Co-host (unnamed)

Cool. Well, Melissa, it's been a pleasure. Super excited to see the episode and the whole story come to life there. Me too. And yeah, I'm excited for it to hopefully impact more people like it already is. So thank you for sharing and super excited to see it all come together.

Cool. Well, Melissa, it's been a pleasure. Super excited to see the episode and the whole story come to life there. Me too. And yeah, I'm excited for it to hopefully impact more people like it already is. So thank you for sharing and super excited to see it all come together.

Cool. Well, Melissa, it's been a pleasure. Super excited to see the episode and the whole story come to life there. Me too. And yeah, I'm excited for it to hopefully impact more people like it already is. So thank you for sharing and super excited to see it all come together.

Life pleasure. All right, guys. Well, there's a wrap. Another Legacy Makers in the making. We'll see you guys soon. Take care.

Life pleasure. All right, guys. Well, there's a wrap. Another Legacy Makers in the making. We'll see you guys soon. Take care.

Life pleasure. All right, guys. Well, there's a wrap. Another Legacy Makers in the making. We'll see you guys soon. Take care.

that's great all right all right drew appreciate you bro i appreciate it guys all right see y'all take care thank you see you i love that uh one other thing i thought quickly on this man it's like you know and i had to write it down here but i think a lot of people have that fear well i guess let me ask you this when it

that's great all right all right drew appreciate you bro i appreciate it guys all right see y'all take care thank you see you i love that uh one other thing i thought quickly on this man it's like you know and i had to write it down here but i think a lot of people have that fear well i guess let me ask you this when it

that's great all right all right drew appreciate you bro i appreciate it guys all right see y'all take care thank you see you i love that uh one other thing i thought quickly on this man it's like you know and i had to write it down here but i think a lot of people have that fear well i guess let me ask you this when it

Is it reasonable to have this fear that people think that one day is gonna just throw them completely off the fucking track?

Is it reasonable to have this fear that people think that one day is gonna just throw them completely off the fucking track?

Is it reasonable to have this fear that people think that one day is gonna just throw them completely off the fucking track?

Yeah, that's real Yeah, that's real.

Yeah, that's real Yeah, that's real.

Yeah, that's real Yeah, that's real.

Absolutely, bro. Absolutely. I I fucking love it. That's great. Let's go to our next question. We got to write in here. This is a question about leadership. So guys, Andy, question number two. Hey, Andy, I'm a frontline manager leading a relatively small group of people. My question is,

Absolutely, bro. Absolutely. I I fucking love it. That's great. Let's go to our next question. We got to write in here. This is a question about leadership. So guys, Andy, question number two. Hey, Andy, I'm a frontline manager leading a relatively small group of people. My question is,

Absolutely, bro. Absolutely. I I fucking love it. That's great. Let's go to our next question. We got to write in here. This is a question about leadership. So guys, Andy, question number two. Hey, Andy, I'm a frontline manager leading a relatively small group of people. My question is,

is about addressing issues that are unpopular and often avoided by upper level leadership due to the controversial and delicate nature of them. Upper level leadership avoids these issues, which leads to further morale and productivity gaps. What would be the best way to go about addressing this or handling this to get upper level leadership to address these things?

is about addressing issues that are unpopular and often avoided by upper level leadership due to the controversial and delicate nature of them. Upper level leadership avoids these issues, which leads to further morale and productivity gaps. What would be the best way to go about addressing this or handling this to get upper level leadership to address these things?