Christian Business Concepts
Christian Business Concepts
People Puzzles: Why Your Business Success Depends on Proper Placement
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What happens when someone with incredible skills winds up in the wrong position? Even the most talented team members can flounder when misaligned with their natural gifts and strengths. In this enlightening episode, host Harold Milby is joined by his wife Mimi and Johnny Nunn to explore the critical importance of placing the right people in the right positions.
Drawing from Colossians 3:23, the conversation reveals how proper talent placement isn't just good business practice—it's biblical stewardship that honors God's unique design in each person. Whether you're leading a business, ministry, or simply trying to understand your own professional fit, this episode offers practical wisdom for identifying and leveraging natural strengths.
The trio dives into the fascinating differences between personality types—task-oriented versus people-oriented individuals, structured versus unstructured approaches—and how recognizing these differences transforms team effectiveness. They share valuable assessment tools like StrengthsFinder and DISC profiles that help reveal hidden talents, while emphasizing the importance of aligning team members with organizational values and vision.
You'll discover why clear job descriptions and thoughtful onboarding processes dramatically impact retention and productivity, and why investing time in understanding your people yields exponential returns in organizational success. For leaders tired of micromanaging and team members seeking greater fulfillment, this conversation provides the blueprint for creating environments where everyone can thrive according to their God-given design.
Ready to transform how you view talent and placement in your organization? Listen now to unlock biblical wisdom that creates both personal satisfaction and professional excellence.
Welcome to the Christian Business Concepts with your host, harold Milby. Christian Business Concepts is dedicated to guiding companies and business owners in becoming effective, efficient and successful through God's Word and godly principles. Now, here's your host, harold Milby.
Speaker 2:Hey, thanks, kelly, and welcome everyone to this week's Christian Business Concepts podcast.
Speaker 2:I'm your host, harold Milby. I'm so glad that you're here and, as always, if this is new to you the first time listening to the CBC Podcast you know we're here every week just to bring you biblical principles that you can apply into your life and into your business, into your organization or even your department, that can help you find true godly success, and one of the things that we want to do is make sure that you are empowered and that you are enlightened and that you are encouraged by what you hear every week. And so we're so thankful for that, and we're so glad that you have decided to download this podcast and help us to grow the CBC family by, you know, sharing this podcast with four or five other people, putting it, put the link on your Facebook post and you can also post it to your LinkedIn as well. We really, really appreciate that, and I want to give a big shout out this week to Houston, texas, for all the downloads that they've had right here in the United States of America. But we appreciate all of you that are participating and are a part of the CBC family.
Speaker 2:Today is kind of a special day because I'm in our southern studio that I'm allowed to use from time to time and I've got my wife is with me, which she doesn't get to be on the podcast very often, but you guys have heard her before. Mimi, we're so glad to have you here today.
Speaker 3:Thank you, it's good to be here.
Speaker 2:And then I have Johnny Nunn. It's Johnny Nunn's studio down here in Florida, and so he's been so kind to help us, but I've asked him to be on the broadcast too. So, johnny, welcome to the CBC broadcast.
Speaker 4:Hey, thanks for having me. I'm glad to be here, yeah yeah, it's great.
Speaker 2:And always before we get started, I always like to give a big shout out to an area, a country or a city that has downloaded a lot of downloads. And this week I want to reach out or say give a big shout out, I should say, to the city of Houston, texas, right here in the United States. Thanks, houston, for all of you that have been downloading so many of our podcast episodes. We welcome you and we're so thankful that you're here Today. I want to talk a little bit about you know, as a Christian business leader, you know you're called to be a good steward of what you have, that's all of the resources and the finances and everything. But the other thing that you're to be a good steward of in your organization is with your people, is with your people, and you should have a great deal of wisdom and a great deal of care that goes along with that. You know Colossians 3.23 says, whatever you do, work at it with all your heart as working for the Lord, and so it's that important that when you have a Christian business, that you want to do that, and so I think that's important. So part of that is and this is what we're going to get into today with the three of us.
Speaker 2:I want to talk about how that is so important that we have the right talent within our organization. We need to place the right people in the right positions and we ensure that they're doing the right things. I think that is essential for the success of any organization. I don't care if it's a Christian organization such as a church or a parachurch ministry or organization, or a professional business, whether it be retail, whether it be industrial, it doesn't matter but really any kind of organization. You want the right people in the right position doing the right things.
Speaker 2:And I think that is so important that we take a look and reflect on this, because in so doing we've got to try to reflect God's design for each individual's gifts, because everybody's got their own gifts, everybody's got their own personalities. They're all different. And I know, mimi, that you kind of specialize in this really more in the church realm, where the majority of churches I don't care how big or how small the church is you know you have about 20% of the people doing 80% of the work, and so either the pastor gets burned out, the people get burned out, or both, or nothing gets done. They can't grow because nobody's involved, and so why don't we talk a little bit about that from your perspective of getting the right people in the right place?
Speaker 3:You know, I think that we can see that even. I think we can see it. Even just in a home you may have a couple people doing everything, while others do not, and some of that is even in churches or in the workplace. It basically covers it all. But within the church setting, I believe you have a small percentage of people doing most of the work because the other people don't really know where they fit in. It's not that they don't want to work, it's not that they don't want to be a part, but they don't know where they fit. If you read the Word and you study the Word of God yourself, you can begin to see some of those giftings flow out of you and you can identify those. But that doesn't mean you know where you fit in within the body of Christ.
Speaker 2:Do you think on the church and John, I'm going to pose that question to you from the business side, but from a church perspective do you think there are people that are afraid, and maybe that fear comes from not knowing where their gifts are or where they fit in, or they're worried they're going to be put in the wrong position and it'll be a bad experience, and then they get a bad reputation in the church?
Speaker 3:Do you think?
Speaker 2:there's some fear. That goes on.
Speaker 3:Absolutely. Yeah, I think so, and you know what we try to do. We go through four or five different snap clips that we have the people do videos.
Speaker 3:And they take certain assessments about themselves. So they get to find out more about themselves, their passion, their giftings, their personal style. They begin to see where they fit in and gosh, I didn't know that about myself and things that they discover. That's really eye-opening for them. And then when we have our classes, which is just two of them, we try to do it in a small group. That way, people, we have interaction and I get to know you and you get to know you and you get to know me, and they get to share what's on their heart. And some of them have come away saying you know what I'm so excited about getting involved now, because I'm learning so much about me and where I fit in. And they said but what's neat too is it's helped me to understand my spouse better or some of my children better, how to know where, how to relate to them better, and I can help explain myself to them because I understand me better.
Speaker 2:So I think that understanding that, even from a business perspective, it helps us to develop. If in the company, if in the business, you have the right people in the right positions and you recognize their talents, you recognize what they're doing right, you recognize what they have to offer, we'll say it that way. To offer, we'll say it that way, if you can kind of get them plugged in in that way, I mean, how much more effective do you think business can run? And and does that? Do you feel, like Johnny, that that?
Speaker 4:helps to build a more cohesive team. We'll move back up just one second because I want to comment on something she said. I think what happens is a lot of people haven't spent the time to assess their life, to understand what their gifts are.
Speaker 3:Absolutely, or talents are for that matter, or they don't know how or they don't know how to assess themselves. So that's where having something to help you go through that process would help them.
Speaker 4:From the business side of things. I'm going to put this in respect. I think you understand with sports, I grew up for many years coaching my son, so I like to apply those type of principles in my work ethic and my work people. As far as coaching them, a lot of times what I have to find out like if you're in baseball, you have nine different positions. Of course every position is different what's your special? Like a third baseman ain't going to play like a first baseman, or so forth. So when I bring a new person into my company, I try to spend the time with them, coaching them, but also trying to find out what they're good at right, absolutely, right, absolutely. And sometimes they don't know Right, like well, you know, I've worked at different companies, I've done this and that, but they really can't tell you what they're really good at. So I spent some time with them, direct them in different ways and then give them some tasks, that sort of thing, and started assessing where their strengths and weaknesses are.
Speaker 4:So I know how to put them in a place that's going to be successful and I think if you can learn to do that business-wise, whether it be your church, whether it be your business, personal life, if you can apply that type of thing around you, you'll find you'll move yourself much further down the road than if you don't.
Speaker 3:Right, and the other thing too, I think is really key. And let's go back to the baseball deal Every position played is important.
Speaker 4:Yes, every player is important.
Speaker 2:And not one of them can operate just by themselves, Even the bat boy you think about the team, even the bat boy is important.
Speaker 3:They all need each other, so they work interdependently, and that's what I share with the people. As a body of Christ, we work interdependently. It's not about being independent and, of course, it's not about being dependent. And then the other thing that I get into is how we serve, and that is an attitude of love out of love, and you can demonstrate that to people like your cleaning crew. They're just as important to the business as somebody else is.
Speaker 4:Yeah, I think you've got to treat every individual as they're all equal, absolutely. You might have a position different, but it's just as equally important as the guy over on this side.
Speaker 2:Yeah, treat them with the same respect.
Speaker 4:Yeah, whether I'm treating my executive or I'm treating my janitorial, it should be all treated equally, with the same dignity, the same respect, right and teaching them to be the best they can be.
Speaker 3:Absolutely, absolutely.
Speaker 2:You know, one of the things that I was while you guys were talking, I was thinking about this. You were talking about how you assess your employees when you hire them, and you kind of assess them.
Speaker 2:Yeah, I'm impressed with that and look for their talents, look for you know what they're good at, look for what they're passionate about. I mean, when you hire a salesperson and you look for a salesperson, right, so you get somebody and they've got good skill, they know how to sell, they're good at it, and you hire that person, but that's just kind of an outer shell, you know, that's not really getting into them. Because I think when you really find their giftings, their real strengths, I think once you can identify that and you guys can speak to this. But I think that it helps you as a either, in the case of a church, either the pastor or whoever it is that's in charge of getting people involved, or you, Johnny, as the business owner, or your HR person, whoever it is. But once you know that real depth of who that person is, by understanding their talents and their gifts, to me I think it helps us to motivate them in a better way. It's easier, I think, to motivate them because we know what moves them, we know what makes them tick, we know what their passion is, and so it's easier to motivate somebody when you can do that.
Speaker 2:You know, I've seen that in trade shows I'm a carnival barker. I mean, I get out in the crowd, I get out in the aisleways. You know, everybody else who's in an exhibit beside me is always staring at me because they're just standing back in their booth waiting for people to come in. And I don't do that. I go out and get them and I bring them in. And I've had my reps, you know, at these trade shows and they're like I can't do that, I can't do it. If you're going to ask me to do that, I can't do that. And so again, I can't force them or push them to do something. They're uncomfortable with Number one. It would not be very successful, but I have to put them. You know where their strengths are. Some of them were very more strong in the technical side of it. So I just I'd, I'd lasso the people, get them in, and then I'd turn them over to that person who can, who can do all that part. I'd rather not do all that.
Speaker 4:That's exactly what we did this last trade show. We were in Vegas as a. You know, I had my daughter there and my son-in-law who were on our west coast for operations, and so Talia was going out and lassoing people in, bringing them back to Tyler and let him close the deal.
Speaker 2:Yeah, you know, I think what you're saying is exactly right. I want to share this scripture though 1 Corinthians 12, verse 18, it says that, but in fact, god has placed the parts in the body, every one of them, just as he wanted them to be. So I think all of us again, we all have different gifts, we all have different talents, we have different personalities, we have different work styles. You know, mimi, one of the things that we do, obviously and I think this is so good for work as well is you have people that are task-oriented, and then you have people that are people-oriented. I'm extremely people-oriented. I've learned to be a little bit more task-oriented, but I am really, at heart, I am people-oriented. And then you've got to add to that the fact that you have what is it?
Speaker 3:Mimi Structured or unstructured.
Speaker 2:So you have structured people and unstructured. So you can be people-oriented and structured, yes, or you can be people-oriented and unstructured, which is what I am. Naturally, I am not a structured person. I will wait till the last minute and then a lot of times, if it's not, for me, I'll be flying by the seat of my pants. I'm just not structured like that. That's been very difficult, or not difficult, but I've had to really learn, even when we do the CBC podcast, because I'm so unstructured. But you know, I think people in a profession, I think it's important for them to understand and, as a supervisor or a person who's managing those people, to understand are they people-oriented, are they task-oriented, are they structured or are they unstructured? Because I think I've seen management beat their heads against a wall because they're treating somebody like they are, let's say, they're task-oriented and they're structured and they can't understand why they can't get this person that works for them to operate the way they do and approach things the way they do when they're people-oriented and unstructured we'll say and that can cause friction.
Speaker 2:A lot of friction.
Speaker 3:In the workplace or even in the church.
Speaker 2:Right.
Speaker 3:And a person can also be like for myself and you can change, you can work with yourself to change.
Speaker 2:Have more of a balance like a balance I was very task-oriented and structured.
Speaker 3:I am still structured.
Speaker 2:And I'm just going to give this example of that Mimi, because this was years ago, right. So we've taken these assessments again and we've both kind of got a little bit more balanced. But in the beginning Mimi was task-oriented and she was structured. So we would go down the hallway to the green room right before service would start right, and there would be times there'd be people in the hallway.
Speaker 3:So there might be, and my mindset was I'm headed to the green room, get to the green room to get there to get ready for service.
Speaker 2:Mimi would blow by these people and she would just blow by them, walk right by them, act just like they're not there because she's so task-oriented and she's so focused, Whereas I would look at that hallway and I would go oh, this is going to take me 20 minutes to get down there.
Speaker 3:Right and I'm going to my watch.
Speaker 2:Yeah, she's pointing at her watch. Come on, we got a lot of time here.
Speaker 4:She's pointing at her watch.
Speaker 2:Come on, we got a lot of time here. I tend to be like Mimi.
Speaker 4:Once I get my focused on what I'm doing everything else is.
Speaker 2:But see people, they're not all like that, so they're different and sometimes you get labeled as they're rude.
Speaker 4:Yeah.
Speaker 3:They're rude, but that's not the case. It's recognizing, and for me it was. When you are amongst people, you have to train your mind. This does matter because they do matter to me.
Speaker 4:I find myself at church because I know I'm wearing an AV department.
Speaker 3:So I'm busy from the time I get there to the time I leave, so I don't really spend a long time socializing with the people.
Speaker 4:I try to do more of that because I want to be connected with them, but I find myself on Sunday morning. I'm running back and forth on that.
Speaker 1:I'm borne by people all the time I'm not saying anything to them, right.
Speaker 4:I don't want to come across as rude because I'm not talking to them. No, I understand that, I'm just focused and busy what I'm trying to do Absolutely.
Speaker 2:Yeah, it can be bad. You know, when I pastored up, come from around my desk, go out into the office so I could go see who it is and talk to them, and she said you just continue to interrupt yourself all day long when you do that. She said, look, if you're needed I'll come get you, but you don't have to come out here and meet people. I'm going to start keeping your door closed. It was the best thing in the world she could have ever done for me. It really helped me.
Speaker 2:So I think those things are important. You know, from a business perspective, I like what you do. You know, johnny, I like the fact that you're trying to ask those questions. I think it's really good. Sometimes you can ask like scenario-based questions like, hey, how would you handle this situation? What would you do in this situation? You know you learn a lot about people. You know when you do that.
Speaker 2:But I think what's really, really important too is that you have somebody in front of you, a candidate in front of you, whether they're going to be a volunteer in a church or whether they're going to be an employee of a business.
Speaker 2:I think you have to make sure that those people align with the values of your organization, whether it be, again, a business, whether it be a church or a parachurch organization. They need to have those same values, whether it be work ethic, whether it be ethics within themselves, whether it be whatever those values are that the company has. They also need to be in line with your vision and with your mission. If they don't agree with your vision, then you just need to cut bait right then and there. You need to walk away, and that's even in the church. I'm not going to put somebody in ministry just because they want to be involved. If they don't believe in what the vision of the church is, or if they don't believe the vision of my business, I don't want them. I don't want them. I don't want them as an employee, and I think that comes into play and I think that's important too.
Speaker 4:Yeah, I agree with that. I mean, I've had some employees that did not have the same work ethic that we would put forth here, and it didn't work out. I mean, they don't want to come to work like we would want to come to work, or do I don't know or go the extra mile. Our philosophy here is to go above and beyond. That's what we typically try to do with all our customers, which is while we retain them. But when you get an employee who just does the bare minimum, it doesn't reflect who we are as a business, and so I've had a couple of those people. In fact, one of those people happened to be my younger brother, who had to let go because he just didn't have the same vision that we had. Younger brother who had to let go because it just didn't have the same vision that we had, and I hated it happening. I mean, I loved him to death, but you know, when you have to let go of your family, it's even worse.
Speaker 4:It makes it hard he understood, but that's just part of the business, but it does matter. I mean, people that are not on the same page as you are and I think it comes back to the very beginning too is putting out your vision of what you expect and what you want. And if you don't have that for them, like how are they supposed to know what you want from them?
Speaker 3:Right, there's nothing for them to follow?
Speaker 4:Yeah, there's no guidance or what you want them to do. So if you don't give them that from the get-go, it's kind of hard to expect them to do anything past that.
Speaker 2:Well, you know I want to talk about some tools here a little bit. You know there is something it's called Strengths Finder, so plural the word strength, but it's plural Strengths Finder, which uses the CliftonStrengths model for, you know, for businesses, which they can take that assessment and it helps them to identify what their top five strengths are, whether it be strategic thinking, relationship building, whatever it may be, that's a great tool for business owners to use. I think that's important. There's the DISC personality profile. That's the one a lot of people use. There's another one that we use in the church which is called 16personalitiescom. You can go there and take that assessment for free. They have a paid-for version which gets in a little bit more detail, but you can find out what your personality type is through that. So that's a great tool in and of itself. There's also a spiritual gift, not a spiritual gifts assessment. Um, there's also a spiritual gift, not a spiritual gifts assessment, but a uh. There are, uh, passion assessments, personal style assessments. These are things you can look up online. There's all kinds of stuff out there. So there's some great tools out there, uh, that are available, but we we need to be able to be proactive in this and not be a business that just doesn't even pay attention to it.
Speaker 2:You know, I think one of the reasons that Chick-fil-A, a Christian business, is so successful if you go into their store, I don't care if it's a guy mopping the floor, the guy that's taking your order, the person that's in the back cooking I don't care who they are that works in that organization. You will never find anybody in there that's not really good at being a brand representative of Chick-fil-A. They're going to come out and they're going to greet you, they're going to take care of you. We read stories all the time how that you know there was a guy with a flat tire. He happened to recognize that. That guy came into the store earlier. He stopped, he helped the guy get his time, whatever it could be, because there's all kinds of things that come on the news all the time. These people are highly trained, but they're put in the right place. They're put in the right position and when you get people in the right position, they're happier they are, they're much happier employees and they're much happier volunteers Right, much happier volunteers.
Speaker 2:You don't want to volunteer within an organization that is unhappy. It doesn't do you any good. Same way with a business. You know you gave the example of your own brother. You know he was probably miscast, probably not in the right place, didn't really fit that mold of what you needed for that particular position. He wasn't happy, you know. But at the same time nobody likes to say, you know, be told, hey, you just don't fit here, I need to let you go. But go back to the sports analogy. We see it all the time in sports analogy. We see it all the time in sports. Yeah, we see it all the time. You know they paid, you know, $15 million for this new quarterback and a year goes by and they're trading them and they're saying, well, you know, he really just didn't fit our program, you know. And so he goes to another program and he becomes an all-star Again. It's using the talents within the talents that they need within that organization.
Speaker 4:It's the system. They use.
Speaker 2:It's the system right and so it's the same thing, kind of. With this I think it's the same way, the same kind of a thing. So I think that's important. I think we've got to align those things up. And then the next thing I want to talk about a little bit and just kind of look at this and kind of view that and just briefly touch on this and that is training. So you've got the right person in the right position. Johnny, tell me a little bit about the importance of training that person. Then.
Speaker 4:It's the most important actually In my world. We're a technical company, so a lot of technicality in our stuff that we do. So I have to train them very extensively in that product that we do with, you know, and so if they don't have any of that training they're not going to make it. So and from my perspective, because we're such a technical company, we have to have that training in place and we have. It takes a good probably good 90 days of training with our guys for them to be ready, to go at least to some degree, and even then they're not ready totally but they're at least able to go out and perform a service job or some installations, with maybe some back-end assistance if they need it. But the training we go through is pretty extensively. Every guy we come has to go through it. They have to get certified through our program to do that. So we have a certification here to do that.
Speaker 2:So yeah, training is key to probably anybody's success and when we talk about training, I think you know we should include and incorporate. You know there could be videos, there could be written training, there could be recorded or podcasts that they need to listen to. There's all kinds of different things. But from a volunteer's perspective, mimi, within the church or within a Christian organization, how does that look when we're talking about the training of those people?
Speaker 3:Well, obviously it would come from the leadership, but then they'd have a ministry guidelines. So they know, like this, this is what's expected out of me. This is the timeframe that I can offer as a volunteer.
Speaker 2:As far as their time restraints. How much time can I volunteer?
Speaker 3:Absolutely Well because some people can give more time than others. But when you get into conversation with people, there's almost everybody who wants to be involved in one way or another Once they understand where they fit they really want to.
Speaker 2:So one of the things I think is important and you mentioned it is having ministry guidelines. In a company, you have what would be called job descriptions right, so you have written out job descriptions that tells them this is what's expected of you. An employee should never wonder if I'm doing a good job, am I doing a good job? They should never have to wonder because if they have a job description right, they can look at their job description and know right away I'm doing a good job. I'm nailing every one of these. I have never worked. In fact, I have even went to work for people and asked where's my job description? What, yeah, what's my job description? I would literally take the job and write the job description, because I don't want to work without a job description. I want to know that I'm doing a good job and I don't want to have to come to you begging you to give me some kind of input. That.
Speaker 4:I'm doing a good job, I want to know that I am. It also opens the door of when we don't have a job description. Then everything becomes your job description. You know what I mean? Well, that happens too.
Speaker 2:Yes, job description. You know what I mean. Well, that happens too, right, Employers? I've had employers say, well, we don't do job descriptions because I may want to change what you do. Okay, Well, that's just wrong. I mean, you're at, you know you work at the bequest of your employer and things can change and you can put that in the job description. But they should have something to start with to let them know what they're working on, what their goal is to try to be able to accomplish and be good at.
Speaker 3:Right, or to begin a job, or even let's look at ministry, and you get into that position and it's like what am I supposed to do? Who do I answer to?
Speaker 2:Right, right, that's another thing. Who do I answer to? Where am I?
Speaker 3:supposed to go.
Speaker 2:Right right. And that's just Well let's talk about that for just a second and I know our time's getting away from us, but you know that comes into when we talk about onboarding, because when you bring in a new somebody in ministry and I want to make sure that the people here understand when we talk about ministry we're not talking about the preacher, the teacher, the praise and worship. We're talking about the janitor. We're talking about the janitor we're talking about the guy who cuts the grass. We're talking about the person who helps in audiovisual.
Speaker 3:Helps in the nursery.
Speaker 2:Helps in the nursery. These are all ministries.
Speaker 3:We consider this all a ministry. Volunteers in office work Right.
Speaker 2:There's all kinds of so when we say ministry, I want to be clear. But I think when you onboard, you bring an employee in that first day and that goes back to the volunteer too, the first day they come in and they're stepping into that position. You need to have an onboarding process and, folks, if you don't have one, please go on the internet and find this out. It's so important that you have a good onboarding process. It is the difference between keeping an employee and losing an employee at times.
Speaker 2:Is that onboarding process? What are the steps? Who do you introduce them to? Where do they go? Where's their training at? Is it laid out? Do you have an agenda for the week? You know they need to come aboard and think, man, these guys are, they've really thought of this and thought out I feel like I'm a part of a team the way they're approaching this and I think that's really, really important. So we're about out of time and I just wanted to kind of clarify again having the right people in the right position is so important and so both of you have 30 seconds to say why that means so much to have the right people in the right place doing the right thing. 30 seconds go.
Speaker 3:Because it brings a fulfillment within yourself when you're niched in in that right place and you're also doing a service to and for other people, which brings unity into the whether it be into the church or whether it be into your job position and you come away and it may feel like work, but it's going to feel satisfying and fulfilling.
Speaker 2:Sure. All right, Johnny, 30 seconds Go what she said.
Speaker 4:It's a lot of things here, but what you said, basically going with that, is that if you don't invest the time in your people, you're not going to get the reward. Otherwise, unless you want to be a micromanager, oh.
Speaker 1:God.
Speaker 4:And we've had a show about that here not too long ago about microman, the pros and cons, which is obviously a lot more cons than pros. Unless you're a micromanager, you have to invest in your people, so you know that they're going to be doing the work that you want them to do and you're trusted that they're doing the right work right. I don't have to worry about it. I don't have to be micromanaging or thinking about it. They don't have to be babysitting.
Speaker 3:Right, I mean.
Speaker 4:I spend as much time I can with them. I let them know they can call me anytime, ask questions anytime. I don't want them to feel like they can't approach me or I'm unapproachable. So spending as much time possibly with your employees, investing into them, I think, is key.
Speaker 2:Investing, I think, is a great word, because I think, with what Mimi said, they're investing in themselves. What you're saying is you invest in them. So I think that's great. I think that's great. I think that's great. I just want to take the time to pray for our people. Lord, we thank you for those that are listening to this podcast. Lord, we thank you for them. We ask you, oh Lord, to help them to bring godly success to themselves, to their businesses or organizations, by having the right people in the right place. Lord, help them to do that, to help bring them that great godly success in their lives, and, lord, we thank you for it In Jesus' holy name, amen. Well, that's all the time we have for this week's Christian Business Concepts, but until next time, remember Jesus is Lord and he wants you blessed.
Speaker 1:Thank you for tuning into this week's Christian Business Concepts podcast. You're blessed.