On this episode of Investing For Freedom, Mike is joined by guest Shaun Peet from Chip Ganassi Racing. Mike and Shaun discuss what a first day looks like at Chip Ganassi Racing, motivating people by making them feel valued, how Shaun’s team is the most racially diverse pit crew in the history of NASCAR, and the three key things you need to be happy.
“It’s about building a culture where people feel valued and cared about, and to do that you inspire human brilliance. If you can inspire human brilliance within your company, you’re going to destroy everyone you’re going against.”
FIND | SHAUN PEET:
0:00 – Intro
0:41 – Shaun explains that his dad has had the greatest impact on his life
2:41 – Shaun tells us how his freshman year at Dartmouth has had the greatest impact on his success
9:01 – Mike asks Shaun what his greatest setback was and what he learned from it
13:38 – “Success doesn’t reward the wrong person”
16:15 – Shaun gives us an insight into his background and his current career
24:52 – Shaun speaks about Chip Ganassi Racing, building the team, and what a first day looks like
32:20 – Shaun talks about his book
34:09 – Shaun states that to keep people motivated you need to make them feel valued
49:50 – Shaun speaks about some of the services he provides to corporate teams and events
51:19 – Shaun mentions how his team is the most racially diverse pit crew in the history of NASCAR
54:36 – To truly be happy in our life you need three things; to be confident in what you do, to be connected to others, and to be authentic in your life
56:06 – The problem with a lot of people is not that they aim to high and miss, it’s that they aim too low and they hit
Mike Ayala: Thank you for joining me on The Investing for Freedom Podcast. I got to tell you, I say this all the time, but I am so hyped up and jazzed about this call today because we’ve got a guy on with us, his name’s Shaun Pete, and I met this guy last year, which we’ll get into the details on that. But every single time that I’ve seen this guy or see one of his posts or his partner’s stories or anything, I just get a sense of energy, even on the other side of Instagram. And I knew getting on this call, I’ve been on podcasts all day and I was excited for this one. It’s the last one of the day. And I’m just stoked. So, Shaun, thank you for being on the show.
Shaun Pete: Mike, I’m thrilled to be here, man. Thanks for having me.
Mike Ayala: This is going to be so fun. So we got to start with the four questions cause that’s what we do all the time. Who has had the greatest impact on your life?
Shaun Pete: I think, gosh, I think, I’ve had a bunch of wonderful people in my life. I would default to my dad. My dad was as honest as dinner on the ground. Just, you know, worked hard, was honest. I remember him getting letters about stopping and helping people change your tires on the way home. Like he was just, and he’d never breathe a word of it. You know, he’d be late for dinner. My mom would be giving him hell and he wouldn’t say that he stopped and changed some family’s tire on the side of the road. And he was just, he went through life with a degree of humility that was unmistakable, and you know, and I think more recently my wife. I’m probably the luckiest guy in this planet, man, and just found a woman that speaks to the better angels of my nature and really, truly makes me the best version of myself. So very fortunate.
Mike Ayala: That’s awesome. And you know, I can, I don’t know Shaun that well, but I can reinforce that when you were talking about the humility and all that. So last year, the event that I was talking about, I went to an event with Kyle Depiesse. Which is how Shaun and I got connected. And at that event Shaun and Mike Metcalf have a company called deck leadership, which we’ll get into that. It’s basically a NASCAR like pit team, but also at the same time, they’ve got a whole leadership team building all this stuff on the backside. But what I was really impressed by and just bringing this back to what you said about the humility. You guys are obviously a very intense team working in a very intense organization. You guys are like men’s men like ex hockey players, ex-football players, but you guys are like, you’re intense, but also the humility that I saw there in your leadership abilities and the way you guys treat each other is just phenomenal. So that’s been passed down to you, man. I want to honor you and you mirror what you said there.
Shaun Pete: Well, thank you, Mike. That means a lot to me. I appreciate it.
Mike Ayala: I was inspired, man. That’s just a zone of inspiration. I’m just so excited to be here with you. If you could narrow it down to one thing that has had the greatest impact on your success, what would it be?
Shaun Pete: That’s easy, it was my freshman year at Dartmouth. I’m from a small town, small logging town on the west coast of Vancouver Island. My dad’s a mechanic. My mom’s an esthetician. So I grew up middle lower socioeconomic class. And really you get out of town, but playing hockey, that’s it. And I was fortunate enough to go to Dartmouth. And I just remember my freshman year arriving there and I was shocked by the affluence. I’d never seen money like that. But what was so striking to me, Mike, was that these kids had everything that I was told that you’re supposed to want in life, right? The clothes, the shoes, the cars, the places they’ve been. And a lot of them were inherently miserable. And a lot of them have these awful relationships with their parents. And although they were rich, they didn’t have a richness of life that we had growing up. And it was really formative for me. Like it hit me over the head, and you know, the greatest impact it had on me is that from that moment I promised myself that I would chase joy the rest of my life, Dartmouth is a big banking school. I could’ve left Dartmouth and gone to wall street for $60,000 a year. Instead I went to the Texas hockey league for 300 bucks a week. Because I knew that I would have fun doing that. And I’m a true believer that if you’re doing what lights you up at night, you’re going to be great at it. Because you don’t need an alarm clock. You don’t like your jazz to get out of bed. And by not chasing money, I felt like it’s followed me wherever I’ve gone, but it’s chasing Joy has been the, I think the thing that’s really impacted me.
Mike Ayala: I love that. My wife always says, when you stop chasing money, money starts chasing you. And it’s just putting it in the right perspective.
Shaun Pete: She’s dead on.
Mike Ayala: I also love what you just said. And I don’t know if this is something you say all the time, but rich doesn’t create richness. Like that’s not like, I was mind blown.
Shaun Pete: Well, and that’s just it like, imagine chasing something like that, like just a number in a bank account. Like we talked about all the time, what’s your finish line in life, right? Cause for all of us it is six feet in the ground, and, but for some of us, it’s a number in your bank account or it’s a certain car or a ski house. But if that’s what you’re chasing a lot of times when you get it, it’s pretty hollow when you get there. You know, my wife was in extended care for decades, you know? So she spent a lot of her time with people in the last hour, last minute, last seconds of their life and not once did any one of them ever talk about any of that stuff. So again, what’s important in your life. And again, those things make me go a certain way. And that’s why, like, I love your message and I’ve connected with you and Kyle. Cause I feel like you guys have a different version of success. And I love that. And then that’s the kind of tribal people I want to be around.
Mike Ayala: And I appreciate that. And that’s been my thing all along is like, just even the whole investing for freedom conversation, like what I really want is to own my time. But there is a lot of other things that I want in life that require you know, I mean, you don’t have to be rich. I don’t have to be overly wealthy, but I want to be able to go wherever I want whenever I want, I want to, you know, create a good life for my kids, but I love what you said, rich doesn’t equal richness. And so you don’t need billions of dollars. You don’t even need hundreds of millions of dollars or even 20 millions of dollars. It’s your life. You set it, you decide what you want and then just figure out how to get it. So it’s not a number, it’s a lifestyle that you want.
Shaun Pete: Absolutely. And that’s what I mean. I thought I’ve never heard that until I started to hear you guys talk about investing to buy time. You’re buying time back. Which is, I mean the most valuable resource we have, but I’ve never heard it put that way. And I think it’s brilliant. And I think, like I said, I think that when people start realizing that it’s a whole different game plan that from there, if you’re going after just money, you’re never going to have enough. You know, if you’re going after just fancy cars, you’re never going to have enough fancy cars. There has to be something that’s more fulfilling at the end of it.
Mike Ayala: I love it. I love it. You know when you were talking about Dartmouth too and showing up what popped in my head that I’ve said forever is, you know, money doesn’t change you. It just magnifies you. So if you’re an, when you’ve got $10 in your bank account, you’re going to be an asshole when you have a million, you’re going to be an asshole when you have a billion. But honestly, like if you’re a happy person with $10, you’re going to be a happy person with a million dollars. So it’s not, rich doesn’t equal richness. I love that. Like, that’s going to be, I’m going to be like Shaun Pete said it.
Shaun Pete: You want to know the person who said the exact same thing to me that you just said when we were, when I was a jack man, Talladega nights was filmed at Chip Ganassi Racing. So a bunch of us got picked to be in that movie. And it was funny cause Will Ferrell is one of the nicest human beings you’ll ever meet. And another person in that movie, which won’t name was kind of an idiot and we’re all sitting down with Will. And they were like, how come you’re the star? And you’re the nicest guy on the set. And this guy is like the C guy and he treats everyone terribly. And he said, exactly what you said. He said, money magnifies what you are. And I’ve never forgot that. So, and I haven’t heard it since you just said it right now. So you’re totally right, man.
Mike Ayala: Wow, I’m in the likes of Will Ferrell now. Just kidding. That’s super cool. Yeah. You guys stay with us because you know, I mean, just like what he just said, and you actually can see you in the movie you’ve got some roles in the movie.
Shaun Pete: Right, right. Yeah. Non-speaking roles. The only reason I got in Mike was cause I had just finished a career in the minor leagues of hockey. And so all these people from California come out and they’re making a NASCAR movie. So they take headshots of 26 of us. Well, I played in the minors. I had seven goals in eight years, but I had a thousand penalty minutes and also had only about four teeth in my mouth. So I fit well their idea of what a NASCAR person would be. So I was a shoe in to get into this movie. So it was a cool experience, man. Some I would never do again, but it was awesome.
Mike Ayala: I love it. Yeah. So stick with us because we’re going to get through these questions, but then man, Shaun’s background, your background is just so inspiring and the stories and the way you got through it. But you know, the guys that you’ve assembled and the teamwork and all that. So stick with us, we got to get through the questions, but what was your greatest setback and what’d you learn from it?
Shaun Pete: My greatest setback was my second year pro. I had a great first year in Texas and wanting to make the national hockey league. So I went out and found the hardest coach in the country to play for. It was a guy named John Brophy up in Hampton roads, Virginia. So I go up there and it’s probably the most brutal camp I’ve ever been through, three a days and just really rough. And there’s only six spots. 14 guys are coming back. So we go through camp and there’s two exhibition games at the end and I make it through camp, make to the first exhibition game. We go up to Richmond, Virginia, play their archrival. And I get in a fight. We lose three one and the coach is furious. So we drive back to Hampton roads. The next night, that game is in Hampton roads. I make the lineup for that night. We play the game. We lose five one. I have an assist in the game. There’s zero fights, the end of the game, so both nights I contributed at the end of the game, we all come off the ice and the coach is furious. Comes into the locker room. You know, all the veterans are in their suits, all these guys trying to make it are in their stalls. And he comes in and he screams where’s number 20. And I was number 20. So I raised my hand and he’s like, number 20, take your effing skates off. And like, I didn’t know what was going on. So I just started untying them and I’d hand them to him. And he rips them out of my hands, and he throws them in the garbage, and he turns to me, and he says, you don’t f-ing deserve to play hockey. Now this is a guy I went looking to play for. And I grew up pretty tough in this vision of myself. And he’s telling me the complete opposite. So anyways, I come back to the rink the next morning, they cut me. And when you get cut in east coast league, you go on waivers. And I have every coach around the country calling me saying, Hey, I like your size, but we heard you’re soft. I like your size, we heard you don’t like the rough stuff. So basically, I’m losing my mind. And next calls the guy, head coach to South Carolina. I said, Rick, I don’t care, All I need to know is who is Hunter Rosa’s biggest rival. And he said, we are, he is in South Carolina. So I said, I don’t care what you’re going to pay me. I’m coming. So I go down, they gave me a bus ticket to go to Charleston, South Carolina. And the last thing I do before I get on the buses, I buy a paper and, you know, I fall asleep and you know, I didn’t sleep a lick that night. And about halfway to Charleston, I wake up. I’m like, okay, I have a new opportunity. Let’s go. And I open up the paper and the sports section reads admirals make cuts. And about a third of the way down, it says Hampton roads, coach John Brophy said the biggest disappointment of camp was Dartmouth defenseman. Shaun Pete. He came to camp looking captain America, but played like miss America. So in the 48 hour span, I’ve had some guy just try to emasculate me and my hockey career and tell me I don’t deserve to play. And one thing that always served me well, Mike was I’ve always thought, you know, never put a period where life intended a comma and had I let John Brophy define me that day. I would’ve stopped playing hockey. Two years later, I was like on the ice for the finals of the cup finals in the American Hockey League, which is one step away from the NHL. So that was certainly my greatest setback in along the path.
Mike Ayala: How did, this is a random question, but I’m curious how never let a period get put where a common belongs, did you come up with that?
Shaun Pete: No it is a paraphrase, Gracie Allen quote. My dad said that we will get into it, I have a very unique relationship with failure. When you’re not talented, failure tends to show up more often than not, but you know, they were great in preparing me for the path, right. I think you know, they always talked about like, you know, John Brophy and other people, like their opinion of you is none of your business. That’s their business. Your business is how you react to it. And what we do a lot of times is we take on these self-limiting beliefs because of things we hear other people say, that’s on us. We don’t have to do that. We allow that and you have the power to choose. And my parents I just think they did a great job, like getting me ready for what was to come.
Mike Ayala: That’s awesome. What a story, what is the piece of advice you find yourself sharing the most?
Shaun Pete: That success doesn’t reward the wrong person, and I’m sure you have people on here being like, oh, that’s not true because I know this guy and he’s successful. And he you know, he’s not the nicest person or he does, you know what I mean? And that’s not how we define success. Success is loving what you do, loving how you do it and loving who you are while you do it. And so we say it all the time, success doesn’t reward the wrong person. So whether that’s, you know, we have kids that come in before we get there at work in the morning and they stay until we turn the lights out. Those are the kids that make it, you know, but the kids that don’t make it are the ones that just do what the requisite stuff, and I think that you know, I think that that speaks to exceptional efforts and those are the people we want around us.
Mike Ayala: I love It. I agree with that. And I think there’s a lot of principles that exist in the world, no matter what your faith is or what you believe. I think there’s certain principles in the world. And you know, one of the things that my wife and I, there’s a scripture in the Bible that says, given it will be given back to you, good measure, pressed down, shaken together, running over, shall men give into your bosom. And I’m like, that’s just a principle. I could be not like a faith, you know, God believing guy and give, and it’ll still be given back to me. It’s just a principle in life. And so I like the way you said that. Cause, and actually this is a big part of what you guys like you, the entire time we were at your facility, you were talking about that. I mean, these guys, you work with the best of the best, but they work their ass off, right? It’s not just talent, you guys work your ass off.
Shaun Pete: They do. And I mean, when we, when Mike and I took that program over, it was a dumpster fire. Both teams were ranked outside the top 25. And it wasn’t because we weren’t talented. We were really talented. We were lazy. We were entitled and we were selfish. So you know, what we did is we put two things on the board. First, we’re going to put nothing above being a world-class human being. Those are the kids we went after. And second, we’re going to put more sweat on the floor than anybody. So when we put those two things in play, what it did is it made us cut ties with some really talented people, to the point where our bosses were questioning our hiring. But you either believe it, or you don’t. And you know, we set a boat you know, down that path. And three years later, we had both of those teams in the top five.
Mike Ayala: Wow. That’s amazing. Well, let’s double back a little bit. Let’s just tell people like who you are, what you do. Cause I mean, we’ve already talked about a lot of stuff. Like you just turned an entire team around, but I don’t know that, like, we really know what you do here.
Shaun Pete: Sure. Again grew up in Vancouver Island came to United States on a hockey scholarship. Played four years at Dartmouth. Played eight years in the minor and accidentally got into NASCAR one, two years ago. And currently I’m the pit crew coach for Chip Ganassi Racing. We laughingly refer to it as the department of unrealistic expectations because our job is to train five people, to change four tires and put 18 gallons of fuel in a race car in 12 seconds.
Mike Ayala: That’s crazy.
Shaun Pete: It is crazy. And for those of you that aren’t familiar with the pit crew it’s made up of five members. There’s a gas man, which Mike is, and he has to carry a hundred pound can of fuel on his shoulder and have it plugged into a race car in 0.3 seconds. There’s a tire carrier that has to deliver two 65 pound tires to the right side of the car and have it mounted on the hub in under 0.8 seconds, there’s a Jack man, which you’re familiar with that has to lift a 3,500 pound race car with one stroke of the Jack. And people ask us all the time, what’s it like to be a NASCAR pit crew person? Do you want to want to know what it’s like to be a Jack man, go on to the interstate, put your heels on the white line and turn your back to traffic. And if traffic blowing by you inches off your heels, it doesn’t unnerve you, you have what it takes to be a pit crew person. And then finally, there’s two tire changers and they have to hit five lug nuts in under a second.
Mike Ayala: Like, what’s an average pit time that you guys are like functioning.
Shaun Pete: Well, right now, we’re fighting with another team average for that team about 12.2. We set the fastest time in Richmond, 11.8, and then we went 11.63 in Talladega. And then we went 11.5 in Kansas, and then a team just went 11.4 last week in Dover. So we’re going to on Saturday trying to get it back.
Mike Ayala: Oh my God. And you know, I had no concept whatsoever. I’ve watched NASCAR, like I’ve I had zero concept and so even for our listeners, like you watch it, it’s one thing. But to watch you guys, they’re actually doing it, hearing it, feeling it. And then because of what you guys do, like, we actually got to experience that, which was super cool.
Shaun Pete: Well, that’s just it. Like, I think, you know, I think a lot of people have preconceived notions of NASCAR that, you know, it’s just these rednecks or hillbillies or whatever it is, and that’s what I thought when I first was introduced to it. But like, you look at our team and you met Marshall McFadden. You know, our teams made up of, you know, we have a linebacker from the Steelers. We have a linebacker that Dabo Swinney built Clemson around. We have an All-American baseball player. We’ve had two United States, Navy seals. We’ve had an Olympic swimmer. So like the athletic acumen of our team is impressive when you start putting it down on paper. You know, what’s amazing is what you can accomplish when you come together. And pit stops are kind of an amalgamation of all these things of vertical thinking and hard work and teamwork. And, you know, that’s how kind of deck was born. You know, we started hearing a lot of talk in corporate America about how business owners wanted their teams to operate like pit crews and not knowing what that was. And you know, still to this day, a lot of businesses bring us in, and they think we’re going to give them a process, but operating like a pit crew is elevating people over process. It’s about building a culture where people feel valued and cared about. And what you do is you inspire human brilliance. If you can inspire human brilliance within your company, you’re going to destroy everyone you’re going against.
Mike Ayala: I’m just like blown away. Cause when I was in your facility and you guys, you know, you obviously took us through the facility and showed us, you guys have a, I was just looking at this. This was one of my favorite things that I saw when I was there. You guys got signs everywhere, but one of the signs that I loved was on the back door and it says the road from good to great is the steepest road there is, and this is the kind of, at the end of that it says, I think it was, it’s you versus yesterday. And I just love the way, I want to pull this together, what you just said. I love the way, because you’ve got all these athletes, like, you know, they’re athletes, but at the same time to get down to 11.4 seconds, like, what’s the difference between an 11.4 team? And like, what are some of the slower guys? What are they running?
Shaun Pete: Like a 13.16 or 14.16 it’s one person, you know, a lot of times, a pit crew is a true example of only being as strong as your weakest link and the lesson for companies in there is our team that’s great had one guy that was kind of holding them up a little bit, but instead of just spitting the guy out or talking bad about him, they tried to help him along. Because a rising tide lifts all ships. They understood that if we can get this guy better, we operate more efficiently as a team. So they bring them along. They do extra practice, they watch more film, and now they’re the best team in NASCAR. Whereas a lot of times we look at the weakest link and try to call them from the herd or whatever. But again, we have guys that rally around each other, you know, trying to get him trained up, sometimes that doesn’t always work out like that. But again, that can be the difference is one person, you know, and that sign that you speak of. It’s one with all the greasy fingerprints on it. It’s the one that’s leading out to pit practice. And one of the things that we’re big on and the only way that you’re going to be able to operate, you are doing a 11 second pit stop. Cause that’s right on the verge of human possibility. And for us, that starts with our rival mindset. So we’re big in our program. That thoughts are things, you know, in the view that you adopt for yourself profoundly affects the way that you live your life. So what we challenge our people with is their rival mindset. When you put your hand on the door, leading into work, who are you showing up as? Because we want the very best version of you. We want the version that’s the hardest working. We want the version that’s the most collaborative, that’s the best to experience. That’s the kindest. Cause we can win with people like that. You know, we say all the time, like if I were to ask you, what was the last car you bought?
Mike Ayala: Audi Q8.
Shaun Pete: Okay. What color?
Mike Ayala: Brown.
Shaun Pete: Brown. Okay. When you bought that car, right when you decided, okay, I’m going to go with the Audi. I’m going to go with this color what happened? You start seeing other brown Audi.
Mike Ayala: Oh yeah, yeah, yeah. Totally.
Shaun Pete: It happens to all of us, correct. So if your brain works like that, for something as simple as a car buying experience, what do you think it does when you show up to work and think, oh, Monday is going to suck or God, we have too much work to do, or this is going to be a long day. You cut your feet out from yourself before you even gotten into the building. So we’ll literally send guys back out through the door. If we think their arrival mindsets off and how they show up. Like you said that you versus yesterday, we’re human beings. We do not stay the same. We get better or we get worse. So you have a choice when you put your hand on the door.
Mike Ayala: I love it. One of my mentors, Dan Sullivan always said the eyes only see and the ears only hear what the brain is looking for. And you know, when you’re saying that the brown Audi and I hesitated because I’m color blind and I’m like, I think it might be black. It is a stupid little side note. Cause it has nothing to do with the principal. But yeah, I love that the eyes only see, and the ears only hear what the brain is looking for and you guys have literally you know, elevated it and you feel this, like, it’s literally a feeling in your organization, like it’s this huge facility, but you can feel it with you guys. You guys are like so intense. Even the guys that aren’t saying anything, you can just feel them. It’s crazy.
Shaun Pete: Yeah. Yeah. Like I said, and I think, like I said, I think we have 26 of the best people on this planet. And we’re very proud of our group. And you know, that’s the biggest compliment that can be paid to Mike, is that when people come in and they feel, they feel a different vibration from our guys. And it’s something that every time it said is, we never take it lightly, it’s a huge, huge compliment.
Mike Ayala: Love it. And it’s interesting to me because that didn’t happen by accident. So I really saw something there. I paid a lot of attention to you guys when I was in that facility, because I know that, you know, there’s that old saying birds of a feather flock together. Well, that may be true to a certain degree, but even if you guys assembled around each other, it wouldn’t be the level that you’ve brought it to. So I’m super interested to just continue the conversation and see how you did what you did. I have a question though. So you talked about like, you know, calling the herd and, you know, getting rid of the weakest guy and all that. I agree with that. And I feel that from you guys, but how do you vet that on the front end? Because you know, it’s not like if you’re going to, the rising tide lifts all ships, I mean, obviously you got to have guys that are committed and yeah. So, how do you do that?
Shaun Pete: Yeah, so we have a very highly curated first day at Chip Ganassi Racing. So our competitors are out skilled in the big 10 in the SEC and in the pack 12, we don’t do that. Anyone in the country can come to Chip Ganassi Racing at 8:00 AM on Monday. If you show up at 8:00 AM, you’re gone, you show up at s7.30, 7.45, you get a check mark and you move on. And then you watch practice and you saw what Pit stop practice is like, right? There’s lots of greasy, dirty work, cleaning tires, and Jacks. And you’re going to watch two and a half hours of that. If you pick up a rag and jumped into that work, unprompted, you get a check mark and you move on. If you don’t, you’re gone. At that point we go up the hill and we had the hardest workout of the week on Wednesday. And it’s a nightmare. And we don’t ask you to lift the most weight or jump the highest. We just want to see if you can get through it, right. You’re going to fail with pit stops. We want to see if you have the fortitude to get through it. We had a kid throw up in the middle of it one time, come back and finish. And he thought he was gone. We loved it. Spoke volumes about him. So now imagine this Mike you’re on campus. You around Marshall McFadden, right? That’s a big dude. You’re around 26 alpha males. You’re absolutely vapor locked from the workout. And I’m just going to come up to you and be like, Hey, break the group up for me, please. So now you have to call everyone in and get the hands in the middle and say something that inspires the group. That’s hard to do. Shows us how you handle pressure. So if that goes, well, you get a check mark. We send you to lunch with four of our guys. They’re going to kind of download you a little bit and come back and report to us if they like you, you’re going to sit down with Mike and I, we have a five page questionnaire, and we’re going to ask you things like tell me something that you believe in that no one agrees with you on. Tell me something you failed at, who is the best, who does it the best in the position you were after? We’re asking these questions. I don’t care what your GPA is. I don’t care where you went to school. I don’t care how many touchdown passes you through. We’re looking for world-class human beings. And what we’re doing is, you know, everyone shows up as their representative, the best version of themselves. There’s a quote out there. It says even a donkey can look like a thoroughbred for the first two interviews. It takes us two or three years to train one of these guys. I need to know if I got a donkey or a thoroughbred as soon as I can. So we’re very intentional about our onboarding, like how we hire. And we, what we do is we put obstacles in the way that reveal people’s character. Like a lot of times when they come back from lunch, we’ll throw a piece of, we’ll just Trump up a ball of paper and throw it in the hallway. And if the kid picks it up and throws it in the garbage, it speaks to an owner mentality. You win with people with ownership mentalities. But a lot of us, we get dazzled by the Ivy league resume. I graduated with high honors from the Ivy league. I saw kids drink their way through four years. I’m going to take a kid that worked at night shift to go through a community college. I’m betting on that kid before I’m betting on the other one.
Mike Ayala: That makes so much sense. And you know, when you said that, like, you know, pulling the guys up, like I knew there had to be some kind of like process behind that. Cause I mean, not everybody’s going to make it, so that’s powerful man.
Shaun Pete: And Mike, what it does is it forbids us from going for the eye candy. Like running back at Wisconsin or something like that. And he looks the part, and you know, and you’re just like, oh man, this kid’s going to be unreal, but if he doesn’t have the character, we’re looking for it doesn’t matter. So if all these are non-negotiables, then we don’t get mesmerized by some guy that, you know, is you know, that might trick us with his look and his ability, but just wouldn’t be a fit.
Mike Ayala: I love the entire process behind that. And obviously you guys are working through it, but when you’re talking about like, you’re on the border of, did you say that 11.2 is on the border of.
Shaun Pete: Human possibility, Really.
Mike Ayala: Yeah. And I’m just sitting here thinking back to watching you guys do it and seeing, okay, so 11.2 and I think like when you guys take us through it and you sample it, I don’t know, you’re probably doing more 22 speed or something. Like, cause I can’t even, like, we can’t even see what you’re doing at 11.2. Like you guys are moving so fast. Like I couldn’t even see it. I couldn’t even.
Shaun Pete: And you guys saw our development team. You didn’t see, you didn’t even see our main. So, you know, like when our main guys go it’s impressive. We have a kid that could hit five lug nuts in 0.47 seconds. It’s ridiculous. It’s ridiculous.
Mike Ayala: That’s just insane. So for context, we got to do this, which is what you do in your training. So you guys have a whole training thing where the car’s actually there and you got the team, and we get to actually break up into teams and do the competition. Give me some context. I can’t remember what our speeds were, what’s the new, is it like 1.30 seconds or something?
Shaun Pete: When you guys first started off, you know we train you guys, you get the first go. And that first go is usually about a minute and 10 seconds. And then what happens? You guys all come back together. You start talking with each other, you start looking how other people are doing things. And then when you guys came back, it went to 41 seconds. And so you made it 25% more efficient like that. And then you came back and then you went to 30 seconds. But every time, what did you do? You guys stopped, gathered up, listened to each other’s ideas, and went back at it as a team, think about all the misses in business. A lot of times, you know, think business, a poorly run business running a one minute pit stop. Only the CEO is going to come back because no one else’s voice matters. He’s going to put that thing into play. Not inspire anyone else. So you’re going to go back. You’re not going to run a 40, you are going to run another minute pit stop. So there’s all these lessons that parallel business that exists within pit stops. You know, you have to Jack the race car, that was your job. And for a long time, that’s all the NASCAR Jack man had to do. But what did you do on your second stop that you didn’t do on your first? You pulled the tire, right? That wasn’t your job. Your job was the Jack man, but you had finished your job and was going to help this other department on the race car. And it didn’t take away from your job. You pulled the tire and the whole thing gets better. It starts speaking to cross departmental collaboration. How, you know, just because my part’s done, if I could help this part of the business too, we’re all going to succeed. Goes back to that rising tide lifts all ships theory. And then that’s what, again, you spoke about it earlier about abundance. So many people have this scarcity mindset that it’s just, I got to do this and get mine so I can get up the, you know, one of my favorite quotes is from abundance, I took abundance and still abundance remained. And it just, you know what, when I heard that, Mike, I just heard that recently. And I love that. And I just think the more people are like that, you know, in your group, you know, between you and Harder and Johnny and Kyle and Andy and so the other guys, you can tell you guys were just givers, like go givers. And that was the energy that your group gave off. And that’s the people I want to be around in my life. Because we had, it’s not that scarcity people where it’s like, I’m going to gather it all up. It’s like, no, there’s so much hope for all of us out there. Let’s go get it together.
Mike Ayala: So do you guys talk about a lot of this in your book? You guys got a book it’s deck leadership, right?
Shaun Pete: Yes, we do. Yeah, we do. We talk about you know, 12, second culture is basically a story of how we took Chip Ganassi Racing from outside the top 20 to two of the best teams in NASCAR, you know, and we talk about things like a rival mindset. We talk about failing quickly and winning with good people. Like I said, vertical thinking and how we, you know, we approach the day and all these things that go into building high functioning teams.
Mike Ayala: I love It. And I just want to throw that out there because there’s no way we’re even going to scratch the surface on, you know, you and your culture and your leadership abilities. But as you were just talking about that, like the abundance comment and just the type of people you want to be around. I talked to a lot of business owners who you know, they’re growing their companies and everything else. And as a business owner, like we’re basically in your position and watching you the way you are with the guys. I mean, obviously you’re an intense guy. You don’t put up with any bullshit, the rising tide lifts all ships, how for the business owner out there, that’s like, I got to do everything myself. I can’t find any good people. Like everybody’s dumb. I hear this all the time, Shaun. And I’m just like, I have so many amazing employees and I’ve built so many great businesses and everything else. And it’s because I get out of the way. And I orchestrate, and I watched that with you, but I want to hear it from your perspective, like, how the hell do you keep, you said 27 guys on your team. Like how do you keep these guys motivated? You talked about the Wednesday workout. And I mean, it’s intense. You guys are in an intense environment. And there’s no way that if you took that approach, that a lot of my audience they’re entrepreneurs, they’re investors. If you took the approach of like, you’re stupid, get out of my way, like, let me do it. There’s no way you could do an 11.2 pit stop by yourself, right?
Shaun Pete: Correct. Correct. And like I said, we want owners. And I think that you know, you want, how do you keep people motivated? You make them feel valued. You know, I think two things that I think that we do better than anybody is one it’s in the book. It’s the after work phone call. You all have a late night at break and film down or whatever we’re doing. And on my way home, I make sure I call one of our guys and just say, Hey I’ve noticed the extra effort last couple of weeks. It doesn’t go unnoticed. Thank you. That creates a profound impact. Not only unprompted, thank you. But you’re thinking of that employee outside of work hours, you could be thinking of a million other things, but you’re not, you’re thinking of them. And what are we going to do otherwise? We’re going to listen to the radio or we’re going to write, so that’s free. And then we also, you know, with technology today, you know, when you come in and do your questionnaire, we want to know everything about you. So we get your birthday, your wife’s birthday, your anniversary, kids’ birthdays. And it all goes into a spreadsheet for us. And our phones are alerted five minutes before we walked out to practice. So I have 26 guys out there moving through warmup. I can put my hand on a kid’s shoulder and be like, Hey, it’s your dad’s birthday today. Don’t forget to call them. There’s not that level of care within companies. And with the technology exists out there, it is so easy to care. And the thing is you start making people feel valued. You’re going to start seeing an uptick in performance. You’re going to see an uptick in retention. And these new kids, these millennials let’s make no mistake. These kids are purpose over purse strings. You can’t incentivize them to stay, but you can care about them and they will stay.
Mike Ayala: I love what you said earlier too. You said thoughts are things. And so when you actually start valuing and appreciating people, and I don’t know, in the back of my mind, I’m hearing, you know, a certain individual type of person saying, well, yeah, but Mike has to set an alarm to do no, no, that’s not what that’s about. It’s just creating consistency. And you were talking about thoughts or things. Well, when you start valuing somebody, they start feeling valued and then they start creating value because thoughts are things, right. Like when I feel value and I start feeling like I’m a valuable person, I become a valuable person.
Shaun Pete: You’re absolutely right. And you’ll go through the wall for that owner. And you’re operating in that business at a hundred percent, but there’s people that are operating at 30 or 40% of business because they hate what they do. They feel like they have no voice, and they feel like they’re not valued. The second you make someone feel like you want their gifts, not just their work. It’s transformative. Like that’s when you start, that’s that human brilliance part where you really start to extract the best out of people. Yeah. And then when you have that kind of energy going, it creates two things, first of all, it’s really clear to see the people that don’t fit in your culture anymore. And then secondly, like you said, get out of the way, support them, create the environment, and get out of the way.
Mike Ayala: I Heard somebody say a while back. I don’t even remember who it was or what they were talking about, but they said like you know, we tend to project our internal philosophies, feelings, everything else. And I just, it’s interesting because what you project is like confidence, like growth you project, everyone’s important. And I see that. And then when I hear somebody say, well, I can’t trust people. Nobody shows up on time. You know, I’m the only one that can do it. It’s kind of like, well, maybe you need to take some, I was just thinking actually like you and Mike came in and were tasked with turning around the team. Why?
Shaun Pete: I just, because, like I said, they weren’t getting the best out of their people. And you know, they were just kind of muddling and they went through three different coaches and I think they picked us because we had a plan and we had conviction, right? Like those first couple years were not easy. You know, when we go back over it and start a podcast, we talk about humility and failure. You know, one of the things that we’re big on in our building is failing quickly. And Mike and I, as new picker coaches one of our biggest wins that first year is, we hired who we considered was the best tire carrier in NASCAR. biggest contractor. He comes in and five races in, it’s pretty clear that this guy’s toxic and he is not what we want to build our culture around. So five races in, his brand new pit coaches, we have to go to our boss and we’re going to let this guy go. So I called this guy in my office and I’m like, hey man, we’re going to make a change on the 42. And he says, good, who is it? I said, it’s you, you know, and you know, I think as leaders, you know, we don’t, first of all, leadership, leadership is a result, right? It’s not a position. You know, so many of us think that, you know, just as we are the CEO or the boss or whatever, we’re the leader. We’re not, you know, you have to act like a leader to be considered a leader. And I think when you bring those people into your building you have a far better chance to succeed. So again, you know, I think where a lot of businesses get it wrong is, they’re willing to deal with the toxicity of that tire carrier because of the performance. How many companies do you know that hold onto their top salesperson, but the guy’s a clown. The thing is, if you remove that guy, you might unburden the five people under him and allow them to shine. And they will 10X, what that guy or girl was bringing into the business. Your culture is only as good as the worst behavior you tolerate. Yeah, it is. And the thing is, you have to believe in it or not, and you have to be fiercely protective of your culture. And those are the teams. That’s what high performing teams do.
Mike Ayala: I love it. That’s so good, and sometimes we have to learn this the hard way, but I don’t know, three years ago. So I don’t know if we’ve even ever talked about this, but I’ve got a fund with a partner and we own 35 manufactured home communities across the country. Mostly in the Midwest, got employees all over the country. And three years ago, maybe two and a half years ago, we went after an all, like we were going to, you know, we’re going to hire a COO. Like we went after the best of the best recruiters and found a guy that would had been with one of the top five operators in the country. I mean, he had the resume, right. He had the experience, he had the, I mean, he had everything, it was a train wreck. Like, I mean, it took us a while to figure out, but like you said, he was toxic. And I had employees that had been with us for a while that would literally, they were crying. And I’m like, why are you crying? Like, I’d walk in there. Why are you crying? I don’t want to talk about it. And it took us a while to uncover this. Cause when we were together, like everything was said right. It was, you know, but you could just feel something was wrong. And so we, it was challenging to work through. But when we finally unearthed what was actually going on, I mean, it was horrible. And I feel bad that we even did that. Like, how did we let this happen? But it was because we were growing, and we weren’t paying attention and just kind of turned it over to the wrong guy. And it’s like, it’s such an experience that I’ll never do that again.
Shaun Pete: But again, that’s how you use failure, right? That’s how you use failure. We’re in the failure business, our job is to change four tires in 12 seconds. We have a very unique relationship with failure. I’m a failure coach. I’m more than not a success coach. But it’s how you meet failure. It’s, we ask our guys, like I said, big in our program is failing quickly. You know, if we missed the first Lug nut, we ask our guys to hit the next five succinctly, or if we fail on the right side of the car, fail quickly and be brilliant on the left side of the car. But you know, successful people, that’s the misconception is so many people think successful people have never failed and that couldn’t be further from the truth. The reason we look up at successful people is because they stand on a mountain of failures. They just do two things better than a lot of us. They don’t let it stop them and they don’t let it define them. So what you did takes a degree of humility, right? Cause that’s a big higher, but you can see your company going in the wrong way. And that’s hard to be like, oh man, we might’ve messed up. And there’s a lot of people that will ride that right into the ground because they’re not willing to say that they made a mistake.
Mike Ayala: Yeah. Well, and a lot of times you put all your money and time and energy. I mean, we were probably you’d think, talk about sunk costs and all that stuff. When we put too much focus on money, I mean, we were probably 15 months in, by the time we pulled the plug on it, between recruiting, hiring interviews, you know, money spent like bonuses, all like I bet we were 300 grand into this like mistake. And it’s easy, it could be easy for an owner to sit back and be like, well, you know what? We’ve got all this sunk costs in, we’ve invested so much, we got to keep going. But the reality is you look around and you’re actually losing everyone that actually matters and as a team player. And you know, maybe like you said, maybe they don’t have the resume from Dartmouth or whatever, but they’re the bad-asses and they’re the ones that are being affected negatively.
Shaun Pete: You got it. And that’s what I mean, hunger is such a big thing. You know, you give me a hungry kid, I’m going to take him over a veteran any single day. Cause there’s again, like said, you fight all these things like entitlement and laziness and just an apathy, you know, someone that’s hungry, they don’t come to, they don’t show up like that. They show up wanting to get after it. And again, we’re going to invest the time on the front side. And I know sometimes I am a pain in the ass, you’re going to do it a lot. And there’s a lot of people that you’re going to turn away, but the ones that you get stay with you, we’ve only had one, we had one guy leave on his own volition. And it was basically because Joe Gibbs tripled his salary and told them not to get on the plane, going to Indianapolis.
Mike Ayala: Wow. That’s crazy. You know, I have to take a second to honor you because not only have I seen it in your facility, not only have I, we heard it and seen it today, but when you were talking about leadership and I can’t remember exactly what you were saying, but what popped in my head is and I read this years ago and haven’t even thought about it for a while, but in the 21 laws of leadership by John Maxwell, he talks about the law of influence. And I remember him talking about princess Diana and how she actually had the hearts of the people. And so you could be the prince, or you can be the king, or you can be the owner or whatever, and have the title. That’s what you were talking about. You were talking about the title earlier and what popped in my brain is just like, and you know, be in the mirror, like I see it in you. Cause yeah, you have the title, you might have the title, but the reality is you have the influence too. And that’s what we’ve really got a position because those boys respect you, man. You’ve got like, you got the love of your team, but it’s because you show that, you mirror that to them first. You’ve got respect and honor and all of that. So I honor you, but thank you for mirroring that in life too, because it’s valuable and it’s rare.
Shaun Pete: Well, thank you, man. And I think, you know, just from getting to know our short time together, I feel the same about you and that’s so important, right? There’s so many CEOs. One of the things that drives me crazy is when I hear kindness is weakness, like that sends me to a thousand degrees, like I get hot and you know, it’s funny. Cause like I know it’s a really kind people let me ask you this Johnny L Sasser, pretty kind guy, right? You characterize him as weak?
Mike Ayala: Not at all. I would not.
Shaun Pete: And I have about a dozen of those guys in my life. So when I hear that I get irate, but it’s, I mean, that’s how you want to capture people. Like the people that lead companies, like you said that, oh, everyone’s an idiot and this and that. And they put forth this false bravado, right. This false confidence. You want confidence, A confidence man, do you know what the shortest of a confidence man, it’s a con man, con man is short for confidence man. And basically, it’s someone who’s willing to win over your confidence so that they can take advantage of you. Anytime someone, anytime some owners coming at you like, oh, I’m this I’m that, I’m like wrong. Wrong. So, and Mike, we’ll go at it with CEO’s man. Like, cause we want, there are more heart attacks in the United States on Monday morning than any other time during the week. And that’s a direct reflection of people hating their jobs. They hate to go to work. So Monday morning then just the, you know, they have a jammer and they’re out. And we want to see leadership done better. So like we will get into it with these CEOs about you know, this one guy, he was one of those guys, you know, you get into companies and you see climbers, right. That they’re trying to get up to the C level. He grabs us after we talked to his company and he’s like, guys, you know what advice can you get me to get me that C level? And we said, okay, well you want to be CEO? He’s like, yeah. I’m like, well, what does the C stand for? He says the stands for chief. And I said, okay, cool. Well, how let’s think about this, how did a young Indian warrior ascend to the position of chief? He’s like, I’ve never really given it any thought. Well, young Indian warrior when he sets out, all he’s worried about is serving his tribe or her tribe. So he wants to make sure that tribe is clothed, is fed, and is protected. And he serves selflessly to that end. And although his goal was never to become chief because of his actions, he ascends to the position of chief. And I asked him, I said, do you know what the number one character trait of a psychopath is? It’s profound lack of empathy. So what sounds more what’s going on in this country right now? The CEO or the PEO. So again, if you want to, if you want to be a CEO out there, if you’re listening to this and you want to aspire to be a CEO, it’s easy. Act like a chief, care about people.
Mike Ayala: Yeah. That’s crazy. That’s so good, man. I’m just blown away. I’m like, you got me speechless for a second. It’s so true though. And you’re actually like, so even a few minutes, like when you were talking, you’re destroying some I think some sacred cows in the leadership world. The other thing that I watched about you and I don’t remember who we were talking with, but you guys were talking about going boat fishing with fish or something after, this is another sacred cow that like, I think you guys destroy you’re with your guys, you’re with your people. And I think a lot of times they think there has to be this separation and all this stuff. And I don’t see that.
Shaun Pete: No, we’re not going to ask those guys to do anything that we’re not going to do. So if we’re taking garbage out, I’m taking garbage out with him. If we’re asking them through that brutal workout on Wednesday, I’m right in there doing it with them. So like trying to hang with some of these 24-year-old kids, when you’re 46, it’s not an easy, it’s not an easy deal. But again, it’s hard to ask someone something you’re not willing to do yourself. And the lowest common denominator we want to be right there with that person because I also know what that feels like. You know, I’ve worked for and played for coaches and bosses. Like you said, they felt they have to be separated. Now I am separated as far as like, I don’t go with our guys to dinner on the road. I don’t go when they have parties and stuff. I don’t do any of that. If they were playing poker, I don’t do any of that. So there are certain areas where you don’t, but all the hard stuff, all the not fun stuff, you better be right there with your team.
Mike Ayala: Yeah. That makes sense, man. It’s so good. So you guys do all kinds of, I want to make sure that people have the opportunity to you know, we were about 50 minutes in here, which is amazing. You guys do a lot of training, not only at your home facility, but you do things on the road. And what are some of the things that you guys offer for like corporate training events, that kind of stuff.
Shaun Pete: Yeah. So this was all born of an opportunity to speak at the NFL combine. And, you know, I think when you’re NASCAR pit crew coach, you’re like, oh, this is just this thing we do. And what was funny is we went up to Indianapolis, we spoke for 30 minutes and we thought it went terrible. And you know, at the end about 30, you know NFL personnel were hanging around to ask us questions and we’re leaving the conference hall and this guy tracks us down and he’s like, Hey, fellas, I took more notes in your 30 minutes than I have the first two days of this conference. And we get into this really great talk. And at the end, I’m like, well, Hey man, who you with? And he said, I’m with the new England Patriots. And right then Mike, I was like, we have something. So what we did is, you know, we wrote the book and we started going into companies and trying to build brilliant culture and turn their companies into high-performing teams that operate like pit crews. So it was culture, culture, culture to the point where we will take the race car to the parking lot of your business, regardless if that’s in North Carolina, Orlando, Dallas on the west, it doesn’t matter. And we will put the guns and the tires and the gas cans and the Jacks in your hands, and we’re going to teach you how to operate like a pit crew. And that’s all we did culture, culture, culture. And then obviously you rewind to July last year and the death of George Floyd. I told you at the start, our number one recruiting criteria is we put nothing about being a world-class human being. Well with that, our team has become, it’s the most racially diverse pit crew in the history of NASCAR. We look different than any other team, Fastly different than any other team has ever competed in our sport. And a bunch of companies started, you know, are struggling with this diversity and inclusion message. And look, if we can make it work in NASCAR, there’s not a business in this country that has an excuse. Cause I swear to you, it’s ground zero. I promise you. So we’ve done a lot of stuff on diversity. And then what we do now is we go into companies. You know, the acronym for deck is diversity, efficiency, culture, and kindness. So what we do is we help companies unite around a singular language. So we come in and we do a component on diversity. Then we come in a month and a half later on efficiency, then another one on culture and then one on kindness. What I think a lot of companies struggle with is they bring in say a Simon Sinek in the first quarter and they’re talking about their why. And then they bring in Jocko in the second quarter and he’s talking about carrying a guy out of Fallujah with his leg blown off. There’s no continuity of message. What we’re doing is we’re embedding with companies to really kind of dive. So, you know, you can talk about, Hey, you know, your rival mindset today is on point and everyone knows what a rival mindset is. You know, you’re vertical thinking, you’re failing quickly. So all these things that people can unite around, which again, bonds you as a team.
Mike Ayala: Yeah. That’s so good. I love it. How much fun you are having?
Shaun Pete: Oh man, you know what, I never thought this would go where it’s gone. I mean, we’re working with monsters like McDonald’s and Merck. We worked with the Dallas Cowboys last year. And you know what it’s funny is, my wife often asks how much longer with the NASCAR stuff. And I always tell her as long as they’ll have me, cause it’s the connectedness to those guys that I love those guys. Like I said, I love them, and I’ll stay in it as long as I can. But you know, we’re really passionate about seeing leadership done well and we want to help anyone who wants to be helped.
Mike Ayala: I love it. I’ve been thinking lately. And I just, you said a few minutes ago that you could never imagine it going where it’s gone. I’ve been thinking about this lately and it’s more of a comment and, you know, get your 2 cents on it too. But I’ve been reading a book called the surrender experiment by Michael Singer and it’s just kind of shifted some things in my life. And I look backwards 10 years and I think about my life today. And there’s no way 10 years ago that I could have imagined my life being as great as it is. And so it’s really had me thinking Shawn, like, you know, we do a lot of training around one-year, five-year, ten-year visions in our business and all this stuff. And I’m like, I’ve really found myself thinking lately, like I need to lean more into my intuition and you’re talking about the values and the way that you, you know, the culture and the way the thoughts are things and the way that you guys operate and how tight you guys are. And I think that’s so much more important than our five-year plan or our 10 year plan. And I’m not saying we don’t need that, but the reality is if we just lean into those things that just make us great humans, like you’re saying my life 10 years ago, I could have never planned it this great. And so I like, it causes me to think like, what’s my life going to look like in 5 years or 10 years. And as long as I keep doing the right things and don’t get so stuck on my ten-year plan, it’s probably going to be amazing.
Shaun Pete: You’re absolutely right. And you’re talking about these things that again, speak to our tribal biology. Self-Determination theory says to truly be happy in your life, you need three things to be competent at what you do, which clearly where you’ve arrived at Mike, you are, okay. To be competent in your life, to be connected to others and to be authentic in your life. If you are those three things, you have what it takes to be happy. And that’s what I mean. Like I want to make sure that those are always strong in my life. Cause like I said, we talked about earlier, the material things are great, but that’s not what I’m after. Yeah. But that’s not the stuff that lights me up daily. And, and you know, we talk about plans and stuff like that.
Mike Ayala: And you don’t leave you with this story. We, I told you, we have those two United States Navy seals. And those guys went from zero aptitude to proficient faster than anyone we’ve ever had. And I remember asking one of them one time, I said, hey man, how do you guys figure this out so quickly? And he said, well, we’re not 40 percenters. And I’m like, explain that to me. And he’s like, I’m like, what’s a 40 percenter? He looks at me and he says, you are. And I’m thinking at hockey I’m like, I maxed it out. I was a hundred percent, I’m a hundred percent in everything I do. And so I was a little bit offended and then he’s like, and he is, and she is. And I’m like, okay, go on. And he’s like through their training, what they found is that as human beings, we are capable of so much more, but through self-limiting beliefs usually formed from other people’s opinions of us.
Shaun Peet: We play at a far less level. And the problem with a lot of us is not that we aim too high and we miss, it’s that we aim too low and we hit, and we go through life at a failing grade at a 40% grade. And that’s why they call them 40 percenters. And so anytime I think, and I’m in a good spot in life, I’m always like, okay, what else can I, you know, what else can I be doing to bring more happiness, more joy, more time, Cause I always now think, okay, am I at 40%? Am I at 50 maybe, maybe I’m at 60, but I’m always, I have that in my head all the time now I’m like, take big shots, take a bigger shot. You know, you’re capable of more, take a bigger shot. It was profound. I’ve never forgot that conversation.
Mike Ayala: So good man, I’m going to have you back at some point.
Shaun Pete: Anytime. We’ve got to get Mike on here too. Cause that’s the smart part of deck leadership.
Mike Ayala: Let’s do that. Let’s have a, yeah, let’s have a group podcast at some point in time. I love it. So what’s the best way for people to find you?
Shaun Pete: To find us www.deckleadership.com. Our book is www.12secondculturebook.com. We’re on Instagram Mr. Metcalf, Jr. Which is @mrmetcalfjr and then @SWPete, reach out to us. Even if you just have a question about your team, please, like I said, we’re passionate about seeing this done better. And we want you to create a business that people love coming to.
Mike Ayala: Cool. And so your Instagram for deck leadership is @deckleadership?
Shaun Pete: @deckleadership.
Mike Ayala: So here’s what I’m going to do. Cause I just love your guys’ message and want to continue to get it out there. So if you screenshot this podcast and you tag at deck leadership and you tag @TheMikeAyala and just put it on your story, I’m going to send the first 20 people that do that. A copy of your book.
Shaun Pete: Oh, that’s cool, man. Thank you very much.
Mike Ayala: Well, the stuff that you guys are doing is amazing. It was just mind-blowing and you know, even as we’re talking, there’s this amazing group of guys that I’m part of a group called GoBundance and I need to get you connected with them because these are all just amazing guys that are out doing things and you guys and your message would be great. So we need to figure that out too.
Shaun Pete: Oh, that’d be cool man. Like you said, there was a noticeable vibration of the group that you guys came in with to the point that when you left Mike and I were kicking ourselves. And I, before we just couldn’t make it work to racing. And that’s one of the secrets to life, man. Like, find these people that light you up and go with them because a lot of times they’re like, sure, let’s go. I agree, man. I enjoyed this immensely, Mike. Thank you.
Mike Ayala: Yeah, it’s been so good. And I appreciate the way you show up your energy, your love for people and your love for life, man. So, good stuff.
Shaun Pete: Absolutely brother. Thank you.