WEBVTT 00:00:00.000 --> 00:00:03.819 And so the lady gave birth on the flight and 00:00:03.819 --> 00:00:05.679 the flight crew obviously helped with that. And 00:00:05.679 --> 00:00:08.640 so every year they celebrate her birthday. She's 00:00:08.640 --> 00:00:11.199 now 21 years old. And every year Richard Branson 00:00:11.199 --> 00:00:13.480 has a call with her and talks about how things 00:00:13.480 --> 00:00:17.899 are going. And so that process of like, okay, 00:00:17.960 --> 00:00:20.699 things started here with this. Let's honor this 00:00:20.699 --> 00:00:22.100 relationship for the rest of the time. Well, 00:00:22.100 --> 00:00:25.600 Carly, TheBeerBestShow .com, you are now, I think 00:00:25.600 --> 00:00:27.960 my first official guest on the show. I think 00:00:27.960 --> 00:00:29.839 the only other. I think I've done two or three 00:00:29.839 --> 00:00:32.399 episodes and we do so many other episodes for 00:00:32.399 --> 00:00:34.119 other shows. I forget like things like this, 00:00:34.140 --> 00:00:37.280 but you're, you emulate the being your best. 00:00:37.299 --> 00:00:39.579 You do such a, such a great job on vision pros 00:00:39.579 --> 00:00:40.859 life. I was like, Oh my gosh, we're going to 00:00:40.859 --> 00:00:42.759 have more Carly in our life. So thank you for 00:00:42.759 --> 00:00:45.479 joining me for the first guest episode of the 00:00:45.479 --> 00:00:47.929 beer best show. Thanks for having me. I'm looking 00:00:47.929 --> 00:00:50.090 forward to this one. I had a great time on vision 00:00:50.090 --> 00:00:52.049 pros live. So that one was awesome. So I'm looking 00:00:52.049 --> 00:00:54.770 forward to this one too. Oh, it was so, it was 00:00:54.770 --> 00:00:57.049 so fun. It was unforgettable. And we, we kind 00:00:57.049 --> 00:00:59.369 of do the same thing in there. Like we help businesses 00:00:59.369 --> 00:01:02.310 and it's, it reminds me of the relationships 00:01:02.310 --> 00:01:06.670 that the NFL has with the NBA. Right. Or that 00:01:06.670 --> 00:01:08.989 Harvard has with Stanford. Like there's people 00:01:08.989 --> 00:01:11.549 who think they're enemies, but in reality, like 00:01:11.549 --> 00:01:15.120 they grow and build so much. because of the mutual 00:01:15.120 --> 00:01:17.459 respect and because they're constantly exchanging 00:01:17.459 --> 00:01:20.260 ideas and masterminding. And so, yeah, I told 00:01:20.260 --> 00:01:21.739 my team like immediately after that, I was like, 00:01:21.780 --> 00:01:23.439 we've got to find a way to keep Carly in our 00:01:23.439 --> 00:01:26.299 circle. And this is one of the best possible 00:01:26.299 --> 00:01:29.159 ways we could honor that. I really, I can't think 00:01:29.159 --> 00:01:32.659 of anybody by name that I would have also like 00:01:32.659 --> 00:01:34.859 been like, oh, let's reach out to them and make 00:01:34.859 --> 00:01:37.560 sure they're the first. Hence. why we're here. 00:01:37.659 --> 00:01:40.599 So West Coast Growth Advisors, tell us about 00:01:40.599 --> 00:01:42.920 it. I'd love to make sure the audience has some 00:01:42.920 --> 00:01:46.000 context on that. Yeah, absolutely. So basically, 00:01:46.140 --> 00:01:48.420 we're working with businesses, we're helping 00:01:48.420 --> 00:01:51.180 them to scale and grow. We focus on the people 00:01:51.180 --> 00:01:54.129 dynamics. So that's the culture. The leadership 00:01:54.129 --> 00:01:56.709 team, oftentimes, you know, the CEOs and the 00:01:56.709 --> 00:01:59.329 owners as well, making sure that that culture 00:01:59.329 --> 00:02:01.329 is really steady and strong, that you're hiring 00:02:01.329 --> 00:02:03.670 people, we're keeping people on board and they're 00:02:03.670 --> 00:02:05.450 all kind of aligned and inspired with the vision 00:02:05.450 --> 00:02:07.870 and understanding the company, all those dynamics. 00:02:08.050 --> 00:02:10.590 Then we have the strategy component we also focus 00:02:10.590 --> 00:02:12.569 on, which is really fun. You know, we get to 00:02:12.569 --> 00:02:14.509 understand the vision of the companies, the core 00:02:14.509 --> 00:02:17.050 value of a company, right? What's the actual 00:02:17.050 --> 00:02:19.150 strategy look like? What are the goals for the 00:02:19.150 --> 00:02:21.169 next one year, three years, five years, 10 years? 00:02:21.349 --> 00:02:23.120 You know, what's the big goal, right? What's 00:02:23.120 --> 00:02:24.819 your moonshot? What's the big thing that you'd 00:02:24.819 --> 00:02:27.620 love to achieve? And kind of creating the strategy 00:02:27.620 --> 00:02:31.540 around that. We also focus on execution. None 00:02:31.540 --> 00:02:34.979 of that's happening. You can have a good ideas, 00:02:35.379 --> 00:02:38.719 but if you're not executing it properly, it just 00:02:38.719 --> 00:02:42.439 does not happen. And so obviously execution is 00:02:42.439 --> 00:02:44.680 a, is a huge one where we're making sure like 00:02:44.680 --> 00:02:46.199 all the right people are in the right roles. 00:02:46.300 --> 00:02:47.900 Things are getting done. Things are being tracked 00:02:47.900 --> 00:02:50.759 efficiently and effectively. And then we love 00:02:50.759 --> 00:02:52.759 to focus on cash as well because cash really 00:02:52.759 --> 00:02:54.699 is King. And we want to make sure companies have 00:02:54.699 --> 00:02:57.939 healthy cashflow because you really require cashflow 00:02:57.939 --> 00:03:00.229 for growth. So we're really focused on. like 00:03:00.229 --> 00:03:02.830 those four pillars and then on top of that we 00:03:02.830 --> 00:03:05.849 love human behavior you know so we love just 00:03:05.849 --> 00:03:08.710 incorporating that into everything that we do 00:03:08.710 --> 00:03:12.270 on a day -to -day basis because like I mean people 00:03:12.270 --> 00:03:13.729 are your customers people are your employees 00:03:13.729 --> 00:03:16.509 you're a person so it's just constantly coming 00:03:16.509 --> 00:03:19.349 in about understanding human behavior and why 00:03:19.349 --> 00:03:21.270 we do what we do and all these different dynamics 00:03:23.080 --> 00:03:26.379 I love it. I mean, you just gave a masterclass. 00:03:26.500 --> 00:03:29.379 And some of those four points right here, right? 00:03:29.400 --> 00:03:33.020 People, caring about them, strategy, execution, 00:03:33.139 --> 00:03:36.740 and cash flow, and having cash and assets to 00:03:36.740 --> 00:03:38.520 be able to, and knowing how to negotiate, right? 00:03:38.539 --> 00:03:40.639 Knowing how to use and maximize those assets. 00:03:41.340 --> 00:03:46.300 It reminds us so much of like first class business 00:03:46.300 --> 00:03:49.060 too. And those principles are very in line with 00:03:49.060 --> 00:03:52.360 ours. So let's do something unique. I'm going 00:03:52.360 --> 00:03:57.419 to show some types of materials that we use to 00:03:57.419 --> 00:04:00.680 delegate for those who are watching. How do we 00:04:00.680 --> 00:04:02.800 keep up with being our best on our end? And I 00:04:02.800 --> 00:04:05.280 want you, Carly, to just comment on your own 00:04:05.280 --> 00:04:08.120 styles. So it's one thing to claim execution, 00:04:08.460 --> 00:04:10.520 right? And then it's another to bring a brand 00:04:10.520 --> 00:04:13.180 together the way that you have with West Growth 00:04:13.180 --> 00:04:16.740 Advisors and your principles and dedication to 00:04:16.740 --> 00:04:18.839 this. I mean, I can see clearly that you know 00:04:18.839 --> 00:04:21.089 what you're doing with that. But feel free to 00:04:21.089 --> 00:04:23.420 like. We challenge what we have. We're like, 00:04:23.519 --> 00:04:27.120 okay, we do our new assignments. And we use a 00:04:27.120 --> 00:04:29.199 spreadsheet. This is a brand new process that 00:04:29.199 --> 00:04:31.740 we just came out with where instead of me telling 00:04:31.740 --> 00:04:33.339 the team, oh, yeah, we got to do this now. Oh, 00:04:33.379 --> 00:04:35.180 this came up this week. Oh, this came up. Nope. 00:04:35.379 --> 00:04:38.420 We do the assignment to where we assign a supervisor, 00:04:38.839 --> 00:04:41.220 a direct report, a trainee. We have a little 00:04:41.220 --> 00:04:43.660 information in who's in that process, the timeline 00:04:43.660 --> 00:04:46.040 for the project. What do we project? How long? 00:04:46.139 --> 00:04:48.920 When we can start on this? And then the duration 00:04:48.920 --> 00:04:51.170 will be the minute log for how long until? So 00:04:51.170 --> 00:04:54.370 we can get the first piece built out for these 00:04:54.370 --> 00:04:58.449 campaigns. And then each one needs to have description, 00:04:58.730 --> 00:05:01.290 the minutes per day, week or month and the procedure 00:05:01.290 --> 00:05:03.290 resources and templates in order to effectively 00:05:03.290 --> 00:05:06.389 help that trainee. Then it moves over to this 00:05:06.389 --> 00:05:09.149 document where instead of using, I don't like 00:05:09.149 --> 00:05:11.470 Asana, Trello, nothing like that. I've never 00:05:11.470 --> 00:05:13.870 had great success with project management systems. 00:05:14.569 --> 00:05:17.910 And I find that it leads us to micromanage and 00:05:17.910 --> 00:05:22.889 like be taskmasters. or slave drivers. And so 00:05:22.889 --> 00:05:26.569 instead, we designed this process to where our 00:05:26.569 --> 00:05:29.089 team members have columns and they get to go 00:05:29.089 --> 00:05:31.930 at their own pace with basic suggestions of how 00:05:31.930 --> 00:05:34.149 many minutes more or less per day or week. And 00:05:34.149 --> 00:05:36.769 they go one column after the next working on 00:05:36.769 --> 00:05:38.930 their priorities. And if they do anything extra, 00:05:39.089 --> 00:05:42.750 it goes into the extra column. And so some people 00:05:42.750 --> 00:05:45.129 manage that product. That was somebody who was 00:05:45.129 --> 00:05:47.110 newer, somebody who's been at this for a long 00:05:47.110 --> 00:05:50.660 time, like Marie Victoria, who's also COO. She's 00:05:50.660 --> 00:05:54.560 got way more types of activities. And back in 00:05:54.560 --> 00:05:56.319 the day, we still had a lot of things to learn 00:05:56.319 --> 00:05:58.939 about how she's going about managing her day. 00:05:59.040 --> 00:06:03.079 But if I go down to these newer days, how do 00:06:03.079 --> 00:06:05.800 I do that? Sorry, I'm not very good at scrolling 00:06:05.800 --> 00:06:08.959 on spreadsheets. I should have just blocked off 00:06:08.959 --> 00:06:11.759 the dates probably. But you'll start to see a 00:06:11.759 --> 00:06:18.180 balance out of her days in March. where all she 00:06:18.180 --> 00:06:20.720 has to do is mark the category as she did this 00:06:20.720 --> 00:06:22.279 column, she did this column, she did this column. 00:06:22.680 --> 00:06:25.199 And then that gives us a balancing idea of are 00:06:25.199 --> 00:06:28.540 we giving Victoria the space to do the things 00:06:28.540 --> 00:06:31.439 that are most important for her growth first 00:06:31.439 --> 00:06:35.199 in her day? Or am I constantly pulling her off 00:06:35.199 --> 00:06:36.800 of her assignments and assigning her too many 00:06:36.800 --> 00:06:39.439 other things? And when it comes to client management, 00:06:39.639 --> 00:06:43.069 she also puts on here. uh those are inactive 00:06:43.069 --> 00:06:45.470 but which clients did she touch for the day i 00:06:45.470 --> 00:06:47.509 don't need to know the details because she always 00:06:47.509 --> 00:06:49.769 does the right work she knows how to how to build 00:06:49.769 --> 00:06:51.709 her day out so that's that's one of the ways 00:06:51.709 --> 00:06:56.110 that we go about on our side um optimizing the 00:06:56.110 --> 00:06:59.069 the use of time with our different people um 00:06:59.069 --> 00:07:01.589 my did you see that on the screen or did you 00:07:01.589 --> 00:07:03.430 see cynthia's screen while i was talking i saw 00:07:03.430 --> 00:07:05.970 cindy's screen i wasn't sure if you were sharing 00:07:05.970 --> 00:07:09.209 that oh so there's one of my mistakes for the 00:07:09.209 --> 00:07:13.439 day um And we're building the new show and logos. 00:07:13.779 --> 00:07:17.459 Carly's getting through it. And I texted Cynthia 00:07:17.459 --> 00:07:20.699 like, hey, where are you? And now I overlapped 00:07:20.699 --> 00:07:23.399 on it. So those of you watching, just do your 00:07:23.399 --> 00:07:25.100 best. Do the best you can. If you make mistakes, 00:07:25.319 --> 00:07:29.079 it's okay. But I want to get your feedback on 00:07:29.079 --> 00:07:31.920 that. So I'm going to drive right back in just 00:07:31.920 --> 00:07:33.899 a tiny bit. I already said it all. You guys go 00:07:33.899 --> 00:07:36.839 back and listen. But it's pretty easy to see. 00:07:38.000 --> 00:07:41.399 assignments, supervisors, direct reports, trainees, 00:07:41.639 --> 00:07:44.100 and then timeline. The supervisor is only there 00:07:44.100 --> 00:07:46.339 if they're needed. The direct report is only 00:07:46.339 --> 00:07:48.319 there to help the trainee get started on the 00:07:48.319 --> 00:07:50.699 process. And the trainee's job is to help make 00:07:50.699 --> 00:07:52.360 sure that the procedure, resource, and template 00:07:52.360 --> 00:07:55.060 unfolds. And if they get in the challenges, turn 00:07:55.060 --> 00:07:58.379 for help. Once those are done, they can then 00:07:58.379 --> 00:08:00.560 be assigned to a sheet like this. And this is 00:08:00.560 --> 00:08:02.480 what I was referring to in Maria Victoria's days, 00:08:02.540 --> 00:08:05.509 where They're supposed to go column to column 00:08:05.509 --> 00:08:07.750 and have their columns organized for themselves, 00:08:07.870 --> 00:08:10.189 by themselves, based on their priorities with 00:08:10.189 --> 00:08:12.769 an emphasis on personal development and career 00:08:12.769 --> 00:08:15.290 growth. And so we want to make sure they do that 00:08:15.290 --> 00:08:17.589 first. But if I've come in or somebody else has 00:08:17.589 --> 00:08:21.170 come in to challenge that and we see a trend 00:08:21.170 --> 00:08:23.129 where they're not getting those things done, 00:08:23.310 --> 00:08:25.790 then it's time for us to look at balance and 00:08:25.790 --> 00:08:28.529 say, are we being fair to our team member? And 00:08:28.529 --> 00:08:32.509 if they're skipping things, why are they? Priority 00:08:32.509 --> 00:08:36.090 is not in order. And then over here for client 00:08:36.090 --> 00:08:38.830 type of management, they don't need to touch 00:08:38.830 --> 00:08:40.929 every client every single day. In her case, she's 00:08:40.929 --> 00:08:43.789 a COO. She's got a lot of stuff going on, but 00:08:43.789 --> 00:08:46.990 we can see a track record across all of our team 00:08:46.990 --> 00:08:50.389 members. Who's doing what? What do they need 00:08:50.389 --> 00:08:52.870 help on? If it's yellow, that means it's kind 00:08:52.870 --> 00:08:54.549 of easy to train somebody on. If it's green, 00:08:54.669 --> 00:08:56.350 it's super easy. It can be reassigned to another 00:08:56.350 --> 00:08:58.789 team member. If it's red, that means that they 00:08:58.789 --> 00:09:00.169 still have to figure out their own procedures, 00:09:00.269 --> 00:09:03.649 resources, and templates for it. Or we have struggles 00:09:03.649 --> 00:09:05.490 there. So that's one of the ways we go about 00:09:05.490 --> 00:09:09.429 project management. Anything you'd improve about 00:09:09.429 --> 00:09:12.070 that? Or like, Jackson, this is chaos. You should 00:09:12.070 --> 00:09:14.190 change that. I'd be happy to hear your thoughts. 00:09:14.250 --> 00:09:17.049 How are you guys going about similar execution 00:09:17.049 --> 00:09:21.009 and delegation? Yeah. I think the most important 00:09:21.009 --> 00:09:23.149 thing, like the point that you're driving across 00:09:23.149 --> 00:09:27.509 here is that if you're not organizing this and 00:09:27.509 --> 00:09:29.509 separating it and writing it down in some way, 00:09:29.570 --> 00:09:32.870 shape or form, it does become chaos because usually 00:09:32.870 --> 00:09:35.049 one person or a couple of people wind up being 00:09:35.049 --> 00:09:37.289 overly responsible for too many things and things 00:09:37.289 --> 00:09:39.210 fall in the cracks and someone's going to get 00:09:39.210 --> 00:09:40.529 stressed out and someone's going to be frustrated 00:09:40.529 --> 00:09:42.870 and upset. And it's just, it's chaos. And so 00:09:42.870 --> 00:09:45.090 it's like you said, like, you're like, I don't 00:09:45.090 --> 00:09:47.549 like Asana. I don't love Asana either. We all 00:09:47.549 --> 00:09:50.549 have things we love. I like it better than all 00:09:50.549 --> 00:09:52.370 the other programs. I have to say that I cashed 00:09:52.370 --> 00:09:54.210 in my favorite one because I think about it, 00:09:54.250 --> 00:09:57.509 but I don't like the system. I know there's so 00:09:57.509 --> 00:09:59.570 many different programs. Usually I check in to 00:09:59.570 --> 00:10:01.230 see like if a client likes something already 00:10:01.230 --> 00:10:03.409 and I'm like, what do you use now? Do you love 00:10:03.409 --> 00:10:05.409 it? Like, let's check in there. Usually they 00:10:05.409 --> 00:10:07.190 have something that they're enjoying or already 00:10:07.190 --> 00:10:09.250 incorporated. So I'm not really fussed about 00:10:09.250 --> 00:10:11.730 using whatever they have, but I'm like, but now 00:10:11.730 --> 00:10:13.929 let's figure out how to organize this in your 00:10:13.929 --> 00:10:16.899 system. I tend to lead the witness more. I tend 00:10:16.899 --> 00:10:19.620 to be like, so you have a project management 00:10:19.620 --> 00:10:23.960 system and do you hate it as much as I did? Like, 00:10:23.980 --> 00:10:27.200 I don't want to check in on that. If you hate 00:10:27.200 --> 00:10:30.759 it, like, let's change it. Yeah. But yeah, the 00:10:30.759 --> 00:10:33.279 delegation component is really key. And mainly, 00:10:33.340 --> 00:10:35.000 like, I'll just be working with the leadership 00:10:35.000 --> 00:10:37.240 team. So usually if I'm working with a CEO one 00:10:37.240 --> 00:10:39.580 on one, like the owner and the founder and stuff, 00:10:39.659 --> 00:10:42.179 we'll do that on a one on one basis. And I'll 00:10:42.179 --> 00:10:44.259 kind of guide them through that. Because I find 00:10:44.259 --> 00:10:46.580 often like sometimes CEOs are just involved in 00:10:46.580 --> 00:10:48.220 things they don't need to be involved in. I had 00:10:48.220 --> 00:10:50.919 one CEO I was working with. He was really stressed 00:10:50.919 --> 00:10:52.500 out and I was like, what's going on? Like, you 00:10:52.500 --> 00:10:54.919 seem like way off today. Only to find out that 00:10:54.919 --> 00:10:57.720 they're doing like a task that like human resources 00:10:57.720 --> 00:11:00.279 should do. Like they're trying to dissolve a 00:11:00.279 --> 00:11:04.019 fight between two. you know, lower level employees. 00:11:04.179 --> 00:11:07.320 I was like, what are you doing? And apparently 00:11:07.320 --> 00:11:09.139 I'd been going on for like a few months and I 00:11:09.139 --> 00:11:10.960 was like, what are you doing? Okay. Let's like, 00:11:11.059 --> 00:11:12.919 and he has a whole HR team, by the way. Were 00:11:12.919 --> 00:11:15.759 you watching me a few weeks ago? No, I wasn't. 00:11:15.860 --> 00:11:18.159 And I was like, what are you doing? You're not 00:11:18.159 --> 00:11:21.820 talking about me, are you? No. Yeah. Am I being, 00:11:21.860 --> 00:11:24.440 if I am, stop doing what you're doing. Let your 00:11:24.440 --> 00:11:27.179 team do their job. Let your team do their job. 00:11:27.879 --> 00:11:30.120 So yeah. Making sure that we're passing off the 00:11:30.120 --> 00:11:32.740 responsibility. the important thing with the 00:11:32.740 --> 00:11:35.059 CEO is there's usually something that's very 00:11:35.059 --> 00:11:36.720 important to the CEO and something that they 00:11:36.720 --> 00:11:39.179 love to do within the company and something that 00:11:39.179 --> 00:11:41.700 is the driver of the company and we want to make 00:11:41.700 --> 00:11:43.700 sure that they're focused on those things with 00:11:43.700 --> 00:11:45.899 the leadership team we kind of do it more so 00:11:45.899 --> 00:11:48.259 in a group so what we'll do is we'll go through 00:11:48.259 --> 00:11:51.799 all of the top positions within a company and 00:11:51.799 --> 00:11:54.360 like the top roles in a sense and it's going 00:11:54.360 --> 00:11:56.700 to be a little bit different for different companies 00:11:56.700 --> 00:11:58.720 like some companies might have more of a focus 00:11:58.720 --> 00:12:01.220 on marketing than other companies You know, some 00:12:01.220 --> 00:12:03.299 companies are going to have a restaurant might 00:12:03.299 --> 00:12:06.879 have different titles and jobs than my. Yeah, 00:12:06.879 --> 00:12:10.460 well, totally like a restaurant might not have 00:12:10.460 --> 00:12:12.919 like an A .I. department. Right. We're now we 00:12:12.919 --> 00:12:15.740 have like these larger corporations like an Amazon's 00:12:15.740 --> 00:12:17.860 probably like building an A .I. department. You 00:12:17.860 --> 00:12:20.019 know, it's like Google has an A .I. department. 00:12:20.220 --> 00:12:24.440 As a young executive, I had the bright idea I 00:12:24.440 --> 00:12:26.919 was going to I was going to create the universal 00:12:26.919 --> 00:12:29.779 org chart. Yeah, I thought I was like the most 00:12:29.779 --> 00:12:31.320 brilliant thing in the world. Right. And so I 00:12:31.320 --> 00:12:33.519 start working on this thing for my very narrow 00:12:33.519 --> 00:12:36.240 mindset. And that's when I realized I was like, 00:12:36.299 --> 00:12:40.100 oh, crap. Everybody like restaurants have chefs, 00:12:40.279 --> 00:12:43.740 hotels have bellhops and receptions like you 00:12:43.740 --> 00:12:47.000 can't do it. I was like, oh, my idea and concept 00:12:47.000 --> 00:12:50.860 was so naive. uh yeah compared to what is uh 00:12:50.860 --> 00:12:53.679 is done so yeah big big shout out to you and 00:12:53.679 --> 00:12:56.279 um i'll give rocket fuel some credit too that 00:12:56.279 --> 00:12:58.500 they definitely helped me on on figuring some 00:12:58.500 --> 00:13:01.600 of that out thanks to the email as well for for 00:13:01.600 --> 00:13:03.580 helping on the process like it's it's such a 00:13:03.580 --> 00:13:08.600 hard reality to grasp and then to feel empowered 00:13:08.600 --> 00:13:11.679 to go through that's a really easy component 00:13:11.679 --> 00:13:14.960 of like driving uh inferiority complex or like 00:13:14.960 --> 00:13:18.299 that what's that called the easier one the imposter 00:13:18.299 --> 00:13:22.700 syndrome right and it's so having somebody like 00:13:22.700 --> 00:13:25.100 you there who's kind of does that on a regular 00:13:25.100 --> 00:13:28.419 basis or is like very in tune with let's simplify 00:13:28.419 --> 00:13:31.080 this i'm so glad you talked about it because 00:13:31.080 --> 00:13:33.759 i it's almost always it is i can i go to any 00:13:33.759 --> 00:13:36.539 company and it's almost always a disaster the 00:13:36.539 --> 00:13:38.799 the org chart and how they're going about it 00:13:38.799 --> 00:13:40.620 and there's an internal conflict that is just 00:13:40.620 --> 00:13:42.840 like we got to stop we got to stop the civil 00:13:42.840 --> 00:13:46.279 war before we can move everything forward so 00:13:46.879 --> 00:13:48.840 yeah let's go let's go further down that rabbit 00:13:48.840 --> 00:13:51.600 hole yeah no it's totally true and then once 00:13:51.600 --> 00:13:53.820 you dive in there uh you know people it's funny 00:13:53.820 --> 00:13:56.340 because people are sometimes resistant to putting 00:13:56.340 --> 00:13:57.980 stuff like this in the place because it takes 00:13:57.980 --> 00:14:00.360 a lot of time and energy however it's like when 00:14:00.360 --> 00:14:02.919 you start to put the comparison of how much time 00:14:02.919 --> 00:14:05.580 and energy you're taking like from the stress 00:14:05.580 --> 00:14:08.179 and the chaos and then you match it up with oh 00:14:08.179 --> 00:14:10.720 i'll make you spend just as much time and energy 00:14:10.720 --> 00:14:13.600 organizing it and structuring it but you're not 00:14:13.600 --> 00:14:15.840 gonna feel as stressed out and you're not gonna 00:14:15.840 --> 00:14:18.399 be as frustrated and it's like yeah let's do 00:14:18.399 --> 00:14:21.700 it okay so yeah it's a it's a cool dynamic and 00:14:21.700 --> 00:14:23.539 it's like so it's figuring out the roles within 00:14:23.539 --> 00:14:25.419 your company that are most important and you 00:14:25.419 --> 00:14:27.039 know red bull is another fun example because 00:14:27.039 --> 00:14:29.059 if we look at them they have their sports and 00:14:29.059 --> 00:14:30.919 their teams and stuff i'm like i don't have that 00:14:30.919 --> 00:14:33.220 in my company that's not going to be like a specific 00:14:33.220 --> 00:14:35.799 role in my company right so really getting clear 00:14:35.799 --> 00:14:37.700 on what are the most important roles in your 00:14:37.700 --> 00:14:41.029 company and then figuring out like We look at 00:14:41.029 --> 00:14:43.570 what the metrics are for those roles as well. 00:14:43.750 --> 00:14:46.090 And it's like, what do we expect each of those 00:14:46.090 --> 00:14:48.309 roles to achieve, right? Like what are the top 00:14:48.309 --> 00:14:50.490 metrics? There's usually like a top three to 00:14:50.490 --> 00:14:52.850 five priorities in each of those metrics and 00:14:52.850 --> 00:14:55.429 roles and who's in charge of them. And this is 00:14:55.429 --> 00:14:57.370 interesting because we don't want multiple people 00:14:57.370 --> 00:15:00.190 in charge of one section. This is where we start 00:15:00.190 --> 00:15:02.210 to see why the chaos happens. Like you might 00:15:02.210 --> 00:15:05.269 see the CEO in charge of his role, right? But 00:15:05.269 --> 00:15:07.870 then all of a sudden, like the CEO is also involved 00:15:07.870 --> 00:15:10.129 in a CFO role and the marketing role. and all 00:15:10.129 --> 00:15:11.789 this role and you've got the ceo in six different 00:15:11.789 --> 00:15:14.809 places and you're like that's not working right 00:15:14.809 --> 00:15:17.389 and then on that role all of a sudden it's like 00:15:17.389 --> 00:15:19.110 the marketing person is like how did you not 00:15:19.110 --> 00:15:21.110 even make it on the sheet what are they making 00:15:21.110 --> 00:15:24.190 you do what are they making you do all day and 00:15:24.190 --> 00:15:25.750 you look at it you're like okay this is wild 00:15:25.750 --> 00:15:28.509 and so you start to separate the positions so 00:15:28.509 --> 00:15:30.750 that one person is in charge of that role and 00:15:30.750 --> 00:15:33.029 one person is in charge of actually fulfilling 00:15:33.029 --> 00:15:35.850 those metrics and then they're responsible for 00:15:35.850 --> 00:15:37.809 taking that down to their team whatever size 00:15:37.809 --> 00:15:39.779 that is and then that team takes it down to that 00:15:39.779 --> 00:15:42.179 team and that team. And all of a sudden, all 00:15:42.179 --> 00:15:45.360 the little priorities, you know, start to fizzle 00:15:45.360 --> 00:15:48.259 down into little bite -sized pieces. And then 00:15:48.259 --> 00:15:51.320 we have them keep track of that on a daily, weekly, 00:15:51.399 --> 00:15:54.169 monthly basis. And so it's really fun. They're 00:15:54.169 --> 00:15:56.450 doing like meeting rhythms. So every day we have 00:15:56.450 --> 00:15:58.529 like a set way for them to do meetings where 00:15:58.529 --> 00:16:00.929 we're only doing 15 minutes. It's very focused 00:16:00.929 --> 00:16:03.809 and it's just focused on, you know, your quarterly 00:16:03.809 --> 00:16:06.529 metrics for those 15 minutes. And we check in 00:16:06.529 --> 00:16:09.230 to see in that 15 minutes is like, how is the 00:16:09.230 --> 00:16:11.730 team doing? Are they stuck anywhere? You know, 00:16:11.730 --> 00:16:13.610 are they needing help anywhere? Are they moving 00:16:13.610 --> 00:16:15.929 forward? Right. And also a chance to connect. 00:16:16.049 --> 00:16:17.789 So we get a little bit of rapport in there too, 00:16:17.870 --> 00:16:20.289 but short and sweet because we know meetings 00:16:20.289 --> 00:16:22.330 can suck and we don't want to sit there for an 00:16:22.330 --> 00:16:25.549 hour talking about crap. And yeah, we do. Yeah. 00:16:25.629 --> 00:16:27.909 Right. Like, you know, it's true. And they can 00:16:27.909 --> 00:16:30.149 talk like there's there's ways that there's ways 00:16:30.149 --> 00:16:32.990 to combat it. And there's definitely time and 00:16:32.990 --> 00:16:34.909 need for for larger strategic conversations. 00:16:34.970 --> 00:16:37.230 But a lot of times we do end up pigeonholed into 00:16:37.230 --> 00:16:38.990 a meeting that we're not supposed to be in. And 00:16:38.990 --> 00:16:42.289 this mouse pad right here, this book, The Effective 00:16:42.289 --> 00:16:45.269 Executive, is one of my favorites for understanding 00:16:45.269 --> 00:16:48.190 efficient meetings and and getting people to 00:16:48.190 --> 00:16:50.429 realize they're invited, but they're optional. 00:16:50.940 --> 00:16:53.200 and encouraging the optional nature of like, 00:16:53.259 --> 00:16:56.519 go away, go work. We love you and we'll give 00:16:56.519 --> 00:16:58.720 you a report, but you don't have to be here for 00:16:58.720 --> 00:17:00.179 that. I don't have to be here for certain meetings, 00:17:00.320 --> 00:17:02.299 right? Those are super important dynamics. I 00:17:02.299 --> 00:17:05.460 love how you talked about that 15 minute dynamic 00:17:05.460 --> 00:17:08.640 too. And I love that you talked about one of 00:17:08.640 --> 00:17:13.000 the realities that... It's so important to, it 00:17:13.000 --> 00:17:15.039 depends on the level of the business. Some of 00:17:15.039 --> 00:17:16.420 you might have left or freaking out right now. 00:17:16.500 --> 00:17:19.359 Like I don't have a COO and a CMO and a CFO and 00:17:19.359 --> 00:17:21.680 a CTO and a COO and I want to cry now. Like, 00:17:21.700 --> 00:17:24.059 and I get that. I've been there. You know, I 00:17:24.059 --> 00:17:28.660 am the CEO. I am the CMO. Marie Victoria is in 00:17:28.660 --> 00:17:31.200 large part COO, but we do kind of share that 00:17:31.200 --> 00:17:34.140 role. Her in Spanish, me in English. So we've 00:17:34.140 --> 00:17:36.539 got different divisions on that for accountability 00:17:36.539 --> 00:17:40.220 purposes. And the CTO role is like, it's kind 00:17:40.220 --> 00:17:45.359 of filled, but not really. And so how do we dedicate 00:17:45.359 --> 00:17:48.079 ourselves to it? We're not as disciplined to 00:17:48.079 --> 00:17:50.880 the daily aspect, but you're calling me out on 00:17:50.880 --> 00:17:53.220 the things that are important for us to be able 00:17:53.220 --> 00:17:55.900 to take things to the next level. I'll do a quick 00:17:55.900 --> 00:17:59.880 reveal. This is one of our past org boards. And 00:17:59.880 --> 00:18:02.519 I'm actually not sure which our current org board 00:18:02.519 --> 00:18:04.980 is, but I know it's not this one because we got 00:18:04.980 --> 00:18:07.299 people still on here and a lot of people missing. 00:18:07.319 --> 00:18:09.180 We've got almost 30 people on our team now. So 00:18:09.180 --> 00:18:11.680 this is the one I like to reference when I'm 00:18:11.680 --> 00:18:14.519 playing with presentations. But the one that. 00:18:15.049 --> 00:18:17.250 The team actively builds around. I don't remember 00:18:17.250 --> 00:18:20.789 where it's at. And so you'll see my picture is 00:18:20.789 --> 00:18:23.049 on here for these different roles. And if my 00:18:23.049 --> 00:18:25.630 picture is there, I am the point that rocket 00:18:25.630 --> 00:18:28.589 fuel makes is I am fireable from all these positions 00:18:28.589 --> 00:18:31.569 and I should be held accountable to be able to 00:18:31.569 --> 00:18:33.549 complete them. And if we, the moment we have 00:18:33.549 --> 00:18:37.049 a better CEO come in, Oh my gosh, please. You 00:18:37.049 --> 00:18:40.069 know, like I will be so excited to move out of 00:18:40.069 --> 00:18:42.549 that role and move on to the roles where I'm 00:18:42.549 --> 00:18:45.839 truly needed. And right now. That's kind of where 00:18:45.839 --> 00:18:48.180 I'm truly needed for first -class business and 00:18:48.180 --> 00:18:50.220 for the brand. And I'm also one of the podcast 00:18:50.220 --> 00:18:53.359 hosts of Vision Pros Live. I've moved quite far 00:18:53.359 --> 00:18:56.000 away from Vision Pros Live now. We still have 00:18:56.000 --> 00:18:58.220 other people that host the show. We'll grow it. 00:18:58.460 --> 00:19:02.299 But my call is to be on this show. This is my 00:19:02.299 --> 00:19:04.440 environment, my MO. I need to be able to have 00:19:04.440 --> 00:19:07.210 difficult conversations with people. and vision 00:19:07.210 --> 00:19:09.769 pros is designed for starting out visionaries 00:19:09.769 --> 00:19:12.250 and they don't necessarily want to talk about 00:19:12.250 --> 00:19:15.349 the scary stuff and the hard stuff and the like 00:19:15.349 --> 00:19:17.250 how did you actually accomplish what they don't 00:19:17.250 --> 00:19:21.710 know yet um and so i was i was realizing that 00:19:21.710 --> 00:19:24.009 no when i'm over there i need to come in with 00:19:24.009 --> 00:19:26.450 a different type of energy and accepting uh this 00:19:26.450 --> 00:19:29.130 acceptedness and like openness for people over 00:19:29.130 --> 00:19:32.609 here i get to play with people who are ready 00:19:32.609 --> 00:19:35.779 to go for my energy of like high high execution 00:19:35.779 --> 00:19:38.700 you know let's get after it let's really dive 00:19:38.700 --> 00:19:40.839 into what matters and again that's that's why 00:19:40.839 --> 00:19:45.180 i brought you over here so any any uh any optimizations 00:19:45.180 --> 00:19:50.380 that you recommend or things spark that based 00:19:50.380 --> 00:19:54.140 on what you've seen us doing that maybe don't 00:19:54.140 --> 00:19:55.779 even have anything to do with org boards but 00:19:55.779 --> 00:19:58.200 what else would you say jackson i can predict 00:19:58.200 --> 00:20:01.410 this based on where you're at yeah Yeah, definitely. 00:20:01.569 --> 00:20:04.049 And it's, it's making sure I would say the metrics, 00:20:04.250 --> 00:20:06.410 right? Like holding people accountable for very 00:20:06.410 --> 00:20:09.890 specific metrics and the goals, like whatever. 00:20:09.950 --> 00:20:11.869 And you sound like you've got the goals. Let 00:20:11.869 --> 00:20:14.230 me challenge that one. Let me challenge it. I 00:20:14.230 --> 00:20:16.750 want to present the, I'm going to present the 00:20:16.750 --> 00:20:19.390 hidden objectives, objections that people don't 00:20:19.390 --> 00:20:24.150 share. We, we literally were just, we always 00:20:24.150 --> 00:20:25.690 are doing this. We're startup for heaven's sake. 00:20:25.809 --> 00:20:27.750 So we're always establishing the metrics. So 00:20:27.750 --> 00:20:30.680 we got a new Facebook ads campaign. And the Facebook 00:20:30.680 --> 00:20:33.279 campaign, before we launch it, we do establish 00:20:33.279 --> 00:20:35.500 industry benchmark metrics. We figure out what 00:20:35.500 --> 00:20:38.000 those are. And then we assume we're not as great 00:20:38.000 --> 00:20:39.519 as the average in the industry because we're 00:20:39.519 --> 00:20:42.039 new. Let's not be pretentious here. Let's not 00:20:42.039 --> 00:20:43.900 go for the top. Let's make sure we get there 00:20:43.900 --> 00:20:46.500 first. And those become the metrics. So we set 00:20:46.500 --> 00:20:49.220 basic metrics underneath those standards. And 00:20:49.220 --> 00:20:52.500 in this case, our metric for our cost per view, 00:20:52.640 --> 00:20:56.720 we set at three to four cents. And that would 00:20:56.720 --> 00:20:59.369 mean our... our cost per, I'm not going to show 00:20:59.369 --> 00:21:02.529 the screen. It'll take time. But our cost per 00:21:02.529 --> 00:21:06.869 click is set around four to $8 somewhere, somewhere 00:21:06.869 --> 00:21:09.349 between there. Well, we lost the ads and our 00:21:09.349 --> 00:21:11.690 cost per view did not turn out as a three to 00:21:11.690 --> 00:21:14.490 4 cent cost per view because we were dedicated 00:21:14.490 --> 00:21:17.069 to the process of the principles and the building 00:21:17.069 --> 00:21:20.650 and the, the nature of, of, of what drives an 00:21:20.650 --> 00:21:23.190 irresistible, irresistible offer. We got a 0 00:21:23.190 --> 00:21:30.400 .00000. seven cent, like a seventh thousandth 00:21:30.400 --> 00:21:32.900 of a cent cost per click on that. And we ended 00:21:32.900 --> 00:21:35.180 up, I'm sorry, cost per view on that. We ended 00:21:35.180 --> 00:21:39.039 up getting a one cent cost per click, which I 00:21:39.039 --> 00:21:41.599 have never even seen a case study for that before. 00:21:41.900 --> 00:21:44.880 And the other scenario that I want to bring up 00:21:44.880 --> 00:21:47.640 though, is we just assigned somebody the role 00:21:47.640 --> 00:21:52.059 of director of community development. Cause now 00:21:52.059 --> 00:21:53.720 we're starting to move forward with not just 00:21:53.720 --> 00:21:56.140 a podcast, but a community. And I was going to 00:21:56.140 --> 00:21:59.640 put metrics in place, but I realized I don't, 00:21:59.640 --> 00:22:02.680 I don't want her to be numbers driven yet. I 00:22:02.680 --> 00:22:04.680 want the community to be based on let's make 00:22:04.680 --> 00:22:08.279 sure that the we're focused on the standards 00:22:08.279 --> 00:22:12.259 of values and let's learn about other metrics 00:22:12.259 --> 00:22:14.299 that exist out there. Thanks to chat GPT and 00:22:14.299 --> 00:22:16.279 things like that. And then we can start working 00:22:16.279 --> 00:22:18.140 towards establishing those metrics together, 00:22:18.200 --> 00:22:21.319 but we also need to see. And so I said, well, 00:22:21.819 --> 00:22:24.680 What if 10 people join the first week and 20 00:22:24.680 --> 00:22:27.160 people join the second week and three people 00:22:27.160 --> 00:22:28.759 join the next week? It's going to take a little 00:22:28.759 --> 00:22:31.740 bit to figure out what the routine is. And I 00:22:31.740 --> 00:22:33.420 don't want to get this community development 00:22:33.420 --> 00:22:36.980 specialist addicted to focus on crushing those 00:22:36.980 --> 00:22:40.160 numbers. Because I want her focus to be on the 00:22:40.160 --> 00:22:42.819 value of the community itself and making sure 00:22:42.819 --> 00:22:45.619 that the community is winning. So help me understand, 00:22:45.799 --> 00:22:48.819 like, how do you rationalize those two things? 00:22:49.059 --> 00:22:50.920 Yeah. So that's your KPI. It's making sure you 00:22:50.920 --> 00:22:53.079 have the right KPI. Because what you specifically 00:22:53.079 --> 00:22:55.059 said that last piece is you want her to focus 00:22:55.059 --> 00:22:57.619 on the value of the community and the value that 00:22:57.619 --> 00:23:00.539 the community is getting. So what is the metric 00:23:00.539 --> 00:23:04.960 to measure what? the community is getting? How 00:23:04.960 --> 00:23:07.519 do you measure what value the community is getting? 00:23:07.559 --> 00:23:09.000 Because that's what's truly important to you. 00:23:09.140 --> 00:23:11.299 When we think about metrics, we can get really 00:23:11.299 --> 00:23:14.160 stuck in financial metrics, but the truth is, 00:23:14.160 --> 00:23:17.500 it's exactly what you want to measure. And if 00:23:17.500 --> 00:23:19.799 your goal is the value that people are getting, 00:23:20.000 --> 00:23:22.619 how do you measure that? Is there questionnaires 00:23:22.619 --> 00:23:24.519 that you can do? And then all of a sudden, that's 00:23:24.519 --> 00:23:26.759 the metric that that person is focused on. They're 00:23:26.759 --> 00:23:29.000 not focused on the numbers. The financial person 00:23:29.000 --> 00:23:31.630 - I did not learn that until this week. I'm so 00:23:31.630 --> 00:23:34.130 glad you're here, technology. It's like, yes, 00:23:34.309 --> 00:23:37.869 now I can say, well, Carly said so. So if Carly 00:23:37.869 --> 00:23:42.130 said so, then I can do this. Yeah, and it's amazing. 00:23:42.470 --> 00:23:44.529 I'm going to show it. Let me know. What do you 00:23:44.529 --> 00:23:48.670 feel about these metrics? So here we've got the 00:23:48.670 --> 00:23:50.630 procedure development, right, for the community 00:23:50.630 --> 00:23:54.230 director. And I think I said something to ChatGPT, 00:23:54.269 --> 00:23:56.190 like, hey, this person likes to have established 00:23:56.190 --> 00:23:59.160 roles. And we need to get procedures and resources 00:23:59.160 --> 00:24:01.700 in place and give them space to develop because 00:24:01.700 --> 00:24:04.500 they're great. They're strong, but they're timid. 00:24:04.940 --> 00:24:07.700 And if we don't set them up with a path for what 00:24:07.700 --> 00:24:10.640 to do week after week after day, then they're 00:24:10.640 --> 00:24:12.519 going to feel like they're not doing the right 00:24:12.519 --> 00:24:16.279 thing. And so ChachiPT just like created the 00:24:16.279 --> 00:24:18.859 plan. And I was like, OK, cool. Awesome. But 00:24:18.859 --> 00:24:21.140 here we are on the metrics. So it says confidence 00:24:21.140 --> 00:24:24.339 and welcoming and engaging new members. consistent 00:24:24.339 --> 00:24:26.680 and meaningful participation in the facebook 00:24:26.680 --> 00:24:31.240 group smooth facilitation of guest expert interactions 00:24:31.240 --> 00:24:34.299 with our community and increased member interaction 00:24:34.299 --> 00:24:38.180 and overall community vitality it feels so fluffy 00:24:38.180 --> 00:24:42.039 i would add to this like what you want your customers 00:24:42.039 --> 00:24:46.500 to experience and feel and then you start doing 00:24:46.500 --> 00:24:49.619 customer surveys to see if they're getting that 00:24:49.619 --> 00:24:53.509 result To value and feel, is that what you said? 00:24:53.630 --> 00:24:57.109 Yeah, like what experience is it? What value 00:24:57.109 --> 00:24:59.970 are they getting from it? What specific value 00:24:59.970 --> 00:25:03.410 do you want them to get? And then make sure you're 00:25:03.410 --> 00:25:05.930 doing customer, the group community, make sure 00:25:05.930 --> 00:25:08.849 you're doing questionnaires in there to ask questions 00:25:08.849 --> 00:25:11.130 to ensure that they're getting those details. 00:25:11.369 --> 00:25:14.410 That one's really important. Yeah. So it's this 00:25:14.410 --> 00:25:17.509 one because you want the value. If the community 00:25:17.509 --> 00:25:19.990 is getting the value that you want them to have, 00:25:20.190 --> 00:25:22.490 you got to ask the people. This is a community 00:25:22.490 --> 00:25:24.509 question. This is your customer question and 00:25:24.509 --> 00:25:27.369 customer surveys. Yeah. I love that. Which is 00:25:27.369 --> 00:25:29.650 so fun, by the way. It's so funny. You're amazing. 00:25:29.809 --> 00:25:31.549 Sometimes they also get things and you're like, 00:25:31.630 --> 00:25:33.769 I did not even think that they were going to 00:25:33.769 --> 00:25:37.190 get that. I'm so glad you said it. We've been 00:25:37.190 --> 00:25:39.930 the quiz funnels we've put on pause because I 00:25:39.930 --> 00:25:41.490 always I always create them and then leave them 00:25:41.490 --> 00:25:44.470 alone. And that's not what you're supposed to 00:25:44.470 --> 00:25:45.990 do with a quiz funnel. You're supposed to implement, 00:25:46.150 --> 00:25:50.529 right? The execution. So we did a superhero quiz 00:25:50.529 --> 00:25:54.190 funnel that will eventually be launching. I designed 00:25:54.190 --> 00:25:58.589 this years ago with Zach Gagnon. He helps us 00:25:58.589 --> 00:26:00.990 with our build outs. He's a guy that comes in 00:26:00.990 --> 00:26:02.670 and saves things last minute when we need it. 00:26:03.210 --> 00:26:07.190 But this process for this quiz will be able to 00:26:07.190 --> 00:26:10.009 like, are you a villain or a hero as an entrepreneur? 00:26:10.770 --> 00:26:13.109 And then it finds you based on the categories, 00:26:13.130 --> 00:26:14.970 like which superhero are you, right? We're going 00:26:14.970 --> 00:26:16.470 to go a little bit viral with this since we launched 00:26:16.470 --> 00:26:19.930 it. But our content strategist, I've told her 00:26:19.930 --> 00:26:22.269 about it. And so she might be picking the torch 00:26:22.269 --> 00:26:25.230 up on this and finally implementing it. But entrepreneurs, 00:26:25.410 --> 00:26:27.950 if you're stuck in these battles and boats, don't 00:26:27.950 --> 00:26:30.250 feel like you're alone. You know, it does take 00:26:30.250 --> 00:26:32.029 a process to pull it together. But there was 00:26:32.029 --> 00:26:35.630 one other thing I wanted to grab here. Oh, I 00:26:35.630 --> 00:26:37.910 opened it. And this is our Spanish quiz. So we 00:26:37.910 --> 00:26:40.380 just launched. ads for our Spanish community 00:26:40.380 --> 00:26:43.259 to find people who are looking for work. And 00:26:43.259 --> 00:26:47.740 all I did was ask ChatGPT, here we go. If I were 00:26:47.740 --> 00:26:50.019 to create a simple survey and quiz to attract 00:26:50.019 --> 00:26:52.519 Latinos to consider a career as a virtual assistant 00:26:52.519 --> 00:26:55.380 and launch the survey with the Facebook ad quiz 00:26:55.380 --> 00:26:59.960 stack, I made that term up, by the way, but ChatGPT 00:26:59.960 --> 00:27:02.880 gets me, you know. What question would be most 00:27:02.880 --> 00:27:06.400 relevant and attractive? I'd like your help creating 00:27:06.400 --> 00:27:08.859 this in Spanish, inviting people to want to take 00:27:08.859 --> 00:27:11.839 the quiz, building the order of questions, and 00:27:11.839 --> 00:27:14.619 the end will ultimately qualify them by saying 00:27:14.619 --> 00:27:16.240 something like, and I don't have to do anything 00:27:16.240 --> 00:27:18.839 proper either, right? I can make this awkward 00:27:18.839 --> 00:27:21.960 and chat GPT will almost get it right. So like, 00:27:22.119 --> 00:27:24.599 hey, you'd be a great candidate for virtual assistant. 00:27:24.799 --> 00:27:27.779 So maybe we ask questions about. Whether they 00:27:27.779 --> 00:27:30.779 have internet access, a computer, a laptop, experiences 00:27:30.779 --> 00:27:33.539 in Facebook, LinkedIn, etc. I don't want to influence 00:27:33.539 --> 00:27:35.279 you too much, though. Please give it your best 00:27:35.279 --> 00:27:36.720 shot. And then afterwards, I had one more thing. 00:27:36.759 --> 00:27:38.700 I said, I'd like to have two questions at the 00:27:38.700 --> 00:27:41.079 end. Why? Because I read it. I was like, oh, 00:27:41.119 --> 00:27:43.819 cool. This is perfect. But if a company was simply 00:27:43.819 --> 00:27:47.960 to pay you for, was willing to pay for you to 00:27:47.960 --> 00:27:49.940 have the equipment necessary to do this type 00:27:49.940 --> 00:27:52.259 of work on a scale of one to 10, one, not at 00:27:52.259 --> 00:27:54.700 all, 10, my dreams come true. How likely would 00:27:54.700 --> 00:27:56.460 you be to consider the opportunity with that 00:27:56.460 --> 00:27:59.009 company? Same thing if you if a company was willing 00:27:59.009 --> 00:28:01.230 to train you to be a podcast host and pay for 00:28:01.230 --> 00:28:02.690 the microphone and camera on a scale of one to 00:28:02.690 --> 00:28:05.450 10, how likely would you be to consider the opportunity? 00:28:05.529 --> 00:28:08.049 And then ChatGPT gave me like everything I need 00:28:08.049 --> 00:28:10.769 for a great quiz. So the reason why I'm mentioning 00:28:10.769 --> 00:28:12.789 that is because you talked about these community 00:28:12.789 --> 00:28:17.529 surveys. Right. And making sure that we are listening 00:28:17.529 --> 00:28:21.170 and hearing people from the get go that that 00:28:21.170 --> 00:28:24.920 I did that today. um right so you're right on 00:28:24.920 --> 00:28:30.539 the same vibe and um element that that i've been 00:28:30.539 --> 00:28:34.799 working on what i've struggled with is uh in 00:28:34.799 --> 00:28:38.099 the past i've built communities that were ghost 00:28:38.099 --> 00:28:40.660 towns right i'm not great at running community 00:28:40.660 --> 00:28:43.019 and and perhaps it's because i'm spread too thin 00:28:43.019 --> 00:28:46.859 right and i was spread too thin now we're moving 00:28:46.859 --> 00:28:48.759 back towards it because we've got more team members 00:28:48.759 --> 00:28:54.220 involved but what are some things I want to make 00:28:54.220 --> 00:28:57.079 sure the community is not a distraction for entrepreneurs. 00:28:57.740 --> 00:29:01.559 My market is not, hey, let's do a book club and 00:29:01.559 --> 00:29:04.380 dedicate your time to this book club. It's the 00:29:04.380 --> 00:29:07.380 communities that I'm running or want to run are 00:29:07.380 --> 00:29:10.019 for people that I want to be able to come into 00:29:10.019 --> 00:29:12.319 our community, get the value what they need and 00:29:12.319 --> 00:29:14.599 go out. I don't want them to be stuck here posting 00:29:14.599 --> 00:29:18.819 their seventh photo of the day. Again, how do 00:29:18.819 --> 00:29:21.789 you balance that? Any ideas and thoughts? Yeah. 00:29:21.869 --> 00:29:24.430 So this is also unique to each individual. Like 00:29:24.430 --> 00:29:26.869 it sounds like for you, the community is not 00:29:26.869 --> 00:29:29.109 your favorite thing to do. So having someone 00:29:29.109 --> 00:29:31.890 run it is wisdom and delegating it to someone 00:29:31.890 --> 00:29:34.109 who loves it is wisdom. It's funny. I was just 00:29:34.109 --> 00:29:36.950 working with someone else who running communities 00:29:36.950 --> 00:29:39.740 is like. It's just their thing, like period. 00:29:40.059 --> 00:29:42.480 And so when I talk to them, it would be crazy 00:29:42.480 --> 00:29:44.640 for them to delegate that part of the position. 00:29:45.119 --> 00:29:47.599 They'll delegate potentially other parts that 00:29:47.599 --> 00:29:50.079 maybe you're not, or you're really inspired by, 00:29:50.119 --> 00:29:52.400 right? And so it's really making sure. Just put 00:29:52.400 --> 00:29:53.859 me, let me play the guitar in the community, 00:29:53.940 --> 00:29:55.759 you know? Totally, you're like, I'll just do 00:29:55.759 --> 00:29:59.200 that. Yeah, where she just wants to run it. Like 00:29:59.200 --> 00:30:01.180 that's like her thing. And so it's making sure 00:30:01.180 --> 00:30:02.720 if it's your thing, like that's something that 00:30:02.720 --> 00:30:04.920 you can definitely put yourself in the role of, 00:30:04.940 --> 00:30:06.559 but it's not your thing, then it's delegating 00:30:06.559 --> 00:30:09.380 wisely and making. sure again not only you're 00:30:09.380 --> 00:30:11.099 holding yourself accountable for these metrics 00:30:11.099 --> 00:30:13.460 of like what exactly do you want to achieve from 00:30:13.460 --> 00:30:15.500 it but you're also holding other people accountable 00:30:15.500 --> 00:30:18.259 as well um and this is a funny metric by the 00:30:18.259 --> 00:30:20.220 way this one i learned because when we think 00:30:20.220 --> 00:30:22.220 about metrics just to get people out of their 00:30:22.220 --> 00:30:24.440 heads and another cool example of like how metrics 00:30:24.440 --> 00:30:28.579 can go or like in weird ways um walmart wants 00:30:28.579 --> 00:30:32.059 to offer the lowest prices right and so you would 00:30:32.059 --> 00:30:34.299 think maybe that metric would be something financial, 00:30:34.420 --> 00:30:36.460 right? One of the metrics that they use to make 00:30:36.460 --> 00:30:38.720 sure they're still offering the lowest prices 00:30:38.720 --> 00:30:41.420 and not overspending internally within the company 00:30:41.420 --> 00:30:44.859 is via customer complaints. If they're not receiving 00:30:44.859 --> 00:30:47.460 enough customer complaints about their store, 00:30:47.579 --> 00:30:51.539 and the main one is that They can't find stuff. 00:30:51.579 --> 00:30:53.400 There's nobody on the floor to help them find 00:30:53.400 --> 00:30:56.000 stuff. If they don't get those complaints, they 00:30:56.000 --> 00:30:58.539 know that they're overstaffed. They purposely 00:30:58.539 --> 00:31:02.240 have less staff at a Walmart specifically to 00:31:02.240 --> 00:31:04.559 make sure that their overhead is lower so you 00:31:04.559 --> 00:31:07.460 get the best prices. No joke. And so if they're 00:31:07.460 --> 00:31:08.920 not getting enough complaints, they're like, 00:31:09.000 --> 00:31:12.279 this store is overstaffed. And that's wild. That's 00:31:12.279 --> 00:31:16.480 their metric is complaints. I freaking love. 00:31:16.500 --> 00:31:19.059 It's cool. I know it gets better. I know it hurts 00:31:19.059 --> 00:31:21.799 small business. I understand. But I really, really, 00:31:21.839 --> 00:31:25.759 really like it's so easy to go. They've really 00:31:25.759 --> 00:31:28.420 it's amazing how the experience still isn't really 00:31:28.420 --> 00:31:31.859 that compromised. Yeah. Like I don't ever feel 00:31:31.859 --> 00:31:34.710 unsafe. and walmart um yeah i don't feel like 00:31:34.710 --> 00:31:36.869 i can't i feel like i can find things so that 00:31:36.869 --> 00:31:39.069 but that that that level of efficiency that is 00:31:39.069 --> 00:31:41.710 such a brilliant hack to be able to put in the 00:31:41.710 --> 00:31:44.650 place and it's to me again you can manipulate 00:31:44.650 --> 00:31:46.349 and abuse that to the point where you're providing 00:31:46.349 --> 00:31:49.049 bad service but there's a difference between 00:31:49.049 --> 00:31:52.099 biting providing bad service And feeling like 00:31:52.099 --> 00:31:54.839 everybody has to have a five star experience. 00:31:54.920 --> 00:31:56.759 And that's coming from the guy who runs first 00:31:56.759 --> 00:31:58.500 class business. Like, I don't want anybody to 00:31:58.500 --> 00:32:00.740 have a second class experience in my brand. But 00:32:00.740 --> 00:32:02.519 if somebody comes in and is like, where are the 00:32:02.519 --> 00:32:04.359 white gloves? And why are you not wearing a suit 00:32:04.359 --> 00:32:07.099 and tie? I'm like, your definition of first class 00:32:07.099 --> 00:32:09.940 is different than mine. Love you. Deloitte's 00:32:09.940 --> 00:32:14.579 that way. That's not what we do at our business. 00:32:14.859 --> 00:32:18.339 And so I'm really, really good. That's huge. 00:32:18.500 --> 00:32:20.829 Okay, I got to ask you a question. lose the time 00:32:20.829 --> 00:32:23.849 because this question huge shout out to trish 00:32:23.849 --> 00:32:27.710 she's on vision pros today and she is newer to 00:32:27.710 --> 00:32:30.069 the world of sharing visions on podcasts and 00:32:30.069 --> 00:32:32.690 it was such a beautiful episode that i'm going 00:32:32.690 --> 00:32:34.410 to again redirect all of you guys like i would 00:32:34.410 --> 00:32:36.329 highly recommend going and hearing trisha's episode 00:32:36.329 --> 00:32:39.769 in a couple weeks when it comes out um but she 00:32:39.769 --> 00:32:41.910 said jackson one of the pre -show questions that 00:32:41.910 --> 00:32:45.250 would be so cool for you to ask would be what's 00:32:45.250 --> 00:32:50.710 something that your guest wants to talk about, 00:32:50.769 --> 00:32:53.309 but they've never gotten a chance to share on 00:32:53.309 --> 00:32:59.869 stage. And I was like, that is such a core fundamental 00:32:59.869 --> 00:33:03.430 reality. How am I doing that as podcast hosts 00:33:03.430 --> 00:33:05.470 in the world more often? So whoever she learned 00:33:05.470 --> 00:33:09.230 that from, just brilliant. Carly, what ones that 00:33:09.230 --> 00:33:11.130 you don't get asked or that you would love to 00:33:11.130 --> 00:33:13.690 share with the audience? That's funny. It's probably 00:33:13.690 --> 00:33:15.549 what I'm obsessed with in day -to -day life. 00:33:15.970 --> 00:33:18.349 What I'm obsessed with is that, you know, we 00:33:18.349 --> 00:33:21.910 all have a destiny, like genuinely, and you don't 00:33:21.910 --> 00:33:24.349 really talk about it and you don't just get to 00:33:24.349 --> 00:33:26.769 share it. And when you connect with it, it's 00:33:26.769 --> 00:33:28.630 like, you know, I was just talking to someone 00:33:28.630 --> 00:33:31.829 yesterday. just they were selling me so I was 00:33:31.829 --> 00:33:33.210 looking for some services they were selling me 00:33:33.210 --> 00:33:34.430 something but they were going through like the 00:33:34.430 --> 00:33:36.990 traditional sort of sales pitch and it's really 00:33:36.990 --> 00:33:39.130 important this is I was I told my husband too 00:33:39.130 --> 00:33:41.170 I was like I really want to share this but I 00:33:41.170 --> 00:33:42.710 don't know if anyone's going to ask me the question 00:33:42.710 --> 00:33:45.069 but it's so important like for people to know 00:33:45.069 --> 00:33:47.710 so it's so funny that you said this yes but it's 00:33:47.710 --> 00:33:49.869 so funny that you're saying this right now and 00:33:49.869 --> 00:33:51.230 the experience was he's going through the sales 00:33:51.230 --> 00:33:53.369 vision at the end of it like I have the objections 00:33:53.369 --> 00:33:55.690 and stuff and then he goes through and he's like 00:33:56.140 --> 00:33:57.559 well, how are you going to achieve your dream 00:33:57.559 --> 00:33:59.759 if you don't have XYZ? And I look at it and I'm 00:33:59.759 --> 00:34:02.240 like, this is my destiny, bro. I was like, whether 00:34:02.240 --> 00:34:05.380 I hire you or not, like this is going to happen, 00:34:05.519 --> 00:34:09.039 you know? And it's crazy because I just remember 00:34:09.039 --> 00:34:14.380 before I was connected with it, I just, it was 00:34:14.380 --> 00:34:16.719 so easy for me to get on a phone with someone 00:34:16.719 --> 00:34:19.139 and for them to tell me if you don't hire me. 00:34:19.710 --> 00:34:21.409 You're not going to achieve what you want. Where 00:34:21.409 --> 00:34:23.650 now I'm like so connected to these things and 00:34:23.650 --> 00:34:26.570 I'm like, this is my destiny. Like what world 00:34:26.570 --> 00:34:28.389 do you think this isn't going to happen? Like 00:34:28.389 --> 00:34:32.000 you're obviously not my person. And so. Yeah. 00:34:32.000 --> 00:34:35.039 And the importance of, I know it's hard and I 00:34:35.039 --> 00:34:38.179 know it takes time because we clear so much noise 00:34:38.179 --> 00:34:40.820 in our head and we clear so many different things 00:34:40.820 --> 00:34:43.539 and dynamics of like subordinations and what 00:34:43.539 --> 00:34:45.500 we should do and what we're supposed to do. But 00:34:45.500 --> 00:34:48.099 man, when you really connect with like that thing 00:34:48.099 --> 00:34:51.800 that you just feel like you're destined to do, 00:34:51.880 --> 00:34:55.000 like it just shapes your life in such a way. 00:34:55.019 --> 00:34:58.380 Like I can't imagine. my life not being connected 00:34:58.380 --> 00:35:00.780 with that and the experiences I get to have and 00:35:00.780 --> 00:35:02.300 just being able to look at someone and just be 00:35:02.300 --> 00:35:04.380 like no I'm gonna get it done like you're not 00:35:04.380 --> 00:35:08.460 my person and yes in what world is that not gonna 00:35:08.460 --> 00:35:11.119 happen like when he said it I was like huh like 00:35:11.119 --> 00:35:13.320 why do you think it wouldn't happen that's crazy 00:35:14.670 --> 00:35:19.570 Right. So nice. To me, I think I could be projecting 00:35:19.570 --> 00:35:22.510 here and I might be assessing wrong vision pros 00:35:22.510 --> 00:35:25.150 and wait, be your besters. I don't know what 00:35:25.150 --> 00:35:26.769 I'm gonna call you guys yet as an audience, but 00:35:26.769 --> 00:35:34.650 Carly is a reflection to me of the years of dedication 00:35:34.650 --> 00:35:37.130 of self -awareness, right? That she's put into 00:35:37.130 --> 00:35:39.489 those exercises and understanding like that it's 00:35:39.489 --> 00:35:44.039 okay. to embrace authenticity um right to embrace 00:35:44.039 --> 00:35:47.739 your as she calls it destiny um we we don't i 00:35:47.739 --> 00:35:49.619 don't like that word but i i like the concept 00:35:49.619 --> 00:35:51.500 right i like exactly everything the way that 00:35:51.500 --> 00:35:53.300 she described it so i'm like cool i can deal 00:35:53.300 --> 00:35:55.659 with destiny with the way that you see it um 00:35:55.659 --> 00:35:59.320 i i see that we i call it foreordained um and 00:35:59.320 --> 00:36:00.960 that's getting technical it's like forget the 00:36:00.960 --> 00:36:03.400 technicalities the point is yeah i was called 00:36:03.400 --> 00:36:05.880 to a very big purpose when i was like 20 years 00:36:05.880 --> 00:36:09.800 old um and it was to help latinos and and little 00:36:09.800 --> 00:36:12.659 countries and little little um towns throughout 00:36:12.659 --> 00:36:15.320 the world um by becoming a business owner and 00:36:15.320 --> 00:36:17.019 helping businesses i didn't know why i just knew 00:36:17.019 --> 00:36:20.719 i was supposed to do it um and so now i've spent 00:36:20.719 --> 00:36:24.019 the last 14 years sometimes hiding from that 00:36:24.019 --> 00:36:27.420 destiny right sometimes running from it sometimes 00:36:27.420 --> 00:36:31.159 tinkering with it um and the challenge is every 00:36:31.159 --> 00:36:34.920 time i have kind of found myself distracted by 00:36:34.920 --> 00:36:39.070 something else yeah my life does not go as well 00:36:39.070 --> 00:36:41.949 as it should. My life starts to just like rattle 00:36:41.949 --> 00:36:43.829 a little bit. It's like a little earthquake is 00:36:43.829 --> 00:36:47.150 underneath me when I'm not aligned with that 00:36:47.150 --> 00:36:50.449 purpose. Yet when I get myself back on focus 00:36:50.449 --> 00:36:52.730 with it, and as I mentioned the ads, we just 00:36:52.730 --> 00:36:56.449 prioritize launching ads for Latinos to find 00:36:56.449 --> 00:36:58.489 work when we've got a full stack of people and 00:36:58.489 --> 00:37:00.710 we don't need any more people working with us 00:37:00.710 --> 00:37:04.030 right now. And instead of preparing for like 00:37:04.030 --> 00:37:06.190 campaigns related to social media marketing world. 00:37:06.670 --> 00:37:08.809 which is coming up this weekend. I was like, 00:37:08.829 --> 00:37:11.730 no, we need to do this. You know, this is what 00:37:11.730 --> 00:37:14.070 we need to be focused. And it's, it always, when 00:37:14.070 --> 00:37:16.309 I do that, it always leads to better results. 00:37:16.869 --> 00:37:18.989 Even if somebody else comes along and says, well, 00:37:18.989 --> 00:37:22.889 Jackson, that's not aligned with the, and I'm 00:37:22.889 --> 00:37:24.389 not talking about team members, but outsiders 00:37:24.389 --> 00:37:26.469 coming along and saying like, why aren't y 'all 00:37:26.469 --> 00:37:28.210 doing this? Why should, well, y 'all should do 00:37:28.210 --> 00:37:30.349 this. You know, you have to do this. You need 00:37:30.349 --> 00:37:32.730 us. And I'm so grateful for the knowledge that 00:37:32.730 --> 00:37:36.219 no, I need God. And for me, beyond God, I don't 00:37:36.219 --> 00:37:38.139 need anything, even oxygen. If he calls me home, 00:37:38.159 --> 00:37:39.619 he calls me home. It's supposed to be better 00:37:39.619 --> 00:37:44.119 up there anyway. So that's okay. But I hope that 00:37:44.119 --> 00:37:47.179 all of you listening in focus on being your best 00:37:47.179 --> 00:37:49.280 self and that you have recognized, you've seen 00:37:49.280 --> 00:37:51.719 the opportunity to align your best self with 00:37:51.719 --> 00:37:54.559 that destiny or purpose that you're designing. 00:37:54.559 --> 00:37:56.659 Whatever you want to call it. Yeah. Whatever 00:37:56.659 --> 00:38:00.369 word's the best for you. Yeah. yeah but it's 00:38:00.369 --> 00:38:02.090 funny because it's like it's like you just said 00:38:02.090 --> 00:38:04.090 it's like the whole world comes and tells you 00:38:04.090 --> 00:38:06.369 what it's supposed to be and what it's supposed 00:38:06.369 --> 00:38:09.030 to look like and you listen and it's like so 00:38:09.030 --> 00:38:11.429 until you really tap into it you just won't start 00:38:11.429 --> 00:38:13.769 looking at people and being like no that's not 00:38:13.769 --> 00:38:15.630 it like it's definitely not it and they could 00:38:15.630 --> 00:38:18.789 be so convinced that that's it and you could 00:38:18.789 --> 00:38:20.869 just look at them and be like you're definitely 00:38:20.869 --> 00:38:25.039 wrong thank you, but no, thank you. And so it's 00:38:25.039 --> 00:38:27.079 really important to connect with that. And cause 00:38:27.079 --> 00:38:29.579 it's like, when you do, if you come to someone 00:38:29.579 --> 00:38:32.760 like Jackson or myself, then we're coming in 00:38:32.760 --> 00:38:36.000 and it's like, you help expand that dynamic and 00:38:36.000 --> 00:38:38.719 it doesn't, it's not like coming and working. 00:38:38.739 --> 00:38:40.559 And I, I'm going to guess this with you too, 00:38:40.619 --> 00:38:42.440 just based on my experiences with you coming 00:38:42.440 --> 00:38:44.079 and working with someone like us, it's not even 00:38:44.079 --> 00:38:47.820 just like coming in and having us tell you. what 00:38:47.820 --> 00:38:49.639 your vision should look like it's like you're 00:38:49.639 --> 00:38:51.980 gonna i used to i used to pull it out yeah i've 00:38:51.980 --> 00:38:54.159 done that yeah i was like i was like cardone 00:38:54.159 --> 00:38:56.139 i would like tell everybody what you have to 00:38:56.139 --> 00:38:58.559 do and you need to do and i don't look i love 00:38:58.559 --> 00:39:01.280 him as a person but leading like that and i and 00:39:01.280 --> 00:39:03.079 i use him as a poster child because he's created 00:39:03.079 --> 00:39:04.840 a lot of success in what he does i'm not saying 00:39:04.840 --> 00:39:08.320 it's not a successful path but i did not build 00:39:08.320 --> 00:39:10.579 the relationships cultivate the types of relationships 00:39:10.579 --> 00:39:13.739 i wanted when i used to use words like you should 00:39:14.090 --> 00:39:17.110 do this or you have to do this or you need those 00:39:17.110 --> 00:39:20.510 are all controlling words and who am i to control 00:39:20.510 --> 00:39:24.369 another adult human even even non -adult human 00:39:24.369 --> 00:39:27.750 being but it's not my role to think for them 00:39:27.750 --> 00:39:30.949 or to act for them and like you said i see it 00:39:30.949 --> 00:39:34.630 as facilitating it's you could do this we invite 00:39:34.630 --> 00:39:37.690 you to take these steps and as i've learned to 00:39:37.690 --> 00:39:41.250 do that i have i have far more enjoyed my relationships 00:39:42.139 --> 00:39:44.059 with those who get it. And when we have clients 00:39:44.059 --> 00:39:46.199 that need the controlling, like you hear it, 00:39:46.260 --> 00:39:47.699 they'll be like, well, wait, should I do this? 00:39:47.860 --> 00:39:50.840 And my response is, I don't know. Like, should 00:39:50.840 --> 00:39:54.360 you? You're the visionary. You're the one who 00:39:54.360 --> 00:39:57.000 leads. So again, I don't usually make them feel 00:39:57.000 --> 00:40:00.219 that awkward, but I will help them realize like, 00:40:00.340 --> 00:40:02.400 okay, I understand that you want me to make that 00:40:02.400 --> 00:40:05.639 decision for you. I'm here to make that decision 00:40:05.639 --> 00:40:09.340 with you. And let's explore it together. And 00:40:09.340 --> 00:40:10.920 that's exactly what I've seen from you, Carly. 00:40:10.940 --> 00:40:13.219 That's exactly why I'm so happy to have you as 00:40:13.219 --> 00:40:16.039 the first guest of the Be Your Best show. And 00:40:16.039 --> 00:40:19.000 we're going to be adding a trailer later to this, 00:40:19.019 --> 00:40:20.480 my friend. So as you're listening in, though, 00:40:20.519 --> 00:40:22.900 you can always and easily find Carly Pepin through 00:40:22.900 --> 00:40:24.880 Google. I bet you can find her through ChatGPT 00:40:24.880 --> 00:40:27.139 now. You can find her on all the social media 00:40:27.139 --> 00:40:29.780 channels, too. And the West Coast Growth Advisors, 00:40:29.780 --> 00:40:33.400 of course. I think both of us hope that when 00:40:33.400 --> 00:40:36.440 you reach out and you start a friendship. like 00:40:36.440 --> 00:40:40.219 a true, sincere relationship, and that you evaluate 00:40:40.219 --> 00:40:43.820 what your options are. Go look at Deloitte. Go 00:40:43.820 --> 00:40:46.820 look at Virgin Startups, please. If I could work 00:40:46.820 --> 00:40:49.679 with Richard Branson, I would be very happy to. 00:40:49.739 --> 00:40:51.519 Unfortunately, they only take 100 applicants 00:40:51.519 --> 00:40:54.440 per quarter, and you have to have a three -year 00:40:54.440 --> 00:40:57.000 track record that's already awesome. And so it's 00:40:57.000 --> 00:41:00.559 not like I lose anything by you finding out about 00:41:00.559 --> 00:41:03.380 that. I win because then you come in more centered. 00:41:04.000 --> 00:41:07.519 when you actually want to talk to us. And I think 00:41:07.519 --> 00:41:09.420 that Carly is one of the best people on the planet 00:41:09.420 --> 00:41:12.500 to talk to about business growth. And that comes 00:41:12.500 --> 00:41:15.199 after reading, like I could call Michael Gerber, 00:41:15.280 --> 00:41:17.880 you know, and see if I could, and Patrick Lincione 00:41:17.880 --> 00:41:21.159 of Five Dysfunctions, we will soon, but he's 00:41:21.159 --> 00:41:23.179 not going to take my call right now. You know, 00:41:23.199 --> 00:41:26.039 Carly did, she showed up, she's here, and she 00:41:26.039 --> 00:41:28.619 has the same types of principles and values of 00:41:28.619 --> 00:41:30.619 some of the best leaders I've ever learned from 00:41:30.619 --> 00:41:33.079 in the world. It's my honor to have you here, 00:41:33.139 --> 00:41:34.659 Carly. Any final thoughts you'd like to share 00:41:34.659 --> 00:41:38.360 before we wrap up? Yeah. Focus on your vision, 00:41:38.420 --> 00:41:41.179 your mission, and really like do the work to 00:41:41.179 --> 00:41:44.019 pull it out and then contact people like us to 00:41:44.019 --> 00:41:46.079 help it get executed. Cause that, I don't know 00:41:46.079 --> 00:41:48.559 about you, but that just vibes me up so hard. 00:41:48.619 --> 00:41:50.579 And I love watching people's vision come to life 00:41:50.579 --> 00:41:55.070 and it's worth it. Absolutely. So go join us 00:41:55.070 --> 00:41:57.010 on Vision Pros. If you heard that and you're 00:41:57.010 --> 00:41:59.469 like, oh, I have a great vision. Go play. Be 00:41:59.469 --> 00:42:01.210 a guest on Vision Pros. And if you want to be 00:42:01.210 --> 00:42:03.590 a guest on the Be Your Best show, just know this 00:42:03.590 --> 00:42:05.710 is actually as fun as this was. The reason why 00:42:05.710 --> 00:42:07.789 it was fun is because Carly's authentic. What 00:42:07.789 --> 00:42:09.809 is awkward is when people want to come on the 00:42:09.809 --> 00:42:11.849 show and I'm like, no, no, we're going to talk 00:42:11.849 --> 00:42:13.730 about the good, the bad and the ugly. There just 00:42:13.730 --> 00:42:16.489 wasn't any need to talk about ugly today. You 00:42:16.489 --> 00:42:20.230 know, it's because we see our like raw mistakes 00:42:20.230 --> 00:42:23.429 and all that as tangible opportunities. And we 00:42:23.429 --> 00:42:25.230 go with the flow and the blessing of that. So 00:42:25.230 --> 00:42:27.090 I hope that inspires some of you to do the same 00:42:27.090 --> 00:42:29.349 and keep being your best. And we'll see you on 00:42:29.349 --> 00:42:31.469 the next episode, everybody. Take care, guys. 00:42:31.489 --> 00:42:31.949 And watch.