What's going on, infinite fam? Welcome back to another video. If you guys are new to the channel, make sure you guys hit that subscribe button, turn on your post notification bell, leave a positive comment down below for a chance to get a what? For a chance to get a shout out in the next video. That is right, so babe, what are we doing today? Let them know. Today we are going to be testing the 10 hottest kisses ever, okay? So I'm basically going to be kissing Isaiah and he's going to be rating these kisses and letting me know on a scale of one to 10 how hot or how sexy these kisses are to him. I'm nervous. Why are you nervous? Can I be honest with you? What? I haven't had my first kiss yet.  So wait, there's 10 kisses and I'm rating each one of them? Now this is based on how sexy they are, you said, right? Right. Okay, so, all right man, let's get into it. I'm ready, I'm excited for this. This is going to be good. Just an FYI, I haven't seen the list either. So we're both seeing the list at the same time. This is going to be interesting. I think I'm going to like this video a lot. Let's get into it, guys. All right, what is number one? Let's see it. So number one is pretty simple. It's just a kiss on the cheek. That's it? Yeah. All right, well lay it on me. Oh yeah. Oh, you just, okay. Oh. Okay. A kiss on the cheek. I give it a 10. I like your kisses on the cheeks. I give it a 10. Yeah, I feel like kisses on the cheeks are really cute. Like this is just like. It was a solid smooch. All right. I feel like I really can't rate that but I'm going to give it a 10. Okay, cool. Number two. A kiss on the forehead. Okay, that's more cute rather than sexy. But all right. I love you. See, I'm going to give you a 10. All right, see, now you just got a nine. Oh, what? You got a nine for saying that with a cringy voice. I was going to give you a 10 because you put in the effort and you grabbed my chin and all that. I like that. I'm going to give you a nine for saying you give me a cringy voice. I'm sorry. Wow, I literally was just like, I love you. See, that sounds cringy. Wow. I'm going to say it like that. That's a nine, baby. This is why I don't say stuff to you. That's a nine. I'm sorry.  That's so disrespectful. I'm being honest. I like your forehead kisses to me. Okay, and I gave you one, not this one. I gave you one right now. Okay. Zero. Anyway, next one. Next one is a kiss on the hand. I think that's so weird. How is this sexy? Like, I understand it's sexy to like a girl. Maybe if a guy comes up to you and says, get the smooch in, get the smooch in, these paws ain't gonna kiss themselves. There you go. That's right. Nice and supple. Okay, supple. So sometimes I question the things I say on this. Yeah, me too. So how do you rate that one? How do you rate that one? What am I supposed to do? A 10, babe, a 10. You did a good job kissing my hand. I don't know how. I'm not supposed to rate that. So it's a 10. All right, does this get juicier as the list goes on? Can you like take a sneak peek? I don't know. Does it get juicier?  All right, it gets weird. The next one is weird. It gets weird. All right, lay it on me. Weird is sometimes good, let's say. Okay, let me see. So it's a kiss on the eyes. This is a kiss that usually the husband does to his wife. What? It really makes such a beautiful feeling to the girl, especially. Can you guys comment down below?  Can you guys comment down below if this is true? Is this like different countries type of thing? Is this what you guys do in different countries? I don't know. I have no idea, but I definitely don't find it cute. Cause I know in Europe they kiss a lot on the cheek and stuff like that. A lot of Spanish people do that here in the United States too, but I don't, kissing on the eye, that's just different. Yeah, I don't know. All right, what? Go ahead. Oh, you're doing both? Yeah. All right, I'm not gonna lie. I don't like that. You don't like that one? It tickles my eyelashes. I'm gonna give that a seven. You're so dramatic. It itches now. How? Maybe itches my chapstick. You have chapstick on you put it on my eyes and I have chapped eyes. Yeah. Oh, this next one I have to get a little something for. So we're gonna have to... What? We're gonna have to pause this and come back. I'm scared. I'll be right back. I'm scared. All right guys, so we're back. I already know what it is. Yeah. So she clearly put some colored lip gloss on and what is this?  Like what is this? This is a leave of mark kiss. Oh God.  You have to leave it for the rest of the video.  Yes. That's how it is. I gotta leave it for the whole...  Aw, you'll get over it. All right, go ahead. Do it, do it. All right, ready? Where are you doing it? My cheek. On my cheek. It has to be on my cheek? Yes. Does it? Yeah. You can't go for the neck? No. Where's the fun? Come here. Lay it on me. Go ahead. Be aggressive. I like it. Do you guys can see it or not? I can't see it. Show them. Go closer, show them. I can't. Oh God, you really left a mark on your face. That was your foot. That was a couch. That was a couch. Oh, I prepared for something like this. So fun fact. I feel like I was going to need a wipey this Christmas. I knew there was going to be something with lipstick or something. No. I can't wipe it all. No. That's cheating. You have to leave it on the whole video. It's not even cheating. It's being hygienic. Hygienic. It's being clean. Nope, you have to not. All right, whatever. Fun fact though, I always wear this lipstick and I say it's like, you have lip gloss. When I go like this, I can feel like the stickiness like stretching. Did I just touch it? No, you didn't. I didn't, okay. All right, anyway, next one. All right, here's the next one. Smells good. The lingering kiss. Lingering. Yeah, so I have to just kiss you for a long time. And then? And then it's like, I want to give kisses. Can you wipe some of that off? Really? Babe, you know I don't like lip gloss. You are. This is nothing new. This isn't something I just did right now. You know I don't like kissing you if you have a ton amount of lip gloss on. Barely have anything on. Because then it looks like I'm wearing lip gloss and I don't roll like that. Oh my goodness. All right, what is this called? Lingering kiss?  Yeah. All right. I like this off here. Give it to me.  All right, well, give it to me. I have hair. That's not my problem. It's gonna be in a second. Give me it. It's still got a little bit of a little bit. It tastes good. It does taste good, right? Oh, now you're gonna complain? That's so sticky though. It's not sticky actually. I mean, it's sticky to me. It's not. It's a nice lip oil. Yeah, whatever. That's literally what it is. Wait, what was that? Number five? That was five or six. I don't even remember the count. I just know that that's what it's called. A lingering kiss. So how would you rate that? What is that? Papaya? No. Is it? I don't know. All right, moving on. That was a ton. I like that. Of course it is. I like it. So the next one is a seductive kiss. Ooh. Should I take off my shirt? Wait, it says... What? No, weirdo. It says we have to get very close to each other's face and bite an open mouth much like a french kiss. Bite? Okay. So you gotta bite my lip? I guess so. Are you ready? No. It's not that clear.  All right, let's go.  I'm gonna face this way so they can see it.  That's all I'm doing. That was a little nibble. Let's come for him again. Oh, you put it on me again? Oh, I forgot that was there. Oh my goodness. Guys, he is like all over the place right now. All right, man, whatever. All right, I'm gonna give that one a 10 just cause it was really funny. Oh my gosh, it wasn't supposed to be funny. Nah, it was nice too though. All right, anyway. Next one is the ear lobe kiss.  I don't know. You ain't swallowing my earring.   Let's do it. It's a kiss, not a freaking bite. Oh, all right, we'll go ahead anyway. That gave me the chose. That gave me the chose. Wow, I'm gonna wipe this cause if you have lip gloss on, I don't want it on my ear. But okay, that was a BMS. That's called a broke my skill. It's higher than 10. That felt, wow. That was superb. That one tickled and gave me the chose and it was everything that it needed to be in. That was great. All right, we're not gonna keep talking about it cause then other things will happen. Yeah, moving on, next one. All right, so the next one is a French kiss. Ooh. Can you define a French kiss again? So it says a French kiss is when it's a deep kiss with two people that's done with passion. That's all. Oh, okay. So we really just have to act passionate. I should dim the lights. No, we don't gotta do all of that. Well, give me some smooches. It's me doing it on you. All right, well, I still wanna hold you. Okay. All right, that's it, it's kids watching. That's it, that's it, that's it. I want to keep going and you know, I'd love to, but. So how would you rate that one? That's the 10, baby. That's the 10, that's your favorite? No, no, no, the year one, that. That one's your favorite? Yeah, that one tickled my fancy. Okay. Whatever that means, but that was good. All right, and here's the last one. What the? What did I just see? So the last one is a lizard kiss. What the heck? I'm pretty sure you guys can understand what might come next. Ew, it says. Lizard kiss. Two couples make in and out with their lips and feel the taste deep inside. What? I just said there was kids watching and now we have to do something even more weird. All right, ready? I'm starting to feel uneasy about this. I don't even know what I'm supposed to do. What am I supposed to do? It's supposed to be like. That's what we have to do. Regular kiss, give me a regular kiss. I felt so weird. That did feel weird. Bro, that was, that was. Negative. Yeah, not because it's you, but just the feeling. That's just weird. Yeah, that's just a weird kiss. I don't know, I know that there's people out there who do that, but that's just like really, really weird. You guys got some weird kinks. Weird kinks is what you guys have. Well, that was the last one. That was the last one, guys. I can wipe this off now? Yes, go ahead, wipe it off. He is so extra. Come down below if you think he's extra when it comes to lip gloss. They always say I'm extra and that's okay. No, it's okay. Some people like when I'm extra. I like this, we should do a part two since I don't know. No, definitely not. With different kisses. Oh, with different kisses? Well, the only kisses that they have. Nah, there's gotta be more sexy, kiss-lesses out there or something like that. Probably. But anyway, if you guys enjoyed today's video and you guys wanna see maybe a part two if we can find different kisses, let us know down below. Smash that thumbs up button. Time for today's post notification shout-out. Today's post notification shout-out goes out to Samuel Penn. Shout-out to you. Thank you so much for your love and support. If you guys wanna post notification shout-out, all you guys gotta do is... Like, comment, share, and subscribe until your post notification bells are on so you know if I win whenever we post a new video. And with all that being said, we'll see you guys in the next video. You think I can hit the lens? Let's try. Ooh, I hit the top. Fail, fail. Man, whatever.


On October 28th, 2020, Six Flags held its quarter three earnings call and the company dropped quite the bombshell. We are eliminating 15 underperforming rides this year, reducing maintenance costs and freeing up significant CapEx resources, according to Mike Spanos, president and CEO. This will basically allow the company to continue adding new rides to each park every single year according to the company. What I want to talk about is not which rides I think will be removed. I will say though that I don't necessarily believe each of the 15 parks will be removing a ride. I think we could see certain parks letting go of two or maybe even three rides. It is also mentioned that certain rides will be removed altogether while some may be refurbished and others yet being redeployed to other parks. What I will be doing is addressing the reasoning why they've carried this out and why it may be essential for the continued success of the company and for other operators moving into the coming years. 2020 has been an incredibly difficult year to say the least for everyone and the amusement park industry has felt the effects for sure and undoubtedly will continue to feel the effects for many years to come. As sad as it will be to see some of these rides going as there will surely be some classic rides lost, I believe this decision is in the best interest if we as enthusiasts want these parks to continue to succeed. In my opinion I think we will see many old rides that are known to be costly to keep operating, bite the dust.  In fact this has already been happening quite frequently over the last few years at many parks across the world. In order for not just six flags, but many parks and especially small ones to continue to operate well into the future across the world, we are going to see drastic cost cutting measures such as this one being executed around the globe. In the case of six flags I'm willing to bet that many of the 15 rides they end up axing are rides they have already been thinking about removing for some time now due to various factors such as age and maintenance costs as well as loss of ridership. And this can be applied for the rest of the industry. Just look at other recent news in regards to a devastating number of classic rare rides being removed. How many parks will be willing to keep such rides operational for years to come when we are in an ongoing worldwide pandemic that has forced individual parks and chains to take massive blows to their revenue, with large numbers of staff being laid off as well? Not only do these classics need to be maintained, which in many cases costs a lot of money, but of course these rides need to be staffed as well. In certain cases a ride will require several operators at minimum to be able to open. So when we see parks making the difficult decision to close multiple beloved rides that shape their identity, you can start to see what they may be thinking in terms of being able to disperse staff throughout the parks in order to be as cost effective as possible. I do want to be very clear about something here though. When it comes to the closure of classic rides, sometimes extremely rare or a one of a kind ride in the world, I am very devastated about losing such classics. And the most clear example here is Kennywood, which just announced the closure of four classic rides being removed before the 2021 season. So last rides, Baron Curve, Paratrooper, Volcano, and Kangaroo, which is the only one of its kind in the world. They're all biting the dust. These are great historic rides that have really helped to shape the identity of a park like Kennywood, even though I don't necessarily agree with their decision to close all of these at once. At the end of the day an amusement park is a business and they need to make money in order to continue to operate. Even if I do believe that the park will suffer tremendously in the coming years due to such a mass exodus of classic rides in one swipe. That is a whole other tangent I could go into though. I'm not really sure how to wrap this up, as I'm not exactly sure which rides Six Flags may choose to retire and which ones may be sent to another park or refurbished, even if some rides are very evident contenders for the chopping block. I do know that due to the events that have transpired this year, the coming five years in the amusement industry will be astronomically jeopardized. Hopefully after that things will begin to pick back up a bit, whether or not we see the boom of the past decade for the industry return. I think that's about all I have to say regarding those recent announcements of numerous ride removals. As usual, be sure to let me know what you think about all of this and how you see it shaping the amusement park industry in the future. Thanks so much for watching, this is CoasterDaddy, bye.


Miss Teen USA 2016 supposed to take a step in the direction of feminism and equal rights as the contest ditched swimsuits for athletic wear this year, but in the wee hours following the event that crowned Miss Texas Carly Hey, the 18 year old high school senior took to Twitter to do damage control on on her Twitter. Apparently, she was discovered to have repeatedly used racial slurs on Twitter, including the inward and people began to take screenshots of it and call her out on it, according to the Houston Chronicle. Whatever social and business experts, Jason Troy is joining us now to talk about this. What happens in a situation like this? Jason, what's the best way to handle it? Well, I think she tried to do a pretty good job by reaching out and, you know, getting to Twitter and, you know, talking about, you know, that it doesn't represent her and she's going to take steps to represent the pageant better. And so, you know, I think at that moment in time, that's a pretty much the only thing you can do. Should this have disqualified her from the pageant and should maybe pageant officials have known about this before crowning her? I mean, I think it's probably a pretty good idea to start checking people's social media accounts and seeing who's going in because that's creating a lot of problems. I think now it's a little challenging, you know, because I think of her age to kick her out and not allow her to do that. But I do think that it's going to be important to see what she does now moving forward, right? Because there's obviously something going on that's making her create those posts, right? And also to think that creating posts like that, you know, doesn't matter and that people aren't going to see them, right? She knew she was going in this pageant, which also to me is rather interesting that she wouldn't check our social media accounts and get rid of anything. Right. Because after seeing the scrutiny that all the rest of these people have been under right in these pages.  I mean, you need to be thinking about getting better people around you advising you at that point.  Either. Is it possible, Jason, to use the the N word and language like that and not be racist? Not if you aren't an African American. So, I mean, and, you know, you can debate whether anyone should be using it or not, but someone who is not that race and ethnicity can be using that. I mean, that's something that's going to cause you a lot of problems. And there's no real way to get out of that and have that conversation. Yeah. Yeah. Jason Troy is an executive coach, author of the book Social Wealth and his website is beextraordinary.com. What happened? Shaggy, you were mentioning the story of Laramie Tunsel. The NFL rookie who was in the draft and just before the draft started a video on his Twitter account of him taking rips off a bong using a gas mask. It was, it seems very similar except this one very clearly a hack. I don't know how this beauty pageant contestant, if she tried to play the hacked card or not. But it just reminds, it just, it seemed very similar in that how tightly monitored the social media accounts can be and how it can affect things just minutes before you're actually going to go out there and accomplish one of the biggest goals of your life.  So it's not something like that one came up right before, which definitely is a problem.  So, you know, when people are doing that a few times, I think that does start to call on a question. Is this repeated behavior that you actually believe or not? I mean, because of her age and what has happened, you know, some of that could be debatable, but I definitely think she needs to take steps to convince people that's not part of her persona and belief system, especially, you know, carrying a crown and an organization like that because people won't be very happy if she doesn't really take some actions behind her words. Yeah, she'll have to, she'll have to do something to show that she is not racist. Even if it doesn't mean giving up the crown, at some point you'll have to attend some sort of seminar, give some sort of speech to a public service announcement on Snapchat, something like that. Jason, we also wanted to talk to you about something that I'm sure Shaggy and Dan are going to laugh at me for even asking, but there was a letter in Inc.com from a reader who writes that they're in a nine to five job, but the company has recently hired somebody to be his new boss. Now emailing him on weekends and expect him to reply immediately. I get work email on my own personal cell phone, which I pay the bill for, but can I really be expected to respond to work issues on the weekend that can honestly wait until Monday? My answer, of course, this is me is, well, yeah, if I didn't want an answer, I wouldn't have emailed you right now. Yeah, but I think the challenge is that the dangerous precedent is set up to have people consistently attached to their phones and email. It does start to wear down people when there's this fear that if they don't check it, something bad's going to happen and there's some repercussions to that. I mean, you know, I think as managing people, you've got to set boundaries, you know, for them and in communicating with them because most of the stuff is really is not that necessary. I'm sure there are things that come up that are, but not that many are urgent critical that if they don't get to it by Monday morning, there's going to be some significant hit to the business. Well, should as a boss, should we resist the urge to send communications, emails, text messages after work hours? That probably would be best. I think for a lot of people, maybe that's not possible for them and their mentality, but I would then not expect a response unless it's something marked, you know, absolutely urgent. Because otherwise, you know, you're having people having to work around the clock and that's just not good for people's productivity to be stressed and having to check email every night at 10, 11 o'clock at night or midnight. I mean, that's not really a healthy environment for someone to be in. And that's not what you'd want. You've never really worked for me, have you? You have worked in corporate America, so I know all about that. Here's the thing. I use email all the time, but a lot of times it's just now a convenient way. If I think of something, you know, rather than trying to make a note and then going back and find my note and then addressing it three days later, I'll just send an email about something. And if I want an answer, I'll say I need an answer on this tonight or this morning or overnight or this weekend or whatever. But sometimes it's just mainly a reminder to somebody or a message that I didn't have a way to write down other than on my phone, which was more convenient. That doesn't make me a bad guy, does it? I don't think so. I mean, as long as it's not a consistent thing where you're expecting responses, I think at off hours that are really going to be challenging for someone to send them a note with that expectation. Because as long as you're clearly communicating that with people and setting boundaries that are reasonable, I mean, I think that these things are fine. Shaggy, have I set proper boundaries? Let's put it this way. It's better than the last guys. That's an interesting response. Jason, should companies have like mandatory break time where they unplug tech-free Friday or tech-free weekend, something like that to let employees recharge and relax for a change? I mean, I definitely think those are helpful, especially I think also when you're on vacation is to make sure, I think that's one of the most important things is making people disconnect. And often as a manager, you're going to have to enforce that by not letting people do emails. I mean, I don't know if you're ever going to stop people from emailing at off times. I just think you have to set expectations and boundaries. And then when people are on vacation, make them unplug and not respond. So they actually take a vacation and they're not constantly checking email every day that they're gone and replying back to people. If you've got a boss like this, or if you're in a situation like this, you can remain anonymous, but I want to hear your story.<PHONE_NUMBER>, call me right now. Jason Troy, the book is Social Wealth, a wealth website, beextraordinary.tv. Jason, we appreciate your time. Hey, thanks a lot.


Fresh catfish from the lake. Let's clean them and cook them Welcome all back to the channel everybody. I am the lake fort guy your culinary guide to this outdoor to dinner table experience the shoreline to the To the dinner plate. Yeah, I really didn't really didn't have anything there. We are at the treehouse today I'm teaming up with OSG to do one of my favorite meals with catfish and big Croppie that I catch is do a blackened recipe. I don't even know the full details of the recipe That's where my lovely wife comes in and she makes these grits out of phenomenal So I'm gonna walk you guys through that because I think this is something you can You can do at home. You'll really enjoy it and Now's a great time to catch Fish and shallows of all species, but it's really good on catfish because it's a firmer meat And if you've never cleaned a catfish before it is different than cleaning other scaled species of fish So we'll get into that just second first fall bird check as you guys saw we got more chickens. We got a new flock But however We've got trouble. We've got trouble in paradise I'm actually already missing a bird the bird is not missing. I know where it is but the big The big black bird that was a mix between a Jersey Giant and a Moran is now gone Because it started crowing. I thought it was just a huge hen turns out It was a rooster It turns out we had three roosters I knew this guy was a rooster and many of you commented you're like dude You've got other roosters and I didn't want to believe it. I kind of knew it, but I didn't want to believe it Turns out it was true confirmed cockledoodle-doo the whole nine yards They've been in here like fighting each other. Anyway, buddy of mine mullet man He needed he needed a rooster for his flock and we haven't gotten the eggs yet. No eggs thus far But it's coming roosters are starting to crow. I'm sure the hens will be laying soon. I'm also up in a Stylish middle-aged man knee brace right there check that out popped a limit ligament out or something so about once a month it pops out and You know, it's really tender to walk on I can't You know can't really do much hence the bank fishing video from last time Anyways, just wanted to get you all updated now. Let's get into cleaning these catfish So I've had these catfish on ice overnight I usually like to put them on ice either overnight or 24 hours and then clean them Now if you want to clean them straight away by all means you can do that But as the water starts getting warmer, I like to put them on ice and let the meat firm up a little bit They're just easier to clean It's just you'll see when you clean a lot of fish. We'll see how the meat texture kind of changes So anyway, let's go over some tools that are gonna help you guys clean these catfish I got some of these food-grade gloves off Amazon. You don't get the slime. You don't get the Pokes I use one of these little boards these cleaning boards of the clamp on it a pair of pliers or in this case I've got a pair of catfish skinning Pliers this is these are made for this you can filet a catfish and float the blade over the skin I'm not skilled enough to do it that way It takes a lot of skill a lot of practice to be able to do that and get a lot of a lot of the meat off of there I like to have a real sharp knife just for carving out the skin and then just a regular old Fully knife no electric filet knife today. Then the other thing you're gonna need is a bowl of water Try to make it cold water. I put up a few ice cubes in there It'll get the blood off of there and helps keep the meat cool. Okay, so I'm gonna take my catfish I'm gonna put that little Clamp in his jaw and then I'm gonna take My sharp knife and I'm gonna start tracing out the filet catfish have The shoulder meat right here. It's not really a shoulder, but they have meat all the way up right close to their head So I'm just gonna take my knife right up there. I'm just gonna break the skin.  You have a real sharp pocket knife You could use that. I'm gonna kind of go down towards the belly Just outlining That filet all the way down to the tail again Okay, this is where our pliers come in And we're gonna grab this point right at that top part near the head of the catfish We're gonna pinch And just pull this skin And where we traced out our meat It's just gonna come right off there So all that skin we just traced out and that could just be thrown away now I have a fish bucket that I keep garden bucket. I just put it beside Cleaning station that's where I'll throw everything while I'm working, but now we have this nice Skinless piece of meat right here and all we need to do is take it off So we'll take our regular filet knife come right down here And we just want to go right down that spine You just go ahead and go all the way through where that tail is And then there is your filet.  This is kind of an awkward way for me to do this Directionally, but I'll try to do it this way for you guys So then you're just gonna cut away from those rib bones and you can just kind of trace those down It's a real good meat right there. Just cut it away from that back area And there is your catfish filet With the shoulder shoulder meat included there It's a nice juicy piece of channel cat Now it's just time to do the exact same thing on the other side whole goal is you're just trying to be as proficient as possible with Getting the most meat off the fish If you don't have a sharp knife On this skin this skin part It is going to be hectic for you You guys want to see how to get them razor sharp I can show you just comment down below You know go all the way through the skin.  You should get that little flap going Just get a good grip grip and rip If you cut it real good, you can usually get it in one one shot Okay, another nice filet. You'll see a little bit of yellow meat Towards the the top of the catfish like in that shoulder area. That's perfectly normal Just take the whole whole thing right there.    There's a lot more white This would be more what I would anticipate for like a striper Looking and it looks delicious big shad eater And I think blue cats really they focus on shad a lot more We came out with a good bow look at fish meat. Y'all I think we're gonna have way more Than what we even need for for our family with that bigger blue cat in there Just one side is is enough to feed one person. So Beautiful clean up the tools and equipment. Let's head on upstairs. Let's get with osg And uh, let's talk about this recipe In the kitchen osg That's what I was waiting for here. We are All right, we are so uh, this is part uh, this is the second part of this video.  It's too much. You got you got one You know being on the floor over here You got the other one trying to stick his fingers in light, you know Power sockets and grabbing sisters toys and brushes and everything I didn't want to be there Watch him the entire time. He still kind of freaks me out When he's crawling around because he's not the most sturdy baby So catfish Right now osg has got three little tabs of butter In uh, this little This is a cast iron So right now you're cracking up some garlic Yeah, I thought I'd spice it up a little bit normally you can do grits pretty normal with nothing else in it But I like to either add some bacon or some green chili, you know, you can use the little jars of green chili Don't have those some using this Essentially just the same thing. I got the butter. I'm going to add some garlic Let those kind of roast for a minute Crunchy garlic. You can make them all nice and soft While this is sizzling you're going to go ahead and add the grits I kind of get them all covered with the butter And with grits kind of like oatmeal a little bit goes a long way You just want enough to like cover the bottom of the pan You don't want to overdo it because this will actually turn out to be It'll it'll turn up like all the way at the very very top Oh expansion So just the butter I've never watched you do this so just the butter With the grit. Mm-hmm It helps absorb all that butter And garlic Smells amazing. Now you can do milk. You can do heavy cream. I've done half and half before Like half milk. What's the best? What do you prefer? Milk just the whole milk. Yep Don't use that skim stuff How'd you do that whole milk? So you're gonna let it bubble And you're gonna do this a couple times. So first you're gonna add in a little bit just enough to cover Gonna let it cook and it's gonna thicken up Thing with grits is like it's a constant stir. So you're here at the stove for like an hour Just a constant stirring back and forth Now I'm gonna go ahead and add a little bit of the green chilies. You could add it with the garlic or you can do it while it's cooking Just yeah, just plop it down there. No need to bend here. There's no magic. Just give you a one one two plop Okay, again, that's enough a lot more. I think that's good. That looks pretty good. Yeah These aren't gonna be too spicy. They're just gonna have a little bit of pizzazz on there. I don't know This one's the medium heat medium I don't think this is Emmy approved This is from your your family recommended. Yes, my dad actually got this for us and he actually gave me this one because it was too hot So how long is it about 30 minutes? He said if you want a super Juicy grit you go about an hour Yeah, so towards the very end you'll add your I like to add cheese and salt pepper. Oh my gosh. Oh, yeah I think that was five times you added milk. Mm-hmm. It's just about Taste test Okay, I haven't added the cheese yet, but that's pretty good as is It's hot Texture's great. Mm-hmm getting there. It's still a little crunchy. Ooh, a little spice on the back end. Uh-huh like it Liking it then. I'm telling you cooking in the kitchen with me is will never be the same after having kids All right, tell us about the spice blend spice blend. I always do paprika garlic powders We always do smoked paprika Garlic powder salt and pepper oregano and this time I added a tiny bit of sugar. We'll see if that Like that sweetness does a little pop to it Never done it before so just a little bit Little sugar comes Especially with that butter We got our fish Took the blue cap chopped it into halves And then I'm just going to coat these Both sides, right? Or just one I'll eat you both sides If I don't fully coat it so I was like can I kind of test it off a little bit? Then you bring it on over here Put it in the hot skillet I don't know what's going on in the kitchen right now. I don't know but they as long as they're not crying Not crying enough fighting. We'll go with it. This is the advantage of having two, you know Oh, it's only gonna get better So only get better from here when you got two They can entertain themselves All right final step of the grits While we got the fish going now that they're all cooked Is adding the cheese We don't measure in this household so You want to please me you got cheese man. You do like the cheese. Okay Does that get enough? That's good Some say It's a culinary sin but she is with fish and kind of dish but uh Well, they're kind of hitting in the grits They are There's just a little bit of stringiness and you're like, what's that little smoked Cheddar-ness ice tasting? So I'm gonna say about five minutes each side It's probably gonna be good. I'm usually the fish checker You're my fish checker Catfish catfish are Generally pretty firm when you start seeing the fish turn A bright white color that means it's getting cooked So you start seeing that on the edges first and you just want to make sure It's like that all the way into the center of the fish. That's how you know It is good So how are those cheesy grits? Those cheesy grits are good Unfortunately, I don't think any's gonna eat them because they're spicy more for us more for me Not a problem Look at our fish. It's got that slight flavor crust which is good That blackening. It's all the season gets just clumped together and kind of gets burned a little bit It's just like a flavor explosion. We got a whiteness Peering up in there. I I think most of these probably got a full couple of moths. Okay Full of small ones off first I missed you on my trip You missed me. What are you talking about on my trip on your trip? Did you just get back a little bit of crust? Okay, watch out this very hot the splatters. Hey, go hang out with your brother. He's crying Where did my friend go? Oh, yeah, and that just came out so you know that's What do we think is this big one done? That one's pretty thick. That's like a steak Pretty thick. Okay. That's the that's the top part of the blue cat here. Let me put them over to the side We kind of got to get all this cruddy stuff off this. This is for a tip. For a tip, it's wood spoon Scraping around We should just go do this in the camper.  Come on now If we didn't have all the interruptions What An animal hunt we were just talking about that sweet We were talking about going to the woods doing a little hunting a little camping Maybe going in the camper. You know what I mean? Emmy, do you want to go on a camp camp out? Yeah Where do you want to go? Do you go anywhere? Where would you want to go? In the woods. Yeah That's my girl But what kind of woods like where what woods? With the deer lease, this is my girl talking right now You know, this is the this is dad's chair. Every house has a dad's chair.  Y'all so we've got the butter mixed with the black oak seasoning This is uh end of a blue cap right here. Oh, you just had to come take a look didn't you? Uh-huh You want to get a taste? No, I'm fine. You're fine. Okay All right, well daddy's gonna have a taste. It's grits look amazing Cheesy green cheesy green chili grits The perfect start to go with this. Okay. Let's break through a bite It is bright white on the inside That is fantastic Absolutely fantastic The texture of a catfish It's just firmer so it makes it perfect for doing this mix it with those grits That's phenomenal Those green chilies really Mixing well too. Yeah Pretty outstanding Absolutely my favorite way to have catfish Oh, so good Mixing a little fish with that starch Fiver's definitely there. Is that not amazing?  You were such a cheater You're not supposed to see that. Wow I asked you to make me some sauce. You don't does not need sauce. It doesn't you're right Is that phenomenal? Yeah, because it's really not spicy. It's perfect. Yeah, it is All right stepping outside to close the video out his baby baby pen Is just going nuts in there. He's hungry, but I'm telling you guys if you try that recipe You will not be disappointed. It is delicious Um, and I already showed you guys how to catch the catfish in the previous video right now Is an excellent time to go do it. So if you've never never caught catfish. It's real easy. It's fun And they are tasty. Keep them check your local regulations and cook them up with that recipe I'll have the ingredients listed down below, but you guys saw in the video how I wish she did it She was masterful and those grits Tell me they're the perfect complement to that. So smash that like button because I promise you're gonna love it I think you guys for tuning in to another video here at the house of osg I know it's kind of chaotic sometimes But I love it here. I hope you guys love it too. I will see you guys on the next one. God bless you guys speed for seconds She loves a catfish


Hey, good afternoon everybody time Stuart here our guest today is Martha Woodward, and this is smart business moves Martha, how are you? I am good. I'm good. We're minus Liz Yeah, I think she's on a cruise. That's what you said. She's cruising away. So she should not be here I'd say she's drinking my ties, but she's not drinking. So but she's having fun Probably hitting those buffets and if they have like a casino there, she'll probably be spending a little time True boy. She can win in those casinos Well, I'm sure she can lose too. Yeah, I could do it if you play enough you're gonna win It's just a matter of the ratio win till it is right Yeah Yeah, and speaking of casinos that makes me think really the only time I ever gamble is when ISSA goes to Vegas and I've got a few blackjack buddies Dom Williams and then Kyle Walker those two are my blackjack buddies But they're willing to lose a lot more than me Right. Yeah, I win some too. You win some you lose some and oh, yeah Oh, yeah, they'd probably say they win more than they lose. I don't know What's your game Marathon?  I mean I literally I like the old days where You know, it would cash out into a bucket Well because I would have a winning bucket and a spending bucket and you could keep it separate but then they were on to us and Then make you put money in or the card or whatever and then You have to I do I sit there counting on my hands How many times I'm going to spin that thing Because like I say I never watch my money as well as I do as when I'm gambling So so when your spending bucket is empty and you've got money in your winning bucket Do you just kind of dump that in your spending bucket and start over? No, that's what I'm saying I'm I'm really good at trying that would be that's kind of what happens when it's on a card, right? You just right and you know when you had the buckets it was easy But I think they figured that out and then they made it all Just dump into one little total and so yeah, you have to keep track of How many spins but I'm sure the audience doesn't want to talk about casino other than I SSA is pretty fun and it's in Vegas and There's lots to do and I'm going to go to the residential.issa.com and you know arcsi.org still works, too, and I use that just because I'm lazy but Here's the link if you want to know more about Issa and they've got a pretty good education track and they have a lot of quality speakers and Martha you're going to be presenting in Issa this November, right? I am I'm going to be talking about accountability I Haven't done that talk before to the cleaning industry. I you know, I went to a few other unrelated conferences and talked about it but Yeah, and I'm talking about accountability because so many people have trouble Holding people accountable like you know and it's easy to do. I mean it's easy to be frustrated with your field staff or Management staff or whatever But at the end of the day, I always say If you're feeling frustrated the first question you have to ask is one Do they know what you're expecting them to do? sometimes they don't and to Are you talking to them about it? So And that's a lot of times we complain to the wrong people. Don't we right right? Yeah, if you're ever and I know this happens and I did the same thing like But I would try to catch myself like if I was ever complaining to say the office manager About one of the field texts or something that's going on. I'd have to catch myself and think Do they know? I'm unhappy You know because if they don't know and you know, you haven't set up all the clear expectations They don't know where they're at all those things then It's not fair. It's not fair at all. So I've spent I spent a lot of time working on that and I don't know exactly why or where my passion was You know, of course with quality driven having metrics Metrics were super important to me and I think the reason that I love Data especially in like a home service business is it takes all the emotion out of it you know, it's It's here's the numbers that I need you to meet You either met him or you didn't you know? So Yeah, I guess a lot of times when it comes to accountability We're not really good at that and you know, I guess what I'm hearing is part of that is we don't really Establish the expectation can't hold somebody accountable if they don't know what's expected, right? Right. Yeah, I mean most of us would say for say a field tech We want them to show up We want them to do a good job Um Provide good customer service, you know, all those things but at the end of the day, what's that mean, you know And your definition of good and the text definition of good are probably Different so if you haven't defined that then You're the only one that knows what you expect So and you may not have even defined it for yourself You just have a feeling that it's not good enough, you know, so It's a good. It's a good subject. It's One that could be Just it can make your life a lot easier if you do sit down and define everything really well You have to define it for every job role that you have But once you do the first couple, it's not as hard So this is going to be your your your topic and at convention So numbers are you know having having objective ways of Establishing expectations this is a cornerstone of this Is it is that simple though if I have a bunch of numbers then I'm gonna you know, all my people are going to be held accountable I Mean like the way that I would measure Doesn't necessarily mean that's the way you would measure and you're going to do it by whatever Tools you have available to you or that you're willing to have available And the other thing that I noticed like when I first started measuring this stuff We would measure it in the office and then like Put it on a platter and kind of show the text where they're at and It really is a problem like if they can't measure it themselves Whoever's measuring their job performance They need to be able to measure it themselves instead of you kind of retroactively coming in Measuring that and I would say that's true for Just your performance what's expected of me, but then also if you do pay for performance You have to know that too I remember once I had a Person come apply for a technician job and she had worked in a bank and I started telling her it was about pay for performance but really the same principles apply for just minimum expectations and She was telling me about how when she worked at the bank they had Bonuses monthly bonuses that they could get and she said she was really excited about that Because they were significant bonuses, but she said what would happen is say September came and gone and then she's in mid-October and they Kind of say who met the bonus and who didn't and she said It was it felt like a crapshoot because You know, you'd be told yes or no and you had no idea Why you didn't meet it or why you didn't meet it and it felt very arbitrary So when I was telling about how we did things, you know, she was saying That's how that came up because she was like oh good that I You know say I just quit trying Because I had no idea and it felt it felt like up Tom told me that He might get kicked out But we're still alive, so we're good, but anyway, she said that she just quit trying and that It felt like if her boss was in a good mood the night before she got the bonus If her boss was not in a good mood the night before she didn't get the bonus and that's how it felt and I think that's important story for us to think about because What we have in our head is not what our technicians have in their head So the story you're telling yourself the story that you know Is not necessarily the story that the technicians know so And I'll just keep going since Tom isn't here It may be short if he's not going to show up or not show up He's having internet problems, so he's probably trying to switch to hotspot Um Hey, Martha. I'm sorry. That's okay. I was telling the audience that You had warned me that you were gonna pop off So I finished that story, but I was about to say that When you go and set up these accountability measures for the different job roles You're probably going to measure that I mean certainly you're gonna have different criteria Yeah, I'll have different criteria for an office manager than you have for team member and but also we Also kind of did our check-ins differently and delivered the information differently, so You kind of had like a an ongoing process to facilitate all of this Mm-hmm easier. Yeah. Yeah. Yeah. So, you know for for the techs really their minimum Expectations were outlined in our policies. So how many absences do you allow? How many complaints do you allow what? What quality score do you expect, you know those kind of things but Say for the field manager in the office manager They had different roles and so my field manager It was primarily about I always say she had an easy job She just needed to keep the employees happy and the clients happy And then the office manager it was all about sales mainly, you know sure Client satisfaction and so forth, but sales was her top measurement and With management, we'd sit down once a week and everybody came to the meeting with stats with the techs and the team leads etc they just They could access it and see where they're at and so forth So they would basically know where they were at in the disciplinary procedure, so Yeah Yeah, and for you guys listening. I think one thing I would ask yourself is When I terminate somebody Are they surprised? and if they're surprised then There's a breakdown of communication on what's expected and then you know the whole communicating where they're at and all those things so it that's an easy litmus test is Just Asking yourself are people surprised when they're let go for absences quality whatever Tom's gonna have a rough time And so at At ISSA at the session that I'm gonna do I'm gonna be talking about this stuff But then I'm also gonna be sharing like my spreadsheets and My accountability measures now. I'm not always a big fan of that, but I know People have problems with where to start but the funny thing about when when you share like when I share my My requirements and so forth for my company then Sometimes people will take that verbatim and put it in their company and it's not that I mind that it's just that we all have different cultures and Like I have a really great friend and she's like there's no way I could run your absence policy and have anybody employed But for me It worked it worked well. So you find you find those You find the common ground in your company Before Tom and I got on here Something he was asking me if I wanted to talk about quality driven. I don't want to talk about and You know, the only thing that I would say about quality driven is we have a place For you to track all these HR issues and put your policies in there and all those things And then we have reports that come to the admins and to the employees that For the admins we show them, you know, who's kind of in jeopardy and then For the employees we show them where they're at whether that be Just like, you know a verbal warning stage or further into the process but What I was talking to Tom about before we came on is I Was saying that you were asking me if I want to talk about, you know quality driven or something else And that I was saying that I had been working with who hire some and For those of you who don't know Dom Dom Williams used to own a company called hire who and I I mean that's hard I have to remember which way it is now and which way was it who hire Yeah, it was hire who that's when Dom owned it and then he sold it to these people Called perception predict and they kind of rebranded everything and it's called who hire So they have their little owl mascot and Reggie and he's very cute but Anyway, I was telling Tom I I've been You know informally working with them some just because It fascinates me. I'm I'm a data nerd, especially when it comes to employee systems and measurements and all those things and so Who hire is an automated applicant tracking system, but It has it started as perception predict, which was a Basically kind of an AI Applicant predicting system now, I'm sure I'm not saying that any of that right, but basically predicting an applicant's performance if they were to be hired and Artificial intelligence to do that, right? So I am not in any way the founder or anything so I will say that what this company does is they come in and I don't know. There's hundreds and hundreds of these psychogenic Characteristics or whatever it's not like a personality characteristic and I cannot explain the difference because like I say I don't work for them But What it does is they Through a bunch of research Will narrow down these psychogenic Characteristics for like a better term And they're unique for various jobs. Like if I'm looking to hire a bookkeeper versus a cleaning technician the Psychogenic characteristics are different. Yes and One of the ways that they do that is They know from other positions and like they started out in big big companies. They They can narrow it down on their side Initially and then they come in Basically at the beta stage and I think they would tell you they're still kind of in the beta stage because AI only gets better With data and more data the better they get. Yeah, is there a feedback loop after you hire someone? Yes Did they guess right or not? Well, that's that's where I come in okay, I Had a we had a mutual friend that wanted the two of us to talk this guy from what's now who hired and Me and Anyway, I think we both got on that call like All right, you know So-and-so wants us to meet and hi, you know and then we got to talking and as His name is Jonathan Wiseman as he was talking My I like I got chill bumps and I'm like, oh My gosh, I think this is why some of this data Exists in my world and but I've never had the opportunity to say to match it up, you know to a prediction and then the after and So anyway, we've you know, we've been kind of working Closely so he originally took some of the QDS users because they've got the data and And you know, they've We've got the data on absences and you know all kinds of things already, right, right, right and So anyway, it's still in the early stages I know there are some raving fans and then there are some people that Probably want it to be perfected sooner than it's gonna be perfected, you know, that are more skeptical. I Myself Look at it as it's learning, you know, and that and it's pretty impressive How right it is Considering the limited knowledge like It's gonna get better as time goes on though. Yeah, and I So I don't know how many people in the residential cleaning world know of a guy named Tommy Mello, but he He owns he found it a one garage doors and You know, I don't know his numbers, but I think he just sold for a Lot of money Yeah, whatever. I don't even know it might even be in the billion. I don't know. It was a lot a lot of money Well, Tommy has been using this company for years and He is using it for lots of his roles, but he started using it for his Technicians that go out to the house to install He needed them to also do upsells and So he wanted to predict not only, you know, the quality the attendance but also their ability to sell and So over the years like last year They were able to predict and he's shown me the data And within it's within something ridiculous like I don't know $25 For the year, you know, so with their prediction and but now the difference is When you've got a really big big company then You know, he has thousands of Employees To be able to run all these more data measurements through and then be able to hone down on the prediction so that's where we're at as residential cleaning company is You know getting all of these measures and then of course Everybody's individual culture is going to play into it some but I think that we would all say That there's some basic characteristics that will make Cleaning tech successful But yeah, it's really interesting like Have they figured out any of those or do they have? Yeah, yeah, and you know too bad Jonathan didn't join for this call. In fact, he's speaking at the isa isa Convention so I'm sure he'll be talking about this but one of the things is That You would think empathy Is a characteristic that you would really want your technicians to have yeah you would think but You really don't and I'm sure there's all kinds of like sliding scale as far as What you mean somebody is is empathetic high in empathy. That's a bad thing so You want really what it what I would describe it as is that you can't be the technician can't be too Tender hearted and that they you know how you've had technicians That just can't roll with the punches like if there's a The client is dissatisfied or something They just take it to heart and they just can't get past it Or Say Technician is out and You know the client is saying It You didn't you didn't get you didn't clean this you didn't do this whatever and if you have a Technician and I think it's under the label empathy um So it's not exactly how I would define it. But anyway, if you have somebody that errors on that side then They are not going to be able to Like oh, okay. Mrs. Smith. Yeah, I see that. Okay. I'll fix that They won't be able to do that and move on they will They'll they'll they'll they will feel the pain of Disappointing mrs. Jones and they won't be able to do their job or they'll wind up not liking their job because right You got it. Yeah, it's like being I guess it's like doing like outbound sales You've got to not take any of you got to be able to take no and you not take it personally and Right, right. Yeah, and there were several other But that was that was one that surprised me there was another one And I I can't remember it off the top of my head, but it was pretty interesting and But then, you know, my gut response was to be like No, but then As he explained it. I thought You know, that's right. I mean It is right that we would have excellent detailed cleaning texts but If they couldn't let that stuff roll off of them Then They didn't like their job No matter how much we told them They were doing a great job They just couldn't let that go and They just didn't feel successful and so It couldn't keep that job Because it it just ate it them. So You know stuff like that. I find that very fascinating and Yeah, I mean, I think there's I mean, it makes a ton of sense, but never in a million years what I have Looked at that as a criteria for somebody who's going to be successful in a cleaning professional role Right, right. I mean, you know, I would ask the questions about like their past attendance and you know What would cause you to call off and you know, I would focus on some of those things And they do ask about that, you know, it's The test the test the quiz whatever you want to call it if they give the applicants takes about 10 minutes many questions I knew you're going to ask that I don't remember I'll I'll I'll remember is it takes about 10 minutes for the average person now What I imagine A lot of people would say is it's so hard to find Help and you know I'd have nobody apply but at the end of the day For me, you know, if I have somebody who's not willing to do a 10-minute assessment Like towards the last step And you can put it at the beginning you can put it at the end But if they're not willing to do that 10-minute assessment at the end then they don't really want that job Anyway, and they were just going to job pop. So I you know, that would not be a concern for me um But yeah, and I think it's just going to get smarter and smarter I mentioned that as part of this funnel It's funny. I'm I'm talking about um Who hire not qts, but I could say It's really like qts too, and I still have a couple more questions about accountability But well, we'll swing back around to that. Okay. Well, I was just gonna say uh wrapping up about who hire so This is very much in beta, but as part of a feature that they're going to have for There, you know, anybody is using that platform um is a AI bot that will do a phone screening for you Now I did one. He asked me if I would do an interview. They have a little phone screening So I was the applicant and It it only Learned from 10 times. So it you know, this AI bot had only Had 10 interactions So that's not very much but it it was So it wasn't perfected at that time with like You know a few places that had too long a pause and stuff right here's where I was really impressed so um And again, it was really early stages, but so one question Reggie that had a british accent asked me if I What would be my ideal? you know work schedule and I said, you know money through friday Um, and I need to be done at five so I can pick up my daughter from school, you know that kind of thing and So the next question was So do you prefer daytime or evening and I you know, I did I just answered that question And I kind of go I go I just told you ba ba ba ba and This AI bot goes Oh I am so sorry. You're right. You did tell me and then it kind of repeated what I said And I was pretty amazed by that because it really did recover kind of like a human being, you know and uh and And I was purposely trying to test it on some things and and he had told me don't test it too hard because you know, it wasn't ready But uh, I I was impressed that it could respond to tone um So I think there's a feature and and like he was saying it's just a tool like if you wanted to do some knockout questions and do it through a phone call and um, and then you know the phone calls recorded So if you wanted to do that as part of your screening process, um You could but again my fascination with do they do they I mean, I guess you know, you're talking to a bot Did they tell you that? No, they don't tell you and if it didn't have the pauses I'm not sure I would have known you know, I mean some of the fast food places are using AI now bots to take orders at the drive-through And I believe they tell you up front that hey, I'm a bot And they've gotten to the point where they can do it all themselves about 70 percent of the time In about 30 percent of the time. This is something I read a couple of months ago So they might even be better now You know, somebody'll say hey, I've got food allergies does this you know milkshake have blah blah blah on it And hmm, I'm going to let you talk to my manager and I'm like kick you over to a human being But you know 70 percent of the time Can can you know save you a lot of time? Right and I would imagine that Just like anything else you make up the script and then Or you make up the questions and I'm sure you have the option to say it's a bot or not say it's a bot but Uh, and maybe it's going to say it's a bot, but since they were just doing beta testing on me it didn't right, but I I I was impressed with The conversational style and that for such an early thing Um, but then at the same token It is a little scary. You know, I mean all of there's two sides to all of that so And so you know Somewhere in the future Those bots are going to be you know giving quotes booking jobs Changing schedules you kind of Fill in the blank because no matter if it's a matter of when Right, right. Yeah. I mean I think about my kids and the jobs they have and you know um It's been a lot of money to go to be a ux designer and one of these days that you know who knows so It's scary. It is scary, but I don't see It's stopping. I mean we've seen already with the screenwriters some of the Legislation and stuff and I'm sure that's all coming but but anyway, you know getting off on a tangent, but Yeah, I I think there's definitely some positive and um For me My fascination is the prediction versus the results And in watching those things And I just see that it's going to get it, you know get to be tighter and tighter Because right now in the early stages all you can do is take your current employees and Have them take this assessment and then match up what they're saying with what the real results are, but then as you bring more and more people on then you're able to Get smarter and smarter about it. So um And I know One person that was using it that was going to try it where they didn't even do An in-person interview um And see how it went I personally thought it was a little early in the process to try that but uh, but But then you take out the You take out the bias, you know as far as I remember Liz I remember when Not that I ever perfected hiring but I did perfect For the most part getting people out really quickly But I didn't perfect hiring, but I remember Liz saying once she was like you don't Too many people are hiring based on they liked their personality And that there are a lot of good interviewers out there and I mean that was years ago But I remember that was at all. I was like I Do that, you know, like if I like them and if the interview went longer because I Enjoyed interacting with them and so forth I would tend to offer them the job And then you know Early on they may disappoint me and I'd be like What happened there? But along those lines, I also learned from so the else When that happened to go back and watch that recorded interview To see what you missed. Yeah And having a standardized process that you repeat for everyone with Some behavior based questions in it as always, you know a good practice as well But if you can then throw in You know questions that have like AI Analytics, you know built into it Getting back getting back to the empathy thing. Wow, who would have guessed that? Yeah, yeah, you'll need to go and listen to him I think Jonathan Wissman is on Monday the first day and you'll need to listen to him because it It's interesting. There's some that you're like, yeah, okay, we know that but there was at least one more that I was like Because he would ask and and I remember giving the wrong answer to two of them And because you know, I was thinking yeah, you need to be empathetic and there was another one and So it was pretty interesting and and then after he explained it. I thought Well, that's right. That is right. I had I had some great people that I just loved but man they just Couldn't get past any of the negative stuff So anyway, you know you were uh mentioning You know how AI is going to be changing the job market in the future and what type of jobs are going to be available I'm gonna kind of take a A quick detour for a minute because this is jolt's report Wednesday At least I will if my computer behaves if I uh Jolt's report came out today. This is the job opening in labor statistics and The number was supposed to be like 8.8 million job openings, but it came in at 9.6 and everyone's like, oh my goodness where did all these new jobs come from because The idea is I want the job market to cool off to stop inflation. So this is You know, kind of a mix bag here in terms of of how the markets are looking at it But if you scroll down here, this is the top line number like all of the jobs A bunch of job openings Good news for us that are like in the house cleaning. I look at leisure and hospitality is kind of a A proxy those numbers are still going down Which means there's fewer job openings competing for the people that that that that we might Might be hiring right If you go up here and look at like professional services wherever that is That number went from 1.4 million to like 1.9 million and this is like where some of those AI jobs are supposed to be replacing people So maybe it's going to happen. I think it will happen at some point in time, but You know, it looks like things are looking pretty good for those folks at the moment Right. Yeah. Yeah, like I mean if you were a uh, copywriter or something. I mean Not that I think AI can replace all copywriting, but I mean it's certainly competing Yeah, and you know if Being a development engineer writing code, you know, yeah, still people involved But there's AI tools that allow those people to be a lot more productive. So yeah Do you need as many of them as you used to? Right You and I are That part we're like bring it on. Yeah Yeah Back to the accountability for a minute.  So You know, I'm just thinking about what are the what are the things that get in the way of creating accountability and it's You know what I'm saying, okay. Yeah, I do I do and um, so being that we asked for rating after every cleaning and I also required my My office staff to keep us at a 60 percent response rate or higher I'm not Liz on 100 percent. You're not going to fire the customer if they don't give you a rating No, I will fire them if they don't give us a rating and then all they do is complain You know, but anyway, um So, yes, I absolutely broached that with our employees and the way that I The way that I explained it to them is that it all kind of evens out in the wash as far as You're going to have clients that Are very detailed and have very high expectations and of course We were only measuring them based on our scope So if somebody Gave a bad rating and they were like they didn't deep clean my refrigerator. Well, we don't do that, you know So occasionally we would adjust it, but for the most part Yes, you're going to have those clients that Are just never going to score very high But then you're going to have you know, I would just kind of Come back with oh my gosh, you know, and I could name like three or four clients I said, I don't care if you miss their whole bathroom. They're going to give you a five you know that I mean it evens out and And I found that it's just trends, you know, honestly, it's just trends and You get a feel for Because I wasn't I wasn't holding anybody to minimum standards of a 5.0 out of five so you build in Some of that variance on what's acceptable But you get to know What the Minute like I knew in my company if we dropped below a 4.65 We were in trouble with quality I just knew and And the same thing for if somebody got out of training And I was watching their scores and they Got out of training and then we were dropping I knew that But probably we're going to be around about two more weeks. You know, um, and so and and definitely um Definitely like when we would have a new hire And they weren't a good fit for the company they would argue The it's not fair, but For the most part the people who were a good fit for us With a little help could understand that yes, you're going to have those people But you're going to also have these people And it all works out in the wash And occasionally, I mean one thing that the scores do is way back in the day So when I first started this our quality was in the gutter I tell the story of If I was having to answer the phones and I saw on caller ID that it was a current client I did not want to pick up the phone and you know, it was like you knew what you were going to hear Yeah, if it was a reschedule you'd be like, oh You know, uh, but yes, I knew that most likely it was going to be a complaint and we were bad I mean like we were the equivalent of less than a four, you know on our overall rating And so when I started putting this in place We we just had to raise our minimums over time And you know, so what my minimum expectations were Over 10 years ago or whenever Um, was way different than it was Towards the end of when I owned the maid service. So it was Yeah, it was going to be hard. There's going to be hard discussions though. And you know, I guess part of the whole accountability thing is some people don't like to have the hard discussion Yeah, but you know, I think as As owners management, it really helps to have a lot of data and to know what's normal And so Let's say that you know, your normals are 4.7 ish or whatever And then you have somebody that's hovering in 4.4 or 4.5 it becomes a much easier discussion Because you know, I mean, it's like saying When you're developing like an absence policy, it's you figure out what is acceptable within your culture and then The discussions become easier And it like I say those scores We used to have to go check Like well not every house, but back when we were in the gutter I had a person hired and that's kind of all they did Were these surprise inspections when we were trying to turn everything around And then fast forward I could use those scores to say hey We're getting You know, this person scores dropping. I need you to go and check This team this person whatever And it helps you figure that out so Yes, you've got the data and then you can also go and Assess it inspect it yourself to validate it But like I say there were We would see just as often like Somebody who a client that would maybe always give fives fives fives and then We would go do we tried to go twice a year to do an in-person inspection We'd go do an inspection and that house was you know, sometimes it was horrible like Baseboards because I was happy though but that you know Whether it could be that the client was just Not particular at all, but more likely They loved their cleaning tech and they weren't going to give them anything but a five And then when you would go you'd be like, oh my gosh And so those were kind of some of the things that help you know that it balances out Okay, yeah, so you do recommend even with a Quality feedback system like quality driven that you would do some physical in-home inspections every once in a while. Yeah. Yeah, so We had a whole hierarchy list And again like in the beginning I had a field manager that's kind of all she did that in training um in our hierarchy list We would check all first-time cleans And that was because Back in the day um, we were giving such a bad first impression And so I I had every first-time clean checked Now we evolved to where we didn't have to do that at all but We we just had some criteria and once we got our quality where it was it was good, you know, and We stayed above 4.7 and etc then Really the only The only in-person checks that we did were To validate Complaints so if we had somebody complaining We might we try to go immediately, but Most of the time you get the oh, I fixed it kind of thing So what we would do is if we suspect like basically what we're trying to figure out is that the client Complaining trying to get a refund or something or Did the cleaning tech slip now when you have history it helps you to kind of start making some of those judgments, but We might go that next cleaning after a complaint to go check that house so that if they complained again We had seen it Yeah, yeah, we had seen it and then like you say We tried to go to every house particularly the bi-weeklies and the weeklies at least Twice a year for an in-home inspection Okay, yeah so you know, we're kind of kind of getting up at the top of the hour here and I'm not sharing what I thought I was I wanted to Make sure everybody could find your your website Martha because a cornerstone of A lot of this accountability Is is measurement and I agree 110 percent, you know, if you're Going to hold somebody accountable. You need to know the expectations and if you can't measure it You can't manage it. So you need to be having that discussion in the context of numbers You know what comes to employee performance You know, you've you've your data geek Martha. You got the numbers here.  I just I just tell her you just tell me you just tell me One then then the dollars I guess I I get that If somebody wants to know more about you and what you're doing This is uh, go to uh, I dropped the url in the chat. This is the best way to reach you Martha uh, yes, and uh Martha at quality driven software.com And I'm on facebook you can send me a Private message whatever you need but Yeah, I love I love helping people with their accountability and pay for performance all of that I just think I honestly feel like it just takes a lot of the emotion out of it and It kind of release it takes that weight off your shoulders because Once everybody knows what to expect and what's expected of them And they've got full control over meeting that or not Then when you have to have those conversations You should not feel like You're doing it to them They made choices to get in that situation but You can't say that if you don't have The expectations clearly defined and that they have a way to know exactly where they're at If they've met them or they haven't met them and you have an entire presentation on this topic Right at the issa big show The convention the issa showed north america 2023. It's in los vegas The dates are november 13 through 16 if you haven't registered you really No, I don't know anybody it's ever gone to the show that that hasn't had a good time and and felt that it was a You know a good investment Right, I see here at the top the early bird savings have been extended until october 6 So today's the fourth So you got like two more days to get in on the cheap So if if you're thinking about doing this you want to uh Go to issa show.com. I'll drop the link and chat again and You can register with the early bird pricing if you do it before the end of the week you'll get to see martha I'll be there. Liz will be there. You get to hear uh, jonathan weiswin talk about using ai to hire people a lot of good stuff I went to my first Uh arc c conference. Um when I was in business two weeks Okay I was in business two weeks. I I remember it was way back in the day ordering from Um Lee what was the guy that He's no longer with us, but um, he had kind of a business in a boxing and Oh, I think I was ordering from speed cleaning from jeff cambell's group That's not gary gory. That's not uh, yes. Yes, gary gorison. Um, but anyway, I was like Is there I was realizing really fast. I had no idea what I was doing and um I opened my cleaning business because I liked having my house clean and I had had a married maid service when I lived in ohio So I Had no idea what I was doing. I said, is there any education? And then they told me about You know arc c and it was going to be in florida So I went and I probably stood listening to you. I remember lizz. I remember debbie. I remember lanzo And I didn't even know enough to ask but for those of you listening that have never been It literally changed I don't think I would have stayed in business if I hadn't gone because One you knew there were people out there that were doing it, right And had most of it figured out and two you found this was before the You know facebook days, but you found a community That understood and that could help you so I recommend you go Martha, I really appreciate you helping us out today sharing with us. It's an awesome topic and uh hanging in there with our You know technical difficulties, but I'm running off the wi-fi still so we're we're in business Hey, if I don't see you before I look forward to uh seeing you in vegas. I'll see you in vegas And liz we missed you Okay, so we'll be back uh next wednesday five o'clock eastern everybody take care. Bye. Bye. See you


Hey everybody, what's going on? I am Greg Sussman joined today by Gabe Marensi, who's here for a six pack of future picks to make you some money this holiday season. So Gabe, let's begin the NBA with Toronto Raptors or a, well, not strong enough favorite at all to win the Atlantic division. What's going on here? Well, I'll tell you what, Greg. I think the Raptors should probably be the third choice to win the NBA title, let alone the third choice within their own division. Really? Come on, guys. Listen, you look at, look at all the injuries that the Raptors have had so far this year and they're still right there. In past years, the Raptors have never really cared about seeding all that much because they'd been to the playoffs so before and they had never won. Now that they're champions, they get it. And the Raptors also understand that they need home court advantage moving forward if they're gonna be successful in the post season. You look at the division that they play in, the Boston Celtics got off to a great start, but there's always drama waiting around the corner for the Boston Celtics. And you know, there's always an injury or two waiting around the corner for not just the Celtics, but pretty much everybody in the association. The Philadelphia 76ers, come on, man. They're flakier than a drunk dude outside of a 7-11. Flakier than a croissant. And you're gonna bet on these guys to win the division. They got a ton of talent. They're just not consistent enough. The Raptors have been beaten down. They've never really had their starting five on the court, yet they're still playing great basketball. And incidentally have a better record than Kawhi Leonard's, Glippers do. We're getting plus 475, not just like 475. You tell me 475, I'd be like, to what? To win Eastern Conference? To win the freaking division? Come on, man. Great odds with a defending champion, Toronto Raptors that don't get any respect. So we'll take this no-respect card and actually make money off it. Raptors win a division plus 475. Let's win some money with the Raptors plus 475 to win this division and those flaky Sixers. Ignore them, the Raptors, the defending champs have a good shot to do it again, at least when it comes to the Atlantic division. Up next, let's stay in the NBA and let's go to another division. We go out West where the Denver Nuggets are minus 1.75 to win the Northwest division. Nuggets have been hot as of late. Why do you like Nicolay Jokic's team? Well, I'll tell you what, Greg. Normally when playing a future, I don't want to lay money. I don't want to play anything that's minus. But the fact of the matter is this is a two-team race here. This is between Denver and the Utah Jazz. I think there's much more upside with the Denver Nuggets. I think if you take away the Clippers and the Lakers, the Nuggets are the third-best team in the Western Conference. I was all over the Nuggets last year in a playoffs and I thought there was a chance that they could potentially go on a pretty deep run. There's still a little playoff in experience, but they're also a very deep and talented basketball team that quite frankly underachieved a little bit earlier this year. I think they believe some of their own headlines Coach Malone was concerned about starting to come together right now for the Denver Nuggets. They're a dangerous team. Meanwhile, you look at the Utah Jazz. I think Utah are a little bit overrated and Utah also, they have older players. They have injury-prone players. The Denver Nuggets just have more upside than the Utah Jazz do. I don't like laying minus anything when it comes to a future and I have to wait a couple of months to get my money back. But I'm not confident, Greg, that the Denver Nuggets will win their division. Gabe rarely takes a team that has minus money on a future bet. But here, with the Nuggets, this one's too good to pass up, take the Nuggets and post-Coach Malone and take them all the way to the bank. Let's leave the NBA and head to the NHL where the St. Louis Blues they're in a good spot to win the Central Division. According to you, Gabe, how come? I don't like this. I love this. Don't walk. Run. Run. You better be in line when I get the fan duel and I see you in line, you're gonna say, what are you betting on? Let's say the St. Louis Blues, you're gonna say me too. And you're gonna say thank you in about three, four, 16 months time because the NHL season is pretty long.  Do you ever hear about the St. Louis Blues? Do people talk about them ever? No, they talk about every other team all the time. The St. Louis Blues are the defending champions and they're every bit as good this year if not maybe better. They also have a chip on their shoulder. A lot of people think like the Blues are some sort of one hit wonders and last year was some sort of fluke. Remember, guys, they were the best team in the National Hockey League from January on last year. This year, little bit of a slow start, but not really. And what I like about the St. Louis Blues is they're still one of the best teams in the National Hockey League like right now, even in the standings like right now. Yet they're unhappy. They're not satisfied with the way that they've been playing so far this year. The Winnipeg Jets are good, but the Jets are too inconsistent to string it together for the entire season and win this division. The Colorado Avalanche are a fun hockey team, but they're also a young hockey team. They just don't have the pedigree and the experience. They don't know how to win like the St. Louis Blues do. The St. Louis Blues are actually in first place right now as we speak. I'm getting the defending Stanley Cup champion, St. Louis Blues, who have a chip on their shoulder and who are only getting better as the season goes. A plus money to win the division, not even a playoff prop to win the division. I love the St. Louis Blues. You won't be singing the Blues after you take the Blues. Blues, Winnipeg Division plus 200. The Blues, Winnipeg Division plus 200, as Gabe said.   Probably some Mariah Carey. That's okay. You'll win some money on the Blues if you bet them right now. Moving on, Gabe, let's go to the MLB with the New York Yankees of the story of this offseason, signing Garrett Cole to a record-breaking $324 million deal. That's enough to catapult them as World Series favorites and catapults them to someone you wanna bet on. How come? Well, I'll tell you what. I was hoping to give you guys some XFL futures, but the numbers aren't out yet. Keep your eye on the Dallas renegades. Oh, well, wait, wait, we got time for that. We also have time for Major League Baseball. I'm really looking forward to the start of the Major League Baseball regular season. You might be thinking, come on, Marency, we're in the middle of winter time right now and you're giving me a baseball future and you're gonna give me this obvious baseball future? Well, yes, I am. Yes, yes, and yes. Take the New York Yankees to win the World Series. I did some late night shopping, all right? Well, everybody else is buying other people's presents and worried about the holidays and shopping for shoes and pelotons and everything else in between. You know what I'm doing? I'm looking for value. I'm looking for value in the overnight hours and I compare pretty much every book, all right? Every book. I literally checked, you know, seven, eight, nine, 10 different books last night could not find a better number than plus 430 that FanDuel has for the New York Yankees, all right? This number is only gonna go down, all right? The Yankees are going to win a division. You know, check. The Yankees are gonna be in the playoffs. Check. I'm not certain to play off to anything that can happen. I totally get it, but the Yankees are that good. The number's only gonna go down and plus 430 is a great number, guys. You know, compared to some of the other books out there and it's not even close to plus 430. This is another situation, Greg, where this is out of my, this is sort of out of my DNA. Not something I would do that, you know, I want to bet on something seven, eight months and have to wait for it. But as I get older, I understand. It's a great stock. Plus 430 is a great stock for the New York Yankees. I'm not gonna guarantee you the Yankees are gonna win the World Series, all right? Garrett Cole's signing doesn't guarantee they're gonna win the World Series. Garrett Cole's just on the Astros. They did not win the World Series. But it pretty much guarantees that they got a damn good freaking chance to win the World Series. They're gonna be right in the mix. The Houston Astros, now that they've been exposed for being the Patriots, a major league baseball and being the cheaters that they are, I think the Astros are gonna regress a little bit plus they lost Garrett Cole. I'm a Los Angeles Dodger fan. The Dodgers aren't winning the World Series, all right? Dodgers are overvalued. Washington, are they really gonna repeat? No. You look at the landscape of major league baseball. It's the Yankees time. You're not gonna get better odds than plus 430 right now. Cash it. Go to the window, play it. You'll be cashing it. The New York Yankees, it's just about the value right now. You know that they're the best team on paper. You know that this number is gonna go the other way. So right now, take the New York Yankees at a solid plus 430. Let's move on game to college football, specifically this week, college football playoffs begin and we start with the Oklahoma Sooners. They're taking on LSU. This game total is 75 and a half. It's a good one between Oklahoma, LSU, who do you like? No, no, no, no, no, Greg. It's not a good one. Like Tony the Tiger says, they're great. This is a great game. This is the best college football playoffs that we've ever had. Normally it's a foregone conclusion. Yeah, yeah, Alabama, probably Alabama versus Clemson. Hell, we saw it three years in a row.  So we've got the Oklahoma Sooners here, not getting a lot of respect, guys. They're getting 13 and a half points. Now, I understand that people look at Oklahoma and you don't think they're gonna match up against an SEC team. Don't forget, Oklahoma have been in the playoffs the last two years. They didn't lose either of those games against Georgia and Alabama by more than 11 points. They lost by six and by 11. Now they're getting 13 and a half. But with that being stated, we're looking for Stone Cold Steve Austin locks here, all right? And how I feel the best way to approach this football game, Greg, is by taking the over. They say that defense wins championships. Well, whoever said that doesn't watch college football. All right, you look at a college football playoffs. Who's the number one scoring team in college football? The LSU Tigers, they also put up the most yards. Who's the fifth highest scoring team in college football? The Oklahoma Sooners, they also put up the second most yards out of any team in college football. So, you know, we essentially have two of the best offenses in college football going head to head here. You know, I don't think either defense is well suited to stop each other. Let's not forget, Jalen Hertz played in Alabama, right? He's 2-0 in his career against LSU. Jalen Hertz is gonna be able to bring a little confidence to the Sooners that you know what, guys? These guys ain't special. I played against these guys. I beat these guys when I was with Bama, and we're better than Alabama. I think Oklahoma comes into this game as sort of a dark sleeper, but I think the safer bet is to go over 75 and a half, kick back and enjoy the fireworks, man, between both teams are gonna be getting into the 40s in this game. First team to 50 wins, baby. Give me the over. I also like the Sooners, but yeah, the over's the better pick. Sooners could be a good pick, but the clear best pick this weekend is over with two fantastic offenses. The Heisman winner, Joe Burrow, against Jalen Hertz, it's going to be a fun one in the college football playoffs. There's another college football playoff game that we're gonna get to, and this one features the Clemson Tigers, the Ohio State Buckeyes. This is a good one, too, Gabe. Who do you like? Well, this is another one. And you know, you think of Ohio State. You don't really think of them having an explosive offense. In this sense, 48.7 points per game. All right, when you add it all up, they're right there as the top offense in college football. That's what makes it so good. These are four awesome football teams. Really, they're great. Each week, the numbers sort of bounce. Oh, I know, now they're the highest scoring team. No, no, no, they're a point, too, a little bit more. We've got Ohio State and Clemson. Come on, man. I got goosebumps, literally and figuratively right now. And I hate Ohio State with a passion, and I'm not a Clemson fan, but I love good sports, and I love good coaching, and I love good football. And we're going to have all of the above. Speaking of coaching, Ryan Day, head coach of the Ohio State Buckeyes, was upset that they didn't come into this as the number one ranked football team. And he said, well, if there's a better football team in the country, I'd like to see them. Well, Mr. Day, meet the Clemson Tigers, because they're a better football team. I find it amusing that last year, people were ready to make Trevor Lawrence the national football league most valuable player. Oh, he's better than 25 quarterbacks in the NFL right now. But now the narrative is, Clemson are no good because they didn't play anybody. Best coach in college football right now is Davos Sweeney. Best recruiting classes on a yearly basis right now is Davos Sweeney and the Clemson Tigers.  Actually, she played pretty damn good, so I guess he does. The booming serves. Give me Trevor Lawrence, man.  I don't think it's gonna be the same thing, but as good as Fields has been, all the talk about the competition level that Clemson has faced, Justin Fields in Ohio State have had it pretty easy.  Best college coaching staff in football, by far the Clemson Tigers. Give me the defending national champion, Clemson Tigers, love this bet. All over the Clemson Tigers here this weekend against Ohio State. Ryan Day in a huge, huge spot in his first season as the head coach of the Ohio State, but guys, Davos Sweeney's been here before. Let's see if he can do it again. That's gonna do it for us here on The Fandal. Hurry up, get all those bets in now. You need some money, Christmas shopping. We're running out of time. Forget to it right now. For Game of Thrones, I'm Greg Sussman. Good luck on your bets and we'll see you back here tomorrow.