 What's up everybody once again it's Brandman Sean and this video is brought to you by brandmannetwork.com because I saw myself now I got a very special snippet from a very special interview with Evan Owens. If you do not know who Evan Owens is, he's the director of merchandising for Love Renaissance and Love Renaissance is actually one of the most prolific young labels in my opinion considering not only the age of the label itself but the people who are involved and what I find to be incredibly interesting is the fact that there are five founders of the organization and from an outside point everybody goes through their things but from an outside standpoint they've been able to run things relatively smoothly and move as a team. How do they do that when so many other people have problems actually being able to run as a team? I know so many people are having that problem well here's Evan's thoughts on how they're able to do what they do so well. It's the network. Because you have obviously been a part and around the evolution of Love Renaissance which is you know they're doing their thing and you've seen so many other elements around it just especially Georgia State in general like there's so many branches of creativity that has come out of that space what do you feel like it's one of the things that is made not only like Love Renaissance successful in the way that they are right now but just a lot of creatives that you've seen go from yeah you're just in college to you're actually moving in this industry and doing your thing. For sure. It's definitely building a team. The team is the team is the most important thing when it comes to actually you know turning something from a creative idea to actual you know success because there's only so far that you could go by yourself you know what I mean like you need people that are going to be able to you know handle tasks and handle responsibilities. So yeah that's everybody working in tandem and everybody taking on their responsibility like me for example like any decision that happens with merchandising the team trust me to handle it you know they're not going around in a circle like yo this we think this so we think this it's just like all right if Evan is the expert in this handle and it fumbles then I take the responsibility as well so being accountable for the decisions that they make you know is going to just make the team better and you help you feel like it makes y'all run smoother that way too because like at the end of the day man like even you look at the founders of Love Renaissance right there's five dudes right and I just my outside when I first saw like just all of my remember at one time I just remember for some reason the thought clicked in my head was like the problems that so many groups or things I've been around have had just in but and how that's like derail success like how did they how do you feel like they handle themselves so much differently and figure out how to actually move through any kind of disagreements because I know disagreements happen in general anywhere that's just a thing but what helps that and you know you're in that system what helps it be more successful and keep working his way through versus just falling off for sure again it's everybody being accountable you know for whichever part of the system that they're responsible for and that that keeps everyone you know not necessarily on their toes but makes them want to continue to push further you know I'm saying so if I see you know Carl and pushing crazy and you know doing everything that he got to do it's only gonna push me to I can't slack either I got to keep going and handle everything I gotta handle to the highest level yeah yeah that's real so I mean with that being said man because we talked about team and experiences like you have that experience and you've seen other people be dope and you're dope yourself and now you're managing as well how do you look at recruiting people and bringing people into the fold of the things you do for sure so when it comes to just building teams period you got to be able to trust you know you have to be able to be able to give somebody a responsibility or task and delegate and trust that they'll get it done and if they don't get it done they're going to accept the responsibility and figure out a way to you know make things right when it comes to management it's it's a lot more than just recruiting clients I'd say because like management is a passion thing you know it takes a lot of time and it takes a lot of energy you really have to care about the entity or the system that you know you're a part of when it comes to when it comes to that but definitely building out of the team is the most important when it when it comes down to the videographers or the photographers or the admin just any any person that's gonna be an important part of your system you know you need to check them for character all right now if you want to check out that full interview you can check it out at brandmannetwork.com but first and foremost I want to make sure it's really understood that when Evan's talking and we're talking about how love Renaissance is ran and just how they have managed managing to grow and build what they have done I want to make sure it's understood that the impact that they've been able to make right and they're a relatively young record label not just in years but the individuals who are involved and it had five founders at the very beginning for them to be able to grow and make the impact that they've made right and still run relatively smoothly right of course you don't know everything that's going on behind the scenes and all that stuff but just to still be able to make that impact and run smoothly it is a testament to teamwork a testament to those two things that he said which are accountability and trust those things extremely important so I want to go a slightly different direction though on two other things that are very important that he didn't know when we're talking about building those teams right you should find people that not only taking accountability for what they're doing but really over delivering on top of that usually those are the type of people who truly take accountability for those types of things because I had a boss one time when I was in college right and I was a student assistant and he told me he was like yo man look if you aren't making my life easier then I don't need you right and he said that and I understood what he said or and what he was talking about in hindsight I didn't get at the moment and this is a time when I wasn't doing a lot of things that I needed to do and when I not only in my saying that but even when I was trying to do him I was going to him for help and his whole idea was look if I have to help you with all this stuff then I don't need you because it's like me doing it myself the whole idea is for you to be able to do it so I can keep moving leading back to that accountability that's that same mindset that people on your team have to have like they have to be able to figure out things for themselves when you start building teams of people like that who have that accountability to actually try to push themselves to learn and figure things out but then when they don't get it right they make sure they try to fix it and they don't try to hide it then you know you're starting to get the makings of a good set of team members those are some extremely important things to keep a note of but beyond that if they don't deliver on that if these people don't have those traits and you start to figure that out then that's only going to leave you with a few options right one option is oh okay I thought you were gonna be this capacity you're gonna be doing this role but you're not taking that initiative I'm having to tell you to do everything you're procrastinating you don't really have deadlines you move too slow then I'm just gonna either downgrade what you do right you don't I don't I don't expect you to do as much so you also don't have as integral as a role to my team or right you can actually just straight up say yo this isn't gonna work whatever one you know you can judge that in your particular your particular situation but understand there's a lot of people that say they want things especially when we're talking about a music they say they want to like hustle when they want and they want a certain position and they want to build but for whatever reason alright you you put them in positions and they don't really do much right they're procrastinating they fall into whatever lazy trap or they don't understand the level of worker ethic and hustle and some people for whatever reason just don't know how to think to that next level to predict things that you might need to get done so anybody who's just doing the work just doing the work is at least trustworthy right but if they're just doing the work they're also probably not gonna be able to get to that next level and you might not have that as a true like main team member this might be somebody who has is more so employed than building your organization as a co-founder or your primary structure your executive board however you want to state it because you need people who see problems people who understand what needs to be done and and have some sort of vision the ability to actually improve that process and understand what else is going on with the organization and how can we make this better together and if you don't have those type of people then you're gonna have a hard time building a strong one organization which means for you if you're an artist you have a hard time building a strong career but once again you have the choice you can get rid of those folks or you can downgrade their expectations and what they deliver and keep moving are you know you pay them as a position some sort of employee they're cool they're around they're trustworthy to do a little bit then yeah keep around but once again if they aren't delivering at all then like what's the point it's hard to fire people a lot of people they move on higher quickly right or no fire higher slowly I hear this often from a lot of my CEO friends and mentors higher slowly fire quickly that mentality is essentially this right you always want to find the right people you don't want to just bring anybody on your team but fire quickly like when it's wrong is wrong don't hesitate on that because you're only gonna hate it right you're wasting their time too right you but you're even more so wasting your time and you're doing yourself a disservice at the end of the day they could find something else maybe they'll find something that is for them because this ain't gonna work so keep that in mind just a few tips not only Evan starts who's who's super dope man and once again if you want to check out that full interview you can check it out at brandmannetwork.com and if you liked this video go ahead and like button if you like your mind well share and if you're not subscribed you know what to do hit that subscribe