Podcasts about because joe

Joe Goldberg (from the Netflix series YOU) is an admitted stalker, serial killer, and all-around psychopath. So why is that so many women are in love with him... or worse yet, defend him and attack his victims? Eleni Sagredos is back to break down Joe's troubling psyche and horrific behaviors. Because Joe may be fictional, but men like him are very real. And we don't want the next victim to be... YOU!  WARNING: This episode is an absolute rant. So,  please... buckle up!  Eleni's Links Tiktok & Instagram: Nowshesspeaking Eleni's AMAZING book!   F THE NICE GUY LINKS Patreon: Patreon Page Tiktok: FtheNiceGuy Tiktok Youtube: F the Nice Guy Youtube Page

On a summer night In 2013, newlyweds Joe and Olga Connell walked into their condominium in Wilmington, Delaware. Joe flipped on the light and sat down on the couch, while Olga headed to the bedroom to get changed. Suddenly, Joe heard a loud scream. He got up, and ran down the hall to the bedroom. There, he found Olga sitting on the floor yelling and crying. And he saw her jewelry boxes had been completely emptied and thrown off her dresser – thousands of dollars worth of rings and necklaces were just gone. But through her tears, Olga said she didn't care about how much money they cost. Some of those pieces were precious family heirlooms that had been passed down to Olga from hers and Joe's mothers. Joe comforted his wife, but he didn't tell her what he was thinking. Because Joe thought he knew who had robbed them, and he feared this might be just the first attack in an escalating family war.For 100s more stories like these, check out our main YouTube channel just called "MrBallen" -- https://www.youtube.com/c/MrBallenIf you want to reach out to me, contact me on Instagram, Twitter or any other major social media platform, my username on all of them is @mrballenSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This week I hope you're ready for ghosts, ghouls, and... jars?! Because Joe from Guys Gotta Gotti is here to talk about the Sammo Hung classic, Encounters of the Spooky Kind! You won't want to miss this as we talk about sorcery, kung fu, hopping vampires, influencing Sam Raimi's Evil Dead 2 and inventing whole dang genres. So don't! Listen now! PS: I confirmed that there are 6 episodes remaining after this. The end is nigh! link to post about the show's conclusion ----more----PLUS: New bonus content for the patreon includes Rounds 1 and 2 of the trivia competition we held, full video of the Gremlins commentary I did with Mike Mitchell of the Doughboys and the Choose Your Own Adventure book "Track Star" being navigated with the help of the twitch chat. Sign up now so you don't miss out on this and many more great bonus episodes.

**Listener Discretion Advised** Adult Topics are discussed A cannot miss episode for those that have doubts of God's existense or physical love for us. Joe wrote a book of the same title as the episode with local publishing company, Throne Publishing Group, and this episode will get you about 30 pages deep. AND You will want to read more. Joe's story is full with hills, valleys, and peaks but one thing remains, his relationship with the Creator is real. Find Hunted and called on Amazon, at the Sioux Falls Bookstore Crossroads, or in either Sioux Falls Airport Bookstore. Topics you won't want to miss: Victim of Pastoral Molestation - Because of this Joe had a conflicted relationship with God Is God distant or personal? Joe's Anger at the Full Size Wooden Cross The physial presence of God Being told “You will never have (biological) kids.” Being told “You will never be able to adopt kids.” Being told “You will never be able to foster children.” Because Joe was sexually molested as a child the system put him in the mathematical equation that victims are 75% more likely to continue that behavior “I don't have the faith to trust you (God) with this anymore.” Satan's whispers become very prevelant. The want versus the need to die. Run towards God with your questions rather then run away from Him with your doubts. Each chapter is a name of God highlighted in the Old Testament. Forgiveness of Joe's molestation. Joe & Jennifer's Tithe and what it led to. Email Mandate: mandate.pod@gmail.com Instagram: @mandatepod KPP --- Send in a voice message: https://podcasters.spotify.com/pod/show/mandate/message

We recently learned that most property managers have an awful profit margin in their businesses. If you struggle with profit in your PM business, you won't want to miss this. Join Jason and Sarah Hull from DoorGrow to learn about how to improve your business, team, and profit margin by making small improvements with BIG impact. You'll Learn… [01:18] Why do property managers have bad profits? [05:11] You need a better team [07:06] How do you know if someone is the right fit? [14:09] Deciding if YOU are in the right roles [18:10] Why you need a strategic planning system [22:57] How to fix your team Tweetables “If you have team members you don't feel safe giving up a chunk of your business to run for you, it's because they don't share your values. And if they don't share your values, you'll never trust them.” “It doesn't matter how many doors you have or how few doors you have, you can have a really bad profit margin.” “The average profit margin for companies in the 50th percentile is only 1%.” “The easiest low-hanging fruit to increase profitability is to tackle the biggest expense in your business if you have a team… people.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] If you have team members you don't feel safe giving up a chunk of your business to run for you, it's because they don't share your values. And if they don't share your values, you'll never trust them.  [00:00:09] Welcome DoorGrow Hackers to the #DoorGrowShow! If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow Hacker. DoorGrow Hackers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. [00:00:48] At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the bs, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host property management growth expert, Jason Hull, the founder and CEO of DoorGrow here with Sarah, the COO of DoorGrow. And now let's get into the show.  [00:01:16] So what are we chatting about today?  [00:01:18] We are going to talk about profits.  [00:01:21] Okay. I'm noticing this trend lately in talking with some clients, in talking with property managers, that some companies that are struggling with profitability-- which tends to happen when you have a team, usually in the 200-600 door range. Some are now maybe two to 400 range, which I call the second sand trap. A lot of times I'm noticing that they're trying to figure out profitability. They're like, " we don't have a good enough profit margin and-- Oh, we just did a cool video.  [00:01:53] We did.  [00:01:54] Called what?  [00:01:55] Profit Martian.  [00:01:56] Profit Martian [00:01:58] Little silly play on words. It's this silly video, make sure you go do a search on YouTube for Profit Martian. So you need to focus on your profit margin, right? And a lot of property managers have really bad profit margins. Like some of the gurus and mentors and coaches that you look up at out there, some of the people with tons of doors, their profit margin actually really sucks. It doesn't matter how many doors you have or how few doors you have, you can have a really bad profit margin.  [00:02:26] Yeah. So actually, um, I was talking to somebody just maybe two days ago and he sent me some data from NARPM. So they do all of their little, you know, tests and data gathering and all of that good stuff. And this is from, I think, not 2022, but I think 2021. But there's like a whole breakdown. And if you're in the 50th percentile of property management companies, regardless of size, the average profit margin for companies in the 50th percentile is only 1%. Like one 1%, like one whole percent, which is... I almost threw up when I saw that document. Like, oh, whoa. I felt so gutted. And, I don't know, maybe I was just doing something different when I was running my company, but my profit margins were insane. They were insane. It can be-- [00:03:18] Define insane. Can you tell them?  [00:03:20] I was well over 50% profit margin.  [00:03:22] Yeah.  [00:03:23] Like well over 50%. She's kind of efficient. I ran a tight ship. We did. But I almost couldn't believe the data, but I have to believe the data. It comes from NARPM right? So it's like, well, that's the data. So I don't know what's happening. And I think, I think we made the connection.  [00:03:42] Yeah. And wait, can I brag by you for just a sec? So in--  [00:03:45] Yeah.  [00:03:46] So she has, she was managing over 200 doors.  [00:03:50] 260  [00:03:51] Okay.  [00:03:51] Okay. It's a difference.  [00:03:53] That's a lot. Some companies only have 60 and they're struggling. So 260 And these are C class properties?  [00:04:02] Yeah. [00:04:03] Small multifamily. [00:04:04] And lots of single. Single and small multi.  [00:04:07] Yeah.  [00:04:08] Our like big multi was like 10 units, like a 10 unit building.  [00:04:11] Okay.  [00:04:11] We don't have in that area, big, big buildings. [00:04:14] And these are like not necessarily the easiest tenants normally.  [00:04:18] No.  [00:04:19] Now she did this with only one part-time person that was boots on the ground.  [00:04:27] Mm-hmm.  [00:04:28] And Sarah was so bored. She was so bored, she came to work in DoorGrow like she was like--  [00:04:35] Twice.  [00:04:36] Yeah.  [00:04:37] Yeah. So I came and then I left and then came back. [00:04:41] Yeah so I just want to point out like she's super efficient and she was able to do that. After looking inside of like, and talking to thousands of property management companies, like, I know that's exceptional. Like, I know that's rare and a lot of people are like, how's it possible? And some clients of ours, after Sarah's gotten on a coaching call with them, have cut their staffing costs in half, or fired half their staff. Like-- [00:05:01] Yeah. I've had a few of them today.  [00:05:03] Yeah.  [00:05:04] And then they thanked me for it.  [00:05:05] Yeah.  [00:05:06] Yeah.  [00:05:06] Well, the team members probably didn't. [00:05:08] Well, not them, no. They weren't too happy. [00:05:11] So what we're noticing is a lot of times property managers are like, "we need more KPIs, we need more metrics, data. We need more data, numbers, we need more micromanaging and more process documentation because we're trying to squeeze blood from a stone. Like " how can I get a little bit more juice out of my team?" when they don't focus on the actual real problem. And the real problem is you have a shitty team. Like your team-- [00:05:38] The wrong team.  [00:05:39] And maybe they're good people, maybe they have good values, but they probably do not match the three fits. Did I do an episode on the three fits previously?  [00:05:49] Probably at some point. I think a lot of times what I see is-- and not just in property management, just in general, businesses-- they hire the wrong way.  [00:05:57] Yeah.  [00:05:58] So there are three different fits and they go cultural fit, then personality fit, then skill fit.  [00:06:05] Mm-hmm.  [00:06:05] And they should be in that order. Most of the times, what I see is the reverse. So they focus first on skill fit and then on personality fit and maybe culture.  [00:06:19] So the Three Fits of DoorGrow... trademark. So the Three Fits to the Ultimate Hire, this is a framework that I came up with because I was just noticing in my own business this became really important. I was also noticing in other businesses of other million dollar plus business owners we hang out with and in lots of our clients. Like a lot of people were having difficulty with team members. This is common no matter how big the business is or how small it is, if they had a team. And it's because they don't have people that are the three fits. There's sort of a similar concept I noticed in the Traction book, but I didn't really like that model. I wanted to simplify this. So here's how I look at it, I look at it through these three lenses. First culture fit. Do they share your values? You can assess your team right now. Does everybody on your team share your values? If you're not clear on what your values are, though, the answer is probably no. They might have good values. That doesn't mean that your team members might have bad values, it just means they might be different. Like for example, you might value things being done very efficiently. Maybe that's a big deal to you and your clients value that, and you want to make sure things are done as cheaply and efficiently as possible. But maybe you have a person that's a vendor or a maintenance coordinator or in-house maintenance staff and they value things being done, quality, and they take a ton of time. Or it might be the reverse for a lot of you. It's just different competing values. And so if somebody doesn't have the same values as you, what's the big problem with that?  [00:07:54] Well, the problem is they're going to make decisions differently than you make decisions.  [00:07:59] And so you'll never trust them. You cannot trust them. So this is the thing, if you have team members you don't feel safe giving up a chunk of your business to to run for you, it's because they don't share your values. And if they don't share your values, you'll never trust them. That's the bottom line. Let's talk about personality fit. Culture fit is the most important, like Sarah said. Personality fit. This means they naturally love doing this job. They naturally love doing it, which means they don't have to be motivated. They don't wake up in the morning and think, "I can't wait to for the weekend. I hate this job." They like, they love doing what they get to do. And believe me when I tell you, you may think nobody loves property management. Nobody loves this... there is a person. There are people out there that love changing bed pans. There are people out there that love doing just about anything if you get the right personality fit for that role. Not everybody loves sales, but if somebody's the right personality fit, they love it. They love the push. They love the hunt. They love the chase. They love the challenge. They love talking to people. They have no resistance to doing cold calling.  [00:09:04] Some people love that stuff. Some people hate it. Some people love accounting. Some people hate it. Some people love, you know, whatever it is. You can pick anything. And so personality fit means if they're good culture fit and a good personality, that means you just need the third, the last thing, which is skill. The skill fit means they have the training and the experience to do the job. So you can hire people that already have the skill, which is somebody that already knows how to do it well. They're what we would call a "who." They're looking for somebody who can do the job, or there's those that you can train and teach how, so that would be like hiring a "how". There's a really great book called Who Not How, which is a really great book, and in the beginning, early stages you have to hire "hows" and you're going to teach them, which means you have to be the "who" that knows everything. [00:09:56] And later on you're going to start to hire people that are beyond your level. Like I hire people beyond my level that are better at these things than me. I hire "whos". They're much better at these things. And so here's how this works. I usually have a Venn diagram, three circles that are overlapping. I've got culture, personality, skill, and if they have culture and personality, they can be trained-- is what shows up in the middle of those two. If they have culture and skill, but they're not the right personality fit for the role. They don't love it. But they believe in you. They love your company. They share your values, and they have the skill to do the job and the training. Here's the caveat, they'll never be great. They'll never be great at that role because they'll always have friction and resistance. Let's say you hire somebody to be a bdm, but they hate talking on the phone. They don't like reaching out to people and it's uncomfortable. You've trained them. They have the skill to do it. They believe in your values and believe in your business, and they share a belief in you. Like they like want to support you, but they're always going to have friction and they're going to avoid it. "Well I tried texting them twice," you know, and you're like, you have got to call them, right? So if they are personality fit and a skill fit, but not a culture fit, you'll never trust them. And so that's how these play out. If you have all three, they're the ultimate hire. Okay, so what I want you to understand is if you're focusing on profitability right now, KPIs, metrics, more micromanaging, it takes an infinite amount of processes and micromanaging to try and create the results you'll get from the three fits, and you'll never get close. It just won't happen. And so it doesn't make sense to go sign up with profit coaching companies and working on your NARPM accounting standard and all these metrics, when the easiest low-hanging fruit to increase profitability is to tackle the biggest expense in your business if you have a team. And what is that? What's the biggest expense?  [00:11:47] The biggest expense on your team? Well, all the people.  [00:11:49] Yeah. If you have a team, it's your team. People are-- [00:11:53] You have got to pay people. They like that.  [00:11:55] People are expensive. They're way more expensive than software. They're expensive. And you need people in a property management business. It's a people based business, right? It's about relationships and communication and all this. And so the first thing we want to do is decrease the unnecessary work, which Sarah's really brilliant at. We decrease the unnecessary work. That alone can cut your staffing costs in half.  [00:12:18] And redundancy. I've talked to like a lot of property managers where it's like, "who handles your leasing?" And they're like, "oh, Joe and Sally." Nope. have one, one person. Because if Joe and Sally does it, that means nobody's actually doing it. Because Joe will say, "oh, I thought it was Sally." Sally will say, "oh, I thought it was Joe." and he goes back and forth and that's how things fall through cracks. That's how things get missed. That's how mistakes happen. There's no true ownership... [00:12:43] Yeah.  [00:12:43] ...of that thing. And if there's no ownership, you can like guarantee that it's not going to happen.  [00:12:49] If it's not clear who owns the particular job or task or thing to be done, then nobody does, and then they'll be stepping on each other's toes so there'll be double work or it'll just get left undone. Or "I thought they were going to do it." It becomes a mess. Right?  [00:13:01] Mm-hmm.  [00:13:02] What else should we talk about about this? I think the thing is if you've seen our DoorGrow Code, and if you haven't seen that, I highly recommend you reach out to our team, get a copy of the DoorGrow Code. It shows the roadmap to go from basically zero to 1000 doors and how to do it as quick as possible. A lot of people focus on the profit system, which we have way later at like maybe the 600 door red belt stage, but they've skipped really dialing in their pipeline system. Maybe your sales CRM right now is still like a spreadsheet and you don't have your sales process defined. You don't have maybe a process system, so you don't have some sort of system like we're launching DoorGrow Flow, which is really cool. Vizio like flowchart software for mapping out your processes and for your team running the processes in the business consistently. But you don't have a really solid process system where the processes are clearly defined. But even if you have all the processes in the world, if you don't have a good people system in the business, which is the next thing that you need to have, this is your hiring system. This is how you vet your team. This is how you make sure everybody are the three fits. And I should point out the most important, who's the most important business that should be the three fits? [00:14:14] The CEO.  [00:14:15] Yeah.  [00:14:16] Yeah. So those of you listening, if you're the business owner, it's you. You should be making sure you are the right personality fit for the roles that you're in. And I guarantee if you're wearing every hat right now, or a lot of hats, you're not, you're not the personality fit. That's why you don't love doing some of those things. Those are the first things we've got to get off your plate. [00:14:33] Yeah. I talked with an owner yesterday and he's like, "oh, I do everything." I'm like, "all right, let's talk about what is everything? Tell me what you do" "I do this and this and this and this and this. So the list is like 20 things long. I'm like okay so out of those things, like what are the things you actually enjoy? "Like I love building systems." He's like, "I love it." He's like, "that's what I do." I'm like, "okay, cool. So what are you doing right now that you hate, that you like, if I could like just snap my fingers, you would never have to do again? What would be?" He's like, I hate doing sales, which is really-- [00:15:02] This was a business owner... bizarre  [00:15:04] Really unique because a lot of times the business owner loves doing sales. That's the role they want to keep. They're like, "I love doing that. I love talking to people. I love networking. I love selling. I love promoting my business. I love that." He hated it. I'm like, "you're an operator and that's great." I'm like, that's cool. Like you're that operator personality type. The operator is not going to do sales. So if you're hiring somebody and you're like, "oh yeah, you're going to help me out with admin work and operations, and then they're also going to be like BDM and doing cold calls and..." no, they're not. No, those are two different personality types.  [00:15:34] Yeah.  [00:15:35] And they clash hard. They clash hard. So in that case, like he should not be doing sales because he hates it. So does he do it? Yes, because he has to. But does he like doing it? No, absolutely not. So if you don't like doing something and you're forcing yourself to do it, it means a few things. First of all, it means you're probably not going to be really super good at it because you're forcing yourself to do it. So you're just going to like, all right, how can I hurry up? How can I get through? Like you're not intentional with it. You're not. Because your heart isn't in it. You're like, I hate doing this. This is just something I have to do. Um, and then it also means that it will fall on his list of priorities really low, which means it will happen last. So he'll go, oh, these are all the things I could do instead of doing sales calls and he'll do 20 million other things instead of doing the sales calls. And the sales calls are the thing that actually are going to help grow the business. But since it's such a painful thing for him to do, it's going to come so low on his list of priorities that that will be the thing that either gets done last or gets skipped. So in that case, like take off that hat and hire it out. You need a bdm.  [00:16:47] So one of the things that we recommend that you do is you need the process system. You need a people system. And so that's something we help our clients build out is a hiring system. We have DoorGrow ATS that stands for Applicant tracking system and software, and then we have an AI assessments partner that we partner with to assess you and your team and your potential new hires. [00:17:08] Mm-hmm.  [00:17:08] Then we have things that we help you map out, like R Docs, which are the ultimate job descriptions, which will filter out and help also attract some people that are the right personality fit. And so we have this whole system for-- [00:17:21] the right culture fit.  [00:17:22] Yeah.  [00:17:22] Yeah. Your R doc will attract the right culture fit. [00:17:25] And so the hiring system we put in place reduces that risk because one bad hire is going to cost you probably about 10 grand minimum. You'll probably have a month for three months. You'll be paying them some sort of amount of money each month, and they will probably also cost you some business, especially if they're connected to the front end at. So it's going to be expensive.  [00:17:45] Yeah. Plus your time to train them.  [00:17:46] Yeah.  [00:17:46] Or somebody else's, like on your team is training them so their time. [00:17:51] Yeah. So you're losing money.  [00:17:52] Plus they missed opportunity from finding the right person. Yeah.  [00:17:55] So bad hiring is super costly in the business. It eats your profits up like crazy. Bad team members or weak team members or team members that are not solidly the 3 fits. Eat your profits like crazy.  [00:18:09] Yeah.  [00:18:10] And then we have people that have somewhat mediocre teams or they're just not in the right seat on the bus, as a lot of people like to say. And then they don't have a planning system. And that's the next system we want to put in place a planning system. Once you have an operator and you have, you know, a team, a planning system, it really is the rocket fuel for your business and the planning system that we've built is better than EOS. It's better than Traction, all that kinda stuff out there, those are very top down. It needs to be bottom up to where your teams start to work and function like business owners thinking strategically in helping you grow these different arms and pieces of the business that you put them over on your executive team. And so DoorGrow OS allows that to happen. It's software that we've built and this allows you to come up with your annual, quarterly, monthly, and weekly goals as a team to figure out how do we eat this elephant one bite at a time and break it down. And it creates ownership, it creates accountability. Everybody can see whether or not people are getting things done. There's green "yeses" and red "no's" at the end of the week on this software and everybody's accountable and can see it. A players, people that are the three fits, they love this, they love this accountability, they love being in the system. B players will quit.  [00:19:30] Mm-hmm. [00:19:31] I've seen it multiple times. We implement something in a business, a planning system like this, and then team members quit. They're like, forget this. I don't want to be seen. I don't want to be accountable. I don't want them to know whether I'm getting stuff done or not. I just want to do my day-to-day tasks. This really is where you have team members that are now moving the business forward instead of you dragging them up the mountain towards the goal, which a lot of you feel like that. And if you're dragging your team members up the mountain, they're all sitting in the wagon and you're pulling them and you're trying to clear the path with the machete and go up the mountain towards the goal, you have the wrong team. If you get your team in the right alignment and you've got your values defined, you've got your process system, your people system, your planning system, your pipeline system, you've got all these, you will be infinitely more profitable.  [00:20:15] I find that I get three times the output from team members if they are the three fits easily. And so what would that do? Imagine what that would do if you got three times the output from the existing team, how much more capacity you could have. How would that affect your business? Like it would be, it's pretty magical, I will tell you. So our clients grow pretty rapidly. And so focusing on those after we get all those systems in place, then at DoorGrow we'll focus with clients on the profit system.  [00:20:43] Mm-hmm. [00:20:44] After all that, going to the profit system and KPIs and metrics and trying to squeeze team members and all this is kind of like you're trying to do body building and you are taking creatine. You're like, creatine's supposed to help my muscles. Yeah, it can help a little bit, but you need to eat food. You need to get sleep. You need to exercise, like you need to do the basics. So don't jump to the end and now start to squeeze more money out of your team and more profitability when you haven't solved all these earlier problems that need to be solved. [00:21:18] Don't put the cart before the horse.  [00:21:20] Yeah, it really is putting a cart before the horse. [00:21:23] And everyone wants to, because they all want to focus on profitability and there are ways that you can focus on profitability. in your company early on, like door number one, you should be focused on profitability and there are things that you should be tracking in your business, but when you hire a team member and then you're like, oh, I'm just going to put in like 10 metrics that they have to do every day and I want end of day reports and I want weekly reports and I want this and I want that, I want this. It's just not going to be the same thing. Those are not going to be the things that actually help you be more profitable in the business, and that's what everybody thinks, but that's a really common mistake. The things that are actually going to help you be profitable in your business are things like looking at your P and L. Whoa. Crazy, right? And it's okay if you don't, right? Because this is what we do. This is how we learn. But you are not looking at your P and L every month making decisions based off of your P and L, then that's a missed opportunity. And then if you're not tracking your profit margin, if you're like, "I have no idea what my profit margin is, I don't know," then there's a missed opportunity. So those are the things that you could do even early on with or without team members. That will actually help you and you can make decisions accordingly and based off of that information, instead of saying, "all right, now I want to micromanage my team more and I want implement this and this and this and this, I need 12 tracking systems and I need all this data and all these metrics and all these spreadsheets," then what you're doing is you're just paying your team to do more work. [00:22:51] And that work isn't even moving the needle, which everyone thinks that moves the needle it doesn't move the needle.  [00:22:57] So let's talk real quick about having the wrong team. Really, if you've been stuck at maybe the 200 to 400 door range for several years, you can't figure out how to get ahead, usually, the problem is you. Whether you want to admit it or not, you have the wrong team. You're micromanaging them. They come to you asking every question, and you can't trust them to think and make decisions the way that you would, and this is because you've built the wrong team and that's on you. And so there's a couple myths. One myth is the clone myth. I see this early on. They think, "well, if I could just find somebody else like me then I could clone myself. I just need that one person. They'll be just like me, and that's all I need. Entrepreneurs, I want you to understand it takes like 10 people to clone yourself. It takes like 10 people because you're so adaptable. You can do so many different things. And so it takes like 10 people to clone you. There's not just one. [00:23:52] And if you found somebody that actually was like you that could wear multiple hats and be highly adaptable and like was intelligent, you could learn all this stuff and do all of this, guess what? You're just training your next competitor. They're going to leave you because would you work for somebody? Probably not. You want freedom, you want fulfillment, you want the Four Reasons you are an entrepreneur. If you find somebody highly adaptable like that, they're going to learn what they can from you and they're going to go, "I can do this better myself. I can have more money, more time, more freedom, more fulfillment if I do this myself. I'm going to go do that." So if you find a good clone, they will be a clone, but they will also start doing what you're doing, and that-- I've seen that happen a lot. And they'll take some of your portfolio with them sometimes, regardless of what sort of legal stuff you think you've got protection on. I've seen that happen over and over again.  [00:24:42] So the other thing is if you have the wrong team, this is something we can help you with at DoorGrow. We can help you figure out your team, assess, and we'll help you figure out which things are your strengths, which things do you most enjoy doing so we can build the right team around you. [00:24:56] Mm-hmm. [00:24:57] You can't build the right team around the wrong person, and so if you're showing up as the wrong person in the business, you're not doing things that you love, you're not focused on those things and then you're hiring team members based on what the business needs. This is the big failure I see why people get stuck at 200-400 doors is they built a team based on what they think the business needs instead of based on what you personally need as a business owner. We will help you figure that out. We have processes for this. We do time studies, we help you with R docs, all these things. We're going to get you clarity. We'll have you do our AI assessment as well. We'll get you clarity on what you should be doing and what you love doing, and then we will help you figure out very clearly what the next right hire is based on your time study instead of based on what you think the business needs because where the pain in the business is. [00:25:45] That's going to change your life because now your business gets easier and easier and better and better the bigger your team gets, you are focusing more and more on what you love the bigger the team gets and the more doors you have, the more revenue you have. And that means you're now building the right team and your business becomes more and more effective and more and more efficient as it gets bigger instead of more and more stressful. So we can help you get out of this. We can shift you from the wrong team and you showing up as the wrong person and wearing the wrong hats that you don't enjoy very quickly. It'd probably take us about a quarter to make significant movement on this. Even in the first month, you're going to get some serious insights and we'll make some shifts, but in a quarter, we can usually get you to a much healthier place where you feel like you have more fulfillment, more freedom, and we've restructured your team so that we can help you out. [00:26:34] We've done that. I just did that with the client recently and he thought, "Hey, I'm the operator." [00:26:39] Yeah.  [00:26:39] "This is what I like. I like being the operator. I'm good at this. I'll do this." And then we assessed him because we built out his r doc for the operator. We assessed him in that role and he was like, "oh. I should not be doing this role." [00:26:51] He was not an operator. [00:26:53] : I actually don't like this and I don't function well in that capacity." So he realized that he should not be running the business in the operator capacity. [00:27:02] Mm-hmm. [00:27:03] Which means he needed to hire an operator. So that allowed him to focus on the things that he actually does like, which is the sales and the bdm, not surprisingly. So he's now in that role in the business and he was like, "Hey, I'm going to hire an operator, and he had someone on his team that he thought was going to be able to ascend into this operator position. He was going to start him out and then kind of ascend him and give him like a little bit more and a little bit more. We assessed this team member the same way, and it was very clear, "this is not going to be your operator." [00:27:35] Yeah.  [00:27:36] "So if you put him in this position for right now, like it will be like, you know, a butt in the seat, but this is not your long-term guy. This is definitely not your forever guy. There's just going to be too much friction because he doesn't function in that capacity. He doesn't." And he said, "well I think I'm going to try it. We're, we're going to see how it goes." He tried it and very, very quickly he realized, "oh, this is not the right move. He's not going to be able to handle these things that operators handle." He could handle like a few pieces. So he's like, "I have to change, I have to change the role and I have to continue looking for the operator." and it was so funny because he was like "the AI assessment showed me very clearly, like, I am not the person for this. and he is not the right person for this." [00:28:24] Mm-hmm. [00:28:24] But he was able to make those decisions and have that, like, have that clarity in his business because of those assessments and because we built out the R docs and aside from doing that, he wouldn't have known and he just would've been the operator. That's what he thought he was supposed to do.  [00:28:39] Yeah. So we have these R docs, we feed them into this AI tool. It helps us assess the different personality qualities and then we can adjust those levers based on what we think, whether it's accurate or not. And so it's very easy. Like we can sit down with a client like this client and look at this and go, what's the ideal operator? "Well, they would have this attribute, this attribute, this attribute." Cool. And then we have him take the assessment and it shows that's not him. It's pretty obvious. I mean, and then he looks at those, "well, what are my attributes? And then he can say, yeah, that's true about me. I can see that now." so it really provides some clarity.  [00:29:12] I just want to say one more thing on that. So since we ran the business through that assessment we had his results.  [00:29:18] Yeah.  [00:29:19] And then we ran this other person that he thought was going to end up being the operator through that same assessment. And we had his results and we could see, first of all, that the business owner was not going to function as the operator. But it also staff ranks them so we could see the business owner out of two candidates. Right. We had the business owner and this other, the other team member.  [00:29:36] Yeah.  [00:29:36] The business owner scored the best, which still was not great. And then this person scored less than the business owner.  [00:29:45] Yeah. [00:29:46] Which means that he definitely cannot do the role because he actually would do a worse job in the role than the business owner. And we already know that the business owner was not the right fit for role.  [00:29:57] Yeah.  [00:29:57] So it was like super clear. He's like, "oh, I see that now very clearly." [00:30:01] You want people that are better at these jobs, and that's the ideal. Everybody on my executive team are better at their job than I would be. I used to do every role in the business. I can do their jobs, but I don't love doing their jobs, which means I'm not going to be as great at their jobs, and I wouldn't put as much attention on it. Right? [00:30:23] Okay. So to sum this up, if right now you feel like you need more metrics, more KPIs, and more processes, and that's your gateway to profitability and freedom and everything else, you probably have the wrong team, and you need to get the right systems in place. You need a really good planning, communication, people, hiring, pipeline. All these systems in place that we have in our DoorGrow Super System to get your business in alignment. And then you're ready to start eating up other companies. You're ready to start buying and acquiring companies. You're ready to start, like you can see team members into this and hire. You can scale infinitely. Once you have these systems in place, you can scale. And that's our goal at DoorGrow is to create scalable businesses. And so if you want some help with scaling your business, getting out of, you know, the crappy day to day and the frustration, and you feel like your only way out of this business is to sell it someday, you can exit certain pieces of the business without exiting the business. [00:31:23] I've exited almost all the pieces... I've exited all the pieces that I really don't enjoy in my business. And I will continually be exiting pieces until maybe someday actually exit everything in the business and just an owner. Well, maybe eventually I die, or whatever, right? So you want to figure out which level of exit you want and you don't have to exit the frontline work or the stuff that you don't enjoy doing. This myth that you're the only person that can do it is bs. "Nobody else can do it better than me" is bs. This is what early entrepreneurs usually say that aren't well seasoned or haven't realized there's people out there that are smarter than you, better than you at most everything that you don't enjoy doing. [00:32:02] And you need to find those people. And we can, we can help you with that. We can help you get out of that situation and you're going to be way more profitable. You will have so much more profitability if we do that stuff first. And then after all that, we can focus on maybe some metrics and some KPIs, but most companies probably don't even need that granular sort of stuff once they have all this other stuff dealt with and taken care of. So, anything else you want to add?  [00:32:29] I don't think so. I love doing this stuff. This is how my brain works, so like the clients that are like in our program and going through this stuff, I love it. I'll talk about it all day long. And I do think it's something that you can do that really will propel you. It's going to move you into that world that you really hoped that you would get right, because I doubt very much when you started a property management company, you were like, "man, I can't wait to talk to tenants every day. I can't wait to deal with maintenance. That's going to be so fun. Oh yes, dealing with tenants and evictions and like, all the nonsense that comes along with it, like, yeah! I can't wait for that. It's going to be so fun." It's like, probably not really your dream job. Like it sure as hell is not my dream job. I will tell you that. I've been offloading like more and more to my assistant and I'm like, "oh, this is so nice. I don't have to deal with a lot of the stuff that I used to have to deal with."  [00:33:23] But I think a lot of times what business owners forget, or at least they don't realize it for some reason, is this is your business and you get to build it the way that you want to. So all of the, "I should do this" and "I have to do this," and "I'm the business owner, so this is my job." No, you create your job. You decide what your role is because you started the company. So all of the, "I have to do the accounting because I'm the owner." False. Like "I have to do the sales because I'm the owner." False. Like all of the things that you think that you need to do, do they have to be done? Yes. Does it have to be you? No. So you get to be the one who decides what seat do you sit in in the company, and I have clients that say, "I don't want any of the freaking seats at all." Awesome. Let's make that happen for you. [00:34:12] Yeah. I mean, if you wanted to be the receptionist, you could just be the receptionist, like it's your business. You can do whatever the hell you want.  [00:34:18] You can do whatever you want.  [00:34:19] Yeah.  [00:34:19] If there's a thing in your business and you're like, I love this piece. Then keep that piece and let that be your role, and then hire out around that, like that piece. Don't give that piece away if that's the thing that you like.  [00:34:34] One of my mentors said something to me that really hit me in the gut, and he said-- and I've shared this on the podcast before-- but he said, "Jason, if you don't yet have the business of your dreams, it's because you're not yet the person that can run it yet." and so that's our goal at DoorGrow with our clients, is we want to teach you to be the entrepreneur that can have the business of your dreams. You can have it. There's no reason why you can't have it. If anyone can do it, you can do it too, and we can help you get there. So That's it for today. So hopefully this was helpful. Until next time to our mutual growth, everybody, be sure to like, subscribe, follow us on all the different channels. We're on everything and we appreciate it. And leave us a good review somewhere. We would love that too. And check us out. Go to doorgrow.com and for those of you that want to be part of a free community, get some free stuff, and hang out with some other entrepreneurs and kind of be nurtured by us, and learn more about DoorGrow because you're not just ready to pull the trigger. Go to doorgrowclub.com. You can join our free Facebook group, and get in there. And if you're ready to have a conversation with my team and us map out a roadmap and a plan for you to get out of some of the suck that you don't want to be in, go to DoorGrow.com and book a call with our team. All right, bye everyone. [00:35:51] You just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow! [00:36:18] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

  Live from the no panic zone—I'm Steve Gruber—I am America's Voice— I am an America First Guy and let me be clear—I am here to tell you the truth—NOT make you feel good!   Here are three big things you need to know know right now--    ONE— Atlanta is burning—and the Biden Administration like everything else is asleep at the wheel—while Antifa runs wild in the streets—   TWO— You know your TV is spying on you just about all the time—well at least when it can hear you and certainly when it can see you—and yes most likely it can do both—even right now—   THREE— I told you I would take the over on an over/under bet when KJP and the Biden Administration said the search for classified documents was over—and I was right a 3rd batch popped up—and after that I said I would take the over again on an over/under bet—and then another batch of highly sensitive documents including more top secret documents came tumbling out—   I still took the over—Because now—it just appears that Joe Biden had—and apparently still has all sorts of documents he is not supposed to— And a search of his home on Friday by the FBI at the direction of the DOJ—revealed a 5th pile of documents in Joe Bidens possession—some of the latest batch include some that date back to his time as a United States Senator—meaning he has had them for whatever reason—since before 2009—BUT there has not been a date placed on them—so they could be from the time he was first elected in the 1970's until he left the Senate in 2009 to become Vice President—   And with each passing day—each pile of new documents—come a pile of new questions—and its gets harder and harder for Democrats to cling to the notion that somehow Donald Trump should be disqualified from running for President again—and Joe Biden should not—Because Joe's had no ill intent they claim—or something like that—   But I am here to tell you—it gets really hard to believe Old Joe didn't know about any of the documents in his possession—I mean come on—at some point that argument simply has no credibility—and then the questions become—who else had access to these documents? Where have they been? How many times have they been moved?    But the biggest question left today—is how many documents are still in Joe's possession? Could other piles of classified information still be floating around? Plus of course what did the White House know and when did it know?   The American people are very forgiving—BUT they do not like being deliberately lied to—over and over again—    For Joe Biden and his team this is getting to be tougher and tougher sledding—I mean you can only say that's all there is so many times—and have it proven wrong for people to keep listening—   And when the media pals you have start getting up and heading for the exit—you know the curtain is starting to come down— And that is exactly what started happening over the weekend—those that have historically protected Joe Biden—started throwing stones at the whole idea that he didn't know—and it starts with the fact that the first Top Secret documents were found almost a week before the mid-term elections and it was kept hush-hush from the pubic—and it might have stayed that way until a leak put the media on the trail—even a reluctant media can happen into a story once in a while—  Here is what I am starting to wonder now—as I did last week—is this an inside play by Democrats to push Joe Biden to the sidelines?   But what I am thinking now—is this; is it possible that the DOJ has known about Joe Bidens classified document problems for a lot longer?   Are the puppet masters and power players behind the curtain working this to perfection—First they set up former President Donald Trump to completely tar and feather him in public and make him even more toxic—and maybe if they are lucky, get him into a legal predicament and somehow disqualify him from running in 2024—   The raid on Mar-a-Lago was made to be a very public circus and maybe that was the point—make people choose sides—with Democrats and their media pals going into hyper drive to destroy Trump—demand his head on a platter—   Meanwhile, the masters of deception were smiling—quietly waiting—for the so-called leak to happen that involves Joe Bidens documents—because now they may be able to disqualify both of the candidates they despise and want to keep off the 2024 ballot—   What if this was all designed from the beginning to clear not just Trump but Joe Biden too—because, for different reasons, neither one can be properly controlled by those that believe they are the ones running the whole country—and honestly maybe they are—   Let that one sink in for a minute or two—a Big Fat Two-Fer wrapped up in old classified and Top Secret Documents that very likely have very little national security concerns linked to them anymore anyway—   So where does this all go from here?   Will the American people agree with both Trump and Biden getting the boot? Will there be backlash against such a thing? And do people in power behind the scenes even care?  

Episode 170: Of course, Joe and Kari have to pay tribute to Olivia Newton-John. Kari said it best in one of the first episodes of HRT80's: ONJ is our superstar, forever and always. Ebony And Ivory: More long piano solos from the 80's; including songs from Peter Cetera, Smokey Robinson, and Fine Young Cannibals. Kari is a huge fan of piano and keyboards in popular music, but does she enjoy all of the songs covered in this segment? Before you answer, we forgot to mention that Manhattan Transfer is also on the list. Obscure Soundtrack Songs: Kari teased an upcoming segment, did you guess that we would be discussing The Boy Who Could Fly? Because Joe was stumped! And don't forget there's more music in Flashdance than just Irene Cara and Michael Sembello!

You've got to learn to pivot and course-correct to succeed in business. That's the first lesson our guest learned as he got into the real estate industry. Meet Joseph Evangelisti in this #TechandTacticsTuesday episode! How Joe got into real estate started in childhood. His dad was in construction, so he grew up on a construction site. Joe loved seeing houses get built or turned into something more beautiful. He jumped into real estate in 2007 but shortly after, the market collapsed, and he had to shift gears quickly. Because Joe was quick to pivot and make changes when necessary, he has grown tremendously in his business. He's not just successful financially, but he's also created a business that fits his lifestyle. Joe has time to be with his family and build relationships. He decided to pivot to self-storage from flipping houses, and he'll share with us the opportunities he found in this industry. Listen now!

Let's take this ride back in time. Don't bother with the Billiams, they can't get inside of here. So while our planet is being destroyed. We'll tell you why Fer DISLIKES very very much is FUN! Roller coasters. What's her beef with it? I don't know.  Also what toys did Joe regret not keeping?  Lyrical and Jesus go back to back with movie cameos. Because Joe did not come prepared for this. And Fer reads some off her computer, because of course she's never prepared for the TFTI show!  Thanks enjoy!  Follow us every where @TFTIPODCAST --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

This week Kelly and Lindsey sit down with hilarious actor and former bartender of The London West Hollywood, Joe Conti, and talk shop, shoot the shit and all that jazz, ya hear?! Because Joe likes MATHHHH we start our day in a musical theatre math class where Kelly thinks that there was not 1, not 2 but 17 SINGULAR sensations in the musical A Chorus Line. Singular = ONE but she clearly didn't get the memo.  Then Kelly brings us to Humanities class where we discuss real-life superheroes and ask the age-old question, "If you could have any superpower, what would it be?" Well, what would it be? Dibs on having the ability to fly!  At recess we discuss Lindsey and Joe's origin story that involves college auditions, public shaming and one big fish face. Woo-wee! Then Lindsey brings us to Lunch where we nibble on some topics and we create the best 90's school lunch menu of all time. Dunkaroo's anyone? We end our day in Bartending class (just go with it) where Kelly makes us do math in the form of cocktails, heavy pours and drunken morons.  Will Kelly keep pronouncing Celsius "Sell-See-Itch"? Will Lindsey know about bat ears and sonar? Will Joe know how many thingamabobs Ariel had? Duh, we all know that!  Follow Joe's Insta: instagram.com/thejoeconti/ Follow the show's Insta: instagram.com/kellyandlindsey/ Follow Kelly: instagram.com/kelly_wallacebarnowl Follow Lindsey: instagram.com/lindseygentile Donate to giveindia.org for urgent covid relief!

The ladies smoke Mendo Breath, the well known indica that relaxes your mind and body. We feel a bit relaxed because trump kind of sort of maybe conceded via tweet? Well, in his own terrible way. Just in time for the GSA to drop some funds for the Biden transition. Because Joe was begging. The National Security Council nominations and appointees have been announced, and there are some historic picks. Including the newest cabinet position, Special Presidential Envoy for Climate, starring John Kerry! Maybe that will be a talking point for your Thanksgiving dinner? If so, Tianna has some tips for how to handle your relatives this holiday. Does Sam have a Thanksgiving exit plan? Will Tianna join parler to troll her dad? Light up & tune in to find out!

Because Joe couldn’t join us for Episode Thirteen, we felt like we should give him the glory of hosting Episode Fourteen, THE JOE SHOW!!! In Episode Fourteen of the "Look Out, Sir! 40k" Podcast “THE JOE SHOW!!!” we discuss the following topics: 11:01 - Section 1: We kick things off by discussing elements of the new Genestealer Cult Codex. This is predominately us trying to understand how the new Cult Ambush Blip system works, but there’s some other stuff in there as well. Don’t expect it to be the best insight into the GSC Codex though, if you’re looking for that there are many more places to go check out. However, we hope you enjoy what we have to say regardless. 50:05 - Section 2: Joe wanted us to talk about Dice for some reason. None of were sure why until he explained it to us while we recorded. Regardless if it’s any good or not this is the Joe Show! And on the Joe Show, we talk about the stuff Joe wants to talk about. So come with us now on a journey through time and space, as we explore the mysteries of Joe’s mind and what he thinks about Dice. 01:12:59 - Section 3: This was supposed to be us talking about the 40k models revealed at the LVO. However, Joe changed his mind and we talked about the Brawlentines Day Massacre 40k Tournament which Dan, Joe, Phil, Richie and Tim played in. Though Richie isn’t in this section of the show, or any section for that matter. Dan, Joe, Phil and Tim talk about how they got on at this tournament hosted within Entoyment Poole. 01:49:23 - Section 4: We ramble on about the new and or upcoming 40k models showcased during the Las Vegas Open. That’s the new Chaos Space Marine Black Legion Stuff as well as the new Primaris Vanguard Space Marines. Note we do not overly discuss the new Abaddon teaser if at all. We're waiting till we get to see him before talking about that in any detail. :) Additional Description Stuff:If you would like to know more about future events from 40k Brawl Events, please check out their Facebook page: https://www.facebook.com/40kbrawlevents/If the above Facebook Page doesn’t give you enough to work with you could also consider visiting Entoyment’s website: https://entoyment.co.uk/No one is paying us to put that here we just thought it was an ace event and you should check it out if you can. Most of us will be at their next event in April and it would be great to see you there! Thanks very much for taking the time to listen and by extension support our podcast. We hugely appreciate it and hope that you enjoy what we have to say on all the various 40k and or Games Workshop related things!

Want to learn about Keto? Then listen to this episode instead. Because Joe and Jay “chew the fat” (PUN!) about stuff they really don’t know anything about. With authority. Then in the last 15 minutes we try to be funny. Pass or fail? Dunno. Listen.

Joe Gerstandt isn’t just a straight white dad with tons of tattoos. He’s also an expert on diversity and inclusion who has trained leaders at Fortune 500 companies, non-profits, the government, and more. He also speaks on how each of us can become conscious champions for diversity and inclusion in our work and in our lives. Jennifer and Joe talk about his journey from small-town America to where he is today, and what he teaches that changes so many people. Joe grew up on a farm in a small town in a class of 26 kids. From there he went into the Marine Corps for four years, a transformational experience in terms of diversity. Then Joe went from sales to working in a non-profit, and finally into corporate life before becoming the thought leader he is today. But when Joe talks about how he got from there to here, his guiding principle was that he was a person who made mistakes and LEARNED from them. As a young adult, Joe didn’t believe things like racism, sexism, and other forms of discrimination really existed. Joe shares how those feelings changed radically over his professional career. One of the things that ‘lit him on fire’ in the Marine Corps was, despite the terrible pay and living conditions, Joe believed in what he was doing. He had strong leadership and a chance to advance through meritocracy. Why does this matter? Because Joe believes in bringing the same passion to get people to rally around becoming champions for diversity and inclusion. He explains the lessons he learned in the Marines and how he’s applied them to his current endeavors. After he worked in a sales job – a very dark time in his life – Joe became part of a non-profit for AIDS. He had long since left his homophobic beliefs behind, but he didn’t leave behind the need for purpose like he felt in the military. Joe shares the shocking revelations he had while working for the non-profit that reshaped the way he looked at the world and his place in it. The next stop in Joe’s journey landed him as the Diversity Director at a healthcare facility, where he built the diversity program from the ground up. Neither the company nor Joe had a clear idea of what he should be doing, and Joe reveals the worst thing the company did when it came to its attitude about diversity and inclusion: they considered themselves ‘good people.’ After that last work experience, Joe finally found his purpose, and he decided to work for himself. But the way it happened wasn’t what he expected, nor did he expect to be as such peace about it. Joe had some rough times as he stepped out as a speaker and consultant, and he shares one of the most pivotal moments in his early days of self-employment. From that experience, Joe gained the confidence to have a Fortune 500 client within months. Joe didn’t always make enough to pay the bills in the beginning, but he shares how he leverages social media, the Internet, his network, and even local Chambers of Commerce to grow his speaking career. He also shares one of the biggest mistake new speaker make with their plans and dreams. You might wonder what kind of reception a straight white guy from Omaha gets when his topic is diversity and inclusion when he doesn’t necessarily have the same insights as others. Surprisingly, Joe only dealt with a little of that early on, and here’s why: Joe will be the first to admit that he still benefits from gender and racial privilege. He explains what it’s like working from a place of privilege in a field like diversity and inclusion. What makes Joe’s diversity and inclusion message different? For one, his message is jarring. It’s not ‘kumbaya.’ He talks about how the corporate culture has taken control of the words and made them mean something else, and Joe explains why that keeps us ‘behind the times.’ He shares what diversity and inclusion really mean, and it’s not the number of different people you have in a department. Joe likens diversity to gravity: it exists. Will you work with it or against it? Want a little help creating your personal brand? Jennifer has a free resource for you. The Personal Brand Workbook will help you figure out what your personal brand is today and what you want to be known for in the future, as well as how you want to impact the world. Download it today! Where To Find Joe: Joe Gerstandt Website Joe Gerstandt LinkedIn Joe Gerstandt Twitter Written by Joe Gerstandt: Social Gravity: Harnessing the Natural Laws of Relationships by Joe Gerstandt & Jason Lauritsen Joe Gerstandt Medium blog post – I Am 21 A by Joe Gerstandt Joe Gerstandt Videos: Joe Gerstandt YouTube Inclusion. You Keep Using That Word. I Don’t Think It Means What You Think It Means. | Joe Gerstandt | DisruptHR Talks [video] Joe Gerstandt: freak flag-flying (what, why and how) [video] Other Resources: Joe Gerstandt & Jason Lauritsen – Talent Anarchy Jason Lauritsen

This week we get caught with a flat. Well, how about that? Maybe there's help at that scary Frankenstein place? Because Joe needs lots of it.  It's...The Rocky Horror Picture Show. If you want to contact the show, or simply have a chinwag with the chaps, then please pop by our Facebook page -  https://www.facebook.com/isawthatyearsago or follow us on Twitter: @istyashow You can even contact us on good old email by sending your missives to - show@isawthatyearsago.com Also, check out our new YouTube channel and let us know what you think; https://youtu.be/Saq6SHejuUA

On this episode of The HamRadio Show the Gang rings in the New Year as only they can loud.....colorful.....and In Your Face!!! First up we attack the whole Mariah Carey Story going where No other show has the Balls to go pointing out that all this lawsuit talk may just be a stunt for her reality Show "Mariah's World" because after all there is nothing such as bad press this can only Help the D-cup breasted Diva with her career And we also tackle Superhero movies that are upcoming in 2017 Because Joe our Engineer has Not seen Deadpool yet so the gang tries to school him & Steer him in The Nerd Arts teaching him how he should be excited with all the Movies coming down the pike in the New Year!

On this episode of The HamRadio Show the Gang rings in the New Year as only they can loud.....colorful.....and In Your Face!!! First up we attack the whole Mariah Carey Story going where No other show has the Balls to go pointing out that all this lawsuit talk may just be a stunt for her reality Show "Mariah's World" because after all there is nothing such as bad press this can only Help the D-cup breasted Diva with her career And we also tackle Superhero movies that are upcoming in 2017 Because Joe our Engineer has Not seen Deadpool yet so the gang tries to school him & Steer him in The Nerd Arts teaching him how he should be excited with all the Movies coming down the pike in the New Year!

Second half of the Q&A episode is now ready for your listening and "learning" pleasure! But first, before we dive into your questions, we're back with your feedback from the first Q&A episode and some Barley Crop Reports that we've cribbed from our friend Teri Fahrendorf and Denny reports on his eggs, because they're expensive! Then we grabbed a chance to talk with multiple (no, really, multiple) award-winning homebrewer Joe Formanek. Normally we'd subject Joe to the whole twenty questions routine because seriously the man's impressive, but you can go read his profile in Homebrew All-Stars until we get back to that. Why the wait? Because Joe has an interesting new brewing product that he's helping spread the word on - Brewtan B. What is Brewtan B? Well, listen to the episode and find out. Speaking of finding out - we're happy to announce our next experiment - this one is completely focused on figuring out if Brewtan B does what it says on the tin. (And in that spirit we're giving our IGORs some time to have some fun as well) Then we get into your questions. For convenience's sake we've divided the questions into general topic categories. This episode we tackle Packaging and Philosophy Questions. We even have more "live" callers! Episode Links: BrewTan B - http://www.natural-specialities.com/PDF/Data-sheets/Brewtan%20B%20%20-%2... Patreon Remember even a buck is good for charity: http://www.patreon.com/experimentalbrewing Experimental Brew Store - https://www.experimentalbrew.com/store Episode Contents: 00:00:00 Our Sponsors 00:04:34 Feedback 00:14:50 Library 00:21:17 Lounge - Joe Formanek and BrewTan B 00:46:37 The Lab - BrewTan B Experiment 00:50:39 Q&A Part Deux - Packaging Questions 01:32:30 Philosophy Questions 02:21:29 Recap This episode is brought to you: American Homebrewers Association BrewCraft USA Craftmeister NikoBrew PicoBrew Wyeast Labs Interested in helping Denny and Drew with the IGOR program (aka help us run experiments!) - contact them at igor@experimentalbrew.com. We want more Citizen Science! In the meanwhile, subscribe via your favorite podcasting service (iTunes, etc). Like our podcast, review it - talk it up! If you have comments, feedbacks, harassments, etc, feel free to drop us a line at podcast@experimentalbrew.com. Follow us on Facebook (ExperimentalHomebrewing) or Twitter (@ExpBrewing). If you have questions you'd like answered in our Q&A segment, send an email to questions@experimentalbrew.com! Don't forget you can support the podcast on Patreon by going to http://patreon.com/experimentalbrewing This episode can be downloaded directly at https://www.experimentalbrew.com/sites/d... Podcast RSS Url: http://www.experimentalbrew.com/podcast.rss

Second half of the Q&A episode is now ready for your listening and "learning" pleasure! But first, before we dive into your questions, we're back with your feedback from the first Q&A episode and some Barley Crop Reports that we've cribbed from our friend Teri Fahrendorf and Denny reports on his eggs, because they're expensive! Then we grabbed a chance to talk with multiple (no, really, multiple) award-winning homebrewer Joe Formanek. Normally we'd subject Joe to the whole twenty questions routine because seriously the man's impressive, but you can go read his profile in Homebrew All-Stars until we get back to that. Why the wait? Because Joe has an interesting new brewing product that he's helping spread the word on - Brewtan B. What is Brewtan B? Well, listen to the episode and find out. Speaking of finding out - we're happy to announce our next experiment - this one is completely focused on figuring out if Brewtan B does what it says on the tin. (And in that spirit we're giving our IGORs some time to have some fun as well) Then we get into your questions. For convenience's sake we've divided the questions into general topic categories. This episode we tackle Packaging and Philosophy Questions. We even have more "live" callers! Episode Links: BrewTan B - http://www.natural-specialities.com/PDF/Data-sheets/Brewtan%20B%20%20-%2... Patreon Remember even a buck is good for charity: http://www.patreon.com/experimentalbrewing Experimental Brew Store - https://www.experimentalbrew.com/store Episode Contents: 00:00:00 Our Sponsors 00:04:34 Feedback 00:14:50 Library 00:21:17 Lounge - Joe Formanek and BrewTan B 00:46:37 The Lab - BrewTan B Experiment 00:50:39 Q&A Part Deux - Packaging Questions 01:32:30 Philosophy Questions 02:21:29 Recap This episode is brought to you: American Homebrewers Association BrewCraft USA Craftmeister NikoBrew PicoBrew Wyeast Labs Interested in helping Denny and Drew with the IGOR program (aka help us run experiments!) - contact them at igor@experimentalbrew.com. We want more Citizen Science! In the meanwhile, subscribe via your favorite podcasting service (iTunes, etc). Like our podcast, review it - talk it up! If you have comments, feedbacks, harassments, etc, feel free to drop us a line at podcast@experimentalbrew.com. Follow us on Facebook (ExperimentalHomebrewing) or Twitter (@ExpBrewing). If you have questions you'd like answered in our Q&A segment, send an email to questions@experimentalbrew.com! Don't forget you can support the podcast on Patreon by going to http://patreon.com/experimentalbrewing This episode can be downloaded directly at http://www.podtrac.com/pts/redirect.mp3/www.experimentalbrew.com/sites/d... Podcast RSS Url: http://www.experimentalbrew.com/podcast.rss

Shh shh - you hear that? That's the sound of the spoiler klaxon. Because Joe, Krupa and Alysia have a few theories about the enigmatic indie sidescroller Inside.

  Following your dreams even when the deck is stacked against you. If being a dream chaser was easy, everyone would do it. In Aimee's chat with Joe Pardo of The Dreamers Podcast, she finds out how Joe pursued his dreams in spite of the many things standing in his way. With a passion for helping others that goes back to early childhood, Joe knew his life’s purpose would be in that area. However, a multi-million dollar family business and high expectations to maintain a connection to it prevented Joe from following those dreams for many years. Joe discusses the importance of letting go of what you can’t control in order to pave the way for a dream chaser’s life. Even though there were many naysayers along the way, Joe pressed forward and created a life that’s all about helping others. TWEET: A hard deal is a bad deal. Find out more on this episode of #ChasingDreams The difficulty of leaving the family business and choosing the road less travelled. The obvious choice for Joe - at least to outsiders - was to work at the successful family business. That was the easy path; that was what was expected of him. The problem? That’s now what made Joe happy. Joe shares the difficulty of owning his dreams and breaking with tradition - no matter what anyone else said. Although Joe had the support of his grandparents from a very early age, things weren’t so easy with the rest of his family. Because Joe knew in his heart that his dreams were worth chasing, he opted out of his family business in early 2014 and followed his dreams with everything he had. Joe discusses the fear and uncertainty that comes with pursuing your passions and why it’s worth every sacrifice. Facing your fears when you go after what you want in life. Dream chasing comes with sacrifice; with hard work; and with overcoming doubt. Joe shares the importance of facing your fears when you decide to go “all in” in pursuit of your dreams. Trying things outside of your comfort zone certainly falls under the “fear facing” category, which Joe explains is another key to finding your way to happiness. As Joe found his way to the dream life he wanted, he managed to develop multiple businesses, podcasts, a business school, and eventually wrote 2 books. He explains how he juggles it all and still leaves room for new dreams for the future. TWEET: Why you must face your fears to follow your dreams. On this episode of #ChasingDreams The inspiration behind Joe’s 2 books and how he brought them to life. From an early age, Joe knew he wanted to help others. His earliest dream was to become a child psychologist. As he allowed that dream to evolve into the life he’s created for himself, his desire to help people never left him. Joe understood the value of sharing his passion with others and the rewards that would come with it. He was inspired to write 2 books that helped him connect with a broader audience and, therefore, help even more people. His books, entitled 31 Life-Changing Concepts and How to Dream Big and Win quickly became passion projects that helped Joe spread the word about his work. Pursuing multiple dreams and how they all work together. When you find your passion, your purpose, your dream, it’s not uncommon for those things to continue to evolve. With this evolution may come new dreams, which should by all means be pursued. According to Joe, once he discovered that he had multiple dreams, it was pretty clear that they all worked together to build the life he’s always wanted. By not setting limits, it’s possible to find many ways to share your dreams with others. At the close of his chat with Aimee J., Joe shares his advice for fellow dream chasers and explains what’s next for him. TWEET: How going outside your comfort zone can pave the way to happiness. #ChasingDreams OUTLINE OF THIS EPISODE: [0:54] Introduction of Joe Pardo of The Motivational Dreamers Podcast. [3:20] Aimee J. and Joe discuss how they met at Podcast Movement. [4:47] Joe’s first impression of Aimee J. [6:40] Joe’s passion for Disney and helping others. [8:30] The importance of letting go of what you can’t control in life. [10:13] Joe’s message to others about dreaming in life. [10:41] The difficulty of leaving his family business in order to follow his dreams. [11:52] The support Joe had from his grandparents in pursuit of his dreams at a very young age. [12:28] The role his family played in propelling Joe into the life he desired. [13:34] Discussing how Joe’s dreams for the future evolved through the years. [14:42] Seeing our childhood dreams play out through adulthood. [16:25] Connecting with your dreams, even when it’s not in your original “plan”. [17:49] Why did Joe wait until 2014 to leave his family’s business? [19:05] Dealing with the expectations of others when pursuing dreams they don’t expect. [20:43] Joe’s decision to quit school as he moved towards his goals. [23:10] Facing your fears when you go after what you want in life. [26:56] Joe discusses his business and how he juggles everything. [30:19] The importance of trying things outside of your comfort zone. [31:39] Joe shares insight into the inspiration behind writing his 2 books. [35:27] Discussing sponsorships and business plans. [35:54] The role of the Dreamers Podcast in other areas of Joe’s life. [37:18] Pursuing multiple dreams and how they all work together. [40:24] How all of Joe’s pursuits have come together to create the life he dreamed of. [42:26] Is Joe happy with his life right now? [45:05] Joe’s advice for fellow dream chasers. [47:54] Turning dreams into memories. [49:35] Joe discusses what’s currently in the works for him. [50:05] Joe’s recommendation for fellow dream chasers. [54:30] Aimee’s shares her recommendation of Joe’s podcast. JOE’S RECOMMENDATION: “A hard deal is a bad deal.” RESOURCES MENTIONED IN THIS EPISODE: Dreamers Podcast 31 Life Changing-Concepts 31 Life Changing-Concepts by Joe Pardo How to Dream Big and Win by Joe Pardo Mid-Atlantic Podcast Conference Your Dream Platform Stop Chasing Influencers by Kimanzi Constable Stop Chasing Influencers Kickstarter John Lee Dumas Connect with Joe on Social Media: Facebook Twitter Instagram   TWEETS YOU CAN USE: TWEET: Fulfilling your life’s purpose by helping others. On this week’s episode of #ChasingDreams TWEET: Why it’s important to let go of what you can’t control. Find out more on this week’s #ChasingDreams

BANKRUPTCY!  If you’ve done it, you don’t like to talk about it.  If you’ve never done it, you might with contempt on those who have.  But I’m about to tell you why BANKRUPTCY is more important to those of you who are financially strong than for anyone else… and for a reason you’d never, ever guess.  Get ready for a perspective on Bankruptcy you’ve never heard before.  I’m Bryan Ellis.  This is Episode 129.-------Hello, SDI Nation!  Welcome to the podcast of record for brilliant, discerning self-directed investors like you!Apologies once again for the raspy voice.  This respiratory challenge is really taking it out of me, folks, but I find it impossible to resist the urge to spend this time with you each day, and am so grateful for your time and attention, so let’s get started.I’d like to begin with an interesting formal announcement from the IRS.  Apparently, they will no longer accept checks for tax payments in excess of $99,999,999.00.  That’s right.  So for those of you who might have to write a check for your tax liability of $100,000,000 or more, you’ll need to submit multiple checks.Hehehehehe.  I’m not kidding.  Gee whiz.So… Today we talk about bankruptcy.  You may think this is wholly unrelated to being a self-directed investor, but nothing could be further from the truth.  As you’re about to see, the rules surrounding bankruptcy line up perfectly with Core Value #1 of Self Directed Investors:  That You Must RESPECT YOUR OWN CAPITAL.  Here’s how:Bankruptcy is kind of a dirty word to many, and viewed as something to be avoided at virtually any cost.  And you know what?  I basically agree with that.  I’ve never declared bankruptcy, and never expect to do so.  You probably won’t ever do so, either.But I want you to understand why bankruptcy is a GOLD STANDARD of preparation, where the safety of your assets are concerned, even though you, God willing, will never have to go bankrupt. So here’s how bankruptcy works:  A person – let’s call him Joe – experiences financial trouble.  Let’s just imagine that Joe is NOT a financial deadbeat whatsoever… he’s a reliable guy entirely.  But he was in a car accident and was sued for a huge amount of money, and he lost.  So Joe now has a problem – he has creditors, and those creditors want to take Joe’s stuff, because he owes them money in the form of this judgment.Joe can no longer stand the hounding he’s receiving, and he hires a lawyer to declare bankruptcy on his behalf.  The process works roughly like this:  Joe declares his assets and his liabilities for all the world to see.  Joe’s creditors make their claims about how much of Joe’s assets belong to them.  And here’s the thing:  Joe doesn’t have the right to refuse to cooperate.  In fact, the entire authority of the federal government comes to bear against Joe.  He has to disclose EVERYTHING.  Failure to do so means Joe has broken the law, and in that case, the issue isn’t just debt, its jail time.  So basically, every bit of financial information about Joe is rather easily available to the creditors, and to the court.  Everything is in the open.So Joe’s creditors dig in, ask every question they can, and at some point the judge determine which creditors get which assets, and Joe is basically left without any financial assets at the end.  He might get to keep his home, or maybe he won’t (depending on the state).  But basically all of Joe’s assets MUST be liquidated in order for Joe to gain the one huge BENEFIT available through bankruptcy… and that benefit is massive:  Once the process is complete, Joe no longer has any liability to any creditors.  They’re all gone.  They can no longer hound Joe.  He’s out from under their weight.  No more bills, no more phone calls, no more lawsuits.  The financial nightmare for Joe is over.  Joe is now penniless, but Joe is free.  Joe can start over.But here’s a crazy question:What if it was possible for Joe to structure his assets in such a way that, even though he declared bankruptcy, that he never lost a single asset?  Before his BK, Joe lived in a great house.  After the BK, Joe lives in the same house.  Before his BK, Joe had 2 or 3 great cars, some large bank accounts – including a sizable retirement account – and other valuable “toys” like boats and a vacation home.  And after the BK, Joe still has all of that stuff… and can use it all as much as he likes?!How could it happen, you ask?  Because Joe was forced, under the force of law, to disclose every single asset he owned, and to liquidate all of those things in order to be protected from his creditors through bankruptcy.  So why did Joe seem not to lose ANYTHING?It’s because Joe didn’t actually own any of that stuff.  Joe was smart ahead of time.  More specifically, Joe’s attorney was smart.  His attorney designed a plan, in advance, such that in the event that Joe ever had to face an intense financial inquisition – like bankruptcy, which along with tax audit is probably the most invasive financial inquisition imaginable – Joe could honestly and legally disclose his ownership of assets as being NOTHING.  Zero.  Zilch.  Nada.  Even though he clearly has a wonderful lifestyle, both before and after the BK proceeding.And if Joe owns nothing, nothing can be taken from him.How did Joe accomplish that feat of financial and legal brilliance?  There are a number of different ways it could happen, but one of the most common and legally proven approaches is the use of a well-structured trust of some sort, which holds those assets for the benefit of Joe and his family.I’m not going to go into the legal minutia of trusts, because I’m not a lawyer and that is a PROFOUNDLY complicated area of law.  If you’re looking for a referral to a lawyer who is EXTRAORDINARY at this stuff, and in whom I have profound confidence, feel free to email me at feedback@sdiradio.com and I’ll happily make an introduction for you.  But I’m not going to get deep into those weeds right now.The point I do want to make – and which is OVERWHELMINGLY relevant for you – is that you, as an affluent individual, are a financial target.  Think of it like this:  if a beer-swilling, hourly laborer whose entire portfolio consists of the $258 in his checking account… if that guy is in a car wreck, he’s not going to face a lot of legal ramifications.  Why?  There’s no value in it.  Even if he’s sued, there’s nothing for anybody to win from him.But YOU… you’re different.  You probably don’t see yourself as wealthy… and maybe you’re not absolutely rolling in excess cash.  But the truth is that the average listener to this show is certainly affluent, with well above-average financial assets.  And even though you may not feel wealthy, you do have assets… assets that are at risk unless you protect them.And again, I submit to you that the gold standard of protection of your assets is this:  If you could go through Bankruptcy, and come out on the other side without having lost access to any of the assets you’ve accumulated, then in THAT CASE, you’re well protected, and you’re truly showing respect for the assets with which you’ve been blessed.A great approach for being prepared for anything is to work backwards.  So get with your attorney, and ask them to tell you exactly what would happen to your assets in the event that you were faced with the need to declare bankruptcy, or if you faced a surprising and substantial tax audit.  If the answer is that all of your assets are at risk, you should write to me at feedback@sdiradio.com and I’ll tell you who you need to speak to in order to rectify that situation.Remember, my friends:  Rule #1 for wise self-directed investors is to Always respect your own capital.  Most of the time, we talk about that in the context of choosing investments that are wise and low-risk.  But today’s perspective – that of showing respect for your capital by structuring it in ways to protect it from financial predators – that perspective is just as relevant, just as valuable, and more important now than it’s ever been. My friends, invest wisely today… and live well forever! 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