#143 - Leading Dewey’s Pizza w/ Chuck Lipp | Scaling Culture, People-First Leadership & Building a Beloved Brand

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You know, my first boss at my, my old job, was walking me around, showing me all the
opportunities and truly opportunities, but I was taking them as like, this dude just rolls

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in and tells me how bad I'm doing.

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He took me aside.

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went down sat down and he goes, Hey, look, I'm trying to get you and I aligned so that you
can be excellent.

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You

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All right, y'all today we're joined by Chuck Lipp, CEO of Dewey's Pizza.

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I'll talk about why I'm so pumped about, uh, not just talking to Chuck, but talking about
one of my favorite flavors of pizza.

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Um, it's a brand that's become much more than just a great place to grab a slice.

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Dewey's is known for scratch made pizza, open kitchen and hospitality driven culture that
has earned it a loyal following across the Midwest.

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Chuck's played a huge role in shaping not only the growth of Dewey's,

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but also it's people first culture in the industry that often it's hard to find because
there's such high turnover and then the margins too.

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Under his leadership, Dewey's has shown that when you focus on your people, the business
takes care of itself.

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We'll talk about the entrepreneurial journey of growing a regional restaurant brand and
what it takes to scale culture across multiple locations and the lessons Chuck has learned

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leading a company that's built to last.

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Chuck, welcome to the necessary entrepreneur man.

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Thank you very much.

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Great to be here.

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Yeah, man.

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The only thing I'm more excited about than when I hear Dewey's, um then talking about how
good the pizza is, because we talked about that before he jumped on, is that a person

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that's responsible for leading the place and for those tastes and those flavors.

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um So why does, I thought about this, like, man, what's the first question?

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Because today's going be a great conversation, but why is Dewey's taste so good?

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I'm not trying to have you give a marketing pitch and say it's the best place in town, but

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It is one of my favorite places to go have pizza.

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And so why does it taste so good?

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Wow.

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lot of reasons.

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I would go number one, ah we make our own dough.

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We've always made our own dough.

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It's always fresh.

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It's never frozen.

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That's not the marketing pitch.

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That's just facts.

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We didn't have freezers in our entire company until we put ice cream in one of our
Columbus stores and then we had a little ice cream freezer.

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ah But we don't freeze it.

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We make it ourselves in every market.

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You know, we really focus on key quality ingredients.

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Our tomato sauce, we've been out to visit the factory and where they make it out in
California.

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See the process.

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Our pepperoni, we've changed a couple of times, but we've really settled on one for about
the last 15 years out of Columbus called Iso Sausage.

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They're not a least cost producer, which just means they keep the ratio of pork and beef
constant in their product versus when pork prices go up, they...

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take pork down and put more beef in and when beef prices go up.

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So really just great quality ingredients, uh, teaching people, training people how to make
it consistently cause it's hand tossed and that's not easy to get some consistency in

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that.

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Um, so there's a lot of training that goes into it.

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It starts with quality ingredients.

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Hmm.

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Something I've noticed from being in your stores for a long time, the restaurants is, you
pick up the nuance of a place.

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the food, the quality in the food is essential.

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starts there, but when there's good service, you recognize that too.

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And there's something in your restaurants that feels unique.

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I don't just have just my server, waiter or waitress.

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Everyone stops at the table.

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If they notice that a refill needs to be given, everyone stops and helps.

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Is that intentional?

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Correct.

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It is.

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We call it team service.

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Team hospitality, would rather, I would rather hear it referred to as team hospitality.

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But when we bring somebody on board and we say, Hey, we do team service.

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A lot of people will say, yeah, I did team service at my last job.

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I've been in several restaurants myself.

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We have team service, which basically just means somebody's looking at your table, walking
by it, not really engaging because we're, all tipped and we don't want somebody else

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screwing up our tips.

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uh Our team service really is integrated and people train each other.

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So when somebody comes on board, sometimes we might have a server at the table doing the
interview process if we're bringing on a new server, because that person is going to be

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working alongside and with and touching those people's tables, which affects the money
they make.

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So really when we train people in that climate, the investment of the other team members
who are doing the training is so great.

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because they know that that person is, and they'll be the first one to say, nah, this
person's not going to work for us.

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Or yeah, this person's great.

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Let's go, let's go, let's go.

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So really our managers are charged with making sure they get trained, but our staff is
actually training each other because, and even in the kitchen, who wants to work next to

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somebody who can't remember the toppings or messing up pizzas all the time?

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So the team in the kitchen is just as well training somebody that's going to be working
side by side on a Friday night when we're super busy.

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and they don't want to have to hold their hands.

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So they're going to train them really well, give them a great opportunity to be successful
and, really celebrate it and be like, Hey, nice job at the end of the night.

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So, uh, team service, you're right.

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We have flags in the restaurant.

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So we know whether you're drinking diet Coke or root beer or Sprite or it's, it's water.

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have flags.

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So uh we know what, and you don't have to go to the computer, look it up.

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Like there's a red straw on root beer.

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There's a clear straw and sprite.

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There's a lemon on a diet Coke.

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So these, there's no nothing on a regular Coke.

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A cream soda is pretty easy, right?

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But uh when, when, when, so we know that we know what, if there's plates down, we know
that the, the table's been visited and they have their order in.

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If there's Bev naps down, we know that there's drinks coming.

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So everybody knows, which then gives them the ability not to interrupt the experience, not
to go up to the table and go,

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Is that diet coke?

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We know it's diet coke.

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If it's, if it's a half full or less, just grab it, go refill it.

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So we don't have to interact and interrupt conversation at the table.

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And we know if somebody's ready to take an order, like I can go take the order at your
table.

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I'm going to do it the same way.

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The other person's going to do it.

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We're going to make sure that everybody gets, you know, the opportunity to buy a salad or
the opportunity to buy a dessert or the opportunity to have a glass of wine or a beer.

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And now we have cocktails in some of our restaurants.

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So,

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True team service requires systems that allow that team service to happen and a culture
that builds trust in their ability to do the same job.

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So I'm not over there as a different server going, man, they're at my table.

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That would be awful.

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Like now I'm trying to box you out from getting to my table because I don't trust you.

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Do you, was that intentional from the beginning, even though you didn't start the company,
you've been there for 22 or 23 years now.

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Yes.

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And that was intentional.

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Yes.

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What was the experience of the founder or founders?

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so, uh, Joe Schlattman, who was the person who designed the, the S the team service in the
dining room.

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Um, he was at trio prior and he actually.

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Funny, funny story is that he spent some time in Hilton head, South Carolina working in
restaurants.

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I spent some time in Hilton head working in South Carolina and we both went to university
date and not together.

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He's a little bit younger than I am, but he, he was, originally with Andrew at the very
beginning.

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He kind of.

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took on the dining room and said, I'll take care of this service part of things.

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And did a wonderful job creating the systems, flexing the systems, what was working and
what's not working, kind of changing out pieces and parts and making sure that the team

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was all engaged and involved.

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And that's how it got started.

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And it's lived that way ever since from one to 27 stores.

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Hmm.

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When was that?

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When the first one opened?

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97, 98.

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Has that been hard to maintain that culture as you've grown with 1400 people or is it so
ingrained it's easy?

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it hard or easy?

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So I will say systems, ah training, one thing.

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Culture, completely different.

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Speak to what culture means to you and to Dewey's and your leadership.

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Well, culture is something that, you know, when you're one store, two stores, three
stores, I used to say, I knew everybody in the company and every market until we got to

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seven after seven stores.

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So I knew something personal about everybody.

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I would go to all the stores at least four times a year, see everybody, uh meaning other
markets.

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And Cincinnati, was in the stores all of the time.

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ah

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So it was easier like the entrepreneurial piece of it.

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Hey, we're making a lot of different decisions in marketing.

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We're making purchasing decisions where we get to know everybody.

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We're doing HR decisions.

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All of those things from an entrepreneurial standpoint lived for quite a while in our
organization.

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and, and culture was built by leadership.

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And so when you're in it and you're a leader, you inform the culture as we grew.

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We're not in it every day interacting five days a week with management and interacting
five days a week with all the hourly team members.

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So we have to be a little more intentional about culture.

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Training still exists.

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ah You know, you might say culture of hospitality and the culture of the way we deal with
people.

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That's an emulation of the leadership in the business.

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I think our biggest step into culture actually came in 2018.

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And I can go on and on about this.

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stop me.

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I think this is important to these conversations about operating and running and growing
these businesses and the person listening maybe that's going to start their first location

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of whatever the business or entity is.

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This is great to hear these stories.

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I think it's essential to learn from the people that have come before us to say how can
this be integrated.

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Yes.

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So 2018 as a, as a leadership executive team, we were talking about how, how can we get
people making independent decisions?

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And we were working with a consultant who was helping us with strategy and how do we get
people to make independent decisions that are aligned with what we feel the culture of our

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business is?

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And, um, so we started to work on purpose and we were like, Hmm, you know, five people
sitting in a room.

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talking about purpose, talking about it for three months, trying to write it down.

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We weren't really good at it.

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So we ended up bringing in a group of 30 team members from across the company, all the
markets, different roles from kitchen to management to servers to regional managers.

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And then we said, Hey, let's get in a room we had.

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brought in a consultant to run us through this, this program.

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We had researched him heavily and

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We sat in a room for three days, came up with our purpose.

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Came back month later, same 30 something people sat in a room for three days, came up with
our values.

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Those are the basis of what I consider to be the culture of our business.

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That is, and then we have these other tools that are communication tools, which we call
conscious communication tools.

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uh And those are how we talk to each other and how we communicate with each other.

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all throughout the organization, up and down the organization.

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So if somebody has a problem with something Chuck did, they go and they go, Hey, I got a
moose to name and they have a what moose.

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So it's like the elephant in the room, but we call it the moose because as our consultant
said, when you say moose, it's hard not to smile.

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just like I did.

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was like, what did you say?

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want to bring it.

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was like, no.

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eh So we say, I got a moose to name.

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that, that then allows us to get into a conversation with anybody in the organization up
and down the organization.

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We have a thing, it's not our thing.

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It's called the drama triangle.

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We try to stay out of the drama triangle.

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We don't want drama in the organization.

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mean to you?

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Um, productive conversation is had and we stay out of the always, every time those guys
like use the I statement, say I have a issue or I have a problem.

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How are we going to solve that?

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We have these values.

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We have this purpose of where we're going.

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How do I use those issues or the issue use values and culture or values and purpose.

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to solve that.

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So we call it issue value solution.

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And drama to me means unproductive conversation that's bringing in other people to try to
play alongside you and invite them into your drama to really no end or no, no.

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I guess successful.

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Yeah, because here's what I want to do.

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Like I just want to go straight to the seven store people and I'm like, Hey, cut all the
BS out.

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Can we just solve the problem?

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Yeah.

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But you're trying to find a nice and an engaging way to say that I'm assuming.

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Right.

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Cause that's all I want to say all the time is like, Hey, hold on guys.

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Listen, that's fine.

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All these feelings and, and what's your opinion?

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What's the problem?

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Yeah.

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Can we just sit here and fix this?

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That's it.

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And I used to say back in the day before we had all these tools, said, people would say
they have a bad attitude.

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I said, well, how do you know?

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And they would say, well, the XYZ I said, so those are all symptoms of their attitude.

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So if you can address those tangible things, they show up late, their uniforms dirty, they
don't smile, they walk slowly.

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Those are all, you know, like you might say they have a bad attitude because those things
are happening.

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But to me, they're all symptoms.

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You can address every single one of those.

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So let's be, and we have this thing called kind versus nice.

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Let's not be nice and, and, well you're dead.

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Let's be kind.

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Give them the information that you know, that you observe.

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they have the opportunity to improve.

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00:14:37,646 --> 00:14:39,207
I was sharing one of our leaders.

219
00:14:39,207 --> 00:14:48,391
uh Sometimes I love face-to-face and direct, but you know, when you're in a high intense
environment, sometimes this messaging, if you're on a good level with people, you can send

220
00:14:48,391 --> 00:14:51,972
texts and emails because you don't need to provide context if you really know each other
well.

221
00:14:51,972 --> 00:15:00,376
um But I just said, we were talking about having a conversation with someone that really
is struggling.

222
00:15:00,676 --> 00:15:03,877
And I said, Hey, you gotta be honest with them.

223
00:15:04,278 --> 00:15:05,718
If we're not honest with them.

224
00:15:05,718 --> 00:15:11,901
I said, now you don't have to do it to ruin their personality and ruin their
infrastructure and who they are and their identity.

225
00:15:11,901 --> 00:15:15,043
But I said, if you're not honest with them, we're not giving them a fair shot.

226
00:15:15,183 --> 00:15:16,464
We're just not.

227
00:15:16,504 --> 00:15:22,187
And I know it, it feels better to avoid conflict, but it's not conflict.

228
00:15:22,187 --> 00:15:23,988
Everybody thinks it's con it's not conflict.

229
00:15:23,988 --> 00:15:25,229
It's like, we have a problem.

230
00:15:25,229 --> 00:15:28,811
We have to help them work through it because ignoring it is not the option.

231
00:15:28,811 --> 00:15:29,151
Right.

232
00:15:29,151 --> 00:15:35,334
And so I just said last night, I was like, Hey, you have to go and talk to them and be
honest with them and let them know, tell them why it's important.

233
00:15:35,564 --> 00:15:37,457
It's not just some tell them why it's important.

234
00:15:37,457 --> 00:15:37,768
Right?

235
00:15:37,768 --> 00:15:40,302
Like why is the behavior that they're showing?

236
00:15:40,302 --> 00:15:43,476
Why is it important that that doesn't continue to exist?

237
00:15:43,550 --> 00:15:53,243
And the longer we allow the behavior to go on that is frustrating us, the harder it is for
us to come at it on an even level.

238
00:15:53,243 --> 00:15:56,324
have another part, another tool is intention and impact.

239
00:15:56,324 --> 00:15:58,914
What is the intention I have in this conversation with you?

240
00:15:58,914 --> 00:16:00,515
Like what you're saying?

241
00:16:00,515 --> 00:16:02,675
And then what impact am I having on you?

242
00:16:02,675 --> 00:16:12,032
How do I say it in a kind way that matches what I'm trying to convey to you in the moment
with you?

243
00:16:12,032 --> 00:16:16,625
on a Friday night when we're really, really busy, I might say, take out the trash.

244
00:16:17,006 --> 00:16:21,610
And in a slower time, I might say, hey, will you please take out the trash?

245
00:16:21,610 --> 00:16:24,653
I probably am not gonna ask them, can you take out the trash?

246
00:16:24,653 --> 00:16:27,014
Because the opportunity for them to say no is.

247
00:16:28,556 --> 00:16:28,987
Yeah.

248
00:16:28,987 --> 00:16:29,317
Right.

249
00:16:29,317 --> 00:16:29,577
Yeah.

250
00:16:29,577 --> 00:16:30,978
Not, and-

251
00:16:30,978 --> 00:16:31,972
Not in a mean way.

252
00:16:31,972 --> 00:16:33,037
We're busy here, you all.

253
00:16:33,037 --> 00:16:34,832
Like, hey, kick in, can you do that?

254
00:16:35,598 --> 00:16:39,657
But they should, but they can also ask me, Hey Chuck, can you take out the trash?

255
00:16:39,657 --> 00:16:41,378
I'm doing five things here.

256
00:16:41,378 --> 00:16:41,738
Okay.

257
00:16:41,738 --> 00:16:41,958
Yeah.

258
00:16:41,958 --> 00:16:42,712
I'll take out the trash.

259
00:16:42,712 --> 00:16:48,024
So you were touching on how do you get people to take initiative maybe around big things,
right?

260
00:16:48,024 --> 00:16:49,826
I think that was a part of the process.

261
00:16:49,826 --> 00:16:52,475
Just decision making.

262
00:16:52,834 --> 00:16:55,904
Because I wanted to see the trash be taken out.

263
00:16:55,966 --> 00:16:57,302
That's the perfect world.

264
00:16:57,302 --> 00:16:58,523
Yeah.

265
00:16:58,523 --> 00:16:59,484
Yeah, exactly.

266
00:16:59,484 --> 00:17:08,051
So, so when I, when I'm a, when I'm dealing with a, a team member or I'm dealing with a
guest, how am I making a decision that will be aligned?

267
00:17:08,051 --> 00:17:19,670
And like when we were out in Kansas city now, I don't know if, if that person has, you
know, the, manager there on the shift or the server there on the shift has a, what their

268
00:17:19,670 --> 00:17:25,803
balance of I'm going to take care of this guest is, am I going to give away everything to
take care of the guest?

269
00:17:25,803 --> 00:17:27,073
Am I going to go way overboard?

270
00:17:27,073 --> 00:17:29,254
I would rather have that happen than go under board.

271
00:17:29,254 --> 00:17:35,156
But at the same time, what does that look like and how do I make that decision and what
guides me?

272
00:17:35,156 --> 00:17:35,476
have it.

273
00:17:35,476 --> 00:17:44,834
We have a value that that is we are fiscally responsible and we, that is a, it's probably
the last value we added, but um,

274
00:17:44,834 --> 00:17:46,205
Who added that one?

275
00:17:46,382 --> 00:17:55,542
Uh, really everybody, because there was, there was a push and pull of like, well, how do
we, it's a business and like everybody understands when you sit around with each other and

276
00:17:55,542 --> 00:18:03,442
you're talking to each other, like, Hey, there's an interest in this being a business
that's, can carry on and keep everybody employed to, have a job.

277
00:18:03,442 --> 00:18:09,302
And we have to have some semblance of, well, we're here, we're a for-profit business.

278
00:18:09,302 --> 00:18:10,722
We're here to make money.

279
00:18:10,722 --> 00:18:14,272
It's not the end all be all, all the time, but it is part of it.

280
00:18:14,272 --> 00:18:23,250
If you're not making that, no one's going to put in the effort to be responsible for
something where they're giving their life away because entrepreneurs, we can go there.

281
00:18:23,250 --> 00:18:29,116
When you're in a C-suite level and you're an entrepreneur and you're in it for the long
haul, there is a massive exchange that's happening.

282
00:18:29,116 --> 00:18:29,486
Yes.

283
00:18:29,486 --> 00:18:32,379
And you're exchanging things like freedom.

284
00:18:32,379 --> 00:18:36,342
No matter what everybody says, we're doing this to be, but you're exchanging peace.

285
00:18:36,903 --> 00:18:40,738
You're exchanging um the family time.

286
00:18:40,738 --> 00:18:42,289
that you'd love to give to them all the time.

287
00:18:42,289 --> 00:18:46,991
You're exchanging the extracurricular activities to the fun things, the normal seven
o'clock golf.

288
00:18:46,991 --> 00:18:52,143
You're exchanging a lot of that when you go all in to be at the elite level of leadership.

289
00:18:52,143 --> 00:18:56,465
And with that, you're just not going to do it for free.

290
00:18:56,585 --> 00:18:57,085
Right.

291
00:18:57,085 --> 00:18:57,896
Not going to.

292
00:18:57,896 --> 00:19:02,188
And I don't think anybody who's reasonable in this world is going to expect that.

293
00:19:02,188 --> 00:19:08,230
So if you don't make a profit and you can show an outcome for the sacrifice you've made,
it's probably just not going to

294
00:19:08,728 --> 00:19:09,262
Correct.

295
00:19:09,262 --> 00:19:12,067
It's just not, I've seen, don't get the best outcome.

296
00:19:12,067 --> 00:19:13,730
You get an average outcome.

297
00:19:13,730 --> 00:19:14,050
Yeah.

298
00:19:14,050 --> 00:19:16,294
um True.

299
00:19:16,294 --> 00:19:19,586
And, and if you can't pay the bills, you can't keep the lights on.

300
00:19:19,586 --> 00:19:20,671
And you can't go month to month.

301
00:19:20,671 --> 00:19:22,850
You have to know there's financial security there.

302
00:19:22,850 --> 00:19:23,150
Right.

303
00:19:23,150 --> 00:19:27,672
To make an investment in the growth of the business, for sure.

304
00:19:27,672 --> 00:19:37,256
we don't always think about this way, but it is a way of thinking to say, is my money
better spent investing in duees or is my money better spent investing in something else?

305
00:19:37,336 --> 00:19:51,422
And we find because of the people we have and how we do it, that our money is often better
spent investing in duees ah because we have a system, we have great people and we have a

306
00:19:51,422 --> 00:19:52,552
great culture.

307
00:19:52,780 --> 00:19:57,574
And again, I will go back to worth 27 individual units.

308
00:19:57,574 --> 00:20:07,212
And we talk about this all the time and every unit has a different spirit and every unit
is the culture is determined by the leader of that unit.

309
00:20:07,212 --> 00:20:11,286
the general managers in our organization are extremely important people.

310
00:20:11,286 --> 00:20:16,970
And when they, when they walk into a restaurant and they have that, let's go get them
today.

311
00:20:16,970 --> 00:20:21,814
And they have that, I'm going to make sure that everybody's getting taken care of and

312
00:20:22,082 --> 00:20:28,124
both from the consumer side and from the team member side, that usually works really,
really well.

313
00:20:28,124 --> 00:20:31,274
And they have an accountability for what is going on in the restaurant.

314
00:20:31,274 --> 00:20:33,365
It's not pointing fingers at everybody else.

315
00:20:33,365 --> 00:20:34,145
Sure.

316
00:20:34,145 --> 00:20:38,186
When they need support and they have a question or they have, they can ask that.

317
00:20:38,186 --> 00:20:41,907
And it's a totally a strength of somebody picking up the phone.

318
00:20:41,907 --> 00:20:48,049
And when I get on the phones with general managers, I talk to our general managers at
least three or four times a year, all of them.

319
00:20:48,269 --> 00:20:52,248
And when I get on the phone with them and I'm like, Hey, I am a truly

320
00:20:52,248 --> 00:20:55,100
would be honored if you just pick up the phone and call me if you have a question.

321
00:20:55,100 --> 00:21:00,302
Now there, have regional managers, we have director operations and yeah, a lot of that
goes through them.

322
00:21:00,302 --> 00:21:08,967
I just want to be comfortable with me and being a human and saying, Hey, if I really have
a problem or really need want to pick his brain, I can pick up the phone and call him.

323
00:21:08,967 --> 00:21:21,644
So when you get to that and you're like, okay, I just, want that person who's leading that
store to have these really, really good, culturally based decision-making tools and

324
00:21:21,644 --> 00:21:23,091
for everybody.

325
00:21:24,098 --> 00:21:26,183
Can you train that or is it found?

326
00:21:29,324 --> 00:21:41,957
I think it's a lot of it is intuitive and it's based on the person we, when we hire
managers, we have a lengthy interview process.

327
00:21:42,058 --> 00:21:51,961
And one of those, uh we use a thing called the Berkman analysis and the Berkman analysis,
basically a learning styles tool, but it also talks about traits of people.

328
00:21:51,961 --> 00:21:57,174
And a lot of times if, if somebody thinks they're always right, that's

329
00:21:57,174 --> 00:22:07,008
a red flag for us when we challenge somebody at the interview table and say, have a
disagreement with them and watch their reaction just to be able to take somebody else's

330
00:22:07,008 --> 00:22:08,218
perspective.

331
00:22:09,479 --> 00:22:13,080
You want them to go, Oh, tell me more about why you think that.

332
00:22:13,501 --> 00:22:16,532
And if they can go, sweet.

333
00:22:16,532 --> 00:22:17,072
I like that.

334
00:22:17,072 --> 00:22:18,723
I appreciate that.

335
00:22:18,723 --> 00:22:20,884
But let me tell you my perspective as well.

336
00:22:20,884 --> 00:22:25,365
And are they listening to understand or are they listening to respond?

337
00:22:25,666 --> 00:22:26,486
So

338
00:22:27,532 --> 00:22:28,099
I'm out there.

339
00:22:28,099 --> 00:22:30,707
So they come already, it's already baked in almost, right?

340
00:22:30,707 --> 00:22:36,280
You can teach them the business in your style, but you're talking about almost their
philosophy as a human.

341
00:22:36,280 --> 00:22:37,051
Correct.

342
00:22:37,051 --> 00:22:49,009
And it, it, it weeds itself out really quickly when there's somebody that their ego is
massive and they, know, like we want them to have enough ego.

343
00:22:49,039 --> 00:22:57,455
I was going say, where's the tipping point there of the confidence and the ego and the
belief in themselves and they're going to go conquer the world and our location is the

344
00:22:57,455 --> 00:22:59,202
best and look at the numbers and.

345
00:22:59,202 --> 00:23:05,664
when they're not kind, when they're just, know, the ego becomes all about me.

346
00:23:05,744 --> 00:23:21,059
All of our values start with we, and there is the I in, when you, I would never want to
say is, I am, I'll say that, I am, but when we start with the we and you get to the I, it

347
00:23:21,059 --> 00:23:24,492
works a lot better because it says we're a team.

348
00:23:24,492 --> 00:23:25,283
I love it too.

349
00:23:25,283 --> 00:23:28,505
uh I default on whether I'm doing something personally.

350
00:23:28,505 --> 00:23:39,704
If I have a group of, uh you know, contractors that I've gotten to know well, and I use we
often, there's something in when you accept that, what you're talking about, it does work

351
00:23:39,704 --> 00:23:44,758
well because you're not taking credit for something somebody else did unintentionally.

352
00:23:44,999 --> 00:23:54,146
And it just works well too when it doesn't go well, that if everybody can have ownership
around it and participate in the growth, it also isn't as much of a

353
00:23:54,146 --> 00:23:56,697
critique maybe on an individual as long as everybody's participating.

354
00:23:56,697 --> 00:24:00,949
But every once in a while someone says, I didn't know we did that.

355
00:24:01,669 --> 00:24:02,529
Right.

356
00:24:02,810 --> 00:24:03,190
Yep.

357
00:24:03,190 --> 00:24:09,312
Um, and so I, but my response always to them is, yeah, we always do everything.

358
00:24:10,206 --> 00:24:11,773
Oh, that's it.

359
00:24:11,773 --> 00:24:12,744
I will recognize you.

360
00:24:12,744 --> 00:24:20,137
You can get the award like your individual, but usually in all of our I successes, there's
a lot of we mixed in somewhere.

361
00:24:20,277 --> 00:24:20,947
There just is.

362
00:24:20,947 --> 00:24:23,518
I don't want to overuse the team thing, but

363
00:24:23,522 --> 00:24:25,203
You're not going to do anything big.

364
00:24:26,331 --> 00:24:35,629
One of the, one of my most transformation or transformative books, transformational,
transformative books, that I ever read was called the Oz principle and the Oz principle

365
00:24:35,629 --> 00:24:38,581
talks about personal accountability.

366
00:24:38,581 --> 00:24:43,986
And then you go on, it goes into, uh, organizational accountability.

367
00:24:43,986 --> 00:24:53,854
And when I realized that, and I think I was 20, five, 26 and my mentor introduced me to
that book and

368
00:24:54,232 --> 00:24:55,943
we ended up having a great relationship.

369
00:24:55,943 --> 00:24:57,744
We're still, we still talk today.

370
00:24:57,744 --> 00:25:04,828
Um, but when you think about that and you go, Oh, I am responsible for what I can control.

371
00:25:04,828 --> 00:25:18,816
And I'm responsible for my, my little organization, my store, my big organization, my
team, my, my bigger organization, the company, even bigger than that, the community we're

372
00:25:18,816 --> 00:25:22,558
in and even bigger than that, the state, then you're like,

373
00:25:22,848 --> 00:25:37,030
I can make it, I can really make a difference and everybody has that opportunity if they
choose to and be responsible and take a look inside first and then ask for help second.

374
00:25:37,954 --> 00:25:46,806
What's it like to be the CEO at the top of the pyramid of a 1400 person company?

375
00:25:46,806 --> 00:25:47,968
What's that like?

376
00:25:48,174 --> 00:26:00,925
uh very humbling, ah stressful in a good way uh because I hope we're creating great
outcomes for our team.

377
00:26:00,925 --> 00:26:02,742
uh

378
00:26:02,742 --> 00:26:03,888
Why hope?

379
00:26:06,818 --> 00:26:08,779
because we're not always going to be right.

380
00:26:08,940 --> 00:26:10,741
And we're going to, we're going to break some stuff.

381
00:26:10,741 --> 00:26:14,994
And I tell people all the time, break some stuff, know, we're going to, we're going to
screw some things up.

382
00:26:14,994 --> 00:26:20,148
And, um, we had just have to realize that and we have to listen.

383
00:26:20,148 --> 00:26:33,138
And I, I, that's something for me that I've matured more in is I said earlier, listening
to understand and seeking to understand instead of to respond.

384
00:26:33,302 --> 00:26:44,947
So when I, when I'm listening to somebody, I'm hearing all of the things that they're
saying when I'm engaged and to be humble enough to go, Hey, we're, not perfect.

385
00:26:44,947 --> 00:26:47,608
We're, trying our darnedest to be perfect.

386
00:26:47,608 --> 00:26:48,789
And that is our goal.

387
00:26:48,789 --> 00:26:50,030
are one of our purposes.

388
00:26:50,030 --> 00:26:51,050
are next level.

389
00:26:51,050 --> 00:26:53,991
We, that just means we're always trying to improve.

390
00:26:53,991 --> 00:26:55,102
We're never going to get there.

391
00:26:55,102 --> 00:26:58,433
We know that we just are trying to improve all of the time.

392
00:26:58,433 --> 00:27:00,384
So when I say hope,

393
00:27:01,570 --> 00:27:10,915
I hope the decisions we're making and then, you we'll be told a lot of times if they're
not the right decisions and we'll get pushback because people will name the moose.

394
00:27:10,915 --> 00:27:16,638
So there's this whole cycle of what we do and how we communicate that, that really works
when it's happening.

395
00:27:16,858 --> 00:27:28,985
So when I say I hope, uh, it's, it's, it's daunting, but it's also so rewarding when we
see people that like we were talking earlier about a person we have that is in the

396
00:27:28,985 --> 00:27:31,274
restaurant business and now in real estate.

397
00:27:31,274 --> 00:27:33,656
And we got to see that person grow.

398
00:27:33,656 --> 00:27:37,499
We offered that person ah feedback.

399
00:27:37,640 --> 00:27:39,432
They're successful now.

400
00:27:39,432 --> 00:27:45,087
And to me, and when we get to see that, it's just a, it's very humbling.

401
00:27:45,087 --> 00:27:56,137
When we see somebody who was, in, you know, as a job with a cook, and then they're a
kitchen manager, and then they're a general manager, and what that's meant to them in

402
00:27:56,137 --> 00:27:57,378
their lives.

403
00:27:57,506 --> 00:28:07,342
that's the most humbling thing when we get to see people who are growing and that really
wanted it and didn't just say they wanted it and had the opportunity to get from point A

404
00:28:07,342 --> 00:28:19,400
to point B to point C to point D and what their life looks like now and how satisfied they
are as in their growth as leaders, not just because we, say manager versus leader and like

405
00:28:19,400 --> 00:28:22,332
there's a distinct difference between that.

406
00:28:22,712 --> 00:28:23,923
Well, let's go there.

407
00:28:25,849 --> 00:28:29,174
Because the title, unfortunately, a lot of times is manager.

408
00:28:29,897 --> 00:28:32,802
But the responsibility is leadership.

409
00:28:32,954 --> 00:28:39,694
So, so I, I often will ask our general managers, Hey, look, who's behind you, who you lead
and can you grade yourself?

410
00:28:39,694 --> 00:28:47,558
Like if you say you're a great leader, well, great leaders have great people behind them,
but, great leaders also are able to

411
00:28:50,218 --> 00:28:53,911
move people in a certain direction and influence them.

412
00:28:53,911 --> 00:28:57,313
They're living really our purpose and values and our conscious communication tools.

413
00:28:57,313 --> 00:28:58,984
They're not getting brought into drama.

414
00:28:58,984 --> 00:29:01,345
They're not bringing drama into work.

415
00:29:01,926 --> 00:29:10,862
The people who bring drama to me were like, people, you're really not that cool that
people want to hear you complain about what you have going on because everybody has

416
00:29:10,862 --> 00:29:12,553
something going on.

417
00:29:12,814 --> 00:29:18,107
That's a little bit of drama in itself, but people have things outside of work that are
going on.

418
00:29:18,107 --> 00:29:19,554
So when you walk through the doors,

419
00:29:19,554 --> 00:29:24,068
being that, and I say the percolator, being that person who is boom, boom, boom, we're
here.

420
00:29:24,068 --> 00:29:25,506
We've got this going on.

421
00:29:25,506 --> 00:29:27,441
Let's, let's, let's get things moving.

422
00:29:27,441 --> 00:29:37,430
Anything I can do for you today, having this great presence, not walking by something,
whether that's a piece of trash or whether it's by a conversation that shouldn't be

423
00:29:37,430 --> 00:29:42,635
happening or something that's being said, they address things and these build this
culture.

424
00:29:42,635 --> 00:29:44,957
What are your non-negotiables as a leader?

425
00:29:44,957 --> 00:29:46,560
How many, how do you,

426
00:29:46,560 --> 00:29:50,612
and still those in your team and how do you hold people accountable to those?

427
00:29:50,612 --> 00:29:53,004
And it's really about the how and then the why.

428
00:29:53,004 --> 00:29:54,674
Why is that important?

429
00:29:55,255 --> 00:30:05,941
I always said when I was a general manager in a restaurant, I said, if you can be on time
and in uniform, we're going to be fine because everything else, if you can start there,

430
00:30:05,941 --> 00:30:08,802
everything else will fall into place.

431
00:30:09,154 --> 00:30:13,790
What are your non-negotiables go beyond that show up in uniform and on time?

432
00:30:14,604 --> 00:30:19,512
Those were like those were my verbalized non-negotiables as my for my team.

433
00:30:19,512 --> 00:30:20,623
What are yours?

434
00:30:21,342 --> 00:30:22,707
Do you separate them that way?

435
00:30:22,707 --> 00:30:27,173
Like the non-negotiables for me as a leader and the non-negotiables for me as the
individual.

436
00:30:27,173 --> 00:30:28,074
Do you?

437
00:30:28,150 --> 00:30:29,601
No, no.

438
00:30:29,601 --> 00:30:37,137
um, I have, uh, I've, there's a couple of times I've been later, forgot about meetings and
it tore me down for days.

439
00:30:37,137 --> 00:30:51,579
Um, I don't have a uniform now, but you know, I, I try to look like I would, I would want
somebody to look or I want to look and I, it, it, it, I understand the way that the way

440
00:30:51,579 --> 00:30:57,233
that I look and form some people's opinion of me, not always in everybody's opinion, but,

441
00:30:57,900 --> 00:30:59,972
No, I don't think they're that much different.

442
00:31:00,553 --> 00:31:12,286
I, I'm a regimented person, which, just is, is part of who I am and my wife of 30 years
would, will tell you that like, boy.

443
00:31:12,286 --> 00:31:13,247
Yeah.

444
00:31:14,128 --> 00:31:15,320
Don't mess with the regiment.

445
00:31:15,320 --> 00:31:16,142
Yeah.

446
00:31:16,142 --> 00:31:17,294
Were you always regimented?

447
00:31:17,294 --> 00:31:20,660
Like if you go all the way back to the college days, were you?

448
00:31:22,636 --> 00:31:23,786
I don't know.

449
00:31:24,127 --> 00:31:27,770
really don't like it I didn't think about it that way.

450
00:31:27,770 --> 00:31:35,316
ah There were certain things I was regimented towards that I probably should have been
regimented towards other things.

451
00:31:36,608 --> 00:31:38,662
the default code back then though?

452
00:31:38,662 --> 00:31:43,510
if you weren't regimented, what do you think you defaulted to from philosophy?

453
00:31:43,952 --> 00:31:44,942
was it hard work?

454
00:31:44,942 --> 00:31:45,882
work.

455
00:31:46,382 --> 00:31:48,930
Like, know, so

456
00:31:48,930 --> 00:31:49,532
What's that mean?

457
00:31:49,532 --> 00:31:56,020
What's that mean today for somebody that's the age that when we started out, what's hard
work mean?

458
00:31:56,020 --> 00:31:57,931
You kind of have to define it for yourself.

459
00:31:57,931 --> 00:32:03,195
Like I don't feel like I could define hard work for everybody.

460
00:32:03,615 --> 00:32:07,068
Some people might say hard work is 20 hours a week.

461
00:32:07,068 --> 00:32:08,659
Some might say 30 hours a week.

462
00:32:08,659 --> 00:32:09,940
Some may say 50.

463
00:32:09,940 --> 00:32:11,115
Some might say 80.

464
00:32:11,115 --> 00:32:12,301
Some might say a hundred.

465
00:32:12,301 --> 00:32:13,174
uh

466
00:32:13,174 --> 00:32:14,642
Is it the work within the time then?

467
00:32:14,642 --> 00:32:15,598
It's how you work?

468
00:32:15,598 --> 00:32:20,598
I think, I think it, I think the hard work usually comes in when you're doing something
you're not passionate about.

469
00:32:20,598 --> 00:32:30,358
Then it becomes really hard for me when I was working 80, 90 hours a week in a restaurant,
in a kitchen, it wasn't that hard of work.

470
00:32:30,358 --> 00:32:33,498
It was grueling, but I don't, I didn't find it super hard.

471
00:32:33,498 --> 00:32:36,418
I found it like, I enjoyed it.

472
00:32:36,418 --> 00:32:37,658
I enjoy what I did every day.

473
00:32:37,658 --> 00:32:41,398
I enjoyed the hustle and the bustle and the stress and the fast pace.

474
00:32:41,778 --> 00:32:42,382
Um,

475
00:32:42,382 --> 00:32:44,803
But aren't we talking about the mental hard?

476
00:32:45,445 --> 00:32:49,368
Because when we're younger, the physical hard wasn't as hard.

477
00:32:49,368 --> 00:32:52,350
You'd be exhausted, but your body was really resilient.

478
00:32:52,557 --> 00:32:53,077
that's what I'm saying.

479
00:32:53,077 --> 00:32:57,851
The mental hard, when it's not rewarding, when you're not finding joy.

480
00:32:57,851 --> 00:32:59,593
So I'll talk to our general manager.

481
00:32:59,593 --> 00:33:05,678
Hey, I understand what you go through on a daily basis.

482
00:33:05,678 --> 00:33:16,717
I understand that you're dealing with team members who might not have the same work ethic,
who might show up late for work, who might not do what they're supposed to do and you have

483
00:33:16,717 --> 00:33:17,428
to coach them.

484
00:33:17,428 --> 00:33:19,872
You deal with customers who

485
00:33:19,872 --> 00:33:22,323
sometimes aren't the nicest, the kindest people.

486
00:33:22,323 --> 00:33:27,702
ah You deal with vendors who sometimes don't do what they say they're going to do.

487
00:33:27,702 --> 00:33:29,656
And you're dealing with all of those things.

488
00:33:29,656 --> 00:33:40,814
But my goal would be on the backside of that, you find great joy in being a leader because
it is the most rewarding thing that we can do is to see other people be successful.

489
00:33:40,814 --> 00:33:42,080
do you think that is?

490
00:33:42,850 --> 00:33:49,354
I just think innately as human beings, who get, what do get more excited about giving a
gift or getting a gift?

491
00:33:50,114 --> 00:33:51,256
Some people it's different.

492
00:33:51,256 --> 00:33:52,367
Some people it's different.

493
00:33:52,367 --> 00:33:56,070
So for leaders, I think it's giving a gift.

494
00:33:56,070 --> 00:33:58,492
when you give a gift, you're so excited.

495
00:33:58,492 --> 00:34:07,440
Like my kids are, they're funny, like birthdays or Christmas or whatever, they'll be like,
dad, I got to give you your gift.

496
00:34:07,440 --> 00:34:13,064
you know, whatever it is, they're so happy and proud and they're excited to give me the
gift.

497
00:34:13,064 --> 00:34:20,640
And sometimes I remember my kid one time got a Jersey and he couldn't contain himself
because it really wasn't the Jersey he wanted.

498
00:34:20,640 --> 00:34:23,011
And if he listens to this, he'll crack up about it.

499
00:34:23,011 --> 00:34:34,406
um, he was, he wanted a Jersey that my other kid got for Christmas and you know, but I
think there's like, okay, what's next for that, for that age group of like, okay, that was

500
00:34:34,406 --> 00:34:35,206
great, but what's next?

501
00:34:35,206 --> 00:34:36,477
What's the next gift?

502
00:34:36,477 --> 00:34:43,100
And really they were probably more proud of at that, even at that age of, the gift that
they gave.

503
00:34:43,100 --> 00:34:48,780
And I feel like that's truly like a leader is more apt to want to give than to receive.

504
00:34:48,780 --> 00:34:54,858
Yeah, because I'm assuming here as a leader, I'm going through this like a well thought
out gift is impactful.

505
00:34:55,019 --> 00:34:55,520
Right?

506
00:34:55,520 --> 00:35:00,206
Like really trying to find out who someone is, but then I'm also going deeper.

507
00:35:00,247 --> 00:35:05,654
There's really not anything from a gift standpoint that Chuck needs.

508
00:35:07,766 --> 00:35:09,119
Not that you need.

509
00:35:10,430 --> 00:35:14,483
need need no okay correct need versus one correct

510
00:35:14,808 --> 00:35:23,252
But that sincere personalized letter about

511
00:35:25,494 --> 00:35:28,038
an employee's experience at your company.

512
00:35:28,558 --> 00:35:29,740
Got every one.

513
00:35:31,007 --> 00:35:32,178
Got every one of them.

514
00:35:32,178 --> 00:35:34,218
no gift that can beat that.

515
00:35:34,218 --> 00:35:35,578
That's what I'm talking about.

516
00:35:35,838 --> 00:35:41,190
See that, that's what we're speaking about, about leadership and really why it can be so
fulfilling.

517
00:35:41,454 --> 00:35:41,995
Correct.

518
00:35:41,995 --> 00:35:57,115
And, and, and seeing people, seeing that person who started as a cook, went to a kitchen
manager and, and now is, you know, five or 10 years into their career at Dewey's and what

519
00:35:57,115 --> 00:35:59,712
they've learned and how, how much they've grown as

520
00:35:59,712 --> 00:36:01,104
Isn't it the person they've become?

521
00:36:01,104 --> 00:36:02,467
That's what's special.

522
00:36:02,467 --> 00:36:04,009
How capable they are.

523
00:36:04,009 --> 00:36:06,894
Because that oozes into the rest of their life.

524
00:36:06,894 --> 00:36:07,834
Correct.

525
00:36:07,834 --> 00:36:14,377
And we have, you know, alumnus of Dewey's who are doing incredible things out there in the
world.

526
00:36:14,377 --> 00:36:16,658
And some of them not in the restaurant space.

527
00:36:16,658 --> 00:36:28,223
And a lot of times they'll come back to us and say, my foundation that I got when I was in
high school at Dewey's and the way that I was treated has impacted my life.

528
00:36:28,223 --> 00:36:36,436
So we have kids of team members who are working for us now that

529
00:36:36,686 --> 00:36:40,346
You know, their parents worked for us when they were 20 years old.

530
00:36:40,346 --> 00:36:42,526
a 27 year old company.

531
00:36:42,574 --> 00:36:45,720
Could you write the book because what's the book about?

532
00:36:45,720 --> 00:36:48,886
It's not, it's, like, um, unreasonable service or something.

533
00:36:48,886 --> 00:36:50,932
Unreasonable hospitality will Gouda.

534
00:36:50,932 --> 00:36:51,873
Yeah.

535
00:36:52,717 --> 00:36:53,656
Very good.

536
00:36:53,656 --> 00:37:02,263
So, because I said that to say, if you had to write the book, could you simplify the book
on how businesses create this?

537
00:37:02,263 --> 00:37:13,351
And you could do it from, I'm not trying to say Dewey's up here, but the fact is, that the
way that you all run and operate the business from a customer from the outside, it does

538
00:37:13,351 --> 00:37:15,653
feel a little different.

539
00:37:15,653 --> 00:37:17,034
It feels good.

540
00:37:17,098 --> 00:37:19,850
Even though I'm just going there like, that's the lunch spot today, guys.

541
00:37:19,850 --> 00:37:21,261
You want to go to Dewey's.

542
00:37:21,922 --> 00:37:23,223
It's comfortable.

543
00:37:23,444 --> 00:37:24,535
You know what you're going to get.

544
00:37:24,535 --> 00:37:26,066
The service is on point.

545
00:37:26,066 --> 00:37:26,947
The food is good.

546
00:37:26,947 --> 00:37:27,817
It feels a little different.

547
00:37:27,817 --> 00:37:33,362
And sitting in and talking to you and talking about the impact of team members and people
come back after generations.

548
00:37:33,362 --> 00:37:35,053
Not that everyone, but some.

549
00:37:35,634 --> 00:37:37,996
Is that complicated to build that?

550
00:37:37,996 --> 00:37:41,279
Or could you write the book and simplify it?

551
00:37:41,279 --> 00:37:44,882
if, if Dewey's went away tomorrow.

552
00:37:45,516 --> 00:37:48,581
and you still had it inside of you to lead an organization.

553
00:37:48,581 --> 00:37:51,260
And someone came to you and said, hey, we're going to do a startup.

554
00:37:53,560 --> 00:37:57,600
Could you implement the things that you've learned really quick and lead them?

555
00:37:57,600 --> 00:37:58,570
Yeah.

556
00:37:59,212 --> 00:38:00,433
It's, it's commitment.

557
00:38:00,433 --> 00:38:03,696
So I, it's, there's no secret.

558
00:38:03,696 --> 00:38:04,853
We can sit here and talk about it.

559
00:38:04,853 --> 00:38:12,163
I can, know, we, kind of giggle about sometimes in the organization where like, well,
yeah, anybody can make pizza.

560
00:38:12,163 --> 00:38:14,005
Anybody can do team service.

561
00:38:14,005 --> 00:38:18,940
Any, anybody can do this, but are they really, really passionate about it?

562
00:38:18,940 --> 00:38:21,032
Are they really going to stick to their guns?

563
00:38:21,032 --> 00:38:24,244
Like when somebody doesn't drop plates at a table,

564
00:38:24,354 --> 00:38:25,834
And that's part of team service.

565
00:38:25,834 --> 00:38:29,916
Are they really going to go over and coach the person and say, Hey, here's why that's
important.

566
00:38:29,916 --> 00:38:33,336
Or are they going to do the default drop the damn plates at the table?

567
00:38:33,336 --> 00:38:35,077
Don't forget it anymore.

568
00:38:36,037 --> 00:38:38,774
And the person's like, well, I don't understand why that's so important.

569
00:38:38,774 --> 00:38:41,699
I don't understand how that affects everybody else on the team.

570
00:38:41,999 --> 00:38:53,774
So I, I think the answer to your question would be, yeah, I think there's a certain
playbook that org organizations agnostic of whether it's a restaurant,

571
00:38:53,774 --> 00:38:59,254
or whether it's a sales organization, a manufacturing organization, a financial
organization.

572
00:38:59,254 --> 00:39:00,834
And we talk to those people.

573
00:39:00,834 --> 00:39:06,674
mean, I have friends who are in the financial business and some of them are like, how do
you guys do it?

574
00:39:07,734 --> 00:39:10,814
we're like, Hey, it's every day.

575
00:39:10,814 --> 00:39:12,674
It's a grind every day.

576
00:39:12,674 --> 00:39:14,674
And when I say grind, that kind of sounds bad.

577
00:39:14,674 --> 00:39:16,554
It's like, Oh, it's really, it's a hassle.

578
00:39:16,554 --> 00:39:22,454
It's a passion every day when we come in and it's no different in our office culture.

579
00:39:22,454 --> 00:39:23,736
Really it's like, Hey,

580
00:39:23,736 --> 00:39:34,408
You know, I'm not walking around in the office, you know, head down, pounding, know,
demanding anything different than what we do in the store.

581
00:39:34,408 --> 00:39:36,862
Is it just a reproduction of Kaizen?

582
00:39:36,862 --> 00:39:39,626
Of everything better all the time?

583
00:39:40,386 --> 00:39:45,229
the opportunity to do everything better and to get the input on how we can do it better
for sure.

584
00:39:45,670 --> 00:39:46,150
Yeah.

585
00:39:46,150 --> 00:39:49,533
I mean, I, I feel like where we really have grown.

586
00:39:49,533 --> 00:40:00,821
we, we do a sentiment surveys now and you know, there was a, a time where I'd get, when we
first started doing them, where I'd get so upset because you know, when you ask for it,

587
00:40:00,821 --> 00:40:07,266
you're going to get it and people are going to use their, their, uh, bring their inside
voice out and

588
00:40:07,330 --> 00:40:10,642
you take it all personally because, we all take it personally.

589
00:40:10,642 --> 00:40:15,334
It's like, Hey, you know, this is, this is kind of a bummer that we're viewed in this
light.

590
00:40:15,334 --> 00:40:23,499
And then we don't take time to look at the positive feedback and how many great things
we're doing in people's lives that are just like, love it here.

591
00:40:23,499 --> 00:40:24,540
Best job I've ever had.

592
00:40:24,540 --> 00:40:27,061
Can't believe it came from a different organization.

593
00:40:27,061 --> 00:40:33,945
And you have to take a little bit of time to look at that, but then also go, okay, what am
going to do with this information?

594
00:40:33,945 --> 00:40:36,256
What can I do with this information?

595
00:40:36,491 --> 00:40:37,708
organizationally.

596
00:40:37,708 --> 00:40:39,220
And do you even want to?

597
00:40:39,221 --> 00:40:39,451
Right?

598
00:40:39,451 --> 00:40:40,473
There has to be a desire.

599
00:40:40,473 --> 00:40:44,229
Do you want to put in the effort and the time and the commitment to improve?

600
00:40:45,072 --> 00:40:47,857
Because isn't that how you receive the feedback as well?

601
00:40:47,857 --> 00:40:48,748
Or no?

602
00:40:49,274 --> 00:40:49,774
Yeah.

603
00:40:49,774 --> 00:40:50,135
Yeah.

604
00:40:50,135 --> 00:40:55,297
So part of that is like, man, there, are some things that are at the store level.

605
00:40:55,297 --> 00:40:57,658
wish we're getting addressed at the store level.

606
00:40:58,059 --> 00:41:02,662
You know, when I said name a moose, like, Hey, I wish they were naming that moose on a
daily basis.

607
00:41:02,662 --> 00:41:05,733
And sometimes maybe they have, and they just haven't gotten the response they want.

608
00:41:05,733 --> 00:41:11,807
So this is an opportunity for them to, to say it directly to us as an, a leadership, uh
leadership of the company.

609
00:41:11,807 --> 00:41:15,248
And then it gives us the ability to go, Hmm, we need to think about that.

610
00:41:15,248 --> 00:41:16,369
We need to investigate that.

611
00:41:16,369 --> 00:41:18,242
We need to think about ways we can.

612
00:41:18,242 --> 00:41:31,332
modify and especially when it's mentioned more than one, two, three, four, five times and
it's across several stores or across several markets, then there's a lot of truth to it.

613
00:41:31,332 --> 00:41:33,944
like, can we do, how can we be better?

614
00:41:33,944 --> 00:41:35,035
How can we be next level?

615
00:41:35,035 --> 00:41:39,178
How can we, another one of our purpose statements, how can we nourish our community?

616
00:41:40,718 --> 00:41:47,020
When something changes in people's brain, when they look at problems as opportunities,
there's something that happens there.

617
00:41:47,020 --> 00:41:47,661
Right?

618
00:41:47,661 --> 00:41:49,281
I've learned that personally, right?

619
00:41:49,281 --> 00:41:55,964
As a leader, even before that in sales, if you look at every moment, even the ones that
used to take personal, right?

620
00:41:55,964 --> 00:42:02,586
If you look at all of them as an opportunity, instead of something you have to defend,
growth can be exponential.

621
00:42:04,866 --> 00:42:05,967
perspective.

622
00:42:05,967 --> 00:42:13,830
So, and I will tell you, I think I've matured in this probably in the last few years is
it's all perspective.

623
00:42:13,830 --> 00:42:16,831
It's all somebody's perspective.

624
00:42:16,831 --> 00:42:23,994
And I truly believe the human spirit is good and there's not a bunch of people that are
just really out there trying to be negative.

625
00:42:23,994 --> 00:42:28,936
So there's something that's happening to somebody that their perspective is.

626
00:42:28,936 --> 00:42:29,927
It's not right.

627
00:42:29,927 --> 00:42:30,887
It's not great.

628
00:42:30,887 --> 00:42:32,478
It's not next level.

629
00:42:32,478 --> 00:42:33,248
And

630
00:42:33,292 --> 00:42:39,084
How do we think about, how do we just take that perspective and think about that
perspective of that team member?

631
00:42:39,084 --> 00:42:43,472
And the best way embracing it, just saying, share with me why that's the way you're
thinking about it.

632
00:42:43,515 --> 00:42:44,588
Tell me more.

633
00:42:44,588 --> 00:42:44,978
Yeah.

634
00:42:44,978 --> 00:42:46,640
At 1400, it's a lot.

635
00:42:46,640 --> 00:42:55,967
It, it, it, but that's why I say like at the store level, if that was coming to the
management team and then that management brought it to the regional manager and we could

636
00:42:55,967 --> 00:42:57,188
act on it.

637
00:42:57,228 --> 00:42:58,189
Awesome.

638
00:42:58,189 --> 00:43:05,405
Cause then we get these micro improvements all the time versus when we do the sentiment
survey, my goodness.

639
00:43:05,405 --> 00:43:14,702
Now we have this and what we do, we, we bring them to our strategic meeting and we talk
about like the key

640
00:43:15,127 --> 00:43:25,216
takeaways from the sentiment survey and we say, okay, what are we going to do not just to
change the sentiment, but to really improve the organization and the business.

641
00:43:25,582 --> 00:43:29,329
um How the heck does somebody become a CEO?

642
00:43:30,152 --> 00:43:31,454
How's that happen?

643
00:43:32,398 --> 00:43:36,480
That's a lifelong learner.

644
00:43:37,460 --> 00:43:46,024
To me, my story would be, I started out in the restaurant business when I was in college.

645
00:43:46,024 --> 00:43:48,445
I was in college, I was gonna go in the medical field.

646
00:43:48,445 --> 00:43:49,355
I wanted to be a doctor.

647
00:43:49,355 --> 00:43:50,396
Actually, I wanted to be a surgeon.

648
00:43:50,396 --> 00:43:52,126
I like to work with my hands.

649
00:43:52,327 --> 00:43:58,269
Kind of my two things that I wanted in a career were I wanted to work with people and I
wanted to work with my hands.

650
00:43:58,269 --> 00:44:00,980
So I was gonna be a surgeon.

651
00:44:01,408 --> 00:44:10,282
And then I got into the restaurant business after my sophomore year in South Carolina and
got to work in a kitchen, hundred degrees every day.

652
00:44:10,282 --> 00:44:13,123
And our air conditioner was a screen door.

653
00:44:13,483 --> 00:44:14,683
I loved it.

654
00:44:14,724 --> 00:44:17,025
And I got to work with my hands.

655
00:44:17,025 --> 00:44:19,005
I got to work with people.

656
00:44:19,106 --> 00:44:20,566
I learned something new.

657
00:44:20,566 --> 00:44:30,150
uh I worked a lot of hours, made some decent money, lived with four other guys in an
apartment and uh

658
00:44:30,830 --> 00:44:31,530
That's what I did.

659
00:44:31,530 --> 00:44:36,590
Then the next summer I went back, worked for the same person and fell in love with it.

660
00:44:36,590 --> 00:44:38,790
So really that's what drove my passion.

661
00:44:38,790 --> 00:44:49,550
I ended up graduating from university Dayton with a business degree, um, went down and
worked after summer for the same people I were for that after graduating and then work for

662
00:44:49,550 --> 00:44:53,350
the same people I worked for, uh, in the summer times.

663
00:44:54,670 --> 00:44:57,750
And, um, that didn't last a real long time.

664
00:44:57,750 --> 00:44:58,018
had a,

665
00:44:58,018 --> 00:44:58,729
couple other jobs.

666
00:44:58,729 --> 00:44:59,549
And then I was like, you know what?

667
00:44:59,549 --> 00:45:02,952
I want to go back and really get a degree in culinary arts.

668
00:45:02,952 --> 00:45:05,234
I really liked cooking food.

669
00:45:05,234 --> 00:45:15,792
Um, I like the, the process was pretty cool and watching it come from an idea to fruition
was cool and having a hand in it.

670
00:45:15,792 --> 00:45:24,680
Uh, but the seeing people be happy, I never, I, I'll never forget the first time I came
back and I was like, mom, dad, I'm going to make you a marinara sauce.

671
00:45:24,680 --> 00:45:27,702
And I wasn't a big Italian food fan.

672
00:45:27,702 --> 00:45:30,143
I had no idea what marinara sauce was.

673
00:45:30,143 --> 00:45:35,846
So I made this marinara sauce and I watched my parents eat it I was like, my goodness,
they're really enjoying this.

674
00:45:35,846 --> 00:45:37,668
It was, it was so cool for me.

675
00:45:37,668 --> 00:45:47,353
So I went to culinary school, um, had a couple of different jobs in Cincinnati, worked at,
the Omni hotel, uh, at orchids, worked in the banquet kitchen there, got to learn a lot of

676
00:45:47,353 --> 00:45:48,564
really, really good stuff.

677
00:45:48,564 --> 00:45:56,686
And all along it was, and my dad told me this, my dad, you know, he didn't live a long
life, but he told me, said, be a

678
00:45:56,686 --> 00:46:00,668
constant learner, observe and understand.

679
00:46:00,668 --> 00:46:03,870
And when you, when you're not learning, move on.

680
00:46:03,870 --> 00:46:13,255
So if you've sapped it all out of an organization or you've sapped it all out of the
leader you're working with or for move along.

681
00:46:13,696 --> 00:46:18,138
And I did, I had several jobs in restaurants.

682
00:46:18,138 --> 00:46:19,519
I learned and learned and learned.

683
00:46:19,519 --> 00:46:25,826
learned what the things I didn't like as much as I learned the things I really did like.

684
00:46:25,826 --> 00:46:32,148
And I've seen it in organizations where leaders, good leaders do great things and bad
leaders.

685
00:46:32,148 --> 00:46:33,088
They're leading people.

686
00:46:33,088 --> 00:46:35,468
They're just leading people in a bad way.

687
00:46:35,489 --> 00:46:45,551
So I think that's all part of the journey, but ultimately like I loved what I did and I
found that passion.

688
00:46:45,551 --> 00:46:54,006
so working 60, while I was in school, working 60 hours a week while in school, it was just
what I did.

689
00:46:54,006 --> 00:46:55,440
And the,

690
00:46:55,566 --> 00:47:00,766
I love golf, like golf took a, a side, a step back.

691
00:47:01,426 --> 00:47:06,986
Um, my next job, when I got married, was traveling all over the country.

692
00:47:06,986 --> 00:47:12,126
I had restaurants in San Diego, Miami, Detroit, Cleveland, Philadelphia.

693
00:47:12,126 --> 00:47:15,186
was on an airplane, 120,000 miles a year.

694
00:47:15,666 --> 00:47:18,066
And my family life took a backseat.

695
00:47:18,066 --> 00:47:23,206
Uh, it was, and I said, I've been married for 30 years and that was probably the most.

696
00:47:23,726 --> 00:47:31,266
intense our relationship was because every, and we had, we had our first son while I was
on the, I was at home when he was born, but I was on.

697
00:47:32,766 --> 00:47:33,226
Yeah.

698
00:47:33,226 --> 00:47:41,346
And when I would come home and my wife would be with our son all the time and I'd walk,
I'd walk in the door and she'd be like, let's go out.

699
00:47:41,346 --> 00:47:47,046
I'd be like, I just want to be in my, my, my home.

700
00:47:47,186 --> 00:47:53,070
So there's a lot of different things and sacrifices you make and, and ultimately

701
00:47:53,070 --> 00:47:55,681
You look at it you go, okay, is it worth it?

702
00:47:55,681 --> 00:48:01,294
And we have a uh value and I'm very aligned with this value is there's balance in work and
life.

703
00:48:01,414 --> 00:48:02,584
It's not work-life balance.

704
00:48:02,584 --> 00:48:03,955
There's balance in work and life.

705
00:48:03,955 --> 00:48:06,016
And sometimes we get out of balance.

706
00:48:06,016 --> 00:48:10,638
We have too much work and not enough of what we consider life.

707
00:48:10,678 --> 00:48:14,380
And it's our job personally to get back to that balance.

708
00:48:14,380 --> 00:48:19,022
And how do we as leaders get back to that balance, the right balance so we can be the best
leader possible.

709
00:48:19,022 --> 00:48:21,644
That might be the biggest trigger word in business right now.

710
00:48:21,644 --> 00:48:27,670
Cause all these leaders, you share that with these big time CEOs that we know their name
and they laugh at it.

711
00:48:27,670 --> 00:48:38,059
Even, um I forget her name, but in Hinder or something, she was the CEO of Pepsi and her
story, she said, every time someone asked her about balance, this is her.

712
00:48:38,059 --> 00:48:40,061
this, can have debate around these things, right?

713
00:48:40,061 --> 00:48:42,744
It's just sitting just about like everybody agreeing.

714
00:48:42,744 --> 00:48:44,044
She laughed.

715
00:48:44,225 --> 00:48:46,026
She said, what do mean?

716
00:48:47,766 --> 00:48:56,673
She said, your idea, I'm paraphrasing here for her, but your idea of balance, I don't get
to have that with my position.

717
00:48:56,954 --> 00:49:00,938
So you have to understand the perspective of every position.

718
00:49:00,938 --> 00:49:03,880
So my balance is a CEO of PepsiCo.

719
00:49:04,541 --> 00:49:06,082
I'm working seven days a week.

720
00:49:06,082 --> 00:49:07,944
There's always things on fire.

721
00:49:07,944 --> 00:49:09,926
People are always called, there's always things.

722
00:49:09,926 --> 00:49:15,190
So if you're looking for a 40 hour a week balance, wherever that came from,

723
00:49:15,522 --> 00:49:18,138
You need to make sure you align that with the responsibilities of you have.

724
00:49:18,138 --> 00:49:19,371
You want to say something about this, but.

725
00:49:19,371 --> 00:49:21,094
um

726
00:49:22,742 --> 00:49:27,846
On the way to being great, everything in my life doesn't seem like it's been balanced.

727
00:49:28,968 --> 00:49:29,598
But it's okay.

728
00:49:29,598 --> 00:49:32,190
This is a great conversation about this.

729
00:49:32,230 --> 00:49:38,633
I think, individuals need to determine that for themselves, not organizations.

730
00:49:38,733 --> 00:49:48,477
So if, and if the organization doesn't fit or the individual doesn't fit with what the
expectations of the job are, then that's different.

731
00:49:48,617 --> 00:50:00,462
But if you're signing up for it, you know it, you know what it's going to take, or you're
signing up for a career and you're saying, Hey, I want to really grow in my career.

732
00:50:00,462 --> 00:50:11,142
and I want to be a leader or an executive or whatever, you there, there's a, there might
be a different balance in that and what it takes to get the job done.

733
00:50:11,442 --> 00:50:16,002
And, the passion for doing that is really what is important.

734
00:50:16,382 --> 00:50:20,542
So my, my, look, I'm up at five, five 30 in the morning.

735
00:50:20,542 --> 00:50:24,782
Some people might say that's crazy, but for me that's balance.

736
00:50:24,782 --> 00:50:29,976
I don't, if I laid in bed until eight, I'd be like, Oh, what is

737
00:50:29,976 --> 00:50:31,655
What's going on here?

738
00:50:32,076 --> 00:50:33,715
Is balance a feeling?

739
00:50:37,166 --> 00:50:38,766
Yeah, probably.

740
00:50:38,946 --> 00:50:45,706
Probably like, and we know, like I know when I get out of bounds and I get, I get burned
out and I'm not the best.

741
00:50:45,706 --> 00:50:49,246
And you know, when I get really stressed, I get short with people.

742
00:50:49,786 --> 00:50:55,786
And so you have to, you have to nourish that part of your, your soul as well.

743
00:50:55,786 --> 00:50:57,546
You can't like they're in there.

744
00:50:57,546 --> 00:51:01,126
Like I say, I can't, cause I can't say what you can do.

745
00:51:01,126 --> 00:51:06,358
I can say, I can't work a hundred hours a week and give my best.

746
00:51:06,358 --> 00:51:09,622
I can work a hundred hours a week for a period of time.

747
00:51:09,622 --> 00:51:14,617
When I used to do restaurant openings in my, my past career, I'd be on the road.

748
00:51:14,617 --> 00:51:16,089
I'd spend 30 days on the road.

749
00:51:16,089 --> 00:51:17,851
I'd spend seven days a week working.

750
00:51:17,851 --> 00:51:20,633
And those were 12 to 13, 14 hour days.

751
00:51:20,934 --> 00:51:22,706
And that's what it took to get the job done.

752
00:51:22,706 --> 00:51:24,478
I knew it was a sprint though.

753
00:51:24,478 --> 00:51:28,236
And I knew at the end of that sprint, I was probably going to take a little bit of time
off.

754
00:51:28,236 --> 00:51:33,036
Was that important to your development though of the the Chuck sitting here today?

755
00:51:33,178 --> 00:51:33,789
Percent.

756
00:51:33,789 --> 00:51:37,006
See, that's the that's the tough part of this conversation, right?

757
00:51:37,006 --> 00:51:37,626
Yeah.

758
00:51:37,626 --> 00:51:42,906
And if I wasn't willing to do it and I said, Hey, that's 40 hours.

759
00:51:42,906 --> 00:51:46,468
You're gonna limit the height that you rise to.

760
00:51:46,468 --> 00:51:47,609
That's my perspective.

761
00:51:47,609 --> 00:51:51,101
That's what I've seen, not just in my experience, and so many other people I've talked to.

762
00:51:51,101 --> 00:51:57,013
You just have to understand by these decisions that you make in life, there are future
implications.

763
00:52:01,620 --> 00:52:10,484
Almost any outcome without some extraordinary happening that wasn't seen can be reverse
engineered.

764
00:52:14,732 --> 00:52:19,126
And whether or not that person wants to change the ingredients that need to go in.

765
00:52:19,126 --> 00:52:20,327
No, no, no, no.

766
00:52:20,327 --> 00:52:25,971
This is how the thing over time, time after time, after time, this is what the journey
looks like.

767
00:52:27,153 --> 00:52:29,725
You could probably take someone in one of your stores.

768
00:52:29,725 --> 00:52:38,462
If someone is this happens at times, I bet some young person, one of your stores, maybe
it's 19.

769
00:52:39,343 --> 00:52:43,606
They have energy and inspiration and they're like, Hey,

770
00:52:43,810 --> 00:52:44,531
How do I do this?

771
00:52:44,531 --> 00:52:45,332
How do I become this?

772
00:52:45,332 --> 00:52:46,775
How do I become a general manager?

773
00:52:46,775 --> 00:52:52,423
How do I, you actually could reverse engineer exactly how they could go from where they
are.

774
00:52:52,423 --> 00:52:53,365
Couldn't you?

775
00:52:53,365 --> 00:52:54,666
To where they want to be.

776
00:52:56,434 --> 00:53:11,900
the, the definitely a roadmap, but, but again, there's so much that comes along the road
of trips and falls and like being resilient to the point that you have the accountability,

777
00:53:11,900 --> 00:53:13,521
you're not going to fail.

778
00:53:13,521 --> 00:53:17,243
I mean, not fail, not fail on a grand scale.

779
00:53:17,243 --> 00:53:18,707
because resilience is coming back.

780
00:53:18,707 --> 00:53:21,162
It's like just you did the thing, didn't go well.

781
00:53:21,162 --> 00:53:22,135
Do you want to be better?

782
00:53:22,135 --> 00:53:22,989
OK, we'll get back up.

783
00:53:22,989 --> 00:53:23,944
Let's do it again.

784
00:53:23,944 --> 00:53:25,228
You're not, you're not, exactly.

785
00:53:25,228 --> 00:53:29,604
And you're not too proud to say, yeah, that I screwed that up.

786
00:53:29,806 --> 00:53:38,557
Because what do you look for that next person who's going to be, I don't know what the
level is below sweet C-suite for you guys, but probably like a VP of something.

787
00:53:38,557 --> 00:53:42,262
People like titles making something.

788
00:53:42,262 --> 00:53:47,477
What do you look for for that person in that, that next VP level?

789
00:53:47,477 --> 00:53:48,780
What are you, what are you looking for?

790
00:53:48,780 --> 00:53:49,110
Yeah.

791
00:53:49,110 --> 00:53:52,272
I mean, and this is kind of everybody in the organization.

792
00:53:52,272 --> 00:53:53,773
Are you open-minded?

793
00:53:53,773 --> 00:54:01,617
Can you, can you listen to understand here, either choose to change or not to change?

794
00:54:02,158 --> 00:54:04,639
And then do you have, are you goal directed?

795
00:54:04,759 --> 00:54:16,798
And if you, if you can do those two things, it's, and you really can listen and be
open-minded about things and you can really, uh,

796
00:54:16,798 --> 00:54:18,700
set goals and really their goals.

797
00:54:18,700 --> 00:54:21,602
not, they're not, I call them BS goals.

798
00:54:21,602 --> 00:54:24,824
They're not BS goals that just sound good.

799
00:54:25,025 --> 00:54:29,529
They're actually goals that are going to help you get to where you want to go.

800
00:54:29,529 --> 00:54:33,222
And there are sometimes there are stretches and sometimes they're difficult.

801
00:54:33,222 --> 00:54:38,316
And sometimes you might fail, but you're never going to fail to get there.

802
00:54:38,316 --> 00:54:46,200
Um, that to me is, those are two key ingredients of somebody who, if I was looking at
somebody, I'd be like,

803
00:54:46,284 --> 00:54:46,424
Yeah.

804
00:54:46,424 --> 00:54:47,515
You know what?

805
00:54:47,857 --> 00:54:49,318
Something happened.

806
00:54:49,800 --> 00:54:53,265
They didn't say, I'm out of office.

807
00:54:53,265 --> 00:54:56,008
They took care of it and they made sure it happened.

808
00:54:56,269 --> 00:54:57,210
Yeah.

809
00:54:58,232 --> 00:54:59,914
Sense of leadership too.

810
00:54:59,931 --> 00:55:01,692
But you got to own the thing, right?

811
00:55:01,692 --> 00:55:02,562
You got to own the thing.

812
00:55:02,562 --> 00:55:03,872
You can disagree.

813
00:55:03,872 --> 00:55:04,323
It's okay.

814
00:55:04,323 --> 00:55:10,794
But you got to because I don't think it's any different than seeing the trash needs to be
taken out regardless of your role.

815
00:55:10,794 --> 00:55:14,115
You see it, you take ownership of the thing and you make it happen.

816
00:55:14,115 --> 00:55:15,696
I'm sure you can lead as well.

817
00:55:15,696 --> 00:55:23,764
But ownership to me, when I look around my companies, when I'm running, it is important
that we take individual responsibility.

818
00:55:23,764 --> 00:55:26,656
on the things that we've accepted that we're responsible for.

819
00:55:26,656 --> 00:55:27,527
Yes.

820
00:55:27,527 --> 00:55:28,958
And that's the ownership piece.

821
00:55:28,958 --> 00:55:34,001
And also what that entity and that organization, what that team needs, they need you to do
that well.

822
00:55:34,722 --> 00:55:42,487
Because if you don't do it well, someone else, it's either going to suffer or someone else
is going to have to step in and take away from their thing to have to make up for the

823
00:55:42,487 --> 00:55:43,467
difference.

824
00:55:43,608 --> 00:55:43,868
Right?

825
00:55:43,868 --> 00:55:49,172
That sense of ownership, if everybody has it now, you can own it and make sure you have a
good outcome in that role.

826
00:55:49,172 --> 00:55:52,064
And then leadership, we could put that stuff in too, right?

827
00:55:52,064 --> 00:55:52,744
But

828
00:55:53,058 --> 00:55:53,918
Yeah.

829
00:55:53,918 --> 00:55:58,921
And sometimes like where I get a little sideways on the ownership is like this sense of
ownership.

830
00:55:58,921 --> 00:56:05,091
Is it a sense of I own a chunk of the business or I own my decision.

831
00:56:05,091 --> 00:56:06,706
I own my outcome.

832
00:56:06,706 --> 00:56:12,369
And when we think about it from that perspective of I own my decision, so I'm accountable.

833
00:56:12,369 --> 00:56:13,670
I own my outcome.

834
00:56:13,670 --> 00:56:14,791
I'm accountable.

835
00:56:14,791 --> 00:56:17,112
And I have that and I go back to the Oz principle.

836
00:56:17,112 --> 00:56:20,864
I have that internal self accountability to make sure that

837
00:56:21,378 --> 00:56:27,212
we're having a good result for our team, our consumers, and for the greater good of what
we're doing.

838
00:56:27,212 --> 00:56:36,740
Yes, you like leadership versus ownership, but I'm thinking about listening to your guys
organization and it seems like there is clarity about what everybody's supposed to be

839
00:56:36,740 --> 00:56:37,130
doing.

840
00:56:37,130 --> 00:56:41,474
Maybe you would frame it differently, but is there clarity around the roles?

841
00:56:41,474 --> 00:56:42,275
Yes.

842
00:56:42,275 --> 00:56:42,982
is clarity.

843
00:56:42,982 --> 00:56:43,175
100%.

844
00:56:43,175 --> 00:56:43,736
Yeah.

845
00:56:43,736 --> 00:56:53,123
So there's no, not too often there's anything that people don't understand about, Hey,
when I come in today, whatever the thing that we've signed up for, when I come in today,

846
00:56:53,123 --> 00:56:55,846
this is what a successful day looks like for me.

847
00:56:55,846 --> 00:56:56,535
Yeah.

848
00:56:56,535 --> 00:56:57,302
Right.

849
00:56:57,302 --> 00:57:01,464
And in any business, the same thing, like why do we have purpose and values, independent
decision making?

850
00:57:01,464 --> 00:57:06,427
So there are going to be these other decisions you have to make that we don't have on a
playbook.

851
00:57:06,467 --> 00:57:12,761
you know, and by my sarcasm would be like, Hey, we don't have a playbook when somebody has
to go to the restroom.

852
00:57:12,761 --> 00:57:14,411
Like, what do do?

853
00:57:15,292 --> 00:57:15,653
Yeah.

854
00:57:15,653 --> 00:57:17,373
We hope, we hope you're coming in with that.

855
00:57:17,373 --> 00:57:25,304
Um, but, but yeah, there's checklist, there's, you know, a way we're greeting the table.

856
00:57:25,304 --> 00:57:27,677
There's a recipe for the pizza.

857
00:57:27,677 --> 00:57:33,743
There's a time frame that the Pete like for our dining pizzas or our salads are out in
five minutes.

858
00:57:33,743 --> 00:57:35,885
Our pizzas are out in 15 minutes.

859
00:57:35,885 --> 00:57:38,228
We know when they're out in 15 minutes or less.

860
00:57:38,228 --> 00:57:40,250
And we know when our salads are out in five minutes or less.

861
00:57:40,250 --> 00:57:43,033
And that's an accountability that everybody in the business has.

862
00:57:43,033 --> 00:57:44,086
ah

863
00:57:44,086 --> 00:57:46,027
That's way I speak to ownership.

864
00:57:46,027 --> 00:57:53,592
You just know when you're in this role, because we can't say, can't be a bunch of woo woo,
like, we just hope everybody, we hope it works out well.

865
00:57:53,592 --> 00:57:57,494
It's like, no, listen, like, you're supposed to be doing this, this is the job you
accepted.

866
00:57:57,494 --> 00:57:59,175
I'm supposed to be doing this.

867
00:57:59,175 --> 00:58:02,877
I have to make sure that I really hit the targets on these things.

868
00:58:02,897 --> 00:58:03,247
Right?

869
00:58:03,247 --> 00:58:11,552
mean, and so if we do it, if you accept that, there's just not an opportunity for too many
excuses.

870
00:58:12,374 --> 00:58:13,475
No, no.

871
00:58:13,475 --> 00:58:16,279
Like I say, there is a reason or an excuse.

872
00:58:16,279 --> 00:58:19,813
So they might have a reason and that's a legitimate thing.

873
00:58:19,813 --> 00:58:21,445
Or is it just an excuse?

874
00:58:21,445 --> 00:58:26,521
Like, Hey, that didn't happen because like that, that table didn't have their pizza in 15
minutes.

875
00:58:26,521 --> 00:58:27,832
Cause I dropped it in the kitchen.

876
00:58:27,832 --> 00:58:28,533
Okay.

877
00:58:28,533 --> 00:58:29,704
There's a reason.

878
00:58:30,710 --> 00:58:38,997
Um, what approach do you take in leadership when someone isn't performing at a level that
you expected them?

879
00:58:38,997 --> 00:58:40,278
Expectations are weird.

880
00:58:40,278 --> 00:58:42,479
I try not to have too many of them anymore.

881
00:58:42,570 --> 00:58:48,324
I try not to, like, I'm really trying to tell my brain don't have expectations.

882
00:58:48,845 --> 00:58:49,755
Is that good or bad?

883
00:58:49,755 --> 00:58:50,550
think it's bad.

884
00:58:50,550 --> 00:58:51,784
Okay.

885
00:58:51,784 --> 00:58:52,971
feel like...

886
00:58:55,768 --> 00:59:02,083
you know, if we have greater expectations and somebody has of themselves, then that's
where it becomes a conflict.

887
00:59:02,304 --> 00:59:07,438
And that's why asking, asking the question and saying, Hey, what is it you want?

888
00:59:07,438 --> 00:59:11,781
Like I might see something in somebody where I'm like, my God, they're a great leader.

889
00:59:11,781 --> 00:59:13,643
They have these innate abilities.

890
00:59:13,643 --> 00:59:17,216
They're, they don't even, they don't, people just follow them.

891
00:59:17,216 --> 00:59:25,082
And, for a good reason for, for their work ethic and for what they're doing and for the
way that they're accomplishing their job and for the way they communicate with the people.

892
00:59:25,358 --> 00:59:26,459
And that could be a server.

893
00:59:26,459 --> 00:59:27,369
That could be a cook.

894
00:59:27,369 --> 00:59:28,620
That could be a manager.

895
00:59:28,620 --> 00:59:31,782
And I'm like, I see so much in them, but you know what?

896
00:59:31,782 --> 00:59:37,344
Their, their desire to move up in the organization might not be there.

897
00:59:37,765 --> 00:59:39,086
And that's okay.

898
00:59:39,086 --> 00:59:43,828
Like, but I might have the expectation like, my God, they're such a great leader.

899
00:59:43,828 --> 00:59:47,240
Let's, they need to get, they need to move up in the organization or they need to move up.

900
00:59:47,240 --> 00:59:52,153
And they're perfectly happy and content with what they're doing, which is great.

901
00:59:52,153 --> 00:59:54,124
Which is, which is a,

902
00:59:54,124 --> 00:59:57,256
That's happiness and individual happiness.

903
00:59:57,297 --> 00:59:58,979
We can't dictate that.

904
00:59:58,979 --> 01:00:05,364
I can't dictate that because I don't know 1200, 1400 people, like what makes each person
happy?

905
01:00:05,364 --> 01:00:09,348
There's probably 1400 answers for what makes people happy.

906
01:00:09,348 --> 01:00:14,892
What we, what we, what we can control is the environment, the culture of what we have.

907
01:00:15,113 --> 01:00:18,055
And that's not easy either.

908
01:00:18,216 --> 01:00:21,098
And getting people, you know, like, Hey,

909
01:00:21,174 --> 01:00:23,070
I want to work in this environment, in this culture.

910
01:00:23,070 --> 01:00:26,720
This is what I'm signing up for and they're living up to what I signed up for.

911
01:00:27,224 --> 01:00:30,386
So it's easy to say you have expectations of locations.

912
01:00:30,892 --> 01:00:32,108
Is that correct?

913
01:00:32,108 --> 01:00:32,538
Yeah.

914
01:00:32,538 --> 01:00:37,821
I mean the, the mechanical systems, have expectations that people are following the
systems.

915
01:00:37,821 --> 01:00:38,281
Yeah.

916
01:00:38,281 --> 01:00:46,436
And when those systems are not being followed, uh, you know, then we end up with bad
results sometimes because then it's the individual.

917
01:00:46,436 --> 01:00:49,647
always, this is, I didn't make this up.

918
01:00:49,908 --> 01:00:51,589
I, I, I really didn't.

919
01:00:51,589 --> 01:00:54,530
Um, I forget what the word is.

920
01:00:54,650 --> 01:00:56,791
uh urban legend.

921
01:00:56,791 --> 01:01:01,734
So when, when we introduce urban legend, this is how we do it over here.

922
01:01:02,080 --> 01:01:05,734
So there's 50 pepperonis on a large pepperoni pizza.

923
01:01:05,734 --> 01:01:08,297
You guys have decided there's going to be 43.

924
01:01:08,297 --> 01:01:15,436
ah so that's, that's, that's a system that we have there for a reason.

925
01:01:15,436 --> 01:01:16,707
That's the expectation.

926
01:01:16,707 --> 01:01:20,291
Now, if somebody wants to offer an improvement to that and say, Hey, I got a better idea.

927
01:01:20,291 --> 01:01:22,842
We should put 51 on and here's why.

928
01:01:22,842 --> 01:01:24,104
That's the important part, right?

929
01:01:24,104 --> 01:01:24,474
Yeah.

930
01:01:24,474 --> 01:01:25,165
Here's why.

931
01:01:25,165 --> 01:01:25,505
Right.

932
01:01:25,505 --> 01:01:28,189
Here's the market research that I've seen that we should do this.

933
01:01:28,189 --> 01:01:28,629
Right.

934
01:01:28,629 --> 01:01:30,190
Hey, thanks for tuning in.

935
01:01:30,271 --> 01:01:37,980
If you like these types of conversations, be sure to follow the necessary entrepreneur on
your favorite platform so you never miss out on future content.

936
01:01:37,980 --> 01:01:40,012
What advice do you give your kids?

937
01:01:40,152 --> 01:01:40,983
same advice.

938
01:01:40,983 --> 01:01:51,311
Um, you know, it's, is interesting cause I have two of my sons that are out in the work
world now and I, I've encouraged them to be lifelong learners.

939
01:01:51,312 --> 01:02:02,092
I, I'm not a, a, a pressure dad where like I just, because I do look at them and I go,
man, there's, you guys have so much potential there.

940
01:02:02,092 --> 01:02:03,783
They're way smarter than I am.

941
01:02:03,783 --> 01:02:07,296
Um, they get that from their mom and

942
01:02:08,760 --> 01:02:17,796
they have so much potential and what their priorities are sometimes don't align with what
I think their priorities should be, but they're their priorities are not my priorities.

943
01:02:17,916 --> 01:02:23,090
And so I just encourage them to, Hey, if you're not happy, be happy.

944
01:02:23,090 --> 01:02:31,266
And I think as parents, that's the greatest thing is if your kids are happy, um, that
makes me happy.

945
01:02:31,266 --> 01:02:35,639
And I, I don't really care what makes them happy.

946
01:02:35,639 --> 01:02:37,870
If they can find happiness,

947
01:02:38,380 --> 01:02:39,914
And I think I would say that about our team.

948
01:02:39,914 --> 01:02:42,109
Like, I just want you to be happy.

949
01:02:42,109 --> 01:02:48,770
And if this makes you happy and what we're doing makes you happy and how we're doing it
makes you happy, awesome.

950
01:02:48,770 --> 01:02:51,521
Do we to define happy or we all just know what it is?

951
01:02:52,576 --> 01:02:55,394
I'm not going to define happy for anybody else but me.

952
01:02:55,394 --> 01:02:57,880
but when you say for your sons, I just want them to be happy.

953
01:02:57,880 --> 01:03:01,956
there's difference between like what I would say financial success and happiness.

954
01:03:01,956 --> 01:03:05,931
And when we think about financial success, for some people that breeds happiness.

955
01:03:05,931 --> 01:03:14,744
For some people just bring breeds stress and a whole lot of other issues that come along
with financial success.

956
01:03:14,744 --> 01:03:16,445
What do think that happiness thing is though?

957
01:03:16,445 --> 01:03:17,705
I've really been on a search for this.

958
01:03:17,705 --> 01:03:19,076
Like, what is that?

959
01:03:19,076 --> 01:03:24,618
Because you know how we have these words like hard work and I said, what is that?

960
01:03:24,618 --> 01:03:35,481
it, so when we say happiness, if we say it, are we talking about the meaning of a word
that we can look up in a dictionary or when you say it, do the people interpret the

961
01:03:35,481 --> 01:03:37,332
definition, meaning to them?

962
01:03:37,538 --> 01:03:38,638
Yeah, I think so.

963
01:03:38,638 --> 01:03:44,780
mean, what Victor Frankl, Man's Search for Meaning, like, okay, what is my meaning in
life?

964
01:03:44,780 --> 01:03:49,401
And that's going to be different than probably everybody else's meaning in life.

965
01:03:49,401 --> 01:03:57,894
You know, like my balance and the way that I, my family and I interact is going to be
different than some other people.

966
01:03:57,894 --> 01:04:06,904
So, you know, like we, I read a lot of books and you take snippets, like there's no way
that I'm going to be like,

967
01:04:06,904 --> 01:04:12,161
Colin Powell or like, uh, Phil Jackson from the Chicago bulls.

968
01:04:12,161 --> 01:04:18,249
Like that's not, that's not going to be my MO, but can I take little things from them to
go, Hey, I might try that.

969
01:04:18,560 --> 01:04:22,075
I tried that and that just didn't work for me.

970
01:04:22,075 --> 01:04:23,716
And that's okay.

971
01:04:24,622 --> 01:04:27,027
m I just know that

972
01:04:29,314 --> 01:04:31,500
the moments of happiness in my life.

973
01:04:32,687 --> 01:04:35,144
were moments where I wasn't happy to get there.

974
01:04:35,640 --> 01:04:36,430
Yeah.

975
01:04:37,571 --> 01:04:37,912
Yeah.

976
01:04:37,912 --> 01:04:39,623
And it comes along the way.

977
01:04:39,623 --> 01:04:43,056
like, I've been married for 30 years.

978
01:04:43,056 --> 01:04:43,396
my God.

979
01:04:43,396 --> 01:04:44,777
You've got a great relationship.

980
01:04:44,777 --> 01:04:47,539
Well, I've worked at it.

981
01:04:47,539 --> 01:04:53,814
We know how to fight and we, we try not to, I say we try cause I'm the worst at it.

982
01:04:53,814 --> 01:04:55,845
We try not to fight to win.

983
01:04:56,812 --> 01:04:57,523
Mr.

984
01:04:59,223 --> 01:05:02,735
Um, but my wife is fantastic at it.

985
01:05:02,735 --> 01:05:06,236
She's because she, she just comes from a place of love.

986
01:05:07,122 --> 01:05:13,273
um, you know, the movie, pursuit of happiness, Will Smith and the whole nine yards.

987
01:05:13,273 --> 01:05:20,626
There's a lot of struggle in there, but there's also something about this idea about
happiness in the pursuit.

988
01:05:23,969 --> 01:05:26,022
I could define my life more that way.

989
01:05:27,616 --> 01:05:28,680
Enjoying the struggle?

990
01:05:28,680 --> 01:05:29,471
Yeah.

991
01:05:29,878 --> 01:05:31,654
knowing that um

992
01:05:33,954 --> 01:05:39,916
The person I'm becoming and the level of capabilities that I'm developing for whatever is
to come.

993
01:05:39,916 --> 01:05:51,959
Um, I'm building a better infrastructure on me dictating and deciding how I'm going to
feel, how I'm going to process these things for me to intentionally evolve what my

994
01:05:51,959 --> 01:05:54,140
philosophy is on what this life should be.

995
01:05:54,140 --> 01:06:02,412
Um, and so all the great things that have come in my life that I've been able to impact me
and others.

996
01:06:03,394 --> 01:06:08,485
They were really hard because I had to do some things that weren't comfortable in that I
didn't know how to do at the time.

997
01:06:08,485 --> 01:06:13,344
Every single time on the other side are really hard is some good stuff.

998
01:06:13,538 --> 01:06:15,792
Was that like, and then I'll be the interviewer for a second.

999
01:06:15,792 --> 01:06:18,562
Is that the, uh, was crisis, uh,

1000
01:06:19,692 --> 01:06:22,724
I think what I think is grew, I grew up a lot of people poor.

1001
01:06:22,724 --> 01:06:24,136
didn't, I didn't know I was poor.

1002
01:06:24,136 --> 01:06:30,110
Like I had to, even though the wife is great mom, not a great dad, but

1003
01:06:32,620 --> 01:06:34,531
I didn't constantly feel pain.

1004
01:06:34,872 --> 01:06:41,599
wasn't somebody, I was fortunate, even though was a struggle, was fortunate that I didn't
have a lot of the bad things that have happened to people.

1005
01:06:41,599 --> 01:06:44,541
But you know, we had less than, I mean, there's all the stories.

1006
01:06:44,541 --> 01:06:45,862
ah

1007
01:06:48,076 --> 01:06:50,811
No, it didn't come out of any type of crisis.

1008
01:06:50,811 --> 01:06:56,011
um There's nothing in my wife that I can point to to say that bad, terrible thing happened
to me.

1009
01:06:56,011 --> 01:06:56,943
Nothing like that happened.

1010
01:06:56,943 --> 01:06:58,726
um

1011
01:07:02,016 --> 01:07:15,142
I just, this constant learning and this curiosity about things, um but then I, but it's
not just that because you'll find people that are constant, just learners.

1012
01:07:15,142 --> 01:07:17,244
They just go get another degree.

1013
01:07:17,385 --> 01:07:18,605
That's not me.

1014
01:07:18,726 --> 01:07:19,387
Right.

1015
01:07:19,387 --> 01:07:22,220
It's so something happened where

1016
01:07:23,950 --> 01:07:33,910
something set in with me and I can't tell you if any adult said it or not or if I just saw
it from an example of great work ethic from you know a mother who just put in 16 hour days

1017
01:07:33,910 --> 01:07:38,330
I I don't remember by telling me but I just knew I had to do it well.

1018
01:07:38,910 --> 01:07:47,630
I just knew like whatever I did I just knew that and so many people say this person taught
me that and what I found in life when you do it well and you really care about doing what

1019
01:07:47,630 --> 01:07:53,390
everything at 14 at 16 at 18 it's always a better outcome.

1020
01:07:53,644 --> 01:07:55,634
It's always a better outcome.

1021
01:07:55,655 --> 01:08:01,146
And once you learn that you continue to sign up for harder and harder things.

1022
01:08:01,146 --> 01:08:06,898
You raise your hand for, um, for opportunities that maybe you haven't even done.

1023
01:08:06,898 --> 01:08:16,120
The self doubt becomes removed and you start to believe that I can do almost anything I
set my mind to, but I accepted that it was going to be really hard.

1024
01:08:16,180 --> 01:08:22,012
And in those really hard, uncomfortable moments where you question yourself as an
adolescent and you're wondering, are you good enough?

1025
01:08:22,012 --> 01:08:23,602
Can you do this thing?

1026
01:08:24,162 --> 01:08:30,785
Those moments are hard and I don't remember feeling happy in those moments.

1027
01:08:31,285 --> 01:08:43,270
Not, what I would say happiness is, but once I changed this and accepted that to be great
at anything and I'm competitive being great is I want to win.

1028
01:08:43,931 --> 01:08:46,272
And sometimes it's competing against someone else.

1029
01:08:46,272 --> 01:08:50,094
Sometimes it is the job I used to do doing a better job than I did yesterday.

1030
01:08:50,094 --> 01:08:51,606
But when you want to win,

1031
01:08:51,606 --> 01:08:57,769
And when it's a grind and you're trying to psychologically figure this life out, there's a
lot of days that weren't happy.

1032
01:08:57,769 --> 01:08:59,770
And I'm not saying I wasn't depressed.

1033
01:08:59,770 --> 01:09:02,592
I think it's just the average experience of a human being.

1034
01:09:03,232 --> 01:09:05,353
So I can't really go back to it a ton.

1035
01:09:05,353 --> 01:09:11,077
And that's why so often when you said your sons are smarter than you, I'm like, why is
this guy saying that?

1036
01:09:11,077 --> 01:09:12,077
Why is Chuck saying it?

1037
01:09:12,077 --> 01:09:16,620
Because where my brain, my curious brain grows, like that's not, that's not accurate.

1038
01:09:16,620 --> 01:09:17,420
That's not accurate.

1039
01:09:17,420 --> 01:09:21,862
Maybe their potential is, but everything that you've learned from the struggle.

1040
01:09:21,996 --> 01:09:23,928
from the hard, from the sacrifice.

1041
01:09:23,928 --> 01:09:26,969
That's what makes an intellectual mind.

1042
01:09:27,350 --> 01:09:34,475
From all the experience of now seeing a situation, see that's smarts, of seeing a
situation, intelligence, and knowing what to do.

1043
01:09:35,597 --> 01:09:36,454
Isn't it?

1044
01:09:36,454 --> 01:09:38,004
Yeah, I can agree with that.

1045
01:09:38,004 --> 01:09:48,481
I think, scholastically they, they've achieved more than I achieved.

1046
01:09:48,481 --> 01:09:56,085
Um, and, and probably with just as much effort.

1047
01:09:56,385 --> 01:10:05,422
So, um, but yeah, I mean, I have a, uh, history of learning and continuing to learn and
trying to

1048
01:10:05,422 --> 01:10:14,742
part that part of that to them and go, Hey, you know, like my middle son, he's on early on
time on time as late late as never.

1049
01:10:14,742 --> 01:10:16,962
That's a, he's, he's got that one.

1050
01:10:16,962 --> 01:10:24,242
And you were talking about like, uh, to me, motivation and like the two greatest
motivators, fear and pride.

1051
01:10:24,242 --> 01:10:24,362
Okay.

1052
01:10:24,362 --> 01:10:25,322
Which one is it?

1053
01:10:25,322 --> 01:10:30,522
it, or, know, like your pride, you were saying, Hey, I'm, I'm very proud of the work that
I did.

1054
01:10:30,522 --> 01:10:32,862
And that's what is a motivator for me.

1055
01:10:32,862 --> 01:10:34,726
There's also the side of

1056
01:10:35,020 --> 01:10:37,082
Hey, I'm afraid of failure.

1057
01:10:37,082 --> 01:10:39,534
I'm running away from being poor every day of life.

1058
01:10:39,534 --> 01:10:40,365
Yeah.

1059
01:10:40,365 --> 01:10:42,307
Every day.

1060
01:10:42,307 --> 01:10:47,911
And I, and I don't intellectually have a conversation with it all the time, but if you go
deep, that's it.

1061
01:10:47,951 --> 01:10:48,512
That's it.

1062
01:10:48,512 --> 01:10:52,415
When, you see financial struggle and you see pain, cause kids feel everything.

1063
01:10:52,415 --> 01:10:55,457
When you feel that you don't want to feel that anymore.

1064
01:10:55,457 --> 01:10:55,878
Right.

1065
01:10:55,878 --> 01:11:06,726
And so, um, the things that you learn, because let's say your boys are scholastically and
from a, um, book smarts perspective.

1066
01:11:06,862 --> 01:11:08,482
because that's what we're talking about.

1067
01:11:09,584 --> 01:11:17,047
It means that they probably can achieve more than you have, but man, you better get
started.

1068
01:11:17,568 --> 01:11:28,774
Because that journey, what I haven't found a way to do for folks, and maybe you can do
this inside Dewey's, I haven't found a way to shorten the experience learning curve.

1069
01:11:31,246 --> 01:11:36,349
for our brain to see a scenario and to refer on experience and know what to do.

1070
01:11:36,650 --> 01:11:42,034
I haven't, maybe you have, I haven't found a way to input that into someone's brain.

1071
01:11:43,010 --> 01:11:44,711
No, no.

1072
01:11:44,711 --> 01:11:52,295
mean, because, you know, this was, this is a, think a fairly good example, COVID.

1073
01:11:52,636 --> 01:12:06,364
So nobody in my generation had ever experienced a worldwide pandemic that had massive
impact on medical, community, everything.

1074
01:12:06,364 --> 01:12:10,196
So decisions that were made during COVID.

1075
01:12:10,540 --> 01:12:15,793
whether by the government or whether by organizations, there was no playbook for that.

1076
01:12:15,793 --> 01:12:19,145
So, you know, I'll say, what do we go back to?

1077
01:12:19,145 --> 01:12:20,435
Well, we go back to our purpose and values.

1078
01:12:20,435 --> 01:12:23,077
How do we, how do we live our culture?

1079
01:12:23,077 --> 01:12:25,558
And we try to make those decisions.

1080
01:12:25,558 --> 01:12:28,870
And some of the decisions that I made were not the best decisions.

1081
01:12:28,870 --> 01:12:35,644
And some of the decisions I made were good, but, um, you know, how are we making
decisions?

1082
01:12:35,644 --> 01:12:40,248
And then how are those being like everybody, not everybody that's drama, but

1083
01:12:40,248 --> 01:12:41,610
there are people throwing darts.

1084
01:12:41,610 --> 01:12:45,135
can't believe you would do this because people had different views of what was going on.

1085
01:12:45,135 --> 01:12:51,032
So we had to draw a line at some point and make some decisions, but COVID was one like,

1086
01:12:51,032 --> 01:12:51,577
was novel.

1087
01:12:51,577 --> 01:12:53,162
The whole thing was novel to all of us.

1088
01:12:53,162 --> 01:12:58,337
And how are we learning and how are we like, so some people might say, you made that
decision during COVID.

1089
01:12:58,337 --> 01:13:00,770
said, and I'll say this to people.

1090
01:13:00,770 --> 01:13:04,573
Next time there's a worldwide pandemic, I've got a pretty good playbook.

1091
01:13:04,573 --> 01:13:11,359
So I can go back to those and go, well, what decisions did I, so experience, like you're
saying, this is just an extreme.

1092
01:13:11,445 --> 01:13:12,478
experience.

1093
01:13:13,814 --> 01:13:16,815
It does inform how you might make a future decision.

1094
01:13:16,815 --> 01:13:21,266
And if you learn from what you did, whether good or bad, cause it's, I just learned from
my mistakes.

1095
01:13:21,266 --> 01:13:24,397
No, you should also learn from your successes and things you did well.

1096
01:13:24,397 --> 01:13:28,328
And then that should help inform you.

1097
01:13:28,328 --> 01:13:29,118
So yeah, you're right.

1098
01:13:29,118 --> 01:13:35,420
Like I have a wealth of knowledge because I've spent 35 years in the restaurant business.

1099
01:13:35,420 --> 01:13:36,981
I've seen a lot of different things.

1100
01:13:36,981 --> 01:13:42,142
Now things change over time too, but, um, yeah, my kids don't have that.

1101
01:13:42,380 --> 01:13:45,102
I can tell them stories and you know, crazy old man.

1102
01:13:45,102 --> 01:13:48,830
Um, yeah, I 90 hours a week, crazy old man.

1103
01:13:48,830 --> 01:13:50,316
Um, why the hell did you do that?

1104
01:13:50,316 --> 01:13:52,287
Well, it's kind of what it took.

1105
01:13:52,287 --> 01:13:56,690
And that, that could be an accelerator of learning because I'm getting more experiences.

1106
01:13:56,690 --> 01:13:58,341
If I'm working 90 hours a week.

1107
01:13:58,341 --> 01:14:07,648
Now, how many of those were like totally coherent and I was really learning because after
a certain point you kind of become more of Yeah.

1108
01:14:07,648 --> 01:14:10,380
So, but I feel like.

1109
01:14:10,870 --> 01:14:19,593
that accelerated my learning because I was seeing things constantly and absorbing things
constantly.

1110
01:14:20,794 --> 01:14:26,316
Worked for like in my past company and if they, if they listen to this, they don't know
who they are.

1111
01:14:26,316 --> 01:14:32,379
But the CEO, when I started in the company was an unbelievable man.

1112
01:14:32,379 --> 01:14:39,552
He was people he would, he w he would walk in and he was, he lived in Phoenix, came here.

1113
01:14:39,552 --> 01:14:40,012
had a

1114
01:14:40,012 --> 01:14:40,842
It was Redfish.

1115
01:14:40,842 --> 01:14:43,124
I don't know if you remember Redfish was downtown.

1116
01:14:43,645 --> 01:14:47,427
So he came in my restaurant and it was during Christmas and we were busy.

1117
01:14:47,427 --> 01:14:59,916
were two and a half hour wait and he rolls in and I was he, he, um, he, I get page from
the person at the front desk and come on up.

1118
01:14:59,936 --> 01:15:06,210
I walk up and he's up there and I had met him three times and he walks up to me.

1119
01:15:06,210 --> 01:15:08,242
He's like, Chuck, I love you.

1120
01:15:08,242 --> 01:15:08,942
I'm like,

1121
01:15:08,942 --> 01:15:10,233
I'm like, what's going on Bart?

1122
01:15:10,233 --> 01:15:13,074
And he's like, they told me it's a two and a half hour wait.

1123
01:15:13,074 --> 01:15:14,525
And I'm like, you want a table?

1124
01:15:14,525 --> 01:15:15,946
He's like, no, no, no.

1125
01:15:15,946 --> 01:15:18,407
He's like, I'm going to get out of your hair.

1126
01:15:18,507 --> 01:15:22,659
And I'm like, you know, he, he just was that way.

1127
01:15:22,659 --> 01:15:24,691
He was like, I don't want special treatment.

1128
01:15:24,691 --> 01:15:28,953
I'm thankful that you're here running this business.

1129
01:15:29,133 --> 01:15:36,637
And the next guy, next CEO of the organization, not so good.

1130
01:15:36,637 --> 01:15:38,574
was more point the finger at.

1131
01:15:38,574 --> 01:15:45,554
at myself and we didn't see eye to eye on how to treat people and I didn't last very long
after that.

1132
01:15:45,554 --> 01:15:47,814
I was gone.

1133
01:15:48,398 --> 01:15:53,308
Do you think that old Chuck that went through that or are there some things that that CEO

1134
01:15:55,512 --> 01:15:57,651
pointed out that you could have done better?

1135
01:15:58,314 --> 01:15:59,015
Yeah.

1136
01:15:59,015 --> 01:16:01,936
the, the, the second guy for sure.

1137
01:16:01,977 --> 01:16:05,819
So, um, you know, I opened a restaurant in Phoenix.

1138
01:16:05,819 --> 01:16:07,310
He was in there all the time.

1139
01:16:07,310 --> 01:16:10,943
I was there a lot of hours and we had a lot of conversations.

1140
01:16:10,943 --> 01:16:19,109
He came from the convenience store side of things and he, know, he would walk in my store
room and he would go, everything should be grocery stored.

1141
01:16:19,109 --> 01:16:21,040
And I'm like, that's a great point.

1142
01:16:21,040 --> 01:16:27,464
He said, if you take pride in making sure everything is lined up, your, your team will
take pride in that.

1143
01:16:27,970 --> 01:16:34,193
And I was like, that's a, that's a great point from a leadership standpoint.

1144
01:16:34,193 --> 01:16:37,395
think those are kind of like, yeah, that's just how to be a better leader.

1145
01:16:37,395 --> 01:16:38,276
Walk the talk.

1146
01:16:38,276 --> 01:16:54,524
Um, you know, my first boss at, at, my, my old job, spent a half hour in the men's
restroom, the first time he was in my restaurant and he, he, he was walking me around,

1147
01:16:54,524 --> 01:16:57,422
showing me all the opportunities and truly opportunities.

1148
01:16:57,422 --> 01:17:02,102
But I was taking them as like, this dude just rolls in and tells me how bad I'm doing.

1149
01:17:02,422 --> 01:17:03,362
He took me aside.

1150
01:17:03,362 --> 01:17:07,182
We went down sat down and he goes, Hey, look, he goes, see you're getting looking
defeated.

1151
01:17:07,182 --> 01:17:09,802
And I said, well, yeah, you're killing me on my restroom.

1152
01:17:09,802 --> 01:17:11,542
haven't even gotten to the kitchen.

1153
01:17:11,602 --> 01:17:23,362
And he goes, he goes, do you think I'm telling those things you those things because I
want to beat you down or just sharing a vision of what excellence looks like?

1154
01:17:23,442 --> 01:17:25,642
I just flipped that way.

1155
01:17:25,642 --> 01:17:26,210
And he goes,

1156
01:17:26,210 --> 01:17:28,071
I'm like, that's what excellence looks like.

1157
01:17:28,071 --> 01:17:34,073
And he's, he's like, I'm trying to get you and I aligned so that you can be excellent.

1158
01:17:34,173 --> 01:17:45,288
I'm like, boom, literally talked to him two weeks ago, 20, almost 30 something years ago
that we last worked together and we still talk.

1159
01:17:45,666 --> 01:17:50,369
So it's not that the bad CEO didn't know what he was talking about.

1160
01:17:51,070 --> 01:17:52,390
It's the approach.

1161
01:17:52,851 --> 01:17:54,011
There you go.

1162
01:17:54,572 --> 01:17:57,602
So that has, see that's trained your brain on how not to be.

1163
01:17:57,602 --> 01:17:58,423
Yeah.

1164
01:17:58,790 --> 01:17:59,736
Correct.

1165
01:17:59,736 --> 01:18:00,319
Yeah.

1166
01:18:00,319 --> 01:18:00,994
Experience.

1167
01:18:00,994 --> 01:18:01,663
Yep.

1168
01:18:01,663 --> 01:18:03,133
And that wasn't happy.

1169
01:18:03,724 --> 01:18:07,396
No, I was, I was not happy.

1170
01:18:07,396 --> 01:18:13,478
Um, but you know, then again, you're like, okay, well, I see that guy every once in a
while.

1171
01:18:13,578 --> 01:18:16,139
I'm a different leader than that person.

1172
01:18:16,139 --> 01:18:18,160
I don't want to be that person.

1173
01:18:18,560 --> 01:18:21,341
And the other part of is I've got a family now.

1174
01:18:21,341 --> 01:18:22,232
I need to work.

1175
01:18:22,232 --> 01:18:23,962
have to have a job.

1176
01:18:24,963 --> 01:18:26,824
so what am going do?

1177
01:18:26,824 --> 01:18:29,715
Just go, ah, I don't, I don't want to work for that guy.

1178
01:18:29,715 --> 01:18:30,565
out.

1179
01:18:30,925 --> 01:18:32,206
That wasn't in my DNA.

1180
01:18:32,206 --> 01:18:32,866
eh

1181
01:18:32,866 --> 01:18:40,862
What's your approach to, I think what businesses are struggling with now, and if
entrepreneurs don't know they're struggling with it, just wait, if their business grows,

1182
01:18:40,862 --> 01:18:47,188
they will, is developing future talent to be in leadership positions in your company.

1183
01:18:47,520 --> 01:19:00,665
Yeah, we have uh a roadmap for people and a lot of it, like I go back to being open-minded
and goal-directed and if people can set goals and we call them stretch goals and what are

1184
01:19:00,665 --> 01:19:06,268
the things that you, I think where we can do better is the leadership development side of
it.

1185
01:19:06,268 --> 01:19:10,119
Like there's a process management side of it that I think we nail pretty well.

1186
01:19:10,119 --> 01:19:15,811
ah But the, how do I become a better leader and what does that really, really mean?

1187
01:19:15,811 --> 01:19:17,526
Like it doesn't mean I,

1188
01:19:17,526 --> 01:19:20,007
I just manage things really well.

1189
01:19:20,007 --> 01:19:26,369
Um, it means that people believe in what we're doing and why we're doing the things.

1190
01:19:26,369 --> 01:19:29,130
And I can explain that I live it, I walk it.

1191
01:19:29,130 --> 01:19:39,833
And, and then like, there's no pointing the finger at Chuck for this is what's going on
because I can, I can make a difference as a general manager.

1192
01:19:39,833 --> 01:19:42,902
can bring that up and, and, hopefully move.

1193
01:19:42,902 --> 01:19:43,845
EQ part right?

1194
01:19:43,845 --> 01:19:45,100
That's the intellectual stuff.

1195
01:19:45,100 --> 01:19:45,541
Correct.

1196
01:19:45,541 --> 01:19:47,828
Have you found a way to teach that well?

1197
01:19:48,502 --> 01:19:58,030
No, I don't, I don't think, I don't think we have, I think we can challenge people, bring
them the awareness of, and that's what it takes.

1198
01:19:58,030 --> 01:20:04,705
It takes somebody else who's saying, who's willing to invest in somebody to go, Hey,
you're missing that opportunity.

1199
01:20:04,705 --> 01:20:08,278
You know, the way you just talk to that person, that's not going to work.

1200
01:20:08,639 --> 01:20:12,602
I had a, uh this is just a quick aside.

1201
01:20:12,602 --> 01:20:17,346
We had a high school and one of our stores, we had a uh kid who was

1202
01:20:17,570 --> 01:20:27,960
going to, he was in high school, was senior in high school and he was coming up on his
prom and our kitchen manager said, Hey, you know, are you going to prom?

1203
01:20:27,960 --> 01:20:30,081
And the kid said, no, I don't have a date.

1204
01:20:32,878 --> 01:20:36,498
The kid ends up getting a date, tells the kitchen manager, Hey, I got to get my shift
covered.

1205
01:20:36,498 --> 01:20:37,818
can't get it covered.

1206
01:20:38,098 --> 01:20:43,918
You know, the, well, then the kitchen manager says to him, Hey, you better show up for
work or you're going to get fired.

1207
01:20:44,698 --> 01:20:45,798
High school.

1208
01:20:48,901 --> 01:20:49,974
Kids not showing up to work.

1209
01:20:49,974 --> 01:20:50,654
Right.

1210
01:20:50,654 --> 01:20:51,434
So he didn't show up.

1211
01:20:51,434 --> 01:20:52,294
So we fired him.

1212
01:20:52,294 --> 01:20:55,534
So I felt like I went, I went back.

1213
01:20:55,534 --> 01:20:58,234
said, Hey, you know, yeah, that is our standard way of doing business.

1214
01:20:58,234 --> 01:21:01,714
But at the same time, knew who you hired.

1215
01:21:02,234 --> 01:21:04,234
You knew what the expectation was.

1216
01:21:04,234 --> 01:21:12,838
You knew the decision was made the other 360 days a year, 365 days a year, the kids doing
a great job.

1217
01:21:15,313 --> 01:21:17,235
Is that how you would approach your son?

1218
01:21:17,423 --> 01:21:24,115
Well, not old enough to have a son, but is that is that really what you expected the
outcome to be that that person would show up to work?

1219
01:21:24,115 --> 01:21:26,094
What would you probably closer to?

1220
01:21:26,094 --> 01:21:29,959
It's like, Hey, if were in those shoes, is that how you would have wanted to be treated?

1221
01:21:29,959 --> 01:21:35,304
How would you have felt about the manager, the place that you worked at versus sitting
down and say, Hey, we're in a tough spot here.

1222
01:21:35,304 --> 01:21:37,048
Let's see if we can figure out how to make this thing work.

1223
01:21:37,048 --> 01:21:38,759
That's the EQ part of it.

1224
01:21:38,759 --> 01:21:42,300
That then you have to go, I can put myself in that person's shoes.

1225
01:21:42,300 --> 01:21:44,291
like they're emotional intelligence.

1226
01:21:44,291 --> 01:21:47,823
And that is a heart.

1227
01:21:47,823 --> 01:21:54,276
Unless somebody's really willing to be open-minded, it's really hard for somebody who
doesn't have a high level of EQ.

1228
01:21:54,276 --> 01:21:55,506
do think it starts?

1229
01:21:55,506 --> 01:21:57,047
Does it start in human caring?

1230
01:21:57,047 --> 01:21:58,247
Does it start in empathy?

1231
01:21:58,247 --> 01:22:01,608
Does it start in being outcome oriented?

1232
01:22:01,608 --> 01:22:02,508
Where's this?

1233
01:22:02,508 --> 01:22:06,069
Because here in the story, I instantly knew where it was going to go.

1234
01:22:06,069 --> 01:22:06,389
Right?

1235
01:22:06,389 --> 01:22:10,511
The kid's not going to show up, but I also know exactly how that outcome could have been
changed.

1236
01:22:10,511 --> 01:22:17,653
And what I'm assuming, never working in your restaurants, man, it's valuable to have
someone who does a good job, who knows the process and system.

1237
01:22:17,653 --> 01:22:18,703
I don't have to retrain that.

1238
01:22:18,703 --> 01:22:20,709
That shit's expensive and not expensive.

1239
01:22:20,709 --> 01:22:23,014
Am I going to find someone else that cares as much?

1240
01:22:23,284 --> 01:22:27,378
all of that, the EQ would be like, hey, I need to approach this differently.

1241
01:22:27,679 --> 01:22:28,039
Right.

1242
01:22:28,039 --> 01:22:29,901
And there might be a hundred of those moments a day.

1243
01:22:29,901 --> 01:22:31,322
This is the challenge.

1244
01:22:32,664 --> 01:22:33,105
Right.

1245
01:22:33,105 --> 01:22:33,725
Correct.

1246
01:22:33,725 --> 01:22:35,427
So where's that start on?

1247
01:22:35,427 --> 01:22:38,611
Because what I'm talking about, this isn't just a Dewey's challenge.

1248
01:22:38,611 --> 01:22:46,018
No, this is, this is a business challenge in 2025, especially with how the next
generations aren't communicating.

1249
01:22:46,018 --> 01:22:50,207
Yeah, yeah, um man

1250
01:22:50,670 --> 01:22:53,085
Because that's the unlock to future leaders, right?

1251
01:22:53,358 --> 01:22:54,078
Correct.

1252
01:22:54,078 --> 01:22:54,538
Correct.

1253
01:22:54,538 --> 01:22:56,509
Like that is leadership.

1254
01:22:56,509 --> 01:23:11,305
Being able to take a situation and digest the situation, sometimes reflect on experience
and explain to somebody the why or why not behind something and have them believe you

1255
01:23:11,305 --> 01:23:13,046
because they trust you.

1256
01:23:13,306 --> 01:23:22,774
And when people trust people like that, that they have the other person's best interest in
mind and the organ is that you, cause you have to have some

1257
01:23:22,774 --> 01:23:24,655
at some place you have to have the organization.

1258
01:23:25,975 --> 01:23:26,556
Yeah.

1259
01:23:26,556 --> 01:23:32,408
So, but to have the other person's best interests in mind is, very important.

1260
01:23:32,408 --> 01:23:44,913
So there has to be a level of trust, but you know, back to the EQ question, it's, I think
it's very hard for somebody and I don't know when it starts or if they just didn't have

1261
01:23:44,913 --> 01:23:48,424
that, the friend that would say, Hey, quit being a jerk.

1262
01:23:49,505 --> 01:23:52,106
Why are you, why do you, why are you acting like a jerk?

1263
01:23:52,106 --> 01:23:52,906
Like,

1264
01:23:53,312 --> 01:23:55,865
or somebody in their lives to say that to them.

1265
01:23:55,865 --> 01:23:59,209
And then being able to go, Oh, I'm reflecting.

1266
01:23:59,209 --> 01:24:02,702
I'm self-aware enough to go, yeah, that's probably not the right thing to say.

1267
01:24:02,702 --> 01:24:06,562
Yeah, they probably didn't have someone in their life that did that for them.

1268
01:24:06,562 --> 01:24:06,842
Yeah.

1269
01:24:06,842 --> 01:24:08,582
That's why they're that way.

1270
01:24:09,582 --> 01:24:09,782
Yeah.

1271
01:24:09,782 --> 01:24:11,142
They don't know there's a better way.

1272
01:24:11,142 --> 01:24:15,942
So it's like, how could we say you have that great restaurant manager and they want to be
a GM.

1273
01:24:15,942 --> 01:24:16,322
Yeah.

1274
01:24:16,322 --> 01:24:18,242
But you're like, man, they're just missing that piece.

1275
01:24:18,242 --> 01:24:20,202
I see there any of them, but they want it.

1276
01:24:20,202 --> 01:24:22,522
They're putting in 50 and 60 hours.

1277
01:24:24,162 --> 01:24:27,604
Sometimes the, sometimes that light bulb will go off.

1278
01:24:27,604 --> 01:24:31,827
Like I don't need to, like my management style is X.

1279
01:24:32,027 --> 01:24:36,010
I, I think generally people have kind hearts.

1280
01:24:36,210 --> 01:24:38,872
It's just, how do I bring that kind heart out?

1281
01:24:38,872 --> 01:24:46,667
How do I authentically connect with somebody versus let me read a script here.

1282
01:24:46,667 --> 01:24:51,400
Here's what I say during this conversation.

1283
01:24:51,841 --> 01:24:53,862
And how'd that feel?

1284
01:24:54,836 --> 01:24:55,960
It doesn't feel so good.

1285
01:24:55,960 --> 01:24:58,680
So there has to be a level of authenticity as well.

1286
01:24:58,680 --> 01:25:02,983
When you come up with the training program to do this, I'd love to hear about it.

1287
01:25:02,983 --> 01:25:04,668
And so would a lot of other people.

1288
01:25:04,668 --> 01:25:05,401
Yeah.

1289
01:25:05,401 --> 01:25:06,682
it's tough.

1290
01:25:07,736 --> 01:25:12,456
It sounds like it's the leader's responsibility to just work and develop the leader, the
next leader.

1291
01:25:13,314 --> 01:25:14,815
to challenge them for sure.

1292
01:25:14,815 --> 01:25:16,256
Like that, that is it.

1293
01:25:16,256 --> 01:25:27,642
And like this, this whole kind versus nice thing is, is, is a massive struggle because you
know, if, if anything else happened during COVID short, short people, like there were

1294
01:25:27,642 --> 01:25:29,082
people who were not working.

1295
01:25:29,082 --> 01:25:34,505
So we didn't have an abundance of people coming in that wanted to work in a restaurant.

1296
01:25:34,666 --> 01:25:43,170
So we get that fear and then we are afraid to give people the feedback, the kind feedback,
because we're afraid that they're going to leave.

1297
01:25:43,170 --> 01:25:45,671
We, you know, warm bodies, warm bodies, warm bodies.

1298
01:25:45,671 --> 01:25:53,185
And you're like, okay, now there's this retooling of, we have to be able to give you the
kind of, because we really want to invest in you.

1299
01:25:53,185 --> 01:26:00,589
And we probably lost both good and bad people during that time because the really good
people want accountability.

1300
01:26:00,589 --> 01:26:02,981
They want their team to be accountable.

1301
01:26:02,981 --> 01:26:07,263
They want everybody to come in and work just as hard as them.

1302
01:26:07,523 --> 01:26:12,886
And you'll lose the good people if you're not holding the rest.

1303
01:26:12,886 --> 01:26:15,726
of the team to the same standard.

1304
01:26:15,726 --> 01:26:21,014
um Boy, isn't this stuff hard at times.

1305
01:26:22,408 --> 01:26:23,879
Yeah, it is.

1306
01:26:23,879 --> 01:26:37,927
But I also find it to be so rewarding because when you have that light bulb moment or that
rock star moment or, you know, that person who is just, my God, this is the best place

1307
01:26:37,927 --> 01:26:39,678
that I've ever been or worked.

1308
01:26:39,678 --> 01:26:46,732
And it's so satisfying that it's like, Hey, I'm dying to get to that next one of those
moments.

1309
01:26:46,732 --> 01:26:50,994
And they happen very frequently if, we're doing a great job.

1310
01:26:52,344 --> 01:26:54,124
How do you all set goals?

1311
01:26:55,618 --> 01:26:56,532
Meaning

1312
01:26:56,532 --> 01:27:01,184
as an entity, as a company, as an organization, how do you set them?

1313
01:27:01,184 --> 01:27:08,438
So we used to, we, we, we'd been doing quote strategic planning, uh, air quotes there.

1314
01:27:08,438 --> 01:27:16,142
And, um, you know, a lot of it was at the beginning, strategic planning was a lot of, like
how many stores are we going to open?

1315
01:27:16,142 --> 01:27:19,624
Um, who's going to run the, those stores?

1316
01:27:19,624 --> 01:27:28,188
Um, what tactics or tasks did we need to accomplish, uh, to get, to keep the business
moving?

1317
01:27:28,409 --> 01:27:30,670
And they were more like, you know,

1318
01:27:30,670 --> 01:27:32,050
We need training manuals.

1319
01:27:32,050 --> 01:27:32,210
Okay.

1320
01:27:32,210 --> 01:27:32,790
Let's get training.

1321
01:27:32,790 --> 01:27:33,650
We need recipes.

1322
01:27:33,650 --> 01:27:34,430
Let's get recipes.

1323
01:27:34,430 --> 01:27:35,990
We need to change some menu items.

1324
01:27:35,990 --> 01:27:39,010
Those are to me more tactical things.

1325
01:27:39,290 --> 01:27:41,190
Important, very important.

1326
01:27:41,190 --> 01:27:49,730
Um, in 2000 and I think it was 2000, 2021, something like that, probably 21.

1327
01:27:50,150 --> 01:27:56,330
Um, we, we brought on traction and had read traction and thought about it.

1328
01:27:56,330 --> 01:27:58,990
And then we fully adopted

1329
01:27:59,064 --> 01:28:00,415
We call it EOS.

1330
01:28:00,415 --> 01:28:03,396
We adopted, call it DOS.

1331
01:28:04,056 --> 01:28:06,697
We call it DOS, Dewey's operating system.

1332
01:28:06,817 --> 01:28:09,419
So that's how we do it.

1333
01:28:09,419 --> 01:28:19,173
have, uh and really the system we use, there's software that's used, but it goes down to
the regional management level.

1334
01:28:19,173 --> 01:28:23,285
Every department has a DOS meeting once a week.

1335
01:28:23,285 --> 01:28:25,986
And that's how we manage the business.

1336
01:28:25,986 --> 01:28:26,906
And then

1337
01:28:27,018 --> 01:28:39,284
Every quarter we get together, take a day and do strategic planning with a consultant who
is kind of sharp as a salon in that very productive meetings.

1338
01:28:39,465 --> 01:28:41,786
We set what we call rocks.

1339
01:28:42,126 --> 01:28:44,447
And those are 90 day rocks.

1340
01:28:44,768 --> 01:28:49,270
We map those out and those are kind of the things that we want to get done in the
organization.

1341
01:28:49,270 --> 01:28:56,790
Those bleed down through the other, through the departments and through the operations
team so that

1342
01:28:56,790 --> 01:28:59,571
everybody's kind of focused and rowing in the same direction.

1343
01:28:59,571 --> 01:29:08,665
Um, from a strategy standpoint, um, we do every year, uh, we do ours in October because I
feel like getting a running start in January.

1344
01:29:08,665 --> 01:29:10,896
If you do it in January, you're already a month behind.

1345
01:29:10,896 --> 01:29:13,107
We do, uh, we do ours in October.

1346
01:29:13,107 --> 01:29:19,870
So we have a little bit of time towards the end of the year to get the traction going, to
get a good start at the beginning of the year, two days doing that.

1347
01:29:19,870 --> 01:29:24,702
And then that kind of sets up, sets us up for goals for the, for the following year.

1348
01:29:26,238 --> 01:29:29,628
How do you know when something's really good that you shouldn't tweak it?

1349
01:29:32,204 --> 01:29:35,224
It's weird because we always talk about this next level thing.

1350
01:29:35,224 --> 01:29:39,060
Cause I'm from a customer standpoint, the Dewey's thing is good.

1351
01:29:40,886 --> 01:29:46,387
Yeah, I think there's so many other, like the good stuff.

1352
01:29:46,888 --> 01:29:53,690
We don't, we probably don't celebrate it enough, um, because we're always focused on how
do we get better.

1353
01:29:53,690 --> 01:29:59,151
But I think there are parts of the business like, that's, that doesn't really need our
attention right now.

1354
01:29:59,151 --> 01:30:01,912
Like let's, let's just keep that going.

1355
01:30:01,912 --> 01:30:03,972
We have the system in place that keep it going.

1356
01:30:03,972 --> 01:30:09,824
Maybe we have a little emphasis on the system, but, um, you know, product is super
important and I

1357
01:30:10,370 --> 01:30:11,741
We do hand tossed pizzas.

1358
01:30:11,741 --> 01:30:13,202
We craft salads.

1359
01:30:13,202 --> 01:30:18,797
So it's not like, uh, there's a, a dough press pressing things out.

1360
01:30:18,797 --> 01:30:20,068
have people tossing pizzas.

1361
01:30:20,068 --> 01:30:22,450
There's a certain, the dough is made fresh.

1362
01:30:22,450 --> 01:30:27,685
There's time it sits out and how stretchy or elastic it is.

1363
01:30:27,685 --> 01:30:30,227
So there's a lot that goes into that.

1364
01:30:30,227 --> 01:30:34,049
And you know it when you get a great, great pizza, it is.

1365
01:30:34,330 --> 01:30:39,499
It's unbelievable when you get a really like an under top pizza or an old dough.

1366
01:30:39,499 --> 01:30:40,430
It is.

1367
01:30:40,430 --> 01:30:43,000
That doesn't happen very often at your places.

1368
01:30:43,120 --> 01:30:45,168
It's just not a great experience.

1369
01:30:45,464 --> 01:30:48,947
So we don't know when we shouldn't tweak anymore is what you're saying.

1370
01:30:50,307 --> 01:31:00,527
I think we have an internal compass to go like there's no, when, when we, I think if, if I
were to say it properly, like if, if ego's getting in the way of what we need to tweak,

1371
01:31:00,527 --> 01:31:06,342
because we need to tweak it because I've got an ego, that's a problem.

1372
01:31:06,367 --> 01:31:10,137
um Why the condensed menu?

1373
01:31:11,366 --> 01:31:14,147
Uh, keep it simple, do it right.

1374
01:31:14,147 --> 01:31:24,790
Don't, you know, like there's so many places out there that I'm not saying they don't make
great product, but they have so many things that they're focusing on.

1375
01:31:24,790 --> 01:31:28,661
Like, let's just focus on the company I used to work for.

1376
01:31:28,661 --> 01:31:32,472
were largest franchisee of TGA TGI Fridays in the world.

1377
01:31:32,672 --> 01:31:41,324
And I think they're, they had some focus on quality product, but there were so many things
that were just the way they were going to be.

1378
01:31:41,762 --> 01:31:44,803
because they had so many other things that they had to do.

1379
01:31:44,844 --> 01:31:56,620
when you lose that focus, when you focus on a lot of things, takes away from the focus on
just a very finite number of things.

1380
01:31:57,233 --> 01:32:00,641
It's because I've always wondered like there's no breadsticks

1381
01:32:00,994 --> 01:32:01,834
Yeah.

1382
01:32:02,395 --> 01:32:04,416
I've made breadsticks with do these.

1383
01:32:05,254 --> 01:32:06,957
They're really good.

1384
01:32:08,739 --> 01:32:10,850
I don't think, well, I think there's a couple of things.

1385
01:32:10,850 --> 01:32:14,402
Number one, we don't have a lot of quote appetizers.

1386
01:32:14,853 --> 01:32:18,765
it's another part of the service cycle that we would have to adjust the entire service
cycle.

1387
01:32:18,765 --> 01:32:20,026
we added appetizers.

1388
01:32:20,026 --> 01:32:27,410
Um, also I don't know how successful we would be at doing those at volume.

1389
01:32:27,522 --> 01:32:28,747
Your salads are damn good though.

1390
01:32:28,747 --> 01:32:29,588
Yeah.

1391
01:32:29,932 --> 01:32:30,946
You got that thing down.

1392
01:32:30,946 --> 01:32:31,709
Yeah.

1393
01:32:31,709 --> 01:32:36,482
We're getting ready to launch our harvest salad, which that's a shameless plug, but we're
getting ready to do that.

1394
01:32:36,482 --> 01:32:39,293
ah It hasn't always been on the menu.

1395
01:32:39,293 --> 01:32:40,544
It was a seasonal salad.

1396
01:32:40,544 --> 01:32:43,085
ah And I used to do a lot of the food development.

1397
01:32:43,085 --> 01:32:49,859
That was one of the ones that I came up with ah in the fall of God, I don't know when.

1398
01:32:49,859 --> 01:32:51,389
That was, yeah.

1399
01:32:55,375 --> 01:33:01,210
I will say, I think Andrew tested that.

1400
01:33:01,210 --> 01:33:04,032
He took it to his family and said, Hey, what do think about this salad?

1401
01:33:04,032 --> 01:33:06,444
So it's going to be a staple item now on the menu.

1402
01:33:06,444 --> 01:33:09,005
No, no, no, no, it's still going to be CZs.

1403
01:33:10,190 --> 01:33:11,942
you can talk about it, what is it?

1404
01:33:12,286 --> 01:33:14,728
It is a really good ingredient.

1405
01:33:14,728 --> 01:33:22,385
So the genesis of it was I was, when I was in stores all the time, I'd go mess around in
the kitchen, drink slower service periods.

1406
01:33:22,385 --> 01:33:27,840
And uh I was one day going, man, we need a fall salad.

1407
01:33:27,840 --> 01:33:29,361
What are, what are the fall ingredients?

1408
01:33:29,361 --> 01:33:32,564
Well, pumpkin, apple cider came to mind.

1409
01:33:32,564 --> 01:33:40,028
And I always had this, cause back in my days at orchids, we did an appetizer and it had
bores and cheese in it.

1410
01:33:40,332 --> 01:33:43,423
I love this cheese and I got to figure out a way to get it on the menu.

1411
01:33:43,423 --> 01:33:47,754
It's super expensive, but at any, any rate, I was like, we got to get on the menu.

1412
01:33:47,754 --> 01:33:49,725
So that's how bores and cheese ended up in there.

1413
01:33:49,725 --> 01:33:51,665
It complimented the salad very well.

1414
01:33:51,665 --> 01:33:55,076
Apple cider, vinaigrette, uh, bacon, course.

1415
01:33:55,076 --> 01:34:02,268
And we brought in a new skis, Applewood smoked bacon, unbelievable, uh, apple cider,
vinaigrette and pumpkin seeds.

1416
01:34:02,268 --> 01:34:03,388
And that's how it came to be.

1417
01:34:03,388 --> 01:34:08,320
And it was, I mean, it took prob a lot of salads take five or six iterations.

1418
01:34:08,320 --> 01:34:09,800
This took probably.

1419
01:34:10,264 --> 01:34:10,786
for.

1420
01:34:10,786 --> 01:34:11,549
Wow.

1421
01:34:12,342 --> 01:34:13,145
Wow.

1422
01:34:13,145 --> 01:34:14,028
Good.

1423
01:34:14,028 --> 01:34:14,730
Yeah, simple.

1424
01:34:14,730 --> 01:34:19,025
um How did they ask you to be the CEO?

1425
01:34:19,025 --> 01:34:19,846
m

1426
01:34:20,334 --> 01:34:21,374
Ha.

1427
01:34:22,334 --> 01:34:33,460
So the kind of history of that, when we were doing strategic planning in the very
beginning, it wasn't, and I had come from a bigger organization where I had a multi-unit

1428
01:34:33,460 --> 01:34:33,800
role.

1429
01:34:33,800 --> 01:34:37,701
uh It was like, Hey, regional, regional.

1430
01:34:37,701 --> 01:34:38,332
That's what I was.

1431
01:34:38,332 --> 01:34:44,744
I was the regional, regional, and, um, which was basically a multi-unit, multi-unit
manager.

1432
01:34:44,744 --> 01:34:48,760
And, um, then at some point I,

1433
01:34:48,760 --> 01:34:55,916
transitioned into COO, was less about uh really being in operations.

1434
01:34:55,916 --> 01:34:58,978
It was basically about just running all the different arms.

1435
01:34:58,978 --> 01:35:03,522
uh Through this whole process of purpose and values,

1436
01:35:05,282 --> 01:35:15,825
we were sitting with our facilitator and Andrew and I had a conversation and you know, he
was, his title was CEO and I think founder.

1437
01:35:16,145 --> 01:35:21,206
And you know, his day-to-day involvement in the business was, was less and less.

1438
01:35:21,206 --> 01:35:28,758
ah So, you know, it was, we had a conversation and that's how it became.

1439
01:35:28,758 --> 01:35:30,979
had a conversation.

1440
01:35:30,979 --> 01:35:35,246
Really, really, really my title is not CEO, it's president, but

1441
01:35:35,246 --> 01:35:39,364
ah There's a lot of the similarities between CEO and president.

1442
01:35:39,364 --> 01:35:42,675
What's different from that from being the COO?

1443
01:35:43,630 --> 01:35:50,035
Um, well now, so back then, even back then we didn't really have all of the departments
filled out.

1444
01:35:50,035 --> 01:35:56,219
Now we have IT, HR, marketing, finance, operations.

1445
01:35:56,219 --> 01:36:02,384
So really operations, I was really more operations focused.

1446
01:36:02,384 --> 01:36:11,095
We had a CFO, um, but now it's working with all of the different departments and kind of
making sure everybody's rowing in the same direction.

1447
01:36:11,095 --> 01:36:15,422
So if operations are completely stabilized and efficient, because that sounds like what
you've done.

1448
01:36:15,422 --> 01:36:18,227
You've really made all these things.

1449
01:36:18,227 --> 01:36:20,170
These roles in these, no?

1450
01:36:20,170 --> 01:36:25,154
Back end office headquarters, not efficient, more efficient than they've ever been?

1451
01:36:25,154 --> 01:36:27,015
definitely more efficient than they've ever been.

1452
01:36:27,015 --> 01:36:28,016
We're getting better.

1453
01:36:28,016 --> 01:36:32,249
wouldn't, you know, like there's, we kind of giggle about this, like, just check it off
the list.

1454
01:36:32,249 --> 01:36:34,810
Like there's never a day where we're going, yeah, just check it off the list.

1455
01:36:34,810 --> 01:36:37,792
There's, there's always opportunities.

1456
01:36:38,234 --> 01:36:44,546
Um, if you're getting better every day in that area, why not have.

1457
01:36:46,220 --> 01:36:49,394
more significant growth from a footprint standpoint.

1458
01:36:50,414 --> 01:36:57,097
Um, I think DNA wise, you know, we've basically grown opportunistically.

1459
01:36:57,097 --> 01:37:06,121
Um, and I think successful growth is so important to us, versus just growth for growth
sakes.

1460
01:37:06,121 --> 01:37:14,925
There's, there's a lot of people that just grow and they might take on money and take on
private equity and go, Hey, you know, we're going to grow this thing to X number of units

1461
01:37:14,925 --> 01:37:16,295
and it's all about unit growth.

1462
01:37:16,295 --> 01:37:18,526
And I think for us, it's about successful.

1463
01:37:19,000 --> 01:37:20,633
So how'd you make the decision to go to KC?

1464
01:37:20,633 --> 01:37:21,550
I mean, that's an extension.

1465
01:37:21,550 --> 01:37:22,410
mean, that's

1466
01:37:22,410 --> 01:37:23,850
was, you know, I mean, we were in St.

1467
01:37:23,850 --> 01:37:27,491
Louis and it was kind of the next westward big city.

1468
01:37:27,491 --> 01:37:29,799
So how'd the opportunistic growth show up?

1469
01:37:29,799 --> 01:37:32,140
Did you have the right person, the right operator, account

1470
01:37:32,140 --> 01:37:35,674
Yeah, we definitely had the right operator going out there to do it.

1471
01:37:36,537 --> 01:37:37,478
is, yeah.

1472
01:37:37,478 --> 01:37:39,721
mean, that's, that's a big, big part of it.

1473
01:37:39,721 --> 01:37:39,991
Yeah.

1474
01:37:39,991 --> 01:37:43,666
Be financially sound enough to do it and then also have the right people.

1475
01:37:44,008 --> 01:37:45,878
I think people before financial.

1476
01:37:45,878 --> 01:37:46,566
Yeah.

1477
01:37:46,566 --> 01:37:48,701
So you're still looking for those people.

1478
01:37:48,896 --> 01:37:50,717
Always looking for great people.

1479
01:37:50,824 --> 01:37:51,384
Yeah.

1480
01:37:51,384 --> 01:37:53,291
How important is that to the business?

1481
01:37:53,324 --> 01:37:55,976
the most important thing in the business.

1482
01:37:55,976 --> 01:37:59,808
Like we can, we can have all the great product, have great buildings.

1483
01:37:59,808 --> 01:38:03,981
And if we have crappy people, it's just not going to work.

1484
01:38:03,981 --> 01:38:14,238
So I mean, I, when I talk to our GMs, I just thank them like, Hey, thank you for what
you're doing because it is a massively important role.

1485
01:38:14,238 --> 01:38:20,533
They're in, they're influencing on a daily basis, way more people than I influence on a
daily basis.

1486
01:38:20,533 --> 01:38:22,274
They influence team members.

1487
01:38:22,274 --> 01:38:24,773
fellow managers, influence our guests.

1488
01:38:24,773 --> 01:38:29,428
They're the people in the business every day that are having that massive influence.

1489
01:38:30,439 --> 01:38:34,765
Why do think you have such longevity with those folks and smaller turnover?

1490
01:38:34,765 --> 01:38:39,278
You've probably had moments in history, but why do you have reduced turnover?

1491
01:38:39,278 --> 01:38:48,108
Yeah, our turnover company wide is 75 % a year, which might sound like a lot to a lot of
people, it's, know, industry wide, it's more like 120.

1492
01:38:48,108 --> 01:38:49,758
I say it's over 100%.

1493
01:38:49,966 --> 01:38:53,251
Um, why?

1494
01:38:54,086 --> 01:38:55,778
I think it's our culture.

1495
01:38:55,778 --> 01:39:02,550
I think, I think the way we treat people is, I think the way we would want to be treated,
think.

1496
01:39:02,712 --> 01:39:04,692
What's so difficult about that?

1497
01:39:04,717 --> 01:39:05,896
Because if we actually-

1498
01:39:05,896 --> 01:39:07,287
lose empathy.

1499
01:39:07,848 --> 01:39:11,811
People forget or they never have.

1500
01:39:11,811 --> 01:39:23,881
When our exec team came on board, so our CFO came from a manufacturing organization, uh
our marketing director came from a banking industry, they go work in the stores for a

1501
01:39:23,881 --> 01:39:24,582
little bit.

1502
01:39:24,582 --> 01:39:27,123
They understand what it's like to be in a store.

1503
01:39:27,544 --> 01:39:30,266
They understand how hard the work is.

1504
01:39:30,266 --> 01:39:32,448
Hopefully they understand how rewarding it can be.

1505
01:39:32,448 --> 01:39:35,030
ah But we have a

1506
01:39:35,222 --> 01:39:38,166
and empathy for what's going on.

1507
01:39:38,166 --> 01:39:43,874
we're always trying to go, Hey, if I were in that person's shoes, how would I deal with
it?

1508
01:39:43,874 --> 01:39:46,775
Yeah, because you can unlock anything with that approach.

1509
01:39:46,936 --> 01:39:53,600
Personal relationships, probably being a great dad, remembering what it's like to be the
son and the pressure of that wife.

1510
01:39:53,600 --> 01:39:55,261
Right.

1511
01:39:55,581 --> 01:39:56,866
Yeah, I think if we.

1512
01:39:56,866 --> 01:40:03,048
I will tell you, my parents were just, they truly wanted to see me happy.

1513
01:40:03,048 --> 01:40:04,558
My dad was a pediatrician.

1514
01:40:04,558 --> 01:40:11,850
My mom got her PhD in nursing and she did that when I was in college.

1515
01:40:11,850 --> 01:40:14,851
She went and got her master or bachelor's master's in PhD.

1516
01:40:15,071 --> 01:40:16,371
Smart lady.

1517
01:40:16,371 --> 01:40:21,173
And so when I said, Hey, I'm not going to be a doctor.

1518
01:40:21,553 --> 01:40:24,373
They were like, great.

1519
01:40:24,574 --> 01:40:25,574
What are you going to do?

1520
01:40:25,574 --> 01:40:25,976
And

1521
01:40:25,976 --> 01:40:27,562
I said, hey, I'm gonna go in the restaurant business.

1522
01:40:27,562 --> 01:40:29,798
And they were very proud and happy.

1523
01:40:30,050 --> 01:40:32,159
Hmm, were they happy?

1524
01:40:33,678 --> 01:40:37,399
Their smile on their face told me they were happy because they knew I was happy.

1525
01:40:37,774 --> 01:40:38,385
It's like, where's that?

1526
01:40:38,385 --> 01:40:43,442
that come because they were happy or do you think there's something I would have done it a
little bit different?

1527
01:40:45,324 --> 01:40:47,536
I think they were generally happy.

1528
01:40:47,536 --> 01:41:00,186
ah you know, I remember my dad at our rehearsal dinner said the greatest gift you can give
to your children is to be kind to your spouse.

1529
01:41:00,186 --> 01:41:08,393
just that upbringing of having parents that, yeah, they argued.

1530
01:41:08,393 --> 01:41:09,754
I are, we argue.

1531
01:41:09,754 --> 01:41:15,032
Um, but at the end of the day, there was, there's no doubt that

1532
01:41:15,032 --> 01:41:16,423
we love each other.

1533
01:41:17,305 --> 01:41:20,809
so I feel like for me, that was kind of foundational.

1534
01:41:20,809 --> 01:41:31,191
And then for them to truly be happy and see me being happy, which I think they knew I was
happy when I came home and I was like, I want to make marinara sauce.

1535
01:41:31,191 --> 01:41:36,296
And you know, there wasn't like this, why, why the heck do you want to do that?

1536
01:41:37,506 --> 01:41:43,080
So, so the challenge is what if someone, do you just keep on hitting the reset button?

1537
01:41:43,080 --> 01:41:47,573
If you feel like you haven't found making the marinara sauce moment, cause that's the
challenge.

1538
01:41:47,573 --> 01:41:53,578
Cause you might get all, you might get all the way to 75 years old and life's not good
because you never set down the roots.

1539
01:41:53,578 --> 01:41:53,928
Right.

1540
01:41:53,928 --> 01:41:58,321
Because you stopped when you found Dewey's you stopped.

1541
01:41:59,102 --> 01:42:05,586
You know how you said earlier in the conversation that once you're done learning
somewhere, it's time to move on.

1542
01:42:08,270 --> 01:42:11,038
but you made a decision as well, like this is the place.

1543
01:42:11,038 --> 01:42:12,583
Did you or no?

1544
01:42:12,583 --> 01:42:14,166
Did it evolve?

1545
01:42:16,002 --> 01:42:16,797
Is it timing?

1546
01:42:16,797 --> 01:42:17,863
it experience in life?

1547
01:42:17,863 --> 01:42:18,778
Is it family?

1548
01:42:18,778 --> 01:42:19,552
What makes that?

1549
01:42:19,552 --> 01:42:28,790
feel like at certain point, like, I had, I had grown and experienced a lot of different
things in a lot of different restaurants.

1550
01:42:28,790 --> 01:42:29,451
Yeah.

1551
01:42:29,451 --> 01:42:39,800
I experienced a lot of different things and a lot of different restaurants, good, bad,
ugly business, um, you know, culinary cocktails, all of that stuff.

1552
01:42:39,800 --> 01:42:41,432
I experienced the good and the bad.

1553
01:42:41,432 --> 01:42:46,526
I experienced like, if you ever read a kitchen confidential, I experienced all of that.

1554
01:42:47,190 --> 01:42:48,300
stayed out of the fray.

1555
01:42:48,300 --> 01:42:57,653
lot of that, that, is a, a lot of the drama and a lot of the drugs and everything that
went along within the, in the eighties, nineties.

1556
01:42:57,653 --> 01:42:58,633
Yeah.

1557
01:42:58,633 --> 01:43:00,074
You see it all.

1558
01:43:00,074 --> 01:43:04,175
And anyway, um, it was my career.

1559
01:43:04,175 --> 01:43:05,685
So I'm like, this is my career.

1560
01:43:05,685 --> 01:43:06,905
So I'm learning, learning, learning, learning.

1561
01:43:06,905 --> 01:43:16,770
And then I, you know, with, with Dewey's had an opportunity to put a lot of those things
to work and then just to be able at, at, at a very young age in the

1562
01:43:16,770 --> 01:43:27,995
business, not me being a young age, but the, and I was young, but the, uh, age of the
business, be able to put some of those things to work and help to form and shape the

1563
01:43:27,995 --> 01:43:37,549
business, um, by using some of the things that I had learned and make mistakes and not get
crucified for the mistakes, but own up to them.

1564
01:43:37,549 --> 01:43:39,199
So yeah, that was it.

1565
01:43:39,199 --> 01:43:45,838
And like owning the decisions and not having to point at somebody else and going, well,
that's what they want.

1566
01:43:45,838 --> 01:43:47,197
That's what they want.

1567
01:43:47,992 --> 01:43:52,608
Did you think you knew what you found in the beginning when you went to Dewey's?

1568
01:43:52,608 --> 01:43:54,700
Did you knew you found or no?

1569
01:43:56,274 --> 01:43:59,165
Um, I think the culture was, was pretty darn good.

1570
01:43:59,165 --> 01:44:04,777
Like, uh, just the, the vision of like, I came from a publicly traded company.

1571
01:44:04,978 --> 01:44:07,029
We were having shareholder meetings.

1572
01:44:07,029 --> 01:44:08,479
We were sitting with the board.

1573
01:44:08,479 --> 01:44:18,724
We were, you know, a lot of the financial like profitability and trust me, the, the second
concept I took on for them was not a moneymaker.

1574
01:44:18,724 --> 01:44:22,845
And so there was a lot of scrutiny on that part of, on that business.

1575
01:44:22,845 --> 01:44:24,736
And this was, Hey,

1576
01:44:25,080 --> 01:44:26,411
we're doing the right thing.

1577
01:44:26,411 --> 01:44:29,683
We're, you know, if we need equipment, we're ordering equipment.

1578
01:44:29,683 --> 01:44:32,355
That doesn't mean we can be careless with our equipment.

1579
01:44:32,495 --> 01:44:34,616
We're getting the right products.

1580
01:44:35,097 --> 01:44:39,360
It fit very well with the way I, I envisioned things.

1581
01:44:40,121 --> 01:44:50,778
and then system wise, like being able to help develop systems and grow systems so that we
could, um, control the financial piece of things better that was kind of in the

1582
01:44:50,778 --> 01:44:51,269
background.

1583
01:44:51,269 --> 01:44:53,142
Like we didn't have to talk like,

1584
01:44:53,142 --> 01:44:57,148
If the systems are right, the finances are going to, are going to take care of themselves.

1585
01:44:57,148 --> 01:44:59,772
If, if the machine is broken, the machine is broken.

1586
01:44:59,772 --> 01:45:01,602
ah

1587
01:45:01,602 --> 01:45:04,543
You knew what you had in the founder, right?

1588
01:45:04,543 --> 01:45:06,220
In his mentality and his mindset.

1589
01:45:06,220 --> 01:45:07,054
That's what you knew.

1590
01:45:07,054 --> 01:45:19,034
Yeah, both Joe and Andrew, um, I think spoke a similar language and, you know, we all were
working hard.

1591
01:45:19,034 --> 01:45:24,434
We were all doing, uh, and we all were invested in the passion behind it.

1592
01:45:24,434 --> 01:45:26,434
It wasn't for doing it for somebody else.

1593
01:45:26,434 --> 01:45:30,674
was doing it for, for the business and for the team and for ourselves.

1594
01:45:31,054 --> 01:45:31,934
Yeah.

1595
01:45:31,994 --> 01:45:36,494
The where do you think when you look back on this experience?

1596
01:45:37,174 --> 01:45:40,794
I'm assuming this is this will be your last CEO job.

1597
01:45:40,794 --> 01:45:42,074
I'm assuming.

1598
01:45:42,134 --> 01:45:42,274
Right.

1599
01:45:42,274 --> 01:45:46,434
You can't say if it's not going to be if there's something in your head because everybody
but I'm assuming it is.

1600
01:45:47,914 --> 01:45:52,014
When that comes to an end, hopefully in a positive manner, you've worked it out.

1601
01:45:52,014 --> 01:45:57,254
You get to retire and you're spending time in Hilton head as much as you want to.

1602
01:45:58,174 --> 01:45:59,954
What do you hope you leave?

1603
01:46:00,216 --> 01:46:01,823
Let's say it's another 10 years.

1604
01:46:02,038 --> 01:46:02,368
Yeah.

1605
01:46:02,368 --> 01:46:04,190
Well, I'm not a retirement guy.

1606
01:46:04,190 --> 01:46:07,023
like, that's never been a vision of mine.

1607
01:46:07,023 --> 01:46:12,328
Like I really truly do enjoy what I do.

1608
01:46:13,050 --> 01:46:21,358
So I want to be consulting, whatever, you know, like that, that might be a next step, but,
um, what do I, what do I hope I leave?

1609
01:46:21,358 --> 01:46:22,598
do you you behind?

1610
01:46:22,598 --> 01:46:23,658
What's a legacy?

1611
01:46:23,658 --> 01:46:25,818
Like, I hate that word.

1612
01:46:26,158 --> 01:46:29,258
I hate it because it's not about me.

1613
01:46:29,618 --> 01:46:31,638
Like people, they want to be remembered.

1614
01:46:31,638 --> 01:46:34,518
I don't care about personally being remembered, right?

1615
01:46:34,518 --> 01:46:37,538
It's about what's the thing you left behind for everyone else.

1616
01:46:37,538 --> 01:46:42,218
So if we call it legacy, but I don't need the legacy attached to my name, right?

1617
01:46:42,318 --> 01:46:42,478
Right.

1618
01:46:42,478 --> 01:46:43,838
That drives me crazy.

1619
01:46:43,838 --> 01:46:44,760
All these guys.

1620
01:46:44,760 --> 01:46:47,113
Well, my name's never going to be on the wall.

1621
01:46:47,113 --> 01:46:49,676
know, that's, that's, and that's fine.

1622
01:46:49,676 --> 01:46:51,788
And that's always been.

1623
01:46:51,982 --> 01:46:53,242
fine with me.

1624
01:46:53,242 --> 01:46:55,702
didn't name my companies after me.

1625
01:46:55,722 --> 01:47:00,682
I wouldn't want to work at a place that's named after an individual.

1626
01:47:00,682 --> 01:47:03,402
I'm sorry, that's very definitive, but I wouldn't want to.

1627
01:47:03,842 --> 01:47:05,312
So what do you hope you'll

1628
01:47:06,670 --> 01:47:07,784
Um.

1629
01:47:08,610 --> 01:47:11,261
What do think you'll be successful if you're like, okay, you know what?

1630
01:47:11,261 --> 01:47:13,116
I didn't leave anything on the table.

1631
01:47:13,390 --> 01:47:27,970
Yeah, I think, I think if, know, like with, with our purpose and our values and going, we
have a really, really like strong legacy of a great value system, great purpose.

1632
01:47:27,970 --> 01:47:33,010
We're treating people, both guests and team members.

1633
01:47:33,010 --> 01:47:35,250
We're treating them really well.

1634
01:47:35,270 --> 01:47:40,510
And there's not a lot of like ambiguity in how we do things.

1635
01:47:40,510 --> 01:47:42,978
Now somebody might come, come along and

1636
01:47:42,978 --> 01:47:45,421
take the business in a different direction.

1637
01:47:46,103 --> 01:47:48,767
Meaning like, they might say, Hey, we're going to do appetizers.

1638
01:47:48,767 --> 01:47:50,804
We're going to do hamburgers.

1639
01:47:50,804 --> 01:47:53,774
sticks you make yeah hey what are we those back for if they're

1640
01:47:53,774 --> 01:47:54,454
are we doing those?

1641
01:47:54,454 --> 01:47:56,235
You're a guy who's an idiot.

1642
01:47:56,235 --> 01:48:10,193
Like, but at the end of the day, if we're treating people the right way and we're making,
um, decisions that are the best for the team and for the business, then I think that would

1643
01:48:10,193 --> 01:48:19,328
be, would be awesome because we, we have fought as a group to keep that alive and well in
the organization.

1644
01:48:19,328 --> 01:48:23,436
So when I look back at it, it's not, it's not just going to be my,

1645
01:48:23,436 --> 01:48:24,770
what I'm leaving behind.

1646
01:48:24,770 --> 01:48:26,062
ah

1647
01:48:26,062 --> 01:48:28,045
You're responsible right now.

1648
01:48:28,045 --> 01:48:28,616
You are.

1649
01:48:28,616 --> 01:48:31,630
mean, you're the one driving the vision of this thing now.

1650
01:48:31,630 --> 01:48:31,960
Certainly.

1651
01:48:31,960 --> 01:48:36,893
like in, in we've set up a, a support structure.

1652
01:48:36,893 --> 01:48:37,903
Like to me, that's it.

1653
01:48:37,903 --> 01:48:43,256
Like in, in, in talking about like, Hey, succession, like we have a great support
structure.

1654
01:48:43,256 --> 01:48:45,978
So who in that is next up?

1655
01:48:45,978 --> 01:48:49,870
And then hopefully they're bringing people next up.

1656
01:48:49,870 --> 01:48:57,244
And like you talked about ownership mentality, how does that manifest itself and, do
people really believe it?

1657
01:48:57,244 --> 01:48:58,965
Because that's long lasting.

1658
01:48:58,965 --> 01:49:01,226
And if they don't believe it, then they're just.

1659
01:49:01,334 --> 01:49:06,228
saying, can't wait till he leaves because when he leaves all gloves are off.

1660
01:49:06,228 --> 01:49:08,795
know, that's all bets are off.

1661
01:49:08,795 --> 01:49:10,119
All your take off your gloves.

1662
01:49:10,119 --> 01:49:13,128
whatever it is, it's like, yeah, we're having a real fight now.

1663
01:49:13,128 --> 01:49:13,974
Yeah, the gloves are off.

1664
01:49:13,974 --> 01:49:22,205
And you've seen, mean, I've seen it certainly in other restaurant brands, know, Howard
Schultz has come back a couple of times to Starbucks.

1665
01:49:22,205 --> 01:49:24,821
So, you know, he's got a great podcast.

1666
01:49:24,821 --> 01:49:26,410
I don't know if you listen to it.

1667
01:49:27,009 --> 01:49:28,650
He's got some great stories.

1668
01:49:28,650 --> 01:49:30,350
There's tremendous stories on what he learned.

1669
01:49:30,350 --> 01:49:31,750
That guy is tremendous.

1670
01:49:31,750 --> 01:49:35,690
Like even, you know, you see turnovers from a tripolt way and stuff and then what's
happened there.

1671
01:49:36,370 --> 01:49:37,810
Yeah, it's fascinating.

1672
01:49:37,970 --> 01:49:44,170
But, and then you also look a hundred years ago and the companies, most of those companies
don't exist anymore.

1673
01:49:45,270 --> 01:49:47,910
So it's like, what are these things that we're doing here?

1674
01:49:47,910 --> 01:49:50,254
We don't want to think too big about them, but what are they?

1675
01:49:50,254 --> 01:49:53,294
I mean, we're a hospitality company.

1676
01:49:53,294 --> 01:49:58,474
We're part of a community just as much as we make great pizza and just as much as we make
great salads.

1677
01:49:58,474 --> 01:50:00,454
Like those are the conduit.

1678
01:50:00,454 --> 01:50:04,174
Like the restaurant is a place for people to go to be restored.

1679
01:50:04,194 --> 01:50:05,994
And are we doing that?

1680
01:50:05,994 --> 01:50:08,794
And there's, there's such an emphasis now on off-premise.

1681
01:50:08,794 --> 01:50:13,774
So how do we get that hospitality and that restaurant off-premise?

1682
01:50:13,774 --> 01:50:20,354
those are, those are things that we're going to, we're figuring out and, but the,

1683
01:50:20,514 --> 01:50:23,756
the consumer is going to help dictate some of those things in the future.

1684
01:50:23,756 --> 01:50:35,022
And hopefully we can still focus on having this hospitality, both internally and
externally, creating these exceptional experiences, nourishing the community and being

1685
01:50:35,022 --> 01:50:35,503
next level.

1686
01:50:35,503 --> 01:50:45,348
mean, that for us, like if, if somebody took over, like there, there are so many
generational businesses where people take over and they're like, let's just sit back and

1687
01:50:45,348 --> 01:50:46,549
collect a check.

1688
01:50:46,549 --> 01:50:48,670
And I don't think that

1689
01:50:48,718 --> 01:50:50,098
that always works.

1690
01:50:50,098 --> 01:51:01,558
Sometimes it probably does, but it's pretty tough when, whether it's a second generation,
third generation, new ownership group, private equity, whatever it is, like sometimes

1691
01:51:01,558 --> 01:51:04,218
companies lose their soul.

1692
01:51:04,498 --> 01:51:06,538
And that's very difficult.

1693
01:51:06,538 --> 01:51:15,758
That would be very difficult if I was looking back from the grave or whatever and going,
man, do he's really lost its soul at some point.

1694
01:51:15,758 --> 01:51:18,282
And even how, if that happened under

1695
01:51:18,282 --> 01:51:22,740
under my leadership, like that would be devastating.

1696
01:51:23,118 --> 01:51:29,564
um Is AI playing any part in your all's world right now from a restaurant standpoint?

1697
01:51:30,702 --> 01:51:39,992
We definitely watch it and we definitely are, you know, like there's a difference between
automation and AI.

1698
01:51:39,992 --> 01:51:48,741
so we definitely have done some things with automation and now we're trying to go, how,
how can it learn and be predictive?

1699
01:51:48,741 --> 01:51:52,910
Um, but not, we're not too deep into that, right?

1700
01:51:52,910 --> 01:51:54,994
humans are touching every part of what you're doing.

1701
01:51:55,052 --> 01:51:55,942
Yeah.

1702
01:51:55,942 --> 01:51:56,942
Yeah.

1703
01:51:57,143 --> 01:51:58,083
For sure.

1704
01:51:58,083 --> 01:52:07,565
And we're working on some things like, because we know on busy nights when people want to
pick up a pizza, sometimes we're quoting times that are like, I don't really want to wait

1705
01:52:07,565 --> 01:52:08,606
an hour for my pizza.

1706
01:52:08,606 --> 01:52:11,917
So we're trying to say, well, what actually could that be?

1707
01:52:11,917 --> 01:52:19,529
And how, if we take the human emotion out of the promise to, my gosh, we're really, really
busy.

1708
01:52:19,529 --> 01:52:21,109
There's a lot of pizzas coming in.

1709
01:52:21,109 --> 01:52:22,090
Let's just quote an hour.

1710
01:52:22,090 --> 01:52:24,210
We'll slow that whole thing down.

1711
01:52:25,048 --> 01:52:28,189
we feel like we can automate that.

1712
01:52:28,189 --> 01:52:32,174
it takes really the stress off of the team member who's having to quote those things.

1713
01:52:32,174 --> 01:52:33,014
it be 37 minutes?

1714
01:52:33,014 --> 01:52:36,940
Does the system know through automation that is 37 minutes?

1715
01:52:36,940 --> 01:52:38,593
with a backlog looking at it.

1716
01:52:38,593 --> 01:52:40,898
Yeah, it doesn't know it.

1717
01:52:40,898 --> 01:52:42,159
Can it know it?

1718
01:52:42,180 --> 01:52:45,792
And we have so many inputs, it's a little bit difficult, but that's something we're

1719
01:52:45,792 --> 01:52:46,734
Yeah, that's a question too.

1720
01:52:46,734 --> 01:52:49,963
Do you over engineer the thing where you make it less than what it was?

1721
01:52:50,200 --> 01:52:58,001
There's a lot of stories out there where to collect it and to try and do something
actually slows things down.

1722
01:52:58,001 --> 01:52:59,052
um

1723
01:52:59,052 --> 01:52:59,382
Yeah.

1724
01:52:59,382 --> 01:53:04,756
Um, so you think, uh, a few stores a year, that's growth, right?

1725
01:53:04,756 --> 01:53:05,967
Yeah.

1726
01:53:06,147 --> 01:53:10,240
Are you there for those cutting the ribbons?

1727
01:53:10,680 --> 01:53:11,841
yeah, yeah, yeah, yeah.

1728
01:53:11,841 --> 01:53:12,281
Generally.

1729
01:53:12,281 --> 01:53:12,681
Yes.

1730
01:53:12,681 --> 01:53:22,787
Um, yeah, we just opened our first care out only store in March in South Hampton, which is
in St.

1731
01:53:22,787 --> 01:53:23,688
Louis.

1732
01:53:23,888 --> 01:53:29,591
And, uh, just to, know, like we've seen the off-premise thing go crazy.

1733
01:53:30,712 --> 01:53:32,673
and it's doing well.

1734
01:53:32,754 --> 01:53:33,874
It's doing well.

1735
01:53:34,220 --> 01:53:37,694
Was that anti to your culture on who you were?

1736
01:53:37,694 --> 01:53:39,656
was like, are we really going to do that?

1737
01:53:39,656 --> 01:53:42,900
Like, was it, was it tough to overcome the idea of doing that?

1738
01:53:42,900 --> 01:53:45,582
Because you don't have to put all your special things on it.

1739
01:53:45,763 --> 01:53:52,610
The things that makes Dewey's great team service, all these, you're just bake, you're just
baking a pizza and giving it to them.

1740
01:53:52,610 --> 01:53:54,551
That's definitely in the conversation.

1741
01:53:54,551 --> 01:54:00,254
So pre COVID we were, you know, we were ramping up in the amount of off-premise we were
doing.

1742
01:54:00,254 --> 01:54:04,917
Um, and not by our choice, just by consumer choice.

1743
01:54:04,917 --> 01:54:08,199
we were at 40 % off-premise pre COVID.

1744
01:54:08,720 --> 01:54:14,983
We went to obviously a hundred and then we kind of settled back down around 60 off-premise
to on-premise.

1745
01:54:14,983 --> 01:54:16,764
So it definitely flipped.

1746
01:54:16,965 --> 01:54:19,904
And what we saw, and this is a

1747
01:54:19,904 --> 01:54:20,634
an area in St.

1748
01:54:20,634 --> 01:54:31,299
Louis where we have two pretty busy stores, we still see long wait times and there's a,
it's it's an easier, more simple mousetrap to do it.

1749
01:54:31,299 --> 01:54:32,279
Yes.

1750
01:54:32,419 --> 01:54:43,664
If we, I don't think we would ever, and I say this now from in the seat that I'm in, I
don't think we'll ever do a just off-premise carryout store unless we have a full service

1751
01:54:43,664 --> 01:54:44,014
store.

1752
01:54:44,014 --> 01:54:45,504
Cause that is the brand.

1753
01:54:45,504 --> 01:54:47,455
That is the Dewey story.

1754
01:54:47,455 --> 01:54:49,896
That is the experience piece of it.

1755
01:54:50,156 --> 01:54:59,185
If people were choosing to get their pizza off premise, whether through third party
delivery or through picking the pizza up, they're not coming in to get that experience

1756
01:54:59,185 --> 01:55:00,176
anyway.

1757
01:55:00,276 --> 01:55:09,165
We do talk about how do we give, what does hospitality look like from an off premise
standpoint and how can we do that better?

1758
01:55:09,165 --> 01:55:14,400
Because I feel like we do a really, really good job of hospitality on premise.

1759
01:55:14,860 --> 01:55:15,470
Hm.

1760
01:55:15,470 --> 01:55:16,642
You're trying to figure that out.

1761
01:55:16,642 --> 01:55:17,473
Yeah, yeah, yeah.

1762
01:55:17,473 --> 01:55:19,245
I mean, it's a, it's a constant conversation.

1763
01:55:19,245 --> 01:55:21,649
Like just from answering a phone.

1764
01:55:21,649 --> 01:55:23,831
Now people are ordering online.

1765
01:55:24,653 --> 01:55:28,277
How do we get hospitality baked into that third party?

1766
01:55:28,297 --> 01:55:29,258
The most

1767
01:55:29,698 --> 01:55:31,872
Your specialty is not just being a commodity.

1768
01:55:31,872 --> 01:55:32,222
Right.

1769
01:55:32,222 --> 01:55:37,279
oh So, I mean, how do we, how do we get that?

1770
01:55:37,279 --> 01:55:40,729
And what are the things that could take that to the next level?

1771
01:55:40,729 --> 01:55:40,860
cool.

1772
01:55:40,860 --> 01:55:41,652
It could be fun.

1773
01:55:41,652 --> 01:55:42,166
It could be cool.

1774
01:55:42,166 --> 01:55:44,777
could be something you waste a lot of money on, but it could be fun.

1775
01:55:45,504 --> 01:55:47,662
Yes, but failure.

1776
01:55:47,662 --> 01:55:51,264
Yeah, well, failure only matters if you're going to learn something.

1777
01:55:51,264 --> 01:55:55,726
I don't want failure where I learned we shouldn't have done it and we don't then move
forward with something else.

1778
01:55:55,726 --> 01:55:57,847
That's never good in my book.

1779
01:55:57,847 --> 01:56:06,060
That's an expensive lesson that I wish I didn't pay for unless I learn something that we
are going to compound and grow and figure some other way to exponentially grow the

1780
01:56:06,060 --> 01:56:06,791
business.

1781
01:56:06,791 --> 01:56:08,992
But if it's a hard lesson, I was like, we never should have done that.

1782
01:56:08,992 --> 01:56:10,932
We don't do anything with that knowledge.

1783
01:56:11,362 --> 01:56:12,764
I don't like that lesson.

1784
01:56:12,764 --> 01:56:13,784
That's a bad lesson.

1785
01:56:13,784 --> 01:56:13,984
Right.

1786
01:56:13,984 --> 01:56:17,160
And you know, we talk about some of these innovations.

1787
01:56:17,160 --> 01:56:19,905
It's like, what's the saying?

1788
01:56:19,905 --> 01:56:22,850
Perfection is the enemy of

1789
01:56:27,252 --> 01:56:31,916
Yeah, it's, it's, it's, perfection's the enemy of speed or something like that.

1790
01:56:31,916 --> 01:56:35,538
Like you don't, if you're trying to be perfect, you'll never.

1791
01:56:35,538 --> 01:56:36,618
statement even if it's not been said.

1792
01:56:36,618 --> 01:56:38,038
That's a true statement.

1793
01:56:40,878 --> 01:56:42,758
So what do you think?

1794
01:56:45,698 --> 01:56:48,081
you're framing yourself as an average human.

1795
01:56:56,500 --> 01:57:00,222
I think I'm a really good human being.

1796
01:57:00,958 --> 01:57:10,750
Um, I think my desire to continue to learn and figure things out is probably where that
comes from.

1797
01:57:10,750 --> 01:57:22,808
Like I don't rest on what I've done or what accomplishments or looking back at, at
successes and that's a, you know,

1798
01:57:22,808 --> 01:57:27,020
probably something I could do better for myself is celebrate a little bit.

1799
01:57:27,441 --> 01:57:31,784
and I'm just not good at it.

1800
01:57:32,224 --> 01:57:41,838
So, you know, and it is nice when people say thank you or you go back to your comment
about like notes that people write.

1801
01:57:41,838 --> 01:57:43,192
It is nice.

1802
01:57:43,192 --> 01:57:47,130
Um, yeah.

1803
01:57:47,130 --> 01:57:48,414
Just is, don't.

1804
01:57:50,380 --> 01:57:54,071
I don't get too high on the highs anymore and don't get too low on the lows.

1805
01:57:54,071 --> 01:58:01,914
Um, and so I'm not looking for the awards and the accolades because I always know there's
a next level to achieve, right?

1806
01:58:01,914 --> 01:58:02,755
To your point.

1807
01:58:02,755 --> 01:58:11,254
so, but when someone shows that the thing that I've gone all in with really impacted them,
that's the thing.

1808
01:58:11,254 --> 01:58:15,362
And you can see little things in people where you're like, yeah.

1809
01:58:15,362 --> 01:58:25,309
know, you see, you see the growth, you see the movement, you see the improved mindset, how
they're improving their life and you're not allowed to take the credit nor do you need it,

1810
01:58:25,309 --> 01:58:27,750
but the knowing says it's worthwhile.

1811
01:58:29,114 --> 01:58:37,959
There was a guy that I work with uh who's in another professional organization,
development, organizational group.

1812
01:58:38,339 --> 01:58:50,726
I won't name it, but anyway, he said to me one day after he had been to his group meeting,
he said, Hey, I think these are a quote, but I might be wrong.

1813
01:58:50,726 --> 01:58:52,947
said, Hey, thanks for not being an asshole.

1814
01:58:53,227 --> 01:58:56,981
And I said, I guess that's a compliment.

1815
01:58:56,981 --> 01:58:58,722
And he's like, no, he goes, I go to this

1816
01:58:58,722 --> 01:59:04,953
this group and every time I'm in there, everybody's complaining about their boss and what
an asshole they are.

1817
01:59:04,953 --> 01:59:07,116
And he goes, I don't feel like you're an asshole.

1818
01:59:07,116 --> 01:59:09,801
And I was like, sweet.

1819
01:59:09,801 --> 01:59:10,803
Thank you for saying it.

1820
01:59:10,803 --> 01:59:12,972
You like just thanks for saying it.

1821
01:59:12,972 --> 01:59:13,542
Yeah.

1822
01:59:13,542 --> 01:59:25,500
Do you think, um, isn't that funny that, um, you have people in either middle management
or upper middle management will get together in a group and they all share that sentiment.

1823
01:59:27,928 --> 01:59:28,918
That's a problem.

1824
01:59:28,918 --> 01:59:39,523
I don't want to be dramatic about it, but it's like if a vast majority of people feel that
and those people are also responsible for leading others and that you were the outlier,

1825
01:59:39,803 --> 01:59:41,644
okay, kudos to you.

1826
01:59:42,765 --> 01:59:46,206
But I'm assuming the way you feel is there should be a lot more of you.

1827
01:59:47,150 --> 01:59:48,310
Yeah.

1828
01:59:48,450 --> 02:00:02,090
I, again, like that to me is a leadership style, probably a lack of emotional
intelligence, probably unapproachable, probably, you know, um, somebody's never, never had

1829
02:00:02,090 --> 02:00:05,110
the courage to tell them that they were wrong.

1830
02:00:05,530 --> 02:00:06,770
They suck.

1831
02:00:07,550 --> 02:00:07,790
Yeah.

1832
02:00:07,790 --> 02:00:08,090
Yeah.

1833
02:00:08,090 --> 02:00:08,290
Yeah.

1834
02:00:08,290 --> 02:00:08,470
Yeah.

1835
02:00:08,470 --> 02:00:10,030
And how unfortunate is that?

1836
02:00:10,030 --> 02:00:16,230
Like that, those are the not open-minded people that I want to steer clear of a lot.

1837
02:00:16,906 --> 02:00:18,424
Stay away from me.

1838
02:00:18,424 --> 02:00:24,710
So what about this idea of whoever came up with it first about we are impacted by the
people we spend the most time around.

1839
02:00:27,307 --> 02:00:31,114
You look at the top five people you spend the most time around, your life is going to look
similar to this.

1840
02:00:31,673 --> 02:00:34,599
yeah, I agree with that.

1841
02:00:36,942 --> 02:00:46,711
I mean, because, you know, I don't know if opposites attract is, is, but like, I also, for
me, I wouldn't want to be around people who are always agreeing with me, but I also

1842
02:00:46,711 --> 02:00:50,084
wouldn't want to be around people who just are devil's advocate.

1843
02:00:50,084 --> 02:00:50,755
Yeah.

1844
02:00:50,755 --> 02:00:51,195
Yeah.

1845
02:00:51,195 --> 02:00:54,037
Like, well, did you think about it this way?

1846
02:00:54,558 --> 02:00:55,598
Yeah.

1847
02:00:55,779 --> 02:01:03,926
I also thought about this way and I thought about this way and like, just people who are
constant, like to me, that's a true bummer, but like also

1848
02:01:05,750 --> 02:01:09,570
I want people who think about, be around people who think about things.

1849
02:01:09,570 --> 02:01:13,513
Yeah, isn't it nice to be around folks that you don't provide context to?

1850
02:01:14,786 --> 02:01:22,529
I've got a group of 10 high school buddies that we are on a text chain every day.

1851
02:01:23,030 --> 02:01:31,283
And actually there's, think seven or nine of us going out on a trip in a couple of weeks
and we're all over the country.

1852
02:01:31,283 --> 02:01:39,116
So Seattle, Florida, Texas, Michigan, but we are, we're connected.

1853
02:01:39,116 --> 02:01:43,072
And when we get together, it's

1854
02:01:43,072 --> 02:01:52,350
it's just fabulous because we've known each other now since we were 15 years old and we
don't have to explain.

1855
02:01:52,350 --> 02:02:02,540
And there is just Tom foolery and it's funny and ah we laugh a lot.

1856
02:02:02,540 --> 02:02:08,905
We, but you know, what's awesome is we're there for each other when the, when the rough
things in life happen.

1857
02:02:09,026 --> 02:02:09,698
So

1858
02:02:09,698 --> 02:02:12,647
seven to nine people or 10 on a text chain.

1859
02:02:12,647 --> 02:02:13,911
That's gone on for years.

1860
02:02:13,911 --> 02:02:14,961
all day long.

1861
02:02:16,568 --> 02:02:23,475
So distracting, at night I'll have my phone by my bed and my wife will be, she just, cause
I keep it on silent.

1862
02:02:26,126 --> 02:02:27,566
What do the guys want?

1863
02:02:27,566 --> 02:02:28,106
Yeah.

1864
02:02:28,106 --> 02:02:32,954
Cause they're in Seattle, you know, just waking up.

1865
02:02:32,954 --> 02:02:34,792
What would life be without that?

1866
02:02:36,910 --> 02:02:46,693
Uh, different, a lot less fun, think, um, lot less meaningful, you know, it's, uh yeah.

1867
02:02:46,713 --> 02:02:56,716
I mean, when you're in a role that I'm in, how much opportunity you get to have candid
conversations, not a lot.

1868
02:02:56,716 --> 02:03:01,538
So, you know, I mean, I feel very connected with my team at work.

1869
02:03:01,538 --> 02:03:03,078
uh

1870
02:03:04,642 --> 02:03:07,802
But, you know, there's a little time to blow off some steam.

1871
02:03:08,970 --> 02:03:14,854
How do you give the 1400 people at your company the space to be able to do that same type
of thing?

1872
02:03:18,050 --> 02:03:21,983
Sometimes I don't talk about the intimate details of that, I do.

1873
02:03:21,983 --> 02:03:29,511
I think the majority of the team that I work with know that I have a group of high school
buddies that we text every day.

1874
02:03:29,511 --> 02:03:34,046
It's just being a real human.

1875
02:03:34,046 --> 02:03:36,928
Hey, we're no different.

1876
02:03:37,069 --> 02:03:42,414
We might have a different role or different title or whatever, but we're not different
people.

1877
02:03:42,414 --> 02:03:45,397
All right, so if we're not different, what makes us different then?

1878
02:03:46,319 --> 02:03:48,781
Because I'm going to say I agree.

1879
02:03:49,723 --> 02:03:52,786
But what makes us different?

1880
02:03:54,796 --> 02:03:57,329
What part of us is not different first?

1881
02:03:57,570 --> 02:04:03,378
If we're not different, you're talking about the other people that you're around and
working with and all that, you're like, we're not different.

1882
02:04:05,044 --> 02:04:17,505
we all have a story, you know, like we all have a story and I wouldn't, I wouldn't say
anybody's less driven, but there's some people that are more risk adverse.

1883
02:04:17,586 --> 02:04:26,945
There are some people who, um, might not want the responsibility in, in, that, don't mean
like they don't have any responsibility.

1884
02:04:26,945 --> 02:04:30,598
They certainly have a lot of responsibility, but, uh,

1885
02:04:33,143 --> 02:04:44,683
I don't think there's an inability to, like in our executive team, don't think there's an
inability to do anybody to do what I do.

1886
02:04:44,683 --> 02:04:46,566
ah

1887
02:04:48,268 --> 02:04:51,083
So again, like what makes us different?

1888
02:04:51,806 --> 02:04:52,826
I don't know.

1889
02:04:53,209 --> 02:04:53,960
Experience?

1890
02:04:53,960 --> 02:05:00,755
Yeah, because I what I try to do is to try to let these folks I don't Nobody needs to live
up to any expectations.

1891
02:05:00,755 --> 02:05:10,182
I have of them anymore but the requirement that I do have is that you live up to the
expectations you have yourself right and with that um

1892
02:05:11,680 --> 02:05:13,748
What they need to understand is

1893
02:05:15,214 --> 02:05:18,716
they're capable pretty much of all of it.

1894
02:05:18,876 --> 02:05:25,230
And that, think that's what makes us similar in the same, but there's a limiting belief in
so many humans.

1895
02:05:25,230 --> 02:05:27,221
That's the difference that I've found.

1896
02:05:27,942 --> 02:05:35,206
I agree with you that once you're, once you've developed the skills to be on an executive
team, you probably have the intelligence and the knowledge and the background to perform

1897
02:05:35,206 --> 02:05:35,966
any of the functions.

1898
02:05:35,966 --> 02:05:37,147
Right.

1899
02:05:37,147 --> 02:05:42,390
And so, but everyone at every level, it's trying to say, because

1900
02:05:45,422 --> 02:05:54,598
person that's working 12 hours a week in one of your 27 locations, they feel different
than they think you are.

1901
02:05:56,300 --> 02:05:57,130
Yeah.

1902
02:05:57,610 --> 02:05:58,510
Yeah.

1903
02:05:59,931 --> 02:06:02,172
And again, like, don't know.

1904
02:06:02,172 --> 02:06:04,272
mean, I could say it till I'm blue in the face.

1905
02:06:04,272 --> 02:06:05,813
I'm a human being.

1906
02:06:06,293 --> 02:06:13,615
sometimes it gets lost because you have a title and that what's, and it's the same thing.

1907
02:06:13,615 --> 02:06:17,406
Like I, I try to think about the human being.

1908
02:06:17,406 --> 02:06:23,948
There's a name with every human being in every role in our company and a story.

1909
02:06:23,948 --> 02:06:26,464
an experience and what brought them here.

1910
02:06:27,219 --> 02:06:33,590
That's why I call it perspective and I become way more in tune with just different
perspectives

1911
02:06:33,944 --> 02:06:35,149
How are you able to do that?

1912
02:06:35,149 --> 02:06:39,878
Because what I've realized is I'm the best when my brain is called.

1913
02:06:41,642 --> 02:06:44,764
in any conversation in a moment, being present.

1914
02:06:44,764 --> 02:06:50,508
Because if there's anything going on in my brain that's thinking about me, I can't be with
them.

1915
02:06:50,508 --> 02:06:59,774
And that's actually what I'm trying to figure out with everyone to, for you to accomplish
the level of success, whatever that is in your life more, your brain needs to calm down.

1916
02:06:59,895 --> 02:07:06,299
And you have to, and what I mean by that is you have to stop worrying about and thinking
about you, your next thoughts.

1917
02:07:06,299 --> 02:07:11,372
It needs to be all about this moment, this human, this experience.

1918
02:07:11,406 --> 02:07:12,786
all the time.

1919
02:07:13,286 --> 02:07:17,606
And so often, that's the advice they need to hear.

1920
02:07:17,606 --> 02:07:18,866
It's like, hey, hold on.

1921
02:07:18,866 --> 02:07:20,266
It's not, you need to calm down.

1922
02:07:20,266 --> 02:07:21,346
It's not relax.

1923
02:07:21,346 --> 02:07:29,446
It's not all those things, but it's like, hey, all the stuff that's going on in your brain
right now, right now, all of that, that's what's clouding the ability for you to be able

1924
02:07:29,446 --> 02:07:32,246
to evaluate the situation and impact it.

1925
02:07:32,246 --> 02:07:37,426
So that's the move is the thing that makes them think that they're different.

1926
02:07:37,426 --> 02:07:38,662
You, that's the problem.

1927
02:07:39,084 --> 02:07:42,555
The thing that I'm trying to figure out, like I have this upset person, I have this
scenario.

1928
02:07:42,555 --> 02:07:43,838
It's like, no, hold on.

1929
02:07:44,359 --> 02:07:46,820
Just what, what's the situation?

1930
02:07:47,441 --> 02:07:49,682
What's the best outcome for that human?

1931
02:07:49,763 --> 02:07:53,526
What's going through their mind and what's happening to them today?

1932
02:07:53,526 --> 02:07:55,127
It's not about what I need to say to them.

1933
02:07:55,127 --> 02:07:57,289
It's not the Rolodex of the thing.

1934
02:07:57,690 --> 02:07:58,530
So

1935
02:08:00,354 --> 02:08:06,299
That's why I don't think too many humans are that many deviations where probably where you
currently are.

1936
02:08:06,800 --> 02:08:07,891
It's all about this approach.

1937
02:08:07,891 --> 02:08:09,002
It's about this perspective.

1938
02:08:09,002 --> 02:08:11,264
It's about we're searching for the thing to say next.

1939
02:08:11,264 --> 02:08:13,914
Who cares what you have to say, right?

1940
02:08:14,306 --> 02:08:15,112
Yes.

1941
02:08:15,916 --> 02:08:18,677
And that's what I think too many people are worried about when they meet the CEO.

1942
02:08:18,677 --> 02:08:20,007
What are they supposed to say?

1943
02:08:20,007 --> 02:08:21,488
How are they supposed to act?

1944
02:08:21,488 --> 02:08:23,508
How do I not say the wrong thing?

1945
02:08:23,508 --> 02:08:26,769
It's like, no, say, Hey, it's great to meet you.

1946
02:08:27,449 --> 02:08:32,931
Like, Hey, when you did my job, like what's one or two of the things that like you found
that really made you successful.

1947
02:08:33,691 --> 02:08:34,811
The things.

1948
02:08:37,052 --> 02:08:42,773
and, so often with the, with the people working at my companies and I see other places,
I'm like, just be in the moment.

1949
02:08:43,474 --> 02:08:45,130
Just be in the moment.

1950
02:08:45,130 --> 02:08:48,923
every time all the time you will have wins every part of your life.

1951
02:08:49,045 --> 02:08:49,428
Yeah.

1952
02:08:49,428 --> 02:08:50,004
So I know.

1953
02:08:50,004 --> 02:08:58,918
you do, mean like the meditation, just like thinking about that, like, okay, I'm going to
meditate and I'm going to meditate.

1954
02:08:58,918 --> 02:09:04,960
Like I have an app, I use it and I insight timer and I do meditation insight timer.

1955
02:09:04,960 --> 02:09:07,301
So you can pick whatever you want.

1956
02:09:07,301 --> 02:09:10,142
10 minutes, five minutes, 20 minutes, 30 minutes and you meditate.

1957
02:09:10,142 --> 02:09:19,436
And like just when you get done with that, it's like, my God, I thought about nothing and
the ability to think about nothing except for the person you're sitting across from.

1958
02:09:19,436 --> 02:09:21,968
and have a conversation and shut her down.

1959
02:09:21,968 --> 02:09:31,176
That's the, think the problem with phones these days and the, and, the way that they're
used, you're always connected to things, always buzzing.

1960
02:09:31,176 --> 02:09:32,857
It's always something to look at.

1961
02:09:32,857 --> 02:09:38,162
And that takes you away from being in the moment with the person that you're across from.

1962
02:09:38,162 --> 02:09:38,682
And you're right.

1963
02:09:38,682 --> 02:09:40,954
Like, Hey, I'm trying to solve a problem for somebody.

1964
02:09:40,954 --> 02:09:48,930
don't even know what their problem is because I'm determining what their problem is,
whether that's a team member or whether that's a guest, like

1965
02:09:48,930 --> 02:09:54,939
Just walk out, like, listen, don't be afraid of the, Hey, I heard you want to talk to me.

1966
02:09:55,020 --> 02:09:56,401
What's going on?

1967
02:09:56,542 --> 02:09:59,507
And then listen, don't prescribe.

1968
02:09:59,507 --> 02:09:59,917
Listen.

1969
02:09:59,917 --> 02:10:03,443
And similar with a team member.

1970
02:10:03,443 --> 02:10:04,206
Just listen.

1971
02:10:04,206 --> 02:10:15,326
I envision myself if I were, um, I don't know what you call it positions, but if I was
someone I had the table and I was in a role of being a server, my brain, my curious brain

1972
02:10:15,326 --> 02:10:18,526
would make me wonder what brought them in today.

1973
02:10:19,326 --> 02:10:20,686
Every person.

1974
02:10:20,766 --> 02:10:23,166
And I'd find a way to ask them.

1975
02:10:23,986 --> 02:10:27,746
And I'd probably double my tip by doing that.

1976
02:10:27,826 --> 02:10:32,406
And they'd probably remember my name and they'd remember the location.

1977
02:10:32,946 --> 02:10:34,506
And also.

1978
02:10:34,542 --> 02:10:40,966
If you make it about them and you ask those types of questions, any problem that does come
up while they're there, it's not going be as big of a problem.

1979
02:10:41,238 --> 02:10:43,082
Right.

1980
02:10:43,082 --> 02:10:43,983
Yeah.

1981
02:10:44,185 --> 02:10:44,495
Yeah.

1982
02:10:44,495 --> 02:10:47,046
Just caring about the person.

1983
02:10:47,046 --> 02:10:49,100
I'm just wondering like what's happening with them.

1984
02:10:49,100 --> 02:10:50,073
What's going on today?

1985
02:10:50,073 --> 02:10:51,634
What brought you in today?

1986
02:10:51,816 --> 02:10:57,076
Everyone's gonna have a story every single person if you said hey like what led you here
today?

1987
02:10:57,144 --> 02:10:58,055
hungry?

1988
02:10:58,648 --> 02:10:59,718
Like man, huh?

1989
02:10:59,718 --> 02:11:00,669
Why this stuff today?

1990
02:11:00,669 --> 02:11:02,670
I know this pizza is awesome, but like, why not?

1991
02:11:02,670 --> 02:11:03,702
Why not the other place?

1992
02:11:03,702 --> 02:11:04,763
eh I don't know.

1993
02:11:04,763 --> 02:11:09,246
Just, I think if you engage with people that way, you don't need to worry about the thing
that we're supposed to say.

1994
02:11:09,246 --> 02:11:11,608
eh And that's where these relationships are lost.

1995
02:11:11,608 --> 02:11:14,400
And also I think this where the development of humans are lost.

1996
02:11:14,496 --> 02:11:16,188
Yeah, it is true.

1997
02:11:16,188 --> 02:11:17,229
mean, how are you doing?

1998
02:11:17,229 --> 02:11:18,329
Fine.

1999
02:11:19,051 --> 02:11:20,012
No, no, really.

2000
02:11:20,012 --> 02:11:23,014
Like if you if you ever do that to somebody, go, how are doing?

2001
02:11:23,014 --> 02:11:25,017
They walk by and go find a no, no, no, no.

2002
02:11:25,017 --> 02:11:25,677
Really?

2003
02:11:25,677 --> 02:11:27,038
How are you doing?

2004
02:11:27,138 --> 02:11:29,602
better be to listen because I'm tell you.

2005
02:11:29,602 --> 02:11:29,913
Yeah.

2006
02:11:29,913 --> 02:11:30,444
Right.

2007
02:11:30,444 --> 02:11:35,336
Well, and you like me, I hope that they do like, Hey, what's up?

2008
02:11:35,336 --> 02:11:36,336
Nothing.

2009
02:11:36,378 --> 02:11:37,260
No, no, no.

2010
02:11:37,260 --> 02:11:38,602
What do you got going on?

2011
02:11:39,106 --> 02:11:40,757
You do that as a dad, I bet.

2012
02:11:40,970 --> 02:11:46,873
Oh, my wife is so much better than me at it, but like, yes, I do.

2013
02:11:47,190 --> 02:11:48,854
Like, tell me about your weekend.

2014
02:11:48,854 --> 02:11:54,627
And she, there's no, mean, boys, no one more to answers, but no, no.

2015
02:11:54,627 --> 02:11:57,908
What, who, what, where, when.

2016
02:11:58,254 --> 02:12:01,614
And can't you learn everything you want to know anyway about asking the questions?

2017
02:12:01,614 --> 02:12:02,214
Yeah.

2018
02:12:02,214 --> 02:12:03,894
Way more than probing, right?

2019
02:12:03,894 --> 02:12:06,054
Way more than telling you, talking about you.

2020
02:12:06,054 --> 02:12:08,994
Um, I'm pumped about the next moment I get to go into Dewey's.

2021
02:12:08,994 --> 02:12:11,174
think, uh, you're, you're a cool guy.

2022
02:12:11,174 --> 02:12:12,934
think, I think you're, very relatable.

2023
02:12:12,934 --> 02:12:14,154
Well, thank you.

2024
02:12:14,214 --> 02:12:23,574
And, there's no doubt that the experience there that the two founders started and that
you've taken, there's a reason why I go in there and the pizza is good, but no one, I

2025
02:12:23,574 --> 02:12:27,334
didn't do any research about why you had that team service environment.

2026
02:12:27,334 --> 02:12:28,396
I felt it.

2027
02:12:28,396 --> 02:12:30,549
And since I felt, was like, this is good.

2028
02:12:30,551 --> 02:12:31,593
I'm never waiting.

2029
02:12:31,593 --> 02:12:38,265
They're always aware the attention to details, but I have, I have wondered about the
breadsticks though.

2030
02:12:40,142 --> 02:12:41,285
Yeah

2031
02:12:42,589 --> 02:12:44,344
So if I go to a location...

2032
02:12:44,344 --> 02:12:44,896
We don't ...

2033
02:12:44,896 --> 02:12:47,602
That's something like we don't want to suck at it.

2034
02:12:48,620 --> 02:12:49,290
Yeah.

2035
02:12:49,290 --> 02:12:50,791
You could be great too.

2036
02:12:50,851 --> 02:12:53,693
And you could probably add like eight or 10 bucks to each ticket.

2037
02:12:54,414 --> 02:12:55,814
That wouldn't suck.

2038
02:12:56,915 --> 02:12:58,816
That would increase some margins.

2039
02:12:59,297 --> 02:13:03,059
I'm sure the same people throwing the stuff in the back and probably roll some bread too.

2040
02:13:03,059 --> 02:13:03,399
All right.

2041
02:13:03,399 --> 02:13:09,823
Anyway, so if I walk in there and say, Hey, um, the CEO of your company, I don't know if
you got to call him Chuck or we call him Mr.

2042
02:13:09,823 --> 02:13:12,384
Lip, but he said, you guys know how to make breadsticks.

2043
02:13:12,745 --> 02:13:13,705
He said he's made them before.

2044
02:13:13,705 --> 02:13:14,976
You guys can't make me breadsticks.

2045
02:13:14,976 --> 02:13:15,872
They'll say no.

2046
02:13:15,872 --> 02:13:16,596
Okay.

2047
02:13:16,596 --> 02:13:18,120
I'd hope they say no.

2048
02:13:18,185 --> 02:13:19,448
I don't know how.

2049
02:13:21,344 --> 02:13:25,077
There's only been one person, it was a friend of my kids, was working at Dewey's, they
called me Mr.

2050
02:13:25,077 --> 02:13:27,512
Lipp and everybody in the kitchen goes, it's Chuck.

2051
02:13:27,512 --> 02:13:28,042
Yeah.

2052
02:13:28,042 --> 02:13:30,985
Isn't that nice though about having that relationship with folks?

2053
02:13:30,985 --> 02:13:31,315
Yeah.

2054
02:13:31,315 --> 02:13:32,205
I like that.

2055
02:13:32,205 --> 02:13:33,937
Something feels wrong about the mister to me.

2056
02:13:33,937 --> 02:13:36,788
It just, does in these work environments.

2057
02:13:37,969 --> 02:13:38,770
Yeah.

2058
02:13:38,770 --> 02:13:41,522
Um, what do you think you want to look back on to wrap this up?

2059
02:13:41,522 --> 02:13:42,102
What do you want to look?

2060
02:13:42,102 --> 02:13:43,452
Are you going to write the book?

2061
02:13:43,452 --> 02:13:50,758
Do you want to have, said as a consultant, you want to consult, like, what do you still
want to do beyond the CEO role?

2062
02:13:50,786 --> 02:13:51,837
I love our business.

2063
02:13:51,837 --> 02:13:54,910
meaning the restaurant business in general.

2064
02:13:55,471 --> 02:13:58,183
I'm a restaurant geeked out restaurant guy.

2065
02:13:58,183 --> 02:14:00,726
love the culinary part of it.

2066
02:14:00,726 --> 02:14:01,857
Love the service part.

2067
02:14:01,857 --> 02:14:03,218
I love the hospitality part.

2068
02:14:03,218 --> 02:14:04,940
I love the people part of it.

2069
02:14:04,940 --> 02:14:11,447
I even like the freaking facilities part of it when like a urinal breaks and how do you
fix a urinal or fix an oven or whatever.

2070
02:14:11,447 --> 02:14:13,989
Like I'm that geeked out in the restaurant business.

2071
02:14:13,989 --> 02:14:15,430
ah

2072
02:14:17,760 --> 02:14:19,591
My goal would be to help others.

2073
02:14:19,591 --> 02:14:28,324
My literally like I think about that and, I'm in different restaurant groups and my goal
is always like, what perspective can I add?

2074
02:14:28,324 --> 02:14:41,440
Like in there's some level of like, just wish I could use that, my experience to help
other restaurateurs because it's such a tough business.

2075
02:14:41,440 --> 02:14:46,456
And like you point out, like there's things that you've learned over time that are
successful and not successful.

2076
02:14:46,456 --> 02:14:52,089
We talk about purpose and values and having those as part of the organization as
guideposts for decision-making.

2077
02:14:52,089 --> 02:15:02,633
Imagine if a single unit operator had those, how many less hours they potentially could
work if they weren't trying to save labor and things not go off the rails.

2078
02:15:03,274 --> 02:15:12,358
To me, those are the kind of things where I'm like, I would just love to be able to sit
down and talk to restaurant people and really help them.

2079
02:15:12,576 --> 02:15:15,039
If they want to grow their business, what are the pitfalls of growing?

2080
02:15:15,039 --> 02:15:19,676
Do know how difficult it is to go from one to two, two to three, and three to four?

2081
02:15:19,676 --> 02:15:24,282
Where you just now are one quarter of yourself that now you're looking over an
organization.

2082
02:15:24,282 --> 02:15:27,342
How are you going to backfill that and what is going to help guide this?

2083
02:15:27,342 --> 02:15:30,202
You know, you could do this in this new technological world.

2084
02:15:30,562 --> 02:15:32,922
You could make the top 200 videos.

2085
02:15:34,498 --> 02:15:42,982
The things that you know that you could probably enunciate and translate within 15 minutes
on each video on topic would be next level.

2086
02:15:42,982 --> 02:15:52,365
You don't have to make it public if you don't want, these restaurant groups that you're a
part of, if you put together those 200 videos, I bet that those people would probably say

2087
02:15:52,365 --> 02:15:54,546
this is one of the most valuable things I've ever had.

2088
02:15:55,598 --> 02:15:56,615
Good thought.

2089
02:15:57,750 --> 02:16:03,557
So when you said you wish you could do it, you get to control the time of making the
videos.

2090
02:16:03,557 --> 02:16:05,018
You could have private YouTube channels.

2091
02:16:05,018 --> 02:16:06,500
If you wanted to put some of them out, could.

2092
02:16:06,500 --> 02:16:11,797
But also what I know is it actually would highlight the Dewey brand.

2093
02:16:11,797 --> 02:16:12,368
100%.

2094
02:16:12,368 --> 02:16:17,542
If you're the source of the information to help other people grow, tremendous impact.

2095
02:16:17,542 --> 02:16:19,906
And how the community would see somebody doing that as well.

2096
02:16:19,906 --> 02:16:25,313
Yeah, I mean, there is a lot in there, you know, but...

2097
02:16:26,670 --> 02:16:27,450
I used to share it.

2098
02:16:27,450 --> 02:16:29,070
doesn't have to be a podcast form.

2099
02:16:29,070 --> 02:16:30,550
I think we're doing it more internally.

2100
02:16:30,550 --> 02:16:32,810
That's how we're doing education now more and more.

2101
02:16:32,810 --> 02:16:36,710
You don't have to come to class with me or other people about the real estate business.

2102
02:16:36,870 --> 02:16:40,570
found the 50, we started out with a 50.

2103
02:16:40,570 --> 02:16:46,350
What are the 50 most critical moments and points that everyone has this challenge with?

2104
02:16:46,450 --> 02:16:52,454
And since we can't be present with every individual in the moment, when they're having the
problem, they can go back and reference it.

2105
02:16:53,182 --> 02:16:57,106
It seems to be it's having tremendous impact and we're getting a ton of feedback.

2106
02:16:57,106 --> 02:17:01,829
So if you want to do that from restaurant people, you know how busy an entrepreneur is
with one or two locations.

2107
02:17:02,070 --> 02:17:04,993
They have to feel overwhelmed in everything they're doing.

2108
02:17:04,993 --> 02:17:07,075
That could be significant.

2109
02:17:07,075 --> 02:17:08,028
You don't have to write the book.

2110
02:17:08,028 --> 02:17:08,847
Don't have to do the podcast.

2111
02:17:08,847 --> 02:17:09,896
That could be just huge.

2112
02:17:09,896 --> 02:17:13,986
We've broken a lot of things, there's a lot of, you know.

2113
02:17:13,986 --> 02:17:17,128
I think that could be, it could be tremendous for people.

2114
02:17:17,128 --> 02:17:17,449
Yeah.

2115
02:17:17,449 --> 02:17:23,249
mean, cause in my brain every day, what I'm using AI for is a lot of people are scared of
it.

2116
02:17:23,249 --> 02:17:32,229
don't know what it's going to do to our world, but I'm actually taking a problem and I'm
putting it in there and it is significant what it's spinning out.

2117
02:17:32,229 --> 02:17:34,541
I don't know if you've messed around with it a ton.

2118
02:17:34,761 --> 02:17:41,134
It is giving me access to information that would have been really, really tough to get.

2119
02:17:41,134 --> 02:17:41,514
Right.

2120
02:17:41,514 --> 02:17:44,414
And even if I was willing to pay for it, I wouldn't know the right place to go get it.

2121
02:17:44,414 --> 02:17:44,934
Right.

2122
02:17:44,934 --> 02:17:46,134
You could be that for these people.

2123
02:17:46,134 --> 02:17:46,434
don't know.

2124
02:17:46,434 --> 02:17:47,974
I think that would be awesome.

2125
02:17:47,974 --> 02:17:59,874
If I had somebody in the real estate business that would speak to brokers as I'm growing
mine that talked about the 200 lessons that they wish someone else had taught them.

2126
02:17:59,874 --> 02:18:00,774
Hmm.

2127
02:18:01,234 --> 02:18:02,374
Could be a hundred lessons.

2128
02:18:02,374 --> 02:18:06,954
could be, Hey, also here's a hundred of the things that we've learned that we think we did
really well.

2129
02:18:06,954 --> 02:18:10,604
Here's the mistake we made around the subject, but here's also the thing that went really
well.

2130
02:18:10,604 --> 02:18:13,312
And if we had to do it again, this is what we'd do.

2131
02:18:15,278 --> 02:18:16,059
That could be cool.

2132
02:18:16,059 --> 02:18:20,301
I think what's weird for me is like, I'm so invested in the result too.

2133
02:18:20,342 --> 02:18:24,844
And like, if I throw that, like what, how's it working for people?

2134
02:18:24,918 --> 02:18:26,612
Like, Hey, tell me how it worked for

2135
02:18:26,612 --> 02:18:27,332
they would engage.

2136
02:18:27,332 --> 02:18:27,962
They would engage now.

2137
02:18:27,962 --> 02:18:28,233
would.

2138
02:18:28,233 --> 02:18:28,833
would be cool.

2139
02:18:28,833 --> 02:18:29,033
Right?

2140
02:18:29,033 --> 02:18:32,724
So that's a way for you to consult from afar while you still are in the CEO role.

2141
02:18:32,724 --> 02:18:33,044
Yeah.

2142
02:18:33,044 --> 02:18:36,745
And you all could brand this as coming from Dewey's as well.

2143
02:18:36,745 --> 02:18:41,206
It would be tremendous because what it could do too, it could give the public insight on
how you guys do things.

2144
02:18:41,206 --> 02:18:41,566
Sure.

2145
02:18:41,566 --> 02:18:46,348
Because if the world wants authenticity from us, we'd love to hear the things didn't go
well.

2146
02:18:46,348 --> 02:18:46,678
Right.

2147
02:18:46,678 --> 02:18:51,239
Because what I do is I walk into the restaurants when I walk in there, I'm experiencing
what I love.

2148
02:18:51,239 --> 02:18:52,449
That's why I'm going back.

2149
02:18:52,449 --> 02:18:53,780
I don't care about the imperfections.

2150
02:18:53,780 --> 02:18:55,540
The story would be pretty cool.

2151
02:18:55,853 --> 02:18:58,724
It could be really, really impactful and it's free.

2152
02:18:58,724 --> 02:18:59,225
there you go.

2153
02:18:59,225 --> 02:19:02,226
You didn't need any advice for me, but yeah, man.

2154
02:19:02,226 --> 02:19:02,946
Thanks for coming in.

2155
02:19:02,946 --> 02:19:05,488
I'm excited to, uh what's good about these.

2156
02:19:05,488 --> 02:19:13,722
gives me perspective when I sit down now and have a pizza in your guys place the next time
that when I'm eating the salads about that cheese, about like, man, this was intentional.

2157
02:19:13,722 --> 02:19:16,343
And I'm to look for the different colored straws.

2158
02:19:16,563 --> 02:19:18,488
Cause I'm gonna be like, cause I have one.

2159
02:19:18,488 --> 02:19:20,853
I'm like, man, how do you know that's sweet or unsweet tea?

2160
02:19:20,853 --> 02:19:23,186
How do you know it's a diet Coke versus a Coke?

2161
02:19:23,195 --> 02:19:27,220
Giving us insight behind the brand, think it's really valuable in today's world.

2162
02:19:27,220 --> 02:19:27,641
Sure.

2163
02:19:27,641 --> 02:19:28,942
Thanks for being.

2164
02:19:29,864 --> 02:19:34,940
Yeah, And Dave will make you uh sound like an all star that you are.

2165
02:19:35,202 --> 02:19:37,605
Thanks Dave, that's going be difficult.

2166
02:19:38,682 --> 02:19:40,230
All right,