August 26, 2022 • 16 mins
Redefining Culinary Leadership for #thenewkitchenculture.
Stand Up
Assumptions
Agreements
Where we're headed
Copyright 2022 Realignment Media
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Adam Lamb (00:10):
Time check y'all it's 30 minutes before service and
it's time for your line check.
Welcome back to the show.
I'm your host, chef Adam Lamb, andI'm dedicated to helping you build
the skills to overcome any obstacle inyour culinary career and to face those
challenges with confidence and resilience.
Let's get everybody together for a quickstandup and check the temperature of the.
Not the physical space in whichwe inhabit, but I wanted to check
(00:33):
in and see how everybody's feelingabout their progress so far today.
What challenges are you facing?
What's been going on, Patrick.
How about you?
Yeah.
Yeah.
I sense you were a bit frustratedearlier when you had to wait
for the produce delivery.
Not really.
Okay.
Maybe now's a good time to go oversome ground rules for the hashtag new
(00:53):
kitchen culture we're building right.
Maybe we can come to some consensus aboutwhat we're trying to achieve together.
We, we chef I appreciate the fact thatyou're willing to take time out of the
day to be of service to one another inthis little community we're building.
I get that you are already committed to.
Co-creating a new way forward for ourfraternity of fellow cooks, creative
spirits, dreamers builders, and those thatneed somewhere and something to belong
(01:15):
to on the island of misfit toys or elseyou wouldn't be here in the first place.
I can't stand by another day andscroll through my social media feed
and see yet another post about achef gone before his or her time.
The signs of dysfunction havebeen around for years, mostly
enabled, ignored, or laughed.
As long as a machine got fed,it kept spitting out more money.
(01:36):
My purpose and mission are tobe your guide on this journey
of discovery and mentor yourprogress, mentor your greatness.
What's your purpose for being here?
Listen, becoming a better version ofyourself professionally and personally.
Ain't easy.
That's why most of us fail before we eventry, you know this, and yet you still
showed up and stepped into the circleto be counted and have your voice heard.
(01:58):
Good on ya.
You have a voice you opted tobe part of this organization.
I want you to speak your truth.
As long as it doesn't malign threatenor take away another sovereignty
or dignity, there is nothingmore dangerous than someone whose
dignity has been taken from them.
I know this from bitter experience,a sad and shameful story.
I'll say for another time, theway forward out of this dumpster
(02:20):
fire that we have ourselves in isto co-create an environment and a
culture right here right now in this.
Let's commit to sharing common valuesand desires, which may or may not be
satisfied in other places in your life.
But here you get to be heard, valued,considered, and treated with respect.
By being here, you have declaredto us your intention to be at cause
(02:41):
for this new way forward towardsa hashtag new kitchen culture.
Soon, others will know just bythe way you start showing up at
first, they might not understand.
Then they'll begin towonder why you're happy.
All the.
finally, they'll conclude that youmust be drinking the Kool-Aid, but
don't kid yourself a monumental change.
(03:02):
Like this won't happen overnight,nor will it come from someone
outside of the industry.
It can only come from us workingtogether and United in the belief
that we are the industry in almostevery operation I've ever worked in.
The kitchen has always led the change.
Why should it be any different now?
And if not now, when.
(03:22):
If not you then who it's up to me, him,her and yeah, those two knuckleheads
over there with their hands up wereenough, but first we're gonna have
to agree to some basic assumptions.
Okay.
We are all aware of the issues,problems, and challenges.
This industry has faced for the past25 years, which thanks to COVID.
(03:46):
Burst into the headlines and foreverstripped our craft and fraternity
of its sexy and desirable facade.
And finally let the outside worldsee what most of us already knew.
Shit's fucked up and getting worseby the minute now that everybody
sees what we've experienced.
And some like me had a hand inperpetrating until the crisis of
faith was mine or on that somewhereelse, we all have a unique opportunity
(04:10):
to change the basic assumptionof how business is conduct.
the only way that happens is together.
How do we do that?
As it turns out, I've got some prettyjuicy ideas validated and proven
to work, but we're all gonna haveto come to some type of consensus.
If we're gonna try it out here.
Most of us feel at times unappreciatedby anyone else that isn't a chef.
(04:33):
Often we feel disconnected from otherchefs because for a while, all any of
us could do was to keep our head inoperation above the incoming tide of.
A lot of people gave up and foundwork in other industries, but did
this polls conducted by our friendsat the Bern chef academy tells us
that almost 60% of those that leftplan on coming back within a year.
That means that the clock is ticking andwe all have some cleanup to do before
(04:55):
they arrive some of our best friends,fellow associates, brothers, and sisters.
Didn't make it through this trial by fire.
Some we lost to addiction and suicide.
Some decided that it was just too muchto bear some, even smartened up and
chose their family over the promise ofanother night, grinding it out with the
boys and the girls back in the shop.
Some of us are starting to wonderwhether we've made a terrible mistake
(05:15):
following our heart and passion,dedicating ourselves to a craft that
can sometimes feel as if we've beentricked and turned out on the street
corner, played and taken advantage ofbetrayed by the very thing we loved.
Right here right now.
Can we affirm and agree to one another,as long as we're part of this organization
(05:35):
and within this space that we will atreat each other kindly and show up,
ready to support our fellow team membersand chefs B be more curious about
the solution to a certain challengethan any fleeting satisfaction that
might come from complaining about it.
C be willing to let go of theidea that our pain is a badge of.
(05:57):
Finally admitting to ourselves,if no one else that the grind and
that kind of mindset only grindsus down and D know that if anything
is to change, then it must be us.
That show the way by our actions.
Not our words.
I've heard that you can either beright or in relationship, but not both.
(06:19):
I choose relationships.
The associates managers, vendors, guests,and owners who populate our kitchens,
dining rooms, bars, and back dockrepresent the foundational challenge
of our professional and personal life.
Close your eyes.
And imagine just for a second,what it might feel like your own
career trajectory, like a boss,suppose you can master the art
(06:42):
and science of relationshipswith skill, clarity, compassion,
authenticity, and transparency.
In that case, you'll become a mentor.
Others will seek out because you'vediscovered that communication is
the secret key that unlocks thefreedom and enjoyment of your career.
You most desire, which one of us doesn'twanna solve the staffing problem once.
(07:02):
And for all Maria, areyou in no, blah, blah.
More recently, some seeking jobs in ourkitchen showed up for their first shift,
eager to talk about the boundaries.
They held important, full ofpromise for a seat at the table.
in response to their enthusiasm.
They were immediately crushed underthe weight of indifference, apathy, or
outright hostility, which hid the envy.
(07:24):
Some chefs held in their hearts.
Some chef might then walk away withAsh in their mouth, as they wondered
why they never had the mineralsto stand for what they wanted.
Fuck that another chef mightgrim us under his breath, pissed
about the family and friends.
He willingly bartered away fora vague promise of prominence.
He or she might be leftwith the suspicion.
When the promise is finallyfulfilled, it'll be too late to
(07:46):
make another choice and they'll bestuck holding a bag that will never
balance the scales in their favor.
At that moment, the chef will remindherself or himself field by his anger
and choking on his regret that it isproper and fair that he or she treats
his youngling in the same manner ashe or she had been trained shamed
and conditioned to disconnect fromtheir humanity and compassion so that
(08:09):
they could be a marginally bettermanager than he had been last quarter.
They might call that success.
Who said, this is theway it's supposed to be.
And if you can't control yourenvironment, circumstance or other
people, what can you control?
Why have some of us gone alongwith a lie that it's better
to burn out than fade away?
It's more honorable to grind and diethan question and upset the whole
rotten apple card of profit in anycost except of the share price and
(08:33):
unsustainable growth for bragging rights.
Some of us might have beenlucky enough to actually been
taught, to be competent manager.
problem is, is you can manage a laborcost, but you can't kid yourself that
this qualifies you to be a leaderbecause you don't manage people.
You manage a cost.
Very, very few of us weretaught to be leaders.
None of us were taught to beeffective in inspirational mentors.
(08:56):
The only way you'll ever be free enoughto fully enjoy your career without
sacrificing your life is to mentoryour people with intention and clarity.
And to do that, you need a plan.
You'll need to provide them a safe spaceso that they can role play, make mistakes.
And then finally you'll needto support their growth and
maturity as professionals.
And most importantly as complete humanbeings, you'll need to clearly articulate
(09:19):
and support their career path anddeliver timely, constructive feedback
that encourages enthusiasm and growthinstead of leaving them deflated and
dejected sounds like a lot of work.
Doesn't.
It's the only work that matters.
If you truly want to enjoy yourcareer without sacrificing your life.
It's now time to learn embody and promotea new kind of leadership that has less
(09:40):
to do with managing and much more to dowith mentoring, authentic connection,
community empowerment, valuing everybody'svoice while still being the stakeholder.
And guess what?
It doesn't matter what kind of hat you'rewearing or what kind of jacket you got on.
You're a leader, right?
Where you're at with theway that you show up.
It's now time to implement a newdefinition of leadership that embraces
(10:02):
diversity, sustainability knowledge,elderhood respect and admiration.
The hashtag new kitchen culture has anatmosphere of support, a structure that is
easily understood and a clear career paththrough the organization in this culture.
When the lead cook confidentlydecides that she's ready to
step up to the vacant sous chef.
She can be sure that she won't be thrownto the wolves on a Saturday night with
(10:25):
a 500 seat, early bird with no support,because someone wants to know if she can
handle herself in a stressful situation.
She'll be ready for that jobbecause she's been brought along
methodically intentionally and nurtureduntil she is seasoned and salty.
She will have completed writtenand physical skills assessment
against established standardsevaluated and given a plan in the
areas where she could improve.
(10:48):
She'll taken part of mockservice and role play.
So that the first time a frustratedserver comes into the kitchen.
After taking a verbal beating from theguest, who's committed to being right,
the new sous chef, won't take it asa personal front to be questioned,
but will be an active participantin the guest recovery, assisting the
server to get grounded and centeredso they can finish the shift together.
She will have been trained andencouraged to believe that her greatest
(11:09):
asset isn't in her tool bag or in herhead, what she brings to the table,
what you all bring to the table.
or more precisely to the line is theonly thing that makes a difference worth
valuing your open and receptive heart.
In other words, this operation and allour kitchens need to become crucible
(11:29):
of greatness because the only twomeasure of any chef success is not
magazine covers, bullshit, scripted,reality shows, money or awards.
I firmly believe that the only accuratemetric to use in qualifying a chef's
success is to find out how many ofhis or her staff have gone on to
become successful chefs in their own.
In partnership with a chef and notdespite his or her influence, my promise,
(11:52):
commitment and mission are to assistyou in becoming the master mentor.
You always knew you could be.
You could very well become aculinary professional who is
respected, admired for your abilityto elevate those in your operation.
Most deserving of recognition,inclusion and empowerment.
You can become the type of chef celebratedas a brilliant and intuitive mentor who
saw and encouraged greatness in othersbefore they could see it themselves.
(12:14):
In that humble, butawkward moment of praise.
You're gracious enough to receivethe recognition without argument
or false modesty because you knowthat it hasn't ever been a question
or calculation, bravery or couragethat caused you to encourage and
foster the dreams of others for you.
It's simply been the right thing to do.
you understand that ithas never been about you.
(12:35):
It was always about the dreams andaspirations of others that you supported,
encouraged and enabled by your mentorship,experience, guidance, wisdom, and patience
for now, let all the others make the fuss.
We have work to do let's startenjoying our careers without
sacrificing our lives, loved ones,sanity, sobriety, and that unique.
(12:56):
You have that?
No one else can replace replicate,take away, shut down or discard
without your permission, your heart.
We chef we chef.
Thank you for letting me talk to you.
Thank you for letting some of this in.
I really appreciate your attention.
I see you.
I value.
I believe in you have a great shift.
(13:18):
I'll see you on the other side.
That's it for this episode of chef life.
Radio's line check hereat chef life radio.
We believe that working in akitchen should be demanding.
It shouldn't have to be demeaning.
(13:38):
It should be hard.
It just doesn't have to be harsh.
We believe that it's possible to havemore solidarity, unless suck it up.
Sunshine, more compassion,less cutthroat island.
We believe in more partnershipand less put up or shut up more.
C.
And a lot less, fuck you finallyconsider for a second for
all the blood, sweat rashes.
And sometimes even tears weput into what we do really.
(14:01):
It's just some stuff on a plate.
None of it really matters.
It doesn't define you as aperson or make you any more
special or less than anyone else.
Just the dance that we're engaged in.
So we might as well laughand enjoy every bit of it.
Even the crappy parts while we'redoing it, or didn't, you know, that the
purpose of your life should be to enjoyit on Facebook, Instagram, Twitter.
(14:23):
Chef life radio, all one word.
Check us out on the webat www dot chef life.
radio.com, Stan tall andfrosty brothers and sisters.
Until next time here at chef life radio.
Be well and do good.
This show was produced, recordedand edited by me, Adam Lamb at the
dish pit studios in Bardo, NorthCarolina, chef life radios line
(14:47):
check is a production of realignment.
Time check y'all it's 30 minutes before service and
it's time for your line check.
Welcome back to the show.
I'm your host, chef Adam Lamb, andI'm dedicated to helping you build
the skills to overcome any obstacle inyour culinary career and to face those
challenges with confidence and resilience.
Let's get everybody together for a quickstandup and check the temperature of the.
Not the physical space in whichwe inhabit, but I wanted to check
(00:33):
in and see how everybody's feelingabout their progress so far today.
What challenges are you facing?
What's been going on, Patrick.
How about you?
Yeah.
Yeah.
I sense you were a bit frustratedearlier when you had to wait
for the produce delivery.
Not really.
Okay.
Maybe now's a good time to go oversome ground rules for the hashtag new
(00:53):
kitchen culture we're building right.
Maybe we can come to some consensus aboutwhat we're trying to achieve together.
We, we chef I appreciate the fact thatyou're willing to take time out of the
day to be of service to one another inthis little community we're building.
I get that you are already committed to.
Co-creating a new way forward for ourfraternity of fellow cooks, creative
spirits, dreamers builders, and those thatneed somewhere and something to belong
(01:15):
to on the island of misfit toys or elseyou wouldn't be here in the first place.
I can't stand by another day andscroll through my social media feed
and see yet another post about achef gone before his or her time.
The signs of dysfunction havebeen around for years, mostly
enabled, ignored, or laughed.
As long as a machine got fed,it kept spitting out more money.
(01:36):
My purpose and mission are tobe your guide on this journey
of discovery and mentor yourprogress, mentor your greatness.
What's your purpose for being here?
Listen, becoming a better version ofyourself professionally and personally.
Ain't easy.
That's why most of us fail before we eventry, you know this, and yet you still
showed up and stepped into the circleto be counted and have your voice heard.
(01:58):
Good on ya.
You have a voice you opted tobe part of this organization.
I want you to speak your truth.
As long as it doesn't malign threatenor take away another sovereignty
or dignity, there is nothingmore dangerous than someone whose
dignity has been taken from them.
I know this from bitter experience,a sad and shameful story.
I'll say for another time, theway forward out of this dumpster
(02:20):
fire that we have ourselves in isto co-create an environment and a
culture right here right now in this.
Let's commit to sharing common valuesand desires, which may or may not be
satisfied in other places in your life.
But here you get to be heard, valued,considered, and treated with respect.
By being here, you have declaredto us your intention to be at cause
(02:41):
for this new way forward towardsa hashtag new kitchen culture.
Soon, others will know just bythe way you start showing up at
first, they might not understand.
Then they'll begin towonder why you're happy.
All the.
finally, they'll conclude that youmust be drinking the Kool-Aid, but
don't kid yourself a monumental change.
(03:02):
Like this won't happen overnight,nor will it come from someone
outside of the industry.
It can only come from us workingtogether and United in the belief
that we are the industry in almostevery operation I've ever worked in.
The kitchen has always led the change.
Why should it be any different now?
And if not now, when.
(03:22):
If not you then who it's up to me, him,her and yeah, those two knuckleheads
over there with their hands up wereenough, but first we're gonna have
to agree to some basic assumptions.
Okay.
We are all aware of the issues,problems, and challenges.
This industry has faced for the past25 years, which thanks to COVID.
(03:46):
Burst into the headlines and foreverstripped our craft and fraternity
of its sexy and desirable facade.
And finally let the outside worldsee what most of us already knew.
Shit's fucked up and getting worseby the minute now that everybody
sees what we've experienced.
And some like me had a hand inperpetrating until the crisis of
faith was mine or on that somewhereelse, we all have a unique opportunity
(04:10):
to change the basic assumptionof how business is conduct.
the only way that happens is together.
How do we do that?
As it turns out, I've got some prettyjuicy ideas validated and proven
to work, but we're all gonna haveto come to some type of consensus.
If we're gonna try it out here.
Most of us feel at times unappreciatedby anyone else that isn't a chef.
(04:33):
Often we feel disconnected from otherchefs because for a while, all any of
us could do was to keep our head inoperation above the incoming tide of.
A lot of people gave up and foundwork in other industries, but did
this polls conducted by our friendsat the Bern chef academy tells us
that almost 60% of those that leftplan on coming back within a year.
That means that the clock is ticking andwe all have some cleanup to do before
(04:55):
they arrive some of our best friends,fellow associates, brothers, and sisters.
Didn't make it through this trial by fire.
Some we lost to addiction and suicide.
Some decided that it was just too muchto bear some, even smartened up and
chose their family over the promise ofanother night, grinding it out with the
boys and the girls back in the shop.
Some of us are starting to wonderwhether we've made a terrible mistake
(05:15):
following our heart and passion,dedicating ourselves to a craft that
can sometimes feel as if we've beentricked and turned out on the street
corner, played and taken advantage ofbetrayed by the very thing we loved.
Right here right now.
Can we affirm and agree to one another,as long as we're part of this organization
(05:35):
and within this space that we will atreat each other kindly and show up,
ready to support our fellow team membersand chefs B be more curious about
the solution to a certain challengethan any fleeting satisfaction that
might come from complaining about it.
C be willing to let go of theidea that our pain is a badge of.
(05:57):
Finally admitting to ourselves,if no one else that the grind and
that kind of mindset only grindsus down and D know that if anything
is to change, then it must be us.
That show the way by our actions.
Not our words.
I've heard that you can either beright or in relationship, but not both.
(06:19):
I choose relationships.
The associates managers, vendors, guests,and owners who populate our kitchens,
dining rooms, bars, and back dockrepresent the foundational challenge
of our professional and personal life.
Close your eyes.
And imagine just for a second,what it might feel like your own
career trajectory, like a boss,suppose you can master the art
(06:42):
and science of relationshipswith skill, clarity, compassion,
authenticity, and transparency.
In that case, you'll become a mentor.
Others will seek out because you'vediscovered that communication is
the secret key that unlocks thefreedom and enjoyment of your career.
You most desire, which one of us doesn'twanna solve the staffing problem once.
(07:02):
And for all Maria, areyou in no, blah, blah.
More recently, some seeking jobs in ourkitchen showed up for their first shift,
eager to talk about the boundaries.
They held important, full ofpromise for a seat at the table.
in response to their enthusiasm.
They were immediately crushed underthe weight of indifference, apathy, or
outright hostility, which hid the envy.
(07:24):
Some chefs held in their hearts.
Some chef might then walk away withAsh in their mouth, as they wondered
why they never had the mineralsto stand for what they wanted.
Fuck that another chef mightgrim us under his breath, pissed
about the family and friends.
He willingly bartered away fora vague promise of prominence.
He or she might be leftwith the suspicion.
When the promise is finallyfulfilled, it'll be too late to
(07:46):
make another choice and they'll bestuck holding a bag that will never
balance the scales in their favor.
At that moment, the chef will remindherself or himself field by his anger
and choking on his regret that it isproper and fair that he or she treats
his youngling in the same manner ashe or she had been trained shamed
and conditioned to disconnect fromtheir humanity and compassion so that
(08:09):
they could be a marginally bettermanager than he had been last quarter.
They might call that success.
Who said, this is theway it's supposed to be.
And if you can't control yourenvironment, circumstance or other
people, what can you control?
Why have some of us gone alongwith a lie that it's better
to burn out than fade away?
It's more honorable to grind and diethan question and upset the whole
rotten apple card of profit in anycost except of the share price and
(08:33):
unsustainable growth for bragging rights.
Some of us might have beenlucky enough to actually been
taught, to be competent manager.
problem is, is you can manage a laborcost, but you can't kid yourself that
this qualifies you to be a leaderbecause you don't manage people.
You manage a cost.
Very, very few of us weretaught to be leaders.
None of us were taught to beeffective in inspirational mentors.
(08:56):
The only way you'll ever be free enoughto fully enjoy your career without
sacrificing your life is to mentoryour people with intention and clarity.
And to do that, you need a plan.
You'll need to provide them a safe spaceso that they can role play, make mistakes.
And then finally you'll needto support their growth and
maturity as professionals.
And most importantly as complete humanbeings, you'll need to clearly articulate
(09:19):
and support their career path anddeliver timely, constructive feedback
that encourages enthusiasm and growthinstead of leaving them deflated and
dejected sounds like a lot of work.
Doesn't.
It's the only work that matters.
If you truly want to enjoy yourcareer without sacrificing your life.
It's now time to learn embody and promotea new kind of leadership that has less
(09:40):
to do with managing and much more to dowith mentoring, authentic connection,
community empowerment, valuing everybody'svoice while still being the stakeholder.
And guess what?
It doesn't matter what kind of hat you'rewearing or what kind of jacket you got on.
You're a leader, right?
Where you're at with theway that you show up.
It's now time to implement a newdefinition of leadership that embraces
(10:02):
diversity, sustainability knowledge,elderhood respect and admiration.
The hashtag new kitchen culture has anatmosphere of support, a structure that is
easily understood and a clear career paththrough the organization in this culture.
When the lead cook confidentlydecides that she's ready to
step up to the vacant sous chef.
She can be sure that she won't be thrownto the wolves on a Saturday night with
(10:25):
a 500 seat, early bird with no support,because someone wants to know if she can
handle herself in a stressful situation.
She'll be ready for that jobbecause she's been brought along
methodically intentionally and nurtureduntil she is seasoned and salty.
She will have completed writtenand physical skills assessment
against established standardsevaluated and given a plan in the
areas where she could improve.
(10:48):
She'll taken part of mockservice and role play.
So that the first time a frustratedserver comes into the kitchen.
After taking a verbal beating from theguest, who's committed to being right,
the new sous chef, won't take it asa personal front to be questioned,
but will be an active participantin the guest recovery, assisting the
server to get grounded and centeredso they can finish the shift together.
She will have been trained andencouraged to believe that her greatest
(11:09):
asset isn't in her tool bag or in herhead, what she brings to the table,
what you all bring to the table.
or more precisely to the line is theonly thing that makes a difference worth
valuing your open and receptive heart.
In other words, this operation and allour kitchens need to become crucible
(11:29):
of greatness because the only twomeasure of any chef success is not
magazine covers, bullshit, scripted,reality shows, money or awards.
I firmly believe that the only accuratemetric to use in qualifying a chef's
success is to find out how many ofhis or her staff have gone on to
become successful chefs in their own.
In partnership with a chef and notdespite his or her influence, my promise,
(11:52):
commitment and mission are to assistyou in becoming the master mentor.
You always knew you could be.
You could very well become aculinary professional who is
respected, admired for your abilityto elevate those in your operation.
Most deserving of recognition,inclusion and empowerment.
You can become the type of chef celebratedas a brilliant and intuitive mentor who
saw and encouraged greatness in othersbefore they could see it themselves.
(12:14):
In that humble, butawkward moment of praise.
You're gracious enough to receivethe recognition without argument
or false modesty because you knowthat it hasn't ever been a question
or calculation, bravery or couragethat caused you to encourage and
foster the dreams of others for you.
It's simply been the right thing to do.
you understand that ithas never been about you.
(12:35):
It was always about the dreams andaspirations of others that you supported,
encouraged and enabled by your mentorship,experience, guidance, wisdom, and patience
for now, let all the others make the fuss.
We have work to do let's startenjoying our careers without
sacrificing our lives, loved ones,sanity, sobriety, and that unique.
(12:56):
You have that?
No one else can replace replicate,take away, shut down or discard
without your permission, your heart.
We chef we chef.
Thank you for letting me talk to you.
Thank you for letting some of this in.
I really appreciate your attention.
I see you.
I value.
I believe in you have a great shift.
(13:18):
I'll see you on the other side.
That's it for this episode of chef life.
Radio's line check hereat chef life radio.
We believe that working in akitchen should be demanding.
It shouldn't have to be demeaning.
(13:38):
It should be hard.
It just doesn't have to be harsh.
We believe that it's possible to havemore solidarity, unless suck it up.
Sunshine, more compassion,less cutthroat island.
We believe in more partnershipand less put up or shut up more.
C.
And a lot less, fuck you finallyconsider for a second for
all the blood, sweat rashes.
And sometimes even tears weput into what we do really.
(14:01):
It's just some stuff on a plate.
None of it really matters.
It doesn't define you as aperson or make you any more
special or less than anyone else.
Just the dance that we're engaged in.
So we might as well laughand enjoy every bit of it.
Even the crappy parts while we'redoing it, or didn't, you know, that the
purpose of your life should be to enjoyit on Facebook, Instagram, Twitter.
(14:23):
Chef life radio, all one word.
Check us out on the webat www dot chef life.
radio.com, Stan tall andfrosty brothers and sisters.
Until next time here at chef life radio.
Be well and do good.
This show was produced, recordedand edited by me, Adam Lamb at the
dish pit studios in Bardo, NorthCarolina, chef life radios line
(14:47):
check is a production of realignment.
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