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#005 - How to ACHIEVE Prosperity in Business! 💼🚀 · Beyond Sovereignty

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Do you want to be an ethical leader? Are you looking at the sustainability of
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your business long term? And do you want your team to be there long term
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as well? Some practical things that you can do within your team right
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Give your team something where they're like, holy shit, I never thought
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What? You're really willing to let me go there? I'm like, yeah, absolutely.
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This is the path that I would like you to go down so that you can
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get to there. How did I get them from earning $700 a
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week to earning four and five grand a week? Welcome
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Wisdom Keepers, Soul Tribe and New Earth Leaders to
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Soul Temple, your haven for self-discovery and growth.
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I'm Blythe Langford and I am your guide to finding yourself and
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your true, true, true, true, true purpose. Together, let's
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shift from feeling stuck and misaligned to living a
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life of purpose and prosperity. What
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is divine leadership? I am so happy that you asked
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that question because divine leadership, no, it's not
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like all other leadership. Divine leadership is how we
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are going to bridge the gap and make a change in
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this world forever. Divine leadership is what is coming into
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and what we are creating for the future. Divine leadership is
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a way of running your team as if it is
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a collective that is in
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harmony together. Now what I
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mean by this is It's not from an authoritarian top-down
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leadership model. It is about the owner, the boss, the
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leaders actually driving and mentoring
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the team to get the best out of the team, not only for the business, but
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for the benefit of the team as well. So
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being an ethical leader means that you or maybe
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your managers are educated in how to deal
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with each team member individually. Now,
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what I mean by this is every single team member has their
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own unique reason for showing up to work each and
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every day. And as a leader, it's up to you or
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your manager to figure out why that person
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has come into your business. What inspires them? What is
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going to make them show up each and every day and give you more
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and more each and every single day? How are you going to
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enroll them and get them so invested in your company,
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in your brand, in your business that they don't want to leave, that
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they want to be there more than you? That is
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divine leadership. It's when you bring the divine
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through them so that they can channel what's going on
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in your business. Right? I got goosebumps. It
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is just a different way of being and
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existing and leading. Now, I want to give you a really specific example
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of this. I had my businesses for, well,
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ever since I was 24, I've been, well, I had specific salon
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businesses and been in business since I was a teenager. When
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I had my businesses, my staff and my team, it
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got to the point where I had mentored them and put every
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single bit of energy and effort into them and
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their growth and their potential and figuring out what drove
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them, every single one of them. What did they want in their personal life?
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What did they want in their career? What did they want to feel in their bodies? How
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did they want to exist in the world? What did they want to experience in their lives? And
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how could I, as a leader, figure out how I can help
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them empower them to figure out how they were going to get there.
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And how can my business be a tool that's going to give them the life
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that they actually want, so that they never want to leave, so that they're so enrolled
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and invested that they would stay there forever. So that's what I
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believe is divine leadership. Now with my team, it
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was at the start, me putting in all the effort to figure out
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how, figuring out different leadership styles, figuring out how
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I was going to work with my team, figuring out what their needs were. And
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in the end, after I had developed my leadership
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skills and after I had a systemized model of
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how I led my teams, my
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teams ran so well that they're like, Blythe, we actually don't want you
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here because you hinder our growth and you hinder the business.
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I was like, what? I have literally just made my
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businesses this amazing like workhorse where
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it runs and it functions better without me because when I'm
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there I'm so invested and enrolled in my teams and they're like that's great
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but we're in risk we're invested and enrolled in the business and
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we're going to make this business thrive. So in the end me
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going away on holidays and me going away and learning all these amazing things
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to inspire myself was what actually got the
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most out of the team because they were already running the
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business to its fullest potential. They
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were top in our company in Australia.
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They were head leaders. They were head educators. They were earning three,
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four times more than other people. And they did it
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in a lot less time frame. So that's what
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I hope happens with you. And that's what my clients have
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actually come to do is change how they work as a leader and
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delegate a lot more after they've gotten their team completely enrolled
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and invested in their business. And then they get to have more time off.
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Everybody gets to have more time off and everybody gets to
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make more money and the business is more successful and thriving. So,
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how do you become an ethical leader? It's
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about developing a new level of care and consideration
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and respect for yourself, your business and your team.
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How you get there is by doing some inner work on yourself,
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personal development, meditation, breath work,
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plant medicine, walks in nature, but
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having a clean vessel, respecting yourself so much
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that respect flows through into your business and
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into your team. Having self-respect and self-honour and
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obsession with being a better version of yourself makes
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you an ethical leader and makes you be able to care
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and be respectful and be obsessed about the
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well-being of your staff. Because there's
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one thing to just I call it, well, Anthony
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Robbins, when I worked with Anthony Robbins, he actually calls it whore trading. There's
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one thing to do something and you want a specific outcome.
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We call that whore trading, right? Like it's like you're prostituting yourself
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because you're doing something in order just to receive something back.
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So there's no compassion, there's no ethical exchange
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there, right? There is instead this I'm
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going to pay you for this, do this for me. It's like you're an authoritarian. It's
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like the world model that we're trying to step away from. So
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when you're an ethical leader, it's about actually seeing your
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team and each staff member as an individual and
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considering and going in there just with an
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open book, having no idea about what it is that they
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need or want and actually wanting to find out. So
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it's like being a detective in your own business. It's like being a detective for
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the people that are in your team. And when you go in
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there with that open mind and that open heart. you
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end up falling in love with each one of your team members. Like you just have a greater love
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and respect for them and you actually want the best for
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them and their lives. Whether it's in your business or whether they're going
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to be there for a short time or a long time, it's irrelevant because
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it's about how can that person have the best life possible whilst
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being in your care because your business is your care,
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right? So that's what being an ethical
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leader is all about. It's about going above and beyond the
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mainstream and being a real New Earth leader in your own business
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now so that your business, once that you are
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being that leader for your team, then your team will
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lead their clients as well and be that leader for their
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clients. So it's just a different way of looking
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at everything. It's more of a heartfelt way of looking at everything. So
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if you haven't been running your business that way, amazing. Congratulations
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for even becoming aware about it now. How do
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we take steps to get your team enrolled? So
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the first thing to think about is when there is going to be a
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change in the business at all, especially when it comes to something like
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this, your team isn't going to trust you and
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they're going to think that you're doing things differently and they're going to question it. What
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you are going to need to provide to them is a level of safety. because
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they're just nervous about why you're changing. So
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and they're also nervous about why you're changing,
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but also nervous about is this going to be something that's long term
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or is this just another fleeting moment that you're going through and when
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you're over it, then you're done and dusted and you won't give a shit about them anymore. So
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it's up to you to really step in and consider whether this is
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something that you want long term. Do you want your business to thrive in
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this way? Do you want to be an ethical leader? Are you
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looking at the sustainability of your business long term? And do you
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want your team to be there long term as well? So
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some practical things that you can do within your team right now is,
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first of all, sit down with every single team member or
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you sit down with your manager and you get them to do it. But if you can,
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what would be optimal would be with you sit down with every single
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team member and you run through a series of questions. The
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questions would be along the lines of, First
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of all, thanking them for being in your business, thanking them
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so much for all the work that they do, thanking them for showing up, thinking
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of all the great things that they do in your business. Start with that
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level of respect and care to actually know what they do and
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know what they do well and honour them for that. This isn't
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about changing what they do well. It's about expanding on what
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they do well. This isn't about picking apart all the things that they do wrong. This
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is about expanding on what they do right. Right? So,
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knowing what they do really well, going in there and treating them with gratitude
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and respect. Second of all, asking them, what
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do you think this business is lacking? Remember, they've showed up
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every single day, besides their sickies, they've showed up every single day
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and they have got insights that you don't have. You
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want to get inside every single one of these team members' brains and figure out
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what they see and if there is any links
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that are missing in the chain that could benefit the business. So
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ask them, I'm really interested to know, what is it that
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you see in this business that you think could give us another edge
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or that you think would be positively impactful in the
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business? Then the third thing is you want to let them know Everything
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that we say in this room stays between us. There's going to be a
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new level of confidentiality between us. Everything that we say in here,
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it is literally just between you and I. I'm not going to
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go and share it with anybody else. It's just so that I can get insights
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into what's going on in this business, what's going to benefit you, what's
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going to benefit the team and how we can grow all together. So letting them
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know that there is this new level of security between you and them and
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the business. And that will just allow them over time, not
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straight away, because this is something that's going to take a bit of time to implement in
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your business. They need to see that they can trust you.
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They need to see that there is going to be confidentiality there. And they need to
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see that there's going to be small little changes, maybe not everything that they
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recommend, but that you're going to consider everything. Then
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you're going to want to ask them what they would
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really love in order to stay in this business long term.
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What are the hours that they want to do? What is the income
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that they want to bring in for themselves? And you can say to them,
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like, dream big on this, like the world is your oyster. So literally
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tell me everything that you desire and I will see if
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I can figure out how to get it into the business and into your
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daily life. Because believe me, you probably can. That's
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what incentives are for. And I'll talk about that soon. You
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also want to ask them, are they happy? Are they actually
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happy in the business? And what would make them
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happier? Don't always go on rabbit
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holes of trauma or anything that's going to take
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a long time to come out of because that can be detrimental
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to the time that you have. You want to be a really effective leader. Ask them what
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is going to make their time there happier and better and
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more fulfilling. What are the things that they really love? And if
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they were to have incentives in the business, What inspires
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them? So is it maybe more time off? Is it travel? Is
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it money? Is it spending more time with you? Is it community
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events? Is it going out for dinner? Is it whatever it is? Ask
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them what would make them happy as incentives for
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them to want to come to work more. And
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then if it is a staff member that does have a
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lot of time off or has sickies regularly, then
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you want to ask them, what would incentivise you to come to
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work more regularly? I know that you've got these health issues. I know that you've
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got these certain things. And what that presents to me is
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that there's something going on in the business that's not really aligning with you, that
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isn't, that's making you feel that you don't want
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to show up all the time or it's making you a little bit sick, is do you have any insights
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on that of what we can do to make it better for you? Because if they're a team member
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that you want to show up, get inside their head, get inside their body.
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That sounds terrible, but get inside what's going on with them and
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figure out a solution together so that it can help them come to
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work more. because even if they're like,
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they're probably seeing the benefits of this business and where it can
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go, but it's probably just not getting to the, not at the speed
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that they really want to work towards. So they feel like they're slowing themselves down
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and that's when illness and things can show up. So if you're on
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top of it and you're really aware of these things, then you can
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actually pre-predict them and you can start to create
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massive shifts with this. Now
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I want to give you an example around this because I did this with all of my teams and you
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know I had three businesses that were really in dire and then
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I turned them around to seven figures in short incremental times
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because I did this with every single one of my team members when I went in.
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I did this straight away. I'd also have a group meeting as well
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just letting them know that I am going to be sitting down with
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each one of them individually because I want to make
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this workplace as great as I possibly can for each
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and every one of them. And I'm also going to, I'd also let them know
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in the team meeting that I'm doing this because I want their
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lives to be better. And I'm also doing this because I hope that we can come together
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as a team a lot stronger and really have everybody's
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needs be met. Now, normally, like
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I had hairdressing salons, really successful hairdressing salons. But
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it's very common in hairdressing salons for people to have sick
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days often, for people to not show up, for people to only be there for
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very short amounts of time. So I really wanted to change that dramatically.
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And this is the approach that I had, and it worked tenfold.
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So what I got out of every single staff member, bar one,
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was I want to work less hours. I want a three day weekend. I
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want to get paid at least double or triple what I'm already getting
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paid. And I want travel
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included in there as well and more training. And I was like, Damn,
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okay, I'm going to figure this out. How am
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I going to give every single staff member a three-day weekend?
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You open the business longer, you have longer days. So they had two short
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days and two long days, and they got a three-day weekend every single weekend.
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How do you do that with a team? The business can't be closed three days. Exactly. So
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some people would have two days on and then a day off and two days on
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and then two days off. So it just depended, but everybody got
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this great roster and they were stoked. And then with the time off,
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I was like, you guys will continue to get this roster if
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you coordinate having any time off. So
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what I mean by that is, if you're going to be sick, you need to
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figure out somebody who's going to come in your place and work for
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you. So, they really worked together as a team. If there was somebody that was
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going to be sick, then they would organise for somebody else to take
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over their shift. So, I didn't even half the time have to get involved. So,
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this level of leadership allowed the delegation for
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my team to actually take control and be owners
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of their own business within my business. Now,
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the other thing, how did I get them from earning
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a base salon wage of $700 a
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week to earning four and five grand a week? each one
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of my senior staff members. I made their
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commissions next level ridiculous. So this
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is why they wanted to show up to work as well. They rarely had
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days off. Like there were people that never had a day off because they wanted
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to show up for those four days and smash it out to the best
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of their abilities because they knew that if they came to work, they
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were going to make four or five K rather than making $700 in a
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week. So they showed up. So I
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figured out how much money they would need to make in
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order for them to get these wages. That's
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more than 4 or 5x their wages, right? showed
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up, they wanted to be there. So, I would invite you
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to actually look at the growth that you're after in your business,
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what you actually want, and how your team, if
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they were going to be incentivised, what could you share with them
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so that your figures, your turnover, gets to that amount? That's what
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I did. I was like, I want my business in order for me to smash
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out all of these bills and pay off all this debt, because I bought the
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business with a lot of debt, in order to pay off all this debt,
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How much money do I need to be making each and every year to cover that
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debt, to make my own lifestyle what I want, and to be able to
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get my staff 5x their wages? How
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much money would I need to make? And so I figured out this much money, the money
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that we needed to make, and I invite you to do the same thing. figure out how much money
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you need to make and then divvy it up between what you want, your debts
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are, your expenses and what your staff want
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to earn as well. And then you'll actually come up with a figure and
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you share that figure with your team and you let them know this is
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what like after you've done all your meetings and you figure out everything that they want then
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you go back and you have another team meeting and you say guys I've spoken
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to each and every one of you now I know what each and every one of you want like Cindy
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wants to go on holidays, you know, Jonathan wants to
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go with his partner and buy a house. And then,
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you know, depending, this person wants to buy a car, that person wants to go overseas travel, that person
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wants to work a four day weekend, this person wants to have a month off in the
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middle of the year to go traveling in. Asia, whatever it
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is, you know exactly what each one of those people want
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and you're willing to give them what they want, right? So
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then you have a big team meeting, let them know, okay, cool, we know what everybody wants
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here. Now, this is the goal that we need to work on in order for
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us to achieve that goal of all of you guys being able to do this.
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But this is the bare minimum of what we need to achieve. So
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we need to think at least 50 or 20% higher
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than this figure, right? So the turnover we need is this, but
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we need to be setting our goal a lot higher than that. In case we don't
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succeed, we need a buffer area because we all know if you just aim
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for this figure, you're going to get below that. And that's why a lot of businesses
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and teams don't succeed because you've given them a low goal. You
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need to give them well above that so that they can exceed the goal, right?
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So give them this high goal that they can work towards And then as
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a team, you have weekly and monthly incentives to
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get there. And you look as the business owner, even
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if your manager will send you a report every week, but every
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week you look at those figures and you let everybody know how they're tracking.
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And then once you get into a flow with this, then you
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have a team meeting every day, right? This is what I did. I had a
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team meeting every day. All of my staff, I would pay them early, pay
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them to get into the business early so that they would go through their own
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columns and their figures and figure out how much they would need to do each day with
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the clients that they have in to be able to hit their goals every week. So
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in the mornings, they would run a meeting for me and they'd let me know, okay, this
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is what I'm going to be doing today, this person's coming in, they're going to do this, da-da-da-da, I'm
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going to upsell this, I'm going to do that, and then I'm going to book them in here, and then da-da-da-da-da. So
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they would run the business, the business meeting every morning for me and tell
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me what they were going to do in the business and how they were going to achieve it. So
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that's the level of leadership that you want, where you've delegated everything to
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these individuals so that they become so empowered and
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enrolled in your business that they're smashing it, that they're
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actually killing it, that they're teaching each other, oh, you're not going to hit your targets this
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week. And my team was so amazing. They'd be like, babe, you're not going to hit your targets this
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week. I'm smashing it. How about I give you some of these
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clients so then you can bring yourself up so that we can all win
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this week? Because that's how connected they were. Like,
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can you imagine having a team like that where they're willing to forgo some
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of their own commissions so that they can help out a mate?
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Like, it's so beautiful when people work that way together.
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Now, remember, I just had hairdressing salons, seven-figure
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hairdressing salons. But each and every year, I would figure out these
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different travel incentives that I could inspire my
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team with. So some of my teams were going to the UK,
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some of them were going to South Africa, some of them
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were going to places in Thailand, Germany. It just depended. I
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found the most fucking awesome trainings around the
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world where I'm like, How would you like to go to Germany this
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year to go to this huge Wella conference? It's like a multimillion dollar conference.
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Like, what? Like, give your
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team something where they're like, holy shit, I
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What? You're really willing to let me go there?" I'm
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like, yeah, absolutely. This is the path that I would like you
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to go down so that you can get to there. So I give
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them like incentives that they would need to hit each week in order to
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have their trip paid to Germany or
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London or America or wherever it is that they're going. And yes,
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they're hairdressers. I know that they're going to be pissed half the time, but they're going
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to have a great time and they're going to come back and tell everybody else about it. And
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all the other hairdressers in our company or even
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people overseas would be like, I really want to work for you. I really want to work for you
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in your business. I had salons in Sydney and I had people reaching
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out to me from the UK saying, I've heard about the kind of leader that you are. I
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want to come and work for you. I was like, yes, damn,
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let's go. So that's what you want. You want people to be
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able to find you out from your ethical leadership.
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Now, remember, I had seven-figure hairdressing salons, but my clients
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have been everybody from tradesmen. They have
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been people that have got online businesses, and I'm talking international businesses
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that are you have a hundred staff, you
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know, or more, you know, anywhere from multimillion to billion
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dollar businesses. So it's about, that's what I mean. If you're not going
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to, if your team is too big for you to actually do that, then you need
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to train your managers. So this is what you do with your managers and
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then they can go and filter it out with your team. It doesn't matter whether
23:13
you're in wellness, health, wealth, finances, investment,
23:18
property, real estate, it's irrelevant. Everybody can
23:21
be incentivized. Even if they're factory workers, everybody can be
23:24
incentivized because there's things that you're not currently looking at
23:28
that are gaps in your business that your team would
23:31
be frothing over, right? So allow
23:35
yourself or your managers and your teams to be
23:38
able to go and speak to each one of the staff members so that there is nobody
23:42
that is lagging and is left behind in your business. Honestly,
23:47
the changes that you will see in your business are tenfold. You
23:50
can literally 510X your business without any more
23:54
clients just by doing these meetings. I've
23:57
seen it, and this is what I educate my clients on, is getting
24:01
in and delegating and changing things up. from
24:05
the bottom up, not from top-down approach. What I mean
24:08
by the bottom up is working on every single team member. For
24:11
me, we had even our trainees or our apprentices. I
24:15
had hundreds of teenagers over 25 years that
24:19
were generally people that were on a lot
24:22
of drugs from really abusive families that were the
24:25
most unsupported individuals that there were. I
24:29
still would go in or get my managers to, as well, go
24:33
in and educate these people on what their needs were. And their needs were never about money.
24:36
Their needs were always about care, consideration, and
24:41
personal growth, and just having a figure there that was able to support them
24:44
and nurture them so that they could learn self-respect, so
24:48
that they could learn self-worth, and really just learn
24:52
to love themselves. So every team member is going to be completely different.
24:55
And that's why I'm saying, don't leave anybody behind, because when you have this
24:59
approach where everybody's important, then everything changes. And
25:03
you've also got to remember that this is this, what's in your business is
25:07
like its own little country, right? You're creating this, this
25:11
little country and it creates its own frequency.
25:14
The business has its own vibration and its own resonance that's
25:18
going out there to the world. And you'll be surprised the clients that
25:21
start to come in and they love the
25:25
frequency, the vibration of your business. It
25:28
doesn't matter what kind of business you have, whether you are mining gold, whether
25:32
you have a construction company, whether you are a real estate
25:36
agent, whether you have a brokerage firm, it's irrelevant. Every
25:40
person needs to be treated like an individual and
25:43
be respected. And you will see that. And they also need a
25:47
plan of how they can grow within your business. Because once
25:50
they have that growth mindset, they become open to expanding. And
25:54
it's also so important for you to share what your great
25:58
expectations are of them. So I would always say to my
26:01
staff, this is like what you can do to just meet
26:04
targets and I'll be okay with that. You know, you'll be able to cruise here.
26:08
this is what you can do to exceed my expectations and I'll be stoked.
26:12
And this is what you'll receive here. And I will be so grateful
26:16
for that. And then you can go above and beyond and everybody is
26:20
freaking winning next level. Like you get the overseas trips,
26:23
you get to like, what is it that you need? I will help you have a three day work
26:27
week, whatever it is that you can do within those hours,
26:31
I will go above and beyond for you. So if you let them know
26:34
what it is that, what it is that your expectations are, They
26:38
will literally be like, hey Blythe, I'm really sorry, I'm having a cruise week this week because I
26:41
had that sickie and, you know, it screwed me up. And it's like, but next week
26:44
I will go and I will, so far, I will supersede
26:48
what I've done this week. So don't worry about it. Like, your team will start to
26:51
become open and flexible with you because you'll be open and flexible with
26:55
them. Now, I also just want to point out the most important things
26:59
that you can really make sure that you're landing all the time with your
27:03
team is thinking about divine leadership,
27:07
thinking about what divinity is. It's the combination between the masculine
27:10
and the feminine, right? So thinking about what the feminine
27:14
needs to be nurtured. It's safety. the
27:17
feminine needs safety. So always allowing your team to know,
27:20
and these elements are within every single one of your team member, letting them
27:23
to know that there is safety, there is security there for them
27:28
without them having to do and go and supersede all
27:31
of the expectations, but letting them know that this is there. And
27:34
the more they achieve in the business, then
27:38
the more freedom they'll get. Because the freedom is the masculine. The
27:41
masculine wants freedom and flexibility. So
27:44
whilst the feminine wants the security, the masculine wants the freedom
27:48
and the flexibility. Now it's about weaving those two together and
27:51
then you create that real divinity within
27:55
your leadership. And that's what's so important. And that's what your team wants.
27:58
They want that flexibility and freedom and fun and playfulness with
28:02
the security and knowing that they're able that there is going to be a job
28:05
there for them. And letting them know that these
28:08
things exist because of the work that they do. There is freedom
28:12
and flexibility and security there because they are making
28:16
such a great effort and because they are enrolled in
28:19
your business. And when you are doing this, your team
28:23
become 100% invested in your business. You are actually
28:26
emotionally supporting their well-being whilst getting, whilst
28:31
financially supporting them, whilst supporting their family, you
28:34
are being a new earth leader. And this is what divine leadership
28:38
is about. And this is what your team is requesting of you.
28:42
Oh, and I also forgot to mention, with the ripples of
28:45
the frequency of what your business is, I just want to give an example
28:49
of this. Like we used to, my businesses are in the city, in Sydney, like literally
28:52
Elizabeth Street, if you know, it's busiest area. next to Parliament House, next
28:55
to all the law firms, the courthouses, all of that. And we were a
28:59
hairdressing salon, right? But we would have people that
29:02
were politicians, writers for Parliament, lawyers, doctors,
29:06
plastic surgeons, all of these people coming into our business and they'd always
29:09
come in and they'd be like, okay, I need to be out of here in like five minutes. I
29:13
don't have that much time. I've got to do, do, do. And we had this little ritual that
29:16
we would do. We'd be like, yep, no problem. Come over to the basin, we'll get you shampooed and
29:21
give them like just a little grounding Whilst they're
29:24
getting their hair washed, my team's job was to
29:27
just land, ground in with the client,
29:31
and just relax their nervous system, like the staff member, relax their
29:34
nervous system, and just allow that energy to flow into the client. Anyway,
29:38
so the client would be there for five minutes, and they'd be like, I'm going
29:43
I don't actually know what you guys are doing here, but I feel really
29:46
good now, and I'm just not going to go back to work. I'm just going
29:52
You'd be like, oh my gosh. And people would say to us, they're like, what is this
29:55
place? It's like this weird vortex where you come in
29:59
all stressed out and then you just totally relax and chill.
30:02
And it makes me just feel so at home and at peace here. And
30:07
my clients with their businesses, whether it's a real estate agent,
30:10
whether it's a banking firm, whether it's a investment company
30:14
or a tradesman or a contracting business, It's irrelevant. It's
30:18
about tuning into your body and calming and relaxing and
30:22
just allowing that frequency to flow through you and it flows through
30:25
your whole business and then it actually attracts more
30:29
clients in because they're like, I don't know why I needed to reach out to
30:32
you guys or call you guys. You just popped up. I've been walking past you for
30:35
a while and I just felt really inspired to come and connect and
30:38
say what it is that you do here. Because your vibration within
30:42
your business and your team vibrating on that certain frequency or
30:46
being, you being a new earth leader and your, your ethical leadership
30:50
allows that ripple to go out into the world. And then your desired
30:54
clients are actually magnetized towards you. So
30:58
that is what I hope. you get from this podcast, how
31:02
to be a new earth leader, changing the
31:05
vibration within your business, allowing yourself
31:09
to lead your team to their greatest potential
31:13
within your business. If this has raised questions for
31:16
you, if you're wondering how you can actually apply this within your business,
31:20
then reach out to me, ask me the questions, book a discovery
31:24
call, and let's get into how you can become an ethical
31:27
leader and how you can change the frequency of your business by
31:31
incentivising and investing into your staff
31:34
and your team. Thank you for joining me on Soul
31:38
Temple. If this episode spoke to your soul, I would love,
31:41
love, love your support with a five-star review on Apple Podcasts
31:45
and Spotify. And do not forget to subscribe on your
31:48
favorite platform. But don't let your journey end here. Connect with me and
31:51
my like-minded community of souls at Blythe Lankford
31:55
on all social platforms. I look forward, I really look