Stop Underestimating Interns: Why Your Future Leaders Are Still in College

This episode of The Grow Show highlights the immense value of building a strong internship program within your organization. Scott, Eric, and Jeff emphasize how internships can uncover exceptionally talented young professionals, even at the freshman and sophomore levels. They passionately advocate for companies to invest the time and effort into cultivating a robust internship program, noting that the benefits far outweigh the perceived challenges. Their enthusiasm and real-world success stories make a compelling case for this often-overlooked talent development strategy.

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Transcript

Scott Scully: 0:04

Nothing could stop me. Welcome back to the growth show. My name is Scott Scully, and I'm here with Eric Watkins and Jeff winners, my partners in growth. We're reporting live from Paris at the Olympics. At

Eric Watkins: 0:20

the Olympus a USA, that basketball game was great yesterday.

Scott Scully: 0:26

Yep, yeah,

Eric Watkins: 0:28

was it? Oh, yeah, we were there.

Scott Scully: 0:31

Where's Tatum?

Eric Watkins: 0:32

He's on the bench. He's cheering him on, though

Scott Scully: 0:35

he was only first team all NBA three years in a row, and he's on the bench.

Eric Watkins: 0:42

Fun fact, Celtics hate I think we would have a better shot at winning if we just had the NBA champion go play.

Scott Scully: 0:51

That'd be amazing. That's a great idea.

Jeff Winters: 0:53

Really interesting. I've not heard anybody I know you didn't just come up with that, so someone else must have said it. But I have not heard anybody else say that.

Eric Watkins: 1:00

I mean, like there's no reason we should beat Serbia by three points, like the Celtics would beat them by 45 and they, because they don't play team. Never

Scott Scully: 1:10

thought about this. Well, they it's they play together, right? Like these other countries, most of the players, minus the NBA, players, that join the team play together all year. Yeah, the NBA champion would whoop

Eric Watkins: 1:27

up. Yeah, we wouldn't be close.

Scott Scully: 1:30

All right. Well, we're not in Paris, but we wish we were. We're here in the gross show studio. Yeah, almost as good,

Eric Watkins: 1:42

almost as good, maybe better, a lot like

Jeff Winters: 1:44

Paris, minus the interesting art, amazing food. It's actually nothing like now. We don't have any commonalities. We

Eric Watkins: 1:53

have art here we have a picture of Nelly, recently arrested. Shout out.

Scott Scully: 1:58

Shout out to our famous hometown rapper. That's right. All right, we're gonna head over to our local, not local, worldwide, Sheriff of LinkedIn, because he's been busy. It's a global episode. What's going out there? Well,

Jeff Winters: 2:17

the summer's heating up. You might think people will be on vacation. They'd be out with their families, they'd be off their computers, they'd be away from their business oriented social media. And if you thought that, you would be wrong, because LinkedIn is more vibrant than ever, with people giving great advice that we want to shout out. We want to amplify these truths, but also many lies. And I think today I got a whopper our first truth. And I really want to get this right. Our first truth comes from Guru, Guru Prasad venatesha. I'm sure that is not how it's supposed to be pronounced. My good

Eric Watkins: 3:03

try, though, honestly, very good try.

Jeff Winters: 3:06

Once upon a time, mentors were hugely valuable, but these days, almost 90% of them are either wanna be entrepreneurs, failed startup founders, or people who want to work in the startup field but have no idea what to do with their lives.

Eric Watkins: 3:28

So what's he saying? She don't have Dart

Jeff Winters: 3:32

what she is saying is all this, like, there used to be a world I'm interpreting, but like, there used to be a world where, like, mentors were so much purity, you know, people were out there, and they would be your mentors. Now, everybody on LinkedIn who's a failed startup founder, a wannabe entrepreneur like, instead of getting a job, they are a mentor or a thing like that. Yeah, that was interesting.

Scott Scully: 3:52

Business Coach, a business coach, right? Life

Eric Watkins: 3:55

Coach, yeah. A lot of people coaching, not a lot of people doing Correct.

Jeff Winters: 4:01

Truth, truth. Okay, not a lot of love on that one. We'll see if I can pick things up. This is topical, because today is the one day year in late July where I brought my kids to the office, which I immediately regretted. But they're going no camp. There's no camp. There's nothing to do.

Scott Scully: 4:26

Freaking Mr. Mr. One day, Mr. Hole and one over here, one,

Jeff Winters: 4:32

one of them got a hole in one yesterday.

Eric Watkins: 4:34

Shout out to will in the other room. Not listening at all. Not listening at all. Yeah,

Jeff Winters: 4:38

a lot of the way we do youth sports, starting at a young age, can be traumatic for kids. Those experiences can lead to early burnout, quitting perform quitting, performance, anxiety and strained parent child relationships. Scott, you're an expert here in youth sports. Is this? I. Your kids were great. Your kids were great athletes.

Scott Scully: 5:03

You said, I'm an expert in strained to be straining all the time. Scott, I had a this a bunch of whining. Yeah. I mean, I grew up when they used to hold water if they didn't like how we were practicing. I'm this is a bunch of whining to me.

Jeff Winters: 5:22

So you think, you think this is a lie,

Scott Scully: 5:26

yeah,

Eric Watkins: 5:27

I think there's, I think

Scott Scully: 5:28

people are wimps today. Sorry.

Eric Watkins: 5:32

I think there's a middle ground of, don't do that with holding water. You don't need to be Yeah, no. Middle ground with with holding water. But then also, like, everybody shouldn't get a trophy. And I think that's where, that's kind of what this post is saying, of like, no pressure, no stress. Just do your best. And I think you get a little bit from the the pressure and competitiveness, because that's what, that's what you're gonna get in life.

Jeff Winters: 5:58

Pressure makes diamonds. Yeah, seven year olds. Yes,

Scott Scully: 6:01

like I was in the Athletic Association for the grade school that I will not mention. This is Common though today, and it was like in the athletic bylaws that up to a certain grade had to be equal playing time period no matter what, of course, they get their asses wiped by the other schools that didn't have those rules, like, what you go out for a sport, like you can have your y rec leagues or whatever, but if you go out for a competitive sport, you should have to make the team and compete for a spot. Yeah,

Eric Watkins: 6:39

period. Once someone can touch the rim and basketball, you should no longer have even playing time.

Jeff Winters: 6:45

I have to tell you, I've seen different sides of this. Maybe it's whims. Maybe it's not I think parents can go a little too far. Maybe a parent who thought they were going to be great at a sport, and now is like, oh, pushing little Liam, who's five to hit, I hear you, yeah, make sure you keep your head down on that grounder. Liam, jaw wired shut for six months. Just be careful.

Scott Scully: 7:14

Parents can go overboard. Yeah, parents can go overboard,

Eric Watkins: 7:17

all right, for sure, half truth, Half Lie, ultimately, just probably,

Jeff Winters: 7:21

I know I'm gonna win on this one. I know I'm gonna win on this one. Speaking of bad contributions, let me read you a bad contribution to the discourse. This isn't your grandfather's remote work argument either. Like you're starting to see some corporate earnings are down, and what are companies doing coming back to the office. So here is opinion of Richard back to Office. Mandates should come with automatic pay raises if 25% in office, the company should be required to pay for 25% of your gas to commute, car maintenance and childcare if you need daycare, which I do, so, perhaps I could be on board with this 50% cover 50 and 100% in The Office companies should cover 100% of those expenses. Hmm? Uh, Richard is,

Eric Watkins: 8:27

yeah, lie. Uh,

Scott Scully: 8:29

Richard doesn't own a business.

Jeff Winters: 8:32

No, he's a he's a senior manager. I

Eric Watkins: 8:34

think it goes back to you. You can work wherever you want, right? You don't have to accept the job like Go work wherever you want, but,

Jeff Winters: 8:44

but okay, but here's the other thing, like, if you were at a company that was in office and then you went remote, was there a pay decrease?

Eric Watkins: 8:57

I don't think so. Nope, no, yeah, it's a good way to look at it, too,

Jeff Winters: 9:02

and think of the implications of what he's saying. Like, if people, and this is why we do this, if people just took this hook, line and sinker, and they brought people back into the office 100% and then they paid 100% of all of those other things, your entire business and cost structure would be totally

Scott Scully: 9:17

different. Yeah, this idea would immediately put the company that he works for out of business. Well, good ID, great idea. Don't,

Eric Watkins: 9:26

don't be a 20% don't be a Richard. Laid off.

Jeff Winters: 9:29

Sorry, Richard. Don't be a Richard. It's a new verb. Don't be a Richard.

Scott Scully: 9:34

What a Richard? Head, classic Richard. Bad dad jokes over here. Good, good job.

Jeff Winters: 9:45

That was okay, yeah, that was all right. I

Eric Watkins: 9:47

thought with your kids coming in, you'd you'd do a little better. I

Jeff Winters: 9:50

mean, Richard was inflammatory, yeah,

Scott Scully: 9:54

you're right. Thought you'd be a little more prepared. Thought you'd show off a little bit. I. Apparently not. Well, why don't you show them what you got here?

Eric Watkins: 10:05

Yeah, well, you're up 50 for 50. Oh shit. Back to you, all right.

Scott Scully: 10:11

I'm up.

Jeff Winters: 10:14

Show us how it's done.

Scott Scully: 10:17

I got a sound effect, yeah, maybe I always had one I just put finally put that

Eric Watkins: 10:22

there. That's probably what it is. All right, yeah, okay.

Scott Scully: 10:25

You know what? I believe wholeheartedly in this one again. Recap. The 50 for 50 are 50 things that if we started over from scratch, we would put in place. They're the things that are time tested that we would use over and over again to get you from zero to 50 million plus in revenue. And this is another one of those items, and that is an internship program. You have to have an internship program. And I know a lot of you that are are listening. You're thinking, oh my god, I gotta figure out where to get interns. I've gotta figure out how to manage them. You know, sounds like a pain in the butt, they're in college. What do they know? They're not gonna be as talented as me, just hiring somebody that you know is has graduated, and there are so many reasons to put a good internship program together. Number one, what an incredible way to find really good talent early, build a relationship and and they could play big roles in your organization. Our man, Eric Watkins here, started off in an internship position, and now runs the company. Another couple of folks on our executive team started in internship positions, and they're on our executive team playing huge, huge roles. So that's big. I don't think people realize just how talented people are, we put an internship program together, and one of the mistakes we almost made is not including freshmen and sophomores. And the college actually told us, hey, you know what? There are some really talented freshmen and sophomore kids, we would encourage you to interview all of them, and this was the reason that they said because if they're looking for an internship when they're a freshman or sophomore, those people are seriously motivated and really smart, and that's exactly what happened. We opened it up to freshmen and sophomores, and these kids were ready to work like now, yeah, I mean, they were had fire in their bellies. They're super talented. I don't think people think about how it can be a really good way for your folks to develop their management skills. You know, you could have somebody that you wanted to develop further from a management perspective, and if they had one or two interns that they were helping. What an incredible way to to get better at management. You're getting your brand in the marketplace. You're doing the right thing. You're establishing connections with colleges. There's just so many positives to having a really good internship program. You're right over there, buddy. I'm watching you. Just because you got a hole in one doesn't mean that you're the man.

Eric Watkins: 13:31

Charlie is at the table. Charlie is

Scott Scully: 13:33

at the table, Charles, he's been bragging all day. His brother's got a belt, but he won't fight, you know, to keep his belt. I'm on to you, dude, we're playing after this. So anyway, enormous opportunity, opportunities. If you really put your all into developing an internship program, I think you're going to be super surprised that some of these people are going to step right in and perform at the same level, maybe even at a higher level, as some of the folks that you have on your team. And then the last thing that I'd say is a fresh perspective, like somebody that is learning new things right now in college, coming and working at your shop, noticing things and saying, Hey, what about this? Or we're learning about this in school. You guys do that here, and we learn from our interns all the time. We just, we just this. I thought about this because we just ran through another cycle of summer interns, and we had several people that we would hire today, right rock stars that were were here helping us out. Too many to mention, but thanks to all of you that that just completed your summer internship at abstract. We love you. And what do you guys think? What do you think about? Yeah,

Eric Watkins: 14:57

I mean, I obviously near and dear to my heart. I'm very pro internship. I think from the interns perspective, it's always great, because you typically, because you don't have this defined role, you typically get a lot of different experiences in a lot of different areas. And from a company standpoint, I mean, you were just talking about them, the people that we had are just rock stars who now, after their internship, can come in at probably even a higher level than what they were interning at because of the experience and how far along they came along. And you know, you know, if you should hire an intern or not, if you miss them when they're gone, like, that's the that's the barometer. And then, and we're missing, missing some people this week, that's for sure, is everybody's going back to school. So I think this is great. It's a must have. It may seem like an afterthought for your business or not the most important thing, but if you can do this, solidify it, and not just hire interns, but actually have a program of how you're going to handle those interns, then I think this is a huge deal. Big

Jeff Winters: 15:57

companies aren't always right. Really successful publicly traded companies. Everything they do is always right. You know what's interesting? I used to work for a company that sold software to help companies recruit full time hires, but also interns. You would be shocked they got this one right. You would be shocked at how good some of these companies internship programs are for the summer and how seriously they take it. 100 Google Ernst and Young Morgan, Stanley, JP Morgan, hundreds and hundreds of interns every single summer. Yeah, knowing, by the way, college undergraduate interns, MBA interns, I'm sure at this point, this was years and years ago. Non college enter. They take it really seriously. They are smart. Take a cue from them. You can get great work done. You can get awesome perspective. And I think college kids today are smarter than they were when I went to college and when you went to college. I don't know why. I don't know how else to say it. College kids are either

Eric Watkins: 17:02

like athletes are getting better and better. I feel like that. The kids are getting smarter and

Scott Scully: 17:06

smarter. And they'll tell you, Oh yeah, yeah. They're

Jeff Winters: 17:08

not shy, yeah, yeah, yeah,

Scott Scully: 17:11

for sure, bunch of Noah Lyles running around, whole Lyles running around,

Eric Watkins: 17:19

um, Eric, yeah. It is time. It is time to find gold. Yeah, yeah, you got that. You've been in it. You're experiencing a whole new world with the headphones today. Scott usually, for those of you listening, Scott usually doesn't wear his headphones. So all these intros is, uh,

Scott Scully: 17:39

new intros, and I'm half the

Eric Watkins: 17:41

reason. Yeah, lot of movement going on in the studio right now. Shout out, will and will and Charlie,

Jeff Winters: 17:48

distracting us. Yes,

Eric Watkins: 17:50

all right,

Jeff Winters: 17:51

I don't advocate.

Eric Watkins: 17:52

Hey, hey, you got to be able to stay focused regardless of what's going on in the environment today, mining for growth gold. So this one comes. I actually set an appointment for our sales team yesterday, our sales enablement team, and I did something on the call that I didn't necessarily plan to do, but it changed the entire trajectory of the call, which was really, really interesting. So I was in a conversation with an individual talking about our services. And, you know, part of the way we qualify prospects is we want to understand what their sales revenue is right now and what they're trying to get to. And this individual, it was a it MSP company, and he shared with me that they had $12 million in annual revenue. And I could have just said, Okay, this prospect's qualified, and move on with the rest of my conversation and set up the opportunity. But I stopped and I said, That's really impressive. Like I've talked with a lot of it and MSP companies, and it's hard for people to get over that $5 million threshold. Kudos to you for getting to $12 million in at a million in in MRR, and his tone changed dramatically. The rest of the call. He wasn't necessarily standoffish at first, but he really opened up to the conversation. And I ended up setting up the appointment. We had a great pitch. Unfortunately, the way things work around here, someone sold the market an hour later after the proposal went out. So we Tony and I got it, got it sniped from us. But in in your prospecting calls, never miss out on the opportunity to give a compliment. I think that's something that it can be looked at as a waste of time, or can easily be looked over. And if you do it, it could change the trajectory of the call that you're having

Jeff Winters: 19:42

that particular compliment too. It does a couple things. First of all, it's genuine. So if you're listening to this and you're gonna go, you know, I gotta tell you, your business is incredible and like their business is in ruins, you're gonna sound like a moron. But the other thing is, when Eric says, when he gives that compliment, and then. Gives those revenue ranges. It conveys a level of knowledge in the business. Good point that is now probably door opening. He's not just another salesperson. He's bringing some expertise to the table. If I know that a $5 million MSP, that particular revenue level is hard to reach and to get over it as a different level, I gotta know a lot. It's a lot I must know in order for for me to be able to give that compliment. And so I think it was twofold, and kudos for you for getting on the phone and making the calls too.

Scott Scully: 20:33

First of all, yes, right? Eric's getting on the phone, right? All right. I'm going to take some heat for this one. When you are and I'm agreeing with, yeah, when you are prospecting. Take it back. You know, maybe a lot of you listening or married, take it back to your prospecting days when you were looking for your girlfriend or your boyfriend or your husband or your wife, the things that you did, you were nice, you complimented, yeah,

Eric Watkins: 21:10

that's a really good point.

Scott Scully: 21:11

You found out things they were good at. You played into that, like because you because you cared, you right? You wanted to take them on the first date, or you wanted them to know that you would like a relationship with them. If, in your prospecting, you thought about it that way, which it sounds kind of weird. I think you would prospect in a completely different way. It's a really good point. Think about the way that you attack the phone, or the messaging that you put together and how you're trying to gain a client. And I would bet a lot of what you're talking about is missing, but you really are trying to date them. Yeah, you're trying to get in a relationship with them. So think about them in a similar fashion, and I bet you tweak your prospecting

Eric Watkins: 21:59

altogether. That's great. People try to be so stuck up, you know, like I am, Mr. Professional. No, have a conversation. Oh, wow, that's awesome. Yeah, 12 million. That's That's crazy. You're

Scott Scully: 22:10

impressive. You're good at this. I want to do business with you because of this. Yeah, like, and I

Eric Watkins: 22:17

like what you're saying, Jeff, don't just say it on, oh, your website looks great, if it looks absolutely terrible, yeah, right,

Jeff Winters: 22:26

because that's the LinkedIn bad prospecting garbage you get all the time, right? I can see you've been incredibly successful over the years. Like, Dude, I got fired for my last three jobs. Sounds silly.

Scott Scully: 22:41

All right? Incredible advice. Eric, Jeff, what do we got? Sounds like at least $3.57

Jeff Winters: 22:54

you said that before it ended, though it ends, there's like hundreds and hundreds of nickels. Yeah, that's a nickel, is what that is. Tales from sales today, I want to talk about knowing your competition. I was on a I listened to a sales call yesterday, and the prospect asked about the competitor, some of the competitors, and it was so clear that the sales rep, in this case, just didn't know, just didn't know the details of the folks they were competing against, didn't know the price, didn't know what made them different, and they guessed sales rep guest, and the sales rep said, Oh, well, we're different because we do X, Y and Z. And then they got a dreaded, let your heart fall into your throat response, Eric, do you know what that might have been? Well, so do they, so do they, so do they. And let me tell you something, there's no coming back from that. You cannot dig yourself out of that. Oh, We're different because we do this, this and this. Oh, that's interesting. So do they? Yeah, deals, deals probably over, like in that moment, and that is a horrible thing. Oh, do they? They must have just started doing that. No, they've actually been doing that. This happened. They've been doing it since the start. Oh, okay. And now, okay. So now two things have happened, aside from you sounding like a total Bozo. First, this person now is like, gotta question the credibility of everything that comes out of your mouth, because you sounded like you knew something, and then you didn't actually know it. And second, you've built up the competitor by saying the thing that differentiates you why you are so great they also do therefore it is incredibly important to know your five biggest competitors inside and out, pricing, what they offer, how they do it, strengths and weaknesses. There's ways to do it. Certainly, the website is easy. Case studies are easy. I. Former customers. We've talked we get a lot of customers from our competitors, and talking with them in the sales process and beyond the sales process is really helpful. Just to understand, you got a bank of you record your sales calls, they're there. And the old secret shopping, the old secret shopping you know, or you call them you know, not nefarious, but little secret shopping. There's companies that do it know your competitors, so you don't fall into that bottomless pit of sounding like a bozo, and so that you can really define the differences between yourself and your competitors in a crisp way. That's my tales from sales for today. Yeah,

Eric Watkins: 25:38

I think this is great. And I think if you look at you know, there's some industries where they just know, like, they've been going up against the same people forever, and they're probably a little bit better at it. In our industry, it was interesting. Like, over the past 15 years, we've really transitioned from our biggest competitor being status quo, of just not doing anything, or just growing organically or through referrals, to it's really turned into a more competitive space, and so this is something you always have to be on the lookout for, be aware and get more and more informed about who your competitors are.

Scott Scully: 26:12

I really like this one, and I think that eight or nine times out of 10 salespeople probably just make up differentiators they do. And couldn't agree with you anymore. As far as losing trust, I'm a firm believer that you don't have to bash the competition. I think that you could say, look, there are a lot of people that are in our industry that provide various services and are good people and work hard and I'm sure, deliver pretty good results. Here are two or three things that that I think are super important as to why you would do business with us. Talk about those things, right? Just make sure. So I guess I'm agreeing, but I'm just saying, make sure that you know your two or three substantial differentiators. And if you don't have them go, like, make sure to get them quickly, yep. And then talk about those and make sure

Jeff Winters: 27:15

they're actually different, right, right, right? I agree. That's the trap I heard.

Eric Watkins: 27:19

I think you talked about this before, and Scott just sort of alluded to it. Of like you don't need to bash your competitors, but do it in a way, of like you can do that in a way without bashing them. Of, you know, if you're really looking for this and paint this just a little less is like, not to the standard of what you're about to deliver. So and so is great at that. They're like, they're really, really good at that. But if you're looking for this, the better option, little Rosier,

Scott Scully: 27:49

like as an example, with us right for our outbound product, there are a lot of people that set appointments right, and most of the people that we compete against are are really big on the number of appointments and leads up front. And one of the things that we've always been proud of is the long term process and doing the right things for the long haul, and nurture and building relationships over time. And so we might say, Look, if you're looking for a bunch of leads as fast as humanly possible, maybe these two or three other companies are a good fit for you. If you're looking to fix this for good. You know, fix your sales pipeline. If you're if you're willing to be committed to it, we could really help you grow your business in a predictable way going forward.

Eric Watkins: 28:45

That's a great example. Great example. Good stuff. Jeff,

Unknown: 28:48

thank you.

Scott Scully: 28:50

Oh, we are there. We're there. We are look is Mr. Mr. Hole and one participating? Yeah, thank you. You don't think so? Do you think you look smarter because you're wearing those glasses.

Jeff Winters: 29:03

He's talking to my nine year old son, who has picked up my fake blue light glasses and now is now wearing them here at the table.

Scott Scully: 29:12

He is, there is no cry. I mean, he is dialed in, dialed ready for that conversation? All right. Well, this one, I hope it is age appropriate. This is

Eric Watkins: 29:23

age is age appropriate and very relevant. So that LinkedIn comment stirred me earlier. It stirred you, it stirred me, it stirred you, and it made me think about this is an important, important thing today in youth sports, is, should you have your kids play multiple sports, or should you get them really focused in one or a couple sports? I think when we when we look at Prince Charles, he just got a home one. He's a basketball star. He's ripping home runs like that's a lot. Different sports. Jeff, what say you?

Jeff Winters: 30:04

It's hard for me. I was not an athlete. I didn't even have one sport. I didn't have any sports. I couldn't I didn't play any so I don't come at this from a place of experience, but I hear the parents who say, you gotta, you know, they should play multiple sports and that sort of thing. I don't think so. I like it. I know I'm going against the grain here. Yeah, I put my kid in one thing and let him, let him figure out what that is. I think there's a figure out what that is type period. But I believe in all things, in life and specialization, in dedication, in discipline, I know how few things I'm good at, and how I have focused on try to focus on a couple of them, so maybe my opinion will evolve as kids get older. But right now, I am of the mind. Let them figure it out on their own, and then focus and train and have discipline

Scott Scully: 30:58

multiple sports I watched McEwen get burned out on soccer. He played year round soccer since kindergarten, and by the time he was a senior, he didn't really want to play. He played another couple of sports, but really started to specialize over time, I would say the best example of multiple sports is go to any significant goat in athletics. They did not do one sport. Sure. All of them played multiple sports, yeah.

Eric Watkins: 31:35

So I don't, I don't have kids. So, you know, I'm a little unqualified to speak on this, but I would say the good news is almost anybody listening, none of your kids are going to play professional sports. Uh oh,

Jeff Winters: 31:51

and you've lost all the parental everybody who's listening as a parent thinks Johnny's gonna play professional everybody

Eric Watkins: 31:57

that's happening, everybody that's left from that maybe 1% of you will have a kid that will be a scholarship athlete. So I think it's about what, what do your kids enjoy playing the most in keeping them in that I have one exception, hockey. So one of my best friends has four kids. Two of the kids are really involved in hockey, and he's gone every weekend. It's super expensive, and I don't really like the sport, so my kids will not be playing hockey. They won't be looking watching hockey. That would be a we're not playing hockey. And

Jeff Winters: 32:36

let me say this, my answer baseball, in no surprise, was selfish as much as it was selfless. I don't like the idea of going to the ice rink in the morning in the winter, going to the baseball fields in the summer. Hours away, there's never been a close anywhere you live the baseball fields far away,

Eric Watkins: 32:56

you play the team across. I

Jeff Winters: 32:57

don't worry. Yeah, no, there's no, there's no baseball wherever you live, the baseball fields an hour away, even if there's a baseball field near you, don't get to play it that one you play at the one an hour away, one sport. And Scott, to your point, yes, the goats and all the sport. But like, you know, some of them have physical event. LeBron, James, six, eight, yeah, he's gonna be pretty good.

Scott Scully: 33:14

I wouldn't classify him as a goat, but you know what I'm saying? Thank you. You

Jeff Winters: 33:18

know what I'm saying.

Scott Scully: 33:21

I like how you were just delivering a message, you know, about certain sports to your offspring as he sat there. It'll sink in over time. Yeah,

Eric Watkins: 33:31

what do you what do you think, Charlie? Yeah,

Unknown: 33:37

I think let the kids choose, because you don't want your kid to be unhappy and he doesn't play the sport you like. So if you train your kid to play a sport that he doesn't like but you like, the kid will just quit immediately. Like, that's what I No offense to the basketball fans out there, I just quit basketball. It was too much, and plus, the only one that wanted me to play was him.

Scott Scully: 34:01

So basically, basically, basically, you were, you weren't good at basketball. Is that what

Unknown: 34:07

you're saying? Actually really good. But, um, I think

Scott Scully: 34:11

you made your point. So someone should play multiple sports.

Unknown: 34:15

One of my team was passing to me, Oh, yeah. And

Eric Watkins: 34:18

I was open every time. So always open Jamar Chase style.

Unknown: 34:21

Yes, Jamar Chase style.

Jeff Winters: 34:23

So in summary, you would say,

Unknown: 34:25

play two sports maximum. Oh,

Eric Watkins: 34:28

okay, two sports. That's a good hybrid option.

Jeff Winters: 34:31

You heard it here first from a nine year old,

Eric Watkins: 34:33

from the from a nine year old. Yeah, yeah. Wisdom, what say you? Wisdom,

Scott Scully: 34:40

please,

Jeff Winters: 34:40

please, dude, you're opening, you're now, you've opened Pandora's Box. I've given you all I

Scott Scully: 34:45

can. I mean, I think it would be worth it to what just to hear,

Eric Watkins: 34:49

um, what he has will doesn't even know we exist right now. He's

Jeff Winters: 34:53

watching YouTube shorts that are made for 40 year olds. Is what's going on. This is important. That's what bring your. Child the work day is it's iPads and headphones, tablets and quiet rooms

Scott Scully: 35:05

to do or not to

Eric Watkins: 35:06

do or not to do. Never fails. Never fails. Prince Charles with the hot take of the day, appreciate it, man.

Scott Scully: 35:13

Good. You want to do a shout out for the best cheeseburger in St Louis before we go? Yeah, I

Unknown: 35:20

need to hear this. I need to hear this. Drum roll, please, the best cheeseburger in St Louis goes to corals. Corals. Yes, there is no better cheeseburger that you could get now. Yes, other places, other cities, other worlds. Yes, you can get another cheeseburger that is better than Carl's. But if you live in a place like St Louis,

Eric Watkins: 35:51

is Carl's, Hardee's, that's right? No, it's

Unknown: 35:53

not. It's a local restaurant. Shout out to Carl's. It's it's not

Scott Scully: 35:59

tiny a little diner. It's

Unknown: 36:01

like a little diner. It is the best cheeseburger you'll ever try. And if you do come to visit or live in St Louis, I would happily request you to go to car. Okay, I

Eric Watkins: 36:15

think you're gonna pay for him. No, not pay for him. There are a

Scott Scully: 36:19

lot of people in St Louis that would actually feel like you gave good advice there. That was good surprise. Surprise, yeah, all right, you are as smart as you look. We gotta, we gotta wrap this

Eric Watkins: 36:29

up for the wheels. The wheels

Jeff Winters: 36:30

are falling off. We're missing naps. Get we gotta, we gotta get this wrapped up.

Scott Scully: 36:37

Well, it's always fun here at abstract growing, growing kids show, yeah, daycare, Jeff is such a good spot. You guys are not seeing this, but he is such a good dad. Such a good dad. Good job, Jeff. I

Eric Watkins: 36:56

don't know if they'd agree. He always, if you listen to him on the show, you wouldn't think as much, but it's just he's all talk.

Scott Scully: 37:02

Alright, we love being with you. If there's any way that we can help you in your journey to grow in your organization, please reach out. Let us know. Like Subscribe. Pass this baby on to your friends. We want to help as many people as possible in their journey. We'll see you next week. Let's grow. Let's grow. Let's grow.

Unknown: 37:27

The grow show is sponsored by inbound SDR, digital search that works You the Grow show is sponsored by inbound SDR digital search that works.