Good People, Cool Things
Good People, Cool Things

Episode 128 · 3 months ago

128: Ways to Grow Your Small Business with Jessi Burg

ABOUT THIS EPISODE

This may surprise you, but running a business is hard work. In fact, your to-do list probably just grew by about four tasks in the time it took to read this sentence.

With so much going on, it's easy to feel overwhelmed. Maybe your operations are in need of updates, or you want to grow your business but aren't sure where to start. Jessi Burg felt the same way, and she was discouraged by how little information there was out there to help small business owners.

So, she did something about it. Jessi is the founder of Outgrow Your Garage, which offers self-guided courses, tips, and resources for owners looking to grow their business. No matter the type of company, if you offer a service, you'll find plenty of value here.

Want to check out other episodes with more helpful content? Visit goodpeoplecoolthings.com

Good people cool things as a concast feature in conversations with entrepreneurs, writers, musicians and other creatives. Get inspired by their stories to do your own cool thing. And here's your host, Joey held. Welcome to good people, cool things. Today's guest is Jesse Burg, the founder of outgrow your garage, and Jesse had a small business realized, wait a MINUTEF, there's not that many helpful resources out there for small business owners. I'm being asked a lot of stuff and I'm like why, why is there nothing out here for it? So she went ahead and created outgrow your garage, which offers courses and resources and easily digestible formats, which is always a delightful thing to see for small business owners. So if you own your business or are aspiring to own a business and you're like I have no idea where to get started, or I don't know what to do about hiring people, I don't know anything about financials, I'll grow your garage has resources for all of those things in Nice animated videos, in transcripts, in audio, whatever your preference. You're getting all the goods, and that is some good things, just like the name of the show, kind of the twist, because it's good people and cool things. You know, if you'd like to get in touch with the show, you can reach out on facebook, twitter or instagram at GPC t podcast. Even better, head on over to good people, cool things dot com. Sign up for the newsletter which gets sent to your inbox and it has all kinds of goodies from resources, tips interviews. But share all of this wonderful content for you so you can make your business brand grow even better than it ever has. Some Nestle in, lean back enjoy this conversation with Jesse. To kick it off, can you give us your name, an elevator pitch and also the type of elevator that we're writing on? My name is Jeff Burke. UH, founder of alga garage. We do accessible business...

...development for people who don't have time or funding to do a lot of business development in the world because they're busy actually running their business. Uh. And let's see what kind of elevator. I always like those old bird cage elevators, like when you go into the old buildings in San Francisco from the early and you've got to close the cage and then close the other door and then the elevator moves up. I thought they were real fun, Nice Art Deco Elevator. I definitely want to talk about outgrow your garage, but you kind of got the idea for that after starting another business. So how did you get into business in the first place? Yeah, so I have spent my entire life working in trades, services, seasonal and seasonal businesses. I've worked at summer camps, I've worked in environmental education, I've worked in farming. My Dad was a mechanic, my mom worked in printing. My first job was loading the stitcher in a print shop at twelve, which, Um, fun fact, definitely violates child labor laws, but definitely luckily, child labor laws don't apply to family owned businesses. So no harm, no Voul UH. So, yeah, I've really spent my whole life working in these businesses that just don't fit neatly into what we think of his business. Right, they're not office based, they're not corporate. Um, in order to grow them you have to scale by hiring people, right. Um, even at a factory you still need people to run those machines. Right. So you have to hire more people who are able to run machines. Um, and when I started work years ago, computers running machines were not best common as they are now. Uh. But so eventually I wanted to savings account right I hit my thirties and I went you know, it would be neat savings accounts. That would be cool. And in the seasonal world at the time I was working and farming and landscaping, you really only make money by owning the business right. Otherwise you're changing jobs every year, you're looking for new jobs all the time. But the people who own the business get to save for that off season. They get to set the prices, they determine how much they can pull off the top. And so I wanted to start my own business. I wanted to be able to treat my seasonal staff better than I been treated at a lot of the jobs that I had and I wanted...

...to really do some good in the world of business. What I found was that sustainable landscaping was a lot of fun. I loved being my own boss, I really loved training staff, I really loved working with clients. I did not love how few resources there were for people building that kind of business. So I would show up to I'm from Colorado and we passed a really cool PTO law a couple of years ago. That said, everybody is entitled to Pto. Every company has to provide PTO for their employees, whether the part time, whether they're full time, whether the seasonal. Here's some funding and resources for employers to make that work. I showed up to every single learning session and said, but how will this apply to seasonal employees? What happens? It says, you know, you have to kick their PTO back in if they come back within a year. But what happens if part of your regular workflow is laying people off and then hiring them back two months later and they went? Well, there's not really enough seasonal employers in Colorado for us to worry about this. We're literally known for our the industry. Guys come on Um. So that type of experience. I kept having that kind of experience and I kept having that kind of experience and so what ended up happening is I had a lot of opinions publicly uh and people started asking me how I was running my business and how I was working around those issues and I was developing a reputation for being a good business owner. I had zero staff turnover in my landscaping company, which, if you know anything about seasonal businesses, turnover in seasonal businesses is a huge, huge issue and I just had none. Um. So I was starting to teach people about business. And then, Um, some of you may remember in uh, we have this big global pandemic that affected lots of things, uh, and in the right yeah, you know, we kind of remember these things and, uh, I always think we're gonna listen to these podcasts in like two years and be like, I've totally blocked that out of my head. What happened is the class of living in Denver skyrocketed, just astronomically skyrocketed, and at the...

...end of every single person on my staff was leaving the state because they literally could not afford to live in Colorado anymore the cost of living had gotten so bad. And I went well, that's a really clear sign to transition out of this business and into doing this other business out of your garage that's focused more on that advocacy. And how do you build a business that doesn't fit neatly into these other styles of business? So that was the path to how I got here, and now it's been about a year since I made the shift and I love it. I never thought I would really like running an online business, but as it turns out it's great. Again, we're going to talk about the pandemic a little bit. I think that's something that people have kind of looked into. More is like, Hey, you know, I'm stuck at home, but I would be interested in being my own boss and running a business and I think I'll mine, like the Fay, into online and digital. I think it's an appealing prospect for a lot of people. But having done both physical world versus an online business, what have you learned from, I guess, both of them that you can apply to the other, and has there been something that's that's kind of surprised you along the way? I mean there are a lot the same and then there are a lot different between the two styles. One of the things that I found a lot with the specific type of physical business Iran, which was landscaping, is there are all these things nobody ever talks about that goes running into a service based business. Right. So you have to pay for not just the amount of time that somebody is providing that service, but you have to pay for the gas to get there and the time it takes them to go to estimates and all the estimates that didn't turn out into actual sales, and the back end office people who never do anything billable but are absolutely vital to running the business because when you call a plumber, you expect somebody to infer the phone and say this is when the plumber is going to show up. Um, so you need somebody to do that, but that person does not ever come out and fix your plumbing. So they're straight deadweight in terms of finances. So you have to pay for all of those pieces that happened. And when we think about a service we don't think about all those back end things.

And when we talk about how to build a business we talk about overhead, but we don't talk about variable overhead. The cost of gas is skyrocketing right now, which affects all of your construction projects, it affects all of your house cleaners, that affects all of your roofers, it affects all of these different mobile businesses, that affects your food trucks, Um and so figuring out those pieces was huge in my personal business journey on the physical side, but then on the online side there were all these other pieces. I had to learn about that weren't in my scope of vision. I know more about back end tech solutions and a p I s and things about how different programs integrate with each other and how to evaluate that and look at that, which are things I never needed to know as a landscaper, but that now, because I have that experience as a landscaper, I can look at it and go this will work for somebody who's operating their business from their phone. This will work for somebody who's primarily working in an that doesn't have cell reception. This company has a solution for how do you take credit cards when most of your clients do not exist in a place with cell reception or you can't guarantee that? Right Colorado, we have lots of mountains, we have lousy sell service in a lot of places, and that's true a lot of rural areas too. And so how do you solve some of these issues? And knowing exactly what those are has been really beneficial in working in the online world. Um, the flip side to that is I can still work outside, so I have my nice patio table and Patio Chair and I can still go sit and work outside. So I can still get that hit. Is there a certain area that you found most business owners gravitate towards needing help with, or is it kind of the whole shebaying? Of So I think for a lot of people it is that whole Shebang. A lot of people who go into business they know a lot about the thing that they do and almost nothing about running a business, and so commonplaces a struggle that everybody knows about are like finances. Everybody knows you don't know anything about taxes and finances and you should hire...

...a professional about but a lot of people don't think about that staff piece of you have to at some point delegate a part of your business to another person, and that delegation piece, I think, is the most stressful for a lot of business owners, partly because we're not really trained in how to do it well. We really exist within this culture where you're supposed to be good at everything, even though everybody knows you're not. Um So figure out what you're good at and what you're not, particularly when you have more time than money. But also figuring out that piece of how do I just let this go? You have to decide that you're going to hand it to somebody else and however they do it, it's still gonna get done and it's gonna be okay even if it's not how you would do it, and I think that's the least talked about, in single most stressful part for anybody who's just starting to grow a business or anybody who's a first time manager. It's kind of all in that same ballpark of but how do I let somebody else do it and trust that they're going to do it right? And how do they write it down? Write down how you do it. This is this is the huge thing that I think a lot of people miss if they go, uh, why can't I do right? Why can't this person do this? How do I do this? How did I do this last name? Write down your processes and procedures, even if it's just you and your business. Write down what you're doing and how you're doing it. Twofold one so if you don't do it that often, you remember how you did it the last time so you don't have to spend that time figuring it out. But also because then when you do want to hire somebody, whether that's a virtual assistant, whether that's an actual staff office person, whether that's a person to draffic trucks, whatever that first hire is. Usually it's either someone who's going to bring in billable hours and work for producing money producing tasks, or it's going to be somebody to help answer the phone. That's almost always one of those two is what gets brought in. And so if you have those processes and procedures written down, then you skip that entire thing that's happened to every single person on the first day where you go hi, welcome to your first day,...

...and they go what do I do now? And they go uh, here's some paperwork. My lawdy says you have to fill it out. Like awesome, great, that's not an onboarding process. So have all that stuff together. So then you just say, Oh, yeah, I need you to do this today. Here's the process for it. Let me know if you have pressed them, and that makes your whole process easier. Yeah, I think I can't remember what the stat was that I just read. That was something of like a bad onboarding process is the reason why some absurd high, not like close to like half of workers leave a company is because they had a bad onboarding experience. And it's just like it really is baffling to hear some of the the Tl like, I don't think I've ever worked in a company that was like truly horrible about it, but I have heard stories from people where I'm just like, Oh, yeah, that's I would. I would also have a terrible taste in my bath after that. Well, and what of the things? That happens mostly in bigger companies, but that is easier to let happen in some smaller companies, particularly startups, where you're working with a recruiter. Is the person doing the hiring and the person who was managing that new hire don't agree on what the job description is. So the hiring person hires for x job and then the person shows up and they're really doing wide job, and that is that leads a bad taste in a lot of people's mouths and I personally have left jobs for that reason, where I'm like, you hired me to do this and then all these things that you didn't hire me to do are now what you're expecting me to do. That's not the job I send up for. So haven't I say I'm done here? Um, and I think a lot of people do that, and I have looked at Um I have looked at large companies and gone the number one key to staff retention is make sure you're on site manager and your field manager agree with the hiring manager about what the job you're hiring for is. And it was a whole lot of like Oh, we better write that down, that's a great idea, and I'm like that should not be like the key thing you're taking away here. That should be like the starting point we're all...

...working from is everybody agree on the job description. But that's the thing people were taking away, and so I think it's important to remember what the job description actually is when you hire, because that's what the person signed up for. Yeah, we don't want any any crazy surprises for no one like that. I'll grow. Your garage has courses and workshops for business owners and I think I like to say that the I really don't like to say this, but I'm gonna say it, like I said this often, that that since the pandemic started, there's definitely been an influx of online courses because you know there's something you can record from from home. You don't crazy amounts of people coming to like a live event or anything like that, and I think generally people like doing things that they can do from home. They don't have to they don't have to go anywhere for a course. So the issue with that is that the sheer volume of it, you're going to get a lot of done. And you know, I've I've attended webinars or sign up for courses where I was like kind of, kind of similar to a job listing like that, where it's like this wasn't exactly how you advertised it. Maybe you touched on it a little bit, but not not anything like that. So kind of a two part question for you. What format do you kind of have your courses in in a way that is engaging for people, and how do you continue to develop content that's actually helpful for people and not just like smoke in mirrors? Yeah, Um, so, as background here, I spent about a decade of my life teaching middle schoolers ecology outside and these were like Tony Middle schoolers who were coming into the back country and going, Oh man, I've never seen this many trees before. Right. A lot of people have that experience. You hit six or seventh grade, your school takes all the fifth grade or sixth grade or seventh graders whatever out for a week and you spend three or five days at some outdoor education school and you do ecology and you play around outside and you learned about science. So I taught...

...in that world for a long time and I assume that everybody who runs a business has about the same level of attention span as those middle schoolers who are easily distracted by every bird that flew by, and I think that's a really key thing when you're thinking about how to teach to adults, particularly in this online world where we spend a lot of time on our phones, we spend a lot of time on the computer. Um, we just spend a lot of time kind of staring at screens. Even if you're not inclined to it, you still end up doing it, um. And so all of our courses, they are online, um, but they're broken down into these little modules, so there's not a single video that's more than ten minutes. They are also close captioned or not close captioned. They are animated, so they have some movement and stuff happening. They're also available as audiophiles and transcripts. So it doesn't really matter how you learn. If you want to listen to the courses, in little five or ten minute pieces. While you're cooking dinner, great, it's functions like a podcast. If you want to read it while you're feeding your kids dinner, great, there's a transcript for that. If you want to watch the video while you are your spouse is sleeping and you are laying in bed and you're still awake because your brain won't turn off because you have thirty seven things going on in the business and so you can't sleep yet. Great, you can watch them that without sound. So it's really set up for whatever your learning style is, wherever that time is. Um. That's one piece of it, and then the other one is everything has activities with it. So you'll watch your little ten minute content video. And then we have these three sample businesses. There are a landscaper, a moving company and a house painting company, and each of those three businesses operates on a different level of technological utilization, let's say. So one of them is what's a technology? I use none of it. I take cash, I take check, I talk to people on text message, sometimes facebook, messenger. Um, all the way to we do everything electronically. Um. And so we really look at how do you implement these ideas, whatever that idea is, to your business and how does the business that is like yours...

...do that? And then there's an actual activity that says, okay, here's the content, here's a list of questions for you about Your Business. This is how you apply the content, and so it really sets up that that idea example application, and you go through that process four or five times and a given course, depending on what that course is on, for whatever the topics is. So the hiring course goes from how do I hire when I don't know what I need? What even the list of tasks and things that happen to my business, all the way through how much does it cost to hire? How do I write a jobscription? Where do I post it? You know? So you have all these pieces. So you end up with an action plan about that topic at the end and you never had to spend more than ten or fifteen minutes at a time doing it. And then the other piece to answer that question about I don't want to buy something if I don't know what it is. Great we make the interest to all of our courses free, so you can go into any course and you watch the little introductory video and then part of that introductory dio has a summary of every single individual module. So it says this is what you're gonna do and this is what it's about and this is the activity, and so you have a really clear idea of what it's going to be. So if you're really interested in staff training and onboarding and you look at our hiring course and you see it's mostly about what do I need and how to write a job description, you're going to look at that and go, oh, that's not what I need. I probably need this other course over here that's called staff training and onboarding. Um. So you know. So they're really clear in terms of that. I never want somebody to purchase something and I be like, Nope, that wasn't what I expected. Um. I want them to know exactly what they're getting. Um. And then we also do coworking sessions, we call them. Sometimes we call them coworking, sometimes we call them Outgra your grash office hours, Um, and those happen twice a week and those are free. So people can always drop in and ask questions about our courses. And so hey, here's my business, here's how it is. Do you have a course that needs my needs? And we can say yes, we do, or no, we don't, but here's the release date for that. or No, but that's a great idea and we'll add it to the list...

...and so we're really on top of that and so that information is all on our website too. What's one of the most unusual questions you've gotten in an office hour that day? Unusual. Um, not unusual, I would say, but earlier today we were talking about grants and how to find a grant for your small business to generate some of that startup capital, because as small business owners, a lot of us don't have rich uncles to conveniently come in and give us start up funding. UH, some of US do, but a lot of us don't, and so figuring out how to do that early stage funding, Um, was a big one. So that's one. Grants wasn't a common question, Um, and sometimes there are and sometimes there aren't. That was one, but then another one, um was about like how do use Tiktok, and somebody asked me the other day about like well, how do you use Tiktok? And I hear it's owned by the Chinese government and can I safely use TIKTOK for my business? And I was like I don't know enough about Tiktok to answer that question. Do as your client base used Tiktok and that's that's your first question. But I don't know anything about like the technological and digital safety of Your Business on Tiktok. I just know that a lot of people use it and if that's where your clients are, then you can you can try that. I think the Chinese government like Rumor Myth, I think has largely been debunked, but that was good enough to scare me off of Tiktok back in the early day. I was like thinking of downloading it and then I read about that and it's just kind of like, I don't know. And then people will send me Tiktok videos and most of the time I'm kind of like I eno if I wanted to to watch that, like I feel like I just wasted a few minutes of of life. But then I've also had several people tell me I would thrive on Tiktok. They're like, I've seen what you post on instagram once a month. You probably do pretty well on Tiktok, and I was like I really don't want to start another thing right that's how that's kind of how I feel about Tiktok, like I'm a little bit like, Oh, the kids these days use the TIKTOK's Um. I couldn't remember what it was called earlier and I...

...called it a tic TAC and I was like that's not right, but that's funny. It's pretty good. I'm just going to call it that. Candy App you know, the tic tacs and like that are really drive my seventeen year old niece and nuts. Nothing drives kids angry than miss miss quoting actual products exactly the greatest. It's the great on a candy related top, this is very off base, but the the last time I took a flight I saw someone playing candy crush and I was very like that it's apparently it's still a pretty big brig market. I thought it really dissipated back and it's heyday of whenever that it might have even been earlier than that, because I feel like it might. I started the landscaping business in and I feel like it might have been done before that. Or maybe that was when I ran out of time to play computer games, because I started a business and that was all I did for many years. Another question I always like to ask is a question you wish you were asked more frequently. I say because it's less work for me because you're providing the questions, which is always good. But how can service based businesses meet the needs of employees who want flexible schedules and remote work options? Yeah, so this is a question that comes up all the time, right where somebody says, okay, people really want to work for smaller companies or they really want to try working outside, or they really want to work for a trades and service because they want to work with their hands, but they also want to be able to work remotely and they want to be able to have these flexible schedules. Um, and I think it's really two different questions that are being asked there right. So one is how do I let people work remotely? And the answer is, Um, your admin people can you know? There's not necessarily any reason your admin people can't work from home. Um, maybe you have coworking, a coworking space that they can come and work in if they need, you know, something that's not their house. Plenty of people have kids and pets and spouses and construction...

...and apartments and all kinds of reasons. They have no desire in life to actually work from home, but maybe they want to go work in a car working space and that could be a lot less expensive than having an actual office space. So these creative solutions around remote work. Of does everybody in your office actually need to come in? Can Your warehouse staff do database or emailing or data entry or whatever from home? If you have an all staff meeting? Can you do that virtually right or and sometimes that makes more sense? Where we used to have our landscaping meetings, we would do our all staff meeting every other Monday at seven o'clock in the morning, and we always did it virtually because it seemed dumb for somebody to drive all the way to the to the warehouse where we kept our stuff from one side of town and then go all the way back to that side side of town to go to the job site. So we don't want to make people do about driving if we don't have to. In terms of those flexible schedules, you have this idea that everybody has to be working on the same schedule, but that's really not true. So you can have somebody who starts at five am and works till one and then somebody else who starts at noon and works till seven and they can kind of shift that schedule a little bit to go okay, that will work and you actually get more hours of work done in a day, but you're offsetting your schedule. And so you can look at solutions like that. You can look at Um do you want to have some carve out spaces for timing that for people to drop off kids and childcare? That's almost always why people want those flexible schedules, as they want to be able to handle childcare. And so with that childcare option, what is the school time that your people need? Talk to your staff, find out what they need. And if you ask your staff and say hey, what do you need, I would really like to be able to offer this. I don't know how.

Betcha they'll have some good ideas because they've spent a lot more time thinking about that that than you have. And that, I think, is the thing we miss a lot as we think we as business owners, we as bosses, we as managers, we as leaders, need to have all the answers. But if your staff have a problem, your staff probably also has an idea of how to fix it. That's how a lot of the best ideas are born anyway, right where it's you see an issue and you're like, wait a minute, this could be this could be better. Yeah, well, and like in one of my favorite things I have ever done at a company, Um that I instituted with the landscaping company, is in October of every year, we sat down, uh, sometimes virtually, sometimes in person, it kind of depended on scheduling Um, and we did a seasonal airing of the grievances. And that's exactly what it was. We wrote down every single problem that anybody could think of and everything they wanted to change, and there was no trying to solve it, there was no judgment, there was no anything, and I facilitated it and I did not contribute at all. Specifically to preclude the idea that I'm going to talk anybody out of anything. All I did was scribe and write it down, and that gave me a state of a state of the Union of my company. I knew exactly what people were dissatisfied with that I wanted to work on for next year. Everybody felt like their voices were heard, so nobody was sitting on anything and grumbling about it and going brod our brother, there's this problem and Jesse's not addressing it right. So they always had this. So you had this open line of communication and that really contributed to that staff retention piece. I kept my leadership staff year over year, and that's also pretty uncommon for staff that you're laying off all the time. was there something in the airing of grievances that totally took you off guard? You were like, I was not expecting that at all. Now it's super often. I can't think of any instances across the top of my head, but like usually, like I talked to my stuff a lot and I was on job sites fairly often, so I usually knew what the problems were, or I was sometimes I knew I was the cause of them. I definitely UH tried not to be the manager to my...

...staff was always really competent. So I tried not to be the manager who gets in their staff's way too much Um. But sometimes I have pretty wicked a D H d. So I definitely sometimes think that I have told my staff something and I did not in fact actually say it out loud to them and it turns out that thinking I said it and actually saying it are two different pieces, and my staff did not always appreciate if it stayed in my head. So sometimes I would come up they be like, we need you to be better at the communication Um, and so new people were always like really hesitant to say that, and my staff who have been with me for a long time will be like, Jesse, stopping dumb, use your words. I'd be like, thank you, I will work on that. I have just encountered something similar where a person just thought they had said something. I think it's good. That's a good skill to always be honing on. Really it's saying words. It's real. I hear people like it. Uh, you know, we can all be better at it. All right. Well, Jess, you're almost off the hook here. We're going to take a little bit of a skirt left turn here for your top three, which is your top three bands to see live. Oh Man, so I really love live music and I really love live music. That's a proper experience. And so, for context, I grew up in the Ska punk resurgence of the late nineties and early aut so all of my early concert experience were like full of horns and bopping around, and that is what I think a good concert is. And so bands that I really love live are currently touring. Bands I really love live Um our mustard plug. Um puts on a great show as a newer SCO punk band. Sometimes they tour with real big fish, which I have seen broad big fish a pile of times and I love it every time. Um. Other bands I really like live is sturgill Simpson, puts on a spectacular, spectacular live experience. And then my favorite surprising...

...band that I like live is the Decembrists, who I did not like until I went to their first show. Somebody invited it to me back when I was living in Philly a million years ago, and they said, Hey, I have the sex for ticket. Do you want to go see this band? And I was like yeah, their albums okay, but I'm not doing anything and I guess so, but they're awesome live and so that was a really big surprise. Um. So yeah, so those are kind of my my tap ones. Are Once I can bop around to. Are Always. I like bopping. I love a good Bob. You might appreciate this as well. In College I took a Um public speaking course. That was a required, required course. We had to taken one of the speeches. We had to give us a persuasive speech of some kind, and mine was why you should go see real big fish and concert, because I had recently seen them and it was like, Oh, this is really good. And everyone else in the class that was there would like take notes and give you kind of like an overview of how you did. And the girl in the class you was like the smartest by far and just like very good at everything she did, said I'm convinced. Where can I buy tickets? And I said, boom, that's a good persuasive speech, right. Yeah, and they are great live. I recommend everybody go and see them because they're so much fun. Yes, second it, second it right there. Well, Jesse, if people want to learn more about you, about I'll grow your garage, see some of these videos in action. Where can I find you? So the easiest way, of course, is our website, which is www dot outgrow your garage dot com. Um, we're also on facebook and we're on Linkedin. I personally am on Linkedin. I'm fake on facebook. I'm sort of there, but mostly I just promote my own stuff on facebook, but my linkedin has actual content. Uh, and yeah, those are the main ways. If you sign up for our mailing list, you get fun and exciting emails every Monday that are just the next four coworking slash office hours,...

...our most recent block entry and then usually one other thing. They are specifically designed to be skimmable in less than fifteen seconds and they only come on Monday's. Love a good skimmable. That's one of the promises I make with with the newsletter for this podcast as well. I'm like, we're not going to give you three thousand emails every day. I give you one every Monday. You can skim it, it's easy, PC. I love it. Well, Jessie, thank you so much for checking the time to chat. This was fantastic and excited to check out. I poked around a little bit, but excited to check out some more videos. Yeah, absolutely, thanks for having me. I'm excited to have found somebody I can talk a little punk rock with a good plan. And you, when you reached out, you dropped some jokes. So you know that we have to end with a Corny joke, as we always do, and you're welcome to share one of yours as well, but I've got one. If so, you don't have to be put on the spot for for Corny joking this here. Um, so my favorite joke. We can swap corny jokes, but my actual favorite joke, uh, is what's red and smells like blue paint? Red Paint. Love it and that that is my what's your now? I want to hear one. You have to tell one back now. Well, that's what I tried to make it business themed as well. Why was the hot air balloon business doing so poorly? Why? I just couldn't take off good after it. Good people cool things is produced in Austin, Texas. If you're a fan of this episode, go ahead and hit that follow button. That helps more people here the show. You can send me a message, Joey, at good people cool things dot com. Thank you to all of the guests who have been on good people cool things and check out all the old episodes via good people cool things dot com. As always, thank you for listening and have a wonderful day.

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