Dee Davis (00:49)
Good morning and welcome to the Management Under Construction podcast. I'm your host, Dee Davis, and I'm here today with my friend and colleague, Andrea Janzen we're here to talk about growing the next generation of leaders in the construction industry. I'd like to welcome you to the cast, Andrea. Please tell us a little bit about yourself.
Andrea Janzen (01:10)
Well, thank you so much for having me Dee. So I'm Andrea Janzen. I am the founder of Ambition Theory we're a leadership development company focused on the built environment. And we teach people how to become transformational leaders. And we learned how to do that by coaching women in this industry to grow in their leadership, grow in their influence and become those leaders that people look up to.
Dee Davis (01:33)
That's so awesome. And I will never forget the first time that I met you. It was at a industry event and you just bubbled forth as one of the people that I needed to talk to and that I needed to meet. I remember walking up to you to talk to you about some of the stuff that we were talking about at that conference that day. And since then I've always just.
been completely intrigued by you and everything that you're doing. And I had the pleasure of sitting in on one of your webinars a couple of days ago, which was really awesome. And I can't wait to talk more about that. But the pressing question is this for me. What made you decide to start a business that focused not just on women, but on women in the construction industry specifically?
Andrea Janzen (02:19)
Okay, it's such a great question, Dee, and a lot of people ask me that question because when I was young growing up, I didn't dream of becoming a leadership coach. I did not dream of the construction industry. The first one, leadership coaching wasn't really a thing, right? It's kind of a relatively new profession. And construction, when I was growing up, it wasn't a thing that girls were really encouraged to pursue.
my background is in marketing. So I started my career in corporate marketing and I worked on consumer products. So I worked on Werther's Original. I had an opportunity to be the brand manager at a spirits and wine company. Absolute Vodka. Nothing related to anything that I do today. But I got into coaching kind of.
by fluke, so I'm Canadian and I had my kids in Canada and what's interesting about Canada is they are very supportive of family policies, the government is. So when you have a baby at the time, you get a full year off of work supported by the government and your company has to hold your job for you. So very different than here in the US. But that was the opportunity that I had and I am, a type A personality, so sitting at home.
and just playing with the baby really, need to be doing things. people would come over, hang out with me I'd be like, what are you up to? They're like, I don't like my job. I wanna find a new one. I'm like, well, I'll help you. Let's look at your resume. Let's practice some interview questions. So I would do that with friends and then they would tell other friends and people were coming over every week. I'd be like, hold the baby. Let's get you ready for your interview.
After a while, someone said, Andrea you're really good at this. You should make this a business. So I got into coaching as a side hustle, really career coaching focused on getting people the next job. And that was really what it was. And so I have had this desire to be an entrepreneur since I was a child. And I didn't follow that desire until I was in my mid 30s. I...
was always working for other people. I had this desire to start something. And finally you know what? I really like this coaching thing. I'm gonna give it a shot. I'm gonna try it. then imposter syndrome shows up. I don't work in HR. I'm not a recruiter. who am I to do this, have this business, right? And so I was like, I should legitimize myself. So I will go and take a coaching program. So I discovered this.
executive coaching program. And what's interesting at the time, I had never gotten professional coaching myself. I didn't really know what it was. And so I went to this coaching program and it was an executive leadership coaching program. So I learned that coaching is so much more than getting someone that job, right? It's very transactional, right? Like you're here, you're gonna perform. I can teach you how to perform and get in the door and like ching, done, you go. I learned that coaching,
Dee Davis (05:09)
Mm-hmm.
Andrea Janzen (05:14)
is actually so much bigger than that. It's helping people figure out what motivates them, what do they care about, and how do we align opportunities with their motivations to create something really awesome so that people feel engaged in their work and can pursue bigger things. I'm gonna start a leadership coaching business. that's at the beginning, I literally would do anything. you want a conflict workshop? Yes. Team building? Sure.
Motivational session? Okay, I gotcha. literally I would do anything for anybody. And interestingly, the types of companies that responded to what I put out in the world, I put stuff out on LinkedIn, I would call people I used to work with. Actually people I used to work with did not bite at all. All of my early clients were people that I had just met ⁓ as a new leadership coach that didn't know me before. And a lot of these companies were technical. like engineering, manufacturing,
Dee Davis (06:00)
Mm.
Andrea Janzen (06:08)
at the time I had created this one workshop. It was called Reignite Your Ambition. It was specifically for women. And I put it out in the world on LinkedIn and I got my first client and it was this group called Women in Aerospace. And it was a lot of engineers, technical people, and it really landed, like the content really landed with those people. And so I was like, this is...
something that I'm gonna focus my energy on, Instead of being this, jack of all trades, I'll do any type of workshop for you. I'm like, I'm gonna focus on this one women's workshop called Reignite Your Ambition. It was about helping women figure out what drives their ambitions, so what motivates you, and then finding opportunities that align with what you care about. So that was the premise of the workshop. These women in aerospace, they loved it, really took off, and
how I got into construction, I was just hustling, trying to get clients. My husband works in construction for a big general contractor and his company was sending women to this conference in San Francisco called Groundbreaking Women in Construction. So Engineering News Record, which is a big media platform, they put it on every year. And he was like, look how great my company is, Andrea. their supporting women.
check this out, and so I'm curious, right? So I go to the website, I look at the speakers, I look at the topics, and I see a TBD on the schedule. And I cold called the conference, I knew nothing about construction. I was like, do you need a leadership speaker? And they said yes. So I went there.
Dee Davis (07:47)
That's crazy. I'm just like blown away over here. not only is that gutsy, but the timing. my God. That's amazing.
Andrea Janzen (07:57)
I know I like to say the construction industry chose me. I did not choose it. So I go there. I didn't know anything about construction, but I did the reignite your ambition workshop that I had practiced on other engineers, other technical professionals went really well, they didn't actually pay me literally. I had to pay for myself to go there. And at the time I was living in Halifax, Nova Scotia, which is on the East, Northeast,
Dee Davis (08:00)
Ha
Andrea Janzen (08:21)
coast of Canada. And so it was like a full day to fly to San Francisco. I went there, they had me in this little tiny break out room and it was crazy. the industry was choosing me in that moment. So I get there early, they told me, 50 people, that's the capacity of the room. So had 50 handouts. I was gonna put them on the chairs, just have it all set, be ready, get my mindset ready for this presentation.
And I get there, the chairs are all full. I'm like, okay, well this must be from the people before me. And they'll leave, I'll put out my handouts and then my people will come. Nobody left, they were all there for my presentation early. And then people just kept coming and they were like standing in the hall, sitting on the floor. And I'm like, I had these handouts, I'm like, okay, screw the handouts, we don't have enough. We're just gonna have to go without the handouts. But in that moment, I I think I'm onto something here.
I did the workshop, went really well, got clients from that speaking engagement, from the construction industry, and then I just kept getting more. as I tell this story looking back, it sounds like it was like meant to be, but in the moment when it's happening, you're just like, you want to take it? Great, come, come, come. But it got to the point where...
around 60 % of the clients were from the construction industry. I still had banking and healthcare, other industries. And I was always curious about like small business marketing. And I took a small business marketing course and they had us do this exercise. Look at your client segments and you had to score them. And you got, which one had the highest score? Construction had the highest score for me. And the teacher was like, focus 90 days.
only on that segment and see what happens. And so that's how I decided to niche down to the construction industry. So they came to me and really making that active decision that we're actually gonna put our energy in these types of companies and these types of people. And we're actually not gonna actively pursue these other types of people. So that's how I got into construction. I don't know how to build things.
Dee Davis (10:20)
Mm-hmm.
Andrea Janzen (10:24)
I don't know how to manage a project. I am not an engineer. I haven't done any of these jobs, but I learned it through helping women advance to that next level of leadership. So I've coached women in so many different roles. So I know what their day is like. I know what they're dealing with. And so I bring this really interesting perspective to the work that I do. I honestly think it's a blessing and professional coaching.
as a profession, International Coach Federation methodology is really about holding your client capable, not giving them advice, asking them the really hard questions that no one is gonna ask them and pulling their strengths out of them. that's true professional coaching. And what's interesting is I haven't done any of their jobs the crutch that they tell you in coaching school is
you're actually not supposed to give people advice. You're not supposed to tell them what to do, because that's consulting. And so what's interesting is I can't consult these people. I can only coach them because I've never done their job. And so I think in some cases it has made me a better coach because I can't fall into that trap of this is what I would do in your situation because I've never been in their situation.
Dee Davis (11:21)
Mm-hmm.
Mm-hmm.
That is so interesting. I'll never forget the very first time we met. Maybe it was the second time. I asked you what is your background in construction? And you looked me straight in the eye and you said, nothing, I've never done it. And it broke, it broke my brain. I'm not even kidding you. I think I just stood there with my mouth open and I thought.
Andrea Janzen (11:53)
you
Dee Davis (12:00)
How in the world can you coach people on something that you've never done, but you just explained it. And, I've learned a lot more about coaching since then. I do some coaching for people not nowhere near the level of professionalism and scale that you are doing it on. I do a little bit of coaching here and there, but it's people in the industry and it's usually more like, coaching consulting.
Andrea Janzen (12:08)
Yeah.
Dee Davis (12:26)
it's not, the kind of coaching that you're doing, You don't have to have the background because the technical details of what those people are doing every day for a lot of this stuff isn't relevant. And it did, it just broke my brain for the longest time. I even talked to some people about it. I'm like, I don't understand.
Andrea Janzen (12:38)
Mm-hmm.
Dee Davis (12:46)
well, because when you know something, it's hard to imagine not knowing that thing. as somebody who's been in the industry for so long, it's hard to imagine somebody choosing this industry very specifically like you have without ever having been in it before. And so like you said, the industry chose you, which is.
Andrea Janzen (13:08)
Yeah.
Dee Davis (13:09)
So amazing. I kind of always say that too. When people say, how did you get in the construction industry? I'm like, well, it kind of chose me in a very different way, but it did. the, result is the same. ended up where we're supposed to be in the industry and helping the industry in our own different and
Andrea Janzen (13:17)
Yeah.
now I feel like I know a lot about the industry. Like it's been eight years, so I do know a lot about the industry, how it works now. But really at the time it was like curiosity. And I think what's interesting, why this broke your brain and it really talks about the leadership models in the industry. So if you think about what your perception was, the people that do my job, they worked in the industry.
Dee Davis (13:47)
Mm-hmm.
Andrea Janzen (13:50)
And now they're giving back with their wisdom and their experience, right? And if you think about the leadership model that we teach, we didn't invent this, this is studied, this is very mainstream model, transactional leadership versus transformational leadership. So transactional is that top down, I have the experience, I download it to the team, I delegate, tell. And that has been how the construction industry has worked forever. And transformational leadership is I'm the leader.
I set the vision, but instead of telling you what to do, I invite you in. I recognize what your strengths are and I align what you're really good at with the jobs that need to be done. And so I don't necessarily as the leader need to tell you how to do it because it's about you being the expert, not about me as the leader being the expert. And so I think why your brain was broken is that the industry hasn't really followed that model at all.
And that's why it's confusing. You're like, I've never seen this style of leadership in the industry before. And so we're a transformational leadership company. So we teach people how to be more transformational in their own leadership. And what's interesting, and we don't have the experience doing the job. So we do it in a transformational way, right? So instead of telling people what to do, we're asking them those questions. We're helping them see their strengths. We're really challenging them to
level up and lean into what they know to find the step forward. it does feel like you're flipping the model on its head. But yeah, that's kind of what we do.
Dee Davis (15:21)
That's so cool. So I've been wanting to have you on the cast for a while. I'm so glad we were able to do this. One of the things that we talked about in the webinar the other day was how this industry is so different for women than it is for men. We experience this industry in a different way and we have invisible hurdles that we have to jump over that our male colleagues don't. Can you talk to us about that a little bit?
Andrea Janzen (15:47)
there's so many. And I think a lot of times people focus on like the really hard core ones like harassment, some of those really negative ones. That is not our area of expertise. definitely if that's what you're facing, getting that HR support, that's not our wheelhouse. Ours is really What are the barriers that women face on their path to leadership, on their path to creating that fulfilling career?
where they're advancing, they're contributing, they are bringing value to the table. And so one is, already talked about transactional versus transformational leadership. So we do a lot of research. I also read other people's research. And so if you think about the leadership model, we teach it as a spectrum. Transactional is the top down, transformational is more collaborative. it's construction projects. Sometimes you just gotta be like, this work needs to be done today and this is what you need to do.
by 3 p.m., right? That's like that transactional piece. Whereas the transformational piece is like, there's a problem. We've never faced this problem before. Hey, team, here's the problem. Let's all collaborate on some ideas on how we can solve it. That's a transformational approach to solving a problem. What's interesting is that women are naturally more transformational, so more collaborative. Men are naturally more transactional.
But what's interesting in construction, is today, there's just more men than women. It's nobody's fault. It just is. And there's more men in leadership roles. So what we look for, what we reward, what the gold standard of leadership is, is based on transactional behaviors. Gives direction, manages a budget, has difficult conversations.
gives critical feedback. has many years doing the thing and knows how to do the thing really, really well. So that's how we decide who's a good leader, who gets promoted, who gets put into those leadership roles. That's the system, how that works. Whereas women are naturally more transformational. They're collaborative, they build trust. They can see the big picture. There isn't necessarily a checkbox.
for those skills so often women get left behind, they're working their way, they're collaborating, they're bringing value, people love reporting to them. But that checkbox, they're not necessarily meeting those boxes. And what's really interesting, there's this other thing that happens called the double bind. And so we love our research. So we asked women, what feedback do you get about your leadership skills? And 73 % said,
I've been told if I want to rise to that next level, I need to be more confident. But then 70 % got feedback that said they need to be less bossy. So you're like, okay, how am I supposed to behave? go to your manager for your performance review. what do I need to do? I want to level up this year. Your manager's like, work on your confidence. You're like, I'm so grateful. I'm going to do that, right? And so you go out, you look up at the.
leaders in your company, the successful ones who are delegating, they're telling people what to do, they're opinionated. that's the model of success here at my company. So then you do that. You start giving your opinion, being assertive, telling people what to do. And then you're get a call back to your manager or HR. It's like, ooh, hearing some things. You're rubbing people the wrong way. You're too bossy, too aggressive. Sometimes another word that starts with a B and you're like, well,
I was working on my confidence. literally it was in the box in my performance review, that I need to do that. And it's interesting because in society, women are supposed to be caring and nurturing. Leaders in society are supposed to be assertive and confident. But if a woman shows up as assertive and confident, it's rubbing me the wrong way. People don't even realize they do this. This just happens. I do this, right? who does she think she is? Right? we do this.
Dee Davis (19:14)
Mm-hmm.
Andrea Janzen (19:35)
We're socialized this way. So there's no shame if this happens. It's just a thing. But the reality is women have to walk that tightrope, right? If you're just collaborative and trustworthy, she doesn't have what it takes. But then if you're assertive, it's like, she's aggressive, she's bossy. So you're like, what do need to do? So you really have to walk that line.
And that's thing men don't have to deal with, right? You have to think the time and do your job, So this is a real thing. a lot of people don't know this is a thing, you trust the performance management system. My boss said I need to work on my confidence, so I'm gonna work on my confidence. And then you internalize that I'm the problem, There must be something wrong with me why this is not working. So that's just another thing that women have to deal with.
and it prevents them from rising to those leadership roles at the same rate as men.
Dee Davis (20:30)
Yeah, we have a lifelong situation in our personal lives and our professional lives of there's never a right answer. always doing something wrong. you're not bossy enough. You're too bossy. a working mom. Oh, you're a stay at home mom. Those are both wrong somehow. You're this or that.
men have a tendency to see things in a very black and white way. It's either right or it's wrong. It's either this or it's that. Women have a ability to live in that gray, because we have to. But sometimes the gray is the right answer too, especially when it comes to people skills and the...
Andrea Janzen (21:07)
Yeah, totally.
Dee Davis (21:12)
the better leadership skills of collaboration, like you were saying, and my favorite form of leadership, is servant leadership, because it is not about you. And that was my favorite saying when I was on job sites and we'd be working through a problem and somebody's losing their cool a little bit, I'm like, hey, it's not about you. ⁓ Okay.
Andrea Janzen (21:25)
Totally.
Yeah, and what's really
interesting, again, I love my data. So we have this data piece where, and this is trades people, so NCCER actually, the National Center for Construction Education Research, they did this research. They asked people at the end of the day, how productive were you on a scale of one to 10, each individual on a team? And what they found was if there was a woman on the team, every single person rated themselves higher than,
if there was a team of just men. And so really interesting, right? And you're like, why? And then what's really interesting, you talked about like the black and white, right? People's minds automatically go to, why is that, right? Men versus women, right? And I'm like, no, no, no. Like we don't want, we're not creating divides here. that data shows actually, if you have a woman on the site, the productivity rate rises for everybody, right? Everybody's better off.
But the why is this other piece of research that they did. They actually asked women and they asked project managers when women are on the project, what happens? the product is more safe. There's a higher focus on safety. People are more collaborative. They see the big picture. And so those are some things that women also bring to the table. And I had this moment early in 2025 when I'm looking at this slide. You came to our webinar.
I love slides, right? I've presented that slide a lot of times. And I'm like, is this about women? actually, this isn't about women at all. All of these things that they said happens when women are there, they're not just about women. It's actually about transformational leadership. This is like the definition of transformational leadership. And where that opened up this huge opportunity for me is I realized everybody can learn these skills.
it's not about men versus women. let's teach everybody how to lean into that transformational side of the spectrum because actually it makes it better for everybody and everybody can learn these skills. So that was a mindset shift that I had in 2025 that really helped me see what really is the big picture here? what are we really trying to achieve here?
Dee Davis (23:45)
the productivity when women are on the job site. It reminded me, my friend Sharron Halpert, she told me one time that when she walks onto a job site, people have said to her repeatedly, I can always tell when you're here because the whole mood of the job site is completely different when you're on site.
Andrea Janzen (23:59)
Huh.
Dee Davis (24:04)
He's like, I was looking for you. knew you were here because I can tell by how everybody else is behaving on the job. Everybody's calmer. Everybody's nicer. I was like, you gotta be kidding me. And I said, was this a one-time thing? She goes, no, it has happened to me numerous times that people have said that. And she's a very type A bubbly, super, super awesome gal. She's a fire stopping expert. And so she consults on various jobs all over the country.
Andrea Janzen (24:12)
Huh.
Hmm.
Dee Davis (24:32)
And I thought that was very interesting. having been on many hundreds of job sites over my career, I, kind of wondered, I wonder if that always happens when there's women on job site or is it just certain women? I wonder if I was ever one of those women that made a difference when I was there. I hope so. I hope so.
Andrea Janzen (24:50)
I bet you were Dee. I bet you were.
Dee Davis (24:57)
well, this is just a crazy journey that you've embarked on and I'm loving hearing your stories. How has this journey been different than you expected when you set out on it?
Andrea Janzen (25:07)
that's really interesting. I don't know if I really even knew what to expect. there's a lot of leadership coaches that use their personal brand, their name. And so that's how I started, but I always wanted to build something bigger than myself. So that was always a desire that I had. And the path to do that wasn't clear because coaching is still a relatively new.
and really understand how do I do this? What does this look like? And so that was a bit of a rocky journey in figuring that out. But where we are now I am in this place where I'm realizing as the business grows, my role in the business needs to change. And so what kind of got...
me to where I am today and where the company is me being really good at coaching, me being able to work with clients, we do work one-on-one, but mostly in group situations. And what's happened this year is the doors opened up for us to work with different types of clients in different types of capacities and me realizing that I have to decide, do I want this to...
to stay small or do I want this to become something bigger? And if I want it to be something bigger, my job really can't be coaching anymore. So I think what's really interesting is how much time and energy I have spent in the past two years learning about processes, making processes, implementing processes, throwing the process in the garbage because I'm frustrated by it.
and realizing that that's actually the thing that I need to be working on is these processes and how do we have outcomes that are repeatable. that's my next level of growth. And so what's exciting is, I know you were gonna ask me if I work with all women. So I did work with all women for a long time, but actually we work with men now too. So we have an executive coach that,
is a man and really what my job this year was figuring out what is our coaching methodology? what are the steps that we take with our clients to ensure at the end they get the same or a similar outcome to if I was doing the coaching? Because really when you're an entrepreneur comes from your head, right? you're creating something and it's actually now it can't be about me.
It's not just my coaching. how do we systematize this? What are the steps that we take people through? And how do I train other people to do it? So that's what I have been working on. I don't think I thought that would be part of my job when I this type of career.
Dee Davis (27:43)
I might have a connection for you that can help you with that. Somebody that is also a coach that's already been through those and has done a really good job and now has his own brand of coaching. And of coaching than you're doing.
Jeff Klubeck is who I'm thinking of he's kind of been through this to where he's defined and branded his thing. And now he's training other people in his system to go out and perform So he may be able to help you.
Jeff has been a blessing in my life in many, many ways. And the people that he's connected me with have been blessings in my life. it's an amazing network that we're building here.
Andrea Janzen (28:26)
I love it.
Dee Davis (28:28)
When I was on your webinar the other day, I noticed that you had a lot of graduates from Canada. I think you may have already answered this question. I didn't realize you were from Canada.
Andrea Janzen (28:39)
Yeah, well sometimes, I say some words like process and organization. I don't know if you can tell, but it's really funny because we're in Colorado is a very neutral accent and it's so funny. sometimes I do speaking engagements and every once in a while someone will come up to the audience, be like, are you from Canada? Just based on certain words that I say.
Dee Davis (29:03)
It doesn't come out all the time, but now that I know to listen for it, I'm hearing it a little bit. All right. To all of our listeners, if you like what you're hearing, don't forget to boop the like button and share this episode with a friend. Our next question for you is how have you scaled your business as you've gone along? We talked a little bit offline about niching our business.
Andrea Janzen (29:06)
Yeah.
Dee Davis (29:24)
Business is down and scaling. So can you tell us a little bit about that for you?
Andrea Janzen (29:29)
Yeah, I can tell you some of the behind the scenes. it really goes back to like my origin story of how I got into construction and really this idea of you can be for everybody, but sometimes if you're for everybody, you're actually for nobody. And so really understanding how do I scale my process, my expertise, my marketing, part of marketing is who are my people and where do I go find them?
Like where do I find people who might be interested in working with me? And I think before I had this niche of really focusing on one industry, there's probably like 30 networking events a day within a 20 minute drive from my house. And so if you're not sure who your people are, where do I go? is it gonna be worth it for me to go to that?
event or that conference. it's a lot of energy coaching works on anybody, right? the methodology that we have, what's interesting is you could take this to another industry, but you actually have to learn every time how that works when you're delivering to a client. Whereas construction is kind of an interesting industry because every
company works with other companies, that's not the norm in every industry, everything in construction is a multi-company initiative. So I know that I don't need to learn that, I know how that works. So pretty much every single one of my clients, that's a relevant thing. How do you work with other companies? Whereas if you're working in a company that is just working themselves and delivering to their customers,
It's little bit different. You have to learn those nuances. So for us, from an implementation perspective, we know how the industry works. our clients face the same challenges over and over and over again. And so how we can help them in the coaching is yes, could another coach that doesn't have construction experience help them through the same problem? They probably could, but it might take three or four sessions of asking questions, diving deeper to really uncover.
what the thing is, what the obstacle is that they're facing. Whereas we've helped so many people on their leadership journey, we kind of know what's showing up. And then we've also done this research because we're curious, I'm seeing this theme. Is this a thing? let's back it up. Let's see if this is a thing. that's the beauty of having one industry, you can ask questions, and then you ask your people.
They answer your questions and then you know and then you can use that information to really help them get a result faster. So that's how it's really helped us mostly from a marketing perspective. We know who do we go after. Also from a partnership perspective, who could we partner with? Who else is targeting this industry that we can align ourselves with and work with them, share audiences with them, do an event together.
that kind of thing. So it really helps from that marketing perspective and from an implementation perspective because we know what people are dealing with. Obviously, every company is different. They have different culture, but there's themes that we see that can kind of speed things along.
Dee Davis (32:38)
So when you talk about partnering are you just going out there and you go to some events and you meet some people and you just say, hi, I'm Andrea, let's partner.
Andrea Janzen (32:47)
Sort of, yes. Well, part of it is just recognizing, and I'll just be honest on my journey, we have built the ambition theory really through the one person at a time. Really working on a small scale, getting people through our programs. And I think what's interesting, the way that we are scaling is we have our signature eight week journey
that we take people on and we have honed this in over eight years. it started and then we just tweak it based on feedback. We ask for a ton of feedback. So we just kind of tweak it as we go. So we have this process that really, if we wanna get people advancing in their leadership, if we want them leading in a transformational way, this is the journey we take people on. what is really cool about having a process,
instead of just being a consultant where you're a new thing every time, Like what's your problem? Okay, we're gonna come up with a custom solution for you. We have this journey where we know, does an executive team wanna improve their culture? Do they wanna improve their retention? We can take them on this journey and we know they're gonna get that outcome. Is there a young field engineer that just wants to become more confident?
better influence, work better with the other companies that they work with, we can take them through the same journey and we know they're gonna get that result. And the cool thing about coaching is coaching is you versus you. It's not a tactical plan. And so we can use the same process on an executive team as we can an emerging leader that's coming up. So having a process
of the journey that we take people on, having that standardized really helped us to scale because we can handle volume. and we really, we have procedures that allow us to handle volume and for people not to fall through the cracks. before I had a team, procedure was in my head, And I would take people on these journeys, but I would say before I had that support,
Things fell through the cracks all the time because I was busy doing a million things. We had no documented procedures. And so our customer service is a lot better knowing that we have these systems in place to make sure that we can support people every step of the way, knowing that we want this outcome for you so badly and we know you want it as well and we're all human.
how do we intervene when stuff falls off the rails, stuff gets hard. And so we have all of that documented. We have a procedure for all of that. So that has helped us scale. I wanna go back to the do just find people, do you wanna partner together? Part of it is that is how it works. But what's interesting, there's this really great concept book that I read last year called Who Not How.
And it's really about scaling, If you think about, how do I scale my business? How do I make this bigger, It's overwhelming, I don't want to, I have to work more hours. I got to grind harder. And it's this concept actually it's not about the how, it's finding the who that knows how to do it that you can partner with or finding a who.
that has shared values that you have that's maybe on the same mission, but you have different ways of getting there. How do you collaborate to work together? So we have ways that we've partnered. We've partnered with quite a few associations and this realization that, associations need revenue.
Training is a revenue stream for most of them. a training product. so we partner with an association and we work out a revenue share with them. So that's one way. And what's great is their members get value they probably wouldn't have heard about us if they didn't hear about us through their association. They get that revenue.
Most associations, their members saying, I have a labor shortage, my employees are burnt out, mental health. We're able to help them with that by teaching transformational leadership. So it really becomes this win-win opportunity where you can really help each other. But I will say from partnering with lots of different organizations over the years, the most important thing is shared values. Are you on the same page?
Dee Davis (36:42)
Mm-hmm.
Andrea Janzen (37:04)
with how you show up. What happens when a client is unhappy? What do we do when the client is happy? What do we do when something goes wrong? Really be an open and understanding, are we aligned or are we not aligned? Because when it's aligned, it's easy, it's fun. When your values aren't aligned, that's where it gets really hard.
Dee Davis (37:28)
you mentioned that book to me in one of our previous conversations and I was intrigued by the idea. So I went out and bought it and I read it. And just so I love it, just so you know, this is my motto for 2026 is who, how. a lot of the stuff that I am working on in the first quarter of 2026 for my businesses is all about who, not how. so thank you for that.
Andrea Janzen (37:35)
what'd you think?
You're welcome.
my favorite part of that book you as the business owners, you need who's to help you scale your business. you are also somebody else's who. this idea that you can have this exponential growth and the who now is a very transformational concept, we could come together and actually create something. If we work together, the outcome could be exponentially bigger.
than if I grinded it out on my own for both of us. And it's this idea of that win-win and you can help somebody else achieve their dreams. They can help you achieve your dreams. And it's really, really wonderful because the grinding it out is hard.
Dee Davis (38:32)
To say the least, I think there's a little meme out there that says something like, I was sick of working like a dog for somebody else. So I quit my job, started my own business. And now instead of working 40 hours a week, I work 80 hours a week. And it's the truth. Anybody who thinks that owning your own business, you're getting suntans on a yacht somewhere has never owned a business.
Andrea Janzen (38:33)
Like.
Yeah, right?
Yeah, that's not true.
Dee Davis (38:54)
Maybe there's some people out there doing that, I look up a statistic last year, something in the neighborhood of 95 % of businesses are considered small businesses, i.e. less than a million dollars or $5 million or whatever.
Those are my people. There are so many of us out there that are working our buns off every single day. Even when business is slow, you're working even harder than you're working when business is good. Because when business is slow, you're going, man, what can I possibly do to get business to not be so slow? it's crazy.
Andrea Janzen (39:11)
Mm-hmm.
yeah.
Mm-hmm.
Dee Davis (39:35)
And I love it and I wouldn't change a thing about it. But one of the, concepts in, who, not how is instead of asking how can I do this? How can I find my audience? How can I scale my business? How can I generate more income? How can I.
find my people on social media. You ask yourself who can help me do that. it's a give and take as you say, you are somebody else's who I had a conversation yesterday with the small business association up here in the little town that I live in asking how I can
I could share some of the things that I've learned that would help some very different businesses, completely different kinds of businesses than mine. But a lot of the brick and mortar businesses out there right now are really struggling because the economy has been a little rough the last couple of years. we had one local business closed down and I don't want to see any more close How can I help? What do you need to know? If I don't know how to do it, maybe I know somebody who knows how to do it and can be a who for you.
Andrea Janzen (40:16)
Mmm.
Mm-hmm.
Dee Davis (40:38)
Maybe I can be a who for you. I don't know, but there's some way that we can help each other. And that's really what that whole book is about. it's not how do you do it? It's who do you find to help you do ⁓ it? It's awesome.
Andrea Janzen (40:43)
Totally.
Who? Exactly. I know
it's such a simple concept, but it's like, why didn't anybody teach this to me 10 years ago? Right?
Dee Davis (40:58)
Well, and you have to constantly remind yourself of it because I keep falling into that entrepreneurial trap of how do I do this? How do I no, No, that's not the right question. The question is who can help me figure this out? I just implemented a CRM platform in my business. That's one of the things that we're changing in 2026 to help keep track of.
our clients and better serve them over time and make sure that we're following up and doing all the things that we need to do. I knew nothing, nothing about them. So I started asking everybody. I know, what are you doing? What are you doing? What are you doing? And got on Reddit and asked some other small business owners, what are you doing? What are other consultants doing? And I got a lot of great information, a lot of recommendations. Couple people took the time to show me the platforms they were using. And I didn't have to go.
kill myself trying to figure it out and invest in a ton of money into something that wasn't right for me.
Andrea Janzen (41:56)
I love that. I love that I told you about this book and you read it and now you're implementing it. That makes me so happy.
Dee Davis (42:03)
Yeah, we are making a management under construction recommended reading list. We talk about books a lot on this cast. People will come on and they'll tell me about a book that they've read or hey, they got this great idea from this book. And we're pulling all of that together in a recommended reading list. And this is definitely one that's going on there. So I can't wait. We'll have that rolled out in the next month or two.
Andrea Janzen (42:11)
Okay.
I love it. I can't wait.
Dee Davis (42:27)
All right, so we've talked about lots and lots of things that worked, which is awesome. And we all like to grab and hug and hold on tight to our successes. But the reality is, business owners and entrepreneurs, not everything we do works. Tell us about something that you tried that just didn't work, was an epic fail.
Andrea Janzen (42:50)
Ooh,
which one? which one? going back to the Who not how and the relationship piece is I have had some relationships that didn't work out, like multiple ones where our values were not aligned. So I feel like I learned that lesson. I think I learned it the hard way in recognizing that
Every company has different values and that's great because not everybody's a fit to work at every company or work with that company, And so me realizing not vetting the partners at the beginning, I think that was a hard lesson that I've learned a few times over. So.
really looking at what do they care about? How are we gonna work together? Let's actually ask those really hard questions at the beginning. So I think that's a lesson that I kind of learned the hard way. Another one is, I'm a visionary. I don't know if Traction's on your list or Rocket Fuel is one of the books you've talked about. No, okay, so there's this concept, it's EOS.
Dee Davis (43:50)
Mm-mm. No.
Andrea Janzen (43:55)
it's entrepreneurs operating system. One of the books is called Rocket Fuel and it's this concept for businesses. You have a visionary who is the visionary person that has the ideas and you have an integrator who is the person that makes things happen. they have an assessment, you could do it. I'm like, yeah, I'm such a visionary, And the thing about visionaries, we have great ideas.
We can motivate people, we can get people to follow us and wanna do our thing. The thing about The Visionary is we really don't have a lot of patience, You wanna put the idea out there, you want it to be successful the next week. And what we do is we'll start on a journey with something and it doesn't go as planned. We throw the idea in the garbage and we wanna start something new. And so what's interesting,
I have had this eight week program within Ambition Theory for eight years. And I have moved away from it multiple times, multiple times. I'm like, this would be better. Like big shiny object syndrome. What if we had it this way? What if we had a membership? What if we had this? so many times I have gone off of that path of we have this eight week process that works.
and so many times I have moved away from it and realized after moving away from it that that's the thing and always have gone back to it. And so I think realizing as we're growing ambition theory, recognizing that I'm the visionary and I have this weakness that I will throw things away when a lot of the times it's like, oh, there was a little tweak that could have saved it.
And so I think that's something that time and time again, I've tried, I think two to three times to have a monthly coaching membership because I see other coaches having this thing and it hasn't worked. None of the times it has worked. And I just, keep going back to the eight week journey because that really works. People can handle.
Dee Davis (45:44)
Mm-hmm.
You
Andrea Janzen (45:59)
investing in themselves, like the customers, the clients can handle eight weeks of doing a program. They can't handle that ongoing commitment. And I think that's the biggest failure is I've had this thing that works and it's not new. It's been around for basically it came out relatively early in the business and I threw it away so many times. So I think that would be.
Dee Davis (46:21)
you
Andrea Janzen (46:23)
a big mistake failure hard lesson that I learned.
Dee Davis (46:28)
Well, it's a little bit of FOMO and I think all entrepreneurs are visionaries to some extent because there's this constant churn in your head of what else can I do? How can I do what I'm doing better? Is there something new, different, some other way I didn't look at it? there, especially if there's any way of making something that might be considered passive income because we are working so hard all the time. ⁓
Andrea Janzen (46:35)
yeah.
Mm-hmm.
Yeah.
Dee Davis (46:56)
I think to me the monthly membership, it's like joining a gym. And I think that's what a lot of these big coaching programs are hoping for. They're hoping it's that gym membership that you never use and forget that you're paying for. ⁓ And so it turns into a passive income for them and they're not really having to do any work to provide you anything. And I agree, everybody I know that's tried it from, being the coachee standpoint, they it doesn't last. six months tops.
Andrea Janzen (47:09)
Mm-hmm.
Yeah, right?
Dee Davis (47:23)
and then they're onto the next shiny new thing. So stick with what works. there's nothing wrong with trying new things and always trying to figure out if there's a better or different way that you can deliver or a different audience or a different way of looking at something. It's always good to have that, but yeah, don't abandon what works for sure.
Andrea Janzen (47:43)
Yeah, another
I do remember this one moment is where I was unsure about niching down to construction. there's the big shiny object, ooh, if we go all in in construction, what about the lady in the film industry who's booked a discovery call with me? What are we going to do? And so I think I had a false start on the niching down. I was like, I'm committed.
okay just join us and I let someone in from the film industry into a group program. Everybody else was from the construction industry and was really interesting. They seemed really excited on the discovery call. They joined the program and it wasn't just this isn't for me I would like a refund. It was like I'm angry. You know those people where you get the long emails? The customer that's so
Dee Davis (48:28)
Mmm.
Andrea Janzen (48:32)
unhappy, it turned into that. So it wasn't even just sorry, it's not the right fit. here you go. they were actually so upset that, they have bought this program and everybody else was from the construction industry and they weren't, that it got really, really negative. So I think the learning for me is when you make a decision, you kind of need to commit to the decision. And when you wobble in your decision making,
number one, affects your credibility as a leader, but it also affects your business, the quality, the service delivery and your ability to move forward towards the thing that you're working towards. So that would be I guess another mistake. I've made a lot though. I've made a lot of mistakes over the years.
Dee Davis (49:16)
I think we've all made plenty for sure. think any entrepreneur, you pour them a glass of whatever their favorite liquid beverages and they'll tell you all kinds of stories about it. It's kind of fun to reflect as you get on into your business. some of the things that seemed hard when you started are so not hard compared to what you're doing now or.
Andrea Janzen (49:29)
Mm-hmm.
Totally.
Dee Davis (49:40)
You know, it's always fun to reflect on those things and realize that, it's that iceberg graphic that you see every once in a while, the public sees what's sticking out of the water. All that stuff underneath, all that history, all those mistakes, all the late nights, all the worries, all the self-doubt, all that stuff underneath. Nobody sees that. You know those things. It's good to talk about them sometimes.
Andrea Janzen (49:46)
Mm-hmm.
Yeah.
Yeah. And I think what's the
other interesting thing about is making the mistakes, And so part of it is usually the mistakes that I've made are where I've taken a risk and it didn't work out. sometimes you can beat yourself up on I should have known better. But the thing is, if you don't take a risk, you're not gonna grow. And so part of that risk taking is I'm gonna take these risks.
and some are gonna pan out and some of them are not gonna pan out. And so when they don't pan out, how do I make sure it's not a catastrophe? I'm still here, the business is still here. none of these mistakes that I made were catastrophic and they turn into that learning experience. I love what you said, the things that I thought was a catastrophe, in the moment, you're
yeah, you know, if I didn't go through that, I don't think I would have learned and make this big leap afterwards in order to get to where we are now. So it's all part of the journey. There's this other book now that I you love books, this book, it's old. It's a marketing book called Launch by Jeff Walker. He has this concept called Product Launch Formula. It's an online marketing email book. But the last chapter is a motivational chapter for entrepreneurs.
And it really hit home for me. It talked about life is like a mountain range, There's valleys and there's peaks. But when you're an entrepreneur, you're like in the Himalayas. The peaks are higher, the valleys are lower. And so that is kind of like what we signed up for as entrepreneurs.
Dee Davis (51:32)
Well, it's certainly less comfortable than being a W2 employee for somebody else's business and somebody else's dream. we stretch ourselves on a daily basis as entrepreneurs, or we don't grow. Those are our choices, right? If we want to grow, we have to stretch ourselves on a pretty regular basis. I do want to talk about networking a little bit.
Andrea Janzen (51:38)
Mm-hmm.
Yup.
Dee Davis (51:54)
Networking is key for the growth of my business and I'm leaning hard into it in 2026. A lot of it has to do with the who not how book ⁓ and making sure that I'm constantly meeting not just more who's but the right who's that play in the same spaces and are out there in ways that I'm not so that your network isn't limited to your
Andrea Janzen (52:04)
Mm.
Yeah.
Dee Davis (52:20)
necessarily geographical area. I joined a group called The Connective this year. And it's some people are working for other companies, but a lot of entrepreneurs across the country. And it's been fantastic. What is your philosophy on networking?
Andrea Janzen (52:37)
So networking, yes to everything. And I think what's interesting though is cause like I said before, there's probably 30 networking events a day. And so I think it's being really strategic about who are the people I wanna connect with and being really strategic about where you go because you can spend a lot of time going to events and not getting anything out of it.
It can be really tiring going to all those events. So I think part of it is really see who do I want to connect with? And then my other thing is what's in it for them? I think really setting up, go when you're meeting people, whether that's online in a webinar or LinkedIn, in person, at a conference, whatever, not making it about me all the time, making it be what's in it for them? What kind of value can I contribute?
to this person and that could be a story, talking to them, whatever, but really getting curious about the other person first before you
make it about you. And I think what I've learned is that's a great way to assess if your values are aligned, asking lots of questions, getting really curious as to what they care about, and then opening up a conversation hey, could we collaborate together? Are our values aligned? And if so, let's take this conversation to the next level and explore a little bit more what working together could look like.
and go from there. So definitely networking is important. I will say online networking has been really valuable for me. So connecting with people on LinkedIn, connecting with people in webinars. And I think one thing I've noticed is that you go to an in-person conference and this is a hack, number one thing you should do, if you like the speaker, go talk to the speaker, stand in the line.
talk to them. So many times I have done that and I'm the second person in the line. I'm they were amazing. There's like 2000 people here. Why isn't the line 500 people long? So many people do not network, right? Or they go to this event and they, you have your head down. You are not talking to anybody. that's where it's exhausting, where it's not fruitful. And so I think there's these little opportunities that you can do when you're networking
Connect with someone. I guess the other one is connection requests on LinkedIn. You see someone interesting? Connect, no, connect and add a note. Hey, how's it going? Loved your post. Or hey, I see we work in the same industry. I would love to connect. one line, I think the default that people have is like, I wanna know that person. they're ignoring me.
Dee Davis (55:03)
Hehehehehe
you
Andrea Janzen (55:24)
Yeah, they are. Because why, would they want to make the first move and give that human connection? Like just go that little extra mile, which is actually not a lot, but it goes a long way.
Dee Davis (55:37)
Yeah,
go that extra mile, but don't be the person that the second they accept your connection requests, you're pitching them your product, service, whatever it is. Lord, I have had to start getting really picky I probably get eight or 10 connection requests a day on LinkedIn. And I have started, had to start getting really picky about,
Andrea Janzen (55:46)
Yeah, totally. Yeah, not that. Yeah, not that.
Yeah.
Dee Davis (56:02)
who I'm accepting and it's nothing personal. It's just that we're not in the same industry. ⁓
Andrea Janzen (56:08)
Yeah, so that's the world we're living
in, right? So if you really want to connect with someone, you actually have to give them a reason to, accept your connection because there's people spamming them all day long.
Dee Davis (56:18)
Yes.
And I had, I had this happen yesterday. So I had this person that's in the related industry, asked for a connection request. said, yes, because they're in the industry and I immediately got a sales pitch and, I politely declined and they were not very happy about it. And I did send them a note and I said, Hey, listen, I'm not trying to be rude, but I said, you got to understand I get hammered every day.
to be honest, I don't know you. I don't know your product. I've never heard of your company. And you're immediately trying to sell me something. said, dude, come on, I seriously, it's, didn't, but I took the time to explain, I'm not trying to get it. Cause he was a little bit.
Andrea Janzen (56:55)
No. Remove
Dee Davis (57:04)
fine, I don't agree. I think we could, help each other. And then he came back with, well, I was going to offer you some work. And I thought, yeah, okay. But, when you're networking, online networking works in person networking works. What does not work is never networking. That's not going to help you find your next job. That's not going to help you get promoted. That's not going to help you find your who's.
in your life and make those connections that you need to make to grow your career. Going to an event and standing in the corner and never speaking to anybody or only speaking to people you already know is also not going to help you. So we talk about this in one of the episodes of the cast called Networking is Not a Dirty Word. So go check out that episode for any of you listeners that haven't. It talks about that hidden job market.
Andrea Janzen (57:48)
Mmm.
Dee Davis (57:55)
There is a hidden job market. give all kinds of statistics about how networking can get you your next job. It's also important if you're a business owner to grow your business and start finding the right who's to help you grow your business. Can't promise you it won't get you a little bit of spam too, but you're kind of getting that anyway. So it's well worth it.
Andrea Janzen (57:55)
Mm-hmm.
And interesting in the construction industry, because it's a bidding type of industry, right? And there's this mindset that a lot of people have that's we look on the website for the official RFP and then we respond with an email to it. It's a lot of people's mindset is that's the way it works. But I also think it's there's a hidden employment job market, but there's a hidden construction project market as well. Whereas if you're networking, you can meet people who are building stuff.
and they need partners to build the stuff with them. And if they like you, if they trust you, if your values are aligned, you're gonna go the front of the line on their bid decision-making process. think there's goes from an employment perspective, but also constructions and project-based industry, you need to be searching for those companies that you wanna partner with to do more work with. And so networking a great way to do that.
And you know, they might still post it on the website to get bids, but you can get some insider information that might help you become more successful in that process, which is a gold mine.
Dee Davis (59:19)
number one, you'll know it's coming up so you can prepare for it. You'll have some understanding of what it is, how big is it, is it something you want to bid? companies have to make these decisions all the time.
Andrea Janzen (59:22)
Mm-hmm.
Dee Davis (59:30)
about what they're going to bid. You can't bid everything or you shouldn't bid everything. And you need to be on the bid list. So you want to be that person that is on that bid list or that company that's on the bid list. And you want to make sure that you have a good relationship because that matters. I sit on the owner side of the table an awful lot reviewing RFPs that come in from contractors and
Andrea Janzen (59:38)
Mm-hmm.
Mm.
Dee Davis (59:57)
If there's negative feedback, if there's bad experiences, if there's personality conflict, that stuff all feeds in to how your company is seen and whether or not that opportunity is going to come to you. So networking is extremely important for all aspects of your career.
As a business owner, what is your biggest challenge?
Andrea Janzen (1:00:20)
That's a loaded question. What is my biggest challenge? I think part of it is actually knowing what I'm supposed to do every day. And I know it sounds like as the leader, I should know, but I think we are kind of ingrained to work for somebody else. that was kind of ingrained in me from a young age through school and having that person telling you what to do.
But when you don't have that person, I think it's really challenging to know what to focus on. I'm a visionary, I have a million ideas. If we tried to implement it all, none of it would get implemented So really having, that discipline to focus on one thing and stick with it. I think that's my biggest challenge. Because it keeps coming up over and over again. There's other things we could be doing all the time. New opportunities, coming new ideas.
Dee Davis (1:01:01)
Peace.
Andrea Janzen (1:01:09)
and really choosing we're committed to this and having the discipline to do that.
Dee Davis (1:01:14)
Yeah, and being self-driven, boils down to being self-driven and focused.
Andrea Janzen (1:01:16)
Mm-hmm
Mm-hmm.
Dee Davis (1:01:21)
So if your staff keeps coming to you and saying, no, focus.
Andrea Janzen (1:01:25)
Yeah.
Dee Davis (1:01:25)
What is your advice to people out there wanting to start their own business?
Andrea Janzen (1:01:31)
I would say go for it. really make sure you have that desire in your heart because it's gonna be a lot harder than you think it's gonna be. It's gonna take longer to get off the ground than you think it's gonna take. I would say go for it, but recognize it's gonna be hard, but it's so worth it. And if it doesn't work out, you can always find another job.
But if you didn't take this chance, you can't go back in time and take this chance. So I would say just go for it.
Dee Davis (1:02:03)
Just do it. What is your advice to women out there wanting to gain or level up their leadership skills?
Andrea Janzen (1:02:05)
Just do it.
I would say go for it. I'll say like what we do with our clients is really take an inventory of what you bring to the table. Really get clear on what makes you different than other people. And then the second piece is actually it's not about you. Look at if you're working within a company.
What is coming down the pipeline for the company? What challenges are happening in the industry? Is there something above that I can contribute to? And I would say a lot of women, they work head down. We've been conditioned, right? Wait till you're told what to do, do it, wait for the next thing, and you'll be rewarded, right? Truth is, you're not gonna be rewarded. You're just gonna keep getting more work piled on your plate. And so I think a shift,
is really look up, really look up from a strategic perspective. If you want to advance, you actually need to be able to look up, being able to see what is coming down the pipeline, how can I lead up, what is happening here, and be strategic. And a lot of times people are like, well, Andrea, I don't have time, like literally, I'm getting 300 emails a day. So what I like to tell people is just take 15 minutes in the morning and look up.
What's happening in the industry? What's happening in your company? What are some great things that are happening? What are some not so great things that are happening? And how can you contribute? And really think about that for 15 minutes a day. And once you figured it out, your 15 minutes a day, the next day is like, I'm gonna do something to contribute towards that bigger picture goal. Cause that's where that advancement happens is when you're strategically thinking, when you're strategically contributing.
being proactive versus being reactive.
Dee Davis (1:04:01)
That leads us right into your seminars, your eight week courses. How often do you do that each year and when is your next one?
Andrea Janzen (1:04:10)
if you're in a big company we would love to work with you, we have company ones where we can customize the content to be really specific to each company's needs, their values, what's happening. But we do open ones as well where anybody can join. so we do one in the winter, we do one in the spring, and we do one in the fall. So our next one is starting February 2nd, and then we have another one starting the
first week of April and then one starting the first week of October. So those are our open ones.
Dee Davis (1:04:41)
Perfect, and people can find that on your website and sign up for them through your website.
Andrea Janzen (1:04:46)
Yeah, so ambitiontheory.com.
You can find it all there on our website or you can send me a message on LinkedIn. So it's Andrea Janzen on LinkedIn.
Dee Davis (1:04:56)
Okay, great. Other than LinkedIn and your website, is there any other good ways that people can reach out to you?
Andrea Janzen (1:05:02)
we have a podcast, it's called Ambition Theory, Rethinking Leadership in Construction. And really, it's moving in the direction on looking at it through the lens of what we've learned by advancing women in this industry and how that applies to the industry as a whole. So that's what we're exploring now on the podcast. So yeah, check it out, Ambition Theory, Rethinking Leadership in Construction. Everywhere you listen to podcasts, it's available.
Dee Davis (1:05:27)
That's great.
Andrea Janzen (1:05:29)
we have a ton of episodes available right now. And so we're going to be relaunching it soon.
Dee Davis (1:05:36)
Perfect. That's great to know. Well, thanks everybody for joining us. Please like and share this episode with a friend. Leave us a comment or a question. Thank you, Andrea.
Andrea Janzen (1:05:45)
Thank you so much for having me Dee.
