David Grau Sr.

That was the best thing that could have happened to them.

Well, you know, first of all, I always I told young people in my office, always hire people who are better than you, especially if you're an owner.

I mean, you just have to practice that.

Second, give them an opportunity to have more than just a paycheck.

And so equity.

create an ownership track i mean you could still be a 51 owner or more you can still be the cel and you can be you know chairman of the board you're not going to give up control but if if somebody you know in their 30s maybe early 40s sits down and makes a decision not only with their career but with their investment money and they say i'm going to invest in the place i work

and the work that I do.

And I'm going to stick with this for the rest of my career.

And I'm going to turn this into the single largest most valuable asset I own my 10% of this fast growing company.

Now, while it may be hard to replace them, you have a reason you have a better way to hold on to them.

So bring the good talent and don't let them go.

What's the best way to hang on to ownership?

Let me give you another answer to the question.

One of the books I wrote was for the 30-year-olds.

It said, listen, you could take your skills and go hang out your own shingle, but before you do that, that's a lot of work.

There's a fair amount of risk, and

Frankly, you'll just jump on that treadmill and you're going to own a job with overhead.

So rather than do that, investigate the possibility of investing and buying in to where you started working.

But then we ran into another issue that came up, and hopefully I'm solving it with another book I wrote called The Stewardship Advantage.

And if my black and white books are the how, the stewardship advantage is why.