Guillaume Moubeche

I think this is like a two-sided problem. One, people who worry about it usually have trust issues. You know, it's the same thing that if they date someone that is like a higher number than they are, that they're going to say, oh, she's going to dump me or whatever. Like this is a trust issue.

It's not something, you know, like you can deal with unless you go to a therapist and you start working on it. But the reason why people leave a company, you know, it's a Not because they just get like a better salary elsewhere, you know, like it's a multitude of different factors.

It's not something, you know, like you can deal with unless you go to a therapist and you start working on it. But the reason why people leave a company, you know, it's a Not because they just get like a better salary elsewhere, you know, like it's a multitude of different factors.

It's not something, you know, like you can deal with unless you go to a therapist and you start working on it. But the reason why people leave a company, you know, it's a Not because they just get like a better salary elsewhere, you know, like it's a multitude of different factors.

And your role as a founder is to make sure that the person in your team are maximizing their potential, learning new things and also are in the right place. And sometimes the right place means that they need to be elsewhere and in another company and you should always cheer for them when they decide to move on.

And your role as a founder is to make sure that the person in your team are maximizing their potential, learning new things and also are in the right place. And sometimes the right place means that they need to be elsewhere and in another company and you should always cheer for them when they decide to move on.

And your role as a founder is to make sure that the person in your team are maximizing their potential, learning new things and also are in the right place. And sometimes the right place means that they need to be elsewhere and in another company and you should always cheer for them when they decide to move on.

And then the second thing is like maybe they're leveraging like your company to build a brand and then like do something else. Yes. But why is that a problem? Because while they are building like their brands, they bring also a lot of like positive leads to the business right now.

And then the second thing is like maybe they're leveraging like your company to build a brand and then like do something else. Yes. But why is that a problem? Because while they are building like their brands, they bring also a lot of like positive leads to the business right now.

And then the second thing is like maybe they're leveraging like your company to build a brand and then like do something else. Yes. But why is that a problem? Because while they are building like their brands, they bring also a lot of like positive leads to the business right now.

Like just to give you an example, we reach about like 10 million people every quarter on LinkedIn without spending a single dollar on ads just through like our networks. And that's like millions of dollars in revenue every year. Technically, I'm happy that I have trained everyone in the team to build a personal brand.

Like just to give you an example, we reach about like 10 million people every quarter on LinkedIn without spending a single dollar on ads just through like our networks. And that's like millions of dollars in revenue every year. Technically, I'm happy that I have trained everyone in the team to build a personal brand.

Like just to give you an example, we reach about like 10 million people every quarter on LinkedIn without spending a single dollar on ads just through like our networks. And that's like millions of dollars in revenue every year. Technically, I'm happy that I have trained everyone in the team to build a personal brand.

I'm happy that I've created all these trainings and coaching programs just to explain to people how to do it. And some of them have left. And when people go to their LinkedIn profile, the thing they will see is that they were at Lempire eventually. And this is still good for the brand, good for what we do. And

I'm happy that I've created all these trainings and coaching programs just to explain to people how to do it. And some of them have left. And when people go to their LinkedIn profile, the thing they will see is that they were at Lempire eventually. And this is still good for the brand, good for what we do. And

I'm happy that I've created all these trainings and coaching programs just to explain to people how to do it. And some of them have left. And when people go to their LinkedIn profile, the thing they will see is that they were at Lempire eventually. And this is still good for the brand, good for what we do. And

I think like what I wish I knew when I got started is that it takes time because usually like people want instant virality. And I think right now, like everyone, you know, who spent a bit of time on TikTok, you know, had luck eventually and got like one reels that got like millions, et cetera. But if you want to build something in the long term, you need consistency and you need time.

I think like what I wish I knew when I got started is that it takes time because usually like people want instant virality. And I think right now, like everyone, you know, who spent a bit of time on TikTok, you know, had luck eventually and got like one reels that got like millions, et cetera. But if you want to build something in the long term, you need consistency and you need time.

I think like what I wish I knew when I got started is that it takes time because usually like people want instant virality. And I think right now, like everyone, you know, who spent a bit of time on TikTok, you know, had luck eventually and got like one reels that got like millions, et cetera. But if you want to build something in the long term, you need consistency and you need time.

I got discouraged several times on Instagram reels, like where I stopped eventually, et cetera, like in the early days. And I shouldn't. I came back at it with another strategy that was based on output and not outcome. So this is an approach that I like.