DJ

Sometimes leadership has to be taken, not given, all right? So it's, you know, every one of my great leaders, of our great leaders here, and really any of the companies that we own, they took the leadership. They didn't wait to get it. They took it. And I think that's one of the biggest disconnects between uh, you know, executive owners, operators, and employees trying to work their way up.

Sometimes leadership has to be taken, not given, all right? So it's, you know, every one of my great leaders, of our great leaders here, and really any of the companies that we own, they took the leadership. They didn't wait to get it. They took it. And I think that's one of the biggest disconnects between uh, you know, executive owners, operators, and employees trying to work their way up.

A lot of employees have good ideas and good plans, and they're afraid to bring them up. Well, and then they get mad that you don't value them for what they bring. Well, how the fuck can I value someone when I don't even know what the fuck they think in their head? So number one, they, they have to learn to bring those things to the leadership. Number two,

A lot of employees have good ideas and good plans, and they're afraid to bring them up. Well, and then they get mad that you don't value them for what they bring. Well, how the fuck can I value someone when I don't even know what the fuck they think in their head? So number one, they, they have to learn to bring those things to the leadership. Number two,

A lot of employees have good ideas and good plans, and they're afraid to bring them up. Well, and then they get mad that you don't value them for what they bring. Well, how the fuck can I value someone when I don't even know what the fuck they think in their head? So number one, they, they have to learn to bring those things to the leadership. Number two,

The leadership, if they've been in it long enough, may have seen this before. They may have said, hey, we tried that back in 2017, we got our asses kicked. So if this was gonna work, it would have to be different than that. And then you might have to go back and redo it. And because that person wasn't there in 2017, they might take that personally. That's not a personal thing.

The leadership, if they've been in it long enough, may have seen this before. They may have said, hey, we tried that back in 2017, we got our asses kicked. So if this was gonna work, it would have to be different than that. And then you might have to go back and redo it. And because that person wasn't there in 2017, they might take that personally. That's not a personal thing.

The leadership, if they've been in it long enough, may have seen this before. They may have said, hey, we tried that back in 2017, we got our asses kicked. So if this was gonna work, it would have to be different than that. And then you might have to go back and redo it. And because that person wasn't there in 2017, they might take that personally. That's not a personal thing.

then there could also be a situation where the employee has a good idea and just does it without asking anything and that's also bad because like i said if they if they go back and change something without you know informing the leadership they run the risk of stepping on a landmine that we've already stepped on before so there's a way to do this and the way to do it is exactly how you're doing it minus the taking initiative okay so

then there could also be a situation where the employee has a good idea and just does it without asking anything and that's also bad because like i said if they if they go back and change something without you know informing the leadership they run the risk of stepping on a landmine that we've already stepped on before so there's a way to do this and the way to do it is exactly how you're doing it minus the taking initiative okay so

then there could also be a situation where the employee has a good idea and just does it without asking anything and that's also bad because like i said if they if they go back and change something without you know informing the leadership they run the risk of stepping on a landmine that we've already stepped on before so there's a way to do this and the way to do it is exactly how you're doing it minus the taking initiative okay so

You came up with a plan. You didn't just put it in. You went to the owner. You said, hey, this is what I think we should do. She seems like she's indecisive about whether or not she wants to do it. You feel that you're very confident, which is what she hired you to do. She hired you to make the business better. you feel very confident.

You came up with a plan. You didn't just put it in. You went to the owner. You said, hey, this is what I think we should do. She seems like she's indecisive about whether or not she wants to do it. You feel that you're very confident, which is what she hired you to do. She hired you to make the business better. you feel very confident.

You came up with a plan. You didn't just put it in. You went to the owner. You said, hey, this is what I think we should do. She seems like she's indecisive about whether or not she wants to do it. You feel that you're very confident, which is what she hired you to do. She hired you to make the business better. you feel very confident.

So your job is to make these changes and I would, you know, do what you need to do. And yes, there's some risks to it, but is there really, because you're going to learn either way.

So your job is to make these changes and I would, you know, do what you need to do. And yes, there's some risks to it, but is there really, because you're going to learn either way.

So your job is to make these changes and I would, you know, do what you need to do. And yes, there's some risks to it, but is there really, because you're going to learn either way.

Well, then she probably doesn't trust anybody to do anything. And you're going to have to show her that, that listen, if here's, what's going to happen. If you don't show her that, that you could do this, that company will never grow or expand because she'll never trust anybody. And you'll rot away in that career. So here's your options. Stay where you are and rot. Do what you think is the best.

Well, then she probably doesn't trust anybody to do anything. And you're going to have to show her that, that listen, if here's, what's going to happen. If you don't show her that, that you could do this, that company will never grow or expand because she'll never trust anybody. And you'll rot away in that career. So here's your options. Stay where you are and rot. Do what you think is the best.

Well, then she probably doesn't trust anybody to do anything. And you're going to have to show her that, that listen, if here's, what's going to happen. If you don't show her that, that you could do this, that company will never grow or expand because she'll never trust anybody. And you'll rot away in that career. So here's your options. Stay where you are and rot. Do what you think is the best.