Business Podcast | How to Hire, Inspire, Train & Retain Employees On the Planet Earth Now!!!

Audio Transcription

Okay, I think we’re gonna sell a ton of cupcakes. Why? Because cupcakes are hot right now, and because we have a great name. Cousins Cupcakes. Boom. We’re going to the top, all the way. Now, in order to get to the top, we’re gonna have to come up with an amazing business model. I came up with something that I think is going to blow your mind. I can’t wait to see it. Can I show you? Please do. Can I show you? Okay. Ladies and gentlemen, I’d like to introduce to you for the first time, the Cousins Cupcakes business model, Shelly! For goodness’ sake, come to Cousins Cupcakes. What is this? What is this? What are you doing? Last week you said we needed a business model. Not a business model. What then? I’m talking about a business model. Oh! Come on, man. Get ready to enter the Thrivetime Show. Get ready to enter the Thrive Time Show. Alright, Thrive Nation, on today’s show we’re going to interview a long-time client, and we’re going to talk specifically about four things you have to understand as an entrepreneur, and by the way, today’s guest is a long-time client as I mentioned, and he’s doing what we’re teaching today, he’s doing. His company’s called Window Ninjas. Since we’ve met him, he’s doubled the size of his company. He’s actually opened up multiple locations. He’s franchising now. Things could not be going better, but at the end of the day, once you have your super system in place and you know all the processes and procedures, you know what you have to do? You got four things you got to do. You got to hire people. Oh yeah. Then you got to hire people. Yes. Then you’ve got to inspire people. Oh yeah. Then you’ve got to train. Okay. And you got to retain. What am I saying? You got to hire. Okay. You got to inspire. Okay. You got to train. What? And you got to retain. And then, it’s a little bonus fry. You have to fire those that complain. Let me try again. You have to hire. Oh, yeah, you have to inspire. Okay, you have to train All right, and you have to retain and you have to fire those that complain So here to talk about is Gabe Salinas with window ninjas. How are you, sir? I am great clay. What about yourself? Well, I’m fired up to get into it. I’m gonna do a rapid-fire rare form 90 miles an hour question So it’s gonna your goal is to be almost like a human Twitter and to answer the questions with as little words as possible. And then we’re going to open up for a kind of a nice conclusion from Gabe Salinas. So here we go. How many employees are you responsible for? Not necessarily that are on your payroll, but you have multiple locations. How many employees are you responsible for that are under maybe the Window Ninjas brand-ish? Fifty-ish. Fifty-ish, okay. And how many locations do you have at windowninjas.com? 12 locations. Okay, how often do you have to hire people? Every week. How often do you have to inspire people? Every day. How often do you have to train people? Every day, all day. How often do you have to retain the people that you just hired? Every day. And how often do you have to fire somebody that they just don’t want to follow the system? They complain about, I don’t want to clean windows all day. And you’re like, that’s what we do, bro. I don’t want to answer phones all day. You’re like, yeah, you work at a call center. I don’t want to answer, you don’t want to answer phones. People that they just choose not to do, because you have a great team right now, but there are certain people when you’re hiring to keep up with your growth that they just don’t want to, you know, follow the systems. How often do you have to fire somebody? Every day. Okay. Okay. So now let’s get into more of a thoughtful conversation. Okay. So for somebody out there today, who’s not used to running a small business, why do they have to do the group interview and hire every single, every single week they have to be hiring? Why do they always have to be interviewing every single week? Well, first of all, if you’re not interviewing and constantly looking for new talent, then the talent that you have will inevitably get fired or get bored and leave and go try to find another job somewhere else. And then that’ll leave you hanging like an upside down banana that fell out of a tree. So it’s important that you do your group interviews every single week so that you can find great people, so that you can interview those people, so that you can then hire those great people and you can bring them on, train them and inspire them and go through the whole process again. I know, because I hear this all the time. I hear this all the time from people who say, Clay, if you’re a good business owner, then how come you have to always replace people? Folks, I have hundreds of people on my payroll between all the different businesses I’m involved in. At the Christmas party, there are hundreds and hundreds and hundreds of people that are connected to me in some way in a business relationship. They work for one of my clients or they work for one of my companies. And I’ll tell you this, once you have worked for an optometrist for three years, four years, two years, at a certain point, people want to go do something else unless they get to own the business. That’s just how it is. So every week we got to hire people. And then the next thing is inspire people. You have a weekly staff meeting. You have daily huddles. Talk to me about why you have to have a weekly staff meeting and daily huddles to keep these people inspired. Why do you have to do that? Well, you just said it, Clay. One, you got to inspire them. And then the other thing is you’ve got to keep the employees informed, whether it’s a new product update or maybe you’re noticing some things that just aren’t flowing properly. Maybe somebody’s missing a specific part of the process or the system and you just have to reinvigorate them always. You got to keep them on track, you got to re-inspire them, you got to keep them focused and you got to chart the path for the current week and the upcoming days. I think a lot of people think they’re just going to learn the systems and they don’t have to worry about hiring employees. And I believe this is a huge thing for a lot of people. Again, I encourage everyone to look this up and assume that I’m making this up. Inc. Magazine reports that 85% of employees are lying on their resumes. The U.S. Chamber of Commerce reports that 75% of employees are stealing from the workplace. So again, I mean, you’re going to have to become very good at hiring, inspiring, training, and retaining. Talk to me about the training aspect of running a Window Ninjas franchise. Tell me about the process that you’ve perfected now for onboarding a new employee and training them so they can be competent and successful as a WindowNinjas.com employee. Well, actual window cleaning employee that provides the services, I mean, he goes through some pretty extensive training over a four-week period. We onboard him, we get him used to the system, we talk to him about what his job is going to entail, and then we actually physically take him out and have him perform the task that we need him to learn and perform. And then within that process, we’re physically giving him tests, and then we’re actually giving him tests that he actually has to retain the information, where it’ll be a written test. And we do this over the process of four weeks, where they, we train, they retain, we train, they retain, and then we can continue to build on to that until we can take the training wheels off of them after about four full weeks. So again, you hire, you inspire, you train, and you retain. I know a lot of people that have worked for you for years and years because they like the experience. At the end of the day, it comes down to do they like you? And do you, because there’s really kind of, you know, three big things people consider when taking a job. But you could argue there’s 50, but there’s big three. Do I hate my boss? Do I like my boss? If somebody loathes their boss, if they don’t like their boss, if they hate their boss, if their boss is the source of stress in their life, it won’t take long before they move on. So do they like you as the boss? The second is do they view you as a source of inspiration? Can they learn something from you? Are you somebody who’s more successful than they are? Do you inspire them? And then the third is the pay. And a lot of people just want to focus on the pay. They want to roll out a paycheck and say, all right, I’m going to be the highest paying person in my industry. And they don’t understand why people don’t stick around. Or they say, I have the most inspirational culture ever, but they don’t pay people. You’ve got to have all three of those things. I’d love to talk about retaining people. You’ve done a good job retaining people as you’ve grown windowninjas.com. What things do, what mechanisms do you have in place at Window Ninjas to really create that inspirational culture that you have created and are continuing to refine? It kind of goes back to what you were asking about earlier, Clay. It starts with those daily huddles, the weekly team meetings, and keeping everybody informed. So that way you can continually inspire people. And another thing that we do is we offer incentive-based pay. So we give everybody a base but then we incentivize them to do those great things, the things that we want them to do, and be great at it and do more of them. And then like you were talking about the inspiration, I mean we’ve had a lot of people over here at Window Ninjas that have come work for us, leave like really great opportunities because they didn’t like their boss, they didn’t like the team they were on, maybe they were working remotely, people are now figuring out that working remotely isn’t really what it was all crapped up to be, and they’re looking for an organization that’s going to be able to teach and train them how to become a better person. And so part of the reason we’ve been able to retain people and hold on to them is because of the inspiration the continual training and education and the opportunity that we provide to all of our employees as we continue to grow into Franchising with window ninjas and it’s important. I literally just had a woman walk in this week She did her third follow-up interview accounting position her dream job was to be an accountant and work in an accounting department. And she literally was quitting a job that had all kinds of benefits, high pay, this, that, and the other, just so she could attain her dream of working in an accounting atmosphere and learning that actual skill. It was great. You know, I’m going to give you a crazy story of why an employee left this week. And I’d just love to get your thoughts, if this seems plausible, because it really happened. A wonderful employee just was doing a great job working at one of my companies. And she sends a text and says, I’m moving. So I call her back. She’s like, I’m moving out of state. I’m so sorry. I’m like, when are you moving? Is it a two week notice? She’s like, today. And again, with today’s culture, I mean, this kind of thing is somewhat normal. Do you ever have those situations where employees just ghost? Have you ever had that where someone’s ever ghosted or someone’s ever you know they didn’t tell you in advance that they were leaving in two weeks? Have you ever had these kinds of situations? Absolutely, absolutely. And it’s always so much fun to come into the office and hey where’s Jimmy at? Nobody knows where Jimmy’s at. Or yeah Jimmy texted me late last night and said his cat died and he’s never coming back. Yeah, and that kind of stuff, it happens. That’s why you have to learn how to hire, inspire, train, and retain. And then you have to fire people that complain, folks. If somebody just doesn’t want to do their job, if they’re always late, if everything’s always wrong, they do all their work poorly, they’re always late, they bring weird energy, they’re going through a series of life problems and they want you to go through those life problems with them, you’ve got to move on. So don’t overthink it. Hire fast, fire fast, remove those that are perpetually dysfunctional. I’m telling you, if you want your life to be functional, fire the dysfunctional. Now let’s talk about window ninjas. If I’m out there listening today and I say I want to buy a franchise or at least learn about buying a franchise, I’m going to pull up the website. Tell everybody here in the final 30 seconds, Shura, why everybody out there might want to look into buying a window ninjas franchise. Man, because, Clay, a window ninjas franchise is going to give the opportunity for somebody to have some time and freedom as well as financial freedom. It is an investment. It’s an investment in our company, but it’s also an investment in themselves. Our franchise fees are pretty economical. What we think at $49,500, we’re in the same range as most any other franchise company. But something that we do differently, man, is we just give people that opportunity to succeed. We’re inspiring them. We’re encouraging them. We’re allowing them, you know, we just want them to be successful because we know that if those franchisees are successful, then Window Ninjas is going to be successful as well. I got a lot of goals. I got a lot of locations that I want us to be in. And man, I can’t do it by myself. And so that’s why we want to work together with a lot of great people to help us grow our business so that they can grow their personal business and their time freedom, as well as their financial freedom. And again, that’s windowninjas.com, folks. So on part two of today’s show, we’re going to walk you through yet another success story of an actual client that we’ve helped to grow, but it’s very few businesses that will actually franchise in the way that Window Ninjas is. You’ve heard about this, folks. If you’ve listened to the Thrive Time show, we’ve helped Oxifresh to grow from a few locations to over 500 locations. We’ve worked with Tip Top Canine to help them grow now to a place where they have, I believe, 18 locations. It could be 17 locations. And so these are brands that exist, these are options, but I’ll tell you one thing that makes Window Ninjas unique is the training time. It doesn’t require a whole lot of time to learn how to open up a Window Ninjas franchise where dog training might take you six weeks. Now, the average ticket for Tip Top K9 is a phenomenal ticket, average price. It’s a great business. It’s wonderful. But you have to like dogs. So if you like dogs and you don’t mind investing six weeks to learn how to train them, then I believe Tip Top K9 is a good fit for you. But if you’re somebody who says, you know, I maybe don’t have six weeks and I don’t like dogs, how long is the training process there, Gabe, at windowninjas.com? Approximately two weeks, depending on which platform you take. But if you come in with us, we can get you rolling, we’ll get your vehicles going. Within two weeks, you’ll be hitting the ground running like a three-legged ninja. Whoa! All right. Hey, I appreciate you, brother. We’ll talk to you soon, all right? All right. Thanks, Clay. Appreciate it. Bye-bye. Well, Thrive Nation, we have an opportunity all the time. We have so many wonderful people that go to thrivetimeshow.com and they reach out to us to schedule a 13-point assessment. We also have a lot of people that go to Thrivetimeshow.com and they schedule a free 13-point assessment and they’re not a good fit because I only work with diligent doers. I only work with people that are willing to actually implement the proven systems that Dr. Zellner and I both teach and implement in our own companies. So people say, I do want to grow my business seven times faster. I do want to reduce my working hours. I do want to increase my time, freedom, and my profits. I think we’re all in agreement that that’s a good thing. However, we can only help people that are willing to put the work in. And on today’s show, we’re joined by a man by the name of Ronnie Morales. His company is moralesbrothers.net. I hold him in high regard because he and his family-owned business, they actually are growing, I would call it dramatically. If you look at this, Inc. Magazine right now shows that 96% of businesses fail. Inc. Magazine says 96% of businesses fail. That’s not good. Whereas this guy’s business isn’t growing by 10%, it isn’t growing by 20%. It is growing dramatically. But again, if Ronnie Morales had filled out the form and had scheduled a consultation and wasn’t willing to actually implement what we were teaching, it would all be for naught. So I’m excited for you to meet somebody who I would consider to be a diligent doer. He’s based in Richmond, Texas. And without any further ado, Ronnie Morales, welcome on to The Thrive Time Show. How are you, sir? Hey, I’m doing great, thanks, Clay. Hey, so how did you first hear about us? How did you hear about The Thrive Time Show? I listened to your Thrive Time Show podcast for those seven years, and I was learning so much. I was like, man, I gotta give this guy a try. So you listened to our podcast seven years ago? Yeah. Really? Four or seven years. Do you remember the first podcast you listened to seven years ago? I don’t. I don’t remember. I listened to so many of them. Okay. I probably listened to more than once. Now, when you’re listening to the podcast, I try to feature clients on the show so that you know there’s real people really doing it, really implementing the systems. When did it occur to you that you might want to go ahead and fill out the form at Thrivetimeshow.com and schedule a consultation? I got to the point where I just needed to take the next step. I’ve been in coaching before, like group coaching and different things like that, but I just felt like everybody on your show was making tremendous changes in our business. And coming from you and Dr. Z, I felt like y’all had the experience. And it didn’t matter if it was going to, because I’ve been used to doing construction, like peer groups and construction coaching, where it’s contractors only. Well, I felt like, you know what, I need business, somebody business-minded to help me grow this. I don’t necessarily need a group of just contractors. I need somebody that knows the business part of it. And what kind of growth have you had since you began working with us as far as a percentage? Do you know a percentage or what kind of growth? Yeah, so we had about a 57% increase from last year’s first quarter to this year’s first quarter. So that was huge for us. And I’m personally a growth too. I honestly just as a business leader and team member here in my company, I’ve grown a lot to be a better leader, learn how to delegate better, learn how to get these 15-minute hodls started every morning. And it’s been great. I’m just continuing to learn, and I can’t wait to keep moving forward. Well, you know, people always ask me, they say, what’s the most important part of business consulting? And that would be to me like asking a baker, what’s the most important ingredient in a cookie? I mean, is it the flour? Is it the sugar? Is it the eggs? I would say if you take out any one of those core ingredients, you’re gonna have a weird taste in cookie. So in our business consulting, we focus on marketing, branding, sales, hiring, leadership, management, accounting, all of those things. So let’s kind of go through the process from just a branding perspective and a marketing perspective. How has the business consulting impacted your company? It’s been great. The branding, the marketing, I mean, people around town are telling us, hey, I’ve seen your trucks here and there. I see it all over the place. When people are searching Google or whatever it is, you know, they’re finding our videos and they’re reaching out to us. I think one of the biggest parts with business coaching for me has been the accountability. Like just having somebody to tell me, like, hey, get this, this, and this done and have it done by this day and, you know, we move on to the next step. So, I mean, it’s been great. Now, we have a weekly meeting. The purpose of a weekly meeting is so that you have a week to get your homework done. We have a week to do our homework. I mean, we do photography, videography, web development, search engine optimization, and you and I meet on Saturdays at 6 30 a.m. I find a lot of my clients like to meet in the mornings. How important is it to have that weekly meeting? Because again, I’ve done, I’m 42, but when I was 21, I was hiring business consulting programs that would do quarterly meetings or oftentimes even monthly meetings. And I found that nothing got done. How important is it for you to have a weekly meeting? I think it’s very important as a business owner to have that weekly accountability to make sure you’re staying on schedule. Because as a business owner, you wear so many hats, it makes it difficult to get those important things done that you need to get done, but that you want to put down the back burner. But when you know you have somebody to be accountable to, and it’s a weekly thing, and they’re steadily putting in your ear, like, you got to get these things done, get the reviews, get the video testimonials. It just makes it to where you have an assignment and let’s just get it done. Now at the business conferences, we walk people through the entire system. This is the system we teach from. This is from my newest book called A Millionaire’s Guide to Becoming Sustainably Rich, which everyone can download for free right now at thrivetimeshow.com forward slash millionaire. You and I, we track the numbers every week. So box number one, we establish those revenue goals. We do that. We know the break-even numbers. We know how many hours you’re willing to work. This is crazy. You’re married, your wife loves you, you love your wife. I’m not ever advocating during our coaching meetings, like forsake your family and grow your company. Can you talk about that, how important it is to work with maybe a coach that understands that you want to have a healthy family and a healthy company? Oh, I think it’s very important. You know, like yesterday I had a good dinner with my wife, you know, and we had a good evening with live music and really enjoyed each other’s company. I took my kids camping twice this month already for four days and we’re enjoying the summer. But I think it’s very important that as a business owner, as you put the hours in, put the hard work in, that you also take the time to spend with friends and family. And I mean, it’s important. Rising up early to get my meditation time is very important to me too. So I think just, again, having somebody that knows the value of these things is important. Yeah, as we go through, I mean you are knocking it out with the marketing and the branding and all the things we have to do to optimize your website and make the ads work. We’ve determined your unique value proposition. We’ve improved the branding. We have a three-legged marketing stool. We know how to generate leads online and offline and referrals. The sales process, and I’m not picking on you, but I mean this, you’re like a super humble guy. So I feel like that the sales process was something that once you learned the proven process, you kind of took to it right away. But I think a lot of contractors don’t want to come across as too aggressive or too passive or too whatever. And I feel like the sales process of your team really doing a good job of calling all the leads and the calls are recorded for quality assurance. I feel like that’s been a big needle mover for you. Maybe I’m wrong. Let me get your thoughts on that. Yeah, no, it’s been great. I had my own way before I joined your team, you know, I had my own way of sales and what I thought was working really wasn’t working. And at first I put up a wall, but once I was opened up to the, why you do it the certain ways you do it, it really opened up more ways to be more successful, with the call scripts, with the recorded calls. We’re still tweaking scripts and things like that, but it’s like an ongoing process. But it’s been great. And I think that it has helped us a lot. We do have, we call our lease back right away, within hours, a few hours, most of the time. And it’s just important. And we’ve gotten a lot of leads and where I needed to hire my first sales employee. And now we’re working on more of the systems, you know, creating these repeatable systems and managing a large group of people in that daily huddle. Can you talk, I hammer all my clients, it’s so important to have a daily huddle with your team to give, you know, to huddle with your team every morning and to have a weekly staff meeting. Could you talk about the importance of implementing these human resource strategies for managing people and what impact that’s had for your company? Yeah, so the impact that Daily Huddles has had for my company is that it brought the team together. All of our employees, which is 17 of us full-time, it’s brought us all together to where we’re getting to see each other in the mornings and grow together. We start off with some wins, keep it brief. We go over company updates. Then we go over all our projects and we ask, like, you know, how is that client doing? How is the project on schedule? But when it did, it helped us a lot with the daily interruptions with, hey, so what’s going on here? And these questions that can be answered in the morning. So they learn to answer these important questions in the morning so that there’s less interruption throughout the day. Now, the final two areas I wanted to cover here is, you know, there’s so much to growing a company and that’s what we talk about on our weekly coaching calls. But building a sustainable and repetitive weekly schedule, you know, like every week we’re doing the group interview. Every week we’re gathering objective reviews from clients. Every week we’re gathering before and after images. Every week you’re gathering testimonials from your happy clients. You have to do this stuff every week. It’s like a garden, you’ve got to pull the weeds every week. Could you talk about the importance of having these human resource systems in place where you do these systems every week so it’s proactive as opposed to reactive, doing the same things over and over? Yeah, I think it’s important to do it every week and repeat them so that things don’t fall to the cracks. And if you get too relaxed on not doing it or you go two or three weeks without listening to recorded calls or whatever it may be, you start to slack off a little bit. The next thing you know, you’re in trouble. And now you’re putting out another fire that wouldn’t have been there if you would have been on track and keeping up with the systems and processes. So just doing it repeatedly helps with building that system. Everybody knows it’s this day, this time. Our morning huddles are every day from 7.07, you know, last 15 minutes. And everybody knows to be there. And it’s just been great. Now, final two questions for you. If people out there that maybe want to do business with you, they’re hearing about you. Again, it’s very hard to gather objective Google reviews if people don’t like you. It’s very hard to gather video testimonials if people don’t like the work you do. What’s your website and how do people go ahead and get ahold of you if they’re looking to hire you guys for maybe a big project? Yeah, so our website is miralabrothers.net and you can definitely just fill out our get in touch form to reach out to us. And I personally will actually be in touch with you and I have a conversation with you. And for anybody out there that’s contemplating coming to one of our workshops or scheduling a free 13-point assessment, what word of encouragement or what advice would you have for anybody out there? Well, I would say don’t wait any longer, jump in, because if I would have jumped in seven years ago, I’d be in a whole different place today. I guarantee you would be, I’ll say this though, and I’m not prophetic, I’m saying you’re on pace to have a business that’s going to be about five times larger than what it was when I first met you. I say that because the first thing you see is the leads coming in and you start to see new teammates joining your team and you’re building that foundation for success. I totally see you guys going to a great place right now. I wish I would have met you earlier. That’s my only complaint, but that’s Ronnie Morales. Ronnie, I really appreciate y’all giving me the final word. What do you want to say to everybody out there that’s maybe contemplating taking their business to the next level? Like I said, guys, don’t wait any longer. Reach out to play in the team, do your assessment and be a diligent doer. Amen to that. Ronnie Morales, take care, sir. Have a great day. Thank you. Bye. The number of new customers that we’ve had is up 411% over last year. We are Jared and Jennifer Johnson. We own Platinum Pest and Lawn and are located in Owasso, Oklahoma and we have been working with Thrive for business coaching for almost a year now. Yeah, so what we want to do is we want to share some wins with you guys that we’ve had by working with Thrive. First of all, we’re on the top page of Google now, okay. I just want to let you know what type of accomplishment this is. Our competition, Orkin, Terminex, they’re both $1.3 billion companies. They both have 2,000 to 3,000 pages of content attached to their website. So to basically go from virtually nonexistent on Google to up on the top page is really saying something. But it’s come by being diligent to the systems that Thrive has, by being consistent and diligent on doing podcasts and staying on top of those podcasts to really help with getting up on what they’re listing and ranking there with Google. And also we’ve been trying to get Google reviews, you know, asking our customers for reviews, and now we’re the highest rated and most reviewed Pest and Lawn company in the Tulsa area. And that’s really helped with our conversion rate. And the number of new customers that we’ve had is up 411% over last year. Wait, say that again. How much are we up? 411%. So 411% we’re up with our new customers. Amazing. Right. So not only do we have more customers calling in, we’re able to close those deals at a much higher rate than we were before. Right now our closing rate is about 85% and that’s largely due to, first of all, like our Google reviews that we’ve gotten, people really see that our customers are happy, but also we have a script that we follow. And so when customers call in, they get all the information that they need. That script has been refined time and time again. It wasn’t a one and done deal. It was a system that we followed with Thrive in the refining process, and that has obviously, the 411% shows that that system works. Yeah, so here’s a big one for you. So last week alone, our booking percentage was 91%. We actually booked more deals and more new customers last year than we did the first five months, or I’m sorry, we booked more deals last week than we did the first five months of last year from before we worked with Thrive. So again, we booked more deals last week than the first five months of last year. And it’s incredible, but the reason why we have that success is by implementing the systems that Thrive has taught us and helped us out with. Some of those systems that we’ve implemented are group interviews. That way we’ve really been able to come up with a really great team. We’ve created and implemented checklists. Everything gets done and it gets done right. It creates accountability. We’re able to make sure that everything gets done properly, both out in the field and also in our office. And also doing the podcast, like Jared had mentioned, that has really, really contributed to our success. But that, like I said, the diligence and consistency in doing those in that system has really, really been a big blessing in our lives. And also, it’s really shown that we’ve gotten a success from following those systems. So before working with Thrive, we were basically stuck. Really no new growth with our business. And we were in a rut, and we didn’t know. The last three years, our customer base had pretty much stayed the same. We weren’t shrinking, but we weren’t really growing either. Yeah, and so we didn’t really know where to go, what to do, how to get out of this rut that we’re in. But Thrive helped us with that. They implemented those systems, they taught us those systems, they taught us the knowledge that we needed in order to succeed. Now it’s been a grind, absolutely it’s been a grind this last year. But we’re getting those fruits from that hard work and the diligent effort that we’re able to put into it. So again, we were in a rut, Thrive helped us get out of that rut. And if you’re thinking about working with Thrive, quit thinking about it and just do it. Do the action and you’ll get the results. It will take hard work and discipline but that’s what it’s going to take in order to really succeed. So we just want to give a big shout out to Thrive, a big thank you out there to Thrive. We wouldn’t be where we’re at now without their help. Hi, I’m Dr. Mark Moore. I’m a pediatrician. Through our new digital marketing plan we have seen a marked increase in the number of new patients that we’re seeing every month, year over year. One month, for example, we went from 110 new patients the previous year to over 180 new patients in the same month. And overall, our average is running about 40 to 42% increase month over month, year over year. The group of people required to implement our new digital marketing plan is immense, starting with a business coach, videographers, photographers, web designers. Back when I graduated dental school in 1985, nobody advertised. The only marketing that was ethically allowed in everybody’s eyes was mouth-to-mouth marketing. By choosing to use the services, you’re choosing to use a proof-and-turn-key marketing and coaching system that will grow your practice and get you the results that you are looking for. I went to the University of Oklahoma College of Dentistry, graduated in 1983, and then I did my pediatric dental residency at Baylor College of Dentistry from 1983 to 1985. Hello, my name is Charles Colaw with Colaw Fitness. Today I want to tell you a little bit about Clay Clark and how I know Clay Clark. Clay Clark has been my business coach since 2017. He’s helped us grow from two locations to now six locations. We’re planning to do seven locations in seven years and then franchise. Clay has done a great job of helping us navigate anything that has to do with running the business, building the systems, the checklists, the workflows, the audits, how to navigate lease agreements, how to buy property, how to work with brokers and builders. This guy is just amazing. This kind of guy has worked in every single industry. He’s written books with Lee Crockrell, head of Disney, with the 40,000 cast members. He’s friends with Mike Lindell. He does Reawaken America tours where he does these tours all across the country where 10,000 or more people show up to some of these tours. On the day-to-day, he does anywhere from about 160 companies. He’s at the top. He has a team of business coaches, videographers, and graphic designers, and web developers. They run 160 companies every single week. So think of this guy with a team of business coaches running 160 companies. So in the weekly, he’s running 160 companies. Every six to eight weeks, he’s doing reawaken America tours. Every six to eight weeks, he’s also doing business conferences where 200 people show up and he teaches people a 13 step proven system that he’s done and worked with billionaires helping them grow their companies. I’ve seen guys from start-ups go from start-up to being multi-millionaires, teaching people how to get time freedom and financial freedom through the system. Critical thinking, document creation, making it, putting it into, organizing everything in their head to building it into a franchisable, scalable business. Like one of his businesses has like 500 franchises. That’s just one of the companies or brands that he works with. So, amazing guy. Elon Musk, kind of like smart guy. He kind of comes off sometimes as socially awkward, but he’s so brilliant and he’s taught me so much. When I say that, Clay is like, he doesn’t care what people think when you’re talking to him. He cares about where you’re going in your life and where he can get you to go. And that’s what I like him most about him. He’s like a good coach. A coach isn’t just making you feel good all the time. A coach is actually helping you get to the best of you. Clay has been an amazing business coach. Through the course of that we became friends. My most impressive thing was when I was shadowing him one time. We went into a business deal and I got to shadow and listen to it. When we walked out I knew that he could make millions on the deal and they were super excited about working with him And he told me he’s like I’m not gonna touch it I’m gonna turn it down because he knew it was gonna harm the common good of people in the long run and the guys integrity Just really wowed me brought tears to my eyes to see that this guy has he doesn’t his highest desire was to do what’s right and Anyways, just just just an amazing man. So anyways, impacted me a lot. He’s helped navigate anytime I’ve gotten nervous or worried about how to run the company or, you know, navigating competition and economy. That’s like I remember, we got closed down for three months, he helped us navigate on how to stay open, how to how to get back open how to just survive through all the COVID shutdowns, lockdowns. I’m Rachel with Tip Top K9. And we just want to give a huge thank you to Clay and Vanessa Clark. Hey guys, I’m Ryan with Tip Top K9. Just want to say a big thank you to Thrive 15. Thank you to Make Your Life Epic. We love you guys, we appreciate you and really just appreciate how far you’ve taken us. This is our old house. This is where we used to live. This is our old team and by team I mean it’s me and another guy. This is our new house with our new neighborhood. This is our new van with our new marketing and this is our new team. We went from 4 to 14 and I took this beautiful photo. We worked with several different business coaches in the past and they were all about helping Ryan sell better and just teaching sales which is awesome but Ryan is a really great salesman so we didn’t need that. We needed somebody to help us get everything that was in his head out into systems, into manuals and scripts and actually build a team. So now that we have systems in place, we’ve gone from one to ten locations in only a year. In October 2016, we grossed 13 grand for the whole month. Right now it’s 2018, the month of October. It’s only the 22nd. We’ve already grossed a little over 50 grand for the whole month and we still have time to go. We’re just thankful for you, thankful for Thrive and your mentorship and we’re really thankful that you guys have helped us to grow a business that we run now instead of the business running us. Just thank you, thank you, thank you, times a thousand. The Thrive Time Show, two-day interactive business workshops are the highest and most reviewed business workshops on the planet. You can learn the proven 13-point business system that Dr. Zellner and I have used over and over to start and grow successful companies. We get into the specifics, the specific steps on what you need to do to optimize your website. We’re going to teach you how to fix your conversion rate. We’re going to teach you how to do a social media marketing campaign that works. How do you raise capital? How do you get a small business loan? We teach you everything you need to know here during a two-day, 15-hour workshop. It’s all here for you. You work every day in your business, but for two days you can escape and work on your business and build these proven systems So now you can have a successful company that will produce both the time freedom and the financial freedom that you deserve You’re gonna leave energized motivated, but you’re also gonna leave empowered The reason why I built these workshops is because as an entrepreneur I always wish that I had this and because there wasn’t anything like this I would go to these motivational seminars no money down, real estate, Ponzi scheme, get motivated seminars, and they would never teach me anything. It was like you went there and you paid for the big chocolate Easter bunny, but inside of it, it was a hollow nothingness. And I wanted the knowledge, and they’re like, oh, but we’ll teach you the knowledge after our next workshop. And the great thing is we have nothing to upsell. At every workshop, we teach you what you need to know. There’s no one in the back of the room trying to sell you some next big get rich quick, walk on hot coals product. It’s literally, we teach you the brass tacks, the specific stuff that you need to know to learn how to start and grow a business. I encourage you to not believe what I’m saying, but I want you to Google the Z66 auto auction. I want you to Google elephant in the room. Look at Robert Zellner and Associates. and associates. Look them up and say, are they successful because they’re geniuses or are they successful because they have a proven system? When you do that research, you will discover that the same systems that we use in our own business can be used in your business. Come to Tulsa, book a ticket, and I guarantee you it’s going to be the best business workshop ever. We wouldn’t give you your money back if you don’t love it. We’ve built this facility for you and we’re excited to see it. See ya. Hey, I’m Ryan Wimpy with Tip Top K9, and I’m the founder. I’m Rachel Wimpy, and I am a co-founder. So we’ve been running Tip Top for about the last 14 years, franchising for the last three, four years. So someone that’d be a good fit for Tip Top loves dogs, they’re high energy, they wanna be able to own their own job, but they don’t wanna worry about, you know, that high failure rate. They wanna do that like bowling with bumper lanes. So you give us a call, reach out to us, we’ll call you, and then we’ll send you an FDD, look over that, read it, fall asleep to it, it’s very boring, and then we’ll book a discovery day, and you come and you can spend a day or two with us, make sure that you actually like it, make sure your training dogs is something that you want to do. So an FDD is a franchise disclosure document. It’s a federally regulated document that goes into all the nitty-gritty details of what the franchise agreement entails. So who would be a good fit to buy a Tip Top K9? Would be somebody who loves dogs, who wants to work with dogs all day as their profession. You’ll make a lot of money, you’ll have a lot of fun, it’s very rewarding. And who would not be a good fit is a cat person. So the upfront cost for Tip Top is $43,000. And a lot of people say they’re generating doctor money, but on our disclosure, the numbers are anywhere from over a million dollars a year in dog training, what our Oklahoma City location did last year, to 25, 35 grand a month. To train and get trained by us for Tip Top K9, to run your own Tip Top K9, you would be with us for six weeks here in Tulsa, Oklahoma. So we’ve been married for seven years. Eight years. Eight years. So if you’re watching this video, you’re like, hey, maybe I want to be a dog trainer. Hey, that one sounds super amazing. Go to our website, tiptoptraining.com, click on the yellow franchising tab, fill out the form, and Rachel and I will give you a call. Our Oklahoma City location last year, they did over a million dollars. He’s been running that shop for three years before he was a youth pastor with zero sales experience, zero dog training experience before he ever met with us. So just call us, come spend a day with us, spend a couple days with us, make sure you like training dogs, and own your own business. Well, the biggest reason to buy a Tip Top K9 is so you own your own job and you own your own future, and you don’t hate your life. You get an enjoyable job that brings a lot of income, but is really rewarding. My name is Seth Flint, and I had originally heard about Tip Top K9 through my old pastors who I worked for. They trained their great Pyrenees with Ryan and Tip Top K9. They did a phenomenal job and became really good friends with Ryan and Rachel. I was working at a local church and it was a great experience. I ended up leaving there and working with Ryan and Tip Top K9. The biggest thing that I really really enjoy about being self-employed is that I can create my own schedule. I have the ability to spend more time with my family, my wife, and my daughter. So my very favorite thing about training dogs with Tip Top K9 is that I get to work with the people. Obviously, I love working with dogs, but it’s just so rewarding to be able to train a dog that had serious issues, whether it’s behavioral or whatever, and seeing a transformation, taking that dog home, and mom and dad are literally in tears because of how happy they are with the training. If somebody is interested, I’d say don’t hesitate. Make sure you like dogs, make sure that you enjoy working with people, because we’re not just dog trainers, we are customer service people that help dogs. And so, definitely, definitely don’t hesitate. Just come in and ask questions. Ask all the questions you have. don’t hesitate just just come in and ask questions. Ask all the questions you have.