Welcome to the team builder show where the most successful team leaders share, how to build scale organize and ultimately maximize your sales team results. What would you do if you lost 50 of your sales team? Maybe even more, i would argue one of two things: you'd either say screw this whole team thing doesn't work for me or you would lean in and become really good at recruiting and retention. That's what these two have done, so i'm really pumped to have lisa, chanati and tom tool in the house on our podcast, because guess what spirit of honesty here they both lost 50 of their sales team at one time and learned a lot of lessons from it. Let's talk, it's been a long time since we've discussed, even in like team plus like how do you operationalize your values, so so you're using it on recruiting side.

I would imagine absolutely so so talk to us about how you recruit to values and then let's talk about how you retain the values and you were kind of already going there, but i want to know like how have you operationalized the values right. One is in recruiting one: is you fire to values and you hire the values and right? Everything is about the values but touches from your perspective. Yeah i mean, i think you know understand. The first step is understanding what your values are.

Yes, right personally and professionally. Um and then being able to understand, there's always questions that you can ask and ways that people show up right and being able to see somebody in their truest form, and it really, i think, as awful as it is it a lot of it becomes. You learn how to recognize it right there's. I don't think that there's like a test where you can say are you honest? Do you have integrity right, but there are questions you're going to say no, so you're ready one in 25.

People in the u.s is a legitimate psychopath, yeah, so yeah and i mean like they like they don't care about anything they will say whatever they can to get whatever they can, like. That's a true fact like one out of 25.. So if you're going to recruit 200 people, i guess i got some psychopaths yeah psychopaths. So okay, but how else have you operationalized the values like if i walked in your office? Am i going to see them on the walls like we did value chips at one year like that was just a way for us to like make it fun.

What else have you done both of you? What else have you done to like operationalize, the values of the business? We did that they're up on the wall, um. What we also do is, i you know i like having them on the wall. What i like more is constantly talking about them in team meetings. In trainings in one-on-one meetings, no matter what it is um and because otherwise it's almost like a marketing like program where they're just on the wall - and you don't you - don't actually follow through on them, but at the same time you also got to live them too.

Right and and like when we talk about integrity, is one of ours right. So doing what you say you will, when you say well, so guess what when we say, something we're going to do for the team we better freaking. Do it or we're going to be in a lot of trouble and it's not going to fly well um. I had a bet a couple years ago.

This remember the speedo thing right. You know what we said. We were going to do it. How many times you made that bet and how many times people actually followed through on that yeah, i'm gon na guess once and it was me and - and it was even a bet with me though, but i've seen you do that.

I think i have that shared on my phone still and i saved my phone. I called joe big it pops up, but the point is, though, i'm really serious about this like this. Is that? Because we made this big deal about it? Yes, our team knew about it yeah. What am i going to do just blow it off because i don't want to do it? That's that's the exact opposite of what we're talking about.

So you have to be constantly aware of that 24 7 in your office and when you're in your professional environment, yeah so i'll, give you something. Maybe - and you guys tell me if you've done anything like this - we created a culture crew internally here and then we basically said what do you guys want to do and they're like we want to recognize so so everybody in the organization would get a card, and You could say lisa, chanati, innovation and like they would take one of our values. They i saw her doing this and then we put them all inside a bucket. We, you know, give out prizes and then the person that recognized them got acknowledged right.

So it was just again: it just was in your office when you did that once yes, yeah super fun right, just you know and not everybody fills it out, but if you get 60 70 of the people and then they're thinking about the values of the organization Right then it just it just makes it more internalized less about something written on the wall we actually and to that point once a month have a culture commander is an award we give out. So, what's your commander good and then tell me what that person does and how it works and give the four objectives and three kpis. Thank you very much and what's crms that go ahead. You know every month as we celebrate stuff on retention, right sales and volume, and you know uh anniversaries on the team and that kind of stuff, but the most important one is the culture commander, the person who most embodies the company culture and our core values.

Their picture goes up on the wall. They get a prize write a gift card, all that stuff right um, but that's the that's the one that's most important to everyone for sure for sure, and i know like gino bafari when he started ontario. They did something similar and it was like the like. You just exemplified the ontario values and they would do like, like one annual person would win that, and it was such a big deal in a 16 1800 person organization to win that so love it.

So what else on retention like? How do you define retention? How do you define retention so part of it's people feeling the love, because you know i'll be i i am you guys know me pretty well, but for the people listening like i'm, not the person that goes up and like says, like hey, like you're, like that, That's not me like i'm, not that, like a person you're like philly mainline, let's go set, some listing appointments later punch him in the face and like move on, which is why it's fun to hear this from you. So yes! So! But how do you define love that doesn't mean i. I don't feel that way, though right, i think that's the th and just like all of us. I think you know i mean lisa's.

I don't think it's much different. I mean she might be worse. I mean but uh you know so welcome. Welcome to the honest leadership and no one disagreed if you noticed so.

Yes, so you know, part of that is is like you know, it's, it's not a skill, but it's you got to learn to bring that part of yourself out in in a lot of ways, and that was i'm always like. Let's go get more business, let's go, get more deals that served me really well as an agent not as a leader right so um, but i think the point to that though - and this will tie into i know where you're going - is that's how you and i Feel appreciated right if somebody gave me an opportunity to learn more to to grow professionally. That's my love language right! That's how i feel appreciated, but it's people don't work with me because they want to be me right and because they think like me, but they do they want your ethos. They want to be in your community.

They want to be certain like it's. You know it's. It's it's all of us and why we all hang out together, it's very similar, so so finish that thought. So how do you? How did you modify your skills to communicate in their model of the world? The way they want to be experienced versus you know, wham bam.

Thank you ma'am. So that's only in honor of david bowie on my wall here by the way dog showing his junk so um. That's the diamond dog man from david bowie like come on. That's ziggy! Stardust, but go ahead, i'm a little too young.

I know i'm feeling that well back in my day when the world was black and white tommy, it's almost a bowie. So i i to get back to the question um. You know i actually like so we i internally, i created a system for this because that's how my head works right. Yes - and this is something like lisa talked about going back and forth on.

I had like version 1.0. Then she saw it. She goes. Let me take pictures immediately and then we made it version 2.0 and right now, it's gotten a lot better, but like it's literally, okay, who's doing a great job right now that we know needs some recognition and it's not just it's not to make them feel good.

It's also hey help them get some other business right. It's gon na make them right, hey wow! This isn't something real. What are saying hey, i just sold four houses again, which is like the worst reorder marketing. Anybody can do it's coming from somebody else who values their contribution and who needs to who needs to like feel it a little bit so um and who's just doing a great job and needs like an atta boy.

I mean, and i hate using that term because that's not what it is, but it i think people will get what i'm saying, but there is something like it's uh it's you know we talk about like management by walking around like just just for me. Like last few months being in orange county and just walking around the offices and hey checking in how's, it going how's your daughter doing, you're like just you're, just asking those questions and people just they join because you said it earlier. They leave because of the leader and they join because the leader 100, so if the leader becomes absent or or the leader becomes in their mind, inauthentic they join because they thought of this, and then you show up differently when they're. Actually there right it's it's a break right, it's a break and trust, it's a break in connection.

So so you turn it into a system. But i want to know the skill: how have you learned to slow down into their green and yellow model of the world and a little less of the red and blue, which you shine in yeah um? So i i we actually like take time once a week to sit down and be like. Okay, like where's, everyone at how's the week been going and we go with our and who are you doing this with sales manager, operations, manager, growth manager or a recruiter? And our marketing uh manager, so our kind of our our leaders within the company, because there's all different components there. How we're going to do this so like someone's one year anniversary with the team right like we just did this um, and this is when we started the rebuild last year, sent them all video messages and they were very personal because i actually like i mean i Have personal connections with these people, so it wasn't like this is just some system or some can thing, and on top of that, i sent him like a like a very personal gift, um, whether it was you know like.

I know one of the guys he he like he's like a beer head right. So there's this brewery by my house. I sent him a case of beer from there and it's like a pain in the butt to get, but they delivered to his house all good and then like it was all just like hey i'm grateful we get to work together. It's been an awesome year, thanks for taking the time and and choosing to work with us, and i'm really excited to see what happens next year when you're really going to start to grow, and it's like it's a very authentic message.

That's right out of this book! It's called going the extra mile one of the most important keys to success, so you go the extra mile to really create this thoughtful. Thank you. How do you scale that to 227 people? So that's where the system comes in, though right like. I didn't order.

All this stuff, i now but there's a component, you can't scale - and this is, i think, this it actually talks about recruiting too i've seen this with a very big agent in our marketplace. You probably know who he is. I know i know exactly what you're talking about um, where they they recruit people, and it's like like they're, saying i'm on the the messages and it's like very like hey. This is a great opportunity schedule this and it's like a zoom call right.

Okay, i don't think anyone wants to do zoom anymore for the record, like they're, if they're in the marketplace and can meet with someone. So when that comes off that way and you're setting like it's, it's like when you get like the company birthday like birthday card and it's like got the stamp signature on there, like that's, not the same thing yeah. So it's got to be personalized. It's got to be something that the people are going to care about, and then you have people that operate it for you, but you still got ta.

You still got ta do the message. You still have to make it personal, because if you don't that's gon na get sniffed out real, quick and yeah, but you have people that kind of manage you like our manage you that's the key. That is the key like hey. You got ta do this today, tom and i'm on this seven.

Here's your seven recognition. Videos go yep 100. I would say the same thing with recruiting agents like hey. You got to send these 10 video texts out today.

I'll take care of the rest, but make sure you send it and you text with your phone and it comes up blue right, like because everyone knows if it's like a one of those texting numbers or whatever. So that's one component, but that's not it like when someone's doing a great job and just had like a killer month like we do these kind of over-the-top facebook posts like they're like all photoshopped, and it's like i mean it's, it's like ridiculous to to a certain Extent, um, we got one now with uh, i don't know this was gon na come out, but the guy's doing really well christmas time is coming. So it's like he's like photoshopped in like a santa sleigh and we're like he's, been slaying it and like whatever and it's it's like out of control. But you know what people other people see that and that's going to help him get more business from his fear and his friends.

That's getting posted on facebook, instagram linkedin everywhere everywhere. So so one of the things we talked about last week in the video mastermind is that stuff performs super poorly right. When you actually look at the data and then i forget who it was raise your hand and said, i'm not doing it. For that reason, the only reason i'm doing it is to acknowledge that person on my team and everybody's like yeah, that's true, but you know what else it is, though, what i'll add in is that's actually one of our biggest recruiting helpers.

Yeah, of course, which is the other reason well, because how many people in your market actually do it right, and so, if agents on other teams or people who are thinking about joining the industry are looking at it and they're. Comparing my team to another team or thinking about what could we do yeah? What can we help them with more on our team that their current team leader isn't doing right? They leave the leader, they don't leave the company, that's right right. So if the other leader isn't acknowledging and sharing and recognizing publicly and privately, but we are, it gives us a leg up for sure right and that's probably a couple. It's both for me.

The reason that we agree and the guy who i sent the beer to he told me we we literally made a post about um, one of our agents and she had joined about a year ago and it was like ruby, the riveter right and she was in Yeah he goes hey. I saw that post and that told me you care about your people, i'm in and like he's he's like a very driven he's, a lot like me so he's like i'm supposed to even he said it that in that many words, it was more like i'm in Thanks but he explained it: yes, i'm in get me an office, i'm out pretty much yeah, but it that that it works both ways - and this is these two, these two things we're talking about, they're very intertwined for sure, and i don't know that you can really Do one well, without the other and at a scalable level: okay, i'm gon na challenge you both so uh last week, so as we're filming this right in case whenever you're listening to it. Last week the ceo better fired 900 people talk about that right, so um and i you know, i know some people that still work it better and they have a lot of people that obviously work there, but they laid off like 15 of their workforce on a Zoom call which he talked about himself for about 15 minutes and said how hard it was for him and oh by the way, happy holidays, you're fired. So if you were him as the ceo, what would you do to regain cultural connection, so regains tough, because he really screwed up broke trust? Yeah? Don't you break trust? Okay, but i know we we know.

So what would you do to regain connection so here's what i did when all these people left our team last year, yeah i had and and many people will tell you don't do this. I had one-on-one meetings with everyone on the team and just wanted to see how they were feeling i'm like hey. It's been a crazy week, guys huh and we didn't do anything like this, but we when everyone was leaving, we said, hey so-and-so, is leaving. We got on video, we sent it out to the team hope they have a lot of luck wherever they go blah blah blah like nothing, nothing bad there, because that's really how i felt i mean you, don't want to see anyone fail and but then i literally Met with everyone on the team checked in with them see how they were doing and like it wasn't like a phone call or something it's like.

Let's go get coffee, let's grab a beer whatever it is, and how do you feel about things? Yeah yeah, i mean yeah. These people left i'm not changing our mission, our vision's still the same. It's unfortunate they're not going to be part of it, because i'm clear next year we're going to kick some major ass and you know. I think that that is now to do that at his level.

I think he's got a lot of work to do, but that's what that's what i did so i don't know i don't know how scalable that is. I think it's the same. It's got to be personal connection and it's got to be proving through actions and words. Right they've got to be aligned, words and actions always have to meet, but in a very quick way right in this situation, because once you lose trust, you've got to instantly pull it back, and i think tom had a great question.

How do you feel right and what can i do better and then you watch right and you own the mistake, and i think he did i think, as i was coming in, i think i saw an inman alert. I came out today, yeah. I did see that yeah that he owned the mistake and that he approached it wrong, and i think that that's one of the biggest things that he needed to do was own, that that was a mistake, big time, big time. Well, yeah it was.

It was big time the mistake and then big time the mistake of being caught on camera saying. Well, i let them all go because they're letting our customers down they're only working two hours a day and just like. Well, instead of hey. This was a really hard decision we had to make and which i'm sure was part of it, but right you know.

If and if that stuff's happening, you can't correct people in a public setting, like i mean that's one of the things my coach told me, you got ta, you got ta. Have this tough conversation, that's like a closed door meeting or if it's all of them, they're all whatever it is. You can't do that publicly because nobody wants to get shane publicly like it's, it's just not it and that that's gon na make everyone question what the company, or what the organization's really about. Okay, on the flip side, uh peter diamandis, which i don't know if you guys read his newsletter right so he's been talking a lot about.

How do you build a community right and he's actually done two parts on this? So if you haven't checked out the newsletter, you should absolutely read that newsletter because he's like basically look there's a methodology to build a community and what you've done, what i've done, what you're doing right, we're all doing the same thing: we're building a community of people That, like people like, i want to be a part of that, like that's a special thing and you know you're with me for a different reason than you're with me, and you two are friends for different reasons. Then jill is you know i mean all like. We all have sort of our reasons, but how are you thinking about because you're growing from 120 to 175, plus admin so probably 205 to 210, or it should be 305 to 310? And we didn't even get your growth numbers? But i know you got 18 in process right now. Yeah, so i mean we're with everything else: we're looking for around eight people a month and then with chart and everything else about 100 100 sales people.

We figure. You know 20 30 staff members. So how are you thinking about different from culture, community building? So one of the things we've done is um. You guys talked about a culture committee.

Ours is a little different where we um - and this is probably gon na - have to expand, but we have three people. They get elected by the team for a quarter and they plan one cultural event a month with a fixed budget, and i don't want to do that because i'm gon na pick something that no one's gon na like doing and then i'm gon na screw. The whole thing up, let's all go on a listing appointment yeah i mean that'd, be funny. Like 48 people, hey we're here, go tom, go the houses we sell.

I don't think you fit him in the door, but that's okay, um, but but that that's going a long way because, like the stuff people are planning like you know, some of it, i would have been like yeah that's cool other times. I would have been like. There's no way, i would have done this, but i'm coming anyway. So it's not about me and that's what i think people need to realize: first um and then on top of that um.

We also have a private facebook group which, and you have like the ultimate private facebook groups, that are coaching clients, where we do a lot of private acknowledgement. You know like announcements, all that sort of stuff, because the online community is real and for sure you know with, as you grow your business. Like i mean we have new agents coming into the office, but not everyone can come into the office. At the same time, people just aren't gon na, do it and that's okay, but it's another way to connect with people um.

So those couple of things have worked really well and then we've got our own company-wide initiatives that we do like your holiday parties, your we always do an event in the spring, because everyone's getting just slammed in the spring, it's a good time to blow off some Steam um, but you've got to have like a you, have a plan for all this stuff. I think that's the biggest my biggest takeaway here is: what's your system, what's your plan, how are you going to do it and then also get feedback from your people and see what they actually want to do sure we do a quarterly feedback loop and it's like Hey, what do you want us to stop doing start doing continue to do and how are you going to contribute to the company? I love that a little variation of more or less of start and stop. How are you building community and your community now is in three locations: that's different than one location, very different, yeah 100 right, like oh you're, a part of the mothership we're over here in new hampshire in a whole, separate state right like do you get a little Bat, we did for the first six weeks, sure after they, because we kind of segmented it all. On september 1st and for the first six weeks we absolutely did um.

It comes down to the leaders in the office at a certain level, but then maintaining a whole right, so individual office meetings, whole company meetings, whole slack kind of things, but understanding that the community also goes in between, like i was so somebody reached out to me By email the other day, first, i got a text message that said: hey you know i was in this boat a while ago, and i've noticed that we have a handful of newer agents who are all single, moms and they're struggling and then somebody else reached out To me and said so, i know that one of the company initiative - one of our top producers, was to give me x because i'm a top producer. I have spoken. I've seen this group they're working hard, and i know that they're struggling with child care. I want the company to take the money that was going to be invested into this reward, and i want you to figure out a way to provide child care for this group of single moms that are struggling to make it right.

And that to me was like when i was like holy cow like we're doing something right right right and then my response was so we're still giving ux and i'm committed to figuring out how we're gon na put that child care in place and like kudos to Those two people who felt comfortable enough to approach me about it kudos to the gentleman who was willing to give up a benefit that he had earned to support newer folks and to help the uh that's community 100. I mean that's like when you meet like people. That's like church, do you know what i mean like that's you're connected right, it's different than just oh. I work at you know banana right right.

So that's beautiful all right. So i'm gon na ask you the last question: uh my prediction: for the next at least 36 months is the real estate market's going to be absolute bananas for no other reason than basic supply and demand builders can't catch up and the amount of buyers that want To buy the millennial buyers that are coming in the marketplace and more move up, move down, move across you know, redeployed whatever you want to call it, but like 36 months of more of the same, what do you think are the most important things: individual agents and Team leaders need to be thinking about as they're building their business for the next three years. For me, i think it's going deep on brand and customer service right and understanding that the customer is going to demand a better, more streamlined, more efficient process. From start to finish and that the days of turn and burn right, it are we can't we can't operate like that and the world's too transparent if you're a douche bag, it gets out 100 and it gets vocal and it gets online and it's really bad.

Like a day yeah right and then i think for so brand and experience yeah and then, but not just that the consumer is going to demand that. But as team leaders, i think our the agents that we're recruiting are demanding that right that we provide really great customer service and a really great experience and top of the line systems and tools to streamline their experience as an agent yep. So brandon experience. What would you say a brand is absolutely i mean one of our initiatives is to become the most recognized and well-reviewed real estate brand in the metro, philadelphia area.

That's not like that's not a small thing: it's not a business! That's our team yeah, but that's a big! That's the largest market in the country, yes um, so, but that so brand absolutely totally agree with that um. I look at how agents can go out and get their own business and not be portal reliant now portals are very valuable. Don't get me wrong? It gets a lot of people started a lot faster than they ever would yep. If you're an agent looking to join an organization, whether it's a brokerage or a team or whatever, are they going to teach you how to go out and hunt and how to go out and get your own business? Because that's the way you can raise your income by doing the same amount of transactions and that's something a lot of people don't get.

So i that that's one component, there that's going to be really really critical and the the other one lisa talked about experience. I would say making sure the agents are just so overly educated about the experience, because there's too many people now and we've seen this, that they they don't like, they get the lead, they close the sale. But then something goes wrong and they have no idea. What to do like a title issue, mortgage issues, something else.

The agents have got to do a better job and they either got to go to a place. That's going to teach them or learn something that when something goes wrong, i have a plan to help get them through it, because it's still going to it's still going to suck. Like i mean these, things go wrong like there's a paper roadway that was here from 1942 and no one knew about it and you can't buy this house now or it's landlocked like that. Stuff happens that doesn't how do you respond to county california? I'm sure it doesn't yeah, it must be an east coast thing, it's definitely a philly thing, but i mean yeah you're laughing because it happens.

You have these problems, it's right. It's like a hundred years. The last time they transacted people could buy homes without title insurance. I mean it's, it's crazy so, but, even so, let's say a bad lender experience that happens everywhere.

How does the agent navigate that to take the stress off the consumer and that's not just a better experience but like managing like hey, you know what this happens. A lot and here's what i've seen goes on and not be so reactionary, but actually understand the process, and you know agent education to me is something that, like every board of realtors, they should be focusing on that stuff and not like how to determine if there's Mold in a house yeah yeah, it's interesting, i answered um, i don't know like 50 questions last couple days on uh, instagram, q and a's, and thank you i see your name every now and then i never see you on there, i'm just i'm just busting your Jobs um, but one of the questions one of the questions was um. How do i as a uh? She, i want to say the woman said: how do i, as a single agent mother of two kids, manage expectations of clients right like how do i set boundaries and my response was you can't because the consumer doesn't care? This is the time they're gon na buy a house in 10 years, so it's 24 hours a day, all consuming for them. So the answer is, you need a partner, you need an assistant, you need better communication processes and i was thinking about erica, wolf who's.

One of our clients, who said i was able to cut out 60 of my inbound buyer or seller under contract questions by recording on video, like all the faqs. That would happen, and you don't send them out automatically. You only send them when you get that question right and she doesn't have to do it or assistant. Does it? Oh, that's a if this, then that, and i couldn't put that into the the q and x.

It was too long, but like to your point, it's client experience. Oh it's! Oh, it's bananas, she's, going to do a whole thing on the january elite, she's going to do a whole breakout session. Just on that and show how she did it. It's big shout out to the wolf of real estate, erica wolfe.

It was bonkers when she showed up last week. The video mastermind anyway brand customer experience agent experience, which i heard you both say, but it all goes back to the consumer right. It all goes to the consumer, okay, so that's the next 36 months. We covered a lot of ground.

We have to do another uh another meeting, so um. Everyone knows where to follow you. They should definitely connect with you guys more and if they send you questions, will you promise to answer them? I answer every question because, if you don't it doesn't, doesn't build well for you later right same here: okay, yeah tons, so i've asked this question only to a few people: do you guys get any referrals from the tom ferry ecosystem tons? Why is that? And how do you? What do you recommend - and this is a total random question? What do you recommend for agents that that want to send and receive more referrals, whether it's inside my community or other communities, it doesn't matter because agent asian referrals is to me is like, if you're going to have a referral fee paid? That's the one you want. 100 start giving back to the agent community more um.

I mean we a couple years ago. You got me started on doing like all these video shows right, maybe one that's very agent-centric, yep and tom's takes bug that just flew into my eye. Here you had to get an exterminator tom brian. You got that i almost i was found actually air detox.

Yes, all right! If you're only listening to the audio, you need to jump over to youtube. Okay, so tom, how do i get more youtube more to the community right? I mean people, ping ping me all the time, because i did this. I've done all this expired work with you, and that was a major lead pillar for us. But if you don't respond to them and actually tell them like hey here's, what you need to do yeah or have some sort of response that you can send them similar to what you talked about with erica wolfe, like we've, recorded a video all the mailers, an Outline of what everyone wants and we send it out to people and that's that's really - they don't right, but you have to actually respond yeah because it took me a long time to build up.

I mean i didn't start getting referrals as soon as i joined coaching that was over 10 years ago. But when you build up trust and you actually get back to people, you know you're always going to get more back than you give. But if you make it intentional to give a lot, you you're really good at this, especially inside the facebook groups, yeah um - that that's good, that's going to be the the number one way to do it yeah. I agree it contribution right right without the expectation of anything in return right, i think much the same to time.

My office is an open door policy right. We have people in every single week who have questions about how to do this or how to do that, and my response is come see it for yourself exactly right, no secrets here, yep yep, that that's a very powerful move right. I saw you doing that. I'm like that is so smart.

Just like hey come to ours come check it out we're going to keep doing what we're doing you can just watch and observe 100. Well then, you know how good we are right for sure for sure, but it's also there's no life yeah yeah when you came to the office with your original data analyst - and i was just like hi good to see you go, go talk to them like you're, Not you know like go, do your thing and and then i'd walk by and see them all, just like nerding out over a bunch of screens. Looking at all this data, and i could see your brain spinning, i'm like yeah. This is how we do what we do here and now you're going to take that and now you could show it to 10 more agents and everything gets better right.

100. All right bingo! I love you guys. I really really do it's mutual yeah. I've never really said that on a podcast.

I don't think i have congratulations. You are the first. You are the first, it could just be an east coast. Five thing all right: okay! Well, thank you.

So much for listening to this make sure you follow me on all the social channels and obviously, if you have questions you now know you can dm them on instagram facebook, twitter, uh, probably on your tinder channel right tom, just kidding, snapchat tick, tock, i'm just busting! Your chops all right love, you guys! Thank you so much thanks for watching, we'll see you soon. You.