Hey everybody, welcome to another episode of AMA. I am your host Tom Billu and I'm going

to be answering your questions. If you ever want to submit a question by the way, you can

submit them to connect at impacttheory.com. The amazing and talented Chase will be selecting

questions that are the most amazing and hopefully the most helpful. So submit away. All right,

without further ado, the first question comes from Anonymous. I'm working in a company

where the majority of my colleagues are millennials. In the last year, we have encountered a lot

of resignations and we are out of ideas about what we could do to change the situation, even with

applying radical truth and transparency, nothing changed. After several months of working on a project

and encountering so-called boring tasks, which sometimes have to be done, they just purely surrender

and move on. The lack of grit is present, but you can't find only gritty people. This is the truth.

The idea of just letting them go bothers us and we want to change this to be more complicated,

the company is located in an area where a lot of competitors, any ideas, how to proceed. Yes,

I have a lot of ideas. Okay, so first of all, I want to address the thing that you were saying about

even after introducing radical truth and transparency that it didn't help. Now, I've lived

that nightmare and trying to institute it after the fact is brutally difficult. You've already

established the company culture. There is going to be a lot of momentum to that and you're going to

have to, if you really want to change the culture of your company, you're going to have to first

present what the new culture is, then show through your actions and the actions of the management

exactly the truth of your statements that whatever shift it is that you want to make, you are making

and you're making it hardcore. There is a famous story about Bill Gates making this huge announcement

to the company that, hey, we've gotten off track in terms of the internet, the saying is getting

away from us and now we're really going to double down and there was something I forget, there was

...