1067. Q&AF: Tiers Of Leadership, Networking With Older People & Closing Deals

Yeah, we're from sleeping on the floor. Now my jewelry box froze, fuck a boat, fuck a stove, counted millions in a coat. Bad bitch booty. Swoll got her own bank roll, can't fold. That's a no head shot. Case closed, closed, closed.

What is up, guys? It's Andy Frisella, and this is the show for the realists. Say goodbye to the lies, the fakeness and delusions of modern society, and welcome to motherfucking reality, guys. Today we have Q and A F. That's where you submit the questions and we give you the answers. You can submit your questions a few different ways. DJ will tell you how,

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What's up? Uh, Guten Morgen, Yeah,

Yeah, how's it going? it's good, Yeah, man, it's a beautiful,

you know?

uh, beautiful Friday. We got fall fest, so while there's this, uh, we're recording on a Friday, guys, the show's on Monday. But yeah, fall fest is probably one of my favorite things to look forward to.

is my favorite event we do.

Like, it's fucking awesome. We got the Bulls, got the I can't wait, dude, rodeo.

I can't wait.

Yeah, they said you signed up to ride this

I did. year. Yeah, They signed up to ride me. oh, of Yeah, yeah,

course, right.

yeah, it's like, Chuck Norris, what does that guy?

Well, that's pretty. Yeah, I mean, that's yeah, he wait. Yeah, a little gay, I mean, they literally. I feel like they're gonna clip that.

all right, all right, it's Monday, it's Monday. Hey, I forgot to mention, you know, if Q and A F is your jam, uh, remember, the MFCEO project is back, and we are hammering away at episodes on that. We have been all year. And for those of you who love personal development, how to build, how to create, how to become, you can get the MFCEO project at Operatorstandard dot com. Uh, go over there and sign up. And not only will you get the MFCEO project, you will gain access to the most incredible personal development tool that has ever existed.

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yeah. We also saw a lot of you guys are not fucking subscribed. Could be in hose.

Yeah, dude, what is it with you guys? You watch the show, but you don't subscribe if you if you're on audio and or video, however, you consume the show, make sure you subscribe. Leave a comment too, get involved in the conversation.

that's right. Horse, sorry, you're not horse. You guys are great. Subscribe. Yeah, man. Well, guys, it's Monday. Um, it's time to make some people better. I got three good ones for you. Let's get in to it, guys. Andy, question number one. Hey, Andy, hey, hey, all right, yeah,

hey, I got my form energy.

yeah, oh, that's all right. I haven't seen you do orange in a minute.

Bro, orange is so good,

Orange is good, bro, bro. You know what I had? I had that, uh, that lemonade, the clear the clear. dude. Fuck, bro, I That formula got a pill in my one clear lemonade system.

is the best protein ever.

No, no, the non-carb. Yeah, yeah, non-carb,

wolf thorns. That's great. Yeah,

bro, fuck. This is juice.

well, the formula one clear. We're just gonna make this a whole fucking commercial. Let's do it, let's Yeah, do it. Yeah, anyway, you got the what? Non-carb, which non-carb one? lemonade, Yeah, bro, the pink or the regular?

the regular.

I like the pink lemonade. Yeah, pink's good, Yeah,

pink's good. They're both fucking great, but I gotta drink em on ice.

you could drink em warm, dude.

Yeah, see, I like em Ask me on ice. how I know, How

cause we I had to. I needed some energy and we only had a warm one, and I fucking drank it. It was still good.

it's still good. Yeah, yeah, man, um, but yeah, let's, uh, let's make some people better guys. Andy, question number one. Hey, Andy, uh. Me and my brother own an excavation company, uh, and we're wondering how, at what point in business, do you set tiers of leadership, executive managers, et cetera? We, we run about forty employees and growing. Um, and we just love your advice on this. Is there like a a ratio of leaders to lead to leades?

you know, Is that what?

I I bet there's people that have a certain formula for that, like x amount of people for this amount of leaders. But at the end of the day, you know, you gotta find out what works for your particular organization. And you know, I wouldn't say there's a a a quote unquote time. But in terms of like, okay, we've got ten people or twelve people, or forty people or whatever. But you have to pay more attention to what's actually going on.

Okay, when you are leading a small group, it is very easy to lead a small group because the communication comes from your mouth directly to their ears. And there's no game of telephone in between, right? There's no delusion of message or standards. As you grow, when you get, you know, twenty, thirty, forty people, and you're not able to talk to all of them at the same time or get all of their ears at the same time.

Now you're in a position where you're starting to depend on other leadership inside your organization to take up that cause and make sure that they're leading now. The best way to do this is that as you start, you know, like excavation, for example, like a lot of people think that that's just hopping on an excavator or a piece of equipment and doing work, right? digging, yeah, Most excavation companies operate that way, but if I were building an excavation company and let's say I just started and I had twenty or thirty guys, what I would do is I would make leadership training part of the training.

So I would have off site trainings that, you know, you paid the guys to be at. Where you talk to them about leadership and you explain to them, Hey, this is what we're trying to do, this is where we're going with the company. These are the opportunities as we grow. And I need some of you guys to step up as leaders so that we could scale that out, because it's impossible to scale without good leadership. So making leadership training part of whatever you do inside your organization is a must from the beginning if you want to scale from the inside out.

If you want to hire in leaders, that's a different thing. It takes money, first of all, but second of all, a lot of times when you hire in leaders, there's no rapport built between the new leader and the people who have been there. So there's not much respect and it creates issues. So growing

I don't know the culture either. your that's right, growing Yeah,

your leaders from the inside is super important to long-term culture. Because you want new people that come in over, let's say you're gonna grow this excavation company to 500 employees. You want the new people to come in and see the success stories of the other guys who started, grew, escalated and built a career inside your organization. So while I wouldn't say there's an exact time or an exact method now, some people might have one, I don't think there is one.

I've run many different companies in many different industries, and it's always been the same. You, you, you kinda need it from the beginning, you need to start cultivating it from the beginning. Your natural leaders, the people who pay attention to what it is that you're trying to do. The people who are bought in will escalate their skill set, which will help you scale out the brand. But you wanna start that way before you need it, not just when you need it.

100%, dude. One thing I I've learned when, you know, when you talk about leadership, one of the things you you've said before in a certain way. But it's like, you know, you don't just go out and here's the title of leader. Now, right? The peers kind of develop, okay, who's this guy? And then you give the title once they've acknowledged it, right?

leadership is not a title, it's it's an initiative, it's a it's a mandate, it's something that you have to like, recognize. And you know, on Friday, I talked about, uh, solutions, people, okay, solutions people get paid, all right, and that's how it works in any organization. And what happens is is as you start to paint the vision, as you start to move down those, there's there's people like that in every organization. You may not know them because you're not leaning on them to actually, or empowering them to actually show that.

But as you start to train, you'll see people buy in. They will start to escalate their skill set. They will naturally become someone who is very clearly taking control of what's going on. And then those people basically become they go from peer leadership to recognized leadership, and that's a good way to do it because there's respect built there.

yeah, yeah, what? I I guess, you know, my my next question on this, like, you know, small company, like, you know, this guy's excavation company, you know. How important is it for him to to be very hyper aware at the leaders? Because I feel like, you know, leadership. You could have great leaders who are, you know, actually pushing shit the right way, but you could also have bad, you know, leaders of the peers that are fucking off, doing the bullshit.

But that's absolutely a thing. Yeah, I mean, dude, there there are leaders, just like there's people in life who use their natural abilities for not good things. And just because you think of leadership as something that leads towards the outcome that you're after. If you have someone who learns leadership skills and is not bought into what you're doing, they can very easily lead your guys off into the fucking wilderness where you don't want em.

that's right.

Okay, so it is extremely important to recognize who has influence and what are they using it for, and are they using it for good? And those are gonna be the people that lead and those people that are gonna that you that have leadership skills that come in and are cancerous to your. You have to, you have to fucking get rid of those guys immediate, immediately, because they will use their natural ability to lead to turn into like a little coup.

You know what I mean inside the culture? So

yeah. Last question, I think, cause, uh, this leadership's a great conversation, dude. It's just, well, it's cause uh,

it's an ever-evolving skill set. It never ends.

yeah. But I wanna ask you, you know, let's go back to 2010, right? 2011, when, you know, your company's really started pushing right. How, how easy or hard was it for you, right? Because, you know, it's like that saying, you know, like, you want shit done right, you do it yourself. You know what I'm saying, how, how easy or hard was it for you? Transitioning into allowing others to carry the fucking ball down the field?

It's very hard because when you're used to doing things yourself and you have a high standard for the way that things are to be done. It's very frustrating, especially in the beginning years, because the I, the the the stakes are higher, right? You have less tolerance for mistakes because there's less business, your brand isn't established. Every dollar fucking matters, which, by the way, is how you should run your business, regardless of what level it's at. But in the beginning, that's a real thing, like it's not a made up thing.

It's very important that you recognize that you can't scale without it, can't scale with just your own two hands, bro. And a lot of entrepreneurs s kill their growth because they refuse to allow other people any responsibility. And as a leader, what you have to look at when you're scaling out a company is what is your tolerance for the mistakes to be made? And how do we view those mistakes through the proper perspective? And the proper perspective is that when someone makes a mistake, if they make it in good faith, like they made a mistake, cause they're trying to make the company better, or they're trying to do a job right.

That mistake should be looked at as an investment in their skill set. So you have to understand there needs to be an allowance for them to create, uh, you know, mistakes. And then when they make them, you have to, you have to eat that. Even if you knew the answer, looking at it as a positive to their own development as a leader, you follow me 100%, yeah, so, so, like, if you were to, if you had a a company.

And let's say people keep making mistakes and you keep firing people for the same mistakes, they keep coming in and making the same mistake, right? So you have a guy who's invested a year or two and he makes a big mistake, but he did it with the right intention. And you fire that guy. You're gonna bring a guy in who's gonna go for a year or two, and when he gets to that same point, he's gonna make the same mistake.

And then you're starting with the same thing over and over and over again. So you have to have tolerance for their mistakes to a level of which it's looked at as, uh, a deposit into their EDJ education. Now, if they make big mis, like you should never allow people the enough leeway for them to make mistakes that will, like, crush the company, right? You wanna limit their capacity to hurt the company with what they're able to handle.

But you also wanna give them the freedom to make some of those decisions, right? So it's like a there's a nuance there.

yeah, I think you also mentioned, too. Like, how you respond to those mistakes that are made, too, is important. Because if you shut it down and you fucking, you know, maybe Well, you don't it depends, fire. it depends, it depends Yeah,

on what it was. If the mistake is made in good intent, that's a coaching point. If the mistake is made out of laziness, that's when you fucking, you know, do what leaders gotta do sometimes. hammer down, baby, Yeah, you know, for sure, dude, you can't tolerate fucking bullshit, bro, you can't do it, you cannot tolerate it. Like, the reason most companies fail is because their standards are fucking. They allow the standard of the owner to be diluted to a point where they just accept mediocre work and they end up failing.

So, you know, your standards have to be protected, and they have to be protected aggressively. And any, any person who's ever won a any business ever, whether it's a small business, medium business, large business, sports team, organization, whatever. Their standards are high, and those standards are consistent and they are monitored by the leadership, and they are they are enforced. And, uh, if you do a really good job building culture, the culture will enforce those standards itself.

You won't have to,

Yeah, going back to the importance of raising those leaders in. Yeah, I love it, man. Uh, guys, Andy, question number two. uh, Andy. I'm twenty eight and I've landed a job as president of a smaller oil field service company. How do I network with people that are older than me? Most people are fifty plus in similar roles, and same for my client's age. Uh, most of their kids are my age. I feel like this is more of a how do I get the respect of the older old OGs in the group?

You get the respect by being good, okay, your respect doesn't come from your fucking age, it doesn't come from your title, it doesn't come from what school you went to, it doesn't come from the experience you had. It comes from if you're able to put put up when everybody's watching, that's what respect's about, and you gotta earn it every single time, dude, you go. It doesn't matter what you did for twenty years, okay, if you don't come in the room and fucking show them what the fuck you're all about, you're not gonna have the respect.

Respect is always earned all the time. So when you're a young person and you're trying to make an impact with older people, you have to earn that respect by being good at what you do, by being a hard worker. And if you're, if you're doing those things, like if you're outworking all the old guys, which isn't hard, it's not hard. They're all fucking set in their ways, they're all, they all cut corners, it's all, oh, this is the way we do things.

I mean, dude, you can run circles around old people because, dude, old people have stopped giving a fuck. hm, hm. Does that So

come with his own headaches, though? You know what I'm saying, like, the, you know, the young buck showing up the older guys. who cares Yeah,

why you care about that? I don't give a fuck. Get better.

yeah, hell yeah, and I'm with it, I'm with it. Hell yeah, bro, do Them you?

motherfuckers don't, they don't, they don't give a fuck about you, bro. They they'll fuck Oh, don't work so hard, you're fucking making us all look bad. Well, get better like that, see, and that's another thing. They'll respect that, like they respect that when you, when you first get into a group and everybody's, and this is the this is why people have such a hard time leading, they get in, and this is not. Do. This is not dedicated to this question exactly.

This is just in general. When you insert yourself in a group and you try to lead it, you you understand that you're fighting an uphill battle automatically. Because that group has its ways that they do things, whether it's the right way or not. When you come in and people start like pressuring on you, like, Hey, that's not the way we do things, and your response is, I don't give a fuck how you used to do things.

This is how the fuck we're doing things now. They might go bitch in the corner and they might not like it, but they're gonna fucking respect that. And that is a natural thing with humans. Humans respect people when they know that those people are holding the line that they're supposed to hold, whether they voice it or not. So if you really want the respect of older people in an organization, earn it by being great. It is that simple.

Don't take any shit, don't let them fucking influence you, don't let them talk you into being mediocre, don't let them talk you into cutting corners. When they try to, you say, Hey, you might do shit that way, that's not how the fuck I do shit. And by the way, on our team, we're doing shit my way, okay? Leadership takes assertiveness, and if you don't have the courage and the fortitude to look someone in the eye and be like, I don't give a fuck how you used to do things, we're doing them this way now, then you can't lead, you can't lead.

How? How hard was that for you, bro? Cause, like, I'm trying to, like, imagine

It's not hard.

what I'm saying, like, I mean, you started when you were nineteen. You know what I'm saying, going in these meetings and shit with people like

yeah, everybody's older than me. everybody, Yeah,

you know what I'm saying, you probably, uh, I'm sure you. At one point, you had employees that were still fucking older than you, yeah, mostly, you know what I'm saying? But like, you just like, was that never? Like, you just never had an issue with that, like you never had I no, any? Like,

I did, because Peop- no. There's issues with it because people who are fucking low IQ, they think that because they're a certain age, that they are better than you at the thing.

yeah, in life, just cause I've been Yeah, and through it longer.

it's like, Dude, well, if you're so good at life, why the fuck you still doing this? You know what I mean? So you get a lot of that shit. And dude, when you de, you know, when you're dealing with people who have low IQ and they think, well, I'm o- Like, think of how stupid this argument is. I'm older than you, so I'm in, I'm, I'm more important than you, I'm better than you, I'm, I'm, I know more than you.

This, that, this, that's this. It's all irrelevant shit, dude, it's low IQ shit. Like, I never had a problem with it. Because the truth of the matter is is we're our asses were always on the line, and if my ass is on the line, I don't really give a fuck what your perception of me is. I don't care if you're old, young, in between, doesn't matter. We're getting this done, okay, and that is that is something that when your ass is on the line for real.

And and this is how you can tell that a lot of people that ask these kinds of questions, their asses aren't really on the line. Because at the end of the day, bro, if your ass is on the line, you don't care if someone's five years older than you or ten years older than you. Do the fucking job or get the fuck out of here. 100%, dude, Yeah,

hundred. Now now on this piece, you know, you got a young buck in this situation. What's something he shouldn't do, though, in this situation? try to overly assert Yeah,

and flex on em. That is something that that young people tend to do, you know, they think that quote unquote. It's about being the boss. So they'll come into a, uh, an organization where people are maybe a little bit older than them, and they'll start like, trying to flex that authority as in. In inappropriate times, and that's what loses the respect of people like that. You know what I mean?

yeah. The goal is to gain their respect. Period. Yeah,

see, dude. And in those situations, sometimes a lot of young people will try to, they'll try to assert leadership as opposed to earning respect, and there's a complete different thing. Okay, yes, you need to assert yourself, but you need to do so when it's appropriate. And a lot of young people, what they do is they get in pissing contests. This is very common amongst men, too. They want to show the older men that they are in charge, so they will try to get those guys to do things that they necessarily like, really don't need to do.

Just to, like, prove the point of I'm being in charge, and that's where you lose the fucking respect, right? 100%, You don't misuse your your leadership capital

yeah. Or play the game of ever. like, I wanna be liked,

Yeah, that's not, that's not. You shouldn't be thinking that being liked and being effective are two different things, and and you don't have to not be liked to be effective. And in fact, the more effective you are, the more they're gonna like you. That's what people don't understand. It's like, when I talk about leadership, leadership isn't about what they're gonna say about you tonight when they go home. Leadership's not about what they're gonna say, you know, this month, because you're, you've, you've been in a bad, you know, it's been hard and you've been up their ass, right?

That's not leadership, leadership's what they're gonna say five years from now, okay? And if you get someone to fucking win, they're gonna fucking think highly of you later. So if you really wanna be liked and loved, you're gonna demand the best out of that person every single time. And that's what leadership's about. Leadership is about making them better so that we collectively can get to an outcome that we're all trying to get to, and it's that simple.

But where it gets confusing for people is when they start to make it more complicated, they start to think it's a bunch of different things. Or, you know, sometimes young leaders will be like, Well, nobody made me the leader, No, you made yourself the leader, and leaders are self-made, they're not anointed, they're not picked, they're fucking self-made. They, they, they materialize, you understand, they show up, and then you're like, that's the guy. So the leadership, from an entrepreneur and employee standpoint, is the leadership is taken, it's not granted.

And that's where people get get confused, right? They think that, like, I've gotta come around and say, Oh, well, they're, you're the you're in charge, no, take charge. And then the the the people will come along and they'll say, Okay, well, you're in charge, cause

yeah, he's our guy. you're already in charge, Yeah, he's our guy. Yeah, I love it, dude, love it, guys. Andy, our third and final question, question number three. Andy. I have a, uh, prospective client, uh, that I've been in talks with for over a month. Uh, the contract idea has been laid out and the client has been receptive of it. However, they are dragging their feet. We will go days without a reply from them. How do I motivate the client to move forward without coming across desperate or overbearing?

Read a qu- What was the first part of the question again?

Uh, prospective client. He's been in talks with for over a month about signing this contract and they've been dragging their feet. How do you come off? Uh, how do you motivate them to sign without coming across desperate or overbearing?

Well, first of all, a month's not a long time, it's not, it's not really that long. It takes people sometimes to some time to make decisions. Um, you know, there's a number of things you could do to increase urgency, you know, you can. And by the way, the what I'm about to say has to happen before you get to this point. Okay, so the more familiar people are with you, the less in demand you're going to be.

Okay. So when you make yourself available to the point of I'm always available, people don't respect that, okay, they don't respect your time, they don't respect, you know, really anything. Cause they're like, well, they were just waiting on me to do this. While that's a good place to be as a business owner, it also creates the scenario that you're in. So one of the best ways that you can eliminate this scenario from happening is to make yourself and your time valuable perception wise before you get to this point that we're at.

Okay, which means you have to set that precedent in the first conversation, the second conversation, right? Hey man, um, here's the proposal. Uh, I've got an opening. I can do it now, but if I can't do it now, I'm not gonna be able to do it till fucking July, which is six months away. fuck, Okay, that could create some urgency. Um,

dude, that's incredible, like, if I don't think about that, that's incredible.

why? I'm sorry, it's No, it's just basic like, that's crazy, psychology. What?

like, I like, because, like, I mean, I feel like, on one hand, like, you know, y- you like, you are fucking desperate, like, I need this shit to go. But you have to like, f like, that's like, bro, that that's crazy,

Well, I mean, do you want people to fucking buy your shit or not? Okay? And do people wanna buy shit from someone who's who's just waiting for them to do, or do they wanna buy from the guy who's in demand? Sometimes you gotta make that perception happen, fuck, sometimes you gotta fucking razzle dazzle that

fuck, bro, that. oh fuck

okay. So another thing you could do now, since you're already in the situation, is you can try that move a little bit differently. And you could, you can call em and you could say, Hey, look, I know we've been talking about this for a month. I just wanna give you a heads up. I've only got this much time to do this job. I'm kinda putting all everything else on hold for this. I need to know if you wanna do it or not now, you don't have to tell me right now.

But I'm gonna need to know in the next week or so if you wanna do it, otherwise, I'm not gonna be able to get to it until x. Okay, s, but that w- and that can work, but that that it works better when you set the precedent up front, right? Does that make sense? So yeah, There's a lot of ways.

it makes so much fucking sense.

Yeah, there's a lot of ways to create urgency when you're selling that, you know, it, it t to create this urgency that we're talking about. But ultimately, to solve the problem permanently, so you don't keep running into this problem, is that you have to set that table up front, you gotta set those expectations up front. You gotta let them know, even if you're, even if they're your only fucking client, you gotta let them know that your fucking time is valuable.

And you gotta do that by setting that precedent in the first conversation. Okay, and don't fucking you'll fuck it up if you don't commit to it, right? You know what I'm saying? Like, if they think you're full of shit, you're gonna, they're gonna laugh at you, right? But but dude, if you do it in a professional way, it's it's pretty effective.

fuck, dude, that that's incredible, bro.

I don't, I don't know. I think I've never it's pretty basic.

it, d. I mean, yeah, but like, bro, that is fucking incredible, like I've never even like, that's crazy, that's Well, dude, fucking crazy.

I mean, think about who you wanna spend. Okay, let let's just hypothetical here, all right, let's say you want your kitchen done, all right, you just got your kitchen remodeled.

I did. It was a fucking. It was hell,

yeah, it sucks. So let's say you have two guys bidding the job, and the one guy is basically giving you off. Like, desperate vibes, like, Hey man, are you ready? are you ready? are you ready? I could be there Are you? tonight. Yeah, right, okay, and you appreciate that, you appreciate that. But let's say the other guy has set this level of urgency up front. And let's say he's more money. This is how you could sell for more money, too, and let's say he's a little more money.

And you're kind of dragging your feet, cause you're like, Fuck, dude, I'm not sure. And then the fucking second guy calls you and he says, Hey dude, look, it's time to shit or get off the pot in a respectful way, right? Um, you're gonna go with that second guy most of the time, you know what I mean, 100%, dude, you're, cause the perception is that you're gonna get a better quality job.

right, right. And I think the value too. It's like, you know, you're almost playing it. It's like, you know, dude, I got. I'm booked up for the next fucking three months, man. So it's like, you know, it's an hour. And I don't know what price yeah, and is gonna be like and yeah, yeah, that in three

but not, yeah. months. And But dude, there's other benefits to that, too. So if you create the expectation that it's hard to work with you and then you get the job and then you do the job. Now, you've set a a a post job word-of-mouth story that is worth them telling, which is, bro, I got you listen, I got this guy. I don't even know if you can get him, cause he's booked up, all right,

that's right.

but I know him and maybe I can get him to do your shit too. But he's fucking awesome, okay, and he doesn't do everybody, and I don't even know if I can get him now. All of a sudden, that guy wants the oh, he wants that, it so bad. Yeah, and that's what we're talking about.

fuck, dude, that's incredible, bro. fuck, you

same way, same way you pick up chicks just for you young know. dudes, yeah, Yeah, that's, like, like,

that's another cute one. like, yeah, for like Yeah,

you, for like you young dudes. You know, the more in demand you make yourself, the more scarce you make yourself, the more more girls are gonna wanna talk to you. hm, bro, So, but I fucking love you can't do that because you're fucking so desperate for the p,

that's right.

you can't even think it through.

I could be there tonight.

Yeah, we should, we should do a whole episode of just game for the boys. You know what I'm saying?

I fucking love it. Yeah, I mean, real shit like, like, real question for you, bro, like, because, like, how you just said, like, well, it's pretty simple to me, you know what I'm saying, like, why do? Why is most shit just like overly complicated? like, why do they? Why does it appear to be it's just so overly complicated? why do you think Man,

it does? I don't know, I Well, why do you don't. think it's overly complicated? Huh? No, no, no, that's not what he's saying.

Yeah, I, I gen bro, I genuinely like, I feel like I, I do not know, I, I can't like, I feel like cause, like you, you say shit, it's so simple.

why? Why would anybody be confused about anything? What? What confuses people in general?

Uh, too many fucking opinions.

Too much information? Okay, so we have too much information on the internet about from a bunch of people who have never done a fucking thing. Telling people how to run their businesses, that's gonna confuse people, okay? And this is why I tell you guys, you have to be very careful who you listen to, you have to, like, do your due diligence. And so it's very important to block out information from people who are playing a different game than you are playing, or they have never played the game.

So you've gotta find someone who's kind of on a similar journey, the real journey, which is I start with nothing. And it takes a long time and it's very difficult and I have to go through all these challenges. Whether they ran a, you know, a fucking snow cone company, or an excavation company, or a real estate company, or fucking any kind of company, someone who's ran a company for twenty years, that's been successful. They they're gonna know all of these little things, yeah.

And learn you know,

and learn that it actually is pretty fucking simple in that, in that sense. is super simple. And Yeah,

what fucks it up is the amount of bullshit information. unnecessary It's confusing, fucking goob, that's huh?

out there, the unnecessary goob mess that's out there. Yeah, bro, fuck, man, that's I mean, what I got.

listen, if you're trying to, you know, walk from here to California. And you open up your phone to, like, go on Instagram, make a post and say, How do I get to California? And you have 4,000 people telling you a different fucking thing, you know what's probably gonna happen? You're probably not gonna go

probably do nothing.

right. So there's this thing called paralysis by analysis, which means, and there's also this other thing called the paradox of choice. But when you're presented with too many choices, the natural choice is to do nothing. And that that's the problem that we have with s so much information, it's confusing and it causes paralyzat-

Hm, fuck, man, I love it, man. Well, I know somebody got better today. Uh, guys, anyth- else?

All right, guys, let's go out there and have a good week. Don't be a hoe.

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yeah, we're from sleeping on the floor. Now. My jewelry box froze, fuck a boat, fuck a stove, counted millions in a coat. Bad bitch booty. Swoll got her own bank roll, can't fold. That's a no head shot. Case closed, closed, closed.