June 22, 2026

Breeds Mythology + Position of Market Dominance as Employer of Choice - Positively Pipeman

Breeds Mythology + Position of Market Dominance as Employer of Choice - Positively Pipeman

Season 20, Episode 61 of The Adventures of Pipeman. It’s the Positively Pipeman weekly segment of The Adventures of Pipeman. Chapter 1: The Pet Health Guru is back and we will discuss Breeds Mythology - Foods, ailments and recreation according to...

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Season 20, Episode 61 of The Adventures of Pipeman.

It’s the Positively Pipeman weekly segment of The Adventures of Pipeman.

Chapter 1: The Pet Health Guru is back and we will discuss Breeds Mythology - Foods, ailments and recreation according to breed.

Chapter 2: Michael Barbarita of Next Step CFO and Powerful Business Strategies will discuss Position of Market Dominance as Employer of Choice – Your competition is fighting for the same customers, but they're also fighting for the same employees. Most business owners have a position of market dominance for their customers but nothing for their employees.


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WEBVTT

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Hi, you have done to the censure wow for you your.

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This is the Pipe Man here on the Adventures Pipe

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Man W four c Y Radio and this is our

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positively pipe main segment with the Pet health Guru talking

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health for humans and health for pets. And but today

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we're going to talk about Greek mythology. Oh wait, no,

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not Greek mythology, breeds mythology.

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To health grew. What is breeds mythology?

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Well, it happened to originate basically out of the veterinary community,

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out of the animal health community as a whole, to

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sell different products. You know, you go to your veterinarian

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and your dog's got some sort of condition or the

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so called diagnosed with some sort of condition, and the

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first thing you're going to hear is, oh my god,

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this breed has that problem all the time. And there's

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nothing farther from the truth. Because a wolf is a

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wolf is a wolf is a wolf, and it doesn't

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matter whether the tiny little toy breeds or those giant

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breeds are everything in between. Their physiology is all the same.

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And of course a few companies out there then decided

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to capitalize diet as well. That you know, your goodle

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needs a special diet because it's a poodle, and then

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that's only going to cost twenty five percent more than

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that same food in a regular bag. But it says this,

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and of course part of that was also another one

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of these mystical mythical things that are out there is

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the so called DNA testing for breeds and breed characteristics.

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Because every single one I've looked at it has no

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history of gray wolf. So if you're looking at DNA,

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that's what it is. But they've made a whole business

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of this so they could sell the diets. You know

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how your dog is fifty percent whatever, thirty percent this, yeah, okay,

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which means that, okay, you're you're breeding female dog has

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been doing the whole neighborhoods, you know, indiscriminately. And so

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now we have a bunch of mixed breed puppies and

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kittens that are all over the place, but basically their

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basic needs are all the same. Now do certain breeds

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have you know, predispositions? Again, it goes back to environment

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and diet, you know, big breeds. Of course, we've talked

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about hip displacia and some other bone joint things. Well,

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let's cause by a bad diet to start with, because

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when the dog is growing, if you don't have the

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right components in the right ratios, the minerals and the

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the vitamins and foremones, enzymes and all of that, you

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will get malformations in the skeletal itself. And if we

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don't maintain it as well with a good diet, then

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you end up with you know, having to go to

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the dog chiropractor and get your dog adjusted because everything's

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out of joint. So there's a lot of different things

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about you know, they approach that as well. Again in

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a previous show, I was talking about exercise. You know

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some dogs, you know, why does one dog can you

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walk five miles in the next week camp because it

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would bread for specific things. Sporting breach, humming dogs, you know,

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I mean they were bred for certain characteristics, you know, retrievers.

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You know, depending on whether you're hunting ducks on the

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water or you're hunting pheasant in the uplands. Okay, certain

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breeds do better at swimming, certain breeds do better at

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finding stuff, you know, in the grass and things of

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that nature. Working breeds, you know, if you've ever watched

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a border colleague or you know, a couple of border

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colleagues hurting sheep. I mean, they know, they're just first off,

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they're so trainable, and secondly they're like magic. They're they're

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like streaks of lightning and they can move so fast.

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That's because of the breed characteristic. But that physiology is

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the same in all different breeds. It's just that we

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It's like, you know, some people are better at sitting

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in a desk, some people are better off as a

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construction worker. You know, it's depending on the way you

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use your body in a way the body is designed,

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so you know that that has a lot to do

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with that. You know, when you have you know, oh,

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I want to get a I wanted a certain breed

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because I like the look of it. And then you know,

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you're you know, you're you made it into a house

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dog and you're never at home. You know, you take

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a border collie, put it into a into a two

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bedroom apartment with a couple that works all day long.

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They're not going to take that dog out and let

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them run and that sort of thing. You know. The

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classic example of that is, of course, these Belgian melonoaws

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that climb walls and bounce off ceilings. You know, so

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you have to pick your breeds also for that characteristic.

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But again it all boils down to still good nutrition,

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you know, good upbringing, creating an ultimate environment that's going

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to keep them healthy.

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What do you think about the designer hybrids.

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They're MutS, They're mixed breeds. That's all it is. And again,

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the selective breeding process occurred in the breeds themselves. Okay,

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we're looking for a certain characteristic. Well, of course in

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the early days it was a working model. I need

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to need them for hurting cattle and livestock, protecting us

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you know, garb dogs and things like that, more nurturing animals.

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Today it's all about appearance. It's all about cosmics, just

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like just like society.

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Oh yeah, totally look.

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A certain way. You know, you're not you don't fit in.

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Well, that even goes to grooming, right, like, so who

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determined what a dog is supposed to look like? You know,

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like I had Beesean Friese's most of my adult life

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as a younger adult, and I mean most of my

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life as a younger adult and child. And there's like

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a specific way you have to groom them or else

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you're doing it wrong.

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Like and who determined this well, Again, because of the

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coat and the coat types and things like that, you

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have to work around it. And again it comes down

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some of the same things. You know, a beshon, of

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course with long hair, got to keep it brushed, okay,

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keep them decently groomed. But that process is also challenged

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by the bad food because if you're feeding, for instance,

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a kibble, low protein, low fats, you know, which is

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a craze today, you're not going to get proper hair growth.

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So that hair, that strand of hair is not going

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to have a nice smooth edge to it, a nice

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smooth sheath, if you will, where the cone will glide through.

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Instead it gets it gets brittle and fragments and looks

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like barbed wire. And of course on that particular breed

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and a lot of other breeds, when that happens, it's

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Matt City and then you're shaving them down all kinds

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of torture.

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I have child the trauma from Matt's City on the

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Beshans because my mother used to make me be the

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one that blow dryer and brush her and they get

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madded and you know, there was no my mother was

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not allowing a shaving, you're gonna get those maps out

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and they are brutal on be shot, you know.

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Yeah, well they can be in this discomfort to the

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animal when it happens, because it's basically quite often we'll

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start pulling on the skin. Yeah, and you know it'd

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be like when your mother grabbed you, you.

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Know, by the cheek, right exactly, you know.

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And so here's something too, I have to say from

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real life experience about designer dogs.

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So, as you know, I had April.

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She was a pug, and pugs during that time were

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the most popular ones to create a designer hybrid because

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pugs are like one of the greatest dogs except for

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their smushed in face and there you know, signus problems

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and all that. So they create these new dogs that

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don't have it. Now, when I got married to Thing two,

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I got her one of those designer hybrids, which was

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a puggle. And I can tell you right now, April

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was a way better dog than that designer hybrid. That

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designer hybrid was a pain in the behind, just saying,

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I don't see where the advantage was either.

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Yeah.

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Well, the thing is is you're dealing you're playing basically

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roulette with the genetics. Yeah, you know you want one

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trade and okay, like the pushed in face, Okay, that

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might look cute, but the trauma that it puts the

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animals through because they can't breathe, they can't eat properly.

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You know, the jaw is malformed and therefore over time

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it's gonna hurt. And all the these little things, and

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then of course you know on some of them, like

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you take a sharp pai and you know with a

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folded skin, Oh yeah, that looks really cute, but in

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that fold you've got every fungus, every bacteria, every you know.

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You know, you know what you made me think of? Right,

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those folds are like foreskin. It's it's like it's like

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not having a oil, you know, take your forcement skin.

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Yeah, I mean it's you know, we think we're doing good,

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but in many cases we're just creating havoc with the

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animal and you know, and they're their physiology.

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It's all about the money. It's not about good or

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the dogs or whatever. It's all about money because you

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can sell it for amazes me how much money people

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spend on months. Yeah, you know, like used to be

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while I was a kid, you know, like a bi

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shon was an expensive dog. A b shon is cheap

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compared to some of these munts, which just blows my mind.

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The whole reason the b shon was more money or

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any other because it was pure bread, not because it

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was a mutt.

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Yeah, it was pure bread and had standards, absolute standard.

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When you start crossing it, you're not going to get

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a standard. Basically, you're gonna get hit or miss. And

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what characteristics are being transferred back and forth when you

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go to the next generation, they can go back completely backwards, okay,

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like a labradoodle okay, And then if you preach you labradoodles,

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you might get a labrador again, you might get a

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poodle again, and you might get something completely different because

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the genes.

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Yeah, and it's funny what you should say about the standards,

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because you know, we used to show our b shons too,

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and you know, the b shon that you got had

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to have certain standard characteristics or else they did not qualify,

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you know, and that included their you know, their leg sizes,

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you know how they were groomed, all these different things.

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And you're right, I think it's just like society in general.

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There are no standards anymore. Yeah, it's just totally right.

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And in fact, it's funny because I quite often use

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the dog shows as an example. You know, when you're

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getting into those pure bed dogs with that standard, and

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you watch a dog show judge, Okay, they do a

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much more thorough physical examination of that animal than any

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veterinarian I've ever seen. You know, they're handling their feeling

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with the joints. Are they watch the way the animal moves,

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you know, from the side, from the back, from the front,

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so you can actually see that that physiology working. And

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once you get outside that breed standard, it's all lost.

202
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And of course a lot of those letter Roose trades,

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it was bad traits equate to pain, discomfort, ill health,

204
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all of that. And again we have to add back in,

205
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get that specific diet into that dog so you can

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maintain that ultimate position.

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So that brings me to a question too, because I

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haven't watched or you know, been into dog shows in

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a long time. You know, so do they now like

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allow these designer hybrids to be part of dog shows

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or is there still a purity that to a dog show.

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Basically, you know, I mean, because now we've got several

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breed groups that register them in that. But for the

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most part, you know the AKC and the UKC that

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have been around forever. You know, a CAC has been

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around like I don't know, one hundred and fifty years,

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they still have maintained standards. You can enter a new greed, however,

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you then have to document that when you do breed.

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You know you've you've worked on this modification. But when

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you work on that modification, we need so many generations

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where you are getting basically cookie cutter puppies. You know

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that they're all coming up with the same standard. And

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that's very, very important because then now you've got to

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establish They said, once you start up cross crossing on

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different breeds and networking your first, second, third generations, you

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can end up with some real disasters.

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And how can you judge something that doesn't fit a standard?

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Yeah you can't.

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Yeah, but but I know how you could judge how

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you take care of your animal, and that is by

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reaching out to the pet health guru. So tell everybody

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how they could reach out to you. Reach out to

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my Paleo Pet Pet Health Cafe and all that good stuff.

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Yeah, I mean, you know, I'm available for consultations through

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my paleopat dot com, my Paleo Pet the store down

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in Pompino Beach, And of course they can watch me

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and listen to me on this show and on the

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00:15:17.480 --> 00:15:24.519
Pet Health Cafe podcast every Thursday night. It's live, available

239
00:15:24.559 --> 00:15:28.039
twenty four to seven on a number of different venues

240
00:15:28.600 --> 00:15:32.320
such as YouTube and Spotify, iHeartRadio. You can listen to

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00:15:32.360 --> 00:15:34.720
me while you're driving down the road. Pick out your

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topics that you want, get educated, learn how to do

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00:15:38.840 --> 00:15:42.919
it right. Our retail outlet down in Pampino Beach, we're

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in a brand new location educational center going into it.

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We actually produced a lot of our products there, which

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is the biocomplete line. A lot more information on you know,

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00:15:55.200 --> 00:15:59.480
things like herbals and botanicals and ancient remedies are available

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on biocomplete Naturaldiets dot com. And you know, we've been

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doing I've been doing this for you know, commercially. We've

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been worn on twentieth year at the store. This is

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the eighteenth season of Pet Health Cafe as well. You know,

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I started out with you and you know, I mean

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it's it's been just ongoing. It's the same basically, it's

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a lot of it is the same message but trying

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to reach different people. Yeah, everybody learns at a different

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rate in a different way. You know. Sometimes I get

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exasperated because you know, you tell somebody something twenty times

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and the twenty first time, it's like it goes like, oh.

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You know, yeah totally. And there's the way it is,

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isn't it it?

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Sure is?

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Well.

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You Pet Health grew and Pet Health Cafe and my

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Paleo Pet definitely have a standard and it's the highest

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standard there is.

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Everybody needs to follow you.

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And I want to thank you once again for giving

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us a wealth of information that can keep our pets

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healthy and happy, which makes us healthy and happy.

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And all of you that are here now don't leave.

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We're going to be given away tickets to festivals in

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just a couple of minutes, and then we're going to

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have some powerful business strategies that we're going to discuss.

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So stay tuned here on the adventures of pipe Man

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00:17:30.480 --> 00:17:32.720
right here on W four CY Radio.

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00:17:33.279 --> 00:17:36.519
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287
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Hi, you have unto censure?

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Wow, pray you.

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This is the pipe Man here on the Adventures pipe

294
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Man W four c Y Radio with our powerful business

295
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strategy experts Michael Barberita here for to give us some

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great strategies and clean Today we're going to talk about

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position of market dominance as employer of choice.

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Tell us what it's all about, Michael.

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Will do Dean, thanks for having me so. As you

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know from previous shows, the position of market dominance is

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the problem the customer has and doesn't want, and the

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solution they want they can't find. You come up with

303
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that combination and you'll get more business that you can handle.

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If it's the right problem. You got to identify the

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right problem. So a lot of my clients have come

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to me and asked me, you know I'm having problems

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getting good people. Well, it involves a little bit more

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than just what I'm about to say, but not much more,

309
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and that is this a position of market dominance works

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extremely well with customers, but it also works extremely well

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in finding employees and becoming the employer of choice because

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you're identifying the problem the employee has that they don't want,

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along with the solution that they're looking for that they

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can't find. So it not the position of market dominance

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not only works with customers and acquiring customers, acquiring leads,

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and converting people into your process, but it also helps

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you become the employer of choice because you're identifying problems

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employees have that they don't want and that they are

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looking for and they can't find it anywhere, or they

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can't find it many in many places. And that's the

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value that's how an employer can become an employer of

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choice by really brainstorming the problems that employees have. And

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one great way to do it is asking your current

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employees why they like working there and getting fees back

325
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from them as to how things can improve and if

326
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you can make that improvement, that's a problem that you're

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solving for a new employee. So interviewing your employees is

328
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really important in terms of getting a perspective as to

329
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what problems that they have or what they like about

330
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working there, and if it's just running the mill stuff

331
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that they give you, you've got to figure out what

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the real problem is that that that that employee has,

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because you're going to stand out.

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Uh.

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If you can identify those problems solve them, you're going

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to stay, You're gonna stand out, you're going to become

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the employer of choice. So we've always talked about position

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a market dominance as a marketing strategy, and it is,

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but it's also an employee acquisition strategy as well, and

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so uh it works well on both sides of the

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of the dynamic.

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So tell us a little bit about how people can

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uh find out more from you about them and what

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strategies you could implement for them.

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Well, what we do with it's a whole The Position

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of Market Dominance Employer of Choice is a ninety day

347
00:22:13.920 --> 00:22:17.599
program that we have. We have a ninety day program

348
00:22:17.799 --> 00:22:21.799
for ninety days to pass cash. It's a cash flow program.

349
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So we have that.

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We have a ninety day program called Position of Market

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Dominance Employer of Choice. We have a ninety day program

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called Position of Market Dominance. So to get more information

353
00:22:34.039 --> 00:22:35.559
is you go to our website. You go to the

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contact page. Our website is NEXTEPCFO dot net. Go to

355
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the contact page, fill out the contact form and write

356
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in the description section Employer of Choice. And then what

357
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we would do is it's a ninety day program because

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it involves understanding the culture of your company. It involves

359
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really dig and how do you go about it. Also

360
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how you go about finding the problem that the employees

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have that they don't want. And it also involves taking

362
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a look at your benefits package. Uh, maybe streamlining that,

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maybe even reducing it. I've seen situations where we reduced

364
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it because whatever benefit that that company had was not

365
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a real problem that employees had. You know, so if

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it's not a real problem, that they have, then you know,

367
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why offer it?

368
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Why?

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Why and why promote offering it if it's not a

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problem that.

371
00:23:30.759 --> 00:23:33.200
They have, and maybe it's not a benefit to them

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if it's not a problem they have, Yeah, exactly.

373
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So if it isn't, Yeah, so you know you've gotta

374
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you've got to kind of review those things as well, uh,

375
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in terms of your benefits that you're offering. And like

376
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I said, if you've got to really stot understanding what

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00:23:50.799 --> 00:23:56.599
employees problems are through your employees number one. Number two,

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00:23:57.319 --> 00:24:00.799
I've also done it with in my situation, uh, in

379
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hiring employees. I've also done it in interviews where I

380
00:24:04.920 --> 00:24:06.799
don't like the person that much and I don't think

381
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I'm going to hire them, I still want to ask

382
00:24:08.400 --> 00:24:10.200
them what is problem, you know, with the problems that

383
00:24:10.319 --> 00:24:13.319
he has with with other places that you know, he

384
00:24:13.480 --> 00:24:17.799
chose to interview here, so you could actually you can

385
00:24:17.880 --> 00:24:21.519
actually get feedback from from interviews. And by the way,

386
00:24:21.519 --> 00:24:23.440
you can deal with a good interview too. With someone

387
00:24:23.480 --> 00:24:25.920
you want to hire, you can do with this, but

388
00:24:26.039 --> 00:24:28.119
you can do it with someone you do hire as well.

389
00:24:28.640 --> 00:24:28.799
Well.

390
00:24:28.839 --> 00:24:34.279
You gets too, right, exactly, And look, the whole thing

391
00:24:34.640 --> 00:24:38.640
in both marketing and finding employees is identifying that problem

392
00:24:38.759 --> 00:24:40.799
that they have, and it could be with it.

393
00:24:41.200 --> 00:24:43.519
Many times the problem they have is with the industry.

394
00:24:44.000 --> 00:24:47.640
In other words, from a marketing standpoint, they have a

395
00:24:47.799 --> 00:24:50.519
you know, the customer has a problem with contractors not

396
00:24:50.640 --> 00:24:52.839
shown up on time or making a mess of the

397
00:24:52.880 --> 00:24:56.000
house after they leave. All that, so you will deal

398
00:24:56.039 --> 00:24:59.839
with you address those issues in your marketing. And this

399
00:25:00.039 --> 00:25:03.240
same thing with marketing for employees. You find you've got

400
00:25:03.319 --> 00:25:06.160
to find out what is their hot button, what what

401
00:25:06.359 --> 00:25:09.640
what turns them on about a company, because ninety percent

402
00:25:09.680 --> 00:25:10.720
of the time, it's not money.

403
00:25:11.680 --> 00:25:12.279
It's not money.

404
00:25:12.799 --> 00:25:17.440
So in the contracting business, it's career development, a career path.

405
00:25:18.039 --> 00:25:22.920
There's no real career path for a carpenter. You know,

406
00:25:23.039 --> 00:25:25.680
they could be a lead, but that's it. You know

407
00:25:26.480 --> 00:25:28.640
what we've done with many of my clients in the

408
00:25:28.720 --> 00:25:33.240
construction businesses, we've had levels of coppentry. So a coppenter

409
00:25:33.359 --> 00:25:35.599
one is at the entry level, but then you can

410
00:25:35.640 --> 00:25:38.599
get promoted to coppenter two. In order to get promoted

411
00:25:38.640 --> 00:25:40.680
to competent two, you have to understand this, this, this,

412
00:25:40.839 --> 00:25:43.880
and this and then copy it to three before they

413
00:25:43.960 --> 00:25:49.079
become a lead. But it's a career path. Career path,

414
00:25:49.920 --> 00:25:51.680
that's something that's missing in the trades.

415
00:25:52.759 --> 00:25:54.480
Yeah, that's true.

416
00:25:54.519 --> 00:25:58.960
And so why do you think businesses may not focus

417
00:25:59.240 --> 00:26:03.759
on more coet dominance with their employees or you know,

418
00:26:05.000 --> 00:26:11.440
maybe why don't they you know, why don't they even

419
00:26:11.599 --> 00:26:12.240
think about it?

420
00:26:12.400 --> 00:26:12.960
Sometimes?

421
00:26:13.319 --> 00:26:17.599
Well, they just they they look at the messages that

422
00:26:18.279 --> 00:26:21.160
the one adds and the messaging that they've been attracted

423
00:26:21.200 --> 00:26:27.920
to m and or has historically worked or uh, is

424
00:26:28.480 --> 00:26:33.240
what everybody else is doing. Okay, they'll look at other

425
00:26:33.319 --> 00:26:37.440
people's ads. It's they'll copy that, they copy it. And

426
00:26:38.480 --> 00:26:42.319
but but if it doesn't identify the problem the customer has,

427
00:26:42.400 --> 00:26:44.559
you're not going to get the action and you're not

428
00:26:44.599 --> 00:26:47.039
going to get the quality, you're gonna get the you know,

429
00:26:47.119 --> 00:26:47.720
the scrubs.

430
00:26:49.319 --> 00:26:54.039
Is there ain't disadvantage to them putting a focus on

431
00:26:54.160 --> 00:26:59.880
those employees, on the market dominance with the employees?

432
00:27:00.400 --> 00:27:02.880
Is there a benefit to an employer? Why they wouldn't

433
00:27:02.960 --> 00:27:03.519
want to do that?

434
00:27:03.720 --> 00:27:09.039
Oh? No, other than that's different. You know, change, change

435
00:27:09.119 --> 00:27:13.079
is hard, uh, Dean change hard. It's hard for some

436
00:27:13.240 --> 00:27:17.680
business owners just repel it, uh completely, And I could

437
00:27:17.759 --> 00:27:19.920
never work with that kind of situation. You have to

438
00:27:19.960 --> 00:27:22.759
be open minded, uh, in order to work with me,

439
00:27:22.920 --> 00:27:28.519
because we create strategies that your competition isn't doing. So Yeah,

440
00:27:28.599 --> 00:27:32.200
therefore that's change, that's change, and change is difficult.

441
00:27:32.759 --> 00:27:36.319
I was just having this discussion last night with my son. Actually,

442
00:27:37.000 --> 00:27:41.160
you know, uh, like in the industry, I'm in you

443
00:27:41.519 --> 00:27:45.519
you either change or you die, because when technology is

444
00:27:45.599 --> 00:27:48.359
moving so fast and things are evolving so fast, because

445
00:27:48.680 --> 00:27:52.200
so you constantly have to reevaluate. And we were talking

446
00:27:52.200 --> 00:27:55.480
about a perfect example of the absolute disaster when you

447
00:27:55.559 --> 00:27:58.559
don't change and you're resistant to change and you don't

448
00:27:58.599 --> 00:28:04.039
want change. And that's the company IBM, because they're still

449
00:28:05.079 --> 00:28:09.920
to this day and we're talking about we're going back

450
00:28:10.119 --> 00:28:14.160
like forty years to this day. They still haven't figured

451
00:28:14.200 --> 00:28:19.240
it out and still they were the serious dominant technology company.

452
00:28:19.359 --> 00:28:23.000
But they refuse to let the main frame go away,

453
00:28:23.519 --> 00:28:23.920
and they.

454
00:28:23.880 --> 00:28:27.480
Were very resistant to Bill Gates idea of a PC

455
00:28:27.640 --> 00:28:31.240
in every home and here we are, you know, you

456
00:28:31.319 --> 00:28:35.519
know so, and to this day they still struggle and

457
00:28:35.640 --> 00:28:39.519
they will never be the relevance they ever were again

458
00:28:40.160 --> 00:28:42.519
because of the resistance to change.

459
00:28:43.039 --> 00:28:46.200
Yep. And business owners are the same way.

460
00:28:46.279 --> 00:28:46.640
It's hot.

461
00:28:47.000 --> 00:28:49.799
Change is hard, Yeah, and it's hard to convince business

462
00:28:49.839 --> 00:28:52.440
owners to change, especially when they have a certain, you know,

463
00:28:54.160 --> 00:28:58.440
parochial method that they've always used and you know that's

464
00:28:58.480 --> 00:28:59.119
always worked.

465
00:28:59.160 --> 00:29:02.160
Well, well, I say, thanks a different.

466
00:29:01.920 --> 00:29:04.440
Now, yeah, I say they need to reach out to

467
00:29:04.480 --> 00:29:08.720
you and schedule something with you, because the only thing

468
00:29:08.839 --> 00:29:10.960
constant in life is change.

469
00:29:11.359 --> 00:29:12.839
There you go, I agree.

470
00:29:13.640 --> 00:29:17.200
Thanks once again, Michael, and uh we'll see you next

471
00:29:17.240 --> 00:29:20.359
week as we are going to build some twenty twenty

472
00:29:20.440 --> 00:29:25.599
seven strategic plans in quarter three. So everybody, thanks for

473
00:29:25.680 --> 00:29:27.960
listening to the adventures of pipe Man and our powerful

474
00:29:28.000 --> 00:29:31.440
business strategies with our resident expert from Next Step CFO,

475
00:29:31.559 --> 00:29:35.000
Michael Barbarita, and we will see you again next week.

476
00:29:35.519 --> 00:29:39.640
Thank you for listening to the Adventures of pipe Man

477
00:29:40.240 --> 00:29:43.680
on w for CUI Radio.