REAL AF with Andy Frisella - How to Hold Meetings That Don't Suck, with Andy Frisella - MFCEO15

Episode Date: September 15, 2015

Meetings are an essential part of the life of any business, but contrary to popular belief, they don't have to suck.  From trimming the fat off your agenda to the difference between information and formation, Andy Frisella tells you how to get together and get things done.

All I do is work, work, work. Never run the sidelines, I only hustle, hustle. Never take a day off, I only work, work, work. I don't mess around, kid, I only care. Lordy never seems to get you. All I do is work. All I do is work. All I do is work.

What's up, guys? All you little MFers out there, guess who it is? It's Andy, the MF CEO, and I'm here with my good friends. Ben Newman, what's up? What's going on,. And I'm here with my good friends, Ben Newman. What's up? What's going on, Andy? I'm here with Vaughn. I'm fired up.

Vaughn the pastor. I'm fired up. Oh, you didn't say ex-pastor this time. I didn't say ex-pastor, you know, because I don't want people to think that I'm ashamed of it because I'm not. But, you know, I've been working on that Bible verse rap. Yeah? Yeah.

I'm not ready. We're going to break it out here. I'm not ready for it yet. And welcome back. We have a special guest today, Teresa DiPasquale, CEO of Bikini Boss Fitness. What's up? What's up guys? She is a fitness entrepreneur and a new author. Yeah. Congratulations on that. Thank you. Tell people the name of your book that's coming out. Book will be out this spring. It's called Boss to Bikini and it's a program that's getting the world's busiest women in ridiculous shape. And we'll probably have a pre-sale here in the next couple of months. Yeah. Cool. That's

awesome, man. So a lot of times we have the question they picked out today. We do not. So I'm going to start out the question of the day. What the fuck is wrong with people who come on your Facebook page and just seem to like write the opposite shit of whatever it is that you post about? Like none of you guys at this table are these kinds of people, right? No, obviously no. Like, do we not just scroll? Like why don't you just scroll through? Like when I see something that's ridiculous, I just fucking scroll through or unfollow or yeah. Or whatever. What is it? Why do people feel the need to express themselves negatively? I believe that it makes them feel better about the fact that they're doing nothing to move the ball forward with what goals they could have or should have or would have in their lives. It's a way to take up time because

they're not doing anything. I can't relate to the mentality at all yeah I mean Vaughn what do you think the reason is I don't know I always say people have the right to disagree with me it's the same as their right to be wrong okay you know cuz if there's a big difference between disagreeing and just being an ass an ass no no no I hear what you're saying I mean yeah I don't know I'm not talking about being an ass you're saying intentionally disrespectful to the point you're trying to make. Yes, exactly.

I see this going on more and more and more in society. I see like, you know, people just, you know, the word is trolling. And I'm like. Anonymity. It's internet tough guy. Yeah. I mean, because like when you grow up and like, you know, you're, you know, in real life, it's just funny because in real life, you know, these things, people would never do this to each other. You know what I mean? It's, it's this, it's this

ability for somebody to like pick on other people. And dude, I always see people picking on people that like are on that borderline of like being fragile. You know what I mean? Like, you know, people who are of social media and have a big following Teresa, you have a big following. I've got a pretty big following, uh, Ben, you're getting a big following. I mean, we're used to that shit, right? But let's say you've got somebody who's on the borderline and they're stepping out of their comfort zone and you get somebody who's just the size to be a fucking ass and that person just quits. You know, that person says, man, I don't want to do this. Like they're in that fragile state that we've all been through. And it's just something that gets on my fucking nerves man yeah i think i

misunderstood your question because i think i yeah i think when you when you said that i thought you were just talking about healthy debate you're talking about people who are trolling being cocksuckers okay people know exactly what they're doing yeah i got you in other words in other words they don't want to engage you they just want to shoot you down yeah and like i it doesn't bother me like when people say that shit to me but what it does bother me is when I see them do it to people who are like just stepping out yeah like they're just coming out trying to step out of that comfort zone and then you get some fucker that just steps in and squashes it I don't understand what's wrong with people you know it's funny I actually have to coach my girls on that because you know part

of what we do is marketing ourselves and developing your own brand online. And as you start coming to on social media, you obviously get all these types of people commenting. And a lot of the girls get like totally down themselves and embarrassed. And I'm like, no, no, no, no. You gotta have a thick skin. Yeah. Because you know what, you know what it is, is like all of us, when that happens, we imagine that it's like somebody like us sitting there writing that comment.

You know what I'm saying though? We're like, why would somebody do that? I't do that blah blah blah but in reality it's some fucking douchebag who who's sitting at 39 years old in his mom's basement and hasn't fucking washed his underwear in seven weeks typing some comment on the internet he's probably wearing like you know some sort of fucking gamer headset mom give me some meatloaf yeah mom where's the meatloaf i mean dude that's what it is man and like that's what you guys have to remember is that these people when they try to step out and step on you you know that's what that's what you have to remember who this is you

know this is a dude sitting there so true in his fucking boxers with dirty socks on you know and dirty underwear talking shit yeah you know because that's the most common comment I get on my Periscopes. If you're not following me on Periscope, follow me on Periscope. Do you like Periscope? Dude, I just broke into Most Loved on Periscope like three days ago. That's awesome. Are you serious? I told you before.

I told you last week's podcast. I would get there. Yeah. That's top 40 in the world on Periscope. That's awesome. That's very cool. That's an awesome app, man. I mean, it's something that is going to change the way social media works.

Because, dude, when you represent yourself on Instagram and Facebook, you could pre-manufacture this image. With Periscope, there's 100% transparency. You are what you are. You're a fucking live performer. So if you can't do it, if you're fake, it's not for you. You know what I mean? And I think it's going to catch fire. If you need a teleprompter, it is not for you. No, it's not, man. You know what I mean? And I think it's going to catch fire. If you need a teleprompter, it is not for you.

No, it's not, man. Obama would not be good on Periscope. He would be fucking terrible. He would be. Actually, in fairness to him, most of our Congress would be terrible. Dude, yes. Right. But that's what's going to change the world about the app.

Because people are going to expect, it's not like Twitter where you can have somebody manage it. Or Facebook where you have some management. It's you fucking talking to people and them talking to you. It's not like Twitter where you can have somebody manage it or Facebook where you have some management. It's you fucking talking to people and them talking to you. It's awesome. That's why you haven't seen it flooded with more people who are actively doing Periscopes because you have to have a natural talent to communicate to be able to put together a Periscope. It's a really cool app, man. I follow some cool people and have learned a lot myself on it.

Most of my comments, because I always have Q and a on there. Um, most of my comments are comments of this nature, which is why I chose it for question of the day. They're like, well, how do you get around people talking shit? Or how do you get around this? Or how do you get around that? And I just did a whole periscope on this today. You know, there's a big fucking difference between somebody hating and somebody criticizing. Okay? Hate is like straight up lies spread about you. Slander. Like shit. And putting it out there for the public.

Alright? That's hate. Slashing your tires. That's hate. Setting your car on fire. That's fucking hate. Okay? Somebody's saying, hey, I don't like the way your shirt should be blue instead of red.

That's not hate. You know? Somebody's saying, hey, I don't like the way your fucking protein tastes. That's not hate. All right. You guys have to differentiate what is hate because the reality is you don't get fucking hate unless you're doing something. And when you're just starting out, I'm not trying to be rude in the way I say this, but you have not done enough to really get hate. Okay. So most of it's criticism and you guys are labeling it as hate. And the reality is, is you can use that information to improve your product, your service, or your brand. If you just would remove the idea of this pussified thought that it's hate,

it's not fucking hate. Hate is, you know, somebody shooting Martin Luther King. That's fucking hate. Okay. Hate is somebody, you know, attacking somebody or shooting them or, you know, beating the shit out of them. You know,

like that kid up in Wyoming a few years ago, 10 years ago, 15 years ago, they killed him because he was gay. That's fucking hate. Right.

All right? Hating is not saying you should make that shirt and fucking green and it looks stupid and blue. You have bad form on your squat. Yeah, you have bad form on your squats.

You know, dude, no, don't be a pussy. Identify between fucking hate and criticism and use the criticism to improve. It's interesting that you bring this up because I speak probably 80 to 90 times a year and maybe 10 of the talks that I'll do, you'll get a feedback form. And I really don't pay that much attention. It's nice when people say things things that are nice but I look for the comments that give me an opportunity to grow I look right somebody says you know this story or that or when he communicated this way and then I tried to improve from the feedback I don't look at it as somebody trying to hate me they don't like me it's somebody taking the time to actually give you feedback so that you can get better and there

there's one moment I remember it was a big Wells Fargo talk, about 500 people. And there was this one individual. He had this great piece of feedback. It totally shifted the way I started my talks, and it has helped me immensely in my speaking. And how easy would it have been for you to be like, fuck that guy. He's just hating on the way I do shit.

I could have sent it back to the guy at Wells Fargo who hires me every year and said, what is wrong with this guy? Don't send that stuff to me. But I wanted to grow from it. But dude, the word hater has become such an overused fucking term in our, in our society. And now everybody's using it as an excuse. And dude, I, I, for one, I'm so sick of the term. I can't stand it. You know what I mean? And these, you guys, you young bucks who are just starting out in business, you guys have to realize that you are going to get criticized and you are going to do shit wrong.

But that doesn't mean people hate you. Those same people that might be criticizing you might just not be presenting to you the right way and they might want you to succeed. And that's why they're telling you the shit they're telling you. You know what I mean? You have to remember criticism and hate is two different things. Unless they're shooting you with a fucking handgun or setting your car on fire or spreading flat-out lies about you, harassing you, okay? And even if they're doing that, it means you're doing something right. You know what I mean?

So quit using that as a fucking excuse because I'm tired of seeing it. Everybody I see on Instagram, I see 20 fucking memes a day about haters. Dude, you don't have any fucking haters. Your only hater is in your own brain and you're afraid of what people might fucking say about you if you step out and do something that's it absolutely you know when you get fixated on the haters you're not doing your own shit no exactly focused on the wrong thing and you're imagining it anyway you're saying oh i have this idea and i want to step out and i want to do this but people might say this and they might say that

and they might say this oh you know what i'm not going to do that, but people might say this and they might say that and they might say this. Oh, you know what? I'm not going to do that. And that's what fucking, that's what people call haters. When in reality, it's you talking yourself out of doing something that's going to benefit you.

It's craziness. It's insane. So, you know, Susan Powder or whatever the fuck that lady's name was. Stop the insanity. You know what I'm saying?

Remember that lady? Yeah. Dude, isn't that her name? Susan Powder? Yeah. The platinum, not the platinum, but the pewter-headed was. Stop the insanity. You know what I'm saying? Remember that lady? Yeah. Dude, remember that lady? Susan Powder? Yeah. Not the platinum, but the pewter-headed spike. Yeah, yeah, dude. But dude, you know what?

She was all about helping overweight people get in shape. Yeah. And dude, she branded herself, but she was awesome, dude. Stop the insanity. Stop the fucking hater insanity. It's ridiculous. You know? Do it because you need to improve.

Don't do it because, you know, don't not do it because you're to improve don't do it because you know don't not do it because you're imagining shit that doesn't even exist that seriously makes no sense to me you know what I mean absolutely so unless somebody's slashing your tires I don't want to fucking hear about it absolutely you know so question of the day answered now what are we really going to talk about what are we talking about today Vaughn, we're going to step out here a little bit because the topic's a little out there. But in the last two weeks, I've heard a lot of people complain about how common it is to have really lousy meetings at work. Like literally, you know, they make jokes about it. They talk about how much it sucks.

They want to like slit their throats. And so I know that you have a unique approach to, uh, to hold holding meetings. So we were going to talk a little bit about, you know, we've, you know, we talked about the other day, just the, the podcast is a little bit of a mixture of success and motivation and that sort of stuff. But we also like to be very, very practical. So I thought this was a really practical topic. Yeah. We get a lot of requests from guys, you know, wanting motivation and we get a lot of people wanting more practical type information that they can use to improve.

This is going to be both. Okay. Today, you're going to walk away with something. If you're a manager, if you're a person who has to call a meeting of any sort, you are going to be better off for listening to this podcast because we're going to cover some serious ground. I'm going to talk about how I learned these things and how they improved my company. All right. So we're just going to dive right into it, guys. The number one thing that

you need to understand about meetings is this. You need to approach every meeting like it's a huge timeout in the biggest game of your life. OK. Not a fucking never ending time sucker, time waster, boring situation of, uh, you know, Hey guys, let's have a meeting today. Um, that would be great. And what does everybody think about this? Hey, let's have some donuts too. And some orange juice. That's what fucking people think meetings are about. You know, I deal with companies all the time and all they want to do is fucking meet, meet, meet, meet, meet. But here's the reality that doesn't get shit done and it doesn't move you forward. It's a time suck. It's a way suck. It ruins your culture because it disenfranchises your people with your leadership.

All right. So you've got to understand a few points right up front. What does a big coach do when he takes a timeout in a big game? All right. What does he do? All right. He settles down the players and refocuses the players. That's step number one. Okay. Step number two, he makes adjustments and sets up the next couple plays. All right. That's step number two.

Step number three, he only talks about what's vitally important to the situation that is at hand. He doesn't talk about the weather. He doesn't talk about, you know, what book you read. He doesn't talk about, you know, how your family is. He doesn't talk about what you had for dinner. He talks about what we're trying to solve. What problem are we trying to solve right now? Okay. Let's stay focused on that. And the fourth point is, is that you've got to get people back in the game quickly. If you take them out of their game, they're out working, they're out in the the zone you disrupt them to have a fucking meeting you bring them in they lose their focus because

they've been sitting there talking to you because you're grandstanding for seven hours and no matter how great you think you are nobody wants to hear you talk all right nobody cares about uh what the fucking long johns and if you got a culture that cares about the long johns and the fucking bear claws that you bring to the meeting you better redefine your fucking culture right now okay so those are the four key points all right settle and refocus the players make adjustments to set up the next couple plays only talk about what's vitally important and get people back in the game quickly what does that mean that means get them in the fucking meeting get them out here in our company we have a 10 minute meeting rule we do not have a meeting in this company that lasts longer than 10 minutes. There is not one meeting on earth

that should last longer than 10 minutes. Get to the point, make the points, get the fuck back in the game. Okay. Why do you think people have such a hard time trimming the fat off their meetings? Dude, it's corporate culture, man. It's been bred into our system for years and years and years and years. You know, it's, it's the, you know, a lot and years and years and years you know it's it's the you know a lot of managers like to manage okay they like to like quote-unquote be in business or be a manager feeling important yeah exactly it makes it feeds their ego right i'm important right and listen to me talk right and that's and and we've all been there i've been in a million dude i've held these meetings you know how i know i'm not sitting here saying i'm I'm not sitting here saying this is how you should do it.

I'm sitting here saying I've fucking done it the opposite way and it doesn't work. You're going to ruin your momentum. All right? I have learned this through experience. And lots of other people out there have done the same. I've held years and years and years of pointless meetings. Years. Do you think that's because there is a mentality out there that thinks well we're business i guess we have to have meetings so they just have this standing meeting

every week or every day at a particular time and they're like i guess i have to come up with things to say because we're a business we got to meet my experience has been is that there's a huge difference between a manager and a leader a leader does not want to be in a meeting for an hour a leader wants to get andy in front of them let's figure out what's going on here's the point here's a little bit of fire here's a solution to the problem go and let's go kick ass whereas a manager wants to be able to have eight one-hour meetings take a little break maybe grab a little food so at the end of the day he can report back to the CEO what a busy day I had I had eight one-hour meetings which

is more managers than leaders. And if you listen to the podcast, you know that being busy is not the point. Being effective is the point. How many of you all listening right now would rather sit in a 10-minute meeting than a one-hour meeting? Show your hands. All right. I know everybody's raising their motherfucking hands right now saying yes, but how many people go to a meeting and have to like go through these slides and go through this stuff and go through this,

this usually people who are holding these kinds of meetings are boring. You know, I've never been in a meeting with somebody who holds it for an hour. That's been exciting. You know, let's face it. Most people aren't good at keeping people's attention for that long. Even if you have tons of energy and tons of charisma, it's still going to be hard to hold people's attention that long.

You know, we do 10 minutes. It doesn't mean you have to do 10 minutes. That's what works for us. But just do the points that we're talking about. Well, I think the other point to make too, that is a good one, is that we're talking about the meetings that you regularly have to have. They're obviously going to be every six months, every couple of years, a meeting where it's going to be more of an intense planning session. But, but yes, on a regular basis, you're talking about, don't keep, keep people in the boardroom for two to three hours. Back before there was like easy communication like there is now, because now like you can communicate most of the stuff you need through email or text or whatever you need to do. And

the meetings are literally need to be very, like for me, it's trainings. Right. If I have to train them on something, it's like come in, boom, get them out. See, I'm online, so I have to be efficient. Right. Because I can't get people in one spot often. Right. So it's taught me to be very efficient.

Right. But it's like you can do most of what you need through communication and literally like I don't even really have meetings. Right. At this point, it's almost like a recap. Like, dude, all right, everybody knows the thing we're going to do. This is how you do it if you don't know. Now get the fuck out and let's go do it.

You know, and it should be more like a go-to-battle meeting than it is a fucking business meeting, in my opinion, you know? But that goes back to the culture that we talked about, how you build culture, you know? Right.

I feel like the bottom line, man, is this. And people could improve their culture tremendously by following the key points that we just talked about. Too many bosses out there are holding two to three hour meetings. You know, that's all time that you guys could be using to go out and get shit done for you to hold a good meeting when at all possible. It needs to be done quickly. It needs to be done efficiently. It needs to be done effectively. And you need to be running out of the room, ready to kill shit. That's the bottom line. You know, people need to trim the fucking fat get to the point and get your guys back in the game so that you guys

Can win? Okay, this isn't about who's the coolest guy in the office or what we ate for dinner Nobody gives a fuck. We all want to win We're all in the business to win and guess what? We all want to make more money and the way we make more money the way we succeed is by going out and fucking Winning and every minute you spend talking about the fucking donuts or whatever else you know the coffee oh this coffee sucks every minute you talk about that you are wasting time that you could be using to win you know and people get away from that that's corporate america man people spend so much time

trying to justify their existence and their payroll i spent 17 hours this week in meetings with the team. Oh, really? Well, I spent seven fucking minutes and they're more effective than your 17 hours. Now who commands more payroll? You see what I'm saying? I mean, dude, I, for one, I mean that you guys know, all you guys know, you know,

I run things pretty casually here, okay? And, you know, I wear the same clothes every day. You know, I buy my shorts at gander mountains i might show up in flip-flops you know this is the reality of business is not the suit you wear or the car you drive or the role you play in business it's about getting things done you know excuse me it's about getting shit done this is the mfco practice i'm rubbing off on your man yeah gosh vaughn vaughn Vaughn is just making me a non-cursing MF-er. Vaughn, you're going to ruin the podcast. I know. I know. So, you know, that's my first point,

you know, and that leads me into point number two, which is the point of your meeting should be very clear. Okay. If your points, if you need to cover more than one point per agenda, fine, but keep the points to a bare minimum. Okay. Don't overload people with things that they need to do. I mean, Ben, how many times you're, you spent a lot of time in corporate America. Yeah. Okay. How, how much my comments came from, how much time, I mean, honestly, how much time is wasted in corporate America via what we're talking about? It's, it's, it makes me sick to my stomach. Even thinking about how many hours I spent in meetings that I had no business being in because as a high performer, I wanted to be performing. I did not want to be stuck in a meeting, having somebody hold me back.

Right. I cannot, I cannot take action when I am required to be sitting in a room, listening to information that really does not have any benefit to me other than the 10 minutes I could pull out to your point that actually did have the benefit and the meeting should have been 10 minutes. Right. And it doesn't matter. Guys, you guys might be listening to this, okay? And you might be a new business owner with only one employee. These rules apply to that, okay? You don't have to be 100 employees deep or 20 people or five people.

It could be you and one other person. We still need to stay focused because the reason if we don't stay focused is that people get information overload, okay? You flood them with tons and tons and tons of points. You know, you come to a meeting with enough points that are the same as the amount of pens in a fucking pen box. You know, you're going to overload this person with information and they're not going to know what to do when they leave.

I'll give you guys a good perspective for the small business. So for our business, we have two full time employees. It doesn't take a huge team. And then we have subcontractors we work with. But Kim, who is basically the the right hand of the operation, my partner, she's unbelievable. Been with me over five years. She she is incredible we have a five minute meeting every morning i wake up i have a to-do list i send her an email i call her after i drop off the kids at school if i'm in town and i say kim any questions any thoughts hey i want to run a couple things by you run them by me it is five minutes i could easily on my calendar go kim let's have our 30 minute powwow. Let's start the day. Let's go have breakfast and have a meeting at breakfast. And it's, it's five minutes. And she and I are so

dialed in. She can speak like me. I can speak like her. I don't need more than five minutes. Call me later in the day. If you need something, we'll talk another five minutes, right? It's five minutes. And that's a small business perspective. Right. And it works. It does work, you know, and, and so many employees become literally like there's a funny scene. I was just watching this movie last night, actually, but the need for speed. Everybody knows I love cars. OK, need for speed is a car movie. There's a point in the movie where one of the guys who's like the main car guy gets he gets called up by his buddies to go race across the country. And he's a corporate America. So he's like in in a cubicle typing on his computer like looks completely miserable and they call him and

they're like dude come on let's go we're gonna go for a ride and if you've seen the movie you know the part i'm talking about so this dude like this guy's like no i'm not doing it you guys ruin everything i have and they're like oh well listen to the noise and here's the car rev outside and dude he like freaks out and then he like starts taking off all his clothes and walks out butt naked of the office. And it's hilarious, but there's one part that is really the truth. Okay. He gets in the elevator with a lady who's like inner, I don't know, probably mid sixties. He's butt naked. All right. She looks at him and like, look, and doesn't even notice that he's naked. And she goes, I'm an accounting. And he goes, you feel like you're, do you feel like you're dying inside every day? And she goes, yes, that and he goes you feel like you're do you feel like you're dying

inside every day and she goes yes that's what a fucking long meeting does to your employees a long meeting of you huffing and puffing about stupid shit makes people want to fucking kill themselves out of the windows okay it's like the little emoji with the straight face and then the revolver that people send like dude you know what i what I'm saying? Like, like a bunch of emojis. If you, if you're running a meeting and you're longer than 10 minutes and your points are numerous and all this shit, you should envision every single person in that meeting with the straight mouth emoji. Cause that's what they're thinking. If they're all texting each other, they're sending each other that emoji. All right. My brother told me the other day that he was in a meeting that was like an hour and a half long and he was watching can't buy me love on his phone you know that's what i'm saying that

old 1980s movie can't buy me love yeah yeah but see the person leading the meeting thinks that they are dead they are just knocking the cover off the dude if you don't have people coming up to your meeting after the meeting be like dude that was a great meeting yes then you're doing it wrong okay so there's guys and this is not just us bullshitting here. Okay. There are studies out there that say the human brain can only process so much information at once. Three points is the usual amount of information that people can walk away with. Five to seven is pushing it. And beyond that, it's a total waste of time. So any time that you put in past, you know, we're getting this, this, this done is a waste anyway. It's scientifically proven.

I don't have the study to cite here right now, but we could find it. The reality is, guys, you can't overload your people. You're going to kill their drive. You're going to kill their motivation. You'll kill their momentum. And they'll hate you. You know, they'll make fun of you when you walk by. And it's not like they make fun of you, like in a good way, like, Hey, motherfucker, what's up? It's like, dude, that guy walks by and they're like, God, I hate that guy.

You know? And then they laugh about you with beers, you know, don't be that guy. Give them, give them a fucking kick in the ass, get them on track and let's go out and win. You know? Um, if you, if you go into a meeting without clearly knowing what point it is you want to make or what you're trying to accomplish your team members are going to be even more confused and more frustrated than they were being completely disorganized because you just wasted their time their energy and their focus to talk about is irrelevant to them you know you guys have to stay focused. You've got to stay on a three point minimum, you know, five point maximum. You know, I wouldn't even say three

point minimum. I'd say it could be one point. It could be two points, but let's say five point maximum. Well, the thought I had was I think a lot of managers and I think they are managers. Ben, you're right that they're not leaders. I think managers think, well, if I spend all this time with them, then in some strange way, they're going to think, well, if I spend all this time with them, then in some strange way, they're going to think, well, okay, I care about them. You know, I'm, I'm, I'm present to them. But the reality is, is it's exactly the opposite. They're devaluing their employees time by wasting it. Well, it's like when somebody calls you all the time. Okay. It's just that weird human psychology about being in demand. You know, if you want people to listen to what you say, don't be available all the time.

Come in, kick ass, get the fuck out. And then you're going to have your employees pay attention to everything you say because they're going to trust that you're not going to waste their time. You see what I mean? So they already know, like when Vaughn comes in in the meeting and he's got something to say, they're going to listen. They're not going to, you're not going to have that problem of people looking around the room and playing on their phones and all this shit, because they're going to say, all right, he's not going to waste my time. He's only going to be on for five minutes, 10 minutes at a time. I'm going to walk out of here with something useful. I'm going to pay attention. And now you have a, you have a good culture of learning as opposed to, you know, just this going through the motion type thing because you're respecting their time.

Right. Okay. So maybe you're going to get to this, but I'm going to hold your feet to the fire a little bit. So you talked about trimming the fat from your agenda and you talked about only including that, which is the most necessary. Well, suppose you're coaching a manager or a CEO or whatever, and they have, they have an agenda in front of you and they say, okay, Andy, this is the agenda that I had planned for the meeting that I was going to run. And you see that it's full of all sorts of crap that shouldn't be on there. What are the questions that you're going to ask him? Or what are the little guidelines that you're going to give him that's going to help him

to trim the fat on his agenda? Right. You know what I'm saying? So I'm coaching somebody who's giving a meeting. Right. Exactly. So that's a great question and a great point. And it's a different perspective than what we're talking about here.

All right. You're coaching a manager who managed a direct report who manages people for you. Okay. First thing you've got to ask is, is there a point on the agenda that only applies to some people? Because a lot of people like to do this. They like to cover a point. They think that that's an efficient way to handle business.

And they think like, okay, I've got two guys that are screwing up out of 20. I'm going to cover their screw up in front of everybody. First of all, you know, that's a waste of time because if you've got 18 people doing it right and you've got two people doing it wrong, you're putting those 18 people through time. They don't need to be there. It's not efficient. It's not effective. Number two, while you think you're covering something that needs to be covered with everybody, those 18 people are thinking, dude, I've got this shit. Okay. So

they're, they're going to become disenfranchised. They're going to lose your, the trust in you to deliver a quality message. So you've got to cut that out right away. Um, the second question would be, you know, is there a point that I could just include in an email, a short email, a short message? And the likelihood is there's probably a couple of points. So you could just summarize those points in an email, take those, make a short email, send them out as a supplement to the meeting, something like this. Hey guys, I know we just had this meeting. It was really good. Thank you for paying attention. Two things I wanted to mention, but I didn't want to take up a lot of your time is boom, boom, it's real easy to do can I ask a quick follow-up question

so you've got to basically build a culture where people understand they're gonna be held accountable for reading that email oh yeah okay absolutely so otherwise it doesn't work yeah yeah I make them all respond I do too I have a they have I have a policy when I send any kind of an email I put in the thing please respond right they need to respond to let me know that they read it. Right. And we do the same. We just have received and understood.

So all they have to do is received and understood. And if they don't send that back, they get a call or we come up and see them and say, hey, did you get that email? Blah, blah, blah. Everybody here is trained in that fashion. So it's a good idea because it keeps – you know, everybody – it's not like to like – guys, this is not like something, you know, where you're bringing down the hammer on somebody it's sometimes people don't get emails so you need to make sure they're getting it right you know especially when you're sending

out important important messages you know um so definitely you know make sure that you're that you're following up and that they're responding that's a good point um you know another question is is there an explanation of a point that I could just put down on a handout or tell people to read on their own time? Do that. A lot of companies have just simple things that they hand out, like a newsletter or this or that or a summary every week. That's better than somebody spending five hours of your day.

And we're talking about options here. You don't have to use all of them. You don't have to put in all of them. We're talking about different ways you can get this information out, right? What strikes me about what you're saying is that you're treating your employers like they're adults. You're not holding their hands.

Yeah, you shouldn't. People hate that. Do you not hate that? Yeah, absolutely. But I mean, I'm stating the obvious. Don't you want to just go out and do your job? Isn't that what you want to do when you work? Absolutely.

One thing that you just said, which I think is a really great point. If people pay attention to the podcast, Andy reads a book a week. Andy reading a book a week makes Andy a very sharp leader. He's on his game. Andy doesn't need to come onto the podcast and read the book out loud to all of you. But if you really want to get to the next level, if Andy mentions the book, are you willing to go read the book? That's the point. Andy doesn't need to print out 25 pages and read it. If he says it's a good book and it helps for these three points, read the book. Right. And he's using Andy as a term for like you, you know, he's not talking specifically about,

you know, he's saying a leader, that's how you should be handling it. You know what I mean? Right. Unless you just want to come over and give me a kiss. No, I'm thinking in my mind, some of the greatest leaders I've had, they are read up, they're reading the wall street journal, they're reading books. They are staying on top of this is what I do. Exactly. And you should emulate that. Exactly. You know what I mean? Because at the end of the day, the guy above you is going to want you to emulate those things because, first of all, it's a humbling, respectful thing to do for you to look up and say, man, I want to be where that guy is. And when that guy has put in all this work and he says, this is how I got here, and he sees you doing the same, dude, you are like five million times ahead of everybody else because he sees himself in you. While we're on the subject of books real quick, for those of you who keep emailing asking for your magic of thinking big book, I want to just say two things. Number one, Andy is very generously giving out 700 copies of

that book. Unfortunately, Andy only has one co-host who is handling this. So those books are going out. Just be patient. We're getting them shipped in, and we haven't forgotten about you. However, and I- I already covered this yesterday on Periscope. Dude, if you didn't send a fucking address in and follow directions, you're not getting a book. Okay.

So you did. I didn't know that you covered that. So yeah. So be patient, guys. We're going to teach everybody a lesson. You follow directions, you get the result. Right. If you don't follow directions, tough shit. Right. right but either way they're going out so be patient the bottom line is this

on the meeting stuff right you've got to be ruthless and how much you trim the fat you can't you can't look at and this is hard for people who are like engaged and stuck in corporate america culture because this is like the opposite of what they're used to doing so they see every little point it It's like, well, I don't know. You know, there's two people in that room that could benefit from that and cut that

out. Okay. You know, I want to touch on is the other day I heard you, I think it was Periscope or something. You were talking about how you have like your top five actionable items every day that you have to get done. Yeah.

And so that's when I'm making an agenda. That's what I always go by is what is the most important top three things that I need to talk about to move my business forward. Right. And I just leave everything else off. Right. Because it's just like you're saying, like if you start talking about too much, it just waters everything else down. And then we'll listen to you.

That's kind of how I always gauge my agendas. Right. What, five points? I try to stick with three. Yeah. Important, whatever I'm trying to cover for that meeting. Yeah, because people, I mean, it's the truth, guys. They just get overwhelmed.

And if you give people, dude, it's the paradox of choice, right? There's a study called the paradox of choice, which means if you give people too many options, guess what they choose? Nothing. Okay. So if you give people 17 points, guess which ones they're going to remember? They're going to remember the fucking long Johns. You know what I mean? And that's not what you want to remember. We're running a business. We're running a company. We're here a company. We're here to win. We're here to do shit. Let's not worry about what orange juice we have or what, you know, people are like, like, I'm just going to go off here for a second. Okay.

Just warning you. donuts and where we get our coffee and where we get this and we're going to go have drinks and we're going to do this and we're people are so wrapped up and like playing the role of what they see business to be that they never fucking get anywhere and it's like disgusting to me like i go to meetings at other companies sometimes and they're like oh well we can't start the meeting until the donuts are here motherfucker i'm not here for the fucking donuts i don't give a shit about the donuts i don't care about the fucking breakfast bur. I don't give a shit about the donuts. I don't care about the fucking breakfast burritos. I don't give a shit about that. You know what I care about? How can we move forward?

And guess what? That's what your employees care about. And if they don't care about that, you've got the wrong fucking culture going for your company. And, and, and I did not say you had the wrong employees. I said, you had the wrong culture. Okay. Because the culture is instilled by you, okay?

If you've got people worrying about the orange juice or the kind of bottled water they have or the icing on the Long John isn't perfectly straight, dude, you have the wrong culture. People worry about the wrong shit, and guess whose fault that is? That's not their fault. That's your fault, you know, and it's time to change it. The corporate America thing is done, you know, and and so many people i see they try to run their business in that manner because

they think that's what business is supposed to be i don't know if they like see movies and shit you know what i'm saying like they see movies they see tv shows and they see people doing this yeah and you know i don't know it just disgusts me i couldn't survive in that environment which is probably why I'm on my own business hence right yeah

I mean could you see me in a fucking office like that oh my god dude talk about like going crazy man like I would go fucking crazy

you know Ben what kind of donuts are you bringing next time yeah long johns yeah well let's be real dude

is there a better donut than the long I have never heard of that for the record I thought you were talking about underwear I'm sitting you don't know what a fucking long John is? I've never heard of long John? of course the fitness CEO I'm like what's a long John? we've got two fitness company CEOs one of them is in perfect shape and the other one knows what long John is that's all I'm gonna say alright Tyler you're in good shape but I know you know what long John is I've said my favorite thing is long John dude is that like a That's all I'm going to say. All right. Tyler, you're in good shape, but I know you know what Long John is.

I've said my favorite thing about Long John. Dude. Is that like a Midwest thing? No, dude. You don't know what a Long John is? Wait, you think they're

better than Bear Claws? Is that like a Long Donut? No, it's like the long ones with the icing on them. I've never heard of that. Dude, pull up a picture of a fucking Long John. So we have a rule here

at the podcast where there's no computers, no phones allowed. But I'm breaking the rule right now because it's unbelievable to me that you don't know what a Long John is. Do they call them different things

in different parts of the country? Now, if we're talking about kettle chips, I know every brand and flavor of kettle chips. Mantles are good, too. That is my voice. Kettle chips are the shit. Donuts, not so much. Yeah.

Now, the question I want to know is, if anybody... What do you call a Long Donut with icing on it? The ones that look like... A Long John, apparently. No, you know what an eclair is? I don't eat donuts. It's an eclair, yeah.

But it's not an eclair. It's a jelly donut. I don't know. What's that donut right there? We're showing our picture of it. What do you guys call it? Oh, is that a long, I don't know.

I've never called them anything. I don't know. Is that an eclair? That's an eclair. If you go to the donut shop and say I want, do you just say I want that one? I never go to the donut,

I swear to God. When I was in high school, you know what I used to eat? Krispy Kremes. That's the only ones. I only eat glazed donuts. Well they have long johns. I only eat glazed. I'm a simple girl. So what would you call that thing? A donut. No that's a long john. I am informed now. Listen.

You learn something new every day here. Alright. That's the goal. I'm totally informed. Now I have to go try one. You do. You think so? Raspberry jelly fill. What's your favorite donut? Vincent Van Donut, the glazed with white icing. It's unbelievable.

Dude, I like strange donuts here in St. Louis. Strange donuts. Have you had them yet? Uh-uh. Holy shit, dude. Yeah. No. Dude, listen.

Those guys, like they- Is that a chain? No, they're a local shop, but they're hitting it big, man. They've got a couple of stores though, right? Yeah, they've got crazy donuts, dude. Like shit that you would think like, oh, that doesn't sound very good, but then it's awesome. Like just a cool little business. They made friends with our guys at Brentwood S2 at the local store here, and then they bring them in here.

Yeah, I'm getting hungry. Dude, I mean, I'm not a donut guy, but those guys got it down. Have you ever gone to Canada and had Tim Hortons? No. Have you been? Tim Hortons? Yeah, I've not had their donuts. Oh, man.

Did you see the one I posted from Brooklyn with the donut with ice cream? Oh, yeah. I thought you didn't like donuts, liar. It's a glazed donut. I go glazed. I'm simple. She's on here being inauthentic. What's a donut?

One of the rules of the MFCEO project is to be authentic. She's on here telling fucking lies. I don't like donuts unless they have ice cream. I know what they are. Always glazed though. I said, I'm simple. I only glaze donuts. If anybody out there has a, has a startup for donuts and you think they're really good, send us some. We'll test them and send me some gluten-free ones. we got to support the local guys strange donut guys man those guys are local they're hard workers you know we love those guys here yeah they're good so so we're talking about donuts what uh yeah anyway let's get back on track all right hey you know what actually now would be a good time for me to do the boring stuff all right do the boring stuff all. Do the boring stuff. All right. So the boring stuff is check out the MFCEO.com

forward slash P 15 for episodes, show notes, and links galore. We love it. When you guys go to our website, we know that there's still not a lot of product up there, but there will be. So trust us very soon. So keep on going back. Uh, let's go do the social media connections starting with the lovely bikini boss. Oh, am I sharing my social? Yes. the lovely Bikini Boss. Oh, am I sharing my social? Yes. It's Bikini Boss Teresa is my Instagram. And my Facebook is Teresa DePasquale WBFF Pro.

Great. Andy? I'm at Andy Fursell on Instagram, at Andy Fursell on Periscope, and MSCO-1 on Snapchat. Periscope, Instagram, Twitter, at Continued Fight, and Ben Newman for everything else. At Vaughn Kohler, V-A-U-G-H-N-K-O-H-L-E-R,

for everything. All right, guys. So before you finish with the boring shit. I'm done. Okay. Please, when you listen to the podcast, please leave us a review, okay? We're not charging for the podcast.

We don't hawk shit on here. know um we're we're we're asking for reviews if you find the content valuable leave a fucking review and say so because that's how we live and breathe and and die on itunes okay so if you're listening and you think the podcast is great leave us a review um if you don't think it's good uh just forget that i said that don't leave us a review but yeah you know while we're on that topic i just thought we don't have to do it today but i thought in the future i want to start giving more uh shout outs to some of our fans through social media so uh we'll probably if you post nice comments uh on our social media uh accounts yeah why don't you give somebody a shout out? I've got one here, man.

I'm going to break the rule. You broke the rule. I can break the rule. Yeah, look, dude. I've got people coming on Periscope, dude, leaving like 10,000 hearts on a Periscope. That's awesome. I mean, crazy shit. I want to just mention some people.

We've got Jordan Benadum. Dude, he's always leaving huge amounts of hearts. Is that at his – it's at Jordan Benidum? No, he is at always X22. Okay. And then I got Jeff Rowlett at NNN Rowlett. Guy's killing it on Periscope. Travis Newman at Travis J. Newman.

Sue Nielsen, at Sue Nielsen. Dudes killing it on Periscope. I mean, dude, these guys come on, and guys, I just want to, you know, those are just a few. I've got a lot of people who are just killing it with the support on Periscope. I mean, like I mentioned, we've got to the top 40 in the world now. And people understand that our mission with the mfco project i think some people aren't um grasping it and you know guys our reason for doing this is because the way people have been raised for the last 25 years

is quite honestly from my point of view total bullshit okay they come out with this everybody wins everybody gets a trophy life is going to be. And then you get to be like 25 years old and you're like, where's my millions of dollars and why aren't I famous? And why am I not successful? That's because the people who raised you fucking lie to you. Okay. And the, and the politically correct, um, society that we live in painted this perfect picture that isn't the truth. So our mission here is, and why it's called the MFCO project is because this is a fucking project for us. This isn't something we get paid for.

This is something we do because we want to change the world and we want to make an impact on a billion lives. Okay. That's our goal. Our goal is to impact positively a billion lives. So when these people come on Periscope and they push and push and push and click the hearts and leave reviews on our, on our podcast and all that, you guys are a part of us fixing an issue with our society. That's our goal. And guys, you guys who are hardcore supporting us and pushing us forward.

Thank you so much because it's something that needs to be done. I don't see very many other people really doing this. Um, and it needs to be done. That's the bottom line. So we just really appreciate the support. Can I give a couple of shout outs? Yeah. Yeah. So, uh, guy, I don't even know how to say this, but a guy at, at Laiosco 83 underscore train to live just said just something really nice about us and and how much it meant that we we built him up and encouraged him every day there's an at johanna johanna if i'm saying that right it could be just joanna but it's at j-o-h-a-n-n-a cabral she said some really nice things and then i got a kick out of this yesterday and of course ben is up till all hours of the night but uh i couldn't sleep last night i was up till i was up at like three o'clock

in the morning and i noticed that somebody literally with it. Well, and actually I was up before that, but somebody literally like five minutes after we, the podcast dropped because it drops at midnight. Yeah. I think like five minutes after somebody posted a pair of clapping hands. And that was, uh, that was at Margarita fit11. Yeah, I recognize her. She's always on Facebook too. Yeah, and I was like, oh my gosh. I even messaged her. I said, boy, are you up early.

Either that or out late. But, you know, we have tremendous fans who are incredibly supportive. And, I don't know, you call them fans, followers, listeners. I don't know. No, we're part of a movement. Yeah, we're part of a movement. We might be sitting here talking about these things, but you guys are supporting it, spreading it, telling your friends, sharing it, giving hearts, leaving reviews. And that's what propels this message.

Yeah. So and that's the point that I want to say is just thank you so much for making that happen, because we can sit here and talk about this stuff all day long. But if nobody listens or nobody reviews or nobody supports, it doesn't fucking matter. Absolutely. So you guys are lifeblood of what we do. Absolutely. And that's not a tangent. We definitely don't consider that getting off topic

because that's very, very, very important to what we do here. Yeah. I mean, it's humbling for sure, man. It's exciting too because I feel like we're making a difference. And when I say we, I don't mean like we in this room. I mean everybody listening. Yeah. Like we're making a fucking shift.

You know, I see people every day on social media getting more and more and more tired of the politically correct, ridiculous shit that everybody argues about. You know, we're not, we're not letting the media turn against each other and get us on different sides of irrelevant shit anymore. Right. And I think society's changing. I feel like we're turning, we're sick. We're all sick of it. Right. You know, so it's fun to be a part of irrelevant shit anymore. Right. And I think society's changing. I feel like we're turning, we're sick, we're all sick of it.

Right. You know, so it's fun to be a part of that. Yeah, you know what I absolutely love about our sort of our listener base too, at least this is the case with me and I'm pretty sure it's the case with you guys too. I have people that follow me and their handle is like,

at Jesus loves you 2312. And then another one will be like at squat to dominate 26. You know, I'm just a very wide variety of people because we're all awesome. Yeah, the stuff we're talking about, like this meeting shit that we're talking about right here. All of us have sat through that stuff. All of us know what it's like to have somebody make a comment at us towards us that discourages us or makes us upset. Like we talked about on the intro, all of us know what it's like to have, to build a culture. If you run a business, how hard that is. Everybody knows what it's like

to deal with someone who's offended by every little fucking thing and be like, dude, what the fuck is your problem? You know what I mean? We're all tired of that shit. And that's the point, right? We all stand for the same things. We all are pushing forward together and it's exciting because I can see it making an impact. It's really, really cool to be a part of. So thank you guys so much for everything that you do. But to bring it back on track and get back to the topic, you know, guys, there's a fine line. This will be point number three of the meeting thing. Okay. There's a fine line between a good, healthy discussion of a business or a problem in a meeting and just a group gossip clusterfuck deal. Okay. I'd be very careful before you open up a meeting and letting every single person have their two cents. Okay. It's

not, it's not a group discussion. It's not, um, you know, we're not here to like gossip or talk about the game last night come in have people pay attention make your points ask if they have any questions move on all right there's got to be some control there and i see a lot of people just throw meetings and and they want to make sure everybody has their whole two cents and this and that and then you end up what you end up with is something that never was intended to happen. You never end up with something that provides a result. You end up with this off topic discussion about how the water cooler should be filled every three days instead of every two days. Shit that's irrelevant. Okay. Um, it's not that you don't value employees opinion because that's important, but, but the reality is, is that the, is that the problems are better shared through an email or a quick impromptu meeting or some other form or way than they are addressing it with the whole group.

Because if somebody has an idea, it's important that you listen to that idea because you don't want to devalue or demotivate that person, even if the idea is fucking terrible. Most people just want to be heard. And those times are very good to educate people. They're very good to bring people on track with what's going on, but that shouldn't be done a meeting time with the whole group. All right. And too far, too often, I see people trying to address, you know, and give everybody their, their input for, and everybody has the floor for 30 minutes. And you got to realize that when you have 12 people that might, for 10 of those people, that might be the most attention they ever get. And boy, do they use it?

That's exactly right. You know what I mean? Yeah. So, you know, we don't have this problem here at our company because like I said, we keep it short. We, we, we get to the point, we get some action steps and we move the fuck on. But in many companies, getting feedback from people gives them the impression that they're going to, that you're actually going to take their advice. Everybody's going to list to them. And then they get really upset. Okay. When you don't. So like, let's say you give Joe from accounting the floor for 10 minutes and he pours his heart out. He goes home. He says, baby, it was awesome. I ran the meeting today. Everybody listened to what I had to say, blah, blah, blah. And then he

goes to work the next day and it's not implemented. And the boss says, hey, man, you know, I think that's a decent idea, but we used to do it that way before you were here and it didn't work. And this is why it didn't work. Then he goes home that next time. He's like, those motherfuckers made me look stupid because they let me say my idea in front of everybody. And now I'm embarrassed, right?

Because that's what it comes down to. They say their idea in front of everybody. You don't implement it. So it's embarrassing. So like, guys, there's a time and a place for everything. And realize that when you think you're doing somebody a favor in a meeting by giving them the floor for 20 minutes and letting them throw their idea out there, how are they going to feel when you don't put it into play?

They're going to be embarrassed and they're going to fucking hate you for it. All right. So you're doing them a favor by handling those kinds of things privately. Bottom line is this. You're the leader along with a few trusted advisors. It's up to you guys to make the tough, critical decisions. Okay. You put too much up for discussion and decision-making by consensus, and you're going to make everybody look stupid and you're going to look stupid. You're going to walk out of there with no clear vision, no action steps, no agenda to prove, and you're going to kill everybody's morale. no clear vision no action steps no agenda to prove and you're going to kill everybody's morale so it's up to you to come in run shit and get out

and make shit happen you know what i mean you can't spend time after time after time just letting everybody have the run somebody has something that they want to address they come to your office or they call you on the phone or they meet with you personally and you handle it that. Do you mind if I point a question toward Teresa on that? So I could very much be in danger of stereotyping here, but I'm going to ask, you know, women tend to be more relational than men. So, so some of their leadership style is a little different, a little bit more all inclusive. Do you, as a woman feel maybe a little bit more of a, of a pressure to, to get everybody's feedback or do you feel as if, you know, if you just, you know, set an agenda, you power through it, that you're going to get this sort of bitch label. Do you feel that? Or, or, and do you think

that other women who are entrepreneurs out there feel that? Or, I mean, I can tell you who I am is I know my strengths and my weaknesses. So there are times when I need to be that way and I'm not. So I hire for that, but I am more of the like, take charge, come in, get, you know what I'm saying? Get to the point. And to be honest, I'd rather be taken seriously than have people come and be like, Oh my gosh, she's having another meeting. So I just am naturally that way. I'm not, I don't know if I'm your stereotypical woman though. I think I'm more inclined to, to manage like a male male would i don't even know if that's true these days you know i don't even think it's about that i think it's about this i don't think it has to do with men or women i i think that you're what you're i think the reason you're

asking the question is because you know typically women are labeled more emotional and sensitive than men but i don't even think that's the case because like we have more men than women and i'm gonna tell you right now the women that we have kick fucking ass. They don't ask any questions. They go do shit. And, and dude, the guys I ended up having to coddle or fucking,

they're the guys. You know what I mean? And, and dude, it's because dude, when you, it's hard to say this,

so I don't know if it's going to come out right. But when you like allow for that emotional aspect, you start asking questions like, are you emotionally okay? Do you feel good? You're going to encourage that from your employees. So what you're going to do is when you try to like overly make people comfortable and make sure that their little asses weren't hurt and, you know, let's sure they be hurt. You're going to like, you're going to create that mentality because they're going to know that they can like wind their way into your office or into your ear. All right. So it's important that people realize in your company that this is a fucking business. Yes. I care about you,

but the way I care about you is this, that we're going to go out. We're going to fucking win. You're going to get paid more than you get paid. Now you're going to have more satisfaction than you have now. And if that means I'm not going to listen to you p're going to get paid more than you get paid now. You're going to have more satisfaction than you have now. And if that means I'm not going to listen to you pout about how you got in a fight with your girlfriend last night, then good. Because that is not my role. If you have a problem with that, go to a fucking counselor and talk to them. Because I love my employees. I'll fucking do anything for them.

But my responsibility is to make sure this company grows so that they have better fucking lives. So they have more options so they can give more charity. If they choose, they could drive a better car. They can buy a better house. They can have more fulfillment. Their lives can fucking be better. And that's the responsibility you have. So when you start catering to all these emotional needs and all this stuff, and like you've got 25 HR people and one for each person and all this bullshit Dude, you are focused on the wrong shit Period and I know people are gonna blast me for that. I don't give a fuck because it's the truth I'm not here to pamper your ass I'm here to get you a result in a certain area of your life, and that's what we're gonna fucking do bottom line

So if you don't want the emotional, you know, bitch wine, cry fest, don't fucking entertain it. I don't, I will flat out tell somebody what I'm fighting with my girlfriend. That's not my fucking responsibility. Your responsibility is leave that shit at home and come here and fucking perform period. And you know, you'll read all these articles. You'll read all these articles now that say, yeah, but companies that care about their employees win and companies that provide these services for their employees win, blah, blah, blah, blah, blah. And all this feel good nonsense, that's not reality. That's bullshit. Okay. So one of the things that I just wanted to mention

though, to make a distinction here is I think that the oversensitivity is so great that it actually makes it difficult to really be sensitive to your employees when they really need it. So like if they have a death in the family or if their wife cheats on them or something. Let me stop there. Yeah. Because what I just said, there's exceptions to. No question. I mean, there's been situations guys where in our company where people have really needed us to step in on their personal lives. And we have, and if you ask any of my employees, you'll know that's the truth. There's been times where

times have been tough and we stepped in and helped them there. There's times when our own employees have stepped in and helped them. Dude, let me tell you a cool story. I had an employee one time and he's no longer with us, but he's still a good guy. And I like him a lot. He moved on with the, he moved on to another company and, uh, he's doing, he's doing well. He's doing his own thing, but he was struggling. Okay. He was taking a cat. This guy had a car. He had a, uh, an old pickup truck. Okay. And he was driving it from about 30 miles from, uh, from where he lived to where he worked. All right. The truck broke down, he didn't tell anybody, and he started taking a cab to work, 30 miles each way, okay?

Now, this guy was entry-level position for us, okay, which is not a lot of money. So he was spending his entire paycheck, entire paycheck to take this cab to work. Nobody knew, he didn't bitch about it or anything. He showed up at a cab one day. Our employees noticed it, brought it to us, and I said, okay, guys,

and we just happened to have a contest going on there where all the managers were getting a multi-thousand dollar bonus, okay, if we performed, and we were about to hit that. And I said, all right, guys, look, here's the deal. We can do something about this you if you guys all want to pitch in i'll pitch in equal amount match it and we'll buy him a car and dude all of our guys this is the kind of culture we have all of our guys gave up their personal bonuses to buy this guy a car and we matched it me and chris matched it we bought him a jeep cherokee

and he was but dude the point of what i'm trying to get at here is that we come through, and it's important as you as a leader to recognize when there is a real situation. Because when you start, Vaughn, that's an excellent point. I'm so glad you brought that up because otherwise people are going to be like, God, this guy's a fucking ruthless motherfucker. And I am to a point. But I ultimately really care about our employees and you should too and that's why you have to keep these bullshit situations out of your ear so that whenever

there is a real situation you know that it's there and you can do something about it because that is your responsibility i mean you've got these people's livelihoods in your hand if you want a culture of people that are going to do anything for you and have your back you got to have their back too but you don't do that by making it an emotional fucking kumbaya meeting you know what i'm saying right so that i mean that's a great point for sure i mean that's what i knew yeah absolutely and i knew that that's how thanks for saving me because i was about to look like a huge asshole no no no no i mean i but the point again just to restate it a different way, is that when everything is a major crisis, it distracts you from when things really are a major crisis.

Right. It's like the boy who cried wolf. Yeah. Exactly. That's exactly what it is. And I knew that you didn't feel that way about it. So I want to make sure that we clarify. But that's why we don't allow everybody to hold hands and express their feelings shit here.

Right. It's just not the place. Right. It's just not. So guys, I'm going to wrap this up because we're getting long winded. And I think we've made our point here. You know, um, you have to be ruthless and cutting down the unnecessary bullshit on what's the agenda in a huge way. Okay. Meetings aren't as much about information as they're about formation. Meetings aren't about covering your to-do lists

as much as developing your team, all right? So you have to reinforce your core values. You have to create company culture and you have to inspire action every single time. This is about getting guys off the playing court, all right, you know, we blow the whistle, we have a timeout, hey guys, come here. Then we gotta do this, this, this, go out and do it.

And that should be it, it should be that quick. And, um, you know, some, some other things that you can do about increasing the effectiveness of your meeting and increasing the power of your meeting. Um, you know, I mean, this is what I like to do, you know, a motivational thought or speech of some kind, I'm naturally inclined to do those kinds of things. Not everybody is. So if you're not a natural motivator, if you don't have the energy to motivate and you're not that kind of person, you can find other ways to inspire people. Maybe you've,

maybe you read them a story. Maybe you find a news clipping and you tell the story, um, and then relate it to something that's going on. You don't have to be this fiery, crazy, emotional dude to motivate people. Or you could hire Ben. Huh? Yeah, exactly. You can hire Ben to come in and train emotional dude to motivate people or you can hire ben huh

yeah exactly hire ben to come in and train you how to speak i mean that's or speak i mean the thing is guys is that there's there's a lot of things that you can do to help improve the the action that you're that you're uh that your company has you know maybe you tell them a story that reinforces only one of your core values and you start the meeting off with that and then you go into your action points all right um you celebrate and recognize a quick success you know somebody who did something that kicks ass you can say hey look this guy did that good job man that's the way to do it and dude that guy walks out of your meeting on cloud nine and your 10 other guys in the meeting walk out and say, man, that was pretty cool. I'm going to try to do that too. You know, um, giving them

example, uh, giving them a quick tip on something that they can apply today into their jobs, a sales technique, or, uh, how to send a certain kind of email or how to contact a certain kind of person. There's all kinds of things, but at the bottom, at the end of the day, you have to remember, you have to value their time. You have to provide value. Just like we talk in products, just like we talk in service, just like we talk in any sort of business for the time that they spend in the meeting, just because you're writing the paycheck doesn't mean that your job is just to come in and not create value. If you're not creating value, you're going to water down your customer. You're going to create the woman who says she's dying inside an elevator like we talked about a minute ago um you just

don't want to leave these guys bored or mentally exhausted or wishing they were somewhere else you want to leave them energized you want to leave them motivated and you know we we told the story last time about our kill kill kill chant and that's that's how we get our stuff done you know we're an unorthodox place to work. There's no question about it, but we end our meeting with a chant, dude, everybody puts in their hands and we do a kill, kill, kill. And we get out and fucking dominate, you know? And that's just like if we were on a sports team, I mean,

it's no different. The battle cry that we teach the sports teams, whether it's collegiate champions, high school champions, guys who are, you guys are watching on Sundays in the NFL, it's max effort pays off. It's a simple statement. When it's max effort pays off it's a simple statement when we say max effort pays off it focuses you on going to work nothing else right go to work right that's the most important thing you put your max max effort in it's gonna pay off long term there's no question i mean here it is guys quit worrying about the donuts quit worrying about what clothes you wear to work quit worrying about what fucking orange juice supplier you have quit worrying about when the water cooler's refilled quit worrying about the donuts Quit worrying about what clothes you wear to work Quit worrying about what fucking orange juice Supplier you have quit worrying about when the water Coolers refill quit worrying about your

Expense reports and the TPS reports You guys know what the fuck I'm talking about here All right stop worrying about That shit get to the fucking point And bring the fucking fire That's it get people refocused Get them out the door and let Them go let them go do their jobs You know give refocused, get them out the door and let them go. Let them go do their jobs.

You know, give them a purpose, get them out. Let's go kill. You know, that's, that's the point. All right. You cannot let meetings go on and on and on and on and, and just kill the inside of your employees. It's just terrible, terrible, terrible for your culture. And if you're doing this, stop right now before you have another meeting. Listen to this podcast 17 times, 70 times, 700 times until you figure out how to implement the strategy and you will see production increase. You will see enthusiasm increase. You will see motivation increase and you will see your business's bottom line increase all because you're changing the way you handle yourself in a meeting. So a question I have to ask though

is that you mentioned about taking some time, doing some motivational speech or some motivational thought. And I know you did offer some qualifications there. You said that's what you like to do and that's not for everybody. But we've all heard the stories of somebody who said, oh yeah, my boss was trying to be Abraham Lincoln

or Winston Churchill the other day, trying to rally the troops. And with some guys who really mean well, it just falls flat. Why doesn't it work for some people? I think you need to check your ego at the door. It's the leader who comes in, who tries to fake it or to be Abraham Lincoln

instead of just saying, you know what guys, sometimes I need to go find fire. You me i'm not a fiery guy so here's some fire that i found for you and i think when a leader can check their ego on places where they're weak and deliver something of value it makes a big big difference no question and like you know when i think of when you say that when you're watching football okay and i know you watch football and i know you watch football i don't know if you watch football do you watch it occasionally yeah with a donut with a long john glazed donut so so here's the thing as much as i eat long johns like how annoying is it when you have a broadcaster and and they run you already know what i'm gonna say he's been shaking his hand the brock the running back gets the ball. He runs two yards. He's like, oh, he's going all the way.

Every single play. Like he's trying to make the most perfect call every fucking play of the game. It's the most annoying thing to watch a game when an announcer does that. Do you know what I'm saying? Absolutely. Okay. You recognize it, right? You recognize it, right?

All right. Well, your employees recognize when you come in and try to do that same shit. All right. When you come in and try to make today, dude, you bring the fire it's just natural man so you have to be self-aware enough to know like hey that's not my specialty and if you want to go out and work on it that doesn't mean you can't get great at it but don't come in every day trying to set records for fucking applause or autographs or whatever it is you think you're trying to get come in with the wet with the message if you know if you're not feeling that day, don't do it that day.

I think that's an important thing when you talk about motivational speaking. I don't jump on Periscope or write something motivational or do motivational shit when I'm not feeling it. I just don't because you know what I produce? Junk. When I'm feeling like that, like if I come into a meeting and I'm feeling that way,

I tell a story about someone else or I bring up something someone else did. You don't have to wear that hat 24 hours a day. You know what I'm saying? I call it, I call it real time fire. For those of you that follow me on Periscope, I'll typically title it real time fire with a point. And you do the same thing when you're feeling it, you get on Periscope and you share something that's actually real because that's what people feel. Right. And that's why I'm not on a scheduled times. You know, I come on when I'm feeling it because I know that's when the good shit comes. And the same thing is with your meeting.

You know, if you're a naturally fire intense, emotional person like I am, dude, I can come in and transform myself into that person pretty quick because it's my natural. It's my natural inclination to be that way. All right. If you're not that way, it's okay. Just don't come in and try to be that you're going to embarrass yourself and your employees aren't going to respect you. You know what I mean? Come in and be who you are and say like what Ben said, Hey man, you guys know it's

not my, it's not my nature to get all fiery and emotional and crazy, but look, I thought this was awesome and tell the story or show them the story or bring it up, you know? Um, and that's how you can, you can get into that aspect. You know what I'm saying? I absolutely love what you said about that leaders, excuse me, meetings are not as much about information as they are about formation, the development of your, of your team, the building of your culture. And I love what Will Compton said, you know, several episodes back that leadership involves the transfer of passion. I've been reading a lot of books lately. It's a great statement. And I've been reading a lot of books lately about how human beings are connected. And there's a great book by David Brooks, New York Times

bestselling author who wrote a book called The Social Animal. There's a couple other books. And they all say the same thing. They say everything about us is contagious. We are wired to communicate who we are to somebody else. So these meetings that you're talking about having, it's not just about, oh guys, we're going to cover agenda point ABC. It's this is who I am. This is my vision. This is my enthusiasm. This is my passion for this company and the culture that I want to create. And now through through this meeting i'm transferring it to you and the funny thing is sorry i was taking a drink of water the funny thing is about that is that when you do that in authentic fashion it doesn't you don't have to be emotional and fiery to inspire people you know what i mean

people will respect you and and that gets people they say man this dude really cares about what we got going on let's get out and do this shit. You know what I mean? They don't, it doesn't have to be because a lot of people, man, a lot of people, I get asked this a lot as well. Like, how do you get your mentality right? Or how do you get your energy or how do you get, man, I can't answer that because that's my natural inclination is to be that way. Like I'm high strung, I'm intense. I go fucking crazy. And sometimes that's not a good thing. You know, it's taken me a long time to harness that in, but if that's not you, that's okay. Because most leaders aren't that way. Most leaders just understand how to utilize their

skills that they have, you know, and that's the bottom line guys. But if you implement this strategy, whether you're, you know, what we've talked about in this podcast, whether you're, you know, Tony Robbins or whether you're the dude from office space asking for his TPS reports you know what I mean the point is is that you could get shit done by doing this and that's that's what we want to get across to you guys how to create a productive environment that actually fires up your team because the process is done the right way can I capture an action step absolutely so you know I think what Andy's really getting at is the fact that, you know,

it's challenging to change sometimes, but why wouldn't you try it, right? I mean, if you feel like people have those emoji faces and you're looking out, why wouldn't you try a 10-minute meeting? Try a 10-minute meeting and see what happens. The efficiency will change. People's energy will change.

And I have seen this work with so many different companies. I agree a thousand percent. Vaughn, we're going to wrap it up. So I'm just going to take that as your final thought. Final thought. Yeah, just the final thought is that it's always better to leave people wanting more than to overdo it. So cover what little you need to cover. Get people fired up.

And just trust that you guys know what to do and that they can cover other things through email and through, you know, one-on-one meetings. Final thought, Teresa. I think the takeaway from this is really, like you said, just valuing people's time. And you're going to see the respect they have for you increase just exponentially just from that one little act. Right. All those things are good points. You know, guys, look, we're trying to show you how to be more productive and to get more out of your time and also be more effective. Okay. Being busy at work

does not mean you're working. Pretending to work is not being working. You know, people say, Oh, I worked seven, 72 hours and 24 hour period. No, if you did that, you're either dumb or you don't know what the fuck you're doing. All right? So get out of your mind. Quit worrying about the donuts. Quit worrying about the orange juice. You know, quit worrying about shit that doesn't matter. Focus on the shit that matters and execute. And that's how you're going to move forward.

And that's the point. And if you have people that you have to talk to for an hour to get them to go out and execute, you've instilled the wrong culture or you have the wrong people. Keep it short. Keep it simple. Bring the fucking fire and get them out of the door so we can kick ass. That's the point. All right. And this is the motherfucking CEO.