The Only 3 Skills You Need to Build a $1M Company

Summary

The speaker shares his journey from despising his workplace to transforming its culture, leading to a thriving business that continues to grow in his absence. He emphasizes the importance of understanding employees' dreams, crafting a high-performance culture, and building people to build the business. By setting high expectations, aligning team goals with personal visions, and creating a supportive environment, he demonstrates how to foster a successful and fulfilling work environment.

Takeaways

• 😀 **Understanding Dreams**: Recognize the importance of knowing the dreams and aspirations of your team members as it helps in aligning their goals with the company's vision.
• 🌟 **Vision Alignment**: Ensure your vision is expansive enough to encompass the dreams and goals of your team, as this is crucial for attracting and retaining top talent.
• 🔮 **Dream Mapping**: Map out team members' desires to your company's objectives to create a mutually beneficial relationship that drives towards individual and organizational goals.
• 🏆 **Culture Crafting**: Actively shape the company culture to reflect high performance and shared values, and ensure it resonates with the team's aspirations and the company's mission.
• 🛠️ **Accountability**: Hold team members accountable to high standards and lead by example; people will rise to the level of your expectations.
• 🔄 **People Analyzer**: Use a quadrant analysis to assess team members' effectiveness and alignment with company values, facilitating informed decisions on team composition.
• 🛑 **Transitioning Underperformers**: Recognize when team members are not a good fit and transition them out of the company to allow both parties to thrive elsewhere.
• 🏗️ **Building Through People**: Focus on developing people first, understanding that a strong team will naturally build a successful business.
• 📚 **Educational Playbook**: Create a playbook of training materials to address areas of team frustration, ensuring consistent development and understanding of company processes.
• 🔄 **Process Improvement**: Before attributing issues to people, assess if there are process problems that need to be addressed to improve overall team performance.
• 🎓 **Ongoing Learning**: Implement a culture of continuous learning where new employees are trained on the company's best practices, ensuring knowledge retention and consistency.

Q & A

What is the key to attracting and retaining top talent according to the speaker?

The key is to have a vision that is big enough for your team's dreams and goals to fit within it. It's important for team members to see that they can achieve their personal dreams within the company's vision.

How does the speaker suggest finding out an interviewee's dreams and aspirations?

The speaker suggests asking interviewees to imagine they have a magic wand and can create their perfect life in 5 years, asking where they would be living, what they would be doing, and how much money they would be making, among other things.

What is the importance of aligning an employee's personal goals with the company's vision?

Aligning personal goals with the company's vision is crucial because it helps employees to be inherently motivated to drive towards their goals, which in turn aligns with the company's objectives and leads to a more engaged and productive workforce.

How did the speaker help one of the interviewees achieve her dream of living in Florida and running a business?

The speaker used his connections, including an immigration lawyer and a real estate agent in Florida, to help the interviewee achieve her dream, demonstrating that he could support her in reaching her personal goals.

What is the significance of the 'people analyzer' tool mentioned by the speaker?

The 'people analyzer' is a tool used to assess team members based on their effectiveness and alignment with the company's values. It helps in identifying top performers, underperformers, and those who may need to be transitioned out of the team.

What does the speaker mean by 'crafting the culture'?

Crafting the culture refers to actively shaping the work environment and values of the company to ensure that it supports high performance and aligns with the company's vision and goals.

How does the speaker define the concept of 'teaching people how to treat you' in a business context?

The speaker suggests that leaders set the expectations for their team members' behavior and performance. If leaders do not hold their team accountable or do not model the desired behavior themselves, they are effectively teaching people to treat them with lower standards.

What is the speaker's view on the importance of personal growth and development for business leaders?

The speaker believes that personal growth and development are essential for leaders. Leaders must continuously evolve and improve to set a good example for their team and to be able to attract and retain top talent.

What is the speaker's advice on dealing with team members who are not meeting expectations?

The speaker advises to first assess whether there is a process problem that needs to be addressed before considering it a people problem. If it's a people issue, leaders should consider coaching them up or coaching them out, potentially reassigning them to different roles or transitioning them out of the team.

What is the significance of the 'build the people, the people build the business' philosophy?

This philosophy emphasizes the importance of investing in the personal and professional development of team members. When people are developed and empowered, they contribute more effectively to the growth and success of the business.

How does the speaker suggest leaders should approach teaching their team to improve specific skills or behaviors?

The speaker suggests creating a training plan where leaders teach their team the necessary skills or behaviors over a series of weeks, focusing on one issue at a time, and recording these sessions to be included in the employee handbook for future reference.

Outlines

00:00

🌟 Empowering Team Members to Achieve Their Dreams

The speaker emphasizes the importance of understanding and supporting the dreams of team members, regardless of the company's size. They argue that great employees need to see a path to achieving their own goals within the company's vision. The speaker shares their own method of inquiring about a candidate's dreams during interviews and aligning them with the company's objectives. They provide an example of helping a Brazilian assistant achieve her dreams of living in Florida and running an online pattern business, demonstrating how this alignment can benefit both the individual and the company.

05:01

🚗 Surprising a Team Member with a Dream Car

The speaker recounts a personal story of surprising a key team member, Sam, with his dream car, a Porsche GT4, as a token of appreciation for his dedication and hard work. This act was not only a reward but also a strategy to inspire loyalty and commitment. The story illustrates the power of recognizing and rewarding team members' contributions and dreams, fostering a positive and motivated work environment.

10:02

🛠️ Crafting a High-Performance Culture

The speaker discusses the process of transforming a company's culture from a 'lovey-dovey family' vibe to one focused on high performance and winning. They describe resetting the company's values and expectations, and using a 'people analyzer' tool to assess team members based on effectiveness and alignment with company values. The speaker stresses the importance of holding team members accountable to high standards and leading by example, as well as the need for decisive action to transition underperforming team members.

15:03

🏗️ Building a Team Through Education and Training

The speaker introduces the concept of 'building the people' as a means to build a successful business. They share an exercise where a frustrated client is encouraged to list his team's shortcomings and then create a training program to address each issue. This approach not only improves the team's skills but also establishes a culture of learning and self-improvement. The speaker advocates for recording these training sessions and incorporating them into an employee handbook for onboarding new team members, promoting a consistent and knowledgeable workforce.

20:04

🌱 Personal Growth and Sharing Wisdom

In the final paragraph, the speaker reflects on the purpose of life, suggesting that everyone is here to become the best version of themselves and to share their experiences and wisdom with others. They believe in the power of storytelling and the importance of not keeping one's knowledge and experiences to oneself. The speaker encourages the audience to embrace their journey of personal growth and to use their unique stories to inspire and assist others, ultimately contributing to a collective success.

Keywords

💡Dreams

Dreams in the context of the video refer to the personal aspirations and goals of each team member. The speaker emphasizes the importance of understanding and aligning these dreams with the company's vision. This is crucial for attracting and retaining top talent, as great people need to see how they can achieve their dreams within the company's framework. For example, the speaker mentions an interviewee who dreams of living in Florida and running an online pattern business, which the speaker can help facilitate.

💡Culture

Culture here refers to the shared values, norms, and practices that characterize a workplace. The speaker discusses the transformation of the company's culture from a 'lovey-dovey family culture' to one that values high performance and winning, which is a significant part of the turnaround story. Crafting the right culture is presented as essential for business success and employee satisfaction.

💡Vision

Vision in this video is the overarching goal or ambition of the company. The speaker suggests that a leader's vision must be expansive enough to encompass the dreams and goals of their team. It serves as a guiding light for the company's direction and is a key factor in motivating employees to work towards common objectives.

💡Accountability

Accountability is the expectation that employees will take responsibility for their actions and performance. The speaker argues that leaders must hold their team members accountable to high standards, as this is what drives excellence and prevents underperformance. It is a critical component of the company's culture and a factor in the speaker's leadership philosophy.

💡Values

Values are the principles and beliefs that guide behavior and decision-making within the company. The speaker talks about resetting the company's values to focus on high performance and winning, which became the new cultural mantra. Understanding and embracing these values is essential for employees to fit into the company's culture and contribute effectively.

💡People Analyzer

The People Analyzer is a tool mentioned in the video for evaluating team members based on their effectiveness and alignment with company values. It involves plotting each person on a quadrant to determine their contribution to the team and the company's culture, which helps in making decisions about training or transitioning them out of the team.

💡Golden Handcuff Quadrant

This term refers to the top right quadrant of the People Analyzer, where team members who are both highly effective and embrace the company's values are placed. The speaker suggests creating a compensation structure to retain these valuable team members, indicating the importance of rewarding and keeping top talent.

💡Transitioning

Transitioning, as used by the speaker, is a more positive term for letting go of team members who do not fit the company's culture or performance standards. It is presented as a way to reframe the concept of firing, suggesting that it is an opportunity for the individual to find a better fit elsewhere, rather than a negative dismissal.

💡Leadership

Leadership in this context is the ability to guide, influence, and inspire a team towards achieving the company's goals. The speaker discusses various leadership practices, such as knowing team members' dreams, crafting culture, and building high-performance teams, which are all integral to effective leadership.

💡Training

Training, as discussed in the video, is a process of teaching team members the skills and behaviors necessary to excel in their roles. The speaker highlights the importance of creating training sessions to address the weaknesses in the team and to ensure that everyone is on the same page regarding expectations and performance standards.

💡Dry (Do Not Repeat Yourself)

The acronym 'DRY' stands for 'Do Not Repeat Yourself,' a principle in software development that the speaker applies to leadership and training. It means creating systems and documentation that prevent the need to repeat instructions or teachings. In the video, the speaker suggests recording training sessions and including them in the employee handbook to ensure consistent understanding and application of company practices.

Highlights

The importance of understanding employees' dreams and how it aligns with the company's vision for attracting and retaining top talent.

The strategy of interviewing with a hypothetical scenario to uncover an applicant's long-term goals and aspirations.

The concept of having a vision large enough to encompass the dreams and goals of the team.

The experience of transforming a company culture from one of dislike to one of love and success.

The practical example of helping an employee achieve personal goals, such as living in Florida and running an online business.

The significance of crafting a company culture that reflects high performance and shared values.

The exercise of mapping employees' effectiveness and value alignment using a quadrant analysis.

The idea of 'golden handcuffs' to retain top-performing employees who align with company values.

The approach to transitioning underperforming employees out of the company for the benefit of all.

The philosophy that business success is built on developing people who will, in turn, build the business.

The exercise of identifying and addressing the team's weaknesses through targeted training sessions.

The importance of documenting training sessions and integrating them into the employee onboarding process.

The personal story of gifting a dream car to a valued team member as a token of appreciation.

The emphasis on personal growth and development as a leader to better support the team.

The idea of tithing not just in terms of money but also in terms of time and sharing knowledge.

The belief in the power of sharing personal stories and experiences to inspire and help others.

The final message on the dual purpose of life: to become the best version of oneself and to share one's journey with others.

Transcripts

I went from hating the place I worked at

to not only changing the whole culture

and loving the place but working my way

out of being involved or running the

business and it continues to grow every

month and make more money than when I

was actually CEO but I want to share the

three things that changed everything for

me so first thing is I want you guys to

write this down is know their dreams

know their dreams okay because that

doesn't matter what stage you're at

you're about to hire your first person

or you've got a team of honest I coach

people that have you know 14,000

employees the key is for the people that

report to you you need to know their

dreams cuz here's what I've learned

everybody want to hire great people yes

yes perfect well great people need to be

able to see that they can create their

dreams within yours so the rule is that

if you don't have a vision big enough

for your team's dreams and goals to fit

inside of you're thinking too

small write that down draw a circle you

could say Vision my VIs Vision my team's

vision and goals inside of that because

you won't be able to attract and retain

top talent if you don't have that so my

rule is very simple this is this is your

prescription this is my invitation for

you to consider is every person you

interview I just interviewed a bunch of

people yesterday for a bunch of cool

positions in my life and every interview

I always end with the same thing pretend

we can't work together so we take that

option off the table okay can't hurt my

feelings in 5 years from now you wake up

and magically you wave a magic wand and

you're living your perfect life where

are you living what are you doing how

much money are you making who are you

hanging out with feel free to brag to

dream I'm all for it for example one of

the ladies I interviewed yesterday for

she's going to be the assistant to my

assistant sounds crazy very like if you

don't think if you've never considered

that a if you don't have an assistant an

executive is key it's what my book's all

about really but we needed to hire her

another cuz she's that busy and what was

cool is she was from Brazil and I she

said her two goals or dreams are one she

wants to live in Florida on the beach

currently she lives in Brazil okay put

that in the back of my mind K she wants

to live in Brazil got it um number two

she wants to have a business okay

selling patterns on the internet do you

guys know what those are like pattern

design people

okay well good I didn't either it turns

out I actually coach one of the top

women her name is Bonnie Christy and

this is how Niche you can be as a coach

she teaches people how to create designs

and patterns that then companies buy for

t-shirts Fabrics wallpapers that kind of

stuff now does that make sense perfect

so I'm all excited because a I have an

immigration lawyer I have a real estate

agent in Florida and I know the top

person in the world now I don't tell her

this I now know that I can help her

achieve her dreams and goals does that

make sense so here's the key and why

it's so important is that you need to be

able to map their desires to your

desires see all of us want people to

show up for us and I think that's

actually dumb because it's better for

them to be selfishly inherently wanting

to drive towards their goals not ours as

long as we show them how they're

aligned I'm tell this stuff is going to

change the game if whatever business

you're in this is the stuff that will

change the way you because I just think

most entrepreneurs end up building

companies they grow to

hate is that L for some of you guys it's

not the economy it takes out as the

business it's because we ended up

building the business in a way that we

grew to

hate as an

example um I do this exercise with

everybody my director reports I got a

guy on my team named Sam he's very

important part of my New Media company

he's my creative director he's my

business partner I've been working with

him for six years and he's just showed

up every day to help me create my

vision so I wanted to uh I wanted to

bless him up a little bit he's the kind

of guy that every time I'd say hey man I

need you to be rich he's like or I'm

here to learn not

earn super great dude every time I be

and and I'd say well I want to give you

more money he said give it to the team

right and he's so financially

responsible when I was like hey man I

know your dream is to do all these cool

things and whatever you should do that

instead he decides to buy a house he's

22 years old buys his first house a

million dollar home at 22 he' been

saving since he was 15 he like

crazy so I had the opportunity to do

what I love

best and about two weeks ago we land

back home he's with me he's always with

me and I lie to him and I tell him I got

to go stop in at the dealership to go

look at some cars

and um as we're walking through the

dealership I I look over and I see that

he sees his dream car a porse

GT4 oh yeah you guys know what I'm

talking

about

white we called it project white

monster as a team we all got involved in

it and we walk around the corner and he

sees

it and I'm so nervous I'm like DN I'm so

nervous I want to make I had some stuff

I want to say I want to surprise him and

he's looking at me and he's looking at

the C and he's looking at me and I said

dude isn't that on your

phone and because that's one of the

things I teach people if you want to

know what your team's dreams are help

them develop it and then make them put a

wallpaper and put it on their phone and

I said pull out your phone he pulls out

his phone it's the exact same car well I

know I said that's crazy man he's like

that's so

nuts and and we're standing

there

and I get a little teary eyed and I just

tell them how much it means to me and I

pretty much

say I know you wouldn't do this for

yourself so I did and I pull out the

keys and I give it to him

wow thank

you and uh

it was so much fun he let me drive the

next day I showed him what the car could

do I think he's gone through 50 tanks of

gas and two sets of tires since then in

two

weeks but that's just an example like

and look he this is not I don't buy

people cars all the time okay everybody

the next day when I went to work

everybody showed me their

phones got a gwag just like guys calm

down you're not Sam like let's just

let's just get clear and uh but I just

think step one it's important to know

your team's dreams and goals so can you

guys make me a commitment that if you

have anybody on your team especially if

they report to you can you help them

develop their five-year dreams and goals

because they won't know okay help them

yeah clap that up for your teams I'm

pouring into you so you can pour into

them step two second that we had to fix

we had to craft the culture write that

down craft the

culture here's how we craft Ed the

culture I want to remind you all that

this business is your

business and unfortunately some of us

forget that and because we want to be

accommodating we make

accommodations and honestly they're not

even accommodations you lower your

expectations for greatness from other

people or another way to say it is you

lower your standards of what you expect

of other people and the challenge with

that is that you end up coming to to

work at a company that you eventually

will fall out of love with like I did

and some of you guys have gone through

this once twice or Thrice here's what

I'm going to remind you it's your

business and if you don't love the

company it's at risk for everybody at

the company so that's why I always tell

team members at the end of the day you

need to make sure that the person who's

at the head of the table the CEO that

you support them because to the degree

they want to show up and drive every day

if they're a good person you're

dependent on them and I learned this big

idea CU some of you guys are allowing

team members on your team to be a

certain way or underperform or whatever

it is is that you teach people how to

treat you write that down you teach

people how to treat

you people will only rise to the level

of your expectations of them if you

don't hold them accountable for it it's

really tough now the key with that is

that you have to go

first so if you ask them to show up on

on time and you're always late for

meetings they're not going to listen to

you if you ask them to be growth-minded

but you haven't changed and evolved in

front of them in a meaningful way that

they can see they're not going to be

growth-minded and the people that are

that that are good because people meet

my team and they go how do I find a Sam

I go the truth is is unfortunately I

don't know you well but he probably

wouldn't work for

you it's just true because if I act like

some of the stuff I see my clients that

I coach act like my my team would run

they don't need to work for me they get

job offers every day they can go work

anywhere else does that make sense so

here's the deal you have to be good

enough for the good

people you got to be good enough for the

good people and some of you guys are

frustrated with people that aren't good

because you're not good enough yet so

that's the good news is you know just

like in that moment I had I had to

develop I had to grow or I had to deal

with what I ended up with here was the

exercise that we went through first

first off I reset my values at the

company based on what I needed okay so

we went away from this like lovey-dovey

family culture that Karen

built okay you can just imagine what

kind of culture a Karen would create and

here what's crazy she did it on her own

I woke up one day and realized that she

put candidates forward not because they

were the best but because she wanted

them on the team so I will tell you and

I hopefully you guys got the point

whoever's running your HR department

they need to be a business partner they

need to be somebody you trust you need

to audit their process because when I

found that out I can only blame one

person this guy right

here now once we figured out what the

values were then we had to reset them

with the whole team and say this is what

we're about we're about high performance

teams and the whole like family Vibe

that's not going to work anymore at the

end of the day every person shows up and

they demonstrate through their actions

that they are here to win we win

championships that was the new cultural

Mantra we're Championship

winners the way we did that is we took

an XY axis everybody just draw big X and

Y you guys got that okay left side

effective how effective are they the

bottom do they embrace the values okay

so now you got a quadrant you got

Effectiveness and values and then I made

everybody left on the team to plot every

person that they thought and we argued

over it does that make sense cuz some

people like hey this person rocks I'm

like don't really agree let's put him in

the middle or it's like this person

bleeds our values it's like really tell

me how right and here's a deal people in

the top right quadrant these are people

that are very effective and embrace your

values awesome figure out how to give

them compensation structure that keeps

them around those I call that the golden

handcuff quadrant the people that have

high effectiveness low values okay

cancer get them off your team cancer get

them off your team people that have high

values low Effectiveness you got to find

a different seat on the bus okay you're

going to write this stuff down you're

what did he say again the seat on the

bus means you coach them up or you coach

them out they may not be able to stay

but you got to at least give them

another shot on a different spot on the

the because they might be in the wrong

seat the people that are obviously low

uh Effectiveness and low values you had

60 days to get them off the

team and that's just the way we did it

that's called the people analyzer if

you're struggling you have a bigger team

it's a beautiful way to look at it or if

you're working with another leader and

you have people that are underperforming

it's a it's a really great tool to get

on the same page about kind of where

they think people are on the team is

that awesome Yes or yes it's powerful

it'll just make that whole process

easier so you had to I had to craft the

culture here's the question okay some of

you guys are like I like everybody I'm

like okay

cool let's pretend that I paid and

forced you to put all your employees on

vacation for six months they're going to

Bali on Dan cool they're gone to Bali

you don't have to work they're gone the

question I would then ask you out of all

those people it could be one person

could be 15 people it could be a

thousand people how many of those people

would you enthusiastically rehire in six

months if you don't have one or or two

names that come to mind then you

probably got to go find some other

people see you know what sentence has

never been said in the English language

I wish I would have never listened to my

gut isn't that funny that sentence has

never been said in the history of

humanity I wish I would not have

listened to my gut you already know you

know if there are people that you want

around or not and you just got to know

that and then just make a decision to

transition them I don't call it firing

it's transition them cuz I think it's

selfish to keep them around cuz you know

they'll never be great with you and

you're stopping them from being great on

another

team let them go cool that's number two

are you guys loving this yes or yes all

right I'm bearing my soul I'm giving you

the best of the best of the best third

thing is the simple concept that will

change everything from a leadership

point of view for you and how you build

High performan team I write this one

down we build the people the people

build the business we build build the

people the people build the

business one day I was talking to one of

my clients and he was a bit negative

that day a little frustrated with his

team and he was going off about this and

that and I was like okay Mr

negative let's do this I want you to

write down all the things that you're

telling me are frustrating you about

your team like just be detailed he's

like what are you talk I said like write

it down what did you just say to me he's

like well my team doesn't collaborate in

our meetings when we're doing like

strategy stuff cool what else um I just

don't feel like they are you know really

in it part of the mission cool what else

um some of them don't know how to manage

their freaking time cool what else and

he he made a list okay this is the

exercise you guys are all going to have

to do so just take notes so we made a

list of all the things that frustrated

him and then I said okay you got that

list there's like 13 things on there

he's like yeah I said okay now show me

where you have a Playbook teaching them

how to do that first one

well I mean thank you clap it up that's

actually like that'll change your

life because I believe if we have issues

in our business we either have a process

problem or a people problem but I can't

immediately go to people until I see if

I have a process problem so once he he

heard that he's like well okay Dan I

have nothing for any of this I said cool

good news is now we have your Hit List

rank them by things that frustrate you

the most and every week for the next 13

weeks you're going to create a training

for 60 minutes and you're going to teach

your team how you do that thing how do

you collaborate in a meeting what

information do you prep for how do you

let people ideate how do you prioritize

the ideas that come up how do you manage

your time have you ever taught your team

how you are so productive he's like no I

said cool now we're going to create

it because my philosophy since then this

is what I missed is that I stopped as a

CEO training my team

and it was such a missed opportunity I

didn't ask my leaders to do it I didn't

make sure it was being done yeah we had

an unlimited budget for education and

you can have a library and book clubs

and all that crazy stuff but at the end

of the day it's kind of awesome because

what you're doing is saying here are the

weak parts of my business and my team

boom boom boom and every week you can

literally see light bulbs get turned on

and within 13 weeks his business was on

fire and here's here's you guys want to

know the secret secret Y no you don't

all right do you want to know the secret

secret all right record the sessions put

it into the employee handbook and all

new employees have to go into it and

watch them before they jump on the

team so that way I call it dry I'm a

software guy dry stands for do not

repeat

yourself so you want to be dry meaning

that I want to teach it once I never

want to repeat myself I want to know

that every new person I hire is going to

know that thing about how I do that

thing and I start to build the culture

at our

team that was the third thing so in real

brief recap okay I went from hating the

place I worked at to not only changing

the whole culture and loving the place

but working my way out of being involved

or running the business and it continues

to grow every month and make more money

than when I was actually CEO would you

you guys like to learn how to do

that all right here's what I want to

share as we land the

plane I believe that every person on

earth is here to do two

things the first one I'm assuming I have

some people of faith in the room I

personally believe that I was created in

the image of my

Creator awesome well here's the deal he

had a big vision for my

life when I was 17 I decided to try to

take my life he showed up and he stopped

that

situation and I didn't

know I didn't know God the way I know

him

today but I will tell you yes thank you

but he showed up and he had plans for me

so My Philosophy the first thing I think

everybody here on Earth is here to do is

to become the best version of themselves

become the 10.0 version of yourself

become the person God created You In His

Image I believe you're job is to become

the person you needed most in your

darkest

days every day I wake up and I honor

that journey I don't think I'll ever be

able to stand up to that but I strive

for that second part as you're on that

journey is to share what worked with

other people tell your story just tell

your story I'm not going to stand up

here and teach you stuff I read in a

book I can only teach you what worked

for me I'm going to tell you how where I

started the journey and my desire

is to help other people through that

process why when we help other people we

help

ourselves it's a beautiful thing I think

a lot of people in the concept of

tithing they get confused they think

it's about money I actually think it's

about

time and I think what's really

impressive is the people that decide to

put their fears to the side and step up

into their courage and take those

lessons learn and not diminish them and

think well everybody knows this

everybody's doing this no they're not

and regardless if they are the world

needs to hear your version of

it and if you do

that here's what'll

happen that vision board that you've

helped those team members create that

hopefully they now have on their

phones your reputation being a great

person that strives and your reach by

helping other people will make all of

their dreams come true

guys thanks for having me appreciate

you awesome thanks man you guys