WEBVTT 1 00:00:00.000 --> 00:00:03.160 you have to set the standard so that a, 2 00:00:03.160 --> 00:00:04.520 players will be attracted to you 3 00:00:04.520 --> 00:00:06.520 and also so that you can have a team of A players 4 00:00:06.520 --> 00:00:08.920 and then the entire culture rises, right? 5 00:00:08.920 --> 00:00:12.320 The wealthiest people in the world 6 00:00:12.320 --> 00:00:13.520 see business as a game. 7 00:00:13.520 --> 00:00:15.040 This podcast, the game, is my attempt 8 00:00:15.040 --> 00:00:16.400 at documenting the lessons I've learned 9 00:00:16.400 --> 00:00:18.000 on my way to building acquisition.com 10 00:00:18.000 --> 00:00:19.600 into a billion dollar portfolio. 11 00:00:19.600 --> 00:00:21.360 My hope is that you use the lessons to bring your business 12 00:00:21.360 --> 00:00:22.760 and maybe someday soon partner with us 13 00:00:22.760 --> 00:00:24.200 to get to a hundred million dollars in beyond. 14 00:00:24.200 --> 00:00:25.440 I hope you share and enjoy. 15 00:00:27.760 --> 00:00:28.960 What I want to talk about is 16 00:00:28.960 --> 00:00:30.560 I just finished our strategic meeting 17 00:00:30.560 --> 00:00:33.400 and it was so apparent some of the new talent 18 00:00:33.400 --> 00:00:36.280 that we brought in how much they were really driving growth 19 00:00:36.280 --> 00:00:38.280 in some of our companies. 20 00:00:38.280 --> 00:00:41.120 And I want to talk about this because I think 21 00:00:41.120 --> 00:00:42.760 it's the single hardest thing that entrepreneurs face. 22 00:00:42.760 --> 00:00:44.560 Like every single entrepreneur has one problem. 23 00:00:44.560 --> 00:00:45.880 They think they have multiple problems 24 00:00:45.880 --> 00:00:48.560 but they have one problem and it's a people problem. 25 00:00:48.560 --> 00:00:50.960 They don't know where to find good people. 26 00:00:50.960 --> 00:00:52.880 Number one, number two, they don't know 27 00:00:52.880 --> 00:00:54.840 how to hire and recruit those people. 28 00:00:54.840 --> 00:00:57.040 Number three, they don't know how to manage those people. 29 00:00:57.040 --> 00:00:58.680 Number four, they don't know how to grow 30 00:00:58.720 --> 00:01:00.440 and cultivate the talent, right? 31 00:01:00.440 --> 00:01:02.320 And so that entire process embodies 32 00:01:02.320 --> 00:01:05.320 what really growing a business becomes after you get to 33 00:01:05.320 --> 00:01:07.600 probably about 10 to 30 million a year 34 00:01:07.600 --> 00:01:10.600 is when when ops really start taking over, 35 00:01:10.600 --> 00:01:13.400 especially at 30, it's all about talent. 36 00:01:13.400 --> 00:01:14.960 And I think I've said this before, 37 00:01:14.960 --> 00:01:16.760 this has probably been the biggest bottleneck 38 00:01:16.760 --> 00:01:21.760 for me crossing 30 to 100 is was really understanding that. 39 00:01:21.880 --> 00:01:23.640 I was understanding that it was all about the talent. 40 00:01:23.640 --> 00:01:25.640 It's actually not about you. 41 00:01:25.640 --> 00:01:27.320 And that can be really hard for your ego 42 00:01:27.320 --> 00:01:28.800 because you love being needed. 43 00:01:28.800 --> 00:01:30.400 And that's like an interpersonal need 44 00:01:30.400 --> 00:01:32.280 that we have from childhood or whatever it is. 45 00:01:32.280 --> 00:01:33.400 We didn't get hugged enough. 46 00:01:33.400 --> 00:01:36.760 But that need is something that is outside of the business. 47 00:01:36.760 --> 00:01:38.000 The business doesn't require you. 48 00:01:38.000 --> 00:01:40.160 The business should be able to run on its own. 49 00:01:40.160 --> 00:01:42.160 And this is something that I shifted over time. 50 00:01:42.160 --> 00:01:43.400 That being said, it doesn't mean that 51 00:01:43.400 --> 00:01:45.680 you can't have the future vision for the business. 52 00:01:45.680 --> 00:01:48.000 Basis just stepped down for the first time after 30 years 53 00:01:48.000 --> 00:01:50.840 or whatever, but the actual doing, 54 00:01:50.840 --> 00:01:52.880 the leading all that stuff over time, 55 00:01:52.880 --> 00:01:55.320 the company becomes a company of companies, right? 56 00:01:55.320 --> 00:01:57.480 It becomes a conglomerate as you grow. 57 00:01:57.480 --> 00:02:00.680 And so what I want to talk about specifically today 58 00:02:00.680 --> 00:02:03.840 is how to find and know the difference between 59 00:02:03.840 --> 00:02:06.440 an A player and a B player or really an A player 60 00:02:06.440 --> 00:02:07.560 in everyone else. 61 00:02:07.560 --> 00:02:12.080 And I can't really stress how unbelievably important this is. 62 00:02:12.080 --> 00:02:13.640 And the thing is that we talk to entrepreneurs, 63 00:02:13.640 --> 00:02:15.400 they're always like my team's awesome. 64 00:02:15.400 --> 00:02:16.800 And you talk to the same entrepreneur a year later 65 00:02:16.800 --> 00:02:18.160 and they're like, that team was horrible. 66 00:02:18.160 --> 00:02:19.480 This team's awesome. 67 00:02:19.480 --> 00:02:21.320 And that's because we're eternal optimists, right? 68 00:02:21.320 --> 00:02:23.080 That's just the reality of it. 69 00:02:23.080 --> 00:02:24.360 If you can't look at someone on your team 70 00:02:24.440 --> 00:02:25.880 and be like, I think this person's kind of weak 71 00:02:25.880 --> 00:02:27.400 or I think this person could be better, 72 00:02:27.400 --> 00:02:29.720 then you really have rose colored glasses on. 73 00:02:29.720 --> 00:02:30.720 Right? 74 00:02:30.720 --> 00:02:31.560 And that's the hard part. 75 00:02:31.560 --> 00:02:34.520 And honestly, this wasn't real for me 76 00:02:34.520 --> 00:02:37.640 until I actually saw teammates of mine 77 00:02:37.640 --> 00:02:40.560 growing divisions of our companies without me. 78 00:02:40.560 --> 00:02:43.400 Doing it in ways that I had never thought up. 79 00:02:43.400 --> 00:02:45.040 Once that happened, it became real for me. 80 00:02:45.040 --> 00:02:46.880 And I think there's these different steps 81 00:02:46.880 --> 00:02:47.840 in your entrepreneurial journey. 82 00:02:47.840 --> 00:02:49.360 I mean, the first one was when I remember, 83 00:02:49.360 --> 00:02:51.880 the first person who did a sale for me, I cried. 84 00:02:51.880 --> 00:02:54.680 I remember I cried because I heard about on the phone 85 00:02:54.680 --> 00:02:56.640 and they're like, yeah, I sold two people a day. 86 00:02:56.640 --> 00:02:59.800 And I had done every single sale for my business 87 00:02:59.800 --> 00:03:01.080 for like a year and a half. 88 00:03:01.080 --> 00:03:03.800 It was just no one could bring it in, right? 89 00:03:03.800 --> 00:03:06.280 And the answer is other people can bring it in. 90 00:03:06.280 --> 00:03:07.200 You're not special. 91 00:03:07.200 --> 00:03:08.720 But it wasn't real for me. 92 00:03:08.720 --> 00:03:13.040 And as soon as this girl did this, I was like, oh my God. 93 00:03:13.040 --> 00:03:16.320 Like, I don't have to literally make the money. 94 00:03:16.320 --> 00:03:17.640 Someone else can do this 95 00:03:17.640 --> 00:03:19.440 and I can actually start running the business. 96 00:03:19.440 --> 00:03:20.720 And so it was a huge breakthrough. 97 00:03:20.720 --> 00:03:22.600 And there's obviously levels to this, right? 98 00:03:22.600 --> 00:03:25.560 And I think the level that I just recently 99 00:03:25.560 --> 00:03:28.240 had a breakthrough on was watching teammates 100 00:03:28.240 --> 00:03:30.880 actually grow the business without me, right? 101 00:03:30.880 --> 00:03:32.080 And it's really special. 102 00:03:32.080 --> 00:03:33.080 It's really awesome. 103 00:03:33.080 --> 00:03:35.480 So you're like, that's awesome for you, Alex. 104 00:03:35.480 --> 00:03:36.720 Why are you talking to me? 105 00:03:36.720 --> 00:03:37.920 Great question. 106 00:03:37.920 --> 00:03:39.200 A-players and B-players. 107 00:03:39.200 --> 00:03:40.600 So what I wanna do is tell you a quick story 108 00:03:40.600 --> 00:03:43.040 because I think it's perfect for illustration. 109 00:03:43.040 --> 00:03:45.360 So we just recently promoted a brand manager, 110 00:03:45.360 --> 00:03:46.200 one of our companies. 111 00:03:47.120 --> 00:03:50.400 And she was given the task of like, 112 00:03:50.400 --> 00:03:52.040 hey, why don't you think about other revenue streams 113 00:03:52.040 --> 00:03:54.040 that we could possibly bring into the company? 114 00:03:54.040 --> 00:03:56.160 And so she said, I thought we should start an apparel line 115 00:03:56.160 --> 00:03:58.040 because I'm getting lots of messages on social media 116 00:03:58.040 --> 00:03:59.280 about how we should have apparel. 117 00:03:59.280 --> 00:04:00.400 And I think that'd be a good opportunity. 118 00:04:00.400 --> 00:04:02.800 And so her supervisor said, 119 00:04:02.800 --> 00:04:05.440 I think it's a great idea, go for it, right? 120 00:04:05.440 --> 00:04:08.480 And so what she did was she emailed, you know, 121 00:04:08.480 --> 00:04:11.960 20 different manufacturing companies for apparel. 122 00:04:11.960 --> 00:04:13.680 She got samples from all of them. 123 00:04:13.680 --> 00:04:15.280 She tried them all on, she felt them. 124 00:04:15.280 --> 00:04:17.080 And she showed up to the strategic meeting 125 00:04:17.080 --> 00:04:19.440 and she was like, they were crap. 126 00:04:19.440 --> 00:04:22.280 She was like, I'm not sending that to my customers. 127 00:04:22.280 --> 00:04:24.120 She said those exact words. 128 00:04:24.120 --> 00:04:26.000 And I can't tell you what it felt like for me 129 00:04:26.000 --> 00:04:27.160 as an owner to hear that. 130 00:04:27.160 --> 00:04:30.720 She said, I'm not sending that to my customers. 131 00:04:30.720 --> 00:04:32.560 And it was because it showed so much ownership. 132 00:04:32.560 --> 00:04:34.120 And one of our core tenants is beer owned boss 133 00:04:34.120 --> 00:04:35.840 which I'm switching to act like an owner. 134 00:04:35.840 --> 00:04:38.240 But that's exactly what she did. 135 00:04:38.240 --> 00:04:40.360 And to push it even further, 136 00:04:40.360 --> 00:04:42.440 she didn't just stop there and say all of the stuff sucks 137 00:04:42.440 --> 00:04:43.840 because that would just be presenting a problem. 138 00:04:43.840 --> 00:04:47.520 Instead she was like, but I did find some manufacturers 139 00:04:47.520 --> 00:04:49.800 that don't do manufacturing and fulfillment 140 00:04:49.800 --> 00:04:50.640 because some centers do both, 141 00:04:50.640 --> 00:04:52.400 which is much more convenient for me as a business. 142 00:04:52.400 --> 00:04:55.760 But they're stuff is legit, it's awesome. 143 00:04:55.760 --> 00:04:57.640 Just like so, I just need help figuring out 144 00:04:57.640 --> 00:05:00.600 how many pieces do you want to order as a baseline? 145 00:05:00.600 --> 00:05:01.600 I'll figure out the logistics 146 00:05:01.600 --> 00:05:03.160 to get to a third party fulfillment center 147 00:05:03.160 --> 00:05:05.480 so that we can do this apparel launch. 148 00:05:05.480 --> 00:05:07.400 And so we ended up coming up with a solution for it 149 00:05:07.400 --> 00:05:08.560 and she felt great about it. 150 00:05:08.560 --> 00:05:12.360 We looked at different designs and with the great quality 151 00:05:12.360 --> 00:05:13.840 we were gonna come up with a solution. 152 00:05:13.840 --> 00:05:16.800 But here's what I wanna break apart for you. 153 00:05:16.800 --> 00:05:21.000 Imagine a normal person, a B level employee. 154 00:05:21.000 --> 00:05:23.960 Nothing wrong with them, there's lots of them, right? 155 00:05:23.960 --> 00:05:27.800 But they show up, they do their job, they go home, right? 156 00:05:27.800 --> 00:05:29.320 They don't take ownership 157 00:05:29.320 --> 00:05:32.640 because what an alternative story of what would have happened 158 00:05:32.640 --> 00:05:34.040 is the director says, hey, 159 00:05:34.040 --> 00:05:35.600 why don't you look for new revenue opportunities? 160 00:05:35.600 --> 00:05:39.080 And that person may or may not have done it at level one, right? 161 00:05:39.080 --> 00:05:40.520 Level two, they actually do it. 162 00:05:40.520 --> 00:05:41.360 And they say, I think apparel. 163 00:05:41.360 --> 00:05:43.560 She says, okay, go check out apparel. 164 00:05:43.560 --> 00:05:45.560 Now, would that person probably would have done 165 00:05:45.560 --> 00:05:49.000 was look at the three companies from a Google search, 166 00:05:49.000 --> 00:05:51.720 maybe or maybe not even sample the product? 167 00:05:52.640 --> 00:05:54.760 Just look at the pricing and say, hey, 168 00:05:54.760 --> 00:05:56.280 I found an apparel company, 169 00:05:56.280 --> 00:05:58.840 we can print our logo on it, we can ship it out. 170 00:05:58.840 --> 00:06:00.600 That is what a B player would have done. 171 00:06:00.600 --> 00:06:03.360 And honestly, unless you have an A supervisor, 172 00:06:03.360 --> 00:06:06.160 the A supervisor probably would have let it go. 173 00:06:06.160 --> 00:06:08.280 And what, and I'll tell you the difference. 174 00:06:10.280 --> 00:06:11.480 Real quick guys, you guys already know 175 00:06:11.480 --> 00:06:13.440 that I don't run any ads on this 176 00:06:13.440 --> 00:06:14.760 and I don't sell anything. 177 00:06:14.760 --> 00:06:16.600 And so the only ask that I can ever have 178 00:06:16.600 --> 00:06:18.000 are you guys that you help me spread the words, 179 00:06:18.000 --> 00:06:19.520 we can have more entrepreneurs, 180 00:06:19.520 --> 00:06:21.200 make more money, feed their families, 181 00:06:21.200 --> 00:06:23.600 make better products and have better experiences 182 00:06:23.600 --> 00:06:25.200 for their employees and customers. 183 00:06:25.200 --> 00:06:27.440 And the only way we do that is if you can rate 184 00:06:27.440 --> 00:06:29.640 and review and share this podcast. 185 00:06:29.640 --> 00:06:31.000 So the single thing that I have to do, 186 00:06:31.000 --> 00:06:32.240 is you can just leave a review, 187 00:06:32.240 --> 00:06:34.200 let's take a 10 seconds or one type of the thumb 188 00:06:34.200 --> 00:06:35.440 that would mean the absolute world to me 189 00:06:35.440 --> 00:06:38.240 and more importantly, it may change the world to someone else. 190 00:06:39.960 --> 00:06:42.920 The difference is, with the A scenario, 191 00:06:42.920 --> 00:06:45.520 you have a high quality product that people buy, 192 00:06:45.520 --> 00:06:47.440 enjoy and buy again. 193 00:06:47.440 --> 00:06:50.640 And that massively increases the LTV, the customer. 194 00:06:50.640 --> 00:06:54.120 And on top of that, that brain manager cares deeply 195 00:06:54.120 --> 00:06:56.160 about the customers and their experience. 196 00:06:56.160 --> 00:06:57.520 And she's gonna be thinking top of mind, 197 00:06:57.520 --> 00:06:58.440 how do I make this easier? 198 00:06:58.440 --> 00:06:59.520 How do I make this faster? 199 00:06:59.520 --> 00:07:01.800 How can I improve their experience, right? 200 00:07:01.800 --> 00:07:05.400 Whereas the B player, you already lost them with like, 201 00:07:05.400 --> 00:07:06.680 oh yeah, they don't like the T-shirts. 202 00:07:06.680 --> 00:07:09.080 I mean, what do they expect, right? 203 00:07:09.080 --> 00:07:11.080 I mean like they're a $30 T-shirts. 204 00:07:11.080 --> 00:07:14.200 I mean, they're not gonna be XYZ. 205 00:07:14.200 --> 00:07:19.680 And so, that difference is the game. 206 00:07:20.800 --> 00:07:24.640 And finding people who think like that A player, 207 00:07:24.640 --> 00:07:27.120 compared to people who think like the B player, 208 00:07:27.120 --> 00:07:29.360 is the difference between companies that grow 209 00:07:29.360 --> 00:07:30.720 and companies that die. 210 00:07:30.720 --> 00:07:32.920 Companies that barely compete and make it 211 00:07:32.920 --> 00:07:34.400 and companies that thrive. 212 00:07:34.400 --> 00:07:37.640 And none of what I just described was earth shattering. 213 00:07:37.640 --> 00:07:40.360 It was just a willingness to do more work 214 00:07:40.360 --> 00:07:42.520 and raising the bar. 215 00:07:42.520 --> 00:07:45.080 It was having a level of intolerance 216 00:07:45.080 --> 00:07:46.920 for anything but excellence. 217 00:07:46.920 --> 00:07:49.600 And it is my belief that within a company hierarchy, 218 00:07:50.880 --> 00:07:53.760 every person, the hired, 219 00:07:53.760 --> 00:07:55.040 the person who runs the division 220 00:07:55.040 --> 00:07:57.200 or the department or the company 221 00:07:57.200 --> 00:07:59.920 should always have the lowest amount of tolerance 222 00:07:59.920 --> 00:08:01.840 for anything but excellence. 223 00:08:01.840 --> 00:08:03.280 Which means you should be intolerant 224 00:08:03.280 --> 00:08:05.680 for anything that is not amazing, right? 225 00:08:05.680 --> 00:08:08.240 And that trickles down, it gets diluted, right? 226 00:08:08.240 --> 00:08:09.960 At every level, it's diluted a little bit more, 227 00:08:10.320 --> 00:08:11.320 a little bit more. 228 00:08:11.320 --> 00:08:13.800 And if there comes a day where you see two people 229 00:08:13.800 --> 00:08:15.400 and you see a supervisor and you see someone 230 00:08:15.400 --> 00:08:17.040 underneath of that supervisor 231 00:08:17.040 --> 00:08:21.240 and the person underneath has a lower tolerance 232 00:08:21.240 --> 00:08:23.080 for anything but excellence 233 00:08:23.080 --> 00:08:26.480 than the supervisor, those roles should reverse. 234 00:08:26.480 --> 00:08:30.000 The person who cares the most should be the one in charge. 235 00:08:30.000 --> 00:08:31.240 And so if there comes a day 236 00:08:31.240 --> 00:08:33.200 where someone cares more about my customers 237 00:08:33.200 --> 00:08:34.480 and the experience and the business 238 00:08:34.480 --> 00:08:35.920 that we have than I do, 239 00:08:35.920 --> 00:08:38.280 they should rightfully run the company, not me. 240 00:08:38.280 --> 00:08:39.920 And sometimes entrepreneurs get to that point, 241 00:08:39.920 --> 00:08:41.600 they have a CEO and they elect them 242 00:08:41.600 --> 00:08:42.440 because they're like, 243 00:08:42.440 --> 00:08:43.280 I think that you're better equipped for this 244 00:08:43.280 --> 00:08:44.280 and I think that you care more deeply. 245 00:08:44.280 --> 00:08:45.880 And that's okay, they happen, right? 246 00:08:45.880 --> 00:08:48.360 You know, Phil Knight doesn't run Nike anymore. 247 00:08:48.360 --> 00:08:50.080 But I mean, shoot, Jeff Bezos says it 248 00:08:50.080 --> 00:08:52.040 and you obviously stepped out for other reasons or whatnot. 249 00:08:52.040 --> 00:08:57.040 But the big picture here is having a level of intolerance 250 00:08:57.760 --> 00:09:01.040 for what an A versus a B looks like starts with us. 251 00:09:01.040 --> 00:09:03.280 And the thing is whoever you hire, 252 00:09:03.280 --> 00:09:06.080 most people only hire people worse than them. 253 00:09:06.080 --> 00:09:10.080 And so if you're one level removed or two levels removed, 254 00:09:10.080 --> 00:09:14.080 dear God, imagine what's being hired on the front line, right? 255 00:09:14.080 --> 00:09:15.720 And so you have to carry this torch, 256 00:09:15.720 --> 00:09:18.880 you have to raise this bar, you have to set the standard 257 00:09:18.880 --> 00:09:21.480 so that A, players will be attracted to you 258 00:09:21.480 --> 00:09:23.480 and also so that you can have a team of A players 259 00:09:23.480 --> 00:09:25.760 and then the entire culture rises, right? 260 00:09:25.760 --> 00:09:29.560 If you've ever been on a winning team, on a championship team, 261 00:09:29.560 --> 00:09:31.920 you know the difference between the vibe, 262 00:09:31.920 --> 00:09:34.200 how people come to practice, how they play, 263 00:09:34.200 --> 00:09:36.360 the expectations of one another, right? 264 00:09:36.360 --> 00:09:39.400 The speed of response, the teamwork, all of that. 265 00:09:39.400 --> 00:09:42.600 That's culture and that's only created 266 00:09:42.600 --> 00:09:44.720 through having the right players on the field, 267 00:09:44.720 --> 00:09:47.720 the right people on the bus and kicking off the wrong people. 268 00:09:47.720 --> 00:09:49.800 And I'll end with this quote from the head of people 269 00:09:49.800 --> 00:09:52.920 for Chick-fil-A, which is a company I admire a lot. 270 00:09:52.920 --> 00:09:55.280 She said a lot of companies want to compete against us 271 00:09:55.280 --> 00:09:57.920 in the championship, but the reality is, 272 00:09:57.920 --> 00:09:59.200 they lost in the draft. 273 00:10:00.120 --> 00:10:02.000 And that one really resonated with me 274 00:10:02.000 --> 00:10:05.400 because I'm paraphrasing here, that might not even be your title, 275 00:10:05.400 --> 00:10:07.480 but that was what she said in general. 276 00:10:08.360 --> 00:10:11.880 And that really struck me because so many of us, 277 00:10:11.880 --> 00:10:12.840 I'm always trying to develop, 278 00:10:12.840 --> 00:10:13.680 always trying to develop talent, 279 00:10:13.680 --> 00:10:16.000 I'll try to do all these things, management styles, et cetera. 280 00:10:16.000 --> 00:10:18.440 But some people just come with batteries included. 281 00:10:18.440 --> 00:10:20.960 There are some people who are just winners, right? 282 00:10:20.960 --> 00:10:23.080 And you just need to get out of their way. 283 00:10:23.080 --> 00:10:26.280 And I think that it's worth the extra five interviews. 284 00:10:26.280 --> 00:10:29.880 It's worth the extra 20 interviews to find the A player 285 00:10:29.880 --> 00:10:33.920 because once that person is in place, they will grow, right? 286 00:10:33.920 --> 00:10:36.080 They will grow whatever they touch. 287 00:10:36.080 --> 00:10:37.640 And this has been a deep lesson for me, 288 00:10:37.640 --> 00:10:38.800 which is what people are like. 289 00:10:38.800 --> 00:10:40.400 It's all about people and it is. 290 00:10:40.400 --> 00:10:43.160 It's just boring and unsexy for most entrepreneurs 291 00:10:43.160 --> 00:10:44.920 because we love the promotion, we love the sales, 292 00:10:44.920 --> 00:10:47.360 we love the marketing, we love all that stuff, right? 293 00:10:47.360 --> 00:10:50.640 We love the product, but the people is what runs it. 294 00:10:50.640 --> 00:10:53.680 And I think that this has been a deep lesson for me. 295 00:10:54.800 --> 00:10:56.760 And I hope if you look at your team right now, 296 00:10:56.760 --> 00:10:58.640 you don't think, oh, they're all amazing, right? 297 00:10:58.640 --> 00:11:01.320 Because the reality is, they're probably, right? 298 00:11:01.320 --> 00:11:02.720 And every single entrepreneur says that. 299 00:11:02.720 --> 00:11:03.720 I can tell you right now, some people 300 00:11:03.720 --> 00:11:05.440 that are weak on our team, right? 301 00:11:05.440 --> 00:11:07.000 But you have to be honest about it 302 00:11:07.000 --> 00:11:09.840 and you have to think, not just what are they doing, 303 00:11:09.840 --> 00:11:12.480 but what would I be doing in their position? 304 00:11:12.480 --> 00:11:15.000 What initiative would I be taking that they're not taking? 305 00:11:15.000 --> 00:11:18.000 What questions would I be asking that they are not asking? 306 00:11:18.000 --> 00:11:21.000 And ideally, you want someone who's asking questions 307 00:11:21.000 --> 00:11:22.520 that you haven't thought. 308 00:11:22.520 --> 00:11:24.240 And that's when you know you've got an A player. 309 00:11:24.240 --> 00:11:26.720 Anyways, this comes with time, it comes with experience, 310 00:11:26.720 --> 00:11:28.400 it comes with, once you've seen an A player, 311 00:11:28.400 --> 00:11:29.760 you can never unsee them. 312 00:11:29.760 --> 00:11:31.080 And then you start to use that template 313 00:11:31.080 --> 00:11:33.040 to apply to other people, all right? 314 00:11:33.040 --> 00:11:34.240 And then you repeat it over and over again. 315 00:11:34.240 --> 00:11:36.120 And I think that's why entrepreneurship takes time. 316 00:11:36.120 --> 00:11:39.240 Like you grow, you grow in levels, you grow in tolerance, 317 00:11:39.240 --> 00:11:40.400 you grow in interpersonal understanding, 318 00:11:40.400 --> 00:11:43.240 you grow in awareness of other people. 319 00:11:43.240 --> 00:11:45.360 And as you grow in that awareness, 320 00:11:45.360 --> 00:11:47.280 so too will your selection of talent, 321 00:11:47.280 --> 00:11:49.080 so too will your recruitment of talent, 322 00:11:49.080 --> 00:11:51.080 your management and growth of those people.