00:00:02,125 --> 00:00:04,087

[Steve Doyle]: to the show, Brad Herda, how

are you doing today?

00:00:04,786 --> 00:00:09,193

[Brad Herda]: I am doing fantastic Mr. Stephen

Doyle. I am excited about today. I am like

00:00:09,274 --> 00:00:12,940

[Brad Herda]: giddy like a millennial today

almost.

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[Steve Doyle]: What?

00:00:13,060 --> 00:00:13,761

[Brad Herda]: Absolutely.

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[Steve Doyle]: Not, you know, like frumpy like

a, not frumpy like a, you know, Jen's ear.

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[Brad Herda]: frumpy like a Gen Z. What are

you talking about?

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[Steve Doyle]: Yeah,

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[Brad Herda]: You don't

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[Steve Doyle]: I mean.

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[Brad Herda]: even know. Hey, it's a generational

show, man. Get your shit together.

00:00:22,845 --> 00:00:27,849

[Steve Doyle]: You know, like, you know, so

like with mine, you know, they walk around

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[Steve Doyle]: in their hoodies and pout all

the time. Like, you know, mom and dad suck

00:00:32,352 --> 00:00:35,475

[Steve Doyle]: and all this kind of crap, you

know, and they sit on their couch, use their

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[Steve Doyle]: technology. It's kind of great,

you know, but.

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[Brad Herda]: Because they're 12.

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[Steve Doyle]: No, they're older than that one.

She's at driver's training today, so.

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[Brad Herda]: even better.

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[Steve Doyle]: Oh, even better. It's great.

It's great. So what do we got lined up today?

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[Steve Doyle]: That's

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[Brad Herda]: So

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[Steve Doyle]: got

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[Brad Herda]: today,

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[Steve Doyle]: you so.

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[Brad Herda]: today I am so excited because

we, one, we have a returning guest, Daniel

00:00:56,144 --> 00:01:00,307

[Brad Herda]: Felt from Keira Holmes, and two,

on our last show he indicated he'd be more

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[Brad Herda]: than happy to try something different

and he brought with him a younger person within

00:01:06,532 --> 00:01:11,116

[Brad Herda]: his organization, Garrett Olson,

and we're going to try this little bit of long

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[Brad Herda]: term, long format. argumentative,

maybe get into some root and some details as

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[Brad Herda]: to why things are the way they

are for different people, different generations,

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[Brad Herda]: and get in some meaningful conversations.

So I'd like to welcome Daniel Felt from Kira

00:01:26,417 --> 00:01:30,701

[Brad Herda]: Holmes and also Garrett Olson

from Kira Holmes back to the show. Thank you

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[Brad Herda]: gentlemen.

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[Daniel Felt]: Thank you. It's great to be here.

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[Brad Herda]: This is where you would

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[Garrett Olsen]: Thanks,

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[Brad Herda]: speak,

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[Garrett Olsen]: guys. Thanks,

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[Brad Herda]: Garrett.

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[Garrett Olsen]: guys.

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[Steve Doyle]: Oh, we're already getting into

that. So before we get

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[Daniel Felt]: Yeah.

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[Steve Doyle]: started, we're gonna ask you

the question I always forget. So Daniel, accustomed

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[Steve Doyle]: to this, Daniel, what generation

do you best fit in with or identify with?

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[Daniel Felt]: Yeah, I fit in and was born in

and identify with millennials. Well, I don't

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[Daniel Felt]: know if I identify with, cause

I'm like an 80 year old boomer at heart.

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[Steve Doyle]: I'm

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[Daniel Felt]: I'm

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[Steve Doyle]: going

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[Daniel Felt]: an

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[Steve Doyle]: to

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[Daniel Felt]: old

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[Steve Doyle]: go ahead

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[Daniel Felt]: soul.

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[Steve Doyle]: and close the video.

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[Daniel Felt]: So I don't know, maybe I don't

identify with those guys. But I was born in

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[Daniel Felt]: 1989, so I'm right smack in the

middle of the millennial generation there.

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[Daniel Felt]: But like I said, identify as

a very old man and old soul.

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[Steve Doyle]: Awesome. Garrett, same question.

Which generation do you identify with and fit

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[Steve Doyle]: in with?

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[Garrett Olsen]: So born in 1996, so right on

the edge of millennial and Gen Z. As far as

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[Garrett Olsen]: which one I identify more with,

I would say, I guess bits and pieces of both,

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[Garrett Olsen]: maybe slightly more Gen Z,

I would say. But yeah, I guess definitely.

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[Brad Herda]: Awesome.

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[Steve Doyle]: Awesome. That's awesome. And

Brad's a boomer. Me just again, acts out

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[Daniel Felt]: Thank

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[Steve Doyle]: hard.

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[Daniel Felt]: you.

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[Steve Doyle]: So we're good. We got everybody.

God. Yeah.

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[Daniel Felt]: Hehehe

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[Brad Herda]: I can play that role if I need

to.

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[Steve Doyle]: Right? Awesome.

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[Brad Herda]: Or

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[Steve Doyle]: Thanks for

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[Brad Herda]: Daniel

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[Steve Doyle]: watching. I hope you

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[Brad Herda]: and I can switch roles maybe.

I don't

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[Steve Doyle]: enjoyed

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[Brad Herda]: know, we'll see.

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[Garrett Olsen]: Yeah.

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[Daniel Felt]: Yeah, we'll play around

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[Steve Doyle]: this

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[Daniel Felt]: with

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[Steve Doyle]: video.

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[Daniel Felt]: it.

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[Brad Herda]: We'll

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[Steve Doyle]: I

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[Brad Herda]: see

00:03:01,861 --> 00:03:01,961

[Steve Doyle]: hope

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[Brad Herda]: how

00:03:01,981 --> 00:03:02,101

[Steve Doyle]: you

00:03:02,064 --> 00:03:02,124

[Brad Herda]: it

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[Steve Doyle]: enjoyed

00:03:02,164 --> 00:03:02,405

[Brad Herda]: goes.

00:03:02,381 --> 00:03:04,184

[Steve Doyle]: it. I hope you enjoyed it. I

hope you enjoyed it. I hope you enjoyed it.

00:03:04,204 --> 00:03:04,625

[Steve Doyle]: I hope you enjoyed it.

00:03:05,814 --> 00:03:08,095

[Brad Herda]: All right, Steve, you're gonna

get the first question here today, so let her

00:03:08,136 --> 00:03:08,297

[Brad Herda]: rip.

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[Steve Doyle]: I'm going to get the first question

today. So perfect. So let's just jump right

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[Steve Doyle]: into kind of generation wise

with a millennial and a Gen Z. How do you guys

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[Steve Doyle]: find interacting with each other

in the workforce? You know, is it positive,

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[Steve Doyle]: negative, challenges that happen?

Let's go through all of those. So we'll kind

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[Steve Doyle]: of go with Daniel first and then

we'll jump over to Garrett.

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[Daniel Felt]: Yeah, I think for me as my role

in the company, I'm the owner of the company,

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[Daniel Felt]: but I also have tried very hard

to allow managers to run the show and really

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[Daniel Felt]: delegate and not micromanage

anything. And I think I've been really fortunate

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[Daniel Felt]: to have some really good managers

in place and Garrett is our operations manager

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[Daniel Felt]: at this time. I get along really

well with Garrett. We get along great. I think

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[Daniel Felt]: we have a mutual respect for

each other. What I don't get along with super

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[Daniel Felt]: well at times and I have to put

an effort into it is the next generation down.

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[Daniel Felt]: Some of my guys that are coming

in that are 18 to 22, 23 years old right now,

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[Daniel Felt]: there's for sure a gap in the

mindset. And I have to very diligently think

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[Daniel Felt]: of creative ways to motivate

them, to get them to so we can all accomplish

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[Daniel Felt]: the same goals. So we also have

some people in our company that are in there,

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[Daniel Felt]: I'd say in the... I don't know

if they're quite boomer there. They're in there

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[Daniel Felt]: somewhere there in their 50s

and early 60s. So not sure where that lays

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[Daniel Felt]: them. Brad, you maybe know. I

get

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[Steve Doyle]: Yeah.

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[Daniel Felt]: along with them really well and

we all, we're all great. But so with Garrett

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[Daniel Felt]: and I, we get along really great.

And I don't know if Garrett and I have ever

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[Daniel Felt]: really had a disagreement I think

because of that mutual respect that's there.

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[Daniel Felt]: And I think that could probably

go across a lot of generations. What's tricky

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[Daniel Felt]: is finding that mutual respect

with age groups as it gets farther and farther

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[Daniel Felt]: apart. And I think as... I've

been running this business, which we've been

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[Daniel Felt]: in business for seven years.

I noticed that gap increasing. It seems like

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[Daniel Felt]: every six months, I feel like

it gets a little bit larger.

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[Steve Doyle]: Hehehehe

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[Brad Herda]: All right, Garrett, your turn.

Tell us what you don't get along with Daniel

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[Brad Herda]: about. How you just can't stand,

right, because you're at the tail end of that

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[Brad Herda]: millennial Gen Z. How you just

can't stand those older millennials.

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[Garrett Olsen]: Yeah, no, I don't know. Like

Daniel said, we got a, we got a pretty good

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[Garrett Olsen]: relationship going. Don't,

uh, don't disagree on too much. Um, but even

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[Garrett Olsen]: like he was kind of saying

on some of like the younger guys, we, um, we

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[Garrett Olsen]: got hired on that are like

between like the, I'd say like 18 to 22 mark.

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[Garrett Olsen]: Um, can definitely kind of

tell, you know, a difference, um, just in,

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[Garrett Olsen]: you know, what motivates them.

Um, even as opposed to, you know, what, uh,

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[Garrett Olsen]: what motivated me and I'm just,

you know, a few years older than them. So,

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[Garrett Olsen]: um, but, um, but

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[Brad Herda]: So

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[Garrett Olsen]: yeah.

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[Brad Herda]: what is your motivation, Garrett?

What does motivate you?

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[Garrett Olsen]: Um, I mean, I feel like on

one side, money kind of motivates everyone

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[Garrett Olsen]: to an extent, but also, um,

What I think is even more important than that

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[Garrett Olsen]: Um is just um having Having

the freedom to kind of make your own decisions

145

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[Garrett Olsen]: not being micromanaged have

someone constantly over over your head hammering

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[Garrett Olsen]: Yeah, like, you know make this

quota make this quota make this quota But um,

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[Garrett Olsen]: but yeah

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[Daniel Felt]: I

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[Brad Herda]: And

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[Daniel Felt]: think

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[Brad Herda]: what

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[Daniel Felt]: one.

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[Brad Herda]: are you seeing with that 18 to

22 year old? What are you guys seeing from

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[Brad Herda]: a motivation from those gentlemen

or ladies or whatever

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[Garrett Olsen]: Um,

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[Brad Herda]: they are today in today's

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[Garrett Olsen]: I, I'd

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[Brad Herda]: society?

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[Garrett Olsen]: say a big thing, um, that I've

noticed with them and also, also as important

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[Garrett Olsen]: to me as well as just have,

is being able to take time off, you know, not

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[Garrett Olsen]: being, not being basically

chained to the company, having to come in five

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[Garrett Olsen]: days a week, um, you know,

40 hours with, with, with no, with no chance

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[Garrett Olsen]: of PT hour taking time off.

I think that's a big one.

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[Brad Herda]: All right, Mr. Daniel felt he

teed it up for you as the

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[Daniel Felt]: So.

166

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[Brad Herda]: as the business as the business

owner and as the you know, the old soul at

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[Brad Herda]: heart. How

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[Daniel Felt]: Yup.

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[Brad Herda]: does that? How does that make

you as the owner feel that you got a bunch

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[Brad Herda]: of employees that don't want to

commit, so to speak, they'll commit but just

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[Brad Herda]: for four hours a day.

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[Daniel Felt]: Yeah, well here's what I've done

to try to combat that. We created a bonus structure,

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[Daniel Felt]: and I think a lot of people like

this, but it's kind of working, but it kind

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[Daniel Felt]: of isn't. And the bonus structure,

and we're now like six months into it, or five

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[Daniel Felt]: and a half months into it, we

started at the beginning of the year, and it's

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[Daniel Felt]: an attendance bonus. If you show

up on time every day your first week, it's

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[Daniel Felt]: you get $10. If you show up on

time every time your second week, it's 20,

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[Daniel Felt]: and then 30, then 40. So it just,

it goes on. If you request time off at two

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[Daniel Felt]: weeks in advance, It's accepted,

you know, prove time off, you're good to go.

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[Daniel Felt]: So if you show up on time every

day the entire year, the year last week of

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[Daniel Felt]: December, it's gonna be a $520

bonus, which accumulates to be like $13,700

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[Daniel Felt]: roughly for the year.

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[Brad Herda]: Are you kidding me?

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[Daniel Felt]: I'm dead serious. Now, there's

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[Steve Doyle]: Wow! Wow!

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[Daniel Felt]: more. If everyone in the company

shows up on time for the 720 Tech meeting,

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[Daniel Felt]: I will double your bonus that

week. which means that if everyone showed up

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[Daniel Felt]: on time, they could get roughly

a $27,000 bonus on the year. And a lot of these

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[Daniel Felt]: guys are making $18 to $21 per

hour, plus tips, plus commission. So for that,

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[Daniel Felt]: so you'd think like, holy cow,

now there's a caveat. If someone no call, no

191

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[Daniel Felt]: shows, no one gets their bonus

that week. So if you were on track to get $100

192

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[Daniel Felt]: bonus that week, it would be

put on hold. You don't get your bonus because

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[Daniel Felt]: one of your teammates didn't

show up that week. So that was going really

194

00:08:51,494 --> 00:08:54,295

[Daniel Felt]: well until we had one snowstorm.

in Minnesota. And

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[Garrett Olsen]: Yeah

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[Daniel Felt]: we had

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[Brad Herda]: You had more than one. My oldest

son

198

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[Daniel Felt]: Yeah,

199

00:08:57,398 --> 00:08:58,583

[Brad Herda]: lives there. You had more than

one.

200

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[Daniel Felt]: exactly.

201

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[Steve Doyle]: I'm sorry.

202

00:09:00,919 --> 00:09:05,662

[Daniel Felt]: And so I've tried so many creative

ways to try to get these guys and I think one

203

00:09:05,682 --> 00:09:09,324

[Daniel Felt]: of our guys who's part time,

and we've like we figured out a creative way

204

00:09:09,344 --> 00:09:12,105

[Daniel Felt]: and I don't know how to detail

them out but to and he's he's on track. He's

205

00:09:12,125 --> 00:09:15,767

[Daniel Felt]: five months on in and I think

he's like, he works, I think two days a week.

206

00:09:15,787 --> 00:09:18,349

[Daniel Felt]: So it's pro rated. I think he's

like getting about $100 bonus a week right

207

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[Daniel Felt]: now

208

00:09:18,867 --> 00:09:18,967

[Garrett Olsen]: Yeah,

209

00:09:18,889 --> 00:09:18,989

[Daniel Felt]: for

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[Garrett Olsen]: it's

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[Daniel Felt]: showing

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[Garrett Olsen]: like 150.

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00:09:19,349 --> 00:09:19,890

[Daniel Felt]: up on time.

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[Garrett Olsen]: 150 he's out.

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00:09:21,655 --> 00:09:23,335

[Daniel Felt]: Yeah, so he's a $150 bonus for

showing.

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[Brad Herda]: I'm coming to work for you.

217

00:09:24,868 --> 00:09:25,400

[Steve Doyle]: Yeah, no kidding,

218

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[Daniel Felt]: Exactly.

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[Steve Doyle]: right?

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[Garrett Olsen]: iron.

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[Daniel Felt]: Yeah, you guys are like, we're

hiring. So we've we're trying creative ways

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[Daniel Felt]: to combat some of these things

of knowing that, you know, hey, people are

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[Daniel Felt]: not they don't necessarily want

to come in with that. And what we're trying

224

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[Daniel Felt]: to do to combat that rather than

like sit there and argue and put on the punching

225

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[Daniel Felt]: gloves and go to town on this

thing. We're just looking for more part time

226

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[Daniel Felt]: employees that that's what they

want. And Garrett's 100 percent. I've I've

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[Daniel Felt]: with right that it's like, hey,

I want part time. One reason why I started

228

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[Daniel Felt]: this company is because I actually

wanted, I had like three weeks of PTO built

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[Daniel Felt]: up in my previous company. I

wanted to take one week off during the slowest

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[Daniel Felt]: week of the year and it was denied.

And I was like, I, I like call me crazy, but

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[Daniel Felt]: I'm like, there's nothing for

me to do. I'm out of here. And that was one

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[Daniel Felt]: of a few reasons why I left that

company and started Cura Home. And I'm glad

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[Daniel Felt]: I did. Cause now I've got to

meet a lot of great people like you guys. So

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[Daniel Felt]: from, so at Cura Home, one thing

that is for sure is, anyone that's ever requested

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[Daniel Felt]: time off, if they've done it

within two weeks, that it's been approved.

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[Daniel Felt]: Everyone's time off has always

been approved for sure, and that's one thing

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[Daniel Felt]: that Garrett has noted. So we're

trying to combat it, but I think long-term,

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[Daniel Felt]: I'm at the point right now where

rather than having 20 full-time guys, I would

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[Daniel Felt]: take 40 part-time guys, because

when they say they're gonna show up that two

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[Daniel Felt]: or three days a week, they do

show up and they give it 110%, where a lot

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[Daniel Felt]: of my full-time guys on Friday,

It's like end of the week, they're groggy.

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[Daniel Felt]: Like if we have a callback, you

look at statistics, it's pretty likely to be

243

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[Daniel Felt]: on a Friday because guys forgot

a drill or maybe they didn't do as great of

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[Daniel Felt]: a job on a Friday afternoon as

they did, you know, Tuesday afternoon.

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[Steve Doyle]: Mm-hmm.

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[Brad Herda]: I'm just floored that you have

the opportunity for a $13,000 bonus to show

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[Brad Herda]: up on.

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[Daniel Felt]: Mm-hmm.

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[Garrett Olsen]: That's also, you know, a perfect

world. No one gets, you know, no one gets sick,

250

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[Garrett Olsen]: but still a pretty good incentive.

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[Brad Herda]: So just from a detailed perspective

on that. So okay, week one, $10, week two,

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[Brad Herda]: $20, week three, $30. I miss in

week four, do I go back to $10 or am I done

253

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[Brad Herda]: for the year?

254

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[Garrett Olsen]: Nope, goes back to 10 and you

have the opportunity to work your way back

255

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[Garrett Olsen]: up.

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[Steve Doyle]: Yeah?

257

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[Brad Herda]: Wow,

258

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[Steve Doyle]: Damn. Damn.

259

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[Brad Herda]: that is impressive. So, wow, I

don't even know where to go with that.

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[Steve Doyle]: Right?

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[Brad Herda]: That is new information here.

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[Daniel Felt]: Yeah.

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[Brad Herda]: And you heard it first here on

Blue Collar BS podcast with Daniel Felton and

264

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[Brad Herda]: Garrett Olson from Kira Holmes

up in Minnesota. Attendance

265

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[Daniel Felt]: Yeah.

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[Brad Herda]: bonuses as

267

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[Daniel Felt]: Yup.

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[Brad Herda]: an opportunity. And yet people

still will not take advantage of it.

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[Daniel Felt]: Well, you know, you guys, when

you start running the numbers, right, and you

270

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[Daniel Felt]: look at what's the cost of not

doing a

271

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[Brad Herda]: Correct.

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[Daniel Felt]: $1,200 or $1,500 day. And yeah,

there's the financial loss and you're never

273

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[Daniel Felt]: going to get that day back. But

also, for our business right now, a huge majority

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[Daniel Felt]: of our work is coming in because

of referrals. And so I think in my observation,

275

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[Daniel Felt]: you kind of get three strikes

with a customer. And like, you know, rescheduling

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[Daniel Felt]: once, you got a strike. Maybe

the technician shows up at the end of his two

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[Daniel Felt]: hour window rather than the beginning

of it. Eh, you're kinda like half strike, you

278

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[Daniel Felt]: know, you're pretty close to

two strikes. Then like one minor thing happens,

279

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[Daniel Felt]: like, you know, he trips down

the stairs and he scratches the paint or something,

280

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[Daniel Felt]: three sikes, you're getting a

bad review and you're never gonna be referred

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[Daniel Felt]: by that customer. Compared to

you show up when you said you were gonna show

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[Daniel Felt]: up, which comes into place with

that bonus. So not only because you were on

283

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[Daniel Felt]: time to the tech meeting, so

you're on time to your first job. You met,

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[Daniel Felt]: you were then part of our training,

which made you a better. technician as well

285

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[Daniel Felt]: because we have a 90 day reoccurring

training program that all these guys are going

286

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[Daniel Felt]: through. It's a win-win. And

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[Brad Herda]: Right,

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[Daniel Felt]: I think if

289

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[Brad Herda]: right.

290

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[Daniel Felt]: I paid

291

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[Brad Herda]: The

292

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[Daniel Felt]: a

293

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[Brad Herda]: ROI

294

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[Daniel Felt]: guy

295

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[Brad Herda]: has got to be fantastic.

296

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[Daniel Felt]: for sure, if I gave you 13 grand,

you would be an all-star phenomenal technician

297

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[Daniel Felt]: at the end of that year because

you would have just been killed it. And you

298

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[Daniel Felt]: would have made way more too

because of all the tips and upsells that you

299

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[Daniel Felt]: got because you were on time

and the information that you got from the tech

300

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[Daniel Felt]: meeting that Garrett leads each

morning.

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[Brad Herda]: All right, so there's a positive

thing that's going on and taking place. So

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[Brad Herda]: Garrett, as a younger person in

the trades world and coming in, I guess, how,

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[Brad Herda]: how were you treated by your elders

as you were coming through before, you know,

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[Brad Herda]: wherever, I'm not sure all your

background before you got to cure homes, but

305

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[Brad Herda]: how, how did that path to be in

this, uh, home improvement space, maintenance

306

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[Brad Herda]: space, uh, How did you get here?

And what was that like with some of the boomers

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[Brad Herda]: or Xers along the way to get you

to this point?

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[Garrett Olsen]: Yeah, I guess kind of seems

like those are kind of two, I'm going to answer

309

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[Garrett Olsen]: that kind of separately as

far as how I got here and kind of the interaction

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[Garrett Olsen]: with boomers. How I got into

Kira, I was originally doing sales and logistics

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[Garrett Olsen]: for a company for about a year

and a half. Got laid off in the beginning of

312

00:14:28,468 --> 00:14:31,949

[Garrett Olsen]: COVID when you know the economy

shut down, they thought no one was going to

313

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[Garrett Olsen]: be shipping for who knows how

long. Ended

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[Steve Doyle]: Mm-hmm.

315

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[Garrett Olsen]: up, ended up coming over to

coming over to Kira, because I had a buddy

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[Garrett Olsen]: who worked here at the time,

ended up really liking it.

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[Brad Herda]: Did you get a referral bonus Garrett?

Did your buddy kick you a referral bonus? Part

318

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[Brad Herda]: of that?

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[Garrett Olsen]: Nah, he probably pocketed that

bonus.

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[Steve Doyle]: Yeah.

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[Daniel Felt]: At times we do have a $500 bonus

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[Garrett Olsen]: Yeah,

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[Daniel Felt]: someone stays

324

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[Garrett Olsen]: yeah.

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[Daniel Felt]: on for 90 days.

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[Garrett Olsen]: Yeah, but it's the person who

got them on, not the person who came on. Yep.

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[Brad Herda]: You gotta split that.

328

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[Garrett Olsen]: Yeah.

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[Steve Doyle]: Heck yeah.

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[Garrett Olsen]: But yeah, so then, yeah, ended

up taking a job here. Originally it was just

331

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[Garrett Olsen]: kind of going to be an in-between

gig and then ended up really liking the work.

332

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[Garrett Olsen]: Really like working for Daniel,

really like all the guys here. Just really

333

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[Garrett Olsen]: like the environment as a whole

and then ended up staying on and now here I

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[Garrett Olsen]: am as operations manager. And

then kind of going back to the second part

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[Garrett Olsen]: of that question, I guess don't

really run into any issues. per se, like within

336

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[Garrett Olsen]: this company, just cause we're

not super huge. So don't have like a super

337

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[Garrett Olsen]: huge employee pool of boomers.

But one thing I've definitely noticed is when

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[Garrett Olsen]: I go to job sites, given estimates

for like commercial air duct cleaning, stuff

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[Garrett Olsen]: like that, definitely have

gotten comments about being young or like looking

340

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[Garrett Olsen]: young, stuff like that. So

I feel like that's definitely kind of something

341

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[Garrett Olsen]: I need to overcome and just

kind of like. like, kind of like extra prove

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[Garrett Olsen]: myself that I have the knowledge

and the skills, you know, do a good job for

343

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[Garrett Olsen]: him versus, you know, some

of the other guys who like look like they're

344

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[Garrett Olsen]: like 50 and, you know, just

look like your classic tradesmen, like they've

345

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[Garrett Olsen]: been doing it for 20

346

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[Steve Doyle]: Hehehehe

347

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[Garrett Olsen]: years.

348

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[Brad Herda]: Are your fingers all yellow from

smoking?

349

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[Garrett Olsen]: Yeah,

350

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[Daniel Felt]: Hehehe

351

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[Garrett Olsen]: yeah, exactly. The rusty white

van.

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[Brad Herda]: No, no, it's

353

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[Daniel Felt]: Yeah.

354

00:16:26,126 --> 00:16:27,889

[Brad Herda]: not it's not white anymore. It's

rust

355

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[Garrett Olsen]: Yeah,

356

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[Daniel Felt]: Yeah.

357

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[Garrett Olsen]: yeah.

358

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[Daniel Felt]: Chuck in

359

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[Garrett Olsen]: But

360

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[Daniel Felt]: a truck.

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[Garrett Olsen]: yeah, in that aspect, I feel

like there's definitely been kind of a challenge

362

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[Garrett Olsen]: there. And not, you know, every

job and estimate is like that, but definitely,

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[Garrett Olsen]: definitely can kind of feel

the skepticism sometimes when they're asking

364

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[Garrett Olsen]: me questions.

365

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[Steve Doyle]: So elaborate on that a little

bit more, because we want to dig into some

366

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[Steve Doyle]: common, whether it's a misconception

or perception. You know, when we're working

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[Steve Doyle]: with different generations with

the preconceived notions that they have, for

368

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[Steve Doyle]: you it's age, clearly with the

boomers. But how does that manifest? Like,

369

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[Steve Doyle]: manifest in a way from like,

You've mentioned you have to quote unquote

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[Steve Doyle]: overcome it. So clearly there's,

there's some animosity and I'm just going to

371

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[Steve Doyle]: call it out. And so clearly there

may be some animosity there. So how does that

372

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[Steve Doyle]: in your mind, like, how are we

working through that?

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[Garrett Olsen]: Um, I guess working through

like working through their doubts or like their

374

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[Garrett Olsen]: Um, I guess I just kind of

sometimes I'll like over explain things. Um,

375

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[Garrett Olsen]: or, you know, like, um, um,

or even like my vocabulary, like, you know,

376

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[Garrett Olsen]: I'll try to almost use like,

um, you know, not like dumb it down, kind of

377

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[Garrett Olsen]: try to use vocabulary.

378

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[Brad Herda]: How about this? How about like

not using like?

379

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[Garrett Olsen]: Yeah, that's a hard one.

380

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[Steve Doyle]: Hehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehehe

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[Brad Herda]: be a key one though.

382

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[Garrett Olsen]: Yeah, yeah.

383

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[Daniel Felt]: Or saying, my bad.

384

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[Garrett Olsen]: Yeah.

385

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[Daniel Felt]: I'll add it, I'll help you out

on this little Garrett. I think one thing that

386

00:18:14,631 --> 00:18:17,533

[Daniel Felt]: what I've tried to do as a business

owner, knowing that we're sending very young

387

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[Daniel Felt]: technicians and Garrett, you

brought it up is, and we just covered this

388

00:18:21,175 --> 00:18:25,137

[Daniel Felt]: in a training meeting yesterday,

is informing these guys, giving them so much

389

00:18:25,177 --> 00:18:30,000

[Daniel Felt]: knowledge that they come in as

the area expert. And the little things that

390

00:18:30,040 --> 00:18:35,303

[Daniel Felt]: we do is teaching our guys as

dumb as it sounds, but the... Garbage Disposal,

391

00:18:35,323 --> 00:18:38,705

[Daniel Felt]: which we clean and sharpen for

our clients when we visit once a quarter. That

392

00:18:38,725 --> 00:18:43,768

[Daniel Felt]: was invented in Racine, Wisconsin

in 1927. Now, can anyone honestly really even

393

00:18:43,808 --> 00:18:47,850

[Daniel Felt]: care? But when you've got Suzy

Homeowner, who's maybe watching over your shoulder

394

00:18:47,870 --> 00:18:51,612

[Daniel Felt]: or whatever it may be, and you're

trying to have small talk, and she's like,

395

00:18:51,692 --> 00:18:55,114

[Daniel Felt]: oh, why are you doing that? And

these guys know that it was actually illegal

396

00:18:55,154 --> 00:18:59,797

[Daniel Felt]: to have a garbage disposal in

New York until the 90s. And some of these kind

397

00:18:59,817 --> 00:19:02,818

[Daniel Felt]: of random facts are like, wow,

you really know a lot about this. And it's

398

00:19:02,858 --> 00:19:07,450

[Daniel Felt]: like... Yeah, I might be 19,

but you're right, I do know a ton about what

399

00:19:07,510 --> 00:19:11,854

[Daniel Felt]: I'm doing. And when you get portrayed

that confidence to the customer, they really

400

00:19:11,874 --> 00:19:14,616

[Daniel Felt]: know what's, they start to trust

you. They're like, you know what, I'm just

401

00:19:14,636 --> 00:19:17,618

[Daniel Felt]: gonna let you do my thing and

I'm gonna go jump on a meeting or whatever

402

00:19:17,818 --> 00:19:22,903

[Daniel Felt]: it may be. So with that, I experienced

the same thing that Garrett is talking about

403

00:19:22,923 --> 00:19:26,706

[Daniel Felt]: when I started this company,

I was 26 years old. And what was really challenging

404

00:19:26,726 --> 00:19:31,009

[Daniel Felt]: then is having no reviews online,

having zero reputation anywhere, no one has

405

00:19:31,049 --> 00:19:33,979

[Daniel Felt]: seen your vehicle driving down

the highway. At least now we're knocking on

406

00:19:33,999 --> 00:19:37,682

[Daniel Felt]: the door of a thousand Google

reviews and we've got, you know, like 17,000

407

00:19:38,022 --> 00:19:41,205

[Daniel Felt]: people on our Instagram, like

people, they, they see you and they're like,

408

00:19:41,225 --> 00:19:45,408

[Daniel Felt]: okay, all these other people

trust you and you build this online presence

409

00:19:45,508 --> 00:19:49,370

[Daniel Felt]: and you know, you have your vehicles

driving down the highway each day. They, it's,

410

00:19:49,591 --> 00:19:53,693

[Daniel Felt]: it's a lot easier to be a respected

brand. And then with that, your employees are,

411

00:19:53,974 --> 00:19:56,776

[Daniel Felt]: are wearing that, but we do so

many things to build respect the way that we

412

00:19:56,796 --> 00:20:00,038

[Daniel Felt]: knock on a door, take a few steps

back, stand, you know, take a step down on

413

00:20:00,058 --> 00:20:03,666

[Daniel Felt]: the stoop. You're just doing

all these little things that people feel confident

414

00:20:03,707 --> 00:20:04,910

[Daniel Felt]: and comfortable with you in their

home.

415

00:20:08,609 --> 00:20:15,379

[Steve Doyle]: Fair. I like it. I actually appreciate

the fact that you're equipping with all the

416

00:20:15,419 --> 00:20:20,287

[Steve Doyle]: employees going out to the site,

having those discussions to equip them with

417

00:20:20,327 --> 00:20:23,752

[Steve Doyle]: the knowledge. Because that doesn't

happen in a lot of businesses today.

418

00:20:24,423 --> 00:20:29,305

[Daniel Felt]: Mm-hmm. Yeah, I think for us,

we're trying really, really hard to build a

419

00:20:29,525 --> 00:20:33,247

[Daniel Felt]: long term brand and a long term

relationship. We visit our clients, you know,

420

00:20:33,267 --> 00:20:35,869

[Daniel Felt]: we have over 800 clients that

we visit every three months, take care of all

421

00:20:35,889 --> 00:20:39,951

[Daniel Felt]: the routine maintenance. They

can cancel any time. And with that, like they've

422

00:20:39,971 --> 00:20:42,593

[Daniel Felt]: had different technicians at

their house, we can't send all of a sudden

423

00:20:42,653 --> 00:20:45,654

[Daniel Felt]: one guy who knows absolutely

nothing. And he's like, Oh, could you tell

424

00:20:45,694 --> 00:20:49,617

[Daniel Felt]: me where's your utility room?

Every utility room in Minnesota is in the basement.

425

00:20:49,637 --> 00:20:52,838

[Daniel Felt]: We know where it is. Just go

down there. Don't be dumb. You know, so it's

426

00:20:52,858 --> 00:20:53,018

[Daniel Felt]: like

427

00:20:53,261 --> 00:20:54,341

[Steve Doyle]: Hehehehe

428

00:20:53,371 --> 00:20:56,695

[Daniel Felt]: Just equipping these guys, you

know, we want to keep our clients on. You know,

429

00:20:57,095 --> 00:21:00,680

[Daniel Felt]: our average client last year

signed on for $418 a quarter. That's a very

430

00:21:00,720 --> 00:21:04,004

[Daniel Felt]: valuable client. You don't want

to be losing these people by not training your

431

00:21:04,024 --> 00:21:06,066

[Daniel Felt]: employees when you've worked

so hard to get them on board.

432

00:21:08,714 --> 00:21:15,598

[Brad Herda]: That is, that's spectacular. So

one of the things that, you know, when we do,

433

00:21:15,658 --> 00:21:20,521

[Brad Herda]: when I do one of my talks on multi-generational

workforce and things, right, Gary, you kind

434

00:21:20,541 --> 00:21:24,303

[Brad Herda]: of talked about a little bit of

money is always somewhere a motivator at some

435

00:21:24,343 --> 00:21:29,166

[Brad Herda]: point for that sense of security

and safety and different things. But what I

436

00:21:29,186 --> 00:21:36,994

[Brad Herda]: have found mostly is that, you

know, in the vast majority, of cases, that's

437

00:21:37,035 --> 00:21:40,498

[Brad Herda]: not necessarily why people are

working anymore. Right. Because there's a,

438

00:21:40,978 --> 00:21:45,101

[Brad Herda]: that is pretty much taken care

of either through, uh, your own personal opportunity

439

00:21:45,402 --> 00:21:49,465

[Brad Herda]: or other things that are going

on in society, different things. It's that

440

00:21:49,505 --> 00:21:55,070

[Brad Herda]: sense of community. So Garrett,

you said this was going to be a interim gig.

441

00:21:55,090 --> 00:21:58,833

[Brad Herda]: This was just going to be a stopover,

a holdover. Hey, I need something to do.

442

00:21:59,923 --> 00:22:01,647

[Daniel Felt]: Had I known that I would never

would have hired you Garrett.

443

00:22:02,851 --> 00:22:03,454

[Garrett Olsen]: Hahaha!

444

00:22:07,283 --> 00:22:09,065

[Daniel Felt]: We'll talk later. We'll talk

445

00:22:09,056 --> 00:22:09,360

[Garrett Olsen]: Yeah.

446

00:22:09,125 --> 00:22:09,446

[Daniel Felt]: later.

447

00:22:09,412 --> 00:22:09,933

[Brad Herda]: All right. Hang

448

00:22:09,752 --> 00:22:09,972

[Steve Doyle]: Yeah.

449

00:22:10,013 --> 00:22:13,196

[Brad Herda]: on, hang on, hang on. Pre-show,

pre-show there was no

450

00:22:13,130 --> 00:22:13,371

[Daniel Felt]: Yeah.

451

00:22:13,276 --> 00:22:13,977

[Brad Herda]: repercussion

452

00:22:13,771 --> 00:22:13,932

[Garrett Olsen]: Yeah.

453

00:22:14,037 --> 00:22:19,844

[Brad Herda]: talk. But you said, hey, this

is gonna be a part-time, this is just gonna

454

00:22:19,864 --> 00:22:27,490

[Brad Herda]: kinda be a holdover till I find

my next thing. So two questions. What was it

455

00:22:27,530 --> 00:22:34,880

[Brad Herda]: that you were going to go look

for after this coming in to the organization?

456

00:22:35,801 --> 00:22:41,989

[Brad Herda]: And then the second question of

that is what made you stay along the way?

457

00:22:45,648 --> 00:22:47,736

[Garrett Olsen]: So first question, I would

say...

458

00:22:51,515 --> 00:22:57,111

[Garrett Olsen]: I would say... Or sorry, can

you repeat the first one again? Besides what

459

00:22:57,132 --> 00:22:57,392

[Garrett Olsen]: made me

460

00:22:57,414 --> 00:22:57,594

[Brad Herda]: Well,

461

00:22:57,432 --> 00:22:57,653

[Garrett Olsen]: stay.

462

00:22:57,634 --> 00:23:01,438

[Brad Herda]: you were you're in logistics and

transportation and and shipping logistics world

463

00:23:01,458 --> 00:23:02,519

[Brad Herda]: before and you

464

00:23:02,493 --> 00:23:02,724

[Garrett Olsen]: Yeah.

465

00:23:02,539 --> 00:23:06,663

[Brad Herda]: came to clear up for an interim

gig You know kind of a hold me over thing.

466

00:23:06,983 --> 00:23:08,885

[Brad Herda]: What were you going to be looking

for?

467

00:23:10,375 --> 00:23:10,717

[Garrett Olsen]: So

468

00:23:10,547 --> 00:23:10,947

[Brad Herda]: After

469

00:23:10,837 --> 00:23:11,159

[Garrett Olsen]: I read.

470

00:23:11,067 --> 00:23:14,010

[Brad Herda]: right in the meantime, right?

What were you looking for at the same time

471

00:23:14,030 --> 00:23:16,893

[Brad Herda]: while you were working at care

of those first six Months as well. I mean those

472

00:23:16,933 --> 00:23:17,493

[Brad Herda]: types of things

473

00:23:17,863 --> 00:23:21,986

[Garrett Olsen]: Well, I guess it wasn't really

looking at the same time, but I had a preconceived

474

00:23:22,026 --> 00:23:26,510

[Garrett Olsen]: notion before starting here.

It was like, I'll be here for a few months,

475

00:23:26,550 --> 00:23:30,573

[Garrett Olsen]: kind of look for another something

along the lines of sales is probably where

476

00:23:30,613 --> 00:23:36,657

[Garrett Olsen]: I was going to look for. Maybe

something in logistics again, but yeah, more

477

00:23:36,698 --> 00:23:41,261

[Garrett Olsen]: so was probably going to look

at sales. But I'd say what kept me here was

478

00:23:41,281 --> 00:23:45,672

[Garrett Olsen]: just a combination of... Daniel

being a good boss, like I said, he does not

479

00:23:45,712 --> 00:23:50,276

[Garrett Olsen]: micromanage one bit. Um, it's

kind of like, you know, you, you have a long

480

00:23:50,316 --> 00:23:53,859

[Garrett Olsen]: leash until, um, until you

don't, and you kind of mess that up or

481

00:23:53,871 --> 00:23:53,912

[Daniel Felt]: No.

482

00:23:53,919 --> 00:23:55,420

[Garrett Olsen]: like, you know, betray or like

kind

483

00:23:55,413 --> 00:23:55,593

[Steve Doyle]: Don't

484

00:23:55,460 --> 00:23:55,641

[Garrett Olsen]: of betray

485

00:23:55,613 --> 00:23:55,754

[Steve Doyle]: do

486

00:23:55,661 --> 00:23:55,901

[Garrett Olsen]: the process.

487

00:23:55,794 --> 00:23:56,115

[Steve Doyle]: stupid

488

00:23:55,921 --> 00:23:56,201

[Garrett Olsen]: Yeah. Yeah. Long

489

00:23:56,155 --> 00:23:56,375

[Steve Doyle]: shit

490

00:23:56,241 --> 00:24:00,585

[Garrett Olsen]: leash.

491

00:23:56,395 --> 00:23:57,880

[Steve Doyle]: and you don't get a leash. Got

it.

492

00:23:58,031 --> 00:23:58,898

[Daniel Felt]: Yeah, exactly.

493

00:24:00,625 --> 00:24:03,767

[Garrett Olsen]: But, um, but yeah, and just

like the camaraderie, I guess, with all the

494

00:24:03,807 --> 00:24:08,952

[Garrett Olsen]: guys, um, I guess when I started,

we still got a hand, like a handful of the

495

00:24:08,972 --> 00:24:12,034

[Garrett Olsen]: same guys. Um, obviously, you

know, not a hundred percent the same crew.

496

00:24:12,583 --> 00:24:16,629

[Garrett Olsen]: But that was a big part as

well. Just enjoying working with the guys,

497

00:24:16,889 --> 00:24:21,957

[Garrett Olsen]: good atmosphere. Everyone got

along. No one's sitting there yelling at you,

498

00:24:22,337 --> 00:24:23,018

[Garrett Olsen]: stuff like that.

499

00:24:24,068 --> 00:24:26,000

[Brad Herda]: So would you say there was a sense

of community?

500

00:24:26,951 --> 00:24:27,152

[Garrett Olsen]: Yeah.

501

00:24:28,531 --> 00:24:29,921

[Brad Herda]: and relationships that were being

built.

502

00:24:30,633 --> 00:24:30,906

[Garrett Olsen]: Mm-hmm.

503

00:24:32,322 --> 00:24:36,694

[Brad Herda]: Okay. Do you do a lot of work,

a lot of things with, uh, some of your teammates

504

00:24:36,895 --> 00:24:39,021

[Brad Herda]: outside of work or, or not so

much.

505

00:24:40,367 --> 00:24:44,029

[Garrett Olsen]: Um, not so much. Usually we'll

have like a yearly, um, we'll do like a yearly

506

00:24:44,069 --> 00:24:47,371

[Garrett Olsen]: thing, you know, like, uh,

this last year we went and played, um, Whirly

507

00:24:47,391 --> 00:24:49,752

[Garrett Olsen]: ball and laser tag. I don't

know if you guys have ever heard of Whirly

508

00:24:49,792 --> 00:24:50,493

[Garrett Olsen]: ball. It's

509

00:24:50,349 --> 00:24:50,475

[Steve Doyle]: Mm-hmm.

510

00:24:50,513 --> 00:24:55,176

[Garrett Olsen]: basically like a short lacrosse

stick on, um, on some bumper cars. But, um,

511

00:24:56,076 --> 00:25:00,379

[Garrett Olsen]: but, but yeah, so I guess not,

um, not like on a weekly, monthly basis, anything

512

00:25:00,419 --> 00:25:04,522

[Garrett Olsen]: like that, um, but, um, I mean,

I have conversations with like, with like the

513

00:25:04,562 --> 00:25:09,084

[Garrett Olsen]: guys and the techs about stuff.

outside of work and non-work related, you know,

514

00:25:09,144 --> 00:25:12,746

[Garrett Olsen]: all the time at the end of

the day, they'll usually pop up. Um, we talk

515

00:25:12,786 --> 00:25:16,168

[Garrett Olsen]: and stuff. So whether it's

me and another tech one-on-one or like a group

516

00:25:16,208 --> 00:25:19,509

[Garrett Olsen]: of us, um, seems like at the

end of the day, everyone kind of always comes

517

00:25:19,550 --> 00:25:21,310

[Garrett Olsen]: together and will at least

chat a little bit.

518

00:25:25,655 --> 00:25:33,379

[Brad Herda]: How did so Daniel what you seem

very self-aware kind of guy from your

519

00:25:33,181 --> 00:25:33,454

[Daniel Felt]: Thank you.

520

00:25:33,499 --> 00:25:38,762

[Brad Herda]: own from your own opportunity

perspective so as you built this organization

521

00:25:38,782 --> 00:25:45,445

[Brad Herda]: and went through it give and given

the generation that you were born into right

522

00:25:45,485 --> 00:25:50,568

[Brad Herda]: wrong or indifferent it seems

like you've out behaved out behaved that generation

523

00:25:51,569 --> 00:25:58,401

[Brad Herda]: in different facets. What drove

you to kind of maybe do some things that others

524

00:25:58,441 --> 00:26:02,204

[Brad Herda]: that may have you have, you know,

I'm sure there are other 26 year olds that

525

00:26:02,244 --> 00:26:05,747

[Brad Herda]: you knew of that were starting

their own businesses in some sort of blue collar

526

00:26:05,767 --> 00:26:06,408

[Brad Herda]: world, right?

527

00:26:06,887 --> 00:26:07,134

[Daniel Felt]: Mm-hmm.

528

00:26:08,589 --> 00:26:13,993

[Brad Herda]: What did you see that you needed

to do differently to be successful?

529

00:26:15,811 --> 00:26:19,933

[Daniel Felt]: Yeah, I think the biggest thing

was I really wanted to build a team in the

530

00:26:19,953 --> 00:26:23,274

[Daniel Felt]: very beginning when I was out

there doing everything. I mean, you're answering

531

00:26:23,314 --> 00:26:25,956

[Daniel Felt]: phones, emails, you're doing

the work, you know, you show up and be like,

532

00:26:25,996 --> 00:26:29,157

[Daniel Felt]: oh, are you the guy I talked

to on the phone? Yeah, that was me. And which,

533

00:26:29,477 --> 00:26:33,219

[Daniel Felt]: no, there's nothing wrong with

that. But yeah, that was me. Eventually, it

534

00:26:33,239 --> 00:26:35,900

[Daniel Felt]: was like, okay, I'm going to

be capped here, you know, I'm only going to

535

00:26:35,920 --> 00:26:40,399

[Daniel Felt]: be able to make so much money.

And I don't want to be working for... You know,

536

00:26:40,439 --> 00:26:43,320

[Daniel Felt]: I didn't, I didn't name it Daniel's

home maintenance. It's Kira home maintenance,

537

00:26:43,340 --> 00:26:46,921

[Daniel Felt]: which has literally nothing to

do with my, my name. And so I wanted to always

538

00:26:46,941 --> 00:26:50,903

[Daniel Felt]: build a team. I didn't know where

it was going to go. And, and today it's, it's

539

00:26:50,943 --> 00:26:55,245

[Daniel Felt]: already bigger than I ever thought

it would be even when I retired, but ultimately

540

00:26:55,585 --> 00:26:58,946

[Daniel Felt]: I wanted to build a place where

people could come and work someone like Garrett

541

00:26:59,006 --> 00:27:02,868

[Daniel Felt]: who, Hey, maybe sitting at a

desk all day long, isn't for you and Garrett's

542

00:27:02,908 --> 00:27:07,330

[Daniel Felt]: probably 50, 50 now 50 in the

field and 50 in the office. But I can work

543

00:27:07,390 --> 00:27:11,385

[Daniel Felt]: year round. I'm not like. doing

very labor intensive things like pouring concrete,

544

00:27:11,405 --> 00:27:15,450

[Daniel Felt]: for example, and I'm not gonna

get laid off in the winter because I'm out

545

00:27:15,530 --> 00:27:20,935

[Daniel Felt]: of work. And so creating that

place for me was very attractive. And I really,

546

00:27:21,576 --> 00:27:25,980

[Daniel Felt]: even at a very young age, I grew

up in an entrepreneurship family. I was flipping

547

00:27:26,020 --> 00:27:28,983

[Daniel Felt]: horses at a young age, buying

them for like meat price and selling them for

548

00:27:29,384 --> 00:27:30,905

[Daniel Felt]: 700, 800 bucks. Yeah,

549

00:27:30,994 --> 00:27:31,214

[Brad Herda]: Oh,

550

00:27:31,005 --> 00:27:31,366

[Daniel Felt]: I mean,

551

00:27:31,234 --> 00:27:31,594

[Brad Herda]: you were,

552

00:27:31,386 --> 00:27:31,646

[Daniel Felt]: I was like

553

00:27:31,614 --> 00:27:31,694

[Brad Herda]: you

554

00:27:31,706 --> 00:27:32,026

[Daniel Felt]: 12.

555

00:27:31,714 --> 00:27:35,018

[Brad Herda]: were, that wasn't, you didn't

misstate that. You actually meant horses, not

556

00:27:35,058 --> 00:27:36,059

[Brad Herda]: houses. You meant, you

557

00:27:36,071 --> 00:27:36,331

[Daniel Felt]: Correct,

558

00:27:36,279 --> 00:27:36,659

[Brad Herda]: literally

559

00:27:36,391 --> 00:27:36,831

[Daniel Felt]: yeah, flipping

560

00:27:36,699 --> 00:27:36,860

[Brad Herda]: meant

561

00:27:36,851 --> 00:27:37,151

[Daniel Felt]: horses,

562

00:27:36,920 --> 00:27:38,041

[Brad Herda]: horses.

563

00:27:37,191 --> 00:27:38,272

[Daniel Felt]: yeah. Yeah, oh yeah,

564

00:27:38,161 --> 00:27:38,421

[Brad Herda]: Oh my

565

00:27:38,312 --> 00:27:38,532

[Daniel Felt]: for

566

00:27:38,441 --> 00:27:38,621

[Brad Herda]: God.

567

00:27:38,552 --> 00:27:42,694

[Daniel Felt]: sure. Yep, oh yeah, it's, and

the long story, I would get really, this might,

568

00:27:42,754 --> 00:27:46,436

[Daniel Felt]: it's this segment might get long.

So, but for me, I always wanted to like invent

569

00:27:46,476 --> 00:27:50,319

[Daniel Felt]: something or create something,

but I'm not creative enough to like build a

570

00:27:50,339 --> 00:27:53,981

[Daniel Felt]: better wrench. So, you know,

getting, when I saw the need for Cura Home

571

00:27:54,021 --> 00:27:58,583

[Daniel Felt]: and all that stuff, I was like,

hey, I'm gonna do this, but I'm extremely competitive.

572

00:27:58,663 --> 00:28:02,185

[Daniel Felt]: When I went to go start this

company, I had probably a thousand people tell

573

00:28:02,205 --> 00:28:06,179

[Daniel Felt]: me, oh, that's an awesome idea,

you should do it. But I had two or three people

574

00:28:06,199 --> 00:28:09,161

[Daniel Felt]: that are very key people in my

life tell me it was a dumb idea and it would

575

00:28:09,221 --> 00:28:13,804

[Daniel Felt]: never work. And that motivated

me way more than the thousand people that told

576

00:28:13,824 --> 00:28:19,008

[Daniel Felt]: me it would work. And I'm like

driven to prove them wrong day in and day out

577

00:28:19,048 --> 00:28:23,090

[Daniel Felt]: and create an awesome life for

myself and my team to prove them wrong.

578

00:28:24,462 --> 00:28:28,426

[Brad Herda]: Hmm sort of like Aaron Rodgers.

Do you go

579

00:28:28,391 --> 00:28:28,631

[Daniel Felt]: I wouldn't

580

00:28:28,466 --> 00:28:28,986

[Brad Herda]: any darkness?

581

00:28:28,651 --> 00:28:29,971

[Daniel Felt]: compare myself to Aaron Rodgers

582

00:28:29,927 --> 00:28:30,068

[Brad Herda]: Do

583

00:28:30,067 --> 00:28:30,209

[Garrett Olsen]: Yeah.

584

00:28:30,151 --> 00:28:33,393

[Daniel Felt]: ever.

585

00:28:30,308 --> 00:28:31,789

[Brad Herda]: you go on any darkness retreats?

586

00:28:34,013 --> 00:28:35,034

[Daniel Felt]: I am offended, Brad.

587

00:28:35,391 --> 00:28:35,512

[Garrett Olsen]: Yeah.

588

00:28:35,674 --> 00:28:38,215

[Daniel Felt]: I am offended that I was compared

to Aaron Rodgers.

589

00:28:39,502 --> 00:28:39,682

[Brad Herda]: Chip

590

00:28:39,716 --> 00:28:39,736

[Daniel Felt]: I

591

00:28:39,742 --> 00:28:39,842

[Brad Herda]: on

592

00:28:39,756 --> 00:28:39,976

[Daniel Felt]: am not

593

00:28:39,883 --> 00:28:40,284

[Brad Herda]: shoulder.

594

00:28:39,996 --> 00:28:41,177

[Daniel Felt]: a devote. Yeah.

595

00:28:41,126 --> 00:28:41,307

[Brad Herda]: No,

596

00:28:41,217 --> 00:28:41,257

[Daniel Felt]: Oh.

597

00:28:41,447 --> 00:28:45,237

[Brad Herda]: Chip's, Chip on his shoulder,

right? I mean, he's carried that since his

598

00:28:45,257 --> 00:28:46,060

[Brad Herda]: entire career. Now,

599

00:28:46,059 --> 00:28:46,620

[Steve Doyle]: Wow, wow, you went

600

00:28:46,601 --> 00:28:46,681

[Brad Herda]: I'm

601

00:28:46,660 --> 00:28:46,841

[Steve Doyle]: there,

602

00:28:46,701 --> 00:28:46,882

[Brad Herda]: not a

603

00:28:46,881 --> 00:28:47,061

[Steve Doyle]: that's

604

00:28:46,942 --> 00:28:47,283

[Brad Herda]: packer

605

00:28:47,141 --> 00:28:48,303

[Steve Doyle]: cool.

606

00:28:47,303 --> 00:28:47,524

[Brad Herda]: guy.

607

00:28:48,363 --> 00:28:48,424

[Steve Doyle]: Wow.

608

00:28:48,391 --> 00:28:49,018

[Garrett Olsen]: to love though.

609

00:28:49,363 --> 00:28:53,384

[Daniel Felt]: I am definitely not a Packers

guy, but I am way far off from an Aaron Rauscher's

610

00:28:53,404 --> 00:28:54,085

[Daniel Felt]: guy.

611

00:28:54,445 --> 00:28:54,505

[Steve Doyle]: I'm

612

00:28:54,465 --> 00:28:55,485

[Daniel Felt]: He's

613

00:28:54,526 --> 00:28:55,560

[Steve Doyle]: going to go ahead and close the

video.

614

00:28:55,525 --> 00:28:59,206

[Daniel Felt]: got more problems psychologically

than anyone I've ever met.

615

00:29:02,747 --> 00:29:09,209

[Daniel Felt]: I am offended, Brad. I thought

we were on better terms than that. Call me

616

00:29:09,249 --> 00:29:09,289

[Daniel Felt]: a

617

00:29:09,251 --> 00:29:09,596

[Steve Doyle]: Awesome.

618

00:29:09,329 --> 00:29:10,809

[Daniel Felt]: millennial. I don't care. I'm

offended.

619

00:29:11,052 --> 00:29:11,217

[Garrett Olsen]: Yeah

620

00:29:12,406 --> 00:29:13,696

[Brad Herda]: You're always offended, it's okay.

621

00:29:13,730 --> 00:29:14,630

[Daniel Felt]: Yeah, exactly.

622

00:29:14,158 --> 00:29:14,804

[Steve Doyle]: That's all right.

623

00:29:15,090 --> 00:29:15,570

[Daniel Felt]: I'm triggered.

624

00:29:16,458 --> 00:29:16,963

[Garrett Olsen]: Yeah. Yeah.

625

00:29:17,256 --> 00:29:17,358

[Daniel Felt]: If

626

00:29:19,406 --> 00:29:21,088

[Steve Doyle]: So along the triggered lines,

627

00:29:21,331 --> 00:29:21,702

[Daniel Felt]: Hehehe

628

00:29:23,210 --> 00:29:28,415

[Steve Doyle]: what are you guys seeing from,

I would say, the younger generations coming

629

00:29:28,515 --> 00:29:35,261

[Steve Doyle]: in that when you're interviewing

them, just kind of sets the tone like, nope,

630

00:29:35,281 --> 00:29:39,204

[Steve Doyle]: you're not a fit. So let's ask

Garrett first.

631

00:29:41,907 --> 00:29:48,430

[Garrett Olsen]: Um, I would say, and it's funny

you asked that because I can think of a few

632

00:29:48,470 --> 00:29:49,931

[Garrett Olsen]: examples that I've had in these

633

00:29:49,909 --> 00:29:50,985

[Steve Doyle]: Give them, give them, we

634

00:29:50,992 --> 00:29:51,212

[Garrett Olsen]: past

635

00:29:51,006 --> 00:29:51,330

[Steve Doyle]: want to hear

636

00:29:51,232 --> 00:29:51,392

[Garrett Olsen]: few

637

00:29:51,351 --> 00:29:51,432

[Steve Doyle]: them.

638

00:29:51,412 --> 00:29:53,493

[Garrett Olsen]: weeks. One of

639

00:29:53,501 --> 00:29:53,621

[Steve Doyle]: No

640

00:29:53,513 --> 00:29:53,733

[Garrett Olsen]: them

641

00:29:53,641 --> 00:29:53,922

[Steve Doyle]: names.

642

00:29:53,853 --> 00:29:55,254

[Garrett Olsen]: I would say, what was that?

643

00:29:55,750 --> 00:29:56,914

[Steve Doyle]: No names, just give us, give

644

00:29:56,875 --> 00:29:56,955

[Garrett Olsen]: Oh

645

00:29:56,934 --> 00:29:57,055

[Steve Doyle]: some

646

00:29:57,035 --> 00:29:57,235

[Garrett Olsen]: yeah,

647

00:29:57,095 --> 00:29:57,457

[Steve Doyle]: examples.

648

00:29:57,335 --> 00:29:58,355

[Garrett Olsen]: no, no, no, no.

649

00:29:59,074 --> 00:29:59,703

[Brad Herda]: Bill Smith.

650

00:30:00,379 --> 00:30:00,521

[Daniel Felt]: Yeah.

651

00:30:00,537 --> 00:30:01,437

[Garrett Olsen]: Yeah.

652

00:30:00,589 --> 00:30:01,553

[Steve Doyle]: Thanks for watching!

653

00:30:01,677 --> 00:30:02,638

[Garrett Olsen]: I

654

00:30:02,486 --> 00:30:02,566

[Brad Herda]: Well,

655

00:30:02,658 --> 00:30:03,418

[Garrett Olsen]: would, I would,

656

00:30:03,087 --> 00:30:03,628

[Brad Herda]: we'll just call

657

00:30:03,458 --> 00:30:03,958

[Garrett Olsen]: I would.

658

00:30:03,649 --> 00:30:07,057

[Brad Herda]: that we'll call our example person

Aaron Rodgers just for shitting.

659

00:30:06,852 --> 00:30:07,036

[Daniel Felt]: Yeah.

660

00:30:06,907 --> 00:30:10,148

[Garrett Olsen]: Yeah, so when I was interviewing

Aaron Rodgers last week,

661

00:30:10,203 --> 00:30:10,383

[Steve Doyle]: Yeah.

662

00:30:11,089 --> 00:30:15,932

[Garrett Olsen]: what was really pissing me

off about him, no, but I would say the biggest

663

00:30:15,952 --> 00:30:21,975

[Garrett Olsen]: thing that I noticed is just

kind of like, kind of just a little, I don't

664

00:30:22,135 --> 00:30:26,497

[Garrett Olsen]: wanna say lacking social skills,

but just like, you know, like the firm handshake,

665

00:30:26,637 --> 00:30:31,220

[Garrett Olsen]: making eye contact when you're

talking, like, you know, like not like sitting

666

00:30:31,240 --> 00:30:35,042

[Garrett Olsen]: like halfway down in your chair,

just like, I don't know, just what almost just

667

00:30:35,082 --> 00:30:39,529

[Garrett Olsen]: seems kind of like, basic like

posture and knowledge when you should be interviewing

668

00:30:39,589 --> 00:30:44,112

[Garrett Olsen]: or like, you know, just, you

know, in any important meeting with someone

669

00:30:44,752 --> 00:30:48,754

[Garrett Olsen]: is just kind of not as common

sense as I would as I thought.

670

00:30:52,790 --> 00:30:53,511

[Steve Doyle]: did that happen with

671

00:30:53,774 --> 00:30:55,841

[Brad Herda]: So a little old school activity

going on there, right?

672

00:30:55,689 --> 00:30:58,316

[Steve Doyle]: Right. So did that happen with

all the interviewees? OK,

673

00:30:58,787 --> 00:31:01,248

[Garrett Olsen]: No.

674

00:30:59,940 --> 00:31:01,444

[Steve Doyle]: so give us some more examples.

Give us.

675

00:31:01,368 --> 00:31:04,869

[Garrett Olsen]: No, just when I think of, I

guess when you say like the biggest difference

676

00:31:04,949 --> 00:31:08,731

[Garrett Olsen]: I see when interviewing, you

know, like the younger generation, that seems

677

00:31:08,771 --> 00:31:13,292

[Garrett Olsen]: to be something that sticks

out. It's just, you know, might not be dressed

678

00:31:13,733 --> 00:31:18,515

[Garrett Olsen]: quite as nice, you know, or

just like the non-verbal cues.

679

00:31:19,201 --> 00:31:19,453

[Steve Doyle]: Mm-hmm.

680

00:31:21,076 --> 00:31:26,618

[Garrett Olsen]: Otherwise, I guess one of the

biggest differences, I guess, just kind of

681

00:31:26,638 --> 00:31:31,095

[Garrett Olsen]: that I've noticed interviewing

Um, like older generation and younger generation,

682

00:31:31,875 --> 00:31:37,417

[Garrett Olsen]: um, is kind of going back a

little bit to like the work flexibility. Um,

683

00:31:37,437 --> 00:31:41,338

[Garrett Olsen]: you know, they, they like asking

about like, do we get holidays? You know, like,

684

00:31:41,598 --> 00:31:45,779

[Garrett Olsen]: like, is it, you know, like,

like you forced work 50 hours? Like, like what's

685

00:31:45,799 --> 00:31:51,381

[Garrett Olsen]: the work schedule like? So,

um, I just feel like having the, the, uh, the

686

00:31:51,421 --> 00:31:55,182

[Garrett Olsen]: availability to take time off

and kind of set your own schedule to a degree,

687

00:31:55,702 --> 00:31:59,924

[Garrett Olsen]: um, seems a lot more important.

Um. with like the younger people I interview

688

00:31:59,965 --> 00:32:00,550

[Garrett Olsen]: versus older.

689

00:32:03,118 --> 00:32:09,501

[Brad Herda]: So what do the so so as your organization

is probably relatively young in general for

690

00:32:09,541 --> 00:32:15,123

[Brad Herda]: the industry you're in What what's

so Daniel? What is the average age of if you

691

00:32:15,163 --> 00:32:19,565

[Brad Herda]: had to put an average age on your

service tax? What would you say that is right

692

00:32:19,605 --> 00:32:19,745

[Brad Herda]: now?

693

00:32:21,011 --> 00:32:21,509

[Daniel Felt]: about 22.

694

00:32:22,510 --> 00:32:26,092

[Brad Herda]: Okay. So when you get a 38 year

old guy that's coming in to interview to be

695

00:32:26,132 --> 00:32:31,276

[Brad Herda]: part of your team, um, this is

for either Garrett or Daniel, how do you help

696

00:32:31,316 --> 00:32:38,342

[Brad Herda]: that individual feel welcomed

and involved because it's just, there's just

697

00:32:38,382 --> 00:32:43,766

[Brad Herda]: that gap that's there. Right.

Could help them fit into the opportunity. Assuming

698

00:32:43,786 --> 00:32:47,549

[Brad Herda]: they right past the interview,

go through it, can bring value, those types

699

00:32:47,569 --> 00:32:47,929

[Brad Herda]: of things.

700

00:32:49,519 --> 00:32:53,741

[Daniel Felt]: Yeah, it's funny you asked, could

we just hire someone who's probably, what did

701

00:32:53,761 --> 00:32:56,382

[Daniel Felt]: you say, Garrett 55 or 60? And

702

00:32:56,143 --> 00:32:57,737

[Garrett Olsen]: Yeah, upper 50s, lower 60s.

703

00:32:57,663 --> 00:33:01,105

[Daniel Felt]: yeah, which is rare for us. I

mean, we don't discriminate, but it's rare

704

00:33:01,125 --> 00:33:06,108

[Daniel Felt]: to get that person in, but they're

barely ever successful at our company because

705

00:33:06,128 --> 00:33:10,751

[Daniel Felt]: they have a lot of the I know

attitude. They say I know a lot. And that's

706

00:33:10,951 --> 00:33:15,553

[Daniel Felt]: so difficult to train in because

there's no way you know what we know about

707

00:33:16,074 --> 00:33:19,547

[Daniel Felt]: all this stuff. So that's been

really challenging. I don't think we do anything

708

00:33:19,747 --> 00:33:24,291

[Daniel Felt]: super special to make anyone

fit in. I think we treat all of our technicians

709

00:33:24,571 --> 00:33:29,155

[Daniel Felt]: the same. No matter what your

age is, I wish I had some kind of cute answer

710

00:33:29,195 --> 00:33:34,099

[Daniel Felt]: for you. But, we just kind of

show up tomorrow. We're going to have you in

711

00:33:34,139 --> 00:33:37,902

[Daniel Felt]: a technician meeting. You're

going to do all the training that everyone

712

00:33:37,962 --> 00:33:42,706

[Daniel Felt]: else went in. I don't think we

treat them very special. I do want to add in,

713

00:33:43,186 --> 00:33:46,970

[Daniel Felt]: Steve, to your question about

different interviewees. I think a really big

714

00:33:47,010 --> 00:33:50,564

[Daniel Felt]: difference that I've noticed

with... interviewing different people, the

715

00:33:50,704 --> 00:33:53,427

[Daniel Felt]: older they are, the more that

they're interviewing you as a business.

716

00:33:53,846 --> 00:33:54,092

[Steve Doyle]: Yes.

717

00:33:54,167 --> 00:33:58,451

[Daniel Felt]: And the younger they are, they're

not asking you any questions, and that's a

718

00:33:58,531 --> 00:34:02,435

[Daniel Felt]: huge thing that I've noticed

that you better be prepared. If you're interviewing

719

00:34:02,475 --> 00:34:07,720

[Daniel Felt]: someone who's 40, 50, 60 years

old, they're gonna dive into every little detail.

720

00:34:07,800 --> 00:34:08,040

[Daniel Felt]: It's gonna

721

00:34:08,055 --> 00:34:08,279

[Steve Doyle]: Mm-hmm.

722

00:34:08,060 --> 00:34:11,223

[Daniel Felt]: be like a 45 minute interview

because they're interviewing you as much as

723

00:34:11,243 --> 00:34:12,144

[Daniel Felt]: you're trying to interview them.

724

00:34:12,725 --> 00:34:13,480

[Steve Doyle]: Yeah, absolutely.

725

00:34:14,515 --> 00:34:14,959

[Garrett Olsen]: I would agree

726

00:34:14,806 --> 00:34:15,106

[Daniel Felt]: But some

727

00:34:14,979 --> 00:34:15,322

[Garrett Olsen]: with that.

728

00:34:15,126 --> 00:34:21,230

[Daniel Felt]: things. Yeah, some things that

we try to do at our company is we try to identify

729

00:34:21,270 --> 00:34:24,552

[Daniel Felt]: our most particular client and

we'll call her Mrs. Rogers because Garrett

730

00:34:24,572 --> 00:34:26,394

[Daniel Felt]: and I both know who she is. And

731

00:34:26,175 --> 00:34:26,503

[Garrett Olsen]: Hehehe

732

00:34:26,747 --> 00:34:27,154

[Steve Doyle]: Hahaha!

733

00:34:27,815 --> 00:34:29,576

[Daniel Felt]: so when we're interviewing

734

00:34:30,157 --> 00:34:30,513

[Steve Doyle]: Thanks for watching!

735

00:34:30,637 --> 00:34:35,040

[Daniel Felt]: a technician, we think could

we send this individual to Mrs. Rogers' house?

736

00:34:35,500 --> 00:34:39,202

[Daniel Felt]: And if someone comes in, like

if they're drenched in sweat because they're

737

00:34:39,303 --> 00:34:43,125

[Daniel Felt]: so nervous, you're probably going

to be nervous at that lady's house. And a lot

738

00:34:43,145 --> 00:34:46,663

[Daniel Felt]: of these guys, what I've noticed

similar to Like the handshake thing, I like

739

00:34:47,144 --> 00:34:50,666

[Daniel Felt]: fine, maybe your parents didn't

teach you that, but like the eye contact, like

740

00:34:50,686 --> 00:34:54,209

[Daniel Felt]: they can't even look you in the

eye. I mean, they're like, you almost think

741

00:34:54,249 --> 00:34:57,692

[Daniel Felt]: you have like spray painted yellow

on your shoes because they're like, they're

742

00:34:57,712 --> 00:34:58,592

[Daniel Felt]: looking down and then,

743

00:34:58,908 --> 00:34:59,034

[Garrett Olsen]: Yeah.

744

00:34:58,993 --> 00:35:01,795

[Daniel Felt]: and they'll ask you a question

and they're like, they'll answer it and they're

745

00:35:01,815 --> 00:35:04,617

[Daniel Felt]: looking way over here. And I

like, sometimes I have to look and it's like,

746

00:35:05,057 --> 00:35:08,200

[Daniel Felt]: is there a mouse going up? Like

what's, like I'm having a conversation with

747

00:35:08,240 --> 00:35:12,062

[Daniel Felt]: you, man. Like, like look at

me, but the last interview that I did, I think.

748

00:35:12,379 --> 00:35:17,382

[Daniel Felt]: I think Garrett was on another

one of his unlimited vacation things a month

749

00:35:17,402 --> 00:35:19,523

[Daniel Felt]: ago and I was doing an interview

for him. And

750

00:35:19,519 --> 00:35:20,385

[Garrett Olsen]: Thank you.

751

00:35:20,444 --> 00:35:25,067

[Daniel Felt]: the guy had two phones and he

was getting pinged about, you know, like I

752

00:35:25,087 --> 00:35:30,271

[Daniel Felt]: don't even know what it was,

but it was so, like it was such a part of our

753

00:35:30,611 --> 00:35:34,634

[Daniel Felt]: meeting, his phones going off

and him responding. I finally asked, hey man,

754

00:35:34,994 --> 00:35:37,836

[Daniel Felt]: what's going on with your phones?

Like explain the two phones to me. He's like,

755

00:35:37,856 --> 00:35:43,267

[Daniel Felt]: oh, you know, and he's like,

his answer that he gave me was, I like to have

756

00:35:43,307 --> 00:35:47,428

[Daniel Felt]: two phones so that I can play

music on one phone in my car and have the GPS

757

00:35:47,468 --> 00:35:54,590

[Daniel Felt]: up on the other in my car. I'm

like, that makes no sense. I do that all, I

758

00:35:54,610 --> 00:35:57,711

[Daniel Felt]: have one phone. And yeah, so

I was

759

00:35:57,535 --> 00:35:57,577

[Steve Doyle]: Oh!

760

00:35:57,751 --> 00:36:00,171

[Daniel Felt]: just like, hey man, we'll let

you know. We'll let you know if we want to

761

00:36:00,191 --> 00:36:01,932

[Daniel Felt]: come in for another interview.

See

762

00:36:01,902 --> 00:36:01,922

[Garrett Olsen]: X.

763

00:36:01,952 --> 00:36:02,012

[Daniel Felt]: you

764

00:36:02,018 --> 00:36:03,524

[Brad Herda]: Hmm.

765

00:36:02,052 --> 00:36:03,932

[Daniel Felt]: later. But the eye contact,

766

00:36:03,544 --> 00:36:04,348

[Brad Herda]: Did he have a beeper

767

00:36:03,952 --> 00:36:05,353

[Daniel Felt]: the dist...

768

00:36:04,368 --> 00:36:05,533

[Brad Herda]: too? A pager?

769

00:36:05,473 --> 00:36:09,634

[Daniel Felt]: Yeah, no, no, he was a millennial.

He wasn't a boomer, Brad. Come on, he didn't

770

00:36:09,654 --> 00:36:10,674

[Daniel Felt]: have a pager. But...

771

00:36:11,047 --> 00:36:11,291

[Garrett Olsen]: Yeah.

772

00:36:11,638 --> 00:36:13,784

[Brad Herda]: Hey, some

773

00:36:13,824 --> 00:36:14,004

[Daniel Felt]: But,

774

00:36:13,824 --> 00:36:14,085

[Brad Herda]: things

775

00:36:14,029 --> 00:36:15,834

[Steve Doyle]: I'm

776

00:36:14,105 --> 00:36:14,907

[Brad Herda]: come back around,

777

00:36:15,365 --> 00:36:15,605

[Daniel Felt]: yeah,

778

00:36:15,489 --> 00:36:15,709

[Brad Herda]: full

779

00:36:15,625 --> 00:36:15,925

[Daniel Felt]: you never

780

00:36:15,749 --> 00:36:16,130

[Brad Herda]: circle.

781

00:36:15,854 --> 00:36:15,975

[Steve Doyle]: sorry.

782

00:36:15,965 --> 00:36:16,165

[Daniel Felt]: know.

783

00:36:15,995 --> 00:36:16,476

[Steve Doyle]: I'm sorry. I'm sorry.

784

00:36:16,966 --> 00:36:17,506

[Daniel Felt]: But man, these

785

00:36:17,474 --> 00:36:17,735

[Brad Herda]: Flip

786

00:36:17,546 --> 00:36:17,866

[Daniel Felt]: people are

787

00:36:17,775 --> 00:36:18,036

[Brad Herda]: phones

788

00:36:17,886 --> 00:36:18,067

[Daniel Felt]: just

789

00:36:18,076 --> 00:36:18,477

[Brad Herda]: are back.

790

00:36:18,207 --> 00:36:22,930

[Daniel Felt]: so, yeah, I wouldn't mind a flip

phone. I'll get sick of all this stuff on smartphones.

791

00:36:22,990 --> 00:36:28,694

[Daniel Felt]: But, it's just crazy to me, like

the lack of common sense conversational, like

792

00:36:28,714 --> 00:36:32,217

[Daniel Felt]: Garrett said, like can't look

in the eye. You come and smell my crap. You're

793

00:36:32,277 --> 00:36:36,079

[Daniel Felt]: five minutes late. You don't

say I'm sorry for being late. They can't look,

794

00:36:36,119 --> 00:36:40,262

[Daniel Felt]: it's just like all the things

that I would say like 20, 30 years ago, like

795

00:36:40,535 --> 00:36:44,276

[Daniel Felt]: I mean, it was so obvious and

now it's just like, they just don't even care.

796

00:36:44,476 --> 00:36:47,417

[Daniel Felt]: And I think there's a lot to

like, I don't think blame. I don't think blame

797

00:36:47,437 --> 00:36:50,177

[Daniel Felt]: is the right word. I think there's

a lot of situations that have gotten to the

798

00:36:50,197 --> 00:36:53,818

[Daniel Felt]: point where it allows people

to act that way in an interview because, you

799

00:36:53,838 --> 00:36:57,860

[Daniel Felt]: know, the fog of mirror test

gets you into so many, gets you so many jobs

800

00:36:57,880 --> 00:37:00,440

[Daniel Felt]: that, Hey, you know, you're good

to go if you can fog the mirror. And that's,

801

00:37:01,321 --> 00:37:04,061

[Daniel Felt]: and that's just not the case

at your home. We can't afford to have employees

802

00:37:04,081 --> 00:37:08,062

[Daniel Felt]: that are not, you know, of a

certain caliber of, of individual.

803

00:37:10,549 --> 00:37:18,559

[Steve Doyle]: Right? So that leads me into

the other fun question. So during interviews,

804

00:37:18,760 --> 00:37:26,890

[Steve Doyle]: what's like the most outrageous

thing that a Gen Z-er has brought to the interview

805

00:37:27,031 --> 00:37:28,332

[Steve Doyle]: or it's done in an interview?

806

00:37:28,107 --> 00:37:32,538

[Garrett Olsen]: I'm thinking that one. Daniel's

done a lot more interviews than me. He might

807

00:37:32,578 --> 00:37:34,603

[Garrett Olsen]: have something better than

me, but I'll

808

00:37:34,456 --> 00:37:34,836

[Daniel Felt]: I'm trying

809

00:37:34,663 --> 00:37:34,883

[Garrett Olsen]: think

810

00:37:34,876 --> 00:37:34,936

[Daniel Felt]: to

811

00:37:34,943 --> 00:37:35,785

[Garrett Olsen]: here.

812

00:37:35,016 --> 00:37:35,297

[Daniel Felt]: think.

813

00:37:35,846 --> 00:37:36,146

[Garrett Olsen]: Yeah.

814

00:37:36,137 --> 00:37:40,719

[Daniel Felt]: Well, one, I like to ask the

question at some point toward the beginning.

815

00:37:40,759 --> 00:37:46,821

[Daniel Felt]: I'll say, could you tell me how

you define like integrity? And, you know, they'll

816

00:37:46,941 --> 00:37:49,402

[Daniel Felt]: ask, you know, they'll say a

few things and then we talk about something

817

00:37:49,462 --> 00:37:51,763

[Daniel Felt]: else. Like, what do you do on

the weekends or whatever, whatever, whatever?

818

00:37:52,324 --> 00:37:56,045

[Daniel Felt]: And then I say, if one of your

friends walked in, what? And I asked them,

819

00:37:56,605 --> 00:37:59,266

[Daniel Felt]: you know, would they define you

as a person of integrity? What would they say?

820

00:37:59,791 --> 00:38:04,174

[Daniel Felt]: And I've had people be like,

oh, no, no way. It's like, okay,

821

00:38:04,283 --> 00:38:04,628

[Garrett Olsen]: Hehehe

822

00:38:04,294 --> 00:38:07,016

[Daniel Felt]: you don't think you're a person

of integrity?

823

00:38:07,425 --> 00:38:07,547

[Steve Doyle]: You

824

00:38:07,476 --> 00:38:12,260

[Daniel Felt]: Like, what? And I've had some

people stop and think about it for a little

825

00:38:12,280 --> 00:38:15,182

[Daniel Felt]: bit. And then, and sometimes

it turns into like a therapy session. They're

826

00:38:15,202 --> 00:38:18,745

[Daniel Felt]: like, well, there's a few things

I could work on. And I'm like, like what? You

827

00:38:18,765 --> 00:38:20,346

[Daniel Felt]: know, and it's amazing during

an interview

828

00:38:20,685 --> 00:38:20,869

[Steve Doyle]: I'm going

829

00:38:20,887 --> 00:38:21,027

[Daniel Felt]: what

830

00:38:20,890 --> 00:38:21,115

[Steve Doyle]: to go ahead

831

00:38:21,067 --> 00:38:21,347

[Daniel Felt]: people

832

00:38:21,136 --> 00:38:21,525

[Steve Doyle]: and close the

833

00:38:21,367 --> 00:38:21,527

[Daniel Felt]: will

834

00:38:21,546 --> 00:38:21,649

[Steve Doyle]: video.

835

00:38:21,567 --> 00:38:23,689

[Daniel Felt]: tell you. I mean, they'll tell

you anything. And it's like, sometimes just

836

00:38:23,709 --> 00:38:27,395

[Daniel Felt]: out of my curiosity. I'm like,

I don't wanna. break any laws here, but man,

837

00:38:27,455 --> 00:38:32,039

[Daniel Felt]: I really got, you got me curious.

But I think the biggest thing that I've had,

838

00:38:32,699 --> 00:38:38,163

[Daniel Felt]: I've had it two or three times

where guys are just wrenched in sweat. Like,

839

00:38:38,323 --> 00:38:42,966

[Daniel Felt]: did you sit in the sauna before

you came in this interview? Because it's dripping,

840

00:38:43,166 --> 00:38:48,190

[Daniel Felt]: like on the table, dripping sweat.

And I don't think I'm a very intimidating person.

841

00:38:48,230 --> 00:38:51,712

[Daniel Felt]: I've been told differently at

times, but I'm literally asking you questions

842

00:38:51,732 --> 00:38:55,915

[Daniel Felt]: like what do you like to do for

fun? I'm like nothing. I'm like, you don't

843

00:38:55,935 --> 00:38:59,319

[Daniel Felt]: do anything fun. They're like,

no, I'm just really busy, man. I'm like, but

844

00:38:59,339 --> 00:39:01,882

[Daniel Felt]: you're not working anywhere?

Like, no, I'm like, what are you busy doing?

845

00:39:02,242 --> 00:39:02,503

[Daniel Felt]: You know,

846

00:39:02,441 --> 00:39:02,630

[Garrett Olsen]: Yeah.

847

00:39:02,583 --> 00:39:06,848

[Daniel Felt]: and it's like, you give me something

here. So yeah, I think being, people being

848

00:39:06,868 --> 00:39:09,931

[Daniel Felt]: drenched in sweat. I don't know,

I've never seen like a weird widget or anything

849

00:39:10,352 --> 00:39:13,255

[Daniel Felt]: be brought in. I don't even know

if I've seen a fidget spinner. That's one thing

850

00:39:13,315 --> 00:39:16,298

[Daniel Felt]: I was thinking, like a guy coming

with a fidget spinner is super nervous.

851

00:39:20,342 --> 00:39:27,008

[Garrett Olsen]: I guess I had one guy, he must

not have read the posting too hard or what,

852

00:39:27,068 --> 00:39:31,111

[Garrett Olsen]: but we got to talk in just

a little bit and he thought he was applying

853

00:39:31,171 --> 00:39:36,195

[Garrett Olsen]: to a tech position as like

a computer tech. He was going to be programming

854

00:39:36,235 --> 00:39:41,440

[Garrett Olsen]: stuff. That interview lasted

about 10 minutes once he found out that he

855

00:39:41,460 --> 00:39:44,282

[Garrett Olsen]: would be doing hands-on work

and

856

00:39:44,317 --> 00:39:44,478

[Daniel Felt]: Yeah.

857

00:39:44,342 --> 00:39:47,972

[Garrett Olsen]: not... in that programming

computer. So yeah.

858

00:39:47,755 --> 00:39:48,255

[Daniel Felt]: We've had guys

859

00:39:48,092 --> 00:39:48,272

[Garrett Olsen]: But

860

00:39:48,275 --> 00:39:48,415

[Daniel Felt]: show

861

00:39:48,333 --> 00:39:48,473

[Garrett Olsen]: like

862

00:39:48,435 --> 00:39:48,595

[Daniel Felt]: up in

863

00:39:48,533 --> 00:39:48,774

[Garrett Olsen]: I said,

864

00:39:48,735 --> 00:39:49,195

[Daniel Felt]: suits,

865

00:39:48,814 --> 00:39:48,874

[Garrett Olsen]: I'm.

866

00:39:50,396 --> 00:39:51,216

[Daniel Felt]: like a suit and tie

867

00:39:51,079 --> 00:39:51,586

[Garrett Olsen]: I haven't seen the

868

00:39:51,516 --> 00:39:51,696

[Daniel Felt]: a few

869

00:39:51,606 --> 00:39:51,910

[Garrett Olsen]: airline.

870

00:39:51,736 --> 00:39:57,279

[Daniel Felt]: times. Yeah, like suit and tie

for a technician job. And usually they're a

871

00:39:57,299 --> 00:40:00,460

[Daniel Felt]: little unique, you know, I don't

want to say they're like homeschooled because

872

00:40:00,480 --> 00:40:03,522

[Daniel Felt]: I respect homeschoolers, but

there's something a little unique there going

873

00:40:03,582 --> 00:40:03,702

[Daniel Felt]: on.

874

00:40:04,846 --> 00:40:13,413

[Brad Herda]: Okay. So as you have this typically

young workforce for the industries you're in

875

00:40:13,493 --> 00:40:18,977

[Brad Herda]: and serving, one of the things

that have happened, right? Their lives have

876

00:40:18,997 --> 00:40:23,902

[Brad Herda]: been scheduled since they were

five, right? Went to school, come home, go

877

00:40:23,942 --> 00:40:27,765

[Brad Herda]: to aftercare, go to this, right?

Since they were five years old, everything's

878

00:40:27,785 --> 00:40:30,707

[Brad Herda]: been scheduled. Play dates, doesn't

matter, whatever. This is what we're doing.

879

00:40:31,208 --> 00:40:38,150

[Brad Herda]: And it's on a schedule. The brain

of what do I have to do next doesn't get developed

880

00:40:38,451 --> 00:40:42,615

[Brad Herda]: because they've always been told

where to go, what to do. How have you been

881

00:40:42,675 --> 00:40:49,823

[Brad Herda]: able to combat that inside Cura

Homes to facilitate or is your dispatch just

882

00:40:49,883 --> 00:40:53,066

[Brad Herda]: that tight to your technicians

that they don't have to worry about it, just

883

00:40:53,086 --> 00:40:56,289

[Brad Herda]: go do the thing and it's no big

deal and they can adapt pretty easily.

884

00:40:58,867 --> 00:40:59,308

[Daniel Felt]: Go ahead Garrett.

885

00:41:00,323 --> 00:41:04,506

[Garrett Olsen]: I guess I've never, I guess,

I'm trying to think, haven't really, I guess,

886

00:41:04,546 --> 00:41:11,390

[Garrett Olsen]: had that, or like noticed that

issue at all. Have, Daniel?

887

00:41:11,931 --> 00:41:17,875

[Daniel Felt]: Yeah, so the way it works at

our company, you call in, you talk to our office

888

00:41:17,915 --> 00:41:21,658

[Daniel Felt]: manager, our office staff, they

put your schedule in place for you through

889

00:41:21,678 --> 00:41:25,120

[Daniel Felt]: a CRM system. Our technicians

can then see that. So we're kind of playing

890

00:41:25,160 --> 00:41:28,623

[Daniel Felt]: into that the way your entire

life has been. You're gonna have a schedule,

891

00:41:28,963 --> 00:41:32,365

[Daniel Felt]: here's your jobs, exactly what

you're gonna do. We also have like checklists

892

00:41:32,606 --> 00:41:36,568

[Daniel Felt]: for a routine maintenance thing.

There's a checklist of up to 34 items. You

893

00:41:36,609 --> 00:41:39,230

[Daniel Felt]: check a box for each core that

you're there, similar to your report card.

894

00:41:39,555 --> 00:41:42,216

[Daniel Felt]: on the far right hand side, it

tells you how frequently each thing should

895

00:41:42,256 --> 00:41:45,719

[Daniel Felt]: be done. It's pretty hard to

screw it up. Like we're it's you know, it's

896

00:41:45,759 --> 00:41:49,061

[Daniel Felt]: not dummy proof completely, but

it's literally telling you what to do and when

897

00:41:49,101 --> 00:41:53,684

[Daniel Felt]: to do it. For the air duct cleaning,

it's really repetitive because we can train

898

00:41:53,704 --> 00:41:56,906

[Daniel Felt]: a person in pretty quick because

each house has on average. The average house

899

00:41:56,927 --> 00:42:01,129

[Daniel Felt]: of Minnesota has about 18 to

20 air ducts in it. So we can go in a day.

900

00:42:01,149 --> 00:42:04,532

[Daniel Felt]: We can do 60 air ducts in a day.

You're you're getting repetition really, really

901

00:42:04,572 --> 00:42:09,871

[Daniel Felt]: fast. One thing that I've noticed

with a few technicians is If something happens

902

00:42:10,272 --> 00:42:14,455

[Daniel Felt]: between like 5pm when they're

mentally preparing for tomorrow, they can look

903

00:42:14,475 --> 00:42:16,696

[Daniel Felt]: at their schedule for the next

day and they see this is what my day is going

904

00:42:16,716 --> 00:42:21,460

[Daniel Felt]: to look like tomorrow. If we

switch the schedule at some point between then

905

00:42:21,660 --> 00:42:25,723

[Daniel Felt]: and the next day, we've had guys

that like it's a day runner and it's like,

906

00:42:26,123 --> 00:42:28,966

[Daniel Felt]: what's the difference? Either

like you're still working from roughly 720

907

00:42:29,606 --> 00:42:29,706

[Daniel Felt]: to

908

00:42:29,648 --> 00:42:29,872

[Garrett Olsen]: Yeah,

909

00:42:29,766 --> 00:42:29,966

[Daniel Felt]: four

910

00:42:29,893 --> 00:42:30,137

[Garrett Olsen]: 10

911

00:42:29,986 --> 00:42:30,327

[Daniel Felt]: o'clock,

912

00:42:30,178 --> 00:42:30,525

[Garrett Olsen]: hours.

913

00:42:30,347 --> 00:42:34,069

[Daniel Felt]: five o'clock. We've had guys

like they like it like psychologically just

914

00:42:34,370 --> 00:42:37,323

[Daniel Felt]: ruins their day. And it's like

Well, I was, I was assuming I was going to

915

00:42:37,343 --> 00:42:40,585

[Daniel Felt]: be doing, you know, three routine

maintenance jobs in an air duct rather than

916

00:42:40,665 --> 00:42:44,967

[Daniel Felt]: two large air ducts. And it's

like, yeah, I understand that. But like, because

917

00:42:45,028 --> 00:42:48,469

[Daniel Felt]: this guy called in sick or whatever,

we're moving around a little bit. He's like,

918

00:42:48,529 --> 00:42:52,031

[Daniel Felt]: no, that's just not, that's not,

I wasn't, I wasn't going to be doing that today.

919

00:42:52,091 --> 00:42:54,873

[Daniel Felt]: And it's like, it's not like

you, they don't wear like different socks or

920

00:42:54,933 --> 00:42:57,594

[Daniel Felt]: different shirt because of that.

But I've had multiple

921

00:42:57,237 --> 00:42:57,605

[Steve Doyle]: I'm sorry.

922

00:42:57,634 --> 00:43:01,196

[Daniel Felt]: guys throughout the years that

it's, that is a problem for them. And they,

923

00:43:01,256 --> 00:43:05,378

[Daniel Felt]: they really, really like knowing

what's going to be on the schedule for tomorrow.

924

00:43:06,815 --> 00:43:06,857

[Garrett Olsen]: Mm.

925

00:43:09,078 --> 00:43:14,502

[Brad Herda]: And then one of the last questions

before we head into closing time here for a

926

00:43:14,522 --> 00:43:21,749

[Brad Herda]: little bit. So one of the things

that I hear a lot is the you know we get to

927

00:43:21,809 --> 00:43:24,891

[Brad Herda]: use our phones to look things

up all the time. We get to find things we get

928

00:43:24,931 --> 00:43:28,514

[Brad Herda]: to go look for it and we don't

create wisdom because we just go find the solution

929

00:43:28,534 --> 00:43:33,799

[Brad Herda]: because we look it up every time.

How has Cura Homes dealt with that opportunity

930

00:43:33,859 --> 00:43:41,249

[Brad Herda]: for. finding root cause problems

versus fixing symptoms and just always Googling

931

00:43:41,309 --> 00:43:45,312

[Brad Herda]: it or always going to the manufacturer

website. Every time I go and look for this

932

00:43:45,412 --> 00:43:48,574

[Brad Herda]: particular ream unit to change

its furnace filter, well, how do I change the

933

00:43:48,614 --> 00:43:52,757

[Brad Herda]: furnace filter? Oh, let me look

it up to get the instruction. To create that

934

00:43:52,817 --> 00:43:58,642

[Brad Herda]: knowledge and wisdom so those

conversations for your service techs are natural

935

00:43:58,782 --> 00:44:03,505

[Brad Herda]: and they can share that wisdom

with your clients and prospects.

936

00:44:04,955 --> 00:44:10,015

[Garrett Olsen]: I guess I would disagree that

Googling stuff doesn't create wisdom. I encourage

937

00:44:10,055 --> 00:44:10,858

[Garrett Olsen]: text all the time.

938

00:44:11,928 --> 00:44:15,699

[Brad Herda]: If you retain it, yes. But the

939

00:44:15,698 --> 00:44:15,908

[Garrett Olsen]: Yeah.

940

00:44:15,759 --> 00:44:19,094

[Brad Herda]: question becomes, do you retain

it, or do you look it up three, four, five,

941

00:44:19,134 --> 00:44:20,861

[Brad Herda]: six times before you finally retain

it?

942

00:44:22,479 --> 00:44:26,586

[Garrett Olsen]: Yeah, I mean, I encourage the

guys all the time, you know, Google something

943

00:44:26,626 --> 00:44:30,633

[Garrett Olsen]: if they're curious about it.

No, or like if I don't answer right away, you

944

00:44:30,653 --> 00:44:33,458

[Garrett Olsen]: know, shoot into Google. I'll

still Google stuff once in a while.

945

00:44:34,363 --> 00:44:34,403

[Brad Herda]: I

946

00:44:34,400 --> 00:44:34,460

[Garrett Olsen]: I

947

00:44:34,443 --> 00:44:34,523

[Brad Herda]: do

948

00:44:34,500 --> 00:44:34,640

[Garrett Olsen]: like

949

00:44:34,543 --> 00:44:34,703

[Brad Herda]: it all

950

00:44:34,680 --> 00:44:34,760

[Garrett Olsen]: to

951

00:44:34,723 --> 00:44:34,804

[Brad Herda]: the

952

00:44:34,800 --> 00:44:35,682

[Garrett Olsen]: think.

953

00:44:34,844 --> 00:44:35,726

[Brad Herda]: time. I

954

00:44:35,742 --> 00:44:35,942

[Garrett Olsen]: Yeah.

955

00:44:35,746 --> 00:44:42,700

[Brad Herda]: don't know what reels and stories

and shit are. Okay, what are these things?

956

00:44:40,703 --> 00:44:42,344

[Garrett Olsen]: You're not a TikTok guy either,

so.

957

00:44:42,780 --> 00:44:42,920

[Brad Herda]: No.

958

00:44:44,744 --> 00:44:46,365

[Garrett Olsen]: Little too old for that. But,

959

00:44:46,397 --> 00:44:46,618

[Steve Doyle]: Yeah, he's

960

00:44:46,605 --> 00:44:46,745

[Garrett Olsen]: um,

961

00:44:46,658 --> 00:44:47,599

[Steve Doyle]: still using the rotary.

962

00:44:48,325 --> 00:44:53,447

[Garrett Olsen]: yeah, yeah, exactly. But, um,

but yeah, no, I, um, I actually do encourage

963

00:44:53,467 --> 00:44:57,108

[Garrett Olsen]: the guys to Google stuff. If,

if they, if they have questions or just curious,

964

00:44:57,128 --> 00:45:01,909

[Garrett Olsen]: you know, on how something

works. Um, and I would say, I guess me personally,

965

00:45:01,929 --> 00:45:05,850

[Garrett Olsen]: and I think a lot of the other

guys, um, they do retain some information that

966

00:45:05,890 --> 00:45:10,480

[Garrett Olsen]: way. Um, I know some people,

you know, learn and work or like learn a lot

967

00:45:10,500 --> 00:45:17,626

[Garrett Olsen]: better hands-on and visual

versus reading. But I think overall you know

968

00:45:17,666 --> 00:45:21,569

[Garrett Olsen]: googling if they don't know

the answer definitely is nothing but a positive

969

00:45:21,609 --> 00:45:22,750

[Garrett Olsen]: in my in my opinion.

970

00:45:23,446 --> 00:45:29,131

[Brad Herda]: Don't disagree. It's the retention

of it that in a conversation. So have you run

971

00:45:29,151 --> 00:45:33,476

[Brad Herda]: into an instance where you have

a service tech or one of your teammates that

972

00:45:33,696 --> 00:45:38,460

[Brad Herda]: it's the same problem two, three

times and they've solved that problem two,

973

00:45:38,501 --> 00:45:42,865

[Brad Herda]: three times but they don't put

the wisdom in place to not have the problem

974

00:45:42,905 --> 00:45:43,405

[Brad Herda]: show up again?

975

00:45:44,995 --> 00:45:48,876

[Garrett Olsen]: Um, I'm trying to think of

maybe a specific example where that of where

976

00:45:48,896 --> 00:45:53,678

[Garrett Olsen]: that's occurred. I mean, I've,

I've definitely, um, like, you know, seen the

977

00:45:53,698 --> 00:45:58,761

[Garrett Olsen]: scene, the scene, a technician

make the same mistake like twice. Um, I feel

978

00:45:58,781 --> 00:46:02,242

[Garrett Olsen]: like usually if they've made

the same mistake twice, the third time doesn't

979

00:46:02,282 --> 00:46:02,702

[Garrett Olsen]: happen,

980

00:46:03,297 --> 00:46:03,465

[Brad Herda]: Okay.

981

00:46:03,343 --> 00:46:06,984

[Garrett Olsen]: um, at least I can't think

of anything where, you know, um, you know,

982

00:46:07,004 --> 00:46:11,866

[Garrett Olsen]: they get like the third, third

strike on the same mistake. Um, I can't, um,

983

00:46:11,946 --> 00:46:17,793

[Garrett Olsen]: I can't. I can't remember anything

where that's happened. I don't know if something

984

00:46:17,833 --> 00:46:19,258

[Garrett Olsen]: sticks out to you or not, Daniel,

but.

985

00:46:20,495 --> 00:46:26,119

[Daniel Felt]: Yeah, I think one thing that

we have tried to do to help people become problem

986

00:46:26,159 --> 00:46:30,243

[Daniel Felt]: solvers. One thing for our company,

Brad, is like, we don't get people calling

987

00:46:30,303 --> 00:46:33,365

[Daniel Felt]: us like as an emergency, like

my furnace broke down. We're not allowed times

988

00:46:33,646 --> 00:46:37,089

[Daniel Felt]: going out problem solving. You

know, like there's something broken down. We're

989

00:46:37,109 --> 00:46:40,251

[Daniel Felt]: taking care of like the reoccurring

routine maintenance items in your house. Like

990

00:46:40,612 --> 00:46:44,275

[Daniel Felt]: we know your ACE unit's gonna

be dirty when we show up. So the problem solving

991

00:46:44,355 --> 00:46:49,603

[Daniel Felt]: isn't as big of a need at our

company, but one thing that I've... tried to

992

00:46:49,623 --> 00:46:54,226

[Daniel Felt]: do really hard to help develop

people into problem solvers. I don't like micromanaging,

993

00:46:54,246 --> 00:46:57,748

[Daniel Felt]: that's been brought up several

times. And I've told guys before you call me,

994

00:46:57,868 --> 00:47:00,269

[Daniel Felt]: when you have a problem, you

don't know, you have no idea what the answer

995

00:47:00,309 --> 00:47:07,033

[Daniel Felt]: is. You call me and you tell

me the three possible solutions for your problem.

996

00:47:07,734 --> 00:47:12,276

[Daniel Felt]: And then I want you to tell me

which one you think I'm gonna pick. And what

997

00:47:12,357 --> 00:47:16,759

[Daniel Felt]: I found out is that people just

literally stop calling you. because they had

998

00:47:16,799 --> 00:47:20,640

[Daniel Felt]: to think through the three options

to fix the problem, and then they had to think

999

00:47:20,700 --> 00:47:24,541

[Daniel Felt]: which one would Daniel probably

pick, and then they're like, I'm just gonna

1000

00:47:24,621 --> 00:47:27,542

[Daniel Felt]: do that, there's no point in

calling him, and so people just literally stop

1001

00:47:27,371 --> 00:47:27,772

[Steve Doyle]: I'm sorry.

1002

00:47:27,562 --> 00:47:32,364

[Daniel Felt]: calling you, and, or, they do

call you, and they're explaining the three

1003

00:47:32,464 --> 00:47:36,485

[Daniel Felt]: options, and they're like, you

know what, nevermind, sorry to bother you,

1004

00:47:36,585 --> 00:47:39,891

[Daniel Felt]: I figured it out, and they hang

up, and it's like, okay, sounds good. Because

1005

00:47:39,911 --> 00:47:43,272

[Daniel Felt]: there was times when I was in

Garrett's position as an owner operator of

1006

00:47:43,292 --> 00:47:48,413

[Daniel Felt]: the business where I had five,

six guys that I'm dispatching and they're out

1007

00:47:48,433 --> 00:47:51,434

[Daniel Felt]: working in the field. My phone

was ringing nonstop. We're talking like 150

1008

00:47:52,434 --> 00:47:56,635

[Daniel Felt]: phone calls a day. I'm like,

I've got to get a headset here or something

1009

00:47:56,655 --> 00:47:59,756

[Daniel Felt]: weird to be able to manage all

these things. You start implementing little

1010

00:47:59,776 --> 00:48:04,398

[Daniel Felt]: things like that and your teammates

are becoming problem solvers and they realize

1011

00:48:04,418 --> 00:48:07,939

[Daniel Felt]: that they're smarter. But the

easy thing to do is just to call. your manager,

1012

00:48:07,979 --> 00:48:10,683

[Daniel Felt]: hey, how do I do this? And it's

like, are you serious? You know, it's like,

1013

00:48:10,723 --> 00:48:14,588

[Daniel Felt]: you know the answer, but they

just didn't, they didn't take the slight amount

1014

00:48:14,608 --> 00:48:17,893

[Daniel Felt]: of energy to think through it.

They decided to be lazy and call. So that's

1015

00:48:17,933 --> 00:48:21,358

[Daniel Felt]: worked really well. I've coached

several of my managers to use that technique

1016

00:48:21,378 --> 00:48:24,702

[Daniel Felt]: and it's helped them become more

efficient and save time throughout the day.

1017

00:48:25,638 --> 00:48:29,784

[Brad Herda]: spectacular. That is and that's

a hard thing for people to do because some

1018

00:48:29,804 --> 00:48:33,229

[Brad Herda]: people like to get those calls

because they want to put they want to be the

1019

00:48:33,249 --> 00:48:34,671

[Brad Herda]: firefighter and it's like

1020

00:48:34,791 --> 00:48:35,077

[Daniel Felt]: For sure.

1021

00:48:35,372 --> 00:48:38,337

[Brad Herda]: you got better things to do through

time as the owner or dispatcher

1022

00:48:37,995 --> 00:48:38,268

[Steve Doyle]: Mm-hmm.

1023

00:48:38,357 --> 00:48:41,621

[Brad Herda]: or other things you got other

activity to do than take care of that.

1024

00:48:42,419 --> 00:48:42,602

[Daniel Felt]: Mm-hmm.

1025

00:48:45,713 --> 00:48:46,336

[Steve Doyle]: Absolutely.

1026

00:48:46,018 --> 00:48:51,953

[Brad Herda]: So. Here's the question I've been

dying to ask and I didn't ask it in our pre-call

1027

00:48:52,033 --> 00:48:59,983

[Brad Herda]: interview. Why did Daniel Felt

of Keira Holmes up in Minnesota feel the need

1028

00:49:00,023 --> 00:49:04,949

[Brad Herda]: to come back to this awesome show

Blue Collar BS and bring Garrett with him?

1029

00:49:06,742 --> 00:49:10,986

[Daniel Felt]: You know, honestly, honestly

guys, I actually really enjoyed talking with

1030

00:49:11,006 --> 00:49:17,552

[Daniel Felt]: you last time. I've been on quite

a few podcasts and I really enjoy helping people.

1031

00:49:17,572 --> 00:49:21,015

[Daniel Felt]: There's quite a few reasons that

go into it and a few of them are selfish and

1032

00:49:21,035 --> 00:49:23,037

[Daniel Felt]: I'll share what those selfish

reasons are. But

1033

00:49:22,958 --> 00:49:23,358

[Brad Herda]: It's okay.

1034

00:49:23,457 --> 00:49:24,078

[Daniel Felt]: I really enjoy

1035

00:49:24,040 --> 00:49:24,201

[Brad Herda]: We're

1036

00:49:24,138 --> 00:49:24,538

[Daniel Felt]: helping.

1037

00:49:24,241 --> 00:49:25,404

[Brad Herda]: selfish too. You're here.

1038

00:49:25,621 --> 00:49:25,982

[Steve Doyle]: Yep.

1039

00:49:25,679 --> 00:49:25,839

[Daniel Felt]: Yeah,

1040

00:49:26,002 --> 00:49:26,062

[Steve Doyle]: Yep.

1041

00:49:26,060 --> 00:49:26,340

[Daniel Felt]: yeah,

1042

00:49:26,082 --> 00:49:26,263

[Steve Doyle]: Yep.

1043

00:49:26,195 --> 00:49:26,295

[Garrett Olsen]: Do it.

1044

00:49:26,283 --> 00:49:26,724

[Steve Doyle]: Yep.

1045

00:49:26,400 --> 00:49:26,920

[Daniel Felt]: exactly.

1046

00:49:27,088 --> 00:49:27,910

[Brad Herda]: It's a two way street.

1047

00:49:27,741 --> 00:49:27,761

[Daniel Felt]: I,

1048

00:49:27,950 --> 00:49:28,872

[Brad Herda]: It's both directions.

1049

00:49:28,542 --> 00:49:33,648

[Daniel Felt]: yeah. We and we really enjoy

helping helping people and mentoring people

1050

00:49:33,668 --> 00:49:37,730

[Daniel Felt]: and I've had so many people reach

out to me on LinkedIn or wherever it is and

1051

00:49:37,770 --> 00:49:41,591

[Daniel Felt]: say thank you so much for like

that technique that you shared on that podcast

1052

00:49:41,992 --> 00:49:45,713

[Daniel Felt]: It helped me so much in my business

and that for me is like really rewarding it

1053

00:49:45,753 --> 00:49:49,475

[Daniel Felt]: fills my buckets and and it really

helped Additionally, it's really helped us

1054

00:49:49,495 --> 00:49:53,156

[Daniel Felt]: get the word out that we are

offering licenses for our company So we've

1055

00:49:53,176 --> 00:49:56,758

[Daniel Felt]: currently sold two licenses one

in Seattle and one in in Florida.

1056

00:49:56,817 --> 00:49:57,280

[Steve Doyle]: Nice.

1057

00:49:57,018 --> 00:49:57,378

[Daniel Felt]: Thank you.

1058

00:49:57,844 --> 00:49:58,046

[Steve Doyle]: Heck

1059

00:49:57,978 --> 00:49:58,058

[Daniel Felt]: And

1060

00:49:58,086 --> 00:49:58,348

[Steve Doyle]: yeah.

1061

00:49:58,098 --> 00:50:00,286

[Daniel Felt]: so people are People are coming

in and they

1062

00:50:00,174 --> 00:50:00,395

[Brad Herda]: Okay,

1063

00:50:00,306 --> 00:50:00,708

[Daniel Felt]: can still

1064

00:50:00,536 --> 00:50:00,757

[Brad Herda]: first

1065

00:50:00,728 --> 00:50:00,909

[Daniel Felt]: call

1066

00:50:00,797 --> 00:50:01,019

[Brad Herda]: of all,

1067

00:50:00,950 --> 00:50:01,030

[Daniel Felt]: it.

1068

00:50:01,502 --> 00:50:03,333

[Brad Herda]: non-family members you sold licenses

to?

1069

00:50:03,871 --> 00:50:03,951

[Garrett Olsen]: Yeah.

1070

00:50:04,015 --> 00:50:06,115

[Daniel Felt]: Yeah, these guys are non-related.

1071

00:50:06,131 --> 00:50:06,333

[Brad Herda]: Okay,

1072

00:50:06,135 --> 00:50:06,416

[Daniel Felt]: am not

1073

00:50:06,353 --> 00:50:06,474

[Brad Herda]: just

1074

00:50:06,456 --> 00:50:06,756

[Daniel Felt]: related

1075

00:50:06,494 --> 00:50:06,817

[Brad Herda]: checking

1076

00:50:06,776 --> 00:50:07,016

[Daniel Felt]: to them.

1077

00:50:06,939 --> 00:50:07,646

[Brad Herda]: just want to make sure.

1078

00:50:07,476 --> 00:50:11,398

[Daniel Felt]: Yeah, yep, yeah, non-related.

They, and they actually, they found us through

1079

00:50:11,458 --> 00:50:13,979

[Daniel Felt]: social media, which is another

cool thing. There's no way you could have said

1080

00:50:13,999 --> 00:50:18,301

[Daniel Felt]: that 20 years ago. So, they're

running, and it's underneath their own company

1081

00:50:18,321 --> 00:50:21,342

[Daniel Felt]: name, but they've come in, we

train them how to do everything. We give them

1082

00:50:21,442 --> 00:50:24,443

[Daniel Felt]: all our systems, all our processes.

We train them how to do everything, and they're

1083

00:50:24,723 --> 00:50:27,004

[Daniel Felt]: successfully running routine

maintenance and air duct cleaning companies

1084

00:50:27,384 --> 00:50:31,166

[Daniel Felt]: in those markets. So, being on

podcasts has been a really good way for us

1085

00:50:31,206 --> 00:50:34,348

[Daniel Felt]: to help other people. Tell them

about tips and tricks that have helped us grow

1086

00:50:34,428 --> 00:50:37,437

[Daniel Felt]: our business, but also get the

word out that we're offering these services

1087

00:50:37,497 --> 00:50:37,978

[Daniel Felt]: nationwide.

1088

00:50:40,792 --> 00:50:45,142

[Brad Herda]: And Garrett, what kind of arm

twisting did Daniel have to provide you in

1089

00:50:45,202 --> 00:50:45,724

[Brad Herda]: order to come

1090

00:50:45,560 --> 00:50:46,541

[Garrett Olsen]: No,

1091

00:50:45,824 --> 00:50:46,405

[Brad Herda]: on the show?

1092

00:50:47,982 --> 00:50:52,486

[Garrett Olsen]: no, this is actually my first

time being on a podcast. I'm sure it's pretty

1093

00:50:52,546 --> 00:50:53,467

[Garrett Olsen]: evident, but

1094

00:50:55,861 --> 00:50:56,310

[Steve Doyle]: You're good.

1095

00:50:57,310 --> 00:51:01,934

[Garrett Olsen]: part of it was just curiosity.

Just kind of, you know, Daniel told me a bit

1096

00:51:01,954 --> 00:51:06,518

[Garrett Olsen]: about you guys. So just, you

know, hopping on, seeing what it's like, just

1097

00:51:06,558 --> 00:51:11,101

[Garrett Olsen]: having a chat on a Friday end

of the day. So those were, those are the biggest

1098

00:51:11,141 --> 00:51:16,362

[Garrett Olsen]: reasons. Just, yeah, more so

just for the experience, try it out, curiosity.

1099

00:51:17,326 --> 00:51:22,989

[Brad Herda]: Thank you. We thank you both for

being here. And if people want to inquire about

1100

00:51:23,009 --> 00:51:28,092

[Brad Herda]: a license into an amazing business

opportunity or have their homes cleaned up

1101

00:51:28,112 --> 00:51:31,494

[Brad Herda]: in the Minnesota area or routine

maintenance taken care of, and I believe you're

1102

00:51:31,514 --> 00:51:34,796

[Brad Herda]: doing lights and things too for

holidays if I'm not mistaken from our last

1103

00:51:34,836 --> 00:51:37,017

[Brad Herda]: conversation or thought about

it anyhow.

1104

00:51:37,719 --> 00:51:40,621

[Daniel Felt]: That's my brother's company.

I wish I could do that because boy the money

1105

00:51:40,841 --> 00:51:45,123

[Daniel Felt]: in holiday lights is unbelievable.

So big brother has a pool, I don't. So that

1106

00:51:45,143 --> 00:51:46,303

[Daniel Felt]: should tell you that the light

business is

1107

00:51:46,259 --> 00:51:46,825

[Garrett Olsen]: Hahaha

1108

00:51:46,323 --> 00:51:55,828

[Daniel Felt]: doing just fine.

1109

00:51:47,415 --> 00:51:47,537

[Steve Doyle]: Yeah.

1110

00:51:49,083 --> 00:51:49,265

[Garrett Olsen]: Yeah.

1111

00:51:50,242 --> 00:51:52,892

[Brad Herda]: Fair enough, sorry, sorry I didn't

mean to create a family strife.

1112

00:51:52,932 --> 00:51:53,093

[Garrett Olsen]: Yeah.

1113

00:51:54,773 --> 00:51:55,454

[Steve Doyle]: the next show.

1114

00:51:55,908 --> 00:51:56,728

[Daniel Felt]: Yeah, exactly.

1115

00:51:56,417 --> 00:51:56,640

[Garrett Olsen]: Thank you.

1116

00:51:56,614 --> 00:51:57,217

[Brad Herda]: Yeah, on the next show,

1117

00:51:57,068 --> 00:51:57,229

[Daniel Felt]: Yeah,

1118

00:51:57,439 --> 00:51:57,841

[Brad Herda]: let's get the

1119

00:51:57,849 --> 00:51:58,229

[Daniel Felt]: David

1120

00:51:57,861 --> 00:51:58,364

[Brad Herda]: Christmas light

1121

00:51:58,269 --> 00:51:58,589

[Daniel Felt]: felt.

1122

00:51:58,404 --> 00:51:58,806

[Brad Herda]: guy on.

1123

00:51:59,169 --> 00:51:59,450

[Daniel Felt]: Yeah,

1124

00:51:59,304 --> 00:51:59,564

[Steve Doyle]: Yeah.

1125

00:51:59,510 --> 00:52:06,631

[Daniel Felt]: exactly. Yeah, he services, this

last year, I think he's gotta be the largest

1126

00:52:07,311 --> 00:52:12,416

[Daniel Felt]: residential service holiday light

installer. He did over 4,000 houses in Minneapolis

1127

00:52:12,456 --> 00:52:16,939

[Daniel Felt]: alone. Those guys start mid-August.

They go till about December 20th installing

1128

00:52:16,979 --> 00:52:21,243

[Daniel Felt]: lights. He just bought a 50,000

square foot building to store all the lights.

1129

00:52:22,264 --> 00:52:22,885

[Daniel Felt]: It's a very

1130

00:52:22,826 --> 00:52:22,948

[Steve Doyle]: That's

1131

00:52:22,925 --> 00:52:23,465

[Daniel Felt]: impressive

1132

00:52:22,989 --> 00:52:23,315

[Steve Doyle]: crazy.

1133

00:52:23,865 --> 00:52:29,050

[Daniel Felt]: business. Yeah, he gets, in the

fall they build up to about 125 employees,

1134

00:52:29,390 --> 00:52:33,151

[Daniel Felt]: but then in the... in the spring,

summer, and early fall, he's cleaning windows

1135

00:52:33,191 --> 00:52:37,437

[Daniel Felt]: with about 50 of those guys.

So he's got a very impressive home service

1136

00:52:37,477 --> 00:52:38,218

[Daniel Felt]: company, Rockin'

1137

00:52:38,158 --> 00:52:38,378

[Brad Herda]: Huh,

1138

00:52:38,238 --> 00:52:38,598

[Daniel Felt]: and Rollin'.

1139

00:52:39,462 --> 00:52:41,147

[Brad Herda]: maybe you should send them our

way.

1140

00:52:41,923 --> 00:52:46,246

[Daniel Felt]: Yeah, I'll ping him. I don't

know, he's not as fun. He's like,

1141

00:52:46,335 --> 00:52:46,691

[Garrett Olsen]: Thanks for watching.

1142

00:52:46,386 --> 00:52:46,907

[Daniel Felt]: he's tense.

1143

00:52:46,947 --> 00:52:53,072

[Daniel Felt]: He needs a back rub. He's gotta

relax a little bit. He, you know, he's, Garrett's

1144

00:52:53,112 --> 00:53:00,098

[Daniel Felt]: met him. Garrett, back me up

on that. Yeah, he's, we're,

1145

00:52:56,693 --> 00:52:57,995

[Garrett Olsen]: I'm staying out of this one.

1146

00:52:58,094 --> 00:52:58,456

[Steve Doyle]: Oh come

1147

00:52:58,335 --> 00:52:58,776

[Garrett Olsen]: I'm staying

1148

00:52:58,658 --> 00:52:58,960

[Steve Doyle]: on,

1149

00:52:58,836 --> 00:52:59,036

[Garrett Olsen]: out of

1150

00:52:59,021 --> 00:52:59,162

[Steve Doyle]: this

1151

00:52:59,076 --> 00:52:59,196

[Garrett Olsen]: this

1152

00:52:59,242 --> 00:52:59,323

[Steve Doyle]: is

1153

00:52:59,336 --> 00:52:59,497

[Garrett Olsen]: one.

1154

00:52:59,343 --> 00:52:59,968

[Steve Doyle]: the fun part!

1155

00:52:59,797 --> 00:53:01,138

[Garrett Olsen]: No comment. No comment.

1156

00:53:01,119 --> 00:53:04,382

[Daniel Felt]: yeah. He, man, he's a great business

person, but he'd be like, why am I on here?

1157

00:53:04,542 --> 00:53:08,766

[Daniel Felt]: Like, what are we doing? So,

but now he's, yeah.

1158

00:53:08,789 --> 00:53:08,953

[Garrett Olsen]: What?

1159

00:53:08,806 --> 00:53:14,216

[Daniel Felt]: But he, He also built it out

of his garage. He started in 2008, like at

1160

00:53:14,817 --> 00:53:18,364

[Daniel Felt]: the worst time, arguably, to

start a business, but man, that guy has really

1161

00:53:19,146 --> 00:53:21,310

[Daniel Felt]: built a very respectable business.

1162

00:53:22,858 --> 00:53:24,465

[Brad Herda]: awesome. So how do people get

a hold of you guys?

1163

00:53:25,475 --> 00:53:29,539

[Daniel Felt]: Yeah, find us on our website,

it's KiraHome.com, K-U-R-A. You can also find

1164

00:53:29,579 --> 00:53:32,463

[Daniel Felt]: us on LinkedIn, all the social

media things we're doing. We're doing all the

1165

00:53:32,483 --> 00:53:34,765

[Daniel Felt]: fun stuff. Follow us on social

media for sure. You might learn a thing or

1166

00:53:34,805 --> 00:53:35,866

[Daniel Felt]: two about maintaining your home.

1167

00:53:37,366 --> 00:53:37,979

[Brad Herda]: And then so.

1168

00:53:38,016 --> 00:53:39,986

[Garrett Olsen]: Yeah, got some good stuff over

on our Instagram.

1169

00:53:41,470 --> 00:53:43,421

[Brad Herda]: Instagram. Okay, so anyhow

1170

00:53:44,083 --> 00:53:44,567

[Daniel Felt]: Thanks for watching. Bye.

1171

00:53:44,527 --> 00:53:46,324

[Steve Doyle]: All right, what's your handle

on Instagram?

1172

00:53:47,169 --> 00:53:48,206

[Daniel Felt]: Yeah, it's at Cura Home.

1173

00:53:50,166 --> 00:53:50,971

[Brad Herda]: Yeah, I don't have that.

1174

00:53:52,263 --> 00:53:53,163

[Daniel Felt]: Come on, Brad, give

1175

00:53:53,077 --> 00:53:53,198

[Steve Doyle]: Come

1176

00:53:53,203 --> 00:53:55,005

[Daniel Felt]: it the times.

1177

00:53:53,419 --> 00:53:54,707

[Steve Doyle]: on, you boomer, let's go.

1178

00:53:55,385 --> 00:53:58,928

[Daniel Felt]: Even my parents have Snapchat,

Brad, come on. You're an

1179

00:53:59,035 --> 00:53:59,076

[Brad Herda]: I

1180

00:53:59,068 --> 00:53:59,568

[Daniel Felt]: abnormal.

1181

00:53:59,096 --> 00:53:59,698

[Brad Herda]: do not even have

1182

00:53:59,629 --> 00:53:59,791

[Steve Doyle]: in

1183

00:53:59,738 --> 00:54:00,361

[Brad Herda]: snapchat

1184

00:53:59,831 --> 00:54:00,906

[Steve Doyle]: my...

1185

00:54:00,622 --> 00:54:01,044

[Brad Herda]: don't even know

1186

00:54:00,946 --> 00:54:01,149

[Steve Doyle]: even

1187

00:54:01,064 --> 00:54:01,264

[Brad Herda]: how to

1188

00:54:01,190 --> 00:54:01,291

[Steve Doyle]: my...

1189

00:54:01,345 --> 00:54:01,626

[Brad Herda]: use it

1190

00:54:02,511 --> 00:54:02,951

[Daniel Felt]: I don't think you

1191

00:54:02,931 --> 00:54:03,072

[Brad Herda]: So

1192

00:54:02,971 --> 00:54:03,291

[Daniel Felt]: represent

1193

00:54:03,112 --> 00:54:03,413

[Brad Herda]: Garrett

1194

00:54:03,311 --> 00:54:04,352

[Daniel Felt]: your generation very good.

1195

00:54:05,710 --> 00:54:06,710

[Brad Herda]: Whatever.

1196

00:54:06,065 --> 00:54:06,233

[Garrett Olsen]: Yeah.

1197

00:54:06,750 --> 00:54:12,252

[Brad Herda]: So, so Garrett, as a, what would

be one thing, one piece of advice you would

1198

00:54:12,292 --> 00:54:17,915

[Brad Herda]: give, um, some of the younger

individuals that want to maybe not pursue a

1199

00:54:17,955 --> 00:54:22,937

[Brad Herda]: four year degree, but have a desire

and passion to go do something other than pursue

1200

00:54:22,957 --> 00:54:28,579

[Brad Herda]: a degree or education. What, what

advice would you give them to, to be successful

1201

00:54:28,719 --> 00:54:33,561

[Brad Herda]: in, in this world of blue collar

manufacturing construction trades?

1202

00:54:36,427 --> 00:54:40,348

[Garrett Olsen]: I would say just go ahead and

go ahead and do it and don't kind of worry

1203

00:54:40,368 --> 00:54:45,029

[Garrett Olsen]: about you know how a lot of

people say like oh you need this degree you

1204

00:54:45,069 --> 00:54:49,510

[Garrett Olsen]: need this degree to get into

this area. What I've kind of found is that

1205

00:54:49,550 --> 00:54:55,132

[Garrett Olsen]: it's a lot about a lot more

about who you know than about you know your

1206

00:54:55,152 --> 00:55:01,233

[Garrett Olsen]: background in your degree.

So my biggest piece of advice would be yeah

1207

00:55:01,553 --> 00:55:04,994

[Garrett Olsen]: just go for it and don't think

that you need a four-year degree from college.

1208

00:55:05,755 --> 00:55:08,210

[Garrett Olsen]: make some money and get a job

that you enjoy doing.

1209

00:55:09,774 --> 00:55:10,184

[Brad Herda]: I love that.

1210

00:55:11,049 --> 00:55:11,422

[Steve Doyle]: awesome.

1211

00:55:12,782 --> 00:55:17,887

[Brad Herda]: All right, gentlemen, we appreciate

your time today. And we look forward to getting

1212

00:55:17,927 --> 00:55:21,872

[Brad Herda]: this episode out here soon for

everybody to see, and then the video that's

1213

00:55:21,892 --> 00:55:24,695

[Brad Herda]: gonna come with it. So I'm very

excited. So thank you gentlemen for both being

1214

00:55:24,715 --> 00:55:28,459

[Brad Herda]: here today. Mr. Doyle, you too.

I appreciate you showing up this time. That's

1215

00:55:28,519 --> 00:55:28,820

[Brad Herda]: great.

1216

00:55:29,449 --> 00:55:31,492

[Steve Doyle]: Oh,

1217

00:55:31,763 --> 00:55:32,566

[Garrett Olsen]: Just

1218

00:55:31,872 --> 00:55:32,894

[Steve Doyle]: got it. All right.

1219

00:55:32,606 --> 00:55:34,394

[Garrett Olsen]: the low blows today, just the

low

1220

00:55:34,155 --> 00:55:34,416

[Steve Doyle]: Yeah,

1221

00:55:34,415 --> 00:55:34,656

[Garrett Olsen]: blows.

1222

00:55:34,496 --> 00:55:38,181

[Steve Doyle]: it's a, yeah. I mean, I, I mean,

I'm glad we could wake the boomer up from his

1223

00:55:38,241 --> 00:55:38,722

[Steve Doyle]: nap. So.

1224

00:55:38,991 --> 00:55:39,052

[Daniel Felt]: Oh.

1225

00:55:39,218 --> 00:55:39,298

[Brad Herda]: It

1226

00:55:39,268 --> 00:55:39,409

[Garrett Olsen]: Yeah

1227

00:55:39,338 --> 00:55:43,617

[Brad Herda]: was it's it was nap time. I gotta

go get dinner. It's almost four o'clock.

1228

00:55:44,195 --> 00:55:44,615

[Garrett Olsen]: I'm sorry.

1229

00:55:44,571 --> 00:55:44,732

[Daniel Felt]: Yeah.

1230

00:55:46,702 --> 00:55:46,883

[Brad Herda]: All right,

1231

00:55:47,042 --> 00:55:47,383

[Steve Doyle]: I thought...

1232

00:55:47,245 --> 00:55:48,252

[Brad Herda]: we will talk to everybody soon.

1233

00:55:49,459 --> 00:55:49,641

[Daniel Felt]: Sounds

1234

00:55:49,619 --> 00:55:49,882

[Garrett Olsen]: Alright,

1235

00:55:49,661 --> 00:55:49,844

[Daniel Felt]: good.

1236

00:55:50,650 --> 00:55:51,156

[Garrett Olsen]: see you later guys.