From Backyard Cuts To Million-Dollar Ultra High-End Stonemasonry

A public holiday shout turns into a masterclass in building something that lasts—both in stone and in business. We sit down with Amadeus from Pazzi Marble and Granite to trace a 16-year journey that started on a concrete pad in his parents’ backyard and grew into a 40-person team delivering ultra high-end residential projects worth millions as natural stone specialist. The early days were hotplate cutouts and small vanities; now it’s floors, walls, fireplaces, and sourcing natural stone from quarries that have defined beauty for centuries.

We dig into the real pivots: how silicosis reshaped the industry, why engineered stone gave way to safer “mineral surfaces,” and what it takes to protect a team without compromising craft. You’ll hear candid insights on selecting marble at the source, moving slabs with cranes and careful hands, and keeping seams tight when quality is visible to the naked eye. The logistics are heavy, the finishes unforgiving, and that’s exactly why process matters.

The heart of the conversation is leadership. Amadeus shares how scaling from 3 to 35 nearly broke the company, and how coaching, recruiting discipline, and assertive standards built a stronger foundation. He’s experimenting with a bold idea—lifetime employment after probation—not as leniency but as a commitment to training and clarity, where people rise or self-select out. Along the way we talk SOPs, apprenticeships, marketing a craft brand, and the identity shift from practitioner to operator.

There’s also a love of beauty that runs through everything: scanning Jordan Peterson for a future sculpture, honoring a sculptor father’s feast-and-famine career, and aiming to shape public spaces with stone built to outlast trends. The north star is simple and ambitious—create work that endures and a team that grows with it.

If you’re into craftsmanship, small business scaling, leadership, or the future of natural stone, you’ll feel at home here. Subscribe, share this with a friend who loves building things that last, and leave a review with the one leadership idea you’ll try this week.

Chapters

• 0:00 Australia Day Opener & Guest Intro
• 0:45 From Employee To Starting In A Backyard
• 6:30 First Jobs To High-End Residences
• 10:50 Sourcing Stone, Quarries, And Craft
• 14:30 Silica, Safety, And Industry Shifts
• 20:30 Apprenticeships, Training, And Roles
• 25:30 Hiring Realities And Firing Fast
• 30:40 Leadership, Coaching, And Systems
• 36:00 Growth Pain: From 3 To 35 People
• 41:00 Identity, Craft Vs Business, And Scale
• 46:00 Jordan Peterson Story And Sculpture
• 53:30 Consistency, Content, And Compounding
• 58:30 Vision: Public Spaces And Beauty
• 1:05:00 Kindness, Longevity, And Closing

Transcript

Robby: 0:01

Howdy. Do you know what today is? Please enlighten me. It's Happy Australia Day.

George: 0:07

The happiest of Australia days. What a day.

Robby: 0:09

Now you're either listening to this on your day off or you've taken a day off from listening to the podcast as well, and you're listening to us on your first week back. But happy Australia Day if you took it off, if you didn't. Uh and I figured what better way to celebrate George than by having a special guest on the podcast?

Guest: 0:29

Thank you.

Robby: 0:30

Um I'm not even gonna try and pronounce you surname, but I want to introduce Amadeus. We've got today, uh do you want to tell people who may not know who you are a little bit about who you are and and what you do?

Guest: 0:44

Yeah, sure. Uh my name is Amadeus through Philly Skipperhane. I am the managing director of Patsy, Marble and Granite. We're a uh stone shop located in uh Mulgrave. The best stone shop. Thanks. Thanks, Robbie. Um, we specialize in natural stone, floors, walls, bench tops, that kind of thing. Um got a really good team. We started in 2009 from my parents' backyard, and uh since then we have grown to two factories in Mulgrave, and we're actually in the process of moving to a larger premises in uh Daninong South.

Robby: 1:17

So yeah, that's um Yeah, it's it's quite the story, and we'll dive in. And thanks for thanks for coming on today, by the way.

George: 1:24

Thank you for inviting me. Yeah, great to have you here.

Robby: 1:26

Um tell us a little bit about how you go from because so just for your own context as well, a lot of our listeners are you know business owners or people that are new to business or wanting to go out on their own. How do you go from you were initially working for someone?

Guest: 1:40

Yeah, so I was working for a company called Maxim Marble. Maxim? Maxim, yeah. They were in uh from the the guy's name was Max Verashaka. He was a Ukrainian, um, tall, super handsome, very charismatic. Um, you know, and he was someone I'd really look up to and I thought, geez, that's you know, something to aspire to. I want to be like this guy. Pardon? I want to be like this guy. Yeah, I want to be like this guy. You know, he wore raflor and polos and drove a beautiful car, and I thought, that's good. That's something to aspire towards.

Robby: 2:11

Is he still in the business?

Guest: 2:12

No, I think he's doing glass splashbacks, or uh I'm not sure what he's doing now, actually.

Robby: 2:17

Hey, that's that's something I think we need to touch on as well, but we'll get to that later because there was What's that glass splashbacks? No, no, a big change in the in the stone space when the laws changed and the whole thing came out about people getting um what's that lung? Silicon silicosis, and then people thought they were gonna ban it, and they kind of stepped away from it and started cutting glass and so forth. So we'll get into that uh a little bit later. But you went from working for someone to working from your backyard?

Guest: 2:43

Yeah, so during that period um that I was there, um I had saved up a bit of money. And I went up to went to my dad and I said, Look, I wanna try doing my own thing. And um he he didn't think of much of it until I said, Oh look, I've saved up this much money. He's like, Oh shit, how did you how did you get that? I thought, oh, you know, I've been saving and working. And so he's he seemed to be quite impressed, and he um bridged the gap in what we need what what I needed. And um we concreted the section of the backyard and kind of just started with a Chinese bridge saw. Uh it's like a $46,000 machine, pretty uh compared to what like a CNC. And how long ago was this? 2009 ago.

unknown: 3:27

Yeah.

Robby: 3:28

Yeah, so 16 years ago.

Guest: 3:29

Yeah, yeah. So it was uh yeah.

Robby: 3:32

So that's when Partsy was uh established.

Guest: 3:34

That's when established, yeah. So Patsy, the name is a um it dates back to the Renaissance. Uh there was a Patsy family, a Medici family, a few other families that were like banking families into trade and that kind of thing. And um we're I'm a descendant of the Patsy family, and so my nun law used to tell me.

Robby: 3:51

You're a descendant of the Patsy family. Patsy family, yeah. Okay, that's interesting. I didn't know that.

Guest: 3:56

Oh, I hadn't told you.

Robby: 3:58

No, I you mentioned the history behind it a little bit, but you didn't I didn't know that you were uh a descendant. Yeah. So it's a family name.

Guest: 4:05

Family name, yeah, yeah, yeah. So we I we we don't have Patsy anymore as the name. Yeah. Um in Florence uh there was the they they call it a can the the Patsy family conspired with I think it was the Pope's nephew um to basically take over for the uh the Medici family. It was the Giuliano and Lorenzo. Um long story cut short, uh they managed to uh the Lorenzo managed to escape. Giuliano, his brother, he died, uh or was murdered, I should say. And um what what's what's this dating back to what? I think it was 1500s. Okay, yeah, 1500s or yeah, 14, 1500s, something like that. Um so yeah, the the Medici family at the time stripped all the Patsy family of all their assets, exiled them from Florence, and um my nonna would tell me this story, my my grandfather would tell me the story when I was little and something I really liked, and I I like history and I find it interesting. I thought, oh maybe that would make a good name. So the actual coat of arms, our emblem, uh sorry, our our logo emblem is the coat of arms of the Pazzi family.

Robby: 5:16

Uh yeah, I I remember you saying that, but I didn't know that you were a descendant of them.

Guest: 5:20

Yeah, yeah.

Robby: 5:21

Um that's interesting, man. Thanks. So let's let's touch on you know the whole 16-year journey and and I guess what it's what you've taken from it, how it's going. Uh started in your backyard 2009, 2026 now. Where are you at? And you feel free to share and not share whatever you want. You don't have to mention specific things if you feel uncomfortable to. But um, you know, let's talk about if you're comfortable to share, like maybe team size, yep. Um, you know, or or or types of jobs that you're outputting compared to what you were doing. Well, what what jobs were you doing when you started at home?

Guest: 5:58

Uh so you're doing just bench tops or no, not even. Not even in the in the beginning, we're doing I was doing like hot plate cutouts. Hot plate. Oh, like so yeah. Enlarging hot plate.

Robby: 6:07

Oh, yeah. So you were just doing like you'd go to someone's installed it.

Guest: 6:10

Yeah, or it'll be a kitchen, they want to change their appliance, or you go do the cut plate and then I'd enlarge the hot plate for it, you know, 80 bucks, which was seemed ridiculously good money to me. Cause I you actually want to be 80 bucks an hour. Yeah, that's insane. That's insane. Probably took two hours, so it's probably about 40 bucks an hour.

Robby: 6:27

Like, this is great.

Guest: 6:28

But compared to what I was on, I think I was on like 18 bucks before that. It seemed uh like this is this is incredible. So yeah, started doing those kind of uh remedial works, um resurfacing bench tops, sealing bench tops. Uh then I started to get like small vanities and barbecue benchtops, and uh I still remember the first time I got a kitchen, it was a small kitchen in Bayswater, I think it was about three and a half thousand dollars. And I was like, Oh my god, this is incredible! No, so that was um that was pretty cool, and yeah, just kind of went from there.

Robby: 7:01

Um and then and then share, uh, what's a significant job that you would do now? Like now?

Guest: 7:07

Or 2025, so last year, let's say last year have you uh yeah, so the the larger jobs are like in the millions.

unknown: 7:14

Yeah.

Robby: 7:14

What what does that entail?

Guest: 7:16

Floors, walls, bench tops, fireplaces.

George: 7:20

Um is this a lot of commercial or you're doing a lot of residential or both? High-end residential, yeah.

Guest: 7:24

Yeah, yeah, high-end residential. So um I think the largest job to date was a job's um private residence, it's about 2.4 million in stonework.

Robby: 7:34

2.4 in stone, yeah. What was the was it a new build? Or was it a renovation?

Guest: 7:38

Yeah, new build.

Robby: 7:39

What do you know what they're spending on the build?

Guest: 7:42

I think it was in the vicinity of 24, 25.

Robby: 7:45

See, that's what I want to know. Who is the person? What does that person do? The person who's spending 25 million on a build. Yeah, I mean, and it's like it's not an investment, yeah. They're doing it for themselves.

George: 7:56

Yeah, absolutely. And the funny thing is, most of the time, by the time they're finished, it's ends up being a great investment for them, too.

Robby: 8:03

Yeah, as in the what it's worth at the end, yeah, yeah.

George: 8:06

Oh look, I was just curious about that. I'd assume you'd be in the Turak type area for a lot of those jobs, yeah. Yeah, yeah, predominantly, yeah.

Robby: 8:13

Yeah, and they're they're on a big block and they've got the the tennis court in the backyard, and yeah, um, yeah, and then it's it's actually a great conversation. Do they overcapitalize or uh do they invest all this money into something that very few people can actually do, and then they've spent 25 mil, but they'll go sell it for 45 two years later.

George: 8:35

It's always something I thought on. I don't know. It's not necessarily a money thing for them at that point. Do you know what I mean? No, that's that's like that's what it almost becomes an ego thing. Yeah, this is like it's like yeah, just okay, this cost me this much, all right, just put a price tag 50 mil. Yeah. It's like, oh, this is how much I'll give you 45. No, you'll give me 60 now, just don't insult me. Like, do you know what I mean? It's like they don't care, it's not the it's not a money thing, it's not like oh shit, it's a fire sale, we better get everything we've got to get the the best price we can sell tomorrow. Yeah, it's often not the case with that, and you know, that's fantastic that you're doing those types of projects because you get to connect with some pretty um interesting people along the journey as well.

Guest: 9:08

That's I I think one of my favorite parts is the um the people you get to rub shoulders with and speak to.

George: 9:14

And now are you helping source stone with that as well? Yeah, yeah. So will you go overseas to get the actual stone itself? So you personally go there, get this, you know, source the stone from the suppliers, yeah, and then bring it in and go, cool, this is the slab. We want this, we want that, and take it from there. Depends on the job, depends on the material.

Guest: 9:29

Sometimes it's worth it, other times it's not. Um, but yeah, that's increasingly that's what we're looking to do more and more of.

Robby: 9:37

Yeah. Stone is wild when you think about it. Like to cut a block out of the ground essentially is what it is, right? Natural stone. Yeah, they're like cutting a block out of the earth. Yeah, and it comes out. That is wild. And then say, cool, cut it into this shape and make it this size and put these edges on and and it weighs a ton. Have you ever lifted you would have lifted. Have you ever lifted us? That's all I do. Yeah, that's all weighs a ton.

George: 10:06

Like you don't believe how heavy it's gonna be until you have to lift it, and then you're like, Yeah, we've done some big bench tops over the years, and you need like stone where you've got eight people carrying it through a house, and you're like, no one fucking drop it. Yeah, because you drop it and it's just like shit, yeah, back to Italy.

Guest: 10:23

Yeah. The the funniest is sometimes people are like, So how how do you get the stone in the house? I'm just like the hands, yeah. Yeah. That's uh that seems to be.

Robby: 10:32

Yeah, unless you have a significant job, like you did I think it was either late last year or a few weeks back with a crane where you can put the whole A-frame in.

Guest: 10:39

Yeah, yeah. So they that would usually take it up to like the second story, as opposed to having to take it up like staircases or uh, but then you still have to move it into its like, yeah, yeah, all by hand, like little ants.

Robby: 10:52

Yeah, that is wild. When I first learnt how they um how they actually source it, because you don't it's not it's not one of those things you think about, right? No, you don't sit there in bed asking yourself until you have to have some level of involvement with it, and then you look into it and you're like, holy shit, this is in the ground, like this is actually or in in a mountain or whatever it might be. And it's like this is cut in naturally sourced and cut out, yeah, and brought over. Yeah, that's wild.

Guest: 11:18

Yeah, I think I was really uh lucky I a couple years uh actually, I say a couple years ago, it's probably eight, eight years ago, ten years ago. Um time slides, huh? Yeah, yeah, I think it's 2015, 14, 15, something like that.

Robby: 11:32

George will say the other day about something that happened a week ago.

Guest: 11:34

That that's that was the other day. It's like the other day, yeah. I'm not wrong.

Robby: 11:39

It was the other day. It wasn't this day. It wasn't this day, yeah.

Guest: 11:43

But uh yeah, I was really lucky to be able to go through the quarries. One of our suppliers took us through, and uh that was absolutely incredible.

Robby: 11:50

Whereabouts is that?

Guest: 11:51

Carrata, Italy. In Italy, yeah, yeah, okay.

George: 11:54

Who makes the best stone? Or where do you get the best stone from?

Guest: 11:56

Well, it's all made by Mother Nature.

George: 11:58

Yeah. Same supplier, same supplier.

Robby: 12:01

Same supplier everywhere you go. Yeah, same supplier. Um your dealer is my dealer.

Guest: 12:07

That's it. Yeah. But I I guess it's uh what's desirable at the time at the moment.

George: 12:12

There's a lot of beigas, a lot of travertine, yeah, uh, a lot of um colour cutter marble, statuario, that kind of thing. So do you still do installation yourself? Is it personally? No. Yep, gave hung up the tool belt. Hung up the tools.

Guest: 12:25

I've got a fortunately got a really, really good team. Um and yeah, they do a fantastic job. Yeah, team size. Uh it's about 40 people.

Robby: 12:34

So he employs 40 people. Uh they've grown to quite a big team. Yeah. 16 years the journey.

Speaker 3: 12:40

Yeah.

Robby: 12:41

Um a lot happens over 16 years, man. That's a that's a significant amount of time. How did you handle the whole thing? I I've got friends who work, worked and work in stone.

Speaker 3: 12:53

Yeah.

Robby: 12:53

And I remember when the whole silica thing came to fruition, I had people that I knew that were on uh 60 minutes, not 60 minutes, what's a current affair?

Guest: 13:04

Current affairs.

Robby: 13:04

Yeah, and they were interviewed on a current affair because they had been diagnosed with silicosis.

George: 13:08

Yeah, it's really sad. Yeah, yeah. And it was like very had a stonemason do that. That happened too. Yeah. But it was uh old school Asian stonemason, never wore masks, never did anything. Like he was just dry cutting everything. Yeah, just never did it. I suppose back then they never knew. And then he literally got the knock on the door from his doctor and said, You need to stop now. Like you don't, you will die.

Robby: 13:31

It's irreversible.

Speaker 3: 13:32

It's irreversible.

George: 13:33

Well, I don't even know what this what it actually entails, what happened. Uh, it's a respiratory thing, I'm assuming.

Guest: 13:38

Yeah, so um quartz, which is crystalline silica, uh, when you inhale it, it scars your lung tissue. And so then if you imagine like a sponge, not that I'm a doctor, but from what I understand, uh, if you imagine a sponge and you start to put cement in the sponge, yeah, it stops hardens. Yeah, and hardens and it doesn't uh yeah, right. It can't take in the oxygen.

Robby: 13:57

That's that's a really good description, man. Yeah.

Guest: 13:59

Um so it's um I I people often ask me, like, oh you know, how does it how did it happen? Why didn't people take it seriously? Because I I think with the engineered stone, uh, it's not just the quartz. I I think the resin has got something to do with it as well.

Robby: 14:15

Um the the what's the when you say the resin?

Guest: 14:18

The binding agent. So the glue. Yeah, yeah.

Robby: 14:21

I guess you can say uh hypoxy.

Guest: 14:23

Epoxy epoxy or it's I think they actually use in the slabs um polyester or polyster, I don't know. I don't know.

Robby: 14:30

That stuff smells like it would kill you.

Guest: 14:33

So that combined with the um the quartz or the silica, then it becomes quite sticky.

Robby: 14:38

So yeah, okay. That's and then I know a lot of people who in that you know, and this is where the the whole glass splashbacks conversation comes in. And it's like people who panicked, it looked like they were at one point it looked like they might be banning stone. Like stone, uh or natural stone.

Guest: 14:54

I think or they've banned um engineered stone, anything with silica in it. So they've substituted the silica for essentially recycled glass, from what I understand.

Robby: 15:04

Is is it is silica in natural stone?

Guest: 15:06

Yeah, yeah. So sandstone is like but it's not in man-made it was in the engineered stones, like so like Caesar Stone or these brands. Yeah, is it like 93? No, so they've taken out the quartz and they've replaced it with uh um I think it's I'm pretty sure it's recycled glass.

Robby: 15:22

Okay, so they've had okay, so but you so you can still get stone, it just doesn't have that.

Guest: 15:25

Yeah, but they don't call it substance engineered stone, they call it mineral surface or something like this now. We don't do a lot of it.

Robby: 15:31

Same difference, like if I walked into a house, would I recognize?

Guest: 15:34

Uh no. Yeah, no. So it's the same same.

George: 15:37

Yeah, same same, but just different uh composition. So I was gonna say uh before we got in here, Robbie was like, Look, I'm gonna give up marketing and I want to get into the stonemason world right now. What what where would someone begin? Not from a business perspective, but say you wanted to become a stonemason. Yeah. Is it an apprenticeship? Is it you just get into the industry, get your hands dirty? What's the process for someone wanting to get into the stonemason world?

Guest: 16:04

There is apprenticeship, that's what we we offer. Did you do an apprenticeship? No, I didn't. So I asked my I asked Max at the time, I was like, you know, what do you want me to do? Because I tell me work. Yeah, he said, either you go away and I pay you less, or you stay here, I pay you more, and you learn from the guys. And I was like, okay, that sounds pretty good. I didn't uh I didn't want to go back to back to school. So um, yeah, it kind of just starts.

Robby: 16:25

Is there there's schooling about it?

Guest: 16:27

Yeah, yeah. Yeah, so the theory, and there's a few different uh modules, like you know, they do restoration and scaffolding and uh block work and uh yeah, because it's not just slabs that you're working with per se.

George: 16:39

You know what I mean? It could be, as you said, restoration of of old heritage buildings and monumental work, yeah. The monumental stuff, like yeah, even um you know, like the the buildings in the city that might have a gargoyle on it or something like that. And you know, I've seen some amazing stonemasons that actually they do more sculptures than actual stone work per se, and that's phenomenal as well. Some of the people, their skill set there.

Robby: 17:02

His father does it.

George: 17:02

Oh, really? Yeah, fantastic.

Guest: 17:04

How good's that? Yeah, I'm proud of what he does. He does some really cool stuff. Yeah, he's inspired me actually. That uh I grew up around Stone, grew up around the studio, and um just I just felt very comfortable with it. Yeah, and was he involved in the business as well? Early on, yeah. Yeah, he um provided a lot of support.

George: 17:21

I mean, money, emotional, mental guidance, guidance, yeah. So you just touched on that then. So have you gone the last 16 years and figured it out yourself?

Guest: 17:33

No, no, definitely not. Yeah, no, I've had uh a lot of good people in my life. Uh I think I'm I'm I'm like curious and ask a lot of questions and I want to know stuff and uh think it's important.

George: 17:45

Yeah, yeah. I was listening to something uh Tony Robbins podcast today, and he was saying like one of your one of the deciding factors of how far you're gonna get in life is your curiosity and your willingness to want to learn new things, yeah. Yeah, that's for sure.

Guest: 17:58

So that's I've uh had mentors. Um I've got a business coach at the moment, Damien Churton. Shout out to him. Shout out to Damien, yeah, he's awesome. Uh so I've been getting coaching from him since 2018. So excellent. So you've had him for quite some time then?

George: 18:12

Yeah, yeah, yeah. Yeah, and continue to do that. So do you do that like on a monthly basis? Do you chat chat up, have a track?

Guest: 18:19

Every week. Actually, I spoke to him uh this morning.

George: 18:21

Excellent.

Guest: 18:22

So I had the coaching session at every Wednesday at the moment. Um was bi-weekly, now it's every week, and I'll probably go back to bi-weekly. So it just depends on the workload, what I got on. Um, but yeah, no, that's been you you either learn the lesson through your pocket or something, painful lesson, or you buy someone's experience.

George: 18:44

Well, it's time.

Speaker 3: 18:45

That's it.

George: 18:45

Yeah, you're you're making the most of that. You're uh you you reduce, you're buying their experience. That's effectively what you're doing. You're you you increase.

Guest: 18:53

You gotta pay though. Either way, you've got to pay.

George: 18:54

You're gonna pay both ways, without a doubt. Without a doubt, you're gonna pay. And I in all honesty, I think in the times that I've gone out and paid for advice and learned something sooner than me actually trying to figure it out and experience it, it's always been better paying for it. Because it's like it's not just that, it's also the stress, the hardship, everything that also everything else that comes with it, the mistakes you're gonna make. And you know, when someone can point you in the right direction, I'd rather learn from their mistakes than mine. Yeah, you know, I'll still build character, it's okay. You know, I'll I'm I would much rather you tell me, hey, don't do that. Don't do it like this, don't spend money there, don't happen to don't employ that type of person. And it's massive, it's massive as far as your trajectory with your business and where you're gonna be and where you're gonna go.

Guest: 19:37

For sure.

Robby: 19:38

Yeah, I want to loop back to the apprentices conversation. You hire apprentices now?

Guest: 19:42

Yeah, we've got uh quite a few. Quite a few. Okay.

Robby: 19:45

Do you know how there's like certain trades, this being one of them, a painter being another one, a plaster being another one? We we're it's like there's people who have just gone in and worked, and then there's people who have done an apprenticeship. What's the Why would you do an apprenticeship? Like that's what I'm trying to get at. Like why I look at it as like if you're not a Sparky or a plumber or a a chippy or a mechanic. Because even as a mechanic, you can't get a roadworthy license, etc., without having qualified.

George: 20:17

Could you be a can you open up a shop? Yeah, there's no cars. Yeah. So if I like I know how to change oil, I could open up a business that just changes oils.

Robby: 20:26

Yeah, who's gonna come? Who's gonna be the person? I don't know. There's no licensing. Okay. Well, as far as I'm aware, I well.

Guest: 20:31

Unless it's electrical plumbing, then you need like there's some things that you need to do.

Robby: 20:34

Electrical plumbing, yeah. You can be a chippy but not turn into a builder.

Guest: 20:39

Yeah.

Robby: 20:39

You can be a mechanic but not turn into a building.

George: 20:41

There's a lot of license. There's a lot of uh and they were pushing some time ago to get every trade registered.

Guest: 20:46

I think that that makes sense.

George: 20:47

Yeah, they were trying to get it happening. I don't it ended up sort of dying in the arse because no one was doing it. But yeah, they were pushing that sometimes.

Guest: 20:56

Yeah, hurdles with it. More hurdles.

George: 20:57

Yeah, just on well, there you go. Another aspect of it. Are you finding that diff are you finding difficulties there at all? Getting good quality people?

Guest: 21:04

No, I I um was I speaking to you about this today or the other day. I I think the you know, when you think about it, there's millions of people in Victoria, 22, 25 million people in Australia, I don't know how many billions of people, you know, seven, eight billion people in the in the world. If you're you're not you're not looking for a million people to work, you're you're looking for uh what are you looking for? One like you're trying to fill one position, yeah. Yeah, usually. So it's not that there aren't people, it's just the you you don't have uh, that's all to attract them. Yeah, that's what it is.

George: 21:40

Exactly. You've got to become that destination type place. And I completely agree with what you what you said there. Yeah. You know, it's I I in history in history, I haven't really had too many, too much difficulties finding people to work for me, as indirectly for them for my company. Sometimes with trades, I find that some of the trades, you know, say you've got a plumber that's grown and then he employs people, and then the people he employs are shit, and then as a result, his quality of work goes down, which then affects mine as the builder. So they they have some of those challenges, but I've always found that if you can make yourself a destination style business that you will attract and and get the right people within your organization. And you know what, sometimes it does, it does take it is a bit harder to do. You've just got to go out there and uh and and put in the work, you know. It's gonna be if you want good people, they're not gonna just fall at your lap. Sometimes you have to go out there and really search for them.

Guest: 22:32

Yeah, yeah. You asked me before you you know, are you on the tools? At the moment, my tools is a large part of it is recruitment, is um interviewing people and having conversations and and then new skill sets in themselves, you know. That's the different skill set than being a stonemason. It's like six years. I I reckon, even though I didn't formally do the apprenticeship, it took me about six years to become decent at stonework.

Robby: 22:56

I I yeah, but that you know, so stone's one of those things where there is a huge difference between a beginner and uh someone who's a gun. Like you can see it in the work, there's a level of here, like it doesn't hide. Whereas very honest. Whereas you feel like there might be, and I've just I can't think of one on the top of my head. Like, because like a painter's the same, like you get an experienced painter and then you make someone who've been painting for six months, huge difference. Yeah, yeah. Um you know, mechanic, maybe it's hidden with mechanics. Um that's the element, but I guess yeah, it's one of those one of those roles or those uh types of work where if the person doesn't know, it'll show massively.

Guest: 23:41

In the end result, with a mechanic, I mean effectively you're servicing cars. Yeah, with with what we're doing, we're creating new stuff. We're not um not a large portion of what we're doing is restoration. I would imagine being a mechanic is more like restoration, so it's diagnosing issues or being able to identify what the problem is. That to me would make a good mechanic. You bring your car in and they listen to it, they drive it and they know what to fix. That would be the distinction between, you know, it's not vis I don't think it's necessarily visible what they're doing, like perhaps a painter or what we do. But um, I definitely think experience can show if you bring your car in, they're like, Oh yep, I know what to do. Yeah, not just go through a checklist of oil filter and that's it, and go, I've done my job.

Robby: 24:22

That's um yeah, yeah, that makes sense. I guess I can't think of anything then that really doesn't have a huge impact of not having a lot of experience. But I just see like beginner to gun, especially in your space, there is like a sign like it's chalk and cheese.

Guest: 24:41

I've hired and fired like it's so chalk and cheese. Over 600 people.

George: 24:47

Yeah, that's the thing though, as well. And you've got 40 at the moment, right? See how many people you've had to go through. Yeah, I think that's really important. You know, you you can hire slowly, but I think it's important to fire quickly. If it's not the right person, they've got to go. They've got to go. And I've been I've done that in the past where you hold on to people too long or longer than you should. Oh, fuck, I need to get through this job. Oh, I need this person. Oh, he they'll do th four bad things, and then they do one good thing. You're like, oh, okay, he is he is all right. You forget the bad things, and then along come the bad things again. So I reckon that's a a massive thing in business to just be like, no, at the time you see something's not right, it's generally not right. It's generally gonna be your initial gut feeling on that person, on that thing, is the one that you've got to follow. And just you've got to be you're probably doing them a favor just as much by letting them go as to keeping them here because they'll go out and find another opportunity or somewhere else that's better suited for their skill set, you know. My only criticism with that is um I want to say criticism.

Guest: 25:46

I went through the same thing of just like not right, not right, not right, not right. And I thought, geez, I'm just going through people like no tomorrow. Um if you're recruiting for a senior role, well, there's a certain level or expectation that they need to deliver on.

George: 26:01

Absolutely.

Guest: 26:02

Um if though you're recruiting for a senior role and someone like let's say a senior role is six to eight years, six to eight years experience, and someone with two years experience joins the team, or you put them on, and then you're wondering why they can't do the job on you've got to move them on. To me, that's more of a recruitment issue.

George: 26:20

Oh, without a doubt. Yeah. So it's just it's a their ability and their skill set to deliver on what you need them to do. Yeah, so if you put them in like an apprenticeship role, they'll probably be perfect. Um Yeah, without a doubt. I think people that's probably a a downfall with a lot of business owners is they often go in and with recruitment and go, what's the least I can pay for the best person?

Guest: 26:41

Doesn't it doesn't exist?

George: 26:43

That's not a it's not it's a it's a bad wrong question. Yeah, it's the wrong question. It's the right, wrong way to look at it.

Guest: 26:48

There's a fair rate, but I don't think that's the that's the least possible. Yeah.

George: 26:52

Yeah, absolutely. Like I I would look at it and go, well, how much can I pay? Well, if I pay someone this much, how much work are they gonna do? How much are they gonna execute for me and bring in and do all that sort of stuff? What value are they gonna add? What value are they gonna add? Like ultimately, you'd love to be hiring people that are better than you. For sure. You know, every single time. I would love to have the smartest people working for me, the best people, the best minds in construction, all those sorts of things. I've got an extra-you've got that? Yeah, I think we've got a really we've got a young, motivated team, and I've got some experience as well, but yeah, we've got the young, motivated team, and now the next step for us is again just that upper senior management people coming through, but then also there's room for the juniors too. There's there's spaces for, as you said, your apprentices and and whatnot. But yeah, we've got a good team, you know, and we're utilizing the resources that we've got available to us. And being very systems and process driven, I think helps us a lot in my space as well, because I don't necessarily need an army of 15 people to deliver because we've got all the processes in place that we need five or 10 or whatever it might be with less. Yeah, you can do more with less. And I think now, especially with where technology is headed and and what we're looking at at what's happening now in today's age, I I think you'd be crazy not to be utilizing a lot of those processes and systems.

Robby: 28:05

For sure. Yeah, you've got a um well, we've had this discussion about how long do you keep someone, what's the next steps, what's it you've got a a belief that you've shared with me. Do you mind sharing it?

Guest: 28:21

Yeah, sure. Yeah, yeah. So um we want to have a lifetime uh we offer we want to offer lifetime employment. So this is really interesting. I find this very interesting.

Robby: 28:32

Not many people do not many people are willing to do this.

Guest: 28:34

Yeah, yeah. So and this is, you know, is it right? Is it wrong? I don't know. I'm just trying it on because I've tried other stuff, it didn't seem to work. So I want to try this where um we don't fire anyone. So once so, or sorry, we don't fire anyone once they complete their probationary period. And it's about how we can up the ante, raise the standards, train the person and help them succeed to succeed. And by closing that back door and not and saying, hey, we're not gonna fire anyone, we're forced to look at our actions, we're forced to look at what we're doing to help that person succeed, and also what we're not doing that might be uh hindering them or you know, impeding, you know, not giving them the skills or the resources or the tools. And I think by doing that, you're forced to figure out a way to help that person, or the person will deselect, which is the other thing that we've uh experienced, which has been interesting. That when you give the people the someone everything that they need, and you're there, you're supporting and you're coaching, and time after time, it's it's whatever the results are not being delivered, it becomes pretty pretty apparent to the uh to the person. So they just go, too hard for me, I'm out.

Robby: 29:47

Mentally check out.

Guest: 29:48

I think so, yeah.

unknown: 29:49

Yeah.

Robby: 29:50

Um so get a job apart to get a job for life. Yeah. Sign me up. That's the intention. That's the intention. No, I I think that's I think that's very cool, man. If you can make that work, uh, I think that's very cool. Because I I personally I opt into the the basis on if someone's not right, it's not in anyone's interest to keep this going.

Guest: 30:11

Sure. So there could be a recruitment issue.

Robby: 30:14

Yeah, definitely, yeah.

Guest: 30:15

But at the end of the day, it all stems back to who recruited them for me.

Robby: 30:18

Yeah. Me. Yeah, and that's and that's credit to you for taking responsibility.

George: 30:23

That's what it comes down to. You're controlling the the the output.

Guest: 30:27

Yeah, so if you get rid of the person, you're shortcutting any of the lessons that you might learn to help you with the next person, if that makes sense.

George: 30:37

Yeah. I think there's also an element of if you have that standard there of what's expected and all that high everything, the mentoring, the the guidance, all that sort of stuff, people will then go, okay, you're not firing them, but it doesn't mean they have to stay there either. No. So they could turn around and go, okay, this isn't the place for me.

Speaker 3: 30:55

That's fine.

George: 30:55

Right. Exactly right. So you've inadvertently you've fired them by just saying, No, this is our standard that we accept, that we expect for from everyone. And if you want to be part of it, you want to be part of it, that's great, but you need to do these things. And look, I'm not going to fire you, but hey, you I'll pull you up every single time that you don't cut the stone the right way, that you don't help someone carry something, or you go to the toilet for an hour. Like all these things will come up.

Guest: 31:20

It'll start to come up.

George: 31:20

Yeah. And then you'll be constantly at the bottom of the barrel and going, okay, well, do you really enjoy being here? And that's a good thing. And this is what starts to bubble to the surface.

Guest: 31:30

Yeah. When you uh I I kind of liken it when you put, you know, the the teapot on. If you took it off every time it was about to boil, because it started to shake and vibrate, it never boils. So you have to keep it there and hold it there to that point. And um, that's what I think it's like with people. It's uncomfortable. Um, it's uncomfortable having straight conversations and saying, hey, look, this is, you know, you're missing the mark here. But I think it's good for them and good for you, provided, you know, you don't have to be a dickhead about it. But also you don't want to be passive where you're sweeping things under the road. That's right. I think there's four modes of being there's aggressive, passive aggressive, passive and being assertive. And being assertive is the only thing that works. The other three modes of being don't work. And so um wait, hold on.

Robby: 32:15

So do you think easing with management or easing in life?

Guest: 32:18

So you manage time, money, and things, and you lead people. So with people, you want to be assertive and say, this is what we're doing, this is what we're about, and I want you to be part of it. That's awesome. I'm excited, but if you don't want it, that's fine as well. You know, there's thousands of companies, there's millions of people. Why force something to be um doesn't fit that doesn't fit? So, but that's I think our responsibility as leaders to provide a safe space to provide I'm gonna when people through do these throwaway lines like safe space or but what I'm really I'm committed to the company and I'm committed to the people that want to be there. You know, people show up, they wake up, they leave their family, they come to this place of work with all these other random people to do something that's I I think sitting on a beach would be more enjoyable. So a lot of times work is not necessarily the most enjoyable thing to do, yet they show up every day and do it. So I think that deserves some um some respect, some commitment. Um, and I think if you just have this kind of attitude of, oh, they're not doing the job, cut the head off. Well, you're not developing the skills of a leader, you're not developing what's required to attract good people and to help the people who need some help to actually get better.

Robby: 33:37

Um, so you you definitely have a different outlook on it, and I like it because uh just from what you said then, you can tell and and tell me if you agree or not, but you can tell that you're you've gone through some level of training. Oh, without a doubt. Yeah, like you have experience, yeah. You you've gone through some level of training and and there's there's leadership training and experience coming through your words. Do you know what I mean? Um, and I can hear that you think in uh in um there's a term I'm looking for here that I can't think of, like in frameworks, you know what I mean? And you think in your frameworks, like that thing you said about you manage time, money, and uh things, and then but you lead people, yeah, right? What's what's what what is leadership? Like what does it mean to you? What's what does it entail? How do you get better at it? What's what's leadership at Partsy look like? Because you because you've got a leadership team as well, yeah.

Guest: 34:31

We've got a senior team, and at the moment this year, um we've got a really good senior team, and this year I we are in the process of creating team leads, so or department leads. Um so that's kind of the next layer. So leaders lead, leaders get people to um train and develop the next generation or the next level of people to become more competent. So that's what leadership is for me. Where um you're taking the best parts of yourself and also the worst parts. I I guess you're getting people to avoid the worst parts or the mistakes that you've already made. Uh, and you're trying to encourage them, motivate them, see a path forward that gives you continuous success. So what I mean, if you go to the gym and there's I'm sure, you know, if you if you go to the gym and you've never trained before, having someone to come up to you to show you what to do and how to do it, that to me is leadership. And then if you're successful or they were successful in showing you and you start to see results, well then the next person that comes through, you're helping them. And that's what I effectively is leadership are well, that's my take on it at least.

Robby: 35:46

Um yeah, I think you can't grow to the level that you've got into as well without having some level of leadership, not just from yourself, but from your team as well. What for a while because you end up at arm's length to most things.

Guest: 36:00

Yeah, yeah. So I um we moved to the factory in um from home to the factory in 2015, and I moved into this space with So you so you worked from home for six years. Six years, yeah.

Robby: 36:11

Okay, and then you went in and got your first factory, yeah. And that's not the factory you're at now.

Guest: 36:16

There were two ones that I got now.

Robby: 36:17

Oh, it is okay. So you moved to that factory first, one of them.

Guest: 36:20

One of them in 2015, then we got the second one in 2016, 17, something like that. But um, yeah, we moved there with three people, and from 2015 I went from three people um to 2018 to 35 people, and I had no idea what I was doing.

Robby: 36:38

Fifth uh, hold on. So three people in three people three years later, 35 people.

Guest: 36:44

Yeah, wow, it was out of control. I don't fair learning curve. It was a steep learning curve, almost went broke. And um, I remember that's when I got the my coach on Damien because I was just like pulling my hair out and I was pointing the finger, and I was just everyone else was yeah, the problem. And um, he said something that really kind of resonated, and I was like, Oh my god, the penny dropped. He's like, So um who hired the people? He's like, he said first this is your fault. And I was like, What do you mean this is my fault? You know, you've got these competent people that you're paying them well, and they're stuffing up and this is that's stuff stuffing up, and it's like, oh my god, this is just and he said, You're the problem, and that was the last thing I wanted to hear. What do you mean it's my problem? Um I'm the problem. He said, Well, who hired the person? I said, Oh my god, yeah, I'm seeing where this is going. I said, I did. He said, Cool, and who trained and developed the person? I said, Oh, I didn't do any training. He said, What do you expect? You got no training program, you got no recruitment process, you're just getting people off the street. What do you expect? Of course it's gonna be uh a schmozzle, which it was. So that was Did we go backwards to go forwards then? Yeah, did you get rid of people after that? Yeah, yeah, yeah. So um uh had to go, we had to scale back. Um just got through by the skin of my teeth. I think we dropped down to 12 people or 15 people or something like that. And had to took me about two years to uh pull myself out of that, dig myself. So yeah, and um now we've got you know, I guess taking that philosophy on, taking that that learning, the learning from that process, and it really you gotta go slow to go fast. I I thought you could outgrow problems, you cannot outgrow problems. You cannot outgrow you just grow the problems, yeah. Yeah, yeah, and they're not linear, they're exponential. So what what costs you whatever it costs you, it starts to scale up as you as you scale. So um it was good. I I think the business is uh to me, business is a brutal sport, but also your best university.

George: 38:55

And um Yeah, we had that we said that the other day. The same thing. It's like yeah, as in as far as being in business, it really builds your character. Oh, yeah, yeah, it really turns you into the yeah, vehicle for personal development.

Guest: 39:08

It's huge, huge, huge. And that that was what I think the one of the most attractive things about business, about trying to do your own thing because uh at the end of the day, it's on you.

George: 39:21

Which is like you live and die by the sort, yeah.

Robby: 39:23

It's a it's a great feeling and a horrible feeling.

George: 39:26

Yeah, yeah. But I didn't I didn't think that when I first started my business though.

Robby: 39:29

You didn't think it was a horrible feeling?

George: 39:30

No, as in I didn't think about the personal growth aspect or the you know, this is all me or anything like that. It was more just like, okay, cool, look, let's go out and make heaps of money. So that was your motivation. No, at the time it was more just um, not just the money factor, but it was like, okay, now I get my freedom. Now I'm I am the boss, I am everything, you know? And it's like a blue fleeting moment. Yeah, well, people forget it's like it's not so much that, it's everything is you now, everything. You're you actually become a slave to your business. Yeah. Especially at the beginning because you're wearing all the hats. It's not a business at that point though. No, it's not. It's not. It's not. It's it's it's literally you doing it. You're a glorified employee. Yeah. You just exactly yourself work to do. That's you giving yourself work to do. Exactly.

Guest: 40:12

Yeah, I remember I I thought, great, I get um more holidays, more pay.

Robby: 40:19

Can start when I want, yeah. Can start when I want the opposite.

Guest: 40:22

Yeah, no, it was the complete opposite. So that was uh that was a wake up.

Robby: 40:27

But um yeah. Um tell us a little bit about uh so I I've met your your dad. Yeah, and I've seen some of the stuff he does, but tell us a little bit about because he he does uh a lot around the whole sculptures and things like that. Um tell us a little bit about I guess growing up around Adam and what he's done. Because I I think it's like when I saw it, I was like, what the f I've never seen anything like this.

Guest: 40:53

Yeah, so I mean the life of an artist, very romantic from the outside, and it's can at best it can be feast and famine. So most I think my my dad was um you know I love what my dad does, very uh inspires me and uh I appreciate that. And but to make a living as an artist, particularly in Australia, it's difficult. Not a lot of people can, and if you do, it's feast and famine. So you get a commission, you get a job. There was one time for about two years you didn't get any work. So you know, imagine having two kids, wife, mortgage, and uh you don't have income for two years. It's pretty tough.

Robby: 41:37

That's wild, yeah.

Guest: 41:38

Yeah, it's wild. But then you get a commission and you get all this money, and then you know, so this kind of roller coaster. So that's that's what what it's been. But um, and sometimes sometimes I'd ask my dad, I'm like, why do you do this? Particularly I remember I think I was like 12 or 14 or something like that. And I was like, Why you know, everyone else is going on holidays, we can't go on holidays. Why why are you doing this? To pass the family, and I was like angry and frustrated. And he said, Well, I'm doing something that I think is bigger than me. I'm I'm uh doing something that's more important than um than me, and I'm passing on a legacy. Um I got taught this from the masters, and I'm passing it on like a torch. And I kind of really particularly now, I think as I've matured, that idea really resonated. I was like, Yeah, that's that's pretty cool.

George: 42:22

So has he passed those skill sets on to yourself or to anyone else? Do you have siblings?

Guest: 42:26

Yeah, I've got a uh brother, his name is Art, funny enough. Art, ART, ART, yeah, yeah, yeah. So he does uh personal training. Uh he's like like this. And um so no, I I didn't I thought I was gonna go into sculpture, but the I think everything has this medium. Um for my dad, he works with clay and marble, that's his medium. When he turns things sculptures into bronze as well. Um, for me, my medium, I think, is business. Or when I say I think that's that's what I'm attracted to, that's what I'm interested in. Those are the skills that I want to hone. And there is creativity. Um, like I love processes and procedures. I love uh, you know, I'm in manufacturing, so trying to get that efficient. We're doing repetitive tasks day in, day out. How do we consistently get out a job to a high standard, high quality, even if I'm not doing it? You know, you got you might have it's like 12 or 13 people that a bit of stone goes through. How do you make sure that if Joe's not in today or Martin's not in today, that the job still goes out to a high standard? So you've got to develop process of procedures. That's what I'm really passionate about. But I I mean we we um um we bought a five-axis C and C machine, so we do sculptures as well.

Robby: 43:42

Okay. Um what did you call it or what?

Guest: 43:44

A five-axis C and C machine. Five axis? Yeah, so it works in interbladed axis. Um so yeah, we we can do sculptures, but the I guess the artistic side, even though I like it and I've grown up around it, my calling is business, I think. That's when I say business, what does that mean? I guess uh what we spoke about before.

George: 44:03

Well, it's the operations, isn't it? It's the systems, it's that, it's that aspect of it. It's growing, it's not the it's not the uh it's like the practitioner. You're not the practitioner anymore. Yeah, you're not a stonemason. It's like say, hey, what do you do? Hey, I'm you know, I'm George, what do you do? It's like I'm builder. I'm like, no, I'm not. I haven't built anything in fucking 10 years. Yeah, so my company builds.

Guest: 44:22

So how do you answer that question?

George: 44:23

Well, it's funny is a little while ago, I was I can't remember where I was listening to, it said, but if you had to introduce yourself and you couldn't use your job, your hobbies, your interests, like how would you introduce yourself? Right? Because a lot of people, when they say, Hey, I'm George, what do you do? Oh, hey, what do you do with yourself, George? I'm a builder. So they they often link their profession to who they are as a person. To their identity, right? And that's always it's a social thing for people. Like we're measuring each other. It's like, what do you do? Oh, I sell Lamborghinis, or what do you do? Oh, I'm a doctor. Oh, wow, like really smart guy. You know, so people are often doing that. Always say, What do you do? I'm I clean toilets. Okay, oh well, I won't talk to you, I'll go talk to this guy, even though that guy's probably the greatest person at the party.

Speaker 2: 45:04

Yeah.

George: 45:05

So yeah, it's it's definitely one. I always try and avoid saying I'm a builder, but I you often do go back to it just when you're creating small talk. But yeah, trying to disassociate yourself with that, I think is a really powerful thing. And then it also opens up a conversation, right? You could say something like, you know, what do you do with yourself? Oh, look, I I help people bring their dreams to life, you know. And it's like, well, how do you do that? Well, I build dreams, my company builds dream homes for people, you know, whatever it might be. Whatever, yeah. So um, how do we get onto that now? Onto that aspect. Uh asking about what you do. Yeah, yeah, that's right. So I I try and go down that path of or what do you call yourself? Or how do you call it? Yeah, like what do you call yourself? How do you introduce yourself and whatnot? Um, but yeah, you're not a practitioner anymore, you know. And and I found that same love myself as well. It actually became less about the construction side of things and more about, well, how big can I do this? How much of an impact can I make with this? What are the other elements that I can look at doing and bringing in and and growing and which person can I get involved and who can I get there? And what other businesses could I get involved that integrate into what I'm doing here? So yeah, it then went from the actual look how good we are at building to okay, look how how good am I at business now? And that's what I try and do. And even, you know, my next year is really about that focusing on the people to deliver the best product. And then for me to go, okay, I'm gonna expand operations. I'm gonna go interstate, I'm gonna go do this, I'm gonna do that. And that's how I've found myself to go. And I reckon you'll either go one way or the other when it comes to business as well. I reckon you'll be going down that aspect or you'll forever be a practitioner. Because I've like I coach and mentor a lot of builders too, and you often get many people call up saying, I've been doing this for 15 years, and just that's what I do. I've been doing the same thing for 15 years. I'm a builder, you know, and they don't change, I don't think any different. And chances are they either get frustrated or they're in a position where they're just like, I can't do this anymore, or they just continue doing that for the rest of their lives until they one day retire and close their business down.

Guest: 47:14

Yeah, it's it's I I don't know if there's a right or I don't subscribe to there being a right or wrong way to do life. I think um if you're fortunate enough to find something that you're passionate about that that you can get up in every morning and you're excited, doesn't mean to say that you love it all the time.

Robby: 47:32

You just you beat me to it.

Guest: 47:33

I was just about to say, do you not wake up sometimes and think, oh fuck yeah, like like, yeah, what am I doing? Absolutely. I had that last week, the whole week. Didn't want to be here. You don't want to be here, right? But my question is not how much you love it. My question is, do you have the guts to walk away from it? Not even the guts, it's like the amount of times I've not wanted to go into work, I didn't want to do it, I want to throw in the towel. Like there was a period of like a whole year, it almost every day. I was like, what am I doing? This is particularly when I went and had all the uh uh the the the time before 2018 where we grew and it just got out of control and like that was not fun. That was that was not enjoyable, but somehow I still found myself waking up, going to my car, and I found myself at work. I could I I couldn't get myself out of it either one foot in front of the other. Yeah, even though I was like my mind and my you know, everything is saying not to be here. This is like chewing glass. I still found myself there.

George: 48:32

Well, there's a level of discipline with that too. Perhaps, which you all all the these are the character traits and the things and the development that you build when running a business. So then I asked myself, is is there free will?

Guest: 48:42

I don't know. You just kind of do something that you find um you're interested in, and somehow you find yourself continuing to do it.

Robby: 48:49

So whether you can I sorry to cut you off, but can I just challenge because you know the whole thing of like uh do what you love and uh you'll never work a day in your life, blah blah blah.

Guest: 49:00

I still work, but it's it's something I feel that you're naturally drawn to gravitate towards. You don't have to force yourself Can do you think you can end up hating it? Uh pardon?

Robby: 49:13

Do you think you can end up hate hating the thing?

Guest: 49:17

What I'm doing?

Robby: 49:18

No, no, like it's just talking, not talking about you directly, but purely around uh you know, you're passionate about a thing, and then you can build like a level of yeah, resentment or hate. You know, an example of this is like I used to be a mechanic, right? I I loved cars growing up. I took I didn't give a fuck about cars now. So like zero. Yeah, like I don't care. Yeah, do you know what I mean? Um I just I lost all it just became a thing of like this became so much of a job for me. Yeah, and it's like I didn't care anymore. Yeah, I've seen all the cars, I've seen what they can do, I can fix anything, I don't care. I'm bullied.

Guest: 49:59

Well, I I I guess you have to ask yourself, like, is that your calling? Are you solving the problem or are you no? Do you find purpose in what you're doing? Because if you can't find purpose, you're not gonna no no amount of money will keep you somewhere. So that's what I I feel I derive an enormous amount of purpose from what I do, and I think that's what keeps me there, is that I'm constantly learning. Like at the moment, I'm working with your uh uh with marketing. I've never done marketing before with like a completely different skill set. Yeah, the first six years I was a stonemason, then um then I went, I did sales, and then you grew the business, and then I did recruitment, and now I'm kind of doing marketing, building your brand now. Yeah, and it's like what the hell? It's not a st I'm not a stonemason, but no, you become a businessman, yeah. Well, and I think it's like so multifaceted, at least for me, it's almost endless the amount of learning. And so I I draw I get a lot of satisfaction, purpose. It's not to say that I love it all the time, but I think it's um there's something deeper there that as a human being uh I feel like this is drawing out my potential. That's where I think to answer your question, or what you said your statement before, where you said, Oh, you know, people get up, take it to a point, they get resentment. I think the resentment comes as a consequence of not continuing to push yourself and not and stopping to learn. It's not being curious, and um, of course, your becomes groundhog day for them. Yeah, what's your soul? Your soul needs to be fed, it needs to be challenged, and it's responsibility. Yeah, without responsibility, without the challenge, it's just groundhog day.

Robby: 51:41

Yeah, yeah, and it goes from you know being the grind or doing like the basic action of because like it starts off as a job. You're like, okay, cool, I just gotta cut this bench, or I gotta, you know what I mean, whatever it might be.

Speaker 3: 51:53

Yeah.

Robby: 51:54

Uh, to now there is human behavior and you're learning about booked, and you're learning about psychology and influence and and marketing and you know, finances at a level that you you never thought you'd need to know. Yeah. Um yeah, business is cool, man. It is, it's cool, but it's going well.

unknown: 52:15

Yeah.

Robby: 52:16

You know, when it's when things are handy dandy and it's like, hey, this is sick.

Speaker 2: 52:20

Yeah.

Robby: 52:20

You know what I mean? This is great. Like, wow, like I built this uh machine. It's a it is. It's like a machine that's kind of operating by me putting a bunch of steps together, you know, and a bunch of rules around those steps, and people are coming in and they're doing the thing that's required, and this thing is churning out and it's like a it's like a production system.

Guest: 52:44

Yeah.

Robby: 52:44

Do you know what I mean?

Guest: 52:45

And uh to to touch on what you asked me about leadership. So I think it's really important to treat people the way you want to be treated, and just touching on that purpose and responsibility. That's what I'm uh aiming towards, or what I'm striving to build is a a vehicle that uh the medium is we work with stone, right? That we do um extraordinary uh work that hopefully stands the test of time, becomes almost like heirlooms for people to pass on, something of intrinsic value, and for the people who are part of this process to give them opportunities to take take on responsibility, step up, learn and grow. I think if we can achieve that, like that's uh then I'm I feel like I'm I'm a good leader. You've won, yeah.

Robby: 53:32

Yeah, you've won. Uh word on the streets is, and I don't know, don't hold me to it. But I heard that you've met Jordan Peterson. Yeah.

Guest: 53:44

I've heard Yeah, a couple years ago now. Tell us, tell us about that. So I reached out to You know Jordan, yeah.

Robby: 53:51

Yeah, I was gonna ask if you know Jordan Peterson.

Guest: 53:53

I I he's someone I I listen to and I um uh I really like his stuff, I think.

Robby: 53:59

Jordan B. Jordan B. Peterson. Bit quieter of late.

Guest: 54:02

Yeah, he has he's been unwell. He's been unwell, yeah. He's been unwell, yeah. Yeah, he's in the hospital. Yes, pretty serious health health. Uh um, yeah. So he's he's what he talks about, uh really resonated with me. I I really enjoyed it. You know, taking on responsibility um is what he I mean largely speaks about. And I was like, I really want to meet him, I wanna that would be cool. So I reached out to him on um uh uh Instagram and I said, you know, huge fan of your stuff. Um my dad's an art an artist and we would love to do a sculpture of you. And he so he didn't respond. I sent the same thing to his daughter Michaela, she didn't respond. And I said to my dad, oh, you know, because my dad likes Jordan Peterson as well. I said, You want to do a sculpture of Jordan Peterson? He's like, Am I? He's like, Yep. So then I reached out to his uh wife and I sent her a message because I saw that she liked artwork and you know, um she had that kind of sensibility, and so I sent her some of my dad's stuff and I said, Look, we're huge fans of your husband's work, would love to meet you. Uh if there's an opportunity, you know, that would be really cool. And some months passed, and eventually she responded saying, I've just seen your stuff, your dad's work's fantastic. I've shown Jordan and he's very interested to meet you guys. I was like, Oh my god, cool. So he uh responded and he was talking to um he said, Look, I've got a um uh he was doing his talk, yeah, an event in September. I can't remember what a couple years ago now.

Robby: 55:35

It was his it was his postbook launch talk.

Guest: 55:37

Yeah, that's I was there. Oh, you went to it?

Robby: 55:39

I went to it was at uh Rod Lever. Rod Lever, yeah.

Guest: 55:41

Yeah, yeah. Yeah, we went as well. It's really cool. Um so yeah, he said to my dad, you know, I'm gonna be in Melbourne, be great to meet you guys, and um that's what what happened. So we scanned him, we did a 3D scan. Uh we got one scan done in Canada, but they didn't do a very good job, and so we uh got it re- got him rescanned here. And yeah, so the intention is to do a sculpture of it. Oh, so you still haven't done it? Or has hasn't begun? No, well my my dad's had uh an influx of work, which is pretty cool. So he's doing a a sculpture of Amy Amy Sherwin, she was the opera singer, she's called the Nightingale of Tasmania, and so he's doing um a marble and a bronze.

George: 56:18

So with um were you gonna do that for for free for Jordan? Was it like a love job type thing, like an appreciation piece more so not necessarily for him, and no, he wouldn't pay.

Guest: 56:28

I I don't believe that was the intention. Um we kind of throw our hat over the wall and then figure out how to get over the wall after. So um just to do this, do the sculpture and don't worry about the money, don't worry about how it's going to materialize or manage. Get it to him. Yeah, yeah. Well, it's it's not necessarily going to go to him. I mean, it could go to a school or I don't know. That's that's not my job to figure that out. Um, what I see is someone who's remarkable, and I think he's got a good message to tell. And I think embodying that in the sculpture is would be a cool thing to do. Being able to meet with meet him was a cool thing to do. Is it a full body or is it like a torso? No, we'll do it. Oh that's my dad's kind of department to work out the artistic size side, but yeah, something like a life size uh in a pose. I I don't know. That's that's that's not my um yeah, it's not my my thing to solve.

Robby: 57:21

So he's uh he's definitely an interesting character, and I think a like how many people can go and and not have not be a musician or a comedian and sell out a stadium full of I think there was like 12,000 people.

Guest: 57:38

Yeah, and what was remarkable, all these uh people showing up in suits and well dressed, and it was it was incredible. So I think that's like it's pretty cool that he can motivate people to to do that.

Robby: 57:49

Yeah, definitely a positive, yeah, positive influence on society. And I think he really stepped in when the world was going very left, and he was the one to be like, hey, let men be men. Yeah, you know, and no one was willing to at that point in time, yeah. No one was willing to say that.

Guest: 58:04

No, I mean I I don't I apart from Andrew Tate. Yeah. Another great philosophy. I I you know he I think he took on a lot of the world's uh negativity.

Robby: 58:17

Got the brunt of it. He yeah, he got attacked.

George: 58:20

Yeah, like but what I loved about everything he was doing is he just they would say these things and he would just shut them down with logic immediately. Yeah, and it's just like, well, what do you think about this? It's like what? I'll tell you exactly what I think. Bang, bang, bang, bang. And then they're like, oh, yeah, but well, that doesn't take into account my feelings. Yeah, it's like shut the listen. But it was very interesting. He he was very, very and he was because he's a very intelligent man, the way he would structure his response was in a way that like you would just be a person like here, take the crayons and just sit there and start, like, don't talk anymore.

Guest: 59:01

I I found it very strange listening to other people who seem very intelligent completely misconstrued what someone said. Completely like almost fabricate. I would go far as far as say just fabricate something. Um I just couldn't understand that. I couldn't understand, particularly when like the Bill C16, that uh bill in Canada, where he's like um they were wanting to curtail free like what you could say, or they'll actually free speech, right? Yeah, well they're saying that you have to say you have to call people by their pronouns and he's and he Oh yes and he was saying never in English um something along the lines of never in English common law that this has happened. There's things that you can't say, but there's not things you you have to say. And he's saying that's that's quite a slippery slope. And then people like and and uh to me it was very clear. Yeah, I'll very clear the message. And people like, oh, that's it, he's transphobe. It's like no.

Robby: 59:55

Yeah, but that was the um that was the answer to everything, yeah. Like you're not willing to do this? Oh.

George: 1:00:01

No, you don't like fish and chips. Oh, okay. But that's as stupid as that sounds, that's like the exact same argument that they were saying. Yeah. It made no sense. What's fishing chips got to do with him? Yeah. It's it's but that's your arguments, you know. But yeah, and it's as you said, he was he was definitely that sort of pioneer for it. It's funny that it even needed to exist.

Guest: 1:00:20

You know, well, you look back now and it's kind of uh you can see well you can he was almost a turning point. Yeah, it was that's how that happened.

George: 1:00:27

Do you know what I mean?

Robby: 1:00:28

He was the uh he was one public figure who who is I'm pretty sure still till this day getting deck they're going after his uh psychology license. Not that he gives a shit. Nah, and I'm pretty sure he's defending himself because they've they're trying to shut him down. He meant and he is like he's done very well for himself. And um, if you look into him, like you'll see that for a long time like he was like a person who was and he's in his 60s now, I think. Yeah, yeah, and he was a person who might have been like 40 who was living the most average life, like as a college person, yeah, like he was living the most average life, and all he chose to do was put his lectures up on YouTube. Yeah, just speak up that was the thing, yeah. That and I think he did um Quora, you know, Quoros? No, you ever heard about like the thing where people ask questions?

Guest: 1:01:19

Yeah, yeah, yeah, yeah. Kind of like Reddit or something.

Robby: 1:01:20

Yeah, yeah, it's like Reddit, yeah. It's just like people commenting on people's shit.

Guest: 1:01:23

Yeah, yeah, yeah.

Robby: 1:01:24

And um, I think he was big on that. Like he would just go on there and he would answer people's questions about psychology.

Guest: 1:01:31

Oh, I didn't have that.

Robby: 1:01:32

Yeah, it's it's it's uh it's in one of his books. I could be wrong. Or it's in a video I watched. It's something in something that he's put out somewhere, yeah, yeah. All right, something somewhere said this to me, and it's true. It's true, yeah. Must have to be. Um, yeah, and now I'm pretty sure it's in his book, his first book. Yeah. And he's got a few books now. Um and yeah, he has to go on and he has to answer people's questions, and he got a lot of traction through that as well. And then that and his YouTube videos, and then the guy blew up in his 50s or whatever. Yeah. And just blew up. Yeah. Like uh and became world renowned. Yeah, well, he is well, dude, to go across the to the other side of the world and then have 10,000 people walk pay it it's not like it was $12 tickets. It wasn't a free event. Do you know what I mean? It was like $180 tickets to sit in the fucking nosebleeds, yeah. And to have a stadium full of people come to they don't even know what you're gonna say. Yeah, they're just like, let's just hear them talk. Yeah. Like that's that's phenomenal. That is that is really is yeah, that is phenomenal. Like people coming to just hear you think out loud for an hour.

Guest: 1:02:39

Because I I think it's something that he spoke about things that um he's not spoken about. So it sounds refreshing. Yeah, and and I think he will go down resonates with a lot of people.

Robby: 1:02:48

He'll he'll go down in history as like a I think so anyway. As as a he's like a he's like a current legend. Like you think like a Socrates or a you know what I mean? Um a Marcus Aurelius an intellectual. An intellectual, yeah. You know what I mean? He he will go down as one of those, I think. Um yeah, he's he's to think he and he was at your house.

Speaker 2: 1:03:11

Yeah.

Robby: 1:03:12

And you didn't call me. No. Um that's cool, man. That's amazing.

Guest: 1:03:18

That's amazing that you get to Yeah, that's this this is what uh I think is I'm really lucky. That I get to meet super injured. I mean yourselves. It's cool. Get an opportunity, get invited to this.

George: 1:03:31

Takes a lot of energy. It's amazing too, it's amazing like the little things like this, the connections that it can make and where it can lead, you know. What's to say this is the episode that gets 10 million views? Do you know what I mean? And it's like it blows up everything that you're about and what we're about.

Robby: 1:03:45

And it's just and then Jordan Pearson says, I I heard you guys talking about me. Yeah, like can I come on?

George: 1:03:50

Can I come on the show? Uh but you will never get those opportunities if you never put yourself in that position. That's what it comes down to. Like we're 120 episodes deep of this, and we haven't missed a week since we started. It's incredible. And yeah, like we're saying, it's it's great, and we pat ourselves on the back, but it's not like it's takes a lot of effort. It's not that it's never really been a question of oh, what happens if we miss an episode? It was like, no, no, it was every week, week in, week out, we'll we'll get it done. Like I went away for I was away for three weeks over the Christmas break. Well, we banked up the episodes, we made sure it was there, ready to go. So there was that level of commitment.

Robby: 1:04:26

But you know, even there's the other side of like people didn't see the 9 p.m. recordings, people don't see the fact that that's true. It was New Year's Eve and we were here in the morning. Really? Yeah, it's like because you have to get it in. So if you don't get it in, we're gonna miss. Yeah, and we don't miss, we don't miss, you know what I mean?

George: 1:04:40

It's non-negotiable, yeah. But you know, even my dad has said it before in the past, it's like, oh, so like how much money or no, people have used like how much money do you did you put in us, mate? What's like make? It's like this thing costs us money, yeah. And but like the brand building exercise is phenomenal. We've got over 120 hours worth of content, like you were saying the other day, I could post all day, every day, like five, six times a day, and still have so much content to put out. And it was a while ago for Steve Bartlett um put a post up, um, I think it was last year sometime, where he goes, three billion downloads on his podcast diary over CEO. And he goes, This, but that wasn't the actual what the post was about, even though it said three billion downloads. Thank you so much. And he goes, I just want to remind everyone that it for our first three years of this podcast, yeah, three years, not three months, not three whatever. Yeah, it was three days, it was three years. We got 5,000 downloads. Right. Those three billion happened in the last three years of this seven-year podcast. Yeah. So don't look at me and go, oh, yeah. That's right. That's right. So you don't know where it's ever gonna land. You don't know where your business is gonna take you. Like, you know, what's a question I'll ask in a second, but in the next one, two, five, ten years time, you could be in a very different space. You could be doing a hundred million dollar project, and you'll be like, Oh, remember when we used to do a million-dollar job? That's actually remember when we used to do that, remember when we used to do that? And it's like that's where you you can really look back and go, okay, wow, wow, that's amazing. A reference, a good reference. So um, just as we wrap it up, so where do you see yourself now in the next, you know, what are your future ambitions for your company and yourself in the next one, two, five, ten years? Like, where do you see it? Do you want to keep maintaining where you're at now, or is the intention to have 80 people, 100 people, three factories, or one 10,000 square meter factory? Like, where do you see yourself moving in the future?

Guest: 1:06:43

So I want to transform Melbourne and Australia. I want to um do public spaces. We are quoting a really cool project, I can't say where. It's this fountain just say it, say it. Just do it. Just do it. Just do it. No, I um it's a really cool fountain. Um that would be a stepping stone, let's call it like that. And um I want to do more spaces, homes. Um I want to do I want to create beauty. That's what I want us to do. I think um beauty is what the world needs. That's the only thing I think that kind of cuts through the bullshit, gets people inspired, and makes you feel good. And um we're in a position where we get to work with a medium that can last outside and stand for the tests, yeah, the the the the test of time. Yeah, I mean the Greeks did it, the Italians did it, yeah. Um French, British. So there's there's evidence there, they build these amazing buildings that have lasted thousands of years. So this is what I uh what I what I hope for Putzi to be is this vehicle. And uh I want us to be the Ferrari and Stone, where we are delivering super high-end jobs. Um, I want to be the most profitable stonemason in Australia. Um I have aspirations, you know, why can't we do 30, 40, 50, 100 million dollars? Why not? Why can't we have a team of super competent, capable, experienced people um delivering exceptional work? Why not?

George: 1:08:22

Do you do you think there's a stonemason out there right now doing a hundred thousand dollar a year?

Guest: 1:08:28

Yeah.

George: 1:08:28

Do you think there's one doing two hundred?

Guest: 1:08:30

My first year in business was 86,000.

George: 1:08:32

Do you think there's one out there doing 10 million?

Guest: 1:08:34

Yeah.

George: 1:08:36

Uh 100 million. Uh maybe not in Australia, but out there.

Guest: 1:08:40

Yeah, yeah.

George: 1:08:41

Like there's people what my the point I'm trying to make is there is people out there doing the things that you're trying to aspire to. Yeah. They're doing it right now. Yeah. And a lot of people often think, like we had a conversation about this the other day. It's like, you know, they're doing the things that you're like, oh, it'd be cool to have that. Yeah, but someone's doing it. It's been done. It's not like it's a great anomaly. That it's it's that same person at some stage in their career was probably turning over and doing the exact same thing you are right now. But then it's like, well, what's the bridge? What's the gap between the where you are and where you could be or want to be?

Guest: 1:09:14

I think it's these steps. You take steps towards it. Yep. And uh in the beginning, it like what you've seen before with the podcast, you're doing all this activity, but doesn't look like much is happening. But I think that's all the foundational layer. Yeah. And and um it doesn't look like much, but that's what's required to build a business, build a house, whatever it is. You need the good you need good footings, you need a good foundation. Yeah, that's it. And that uh it takes time. It really takes time. So yeah, that's that's my aspiration. Um which we are doing. Yeah. We'd we're we're like what you said, you said of we look back, and when you said you did a hundred thousand dollar job or what I remember that's what it was. Yeah, I did hot plate cutouts, eighty bucks, and then I got a vanity what was three hundred dollars, and then I did a barbecue that was a thousand dollars, and then then the kitchen that was three and a half or whatever it was, and then I remember our um a friend of mine, he's a if he became a friend, uh Dayan. He has a family business chart called Grill on the Hill, probably one of my favourite restaurants. Yep, yeah. And there are a few times. Yeah, have you? Yeah, yeah, it's great, really.

George: 1:10:18

You been there? Yeah, we used to live around the corner. Oh, yeah, that's right. Yeah, yeah.

Guest: 1:10:21

So he came to me and uh we did his house, it was like a $33,000 job, and I probably would have been 19 or 20 at the time. Um, you know, he entrusted me with like $30 something thousand dollars is just ludicrous. Blew your mind, yeah. Yeah, it's like my year's salary. And uh and I always thought, what would it be like to do a $50,000 job and a hundred thousand dollar job? And that's just how what's happened. So now I'm like, what's it like to be do a three million dollar job or a five million dollar job? That's it's exciting. I that that's something this year or uh last year and this year um became very clear to me is to orientate myself towards things that excite me and to do things that um yeah that that excite me could be a little bit scary, but that's then then you know you're you're pointing at something good.

Speaker 3: 1:11:09

Yeah.

unknown: 1:11:09

Yeah.

Robby: 1:11:10

That's good. That's very cool, yeah. Uh so for people who want to uh tune into the journey, because um I can see this going places. Where can they where can they find out more? Where can they follow what Partsy Marble and Granite are doing?

Guest: 1:11:27

Cool. So we post a lot on uh social media, uh particularly Instagram. We find that a really good medium. Uh Patsy Marble is our Instagram, and we've got a website if people interested to have a look at our website, putsy.com.au, and I'd love to do something like this. And I think podcasts, why I I find it so attractive and why I was so excited to come here and be part of it, is I think we think with thoughts. Sorry, we think with words, and through through the discourse, you get to flesh out some ideas, and the difference between doing it in this format as opposed to like over a beer, there's some formality to it. Yeah, and I think people can ask questions, and there's something there's something at stake when you've got a camera pointing at you and you it's it's recorded.

George: 1:12:12

So and there's probably a good chance we'll ask questions that we wouldn't ask over a beer. There we go. Do you know what I mean? That's the other thing. You'll go deeper in the conversation in the conversation than what you would having a beer. Yeah. Because by the fourth beer, yeah, it's probably like, oh, did you see her ass? And like, oh, did you see this? Oh, let's go. Who's doing shots? And it's like it goes to a completely different direction. Yeah. Whereas here you get to have a purpose conversation, purposeful conversation. And you do get to go deeper and discuss ideas. And as I said, it's like you don't know where this conversation will go to. You know, you don't know what this video is gonna what conversation and what um action is gonna happen from these this content and these videos, which is great.

Robby: 1:12:52

Yeah, cool. I want to wrap it up with a final question. Cool. 16 years, yeah. It's a significant amount of time, right? Like most people, most people don't even last 16 years in a job, right? Like in one place. So to go and build something over a 16, like what you would learn l working in one place uh would be significant. What you learn 16 years in business, I'd imagine, is greater. You how do you mind if I ask how old are you? 36. 36. So you were 20 when you started?

Guest: 1:13:26

Yeah, 19, 20.

Robby: 1:13:27

Okay. You're looking back at your 19-year-old self. He's just kicked off. He has no idea you're gonna get as far as you've come so far, let alone how far you're gonna go.

Guest: 1:13:36

Yeah.

Robby: 1:13:38

What's your one message that you would share with yourself?

Guest: 1:13:41

Be kind.

Robby: 1:13:43

Be kind.

Guest: 1:13:44

Yeah. In a world where you can be anything, be kind. To yourself. Love yourself, be kind to yourself, because if you can do that, you can be present and you can be kind to other people. Yeah, I love that.

George: 1:13:55

I'm glad that you said it to yourself as well. Because it's not necessarily because I've been kind to other people who do not deserve kindness or give that back to you. All right, so I think it has to begin with yourself. Be kind to yourself.

Guest: 1:14:06

Because I've been particularly in the early uh I was incredibly hard on myself. Incredibly hard. And it's just you treat yourself like that five-year-old. There's a little five-year-old in you, and you have to nurture him, and you have to like or him or her, whatever you. And um you have to like I I remember negotiating with myself, like, oh, if you do this, then we'll go on holiday. If you do this, and then the time for holiday will come and I was all public holiday, and I'll still be working. It's like, hey, you said you said we're gonna take off this holiday. Or you said we're gonna what the hell? Oh no, next one, next one, next one we'll do it, and then the time will go. And and um yeah, that's um just use that as one example. But to be super critical of yourself, it's you need to be your own advocate. And you need to love yourself. You need to be you don't need to, but I think to be kind to yourself. Um because then you can be kind to other people. I think so, yeah. Awesome, love it.

Robby: 1:15:07

I love that. Well, there you go, ladies and gentlemen. Partsy, marble, and granite. Uh, give them a follow on Instagram, give them a like on LinkedIn, check out their website. It's it's freshly built. Freshly built, yeah, and it's quite cool. Um, built by the the marketing department that they're building in-house, which is which is really, really cool. With your help, with yeah, with with some guidance. Uh, I can't take credit. Uh, but no, I appreciate you, man. Appreciate you um jumping on. I appreciate the chats we have, even not on the podcast. Yeah. You know what I mean? And sometimes you'll call me and we'll be on the phone for an hour. Yeah, yeah. And we'll just and that's how that's truth be told, that's how this podcast came together. We'd be on the phone for an hour and we're like, fuck, this would have been a sick episode if we recorded it.

Speaker 3: 1:15:48

Yeah.

Robby: 1:15:48

Do you know what I mean? Because we would just go on a on a complete tangent about this and that and and you know, all things.

Guest: 1:15:55

And people find it interesting.

unknown: 1:15:57

Yeah.

Guest: 1:15:57

I listen to podcasts all the time. I consume a huge amount of content. Yeah. Interesting.

Robby: 1:16:01

It's um, it's just people talking.

Guest: 1:16:04

Yeah, yeah, yeah.

Robby: 1:16:05

That's all it is, sharing, sharing their thoughts.

Guest: 1:16:07

Yeah.

Robby: 1:16:07

Um, no, I really appreciate you coming down and um and coming on. And I I look forward to seeing uh the the brand grow and develop over the the coming years. Thank you. For as long as you choose to and how far you choose to go, which I know is is much further than we're at now. Yeah. Um I look forward to seeing it.

George: 1:16:27

Thank you. Awesome. Thank you very much. Thank you.

Robby: 1:16:29

All right, thanks for listening, guys. Uh don't forget to subscribe to the channel, uh, share it with your mother, and we anything else you'd like to say?

George: 1:16:39

Just get excited, guys. Get it, get excited.

Guest: 1:16:42

Get excited, yeah.

George: 1:16:43

Get excited. It's gonna be a great year, and um, and we love bringing you content and guests like this because it's another story to tell. So tune in and we'd love to see you here next week.

Robby: 1:16:54

All right, thanks everyone.

George: 1:16:56

Thanks, guys. Thanks. All right, bite peace out.

Robby: 1:17:00

That's it.

George: 1:17:01

Cool, done. That was good, mate.