In July 2020, I wrote a blog post titled “I Want to Clone Myself” and I’ve fantasized about cloning as the solution to growing my business many times since then. I bet you have too.  Being an entrepreneur means wearing many hats, especially in the early years, and most of those hats are unflattering and don’t fit well. 

Enter serial entrepreneur and fellow ADHD-er, Will Christiansen, who has been called “The Tony Stark of Software” in the field of automation.  In this fast-paced episode, Will and I unpack the challenges of scaling a business and how AI, automation, and what Will calls “top-tier human talent” are the elegant solution you may be looking for.  

If you’ve struggled with overcomplicated, clunky systems that slow you down and failed to find team members who match your drive, creativity, and commitment, this candid conversation is packed with practical strategies that move the needle and boost your bottom line.  

Guest Bio

Will Christiansen (he/him) is a systems thinker and automation expert who helps entrepreneurs take back their time and scale their business.  Will is the founder of The Entrepreneur’s Apprentice and host of Automation Hunter. He specializes in building teams and tech stacks that let visionary minds focus on what they do best.

Will is also a champion of the “Automate, Delegate, Eliminate” approach and has a brilliant strategy for hiring “entrepreneurial apprentices” who help founders scale without burning out.  Will’s revolutionary“15-1-1-5” framework, which he developed to manage his own executive functioning challenges, is an ADHD-friendly alternative to traditional time management strategies. 

Episode Highlights

• You Don’t Need a Clone—You Need Your Opposite: Will reveals that hiring someone just like you might double your chaos, not your output. The real solution? Find an apprentice or two who complements your weaknesses and excels where you struggle. Sometimes, your best partner is someone with a different brain!
• Automate, Delegate, Eliminate—In That Order: Learning to let go is harder than it looks, so start with identifying what can be automated (especially now that AI makes it easier than ever). Save your executive functioning and cognitive energy for the big, creative stuff rather than routine busywork.
• Equity and Ownership Breed Commitment: Want your team to “own” their work? Will recommends offering phantom equity to empower top-tier talent to act as “mini-CEOs.” This transforms their sense of responsibility and buy-in, leading to loyalty and drive you can’t just hire for.

Mentioned by our guest 

• Automation Hunter YouTube Channel
• Entrepreneur’s Apprentice
• Kolbe Assessment  
• RemoteWork.com 
• Books referenced:
• The E-Myth by Michael Gerber
• The One Thing by Gary Keller & Jay Papasan
• Buy Back Your Time by Dan Martell
• The 6 Types of Working Genius by Patrick Lencioni
• Never Split the Difference by Chris Voss

Want to Find Out More?

Will is offering a FREE 15-minute call for ADHD-ish listeners to jumpstart your “Automate, Delegate, Eliminate” journey. And if he doesn’t blow your mind, he’ll give you a $50 Amazon gift card. (Spoiler: it never happens!)

Book your call now, for listeners of ADHD-ish only: EntrepreneursApprentice.com/adhd-ish/

Don’t forget to subscribe/follow the podcast, and leave a review so more ADHD-ish business owners can find THE podcast full of real talk and real solutions for neurodiverse business brains.

© 2025 ADHD-ish Podcast. Intro music by Ishan Dincer / Melody Loops  / Outro music by Vladimir /  Bobi Music / All rights reserved. 

G: You mentioned that you wrote a blog post about how Dolly let you down because you really wanted to clone yourself. Like, this is a very common thing, especially for ADHD entrepreneurs, because we see our brilliance, we see our drive, our energy, and we're like, if I could just get one more of me, we could double the output of this thing and everything would be fixed right? Like, that's kind of the passion or dream. I came across this because I had a prototype product that I built and I had six paying users on this prototype, but it didn't have a website up and there was no scaling or marketing or anything like that because I didn't have time. I was building another startup at the time. Well, fast forward three years of having that prototype. A friend of mine sent me a crunch based listing. Same exact idea, somebody raised a million dollars on it.

H: That's sucks so hard.

G: I was like, why? I've had other places where I've had an idea and I wrote it down in a journal and then it becomes a billion dollar idea and those. I'm like, yeah, I didn't actually execute on any of that. But this one, I had the freaking jet on the runway and I just never put gas in it and put a pilot behind it. It just, I was like, I've got to clone myself and so I started hunting. I googled cloning wasn't an option. And that's actually when I stopped and said what I'd really love is just another me, but maybe a me who doesn't, who has tons of time.

When did I have tons of wait, when I was a young, hungry college student, recently graduated from high school, I had tons of energy and zero experience and tons of time. It's like, what if I found one of those? And then I realized, wait a second, there are young, hungry college students out there. So I called my alma mater, an old professor of mine, and he shot me an email and we went back and forth and I said, hey, can you post that I'm looking for an apprentice. And I called it Entrepreneur's Apprentice, come join me in the business. Build it from the ground up and I was looking for a clone of myself. I had been introduced to a test called the Kolbe test. K O L B E. That Kolbe test and if you, if you've taken the test, I'm a 2, 2, 10, 4. The only other person I know who's a 2, 2, 10,4 is Simon Sinek.

H: So not bad company, my friend.

G: Not bad company, 2, 2, 10, 4. So the short version is I had already matched in the past employees to me through another agency that was helping me find team members to compliment me through the Kolbe test. So I understood how to match, and I said, okay, I'm going to do the same thing, and I'm going to find an exact copy of me. Well, I got on the phone with the exact copy of me, and I said, hey, I'm you in 10 years. This is I was like, 35. So this is four or five years ago. Hey, I'm you in 10 years join me, and together we will rule the galaxy.

H: You didn’t! Did you actually, was that your pitch?

G: Yes, I did. I did. I said it just like that. And I thought, well, he's just like me. He'll eat that up.

H: Yeah.

G: And he was like, I don't need you and I was like, what? Excuse me?

H: How dare you.

G: I was like, what do you mean you don't need? Like, why did you apply for the job? I don't, I'm so confused right now. He gets off the phone, and I realized, holy crap, I was that arrogant when I was in college. I was that arrogant. I thought maybe.

H: Maybe this whole cloning idea…

G: Maybe this is not a good idea well, and then I started. So I actually hired a few that were like me, that accepted the job, and they lasted for three months and went and started their own thing and I was like, what the fetch? One of them came to me, and he was my exact opposite, which I was not looking for.

H: Yep.

G: I did not want my opposite, I wanted a clone. My exact opposite comes to the table, and he says, I'll work for free and I was like, you can't be free. So I put him on a couple of projects, and then I had these clones of me who flaked out, and I was like, well, I got this guy who's doing a good job for free, let's pay him something. And he turned out to be the most effective apprentice I had ever had, which clued me into to clone yourself, what you need is your opposite.

H: Because as you were talking, and we've been talking for well over an hour before we even started recording. I didn't think that you were going to say that, because I'm thinking, well, yeah, there are the great parts about having adhd, some of which we've already named creativity, drive, energy. But then there's the not so great parts, like forgetting and being late and overthinking. And procrastination and distractibility and all the rest of the jazz. So maybe the cloning of yourself as an exact copy is going to mean more of that shit too.

G: Oh, it totally is and I saw that in the clones that I had that were exactly like me. So then I discovered that there was a place. So depending on what my business needed, depending on which direction I wanted to go. I could shape the clones so that they still complemented me, but they also had natural skills and abilities in the area I wanted them to focus on. But it was more than that, I was like, I've hired seven different VAs. I've tried everything under the sun to try to find someone who gets there. And I had a couple who directly complemented me, and they were amazing, but at the same time, they didn't appear to want it as bad as I wanted it.

H: Okay, let's get honest here Will. Desire, passion, purpose, I don't know that we can clone those things. I wish we could, but I think the best people have to match us in that. But it's our business, not theirs. So will they? Can they?

G: Yeah, so here's the deal. I wasn't sure that was possible either. I knew I was onto something because I decided to drink my own Kool Aid. So this is like, four years ago. I was like, cool, I'm gonna like, oh, I need an apprentice for my apprentice business. So I brought on an apprentice in February of 22.

H: So light years ago.

G: Almost for the day and age we're in now. Light years ago, she came on, and she was my opposite in many different ways. She balanced me and the passion and desire was the part that I was most curious about. Six months in, we had, I'd been doing fractional work and supporting entrepreneurs apprentice. And looking at all of that we had had a couple of lean months, and I had taken a pay cut. Two or $3,000 here or there, because that's what happens when you're a business owner, you have to do that. I told her, look, I'm giving you equity dependent upon employment, phantom equity in this business. So I want you to treat it like you're an owner. And she goes, well, I think this is unprompted. Well, I think it's my turn to take a pay cut, I almost fell off my chair.

H: I've never heard that from an employee ever.

G: Well, like, excuse me, you want to take a pay? I said, I will tell this story till my dying day, because it was not prompted and it was like, just raw. I had not felt so seen in my place as an entrepreneur and the risk. I said, first off, we are not. You are not taking a pay cut.

H: The fact that you're willing to.

H: You have given me a gift that I will forever treasure, because I know that you care about this maybe almost as much as me. And all of the sudden, I started to see other things that she was doing where she was giving up social activities and she was leaning in and just being a co-founder with me. And so she went at the beginning from being just admin. All she did all day long was, like, answering emails and scheduling. To quickly she began to understand enough context that I could start giving her more complex stuff.

She got to the point where her client handling chops were just as good as mine. So she could go in and handle the craziest, angriest clients because she'd seen me handle them. And I could put her in very uncomfortable situations that would normally lose you an employee. So right before this call, actually, right now, as we speak, there is a mastermind for my group of apprentices called the Lead Gen Standup. I lead that lead gen standup. I'm in charge of it. You may be asking yourself, then why the heck are you on this podcast and not leading that call? Well, while I was chatting and we were looking at timing and I was like, crap, this is going to go longer.

I want to make sure that I provide as much value as I can to these listeners. I need to eliminate some distractions. I went over and I messaged one of my apprentices and I said, hey, I know I've never asked you to do this before, but would you be willing to lead the call today? And I want you to just go around the room and get the challenges from people, and I will watch the recording and respond to the challenges in our WhatsApp group. And she was like, yeah, okay. And I was like, wait, excuse me did she just say, yeah, okay? This is a woman who is very organized. She likes control, she likes predictability.

So the fact that she was willing to take my curveball where I just dumped something over the fence at her and she was like, yeah, I got it and I said, okay, well, do you want me to introduce you? And she's like, no, no, I got it, I'll introduce myself and I was like, yes. So literally right now, my clone is sitting in that room and teaching the other apprentices and learning from them and grabbing the challenges and flying by the seat of her freaking pants for me, because she cares about what I'm doing, I think, as much as I do.

H: And I can validate that this is the real deal, because Will and I were having such a grand old time chatting away that we should have wrapped this interview in well enough time for him to be on that call. And I wasn't even aware that you did that. So we have been talking for the last number of minutes about one of the three parts of your framework, which consists of AI, automation and top tier human talent. You have just been talking about what any listener would think of as top tier human talent, the kind that so many of us, as ADHD entrepreneurs, don't think we can find. Let's talk about the other two parts of the framework.

G: Yep. Yep. So the only thing I want to say before we go to the other two parts of the framework is this. If you're going to go find an apprentice, make yourself a 15 questions form. Look at that and that's what you put out there. So go pay 200 bucks on, like, remotework.com to look for that person, you'll get hundreds of applicants. It's an employer's market right now. Go through that, you know, come up with 10 questions ask ChatGPT to come up with 10 questions. Put those 10 questions into a Google form that's free with a Gmail account. Have them fill that out, go through those.

And what you're looking for is who has the hunger, who has the desire, who has the passion? What do I see in those? Take those top tier ones and call them on the phone out of the blue. If they can stand on their own two feet and talk to you, that's getting somewhere. Then try to challenge them into doing some type of risk. These are all tests I've built and I'm doing. I'm trying to open the door for you guys so that if you want to do this on your own, try it and dig in. Do not just hire any random college student. Give them the Kolbe test, make sure that you understand that.

Get the other Kolbe test, have ChatGPT compare the two Kolbe tests so that you can see what's going on. And then most of all, once you find one that you're, like, falling in love with, you need to sit down and have a very clear conversation about ownership. And I would offer them, contingent upon whatever milestone you want to hit, I will give you somewhere between 5 and 50% of this company in a phantom equity relationship. If you can do this and that phantom equity allows you not to have to do a K1 allows you not have to do any of that, but you get the ownership on the table and that's what turns employees into mini CEOs.

H: Before we get into the other two parts the of the framework, I have two questions that have just come up about the top tier human talent. Why wouldn't someone who has the drive, who has the hunger, who will answer that call and not let it go to voicemail and will riff with you spontaneously and also have that level of entrepreneurial drive that the phantom equity in your company would be enough for them? Why aren't they entrepreneurs of their own companies or is this part of their process to becoming?

G: What's your second question because I think I can probably answer both.

H: Okay. The second question is are you personally or do you recommend as part of your system with the entrepreneurial apprentice looking for people specifically who are neurodivergent, who are ADHD?

G: Great question. So I don't have anything in my test that targets neurodivergence. In fact, I leave that out on purpose because I give them blind tests. So they come to the test thinking that the thing I want them to do is to answer these questions perfectly, when what I'm really looking for is can they bs, right?

H: That’s like suggestive of adhd.

G: Right, are they willing to take risk? Are they willing to look at that? One of the questions in my initial 16 questions. And you can go to equityhammer.com apprentice and you can look at my questions. One of the questions that I have there is do you consider yourself more of an idea person or a get or done person? And if you had to choose one, why would you choose it? And one of the criteria I'm looking for, I'm not looking for an idea person. I got more ideas than I know what to do with.

H: Absolutely.

G: I'm looking for a get it freaking done person. So the reason these individuals don't go out and build their own businesses is because they are integrators in embryo. They don't have the ideas flowing to them and they're just looking for an idea to latch onto. I didn't even know that existed. An entrepreneur that wanted to work with somebody else like that, that's what we found, that's what we built.

H: That makes so much sense, Will, because a lot of people listening are going to say, come on, that doesn't exist. And there's just as many people that think, I am the visionary, I am the ideator, I am the idea factory, the factory never closes. I got more ideas than I have life left in me to implement. I just need implementers but they don't think they exist. Or they think implementers are just, you know, bean counters and pencil pushers and clock watchers and they don't actually give a shit about the business.

G: So I discovered there's three levels. There's a systems designer, us, the people who are thinking about strategy, all of that kind of stuff. There's a systems builder, which is the guy who takes the garble gunk out of the system's designer's head and turns it into a repeatable process. And then on the far end of the spectrum are the system's followers, the people who like to check boxes. Like my wife, my wife actually likes checklists. I was like, oh, needle in the eye if you want me to do a checklist. That sounds awful.

It dawned on me there's three separate people, but most entrepreneurs, they try to go higher a systems follower. And then they get really pissed off because the systems follower can't figure out how to do their email. Well, you didn't have a system for your email to begin with, so why were you getting a systems follower? Like, they can't create systems, they're not a systems builder.

H: That makes so much sense, absolutely.

G: That's the crux and so these individuals are entrepreneurs in embryo who literally want to attach themselves to an idea guy or an idea girl, and they want to grow together. And if you show them that your apprenticeship is the gateway to entrepreneurship, I will show you how to get into entrepreneurship. But you've got to prove that you want this just as bad as me by dealing with all of my crap.

H: And they're open about it. See, this is one of the other things I love about this because I've certainly had clients who say I hired this person who sold themselves to me as an implementer to match my, you know, visionary. But what they really wanted was access to my business so they could pick my brain, copy my systems, and then go out and compete with me. You're talking about something completely different. It's an upfront, open, honest relationship where you're saying, I invite you to come into my business to learn how to become an entrepreneur.

G: And I'm willing to share with you. And I'm willing to share with you if you are willing to put in the work effort and show me you have the drive.

H: Which is apprenticeship.

G: Which is apprenticeship. Exactly.

H: I love it.

G: Exactly. So, yeah, I think that answered both of your questions there. But that's why they don't just go do it on their own. And that's how we find people who want to stick with you in the long term.

H: Got it. Okay, ready to move on to the next two parts?

G: Yep.

H: Awesome.

G: So we talked about top tier talent. Let's talk about which section do you want to go to first?

H: Oh, you're going to give me choices. I love options. Let's talk about AI.

Any programmers are like gonna laugh their heads off at that. I didn't know what a for loop was, so I was doing if then goes to go to statements. And all this, no formal training. Well, that like really the automation bug bit me and I just became the resident Excel expert, Google Sheets expert in the office. And everybody brought their data challenges to me and I saved the team hours and hours of time by automating the things they were going to have to do manually.

Well, that was the beginning of my automation career. More than 10 years ago, 13 years ago. And at that point I said, wait a second, you're telling me that Excel can automagically pull data in from over here and match it up over here in a V, it's called a vlookup. I don't even understand what vertical lookup, whatever. Okay, cool if it can do that, what else can it do? And I started on a mission to figure out just how much of my life I could automate because I wanted to figure out how to automate every like, I have an ADHD brain.

H: Yeah.

G: It can't keep track of anything. So if I build a system that keeps track of it for me, well then I don't have to worry about it as much anymore right, it just plays forward. And when I dug into that and really pushed, I was like, oh, wow. Yeah, okay, automation. And so I've been doing because the buzzword before AI was automation.

G: Yes.

H: And the reason most people didn't know about it is because there was so much nuance in creating automation in the if then statements. So when you wanted to send out an invoice to a client, there were certain conditions that had to be met before that invoice could be sent. The project had to be done the you all of these other things. Well, people would go automate and they would screw something up in it and it would lose them a client. And they were like, that's it, I'm never automating again. AI changed the game because now you could give word vomit to the AI and say, this is the set of criteria that I want you to take action on.

And now it can do an if then statement in a garbly gunk blob of text. So you don't have to be a programmer anymore to figure out how to automate some of these different processes that are out there. And the tools are just unreal levels of cool. You want automation Hunter.com. that's my YouTube channel. I release small business AI and automation tips there on a regular basis. And if you're adhd, you may notice that a lot of those tips are directly targeting my adhd. So like I'm so passionate about that technology side of things. And AI changed the game for us in terms of the layman or the non technical individual getting access to it, or even the technical individual being able to do more advanced things with AI in automating.

H: Absolutely. And in fact, I think a lot of people have been hearing for years, well if you've got a scalability problem or simply a capacity workflow problem, you need automation. But most people are not coders Will. Most people would not get off, as you said, on teaching themselves how to code. But we all share the desire to get more done with less effort, less energy, and to save ourselves time everywhere that we possibly can. Have you read the book the One Thing?

G: Yes.

H: Well.

G: Well, hold on. I think I've read the summary and I watched a couple of videos.

H: You know what, it's actually good enough. It's good enough even if you just know this one sentence. What is the one thing that would make everything else easier or unnecessary? I think we can both agree the one thing is automation, right? And now AI makes it accessible.

G: It's automation. So I found that it could be one of three things. Automation, delegation, or elimination.

H: See how well I queued you up for that? It's almost like we rehearsed it.

H: Vertical or horizontal?

G: I would do horizontal and then you're gonna make a list underneath it. Underneath it, you're gonna write down anything that took you more than an hour a day excuse me, more than 15 minutes a day. Fifteen, more than 15 minutes a day, more than an hour a week, or more than an hour a month. And the reason you're looking for this, you want things that are repeating. So if you write something down, you're like, oh, that's probably only gonna happen this month, cross it effing off. Because if you try to automate that, you're gonna be pissed because you just spent eight hours trying to automate something that, guess what, may never happen again in the business. That is so common. People, they're like, oh, yeah, but this could be automated and it might happen again.

Well, if it's not happening on the regular, do not flipping automate it. Now, the last step, the 5. 5 tally marks for how you've done it five times manually. So less than 50 minutes a day, less than 15 minutes or less than an hour a week or an hour a month. The reason there's that threshold is because that's about how much threshold you need to be able to afford a freelancer. Like, it's got to save you an hour a week or an hour a month at least an hour a month. If it's not saving you an hour and a month. You should not be even looking at it. Then write down five tally marks and then go describe the crap out of how to do that thing and hand that to ChatGPT and say, write me a spec for an automation consultant and go post it on Fiverr.

H: Boom.

G: So that's the automation. And so another thing I'll throw out there, there's four questions that if you answer when you're giving them that automation description, where's the data now? Where does the data need to go? What needs to happen to the data in between? What triggers the process to start and how often does this happen? If you give those five questions to ChatGPT and say, ask me those five questions, then when you give your brief, it'll actually have the details they need to tell you exactly how much it'll cost. And then you can look at it and say, is this ROI positive? If I pay 500 bucks to have this automated. If I pay 200 bucks, if I pay $1,000, if I pay $10,000, is this going to pay me back?

H: Makes sense.

G: So that's the automate principle.

H: All right. We talked about this a little bit earlier, before we started recording, about how the three parts in your system, Automate, Delegate, Eliminate, you put them in that order because those are kind of the order of difficulty. Why is eliminate the hardest part of all in cloning yourself?

G: And I want to throw this out there that Automate, Delegate, Eliminate that's been my journey. I will write is it a biography or autobiography? I can never remember which one I write. But the version I write will be called Automate, Delegate, Eliminate, because that's how my journey in life went as I discovered this path. Well, Automate doesn't involve people. There's no like soft skills that I have to learn that are so difficult for someone with adhd. I don't have to do any of that. I have to hyper focus on something and learn how to understand how Zapier works or make works or whatever tool you're going to use works.

That's something I can do. I can hyperfocus right and so that became the easiest. The next most difficult was delegation because elimination. We're collectors of things like you said earlier, before we started recording, we collect everything. I'll never forget, I was sitting at my desk and we were trying to move and I was trying to eliminate some stuff and I could not throw away this T shirt and I was like, this is insane. And I had like an emotional literacy coach there and he was coaching me and we were digging into it. I had attached my dead mom's identity or my connection to her to this piece of clothing.

And I wasn't willing to let it go because it meant letting go of her, which is not logical, but that's what my brain said. So elimination is most difficult because I have found we attach ourselves to things. And as we attach ourselves to things, it is very hard to let go. And for those of you that had trauma in your life, that exacerbates it. So I lost my mom when I was 10 from breast cancer. And abandonment is something I will never do to anyone. And so like firing someone, very difficult. That's why delegate became the next phase of it because eliminate, oh man.

H: Too hard. Honestly, so many people with ADHD have like low key hoarder vibes. Like, seriously, because we're very good at starting things, we're not good at finishing them. I know I do. I cannot see in your room, but we talked about your massive collection of fidgets and I told you to put them all away so we don't make noise during the recording. But it's that we always, we get attached to the ideas that we have for things. And so even if we haven't followed through, we always tell ourselves yet. So I couldn't possibly let go of it because then I'd have to deal with feeling dumb for getting it to begin with and give up on the dream that one day I will.

G: So giving up on the dream is so painful. You want a sales tactic. So Chris Voss wrote a book that I think is just absolutely amazing. If you've got a client who's not listening to you or you've sent like seven follow up emails and they're not responding, just send them an email that says something like this. Hey, sounds like you've given up on the idea of cloning yourself. If that's the case, totally get it. No problem, you know, I won't bother you anymore. That is like, I found that that revives the conversation real fast because nobody ever wants to say they gave up on anything.

H: That's very sneaky. Oh, and by the way, not that I'm saying it's not a good idea or I won't use it. It's the autobiography when you write it about yourself. But I think that it's actually going to be a nonfiction book for entrepreneurs like us. Because you have a lot of really relatable. You're an open book like me, quite literally. And you've got a lot of really relatable strategic advice that brains like ours are really not going to want to hear from anyone other than brains like ours. So a nonfiction book is in your future and it'll probably have a lot of self referential stuff so it'll feel mildly autobiographical. Yeah, autobiography, but that's what makes it relatable.

G: Well, I want, there's a part of this where we haven't even really talked too deeply about this side of it. Automation has made so many of my weak points become strong points because I've been able to find the places where automation is most important and program my phone to automate those specific tasks. And so finding where is the inflection point. Where are you like what's the most important thing to your wife? Is it the anniversary? Is it the birthday? Is it the whatever? And what systems can I put in place so that I never forget that again? And those systems then can become automation. And with AI agents these days, it's getting way cool. Like there's so many ways that you can just systematize that memory. You don't have to keep track of it anymore.

H: When you think about the fact that our I don't think of it as a disorder, but our ADHD is largely based on emotional dysregulation and challenges with executive functioning. It makes the utmost sense, Will, to save the executive functioning that we can squeeze out of ourselves on a regular basis for the visionary, strategic, disruptive, world changing stuff and then automate, delegate or eliminate everything else to take the pressure off our freaking brain. So we can just do only the magic stuff.

G: Systems designer, systems builder, systems follower. You want to be in that systems designer spot as much as humanly possible because that's where your brain just lights up.

H: What is the true benefit, the true ROI?

G: So what I have found to be the true ROI is the freedom of thought to create. So I get off on creating things. That's my favorite part of the business. But I need somebody who's really good at discerning what's the right thing to work on, to tell me which ideas we should work on. I can get everybody started on it. I'm great at galvanizing people to connect those different dots. If you, Patrick Lencioni, Six Working Geniuses. Yes, Innovation, galvanizing, that's me. So I'm great at those two. But you want to talk about tenacity or support or discernment, I stink at those.

I'm really, really awful at supporting people and coddling them through the process. I've gotten a lot better, lots of practice, and I really stink at crossing all those T's and dotting all those I's. Those things drain me no end. In Patrick Lencioni's book, he comes to his wife and he says, honey, I've got some bad news. I have the Sunday blues again. And the Sunday blues are when you realize you have to go back to work on Monday and you're like, crap, I really don't like my job. And she was like, how can you not like your job?

You run an agency, you own it. Like, you get to choose what you do. And he dug into that, and that's what created the six working geniuses. So those six working geniuses, or the Kolbe test, or whatever you want to use as the framework, show you what drains you and what lights you up. And so if you want another book that I think is amazing, called Buy Back Your Time by Dan Martell, he talks about, find the things that light you up and make you money, focus on those. Find the things that make you money and drain you no end and hire somebody else to do those. Find the things that don't make you money and don't light you up and eliminate them.

So like, this whole idea is to create a space or a world where you get to focus on what you love, you get to do what you love to do, and you build a team around you that supports you in the parts that you don't like. And it becomes a place where you never have the Sunday blues. You wake up every week going, oh my gosh, I cannot wait to go to work. Because work has now become fun. You're no longer trapped in the cycle of all of those other pieces of man, if I could just find a clone.

H: And that's not only are you excited to be in your business, you have surrounded yourself with other people who feel the same way about working in your business, which is exactly like, that's living the dream. Where do you want people to connect with you when they're finding themselves saying, I can't believe it's over. They're ending this conversation and I want more of what he's putting down.

G: Two places. One, go to automationhunter.com and subscribe to the YouTube channel. At a bare minimum, that is going to give you more access to some of this AI and technology and automation. I focus a lot on automation and AI there. I do talk about delegation a little bit, but the podcast title is Automation Hunter. The other place I'd love for you to connect me is entrepreneurs apprentice.com./adhdish and I will make with the dash and without go to the same landing page. So on that landing page, you're going to get an exclusive free offer where you get 15 minutes with me and I'm going to start the Automate Delegate Eliminate process with you. And I will blow your mind if your mind is not blown on that call, I will give you a $50 Amazon gift card, no questions asked.

H: How many of those have you had to give away?

G: Technically one I've done.

H: And that person was probably asleep on the call, so it really doesn't count.