Building on Purpose: Aligning People and Process with Maya J. Irizarry of Solutions by Maya

Maya J. Irizarry (00:01.56) Hi, good morning. Quinton Comino (00:02.922) Hi, good morning. How are you, That's okay. I'm doing well. And I did pronounce that right, correct? Maya, wonderful. Wonderful, so glad you can make it. Sorry, I maybe should have prepped as far as, hey, here's how you download the, you know, Riverside or what have you. Maya J. Irizarry (00:05.07) Sorry for that. Good. How are you? Maya, yes. Thank you. Maya J. Irizarry (00:20.493) Well, saw it. saw it. Make sure you have Chrome because I usually use my Safari. But for some reason, I assumed that I had it on my laptop. Quinton Comino (00:32.959) Yeah. Maya J. Irizarry (00:34.53) Yeah, so sorry about that. Quinton Comino (00:35.998) No worries. No worries. happens. I, I've feels like every other time I connect my headphones to my computer, something goes wrong and like, then. Maya J. Irizarry (00:43.234) Yeah, something. And the funny thing is, usually I get back with plenty of time. And today, the roads after dropping the kids off at school were a little messy, of course, when I'm trying to get back. You know? Quinton Comino (00:53.036) Mm-hmm. Yeah, I like this is the wrong day. This needs to happen. Yeah, I definitely get that. So where are you physically located out of? Maya J. Irizarry (01:04.494) In South Florida. Any of you? Quinton Comino (01:06.152) Okay. That's what I thought. Cause I'm here as well. Cause it's seven eight six. That's a South Florida. like South Florida, like Miami area. Yeah. Okay. Broward Broward. We do Broward County is difficult to get permits in. Yeah. You're right there. Lauderdale. No, no, no, no, I'm not South. I'm Cocoa beach area. So I'm north of you a couple hours. Maya J. Irizarry (01:14.934) Yeah, Broward. Broward. Maya J. Irizarry (01:23.758) So you're physically in what area? You're in Miami? Maya J. Irizarry (01:32.212) okay. I have a client who's opening an office in Cocoa Beach. manufacture a roofing sheet. Quinton Comino (01:39.792) Okay, nice. They already have the location or they're starting it up? Maya J. Irizarry (01:45.78) they're going to be starting it up. it's been in talks for a while, but I think the season has been a bit slow. So I don't know that there's been a rush to, get everything going yet. Quinton Comino (01:58.592) I've seen a couple of, the reason I asked, I've seen a couple of roofing businesses start up on US one near where I'm at. An old warehouse that's been vacant forever was finally just purchased by someone and they're slowly setting everything up. It's a metal roofing company. Yeah. Maya J. Irizarry (02:06.498) Mm-hmm. Maya J. Irizarry (02:12.974) that could, it could be them. It could be, you never know. They do, they have purchased some property to every time they, they expand it's, it's, they're purchasing another property. I can only aspire to, to get to that point, right? Quinton Comino (02:29.696) Yeah, yeah, for sure. So, yeah, I kind of want to jump right in because I'm super, I'm super interested, but let me just do some, some prep, right? Just to give you an idea. So this podcast is Builder Buzz by Home Nation. I kind of run things here at Home Nation. We're a mobile home dealer online, mobile home dealer. We do have physical locations, primarily online and we attract all sorts of customers to our website. Over 10,000 people every day are on the website. So we'll have them. Maya J. Irizarry (02:38.924) Yeah, let's do it. Maya J. Irizarry (02:53.794) Right. Quinton Comino (02:58.046) Developers, we will have investors, we'll have everyday customers, we'll have contractors, kind of everything in between. And this is just a great podcast to put up there. It does well as far as interest for those that are on our website and also for Google, especially in the day of AI, where you have so much fake content. It's really great to have real, genuine content that you can't fake. Google really likes that. So it does well for us in that regard. then... Maya J. Irizarry (03:16.482) and Quinton Comino (03:26.748) Also for everyone who is here on the podcast, it does well for them also. So just wanted to kind of get that out of the way, the idea of the podcast. This will be 15, 20, 25, 30 minutes. If you have a hard stop, let me know. I'll make sure to honor that. Maya J. Irizarry (03:32.312) Okay. Maya J. Irizarry (03:41.934) I actually don't and that's why I thought... Quinton Comino (03:46.432) I lost you there, Maya. I think you muted yourself. Quinton Comino (03:55.412) I lost you. Hmm. You moved something and then it went away. Maya J. Irizarry (04:03.232) My phone, for some reason. Quinton Comino (04:04.03) There we go. Now you're back. You're back now. Maya J. Irizarry (04:07.086) So why is it connected to my phone? Quinton Comino (04:11.742) Uh-uh. Maya J. Irizarry (04:11.842) my it should be on my hold on I'm gonna remove my iPhone from the Mac Quinton Comino (04:18.848) Probably well now I lost you now you're back. Yeah. Yeah Maya J. Irizarry (04:22.072) Can hear me now? Okay. It was connected to my phone because I was looking at my calendar trying to make sure that I'm in. Yes, yes. I will. Yeah, I mean, we're good on time. Quinton Comino (04:28.32) I think I connected there for some reason. Quinton Comino (04:36.756) Nice. OK, great. Thank you. Quinton Comino (04:45.364) Okay, did it, it, you set up? Maya J. Irizarry (04:49.388) Yes, I'm celebrate. Quinton Comino (04:50.944) Okay. Sometimes when it does that, it's annoying. It switches between devices. So I was saying, know, 15 to 30 minutes, right? And I'll have a series of questions for you. And when we end, just kind of, it'll be a mock ending, wave goodbye, stay on the call, then we'll wrap it up. I'll do an intro apart from everything. So don't worry about that. We'll just kind of jump right into it. Cause I'm super eager to hear about what you do. It looks stuff up. Maya J. Irizarry (05:15.736) Well, I was curious to know what made you reach out because, I mean, obviously I just do the work in the realm I'm in, so I don't know how it came to your attention. Quinton Comino (05:25.012) Yeah. Yeah. So everything, you know, it is builder buzz and it is builder related, but really everything business related is what we're interested in. Like me personally very interested in, and this was a good fit, it seemed like, and it's a little different of a guest than we might have typically had. We have had some consultants before, but I'm excited to hear from what you do, because it sounds like your consulting is little higher level. Maya J. Irizarry (05:37.932) Mm-hmm. Quinton Comino (05:54.432) and more broad reaching as opposed to like some people niche down and say like here's how you do, here's how you manufacture. Like we had a consultant for manufacturing facility and that's really specific. Yours is more, it seems like business related. Here's how you get everybody on the same page. So we thought that would be a good fit. Maya J. Irizarry (06:06.285) Mm-hmm. Maya J. Irizarry (06:09.806) Yeah. Maya J. Irizarry (06:13.9) Yes. Okay, cool. Thanks. Quinton Comino (06:16.884) Yeah. So typically, and if you have any questions for me, feel free to ask, but typically how we start is you just say, Hey, my name is so-and-so I'm with so-and-so. Here's kind of a brief overview of what we do. And then I'll have some follow-up questions from there. And if anything is, yeah, there's really no pressure. It's pretty laid back because if anything's like, I didn't mean to say that or, it just didn't come out right. We can always edit that in post editing. So it's not like. Maya J. Irizarry (06:21.165) Mm-hmm. Maya J. Irizarry (06:34.038) Okay, no pressure. Quinton Comino (06:47.214) It's not a one take sort of thing, you know Maya J. Irizarry (06:50.69) I got it. Quinton Comino (06:51.796) So your company name solutions by Maya, right? What does the SBMGO stand for? I couldn't find that. Maya J. Irizarry (07:01.72) Solutions by Maya Goh. Quinton Comino (07:03.526) Okay. All right. I kind of, I wondered, thought, maybe as her initials, the geo. So what exactly, sorry, go ahead. Maya J. Irizarry (07:09.667) You what? Just to simplify, because if you think about it, everything is QR code now. If I were to spell out a whole, you know, long drawn out website, most people aren't going. They have no attention to it. So that's kind of how that started. Quinton Comino (07:18.496) Mmm. Quinton Comino (07:22.031) Yeah Quinton Comino (07:27.946) Mm-hmm. Mm-hmm. Quinton Comino (07:33.076) Yeah, solutions by Maya, solutions is that everyone's got a lot of problems. So what sort of solutions are you providing specifically? Maya J. Irizarry (07:44.192) So it's catered to bridging the people and the process in business. And so it is through various tools that I do this. I didn't realize that I connect dots very easily. I didn't realize it was a skill. And so in time, I've learned that in listening to the issues that people are facing in their businesses, business owners specifically, that Quinton Comino (07:50.772) Mm-hmm. Maya J. Irizarry (08:12.718) It tends to stem in an area that they can't identify, but a lot of it is either miscommunication, misalignment. And so how do we bridge that and understanding the people? How do I identify the right fit? Have a background in recruiting and admissions, college admissions. So you're trying to vet the right people for the right reasons, right? And then the other part of it is making sure that Quinton Comino (08:17.216) Hmm. Quinton Comino (08:24.832) Mm-hmm. Quinton Comino (08:29.876) Mm-hmm. Quinton Comino (08:36.01) Yeah, yeah. Maya J. Irizarry (08:41.314) the client has the proper systems in place, you know, for onboarding someone where they're not just given expectations and then kind of sink or swim when they get started. And then they feel a discomfort because there are bottlenecks or there are issues that arise that they don't know the natural flow of what that's supposed to look like. So the essence is bridging communication. Quinton Comino (08:45.493) Mm-hmm. Quinton Comino (09:01.418) Yeah. Mm-hmm. Quinton Comino (09:08.8) Mm-hmm. Maya J. Irizarry (09:10.506) And with that, it's getting people and understanding people's behaviors in the process. it's a lot of psychology. I didn't study psychology, but I lean into a lot of the behavior analysis because you understand how people behave and you understand how the roles are aligned and the expectation and the roles for behavior is then you don't have to, it's not about. Quinton Comino (09:21.152) Mm-hmm. Quinton Comino (09:26.516) Yeah. Maya J. Irizarry (09:38.446) whether you like them or you don't like them, it's whether they can perform or it's a misalignment and they go somewhere else. Quinton Comino (09:39.456) Mm-hmm. Mm-hmm. Quinton Comino (09:47.794) I get the impression just kind of right off the bat that, well, that you're a people person, that you get people and you understand people very well. Like relationships, just how people think, emotions. I get the impression that that's like a really strong forte of yours. Maya J. Irizarry (09:54.755) Mm-hmm. Maya J. Irizarry (10:06.7) Well, I try to develop good relationships. My grandmother, when she was still around, she was always considered the one who would talk to anyone. And I spent a lot of time with her. I like to make people feel comfortable. And I never want to see anyone struggle if I can help it. And so I think a lot of this comes from a long time of working for others. Quinton Comino (10:16.42) huh. Quinton Comino (10:22.496) Mm-hmm. Quinton Comino (10:35.456) Mm-hmm. Maya J. Irizarry (10:35.81) building up to helping others acclimate to their roles. I never had the official title to be an HR person or to build systems and processes, but that's just kind of what happened when I was in environments that didn't have them. So I would create them and make it systematic so it was easier for us to have predictability. And those are things that I talk to business owners on a regular basis about predictability, creating transparency, Quinton Comino (10:40.125) Mm-hmm. Quinton Comino (10:44.746) Mm-hmm. Quinton Comino (10:52.266) Mm. Quinton Comino (11:03.742) Mm-hmm. Maya J. Irizarry (11:05.058) because how you formulate all that stuff and position it for the people to effectively work is by design, right? And we're in the building industry, right? We're not going, we always go to an architect first, right? So why don't we do that for our businesses? Quinton Comino (11:20.166) Mm-hmm. Yeah. Quinton Comino (11:24.308) That's actually, that's a fair point. And so you're kind of the architect. So, so let me just make sure I'm tracking here. You help with kind of sounds like every aspect and you do very well with recruiting because you have a ton of experience with that. you said that's your background. You understand people finding the right person for the right role. You did a lot of that with college recruiting. So you're able to find out like, Hey, you're, you're not going to be an engineer or you're going to be a really good mechanic. You're going to be a really good doctor. Maya J. Irizarry (11:52.93) It's funny, I have a young lady who reached out to me after completing her course, reminding me of the first interview she had with me in college admissions. And at first she wanted to come to school. I don't even remember what the major was. And I said, don't do that. You're not gonna get out. I think it was medical assisting or something like that, where she was gonna get out with a degree, but maybe make $15 an hour. And what did you need that associate's degree for? Quinton Comino (12:13.642) Yeah. Quinton Comino (12:18.912) Mmm. Yeah, yeah, Maya J. Irizarry (12:22.014) We had an occupational therapy assistant program and she says that that was the best recommendation that I could have made for her because she got into an industry that she loves. She was able to travel with it. She was able to use her skill set wherever she went, start a business or work for others. And it was very flexible and it was able to be lucrative. Quinton Comino (12:46.42) Yeah, that's great. No, my, my wife's sister does that. She's an occupational therapist. She's an assistant for that and very happy with it. It was a great decision for her. Maya J. Irizarry (12:57.516) And it's one of those things you don't have to get a master's degree for, you can definitely have a great living out of it. I know I didn't start by saying, my name is Maya Arizari. My company is Solutions by Maya. We believe in people, fit and process planning. My motto is we're aligned teams drive results. And that's really the goal. How do we get alignment? Quinton Comino (13:00.158) Mm-hmm. Quinton Comino (13:04.0) Mm-hmm. Quinton Comino (13:11.04) Mm-hmm. Quinton Comino (13:16.309) Yeah. Quinton Comino (13:20.009) Hmm. Quinton Comino (13:23.85) Mm-hmm. Maya J. Irizarry (13:25.728) and how do we drive the goals we have to create the path. Quinton Comino (13:30.238) So, all right, and that's starting from bringing people on, getting the right people, making sure they're on board, and making sure that there's a structure in place for success in the business as a whole. So how do you know that you're achieving your goal, that people are being aligned, that you're getting results? Because that looks very different for every business. So how do you know that you're successful? Maya J. Irizarry (13:55.961) So I interview the clients. A lot of them, they don't come to me because they just want to spend money and have an advisor for the fun of it. A lot of the time they'll contact me because they're in such pain that they can't perform their everyday duties because there's either miscommunication, they can't get people to perform the way that they have expected. They've set up a certain expectation in their mind when they've hired someone that they're Quinton Comino (13:58.602) Mm-hmm. Quinton Comino (14:03.828) Mm-hmm. Quinton Comino (14:09.545) Yeah. Maya J. Irizarry (14:25.388) that they should perform a certain way. However, they don't have necessarily a goal number in mind. They haven't backed into what those key performance indicators would be for each goal. Right. So I have to coach them through that where we decide, okay, you've been successful in business. You've generated seven, eight, $10 million year over year over year. You know that you could be doing better with, with Quinton Comino (14:27.402) Mm-hmm. Quinton Comino (14:31.284) Mm-hmm. Quinton Comino (14:35.902) Yeah, they don't even know. Yeah. Quinton Comino (14:43.648) Mm. Quinton Comino (14:54.153) Hmm. Maya J. Irizarry (14:55.48) with your spending, you're probably not spending in a frugal way. You're not as careful as you probably should be with your bottom line. So that means you're not profiting as much. You don't have the best communication, which means how much time is lapsing and how is that experience affecting your customer service when you don't know when someone's supposed to be scheduled to be somewhere or you're not communicating with the customer. Quinton Comino (15:05.748) Mm-hmm. Mm-hmm. Quinton Comino (15:17.78) Mm-hmm. Quinton Comino (15:23.893) Yeah. Maya J. Irizarry (15:25.096) on their arrival or whatever the case may be. So we have to build what that should look like. And we have to first start with the leader to understand, yes, we have these nice mission vision values on your website. And yes, they sound great, but how are we living? Quinton Comino (15:26.356) Mm-hmm. Quinton Comino (15:30.56) Mm-hmm. Quinton Comino (15:40.038) Yeah. Where do you see most commonly the misalignment in relation to the mission, vision, values where this is what we say, but here's what we do. Maya J. Irizarry (15:52.359) I think that a lot of the people who go into business, especially in the roofing and construction trades, they're, they were really good at installing. They saw it. They, they worked in an environment that, they saw inefficiencies. They saw a way to do it themselves. And they said, why do I have to deal with them? Quinton Comino (15:58.548) Mm-hmm. Quinton Comino (16:04.583) Yeah. Maya J. Irizarry (16:18.637) and their, you know, whatever functions or dysfunction they had, and then, you know, let me do it my way. I know how to greet the customer. know how to acquire the customer and I know how to fulfill it. But when it gets beyond your physical ability and that's not their expertise, you know, they have to understand how do I apply it? I have one, client who owns a roofing company and he was Quinton Comino (16:21.971) Yeah. Quinton Comino (16:32.064) Mm. Mm-hmm. Quinton Comino (16:38.676) Yeah. Quinton Comino (16:46.271) Mm-hmm. Maya J. Irizarry (16:47.308) very good at being the technician. And then when it was just three of them, he had a rhythm because he would go do the visits for the inspections. And then he had someone in the office who would piggyback and do the follow-up proposal, deliver on the information. They had a good thing going, but then they needed to expand so that they can perform more work. Quinton Comino (16:49.716) Yes. Quinton Comino (17:02.496) Mm-hmm. Quinton Comino (17:11.712) Mm-hmm. Maya J. Irizarry (17:12.534) And then when that happens, there are more people involved and either the message gets diluted or the original people in the process were really good. then, well, and it's not that it's their fault. It's just now it's not, we're not dancing to the same, you know, the same two-step or whatever. And so it's really creating that. Quinton Comino (17:18.901) Yeah. Yeah, and the next ones. Quinton Comino (17:26.24) threat. Maya J. Irizarry (17:38.766) that alignment and of course when we're in it every day, it's hard to see it happening. But one day you just, look up and you're like, why am I feeling this way? And that's why this client specifically told me, he said, we're generating revenue. But I don't like how I impressed every night feeling like I am still hands on with every single project. Quinton Comino (17:44.885) Mm-hmm. Maya J. Irizarry (18:08.354) and I can't take a thought at some point when I had other people working for me, it would allow me some of the flexibility. And so it's that owner operator mentality and how do you separate trust and delegate. But first you have to define what every part of the process looks like from your point of view and how you want it executed on. And that takes time to build. Quinton Comino (18:18.485) Yeah. Quinton Comino (18:32.713) Yeah. Quinton Comino (18:36.628) Yeah. Yeah, it does. did you, when you're working with a client, do you have like a timeframe that you work with? Hey, this is kind of, I have three tiers of what I do, A, B or C, or is it, Hey, I work with you for as long as we need to achieve this goal. And then how do you, you know, offload from that and give them the reins completely and say, okay, you're on your own. Thank you so much. It was great working with you. How does that work? Maya J. Irizarry (19:03.566) It's usually the second option because it's usually ongoing. It's not something that I deliver on a presentation and here you go, it's buttoned up and now you have slideshow presentation. A lot of it starts with us building what that process needs to look like and then going on into now creating learning for each part of the process. Quinton Comino (19:10.409) Mm-hmm. Quinton Comino (19:15.623) Yeah. Quinton Comino (19:27.776) Mm. Maya J. Irizarry (19:29.038) educating each employee on how that and filtering that through and communicating and then developing the leaders to actually know how to problem solve through certain things and not depend on the C-suite. So there are also different levels of support that I provide in the process. And I really try to educate them along the way. Like if I'm helping with recruiting, I have a presentation called, You're Not Hiring a Resuming, the five C's of building. Quinton Comino (19:41.973) Yeah. Quinton Comino (19:57.256) Hmm. Yeah. Maya J. Irizarry (19:58.742) teams and that is based on the five C's are character, competence, capacity, chemistry and course. But what are the questions that you ask on an interview that will give you an indication that this person is a lot. Quinton Comino (20:05.268) Mm-hmm. Quinton Comino (20:13.854) Yeah, that's really good. Yeah, hiring the right people. That's the first step. If you do that wrong, then just like good luck. You're trying to make someone something that there may never be. Maya J. Irizarry (20:19.512) What? Maya J. Irizarry (20:25.452) And it's the hardest thing is to have that communication because, know, when, when someone starts, they're excited to work for a company. They want to be all in. No one comes to company and wants to do something right out of, you know, left field. It's, they want to do a good job. And so it's disheartening when you see that at the end of the road, when there's that misalignment to see them at that failure point, because you're not a failure. Quinton Comino (20:34.142) Yes. Quinton Comino (20:38.846) Yeah, yeah. Quinton Comino (20:47.412) Mm-hmm. Mm-hmm. Maya J. Irizarry (20:54.592) It's just, this is not the area or we failed you is we did not prepare you with the right information or we weren't in a position to take you on because we didn't have the proper training and development or learning and development that would allow you to be successful in this role. Quinton Comino (20:56.992) Yeah, correct, Quinton Comino (21:05.472) to write to. Quinton Comino (21:12.996) So that's this, I love that because this is like the idea that I call just like extreme responsibility where it's on me as the employer. I hired the wrong person. I didn't train you. I didn't give you the support. Like that's on me a hundred percent. I own that. Do you ever get pushback from your clients where they're like, no, Maya, this person's just not good. Like they're, they're the one who's not receiving it. Do they ever not respond well to that? Maya J. Irizarry (21:21.111) Okay. Maya J. Irizarry (21:40.396) Yes. And there are going to be people where they have the expectation, like, I'm going to come in and wave a wand and something's going to change miraculously. So if they don't believe in the philosophy, I use assessment tools. I use the disc assessment where I don't just assume I know what people are all about. I let them take the assessment and it explains their behaviors. Quinton Comino (21:53.536) Mm-hmm. Quinton Comino (21:59.892) Thank you. Quinton Comino (22:04.234) Mm-hmm. Quinton Comino (22:09.652) Mm-hmm. Maya J. Irizarry (22:10.863) forms me of the value they bring to the organization and how to effectively communicate with them, how not to communicate with them, their potential strengths or weaknesses, energizers or stressors. I mean, I started to identify energizers and stressors when I was still employed and managing a team of people. And the way that I delegated was based on the actual tasks that would stress me out. I would delegate. And even if it was a high Quinton Comino (22:18.814) Mm-hmm. Quinton Comino (22:23.593) Yeah. Quinton Comino (22:30.73) Mm-hmm. Quinton Comino (22:38.463) Yeah. Maya J. Irizarry (22:39.608) Well, I would teach one of my employees how to do a high level function. It would allow them to grow, but it also would take something off my plate that I really didn't have any business doing if it didn't allow. Obviously there's work that you can't avoid that's going to stress you out. But if you can acknowledge those areas or if I can see what stresses you out potentially, and I know that this role will require you to be in that state of stress constantly. Quinton Comino (22:51.54) Yeah. Quinton Comino (22:56.83) Yeah. Yeah. Quinton Comino (23:07.582) Mm-hmm. Mm-hmm. Maya J. Irizarry (23:09.198) then I'm gonna ask you questions about that on the interview. Quinton Comino (23:11.988) No, that's really good. No, that's really good. I'm looking. Yeah, that's great point. hey, this is going to carry this level of stress. Can you handle it? You're going to get customers calling about this stuff. Can you handle it? You're going to have this many people responsible that you're responsible for. How are you going to do with that? Maya J. Irizarry (23:22.083) Mm-hmm. Maya J. Irizarry (23:30.614) Right. And at the same time, yes, you may have done it before. You may be capable of doing it. And think about all the things you're capable of doing. But what do you enjoy doing day in and day out? And some may say, following your passion is BS. And yes, you have to follow your skill. But you also have to lean in to where you are skilled. And then you find the passion in the achievement. Quinton Comino (23:40.244) Mm-hmm. Yeah. Quinton Comino (23:52.8) Mm-hmm. Yes. Quinton Comino (24:00.2) Yeah. Yeah, that's really good because they're, yeah, sure. You can be passionate about something that you're just not good at it. I'm really passionate about this part. And like, look, you're just not the person for it. Like, yeah, you can do that on your own time, but, your skillset is here and there is an alignment with skillset and passion somewhere. might not be like perfect a hundred percent, but there is a measure of alignment there. And that's, I imagine that's what you're looking for. Like where can, where can I find that with each person and then really tapping into that. Maya J. Irizarry (24:28.982) or are really trying to bring it back to architecture? Quinton Comino (24:31.808) No, it just works. There was such a great analogy. It just worked. So can you tell me some success stories where you were able to find someone that's like, come on, just let's tweak this a little bit. Let's redirect your focus right here. And then they just really ran with it. Maya J. Irizarry (24:48.43) Now you're putting me on the spot. I think every day I try to take stock of all of the small wins and the aha moments. To me, like you said, are there ever clients that will say, no, it's just them, they're not working out and don't take accountability? There's the opposite where they didn't realize that there's another perspective to what they're doing. and they were taking a certain approach, but taking a different approach or another idea could open up another avenue of perspective that was never there. And so, God. And then, and in those aha moments, that's where we have a lot of breakthroughs. And for me, you're like big wins. I started to think about that and I was like, what did I have that was a big win? But. Quinton Comino (25:26.433) Mm. Mm. Mm. Okay. you? Mm-hmm. No, you're fine. Go ahead. Quinton Comino (25:37.855) Yeah. Quinton Comino (25:45.845) Mm-hmm. Maya J. Irizarry (25:45.888) I know that there are many days where I come home to my husband and I say, yeah, you know, I won the day, man, today was a great day. And I think it's being able to overcome breakthroughs because a lot of the work is long-term work, the vision, you know, it's not something that I'm going to get an instant gratification. Quinton Comino (26:06.334) Yeah, that's a great point because that's actually probably the best response you could have because it's not like fix this one thing and then boom, everything falls into place and then all your problems are solved. And it was just this one misalignment. It's more so a lot of small things where we find out, hey, this person actually has a strength here or you guys are as a business, you're really good at selling this way or your process here is really good. Let's actually do that a bit more. or let's not diversify so much, let's focus a little bit, let's maybe stop doing this here. And those little things are what add up over a period of time. But I bet you would have things, you give people advice, you tell them what to do, and then their implementation is either not really what it needed to be or just maybe not there at all. And then you come back on your next call with them and you're like, guys, and they're like, well, they just don't see the value in it. I bet that happens a lot. Maya J. Irizarry (26:54.616) and it's- Maya J. Irizarry (27:05.832) Or, you know, we were testing, right? Okay, this approach didn't work. Let's try it this way. Or maybe this is not the software. Or maybe we have to look into a different kind of integration because we're not getting the outcome that's going to be most Quinton Comino (27:09.184) Mmm. Maya J. Irizarry (27:25.376) most satisfying for all parties involved, the customer, the employee, and the manager or whatever the case may be. But I was going to liken it to sports teams because when a sports team is winning and you ask them what's working, they can't tell you. The coach has already kind of refined everyone's angle and given them the feedback that they need to make it all work. Quinton Comino (27:28.34) Mm-hmm. Quinton Comino (27:36.138) Mm-hmm. Quinton Comino (27:44.906) Mm-hmm. Quinton Comino (27:49.95) Yeah. Yeah. Maya J. Irizarry (27:55.436) And then when the team is falling apart and losing, who do they fire? Quinton Comino (28:00.148) Yeah, take over the coach. Maya J. Irizarry (28:01.263) Right. And then they bring someone back in because they need a different eye on the team. And then suddenly maybe they got lucky because the, you know, the right trade happened or whatever the case may be. But, you know, variables change and it's taking advantage of what you have in front of you and being able to also get the message across. So it's received because a lot of the time. Quinton Comino (28:08.32) Mm-hmm. Quinton Comino (28:16.202) Yeah. Quinton Comino (28:27.06) Yeah. Maya J. Irizarry (28:29.112) the members of the team may not receive you. Quinton Comino (28:31.956) Yeah. See, cause it's not just like safe thinking of football or American football. It's not just having like calling, making the right calls for the plays. Hey, we're going to pass this one. We're going to do a run. This one, we're going to fake it this way. It's not just that it's having the right people in the right position and identifying, Hey, this guy's pretty quick or this guy can take a hit and keep running or this guy is not going to drop the ball. So we're going to put them here or we're going to do this matchup. So being the coach that under. Hmm. Maya J. Irizarry (28:58.734) There's one more. Go ahead. Finish your point. Quinton Comino (29:02.064) Being the coach that understands the strengths for each person and then that relays to business. Like this person is a salesperson. Why do we have them doing such and such? Or this person is admin and they love it and they don't even know that they love it. I love getting the right people. Maya J. Irizarry (29:16.538) And for the salespeople, I'm like, you're expecting them to be compliant and have all the teeth crossed and eyes dotted. You're better off having someone in another position to catch it than try to change this person. Why don't we exhaust all those great things? But I was going to say one thing. It's not only what you said about the athletes and their skills and their ability to take a hit. It's a values alignment. Quinton Comino (29:21.372) Hehehehehe Quinton Comino (29:26.933) Yeah. Correct. Yeah. Quinton Comino (29:38.816) Hmm. Quinton Comino (29:44.298) Hmm. Maya J. Irizarry (29:45.142) So if they don't believe in the coach's philosophy, if they don't believe in their other team members and they don't follow the same philosophy of thought, that, you know, the head game is just as strong as the physicality of it. So it's not just the installation. It's where are you mentally, the risk factors too. How safe are you on the job? Cause we go into safety as well. Quinton Comino (29:57.119) Yeah. Quinton Comino (30:03.668) mean. Quinton Comino (30:11.028) Mm-hmm. Yeah. Maya J. Irizarry (30:13.327) I oversaw a safety team and they don't realize because they're doing the actual installation that I'm tracking metrics when it comes to actual audits that allow us to actually give praise. We're so used to telling people where they went wrong, but actually giving praise in areas of opportunity to give praise for people doing all the right things because a disengaged workforce causes for higher workers comp rates and incidents. Quinton Comino (30:24.64) Hmm. Quinton Comino (30:42.7) Hmm. Yeah, that's, yeah, yeah, yeah, yeah. So that's interesting. The idea of values and not just that, yeah, not just that skill set, because, you know, I don't want any, I have heard this saying before, like don't hire any smart jerks. That's not, that's, yeah, you might be really smart, but you're a jerk. Like we don't, no one wants to work with you because the values are not aligned there for whatever reason, right? And so that's interesting because the values come top down. Maya J. Irizarry (30:43.648) incidents in workers' countries. Quinton Comino (31:09.384) And when you're a small business and you as the leader are working day to day with your employees, the values are just innately coming out and being communicated in your everyday interactions. It's not like you almost don't have, you don't have to say that you have integrity because people see it. Okay. And so they'll, pardon. Maya J. Irizarry (31:31.895) Maybe. Quinton Comino (31:33.02) If you're working with them, will hear all I'm saying from my experience, working with them every day, they see that. And then as the leader, you'll see if they don't have that. It's not something that necessarily is needs to be like, Hey, do you have integrity? You'll see it in their interactions. But then as you become more separated from employees, because as a leader, you're focusing on different things. Maybe you put a different person in management over them, or they can run kind of autonomous autonomously. You lose that. communication of values. And I'm just curious on how do you maintain the value system and the mission statement and what have you of the company as the leaders maybe become less involved in the day-to-day operations? How do you maintain that? Yeah, exactly. Maya J. Irizarry (32:17.155) gets watered down. So I said maybe when it comes to you see the values because based on conditions, people have in the disc assessment, you have an adapted and a natural. And so when you're in your adapted, it's how you are performing under different circumstances or undo stress. Quinton Comino (32:28.404) Mm-hmm. Quinton Comino (32:32.757) Mm-hmm. Quinton Comino (32:44.98) Mm-hmm. Maya J. Irizarry (32:45.686) And so there are times where a business owner's values aren't reflecting. They don't mean to be frustrated and upset and lash out, but something has brought them to the point of frustration that they may take it out in the wrong way. And that may be what a new employee sees and has an impression of this person. But when all things are aligned, Quinton Comino (32:50.272) Mm. Quinton Comino (32:55.572) Mm-hmm. Quinton Comino (33:03.601) Yeah. Quinton Comino (33:10.88) Mm-hmm. Maya J. Irizarry (33:14.594) they may not act in that way because they have the proper protocols and people in place in order to carry out the mission. So sometimes I think the stress and the pressure can get to people and make them alter who like become who they don't want to be. Because when we're conscious of it, we try to put on a good front and Quinton Comino (33:18.356) Mm-hmm. Quinton Comino (33:25.473) Mm-hmm. Quinton Comino (33:30.901) Mm-hmm. Maya J. Irizarry (33:41.322) and try to be the best foot forward that we can be, but then under stress, we become how we were raised to respond. And that's not necessarily the best impression of us. So how do you handle that? You have to document, document, document, document. The more information from the most basic step to how we do it has to be so spelled out that we don't leave it to Quinton Comino (33:44.424) Mm-hmm. Quinton Comino (33:48.688) Yeah. Yeah. Quinton Comino (33:53.67) No. Yeah, stress brings out. Hmm. Okay. Maya J. Irizarry (34:11.535) common sense. So what's common for you is not common for me. And when you say mission, vision, values, how do we create the language? have a presentation called strategies for operational excellence. And in that, I go into the different areas that you need to organize in order to create operational excellence. And part of that is the common language. Quinton Comino (34:12.554) Mm-hmm. Yeah. Mm-hmm. Mm. Quinton Comino (34:28.106) Mm-hmm. Quinton Comino (34:36.148) Yeah. Maya J. Irizarry (34:40.568) the common language that we speak as a company may be different than the language that we speak, that other companies speak. So what specific words are we using? And what is our language to our customers that we're known for? mean, Chick-fil-A is known for my pleasure, you know, and different companies have different things that they say in their common language. So what in your value Quinton Comino (34:43.434) Mm-hmm. Quinton Comino (34:52.372) Mm-hmm. Quinton Comino (34:58.74) Yeah. Yeah. Quinton Comino (35:03.774) Yeah, yeah, yeah. Quinton Comino (35:08.99) Yeah. Maya J. Irizarry (35:10.222) system brings you back to the reason why we do it this way, Mr. Customer, is because our company values require that we respond immediately. And I stay with your issue until it's completely resolved. That's our value. Those are fundamental to us. But who's going to teach that to a person? And think about how Quinton Comino (35:20.18) Mm-hmm. Quinton Comino (35:25.799) Mm-hmm. Mm-hmm. Yeah, that's really good. Maya J. Irizarry (35:37.656) how many times someone has to hear something before it actually is A, heard, and B, actually applied. So we have to show that this is important to us, that our value is important to us as a company. And that should be spoken to from the visionary perspective, the person who's speaking our goals into existence and having us or telling us of the plan or the path. Quinton Comino (35:41.193) Mm-hmm. Quinton Comino (35:49.663) Mm-hmm. Quinton Comino (35:57.258) Mm-hmm. Maya J. Irizarry (36:06.541) that we think is impossible, but we're willing to follow because we know that they have our back. And how do we know they have our back? Because we follow these set ways of handling situations. When I was in HR, the easiest thing for me at a roofing company was they had fundamentals. So when someone didn't perform to expectation as Quinton Comino (36:13.927) Yeah. Yeah. Quinton Comino (36:20.328) and Maya J. Irizarry (36:34.646) You, you went against how we work as a company. And so this is what, this is the fundamental that you, went against. A, did you know that you were doing that? B, is this an opportunity for us for, for learning? or C, do you not care? mean, when we have, you know, is it, is it that, that it's, this is a teachable moment or something that, that. Quinton Comino (36:38.368) Mm. Quinton Comino (36:43.786) Mm. Quinton Comino (36:51.968) Mm. Yeah. Yeah. Maya J. Irizarry (37:03.638) You know, this is showing true to your actual character and value system. And it's lying. Quinton Comino (37:06.08) Correct, true colors. Yeah, So I imagine you've had some conversations with clients where like, you're going to have to have a tough conversation with somebody. Like there's misalignment here and you see it like boom, like that. And they might not, or they're like, yeah, I know I've just kind of been avoiding that or what have you. Maya J. Irizarry (37:21.326) Mm-hmm. Maya J. Irizarry (37:33.686) Yes, I think but I think sometimes behaviors are kind of pushed. And sometimes they're I when I first come into a company, sometimes I'm seeing the person for the tough exterior that they're putting on, because they're at wit's end, that they you know, from what it used to be. And compared to what it is now. So so they know what could be great about the company. And they're just frustrated at where they have to be right now. Quinton Comino (37:48.87) and Quinton Comino (37:59.626) Mm-hmm. Mm-hmm. Yes. Maya J. Irizarry (38:03.602) A great book is called The Leadership Code by A.G. Slavinsky. And in that book, they liken people to birds, eagles, seagulls, Quinton Comino (38:10.335) Okay. Maya J. Irizarry (38:18.447) and turkeys. What am I missing? They squawk. Eagles, seagulls. I'm missing it. And so they talk about the different life cycles of people in the workplace. And it's a People and Values-based leadership book. And now it's going to kill me. I usually have the book. Quinton Comino (38:25.344) There's plenty of them. Sure. Quinton Comino (38:34.196) Yeah. Hmm. Quinton Comino (38:41.184) Okay. Quinton Comino (38:45.024) I know I've heard of the book, but I've never read it so I can't. Got it, got it. Maya J. Irizarry (38:48.372) Eagles, eagles, owls and turkeys. Eagles, eagles, eagles, turkeys. the different place in their life cycles, know, the eagles, naturally soar. said a lot of the time the salespeople, the performers that come in and just kind of, you know, make their sales and they evolve and then they may become an owl later on because of life and family and circumstances, you know, have brought them to that and they're happy just being steady and being a support. Quinton Comino (39:00.32) Mm-hmm. Quinton Comino (39:07.924) Mm-hmm. Quinton Comino (39:12.704) Hmm. Mm-hmm. Maya J. Irizarry (39:17.998) to other eagles that come in. Eagles, they'll squawk on everyone and they're not, they're always going to make a fuss and you need to identify if they're worth their value to keep around. Like you say, if they're a jerk, mean, it's probably not effective for the morale. And then the turkeys, they were once owls. Quinton Comino (39:20.553) Yeah. Quinton Comino (39:24.256) Mm-hmm. Quinton Comino (39:31.54) Mm-hmm. Quinton Comino (39:35.315) Yeah. Hmm. Maya J. Irizarry (39:41.926) but maybe they've deviated because of values, misalignment, something shifted in the way things sometimes, they've grown beyond their level of competence and it's made them uncomfortable, but there's like a point of no return, or maybe there's a way to bring them back in line so that they can, bring value again to the company, but you have to be aware of the different roles that people play, but also where they are in their life cycle. Quinton Comino (39:51.935) Mm-hmm. Quinton Comino (40:03.258) Mm. Mm. Maya J. Irizarry (40:11.951) And obviously I don't want to get into too much HR and personal stuff like that. But at the end of the day, if we are understanding of where people are in their lives, they, you know, a point where they're having a family or they're, they're, they're just looking to achieve and hit goals and, and, and be able to make high amounts of money. need to identify that within what our planet. A lot of these companies don't have. Quinton Comino (40:14.89) Mm-hmm. Yeah. Quinton Comino (40:22.355) Yeah. Quinton Comino (40:25.92) Hmm. Quinton Comino (40:35.55) Yeah. Correct. Yeah. Maya J. Irizarry (40:39.906) goals. Like people who making some serious money don't necessarily have a goal beyond making more, earning more than last year. Quinton Comino (40:44.416) Mm. Quinton Comino (40:49.63) mmm mmm yeah yeah Maya J. Irizarry (40:52.108) What does that mean? Who fell off? Who did you add on? How much are we not taking advantage of because we're not really paying attention to what services we sold and if they're even serving us, are we just doing the work to perform the work but the return isn't as great as maybe this other offering that we have. Quinton Comino (41:04.16) Mm. Quinton Comino (41:09.727) Yeah. Quinton Comino (41:13.116) Yeah. Yeah. That's really good. And I love your point about people being in different stages of life because I'm seeing that with a couple, a couple of employees now that are actually starting families and the goals are just different and the focus is just different and less, less of an Eagle and more of an owl. I mean, literally I'm observing that over the past couple of months with an employee in particular. And it's like, okay, now we need to change the role here a little bit or the expectations or what there needs to be. a difference there because the life has changed and that has impacted the approach to work, which is not bad. In this case, at least it's not bad. It's just different. And if we were unaware of that or just didn't care about it, then that's where we think there's a misalignment. And it's a negative thing, but really it can be a strength. just have to adjust a little bit. Maya J. Irizarry (41:49.634) Mm-hmm. Maya J. Irizarry (42:05.133) Right, and if you can make that adjustment, how much more appreciative would that employee be with you being more flexible with them, understanding the stressors that they have in life right now? Because when kids are young, it's a little more stressful as they get older and they're in school, it's a different level, and different differences. My kids are teenagers now, so it's like... Quinton Comino (42:19.006) Yeah. Quinton Comino (42:27.784) Mm-hmm. Quinton Comino (42:31.807) Mm-hmm. Maya J. Irizarry (42:33.016) drop me off, pick me up, know, Halloween wasn't Halloween, you know, was just, but there's more flexibility. The worry never changes because they're just bigger worries when there are cars and stuff, you you adapt. And so understanding that, I know I can work more late nights and I'm comfortable with sitting at my desk at night or I'll prioritize my time where I know I can be with them at a certain time. Quinton Comino (42:35.614) Yeah, exactly. Yeah, yeah, exactly, yeah. Quinton Comino (42:44.594) Yeah. Yeah. Quinton Comino (42:53.482) Mm-hmm. Quinton Comino (43:00.105) Yeah. Maya J. Irizarry (43:00.814) and then be more hyper-focused on the activities that require them. Quinton Comino (43:04.862) Yeah. Yeah, that's good. just kind of wrapping up here, I'm curious when you have a client, like, excuse me, you said at the beginning, you interview your clients and you would have to do that pretty extensively to know where they're coming from. Do you ever have someone where you're like, hey, I just don't think we're a good fit because you can see that person is just not receptive or not going to be receptive to your feedback. Do you ever have someone where it says like, hey, no, we're not the solution for you? Maya J. Irizarry (43:31.402) Yes. Well, and I've had to learn. So over time, you think you could take on every client and you just want to do the best you can. Hey, they've requested my services. They've agreed to move forward, but it doesn't mean that they've agreed to perform or to be responsive in the way that's necessary in order for my work to be effective. And so it relies on their interpretation. If they're not participating, Quinton Comino (43:34.111) Mm-hmm. Quinton Comino (43:41.024) Mm-hmm. Quinton Comino (43:45.247) Mm-hmm. Quinton Comino (43:48.692) Yeah. Quinton Comino (43:57.088) Mm-hmm. Maya J. Irizarry (44:00.076) and then they say it's not working, it's not working because you don't want to do the work. Quinton Comino (44:07.206) Mm-hmm. Yeah. Maya J. Irizarry (44:08.761) And so sometimes you have to, you know, part ways. Cause in the beginning it's like dating someone, you know, everything seems good. They've got a nice car. They've got, you know, all the, all the things that you think took me out to dinner. And then when reality hits, is the situation really the situation? And are they that person that I thought I was dating? And you have to approach it in that way. Because when I engage a company, Quinton Comino (44:15.007) Mm-hmm. Quinton Comino (44:18.494) Yep. Yep. Yeah. Yeah. Quinton Comino (44:28.479) Yep. Quinton Comino (44:32.542) Yeah. Maya J. Irizarry (44:37.79) it's not transactional for me. I get involved with them in a way where I feel like I'm an investor in their company. And so it's part of my responsibility and, and, and my pride to see them through the success of our plans. And that's why I've gotten into business for myself so I can make an impact. And when I'm not making an impact, that stresses me because I'm like, how Quinton Comino (44:40.128) Mm-hmm. Quinton Comino (44:46.578) Yeah. Quinton Comino (44:54.586) Mm-hmm Quinton Comino (45:02.356) Yeah. Quinton Comino (45:06.228) Yeah. Maya J. Irizarry (45:07.468) And I'm always thinking of ways, okay, I don't think they received me when I said this. How can I change my approach so that they can understand the message in the way that they receive it? That's the positive impact of AI. So when I'm writing a message, I'm not like dominant, you know, to the point below. I do take into consideration my audience. So I'll readjust the message. I'll say, I want to say this. Quinton Comino (45:18.78) Mm-hmm. Yeah. Mm-hmm. Quinton Comino (45:27.423) Yeah, yeah. Maya J. Irizarry (45:35.982) at point blank. But this is my audience. know, tailor it to them. Quinton Comino (45:36.702) Yeah. Quinton Comino (45:40.372) Yeah. So help me, yeah. Tailor it. Yeah. So at the beginning of the call, you said that you're actually really good at connecting the dots. And that sounded like that was kind of a realization that you had. And then you went into business yourself. Can you just briefly touch on that? Did you, was that a realization moment and you're like, I need to make a business out of this. Or did that slowly cultivate over years? And when did you make the leap of, Hey, I'm going to start. Maya J. Irizarry (45:55.194) huh. Quinton Comino (46:09.407) Solutions by Maya. Maya J. Irizarry (46:11.779) So it cultivated over the years. I always knew that I'd be entrepreneurial. My husband and I, own a barber shop. My husband's a barber and we've had that business for more than 14 years. And so we service the Oakland Park area. you know, and then, so I've always been entrepreneurial and we also created a shave product. So bringing vision into action is something that Quinton Comino (46:28.03) Mm-hmm. Maya J. Irizarry (46:40.622) that I've always taken pride in, but I found that when I was having conversations in leadership meetings or in normal meetings, different people were having conversations. They weren't communicating, but I was catching the sentiment from all sides and I was able to be the bridge. So in a lot of the work that I've done over the years, I realized that, wow, Quinton Comino (46:42.272) Mm-hmm. Quinton Comino (46:53.33) Mm-hmm. Yeah. Quinton Comino (46:59.444) Yep, yep, yep. Maya J. Irizarry (47:06.144) It wasn't being helpful. wasn't being the hardest worker. It was that I was listening to all sides and I was willing to create a bridge that would allow all parties to be happy because not everybody wants or has the foresight to see what I'm able to see. I'm able to see many steps ahead in a solution. And I caught that because I would tell people my ideas and they'd look at me like I was crazy. Quinton Comino (47:15.167) Mm-hmm. Yeah. Quinton Comino (47:23.167) Yeah. Quinton Comino (47:27.22) Yeah. Maya J. Irizarry (47:35.148) because we'd be meeting and I'd be hearing all sides and I'm like, wait, I'm ready to prescribe a response. I can see the end to this. And then I realized that as much as I want it to happen quickly and I want to give you the instant fix, it's going to take you time. So I need to be patient with you and I need to bring you through the understanding. Quinton Comino (47:36.251) Mm-hmm. Yeah. Quinton Comino (47:41.332) Yeah. Quinton Comino (47:52.778) Mm-hmm. Quinton Comino (48:00.68) Mm-hmm. Yeah. Maya J. Irizarry (48:03.33) that will get you to the results. Quinton Comino (48:06.248) Let me ask you this. Maybe I'm off here, but do you think that being a mother has helped you cultivate, I see all the sides that you're coming from and help you cultivate, let's work through this, let's grow into this, because this transformation is gonna take time. Maya J. Irizarry (48:24.248) Being a mom, I mean, being nurturing, I guess, well, I'm the oldest. Have you ever heard of like the theory of like the age where you are in age? Birth order. And so I naturally took care of my siblings because they were so much younger. Quinton Comino (48:25.192) Yeah, and having kids and working them through that. Quinton Comino (48:35.136) Yeah, yeah. Quinton Comino (48:41.098) the lineup and. Quinton Comino (48:49.056) Yeah. Maya J. Irizarry (48:52.142) And so I don't, there was always some kind of nurturing that I had. I was always career-bound, so I channeled it differently. And I also grew up with family members that were educators. So I think it's having the, seeing the issue in a way that you want to help, but also being able to break it down into its smallest parts and have like the patience to know that maybe it's not understood. Quinton Comino (48:56.308) Mm-hmm. Quinton Comino (49:01.663) Yeah. Quinton Comino (49:05.909) Yeah. Quinton Comino (49:19.072) Mm-hmm. Yeah. Maya J. Irizarry (49:21.942) Where there are a of times where I take my clients a step back and like, wait, did you explain this part of it and that this is the and that, you know, did they understand that? Did you give them the benefit of the doubt of knowing this information upfront and then working up to the occasion? Because I'm very much about giving people an opportunity to work up to the occasion. Quinton Comino (49:29.172) Mm-hmm. Quinton Comino (49:33.875) Yes. Quinton Comino (49:41.811) Yes. Quinton Comino (49:49.458) Yeah. Maya J. Irizarry (49:50.646) At times they didn't select them for the right reasons. So it makes it that much harder to make them fit a role that really wasn't intended for them. Quinton Comino (49:53.514) Mm-hmm. Quinton Comino (49:59.041) Yeah. The reason I mentioned that is because it's like, these are very fundamental things. This is not like an advanced, a new approach to building a business. This is very fundamental communication. Hey, are we getting along? Are we hearing what the other person is saying? And that's like what you teach kids. And that's not disrespect to any of your clients or to belittle them or anything, but that just shows how powerful those fundamentals are and that they translate from when we're a little kid being taught by our mom and dad. to being in business, like, okay, did I say this to the person? Did I hear what they were saying? Did I actually consider where they're at? And then you come in and you're asking those questions and getting that person to reflect and be like, no, you're right, I actually didn't. And I'm not even hearing what they're saying. Maya J. Irizarry (50:46.062) Well, sometimes the response is, they're grown adults. They should hear what I, or should have heard what I said and applied it. Did they know how to apply? Quinton Comino (50:53.312) Mm. Yeah. Yeah, there's truth to that, because you're not dealing with kids. Maya J. Irizarry (51:00.684) Yeah. So that, you know, it's, it's one of those things you have to be ready to want to, make those changes. But the fact of the matter is when you get to a certain size in business, not documented, if you haven't made, develop standard operating procedures, if you haven't developed what each position and role description really, the return on that investment should look like. Quinton Comino (51:13.492) Yeah. Yeah. Quinton Comino (51:21.62) Mm-hmm. Maya J. Irizarry (51:29.684) and the key performance metrics that you're expecting of it, then if you're frustrated about the performance, then that's why. Because you didn't clean your side of the street, you can't expect that the other side would be. Quinton Comino (51:32.138) Mm-hmm. Mm-hmm. Quinton Comino (51:39.73) Yeah, yeah, for sure. Quinton Comino (51:44.969) Yes. No, for sure. Well, this is great. Maya, I appreciate you going through everything. There's a ton more. I mean, we could start talking about specifics of how do you work with C-suite versus like someone who's on the ground versus administration. I mean, there's so much that we could go into and it sounds like you're a wealth of knowledge in all of that because you've dealt with all those different situations. And I can imagine there are people who are going to be listening who say, look, I want to know more. want to hear like, Maya's got some great perspective. and she's got great points. think those could apply to me. I need some personal input from my, if someone wants to reach out, where do they go? What do they do? Maya J. Irizarry (52:24.108) They can go to my website, sbmgo.org. That's solutionsbymajago.org, but SBM is the initials, go.org. And I'm on LinkedIn and Instagram and Facebook. I'm very involved in different associations. I like to give back as best as I can. Quinton Comino (52:28.704) Mm-hmm. Quinton Comino (52:33.983) Mm-hmm. Quinton Comino (52:38.229) Mm-hmm. Quinton Comino (52:44.436) Mm-hmm. Maya J. Irizarry (52:47.646) Another initiative that I'm involved in is the pre-apprenticeship program with Junior Achievement South Florida. Really, I feel that the trades need attention, that a lot of people are aging out of the industries in the trades, and there is a need and it's not going anywhere, and young people need to know about it. Quinton Comino (52:53.663) Mm-hmm. Quinton Comino (53:01.258) Yeah. Quinton Comino (53:05.332) Mm-hmm. Quinton Comino (53:13.737) Yes. Maya J. Irizarry (53:14.862) I'm a big advocate for women in the trades and also the youth learning about opportunities because not everyone's going to work on a computer. Quinton Comino (53:17.908) Mm-hmm. Yeah. Quinton Comino (53:25.808) No, trades are going to, I mean, trades are here to stay. They're never going to go away. They'll change with technology, but they're not going to go away. Still need to build houses, still need to make cars and so on. Great. Maya J. Irizarry (53:36.962) Although, interestingly, I went to a trade show the other day and I saw how they do the 3D concrete. Yes, that was very interesting to see how those come to life. Quinton Comino (53:44.948) Hmm. Yeah, printing. Yeah. Quinton Comino (53:51.873) Yeah, it's very innovative, but the longevity of it. I've had some people on here who do that stuff and I'm like, okay, know, the idea is there. Let's see how it plays out. but it is interesting. Yeah, yeah, exactly, exactly. Well, thank you again, Maya. Thank you so much. I appreciate your time on the show. I appreciate your expertise. I can see that you love what you do. You are the right person in the right role. And so you can certainly speak to people about getting the right person in the right role as well. Maya J. Irizarry (54:08.066) Yes, thank you. Maya J. Irizarry (54:16.536) Thank you. Quinton Comino (54:21.002) Thank you very much. Maya J. Irizarry (54:21.775) Thank you. Have a great day, Quinton. Quinton Comino (54:24.392) Yes, you as well. Bye bye.