953. Q&AF: Managing Multiple Businesses, Becoming Undeniable & Building Vs Operating Your Business

Summary

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Podcast Summary: REAL AF with Andy Frisella

Episode 953: Q&AF: Managing Multiple Businesses, Becoming Undeniable & Building Vs Operating Your Business
Date: October 20, 2025
Host: Andy Frisella
Co-hosts: DJ
Key Guests/Call-ins: Joey (Construction Entrepreneur), Landon (Insulation Crew Lead)

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Overview

In this Q&AF episode, Andy Frisella answers listener questions on managing multiple businesses, becoming truly undeniable in the workplace, and the critical shift from operating within your business to building and leading others. The episode is packed with hard-hitting insights, direct advice, and memorable moments, particularly for entrepreneurs and ambitious employees in an uncertain economic climate.

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Key Discussion Points & Insights

1. Managing Multiple Businesses Without Losing Focus

(Call-in: Joey, 09:08–31:58)

• Joey’s Background:

  • Partner in a construction company that’s grown to 8-figures in 3 years.
  • Wants to start a new, related company to involve his kids but fears hurting his current business or losing focus.

• Andy's Core Advice:

  • Credit Yourself:
    • "You got to give yourself a little more credit, bro. You're already doing it." (11:32)
    • Driven, high achievers often don't credit themselves enough. Recognize your success and build true confidence.
  • Where You Come From Helps You:
    • “Most people who are successful grew up in an environment exactly like the one that you were describing.” (13:42)
  • Vertical Integration & Delegation:
    • Consider new businesses that connect vertically to your current operation.
    • If branching into new territory, don’t assume you’ll have the “Midas touch.”
    • "You need to start thinking of yourself as more of a chairman level person than the actual builder operator." (15:47)
  • Hire Experienced Operators:
    • If it’s out of your wheelhouse, hire a CEO/experienced operator:
      • "A million bucks a year is cheap as fuck to catch up for the amount of time those guys will catch you up." (17:42)
  • Management Structure:
    • Run with a single power list for all tasks.
    • "I've got one for everything. And I do this thing, it's called whatever the fuck it takes." (21:02–21:11)
  • On Delegation in Business Scaling:
    • “Every business that I'm operating has a competent operator… or two or three, depending on how big it is.” (23:53)

• Addressing Joey’s Hesitation:

  • Andy repeatedly tells Joey he's more capable than he thinks.
    • "You're making excuses, bro. You need to go do it. Just go do it. You already did, bro." (27:57)
    • "Look, man, you're ready to do this. I promise you, I can hear it, dude. Nobody can get to… dude, you're so much better than what you think you are." (29:01)
  • Paradox of Being Driven:
    • “Successful people… always feel behind in what they're doing because their ambition is so strong.” (32:31)

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2. Becoming Undeniable in the Workplace (Especially in Lean Times)

(Q&A Email, 35:50–46:25)

• Context:

  • Layoffs and restructuring in the construction/building materials sector due to economy and AI/tech shifts.
  • Listener: How to stand out and be indispensable?

• Andy's Take:

  • “Everything you can, you should be doing right now.”

  • “Being undeniable means we cannot fucking do it without them. If you could position yourself to be one of those people, you will always have security.” (40:08–41:18)

  • Initiative is Vital:

    • “One of the most valuable types of employees is the person who says, ‘we got a problem, but don't worry about it because I already solved it.’” (42:24)

  • Three Employee Types:

    • The problem-bringer (least valuable),
    • The problem-bringer with proposed solutions (better but not enough),
    • The problem-fixer who informs after solving (the best).
      • "That's the guy." (42:50)

  • Warning:

    • “There's no place for coasting right now… Those days are over.” (39:25)
    • If you’re not acting “undeniable,” you’re at risk, especially with advancing technology capable of replacing human jobs: “If you coast and you're one of these people who hides in the corner and pretends to work... you're going to get fucking fired.” (39:05)

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3. Transitioning from Doing to Leading: Building vs. Operating Your Business

(Call-in: Landon, 46:37–65:25)

• Landon’s Situation:

  • Runs the insulation team in a family drywall business in Lincoln, NE.
  • Wants to step back from day-to-day, but feels stuck as "the do-it-all guy" because his crew isn't stepping up.

• Andy's Leadership Blueprint:

  • “The reason they're not developing… is because you said the thing right at the beginning, you said, ‘I'm the Do it all guy.’ ... If you're doing all the shit, bro, how do you expect them to learn?” (50:21)
  • People want to contribute and feel pride—let them.
  • On Delegation & Mistakes:
    • "They're gonna fuck up. Every single fucking thing. But you have to change your framework...look at [mistakes] as an investment in their education." (51:57)
  • Coaching vs. Doing:
    • “You gotta coach them up. Build them up, not beat them down.” (54:21–54:45)
    • “I look at these dudes when they're making mistakes, like little kids.” (54:21)
  • Not everyone will make the team—if someone won’t do basic tasks, move on:
    • “There's a minimum level of competency...if they refuse to do it, you probably got the wrong guy.” (60:26)
  • Finding Ambitious People:
    • Seek youthful energy and dreams in hires, as drive often fades by midlife.
  • Teach and coach generously, even if some leave:
    • “Want them to look back later in life and say, ‘that's where I learned how to be successful.’” (64:07)

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4. Ask Andy: Building Internal Leadership on Small Teams

(65:29–67:46)

• DJ asks:

  • Should Landon pick someone in his five-person crew to develop as a leader?

• Andy’s Caution:

  • “If you do pull someone in tight, it has to be the person that all the other guys understand, got the opportunity the fair way. That’s the truth.” (66:29)
  • Don’t reward based on personal preference; only on true performance and peer respect.
  • Outlining and publicizing a clear meritocratic path triggers healthy competition and emulation on the team.

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Notable Quotes & Memorable Moments

• On Having Undeniable Value:

  • “Being undeniable is we cannot fucking do it without them.” (40:09, Andy Frisella)

• On Excuses and Action:

  • “You’re making excuses, bro. You need to go do it. Just go do it. You already did, bro.” (27:57, Andy Frisella to Joey)

• On Driven Entrepreneurs:

  • “That's the paradox of being driven. You never feel like it's enough.” (32:31, Andy Frisella)

• On Building Leaders vs. Doers:

  • “You gotta build them up, not beat them down.” (54:45, Andy Frisella to Landon)

• On Developing Internal Talent:

  • "If you pick the wrong person...because you like them...you're going to lose the rest." (66:29, Andy Frisella)

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Timestamps for Key Segments

• Joey's Call: Managing Multiple Businesses:

  • 09:08–31:58

• How to Be Undeniable (Layoffs & Market Uncertainty):

  • 35:50–46:25

• Landon's Call: Moving from Operator to Builder/Leader:

  • 46:37–65:25

• Developing Internal Leadership (Small Teams):

  • 65:29–67:46

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Tone & Style

• Direct, no-nonsense, occasionally profane and always motivational.
• Andy and DJ mix humor, tough love, and practical advice.
• Emphasis on hard work, radical responsibility, and the value of leadership at every level.

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For New Listeners

This episode will particularly resonate with business owners, managers, and ambitious employees navigating tough economic times or working to scale their teams. Andy's approach mixes tough truths with actionable advice, urging listeners to leave excuses behind and step fully into competence, leadership, and undeniable value.

Transcript

[Andy Frisella]

Yeah.

[DJ]

Went from sleeping on the floor now.

[Andy Frisella]

My jury box froze up Pole stove Counted millions in a cold bad bitch booted swole Got her own bank roll.

[DJ]

Can'T fold Just a no head shot case cloak Cloth. Cloth.

[Andy Frisella]

What is up? Guys, it's Andy Frisella, and this is the show for the realists. Say goodbye to the lies, the fakeness and delusions of modern society, and welcome to reality. Guys, Today we have Q&AF. That's where you submit the questions and.

[DJ]

We give you the answers.

[Andy Frisella]

That's right. So dj, tell the good people, the very fine people, okay, how they can submit their questions. Yeah.

[DJ]

What's up, Jibs? Yeah, you guys can email your.

[Joey]

Huh.

[DJ]

Something I learned from Brendan. I don't. I really don't know what it means.

[Andy Frisella]

Okay.

[DJ]

I like your jib. Something like that.

[Andy Frisella]

All right. Is that Gen Z talk?

[DJ]

I think so. All right. Or Tylenol talk?

[Andy Frisella]

All right. Tell them where they can submit their questions. Yeah.

[DJ]

Guys, email these questions into Ask andy@andy fourella.com. you guys can also click the link in the description below and submit your questions for a chance to call in. Or you can leave your questions in the comments of the Q and a videos on YouTube.

[Andy Frisella]

Yep. And we'll answer them. All right, so if this is your first time listening, there's is Q and A, F. And we have shows within the show. All right, tomorrow we're going to have cti. That stands for Cruise the Internet. This is where we put topics of the day up on the screen. We speculate on what's really going on. We make fun of these people, and then we talk about how we the people have to solve these problems going on in the world. Other times we have real talk. Real talk is just five to 20 minutes of me giving you some real talk. And then sometimes we have 75 hard verses. That's where people who have completed the 75 hard program come on the show. They talk about how they were before, how they are now, and how they use the 75 hard program to completely transform their life. If you're unfamiliar with 75 hard is the initial phase of the live hard program. And it is available for free at episode 208 on the audio feed only. Again, that's 20808 on audio feed only. There is a book on this. And by the way, the whole program is on episode 208 for free. But there is a book. It's called the Book on Mental toughness. You can get it andyfella.com it covers the entire live Hard program, beginning to end, plus a whole bunch of other content regarding me, Mental toughness, why it's important, and how you can use it to become the person that you ultimately want to become. Now, we do have a fee on the show. The fee is very simple. We need you to share the show. All right? So if the show makes you think, if it makes you laugh, it gives you good information, if it teaches you something, do us a solid and don't be a hoe.

[DJ]

Share the show.

[Andy Frisella]

All right. What's up?

[DJ]

What's going on, man?

[Andy Frisella]

Nothing.

[DJ]

Yeah.

[Andy Frisella]

What is that?

[DJ]

That is the tower of power.

[Andy Frisella]

The tower of what? Power.

[DJ]

Freedom power.

[Andy Frisella]

Freedom power. That's right. Now, I noticed that you only have three of the flavors over there.

[DJ]

I do have only three of the flavors, and I have only one of the flavors.

[Andy Frisella]

The key to your happiness.

[DJ]

Thanos going on.

[Andy Frisella]

And do you know how I got these?

[DJ]

You stole them.

[Andy Frisella]

I stole them.

[DJ]

Why do you seem so happy about.

[Andy Frisella]

Because I learned. I learned everything about stealing from you.

[DJ]

Yeah.

[Andy Frisella]

I just want to say thank you.

[DJ]

You know, it's actually. It's funny you brought that up, because I do think. I think we should talk about this, because, you know, I've been with you for six years now, man. You know, and it's like every time you look for something, you immediately come to me like, where is it at here? You know? Like, what is that?

[Andy Frisella]

Can we. Racism, man.

[DJ]

Where's my lighter? You got my.

[Andy Frisella]

Bro, I don't have your lighter, man. Well, I didn't do that.

[DJ]

Cigars. You did the cigars? You got my cigars? I don't have your cigars, bro.

[Andy Frisella]

I was confused, okay. I was tired, man. I talked to 5,000 people.

[DJ]

Yeah, I was tired, too.

[Andy Frisella]

I was tired.

[DJ]

Yeah. It's fine.

[Andy Frisella]

All right. You talk to 5,000 people, too? You didn't remember where they were either? I didn't.

[DJ]

Yeah, I didn't. It took me a second.

[Andy Frisella]

Yeah, it took me a second anyway.

[DJ]

But, yeah, Tower of power.

[Andy Frisella]

Going. Tower of power for a dollar days. For dollar days. 7:11. We have three more days left.

[DJ]

That's it.

[Andy Frisella]

All right, now, guys, you guys have been kicking ass for us, and it's. It's been incredible. I just want to say thank you so much for everything that you guys are doing and supporting this initiative. With 7 11. We have three days left, man, and we got to figure out who the king of seven eleven dollar days is going to be. I think there's going to be multiple kings.

[DJ]

I think so.

[Andy Frisella]

Yeah. You see people getting out There.

[DJ]

All the different realms.

[Andy Frisella]

Yes. Maybe even an emperor.

[DJ]

Well, I mean, so you think about this. We've done LA last week. We did Tampa last week.

[Andy Frisella]

Yeah. We might have a surprise this week.

[DJ]

Tomorrow. Maybe.

[Andy Frisella]

I might have a surprise this week.

[DJ]

Tomorrow.

[Andy Frisella]

Yeah. Maybe we might be somewhere else.

[DJ]

Okay. Somewhere musically.

[Andy Frisella]

Yeah, somewhere. Somewhere musical we might be, so.

[DJ]

I love a good musical.

[Andy Frisella]

Me, too. Especially, like. Never mind. Don't say it. Nope, nope. So here's the deal, guys. We got to finish this off strong.

[DJ]

Yeah, we do.

[Andy Frisella]

All right, so let's keep at it. Buy one, share one. All right. The share one's very important, all right. Because we're getting the product out in other people's hands. We're stepping on the throats of some of these other people. We all like to win. Right. Winning is more fun than fun is fun. That's what we like to say around here. That's a quote by my good friend Mr. Ed Mylett that you guys may have heard on the show. So I just want to first of all say thank you so much, guys. And then, you know, also ask that we finish off strong and show these what we're all about.

[DJ]

That's right.

[Andy Frisella]

So.

[DJ]

That's right.

[Andy Frisella]

Buy one, share one few more days.

[DJ]

That's it.

[Andy Frisella]

All right. So what's going on?

[DJ]

Dude, It's a beautiful day.

[Andy Frisella]

It has been incredible seeing people get behind this.

[DJ]

It's been crazy.

[Andy Frisella]

Yeah. It's been one of the most incredible things that I've seen in my entire business life. The amount of support that. That everybody's been showing.

[DJ]

Yeah.

[Andy Frisella]

And how cool the people have been that have come out to these events.

[DJ]

Yeah.

[Andy Frisella]

Like, dude, I just want to tell you guys, man, like. And this is real. You guys know I don't leave here very often, and I kind of stay in my own little bubble. And getting out to these events and hearing your stories, it's one of the most inspiring things that I've ever. I've ever been a part of. You know, it's one thing to have someone message you those things, or it's another thing to have someone look you in the eye and. And with their family talking about the changes they've made and how they've gotten better and how their family's gotten better and how, you know, their kids are out getting into, you know, following them around on 75 hard or whatever. Dude. And just hearing that and seeing that has really done a lot for me. I'm just being real with you guys to realize that, like. Because, like, you know, I'm in here all the time, man. And sometimes I wonder if, like, what I'm saying even gets heard at all. And it's been a very, very. Not even good, but one of the coolest experiences of my life getting out there and meeting you guys and it made me feel like, you know, we're doing some good. So I just want to say thank you guys for, for sharing that with me. Because there's a lot of times where I'm like, what the am I doing? And it reminded me that, that what we do here really matters a lot. And I really appreciate you guys showing out for these things. Beautiful, man.

[DJ]

Yeah, absolutely.

[Andy Frisella]

Awesome.

[DJ]

But, yeah, so we gotta stay on it, bro. It is Monday, which means one thing.

[Andy Frisella]

Yeah.

[DJ]

I have three good ones for you.

[Andy Frisella]

I know it, I know it.

[DJ]

Really good ones.

[Andy Frisella]

All right.

[DJ]

I'm so excited.

[Andy Frisella]

Let's make some people better.

[DJ]

That's right. All right, let's do that.

[Andy Frisella]

We're gonna start off.

[DJ]

Let's get, let's get a call. Let's give our good buddy Joey. Here we go.

[Landon]

Hello?

[DJ]

Joe, can you hear me?

[Joey]

Yeah, I got you.

[DJ]

Hey, what's going on, brother? How are you?

[Joey]

How are you?

[DJ]

Not too bad, man. Where are you calling from?

[Joey]

Tampa.

[DJ]

Tampa?

[Andy Frisella]

Oh, Tampa, huh?

[DJ]

We were just there.

[Andy Frisella]

What's up, Joey?

[Joey]

Oh, just there because I, I just heard that you guys are coming here.

[Andy Frisella]

This airs on Monday. You gotta play along.

[DJ]

It was great meeting you, Joey.

[Joey]

No, that was awesome. That was awesome. I. Yeah, no, I've gotten to a point now, you know, where I got the opportunity a few years ago to partner up with some guys and start a divisional office for a construction company. And we've grown to an eight figure company in the past three years.

[Andy Frisella]

And that's crazy.

[Joey]

It's been a crazy experience.

[Andy Frisella]

Yeah, that's awesome, bro.

[Joey]

And, and you know, over the past year, you know, it's been a challenging year for us economically, but we've been able to sustain and really get gritty and kind of blow past the rest. And, And I'll be honest with you, Andy, and I, I attribute a lot of that to you, you know, being able to help me hone myself as a, as a leader and to be the best example for my guys, for my family, for everybody. And, you know, I, I appreciate that. That's about. Probably longest thank you you've had on here, but, you know, I, I really can't, I can't even express like how much this, this means.

[Andy Frisella]

Well, brother, I mean, look, man, I appreciate that, but you know, you're, you're doing that. That's not me, man. I'm just trying to share with you guys the stuff that I've learned and picked up along the way, and, you know, you guys got to go out and do it. So I, I greatly appreciate that. But just remember, brother, that's all you, man. You did that.

[Joey]

Yeah, no, I, I understand. No, I, I, and I get that.

[Andy Frisella]

What, what, what specifically are you struggling with, brother?

[Joey]

I just, Well, I, I don't want to take from my current opportunity, like, I don't want to take, like, I invest a lot of time into this. I mean, I, I, you know, I do invest a lot, but I've got, I've got an opportunity to do something with and just kind of get my, my kids involved in something, and I've got one that's really kind of spearheading it behind him, and I want to be able to dedicate my time back and forth, but at the same time, I don't want my current opportunity to suffer. I know you've, you know, been able to start and, you know, build multiple different businesses and, and at the same time, you know, manage and grow your other ones. What's the. Some, some tips and some good ways that I can do this and not take from my current situation and be able to build my opportunity to the fullest extent.

[Andy Frisella]

Okay. All right. So, first of all, dude, you got to give yourself a little more credit, bro. You're already doing it. Okay? So, you know, I know as driven people, we don't like to, we don't like to admit how well we're doing, which is kind of weird because most people would over exaggerate how well they're doing. But when you're driven and you're successful and you have that thing that you have and I have, we tend to not give ourselves proper credit because we don't want to lose the edge of our ambition and drive. And when we do that, it creates a scenario where we are not as confident as we would be if we were just able to give ourselves the proper amount of credit. So when it comes to, you know, acknowledging our own skills and gifts and results, you always just want to tell yourself the truth. You know, you don't want to downplay it. You don't want to overplay it. You want to be factual about what it is so that you can have the proper amount of confidence. Because, as you know, building anything requires real confidence. You have to be a confident person. And when we don't give ourselves the proper amount of credit that it Hurts us. So I, I hear that in what you're saying and I just want you to be aware of that.

[Joey]

But I know I struggle with it a lot. I struggle with being, you know, the confidence to, to, to. To really do more. I mean, I just, I was never in a. In an environment and I know this, you know, we go back to just like, you know, being a victim is cool type shit. But I mean, it's. I was never in an environment that was conducted to being successful.

[Andy Frisella]

Yeah, well, it was always most like.

[Joey]

You do this and you get, you know, you get what you get out of life and this is what it is and it's never been a thing. So I've. I've lost almost everybody around me and it's lonely. So it's like you don't really have anything and you don't have anything but an internal dial pushes you along.

[Andy Frisella]

Do you want that shit back?

[Joey]

Fuck no.

[Andy Frisella]

Okay, so then what the fuck?

[Joey]

I don't think anybody really. That's right. Feels the way that we do really wants to go back to it.

[Andy Frisella]

Hold on, bro. Listen to me. You're fucking putting value on shit that you lost that means nothing. Those people are never on the fucking path you're going to be on. They. They won't understand you. They're not going to fucking get you. And you just have to not worry about it, bro. And I'll be. I actually think you're wrong about the environment that you grew up in. Most people who are successful grew up in an environment exactly like the one that you were describing. They didn't grow up with a silver spoon in their mouth. They grew up with a bunch of telling them they can't do. They grew up with a whole bunch of people who didn't do telling them that. And because of that, it's driven them and it's given them fire and it's let them have this feeling inside of you. I'm going to prove you wrong. And I actually think the environment that you grew up in, you need to switch your perspective on and say, actually, this is what produced me and. Because, dude, that's the truth. Okay? If someone grew up with the best dad and the, and the white picket fence and the perfect family, they're so comfortable. They never have the ambition that you have. So you should be grateful about where the fuck you come from, bro. That's the first thing. The second thing is if you want to create opportunity outside of the one that you have, you have to approach it. There's two ways to do It, I've done it in verticals. Okay. So most of the companies that I own are vertically integrated and customers or vendors of each other. All right. Whatever it is that you do in construction, you can start thinking about what should I do to vertically integrate? Should I start a company that supplies me with the concrete? Okay, should I start a company that supplies me with the steel? Those are things to think about. And I know those are just abstract, you know, I don't know exactly what you need to do, but you know what I'm saying.

[Joey]

I know what you're saying. I know what you're saying.

[Andy Frisella]

Right. And then the other thing is, is if you do have an opportunity, let's say that is outside of the realm of verticals, you have to understand that just because you're successful at this one realm, you are not guaranteed success at this other thing. I see lots of people ruin their lives because they're experts at one thing, they're really good, and then they think, well, because I'm good at this one thing, everything I touch will work. And, and I call it the Midas touch. These people think that they have the Midas touch, but they don't. And I have seen mo. Actually, most of the people I see ruin their lives, start to venture outside of their, their skill set into things that they perceive are going to be great opportunities without thinking like, hey, I'm starting at kindergarten level here, and I really don't know what the I'm doing. And I say all that to say this. If this opportunity that you're talking about for putting your kids in a position is outside the realm of what it is that you do, there are plenty of C level operators out here that you could hire to run that operation and just have them report to you. Okay? So you could go out and hire. You're used to doing everything yourself. I'm used to doing everything myself. No one ever came to me and said, hey, you know, you could just hire a CEO and they'll run your company. And, and if they did, I didn't believe that they could run it as good as me. But here's the thing, they can. Because our skill set at CEO level is really just about driving the brand, managing the brand, and making sure that, you know, things continue to move down the right path. And there's plenty of people with experience and other things that that will translate to what you do with your advisement. So you need to start thinking of yourself as more of a chairman level person than the actual builder operator of the business. And what I would do is if you want to create something outside the realm, instead of starting at zero like you're in kindergarten, you, you go hire someone who knows the business. And yeah, you're gonna have to pay them a lot of money. But the thing is, what you're paying for is to catch up in that expertise. When that person has 20 years, 25 years, 30 years of doing what it is you're trying to do and you got to pay them a million bucks a year, well, that person's going to turn around and save you 30 years of lessons, and that's how you have to look at it. So that's going to cost. Fucking right, bro. It's, it's, that's cheap. That's cheap. A million bucks a year is cheap as fuck to catch up for the amount of time that those guys will, will catch you up. Yeah, okay.

[Joey]

And think about this. The cool thing about this opportunity is it's pretty much, it's pretty well within my wheelhouse, okay? And it's not really a competing business because that's the last thing I want to do is start something competing against myself.

[Andy Frisella]

That's for sure.

[Joey]

Stupid. But, you know, it's. What it is is it's solving a problem that we really aren't chasing to fix that It's a solution. You know what I mean?

[Andy Frisella]

Yeah.

[Joey]

And solutions, solutions are always the best, always the best way. I mean, I preach to my guys every single day, like, be the solution, be the solution for the clients.

[Andy Frisella]

That's right.

[Joey]

I mean, it just, it works.

[Andy Frisella]

It's that simple.

[Joey]

Hey, we're here. You know, so.

[Andy Frisella]

Yes, sir. So.

[Joey]

So, you know, I just, I don't want to, I don't want to upset, you know, the guys that have trusted me with building this brand and building the division like I have, you know, and just to go with, to go through that, you know what I mean? Because I put myself this, like you said, in a, like a chairman type position now, you know, like as we've grown to different size businesses, I've had to pivot. There's no book for that. It tells you when you pivot, you know, so when we were, when we went from zero to 10 million, I was this person in the business. And then when we jumped up to, in the 20s, I was this person. And now we've jumped up higher than that. Now I'm a different person.

[Andy Frisella]

That's right.

[Joey]

For time, I've had to wear different hats. Now I'm to the position where I just, I'm behind the scenes the whole time. And I just, I try to advise my people with the least amount of, I don't know, I, I'm just not here to do their jobs, but I'm, I'm here to just try to give them the best advice I can correct. And you know, that way everybody has some ownership and everything and you know, they kind of take the, take the bull by the horns, they run with things, you know. And I just, I've got some kids that have a lot of the same mentality and mindset as me and you know, I want to, I want to give them an opportunity to have a piece of their own. Well, you know.

[Andy Frisella]

Yeah, man. Yeah, I guess I'm sort of confused on what you're asking for.

[Joey]

Well, what I'm, I, what I'm, what I'm trying to figure out is, you know, like how, how do you manage your time in between businesses? You know, how do you manage your time and say, okay, well I can dedicate this one. And you know, it doesn't upset you. Just, I mean, it's just. Do you develop powerless for each one of those businesses on path that you do, do you have one master power list for everything?

[Andy Frisella]

Yeah, I got one. I've got one for everything. And I do this thing, it's called whatever the fuck it takes.

[Joey]

Yeah, I know.

[Andy Frisella]

You know what I'm saying? Like, it doesn't matter if it's midnight, it doesn't matter if it's three in the morning. It doesn't matter if I got to get on a plane, travel the country to meet thousands of people and put fucking, you know, asses in seats. Whatever I got to do, I'm going to do. And you know, that's the thing that we signed up for. So I don't necessarily look at it as I've got to spend X amount of time here or X amount of time there or X amount of time there's. I'm not in any of my businesses to, for, for second place. So I'm in to win or I won't do it. And for me it's yes, I have one main power list logistically and that's how I, that's how I operate. But that powerless will have items that have to do with everything that I have going on. So that's the one thing. The second thing is, is I make sure, like I said, I have competent people in those positions to run those play and that I can trust that understand what's, what's going on. And the third thing is, is that I make sure that I am available to my employees and that I spend time with them and that we work on, you know, relationships and culture through that contact. So, you know, while you may be behind the scenes, it's very important for you to get out and shake guys hands, tell them thank you. You know, make sure they understand that you care about them and all of those things. Because dude, the reality is, is that most of these people that you deal with, they don't have anybody in their life that gives a about them, okay? So you going out and helping them develop, and by the way, like you said, you're letting them do their job so that they can develop themselves. That is a, that is a great form of personal development for them. And when they develop those skills, they will attribute those lessons to what you are allowing them to do and not do. So, you know, it sounds to me bro, like you're a little bit scared to do it because you think you're going to fuck it up. But running two businesses is really no different than running one. When you have the experience. When you don't have the experience, like all these 19 year olds out here who believe this shit of oh, you got to have seven streams of income to be a millionaire or whatever, right? Like those people get killed because they don't have the experience to operate. So they're slivering off their energy and trying to compete with people who are in it full bore. And this is why I highly recommend getting someone to run that division of the business who's competent, as competent as can be with your advisement. And I think that's how you're going to balance it out the right way. Because every business that I'm operating or that I'm involved in has a competent operator inside of it. So. Or two or three, depending on, you know, how big it is. So that's the route I would take, bro.

[Joey]

When you started first form, when you started first form, you didn't just go and just kind of say, all right, well I'm gonna get down and bootstrap this and be the guy that's going to be in here doing this, that and the other. You, you found a competent operator and said, no, okay, we're gonna partner up on no.

[Andy Frisella]

That's not what I did. I started and did it all myself until I found someone that could run the business. And I then I developed that person over the course of eight years and then I handed it over to them. And the reason that I did it that way was because the person that I found to operate the business was not a CEO from another company with experience. It was my brother who is one of the best salespeople in the world, but over the course of time develop the ability to become a CEO. What I'm telling you is that if you want to hand it off immediately and get to the point where you're trying to get, you need to go out and find a CEO with experience and plug them into that position. This is what we're doing. This is how we're going to do it. This is how I want you to do it. And he's going to say, well, that's not how the it's done. And you're going to say, well, how is it done? And he's going to say, well, in 20 years of me doing this, it was done this and this and this and this way. And then you're going to say, oh, and then he's going to run the business and you're going to learn from him. So we're saying two different things. Does that make sense? Yeah. So I'm not telling you to hand the business off to, you know who, whoever. I'm telling you to find someone who's competent, who can save you that eight years. All right? Now, I'm very proud of my brother. He's probably the best CEO that I fucking know. But we develop those skill sets together over the course of time. And what I'm saying is you can collapse that time, which I didn't know at the time, and I wouldn't have done anything any different anyway. But I didn't know at that time that I could just hire someone to do those things. And I thought of CEO as founder, CEO, only I didn't think of CEO as a for hire position. And these guys exist and they're out there and by the way, a lot of them are really good. So I, if I were you, considering what I've heard from you, you're already successful, you're doing good business, you have the ability to invest money into this new opportunity. If you value your time, I would hire an experienced CEO. I would collaborate with that CEO and advise that CEO and let them take the horns right away. Now, if you want to do what I did, you could take someone from your other company, you could put them in there and you could get your ass beat for the next eight years trying to figure it the fuck out. So what I'm actually telling you is don't do that because it costs you valuable time. Now I'm, like I said, I'm very grateful that we did it that way because I end up with probably the best CEO in the fucking world. One of them.

[DJ]

But took eight years.

[Andy Frisella]

Yes. @ a minimum, bro. So what I'm trying to do is get you where you want to go without making, you know, an eight year ordeal out of it.

[Joey]

Yeah, for sure. No, it makes sense. It does.

[Andy Frisella]

What's your hang up?

[Joey]

I mean, I. I say it, I say it's capital, but it's not even capital because it's like, I figure this out. I figure everything out, brother.

[Andy Frisella]

You're making excuses, bro. You need to go do it. Just go do it. You already did, bro. You've already done this massive thing. You run a hundred plus guys. Do you know how rare that is? You know how rare it is to have a company with a hundred employees? That's a huge deal, bro. If anybody can go out and start another business and be successful, it's somebody like you. So there's no reason for you to hang up. For some reason, you're hung up on this past version of yourself. You're a badass, bro. Nobody can do what you've done. You got to remember that, bro. And you got. This is what I was talking about in the beginning of the call. I know a ton of business owners. You know how many I know that have a hundred employees? Not very many. So you're doing great, bro. In fact, I think you're doing exponentially better than what you think. And I think this misunderstanding of how well you're doing is costing you time to go do the other thing, which is eventually something that you're going to win at too. Like, you're already a winner, bro. You. You don't think like you were like you did in the beginning where you're like, oh, I'm not sure if I can do this, you know, bro, look at all these people trying to run businesses and get to a hundred employees. You listen, you're ready to do this. All you got to do is go do it. You're telling yourself stories about why you're not gonna. And I. I don't mean to be rude, but I'm just telling you the truth.

[Joey]

Yeah.

[Andy Frisella]

You know, like, if you were my homie, I'd be like, joey, the is wrong with you?

[DJ]

Go do it?

[Andy Frisella]

Yeah. Like, what are you talking about? Like, what do you want? You. You want me to write you a permission slip to go do it? Like, what the, bro? Like, you've got this down. Look, man, you're ready to do this? I promise you, I Can hear it, dude. Nobody can get to it, dude, you're so much better than what the you think you are. It's almost like, for me, like, almost laughable because I know what's out there. Like, all these on the Internet, they're all lying. They're all lying to run a real business with a hundred employees. That's amazing, bro.

[Joey]

It's. And I, I, I understand. Yeah, I understand what you're saying.

[Andy Frisella]

Yeah, well, dude, listen, I gotta get to other calls, bro, because it's like 36 minutes long. The show's an hour long.

[Joey]

Sorry, brother.

[Andy Frisella]

Yeah, it's not sorry. It's. You need to go do it. You know what I'm saying?

[Landon]

Yep.

[Andy Frisella]

All right. I'm serious, bro.

[DJ]

Yeah, it was great meeting you, bro.

[Andy Frisella]

Yeah. Hey, real talk, bro. You gonna come out? We're gonna be there tomorrow or Friday.

[Joey]

Yeah, I'm, I'm, I, I, I, I need to. I need to. Yeah, I need to shake your hand.

[Andy Frisella]

Yeah, come out, bro. Come hang out. Look, dude, you're doing so much better than you think you are, bro. You just got to snap the out of that.

[Joey]

I know.

[Andy Frisella]

You're a stud, bro. Nobody does 100 employee companies. Nobody.

[Joey]

I look at it like it's nothing, man, and it's not enough.

[Andy Frisella]

Yeah, but that's because you're driven.

[Joey]

My competition's got 1200, and I'm just like, man, I, I gotta get there.

[Andy Frisella]

Yeah, but they, they got to 100. And they said, you know what they said the reason they got 1200? Because they got to 100. And they said, I'm bad. I get 1200. You're getting to 100, saying, I don't know if I can do this, which means you ain't going to do it if you don't change your perspective. So. So, look, man, I'm telling you, as someone who coaches thousands and thousands and thousands of business owners, you're doing it, dude. For real, man. Like, you should be proud of yourself. And you should walk with your shoulders back and your chin up high and say, I'm a bad. I'm Joey the Bad. That's what you should be doing. I'm gonna get you a T shirt. It says Joey the Bad.

[Joey]

Yeah, Buffalo on there.

[Andy Frisella]

Yeah. All right, brother.

[Joey]

Appreciate you guys, man. I really do.

[Andy Frisella]

All right.

[DJ]

Appreciate you, bro.

[Andy Frisella]

Hey, we'll see. We'll see you on Friday. All right?

[Joey]

All right. Appreciate you guys.

[Andy Frisella]

All right, brother. Bro, so many people do that to themselves, you know. They're so driven, they're so hungry. It's never enough. And because it's never enough, they think they're. And they think, like, what, are you.

[DJ]

So far from that goal?

[Andy Frisella]

Yes. Like, bro, how many do you guys know that have a hundred employees? Like, if someone came to me off the street and say, yeah, I got a business, I got 100 employees, I'd be like, holy, that's pretty big.

[DJ]

Yeah, pretty big.

[Andy Frisella]

But I mean, dude, that's, you know, that's the. That's the paradox of being driven. You never feel like it's enough. Successful people, people who win, people who achieve, people who the whole world sees as great, always feel behind in what they're doing because their ambition is so strong and they're so driven that all they can see is what I'm trying to do, not what I've done. And that is actually a great thing because that causes you to continue to go down the path further and further and further and further. And while it might not be fun, while you're doing it, you're going to eventually look back one day and say, motherfucker, I did that. And you're going to be proud of it. So we have to stop this thinking of, well, you know, I don't know. Especially when you have evidence in front of your face says I'm. I'm good enough to do this.

[DJ]

Yeah, there's proof here. Yeah, that's put in here. Dude, I. I want to ask you this too.

[Andy Frisella]

I think this.

[DJ]

It's an important piece in this, you know, because his main. His main thing was like, you know, how do I balance this time between focusing on a new project while not letting this other thing suffer. Right.

[Andy Frisella]

No, that. That's not his main thing. His main thing is he's trying to find excuses for why the he hasn't. Can't do it.

[DJ]

That's real.

[Andy Frisella]

Yeah, that's real. That's not his main thing. His main thing is I don't come from a good family and I've never had of this. And you know what? I'm not doing it because my competitors got 1200 and I've only got 100 and I'm not good enough. That's his main thing. Because the solution to what he said is it's real easy.

[DJ]

I love it.

[Andy Frisella]

Yeah.

[DJ]

But I do want to. I do want to bring this up because it's something I've seen you do a lot, bro, and I think it's an important piece just for anybody struggling with that. But just being present and intent, you're having your intentions correct and present with Whatever you're doing at the moment. Yeah, that's a very, very. That's a very.

[Andy Frisella]

Yeah. When you actually are working on business one, you are fully invested in business one. When you turn to the task of business two, you are not. Now this goes away and you're focused here. But dude, I'm telling you, the best thing that you can do for him because he's already got the cash flow to do it, is to hire a motherfucker that's already done what he's trying to do. Like, how are you going. So you're going to go to China, bro. All right, what are you going to do? Are you going to fucking try to navigate your way there with a compass because that's what they did 400 fucking years ago, or are you going to hire someone who's gone to China 4000 fucking times, be a travel guy?

[DJ]

There you go.

[Andy Frisella]

Yes. Like, that's what you're going to do. Yeah, so. And, and by the way, this took me forever to figure the fuck out. I didn't know it either, but, you know, that's how you save the time. And I wouldn't have done it any different because now we have this amazing thing. But for where he's at and what he's trying to do, that's the role. That's the way to go. Yeah. Not everybody has the opportunity to hire someone like that. They don't have the cash flow.

[DJ]

Right, right.

[Andy Frisella]

He's in a position to do that. That's why wealthy people compound their wealth. They take their money, they invest it into things. Because, dude, your employees are not a expense, bro. They are an investment if you've hired them properly. So you're gonna pay this a million bucks, but he's gonna drive $50 million to your top line. That's a pretty good deal.

[DJ]

I'll take it. Yeah, I'll take it. I love it, man. Let's get another question in, man. Guys, Andy. Here's another question for you, Andy. I'm a sales rep at a well renowned company in the construction, building materials industry. Due to the current economic climate, with rising costs due to tariffs and the slow housing market, the company has had a recent wave of layoffs that just occurred this month. These layoffs have affected all areas of the company, not just the sales team. With the future of the economy unknown, we can't really predict what the housing market will do next year. Since I've been at the company, my territory has seen steady growth. And even in this downturn year, I've still grown the territory to be profitable. I feel like I'm an asset to the company. But right now, it's just hard to know what will happen in the future. My question to you is this. How would you go about navigating this? We don't know if there will be additional layoffs, but what can I do day to day to continue to show that I am an undeniable asset who.

[Andy Frisella]

Produces everything you can? Everything you can, you could sell the most. You can be the best team player. You clean the bathroom the best. You could take the trash out you can. Every single thing that you could possibly do, you should be doing right now. And it doesn't go just for this gentleman. It goes for everyone. Because there is cuts happening everywhere. Not because necessarily that sales are bad, but because new technology is emerging that. That replaces human capital as we've talked about on this show for years. All right, now, I've tried to get everybody to understand how bad this was going to be for everybody, and everybody thought I was crazy. But now here we are, and there's tons of layoffs happening across the spectrum. The that developed AI are getting laid off. Okay? So we're in a predicament. And you as an employee, all of you are in a pickle. And I'm going to tell you this. I don't give a. I don't care where you work. I don't care. You could work anywhere. If you are an employee of a company right now, you need to understand that your job either can be or will be able to be replaced in the near future. And that means that if you're going to continue to be employed, you are actually going to have to perform at a much higher level than you do now. And that is something that I urge everybody to take serious. And if you don't take it serious, you're going to come back and you're going to say, I wish I had listened to them. This is the time where you better show your skill set to everyone. And not only should you be showing your skill set, you should be anticipating needs. You should be taking initiative. You should be driving people forward. Because I'm going to tell you, if you don't, there's going to be enough skilled people out here because they're getting laid off everywhere that even if your job doesn't go away as a human asset, you will be replaced by someone who is willing to do the things that. That you are unwilling to do. There is no place for coasting right now. I'm being dead serious. If you coast and you're one of these people who hides in the corner and pretends to work and acts like you know they're busy. You're going to get fucking fired.

[DJ]

Those days are over.

[Andy Frisella]

Yeah, they're over. They're over, okay? And some people just haven't realized that yet.

[DJ]

Yeah.

[Andy Frisella]

But it's going to become very apparent, and I give this guy very much respect for recognizing that. That, hey, the ax is coming down, bro. And I better figure out how to be an asset, bro. That's everything you can do. You better sell the most. You better be the best employee. You better drive the culture. You better wipe the piss off the toilet seat, even if it ain't yours. You better do everything. And if you do everything, when that conversation comes of who we're going to cut, you're not even going to be in the conversation because they're going to say, no fucking way. Yeah, Joe fucking is a killer.

[DJ]

We got Kiva.

[Andy Frisella]

Yeah. We can't even do it without him. Right. That's what being undeniable is about. We cannot do it without them. You guys think being undeniable means being pretty good? No, being pretty good is being pretty good. Being undeniable is we cannot fucking do it without them. We cannot do it without them. If you could position yourself to be one of those people, you will always have security. And to be quite honest, that's going to become the new standard because everybody is going to be able to be replaced. Everybody. And people like when they say, oh, well, not blue collar. No, blue collar is going to get replaced eventually too, because when they start doing AI and robotics, it's going to be what it is. They already got fucking machines that fucking lay tile floors. They already got machines that put roofs on. How long until they have a machine that pulls the wire through a house or, I don't know, frames a house or, you know, I don't know, like 3D prints a house, which they already do. Okay. So if you're sitting there thinking, oh, I'm fucking safe pro, you have no fucking idea what's going on.

[DJ]

No. And I want to bring this up because, I mean, I know we. This is an entrepreneur based show, but we have a lot of entrepreneurs, man. Right. And I think, you know, you've mentioned in the past there's three real really important skills to have as an entrepreneur. You can either sell, learn how to lead people, and that third one was being able to take initiative on problems. Because I think that's going to be a really fun skill set.

[Andy Frisella]

Absolutely. Okay. Initiative there is multiple lanes of initiative that have to be had for you to become undeniable. One is coming up with ideas, trying to look out for the company. If you're, you know, on a content team, you know, making amazing content without having to be told these kind of things, okay? Then there's initiative of you see a problem and you fix the problem before you actually take it to your leadership. One of the most valuable types of employees is the person who says, hey, let me talk to you about something. We got a problem here. This is blah, blah, blah, but don't worry about it because I already solved it, okay? Super valuable.

[DJ]

Everybody brings problems. Everybody can bring a problem.

[Andy Frisella]

Yeah. Like if. Dude, if you don't solve. There's three kinds of people. There's the kind of person that brings the problem. That person sucks. Okay? There's the kind of person that brings the problem but doesn't do the solution even though they knew know the solution, that person is a little bit better. They still suck. Then there's the third guy. The third guy fucking identifies the problem, fixes the problem, then tells you about it. That's the guy.

[DJ]

Yeah.

[Andy Frisella]

Okay. People don't understand that a lot of success comes down to taking initiative inside of a company. Then there's the person who can see a project through the entire way from start to finish by taking the initiative to do so. That person is fucking undeniable. You cannot operate without those people. So, like, being valuable inside of a company is very easy, but we have a culture of lazy that have been put into, you know, society for the last 20 years, and those people are teed up to get their nuts clipped. Yeah, okay. So, yeah, I mean, that's it. Yeah.

[DJ]

You know, if you ask is coming, man.

[Andy Frisella]

It's coming, bro. It's coming for everybody. There's. There's no stopping it now. Okay? Like when we talked about people need to stand up and be vocal and stand against this shit, you guys, Nobody did it. So now. And. And by the way, it happened exactly like I said it was going to happen. I said they would implement it by leveraging people's greed. And that's what they've done. Now they have all the tech companies. It doesn't matter. Here's the fucking point. It's coming and it's here. And if you don't become undeniable, there's good. Look at what. What's the new Sora? Yeah, okay, New look at Sora. Look, do you. Do you guys. You're being replaced. Do you not understand that? And so Many people are sticking their head in the sand being like, not me. No, you. My boss loves me, by the way, especially. Yeah, there's no. There's no like or love now, okay? Like, you have to survive. All right? And if a company. It's like steroids in baseball, bro. Once someone starts hitting 70 home runs, everybody's starting to take steroids because, dude, that guy's getting $100 million cont. $500 million contract, and the rest of the guys ain't getting it. So what do you think they're going to do? Okay, it's the same thing with companies. When the first company, which, by the way, is already happening, starts to implement all these technologies to reduce their human capital, then everybody has to do it, because if they don't, that guy had. That company has so much margin in their operation that they can outspend you on their customer acquisition and their branding and everything else and put you out of business. So it's no longer a matter of ethics. The ethics went out the window when everybody didn't stand up. Now it's a matter of actually adjusting and surviving. And because of that, those things are going to happen in every company. It's just reality. It's no different than when the Internet came around. It's no different than when social media came around. Only this time, it's super dangerous for everybody that's employed. So there's going to be people that make it, and there's going to be a lot of people that are going to be like, fuck, I wish I had tried a little harder when I had that great opportunity to actually have a job. I actually think a lot of it's pretty. Pretty good, if I'm being honest, because for so long, there's been so many people in American culture that have just showed up to their job and clocked the in and don't do that. You know, they feel owed. Like, I'm owed to have this. Yeah. And it's going to fix that. There's. Now it's going to go back to. If you even have a job, you're very fortunate to have it, so you should operate that way right now. And if you operate that way right now, you won't get cut. That's how it's going to work.

[DJ]

I love it, dude. All right, let's. Let's get another. Another call here. We got Landon. Give Landon a call.

[Landon]

Hello?

[DJ]

Hello, Landon.

[Andy Frisella]

What's going on, bro?

[Landon]

What up, big dog?

[DJ]

Hey, what's going on with you, brother? How you doing?

[Landon]

Not too bad. Another Day to the dollar.

[Andy Frisella]

Landon. What's up, bro? It's Andy.

[Landon]

What's going on, man?

[Andy Frisella]

How are you, brother?

[Landon]

Not too shabby.

[Andy Frisella]

Where. Where are you calling in from today?

[Landon]

Nebraska.

[Andy Frisella]

Oh, yeah? What part?

[Landon]

Lincoln.

[Andy Frisella]

Oh, cool. I like Lincoln. Lincoln's a. I spent quite a bit of time up there. I like it a lot.

[Landon]

Oh, no.

[Andy Frisella]

Yep, yep. I sure did. So what can we help you with today? Tell me a little bit about what you got going on.

[Landon]

So, a little backstory. Uncle owns a drywall business and what. So it's probably been, I don't know, seven years ago or so. I was getting out of high school and that. Or I was already working for him, but I was getting out of high school, and he wanted to take on doing something else. So we started doing insulation because it is the step right before drywall, you know, so it only makes sense. So we took that on, and so now we do drywall and insulation. And I've been kind of the main guy in charge of the insulation crew and just. I mean, learning everything about it, and we just kind of. We provide that service now to all of his builders that he had already had. And. Yeah. So, I mean, I've been working my dick into the dirt, and, bro, just trying to get.

[Andy Frisella]

Bro, you and me both. So sorry to cut you off, bro. I just. We're laughing because, like, we're all exhausted because we. None of us slept in, like, three days.

[Landon]

You're good. Yeah, but, yeah, I mean, I'm just trying to get to the point where, like, I'm not so. So involved. I'm. I'm the Do it all guy, you know?

[Andy Frisella]

I'm like.

[Landon]

I'm on the job. I get, like, everything facilitated. I'm, like, literally hands on, 100 of the way. And I'm just trying to get to the point where I can get guys trained up enough to, like, be able to trust them to handle the business, you know, and kind of step away from it a little bit and be able to handle more of, like, the actual business side of things and go out and, like, get more work and, you know, like that.

[DJ]

So you're trying to get your dick out the dirt?

[Andy Frisella]

Yeah, look.

[Landon]

Yeah, well, he's trying a little bit.

[Andy Frisella]

I mean, I. I don't want to.

[Landon]

Get away from work. That's the thing.

[Andy Frisella]

Thing.

[Landon]

I'm not scared to work, but, like, I just don't. I'm tired of working balls of the wall, like, and then dealing with a bunch of idiots, honestly. I mean, it's just.

[Andy Frisella]

I hope they don't listen, bro.

[Landon]

What's that?

[Andy Frisella]

I said I hope the idiots don't listen to the show.

[Landon]

Yeah, I know. I mean, I. That's the thing. I try to get them to listen to it too and like a lot of them don't really get on it, you know, I would.

[Andy Frisella]

Well, that's why you're you and they're them.

[Landon]

I. Fuck, I guess.

[Andy Frisella]

Yeah. All right, let me help you, Let me help you here. What you're talking about is something that all entrepreneurs go through, okay? You're moving from working in the business to working on the business. All right? That's what you're describing and right. What, how many guys do you have on your crew right now?

[Landon]

It's like a five man crew. We just lost one like a month ago. So yeah, we're down to five again.

[Andy Frisella]

Okay. And you want them to get to a point where they're taking enough initiative to manage the projects and complete them at standard, right? So you're not having to actually show up and do the work.

[Landon]

Correct, Exactly.

[Andy Frisella]

Okay, so the reason. Haha, you're not gonna like this, but the reason that they're not developing into the people that you want them to develop into is because you said the thing right at the beginning, you said, I'm the Do it all guy. Well, if you're doing all the shit, bro, how do you expect them to learn? Okay? And by the way, nobody likes people. Nobody gets engaged in a job or a project or any of these things that we deal with if they aren't valued and involved at their craft. And while it may sound silly to say, well, you know, putting in insulation is kind of like, you know, that's not really a craft. They want to contribute, bro. People want to be part of a team and they want to be trusted. And they want to be, yeah, trusted to go out and execute so that they can have some value to take home, bro. They want to be proud of their work. They want to walk in the door and say, I'm important to this job or this company. And by you being the Do it all guy, you're sort of standing in the way of that. And so you have to adjust your mindset because I know why you do this, bro. We've all been through this. You're afraid they're going to up so bad that it's going to everything up. And guess what they're gonna do? They're gonna, they're gonna do it, okay? They're gonna up every single fucking thing that you could possibly think of. But you have to change your framework of how you think of those fuckups, those little fuck ups that they make. Let's be honest, there's very few that people can make that would be fatal and cannot be fixed. So you want to get to a place where you're trusting them with that level of responsibility. And when they do make these mistakes, instead of saying, oh, man, see, that's why I should be doing it, you got to start saying, all right, Steve, come here, man. You know you that up, right? And he's going to say, well, I. Why? And you say, okay, well, you don't, you don't think that's up. And he's going to say, no, I think it is a little bit. Explain to me why you think it is. All right? And he's going to say, well, you know, I did this and this and this. And you're going to say, and also you didn't do this and this and this. And then as long as they don't make the same mistake again, you have to look at it as an investment in their education and skill set that will eventually allow you to work on the business the way that you're describing. And by the way, bro, we all go through this, dude, I went through this same. Because I was so desperate for my company to make it that I could. I felt like I couldn't afford to have any mistakes. And that's just not true. In fact, sometimes when people make mistakes, it actually provides the best opportunity to wow your customers because you can say, hey, I know we that up, but guess what? We're going to make it right and we're going to do it for free. And then also you do something extra. So that gives you a measuring stick in the customer's eyes of how great you actually are when those mistakes happen. So this is really just a perspective switch that you've got to make in your brain, all right? And you. What I want you to do is realize these guys, while you may see them because they're very frustrating, right? You may be like, what the guys? That's our emotions, dude. And we got to take our emotions out of those situations and evolve ourselves as leaders and say, okay, and here's. This will help you with that. Do you have any kids?

[Landon]

No, not yet.

[Andy Frisella]

Okay. I don't either. But what I do is I look at these dudes when they're making mistakes, like little kids. I see them as little kids. Like, they don't really know how to put the square hole in the. In the square. The square Block in the square hole. Yet I got to show them how to do these things. And we, what's easy for us, we take for granted. We, we, we, we have this tendency to think that because it's in our brain, it's also in their brain. And that's a, that's a very bad mistake. And then what happens is because it's so easy for us, we get pissed off because they can't do it. And so we have to really take the emotions out, remember what we're dealing with here. And remember, these are little kids that have to have their confidence built. They have to be coached. Just like a little kid has to be shown how to hit a baseball off the tee. And when you think about it like that, you actually gain a lot more patience and become a much better leader. Because now they're saying, well, you know, he's not mad at me, dude, he wants me to win. He's showing me this and this. And you know what? I got to get better. So when you start to like, operate in this other way, it shows them that you believe in them, which gives them the confidence to get better. And then you end up with an entirely different culture. And if you did this for the next year, you would call back on the show and you would say, my team is the best team ever. But we got to get out of our own way for that to happen, man. And we got to understand, you know, like, I used to do this thing where I, when we weren't performing, I automatically went to everybody's lazy. That's where my default judgment went. These motherfuckers don't care. They're lazy. And to be honest, I still struggle with this, okay? But I have to walk myself backwards. And remember, that's not really what it is most of the time. And if someone is lazy, it's because they have seen you come in 4,000 times and fix the problem. So this is just a perspective switch on your part to one, realize that if you want to scale your business, you are going to have to start allowing them to have responsibility. Two, you're going to have to coach them like they are brand new employees and build them up, not beat them down. Three, remember that these guys do not have what you have in their brain. They just don't have it. All right? So it's your job as the coach to make sure that they have it. And four, remember that it's not always that they're lazy. Most of these guys want to contribute, they want to feel proud, they want to go Home to their wives and their girlfriends and say, dude, the guys at work love me, man. I'm working hard, I'm doing good. I. Everything's going good. Because, dude, that's what people want ultimately, bro. They. They want the feeling of contribution and respect from their company. And when you can give them that, by developing that, you create this entire different culture that allows you to do exactly what you want to do. And you won't have to worry about a thing from them because they're going to be so grateful for your leadership and your mentorship and the way that you allow them to own the project that, bro, they're. They're gonna. They're gonna go to war for you. So it's a totally, you know, 180° from where you are, but this isn't them, dude. It's you. And you just gotta remember that. You know what I'm saying? Does that make sense?

[Landon]

Yeah. 100.

[Andy Frisella]

Yeah, bro. I struggle with this too, dude. This is like, this is a hard thing. That's why leadership is such a. Is such a difficult thing, because when you're competitive and you want to win, you know, you see that, like, leadership is. I'm just going to pick up all the weight and carry it. And sometimes, yes, sometimes in crucial situations, you do have to do that. But in, in situations where, you know, like, okay, if this guy messes this little thing up, I can fix it. I can create an amazing experience for the customer. And when he gets it right, you gotta, you gotta. You gotta be like, bro, yeah, man, that's how we do around here. And you gotta build them up to that standard. So how old are you?

[Landon]

46.

[Andy Frisella]

Do you say 26?

[DJ]

26 or 46?

[Landon]

26.

[DJ]

26, bro.

[Andy Frisella]

Leadership, what you're talking about is a lifetime skill set that we, we never master it. People will say you master it, but dude, you don't. You continue to improve throughout your entire life. And, and I'll be real, man. Like, where you're at at 26 is much further ahead than where I was at 26 with this. So, you know, just keep this in mind, dude. It's about developing as a leader, you know, building the right culture and allowing you. Because, dude, you know, you're not going to be able to scale the business unless you do these things. You're going to always be on. You're going to always be fixing the little things. And, you know, I can hear the frustration in your voice and I can also relate to it because it's annoying as when you're paying people to do a job and they won't do it, but usually it's because we're not allowing them to do it. That's the truth.

[Landon]

I got you.

[Andy Frisella]

Yeah?

[Joey]

Yeah.

[Andy Frisella]

You got any, you got any thoughts about that?

[Landon]

Yeah, I mean, it's just like, I mean, I try to give them the basic, like I start them from the bottom and work them up, you know what I'm saying? Like, I start them with this easy task and I slowly progress into like giving them a little bit more difficult things. And then like, if they can't handle the simple task, you know, I just struggle to give them like a higher up task because I just feel like there's no way they're going to figure this out if they can't get that, if that makes any sense. Right?

[Andy Frisella]

Yeah, for sure, bro. But also remember, not everybody's going to make the team. Not, not everybody gets to play football for the University of Alabama. You know, like, if you can't, if you can't run some sprints and lift some weights, do the bare minimum, you ain't gonna be here. You certainly aren't gonna play in the game. So, you know, like, if you got somebody and you say, hey, I need this, and this is very simple, and they refuse to do it, you probably got the wrong guy, you know, so there's a level of competency that has, there's a minimum level of competency that has to be had. The other thing, dude, that I think would benefit you greatly with what you're talking about here, is making sure that these guys, these five guys that you have, understand how it's going to benefit them if they actually put their thoughts in their mind and their initiative and their care and their intent behind the work. Okay, what does it mean, like, if you're my boss and I work for you, why is it important that I do things right? What does that benefit me? Because I'm gonna get paid either way. And then you have to convince. This becomes now you become a coach to them, right? You have to make them understand, like, hey, look, dude, is this all you ever want to make? And if they say yeah, then you gotta get rid of them. They won't make it. You want guys with some drive, some guys that, that have bigger dreams. And I'll be honest with you, dude, you want, these are going to be young people that you're going to find because once people get into their 30s and 40s and they've already accepted the lifestyle that they're going to have most of the time it's very rare for someone in their mid-30s or 40s to break out of the identity that they've created for themselves in terms of what their life is for. By that time, they've lost their ambition and they've reconciled that this is my life and I'm happy with it. And they start telling themselves all this about how this is always what I wanted and this is what, you know, this is what I got blessed with and all this other, okay, here's the truth. You didn't work hard, you didn't do the right things, you didn't make the right decisions, and now you're convinced that this is all you're going to ever get. And that is very common with people in their 30s and 40s. And it's very hard to break them out of it. When you find someone who's young, they're. They. They understand that they have their whole lives in front of them, so they want to make the most out of it. So your job is to paint that opportunity for them, coach them up. And the way I usually think about coaching people is as long as they, you know, because people are going to come and go, bro, you know, you're going to teach some of these guys how to swim, and they're going to swim the away from you, and that's going to piss you the off because you've invested all this time in them. So how I think about it is, all right, I'm going to pour all this into someone and I want them to look back later in life and say, that's where I learned how to be successful. That's where I learned how to win that. I'm very grateful for that opportunity because what they're going to say about you in the community, especially a small one like Lincoln, is going to be very important to your reputation. So care about them. Even if they go somewhere else, want them to win. And think of it like this as, even if I teach them everything I know and they leave, I want them to say, hey, man, I was very grateful that I worked for, for that man, because he taught me this and this and this. And bro, that's a noble thing. That's a good thing. It's something that you'll be proud of later in life.

[Landon]

Yeah.

[Andy Frisella]

Yeah. All right. You don't sound too enthusiastic today, bro. You need some of this analyzing, huh?

[Landon]

Analyzing. I'm trying to see how I can, how I'm gonna apply it.

[Joey]

Exactly.

[Andy Frisella]

You know what you need to do? You need to go to 711 for dollar days that's right.

[Landon]

I ain't got no 7 elevens in Nebraska.

[Andy Frisella]

Seven, really? Dude, I didn't know how there. No 7 11s. And are they speedways?

[DJ]

Yeah, speedways out there.

[Landon]

Hey, a bunch of cases, too.

[Andy Frisella]

Yeah, well, go wherever the you got to, bro. Get yourself form energy.

[DJ]

That's right.

[Andy Frisella]

Make you feel better.

[DJ]

Hey, Lando, dude, we appreciate you calling in, man.

[Landon]

Hell, yeah. I appreciate you guys. Everything you guys do.

[Andy Frisella]

Appreciate you, bro. Think about what we talked about, man. That's. That's, you know, this is. This is something that's normal for anybody in your position to struggle with. So the fact that you're aware that it's a problem is a great indication that you're going to solve it very quick.

[Landon]

So for sure, hopefully next year this time I'm getting it figured out, if not sooner.

[Andy Frisella]

That's right, bro. That's right. You will. I have no doubts.

[DJ]

All right, brother. Appreciate you. All right.

[Landon]

Appreciate you guys. Take it easy.

[Andy Frisella]

See you, brother.

[DJ]

Yeah, dude, that's cool. I want to ask you this. With it being such a small team, just on the leadership aspect real quick, would you also recommend maybe like, just taking one of those guys? Maybe you see somebody in that group that has a little bit more potential to try to start building them up, hoping everybody else starts following. Is that a good. Would that be a fair.

[Andy Frisella]

It is, but there's things that you have to be aware of with that. Okay, first of all, they have to be the. The way. All right? So if you're going to do that, that's a. That's a good thing to do. But if you pick the wrong person out of those five because you like them or because they're. They're, you know, they're the one you get along with the best, or they're your drinking buddy got funny jokes, you're going to lose the rest of the. Okay. So if you do pull someone in tight, it has to be the person that all the other guys understand, got the opportunity, the fairway. That's the truth.

[DJ]

Yeah.

[Andy Frisella]

So you will undermine your entire culture by pulling someone in that they perceive doesn't deserve it. And sometimes when that person is the best person, they're going to perceive it that way. But that's okay, because what it really does is it shows them how they have to be in order to get pulled into the inner circle. And then what happens is, like you said, they start adopting that behavior. By the way, that mentality goes for macro level, too. Right? Like if you own multiple locations of a. Of a Company, right? Or retail company, or a service company or a restaurant, and you're trying to manage, let's say five, six, you know, 20 locations and shit ain't going right. You're going to go find the one that is going right, and you're going to point all the credibility to that one and say, guys, you know, these guys are doing it. This is my homie. This is this, and this and this. But the minute that they stop doing it, because here's what happens sometimes, too. Sometimes you praise those guys and they start thinking they're the. And they don't do the things that made them the anymore, because they believe that they are the no matter what they do. So you got to be very conscientious about how much praise you put on people. But yes, generally, that's a way to do it. There's just things you got to be aware of before you do.

[Joey]

I love it, dude.

[Andy Frisella]

Yeah.

[DJ]

I love it, man. Well, guys. Andy, that was three.

[Andy Frisella]

Yep. All right, guys, don't forget, we got a couple more days of dollar days. Buy one, share one. You guys are doing a amazing job, and I appreciate everything that you've done. But let's finish strong and show these who we are.

[DJ]

Went from sleeping on the flow now my jury box froze Fuck up pole.

[Andy Frisella]

Fuck up stove Counted millions in a.

[DJ]

Cold bad bitch booted SWO Got her.

[Andy Frisella]

Own bank row can't fold Just a.

[DJ]

No head shot case Close.