EP8. Why Matchmakers Struggle to Scale: Culture, Hiring and Leadership with Nick Gouvouniotis

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Welcome to the Matchmaker Mentor
Podcast with Arlene Washburn,

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the show where love, industry
professionals, coaches and

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matchmakers come to learn, grow
and elevate their craft.

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Each episode dives deep into the
art and business of matchmaking,

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featuring expert insights, real
world strategies, and inspiring

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conversations designed to help
you create meaningful

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connections and lasting success.
Whether you're a seasoned pro or

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just starting your journey, this
is your space to be mentored,

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motivated, and moved to make a
difference in the world of love.

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Now here's your host, Arlene
Washburn.

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Welcome back to the matchmaker
mentor podcast.

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Today's episode began in a way
many of the best conversations

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do.
I came across several of Nikolas

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Guvineoltis.
Did I get it?

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Beautiful.
Awesome, I came across and we're

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going to say Nick for the rest
of the episode.

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Just so I don't botch it up,
every time I came across Nick's

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post on LinkedIn, they were
grounded, reflective, and direct

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about something most
entrepreneurs ignore.

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Behavior predicts outcomes.
Numbers tell what happened.

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Behavior tells you what's
coming.

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I was compelled to reach out
because matchmakers need this

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perspective.
We talk about marketing, sales,

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pricing.
We rarely talk about culture.

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We rarely talk about internal
maturity.

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And we rarely talk about what it
takes to build something that

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lasts.
Today we're doing all three.

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Nick has spent over 3 decades
building and leading businesses

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across multiple industries,
including 26 years in automotive

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where he operated organizations
employing over 1300 people.

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He believes people drive
outcomes, not systems alone.

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He is also the author of two
books, Through the Lens of

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Perspective Till Death Do Its
Part Dating Your Spouse.

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He's been married for 27 years.
I know he looks really young.

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He's a father of three sons and
a grandpa.

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I'm a grandma.
I love it and brings a really

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rare insight into leadership,
growth and commitment.

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Nick, welcome.
I'm excited to have you here.

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Thank you so much.
I, I really appreciate you.

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I was very excited when you
reached out listening to your

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your podcast and your messages
itself.

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I felt a strong collaboration
between US and my message that I

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had would be very clear and
helpful with your audience.

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Thank you.
I, I'm really like, I have so

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many questions for you.
I'm going to try not to make

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this a super long episode, but
it's OK.

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We all obsess over systems and
tools and that's really

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important.
But systems don't execute

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themselves, people do.
And if you don't understand

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behavior, ownership, and
culture, your systems will

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eventually collapse under
pressure.

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And you know this first hand.
As someone who has run these

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huge businesses with so many
employees, I've read a lot of

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the stuff you've put out there
that behavior shows what's

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coming.
And what behaviors do you look

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for first in organizations?
That's a that's a great

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question.
The first thing that I look at

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is 1.
It's basically the part of the

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infrastructure itself is sports
with the ownership, the

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ownership itself and how are
involved are they with their

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team?
There are some organizations are

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are Lord to the point where they
have appointed people speaking

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on behalf of ownership itself.
The culture plays a large role,

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but majority of operators go in
the first thing.

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They dive in and they look at,
not to get into a large

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discussion over that, but to
break it down.

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A lot of people will end up
looking strictly at financials

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first.
You have to look at the people

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1st and see what you have cause
a lot of times it's misplaced

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people in the rural departments
which slow down the funnel.

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So my biggest thing that I look
at, I break it down.

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I look like it's like a color in
a book with crayons.

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This is red, this is blue, this
is white to make it super easy.

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So you could just sit there and
see part of the funnel itself,

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of what's broken, who belongs
where and who's executing what

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amongst the organization,
everything.

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And that's the first thing I
look at is the people itself,

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and the numbers follow then
afterward.

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That is such a great point.
The last job I had many, many

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moons ago before I started my
own business, I did exactly

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that.
I was always an outside account

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management salesperson, but I
took this last job in my

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industry, which was in the
Pharmaceutical industry.

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I was a senior executive and I
remember inheriting this very

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elite group of people who were
project managers, and I sat with

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every single one of them and I
interviewed them to know and

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learn about them and what
motivated them, what they loved,

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what did they love about their
job and position, What did they

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hate?
Because I do find that people

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get pigeonholed into the wrong
position and then they don't

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flourish and it hurts the
company in the end.

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Agree that's a great way of
saying it because that's the the

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key to a lot of organizations
having the people in the in the

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wrong positions.
And when it comes down to the

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people itself, it's it's also do
they want to be in that

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position?
And it's funny because recently

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I've acquired a company that I
can't disclose you at and the

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owner wanted out and I adopted
employees that that came along

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with it.
And that was the first thing I

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sat down with.
Was this something that you want

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to do?
Are you here just to just to

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collect your paycheck or is this
something that you actually

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wanted to do?
But the sit downs with the

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employees as you said that that
is such a big factor of deciding

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of who belongs where and putting
somebody in a place that they're

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happy because it shows up in
their work.

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Absolutely.
The matchmakers that we talked

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to, some of them are
solopreneurs, and then some of

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them are starting to get
overwhelmed and they're starting

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to think that they need to hire,
but they don't know when to hire

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or how to even begin that
process.

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What would you say to those
entrepreneurs that are currently

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solopreneurs?
Control freaks.

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They're afraid to let loose and
in many ways created a job for

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themselves.
They left a company, for

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example.
They started a business and

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instead of working on their
their company, they're working

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in it.
What would you say to these

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people?
How do you even begin that

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process?
The way I separate it, you have

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overhead the back office and
front office revenue and

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operations itself.
So what I usually do before I

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sit there and I, I draw pros and
cons or what I want, what I

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don't need, what things do I
want next in my life?

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What things will scale faster if
I pass this off?

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Because at the end of the day of
any business, for it to be

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successful, it has to scale.
Adding somebody into your

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business or putting somebody
extra to sit there.

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It's not more of saying let me
take work off my plate alone.

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It's more of with this move
itself, scale me to where I need

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to be.
And once you can realize what

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positions needed to be able to
scale, it's easier.

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It's a lot easier to make power
moves within a company when you

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have income and you're just not
adding to the current income

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itself that's there.
So me personally, I look at is a

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scalable and if I end up adding
this position, where is it going

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to scale?
So is this position going to

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scale this and is my revenues
going to see this?

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At the end of the day, by me
doing this, there has to be a

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extreme pro behind it,
especially a lot of us too, we

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take it out of our own pockets.
So if we're making X and we hire

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somebody and the revenues aren't
there, we're substituting some

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of our income Majority of time
depending on what level you are

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in the amount of business you
have.

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But no matter what you're going
in your pocket.

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The the mortest movement I see
for myself that I do is before I

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go in my pocket to take things
off my plate.

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But am I scaling then by doing
this or am I just passing on

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work that I could have handled
myself anyway?

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Because at one point I've seen a
lot of my friends at dinner

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discussions and they're so used
to because you're the one who

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built it from day one.
So it's hard at one point to

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say, when do I handle all
certain things when I can easily

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do it and I don't have to say,
hey, listen, 11:00 at night, I

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know I could just hop in my
office, but I'd ask an employee

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11:00 at night sometimes because
their office hours or whatever

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works, it's a little harder.
So at the end of the day, if

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it's scalable and you could put
it on paper that it's going to

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make sense for you that
someone's doing this while you

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scale this.
If that's, that's the best way

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to to know when is the right
time and everything like that.

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If it's not scalable and it's
just going to cost you at the

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end, I highly agree that you
find more time to dig in harder

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into your business before you
add anybody.

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I love that.
And I'm curious your opinion on

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this because this is what I
teach in our school and that is

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to create an organization chart.
It's aspirational chart for

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someone who's a solopreneur to
just say love.

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This is ideally the team that I
need and this is what each

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person would do and how would
they bring value to the

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organization?
Because what I find is that when

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people are ready to hire, they
meet someone and they really

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like them and they find a way to
work with them and bring them

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in.
Instead of saying I have a

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position, this is the
responsibility for that position

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and bring them into that if they
are fit, as opposed to just

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hiring out of desperation
sometimes or because you like

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the person and you're going to
figure out a way to work with

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them.
And that's where people end up

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pitching, holed into these
positions that they don't belong

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in.
I agree and that goes back to

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arriving in certain
organizations and seeing people

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belong into the wrong position
just because they were at the

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right place for a night, right
time, not the right person at

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the right time.
So it makes a difference out of

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there.
So before executing a plan or

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going forth, having charts like
that, because Isaac said the

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coloring book theories, it does
go a long way and it simplifies

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it.
So to have that pre plan to say

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by hiring X will do this by
hiring this, so you're not

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putting people in positions that
one, don't belong.

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And two, if what's it hurts the
longevity of your business as an

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entrepreneur or so entrepreneur.
Our our biggest goal is to keep

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our business thriving for years
to come and having a small plan

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as you set ahead.
And that's the perfect way of

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saying it because I believe in
Schwartz.

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I and I do too.
And then you're not putting

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people in pockets they don't
belong.

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Completely agree with you with
that.

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And I would imagine that you've
been a hiring manager the whole

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time because I know it's
something that you can delegate.

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But I think that when you're
trying to build a business,

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where is a specific culture that
hiring smart is one of the most

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important things that you can do
and making sure that people who

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come in are fitting into that
culture.

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And So what kind of interview
questions would you say reveal

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whether someone is going to
protect your standards and

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culture?
And because people get so caught

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up in just skills and not like
the personality and all of that

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fitting into the culture, what
kind of questions would you ask?

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Depending on the position itself
that I am hiring always prepared

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by having a bunch of discovery
questions that are thinking

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questions on how fast somebody
will react to a question.

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It's more than just describing
and reviewing to be quite frank.

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Majority of people I hired, I
glanced at their resume but I I

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didn't go over at all during it.
I had my own questions because

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my questions itself for the
discovery questions and me

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figuring out does this person
fit the pocket elicits something

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between having an engineer or
something that really has to

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understand the things in
particular.

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I always have my question here
in front of me, but I write down

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a bunch of different discovery
questions.

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The technique behind the
questions is more of do you

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understand the position?
Do you wonder why they they

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applied here?
I would like to see that if

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somebody actually took the time
to do the research on the

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company and say, Hey, I like
your theory.

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I love the way you form out
this, this and this and this.

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So they actually put the time
in.

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So they're just not throwing
resumes everywhere.

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00:13:08,720 --> 00:13:11,480
And whoever's the first person
that says yes, they jump in bed

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00:13:11,480 --> 00:13:13,640
with and you get a bad employee
out of it.

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So the discovery questions of
why they came here, their

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00:13:17,040 --> 00:13:19,680
passion of what made them get
into this industry.

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00:13:20,040 --> 00:13:22,680
And then from there, how fast I
have thinking on their feet,

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questions that are related to
the business of problem solving.

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Just so I can see on my normal
day, I will look at my normal

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day, why am I hiring this
person?

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00:13:31,880 --> 00:13:34,560
What problems am I currently
having I didn't solve?

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00:13:34,800 --> 00:13:36,440
And I'll put that in a
questionnaire for them.

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00:13:36,440 --> 00:13:39,560
So when I'm talking with them, I
could sit there and say, OK,

242
00:13:39,560 --> 00:13:42,880
wow, so if I had this problem
and something happened in

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00:13:42,880 --> 00:13:46,400
particular, I needed a solution.
This is their thinking pattern.

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00:13:46,720 --> 00:13:49,360
And I know during interviews
people could be a little nervous

245
00:13:49,360 --> 00:13:50,800
and stuff.
So I'll take that into

246
00:13:50,800 --> 00:13:54,920
consideration.
But having those in play of what

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00:13:54,920 --> 00:13:56,560
issues that you're currently
having?

248
00:13:56,560 --> 00:13:58,880
What, what are you trying to
solve on your company?

249
00:13:59,200 --> 00:14:03,760
And putting those into questions
more than asking somebody, where

250
00:14:03,760 --> 00:14:05,640
did you work?
What happened there?

251
00:14:05,640 --> 00:14:08,320
What did you do?
I mean, those are great to find

252
00:14:08,320 --> 00:14:09,920
out, like a back story and
stuff.

253
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But some people are just great
interviewers.

254
00:14:12,080 --> 00:14:15,160
So they can sit there and give
you a phenomenal interview about

255
00:14:15,160 --> 00:14:18,600
their job history because they
they're they're treat, they sit

256
00:14:18,600 --> 00:14:21,520
there, they read it, they have
it, they come in, they've done

257
00:14:21,520 --> 00:14:25,000
plenty of interviews.
But when you have the the

258
00:14:25,000 --> 00:14:27,600
problems of what your company
has, that's something they're

259
00:14:27,600 --> 00:14:29,200
not prepared because they don't
know your issue.

260
00:14:29,200 --> 00:14:32,080
They don't know what solutions
you need for your company.

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00:14:32,360 --> 00:14:35,200
So that's more thinking on their
feet that they can't go back to

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00:14:35,200 --> 00:14:36,120
the resume, you see?
Oh yeah.

263
00:14:36,120 --> 00:14:38,920
I've worked there for six years.
I used to teach you questions.

264
00:14:38,920 --> 00:14:42,120
I have 10 questions in my
interviews are usually 20

265
00:14:42,120 --> 00:14:45,680
minutes, 20 minutes or less.
It goes longer afterwards where

266
00:14:45,680 --> 00:14:48,600
I go through my normal stuff.
I let them ask the questions and

267
00:14:48,600 --> 00:14:51,520
everything, but they're very
strategic, the way they're

268
00:14:51,520 --> 00:14:54,040
played out to know the person
and how quick they think on

269
00:14:54,040 --> 00:14:57,280
their feet.
It's such a great answer and I'm

270
00:14:57,280 --> 00:15:00,680
so happy to hear it because I
don't think a lot of people

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00:15:00,680 --> 00:15:03,080
think that way.
That just proves why you're able

272
00:15:03,080 --> 00:15:05,680
to manage such huge scale of
people.

273
00:15:05,960 --> 00:15:11,240
My last interview, I remember it
was so funny because I actually

274
00:15:11,240 --> 00:15:13,760
invoked that into the people
interviewing me.

275
00:15:13,760 --> 00:15:15,880
I always felt that if I'm going
on an interview, I'm

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00:15:15,880 --> 00:15:19,040
interviewing them as well.
And I always ask, what's the

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00:15:19,080 --> 00:15:20,440
problem?
What's the problem?

278
00:15:20,440 --> 00:15:23,440
You try to evolve.
What do you need to see in the

279
00:15:23,440 --> 00:15:26,040
1st 90 days?
What do I need to accomplish?

280
00:15:26,720 --> 00:15:31,840
And I remember that interview,
it was on a day that snows so

281
00:15:31,840 --> 00:15:33,880
badly that they closed the
office.

282
00:15:33,880 --> 00:15:38,440
And I'm one of these people that
I have to be on my deathbed not

283
00:15:38,440 --> 00:15:41,320
to show up if it's on my
calendar, unless you don't have

284
00:15:41,320 --> 00:15:44,080
a mishap with calendaring or
something, which has happened

285
00:15:44,080 --> 00:15:46,960
here and there.
But I'm going, so I have my

286
00:15:46,960 --> 00:15:49,720
truck and I was driving an hour
and I call them up and I said,

287
00:15:49,720 --> 00:15:52,120
hey, are you open?
Because I'm getting ready to

288
00:15:52,120 --> 00:15:54,320
walk out the door.
And they're like, well, the

289
00:15:54,320 --> 00:15:58,960
office is closed, but we're
here, the 2 owners, two female

290
00:15:58,960 --> 00:15:59,920
owners.
I remember.

291
00:15:59,920 --> 00:16:03,560
And I said, well, I'll see you,
I'll be there in about an hour.

292
00:16:03,560 --> 00:16:07,120
I went over there and I think
they were pretty impressed with

293
00:16:07,120 --> 00:16:08,720
that.
But that's just my personality.

294
00:16:08,720 --> 00:16:11,040
Like I don't let snow and crazy
stuff.

295
00:16:11,040 --> 00:16:12,480
I mean, it's going to be really
bad.

296
00:16:12,880 --> 00:16:15,560
So I get there.
And that was the conversation.

297
00:16:15,560 --> 00:16:19,720
It became like I was there to be
a consultant for them, which by

298
00:16:19,720 --> 00:16:22,800
the way is really smart for
owners to get free consulting.

299
00:16:22,800 --> 00:16:29,520
When you're hiring, it's fine.
You get to hear how a person

300
00:16:29,520 --> 00:16:33,680
thinks, how they problem solve
and can they actually bring

301
00:16:33,680 --> 00:16:36,560
something to your organization
that's going to help you?

302
00:16:36,560 --> 00:16:39,120
Because sometimes you hire
people and they become a part

303
00:16:39,120 --> 00:16:41,000
time job for you just dealing
with them.

304
00:16:41,280 --> 00:16:43,400
And what good is that?
The whole idea is to hire

305
00:16:43,400 --> 00:16:45,320
someone to help grow the
business.

306
00:16:45,560 --> 00:16:49,440
Short story about that long time
ago I went, I was hiring, I

307
00:16:49,440 --> 00:16:52,440
interview everybody.
So a lot of the companies and

308
00:16:52,440 --> 00:16:55,360
organization, especially the
large rooftops, one company I'm

309
00:16:55,400 --> 00:16:59,000
speaking with 300 plus people to
hire every position from the

310
00:16:59,000 --> 00:17:02,480
lock eye to the technician to
office to to everything.

311
00:17:02,960 --> 00:17:07,480
And I was interviewing these
lock positions and one gentleman

312
00:17:07,640 --> 00:17:09,920
stood out like like Noah
tomorrow.

313
00:17:09,920 --> 00:17:12,839
His name's Chris.
And I still remember him to this

314
00:17:12,839 --> 00:17:16,760
day because while talking with
him, it was more of this is your

315
00:17:16,760 --> 00:17:18,920
baby.
This is our outside showroom.

316
00:17:19,240 --> 00:17:21,160
And he turns to me.
He says, I was outside looking

317
00:17:21,160 --> 00:17:24,560
at your Maroney labels and I
noticed that the accessories you

318
00:17:24,560 --> 00:17:28,920
have on the stickers don't align
perfect with the the window

319
00:17:28,920 --> 00:17:31,080
sticker.
So it looked like it's almost

320
00:17:31,080 --> 00:17:33,400
factory related.
So he goes, me personally, he

321
00:17:33,400 --> 00:17:35,760
goes.
I suggest if you actually bought

322
00:17:35,760 --> 00:17:40,520
sizes that fit and color-coded
better with the Maroney labels,

323
00:17:40,920 --> 00:17:45,920
that alone from us talking stood
out so much to me that I ended

324
00:17:45,920 --> 00:17:48,680
up changing everything and it
made a difference on there of

325
00:17:48,680 --> 00:17:51,000
how they look, the presentation
and everything else.

326
00:17:51,240 --> 00:17:53,920
That's somebody I hired right on
the spot and he was with me for

327
00:17:53,920 --> 00:17:56,320
a good 20 some years until he
end up retiring.

328
00:17:56,640 --> 00:18:00,040
But those things stand out the
most.

329
00:18:00,080 --> 00:18:03,080
You nailed it on me personally.
I interview whoever.

330
00:18:03,080 --> 00:18:06,320
If I'm going to a company, I'm
interviewing them just so much

331
00:18:06,320 --> 00:18:09,680
as they're interviewing me.
And it's up to both of us to

332
00:18:09,680 --> 00:18:13,360
make sure because some people
are not great to give interviews

333
00:18:13,360 --> 00:18:15,480
as well.
They're asking you what animal

334
00:18:15,480 --> 00:18:17,640
you want to be in.
And we have to do the best we

335
00:18:17,640 --> 00:18:22,840
can to draw that relationship
that you want out of that hour,

336
00:18:22,920 --> 00:18:26,880
20 minutes, half an hour, 2
hours, whatever the conversation

337
00:18:26,880 --> 00:18:29,520
is during that interview so you
can get the best out of the

338
00:18:29,520 --> 00:18:31,080
interview.
That just came to mind real

339
00:18:31,080 --> 00:18:33,880
quick too, for the story of of
consulting and putting things

340
00:18:33,880 --> 00:18:35,520
out there.
It doesn't matter what level

341
00:18:35,520 --> 00:18:38,200
coming in, bringing something to
the table when you go to these

342
00:18:38,200 --> 00:18:41,640
interviews is tremendous.
If any tips at all for anybody

343
00:18:41,640 --> 00:18:44,120
interviewing out there that
that's such a big thing.

344
00:18:44,160 --> 00:18:47,400
Absolutely.
Nick, Your book through the lens

345
00:18:47,440 --> 00:18:53,080
of perspective feels like the
internal operating manual behind

346
00:18:53,080 --> 00:18:57,200
leadership.
What is perspective in practical

347
00:18:57,200 --> 00:19:00,200
terms?
You know what perspective

348
00:19:00,200 --> 00:19:02,640
itself, it means something
different to everyone.

349
00:19:03,120 --> 00:19:06,240
Everyone's normal different, so
the way they see it through

350
00:19:06,240 --> 00:19:09,440
their eyes is how they're going
to see their perspectives

351
00:19:09,440 --> 00:19:12,200
through their eyes.
When I try to do through my book

352
00:19:12,200 --> 00:19:17,360
is giving perspective a simpler
view, making it more than for

353
00:19:17,360 --> 00:19:21,040
instance, as I said, for
gratitude and another other

354
00:19:21,040 --> 00:19:23,920
categories that are under
perspective itself.

355
00:19:24,400 --> 00:19:28,440
Writing it was more to simplify
for people just to be able to

356
00:19:28,440 --> 00:19:32,120
sit there and say it relate to
be like it's raining outside.

357
00:19:32,120 --> 00:19:33,520
Oh my gosh, it's raining
outside.

358
00:19:33,520 --> 00:19:35,600
It's such a horrible day outside
saying oh, it's good for the

359
00:19:35,600 --> 00:19:38,320
grass.
As silly and small as that.

360
00:19:38,320 --> 00:19:42,240
If you could bite a little bite
out of what perspective is, when

361
00:19:42,240 --> 00:19:45,280
it becomes to a larger
perspective, I feel like you're

362
00:19:45,280 --> 00:19:48,560
training your brain to be able
to say, hey now because I can

363
00:19:48,560 --> 00:19:51,280
understand to look through other
people's eyes when they're

364
00:19:51,280 --> 00:19:53,360
talking.
You're able to to graph the

365
00:19:53,360 --> 00:19:57,440
different point of views of how
perspective is in different ways

366
00:19:57,440 --> 00:19:59,680
of looking at things.
And it definitely changed my

367
00:19:59,680 --> 00:20:01,680
role 100%.
Right.

368
00:20:01,680 --> 00:20:09,160
And also, when you have people
who are in your business who are

369
00:20:09,160 --> 00:20:13,280
super negative and highly
emotional, it really has such an

370
00:20:13,280 --> 00:20:18,320
impact on everyone else and it
really can damage your ethos and

371
00:20:18,320 --> 00:20:22,520
your culture.
Do you think that the lack of

372
00:20:22,520 --> 00:20:25,320
perspective can really damage a
business?

373
00:20:25,400 --> 00:20:28,680
I agree, I agree and and and
that's majority of the time.

374
00:20:28,680 --> 00:20:32,040
A lot of people don't know what
they have and they need to be

375
00:20:32,040 --> 00:20:35,840
shown in a different way, but
that that's the number one will

376
00:20:36,240 --> 00:20:40,160
in the top ten of business
killers morale and changing

377
00:20:40,160 --> 00:20:43,120
people's perspective of how they
see things to say.

378
00:20:43,120 --> 00:20:45,520
Hey, this me coming to work
right now.

379
00:20:45,520 --> 00:20:49,520
It's not my life I'm building so
I can have a better life outside

380
00:20:49,520 --> 00:20:53,480
of here, but it's spinning it
off in ways that make you feel

381
00:20:53,480 --> 00:20:57,880
more comfortable not settling,
but more comfortable saying, OK,

382
00:20:57,880 --> 00:21:00,280
there's a bigger purpose to the
what I'm doing right now.

383
00:21:00,560 --> 00:21:04,680
And this perspective of someone
saying how I show up every day

384
00:21:04,920 --> 00:21:08,280
to work, marriage, everything.
Yeah.

385
00:21:08,280 --> 00:21:10,880
And we're we're going to
definitely jump into that as

386
00:21:10,880 --> 00:21:14,560
well.
One of the things that is I

387
00:21:14,560 --> 00:21:20,480
would think part of perspective
and actually maintaining a long

388
00:21:20,480 --> 00:21:22,840
term business, I would think is
resilience.

389
00:21:22,840 --> 00:21:26,800
But it's not just the resilience
of the owners, but the people

390
00:21:26,800 --> 00:21:31,120
that you bring in and have to
have that internal resilience

391
00:21:31,120 --> 00:21:33,920
because things are always going
to go wrong in a business.

392
00:21:35,920 --> 00:21:38,000
What are your thoughts on that?
No, I agree.

393
00:21:38,160 --> 00:21:41,440
It ties in in relationship.
I know we're going to get into

394
00:21:41,440 --> 00:21:44,560
the marriage and relationship,
but everything ties in together.

395
00:21:44,960 --> 00:21:49,160
So the the business that you
have when you open it in day one

396
00:21:49,160 --> 00:21:55,320
to day to Year 5 to to year 10
and so forth changes as time

397
00:21:55,320 --> 00:21:58,240
goes on.
And it's important that the the

398
00:21:58,240 --> 00:22:02,640
people that you have that are
there with you rolling, that you

399
00:22:02,640 --> 00:22:06,560
place in certain positions are
rolling with your business at

400
00:22:06,560 --> 00:22:09,640
the same time, because at the
end of the day, you're not going

401
00:22:09,640 --> 00:22:13,600
to survive a lot of these quick
future turnarounds.

402
00:22:13,600 --> 00:22:15,440
And the business is like day
trading.

403
00:22:15,480 --> 00:22:18,680
I mean, it's constantly like new
things are coming out the way

404
00:22:18,680 --> 00:22:22,680
people are researching things,
marketing different products and

405
00:22:22,680 --> 00:22:25,560
services.
To be able to be resilient in

406
00:22:25,560 --> 00:22:28,480
the business, you have to be
able to keep up with the time

407
00:22:28,480 --> 00:22:30,880
and say, hey, listen, my
business right now is 3 years

408
00:22:30,880 --> 00:22:32,880
old.
It's five years old, it's 10

409
00:22:32,880 --> 00:22:37,040
years old or three days old.
And you need to make sure that

410
00:22:37,040 --> 00:22:41,840
you hire the people that that
fit into that turn and are also

411
00:22:41,840 --> 00:22:45,480
there underneath the same fight
as you are the same cause.

412
00:22:45,600 --> 00:22:49,040
Because otherwise you won't get
the whole teamwork to keep that

413
00:22:49,040 --> 00:22:52,400
business going and to be
resilient to overcome and

414
00:22:52,400 --> 00:22:54,680
weather some of these hard
storms that we go through as

415
00:22:54,680 --> 00:22:56,600
entrepreneurs.
Absolutely.

416
00:22:56,600 --> 00:23:00,800
I would think resilience, of
course, is super important,

417
00:23:00,800 --> 00:23:03,880
especially as things are
changing so quickly with

418
00:23:04,280 --> 00:23:08,800
technology, for example, AI and
I know people panic and think,

419
00:23:08,800 --> 00:23:13,400
Oh my God, I'm going to lose my
job or and don't want to adapt

420
00:23:13,480 --> 00:23:16,400
to the new situations.
We went through COVID.

421
00:23:16,400 --> 00:23:21,280
If you don't have resilience and
you can't shift gears and figure

422
00:23:21,280 --> 00:23:25,280
out a way to stay alive, not
just the owner, but the

423
00:23:25,280 --> 00:23:27,880
employees and the people working
with you.

424
00:23:28,360 --> 00:23:30,920
It it's a problem.
But I think that's why it's,

425
00:23:31,280 --> 00:23:36,000
gosh, hiring rock stars and
people who take ownership and

426
00:23:36,080 --> 00:23:40,600
come into a business with that
mindset is such a game changer.

427
00:23:40,600 --> 00:23:43,560
And it's not an easy thing to
do, I have to say, because it

428
00:23:43,560 --> 00:23:48,960
was a hiring manager for most of
my career and bringing in really

429
00:23:48,960 --> 00:23:53,720
good, resilient people that have
perspective, that are willing to

430
00:23:53,720 --> 00:23:57,520
roll up their sleeves and just
keep the ego to a minimum,

431
00:23:57,520 --> 00:24:01,960
including the whole right.
Because I think really distort

432
00:24:02,120 --> 00:24:05,240
perspective when their egos get
in the way of things as well.

433
00:24:05,240 --> 00:24:07,680
You're there to listen, you're
there to support, and you're to

434
00:24:07,680 --> 00:24:11,440
take it all in and then create
something with what you're

435
00:24:11,440 --> 00:24:15,280
getting from.
Listen, I agree.

436
00:24:15,280 --> 00:24:18,360
And sometimes it's it does start
with the owner, it's their

437
00:24:18,360 --> 00:24:21,160
checkbook.
Even myself, but I'm a little

438
00:24:21,160 --> 00:24:22,920
bit more open because I'm
working with different

439
00:24:22,920 --> 00:24:26,640
organizations.
I make sure that I don't repeat

440
00:24:26,680 --> 00:24:31,880
other mistakes when I hire for
myself and sometimes it's tough

441
00:24:31,880 --> 00:24:34,360
to get the right person.
You have to open your wallet and

442
00:24:34,360 --> 00:24:36,160
your budget.
They come down to whoever owns

443
00:24:36,160 --> 00:24:38,920
the business establishes like
that's my name in the building

444
00:24:38,920 --> 00:24:41,680
and that's my checkbook.
It's the up the hill of battle.

445
00:24:41,680 --> 00:24:46,480
Say, hey, listen, this person
will complete us and get us to

446
00:24:46,480 --> 00:24:48,880
the next level.
We have this much that we bring

447
00:24:48,880 --> 00:24:51,480
to the table.
This person will help guide us

448
00:24:51,720 --> 00:24:55,240
to the next half and into the
future and then we can build off

449
00:24:55,240 --> 00:24:57,960
there.
But not everyone's ready for it.

450
00:24:58,080 --> 00:25:01,760
So people's pockets are very
deep in these organizations and

451
00:25:01,760 --> 00:25:04,480
it takes a little further for
them to to comprehend and

452
00:25:04,480 --> 00:25:06,400
understand that the growth
behind it.

453
00:25:06,840 --> 00:25:09,360
But no, you're 100% right.
It comes down to the hiring

454
00:25:09,360 --> 00:25:12,880
process and being clear and
knowing what you need and making

455
00:25:12,880 --> 00:25:17,000
sure that ought to be resilient
is getting the people you need.

456
00:25:17,240 --> 00:25:20,360
That's going to take you to the
future, not just today.

457
00:25:21,720 --> 00:25:24,400
Before we shift out of
perspective a little bit,

458
00:25:24,400 --> 00:25:28,520
turning towards matchmakers and
what they deal with.

459
00:25:28,520 --> 00:25:33,440
Matchmakers handle a lot of
emotional labor on a daily basis

460
00:25:33,440 --> 00:25:37,440
because they're working with
individuals who want to find a

461
00:25:37,440 --> 00:25:41,120
partner and sometimes will lash
out.

462
00:25:41,520 --> 00:25:45,080
There's a lot that goes on in
this industry and you're there

463
00:25:45,080 --> 00:25:49,320
to support and get your ego out
of the way and be resilient and

464
00:25:49,320 --> 00:25:54,080
also have the best possible
perspective towards your clients

465
00:25:54,080 --> 00:25:57,040
when they're having these
emotional situations.

466
00:25:57,040 --> 00:26:01,840
So how would you advise a
matchmaker on how to maintain a

467
00:26:01,840 --> 00:26:05,760
certain level of perspective to
prevent burnout when dealing

468
00:26:05,760 --> 00:26:08,480
with these situations with
clients who are highly

469
00:26:08,480 --> 00:26:10,960
emotional?
I mean, the industry in and of

470
00:26:10,960 --> 00:26:15,600
itself is just an emotional it.
Is it's funny when it comes down

471
00:26:15,600 --> 00:26:18,760
to how we handle our clients
because we deal with somebody's

472
00:26:18,760 --> 00:26:21,400
ups and downs.
If they had a four time at home

473
00:26:21,400 --> 00:26:25,960
and they have nobody else but
the the vendor or support team

474
00:26:25,960 --> 00:26:28,560
or whoever, they ended up
trickling out there.

475
00:26:28,560 --> 00:26:31,200
You're dealing with a lot of
different personalities.

476
00:26:31,440 --> 00:26:33,840
The best thing you got to
understand who your client is.

477
00:26:34,200 --> 00:26:37,240
Everyone's a little difference.
And once again, I say this

478
00:26:37,240 --> 00:26:40,560
constantly to to my teams.
Everyone's normal is different.

479
00:26:40,600 --> 00:26:43,880
And once you get respect that,
it's a lot easier to understand

480
00:26:43,880 --> 00:26:47,160
a person because we're not going
to be able to change every one

481
00:26:47,160 --> 00:26:49,640
of our clients.
We could do the best we can, but

482
00:26:49,640 --> 00:26:52,280
at the end of the day, the hired
us to solve is probably added

483
00:26:52,280 --> 00:26:55,040
for us to be the solution.
The best way in the device that

484
00:26:55,040 --> 00:27:00,160
I would give people is stick to
what their problem is and solve

485
00:27:00,160 --> 00:27:02,040
it.
Emotions will calm down when

486
00:27:02,040 --> 00:27:05,520
someone sees, oh wow, that was a
big thing on my plate and they

487
00:27:05,520 --> 00:27:08,120
took care of IT.
People for calming down and

488
00:27:08,120 --> 00:27:10,160
easing.
Not every entrepreneur could

489
00:27:10,160 --> 00:27:12,640
handle that yet.
I've seen a couple of my buddies

490
00:27:12,640 --> 00:27:15,120
and friends that get get a
little frantic over it.

491
00:27:15,120 --> 00:27:18,000
They almost want to drop a
client and I'm like, that's the

492
00:27:18,000 --> 00:27:22,040
worst thing you can ever do is
drop a client unless it's a

493
00:27:22,040 --> 00:27:26,040
completely toxic relationship
where some things are are worth

494
00:27:26,200 --> 00:27:27,840
dropping.
Now we're really that helped me

495
00:27:27,840 --> 00:27:31,240
out plenty of times.
I've dealt with a lot of huge

496
00:27:31,280 --> 00:27:36,680
egos in my industry and it's
always who is the bigger person

497
00:27:36,680 --> 00:27:39,840
and I why am I taking advice?
I'm worth like some billion

498
00:27:39,840 --> 00:27:41,760
dollars.
Why am I taking advice from you?

499
00:27:41,760 --> 00:27:45,360
You're you're not at my status
or whatever the case is and you

500
00:27:45,360 --> 00:27:47,240
got to stick to this is what I
found.

501
00:27:47,240 --> 00:27:49,680
These are the pockets.
This is how we could take care

502
00:27:49,680 --> 00:27:52,680
of it for you.
And you know, they take it, they

503
00:27:52,680 --> 00:27:54,640
take it, but you're there to
solve a problem.

504
00:27:55,640 --> 00:27:59,240
Yeah, such great advice.
And I'll tell you, it's funny

505
00:27:59,240 --> 00:28:04,720
because what with the training
that I provide, I have had, as a

506
00:28:04,720 --> 00:28:07,840
matter of fact, right now I have
someone in my course who has

507
00:28:07,840 --> 00:28:10,000
been in the business for 26
years.

508
00:28:10,000 --> 00:28:13,040
And she's incredibly
intelligent.

509
00:28:13,640 --> 00:28:17,280
She's a medical Doctor Who is
also a matchmaker.

510
00:28:17,640 --> 00:28:22,520
And I love that she recognizes
and comes into this with sort of

511
00:28:22,520 --> 00:28:25,160
like a beginner's mind, which is
one of my mottos.

512
00:28:25,160 --> 00:28:27,600
It's like a Japanese, I would
say Shoshin.

513
00:28:27,600 --> 00:28:31,200
I always talk about it Japanese.
Yeah, I love that.

514
00:28:31,280 --> 00:28:32,720
I love that.
Yeah, it's like come in with a

515
00:28:32,720 --> 00:28:34,760
beginner's mind.
Because I do believe that the

516
00:28:34,760 --> 00:28:38,680
smartest people out there are
the ones who are always open to

517
00:28:38,680 --> 00:28:43,800
receive and open to learning.
And I'm, I'm in like a junkie

518
00:28:43,800 --> 00:28:47,000
for, for learning.
Like that's my one vice.

519
00:28:47,000 --> 00:28:48,560
I'm constantly learning
something.

520
00:28:48,560 --> 00:28:50,680
My husband says, I'm going to go
crazy.

521
00:28:50,680 --> 00:28:52,240
He's like you, you're going to
go crazy.

522
00:28:52,360 --> 00:28:53,840
How many webinars do you need to
be?

523
00:28:53,840 --> 00:28:55,080
How many courses you need to
take?

524
00:28:55,080 --> 00:28:57,160
I'm like, I need it.
I need more.

525
00:28:57,160 --> 00:29:01,840
And the, the thing that I did
shift and this is how I run my

526
00:29:01,840 --> 00:29:05,320
school too, is that I learned
something and do something

527
00:29:05,320 --> 00:29:08,320
because I feel like a lot of
people just want to learn, but

528
00:29:08,320 --> 00:29:09,920
then they don't do anything with
it.

529
00:29:09,920 --> 00:29:15,320
And so I made it a point when
many years ago that I said, OK,

530
00:29:15,320 --> 00:29:18,960
no more learning unless I'm
doing like literally I would

531
00:29:18,960 --> 00:29:22,480
even learn at one point.
I used to learn one word per

532
00:29:22,480 --> 00:29:25,200
week, like to enhance my
vocabulary.

533
00:29:25,200 --> 00:29:27,520
I'm like, OK, if I learned that
word, I'm going to use it at

534
00:29:27,520 --> 00:29:30,160
least three times in a
conversation that today I've

535
00:29:30,160 --> 00:29:32,800
just implemented this thing of
Walker's walk.

536
00:29:33,920 --> 00:29:40,480
OK, So last question on this.
What do you say to a founder,

537
00:29:40,480 --> 00:29:44,760
particularly these matchmakers
who feel personally responsible

538
00:29:44,760 --> 00:29:47,640
for the outcomes that they have
no control over?

539
00:29:47,640 --> 00:29:52,200
Because in art industry, people
come to a matchmaker because

540
00:29:52,200 --> 00:29:55,240
they want to meet a partner and
they want to find love.

541
00:29:55,240 --> 00:29:59,480
They want, they want that's the
the outcome that they want.

542
00:29:59,640 --> 00:30:03,560
However, matchmakers have 0
control over that.

543
00:30:03,720 --> 00:30:09,000
All they can do is follow a
process, support their clients

544
00:30:09,000 --> 00:30:12,120
every step of the way, but they
can't control if someone's a

545
00:30:12,120 --> 00:30:16,760
self saboteur, that if someone
was just not satisfied, is

546
00:30:16,760 --> 00:30:19,040
always looking for the bigger,
better deal, etcetera.

547
00:30:19,880 --> 00:30:22,520
That it's completely out of the
control of the matchmaker.

548
00:30:22,520 --> 00:30:25,560
So what would you say?
Especially when it comes down to

549
00:30:25,560 --> 00:30:29,360
perspective, like it's you.
You're not personally

550
00:30:29,360 --> 00:30:33,000
responsible for outcomes that
you can't control.

551
00:30:33,440 --> 00:30:35,920
How do you deal with that?
You know, it all starts,

552
00:30:35,960 --> 00:30:38,000
everything's a discovery
questions.

553
00:30:38,440 --> 00:30:40,720
So in the beginning of any
relationship, you want to make

554
00:30:40,720 --> 00:30:43,240
sure you're a match.
Not every match is meant to be.

555
00:30:43,560 --> 00:30:45,960
So an opportunity doesn't mean
it's always an opportunity.

556
00:30:45,960 --> 00:30:48,600
So before I connect or
collaborate with anybody, I make

557
00:30:48,600 --> 00:30:51,280
sure that we're aligned.
If you're strictly looking at a

558
00:30:51,280 --> 00:30:53,240
dollar figure like, oh,
someone's throwing money in my

559
00:30:53,240 --> 00:30:54,760
company, let me just take it and
go.

560
00:30:55,040 --> 00:30:57,840
You don't know what type of
stress it's going to add and how

561
00:30:57,840 --> 00:31:01,040
many other clients it could cost
you because of the time in

562
00:31:01,040 --> 00:31:04,080
you're spending with the person
because you didn't size up the

563
00:31:04,080 --> 00:31:08,520
scope of work of what you're
doing in local 2 to see what

564
00:31:08,520 --> 00:31:11,520
discovery that they want, what
questions in particular to make

565
00:31:11,520 --> 00:31:14,720
sure everything aligns up.
Me personally, be smart, which

566
00:31:14,720 --> 00:31:18,000
in discovery questions know what
you have to offer, but do a lot

567
00:31:18,000 --> 00:31:21,720
of listening of what they want
out of you to be clear, because

568
00:31:21,720 --> 00:31:24,160
a lot of these people have
clients, they fall into

569
00:31:24,160 --> 00:31:26,280
patterns.
So if someone's been open for 60

570
00:31:26,280 --> 00:31:29,880
years, 50 years, 40 years, 10
years, 2 year, whatever the case

571
00:31:29,880 --> 00:31:33,160
is, you want to know their
patterns on of what they've been

572
00:31:33,160 --> 00:31:36,720
doing during that time and why
now Why are you in front of me

573
00:31:36,720 --> 00:31:38,600
today?
Like what changed from yesterday

574
00:31:38,600 --> 00:31:40,240
today?
Have you ever dealt with

575
00:31:40,240 --> 00:31:42,680
somebody like me before?
Not me personally, but a company

576
00:31:42,680 --> 00:31:45,960
who actually orchestrates on
what I'm bringing to the table

577
00:31:45,960 --> 00:31:47,520
and what I do, what happened
with them.

578
00:31:48,760 --> 00:31:51,200
And you don't want to say you
don't want to go to dive into

579
00:31:51,200 --> 00:31:52,880
because every relationship is
different.

580
00:31:52,880 --> 00:31:55,160
But if you know their
attentions, what they're

581
00:31:55,160 --> 00:31:58,640
planning on doing, why they
brought you to the table and

582
00:31:58,640 --> 00:32:01,800
also to your scope of work.
It has to be very clear, clear

583
00:32:01,800 --> 00:32:04,400
boundaries.
And you always want to go a

584
00:32:04,400 --> 00:32:07,160
little more and ahead of the
cost of for a client, but you

585
00:32:07,360 --> 00:32:08,640
don't want to be taken advantage
of.

586
00:32:08,640 --> 00:32:11,240
At the end of the day, would
love go you only go so far.

587
00:32:11,240 --> 00:32:12,440
You still need money to pay the
bills.

588
00:32:12,440 --> 00:32:15,120
So you're going to make sure
that your scope of work

589
00:32:16,320 --> 00:32:20,280
discovery questions are there
and then it it works to match a

590
00:32:20,280 --> 00:32:23,680
relationship with your client.
And then it's a lot healthier

591
00:32:23,680 --> 00:32:27,840
because you get cross reference.
Hey, listen, Mr. so and so last

592
00:32:27,840 --> 00:32:30,560
time we spoke, this is what you
want to be accomplished.

593
00:32:31,000 --> 00:32:33,640
So we can rephrase back and say
to go to the discovery

594
00:32:33,640 --> 00:32:34,600
questions.
Great.

595
00:32:34,760 --> 00:32:37,240
What's next in our chapter in
our lives that you were looking

596
00:32:37,240 --> 00:32:38,680
to bring?
So you're going to have to

597
00:32:38,680 --> 00:32:42,760
costly bring back and re
interview your clients to make

598
00:32:42,760 --> 00:32:44,680
sure.
So once you go down the scope of

599
00:32:44,680 --> 00:32:46,920
work, great.
We did this all together.

600
00:32:46,920 --> 00:32:50,000
We kicked butt good jaw.
We scaled it to X.

601
00:32:50,360 --> 00:32:53,280
What's next on our adventure?
I have things in mind.

602
00:32:53,280 --> 00:32:55,040
I just want to make sure they
align with you.

603
00:32:55,480 --> 00:32:59,840
We're there to guide them, but
we also have to listen and ask

604
00:32:59,880 --> 00:33:04,560
constantly, interview questions
and review to make sure that

605
00:33:04,560 --> 00:33:06,600
that the scope of work is where
it is.

606
00:33:06,880 --> 00:33:09,760
So you don't go left field with
a client and then you kind of

607
00:33:09,760 --> 00:33:12,440
lose them in a mix and they
forget who you are.

608
00:33:13,280 --> 00:33:15,040
You know what I mean and why
they've hired.

609
00:33:15,080 --> 00:33:17,760
You that is so good.
Oh my gosh, you can definitely

610
00:33:17,760 --> 00:33:22,440
come and teach that that part of
the training, because we're

611
00:33:22,440 --> 00:33:25,640
saying the exact same thing.
I say this all the time that you

612
00:33:25,640 --> 00:33:29,600
really, sometimes people get
caught up with the money and

613
00:33:29,600 --> 00:33:33,280
they want to do that one call
close and they're taking on

614
00:33:33,280 --> 00:33:36,960
clients that they don't even
know or they don't even have a

615
00:33:37,360 --> 00:33:42,200
very specific filter for
deciding who makes a good client

616
00:33:42,200 --> 00:33:43,760
for them.
And then you end up with these

617
00:33:43,760 --> 00:33:46,680
clients that keep you up at
night and make you lose the

618
00:33:46,680 --> 00:33:48,600
world to live.
Marriages.

619
00:33:49,480 --> 00:33:53,200
Right.
And I mean, so you are spot on

620
00:33:53,280 --> 00:33:55,920
with everything that you said
really.

621
00:33:55,920 --> 00:34:00,440
And then constantly bringing
back and having those boundaries

622
00:34:00,440 --> 00:34:04,200
of letting them know this is
what we discussed, this is what

623
00:34:04,200 --> 00:34:07,560
we're doing because people
forget and they start to get

624
00:34:07,560 --> 00:34:11,800
kind of all over the place and
it just, oh, it's so good.

625
00:34:11,800 --> 00:34:15,239
And this is just proof that
regardless of what type of work

626
00:34:15,239 --> 00:34:18,679
you're doing, if you're good, if
you're a professional and you

627
00:34:18,679 --> 00:34:21,639
understand business, that this
applies.

628
00:34:21,639 --> 00:34:24,960
Even in the love industry, even
though people get, Oh my God, a

629
00:34:24,960 --> 00:34:27,760
matchmaker, you're still running
a business.

630
00:34:27,800 --> 00:34:30,760
This is an operation.
There is a method to

631
00:34:30,760 --> 00:34:34,560
scalability.
There's a method to maintaining

632
00:34:34,560 --> 00:34:37,719
a business that runs within a
framework.

633
00:34:38,000 --> 00:34:39,840
All of it.
And I love to having these

634
00:34:39,840 --> 00:34:41,159
conversations with people.
Like you.

635
00:34:41,560 --> 00:34:45,560
Not at all in this industry,
because you say the same things

636
00:34:45,560 --> 00:34:48,679
that I've been saying and it
applies to the matchmaking

637
00:34:48,679 --> 00:34:51,239
world.
Nick, your second book moves

638
00:34:51,239 --> 00:34:54,360
into the realm of marriage,
which I absolutely love.

639
00:34:55,040 --> 00:34:58,040
Then for entrepreneurs,
especially matchmakers, this is

640
00:34:58,040 --> 00:35:03,200
deeply relevant core philosophy.
You say the secret isn't staying

641
00:35:03,200 --> 00:35:06,600
together, it's growing together,
correct?

642
00:35:06,600 --> 00:35:09,560
What does that require?
And I just love them, by the

643
00:35:09,560 --> 00:35:11,120
way.
It's meeting each other.

644
00:35:11,120 --> 00:35:13,840
My wife and I got blood.
I love Vanessa.

645
00:35:13,840 --> 00:35:15,960
Together since 18 and 19 years
old.

646
00:35:16,320 --> 00:35:20,600
We met, we had our kids at a
young age, but it was more of

647
00:35:20,600 --> 00:35:22,560
meeting each other at different
points of lives.

648
00:35:22,600 --> 00:35:26,160
You know, we you grow.
So even if you you start a

649
00:35:26,160 --> 00:35:30,840
relationship in your 30s, your
40s, your 50s, your 60s or 70s,

650
00:35:30,840 --> 00:35:34,240
I could go put on there.
It's meeting that person at that

651
00:35:34,240 --> 00:35:37,200
point.
Every stage of myself throwing,

652
00:35:37,480 --> 00:35:41,000
I made sure and my wife did a
great job to making sure she met

653
00:35:41,000 --> 00:35:44,480
me at my level.
So when I was in her 20s

654
00:35:44,760 --> 00:35:49,080
compared to 25 to 30.
Our ambitions change, our point

655
00:35:49,080 --> 00:35:53,280
of views change, our
perspectives change and to have

656
00:35:53,280 --> 00:35:56,880
a healthy relationship of the
growth is making sure we met

657
00:35:56,880 --> 00:36:00,720
each other at each one of those
point throughout our our

658
00:36:00,720 --> 00:36:03,840
marriage or relationship and
also be my my friend.

659
00:36:04,160 --> 00:36:06,680
That's more important than
marriage at all to be able to be

660
00:36:06,680 --> 00:36:11,160
like I don't need I got her.
But meeting your spouse, doesn't

661
00:36:11,160 --> 00:36:14,680
matter how you tie it behind a
ring or just boyfriend,

662
00:36:14,680 --> 00:36:17,800
girlfriend or a relationship.
There is meeting each other at

663
00:36:17,800 --> 00:36:20,160
each one of the points and
respecting the fact that the

664
00:36:20,160 --> 00:36:23,320
growth is there, that this
person grew and this person now

665
00:36:23,320 --> 00:36:27,520
is a different maturity level.
So that's part of the book I

666
00:36:27,520 --> 00:36:30,160
kept there, very short, meeting
each other, a different point

667
00:36:30,160 --> 00:36:33,160
there and stages of your life,
growing it together.

668
00:36:34,280 --> 00:36:36,320
Yeah.
And I would think you seem like

669
00:36:36,320 --> 00:36:38,640
a very emotionally intelligent
guy.

670
00:36:38,640 --> 00:36:42,120
And especially based on your
books and everything, you have

671
00:36:42,120 --> 00:36:49,280
to recognize when a person who's
with you is evolving and check

672
00:36:49,280 --> 00:36:54,720
in and ask questions and be
curious because people always

673
00:36:54,720 --> 00:36:57,400
say, well, we grew apart.
You don't grow apart.

674
00:36:57,400 --> 00:36:59,120
You kind of abandoned each
other.

675
00:36:59,120 --> 00:37:00,480
You stop.
I love that.

676
00:37:01,560 --> 00:37:05,200
Right, you keep taking people
for granted instead of making

677
00:37:05,200 --> 00:37:08,680
those connections and and
constantly being curious.

678
00:37:10,000 --> 00:37:12,880
I agree that that's so true and
in the abandonment that it's

679
00:37:12,880 --> 00:37:14,720
hard.
It's it's it happens a lot.

680
00:37:15,080 --> 00:37:17,240
It's what a few relationships
and they forget.

681
00:37:17,360 --> 00:37:20,720
And that's the reason why I call
it dating your spouse because

682
00:37:20,720 --> 00:37:23,240
you there's nothing more fun
when you meet a relationship

683
00:37:23,240 --> 00:37:25,640
with somebody new.
When you start dating and you're

684
00:37:25,640 --> 00:37:28,120
getting dressed and you're
always you have those and it's

685
00:37:28,120 --> 00:37:30,360
not like, oh, it's Friday
anytime of day.

686
00:37:30,360 --> 00:37:32,160
Oh, I have time after the week.
Do you want to meet you real

687
00:37:32,160 --> 00:37:34,280
quick?
That excitement in the beginning

688
00:37:34,280 --> 00:37:38,280
of dating somebody is that light
that gives you, and that's the

689
00:37:38,280 --> 00:37:41,520
title itself, dating your spouse
because we should be dating each

690
00:37:41,520 --> 00:37:44,080
other at the end of the day.
It's important to have that

691
00:37:44,080 --> 00:37:47,280
because that's the sport that
brought you together more than

692
00:37:47,280 --> 00:37:49,880
mentally, more than physically.
Yeah, it's funny.

693
00:37:49,880 --> 00:37:53,480
My my husband and I will.
We'll do crazy things like we'll

694
00:37:54,840 --> 00:37:58,480
put some music on and have a
happy hour, like it's happy hour

695
00:37:58,480 --> 00:38:01,800
at the Washburns until we get
all excited.

696
00:38:02,080 --> 00:38:04,120
Let's do tequila.
What are we doing today?

697
00:38:04,120 --> 00:38:07,600
Why we like we, we do stuff like
that because that's to your

698
00:38:07,600 --> 00:38:08,280
point.
Yeah.

699
00:38:08,280 --> 00:38:12,520
You have to continue to date
your spouse and celebrate things

700
00:38:12,520 --> 00:38:15,920
and do fun things together.
Fortunately, we have a we're

701
00:38:15,920 --> 00:38:18,840
very compatible.
And I think that gets back to

702
00:38:18,840 --> 00:38:20,440
what we were talking about
before.

703
00:38:20,440 --> 00:38:22,600
It's just kind of really getting
to know that person and

704
00:38:22,600 --> 00:38:27,000
understanding is this a good
relationship, whether it's

705
00:38:27,000 --> 00:38:29,760
business or whatever, so that
you can then maintain that.

706
00:38:29,760 --> 00:38:34,320
It's not like we're the same,
but a lot of things that are

707
00:38:34,320 --> 00:38:38,080
core to us that we have in
common, which is so important.

708
00:38:38,400 --> 00:38:40,920
Why do couples stop dating after
marriage?

709
00:38:41,640 --> 00:38:45,640
It's distractions and sometimes
you forget of the reason you

710
00:38:45,640 --> 00:38:48,840
originally got together, like
what it would attract you to

711
00:38:48,840 --> 00:38:50,880
that person.
But majority of time it's

712
00:38:50,880 --> 00:38:54,960
distractions outside work,
children having kids and you get

713
00:38:54,960 --> 00:38:56,920
caught up in your kids become
your world.

714
00:38:57,240 --> 00:38:59,640
But then you forget that your
world started with the person

715
00:38:59,640 --> 00:39:02,400
that you're next to, which is
dividing them into different

716
00:39:02,400 --> 00:39:05,640
categories and say that you and
me, you and dad and then

717
00:39:05,640 --> 00:39:08,120
business something that takes a
lot of time because that's its

718
00:39:08,120 --> 00:39:11,280
own relationship in itself.
So you're dealing with the

719
00:39:11,320 --> 00:39:14,880
people from your workplace, you
have relationships there that

720
00:39:14,880 --> 00:39:16,600
you're coming home, you're
dealing with another

721
00:39:16,600 --> 00:39:19,240
relationship at home, and then
you have relationship with your

722
00:39:19,240 --> 00:39:21,640
kids.
And This is why marriage is

723
00:39:21,640 --> 00:39:24,720
work.
You have to find moments because

724
00:39:24,720 --> 00:39:26,880
they say there's always time for
people.

725
00:39:26,880 --> 00:39:29,480
You want to make time for the
people you don't want to make

726
00:39:29,480 --> 00:39:31,400
time for.
Ah, I'm busy, I have no time.

727
00:39:31,480 --> 00:39:34,360
But if you really want to see
somebody, it doesn't matter what

728
00:39:34,360 --> 00:39:36,440
it is.
You always find that window for

729
00:39:36,440 --> 00:39:38,200
it.
And it's placing that most

730
00:39:38,200 --> 00:39:42,800
important people in your life
and making sure you do have that

731
00:39:42,800 --> 00:39:45,440
time.
And not forgetting that if I can

732
00:39:45,440 --> 00:39:48,720
make an appointment in the
middle of whatever for 1000

733
00:39:48,720 --> 00:39:52,160
clients that I could show up to,
I can still make myself

734
00:39:52,160 --> 00:39:55,560
accessible to have my
relationship without losing out.

735
00:39:55,560 --> 00:39:57,400
The person that you want to grow
with.

736
00:39:57,800 --> 00:39:59,880
It's not like your kids leave
and also not let's find each

737
00:39:59,880 --> 00:40:01,960
other again and it happens.
It's OK.

738
00:40:01,960 --> 00:40:04,640
But finding the time.
You said about abandonment

739
00:40:04,640 --> 00:40:08,000
before, and it's true.
Finding the time for each other.

740
00:40:08,920 --> 00:40:12,080
And you know what cracks me up?
When I hear people say, oh, work

741
00:40:12,080 --> 00:40:14,400
life balance.
I'm like, there's no such thing

742
00:40:14,440 --> 00:40:19,280
as work life balance.
It's all about integration and

743
00:40:19,600 --> 00:40:23,720
having a conversation of, hey,
babe, I love you to death.

744
00:40:23,760 --> 00:40:26,160
I'm in the in the middle of a
launch.

745
00:40:26,160 --> 00:40:29,040
So I'm going to be dedicating a
lot of time to this thing.

746
00:40:29,040 --> 00:40:32,480
And then at the end of that,
when, when we accomplish

747
00:40:32,480 --> 00:40:34,640
whatever needs to be
accomplished there, you and I

748
00:40:34,640 --> 00:40:36,760
are going to celebrate.
We're going to go on vacation.

749
00:40:36,760 --> 00:40:40,680
Just even having communication
about these things because one

750
00:40:40,680 --> 00:40:43,560
of the things that happens when
you're a match maker or a

751
00:40:43,560 --> 00:40:47,160
business owner entrepreneur is
that it can consume you.

752
00:40:47,760 --> 00:40:50,280
Yes.
And so it gets in the way of

753
00:40:50,280 --> 00:40:53,880
other relation, having
relationships because you, your

754
00:40:53,880 --> 00:40:57,760
priorities become Askew.
And the fact is, is that look,

755
00:40:57,920 --> 00:41:01,920
most people think that working
more and hustling and all this

756
00:41:01,920 --> 00:41:05,640
stuff is how you get ahead.
Sometimes you just have to step

757
00:41:05,640 --> 00:41:10,760
away and get perspective.
Take a vacation where you can

758
00:41:10,760 --> 00:41:16,400
think and regain your sense of
self and actually rest and come

759
00:41:16,400 --> 00:41:20,560
back stronger and more strategic
than if you're just hustling day

760
00:41:20,560 --> 00:41:22,680
in and day out.
And I don't think people have an

761
00:41:22,680 --> 00:41:25,440
appreciation for that.
You yelled it too with

762
00:41:25,440 --> 00:41:28,280
communication because sometimes,
especially like right now,

763
00:41:28,280 --> 00:41:31,840
currently I am on the middle of
purchase a new company and I

764
00:41:31,840 --> 00:41:36,480
have to realign everything.
So Vanessa knows that there's no

765
00:41:36,480 --> 00:41:38,800
clock right now.
Yesterday I'm up until 3:00 in

766
00:41:38,800 --> 00:41:41,920
the morning and then I'm up at 7
or 6 or whatever.

767
00:41:41,920 --> 00:41:44,400
You get those couple hours.
Sometimes if I go a little

768
00:41:44,400 --> 00:41:48,360
early, I'll get up at 4:00 or
five and I'm done the whole

769
00:41:48,360 --> 00:41:50,520
window.
But she knows in other stands

770
00:41:50,520 --> 00:41:54,080
that's very important to
communication and respecting the

771
00:41:54,080 --> 00:41:56,200
person's goal.
Though you can share that.

772
00:41:56,200 --> 00:41:58,280
Say, hey, listen, I want this is
my next chapter.

773
00:41:58,280 --> 00:41:59,840
I'm going to go after.
I'm going to have to put a lot

774
00:41:59,840 --> 00:42:03,400
of hours in and for them to
understand and respect to say,

775
00:42:03,400 --> 00:42:05,560
you know what, go for it.
Not hardship.

776
00:42:05,560 --> 00:42:08,320
All you were up until 3:00 in
the morning putting together all

777
00:42:08,320 --> 00:42:12,680
your content, everything else
you need or whatever the case

778
00:42:12,680 --> 00:42:15,360
is.
So communication is tremendous

779
00:42:15,360 --> 00:42:18,600
and and then finding making sure
you do have the time to place

780
00:42:18,600 --> 00:42:22,320
times and pockets in between
everything so you don't lose.

781
00:42:22,320 --> 00:42:25,320
But if you have time to text a
friend, you have time to text

782
00:42:25,320 --> 00:42:28,520
your spouse, you have time to
text anybody else, and within

783
00:42:28,520 --> 00:42:30,880
order to you have a moment to
say, hey, how are you?

784
00:42:31,120 --> 00:42:33,360
How's everything going?
I love you, hope you're good.

785
00:42:33,480 --> 00:42:36,040
I'll catch up for dinner later
on tonight if that's the case.

786
00:42:36,040 --> 00:42:37,640
Or what do you need?
Is there anything you need?

787
00:42:37,640 --> 00:42:40,400
And that communication goes such
a long way within a

788
00:42:40,400 --> 00:42:43,200
relationship.
Both parties have to be willing

789
00:42:43,480 --> 00:42:47,400
and respectful to the other
person's goal and what they want

790
00:42:47,400 --> 00:42:49,200
to accomplish.
I'm not saying discovery

791
00:42:49,200 --> 00:42:52,480
questions as they said before,
but it's good to know somebody

792
00:42:52,480 --> 00:42:55,640
and what their ambition is and
what they want and it helps with

793
00:42:55,640 --> 00:42:59,240
communicating.
It's so, so important and

794
00:42:59,240 --> 00:43:04,560
communicating, meaning listening
and taking it in because like to

795
00:43:04,560 --> 00:43:08,160
communicate outward and do all
the talking, but really

796
00:43:08,160 --> 00:43:12,320
listening and being able to
understand and to be mindful.

797
00:43:12,360 --> 00:43:17,480
The thing I used to talk about a
lot when I worked with daters, I

798
00:43:17,480 --> 00:43:20,720
used to be a mastermaker and a
dating coach, was that you go

799
00:43:20,720 --> 00:43:24,920
into relationships not just to
get but to give.

800
00:43:24,920 --> 00:43:29,560
There's a lot that you give.
And part of it is, is supporting

801
00:43:29,560 --> 00:43:33,160
and helping people achieve their
goals and caring enough about

802
00:43:33,560 --> 00:43:35,880
what they're doing to support
them.

803
00:43:36,320 --> 00:43:40,560
And that's critical to a
successful marriage, especially

804
00:43:40,560 --> 00:43:44,400
when one of the spouses is an
entrepreneur, because we can do

805
00:43:44,400 --> 00:43:47,880
a whole show on just being
married to an entrepreneur

806
00:43:47,880 --> 00:43:52,200
because that a lot of courage
and patience because there's so

807
00:43:52,200 --> 00:43:56,800
many ups and downs in that area.
I, I love this conversation.

808
00:43:56,800 --> 00:43:59,840
I mean, we can go on and on.
I think this is a really

809
00:43:59,840 --> 00:44:02,440
powerful conversation for people
to reflect on.

810
00:44:02,440 --> 00:44:06,120
And I just want to mention, I
like to always give people a

811
00:44:06,120 --> 00:44:10,040
little something to think about.
They're listening some questions

812
00:44:10,040 --> 00:44:13,520
to reflect on.
Are you building culture

813
00:44:13,520 --> 00:44:17,720
intentionally or accidentally?
Because that was the beginning.

814
00:44:17,720 --> 00:44:20,320
Part of our conversation is to
build a culture and bring in the

815
00:44:20,320 --> 00:44:24,040
right people.
Are you reacting emotionally in

816
00:44:24,040 --> 00:44:26,520
business or leading with
perspective?

817
00:44:27,520 --> 00:44:31,000
Are you protecting your marriage
with the same intensity that you

818
00:44:31,000 --> 00:44:34,080
protect your revenue, which is
what we're talking about here?

819
00:44:34,440 --> 00:44:39,000
I say from matchmakers or
anybody listening, reflect on

820
00:44:39,000 --> 00:44:42,480
those questions and see where
you are in that because it's so

821
00:44:42,480 --> 00:44:46,720
important for the longevity in
your business.

822
00:44:48,120 --> 00:44:50,680
I agree.
I agree those and those are

823
00:44:50,680 --> 00:44:53,480
those are great and are those
questions right now reflected to

824
00:44:53,480 --> 00:44:56,560
me to to elaborate on.
Absolutely.

825
00:44:56,600 --> 00:45:00,160
Do a green culture, people just
throw down a wall and say we

826
00:45:00,160 --> 00:45:02,080
have culture.
I believe we culture.

827
00:45:02,080 --> 00:45:05,920
Culture is not, it's not
something that just said, but

828
00:45:05,920 --> 00:45:09,000
when you build an organization,
you want to start it from day

829
00:45:09,000 --> 00:45:14,080
one with the first employee.
And port of culture is having a

830
00:45:14,160 --> 00:45:18,920
clear of what that means for you
and then how you want to treat

831
00:45:18,920 --> 00:45:20,200
it.
And then making sure that

832
00:45:20,200 --> 00:45:24,400
anybody you hire understands
that this is more than just a

833
00:45:24,400 --> 00:45:26,360
staying.
This is my Holy Grail.

834
00:45:26,360 --> 00:45:29,120
This is what I want my people to
feel when they come in.

835
00:45:29,360 --> 00:45:32,160
Of course, any business you need
revenue to keep a business

836
00:45:32,160 --> 00:45:35,760
alive, but I want people to feel
good about coming in, not

837
00:45:35,760 --> 00:45:37,960
somebody sitting in the Forkland
to go have a short throat, let

838
00:45:37,960 --> 00:45:42,200
me go home or get an employee
that's it's almost 6:00 and at

839
00:45:42,200 --> 00:45:44,680
5:00 they're already packing
your desk and saying goodbye to

840
00:45:44,680 --> 00:45:46,680
everybody.
I want people to feel good to

841
00:45:46,680 --> 00:45:50,880
the point where to make sure
that you end up delivering that

842
00:45:50,880 --> 00:45:53,560
type of message, especially as
you add employees.

843
00:45:53,840 --> 00:45:57,000
One of my realization had a
little over 3100 employees.

844
00:45:57,320 --> 00:46:00,600
Amongst those employees I had
captains and each one of the

845
00:46:00,600 --> 00:46:03,200
captains had X amount of people
underneath them.

846
00:46:03,560 --> 00:46:08,240
And the biggest thing was making
sure that my message was clear

847
00:46:08,240 --> 00:46:12,240
to everyone that was there and
reached the person all the way

848
00:46:12,240 --> 00:46:15,800
down to as I said before, the
lock guy, which was a dramatic

849
00:46:15,800 --> 00:46:19,160
thing.
So culture is 100% something

850
00:46:19,160 --> 00:46:22,480
that makes it different and at
the end of the day it makes it

851
00:46:22,480 --> 00:46:25,800
easier to hire talents to come
to your organization.

852
00:46:25,800 --> 00:46:29,520
People line up to work for a
company and you will get talent

853
00:46:29,520 --> 00:46:31,920
out of nowhere.
When they get sit there and say

854
00:46:31,920 --> 00:46:34,480
wow this is real.
The company what they stand for

855
00:46:34,480 --> 00:46:38,080
is real with their morals, what
they do and that culture is more

856
00:46:38,080 --> 00:46:40,080
than what they say.
And at the end of the day part

857
00:46:40,080 --> 00:46:42,960
of my French get but give her
the assholes of your company.

858
00:46:43,120 --> 00:46:45,880
That plays a big role.
Nobody needs such a culture

859
00:46:45,880 --> 00:46:48,080
killer.
I apologize because you had a

860
00:46:48,080 --> 00:46:50,800
few different things that you
mentioned besides culture.

861
00:46:51,360 --> 00:46:54,560
The reflection question was are
you reacting emotionally in

862
00:46:54,560 --> 00:46:56,480
business or leading with
perspective?

863
00:46:57,680 --> 00:47:00,880
I think it's a mix.
We're human beings so we will

864
00:47:00,880 --> 00:47:05,520
we'll be semi emotional, but my
decision making isn't emotional.

865
00:47:05,960 --> 00:47:09,400
I write things down, I take a
moment and if I do feel

866
00:47:09,400 --> 00:47:12,120
emotional about something, I
will not make a decision right

867
00:47:12,120 --> 00:47:14,360
there and then.
I'll take a heartbeat, I'll put

868
00:47:14,360 --> 00:47:16,680
a pin in it.
Don't believe in fire drills in

869
00:47:16,680 --> 00:47:20,080
a company or anything like that.
So I would put a pin in it and

870
00:47:20,080 --> 00:47:23,520
making sure that it's the right
move because once it's set out

871
00:47:23,520 --> 00:47:26,160
loud, you can't take back.
It's hard not to be emotional,

872
00:47:26,160 --> 00:47:27,920
but don't react on your
emotions.

873
00:47:27,920 --> 00:47:31,480
At the end of the day, as I do
put a pin on it and I told my

874
00:47:31,480 --> 00:47:34,240
team all the time, if you feel a
certain way or something

875
00:47:34,240 --> 00:47:37,360
happens, unless it's something
that has to be done there and

876
00:47:37,360 --> 00:47:42,200
then take a moment and regroup
to somebody else there that's

877
00:47:42,200 --> 00:47:46,480
not that's at the same level,
not below at the same level or

878
00:47:46,480 --> 00:47:51,120
above and say, am I acting
irrational and take off our

879
00:47:51,120 --> 00:47:52,480
beat?
That's such great advice.

880
00:47:52,480 --> 00:47:56,520
I know sometimes people will
receive an e-mail from a client

881
00:47:56,520 --> 00:48:01,560
and that they immediately like
it's like just sleep on it.

882
00:48:02,080 --> 00:48:07,760
Don't go off have cock to
respond to something because the

883
00:48:07,760 --> 00:48:09,640
next day you're going to come in
and say Oh my God.

884
00:48:09,640 --> 00:48:13,000
Emotions are not always a good
source of information.

885
00:48:13,400 --> 00:48:15,880
And listen to the biggest thing
I hear a lot of my friends say,

886
00:48:15,880 --> 00:48:18,800
clients will say, and it's fair
question, what are you doing for

887
00:48:18,800 --> 00:48:20,240
me?
They'll they'll throw target

888
00:48:20,240 --> 00:48:23,600
questions and degrade and make
it seem like what am I paying

889
00:48:23,600 --> 00:48:25,880
you for?
And it builds out emotion to

890
00:48:25,880 --> 00:48:30,120
stay in my how do I justify
yourself to a company or your

891
00:48:30,120 --> 00:48:32,000
clients?
The heartbeat goes a long way.

892
00:48:32,000 --> 00:48:34,400
At the end of the day, I tell
even my wife, my kids, take a

893
00:48:34,400 --> 00:48:37,240
beat, take a beat.
And then you're clear.

894
00:48:37,320 --> 00:48:39,200
You'll be able to answer
accordingly.

895
00:48:39,200 --> 00:48:42,200
A little bit calmer and
collective tone then.

896
00:48:43,480 --> 00:48:47,280
Absolutely.
Well, Nick, this has been an

897
00:48:47,280 --> 00:48:51,160
incredible conversation.
Thank you so much for all of

898
00:48:51,160 --> 00:48:53,920
your perspectives and everything
that you've shared.

899
00:48:53,920 --> 00:48:58,720
I think that this will be a
great opportunity for people to

900
00:48:58,720 --> 00:49:02,440
really reflect on what they're
doing both in their business and

901
00:49:02,440 --> 00:49:05,880
their marriage.
And of course, we will share the

902
00:49:05,880 --> 00:49:10,040
links in the show notes for
folks to go out and buy those

903
00:49:10,040 --> 00:49:10,760
books.
Thank you.

904
00:49:10,760 --> 00:49:12,520
Is there anything you want to
share?

905
00:49:12,520 --> 00:49:15,080
Any last words or how can people
get in touch with you?

906
00:49:15,880 --> 00:49:20,240
LinkedIn is the most powerful
tool and Myspace is on LinkedIn,

907
00:49:20,240 --> 00:49:23,520
so if anybody did want to reach
out to me, feel free Nicolo

908
00:49:23,520 --> 00:49:27,120
Scufinatis to jump on.
I'm sure if you typed in my last

909
00:49:27,120 --> 00:49:30,320
name, there's only a handful of
us on here so you'll definitely

910
00:49:30,320 --> 00:49:33,720
be able to find me.
And keep in mind every dollar

911
00:49:33,720 --> 00:49:38,000
for my books goes to domestic
violence, my wife's organization

912
00:49:38,280 --> 00:49:40,520
for domestic violence against
women and children.

913
00:49:41,000 --> 00:49:45,040
So the portions go there and the
rest I contribute from my my

914
00:49:45,040 --> 00:49:48,920
foundations and my companies
towards those causes.

915
00:49:49,120 --> 00:49:52,040
But any help at all be great.
I had no idea.

916
00:49:52,040 --> 00:49:53,840
That is so awesome.
I love that.

917
00:49:54,360 --> 00:49:57,040
Thank you.
You're, you're an amazing person

918
00:49:57,040 --> 00:50:00,480
and I hope that you'll continue
to have amazing success and you

919
00:50:00,480 --> 00:50:02,840
deserve it.
I love what you're putting out

920
00:50:02,840 --> 00:50:04,880
there.
And I think we need more and

921
00:50:04,880 --> 00:50:08,920
more individuals like you
sharing what they know and

922
00:50:08,920 --> 00:50:14,320
helping others entrepreneurs to
really succeed both emotionally

923
00:50:14,400 --> 00:50:17,600
and understanding business.
All of it can come together.

924
00:50:17,600 --> 00:50:19,240
It doesn't have to just be one
thing.

925
00:50:19,240 --> 00:50:22,760
So thank you so much for your
dichotomy and for everything

926
00:50:22,760 --> 00:50:25,200
that you shared today.
Well, thank you for having me.

927
00:50:25,200 --> 00:50:27,040
I really enjoyed this.
I appreciate it.

928
00:50:27,480 --> 00:50:29,680
Thank you.
If today's episode resonated,

929
00:50:29,680 --> 00:50:32,920
make sure you're subscribed to
the Matchmaker Mentor Podcast on

930
00:50:32,920 --> 00:50:36,600
YouTube and Spotify.
New episodes are released weekly

931
00:50:36,840 --> 00:50:39,480
and are designed to support
professional matchmakers who

932
00:50:39,480 --> 00:50:42,960
want to operate with clarity,
structure, and integrity.

933
00:50:43,480 --> 00:50:47,360
You can also join our monthly
industry brief, On the Radar for

934
00:50:47,360 --> 00:50:50,480
ongoing insight into what's
changing behind the scenes in

935
00:50:50,480 --> 00:50:54,000
professional matchmaking.
Until next time, stay grounded

936
00:50:54,000 --> 00:50:57,680
in your standards, intentional
in your systems, and committed

937
00:50:57,680 --> 00:50:59,800
to doing this work at a higher
level.

938
00:51:00,440 --> 00:51:04,080
I'm Arlene Washburn and this is
the Matchmaker Mentor Podcast.