 Hey, Tom and Brett here with Lawrence Systems, and this is Business Talk. One of the things I've done throughout my life has been in business and have made a lot of mistakes on the way. And one of the things that took me the longest to truly understand and realize was how I hired people. And when I started to really research that, you know, back in the day, I was hiring people because I liked them. I was hiring people because they knew what I knew. But I was missing hiring to fill the gap. When you think about the knowledge you have and the knowledge your team has, what knowledge isn't there that you could actually hire to fill that gap? What do you think, Tom? This is a huge problem because it's a mentality. And I've seen this and I don't know where this bad information came from, but I'll tell you in all my years in business, I can't think of any time I would think this to be true is, oh, don't hire people smarter than you or anything like that. Any of the best business leaders will tell you always. You need to hire for people who have skills at different levels. And just one of those things, it makes the most sense. And I was listening to an interview the other day and I laughed hearing Harounmir, the current president of Thanks Canary, and he said something really funny in an interview talking about how he's built his company up over time and his largest there. And he says it's hiring all these really talented people. He says he's actually hired so many talented people that he doesn't even fit in. He goes, I couldn't even get hired at this company. But that's almost like a fun goal of build a company with so much talent in it that maybe even you don't fit in, even though you own the place. It's something that some people have a hard time. They almost want to hire beneath them. And it's a huge thing that can really constrain your growth because you're not hiring someone who knows how to do something you don't. And this is something I get a lot on the channel because I'll talk about something and I'll say, I don't know that. And they're like, well, how do you not have that piece of knowledge, Tom, about Active Directory or whatever it is? I'm like, I have a team of people. But how do you employ people who don't know if you are assigning them a task and what happens if they all left at once? I said, it just never happens. And I would just hire someone else who knows if for some reason everyone here that is better at Active Directory to me, which is more than one person, by the way, than I would the bar. I mean, I, yeah, I'm not a complete moron when it comes to Active Directory, but it's not my day-to-day usage of what I'm doing. So there are aspects of the job here that I have hired to fill a gap that I have in my knowledge to add it as a component of my service. The other option kind of related is going to be where you may want to hire contractors if it's a temporary gap. So you always have to be those determinations of you bring it in house, do you hire a employee full-time? Can you sustain that knowledge? Because sometimes bringing in subject matter experts for one-off projects makes more sense because you can't sustain them when there's not projects. But it's so important, though, to hire people that don't just fill the gap. But it can be, it's OK if they're way more talented. You know, I'm always impressed, you know, when we're interviewing someone and I'm like, wow, they know a lot. I love that feeling of coming away from that. I'm never threatened by it. And I know some people are, their status, maybe a lot of business owners, too, over the years. It's like you, I'm sure you have, Brett, they're very threatened by this idea that they can have someone smarter than working out. Oh, no, someone knows more than me. I don't know how I can handle this. Well, you can be a jack of all trades, but you're not going to be a master at all of them, right? And you realize what you know and what you don't know. And I'm being honest to everybody out there. Tom doesn't know everything. I don't know everything. We might have ideas on things. But when you fill the gap and you hire to fill the gap, you make your team stronger either by doing personality tests to hire people that are a different mindset than you, but most importantly, a different skill set than you, because I think it grows that team and makes that team just more powerful. Yes. And it's ultimately how you service your clients. You do those determinations. You also, and we maybe we'll do a video a little bit about this, but we've talked about, I think we have. We've probably done one about process and procedures, but you also the way you find the gaps is having a process and figuring out who's going to do each process. That is a little thing. I know I've talked about it more than once on my channel. You can dig through my business talks and find it. Something to think about. Make sure you have the processes so you know where the gaps are. So that's the little one more component of this, but we go. We always go back to processes, Tom. Why is that? Because they work because they work. They help the flow chart this out. So hopefully this little tip is simple. Just get rid of that bad advice that I've keep. I've seen posted more times than I can count of don't hire people smarter than you or whoever says that. I don't even know the origin of that. And it doesn't matter the better way to do it. And you look at huge, successful businesses. They hired a bunch of people really smart, filled those skills caps. It sounds simple, but trust me, don't be threatened by it. Your value sometimes as a business owner is just greeting an environment where a bunch of people can get along and work towards a goal. That is another value that you can provide or should be providing as a business owner, not necessarily just being the most talented person in the room. That's not necessarily the role. So hopefully that means I'm here. I love the team here, Tom, because we do that. And hey, it's a couple of days before what, Tom? The end of the year. No. Oh, Christmas. Yeah, it's Christmas. I don't like Christmas. I'm a Christmas fiend. And Tom, you know, he, he, he endures it. I endure it. So, everyone, happy holidays, happy holidays. All those fun things celebrate whatever you celebrate. And we'll see you in the next video. Thanks.