WEBVTT 1 00:00:00.000 --> 00:00:04.240 it's called the Chinese rule of three and ten right so systems break essentially every time you 2 00:00:04.240 --> 00:00:08.160 triple them. Welcome to the game where we talk about how to get more customers how to make more 3 00:00:08.160 --> 00:00:11.680 per customer and how to keep them longer and the many failures and lessons we have learned along 4 00:00:11.680 --> 00:00:16.880 the way. I hope you enjoy and subscribe. What's going on everyone? Happy Thursday. Hope you guys are 5 00:00:16.880 --> 00:00:24.320 having a good end of week-ish home stretch. I had a really introspective day yesterday. 6 00:00:24.320 --> 00:00:32.000 I kind of reached a little bit of a moment of frustration because no matter how many different ways 7 00:00:32.000 --> 00:00:39.520 we've cut it, I like to be transparent with our numbers because I just think it's easier for 8 00:00:39.520 --> 00:00:45.600 everyone and I say these things only to provide context. If you take it arrogantly then maybe this 9 00:00:45.600 --> 00:00:52.720 isn't the podcast for you but two years ago, three years ago we did 28 million last year we did 10 00:00:52.720 --> 00:00:58.960 37 million this year we're on pace for you know right around 30 again and I've been trying to figure 11 00:00:58.960 --> 00:01:03.680 out you know I've really over the last few years tried to mix and match things change offers change 12 00:01:03.680 --> 00:01:10.400 price points and I have pretty much just been continuing to stay at the same level and it's been 13 00:01:10.400 --> 00:01:15.600 really frustrating for me and I know that in talking to you different mentors of mine the the jump 14 00:01:15.600 --> 00:01:21.520 from 30 to 100 because everything the jumps that happen in business are in it's called the Chinese 15 00:01:21.520 --> 00:01:26.320 rule three and ten right so systems break essentially every time we triple them right so at a 16 00:01:26.320 --> 00:01:31.440 hundred thousand a year at three hundred thousand a year at a million a year at three million a year 17 00:01:31.440 --> 00:01:36.800 at 10 million a year at 30 million a year so each of those are just three's intense right and so the 18 00:01:36.800 --> 00:01:41.360 next big jump for us would get to you know 90 to a hundred million dollars a year and I'm trying to 19 00:01:41.360 --> 00:01:46.400 figure out I have been trying to figure out what is it like what am I missing what is my what is my 20 00:01:46.400 --> 00:01:52.080 problem and so to make this hopefully tactical for everybody on here what I want to do is break is 21 00:01:52.080 --> 00:01:57.680 explain the beliefs that has gotten us to where we are and I think the belief that I have identified 22 00:01:57.680 --> 00:02:03.520 has been and holding you back for the next jump and so the four big beliefs up to this point that I 23 00:02:03.520 --> 00:02:07.760 will consistently break for people who are you know at a million and trying to get to three you're at three 24 00:02:07.760 --> 00:02:14.560 and trying to get to ten or at ten and trying to get to 30 is first that they need to spend more 25 00:02:14.560 --> 00:02:19.920 on advertising from every single time that we have tracked data over an extended period of time 26 00:02:19.920 --> 00:02:24.640 what we get back on our marketing is far greater than what we can immediately measure and so 27 00:02:24.640 --> 00:02:30.640 you know being a being willing to go negative in the acquisition um ultimately ends up benefiting 28 00:02:30.640 --> 00:02:34.480 us in the long run and the biggest company in the world they're so negative on the acquisition 29 00:02:34.480 --> 00:02:38.240 because they're not even doing that they grant right and that's such a concept that earlier on 30 00:02:38.240 --> 00:02:41.680 in my career I was like that's such a portion I was like well you know they make a lot more money 31 00:02:41.680 --> 00:02:46.560 than you so maybe there's more than one um but they fundamentally just know that the more dollars 32 00:02:46.560 --> 00:02:52.080 the more awareness they spread about their brand the more ends up coming back to them right and so 33 00:02:52.080 --> 00:02:56.720 we've seen this time and again I mean we spent a very small amount of money on our book funnel for 34 00:02:56.720 --> 00:03:04.400 example um and a huge percentage of the buyers that we have um came into that funnel but I was 35 00:03:04.400 --> 00:03:07.920 actually losing a lot of money on that funnel when I ran it and so we made up starting that back 36 00:03:07.920 --> 00:03:12.160 over again because once people saw it and then spent a little bit more time and consumed the 37 00:03:12.160 --> 00:03:16.160 value they're like wow these guys are really good at this right um maybe I will work with them but 38 00:03:16.160 --> 00:03:21.600 it wasn't immediately measurable right and so the first belief that I've had to get over and that 39 00:03:21.600 --> 00:03:27.600 I have to break typically for other entrepreneurs is being willing to spend more on marketing um in general 40 00:03:27.600 --> 00:03:32.320 right like and usually you just need to see somebody who you perceive as a peer um and this is 41 00:03:32.320 --> 00:03:35.120 especially true if someone started at the same time as you in business and then all this 42 00:03:35.120 --> 00:03:38.800 and searching better and you know like what are they doing uh if you see them starting to spend 43 00:03:38.800 --> 00:03:42.080 a thousand a day and you're spending a hundred a day you're like oh my god that's what I need to do 44 00:03:42.080 --> 00:03:45.360 but it's like for some reason it's only when someone's like a peer of yours and then they start 45 00:03:45.360 --> 00:03:49.280 doing it that all of a sudden you start doing it too right and it's the same thing a thousand 46 00:03:49.280 --> 00:03:52.560 uh to go to five thousand a day and then five thousand and ten thousand a day and ten thousand and 47 00:03:52.560 --> 00:03:56.560 twenty five thousand a day like it it really just comes down to breaking that belief of what's 48 00:03:56.560 --> 00:04:01.680 possible even though it's literally just a number right so first is the ad spend the second 49 00:04:02.640 --> 00:04:08.000 uh big belief is around price right uh is that uh and this is typically for I would say entrepreneurs 50 00:04:08.000 --> 00:04:13.360 that are that are that are that are earlier on um is breaking the beliefs around price that you 51 00:04:13.360 --> 00:04:18.000 can charge or significant amount of money for the services that you offer and render um and you'll 52 00:04:18.000 --> 00:04:22.640 ultimately make a lot more profit and I go and talk about pricing a lot um about how you can 53 00:04:22.640 --> 00:04:26.480 increase pricing by 20% and if you're running a 20% margin business then you actually double your 54 00:04:26.480 --> 00:04:32.880 profit and so profit is what precedes growth it does not come after growth you need profit in order 55 00:04:32.880 --> 00:04:37.440 to grow I've heard so many people be like I'm not making any profit I'm just reinvesting the growth 56 00:04:37.440 --> 00:04:42.560 that's not how it works like in the in the in the in the software or the high growth world there's a 57 00:04:42.560 --> 00:04:48.160 tremendous amount of actual profit that they then reinvest only in growth it's not that we lowered 58 00:04:48.160 --> 00:04:52.960 our price so that we could get more people that's the fallacy right you actually raise your price 59 00:04:52.960 --> 00:04:58.640 because then you have profit to invest in marketing in hiring talent to then grow afterward so it's 60 00:04:58.640 --> 00:05:03.920 backwards right you don't lower the price to get more people in many circumstances not all not all 61 00:05:03.920 --> 00:05:08.960 but in many circumstances you raise the price raise the margins raise the value so that you can hire 62 00:05:08.960 --> 00:05:12.480 more people and then invest more in the market because you have more profit left over right that's 63 00:05:12.480 --> 00:05:16.720 the difference the third is that you need to hire more salespeople I cannot tell you the amount of 64 00:05:16.720 --> 00:05:20.480 time that I've seen that you the more salespeople you hire the more money you make and that's because 65 00:05:20.480 --> 00:05:24.640 salespeople also have to feed themselves right and so they will find ways to make more 66 00:05:24.640 --> 00:05:28.880 sales for you to feed themselves and so a lot of times there's limiting beliefs around like 67 00:05:28.880 --> 00:05:32.960 why I have to salespeople it's like why don't you have five when you have 10 right and then it 68 00:05:32.960 --> 00:05:36.800 also will force you to increase your ads spend because you have to be more people and so sometimes 69 00:05:36.800 --> 00:05:40.960 it's a backwards way of doing it but sometimes it's an easy way to get people started all right and 70 00:05:40.960 --> 00:05:46.080 the fourth is around talent and this one is the thing that has been holding me back for the last 71 00:05:46.080 --> 00:05:52.800 three years and it's kind of the subject of this of this podcast which is at every level you need 72 00:05:52.800 --> 00:05:58.880 to consist consistently increase the talent pool that is working with you right and so most entrepreneurs 73 00:05:58.880 --> 00:06:03.200 and they start out or at least myself you know you're trying to do everything right and then 74 00:06:03.200 --> 00:06:06.560 as soon as you're like no one can do it as well as you and to be fair you're probably right at a 75 00:06:06.560 --> 00:06:12.320 certain point but at one moment you will find somebody who's better at one thing not all things 76 00:06:12.400 --> 00:06:16.880 than you are and then they can replace that function for me right and it's easy to say in theory 77 00:06:16.880 --> 00:06:20.880 but it's hard to do in practice and oftentimes you need to pay more people or you need to pay more 78 00:06:20.880 --> 00:06:25.600 and this is again one of the product comes in so that you can acquire higher level talent and so 79 00:06:25.600 --> 00:06:30.160 the first thing that you outsource is doing right so the first thing that you that you stop doing 80 00:06:30.160 --> 00:06:35.360 is you outsource all of the doing of things right the next thing that you end up outsourcing and 81 00:06:35.360 --> 00:06:40.080 finding talent for is the management of the doing right so it's people who are managers for the 82 00:06:40.080 --> 00:06:45.120 experience who are detailed oriented who can follow who can follow and track metrics right that's 83 00:06:45.120 --> 00:06:49.760 management and then the next level and so like if we're looking at this in levels like doing is 84 00:06:49.760 --> 00:06:54.160 usually your first five-fourteen right that's usually the thing that's going to get to two a million 85 00:06:54.160 --> 00:07:00.320 right once you start delegating out the management of the people then you can get to three-ish 86 00:07:00.320 --> 00:07:06.320 million right and this is obviously a little flexed in front of the business all right go from three 87 00:07:06.320 --> 00:07:11.680 to ten million you start outsourcing the leadership of those people and leadership is a very 88 00:07:11.680 --> 00:07:16.720 different skill and so if you think about what an employee does overall first you have individual 89 00:07:16.720 --> 00:07:20.320 contributors then you have managers and then you have leaders and typically it's difficult for 90 00:07:20.320 --> 00:07:24.640 the same person to move through all three a lot of times you have to pull from the outside and 91 00:07:24.640 --> 00:07:30.720 this is something that we've made a ton of mistakes on I just continued to raise people up from 92 00:07:30.720 --> 00:07:36.480 in-house right because I thought that they they would be able to make those transitions and grow 93 00:07:36.480 --> 00:07:40.720 escopia's desired and a lot of times they couldn't right they can make one of those jumps but not 94 00:07:40.720 --> 00:07:45.040 usually two of them and then they would break and they'd reach their level of we'd get up to 95 00:07:45.040 --> 00:07:50.400 their level of incompetence and they just couldn't go and they flound it right and so we've now 96 00:07:50.400 --> 00:07:55.680 outsourced leadership I would say to a to a decent degree I would say we're about halfway there 97 00:07:55.680 --> 00:08:02.560 on that one but the thing that has stuck that has gotten me stuck at 30 million dollars for three 98 00:08:02.560 --> 00:08:08.080 years in a row which I am so stoked about and I say that sarcastically because it drives me nuts 99 00:08:08.080 --> 00:08:11.440 is because I've been trying to figure this out for a really long time because I you know you think 100 00:08:11.440 --> 00:08:15.120 it's the model you think you optimize something you can use the ads or the copy of the message 101 00:08:15.120 --> 00:08:20.240 or the funnel or the price but like you know it's not an Excel problem it's a people problem 102 00:08:21.120 --> 00:08:24.560 and virtually all problems in business are people problems once you crack a million for 103 00:08:24.560 --> 00:08:28.400 a million dollars you get it's all about people which is not the sexy and fun stuff but it's 104 00:08:28.400 --> 00:08:31.680 the stuff that actually scales companies which is why when you hear these huge billionaires talk 105 00:08:31.680 --> 00:08:35.280 they talk about how it wasn't them it was really their team and you hear that and you're like yeah 106 00:08:35.280 --> 00:08:38.640 I sure he's just saying that I think one don't think my friends and family but the reality is that 107 00:08:38.640 --> 00:08:44.320 it really is the team and when I talk to guys who have done a billion when I talk to guys who've 108 00:08:44.320 --> 00:08:52.800 done 700 million they like look at me in the eyes they're like you need a smarter team you need 109 00:08:52.800 --> 00:09:00.720 people smarter than you big guys love that you're listening to the podcast if you ever want to have 110 00:09:00.720 --> 00:09:05.440 the video version of this which usually has more facts more visuals more graphs you know drawn 111 00:09:05.440 --> 00:09:09.760 out stuff sometimes it can help hit the brain centers in different ways you can check 112 00:09:09.760 --> 00:09:14.080 on my YouTube channel it's absolutely free to check that out if that's what you are into and if not 113 00:09:14.080 --> 00:09:21.840 keep enjoying the show right and it's it's easy to say but it's hard to do because sometimes it's 114 00:09:21.840 --> 00:09:25.280 also intimidating to hire someone who's smarter than you're like oh my god you can kind of 115 00:09:25.280 --> 00:09:30.880 expose like this one is smarter right and especially when it comes down to niche down expertise 116 00:09:30.880 --> 00:09:35.520 right because the smarter you are at something typically the deeper you've gone in it and that's 117 00:09:35.520 --> 00:09:40.720 where you know in huge corporate America you have specialists to do this one specific type of 118 00:09:40.720 --> 00:09:50.480 subset category finance right and so what I have failed at and I will I'm trying to rectify this 119 00:09:50.480 --> 00:09:57.840 is I have not delegated out I have not found out how to replace thinking and so what I mean by 120 00:09:57.840 --> 00:10:03.520 that it's not that the people might think obviously they think but specifically it's the attention 121 00:10:03.520 --> 00:10:10.160 to growth and taking initiative on information all right a lot of guys a lot of people in our 122 00:10:10.160 --> 00:10:13.600 company take initiative they see a problem they take an issue if they they you know I mean they 123 00:10:13.600 --> 00:10:16.720 are they're you know the client has an issue they take an issue and that's what they should do 124 00:10:16.720 --> 00:10:21.920 right that's that's what they're supposed to do but what a CEO does what an executive does 125 00:10:22.560 --> 00:10:30.400 is that they take the data in and they look at the data and they can spot proactively before a 126 00:10:30.400 --> 00:10:37.680 problem occurs where a problem will occur right they're able to look into the future using data 127 00:10:37.680 --> 00:10:44.640 and extrapolate out where a problem exists and then engage the leadership to try and figure out 128 00:10:44.720 --> 00:10:50.960 how we can prevent this problem from happening before it actually escalates and so fundamentally when 129 00:10:50.960 --> 00:10:55.520 I looked at this because Layla Layla you know being the kindhearted wife that she is was like you're 130 00:10:55.520 --> 00:11:02.400 the problem right like you're the issue like you have not leveled up this piece you still try and 131 00:11:02.400 --> 00:11:07.440 control everything right and at a certain and as you grow you always have to relinquish levels of 132 00:11:07.440 --> 00:11:11.520 control and the level of control that I have not relinquished yet and I am now currently working 133 00:11:11.520 --> 00:11:18.640 on it I'm not there yet is is being able to either find someone who can think that way 134 00:11:18.640 --> 00:11:24.400 or can duplicate the mental thought process that I go through and so there's two there's two issues 135 00:11:24.400 --> 00:11:29.920 with this or at least the two problems that I have right now in my business is that my data reporting 136 00:11:29.920 --> 00:11:35.600 is not good enough it's not clean enough it's still it's still pool based what I mean by that is 137 00:11:35.600 --> 00:11:39.920 I have to go and pool the stats from things which means that they're like why don't have that's 138 00:11:39.920 --> 00:11:43.600 that I have to go manually count I'll get you that number tomorrow and that might be two or three 139 00:11:43.600 --> 00:11:48.480 things that I have to take two or three different metrics put them together to examine a problem 140 00:11:48.480 --> 00:11:52.800 right and so whenever I see a problem that's coming up and there's there's fundamentally two 141 00:11:52.800 --> 00:11:55.600 different sides of the business that I look at so hopefully you guys are cool with me breaking this 142 00:11:55.600 --> 00:12:00.720 down because I'm really making the training for the next person to be doing this thinking in our 143 00:12:00.720 --> 00:12:06.080 business is we have acquisition big picture and then we have fulfillment I mean it's literally 144 00:12:06.080 --> 00:12:09.520 just the two big things that I break it down into because you know at a certain point you're 145 00:12:09.520 --> 00:12:17.120 looking at it from a ten thousand ten thousand foot overview from an acquisition standpoint I'm 146 00:12:17.120 --> 00:12:22.880 looking at are we acquiring the number of customers that we should acquire right now to hit 147 00:12:23.600 --> 00:12:28.000 our growth metrics right and so I guess once that before that is if you have not reversed 148 00:12:28.000 --> 00:12:33.680 engineered what your goal is and how to achieve it then it will never work so right now if you 149 00:12:33.680 --> 00:12:39.440 don't have a spreadsheet that says if I sell this many people on the front end I'm gonna get to 150 00:12:39.440 --> 00:12:44.320 this level of revenue and cap out if you don't have that on an excel sheet and it's gonna take this 151 00:12:44.320 --> 00:12:49.200 many months to get there assuming these numbers you're never gonna get that right so you have to 152 00:12:49.200 --> 00:12:53.760 build the model first and the projections out of how long it's gonna take you to to to get to that 153 00:12:53.760 --> 00:12:58.640 number once you have the model and you believe that the numbers and this is where like some some 154 00:12:58.640 --> 00:13:04.000 experience and and some scar tissue is helpful it's like are these numbers realistic not what can 155 00:13:04.000 --> 00:13:08.800 you do not what closing percentage you have not you know how good the marketing is when you're running 156 00:13:08.800 --> 00:13:13.360 everything not what the retention is when you're doing one-on-one coaching with everyone but what 157 00:13:13.360 --> 00:13:19.280 is right what what's happening right now use your existing model and you can extrapolate these 158 00:13:19.280 --> 00:13:23.680 numbers are good enough for growth right and I believe that if we can if we can just increase this 159 00:13:23.680 --> 00:13:29.280 front end then we should hit this level of total revenue and profit within two months six months 160 00:13:29.280 --> 00:13:35.520 10 months etc right then once you have that model you have to stick to that model and your job as 161 00:13:35.520 --> 00:13:43.600 CEO or at least this is how I perceive the job to be is to hold the team accountable to that and a 162 00:13:43.600 --> 00:13:49.040 lot of times it's looking at the metrics consistently pulling the metrics from them uh which is 163 00:13:49.040 --> 00:13:52.240 one of the problems I'm having is it's I'm literally pulling these metrics in real time rather 164 00:13:52.240 --> 00:13:56.720 than having them already displayed to me every day because I bother the crap out on my team all day 165 00:13:56.720 --> 00:14:01.760 long trying to pull metrics from them when I really should have them already in front of me and it 166 00:14:01.760 --> 00:14:05.120 should be done on a weekly basis and this is my own problem right this is on me that's my fault 167 00:14:06.640 --> 00:14:10.960 but once you have the data that's in front of you on the acquisition side I'm looking at 168 00:14:10.960 --> 00:14:16.160 am I getting this number of sales if I'm not getting this number of sales then first I'm looking 169 00:14:16.160 --> 00:14:21.360 at is it an execution problem is it we have the process we have the play the people aren't doing 170 00:14:21.440 --> 00:14:26.480 their job right if it's an execution problem then it's one of three things and I know this sounds 171 00:14:26.480 --> 00:14:30.400 like complicated but it's like this is the thought process because I'm trying to document this 172 00:14:30.400 --> 00:14:34.240 and this is why it's been difficult for me to do this because in my head it sounds like this big 173 00:14:34.240 --> 00:14:39.200 amorphous thing when in reality everyone follows a process whether you think you do or not 174 00:14:39.200 --> 00:14:44.400 everyone follows a process you do the same things over and over and so first is an execution problem 175 00:14:44.400 --> 00:14:48.160 if it's an execution problem it's one of three things the team isn't motivated they're not 176 00:14:48.160 --> 00:14:52.560 well trained or there's something that's unclear about communication all right and so 177 00:14:52.560 --> 00:14:57.120 each of those things can become can be from poor leadership they can become they can come from 178 00:14:57.120 --> 00:15:02.240 expectations that have not been repeated or been clear they can come from poor training or not 179 00:15:02.240 --> 00:15:06.400 repeated training for them in terms of what's the quality of the training we put people through 180 00:15:06.400 --> 00:15:09.520 and then what do we do consistently on a daily basis to make sure they continue to execute at that 181 00:15:09.520 --> 00:15:16.560 level right and so that's that's just is it an execution problem all right the next issue is like 182 00:15:16.560 --> 00:15:20.400 okay once you check all those box you're like it's not an execution problem like is it a system 183 00:15:20.400 --> 00:15:25.520 problem right and that could be like is the process that we are following not a good process 184 00:15:25.520 --> 00:15:31.040 is it too complex is it too simple is it leaving things out is it something that is too difficult 185 00:15:31.040 --> 00:15:35.840 for someone to execute on a continuous basis right so I'm going to look at those pieces and if I 186 00:15:35.840 --> 00:15:41.040 feel like no it's not then I have to get the kind of the third thing which is I need to look at 187 00:15:41.600 --> 00:15:47.440 the the marketing of roll is the message correct right is the message correct is the creative 188 00:15:47.440 --> 00:15:54.320 correct is the funnel and the layout correct right is the process that comes after the funnel correct 189 00:15:54.320 --> 00:16:00.400 and makes sense and then if all of those things check out then it means that the product itself 190 00:16:01.120 --> 00:16:05.920 needs to change right the thing the offer itself needs to change so very rarely you want to change 191 00:16:05.920 --> 00:16:09.840 the offer because it means to change some entire business right but those are all of the things that 192 00:16:09.840 --> 00:16:16.640 proceed changing the offer and that's just on acquisition right but all of that so you can just 193 00:16:16.640 --> 00:16:21.600 reverse engineer we should be getting this many sales right and if you are getting those many 194 00:16:21.600 --> 00:16:27.200 sales then if we're not making the the number the revenue number that we should be making then it 195 00:16:27.200 --> 00:16:32.000 means it's a backend issue and so then when I look at the backend I'm looking at the pricing the 196 00:16:32.000 --> 00:16:36.640 churn and I'm looking at the lifetime value of the customer now if those metrics are not where 197 00:16:36.640 --> 00:16:41.600 they're supposed to be then I again have to look into is it an execution problem is it motivation 198 00:16:41.600 --> 00:16:47.840 is it skills as a training no is it the systems that we have that support it no then is it the 199 00:16:47.840 --> 00:16:55.040 product right is the product not delivering the result consistently enough that everyone can execute 200 00:16:55.040 --> 00:16:59.680 it and achieve the result that we're looking for right or that we want them to have and so when I'm 201 00:16:59.680 --> 00:17:07.200 looking at the product itself right the the breakdown there is is where we just start we start we 202 00:17:07.200 --> 00:17:11.600 run beta tests right we run we consistently run beta tests to improve the master apps to improve 203 00:17:11.600 --> 00:17:15.840 the product that we're ultimately selling and so I know that that seems like I just want 204 00:17:15.840 --> 00:17:20.320 really enough but it's like a very very very high level gloss over but this has been the reason 205 00:17:20.320 --> 00:17:25.360 that I have not cracked 30 million I mean I have we did 37 last year but you know it's still the 206 00:17:25.840 --> 00:17:30.880 the same tier of revenue and it's because I have not been able to find someone or I have not 207 00:17:30.880 --> 00:17:39.680 been able to train up someone to think like that in our business and as a result it has been still 208 00:17:40.720 --> 00:17:47.520 needing me to make those thoughts and pull that data proactively because I have to think if I'm 209 00:17:47.520 --> 00:17:54.480 not here would would anyone look at these numbers would anyone predict that there's going to be a problem 210 00:17:56.160 --> 00:17:59.760 and I think the answer is no I don't think I think the answer is no I don't think anyone would do 211 00:18:00.800 --> 00:18:04.720 in our company and that's my fault that's my fault they should they should do that and so what 212 00:18:04.720 --> 00:18:10.880 I'm going to be working on right now or the next two quarters is how can I either find or create 213 00:18:11.440 --> 00:18:17.440 the leader that has this skill set and then how can I create the systems that support the data 214 00:18:17.440 --> 00:18:24.480 dashboard and the data collection so that that person has the school that the tools I have to be 215 00:18:24.480 --> 00:18:30.160 able to do this without constantly disrupting the team and so that and this this may seem super 216 00:18:30.160 --> 00:18:34.480 unsexy for you maybe this is this is not the the context of the issues that you're dealing with right 217 00:18:34.480 --> 00:18:40.160 now but I can tell you that it is by far the issue that I'm dealing with and I think that there 218 00:18:40.160 --> 00:18:47.520 are levels to the game I think that the quality of the people that you hire is a belief set that 219 00:18:47.520 --> 00:18:52.960 needs to be continually broken right Steve Jobs is known as being one of the best talent recruiters 220 00:18:52.960 --> 00:18:58.880 and motivators of all time people said he was ruthless and he was a tyrant to work for but they 221 00:18:58.880 --> 00:19:03.840 always said that he just knew how to get the best out of people and so I see that as a skills that's 222 00:19:03.840 --> 00:19:08.640 a billion dollar skill set because he never did anything and he even found people to do the thinking 223 00:19:08.640 --> 00:19:14.800 for him what the one thing that he was able to do was duplicate and or find the realist players 224 00:19:14.800 --> 00:19:20.560 for each of those specific skill sets and so I see that as the problem that I have encountered 225 00:19:20.560 --> 00:19:25.680 in my entrepreneurial journey and it's been a strength of mine and so a lot of times your 226 00:19:25.680 --> 00:19:29.760 biggest strength becomes one of your biggest weaknesses because it becomes difficult for you to 227 00:19:29.760 --> 00:19:33.680 outsource it and duplicate that skill and someone else and so hopefully you found this valuable 228 00:19:35.040 --> 00:19:39.600 it sounds kind of pying the sky this isn't a how do you close a credit card in 30 minutes 229 00:19:39.600 --> 00:19:46.400 type of podcast but this is this is the real stuff like this is why I haven't grown past 30 I think 230 00:19:46.400 --> 00:19:51.280 and so I'm going to be doing in a hand to try and do that so lots of love I hope you guys 231 00:19:51.920 --> 00:19:56.720 have an amazing Thursday end of week and hopefully it just gets you to think about the types 232 00:19:56.720 --> 00:19:59.680 of people that you're bringing in it's like does this person totally take the doing away from 233 00:19:59.680 --> 00:20:03.840 me does this person totally take the management away from me does this person totally take the 234 00:20:03.840 --> 00:20:09.680 leadership and the culture and able to duplicate that in a team setting and lead them motivate them 235 00:20:09.680 --> 00:20:15.680 communicate you can they do that if they can then the next level after that is can this person 236 00:20:15.680 --> 00:20:20.960 find data pull it proactively identify problems before they arise and solve them and I think that 237 00:20:20.960 --> 00:20:24.720 is the complete loop I mean I could be wrong maybe I'm sure there's a hundred million dollar 238 00:20:24.720 --> 00:20:29.120 thing that I don't know about to get to 300 million but right now that is the that's the problem 239 00:20:29.120 --> 00:20:34.480 that I'm trying to tackle and I think that if if I have that next step then it's really that 240 00:20:34.480 --> 00:20:39.520 that completes the loop because if you think about it from the top this person sees the goals 241 00:20:39.520 --> 00:20:45.280 where we need to be sees the discrepancy identifies them beforehand and then tries to create 242 00:20:45.360 --> 00:20:50.560 solutions around them before those problems arise and then hands them over to the leadership the 243 00:20:50.560 --> 00:20:54.720 leadership hands it over to the management to make sure that the things get done and are 244 00:20:54.720 --> 00:21:00.000 tracked according and so that's the that's the deal that's from out and so I hope that was 245 00:21:00.000 --> 00:21:06.800 right before you and I drop a like if you thought this was good leave a review on the podcast if you 246 00:21:06.800 --> 00:21:10.960 enjoy these things because it helps me know what type of content you guys like and I will try and 247 00:21:10.960 --> 00:21:14.400 make more of that stuff but at the end of the day I'm trying to just document the journey that 248 00:21:14.400 --> 00:21:24.560 we're going to get so lots of love having me today. Bye!