Take it off! See. Love. Grow.
An unfulfilled life has less to do with what it is - and more with how you see it. Your fulfillment is often on the other side of a tough decision or conversation. It is in the resolving of conflict and the releasing of self-judgment that we grow the most. So, if you feel stuck in your career, relationships, or how you think about yourself, it’s time to “TAKE IT OFF” and show up as your authentic self. Joshua A. Fields and Jeremy Rubin co-host the “Take it Off” Podcast. As a master practitioner of the Energy Leadership Index with 15 years of executive leadership experience at a Fortune 10 company, Certified Executive Coach Joshua Fields has a proven track record of creating high-performing teams and environments for personal transformation. Renowned author, speaker, and founder of FACE Consulting, Jeremy Rubin, immediately impacts groups large and small using humor, personal stories, and practical, result-driven applications. These two have brought unique life experiences, skill sets, and energy to create an experience like no other. The mission is simple but not easy. It is to empower people with the skills to see and accept themselves and others clearly and without judgment to live a more authentic life. So, if you’re ready to live with purpose and curiosity and to get clear on what you want for your life, join us weekly at the “Take it Off” Podcast. Some concepts are based on and inspired by the coach training program Institute for Professional Excellence in Coaching (iPEC).
Take it off! See. Love. Grow.
You Haven’t Found Your Squad Yet: Building a Team of Support!
In their latest episode of the Take It Off! See. Love. Grow. Podcast, co-hosts Jeremy Rubin and Joshua Fields present a journey into crafting the ultimate support system. From personal anecdotes to professional strategies, they equip listeners with tools to inspire others to join their mission. Delving into effective communication and vision-sharing, they unveil the essence of rallying a powerful crew.
Exploring the concept of a personal board of directors, they dissect the intricacies of nurturing growth and stepping out of one's comfort zone. With insights drawn from figures like J-Lo and Steve Jobs, they emphasize the importance of honest communication and alignment with the company's vision. Join them to learn how to build not just a team, but a legacy with those who drive improvement and innovation alongside you.
The Hero's Journey Retreat Details: https://theherosjourneyretreat.com/
Article Referenced: https://www.linkedin.com/advice/0/how-can-you-find-team-members-who-share-your-leadership
Find us on our online platforms:
Co-Host: Joshua Fields ACC, CPC, & Master ELI Practitioner
Website: https://joshuafields.coach/
Instagram: @joshuaafields
Email List: https://archive.aweber.com/newsletter/awlist6189433
Co-Host: Jeremy Rubin, Keynote Speaker, Author, Consultant, Sales Leader
Website: http://faceconsultinggroup.com/
Instagram: @ajeremyrubinstory
welcome to the take it off podcast where we see love grow. I am your co-host, jeremy rubin, and I'm here with my guy co-host coach r&b singer.
Speaker 2:I'll get out before he gets there joshua feels it's five in the morning and I'm happy about sex with you, you, and now I'm on a hotline, even the words for you, you, you.
Speaker 1:So let's talk about sex, baby okay, we know that you don't have. Let's talk about all ai auto tune. Obviously, come on, bro. Have you seen what ai can do when it comes to the music industry? I'm not talking about when you have ai right for you. I'm talking about, bro. Ai has been carrying on a whole rap beef like this is how drake will respond if he wanted to.
Speaker 2:I'm like this is crazy was that not his real response?
Speaker 1:no, these are people just putting. There are people putting stuff to now. I don't know what you've seen before. I say no, but they have no hold on.
Speaker 2:I'm talking about the drake diss track to kendrick lamar, rick ross metro boom. There was a track that came out yesterday.
Speaker 1:Yes, before the before the track came out yesterday. I don't know what that track is. I'm talking about the track I listened to three days ago. That was just like they were like, oh, if AI was getting into a beef, this is how it would sound. Like it's wild that they can just sample from somebody's voice, yeah, and then just put something out there when you know you're um, you as as have, as far as a reach, as someone like drake, right, and just it's crazy. I'm like, yeah, that wasn't me, that was ai. But anyway, I digress. Yeah, that was it's episode 49, entitled not that little ass trophy.
Speaker 2:They gave alan iverson, though.
Speaker 1:Oh man, that was that was a whole different. That's yeah, that was what are we doing. Somebody you know what that was so petty who approves this stuff like yeah, that's the size, that's what we want.
Speaker 2:Get everybody out, bring all the reporters out. This is the trophy we're gonna I mean a trophy, it might as well have been a trophy this is the statue we're gonna unveil. I'd be like man who how does this get past the team?
Speaker 1:it was like hey, tyson, go ahead and pose, okay, because we're about to make a clay bottle real quick and give us some brains. Yeah, that was that. Yeah wild for all he's done for the city, I mean, I'm sure with all this backlash. Yeah for for sure. For the sport for sure. The dude is he's.
Speaker 2:He's no joke, but they gotta redo that they gotta get staff and I hear it's in front of the practice facility, so I don't I get. I don't know I'm clowning. I mean it's alan for the nba. Alan iverson was already a shorter guy, so then to like add insult to I don't want to call it, but it's just, it's just disrespectful man, yeah, yeah, whoever was on?
Speaker 1:the design team probably didn't really like him and had to do this, and they just, they're just petty, just don't do it.
Speaker 2:Yeah, just don't do it. Just say, oh man, he should have a, a statue, and he doesn't right, yeah, anyway, anyway, man, what you got cooking for a chef man. I know you've been in the kitchen, man, you've been in the kitchen, not only cooking for a podcast, but I know you've been cooking for jeremy rubin and jeremy ruin story and jeremy real estate I was doing that.
Speaker 1:I was cooking for real. Yesterday I had to. They brought me out of retirement. Man, what'd you cook for? You know my buddy reg. He had a. Um, it was a, a cook-off, but it was a brisket cook-off and then one of the people who were supposed to compete didn't show up, so we just had one brisket. But I was commissioned to make some sides, so I had to make my homemade mac and cheese. I had to make a real baked bean, not this wild stuff that people be coming up had to make a real baked bean.
Speaker 1:You know, not this stuff, not this wild stuff that people be coming up with, but a real baked bean. And yeah, me and the fam band were all over Washington yesterday, so it was cool.
Speaker 2:Hey, man. Well, welcome back to the Take it Out podcast, man, episode 49.
Speaker 1:Yeah, episode 49. Pacific Northwest boys in the building.
Speaker 1:You know, in the building. You know, you know c-tactic, pdx yeah, talk about it, uh. So, anyway, this is episode 49 and it is entitled you haven't found your squad yet and, uh, before I get into the description, this was kind of inspired by some of the the, I would say, challenges struggles myself and you have had as we've moved towards, uh, our dreams or things that we want to accomplish, and a lot of times, you'll just want to pull from the people that are just already in your life, and you know that's not necessarily always going to bring the success that you want. People are busy, people have a tough time seeing you for where you want to go. Sometimes they're still seeing you for who they saw you as you for where you want to go. Sometimes they're still seeing you for who they saw you as, and so there's nothing great done without a team, and so we wanted to talk about this and we'd be pulling from an article from LinkedIn called how can you find team members who share your leadership vision.
Speaker 1:This episode is for dreamers, writers, entrepreneurs, anybody that's trying to get something started, and, again, in order to get to the next level in anything, it takes building a team, which can be tough, especially if you are trying to pull from people you know or your immediate network. It can be super frustrating when people don't you know. Sometimes people will say, oh yeah, I got you, I got you, I got you until it's time, and then they don't deliver. You know, sometimes people will say, oh yeah, I got you, I got you, I got you until it's time, and then they don't deliver. So what we want to do is kind of clear up the path, or a path on how to build a team for the things that you want to do and accomplish in your life. What say you, joshua?
Speaker 2:Yeah, this is a great subject because this is a there's so. Much of our life is designed around support relationships, and having a team of people around you allows you to go farther.
Speaker 2:There's also a part of us that's like I'm just going to start and get started, and you can go very quickly that way. There's a whole mantra around this you can go quick by yourself, fast by yourself and farther together, and so this episode is really to help us expose how that's done, why this is important. This reminds me of also a presentation that I give to organizations around your personal board of directors. Now, this wasn't mine. I found this when I worked at this big telecom company. I sat in a presentation and they started talking about this personal board of directors. I sat in a presentation and they started talking about this personal board of directors, and so I've adopted it as a as something that I use to encourage people to be thinking about.
Speaker 2:Ok, now you know what you want with some clarity and we'll get into the steps here. But now it's time to go recruit people that are going to be raving fans for you. That are going to be raving fans for you and you know those look like people that can lift you, push you, mentor you and sponsor you in rooms where your name or you are not in, but your name is coming up, and they are in there to defend and give some insights for some folks that might not just be familiar with you personally. So super appropriate because, no matter what we're doing, it will require a village or a team, an army, so to speak, to help navigate the terrain while you're still cultivating your best you or whatever project is in front of you. So it really allows you to grow quickly and to nourish what it is that you're out there dreaming and fighting for. So that's what say I, jeremy R. I like that. Yeah, no, nourish, yeah, fertilized see, that is it less.
Speaker 1:I said nourish, so two different words yeah, yeah, but are they?
Speaker 1:yes, yeah, so let's get into it. I'm gonna start with point one, because this actually really just knocked me over the head. I'm gonna going to read what the article says, but then I'll say why it says first, when you're building a team, assess your own vision. Before you look for team members who share your vision, you need to have a clear and compelling vision yourself self. What is your leadership style and what are your core values, beliefs and principles? How do you communicate your vision to others and how do you inspire them to follow? I'm going to stop right there.
Speaker 1:I feel like a lot of times we don't spend enough time really dialing in what it is that we want to do, create, become. We have a general idea of what we want to do, but not taking the time to get that specific soundbite so that people really not only understand what they're signing up for, how they can help you, but also can be clear about whether this is a great fit for them or not. And if you're not clear or you sound confused about what you want to do already, for somebody that you're asking to come on to help, it's like man, if he don't really know what's going on, I'm not going to say, oh, you don't really know what's going on. It's like, oh, it sounds good, it sounds cool, but you know, like, like, if you're not clear about what it is that you're trying to do or that you're moving towards which is totally fine A lot of the, a lot of visions start off muggy or murky.
Speaker 1:It's like, hey, I'm still trying to work through it. But if you don't take the time to actually clear it up and you're bringing people in to clear it up for you, um, that's where a lot of you can have a lot of stolen time, that's where you can have a lot of confusion. And this is work, but it's necessary work. You know, when we were talking about doing a couple of things early on a couple of years ago, when we were just clarifying what it looks like and how we, even with the Take it Off podcast you know, see, love Grow like the title of our podcast, and what is it that we're here to do? How much time did it take for us to actually create that Right, so that we can say, hey, are you coming to hang with us or not? So, anyway, there's just a lot of value in being clear about your own vision.
Speaker 2:Yeah, no, absolutely, and sometimes we'll take that personally like so-and-so's not supporting me. You know my family and friends aren't down to help and then you start bringing in people around a vision that is still murky, and you're upset because no one gets it. No one's on, no, no one will support me.
Speaker 1:No one, we don't get it yeah, I don't get it.
Speaker 2:and then I ask I'll do this. Literally happens with my clients. I'll ask them okay, so what do you want? And that's a big question. And it's okay if you don't know what you want, but don't expect a lot of support in the way that you might want it or desire it, if it's still unclear about what the direction of what you want to do is, and so there's nothing wrong with that.
Speaker 2:But again, it invites, if that's, a frustrating conversation. You know it's all that and like well, I, well, this is the plan, and you know. Then it's like five minutes later, like this should be simple what do you want? Right, that's me. This is how you market your ideas, right, you find you are so good at you. Push me on this, right, what is the simple message? Right, what, what's your job? What do you do? You have people talking for 10-15 minutes and you still like, oh, yeah, cool, so you don't really know what you do, or you don't know how to explain what you do. And right now I'm like I'm just listening to be nice, right, I, I'm still okay, yeah, maybe I'm tripping because I still don't know what they do.
Speaker 1:but maybe some people say it's really complicated.
Speaker 2:You know it's really complicated and no, you're able to articulate clearly for people, and this is working in of itself for sure. We try to get past this part, to get going on the action, because we feel like we're losing time, spending too much time. You know ideating and thinking of, you know new ways to be innovative. But once that's said and done, the simple message to help people, to support you, is going to come from your clarity around what it is that you want, and that step is so important to have that emerge and be realized. And it's going to come with risk. I've gotten so much better in these sales calls when I'm offering my services to people because I have a framework, I have my vision set. Why am I helping these people? These are the people that I've helped already already. So it adds some concrete detail around if this is for you. Literally just this happened last week I had a conversation, was on a call, and I'm in the call thinking like man, I don't think they're really picking this up like I want them to and I actually didn't fill you in on this. So we get off the call and I and I and I offer, I say hey, if this resonates for you all, it makes sense for your teams and your business or your organization. You know, let me know. I got ready to type an email about thank you so much for having me. I said you know I'm not doing that. I know I explained myself. I know I was thorough. If they want it, they want it, bro.
Speaker 2:30 minutes later, this is after I got off the phone with you this, this person calls me back and says hey man, I was just sitting there thinking about how I could make this happen because it was resonating. I just, I just I want to talk to you offline, right so? And now we're? Now we're in the midst of building the contract and looking for ways to help, but there was clarity around what I was saying and that's not where I started.
Speaker 2:I had to go through several reps this is my third year in business and I had to go through, like you know, several conversations to really land that simple message for people to see oh, I can see myself in this, oh, I can help, support and articulate this to other people. You know, and there's still work to do, but vision alignment and being clear on what your vision is for you is working in and of itself. So don't skip past that part, because you're going to be disappointed when you're trying to recruit people to help you and they're like well work. What work have you done for this to be clear, so you can give me the simple instruction, so I can support you?
Speaker 1:yeah, don't get in front of a decision maker. I'm talking about a real decision maker. Like, don't have a dream and then, hickory happenstance, get in front of a decision, cause a lot of times it doesn't happen Like you think is going to happen. Right, it's not some sales call where you it's, you're at a happy hour, an event or this, that another, and you find out organically that so-and-so actually is connected to someone, or is the person that you need to get to, for the access that you want absolutely, and now that now everything's on the line absolutely well, what is it that you do?
Speaker 2:well, I, or I want to, or I'm trying to, and that insecurity around communicating that makes it all awkward, like a first day, like no, let's get clear and this is not just for the entrepreneur that has trying to find their niche audience and for sure struggles with their elevator pitch or whatever may have you to articulate their vision. This is simply what do you do for a living. Because you don't know. You could be talking to a vp, a ceo, someone that's recruiting their next senior level executive, and you're in a whole industry. So don't make assumptions because you have a title that comes with an understanding about what you do.
Speaker 2:You being able to articulate what you do is beyond making money or that profit and loss spreadsheet that you have a part in it able to like no, I, I changed lives. Wait what? Right? It asks them. You know, put a personal weight about what you're doing and be able to articulate that for people. That invites more conversation, right. And you just never know to your point what decision-making you're, what decision-maker you're talking to, because there's a wealth of opportunity for everyone If you're clear on what it is that you're currently doing for people everything has a story right.
Speaker 2:Whoever tells the best story wins.
Speaker 1:Well, it's true. I mean, you can go buy any screwdriver, you go buy any refrigerator, you know, what I'm saying, like there's all of these tools, all of these services. We consume what we consume because we're connected to the story, we're connected to the commercial, we're connected. So don't just like, even if you know what you're like, you said to your point, even if you know what your title is, ok, well, tons of people do that.
Speaker 2:Yeah, but you haven't, you haven't met this model yet. This is the new, yeah, yeah, this new model.
Speaker 1:Right, right, yeah, I love that, let me explain why you need this in the coffers right.
Speaker 2:Absolutely.
Speaker 1:And that's a whole nother skill set.
Speaker 2:A whole nother skill set man. We'll go on to point two here, defining your ideal team member. This is back to that personal board of directors workshop that I take people through. But once you have a vision, you being able to define what kind of team member you need for your vision, who you're looking for and this can be in any industry. This can be in your dating life, your marriage life, your social life, your work life. Who are you looking for? What's that team? What's the roster look like? What's the roster look like? What's the gap on your squad?
Speaker 1:Some of y'all out here trying to draft all these stars.
Speaker 2:You need a role player come on now you need a role player come on, there's the Michael Jordans and then there's the Ron Harpers. You need a sixth man yeah, there's the Bill Cartwrights. You know, it was the two man duel.
Speaker 1:I got the superstar.
Speaker 2:I got the rising superstar and Scotty Pippen and you know what Steve Kerr and Jon Paxson. When I pass it to you, your role is to make three-pointers, absolutely. So I need you to be able to make three-pointers because I know I'm so good I'm going to demand double and triple teams. Somebody's going to be open, so I can't have a bum that I'm passing to. They can't make three pointers, so I need the best three pointers in the league that look like craig hodges, right a marksman right, john paxton right, they all, they all had a, a skill.
Speaker 2:But then there were their experts. They brought in the steve carters you know what I mean that was ready to shoot. I remember that clip that they show all the time michael jordan's about get double teamed. He's already telling the team hey, in the huddle, da-da-da-da-da. And then Paxton I mean Kerr goes, hey, the collapse. Look for me to be open. And in the rest history, they won a bunch of NBA championships because the team had gaps filled with experts, with people that that was their specialty, but they played for the same squad. Experts with people that that was their specialty, but they play for the same squad many of you.
Speaker 2:There's too many people that want to be the Jordan yep, too many folks that are taking up, or you're, there's double of a position and you're struggling to get something out of something that does not exist, it's not in their skill set. And you keep going back because I'm comfortable here. Yep, we're not as effective, but I'm comfortable here. We're not as effective, but I'm comfortable here because I'd rather use what's comfortable for me than make radical changes for what I actually need to grow and thrive. Right, that's a decision for you to get clear on what do you need to really thrive? If that's what you're after, you might be good with being comfortable and there's no judgment here.
Speaker 2:But that time wasted, that time being robbed from ideally, what you want is going to be connected to the relationship you have with your ideal team members, right? So how do you prefer to work? How do you prefer to live? Where do you want to travel? Who do you want to have conversations with? And go find those people? There's risk in taking risk with and go find those people. There's risk in taking risk, not just saying, all right, this is this, is it, or I'm uncomfortable having, you know, conversations with people. You got to get out there, find yourself a retreat, like the hero's journey.
Speaker 2:I'll get into that later Find yourself, find yourself in spaces where you're meeting people with diverse skill sets that align with the work you've done to support your vision. There are people willing and waiting. They just need direction, they need clarity. They need clarity from you, the visionary, and if you're not getting or seeing the results, more than likely your message is unclear and the people around you don't understand it or they're not bought into you. Ooh, okay, ooh, and it's okay, and it's okay.
Speaker 2:What are you going to do about it, though? Yeah, are you going to continue to be rocking with people that don't fuck with you? Right? That really don't. They really don't with you, right? They really don't. They really don't. Like, you're convenient, you're cool for the laugh, for the. You know, maybe you know this is the people you travel with, or or whatever, but the people that are hey, I heard from you in a little bit. Hey, what's going on? Right? That are taking an interest in a curiosity, in what you have, and if you're not getting those people, don't wait. Be active, trying to get clear on finding the specific people that will support what you're trying to do to create your ideal setting, because the ideal might not even happen, but you having the team and the army to get close to that ideal as possible is what you don't want to give up on. So, yeah, that's my two cents on defining the ideal team member.
Speaker 2:And I think also the key word is what you don't want to give up on. So, yeah, that's that's.
Speaker 1:That's my two cents on defining the ideal team member, and I think also the keyword is support you, right. So there are people that are out there to support you, and then there are people that will, that will practice activity. That looks like support, right, like I'm not really showing up, like I like I'm asking you to show up in this way. You're not, you're just showing up though. Well, that's, I appreciate you showing up, but I need you to show up in this way, and so I think that that's another kind way that people will show you that they're not really, and we need to be OK with this. We need to be in tune with this really, and we need to be okay with this. We need to be in tune with this. If you're trying to force someone to support you in the way you need to be supported, that's not support. That person's not, for you is, in this specific area, cut bait, move forward, find somebody that will. Um.
Speaker 1:Number three is use multiple channels to recruit. I think this is important, because sometimes we get really um, we get really frustrated when we don't build the team right away and it's like well, look, trust me, the last thing that you want to do is put a bunch of people together, especially when you look at it from a corporate standpoint, you know, oh, we're going to hire, hire, hire, hire. Okay, well, do we have the right people? And how long is this going to last? How does this impact our succession planning, right, or the culture of our department? But the article says, to find team members who share your vision, you need to use multiple channels to recruit them. You can use online platforms, social media, job boards and networking sites to post your vision statement, job description and application process.
Speaker 1:Here's why this really hits me is because what it's saying is some people, oh well, I'm just kind of putting this thing together. Well, that's the problem is you're kind of just putting this thing together, right. So you hear something like go to a couple channels to recruit. You're like, it's not that serious. Well, actually it is, and that's the issue is it's not that serious, right. Like, if you approach it like with the structure and respect and the design that it deserves, you're actually going to move a lot farther, a lot faster. And so you know if you're fishing in the same watering holes for people, you know if you're fishing in the same watering holes for people. You know one of the statements that my brother gave me here a few days ago. He's like hey, for this project you actually need to find people you don't know. You don't know who your team is yet and be comfortable with that. And then a lot of people don't want to be comfortable with that because this takes work right. This part of finding new community and vetting people isn't always comfortable.
Speaker 2:Yeah, that's. I mean, I've encountered this so much in my life and I've gotten frustrated with you know, even when it comes to wanting to promote and work, wanting to get a promotion and half of the story I don't even know if I don't even know the correct percentage. I'm sure there's an article out there. You can ask AI, but we'll work, we'll work and we'll work and we're working. We're waiting for somebody to notice us. We're not going to go advocate for ourselves. They should just see, look at the results, especially if you're in a results driven industry and you can, you can just go get a report to see who's doing the job the best. Right, I always want to be at the top of that leaderboard or that dashboard and whatever it may be my sales team or whatever, and I've I've encountered people I've been one of them where I'm just going to work and get the accolades and that's enough advocacy for me.
Speaker 1:They should you know what it is? You know what it is exactly exactly. You know what it is. You know what it is. Stop it.
Speaker 2:Exactly. You know what it is.
Speaker 1:And then be upset when we oh, wait a minute.
Speaker 2:So-and-so, just got promoted. Well, did you see their work? I was always killing them every month Like how are they promoting bums?
Speaker 1:Dog walking. They tell you yeah, this is crazy.
Speaker 2:I'm getting another job and then you go to that other job If you decide to quit cause that's a whole right, right, that might not happen.
Speaker 2:Either you might just be running your mouth these empty threats Exactly, and go somewhere else and you're going to find yourself and the other. It's nothing wrong with being a top performer, but the other part of that is is the person that has the vision. Where they see this part of that is is the person that has the vision. Where they see this particular role is to get to the next role, because I see myself at this role. Who do I need to meet? What does my performance need to look like and who do I need to know and who needs to know me for me to be able to make some connections, a relationship, to establish a team that's going to help me elevate, promote, grow.
Speaker 2:Sometimes that looks like a lateral, sometimes that looks like they want to invest in you, to get a coach, to go to a conference, to go to a retreat, like the hero's journey, like there's somebody out there that has the blinds or has vision of your blind spots that you can't see by yourself. Because that blind spot around if I just am a really good worker all the time and I don't need to network or speak with anybody, someone's just going to find me Right. I'm that good where I don't have to do that work. Well, you know jobs just you really just come find me. You know people just come find me, cause I'm so don't chase, we attract around here.
Speaker 2:Yeah, yeah, yeah, yeah, yeah. There's just something really compelling about somebody in the grind right. We love those stories when you're seeing somebody, a young, young person I work with young people too we're not to say that I'm not young, but, you know, younger than 40.
Speaker 1:Wait, did you say 40?
Speaker 2:Yeah, 40.
Speaker 1:How old are you, Joshua?
Speaker 2:Yeah, I'm going to be 43 in September.
Speaker 1:Okay, you just got to slip that in there. Yeah, I'm talking about 40 plus Shaped up on the third of the decade. Oh, okay, okay, I got you 40 plus younger.
Speaker 2:Anyway, my point here is that there's something really compelling about supporting people that are supporting themselves, watching them navigate, show up for events for themselves, work on themselves, because there's this, there's this hunger that they're after and they need. They need a team and when you you're doing your part for you, that the right person will see you doing what you're doing for you and align with that. I've gotten so much support in my first three years on this coaching side of my business opportunity here, and the most help has come from people I didn't know was watching me, people I didn't know was watching me. I get the majority of my income not from social media but from people that might pay attention a little bit, but then they see me in the wild or they reach out or they see me in real life and I'm like, damn, I didn't even know you followed me. I didn't even know you were engaging with any of my content, because that doesn't matter. It's you staying present, right? You're constantly trying to find your people and, as you stay visible, for people to find you, we're not looking for those that are rejecting you.
Speaker 2:If they reject you and I'm talking to myself right now it's more of an opportunity to get closer to the people that are going to be really resonating with the message or the offerings that you have and the fight is not giving up. You need that person on your team that's lifting you when you get low about your skill set or the opportunities that are not coming Right. You have to be clear in that and it can't just be your mom or your best friend. It needs to be somebody again that has insight into what it is that you're trying to develop and you're clear enough to allow them to hold that space. It was super clear. Yeah, we need a three-pointer shooter. Michael jordan's going to get the double teamers and all that. We need to add roles around him to complete this championship team, because they were a championship team before they won a championship for sure right, they were driven before they got the opportunity to become champions.
Speaker 2:Right, and we're all have access to that right. Iron sharpens, iron jeremy rubin old space for me, because it's clear in his role for me. Jeremy roll, jeremy rubin, what's your role for joshua fields?
Speaker 1:what's my role for you? What's your role?
Speaker 2:how you're. You're on my team. Who are you on my team?
Speaker 1:Oh man, I can't even really get into what I am on your team. Talk to me, get into it. You know how you I feel like I'm a little glimmer.
Speaker 2:This is real life here. Yeah yeah, this is this, this, this article. You're watching, you're listening to the fruit of this article.
Speaker 1:Yeah, I feel like you need somebody on your team that you can tell anything to and not feel judged and, as a matter of fact, feel held in that moment, and so, for me, more than anything else, that's what I take the greatest pride in that you can tell me anything and we can navigate through anything without any judgment. As a matter of fact, instead of judgment, it's love and support, and it's the same way with you, and that is a special thing to have somebody who can be in the toughest moments with you, be in the roughest moments with you and see the best in you, and so, um, that's always going to be my job when it comes to you, and I take great pride in that.
Speaker 2:Yeah, I appreciate that, man. Thank you, my brother.
Speaker 1:Yeah. Yeah, yeah, yeah, yeah, yeah I don't know if I answered your question. No, you answered the question.
Speaker 2:Sometimes we might need to review your roles and responsibilities here after the meeting, because you're more than that You're more than that, yeah, but a lot of that is true. A lot of that is true, yeah.
Speaker 1:I mean even to go deeper. I mean just to simplify it, but I feel like you know we are, I mean we become family. You know we're family and you know we can call on each other when it comes to anything. We lift each other up, we hold each other accountable with a lot of things. You know you definitely, both of us but you specifically definitely give me access to a lot of the blind spots that I um that's I guess that's why it's a blind spot the things that you don't see right, Like, hey, I see you're here doing this, um, let's consider this. And it's like oh man, you know I won't consider that, but I'm gonna consider it Cause you saying it, it's a lot of cool things, yeah, a lot of good stuff, yeah yes, sir, yes sir.
Speaker 2:Why don't you move us on the point? I'm gonna move us on a point four here man screen and interview your candidates, so you got your vision. Oh god, we're clear on our vision it's screen up I.
Speaker 2:I have found who I need on my team to share my vision with through multiple channels. Right, I've put myself out there networking events, social media, um and again, depending on what you're looking for, you're going to those spaces to find those people because you're clear on what you need to help amplify your vision. Now you might find people in the right spot, but have you still found the right?
Speaker 1:the right person I'm laughing.
Speaker 2:What's up, what's up, what's coming up for you? I'm laughing because you don't want to let me get through my my part of the, the.
Speaker 1:I can't because it's hitting me, what's up? I called my right. So I'm getting ready to do this experience the Jeremy Rubin story and it's a fusion between live storytelling and motion picture, all sharing one stage. And I'm talking to a buddy of mine because I need an actress for this main role. And I said to him I said hey, do you know any attractive women in this area that can act right? I need them to be able to act.
Speaker 1:And he's just like you know what he's like man. That's where my weakness is. Man, like I know attractive women, but I have people out there with you that don't know how to act and I and I can't help it. He's like I'm gonna get, get somebody there, but they probably they're not going to have the skill set that you need. And what's interesting is like this hits me because a lot of times we'll get candidates but we'll be overwhelmed by this and the third and we won't screen them to see if they can actually do the job. Or we're just excited that somebody just at least showed up and now we're trying to put them in a position and not be patient. Do they actually have the skills it requires to get the job done?
Speaker 1:but anyway, no, that's, that's real, that's real, that's real so and so showed up, and then you realize, wait a minute, now that I'm getting close to so, and so did I even screen to see if they can do it. Or was I just excited that they're there?
Speaker 2:yeah, no, absolutely absolutely no, that that that resonates quite a bit, um. But even as you're looking for your ideal team member, um, you have to take, take people through a process of a weed. You got to weed it out, right. You got to be in spaces to know what you want and knowing what, this is the thing. You can know what you want. No, let me say this, you can know what you want. No, let me say this, you can know what you need and still go after what you want.
Speaker 2:I'm so comfortable with other visionaries and like minded people in this way, but what you may need is something radically different from what you're currently experiencing, and it's not going to come from more of the same of people that make you feel comfortable because it's so easy to work with this person. We're so much alike. They, they, they serve without boundaries, too. Without boundaries too. So then I expect them to serve me without boundaries. When you might need the operational, analytical person that's going to question, hold you accountable, be curious about your spending habits, hold you to a standard that's going to elevate wherever you are. That might be what you need, but damn, that's not really fun. We don't really. We're not looking for the fun person. We're looking for a combination of something that is unique for them, that will serve this unique part of your business, so you can get different results other than the same merry-go-round you've been, because you stay around, people that make you feel comfortable, and we know within comfort we're not growing.
Speaker 2:Yeah, so adding again who are you? Where are you at? Are these people that are really serving the area of your life? They don't need to be your best friend, they don't need to be the person that you just enjoy working with. If that all happens, great. But be really clear on what you need and be radically honest about. I actually need this, but oh man, I've been selling homes too. Bro, why can't you hire me? Yeah, because I know I've known you for 15 years and I'm too comfortable with you in this way. So it's not a knock on you, friend.
Speaker 1:I know you do this.
Speaker 2:But there's something that I am unapologetically after, and I'm okay Heart and people. But there's something that I am unapologetically after, and I'm OK hurting people's feelings that are expecting that I should give them an opportunity, because we have this personal relationship, that level of honesty with yourself about what you really need for you. Oh, then you. Now we're. Now we're getting, now we're growing, because we're comfortable disappointing people on our on people on our journey to elevate and grow. Everybody can't come with you in the way that you might need them, and so, looking for narrowing down those choices to select the best candidate for wherever you are in your life, there's a weeding out process and it's got to come down to what do you actually need to help grow and amplify you? That might be a coach, that might be a therapist, that might be a business thing, it might be getting somewhere with someone with expertise, but they're going to serve that part of the gap in your business to help you grow and expand.
Speaker 1:Um, just using that as an example yeah, you know what comes up for me and I'm not really wanting to talk about people's business. But you know, for weeks now, for a while now, they've been going in on j-lo online. Oh, have you?
Speaker 2:no, seriously, I didn't know j-lo's getting into it's going in on j-lo.
Speaker 1:She ain't jenny from the block. She's one of the meanest people you've ever met, oh yeah this is.
Speaker 1:This is my J-Lo experience, right, and the one thing I mean. Again, I don't know if this stuff you know who knows if it's true or if it's not, but I do know that it's trending. And what's interesting about what's going on, though, that, I think, is like they're describing the same behavior for decades. And then I look at her team and I look at clips with her team and just from the clips I see, right, I can only go off of what I see. Maybe I'm not correct, but she's surrounded with a lot of people that say, yes, they're yes people, and I'm here to make sure you always know that you're a celebrity and that you're royalty, and walk on this carpet and I feel like, yeah, you could get a lot of success, and then it could still bite you in the ass if you don't have some, if you don't give someone space to put you in your place To say, hey, that what just happened there should not happen and cannot happen again.
Speaker 1:If I have to worry about my position with you for telling you a truth that I know is uncomfortable now, that will help you in the long run. If I feel fear of being able to communicate that, then you are not doing a good job. You have to have space on your team for all of your people to be able to look you in the eye and say, hey, in this area, you know you're failing in this area and it's OK to feel brittle in the eye and say, hey, in this area, you're failing in this area and it's okay to feel brittle in the moment. But they shouldn't have to be fearful of telling you the truth.
Speaker 2:Just one two cents and a powerful two cents.
Speaker 2:That two cents is uh is battling inflation I'm just saying yeah, no, that's real talk, man, that's real talk and having having the the wherewithal to understand that, um, you know, that leadership dynamic between you and your team or you and your direct reports could even be a friend or a spouse, where, if there is fear there to speak truth because there's a concern that it's going to alter the relationship, going forward and altered in a way where it's destructive, you're just, it's going to be very difficult for you to grow. You're just, it's going to be very difficult for you to grow. It's going to be very difficult for you to be able to take what you have and expand on it and and bring people in, because you develop a reputation that I can't say anything to that person. They think they know.
Speaker 1:Yeah.
Speaker 2:And if you're, if, if everything is going well and there's no, there's no critical or crucial conversations happening face to face, all this is done behind your back. You're going to quickly learn one day that you'll constantly be rebuilding teams and trying to find people constantly, over and over and over, because there's there's a lack of uh trust in what the goal is, because there's so much concern about did I say it to you, the right way that's going to allow you to uh have your ego still be at peace, right, and a leader a leader is wrestling with. Let's suppress the ego, keep the ego down. Let me hear from my group about what's not working.
Speaker 2:This is one of the things that made as tough as Steve Jobs was when he heard something from a team member that was brave enough to speak up to him and it made sense he would make adjustments. I remember reading this about him is like in the face of new information that made sense. It was just a quick decision. Well, we should be doing that.
Speaker 2:There was little because he was in a growth mindset, he was about synergistic partnerships, but you, to know that you had the bravery to speak up to him was, I would, I believe, his threshold for, yeah, I wish him, I wish who got something to say to me? Oh, you saying something and there's value there. Well, people that were ready to take a risk to be rejected by someone as smart, charismatic, powerful, all the things, as self-made as steve jobs. Well, now, now we're getting to the people that need to be in my circle, because all that is not a barrier for them, and sometimes, well, you, you're, I just not gonna say anything to you because you're too pretty, I'm just gonna let you make all these excuses, yeah, or?
Speaker 2:excuse it and not say anything no accountability.
Speaker 2:Oh, I, I, you know I benefit from you in this relationship for these things, so now I'll continue to suppress the things that I see that you might need because I'm too intimidated. If I speak my truth to power, I will lose. I will lose out on the things that are making me comfortable in this relationship, and you want people that could care less, that will speak you truth to your face in the midst of uncertainty, to continue to allow the team to grow, whatever that team may be for you.
Speaker 1:Yeah, you know, I, I got a guy that, um, I had hired years ago and, um, it's like, everywhere I go, um, I make sure there's space for him. And you know, he said one of the most powerful moments, um, I had to fire him at one point and he was getting ready to get an attitude and I, and he said he remembers me saying, hey, look, before you get into what you're about to get into, um, don't, don't burn bridges, you don't need to burn right, just because I got to let you go from this situation doesn't mean you need to burn the bridge down. And so, you know, I constantly work with this young man. He's he's a, he's a good 18 years younger than me and we're in a very we're in a very difficult conversation and I told him at first, he's ready to fight. Next thing, he's ready to flight, like, leave, fight or flight. And I said, hey, you know, sometimes you just got to sit in the storm for a minute, like you don't gotta, you don't have to flee the situation, you ain't gotta fight, you just need to sit there and absorb what's going on. And I, I love you enough to not let you either. You know this fight or flight response. We're going to learn in this moment. It's going to be uncomfortable I know you're uncomfortable right now, but if you allow yourself to be changed in that environment for a moment, if you actually led to the set in and to take in what I'm saying without being offended, and just really hear me and not tell yourself a story, to either protect yourself, protect your ego, right, protect your pride, like and then he called me the next day. He's like man, you're right, but it's this, it's this pushing and pulling, is this tension that is what makes us better. It's not in the always being in a comfortable situation where I, you know, I feel like I'm the best Well, you're not, and that's OK Like you're not going to be the best every day. Yeah, so let's figure it out.
Speaker 1:Yeah, moving on to number five, involve your existing team. So if you already have a team, right, and when you say team, that may just be one other member you need to involve them in finding team members who share your vision. You can ask them for referrals, recommendation and feedback on the candidates. You can also invite them to join into the interviews, either as observers or as participants. And he see how they interact with the candidates and he see how they interact with the candidates. You can also ask them to share their opinion and impression of the candidates and how they fit with the team culture and dynamics.
Speaker 1:I think this is really cool because I sit between two schools. Like I have a big background in sales and sales leadership and when it comes to teams, oftentimes it's like, okay, we're just going to put together the squad and it's somebody in a room deciding who your squad is going to be, and then there's all this tension about, well, you didn't have any ownership in who you're working with, right? So I, you know, I go back and forth with this because I've seen teams that put together and like you're going to work it out, you're going to work together and coming on to something, and then, whoever's mission it is saying, hey, your opinion is valuable enough to help me build the rest of what this is supposed to look like. So I've seen it happen both ways. I was actually going to wait for your opinion on this because I know, with your corporate experience and even building your business, you probably have some insight on how you look at this step here.
Speaker 2:Yeah, this comes up for me when I think about a team member has been promoted or demoted or they've quit. There's the vacancy on a squad and oftentimes you already have shifted as a leader to man. If I had this component on my team, man, this would make this so much better. But you have your existing team and that particular opportunity might not be ready to go and recruit and bring in that person. That's going to get you level up to that next vision. So you have to be patient, and so you're already thinking about man. If I had this, then I could do this, and so that's your vision. You are a part of a larger group, especially when you built that group around.
Speaker 2:I remember when we were making our you know my sales round. We would be winning awards and all this other stuff and you know people would flock. I want to be a part of something that seems like it's already in motion. That's winning, that's what exactly exactly. And so I would do. I would hold panel interviews with my existing team to help me source through.
Speaker 2:Hey, here's the shared vision. This is what we're looking for as a. Everybody's going to have their own little part of what they, the interpretation of what they might think that person means. We need someone that is skilled in graphic design, right, and so maybe, maybe, maybe we spend some more time looking at those skill in graphic design versus like, yeah, I just want to use this as an opportunity to grow my leadership skills and then, you know, use this to elevate and I also want to relocate at the end of the year. There might be that might kind of work, but it isn't. It isn't the need that we all agreed on that we want, right? So this allows you to have some self-accountability with the group around.
Speaker 2:Hey, let's be very specific here. We're looking for this unique skill set and you involve your team One. It helps them feel like they're a part, because they are a part of that dynamic. And one thing I realized as a leader is my coaching and expertise was only going to go so far, but I serve as a director, I'm not an area manager. That team member, whoever this person is going to be, is going to be more impacted by the words of their peer group. So having that peer group bought in on this unique skill set allows the settling and the teamwork and just that camaraderie that comes with working with people, that we're having an inclusive relationship, we're inspired by each other. But I also really have this unique skill set here. I can help add to the other dynamics on the team when you're not constantly looking to hire you and we fall into that trap. I've I've definitely hired people off of. Oh, I just like you. I'll figure it out later.
Speaker 1:Right, we can work through this. Yeah we'll work through it.
Speaker 2:But, joshua, they don't have any admin skills, and this is really important. Yeah, I'll, you know I'll I got that.
Speaker 1:It's nothing.
Speaker 2:Yeah, and again you have to keep it a buck with you. Sometimes people are getting hired just off of the way they look.
Speaker 1:Yeah, because my next question is why? Why would we, why would we hire someone with this crazy learning curve now? Why wouldn't we just take someone or take the time to plug and play?
Speaker 2:Yeah, yeah, that's up to the individual, I mean yeah man, I don't know.
Speaker 1:Yeah, I don't know. I'm going to hold you though, yeah, yeah please don't, please don't.
Speaker 2:I don't need to be held. You've already told the community that you're a holder. I'm a holder.
Speaker 1:We'll take that conversation offline. I got bare arms, bro Grizzly.
Speaker 2:But, yeah, I mean, that's real, like it's, um, you know, having, especially when you have that team around you, where you've you've cultivated, you've built them, there's a shared vision. Using them as a part of helping create that dynamic of people that are going to add to that, uh is super important, um and uh, you know, in panel interviews or, you know, group discussions, uh, really help involve that team and make that that, that, that that an experience, especially when you're adding and trying to grow, because everybody has a view of the blind spots and it's important that they're uncovered. Yeah, let's move on to point six here, before we cut the people loose and send the tidying plate around and this really is great, and this really is great. So much of what your vision is going to be comes from you providing clear instruction and, once that clear instruction has been made, having orientations and trainings and workshops to help unearth right, to help solidify what it is that you're trying to build in that team. So the article suggests use various methods like manuals, videos, webinars, workshops. Introduce them to your team the vision, the policies, the procedures, the way things are, so everyone is aligned with what is expected of them. This is going to help you run much more efficiently and effectively and be less busy.
Speaker 2:And so I've done this. I've assigned mentors, accountability buddies. Now I found myself where I learned the vision of the organization and it's my job to uphold that, as I'm coaching people within that organization. So, even if I'm a third party coach, I'm still enough entrenched in what it is expected of people, so the outcomes are aligned with what what it is that this person wants to be necessarily coached on. You know, I've held space for people that are working on their executive presence. Well, executive presence at one industry, in one industry, might look different in another industry, and so being able to support your people, um, and being clear on what that vision is, feedback is much more effective. The process to monitor growth is much more effective, and helping your team be able to adapt to how visions are shaped and how things will change as a result of bringing these new resources together Like people, ultimately gives you the team you need to help go go to war with whatever that war is Right.
Speaker 2:And so, again, this is this can be family. This can be your business as an entrepreneur. There's so many spaces where having the right people for you, because you're clear on what you need as an individual. You can't get away from that. You're not getting the support that you need because it's unclear about what you need as an individual. You can't get away from that. You're not getting the support that you need because it's unclear about what you need, because you don't know what you need. Processing, brainstorming with a coach maybe it's a therapist, maybe it's some expert, maybe it's a mentor but get somewhere with someone that can see blind spots in your thinking, to help you bring more clarity with the information you uncover on your pursuit of excellence, on your pursuit to grow and and evolve and innovate, whatever it is that is in front of you to do so. And it happens, um, through this process, which I think was laid out pretty clearly for people. Anything you would add to, uh, to finding your squad, my brother you know, I would just say that, um, it's work.
Speaker 1:yeah, you know what I mean. Like it's not, I think. Oftentimes we think because we have a cool idea, we have a great recipe, or you know that we, you know, we believe that whatever that we have is whether it's inspired, got given whatever, that then automatically these people are just going to show up and be in your lap, and it's another level of work and effort that has to be respected. Right, it's not something that is just, it's not like a pickup game of basketball, right, I'm just you, you, you, you, you. We won't, we won't get out there and make it happen. Okay, getting the like, it's not that. It's like respect your vision, right, and we respect our vision by respecting every piece and part of making that thing come to life, and putting your team together is a big part of that.
Speaker 1:So, um, I would just say, if it's frustrating, that's okay, because anything connected something great is, um, and you just got to work through it. So, just just, it's okay. And, and for a lot of people, the reason that you're not where you want to be is because you're trying to do it all yourself, and it's just like you need people. I mean I see that more every day. I get examples that more and more every day there is nothing great done alone. Everybody has a team. So it's okay to have a team, but yeah, I mean I'd see again another fire episode.
Speaker 2:Take it off 49.
Speaker 1:Absolutely 49. Nice and seasoned.
Speaker 2:Yeah, yeah, yeah, yeah, but you know our subscribers love you guys.
Speaker 1:Um, you can follow us on all of our social media platforms. We're cutting up these days. Uh, we'd love for you to share our content. Um, we haven't had a review in a while. Yeah we need some reviews.
Speaker 1:Reading reviews yeah yeah, review us, let us know what we can do better. Give us some, uh, ideas for, yeah, we need some reviews. Reading reviews. Yeah, yeah, review us, let us know what we can do better. Give us some ideas for future episodes. You know, when you guys show up, so do we. We do this for us first, but we definitely want to support the people that are supporting us. You guys are our team, absolutely.
Speaker 2:Absolutely Speaking of a team. Sometimes you're on an individual journey and it's much easier to do this journey. Um may not be on the exact same path, but being inspired by people that are on a path and they're conscious of that path and they want to get better. This is not for someone that thinks that they're just, they're broken or like, oh my god, I have no worth here. I'm looking for people that are. Is this the villain's journey? You know this well, you. It may be for some. Um, you know, this is the hero's journey.
Speaker 1:Oh, okay, okay, Okay yeah.
Speaker 2:So I'm, I'm partnering with another iPad coach, uh, michael Motari. Uh, we invite people. We invite people. We invite you, if this resonates, to step into your own power and become the hero in your own story and find more innovative and creative ways to recruit your army for your journey, because you have clarity on doing so. So you know, one of my favorite things to say is no one is coming to save you. You must cultivate a mindset of strength and resilience and community that will help you combat that negative self-talk. The things we talk about here judgments, assumptions, interpretations, limiting beliefs that is not going anywhere, but finding places to be with people to help build you, help your journey be a bit more constructive, without the negativity disabling you or keeping you back from realizing your potential. We invite folks during the time period of August 10th through the 17th of this year to Tehran, colombia, to join us on the hero's journey.
Speaker 2:I will put the website in the show notes, but it's theheroesjourneyretreatcom. You can go and learn all that you need to learn there, and we're still looking for folks. And you know I'm excited to be able to hold that type of space and be whisked away in some serene beauty, in, uh, the spiritual space that is, uh, tirona columbia. So anyway, brother, uh, I'm excited about the batman.
Speaker 1:You go to the hero's journey. Yeah, if you're raz al ghul like myself, hey you might meet.
Speaker 2:you might meet him at the hero's journey, because raz al ghul was met in bat's beginning journey, that's true On his hero's retreat.
Speaker 1:You know what this reminds me of? Have you seen the movie Couples Retreat? Mm-mm. Okay, you got to watch Couples Retreat, okay, yeah, but anyway, they got one island for the married couples and then they got another island, eden East, for the singles. It's popping, so the married people ain't allowed to go over to eat. It's a whole thing. So while you're doing the hero's journey, we're going to have the villain's journey.
Speaker 2:Yeah, yeah, yeah, yeah, yeah yeah. Right across the street, that's the next one we're going to build. We're going to build one for the villains. We want to get our heroes equipped.
Speaker 2:And sometimes those heroes come back as villains. You're really doing it. When you live long enough to become the villain, hey, that that means you have. But see, there's something to that. That means that you have unapologetically decided to be who you're going to be, without shape-shifting for others. Because just as much as batman is a, he's also a vigilante. He's also a nuisance. He's also like, not a part of the law and order structure. Right, but they still need him because he's him, I am him. I'm that guy. I'm not that guy, I'm this guy.
Speaker 1:He's the guy that's not waiting for warrants.
Speaker 2:No.
Speaker 1:I'm not waiting for a warrant for arrest. I'm not waiting for evidence. I'm not waiting for a warrant for arrest.
Speaker 2:I'm not waiting for evidence.
Speaker 1:What are you talking about? Right, I'm about to go handle this. See something, do something. I'm him, I'm that guy.
Speaker 2:Yeah, while you guys is getting all the bureaucratic bullshit in order, I'm out here, you know, shaking folks down. I'm over here, I got trackers on everybody, right, I'm listening to all cell phone conversations, right conversation, right, you know. So, anyway, for the hero inside you that's looking to, um, be more of who you need for you, this is, uh, who you get to do this with others in the community. So I just want to add a little bit more, two cents on that. But, brother, I love you. Um, I respect the hell out of what you're doing currently, not just what you have been, but who you are going to be. Um, you're on your own journey. I'm a part of your team, know that, and whatever you decide to do with your team, if you provide me clear instructions, the caveat Right.
Speaker 2:If the conditional statement if you are providing clear instructions that means that I know you've done the work to be able to provide opportunities and spaces that have boundaries, that hold the correct amount of like, love and tension and support that you're going to need, and it's not questioned. You don't have to think about oh man, why so? And so ain't because you don't know what you're doing, right, you want know. What you want is somebody to come save you and tell you what to do. There we go, that's what you want, cause that's easier.
Speaker 2:There's a reason why I like going to the, to a gym with a trainer and a gym trainer tells me what to do, cause I don't want to think about it, I just want to do it Right. But I know that's what I need, and so I've given him clear instructions to hold that space. But when you're confused about what you need and you don't even know how to tell somebody how to support you, we got work to do, no judgment, but do that work first, so everything else unfolds in a way that is much more less catabolic, if you will. Anything else to add to?
Speaker 1:it. No, that's it, man. Close the sound.
Speaker 2:There, it is Great job. All right, man, cue the thing. Music else to add to it. No, that's it, man, close this out. Yeah, man, there it is, man, you did a great job. All right, man, cue the theme music. All right, man. Well, you have a great day. All right, brother, love you, love you too. Bye.
