Ep.025: Core Values | Part Two

In this episode, we’re getting real about the moment we realized our long list of 22 core values was just... noise. 

So we started over.

We walk you through how we narrowed it down to 7 values that mean something and how they guide every part of our business:

• Honor God. 
• People First. 
• Extreme Ownership. 
• Pursue Excellence. 
• Relentless Execution. 
• Data Wins. 
• Win as a Team.

This isn’t just about writing values on a wall. It’s about building a culture where they come to life, from hiring to coaching to performance reviews.

If you're a business owner, team leader, or just trying to build something lasting, this episode will help you rethink what values really mean in action.

Transcript

Welcome and Episode Introduction

Speaker 1 0:00

all right, fellows, welcome back in to another episode of the higher up podcast. We are here for episode 25, that's quarter, 15 episodes.

Speaker 2 0:24

Of us 10.

Speaker 1 0:26

Yeah, 15 episodes with Brady since he joined us. Has it been 15 already? Yeah, yeah, wow, because we did 10 with just Benji and myself. That's right, and then these other. We're at 25 now, so these other 15s are your seat. I'm here for math, okay, easy math.

Speaker 3 0:42

You learned that on the last episode. I know that's not true.

Speaker 1 0:45

I know that's not true.

Speaker 3 0:46

I learned it on data drives decisions, so hey, speaking of data, adam, we had a couple of folks text in this past week and one of them like a comment someone made about the data drives decisions episode, if you haven't listened. But they said data doesn't always keep you from making bad decisions, but it definitely can help you make better decisions. They thought that quote in that episode was really good. Yeah, I like that. Here's one to think about, brady, this is a really good one. Someone else said does the clock stop when a customer pays? That could apply to any business out there. That could apply to any business out there. You know some people. How do you turn a customer for life? That might be an episode to come in the future. I think so. I like it.

Speaker 1 1:32

Look. From somebody that used to do a lot of your quality assurance, I would say the clock does not stop just because it's over. That's just me.

Speaker 3 1:40

Well, yeah, I mean again hey, you know what we're not going to get into that I mean again.

Speaker 1 1:46

Hey, you know what we're going to get into it it needs to be an episode.

Speaker 2 1:47

Write that down. How about a little bit of a teaser? Okay, cause this is something we've been talking about here recently. There is a difference between sales and marketing. There is yes, so just we'll keep that on hold and maybe there's a an episode coming out about that at some point in the near future.

The New Core Values Revealed

Speaker 1 2:03

Yeah, yeah, that would be great to share, because we've had many conversations about is that, true? Well, so today, just to get into, we are doing part two of core values. So you two really spent a lot of time in our last episode setting things up for us, just explaining how you went from having I think it was close to 20 core values. It was 22, adam, it was 22. So I knew it was right there.

Speaker 1 2:30

But you went from having 22 core values and you've really trimmed those down to what you now feel like is, hey, this is who we are, and we talked about how it was a process. It's not an overnight thing. It takes teamwork, it takes your team giving real valuable input to get to that. So what we want to do today is kind of jump into those and we want to share and let Benji and Brady share with our listeners what are those core values that you basically honed in on, like, hey, this is team Wilson, this is who we are, this is who we believe our customers should see us as and our team should see us as. So let's, let's dive right into that If you, if you will share, share what those new core values are, and then I would love if you would share with our listeners a little bit about you know, a real quick elevator pitch why each of those core values.

Speaker 2 3:24

Yeah, so yeah, and to go back, I mean yeah, we started with 22 several years ago, pared it down to 10. And then, as you guys may have remembered from our last episode which came out of one of our leadership meetings, is that we took those 10 and came up with seven. And so here are the seven. But before I tell you that is, the old core values that we had were not in order, except for number one. Okay, and you'll see why here in a minute. Of course, our first core value, new one, is the same pretty much, but these actually follow somewhat of a progression.

Speaker 2 4:04

So our new core values are number one we honor God. Number one, number one, and we try to make these just real quick hits right. Number two is people first. Number three is extreme ownership, excuse me. Number four is pursue excellence. Number five is relentless execution. Number four is pursue excellence. Number five is relentless execution. Number six, which may sound familiar, is data wins. Okay, used to be data drives decisions, but lot of detail behind these. And what we did is we put together a document for our team that says okay, here's the core value, what does this core value mean? And then how can you live that out every single day?

Speaker 3 4:54

And to Brady. The reason why we and we'll probably get into this a little bit deeper in the episode but the reason why they're in this exact order, adam, is exactly what you said a second ago. Obviously, we've always had honor God, or something like that, at our number one. Okay, honor God. But if you think of the life cycle of anything that you do in business, okay, right after God, it takes people to make this happen. In any business, it's still a human element. Okay, even with Tesla, they still have people.

Speaker 3 5:25

Not all robots that do this work Right, so you have to have people. And then, and then, right after people, the people have to have ownership, take extreme ownership with that, whether you're making food, whether you're doing a service business, whether you're at church serving people on that, and then pursue excellence after you own that. Pursue excellence says we're going to do this the right way, the right time, every time. And then, on top of that, execute that, whatever that, whatever that might be in your business, and then we're going to look at the data and see if we've done well with all these others and we're going to celebrate the win. So that's the reason why we kind of put them one through seven in that order.

Speaker 2 6:06

Yeah and Benji, I think that's a perfect explanation of what our core values are and what we want to do is just kind of share. I mean, I don't think we can break down like all seven of them, but we're each going to share just like what our most favorite one is. And I think, to set this up, guys, I mean obviously can we just agree that the most favorite is Honor God.

Speaker 3 6:28

Oh, absolutely yes.

Our Favorite Core Values

Speaker 2 6:29

Of course, sure, so I don't know that we need to break that one down. That's pretty self-explanatory. But we are going to put God first in everything that we do and that's going to lead us through our decision making of what we do in our organization. But my favorite one happens to be Relentless Execution in our organization. But my favorite one happens to be relentless execution. Okay Now, why do I like relentless execution?

Speaker 2 6:51

It's because I think a lot of times we can sit around and talk about a lot of things, we can brainstorm and I'm listen, I'm all about a good brainstorming session, right, but at some point you have to start getting things done. We can talk about it to death, but we got to start getting things done. I think we've talked about working genius here before, and that really speaks to my. Working genius is with tenacity and galvanization. I just like seeing the list and making sure that things are getting done, or leading a project or making sure that, whatever the top objectives of the organization are for the year, I want to make sure that those are being executed. We've quoted a lot of people on this podcast, and one of the guys we've quoted is James Clear, who wrote Atomic Habits. But he says look, you don't need more time, you just need to decide.

Speaker 1 7:49

Yes.

Speaker 2 7:50

I mean, how much truer is that you don't need more time, like a lot of times.

Speaker 2 7:53

I think that and we actually have this embedded in one of our core values with like how do we live this out, or what does this mean Is, if you guys have ever heard of analysis, paralysis, like we can look at the information or look at the data and we can just wait and wait and wait and at some point you just got to decide, at some point you just have to move forward and then, when you do move forward, then you just that relentless execution.

Speaker 2 8:20

Here's what that means is that every single day John Maxwell says that success is found in your daily agenda Every single day that we are going to decide to make sure that we're executing that day, because that's going to feed to the week and that's going to feed to the month and, um, you know, we quote Greg Craig Rochelle a lot on this podcast, and he says Craig Groeschel a lot on this podcast, and he says discipline is choosing what you want most over what you want now. Okay, so just think about that is what do we want? What are we trying to do, what are we trying to decide? And that's the outcome. So we're making decisions today based off of what we're wanting at some point else in time. So, guys, that was my favorite one. I mean, obviously we've got seven. They're all my favorite, right, right, I like that one, the best.

Speaker 3 9:13

But what do you guys see? I tell you, mine is win as a team.

Speaker 3 9:18

I mean we're going to have an episode coming up here in a few weeks about how to be a better coach. How can we, as owners and managers, be better coaches? Because I think a lot of times we get caught up in. Well, you need to do one, two, three, four, five for your job, and a lot of owners and managers don't do a good job of just you know. They set the expectation, but they never celebrate with their team when they do have wins. That's the thing I love about our team is we have these Google reviews. It makes people feel good when they see their name posted on something that a customer said man, that you did a great job. You know whatever that is, and I love celebrating those wins. I love. I love encouraging people celebrating those wins. I love encouraging people. I love trying to make sure that they're doing the best they can and also rewarding them for whatever that may be. After the fact, I love the win as a team is probably my favorite, brady.

Speaker 2 10:07

That's good, that's good. And, adam, you're kind of on the outside, but you were on the inside.

Speaker 1 10:12

I mean I am, but I mean the good thing is still when I, when I come, you know, a couple of times a month, I still feel like I'm part of the team, which is great.

Speaker 1 10:19

So I'm still there and get to see it. But mine, mine's people, first, I mean you. You know me. Culture is important to me. I've worked for several different companies. I've worked for some that had really bad culture, like just really bad.

Speaker 1 10:35

You know, I had a very actually it was funny before I worked, uh, with the two of you, I worked for another company that was also a franchise type don't, and it's being on opposite ends of the spectrum, seeing what ownership that is, as far from honoring God all the way to where you guys do everything in it. I've experienced that. So for me it's always been that. But that goes back to my working genius.

Speaker 1 10:57

I'm an IE, I mean enablement. You know I derive joy from working with others and doing these things and having team collaboration. That's always important to me and I want to be a part of that when I do and I feel that way. That's why I still work with you guys on a monthly basis, because I still feel that way. I can tell you at the church it's like that and the reason that that's always been so important to me as an employee or anything, it's just because and I may have said on the podcast before, but you're always with these people that you work with almost more than I am my own family. I mean I have both of you in like my top text messages.

Speaker 3 11:43

Oh yeah, all right. All right, favorites list on my phone. I know Cause I talk to y'all all the time VIP, VIP.

Speaker 1 11:51

I have a, you know, we have a group for the podcast. So you know, it's like I talk to you guys way more than that, and not just the two of you, but the people I work with, because I have to. Like you said, Benji, we have to win as a team and when we have, you know, if we have a negative review, come in. That we've got to figure out. You know, where did we go wrong or is there something the customer's missing, or whatever that is, we have to work for those. So for me, when, as a team, people first, it's always that, for me, more than anything, it's just I just want to be a part of something that feels larger and that I enjoy doing every day, Right. I mean, Mark Twain said if you don't enjoy what you're doing, you know if you enjoy it, you're working, you're not working Right. So that's what I've always for me so well.

Speaker 3 12:34

I think Brady too. To Adam's point, I think that our, our employees I know you're going to talk about this in a second they're buying into what the what our core values are. I mean, I hear it around the office and if you look at the order, you know after we did this, sometimes you look back and you go why did we? Oh, that's why we did that. But if you look at the order, I think by honoring God, then it takes people, then owning it, doing it with excellence, relentless execution. Look at the data, celebrate the wins. It's just a constant cycle, because what that does now is it'll actually help your business recruit other people.

Speaker 3 13:09

If you dive into your core values, whatever they may be and, by the way, you're welcome to use ours, no problem, we'll send you a few. Feel free to still. We'll send you a feel for. Feel free to still. Yeah, if you want to take a chart, we'll send you a chart. You can put your company logo on it. They'll think you came up. No problem, we'll do it. Whatever we need to do to help you and go ahead. I'm sorry.

Speaker 1 13:26

I was just. I think the caveat to that as well is ensuring that the two of you, as owners, are pushing it the way that you do, right, like anybody that's listening, that is a business owner. We said it on part one. You know, brady, you talked about you have to live what you're doing, so your employees, your staff, are seeing it, and I mean you've shared a little bit about how you know you send out weekly shout outs that are related to the core values.

Speaker 2 13:56

So let's break that down a little bit. Adam, yeah, let's talk about that. How does that look? Because when we came out with the other core values, we made a huge mistake, really big mistake. And the mistake was that, and I guess and I'll speak for Benji too but we were kind of naive to the fact of, okay, hey, we've got these core values, now everybody should just know them. Right, everybody should just live them out. I mean, it's our core values, it's what we do, and what we did was we shared it, yes, with the leadership team, and then we stopped, and so I'm going to share with you guys how we've done that a little bit differently this time and we've as, as you guys are saying, we've already started seeing some of the effect of it. Um, it's still early, right, cause we just, we just really rolled these out. What I think, what been you three?

Implementing Values Throughout the Company

Speaker 2 14:50

to three months ago, something like that Long at all. But what I'm what I'm beginning to hear is I'm beginning to hear in conversations with people that they are using these core values. Well, hey, we didn't pursue excellence with that. Hey guys, we're not winning as a team with this one, and so what we've done is we've taken the core values and, yes, we've done training with our leadership team, but we're actually taking that down to every single person, almost individually in the organization. Okay, and I was in a meeting two Fridays ago and somebody that's been with our team, our organization, for about eight years said and we were in a meeting talking about core values, there's a group of five of us said and we were in a meeting talking about core values, there's a group of five of us and, um, and he said this is the way that y'all are doing. This is different. And I was like okay, tell me, tell me a little bit more. Yeah, I'm like, uh. So I said I said tell me more. He said no, this is different, because what you guys are doing this time you're not just pushing it out and expecting everybody to grasp it. You're spending time with us and helping us grasp it. This is something that we're not going to give up on this is something that we're going to continue to do. What we've done is we've really taken the core values and we put it into the life cycle of the employee too.

Speaker 2 16:12

I think I've told this story and I'll tell it again, but one of my mentors, russell Hayden, who's my C12 chair, when I first met with him, he said hey, do you have core values? And I was like yeah, absolutely, who doesn't? He says well, show them to me. And I was like well, I got it right here. Yeah, I got them right here. So he began to explain that if you don't have core values that are written down and that are trained and you're not using it in the life cycle of an employee, then you really don't have core values. And I said well, help explain to me what that looks like. What does that mean? He said are you talking about it during the interview process? And I was like nope. When you have a coaching session with an employee that you have to coach them on, they weren't doing something so good. He said is your coaching form related to your core values? I was like nope. When you do your performance reviews every single year, are the performance reviews, a reflection of your core values, and I was like nope. So I'm like nope, nope, nope. So all these things.

Speaker 2 17:21

So what we've done this time is we have put those in every single aspect of what we're doing. We're talking to candidates or people that we're interviewing, we're reiterating core values. Adam, you've helped us create some videos that we're sending out to candidates and things of that nature. We're talking about it in coaching sessions, it's being talked about in meetings, it is the annual performance review for an employee. So they really can't get away from it, they can't hide from it. And we've got, like we said, we've got posters up I hate to say it on here, but it's in front of the urinal, like when you're you know how much a better place can you have it? Like staring at you, staring at a wall.

Speaker 1 18:04

You're staring at it.

Speaker 2 18:05

That's right. So you're staring at the core values. But once you start doing that, so you can't. Just I'd encourage you guys, don't just put them out there and expect your team to to learn them by osmosis. You've got to get in, dig in deep and um, and that's where they're really gonna to, to see the, that's where you're going to see the magic happens. You know, again, we've we've quoted Patrick Lencioni on here. He said that the health of an organization is the single greatest competitive advantage, is the single greatest competitive advantage, and I don't think that we had as good of a culture as we are beginning to get, and I don't think it's all the way there yet either. But we are doing things so much differently. This go around and you learn from what you did before. So that's where we're beginning to see signs of and early signs, right, early signs of realignment within the organization, because now you've got people rallying around these seven, which they're easy to remember, yeah, you know. So I mean, what are you guys seeing on your end?

Speaker 3 19:11

I see people, brady, and I hear people walking around, you know, you hear the division managers doing their meetings, whatever, and employees are starting to like catch on one through seven and they're spitting them out because they're easy, they're two to three words a piece, they're not, they're not hard to remember. Um, I do agree that the recognition that we've done, I think, has taken us to another level. Uh, I think that the not just the recognition, but the employees are seeing the value and how they can tie back to the core value in any of them, you know, whatever, and they're getting celebrated for it. So I think it's, I think it's, I think it's awesome.

Speaker 1 19:42

Yeah, I think it.

Creating a Culture People Want to Join

Speaker 1 19:42

I think it says a lot to you know, some of the video projects that we're still working on. You know, like you're talking about Brady getting something out to potential candidates right, Like you're letting them know from the start, like, hey, before you even apply, yeah, this is who you're about to step into, this is what you're about to step into, and I think, especially in today's culture, that's important because, I mean, people knew, from the day that they stepped foot into your building to be on your team, like we honor God and it's, I mean, even before that was the number one culture. It's always been the number one, the number one core value, if that makes sense. Like that, it's always been there. So you knew what you were getting into, you know so, and I think that's important because it lets somebody know hey, we are a faith-based organization, we treat our work this way and we believe in honoring God in every step we do, whether that's with a customer, we're going to be honest, we're not trying to cut corners, we're not trying to make extra money. Like we're going. We believe doing it the right way, God will honor that and he'll honor our business, and so I think that's huge as well for any business owner that's listening, being upfront with that from the start. And it's here's the thing. Your core values are not a secret sauce, right? Like it's not to me. There's nothing to hide from it. It's not trying to keep like how we sell jobs or how we operate behind the scenes.

Speaker 1 21:06

I think your core values, it's something up front and center that people should be able to see and know hey, this is the company that we choose to be and these are what we value, not just for our team but for our customers as well. And I think that says a lot. I think that helps you. And it's going to find people. It's going to weed out that process, right, You're going to find people that are going to say you know what, that's what I want to be a part of.

Speaker 1 21:34

You're going to find people that are going to say you know what, that's what I want to be a part of and that's where I want to be at. And it's going to weed out those that are like ah, you know, and it's fine If you have somebody that's like you know, honoring God, it's not my, you know, it's not what I want to do, that's you know if that's what you want to do, that's fine. But it and then they're like, well, I don't want to do any of this. Like, hold on, this is from the start, this is who we are. So I think you're just talking about realignment and having those early signs. I think that's very important from the start, to share that with anyone, even if they're not on your team yet.

Speaker 3 22:07

Yeah, and Adam, I would add to that too. I mean, I know you guys see this, this is totally off topic what I'm going to talk about, but it relates back to what the Lord is doing, I think, in not just our country but in the world. I mean, you look at American Idol. I know you guys may or may not watch American Idol. This is the first season. I think they're in season like 24 or 25 or something. They're doing an Easter special Like a worship night. Right, it's a three-hour worship night, american Idol. When would you have ever seen that before?

Speaker 3 22:40

I think the younger generation to your point, what I was getting at they want to be a part of something like this. They want to find value. Brady I think it was Russell did a meeting with us last year at some point and he talked about the generation curve of the different age groups, the baby boomers and the Gen X and Gen Z, whatever and he said what we're hearing is these new people coming into the marketplace. They want to find a place to go to work that they can bring value to and that they can. They can. Honestly, they have something to look forward to. That's what they're wanting.

Speaker 3 23:19

They want to be trained, they want to be shown and I think if your company can come up with your core values to to be able to recruit those people that you want a part of your team, people will do what they. People will buy into your culture. That's the truth. It's with any sports team, it's with any business. They will buy into your culture and they also buy into vision, whatever the vision of your company is. So you take these core values, make them your own inside of your business and again, like we said earlier, reach out, send us a text. You heard some we read today. We'll be glad to get these to you. Just give us an email address, we'll get these to you. But this is important stuff, especially this new generation coming into the work field. Find a place that they can fit in.

Speaker 1 24:03

And that's something and it's completely different from an off topic, from core values, but that's something we're looking at right now, even with the church, we're trying to develop our marketing strategy for the church, and I know that sounds funny to say that I get what you're saying. Yeah, you kind of might Like yes, one of the things we're going through right now is getting to the point where we are going to do some online marketing, whether that's through pay-per-click ads, whether that's through social media ads. We're talking through that process right now. What it looks like. But what we're looking for is a strategy that people are looking for things and we're not trying to just market hey, church is near me or something we're trying to market.

Speaker 1 24:41

Are you do you have, is there things going on in your life that you're dealing with? Like, are you struggling as a parent? Are you struggling as a single parent? Are you working through these findings here? And that's the type of marketing that's bringing people to the church is that we're trying. We're not trying to just say, find a church. We're trying to say, hey, you have specific things in your life that you're dealing with, find that here. And it was just going to what you're talking about Culturally. People are looking for that, and it's not just what they're doing on the weekends. They're looking for that. What they're doing on the weekdays which is why they're nine to five or what you know, they're working their night job, whatever it is they're looking for somebody that they're not just experiencing it Sundays or over the weekend. They're experiencing it all the time, and so that's why some of those things are so important to have.

Speaker 3 25:30

Yeah, that's good, that's good stuff. Yeah Well, why some of those things?

Speaker 2 25:32

are so important to have. Yeah, that's good. That's good stuff. Yeah Well, adam, you want to. You want to bring it home for us.

Advice for Leaders with Failing Values

Speaker 1 25:35

Yeah, so all right. So just real quick. So I wrote down a question I have for you guys. So we've got, we've got some, we've got some business owners listening. You know this is a big episode for someone that's trying to create those values. So what I wrote down is this what would you say to a leader who's listening, who knows their value's not working? That's how I want to bring it home. I want y'all to tell us today they're right now, they're sitting listening, like, all right, our values are not working, our people are not buying into it. If they were to sit down in front of you for coffee and say, Benji Brady, they're not working, what do I do? How would you help that?

Speaker 3 26:13

you, brady. They're not working. What do I do? How would you help that? I'll start now, because Brady can probably bring this part home.

Speaker 3 26:17

I think that the hardest thing for an owner or a leader to do is admit that their values are not working. That's the hardest thing. I mean, brady and I have been in the same seat. It was very difficult for us to admit that our 22, he mentioned core values were just. We just thought they were something that was a part of our family, dna, whatever, and we had to come to the realization it's just not working. That's the hardest thing. The second thing is the second hardest thing is to sit down in front of someone else and let them know that it's not working and then, once you, once you're able to get that across the finish line, then the last thing, and then I'll let Brady take it from here.

Speaker 3 27:01

I think it's the hardest thing to re-implement those values, because it's it's easy to come up with them, but it's hard to like restart the process again, cause some people think am I going to fail If this doesn't work again? Is it not going to be the best? You know, whatever those things could be? So that's, that's what I'd like to point out to this is it's one hard to mention, hard to admit that you have your values. Don't work. Second, it's hard to sit in someone in front of someone else. And third, it's hard to restart it, but I can promise you leader out there listening If to restart it. But I can promise you leader out there listening if you can do that, what Brady's?

Speaker 1 27:35

going to talk about will work. Pride and humility is what it sounds like you're saying. That's exactly right, it's a huge part of being a business owner.

Speaker 2 27:40

It's hard to admit that you're wrong sometimes or all the time, yeah. So, yeah, what I would say, adam, is and I think we really saw this come to light but if your core values are not working, then you got to go back and look internally. You got to kind of unpeel the onion you know and see what's inside, but go back to the core and if your values are not driving behavior, they're just noise. Yeah, it's just noise that's hanging out there. So I think we've given you guys a lot to think about today or in the last episode and in this episode. But what the core values have to be if they're going to be effective is if they have to be a living, breathing document. It can't just be something that you talk about in a meeting or just put up on a wall. It's got to be a living, breathing document. And so you're having to live them, benji, and I have to live them first. Our people are not going to live them unless we live them. So I want to leave you guys with two quotes, and I have no idea who actually said these quotes, but I was like, wow, these are. These are really good.

Speaker 2 28:58

Tomb of the unknown brady. The tomb of the unknown one is culture is alive. It either grows or it decays, and you can't drift into excellence oh, that's good, that's good. You don't drift into excellence oh that's good, that's good. You don't drift into excellence, it's like on purpose. That's why relentless execution is one of ours, because you can't just meander into excellence. It's something that you have to do.

Speaker 2 29:24

And then, culture isn't built in a meeting. And listen, you guys know, I love a good meeting. Death by meeting. I love a good meeting. Death by meeting. I love a good meeting. Death by meeting. It's a good book, by the way, patrick Luciani.

Speaker 2 29:35

But culture isn't built in a meeting, it's built in moments, and so it's the moments that we live out every single day. And listen, one of the hardest things for a leader and we actually had this as a part of our. I don't think we put it in the new one, but it's just kind of one of those things. That's a master assumption, if you will. But as a leader, more is caught than taught. Yep, okay. So people are looking at us like okay, I want to see how these core values are living out. How are they living them out? And if they're not living them out, then why should I live them out? And that's tough, because it's hard, it's difficult, it's challenging to do that on a day to day basis, but you have to put that in and keep them in front of you and do your best to live those out on a day to day basis. It's not going to mean you're going to be perfect at it, but at least you're trying.

Speaker 3 30:28

That's good. No, that's good, and I want to tell you guys this too you're trying. So that's good, no, that's good. And I want to tell you guys this too. You know we we talk about. Obviously, number one is honor God.

Speaker 3 30:39

We want to let you listeners know that we have a prayer uh time once a month. It's 12 o'clock. Third Thursday of the month. We're going to be streaming this. Adam and I talked about it a few weeks ago. We're going to be streaming it once a month on our YouTube channel.

Closing Thoughts and Prayer Invitation

Speaker 3 30:50

Feel free to dial in if you have a request. I mean, we're in 87 countries or 88 countries across the world. Now, look, it doesn't matter. Dial in and we'll make the request anonymous. We'll pray over them. We'd love the opportunity to do that with you, and that's the whole reason behind HireUp. Again, you know you guys can connect with us on any social channels we have out there, but we hope these core values have kind of brought home. Maybe, maybe it sparked a moment in your life where you're like you know I need to re-energize this, as Brady and Adam were talking about, but we'd love the opportunity again to pray with you on that. Call. It's also on our LinkedIn. You'll see it on there as well, a higher up podcast. But you can connect with us, but look we. We just appreciate all of you listening in every single week. We appreciate the feedback that you give us, the ideas that you give us and, with that being said, go out and choose to live a higher up life. See you next time.