The Grit Blueprint

Branding, Grit, & The New Face of Construction: Blue-Collar BS Reshare

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Stefanie Couch shares her journey as a proud millennial in the construction industry and reveals how "competitive greatness" drives success in business and leadership. She discusses the three qualities that create exceptional teams: curiosity, resilience, and authenticity.

• Growing up in a family lumber business provided foundational industry knowledge
• Being labeled a "unicorn" for breaking millennial stereotypes in corporate America
• The power of owning who you are instead of trying to fit conventional molds
• Why standards can never be too high when building a legacy business
• How solving one problem at a time creates exponential growth
• Strategies for attracting and retaining Gen Z talent in construction
• The importance of speed as "the ultimate leverage" in business growth
• Building trust with clients by focusing on their perceived problems first
• Using a 12-week goal system to maintain focus and drive results
• Creating a brand that attracts people who want to be part of your vision

Check out gritblueprint.com to learn more about how we can help you grow your construction business with our specialized branding and marketing services.

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Stefanie Couch:

Welcome to the Grit Blueprint Podcast. I'm your host, stefanie Couch, and what you're about to hear is a conversation I recorded as a guest on another podcast. We're sharing it here to bring you a fresh perspective on building, leading and simply navigating the real world. Grit it takes you to move forward, whether you're running a business, building a career or figuring out what's next. I hope this episode gives you something new to think about and something you can use today. Let's dive in.

Steve Doyle:

Welcome back to Blue Collar BS, Brad. How are you doing today?

Brad Herda:

I am fantastic, Mr Stephen Doyle. How is Detroit City today?

Steve Doyle:

You know Detroit City, it is rocking, it's rolling. We're in a couple weeks into January already. We're looking at the playoffs, with the Lions at the number one seed.

Brad Herda:

Stop. I mean, I'm aware.

Steve Doyle:

I know you're aware.

Brad Herda:

I'm waiting for the big disappointment. That's what I'm.

Steve Doyle:

Oh, come on, You're a lifelong fan. I'm not necessarily a lifelong fan, but you can't help but get involved.

Brad Herda:

Have you been disappointed your entire life, Steve? Probably.

Steve Doyle:

Well, I haven't been a Lions fan my entire life, so no, Exactly.

Brad Herda:

So there you go. So we got that happening.

Steve Doyle:

So, brad, who do we have on the show today?

Brad Herda:

On our show today we have the amazing Stefanie Couch Born into a family lumber business. Why matter? She's telling me her origin story. What's all going on like? Wow, she has. She is the real deal in the construction world. Um, she's led a startup division of a fortune 500 company, 10 years, regional sales. Uh, she's the founder of build windman and the grit blueprint, specializing in branding and marketing. I was so happy that she showed up today with her hat, which is part of her brand because it's it's so cool to see and it stands out and it's there.

Brad Herda:

And, stefanie, we are happy to have you here on our show to share your knowledge and wisdom of branding and construction and the industry and our pre-show conversation over the Gen Z versus millennials. This is going to be a great show, super excited.

Stefanie Couch:

Thanks for having me. I'm excited to be here.

Steve Doyle:

She says now that's what she says now and before I forget, because I'm kind of excited to get into this conversation which generation do you best fit in with or identify with?

Stefanie Couch:

I am a proud millennial.

Steve Doyle:

Oh, proud, I like that, proud Wow millennial.

Stefanie Couch:

Oh, I like that. Wow, yeah, I own it Right, I mean I own that. I'm a woman in construction and a millennial and a blonde.

Steve Doyle:

I mean, I'm a triple threat. Wow, I love it. I love it.

Stefanie Couch:

That is a that is.

Brad Herda:

That is awesome. I appreciate the, the owning it, part of it. So, um, as a proud millennial and and being in the construction industry for as long as you have been and grew up with it, what have you seen of your generation change to become the generation of choice for the industry, so to speak?

Stefanie Couch:

It is interesting. When I first started at my corporate job, I was 25 and I was pretty much the youngest person in my division in my office. It was an Atlanta division of a really large company with around 6,000 employees and I was the youngest one, and so I really liked that I was the youngest one, because everyone else was old, and now I'm no longer that ever, so that's definitely changed. I'm always the older, wiser lady now, and so that was how it started and it was kind of a laughing thing like oh, millennials, you know, they don't work, they don't do whatever. And I never really got categorized as that, because I would come in at like 6 am when we were supposed to start at8, and I would go home and take work and work until like 11 or 12 o'clock some nights entering orders, and so I very quickly positioned myself as someone who wasn't a standard millennial.

Steve Doyle:

And.

Stefanie Couch:

I actually got told that a lot Like. You're not like the rest of them. They can't. You know you're a unicorn. That's what they would call me.

Steve Doyle:

Ah, they call you. You know that's a Gen Xer is really what that is.

Stefanie Couch:

Exactly that's what they meant by that. You know, it was like hey, you're really, I know you're 1987, but you're really not, you're really like 1980. And so I kind of prided myself a little bit, like, Ooh, they like that. I'm, you know, a hard worker. They, they're giving me that.

Stefanie Couch:

But then as time has gone on, obviously now there's a lot of studies out that millennials are the chosen ones and they really, you know most employers want to hire millennials and Gen Z kind of has that bad rap now that I had when I started in 2012 at corporate.

Stefanie Couch:

So pass it along and you know I have Gen Z leaders on my team and I love them, but they are the really hardworking. They have a touch of Gen X in them as well, so I definitely I hire for that. I call it competitive greatness really is what I think it is.

Steve Doyle:

Oh, I like that.

Brad Herda:

And so how did you coin that competitive greatness piece to it?

Stefanie Couch:

Well, I actually stole that from someone else, so I can't take credit from that. It's a core values of one of a company that I really like. Um, I've always considered myself extremely competitive and I'm a Gallup Clifton strengths coach and that's one of my top 10 strengths is competitiveness.

Brad Herda:

So where's your woo? Where's your woo on the scale?

Stefanie Couch:

Number five for me.

Brad Herda:

All right, 28 woo 28, right here yeah.

Stefanie Couch:

You know it's funny, Woo's the one that everybody always knows where it is. It's either at the very bottom or the very top. But if you have a Woo top five, you know it. People know it A hundred percent.

Steve Doyle:

Yes, they do yeah.

Stefanie Couch:

And people that have Woo are like woo, like Ric Flair. You know, it's very obvious. Give me a little bit of that nature, boy, let's go.

Brad Herda:

Oh, he's a george bulldog fan just like me, so I like that. That's uh so so that means you probably weren't watching last night's game or tonight's game, most likely I wasn't, I was working last night.

Stefanie Couch:

I don't have time to watch um non-georgia football games. I probably will watch tonight, though, seriously, because I want to see what happens.

Brad Herda:

So are you then rooting for Ohio State or Texas, being a Georgia fan, I'm going to be a hook-em-horns girl tonight, yeah.

Steve Doyle:

Yeah, yeah.

Stefanie Couch:

Mainly because I lived in Texas for two years, so before Texas in the SEC, I had no reason to dislike them.

Brad Herda:

Now, you do Now.

Stefanie Couch:

I do, but still don't like Ohio State more.

Steve Doyle:

Okay, perfect, perfect.

Stefanie Couch:

But back to the competitive greatness. I basically went to that word because I have a real strong need to always continue to rise my standards, and a lot of people have told me, like your standards are too high, and I don't believe that's a thing. I don't think that you can have standards that are too high, and I think the only person that would ever tell you that is someone whose standards themselves they don't want to continue to push themselves. So my standards are going to be high and if anyone is going to work on the team with me, I want them to have that same push to just continue to be better, but also knowing that, like you, are going to screw some stuff up, and I do basically every single day. Pretty much every time I do something new, it's like right.

Stefanie Couch:

God, I'm such an idiot you know, but you're not, you just don't know what you don't know, and so. I think that I have that in corporate don't know what you don't know and so I think that I had that in corporate. My dad instilled that in me at the lumber yard and I've continued that sense of urgency and competitive greatness in my own business.

Brad Herda:

I appreciate the fact that you use the word give the chance to fail. Right that we're going to fail along the way because there's so much expectation of perfection and it's construction and it's skilled trade there. There is no such thing as a perfect construction job. There is no. Yeah, all we can do is minimize the opportunities for failure, but there is no perfection absolutely, and the harder.

Stefanie Couch:

I have always loved the custom stuff so I'm really more from the building materials side of the world. You know, sold lumber, sold doors and doors and windows millwork. They're technical right, they're hard to begin with and then there are segments of that are super custom and I always like the super custom stuff because it was harder so most people wouldn't do it, they were scared of it. And then also you can make a ridiculous amount of money on it because it's harder so nobody's going to do it, so you have no competition and that's what I've always loved to live in and so I do that. Now with my I have, you know, kind of a growth agency for people in the construction industry and that's what I like. The hard cases Like give me the stuff that no one else can solve and let's go do it and make a shitload of money doing it that's right.

Brad Herda:

Yes, show me the money.

Stefanie Couch:

Perfect that's right you can cuss on the show but I just it is perfectly okay.

Brad Herda:

You can use whatever words you'd like okay, gotcha yep.

Steve Doyle:

So looking at you know the, the concept of that growth mindset that you have and the hey, we are going to make mistakes, from a generational perspective, how have you kind of instilled that in the different generations that you've had come in under your wing?

Stefanie Couch:

Yeah, that's a great question, because I actually feel like that's one of the biggest problems that I see with Gen Z is they are really a lot of times very scared to make mistakes because they do. They are so used to being risk adverse in a lot of ways.

Steve Doyle:

Right.

Stefanie Couch:

And I don't know what has. I'm not sure if it's the comparisonism that comes from social media and everything's lived out loud. So, like now, if you fall, everyone sees it, because you probably fell on someone's camera.

Stefanie Couch:

You know there's no like just behind the scenes camera? There's no, just behind the scenes. Really, we film the behind the scenes. That's probably the most interesting part, right. And I tell people that in branding film the stuff that you're doing, that seems boring because people love that stuff.

Stefanie Couch:

So I think it's really there's three things in business that I think make the most excellent team members, business owners, whatever you're doing. And the number one thing is curiosity. So it's if you don't know, you want to know and you want to know why, you want to know how, you want to know what if we did this little thing different. So it's just generally curiosity. And the second thing is resilience right, so it's. It's knowing that you are going to screw up your when you start asking questions, when you're curious, then you're going to screw up. So then you're going to need that resilience to be told no or to be failing and continue to go.

Stefanie Couch:

And the third thing that I think is really important is owning who you are and doing it the way that you can do it. So that goes back to that strengths thing. Right Is knowing that if you are not a strategic thinker person, you're an influencing person, that you're not going to need to do the spreadsheet thing like everybody else is doing it. Do it your way. Use that woo you got, use that other thing that's different, that makes you who you are.

Stefanie Couch:

And so, like I said before, if I'm a blonde wearing a pink hat in the construction industry, I might as well just lean all the way in and own that bad boy because that is me right. And so I'm going to do that, because if I try to wear a polo shirt and be a spreadsheet person, I'm going to be miserable and everybody else is going to know eventually that I'm a fraud and I'm just not going to be my peak potential. So it's, it's allowing people in any generation and I see especially people that are in a job that have been in it for a long time they, they own that because they're so good at it. So they're not. There's not much risk If you've been doing something for 20 years exactly the same way, like I mean, it's literally back of the hand stuff, right.

Steve Doyle:

Correct.

Stefanie Couch:

And then if you go to something new from that, I actually have seen Gen X and boomers struggle just as much as Gen Z and millennials with these new tasks, because I actually think it's harder for them, because it's more of a transition.

Brad Herda:

I actually think it's harder for them because it's more of a transition. I was just going to ask you that question how are you, when you're working with your clients and you have some older owners or you have that Gen X guy that's been doing the window and door for 25 years the same way and you're trying to bring technology and advancement and branding and all those things into it, yeah, how are you helping them through that change management aspect? What are some of the techniques you use?

Stefanie Couch:

Well, one of the things that I like to do is I like to solve the problem that they think they have, because that usually is something that both of us can agree on.

Stefanie Couch:

So let's just take this can be, you know, any kind of business owner construction, a builder, it can be someone in the trades, like a home service person or a lumberyard owner. Let's say they have a horrible website. Everyone can kind of agree that aesthetically and conversion wise and all that, probably updating and making the website look good and convert better would be a good idea. So maybe that's the problem that they have, and they know they have, but really they have no go-to-market strategy. They don't really know who their best customer is. They don't know what products or services they're selling the most of that make the best margins. They don't have any of that figured out, but they think they have it figured out. So if you go in and say, hey guys, you really don't have a go-to-market strategy and I would say most businesses truly don't or either their go-to-market strategy is sell everyone everything for as much as we can, and that's not a good one.

Brad Herda:

Yes, go with that. Go with that one. Go with that one.

Stefanie Couch:

Yes, See, that's it. That's where they checked all the boxes. It's like let's just check every single one. But that's one of the examples. So we fix the website first and then through that you gain the trust of them and not in a manipulative way. You truly are helping them. But then they know that you're not just a charlatan marketing person, because no one in the construction industry trusts marketing people, as they probably shouldn't in most cases.

Brad Herda:

And so it says the blonde girl in the pink hat. You shouldn't trust anyone, but I'm here.

Stefanie Couch:

At the end of the day, I'm a lumber girl at heart, way more than I'm a marketing girl.

Steve Doyle:

And so I know those problems.

Stefanie Couch:

That's right and so and I think that's it Solve the problem that they think they have and then help them understand that the other problems are worth solving. And that's really how you do it. You don't come in and act like you know you know more than them because you don't. And I think that's the thing is you know what you know and they know what they know. And somewhere in the middle we meet to make the best legacy businesses that we can. And a lot of my clients they are big, they are 50 million, 150 million. I have a client that's like 6 billion a year and man, they know a lot about a lot. They don't get to 6 billion without being a damn good competitor in the market, but it doesn't mean they can't get better and it's the same reason why Elon Musk spends one week a year on every problem he can.

Stefanie Couch:

So he goes to his factories in person one time a year. He solves 52 big problems a year. He goes himself into those places and he solves those problems with the engineers, with the team on the ground in the weeds. And he solves big problems Because it doesn't matter how big you are. You can always be better.

Brad Herda:

Correct and it doesn't take moving heaven and earth to solve the problem. Most problems can be solved simply. My wife was showing me, we had a conference, she's in healthcare.

Brad Herda:

They showed this video on this piece where the elevator stops. I don't know if you've seen this video where two people get the elevator stops. There's two people on an elevator, like in this empty mall, and they're like help, we're stuck. Help, we're stuck, we can't get up, we're stuck on this escalator. Just walk up the escalator. It's not that hard, right, it was a very funny video, but it's like most problems are simple to solve if you can take yourself far enough away from the day-to-day task at hand and get yourself out of that, and that's awesome.

Stefanie Couch:

And there's two other things that I think really people I won't say miss but we overlook. The first thing is focus, and that actually is my number one. Cliftonstrength focus is it. But I still think I struggle with a lot because I have a lot of different things I like to do and there's a lot of things you can focus on as an entrepreneur.

Stefanie Couch:

But if people could just solve one problem at a time and not try to have 72 goals you know it's the beginning of the year, I've got 852 goals I'm going to accomplish this year and I want my whole team to remember all 852. And it's like, why don't we choose three big goals? I like to do 12-week years, you know let's choose three goals this quarter and really let's work on that number one goal, let's kick that one's butt and then go to number two and number three and exponential growth happens that way because everybody's pushing in the same direction. So it's that focus and then it's action quickly. So it's speed wins in business always and it's really the ultimate leverage Because while you're thinking and talking and ruminating about all these things, somebody else is just doing it, and that's.

Stefanie Couch:

I mean, that's the key to winning in business, especially as a small business, like if you don't have a billion dollar check you can write which I certainly don't yet. Hopefully one day I will. My biggest advantage is going out there and just moving as quick as I can and learning and failing and keeping and getting better.

Brad Herda:

Right, I mean that's Savannah bananas. Right, the customer experience. I mean what he did with that and changing and creating. It's like it's about the Gen Zs coming into your team and some of the things that you are trying to work on to support them. Yep, what are some of the key things that you are using to create success? Because we talked a little bit about the failure and I think some of that comes from that social media.

Brad Herda:

I think a lot of it comes because their lives have been scheduled since they were five years old, yep, so they don't have some of that brain power that's looking outside the line Participation trophies. They've gotten a lot of those, so did you. It's okay.

Stefanie Couch:

I never got a participation trophy, not one time.

Brad Herda:

That's because you were in the lumber industry, but that's okay, they didn't do that in the lumber. You had parents that didn't allow you to be on the soccer team to get the participation trophies probably.

Stefanie Couch:

I started playing sports when I was in middle school and I did not get participation trophies. I either lost big or I won but my team always sucks, so I got a lot of like 17 to 1 softball games.

Brad Herda:

Okay. All right, fair enough, but how?

Steve Doyle:

are you?

Brad Herda:

What are some of the things you're doing to put in place to A, to attract that Gen Z into your organization, because that's usually the first step for an organization. And then, two, keeping them engaged and wanting to learn and keeping that curiosity and that resiliency going on, because there is a decent amount of those Gen Zs that do want to. That's too hard. I'm going to go on to the next thing.

Stefanie Couch:

Yep. So to answer question A, what am I doing to get them in? Well, that's where brand comes in and this is where I think the construction industry is missing out big time on this, because I have a lot of people that are wanting to come work on my team and this is across generations. I have people that as soon as I'm ready, they'll come, type thing.

Stefanie Couch:

Congratulations, get it together so you can actually hire these people. So I'm trying to figure that part out, but you know it's because you're building something that people want to be a part of. That is it's like a contagious energy and you attract the people that want to be a part of that. So I think it's about building a brand that people want to get on the train and go for the ride with you, knowing that it's not going to be perfect, it's a startup, it's going to be hard, but they're willing to do that because they know number one, they're going to learn a lot and it's going to be a really cool journey. That's part of it. And then you know you're on. I'm on LinkedIn. I'm talking about all the things you know. I do a lot of speaking at events. I'm out there in the world.

Brad Herda:

Are you going to be at IBS.

Stefanie Couch:

I'm not speaking at an education, but I'm actually going to be speaking at the Plaspro booth on AI. Tuesday and Wednesday at 1 pm, pacific Standard Time at the Plaspro booth. So that'll be cool. Come see me there and I'll be out and about. You can see me wear my pink hat. You'll find me, but I'll be wearing. Come see me there and I'll be out and about. You know, you can see me wear my pink hat, you'll find me, but I'll be wearing a pink hat. Who knows what color? It'll be hot pink one day, medium pink the next day, maybe even throw some light pink in there to mix it up a little bit. So I will be doing that. But, yeah, so going around events like that and talking to people, it helps for sure.

Stefanie Couch:

A lot of my team members have come from that type of thing, or LinkedIn. And then the other thing to answer your second question is I ask a lot of questions and manage expectations up front about what it's going to be like. You know, hey, this is going to change maybe every single day. This is startup. If you need a routine that is like 100% for sure, this is what you're going to be doing every day, from eight to five not the fit. It's not a fit for you. If you are going to want to work from eight to five and never have to work extra, or never have to work weird hours sometimes to go to events or something like that Not for you. If you don't want to be the absolute best and continue to learn and get better, not for you, and that's okay.

Stefanie Couch:

There are roles that I've been in before where it's like it just wasn't the right fit. I got fired from a job five months in and right before I started this business. It just wasn't the culture for me and I really hated the job, and the day they fired me I had already started my LLC. So it was just like okay, I get it. Universe, god, whatever you believe in. Like I hear you, I'm going to go do this Like I get it, thank you, shouldn't should have just listened you know.

Stefanie Couch:

I only told you 875 times that you got time to go do your own thing.

Brad Herda:

You should have listened to me five months ahead of that.

Stefanie Couch:

I know. But you know what I learned so much in that five months that I think it's also knowing that every single step in your life, your career, your journey, whatever it is, you will use that for something later. So all the things I learned in that five months. Like it was in the Florida market it was a lot of really big builders like DR Horton, pulte, people like that I'd never really been exposed to. That Florida is a whole different universe with the way they actually construct things, block construction, all this hurricane stuff.

Stefanie Couch:

I learned so much about that that now I got what I needed for five months and I was good. So I can use that in the rest of my life and my job now in my career. So it's really cool how life works. So I would say to any person in any generation don't look at something as a linear journey and don't look at it as like how am I going to use this or why is this happening to me? Because you may not know right now, but eventually somewhere that plug will plug into the puzzle piece and then you'll be like, oh man, like how cool is that that? That thing I did 10 years ago that I thought was a pain in the butt is now what I'm making money on today in my real job. God definitely has a sense of humor. I can just tell you that Right.

Brad Herda:

Don't disagree, that's funny.

Steve Doyle:

One of the questions that I'm curious, as we're talking here, is with more let's. Let's say you. You definitely have this charismatic approach to you thank you and from attracting a woo that is the woo.

Steve Doyle:

I mean, yeah, we'll get into that. All right, that is the woo. How do you help those that you know they they kind of and I'm gonna pick on the gen x and the boomers right, sure that they know they need your help, but they're kind of like, eh, I, I don't know. Yeah, how do you help people recognize and realize, hey, yes, we as millennials, as as Gen Zs, we can do the shit because we know the shit?

Stefanie Couch:

That's a great question. I think it's not trying to belittle anyone in any generation for what they don't know, and trying to show them in a way that they understand and can appreciate, so that it builds trust. And that takes time and, I think, one of the things that millennials are known for, but especially me, because I have this thing called activator, which means I'm wildly impatient. So I'm like you've heard this three times. What are you waiting on?

Brad Herda:

What don't you fucking understand?

Stefanie Couch:

Yeah, I mean like I don't get it, you know. But at the end of the day again to to reel it back is like some of these people have giant businesses and so if you tell someone that has $150 million a year business, well, I can increase your business by doing all of this stuff, they're like, well, number one, what's that going to cost? So they're, you know, they're always looking at that, hopefully.

Stefanie Couch:

And then also it's like but then what do I get? Because how much more work is that going to be for that person? Sometimes it's almost none right. But like I have an operations background as well. So if I tell you like I can help you sell 2000 more doors a day, and they're like, ooh, that sounds cool, like that could be 40 more million dollars of revenue every year. You know, at the same margins. That's amazing. But then the part I didn't tell you is oh, and we're going to have to buy a new building and 13 new trucks and four new forklifts and also hire 100 new people and buy $5 million in the machinery and it's going to also take five years to get there, then it's a whole different story.

Stefanie Couch:

Right, and that's the true story. And there's always what a marketing person, or what any person that's selling something, wants to show you the pretty side, the vacation, the on the beach smelling the sand drinking the Mai Tai, but really what it is is a 15 hour flight in the backseat of playing by the bathroom where you're sitting with a guy with his shoes off, and so that's real life, right? And?

Stefanie Couch:

so it's a balance of showing them I understand what real life is, and I also understand. If you don't want to do this because you're cool at 100 million, good Congratulations, you are amazing. Or 5 million, you don't have to be at 100 million. I keep using these big numbers. But it is amazing to build a $500,000 remodeling business and you're making 30, 40% margin and you're feeding your family. You have a great life. If that's what you want, amazing, keep doing that.

Stefanie Couch:

And if you want to grow 10% a year or whatever to keep up with inflation, then that's great. But if you're hungry and you are unquenchable which is what I like to talk about, with myself like I am unquenchable- and I was born that way and I don't know why but I'm never going to turn that off.

Stefanie Couch:

Yeah, exactly, he's in the business with me as I live with this every day and be married to it every day and be married to it. But if you're unquenchable and you want to go hit 150 million and you want to climb that next mountain, then let's go do it. I've got my climbing poles ready and I will take you up the mountain.

Brad Herda:

That's spectacular. So so, stefanie, how do people and where do people find this unquenchable desire to sell more things, make more things, make more money and let's go get shit done? Where do they find you?

Stefanie Couch:

Gritblueprint. com is where they find me, and I think that's why I use the word grit, because it's for people that have grit and want to go just do gritty stuff, and so that's my company name. It's behind me here, grit Blueprint, and it's that Spartan spirit of like I'm going to go with whatever I need to do to make this happen, and so I want to work with people like that. That's the people I love working with, and I really love the independent spirit of some of these small business owners. It's not just businesses that are huge, but it's people that want to do amazing things and break barriers that they didn't know they could ever break, and that's what I'm trying to do in my life every day.

Brad Herda:

That is spectacular. Your energy is infectious and contagious, and we are blessed to have you here as a guest today. Thank you, safe travels. Enjoy the snow with the puppy later on today.

Stefanie Couch:

Yes, I'm excited.

Brad Herda:

And we appreciate you being here, Stefanie. Thank you so much. Thank you for having me.

Stefanie Couch:

That's it for this episode of the Grit Blueprint podcast. For more tools, training and industry content, make sure to subscribe here and follow me on LinkedIn and other social media platforms. To find out more about how Grit Blueprint can help you grow your business. Check us out at our website, gritblueprintcom.

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Stefanie Couch

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