Latest / Chef's PSA Podcast / How to Create Your Kitchen Culture Ep. 19

Transcript

How to Create Your Kitchen Culture Ep. 19 · Chef's PSA Podcast

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Hello chefs. You're listening to Chef space a
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podcast. I'm your host Andhra natera.
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On today's episode, we're going to talk about kitchen culture
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and really, all the things that go into building one, so stay
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tuned. So let's start out with an
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update. Actually, I just came back from
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the Austin Food and Wine Festival.
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Trying to hurry up and get home. So, I can record this episode
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want to make sure that I get it out on time tomorrow morning,
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but it's been Festival week for me.
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So, you know, last weekend, we had the wine and Swine Event in
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Austin and today was Austin Food and Wine Festival.
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So I've spent a lot of time this week eating food going to
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restaurants hanging out with the chef's, the Illuminati chefs.
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Anyway secret society chefs that are the movers and shakers in
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the industry. It's fun, you know, I do like
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festivals. And I was contemplating what I
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wanted to have this podcast on today, was that going to talk
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about kitchen culture? What was I going to talk about
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food festivals? And I thought, hey, let's talk
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about kitchen culture because I got a lot of questions in the
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DMS regarding kitchen culture because I've posted a couple of
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very specific reels and tick-tocks on kitchen culture
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from a class that I did. But food festivals is definitely
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a topic that, you know, it could be a whole episode and The best
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thing about food festivals and I'll save some of this for
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later. But the best thing about food
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festivals is a lot of the chef's, you sometimes only see
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them at festivals, right? So they're they're your friends,
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you guys get together. You go to the after-party
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whatever, but it's a big get-together.
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So yes, there's the food component and the service piece.
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But you know there's like you haven't seen a friend in a year
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or the only time you see them as three or four times a year
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because you know, you all go to the same Festival as well.
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That's the best part about food festivals.
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Anyway we'll we'll talk about that later.
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What else was I up to? So some progress updates on some
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of the projects line. Cook survival guide book.
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So I finish writing it. I'm about 80% of the way done,
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editing it on my end before I send it off for editing.
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So I think realistically I can have this book done in two weeks
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but I don't know. So I reserve the right to change
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my mind if it's not perfect, but I think within two weeks I would
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say by December late, late, November, the book should be
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out. It'll go out on paperback and
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ebook on Amazon line, cook survival manual.
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And then I've also been working on the culinary leadership
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fundamentals video course. And so, all the video editing is
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mostly done. We had to go back and just
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change up a couple of things because I'm not sure if anyone's
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paying attention, but I've changed up my branding a little
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bit, you know, the posts have a more consistent look, you know,
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there were initially all over the place.
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So I Clean that up a little bit. So the video that we're doing, I
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want to make sure that that looks correct and has the right
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logos and branding etcetera. But for the most part that's
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already done and that should hopefully also be out within the
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next few weeks. Maybe two to three weeks.
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And then, the third thing that I'm working on right now, is the
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audiobook for culinary leadership fundamentals.
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Like I said, last week, I really like the narrator Gabriel.
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I like his voice. I've listened to a couple of the
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chapters already. We need to go back and correct a
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couple. Of things because I'm realizing
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some of the book doesn't necessarily translate to audio
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very well. So I want to make sure that we
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correct just a couple of little things here and there, but for
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the most part I would say also that audiobook will probably be
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the last thing to be released of the three, but most likely it
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will be out before Christmas. So When it's time to go
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Christmas shopping, just go to chefs.
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PS a.com and you get everything you need books t-shirts.
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Audio books all that anyway. That is the plug on to Kitchen
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culture. So, I've posted a couple of
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videos this week specifically talking about kitchen culture
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and a lot of people have asked me, you know what?
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We're specifically are these clips from?
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And and I have talked about this before, but if, if there's the
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first time you're hearing me talk about it.
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I did a Class A couple of years ago during the pandemic and we
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titled it, how to manage like an executive chef and the reason I
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did that was because I used to put on what was called food and
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beverage University for my culinary team and it was to
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teach them all the things that they need to know how to become
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a chef aside from cooking. You know, when they're in the
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kitchen, they learn how to cook. But during this time there with
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me, I'm going to teach them. Em how to be a chef.
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So I would cover things like food cost leadership management.
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How to read a pnl, how to deal with different situations, how
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to play culinary chess. But when the pandemic happened,
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obviously we laid off a lot of people and people had to go back
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home and the opportunity to do this class presented itself.
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The class was because someone reached out to me and asked if I
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wanted to do a class and I said yes because I did want to do a
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class but I didn't want to do a cooking class and the reason I
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didn't want to do it. In class.
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And the reason I don't run chefs PSA as a food page for chefs.
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And I'll explain this because I often get asked questions.
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Why don't I do cooking demos or why don't I showcase more food
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on the page? Well, here's why?
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Because if you want to learn how to cook and if you want to learn
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all that food stuff, there's a lot of really great chefs that
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can show you that you could learn that in the kitchen where
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you're at, you could learn that in your culinary.
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School. There's Ruby online culinary
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program there chefsteps there's Master Class, master class has
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amazing chefs like Thomas Keller and Gordon Ramsay and Wolfgang
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Puck and Dominique crenn. So you don't need me to teach
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you all the things that they're already teaching you.
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Like I'm not going to show you how to sear a salmon, really any
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differently than Thomas Keller, or dominant crenn, or chefsteps
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for that matter, right? All the things I can, I'm going
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to show you. Those other people could show
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you but there's really no one bringing you the chef's.
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PSA type information, you know, how to work in a kitchen.
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You know, the unwritten rules the things that no one else is
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willing to tell you, that's where I come in, that's where
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chefs PSA comes in. So that's why I don't post food
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pictures. It's not that I that I can't.
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If you go on my real Instagram page, you know, Entre natera,
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there's a couple of highlights. I think that's what they're
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called, a little circles that you click on Instagram, where
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you can see stories that have then been compiled into
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photographs. So I did a couple of highlights
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of food pictures because people would complain that.
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Oh, all you ever post about is cigars and, you know, goofing
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off and jokes. And so I said, fine, I'll do
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long format food pictures. So I just did.
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I don't know, like, for the sake of conversation, like, 100 food
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pictures put in the highlights and said there, if you want to
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see what food looks like, because you've never seen food
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before. There you go.
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That's, that's food that I've made before.
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Look at that butt, back to the regularly scheduled program, and
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that It is cigars and talking shit which is what I do on my
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personal Instagram page and by the way.
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So I've noticed a lot of people that follow chefs PSA have
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started moving over to follow me.
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Also on my real Instagram page and I would do that with caution
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because they're you're if you're going there for more Chef stuff,
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you're not going to find it. I often talk about like in real
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life, I'm sarcastic and funny. And well, I think I'm funny.
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I don't know everyone laughs at my jokes, I might not be funny,
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but in real life. I find things funny and I have,
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you know, I have a good sense of humor.
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So, half the things I'm posting or just memes and jokes that I
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find funny and it's usually really bad food.
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Like, that's my thing. I like to post pictures of
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really bad food that I find on the internet.
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So people always send me really bad food and I just repost it.
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And the ongoing joke I have is like, oh, this is going in my
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new cook book that I'm writing, right?
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So it's like, you know, feet loaf which would be like
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meatloaf shaped like feet Feet Loaf.
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And I'll say this is I'm working on this recipe right now.
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It'll be in the new book. It's obviously a joke, I think
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it's funny. But if all you're following the
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chef's PSA and you see the serious stuff and then you go to
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my like personal page and you're like, oh wait is this the same
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guy? Yeah, it's the same guy, but
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that's not a chef's page. That's just a joke page.
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That's just me. Goofing off.
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That's me. Smoking cigars and going to
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concerts and anyway. Kitchen culture.
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One of my good friends Matthew Peters, he's the chef that won't
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the book was Dior in 2017 for the United States.
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When I was opening my last job that I was the head chef at, I
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asked him for advice and I said, you obviously went through very
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strict training. You've worked at some of the
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greatest restaurants. I want to implement a very
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disciplined successful culture, where I'm working.
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How do I go about it? Because it's a big operation
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with hundreds of cooks that I need to get to buy in and he
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gave me the best piece of advice.
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He said you don't need to convince everyone on the team
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you need to convince your direct reports and then they need to
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convince their direct reports and so on and so forth and it
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scales that way. So it makes the task much more
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manageable and easy. And so that's what we did.
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We opened up and we created what the rules of the game we're
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going to be and I think it's very important that you define
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What the rules of the game are so people understand how to play
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the game and how to win the game because imagine you have the
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game of chess, right? So are you, I play a lot of
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Chess and chess is a big analogy that I like to use when it comes
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to the kitchen. So, if you're playing the game
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of chess and if no one explained the rules and you have two
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different people playing, it would just be chaotic, right?
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You wouldn't know who won. You'd have to guess how to play
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and people would make up how the pieces are supposed to move,
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right? Because there's no clearly
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defined rules to the game. The kitchen's the same way if
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you Don't have rules and you don't have parameters, people
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will make them up and if you leave it to anybody, to make up
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the rules of the game, most likely not always, but most
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likely people are going to prefer the path of least
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resistance. And they're going to make up
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rules that benefit them to work less and make things easier.
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Which doesn't always necessarily make the food better.
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Of course, there's outliers. And people will say, how can we
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do things harder? Make it more difficult, so we
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could produce better food. And so we could Elevate our
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skills. Those people do exist.
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It. But in general we're talking
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about people and if you've lived life on Earth, you know how
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people are right. Most people are going to choose
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the easy way out. So if you want to create a
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successful work culture, the first thing that must be
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established is the rules of the game.
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You have to know how do we do this, how do we do that?
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And everything has to be established in my case with my
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team of chefs we sat around and everyone's coming from great
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restaurants. You know some of them were, you
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know, T KR G guys, some of them were, you know, Le Bernardin,
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whatever the case may be. And we all said, okay, what do
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we want it to look like when we're hearing some people say,
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this is how we did it this place and someone else said this.
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How we did at that place and all that was very valuable
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information because we said, okay, the best restaurants in
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the world. This is how they do it.
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But how are we going to do? And once we agreed that we said,
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okay, we're going to do it like this, they're going to do it
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like that. We said, okay, we agree on it,
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but we cannot change it. We all have to agree that once
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we say, this is the standard. It becomes the standard.
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Whether we Like it or not. We have to support each other.
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Using, the idea of one voice, and that means, if I say it, you
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say it. And we both say it together.
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That doesn't mean that you go behind my back after I say
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something, say Okay, chefs gone. Let's do it this way and I'm not
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saying that doesn't happen because maybe it does.
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But I know if I go back and say, hey, why are you doing it that
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way? They're going to correct it,
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right? They understand that on paper.
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There's one standard, and sometimes those standards DV8.
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But whenever we catch them because, you know, it's drifted
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a little We correct it. As the expression goes constant,
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gentle pressure, we bring it back.
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We bring it back to Center whenever things have gone and
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drifted a little bit. So we established everything
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that we thought we're going to. We're going to talk about where
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we put our knife, how we fold, our towels, how we cut the tape,
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where does the tape go, how do we interact with each other?
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How do we talk together? What's the language that we use?
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Everybody has a certain kitchen language that they use, right?
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There's a certain jargon a kitchen vernacular that you use.
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Right. So we determined what are the
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words that we use? Use in this kitchen.
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How do we talk to each other? Who's allowed to talk?
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When are we allowed to talk all these things?
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Had to be figured out, are we allowed to wear this color of
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socks? I mean, we were getting as
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granular as possible. We wrote it all out and when
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people started, we said this is, this is how we did it.
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We bring someone on board and we said, hey, I need you to know
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something. The one non-negotiable thing we
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have here is the culture and the kitchen.
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This is how we work. That we treat people with
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respect, we have a set of principles, we say Caesars not
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above the law. And what that means is that If
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the rule is the rule, it doesn't matter where you fall on the
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totem pole. The same rule applies to the
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lowest man on the totem. Pole to the head.
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Chef, if the rule is this, we all do it, right?
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And if one person breaks the rule, and if that person is
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someone who makes the rule, then it's no longer a rule.
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So if the rule is, you're not allowed to make yourself
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something to eat, for example, on the line and I go and make
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myself something to eat then, the rule no longer exists,
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right? Rules are Only things that can
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be enforced from the top to the bottom and everyone Buys in.
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Because the idea of rules for thee and not for me, don't exist
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in a well, functioning kitchen because the second that if
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you're the chef for the sous chef or whatever, and you say
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I'm going to do this but you can't as soon as you leave they
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do it right? Because the rules out the
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window, they no longer respect you and that's very important.
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When determining. How are you going to build a
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workplace culture? It has to be built around the
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idea of Spect and we used to have this pillar that we would
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say shake and shake out, right? So this is, this is very common
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in restaurants and other settings where when we would get
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there we'd acknowledge everyone would Shake in before we leave.
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We check out and the reason we did that is we always said you
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begin today as a professional, you close the day as a
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professional regardless of what happens in the middle because we
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know during the middle, a lot of shit happens in the kitchen.
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You guys get into a fight, they screwed you over.
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They took too long. Whatever, right?
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But regardless of what happened, you begin the day as a
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professional, you close the day as A professional in addition to
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when you shake it and shake out with everybody, you know, the
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chef comes in to go shake hands with the stewarding team.
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The reason you do that is because it does establish
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equality amongst everybody for that moment your equals, right?
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And you want to build a culture around respect, but that is how
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you're going to succeed, right? Then, let's talk about
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discipline when we talk about the word discipline, this means
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like waking up early going to the gym.
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This is discipline in that sense of doing the right thing even
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when The easier thing to do is the wrong thing, doing the right
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thing is the right thing to do. It's more important because the
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the path of least resistance. It's like that chocolate bar.
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That's just sitting there when you're on a diet.
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And you're like, I'm just gonna break my diet and eat the
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chocolate bar, right? Having the discipline to say no
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applies in the kitchen, right? Doing the right thing, putting
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things back where they belong, wiping down your station.
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How you're supposed to be breaking down leaving the next
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person? Set up that requires discipline,
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doing things the right way, requires a lot of discipline,
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but a lot of people It'll take the word discipline to be like
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you're in trouble, that's not what I mean.
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So when I say the word discipline, I'm talking about
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having the discipline to do the right thing, you have to create
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an environment where doing the right thing is the best
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available option. Then once everyone Buys in and
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everyone starts doing that as new people come in, they have
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two choices. They could stick around and
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embrace the culture or they could leave.
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And honestly both options are excellent because if they stick
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around in the embrace the culture that's great.
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You have another person. That's bought in and if they
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leave that's also great. They weren't going to buy in and
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they were going to be disruptive to what you've created, right?
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So you have to Define what your culture is.
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You have to document it, you have to communicate it.
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But really important, you have to communicate why it's
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important because if you just walk around and say do this and
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they say why and you say well because I said so and there's
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really no reason. It's just some arbitrary reason
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why you want people to do it. People don't respect that.
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But if they understand why like, for example, you say fold your
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towels in they say, why should I fold my towels?
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Well, okay, well, Is why you fold your towels, right?
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Because you only get three a day and we need to treat them like
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gold and if you don't fold it and you wipe something on the
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counter that towel is now soiled, and you only got maybe
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one or two uses out of it, but if you fold it, you know, 3 by
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3, you get 18, different uses out of the towel before.
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You have to discard it and get a new towel.
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So if you're only getting three you need to treat them like
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gold. That's why you fold your towel
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and then people say oh the light bulb them goes off, right?
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So if they understand the, why They could do it when we used to
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talk about, cut the tape nice, short straight, and no greater
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than 2 inches. That was my standard.
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I didn't really want to see. Tape that was cut greater than 2
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inches. And the reason that was is like,
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well, because if you cut the tape four times longer that's
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four times the cost, right? And four times, the cost of this
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creates a wasteful mindset and that wasteful mindset, then
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permeates into everything else we do.
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But if you understand that, we're are in a mindset of
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everything is important. Well, The tape is important and
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fold. In the towel is important.
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What else is important? Well, I like I just said
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everything is important in the kitchen.
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So when you start to create a culture, where everything is
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important, you start to see this permeate into the behaviors of
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the cooks that are around you, they all start getting better,
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right? They all start working cleaner.
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They all start working at a higher level.
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This particular place was a very large operation, like I said, we
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had staff was greater than 100 Sous chefs.
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I don't know how about 20 Sous chefs.
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To Executive Sous chefs, several Chef, De Cuisine.
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Anyway, large place. And one of the things that we
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would get a lot of pushback on his people would come and say
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that's never going to work. There's no way you could
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convince that many people to do it and I would say watch, I am
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going to do it. And I had this self belief that
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I can make this happen. I could run this very large
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property, right? This very large kitchen just
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like a high-end kitchen and I would say watch and people would
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come back later and they'd be like, damn it.
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How did you do it? How did you convince all these
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people to do it? I said, well by I told you I was
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going to do it. First of all, second of all, I
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spent the time making sure that they did it.
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I believed in it, and I got them to believe it and they loved it.
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And people that worked in that kitchen, loved it.
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And they've carried it on to other kitchens, where they're
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now the chef's, right? It's been the most successful
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thing that I've done and so now, you know, I engage a lot with
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people online and, you know, I get the question like well, how
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do I do that? Like how do you do that?
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When a place where it's already slightly dysfunctional and
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things aren't correct. My answer would be this step one
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is you have to believe it because if you do not believe
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that this is possible, that's it.
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Like if you don't believe it, there's no way they're going to
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believe it. You know, people could see
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through your bullshit. If you come and say, hey we're
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going to make the greatest kitchen culture and we're going
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to do this that and the other and they're like, oh yeah, sure.
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You don't believe it. Why should we believe it?
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So it has to start with you. You need to believe it first,
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but if you walk around and say no, I could never do that here
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because it's too hard or, you know, my kitchens too old or my
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employees have been here for too long.
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Or the last Chef ruined it, or whatever the case may be.
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Well, then, great, you're not going to do it.
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You're not even going to try. You're going to give up before
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you've started. And you have ready made excuses
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as to why you're allowing yourself to fail.
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So, the first person you need to convince yourself, you need to
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convince yourself and say this is how I'm going to do it, and
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I'm going to do it regardless of the obstacles in my way.
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And I'm going to prove everyone wrong, right?
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Those are the people that can do it.
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Those are the people that become the exceptions.
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The rule in. You need to say that to
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yourself. I'm the exception to the rule.
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I'm going to prove everyone wrong that I could do this,
20:14
right? So you have to create that
20:16
mindset. First of the first step is that
20:18
you need to believe. At the second step is, you need
20:19
to create what it's going to look like and then you start
20:22
spreading it to your direct reports and so on and then it
20:24
just becomes contagious. The other difficult thing is you
20:27
have to have a point where you don't tolerate anything other
20:33
than what the standard is, right?
20:34
So once you've established the standard, you can't tolerate
20:36
less than that because the second you, excuse it.
20:39
And you tolerate something that's not the standard.
20:42
The second that that's no longer a standard.
20:44
Like I said, if you accept it, it doesn't matter anymore.
20:47
So that's that's honestly probably the hardest part is
20:50
ensuring that you are constantly addressing the issue, but I
20:54
could tell you after time, you know, you won't have to after a
20:58
while because let's just say everyone is doing the exact same
21:01
thing because you've done such a great job at instilling this
21:04
culture when a new person comes in, and does it the wrong way.
21:06
Other people will correct them, you won't have to say anything.
21:10
I've witnessed it firsthand and it's a beautiful thing when
21:13
everyone is just on board and we're all going in the same
21:15
direction and the mission is Success, right?
21:18
And we're not going to fail. So I wanted to make sure that
21:23
that I addressed that now I will say this, which I probably
21:27
should have started with this, but I'll kind of close with this
21:30
idea of when, you're developing a kitchen culture and that is
21:34
throughout my career. So I had a long career, 27 years
21:37
in the kitchen, over And you get better with time, right?
21:41
You start out not knowing anything.
21:42
And as as time progresses, you get better with every job you
21:46
learn more skills. You add more to yield to your
21:48
toolbox. You should get better as a chef.
21:50
If this was the case, I didn't understand why after every year
21:55
sometimes I was successful and sometimes I wasn't and then I
21:58
was successful again and other times I wasn't, and I can never
22:00
really wrap my head around as a chef.
22:03
Why is it that I was successful here?
22:05
But I wasn't successful there, but then I was successful here
22:07
and I wasn't successful there in a After doing some deep
22:10
reflection, I realized the places where I was most
22:13
successful, were the places that had the best workplace culture.
22:17
The places where I was least successful.
22:19
Were the places that I created a bad workplace culture and I'll
22:23
take ownership of it, right? So I can't sit here and say that
22:27
someone else created the bad workplace culture.
22:29
If I'm the chef, I'm in charge of creating the culture.
22:34
I either change it or I don't. But either way, the
22:37
responsibility falls on me. There's no one else to blame,
22:40
right? And that's why I like chest so
22:43
much when you lose in chess you made a mistake, there's no one
22:46
else to blame, right? Same thing, applies in the
22:48
kitchen and I think I should probably do a whole podcast on
22:51
kitchen chest. But anyway, that's that's for
22:53
another day. Towards the end of my tenure, as
22:57
a chef. I had a really bad failure where
22:59
my restaurants closed. I didn't understand why, right?
23:01
So, I had to, I had to reflect and I Our, the workplace culture
23:06
is very important. So I probably spent a couple of
23:10
years, like, working on refining and creating a workplace culture
23:15
where people can succeed, right? Because ultimately, that's all I
23:18
want to do as a chef, as I want to help people succeed.
23:20
I want to create more chefs. I want to help Cooks, become
23:23
Sous chefs. I want to help sous-chefs become
23:25
executive chefs, and so on. That's what I want.
23:28
So, I needed to create an environment where people could
23:29
learn and succeed and people are able to To grow as chefs.
23:35
And when the light bulb went off and I got better with time,
23:39
right? I was a lot of trial and error
23:40
and keep it mind, you know, like I said, 27 years in the kitchen,
23:43
I saw a lot of bad things. I did a lot of bad things.
23:45
I did a lot of good things, you know, I had my, my ups and downs
23:49
along the way, and I had to figure it out, just like a lot
23:51
of you are, you're figuring it out as you go along.
23:54
But the cool thing about this weekend, like I told you his
23:58
food and wine weekend and I was talking with a lot of chefs and,
24:01
you know, the idea of kitchen culture came up very Often.
24:04
And a lot of people say, you know, I love what you're doing
24:07
and we got into these conversations conversations that
24:09
kind of make me think, maybe I should do a guest podcast, but
24:12
I'm not sure if people would ever want to have these
24:14
conversations on air, but regardless, the idea of hard
24:22
work came up and maybe we could explore this on another podcast
24:26
because we're running a little bit long hair, but the idea of
24:30
hard work came up and it said, sometimes I get a lot of
24:33
pushback in the DM saying, you know, I'm toxic or whatever
24:36
because I say, people need to work hard and earn it and I
24:40
don't think that's toxic. I think that's just life, right?
24:44
Nothing is given. Nothing is given.
24:46
That's that's really valuable. Everything.
24:48
That's earned is more valuable, right?
24:50
So you earn things through hard work, if I was just given the
24:55
position of Chef versus having earned, the position of Chef has
24:58
just given it probably wouldn't appreciate it right if you work
25:02
all summer. You save up your money and you
25:05
buy yourself a car, right? You're going to treat and it
25:08
might be a junk car, but it's your car, right?
25:10
You're going to treat that car pretty well versus if someone
25:12
gave you a more expensive car and if you crash it, they're
25:15
just going to give you another more expensive cart, would it
25:16
matter so much. Right.
25:17
You would, you wouldn't care so much about how you treated that
25:20
thing because you didn't earn. It was just given to you.
25:22
So the same thing, applies in the kitchen, you have to work
25:25
hard. And when I say that the kitchen
25:29
culture needs to get better, I am not talking about the hard
25:34
work part. The hard work is not going to
25:35
escape this culinary industry. There's still guess that we have
25:38
to serve the line of still the line.
25:40
It's still hot. You're still going to be on your
25:41
feet. You're still going to want
25:42
water. The tickets are still going to
25:43
come in that stuff's not going to change.
25:45
Should we treat people better with respect?
25:47
Absolutely right. Should we focus on health and
25:51
well-being? Absolutely.
25:54
And I've never going to say otherwise, but I will say that
25:57
the hard work part, I won't speak against that either
26:00
because I do believe that working in a kitchen, is hard
26:03
work and it's not for everybody. There are easier kitchens right?
26:06
Where things are, things are easy street, right?
26:10
But a lot of kitchens aren't that way.
26:11
And I would say the majority of the kitchens are hard.
26:13
It's hard work. You're on your feet.
26:15
You're lifting your bending or twisting your cooking.
26:17
It's hot and the titles the chef the skills.
26:22
They're earned. And through the hard work in the
26:25
kitchen, right? You can't get good at brunoise
26:28
without learning how to brunoise and doing it many, many times.
26:31
So, I don't think that when someone says working hard is
26:38
toxic II disagree. I disagree.
26:40
I think that kitchens are hard work but you don't have to treat
26:44
people like shit just because the work is hard.
26:46
So to me, these are two different conversations in two
26:49
different subjects. But anyway, if you want to
26:53
create a kitchen culture, the first thing you have to do is
26:56
believe in it yourself, then Define it, and then expand it,
27:00
and make sure everyone believes in it with you and tell them the
27:02
why that's the that's the rant for the day.
27:05
Anyway, if you want to support ships, pass a podcast, please
27:10
follow And subscribe, and drop five stars, whether you're
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27:26
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back up to 5. So someone's a liar out there
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and if you find them, make sure you publicly shamed them for
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being a liar. Anyway, go to chefs, PS a.com.
27:39
If you want to learn more, get the books culinary leadership
27:42
fundamentals. How not to be the biggest idiot
27:44
in the kitchen by some merch. Kitchen karate.
27:48
Ask me about my Alfredo t-shirt line.
27:50
Cook water man. Each Chef juice.
27:52
Anyway, thank you all see you next week and hit the porno
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