Eden Lovejoy is a dynamic leader and the founder of Your Business Lifestyle discusses the essence of impactful leadership. Eden shares her journey from a whirlwind upbringing to becoming a pioneer in creating self-reliant business systems. Drawing from her book Activate Your Virtual GM, she explains how empowering teams with accountability and a clear mission transforms businesses. Eden emphasizes the importance of clarity, cultural alignment, and structured systems to allow business owners to focus on what they love. She outlines strategies to avoid common pitfalls, such as overburdening owners or employees lacking growth opportunities.

Eden’s actionable insights inspire owners to foster a high-performing, self-sustaining business culture. Whether it's building resilience or embracing failure as a learning tool, her advice resonates deeply with leaders seeking to leave a lasting legacy. This episode is a masterclass on leadership for freedom and purpose.

Want to learn more about Eden Lovejoy's work? Check out her website at https://www.yourvirtualgm.online/.

Connect with Eden Lovejoy on LinkedIn at https://www.linkedin.com/in/edenlovejoy/.

Key Points with Time Stamps

• [00:00:51] Guest Introduction: Eden Lovejoy’s background and expertise.
• [00:05:05] Leadership Philosophy: Transitioning from chaos to clarity in small businesses.
• [00:09:31] Virtual General Management: Eden explains the concept and benefits of a Virtual GM.
• [00:13:11] Common Leadership Pitfalls: Why business owners feel overwhelmed and how to overcome it.
• [00:15:05] Coaching as Leadership: How coaching helps owners and teams thrive.
• [00:19:05] Building a Legacy: Creating businesses that run independently of their owners.
• [00:21:02] Customizing Leadership Systems: Adapting frameworks to align with individual business cultures.
• [00:23:00] Resources for Growth: Eden’s free book and how to connect with her.

Transcript

00;00;00;00 - 00;00;30;20
Craig Andrews
I was in a coma for six weeks while the doctors told my wife I was going to die. When I woke up, she told me the most fantastic story. My team kept running the business without me. Freelancers reached out to my team and said, we will do whatever it takes. As long as Craig's in the hospital. I consider that the greatest accomplishment of my career.

00;00;30;23 - 00;00;51;10
Craig Andrews
My name is Craig Andrews and this is the Leaders and Legacies podcast where we talk to leaders creating an impact beyond themselves. At the end of today's interview, I'll tell you how you can be the next leader featured on the show.

00;00;51;10 - 00;01;02;16
Craig Andrews
Today, I want to welcome Eden Lovejoy. She is the founder of Your Business Lifestyle, the author of Activate Your Virtual GM. She's the one folks,

00;01;02;16 - 00;01;15;29
Craig Andrews
go to when they find themselves working harder despite hiring people. They're supposed to be doing the work that they've been up giving them to do. And so I saw Eden's profile and just really fascinated me.

00;01;15;29 - 00;01;19;00
Craig Andrews
I thought she had a lot to offer.

00;01;19;00 - 00;01;31;05
Craig Andrews
For a lot of business owners, especially those that find themselves working harder rather than less when they should be working. Having folks do that for them. So, Eden, welcome you.

00;01;31;05 - 00;01;33;21
Eden Lovejoy
Great. Glad to be here.

00;01;33;21 - 00;01;54;22
Craig Andrews
So the other thing that caught me when I saw your profile was that you live in Anchorage. And, I mean, I just love Alaska. I live in Texas. And it's funny, there's now Texas has changed a little bit, but there's a lot of similarities between us. Between Texas and Alaska.

00;01;54;22 - 00;01;58;23
Craig Andrews
You'll find a lot of the same traits in the people between Texas and Alaska.

00;01;58;25 - 00;02;07;27
Craig Andrews
I think the biggest difference is in Alaska. I'm not sure there's a single word sign that hadn't been shot for bullet holes.

00;02;08;00 - 00;02;13;27
Eden Lovejoy
By that, they were that rough and ready. Maybe once upon a time. But we're a little more civilized now.

00;02;13;29 - 00;02;25;08
Craig Andrews
Okay. Well, yeah. And I will say, at least in Anchorage, I think the signs were mostly intact. But when I, you know, driving in other parts of the state, it was like every single sign there was a bullet hole in it.

00;02;25;10 - 00;02;38;10
Eden Lovejoy
Oh my goodness. Well, you were here, you said, in the 90s and we were chatting before the call. And so, you know, we're a little more mature than that now, but it's a beautiful place. It's just a beautiful place.

00;02;38;12 - 00;02;52;26
Craig Andrews
Yeah, well, the other thing you surprised me about was when you said that you grew up in San Francisco, and I just saw San Francisco to Alaska. That just seems like two different worlds to me.

00;02;52;28 - 00;02;57;06
Eden Lovejoy
Well, mean, maybe not so much. I moved from the Bay area to,

00;02;57;06 - 00;02;58;21
Eden Lovejoy
a little town called Homer,

00;02;58;21 - 00;03;06;09
Eden Lovejoy
when I was 17. And Homer, actually, I said, was the San Francisco of Alaska kind of an artist community? A little bit,

00;03;06;09 - 00;03;15;20
Eden Lovejoy
you know, alternative and mindset. So it was a natural fit for me. And after the first time I came to visit here, I just I just fell in love.

00;03;15;27 - 00;03;17;19
Eden Lovejoy
So love the beauty of

00;03;17;19 - 00;03;25;26
Eden Lovejoy
it. Actually, I was talking with Jack Canfield in an interview a few weeks ago, and he asked me what brought me to Alaska, and I said,

00;03;25;26 - 00;03;28;12
Eden Lovejoy
well, impetuous youth. And he said,

00;03;28;12 - 00;03;38;29
Eden Lovejoy
and so when most people go to San Francisco for impetuous youth, my answer is absolutely. If you grow up in San Francisco, you've got to get creative.

00;03;39;01 - 00;03;44;06
Craig Andrews
Well, and you you had a pretty wild upbringing.

00;03;44;09 - 00;03;46;00
Eden Lovejoy
I did, I did I was,

00;03;46;00 - 00;03;53;05
Eden Lovejoy
grew up in the Bay area, San Francisco in the 70s, and my mom was searching for the answer. She was,

00;03;53;05 - 00;04;02;10
Eden Lovejoy
looking for a solution for our family, and, and I, I compare it a bit to what? How business owners are trying new systems and trying new things in their companies.

00;04;02;10 - 00;04;12;09
Eden Lovejoy
My experience as a kid was 18 different schools, 15 different homes, alternative philosophies, religions, mindsets.

00;04;12;09 - 00;04;32;21
Eden Lovejoy
Just I mean, if you're old school and even now I took test three times before I was 16, so it was, you know, a lot of different alternative philosophical exposure for a kid. But it felt like for us was and I was the oldest of four. So like the leader of a little team, what it felt like was,

00;04;32;21 - 00;04;36;13
Eden Lovejoy
you know, everything changing each week, like, now this is how it's going to be.

00;04;36;13 - 00;04;45;09
Eden Lovejoy
This is the answer. This next thing is the thing that's the solution. And so when I, when I left there, I, you know, when I grew up

00;04;45;09 - 00;04;52;17
Eden Lovejoy
like I of course rejected all of that and focused on operations and systems and consistency.

00;04;52;17 - 00;05;00;21
Eden Lovejoy
Then today I've come full circle and realized that that, that so much of what I was exposed to the worldviews and philosophies is,

00;05;00;21 - 00;05;01;27
Eden Lovejoy
is meaningful,

00;05;01;27 - 00;05;05;00
Eden Lovejoy
and come full circle and integrated all of that.

00;05;05;02 - 00;05;21;01
Eden Lovejoy
But but what I know from my whole life story is that people who are in confusion are having a hard time, and so I fell in love with small business, small business owners, that whole market as a young woman and,

00;05;21;01 - 00;05;26;17
Eden Lovejoy
and love to bring clarity organized action and high productivity to,

00;05;26;17 - 00;05;32;21
Eden Lovejoy
to that cultural environment. And that's just what I do, is a outgrowth of my childhood.

00;05;32;24 - 00;05;51;20
Craig Andrews
Wow. Well, and, you know, I've, I've heard some analysis of, of San Francisco that there's something in the water. It's something in the way people think. There's a reason that Silicon Valley came out of that region of the world. There's a reason that I has come out of that region in the world.

00;05;51;20 - 00;05;56;13
Craig Andrews
The, you know, the that creativity.

00;05;56;15 - 00;06;01;08
Craig Andrews
And it's just like an epicenter for creativity.

00;06;01;10 - 00;06;04;01
Eden Lovejoy
You know, I, I haven't ever thought about that.

00;06;04;01 - 00;06;09;14
Eden Lovejoy
But it's true. Right. And I guess, again, to my experience, right. Open mindedness.

00;06;09;14 - 00;06;10;00
Eden Lovejoy
The

00;06;10;00 - 00;06;27;17
Eden Lovejoy
my, my mother is still a leader. And the human potential movement, you know, I, I sort of grew up with that in my DNA, just having an open mind and looking for alternative solutions so that then that emerged my experience.

00;06;27;20 - 00;06;33;07
Craig Andrews
So you move up to Homer, and what would you do when you first moved to Alaska?

00;06;33;10 - 00;06;34;04
Eden Lovejoy
Oh my gosh.

00;06;34;04 - 00;06;37;16
Eden Lovejoy
Well, I did the whole Alaska lifestyle thing. I,

00;06;37;16 - 00;06;40;13
Eden Lovejoy
lived in a house with no running water, and,

00;06;40;13 - 00;06;50;14
Eden Lovejoy
eventually a little, little. I don't know if we would call it unhoused nowadays, but, you know, this clean cabin that was built on a bluff and,

00;06;50;14 - 00;06;51;28
Eden Lovejoy
hauled water and,

00;06;51;28 - 00;06;56;13
Eden Lovejoy
heated with a wood stove and sold firewood for a living for a period of time.

00;06;56;15 - 00;07;00;27
Eden Lovejoy
That was my. And, you know, when I was very young.

00;07;00;29 - 00;07;04;14
Craig Andrews
You know, I told you I'd been hiking on the,

00;07;04;14 - 00;07;14;01
Craig Andrews
Chugach Mountains and, you know, there's a trail. I forget the name of the trail, but it it starts, I think, just east of Anchorage and then goes up to,

00;07;14;01 - 00;07;16;13
Craig Andrews
to Eagle Pass or Eagle River.

00;07;16;13 - 00;07;25;26
Craig Andrews
Just north of, But anyway, there was one place where we got to a, a river crossing, and you, you don't want cross at night because the river was high from all the glacial

00;07;25;26 - 00;07;28;21
Craig Andrews
melting you want to cross first thing in the morning.

00;07;28;24 - 00;07;30;06
Craig Andrews
And we get there. And I met,

00;07;30;06 - 00;07;38;21
Craig Andrews
a couple ladies from Homer, and they were just out there backpacking and I, I remember,

00;07;38;21 - 00;07;51;04
Craig Andrews
it was myself and two other guys, and I just remember realizing we were, like, complete buffoons next to him. We. We thought we were these big, rugged guys out there hiking and,

00;07;51;04 - 00;07;52;28
Craig Andrews
and they were just so much fun.

00;07;52;29 - 00;08;15;05
Craig Andrews
And this is just what they did on their weekends. They were like, well, hey, we're going to drive up from Homer, we're going to hike this trail, and then we're going to go back to Homer and we it was I wish somebody had been there filming it. We're trying to hang our food in the tree. And we brought parachute cord because that's what we had tested down in lower 48 for hanging our food.

00;08;15;07 - 00;08;37;13
Craig Andrews
Well, the bark on trees is different in the lower 48 than than up there in Alaska. And we're we have this thin bark and we're pulling the, our food up with this parachute cord, which is just cutting a hole or a groove in the tree until it gets stuck. And so one of us gets on the shoulders of the other to lift them up, to see if they can put it up, all to try and keep it out of the,

00;08;37;13 - 00;08;41;00
Craig Andrews
you know, the reach of bears and they,

00;08;41;00 - 00;08;46;14
Craig Andrews
they came in, they had their they had their food hung, they had their fire burning.

00;08;46;14 - 00;08;53;27
Craig Andrews
They had their dinner eaten before we even made camp. I mean, it was just so embarrassing.

00;08;54;00 - 00;08;59;06
Eden Lovejoy
Well, I'm not I'm not much of an outdoors woman, so I wouldn't even know what trail that was. But,

00;08;59;06 - 00;09;05;20
Eden Lovejoy
certainly it's a lot of folks who live here and spend a lot of time outdoors. And yeah.

00;09;05;22 - 00;09;31;15
Craig Andrews
Yeah, so the the thing that really intrigued me was this whole idea of a virtual gym. And I just I've never heard anything about that. I mean, I'm a fractional CMO and I know fractional CEOs and I've heard all these other things, but I've never heard of a fractional general manager and help me understand that.

00;09;31;17 - 00;09;47;00
Eden Lovejoy
Well, I think, when you when you look at the functions of a general manager in a small business, they are, you know, operations leveraging return on investment from employees,

00;09;47;00 - 00;09;50;07
Eden Lovejoy
significant component of what you're looking for in a GM.

00;09;50;07 - 00;10;00;06
Eden Lovejoy
Sometimes marketing, but definitely, you know, production and delivery. Right. So operations administration, team engagement and production of product is,

00;10;00;06 - 00;10;09;17
Eden Lovejoy
and marketing and marketing aside, all the work that I do does affect that some the, those other pieces,

00;10;09;17 - 00;10;21;05
Eden Lovejoy
and in my experience, what I learned over the years is that we can build that skillset into the team to support the owner in a way that,

00;10;21;05 - 00;10;23;10
Eden Lovejoy
they get to really move into a

00;10;23;10 - 00;10;50;08
Eden Lovejoy
space of living the life they want, running a business they love, and being in strategic leadership and ownership versus in the day to day operations and so I've done that as a virtual GM by. But basically when I say virtual GM, I've come in and taught teams how to build that accountability into the system so that I'm not doing the work for them, like a fractional.

00;10;50;08 - 00;11;03;22
Eden Lovejoy
Right. So that's why I use virtual versus fractional because we're creating the functionality of general management awareness and accountability in the team that exists.

00;11;03;22 - 00;11;08;08
Eden Lovejoy
And by building in, you know, ownership,

00;11;08;08 - 00;11;20;00
Eden Lovejoy
in positions by creating high performing culture and really engaging people through mission and values, by making sure there's good guardrails for, you know, you can have flexibility in your role.

00;11;20;00 - 00;11;49;28
Eden Lovejoy
But as long as you're within these guardrails, by building a good feedback loop for the owner so that they understand what's going on and can scan the horizon regularly and not feel disconnected, like there's a series of components, it's a number of steps, but with thoughtful when we approach it. Above, I've created a matrix of components. When we put all those components in place, then the system is self-reinforcing and the owner can really be in the role that they want to be in.

00;11;50;01 - 00;11;59;28
Craig Andrews
Yeah. It's yeah, because it would be frustrating to hire people.

00;11;59;28 - 00;12;10;04
Craig Andrews
And think, okay, they're going to take some of this workload off me. And then what what do if I don't know,

00;12;10;04 - 00;12;26;18
Craig Andrews
what do you think is the number one reason that owners find themselves in this position where they hired somebody and they, they, they thought their life would get easier and it got harder.

00;12;26;20 - 00;12;32;22
Eden Lovejoy
So one of two reasons, because up until now, there's kind of been two models of, of how to figure this out.

00;12;32;22 - 00;12;47;00
Eden Lovejoy
And years ago, Michael Gerber coined the phrase don't work in your business. Work on your business. Right. And that has been the sort of key the strategy since the 80s.

00;12;47;00 - 00;12;52;02
Eden Lovejoy
What what that looks like, though, in reality is the, the owner.

00;12;52;02 - 00;13;11;21
Eden Lovejoy
And then if you're working in your business, you're just in the business. If you're working on the business, it's internalized at the owner's level that they're responsible for figuring out all of the all of the processes for creating those, for like that e-myth model of building out all the procedures and then hiring to the lowest person who can fulfill that.

00;13;11;21 - 00;13;15;01
Eden Lovejoy
Like it's a lot of top down and it's a lot of,

00;13;15;01 - 00;13;31;01
Eden Lovejoy
a lot of owner engagement. And it's it's also frustrating to employees because truly people don't want to be worked on. So what I tell people is we don't want to work on our business. We want to work with our business. Right. There are good people here that you've brought on board.

00;13;31;04 - 00;13;44;20
Eden Lovejoy
But when people are hiring, so you want one way that they get overwhelmed is that they're trying to figure out all the things for people to do and building out that system. And, and just, you know, being depleted that way. Another way is that,

00;13;44;20 - 00;13;49;29
Eden Lovejoy
a lot of times, everyone will look to that owner as being the go to person for everything.

00;13;49;29 - 00;13;53;06
Eden Lovejoy
And so you feel like you're being nibbled to death by ducks, right? You've got

00;13;53;06 - 00;13;59;24
Eden Lovejoy
the more people you have, it's just another person to say, hey, you got a minute? I need this, I need this, I need this, and so,

00;13;59;24 - 00;14;09;14
Eden Lovejoy
I have clients a lot of times, but recently I had someone say, you know, when when you came in, I would have told you we didn't need an org chart because we're too small.

00;14;09;14 - 00;14;13;24
Eden Lovejoy
We're too. You know, horizontally flat.

00;14;13;24 - 00;14;30;19
Eden Lovejoy
But when we created an org chart and showed people really the different roles that were available to them, the team got hugely excited. Oh my gosh, there's opportunity for me to grow. We're not just all on a flat level playing field. How can I contribute right people in and get in the conversation and in a whole new way.

00;14;30;19 - 00;14;33;04
Eden Lovejoy
So yeah, I think oh,

00;14;33;04 - 00;14;36;13
Eden Lovejoy
I hope that was responsive to your question.

00;14;36;16 - 00;14;41;09
Craig Andrews
Yeah. I wonder.

00;14;41;11 - 00;15;05;02
Craig Andrews
I wonder how many of these owners, you know, when they, when they're hiring people. One of my favorite sayings is sometimes you need to let things break before you can fix them. And and so sometimes that means you have somebody that you've given a task and you see them headed for failure. You know, they're headed for failure.

00;15;05;02 - 00;15;22;15
Craig Andrews
You've tried to coach them a away from that. And as the owner, you have the chance to pull out your trump card and say, I'm the owner, stop doing what you're doing. Go this other way. But what I've found for myself, if I really want to build a team that can operate without me, I have to let them fail.

00;15;22;15 - 00;15;28;16
Craig Andrews
Presuming that it's a recoverable failure and most failures are those failures.

00;15;28;16 - 00;15;33;01
Eden Lovejoy
I think that's true, right? People need to learn from experience and and they need to have,

00;15;33;01 - 00;15;45;14
Eden Lovejoy
A sense of where their authority, you know, if they're responsible, accountable for a particular result. We want to give them the room to approach that the way that that they would approach it.

00;15;45;14 - 00;15;49;00
Eden Lovejoy
I do think it's helpful to have guardrails in place.

00;15;49;00 - 00;16;04;11
Eden Lovejoy
So one of the things I like to focus on is really clearly communicating the the level of authority that a person has, and you know, where that authority begins and ends. Make sure you have enough authority to accomplish what you're responsible for without

00;16;04;11 - 00;16;07;23
Eden Lovejoy
going overboard and, you know, going,

00;16;07;23 - 00;16;13;14
Eden Lovejoy
out of bounds and maybe causing harm that might feel unrecoverable.

00;16;13;16 - 00;16;20;26
Eden Lovejoy
But I think that we can do a lot with, with clear delegation and,

00;16;20;26 - 00;16;28;21
Eden Lovejoy
and there are times when people need to learn like, oh, wait, I need to be coachable here because maybe I don't have all the answers.

00;16;28;23 - 00;16;56;09
Craig Andrews
Yeah, yeah. Well, in in that kind of brings up an interesting thing. You know, when when I think about coaching, I think about two levels. One, you have, you know, for you, you have to coach the owners, the business owners, but then they also have to be able to coach their team. Which do you think is harder coaching the business owner or having the business owner coach their team?

00;16;56;11 - 00;17;06;23
Eden Lovejoy
And gosh, a little bit of it really depends on the owner, I think. I mean, you mentioned. Yeah.

00;17;06;23 - 00;17;08;28
Eden Lovejoy
Depends on depends on the owner,

00;17;08;28 - 00;17;14;20
Eden Lovejoy
having a new idea at the leadership level and then being able to convey it to the team. I think they're both,

00;17;14;20 - 00;17;26;10
Eden Lovejoy
can have different kinds of challenges, but but it's also not always necessary for the owner to do the coaching of the team. Right? So in the model that I work with,

00;17;26;10 - 00;17;33;26
Eden Lovejoy
oftentimes having that third party voice that helps coach the team can bring in new ideas that that sort of set the framework.

00;17;34;00 - 00;17;34;29
Eden Lovejoy
So

00;17;34;29 - 00;17;52;29
Eden Lovejoy
when I work with clients, I, you know, will have do some foundational work and then have a bit of a up until now conversation with the team and I think that helps the owner transition the team into the new idea as well. So it just depends on how we support the work.

00;17;53;01 - 00;18;16;19
Craig Andrews
Yeah. You know, well, one of the things I reference a lot, I told people, I said, you know, Michael Jordan didn't have a single coach. He had a team of coaches. And if you think about, you know, one of the best athletes of our lifetime, if he benefits from coaching, then everybody else should. And and I think that's something.

00;18;16;19 - 00;18;35;17
Craig Andrews
Share. That's something. If you're a business owner, that's something you should keep in mind. You know, if somebody as good as Michael Jordan saw the value of coaching, so should you. But then I think it's also something you can encourage your team with and just say, hey guys, if Michael Jordan had a coach, don't be upset. When we assign a coach to you.

00;18;35;19 - 00;18;38;13
Craig Andrews
Everybody benefits from having a coach.

00;18;38;16 - 00;18;47;00
Eden Lovejoy
Everybody grows from, you know, we all can grow, we can all do better. And you know, I I'm an absolute believer that people want to do well. You know what

00;18;47;00 - 00;18;56;11
Eden Lovejoy
people I think 99% of the time people are coming to work wanting to do the best they can, have the best result for the company. Right? People want to do well.

00;18;56;13 - 00;19;05;21
Eden Lovejoy
And our job as leaders is to support them in being able to do as well as they can, give them the tools, the information they need to be successful.

00;19;05;23 - 00;19;27;22
Craig Andrews
Yeah, well, in it, it's. You know, and, you know, and in my own personal journey, when I went into a coma, the team had to step up. And it's very clear if I hadn't been doing the work years in advance of that, you know, it would have been just a complete disaster. But I had a very capable team that ran it without me.

00;19;27;22 - 00;19;43;25
Craig Andrews
And I think ultimately that's what you're doing for people is you're helping them, helping owners build teams, build businesses that can run without them, you know, and if they want to sell the business, they absolutely need that. You,

00;19;43;25 - 00;19;48;22
Craig Andrews
and if they want a more reasonable lifestyle, they also need it.

00;19;48;24 - 00;19;50;22
Eden Lovejoy
Exactly right. And it's

00;19;50;22 - 00;20;11;00
Eden Lovejoy
and I don't think really any business owner went into business thinking that they wanted to work super hard forever. Right? I just think that the idea, the idea is to be able to have a to build a business that does run well, where you can be doing the work that you love the most and trust other people with the work you don't love.

00;20;11;02 - 00;20;38;19
Eden Lovejoy
One of the things that that I think is important to mention about the system that I teach or the metrics that we put in place, is that it's fully customizable. People ask me what's different from other business systems, and, you know, my company name is your business lifestyle. And, well, I recognize that each business should reflect the owner, the culture that the owner enjoys and is inspired by.

00;20;38;19 - 00;20;45;00
Eden Lovejoy
We need to create an environment that that's fun for the person who is put there

00;20;45;00 - 00;21;02;20
Eden Lovejoy
blood, sweat and tears into, you know, the one who has the the financial risk and really has all the skin in the game. So getting to know the owner first and what that cultural fit is for them, and then building the business to match, that is what we're up to.

00;21;02;20 - 00;21;03;09
Eden Lovejoy
And it's

00;21;03;09 - 00;21;17;24
Eden Lovejoy
so every piece of the matrix is customizable to the culture of the owner. It's not like it's a cookie cutter deal. Like there's there's specific components of the system, and each one gets to evolve to match that culture.

00;21;17;26 - 00;21;19;16
Craig Andrews
Yeah. Well,

00;21;19;16 - 00;21;23;07
Craig Andrews
before we wrap up, tell me a little bit about your book tour.

00;21;23;09 - 00;21;25;20
Eden Lovejoy
Activate your virtual team. Is the

00;21;25;20 - 00;21;29;04
Eden Lovejoy
the complete matrix of all of the steps that,

00;21;29;04 - 00;21;31;22
Eden Lovejoy
we put in place in the company so that it will

00;21;31;22 - 00;21;43;14
Eden Lovejoy
run itself. And, you know, we obviously pray other owners don't have the experience you had where they have to learn the hard way, whether, you know, the company will do well.

00;21;43;14 - 00;21;46;17
Eden Lovejoy
But we want them to be up and running well so that you can have.

00;21;46;19 - 00;22;00;08
Eden Lovejoy
I much rather like the story of my client who went to the Galapagos for a month and was completely out of pocket for a month, and the team, you know, covered the business in her absence. I think that's a that's a it's a more fun example. So.

00;22;00;10 - 00;22;02;11
Craig Andrews
And cheaper and cheaper.

00;22;02;11 - 00;22;06;09
Eden Lovejoy
And cheaper I'm sure. I'm sure. Absolutely. Yes.

00;22;06;09 - 00;22;20;08
Eden Lovejoy
And so so the book is it's got, you know, case studies and stories of, you know, examples of how each section of the matrix can make a difference in the company life. It's not a it's not a heavy read, but it's,

00;22;20;08 - 00;22;32;23
Eden Lovejoy
it's got all the steps to put in place your virtual team to build your company the way that you want it to be to so that it will run itself and free up your time, space and energy.

00;22;32;26 - 00;22;36;15
Craig Andrews
Well, excellent. Well. And in how can people reach you?

00;22;36;17 - 00;22;40;01
Eden Lovejoy
Well, what I'd love to do first is ask them to go to,

00;22;40;01 - 00;22;54;23
Eden Lovejoy
free business Booking.com and download the book, and then we'll follow up with how you can reach me. Or you can find me on your business lifestyle.com. But the the real deal is I want to get this information out to the hands of the business community.

00;22;54;26 - 00;23;00;25
Eden Lovejoy
And that is free business. Booking.com get a free copy of the book, My Gift to you.

00;23;00;25 - 00;23;06;24
Eden Lovejoy
It's an electronic version of course, but I, I love to get the book in the hands of business owners who,

00;23;06;24 - 00;23;11;19
Eden Lovejoy
are interested in learning more about the matrix and how it can support them.

00;23;11;22 - 00;23;15;01
Craig Andrews
Excellent. Well, Eden, thanks for being on Leaders and Legacies.

00;23;15;03 - 00;23;19;08
Eden Lovejoy
Thanks for having me.

00;23;19;08 - 00;23;46;02
Craig Andrews
This is Craig Andrews. I want to thank you for listening to the Leaders and Legacies podcast. We're looking for leaders to share how they're making the impact beyond themselves. If that's you, please go to Alize for me.com/guest and sign up there. If you got something out of this interview, we would love you to share this

00;23;46;02 - 00;23;47;27
Craig Andrews
episode on social media.

00;23;47;29 - 00;24;11;11
Craig Andrews
Just do a quick screenshot with your phone and text it to a friend, or posted on the socials. If you know someone who would be a great guest, tag them on social media and let them know about the show, including the hashtag leaders and legacies. I love seeing your posts and suggestions. We are regularly putting out new episodes and content to make sure you don't miss anything.

00;24;11;13 - 00;24;19;18
Craig Andrews
Please go ahead and subscribe your thumbs up! Ratings and reviews go a long way to help promote the show. It means a lot to me.

00;24;19;18 - 00;26;21;23
Craig Andrews
It means a lot to my team. If you want to know more, please go to Alize for me.com. or follow me on LinkedIn. Thanks for listening. We'll see you next time.