You can track almost all major business growth (or decline) inflection points to hiring and fir

0:00pattern recognition becomes one of your biggest assets. So, like some people call this wisdom or whatever you want to call it, but fundamentally, it's just that I've had a good sales manager. They looked like this. You look like that person. Therefore, you have a higher likelihood of working out in this role. But to figure out which sales manager was good, I had to hire five different sales managers and waste 6 months or a year on each one of these before I finally found somebody who was good. And then all of a sudden, it's like, "Okay, this starts to work." And then your business starts to grow. And then you're like, "I've never hired my first level of management." So, you got to figure out what a good sales manager good media manager, a good all of these roles. And then after that, you're like, "Okay, well, that starts to grow. Now I've got my director level." And so each of these levels, you keep putting these people in until eventually you know what it looks like when it's right across an entire org. And so what happens is when you start really building businesses, you're not actually building the business. It feels much more like assembling the people who then built the business.