Decide or Stay Stuck: Why Speed Is Your Secret Weapon

00:00:04 What if the very thing that sets you apart is the key to everything you're striving for?

00:00:09 Welcome to Uncommon Edge, the podcast for those who are done with the ordinary and ready to own what makes them different.

00:00:16 I'm D.J.

00:00:16 Newman.

00:00:17 And if you're here, it's because you know you're built for more.

00:00:19 You're uncommon by design, ready to break boundaries and build a life of purpose, success and impact.

00:00:25 Each week we'll dive into hard hitting strategies, raw stories from the trenches, and the tools that will sharpen your edge.

00:00:32 From game changing lessons to deep diving interviews, this is your space to rise up, build and make your mark.

00:00:39 Whether you're growing a business, dreaming of starting one, or looking to level up in life, you'll leave each episode with insights and inspiration to make it happen.

00:00:48 You weren't designed to blend in.

00:00:49 You were designed to stand out.

00:00:51 So if you're ready to defy the norm and bring out your best, let's dive in.

00:00:56 Get to work.

00:00:57 Your journey to owning your Uncommon Edge starts now.

00:01:04 Here's a question.

00:01:05 Can you name the biggest dream of your best employee?

00:01:09 Not their goal, not what's on their review, their actual dream.

00:01:14 The thing they think about on their way home.

00:01:17 The thing they talk with their spouse about.

00:01:22 Most owners can't, and I couldn't for years, but today I'm giving you the whole conversation that fixes that.

00:01:30 Why it's important and it takes only about an hour.

00:01:34 It costs you nothing.

00:01:36 And it's the single best thing I've ever done for any of my business.

00:01:43 Welcome to the uncommon Edge.

00:01:45 I'm D.J.

00:01:46 Newman.

00:01:48 Let me start with the uncomfortable part.

00:01:51 Your best person may already be planning their exit.

00:01:57 You'll be shocked.

00:01:58 They won't.

00:02:00 They've been thinking about it for months.

00:02:02 And who could blame them?

00:02:04 You're so busy running off doing your thing and you're not thinking about them, their needs and how they're winning in their company.

00:02:13 See you as a visionary in your business should be building a business big enough that your team members dreams can fit inside them.

00:02:24 And you should have the conversation of knowing if they're here for a career or they're here for a stepping stone or whatever that might be.

00:02:32 Because see, people don't leave loud.

00:02:34 They have a tendency to leave quiet.

00:02:38 And if you want the cold version of it, look at what it costs you.

00:02:47 Replacing a key person commonly runs half to 12, twice their annual salary.

00:02:53 Hiring, training, lost production, the hit to everybody else, the morale, all these different things.

00:03:01 This is like really a plainly commonly Cited range.

00:03:07 And it's not necessarily something that should be of a shock to you, but sometimes you take the whole thing for granted because you, you know, things are just flowing smoothly.

00:03:18 So when things are not squeaking, you're not paying attention to them.

00:03:23 And you need to understand that businesses have to look at their people in a slightly different way.

00:03:31 How are we communicating with them?

00:03:32 What cadence are we communicating on?

00:03:35 Are we having these conversations?

00:03:37 So that way the people are at a higher morale and they understand the game plan and how they can ascend in the company, how they can gracefully exit if that's the plan, how they can use it for a stepping stone.

00:03:50 How can they turn this into a career?

00:03:52 How does this fit into their dreams?

00:03:55 Because, see, with vision and vision come division.

00:04:00 So if you have a whole plan for them that is not the same plan for them, you're setting two different sets of expectations.

00:04:09 And all expectation that is unmet turns into conflict.

00:04:18 And this isn't a soft topic.

00:04:20 It's the most expensive leak in your business.

00:04:24 How these conflicts can arise and hurt you.

00:04:28 But here's why it actually happens.

00:04:30 And it's not money.

00:04:33 See, nobody ever connects their daily work to their actual life.

00:04:39 Completely logistically, they can't see where this job is taking them.

00:04:44 So a job somewhere else can sometimes look the same or better.

00:04:48 And the grass might look greener on the other side because you haven't painted the picture for them as to how this connects with their dreams.

00:04:56 And this is the thing that's going to set you apart from everybody else in the area, because I've had people that have left and then have come back because they realize like they were just a number somewhere else or whatever it is.

00:05:12 If you take the time, the single biggest impact and the biggest responsibility you have as the chief operating officer of your organization or chief everything, officer, CEO, the biggest responsibility you have is building your people.

00:05:29 And part of the building the people is having a specific conversation to align the goals.

00:05:37 And people will have a tendency to leave when nobody connects the work to their life.

00:05:44 So there's two kinds of owners, and I want to kind of put this out there.

00:05:49 And you're one of them, I'm one of them.

00:05:52 You're not both.

00:05:53 Neither am I.

00:05:54 And I want this just to sit with you for a second as you kind of ponder what are these two different Personas?

00:06:00 Because these types of business owners will change how people interact with you.

00:06:09 And you probably can change to the other if you don't like where you're at.

00:06:15 As we as we do these because technically I've been both.

00:06:20 So I'm not throwing rocks here.

00:06:21 And you have to make a challenge and a change to yourself.

00:06:27 And as you're doing this, you can't be both at the same time is what I'm getting at.

00:06:32 The first one, I'll call the status boss.

00:06:37 Look, we all know this person.

00:06:40 One mode status check.

00:06:42 And it's for him or her.

00:06:44 It's the dashboard, it's the control.

00:06:47 The team exists to hand them numbers.

00:06:49 It's the 70 hours a week.

00:06:51 And he maybe they carry it alone.

00:06:54 11Pm Thoughts?

00:06:58 If I disappeared, this falls apart in a week.

00:07:01 And they're right.

00:07:04 He built it that way.

00:07:06 And it's not that this owner's a bad person, they've just never been shown another way.

00:07:15 And the other owner, we'll call this one the dream builder, you know, still checks the numbers, but it's for both of them, knows where his people are trying to get in life and aligns their road with the company road.

00:07:33 They, they work just as hard, but never alone.

00:07:36 And this person's 11pm thoughts might be, hey, my team would carry this further than I could.

00:07:43 So it's the same hours, completely different life and respect from the team.

00:07:49 Have you ever had a boss that just barked at you and you're busting your butt for them and nothing.

00:07:59 Like no recognition, no anything, and so you just get stomped over and over and over again.

00:08:07 You see it all the time, people talking about this stuff on social media or other odds and odds or maybe you've lived it.

00:08:15 Don't be that person.

00:08:17 And before anybody thinks that this is soft and woo woo.

00:08:22 Cause I've had clients that I've worked with.

00:08:25 When I started laying this out, they're like, I'm not doing that crap.

00:08:29 Let me kill that right here.

00:08:31 This is tougher than any type of status check because it's accountability.

00:08:39 It's not less.

00:08:40 You still hold the line.

00:08:42 You, you hold it towards their goals instead of yours, which is way harder to duck.

00:08:49 And it's not kumbaya, it's accountability that they'll actually ask for and appreciate because you're doing it in their best interest.

00:08:59 You're like their coach and you should be.

00:09:03 And the better you build these people up in your organization, the more freedom you will have and the more freedom they will have because you're getting them closer to what they have.

00:09:19 Now.

00:09:20 Here's the one truth this whole thing sits on.

00:09:26 You don't build a business by growing revenue, you build it by growing People.

00:09:35 Revenue is what shows up when you get that part right.

00:09:40 And profit is what shows up when you get the processes right.

00:09:46 But none of that works until you grow people grow people.

00:09:51 Revenue follows.

00:09:53 Profit follows.

00:09:54 Referrals follow.

00:09:57 No successful person that I can ever think of, that or anybody that I've ever met that is extremely successful did it alone.

00:10:08 Definitely not at scale.

00:10:10 You got to build the right people.

00:10:12 And there's different ways of building people at different scales.

00:10:15 And the one I'm talking about here is the most important.

00:10:20 And it's not wishful thinking.

00:10:23 There are two real reasons why it works.

00:10:27 First, investing in someone's life and they will invest back into you.

00:10:36 It's a true law.

00:10:37 When you give givers gain.

00:10:40 And that is the most true thing ever.

00:10:44 Because people will feel it.

00:10:46 Nobody cares how much you know until they know how much you care.

00:10:50 And this is a system of execution to see it through, see the identity of this whole thing.

00:10:56 When the work becomes part of who they are becoming, leaving costs them a piece of themselves.

00:11:04 And that's why this whole thing that I'm about to share with you works.

00:11:08 It's human.

00:11:10 It's not magic.

00:11:12 And before I go into this next section, I want to ask you something.

00:11:19 What intentions did you have when you started your business?

00:11:23 See, some of the greatest plans or intentions have failed because there was not a system of execution to see them through.

00:11:32 See, remember, the road to hell is paved by good intentions.

00:11:36 So we just start by doing what's necessary and then we do what's possible.

00:11:40 And suddenly you're doing the impossible.

00:11:42 When you can instill this in your people through a system, watch the absolutely seemingly insignificant things will turn into absolutely impossible results.

00:11:57 So here's the conversation.

00:12:00 I call it the 3D meeting.

00:12:03 Most companies see people in two dimensions.

00:12:06 A name, a job title, whatever that might be.

00:12:11 It's just a sheet of paper.

00:12:14 This is three dreams, Development and dollars.

00:12:21 I usually do the first one as an hour off site, maybe at a coffee shop, or not in your office because you want to take them out of that environment and get comfortable.

00:12:31 But get a notepad and pen or AI.

00:12:35 Note takers are great for this.

00:12:38 However you want to document this stuff because it's important for you to stay and remain engaged in the conversation while extracting all the information that you need.

00:12:51 And this is going to be a benefit for both of you.

00:12:54 The three dimensions, like I said, are dreams, development and dollars.

00:12:58 Let me help this make sense.

00:13:00 You open with one line and memorize it.

00:13:04 Say this line.

00:13:06 My job, my Actual primary job as the owner of this company is to help you build the life that you want.

00:13:14 And I'm committed to that.

00:13:15 And I need to know what that life looks like.

00:13:21 And at this point, you just stop talking.

00:13:24 The silence is the point.

00:13:28 Say it and then shut up and let them fill in the quiet.

00:13:32 Let them fill it in.

00:13:34 These are hard hitting questions.

00:13:35 You'll find that a lot of people, even people that are older than you or may seem more established or whatever it might be, may not have had these conversations or have taken the time to intentionally build a life that they dreamed of.

00:13:53 It's really easy to have ideas, but it's a totally different thing to execute on them.

00:13:59 So you start, once they fill that in and they kind of do it, you give them the format.

00:14:05 So dimension one is dreams where their life is going, not their job, their life.

00:14:13 What's the next year look like?

00:14:15 Three years?

00:14:15 Five years?

00:14:18 Do they have a family?

00:14:19 Are they building one?

00:14:20 What's their health look like?

00:14:23 What's the version of themselves that they wanted to be?

00:14:27 Most people go quiet not because they don't know, but because nobody's ever asked or cared enough to ask.

00:14:36 And as I'm going through this, when's the last time somebody asked you that?

00:14:42 Maybe you need to run a 3D meeting with your own self or your spouse or however you want to do it and get your intentions in place.

00:14:50 Because if your intentions aren't in place, how are you going to help anybody guide them with their life?

00:14:58 So you're asking about their life and almost nobody has.

00:15:03 I honestly can't think of anybody that I ran a 3D meeting with that was like, oh yeah, this is a standard operating procedure at my last job.

00:15:11 Here, here's my stuff.

00:15:13 No, that's not what happens at all.

00:15:16 I've had people sit in full out tears with me across the table because they've been running the same treadmill for so many years and they don't know how to get off of it.

00:15:28 And now they got someone that's willing to help them get off of it.

00:15:32 Whether that's a career within your organization or if that's some stepping stone into another career or whatever that looks like.

00:15:41 And that's powerful for you to have and it's an easy way for you to plan.

00:15:45 You can also find out, do I have the right people in the right seats during this conversation?

00:15:50 Because you might be putting someone somewhere that they're not a great fit and a little tweak in the way that they operate inside your Business can be all the game changing things in the world.

00:16:00 It could be the linchpin.

00:16:02 And when they tell you what they want, don't write it down and move on.

00:16:09 Ask what's underneath.

00:16:12 There's a methodology that I was taught a while back called the so that chain.

00:16:20 And one of the ways you can do that, they might say, oh, I want a bigger house.

00:16:26 Okay, cool.

00:16:28 Then ask so that what?

00:16:30 I want that house so that Fill in the blank.

00:16:34 Okay, well, I want that house so that I can, you know, have XYZ inside the house.

00:16:42 Maybe it's, you know, a game room or whatever.

00:16:46 Okay, that's cool.

00:16:47 So that what, have them fill in the blank and you do this over and over again.

00:16:52 It might take six or seven times.

00:16:54 By the end, they might even get annoyed with you because you're trying to get to the root of the why behind what they want.

00:17:00 And you might find out that the reason why they want the game room is so that they can have some alone time away from the family because they want a means to decompress.

00:17:13 Or maybe they want a game room that they can have fun with their spouse or their kids or their family or whatever it is, because they didn't have that when they were growing up.

00:17:22 Whatever it is, there's no right or wrong answer.

00:17:25 It's just figuring out what that could be.

00:17:28 It could be going on a trip.

00:17:29 It could be whatever it is, and you don't know the motivations behind it.

00:17:35 And you will find by doing the so that chain ways to help psychologically and physiologically on how all this stuff gets built out and how you connect with your people.

00:17:51 You might find it unleashes a story from their childhood or their earlier years that you have a relationship with.

00:17:58 And you find out, oh, hey, we're connecting here on this thing.

00:18:02 And that can deepen your relationship.

00:18:06 Because, see, in all of this stuff is important to have and build relationships not with just your customers, but your biggest customer, which is your employees.

00:18:17 They're really your biggest customers, you know, so whatever that might be, Hey, I want, like I said, the bigger house so that, you know, kids get their own rooms so that they never feel what I felt growing up.

00:18:31 Well, what's that?

00:18:32 That last answer is the fuel.

00:18:34 The first one was just the surface.

00:18:37 So just like dive deep with them and appreciate them and show genuine interest.

00:18:42 You don't have to talk a lot during these conversations.

00:18:45 And honestly, the less you talk while you ask these basic questions, they're going to walk away saying, this is the best conversation I've ever had, and you didn't really have to say much.

00:18:56 So keep asking so that until it gets real, you'll know when it is.

00:18:59 You'll feel it.

00:19:00 I promise.

00:19:02 Then one question tells you which dream to build around.

00:19:07 On a scale of 1 to 10, how important is this?

00:19:11 Anything under a 9, move on a 10.

00:19:15 Is the goal that you coach for for the years to come?

00:19:19 You know, if it's not a hell yeah, it's a hell no.

00:19:21 So the 10 is the one that you build the next five years around and you figure that out or the immediate goal.

00:19:30 Dimension two is development.

00:19:33 Who do they need to actually become to achieve the dreams that they set out, both personally and professionally?

00:19:43 And a job description tells them what they need to do today.

00:19:48 An identity description will tell them who they are becoming over the next five years.

00:19:56 Is it a mindset, a skill set?

00:19:59 Is it support that they're getting from you?

00:20:04 What does that look like?

00:20:05 What do they have to do?

00:20:08 What state, mentally are they in and where do they have to develop to be?

00:20:14 What state are they physically in and where do they have to develop to be?

00:20:17 What stories are they telling themselves during this process?

00:20:21 And then the strategies will start to line themselves up in front of your eyes as you start to go through this dimension of development with them, because they start to see, well, shoot, I want this bigger house.

00:20:35 Well, this bigger house is going to need to have xyz, and in order to get that, I need this.

00:20:40 And then they start stacking the dominoes and realizing how if they knock the littlest domino over, it will manifest all these things in their lives because they're being intentional with the skills that they're building and all the opportunities that they can be prepared for.

00:20:58 See, the definition of luck is when preparation and opportunity intersect.

00:21:04 So what you've dissected for them earlier is you've got this opportunity of achievement, of dream.

00:21:11 And now we're like, okay, at some point in your career, you're going to have an opportunity that's going to hit you here.

00:21:18 And we need to prepare you for when that intersection comes.

00:21:23 And that's what this entire section is laying out.

00:21:27 Is it certification?

00:21:29 Is it personal development?

00:21:30 Is it professional development?

00:21:32 Is it, you know, mental health stuff?

00:21:35 Whatever it is, help them and guide them on their way.

00:21:38 Chances are they are you 3, 5, 10, 15, 20 years behind, whatever it is, and you can see pitfalls that they didn't know about, and you can guide them through that minefield.

00:21:53 One warning here, because this is where owners get it wrong.

00:21:57 Don't project your ambition on them.

00:22:00 I was so guilty of this.

00:22:02 I would see so much potential in some people and I sometimes push a little too hard on certain things.

00:22:11 Not everybody wants a title.

00:22:14 Some may want mastery, some may want total autonomy.

00:22:19 Some want to be the best in the state or in the country or in the region or whatever it is.

00:22:26 You have to figure out what's important to them so you can co design it together.

00:22:31 Don't dictate it.

00:22:33 And this is probably the hardest one to learn because like I can't remember the quote off the top of my head, but it essentially was what you are seeing in them.

00:22:45 That potential is what you would do in their state and then you're living vicariously through them and that's not fair to them.

00:22:56 So instead co create it.

00:22:59 And now we go into dimension three, which is dollars.

00:23:06 And this is the one where, you know, owners are usually scared of but put real numbers on the dream because, you know, you might realize they have some really big dreams.

00:23:19 You start to think to yourself, well, does their dream fit my company?

00:23:22 And this does a second thing for you.

00:23:24 It lights a fire under your butt and motivates you and inspires you that hey, I got to build this bigger.

00:23:30 And then they're going to say, yeah, I want to build it bigger because I want to achieve my dream.

00:23:34 And then that's going to help you get closer to your dream.

00:23:36 And this is when you can also get vulnerable with them and share yours as well and have that connection.

00:23:43 But dimension three is putting the dollars to it.

00:23:46 And what does the dream actually cost?

00:23:48 And here's where you got to show the gap between that and what they make now.

00:23:55 And don't apologize for the gap.

00:23:58 You're not here to make up the news, you're here to report on it.

00:24:02 This is a data driven decision.

00:24:04 There's no emotion.

00:24:05 Where there's high emotion, there's low intelligence.

00:24:07 So you're going to make a data driven decision based on what it is.

00:24:10 And this is the line that I used to say to my staff when I had my home service business all the time.

00:24:16 I will never in a million years tell you that you cannot do something.

00:24:22 All these dreams we just talked about, all these goals of how you're going to develop yourself to achieve those dreams and the finances that we just wrote on this sheet of paper, I, I'm telling you right now, it can be done and it will be done.

00:24:37 The contrary to that would be the current level of action that you're taking is Going to either take you forever or you might never achieve it at this current level of action.

00:24:51 So then you can address what levels of action do you need to take to make sure that this happens?

00:24:58 And what is really, really cool is you'll start to realize when you start thinking big and they start thinking bigger than they ever have.

00:25:05 These strategies again will start presenting themselves at ways that they can get creative.

00:25:11 Whether it's a performance pay comp plan that you have laid out for them where they can see, okay, maybe I need to start upselling cross selling more, or maybe I need to get ambitious and go out and start doing xyz.

00:25:23 Or maybe they want to do a little thing on the side or whatever it might be, help them figure that out.

00:25:29 The gap isn't an insult.

00:25:31 It becomes the target.

00:25:32 And it is the target.

00:25:34 And when you do the thing almost no owner does and you hand them the steering wheel, your income isn't decided by me.

00:25:45 You get to tell them it's decided by a handful of levers in this business.

00:25:51 Show them which ones that they can move, which ones they have control over, which ones they can pull, and keep it light here.

00:25:59 Don't teach a finance class or anything like that, but show them all the different opportunities for them to start yanking on all these cash flow levers within your organization.

00:26:09 And that way they can stop asking for raises, they can start showing you why they've earned one and they can give themselves raises.

00:26:16 If you've done all this stuff, so how do you actually do it?

00:26:21 Before you run this on anyone, there's one rule, and I already hinted at it earlier, you go first, do your own 3D on yourself before you run it with anybody.

00:26:37 The me before the we part in any type of leadership, if you're a big John Maxwell fan or anything like that, he talks about this all the time, where you have to learn to lead yourself before you can lead anybody else.

00:26:49 You can't facilitate a dream conversation on a dream that you've never had.

00:26:55 So you'll feel like a fraud the first time somebody asks you a hard question about your dreams or asks you questions back.

00:27:05 Well, when you had this question like, how did you process it?

00:27:10 That's hard, right?

00:27:11 So do yours first.

00:27:13 And then you've earned the conversation in that room.

00:27:19 Who do you run it with first?

00:27:21 That's the other question I get asked a lot.

00:27:23 The person you're most afraid of losing, not the problem employee.

00:27:29 This is one that hurts me a lot.

00:27:31 Because, shoot, if you're anything like me, I spent years Catering to the problem employees.

00:27:37 Because I was like, oh, I want to be the person that I never had.

00:27:41 And if that person just had that person, they're going to thrive, right?

00:27:46 And in reality, it's like if you see a person that's drowning in their own problems, in their own sorrows, and they have three problems for every solution you give them, it's like somebody drowning in the water.

00:27:57 If you jump in to try to save that person, chances are both of you are going to drown, they're going to take you down with them.

00:28:04 Instead.

00:28:05 You can throw them life preservers, throw them systems, have the conversation with them, do all that type of stuff, but they have to save themselves.

00:28:14 You can't be the one to do it.

00:28:17 So instead, inverse that conversation and have this almost like a reward for your top level employees.

00:28:26 Because I guarantee you, the ones that you're leaving alone and you're not paying attention to because it's running so smoothly and you're trying to grease the squeaky wheel, trust me, what we said earlier, they'll leave quietly.

00:28:40 And this is a way to keep the pulse on your thing.

00:28:43 So start with the ones that you can't afford to lose.

00:28:48 And the conversation is only half of it.

00:28:51 The other half is the rhythm.

00:28:53 Every couple of weeks.

00:28:56 I've had some companies that like to do it weekly.

00:28:58 Some do it, you know, bi weekly, some monthly.

00:29:01 I wouldn't go longer than monthly.

00:29:04 Bi weekly works really well in my organization.

00:29:06 Depends on the company size and what you have to do.

00:29:09 You got to gauge what's best, but set a rhythm and stick to it.

00:29:14 All the follow up meetings and stuff like that, be 15 minutes, half hour.

00:29:19 Doesn't have to be any long dramatic thing.

00:29:22 Three questions, the same three forever.

00:29:25 How's the progress on your top goal?

00:29:28 What are your next steps?

00:29:30 How can I help you land?

00:29:31 What resources do you need from me?

00:29:32 Like those, those types of things, the meeting is the spark, the rhythm is the engine.

00:29:39 So you get them all hyped up and motivated.

00:29:42 But like Zig Ziglar said, motivation is like bathing, you need it every day.

00:29:48 So this is a way for you to have a system of execution to keep them motivated and keep the thing rolling.

00:29:57 So here's what I want you to do.

00:29:58 Monday morning, whatever time you wake up, 6am, whatever coffee in your hand or your water, your juice, whatever you do, you sit there with the morning, pick up your phone, text one person, three words, got a minute?

00:30:19 And set the time up for the day.

00:30:24 Or you can set it up on the schedule or intentionally block an area.

00:30:31 And I want you to just take the step on doing the first meeting and those three words, that's the whole first step.

00:30:41 And then you can get them rolling.

00:30:44 Clients that we work with, we even go one step further.

00:30:47 We have a little prep packet and a guide that we bring to the table to help it.

00:30:52 Really simple.

00:30:53 But if you're following along this episode, you can totally do this on your own.

00:30:57 And I'll tell you why this one matters to me in this episode.

00:31:03 Specifically, it's because good people who've worked with you for years, you've never sat down and asked them what they actually wanted out of their life or why they've moved on.

00:31:16 Maybe you've lost a great person.

00:31:18 You'll never know what could have been or who you could have helped or any of those things.

00:31:25 If you don't have these honest conversations.

00:31:29 And keep it honest.

00:31:30 It's not supposed to be heavy.

00:31:32 Don't make that mistake of skipping this thing thinking it's woo woo.

00:31:40 Just ask.

00:31:42 And if you want help building this into the way you actually run your company, that's, that's what we do at Uncommon Ventures.

00:31:49 You can check us out uncommonventures.net and then we will still keep building all this stuff up.

00:31:56 And tune in next time who's got some interesting stuff coming up for you.

00:32:01 Until next time, stand out and stay sharp.

00:32:07 Foreign.

00:32:10 You've been listening to the Uncommon Edge with DJ Newman, where average goes to die and your next level begins.

00:32:16 If you're ready to go deeper with real strategies to build a stronger business and a stronger life, head over to uncommonventures.net new episodes every week.

00:32:26 Now get out there and do something Uncommon.