. Well, this may be the shortest podcast ever. That was Drop the mic. That’s what will do. But seriously, after our last conversation, I got the book. I read the book and became your fan too. And so, I had never real, I think I’d heard the team name Spurs,

[00:04:46] Michael Dominguez: Yeah.

[00:04:47] Sandie Morgan: Then, Coach Popovich, his influence that inspires you, really I believe is something very transferable to our mission and our work to do prevention as well as identification and intervention. So.

[00:05:08] Michael Dominguez: I could not agree with you more, and you know, just as if you’re gonna build a great culture, it has to be intentional around your leadership. I believe the work around here has to be intentional. It has to be pervasive. It has to be intentional, it has to be every day. And that’s something that, you know, we’ve really grown as an organization.

[00:05:27] And you know, what I was proud of, you know, proud of is that this was the piece I wanted to focus on as an organization. ’cause I was very passionate around it, where I was excited as it started with a team of six. That was our committee to kind of figure out how we’re gonna drive this initiative through our organization and how we’re gonna start to live and breathe awareness around human trafficking and what we can do.

[00:05:51] And then where I’m most proud is the entire organization has embraced it. And what I think is really interesting as a sales organization, they’ve embraced it even further because they figure, they know how much it resonates with our client base. Now that’s not why we do it. But for our clients to understand, you know, Sandie, I just came back from our largest show in our industry.

[00:06:11] It’s called IMEX America. We had 12,000 people in Las Vegas.

[00:06:15] It’s an intense appointment based show. We had a thousand appointments in our booth over a three day window, all about business and future conferences. But we have, they’re hosted buyers and we had a large hosted buyer group and we have a hosted buyer breakfast, and at our breakfast,

[00:06:32] You know, and it, even pre-breakfast, we sent ’em a note, but at the breakfast I made an announcement. I said, look, if you’re in this room, you’re doing okay. And if you’re in this room, we’ve decided instead of giving you a bunch of gifts that you probably don’t need, we’re gonna

[00:06:46] Sandie Morgan: With our brand on the side.

[00:06:48] Michael Dominguez: Exactly. We are, we are gonna make a large contribution in lieu of those gifts to our efforts around human trafficking impact.

[00:06:56] Sandie Morgan: Wow.

[00:06:57] Michael Dominguez: And there is unsolicited applause from the group to say, you know, instead of you getting a gift, you’re contributing to something that’s a really great cause. That’s where this starts to pick up steam, because who is not gonna be in favor of us working towards, you know, what I call modern day slavery and helping, you know, this main issue.

[00:07:18] And there’s nobody. But for some reason, as I say, we’re the hospitality industry and because it’s uncomfortable, we don’t like talking about things that are uncomfortable. When we won the Freedom Award, a few years back in, in my acceptance speech, the one thing I promised is, I promise you I’m gonna make people uncomfortable, at least for 10 minutes at every opportunity I can.

[00:07:40] And that’s what I mean by being intentional.

[00:07:42] Sandie Morgan: Wow, and, and that’s almost sounds like an oxymoron coming from you. We were just talking about the book, Unreasonable Hospitality. We had tech challenges yesterday because it was raining here in Orange County and you were gracious and kind and hospitable to the nth degree. So making people uncomfortable has a purpose here, and you know how to do this because your expertise in the hospitality industry, your advocacy, your innovative approach combined with your influence is

[00:08:25] Obviously moving the needle, and so I wanna jump right into the big question I sent to you ahead of time. In episode 352, we spoke with attorney Pat McDonough about his groundbreaking $40 million jury verdict against a hotel for enabling child sex trafficking. You can go back to that episode, listeners

[00:08:58] and hear about the 16-year-old client that was trafficked in just 40 days while hotel staff sold her condoms and ignored obvious signs.

[00:09:13] Sandie Morgan: So give us your reaction and how hotels can do so much better.

[00:09:20] Michael Dominguez: Yeah. You know, I, I put that as an outlier, Sandie, in being that latent in ignoring the situation of what it is. And I say it’s an outlier because over the last five years, I don’t wanna discredit the tremendous work that has been done by the American Hotel Lodging Association by my industry organizations, which are MPI and PCMA, and this is in the forefront and AHLA taking a huge lead, you know, on this, which was, you know, most hotels are part of the American Hotel Lodging Association.

[00:09:57] So by being part of the largest association that now has an accredited program to train around human trafficking and what the signs are and what that looks like. I think the work being done is really positive. Where we lost a lot of ground, and I feel we’ve made it up over the last 18 months, was during the pandemic.

[00:10:18] Sandie Morgan: Oh.

[00:10:19] Michael Dominguez: The pandemic was a very odd time. And what we talk about in the hotel industry, and it’s not an excuse, it just means we have a lot of other focuses going on at the same time, and you can kind of miss it. You didn’t have the same level of staff that we have during normal times. So you know that those are things you have to consider in the environment, but in normal environments, this is very, very, very much on focus.

[00:10:44] Something that people would look at, you would not see, and where I think you almost have to separate it. Our industry, when I present about the industry, I talk about us being bifurcated and we are bifurcated as well, in that I have my main brand hotels and mainstream hotels. Then you have some hotels that are just kind of outliers.

[00:11:04] The outliers are the harder ones because the mainstream hotels, they’re all part of programming today. They’re training housekeepers, they’re training front desk staff.

[00:11:13] Sandie Morgan: So one response I’ve received when I’ve reached out to executives at certain hotels. They explained to me the difference between a hotel owner and a franchise owner,

[00:11:32] And so when I talked to a franchise owner, and I’m not going to use the brand, I was discouraged and insulted because

[00:11:44] Sandie Morgan: he said I didn’t sign that code of conduct. That’s, yeah. And I’m here for blah, blah, blah. And so there was no training going on there,

[00:11:56] And there was no culture of human dignity that was being promoted. So how do I deal with understanding the difference between a hotel brand and a franchise?

[00:12:11] Michael Dominguez: Well, a couple of things is, the brands today, you can name any of ’em, any of the large brands. They don’t own any of their hotels, Sandie, they’re management companies. Where it’s gotten further than that is, you know, even some of the largest brands in the world. IE someone like Marriott.

[00:12:30] They only manage a small portion of all of those hotels. Of those almost 10,000 hotels around the world, the rest of it are licensed and franchised. And where it gets bifurcated once again, is that the owners of these hotels, it’s not the owners by the way. The owners do not run the hotels.

[00:12:50] The owners own the asset and it’s a real estate asset. So the owners traditionally hire a management company. Those management companies, there’s hundreds of ’em today will be hired because an owner says, I’m gonna, I’m gonna license a Marriott franchise, I’m gonna hire a management company to manage it.

[00:13:12] ’cause Marriott’s not managing it for me. I’m just part of the marketing system. So where it’s bifurcated is these professional management companies, they’re doing a really good job around this effort as well. There’s lots of ’em. The Ambridge of the world, the pyramids of the world. They’re doing a good job.

[00:13:28] And they’re involved in it just like any major brand would be. But they’re not a brand. They’re actually supporting a brand from the franchise. So it’s a very convoluted world today in the hotel world and how it’s owned and managed. But my point to all that is any of your top management companies, any of your top brands, they’re all focused on this and they are doing their due diligence to make sure that people are educated and aware

[00:13:56] Of the issue and really pushing it forward. And then there’s many on the client side, you know, we’re partners with Maritz, which is a large intermediary company that does everything from full planning to, you know, program work for their group of customers. And they’re one of the largest in our industry.

[00:14:15] And they have been part of the code for over a decade, and they have been promoting this for over a decade. And you know, David Peckinpaugh, their CEO just won the Freedom Award this year and was recognized for their work. So my thing is, it’s getting broader and broader in our industry. And this is something that many people are involved in.

[00:14:34] You’re always gonna have these outliers, and that’s incumbent upon all of us to make the bad actors, not be bad actors. And, you know, I’m encouraged that, you know. Understand there is a, there’s legal and ethical, not even a liability involved, but there’s an ethical responsibility, but there’s also a responsibility in running your business because there is liability involved in that.

[00:14:59] And that’s what the case showed. But I, I don’t want to, wouldn’t want to paint it that there’s not a lot of good work done. And I think everything in life is Pareto, you know, it’s 80 20, it’s the 80 20 rule.

[00:15:12] Sandie Morgan: Yeah. Okay.

[00:15:14] Michael Dominguez: We’re, I would think we’re probably 70 30 in that ball. We’re not quite at Pareto yet, but you’ve got a lot of people that are focused and pointed in the right direction and movin in the right direction where I’m encouraged that we’re gonna continue to make a dent.

[00:15:28] Sandie Morgan: Well walk us through what training looks like for you. For staff and who, who’s included in staff. Because I had one conversation where the security people did not respond when we asked them to report what we were observing.

[00:15:48] And, and so we went to and asked to speak to the night manager and they said, oh, that’s a third party contract. So we don’t have any control. So who gets the training?

[00:16:00] Michael Dominguez: Well that, and that’s my point about the bifurcation. You, you’re not gonna find anything universal, but you’re gonna find many, again, of the main brands, you don’t have a lot of contract security. They’re gonna be hotel security, they’re gonna be employees, and that’s all, that’s all training. You bring up a good point though, that is to make sure all our contractors.

[00:16:19] Are we requiring all our contractors to go through the same training that we’re requiring

[00:16:22] Sandie Morgan: Yes.

[00:16:23] Michael Dominguez: Our team to go through? That, that’s probably a great opportunity for us to kind of close the gap just a little bit. But the training is intense and it’s deep. And, you know, the biggest points of influence are gonna be around housekeeping, front desk.

[00:16:38] And then of course the management that would have to deal with it. And that would be, it’s not that much training on what to do when you come across it because it’s, please call law enforcement. And don’t try to be in the middle of this because all that happens is you put somebody else in danger, you put the literally trafficked individual in danger and you put yourself in danger.

[00:17:01] So that’s not the hard training. The hard training is dial 9 1 1. That is not hard to train on. It is being able to identify and understand how things look and what that looks like. And Sandie, I mentioned the pandemic. We kind of went backwards during the pandemic because one of our greatest points of of identification were at the front desk, it had always been at the front desk.

[00:17:23] Well, during the pandemic, what we got really good at because of the pandemic, was bypassing the front desk and getting into mobile check-in and

[00:17:31] Sandie Morgan: Oh, Oh,

[00:17:34] Michael Dominguez: Which means one of our anchors on training now has less relevance. I don’t wanna say no, but less relevance than it did in the past. So we have to rethink that, revamp it.

[00:17:46] So now your responsibility falls more on back of the house, it’s making sure the housekeepers, when they’re in a room, what are they identifying? And somebody that has a privacy, you know, a privacy sign on their door, it’s not gonna stay on for three days without us going to check a room. And that’s where hotels are getting better, that there will be a wellness check in a 24 hour window, even with a privacy sign if it’s been more than 24 hours, that type of thing.

[00:18:12] But you know, there, there are easy signs there, there’s always a request for more towels, more amenities, those type of things for the rooms. More extra linens. Those are things that are now identifiers. And, and this is where I have hope, Sandie, that you know, where we’re going with AI and the ability to identify things is like, you know, I’m sure we can create a system where AI is looking at the identifier quickly and bringing up alerts of requests that are happening and, and how frequent they are.

[00:18:43] Because looking at a large hotel, these requests sometimes can be under the radar. Because those requests can be common with normal guests. You know, why would normal guests need extra sheets? They have kids. Somebody wet the bed, they’re trying to make sure they’re prepared. It’s all of those things, that do happen and some of that is normal.

[00:19:02] But then you get the abnormal

[00:19:04] Sandie Morgan: Alright, so those trainings and policies, that’s moving us, I like the having, a metric to follow the trend. So that 70 30 is your estimation of where we are. Hotel awareness and training, understanding and identifying and oh my goodness, the examples that you used for what people ask of, of housekeeping are not on my signs list

[00:19:39] when I’m training, in general communities. So the expertise in the hospitality industry is really helpful for those, particularly our community motels that may not be associated with a bigger group and, and to really think about outliers. Are they outliers because of some, nefarious agenda, or are they just not big enough to be included in some of the greater, agendas and strategies?

[00:20:22] Michael Dominguez: Yeah, I, I think it’s a little bit of both. And, and I think there’s, you know, that some of the things when you talk about what to look for. I’ve only had one hotel manager that did this, but I was so impressed with what he did in regards to the fact that you only had one key per ID that would be issued.

[00:20:49] You know how you go to hotels and they ask you, how many keys do you want? He’s like, no. Single key, single ID. You want two keys? Gimme another ID. And it, the reason that matters is because, again, another sign to look for, at the front desk, is multiple keys. Because today the elevators, many of the elevators are keyed off by floor, which means you need multiple keys if you’re trying to send people up the room or get ’em up to the floor of those type of things.

[00:21:15] So multiple keys is another, another one of those signs that we look for. But I think it’s just important in that when you ask about the training, that’s the kind of training that we’ve continued to see, you know,

[00:21:27] Sandie Morgan: And a lot of our hotel staff, especially in housekeeping, are not first language English speakers. So how do we accommodate for training in multiple languages?

[00:21:47] Michael Dominguez: Well, the funny thing is, if you think about it, we have to train them in multiple languages on everything else we do in the hotel, so that’s not the issue. There’s no way to train ’em how to do the room without training ’em in multiple languages. And there’s no way to train ’em on all the other policies we have at a hotel without training ’em in different languages.

[00:22:06] So that’s really not a holdup as much as making sure that the human trafficking and the signs we’re looking for are part of the training. That’s the important part of it, because we have to train ’em on everything else, you know?

[00:22:19] Sandie Morgan: That, that is in so many sectors, that I work with in the nonprofit world. Translating materials into other languages is a barrier and, but obviously your guests come from around the world and I do have to do a shout out to Surf and Sand here in Orange County. And Amy McLimore, she’s the one that really helped me begin to understand this, and she told me she’d already gone through training and we got connected because of her passion

[00:22:59] for pursuing this. And that kind of brings us back to the culture that is a top down leadership agenda item. So I have a couple more questions. The first one is, how do leaders effectively integrate this human rights issue, human dignity, into the culture of their hospitality?

[00:23:29] Michael Dominguez: I think one, you have to learn how to be a good storyteller and when I’m learning, when I tell you that this is uncomfortable for the hospitality industry at times, because we don’t talk about, we’re warm and fuzzy people, so we don’t like to dwell too long on this. And I also have always have to think like when I’m at a live event, where do I place this and how do I emphasize it?

[00:23:52] And what I don’t do is overemphasize it for a three day window, but make sure I’m taking 10 minutes to be very impactful. Make sure they understand that. And the fact that we run an auction at every one of our events and there’s these auctions running and we’re reminding ’em, the auction is running, it’s reminding them about human trafficking over a three day window without it, after

[00:24:13] I’ve already teed it up on why we’re doing this and why it matters. And you know what the difference is. And one of the things I do, Sandie now, is I have an image and it’s from the Freedom Award. When I won the award and I took a picture with Faith Ramos. The reason I do this is Faith Ramos is part of the survivor’s council.

[00:24:33] She’s been on our podcast. She was trafficked from 14 to 17 years old. And when I tell Faith’s story high level, like, why am I so passionate? Because it becomes personal when you put a human being into it. And I think sometimes we story tell, and I haven’t quite hit the connection because they can’t see a face and a person and a human being.

[00:24:58] And by me showing that it’s made a difference because it’s impactful. I can say, I know Faith. I’ve gotten to know Faith, and she is a woman. I think she was named appropriately because she has a great deal of faith. But you look at what she’s done. I said it’s very personal with me because I’ve met not only Faith, I’ve met others on the Survivor Council.

[00:25:21] When you realize how prevalent it is, and that we can make a difference. I was like, I have no other choice than to accept that responsibility. And that’s storytelling. And when you can grab somebody in storytelling, that’s when you can make an impact. And I don’t think enough leaders that they talk about the what,

[00:25:39] they don’t understand the why, and they don’t explain the why enough. So I’m always explaining the why and that is the one that can kind of hit you in the face, shake you up. And, and again, I go back to Pareto, not everybody in the room is gonna resonate with it. Not everybody’s going to jump on the bandwagon, but you’ll probably get 80% of the people saying, what else can I do?

[00:26:02] How? How else can I learn? And that’s what you’re trying to do. And I always say one person at a time is how we can make a difference.

[00:26:09] Sandie Morgan: That’s so good and I follow Faith as well, and I need to reach out and invite her to do an interview here too. Yeah. So,

[00:26:17] Michael Dominguez: She’s a wonderful human being.

[00:26:18] Sandie Morgan: So talking about the Pareto, we’re at 70 30, we wanna be at 80 20. Actually, I’m an overachiever, so I’m going for 90 10. Yeah, join me. So tell me, looking ahead, you are using your influence, your leadership as a force for good.

[00:26:44] What gives you hope that we will make it to the 80 20 this decade?

[00:26:50] Michael Dominguez: The fact that everywhere I go and we have a conversation, that I have another company coming up and saying, you know what? I got an idea. This is how we could help. I had a client that is one of the largest, literally electrical associations, in the country. So all the electrical companies, you know, basically are part of his association.

[00:27:14] He goes, Mike, how do we put trafficking information on the side of every truck they’re in, every neighborhood they’re in,

[00:27:21] Sandie Morgan: Oh yeah.

[00:27:22] Michael Dominguez: Every city. The fact that people, you start triggering ideas to say, how can I help with messaging? How can I help with awareness? How can we do that? That gives me a lot of hope and what I’ve learned, Sandie, and the fact that we’re having this conversation is a great example.

[00:27:38] The more I am engaged and explain our commitment to trafficking, the more I continue to get introduced to a large group of people

[00:27:45] Sandie Morgan: Mm.

[00:27:46] Michael Dominguez: that are doing a lot of good work in different cities and we have a magazine called Beyond the Meeting Room, and we always feature a different organization that’s doing some really great work in human trafficking awareness and they’ve all been brought to us by clients or members or somebody else.

[00:28:02] And yeah, you know, the same thing. Our dear friend at the Surf and Sand is why you and I are connected.

[00:28:08] She knows I have a passion about this and that’s why we’re connected. And the more that you’re putting it out there, the more I continue to get introduced to

[00:28:21] a bunch of people and organizations that are doing good work. And the reason that matters is the more that we know we’re doing good work and the more that we can help each other, the bigger the cause that means we just have greater momentum.

[00:28:31] I got introduced to the Aruna project in, you know, in Atlanta. And, you know, we do a lot of gifting in our industry, especially on the sales side of it.

[00:28:40] Well, the Aruna project is literally some great gifting items and bags and gift bags and leather goods. But every single person employed with the Aruna project is a survivor from trafficking, and it’s letting people know you’re going to buy these products anyway, but by buying these products, you’re supporting an organization that is helping women that have been trafficked and getting them into stable jobs, stable housing, and getting their lives back on track.

[00:29:06] Those are the opportunities

[00:29:07] Sandie Morgan: See. That’s teamwork. Or in my world, we talk about collaboration and every time you add a new thread to the connections, that means when we have a denser safety net victims won’t fall through unidentified, unseen. And I love that we started this conversation about basketball. It was the only sport in high school that I actually shined in because I was a guard.

[00:29:44] And I think, ’cause I’m vertically challenged, people actually tripped over me. But I learned a really important lesson playing basketball. My gym teacher, Ms. Marston, made sure we left that season understanding everybody plays their position. If you try to play somebody else’s position, the team will not thrive.

[00:30:14] And I love that your training says, call the hotline, call the police, do your part and then pass the ball. And that’s so significant.

[00:30:28] Michael Dominguez: You just, Sandie, since you played, I will send you a clip later, but it is, it is a video that was done in 2014. It’s called A Beautiful Game, it was all done around the San Antonio Spurs and it was, it’s narrated by Magic Johnson to start.

[00:30:44] Sandie Morgan: Oh, wow

[00:30:44] Michael Dominguez: But what he’s talking about is this unique culture and as Pop likes to say, he goes, you know, we deal with a bunch of people that got over themselves long ago, and it’s a very low ego team.

[00:30:59] And the reason the Spurs won’t have a leading scorer or necessarily a leading rebound, or they’ll have a bunch of people in the top 10, but they’re not gonna be the leading because every night somebody else is gonna be the leading scorer because who has the best matchup? Who has the best open shot? And that’s how the team looks at it, even with this group of superstars.

[00:31:18] And that’s a different mentality, but it’s exactly what you said. And they were the first team to bring in a bunch of Europeans because Pop always said, you know, they still know how to pass the ball.

[00:31:28] Sandie Morgan: Mm. Oh.

[00:31:30] Michael Dominguez: Europeans are great passers and they’re not they’re not big dribblers on one-on-one isolation. They literally move the ball around and that’s what the Spurs are known for. And you’ll hear ’em say, we have a shot. I’ve got a shot, but you’ve got a better shot. And, and to know, here’s my excitement. They’re now into their next generation and about to run with Wemby being their superstar, who came from France and is one of the most humble individuals you’ll ever meet.

[00:31:57] He’s seven five, but moves like a guard. The guy is so nimble, but the other day asking him about a shot he gave up to one of his teammates and he said, I could have made that shot, with my eyes closed. And he says, but my teammate could have made that shot in his sleep

[00:32:16] Sandie Morgan: Wow.

[00:32:18] Michael Dominguez: And that’s why I passed it up. But he is their star, but willing to always say, I’ve got a teammate that is wide open and can make that every day.

[00:32:30] Sandie Morgan: Passing the ball. Passing the ball. That’s right.

[00:32:33] Michael Dominguez: And it’s never about me. It’s about us. And what makes us most effective. And one of the things I did not share with you is, in front of me, which you can’t see, is another jersey and it’s Manu Ginobili.

[00:32:46] Ginobili was with the Spurs through that entire run with Duncan behind me. And Ginobili was the most decorated international basketball player of all time. Came from Argentina. He’s won Olympic gold with Argentina. He literally is already in the Hall of Fame here in the US. Yeah, but here’s the thing.

[00:33:06] Ginobili for his entire career came off the bench for the Spurs, did not start when he would’ve started with any other team in the NBA, only because it made the Spurs better. And the interesting thing is he was willing to sacrifice that. But if you ever look at the Spurs, when none of them cared about their ego,

[00:33:26] None of them cared about individual awards. What they cared about was winning championships. And the reason they were so deadly for all that time is who else has a future hall of Famer running their second unit? The Spurs never went down with the second unit in. And if you look at the Spurs stats, everybody plays about the same amount of minutes whether you start or whether you come off the bench.

[00:33:48] And that’s what’s unique with their organization, they believe in their system, they believe in a team system. So it’s not about some player always playing 35 minutes a game for them to win. But that unselfishness around Ginobili is what I think permeated through the Spurs. And you heard it often, you know their starting point guard, Tony Parker, who’s another hall of Famer.

[00:34:12] His entire career in the middle of the season, they had drafted a young point guard and during a shoot around Pop puts his arm around Tony and says, it’s time. And what he meant was, you’re gonna come off the bench, the young kid’s gonna start, and your job now is to teach ’em everything you know. And the interesting was, Sandie, there was no press conference.

[00:34:32] No big to-do. Tony said, how could I ever complain when Manu came off the bench his entire career? Like how can, that’s not the Spurs way is you’re gonna do what you’re asked to do to make the team better.

[00:34:46] And that’s what I think we should be doing as a society here.

[00:34:48] Sandie Morgan: That’s exactly what our movement needs to hear right now. And I’m kind of in that space where trying to learn how to pass the ball to the up and coming voices and leaders in this movement and my friends who have been with me for decades, this is something we have to grab a hold of.

[00:35:13] Mike, I appreciate your time. This won’t be our last conversation and hopefully our next one will be in person.

[00:35:21] Michael Dominguez: Absolutely. We’re looking to January.

[00:35:24] Sandie Morgan: Yes, January. Yes. We’ll reach out to Surf and Sand. We’ve got plans. If you’re listening and you’re in Orange County, let me know and we’ll definitely make sure you get invited.

[00:35:39] So thank you so much for being here, Mike. I appreciate you.

[00:35:43] Michael Dominguez: Thank you for the invite, Sandie, and thank you for all the good work you’re doing.

[00:35:46] Sandie Morgan: Alright, take care.

[00:35:48] Michael Dominguez: You too.

[00:35:49] Delaney Mininger: Thank you to Michael Dominguez for showing us how one industry leader can spark a movement. From training housekeepers on new signs to adding hotline numbers on electrical trucks, Michael shows us that every sector has a role to play.

[00:36:03] Listeners, if you loved this episode, make sure to check out the website endinghumantrafficking.org for tons of in-depth show notes and other resources.

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