Possible Disfunctions - Rejecting structure - We are so open - do anything - No defined roles - All independents - No employees - Using Russell's word - dependable - We are hunting for dependables - We were talking about Shari O., Kelly, Cory, David B., etc. Tons of options. Lots of people helping us. - We were talking about other expenses such as offices, rent, management, payroll taxes, etc. - The adilas cafe could be a huge asset to help bridge the gap between systems, education, and number of clients - We would like to keep focusing here and getting this cafe in place - There is a whole subset of people who could be involved due to the cafe - open marketplace - Things are changing... employers are struggling to get workers - We are building a self employment opportunity (through the adilas cafe type model) - There are constant byproducts and services that are needed - How are we going to fill all of these needs... an open marketplace (adilas cafe) - We have seen the gap between the system and the clients filled in a couple of ways... Reps, consultants, and even internal power users that teach and implement processes internally (think of McCorvey's) - Steve asking Jonathan what do you mean by this? - this is on 1/27/20 - Organizational structure - who is doing what - not worried about LLC vs a Corporation - Doesn't recommend that we 1099 everybody - We will eventually need all 5 personality types to help us pull the load - Organizer - Doer - Creative - Salesperson - Consultant - What motivates people to keep playing the game? Sometimes they are looking for structure. - Steve talking about all of the other things that are required for having employees (managers, buildings, payroll, taxes, timeclocks, expenses, losses, etc.) - Possible write-offs if 1099 - Pros and Cons to both sides (employees and independents) - Some of the cons are listed above - Some of the pros - going with a company (a group of people that work and rely on each other - people in it together) - Jonathan really likes some of where we are going - internal thoughts - Small talks about family - We love that - but without structure it doesn't really give anybody something to stand on - kinda flexible - People want to know where they fit on the hiarchy (spelling)? How can I move up? - If it all gets outsourced, the family organization lacks - We really do want to create and organize a real structure where people could fit in - Some of the people that we work with don't like structure - There are times that we need to have persons with lessor type capacities do certain things - basically, not everybody can handle being an independent - There are times when you do want to pay full price for certain skills - you need them just in time or at certain times vs full time - These guys are knowledge workers and play a specific role - Steve was talking about his goals... where we could get to eventually - What about upcoming changes such as AI, robotics, automation, and just changing times - Jonathan can see Steve's heart and that Steve really cares - I second that - Brandon - There will be spots where we will hit the max levels with our current personell structure - We, adilas, don't have any problems with employees and especially employees with other companies - We may need to create some other companies and/or do some outsourcing - We rolled back to different personalities and who does what - certain people fit into the puzzle in differnet places and in different ways - Steve really wants to turn adilas into a trust and create a body that runs the show - How does that work and what are the club rules? - People find us... - Maybe we aren't a company... maybe we are a community - does that change anything? If so, what? How? Where? - From Steve - we like to run lean and mean - including running things from our homes - The stronger we advocate something, there is always an opposite cause - Jonathan wants to see... is our search for dependables able to stand the long term test of time? - Steve wants to allow people to do what they want to - Let them all play to their virtures - From Brandon - that means that some things fall through the cracks - Managing one and others weaknesses and strengths - Talking about heros and heroism - do it all yourself - We are trying to break this model - we want to invite others into the circle and still keep it small but healthy - Steve was proposing that we have Jonathan talk to other key players in the company - Alan could see both sides of the puzzle - we need to work together to make it work, but... it would be nice if we had certain people in place that just do certain jobs - How do we help and/or make people care about the other parts of the puzzle? - Sometimes the 1099 job guys are one and done where they only care about their part of the game. - They then wash their hands and want to walk away. We have seen this already. - No accountablility and worried about our processes cutting into their profits - If everybody is a 1099 person, then who is the real boss and/or top level accountability? - What about the company culture? Does that change anything? - Small Star Wars analogies about structure (empire vs rebels and the differnet structures) - Different people will tend to do above and beyond and others will just do the bare minimum - Leadership has two main roles - one is to inspire the performance of those with talents and other one is to line up tasks to talents - Scope - what do we do and what do we allow? Setting boundaries. - Executive decision making - talking throgh things and then pushing it to the next level - Once we get someone in the right place, they will fly. They still may need some direction, but most of the job takes care of itself. - Leadership style - how does someone lead... it will vary between different people - Light history and how things have developed over time - Ligth going over some numbers just for some history - Talking about the book "Rocket Fuel" - getting people together for a common cause and then pushing forward - Steve doesn't want to be the leader, but he is currently - Leader - someone who plants and cultivates the seeds - Consensus management doesn't work - Steve wants to use technology to maybe be the leader - not sure where this is going yet... /// new notes as of 2/10/20 - Pros and Cons for employee model vs independent model - it may be a good exercise for us to push on - Physical place - where ever - Workman's comp - under 30 hours a week - It costs about 37% to run employees - One of our biggest problem is managing and getting reports on who is doing what and what is still needed - Currently, some of our guys virtually disapear and we don't hear from them - Projects fall through the cracks or a person gets assigned and then they can't finish things up - More liberty and more freedom - We need good human assets to help hold the thing together (leadership structure) - There are multiple hyarchy (spelling) - compentency and leadership hyarchy - knowledge workers - Looking long term... would the employee or independent model be best... push it out x number of years - Titles and the lack of titles - people helping people not people bossing people - There is a time for authority and responsibility - Awarding poor efforts sometimes makes mud for the others - Modivation and pay structure questions - We want people who want to keep pushing the edge/boundaries (modivation and inspiration) - Steve loves the cofounder term and title - Belief system and virtual rules of the club - IQ types and cascading that same IQ (and virtues) to future leaders - trying to keep that level up high - Creating a structure that helps that to continue over time - There are a number of things in business that are really a pain - they are real estate and inventory - Options to handle and deal with retirement - sustainable over time - Community or a village - Shari O. - over tech support - client setup - helps with finance stuff - helps Steve and I - she can do almost anything and it happens - Cory - project management - training/consulting - Business solves for some kind of socal disfunction - The distribution of the products is all over the place... imagine tons of honey combs without a major hive (entity) - Steve proposes that the main hive is Adilas - If no one knows what it does or where to get it, that creates a problem - We have a lot of functionality and we don't hear back from too many of our clients (slient clients, just using what we have) - some of the clients are really outspoken and take up some of our time - we love the ideas... but sometimes they are so demanding - What would be the next improvement in this journey? What would that look like? What would that take? - Steve and Brandon need to have their own tick list - aka the master plan - Executive thinking - who is at the wheel? - Proper, humble, simple commands - servant type leadership - If we can create the plan, we can set it up for others to follow - Are we building a moment in time or a timeless entity going forward? - Operations and accounting - this is our business model - Focus on principles - long lasting (timeless) vs processes that change all the time - Rejecting responsibility - Rejecting proper pricing configuration - Rejecting executive time management - Rejecting a coherent form (what, who are we) //////////////////////// questions for Jonathan - Have you ever had employees before (for him or by yourself)? - He has been a CEO for companies and what not - Steve has talked with an outside party and wants to run some things past you (2/10/20 - he talked with a guy in Denver and is waiting for some answers) ////////////////////// what do our clients want? - They want the servers to work all the time, they want it to look newer and more modern, and they want additional functionality