Cadre Team Update

(upbeat music) - Hey, cadre crew, we'll give it a couple minutes here and not necessarily a couple minutes, probably about 30 seconds, so we'll get rockin'. (upbeat music) (fire crackling) - Give it a hug. 20 more seconds, and I'll get it going just to see if anybody's gonna watch life. (upbeat music) - All right, so for those individuals that are watching live, happy to have you here. This is good stuff, guys. Down in Rome, Georgia, right now, if you haven't had the opportunity to visit this part of the country, specifically Georgia, it is gorgeous.

Dropped at gorgeous, weather's unbelievable. Really cool, quaint little city, probably about 30,000 people, something like that, but the food is amazing. , so pretty good stuff. But, all right, so I got a lot of different topics to cover, specifically 12 of them. So let's get going, you know, with it being this weekend at Jesse Etsler's house for me. I'm gonna start with a quote by him. We didn't come this far to just come this far. So, let's get rocking here. So, number one, from a strategy-based perspective, right?

You know, we, in December of 2021, really formulated our 2022 strategy, right? Best strategies are always defined, usually I'd say, between three and five objectives. We had seven to start, you can see how it's condensing down to even five, right? So, again, you take a look at a strategy. You're the investment, you're the pilot, plus seven. What does that mean? Again, the EAP systems are individual, invite only, the two live events, coaching, podcast fan, investing in our tech platform, as well as our human capital investment, when in needed, right time, right action, right?

So again, let's take a step back, and let's go through all of those. The EAP system, have we made progress? Have we tried to build a partnership? Have we, you know, moved forward with what we believe is probably a closer to a contract, all those other things? Well, I is, yeah, I guess you'd say that, you know, the leader of, you know, Codra, LSE can look at you all and tell you right now today that we have, in principle, a partnership signed up with one of the largest EAP systems in the country, in BHS, and with that is gonna bring so much opportunity for us.

I expect that formal contract and agreement to be signed June 1st. So again, EAP system, take a look at all those different things when you're building a business, are we moving forward, or are we taking a step back? Are we building momentum, or is the momentum halting? The momentum is definitely peaking, and it's continuing to go here, and we're just starting with BHS, super exciting. e. our workplace mode, as well as the individual platform, I still believe we're pacing in the right direction, but let's call it invite only type of way around it.

I think we're probably gonna just like, I think we're probably going to push that back a little bit, comparatively speaking. So the EAP system, guns blazing, gas on that fire, the individual invite only, is probably gonna be more curtailed towards the business communication tool with the tech platform that we have, and then coupling that naturally with our wellness platform. So kind of a little bit of tweak there. This is the change, you know, those two live events, right? So, you know, those live events and that perspective, I could see live events really driving us more value in 2023, but we should participate with the podcast fan at those live events and those opportunities.

So coaching, coaching, we're moving, and we're moving faster right now, fast and furious. You know, Kerry is leading coaching, naturally getting help from a lot of different individuals, whether it's Alec, Katie, myself, just try to help and help support getting the platform identified, how we're gonna build courses in it, how is it gonna work into the platform itself, which I guess for lack of better words, like EHR system, that's what I know it in the space, like we use Procentive for, you know, a business that I own outside of cadre, that's basically what we're trying to identify here for coaching, so we can keep track of all that information and whatnot.

Podcast fan, James is on fire, right? James on fire, we already had that beast out to California, it's down in Florida now. Our goal to market in June 28th upon launch was to have 40 podcasts. I can safely say that we are already there right now. Great work, James and Kyle. The tech platform, you know, I don't think I need to belabor this because you guys can see it and you can see it all the time. We are building a world-class platform. We are building world-class technology, it's something we can be so proud of, heading into the marketplace.

It really is a revolutionary, I would say, change agent in the space. Being able to do so on how we can do that is gonna be really exciting, exciting for all of us. So we're just getting started and Alec and Ethan and team. I know that, you know, you have Tyler coming on for some time to be able to support whatever we can get from him, it's gonna be amazing. So excited about that. The human capital investment, you know, the number one human capital investment that we identified as a group was, you know, those collaborators and/or marketing.

Marketing, we know what's happening with Emily, of course, right? e. Emily, working marketing, having the graphic designer to support all that is super important for us, especially reaching our goals by June 28th, you know, and then coupled with, of course, you know, the collaborators. And, you know, I'll be talking about that momentarily. So, again, strategy-wise, year of the investment, year of the pilot. We know we're investing, we know we're gonna provide these piloting services plus seven, right?

So it's just these seven things in 2022 that we really focused on. Now you could probably stay six, and then you're probably gonna be able to say five soon. But with that being said, we are guns blazing with these, and our momentum is strong. And again, back to Itzler. We didn't come this far to just come this far. So, super excited about this all. Goals, you guys know how I feel about goals. It's undeniable chase for results, right? So, from a goals tracker perspective, please review. If you go into drive and you literally search cadre goals, it'll pop up and you can look at any given time and go back quarter over quarter over quarter.

We are officially halfway through Q2 of 2022. So you can see, are we making progress? What's lacking? What different things do we need to change and why, right? And so it's our job currently, right? Is goals are basically, are we there, are we not? In the future, it's gonna be very different how we address goals. Look at maybe stats, data, revenue targets. There's gonna be a lot of different things that are gonna allow us to make good, educated, and form business decisions. Today, it's gonna be a lot of gut, right?

And it's gonna be a lot of gut. It's gonna be a lot of intuition. And my intuition and my gut is driving us in these particular realms that we're moving into, right? I have no doubt that it's going to be successful the way we're going and how we're doing it. But once we start having new revenue trackers and how we start building our business with BHS and elsewhere, we're gonna be able to start really making different informed decisions and choosing through our goals. Like our goals then will change to probably revenue targets.

Stats behind that adding collaborators upon so much revenue, you know, trying to bring creators on at a certain point, right? So right now, this is the fun part, which is that feel. You know, like that fit, feel, and finish that we get to feel as a business. Like, does it feel good? Are we anticipating a good momentum, you know? So those are the fun conversations in business. The next conversations in business kind of, some of it's for the birds, don't get me wrong, but it's needed and necessary for us to be the best business we can be.

So again, goals, tracker, please review. e. BHS, fully is aware that we're hitting the marketplace with A. We're not gonna hit the marketplace with B and some of the C stuff is not on target. So we got a big lift for 45 more days, right? So this last half of Q2 is important, you know, quarter, not quarter. By weekly with the updates, whether it's Alec, whether it's Katie, you've heard about the impetus of importance of making sure we do what we're saying we're doing. Right now, whether it says creators, whether it says leaders, or now as our collaborator, team grows, we need to perform and we need to execute.

So you guys heard me talk about that a couple of weeks ago at the video meeting as well. You know, I'm gonna just say it again. You know, from a lives perspective, please do it. Please go on and do it, please get better. Please improve your craft. Please learn about the process. Please find out what's working. And, you know, I hope, let me just tell you this little story. So there's an individual I'm currently working with in the substance abuse side of, you know, a business. And he got out of nursing home space.

And out of the nursing home space, I said, you know, you are so educated on this. What did you do? And he's like, well, I took off six months and all I did is read and I became educated. And I took and I digested everything I could. I met with everybody I could. I talked to different leaders. I talked to different representatives. I called agencies. I talked to legislative bodies. I've talked to this and this and this. So I will ask you, if you are going to be a creator, if you are going to be a collaborator, if you're going to be a leader, are you focusing on working that muscle every day?

Is there something you're doing every day to improve on your craft? Whatever that is, right? So, you know, as a leader, I would argue two hours of my day, typically probably two, two and a half hours of my day, is either used, you know, reading, reading up on different leadership principles, reading different books, identifying different ways for me to be better, 'cause that's what it's all about, right? And to lead better, you know, entrepreneurial skills, mindset and whatnot. So I would just encourage you, are you going all in on yourself?

Whether it's cadre or not, that's irrelevant, but are you going truly all in on yourself? And if you're not, why not? What's holding you back, you know, to really just go all in? I'm not saying, not finding balance. That's not what I'm saying. I think individuals think like working hard and balance, you know, are mutually exclusive. I'm saying within moderation, what are you doing to ensure that you are the best at your craft? And how can you get there? So I'm gonna push everybody on that. Lives, do 'em, recorded videos, do 'em, show up to meetings, be a part of this.

It just, to me, it's just an easy, obvious thing. We're in a season of collaboration right now, right? So we have the season of collaborators, working with our collaborating team, exciting to see what's gonna come out of that with our videos and with relationships and what those individuals can bring to the table. There's one individual, I've watched a few of their videos, you know, Danielle's another example of the video review team. It's just gonna be really cool to see a bunch of new faces, unfamiliar faces, and seeing what those individuals, A, not only bring to the table, but B, how it melds or molds with our current cadre content.

So I'm really excited about that. And I hope you guys are too. Coaching, you know, kind of, touch briefly on coaching. I think, you know, a big shout out, you know, with Carrie and you know, raising your hand saying, you know, I wanna take this on. And that, you know, having that extreme ownership of something and raising your hand and saying, I wanna own this, I wanna take it on, I want to, you know, be in the arena, right? If you haven't, you know, read that man in the arena, read it, it's a good one.

But, you know, it's really cool to see Carrie raise her hand and say, you know, I'm gonna be the man in the arena. And, you know, taking the criticism, taking the fingers pointed at you, taking those things to try to identify a path forward and how we can move forward with coaching. Coaching, in the way we want to run coaching. We do not want to run an individual-based program for coaching, we want to grow as what we hope is a nationally recognized coaching formula, right? Whether it's in any business, any agency, any EAP system, we want to have many coaches under our umbrella to be able to run a coaching platform for the world and hopefully be recognized in the United States, right?

So that's our goal. And again, just like cadre, we are not playing small ball. We do not want to play small ball. Coaching, we do not want to either. We want to take risks and we want to play big and I would encourage all of us to want to play big with this. You know, again, a couple more shout outs that I have. You know, I think I just have to say, you know, Katie's doing a lot and Katie's doing a lot right now. Lot's been put on her plate, you know, usually when you have a partner in crime and, you know, Katie's now been, you know, quote unquote, individualized in the process.

And when she's running it as an individual, lots getting thrown on her and she's ultimately responsible for those things. And so being responsible comes with a lot of pressure and she's handling it so well and she's doing a wonderful job. So I just want to say thank you, Katie. Carrie, just like talked about coaching, way to raise your hand, way to do it, way to go all in. James and Kyle, again, you know, running that podcast perspective. You know, I think we all can't wait to see the final product, but we know the work you're putting in.

And so again, thank you. Alec, Ethan, you guys are busting your ass, you know, on the platform continually. In a major shout out to Emily, we've thrown a lot at her plate with her and Bree as the graphic designer lately. And a lot, which, excuse me, are not deadline friendly. And she's been, you know, productive and not only productive, but generating really great a quality and great a content. So again, thank you. And I know that there's more individuals that I need to give shout outs for. But as the team is a whole, you know, to think about this, you know, April this time, you know, April May this time, you know, we basically are moving from this idea, this concept to formulating a way to start this business.

And we're here today. And, you know, just to think about how many businesses in year one, you know, don't even make year one. And, you know, we've invested the right way. We've had the resources in order to do so. We have the capital in order to do so. And now it's putting forth the effort to continue the business. I can't wait till it's no longer an investment and it's cash flow positive. But for now, we're gonna take this as a major win. And for those team members that signed up and are still here, I just want, again, I wanna say thank you.

That's important and it's critical. And we're building the culture of this organization, of this business. And so it's exciting. And you were gonna be, you know, rewarded for it one way or another in your future. And I hope intrinsically you're feeling really just good about it yourself. That you've gone through some of the shit, you know, in the early muck of a startup that is most individuals just fold, right? And so, you know, at any rate, I just wanna say, well done. Legal docs-wise, you know, I've just been grinding on this thing with Nathan.

And, you know, we've come up to a cup up against another little snag. And so I'm just gonna need everybody to trust me on this, how it's gonna work. And let me explain. We are going to have CODRLLC. The 40% of the business of CODRLLC owned in Class B is going to have a separate LLC, which is 100% owned by the members of Class B. Why we have to do that is in order to pay individuals, which we intend to do as soon as possible, some individuals are already on the payroll. But in order to have W2 and W2 purposes, we'd either have to be an S-corp or to keep the LLC we'd have to do it this way.

So in order to do it this way, we ultimately have to formulate another LLC that is 100% owned of the 40% of CODRLLC. It is all good, it is just fine, I don't care. Who ultimately does it affect? Honestly, who's ever footing the bill? Nobody wants to do this and it sucks. It's gonna cost a lot of money. But at the end of the day, either we're gonna have to have all these different S-corps that are responsible for the individual or which individuals don't be responsible for tax purposes and all that other stuff, or for the business CODRLLC to be responsible for ultimately managing, you could call it, a managing company of the W2 employees.

So regardless, I'm confident that Nathan has built it. Now, overall, like I was confident before and now I think he's built it even more perfect, all the issues that individuals brought up, the vesting period, members, names of who's on there, et cetera, all of that will be reflected. Just wanna make sure that you guys are all aware that your questions absolutely were addressed and they are changed and they were tweaked in the agreement. So in the future, just so we're all on the same page, I would encourage everybody to come from a place that is non fearful and more matter of fact with questions.

So leave the emotion on the table and just ask like from the perspective of, is it possible to address this? Can we talk about this? Because the reality is, nobody's trying to fuck anybody here. Nobody's trying to screw anybody. Nobody is trying to get somebody to the point of like, well, here's the agreement, it can be work around this way. That is not the intent at all. The intent is pure is to build a beautiful business that lasts forever, right? So with that being said, if there are any issues coming forward, going forward, please, please, please, just let us know, we can address it, we can make the changes that we need to, we can do what we need to do, so thank you.

Going forward to another event like that with an attorney someday or otherwise, with us as business partners, as leaders, think of it as our business, not an individual. We need to think about it as our business, we run this business, we are members together in this business together. So if there's something we don't like, it's our job to talk about it, be informed about it, and ask the appropriate questions so we can move forward accordingly with as little emotion as possible, okay? So that's something for a future that I think we can do a better job on.

BHS, you know, again, we have an updated contract that should be signed and wrapped up by June 1, the updated coaching roster with description of services, again, Katie and Kerry, thank you for all your help on that. So we got all those different coaches on that spreadsheet, got that spreadsheet to this national vendor, I don't even know how to explain this whole entire process, but to be on this vendor list with our coaching, cadre coaching, so hopefully we could get, I guess best way I can say it is preferred treatment, you know, with different EAP systems or otherwise.

So again, excited, and then in the end of June, we are gonna presenting live to in Alabama, to the BHS entire leadership/ownership team. So, you know, I'll choose which individuals will be coming with me to ultimately present to that team and present cadre LLC, so, so, so excited to be able to do that and share all of the progress and the work all of you are putting in. It's gonna be amazing. Let's see, the pulse, the pulse meeting, again, just so we're on the same page, you know, we switched from weekly who leads, that's always just been me.

We're gonna rotate that out now, so all eight of those individuals that have updates, that frequently get updated, please, if that's a tough time that works and I'm guilty as charged, I absolutely have missed some pulse meetings, no doubt about it, but, you know, if that date doesn't work or it's hard, you know, let's try to keep it on Wednesday, but maybe just the time or something like that, 'cause we're gonna try to keep all meetings to Wednesdays always for cadre LLC, but again, let's make the interaction and the individual, individualistic approach to that meeting, whether how creative, least creative, that you wanna run it, totally cool.

Let's have a fun culture with that meeting, so again, Ethan, your next Wednesday, I can't wait for you, and then it's Carrie and so on, so next week it's Ethan, the following week it's Carrie, you know, again, I'm really excited about the pulse meeting, that's our time to, you know, update everybody on weekly updates that are super substantial for our business, and vital, quite frankly. You know, one thing I also wanted to talk about in December, excuse me, I wanna talk about now that we talked about in December when we were talking about the strategy of the year, of the year and the investment of the year, the pilot.

There's something I brought up, which was about that warrior mentality, right? So, you know, the warrior mentality is, you know, for every 100 individuals that are going off to war, 90 shouldn't even be in there, you know, X amount of targets, three do more than most of the fighting, and you know, one is a warrior, right? One does everything, and you know, what I wanna say is this, you know, as far as cadre LLC is concerned, our one is all of us, but, you know, let's view the businesses, like out of 100 businesses, you know, again, 90 shouldn't even be there, X do most of the revenue, and you know, one is a warrior, and what I can say so far is the individuals that are sticking out this startup process and going through the mud together and singing together, I'm telling you guys, that one, one, two, three, four, five, six, seven, eight, nine, 10, are warriors, absolute warriors to continue through, and warrior mindset can be, you know, grit, you know, endurance, figuring it out, stick to witness, drive, et cetera, so I just wanna again say like, the warrior mentality of cadre is ultimately going to, you know, be reflected long term in us.

With that being said, it is, it is just, it's just important and critical from a culture base, I know I've already talked this about this again, but the next wave of individuals are going to be looking at the Katie's, the Carrie's, the Alex, the Ethan's, the Emily's, the James, the Kyle's, the Dave, Dr. Everett's, the Nix, the Edge, Evan, you name it, this team is gonna be looked at the next person and as a collaborator, the next person is creator, you guys set the tone, you set the tone, how do you wanna be reflected, how do you want it to look and why?

So from a main business overarching perspective, yes, we are gonna have the warrior mentality, which we're gonna continue and figure it out and do what we need to do, but overall our culture, I hope that we're inviting, that we're open, that we're supportive, that we communicate, that we've identified ways in which, you know, that we're all encompassing, that we can bring everybody into the mix in the fold in regards to communication or otherwise, and we can be the culture one, two, three, five years from now that people talk about and rave about, about you wanna work for cadre, here's why, cadre is the best, here's why.

So let's set the tone now, let's be that, let's do that and so I always gonna call and I'm gonna have pulse checks on the culture. I called about six or seven of you a few weeks ago and right now we're on the mark, will we be forever? That's on us, all of us are leaders, all of us are business partners, all of us need to do this together, right? So let's figure a way and continue on. I do wanna give a special shout out to an individual that made a decision with cadre and I wanna have a big thank you to him.

And that is Craig. Craig, man, I think I speak for all of us when I say, you know, we really appreciate you, a lot. You know, we think you're a wonderful human being, well, we think you drive good, good stuff to this world and man, of what you've been through in the past and your past life and, you know, working through things and figuring things out and doing what you need to do, whether it's the diagnosis, the recent diagnosis or what not, man, I just wanna tell you, we all got your back and you are a warrior, dude, like a hundred percent, so you're one of us.

And with that being said, I want you to know that, you know, most, more often than not, people say things like, you know, the door is always open and I want you to know, like, that's a screen door and it's very, very thin and loose. So whenever that door wants to get open by you again, Craig, someday, I just want you to know that we're all gonna be waiting on the other side. Hopefully for you to knock that beast down and, you know, find the right time to work with cadre again. So we love you, we think the world of you, you're a wonderful human being and we're all better because of you and that is a fact.

So that's just from the heart and the head that you're just a real deal. So again, we're gonna miss you. We all think the world of you and we really hope that you have this great month or free weeks, you know, off of work and really enjoy yourself and your time away. You know, we all need that, that's for sure. So thank you, Craig. To end, you know, I have this big endurance challenge coming up tomorrow and it's gonna be a tough one. And I know I've talked about this before, but you know, it really is a microcosm of running a company.

You hit a first stumbling block. You, your socks might have a problem. You might have a foot cramp. You might have a pain. It's just problem solving. It's solutions. Are you gonna get mad? Are you gonna cry? Are you gonna get frustrated? Are you gonna throw in the towel? Are you gonna quit on the 13 miles? Are you gonna continue on in the journey? And so, you know, it's all about problem solving. It's getting your mind right. Spiritually, mentally, emotionally, physically. It's being on, it's being on target.

It's being at the right time, at the right action with it. And then it's making sure that when you do make a decision, that your decision is based upon the right intuition and gut with your dad and your stats of your problem solving. And that's what I'm gonna do tomorrow to finish this beast. I'm gonna problem solve all my way through to get through it. And it is going to suck. And I am going to be hurting and it's gonna be brutal. But I know that we can do it and we can do it. 1 that I'm going to tomorrow is basically like a year-long business.

It's the same thing. You know, mile one is basically month one. It's getting through the first way of figuring it out. Problem solving, finding answers, doing what we need to do. And our team is doing an amazing job. Katie, Alec, Carrie, James, Kyle, all of you guys. Anybody, the aforementioned, like I said, with Craig in his past that's helping doing this, we are finding solutions in order to continue to move forward. So for anybody that wants to raise their hand and help in any way, shape or form to help problem solve and find solutions with us, boy, we are all in and we would love to have your feedback and your answers.

So if that's an email that you feel more comfortable with, if that is a text, if that is going live, whatever it takes, we are all ears to continue to listen and develop and grow as a business. So again, I'm beyond excited and I wanna, let's go like this here real quick. (upbeat music) ♪ We're coming to America ♪ ♪ We're coming to America today ♪ Today, we got it. You guys have an incredible day. I love you all, I think the world of you and I am gonna crush it and you better too. Bye bye. (upbeat music)