Ralph and Lauren break down the exact Most Valuable Activity (MVA) method that helped them triple their Spanish YouTube subscribers in just 30 days — without spending more on ads. From behind-the-scenes bloopers to real talk on Gen Z team management and daily goal setting, they reveal how a simple shift in focus can transform your channel growth. Tune in for tactical steps and raw insights you can implement today to scale faster with the same resources.
Chapters:
- 00:00:00 – Kickoff: Meet Ralph & Lauren
- 00:00:47 – Unlocking MVAs: Your Secret Growth Lever
- 00:01:22 – Millennials & Gen Z: Challenge or Cheat Code?
- 00:06:38 – Real-Life Win: 3X Spanish YouTube Subs
- 00:08:49 – Bring MVAs to Life in Your Team
- 00:15:36 – Daily Check-Ins: The Performance Edge
- 00:27:53 – Big Takeaways & Action Steps
LINKS AND RESOURCES:
- Perpetual Traffic in Spanish
- SUPERCHARGE YOUR MARKETING ROI
- Tier 11 Jobs
- Perpetual Traffic on YouTube
- Tiereleven.com
- Mongoose Media
- Perpetual Traffic Survey
- Perpetual Traffic Website
- Follow Perpetual Traffic on Twitter
- Connect with Lauren on Instagram and Connect with Ralph on LinkedIn
Thanks so much for joining us this week. Want to subscribe to Perpetual Traffic? Have some feedback you’d like to share? Connect with us on iTunes and leave us a review!
Mentioned in this episode:
The 1 Stunning Hack We Used to 3X Our Spanish YouTube Subs in 30 Days
Ralph: [00:00:00] Hello and welcome to the Perpetual Traffic Podcast. This is your host, Ralph Burns, and the founder and CEO of Tier 11 alongside my amazing co-host.
Lauren: Founder of
Mongo.
Ralph: So glad you joined us here today, and today we’re gonna get right into it. How to work with Gen Z. And millennials probably as well, I’m assuming. ’cause I don’t know what these secrets are. Lauren is gonna be dropping knowledge bombs here left and right. How you can make working with these individuals, these groups, a dream instead of a nightmare.
How is it done? Well, it’s all done through this thing called MVAs, not motor vehicle accidents, all UPI lawyers out there. What does MVA stand for? Lauren e Petrillo.
Lauren: It stands for most valuable activity.
It is the single most important, most valuable priority you can give a member of your team.
Ralph: all right. Well, what [00:01:00] exactly is it? Sounds like goal setting to me. Daily goal setting. No. Am I off base here?
Lauren: No, no, that, that’s fair. I think that’s a fair assumption that it’s like daily goal setting. , The change that I would make here, so specifically with like millennials and Gen Zers, you know, we’re more focused on. Solving world peace sometimes. And our daily goals might have long to-do lists that are just carrying over day to day to day.
And if we don’t know where to focus, right? Everyone says if you don’t have a priority or if everything is a priority, then nothing’s a
priority. And in daily goals, it already starts with goals as plural. This is saying there’s a singular most valuable activity so that if nothing else occurs, this is your singular focus. For the day and the measurement of success
for your role.
Ralph: I like that because I think everyone who’s listening to this probably has a todo list. I am looking at my remarkable two here of the to-do list. I have a big to-do [00:02:00] list not to-dos. I have big to-dos because if I do all the to-dos, it’s gonna be like 30 things, but then I’m like, I need to focus on big to-dos and uff.
And that list gets carried over like day after day, it seems like. So
I’m
Lauren: like a Pink Panther song to do.
Ralph: Like that, sort of like a 1970s, 1980s reference, , for somebody that’s so young. The point is, is that. Focus is the key here, as opposed to getting lots of stuff done so that you, I mean, I used to create to-do lists like after the fact, actually I did it just so I could check it off.
I’d put it on the list after I did
it And scratch
it off. I’m like, wow, that’s like I’m feeling of accomplishment
when in fact less is more here. So how do you sort of, like strategy already. It. Counterintuitive and simple, which I love. Simple because I think we tend to overcomplicate things [00:03:00] and maybe like the millennials and the Gen Zers, the types of ones that you’ve been working with.
Maybe overcomplicate things and try and set things, set daily goals that are maybe too lofty and too wide. Reaching
Lauren: Or too ambiguous.
Ralph: to ambiguous. Yeah.
Lauren: I would argue that more often it leans on too ambiguous. So I like, I think of, especially with Gen Z and now Genal Alpha, which is about to enter the workforce, they grew up in the school of YouTube. we have a declining college graduation rate for a lot of individuals are like college introduction.
A lot of things that we do in performance marketing once it’s published in a textbook is already outdated. So when we have millennials and Gen Zers and soon to be gen ERs, constantly finding and self sourcing how to do something, what they end up doing is finding a thousand different roads to Rome. But when they’re doing these different roads, not all roads are necessarily leading to Rome.
And my goal with this most valuable activity was to have all [00:04:00] roads lead to impact. And I think we have. Struggled within the past, especially with, , gen Zers, of them being like, I can try anything. They have been never more motivated to watch a YouTube video to read a resource. they just wanna try.
They’ll try, try, try, try, try. , It’s like shiny object syndrome, but for learning. And they’re very excited to jump into it and see what they can do, but they lose track of the long-term vision. So some of the things that, , older adults with a lot more experience, we have neglected because they’re like, oh, younger generations understand technology more.
We have neglected that, , experience generations understand the unspoken truth. A lot of the things that YouTube videos skip or AI leaves outta the conversation and what that ended up. Us doing is trying a thousand things, implementing more AI than could have been necessary, sometimes contributing to the AI swap of items.
But the reality was is we [00:05:00] were trying a thousand different things and neglecting to measure the impact of our efforts. And when we created a singular focus like the artist singularity, I was like, okay, it’s very painful. So anyone that’s listening, like you have to know that it’s. It’s not easy to do, but once you do it, holy smokes.
We like our very first, member of our team, our PAC member that we tried this on, we accomplished three x in 30 days of impact that exceeded what she had done in the 90 days before.
Ralph: So just it’s three times the
Lauren: Mm-hmm. Three times the
impact.
Ralph: Okay. Impact, not necessarily just done, like things that actually made a difference in the business.
And in this particular case, maybe we can go into this one as a good example. Like what was the impact? Was it, greater client success for, was it more money?
like, what was that impact That was, it seems like it was obviously very measurable.
Lauren: Yeah, it was supernatural. So this [00:06:00] was an individual that was actually doing the perpetual traffic Spanish YouTube channel,
so that I’m like, oh, I can be super transparent about this exact uk. So we launched the Perpetual Traffic YouTube channel in Spanish. We’ve been using Hey Gen to create the videos.
So you know. On the podcast and sound much stronger. Ralph’s side note, your voice is very similar to a very popular Spanish meme, so the way you sound in Spanish is quite good.
Ralph: We’re gonna leave links in the show notes. Do we have a quick link on this, like our perpetual traffic.com no? We don’t Really.
Lauren: forward slash Spanish will make it at the end of this. when we, started doing this just before Christmas and from, you know, before Christmas through March 1st. So again, I’m like, I’m sharing this as it’s going and now it’s growing. And like maybe on a later episode I could be like, oh, the thing I learned today to make it even better.
, But we had grown that Channel 17 subscribers. Our podcast, as you [00:07:00] know, is number one in Nicaragua. And I was like, oh, this is great. let’s do this stuff with Spanish. I went to Vid Summit and like I have friends with popular channels and they’re make ’em in multi-languages and having the ability to provide what we know is working to more people than just in English.
I was like, oh yeah, let’s do it. Let’s grow, let’s test. channel grew 17 subscribers in 90 days.
Ralph: Okay.
Not exactly robust,
Lauren: No. Now she was doing all the checks, right? She was uploading, she was testing, , thumbnails. She was testing, titles and doing all the things, checking off all the boxes, watching every YouTube video, and just testing, testing and like deploying, deploying more then may not have been necessary.
So it was like. With labor and the cost of technology. I was like, man, maybe this was a failed experiment. But it wasn’t not for effort.
And for her it was defeating. She’s like, I’m doing all the things. I’m following all the videos. I’m testing all these things. Why isn’t it [00:08:00] taking off the way that I would expect it to?
So we created this most valuable activity with her and her manager, where all she had to do in the month of March or month of April was grow the perpetual traffic. YouTube channel one subscriber a day. That was it. I was like, I don’t care how you do it anymore. There’s no to-do list. You’re checking off, oh, hey, you posted this on two Reddits.
There’s no, you’re split testing four different thumbnails. I was like, I don’t care how you just have to grow it. Net new subscriber one person per day,
Ralph: Modest goal, but very specific, very measurable.
Lauren: Very specific, very measurable. But you remember, like she had other tasks, she had other responsibilities, but we had to distill the entirety of her job to this most valuable activity, which was about impact. So if you’re listening like, you have to be ready, like you have to distill it down. So simply that like you’re feeding a baby little bird.
And what resulted was every single day [00:09:00] that month. We acquired at least one net new subscriber and it started like one day we had 10 net new subscribers.
And I know like these are pitiful little numbers, but you have to remember that like nothing. We had 17 subscribers after like 90 days. And let’s be real, more than half of those were people on my team. So it wasn’t like strangers necessarily. Once we gave her the impact goal, then her focus on learning wasn’t about what else to do.
It was, focus on impact and that most valuable activity gave her momentum, gave her encouragement because it was so discouraging. Like, I’m doing all the things and it’s not working. Now we’re saying ignore what other people are telling you and, do. What you see is making the impact, and her job went from checking off to-dos, to measuring impact, to going into analytics, and to focusing on how to drive the outcomes that she.
Ralph: So I love this because it’s very [00:10:00] specific, very measurable, very action oriented, very results focused. It’s like, it’s the outcome that you want, not necessarily the activity that you need to do to get the outcome. It’s like, here it is Now, in her defense, she could have, I don’t know. Maybe gone to Fiverr.
she could’ve hit the cheat code on this, but I’m looking at our Spanish subscribers right now, and it is way more than 17 now. It is not 17,000, but it is more
than when it first started.
And should we say what the number
is It’s almost a hundred now.
Lauren: great. So that’s from April, and then we did it from April to, I think like May 15th. Then we switched and gave her a different MVA, because that wasn’t her primary focus. We were just giving her an internal account.
Ralph: You’re also testing this out, it seems like
testing out the, something that was very, a small project. This isn’t like a huge project, but it’s a small sort of side project. It’s not something [00:11:00] specific for like one of your agency clients. there’s low risk. I remember you asked me about it like, can I start a Spanish, you know, YouTube channel for perpetual traffic?
I’m like, sure, go for it.
just to try. So, I love these sorts of things with production hires. Initially just to, like, we used to do this before we would hire people, we would do something like this and then we’d pay them sort of after. But it’s a great way to get people’s feet wet and sort of understand like how they work, how you work with them, what motivates them in doing small projects to start.
Everybody now just wants to like hire somebody and throw ’em in the deep end, and then they’re, gasping for air, looking for a life preserver. And you’re like, well, why are you drowning? you know, you should be swimming.
Lauren: We just pushed you into the deep gun and we’re like, figure it out and walk away. Even though we don’t know how to swim either, a
lot of the time,
Ralph: And that’s the, a very common management and leadership strategy. Right. They were just, you know, you know, if they
even pay
attention. Or, you know, you.
throw money or throw people at the problem. Exactly. So the point is, is like this was something very specific, [00:12:00] measurable, low risk, very cute.
we hired a new demand gen manager. So I will tell you this is like his goal is, has a qualified lead goal, but he also has, and he’s. I guess he would probably be Gen Z is my guess, but I’m not gonna like figure out what his age is, but that doesn’t even matter. Like if he’s a millennial, like I don’t fucking care.
The point is, is like he has a goal of closing 10 beauty brands alongside our sales executive. Our beauty and wellness. ’cause beauty and wellness we totally kick ass with. And we’ve done tons of videos on this point. The capability to be able to do it. It’s like between now and here, and then we have 90 days to be able to do it from a start date.
And he started three weeks ago. And as I talked to my COO yesterday, he is like, it’s three weeks clock’s ticking. It’s outcome based,
Lauren: In that capacity, like so we know what the, big goals are. If it was to go down to daily, I would, potentially, , invite you to consider having them do one dialogue a day [00:13:00] so that I have response from a net new dialogue. So someone that you haven’t already had a dialogue with, which means then you have 22 net new dialogues started, which then by the power of that may yield.
Your 10 qualified calls or whatever that capacity is. But I would take it down to such a micro moment where you can have ’em. And it sucks because like, again, like we only did that for a six week test and then we like rolled it out to other Parts of the team had more of our monos and Gen Zers jump into it.
Like people started to finally feel good about what they were doing versus all the check boxes. So, , the painful thing though is like, you’re like, okay, you could potentially neglect all of your other tasks. I don’t care. At the end of the day, you need to ensure that you have one net new perpetual traffic subscriber
Ralph: Every day.
Lauren: every day.
And then what we have is like, and I can share the screen, like I made a, clone template I’m only showing four I think PAC members where I was like, okay, I like, I’ll show the ones that I don’t care, like I can be transparent on. ’cause it [00:14:00] doesn’t.
And So,
like in the smallest capacity, you can translate this to bigger tasks or bigger
Ralph: so while you’re showing your screen, like the, the thing that I love about this is the specificity for the daily activity. for our goal, it’s a qualified lead goal, but it’s, it’s a little bit delayed gratification too because I think what you are doing is something I can measure it every single day.
Am I off or on based upon today’s results. And I remember when we were at TNCA year ago, you had like a couple of your team members there. I thought this was brilliant. You’re like, you need, I forget which one of them, you’re like, you need to get 30 business cards with 10 qualified leads, like by the end of this conference.
And I was like, that’s so good. Like, why didn’t I do that? They’re.
Lauren: No, it was good. Yeah, that was clear. And I was like, all right, here you go. This is your goal. , the way that I’d improve it, if anyone’s thinking about taking that and you have members that are your team that are attending an event, have that [00:15:00] goal. The way that we, like, we did a postmortem after the event, we’re like, okay, cool.
We’re gonna chew check-ins a day at the beginning of the day. Like, okay, cool. Who do you have on your list? Who do you have your sites on? What is your plan? And then halfway through the day, like around two o’clock or something,
Ralph: And I remember I saw her coming, checking back in with you. ’cause we were like about to do an episode and she came in, she’s like, Laura, Laura, Lauren. Look at all these business cards. This guy, this is such a great lead. And you were like, that’s great. Great job. Get back out there. I’m like, wow. LP is quite the task master.
It was like mean. Meanwhile, my salesperson’s like sitting around with his thumb up, his ass not doing anything, standing in the corner. But anyway, we’ll set that aside.
Lauren: may not have given them
clear direction
Ralph: I did not. It was the failure of management. So anyway, the point is, is like I love the daily and the ability to have immediate feedback, and I think that’s part of the lesson here with.
Gen Z, millennial front is like getting that positive feedback on that one [00:16:00] thing.
Lauren: we’re remote.
We don’t have that like water cooler conversation situation that you can do. And so that can be really challenging for some people. And like no one wants to feel discouraged. Like I’m doing all the things, I’m watching all the videos, I’m watching tiktoks. And like a lot of people listening to this podcast will see, like on TikTok, oh, this beauty brand could do it in no time.
But so much of the story’s not being told. And when you have someone that’s new or inexperienced or like working on emerging technology, they don’t have the experience to tell them what that impact is. , So this has worked really well. And, , I’ll share my screen of like, you know, a base template version.
So if you’re on the YouTube channel, bonus points for you. If you’re not, we’ll do our best to describe it.
Ralph: And it.
by the time this goes live, is it perpetual traffic.com/spanish.
Lauren: Correct.
And then what I can do is I’ll, even if you go to the YouTube channel, I’ll link this Google sheet so you can just copy and paste
it so that someone else can just, if you wanna cheat and use mine. But what I have on the [00:17:00] screen is in the month of July, I’ve got, July starts on a Tuesday. I block out Saturdays and Sundays.
like here, we just have four people on our team. Augustina is my assistant. And so like in a later episode I could tell you why and how we just changed her MVA from what it has been previously. And it was like a , oh my gosh, I opened up so much lights. But her role, we have PAC member name, their monthly goal, and then what is their MVP for accountability.
I’m changing it to be MVA because we used to say MVP. Because it’s most valuable priority, but then that minimum viable product. So now it’s most valuable activity MVA. So she’s gets green, like there’s two rows next to her name. We have a temp check, green, yellow, red, and we have a note section. So they have to self rate.
So she will note, did we have a successful daily meeting? Green means we had a 60 minute call or at least completed our agenda. 30 minutes is, sorry. Yellow means we had at least a 30 [00:18:00] minute call, and started an agenda or red equals no meeting or no agenda. So she has a daily meeting with me with a very, very specific agenda that’s been like defined over two years of working with my
Ralph: Yeah, And she
fills that out on this spreadsheet. So if you’re
not, so, by the way, if you’re not watching this over on YouTube, make sure it’s you switch over to perpetual. Then we’ll redirect you somehow. We’ll figure out the Spanish thing. But anyway, that’ll be perpetual traffic.com/spanish. So
continue.
Lauren: So here like everyone self evaluates, and then our project manager checks it first thing in the
morning. So she looks at. Everyone that has an MVA and ensures that they updated, they self scored. So the self scoring though, we have to the left. How do you get green? How to get yellow, how do you get red?
And our rule is if you have three red in a row, that’s a performance evaluation conversation because we’ve distilled down to one activity for your role. [00:19:00] So if you have three days of red in a row, we need to understand what happened. Now the project manager checks this. Were they out? What was the thing? Checking against time track, checking against activities, assigned to them, all that type of stuff. But they have to, before they check out, every day we have a daily check-in channel on Slack.
When they check out, they update this and they tell us, Hey, I filled it out. So they will put in the notes like, so for Augustina, did we have a successful daily? So she’ll put in the notes. Yes. And like I have the notes specifically says how many bullet points were not actioned. So in that daily agenda, very templatized how we run those meetings.
It’s helped so much in our role. If she sets too much on the agenda that we don’t get through, she has to make note of how many items we didn’t
Ralph: Got it. Now, just from a logistical standpoint, this obviously involves like a, What we refer to as a 15 minute standup, which I assume you’re doing with a lot of people on your team, or is this just for her? ’cause she’s new or,
Lauren: Oh, that’s just for [00:20:00] her. She’s my executive assistant. So it’s
just
her.
Ralph: sense.
Like if you’re doing this for your entire team, I’m like, oh my God,
Lauren: No, no, no. There’s no time to do any work everyone else, they’re all on different teams. Right. So in our org chart, these three individuals report to three different managers.
Ralph: So this is the master sheet for them, but then each individual manager is spot checking this particular Google sheet. Got it.
Lauren: In theory, I don’t know how much they’re still doing it, but that’s what I know for Paula and Samir’s manager. I know they’re checking it every day and seeing how their team is doing. So on that, like the team can say green, yellow, red. And then we have like pack one of the month we do shout outs. And when someone has a full green week, they get called out for it. And then if someone has three reds in a. We discuss what’s going on because now we need to do a performance plan since we distilled everything else, like Paula has multiple accounts that she’s managing, so her, she’s on our social media team, and I’m just showing, like for Mongoose Media, [00:21:00] her goal for July is to get one net new subscriber on our Instagram account,
it’s super clean.
One net new subscriber, and so total is July. We’re at like 898. Followers on Instagram. So if she hits, like this is our, you know, your daily goals, this is the big macro goal, but her accountability is if she just grows at 30 or whatever, how many days business days there are, she’s winning. She is successfully completing her job, but we don’t wanna lose sight of like the real goal is actually hitting a
thousand. And then what we do is like we link to it so there’s no dispute. Samir, , he is on our copy team, so he is responsible for ensuring that my LinkedIn has a net new follower every day, except actually it was net new, but we changed it to five. So technically, , I just need to rewrite this, but, green for him is, does he have more than five subscribers?
Yellow is three to five. Net new, under three [00:22:00] new or followers on LinkedIn is red,
Ralph: Tremendous. So like if a director of marketing, like is new in the position or maybe been around for a while, or a VP of marketing has seven or eight different people that probably report to them, or maybe a middle manager, whatever it happens to be Can you do this in Teams or is it because it’s really, it’s you and her on your one-on-one every single day. Which by the way is, is another whole thing that I think a lot of managers forget about. Like when you hire somebody, remember I throw ’em in the deep end and like, why are you drowning? Kind of thing. Like I remember my first day in sales.
It’s like somebody took a yellow Pages, if you remember what that is. I’m dating myself, slapped it on the desk and said, get to work, start calling. Like literally like that was my training. It’s. Like that’s not the way to do it. Like I have a new hire on our sales team, 15 minutes every single day. Stand up every single day and then on call, like whenever her success is, my success, like [00:23:00] it’s a hundred percent.
So like that unto itself I think is a lesson that I think a lot of people forget about. This is a Rockefeller Habits thing. This is an EOS thing. This is a traction thing. 15 minute standup. But because you’ve got one admin, like at what level does it become too much? I, I used to manage teams, like as a sales manager of like 10, 20 people, I couldn’t have a standup with everyone every single day.
So how do you manage it? Or do you just sort of manage it through the spreadsheet and then check in on them, on their one-on-one on a Friday or whatever it is? Like what’s your, what would be your
Lauren: sure. Well to that, because like these three individuals report to three different
teams.
Ralph: Yep, absolutely. So you’re all sort of rolling up into a master spreadsheet, which I like.
Lauren: Correct. , So in that, like I’d be super happy to explain like our meeting cadences ’cause they’ve continued to evolve, but there’s been something that’s been true throughout the entirety of our existence where, , something in the last year that we realized as we, [00:24:00] over our meetings, so, seems remotely interested. Tell us in the telegram group and we can continue the conversation. I’m totally happy to be like full transparency of what our meeting cadence looks like, but I know for a, she’s my executive assistant, we have a very specific daily running agenda that has a very specific template, which is like, first is like the, .
Top things that I LP need to look at. So she does it via top five things related to my calendar. Top five things related to tasks and top five things related to my inbox. Then there’s like, , the things that she needs clarity on, and whereas in the top things that need my attention, she can do a maximum of five per category in the things that she needs clarity on.
She’s required to have at least four. And then there’s some other stuff on it, but that is our hour. So on green is that we’ve had at least a 60 minute meeting, or we’ve completed a full agenda, which means we’ve gone through everything on her list. She’s got full clarity. She’s set up for success [00:25:00] for the rest of her day.
Her and I don’t have a 15 minute huddle check-in. Her and I have ideally at least an hour because she’s managing my inbox, she’s managing what the team needs for me. So that she’s essentially my own personal bodyguard, bouncing the team from coming to me on Slack and asking me things last minute. She can organize with our project manager, with our client success managers based off of the client health, what really needs my attention and in what order.
Ralph: It’s great. I mean, everybody needs somebody like that, so I know you’ve gotta go. But it can be done in a daily cadence. Like I choose to do it as a daily cadence. Like, but I also do, skip meetings ’cause I basically have really one, one direct report, which is really my integrator. But I have skip meetings with my entire team every two weeks just to sort of check in.
It’s gonna depend on what kind of hierarchical structure you have in your department, but especially I think for new hires though, the more, the better. These types of goals, daily goals. I [00:26:00] love the daily goal. I love the MVA.
Lauren: a goal is something you want to achieve. This is your, most important. Like, it’s not a, it’s.
Ralph: Yeah. It is a. For all of this to see everything over on, , the Spanish channel, which I am redirecting as we speak, perpetual traffic.com/spanish. Make sure you subscribe over there even if you don’t speak Spanish, but you’ll get, the spreadsheet here. So that’s wicked Cool
Lauren: You will get the spreadsheet and you’ll see like if you don’t know where to start, you’ll see that I’m on our team. his most valuable activity, the MVA, was to have zero overdue tasks.
Was it, I was like, you need to have zero overdue tasks because they weren’t that successful with marking stuff in Clickup.
So again, distilling everything down to the most simplest activity that you know will have impact and that you know, will move the needle, allows them to feel confident in the momentum, allows ’em to feel secure that what they’re doing is driving impact. And then what we see spillover and like with the example with sun, like that was [00:27:00] a, I need to like clean that up.
This is just from the demo. His MVA moved, he was no longer responsible for net one, so we had set that up for the very first month and then he just, like greens across the board, there was no activity. So then we were able to, move the goalpost a little bit. We had agreements on that because it felt fair based off of all the efforts and we, we want it to be a bit of a challenge.
So the goal is you set the most painful, smallest one, which might be for your demand and manager, one net new dialogue a day.
And so net new for you might be someone that you have not previously engaged in a conversation within 14 days. Then it might be become one phone call, like one answered dialogue versus a dialogue via email, whatever, that kind of thing.
Or it might be three in that capacity. , This was. Remarkably game changing. As I said, it’s like it helps making, working with, , tech enabled inexperienced individuals 10 times easier, and it became a dream rather than a nightmare.[00:28:00]
Ralph: Well, that is the subject of today’s show. Well, this is tremendous. But we’ll leave links in the show notes over here, obviously over@perpetualtraffic.com. Definitely check us out on our Spanish channel and to see the spreadsheet in action@perpetualtraffic.com slash YouTube. But you already knew that so, .
Wherever you listen to podcasts, leave us a rating and review or comment over on Spotify. We will read them out in the air and you will become perpetual traffic lead famous. So on behalf of my amazing co-host, Lauren, I petrillo. Until next show, everybody see ya.
