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Before we dive into today's episode, let's talk about money. If your revenue feels unpredictable, great one month, slow the next, you may have hit what I call the six figure slump. This is where you've built a business on grit and good instincts, creating great offers and responding to audience needs. But then you get a few years down the road and you realize every piece requires your effort. The launches, the marketing, the delivery, the results. And that means that your earning potential is capped by your capacity. If this is you, we need to take a fresh look at how your business is running and we need to recalibrate. I'm hosting a free live training called the Revenue Consistency formula where I'll show you how to identify what's out of sync in your business and realign it with for consistent, predictable revenue. Not by starting over, by aligning what you've already built. This training is free and you can save your seat@amyporterfield.com training. That's amyporterfield.com training. I'll see you there. All right, let's go ahead and jump into today's episode. It's been one of the best decisions I've made. You can't just remove a day and expect everything to fit in the other four days. You have to be intentional about how you work. You will be more productive, not less. Now, another team member said there's zero procrastination now because she knows she only has four days. Fridays will change your life because who doesn't love to work when you have no meetings, no calls and no one's waiting for you? It's not can I afford to work less, it's can I afford to keep working this way forever? A four day work week is absolutely possible. My guest today is a dear friend of mine. One of them goes, that one over there, she's big money. And it was my guest today. Her name is Amy Porterfield. Amy Porterfield, the ever amazing best selling author of Two Weeks Notice, Ms. Amy Porterville. A few years ago I walked into a meeting with my leadership team and I proudly told them that that we were moving to a four day work week. Now I thought that they would look at me like I was the greatest boss in the history of bosses. I expected a parade, a celebration, maybe even a little applause. But instead I got blank stares, nervous laughter and a whole lot of how, how in the world are we going to do this? Now I've told this story before and if you want the full backstory of how we planned and launched our 90 day experiment with a four day workweek. I'll link you to that episode in the show notes. But here's what I haven't talked about enough. And that is what it actually looks like now, years later, to run a multimillion dollar business on a four, four day work week. Because I'll be honest with you, it's not as simple as just take Fridays off. There are weeks where I do work on Friday and there are weeks where my team does too. And if I'm not careful about how I talk about this, I think I could paint a picture that isn't fully accurate. Like I want to give you the good, bad and ugly and there's a lot more good because I'm still doing it. But. But I want to really take you behind the scenes now that I've been doing it for so long. So this episode I went straight to my team. I asked them to tell the truth. What's the biggest benefit of our four day work week and what's the downside? No one talks about. So their answers were honest. Some of them actually surprised me. And I think you deserve to hear from the people who actually live this every day, not just from me, because many of you have considered a four day work week and you want one. And as a founder, you might have considered maybe you'll take a four day work week, but not necessarily your team, which I think is totally fine and legit. I wanted a four day work week for my whole team. I have many, many working moms on my team and even those who aren't parents, they have beautiful lives outside of work and I want them to, to be able to enjoy that. And you know, probably the little people pleaser in me just felt weird taking off Fridays, but everybody else is working. And I also have always said the day I left corporate and started my own business, when I have a team, which took many years for me to even have a team, for the record, but when I have a team, I want my business to feel more entrepreneurial versus corporate. And so when I add little things like a four day work week or something big, it's kind of a big deal. I think it does have that entrepreneurial spirit. And so that was just really important to me as well. So today I'm going to walk you through how we actually do this. The daily rhythms, the systems, the boundaries. And I'm going to share what my team said along the way. The real pros, the honest cons, all of it. Now, if you've been curious about whether a four day workweek could Work for your business, or you've been telling yourself, maybe someday this episode is for you. So let's dive in. Now, before I get into all the details, let me give you a quick refresher since it's been a while since I've actually talked about this. We started our four day work week back in 2022. We started it as an expensive experiment and at the time, I'd been running my business for over a decade and I was tired. Not tired of the work, I love what I do, but I was tired of the hustle mentality that had defined how I built this company. I would be in stages of hustle, then I take myself out and I figure it out. But then I'd creep back into hustle. When something was new or different, I'd go all in. It's just my personality and I have to pull myself out. So around 2022, I was kind of back into that hustle mentality and I had just moved from California to Nashville. So, you know, my life had changed exponentially. Hobie had just retired from the fire department, so I was kind of figuring out how am I going to navigate this. So a lot of changes at the time as well. And I just wanted more margin, I wanted more time with Hobie, more space to rest and actually enjoy the life I had worked so hard to. And I wanted that for my team too, as I mentioned. So I care deeply about them and I didn't want them feeling like they're hustling all the time as well. So we ran a 90 day experiment. We read the book Shorter by Alex Sujung, Kim Peng, and we created guidelines. We, we changed how we approach meetings, we changed how we approach communicating with each other and, and we committed to figuring it out together. It's funny because my friend Brooke Castillo, I remember this so vividly. Back in 2022, I told her we were moving to a four day work week. And I told her, I don't know if this is going to work, but we're going to experiment. The book actually encourages you to do a 90 day experiment before you say you're going to go all in. And you know, if you know Brooke or her personality, she is intense, like in all the best ways. And she said, if four days don't work, go down to three. She's like, it's not that you need more. You need to challenge yourself to figure this out. And I always love that. So in my mind I'm like, okay, we're not going back, we're going to Figure this out. So we did that experiment, became permanent and now, many years later, it's been one of the best decisions I've made for this business and for my team. So I, I want to be clear, I'm going to give you the punchline right now. One of the best decisions and it's a decision I hope I never go back on. But I can't say never because we recently just changed our business model from a course and launching business model to a coaching business model. Dramatically different. I am learning it is dramatically different. And for my course creators, you know, I still, still love you. I'm still all about courses. And let me tell you something about a course model that's better than a coaching model. Are you ready? It is so much easier to have a higher profit margin with a course business model, selling courses. So much easier. I've always touted that I've had a 40% profit margin and really proud of that. And I feel like that's a really solid profit margin. I don't think I'm going to hit 40% actually. I know I'm not going to hit 40% this year. This is my first year in a coaching business because there's too many expenses to get it up and running. But even next year, I don't know, I'll probably talk about that in a future episode. But we're paying salespeople. We're saying we're paying coaches. We just have different expenses with software and tools and it's a different ball game. So. But I'm still committed to figuring it out and having the highest profit margin possible. I just need a little time to figure it out. So anyway, because we moved to a coaching model, things happen on Fridays. Coaching calls, sales calls. People are in a community. It's like a huge part of my coaching program. So I don't know. We'll see. I mean, I, I feel terrible saying this. I haven't even talked to my team about this. If you're listening, don't worry about it. It's not something that's going to happen anytime soon. And if we were to change something, we're not going to just dramatically go back. But I want to be honest that it's a little trickier. Definitely a little trickier with a different business model. Okay, so back to the good, bad and ugly. Having a four day work week. Even if I have a coaching model or course model in my business, doesn't matter. It's not perfect. It wasn't perfect before. It's not going to be Perfect now. And I think you deserve to know the full picture before you decide if this is right for you. I've never heard anyone talk about the stuff I'm going to talk about today, so I think it's valuable. Okay, first of all, a four day workweek doesn't work without systems like period. You can't just remove a day and expect everything to fit in the other four days. You have to be intentional about how you work. Now here's how we structure our weeks. First, we protect Mondays and Thursdays. These are our no meeting days for the entire team. That doesn't mean we never have meetings on these days. Sometimes we need to, but we protect them as much as possible. Where I tend to get into trouble is if I'm having a meeting with someone outside of my business. And Monday's just the only day that's going to work. For our busy schedules. I'll make an exception. But I rarely have a Monday meeting with a team member, which cuts out a lot of my meetings. So Mondays are for planning, get getting your head into the week, deep work, thinking strategically about what needs to happen over the next four days. Thursdays are similar. They're your last full work day before the weekend. So we're wrapping things up, finishing projects, getting ahead so we're not scrambling come Monday, Tuesdays and Wednesdays. That is where our meetings happen. And our default meeting time is 30 minutes. So if you need longer, you, you can request it, but you better have a good reason why. Like no more hour long meetings that go nowhere. And just by default, if we don't need it, we won't use it. No 30 minute meetings in and out, unless you're going to need longer. Second, deadlines land on Thursdays, not Friday, of course. Right? So we communicate this clearly with our contractors too. If I send someone to tasks near the end of the day on Thursday, I I assign it to them for Monday, not Friday. We don't expect Friday responses. We're not going to be there, so we're not going to put the pressure on our contractors. And then third, we use time blocking in Google Calendar. So Google has a task feature now that we love. We use it to block time for deep work. Project time, more like focus sessions. If it's not on the calendar, it doesn't get protected. So that part's important. Like for me, I live and die by Asana Slack and my Google Calendar. I've said this a million times, but if you're new here, one of the cool things I do that has helped Me immensely is I have a, an executive assistant, like a virtual assistant. And she puts all my due dates into asana. This has taken us probably a year to get really good at it, but we've done it for years now. She's been with me a long time. So if someone needs me to do something or I have a project, I give it to Christine and I say, okay, this is going to take me an hour. Can you find time on my calendar? She finds time on my calendar and then she puts it in asana with the same due date. So if I go into asana and I see all my tasks for that day, I can guarantee you they're going to be blocked out on my calendar. That's why I'm bringing this up, because we're talking about calendar blocking. They'll be blocked out on the calendar. That makes a big difference. So my team does uses the task of blocking out their calendars as well. So we're all aware what time is protected. So that's important. And then fourth, asana for project management, as I mentioned, so every task has an owner. Like anything that's getting done in my business there is an asana task with a deadline and an owner every task. And we will know exactly what needs to happen when, which means nothing falls through the cracks. When you have a four day work week, you have to be more regimented again, more systems. But it makes our life so much easier. So if you're not using a project management tool, my friend, let this be your sign. None of them are perfect. I, in the beginning I went from one to another to another. I'm like, I'm done. We're just going to use asana. It's not perfect, but it does what we need it to do. And the longer I've used it, it's become more perfect for us. So it's exactly what we need and the whole team has to use it. Okay. Fifth, we've changed how we use Slack. So when we went to a four day work week, we had to use Slack differently. We used to use it in a way that spent way too much time in Slack, like direct messages flying around all day. Now we are much more intentional and we also give ourselves an opportunity to go heads down and we don't have to be in Slack to answer people instantly. That really messed up our productivity. So you get to say when you're in Slack and when you're not. And people can't request like an instant response unless it's an emergency. And we'll just text each other. And then finally we track how the team is actually doing. We have a weekly wellness metric survey where people can share how they're feeling, which includes like whether they worked on Friday, like, we'll ask them. And we do a biannual time tracking week where the whole team twice a year logs how they're actually spending their time. We created something in AI to make this easier. Now we used to do it manually, but now we have a really cool tool to do it. But essentially you're tracking every 15 minutes what you're working on. Total pain in the butt. But it's just for four days and it really tells a good story. So we do that. I got that idea from Stacy Trischl a while ago and we implemented it. And really it's just about keeping a pulse. So we can catch things early if someone is struggling or they're working a lot of Fridays, we didn't know. So we can reset before inefficiencies become habits or someone's just overworking. So those are the systems. But systems only tell part of the story. So I'm going to share five truths about a four day work week that really just show you behind the scenes of what it's actually like to live this every week inside your company. So here we go. The first one, you will be more productive, not less. And this is one that surprises people the most. One of my team members said the four day work week forces her to prioritize and stop context switching. Like stop wasting time checking notifications and stop entertaining other bad habits that stop still her focus. So her habits got stronger because they had to. She said she's a hundred times more productive because she works fewer hours. I think that's pretty great, right? I think that's the part that most people miss. Working fewer hours doesn't mean getting less done. It means you stop tolerating the things that waste your time. You just get more intentional. And the thing is, most of my employees, because they're fully dedicated to what we do, if they don't get it done, they know I'm just going to need to do it on Friday. I don't have any employees that are like, oh, I didn't get it done, I missed the deadline, I guess I'll do it on Monday. Like that doesn't happen. So because they really want to take advantage of the four day work week, that's why they're forcing themselves to have better habits, stay more focused and really be as productive as possible. So they get more intentional about how they Spend their time. Now, another team member said there's zero procrastination now because she knows she only has four days. Again, no one wants to work on a Friday right now. I'll be honest, the intensity of those four days, way higher. So this is one thing you need to know. When we had a five day work week, it didn't feel as intense. But when you want to honor that four day work week, it is more intense. You have less time for chit chat, less time. You don't go run errands in the middle of the afternoon. You save that for Friday. So we actually made that known, like if you can plan your dentist appointment, running to the post office, returning stuff. I'm always returning stuff. If you can hold off all of that, of course, take lunches. We're not saying that, but outside of lunchtime, don't do that stuff. You're not going to get your work done. That's what Friday's for, to do all the stuff outside of work. So that's kind of important to share. So again, the intensity. When you cut out the white space and the wasted time, your days definitely feel like back to back to back. And that's the trade off. Instead of little pockets of downtime scattered throughout the five days, you get a whole day back. I'd rather have four focused, intense days. And I don't mean intense like bad. Intense isn't always bad, just super intentional, super focused. And yeah, can create a little extra stress. But I'd rather have that than not have a full day off on Friday where I could just totally unplug. A three day weekend is killer. It's amazing. So I don't want to do half resting, half working. I want to go all in. And so this allows me to do so. So when you have less time, you protect it more fiercely. That's just the truth. Hey, before we continue, we need to talk about something. So you've got offers that convert an audience that trusts you and proof that what you do works. Then why does growth still feel so hard? That's what we're talking about this Tuesday during my live training for six figure female founders. It's called the revenue consistency formula. I know you're busy, so in just an hour we'll talk about why your revenue stays inconsistent no matter how many launches you do, which three marketing systems drive 90% of your growth, and why scattered tactics will never get you there. The answer? Something you already have just misaligned. So save your spot for this Tuesday by going to amyporterfield.com training that's amyporterfield.com training. All right, let's jump back into the episode. Okay, so next truth. It only works if you're disciplined. Ugh. Here's the flip side of that productivity boost. It only happens in if you're actually disciplined about it. One of my team members shared that this isn't a clock in, clock out setup where she logs off on Thursday and everything just waits for her because she's responsible, like I mentioned, for getting everything done in four days and Friday. And I've so done this. Friday can easily become the makeup day if she's not careful. I had to fully check myself with Christine and say, help me stop doing this. It's so easy to say, well, I'll just work an hour or two on Friday and then you find yourself working Fridays again. So this is where that discipline comes in. She said once she starts telling herself she'll finish it on Friday, it can slowly undo the whole point of a four day work week. I totally relate. Another team member who does a lot of creative work on my team shared a different challenge. Creativity often needs space and time to unfold, right? Five day work week allows ideas to sit and evolve and improve. Well, a four day work week can sometimes feel rushed when everything has to be finalized by Thursday. So the creatives sometimes struggle with this. And then there's the reality that not everyone you work with will be on the same schedule. So one team member shared that about half of her work is with contractors who don't operate on a four day workweek. Most of them adapt really well, but it does require more like thought out meetings and timelines and communication. And we just recently ran into this. We're building a HubSpot sales workflow. It's like a massive, expensive project for my new coaching model, business model. And I forgot to tell the contractor we don't work on Fridays and we're under a lot of deadlines. And so my team takes off and they're like posting in the channel. And I felt terrible. But also even just beyond that, like, hey, we don't work on Fridays unless definitely crunch time. So we've worked on a few Fridays to get this done. But I thought, I wonder if they don't think we take this as seriously as they do. Because if they're like, if you really want to get it done, if you're really serious about this timeline, you would work on Fridays. And behind the scenes, we're trying to find ways to not do that but still get it done. So I just thought, I wonder how they, they see that. So just, just stuff to think about. But this is why a four day work week isn't a free pass, it's a trade. You gain an extra day, but you earn it by being more focused, more productive, and more intentional during the four days you're working. I don't know about you, but as a founder, I want my team and myself to learn to be more focused, more productive, more intentional. And so to me, it's still a huge win. Okay, the next Truth Fridays will change your life. When Friday is truly off, it is a game changer. Several team members shared how I just how much having Fridays free has changed the rhythm of their lives. One said there's nothing like using Friday to take care of real life things. Running errands, cleaning the house, scheduling doctor's appointments, getting groceries. And then she still has an entire weekend ahead of her that she can rest and, and socialize and enjoy. And that's what I wanted. Another shared that because of all that she can get done on a Friday, she gets two full days of the weekend to prioritize her family. And it just feels more balanced. Instead of feeling like her life revolves around work and then catching up on the weekends with everything she needs to do. That's huge. So another one of my team members who's a mom said Fridays are especially grounding for her. She said it's the one day of the week that's just hers. So the kids are in school for most of the afternoon. No rushing, no packed schedule. Whether she's at a coffee shop or taking a long walk with her dog, or catching up on personal things, it gives her real breathing room for moms and dads. That is a huge deal, right? She also shared that having Friday off gives her the flexibility to travel and spend more meaningful time with her family without needing to step away from work entirely. So being able to work four focus days and then fully unplug on Fridays, it's made those moments feel like a true gift, not something she has to rush through so she can go on a vacation Thursday night and be gone all day Friday, all day Saturday, all day Sunday till the evening, get back and it just feels like a longer time away. And that's what we're protecting, right? We're protecting our time with our family and our friends and ourselves. And I think that's why this structure really, really matters. Truth number four, you'll work some Fridays Anyway. I already shared this, but I think it's important to kind of dig into a little bit when I'm in a really big important season. Like right now, while we're building our coaching program, I work Fridays and I know my team does too. And it's not like something you announce. Here's something that you might not know. I wouldn't have known if I didn't do it many Fridays. You have no idea if your team members are working Fridays because they don't expect you to work. So if my copywriter is working on a Friday, she's not sending a message to my CMO asking her to review what she just did. Everyone's very much working in a silo on Fridays. And I mean that in a really good way because who doesn't love to work when you have no meetings, no calls, and no one's waiting for you? So Fridays become really sexy sometimes. And that's the push and pull of it. Like I love a Friday when I have tons to get done. Like I created all the curriculum for calibrate my new coaching program. I created it from scratch and then my team helped me develop it and I did that on Fridays. Like I needed no interruptions and I just can't get that on Monday through Thursday. And so there's huge pros to that. But also the goal is not to work on Fridays. And so that's why we do that wellness check in. Because most people don't know who's working on Fridays or not. I just know come Monday what got done. Like there's no way that got done on Thursday. So I'm pretty aware of when people are working. And it makes me feel bad as a founder, but not super bad during busy seasons because we just know this is, this is the trade off. And sometimes like during dca, my digital course launches, we would actually block out Friday saying everyone's going to work half day on this Friday or we've got to work this Friday. We're doing a webinar. So way in advance my team knows, okay, this is a launch blackout date. We've all have to show up for it. The better you if you can get ahead of that, the better. So you don't spring it on anyone. It's not like on a Thursday, I tell people we're all working this Friday. I would never do that. And so we look way ahead on the calendar if we're going to make it mandatory. Very, very rarely is there a mandatory Friday on anybody's calendar on my team. So especially now that we're not necessarily a launch based business, I don't think we're going to see that hardly at all. So one of my team members did share that the hardest part of Fridays is during really busy seasons when everything doesn't fit into four days, Friday becomes a work day. And it could feel like she did something wrong or didn't plan well, even when that's not actually true. So most of the year it does work beautifully, she said. But on those Fridays when her work spills over, it can feel like you're losing out on something you really love and you really value. So that's why I have to be careful that this doesn't happen a lot. When, when she said I feel like I did something wrong, it like, broke my heart. Luckily, she knows that's not true, but that was the feeling she had. So this is such an important leadership lesson. When you offer something as meaningful as a four day work week, you have to be clear from the start that it's not every Friday. And it also is something that might be scheduled in advance. If they can't take the Friday off, we will communicate it as far in advance as we can. But also, again, I don't really think I did that. I. I didn't know better. So in the beginning I'm like, we're taking every Friday off from here until the end of time. I didn't say it like that, but that's kind of the sentiment I had where I wish I said let's be realistic here, but I just didn't know. So if you do this now, you know. So again, most Fridays are protected. The majority are. But there are those seasons where either we're all working together or we're randomly stealing hours on Fridays where no one actually really knows. So that's why communication matters so much. Busy seasons and blackout Fridays should be shared early, not at the last minute. And people are, you know, have to remember people are building their lives around this valuable day off. So you got to be respectful of it. And it's also worth saying that leadership roles often look different. In my company, department heads tend to work more Fridays than any other roles because they're carrying bigger decisions long term thinking they have bigger responsibilities that relate to the entire team. So that doesn't mean the four day work week isn't working. It's just the reality of leading a leadership team. And, and I do know they work more Fridays than everyone else on the team and they're compensated different as well. But money doesn't always justify that. So I also want to be careful with my leadership team, no matter how much they get paid. I don't want them working all Fridays and they don't. But they do work more. And our fifth truth, even when you work Friday, it's just different. And I had mentioned this one, but I really want to make sure you heard it. And this is what makes Fridays feel special. Working on a Friday isn't the same as a regular workday. There again, there's no slack buzzing you, no zoom calls, no meetings, no one's expecting anything from you. You don't have to be on. So usually it's probably in your pajamas. You're not getting ready for the day. And they could become really powerful days for deep work. So for some people on my team, it's actually their favorite time to focus. It is for me. So no interruptions, no context switching. Because even if I said, okay guys, this Wednesday, I can't be bothered, I can't be on meetings, I can't respond to slack. There is no way I'm not looking at slack. There's no way I'm not going into Asana. The business is moving fast and so Fridays are just different so that there is a little bit of a perk about once in a while. You love a good Friday session. It's weird, but if you love the work you do, you would understand that. So one of my department heads shared that she'll sometimes choose to work a Friday morning to catch up or think strategically. It's not expected, but having that quiet space helps her feel less stressed about getting everything wrapped up by Thursday. I actually not sure who who sent me that one, but I would just have to say it's my CEO. I could be wrong, but Jaws is my CEO and she's a thinker. Super strategic. But you could tell she she needs her quiet time. And so I'm almost positive she finds some Friday mornings very valuable. Now it's one thing if the team member comes to you and complains, I'm working too many Fridays and it's rare they will. That's why we do the wellness check. But we will flag that like what do we need to change here? But again, some people find once in a while really valuable. So that distinction matters. A Friday where you choose to work for a few hours maybe in your pajamas with no meetings and no interruptions is not the same as back to back meetings that you take on Tuesdays and then try to slip in some deep work. It's just different. So once I stopped thinking about it as I failed because I worked on a Friday and I started thinking about it As I have the flexibility to work on my terms, it did help me and my team out a lot. So that's the good, the good part about it. Now, if you're listening to this training and you're thinking like, I want this, but I'm not sure I can actually do it, here's my advice. Start small and so you don't have to go from five days to four overnight. This works best when you ease into it and you pay attention to what actually needs to change in your business as you do this. So if you're making around, let's say, $200,000 a year or more, I really do believe you can start exploring this intentionally. At that level, you usually have enough revenue and stability to experiment and adjust your systems and you can create some breathing room without everything falling apart. Before that, things are a little still messy and shaky. That's how this whole entrepreneurship is designed. That number's not like set in black and white, but I just wanted to kind of throw that out there. Now if you're not there yet, that doesn't mean this isn't possible. It just means maybe you need to move more gradually. You might start by protecting one Friday a month or even a half a day on a Friday. And the goal isn't to force a four day work week, it's to build towards something more sustainable over time. Like you might want to say we take one Friday off every month. Actually, the team I'm working with, they're called Rev Partners. I'm working with them on my HubSpot build out and I think one of the guys told me they take one Friday off every month is like a wellness Friday. I like that. Jasmine Star gives her team Wellness Fridays as well. I know a lot of people in the summer. I used to do this before I had a work, a four day work week. I did summer Fridays. So that was like a way to ease into this as well. So there's ways to do that. And then you might decide, I want to go all in. So build the muscle, put systems in place. Notice where things tighten or where you might need some support, like where you need to tighten things or you need more support or just like notice what feels really good as well. And when you're ready, you can move to taking Fridays off consistently. And by the way, it doesn't have to be Friday. We chose Friday because it works for us. But it could be Monday. I think like Tuesday, Wednesday. Thursday is weird because, like, no one's going to want to come back to work on Friday. But, but Friday or Monday, to me that makes the most sense. I think any other day it would disrupt working with contractors. People would be like, wait, what day are you off? This is weird. Friday is probably the best day. The point is though, protecting the time. Not necessarily which day it lands on, but whatever you choose and however you get there. Here's the real question to ask yourself. It's not can I afford to work less in? It's can I afford to keep working this way forever? Because if you're struggling, if you're burnt out, if you're overwhelmed, maybe you need to take a step back to have a little bit more time to take care of your mental space, your physical space. I know that I work out on Fridays because it's so much easier to work out on a non work day. And so I get four days of lifting weights in every week. And I do Friday or Saturday, I get to switch on those. I always do a Sunday and then I do a Tuesday and a Thursday and then again I choose whether I want to do Friday or Saturday. So to me, working out on the weekends, way easier. But the fact that I get one extra day makes that my mental health and my physical health makes that way easier. Okay, so let's wrap this up. Here's what I want you to take away from this episode. A four day work week is absolutely possible. I'm living proof of that. I've been doing it for many years. My team is proof of this as well. It's not magic. It takes systems, it takes boundaries and it takes honest communication about what's realistic and what isn't. It also won't be perfect. There will be weeks when you need five days. There will be seasons that feel busier than others. That's part of it. But the benefits are real. The force prioritization, the actual rest, the space to live your life instead of constantly trying to work through everything. One of my team members said it best. She shared that she has more space now for wellness, hobbies and the things that matter outside of work. And this is the part I love. When she comes back, she said she feels happier, more refreshed, and ready to start the new week strong. That is what this really is about. How your team recharges and comes back and their enthusiasm to get into it. So if you've been thinking about this or wondering if it could work for you, I want to encourage you to just start. Start with one weekday off, maybe just one a month, when every other week. But start the conversation. Start asking yourself what your business in your life could look like with a little bit more space, your future self. Well, thank you. Thank you so much for hanging out with me today. I hope this episode gave you a clear and honest look at what a four day work week really, really looks like. Like in real life, not just in theory. Now if this sparks something for you, here's what I want you to do. I want to hear from you. Take a screenshot of this episode, share it on Instagram, but tag me. I get to see all of those and I want you to tell me if a four day work week is something you are seriously considering or maybe you are starting to explore it for the first time. I hope one of those is true for you. If you're watching on YouTube, be sure to subscribe so you don't miss what is coming next. And if you're listening on your favorite podcast platform, make sure you follow and subscribe to the show. I'll see you next week.