Looking back, what internal bottleneck held your operations back the most early on?

It's ironic that it was something I caused, and meaning that all those things kinda like whirlwinded together, and it was the positive ability that helped me to scale, which was saying yes to all these opportunities.

So I started doing r- real estate, wholesaling real estate, figured out that we were doing a lot of rental properties for a big customer, said yes to doing property management for them, said-- which expanded and grew us in multiple ways.

Said yes to doing and handling construction, which was a natural addition to the property management.

And then, um, when we scaled the most and opened the door for much higher levels was when I started pruning away all those things that were the constraint and the blockers, which was all the things I said yes to that helped me get to where I was, were also the things and opportunities that I had to say no to and release and let go of in order for the one to take off the most.

So we just looked at what seems to be the most profitable, most purpose-driven, and most enjoyable thing out of all these, and let's focus all our energy on that and say no and get rid of everything else that I've accumulated along the way.

Really curious, what have you found as far as value during your career that has perhaps even propelled your career being around the right people, like-minded individuals?

Hands down, unequivocally, I wouldn't be in the opportunity I am today, I wouldn't have evolved into all those other companies, I wouldn't have exited software companies, let alone built...

So I know, you know, when a company loses a great employee, there's always almost a moment months before, where something was off, but nobody said anything, what would be the equivalent to that in hiring? Like, are there early signals that a placement isn't going to stick? What do you look for?

Yeah, I think you're going to find that usually in the first 30 days and people will overlook it.

And it's number one, you have to be clear about the benchmarks that you're setting and a standard that you're upholding.

And so if you don't have that, that's already your first red flag for you and the hire because you're not going to know.

if they're not working out um i would say this just comes back to the owner trust your instincts more than you realize uh because nine times out of ten you have their early indicators within that first month to just say something's off and um i don't know if it's gonna work out but i think the tendency is it's kind of like that trying to hold on to the client that's not a good fit client that i'll figure out how to make them work and you you take three four six months on a person that you already knew within the first two weeks was probably not a fit.

You should have just trusted your gut.

There's an old saying, hire slow and fire fast.

Did something happen that led to you building these systems into your life or why? The average person doesn't keep this at the center or priority.