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Let's be honest, most business owners aren't leading teams, they're babysitting adults. They assign a task, they worry about it all day, they check in twice, they redo half of it themselves. But today, I'm going to show you why this keeps happening and how to break free forever. In the early days, I was surrounded by a bunch of send follow up employees where I would send them a task, I would ask them to do something, and then I would constantly follow up. I'd have to constantly remind them I had to write down on my to do list the things that I assigned them to do and so I can remember to follow up with them. Right. It's like absolutely exhausting. And the bottleneck for me and most business owners isn't sales systems capital, it's the owner who can't let go. And we say things like, I can do it faster myself, it won't get done right. I need to stay involved to ensure quality. Does that sound familiar? It's because we condition ourselves to act this way. And we condition ourselves because we have to do it, because the business has to get done and the buck stops with the owner. And as the owner, you will do anything you need to to make sure it gets done. Even if that means picking up the slack for all your employees. And you think you're delegating, you think you're relieving things off your plate, but in fact, you're not doing any of that. You're just babysitting a bunch of adults. And everything for me changed when I started to hire people who I could send an email to, I could assign a task. They, they said they'd get something and then I could hit delete. I would not think about it again. Mentally, it was gone. There's no follow up needed, there's no stress. It was just done right and I didn't have to think about it anymore. That is what is a send delete employee. And here's what it looks like in practicality. I sign something on Monday, it's done by Friday. They ask clarifying questions to ensure that they know exactly what's expected of them up front, not halfway through the project. They bring solutions, not just the problem. They may identify the problem. They've also identified at least one solution solution. When they bring it to you, it's packaged up, it's ready to go. And they also own outcomes, not just activities. What does that mean? Well, a lot of times people will say, well, I'm doing the activity like I am making the calls that you wanted to meet me to make, but then have some sort of excuses around the outcome, which is whatever the result of the call number of appointments booked, sales like whatever it is a good employee who's a send elite employee will take responsibility of the outcome, not just the activity that they made. And so ultimately what we're looking for is somebody with accountability. It is something who does the things that they say they're going to do. Now accountability is a core value. It is something that someone has inside of them. It's been ingrained in them for years and years. And chances are they have high accountability in everything that they do in life, not just at work. They probably are very accountable to themselves and their own goals and what they're going to do. They're probably accountable at home with their family and with their friends. And so this is a trait that you can screen for. This is a trait that you can hire and filter candidates, candidates for. Now it's not easy because everyone says that they have high accountability and so you have to find a way to really test them. Now one of the best sources that I have found for hiring leadership people in my organization is through the military special operations community. And so I have worked with a number of non profits that help place former military special operations veterans. So think Navy Seals, Green Berets, Army Rangers, you know, high level Marines into civilian jobs. Now the thing about it is the only way that those individuals can become part of the special operations community is if they have a high level of accountability. They will not become a Navy Seal if they have a very low say to do ratio. They will not become an Army Ranger if they aren't a send elite employee. And so rather than asking all these tests, if you just find somebody who you know already by default has it, it makes it a whole lot easier. And so I've had a ton of success over the past three years now stacking my entire leadership team and multiple partners out of the special operations community. I'd highly recommend if you are looking for like a coo, a CEO, a Director of operations, any sort of partner level person, this is a great, great place to start because they've got all that. There's many other traits I don't want to get into it kind of here, but extremely, extremely high level, high quality person who knows leadership, high emotional intelligence, obviously high accountability, very smart, very driven, organized. They won't necessarily know the thing like auto repair or turf, but they can learn it really quickly. Is is what I've found. And so that's what you're looking for now, I am also looking for Ascend elite employees at every level. Not just at my leadership team, but, you know, from our crew leader, right, On a truck, somebody who leads a truck needs to have that high accountability because if we assign them, this is the routes that we need to do and these are the priorities and these are all the things. And they say they got it, we're going to be able to trust that they've got it right, that they're going to make sure that this one customer, they make sure they shut and lock the gate each time go. Or this customer, they don't spray over here and do this thing because that will cause this big problem. Right? Like every person that has responsibility in our organization needs to be able to be that send, delete person. Same with the assistant store manager. Same with the store manager of the shop. For the district managers. I mean, it is a trait that must run through every single person in my organization or they won't work for us for very long. And we've had this, we've had people come on board who, you know, put up a big show and they give us a lot of lip service, but at the end of the day, they don't follow through on the things that they said they're going to do. And ultimately it's not going to work out. And I am running a high performance organization. We want to win, we want to win big. And the only way that's going to happen is if everybody on our team plays at the highest level. If you set those standards and you hold yourself personally accountable to that and then everybody on your team accountable to that, then it becomes this self fulfilling prophecy. So that's a big part and a lot of it, just in general of why do I want to do this is because we all have the same 24 hours in a day, right? Me, Elon Musk, you, Jeff Bezos, Zuckerberg, all the richest people in the world and me. The only thing, well, not the only, we share a couple things in common, but the main thing that we share in common here is that we only have 24 hours in a day. And so it's this question of, well, how does so much people go much, so much faster than other people? And it's because they have these teams of people around them, they create so much leverage. But with my 24 hours, I need to be focused personally on the things that I am the best and most capable person in the world to focus on. So for me, that is really building my franchise team by Building, you know, my content Flywheel, which brings in me partners, which brings opportunities, which brings money, which brings all these things, is what I'm really good at. Nobody else can be on this microphone except for me. And this microphone leads to so many deals that I'm part of, which is why I do it. But nobody else can do that. There's other people that can handle the things that I don't really need to do. Now if my entire day is spent on this checklist, that includes following with other people. I am taking time away from things that only I and can do. Right? And that doesn't really make a lot of sense. If you were the only one, as the owner of your company or the manager or whatever it is, if you were the only one that's holding it all together, you really don't have a business, right? You've got this job, you've got a bunch of liability, you've got a bunch of overhead. And my goal is the opposite of that. I want to be completely irrelevant. Like, if I could get hit by a bus tomorrow and the business would keep cranking along, like, wow, as sad as that would be for everybody, like, the business would still be thriving. And so that is really what I'm looking for, is that I am irrelevant. And other people don't want that, right? Other people have this, like, Superman ego thing where, like, they want to come in and they want to save the day and they want to be so important. They want their phone to ring a hundred times a day from all these people and they want to feel important. I can feel important in other ways that doesn't have my phone blowing up over the tiniest little things because I have a bunch of people who know what the objectives are and they're able to just handle it. That's really what we're looking for. And as you go through this, you say, well, how do I find that person? I can't hire a Ford. It's not the right role for like a special operations community. What I would do is go to ChatGPT and just type it in. Be like, hey, I run a window cleaning service here in Philadelphia. I'm looking to hire employees that have a high level of accountability. Can you help me write some interview questions to determine if people have that whatever. And it will come up with probably situational based questions. It'll say, tell me about a time when or what would you do in this situation? And you can use those questions to start and then really just dig in and just ask more and more and More. And I found the best part of interviewing people is when you just keep asking for more and more details. And somebody who's a bullshitter can give you like one or two levels. But like, by the time you get to three, four, five, six levels of details, they're not going to be able to like withstand it. People who are very good can keep telling you until you get to like the ultimate truth of really what happens and why it happened. And so use that as your filter to really determine what it is that you're looking for, which is the send delete employee, which is high level accountability. And most importantly, if you know you don't have that person, right? If you know this person is not that they keep following through, you can obviously coach them and tell them, listen, man, you said you were this thing, you didn't do it. Like, we need people on the team who are going to do these things and you can write them up and just let them know, hey, next time it happens, we're probably going to part ways. You can set that standard, you can coach them. I'm just going to tell you right now that if you have to have those conversations, chances are you don't have the right person. And the longer you wait, the more kind of inevitable the conversation will be that you depart. And hiring is like flipping a deck of cards. It does take some two, three fours before you get to the kings, queens and aces. But the better filter you have in terms of what you're looking for in people and you can really screen them on phone calls and you can screen them through these situational questions. You'll be able to find your send delete employees and then before you know it, you have an entire team with it. And then you're, you're multiplying your time, you're moving your impact. You as the owner are able to start working on higher and higher level things like how do I get more deals done, how do I do the seller finance and how do I expand, how do I have these partners? Where should I invest all this money I'm making, right? There's like all these good problems that you get to have as you build the business, but instead you're stuck like, you know, dealing with customer complaints and equipment that breaks down and like, you know, advertising, spend, marketing and like all this like stuff that like has to get done. But ultimately you are not necessarily the best person to need it. Like it's not special to who you are, but the relationships and all the other things that you should be going on that's what you want to focus on. And so stop asking yourself how do I stay in control? Start asking how do I find a send delete employee who can take over the entire business operations so that I can focus on the most important things. I'm telling you they're out there. They're looking for a better opportunity because A players want to be surrounded with other A players. If there is that high accountability, send elite employee at your competitor and he's surrounded by a bunch of Cs and people who have like a very low accountability. They have maybe a 50% say to do ratio. He's going to be very frustrated because he is going to be picking up the slack for all these other people around him. And at a certain point he's like, man, I'm done. I'm, I'm doing the job of all these other people just like you were doing the job of all these others. And so once you can find each other and now you're gonna have like a one plus one is three because both of you are gonna be able to like drive really far. You're gonna be able to get more stuff done with the time that you've got in this higher plane at a higher level. And he is gonna be able to or she is gonna be able work from an execution standpoint to ensure like operationally everything's there. And so it's out there. It's your job to go find them. And if you have any questions below, drop them in the comments. I'd love to hear them and I'll see you on the next one. Cheers.