Andrea Young with EOS Worldwide

Intro: [00:00:07] Broadcasting live from the Business RadioX Studios in Woodstock, Georgia. It’s time for Cherokee Business Radio. Now, here’s your host.

Stone Payton: [00:00:24] Welcome to another exciting and informative edition of Cherokee Business Radio Stone Payton here with you this morning. And today’s episode is brought to you in part by our local small business initiative, the Business RadioX Main Street Warriors Defending capitalism, promoting small business and supporting our local community. For more information, go to Mainstreet warriors.org. A special note of thanks to our title sponsor for the Cherokee chapter of Main Street Warriors Diesel David Inc. Please go check him out at Diesel. David.com. You guys are in for a real treat this morning. Please join me in welcoming to the broadcast with EOS worldwide. Miss Andrea Young. How are you?

Andrea Young: [00:01:11] Great thanks. Thank you for having me.

Stone Payton: [00:01:13] Well, we are delighted to have you on the show. I got a thousand questions. I know we’re not going to get to them all, but I think a good place to start is if maybe you could articulate for me and our listeners mission, purpose, what are you and really out there trying to do for folks?

Andrea Young: [00:01:32] Well, we are entirely trying to help business owners and their leadership teams get what they want out of their business. So that is our big focus. And and we do that through a very simple set of processes to drive discipline inside a company called EOS, or the entrepreneurial operating system is what it’s called.

Stone Payton: [00:01:56] So I got to know the backstory. How in the world did you find yourself in this line of work? What led you here?

Andrea Young: [00:02:04] Well, I am a former client. As a matter of fact. My husband and I started a company over ten years ago in the sports and entertainment business. And we found that we were just, you know, working our tails off and just felt like we were leaving some money on the table. And we had a really great leadership team. But everyone sort of had a different idea of where they they wanted to see the business go. And so we ended up implementing EOS in 2018 and it was a total game changer. We were able to triple our profitability in 12 months. We doubled our revenue and importantly, we got all of our leadership team members focused in the same direction, rowing in that same direction. And that was just so powerful. And so having seen that, I decided to leave the corporate world after 20 years of of building, you know, building brands and, and working in a big organization and, and do EOS full time so I could help other business owners grow and scale up their business and get what they want out of their business.

Stone Payton: [00:03:19] So at this point in your career and in doing this work, what are you finding the most rewarding? What are you enjoying the most about it?

Andrea Young: [00:03:28] Well, I love growth. I kind of see myself as a growth master, having spent so much time in innovation and corporate strategy. And so I get so excited by helping other business owners and their leadership teams grow to really scale their business to get the results that they’re looking for. And so that has been very exciting and very rewarding for me in this this chapter of my career.

Stone Payton: [00:03:56] I’m sure every situation is different, but I got to believe you must run into some common patterns, like see some of the same kinds of things over and over again, things that entrepreneurs are excited about, frustrated about, challenged with. Is that accurate?

Andrea Young: [00:04:11] For sure. For sure. You know, one of them is just this notion of control and feeling like their, you know, their business is running them instead of them running their business. And this this, you know, it’s chaotic. And so that is one aspect of, you know, we kind of joke about it being you’re kind of like running behind the van where the doors are flapping open and you just want to get into that driver’s seat. And so that can certainly be a big challenge. Another one is, you know, what I talked about earlier in my case, which was profitability. So you put so much of your heart and your energy and your time into your organization and it is your baby. But if you’re not getting what you want out of in return, that can be very frustrating sometimes. And so that’s another one. People issues is a very common challenge too, that everyone I come across is experiencing. And so you know how making sure you’ve got the right people in the right seats and that you’re creating the culture that you want. So those are just a couple of the the big challenges that that seem to be very commonplace.

Stone Payton: [00:05:22] Well, as you were describing it, I feel like I resemble that remark, right? I mean, my business partner and I, we own the Business RadioX network and we’ve been blessed in so many ways. And it’s not at all uncommon for each of us, sometimes at the same time. But fortunately, often it’ll be either him or me where we just we feel like we are. We’re losing our grip, right? We we things are just getting a little just getting a little bit crazy. And for me, I think it often happens. I have a tendency to to chase shiny objects and get another yet another idea. So I know that that happens to us. So where does the work start? It seems like for me it would be even difficult to to get my arms around. Okay. We want to we want to make some improvements. We want to change some things. But they’re like, where do you start? Is there a typical starting place with a client?

Andrea Young: [00:06:18] There is, yes. We we really focus on three things. And the first one is vision. So, you know, everybody’s got all these great ideas in their head. And so it’s really about articulating where it is you want to go, how you’re going to get there, and then getting your entire team rowing in that same direction. And the second one is traction. So without you know, if we don’t have the traction, then it just doesn’t become real. And so we’ve got a really simple set of disciplines and tools to hold people accountable so that you’re making that vision a reality. There’s an action plan associated with it. And so that that makes sure that that vision is happening. And then the third one is around having a healthy culture. And so as part of this process, having that kind of team culture that you want for your organization is incredibly important so that you’ve got a collaborative and cohesive team that’s working together because you spend so much time together working together that you better, better make sure you enjoy it so that if we’ve got those three things, then everything else kind of falls into place, I’ll bet.

Stone Payton: [00:07:33] So the early stages of an engagement, is it are you having a conversation with the executive team or the or the owners to figure out where to put most of the energy? Is it a like what happens very early on in the engagement?

Andrea Young: [00:07:48] We are very first day is well, the very first step actually, is having what we call a 90 minute meeting. So it’s an introduction to what iOS is all about so that everyone is on the same page. They understand the process and some of those big concepts and what it is that we’re trying to do in this. And then and then we spend a whole day together. We kind of roll up our sleeves. It’s a full day workshop that we call Focus Day so that you’re hitting the ground running by having thought out a few things. So one is an accountability chart. So you’re identifying who the right people are, what the right structure is for your organization. For the next 6 to 12 months. We work on on having a scorecard and actually like measuring, how are you performing? What are the key business indicators that you really need to be paying attention to that give you that sense of how your business is performing? We get to something that we call rocks, and so that is those are priorities or commitments. So if you think about what are you going to what do you need to accomplish? What does everyone need to accomplish over the next 90 days so that you’re making that that that vision really happen? So you’re focused and you’ve got those commitments and you’ve aligned on what those are. And so we come away with some of those tools as well as explaining how how to run a really great meeting because meetings can often suck. And so on that first day we walked through, you know, how do you spend your time together? How often, what do you cover? Like that kind of thing so that you can hold each other accountable and you can have a meeting of time that’s well spent and that you’re getting things done. So those are just a couple of examples of of how we would spend our first day together and the things that you walk out with.

Stone Payton: [00:09:45] I would think just that 90 minutes would be incredibly valuable. I feel like you’ve been listening in on some of our phone calls or or eavesdropping at some of our meetings because although we don’t necessarily know what to do about it, you know, we can we can feel that, you know, this isn’t as efficient and as effective as it ought to be. And maybe we do have. I had a mentor one time. Tell me about the analogy he used. Was getting a goldfish to climb a pine tree, Like there’s things that a goldfish can do really well. But you know, it’s sometimes and we’ve made this mistake in our own organization. We’ve got some great people who have tremendous skills and we got them doing the wrong stuff and. Right. That’s that’s just one piece of what you’re talking about. Right.

Andrea Young: [00:10:29] Well, that can happen all the time, especially in entrepreneurial organizations. You’re wearing a lot of hats and some hats fit better than others. And so I think it’s about understanding what the right seats are on this this bus that is your organization and what what the roles are for each one of those seats. And then you have to figure out, okay, who is the right person to to get that job done. And, you know, it’s a two way street. You want to you want to put them in a role where they are going to be so happy, they’re going to love what they’re doing and be really successful at it. And then at the same time get the results that that you’re looking for. So it is a win win.

Stone Payton: [00:11:12] So this methodology, this structure, this I guess, methodology maybe is the right the right nomenclature for it. This what’s its origin? Is there a is there an organization that this iOS and and now you plugged into it as a client right And now you got enamored with it. But what’s the origin of the of the structure.

Andrea Young: [00:11:36] So iOS was first came about by a gentleman by the name of Gina Wickman, and he was an entrepreneur himself, got brought into his his dad’s organization to really turn things around and worked with the leadership team for a number of years doing that. And at the same time, he was part of the EO network in one of the original chapters in Detroit. And through that he saw this opportunity and got really knew he had a real talent for the art and science of running a business. And so he cobbled together some of the best concepts and tools out there and wrote a book by the name of Traction. Okay, I know this book.

Stone Payton: [00:12:22] Yeah.

Andrea Young: [00:12:23] Okay. And so this book has been around for over 15 years. It is often on the bestsellers list amongst entrepreneurs, and it really explains how iOS works. And I think the beauty of it is it’s not just it’s it’s more than the concepts, more than the theories and the tools. It is about how do you make it a reality, like how do you make it happen? So that’s why it’s called traction, because that is the biggest, I think the biggest benefit to it.

Stone Payton: [00:12:55] So I want to circle let’s talk about me for a minute. Right. Because it is my show. So I want to circle back to us. I know I sometimes get the feeling and I hang out with other entrepreneurs as well. And so I know I’m not the only one, but I feel like it’s one thing to put out a fire and get past it and keep going, right? But I feel like I’ve done we’ve solved this. We should have this baked, you know, like do you find that people fall into that pattern and they keep putting out the same fires over and over and they really don’t have it baked, I guess.

Andrea Young: [00:13:26] Well, and how frustrating can that be, right? Very, yes. It’s like, oh, we’ve seen this show before. Yeah. So that is a a key component of the system is to create an environment where people are celebrated for identifying issues and putting issues on the table. And then we devote quite a bit of time to actually solving those issues. And we do it through a process called we call it Ides, which is about identifying, getting to the root cause of what is that issue? Because if you can’t get to the root cause, you can’t solve it and put away put it away for good. And so that is really important to spend the time on that briefly discussing it and then and then solving it and brainstorming. Okay. What are our different options? How are we going to solve that as a team? And then who’s responsible for that action plan and getting to very clear list of to do’s and that type of process really helps to to, you know, really, I don’t know, knock away at some of those issues that keep coming up daily or weekly or annually, whatever that looks like so that they don’t they don’t keep coming up. So you’re solving them one by one for for good.

Stone Payton: [00:14:47] But it’s getting at the root cause. And I got to say to me, it’s easy to fall into the trap. Okay. Solved it. Put out that fire, move on to the next thing. But I didn’t really solve it.

Andrea Young: [00:14:56] I just it’s easy to do that. It’s easy to say our revenue is down this this quarter. Okay, but why is it down and what exactly is causing that to to happen? And so you get down to that root cause and you ask, you know, keep going layer by layer until you say, okay, well, this is what’s causing that to happen and then that’s where you devote your time is, okay, how are we going to solve that? What is what are the right solutions and who’s going to be responsible for doing that? So that’s, I think, a big difference and the amount of time. So it’s not just report. You know, you spend your meeting time not reporting out on spending the entire time reporting out on things, but actually you’re working together to solve things as well. And that can be a really powerful for the for the team, for the organization, the culture in terms of driving results, but then also feeling like you’re part of a team, you’re part of that solution, part of the scaling of it.

Stone Payton: [00:15:51] Okay. I’m going to ask you about meetings, too, because I, I do feel like, you know, we’ll have these calls and I feel like a lot of the information that is transferred that probably could have been handled a different way. Right? Like, here’s the data, here’s what happened and here’s and maybe we ought to be investing our conversation differently than just reporting what happened last week. Or is that one of the disciplines or one of the mindset shifts is let’s let’s get the reporting and the and the things that could be communicated more effectively, more efficiently in a different way. Get that out there so that we can spend the human time working on the more complex stuff.

Andrea Young: [00:16:31] Well, it’s so common for people to be meeting after meeting after meeting, and they get out of their meetings. They’ve spent like six, seven hours in meetings, and then that’s when the work starts. And by that time they’re exhausted. It is the end of the day. They’ve got other things to do. And so what this process does and it’s been really effective for for the teams I work with excuse me, is that they you spend 90 minutes together once a week as a leadership team and we have a very prescribed way of spending how you spend your time so that you’re doing some of the reporting, but then you’re spending the majority of your time issue solving, you know, whether it’s challenges or bottlenecks or ideas or opportunities. But that time is very precious for for making sure that you’re getting what’s in the way out of the way and you’re getting some of the best solutions and leveraging the collective genius of the people that are in the room to make that happen.

Stone Payton: [00:17:31] You also mentioned earlier in the conversation this concept of a of a scorecard. Say a little bit more about that.

Andrea Young: [00:17:41] You know, I meet a lot of companies and they don’t have you ask them how they’re performing and they can kind of give you some of the top line levels, but they’re not really tracking what’s driving their business. And so and in today’s world, you, you know, you may have a data pond or you may have a data ocean, but you’ve got a lot of numbers out there. And what’s critical is saying, okay, what are the what are the key metrics, you know, the 5 to 15 numbers maximum that we really need to be paying attention to and paying attention to on a weekly basis so that you can do something about it. If you’re seeing trends and stuff like that happening, then you have an opportunity to action them and before it’s too late. So you’re not reporting on what happened, you know, yesterday. Rather, you’re forecasting what’s going to happen tomorrow and you’re spending your time on those kind of key business indicators that really give you a glimpse of what what that looks like. And it could literally be, you know, depending on the organization, their scorecard can actually be a, you know, a very unique part of them. So it could be anything from a Google ad rating to the number of trips they need to make to a store to to pick stuff up that they forgot to order to, you know, other metrics that are more key, like employee satisfaction or customer satisfaction numbers, that kind of thing. And it depends on the organization. So it’s very custom to each client and what it is that they’re trying to accomplish.

Stone Payton: [00:19:18] No, I’m finding this very helpful and getting if you really want to get some great free consulting advice, get yourself a radio show. You talk to smarter people, you get to learn a ton. But no, as you were talking, I’m thinking like we have several our studio partners, the people who run studios like the one we’re sitting in right now, we have several different revenue streams. Right. Right. And so it makes sense to me that. That we we should just we could track each of them and see if one of them is really starting to dip, you know? Okay, this is this is an important thing. So so, you know, revenue for for example, like doing onsite remote broadcast at events and stuff. Right. That’s that’s a key thing. And we could look back maybe at last year and the year before and say, okay, now COVID probably, as you might imagine, had an impact on ours, but that might be like a key metric for us to keep for each studio partner to keep an eye on. Right. Is that an example?

Andrea Young: [00:20:12] Yeah, that would be that would be an example. I think you’d you know, the other important thing to add to it is you kind of have to know what good looks like. And so you need a goal to be able to compare it to and say, okay, what, what do we expect this to be? And then is it tracking below or above where you anticipate it? And but having that goal can be really important too. So it’s not just measuring a metric, but you know, whether you’re winning or not. Yeah.

Stone Payton: [00:20:37] And don’t just look at last year’s onsite remote broadcast revenue, look at last quarter’s or if not last month. Right. But it could.

Andrea Young: [00:20:46] Be. It could be, yeah. However, you kind of see it as important to your business. So it could be versus budget. It could be versus last month or last quarter. Right. Whatever makes sense for your your company.

Stone Payton: [00:20:57] But but don’t let it stay on top of it. Don’t let it go too long because then you can’t do anything about it.

Andrea Young: [00:21:04] That’s right. That’s why we like track it on a weekly basis. Otherwise you end up at the end of the year and you’re like, Wow, there’s nothing you can do about it now except, you know, count your chickens. I guess.

Stone Payton: [00:21:13] So Do you ever find that that some entrepreneurs, particularly founders who, like you say, have worn a lot of hats and, you know, they’ve created this thing with their own blood, sweat and tears? Do you do you find that initially they’re a little reluctant to embrace all this structure or or by the time you’re talking to them, are they like, for God’s sake, help? We need we we know we want structure. Yeah.

Andrea Young: [00:21:36] I think they see the value in it because they’ve gotten they’ve grown and built their business to a point where you know and, and that’s an amazing feat. But then they get to a point where they hit the ceiling and they just it, you know, how do you scale it up beyond that? And they want to get to that next chapter. But what’s gotten them so far can’t get them further. And so then this takes the mystery out of figuring out, okay, how are we going to unlock that that door or break through that ceiling? And so that is can be very powerful and helpful to them. So I see that we get a lot of energy that way. And then I think the other thing is. You mentioned it earlier, there are lots of different ideas and concepts and all that kind of stuff out there. And again, this takes the the mystery out of which ones do I do, because this is a proven system and it’s very simple. And so it’s not about a flashy new thing. It is you know, this is this is a really easy way to run a business. And it’s been proven time and time again. So.

Stone Payton: [00:22:37] So how does the whole sales and marketing thing work for for a practice like yours? How do you get the new business or even get to have that initial 90 minute kind of conversation?

Andrea Young: [00:22:53] Well, we are all business owners that run our own businesses within EOS worldwide. And with the the best way is through referrals because a company sees, you know, they live this experience, they see those great results and then they want to pass it forward to friends or family that are also struggling in their companies. And and they’ve seen the success. And so they just they want to help other companies and business owners get what they want, too. So that is certainly the most powerful way for sure.

Stone Payton: [00:23:28] So doing good work is marvelous. Sales tool, huh? Yeah. Now, the reason I ask it strikes me that your work is so dependent. Dependent on trust. I mean, you really have to trust your iOS person because you’re letting you are letting them in, right? For you to be able to effectively serve them. The level of trust that you must be able to to develop with a client, it must be incredible. I mean.

Andrea Young: [00:24:01] Yeah, we end up, you know, playing a couple different roles ourselves. So you’re the coach, so you kick them in the butt when things aren’t aren’t, aren’t going that, you know, they’re not moving along or you’re patting them on the back when things are going really well and you get those attaboys or out of girls. And then we facilitate. And so often the answers are in the room and there’s so much brilliance there. And so you need to be a master facilitator to be able to make sure those voices are heard and then everyone can get aligned. And then we play the role of being a teacher as well. So there’s an aspect of training and learning some of these new concepts and tools and making sure that they become experts on this too, so that they can continue to grow and run their own organizations and be able to run it all the way through the through the company to all the different levels.

Stone Payton: [00:24:54] And so we talked about early on in the engagement. But as you’re talking now, as this thing unfolds, you’re not leaving them hanging. You’re in there while you’re empowering them. You’re you’re there to help you. You use the word facilitator or facilitator a few times. So you swing back around and you show them you share the structure with them, but you’re also helping them along the way. There’s like, Yeah, say more about that.

Andrea Young: [00:25:18] Yeah, we typically work with companies for about two years, but it it can vary when and so the idea is that yes, you’re teaching or training them, you’re giving them kind of this foundational tools and then helping them to execute and master them until they don’t need you anymore. And so and that is the goal is to get them. So they’ve got the confidence, the mastery, the ability to to run on their own.

Stone Payton: [00:25:47] And that’s a refreshing model. That’s not how I’m from the training consulting world. A long, long time ago, before I met Lee Kantor and my world changed. I came from that training consulting world. And just for those of you who don’t know, that is not necessarily the model for all consulting.

Andrea Young: [00:26:04] Yeah, I mean, it’s it’s kind of a scaled learning process that you share some tools, they go away and and they come back and we kind of work through okay what did you learn? What doesn’t work? What does work And you do version 2.0 and then version 3.0, You get to a point where they’re really happy and they’ve got the right scorecard, they’ve got the right accountability chart. But part of that is, is not just learning it in classroom style, that kind of thing, but actually doing it and living it and saying, okay, this this works, this doesn’t work and and modifying it. So that is part of our process is to be able to coach and facilitate, to get to a point where they are seeing amazing results and really happy with, you know, getting that, making that vision a reality.

Stone Payton: [00:26:50] Yeah. And even with that capability transfer, the other thing that seems like it would be really helpful is to have that common language, that common nomenclature, so that everybody’s speaking the same language, talking about the the the scorecard and accountability. And when you give everyone in the organization and the people who are helping them, that that common language, that’s that’s got to be powerful, I would think.

Andrea Young: [00:27:15] Oh, yeah, for sure. It’s absolutely important to have the same language, to be using the same system. It just makes you a lot more efficient, takes a lot of the duplication and confusion out of it. And if everyone’s talking the same talk, then guess what? They’re going to walk the walk as well. So yeah, that can be really powerful.

Stone Payton: [00:27:35] So I’ve come to learn over the years that competency itself can be a bit of a moving target because conditions, circumstances, environments change. So the skill set and the proficiency that you may have once had is not necessarily going to be enough to to continue it. I this is a question it’s not an observation. Is accountability a moving target to I mean, do you do you find that that you you need to help your clients incorporate systems, processes to keep people I mean, how do you keep them accountable?

Andrea Young: [00:28:13] You do have to have those systems in place where they’re held accountable to themselves, to their their leader, but then also their teammates. And so that helps certainly to making sure that you’re getting things done because. No one wants to sit there and say, Oh, I’m off track or I haven’t haven’t completed this priority that I was working on. And so that can be a really important, important thing. I think it also helps with that kind of squirrel syndrome of saying, you know, when you’ve got you’ve got so much information coming at you these days and so many different opportunities. And what this helps you do is to focus as well so you know what to say no to and what it is you’re focusing on working on. And so that can be certainly exponentially help to help you to exponentially grow as well. So that can be really powerful.

Stone Payton: [00:29:05] You just brought up an interesting perspective that reminded me of playing sports and I never got really good, but my father was a high school basketball coach. I was involved in sports and I got to play like high school level ball. And but you mentioned being accountable to your teammates, and that was as I reflect on that, that was more important to me and probably more of a driver for all of us than even trying to be accountable to the coach or you want to be accountable to your teammates. If that’s if that all goes all the way back to your comment about culture, right?

Andrea Young: [00:29:43] Yeah, absolutely. You don’t want to let anyone down or to be the weak link in the in the organization. Everyone’s counting on you. And so, you know, making sure that you’re getting things done. You’re you’re delivering what you committed on can become so important and that that social connection is a big piece of that as well for sure.

Stone Payton: [00:30:07] Yeah. So I know because I did my pre-show research and meaning I know that you were an executive at a little company some of you may recognize called Coca Cola. Right? And then you’re doing this this work. Have you had the benefit of one or more mentors along the way to help you navigate the terrain in those different environments?

Andrea Young: [00:30:33] Oh, I’ve.

Andrea Young: [00:30:33] Had so many great mentors in my life. I’ve been really, really lucky.

Andrea Young: [00:30:39] You know, I’ve got a.

Andrea Young: [00:30:41] Big thirst for learning and and I’ve had great leaders that have allowed me to to learn who given you the ropes to to do your own thing and then come back and get support when you need it, but really empower you to to run your business the way that you need to. And so I’m really fortunate to have had a few really great bosses that I still keep in touch with to this day. We’ve moved on to different things and so on. But but their, their friendships, their advice is just invaluable. And that’s been part of the benefit, I think, of being in that that corporate world as well. So I feel really lucky.

Stone Payton: [00:31:25] And now you get to be a mentor, right? Because that’s just that’s just part of what you’re doing.

Andrea Young: [00:31:31] And paying it forward. I think, you know, I got all that formal training and and great advice along the way. The corporate world and entrepreneurial world are different, but there are a lot of commonalities as well. And there’s beauty in both of them. And so it’s, you know, how do you how do you find that to and use that to your maximum.

Stone Payton: [00:31:55] So outside the scope of your work, the work that we’re talking about, what passions do you. What other passions do you pursue? Most of our listeners, my listeners know for me it’s travel, hunting and fishing, but something outside the scope of your work, what are some of the things that you have a tendency to nerd out about or really enjoy doing?

Andrea Young: [00:32:15] Well, I’d.

Andrea Young: [00:32:15] Say the top two, so I’m a big traveler as well. I’ve been a 64 countries so far and counting. Yeah, love to, love to travel. I love the adventure and learning about new places and trying different foods and having new adventures and all that kind of stuff. It’s. It’s great. And then the other one is downhill skiing. So I’m Canadian. Oh, my. Which means I started skiing almost at the same time. I started walking and and I love the sport and I’m teaching, getting my girls into skiing and stuff like that, too. It’s something we do as a family. So that’s a both of those just make my heart swell.

Andrea Young: [00:32:52] I got we.

Stone Payton: [00:32:53] Before we came on air, I was telling you about my recent trip to Spain and I do feel like and my wife’s father said this and I believe it’s true that travel does it broadens you right. It gives you new, different, wider perspective. And and I have found that I thoroughly enjoy experiencing other cultures. And I walk away. It’s I don’t know the first thing about downhill skiing but but the the travel we have really come to to enjoy and I don’t have any hard data to prove it, but I think those experiences probably helped me make other people’s lives richer and help me be more effective when I, you know, when I get back on vacation and dive back into my work, maybe.

Andrea Young: [00:33:38] Yeah, I.

Andrea Young: [00:33:39] Think it helps you to appreciate different viewpoints, different cultures that are out there, to be more open, to be open minded to, um, you know, people and their situations and the worlds that they’re growing up in and living in. And it also makes you appreciate that all the beauty in the world too, from environmental to like to, you know, the just everything. And so I have absolutely treasured all of those trips. And we make it a point to, you know, to travel as much as we can because we love it so much as a as a family even.

Andrea Young: [00:34:18] Oh, that’s fantastic.

Stone Payton: [00:34:20] All right. Before we wrap up, I’d love to leave our listeners, if we could, with just a handful of a few pro tips and number one, pro tip gang, if any of these topics are striking a chord with you, and if you’re an entrepreneur, I know they are number one pro tip is reach out and have a conversation with Andrea. But even short of that, are there things that that we can be reading, you know, things we should be doing or not doing? Maybe looking for a few, if not red yellow flags in our organization that suggest us, you know, hey, it’s time to set up a call or reach out to to Andrea. A couple of things like that, sir.

Andrea Young: [00:34:58] Yeah. So I think if you’re facing any of those kind of struggles, like.

Andrea Young: [00:35:04] You know, the.

Andrea Young: [00:35:05] Life is chaotic again or you’re spending all your time working and not having time having, you know, not have you don’t have time to take those vacations and travel or to to have the fun that the business is running you instead of you running the business or you feel like you’re, you know, you’ve got some people challenges or you’re just not getting what you want out of the business in terms of the size or the growth, then the book traction can be is a great way to do it. Or you can reach out to me. If you don’t have time to to read it, then I’d be happy. It gave you the the live movie version, if you will, of it. And there we go. My email address is Andrea Young at EOS worldwide.com.

Stone Payton: [00:35:51] All right. All right. So let’s make sure we have that again. So the book is Traction, The author of the book.

Andrea Young: [00:35:57] You mentioned, Gina Wickman.

Stone Payton: [00:35:58] Gina Wickman. And then the best way to to reach out to you is email. Is that the best? Yeah, that’d be great. All right. And what’s that address again?

Andrea Young: [00:36:05] Andrea Young at EOS worldwide.com.

Stone Payton: [00:36:09] Well, Andrea, it has been an absolute delight having you in the studio. Thank you for coming to visit with us and thank you for for the work that you’re doing. The work you’re doing is important. I genuinely believe that and I hope you’ll keep it up and I hope you won’t be a stranger. I hope you’ll come back and visit sometime. You know, I tell you what could be fun if you’re up for it sometime, if maybe you came in with a delighted client. Oh, yeah. And we could talk about their business. And so, you know, we’ll profile their business and learn about that, but also maybe talk about the work. That could be a fun segment.

Andrea Young: [00:36:44] Yeah, I would. My clients are awesome to work with and they would love to tell their success stories, so that would be super fun. I’d love that.

Stone Payton: [00:36:51] Fantastic. Well, thank you again for coming down.

Andrea Young: [00:36:53] This has been great.

Stone Payton: [00:36:54] My pleasure. All right. Until next time. This is Stone Payton for our guest today, Andrea Young with EOS Worldwide. And everyone here at the Business RadioX family saying we’ll see you again on Cherokee Business Radio.