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You've had a dynamic where money has become freer than free.

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We talk about a Fed just gone nuts.

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All the central banks going nuts.

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So it's all acting like safe haven.

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I believe that in a world where central bankers are tripping over themselves to devalue their currency, Bitcoin wins.

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In the world of fiat currencies, Bitcoin is the victor.

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I mean, that's part of the bull case for Bitcoin.

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If you're not paying attention, you probably should be.

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Jason, welcome to the show, sir.

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Thank you, Marty, for having me. Excited to be here.

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It's been about 15 hours since I last saw you in person.

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Yeah.

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First time you met in person. How was?

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That was awesome. Yeah, it was great seeing you in D.C.

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Yeah. Like I was saying, I got back late from D.C. last night, like 1 a.m.

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We're slow moving today. I hit the sauna. I got to sweat in.

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I think I have a sinus infection we're going to power through.

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Sounds awesome.

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I'm ready for it.

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Because the show must go on, as you know.

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We've been working together for, what, like four months now?

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Something like that, yeah.

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It's at least been a full quarter.

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So, yeah, we've been going for a while.

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Yeah.

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And so, for the audience, Jason Healy works at Satoshi Pacholi,

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recently joined them, and is bringing an incredible service.

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and tool set to the firm, which is our accounting firm

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and partial CFO services firm here at TFTC,

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which is a management consultant,

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particularly as it pertains to implementing

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the management practices of Koch Industries,

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which is a principle-based management process.

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And so we've been going through the exercise.

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myself, Jason, and Ed, our head of growth here at TFTC over the last four months, really diving into

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the principles of principles-based management, why Koch Industries has been so successful by

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implementing these management processes. And it's been incredibly productive for us. I think,

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as you know, from our recent conversations, we've already implemented a lot of what we've gone over

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over the last four months, and it's already made us extremely more productive

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and gave us a lot more insight and knowledge about our business here.

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But I think the story of Coke Industries is rather fascinating.

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So I think we start there.

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Just the history of Coke Industries, for some reason or another,

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Coke Industries is a controversial business, I guess.

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I think a lot of people may look at them as greedy capitalists,

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But I think after reading Good Profit, which is the book that explains the management principles of Coke, you really understand that it seems like they're trying to make the world a better place and more importantly apply free market economic theory to business management, which I think is fascinating.

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So I think starting there with Coke Industries, how they came to be and how they implemented this particular management strategy and your history at Coke, I guess, to establish.

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Yeah, of course. I guess I'll start a little bit with a little bit of my history and then with principal base management and Coke.

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And then we can dive into Coke industry.

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So coming out of college, I went to work in the D.C. nonprofit area.

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I was in the Coke associate program in 2012 through 2013.

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and that was run by,

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back then it was the Charles Koch Institute

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and now they're called Stand Together.

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But the program is what really introduced me

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to principal-based management.

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And back then, just to clarify too,

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if you read, you mentioned Good Profit

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or if you read one of Charles Koch's earlier books,

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Science of Success,

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they refer to it or he refers to it in those books

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as market-based management.

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But in the last about four years,

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there was like a little bit of a rebrand and now it's called principal base

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management, but the ideas are fundamentally the same.

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They just updated a little bit of the language that they use.

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So if you read good profit, you'll read about market-based management.

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So anyway,

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I get introduced to market-based management in 2012 to 2013 through the

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cook associate program.

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I ended up working on the team after that,

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after that year that was leading instructional programming on market-based

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management. And that the cool,

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One of the coolest parts about that opportunity was the market-based management team at Koch Industries would come and they would work with us.

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And we would get to do mock trainings where we ran a session and we would get direct feedback from the folks who worked at the market-based management team at Koch Industries.

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Or I also remember sitting in on some of their meetings remotely and listening to them do their sessions and getting their feedback.

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So that was really cool to see them explain and teach the concepts and then get real live time feedback from that.

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So anyway, that was kind of my first stint with market-based management and then slash principal-based management.

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I went to another industry for about six years, seven years after that time.

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So I was there for about four or five years, then about six years in another industry and then came back to stand together.

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And that was when they had rebranded to principal based management.

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I worked there for about three and a half years before transitioning to Satoshi Pacholi and helping the Satoshi Pacholi team start to put these principles in practice.

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And the cool side note to all of this is that Joe, our founder at Satoshi Pacholi, he and I worked together at the Charles Koch Institute back when I was there the first time.

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So he remembered me and we basically synced up on LinkedIn after he realized that I was also getting into Bitcoin.

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And he obviously had started his business.

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And we actually talked in one of our first conversations as we reconnected about the idea of helping Bitcoiners integrate PBM into their businesses because the principles are so aligned.

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So all of that to say, now to take a step back and talk about kind of the story of Koch Industries that you referenced earlier.

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So Koch Industries is founded by Fred Koch, Charles Koch's father, I believe in the 1940s.

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1940s. And Koch Industries then goes on to become mainly an oil company in its early years. It's

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mainly in the oil business based out of Kansas. And in 1967, Charles Koch takes over as CEO after

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his father passed away, I think, in that time. So Charles Koch takes over as CEO in 1967.

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And during this whole time in the 50s and 60s, Charles is going through kind of like this intellectual personal revolution.

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Like he's – if you think about where the United States is as a country, right, we're in the middle of the Cold War.

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We are – there's the threat of the Soviet Union and communism is one of the predominant issues of the time, right?

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And so Charles Koch is sitting there and he's starting, he's taking over CEO of Koch Industries, but he's also reading all these books about Austrian economics and collectivism and freedom and political philosophy and ethics and psychology.

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And he's trying to take all these principles that he's learning, and he's also an engineer by training. So he's trying to take all these principles that he's learning about what makes free societies prosper. Why are free societies superior to collectivist communist regimes? And why do I want to live in the United States versus the Soviet Union? Or, you know, why do I want to be in West Germany versus East Germany, right?

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Like he's he's thinking through and wrestling through these questions.

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And then he starts to think, wait a second, there's a lot of even though we say and agree to all these things like property rights and capitalism and free speech and free markets like in economics or in politics.

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A lot of organizations tend to run with a very top down hierarchical bureaucratic structure that was more like the central planners that we're criticizing from the Soviet Union and communist states.

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And so he says, wait a second, what if I were to develop a framework or an approach to running a business that applies these same principles of free speech, markets, decentralization, and equal rule of law, and take these concepts and put them into a management to run my company?

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And so this is all back in the late 60s, early 70s that he's starting to put this into practice.

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And so one of the things that's really cool about the story of Koch Industries and the emergence of PBM is this is really the result now of a 50-, 60-year experiment.

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And it's one that has seen Koch Industries go from a very small oil company in Wichita, Kansas, to, again, the second largest private company in the world.

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And I think the cool thing for us as Bitcoiners, when we look at a story like this and we see the emergence of this, of Coke Industries as a business, and we could talk maybe a little bit later about, you know, some of the controversy around Coke Industries.

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I'm okay talking about that.

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But just overall, the overall story, when we see that as Bitcoiners, it's like, this is a prepackaged framework for running a business that is closely aligned to many of the things that draw us to Bitcoin as Bitcoiners.

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Right. We we didn't come to Bitcoin because we wanted free handouts for everyone.

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And and we wanted a top down control structure to tell everyone what to do.

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Like that's literally the reason we we for many of us, we're running away from the fiat system or looking for alternative outside of the fiat system.

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And so that's one of the things that's exciting, I think, when you look at PBM for the first time as a Bitcoiner and you start to and you're and you're thinking about growing your business like you're going through the day to day of.

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I'm in startup mode. I'm in hustle mode. I'm trying to grow this business. I'm trying to

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make all these things happen. I'm wearing all these hats. But how can I start to develop systems

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and frameworks and decision-making tools that allow me to scale my business and to do so

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efficiently and productively in a way that's consistent with the principles that I believe

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in as a Bitcoiner? So I think that's the really cool thing about the Coke industry story for us.

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And that's one of the things that I think should draw many Bitcoins to at least consider a Coke industry story.

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Yeah, I was telling you, I think a few weeks ago, I was at a family office event with my 1031 hat on last month and met a couple of gentlemen who had worked for one part of the Coke industry's family.

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and I mentioned to them when I found out that they were coming from Koch Industries,

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I was going through a principle-based management exercise and a red good profit.

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Their minds were blown.

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That's awesome.

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When I was talking to them, it seemed like they believed it was a hidden secret,

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like nobody outside of Koch has heard of this management practice,

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which shocked me a bit because you think, particularly for free market Austrian thinkers like myself,

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You think that this would be more popular among business owners, this management practice specifically, but it seems like it's not as popular outside of the Koch family of companies.

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Yeah, I think part of that may be due to some of the political controversy, especially in the 80s and 90s, 2000s as well.

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There was an emergence of like this narrative of the evil Koch brothers and especially in politics that emerged.

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And so I think that tainted a lot of things associated with them in the media and in kind of popular conversation.

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But as you as you've found reading good profit, and I think as many people would find if they actually just took the time to read the book and to understand more about the way that Charles Cope runs his business, you'd see that there's a bit of a disconnect between the public narrative and then what they actually talk about.

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I think one of the things that's like, for example, one of the straight up, I think one of the kind of narrative busters that comes out of good profit is when Charles talks about the idea of good profit.

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Right. So there's a very strong emphasis that, again, I think would appeal to Bitcoiners on low time preference in in principle based management framework.

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We want to create value for the long term. We want to be thinking five years down the road, 10 years down the road. We want to produce a business that's sustainable for our customers and for the profit we're making. That's long term value creation.

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So the emphasis is not on the next month's budget or the next quarter's budget.

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The emphasis is very much on thinking long term in terms of how you create value for the business.

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And the way that you create good profit is to create real value for the customer and to do so in a way that optimizes the business's resources that does so efficiently,

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make an efficient use of resources to satisfy and tangibly improves the lives of the customer,

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as opposed to he distinguishes that from rent-seeking behavior, right? Like the corporation

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that lives in D.C. and gets a lot of their rents and their profit margins really from carving out

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special protections in the law or using the law to their advantage to get subsidies or whatever

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way that they use the law as a means of benefiting themselves, regulatory capture, right?

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So he's distinguishing this idea of truly voluntary exchange in the market where we,

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as a company, create real value for our customers and do so consistently over a long period of time.

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And that's how we earn our profit. And that's good profit versus the rent-seeking behavior,

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rent-seeking profits that many companies take advantage of in the market, in the regulatory

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system that we have structured today because that's the way a lot of it runs.

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And this low time preference approach has proven to be rather wise as Coke Industries is the second

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largest, most profitable private business in the United States, potentially the world. Is that

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correct? Yes. Yes. They've done most recently over $120 million of revenue in the last few years,

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um, they, uh, annual revenue, um, and they, uh, uh, and, and one of the keys to their success,

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and Charles has said this in multiple, uh, of his books. He's, he's, he says, uh, the key,

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one of the fundamental keys to their success is the application and development of the five

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dimensions, uh, within the principle-based management approach and the application of

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these principles of a free society to the running of the business and the running of

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the organization.

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And I think that's really interesting because when someone with his position, when someone

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with his experience says something like that, I think someone who's naturally curious, your

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reaction should be, that's an interesting claim.

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I want to see if that's true for myself.

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I want to go and look deeper into this, right?

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Because this is a CEO of a business that is very successful.

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So if he's going out there and saying, we've spent 60 years refining these ideas and learning

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from this process of applying the principles of free society to running my organization,

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running my business then and he says that one of the most important keys to their success We should I excited when I hear something like that to take a further deep dive because I don have those kind of credentials in and of my own self

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but I do have the ability to go in and look at his claims

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and see what he's doing and put it into practice for myself.

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And every time I've seen PBM better applied,

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it's always led to more clarity and vision

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or better decision rights, clarity and decision rights

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or better knowledge systems and processes.

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the things that help your business run on a day-to-day basis.

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And I think that's one of the coolest things is it's a concept that has worked scaling a massive business

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because you're now Coke Industries is a very large company.

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I think they have over 100,000 employees.

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I mean, they're all over the world now.

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They're an international business, not just in the United States.

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But the concepts and principles apply to even if you're just a startup

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and you're in your first year of business and you're trying to make things better.

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stuff freaks healthcare open enrollment has started it will roll through the end of january

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opt out of traditional health insurance which doesn't care about you it's impersonal it's

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expensive they deny an increasing amount of claims premiums are going up you don't have to live this

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way you can opt out i opted out four years ago and joined crowd health i've been a crowd health

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member a very happy crowd health member for four years i've had two children a couple of health

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events in that time period and crowd health has been there you pay a monthly fee you contribute to

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the crowd we were paying eighteen hundred dollars on cobra as a family of three now we're paying

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around $900 a month as a family of five. And that's with CrowdHealth and direct primary care.

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You can opt out of health insurance. Go to joincrowdhealth.com slash TFTC. You're going

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who haven't moved it off, tell them to pick up a BitKey.

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Go to bitkey.world.

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Use the key tftc20 at checkout for 20% off your order.

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That's bitkey.world, code tftc20.

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Yeah, I'm not sure if you've seen this,

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but in the wake of Scott Adams passing earlier this week,

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the live stream he recorded a couple of years ago

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of the user interface for reality

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has been floating around Twitter.

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Yes, I have seen that.

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We reposted it from the TFTC account.

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I rewatched it this week for the first time in a while.

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What you were just describing there reminds me of something that Scott really leaned into in that video.

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It's like set up systems, not goals.

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Systems will set you up for better success.

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Obviously, you should have goals, but you should depend on the systems more than the goal itself.

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And I think what you were describing there with the five principles that have been applicable have set up a system that has led to their success.

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And if you are a business owner, as I'm trying to do here at TFTC, applying these principles to build systems to increase our success is what we're trying to do.

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And it was funny.

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I was rewatching that and I was thinking of our exercise.

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Like, oh, we've been going to the process of setting up systems here.

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Mm hmm. Yeah, that's I think that's a really salient point. And the other thing about that, that's I love about PBM. Once you get it, like once you really start applying it, you start seeing the truths of PBM in other authors, influencers, people who know what they're doing, because really there's no.

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the, there's no claim, there's, there's no, uh, kind of, uh, there's no owner of the idea that

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free speech works better in a society. Therefore it works better in a business, right? But it's,

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it's, or there's no one person who claims owns the idea that systems are better than goals,

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right? Uh, there, there's certain people that talk about it, but one of the things that's really cool

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is that when you understand PBM, you start to see the patterns and the truths that you understand

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and PBM, you start to see them and recognize those same concepts in the other successful

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people and other successful business owners and entrepreneurs and people who understand

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and have experienced a lot of success in the things that they do.

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So that's one of the interesting things that I find as well is that principle-based management

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when understood, I think of it like this, imagine a deposit of gold or oil like in the

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ground, right?

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a massive deposit, right? And if you mine it from one direction and you use your capital,

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your experience, your team, and you're going to have an experience getting to that deposit,

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but you're going to get to the same, you're going to get to that deposit in the end.

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But somebody else might come at it, that deposit from a different angle using a different technique

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or different approach, but they're still going to get to that same fundamental deposit. So

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The example that you just talked about with Scott Adams is like, that's an example of coming to the same truth, right?

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But just use it from different perspectives and different backgrounds.

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So that's one of the other things I love thinking about is as I look at other key leaders in business and other investors and other entrepreneurs,

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what are the things that they're saying that are consistent with what comes from PBM?

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because really we're all learning the same truth in a different way sometimes on some of these things.

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Yeah, so let's jump into a high-level overview of PBM.

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You mentioned the five principles and applying them.

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How would you give the elevator pitch for PBM or the elevator pitch explanation of PBM?

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Yeah, that's a great question.

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Maybe an elevator that's going up 150 floors.

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Yeah.

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I'll try to keep it maybe to like 70 floors.

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We'll see if we can keep it tight and efficient.

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PBM is the idea that free societies work better than controlled societies.

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So let's apply that to our businesses.

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And if we can do that successfully, we should see significant and improved results.

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So it's not just like an ideological commitment.

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It is a true commitment to we're going to apply these principles because we see them getting us better results in the company and in the firm.

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So that's the that's the 32nd pitch. That's the that's the immediate.

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Like if you distill it down to one idea, it's we are applying the ideas that make free societies better and more prosperous to an organization.

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Now, some of the examples of what those ideas are. Right.

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I've mentioned a few of them, free speech, right? The idea that we have free and open discourse,

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and you're free to challenge, and you're free to share your ideas, bring your knowledge to the

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table, learn from others' knowledge. Like if we have that open culture of knowledge sharing and

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free speech, we're probably going to get better ideas quickly compared to competitors who don't

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have that culture, right? So that's one example. Another example is the idea of spontaneous order,

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right? So this is the Hayekian concept. So we've talked about Austrian economics a bit.

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But Friedrich Hayek is one of the key influential economists to Charles Koch.

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And this idea of spontaneous order of orders naturally arising and emerging based off of human action, but not human design.

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Right. So and that's a lot of what we experience, especially in the Bitcoin world.

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I mean, Bitcoin was given to us anonymously by Satoshi Nakamoto, and it is now it's a decentralized protocol distributed across the entire world.

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And there's no there's no human central planner that can change or manipulate Bitcoin.

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Right. Like that's the fundamental. If you were if you were talking about one of the fundamental characteristics of Bitcoin, that's it.

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So spontaneous order, free speech, equal rule of law. Right.

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The idea that the rules apply to everyone the same.

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So just because you're in political authority, just because you have high level of social status or influence, that doesn't mean you get to go around violating or breaking the law just because you feel like it today, right?

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The laws apply to everyone. And so in the organization, it applies to the executive leaders and the leadership, the CEO, the CFO, the COO, all your executive suite, just as much as it applies to the person who's joining the job on the first day.

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So you take these principles and these concepts and you apply them to the organization.

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And then what you should see is improved results from the implementations of the systems and the decision-making approaches that arise from that approach.

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And specifically, the way that Koch systematizes this is through what we call the five dimensions of PBM.

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So we've talked about these. I've mentioned these a little bit, but those five dimensions are vision, virtue and talents, knowledge or knowledge processes, comparative advantage and motivation.

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So basically, the fundamental idea is that if you look at a problem in your business,

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so just think of any problem that you might be running into.

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And again, this applies to any business, large or small.

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Think of any problem in your business.

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You can probably trace the root of that problem to one of those five dimensions, the vision,

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the virtue and talents in the organization, the knowledge process that you have, the comparative

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advantage, how it's being used, and the motivation of the individuals in your company.

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So you want to use these five dimensions as kind of like different lenses to look at your business.

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And then as you look through your business through those different lenses, you're going to see both problems that you can solve, but then you're going to have a better idea of solutions that you can present forward.

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So that's the, and again, going back to this idea of spontaneous order, and this is one of the key benefits of PBM.

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The idea is we empower employees to apply PBM throughout the organization.

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So everyone's looking through these five dimensions.

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It's not just the executive leaders who are saying, oh, today we got a vision problem.

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Everybody needs to get on board with our vision solution.

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It's everyone throughout the organization going around and saying, well, what are our

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knowledge processes like on this?

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How are we leveraging everyone's comparative advantage on the team like this?

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And when you have a culture like that across an entire organization, you can start to see how people feel empowered to contribute and toward the results of the company as opposed to feeling like they're just checking off boxes or just clocking in, clocking out.

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They're actively solving problems in real time.

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So that's one of the empowerment themes in the spontaneous order, one of the ways that spontaneous order emerges from the use of PBM.

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There are cracks in the foundations of your money.

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governments around the world are managing record debt the same way they always have,

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by debasing their currencies. And the effects are already showing up across markets.

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In his report, The Debasement Trade, James Lavish explains why the shift is reshaping portfolios,

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why gold tends to act first, and why Bitcoin often follows as the implications become clearer.

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On January 28th, James joins Unchained Live for the Age of Debasement, a presentation and Q&A

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expanding on that research and exploring what this environment means for long-term investors.

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If the playbook no longer explains what you're seeing,

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This event helped put the pieces together.

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Register now and get early access to the report at unchained.com slash tftc.

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That's unchained.com slash tftc.

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What's up, freaks?

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backpacks. It's a Bitcoin company. They're running on a Bitcoin standard. They have a Bitcoin treasury.

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00:29:34,070 --> 00:29:45,090
Tying this to people running Bitcoin companies, why do you think this is so aligned with what we're doing specifically and how should people begin to implement this?

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Yeah.

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So as Bitcoiners, like I can speak for myself, but I know this is probably a common experience for most of the Bitcoiners in our space, right?

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we all at some point got fed up with the fiat system for some reason or another.

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We realized that the central banking, the central banks are just, they have arbitrary control over our money.

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They can literally print money out of thin air.

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And we have to work and give our time and our energy away for these dollars that the Federal Reserve can just manipulate it with.

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And so that centralized approach, that top-down approach to money supply is something that frustrates us as Bitcoins.

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Or maybe we're frustrated by the fiat short-term consumption, high-time preference consumer society that we live in.

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Right. We we don't want to participate in this, you know, keeping up with the Joneses lifestyle and just having to always be one upping everyone with a nicer car and a bigger TV and, you know, five bigger TVs.

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And we want to live a good, honest life and contribute our work to the world.

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But then we want to stack stats and stay humble. Right. So there's many.

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So there's low time preference. There's this there's this natural skepticism of central planning and control.

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there's even kind of this sense of meaning and self-actualization, right?

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I think a lot of Bitcoiners are becoming more aware, especially if you're part of like the old guard, right?

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You bought Bitcoin in 2016 and you held on to it until now.

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You're realizing that there's more to life than number go up and money, right?

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Like you're starting to think about what can I do?

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What legacy can I leave for my children?

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What legacy can I leave on the world?

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How can I make the world a better place?

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And so there's this idea of meaning and like actually finding like that and finding self-actualization, which is a key component of the fifth dimension of PBM, the motivation dimension.

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So you have all these principles that I think Bitcoiners like the things that drew us to Bitcoin are the same principles that drive the PBM approach, the principle based management approach in Koch Industries.

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uh the uh even the affinity uh one more to reference even is the affinity for austrian

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economics uh charles coke if you read good profit if you read the science of success

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it's hayek and mises and thomas soul and a lot of these economists and thinkers that

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obviously champion free market ideas and and stood against a lot of collectivists and socialists

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and keynesian ideas back in their day but then he's taking their concepts as well and applying

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them to how do I run a business? How do I use these concepts to help me run a business and get

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better results for my team? So we share a lot of the way that I would say it is Bitcoiners are

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predisposed ideologically to accept many of the tenets of principle-based management at a first

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principles level. We want free speech. We want equal application of the rule of law.

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We want open debate.

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We want Austrian economics and we want economic thinking.

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So we want all of these things and we agree with all these things in principle.

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And now we have a management framework that's been in place for now 60 years through trial

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and error and iteration.

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That is literally the embodiment of those principles just as a management framework for running a business which you know you can always try to take your concepts and make them your own

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And that's fine. I would encourage anybody to do that. But also, let's at least learn from this approach that is grounded in the same principles that we hold as Bitcoiners.

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And then we can take that and learn from that and apply that to our businesses and make our businesses.

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I guess one other thing, too, on this point that I've been thinking about a lot is you and I would say we believe in hyper-Bitcoinization.

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We believe that there's a world coming where Bitcoin is one of, if not the fundamental building blocks of our economy.

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And that's a world that I'm working for.

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That's a world that you're working for.

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That's a world that many Bitcoiners are working for.

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And especially if we're running companies, I would imagine that's a world that many of those companies are working for as well.

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So if that's what we're working for and that's what is meaningful to us, then we should be, I think, looking for solutions even in the management of the businesses and the cultures that we build and the way that we create value that is aligned with the principles and the ethos of Bitcoin.

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And sometimes that's hard because if all your experience is you've been surrounded by 20 years of corporate America with sometimes it's soul-sucking approach to work and to getting things done for the company.

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And if that's your mental models and that's where you're coming from, then it's good to take a step back and find new mental models that are grounded in these principles.

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And I think that that is such a powerful thing for Bitcoiners to be exposed to this concept of principle-based management because it really takes those principles and gives them to Bitcoiners in a way that's easy to process.

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Yeah, let's put some concrete examples on this too.

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Obviously, we've been going through the process at TFTC implementing PBM and what we're doing.

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similarly at Satoshi Pacholi, you guys have gone through the process. And maybe we can do that,

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just give people some concrete examples of how we're applying this to our business. And what was

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it like for you guys, if you don't mind sharing, if you think Joe would be comfortable sharing?

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Absolutely. Yeah. Joe would be comfortable for sure. So for example, virtue and talents, right?

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That's one of the dimensions of principle-based management. And one of the key questions that

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you're asking when you're looking at your business through the lens of the Virgin Talents

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dimension is, you know, what is our culture? What is it like to work here on a day-to-day basis?

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What do we stand, pardon me, what do we stand for as a company? What do we promote? What values

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do we hold to? So when you're looking at your company through that lens, one of the things that

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that leads to is a discussion of the fundamental values of the company, right?

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And the reason that you want to have a system of values in your company is not to be dictatorial,

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like these are our values, you apply, you adhere to our values, and therefore, you won't break our values, right?

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You're not trying to create a system that's like a dictatorship.

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You want to create a set of values for your company that empowers employees to act in a way that builds the brand of the business, that increases your integrity and your reputation, that sets them up for success.

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And so you want to use the values of your company as a way to empower employees to create value, build a culture that everyone wants to work in and be a part of, and to bring other people into that culture.

395
00:37:15,920 --> 00:37:27,040
So at Satoshi Pacholi, when we were going through our team and going through the exercise of looking at our organization from these five dimensions, we got to the Virgin Towns dimension.

396
00:37:27,740 --> 00:37:37,140
And, you know, we sat down and we said we don't have currently a codified system or codified set of values for our culture and for our team.

397
00:37:37,360 --> 00:37:44,820
So we took several weeks and actually we were out in Denver as a team for a summit in October.

398
00:37:44,820 --> 00:37:55,500
And that was a really good time because one of the things we did as a part of that time was we sat down as a team and we went through and brainstormed a list of values, like things that we stood for as a company.

399
00:37:55,500 --> 00:37:57,920
And that included things like sound money.

400
00:37:58,380 --> 00:38:03,160
That included things like value for value.

401
00:38:03,160 --> 00:38:07,940
And we went through and created a list of all of the things that we stood for as a company.

402
00:38:07,940 --> 00:38:26,800
And then we went through the hard part of distilling those down into some core values that we were then used to act and to give us the ability to act as employees of the company, you know, if we're representing the company or, you know, in how we're onboarding new employees.

403
00:38:27,440 --> 00:38:35,700
And so ever since the development of those values, one of the things about that process that was really great was we were all involved.

404
00:38:35,700 --> 00:38:43,680
So it wasn't something where just a couple of us went into a back room and created a list of values and said, here's the values of the company, now go do them.

405
00:38:44,040 --> 00:38:49,700
Everyone felt like they contributed to the discussion and had something, and everybody did contribute something valuable.

406
00:38:49,780 --> 00:38:54,840
We have about 10 people on our team, and everybody had something to say that really added to the discussion.

407
00:38:55,000 --> 00:39:05,660
So now we have a set of values at Satoshi Patchouli that is organic to our company, and it really exemplifies what we stand for.

408
00:39:05,700 --> 00:39:15,480
And so now everybody on the team feels like they have better clarity in terms of the culture that they're contributing to and the culture that we're building.

409
00:39:15,740 --> 00:39:27,360
Because we're now thinking about how do we build this culture and exemplify these values over the long term, not just because we came up with these last month or last quarter.

410
00:39:27,800 --> 00:39:35,040
We came up with these and now we can think about how do we put these into practice for the next decade.

411
00:39:35,040 --> 00:39:48,480
And that's a powerful thing when you have a team that's able to do that. So that's one example. Another example, and this is a little bit more tangible in terms of like a process that we implemented or put in place.

412
00:39:48,480 --> 00:39:55,620
So in the fourth dimension of PBM is comparative advantage.

413
00:39:55,620 --> 00:40:04,440
And underneath that dimension, one of the things that is emphasized is this idea of clarifying roles, responsibilities, and expectations.

414
00:40:05,180 --> 00:40:09,780
So having everybody understand on the team, what is your role or what are your roles on the team?

415
00:40:09,860 --> 00:40:11,200
And what are you responsible for?

416
00:40:11,260 --> 00:40:15,940
What are you accountable in the things that you do that contribute to the business?

417
00:40:16,300 --> 00:40:18,240
And then what are the expectations associated with that?

418
00:40:18,240 --> 00:40:20,900
How do we want to see that emerge?

419
00:40:21,040 --> 00:40:25,880
And everybody took ownership of writing their own roles, responsibilities, and expectations

420
00:40:25,880 --> 00:40:27,320
and getting that down.

421
00:40:27,500 --> 00:40:30,460
And it wasn't one of these things where like, that's it forever.

422
00:40:30,580 --> 00:40:31,500
We'll never change it.

423
00:40:31,680 --> 00:40:34,840
The idea of RR&Es is that they actually should probably change over time.

424
00:40:35,180 --> 00:40:39,400
But we were able to then really have a better understanding of who's responsible for what

425
00:40:39,400 --> 00:40:40,340
on the team.

426
00:40:40,800 --> 00:40:46,540
And then as a result of that, we had more clarity across the team about who was contributing

427
00:40:46,540 --> 00:40:48,800
to what processes or aspects of the business.

428
00:40:48,800 --> 00:40:54,880
And it helped set goals and accountability for those goals for different roles on the

429
00:40:54,880 --> 00:40:55,160
team.

430
00:40:55,580 --> 00:41:01,080
So those are two examples of like just taking the time to think about these questions that

431
00:41:01,080 --> 00:41:03,320
may even seem like common sense at first.

432
00:41:03,620 --> 00:41:05,900
Like, oh yeah, everyone should know what their roles and responsibilities are.

433
00:41:06,260 --> 00:41:10,020
But if you haven't talked about it in six months, it can be one of those things that

434
00:41:10,020 --> 00:41:13,480
kind of just falls by the wayside and you just assume certain things and then things

435
00:41:13,480 --> 00:41:14,020
get lost.

436
00:41:14,020 --> 00:41:18,740
taking the time to actually codify it, be clear about it, and then say, hey, we'll revisit this

437
00:41:18,740 --> 00:41:23,520
in six months, that's something that's been very helpful to our team. And we've been able to

438
00:41:23,520 --> 00:41:27,460
be a lot more streamlined and efficient with some of the processes that we've had since

439
00:41:27,460 --> 00:41:32,320
the implementation of those RR&Es. Yeah. And here at TFTC, obviously,

440
00:41:32,320 --> 00:41:37,480
we're still going through the process. I think we have three or four more meetings,

441
00:41:37,480 --> 00:41:44,820
the next of which is tomorrow to really tie knots in in this whole exercise but we've been

442
00:41:44,820 --> 00:41:49,540
slowly but surely implementing stuff along the way and i think for us the the biggest

443
00:41:49,540 --> 00:41:54,560
value add from going through this exercise immediately has been the knowledge dimension

444
00:41:54,560 --> 00:42:03,600
we were ed and i have been going through this this process with you um and i think we were

445
00:42:03,600 --> 00:42:07,360
encouraged after reading Good Profit and having a few conversations with you. It's like, okay,

446
00:42:07,360 --> 00:42:13,040
I think we're pretty much in line with this philosophy and are applying it in certain ways

447
00:42:13,040 --> 00:42:18,440
in the sense that we have sort of a flat hierarchy and we communicate pretty regularly

448
00:42:18,440 --> 00:42:27,260
in our company discord. But there were some gaps in knowledge, like information was scattered.

449
00:42:27,900 --> 00:42:32,160
We didn't know who was supposed to own that information. And we began implementing this.

450
00:42:32,160 --> 00:42:45,200
And as you saw last week on our last call, when we showed you our dashboard, like we're, we quickly recognized that that was a gap that we had and we can increase the productivity and efficiency of the business.

451
00:42:45,340 --> 00:42:51,500
We simply had better knowledge processes in place and began implementing them and building them out almost immediately.

452
00:42:51,500 --> 00:42:55,700
And it's already had a massive benefit to, to what we're doing here.

453
00:42:56,560 --> 00:42:57,000
Yeah.

454
00:42:57,000 --> 00:42:59,820
Going through the knowledge dimension with you guys was a lot of fun.

455
00:42:59,820 --> 00:43:14,720
Honestly, I had a lot of fun doing it just because it was cool to see the opportunities emerge as we were having the discussion about where you guys could improve the business and where there were opportunities to improve the knowledge flow, the knowledge sharing that you guys were doing.

456
00:43:15,040 --> 00:43:19,160
Even though, again, going into it, it wasn't like you guys had terrible knowledge.

457
00:43:19,160 --> 00:43:25,760
As you said, you were communicating regularly and there were a lot of ways in which you guys kept each other up to date.

458
00:43:25,760 --> 00:43:29,780
but still taking the time to be intentional about going through that process.

459
00:43:29,780 --> 00:43:35,200
And that's the thing that I would emphasize for every Bitcoin business out there is being

460
00:43:35,200 --> 00:43:40,960
intentional about going through and asking these questions will reveal no matter how

461
00:43:40,960 --> 00:43:46,040
well you think you're doing, it will reveal something that you're missing or some gap

462
00:43:46,040 --> 00:43:50,580
or some way that you can, you can improve the, the, the results you're getting in your

463
00:43:50,580 --> 00:43:50,980
business.

464
00:43:50,980 --> 00:44:13,000
And for with you guys, with the knowledge dimension that we went through and what we discovered, there was just a lot of ways that you guys were able, after the discussion, to coordinate the knowledge that you're using on the back end for your podcasting business that we hadn't really thought about or wasn't front of mind when we first started the discussion.

465
00:44:13,140 --> 00:44:20,480
And so seeing the dashboard that Ed showed that he built as a result of that and just seeing the fruition of that was a really fun experience.

466
00:44:20,480 --> 00:44:25,260
So I think it just speaks to the testament, right, of this applies to all businesses.

467
00:44:25,260 --> 00:44:34,340
It's like one of the common, one of the things I've heard and starting to talk to some entrepreneurs about this as well, you know, that's Koch Industries.

468
00:44:34,600 --> 00:44:40,480
And they're already very successful and they do a massive, you know, massive revenue every year.

469
00:44:40,620 --> 00:44:44,520
And they're there. Of course, you know, it works for them. But I'm, you know, I'm small. I'm getting started.

470
00:44:44,920 --> 00:44:48,380
And I think the key is it does apply to everyone, right?

471
00:44:48,380 --> 00:44:51,220
It's not about who it's being used by.

472
00:44:51,380 --> 00:44:54,140
It's about the principle itself.

473
00:44:54,400 --> 00:44:59,040
And if you just take the time to be intentional about it, it's fun to see the results that emerge from it.

474
00:45:00,540 --> 00:45:00,580
Yeah.

475
00:45:01,440 --> 00:45:05,740
Yeah, well, I mean, I think – I'm curious.

476
00:45:06,040 --> 00:45:13,460
I think we've discussed this before, but I'm curious to get your thoughts on air about what it was like working with a media company to go through this process.

477
00:45:13,680 --> 00:45:16,220
Is it a new type of company?

478
00:45:16,700 --> 00:45:17,140
Yes.

479
00:45:17,140 --> 00:45:21,500
Well, you guys, yeah, you're the first media company I've worked with, which is exciting, right?

480
00:45:22,860 --> 00:45:34,280
But it wasn't like, it wasn't, there's nothing that, once you understand PBM, there's nothing that comes at you that's like, oh, this is a, I don't, this is a media thing.

481
00:45:34,600 --> 00:45:35,960
I don't know about that.

482
00:45:35,960 --> 00:45:43,100
You know, like it's the concept of these principles of virtue and talents, vision, knowledge, comparative advantage.

483
00:45:43,720 --> 00:45:46,360
It all applies to whatever business you're running.

484
00:45:46,360 --> 00:46:16,340
So one of the things that is cool with working with you guys is just learning about the media business, learning about the way that you guys think about your audience, learning about the way you guys manage sponsor relationships, learning about the way that you guys think about how you educate and contribute to the ideas and the debate and the discourse that go out there around the issues that you guys talk about, which was – that was really cool to see and learn more about what that looks like on the back end.

485
00:46:16,360 --> 00:46:27,080
But at the same time, when it comes to applying these principles of principle-based management, you're still running into the same problems that any other business would run into.

486
00:46:27,360 --> 00:46:29,900
You're running into areas where you have knowledge gaps.

487
00:46:29,900 --> 00:46:49,180
You're running into, you know, identifying yourself as a culture and what values you stand for and being clear about what those values are and how you can use those to to inspire your team and empower your team and and and give them the the feeling that they can contribute to something meaningful.

488
00:46:49,180 --> 00:46:53,740
Right. Or just clarifying your vision. Right. We haven't really talked about the vision dimension that much.

489
00:46:53,740 --> 00:47:01,680
But, you know, clarifying one of the things that was, you know, cool with you guys is clarifying your vision as a media company, right?

490
00:47:02,060 --> 00:47:09,700
What you guys are standing for, and if you're comfortable with me sharing, it was being signal in the sea of noise, right?

491
00:47:10,080 --> 00:47:18,480
And that is a unique approach to your vision that is unique now to TFTC.

492
00:47:18,480 --> 00:47:38,980
And so now you guys are trying to be a signal in the sea of noise in this world of information overload, right? That starts to give me a picture about what you guys stand for. And I think just even going through that process was very cool in terms of helping to see, like, as a media company, this is how we're going to interact with the world.

493
00:47:38,980 --> 00:47:55,720
This is how we're going to create value for the world. We're going to be the signal for our audience in the midst of everything that they got coming at them. All the algorithm, all the social media feeds, all the doom scrolling, all of that stuff that's coming at them, we're going to stand out. We're going to be that signal.

494
00:47:55,720 --> 00:48:08,760
So, you know, that's just that's a very cool way in which it's you take the specific company in the industry that you're dealing with, but then you take these principles and you you come to clarity on on what you're trying to accomplish.

495
00:48:08,900 --> 00:48:10,720
And it's an exciting process.

496
00:48:11,980 --> 00:48:19,380
Yeah, I think another added benefit that really stuck out was the marginal analysis of of new initiatives.

497
00:48:19,380 --> 00:48:21,920
like we talked about we just launched

498
00:48:21,920 --> 00:48:24,220
bitcoinproducts.com

499
00:48:24,220 --> 00:48:26,560
and we're going to lean into that

500
00:48:26,560 --> 00:48:28,220
and we just went through the marginal analysis

501
00:48:28,220 --> 00:48:30,720
okay we're going to allocate time and capital to this

502
00:48:30,720 --> 00:48:31,860
like what is

503
00:48:31,860 --> 00:48:34,180
the potential value add to the business

504
00:48:34,180 --> 00:48:35,580
and going through that process was

505
00:48:35,580 --> 00:48:38,460
very enlightening and not only that

506
00:48:38,460 --> 00:48:40,260
with the AI tools

507
00:48:40,260 --> 00:48:41,720
maybe we can talk about this for a while

508
00:48:41,720 --> 00:48:44,300
but I remember last week I asked you

509
00:48:44,300 --> 00:48:46,120
to send me a zip file of all

510
00:48:46,120 --> 00:48:48,280
the documents of the finished

511
00:48:48,280 --> 00:48:49,920
dimensions that we've gone through.

512
00:48:50,100 --> 00:48:56,400
So I took those and I uploaded them into the back of a cloud code and cloud

513
00:48:56,400 --> 00:49:00,040
co-work and created individual skills for each document.

514
00:49:00,160 --> 00:49:01,060
Like we had our vision doc,

515
00:49:01,160 --> 00:49:05,940
we had our marginal analysis doc or knowledge doc and basically like dump

516
00:49:05,940 --> 00:49:08,920
them in the cloud and said, okay, take each of these docs and make a skill.

517
00:49:09,620 --> 00:49:13,020
And when we're doing something and I pull in a particular skill,

518
00:49:13,360 --> 00:49:16,560
whether it's basically trying to determine whether or not something we're

519
00:49:16,560 --> 00:49:23,380
doing is aligning with our vision or um the the best example is um after our discussion last week

520
00:49:23,380 --> 00:49:29,000
i took the marginal analysis doc made a skill out of made a skill for claude on it and then

521
00:49:29,000 --> 00:49:34,200
basically had a conversation using that skill about bitcoinproducts.com was able to create a

522
00:49:34,200 --> 00:49:40,160
memo and share it with the people working on bitcoin products and tftc like hey right here's

523
00:49:40,160 --> 00:49:46,080
um here's why it makes sense to go after this here's some timeline here's a timeline of

524
00:49:46,080 --> 00:49:50,520
what we're going to measure over time to see if it's successful and decide whether we should

525
00:49:50,520 --> 00:49:53,220
keep leaning into it or back away from it.

526
00:49:53,220 --> 00:50:00,860
And with AI and these principles, we codify them and actually have artifacts that you can

527
00:50:00,860 --> 00:50:01,860
dump into them.

528
00:50:01,860 --> 00:50:04,700
You can really work with these LLMs to get better results.

529
00:50:04,700 --> 00:50:05,700
Yeah.

530
00:50:05,700 --> 00:50:17,270
I mean I learned from you guys even just talking with you guys about what you doing with AI what you and Ed are implementing I think that awesome to hear that

531
00:50:17,270 --> 00:50:31,150
I think that that's, again, as far as the time that we're living in, what we're going through as small businesses, as entrepreneurs, with the tools that are coming online and the things that we're really being able to do,

532
00:50:31,150 --> 00:50:37,270
the process of iteration that has gone into PBM, that's gotten it to be such a proven framework.

533
00:50:37,830 --> 00:50:44,730
Now it can be for many of us as we start to grasp these principles and apply them, again,

534
00:50:44,810 --> 00:50:48,070
not grasp them in a first principle sense. We've already got that, especially if you're a Bitcoin

535
00:50:48,070 --> 00:50:52,530
for the most part, but grasp them in like, how do I implement this in my business? And how do I

536
00:50:52,530 --> 00:50:58,150
make this into a framework like the principle-based management framework? Take that, plug that into

537
00:50:58,150 --> 00:51:03,630
AI, plug that into, you know, build out tools for decision making, for economic thinking,

538
00:51:03,950 --> 00:51:08,890
for these knowledge processes that we're talking about, for even, you know, staying true to

539
00:51:08,890 --> 00:51:10,030
your organizational vision.

540
00:51:10,490 --> 00:51:15,470
The possibilities are endless, right, with what you can do with that.

541
00:51:15,530 --> 00:51:19,450
And it's cool to hear even the application that you're talking about there, feeding the

542
00:51:19,450 --> 00:51:25,610
documents that we've worked on and plugging that into AI to begin that process for you

543
00:51:25,610 --> 00:51:25,910
guys.

544
00:51:26,370 --> 00:51:31,310
But I do think that is one of the exciting things is once you get exposed to the framework,

545
00:51:31,410 --> 00:51:35,650
once you understand and internalize this is how we want to attack problems from these five dimensions.

546
00:51:35,790 --> 00:51:38,070
We want to look at our business.

547
00:51:38,270 --> 00:51:40,930
We want to look at the different problems that we're running into in our business.

548
00:51:41,030 --> 00:51:43,110
Look at the different ways we can add value to the world.

549
00:51:43,450 --> 00:51:44,770
We want to look at it through these dimensions.

550
00:51:44,970 --> 00:51:52,090
Now I'm going to plug that into the AI tools and the AI opportunities that are out there and the LLMs

551
00:51:52,090 --> 00:51:58,910
And then use that to just streamline this process of making it that much more efficient.

552
00:51:59,170 --> 00:52:01,830
And I think that's a huge opportunity.

553
00:52:02,110 --> 00:52:04,690
I mean, there's apps that can be vibe-coded.

554
00:52:07,650 --> 00:52:14,450
There's consultants and coaches to be able to really propagate these tools for us.

555
00:52:14,810 --> 00:52:20,710
And the cool thing is then you guys can make them for you in terms of the specific uses of your business, right?

556
00:52:20,710 --> 00:52:31,090
And when we'll be able to do the same as Satoshi Pacholi and any company that really starts to take this seriously, we'll be able to do it for themselves based upon their needs and what's going on.

557
00:52:32,230 --> 00:52:33,930
Yeah. Selfish question.

558
00:52:34,490 --> 00:52:34,730
Yeah.

559
00:52:35,070 --> 00:52:37,550
Where do companies fail when trying to implement this?

560
00:52:38,570 --> 00:52:41,210
That's a great question. That is a really great question.

561
00:52:45,150 --> 00:52:47,110
A couple things immediately come to mind.

562
00:52:47,710 --> 00:52:52,690
First is this idea of, I would call it like jargon, right?

563
00:52:52,730 --> 00:52:54,410
The jargonization of business.

564
00:52:54,510 --> 00:52:59,710
And I think every business runs into this problem, no matter what system or framework you have in place, right?

565
00:53:01,190 --> 00:53:06,010
There's a lot of words, like key concepts, I would say, that emerge from principal waste management.

566
00:53:06,010 --> 00:53:15,130
Things like comparative advantage, roles, responsibilities, and expectations, knowledge and knowledge processes, benchmarks, decision making, economic thinking, right?

567
00:53:15,130 --> 00:53:21,490
We have all these terms that emerge, and if you read Good Profit, you'll see a lot of what I just talked about, those terms referenced.

568
00:53:22,010 --> 00:53:29,030
So you can kind of fall into the pattern of using the words but not implementing, if that makes sense.

569
00:53:29,170 --> 00:53:38,930
Like I say, oh, I'm working on knowledge processes today, or I'm thinking about my RR&Es today, right, or roles, responsibilities, and expectations.

570
00:53:38,930 --> 00:53:50,850
And you use the terms, but do you really internalize them and you really ask the questions and search for the answers that enable you to truly apply them, right?

571
00:53:50,910 --> 00:53:56,670
So jargonization can be a pitfall because you get excited about all the concepts and teaching them to your team.

572
00:53:56,730 --> 00:53:58,310
And then everybody starts using the term.

573
00:53:58,630 --> 00:54:01,170
One of the funny ones is comparative advantage, right?

574
00:54:01,550 --> 00:54:08,370
So comparative advantage, obviously, in economics, it's based upon your opportunity cost, right?

575
00:54:08,370 --> 00:54:15,310
So I should spend time and energy doing things for which I have the lowest opportunity cost, right?

576
00:54:15,410 --> 00:54:22,250
So I don't want to spend time on something that – or I'm sorry, not lowest, highest opportunity cost.

577
00:54:22,670 --> 00:54:33,530
I don't want to spend time and energy on something where I'm doing something that – I'm performing at a suboptimal rate to get a suboptimal result.

578
00:54:33,530 --> 00:54:42,930
I want to leverage my talents, my knowledge, my skills at something that is as as my the best use of my time relative to my opportunity cost.

579
00:54:43,010 --> 00:54:45,010
Right. So you always have to think about that opportunity cost.

580
00:54:45,410 --> 00:54:48,750
Sometimes people interpret or can misinterpret comparative advantages.

581
00:54:48,990 --> 00:54:52,290
I'm good at it. Right. I'm good at the thing. Therefore, I should do the thing.

582
00:54:52,790 --> 00:54:55,850
And that's not necessarily that just means you're good at it. Right.

583
00:54:56,130 --> 00:54:58,850
So you're not considering that opportunity cost question.

584
00:54:58,850 --> 00:55:04,670
Uh, so, uh, anyway, jargonization and not being, not really being intentional about

585
00:55:04,670 --> 00:55:06,710
applying the concept, just using the words as one.

586
00:55:07,090 --> 00:55:16,670
Uh, the, the second thing that I think can fail is, is more so like, honestly, the, the

587
00:55:16,670 --> 00:55:20,670
hardest thing, the hardest one, or sometimes one, one of the hardest ones is the challenge

588
00:55:20,670 --> 00:55:21,090
culture.

589
00:55:21,430 --> 00:55:26,430
So the open feedback, the challenge culture, the, the free speech, because no matter what

590
00:55:26,430 --> 00:55:28,370
happens at the end of the day, we're all still human.

591
00:55:28,850 --> 00:55:48,490
So we all still ego can get in the way. The just natural human instinct of the way that we operate when things get rough, we can sometimes stifle productive challenge. We can sometimes run away from productive challenge because we're scared of what people think about us or whether we'll get criticized by the boss.

592
00:55:48,490 --> 00:55:56,870
uh we again we can uh we can weaponize challenge like or make make challenge or feedback into

593
00:55:56,870 --> 00:56:02,130
something where it becomes about the persons involved not about the ideas at play so when

594
00:56:02,130 --> 00:56:08,350
we do that we might still be saying or you know we might still say we have a challenge culture

595
00:56:08,350 --> 00:56:14,010
a feedback culture but it it's not getting put into place in practice and that that can very

596
00:56:14,010 --> 00:56:21,550
quickly lead to some negative morale. And I think the last thing that is really important with all

597
00:56:21,550 --> 00:56:28,970
this is it still does matter that the leaders of a company are bought in. So if the leaders aren't

598
00:56:28,970 --> 00:56:35,850
bought in, then it's much tougher to have a culture that is centered around this framework.

599
00:56:36,530 --> 00:56:42,730
If the leaders are playing lip service to it, then that can be a problem as well. But those are some

600
00:56:42,730 --> 00:56:48,950
of the immediate pitfalls that come to mind. The last thing I would say is it is hard. It genuinely

601
00:56:48,950 --> 00:56:55,150
is hard if you really take the time to do PBM. I would compare it to something like a heavy

602
00:56:55,150 --> 00:57:01,690
deadlift. A deadlift is a very simple exercise. You have a weight that's sitting on the floor,

603
00:57:01,810 --> 00:57:06,290
and you pick it up. That's all you do. That is literally, if you're just going to describe it

604
00:57:06,290 --> 00:57:11,470
as bare bones level, heavy weight is on the ground, you pick it up. But when you actually

605
00:57:11,470 --> 00:57:15,550
understand what goes behind a deadlift. And I have experience in the fitness industry. So

606
00:57:15,550 --> 00:57:20,890
I was a personal trainer for six years. When you look at the physics behind a deadlift,

607
00:57:20,970 --> 00:57:25,290
when you look at everything that you're doing from a biomechanics perspective,

608
00:57:25,810 --> 00:57:31,330
there's a lot that goes into a really good debt, especially when you talk about competitive dead

609
00:57:31,330 --> 00:57:36,650
lifters and people that are lifting those five, six, seven, 800 pound weights. There's a lot that

610
00:57:36,650 --> 00:57:41,070
goes into that on the back end that's way beyond just picking up a weight and putting it down.

611
00:57:41,470 --> 00:57:43,270
I'd say the same thing with PBM.

612
00:57:43,850 --> 00:57:48,790
At the end of the day, we're applying free principles that work at a level of the free

613
00:57:48,790 --> 00:57:49,930
society to the organization.

614
00:57:50,130 --> 00:57:50,530
That's it.

615
00:57:50,930 --> 00:57:52,590
It's a very simple concept.

616
00:57:52,590 --> 00:57:58,410
But the actual commitment to doing that day in and day out and thinking from an economics

617
00:57:58,410 --> 00:58:03,370
perspective, like if we were to really challenge ourselves, am I thinking economically as well

618
00:58:03,370 --> 00:58:04,190
as I could be?

619
00:58:04,530 --> 00:58:07,110
Am I really thinking about the opportunity cost here?

620
00:58:07,110 --> 00:58:12,630
Am I really looking at the knowledge processes and gaps and where we can find that?

621
00:58:12,750 --> 00:58:17,170
Like that does take mental effort, mental energy.

622
00:58:17,810 --> 00:58:21,310
And so I think the last thing is it's it really is just hard.

623
00:58:21,590 --> 00:58:25,550
It's like a good workout regimen that if you stick to, you're going to get a lot of results.

624
00:58:25,770 --> 00:58:34,750
But it's also like a good workout regimen in that it's hard and you've got to stay committed and you don't skip on it because you're not feeling like it because that's when the results go away.

625
00:58:34,750 --> 00:58:44,490
So that would be the last pitfall is just you got to be willing to muscle through some of the tougher times when it comes to applying and staying consistent with it.

626
00:58:45,570 --> 00:58:50,450
And what are the teams that are good at sticking with it and applying it?

627
00:58:50,550 --> 00:58:53,370
What is like the number one thing that they do?

628
00:58:54,170 --> 00:58:56,230
I know it's hard. It's just like doing it. But like what?

629
00:58:58,190 --> 00:59:02,550
One thing that I found very successful is not trying to do everything all at once.

630
00:59:02,550 --> 00:59:11,250
so uh if you're just getting into pbm and you want to become successful with it don't try to

631
00:59:11,250 --> 00:59:15,590
be thinking about every single question from all five dimensions all at once that's going to burn

632
00:59:15,590 --> 00:59:21,770
you out and you're you're gonna you're gonna feel like this doesn't work pick one dimension like for

633
00:59:21,770 --> 00:59:26,930
you guys i'd use you guys in as an example here it sounds like not you might want to live in the

634
00:59:26,930 --> 00:59:31,270
knowledge processes dimension for the next six months like i'm not saying the other dimensions

635
00:59:31,270 --> 00:59:35,210
don't exist, not saying there aren't beneficial things that you're going to learn from still

636
00:59:35,210 --> 00:59:39,830
thinking about virtues and talents and vision, but you guys have really had some breakthroughs

637
00:59:39,830 --> 00:59:43,290
going through the knowledge dimension stuff. So let's live there for six months and let's,

638
00:59:43,290 --> 00:59:46,810
let's be consistent about applying that dimension for just the next six months.

639
00:59:47,430 --> 00:59:53,450
And we'll keep the others in mind. So for me, one of the things that I found very successful

640
00:59:53,450 --> 00:59:59,030
is companies or teams that pick specific concepts that really start to lead to a breakthrough

641
00:59:59,030 --> 01:00:01,590
and just stick with that and grow from there.

642
01:00:01,750 --> 01:00:03,730
Because once you experience results there,

643
01:00:04,330 --> 01:00:07,210
then you're going to start to see where the other dimensions fit in

644
01:00:07,210 --> 01:00:08,710
and they come in over time.

645
01:00:09,250 --> 01:00:11,010
You still want to understand all the dimensions,

646
01:00:11,190 --> 01:00:14,150
but I'd say pick one or two things that are really starting to stick,

647
01:00:14,230 --> 01:00:17,670
one or two dimensions, one or two concepts within those dimensions,

648
01:00:17,670 --> 01:00:19,750
and really get good at that.

649
01:00:20,250 --> 01:00:21,910
And then grow from there.

650
01:00:22,010 --> 01:00:25,650
The other thing that I think is, I go back to this a lot

651
01:00:25,650 --> 01:00:31,050
because this is preferential to how I like to manage.

652
01:00:31,310 --> 01:00:34,770
And I do see, I have seen a ton of success

653
01:00:34,770 --> 01:00:35,570
when this is present.

654
01:00:35,870 --> 01:00:38,470
Just the overwhelming commitment to a feedback

655
01:00:38,470 --> 01:00:39,590
and a challenge culture.

656
01:00:40,350 --> 01:00:42,130
The teams that are good with that,

657
01:00:42,490 --> 01:00:44,670
they get a lot of things right in the longterm.

658
01:00:45,250 --> 01:00:48,550
The teams that end up missing that,

659
01:00:48,890 --> 01:00:50,370
or there's like a chilling effect,

660
01:00:50,470 --> 01:00:53,530
or there's subtle politics and bureaucracy

661
01:00:53,530 --> 01:00:54,730
that goes on in the background,

662
01:00:54,730 --> 01:00:59,270
or there's things that, you know, there's, there's, or shut down of any challenge.

663
01:00:59,550 --> 01:01:03,350
Once that starts to happen, a lot of other things do start to fall off.

664
01:01:03,970 --> 01:01:07,630
So on the flip side, the teams that are very well, it's robust.

665
01:01:07,730 --> 01:01:10,210
You come into the meeting and you're like, Hey, I messed up.

666
01:01:10,490 --> 01:01:11,730
I take ownership of that.

667
01:01:12,150 --> 01:01:13,690
You know, I'm going to do better next time.

668
01:01:13,750 --> 01:01:14,670
This is how I'm going to do it.

669
01:01:14,830 --> 01:01:16,770
Or, Hey, I don't agree with your idea.

670
01:01:16,950 --> 01:01:19,090
I understand where you're coming from, but I don't agree with it.

671
01:01:19,130 --> 01:01:20,610
I think there's, this is the better way forward.

672
01:01:20,970 --> 01:01:24,070
If you've got that environment where people can be that honest with each other and give

673
01:01:24,070 --> 01:01:29,490
that direct feedback, you're going to get to better ideas over time. So I know that's kind

674
01:01:29,490 --> 01:01:33,470
of a specific knowledge dimension and maybe a little bit of virtue and talents dimension

675
01:01:33,470 --> 01:01:39,870
aspect of it. But that's something that I found to be extremely, when you got a team that operates

676
01:01:39,870 --> 01:01:46,590
like that, they're going to get a lot of things right over time. Yeah. Well, I'm excited to begin

677
01:01:46,590 --> 01:01:52,770
implementing this more. Logan listening in. I think he's experienced some of it, but I think

678
01:01:52,770 --> 01:01:57,030
we have to finish the process first and then really go full bore in terms of like, okay,

679
01:01:57,030 --> 01:01:58,770
here's all of our artifacts.

680
01:01:58,890 --> 01:01:59,430
Here's our vision.

681
01:01:59,610 --> 01:02:05,650
Here's how we're going to attack knowledge and run marginal analysis and our virtues and

682
01:02:05,650 --> 01:02:06,990
talents, what are our responsibilities.

683
01:02:07,410 --> 01:02:14,410
And I think it's going to be a good 2026 for TFTC in large part to you sitting down and

684
01:02:14,410 --> 01:02:15,830
going through this process with us.

685
01:02:15,870 --> 01:02:16,610
So thank you for that.

686
01:02:17,130 --> 01:02:17,490
Absolutely.

687
01:02:17,770 --> 01:02:17,950
Yeah.

688
01:02:18,070 --> 01:02:21,750
And just as a final note here, I think one of the things that's really cool about this

689
01:02:21,750 --> 01:02:23,850
is I think about the culture, right?

690
01:02:23,930 --> 01:02:25,530
Again, going back to the point I made earlier

691
01:02:25,530 --> 01:02:27,530
about the ethos that we're contributing to

692
01:02:27,530 --> 01:02:28,390
and we're a part of,

693
01:02:29,070 --> 01:02:32,350
I really believe this framework for managing a company

694
01:02:32,350 --> 01:02:36,510
is part of that emerging Bitcoin ethos, right?

695
01:02:36,570 --> 01:02:38,810
And so if we can practice what we preach,

696
01:02:38,850 --> 01:02:41,350
if we can take these same principles

697
01:02:41,350 --> 01:02:43,590
and put it in the way that we run our business,

698
01:02:44,170 --> 01:02:46,810
it's exciting because of the cultures we're building

699
01:02:46,810 --> 01:02:48,550
and the results we get to achieve from that.

700
01:02:48,550 --> 01:03:04,970
So that's one thing that I'm very excited about with this framework. And I hope and hopefully more Bitcoiners and even just more individuals in this privacy, freedom, decentralized. It doesn't have to be just Bitcoiners, right?

701
01:03:04,970 --> 01:03:17,050
Like if we're all in the same space working for the sovereignty of the individual and the bottom up approaches to solving problems that society typically uses a centralized or top down approach.

702
01:03:17,610 --> 01:03:22,190
Let's let's use these principles and put them into frameworks that can also just help our businesses run better.

703
01:03:22,190 --> 01:03:34,810
And that's an exciting culture to want to be a part of, not just in terms of the not just in terms of the work that you're doing, but you're really you're really on kind of a bigger team when you're when you're when everyone's operating that way.

704
01:03:34,810 --> 01:03:37,110
which is exciting. It's one of the reasons that Bitcoin is so fun.

705
01:03:37,830 --> 01:03:42,490
Yeah. And if anybody's listening to this and is intrigued by what we've been discussing,

706
01:03:42,650 --> 01:03:47,590
you guys at Stoshi Patchouli are going to be doing this with more companies or open to doing

707
01:03:47,590 --> 01:03:52,130
this with more companies, correct? Yes. And we'd love to work with any company that's

708
01:03:52,130 --> 01:03:57,130
interested in trying to take this framework and grow their business and achieve better results

709
01:03:57,130 --> 01:04:04,250
through it. And then even just to start learning more, we do have articles on our sub stack.

710
01:04:04,810 --> 01:04:06,990
where I've introduced the idea of Bitcoin,

711
01:04:07,650 --> 01:04:10,110
PBA, principal-based management for Bitcoin companies

712
01:04:10,110 --> 01:04:11,110
and growing your business

713
01:04:11,110 --> 01:04:12,850
from a principal-based management framework.

714
01:04:12,990 --> 01:04:17,090
We have articles on the five dimensions of PBM as well there.

715
01:04:17,250 --> 01:04:18,550
So if anyone's interested,

716
01:04:18,750 --> 01:04:20,770
they can also check out on our sub stack.

717
01:04:21,350 --> 01:04:24,510
And we're continuing to produce more content there as well.

718
01:04:27,030 --> 01:04:27,550
Awesome.

719
01:04:27,710 --> 01:04:29,810
Well, Jason, thank you.

720
01:04:30,310 --> 01:04:32,390
Thank you for all you've done for us at TFTC

721
01:04:32,390 --> 01:04:33,610
over the last few months.

722
01:04:33,610 --> 01:04:38,670
It was great to meet you in person last night, and I will talk to you tomorrow morning as well.

723
01:04:39,450 --> 01:04:40,550
But this has been fun.

724
01:04:40,810 --> 01:04:49,970
And anybody listening, I would seriously consider, if you're running a business, especially this PBM management style.

725
01:04:50,170 --> 01:04:57,370
Just going through the exercises alone, learning about it, and being forced to think about our business here has been incredibly productive in and of itself.

726
01:04:57,370 --> 01:05:10,890
And hopefully I'm able and we as a team are able to lean into it and really make sure that we're following the principles that we have discovered throughout all this.

727
01:05:11,350 --> 01:05:17,310
And I think if we're successful in doing that, it will be massive for this business.

728
01:05:17,490 --> 01:05:18,310
So thank you for that.

729
01:05:19,010 --> 01:05:19,650
Yeah, of course.

730
01:05:19,750 --> 01:05:20,310
Thank you, Marty.

731
01:05:20,310 --> 01:05:29,210
And it's obviously been great working with you guys and helping you guys go through the exercise of applying this at TFTC.

732
01:05:29,590 --> 01:05:32,870
So appreciate the words of encouragement there.

733
01:05:33,210 --> 01:05:41,410
And you guys are grateful for everything you're doing, even just in the Bitcoin space and educating all the audiences about all the important stuff we're talking about here.

734
01:05:41,590 --> 01:05:42,470
So awesome.

735
01:05:42,550 --> 01:05:44,170
Awesome to be a part of that journey a little bit.

736
01:05:45,250 --> 01:05:48,810
Well, the journey continues.

737
01:05:48,970 --> 01:05:49,930
It's going to be a long one.

738
01:05:50,310 --> 01:05:52,650
peace and love freaks

739
01:05:52,650 --> 01:05:55,730
thank you for listening to this episode of tftc

740
01:05:55,730 --> 01:05:57,310
if you've made it this far

741
01:05:57,310 --> 01:05:59,630
I imagine you got some value out of the episode

742
01:05:59,630 --> 01:06:02,190
if so please share it far and wide

743
01:06:02,190 --> 01:06:03,990
with your friends and family

744
01:06:03,990 --> 01:06:05,450
we're looking to get the word out there

745
01:06:05,450 --> 01:06:07,970
also wherever you're listening

746
01:06:07,970 --> 01:06:10,430
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747
01:06:10,430 --> 01:06:12,190
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748
01:06:12,190 --> 01:06:13,550
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749
01:06:13,550 --> 01:06:15,250
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750
01:06:15,250 --> 01:06:17,290
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751
01:06:17,290 --> 01:06:18,290
that goes a long way

752
01:06:18,290 --> 01:06:19,530
last but not least

753
01:06:19,530 --> 01:06:29,130
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754
01:06:29,890 --> 01:06:36,710
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755
01:06:37,650 --> 01:06:40,930
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756
01:06:41,550 --> 01:06:43,810
Thank you for your time. And until next time.

757
01:06:49,530 --> 01:07:19,510
Thank you.