Business Podcasts | How to Manage A Team of Employees On the Planet EARTH | Why Owning a Business Is Like Having a Football Huddle Where the Other Team Is Your Huddle

Audio Transcription

And be your dear, our friend, And save our people Hey, what are you doing? I’m just cleaning the bathroom. Looks good. Let’s go watch. Alright. Get ready to enter the Thrive Time Show. We started from the bottom, now we’re here. We started from the bottom and we’ll show you how to get here. We started from the bottom, now we’re here. We started from the bottom, now we’re here. We started from the bottom, now we’re on the top. Teaching you the systems to get what we got. Cullen Dixon’s on the hooks, I’ve written the books. He’s bringing some wisdom and the good looks. As the father of five, that’s where I’mma dive. So if you see my wife and kids, please tell them hi. It’s C and Z up on your radio. And now 3, 2, 1, here we go. We started from the bottom, now we’re here. Started from the bottom, now that’s where you gotta get. Yeah. One of the biggest things we picked up when we picked up the Thrive 15 team was an entire team. You want an SEO guy that knows things about search engine optimization? Got it. You got a website guy that’s built big websites like Garth Brooks’ website? Awesome, we have it. He’s coming in. If I had to pay for that on my own, outside of Thrive 15, there’s just no way. For us, one of our most immediate needs when I got connected with Clay was technology. We had a website, but I had a website in Tulsa, our other partner had a website in Colorado. They did everything from doing a drone video where they flew over all of our markets with a drone, they integrated that into our site, they built every single thing that I think of they do. We do a podcast. If I was going to produce my own podcast, there’s no, I mean that alone, just that alone would be what I pay for it, just for that. But then if you add the fact that I’ve got, if I need a business card design, if I need a website build, if I need this if I need that. I know what I would pay for that if I had to go a la carte. I feel guilty sometimes like I don’t I don’t probably write a big enough check for the value that I get. I think there’s a lot of entrepreneurs that have ideas what they want to do with their business and how they want to grow and what market they want to be in and how they can increase production and do all this but it’s not about having 4,000 ideas it’s about having 12 and executing them 4,000 times. That’s the trick, in my opinion, and that’s where Thrive’s value comes in. I feel like I have my own staff, my own, I don’t know, 20 person team, that when I need something I just go to them and it happens. Yes, yes, yes, and yes, Thrive Nation, it is an incredible day today because it is a day that the Lord has made and we should rejoice and be glad in it. Also, it is a day where if you own a business that you’re going to have somebody on your team screwing you. Oh yes! Now, Jordan, did you ever play football? I did not, no. Are you aware of football? The American tackle football? Is that a thing that you’re aware of? How that goes? What it is? Yes. What about you, Devin? Are you aware of the game? Yes, I am. Okay, so the way it is running, this is how you run a business, okay? You do it in football, the quarterback, you know, organizes the huddle. After every play, he calls the play and he says, you know, okay, we’re going to do this play. He calls out the play, he says, okay guys, we’re going to do the play. There’s 11 people. He gathers around, okay, I’m going to hike the ball, we’re doing this, everybody on the same page, okay, hike, let’s go, or up we go, break, break. They all walk up to the lines and then the quarterback yells a bunch of crazy stuff, hut, hut, hut, hut, you know, all this stuff. Then he hikes the ball and then you’re supposed to run the play. In a business, though, it’s like this. You go, alright guys, let’s huddle up. Huddle up. Okay, good deal. Why the hell is the guy on the other team in our huddle right now? And like at least a third of the people in your huddle are on the other team. And you’re going, get out of here! Go back to your team! Because 75% of employees in the workplace admit to stealing from their employer according to the US Chamber of Commerce and 85% of employees admit to lying on their resumes. Could you imagine what it would be like to have a football team where 75% of your huddle was the other team? You know, you go, alright guys, we’re going to run the play here. What the? Why are you here? You’re on the wrong side of the ball, man. Get out of here. My bad, I was just trying to steal your place. You know what I mean? That’s what it’s like. So, Jordan, there’s a Napoleon Hill quote that I’d like for you to read. I like this quote. I think it’s a great quote. Sorry, passing it by here. Confined area. Got it. Okay. And then we’re going to do it on part two of today’s show. I’m going to share with you a success story of a client that’s actually implementing the proven success systems. Okay? So read the notable quotable from Napoleon Hill, the best-selling author of Think and Grow Rich. It says, cherish your visions and your dreams as they are the children of your soul, the blueprints of your ultimate achievements. And if you go to Thrivetimeshow.com forward slash millionaire, Thrivetimeshow.com forward slash millionaire, you can download the book for free, my newest book, and you’re going to see countless success stories in the book, A Millionaire’s Guide How to Become Sustainably Rich. And you’re going to see people that grow their business year after year, day after day, but it’s because they understand that they’re going to hike the ball, call the play, and they’re going to have certain people on their team that are not a good fit. And they’re going to have to replace those people. And so if you’re running a business today and you reach out for help to grow your company, if you come to one of our workshops and you want to learn about marketing and branding and accounting and legal and sales and all these wonderful systems, but you’re not willing to fire people that are not willing to do what is required. To replace those people with people that are willing to do what’s required, it’s not going to work because if nobody does the job, it’s not going to happen. Nothing works unless your people will work. We’ve got eight steps we’re going to walk you through today on how to prune the tree, replace the morons on your team with hardworking, diligent people. So, Devin, read the first pro tip on how to optimize your business team today. All right. Create a list of all of your employees. Would it be shocking to you, Jordan, that said list exists in my life? No. No. No, just be real. Just be real. Be real. Okay, we’re going to think about some of the companies. There are people on this list, some of which are phenomenal. They do a great job, no issues, no drama. It’s great. It’s phenomenal. There are certain people, though, that do a horrible job. I’m going to give you an example. Devin, do you remember the young lady who used to work and sweat all the time? Yes. Remember this? She was always furiously sweating. Do you remember this? She was always hustling but not doing anything. She would do things like, hey, is there anything you need me to do? And I’m going, yeah, yeah, yeah, your job is to sell tickets. So I’m going to need you to sell tickets. Okay, yeah, yeah, yeah, but what else can I do to help? And all of a sudden she’s like feverishly sweeping. You remember this? And then she’s like sweating. Or like she would say, hey, I want to come to a conference. What can I do for you? And I’m like, well, the primary function is we need to sign people in when they, because you’ve got to register people when they get in through the big line of thousands of people who want to come to a conference. We have to get them all in the door and get them registered. And then we need to sell T-shirts, hats, and books to people that want them. And she would say things like, yeah, I just don’t really want to do sales though. What kind of strategic stuff do you need help with? And I’m going, I don’t need any strategic help. I just need you and the eight other people in the booth to sell shirts. And she would be like sweating profusely and moving boxes, remember this? Yeah. You remember this? Oh yeah, I do. What the, remember that? She was moving boxes everywhere constantly. Do you, Jordan, do you remember this? I do, I remember that. We’re at one of our events and the boxes were moving everywhere. Things were being reorganized. She’s got a Sharpie writing stuff on every box. I, and she just kept, she kept coming up to me going, I just don’t understand why I’m not making any money. I’m like, because your core task is to sell shirts, and that’s not what you’re doing. So OK, step number two. Label all employees as either A, B, or C players. Talk to your coach if you get stuck. OK, I’m going to take notes here. I’m going to make sure I’m on the same page with you. So I’m taking notes as well. So step one, and this is from my book, this is, what page are we on here? Page 141. Okay, so step one is what? Create a list of all of your employees. Create a list of all of your employees. Okay, step number two. Label all employees as either A, B, or C players. Oh, label all employees as either A, B, or C players. Now, Jordan, an A player, they get to work early and they stay until the job is done. People you know, what percentage of employees do you think that is? Whether working here, Jordan, or other businesses, what percentage of people get to work early and stay until the job’s done? 10%. Now the sweaty person, you know the sweaty person used to always get here early and then would stay late and still not get anything done? Yeah. There’s a strategy people have to that kind of crap. But Devin, what do you think? What percentage of people get to work early and stay until it’s done? I say it’s very rare. I’d say 10 to 15%. Now, beat players, they get there about a minute late, they leave about three minutes early and they never quite get it done. It’s like you hike the ball, they run, they get all the way to the one yard line and they fall down and they just didn’t quite have what it took to get in the end zone. And they got all the way down. They were right there and they just didn’t quite get in the end zone. The A player gets in the end zone. The B player says, and the B player wasn’t even tackled, they just fell down because they themselves were exhausted all the effort they had. They’re self-destructive. It is. I’m serious. Yeah. Now, a C player, they’re there late, they leave early, and they never get anything done. That’s about 10% of the workforce. So you’ve got A players are about 10%, B players are 70, 80%. The C players, whoo, glory. There’s too many C players, but there is about 10%. Okay, step three, what’s that? Block out time to train up your team members on a weekly basis. Blockout time to train up your team members, team members, on a weekly basis. Now we have a training every single Tuesday morning. Andrew plays the calls, the calls are recorded in the call center. We play the calls, we coach on the calls, we watch the search engine content, we edit the content. Andrew coaches people on how to write the best search engine content. He reads the content. He teaches people how to make it better. We listen to the recorded calls. We teach people how to make it better every single week. Jordan, why is it every single week? Because it has to be consistent. And as you get new people, you have to train new people. You know, the Bible 365 times, it tells us, 365 times, it tells us not to give in to the spirit of fear 365 times. Well, in the book of Revelation, it says many times, it says, let them who have ears to hear, hear. And it’s over and over and over. God is very repetitive. You’re going to hear the same concepts over and over. Successful companies are very repetitive. I mean, Chick-fil-A, Devon, what’s the core product they sell at Chick-fil-A? Chicken. Unbelievable! What? Right? And it’s consistent. Now they always are trying to make it better and faster, improve the quality, make it better, make the service faster, but they are consistent. And if you’re not consistent, your business will not do well. Step number four. What’s that there, Devon? Work with your coach to develop job descriptions for all of the positions within your business. Now I’m not super, super dogmatic about the idea that one must have a ton of job titles, but what we’re trying to do is give people clarity about what they should be doing. So today, Jordan, when I didn’t grab you to bring you on the show today, what were you doing? I was calling people and selling tickets. Because that’s what you’re doing today, right? That’s what my job is. But then tomorrow, what are you doing? I am coaching clients tomorrow. Right, and I’m trying to make it where it’s clear you know what to do and everyone has lanes and you stick in those lanes and it’s great. But there are businesses out there where nobody knows what they’re doing. So as an example, recently I was talking to a business owner on the East Coast, and they’d hired a person whose job was to do online marketing. Now, this person, their core tasks involve photography, videography, social media posts. And Jordan, would it be shocking to you when the owner found out recently that this person was doing nothing? No. Yeah. It’s a business. The person’s job is, hey, do video, do marketing, do online marketing, social media, get after it. The person goes, oh, yeah. And so the person recently, they had caught them fudging on their paycheck about the number of video reviews and Google reviews they’d gathered from clients. And I said, hey, look into the other things that that person claims they’re doing. And it turns out they hadn’t done anything. There wasn’t a single piece of social media content posted for a long period of time. And today, Andrew was doing payroll today. Would it be shocking to you that he caught today in one of our companies over $1,500 of lies on one person’s checks? One person turned in $1,500 of fraudulent activities, whether it be Google reviews, whether it be commissions, they just made stuff up. Is that shocking to you there, Devyn? It’s not, unfortunately. It’s not shocking because it happens all the time, and that’s why you have to have the right people to catch that stuff. And it’s because in business, it’s like a football team where the other team is in your huddle. What am I saying? I’m saying business is like having a football team. It’s like having a football huddle, where the other team is in your huddle every day. Because you have people on the team today that specifically turned in to Andrew. I listened to Andrew do it. Andrew was very strategic. He had the conversation by my door. He’s like, hey, you turned in this many commissions and reviews. Are you aware that I can’t find even… He said it nicer than that, he was like, I think you turned in a hundred somethings and I think I found like five. And the response was, well I, I, I, no, I mean, I guess that makes sense. Like no pushback. Cause he, they’re lying. And he caught them lying and they know they’re lying. It’s um another example. Did you guys ever seen a Billy Madison No You haven’t Okay, there’s a scene in that movie where Chris Farley ever seen this movie No, really, okay He keeps claiming to have done certain things that he hadn’t done and so Adam Sandler keeps going. No you didn’t and he’s like no no I didn’t but you could imagine what it would be like if I did right That Veronica Vaughn is one piece of a I Know from experience dude, you know what I mean? No, you don’t experience you know what i mean now you don’t that personally but a guy him and her got it on a uh… they didn’t uh… you can imagine what it’d be like if they did right uh… he’s like, no, no I can’t. And he’s a guy who just, Chris Farley’s character keeps lying to Adam Sandler about things. There are certain people that have no problem at all lying perpetually to try to make an extra dollar. Which is why owning a business is like having a football huddle where the other team is in your own huddle. It’s crazy. Devin, what’s the next step? Step 5, schedule time in your schedule for your weekly group interviews. Okay, schedule time in your weekly schedule. In your schedule for your weekly group interview. For your weekly group interview. Now again, every week, we had this past week, the last two weeks, I feel like the last two weeks we’ve had about three really good people. There’s a guy today who just started, he was in the army, and his name is like, Ruh, Ruh, Ruh, Reagan? Rogan? Terran. Terran! Ha ha! Terran! And he was great, he was sharp. Boom. Then we had a Dakota, I believe a Dakota, and we had a, a, Lora, Lora, Lily. So we had three good people that stand out in my mind in the last, but we interview hundreds of people every two weeks. It’s like 40 people a week every week. And there’s three people that stand out in my mind. I’m going, you got Taryn, right? You got Taryn, we got Lily, we got Dakota. Three. Jordan, why is it that out of about 80 candidates that showed up for the job interview, only three were not knuckleheads during a certain period of time? Because most people are knuckleheads. I’m just saying. We have a group of this folks. We had hundreds of people apply. So we send them back an email saying we’d love to interview you this Wednesday at 530. The interview starts at 530. Of those 120 people that said I’ll be there for the interview, I am estimating that a quarter won’t even show up. And of the three quarters that show up, I would argue that a quarter of them don’t even mentally show up. And a quarter of those people, they don’t show up on time. And so you end up, I had three out of 80 people I met that were solid in the last two weeks. And I know their names. And I don’t know a lot of names, but I know their names. It’s because it’s so rare. It’s Santa? Unbelievable. Okay, what’s the next step? Step six. Six, every week launch hiring ads, so on Indeed, Craigslist, Monster, to promote the job openings. If you’ve got a restaurant or a physical brick and mortar business, put up a sign that says, we are always growing and hiring. We’re always hiring and growing, because you always are looking for quality people. Now step number seven. Commit to firing, replacing the bottom 10% of your employee roster and then show themselves to be unwilling to improve. Commit to firing and what? Commit to firing and replacing the bottom 10% of your employee roster. Okay, now this is big because this week, I’m sure you’ve never seen this before, Jordan, you’ve never seen this, I’m sure, Devin, you’ve never seen this either, but this is just something I saw today. One of my clients has a person on their team that she probably could have been a model and nothing else. There’s people that are pageant people. Have you met these people? Yeah. And he or she, they have been an actor or a prom queen or something about their physical appearance has allowed them to be treated with respect throughout their life, although they can’t deliver it all. Have you seen these people? Oh yeah. And so I’m working with a client today and we’re listening to their calls and their weekly meeting, and they’re going, hey, our sales are really down this week, really down, they are down. Like, okay, why don’t we pull up the calls and listen, just so we’re aware of this, if you’re out there listening, and you run ads on what’s called Google Guaranteed, if you run a Google Guaranteed ad, the phone calls are automatically recorded by Google, so you as a business owner can contest whether the leads are real or not, therefore you only are paying for real leads. Does that make sense to you? Yes. So the phone number, it rings, and if your business answers the phone, the calls are recorded by Google for a quote unquote quality assurance. OK, true story. So I’m going to I’m going to role play the situation. OK, I’m going to change the kind of business that’s involved in here real quick here. But I just Jordan, it’s going to be awesome. OK, really? OK, so you’re calling me. I’m going to answer the phone. Yeah, I want you to see what actually happened on this phone call. Ready? So I’m answering the phone. You’re calling me. OK, and I’m going to answer the phone. I’m going to do to you what actually happened. This is a real thing that happened. One of my clients, their call center manager did this to virtually every phone call that came in. You ready? What am I calling you about? We’ll switch the scenario. We’ll say that I’m an automotive repair shop. But I’m going to role play what happened in my businesses that this client I work with. Now, let me get my music going, because this is big. This is real. This is a real thing that happened. I want to make it up. I wish it wasn’t true, but it is true, and it happened. Let me just get my music going here. You want to get the right… This new employee created what is called a call tree, okay? A call tree, or it’s like where you call and you press this to be connected to this person. You press this number to be connected to this person, and they’re excited about it, so they were rolling it out and the employer didn’t know it was happening. Okay? So here we go. Thank you for calling Carl’s Automotive Repair. How can I help you, sir? Yeah, I need to get my car looked at. Press one to be connected to sales. Hello? Press two to be connected to customer service. Press three. Press three to check on the status of your automotive repair. Press 4 to talk to human resources. Press 5 to hear this message again. After hitting your selection, please press pound. What? Thank you for calling Carl’s Automotive Repair Shop. To be connected to sales, press 1. 1. Press one. One. Thank you for calling Carls Automotive Sales. This is the sales department. To be connected to an actual sales representative, press two. To be connected to an actual customer service, team member, press three. To be connected to the main system, press four. I’m trying to press four. I don’t know if it’s working. person on the phone and they are pissed because this employee introduced a call prompt and I found at least, I don’t even know, eight calls where the phone rang and no one picked it up. Then I heard one call, this is the best. Again, they had kind of this lo-fi kind of a thing. They’re pretty excited about their new music, you know. You can tell they’ve been working on it a little bit, okay? And I’m gonna do this, this has happened, and this is crazy, okay? But this actually happened, here we go. And by the way, the only reason that this employee got away with it is because they’re crazy attractive. That’s it. And I know this person, I met him one time at a conference, and I’m like, this person should not have this job. But she, the owner of the business, hired her because she’s like, oh, she’s so nice, and she’s so, but she’s like a social butterfly or whatever she is. But she’s terrible running the call center. So here we go. I’m going to call it again. I’m going to role play what happened. These are calls we listen to. Ready? Thank you for calling Carl’s Automotive Repair. How can I help you? I need to get my car checked out. Absolutely. Your call is very important to us. Your estimated wait time is four minutes. We’ll be back with you in just a moment here. Wait, what? Thank you for calling Carl’s Automotive Repair Shop. Your estimated wait time is three minutes. We’ll be back after the beep. Learn more about the great services we offer, monthly repair, automotive repair, car maintenance, all at carlsautomotiverepair.com. And for three minutes this goes on. Thank you for calling Carl’s Automotive Repair. Your estimated call time will be three minutes. And I’m going, there’s no way! But it is real! It is real! And it is Jackassery. And Jackassery is a cosmic habit force that connects the universe together. It’s what happens! It’s a cosmic habit force that connects the universe together. Jackassery. But, Devin, why did the owner of the business not know that this was happening? Why were they blinded to the jackassery of this employee? Because they weren’t having the time, the weekly blocking time to train, to listen to the calls, and having that weekly follow-up, and he probably didn’t record the calls. And, you’re right, the first two things you said are correct, and, the lady who hired this woman was what? Blinded by a lie. She was blinded by the fact that she liked this person. Yes. And she thought, oh, they’re kind of cute and kind of fun and we hang out. And they’re a pageant person. Yep. But it doesn’t matter at all in business. No. But you see it all the time. This particular person is like a plague of depravity destroying the success. I’m serious. This person probably cost this owner $30,000 of sales this week. Just one person! It’s unbelievable. So, let’s recap the rules here. Jordan, let’s recap the rules. As you do it, I’ve got some incredible sound effects I’m going to try to weave in here. So if you can go ahead and read off, these are the steps in order here. I want to do a recap before we go to step number eight. Read it off and I will get myself fired up there, sir. Go for it. All right, here we go. Step one, create a list of all your employees. I feel like the right sound clip isn’t here, but let me try. Playoffs? Don’t talk about playoffs. That’s the wrong clip. Playoff is kind of a football connection. Have you ever heard this Jim Moran clip before? No, no. His team is losing all the time. And the reporters like, sir, what are your thoughts on me? Playoffs. I just hope we can win a game. The reporter says, what are your chances of making the playoffs this year? And he’s, playoffs? Playoffs? Let’s just do it again. Playoffs? Don’t talk about it. Playoffs? You kidding me? Playoffs? I just hope we can win a game. That’s the real thing. If you’re not implementing these main steps, you’re not going to win. Step two, Jordan, what is it? Step two, label all employees as either A, B, or C players. Playoffs? Right? Talk about playoffs? You kidding me? Playoffs? I just hope we can win a game. If you have a bunch of C players, you’re not going to win. Nope. You’re not going to win. And you’re not going to have any success. And then people are going to go, well, what about other marketing ideas? What about other branding ideas? What else can we do to optimize the business? Nothing works if your people won’t work. Jordan, number three. Step three, block out time to train up your team members on a weekly basis. A lot of pressure. You’ve got to rise above it. You’ve got to harness in the good energy, block out the bad. Harness energy, block bad. Feel the flow, Happy. I feel like a lot of business owners won’t do it. They won’t block out the time and therefore they don’t have time to deal with the proactive training of their team. Therefore, they have to react to the jackassery. Step number four. Work with your coach to develop job descriptions for all of the positions with your business. And if you don’t do that, what’s going to happen is you’re going to be in a weird spot where no one knows what they’re doing and the good people on your team are going to be working in circles. Nothing’s going to get done and you’re not going to win any games. Playoffs? Don’t talk about it. Playoffs? Alright, Jordan. You kidding me? What’s the next one? Playoffs. Step 5. I just hope we can win a game. Schedule time in your weekly schedule for your weekly group interview. What was that? Schedule time in your schedule for your weekly group interview. If you don’t block out time to get it done, what’s going to happen? It’s not going to happen. Beautiful. Okay, next. What do you got? What’s the next one, Aaron? Step 6. Every weekly, every weekly, launch new hiring ads. So every week you’ve got to launch those new hiring ads. Every single week. Every week. And if you don’t do it, you’re not going to have success. Step seven. We’ve got two more folks. Step seven. Step seven. Commit to firing, replacing the bottom 10% of your employee. Holy cow! You’ve got to replace the bad employees. I think a lot of times people won’t do that. They think, oh no, I don’t want to do that. I can change them. Right. Ms. Justin, if you don’t fire the bad employees, your customers will fire you. That’s just how it is. It’s just the reality of it. Okay. Step number seven. Yes. That was step number seven. Step number eight. We’ve got one more. One more. One more on your list. Step number eight. Here we go. Fill in the blank. Let team members know that you’re focused on the growth of the company and their personal growth. Then begin kicking, hugging, documenting, and pruning as needed. Read it again, please. Yes, let team members know that you’re focused on the growth of the company and their personal growth. Then begin kicking, hugging, documenting, and pruning as needed. If you do not do this, you will not have massive success. So on part two of today’s show, we’re going to walk you through the success story of a company that’s having unbelievable success. It’s Highwayman signs. They’ve doubled their profitability this year. They’ve doubled their profits this year. The business is absolutely growing. They’re on pace to potentially maybe even triple the size of their company this year, but their profits are already up double of last year. And it’s August. So eight months into the year, they’ve already doubled the size of their profitability. So they have a chance right now, they’ve got four more months left this year, they might just triple the size of their company, triple their profits this year. But again, owning a business is like having a football team where the other team is in your huddle. So you’ve got to figure out who needs to get off the field, who needs to get out of your huddle. That’s how you grow a successful company. If you want to attend one of our in-person Thrive Time Show workshops to learn how to grow a successful company. Just go to Thrivetimeshow.com and click on the testimonials button. You can see countless success stories, thousands of them actually. And you can also request tickets by clicking on the conferences button, the conference button at Thrivetimeshow.com. Also ladies and gentlemen, if you want to follow along, you can download the book for free right now. You can download the book for free at Thrivetimeshow.com forward slash millionaire. That’s a millionaire’s guide, how to become sustainably rich. My name is Clay Clark. That’s Devon. That’s Jordan And we’re gonna in this section this in this portion with a boom because boom stands for big overwhelming Optimistic momentum and that’s what it’s gonna require for you to have massive success. So here we go. Three two, what boom? All right, Thrive Nation, you know, we have the honor of working with 160 clients and I can tell you this today’s Guests are probably in that top 10% of clients. I’ve ever had These are people that are super diligent, they’re hardworking, they’re growing a family, they’re growing a business, they’re putting in the work. And again, it’s not about what you learn, it’s about what you do. You know, again, success isn’t about just learning ideas, it’s about implementing those ideas. Cause we all get great ideas from books and talk show hosts and self-help books and seminars, but it’s about implementing those ideas. And that’s what our business coaching program is all about. We’re honored to serve these two guests. They’re having a lot of success. They run a company right here in Oklahoma and it’s called Highwayman Signs. Kenny, welcome on to the Thrive Time Show. How are you, sir? Hey, doing great, Clay. Thanks for having us. And Danielle, how are you doing? I’m doing great. Now, Danielle, in the line of work that I do, I’ve been coaching clients since 2005. And just like you guys, when you install a sign, you define success by is the customer happy with the sign. With what I do, I define success as is the customer growing. Since we’ve worked with you, do you know, have you guys doubled the size of the company? Have you grown by 25%? Or how much have you grown total from the time we first met until now? Do you know as far as a rough percentage? I would say about 50%. Yeah, probably easily. Easily, 50%. Of course, each week it fluctuates a little bit, but I would say it’s a pretty steady 50% since we’ve started working with you. I know our staff has doubled. Yeah, we’ve doubled our staff. Our profits just for this year alone are up over 100%. So, it’s been very fruitful. Now, Kenny, I every month, I pay an accountant and I pay an attorney. And I’ve had all the same people for over a decade. And it really helps me knowing I’m paying a flat fee, let’s say $3,000 a month to an attorney or 4,000 a month to an accountant. And I have kind of a set flat fee. And that really helps me, A, having people on my team for over 10 years, but also it helps me on the budget perspective. A final question I have for you, Kenny, is for people out there that are thinking about spending $1,700 a month for a coach or paying $250 to get a ticket to a workshop, how would you describe the value that someone would receive? What would be your thoughts on that monthly cost? Well, it’s been a huge value. I’ll be honest with you. I look at everything like that, that’s a monthly fee, and the services that you provide, and I break it down to an hourly rate, right? I’m a business owner, I’m thinking, okay, I’m hiring a company, but it’s just like hiring an employee, right? And so I break it down by hourly rate, and it’s less, I mean, it’s like minimum wage is what you’re charging, and you’re offering so much. I’ve paid thousands of dollars to have websites built that aren’t even a fraction of what we have now. Um, and it didn’t come with the coaching that you provide and, uh, just the advice that you give us and not only that, you’re, you know, you’re pushing us every week to make sure that, uh, we’re hitting our goals and that we’re, we’re constantly driving things forward. And that’s, that’s what we need. You know, it’s like, uh, you’re, you’re like a personal trainer. If you go to the gym, sure, you can pick up some weights here and you can jump on this machine and you can run on the treadmill for a little bit. But having somebody there giving you advice, saying, hey, it’s, you know, where do you want to go? And, you know, who, you know, who do you, who you want to be in six months, a year, 10 years, and, and, and actually kind of building that personal track for us so we can hit those goals. And it’s been very, very, very helpful. And it’s a huge, it’s a huge value. I’ll be honest with you. As far as the hiring process, so many people say it’s impossible to find good people. And we’ve taught you the hiring process and you guys are implementing the group interview and you’re continuing to bring on better and better talent. For anybody out there that doesn’t know about the group interview or maybe how that’s helped your company, tell everybody about the hiring process there, Danielle. Yeah, I actually, I love it at first. I felt really abrasive towards it just because it was something new and different. And I definitely put you on the spot as a business owner and somebody who is looking for a good candidate. But at the same time, you’re really, you’re saving yourself so much time. If there’s anything that I can speak to as far as hiring new people and being a business owner, it’s that you can’t get your time back. So it’s very important to us to continue to do these group interviews. So I set up weekly group interviews. I invite anybody and everybody who applies. The last thing that I want to do is not encourage somebody to come for whatever reason. I give everybody an opportunity. And then during that group interview, I kind of just really get to know each person that’s there, both professionally and then personally, to make sure that they’re a good fit for the company. And then even further, to really make sure that they’re a good fit for the company, we then shadow. So we invite people to come back for about an hour or two and shadow with us. And if they are a good candidate and they like the position as well, then we bring them on board. Now, Kenny, people ask me all the time as a business consultant, they say, what’s the most important part of growing my company? I said, well, it’s hiring, it’s marketing, it’s sales, it’s accounting, it’s legal, it’s management, it’s online ads, online reputation. I mean, it’s all of that. It’s not just one thing. Marketing, let’s talk about marketing for a second. When your website there is really looking sharp and it’s never done. I mean, we’re always updating it. You guys are always supplying new before and after photos of projects, new customer testimonials. Can you talk about the process of working with you guys over the last couple of years on, on developing the website? Yeah, absolutely. Um, your team’s been instrumental in that, you know, we we’ve had for years, I tried to get, uh, just third party people to build us a website and you get a landing page or something like that, that kind of looked like what you wanted, but your team has always been above and beyond and have always gone, taken my idea and made it better. And so obviously we have a gallery now that we have hundreds of photos on that customers can go look at and actually see, and that’s given them ideas as well, because sometimes with our line of business being signed, it’s cast such a white net that people sometimes don’t know what we offer. And so it’s been great to say, hey, go to our website and check out our gallery, check out our services and see if there’s anything there that catches your eye. And so like channel lettering or vehicle rafts or anything, and people have looked on there and be, oh, my goodness, I love this sign. Can you make something like that for us? And that’s been huge, just having that page and having such a professional job that people go on there and they’re like, wow, this place is the real deal. Now I have a, this is not a backhanded compliment, but I’m gonna go to Kenny on this one here. You know, you have people I find in business that have a really awesome website, great print pieces, but their service is terrible. The product is terrible. Or I find people that have great product and great service, but their online reputation doesn’t communicate the level of quality that they provide. I think you guys were guilty of the latter, where you guys had great products, great service, but we just didn’t have a whole lot of testimonials, didn’t have a whole lot of reviews. How has the online reputation management impacted your sales, Kenny? Well, it’s huge. You know, we’re getting a lot more out of town interest now. We’re getting a lot of national signed companies that are looking for local installers. And the first thing that they do is they’re going to Google, they’re checking out who’s the best around, who’s the best in this area. And so the reviews and getting our Google reviews and our video testimonials out there for other people to see has been like, okay, I can trust this company because I’ve seen their products, they look great, their website looks great. Now I’ve looked on there, their customers are saying great things about them. And so that encourages people to call, make a phone call, send an email and reach out to us. And then our staff gets right on board where we answer every phone call, every email and try to take care of every person we can. I think I got that right, but I think you guys have said you’ve doubled the profits. Is that accurate? Yes, this year is double the profits. You guys are a couple and working together I’d say maybe 10% of our clients, maybe 15 or 16 of our clients are a husband and wife team. Probably the other clients, 90% of our clients, it’s where the woman owns her own business or the guy owns his own business. You two work together and one of the things you have to do as you get more sales is you have to manage people. I’d like to get your thoughts, Kenny, on just the management processes because I really do believe this is the most challenging aspect of growing a business is managing people on the planet because you have some great people, but we all know this. There are certain people on the planet that will not do what they’re told to do. They just won’t. And so we’ve worked with you guys to implement merit-based pay, and I could be wrong, but I believe now the merit based pay is turning out to be very effective and it’s kind of changing the culture to being very productive. I’d love to get your thoughts on implementing merit based pay and some of the management training that you guys have been receiving. Absolutely. Well, managing people is a lot like parenting. I mean, they’re like children and we’re kind of parents. So but what we’ve been implementing in just the last few weeks and months that we’ve worked on this is, what we’ve done is we’ve actually broke down pretty much all of the tasks to basically like a dollar per hour. And so what we’ve seen, we have a base pay that’s fairly modest to get people on board, but just with the way the landscape has changed over the last few years, you know, you can get paid 16, $17 an hour for flipping burgers, right? And so we’re like, okay, well, I can’t prove that they’re worth that when they come and we hire somebody right off the bat because we’re dealing with a lot of people’s business and their livelihood, and so we need to make sure that we get their products right so that their business can succeed. And so what we’ve done is, like I said, we’ve broken down some of the tasks by dollar per hour. So even though they have a base pay of say $12 an hour, we give them a chance to make upwards of even $20 an hour if they’ll just do the things right and make sure that they’re correct or getting their Google reviews. They’re also making sure the customer’s product is entered in correctly and all of their notes and making sure they don’t miss anything with the customer. All of these things are broken down and I’m like every week I’m telling my employees that you’re showing me what you’re worth by doing this. You know this week it’s like you didn’t do any of these items on your merit list and so you’re only worth $12 an hour this week. Even though I know last week you were doing $20 an hour you know worth of work. And so it’s like show me what you’re worth every week and I’m not having to yell at them, I’m not having to berate them every week like, hey I need you to come in and do your job, even though that’s what you’re paid to do. Our chart is basically making that, our standard is making that pay available to them. All they have to do is hit the standard. Now Danielle, one of the things we try to do for all of our clients is provide the weekly coaching, but then we also behind the scenes do the photography and the video and the web and all that. And we have that weekly meeting to really prevent drifting. So if you could go back and say, okay, for anybody out there that’s maybe thinking about becoming a client or coming to one of our workshops, how would you describe how having a one-on-one business coaching relationship with our team has changed your business? Oh, it has changed it drastically. I mean, when it comes down to it, you think that you know exactly the way that your business should be operating, right? But in fact, you only have your own perspective. Even if you are husband and wife working together, you still only have your own perspective. So having somebody that you can bounce ideas off of and really start to implement new tasks, new projects, new things that we’re trying to do to help our business grow and our people grow. Having that extra person to help you with that has been immeasurable completely. There’s so many things that I have learned throughout the last couple of years here that I would never have had the time or the energy to seek it out, to try and find these things. I feel like I probably would have been butting my head against a wall constantly, so. Well, you guys have been awesome to work with, and I could have referred you now to quite a few people, because people have asked me, they say, where’d you get that Blockbuster sign, man? That’s an awesome Blockbuster sign. And people come to our workshops, we include the workshops with our business coaching, so people come to the workshop and they go, where did you get that massive Blockbuster sign? And I tell them about you guys, or people will ask me, Clay, who’s the sign company that you would recommend? I without reservation. I tell them highwayman signs Kenny tell us for the listeners out there. Most of our listeners are all over the country What markets can you service and what markets can you not service at this point at highwayman signs dot-com, sir? So we are servicing all of Oklahoma. Obviously, we’ve done we’ve done jobs up as far north as Topeka, Kansas, Joplin, Missouri, as far south as Dallas and Arlington, Texas. So we do about a five to six hour circle around Tulsa. But if there’s something that you’re needing done, if you’ve got a branch that’s out of state, we can make all of your signage here in town and get that shipped up to you. And we will find a local installer. We’ll work with the local government office as well and make sure your permitting and everything is legal, all your electrical permits, whatever it needs to make sure that it’s safe and legal to go up. And we’ll do all that for you. You don’t have to worry about any of that stuff. So we can do it anywhere in the country. Well guys, it’s been a blessing working with both of you guys and again folks we try to only work with diligent doers people that are willing to put in the work and you guys put in the work every week you’re growing a business and growing a family I know it’s tough to do and it’s an honor to serve you guys we consider you to be friends again folks it’s highwaymansigns.com if you’re listening right now and you’re in the Dallas area the Oklahoma area the Kansas City area within a four mile radius of Tulsa Oklahoma check out highwaymansigns.com I highly recommend their service. Guys, thank you so much and we’ll talk to you next week. Awesome, thank you. Take care, guys. This is Brent Starks with United Slending from Stewart, Florida. Just to give a shout out to Thrive Time Show and Clay Clark. We’ve been with them for what, three years now. We’ve been working with them to help us with our systems, get our arms around our numbers, get some great systems in place as far as marketing, working with our Dream 100, holding us accountable, and so actually hooking us up with a lot of fine vendors as well that saved us a lot of time and those referrals really helped us out as well. But we’ve seen tremendous success putting those in place, getting our Google reviews, our video testimonials, all of those things coming together as a full marketing plan has really helped us out. So we can’t say thank you enough for Clay Clark, Thrive Time, and Andrew Bloomer, who’s worked with us for three years now. So, wonderful job guys, thank you for all you do. 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. You look at this Inc. magazine right now, it 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 got to 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? It got to the point where I just needed to take the next step and 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 a matter of it was good because I’ve been used to doing construction Like your groups and the construction coaching, whereas your 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. You know, 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 a 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 huddles started every morning. And it’s just 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? No, 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, 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. Just having somebody to tell me, hey, get this, this, and this done and have it done by this day and we move on to the next step. So 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 AM. 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. Cause as a business owner, you wear so many hats, it makes it difficult to get the 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’ve got to get these things done. You know, get the reviews, you know, get the video testimonials. It just makes it to where, you know, 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? 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 we enjoyed each other’s company. You know, 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, but you also take the time to spend with friends and family. And I mean, it’s important, you know, 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 learn 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. I’d love to 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 people, our leads back right away, within hours, a few hours, most of the time. And it’s 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 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 of daily huddles I have 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 get 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. It’s like, you have to do this stuff every week. It’s like a garden. You 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 these 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 down 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 at this time. Our morning huddles are every day from 7-07, you know, last 15 minutes. And it’s, everybody knows to be there. And it’s just been great. Now, final two questions for you. 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, you know, go ahead and get ahold of you if they’re looking to hire you guys for maybe a big project. Yes, our website is moralesbrothers.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’ll 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 to jump in because if I would have jumped in seven years ago, I’d have been 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, you’re on pace to have a business that’s gonna be about five times larger than what it was when I first met you. And 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. That’s Ronnie Morales. Ronnie, I really appreciate you. I’ll give you 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. We have been working with Thrive for business coaching for almost a year now. 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. 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, asking our customers for reviews. And now we’re the highest rated and most reviewed Pest Salon 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%. Okay, so 411% we’re up with 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, 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. 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 checklist everything Gets done and it gets done, right? We 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 is of the diligence and Consistency and doing those and that system has really, really been a big blessing in our lives, and also, you know, 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’re 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. And Clay has done a great job of helping us navigate anything that has to do with like 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 like Lee Crockerill, head of Disney, with the 40,000 cast members. He’s friends with like 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, and 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. So I’ve seen guys from startups go from startup to being multi-millionaires. Teaching people how to get time freedom and financial freedom through the system of critical thinking, document creation, organizing everything in their head to building into a franchisable, scalable business. 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 you and Clay has been an amazing business coach. Through the course of that, we became friends. My most impressed with him is when I was shadowing him one time. We went into a business deal and listened to it. 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. He told me, he’s like, I’m not going to touch it. I’m going to turn it down because he knew it was going to harm the common good of people in the long run. The guy’s integrity just really wowed me. It brought tears to my eyes to see that this guy, his highest desire was to do what’s right. Anyways, just an amazing man. So, he impacted me a lot. He’s helped navigate anytime I got nervous or worried about how to run the company or navigating competition and an economy that’s like, I remember we got closed down for three months. He helped us navigate on how to stay open, 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 a few years ago. This is our old neighborhood. See? It’s nice, right? So this is my old van and our old school marketing. And 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 four 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 10 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, tons of thousands. 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. When we get into the specifics, the specific steps on what you need to do to optimize your website. We’re gonna teach you how to fix your conversion rate. We’re gonna 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 going to leave energized, motivated, but you’re also going to 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. 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. 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, and we’re going to give you your money back if you don’t love it. We built this facility for you, and we’re excited to see it. Hey, I’m Ryan Wimpey with Tip Top Canine, and I’m the founder. I’m Rachel Wimpey, and I am a co-founder. So we’ve been running Tip Top for about the last 14 years, franchising for the last 3-4 years. So someone that would be a good fit for Tip Top loves dogs, they’re high energy, they want to be able to own their own job but they don’t want to worry about, you know, that high failure rate. They want to 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’ll spend a day or two with us, make sure that you actually like it, make sure that you can adopt it to something that you want to do. So an FCD 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 a 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. 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 sounds super amazing. Go to our website, tiptopcanine.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 Brian and Tip Top K9. They did a phenomenal job and became really good friends with Brian 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 Canine. 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 and so definitely definitely don’t hesitate just just come in and ask questions ask all the questions you have