How to Hire the Right Employees: Proven Tips from Evan Carmichael ft. @RishyCupTV

Anyway, sorry.

Alright everybody, welcome to another business Q&A as we play a game of League of Legends. I'm excited to be here. This should be a fun day. We've got my usual co-host. Am I going to— I feel like I can't say co-host du jour anymore because it was a big thing yesterday, but my co-host Rishi Khet TV, welcome back.

I'm the co-host du jour.

How you doing?

I'm great, how are you doing, Evan?

I'm good, I've got my, uh, my Believe mug, drinking some tea, got some eggs from Alex, bunch of stuff. What's in your cup today on National Coffee Day?

Well, the plan is to go to Krispy Kreme because Krispy Kreme is offering everybody a free coffee and donut today even without a purchase. So there you go. Wow, I know, and this was not a, uh, sponsored video.

Wow. Yeah, yeah, Krispy Kreme was hijacking the stream. Rhymes too. Yeah, no, so we got J-Rise just setting up a game. I want to give a quick shout out to our live viewers. We got Good Meets Nice, whoever Good Meets Nice is, welcome aboard. Relaxing Sleep Station, Zeno, Rishi, Jen So Much. I love it, I love it. There's all kinds of chatter already happening in the live stream, it's great.

I know, Relaxing Sleep Station is back.

Yeah, Zeno's saying lots of folks here, must be a new record. Yeah, hey, every, every day we're breaking records, man, every day. Oh, actually, I got something to talk about tomorrow. Tomorrow I have a doctor's appointment in the morning at 7:30, and I don't know if I'm going to be back in time for this. So we'll have to— we either— we can— we can either cancel it or we can play it by ear, because I know you have to wake up early, Rishi, to get here. And so let's think about it while we play what we want to do for tomorrow.

Okay, yeah, let us know in the chat what you guys want us to do. Let's invite the doctor to play LOL with us.

Alright, well, while we get a game set up, let's get into some questions.

Great, let's do it. Okay, first question today comes from Bradley.

Bradley.

And yeah, and actually I feel like we've had a question from Bradley Daley before recently, so. Hey Bradley. And he's asking, I was wondering how you make sure that you are hiring someone who is truly hardworking and a great employee rather than someone who says that they are a great employee but never lives up to the expectations.

I have a lot to say on this one, but I'm excited to hear what Rishi has to say first.

Uh, absolutely. I mean, you know, if I may go a little bit on a rant.

Oh wow, the Rishi rant.

All right, well, I'm just realizing, because I've also recently been, um, involved in the hiring process and interviewing and things like that, and, um, and I'm, I'm actually on the side of being interviewed and you know, that whole process, which I haven't actually been doing that, I haven't done that in a while, but I was just thinking about, and this is kind of like more Rishi Cupp TV message in terms of like really owning who you are and embracing who you are and, you know, sharing from that place, and I was thinking about how many different things we've set up whether it's education or the job workforce, where we're always constantly teaching people how to share so that they can impress, not share on just who they are. I think even today, Evan, you had this amazing— now I've got to find it, but It was a quote about, you know, don't try to impress people, be you, and then the right people are going to love you. Do you remember? Not love you, but you said it way better. But the point is, it's like we're just creating— I think the system, even the hiring system, is set up in such a way where you're always taught to just impress instead of just being you and offering what you actually, who you are. And I understand why it is the way it is because, you know, we live in a world where, you know, getting a job is important, you know, so you want to put your best foot forward. There's nothing wrong with that, but I think there's a little bit of this where the system is messed up, where people can't just be honest even in their applications or be honest in their interviewing process because they're more worried about trying to tell you what you want to hear instead of just being who you are and believing that that is enough. And I get that, you know, you have to have skills to do things and all of that, but Do you hear what I'm saying, Evan? It's just like whether it's hiring or whether it's applying for college and university or whatever, people get wrapped up in how can I tell you what you want to hear instead of how could I just be me and, and, and that be enough. And so I think that's part of why you get people like Bradley who say, well, I hired someone and they aren't who they were on paper. Because, you know, it becomes more about impressing out of the desperation to get the work than it does about being who you are. So I think it's a greater problem that I have. I'm a little bit passionate about right now where we're not making it okay for people to just be who they are. That's my rant.

The Rishi rant. Rishi goes on ahead, I like it. Well, before I answer, I've got Teemo jungle, super excited. The J-Ryze Pantheon mid experiment continues. I hope to be able to actually get a full game in today and make Martin proud and test out some of the things he told me. So we're gonna see how that goes.

Nice.

Let me load my list of things I'm supposed to do. I wrote it down on my notepad here so I have it in front of me. Yeah, I think the hiring process is broken. I think it's, it's not very efficient. I think a lot of it stems from Rishi's points too, in that people are just trying to get the job and you're always trying to impress. And I, I think as an employer it sucks because, you know, we, we really want to find the right people and to have people who aren't really taking it seriously really, really sucks. My client is not loading. Let me just see what's going on here. There we go. Okay, I'm in. First of all, I think as an employer, if you want to attract the right people, then you need to put what you stand for in the, in the job description, what you're all about. So when I'm hiring somebody, it'll be, you know, I'm looking for a Believe programmer, #BelieveProgrammer, and then I explain what that means and I put that in the description. And I want people to love it or hate it. I want people to see it and say, "Man, that's awesome, this is for me," or "This is really stupid, you know, I'm just a programmer, I don't care about this mission." So people start to self-eliminate immediately, and you also start attracting the right people. If there was a programmer that was on the fence between going with me and somebody else, this could make the difference for them. So that's the start. Next, in a, in a job description, I will make it one long, boring, ugly paragraph to make it difficult to read intentionally. 'cause I need the people on my team to be detail-oriented 'cause I'm not a lot of times. So, and in the middle somewhere there, I will post 2 questions. So I'll post a bunch of text and then I'll post a question like, in the first line of your response, tell me how many YouTube fans I have, or YouTube subscribers I have in the first line. And then I'll go on to talk about the job. And then I'll come back to say, "In the second line of your application, tell me why you believe in entrepreneurs." And then I'll continue on with the rest of the text. So I want to make it hard intentionally to find those questions. And I'm testing, one, did they even read the job post? Because most people don't even read the job, which is sad. I would say 80%, 75— I'm going through this, you know, right now with, with Toronto Dance Salsa and hiring somebody. 75 to 80% of people do not even read the job post and don't answer the question. So they lead off with their just standard copy and paste resume. And that sucks, right? That is not what, like, you're wasting my time. If you have not bothered to read my job ad, why should I bother reading your application? And it's so easy to copy and paste, like, oh, programmer job, okay, there's 30 programming jobs, I'm gonna apply to all of them and just see who bites. But on my side as an employer, I have to read your thing, right? And so you've put in 2 seconds of work and it takes me a couple minutes each time. At least to read it. And, you know, a couple minutes may not sound like a lot, but you multiply that out by, you know, 100 people applying, that's, you know, 300-400 minutes. That's hours of time being wasted. Uh-oh, one of our players is not in the game. It's sad. So that's the first part. Like, that already eliminates with the job ad talking about your values and then with the question being in there, you can see do people follow instructions or not, right? Are they actually reading? So if you actually took the time to read my job ad, then I'm actually going to take the time to read your application. Otherwise, forget about it. Next, you see if they can actually— but can they follow the instructions, right? I said in the first line do this, in the second line do that. Did they actually follow that or did they do it out of order. It requires just a tiny bit of ingenuity because I'm asking, tell me how many subscribers I have on my YouTube channel. You'd be surprised by how many people write back and they say, what's your YouTube channel? And I'm happy to tell you how many subscribers you have. Like, type Evan Carmichael YouTube and you'll find it, right? This is not that difficult. But, you know, and it's— and somebody who I want to hire in an entrepreneurial venture is someone who can, you know, be creative and get the job done, right? And do the work. So if you don't have enough creativity to think about how to find out what my YouTube channel is, we're probably not going to be a good fit together. Um, and then there's also the qualitative answer that was there around why do you believe in entrepreneurs. I want someone who actually cares about entrepreneurs. They don't see it as another job, but they love the mission. And I want to see some kind of story. I don't care about their English necessarily. I don't care. I mean, it depends who I'm hiring. If I'm hiring a programmer, I think this is another challenge of the industry is if I'm hiring a programmer, all I need to care about is that they can communicate with me. I don't need to hire somebody who— whoa, I'm almost going to die! Okay, I don't need to hire somebody who is a wordsmith. I'm not looking for Shakespeare. I'm looking for someone who can write code. So as long as I can understand what they're all about, then that's a win. So I look at why do they want to help entrepreneurs, what do they love about it, and the ones that you know, write an answer that I get emotionally attached to, those are the people that I want to make a connection with and learn more about. All of this is before ever meeting anybody, and I've already weeded out, you know, 90%+ of the candidates who want to potentially work for me. The next thing I do is not a job interview. I'm not a big fan of job interviews, especially early on in the process. I think it's too easy to fake, and I think it tests the wrong skills. Like, somebody's ability to do well in a job interview has very little with their ability, typically, to do the job that I'm asking them to do. In most cases, right? If I'm hiring a dance teacher, if I'm hiring a programmer, If I'm hiring a writer, like a writer needs to write. A writer doesn't need to ace a job interview, right? It's different. Yes, it's communication skills, but it's different kinds of communication skills. And so I think people often are just testing for the wrong thing. And so, you know, it bothers me. So what I do is I set up a trial job. Like for all the people who that pass those first qualifications, you know, they read the job description, they filled it out properly, they have a reason for liking entrepreneurs, they're passionate about the job that's at hand, then I hire people on a trial job. I give them a job that I think should take about 2 hours and is relevant to the task that they have to do. So if it was a programmer, I would give them a programming job. If it's a writer, I would say, hey, write a paragraph or write me a YouTube description or whatever it is, just some small sample of the kind of work that they would be doing for me. I give them a job that I think will take 2 hours, but I give them 5 hours to do it. One, I do it because I want to see— a lot of my team in my business is remote, so I don't work with them face-to-face in the same office. And so I want to see if somebody is ripping me off. I want to see if somebody is milking me. Anybody who just does— who takes the full 5 hours is probably someone I'm not going to hire because I feel like they're trying to take advantage of the situation or they're just a really slow worker, which isn't a good fit for what I want at my business either. Team is fighting, team is dying, not great. So I'll give them a trial job. and I'll see who does well. I test who does an actually good job on that trial job, like do they get the results that we were looking for? I test how is the communication with me, like are they asking smart questions? Do we work well together? Are they, you know, is it fun interacting with them? And the most important thing probably that I'm looking for is I want someone to do something a little bit out of the ordinary. I'm looking for someone to wow me with something. All the people that I've hired have wowed me in some way on that trial job. So they didn't just do what I asked them to do, but they did a little bit more. So as an example, Sandra, who I hired to do a lot of the— she's my personal assistant, books a lot of my meetings, and also does a lot of the YouTube responses and the comments. Comments. She, you know, the trial job was, okay guys, I hired, I don't know, 10 people to do this. Spend 5 hours in the comments and I want you to respond to 20 comments. Now responding to 20 comments shouldn't take 5 hours. She did it in, I want to say, 45 minutes or so, but then didn't just do 20, she did 30, right? Like way above what I asked. And, uh, showed a lot of love in the comments. So she was the no-brainer, easy decision of who I'm gonna hire for this, this job. Um, Christina, what's that? You love it?

Fabulous! I love it.

When I hired, um, Christina, who's my video editor, it was the same thing. Like, she did the job in less time, and she did what I asked of making a video, but then she also said you know, I had another idea for another way you could take it, and she did her own version of the video. So she gave me two options, and I liked her version better. And so, you know, I hired her, and it's been 3 years-ish. So I would much rather have people prove themselves through their work than in an interview. I think an interview can can't help at some point, but I'd much rather people show off what they can do because talk is pretty cheap, and I want to see what people can deliver. And it allows people— I've found some great people on my team. I've got a team of misfits. I've got a team of some people— some people would never hire these people. Because they may not interview well, right? Because all the typical— like, these are amazing, hardworking people who, because they don't interview well, don't get the great jobs that, that, you know, they could potentially get. Uh, so I'm fortunate in that I have a better hiring process. Um, but yeah, that's what I would go through. I think the way most companies hire is just broken, doesn't work. And this is the best way that at least I found for my business on how to make it work.

Wow, love that. And for those of you who want to review everything Evan just said, there is a video on his channel called Your Hiring Process is Broken, and that will give you all that great information if you'd like to review it. And Evan, I found the quote on your website that says, "Don't change so people will like you. Be yourself and the right people will love the real you." I like that. I know that it's kind of like more— there's the philosophical side and then there's the more practical side of the hiring process. But like, I truly believe— I think the hiring process is broken, but I think it's not just the hiring process, it's like all the systems that we've set up that demand that you be someone other than who you are so you can get the job or get into college or whatever.

Yeah, if you're—

and we got some— yeah, go, sorry, Evan.

No, I was thinking if you're coming from the other side as somebody looking for a job looking for— um, oh, you guys went in. I didn't know, it's my bad. I let my team down on that one. Good job. Um, yeah, you know, I don't know how many people on this stream are looking for jobs, but, but we all are in terms of trying to impress the media and clients, and, you know, we want to get those deals. Um, The best shot you have is doing— is being you, and that sounds stupid. Yeah, you know, every time I've taken a deal with a company and didn't feel right about it for whatever reason, had this kind of pit in my stomach that something something is, you know, just off, then it's never worked out. It's never worked out for me. I've always been disappointed somehow. Like, just, it looked good on paper, you know, great brand name client, but just, we just couldn't work together. I died here, but we got Dragon, so it's good. Yeah, and having the courage to be yourself also helps you separate yourself. Like, I would rather go to an interview with a client, um, and, and lose the deal by being myself than get the deal by being fake, because that deal is not gonna— it's not gonna work out in the long run. And by being myself, I'm much more likely to attract the right kind of clients in, people who appreciate what I have to say. So, that's it.

We got a comment from Good Meets Nice saying, "Tell Evan to get a pink." I don't know if it's too late now to tell you that, Evan, but—

No, it's not. It's on my list of things. Thank you for the reminder. Is that Martin watching? I need— it's on my list of things that I'm supposed to do that Martin gave me. Maybe that is Martin watching. I do need to get a pin. It's not what I'm used to, so I gotta— yes, thank you, thank you guys, thank you team. I need to do that.

Cool. We also got some people saying, yeah, we love Sandra. Sandra does a great job. From your previous comments with her. So just shout out to Sandra doing great, doing a great job.

Nice.

All right. Making sure I'm not missing anybody in the chat.

All right.

Oh, we also had, we also had Damasta saying he loves your hiring process and he started implementing it himself. Himself and has really just loved using it to hire freelancers and so he's had huge success with that, so that's great.

Awesome, I still don't know who Damasta is but I love that, that's great. Yeah, you know what, it may not be the perfect system but I did it because I found the system that most people are using just wasn't working. My team is dying everywhere. I need to be doing more to help. I'm not doing enough. And the other thing I might add to that is I've often found that the people who, like, be willing to be surprised. I would give the test job to basically anybody who answered those questions properly. Mm-hmm. But often the people who, who I looked at and, and you might judge, right? Like there's still some judgment of their, their resume and what they wrote and whether they have perfect English or not and a bunch of other stuff. I've often been surprised by just giving people an opportunity. And so it's a low-risk opportunity, right? You're just testing something out on a small scale. You're giving them up to 5 hours. The worst-case scenario is you— and I pay, by the way, like that 5 hours is paid. I want to— it's a paid trial. It's not just, hey, volunteer your time. That, that Worst case scenario is I've spent 5 hours on somebody, paying them, and they didn't deliver anything. But that's a pretty— it's a pretty low cost, low risk way of getting good people instead of thinking about how much time you waste doing job interviews and reading resumes and cover letters in the typical process. So, yeah, there may be a better way to do it, but I haven't found it yet.

Cool. And I just want to make sure I put this in as well. We got a comment that says— oh, and I missed it. So I'm going to move on and then I'll come back to that. All right. Next question comes from Lisette. Lisette says she watched your video called 7 Things That You Can Do to Make More Money. She got really motivated by the video, and so what she did is made 25 motivational and positive videos. She said she shared on Facebook. She's ready to make the most of YouTube by uploading them to her channel and start creating a brand for herself. She's also working— yeah, she's working to now be a certified life coach. And so she's pumped up, and her question is basically in regards to her YouTube channel: should she upload all the previous videos regardless of how long ago she recorded them, or should she focus on new material only? So, yeah, she just, she wants to start getting some momentum on YouTube even before, you know, before she gets to be this expert life coach. She just wants to start, you know. So great question. I actually, you know, I think again, kind of going back to our previous point, You could decide not to post the videos because they are older and maybe not as professional, not as great, because I know when I started YouTube, you know, my first video was definitely not something that, you know, I continued to grow and get better. And so you could say, oh, don't post those older videos because they are not at the quality. But I think that people really appreciate seeing your process. And so I think that you can build some nice connection with your audience by posting those older videos and allowing people to see your process. And maybe what you want to do is make a, make a video now that's saying, hey guys, you know, welcome to my channel. I'm going to start sharing my process with you of my, you know, exciting journey. In my business, and so I'm gonna start, you know, posting videos from whenever you started so that people have some context as to why you're posting the older videos. And anyway, I think it would be a great opportunity to invite your audience on the journey with you, and I think people connect to that. So I would say go for it.

I like that we got a YouTube question. You know how much Rishi loves YouTube.

I love it.

Oh, we're gonna go hit tower. I bought a pink, guys. I bought a pink. I'm hopefully doing Martin proud here. I'm gonna go put it down. Let's go put it in their jungle. Let me focus on this because I don't usually do this. So there we go. Okay, Martin, be happy. Okay, good. I don't know how much it even matters. Like, I like the journey, you know? I like being able to follow along. I think that's a good idea. I like that people can look at my old videos and see the growth on my channel. I, you know, if I look back at those videos, I'm hoping horrified, you know, like, "Oh man, that was so bad. Those are just terrible, terrible, terrible videos." I gotta go back here. But I like to— like, I keep them up. I don't delete them. I just— I think it's good to have them there. If I was starting my channel fresh, I don't know that I would go back and delete I'm sorry, go back and include the new videos just coming in from scratch. But, uh, you know, like with a YouTube channel, you're gonna do it, you're gonna have so many, uh, videos that you will make over time, uh, that it's just one of many. So whatever feels right, I don't think it's a big deal either way. Like, more important than, than than doing it is just making the decision and moving on. Because in the time that you are thinking about doing, "Should I upload the video? Should I not upload the video?" You could have been uploading way more videos already. So I think that's the most important part. Just whatever you feel is right. There's no— you know, you don't need my approval. Whatever you feel, it's not going to be a mistake if you, if you do it or don't do it. Just, uh, just make a decision and start and be consistent. That's going to be the most important thing to improve your game is being consistent. Whoa, I died! Very sad, but I gotta go. I gotta kill.

And here's the thing too, Evan, is you, you, you were saying how those older videos of yours were, I think you said terrible, I'm not remembering what the words are, but here's the thing, like what's fascinating is that the value of those videos is, it's like, it might, the look of it, the video and the music all might be different, but the value was the same. I enjoy watching those old videos. You know, I know Gary Vee also puts old, old videos still up from, you know, earlier days. So I just, I think that the value kind of doesn't change. And so I think people appreciate the older videos because they see that journey and, and the information is the same level of value. So I don't know, I think it's, I think it's cool.

Yeah, I think a lot of the stuff that I've seen has always been the same, just my delivery is better, the context is better, the value might be delivered faster. I'm still, I'm still like, I I haven't deleted the videos. I'm still proud of the videos. I like that they're there, but I look at them and cringe because I know I could do so much better. Like all of us. I'm sure if you look at your first video or if you're a singer, your first song or whatever it is, it might have been the best that you could do at that point, but But it's still, you know, compared to your standards now, it's probably really bad. But that's okay. Doesn't mean you need to delete it.

Alright, um, we've got some people giving some comments on the game. Uh, Relaxing Sleep Station is saying, uh— Oh no, Good Meets Nice is saying, "Tell him to get the blue trinket." Ah, yes!

That's Martin. It's 100% Martin. That's my coach right there. Thank you, man. I know. I need— yes, I need to upgrade. I'm not having a good game. I don't know why. This is a subpar performance. But we are— we're still in it. We're still in it. That's the good news.

Yeah, and previously, that was the comment I lost when I was looking for it. He had said earlier, tell him to place his wards and use F keys more.

Well, I put my ward down, the pink, and it's still there. It's still alive. So hopefully I did a good job on that one. JayRyze is having a crazy game though. He's 9-1. So— Oh wow, JayRyze is— he's saving this game. He's saving this game.

Nice. Go Jay!

Go Jay!

So we've, we've got a question actually in the chat from Relaxing Sleep Station. This is a follow-up question from from yesterday. He asked about the collab. Do you remember the question yesterday about YouTuber collabing?

Ah, yes, yes.

Yeah, the best videos, whether to put your best videos up or whatever, right? Yeah, right, exactly. He said, what I didn't specify was, can I use the same content on my channel? I've seen Evan Carmichael I have book reading videos, the Ryan Holiday, the different versions, same audio, different footage. Could I give the same audio to different YouTubers but different video, then also have these same videos on my channel? And I think that's pretty straightforward. Yes, I think that that's totally okay. I mean, it's your content. You get to choose how you want to deliver it and Yeah. Evan, any thoughts on that?

I would just talk to the YouTuber first to see what they think, if they're OK with it. If people are expecting to be able to have unique content, and then you're using it on your channel too, they might not be happy with that. So as long as they're good with it, then I don't think it's a big deal. I wouldn't have a problem with it if we were doing something together, but others might. So just be careful of that if you want to, you know, build and keep a relationship. Some people are very anal about those things and others aren't. So that's what I got.

Mm-hmm. Great. All right. Next question comes from Manidan. And Manidan is asking, I'm 20 years old, doing his undergraduate in computer science and engineering, but he's passionate about filmmaking. He's also a part of this national-level robotics contest, and he's struggling because he says the only thing that matters is that I do it for his team. He's not super excited about continuing with the robotics, but he feels like if he is not continuing with his team, that they're going to suffer without him kind of helping manage them. So he's just kind of torn because he says, you know, it's a responsibility, but I still love to pursue filmmaking. After I'm done with my studies. Could you help me? Um, you've really— and at the end it's really nice, he says, uh, you, you've been a huge medium for inspiring me, motivating me, and getting me out of the hardest, darkest periods of my life. Wow. Yeah.

That's pretty cool, man.

Well, yeah, I guess my question to Monodon is, why do you feel you have to not do, you know, why does it have to be one or the other? I appreciate that you are thinking out for, you're looking out for your team, you know, you recognize that you contribute valuably there, and so you want to make sure you're doing right by them. But filmmaking is awesome, and there's no reason you can't start right now, even in your studies with the filmmaking and studying that as well. So at the end of the day, if that's what you're really passionate about, you should start doing whatever you can to gain the knowledge there. And I'm sure even your computer science and engineering background will help you with that in some kind of really cool way. That's all I got.

So he wants to— he's saying he wants to quit to go do filmmaking and he doesn't want to let down his team?

Well, that's why I'm wondering why he feels there's a conflict because he's in this robotics team and he's also doing his studies and he's saying I don't want to His plan would be to do filmmaking after his studies. So he's not saying he wants to quit on his studies, but he's just not really excited about the robotics as much as he is filmmaking. So I think he just wants kind of guidance as to how to start pursuing filmmaking, you know, even though he's in another field right now.

So what was the part about letting down his team though? Because he was He's going to leave them?

Yeah, I think he's feeling not passionate enough, and so he said, "I'm not caring about it," the Robotics National Competitive Team. He said, "I'm not caring about it, but I have to do it for my team. They're not self-managing, and there may be a dent if I'm not involved." Got it.

Okay. So one, I agree with Rishi in that at some point, you know, you can start sooner. Just start, right? It's important to start. It's important to build momentum for what you're doing. Um, I just got another kill. Teemo's coming back, guys. Teemo is coming back.

Yes.

Uh-oh, Teemo. As I said that, Teemo's dying. Teemo died just as I said that. I died. Very sad. That's what I get. I'm not used to this order here. Okay, anyway, this new build is giving me— anyway, it's fine. Um, start now, right? To Rishi's point, find a way to start now. Find a way to start small. Just start. You know, you want to be a filmmaker, start making films. You just need a camera. Go and start and do it. Uh, whether that means you leave your team or not You know, I'm a big believer in starting small and seeing if you can build momentum and not just burning the boats and going all in on something. But it's got to be, you know, your style and how you, how you like going in on projects. I know some people have to go all in. If you've lost the love for what you're doing, You know, at some point you have to figure out when do you owe it to yourself to do the right thing, you know? Like, when do you owe it to yourself to, to just stop? And no, and yes, maybe letting people down, but the intention isn't to hurt people. It's doing what's best for you. And at some point we get into those situations where whether— where it's letting— like, somebody will be let down, but if you can explain the process and what you really want to do, it's really hard to stop somebody from wanting to pursue their dreams. I think about, as an example, when I sold my first business, I didn't want to sell. You know, it wasn't something I wanted to do. I love the business. I love where we were going. I thought we had a lot of upside, a lot of potential. My business partners wanted wanted to get to California as a part of their, their dream, uh, and this was a path for them to do it because the company buying us would sponsor— it's Canadian, you can't just up and move to California, uh, and the company was going to sponsor them. And so it's hard for me to get in the way of, you know, the dreams of the people around me, right? And sure. You know, we disagreed on it, especially at the start, but at the end of the day, by that honest communication, not by just fighting about it, but by talking about it, we were able to get through. And so, you know, your friends will probably understand. You know, at first they'll just think through their own eyes, like, oh, you know, he's He's leaving us and now what are we gonna do? We're screwed and I'm gonna fail now because you left the team and all this stuff. And if you can set them up for success, if you can maybe not just leave right away but give them— give them— oh crap, he does a lot of damage. Holy cow, that was crazy.

I saw that.

That was nuts. That was— Really unexpected. I died. Very sad. I didn't think he would do that much damage. That was crazy. And this comes— this rears its head a lot of times, whether it's letting an employee go, whether it's talking to your parents about how they want you to live versus how you want to live, you know, the career choices that you make, whether it's being in a relationship that isn't supporting you. You will not do great things by not being true to yourself. So this is not something that you're finding lasting enjoyment, fulfillment in, then you have to get out. And it doesn't mean that you do it immediately. It doesn't mean that you screw your friends over, and they may understand, and they may not understand, but the intention at least is positive. So that's my advice there. And yes, start small in the filmmaking. Start now, start right away. Get your camera, go make a film.

Mm-hmm.

Good luck.

What?

It looks like we're gonna lose this game.

That's how—

yeah, yeah, sad times. Sad times. GG.

But you want another question though? You're ready for another one, right?

Uh, we know we just lost. Better— I don't want to rush. Okay, I don't want to rush. So, okay, Martin, how did I do? That was— that was a— I actually got better. My late game got better. Let's see what our final score was. I feel like I got an S. Did Did I get an S? Oh, I didn't even get an S. Wow, that's my— that's my— wow, I usually get an S. So I went 7-4, 7 kills, 4 deaths. J-Rise was 10 kills and 3 deaths. Wow, and the rest of our team was 13 kills and 30 deaths. Holy cow, you guys went 13 and 30. Anyway, so yes, Martin, I need to get my pinks out. I need to get the blue ward sooner. I need to play around. That was, that was, that was a bad game for me.

Well, Martin says you got improvement in half of the points I gave you, so 100% good.

All right, all right, it doesn't feel great, but it's improvement, and you struggle as you improve, so I appreciate the push. Awesome. Well, what's the message of the day you want to leave us with, Rishi?

Be you. Cup of be you.

Yeah, we've touched on that a couple times in this episode.

Mm-hmm.

I love it.

Absolutely.

Okay, so tomorrow, what do you guys want to do? What do you want to do, Rishi? I I know you have to wake up early and get to a place, and I don't know that I'm gonna be able to get there on time. So I'm okay canceling if you want, or, or it's— I might be back, I might not be back. I don't know how long it's gonna take.

Well, what time you're saying? What are the options? Either do it later or do it earlier? What were the options?

No, I can't do it later. It's either I get here on time or I don't. It's like I get here on time and we do it, Or I don't and we don't.

I'm ready whenever you— yeah, I'll be here.

You know what, maybe what I'll do is I will message you when I'm leaving. So that gives me a better indication. Sometimes doctors go super fast, but sometimes they don't. So I'll message you when I'm leaving and then I can give you a better indication if I'll be back on time.

Okay, well don't you worry because I'm already up anyway, so if it works I will be happy, but if it doesn't also, you just need to make sure you get healthy. Hopefully you're okay.

All right, cool. Awesome. Well, thank you guys for watching. I hope we answered some questions there that helped you. We've got more live streams coming up later in the day that you can check out on the YouTube channel. If this is the last time I see you though, enjoy the rest of your day. Do something amazing. What, one, one plus almost a full day left to crush before the end of the week. So do it, continue to believe, or whatever your one word is, and we'll see you soon.