Entrepreneur Podcasts | How to Train & On-Board New Employees + How to Create a Winning Culture (Culture Is What You Allow to Grow ) + “Before Success Comes In Any Man’s Life, He’s Sure to Meet with Much Temporary Failure.” – Hill

Audio Transcription

Some shows don’t need a celebrity narrator to introduce the show. But this show does. In a world filled with endless opportunities, why would two men who have built 13 multi-million dollar businesses altruistically invest five hours per day to teach you the best practice business systems and moves that you can use? Because they believe in you. And they have a lot of time on their hands. They started from the bottom, now they’re here. It’s the Thrive Time Show, starring the former US Small Business Administration’s Entrepreneur of the Year, Clay Clark. And the entrepreneur trapped inside an optometrist’s body, Dr. Robert Zunich. Two men, eight kids, co-created by two different women. Thirteen multi-million dollar businesses. 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 talking about how to train employees, how to train teammates. If you’re out there today and you’re saying, I do not know how to train employees, great news, we do know how to train employees. If you go to Thrivetimeshow.com forward slash millionaire, Thrivetimeshow.com forward slash millionaire, I’m going to walk you through the process of how to onboard new employees. I’m going to walk you through the process of how to do that. It’s a proven system. It’s a scalable system. It’s a system that works. And so you go to thrivetimeshow.com and you can download my newest book there, A Millionaire’s Guide, How to Become Sustainably Rich. And you can follow along at page 210, on page 210. So here are the items you’re going to need. Here’s the process that you need to implement if you’re going to hire new employees. One, this is assuming you’ve already hired them. You need to tell the employee what to do. Step two, you need to show them how to do it. Step three, they need to show you that they can do it. And step four, they need to demonstrate mastery. I’m going to repeat it again. Step one, you got to tell them what to do. Step two, you got to show them what to do. Step three, they have to show you that they can do it. And step four, they have to demonstrate mastery. So let me just give you an example. Yesterday, we sent an employee to the mall. And we have a mall called Woodland Hills Mall in Tulsa, Oklahoma. And we sent the new employee to the mall and I had told them what to do. And what we have done at the mall is we’ve actually purchased a BunkyLife.com cabin, a bolt-on bedroom, a tiny home, if you will, a cottage bunky. We purchased one of these, it’s in the mall. And so if you go to the mall in Tulsa, Oklahoma right now, you will actually see this particular product in the mall. And so this serves as the vendor booth here for a company called Outside Ink Irrigation. And so I told the employee what to do. I said, your job is to go to the mall and to go to that booth. You’re set up in front of the booth there and your job is to give people a demo or a tour of the particular cabin. And then after you give them a tour or a demo, you can give them some marketing materials so people can buy one of these if they wish to. And then after somebody has done a tour, if you can ask them to leave an objective review about the quality of the actual craftsmanship, that’s what you need to do. And every time you gather an objective review based upon the craftsmanship, you actually earn $5. And every time that somebody turns into a lead, you’ll make a commission if somebody buys one. So I told the person what to do, I showed them what to do. They showed me that they could do it. Now they went to the mall. They’re at the mall. They’re at the mall. I call them about an hour into their excursion, their first day on the job, and I said, you’ve been there for an hour. Do you have any reviews? They said, no. I said, did you get any reviews? Nope. I’m like, okay, well, you’re on pace to get a zero and you’re only going to be there for eight hours. Okay. Now the person who did it yesterday got 80 reviews. So I just want to make sure we’re on the same page here. I told you what to do. Yep. OK. I showed you what to do. OK. And then you showed me that you could do it. What’s happening? They go, well, I just, I don’t necessarily like to get to reach out to strangers and get their attention. I said, so when people come down the escalator, you’re not saying, hi, would you like to do a demo of a Bunky Life or a chance to win one or a flat screen TV. You’re not saying that part.” They go, yeah, I haven’t been saying that. I said, okay, well, you’re on pace to get zero reviews. And they said, you’re right, I need to do it. So they would do it. And guess what? They didn’t do it. So you know what I did, folks? I sent by a manager. I sent by a manager. One of our managers sat there all day with this person. And the two of them teamed up to gather many, many reviews and guess what? The new employee was successful. But they needed to have somebody with them for at least three or four hours to help them become good at actually doing it. Because I told them what to do, they knew what to do, I showed them what to do, they showed me and my office they could do it, but when it came to actually doing it, they could not demonstrate mastery. Now good news folks, this morning this employee is now at the job site and they’re doing well. It’s 1041, they’ve been on the job site for 41 minutes and this just in, they are doing a great job, they’re gathering objective reviews, they’re passing out print materials, and they’re doing it. And I want to get into these details with the founder of BunkyLife.com, David Frazier. Welcome on to the Thrived Time Show. How are you, sir? Doing fantastic, thanks for having me, Clay. I want to go through these four steps with you. You know, step one, you hire a new employee. And again, there’s whole shows we’ve done about how to interview people, how to find people, how to post now hiring ads, et cetera. But now you have a new employee. Step one, why do you have to tell somebody what to do? Or why does a competent trainer have to tell somebody what to do? Why can’t you just throw a manual, a physical manual at people? I just, people don’t learn that way. People don’t read manuals. You can’t just email the new employee a PDF. No. And this right there, this right, I’m telling you, this right here is game changing. I had a lady I worked with in the staffing industry for years. And every time that she would hire a new employee, David, she would give this, the new employee, a video training series, like the 35 steps you need to know to become successful. And she discovered that nobody was ever watching the training videos. Why? David, why? Why won’t people just passively learn on their own? I’m not really sure. I don’t know. But it’s real. They don’t, right? So now the second step is you have to show them. So at BunkyLife.com, I mean you guys have some beautifully branded, beautifully designed, you know, particular products that you’ve made that, but you have to have prototypes, you have to have blueprints. But at the end of the day, I mean, you have a pretty nice showroom there, you know, a collection, a kind of a bunky village. Why do you have to show the new employee what a finished product looks like? Why can’t you just give them a blueprint? Because they don’t get it. Actually, even people that have worked with us for a long time don’t get it until you get your hands on it. Physically make them move the boards. They’re like, oh, now I get how this thing is built. People that have been following us for 2 or 3 years, we have a little demo, Bunky, now that they actually physically put their hands on it, physically build. And they’re like, oh, I get it now. It’s like 2 years. So the more you can incorporate tangible conversations and actual touching things. And like, just people don’t learn by reading it. Just, I think you observe like 5% of what you read. Yeah. I’m in the abysmal like that. This is, I’m just, again, folks, this isn’t like a deep theoretical show. I mean, this is how to train people. And I don’t know if people know this, but you know, Dr. Robert Zellner and I, between the two of us, we’ve built several multimillion dollar companies and people want to get into the mechanics. They want to look up brands we’ve built like elephant in the room and they want to look at it or they want to go look at the auto auction and they want to see, you know, wow, this business is super successful. How did you guys build it? Well, we built it by teaching other people how to do the job. So, you know, the phrase is that to make the dream work, you need teamwork. And this is the brass tacks of how you do it. So one, you got to tell the employee what to do. Step two, you got to show them what to do. Step three, they have to show you, which is by the way, very different than you showing them. Because you just did a training on how to cut hair. You just did a training on how to clean a car, get it ready for the auction. You just did a training on how to make a sales call. But when they have to demonstrate the fact that they can clean a car, that they can cut hair, that they can make a sales call, that they can build a house, that’s very, very different than you teaching them. Love to get your thoughts on that. Why is it that that right there is sort of a moment of truth? Well, I think that you’ve got to think about a skill like surfing. Surfing is probably the best example because it’s a technically hard thing to do. There’s balance, there’s a bit of swimming, there’s a bunch of multi-step things that once you know how to surf, it’s like, oh yeah, I’m just surfing. But for someone that doesn’t know what they’re doing, it’s like you haven’t done the thing for years and years and years. It’s you, it’s just like, oh yeah, I just go and I sell something or whatever. But just they got to, they got to get apart all the 30 little micro steps that make that bigger thing happen. And they got to be walked through it. And then they got to be do it themselves. And it’s just not as simple to them because they’re thinking about it. It’s like surfing. You can’t be thinking while you’re surfing, otherwise you’re going to be underwater. So even riding a bike for the first time, I mean, technically there’s a lot of little things. You got to keep the bar straight. You got to get the pedal moving. You got to maintain constant speed. Like there’s a lot of little parts of bike riding, but once you get it, it’s like, oh yeah, I’m just riding a bike. So I think for people, it’s the first time doing something, it’s their first job or it’s their first time in this role, you gotta break it down and they gotta be able to demonstrate each little part of it. And then only then can they even start to think about putting it together. Does that make sense? I 100% agree with what you’re saying. You’re teaching someone to surf. It can be a thing where people get dejected. You know, they fall off the board, they lose the motivation. Oh, I can’t do it. I’m not gonna learn it. Ah! And that’s where you have mentor and coach up and guide that person through that That failure or that temporary setback, you know Napoleon Hill The best-selling author of think and grow rich. He once wrote he said before success comes into any man’s life He’s sure to meet with much temporary defeat and perhaps some failures When defeat overtakes a man the easiest and most logical thing to do is to quit and that’s exactly what the majority of men do. That’s exactly what the majority of men do. That is exactly what the majority of men do. And your job as an employer is you’re going to have to teach other people that are not you how to have success. And I just find that if you give someone a PDF and say, go learn your job, they’re never going to learn it. So again, step one, you got to tell the employee what to do. Step two, you show them what to do. Step three, they have to show you they can do it. And then step four, they have to demonstrate mastery. Now, what does the mastery mean? You have to have them demonstrate mastery to the point where they can’t, it’s almost like they can’t make a mistake. They practice until perfect. It’s not they practice until they get it right. They practice until they can’t get it wrong. So let’s talk about BunkyLife.com real quick. When somebody buys a BunkyLife.com product from you, I mean, you don’t want to hear that 45% of the Bunky Life products that you sell are effective. I mean, you don’t want to hear that 22% of your customers are satisfied. I mean, you want your customers to be always happy, which is why your brand has grown so much because your customers can count on the consistency of the quality. Can you talk about this idea of practicing until someone can’t get it wrong, practicing until perfect? Yeah, I think that that’s like the way to look at it. It’s like, can you make it, can you make that learning curve as easy for them that they can pick it up as fast as they can to the point where they can get enough confidence or like, yeah, I can do this. At that point you can say, okay, let’s get you so good at it that you just can’t. Like, it’s going to be the, everyone’s going to screw up every once in a while, but it’s like the exception to the rule that it’s not perfect every time. And the risk, yeah. This is big though. This is big. I mean, because you actually make a product, you know, we cut hair, one of my businesses, I work with home builders. And when you make a product or deliver a service, it’s gotta be right. And I just think most people in our culture today, for whatever reason, they are fascinated with giving a new employee a PDF saying, read this, now go watch these training videos and we’ll see you on the floor. We’ll see you at the job. People want to skip that step. So let’s talk about monkeylife.com. When you onboard a new person to come work for you, how long does it take for you to get somebody who knows how to use a hammer, who knows how to build, how long does it take them to kind of get into the flow and the culture where they can deliver a product with the level of excellence that you guys expect there? So we have like a really a three week process that we get anybody to get them up to the point where they can do stuff In the factory, for example when it comes to sales They’re with me the whole time for the first really two three weeks So they’re they’re kind of learning by as Moses and then slowly I just get them jumping in So oh, you know Tom will take you for this next tour And I’ll still be there kind of watching. So it’s like that handoff takes two to three weeks, I would say for all of our employees to get them to the point where they could work independently. And even in that, you know, four or five, six week mark, they’re still being checked on by someone that knows what they’re doing to check their work. But eventually you get to a point where they can do it on their own, but that’s a multi-week process for sure. Now the word culture means that which you allow to grow, culture. So if you allow jackassery to be pervasive in your organization, it will grow over time. Can you talk about the culture at monkeylife.com as you’re building it? Because I think a lot of business owners, they start to sell a product, they start to get some traction, and then the culture gets weird. Can you talk about that? So I think we have a culture where we start with our values. So our values are family first. So family first, surprise and delight the clients and do it right, do it once. So what that means is like, do something right the first time and then you don’t have to do a second time. So it’s actually the lazy man’s way out is to do it right. So we try to, as a company say, hey, your family’s gonna come first, we get that, but we’re coming second. And we want it to be like, there’s no third. Social media and other crap is not third. So there’s just your family and us and we want you to do things right the first time. So if you don’t know if you’re 100% doing it right, ask us. And that’s really, you know, panned out well because we do have thousands of bunkies being made and they’re going out to people all across North America now. And if it’s screwed up, if even one part’s screwed up, they can’t finish their project. So it has to be right. It’s so important, though, to grasp this idea that the training process for your people, it isn’t a quick move. This isn’t something that you’re hiring somebody and then you’re onboarding them in 10 minutes. I mean, this is something where you’re taking the time to tell them what to do. You’re showing them what to do. You’re showing they’re having you’re getting to a place where they’re actually showing you that they can do it with mastery. Again, step one, you tell them what to do. Step two, you show them what to do. Step three, they show you they can do it. Now, step four, you want to make sure they can show you that they do it correctly. So when someone goes to Bunkeylife.com and they buy a product from you, you guys have a quality control process to make sure that people are happy with the Bunkeylife products they buy. How do you spot check and make sure that the products that you are delivering are delivered with excellence because after you’ve trained that employee and you’ve invested that time, you know, I mean, I’ve purchased a monkey life from you and I’m very happy. I know many people that are very happy with the products they buy. How do you spot check and make sure that the quality doesn’t drift? So there’s a three-part process. Quality starts, like, think of like a snowball rolling down a mountain. At the very top of the mountain, it’s a really tiny, look, it’s a avalanche taking out houses and killing people. And so that’s the same way we look at quality so when the would come. It’s an inspection, it goes to the older, it’s inspected again. There’s like a three or four step process that every part gets inspected and then it goes to the next step. And so, it gets inspected again. There’s like a three or four step process that every part gets inspected. And then when we pack bunkies, there’s another area where we can screw things up. We’ve got a series of cards. For each bunkie, there’s a series of cards with each part. And when you pack a bunkie, you flip the card around. So you can physically look at the wall and you can say, oh, it’s all white. It’s all the cards are flipped. That’s a packed bunkie. And then also, each layer of the bunkie, we have, we’re just randomly throwing parts on a skid. We’re, we have a plan for each layer. So layer one, layer two, layer three, layer three. And then we’re also taking a picture with a little iPad of each layer. So with your SKU, so the Clay Clark 002, boom, we take a picture of each layer. And then we file that away. So Clay calls me up and is like, Dave, I was missing this part. I can say, actually, Clay, if you scroll to page three, we packed it. Here it is. And this is the one you’re looking for as you search to find it because we’re not responsible because you lost it. And then finally, there’s an accountability built into this whole system where if you pack a part, you put your initial. I packed that part. And we have those on file years later in case something screws up. We’ll know who to crucify. Now this idea of having your employees take accountability into initial who made the part, that is so important. And I hope for everybody out there learned something about quality control today. Now, folks, if you’re out there shifting gears, if you’re out there today and you’re looking to get a Bunky Life or a bolt-on bedroom to add to your property, to your business, to your home, if you’re looking for a cottage, a bunky, or backyard bunky, you go to bunkylife.com, bunkylife.com. And what’s the process like from that point forward to purchase a Bunkeylife? Well, the best bet is you can reach out to us. Well, first of all, check out the product, see if anything you think might fit. Book a tour with us. We’re doing virtual tours. If you’re far away from our factory or if you’re close enough to Ontario, we’re happy to host you here. We can show you around, but the virtual tours are getting really popular, getting really booked up. And we can Zoom you in or whatever it is through the factory if you want to see how they’re made, through the models in our little bunky village in front of the factory. And then we’ll figure out what works for you. And then of course, put an order in, we’ll ship it out to you within a week or two, and you can build it with your friends in the gym or your local handyman near life in your neighborhood. And most clients finally can build a Bunky Life Bunky in about two or three days. You, my friend, are a wonderful entrepreneur, a hardworking, diligent person, and somebody who I think a lot of people can pull wisdom from. And I appreciate you carving out time from your busy schedule to be here with us. And again, folks, if you’re out there today looking to get a Bunky Life, or you want to add a bolt-on bedroom or a cottage for your home, go to bunkylife.com. That’s bunkylife.com. David Frazier, I really do appreciate you. We’ll talk to you next week. Thanks, Clay, appreciate your time. 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 dollar companies. They both have two to three thousand pages of content attached to their website. So to basically go from virtually non-existent 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 or 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 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%. Okay, 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, 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 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 that when 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. 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 pediatric dentist. 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 proven turnkey 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 wanna 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’s 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 Crocker, or 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 a hundred and sixty companies every single week So think of this guy with a team of business coaches running a hundred sixty companies. So in the weekly he’s running a hundred and sixty 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 startups go from startup 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. One of his businesses has like 500 franchises. That’s just one of the companies or brands that he works with. Amazing guy. Elon Musk is a smart guy. He 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. 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. Clay has been an amazing business coach. Through the course of that, we became friends. I was really 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 and 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 and 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 and anyways, 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 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, right? This is where we used to live a few years ago. 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 fourteen 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 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, and they would never teach me anything. It was like you went there and you paid for the 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, and 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 system 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’ve built this facility for you and we’re excited to see it. Hey, I’m Ryan Wimpey with Tip Top K9 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 your community dogs are 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. 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, tiptopcanada.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. hesitate, just just come in and ask questions. Ask all the hesitate, just just come in and ask questions. Ask all the questions you have.