if everybody on the team has to say what their personal goal is,

and they get to set it.

And if they hit their personal goal,

as long as it's aligned with the company goal overall,

if they set that goal,

they can set it as bigger as little as they want. What happens is that the social pressure of wanting to set good goals automatically self-correct. Welcome to the game where we talk about how to sell more stuff to more people in more ways and build businesses worth owning.

I'm trying to build a billion dollar thing with acquisition.com. I always wish Bessos, Musk and Buffett had documented their journey journey so I'm doing it for the rest of us.

Please share and enjoy. A good friend of mine in my building had a really

really interesting way of managing talent to get and drive higher performance

and output.

And so the reason I wanted to make this because at the end of the day, every entrepreneur

has the same problem, which is they need better people and they need to get more out of people that they have and a lot of that comes

from culture and training but every once in a while you stumble upon a process that has

teeth and so I think it's super cool because it is reinforced through multiple

different psychological levers and it's got really cool stuff to it. So let's not have it.

So one of the things that he shared with me that he did

is that he has a level of variable compensation. That's not new. It means that there's some level of

performance, check marks, etc.

That they have to hit in order to get paid.

Makes sense.

Now, the way that most companies do this,

and I'll tell you that what we've done up to this point for us

...